AGREEMENT BETWEEN AND July 1, 2018

AGREEMENT BETWEEN

AND

July 1, 2018 — June 30, 2022

ii Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

Notes

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Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 iii

Table of Contents

Preamble ............................................................................................................. 1

Article 1 – Recognition ......................................................................................... 1

Article 2 – Acting Appointment ............................................................................. 1

Article 3 – Administrative Leave ........................................................................... 2

Article 4 – Alternate Work Schedule to Take Educational Courses .......................... 2

Article 5 – Auto Liability and Indemnification ........................................................ 3

Article 6 – Bereavement Leave ............................................................................ 3

Article 7 – Bulletin Board ...................................................................................... 4

Article 8 – Call Back Pay ...................................................................................... 4

Article 9 – Changes to Hours of Work and Work Schedules ................................ 5

Article 10 – Compassionate Leave Program ........................................................ 5

Article 11 – Conversions of Existing Positions from Twelve Month to

Ten Month and from Ten Month to Twelve Month ............................................... 5

Article 12 – Division of Dining Services Employees ............................................. 7

Article 13 – Employee Assistance Program ......................................................... 8

Article 14 – Grievance Procedure ........................................................................ 8

Article 15 – Health Benefits ................................................................................ 11

Article 16 – Holidays .......................................................................................... 11

Article 17 – Job Openings .................................................................................. 12

Article 18 – Jury Duty ......................................................................................... 13

Article 19 – Just Cause/Discipline ...................................................................... 13

Article 20 – Labor Management Conferences .................................................... 14

Article 21 – Layoff Notice ................................................................................... 14

Article 22 – Leave of Absence for Personal Reasons ........................................ 14

Article 23 – Meal Allowance ............................................................................... 14

Article 24 – Military Leave .................................................................................. 14

Article 25 – NE/NL Designation .......................................................................... 15

iv Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

Article 26 – Non-Discrimination .......................................................................... 16

Article 27 – Non-Hostile Work Environment ....................................................... 16

Article 28 – Overtime/Compensatory Time Benefits .......................................... 17

Article 29 – Parking ............................................................................................ 18

Article 30 – Personnel Files ............................................................................... 19

Article 31 – Political Check-off ........................................................................... 19

Article 32 – Printing of Agreement ..................................................................... 20

Article 33 – Probationary Employees ................................................................. 20

Article 34 – Professional Development .............................................................. 20

Article 35 – Reclassification ............................................................................... 21

Article 36 – Removal of URA Employee/Titles from the Bargaining Unit ........... 22

Article 37 – Retirement and Life Insurance Benefits .......................................... 22

Article 38 – Environmental Health and Safety Committee ................................. 22

Article 39 – Salary Adjustments ......................................................................... 23

Article 40 – Salary Grade Structure and New Job Titles .................................... 28

Article 41 – Salary Improvements ...................................................................... 28

Article 42 – Seniority and Layoff ........................................................................ 32

Article 43 – Severability ..................................................................................... 35

Article 44 – Sick Leave ...................................................................................... 35

Article 45 – Ten-Month and Part-Time Employees ............................................ 37

Article 46 – Tuition Remission Benefits .............................................................. 37

Article 47 – Union-Employer Information Exchange ........................................... 38

Article 48 – Union Leave .................................................................................... 38

Article 49 – Union Representatives .................................................................... 39

Article 50 – Union Security ................................................................................. 40

Article 51 – University Closings .......................................................................... 41

Article 52 – University Policies and Procedures ................................................. 42

Article 53 – Use of University Facilities, Campus Mail & Equipment .................. 42

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 v

Article 54 – Vacation .......................................................................................... 44

Article 55 – Vision Care Program ....................................................................... 45

Article 56 – Direct Deposit ................................................................................. 45

Article 57 – Federal Family & Medical Leave, New Jersey Family Leave,

New Jersey SAFE Act Leave ............................................................................. 45

Article 58 – Handicap Parking ............................................................................ 47

Article 59 – Telecommuting ............................................................................... 47

Article 60 – Temporary and Casual Employees ................................................. 51

Article 61 – Term ................................................................................................ 52

Side Letter Agreement Between URA-AFT (Union) and Rutgers

University Regarding Community Assistants Trainee I and Community

Assistant Trainee II Positions .............................................................................. 53

Side Letter Agreement Between URA-AFT (Union) and Rutgers

University (Rutgers) Regarding Union Initiation Fees and Assessments ............ 54

Side Letter Agreement Between URA-AFT (Union) and Rutgers

University Regarding Vacation Policy ................................................................. 55

Appendix A – University Indemnification Policy ................................................ A-1

Appendix B – Dining Services Meal Program “Opt-Out” Form .......................... A-2

Appendix C – Agreement Concerning Payroll Deductions to COPE ................. A-3

Appendix D – Indemnification Agreement ......................................................... A-7

Appendix E – Salary Tables ........................................................................... A-10

Appendix F – URA-AFT Job Titles .................................................................. A-13

Appendix G – Application of the Subject to Language in the

Preface to Article 41 – Salary Improvements .................................................. A-18

Appendix H – Performance Evaluation Form/Staff Compensation

Program Review Request Form ...................................................................... A-20

Appendix I – Use of Sick Leave to Care for Seriously Ill Family Members ...... A-27

vi Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

Notes

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Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 1

Preamble

The purpose of this Agreement is to promote and ensure harmonious and

constructive relations between the parties with respect to terms and conditions of

employment.

Article 1 – Recognition

The University recognizes the Union of Rutgers Administrators-American

Federation of Teachers (URA-AFT), Local #1766, AFL-CIO, as the sole and

exclusive representative of all Rutgers University employees included below for

the purpose of collective negotiations for terms and conditions of employment.

Groups of employees may be added or deleted by mutual consent of the parties.

1. Included: All regularly employed administrative employees employed by

Rutgers, The State University of New Jersey at its New Brunswick,

Piscataway, Newark and Camden campuses and all off-campus and other

locations, all term contract employees who perform the unit work of URA-

AFT Local #1766, all temporary employees who perform the unit work of

URA-AFT Local #1766, and all casual employees who work an average of

at least four hours per week over a period of 90 calendar days (the 90

calendar day period defined by the Workplace Democracy Enhancement

Act) who perform the unit work of URA-AFT Local #1766.

2. Excluded: All managerial executive employees, supervisory employees

(as to administrative unit employees), professional employees, confidential

employees, casual employees who work an average of fewer than four

hours per week over a period of 90 calendar days (the 90 calendar day

period defined by the Workplace Democracy Enhancement Act) or who do

not perform the unit work of URA-AFT Local #1766, temporary employees

who do not perform the unit work of URA-AFT Local #1766, T-coded

employees, term contract employees who do not perform the unit work of

URA-AFT Local #1766, police employees, faculty, employees whose

inclusion presents a conflict of interest (e.g. Internal Auditors and Claims

Managers), employees currently represented in other collective

negotiations units, and all other non-administrative employees.

The term “Union” when used herein will refer to the Union of Rutgers Administrators-

American Federation of Teachers (URA-AFT), Local #1766, AFL-CIO.

Article 2 – Acting Appointment

Employees covered under this agreement shall be eligible for acting

appointments and related compensation as set forth in University Policy Library

Section 60.4.7-Acting Appointment-Administrative and Managerial, Professional,

Supervisory and Confidential (MPSC) Staff.

2 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

The employee shall be provided with a written copy of the Acting Appointment

Form. If the Acting Appointment Form is not provided, the employee will not be

responsible for performing the higher-level duties.

Article 3 – Administrative Leave

Full time employees shall be granted three (3) days administrative leave at the

beginning of each fiscal year. Employees hired after the beginning of the fiscal

year shall be granted a one-half day (1/2) administrative leave after each full

calendar month of service in the first fiscal year of employment to a maximum of

three (3) days.

Employees appointed on a ten-month basis shall be granted administrative leave

on the same basis, except the maximum will be two and one-half days (2 ½) per

year. Administrative leave for part time employees shall be prorated in

accordance with the length of their work week.

Administrative leave shall be granted by Rutgers University upon request of the

employee and shall be scheduled in advance provided the request can be

granted without interference with the proper discharge of the work in the work

unit involved. Requests for such leave shall not be unreasonably denied.

Administrative leave may be used for personal business, including emergencies

and religious observances. Administrative leave may be taken in conjunction with

other types of paid leave. Where there are more requests at one time than can

be granted without interfering with the proper conduct of the work unit, priorities

in granting such requests shall be: (1) emergencies and (2) religious holidays or

other personal matters. If there is still a conflict, the matter will be resolved on the

basis of seniority within the work unit. In the case of an emergency, where

advance notice and approval are not possible, requests for administrative leave

for emergencies shall not be unreasonably denied.

Administrative leave must be scheduled in minimum units of one (1) hour. Such

leave shall not be cumulative. Unused balances in any year shall be cancelled.

An employee who leaves employment shall not be required to reimburse Rutgers

for earned days already used.

Article 4 – Alternate Work Schedule to Take Educational Courses

An employee may request an alternate work schedule in order to take a for-credit

course at an accredited institution of higher education, or another professional

course carrying continuing education units per semester (Fall, Spring and

Summer/Winter Sessions) during the work day. For the purposes of this Article,

an alternate work schedule may include: a variable daily schedule that revolves

around a fixed set of core hours, which may vary by employee; a pre-defined

start time during which the employee will commence his or her work day; and for

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 3

non-exempt staff, a work day that remains for a specific number of hours, not

including a meal break, during which the employee must be at work, and a meal

break of at least thirty (30) consecutive minutes. Any such request and

agreement shall be in writing, and shall not be denied arbitrarily.

Article 5 – Auto Liability and Indemnification

An employee may use his or her personal vehicle on Rutgers business only

where advance approval is given by the employee’s supervisor.

When driving on Rutgers business, employees must carry a valid driver’s license,

vehicle registration, and proof of insurance. New Jersey residents must carry a

New Jersey Insurance Identification Card. Privately owned motorcycles shall not

be used on Rutgers business.

In the event of an accident involving injuries or damages to other persons or

property while operating a privately-owned vehicle on Rutgers business, the

employee must notify the Department of University Risk Management and

Insurance.

The university shall indemnify the employee for any act or omission arising out of

and in the course of the performance of the employee’s duties to the full extent

permitted by the New Jersey Tort Claims Act, and any amendments thereto, and

as prescribed by the University’s Indemnification Policy (University Policy Library

Section 50.3.3). See Appendix A. An employee request for indemnification shall

be made promptly in writing to the Office of Senior Vice President and General

Counsel. The financial loss for damage to a privately-owned vehicle used on

Rutgers business is not reimbursable by the university.

A supervisor may request that an employee use their personal vehicle for

University business. The employee may decline such a request.

The University must indicate in a job posting if use of a personal vehicle is

required.

Use of a personal vehicle for university business is eligible for reimbursement

pursuant to University Policy 40.4.1.

Article 6 – Bereavement Leave

An employee who is absent from work due to death in the immediate family

(mother, father, spouse, domestic partner, partner in a civil union, step mother,

step father, child, step child, ward, foster child, foster mother, foster father, sister,

brother, grandmother, great grandmother, grandfather, great grandfather,

grandchild, mother-in-law, father-in-law, son-in-law, daughter-in-law, any relative

of the employee residing in the employee’s household, child of a partner in a civil

union, child of a domestic partner, parent of a partner in a civil union, parent of a

4 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

domestic partner, step sister, or step brother) may charge up to three (3) days for

such absence to attend the funeral or for mourning. However, in the event that

the funeral of a member of the immediate family is held at some distant location,

and the employee will attend, an exception to the above may be requested by the

employee to provide for up to five (5) days of absence to be charged to

bereavement leave. All bereavement leave must be utilized within 90 calendar

days of the date of death. A department may require verification.

If an employee requests to use available vacation time to extend the

bereavement leave, it will not be unreasonably denied.

Article 7 – Bulletin Board

The University shall post official Union notices in each of the locked bulletin

boards at the three University Human Resources (UHR) offices. The University

shall also allow URA-AFT representatives to post official URA-AFT matters on

existing bulletin boards or spaces customarily used for official notices to the

university staff.

The URA-AFT agrees that notices posted on such bulletin boards shall only

contain material related to official URA-AFT business.

The URA-AFT further agrees that notices posted on such bulletin boards shall

conform to any policies and procedures that may be adopted by the University for

use of such bulletin boards and that apply equally to all notices.

Article 8 – Call Back Pay

Any overtime eligible employee who is directed to return to work after he/she has

completed his/her regularly scheduled work day and has left his/her place of

work shall be guaranteed a minimum of three (3) hours work or compensation in

lieu thereof. Such employee shall be required to work all hours, in addition to the

three (3) hour minimum guarantee, which are required by his/her supervisor.

Any overtime ineligible employee, who is directed to return to work after he/she

has completed his/her regularly scheduled work day and has left his/her place of

work shall be guaranteed a minimum of one (1) hour of compensatory time.

Such employee shall be required to work all hours, in addition to the one (1) hour

minimum guarantee, which are required by his/her supervisor and shall be

compensated with compensatory time for all such time worked.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 5

Article 9 – Changes to Hours of Work and Work Schedules

Prior to effectuating a permanent change of one (1) hour or more in the regular

start time of an employee’s work day, Rutgers shall give a minimum of fourteen

(14) days notice to the affected employee, or employees, unless circumstances,

such as an emergency situation, make such notice impracticable.

Prior to effectuating a permanent change in an employee’s regular work

schedule, Rutgers shall give a minimum of fourteen (14) days notice to the

affected employee, or employees, unless circumstances, such as an emergency

situation, make such notice impracticable.

A permanent change shall be defined as a change lasting more than thirty (30)

days however an articulated temporary change may be for a period in excess of

thirty (30) days.

Seniority within job titles shall be considered when permanent changes in the

regular start time or in the regular work schedule referenced above are made.

Article 10 – Compassionate Leave Program

Employees covered under this Agreement shall be permitted to participate in

Rutgers’ compassionate leave program, a donated leave bank for catastrophic

illnesses, pursuant to the terms and conditions set forth in the University Human

Resources Compassionate Leave Program, as may be amended unilaterally

from time to time by the university.

The university shall provide the URA-AFT with an annual statement of donation

and usage transactions related to the donated leave bank. The statement will

include the following university-wide data: number of people donating accrued

time; number of days donated; number of people requesting leave; number of

requests granted. Determinations regarding the granting or denial of

compassionate leave shall be at the sole discretion of the Senior Vice President

for Human Resources and Organizational Effectiveness.

Article 11 – Conversions of Existing Positions from Twelve

Month to Ten Month and from Ten Month to Twelve Month

1. A work unit may solicit volunteers from its employees for conversion from

a 12 month position to a 10 month position.

2. An employee whose appointment is converted from a 12 month basis to a

10 month basis, or from a 10 month basis to a 12 month basis, will be

given at least forty-five (45) calendar days notice before such conversion

takes place. The salary of such an affected employee will be pro-rated to

6 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

reflect this change. The URA-AFT shall be informed of all notices of

conversion.

3. Where one or more employee(s) in the same title performing the same

functional tasks in the same work unit are selected to have their position

converted from a 12 month position to a 10 month position, the conversion

shall be implemented in reverse order of seniority provided the senior

employee has the requisite qualifications and abilities to perform the work

available.

4. A work unit shall cease to employ Class 4 temporary employees in the

work unit before converting a 12 month position to a 10 month position

where Class 4 temporary employees perform the same functional tasks as

bargaining unit employees within the work unit, provided the bargaining

unit employees have the requisite qualifications and abilities to perform

the work available. This provision does not apply to Class 4 temporary

employees who have been appointed to replace bargaining unit

employees who are on a leave of absence.

5. A work unit which converts an employee’s position from 12 months to 10

months is precluded during July and August from hiring the affected

employee to a Class 4 position performing the same duties the affected

employee performs in his/her 10 month position.

6. A work unit which converts an employee’s position from 12 months to 10

months is precluded during July and August from transferring the affected

employee’s duties to a Class 4 employee; except in cases where there is

no other staff members in the unit with the specialized skill set required to

complete necessary departmental projects/programs. In such cases, a

Class 4 temporary employee will not be employed on a full time basis to

perform such work.

7. If the position within the same title within the same work unit which had

been converted from a 12 month position to a 10 month position is

restored, the employee who previously held the position shall be offered

the restored position.

8. When a position has been converted from a 12 month position to a 10

month position, the supervisor will meet with the affected employee and

set forth the job expectations for the converted position, consistent with

the 10 month work year. If the duties of the affected employee are

transferred to another collective negotiations unit Class1 employee who is

in the work unit, the supervisor will meet with that employee to discuss

potential revisions, if any, to his or her job expectations consistent with the

existing job description.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 7

9. When a position is converted from a 12 month position to a 10 month

position, the supervisor will provide the affected employee with a copy of

this agreement and the attached description of the impact of the

conversion on the affected employee’s benefits.

10. Notwithstanding the provisions of Article 45 – Ten Month and Part-Time

Employees of the Agreement between Rutgers and the URA-AFT (Local

1766) which define a 10 month appointment as a “standard academic

year” appointment, for the purposes of this Agreement, a 10 month

appointment constitutes the period September 1 to June 30 as set forth

and accepted by the State of New Jersey as a Ten month appointment.

Should the State of New Jersey change its definition of a 10 month

appointment, notice will be provided to the URA-AFT of such a change.

Article 12 – Division of Dining Services Employees

In order to compensate the Division of Dining Services for meals provided to

employees covered under this Agreement, Dining Services employees shall have

deduction made from their wages as follows:

For employees working in positions not at Dining Halls [one (1) meal per day]

$5.25 per day effective July 1, 2020

For employees working in positions at Dining Halls (including but not limited to Chef

Manager I, Chef Manager II, Food Production Manager, Dining Hall Supervisor,

Asst. Manager Catering, Concessions Supervisor) [two (2) meals per day]

$7.00 per day effective July 1, 2020

At the close of the fiscal year, employees shall be refunded the deductions for

meals made for Dining Services employees covered under this Agreement for

those full days on which an employee was absent from work on account of

sickness, vacation, or other excused absence under this Agreement.

Employees who work in the offices of the Executive Director, University

Sanitarian, RU Express/Meal Card, Dining Marketing, Business Manager, Dining

Dining Services Employees who are assigned to one of the following locations: Knight Wagon, Starbucks

Truck, Dunkin’ Donuts (Livingston), Rock Café, Sbarro, Starbucks (Livingston), Henry’s Diner, Kilmer’s

Market, Douglass Café, Dunkin’ Donuts (Douglass), Red Pine Pizza, UBHC, Cook Café, Woody’s Café,

Rutgers Club, Accounting, Ethel Road Warehouse Facilities (Bake Shop, Laundry, and Facilities), Executive

Director’s Office, RU-Express, Computer Services, Marketing, Harvest at IFNH, Gateway Café, Bridge Café,

Starbucks (Camden), and Food Buyer’s Office and other cash operations to be opened

Dining Services employees who are assigned to one of the following locations: Brower Commons, Busch

Dining Hall, Livingston Dining Commons, Neilson Dining Hall, and Catering.

8 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

IT, Dining Facilities, Bakery, and Laundry, which are currently housed in non-

dining facilities where food is not served (e.g., Records Hall, Ethel Road

Warehouse) will be permitted to opt out of automatic deductions altogether once

annually during the last calendar week of April by completing the appropriate

form (see Appendix B). Such employees may opt back in once annually during

the last calendar week of April by using the appropriate form. If an employee is

transferred to a non-dining facility where food is not served, the employee may

opt out upon starting at the new facility. If an employee who has opted out is

transferred to a dining facility where food is served, the employee shall

automatically be opted in.

Article 13 – Employee Assistance Program

So long as Rutgers offers its employees an Employee Assistance Program for

counseling and referrals regarding personal and professional issues which affect

the performance of their duties as Rutgers employees, bargaining unit

employees shall be eligible to use the Employee Assistance Program at no cost

on the same basis and to the same extent as other Rutgers employees.

Employee use of the Employee Assistance Program shall be confidential except

as may be required by law.

Article 14 – Grievance Procedure

1. A grievance is defined as a claimed violation of any provision of this

Agreement or of any Rutgers policy relating to mandatorily negotiable

wages, hours or terms and conditions of employment which has been filed

pursuant to this Article. The procedure set forth herein is the sole and

exclusive right and remedy for any and all claims that could be brought

under this grievance procedure.

All grievances must specifically cite which provision of this Agreement

and/or Rutgers policy is alleged to have been violated; must set forth who

is alleged to have committed the violation; and must set forth when and

where the alleged violation occurred.

2. A grievance shall be handled in the following manner:

Step 1

Prior to filing a written grievance, the aggrieved party may attempt to

resolve the matter at issue informally with his/her supervisor. Such efforts

at informal resolution shall not suspend the timeliness requirements for

filing a grievance as set forth below. Any agreements reached during an

informal meeting shall not be precedential but shall be binding for the

current matter only.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 9

Step 2

If the grievance is not resolved at Step 1, the grievance will be presented

in writing to the level of supervision above the one that took the action

which gave rise to the grievance within twenty-one (21) calendar days

after the action occurred or from the date the employee or the URA-AFT

knew of or should have known of the action. Within twenty-one (21)

calendar days of receipt of the written grievance, this next level of

supervision, or his/her designee, will arrange for and hold a meeting with

the grievant. The grievant may have URA-AFT representation at the

meeting if he/she desires. This next level of supervision, or his/her

designee, will send his/her written answer within fourteen (14) calendar

days after the meeting to the employee, to the URA-AFT representative

present, if any, to the Office of Labor Relations, and to the URA-AFT.

Step 3

If the URA-AFT is not satisfied with the Step 2 answer, the URA-AFT may

request a Step 3 meeting by the Office of Labor Relations by forwarding

the grievance to the Office of Labor Relations within fourteen (14)

calendar days of receipt of the Step 2 answer. Within twenty-one (21)

calendar days, the Office of Labor Relations will arrange for and hold the

meeting. The grievant may be accompanied at the meeting by a URA-AFT

representative. Within fourteen (14) calendar days after the meeting, the

Office of Labor Relations will send a written answer to the employee, to

the URA-AFT representative present, if any, and to the URA-AFT.

Step 4

If the URA-AFT is not satisfied with the Step 3 answer, the URA-AFT,

within twenty-one (21) calendar days of receipt of that answer, may submit

the grievance to arbitration in accordance with paragraph three (3) below.

3. If the URA-AFT submits a grievance to arbitration, the URA-AFT will

submit to the Office of Labor Relations a copy of its submission. The

arbitrator will be chosen jointly from a panel to be provided by the Public

Employment Relations Commission (PERC) in accordance with the rules

and procedures of PERC.

The appointed arbitrator will submit, within thirty (30) calendar days of the

close of the hearing, a written decision.

No arbitrator functioning under the provisions of this grievance procedure

shall have the authority to amend, modify, or delete any provision of this

Agreement. The award of the arbitrator shall be binding upon the

University and the URA-AFT, and the grievant, to the extent permitted by

and in accordance with applicable law and this Agreement.

10 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

Costs and expenses incurred by each party will be paid by the party

incurring such costs except that the fees of the arbitrator and PERC will be

divided equally between the parties.

4. When an employee chooses to have a representative present at any of

the above Grievance Steps prior to arbitration, that representative must be

identified as a URA-AFT representative under Article 49.

5. The time limits above may be extended by mutual agreement of the

parties to the grievance in writing.

6. Any written decision or written answer to a grievance made at any step

which is not appealed to the succeeding step within the time limits

provided, or such additional period of time as may be mutually agreed

upon in writing, shall be considered final. If Rutgers should exceed the

time limits in replying to any grievance at any step in the grievance

procedure, the grievance may be advanced to the next step within the

time limitations for advancing a grievance as set forth above.

7. An employee will not lose pay for the time spent during his/her regular

working hours at the foregoing steps of the grievance procedure. In the

event that it is necessary to require the attendance of another employee

as a witness during regular working hours, such employee shall not lose

pay for such time. However, this allowance of time off without loss of pay

does not apply to preparation of the grievance, the grievant, or any

witnesses.

8. Unless mutually agreed upon, no more than four (4) URA-AFT

representatives may attend any grievance hearing.

9. Grievances alleging a violation of Article 26 (Non-Discrimination) shall be

concluded at step 3 as set forth above in Section two (2); which will be the

final and binding decision for the grievance.

10. The filing of a grievance under the provisions of this Article shall not

prevent the University from taking the action complained of, subject

however to the final decision on the grievance. Pending final disposition

of the grievance, the grievant shall fulfill his/her professional

responsibilities as assigned.

11. Disciplinary actions that do not result in suspension without pay, demotion

or discharge shall not be advanced beyond step 3.

12. Rutgers and the URA-AFT agree to process a grievance over a discharge

in an expeditious manner.

13. When an employee’s record is free from any disciplinary action for a

period of one (1) year, any letters of reprimand or documents which

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 11

express dissatisfaction with the employee’s work performance or conduct

in the employee’s record shall be deemed to be removed. When an

employee’s record is free from any disciplinary action for a period of three

(3) years, any letters of suspension contained in the employee’s record

shall be deemed to be removed.

Article 15 – Health Benefits

The parties acknowledge that pursuant to N.J.S.A. 52:14-17.25 et seq.,

employees of the University are deemed to be employees of the State for

purposes of health benefits and that health benefits are provided to eligible

employees as set forth in applicable statutes and regulations. During the term of

this Agreement, unless modified subsequently by Agreement of the URA-AFT

and the University, employee contributions to the cost of health and prescription

benefits shall continue to be in accordance with the full implementation schedule

set forth in P.L. 2011, c.78 and which percentages were in effect on June 30,

2018. During the term of this Agreement, the University will continue the Vision

Care Program pursuant to Article 55.

The parties agree that immediately following the ratification of this Agreement by

the membership of the URA-AFT, the parties will reopen negotiations over health

insurance benefits. It is understood by the parties that any modifications,

proposed by the parties, to the design of health plans available to URA-AFT unit

members must be approved and adopted by the State Health Benefits Program

Plan Design Committee before they can become effective.

Article 16 – Holidays

The regular paid holidays observed by Rutgers are: New Year's Day, Martin

Luther King's Birthday, Memorial Day, Independence Day, Labor Day,

Thanksgiving Day, the day after Thanksgiving, and Christmas Day. When any of

the above holidays falls on a Sunday, the following Monday is observed in lieu of

the holiday. When any of the above holidays falls on a Saturday, the preceding

Friday will be observed in lieu of the holiday.

In addition, Rutgers shall observe as holidays either one (1) full holiday or two (2)

half holidays during the year-end holiday season, and three (3) other holidays to

be annually determined by Rutgers.

In addition, after six (6) months of employment, employees will be granted two

(2) personal holidays. The rules for use of individually selected personal holidays

will be governed by those applicable to administrative leave as provided in Article

3 of this Agreement.

An overtime non-exempt employee, whose regularly scheduled day off falls on a

University holiday, may request a particular day off in that workweek as an

12 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

alternate day off. If the request can be granted without interfering with the needs

of the department, it will be granted. If the department determines that its needs

do not permit granting that day, the department may assign another day during

that workweek as the alternate day off. If the employee is not given an alternate

day off during that workweek the University holiday counts as compensable

hours toward overtime.

Employees who are eligible to receive premium compensation for overtime hours

worked and who are authorized to work on an observed University holiday will, in

addition to his/her regular pay for the day, earn compensation at time and one-

half the employee’s regular rate for all hours worked as Holiday Premium pay.

When an overtime exempt employee is required to work on an observed holiday,

that employee shall be granted an alternate day off at the mutual convenience of

the supervisor and the employee, with the understanding that the employee’s

choice for the day off will not be unreasonably denied. However, employees who

have been informed that, by virtue of their assigned job duties, they are hired to

work holidays will not be eligible for such alternate days off.

Holidays will be appropriately prorated for an employee who is on a “reduced

schedule” leave under the New Jersey Family Leave Act or the Federal Family

and Medical Leave Act.

Staff members who wish to observe religious holidays may do so by charging

such absence to their yearly vacation or personal holiday allowance, or to

administrative leave in accordance with those leave provisions.

Members of the bargaining unit who are assigned to county offices which follow a

holiday schedule different from that set forth in the Agreement, shall follow the

holiday schedule established in their respective county of assignment except that

no such member shall receive less than 14 holidays. Employees who are

assigned to counties which schedule less than 14 holidays shall receive an extra

personal holiday(s) to be scheduled within the same fiscal year at the mutual

convenience of the bargaining unit member and his/her supervisor.

Article 17 – Job Openings

All vacancies for positions within the URA-AFT, including newly created positions

within the URA-AFT, will be posted through the University’s applicant tracking

system and displayed on the University Human Resources website except in

cases of a reclassification of a current URA-AFT employee.

For the first five (5) business days from the date of posting, hiring departments

will only be able to review URA-AFT internal candidates for vacant and newly

created positions which are included in this collective negotiations unit. No

external candidates will be considered for said vacancies or newly created

positions until the resumes of URA-AFT internal candidates, who have applied

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 13

during the five (5) business day period, have been reviewed by the hiring

department.

Candidate selection for all positions will be at the sole and exclusive discretion of

the hiring department and shall be based upon the specified criteria for the

position. When multiple URA-AFT internal finalist applicants are equally qualified,

and the hiring department is selecting one of said internal finalist applicants for

the vacant or newly created position referenced above, the most senior internal

finalist applicant shall be awarded the position.

When a URA-AFT applicant is not the successful candidate for a position,

the applicant shall receive timely notice of same through the applicant

tracking system.

Article 18 – Jury Duty

Rutgers shall grant time off with regular pay to those employees who are

required to perform jury duty. Employees are required to submit to their

supervisor the notification of jury duty as soon as possible.

Article 19 – Just Cause/Discipline

No employee shall be discharged, suspended, disciplined or receive a deficiency

downgrade except for just cause.

The parties to this Agreement affirm the concept of progressive discipline. If prior

discipline is considered in subsequent disciplinary actions, such prior discipline

must be referenced in the new notice of discipline. Prior discipline that has been

deemed to be removed from an employee’s record may not be used in

determining the level of discipline issued in subsequent disciplinary actions.

The sole and exclusive remedy for employees receiving written disciplinary

action shall be to file a grievance in accordance with the Grievance Procedure

set forth in this Agreement.

Written reprimands, letters of suspension, letters of demotion, letters of

termination and letters of deficiency downgrade given to an employee will contain

the reasons for such action. All such notices shall be sent registered mail or

delivered in person to the employee with a copy sent to the URA-AFT email

address provided by the URA-AFT.

An employee shall, upon request, be entitled to have a union representative

present at any investigatory meeting or questioning which the employee

reasonably believes could result in disciplinary action.

14 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

Article 20 – Labor Management Conferences

A Labor Management Conference is a meeting between the URA-AFT, the

Office of Labor Relations and such other representative(s) as the University

deems appropriate, to consider matters of general interest and concern other

than grievances. Such a meeting may be called by either party, shall take

place at a mutually convenient time and place and may be attended by no

more than five (5) URA-AFT Representatives employed by Rutgers who shall

not lose pay for time spent during their regular working hours at such a

meeting. National Representatives and/or Union Representatives may attend

such meetings. Agreements reached at Labor Management Conferences may

be reduced to writing.

Article 21 – Layoff Notice

INTENTIONALLY DELETED

(See Article 42 - Seniority and Layoff)

Article 22 – Leave of Absence for Personal Reasons

If an employee is confronted with a situation of unusual circumstances, a request

for a leave of absence without salary for personal reasons will be considered by

the university. The maximum number of days available for such a leave is thirty

(30) days in a fiscal year. A request for such a leave must be submitted in writing

to the administrative supervisor or department head concerned. Such leave

request shall not be unreasonably denied.

Article 23 – Meal Allowance

Effective July 1, 2018, employees, other than those working in the Division of

Dining Services, who are required to work for more than twelve (12) consecutive

hours are entitled to one meal allowance of $9.00.

The above does not apply in those situations when the employee is provided with

a meal or a meal voucher.

Article 24 – Military Leave

The following provisions regarding military service will apply to all full-time

employees covered by this Agreement:

A. Training

1. Any full time regularly appointed employee who is a member of a

military reserve component of the Armed Forces of the United States

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 15

(including the National Guard) shall be entitled to a leave of absence

with pay for the usual prescribed training period not to exceed fifteen

(15) days per year. Such leaves shall not be charged against vacation

time. The employee must give the supervisor two (2) weeks advance

notice of such leave and must present to the supervisor a copy of the

official government orders authorizing the military training.

B. Military Leave for Active Duty

1. Any full time employee, employed by Rutgers for one year or more,

who is a member of the military (including the National Guard) shall be

entitled to leave of absence with pay on all days during which he or

she shall be engaged in any period of State or Federal active duty, not

exceeding ninety (90) work days in the aggregate in any calendar year.

Any leave of absence for such duty in excess of ninety (90) work days

shall be without pay but without loss of time as set forth in paragraph

B.4. below. Any leave of absence for such duty for a full time employee

of Rutgers of less than one year shall be without pay but without loss

of time as set forth in paragraph B.4. below.

2. In the case where a service-connected disability prevents the

employee from returning to work within the time prescribed by law for

applying for reemployment, the employee may request that the leave

be extended. Upon submitting to Rutgers substantiating medical

evidence a six (6) month leave extension may be granted in

accordance with the standards governing such extensions set forth in

the Uniform Services Employment and Reemployment Rights Act. The

total of such extension shall not exceed twenty-four (24) months from

the date of separation from the military except where required by law.

3. Upon reemployment, the returning veteran employee’s salary shall be

adjusted to reflect any normal increments or general adjustments the

employee would have received had the employee continued to work

for Rutgers.

4. Sick and vacation leave days will not accrue during the military service

but the time will count as University Service in applying sick or vacation

leave accrual rates upon return to University service. Military leave

service shall be included in the calculation of seniority pursuant to

Article 42 of this Agreement.

Article 25 – NE/NL Designation

Requests for reconsideration of NE/NL designations shall be brought by the

Union to a quarterly Labor Management committee for discussion and shall be

reviewed by UHR.

16 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

Article 26 – Non-Discrimination

The University and the Union agree that in the application of the provisions of this

Agreement there shall be no discrimination by the University or the Union against

any member of the bargaining unit because of race, creed, color, national origin,

ancestry, age, marital status, civil union status, domestic partnership status,

affectional or sexual orientation, genetic information, pregnancy or breastfeeding,

sex, gender identity or expression, disability or atypical hereditary cellular or blood

trait of any individual, liability for service in the Armed Forces of the United States,

the nationality of any individual, the refusal to submit to a genetic test or make

available the results of a genetic test, or any legally protected status. The

protected categories listed above shall have the meaning as defined by the New

Jersey Law Against Discrimination on the effective date of this Agreement. In

addition, the University and Union agree that there shall be no discrimination by

the University or Union on the basis of familial status, perceived disability, AIDS

and HIV status, veteran status or membership or non-membership in or activity on

behalf of or in opposition to the Union, or for any other reason prohibited by law.

Article 27 – Non-Hostile Work Environment

The university and the union agree that the working environment shall be

characterized by mutual respect for the common dignity to which all individuals

are entitled. It is therefore agreed that verbal harassment of an employee or a

supervisor is inappropriate and unacceptable.

Any claims of a violation of this provision by employees covered by this

agreement shall be the subject of a labor management conference. A full and fair

investigation into any alleged violations of this provision shall be the sole and

exclusive duty of the university.

The Labor Management Conference shall be presided over by the Office of

Labor Relations and attended by the employee, a representative or

representatives of the union, a representative of the department associated with

the alleged violation. Any mutual agreements reached at a Labor Management

Conference at which representatives of the Office of Labor Relations are present

will be reduced to writing within fourteen (14) days. Such agreement shall be

binding on the parties to the agreement.

Should a particular supervisor be the subject of more than one allegation under

this Article and should the parties at a Labor Management Conference (see Article

20) agree that responsive action by the University is warranted to address a

claimed violation of this Article in more than one such instance, then repeated or

continuing behavior by the same supervisor may be grieved pursuant to Article 14.

The parties also acknowledge that the University Policy Prohibiting Harassment

(University Policy Library Section 60.1.12) prohibits harassment based on certain

enumerated protected categories. Employees may use the University

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 17

Harassment Complaint Process to report and remedy complaints covered by the

Policy Prohibiting Harassment.

Article 28 – Overtime/Compensatory Time Benefits

Thirty Five (35) Hour, Thirty Seven and One Half Hour (37.5), Forty (40) Hour

Workweek Employees:

Employees who are not exempt from overtime, and whose workweek is defined

as “thirty five (35)” or “thirty seven and one-half (37.5)” hours, shall receive

overtime compensation for all hours worked in excess of thirty seven and one-

half (37.5) during the workweek, which is, for most departments, 12:01 a.m.

Saturday to 12:00 midnight Friday. Such overtime compensation may be either

in cash at the rate of time and one-half the regular hourly rate, or in time off at the

rate of one and one-half hours (1.5) off from work for each hour worked in excess

of thirty seven and one-half (37.5), at the discretion of the employee’s

department.

Employees who are not exempt from overtime, and whose workweek is defined

as “forty (40) hours”, receive overtime compensation for all hours worked in

excess of forty (40) during the workweek, which is, for most departments, 12:01

a.m. Saturday to 12:00 midnight Friday. Such overtime compensation may be

either in cash at the rate of time and one-half the regular hourly rate, or in time off

at the rate of one and one-half hours (1.5) off from work for each hour worked in

excess of forty (40), at the discretion of the employee’s department.

NL and N4 Employees

“NL” and “N4” employees have work schedules which are neither tied to a fixed

number of hours per day or per week, nor tied to a fixed number of days per

week. While the standard workweek for NL employees varies according to the

nature and scope of the employee’s work, it is understood that in the course of a

fiscal year the number of hours worked by an employee and the days on which

such work must be performed may also vary to meet seasonal needs or specific

demands of the position.

The parties to this Agreement recognize that NL and N4 employees are

professionals whose duties vary in content and schedule and sometimes require

working more than the standard workweek. At the same time, the parties to this

agreement acknowledge that there may be occasions where an employee

believes that he/she is working an excessive workload. In such cases, the

employee shall do the following:

a. The employee shall request a meeting with his/her supervisor, which will

be scheduled within five (5) work days of the request, to discuss the

nature of the employee’s work and the time required for the employee’s

duties. The employee shall present to the supervisor his/her rationale as

18 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

to why the workload is considered excessive, along with any

documentation the employee may wish to present, such as time records.

b. In cases where the supervisor concurs that the employee is working an

excessive workload, the supervisor will address such a situation through

one or more of the following actions:

i. Eliminating, reducing or modifying the duties the employee is

performing;

ii. Providing logistical assistance or adding additional personnel on

either a temporary or permanent basis;

iii. Providing compensatory time off to the employee which is to be

scheduled on a mutually acceptable basis;

c. The supervisor will provide his/her determination in writing, with a copy to

the employee’s personnel file maintained at UHR, to the employee within

five (5) work days of the meeting referenced in subsection “a.” above.

d. An employee who is dissatisfied with the decision of his/her supervisor

may elect to meet with the next higher level of supervision to discuss the

situation and to seek further relief. Should the matter not be resolved at

this level, at the request of the union there shall be a meeting between two

(2) URA-AFT representatives and two (2) UHR representatives in an

attempt to come to a mutually acceptable resolution. The employee may

attend at the discretion of the union. Other administration representatives

may attend at the discretion of UHR. Any agreements reached at this

meeting shall be reduced to writing. The URA-AFT reserves the right to

grieve only where UHR refuses to meet and discuss the employee’s

complaint and to attempt to come to a mutually acceptable resolution.

Article 29 – Parking

The annual motor vehicle registration fee for employees wishing to register their

vehicles for the use of surface campus parking facilities shall be 1/10th of 1% of

the employee's annual salary for employees earning less than $25,000.

Thereafter, for salaries from $25,000 to $29,999 the rate shall be 11/100th of one

percent (.0011). For salaries from $30,000 to $34,999, the rate shall be 12/100th

of one percent (.0012). For salaries from $35,000 to $39,999 the rate shall be

14/100th of one percent (.0014). For salaries from $40,000 to $44,999 the rate

shall be 16/100th of one percent (.0016). For salaries from $45,000 to $49,999

the rate shall be 18/100th of one percent (.0018). Thereafter, the rate shall

increase 2/100th of one percent (.0002) for each additional $10,000 of salary or

portion thereof, the new rate to be applied to the entire salary.

The fee shall be based on the employee's annual salary at the time of billing.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 19

To the extent permitted by law, employees who pay the motor vehicle registration

fee for the use of campus parking facilities by way of payroll deduction shall be

given the option of paying said fee by way of a pretax payroll deduction.

Article 30 – Personnel Files

Only employees deemed as authorized by the University shall have access to

employee personnel files. All employees shall have reasonable access to their

central personnel files to review their employee records. The request for review

of such records shall be made in writing in advance to UHR and such review

shall be during regular office hours. An employee may respond in writing to any

document in the file. Such response shall become a part of the file.

In addition, upon a specific written request by an employee, the URA-AFT,

through a designated steward or URA-AFT officer, shall have the right to review

that employee's file. Such request for review shall state the reason for the

request and shall be scheduled in advance with UHR and shall take place during

regular business hours. Grievances shall not be a part of the employee's

personnel file. When any such documents are found in the central personnel file,

they shall be removed.

When a new position is posted, the job description provided in the job posting

will be made a permanent part of the personnel file of whoever is hired for the

position. The employee’s central personnel file will be maintained by UHR. This

information will be made available to the employee within seven days of a

written request.

Employees may request a copy of their position description from the format in

which it exists from their supervisor. If requested by an employee, the position

description will be placed in the employee’s central personnel file.

Article 31 – Political Check-off

To the extent permitted by law and as described more particularly in Appendix C

and Appendix D to this Agreement, as soon as practical after the effective date of

this Agreement, the University shall upon presentation of a proper and duly

signed authorization form, deduct from the salary of each employee in the

collective negotiations unit the sum authorized by the employee, not to exceed

the limits prescribed by law, for the purpose of contributing to the AFT Committee

on Political Education (COPE). This provision applies to present and future

members and non-member employees in the collective negotiations unit.

The fee deductions referred to above shall be forwarded to URA-AFT in

accordance with the provisions of applicable law and as described more

particularly in Appendix C and Appendix D to this Agreement.

20 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

Article 32 – Printing of Agreement

Rutgers shall post the collective negotiations Agreement between Rutgers and

the Union of Rutgers Administrators – American Federation of Teachers Local

1766 on the University Human Resources website.

Article 33 – Probationary Employees

All employees shall be considered as probationary employees for the first ninety

(90) calendar days of their employment. This probationary period may be

extended for no more than an additional ninety (90) calendar days without

concurrence of the URA-AFT. Probationary employees may be disciplined or

terminated at any time for any reason whatsoever at the sole discretion of

Rutgers and they shall not be entitled to utilize the provisions of the Grievance

Procedure.

Article 34 – Professional Development

Requests for attendance at professional conferences, workshops, seminars or

conventions shall be submitted in writing to the employee’s supervisor at least

thirty (30) days prior to the event. The request must describe in detail how the

professional development is of specific benefit to the employee’s

position/department, the time required to be away from work, and any costs

involved.

The supervisor will advise the employee of his/her decision in writing within

fifteen (15) days of the submission of the request.

Approval of such requests shall be subject to available funds and shall not be

unreasonably denied.

If an employee whose regular work schedule is an afternoon or night shift is

approved to attend the requested professional development during non-work

hours, the employee will be released from his/her scheduled work shift on the

date(s) of the event for an amount of time equal to the non-work hours spent at

the event, not to exceed the number of hours in the employee’s regularly

scheduled workday.

Employees who are not required to attend the Rutgers Defensive Driving course

by their department but who want to take the course may request to do so at a

time and date that is mutually convenient to the employee and the supervisor.

Such request shall not be unreasonably denied. All costs associated with taking

the course for those employees who are not required to attend shall be borne by

the employee.

No grievance under this article shall be eligible for arbitration.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 21

Article 35 – Reclassification

Position Classification /Reclassification Definition

The process determines the appropriate classification and grade for new, vacant,

and encumbered staff positions through a review of the position’s duties and

responsibilities. A review will be conducted whenever a new position is created or

when the functions of an existing position (either vacant or encumbered) change

significantly and either the position holder and/or the department requests a re-

evaluation of the position grade. Classification reviews focus on the contents of

the position, not the performance, length of service, or personal qualifications of

the employee. Major classification factors considered are:

• Knowledge

− Education & skills required

− Determination of technical depth, breadth, and relation skills

• Problem solving

− Environment – whether routine, standard, or broadly defined

• Accountability

− Autonomy, freedom to act, impact on organization, authority

When the department initiates a reclassification, the employee shall receive a

copy of the job description when finalized.

Process for Self-Initiated Reviews

1. An employee may self-initiate a request for reclassification of his/her

position, not more than once in a twelve (12) month period, by preparing

the appropriate forms and submitting them to UHR. A supervisory

signature is required prior to UHR review to confirm that the duties,

responsibilities and requirements are accurately stated. The supervisor

will provide a signature acknowledgment, electronic or otherwise, and

whether or not the duties, responsibilities and requirements are accurately

stated no later than thirty (30) days from when the employee presents the

supervisor with the forms for review.

2. The review shall be completed within eight (8) weeks of receipt by UHR. If

a self-initiated request for reclassification is denied, a written explanation

will be provided to the employee.

3. The employee may appeal if dissatisfied with the result of the UHR review

by submitting a written request to UHR stating the basis for the appeal and

including appropriate documentation. Appeal requests are to be submitted

within six (6) weeks of notification of the original classification. UHR will

conduct a telephone interview with the employee as part of the appeal

process.

22 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

4. UHR will complete the appeal review within 8 weeks of receipt of the

appeal request with an extension of thirty (30) calendar days if necessary.

5. The compensation for reclassifications to another grade will be effective

retroactively to the payroll week start date following receipt of the

completed request-for-reclassification materials by UHR.

6. The UHR website shall include guidance on how to prepare a self-initiated

reclassification request.

7. UHR will provide an email address on the UHR website where self-

initiated reclassification requests may be submitted as set forth in

paragraph 1 of this article. Receipt of the self-initiated reclassification

request in the designated email box will constitute notification to UHR and

initiates the time frame set forth in paragraph 2 of this article.

8. UHR shall provide a written explanation to an employee if it is determined

that an employee’s salary grade has been retained.

Article 36 – Removal of URA Employee/Titles from the

Bargaining Unit

1. The University shall provide notice to the URA-AFT when an employee

and position are removed from the bargaining unit.

2. Requests by the URA-AFT for documentation in support of the removal of

an employee and position from the bargaining unit shall not be

unreasonably denied.

3. If the URA-AFT disagrees with the decision of Rutgers to remove an

employee and position from the bargaining unit, the URA-AFT shall retain

all rights under law to challenge the decision of Rutgers, including direct

filings for arbitration, and Rutgers shall retain all rights, remedies and

defenses against any claim filed by the URA-AFT.

Article 37 – Retirement and Life Insurance Benefits

Eligible employees shall participate in the Public Employees’ Retirement System

or the Alternate Benefits Program consistent with the rules and regulations

governing these programs, and any changes in the rules and regulations made

by the State of New Jersey.

Article 38 – Environmental Health and Safety Committee

Rutgers and the URA-AFT agree to establish jointly a committee chaired by a

designee of Rutgers Environmental Health and Safety (REHS) to discuss

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 23

mutual problems concerning employee safety and environmental health. Upon

request in writing to meet by either party, the committee meeting must

convene within twenty (20) business days unless mutually extended.

Immediate safety problems should be reported to an appropriate supervisor or

to REHS. The URA-AFT may appoint four (4) employees who shall not lose

pay for the time spent at committee meetings. The URA-AFT may invite

representatives from other unionized bargaining units to attend meetings to

discuss mutual issues of concern.

Article 39 – Salary Adjustments

I. Starting Salary for New Hires

A. External Hires

Salary Ranges – The normal starting salary for a successful external

candidate for a vacancy in a salary range may be established by the hiring

department at a salary rate up to 15 percent above the established range

minimum salary. Hires beyond the 15 percent hiring range, but not in

excess of the established range maximum, require VP/Provost approval

and authorization.

Salary Grade Structures – For a vacancy in the grade structure, the

normal starting salary may be established up to ten (10) percent beyond

the midpoint of the grade. Exceptions will require the approval of the

appropriate Vice President/Provost and UHR.

Hiring at rates in excess of the range or grade maximum, including

requests for T-code appointments, are to be submitted to the Senior Vice

President for University Human Resources and Organizational

Effectiveness or his or her designee for consideration and decision.

B. Internal Hires

The compensation level for a successful internal candidate (current

Rutgers employee) for a job posting will be determined as detailed in the

following section on Promotion or the section on lateral move as

appropriate.

II. Promotion

Promotion is the formal advancement of an individual from one position to a more

responsible vacant position in a higher salary range or grade. Promotion results

either when an employee is the successful applicant for such a position or when

a department decides to promote an employee internally to such a position. All

vacant positions that are to be filled must be reviewed by UHR. Affirmative

Action procedures must be followed during the recruitment process.

24 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

A. Salary

The salary increase resulting from a promotion is determined as follows.

(Use the same formula for employees who are promoted into a URA-AFT

covered position from another unit.)

1. A minimum of five (5) percent up to a maximum of fifteen (15) percent

increase to the employee’s salary at the discretion of the hiring

authority. The new salary cannot be less than the minimum or more

than the maximum of the new range or grade. Hiring authorities

should consider the relative internal worth of the position, qualifications

of the candidate, internal equity, and external competitiveness (i.e.

midpoint within relevant labor market and peer institutions) when

setting the promotional salary increase. An additional factor to take into

consideration is whether the promotion results in an increase in the

standard number of hours worked per week.

2. Under extraordinary circumstances, a Vice President or Provost may

request that an exception be made to provide an increase in excess of

the above parameters. Exception requests should be forwarded to the

Senior Vice President for Human Resources and Organizational

Effectiveness or his or her designee.

B. Effective Date of Promotion

The effective date is the date on which, after all necessary approvals are

received, the employee begins work in the new title.

III. Lateral Move

If an employee moves laterally (i.e., to a new position that is evaluated in the

same range or grade as the position the employee is leaving), the employee will

be placed in the new title but will remain at the same salary, unless the

department determines that an in-range/grade adjustment is appropriate and

approved in accordance with Section V.

IV. Job Reclassification

Job reclassification is the formal change in a position's range or grade due to a

substantive change in job content. Reclassification may be downward or upward

with a corresponding change in compensation and possibly a change in job title.

(See Article 35 regarding reclassification)

A. When a position has been reclassified to a higher range or grade, the

effective date of the upward reclassification will be the payroll begin date

following receipt of the completed Classification and Recruitment Form by

the Newark Human Resources Office, the Camden Provost's Office, or

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 25

UHR in New Brunswick. The compensation level for the individual is

determined by following the promotion policy in Section II.

B. When a position is reclassified to a lower range or grade, the

compensation level for the individual is determined by the downgrade

policy in Section VI.

V. In-Range/Grade Salary Adjustments

In-range/grade salary adjustments may be used to provide increases to

employees under the following conditions:

A. When an employee in the same position assumes a demonstrable

increase in the scope, depth, and complexity of their job functions and

their outcomes which do not warrant an upward reclassification of the

employee’s grade;

B. When an employee transfers to a different position within the same

salary grade and assumes a demonstrable increase in the scope,

depth, and complexity of job functions and their outcomes as a result of

the new position;

C. When an employee receives a written external employment offer where

the external position is at a comparable level to the employee’s current

position and within comparable job market, and a counter offer would not

result in internal equity issues within the requesting department;

D. In order to provide for an equity adjustment as a result of substantiated

internal and/or external market considerations.

All requests for in-range/grade salary adjustments require concurrence by the

supervisor, the department/division head, and the appropriate Vice

President/Provost. Requests will be submitted to UHR to determine if the

additional responsibilities added to the position are appropriate within the current

range/grade. UHR should consider the relative internal worth of the position,

qualifications of the candidate, internal equity, and external competitiveness (i.e.

midpoint within relevant labor market and peer institutions). In-range/grade salary

adjustments must satisfy the following parameters:

A. The salary adjustment should not exceed ten (10) percent.

B. The resulting salary does not exceed the salary range/grade maximum.

C. The employee has not had another in-range/grade salary adjustment

within the last 12 months.

D. The employee’s grade has not been upgraded as a result of a

reclassification or promotion within the last 12 months.

26 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

All requests that are outside of these parameters must be submitted to the Senior

Vice President for University Human Resources and Organizational

Effectiveness or his or her designee for approval.

VI. Downgrade

Moves to a lower job classification may occur as the result of an employee’s

personal choice (voluntary downgrade); for documented inadequate job

performance (deficiency downgrade); or when through no fault of the employee

the university determines that the individual position should be reclassified

downward (involuntary, no-fault downgrade).

An employee who is given notice of layoff but who, before removal from the

payroll, is the successful applicant for a lower-rated position, will be

compensated in accordance with Section VI.A. - Voluntary, below. An employee

who is laid off and then rehired will be compensated in accordance with the

Policy on Employment Protection, Section 60.4.3, of the University Policy Library.

If an employee moves into a position covered by a bargaining unit as a result of a

downward reclassification or as a result of being a successful candidate, the

rules for that unit apply.

Salary adjustments resulting from these downward moves are calculated as follows:

A. Voluntary and Deficiency Downgrades

1. If an employee voluntarily elects to move to a lower-rated job and

received an appraisal rating of Meets Standards on his or her most

recent performance evaluation, or if the downward move is a result of

documented below-standard job performance or documented

disciplinary action, the employee’s salary is reduced by a minimum of

five (5) percent and up to a maximum of fifteen (15) percent. If the

reduced salary exceeds the maximum of the lower range or grade, the

individual will be placed at the maximum of the lower range or grade.

2. The dean, director, or department head must submit a written request

for a salary reduction to the Senior Vice President for Human

Resources and Organizational Effectiveness or his or her designee for

consideration and decision.

3. The adjusted salary is effective the first day of the pay period following

the date the employee begins work in the lower-rated job title after all

necessary approvals have been received.

B. Involuntary Downgrade (No Fault Downgrade)

When the university, through no fault of the employee, determines that a

position should be reclassified downward, the individual is moved on to the

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 27

lower range or grade at the same salary, not to exceed the maximum of the

lower range or grade. If the salary falls above the range or grade maximum

and the employee received an appraisal rating of Meets Standards on his or

her most recent performance evaluation, the individual’s salary will be

frozen (“red-circled”) until such time as the maximum is raised above that

level, but not to exceed two years from the date the salary was frozen. If at

the end of two years (2) the red-circled salary continues to exceed the

maximum of the lower range or grade, the employee’s salary will be

reduced to the maximum of the lower range or grade at that time.

This Section does not apply to positions supported by grant funds. When a

position that is supported by grant funds is reclassified downward,

compensation will be calculated as in Section VI.A. – Voluntary.

VII. Title Upgrade

When the job content of a title remains essentially the same but the range or

grade is deemed to be incorrect and the title is given a higher range or grade,

incumbents are moved to the higher range or grade as follows:

A. The employee retains the same salary in the new range or grade.

B. If the employee’s salary is below the minimum of the new range or grade,

it will be increased to the minimum.

VIII. Title Downgrade

When the job content of a title remains essentially the same, but the range or

grade is deemed to be incorrect and the title is given a lower range or grade,

salary adjustments are calculated in accordance with Section VI.B. – Involuntary

Downgrade (No Fault Downgrade).

IX. Red-Circled Employees

A. When a red-circled employee is promoted or reclassified upward, the

compensation level for the individual is determined in accordance with the

promotion policy in Section II – Promotion.

B. When a red-circled employee is reclassified downward, the compensation

is determined by the downgrade policy in Section VI.B. – Involuntary

Downgrade (No Fault Downgrade).

C. When a red-circled employee's title is upgraded, salary is calculated in

accordance with Section VII.

D. When a red-circled employee's title is downgraded, salary is calculated in

accordance with Section VIII.

28 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

X. Exceptions

Exceptions to this article may be granted only by the Senior Vice President for

University Human Resources and Organizational Effectiveness or his or her

designee following written request by a dean, director, or department head.

XI. All determinations made pursuant to this Article shall be made at the sole and

exclusive discretion of the University.

Article 40 – Salary Grade Structure and New Job Titles

I. Salary Grades

All positions in the bargaining unit are assigned to one of the salary grades in

existence prior to certification of the URA-AFT as the exclusive representative

and these salary grade assignments shall continue unless changed pursuant to

the position reclassification system set forth in Article 35.

There is a minimum, midpoint and maximum salary for each salary grade. The

salary grades for each year of this Agreement are attached in Appendix E.

The job titles included in this bargaining unit as of the effective date of this

Agreement and the corresponding salary grades are attached in Appendix F.

II. New Job Titles

New job titles established by the University after the effective date of this

Agreement that are included in the URA-AFT bargaining unit shall be assigned a

salary grade by the University according to its position classification system. The

University then will provide the URA-AFT with a copy of the position description

and the salary grade that has been assigned. Within fifteen (15) working days

after receipt of this information, URA-AFT may ask UHR that the salary grade

assigned to the new position be reconsidered. URA-AFT may submit any

relevant information to UHR to be considered in its reconsideration. UHR will

inform URA-AFT of the result of this reconsideration and will provide a written

explanation why the salary grade assigned is appropriate. If the salary grade is

different than the salary grade originally assigned, salary adjustments, if any,

shall be implemented in accordance with Article 39 – Salary Adjustments.

Article 41 – Salary Improvements

STAFF COMPENSATION PROGRAM (“SCP”)

Subject to the appropriation of and allocation to the University by the State of

adequate funding for the specific purposes identified for the full period covered

by this Agreement (refer to Appendix G for the application of this provision), the

following economic provisions shall apply:

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 29

A. Eligibility

Employees who meet all the requirements listed in section C below for a

particular fiscal year are eligible to participate in the SCP.

B. SCP Procedure

1. Performance Evaluation Process

a. Evaluations for all employees will be completed by April 30 of

each fiscal year. The performance evaluation form is in

Appendix H of this Agreement. At the time of completion of the

performance evaluation, the standards for the next year’s

evaluation process will be set by employee’s supervisor and

discussed with the employee.

b. Employees will be evaluated for the period starting May 1 of the

previous year against the performance standards established

during the previous evaluation process and any additions or

modifications that have been communicated to the employee

during the year.

c. Supervisors will notify employees of their performance

evaluation ratings by May 15 of each year and will provide

employees an opportunity to comment in writing by June 1.

Comments shall be attached to the appraisal.

d. Employees who accepted another position included in the

bargaining unit are eligible to participate in the SCP in that fiscal

year. Department heads from both the former and current units

will collaborate on the performance appraisal.

e. Employees who report to a new supervisor within a particular

fiscal year are eligible for the SCP in that fiscal year. The new

supervisor is responsible for discussing and collaborating with

the former supervisor or department head, if available, to

complete the evaluation.

f. Employees who announce their intent to retire must still be

evaluated.

g. Employees who are temporarily red-circled as the result of a no-

fault downgrade must still be evaluated.

h. The SCP outlined in this article shall only occur once per year

as outlined above (or twice in the case of Section B.2.b. below).

30 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

2. Performance Rating Categories

The two rating categories are:

a. Meets Standards – This rating encompasses a wide range of

performance from the employee satisfactorily meeting job

expectations to making exceptional contributions in advancing

the objectives of their departments and/or the university.

b. Does Not Meet Standards – Employees who do not

satisfactorily meet job expectations and overall do not

consistently perform their assigned responsibilities adequately

will be given this rating. Employees who receive this rating will

be provided specific guidelines on how to improve performance

and will be re-evaluated again by October 15 of that year.

C. Salary Increase

The minimum and maximum salary for each grade shall be increased by the

amount/percentages set forth below. Red-circled employees whose salary

increase would put them above the maximum salary for his/her salary grade

shall receive a one-time bonus for the amount of the increase that exceeds

the maximum salary for the grade. Salary increases and bonuses, if any, for

grant-funded employees shall be borne by, and shall be subject to the

availability of funds for this purpose, the grant that supports the employee.

1. Fiscal Year 2018-2019

URA-AFT unit employees shall receive a retroactive across the board

salary increase in the amount of 3%, effective July 1, 2018. To be

eligible for this payment, members of the unit must be on the

University’s payroll in a URA negotiations unit position on the date of

ratification and continue to be on the payroll in a URA negotiations unit

position on the payment date of the increase. The annual base salaries

of record for all unit members will be adjusted accordingly. The new

rate of pay will be effective July 1, 2018.

2. Fiscal Year 2019-2020

URA-AFT unit employees shall receive an across the board salary

increase in the amount of 3%, effective July 1, 2019 (including any

necessary retroactive amount). To be eligible for this payment, members

of the unit must be on the University’s payroll in a URA negotiations unit

position on June 30, 2019 and continue to be on the payroll in a URA

negotiations unit position on the payment date of the increase. The

annual base salaries of record for all unit members will be adjusted

accordingly. The new rate of pay will be effective July 1, 2019.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 31

3. Fiscal Year 2020-2021

URA-AFT unit employees shall receive an across the board salary

increase in the amount of 3%, effective July 1, 2020. To be eligible for

this payment, members of the unit must be on the University’s payroll

in a URA negotiations unit position on June 30, 2020 and continue to

be on the payroll in a URA negotiations unit position on the payment

date of the increase. The annual base salaries of record for all unit

members will be adjusted accordingly. The new rate of pay will be

effective July 1, 2020.

4. Fiscal Year 2021-2022

URA-AFT unit employees shall receive an across the board salary

increase in the amount of 2.5%, effective July 1, 2021. To be eligible

for this payment, members of the unit must be on the University’s

payroll in a URA negotiations unit position on June 30, 2021 and

continue to be on the payroll in a URA negotiations unit position on the

payment date of the increase. The annual base salaries of record for

all unit members will be adjusted accordingly. The new rate of pay will

be effective July 1, 2021.

D. Special Circumstances

Salary increases granted to certain employees in the categories identified

below pursuant to this SCP will be implemented as follows:

1. Eligible ten-month or part-time staff salary increases will be based

on their prorated salary.

2. For extension service employees who are partially paid by a

county, increases will be based upon their full salary, including the

county portion.

3. For employees currently in an acting assignment, salary increases

will be based on the pre- acting salary and then the acting rate will

be recomputed.

E. Appeal Process

1. Employees who claim that SCP procedures were not followed, that

there was a demonstrable factual inconsistency in the employee’s

evaluation, or that they were not evaluated according to the

performance standards for their job, may seek review only as

described below, which shall be the sole and exclusive remedy and

appeal for such claim. The judgment that forms the basis of

whether an employee is evaluated as “meets standards” or “does

32 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

not meet standards” shall be at the sole and exclusive discretion of

the University and not subject to the above appeal process.

The employee may initiate a review within 30 days of receipt of the

performance evaluation. The employee must inform his or her

immediate supervisor in writing on a SCP Review Request Form

available from University Human Resources of the claim that

procedures have not have been followed, that there was a

demonstrable factual inconsistency in the employee’s evaluation, or

that he/she was not evaluated according to the performance

standards for the job. The supervisor must provide a written

response to the employee within 30 days of receipt of the

employee’s completed Review Request Form.

If the employee is not satisfied with the supervisor’s written

response, the employee may, within 30 days of receipt of the

supervisor’s written response, request in writing a review of the

matter by the dean, director or department head who shall meet

with the employee and provide a written response within 30 days of

receiving the request for review.

If the employee is not satisfied with the written response by the

dean, director or department head, he or she may within 30 days

request in writing a review of the matter by the Vice President or

Provost (or designee) for the employee’s area who will provide a

written response within 30 days of receiving the request for review.

In all cases, the decision of the Vice President or Provost is final.

At each level, the employee shall provide a copy of all prior

requests for review and prior written responses.

F. Information Exchange

The union will be provided in writing the final report of the amount that

each employee receives through the SCP no later than 30 days from the

date he/she is notified of the raise.

Article 42 – Seniority and Layoff

I. Seniority

A. Seniority for the purpose of this Article shall be based upon an

employee’s continuous length of service in the bargaining unit. In the

event employees have the same seniority date, their respective

seniority shall be determined by the date of commencement of

employment at Rutgers. If employees continue to have the same

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 33

seniority date, their respective seniority shall be determined by

alphabetical order of their last names.

B. The Office of Labor Relations shall maintain seniority lists of

employees, including the date of hire, and if applicable, the date of

transfer into the bargaining unit. Copies of seniority lists shall be

furnished quarterly to the URA-AFT.

II. Layoffs

A. Layoff shall be defined as the elimination of a position or positions

within a particular work unit. A work unit is a budgetarily discrete

academic or administrative entity. The URA-AFT shall be informed of

all notices of layoff.

B. In the event of layoff, the following shall apply:

1. Where one or more employee(s) in the same title performing the

same functional tasks in the same work unit is being laid off, layoff

shall be implemented in reverse order of seniority, provided the

senior employee has the requisite qualifications and abilities to

perform the work available.

2. With respect to laid off employees who have provided current

contact information to UHR, the following shall apply:

a. The employee who is being laid off may meet with UHR’s

designee to identify open positions for which he/she may be

qualified, including but not limited to the title currently held. The

laid off employee may apply for and will be interviewed and

considered for such open positions for which he/she meets the

requisite qualifications.

b. However, where more than one laid off employee meets the

requisite qualifications for an open position, up to three laid off

employees, as determined by seniority, shall be interviewed and

considered.

c. Candidate selection for all open positions will be at the sole and

exclusive discretion of the hiring department.

C. Any employee who is laid off and has not been placed pursuant to

Section B above shall be placed on a preferred recall list for a period of

up to thirty (30) months. During this period, a laid off employee shall

be entitled to apply for any vacant URA-AFT position, and if he/she has

the requisite qualification and ability to perform the work shall be

interviewed and considered for that position. Candidate selection for

34 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

all open positions will be at the sole and exclusive discretion of the

hiring department.

D. If a position within the same title within the same work unit from which

the employee was laid off is restored during the thirty (30) month recall

period, the employee who previously held the position shall be recalled.

If more than one employee in the same title has been laid off from the

same work unit they shall be recalled to those restored positions in order

of seniority.

E. Upon recall to employment an employee shall retain all seniority rights

and benefits prior to being laid off and shall immediately begin to

accrue additional seniority for all purposes.

F. Employees hired on a 10 month basis shall not be entitled to utilize the

provisions of this Article during the 2 month period during which they

are not employed.

G. The following shall also apply to laid off employees during the 30 month

preferred recall period:

1. For employees rehired into a different position or recalled pursuant

to paragraph D above within 12 months of the last day of work,

vacation accrual will begin with the first complete calendar month

worked. Vacation allowance will be based on years of continuous

employment as a regularly-appointed staff member immediately

preceding layoff.

2. For employees rehired into a different position or recalled pursuant

to paragraph D above within 24 months of the last day of work, any

unused sick leave accrued under the former employment will be

carried forward to be credited toward sick leave payment at

retirement as well as for other authorized use.

3. For employees rehired into a different position or recalled pursuant

to paragraph D above within 12 months of the last day of work,

there will not be another probationary period.

III. Layoff Notice

A. The University agrees that prior to laying off employees (as layoff is

defined in Section II.A), it will, except in case of emergencies, give

notice of five (5) working days for each full year of service, except that

the minimum notice will be thirty (30) working days notice and the

maximum notice will be one hundred twenty five (125) working days.

B. During a laid off employee’s notice period, he/she may request time to

seek other employment either through use of vacation, administrative

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 35

leave, adjusted work schedule, or leave without pay. Such requests

shall not be unreasonably denied. All vacation should be used prior to

the effective date of the layoff if possible. However, the employee will

be compensated for any earned vacation that might remain at expiration

of notice period.

C. The above notice provisions do not apply to a temporary layoff of sixty

(60) calendar days or less.

D. With respect to employees whose positions are funded in whole or in

part by grants or contracts, employment is dependent upon the

continued availability of grant or contract funds. Where there is a

known scheduled expiration date of a grant or contract, the University

agrees to provide notice to the affected employee(s) of such expiration

thirty (30) days prior to the expiration date of the grant or contract. In

all other cases, the University agrees that as soon as practicable, it

will inform employees of the anticipated expiration or cessation of the

grant or contract.

Article 43 – Severability

The University and the URA-AFT understand and agree that all provisions of this

Agreement are subject to law. In the event that any provision of this Agreement

shall be rendered illegal or invalid under any applicable law, such illegality or

invalidity shall affect only the particular provision which shall be deemed of no

force and effect, but it shall not affect the remaining provisions of this Agreement.

Upon request of either party, the parties agree to meet and negotiate in good

faith regarding the provision so affected. In such event, after three (3)

negotiations sessions, either party may enlist the assistance of a mutually agreed

upon mediator with the cost to be shared equally by the parties. The parties

agree to meet with the mediator (together or separately as the mediator

recommends) for no more than three (3) meetings. There shall be no further

impasse procedures in connection with these negotiations.

Article 44 – Sick Leave

Sick leave is defined as a necessary period of absence because of the

employee’s own illness or for exposure of the employee to contagious disease.

Sick leave may also be used for pre-planned medical and dental appointments

provided that the employee submits a request as soon as is practical with the

expectation that the employee shall provide at least one weeks notice if possible.

Requests shall not be unreasonably denied. All requests shall be consistent with

medical confidentiality. Upon request, the employee shall provide verification

from the employee’s medical or dental provider of the date and time of the

appointment. If a request is initially denied and the employee provides verification

36 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

of the medical necessity of the specific date and time of the appointment, the

employee’s request to utilize sick time for that date shall not be denied.

The meaning of sick leave may be extended to include a charge to the

employee’s accrued sick leave time to provide medical care to a seriously ill

family member as defined in the special circumstances described below. The

number of days that the employee may charge to accrued sick leave time for the

special circumstances described in sections 1 and 2, below, shall not exceed a

total of fifteen (15) days per fiscal year.

The meaning of sick leave shall also be extended to include the following Special

Circumstances:

1. Emergency Attendance

Employee’s emergency attendance on a member of the employee’s family

(mother, father, spouse, domestic partner, child, step child, foster child,

grandchild, sister, brother, grandmother, grandfather) who is seriously ill.

2. Medically Certified Care.

Employee’s attendance upon the employee’s seriously ill family member

(as defined above) at a hospital, health care facility, or at home, or the

employee’s transport of the employee’s seriously ill family member to

medical treatment, when properly certified by a Health Care Provider on

the form designated in Appendix I. Use of sick leave will not be permitted

where the employee has failed to provide the certified form.

Medically certified care does not cover such situations as illness not

defined as seriously ill, matters unrelated to medical needs, baby-sitting,

running errands, and/or running a business for the family member while

he/she is ill.

Full-time employees shall accrue fifteen (15) days of sick leave in each fiscal

year at the rate of one and one-fourth (1-1/4) days per month. During the first

year of employment, employees will earn sick leave at the rate of one (1) day per

month of service except that employees appointed on July 1 will earn sick leave

at the rate of one and one-fourth (1-1/4) days per month.

Regularly appointed part-time staff employees accrue sick leave on the same

basis as full-time employees except that such accrual shall be prorated according

to the percentage of time appointed. For example, a 50% time employee earns

seven and one-half (7.5) full-time days by the end of the fiscal year [fifteen (15)

full-time days at 50% equals seven and one-half (7.5) full-time days.]

Unused sick leave is cumulative.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 37

Employees are expected to notify their supervisor preferably by telephone at

least fifteen (15) minutes before their scheduled start time on the work day on

which sick leave is used and to keep the supervisor adequately informed should

the absence extend beyond one day.

Employees who require more sick leave than accumulated will have their pay

adjusted accordingly except that the employee may charge such time to vacation

or administrative leave. In such cases, all sick leave policies will apply.

Employees may request that the supervisor make available for the employee’s

review a current record of the employee’s sick leave, such request will not be

unreasonably denied.

Credit will be granted for documented unused sick leave accumulated during

periods of previous employment at Rutgers.

Credit will also be granted for documented unused sick leave accumulated at an

agency of the State of New Jersey, including a state college or university, when

the individual comes to work in an eligible position at Rutgers with no break in

service from the date of termination at the previous state agency.

No cash payment is made for unused sick leave except upon retirement in

accordance with state legislation and implementing regulations. If the employee

had a break in service, sick leave accumulated prior to the break will not be

included in the lump sum calculation unless the break occurred as the result of a

layoff. Further details of this payment appear in University Policy Library Section

60.3.17 Unused Sick Time - Policy on the Administration of Payments to

University Staff Retirees.

Article 45 – Ten-Month and Part-Time Employees

Employees appointed on a regular 10-month basis (those employed for the

standard academic year) receive all benefits included in this Agreement on a pro-

rata basis except for holiday pay which will be granted only for those holidays

that fall during the academic year.

Employees appointed on a regular part-time basis receive all paid time off

benefits for which they are eligible on a pro-rata basis.

Article 46 – Tuition Remission Benefits

Regularly appointed employees who are appointed on a full time basis as of the

first day of class for the semester in which tuition remission is sought may qualify

for tuition remission for themselves and their dependent children subject to, and as

set forth in, the University’s Educational Benefits policy in Section 60.2.1 of the

University Policy Library so long as employees and their dependent children

comply with all administrative and academic requirements. This benefit shall

38 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

extend to dependent children of employees who are enrolled as part time students

in an undergraduate program studying for the first baccalaureate degree.

Article 47 – Union-Employer Information Exchange

A. The URA-AFT agrees to furnish to the University a complete list of all

officers and representatives of the URA-AFT, including titles, addresses,

campus phone numbers and designation of responsibility, and to keep

such list current.

B. The University agrees to furnish to the URA-AFT access, via the Union

Library, to a register of the employees covered by this Agreement. The

with the following fields, if the information is on file with the University:

1. Last Name

13. Workweek Designation

2. First Name

14. Percent Time

3. Home Address

15. Employment Date

4. Title

16. Gender

5. Job Class Code

17. Layoff Status and Date

6. Grade

18. Leave Status

7. Annual Base Salary

19. Retirement Date

8. Position Number (if applicable)

20. Home Phone Number

9. Department

21. Employee’s Office/Room Number

10. Campus Address

22. Work Email Address

11. Campus Phone Extension

23. Home Email Address

12. 10 or 12 month

24. Unit-Division-Organization Code

C. The University agrees to provide the URA-AFT, on a monthly basis, with

the posted job vacancy notification for every position that was posted in

that month and will provide a copy of each generic position summary for

union titles when and if they are developed.

D. The University further agrees to provide the URA-AFT, by way of being

copied on emails to employees, notifications of all reclassifications within

the union and notifications of in-grade salary adjustments within the union.

Article 48 – Union Leave

The University shall grant unpaid leave without the payment or the accrual of

benefits for up to three (3) employees (at any one time) who become URA-AFT

officers/employees. Seniority shall continue to accrue during such leave.

Such employees shall be entitled to reemployment by Rutgers to their position, if

it exists at the time of application to return to Rutgers’ employment, or to a similar

position, if one exists, providing that their absence does not exceed ten (10)

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 39

years and application is made within ninety (90) calendar days immediately

following separation from union office/union employment.

Article 49 – Union Representatives

Authorized representatives of the URA-AFT, who are not employees of Rutgers,

shall be admitted to the premises of Rutgers under the condition that reasonable

access to workplace and facilities will be granted so long as it does not interfere with

or disrupt ongoing work or university activities and operations. Prior to entering the

premises of Rutgers, the URA-AFT representatives shall make their presence and

destination known to the Office of Labor Relations or the Department/Unit Head or

his/her representative responsible for the area to be visited.

Stewards [not to exceed eighty-eight (88) in number throughout the University]

shall be designated in specific, geographic areas. Names of the employees

selected to act as Stewards and their areas of responsibility who represent

employees shall be certified in writing to the Office of Labor Relations annually in

January by the Local Union.

Stewards shall be granted a reasonable amount of time during their regular

working hours, without loss of pay, to interview an employee who has a

grievance and to discuss the grievance with the employee’s immediate

supervisor. The URA-AFT President or his/her designee shall be granted a

reasonable amount of time during his/her regular working hours, without loss of

pay to present, discuss and adjust grievances with Rutgers, provided such

person is an employee of Rutgers. When a designee is assigned to act in a

particular grievance, the URA-AFT will give Rutgers prior notice. Neither a

steward, nor a Union officer, nor a designee shall leave his/her work without first

obtaining permission from his/her immediate supervisor, which permission shall

not be unreasonably withheld.

The URA-AFT may have eleven (11) members, who are in the bargaining unit

covered by this Agreement, on the contract negotiating committee. Rutgers

agrees that these members shall not lose pay for time spent during their regular

working hours for attendance at negotiations sessions.

Rutgers agrees to permit authorized representatives of the URA-AFT employed

by Rutgers to take time off without loss of pay for the purpose of attending union

conventions, conferences and educational classes, provided that the total

amount of such time off without loss of pay shall not exceed fifty (50) days per

fiscal year of this Agreement. Permission for such time off must be obtained from

Rutgers. Such permission shall not be unreasonably withheld. Names of persons

attending such activities and time to be charged shall be certified in writing to the

Office of Labor Relations.

In addition Rutgers agrees to permit authorized representatives of the URA-AFT

employed by Rutgers to take time off without pay for the purpose of attending

40 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

union conventions, conferences and educational classes. The total amount of

time off without pay shall not exceed twenty-five (25) days in the first fiscal year

of this agreement, twenty (20) days in the second fiscal year of this agreement,

and fifteen (15) days in the third fiscal year of this agreement.

The union shall give two (2) weeks of notice to the Office of Labor Relations

concerning authorized representatives who will need unpaid release time to

attend Union conventions, conferences and educational classes.

Permission for such time off must be obtained from Rutgers. Such permission

shall not be unreasonably withheld. Names of persons attending such activities

and time to be charged shall be certified in writing to the Office of Labor

Relations.

The URA-AFT shall be permitted to meet with new employees in URA-AFT

covered positions for thirty (30) minutes immediately following the completion of

regularly scheduled new employee orientations conducted by University Human

Resources. Such new employees must report, unless otherwise excused, back to

their employing units following said meeting with the URA.

Article 50 – Union Security

A. Union Dues

Rutgers agrees to deduct from the paycheck the biweekly union dues of

each bargaining unit member, as defined herein, who furnishes a

voluntary written authorization to the URA-AFT for such deduction, on a

form acceptable to Rutgers. The URA-AFT shall remit signed authorization

forms to the Office of Labor Relations. Employees who have authorized

the payroll deduction of dues to the URA-AFT may revoke such

authorization by providing written notice to the Office of Labor Relations

and to the Union during the ten (10) days following each anniversary date

of their employment. An employee’s notice of revocation of authorization

for the payroll deduction of union dues shall be effective on the 30

day

after the employee’s anniversary date of employment. The amount of

union dues to be deducted by Rutgers from the bargaining unit member’s

paycheck shall be in such amount as may be certified to Rutgers by the

URA-AFT at least thirty (30) days prior to the date on which deduction of

union dues is to be made. Deduction of union dues made pursuant hereto

shall be remitted by Rutgers to the URA-AFT every four (4) weeks

together with a list of the names of bargaining unit members from whose

pay such deductions were made.

If after Rutgers receives a proper notice from an employee revoking dues

authorization, Rutgers mistakenly deducts dues from the employee and

transmits dues to the URA-AFT, the union shall be solely responsible for

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 41

returning to the employee the dues it has received under the provisions of

this Agreement.

B. Indemnification

The URA-AFT hereby agrees to indemnify and save harmless the

University from any claim, suit or action, or judgments, which may be

brought at law or in equity or before any administrative agency with regard

to or arising from the deduction from the salaries of any employee of any

sum of money as dues under the provisions of this Agreement.

Article 51 – University Closings

A. For a day or days when the University is officially declared as “Closed” by

the President or appropriate Vice-President, employees shall not be

required to charge vacation days, administrative leave, or personal

holidays to avoid loss of pay.

B. In addition, on any day or days in which all classes are cancelled on a

particular campus (Camden, Newark, or New Brunswick) by the

appropriate Vice-President or Provost due to a weather or other

emergency situation, the following will apply regarding attendance:

Lateness – The employee shall notify his/her supervisor as soon as

possible if it is necessary to be late in reporting to work. The

employee may charge any lost time to administrative leave,

vacation, or personal holiday if available. If no such time is

available, the employee will have his/her salary appropriately

adjusted for the lost time. There will be no disciplinary action taken

for such lateness.

Absence – The employee shall notify his/her supervisor as soon as

possible if it is necessary that he/she be absent. The employee

may charge the day to administrative leave, vacation, or personal

holiday if available, or will have his/her salary appropriately

adjusted. There will be no disciplinary action taken for such

absence.

Leaving Early – The employee must request and receive

permission from the appropriate supervisor to leave early. Such

permission shall not be unreasonably denied. Employees who are

allowed to leave early may charge the time to administrative leave,

vacation, or personal holiday if available. If no such time is

available, the employee will have his/her salary appropriately

adjusted for the lost time.

42 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

C. Sections A and B of this Article do not apply to those employees

previously designated as “essential” personnel. Essential personnel are

required to report to work and remain at work unless advised differently by

an appropriate supervisor.

D. Members of the bargaining unit who are regularly assigned to work at

county offices, facilities or buildings not subject to the operating policies or

rules and regulations of Rutgers shall follow the operating status

declarations of such county offices, buildings or facilities during severe

weather conditions or other such occurrences affecting the

opening/closing/operating status of such office, building or facility. For

example, an employee regularly assigned to a New Jersey County Office

shall not be required to report for work if said Office is closed due to

severe weather conditions despite the fact that Rutgers, or one of its

campuses or subdivisions, has not been declared closed. Similarly, an

employee so assigned shall be required to report for work at a County

Office if said Office has not been declared closed for a severe weather

condition even though Rutgers, or one of its subdivisions, has been

declared closed.

Article 52 – University Policies and Procedures

Rutgers and the URA-AFT agree that all members of the bargaining unit shall

enjoy and be subject to all University regulations, procedures and the University

Policy Library applicable to administrative employees except as may be

otherwise set forth in this Agreement. There shall be no duplication or pyramiding

of benefits. During the life of this Agreement, any change in University

regulations, procedures, or in the University Policy Library that constitutes a

change in a mandatorily negotiable term and condition of employment for

members of the bargaining unit shall be negotiated. The University will provide

the URA-AFT with notification of any additions or changes to University Policies

at the time of adoption or revision.

Article 53 – Use of University Facilities, Campus Mail & Equipment

A. Use of University Facilities

Rutgers shall provide authorized representatives of the Union with access

to members of the negotiations unit as follows:

1. The right to meet with individual negotiations unit employees on the

premises of Rutgers during the work day to investigate and discuss

grievances, workplace-related complaints and other workplace issues.

2. The right to conduct work site meetings during lunch and other non-

work breaks, and before and after the workday, on Rutgers premises

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 43

to discuss workplace issues, collective negotiations, the administration

of collective negotiations agreements, other matters related to the

duties of the union, and internal Union matters involving the

governance or business of the Union.

3. The right to meet with newly-hired negotiations unit employees, without

charge to the pay or leave time of the employees, for no more than 120

minutes at a University Human Resources, Human Resources-Newark

or Human Resources-Camden new employee orientation. Rutgers

shall provide the Union with a list of new negotiation unit employees

attending new employee orientation no later than noon of the

preceding business day.

4. The access to negotiations unit employees set forth in subsection 1

through 3 above shall be subject to the following: The Union will follow

all regular University procedures applicable to reserving and using

University buildings, facilities, or rooms. The Union’s access shall not

interfere with University operations. All group meetings shall be

conducted at reasonable times. The Union may be charged for

maintenance, security and other costs related to the use of the

building, facility, or room that would not otherwise be incurred by the

University.

5. The URA-AFT shall have the right to make reasonable use of the

University facilities and equipment, including duplicating, computing and

office equipment, and available audiovisual equipment, all in accordance

with University procedures. The URA-AFT shall pay reasonable costs as

established by the University for the use of equipment.

B. Campus Mail

1. To the extent permitted by law, upon the effective date of this

Agreement, the University will carry without charge by University

campus mail up to three times per semester the URA-AFT newsletter

to its bargaining unit members. The URA-AFT will not send, and the

University will not carry, by campus mail any other matter except

upon payment of appropriate United States Postal charges.

2. The URA-AFT shall indemnify and save harmless the University

against any and all claims, demands, suits, judgments, settlements, or

any other forms of liability, including reasonable counsel fees and other

costs of defense, that shall arise out of or by reason of any action

taken by the University to comply with Section B.1. above, including

liability for United States Postal charges, or that arise out of or by

reason of actions taken by the University in connection with defending

the legality of this indemnification provision. The URA-AFT shall remit

payment for said fees and costs to the University within 30 days after

44 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

receipt of a detailed statement of services rendered in connection with

said defense. If full payment is not remitted within 30 days, the

University’s obligation pursuant to Section B.1. shall be suspended for

so long as this statement of services remains unpaid.

The University shall retain its right to determine the course of conduct,

including but not limited to, the right to select counsel and determine

strategy, in any action arising out of or by reason of the provisions of

this Section B.

In the event this indemnification provision is found by any court or

administrative agency of competent jurisdiction to be illegal or

against public policy, then the University’s obligation under Section

B.1. above shall terminate.

C. Electronic Communication

1. The URA-AFT and its officers and stewards shall have the right to

use the email systems of the University to communicate with

negotiations unit members regarding collective negotiations, the

administration of collective negotiations agreements, the

investigation of grievances, other workplace-related complaints and

issues, and internal union matters involving the governance or

business of the union. The Union will comply with all policies and

guidelines of the University Office of Information Technology when

using the University’s email system.

2. The URA-AFT shall be entitled to utilize services such as online

event calendars to notify bargaining unit members of union

activities so long as said services are generally available for use by

the University community. The URA-AFT further agrees that such

use shall conform to any policies and procedures that may be

adopted by the University for use of such services and that apply

equally to all such notices.

D. The URA-AFT agrees that meetings conducted in Rutgers buildings and

other facilities that are owned or leased by Rutgers pursuant to this

Article shall not be for the purpose of supporting or opposing any

candidate for a partisan political office, or for the purpose of distributing

literature or information regarding partisan elections.

Article 54 – Vacation

Employees covered under this agreement shall enjoy and accrue vacation as set

forth in University Policy Library Section 60.3.10-Vacation For Staff Members,

except that effective July 1, 2008, 35 hour, 37.5 hour (NE) and 40 hour

employees shall, upon their tenth (10

) anniversary date of service, accrue

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 45

vacation at the rate of 1.66 days per full month worked through the completion of

twenty years (20) of service, after which the subsequent accrual rates set forth in

the Policy will apply.

Article 55 – Vision Care Program

Full-time employees covered under this agreement and their eligible dependents

(unmarried children under the age of 23) are eligible to participate in the Vision

Care Program established by the University. This program shall provide for up to

a $45 reimbursement for single vision corrective lenses and up to a $50

reimbursement for bifocal or trifocal corrective lenses.

Employees and eligible dependents are entitled to receive one reimbursement for

lenses purchased over a two year period, with each two year period determined

by the University.

Article 56 – Direct Deposit

All employees shall be eligible for Direct Deposit.

Employees must enroll in Direct Deposit by completing the Direct Deposit

Authorization form in Employee Self-Service.

For those employees who are unable to participate in Direct Deposit, if it is

deemed operationally feasible, the University shall provide employees with an

alternative electronic payment such as a payroll Debit card in lieu of a hardcopy

paycheck. If other electronic payment methods are offered by the University in

the future, the employee may alternatively elect to utilize such methods.

Article 57 – Federal Family & Medical Leave, New Jersey Family

Leave, New Jersey SAFE Act Leave

Notwithstanding any other provisions in this Agreement or in University policies,

in the event that an employee is eligible, as set forth by Federal or State statute,

and takes a leave of absence under the Federal Family and Medical Leave Act

(FMLA), the New Jersey Family Leave Act (NJFLA), or the New Jersey SAFE

Act, accrued sick time or sick leave must be used concurrently with the leave

permitted by the statutes.

In the event that an employee exhausts accrued paid sick time or sick leave (or,

if the employee does not have paid sick time or sick leave accruals to charge

concurrently with an approved leave granted pursuant to the FMLA, NJFLA,

and/or New Jersey SAFE Act), the remaining statutory leave time shall be

unpaid, unless the employee elects to use any other accrued paid time off

concurrently.

46 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

All such leave requests shall be processed in a manner consistent with medical

confidentiality.

Leave for an employee’s own serious health condition:

If an employee is approved for medical leave for his/her own serious health

condition, only accrued sick time must be used concurrently with the statutory

leave, unless the employee elects to use any other accrued paid time off

concurrently following the exhaustion of all accrued sick time.

If after an employee has exhausted the leave granted to him/her pursuant to the

FMLA or New Jersey SAFE Act, the employee is still unable to perform the duties

of his/her position because of his/her own serious health condition and has

remaining accrued sick time available, the employee shall be permitted to extend

his/her leave of absence by utilizing any remaining accrued sick time provided

that the employee provides medical certification substantiating their need for

such extension due their own serious health condition.

If after an employee has exhausted the leave granted to him/her pursuant to the

FMLA or New Jersey SAFE Act and has exhausted their accrued sick time, and

the employee is still unable to perform the duties of his/her position because of

his/her own serious health condition, the employee may be permitted to extend

his/her leave of absence by seeking a reasonable accommodation under the

Americans with Disabilities Act (ADA) and/or the New Jersey Law Against

Discrimination (NJLAD). While such a request is pending, an employee may elect

to use any other accrued paid time off. If a leave of absence is approved as a

form of reasonable accommodation under the ADA or NJLAD, the employee may

elect to use any other accrued paid time off during the leave of absence. To

seek additional leave as an accommodation, the employee must submit such a

request to Rutgers Office of Employment Equity and comply with the reasonable

accommodation process.

Leave to care for a family member:

If an employee is approved for leave to care for a family member with a serious

health condition or to care for and bond with a child after birth, adoption or

placement in foster care, only accrued sick time or sick leave must be used

concurrently with any statutory leave, unless the employee elects to use any

other accrued paid time off concurrently with statutory leave following the

exhaustion of all accrued sick time or sick leave.

Leave under the New Jersey SAFE Act:

If an employee is approved for leave under the New Jersey SAFE Act, the

employee may elect to use accrued paid time off concurrently during such leave

(or, if the employee has no accrued paid time off available, the balance of the

leave will be unpaid).

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 47

Article 58 – Handicap Parking

The Union may request a Labor-Management Conference to discuss a lack of

handicap parking at any worksite where Union members are assigned. When

such a conference is requested, the University will provide available data on the

number of employees in the corresponding building(s) who have registered for

handicap parking.

Article 59 – Telecommuting

1. Exempt URA-represented employees who have completed their

probationary periods are eligible to be considered for telecommuting. Not

all eligible employees will be suitable for telecommuting. Suitability for

telecommuting is based upon the individual employee as well as the

employee’s position and the needs of the employee’s department

(Department).

2. Telecommuting shall only be scheduled as follows:

A. Regular: a recurring arrangement generally consisting of the same

day or days each week when an employee works at the alternate

location. Regular telecommuting arrangements can be for a finite

or indefinite period of time.

B. Occasional (Non-Emergency): a sporadic occurrence from time to

time, generally on an as-needed basis.

C. Emergency: telecommuting that is precipitated by a crisis or other

emergency that significantly disrupts a facility or facilities or the

physical operation of a department. When needed to achieve

business continuity and to maintain critical functions, operations,

and services, telecommuting arrangements may be established

until normal operations can be restored at the regular work location.

3. In all cases, telecommuting arrangements are revocable and can be

discontinued at any time when it is in the judgment of the Department that

it is in the best interest of the Department to do so. The Department will

give 30 days notice of discontinuance unless extenuating circumstances

make such notice impracticable.

4. Telecommuting does not change an employee’s terms and conditions of

employment, including required compliance with or the application of

university policies. Additionally, an employee’s compensation and/or

benefits do not change as a result of a telecommuting arrangement.

5. Telecommuting is not intended to permit employees to have time to work

at other jobs or attend to other personal business, nor is it intended as a

48 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

substitute for dependent care. If persons in need of primary care are

regularly present in the alternate work location while the employee is

telecommuting, the employee must demonstrate that another individual is

present to provide the care.

6. Telecommuting is not intended to circumvent any leave that an employee

has requested and is entitled to pursuant to state and/or federal law,

university policy, or prevailing collective negotiations agreements.

7. Prior to executing a Telecommuting Agreement, an employee shall

complete the Safety Self-Audit, review and sign the Acceptable Use Policy

for Information Technology Resources, and the Request to Telecommute

form and attach said documents to the Telecommuting Agreement for

approval by his/her supervisor. Prior to executing a Telecommuting

Agreement, a supervisor shall review the documents referenced above for

completeness and shall complete the Feasibility Assessment

Telecommuting Policy form and have said form approved by his/her

supervisor. Upon receipt of an executed Telecommuting Agreement from

his/her supervisor, an employee shall execute and return the

Telecommuting Agreement.

8. The alternate location from which an employee telecommutes should be a

predetermined site, such as a home office, and should have a fixed work

area that will provide the employee with adequate access to the tools

necessary for telecommuting, such as a telephone, computer, internet

connection, etc. A supervisor or other appropriate university official may

arrange to visit the alternate work location, or have the employee provide

electronic images if the supervisor deems such images are acceptable,

when appropriate, to evaluate it for appropriateness prior to approving the

telecommuting agreement or when worksite-related concerns arise during

the telecommuting arrangement. The purpose of such a visit is to ensure

compliance of the alternate work location with the conditions contained in

the Telecommuting Agreement and related documents set forth in

Paragraph 7 above. Additionally, the department retains the right to make

prearranged on-site inspections of the remote work site during scheduled

work hours. Telecommuters should not hold business visits or in-person

meetings with professional colleagues, customers, or the public at

alternate work sites; exceptions to this provision must be approved in

advance by the department. Telecommuting does not convert the

alternate work location into a university place of business.

9. All costs, whether relating to the initial set-up or the maintenance of a

telecommuting arrangement, will be borne by the employee. The

Department does not assume responsibility for operating costs, home

maintenance, or other costs incurred by employees in the use of their

homes or other alternative work locations. The Department will not

reimburse the employee for out-of-pocket expenses for materials and

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 49

supplies that are normally available at his/her regular work location.

Where the work performed at the alternate location requires technology,

equipment or supplies, such as hardware, software, paper, ink, or the like,

that exceed the type or amount typical for home office use, the employee

may request that the Department provide directly, or through lending, such

technology, materials or equipment.

10. Except as set forth below, the employee must provide his/her own

computer, telephone, telephone service, internet connection, and any

other equipment necessary to facilitate the telecommuting arrangement,

unless otherwise expressly agreed to and approved. The Department

does not assume responsibility for the cost of employee-provided

equipment or its repair or service. The Department may, at its discretion,

use its funds for reasonable expenses that are necessary to facilitate the

telecommuting arrangement, if there is a legitimate business need and

adequate funding exists. Such expenses must be consistent with existing

university policies regarding purchasing and business expenditures. When

available, and at its discretion, the department may issue university-owned

equipment to an employee for use in telecommuting; however, the

equipment is to be used only by the telecommuting employee to perform

authorized university business. When university-owned equipment is

issued to an employee for telecommuting, the employee is responsible for

taking reasonable steps to protect it from theft, damage, and unauthorized

use. University-issued equipment used in the normal course of

employment will continue to be supported by the Department.

11. In general, telecommuting should not change the regular days and hours

that an employee is expected to be working; however, if a telecommuting

employee will be performing work outside of the employee’s normal work

days and hours, those work days and/or hours will be set forth by the

department in the Telecommuting Agreement. If it is found that an

employee is not performing work during the telecommuting hours, the

Telecommuting Agreement can be revoked, and the employee may be

subject to discipline as appropriate.

12. A telecommuting employee shall be as available for communication and

contact during the scheduled telecommuting time as he or she would be if

working at the regularly-assigned work location. Where practical,

supervisors will outline minimum expectations for how often the

telecommuting employee should check email and voicemail.

13. If relevant to the type of telecommuting schedule assigned to the

employee, the telecommuting employee shall report to the regularly-

assigned work location on non-telecommuting days. In addition,

supervisors may require that on a regular telecommuting day an employee

must report to the regularly-assigned work location or elsewhere as

50 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

needed for work-related meetings or other events. In that event, the

supervisor should give the employee as much notice as is practicable.

14. Certain adaptations may be necessary in how supervisors communicate

expectations and assignments, and provide ongoing assessment and

feedback, due to the fact that the telecommuting employee is not always

physically present in the regular work location. The supervisor and the

telecommuting employee should agree upon a workable means for

delivering such information, such as regular meetings or status emails.

Likewise, supervisors should also review and/or revise the criteria that will

be utilized for annual performance appraisals where applicable. Such

criteria should be clearly defined and measurable in terms of quantity,

quality, or time to complete. A supervisor who will be supervising a

telecommuting employee must review the Managing Employee

Performance Telecommuting Policy form prior to the employee

telecommuting.

15. The Department may offer a telecommuting arrangement to a suitable

employee or an employee may initiate a request to telecommute. In either

case, the Department must enter into a Telecommuting Agreement if it is

determined that the employee and the employee’s position are suitable for

telecommuting. An employee initiating a request to telecommute must do

so by utilizing the Request to Telecommute form.

16. A telecommuting employee must adhere to the established standards and

protocol relating to information protection, security, and technology as set

forth in, but not limited to, the Remote Site Security Standards. Failure to

adhere to the standards and protocol may result in revocation of the

Telecommuting Agreement and appropriate disciplinary action.

17. Except where the provisions therein are inapplicable or are in conflict with

the provisions contained in this Article, the University Human Resources

Telecommuting Guidelines shall apply in all instances whereby a URA-

represented employee of the Department is telecommuting. A copy of the

guidelines will be furnished to the URA-AFT unit member prior to

executing the Telecommuting Agreement.

18. No employee shall begin telecommuting prior to executing a

Telecommuting Agreement with the Department.

19. Except where the provisions therein are inapplicable or are in conflict with

the provisions contained in this Article, University Policy 60.3.22 shall

apply in all instances whereby a URA-represented employee of the

Department is telecommuting.

20. Determinations of the department as to whether an employee may

telecommute shall be final and not subject to the grievance procedure.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 51

Article 60 – Temporary and Casual Employees

Following the conclusion of the pending arbitration docketed under number AR-

2019-080, the parties agree that they will meet and negotiate, if necessary,

regarding any terms and conditions of employment contained in this Agreement

which are not set by the arbitration award for Class 3 employees who are

members of the negotiations unit. Until the conclusion of AR-2019-080, the

terms and conditions of employment for Class 3 employees shall continue to be

governed only by applicable University policies. Until a resolution is reached on

the terms and conditions of employment for Class 4 employees, the terms and

conditions of employment for such employees will continue to be governed only

by applicable University policies.

Unless otherwise set by the decision in AR-2019-080, Class 3 employees who

are members of the negotiations unit may utilize the grievance procedure set

forth in Article 14 of this Agreement to grieve alleged violations of only those

University policies that apply to Class 3 employees.

Until a resolution is reached on the terms and conditions of employment for Class

4 employees, Class 4 employees who are members of the negotiations unit may

utilize the grievance procedure set forth in Article 14 of this Agreement to grieve

alleged violations of only those University policies that apply to Class 4

employees.

52 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

Article 61 – Term

This Agreement shall be effective from July 1, 2018 until 12 midnight on June 30, 2022.

Rutgers, The State University of New Jersey

By:

_____________________________

Vivian Fernández

Harry M. Agnostak

_____________________________

Jeffrey T. Maschi

Alexandra Wojtenko Dunn

Union of Rutgers Administrators – American Federation of

Teachers; URA-AFT, Local #1766

By:

____________________________

Diana Byrd

Justin Esperon

____________________________

Eric Himsel

Jason Jordan

____________________________

Lucye Millerand

Barbara Nowakowski

____________________________

Christine O’Connell

Christopher Pflaum

____________________________

Helen Pirrello

Marilyn Reyes

____________________________

Gregory Rusciano

Kathleen Schechter

____________________________

Darlene Smith

Lawrence Stromberg

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 53

Side Letter Agreement Between URA-AFT (Union) and Rutgers University Regarding

Community Assistant Trainee I and Community Assistant Trainee II Positions

December 4, 2007

1. Effective June 30, 2008, all employees in the title of Community Assistant Trainee II

will be reclassified into the title of Community Assistant Trainee I with a

corresponding increase in compensation, in accordance with Article _, Salary

Adjustments, and increase in job responsibilities. The title of Community Assistant

Trainee II will be abolished.

2. Effective June 30, 2009, all employees in the title of Community Assistant Trainee I

will be reclassified into the position of Community Assistant II with a

corresponding increase in compensation, in accordance with Article _, Salary

Adjustments, and increase in job responsibilities. The title of Community Assistant

Trainee I will be abolished.

3. The current Salary Range compensation structure for Community Assistant Trainee

II, Community Assistant Trainee I, Community Assistant II and Community

Assistant I positions will continue until such time as University Human Resources

(UHR) places said positions into a Salary Grade compensation structure. UHR shall

provide notice to the Union when such a placement occurs.

4. The Union further recognizes that the number of employees hired into the positions

set forth in paragraphs one (1) and two (2) above are subject to the constraints of the

funding sources for said positions.

54 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

Side Letter Agreement Between URA-AFT (Union) and Rutgers University (Rutgers)

Regarding Union Initiation Fees and Assessments

November 28, 2007

To the extent permitted by law, the Union and Rutgers agree that if in the future

union initiation fees or assessments are established by the Union, Rutgers will deduct

said fees or assessments from the bi-weekly paycheck of union members in the

bargaining unit as follows. The payroll deduction shall commence no sooner than thirty

(30) days after receipt by Rutgers from the Union of a voluntary written authorization

for such deduction(s) from each employee for whom such a deduction shall be made.

The voluntary written authorization shall set forth the bi-weekly amount to be

deducted.

The written authorization may be cancelled and the deduction terminated upon

receipt by Rutgers of written notice of such cancellation by the employee.

Amounts deducted pursuant to this side letter agreement shall be remitted by

Rutgers to the Union every four (4) weeks together with a list of the names of employees

from whose pay such deductions were made.

The Union hereby agrees to indemnify, defend and save harmless the University

from any claim, suit or action, or judgments, including reasonable costs of defense

which may be brought at law or in equity, or before any administrative agency, with

regard to or arising from the deduction from salaries of any employee of any sum of

money deducted under the provisions of this side letter agreement.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022 55

56 Rutgers/URA-AFT Local 1766 Agreement – July 1, 2018–June 30, 2022

A – 1

Appendix A

RUTGERS POLICY

Section: 50.3.3

Section Title: Legal Matters

Policy Name: University Indemnification Policy

Formerly Book: 6.4.4

Approval Authority: Board of Governors

Responsible Executive: Vice President and General Counsel

Responsible Office: Office of the Vice President and General Counsel

Originally Issued: 5/1972

Revisions: 6/1977; 7/1985

Policy:

50.3.3 UNIVERSITY INDEMNIFICATION POLICY

The University, subject to the requirement of law and public policy of New Jersey and

except as otherwise provided herein, shall indemnify to the full extent permitted by the

New Jersey Tort Claims Act, N.J.S.A. 59:1-1, et seq., and any amendments thereto, any

officer or employee acting as an agent of the University for any act or omission arising

out of and in the course of the performance of the duties of his or her office, position or

employment with the University, providing that the University shall have the right to

conduct the defense, including the appeals of any such officer or employee, it being

understood, as well, that the University shall defray all costs of defending such action,

including reasonable counsel fees and expenses. Any such indemnification may be

made by the University only as authorized in a specific case upon a determination that

indemnification is proper under the circumstances because the officer or employee met

the requisite standard of conduct set forth in the New Jersey Tort Claims Act.

This determination shall be made by the Vice President and General Counsel, who shall

be generally responsible for the administration of the University Indemnification Policy.

The Vice President and General Counsel may, however, in his or her discretion decide

that it is appropriate to refer a particular matter to the Board of Governors for its

determination. Such right of indemnification shall inure to the benefit of the legal

representative of any such officer or employee.

The foregoing indemnification shall be in addition to, and not in restriction or limitation of,

any privilege or power which the University may have with respect to the indemnification

or reimbursement of its officers or employees.

_____________________________________________

All regulations and procedures are subject to amendment.

A – 2

Appendix B

Dining Services Meal Program “Opt-Out” Form

___________________________________ _________________

Last Name, First Name (PRINT) Dining Services Unit and Campus Location

To: ________________________ __________________________

Supervisor Date

I voluntarily request to opt out of the Dining Services Meal Program due to my current

work assignment in a non-dining facility where food is not served. I understand that

should my work assignment change at any time to a dining facility where food is served,

the Dining Services – Executive Director’s Office will reinstate my participation in the

Dining Services Employee Meal Program, and the meal charges will be reinstated to

coincide with the effective date of my transfer.

__________________ _______________________________

Supervisor’s Signature Employee’s Signature

_______________________________________________________

Dining Services – Executive Director’s Office

Cc: Dining Services – Executive Director’s Office

Office of Labor Relations

Payroll Services

Employee Copy

URA-AFT

A – 3

Appendix C

AGREEMENT CONCERNING PAYROLL DEDUCTIONS

FOR CONTRIBUTIONS TO COMMITTEE ON

POLITICAL EDUCATION (“COPE”) FOR EMPLOYEES REPRESENTED BY

UNION OF RUTGERS ADMINISTRATORS, AMERICAN FEDERATION OF

TEACHERS (URA-AFT), AFL-CIO (“URA-AFT” or “Union”)

WHEREAS, URA-AFT has requested that RUTGERS, THE STATE

UNIVERSITY OF NEW JERSEY (“Rutgers”) deduct from employees’ wages

contributions to the COPE; and

WHEREAS, during contract negotiations URA-AFT asked Rutgers to

make such payroll deduction and Rutgers agreed, as described in Article 31 of

the parties’ collective negotiations agreement, and as described in this Appendix

C and in Appendix D,

WHEREAS, URA-AFT and Rutgers acknowledge that Rutgers’ agreement

to implement payroll deductions for employees who choose to make

contributions to COPE is not in any way an endorsement of COPE by Rutgers;

and

WHEREAS, URA-AFT and Rutgers have entered into an Indemnification

Agreement (Appendix D to the parties’ collective negotiations agreement)

executed simultaneously with this Appendix C for the purpose of indemnifying

Rutgers against any liability arising from Rutgers’ implementation of this payroll

deduction program;

NOW, THEREFORE, the parties enter into this Appendix in order to set

forth the parameters for administration of the payroll deduction for employee

contributions to COPE (“payroll deduction”) for employees represented by

URA-AFT and for the purpose of prescribing the obligations which Rutgers will

undertake in regard to this payroll deduction and the obligations which URA-

AFT will undertake:

1. General: Responsibility for communicating to employees information

about the payroll deduction resides with URA-AFT and not with Rutgers.

However, URA-AFT representatives may not conduct any business whatsoever

concerning this payroll deduction on work time. Furthermore, no resources of

A – 4

Rutgers may be used with respect to the payroll deduction except as explicitly set

forth in this Appendix.

2. Marketing and Enrollment:

a. Responsibility for communicating to employees information about the

payroll deduction resides with URA-AFT.

b. URA-AFT acknowledges that the payroll deduction is not selected,

sponsored, or endorsed by Rutgers or by the State of New Jersey and agrees not

to make any representations to the contrary. URA-AFT agrees that no materials

which are distributed concerning the payroll deduction will identify Rutgers or

the State of New Jersey in any way as a sponsor or endorser and further agrees

that such materials will include the following statement approved by Rutgers

disclaiming any responsibility on the part of Rutgers for the information

contained therein:

The payroll deduction suggested by URA-AFT is not sponsored or

endorsed

in any way by Rutgers, the State University or by anyone on its behalf, or

by the State of New Jersey. Rutgers makes no promises or representations

of any kind whatsoever concerning this payroll deduction.

Such materials will clearly identify the representatives of URA-AFT who are

responsible for administrative details of the payroll deduction such as inquiries

and problem resolution.

URA-AFT will (within seven (7) days of the effective date of the collective

negotiations agreement to which this is an Appendix) submit to Rutgers draft

materials (letters) for the University’s review and approval, which conform to the

requirements as set forth herein. If additional materials for or about the payroll

deduction are used to promote the payroll deduction or solicit applications that

refer to Rutgers or the State of New Jersey they will be submitted to Rutgers’

Office of Labor Relations for review before distribution in order to ensure that

such materials comply with the provisions of this Appendix.

c. In the event that the University receives a COPE authorization form

directly from an employee, rather than from URA-AFT, the University shall

provide URA-AFT with a copy of the form at the time the next COPE deductions

are sent to URA-AFT, and URA-AFT thereafter shall incorporate any changes on

the next roster it provides pursuant to 4. c. below.

A – 5

3. Cancellations: An existing payroll deduction may be cancelled with thirty

(30) days notice to Rutgers from the employee. URA-AFT will prepare a

cancellation notice (within seven (7) days of the effective date of the collective

negotiations agreement to which this is an Appendix) for Rutgers’ review and

approval.

4. URA-AFT Agrees:

a. To provide to Rutgers evidence that COPE is properly registered as

required by

applicable law complies with reporting requirements imposed by law and makes

contributions only in compliance with applicable legal standards.

b. To accept on a monthly basis whatever payroll deductions have been

authorized by this Appendix and to make the contributions to COPE.

c. To provide Rutgers by the first of each month a roster in a format to be

specified by Rutgers with the name, social security number and biweekly

deduction amount for employees in the collective negotiations unit who have

authorized payroll deductions for COPE.

d. To provide for the University’s review all authorizations signed by

employees, all cancellations signed by employees and all documents related to

adjustments or changes to the payroll deduction and to thereafter retain the

documents.

e. To provide refunds to participants as necessary.

f. To be responsible for all administrative details such as inquiries,

adjustments and problem resolution.

g. To make routine adjustments to recover previously remitted contributions

to URA-AFT when Rutgers subsequently determines that such contributions

should not have been credited to COPE due to the participant’s having received

unearned salary.

h. To implement new enrollments, adjustments, or cancellations

prospectively only, with no retroactive adjustments, except as may be required

by Paragraph 4.g. above and by Paragraph 5.b. below.

A – 6

i. To notify Rutgers of the cancellation of payroll deductions by any

participant by the first of the month prior to the month in which deductions are

to be discontinued. To ensure that the amount that the employee deducts from

each paycheck shall in no event exceed $5,000 per year, or such other amount as

the law permits.

5. Payroll Deductions:

a. Rutgers will begin to take employee payroll deductions of fixed dollar

amounts specified on the initial rosters to be supplied by URA-AFT, in a format

specified by Rutgers, on or about thirty (30) days after receipt in Payroll Services

of rosters. Such payroll deductions will begin on the first “benefits” payroll of

each month and will be in the biweekly amount specified by URA-AFT provided

the participant has sufficient net pay to cover this deduction after all other

mandatory and voluntary deductions are taken. There will be no retroactive

deductions.

b. Any amounts over deducted will be refunded to the employee by URA-AFT.

c. Payroll deduction will continue until such time as the participant moves

out of a position represented by URA-AFT, terminates, requests to have the

deductions cease, a new authorization is received from URA-AFT specifying a

different deduction amount or a term and condition of this Appendix fails.

d. Rutgers will submit deductions to URA-AFT within fifteen (15) days after

the end of the month in which such deductions are taken, along with a roster

reflecting the detail of the deductions.

e. Rutgers will provide programming for these deductions at no cost to

URA-AFT. URA-AFT will be liable for administrative, processing and other

costs incurred by Rutgers in administering payroll deductions. Invoices will be

submitted periodically to URA-AFT by Rutgers. Payment is due within thirty

(30) days after the date of invoice. Rutgers may suspend payroll deductions if

payment is not made in a timely fashion.

6. Grievances: URA-AFT agrees not to file grievances on its own behalf or

on behalf of any bargaining unit member concerning Article 31 of the parties’

collective negotiations agreement, concerning the validity, implementation, or

any other matter related to this Appendix, or concerning the validity,

implementation or any other matter related to Appendix D to the parties’

collective negotiations agreement. The sole and exclusive remedy of URA-AFT

A – 7

and bargaining unit members for any and all such claims shall be to present

them for consideration to a Labor Management Conference as set forth in Article

19 of the parties’ collective negotiations agreement.

7. Sole and Entire Agreement: Article 31 of the parties’ collective

negotiations agreement, this Appendix and the Indemnification Agreement set

forth in Appendix D executed simultaneously with this Appendix constitute the

sole and entire agreements between Rutgers and URA-AFT concerning payroll

deductions for contributions to COPE for employees represented by URA-AFT.

No other promises or agreements shall be binding on the parties unless they are

in writing and signed by the parties to these agreements.

8. Effective Date: This Appendix is effective as soon as practical after the

effective date of the parties’ collective negotiations agreement to which this shall

be an Appendix.

A – 8

Appendix D

INDEMNIFICATION AGREEMENT

WHEREAS, the Union of Rutgers Administrators, American Federation of

Teachers, AFL-CIO, (“URA-AFT”) has requested that RUTGERS, THE STATE

UNIVERSITY OF NEW JERSEY (“Rutgers”) allow employees to choose to deduct

from their paychecks amounts to be contributed to the AFT Committee on

Political Education (COPE), a political action committee registered with the

Federal Election Commission;

WHEREAS, URA-AFT acknowledges that Rutgers has agreed to make

such deductions as set forth in Article 31 of the parties’ collective negotiations

agreement and in Appendix C thereto executed simultaneously herewith; and

WHEREAS, URA-AFT acknowledges that, to the extent that Rutgers

makes payroll deductions for employees who choose to make contributions to

COPE, Rutgers is not in any way endorsing COPE; and

WHEREAS, Rutgers will honor valid written requests for payroll

deductions to make contributions to COPE that are signed by employees

represented by URA-AFT and forward the amounts so deducted to URA-AFT, as

set forth more particularly in Appendix C, only on the condition that URA-AFT

indemnify Rutgers against any liability arising from Rutgers’ participation in

making these payroll deductions available;

NOW, THEREFORE, in consideration of Rutgers’ and URA-AFT’s

agreement that Rutgers honor valid written signed requests for payroll

deductions to be made for contributions to COPE and to forward the amounts so

deducted to URA-AFT, the parties agree as follows:

1. URA-AFT agrees to indemnify and hold Rutgers, its governors,

trustees, officers, agents, employees, representatives, successors and assigns,

harmless against any and all liabilities, costs, claims, expenses, losses, judgments,

attorneys’ fees and interest, of any nature and without limitation, arising in

whole or in part from payroll deductions for COPE by Rutgers’ employees or the

implementation or application of the payroll deduction program. Rutgers shall

retain its right to determine its course of conduct, including but not limited to the

right to select counsel and determine strategy, in any claim or action arising out

of or by reason of the offering the payroll deduction to Rutgers’ employees, or

the implementation or application of the payroll deduction program.

2. This Indemnification Agreement also shall cover any claims or actions

in connection with defending the legality of this Indemnification Agreement.

A – 9

Furthermore, URA-AFT will not challenge the legality of this Indemnification

Agreement or any portion thereof, nor assist any other person or entity in doing

so. In the event that this Indemnification Agreement is deemed to be illegal or

against public policy or otherwise unenforceable by any court or administrative

agency of competent jurisdiction, the parties agree that any obligations which

Rutgers otherwise may have regarding payroll deductions for COPE under

Article 31 of the collective negotiations agreement and under Appendix C thereto

shall cease, effective immediately.

3. URA-AFT represents and warrants that the execution and performance

of this Indemnification Agreement has been duly authorized and that the

officer(s) executing the Indemnification Agreement on URA-AFT’s behalf is duly

authorized to do so.

4. This Indemnification Agreement shall be governed by the laws of the

State of New Jersey.

URA-AFT

________________________

BY:

A – 10

Appendix E – Salary Tables

URA-AFT Admin Grade Structure

Effective July 1, 2018

Effective July 1, 2019

Grade

Minimum

Midpoint

Maximum

Grade

Minimum

Midpoint

Maximum

31,465

39,055

46,644

32,409

40,226

48,043

36,006

44,731

53,456

37,086

46,073

55,060

41,227

51,262

61,296

42,464

52,800

63,135

47,230

58,772

70,313

48,647

60,535

72,422

54,134

67,405

80,676

55,758

69,427

83,096

62,074

77,337

92,599

63,936

79,657

95,377

71,205

88,756

106,307

73,341

91,419

109,496

81,706

101,892

122,077

84,157

104,948

125,739

93,783

116,995

140,206

96,596

120,504

144,412

107,670

134,363

161,056

110,900

138,394

165,888

123,640

154,337

185,033

127,349

158,967

190,584

142,003

177,306

212,608

146,263

182,625

218,986

Effective July 1, 2020

Effective July 1, 2021

Grade

Minimum

Midpoint

Maximum

Grade

Minimum

Midpoint

Maximum

33,381

41,433

49,484

34,216

42,469

50,721

38,199

47,456

56,712

39,154

48,642

58,130

43,738

54,384

65,029

44,831

55,743

66,655

50,106

62,351

74,595

51,359

63,910

76,460

57,431

71,510

85,589

58,867

73,298

87,729

65,854

82,046

98,238

67,500

84,097

100,694

75,541

94,161

112,781

77,430

96,516

115,601

86,682

108,097

129,511

88,849

110,799

132,749

99,494

124,119

148,744

101,981

127,222

152,463

114,227

142,546

170,865

117,083

146,110

175,137

131,169

163,736

196,302

134,448

167,829

201,210

150,651

188,104

225,556

154,417

192,806

231,195

A – 11

Appendix E – Salary Tables

URA-AFT Information Technology Grade Structure

Effective July 1, 2018

Effective July 1, 2019

Grade

Minimum

Midpoint

Maximum

Grade

Minimum

Midpoint

Maximum

35,839

44,499

53,158

36,914

45,834

54,753

41,034

50,993

60,951

42,265

52,523

62,780

47,011

58,464

69,916

48,421

60,217

72,013

53,883

67,053

80,223

55,499

69,065

82,630

61,786

76,932

92,077

63,640

79,240

94,839

70,872

88,291

105,710

72,998

90,940

108,881

81,322

101,353

121,383

83,762

104,393

125,024

93,343

116,378

139,413

96,143

119,869

143,595

107,161

133,653

160,144

110,376

137,662

164,948

123,055

153,520

183,984

126,747

158,126

189,504

141,336

176,370

211,403

145,576

181,661

217,745

162,354

202,643

242,932

167,225

208,723

250,220

Effective July 1, 2020

Effective July 1, 2021

Grade

Minimum

Midpoint

Maximum

Grade

Minimum

Midpoint

Maximum

38,021

47,209

56,396

38,972

48,389

57,806

43,533

54,098

64,663

44,621

55,451

66,280

49,874

62,024

74,173

51,121

63,574

76,027

57,164

71,137

85,109

58,593

72,915

87,237

65,549

81,617

97,684

67,188

83,657

100,126

75,188

93,668

112,147

77,068

96,010

114,951

86,275

107,525

128,775

88,432

110,213

131,994

99,027

123,465

147,903

101,503

126,552

151,601

113,687

141,792

169,896

116,529

145,336

174,143

130,549

162,869

195,189

133,813

166,941

200,069

149,943

187,110

224,277

153,692

191,788

229,884

172,242

214,985

257,727

176,548

220,359

264,170

A – 12

Appendix E – Salary Tables

URA-AFT Community Assistant Salary Range Structure

Effective July 1, 2018

Effective July 1, 2019

Range

Minimum

Maximum

Range

Minimum

Maximum

28,748

38,018

29,610

39,159

29,918

39,644

30,816

40,833

31,137

41,336

32,071

42,576

10 32,418 43,114

10 33,391 44,407

33,773

44,981

34,786

46,330

35,184

46,936

36,240

48,344

36,674

49,023

37,774

50,494

38,233

51,186

39,380

52,722

Effective July 1, 2020

Effective July 1, 2021

Range

Minimum

Maximum

Range

Minimum

Maximum

30,498

40,334

31,260

41,342

31,740

42,058

32,534

43,109

33,033

43,853

33,859

44,949

34,393

45,739

35,253

46,882

35,830

47,720

36,726

48,913

37,327

49,794

38,260

51,039

38,907

52,009

39,880

53,309

40,561

54,304

41,575

55,662

A – 13

Appendix F

URA-AFT JOB TITLES

TITLE

GRADE/

RANGE

TITLE

GRADE/

RANGE

ACCTG ASST I

ASST DEAN STUDENT MGT SPEC PRO

ACCTG ASST I, PAYRL

ASST DIR DEVELOPMENT CORP

ACCTG ASST II

ASST DIR EDIT/MEDIA SVC BRDCST

ACCTG ASST II AP

ASST DIR EDIT/MEDIA SVC PROD

ACCTG ASST II, COLLC

ASST DIR MKTG & COMMUNICATIONS

ACCTG ASST II, PAYRL

ASST DIR PUBLIC AFFAIRS

ACCTG MGR II, BUS PROC & COMM

ASST DIR PUBLIC REL MKT COMM

ACCTG SPECIALIST, PAYRL

ASST DIR STATE REL

ACCTG SPECIALST

ASST DIR STUDENT AFFAIRS

ACCTG SPVR II, CASH

ASST DIRECTOR

ACCTG SPVR III, SAR

ASST DIRECTOR ADMISSIONS

ACTING ASST DIR EDT/M SV RU MG

ASST FINANCIAL AID SPECIALIST

ADMINISTRATIVE ASSISTANT

ASST INSTRMNT MAKER

ADMINISTRATIVE ASSISTANT

ASST MANAGER COMPLIANCE

ADMINISTRATIVE COORDINATOR

ASST MANAGER EVENT SERVICES

ADMISSIONS DATA SPECIALIST

ASST MANAGER OF RESIDENCE LIFE

ADMISSIONS OFFICER

ASST MANAGER SECURITY SYSTEMS

ALUMNI REL OFFICER I

ASST MASS SPECTROMETRIST

AQUATICS COORDINATOR

ASST MGR ACADEMIC PROGRAMS

AREA COORDINATOR

ASST MGR CATERING

ASSISTANT FACILITIES PLANNER

ASST MGR FINANCIAL AID

ASSISTANT MANAGER

ASST MGR HOUSING ADMIN

ASSISTANT TO DEAN

ASST MGR PUBLIC SAFETY OPRNS

ASSISTANT TO THE DEAN

ASST MGR SECURITY SYSTEMS

ASSOC DEAN II

ASST MGR TRANSIT SVCS

ASSOC DIR DEVELOPMENT

ASST MGR-TICKET OPERATIONS

ASSOC DIR PUBLIC REL COMM/MKTG

ASST NMR FACILITY SPECIAL

ASSOC DIRECTOR

ASST PROJECT MGR

ASSOC MUSEUM REGISTRAR

ASST REGIONAL MGR RSBDC

ASSOC UNIVERSITY ADMIN EOF

ASST REGISTRAR

ASST CAMPUS FACILITIES MGR

ASST SUPERVISOR CASHIERING

ASST CONFERENCE COORD

ASST TO ASSOC ATHL DIR

ASST COORD MULTCTRL RECRTMT AF

ASST TO DEAN

ASST CURATOR EDU & OUTREACH

ASST TO DIR-PALS

ASST DEAN

ATHLETIC & RECREATN FACLTY MGR

ASST DEAN I

ATHLETIC ACADEMIC ADVISOR

ASST DEAN II

BUDGET ANALYST II

ASST DEAN III

BUDGET ANALYST III

A – 14

BUDGET SPECIALST

COORD RECREATIONAL PROGRAMS

BUSINESS ASST II

COORD REGISTRATION DEPLOYMENT

BUSINESS DEVELOPMENT ASSOCIATE

COORD RESIDENT SUPPORT SVCS

BUSINESS DEVELOPMENT SPEC

COORD SHIPPING&RECEIVING

BUSINESS MGR II

COORD STUDENT AFFAIRS

BUSINESS MGR III

COORD STUDENT INSURANCE

BUSINESS SPECIALST

COORD STUDENT SERVICES

BUYER

COORD STUDENT SERVICES

BUYER-PURCHASING/SALES SPEC

COORD TECHNICAL SERVICES

CAREER COUNSELING OFFICER

DEBT MANAGEMENT ASSOCIATE

CAREER MANAGEMENT SPECIALIST

DEPARTMENT ADMINISTRATOR

CERTIFICATION AUDITOR

DESIGN SPECIALIST

CHEF MANAGER I

DEVELOPMENT ASST

CHEF MANAGER II

DEVELOPMENT SPEC I STEWARDSHIP

CHIEF ENGINEER, BUSCH COGEN PLANT

DEVELOPMENT SPEC II

CHIEF OPERATING ENGINEER

DEVELOPMENT SPEC II RESEARCH

CHIEF OPERATING ENGINEER I

DEVELOPMENT SPECIALIST I

COMMUNICATIONS ADMINISTRATOR

DEVELOPMENTAL SPECIALIST

COMMUNICATIONS DISPATCH SUPVR

DIGITAL SUPPORT SPECIALIST

COMMUNITY ASST I

DINING HALL SUPERVISOR

COMMUNITY ASST II

DIR GATEWAY PROGRAM

COMMUNITY ASST TRAINEE I

DIR COMMUNITY OUTREACH

COMMUNITY ASST TRAINEE II

DIR MULTICULTURAL ENGAGEMENT

COMMUNITY BUSINESS SPECIALIST

DIR OF RUTAP

COMMUNITY COORDINATOR

DIR PAUL ROBESON CULTURAL CTR

COMPLIANCE ADMINISTRATOR

EDIT/MEDIA ASST

CONCESSIONS SUPERVISOR

EDIT/MEDIA ASST COORD

CONFERENCE COORDINATOR

EDIT/MEDIA SPEC I ATHL

CONSTRUCTION CODE CONTROL ASST

EDIT/MEDIA SPEC I C/W

CONSTRUCTION INSPECTION AGENT

EDIT/MEDIA SPEC I DESIGN

CONTRACT ANALYST

EDIT/MEDIA SPEC I E/W

CONTRACT GRANT ASSISTANT

EDIT/MEDIA SPEC I GRAPHICS

COORD ACAD SVCS & STDT RECORDS

EDIT/MEDIA SPEC I PHOTO

COORD BUILDING SERVICES

EDIT/MEDIA SPEC I TV

COORD CAMPUS CARD OPERATIONS

EDIT/MEDIA SPEC I WEB

COORD COOP EDUCATION COOK

EDIT/MEDIA SPEC II C/W

COORD FACILITIES & EVENTS

EDIT/MEDIA SPEC II EDITOR

COORD INSTRUCTIONAL CLASSES

EDIT/MEDIA SPEC II PUBLICATION

COORD KEYBOARD INSTRUMENTS

ELECTRONICS ANALYST

COORD LEARNING LAB NURSING

ENERGY MANAGEMENT ANALYST

COORD OF ADMINISTRATIVE SERVIC

ENERGY MANAGEMENT CONTROL SPE

COORD OF ADMINISTRATIVE SVCS

EQUIPMENT SPECIALIST

COORD OF SPECIAL PROGRAMS

EXEC ASSISTANT

COORD OUTDOOR RECREATION

EXEC PASTRY CHEF

COORD PROGRAMS

EXECUTIVE AIDE

A – 15

FACILITIES & EVENT COORDINATOR

MAINTENANCE OPERATIONS MANAGER

FACILITIES COORDINATOR

MANAGER

FACILITIES DATABASE ANALYST

MANAGER CAMPUS CENTER

FIELD AND LAB PROGRAM ADM

MANAGER COLLEGE PROGRAMS

FIELD OPERATIONS TECHNICIAN

MANAGER COMPUTER REPAIR

FITNESS COORDINATOR I

MANAGER EOF

FOOD PRODUCTION MANAGER

MANAGER FACILTES USE CONF SVC

FOREPERSON CUSTODIAL SERVICES

MANAGER FOR CAMPUS ACTIVITIES

FOREPERSON GROUNDS

MANAGER HOUSING RES LIFE

FOREPERSON KEY SHOP

MANAGER OF PARKING SERVICES

FOREPERSON MAINTENANCE

MANAGER OF RESIDENCE LIFE

FOREPERSON WAREHOUSE

MANAGER OPRTNS CONFERENCE SVC

FOREPERSON WAREHOUSE OPERS

MANAGER PROGRAMS

FOREPERSON, RENOVATIONS

MANAGER RECREATIONAL SVCS

GRANT COORDINATOR

MANAGER SPECIAL EVENT&PRGMS

GRANT FACILITATOR

MANAGER STUDENT CENTER

HEALTH EDUCATION SPECIALIST

MANAGER STUDENT INVOLVEMENT

HIGH VOLTAGE OPERATIONS SUPERVISOR

MARKETING SPECIALIST

HORTICULTURIST

MEDICAL LAB SERVICES COORD

INFORMATION SPEC ADMISSIONS

MGR ACADEMIC PROGRAMS

INFORMATION SPECIALIST

MGR ALUMNI REL

INFORMATION SPEC-UNIV LIBRARY

MGR CAMPUS COMPUTER FACILS

INSTITUTIONAL RESEARCH SPECIAL

MGR COMPLIANCE & QUALITY CONTR

INSTRUCTIONAL DESIGN SPECIALIST

MGR CONCESSIONS & NOVELTIES

INSTRUCTIONAL LAB SPECIALIST

MGR DINING SERVICES

INSTRUMENTATION ENGINEER

MGR FACILITIES SPEC PROJ/COMM

INT DESIGN RENOV SPECIALIST

MGR MUSEUM COLLECTIONS

INTELLECTUAL PROPERTY MANAGER

MGR OF PLANNING & QA

INTERNATIONAL SERVICES ADVISOR

MGR RESEARCH GREENHOUSE

INTERNATIONAL STUDENT ADVISOR

MGR RU CTR INNOVATIVE PRNT&PPR

INTL FACULTY SCHOLAR SRVS ADV

MGR RUTGERS GARDENS

INTRAMURAL/SPORTS CLUB COORD

MGR STUDENT ATHLETE CERT

IRB ADMINISTRATOR

MGR TECHNICAL OPERATIONS

LAB FACILITIES SPECIALIST

MGR TRANSPORTATION PLANNING

LABORATORY FACILITIES MANAGER

MGR VISUAL RESOURCES

LABORATORY OPERATIONS COORD

MGR WRITING CENTER

LEARNING SPECIALIST

MGR WRITING PROGRAM

LIBRARY ASSOCIATE I

MICROCOMPUTER ANALYST

LIBRARY ASSOCIATE II

MULTIMEDIA SERVICES COORDINAT

LIBRARY ASSOCIATE III

MULTIMEDIA FACILITIES SPED

LIBRARY SPECIALIST

MUSEUM PREPARATOR

LIBRARY SPECIALIST-DIGITAL RES

OPERATIONS AREA MANAGER

LIBRARY SUPERVISOR I

OPERATIONS COORD

LIBRARY SUPERVISOR II

PARKING GUARD LIEUTENANT

LICENSE SOFTWARE COORDINATOR

PARKING MAINTENANCE SUPERVISOR

A – 16

PASTRY CHEF

RESERVATIONS COORDINATOR

PATENT INFORMATION SPECIALIST

RESIDENCE HALL COORDINATOR

PLANNER ESTIMATOR

RESIDENCE LIFE COORDINATOR

PROCUREMENT CONTRACT SYS MGR

SAFETY/COMPLIANCE

PRODUCER/DIRECTOR

SCHEDULING OFFICER

PRODUCTION STAGE MANAGER

SECOND LIEUTENANT

PROGRAM ASSOCIATE I

SENIOR COMPLIANCE COORDINATOR

PROGRAM ASSOCIATE II

SENIOR TECHNICIAN REPAIR

PROGRAM COORDINATOR I

SHIFT OPERATIONS SPECIALIST

PROGRAM COORDINATOR I

SHIFT SPVR COMP OPERATIONS

PROGRAM COORDINATOR II

SHIFT SPVR DATA CONTROL

PROGRAM DEVELOPMENT ADMIN

SPACE MANAGEMENT OFFICER

PROGRAM DEVELOPMENT SPECIALIST

SPECIAL EVENTS COORDINATOR

PROJECT COORDINATOR I

SPV COSTUME SHOP

PROJECT COORDINATOR II

SPV LABORATORY ANIMAL SERVICES

PROJECT MANAGER

SPV LABORATORY OPERATIONS

PROPERTIES SUPERVISOR

SPV MICROBIOLOGY GREENHOUSE

PROPERTY CONTROL ASSISTANT

SPV POSTAL OPERATIONS

PROPERTY CONTROL SUPERVISOR

SPV, DISTRIBUTION SERVICES

PROPERTY MANAGER

SPV, STUDENT POST OFFICES

PUBLIC ASST COMMUNITY AFF

SPVING BUYER

PUBLIC REL ASST

SPV-TRANSCRIPTS/VERIFICATIONS

PUBLIC REL SPEC I

SR ACADEMIC PROGRAM COORD

PUBLIC REL SPEC I ATHL

SR ACCOUNTANT

PUBLIC REL SPEC I CAMPUS INFO

SR ACCOUNTANT, COST

PUBLIC REL SPEC I COMMUNITYAFF

SR ADMINISTRATIVE ASSISTANT

PUBLIC REL SPEC I VISITOR INFO

SR ADMISSIONS OFFICER

PUBLIC REL SPEC II

SR ATHLETIC ACADEMIC ADVISOR

PUBLIC REL SPEC II ATHL

SR BUYER

PUBLIC SAFETY ASSISTANT I

SR BUYER & OPERATIONS COORD

PUBLIC SAFETY ASSISTANT II

SR COUNSELING & PROCESSING

PURCHASING ASSISTANT

SR DEPARTMENT ADMINISTRATOR

PURCHASING COORDINATOR

SR DESIGN PLANNER ESTIMATOR

QUALITY SPECIALIST

SR DEVELOPMENT SPEC

REAL ESTATE SPECIALIST

SR EDIT/MEDIA SPEC

RECORDS SUPERVISOR

SR EDIT/MEDIA SPEC DESIGN

REGIONAL COORD STUDY ABROAD

SR EXECUTIVE ASSOC

REGIONAL MGR‐RSBDC

SR FACILITIES PROJ SPECIALIST

RESEARCH CONTRACT/GRANT SPEC

SR FINANCIAL AID OFFICER

RESEARCH FARM SUPERVISOR II

SR FUNDS MANAGEMENT SPECIA

RESEARCH FARM SUPERVISOR III

SR INTERIOR DESIGN SPECIALIST

RESEARCH PROGRAM COORDINATOR I

SR MEDIA SERVICES COORDINATOR

RESEARCH PROJECT ASSISTANT

SR PROGRAM ADMINISTRATOR

RESEARCH PROJECT COORDINATOR I

SR PROGRAM COORD

RESEARCH PROJECT COORDNATOR II

SR PROGRAM COORDINATOR

A – 17

SR PROJECT ADMINISTRATOR

TECH MULTIMEDIA PRODUCTN COORD

SR PROJECT COORDINATOR

TECHN SUPPORT SPECIALIST

SR PUBLIC REL SPEC

TECHNICAL DIRECTOR

SR PUBLIC REL SPEC E/W

TECHNICAL SUPERVISOR

SR PUBLIC REL SPEC MKTG COMM

TECHNICAL SUPPORT SPECIALIST

SR PUBLIC REL SPEC SCI

TECHNICAL SUPPORT SPECIALIST

SR SCHEDULING OFFICER

TECHNICAL THEATER COORDINATOR

SR STUDENT EMPLOYMENT SPEC

TECHNICAL/LIGHTING COORDINATOR

SR STUDENT PGMS COORD

TECHNICAL/SOUND COORDINATOR

SR STUDENT PGMS COORD

TRAINING & DEVELOPMENT COORD

STUDENT COUNSELOR

TRAINING CENTER COORDINATOR

STUDENT COUNSELOR II

TRAINING COORDINATOR

STUDENT EMPLOYMENT SPECIALIST

TRAINING COORDINATOR

SUPERINTEND FACILITIES & OPERS

TRAINING COORDINATOR

SUPERVISOR ADMISSIONS

TREASURY ANALYST III

SUPERVISOR BIO LEARNING CTR

TREASURY ANALYST II

SUPERVISOR CUSTODIAL SERVICES

UNDERGRADUATE REGISTRAR

SUPERVISOR UTILITY OPERATIONS

UNIV RECORDS MGMT COORD

SUPPORT SERVICES COORDINATOR

VETERINARY RESEARCH TECHNICIAN

SYSTEMS SUPPORT SPECIALIST

VISUAL ARTS COORDINATOR

TECH COORD A/V SRVS

A – 18

Appendix G

APPLICATION OF THE SUBJECT TO LANGUAGE IN THE PREFACE TO

ARTICLE 41 – SALARY IMPROVEMENTS

In the event the University intends to withhold any of the economic provisions of this Article by invoking

the “subject to” language in the prefatory paragraph of this Article, it is agreed that the invocation of the

“subject to” language will be based on a determination by the University that there exists a fiscal

emergency.

If the University invokes the prefatory “subject to” language following the determination of a

fiscal emergency, the University agrees as follows:

1. The University shall provide the URA-AFT with written notice of at least twenty-one (21) calendar

days. The Notice shall contain a detailed explanation for the determination by the University that a

fiscal emergency exists and shall specify the action the University intends to take to address the

fiscal emergency at the conclusion of the twenty-one (21) calendar day notice period.

If due to a reduction in State funding/appropriations to the University for the next fiscal year, the

University determines that a fiscal emergency exists and if based on the date the University learns

of the reduction it is not possible to provide the full twenty-one (21) calendar days notice, the

University shall provide the maximum notice possible. If the University provides fewer than twenty-

one days notice, upon request of the URA-AFT negotiations pursuant to paragraph 3 below shall

commence within 72 hours; however, the University shall be permitted to delay the implementation

of salary increases during the shortened period of negotiations.

2. Along with the Notice provided to the URA-AFT pursuant to paragraph 1 above, the University shall

provide the latest available statements/financial documents, as follows:

- The financial information upon which the University relies as the basis for its claim that a

fiscal emergency exists;

- The audited financial statements for the prior fiscal year;

- Quarterly Statement of Net Position (Balance Sheet) for the current fiscal year;

- Current projection of the Income Statement for the Unrestricted Educational and General

Operating Funds (Operating Budget) for the current fiscal year;

- Quarterly Statement of Cash Flows (Statement of Cash Flows);

- Unaudited End of Year financial statements for the statements listed above;

- University budget request submitted to the Department of Treasury for past, current and

upcoming fiscal years; and:

- The University’s Unrestricted Operating Budget for the current fiscal year and budget for the

upcoming fiscal year.

The URA-AFT may request in writing additional financial information. Disputes over the

provision of information shall be decided by the designated arbitrator on an expedited basis.

3. During the notice period, upon written request by the URA-AFT, the University shall commence

negotiations over measures to address the fiscal emergency. The University is not obligated to

negotiate to impasse in order to withhold any of the economic provisions of this Article. At any point

The determination of whether a fiscal emergency exists shall not be limited to whether there is a reduction in State

appropriations/funding.

A – 19

during the notice period the URA-AFT may file a category one grievance pursuant to paragraph 5

below.

4. The URA-AFT agrees that during the notice and negotiation period it will not initiate any legal action, in

any forum, to challenge the University’s intended action other than as specified in paragraph 3 above.

5. If the parties have not agreed upon measures to address the fiscal emergency, the URA-AFT may file a

grievance under Article 14 of the Agreement. The grievance shall proceed directly to arbitration under

Article 14, Step 4. Such arbitration shall be concluded within ninety (90) days of implementation of the

University’s decision to withhold any of the economic provisions outlined above in this Article.

The arbitrator shall determine whether a fiscal emergency existed (exists) at the University based on the

evidence presented. The arbitrator shall not have the authority to reallocate University funds.

The parties designate Arbitrator Bonnie Weinstock to hear disputes that arise under this Article. The parties

designate Arbitrator Joseph Licata as an alternate to hear such disputes. If neither arbitrator is available to

hear the dispute consistent with the provisions of this Article, the parties shall mutually agree upon another

arbitrator.

A – 20

Appendix H

Rutgers University

Performance Evaluation Form for Fiscal Year ____ - ____ (fill in)

Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name: _______________________________

Notes: Performance evaluations for URA-AFT employees eligible for the Staff Compensation Program (SCP)

must be completed by April 30 of each fiscal year.

For more detailed instructions, see the UHR website (http://uhr.rutgers.edu/) or call 848-932-3020 and ask to

speak to an HR Consultant.

SECTION 1: APPRAISAL MATRIX

1. List the three to five Key Duties (use a word or short phrase to describe the duty) of the position.

2. Indicate the priority percentage for each duty (should total 100%).

3. Appraise each duty in Sections 3 & 4 (the following page), then transcribe the rating to the column below.

Key Duties Priority Rating

SECTION 2: OVERALL ASSESSMENT

Based upon the appraisal rating for each key duty and its priority level, indicate the employee’s overall

appraisal rating which reflects his or her performance during the past year by checking one of the

categories below. Use the following rating scale and provide comments to explain your rating.

(Check only one.)



Meets Standards. This rating encompasses a wide range of performance from employees satisfactorily

meeting job expectations to making exceptional contributions in advancing the objectives of their departments

and/or the university.



Does Not Meet Standards. Employees who do not satisfactorily meet job expectations and overall do not

consistently perform their assigned responsibilities adequately will be given this rating. Employees who receive

this rating will be provided specific guidelines on how to improve performance and will be reevaluated again by

October 15 of this year.

Note: Performance in the higher priority duties should have a greater impact on the overall assessment

than performance in the lower priority areas.

Comments (add pages as necessary):

A – 21

Rutgers University

Performance Evaluation Form for Fiscal Year ____ - ____ (fill in)

Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name: _______________________________

Key Duty #: ____________________________________________________________________________

Note: Please copy this page for each Key Duty and attach additional pages to the form as necessary.

SECTION 3: PERFORMANCE STANDARDS

For each key duty, describe the performance expectations for the Meets Standards level of performance

for the current evaluation process.

 Check here and detail on an attached page if standards are being modified for next year’s evaluation process.

 Meets Standards

 Does Not Meet Standards

SECTION 4: APPRAISAL & DOCUMENTATION

Appraisal

Check only one rating level to appraise the employee’s performance during the past year on the duty

described above. Use the explanations for the rating scales described in Section 2.

 Meets Standards

 Does Not Meet Standards

Support for Appraisal

Provide documentation and specific examples of performance or accomplishments to support your rating (attach

pages as necessary).

Rutgers University

A – 22

Performance Evaluation Form for Fiscal Year ____ - ____ (fill in)

Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name: _______________________________

SECTION 5: PERFORMANCE IMPROVEMENT OR ENHANCEMENT

To be completed by supervisor based on performance ratings from prior year and performance

expectations for upcoming year. Must be completed and specific guidelines provided on how to improve

performance if overall evaluation is “Does Not Meet Standards”.

SECTION 6: SIGNATURES AND COMMENTS

Overall Appraisal Rating (from Section 2):  Meets Standards

 Does Not Meet Standards (will be re-evaluated by October 15 of this year)

_________________________________________ _____________________

First-Level Supervisor Date

Comments:

_________________________________________ _____________________

Second-Level Supervisor Date

Comments:

_________________________________________ _____________________

Employee Date

Notes: An employee’s signature does not necessarily indicate agreement with this evaluation. An employee may

request a review of the evaluation in accordance with Article 41, Section E of the negotiated URA-AFT Agreement

and as explained in the “Review Process If SCP Procedure Is Not Followed” available on UHR’s website

(http://uhr.rutgers.edu/), or by calling University Human Resources at 848-932-3020.

A – 23

Appendix H

Rutgers University

Staff Compensation Program

Review Request Form

Union of Rutgers Administrators – American Federation of Teachers (URA-AFT)

URA‐AFT employees eligible for the Staff Compensation Program (SCP) who claim that one of the following

occurred:

• that the program procedures were not followed; or

• that there was a demonstrable factual inconsistency in the employee’s evaluation; or

• that they were not evaluated according to the performance standards for their job

may request a review by completing this form and submitting it to their immediate supervisor not later than 30

calendar days after receipt of the salary notification letter from University Human Resources or notification by the

department where there is no salary change. Employees may request a review in accordance with Article 41,

Section E of the negotiated URA‐AFT Agreement which shall be the sole and exclusive remedy and appeal for

such

claim. The

judgment that forms the basis of whether an employee is evaluated as “meets standards” or

“does not meet standards” and the size of a salary increase pursuant to the SCP shall be at the sole and

exclusive discretion of the University and not subject to the above Appeal Process.

At each level, the employee shall provide a copy of all prior requests for review and prior written responses.

Step 1

To: ____________________________________________ Date: / /

(Immediate Supervisor)

From: __________________________________________

(Staff Member’s Name)

I am invoking the appeal process for the following reason(s) (check & complete one or more sections):

 The program procedures were not followed. (Explain & attach pages as necessary)



There was a demonstrable factual inconsistency. (Explain & attach pages as necessary)



I was not evaluated according to the performance standards for my job. (Explain & attach pages as

necessary)

_______________________________________________

(Signature of Staff Member)

A – 24

Appendix H

Rutgers University

Staff Compensation Program

Review Request Form

Union of Rutgers Administrators – American Federation of Teachers (URA-AFT)

Staff Member’s Name:

Supervisor’s Reply to Step 1 (Attach pages as necessary):

The supervisor must provide a written response

to the employee within 30 calendar days of receipt of the employee’s completed Review Request Form invoking

the appeal process.

_________________________ ______________________________ Date: / /

(Typed Name of Supervisor) (Supervisor’s Signature)

Step 2

If the employee is not satisfied with the supervisor’s written response, the employee may, within 30 calendar

days of receipt of the supervisor’s written response, request in writing a review of the matter by the dean,

director, or department head who should also meet with the employee.

To: ______________________________________ Date: / /

(Dean, Director or Department Head)

I request a review and meeting for the following reason:

__________________________________________ Date: / /

(Signature of Staff Member)

cc: Immediate Supervisor

A – 25

Appendix H

Rutgers University

Staff Compensation Program

Review Request Form

Union of Rutgers Administrators – American Federation of Teachers (URA-AFT)

Staff Member’s Name:

Dean, Director or Department Head’s Reply to Step 2 (Attach pages as necessary): A written response

must be provided to the employee within 30 calendar days of receiving the employee’s request.

Date of Meeting with Employee: __ / __ / __

_________________________ _____________________________ Date: / /

(Typed Name of Dean, Director (Signature)

Or Department Head)

If the employee is not satisfied with the written response of the dean, director, or department head, the employee

may, within 30 calendar days of receipt of the dean, director or department head’s response, request in writing a

review of the matter by the vice president, provost or designee for the employee’s area.

To: _____________________________________ Date: / /

(Vice President, Provost or designee)

I request a review of this matter for the following reason:

__________________________________________ Date: / /

(Signature of Staff Member)

cc: Immediate Supervisor

Dean/Director/Department Head

A – 26

Appendix H

Rutgers University

Staff Compensation Program

Review Request Form

Union of Rutgers Administrators – American Federation of Teachers (URA-AFT)

Staff Member’s Name:

Vice President, Provost or designee’s Reply to Step 3 (Attach pages as necessary): A written response

must be provided to the employee within 30 days of receiving the employee’s request. In all cases, the decision

of the Vice President, Provost or designee is final.

_________________________ _____________________________ Date: / /

(Typed Name of Vice President (Signature)

Provost or designee)

cc: Immediate Supervisor

Dean/Director/Department Head

A – 27

Appendix I – page 1 of 2

RUTGERS, THE STATE UNIVERSITY OF NEW JERSEY

CERTIFICATIONS REQUIRED FOR USE OF SICK LEAVE TO CARE

FOR A SERIOUSLY ILL FAMILY MEMBER

This form must be submitted to your supervisor for approval in advance of your absence to provide care

for a seriously ill family member whenever possible. In cases when it is not possible to submit the form

in advance, it must be submitted not later than 30 days after your absence to provide care for a

seriously ill family member. Without prior and complete certification Sick Leave use will not be

permitted for the employee.

CERTIFICATION BY THE EMPLOYEE (please print clearly)

I have read the DEFINITIONS on the reverse side and I certify that on the following DATE(S):

; ; ; ; ; ; ; ; ; ; ; ; ;

; ;

I will/did provide the following CARE:

(please specify) ________________

to my SERIOUSLY ILL FAMILY MEMBER ________________

(Name of seriously ill family member)

who is my _________________

(family member relationship)

_______________________________ ____________________________________ _______________

Print Employee Name Employee Signature Date

CERTIFICATION BY HEALTH CARE PROVIDER

I have read the DEFINITIONS on the reverse side and I certify that the individual named above as the

SERIOUSLY ILL FAMILY MEMBER is my patient who suffers from a SERIOUS HEALTH CONDITION as

defined. I also certify that the above named employee of Rutgers University needs/needed to provide CARE

for the seriously ill family member identified above on the following dates:

; ; ; ; ; ; ; ; ; ; ; ; ;

; ;

______________________________________________ ___________________________________

Please print or type Name of Health Care Provider Type of Practice

______________________________________________ ___________________________________

Street Address Telephone Number

_______________________________________________ ____________________________________

City, State, Zip Code Date of Certification

_______________________________________________ ____________________________________

Signature of Health Care Provider License Number

A – 28

Appendix I – page 2 of 2

DEFINITIONS FOR USE OF SICK LEAVE TO CARE FOR A

SERIOUSLY ILL FAMILY MEMBER

Definition of Serious Health Condition

A. Illness, injury, impairment, physical or mental condition that involves one or more of the following:

1. Inpatient care in a hospital, hospice, residential medical care facility for treatment,

recovery, subsequent treatment in connection with the inpatient care.

2. Continuing treatment for:

a. a period of incapacity (inability to work, attend school, perform regular daily activities) for

more than 3 consecutive calendar days if the period of incapacity also involves treatment

two or more times by a health care provider followed by a regimen of continuing treatment

under the supervision of a health care provider. Regimen includes a course of prescription

medication or therapy requiring special equipment to resolve or alleviate the serious health

condition, e

.g., oxygen.

b. a period of incapacity due to chronic serious health condition. A chronic condition is one

which (1) requires periodic visits for treatment by a health care provider; (2) continues over

an extended period of time; and (3) may cause episode rather than a continuing period of

incapacity, e.g., asthma, diabetes, epilepsy, etc.

c. a period of incapacity which is permanent or long term due to a condition for which

treatment may not be effective such as Alzheimer’s, a severe stroke, terminal stages of a

disease.

d. Medical intervention, such as chemotherapy, dialysis, etc.

Not Included in Definition of Serious Health Condition

A. Ordinary cosmetic treatments, the common cold, flu, ear aches, upset stomach, minor ulcers,

headaches, routine dental problems are not serious health conditions. Mental illness, stress or

allergies are not a serious health condition unless all other conditions are met

B. Substance abuse is not a serious health condition unless treatment by a health care provider is

involved.

C. Over the counter medication, bed rest, exercise, and other similar activities that can be initiated

without a visit to a health care provider are not, by themselves, a regimen or treatment.

D. Treatment does not include routine medical, physical, eye, or dental exams.

Definition of Care of A Seriously Ill family Member

Care of a Seriously Ill Family Member is the employee’s attendance at a hospital, health care facility, or

at home, or transport to medical treatment, when certified by a health care provider. It does not cover

matters unrelated to medical needs such as baby-sitting, running errands, and/or running a business for

the family member while he/she is ill; for these purposes, the appropriate charge is vacation,

administrative leave, personal holiday, or leave without pay.

Covered Family

Members

Mother, father, spouse, domestic partner, child, step child, foster child, grandchild, sister, brother,

grandmother, grandfather

A – 29

Notes

_______________________________________________________