ARTICLE 12

UNION SECURITY

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.

12.1.3 No employee shall be terminated under Section 12.1 of this Article unless:

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 at an address given to the University by the Union each biweekly pay period in which the deductions were made, together with a list of names and the amount deducted for each employee for whom a deduction was made.

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.

ARTICLE 13

WAGES

13.0 Wages

13.1 First year - 2008-2009. Effective July 1, 2008, all employees on roll and working at the time of ratification will receive a two (2) percent increase to base wages over the 2007-2008 salary base if the increase will not place them above the maximum of the 2008-2009 salary schedule which has been raised one percent (1%) above the 2007-2008 salary schedule.

If the 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.

Those employees who are on roll and working, making less than fifteen (15) dollars per hour ($1200 biweekly), will receive an equity adjustment of an additional three (3) percent (a total of five (5) percent over their 2007-2008 salary base), plus a fifty (50) dollar bonus. Any employee whose base wage is surpassed by anyone receiving the equity adjustment will receive an equity adjustment of up to three (3) percent, in order to establish a wage rate comparable to that of the individual that surpassed them.

Those employees making more than fifteen (15) dollars per hour ($1200 biweekly) will additionally receive a three hundred fifty (350) dollar bonus.

13.2 Second year - 2009-2010. Effective July 1, 2009, all employees on roll and working will receive a two (2%) salary increase over the 2008-2009 salary, if the increase will not place them above the maximum of the 2009-2010 salary schedule which has been raised one percent (1%) above the 2008-2009 salary schedule.

If the 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.

Those employees who are on roll and working, making less than fifteen (15) dollars per hour ($1200 biweekly), will receive an equity adjustment of an additional two (2) percent (a total of four (4) percent over their 2008-2009 salary base), plus a fifty (50) dollar bonus. Any employee whose base wage is surpassed by anyone receiving the equity adjustment will receive an equity adjustment of up to two (2) percent, in order to establish a wage rate comparable to that of the individual that surpassed them.

Those employees making more than fifteen (15) dollars per hour ($1200 biweekly) will additionally receive a two hundred eighty-five (285) dollar bonus.

13.3 Third year - 2010-2011. Effective July 1, 2010, all employees on roll and working will receive a two percent (2%) salary increase over the 2009-2010 salary base if the increase will not place them above the maximum of the salary schedule which has been raised one percent (1%) above the 2009-2010 salary schedule. If the two percent (2%) increase places an employee above the maximum, then the employee shall receive the portion of the two percent (2%) which will bring the employee to the maximum and the remainder of the two percent (2%) 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 two percent (2%) as a bonus payable on a biweekly basis over the course of the fiscal year.

In addition, all employees will receive a one hundred fifty (150) dollar bonus.

13.4 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.

13.5 "On roll" is defined as working, on paid sick leave, family care leave, annual leave, or personal leave hours but does not include being paid annual leave after resignation.

ARTICLE 14

TERMINATION OR MODIFICATION

14.0 Termination or Modification

14.1 This Agreement shall continue in full force and effect until 11:59 p.m., June 30, 2011.

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, 2011, 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, 2011.

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 THE NORTHERN MICHIGAN UNIVERSITY BOARD OF TRUSTEES
Susan Tollefson, President Local 1950 – UAW	R. Gavin Leach Vice President for Finance and Administration
James Tharp, International Representative Region 1D – UAW	NORTHERN MICHIGAN UNIVERSITY BARGAINING COMMITTEE:
Donald Oetman, Director Region 1D – UAW	Ann Sherman Chief Negotiator and Director of Human Resources
Grace Albert Bargaining Committee Member	Julane Cappo Employment Manager
Andrea Jordan Bargaining Committee Member	Debra LaMere Senior Human Resources Generalist
Michelle Kimball Bargaining Committee Member	Cindy Pohlman Senior Financial Analyst
Raymond Liubakka Bargaining Committee Member	Kristen Portale Assistant Director of HR - Benefits
Tracy VanAbel Bargaining Committee Member	Sherri Towers Director-Budget & Finance Planning

Ratified by UAW – Local 1950 on October 13, 2008
Approved by the Board of Trustees on December 12, 2008

APPENDIX A
TOP CLASSIFICATIONS BY PAY GRADE

Pay Grade 4D

Account Clerk

Clerk

Sales Clerk

Secretary

Technician

Pay Grade 4C

Senior Account Clerk

Senior Clerk

Senior Sales Clerk

Senior Secretary

Senior Technician

Pay Grade 4B

Principal Account Clerk

Principal Clerk

Principal Sales Clerk

Principal Secretary

Principal Technician

Pay Grade 4A

Executive Account Clerk

Executive Clerk

Executive Sales Clerk

Executive Secretary

Executive Technician

	2008-2009			2009 - 2010			2010 - 2011
	SALARY SCHEDULE			SALARY SCHEDULE			SALARY SCHEDULE
Pay Grade	Prob.	Min.	Max.	Prob.	Min.	Max.	Prob.	Min.	Max.
		712	1,235	668	719	1,247	675	726	1,259
4D	714	768	1,332	721	776	1,345	728	784	1,358
4C	769	827	1,436	777	835	1,450	785	843	1,465
4B	829	893	1,548	837	902	1,563	845	911	1,579
4A	896	961	1,669	905	971	1,686	914	981	1,703

MEMORANDUM OF UNDERSTANDING BETWEEN
NORTHERN MICHIGAN UNIVERSITY
AND LOCAL 1950 - UAW

This Memorandum of Understanding executed between Northern Michigan University, a Michigan constitutional body corporate (hereinafter referred to as the University), and the International Union, Automobile, Aerospace and Agricultural Implement Workers of America (Technical, Office, and Professional) Local 1950 (hereinafter referred to as the Union), the recognized bargaining agent for Clerical/Technical employees of the University, whereas the parties agree as follows:

1.  The University and the Union will work together to develop and implement a more open and interactive process for setting and assessing skills by adopting the following principles as a guideline:

The University and the Union will identify the skills (qualifications, experience, education, interpersonal, etc.) required for each classification recognizing the unique requirements of some positions within the classification.

The entire process (identification of skills, assessment of value for each skill and any necessary modifiers) will be made available to all Union members and their supervisors.

This objective will be met by 11:59 p.m., January 1, 2009.

All positions will be evaluated by directors/department heads with direct input from the incumbent to determine which skills and level of skills are needed for a specific position.

Training will be made available in those areas identified as being the greatest need, based on a needs analysis across the Technical-Office Professional Group.

There will be no punitive effect to this evaluation of positions. In the case of the lowering of a position, the incumbent will be grandfathered and continue to receive their current rate of pay (with contractual increases). Those incumbents grandfathered at a higher rate of pay are not eligible for the 7.5% re-classification increase if they subsequently move into their former higher classification.  The position will revert to the level at evaluation when vacated.

Human Resources, with Union input, will audit skills and values as determined by managers/directors.

The initial evaluation and any necessary re-classification of all Union positions will be completed by 11:59 p.m., June 30, 2009.

The University and the Union will work together to develop updated job descriptions for all clerical/technical positions. The Union will be kept informed of the University’s progress in the development of required skills and the University will seek the Union’s input and ideas.

The University and the Union will continue to work together in the implementation and maintenance of the newly developed classification system.

INTERNATIONAL UNION, UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA (TECHNICAL, OFFICE AND PROFESSIONAL AND ITS LOCAL 1950)	ON BEHALF OF THE NORTHERN MICHIGAN UNIVERSITY BOARD OF TRUSTEES
Susan Tollefson, President	Ann Sherman, Director of Human Resources
James Tharp, International Representative	R. Gavin Leach, Vice President for Finance & Administration
Dated:	Dated: