Effective 7/1/15 - 6/30/17
Neither party will be bound by typographical errors, grammatical errors, or other instances of unintended error in this contract. Furthermore, the parties agree that any unintended changes to the contract language as a result of contract consolidation will not create new legal rights or responsibilities outside of the parties' specific intent. The parties reserve the right to correct any such mistakes or omissions by mutual agreement at any point during the life of the contract in order to preserve the original intent of the language.
8.3 Work Day/Meal Period.
Specific to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units:
The normal work day for full-time employees typically shall be eight (8) hours to be completed within a nine (9) hour period.
8.4 Rest Breaks.
Employees shall receive a fifteen (15) minute break during each four (4) hours worked. It is the Employer's intention to provide uninterrupted rest breaks.
8.5 Work Period Designations/Scheduled Work Periods (Applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units).
Each position will be assigned by the personnel officer to one of the work period designations identified below. Employees will be informed of their eligibility for overtime compensation.
Use of accrued compensatory time shall be approved by the employing official with consideration being given to the work requirements of the department and the wishes of the employee. Compensatory time off may be scheduled by the employing official during the final sixty (60) days of a biennium (for the University-wide Nonsupervisory, University-wide Supervisory, and Healthcare Professional/Laboratory Technical bargaining units), or fiscal year (for the Research Technologist and Research Technologist Supervisor bargaining units).
Compensatory time must be used or paid for by June 30th of each fiscal year. Exceptions to this policy may be approved by the Human Resources Office upon written justification of the extension.
8.7 Overtime Policies.
Temporary Modified Weekly Schedule. By mutual agreement, individual employees and their supervisors may agree to a temporary modified weekly schedule. This schedule allows employees to alter their regular daily working hours within a work week without generating the payment of overtime (unless the employee works beyond forty (40) hours in the employee's regular work week). Such scheduling will not be considered a regularly recurring alternative schedule.
Specific to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units: Temporary modified weekly scheduling adjustments must be completed within the employee's regular work week.
8.8 Change in Work Schedule/Shift Assignment Notification.
The Employer agrees to provide a minimum of fourteen (14) calendar days' notice to an employee in the event of an Employer-directed permanent change in the employee's shift assignment or work schedule. For temporary changes in work assignment occurring within the employee's assigned work week, the Employer will provide two (2) calendar days' notice with the day of notification constituting the first day of notice. For emergency reasons, lack of work, an existing safety hazard to the employee or others, or mutual agreement between the Employer and employee under Article 8.7(e), the Employer may temporarily change an employee's schedule with fewer than two (2) calendar days' notice. Temporary is defined as no longer than one (1) week.
Specific to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units: Temporary shift changes not mutually agreed to shall not be employed to avoid the accrual of overtime.
The assignment of employees in various shifts within each work group or department shall be determined by the employing official, provided that when qualifications are substantially equal in the judgment of the employing department, seniority shall be a factor in determining shift assignment. This criteria does not apply to positions deemed by the employer to require a rotational shift.
8.9 Callback Pay (Applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units).
When a scheduled work period employee has left the institution grounds and is called to return to the work station outside of regularly scheduled hours, he/she shall receive two (2) hours bonus pay plus time actually worked. The bonus pay shall be compensated at the regular rate; time worked shall be compensated at time and one-half (1-1/2). Time worked immediately preceding the regular shift does not constitute call back, provided time worked does not exceed two (2) hours or notice of at least eight (8) hours has been given. An employee on standby status called to return to the work station does not qualify for call back pay.
8.10 Off Duty Work (Applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units).
Scheduled or nonscheduled employees not on standby status who are required to perform substantial work-related duties via telephone outside their regular duty hours and away from their work station shall be compensated in the event any such telephone call is initiated by the Employer. Such time worked shall be credited at a minimum of four (4) dollars or for eligible employees overtime payment shall be calculated in accordance with the provisions of this Article. The employee shall be paid whichever is greater.
8.11 Standby Pay (Applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units).
Scheduled or nonscheduled work period employees required to restrict off-duty activities to be available for duty shall be compensated as follows:
Employees who, on the effective date of this Agreement, receive standby pay in excess of those rates shall continue to do so. When called in from standby status, the employee shall receive premium pay (time and one-half [1-1/2] the employee's regular rate) for a minimum work period of two (2) hours. The two (2) hours pay shall not apply unless the employee has left the employer's premises.
8.12 Shift Differential (Applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units).
Employees assigned to evening and night shifts shall receive a shift differential as follows:
Evening shift is defined as a majority of time worked daily or weekly between 5:00 p.m. and 12:00 a.m. Night shift is defined as a majority of time worked daily or weekly between 12:00 a.m. and 7:00 a.m. Any classification which receives a higher shift differential on the effective date of this Agreement shall continue to do so. Shift differential shall be paid for the entire shift which qualifies. When an employee is regularly assigned to an afternoon or evening shift that qualifies for shift differential, he/she shall continue to receive the shift differential during temporary assignment, not to exceed five (5) working days, to a shift that does not qualify.
8.13 Language Pay. Except in those instances requiring the services of a licensed interpreter and when the UW determines that a technical/clerical position requires the use of more than one (1) language, or sign language (AMESLAN), or braille, premium pay of two (2) steps above the level normally assigned for that position shall be paid for this additional responsibility.
8.14 Alternative/Flexible Schedules. The University's official hours are 8:00 a.m. to 5:00 p.m. Departments having continuous and/or public responsibility may establish independent work schedules in order to meet their special needs. Departments are encouraged to establish flexible work schedules and to give serious consideration to employee requests. Individual requests for flexible scheduling may be approved by the employing official, provided that such scheduling does not interfere with the effective operation of the department and shall be dependent upon such considerations as building accessibility and security.
Notwithstanding the above provision an employee may file a grievance and process such grievance to Step Two of the grievance procedure on the grounds that the decision was arbitrary and not made for business reasons. If the grievance is not resolved it shall be considered withdrawn.
8.15 Excepted Work Period Positions.
Employees assigned to excepted work period positions normally do not qualify for overtime pay. However, when an employing official determines that the employee has been directed to work an excessive amount of hours for an extended period of time, overtime in the form of compensatory time or cash not to exceed a "time and one half (1-1/2)" basis may be approved by the Director of Human Resources Operations.
When the University creates or modifies a classification such that it is excepted from overtime in accordance with the law, the Union shall be notified in advance of implementation. This language does not preclude the Union or any individual employee from challenging the University's overtime determination in appropriate forums.
8.16 Departmental Labor Management.
In an effort to resolve workplace problems collaboratively and at the lowest level, staff are strongly encouraged to bring concerns about staffing and other working conditions to the attention of their department(s). SEIU Local 925 can request that the Office of Labor Relations set up a Joint Labor Management meeting for the particular department. The Union can also place on the agenda of any Labor Management meeting issues of staffing and/or other working conditions in particular departments/units.
Release time for the employees requesting to be at the meeting will be subject to the operational needs of the department.
8.17 Weekend Pay.
University-wide Nonsupervisory, and Supervisory bargaining units: All hours worked on weekends by employees in applicable job titles shall include a weekend pay premium accordance with Appendix III.
Health Care Professional/Laboratory Technical bargaining unit: All hours worked on weekends shall include a weekend pay premium of $1.50 per hour.
8.18 Substitute Lead (Applicable only to the Health Care Professional/Laboratory Technical bargaining unit).
Effective July 1, 2005, employees in a non-lead classification who are designated by the employer to assume the lead role in the absence of an employee in a lead classification shall be paid a premium of $1.50 per hour. Effective July 1, 2006, the premium shall increase to $2.00 per hour.
Surgical Technologists may serve as a preceptor after successfully completing a preceptor workshop or equivalent documented training and agreeing to and being appointed to be specifically responsible for planning, organizing, and evaluating the new skill development of one or more newly hired surgical technologists or perioperative registered nurses. This includes teaching, clinical supervision, role modeling, feedback, evaluation (verbal and written) and follow up of the new or transferring employee. Employees will receive a preceptor premium pay of $1.50 per hour for all time spent engaged in preceptor role responsibilities with/on behalf of the orienting employees.
Respiratory Care Practitioners may serve as preceptors after successfully completing a preceptor workshop or equivalent documented training and agreeing to and being appointed to be specifically responsible for planning, organizing, and evaluating the new skill development of one or more Respiratory Care Practitioners enrolled in a defined orientation program, the parameters of which have been set forth in writing by the Employer. This includes teaching, clinical supervision, role modeling, feedback, evaluation (verbal and written) and follow up of the new or transferring employee.
Respiratory Care Practitioner preceptors are eligible to receive preceptor premium pay of $1.50 per hour only when actually engaged in preceptor role responsibilities with/on behalf of the orienting Respiratory Care Practitioner.
8.20 HMC Public Safety Sergeant Premium.
All Department of Public Safety Sergeants who have been trained and qualified to assist the clinical staff when requested in the proper restraint of patients will receive the premium pay of $1.30 per hour. For the purpose of this article, hours of paid time off, such as holiday, vacation or sick leave, do not count as hours worked.
8.21 UWMC Public Safety Officer Premium.
All Department of Public Safety Officers and Sergeants who have been trained and qualified to assist the clinical staff in the proper restraint of patients will receive premium pay of $1.30 per hour. For the purpose of this article, hours of paid time off, such as holiday, vacation or sick leave, do not count as hours worked.