AGREEMENT BETWEEN
THE BOARD OF TRUSTEES OF
SOUTHERN ILLINOIS UNIVERSITY
GOVERNING SOUTHERN ILLINOIS UNIVERSITY
CARBONDALE
AND
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
LOCAL UNION NO. 702
BUILDING AUTOMATION TECHNICIAN I
ELECTRONIC ENGINEERING ASSISTANT
SENIOR ELECTRONIC TECHNICIAL
EFFECTIVE
JULY 1, 2002 – JUNE 30, 2005
COLLECTIVE BARGAINING AGREEMENT
This Agreement made and entered into by
and between the Board of Trustees of Southern Illinois University (hereinafter
referred to as the Employer) and the International Brotherhood of Electrical
Workers, Local Union No. 702 (hereinafter referred to as the Union) in
behalf of employees of the Employer in the Civil Service classifications
of Building Automation Technician II, Electrical Engineering Assistant,
and Senior Electronic Technician.
In the event any article, section or portion of this Agreement should be held
invalid and unenforceable by any administrative agency or court of competent
jurisdiction or by reason of any subsequently enacted legislation, such
decision or legislation shall apply only to the specific article, section
or portion thereof specified in the agency or court decision or subsequent
legislation, and the remaining parts or portions of this Agreement shall
remain in full force and effect.
ARTICLE 1 - LIMITATIONS
- This Agreement is subject
to: 1) applicable Federal and State laws, as they may be
amended from time to time; 2) The Statute and Rules of
the State Universities Civil Service System of Illinois, as they may
be amended from time to time; 3) The rules and regulations
of the State Universities Retirement System, as they may be amended from
time to time; 4) the Bylaws, Statutes and Policies of the
Board of Trustees of Southern Illinois University and as they may be
amended from time to time, and 5) Public Act 83-1014, The Illinois
Educational Labor Relations Act.
- A classification title
change will not remove employees from the negotiations unit as long as
they are performing substantially the same work. Any new classification
covering the same work will become a part of this Agreement.
ARTICLE 2 - NON DISCRIMINATION
- The Employer
agrees that there shall be no discrimination against officers and members
of the Union by reason of their membership in the Union or by reason
of their representing employees in the bargaining unit.
- The Union
shall have the right to appoint a steward where workmen are employed
under terms of the Agreement. Such steward shall be allowed sufficient
time to see that the provisions of this Agreement are observed on the
job.
ARTICLE 3 - MANAGEMENT
RIGHTS
As long as such actions and decisions are consistent
with the other express Articles of this Agreement, it is understood and
agreed that the Board, on behalf of the University, retains and reserves
all of its powers and authority to direct, manage, and control all operations
and activities of the University to the full extent of the law. Included
in but not limited to those duties and powers are the exclusive right
to: maintain executive and administrative control of the University and
its properties and of all its personnel; determine its organization;
hire, assign, direct, lay off, and evaluate staff; determine the times
and hours of operation; determine the kinds and levels of services to
be provided, and the methods and means of providing them; to establish
its policies, goals and objectives; to establish, consolidate, merge
or eliminate programs; insure the rights and educational opportunities
of students; determine staffing patterns; determine the number and kinds
of personnel required; maintain the efficiency of University operations;
build, move or modify facilities; establish budget procedures and determine
budgetary allocation; determine the methods of raising revenue; decide
whether to make or purchase goods or services; and take action on any
matter in the event of an emergency.
ARTICLE 4 - GRIEVANCE PROCEDURE
- A grievance is defined
to be any dispute between the Employer and the Union or between the Employer
and any employee(s) represented by the Union over (1) wages, hours, or
other terms and conditions of employment, or (2) the administration or
interpretation of this Agreement.
- Any individual employee or a
group of employees may at any time present grievances to their employer
and have them adjusted without the intervention of the Union as long
as the adjustment is consistent with the terms of the collective bargaining
agreement then in effect, provided that the bargaining representative
has been given an opportunity to be present at such adjustment.
- It is preferable
that grievances be resolved informally at the steps on which they occur.
If this is not possible in any individual case, the following procedure
will be observed:
- Step 1. An employee and/or a representative
of her/his choice shall first present any such matter to the
immediate supervisor. This step should be taken at the earliest
possible date. The immediate supervisor must render a decision
and reasons for the decision within two (2) working days.
- Step 2. If the grievance
is not satisfactorily resolved, the employee may submit the grievance
in writing to her/his head of department (i.e., Dean or Director).
This must be done within five (5) working days after the receipt
of the decision in Step 1.
The department head is to review the facts and render a decision
and reasons for the decision in writing to the employee within
five (5) working days after the receipt of the grievance.
- Step 3. If the grievance
is not satisfactorily resolved at Step 2, the grievance may be
submitted in writing to the University Labor Relations Office
designee. This must be done within five (5) working days after
the receipt of the decision in Step 2.
The Labor Relations Office shall arrange a meeting with both
the employee and her/his representative, and with the administrative
officers involved, to be held within five (5) working days after
receipt of the grievance. The employee must be notified in writing
of the decision and reasons for the decision within five (5)
working days after the meeting.
- Step 4a. If the grievance is not
satisfactorily resolved at Step 3 and concerns the application
or interpretation of the Statutes and Rules of the State Universities
Civil Service System of Illinois, the employee(s) or the Union
shall, if the matter is to be pursued, present the issue(s) involved
in the dispute to the Director of the System for resolution.
- Step 4b. If the grievance is not
satisfactorily resolved at Step 3 and concerns the administration
or interpretation of this Agreement, the Union may submit the
grievance to final and binding arbitration through the Federal
Mediation and Conciliation Service or an arbitrator from the
Illinois Educational Labor Mediation roster which shall act as
the administrator of the proceedings. If a demand for arbitration
is not filed within thirty (30) days of the date for the Step
3 answer, then the grievance shall be deemed withdrawn.
- The arbitrator
shall have no power to alter the terms of this Agreement.
- The costs of such
arbitration shall be borne equally by the Employer and
the Union, except as otherwise provided by the rules
promulgated by the Illinois Educational Labor Relations
Board.
- An employee has the right
to representation at all steps of the grievance procedure.
- A time extension(s) may
be taken at any step of the grievance procedure by mutual consent of
the Employer and the Union.
- No reprisal(s)
shall be taken by the Employer against any employee because of her/his
participation in a grievance.
- When a grievant and/or
her/his representative is required by Steps 1 through 4a of the above
procedure to attend a meeting during her/his regularly scheduled work
assignment, such person(s) shall be released without loss of pay or benefits
for the length of that meeting, including reasonable travel time. Such
paid release time shall not apply to any arbitration proceeding at Step
4b.
- A grievance may be withdrawn
at any step. Such withdrawal shall not constitute a determination
of the merits of the grievance. All records related to a grievance shall
be filed separately from the official personnel file of the employee.
All record of a grievance shall be removed from grieving employee's departmental
file one year after the initial filing of the grievance.
ARTICLE 5 - SENIORITY
- Seniority, for all purposes
under this Agreement, will be interpreted and calculated according to
the Statute and Rules of the State Universities Civil Service System
as published in December, 1993. If the sections of the Statute
or Rules applicable to seniority are amended by law or through action
of the Civil Service System during the term of this Agreement, the Agreement
will automatically be reopened for the re negotiation between the parties
of those of its provisions which are affected by such amendment.
- The University will provide
and post current seniority lists.
ARTICLE 6 - WORK DAY AND WORK WEEK
The normal work day will consist of seven
and one -half hours between 7:30 a.m. and 5 p.m. Five such work days,
Monday through Friday inclusive, shall constitute a normal work week
of thirty seven and one-half hours. An exception to these schedule
requirements may be mutually agreed to by an employee and his employing
department.
ARTICLE 7 - OVERTIME
- An employee shall be compensated
for all hours worked in excess of seven and one-half hours in any one
day or in excess of thirty seven and one-half hours in a workweek at
one and one-half times the regular rate of pay.
Compensatory time off at the time and one-half rate instead of monetary
payment may be mutually agreed to by the individual employee and the
Employer. Overtime compensation will not be pyramided.
- When two or more employees
are assigned to the same department and have interchangeable job skills
and duties, overtime will be divided among those employees as equally
and impartially as possible.
ARTICLE 8 - CALL-BACK
An employee called back to work after
having been released from his normal day's work or called to work on
a regular day off shall be paid for a minimum of two hours at the applicable
overtime rate.
ARTICLE 9 - MUTUAL
CHANGES
This Agreement shall be subject to change
or supplement at any time by mutual consent of the parties hereto. Any
such change or supplement agreed upon shall be reduced to writing and
signed by the parties hereto.
ARTICLE 10 - RATES
OF PAY
- The wage rate for the
Senior Electronic Technician will be $14.88 per hour. The wage
rate for the Building Automation Technician II and the Electronic Engineering
Assistant will be $31.47 per hour.
- Effective July 1, 2002, the wage rates will be increased annually by
the percentage increase, if any, appropriated and/or reallocated for
wage increases for Civil Service range employees of the Employer
generally.
-
Employees in the Building Automation Technician II, Electronic Engineering
Assistant, and Senior Electronic Technician classifications hired
after October 15, 1989 will be paid according to the following schedule:
|
Length of Service at SIUC
|
Wage Rate
|
|
During probationary period
|
60% of the rate in (a) above
|
|
After completing probation
|
65% of the rate in (a) above
|
|
After 2000 hours of service
|
70% of the rate in (a) above
|
|
After 3000 hours of service
|
75% of the rate in (a) above
|
|
After 4000 hours of service
|
80% of the rate in (a) above
|
|
After 5000 hours of service
|
84% of the rate in (a) above
|
|
After 6000 hours of service
|
88% of the rate in (a) above
|
|
After 7000 hours of service
|
92% of the rate in (a) above
|
|
After 8000 hours of service
|
96% of the rate in (a) above
|
|
After 9000 hours of service
|
100% of the rate in (a) above
|
"Hours
of service" is defined as the hours in pay status exclusive of overtime,
and shall be identical, for each individual, to the hours recorded for
determining that person's seniority under the Civil Service Rules.
- The Employer may choose
to begin a newly hired Building Automated Technician II, Electronic Engineering
Assistant, or Senior Electronic Technician at any level of the above
schedule commensurate with qualifications the hiree possesses in excess
of those minima set forth in the Civil Service class specifications.
ARTICLE
11 - BENEFITS IN ADDITION TO WAGES
- INSURANCE
During the term of this Agreement, health
and life insurance benefits shall be provided to all eligible employees
covered by this Agreement in accordance with the Illinois State Employees
Group Insurance Act of 1971, (5 ILCS 375-1), as amended from time to
time. The parties agree to accept the terms and conditions of life
and health insurance benefits, including costs to unit employees required
for participation in the plan administered by the Department of Central
Management Services. Nothing herein shall preclude the University
Joint Benefits committee from reviewing benefits and making advisory
recommendations.
- HOLIDAYS
- The employer recognizes the
following as holidays: Independence Day, Labor Day, Thanksgiving
Day, Christmas Day, New Year's Day, Memorial Day, and five days
designated by the President of the University prior to the beginning
of the fiscal year.
- Employees covered by this
Agreement will be compensated for the holidays cited in (a) at
their regular rates of pay.
- An employee required to work
on a holiday cited in (a) will be compensated one and one-half
times the regular rate of pay, in addition to the holiday pay
provided in (b).
- When one of the six holidays
listed in (a) falls on a Saturday, the Friday preceding it will
be recognized as that holiday. When one of the six holidays listed
in (a) falls on a Sunday, the Monday following it will be recognized
as that holiday.
- An employee who normally works
other than a Monday-through-Friday schedule and who consequently
is not scheduled to work on a recognized holiday, will receive
as operations permit, either (1) an additional day's pay at his
regular rate as provided in (b) above, or (2) the scheduled day
nearest the recognized holiday as a substitute holiday.
- For an employee to receive
compensation for a holiday, he must be in pay status the last
scheduled work day preceding the holiday and the first scheduled
work day following the holiday, unless absence on one or both
of these days is approved by the appropriate supervisor and Human
Resources.
- VACATION
- Effective July 1, 1989, employees
covered by this Agreement will earn vacation in accordance with
the following schedule:
|
Years of Service
|
Rate Earned Per Hour of Pay-Status Service (Exclusive
of Overtime)
|
Approximate Leave Days Earned in One Year by a
Full-Time Employee
|
|
1
|
.0462
|
12
|
|
2
|
.0500
|
13
|
|
3
|
.0539
|
14
|
|
4
|
.0577
|
15
|
|
5
|
.0616
|
16
|
|
6
|
.0655
|
17
|
|
7
|
.0693
|
18
|
|
8
|
.0732
|
19
|
|
9
|
.0770
|
20
|
|
10
|
.0809
|
21
|
|
11
|
.0847
|
22
|
|
12
|
.0885
|
23
|
|
13
|
.0924
|
24
|
|
14
|
.0962
|
25
|
|
15
|
.1000
|
26
|
|
16
|
.1039
|
27
|
|
17+
|
.1077
|
28
|
- An Employee cannot continue
to accrue vacation if he has credited to his account the amount
of vacation he would accrue in a two-year period at his current
rate of accrual. Vacation will continue to accrue while an employee
is using vacation credits (and sick leave credits if applicable)
which were available at the beginning of a period of approved
vacation.
- The Employer will grant
vacations insofar as is possible in accordance with employees'
preferences. However, the approval of each vacation request will
be at the discretion of the departmental executive officer and
as operations permit.
- In the event of a change
of status of an employee, such as resignation, layoff of undetermined
duration, termination, death or retirement, the employee's payroll
records will be closed and a lump sum payment of all earnings
and accrued and unused vacation will be made.
- SICK LEAVE
- Employees covered by this
Agreement will earn paid sick leave at the rate of 0.0462 hours
for each hour of pay status service (exclusive of overtime).
The amount of sick leave accumulated at the time any illness
begins will be available in full, and additional leave will continue
to accrue while an employee is using that already accumulated.
There shall be no limit on the amount of sick leave which may
be accumulated.
- Sick leave compensation will be at the normal rate of pay. An
employee may use accrued sick leave for personal illness or injury,
for personal medical and dental appointments, or when necessitated
by an emergency illness or injury of a member of the employee's
immediate family. For this purpose,
"immediate family" shall include spouse, child, parent,
sibling, grandparent, grandchild, or corresponding in-law living
in the employee's household.
- Employees who misuse sick leave may be suspended or discharged.
An Employee's supervisors or the Office of Human Resources may
require documentation from a physician, or other administratively
acceptable proof of illness, when there is the appearance of
misuse of sick leave. Employees receiving sick leave pay may
not work elsewhere without forfeiture of this pay, except when
outside employment has been approved by the University.
- Sick Leave benefits will apply only to an employee's regular
work schedule.
- Sick leave will be
used in the following order:
- Sick leave days earned and accrued
before January 1, 1984;
- Sick leave days earned and accrued
after January 1, 1998;
- Sick leave days earned and accrued
on or after January 1, 1984 through December 30, 1997.
- Upon termination
of employment for any reason, an employee or employee's estate
is entitled to be paid for one-half of the unused sick leave
which was accrued on or after January 1, 1984 through December
30, 1997.
- In addition to the regular
sick leave governed by (a) through (f) above, each employee covered
by this Agreement is eligible for an extended sick leave benefit
(ESLB) not to exceed twenty work days during a fiscal year (July
1 - June 30). Part-time employees and employees hired during
a fiscal year, who have completed their probationary periods,
will be eligible for a prorated portion of the 20 day benefit.
This benefit will apply to documented major illnesses or injuries
of the employee only. An employee seeking to use the ESLB must
supply acceptable medical evidence of such illness or injury
requiring absence from work, including the inclusive dates of
anticipated absence, as well as properly completed absence-with-pay
request forms. Each such request shall be subject to the approval
of the employee's department and Human Resources.
The ESLB will be available for use beginning
on the sixth consecutive workday of absence caused by such major
illness or injury. The first five days of absence must be accounted
for by accrued regular sick leave, accrued vacation, or absence
without pay. Vacation and regular sick leave will continue to
accrue during the use of the ESLB.
If an employee returns to work before
exhausting the ESLB, the unused portion of the twenty work days
will be available for use for a second major illness or injury
in that fiscal year, again beginning on the sixth consecutive
day of absence. ESLB may not be carried over from one fiscal
year into the next. If an absence covered by the ESLB extends
from one fiscal year into another, the employee must return to
work before becoming eligible for an additional 20 days ESLB
in the second fiscal year.
- The Employer reserves the right
to require an employee to undergo medical examination, at the
Employer's cost, for the purpose of ascertaining if the employee
is physically and/or mentally fit to perform the duties of his
position.
- FUNERAL LEAVE
A leave of up to three days with pay will
be granted for an employee covered by this Agreement to attend the funeral
of a member of the immediate family or household. For this purpose,
the immediate family is defined as the spouse, child, parent, sibling,
grandparent, grandchild, and corresponding in-laws. Household is
defined as anyone maintaining a family relations ship living in the employee's
home. Approval will be granted for leave with pay of one day to
attend the funeral of a relative outside of the immediate family or household
as defined above.
- JURY DUTY
Employees covered by the Agreement called
for jury duty or subpoenaed by any legislative, judicial, or administrative
tribunal will be allowed time away from work with pay for such purpose.
- MILITARY LEAVE
- A leave of absence with
pay will be granted for the fulfillment of an employee's annual
military obligation in any component of the armed forces of the
United States. Compensation for such leave will be computed at
the employee's normal rate of pay, not to exceed ten working
days per fiscal year. When an employee is activated in any component
of the armed forces of the United States because of civil disturbance,
disaster, or other local emergency, the employee may be compensated
for this duty in addition to the annual military obligation.
The accumulative maximum of leaves of absences under this section
shall not exceed twenty working days per fiscal year.
- An employee is entitled
to the right of continued employment or reinstatement after performing
military service as provided under federal and state law.
- TUITION WAIVER
Employees covered by this Agreement shall
be eligible for waiver of tuition and some fees, subject to the following
conditions:
- Each such request for tuition waiver and any attendant request
for release time from work is subject to the approval of the
employing department and Human Resources.
- Not more than one course
requiring not more than five clock hours per week may be taken
during an employee's normal working hours. All such work time
must be made up in a manner mutually agreeable to the employee
and her supervisor(s) or charged against the employee's accrued
vacation time. The lunch period is not considered as part of
normal working hours for this purpose but "breaks" or
"rest periods" are.
- An employee must be employed
for the entire duration of the semester or session to be eligible
for tuition waiver.
Surviving spouses and dependent children
of deceased SIUC employees are eligible for tuition waivers exclusive
of fees for a period not to exceed eight semesters under the following
conditions:
- A "deceased
University employee" is defined as one who at the time of
death was in active pay status, in retirement status, or in disability
status and who had served the University for at least five years
in a full-time capacity;
- Children must
be natural born or adopted children who were considered dependents
of the deceased for federal income tax purposes, or foster children
who were supported by and lived in the home of the deceased employee
for at least five years and were considered dependents for federal
income tax purposes;
- Spouses and children
are not eligible for tuition waivers if they are employed by
the University in any capacity other than as student employees
or are receiving aid under a program that provides tuition reimbursement;
- Children shall
not be eligible for participation if they have passed the age
of 22 at the time of death of the employee unless they are enrolled
in the University at the time of death.
Eligibility of dependent children shall terminate at age 28.
Each natural, adoptive, or step-child
of an employee is eligible for a fifty percent tuition waiver subject
to the following conditions:
- The employee must
have been an employee of Southern Illinois University for at
least seven years;
- The child must
be under the age of 25 at the beginning of the academic year
for which the waiver is requested;
- The waiver
is limited to eight semesters plus four summer sessions, undergraduate
tuition only;
- The child
must qualify for admission to the University under the same admission
requirements which the University applies generally to its respective
undergraduate colleges, and must maintain satisfactory academic
progress once admitted.
- ADMINISTRATIVE CLOSURE
In the event the Employer declares a partial or total
closure of the University campus under its Administrative Closure Procedure,
the following conditions will apply to employees covered by this Agreement:
- Employees regularly scheduled
to work but not required to work during the closure will be paid
their regular wages.
- Employees regularly scheduled to work
and required to work during the closure will receive additional
compensation at their regular rates of pay for the hours worked.
- Employees not regularly scheduled to
work who are required to work on an overtime basis during the
closure will be compensated at two and one-half times their regular
rates of pay for the hours worked.
ARTICLE
12 - EQUAL EMPLOYMENT OPPORTUNITY
It is agreed that there shall be no discrimination
by the Union or the Employer against any employee or applicant for employment
with respect to hiring, firing, rate of pay, work assignment, or any
term or condition of employment for reasons of race, religion, color,
sex, age, marital status, handicap, political affiliation, national origin
or veteran's status.
ARTICLE
13 - HEALTH AND SAFETY
The Board shall
comply with applicable federal or state health and safety statutes. Employees
covered by this contract shall comply with all applicable University
rules and regulation that are promulgated to implement applicable federal
and state statutes concerning safety and health.
ARTICLE 14 - CONTINUITY OF OPERATION
During the term of this Agreement, neither
the union nor its officers or agents, or members covered by this Agreement,
will authorize, institute, engage, sponsor, or participate in any strike,
concerted refusal to work, or any other concerted and intentional
interruption of the functions of the University. In the event of
any violation of any provisions of this section by the union, its members,
or representatives, the union shall, upon notice from the Board, immediately
direct such union members, both orally and in writing, to resume normal
operations immediately and make every other reasonable effort to end
any violations.
During the
term of this Agreement, neither the Board nor its administrative agents
will lock out members of the union during the term of this Agreement
as a result of a labor dispute with the union. In the event of
any violations of any provisions of this section by the Board or its
administrative agents, the Board shall upon notice from the union, immediately
direct such administration agents, both orally and in writing, to resume
normal operation immediately and make every other reasonable effort to
end any violations.
ARTICLE
15 - FAIR SHARE
- Pursuant to
Section 11 of Public Act 83-1014, the Employer will deduct fair share
fees from the pay of status employees, as defined by the Statute and
Rules of the State Universities Civil Service System of Illinois, who
are represented by the bargaining representative, subject to the following
procedures and conditions:
- The bargaining
representative demonstrates to the Employer that a majority of
the status employees in the bargaining unit are dues paying members
of the bargaining representative;
- The bargaining representative
certifies to the Employer the amount of the fair share fee, such
fee to comply with the requirements of Public Act 83-1014;
- The bargaining
representative certifies to the Employer the names of the status
employees represented who shall be subject to the fair share
fee payroll deduction;
- The bargaining representative
complies with applicable legal requirements in notifying status
employees subject to fair share fee payroll deduction of: (a)
the existence of this Article of this Agreement and Section 11,
Public Act 83-1014, to which it is pursuant, (b) The amount of
the fair share fee to be deducted from their wages, c) the payroll
period for which the deduction will first take place, and d)
the safeguard to the employee's right of non-association contained
in Section 11, Public Act 83-1014;
- Upon compliance
by the bargaining representative with conditions (a) through
(d) the Employer, for the first payroll period of the first month
beginning after said compliance and continuing during the life
of this Agreement and any extension thereof, will deduct from
the wages of each status employee named as above the fair share
fee certified as above. Usual and customary payroll deduction
procedures will be followed. The monies so deducted shall then
be remitted to the bargaining representative;
- The bargaining representative
shall notify the Employer in writing of any change in the fair
share fee at least thirty days prior to its effective date;
- The obligation
to pay a fair share fee shall not apply to any employee who,
on the basis of bona fide tenets or teaching of a church or religious
body of which such employee is a member, objects to the payment
of a fair share fee to the bargaining representative. Upon proper
substantiation of the employee's objections and collection of
the fee from the Employer, the bargaining representative will
make payment in behalf of the employee to a mutually agreeable
non-religious charitable organization, in accordance with Public
Act 83-1014 and the Rules and Regulations of the Illinois Educational
Labor Relations Board.
- The bargaining representative
shall indemnify and hold harmless the Employer, its officers, agents,
and employees from and against any and all claims, demands, actions,
complaints, suits or other forms of liability that shall arise out of
or by reason of action taken or not taken by the Employer for the purpose
of complying with the above provisions of this Article or in reliance
on any list, notice, certification, affidavit, or assignment furnished
hereunder.
ARTICLE 16 – COMPLETE
AGREEMENT
The provisions of this Agreement
upon ratification, supersede all prior practices and agreements, whether
written or oral, unless expressly stated in the contrary herein, and
constitutes the complete and entire agreement between the parties and
concludes collective bargaining for its term. The parties each
voluntarily and unqualifiedly waive any rights that otherwise exist under
law to negotiate over any matter during the term of this Agreement that
is covered or referred to in said Agreement, and each agrees that the
other shall not be obligated to bargain collectively during the term
of this Agreement with respect to said matters. Subject matters
not referred to in this Agreement or statutes applicable to matter covered
by this Agreement shall not be considered as part of the Agreement and
shall remain exclusive Board prerogatives, subject only to the provisions
of the next paragraph if any such prerogatives concern mandatory subjects
of bargaining.
This Article does not waive the Association’s
right to bargain over any mandatory subject of bargaining that is not
covered or referred to in this Agreement if the Board is considering
a change during the term of this Agreement.
ARTICLE 17- EFFECTIVENESS OF AGREEMENT
This agreement shall become effective
when ratified by the Union and Board of Trustees and signed by authorized
representatives thereof and may be amended or modified during its term
only with mutual consent of both parties.
This Agreement
shall remain in full force and effect until midnight, June 30, 2005 and
if neither party gives notice of a desire to modify, shall automatically
be renewed and shall continue in full force and effect from year to year
until one party gives notice of a desire to modify. Notice of a
desire to modify by either party shall be in writing and shall be presented
not more than 120 and not less than 60 days prior to July 1, 2005, or
any subsequent anniversary date of this Agreement. The Employer
and Union recognize a joint responsibility to provide continuing service
to the end that educational processes not be interrupted. If during
the course of negotiations, a work stoppage becomes likely, every effort
shall be made by the Employer and Union to resolve the dispute. In
accomplishing this service, all available processes shall be utilized
including the mediation service of the Department of Labor, State of
Illinois and any other procedures upon which the Employer and Union shall
agree. During such negotiations this Agreement shall remain in
full force and effect, except that during such negotiations subsequent
to the expiration date of this Agreement, and should the above mediation
services fail, either party, on ten days notice to the other, may terminate
this Agreement.
Addendum to the Agreement Between
Southern Illinois University
And
International Brotherhood of Electrical
Workers Local Union No. 702
Building Automation Technician II
Electronic Engineering Assistant
Senior Electronic Technician
The parties agree that effective February 1, 2004 the attached Article 10
(Rates of Pay) shall supplant the language contained in the current Collective
Bargaining Agreement between the International Brotherhood of Electrical
Workers and SIUC which expires June 30, 2005.
The attached language shall remain in full force and effect in accordance
with Article 17 (Effectiveness of Agreement) of the Collective Bargaining
Agreement.
ARTICLE 10 - RATES OF PAY
- The wage rate for the Senior Electronic Technician will be $14.88
per hour. The wage rate for the Building Automation Technician
II and the Electronic Engineering Assistant will be $31.47 per hour.
- Effective July 1, 2002, the wage rates will be increased annually
by the percentage increase, if any, appropriated and/or reallocated for
wage increases for Civil Service range employees of the Employer generally.
- Effective February 1, 2004, the wage rates for employees covered
by this Agreement will be increased 2%. The wage rate for the Senior
Electronic Technician will be $15.18 per hour. The wage rate
for the Building Automation Technician II and the Electronic Engineering
Assistant will be $32.10 per hour.
- Employees in the Building Automation Technician II, Electronic Engineering
Assistant, and Senior Electronic Technician classifications
hired after October 15, 1989 will be paid according to the following
schedule:
|
Length of Service to SIU-C
|
Wage Rate
|
|
During probationary period
|
60% of the rate in (a) above
|
|
After completing probation
|
65% of the rate in (a) above
|
|
After 2000 hours of service
|
70% of the rate in (a) above
|
|
After 3000 hours of service
|
75% of the rate in (a) above
|
|
After 4000 hours of service
|
80% of the rate in (a) above
|
|
After 5000 hours of service
|
84% of the rate in (a) above
|
|
After 6000 hours of service
|
88% of the rate in (a) above
|
|
After 7000 hours of service
|
92% of the rate in (a) above
|
|
After 8000 hours of service
|
96% of the rate in (a) above
|
|
After 9000 hours of service
|
100% of the rate in (a) above
|
"Hours of service" is defined as
the hours in pay status exclusive of overtime, and shall
be identical, for each individual, to the hours recorded for determining
that person's seniority under the Civil Service Rules.
- The Employer may choose to begin a newly hired Building Automated
Technician II, Electronic Engineering Assistant, or Senior
Electronic Technician at any level of the above schedule commensurate
with qualifications the hiree possesses in excess of those minima set
forth in the Civil Service class specifications.
|
