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SEBAC 2009

SEBAC 2009. AN OVERVIEW OF THE IMPACT OF THE SEBAC AGREEMENTS ON THE UNIVERSITY OF CONNECTICUT. Presenters. Keith A. Hood, Manager of Labor Relations Michael Eagen, Esq., Human Resources Attorney Jay Hickey, Labor Relations Specialist Lori Vivian, Benefits Manager. What is SEBAC?.

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SEBAC 2009

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  1. SEBAC 2009 AN OVERVIEW OF THE IMPACT OF THE SEBAC AGREEMENTS ON THE UNIVERSITY OF CONNECTICUT

  2. Presenters • Keith A. Hood, Manager of Labor Relations • Michael Eagen, Esq., Human Resources Attorney • Jay Hickey, Labor Relations Specialist • Lori Vivian, Benefits Manager

  3. What is SEBAC? • State Employee Bargaining Agent Coalition • Consists of and represents all collective bargaining units in the State. There are 31 bargaining units, and 13 unions which make up the SEBAC Executive Board • The “SEBAC Agreement” was previously negotiated between the State and the Unions, and runs until 2017. • It provides for uniform agreements on health insurance, pensions and placement and training

  4. Recent Activity • Governor Rell invited SEBAC to negotiate over concessions by the unions to address the State’s financial situation. • Management Representatives from State Government, including Higher Education, met and negotiated two sets of agreements: 1) Local agreements regarding wage concessions and job security 2) Statewide Agreements on Health Insurance, Pensions and Retirement Incentive Program

  5. SEBAC voted on Friday, May 8, 2009 to approve the agreements made with the Governor’s representatives. • The “SEBAC Agreements,” including the agreements made with each of the individual bargaining units, must be approved by the State Legislature. • UConn Bargaining Units included in these negotiations are: • American Association of University Professors (AAUP) • University of Connecticut Professional Employee Association (UCPEA)

  6. Connecticut Employees Independent Union (CEIU), Maintenance and Service Unit (NP-2) • American Federation of State, County and Municipal Employees (AFSCME) Administrative Clerical (NP-3) • Connecticut Police and Fire Union (NP-5) • Administrative and Residual Employees Union (P-5) • Social & Human Services (P-2) • The provisions of the SEBAC Statewide agreement apply to all employees, including those not covered by collective bargaining agreements. • Treatment of wages and furlough days for non-unionized employees will also be consistent with the SEBAC agreement

  7. 1. UConn Specific Agreements • UConn has agreements with the AAUP and UCPEA. We negotiated these specific agreements directly with these Unions. The State negotiated the agreements with all other unions. • All agreements contain wage freeze, furlough and job security provisions. Other contractual agreements are unchanged. • Wage Freeze: • Hard freeze for FY 2010. No wage increases in FY 2010. • Contracts “slide” and contract is extended into FY 2012

  8. UConn Specific Agreements • Furlough Days • All employees will be required to take a total of 7 unpaid furlough days over the next 2 years. • The first furlough day is May 22, 2009. • In the next two years, preferred furlough days are set in conjunction with July 4th, Thanksgiving and Christmas. Employees unable to take a preferred day will work with their supervisor to take a different, mutually acceptable day. • Supervisors must ensure a record is kept of days that are taken. (Not AAUP)

  9. UConn Specific Agreements • In return for the wage freeze and furlough days, the University promises “Job Security” • No permanent employee will be laid off between now and July 1, 2011. • Jobs eliminated by programmatic changes (or for any other reason) will require the University to offer the employee a comparable job at the same salary and within a reasonable geographic area. • Reasonable geographic area is current commute or 30 miles, which ever is greater.

  10. 2. Statewide Concessions • These are the true “SEBAC” agreements. These were negotiated by the Governor’s representatives and the SEBAC representatives. They apply to every State employee.

  11. Health Insurance • Effective 7-1-09 employee premium shares shall be increased by $350.00 per year • Preferred plan is closed to new admissions, except retirees already enrolled or retirees under 2009 RIP may select upon retirement • Co-pays for preventative care • Well child visits $0

  12. Health Insurance • Adult physical exams and routine gynecological exams reduced to $5.00 • Other co-pays will remain the same.

  13. Retiree Health Insurance • Employee contributions to fund health care: • For their first 10 years new employees will contribute 3% of salary to fund retiree health insurance • Effective July 1, 2010, eligible employees with less than 5 years service will pay 3% until 10 years of service • Contributions are refundable to employees who leave with less than 10 years service. Refund may be on or after separation but state may delay refund until July 2012. Interest paid after separation only.

  14. Rule of 75 • Retiree Health Care • For employees who do not have 10 years of actual service prior to 7/1/09, the “Rule of 75” applies upon separation if an employee does not directly retire. • If employee works for exactly 10 years, s/he would not be eligible for retiree health insurance until the age of 65 (65 + 10 = 75) • If employee works for 20 years, s/he would be eligible for retiree health insurance at age 55 (55 + 20 = 75)

  15. Job Security for Classified • Applicable to UConn Employees in AFSCME, CEIU, PSEC, A & R, Social and Human Services • “No one hits the streets” All permanent employees are protected from layoff until July 1, 2011. • Does not protect non-permanent employees. i.e. probationary, working test period, end date, durational, part time not eligible for health insurance.

  16. Job Security for Classified • If a position is eliminated due to restructuring (programmatic changes) the employee must be offered a comparable position • Comparable position means same or similar duties and pay, within acceptable geographical radius. (one way commute equal to the greater of his/her present commute or thirty (30) miles from his/her work location at the time of notice.

  17. Retirement Incentive Program • Retirement Incentive Program (RIP) • State Employee Retirement System (SERS) • Eligibility: 55 or older by June 30, 2009, and At least 10 years of actual service in State Employee Retirement System (SERS) • Retirement effective June 1, 2009 or July 1, 2009 • Hazardous duty rules differ; 20 years of actual hazardous duty state service in SERS • Incentive: Up to three (3) years of service added for benefit calculations

  18. Members of the Alternate Retirement Program (ARP) who: • are on active status on the payroll on the day prior to retirement; and • will be at least 55 years of age on or before June 30, 2009; and • have at least 10 years of actual State service; and • retire directly from employment; and • has a retirement effective date of June 1, 2009, or July 1, 2009

  19. Eligible members of the ARP who are eligible for and retire in accordance with the terms of the RIP shall be paid the sum of $6,000 (pro-rated for part-time employees) in three equal annual installments of $2,000 each – one in July 2012; one in July 2013; and one in July 2014.

  20. Questions?

  21. Contact Us • Labor Relations – (860) 486-5684 • Benefits questions – (860) 486-0400 • Retirement Incentive Questions – (860) 486-6544

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