State University Professional Services Negotiating Unit Agreement

Agreement made by and between the Executive Branch of the State of New York ("State") and United University Professions ("UUP"). ARTICLE 1 Recognition The State, pursuant to the certification of the Public Employment Relations Board, recognizes UUP as the exclusive representative for collective negotiations with respect to salaries, wages, hours and other terms and conditions of employment of employees serving in positions in the State University Professional Services Negotiating Unit. ARTICLE 2 Unchallenged Representation The State and UUP agree, pursuant to Section 208 of the Civil Service Law, that UUP shall have unchallenged representation status for the maximum period permitted by law. ARTICLE 3 Exclusive Negotiations The State will not negotiate under the Public Employees’ Fair Employment Act with any other employee organization concerning the terms and conditions of employment of employees in the State University Professional Services Negotiating Unit. ARTICLE 4 Definitions §4.1 “Academic employee” shall mean an employee serving in a position of academic rank or qualified academic rank. §4.2 “Academic year employee,” when used in Article 23, shall mean any employee having an academic year professional obligation. §4.3 “Calendar year employee,” when used in Article 23, shall mean any employee having a 12-month professional obligation. §4.4 “Chancellor” shall mean Chancellor of the State University of New York. §4.5 “College” shall mean a State-operated institution of the State University of New York. The central office of the University shall be deemed a “College.” §4.6 “College President” shall mean the chief administrative officer of a College, whether called a president, dean, provost, director or otherwise. §4.7 “College year employee,” when used in Article 23, shall mean any professional employee, or any academic employee holding a librarian title, having an annual professional obligation of less than 12 months, except an academic employee holding a librarian title having an academic year professional obligation. §4.8 “Days,” when used in Article 19, shall mean working days, Monday through Friday, excluding holidays. §4.9 “Designee,” when used in conjunction with the terms “Chancellor,” “Director of the Governor’s Office of Employee Relations,” “College President,” or “UUP President,” shall mean an individual designated to act on behalf of that official. §4.10 “Discipline,” when used in Article 19, shall be defined as the imposition of a penalty by means of the procedure specified in Section 19.4. §4.11 “Employee” shall mean a person serving in a position in the State University Professional Services Negotiating Unit; provided, however, when used in Article 40 shall mean any person holding a position in this negotiating unit who is eligible for enrollment in the State Health Insurance Plan in accordance with the provisions contained in Part 73 of the Rules and Regulations of the Department of Civil Service (4 NYCRR Part 73). §4.12 “Grievance,” when used in Article 7, shall mean a dispute concerning the interpretation, application or claimed violation of a specific term or provision of this Agreement; provided, however, that with respect to matters involving appointment, evaluation and promotion of employees a grievance shall be deemed to mean a claimed failure by the State to follow the procedural steps relating to appointment, evaluation and promotion of employees contained in the Policies of the Board of Trustees in Article XI, Title A, Section 1; Article XI, Title D, Section 5; Article XII, Title A, Section 3; Article XII, Title B, Section 1; and Article XII, Title C, Sections 3 and 4. §4.13 “Party,” when used in Article 19, shall mean the State and either the employee upon whom discipline is sought to be imposed, or the employee’s representative, selected pursuant to Section 19.8 of this Article. §4.14 “Pass Day” shall mean a day on which an employee who normally works on a schedule other than Monday through Friday is not usually required to work. §4.15 “Policies” shall mean the Policies of the Board of Trustees of the University. §4.16 “Professional” or “professional employee” shall mean an employee other than an academic employee. §4.17 “Professional staff” shall mean all persons occupying positions designated by the Chancellor as being in the unclassified service. §4.18 “Retrenchment,” when used in Article 35, shall mean the termination of the employment of any academic or professional employee during any appointment, other than a temporary appointment which may be terminated at any time, as a result of financial exigency, reallocation of resources, reorganization of degree or curriculum offerings or requirements, reorganization of academic or administrative structures, programs or functions or curtailment of one or more programs or functions University-wide or at such level of organization of the University as a College, department, unit, program or such other level of organization of the University as the Chancellor, or designee, deems appropriate. §4.19 “Service,” when used in Article 19, shall mean the act of delivering, in accordance with provisions of that Article, a notice of discipline. Service shall be effective three days from the time of personal service or, in the event of mailing, which shall be by certified or registered mail, return receipt requested, three days from the date the employee or any other person accepting delivery has signed the return receipt or the date the notice is returned to the College President, or designee, undelivered. §4.20 “State” shall mean the Executive Branch of the State of New York. §4.21 “United University Professions” (“UUP”) shall mean the union designated as Local 2190 of the American Federation of Teachers (AFL-CIO) and affiliated with the New York State United Teachers. Where notification to UUP is provided for in this Agreement, “UUP” shall mean the central administrative office of the Union. §4.22 “UUP Chapter” shall mean the members of UUP at a College and their representatives, provided, however, that the membership at the Health Science Centers at Stony Brook and Buffalo shall continue to be recognized as separate “Chapters.” §4.23 “UUP President” shall mean the chief administrative officer of UUP, as elected under the provisions of the Constitution of UUP. §4.24 “University” shall mean the State University of New York. §4.25 “Working days,” when used in Article 7 and Section 23.10, shall mean Monday through Friday, excluding holidays ARTICLE 5 Policies In the event of any inconsistency or conflict between provisions of this Agreement and the Policies or College by-laws, the provisions of this Agreement shall apply. ARTICLE 6 Benefits Preserved With respect to matters not covered by this Agreement, the State will not seek to diminish or impair during the term of this Agreement any benefit or privilege provided by law, rule or regulation for employees without prior notice to UUP, and when appropriate, without negotiations with UUP. Negotiations as used in this Section shall not be deemed a reopener to which Section 209 of the Civil Service Law shall be applicable. ARTICLE 7 Grievance Procedure §7.1 Purpose The purpose of this Article is to provide a prompt and efficient procedure for the investigation and resolution of grievances. The orderly process hereinafter set forth shall be the sole method for the resolution of grievances. Previously existing grievance resolution programs shall be discontinued absent mutual agreement to the contrary at the local level. Programs continued may be discontinued by either party at any time. §7.2 Definition a. A grievance is a dispute concerning the interpretation, application or claimed violation of a specific term or provision of this Agreement; provided, however, that with respect to matters involving appointment, evaluation and promotion of employees a grievance shall be deemed to mean a claimed failure by the State to follow the procedural steps relating to appointment, evaluation and promotion of employees contained in the Policies of the Board of Trustees in Article XI, Title A, Section 1; Article XI, Title D, Section 5; Article XII, Title A, Section 3; Article XII, Title B, Section 1; and Article XII, Title C, Sections 3 and 4. b. A grievance shall also be a claimed failure by the State to follow the procedural steps contained in the Memorandum of Understanding on Contracting Out; however, review of such grievances shall end at Step 3 and shall not proceed to arbitration. c. A claim of unjust discipline shall be processed in accordance with Article 19, Discipline, of this Agreement and shall not be subject to the grievance procedure contained in this Article. However, a claim that the procedures of Article 19, Discipline, have been violated, except for issues of timeliness arising under that Article, shall be processed in accordance with the grievance procedure contained in this Article. Such claim may be filed initially at Step 2. Where it is determined that the procedures of Article 19, Discipline, have been violated and where a College President, or designee, elects to proceed with disciplinary action, such action must be initiated within 10 working days from the date of receipt of the determination. §7.3 Requirements for Filing Grievances a. A grievance must be submitted in writing on forms to be provided by the State. b. Each grievance shall identify the specific term or provision of the Agreement claimed to have been violated and shall contain a short, plain statement of the grievance, the facts surrounding it and the remedy sought. c. A grievance appeal shall be regarded as filed even if copies of the appeal are not simultaneously sent to the College President, or designee, and the Chancellor, or designee, as required by grievance Steps 2, 3 and 4 of this Article. However, no grievance shall be reviewed unless all of the information required by the grievance form or otherwise required by grievance steps of this Article has been provided. §7.4 Representation a. UUP shall have the exclusive right to represent any employee, upon the employee’s request, at any step of this grievance procedure; provided, however, that individual employees may, upon notice to UUP, initiate and represent themselves in processing their own individual grievances at Step 1; provided further, however, no resolution of an individually processed grievance shall be inconsistent with this Agreement and for this purpose UUP shall receive prior notice and a reasonable opportunity to be heard on the resolution of any grievance so processed at Step 1. b. UUP shall have the right, but not the obligation, to initiate at Step 2 a grievance which directly involves employees at more than one campus. §7.5 Procedures for Processing Grievances and Grievance Appeals a. Step 1. A grievance shall be filed by an employee, or UUP upon an employee’s request, with the College President, or designee, within 45 calendar days following the act or omission giving rise thereto, or within 45 calendar days of the date on which the employee first knew or reasonably should have known of such act or omission if that date is later. The employee’s selection of a representative as indicated on the Contract Grievance Form when filed is final and not subject to change. Where practicable, the grievant may be required to meet with the department or division chairperson, dean or other appropriate administrator with a representative of the employee’s choice in an effort to resolve the grievance informally. The College President, or designee, shall schedule a meeting within 10 calendar days after receipt of the grievance and shall issue a written response to the grievant and UUP within 10 working days after the meeting. b. Step 2. 1. If the response at Step 1 does not resolve the grievance, UUP, upon grievant’s request, may appeal the Step 1 response by filing an appeal with the Chancellor, or designee, within 10 working days after receipt of the Step 1 response. Such appeal shall be in writing and shall include a copy of the grievance filed at Step 1, a copy of the Step 1 response and a short, plain statement of the reasons for disagreement with the Step 1 response. A copy of the appeal shall be sent simultaneously to the College President, or designee. The Chancellor, or designee, shall issue a written response to the grievant and UUP within 20 working days after receipt of the appeal, unless the appeal to Step 2 contains a request for a meeting with the Chancellor, or designee. If such meeting has been requested, the Chancellor, or designee, shall schedule a meeting with UUP and the grievant within 10 calendar days after receipt of the appeal. The Step 2 response shall be issued within 20 working days after the meeting. 2. A grievance involving a claim that the procedures of Article 19, Discipline, have been violated, except for issues of timeliness arising under that Article, may be filed initially at Step 2 by UUP, upon grievant’s request. Such grievance shall meet the requirements specified in Section 7.3, Requirements for Filing Grievances, of this Article. Such grievances shall be filed within 45 calendar days following the act or omission giving rise thereto, or within 45 calendar days of the date on which the employee first knew or reasonably should have known of such act or omission if that date is later. A copy of the appeal shall be sent simultaneously to the College President, or designee. The Chancellor, or designee, shall schedule a review with UUP and the grievant within 10 calendar days after receipt of the grievance and shall issue a written response within 20 working days after the meeting. 3. A grievance involving employees at more than one College may be filed by UUP initially at Step 2. In such case, UUP shall be deemed to be the grievant. Such grievance shall meet the requirements specified in Section 7.3, Requirements for Filing Grievances, of this Article. The time limit for filing such grievance shall be as specified in Step 1. A copy of the appeal shall be sent simultaneously to the College President, or designee. The Chancellor, or designee, shall issue a written response to UUP within 20 working days after receipt of the grievance unless the grievance contains a request for a meeting with the Chancellor, or designee. If such meeting has been requested by UUP, the Chancellor, or designee, shall schedule a meeting with UUP within 10 calendar days after receipt of the grievance and shall issue a response within 20 working days after completion of the meeting. c. Step 3. If the response at Step 2 does not resolve the grievance, UUP, upon grievant’s request, through its President, or designee, may appeal the Step 2 response by filing an appeal with the Director of the Governor’s Office of Employee Relations, or designee, within 10 working days after receipt of the Step 2 response. Such appeal shall be in writing and shall include a copy of the grievance filed at Step 1, or Step 2, in the case of grievances filed initially at Step 2; all prior responses and appeals; and a short, plain statement of the reasons for disagreement with the Step 2 response. A copy of the appeal shall be sent simultaneously to the College President, or designee, and the Chancellor, or designee. The Director of the Governor’s Office of Employee Relations, or designee, shall issue a written response to the grievant and UUP within 20 working days after receipt of the Step 3 appeal. d. Step 4. 1. If the response at Step 3 does not resolve the grievance, UUP, upon grievant’s request, through its President, or designee, may proceed to arbitration by filing with the Director of the Governor’s Office of Employee Relations, within 10 working days after receipt of the Step 3 response, written notice of intent to proceed to arbitration. A copy of such written notice shall be sent simultaneously to the College President, or designee, and the Chancellor, or designee. 2. Notices of intent to proceed to arbitration must include a proposed statement of the issue to be decided. §7.6 Procedures Applicable to Grievance Steps a. Step 1 shall be informal but the grievant, and the grievant’s representative upon grievant’s request, shall meet with the College President, or designee, for the purpose of discussing the grievance. b. Steps 2 and 3 are intended primarily to be reviews of the existing grievance file; however, additional evidence may be submitted. If a meeting at Step 2 has not been requested or if a meeting at Step 3 has not been scheduled, any additional evidence at such steps must be submitted in writing. If meetings at Steps 2 and 3 have been scheduled, any additional evidence may be submitted at such meetings in writing or by means of testimony. Presence of grievants at such meetings may be waived by mutual agreement of the parties. c. Notwithstanding any other provision of this Article, neither the grievant nor UUP, as grievant’s representative, shall be permitted to allege violations other than those specified in writing in the grievance filed at Step 1 or initially filed at Step 2. d. A grievance may be withdrawn at any time by the grievant or UUP as grievant’s representative. §7.7 Procedures Applicable to Arbitration a. Selection of Arbitrators The State and UUP shall jointly agree as soon as feasible after the execution of this Agreement on a panel of at least ten (10) contract arbitrators. Each party shall rank the next five members of the panel in rotation and the member with the highest ranking shall serve as the arbitrator. In the event of a tie, selection shall be by lot. The State agrees to take the necessary steps to administer the panel including, but not limited to, identifying arbitrators’ availability, notifying them of their appointment and assisting in arranging for hearing rooms. b. Authority of the Arbitrator 1. The arbitrator shall neither add to, subtract from, nor modify the terms or provisions of this Agreement or the procedural steps of the Policies specified in Section 7.2, Definition, of this Article. The arbitrator shall confine the decision and award solely to the application and/or interpretation of this Agreement or whether such procedural steps of the Policies have been followed. Where provisions of this Agreement or the procedural steps of the Policies referred to in this paragraph call for the exercise of judgment, the arbitrator shall not substitute the arbitrator’s judgment for that of the official making such judgment, but shall be confined to a determination as to whether this Agreement or such procedural steps of the Policies have been followed. If the arbitrator determines that this Agreement or the procedural steps of the Policies referred to in this paragraph have not been followed, the arbitrator may fashion an appropriate remedy. In matters involving appointment or reappointment, if the arbitrator determines that the failure to follow this Agreement or the procedural steps of the Policies referred to in this paragraph has been significant, the remedy may provide for an appointment not to exceed one year. The arbitrator shall not have the authority to grant a continuing or permanent appointment. Under Article XI of the Policies, continuing or permanent appointment may be granted only by the State University Chancellor. The arbitrator shall not have authority to consider issues arising from the Memorandum of Understanding on Contracting Out or otherwise interpret provisions contained therein. 2. The arbitrator shall be confined to the precise issue submitted for arbitration and shall have no authority to determine any other issue. c. Arbitrability In the event a disagreement exists regarding the arbitrability of an issue, the arbitrator shall determine initially whether the issue in dispute is arbitrable under the express terms of this Agreement. At the request of either party, such determination shall be made by a written decision and award. Once the arbitrator has determined that the issue is arbitrable in accordance with provisions of this subdivision, the arbitrator shall proceed to determine the merits of the issue. d. Time and Place of Meeting The arbitrator shall hold the hearing in Albany, unless otherwise agreed to by the parties, within 15 working days of the acceptance of the arbitrator’s selection or as soon thereafter as is practicable. Two consecutive hearing days shall be scheduled, where practicable. The arbitrator shall issue a decision and award upon an issue within 30 calendar days of the hearing, unless additional time is agreed to by the parties. Copies of the arbitrator’s decision and award shall be sent simultaneously to the Governor’s Office of Employee Relations, UUP, the Chancellor’s designee and the College President. e. Effect of Decision and Award The decision and award of the arbitrator shall be final and binding upon the State, UUP and the grievant to the extent permitted by provisions of this Agreement and applicable law. f. Fees and Expenses All fees and expenses of the arbitrator shall be divided equally between the parties. Each party shall be responsible for the cost of preparing and presenting its own case. §7.8 Miscellaneous Provisions a. Time Limits All of the time limits contained in this Article may be extended by mutual agreement of the parties. Extensions shall be confirmed in writing by the party requesting the extension. Upon failure of the State or its representatives to provide a response within the time limits provided in this Article, the grievant, or UUP as the grievant’s representative, may appeal to the next step. Upon failure of the grievant, or UUP as the grievant’s representative, to file a grievance or grievance appeal within the time limits provided in this Article, the grievance shall be deemed to have been withdrawn. b. Mailing 1. All grievances, grievance appeals and responses shall be transmitted by certified or registered mail, return receipt requested, or by personal service on the grievant or grievant’s representative or on the individual responsible for conducting the review. Upon personal service the recipient of such documents, upon request, shall acknowledge, in writing, the receipt thereof. Proof of personal service shall specify the person who was served and the date, place and manner of service. 2. All time limits set forth in this Article shall be measured from the date of receipt. Where service is by registered or certified mail, the date of receipt shall be that date appearing on the return receipt, provided, however, that the time limits for the submission of a grievance or the filing of an appeal or demand for arbitration or issuance of a Step response shall be determined from the date of personal service or mailing by certified or registered mail, return receipt requested, as evidenced by the official postmark appearing on the receipt for certified or registered mail. c. Precedent Grievances resolved at either Steps 1, 2, or 3 shall not constitute a precedent in any arbitration proceeding unless agreed to in writing by the Director of the Governor’s Office of Employee Relations and UUP, acting through its President. d. Retroactivity A settlement of, or an arbitrator’s decision and award upon, a grievance may or may not be retroactive as the equities of each case may demand, but in no case shall such resolution be retroactive to a date earlier than 45 calendar days prior to the date the grievance was first filed. e. “Working days” as used in this Article shall mean Monday through Friday, excluding holidays. §7.9 Applicability This Article shall not apply to any matter which relates to College by-laws, policies, operating procedures, or any other form of guideline by whatsoever name, whether pertaining to a unit, department, division, school or any other level of organization of a College and whether appearing in a College handbook or any other document, which are developed by professional staff at a College for the conduct of the affairs of the College or its sublevels of organization. ARTICLE 8 Labor-Management Meetings §8.1 The purpose of this Article shall be to provide a forum to discuss, consider and attempt to resolve, where appropriate and consistent with the terms of this Agreement, matters of interest to either or both parties identified below. §8.2 Representatives of the Governor’s Office of Employee Relations shall meet with UUP representatives at mutually agreed-upon times to discuss matters of interest raised by either party. If desired by the other party, the party requesting the meeting shall submit a written agenda in advance of the meeting. §8.3 The Chancellor, or designee, shall meet with UUP representatives twice each semester for the purpose of discussing matters of interest raised by either party, including those matters necessary to the implementation and administration of this Agreement which are University-wide in nature. A written agenda shall be submitted by UUP to the Chancellor no less than five days before the scheduled date of the meeting. At the discretion of the Chancellor, additional matters for discussion may be placed on the agenda. Nothing contained herein shall prevent the Chancellor, or designee, and UUP representatives from meeting on a less frequent basis upon mutual agreement. §8.4 College Labor-Management Meetings a. A College President, or designee, shall meet with local UUP representatives once each month to discuss matters of interest raised by either party, including those matters necessary to the implementation and administration of this Agreement which are local in nature. The College President shall attend these meetings at least once each semester. A written agenda shall be submitted by UUP to the College President ten working days before the scheduled date of the meeting, whenever feasible. In no event shall the agenda be submitted less than five working days before the scheduled date of the meeting. At the discretion of the College President, or designee, additional matters for discussion may be placed on the agenda with five working days’ notice to the local UUP chapter, whenever feasible. In no event shall the College President, or designee, place additional matters on the agenda with less than two working days’ notice to the local UUP chapter. Nothing contained herein shall prevent the College President, or designee, and local UUP representatives from meeting on a less frequent basis upon mutual agreement. b. A College President, or designee, shall meet with local UUP representatives once each month to discuss matters of interest pertaining exclusively to part-time employees raised by either party, including those matters necessary to the implementation and administration of this Agreement which are local in nature. A written agenda shall be submitted by UUP to the College President ten working days before the scheduled date of the meeting, whenever feasible. In no event shall the agenda be submitted less than five working days before the scheduled date of the meeting. At the discretion of the College President, or designee, additional matters for discussion may be placed on the agenda with five working days’ notice to the local UUP chapter, whenever feasible. In no event shall the College President, or designee, place additional matters on the agenda with less than two working days’ notice to the local UUP chapter. Nothing contained herein shall prevent the College President, or designee, and local UUP representatives from meeting on a less frequent basis upon mutual agreement. §8.5 In addition to the meetings specified in Sections 8.3 and 8.4, UUP and the Chancellor, or designee, may meet at mutually agreed-upon times other than those set forth above if matters of immediate interest to either party arise. If desired by the other party, the party requesting the meeting shall submit a written agenda in advance of the meeting. ARTICLE 9 Academic Freedom §9.1 It is the policy of the University to maintain and encourage full freedom, within the law, of inquiry, teaching and research. In the exercise of this freedom faculty members may, without limitation, discuss their own subject in the classroom; they may not, however, claim as their right the privilege of discussing in their classroom controversial matter which has no relation to their subject. §9.2 The principle of academic freedom shall be accompanied by a corresponding principle of responsibility. §9.3 In their role as citizens, employees have the same freedoms as other citizens. However, in their extramural utterances employees have an obligation to indicate that they are not institutional spokespersons. ARTICLE 10 No Discrimination §10.1 The State agrees to continue its established policy prohibiting discrimination on the basis of sexual orientation and all forms of illegal discrimination, including but not limited to discrimination with regard to race, creed, color, religion, national origin, sex, age, disability or marital status. §10.2 UUP agrees to continue its established policy prohibiting discrimination on the basis of sexual orientation and all forms of illegal discrimination, including but not limited to discrimination with regard to race, creed, color, religion, national origin, sex, age, disability or marital status. §10.3 Neither the State nor UUP shall deliberately discriminate against an employee as a result of the proper exercise of the employee’s rights guaranteed by the Public Employees’ Fair Employment Act. §10.4 Claims of discrimination under Sections 10.1 and 10.2 shall, at the election of the employee, be subject to review in accordance with State and Federal procedures established for such purpose, but shall not be subject to review under provisions of Article 7, Grievance Procedure, of this Agreement. §10.5 Claims of illegal discrimination under Section 10.3 shall be subject to review under either provisions of Article 7, Grievance Procedure, of this Agreement, or provisions of the Public Employees’ Fair Employment Act at the election of the employee, but in no event shall the employee be permitted to elect review in both forums. §10.6 A joint State-UUP Affirmative Action/Diversity Committee shall be established, consisting of four members appointed by the State and four members appointed by UUP, to review and develop recommendations on matters of mutual interest in the areas of equal employment and affirmative action concerning minorities, women, persons with disabilities and Vietnam era veterans. a. Mutually agreed-upon activities of the State-UUP Affirmative Action/Diversity Committee shall be funded pursuant to Section 21.2 of this Agreement. b. The Affirmative Action/Diversity Committee will make recommendations to the Director of the Governor’s Office of Employee Relations and the President of United University Professions concerning the matters enumerated above. c. Recommendations made by the Committee will not be binding on either the State or UUP, although they may form the basis for future negotiations and/or such agreements as the parties may enter into. ARTICLE 11 Employee Organization Leave §11.1 UUP Meetings a. Delegate Assembly - UUP delegates, State employee members of its Executive Board, the Parliamentarian, and chairpersons of its standing committees required by UUP’s constitution and by-laws to attend meetings of the Delegate Assembly shall be granted up to three days of employee organization leave per Agreement year, including travel time, for attendance at delegate meetings. Under special circumstances and upon advance request, additional employee organization leave for additional delegate meetings may be granted by the Director of the Governor’s Office of Employee Relations. b. Executive Board - Each State employee member of UUP’s Executive Board and the Parliamentarian shall be granted up to eight days of employee organization leave per Agreement year, including travel time, for attendance at Executive Board meetings. An employee who succeeds a member of such Board or succeeds as the Parliamentarian shall be granted the balance of employee organization leave available to such member or the Parliamentarian for the Agreement year for attendance at Board meetings. c. Standing and Ad Hoc Committees - There shall be available a total of 304 employee organization leave days per contract year for use by State employee members of UUP’s Standing and Ad Hoc Committees. d. Empire State College Executive Board - Each State employee member of UUP’s Empire State College Executive Board shall be granted up to three days of employee organization leave per Agreement year, including travel time, for attendance at meetings of the Board. An employee who succeeds a member of such Board shall be granted the balance of the employee organization leave available to such member for the Agreement year for attendance at Board meetings. §11.2 Grievances a. UUP Chapter Grievance Chairpersons shall be granted reasonable and necessary employee organization leave, including travel time, for the purpose of processing grievances in accordance with Article 7, Grievance Procedure, and Article 19, Discipline, of this Agreement. b. Employees who file grievances under Article 7, Grievance Procedure, or Article 19, Discipline, of this Agreement shall be granted reasonable and necessary employee organization leave, including travel time, to attend meetings, reviews or hearings which are scheduled by the State, or its representatives, in accordance with the procedures established in Article 7, Grievance Procedure, and Article 19, Discipline, of this Agreement. §11.3 Negotiations with the State A reasonable number of employees serving on UUP’s negotiating team shall be granted reasonable and necessary employee organization leave, including travel time, for the purpose of negotiating with representatives of the State. §11.4 Labor-Management Meetings A reasonable number of employees shall be granted reasonable and necessary employee organization leave, including travel time, for the purpose of participating in mutually scheduled labor-management meetings pursuant to Article 8 of this Agreement. §11.5 Leaves for Union Activity Employees elected to office in UUP as President, Vice President for Academics, Vice President for Professionals, Secretary and Treasurer, and one employee elected to full-time office in an affiliate of UUP may be granted, upon their request, leaves of absence with full salary from their regular positions for the purpose of serving as elected officials in UUP or as an elected official in an affiliate of UUP. In addition, upon UUP’s request, leaves of absence from their regular positions may be approved for employees who are performing responsibilities for UUP for up to the equivalent of four full-time positions. UUP shall reimburse the home campus for the cost occasioned by the leave consistent with provisions promulgated by the Department of Audit and Control. These leaves shall be administered in accordance with the provisions of Section 46 of Chapter 283 of the Laws of 1972. §11.6 Leaves for Chapter Officers Up to the equivalent of five and one-half full-time positions may be requested by the President of UUP for employees who are elected officials in local UUP chapters. The leaves shall be subject to the requirements of subdivision 11.7(e) and, at a minimum, shall be one-half of a full-time position. UUP shall reimburse the home campus for the costs occasioned by the leave consistent with provisions promulgated by the Department of Audit and Control. These leaves shall be administered in accordance with the provisions of Section 46 of Chapter 283 of the Laws of 1972. §11.7 General Provisions a. Employee organization leave shall be leave with pay and without charge to the employee’s leave credits. b. For the purpose of determining whether an employee is eligible to receive travel time credit, travel time as used in this Article shall mean actual and necessary time spent in travel during normal business hours only. c. Requests for employee organization leave shall be made to the College President, or designee, with reasonable advance notice. Employee organization leave for UUP meetings as provided above in Section 11.1 shall not be granted unless UUP provides the Director of the Governor’s Office of Employee Relations, or designee, wherever practicable, with 20 days’ advance notice of the purpose and dates for which leave is requested and the names and College work locations of employees for whom such leave is requested. d. UUP shall provide to the Director of the Governor’s Office of Employee Relations within 30 days after the execution of this Agreement, and quarterly thereafter, a list of UUP officers, chapter officers, and other employees eligible for employee organization leave pursuant to Sections 11.1, 11.2, 11.3, 11.5 and 11.6 of this Article, together with the College work locations of such employees. e. UUP recognizes that use of employee organization leave shall not impair services rendered to the public. The State recognizes that employee organization leave shall not be unreasonably withheld. In the event employee organization leave is withheld, the employee shall be given the reasons, in writing, for such decision. ARTICLE 12 College Meeting Space Where there is appropriate meeting space at a College, it shall be made available to UUP for specific meetings provided that (a) UUP agrees to reimburse the State for any additional expense incurred in the furnishing of such space, (b) request for use of such space is made in advance pursuant to rules of the College concerned, and (c) there is no conflict with prior scheduled uses of such space. ARTICLE 13 Bulletin Boards §13.1 UUP shall be permitted to post notices of its activities and matters of UUP concern on one bulletin board in each department at a College. Such material shall be signed by a designated official of UUP or its appropriate chapter. No material shall be posted which is derogatory of any person or organization, or which constitutes election campaign material for or against any person, organization, or faction thereof, except that election material relating to internal UUP elections may be posted on such bulletin boards. §13.2 Any bulletin board material objected to by the State or its representatives as being in violation of this Article shall be promptly removed. Within two working days after such removal, the local UUP chapter president will be provided with a written statement of the reasons. Such removal may be contested pursuant to the grievance procedure contained in Article 7 of this Agreement. ARTICLE 14 Mail Distribution UUP shall have the right to use intra-College mail distribution services and mailboxes for distribution at a College of addressed UUP printed matter. Methods for implementing this provision at a College shall be consistent with the College’s operating needs. ARTICLE 15 Payroll Deduction §15.1 UUP shall have the exclusive right to the payroll deduction of employee organization membership dues for employees and no other employee organization shall be accorded any such membership dues payroll deduction privilege. §15.2 The State shall prepare, secure introduction and recommend passage by the Legislature of such legislation as may be appropriate and necessary to provide to UUP exclusive payroll deduction for employees who elect to participate in the UUP program known as VOTE-COPE, consistent with Section 201(a) of the Finance Law. §15.3 UUP shall have exclusive payroll deductions of membership dues and premiums for group insurance and mass-merchandised automobile and homeowners’ and other insurance policies offered by UUP for employees, and no other employee organization shall be accorded any such payroll deduction privilege. ARTICLE 16 Lists §16.1 a. The State shall provide UUP, on a quarterly basis, with two lists of employees in the State University Professional Services Negotiating Unit which shall include employees’ names, addresses of record, institutions, departments, line numbers, titles, professional ranks, salaries, appointment type, continuing/permanent appointment effective date, obligation code and term duration. Where available, an employee’s date of initial appointment and current type of appointment, e.g., term, permanent, continuing, temporary, will also be provided. b. The State shall provide UUP, on a bi-annual basis, with a list which shall not personally identify employees in the State University Professional Services Negotiating Unit but which shall include sex, race, year of birth, institution, department and salary. §16.2 The State shall include UUP on its mailing lists for distributions to all employees on a University-wide or College-wide basis. The College President, or designee, shall include UUP and its UUP Chapter on the mailing list for distributions to all employees on a College-wide basis and on the list for telephone book distribution. UUP shall include the State, the Chancellor, or designee, and the College Presidents on its mailing lists for distributions to employees. A UUP Chapter shall include the College President on its mailing list for distributions to all employees on a College-wide basis. Each party shall designate its address or addresses for these purposes. §16.3 UUP shall provide the State, on a bi-annual basis, with a list of the names, College work locations, UUP titles and University titles of each of its statewide and chapter officers, Executive Board members, Delegate Assembly members, Standing Committee members and Chapter Grievance Chairpersons. As UUP Ad Hoc Committees are established, UUP shall also provide the State with the information described herein relative to Ad Hoc Committee members. §16.4 At the beginning of each semester, each College shall provide UUP with the names of employees of the College who commenced leaves of absence, the names of employees who were separated from the State University Professional Services Negotiating Unit at the College during the previous semester, and a list of new employees at the College, which list shall contain the information described in Section 16.1.   ARTICLE 17 Information and Data §17.1 The State shall make available to UUP, upon its reasonable request and within a reasonable time thereafter, such statistics and financial information related to the collective negotiating unit and in the possession of the State as are necessary for the preparation for collective negotiations and the processing of grievances. It is understood that this shall not be construed to require the State to compile information and statistics in any specific form unless mutually agreeable. §17.2 Each employee shall be responsible for providing the College President, or a designee, with the employee’s current home address and telephone number and for keeping such information current. Such information shall be maintained for official College use only. ARTICLE 18 Board of Trustees' Meetings §18.1 Chancellor, or designee, will furnish UUP with copies of all proposed changes in Policies affecting terms and conditions of employment prior to action thereon by the Board. §18.2 The Chancellor, or designee, will furnish UUP with a copy of the tentative advance agenda of each meeting of the Board at the same time it is made available to the members of the Board. Additionally, following approval by the Board of Trustees of the minutes of its meetings, the Chancellor, or designee, will furnish UUP with a copy of those minutes the Board makes public. §18.3 UUP may request to meet with the Chancellor, or designee, in order to discuss matters described in Section 18.1 which appear on the Board’s agenda. Such discussion shall take place prior to the Board meeting. The Chancellor will recommend, where the Chancellor believes it to be appropriate, that the Board or its representatives meet with UUP for the purpose of discussing such issues. This shall not preclude UUP from directly requesting a meeting with the Board of Trustees or its appropriate committee. §18.4 The Board of Trustees of the University shall have the right in its judgment to change its Policies from time to time hereafter, after consultation pursuant to this Article. Nothing contained in this Agreement or actions pursuant thereto shall be deemed a waiver by the State or UUP of their right to assert, at any time thereafter, that the subjects of the Policies may or may not be appropriate subjects of collective negotiations. ARTICLE 19 Discipline §19.1 Purpose The purpose of this Article is to provide a prompt, equitable and efficient procedure for the imposition of discipline for just cause. Both parties to this Agreement recognize the importance of counseling and the principle of corrective discipline. Prior to initiating formal disciplinary action pursuant to this Article, the College President, or designee, is encouraged to resolve matters of discipline informally; provided, however, such informal action shall not be construed to be a part of the disciplinary procedure contained in this Article and shall not restrict the right of the College President, or designee, to consult with or otherwise counsel employees regarding their conduct or to initiate disciplinary action. §19.2 Definitions a. “Discipline” shall be defined as the imposition of a penalty by means of the procedure specified in Section 19.4. b. “Days” shall mean working days, Monday through Friday, excluding holidays. c. “Service” shall mean the act of delivering, in accordance with provisions of this Article, a notice of discipline. For purposes of determining time limits for the service of a notice of discipline, service shall be effective on the date of personal service or mailing by certified or registered mail, return receipt requested, as evidenced by the official postmark appearing on the receipt for certified or registered mail. For purposes of determining time limits for the filing of a disciplinary grievance, service shall be effective three days from the time of personal service or, in the event of mailing, which shall be by certified or registered mail, return receipt requested, three days from the date the employee or any other person accepting delivery has signed the return receipt or the date the notice is returned to the College President, or designee, undelivered. d. “Party” shall mean the State and either the employee upon whom discipline is sought to be imposed or the employee’s representative selected pursuant to Section 19.8 of this Article. §19.3 Applicability Discipline shall be imposed upon employees only pursuant to this Article; provided, however, that provisions of this Article shall not apply to the termination of employees serving on temporary or probationary appointments, which may be terminated at any time in accordance with provisions of Article XI of the Policies, and provided further that provisions of this Article shall not apply to non-renewal of term appointments pursuant to Article XI of the Policies, terminations of employees due to mental or physical incapacity pursuant to Article XV of the Policies or terminations of employees pursuant to Article 35, Retrenchment, of this Agreement. §19.4 Disciplinary Procedure a. Discipline shall be imposed only for just cause. Where the College President, or designee, seeks to impose discipline, notice of such discipline shall be made in writing and served upon the employee in person or by registered or certified mail, return receipt requested, to the employee’s address of record. The conduct for which discipline is being imposed and the penalty proposed shall be specified in the notice. The notice served on the employee shall contain a detailed description of the alleged acts and conduct including reference to dates, times and places. b. The penalty proposed may not be implemented until the employee (1) fails to file a disciplinary grievance within 10 days of service of the notice of discipline, or (2) having filed a disciplinary grievance, fails to file a timely appeal to disciplinary arbitration, or (3) having appealed to disciplinary arbitration, until and to the extent that it is upheld by the disciplinary arbitrator, or (4) until the matter is settled. c. The notice of discipline may be the subject of a disciplinary grievance which shall be filed with the Chancellor, or designee, in person or by registered or certified mail, return receipt requested, by the employee, or the employee’s representative, on a disciplinary grievance form to be provided by the State, within 10 days of the date of service of notice of discipline. The employee’s selection of a representative as indicated on the Disciplinary Grievance Form when filed is final and not subject to change. A copy of the notice of discipline must be attached to the disciplinary grievance form. A disciplinary grievance shall be regarded as filed even if it does not contain a copy of the Notice of Discipline, required by subdivision 19.4(c). However, such grievance shall not be reviewed unless all of the information required by the grievance form or otherwise required by grievance steps of Article 19 has been provided. The employee, or the employee’s representative, shall be entitled to a meeting to present the employee’s position to the Chancellor, or designee, within 10 days of the date of filing of the disciplinary grievance. The purpose of the meeting shall be the possible adjustment of the matter and need not involve the presentation of evidence or specification of particulars by either party. The meeting provided for herein may be waived by the employee, in writing, on the grievance form, only in accordance with provisions of Section 19.7(b). If the meeting has not been waived but cannot be held within 10 working days of the date of filing of the disciplinary grievance by reason of the unavailability of the employee, or the employee’s representative, or on such other date as may be mutually agreed upon, the Chancellor, or designee, may, at the option of the Chancellor, or designee, review the disciplinary grievance on the basis of the existing record. The Chancellor, or designee, shall provide the employee, or the employee’s representative, with a response in writing by registered or certified mail, return receipt requested, or by personal service within twenty days of the meeting or review, or within five days of the meeting or review if the employee has been suspended without pay under Section 19.7 of this Article. d. If the disciplinary grievance is not settled or otherwise resolved, it may be appealed to disciplinary arbitration by the employee, or the employee’s representative, within 10 days of receipt of the response of the Chancellor, or designee. Notice of appeal to disciplinary arbitration shall be filed by registered or certified mail, return receipt requested, or by personal service upon the Director of the Governor’s Office of Employee Relations, or designee. A copy of the appeal shall be sent simultaneously to the College President and the Chancellor’s designee. e. The State and UUP shall jointly agree, within 15 days of the execution of this Agreement, on a 25-member panel of disciplinary arbitrators. Each member of the panel shall be assigned a number in rotation. In the event of a disciplinary arbitration, each party shall rank the next five members of the panel in rotation and the member with the highest ranking shall serve as the arbitrator. In the event of a tie, selection shall be by lot. In the event of a disciplinary arbitration involving a suspension without pay, the next 6 members in rotation shall be canvassed and the 4 members most readily available to conduct 2 consecutive hearing days shall be ranked by the State and UUP, respectively. The member with the highest ranking shall serve as the arbitrator. In the event of a tie, selection shall be by lot. The State agrees to perform activities necessary to appropriate administration of the panel including, but not limited to, identifying arbitrators’ availability, notifying them of their appointment and assisting in arranging for hearing rooms. f. The disciplinary arbitrator shall hold a hearing within 10 days of appointment, or as soon thereafter as practical, or within such other period as may be mutually agreed upon by the parties, recognizing, however, that except in unusual circumstances a hearing should be concluded within 30 days of the appointment of the arbitrator. The disciplinary arbitrator shall render a decision within five days of the close of the hearing, or within five days after receipt of the transcript, if either party elects a transcript, or within such other time as may be mutually agreed upon by the parties. g. Either party wishing a transcript of a disciplinary arbitration hearing may provide for one at its expense and shall provide a copy to the arbitrator and the other party; provided, however, the decision to make a transcript must be announced at the beginning of the hearing and the transcript must cover the entire hearing, not just a portion thereof. Delays in the preparation of a transcript shall not constitute a basis for delays in scheduling hearing dates. h. The disciplinary arbitrator shall be confined to determinations of guilt or innocence, the appropriateness of proposed penalties, and shall have exclusive jurisdiction over issues of timeliness arising under the procedures of this Article including those arising pursuant to Section 19.9, but shall not consider alleged violations of other provisions of this Agreement, which shall be subject only to the provisions of Article 7, Grievance Procedure, of this Agreement. The disciplinary arbitrator shall neither add to, subtract from nor modify the provisions of this Agreement. The disciplinary arbitrator’s decision with respect to guilt or innocence, penalty, timeliness or probable cause for suspension, or temporary reassignment, pursuant to Section 19.7 of this Article, shall be final and binding upon the parties, and the disciplinary arbitrator may approve, disapprove or take any other appropriate action warranted under the circumstances, including ordering reinstatement and back pay for all or part of the period of suspension, or return to the employee’s assignment if temporarily reassigned. If the disciplinary arbitrator, upon review, finds probable cause for the suspension, the arbitrator may consider such suspension in determining the penalty to be imposed. i. All fees and expenses of the arbitrator, if any, shall be divided equally between the State and UUP or the employee if not represented by UUP. Each party shall bear the cost of preparing and presenting its own case. The estimated arbitrator’s fee and expenses and estimated expenses of the arbitration may be collected in advance of the hearing. §19.5 Settlements A disciplinary grievance may be settled at any time following the service of a notice of discipline. The terms of the settlement shall be reduced to writing on the disciplinary grievance form to be provided by the State. An employee offered such a settlement shall be offered a reasonable opportunity to have a representative present before the employee is required to execute it. §19.6 Effect of Settlement and Arbitrator’s Award All settlements and arbitrators’ awards shall be final and binding upon the State, UUP, the employee and the employee’s representative if other than UUP. §19.7 Suspension Before Notice of Discipline a. Prior to issuing a notice of discipline or the completion of the disciplinary grievance procedure provided for in this Article, an employee may be suspended, without pay, by the appointing authority only pursuant to paragraphs (1) or (2) of this Section. As an alternative to such suspension, the employee may be temporarily reassigned. 1. The appointing authority, or its designee, may suspend without pay or temporarily reassign an employee when the appointing authority, or its designee, determines that there is probable cause that such employee’s continued presence on the job represents a potential danger to persons or property or would severely interfere with its operations. Such determination shall be reviewable by the disciplinary arbitrator. A notice of discipline shall be served no later than five days following any such suspension or temporary reassignment. 2. The appointing authority, or its designee, may suspend without pay or temporarily reassign an employee charged with the commission of a crime. Such employee shall notify the appointing authority in writing of the disposition of any criminal charge including a certified copy of such disposition within five days thereof. Within 30 calendar days following such suspension under this paragraph, or within five days from receipt by the appointing authority of notice of disposition of the charge from the employee, whichever occurs first, a notice of discipline shall be served on such employee or the employee shall be reinstated with back pay if suspended or returned to the employee’s assignment if temporarily reassigned. Nothing in this paragraph shall limit the right of the appointing authority, or its designee, to take disciplinary action during the pendency of criminal proceedings. 3. Where the appointing authority, or its designee, elects to temporarily reassign an employee pursuant to this Article, the employee shall be notified in writing of the location, the effective date and nature of such temporary reassignment and that the employee may elect in writing to refuse such temporary reassignment and may be suspended without pay. The employee’s election must be made in writing before commencement of the temporary reassignment. An election by the employee to refuse such temporary reassignment is final and may not thereafter be withdrawn. No election by the employee is permitted once the employee commences the temporary reassignment. 4. The State may rescind a notice of discipline and issue a revised notice of discipline no later than 20 working days prior to the commencement of a disciplinary arbitration. Such action shall not affect a suspension without pay or a temporary reassignment. 5. The fact that the appointing authority, or its designee, has temporarily reassigned an employee rather than suspending the employee without pay shall not be considered by the disciplinary arbitrator for any purpose. b. During the period of any suspension without pay pursuant to this Article, the State shall continue the employee’s and eligible dependents’ health insurance coverage which is otherwise available to unit employees, and the State shall pay the employer’s share of any premiums to maintain such coverage. Any such suspended employee shall be responsible for paying the employee’s share of premium for such health insurance coverage. The State shall not be liable for payment of the employer’s share of the health insurance premium for any period of time during which the suspended employee fails to pay the employee’s share of the health insurance premium. Also, an employee suspended pursuant to the provisions of this Article shall be counted for the purpose of calculating the amount of any periodic deposit to the UUP Benefit Trust Fund. c. Where an employee has been suspended without pay pursuant to this Article, an employee’s absence(s) shall, upon the employee’s written request, be charged against vacation leave, holiday leave, or FLSA compensatory leave provided sufficient accruals exist in such leave categories. d. Suspension without pay or temporary reassignment: 1. Where an employee has been suspended without pay or temporarily reassigned pursuant to this Article, the employee may, in writing, waive the meeting with the Chancellor, or designee, at the time of filing a disciplinary grievance. In the event of such waiver, the employee shall file the disciplinary grievance form, within the prescribed time limits for filing a grievance with the Chancellor, or designee, directly with the Director of the Governor’s Office of Employee Relations, or designee, in accordance with the provisions of Section 19.4(d). 2. Where an employee has been suspended without pay pursuant to this Article, the employee may file the disciplinary grievance form, within the prescribed time limits for filing a grievance with the Chancellor, or designee, directly with the Director of the Governor’s Office of Employee Relations, or designee, in accordance with the provisions of Section 19.4(d) and concurrently file a copy of such grievance with the Chancellor, or designee, in accordance with the provisions of Section 19.4(c). e. Where a disciplinary arbitration proceeding does not commence within 60 calendar days of an appeal made pursuant to Section 19.4(d) or Section 19.7(d) due solely to the unavailability of the State, an employee suspended without pay shall be returned to the payroll, or temporarily reassigned, until such time that the disciplinary arbitrator renders a decision in the matter, or the matter is otherwise resolved. §19.8 Representation Employees may represent themselves or be accompanied for purposes of representation by UUP or counsel, consistent with their selection of a representative pursuant to subsection 19.4(c), at any stage of the disciplinary procedure contained in this Article; provided, however, an employee’s representative may only act on the employee’s behalf, in the absence of the employee, upon mutual agreement of the parties. An employee shall be provided the opportunity to have representation at an interrogation if at the time such interrogation is commenced it is contemplated by management that such employee will be served a Notice of Discipline pursuant to Article 19 of this Agreement. The employee shall be provided with notification of such opportunity prior to the commencement of such interrogation. In the event such interrogation were to be conducted without having provided the employee with such notification, any statements or admissions made by the employee during such an interrogation may not be subsequently used in a disciplinary proceeding against that employee. If representation is requested by the employee, and such representation is not available within six hours’ time following such request, the State may proceed with the interrogation and there shall be no limitation on the use of statements or admissions made by the employee. §19.9 Limitation An employee shall not be disciplined for acts, except those which would constitute a crime, which occurred more than one year prior to the service of the notice of discipline. The employee’s whole record of employment, however, may be considered with respect to the appropriateness of the penalty to be imposed, if any. §19.10 Miscellaneous Provisions a. All grievances, grievance appeals and responses shall be transmitted by certified or registered mail, return receipt requested, or by personal service on the grievant or grievant’s representative or on the individual responsible for conducting the review. Upon personal service the recipient of such documents, upon request, shall acknowledge, in writing, the receipt thereof. Proof of personal service shall specify the person who was served and the date, place and manner of service. b. The time limits for the service of a notice of discipline or the submission of a grievance or the filing of an appeal or demand for arbitration or issuance of a step response shall be determined from the date of personal service or mailing by certified or registered mail, return receipt requested, as evidenced by the official postmark appearing on the receipt for certified or registered mail. All other time limits set forth in this Article, except as otherwise described in subsection 19.2(c), shall be measured from the date of receipt. Where service is by registered or certified mail, the date of receipt shall be that date appearing on the return receipt. ARTICLE 20 Direct Compensation §20.1 The State shall prepare, secure introduction and recommend passage by the Legislature of appropriate legislation in order to provide the benefits described in this Article. §20.2 a. Full-time employees on the payroll on April 29, 2004, including full-time employees on authorized leave with part-time salary, and who had at least one semester or the equivalent of service during a portion of the 12-month period commencing July 1, 2003, shall be eligible to receive a lump-sum payment in the amount of $800. Such payment shall be made as soon as practicable after April 29, 2004. b. Part-time employees on the payroll on April 29, 2004, and who had at least one semester or the equivalent of service during a portion of the 12-month period commencing July 1, 2003, shall be eligible for a pro-rated lump-sum payment not to exceed $800. Such payment shall be based on a formula mutually agreed to by the parties using accrual standards as set forth in Article 23 of this Agreement. Such payment shall be made as soon as practicable after April 29, 2004. c. Notwithstanding the above provisions, a full-time or part-time employee who is on an authorized leave and is not on the payroll at the time payment is made pursuant to this section, but who would have otherwise been eligible to receive such lump-sum payment, shall be eligible to receive such lump-sum payment provided the employee returns to the payroll prior to July 1, 2005. Such payment shall be made as soon as practicable following the employee’s return to the payroll and shall be consistent with the employee’s full-time or part-time employment status which exists at the time the employee returns to the payroll. §20.3 a. Salary minimums shall be established for the following ranks or grades or positions equated to them and shall be effective July 1, 2003: Academic Employees Professional Obligation Academic Year Professional Obligation Calendar Year Professor Librarian $44,107 $52,904 Associate Professor Associate Librarian $35,447 $42,509 Assistant Professor Lecturer Sr. Assistant Librarian $29,850 $35,847 Instructor Assistant Librarian $25,986 $31,182 Professional Employees Professional Obligation Calendar Year Professional Obligation College Year Salary Level VI $57,967 $48,372 Salary Level V $47,306 $39,444 Salary Level IV $39,312 $32,779 Salary Level III $33,980 $28,384 Salary Level II $29,983 $25,051 Salary Level I $25,986 $21,720 b. The salary minimums established in paragraph (a) of this subdivision shall not apply to employees who are not paid on the basis of a basic annual salary. A part-time employee who is paid on the basis of a prorated basic annual salary and who is eligible to be paid a minimum basic annual salary shall be paid a minimum basic annual salary which shall be the appropriately prorated amount of the minimum basic annual salary that would have been paid to the employee had the employee been employed on a full-time basis. c. An incumbent promoted on or after the effective dates, appropriate to that incumbent’s professional obligation or the date of eligibility for salary increases, of the salary increase provided for in subdivision (a) shall receive not less than the minimum basic annual salary for the rank or grade to which that incumbent has been promoted. d. An employee hired on or after the effective dates, appropriate to that employee’s professional obligation or date of eligibility for salary increases, of the salary increase provided for in subdivision (a), shall receive not less than the minimum basic annual salary for that employee’s rank or grade on the date the employee is placed in payroll status. §20.4 a. The basic annual salaries, as of June 30, 2004, of incumbents of positions in the State University in the Professional Services Negotiating Unit shall be increased by two and one-half percent commencing the first day of the payroll period closest to (1) July 1, 2004, for employees having a calendar-year or college-year professional obligation, or (2) September 1, 2004, for employees having an academic-year professional obligation, except that certain incumbents at the State University of New York at Binghamton, the Colleges of Technology and the Colleges of Agriculture and Technology heretofore specifically identified by the Department of Audit and Control for the purpose of establishing the effective date of eligibility for salary increases shall be granted said salary increase on July 1, 2004. b. Notwithstanding the provisions of subdivision (a) of this section, an employee in service on April 30, 2004, whose employment expires prior to July 1, 2004, who would have been eligible for the salary increase provided for in subdivision (a) of this section if employment had continued through July 1, 2004, shall be eligible for the salary increase provided for in subdivision (a) of this section if the employee is reemployed in an equivalent position for at least one semester or equivalent of the 12-month period commencing on July 1, 2004. c. Notwithstanding the provisions of subdivision (a) of this section, an employee in service during a portion of the 12-month period commencing on July 1, 2003, for at least a semester or equivalent, but whose employment expires prior to July 1, 2004, shall be eligible for the salary increase provided for in subdivision (a) of this section if the employee is reemployed in an equivalent position for at least one semester or equivalent of the 12-month period commencing on July 1, 2004. d.1. Salary minimums shall be established for the following ranks or grades or positions equated to them and shall be effective on the dates of the salary increases provided pursuant to subdivision (a) of this section: Academic Employees Professional Obligation Academic Year Professional Obligation Calendar Year Professor Librarian $45,210 $54,227 Associate Professor Associate Librarian $36,333 $43,572 Assistant Professor Lecturer Sr. Assistant Librarian $30,596 $36,743 Instructor Assistant Librarian $26,636 $31,962 Professional Employees Professional Obligation Academic Year Professional Obligation College Year Salary Level VI $59,416 $49,581 Salary Level V $48,489 $40,430 Salary Level IV $40,295 $33,598 Salary Level III $34,830 $29,094 Salary Level II $30,733 $25,677 Salary Level I $26,636 $22,263 2. The salary minimums established in paragraph (a) of this subdivision shall not apply to employees who are not paid on the basis of a basic annual salary. A part-time employee who is paid on the basis of a prorated basic annual salary and who is eligible to be paid a minimum basic annual salary shall be paid a minimum basic annual salary which shall be the appropriately prorated amount of the minimum basic annual salary that would have been paid to the employee had the employee been employed on a full-time basis. 3. An incumbent promoted on or after the effective dates, appropriate to that incumbent’s professional obligation or the date of eligibility for salary increases, of the salary increase provided for in subdivision (a) shall receive not less than the minimum basic annual salary for the rank or grade to which that incumbent has been promoted. 4. An employee hired on or after the effective dates, appropriate to that employee’s professional obligation or date of eligibility for salary increases, of the salary increase provided for in subdivision (a), shall receive not less than the minimum basic annual salary for that employee’s rank or grade on the date the employee is placed in payroll status. §20.5 Effective July 1, 2004, there shall be available an amount equal to one percent of the total of the salaries on June 30, 2004, for distribution to incumbents on the payroll on June 30, 2004. Such distribution shall occur not later than December 31, 2004, and shall be retroactive to July 1, 2004, or September 1, 2004, as appropriate to professional obligation. §20.6 a. The basic annual salaries, as of June 30, 2005, of incumbents of positions in the State University in the Professional Services Negotiating Unit shall be increased by two and three-quarters percent commencing the first day of the payroll period closest to (1) July 1, 2005, for employees having a calendar-year or college-year professional obligation, or (2) September 1, 2005, for employees having an academic-year professional obligation, except that certain incumbents at the State University of New York at Binghamton, the Colleges of Technology and the Colleges of Agriculture and Technology heretofore specifically identified by the Department of Audit and Control for the purpose of establishing the effective date of eligibility for salary increases shall be granted said salary increase on July 1, 2005. b. Notwithstanding the provisions of subdivision (a) of this section, an employee in service on April 30, 2005, whose employment expires prior to July 1, 2005, who would have been eligible for the salary increase provided for in subdivision (a) of this section if employment had continued through July 1, 2005, shall be eligible for the salary increase provided for in subdivision (a) of this section if the employee is reemployed in an equivalent position for at least one semester or equivalent of the 12-month period commencing on July 1, 2005. c. Notwithstanding the provisions of subdivision (a) of this section, an employee in service during a portion of the 12-month period commencing on July 1, 2004, for at least a semester or equivalent, but whose employment expires prior to July 1, 2005, shall be eligible for the salary increase provided for in subdivision (a) of this section if the employee is reemployed in an equivalent position for at least one semester or equivalent of the 12-month period commencing on July 1, 2005. d.1. Salary minimums shall be established for the following ranks or grades or positions equated to them and shall be effective on the dates of the salary increases provided pursuant to subdivision (a) of this section: Academic Employees Professional Obligation Academic Year Professional Obligation Calendar Year Professor Librarian $46,453 $55,718 Associate Professor Associate Librarian $37,332 $44,770 Assistant Professor Lecturer Sr. Assistant Librarian $31,437 $37,753 Instructor Assistant Librarian $27,368 $32,841 Professional Employees Professional Obligation Academic Year Professional Obligation College Year Salary Level VI $61,050 $50,944 Salary Level V $49,822 $41,542 Salary Level IV $41,403 $34,522 Salary Level III $35,788 $29,894 Salary Level II $31,578 $26,383 Salary Level I $27,368 $22,875 2. The salary minimums established in paragraph (a) of this subdivision shall not apply to employees who are not paid on the basis of a basic annual salary. A part-time employee who is paid on the basis of a prorated basic annual salary and who is eligible to be paid a minimum basic annual salary shall be paid a minimum basic annual salary which shall be the appropriately prorated amount of the minimum basic annual salary that would have been paid to the employee had the employee been employed on a full-time basis. 3. An incumbent promoted on or after the effective dates, appropriate to that incumbent’s professional obligation or the date of eligibility for salary increases, of the salary increase provided for in subdivision (a) shall receive not less than the minimum basic annual salary for the rank or grade to which that incumbent has been promoted. 4. An employee hired on or after the effective dates, appropriate to that employee’s professional obligation or date of eligibility for salary increases, of the salary increase provided for in subdivision (a), shall receive not less than the minimum basic annual salary for that employee’s rank or grade on the date the employee is placed in payroll status. §20.7 Effective July 1, 2005, there shall be available an amount equal to one percent of the total of the salaries on June 30, 2005, for distribution by the State University Trustees in their discretion to incumbents on the payroll on June 30, 2005. Such distribution shall occur not later than December 31, 2005, and shall be retroactive to (1) July 1, 2005, or (2) September 1, 2005, as appropriate to professional obligation. §20.8 a. The basic annual salaries, as of June 30, 2006, of incumbents of positions in the State University in the Professional Services Negotiating Unit shall be increased by three percent commencing the first day of the payroll period closest to (1) July 1, 2006, for employees having a calendar-year or college-year professional obligation, or (2) September 1, 2006, for employees having an academic-year professional obligation, except that certain incumbents at the State University of New York at Binghamton, the Colleges of Technology and the Colleges of Agriculture and Technology heretofore specifically identified by the Department of Audit and Control for the purpose of establishing the effective date of eligibility for salary increases shall be granted said salary increase on July 1, 2006. b. Notwithstanding the provisions of subdivision (a) of this section, an employee in service on April 30, 2006, whose employment expires prior to July 1, 2006, who would have been eligible for the salary increase provided for in subdivision (a) of this section if employment had continued through July 1, 2006, shall be eligible for the salary increase provided for in subdivision (a) of this section if the employee is reemployed in an equivalent position for at least one semester or equivalent of the 12-month period commencing on July 1, 2006. c. Notwithstanding the provisions of subdivision (a) of this section, an employee in service during a portion of the 12-month period commencing on July 1, 2005, for at least a semester or equivalent, but whose employment expires prior to July 1, 2006, shall be eligible for the salary increase provided for in subdivision (a) of this section if the employee is reemployed in an equivalent position for at least one semester or equivalent of the 12-month period commencing on July 1, 2006. d.1. Salary minimums shall be established for the following ranks or grades or positions equated to them and shall be effective on the dates of the salary increases provided pursuant to subdivision (a) of this section: Academic Employees Professional Obligation Academic Year Professional Obligation Calendar Year Professor Librarian $47,847 $57,390 Associate Professor Associate Librarian $38,452 $46,113 Assistant Professor Lecturer Sr. Assistant Librarian $32,380 $38,886 Instructor Assistant Librarian $28,189 $33,826 Professional Employees Professional Obligation Academic Year Professional Obligation College Year Salary Level VI $62,882 $52,472 Salary Level V $51,317 $42,788 Salary Level IV $42,645 $35,558 Salary Level III $36,862 $30,791 Salary Level II $32,525 $27,174 Salary Level I $28,189 $23,561 2. The salary minimums established in paragraph (1) of this subdivision shall not apply to employees who are not paid on the basis of a basic annual salary. A part-time employee who is paid on the basis of a prorated basic annual salary and who is eligible to be paid a minimum basic annual salary shall be paid a minimum basic annual salary which shall be the appropriately prorated amount of the minimum basic annual salary that would have been paid to the employee had the employee been employed on a full-time basis. 3. An incumbent promoted on or after the effective dates, appropriate to that incumbent’s professional obligation or the date of eligibility for salary increases, of the salary increase provided for in subdivision (a) shall receive not less than the minimum basic annual salary for the rank or grade to which that incumbent has been promoted. 4. An employee hired on or after the effective dates, appropriate to that employee’s professional obligation or date of eligibility for salary increases, of the salary increase provided for in subdivision (a), shall receive not less than the minimum basic annual salary for that employee’s rank or grade on the date the employee is placed in payroll status. §20.9 Effective July 1, 2006, there shall be available an amount equal to one percent of the total of the salaries on June 30, 2006, for distribution by the State University Trustees in their discretion to incumbents on the payroll on June 30, 2006. Such distribution shall occur not later than December 31, 2006, and shall be retroactive to (1) July 1, 2006, or (2) September 1, 2006, as appropriate to professional obligation. §20.10 Employees who have been granted permanent or continuing appointment by the Chancellor effective on or before April 1, 2007, or a second five-year term appointment under Article Xl, Title A of the Policies, effective on or before April 1, 2007, shall receive a one-time advance to basic annual salary of $500. Such advance shall be effective April 1, 2007, and shall occur no later than April 30, 2007. Employees who receive such appointments effective after April 1, 2007, but effective on or before July 1, 2007, shall also receive such advance to occur as soon as practical thereafter. §20.11 a. The basic annual salaries as of June 30, 2007, of full-time employees in the State University in the Professional Services Negotiating Unit shall be increased by $800 commencing the first day of the payroll period closest to (1) July 1, 2007, for employees having a calendar-year or college-year professional obligation, or (2) September 1, 2007, for employees having an academic-year professional obligation, except that certain incumbents at the State University of New York at Binghamton, the Colleges of Technology and the Colleges of Agriculture and Technology heretofore specifically identified by the Department of Audit and Control for the purpose of establishing the effective date of eligibility for salary increases shall be granted said salary increase on July 1, 2007. b. The basic annual salaries as of June 30, 2007, of part-time employees in the State University in the Professional Services Negotiating Unit shall be increased by not more than $800 commencing the first day of the payroll period closest to (1) July 1, 2007, for employees having a calendar-year or college-year professional obligation, or (2) September 1, 2007, for employees having an academic-year professional obligation, except that certain incumbents at the State University of New York at Binghamton, the Colleges of Technology and the Colleges of Agriculture and Technology heretofore specifically identified by the Department of Audit and Control for the purpose of establishing the effective date of eligibility for salary increases shall be granted said salary increase on July 1, 2007. Such increase shall be pro-rated based on a formula mutually agreed to by the parties. c. Notwithstanding the provisions of subdivision (a) of this section, an employee in service on April 30, 2007, whose employment expires prior to July 1, 2007, who would have been eligible for the salary increase provided for in subdivision (a) of this section if employment had continued through July 1, 2007, shall be eligible for the salary increase provided for in subdivision (a) of this section if the employee is reemployed in an equivalent position for at least one semester or equivalent of the 12-month period commencing on July 1, 2007. d. Notwithstanding the provisions of subdivision (a) of this section, an employee in service during a portion of the 12-month period commencing on July 1, 2006, for at least a semester or equivalent, but whose employment expires prior to July 1, 2007, shall be eligible for the salary increase provided for in subdivision (a) of this section if the employee is reemployed in an equivalent position for at least one semester or equivalent of the 12-month period commencing on July 1, 2007. e. Salary minimums shall be established for the following ranks or grades or positions equated to them and shall be effective on the dates of the salary increases provided pursuant to subdivision (a) of this section: Academic Employees Professional Obligation Academic Year Professional Obligation Calendar Year Professor Librarian $48,647 $58,190 Associate Professor Associate Librarian $39,252 $46,913 Assistant Professor Lecturer Sr. Assistant Librarian $33,180 $39,686 Instructor Assistant Librarian $28,989 $34,626 Professional Employees Professional Obligation Academic Year Professional Obligation College Year Salary Level VI $63,682 $53,272 Salary Level V $52,117 $43,588 Salary Level IV $43,445 $36,358 Salary Level III $37,662 $31,591 Salary Level II $33,325 $27,974 Salary Level I $28,989 $24,361 §20.12 Effective July 1, 2007, there shall be available an amount equal to one percent of the total of the salaries on June 30, 2007, for distribution by the State University Trustees in their discretion to incumbents on the payroll on June 30, 2007. Such distribution shall occur not later than December 31, 2007, and shall be retroactive to (1) July 1, 2007, or (2) September 1, 2007, as appropriate to professional obligation. §20.13 The increases in salary payable pursuant to this Article shall apply on a prorated basis to incumbents otherwise eligible to receive an increase in salary pursuant to this Article who are paid on an hourly or per diem basis, or who serve on a part-time basis, or who are paid on any basis other than at an annual salary rate. (Excluding those employees deemed to be casual pursuant to resolution of IP charge U-5724.) §20.14 Nothing contained herein shall prevent the University, in its discretion, from granting further upward salary adjustments of individual employees. §20.15 “Basic annual salary” is the amount of annual compensation payable to an employee for the performance of the employee’s professional obligation, as such obligation is set forth under Appointment Year in Article XI of the Policies of the State University Trustees, from State monies appropriated for such purpose. §20.16 The payroll cycle of employees which had been extended by up to one full payroll period during the 1982-85 Agreement shall continue to be so extended. When employees leave State service, their final salary check shall be issued at the end of the payroll period next following the payroll period in which their service discontinued. This final salary check shall be paid at the employee’s then current-salary rate. §20.17 a. The present inconvenience pay program provided to employees in the classified service of the Executive Branch of State service shall be extended to professional employees in the Professional Services Negotiating Unit. b. The annual rate of inconvenience pay shall be $550 per year, effective July 1, 2004. §20.18 a. Recall. Full-time professional employees in a hospital or clinic who are overtime eligible and are assigned to areas indicated on the list in subdivision (c) and have titles listed in Appendix A-16 shall be eligible for recall pay. Those individuals who are assigned to the areas indicated in the list in subdivision (c) and who are not overtime eligible may, by mutual agreement between the State and UUP, be deemed eligible for recall pay. b. In the event that such an eligible professional employee is directed to return to work after having completed the professional obligation and left the scheduled work station, the employee shall be entitled to a minimum of one-half day’s pay at the rate of time and a half, or compensation for actual time worked at the rate of time and a half if that period is longer, for the purpose of computing recall compensation. c. The areas of assignment eligible for recall pay are anesthesiology, biomedical engineering, cardiovascular medicine, clinical laboratories, clinical technical services, dialysis, emergency medical services, histocompatibility/transplant, hospital information technology, infection control, midwifery, nursing, operating room, perfusion, pharmacy, radiology, respiratory therapy, and social work. §20.19 On-Call a. Full-time professional employees who work regularly scheduled shifts in a hospital or clinic and are assigned to areas indicated on the list in subdivision (c) and have titles listed in Appendix A-16 shall be eligible for on-call pay. b. The rate of pay for on-call services will be based on the time during which the employee’s movement is restricted. An employee eligible to receive on-call pay shall be paid $3.50 per hour or part thereof the employee actually remains available for immediate recall and is prepared to return to duty within a reasonable amount of time; provided, however, in the event the employee is actually recalled to work, the employee will receive the appropriate recall compensation instead of the $3.50 per hour. No additional on-call payments shall be made for any time when the employee receives recall compensation. On-call payments will be made on a biweekly basis. c. The areas of assignment eligible for on-call pay are anesthesiology, biomedical engineering, clinical laboratories, clinical technical services, dialysis, emergency medical services, histocompatibility/transplant, infection control, midwifery, nursing, operating room, perfusion, pharmacy, radiology, respiratory therapy, and social work. §20.20 Full-time employees at health sciences centers who are overtime eligible, work regularly scheduled shifts, and who are required to work one or more extra shifts in a week in which a scheduled holiday is observed, shall receive straight time for the extra shift in accordance with the applicable rate as determined by the Department of Audit and Control. §20.21 Location Stipend – Downstate Adjustment a. Effective June 2004, full-time employees, including geographic full-time employees, whose work site is in New York City, Suffolk, Nassau, Rockland or Westchester counties shall receive a location stipend of $600. This stipend will not be added to the basic annual salary. b. Effective July 1, 2004, full-time employees, including geographic full-time employees, whose work site is in New York City, Suffolk, Nassau, Rockland or Westchester counties will receive a location stipend while on the payroll, at the rate of $1,230 per year; paid biweekly. This stipend will be in addition to the basic annual salary. c. Effective July 1, 2005, full-time employees, including geographic full-time employees, whose work site is in New York City, Suffolk, Nassau, Rockland or Westchester counties will receive a location stipend while on payroll, at the rate of $1,264 per year; paid biweekly. This stipend will be in addition to the basic annual salary. d. Effective July 1, 2006, full-time employees, including geographic full-time employees, whose work site is in New York City, Suffolk, Nassau, Rockland or Westchester counties will receive a location stipend while on payroll, at the rate of $1,302 per year; paid biweekly. This stipend will be in addition to the basic annual salary. e. Full-time eligible employees on authorized leaves with part-time salary at the time the above payments are made shall receive location stipends on a prorated basis consistent with their part-time salary status. §20.22 Location Stipend – Mid Hudson Adjustment a. Effective July 1, 2004, full-time employees, including geographic full-time employees, whose work site is in Dutchess, Putnam or Orange counties will receive a location stipend while on the payroll, at a rate of $615 per year; paid biweekly. This stipend will be in addition to the basic annual salary. b. Effective July 1, 2005, full-time employees, including geographic full-time employees, whose work site is in Dutchess, Putnam or Orange counties will receive a location stipend while on the payroll, at a rate of $632 per year; paid biweekly. This stipend will be in addition to the basic annual salary. c. Effective July 1, 2006, full-time employees, including geographic full-time employees, whose work site is in Dutchess, Putnam or Orange counties will receive a location stipend while on the payroll, at a rate of $651 per year; paid biweekly. This stipend will be in addition to the basic annual salary. ARTICLE 21 Statewide Joint Labor-Management Committees §21.1 The parties shall review and discuss the mission of the statewide labor-management Affirmative Action/Diversity Committee (Article 10), Employment Committee (Article 35), Joint Committee on Health Benefits (Article 41), Professional Development Committee (Article 42), Safety and Health Committee (Article 43), Technology Committee (Article 44) and Campus Grants Committee (Article 45) to ensure that program objectives effectively meet the needs of the State University and members of the Professional Services Negotiating Unit. §21.2 The State shall prepare, secure introduction and recommend passage of legislation for appropriations in the amounts of $2,265,354 for the 2003-2004 Agreement year, $2,265,354 for the 2004-2005 Agreement year, $2,265,354 for the 2005-2006 Agreement year and $2,265,354 for the 2006-2007 Agreement year for the purpose of funding statewide joint labor-management committee programs as mutually agreed upon by the parties. The parties shall meet within 90 days following the execution of this Agreement to mutually agree upon appropriate funding levels for each statewide joint labor-management committee. The unexpended portions of each year’s appropriation shall be carried over into the succeeding year and added to the appropriation for the succeeding year. ARTICLE 22 Travel Allowances and Relocation Expenses §22.1 Per Diem, Meal and Lodging Expenses The State agrees to reimburse, on a per diem basis as established by Rules and Regulations of the Comptroller, employees who are eligible for travel expenses for their actual and necessary expenses incurred while in travel status in the performance of their official duties for hotel lodging, meals and incidental expenses related thereto (hotel tips, etc.), for a full day at the rates generally available to State Managerial and Confidential employees. §22.2 Mileage Allowance The State agrees to provide, subject to the Rules and Regulations of the Comptroller, a mileage allowance rate equal to the Internal Revenue Service’s standard mileage allowance for the use of personal vehicles for those persons eligible for such allowance in connection with official travel. §22.3 Relocation Expenses During the term of this Agreement, employees in this Unit who are eligible for reimbursement for travel and moving expenses upon transfer, reassignment or promotion (under Section 202 of the State Finance Law and the regulations thereunder) or for reimbursement for travel and moving expenses upon initial appointment to State service (under Section 204 of the State Finance Law and the regulations thereunder), may be eligible for payment up to the rates permitted in the rules of the Director of the Budget (9 New York Code Rules and Regulations, Part 155). ARTICLE 23 Leaves §23.1 Definitions. Whenever used in this Article: