WELCOME 2011-2013 SEIU 503 ( OPEU ) CONTRACT REVIEW

1. WELCOME 2011-2013 SEIU 503 (OPEU) CONTRACT REVIEW

2. Randy Wardlow Employee & Labor Relations Ext. 6-2965 rwardlow@uoregon.edu

3. What resources are available to assist you? • Human Resources Staff • On the HR Website: http://hr.uoregon.edu/ • High level summary of key components • FAQ’s • Copy of this presentation • Furlough (MULD) Election Sheet for non-default option • Links to additional information and tools

4. The following is general information concerning pay implementation and Mandatory Unpaid Leave (furloughs) for Service Employees International Union Local 503, OPEU (SEIU) and the Oregon University System (OUS).

5. ratification The SEIU membership voted to ratify the new Collective Bargaining Agreement. The vote was 85% in favor.

6. Salary Adjustments

7. COLA’s (Cost of Living Adjustment) Effective 12/1/11 – all SEIU classified staff receive 1.5% salary increase Effective 1/1/13 – all SEIU classified staff receive 1.45% salary increase

8. PERS “Pickup” For the 2011 – 2013 contract period, OUS will continue to contribute (pickup) the 6% employee contribution to the PERS retirement program.

9. Health Insurance Effective 1/1/12, all OUS employees shall contribute five percent (5%) of the cost of the health care insurance premium rate, as determined by PEBB, for the plan years 2012 and 2013. The first deduction will appear on the December 30, 2011 paycheck.

10. PEBB Health Insurance Subsidy All full time classified staff whose base wage is $2816 / month or less will receive a subsidy of $40 per month to offset insurance premium costs. Part-time staff will receive a pro-rated offset to their premium costs. This subsidy will appear in the December 30, 2011 paycheck.

11. Annual Performance (Step) Increases Beginning 7/1/11 SEIU staff will receive a yearly performance (step) increase. Implementation of the increase will be delayed six (6) months beyond the Salary Eligibility Date (SED). Staff who received increases in July, August, and September will be rolled back to June 2011 rate (no repayment), with reinstatement and implementation delayed to be equitable to other staff.

12. Addition of 10th Step to pay scale Effective 1/1/13, all SEIU staff who have been at the top of the pay scale (Step 9) for one (1) year or more will be advanced to the new 10th step in their pay grade. Other staff at Step 9 will be advanced to Step 10 on their next SED.

13. Implementation of Salary Adjustments and FurloughsFrequently Asked QuestionsOctober, 2011

14. Will I receive a reduction in pay if I received a performance increase before October 1, 2011? Yes. Employees who advanced on the pay scale within their classification’s salary range on or after July 1, 2011 through September 30, 2011 will be restored to the step in effect on June 30, 2011. The employee will not be required to return the pay already received.

15. If I keep the default Pay Reduction Option will I be required to have my monthly base salary reduced in the pay period in which the unpaid leave is taken? Under the default option employees will have their pay evenly reduced over the remaining 20 months in the contract period. The monthly pay reduction will be based on the number of days (hours) of unpaid leave required for the tier corresponding to their monthly base salary rate. It will also be subject to proration according to FTE and months of employment.

16. Does the 6-month pay adjustment delay apply to staff who are promoted or have their positions reclassified? No and yes. Staff will receive the initial increase granted for a promotion or reclassification. The increase typically given at the successful conclusion of the promotional trial service will be granted. That date then becomes the new SED. The step adjustments for the following year will be subject to the delayed implementation.

17. Will the furlough leaves impact my PERS account? Any reduction in pay will have an impact on PERS.  The University contributes 6% of an employee’s monthly gross income to their PERS account.  If salary is reduced because of a furlough, the contribution will be lower. The overall impact on retirement will be very minimal. For additional information, please contact Ernie Pressman, Benefits Administrator, 346-2967 or pressman@uoregon.edu.

18. Do furlough hours count as part of a PERS Retiree’s 1039 hours per year? Yes

19. Mandatory Unpaid Leave Days (Hours) (Time) (Furloughs)

20. Tier Structure Below are the number of mandatory unpaid leave days (hours) and corresponding monthly base salaries.

21. How are furlough hours divided over the contract period? Staff are required to utilize ½ of their total furlough hours in each fiscal year (by June 30).

22. How are staff hired during July – October, 2011, impacted by furloughs? Staff hired during these months are required to utilize the full allotment of furlough hours for their pay tier. Staff hired after these dates will have the annual amount of furlough pro-rated for the fiscal year in which they are hired.

23. Yes. Staff whose FTE is less than full time or whose appointment if less than 12 months will have their furlough hours pro-rated. Will the number of unpaid leave days/hours be prorated according to the employee’s appointment FTE and the appointment’s duration if less than 12 months?

24. Are the salary tiers based on actual pay (with differentials) or base pay? Salary tiers are base pay only. They do not include differentials, overtime or other forms of compensation. If less than full-time the tier is still based on the full-time base pay. The number of days is prorated by the FTE.

25. What is the tier level when an employee is paid on an hourly basis? Since many employees are paid on an hourly rather than salary basis, use the following hourly rate tiers (based on a 173.33 hours in an average work month): Tiers by hourly rate for full-time equivalent positions 1 -- $14.33 and below 2 -- $14.34 to $17.90 3 -- $17.91 and above

26. How will unpaid leave days be scheduled? Leave will be scheduled and taken based on the operating requirements of the university. It is the responsibility of the supervisor to ensure all unpaid leave time off is taken. Employees and supervisors are encouraged to meet and discuss dates to be taken during each fiscal year. If mutual agreement cannot be reached, the supervisor will make the final determination of when leave will be taken. It is the responsibility of the manager to approve or deny a leave request within a reasonable amount of time.

27. Can a furlough be scheduled in hourly increments? Employees are encouraged to schedule furlough days in full-day increments to the extent possible. However, if requested by the employee and approved by the supervisor, unpaid time off may be scheduled in increments of less than a full day. The key factor is scheduling furlough hours within the scope of operational needs.

28. How will I know how much furlough time I have taken and what time remains? Unpaid furlough time off used and applicable reductions from salary will be reflected on employee’s pay stubs. Mandatory unpaid leave balances will also be made available to employees along with other leave balances.

29. Will my unpaid time off be considered as time worked for seniority, holiday pay computations, vacation, sick leave and personal leave accrual, and employer insurance contributions? Yes Can my supervisor require me to use mandatory unpaid leave on a holiday? No

30. Can I use vacation, sick, personal, comp or other paid leave or time accrued to replace mandatory unpaid time off? No Will mandatory unpaid time off count as a break in service, impact seniority or the timing of my step increases (SED)? No.

31. Will mandatory unpaid time off add to the length of my trial service period? No Can I use mandatory unpaid time off if my college or department declares a Temporary Interruption of Work as defined in the collective bargaining agreement in Article 51? Yes

32. If the campus is closed due to inclement weather or hazardous conditions as provided in Article 63, Inclement Conditions, can unpaid leave hours be counted as mandatory unpaid time off? Yes, subject to approval.

33. I am a FLSA-exempt employee. How will mandatory unpaid time off affect me? Deductions from the pay of a FLSA-exempt employee, for absences due to mandatory unpaid time off, shall not disqualify the employee from being paid on a salary basis except in work weeks in which the mandatory unpaid time off occurs.

34. Can I make up for the mandatory unpaid time off by working overtime that week? Employees should not be scheduled for overtime during weeks when she/he is scheduled for mandatory unpaid leave time. If operating needs require the employee to work overtime in the same week, the authorization for overtime will be given to the employee in writing. The employee may also request in writing to reschedule the mandatory unpaid leave day.

35. May employees on Oregon Family Leave or Federal Family Medical Leave (FMLA/OFLA) record furlough time? Yes. While using accrued leave balances during FMLA and/or OFLA leave, an employee records unpaid leave.

36. Does an employee get to use accrued leave on a furlough day to make up the difference between their regular salary and Workers’ Compensation payment for time loss? No. An employee may not use accrued leave on a furlough day to make up the difference between the workers’ compensation rate for time loss and their regular salary.

37. Can I be required to work on a furlough day? No. If operational requirements make it necessary for an employee to work on a previously scheduled furlough day that will be a paid day and the furlough day will be rescheduled.

38. Are trial service employees required to take furlough days? Yes. Although a furlough day does not add to the length of the trial service furlough days may be scheduled during trial service.

39. Are intermittent employees furlough hours handled differently than regular staff? Yes. Since intermittent employees have – by definition – no regular or routine schedule of hours it is impractical to attempt to equalize their reduction month-to-month. They will be managed under the alternate opt-out rule and their furlough hours would be handled as “unscheduled”.

40. Can one SEIU member offer to take more furlough so that another may take less? No, there is no provision in the agreement for substitution or “donation” of furlough time to other employees.

41. Will new employees hired between October 1, 2011 and June 1, 2013, be subject to furlough? Yes. The number of furlough hours would be pro-rated based on date of hire.

42. Will a promotion or reclassification impact the number of furlough? Potentially. If a reclassification or promotion moves an employee into a higher base pay tier the number of furlough hours will be recalculated and pro-rated based on months remaining in the biennium.

43. Are those staff who are either partially or fully funded through grants subject to furloughs? Yes, the LOA for furloughs applies to all SEIU classified employees regardless of funding source.

44. Once an employee’s furlough obligation is calculated will it remain the same for the biennium, even if they receive a step increase that moves them to the next furlough tier? No. If via step increase, COLA, reclassification, or promotion an individual employee advances to a higher tier for unpaid time off, their furlough hours would be recalculated and prorated for the remainder of the year.

45. Will overtime over 8 hours a day be paid during a week a furlough day is taken? Can I be asked to take a furlough day during the normal work week, then required to work a day on the weekend at straight time? We are following the OT rules as specified in Article 25; they were not altered from the previous contract. The LOA regarding Mandatory Unpaid Time, specifically Item #15, addresses OT. Staff typically would not be asked to work OT during a week when furlough is taken. If it is necessary due to unanticipated operational issues the language in Item #15 provides for staff options.

46. SUMMARY • Begin planning to schedule furlough beginning the week of Oct. 17 • Prepare information sharing and planning opportunities with staff • If staff choose to “Opt Out” complete the form and forward to Kerry Davis, UO HR, preferably electronically, no later than Oct. 31 • kldavis@uoregon.edu

47. QUESTIONS?