12.1 Union Security. During the life of this Agreement and to the extent the laws of the State of Michigan permit, every employee shall choose, as a condition of employment, one of the following two (2) options:
a. If an employee is a member of the union or decides to become a member of the union, the employee shall tender to the union periodic and uniformly required union dues;
b. If an employee does not wish to become a member of the union, the employee shall tender to the union a service charge in an amount not greater than periodic and uniformly required union dues.
12.1.2 The amounts described in Section 12.1 shall be automatically deducted from the employee’s pay beginning with the month following:
a. thirty (30) calendar days after the execution date of this Agreement; or
b. thirty (30) calendar days after employment in the bargaining unit, whichever date is the later, and shall be automatically deducted biweekly thereafter.
a. The Union first has notified the employee by letter, explaining that the employee is delinquent in not tendering either periodic and uniformly required union dues or the service charge in an amount not greater than the periodic and uniformly required union dues, and/or initiation fees or processing fees, and specifying the current amount of such delinquency, and warning the employee that unless such dues or service charge and/or initiation fees or processing fees are tendered within thirty (30) calendar days, the employee will be reported to the University for termination as provided in this Article; and
b. The Union has furnished the University with written proof that the procedure of subsection (a) of Section 12.1.3 of this Article has been followed or has supplied the University with a copy of the letter sent to the employee and notice that the employee has not complied with the request. The Union must specify further, when requesting the University to terminate the employee, the following by written notice:
"The Union certifies that _________________ has failed to tender either the periodic and uniformly required union dues or service charges and/or initiation fees or processing fees required as a condition of continued employment under the collective bargaining agreement and that under the terms of the Agreement, the University shall terminate the employee."
12.1.4 The Union shall indemnify and save the University harmless from any and all claims, demands, suits, or any other action arising from this Article or from complying with any request for termination under this Article.
12.1.5 The University will advise new employees of their obligations under this Article, in writing, and will provide them with an authorization for deduction of initiation fee or processing fee and union dues or service charges form and the address of the local Union's headquarters.
12.2 Deductions. During the life of this Agreement and to the extent the laws of the State of Michigan permit and as provided in this Article, the University agrees to deduct initiation or processing fees and periodic Union membership dues or service fees levied in accordance with the Constitution of the International Union, from each pay period of each month for each employee who voluntarily executes and delivers to the University an Authorization Form, the content of which form shall be specified in a Letter of Understanding between the parties.
12.2.1 The initial deduction for any employee shall not begin unless both:
a. A properly executed "Voluntary Authorization for Deduction of Initiation Fees or Processing Fees and Union Dues or Service Fees" and
b. The amount of the initiation fees or processing fees and monthly membership dues or service fees certified by the Union's Financial Officer has been delivered to the University at a place designated by the University at least thirty (30) calendar days prior to the last payday of the calendar month. Changes in the amount of the initiation fees or processing fees and monthly membership dues or service fees also must be delivered to the University at a place designated by the University at least thirty (30) calendar days prior to the last payday of the calendar month before the change will become effective.
12.2.2 An employee may revoke the employee's "Voluntary Authorization for Deduction of Union Dues or Service Fees" only as provided by the terms of the employee's voluntary authorization.
12.2.3 All sums deducted by the University shall be remitted to the Union's Financial Officer or designated bank account at an address given to the University by the Union. A verification of each bi-weekly deposit, together with a list of names and the amount deducted for each employee for whom a deduction was made, will be provided to the financial officer.
12.2.4 The Union agrees to make whatever adjustments are necessary directly with an employee who may, as a result of this deduction procedure, pay more or less than the Union's dues or service fees.
12.2.5 The University shall not be liable to the Union by reason of the requirements of this Article for the remittance or payment of any sum other than that constituting actual deductions made from the pay earned by the employee. In addition, the Union shall indemnify and save the University harmless from any liability resulting from any and all claims, demands, suits, or any other action arising from compliance with this Article, or in reliance on any list, notice, certification, or authorization furnished under this Article.
13.1 Upon ratification and on July 1 of each contract year, the salary schedule will be raised $.10 (ten cents) per hour for all pay grades and levels.
13.2 2012-2013 Salary.
13.2.1 Upon ratification, all employees on roll and working will receive a one-time lump-sum payment equal to $300 (three hundred dollars). In addition, upon ratification, all employees will receive a $.25 (twenty-five cent) per hour increase to base wages if the increase will not place them above the maximum of the 2012-2013 salary schedule which has been raised $.10 (ten cents) above the 2011-2012 salary schedule.
If the above increase places an employee above the maximum of the salary range, then the employee shall receive the portion of the increase which will bring the employee to the maximum and the remainder of the increase as a bonus payable on a biweekly basis over the course of the fiscal year. Employees at the maximum before any increase will receive the entire salary increase as a bonus payable on a biweekly basis over the course of the fiscal year. There is an effort by the University to establish competitive wage scales based on market comparisons.
13.2.2 Those employees who are on roll and working, making less than $15.00 (fifteen dollars) per hour at the A level, $11.90 (eleven dollars, ninety cents) at the B level, $11.00 (eleven dollars) at the C level, and $10.25 (ten dollars and twenty-five cents) at the D level classifications will receive an equity adjustment of an additional $.10 (ten cents) per hour in the first year of the contract. Any employee whose base wage is surpassed by anyone receiving the equity adjustment will receive an equity adjustment in order to establish a wage rate comparable to that of the individual who surpassed him/her.
13.3 2013-2014 Salary. Effective July 1, 2013, all employees on roll and working will receive a one-time lump-sum payment equal to $200 (two hundred dollars), plus a $.25 (twenty-five cents) per hour increase to base wages, if the increase will not place them above the maximum of the 2013-2014 salary schedule, which has been raised $.10 (ten cents) per hour above the 2012-2013 salary schedule.
If the above increase places an employee above the maximum of the salary range, then the employee shall receive the portion of the increase which will bring the employee to the maximum and the remainder of the increase as a bonus payable on a biweekly basis over the course of the fiscal year. Employees at the maximum before any increase will receive the entire salary increase as a bonus payable on a biweekly basis over the course of the fiscal year.
13.4 Re-opener. The parties agree to an economic re-opener with regard to articles associated with wages and fringe benefits in the 2014-2015 fiscal year. If either party desires to amend or modify these articles, written notice to that effect will be provided to the other party not less than sixty (60) nor more than ninety (90) days prior to June 30, 2014.
13.5 Grant-funded Salaries. Salaries of grant employees will be governed by the terms of the grant. Grant employees will be treated in the same manner as regular employees if their grant funding permits. However, in no case, will a grant employee receive a higher increase than a regular bargaining unit member received.
13.6 Definitions. "On roll" is defined as working, on paid sick leave, dependent care leave, annual leave, or personal leave hours but does not include being paid annual leave after resignation.
14.1 This Agreement shall continue in full force and effect until 11:59 p.m., June 30, 2014.
14.1.1 Termination. If either party desires to terminate this Agreement, it shall, sixty (60) days prior to the termination date, give written notice of termination. If neither party shall give notice of termination of this Agreement as provided in this paragraph or notice of amendment, as hereinafter provided, or if each party giving a notice of termination withdraws the same prior to termination date, this Agreement shall continue in effect from year to year thereafter subject to notice of termination by either party on sixty (60) days' written notice prior to the contract anniversary date.
14.1.2 Modification. If either party desires to negotiate modifications of this Agreement, it shall sixty (60) days prior to the termination date or any subsequent termination date, give written notice of such intent, in which event the notice shall set forth the nature of the modification or modifications desired. In the event that the Employer and the Union undertake such negotiations to modify this Agreement, it shall expire on June 30, 2014, unless it is extended for a specified period by mutual written agreement of the Employer and the Union.
14.1.3 Address. Notice shall be in writing and shall be sufficient if sent by certified mail addressed, if to the Union, to Secretary, Local 1950, UAW, and if the Employer, addressed to Human Resources Director, Northern Michigan University, or to any such address as the Union or the Employer may make available to each other.
14.2 Effective Date. This Agreement shall be in effect upon ratification by the Union and approval by the Board, and shall continue in effect until 11:59 pm, June 30, 2014.
IN WITNESS WHEREOF THE PARTIES HAVE SET THEIR HANDS:
Date Signed: ___________
INTERNATIONAL UNION, UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA (TECHNICAL, OFFICE AND PROFESSIONAL AND ITS LOCAL 1950)
|ON BEHALF OF NORTHERN MICHIGAN UNIVERSITY BOARD OF TRUSTEES|
|Michelle Kimball, President
Local 1950 - UAW
|R. Gavin Leach,
Vice President for Finance and Administration
|Brain Bosak, International Representative
Region 1D - UAW
|NORTHERN MICHIGAN UNIVERSITY BARGAINING COMMITTEE:|
|Gerald Kariem, Director
Region 1D - UAW
Chief Negotiator and Director of Human Resources
Bargaining Committee Chair
Assistant Director, Human Resources
Bargaining Committee Member
Senior Financial Analyst
Bargaining Committee Member
Bargaining Committee Member
Ratified by UAW – Local 1950 on December 12, 2012
Approved by the Board of Trustees on December 14, 2012
Pay Grade 4D
Pay Grade 4C
Senior Account Clerk
Pay Grade 4B
Principal Account Clerk
Principal Sales Clerk
Pay Grade 4A
Executive Account Clerk
Executive Sales Clerk
The Household Member Program (HMP) is a program that expands the eligibility criteria for enrollment in Northern Michigan University’s health care plan (medical, hospitalization, and prescription drug program).
Under the HMP, an NMU Local 1950 employee, who does not already enroll a spouse in the health care plan, may enroll one adult individual for benefit coverage but only if all the following criteria are met:
- The employee is eligible for NMU’s benefits
- The Household Member, at the time of proposed enrollment, resides in the same residence as the employee and has done so for the previous 18 continuous months, other than as a tenant.
- The Household Member is not a “dependent” of the employee as defined by the IRS.
Children of the Household Member are also eligible for this benefit if they are members of the employee’s household and meet IRS dependent criteria as well as university dependent coverage for health benefits up to age 26, provided all the dependent eligibility criteria is met.
Eligibility for coverage of a Household Member, or of a Household Member’s dependent, ceases on the date that the above criteria are not met.
The following individuals are not eligible for participation in this program:
- Children of an employee and their descendents (children, grandchildren)
- Parents of an employee
- Parents’ other descendants (siblings, nieces, nephews)
- Grandparents and their descendents (aunts, uncles, cousins)
- Renters, boarders, tenants
This program does not affect the rights of or criteria application to any employee qualifying for enrollment in NMU’s benefits plans under any other applicable University policy. The Employer cost of providing health benefits for Household Members is considered ordinary income and is, therefore, subject to taxes, including social security, Medicare, federal and state taxes. Household member enrollment must be completed during the open-enrollment period or no more than 30 days after all of the above criteria are met.
In the event of an employee’s death, the surviving household member and dependent children of the household member are eligible for hospitalization and medical benefits consistent with the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA) by paying the university the necessary premiums for an additional thirty-six (36) months. After expiration of cobra benefits, an individual conversion policy is available from the carrier.
Any information falsified on the HMP enrollment form may result in consequences that could include discipline up to and including termination from employment and/or appropriate legal action.
HOUSEHOLD MEMBER PROGRAM ENROLLMENT FORM
I WISH TO ENROLL THE FOLLOWING HOUSEHOLD MEMBER IN THE NMU HEALTH CARE PLAN:
Name of Household Member: ____________________________________Effective Date:____________
(PRINT: First, Middle Initial, Last)
Household Member Birth Date:___________________ Social Security Number:______ - ____ - ______
CERTIFICATION AND SIGNATURE:
This is to certify that the person named above meets all the eligibility criteria for the Household Member. I understand that I will be responsible for paying any taxes associated with enrolling a Household Member.* I also understand that any information falsified on this document may result in discipline up to and including termination from employment.
Employee Name: ________________________________________ IN:__________________________
(First, Middle Initial, Last)
*The Employer cost of providing health benefits for Household Members is considered ordinary income and is, therefore, subject to taxes, including social security, Medicare, federal and state taxes.
AFFIDAVIT OF TERMINATION OF BENEFITS
I, _________________________________________, affirm the health benefit coverage for my Household Member
(Print name of faculty/staff member)
listed on the Enrollment Form dated ___________________, should be terminated as of _____________________.
Termination of coverage for my Household Member is due to (check one):
_____ Household Member no longer meets the required eligibility criteria
_____ Death of Household Member
_____ Coverage no longer needed by the Household Member (obtained other coverage)
I HEREBY AGREE TO MAIL A COPY OF THIS AFFIDAVIT TO MY SURVIVING FORMER HOUSEHOLD MEMBER.
Faculty/Staff Member Signature Date