ARTICLE 19
WAGES

19.0 Wages

19.1 In addition to the salary adjustments negotiated in this contract, the Union expressly recognizes the right of the University to make any additional salary adjustments it chooses for any, all, or no bargaining unit members in its sole discretion.

19.1.1  For the period October 1, 2009 to September 30, 2010: 

Employees who are on roll and working as of the date of final contract agreement by both parties will receive a one-time amount of $425 (four hundred twenty-five dollars). 

19.1.2  For the period October 1, 2010 to September 30, 2011:

All AP-UAW employees who are on roll as of October 1, 2010 will receive a 1.5% (one and one-half percent) increase to base wages.

19.1.3 For the period October 1, 2011 to September 30, 2012: 

There is no negotiated increase, however contract negotiations may be reoperned at the request of either party. 

19.2 Minimum Wages.  No bargaining unit member shall be paid less than the minimum market range for their position match. 

19.3 Grant Situations.  Grant or contract employees will be treated in the same manner if their grant or contract funding permits. Employees on grants or contracts will be governed by the provisions of the grant. However, in no case will a grant or contract employee receive a higher increase than a regular bargaining unit member would have received.

19.4  Definition.  "On roll" is defined as working, on paid sick leave, or on annual leave (vacation), but does not include being paid annual leave after resignation.

19.5 Employees Working in Live-in Positions

Salary and compensation for employees working in live-in positions will be determined as follows:

1. Prorate annual salary by multiplying by the FTE. Total compensation for bargaining unit members employed in this classification shall be paid in kind and in cash.

2. The figure arrived at in Step 1 will be used to determine the salary base for retirement and life insurance benefits. Effective January 1, 2000, the salary base for retirement and life insurance contribution purposes will be the cash amount as determined in Step 4 below.

3. In kind payment will be valued as follows:

(a) Twenty-five percent (25%) of the current unfurnished two (2) bedroom faculty/staff apartment rate plus $25 for furnishings will be the base monthly apartment rate.

(b) Fifty percent (50%) of the a la carte semester rate.

4. Cash payment will be determined by subtracting the in kind payment arrived at in Step 3 from the base arrived at in Step 2.

5. The University will apply the negotiated salary increase for the contract year to the cash payment received by live-in administrative/professional staff for the previous contract year, without reducing that amount by the Board of Trustee's approved increase in apartment rent and meal plan rate.

6. For those employees who have elected the Michigan Public School Employees Retirement System, contributions by Northern Michigan University shall not exceed the maximum allowable by regulation.

7. Employees will be responsible for providing their own meals when a contract feeding kitchen is not in operation.

19.6 Monies Owed.
  An employee who terminates his employment with the University during the time period, July 1 through September 30, may schedule a meeting with the Director of Human Resources, or the Director's designee, to discuss any base salary monies owed them due to the change in fiscal year pay schedule, if any.  Should it be determined that money is owed, said money will be paid in a lump sum on the employee's final paycheck.

19.7 Overpayment.  The University shall reimburse an employee in the event of an underpayment of salary and an employee shall reimburse the University in the event of an overpayment of salary pursuant to state and/or federal law.  An employee who refuses to reimburse the University shall be subject to disciplinary action up to and including discharge and civil action.  The disciplinary action shall be nongrievable.

ARTICLE 20
TERMINATION OR MODIFICATION

20.1 This Agreement shall continue in full force and effect until 11:59 p.m., September 30, 2012.

20.2  Notice of Termination.  If either party desires to terminate this Agreement, it shall, not later than 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 contract anniversary date.

20.3  Notice of 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 the Employer and the Union undertake such negotiations to modify this Agreement, it shall expire on September 30, 2012, at 11:59 p.m., unless it is extended for a specific period by mutual written agreement of the Employer and the Union.

20.4 Notice Procedure.  Notice shall be in writing and shall be sufficient if sent by certified mail addressed, if to the Union, to Secretary, Local 2178, UAW, and if the Employer, addressed to Director of Human Resources, Human Resources Department, Northern Michigan University, or to any such address as the Union or the Employer may make available to each other.

20.5 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 p.m., September 30, 2012.

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 2178)


Kathleen G. Godec
President
Local 2178 - UAW

James Tharp
UAW International Representative
Region 1D-UAW

Donald Oetman
Director, Region 1D-UAW

Thomas J. Argetsinger
Bargaining Committee Member

Robert Thomson
Bargaining Committee Member

Drew Quinn
Bargaining Committee Member

James Bradley
Bargaining Committee Member

ON BEHALF OF THE NORTHERN MICHIGAN UNIVERSITY BOARD OF TRUSTEES

R. Gavin Leach
Vice President for Finance and Administration

NORTHERN MICHIGAN UNIVERSITY BARGAINING COMMITTEE

Ann M. Sherman
Chief Negotiator and
Director of Human Resources

Christine Greer
Dean of Students

Julane Cappo
Employment Manager

Debra LaMere
Senior Human Resources Generalist

Cindy Pohlman
Senior Financial Analyst

Sherri Towers
Budget Director

James Thams
Associate Director – Engineering & Planning/Grounds

UAW Local 2178 Ratification

Board of Trustees Approval

APPENDIX A
NONEXEMPT POSITIONS

 AP-2
All positions

AP-3
All positions

AP-4
Accountant Trainee           
Assistant Concessions Manager
Buyer
Electronics Maintenance Engineer
Engineer/Technician I           
Graphic Artist
Junior Systems Programmer
News Director-Host
Production Associate
Telecommunications Network Technician

AP-5
Assistant Facility Manager
Audio Visual ITV Specialist
Audio Visual Project Specialist
Audio Visual Technology Specialist
Business Manager (Auxiliary Services, Broadcast and AV Services, Intercollegiate Athletics and Recreational Sports)
PC Technician
Program Coordinator (International, Marketing)
Senior Electronics Maintenance Engineer
Sergeant
Study Abroad/International Student Advisor
Supervisor-Apartment Facilities
Telecommunications Manager
Ticket Manager
Training Coordinator-Public Safety Institute

AP-6
Catering Manager
Circulation Supervisor
Engineer/Technician II
Graphic Artist/Sales
Institutional Research Assistant
Investigator
Menu Management/POS Supervisor
Network Specialist
Production Manager-University Center
Service Manager
Supervisor-Maintenance Services
Telecommunications Network Specialist
Web Content Manager

AP-7
Crime Prevention & Community Policing Specialist
Grant Writer/Manager
Production Manager-Marketplace

APPENDIX B
ADMINISTRATIVE/PROFESSIONAL - UAW 2178
NORTHERN MICHIGAN UNIVERSITY GRIEVANCE PROCEDURE

The official grievance form is on file with union officials.

APPENDIX C
ADMINISTRATIVE/PROFESSIONAL – UAW 2178
EXTERNAL PAY REFERENCE EXAMPLES

Example 1:  Risk Manager (CUPA 3001:  Director, Risk Management and Insurance)

Responsible for the protection of the institution from fortuitous loss.  Advises senior management on all potential sources of loss and on how to best reduce or eliminate loss.  Represents the institution to the insurance market. 

1.      Using the 2007-08 Administrative Compensation Survey, the Quartile 4 (all public institutions whose budgets are $121.8M or more) median salary for Master’s Institutions on this position = $66,629

2.      That number is then rounded to the nearest $100 = $66,600. 

3.      Utilizing the median rate, a range of 42% below and 42% above the median establishes the salary range for the position (again, rounded to the nearest $100):   $46,900-$86,300

4.      Mr. X has 28 years of experience.  Based on that, a placement minimum is calculated as 28*.03=.84

5.      Therefore, Mr. X’s placement target is (86,300-46,900)*.84+46,900=$79,996

6.      Mr. X’s current salary = $61,807 (38% through the market salary range)

7.      Gap between placement target and current salary = $18,189

Example 2:  Senior Admissions Counselor (CUPA M-2576:  Admissions Counselor + adjustment)

Recruits freshman and transfer students from high schools and community colleges.  Makes presentations to student groups.  Counsels students and parents regarding the admissions process.  Requires a bachelor’s degree or equivalent plus 2-3 years’ related experience. 

1.      Using the 2007-08 Mid-Level Compensation Survey, the Quartile 4 (all public institutions whose budgets are $121.8M or more) median salary for Master’s Institutions on this position = $34,994

2.      This match position salary is then adjusted upward by 7% (as per the current AP contract language regarding promotions (Article 11.3.1 and 11.3.2))  = $37,444

3.      That number is then rounded to the nearest $100 = $37,400. 

4.      Utilizing the median rate, a range of 42% below and 42% above the median establishes the salary range for the position (again, rounded to the nearest $100):   $26,300-$48,400. 

5.      Ms. Y has 3 years of experience as an Admissions Counselor.  (Because this is part of the internal promotion policy, but based on a consistent CUPA job match, all her Admissions Counselor years of credit is counted).  Based on that, a placement minimum is calculated as 3*.03=.09, with a range of 9%-34%. 

6.      Therefore, Ms. Y’s placement target is (48,400-26,300)*.09+26,300=$28,289

7.      Ms. Y’s current salary = $38,226 (54% through the market salary range)

8.      Gap between placement target and current salary = $9,937 (over her target range)

EXPLANATORY NOTE: 

The UAW Union Local 2178 and Northern Michigan University agree to address significant (over 100 hours) overtime worked by the Supervisor of Grounds through Special Conference, as necessary.