Effective:
Last Updated: July 1, 2011

Responsible University Office: IU Human Resources

Responsible University Administrator: Vice President and Chief Financial Officer

Policy Contact: IU Human Resources

Subject to the approval of the Board of Trustees of Indiana University and a vote of the membership of AFSCME, Local 1477-01, Indiana University and the Officers of AFSCME, Local 1477-01 are agreeable to the following:

1. Effective July 1, 2011, all appointed Service-Maintenance employees will receive a 1.5% increase rounded to the nearest center per hour on the current wage rate.
2. Policy 2.7 Promotions and Transfers, Section D Additional policy information:  Remove paragraph D. 6 as follows:

D. Additional policy information

1. For promotions or interdepartmental transfers, the HRMS documentation is to be initiated by the new department head.
2. Employees transferred or promoted to a position with a higher salary grade on the SM salary schedule are entitled to a minimum increase of three percent. This increase is to be given provided the new salary rate does not exceed the maximum of the new salary grade.
3. Service-Maintenance employees who transfer to or are promoted to a job in another occupational unit can return voluntarily to the former unit within two months and regain unit seniority as of the time of promotion or transfer.
4. Service-Maintenance employees will successfully complete a 60-day probationary period before the transfer becomes final.
5. An employee's benefits will be transferred between departments and campuses, except that accrued compensatory time off is to be paid or granted by the employee's current department before the promotion or transfer occurs.
6. An employee may request placement into a vacant position in the employee's same occupational unit, on the same shift, and at the same rank and job title prior to the posting of the vacancy, subject to the following:
   1. Management will consider an employee's preference for the vacant position along with other factors including: the employee's seniority; unique position skill requirements; the employee's ability to work with existing work teams and building occupants; and any other factors that may affect performance in the assignment.
   2. Management retains the right to make the final decision, to delay an employee's placement into the vacant position until a replacement has been trained, and to make work assignments and reassignments.
   3. The position vacated by the employee need not be filled in this manner.

3. Policy 5.12 Adverse Weather Conditions: In paragraph A. 1 and B. 2 replace the symbol (0) with the appropriate letter as follows:

A. Adverse weather conditions

It is not expected that the University will close, although there will be times because of weather when certain staff members cannot travel to work or may need to leave early.  Because it is the policy of the University to operate at all times, employees are expected to report for duty unless notified otherwise.

1. If adverse weather conditions create extreme travel hazard for a staff member traveling to or from the workplace:
   1. The person should make every effort to notify the departmental supervisor, and
   2. The department may authorize use of eligible vacation, previously accrued compensatory time, income protection time, or it must be made up during the same workweek in order that the staff member will not suffer loss of pay.
   3. Employees may request absence without pay, with benefits, in lieu of charging the absence against items above. (See the Absences with or without  Pay/Benefits policy).

B. Campus Closing

1. If adverse weather conditions are widespread and extremely severe, a campus Chancellor, Dean, or Vice President may determine that a campus should be closed.  When a campus Chancellor, Dean, or Vice President does close a campus, the President’s Office is to be notified promptly.
2. Procedure for IUSB campus closing and reopening:
   1. Staff should call the main IUSB phone number: (574) 520-4872 for a recorded message about official closing and reopening times for staff.  Media reports on closing and reopening of classes for students do not constitute official closing and reopening times for staff, since staff shifts and work schedules can fall on days and at times when classes for students are not scheduled.  For payroll purposes, the IUSB Chancellor will establish an official time of closing and reopening.
   2. The campus normally reopens on the subsequent working day (i.e., the day in which an employee’s shift ends), and employees should return to work at the beginning of their regular shifts.  In the event of continuing poor weather, the IUSB Chancellor may announce an official reopening time that falls between normal shifts.

4. Appendix 7.2 Articles of Cooperation, Article 5E. Modify as follows:

A quarterly meeting between Labor and Management will be held for the purpose of addressing core issues that affect the bargaining unit in general rather than individual issues that should be addressed with direct supervisors.  All parties will have a responsibility to participate in the meetings in a professional and mutually respectful manner and will focus on the agenda that is distributed one week prior to the day of the meeting.

A meeting between Labor and Management will normally be held once a month at a mutually agreeable time, unless otherwise agreed by both parties. The intent of these meetings is to reach a better and more harmonious working relationship and understanding of the agreement between the parties. The parties will also establish an ongoing health and safety subcommittee of the Labor-Management committee to discuss health and safety issues.

5. Appendix 7.6D IU South Bend and AFSCME Local 1477-01 2004-2005 Agreement. The 5 cents per hour formerly received as part of the attendance policy will be rolled into base after the 1.5% increase for all Service-Maintenance employees. Remove paragraphs 2 a-d as follows:
   2. In accordance with Policy 3.2, Paragraph D, the following incentive pay plan to reduce absenteeism will be implemented:
      1. Employees will receive an additional incentive pay of 5 cents per hour effective with the start of the pay period on July 4, 2004 through the end of the last full biweekly pay period in December, 2004.
      2. This incentive pay will be continued for another six months if the appointed Service Maintenance employees reduce their use of non-FMLA sick and absent-without-pay time by 250 hours in the 13 biweekly pay periods in the six month period from July, 2004 through December, 2004 as compared to the base period of the 13 most recent biweekly pay periods back from May 20, 2004. The total hours of non-FMLA sick and ABS in the six month base period (i.e., 13 biweekly pay periods from November 9, 2003 through May 8, 2004) for all SM staff was 3,180 hours.
      3. If the reduction of 250 hours is not achieved, the incentive pay will be discontinued at the end of December, 2004. To continue the $0.05 per hour incentive for an additional six months, the total hours of non-FMLA sick and ABS must be reduced by 250 hours to 2,930 hours or less in the six month comparison period (i.e., the 13 biweekly pay periods from July 4, 2004 through January 1, 2005).
      4. If the reduction of 250 hours is achieved, the incentive pay will be continued for another six month period. At the end of each subsequent six month period, the reduction of 250 hours from the base period must be maintained or the incentive pay will be discontinued.
6. Appendix 7.8 Service Maintenance Attendance Program: Section IV A 6: Modify A. 6 as follows:

A.6. Failure to clock in or clock out each day scheduled to work (or called in).  This includes lunch breaks as well as start and end of shift.  As we transition from paper timesheets to the TIME system, we will have a phase –in period of sixty (60) ninety (90) days for employees to acclimate to the TIME system once the system has been fully implemented.  Once that phase-in period has expired, employees will be allowed four (4) instances of missed clock in/out during a twelve (12) month period. Upon reaching the fifth (5th) incident, employees will be subject to corrective action in accordance with the Corrective Action policy.