20.1 Evaluation Periods

a. Probationary employees shall be evaluated before the end of the probationary period and before the end of any extended probationary period.

b. Employees who have successfully completed a probationary period shall be formally evaluated each year.

20.2 General Provisions

a. Whenever possible, evaluations shall be made by the employee's immediate supervisor.

b. In evaluating the performance of an employee, the supervisor shall consider factors such as the work assigned, resources available to the employee, additional assignments, changes in priorities, and circumstances beyond the control of the employee which affect the employee's ability to perform assigned tasks.

c. Although many factors have bearing on the evaluation process, supervisors will rely heavily on the employee's current Classification Description and the Management Questionnaire when evaluating the employee. If the employee believes that the Classification Description or Management Questionnaire does not accurately reflect his essential job functions, the employee may initiate a reclassification request.

d. No employee will receive an overall rating of "Unacceptable" on his annual evaluation unless there is evidence of at least one prior corrective interview.

e. The employee shall be given a complete copy of the performance appraisal.

f. The employee shall sign the original performance appraisal to indicate the employee has received a copy of the performance appraisal. Such a signature shall not be construed to indicate the employee agrees or disagrees with the evaluation.

g. If an employee disagrees with statements made in his evaluation, the employee may submit a statement and/or supporting documentation to be attached to the evaluation not to exceed seven (7) sheets of 8 1/2 x 11 inch paper.

h. Any employee who so requests may review a summarized statement of the evaluation comments received by the supervisor during the evaluation process.

i. If an evaluation is cited in a disciplinary proceeding, the employee will be provided with a specification of the underlying factual basis of information solicited by the Employer which is used to complete the portion of the evaluation cited in the disciplinary proceeding.

21.0 Wages

21.1 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.

21.1.1 For the period October 1, 2006 to September 30, 2007, all AP-UAW employees who are on roll on the date of ratification of this Agreement by the Union will receive a 4.75% salary increase over the 2005-2006 salary base if the increase will not place them above the maximum of the revised salary schedule which has been raised 4.75% over the 2005-2006 salary schedule. If the 4.75% increase places an employee above the maximum, then the employee shall receive the portion of the 4.75% which will bring the employee to the maximum and the remainder of the 4.75% as a bonus payable biweekly. Employees at or above the maximum before any increase will receive the entire 4.75% as a bonus payable biweekly.

21.1.2 For the period October 1, 2007 to September 30, 2008, all AP-UAW employees on roll will receive a 2.25% salary increase over the 2006-2007 salary base if the increase will not place them above the maximum of the revised salary schedule which has been raised 2.25% over the 2006-2007salary schedule. If the 2.25% increase places an employee above the maximum, then the employee shall receive the portion of the 2.25% which will bring the employee to the maximum and the remainder of the 2.25% as a bonus payable biweekly. Employees at or above the maximum before any increase will receive the entire 2.25% as a bonus payable biweekly.

21.1.3 For the period October 1, 2008 to September 30, 2009, all AP-UAW employees on roll will receive a 2% salary increase over the 2007-2008 salary base if the increase will not place them above the maximum of the revised salary schedule which has been raised 2% over the 2007-2008 salary schedule. If the 2% increase places an employee above the maximum, then the employee shall receive the portion of the 2% which will bring the employee to the maximum and the remainder of the 2% as a bonus payable biweekly. Employees at or above the maximum before any increase will receive the entire 2% as a bonus payable biweekly.

21.2 No bargaining unit member shall be paid less than the minimum pay rate of the pay grade in which their position is classified.

21.3 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.

21.4 "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.

21.5 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.

21.6 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.

21.7 The University shall engage the services of a consultant to review the current classification process and salary structure and to make recommendations for modifications and/or the development of a new system.  The Union President shall be provided an opportunity for input into the selection of the consultant; however, the University shall make the final selection decision.  Prior to October 1, 2008, the consultant’s recommendations will be shared with the Union President.  The Union and the University shall meet to discuss implementation of some or all of the recommendations and a possible timeline for such implementation.

21.7.1 The University shall set aside $70,596 to address market adjustments which will be reflected in base salaries effective September 1, 2007.

21.7.2 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.

22.1 This Agreement shall continue in full force and effect until 11:59 p.m., September 30, 2009.

22.2 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.

22.3 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, 2009, at 11:59 p.m., unless it is extended for a specific period by mutual written agreement of the Employer and the Union.

22.4 Notice of Termination or Modification 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.

22.5 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, 2009.

IN WITNESS WHEREOF THE PARTIES HAVE SET THEIR HANDS:

Date Signed: 6/22/07

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

Shirley A. Brozzo
Bargaining Committee Member

Michael G. Hellman
Bargaining Committee Member

Joseph Holman
Bargaining Committee Member

ON BEHALF OF THE NORTHERN MICHIGAN UNIVERSITY BOARD OF TRUSTEES

Michael J. Roy
Vice President for Finance and Administration

NORTHERN MICHIGAN UNIVERSITY BARGAINING COMMITTEE

Lynne D. Sundblad
Chief Negotiator and
Assistant Director of Human Resources

William A. Bernard
Associate Provost-Student Services and Enrollment

Julane Cappo
Human Resources Specialist

Arthur D. Pickering, Jr.
Director of Human Resources

Kristen Portale
Benefits Manager

Sherri Towers
Director of Budget

UAW Local 2178 Ratification 11/28/06

Board of Trustees Approval 12/15/06

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

The official grievance form is on file with union officials.

This Memorandum of Understanding executed between Northern Michigan University, a Michigan constitutional body corporate (hereinafter referred to as the University), and the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America (Technical, Office, and Professional) Local 2178 (hereinafter referred to as the Union), the recognized bargaining agent for Administrative/Professional employees of the University, whereas the parties agree as follows:

1.     The University agrees that the bargaining unit members employed in the classifications of Supervisor-Energy Management and Trades Maintenance, Supervisor-Building Services, and Supervisor Grounds shall be eligible for overtime payments pursuant to the following conditions.

2.     The first one hundred (100) hours in a contract year of additional time worked will earn compensatory time at straight time rates.

3.     Any additional hours in excess of one hundred (100) hours of earned compensatory time will be compensated at a premium rate of one and one half (1.5) times the employee's effective hourly rate.  The effective hourly rate shall be determined by taking the employee's annual salary and dividing it by two thousand and eighty (2,080).

4.     The unused balance of any compensatory time in a contract year which has not been used by the end of the first quarter after the end of the contract year shall be paid to the employee at one (1) times the employee's effective hourly rate.

5.     Each employee in the above classifications shall begin each contract year with a zero (0) balance of compensatory time for the new year with the understanding that any carried over compensatory time from the previous year will be used by the end of the first quarter following the end of the previous contract year or paid off as set forth above.

INTERNATIONAL UNION, UNITED AUTOMOBILE, ON BEHALF OF THE AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA (TECHNICAL, OFFICE, AND PROFESSIONAL) AND ITS LOCAL 2178

Kathleen G. Godec
President
Local 2178

Dated: 1/12/07

James Tharp
UAW International Representative
Region 1D - UAW

Dated: 1/2/07

ON BEHALF OF THE NORTHERN MICHIGAN UNIVERSITY BOARD OF TRUSTEES

Michael J. Roy
Vice President for Finance and Administration

Dated: 12/19/06

MEMORANDUM OF UNDERSTANDING #2
BETWEEN NORTHERN MICHIGAN UNIVERSITY
AND LOCAL 2178 - UAW
2006

This Memorandum of Understanding executed between Northern Michigan University, a Michigan constitutional body corporate (hereinafter referred to as the University), and the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America (Technical, Office, and Professional) Local 2178 (hereinafter referred to as the Union), the recognized bargaining agent for Administrative/Professional employees of the University, whereas the parties agree as follows:

Exempt bargaining unit members who work in the Academic Computing section of the Academic Information Services Department and the Administrative Information Technology Technical Services section of the Administrative Information Technology Department who are designated to be available and on-call for 24 hours a day for a period of one (1) week, shall receive four (4) hours of compensatory time for that one (1) week period.  Such compensatory time is subject to the provisions of Article 15, including 15.3.4.

INTERNATIONAL UNION, UNITED AUTOMOBILE, ON BEHALF OF THE AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA (TECHNICAL, OFFICE, AND PROFESSIONAL) AND ITS LOCAL 2178

Kathleen G. Godec
President
Local 2178

Dated: 1/12/07

James Tharp
UAW International Representative
Region 1D - UAW

Dated: 1/2/07

ON BEHALF OF THE NORTHERN MICHIGAN UNIVERSITY BOARD OF TRUSTEES

Michael J. Roy
Vice President for Finance and Administration

Dated: 12/19/06

MEMORANDUM OF UNDERSTANDING #3
BETWEEN NORTHERN MICHIGAN UNIVERSITY
AND LOCAL 2178 - UAW
2006

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 2178 (hereinafter referred to as the Union), the recognized bargaining agent for Administrative/Professional employees of the University, whereas the parties agree as follows:

1.   The 2006 – 2009 Master Agreement is modified to reflect that the provisions of Article 15, Section 15.5, Subsections 15.5.1, 15.5.2, 15.5.3 and 15.5.4 do not apply to bargaining unit members occupying the position of Development Officer in the NMU Foundation Department. 

2.   The 2006 – 2009 Master Agreement is modified to reflect that the provisions of Article 4, Section 4.2 do not apply to bargaining unit members occupying the position of Development Officer in the NMU Foundation Department.  Newly hired bargaining unit members occupying the position of Development Officer in the NMU Foundation Department shall be considered probationary employees for the first two (2) years of their regular employment in the Development Officer position.  Bargaining unit members with seniority who transfer into the Development Officer position shall not be subject to the two (2) year probationary period. 

INTERNATIONAL UNION, UNITED AUTOMOBILE, ON BEHALF OF THE AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA (TECHNICAL, OFFICE, AND PROFESSIONAL) AND ITS LOCAL 2178

Kathleen G. Godec
President
Local 2178

Dated: 11/17/06

James Tharp
UAW International Representative
Region 1D - UAW

Dated: 11/17/06

ON BEHALF OF THE NORTHERN MICHIGAN UNIVERSITY BOARD OF TRUSTEES

Michael J. Roy
Vice President for Finance and Administration

Dated: 12/19/06