1 Page 1 CONTRACT SETTLEMENT PACKAGE The University presents this contract settlement package covering all open issues, namely: 1. Health Insurance 2. Wages/Payroll (Stipends) 3. Tuition/Fee Waivers 4. Workload 5. Union Rights 6. Retirement Savings Plan 7. Vacation 8. Duration 9. Legislative Action 10. Titles/Classification
2 Page 2 Article Health Insurance 1. The parties recognize that during the academic year, GAs in the bargaining unit, together with substantially all other graduate students at the University, were required to have health insurance and were offered the opportunity to participate in a student health insurance plan provided by the University. The University subsidized the cost of such health insurance for GAs by paying a portion of the full cost of such health insurance so that the resulting cost borne by the GA for such insurance coverage was: (a) for an individual GA, $200 annually, $75 for fall semester only, or $125 for spring semester only; (b) for one dependent of the GA, in addition to the charge for the GA, $1,240 annually, $465 for fall semester only, or $775 for spring semester only; (c) for family (two or more dependents) of the GA, in addition to the charge for the GA, $1,622 annually, $608 for fall semester only, or $1,014 for spring semester only. 2. Contingent upon legislative authorization and the agreement of the Comptroller, commencing with the academic year the University shall provide GAs with health insurance under the Connecticut Partnership Plan without the Health Enhancement Plan (HEP). (a) During the academic year, for such coverage for an individual GA, the University will pay $3,416 and the GA will pay $200 (or, if the Comptroller s total charge exceeds $3,616, the GA will pay the remainder of the premium); for such coverage for the GA and one dependent, the University will pay $5,900 and the GA will pay $1,440 (or, if the Comptroller s total charge exceeds $7,340, the GA will pay the remainder of the premium); and for such coverage for the GA and family, the University will pay $8,9168,716 and the GA will pay $1,8222,022 (or, if the Comptroller s total charge exceeds $10,738, the GA will pay the remainder of the premium). (b) During the and academic years, for such coverage for an individual GA, the University will pay 94.5% and the GA will pay 5.5% of the premium; for such coverage for the GA and one dependent or the GA and family, the University will pay 80% and the GA will pay 20% of the premium. 3. In the event the legislature does not authorize the University to provide health insurance to GAs under the Connecticut Partnership Plan, or the Comptroller does not agree to have the University do so, commencing with the academic year the University will offer GAs the opportunity to participate in a student health insurance plan provided by the University through a third-party insurer or through self-insurance with coverage and benefits reasonably equivalent to those of the Connecticut Partnership Plan without HEP.
3 Page 3 (a) During the academic year, for such coverage for an individual GA, the GA will pay $200 and the University will pay the remainder of the cost of coverage; for such coverage for the GA and one dependent, the GA will pay $1,440 and the University will pay the remainder of the cost of coverage; and for such coverage for the GA and family, the GA will pay $2,022 and the University will pay the remainder of the cost of coverage. (b) During the and academic years, for such coverage for an individual GA, the University will pay 94.5% and the GA will pay 5.5% of the premium or allocated self-insurance cost, whichever is applicable; for such coverage for the GA and one dependent or the GA and family, the University will pay 80% and the GA will pay 20% of the premium or allocated self-insurance cost, whichever is applicable.
4 Page 4 [Wage Grids for each Contract Year to be Included in final version of contract] ARTICLE WAGES AND PAYROLL 1. The parties recognize that during the academic year, stipends were paid to GAs at the Beginner, Masters and PhD Candidate levels at the rates set forth below: LEVEL PERCENT EMPLOYED BIWEEKLY STIPEND STIPEND FOR FULL (TWO SEMESTER) ACADEMIC YEAR % $1, $20, Beginners (Pre-Masters) 75.00% $ $15, % $ $10, % $1, $22, % $ $16, Masters or Equivalent 50.00% $ $11, % $1, $24, % $ $18, PhD Candidate 50.00% $ $12, During the academic year, minimum stipends for GAs at the Beginner, Masters and PhD Candidate levels shall be increased by One Per Cent (1.0%). 3. During the academic year, minimum stipends for GAs at the Beginner, Masters and PhD Candidate levels shall be increased by TwoOne and One-Half Per Cent (2.01.5%). 4. During the academic year, minimum stipends for GAs at the Beginner, Masters and PhD Candidate levels shall be increased by TwoOne and One-Half Per Cent (2.01.5%). 5. A GA shall be appointed to the highest stipend level for which he or she is eligible based on degree standing at the start of the individual s appointment as a GA. GAs may be appointed to a higher level at the discretion of the University. If a GA becomes eligible for a higher level
5 Page 5 during an appointment, the higher stipend level shall become effective at the start of the next academic year. The University may appoint a GA to a combined teaching and research position. 6. Stipend rates established by this Agreement are minimums and do not restrict the University's right to provide a higher stipend, bonus or monetary award to a GA at the University s discretion. 7. The stipends established by this Article shall apply only during the time of appointment as a GA. Wages, hours and working conditions with respect to any work performed by an individual outside the term of his or her GA appointment, even if such work is similar or identical to work performed as a GA, shall not be subject to or covered by this Agreement.
6 Page 6 TUITION WAIVER The University shall grant remission or waiver of tuition for Graduate Assistants covered by this Agreement.
7 Page 7 Article Workload and Work Quality Section 1. The workload for a full-time graduate assistant shall be an average of twenty (20) hours per week during the term of the GA s appointment. Alternate percentage appointments will be directly proportional to the full-time appointment. Given the professional nature of GA assignments, the specific hours in any week may vary from the average according to the needs of the employing unit, but will not unreasonably exceed twenty (20) hours, or the pro-rata equivalent, in any given week. Section 2. While the parties recognize that the content of work assigned to a GA is a University prerogative, supervisors and departments shall not assign job duties that the GA cannot reasonably perform within the allotted workload hours. Section 3. A GA may request to take time off during academic break periods when classes are not in session. Such a request that is consistent with the deadlines and responsibilities of the GA s work shall not be unreasonably denied. Section 4. Any work assignment, including but not limited to, preparation work, training, orientation, required meetings, required conferences and required office hours, shall be included in the total workload for the period of the appointment, including duties that occur outside the academic semester. This shall not include obligations that are required of an individual graduate student as part of his or her academic program of study. Section 5. In the case of change of GA job assignment, any work completed in the original assignment will count toward the hour limit for the semester. Section 6. For GAs whose assignment exceeds the number of assigned hours, pursuant to Section 1 above, the University will (1) pay for additional hours already worked on a pro rata basis and reduce the GA s assignment so as not to exceed an average of 20 hours per week, or its pro-rata equivalent, for the remainder of the term of the GA s appointment; or (2) provide for assistance for the completion of ongoing additional work; or (3) with the consent of the GA, increase the workload specified in the appointment letter for a fractional appointment to include the additional hours of work and increase the GA's stipend commensurately; or implement another solution agreed upon by the University and the GA and Union. Section 7. If a GA contends that the GA s workload exceeds the maximum required by the GA s assignment, the GA shall first discuss this with the GA s faculty supervisor (or department head, as appropriate) in an effort to resolve the matter. A Union representative may participate in this discussion if the GA desires. Section 8. If the GA s concern is not resolved by the faculty supervisor or department head, the GA may submit a written Workload Review Request to the Dean of the Graduate School,
8 Page 8 specifying the reasons supporting the GA s claim. Within ten (10) days, the Dean of the Graduate School will respond in writing. Section 9. If the GA does not accept the decision of the Dean of the Graduate School, the Union may appeal it in the form of a grievance submitted directly to the arbitration step of the grievance and arbitration procedures of this Agreement.
9 Page 9 UNION RIGHTS Section 1. To the extent permitted by the Family Educational Rights and Privacy Act (FERPA), the University shall provide the Union electronically with the same data about members of the bargaining unit as it provides periodically to other unions at the University (specifically, Address and Address Changes, Job Title and Job Title Changes, Non-Workers Comp Leave Actions, New Hire Actions and Separations from Employment), and shall notify the Union at least monthly of changes in such data. The University will include in its template for GA offer letters a provision by which the GA consents to the disclosure of such information to the Union. The Union agrees that it will not re-disclose in violation of FERPA any personally identifiable information from education records that it receives pursuant to this provision. Section 2. To the extent that it is available, within reasonable time limits the University shall supply to the Union information needed for collective bargaining, including information related to a grievance, and the Union shall provide such information to the University. Section 3. The Union may use the University mail service under the current policy for registered organizations. Pursuant to the policy, the Union understands that it shall pay the regular rate, that its materials may not interfere with other official University obligations, and that such materials shall be accompanied by a statement that they are not official publications of the University. Section 4. Following ratification and approval by the parties, the University shall publish the collective bargaining agreement on a designated website. Section 5. The Union may arrange for the use of University conference rooms and meeting space on the same basis as other unions recognized by the University. Section 6. The University shall notify newly appointed GAs of their membership in the bargaining unit and shall supply them with the link for the Union s website where they may access membership information and forms. Section 7. The Union shall furnish the University with a written list of the Union s officers and other authorized representatives and shall update the list when changes occur. Section 8. A reasonable number of Union representatives shall be permitted access to areas of the campus that are open to the general public for the purpose of communicating and meeting with GA s, provided that the Union does not disrupt the operations of the University.
10 Page 10 RETIREMENT SAVINGS PLAN This proposal is withdrawn by the Union.
11 Page 11 Article Vacations This proposal is withdrawn by the Union.
12 Page 12 Article Duration of Agreement This Agreement shall take effect upon the later of July 1, 2015 or legislative approval, and shall expire on June 30, Negotiations for the successor to this Agreement shall commence according to the timetable established by Section 5-276a(a) of the General Statutes. The request to commence negotiations shall be in writing, sent by the requesting party to the other party via certified mail.
13 Page 13 Article Legislative Action This Agreement shall require legislative approval in accordance with Section of the General Statutes in order to become effective. For future successor agreements, the cost items contained in such agreements and any provisions that are in conflict with any statute or any regulation of any state agency shall become effective in accordance with the procedures in Section If the Legislature rejects this Agreement, or any such successor agreement, the parties shall return to the bargaining table.
14 Page 14 TITLES AND CLASSIFICATIONS This proposal is withdrawn by the Union., inasmuch as it is included in the Wages article.
Page 1 CONTRACT SETTLEMENT PACKAGE The University presents this contract settlement package covering all open issues, namely: 1. Health Insurance 2. Wages/Payroll (Stipends) 3. Tuition/Fee Waivers 4. Workload
Policies and Procedures for Graduate Assistantships (GAs) at QU Introduction Qatar University offers Graduate Assistantship (GA) awards on a competitive basis to selected newly admitted graduate students
Policies and Procedures Manual Graduate Assistantship Policy Effective Date: July 1, 1997 Purpose: To authorize and designate an operational policies and procedures manual for the University; to define
ARTICLE 10 GRIEVANCE PROCEDURE A. DEFINITION 1. A grievance is a written complaint filed by an individual employee, a group of employees, or AFSCME that alleges the University has violated a specific provision
Title: 4.0 Pay STAFF EMPLOYMENT MANUAL Chapter: 4.02 Hours, Overtime and Pay Practices Issuance Status and Effective Date: March 2013 1. Established Work Week For compliance with the overtime provisions
A. Introduction 1. Authority to Make Salary Adjustments. The Trustees, and to the extent that the authority is delegated to him or her by the Trustees, the President, possess the sole authority to determine
PLEASE NOTE: Legislative Information cannot perform research, provide legal advice, or interpret Maine law. For legal assistance, please contact a qualified attorney. An Act To Implement a Maine Unemployment
Collective Bargaining Agreement Writers Guild of America, East and Gawker Media The Writers Guild of America, East, Inc. AFL-CIO, hereinafter called WGAE or the Union, and Gawker Media LLC, hereinafter
ARTICLE 11 HOURS OF WORK A. EXEMPT EMPLOYEES 1. The normal workweek for a full-time exempt employee is considered to be 40 hours, and for part-time exempt employees the proportion of 40 hours equivalent
SICK LEAVE AND SHORT TERM DISABILITY THE PEOPLE CENTER SECTION I PURPOSE OF THE POLICY The purpose of this procedure is to establish guidelines and procedures for using Sick Leave and applying for Short
Graduate Assistant Handbook Academic Year 2015 2016 Florida International University Overview Welcome to Florida International University s Graduate Assistantship program. Colleges and Departments at Florida
Guidelines for the Awarding of SGS Fellowships and Graduate Student Support 1. General principles a. SGS baseline funds for the awarding of SGS Fellowships will be allocated to academic units by the Dean
TOWNSHIP HIGH SCHOOL DISTRICT NO. 113 Teacher Aide Salary, Benefit July 1, 2011 June 30, 2016 1. SALARY Below is a list of the starting rates for new employees hired after July 1, 2009: Year Tier I Tier
SECTION 3 RECRUITMENT AND STAFFING 3.05 UNCLASSIFIED EMPLOYEES AUTHORITY: CIVIL SERVICE ACT AND REGULATIONS TREASURY BOARD POLICIES & PROCEDURES MANUAL COLLECTIVE AGREEMENT BETWEEN THE GOVERNMENT OF PRINCE
Public Information Program Public Records Policy Purpose This policy is adopted pursuant to the Government Records Access and Management Act Utah Code Ann. 63G-2-701 ( GRAMA ) and applies to District records
Policy: 1 Page: 1 of 8 I. Purpose, Reference, and Responsibility A. Purpose The purpose of this policy is to establish guidelines for faculty compensation. B. Reference 1. University of Colorado Administrative
University of Connecticut School of Social Work Graduate Student Organization This charter was voted on and put into effect on April 24, 2014 Article I: School of Social Work Graduate Student Organization
ARTICLE 15 SALARIES The parties are committed to the fair and rational allocation of unrestricted funds to a faculty salary structure based upon the principles of equity, consistency, and the rewarding
Higher Education Capital Matching (HECap) Grant Program Legislation 2005-2014 (the HECap Act ) The attached provisions of law represent unofficial reproductions of the legislation establishing the HECap
Graduate Assistant Employment Handbook Policies and Procedures The Office of Graduate Studies Table of Contents Overview Purpose 3 General Information about Graduate Assistantships What is a Graduate Assistantship?
1100.1 Eligibility Requirements for Rensselaer s Benefit Plans Purpose To establish the eligibility requirements for Rensselaer s benefit plans. Definitions Accidental Death and Dismemberment refers to
Article 25 Pension and Benefits 25.01 Pension The University shall administer a defined contribution pension plan registered under the Pension Benefits Act (Ontario). a) Eligibility Every Teaching Faculty
Agreement between University of Maine System and The Maine Part-Time Faculty Association American Federation of Teachers Local #4593 AFT-Maine, AFL-CIO September 1, 2015 August 31, 2017 Agreement between
Page 8 Rule III. Eligible Registers, Certification, and Appointment A. Eligible Registers The Director of Human Resources shall establish and maintain such eligible registers for the various job classifications
2008-2011 University of South Florida & United Faculty of Florida/Graduate Assistants United Collective Bargaining Agreement i Table of Contents Preamble... 1 Article 1... 1 Recognition... 1 Article 2...
2014 Scholarship Conditions of Award (last updated: 21 October 2013) The PhD Scholarship: Wealth from Waste CSIRO research cluster 1 Eligibility 1.1 General The PhD scholarship: Wealth from Waste CSIRO
Page: 45 C. Civil Service Employees 1. Coverage This Subsection C. applies to all civil service employees of the Board unless otherwise provided by these Regulations, by law, or by the terms of a collective
! " #$%&' ( First, an important note from our lawyers. This booklet is intended only as a guide and does not establish any legal rights. It is intended as a summary of the benefits provided at the time
DMA POLICY: 3-05-01-2013 NAME: PAY PLAN POLICY EFFECTIVE DATE: September 1.2013 I. PURPOSE The purpose of this document is to summarize the Department program for implementing compensation under the broadband
D ISABILITY I NCOME I NSURANCE SAMPLE DOCUMENTS QUALIFIED SICK PAY PLAN For Producers Only Sample Corporate Resolution (Excerpt from the ABC Company s Corporate Minutes Containing a Board Resolution Adopting
Title 1 This agreement will be known as the Victorian Government Schools Agreement 2013. Arrangement 2 This agreement is arranged as follows: Subject Clause Allowances 20 Arrangement 2 Attendance 24 Class
Regular Session, 2001 $&71R SENATE BILL NO. 1105 (SUBSTITUTE FOR SENATE BILL 812 BY SENATOR SCHEDLER) BY SENATOR SCHEDLER AN ACT To enact Part XXV of Chapter 1 of Title 22 of the Louisiana Revised Statutes
MADISON METROPOLITAN SCHOOL DISTRICT HUMAN RESOURCE POLICIES AND PROCEDURES LEAVES OF ABSENCE WITHOUT PAY: LEAVES OF ABSENCE WITHOUT PAY: NON-MEDICAL AND MEDICAL I. Non-Medical Leaves Without Pay A. Personal
FAQs About COBRA Continuation Health Coverage What is COBRA continuation health coverage? Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions in
Agreement between University of Florida Board of Trustees and Graduate Assistants United United Faculty of Florida 2011-2014 TABLE OF CONTENTS Article 1 - Recognition... 4 Article 2 - Appointments, Reappointments,
AGREEMENT between THE NEW BRUNSWICK NURSES' UNION and BOARD OF MANAGEMENT GROUP: NURSES, PART III EXPIRES: December 31, 2018 Article TABLE OF CONTENTS Page ARTICLE 1 - PURPOSE OF THIS AGREEMENT... 1 ARTICLE
UNIVERSITY OF ALBERTA ADMINISTRATIVE AND PROFESSIONAL OFFICER AGREEMENT July 2010 (incorporating Feb 7, 2014 change to Appendix J) Table of Contents Recitals... 1 Article 1 Definitions... 1 Article 2 Application...
GUIDELINES FOR RESEARCH ASSOCIATES Office of the Provost University of Pittsburgh Effective: August 2006 (Updated 2009) DEFINITION Research Associates will normally have full-time appointments in support
UCLA Extension Education Intern Preliminary Credential Program Multiple, Single Subject, and Education Specialist (Mild/Moderate) Participating District Intern Agreement Memorandum of Understanding This
DEPARTMENT OF PUBLIC POLICY MASTER OF PUBLIC MANAGEMENT DEGREE Experiential Credit Application DESCRIPTION OF THE EXPERIENTIAL CREDIT OPTION The Department of Public Policy may grant three credit hours
TC3 Tompkins Cortland Community College Student Employment Handbook TABLE OF CONTENTS TC3 FEDERAL WORK-STUDY OVERVIEW About the Federal Work-Study Program About the Non-Work-Study Program Eligibility Drug
CHAPTER 260 AN ACT concerning employee leasing companies. BE IT ENACTED by the Senate and General Assembly of the State of New Jersey: C.34:8-67 Definitions relative to employee leasing companies. 1. For
HR Policy Appointments: Graduate Teaching Assistants and Teaching Assistants Purpose This policy defines and governs the employment relationship between the University, Graduate Teaching Assistants and
AGREEMENT BETWEEN DELTA COLLEGE AND AFSCME, AFL-CIO, LOCAL UNION NO. 845 COUNCIL 25 (FACILITIES MANAGEMENT) 2013-2016 TABLE OF CONTENTS Section Number Page Number Classifications and Wage Rates Section
Model Legislation for Accountability in Economic Development: Disclosure Good Jobs First www.goodjobsfirst.org BACKGROUND The purpose of economic development disclosure is to allow taxpayers to see the
CSEA LEGAL DEPARTMENT Health Insurance Benefits in RETIREMENT Your Rights & Options Local 1000 AFSCME, AFL-CIO 143 Washington Avenue, Albany, New York 12210 Danny Donohue, President CSEA, Inc. I JUNE 2014
Compensation and Related Benefits This policy applies to those administrators who are designated as members of the Administrative Council (AdCo) by their individual job descriptions. The Meet and Confer
CONSTITUTION FOR THE FACULTYAND STAFF FEDERATION OF COMMUNITY COLLEGE OF PHILADELPHIA Article I. Name of Organization. The name of this organization shall be the Faculty and Staff Federation of Community
CAREER DEVELOPMENT PROGRAM (A-328) July 2013 Memorandum of Agreement FY 2013 2014, FY 2014-2015 The attached document is reflective of the consultation and negotiation that has taken place to implement
Division of Human Resources and Payroll/Affirmative Action RECRUITMENT AND HIRING POLIGY - MWCC Full-time and Part-time Positions Policy Statement: The Division of Human Resources and Payroll/Affirmative
CORPORATE GOVERNANCE GUIDELINES As amended September 3, 2015 57276 The Board has adopted these Guidelines and the committee charters to provide a framework for the functioning of the Board. The Board will
Excess Lawyers Professional Liability Policy DECLARATIONS Attaching to and forming part of THIS IS A CLAIMS MADE EXCESS PROFESSIONAL LIABILITY INSURANCE - PLEASE READ CAREFULLY AND DISCUSS WITH YOUR INSURANCE
SABBATICAL LEAVE CALENDAR 1 September 15: October 15: November 7: November 15: December 15: January 15: February 15: March 15: Within two weeks of notification: Within 2 months of return from sabbatical:
Compensation and Related Benefits This policy applies to those administrators who are designated as members of the Administrative Council (AdCo) by their individual job descriptions. The Meet and Confer
TECHNOLOGY ASSISTANTS AGREEMENT BETWEEN THE BOARD OF EDUCATION OTTAWA ELEMENTARY SCHOOL DISTRICT 141 AND SERVICE EMPLOYEES LOCAL NO. 73 2014-2015, 2015-2016, 2016-2017, 2017-2018 0 TABLE OF CONTENTS Working
Brandeis University Office of Human Resources Benefits Section MS 118 781-736-4468 Family and Medical Leave Policy for Faculty Brandeis University has adopted the following leave policy for faculty members
COLLECTIVE AGREEMENT Between THE UNIVERSITY OF BRITISH COLUMBIA and CANADIAN UNION OF PUBLIC EMPLOYEES Local 2278 September 1, 2010 August 31, 2014 THE UNIVERSITY OF BRITISH COLUMBIA COLLECTIVE AGREEMENT
OFFICE OF GRADUATE STUDIES USF Graduate Community, I am pleased to present this updated comprehensive USF Graduate Assistant Policies and Guidelines handbook. Within these pages you will find clarification
TROY UNIVERSITY GUIDELINES FOR GRADUATE ASSISTANTSHIPS AND FELLOWSHIPS AOP-10-28-08-01A (Revised 8/13/13) 2013-2014 TROY UNIVERSITY GUIDELINES FOR GRADUATE ASSISTANTSHIPS AND FELLOWSHIPS 2013-2014 Table
Policy Statement for Teaching Assistants, Teaching Fellows, and Graduate Student Assistants University of Pittsburgh Effective July 1995 Contents Definitions...1 Appointment Guidelines... 2 Appointment
Student Employment Policy and Guidelines Montana Tech of The University of Montana Student Employment Policy and Guidelines... 2 Introduction to Student Employment... 2 Non-Work-Study Student Employment...
GRADUATE ASSISTANTSHIP APPLICATION Department of Child, Youth and Family Studies Due: February 1, 2014 for 2014-2015 academic year This form is required to complete the application process for admittance
SENIOR MANAGEMENT PERSONNEL POLICY A POLICY OF THE CITY OF AUBURN, NEW YORK, TO PROVIDE A COMPENSATION AND BENEFIT PLAN FOR SENIOR MANAGERS AND NON- UNION EMPLOYEES. The Senior Management Policy is designed
Provincial Collective Bargaining Agreement Effective September 1, 2013 to August 31, 2017 Between the Boards of Education and the Government of Saskatchewan and the Teachers of Saskatchewan Index Preamble...
PROFESSIONAL-TECHNICAL EMPLOYEE BENEFITS SUMMARY Updated Pro-Tech employees receive a comprehensive benefits package consistent with the terms of their Collective Bargaining Agreement. The following summarizes
Policy Number: 129 Effective Date: circa 2001 Revisions: Applicability: All Faculty Members Lehigh University Human Resources Policy FAMILY AND MEDICAL LEAVE FOR FACULTY POLICY Purpose: Policy on benefits
SUMMARY OF TENTATIVE AGREEMENT BETWEEN PRO/UAW AND UC COMPENSATION AND BENEFITS Salary/Stipend We negotiated a number of improvements to make Postdoc compensation at UC among the very best in the US. Put
2011 2015 Agreement Boston University and Local 888 Service Employees International Union 2011 2015 Agreement Boston University and Local 888 Service Employees International Union INDEX Article Title Page
Rules of the City of New York Title 61 - Office of Collective Bargaining Chapter 1 - Practice and Procedure 1-01 Definitions 1-02 Representation Proceedings 1-03 Collective Bargaining 1-04 Mediation 1-05
CONTRACT BETWEEN STATE OF CONNECTICUT AND NEW ENGLAND HEALTH CARE EMPLOYEES UNION DISTRICT 1199 Effective Dates July 1, 2009 June 30, 2012 PROFESSIONAL HEALTH CARE EMPLOYEES BARGAINING UNIT (P-1) CONTRACT
AGREEMENT BETWEEN SOUTH WASHINGTON COUNTY ISD NO 833 BUS MECHANICS and INTERNATIONAL UNION OF OPERATIING ENGINEERS, LOCAL NO 70, AFL-CIO 2014-2016 BUS MECHANICS' CONTRACT TABLE OF CONTENTS ARTICLE I PURPOSE...
Provincial Collective Bargaining Agreement Effective September 1, 2010 to August 31, 2013 Between the Boards of Education and the Government of Saskatchewan and the Teachers of Saskatchewan Index Preamble...
AGREEMENT BETWEEN ST. LUKE S HOSPITAL AND THE MINNESOTA LICENSED PRACTICAL NURSES ASSOCIATION/MINNESOTA COUNCIL 65, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO LOCAL UNION #105
S T A T E O F C O N N E C T I C U T DEPARTMENT OF CORRECTION 24 WOLCOTT HILL ROAD WETHERSFIELD, CONNECTICUT 06109 THINKING OF RETIRING? We know this is a big decision and want to help you with the entire
Frequently Asked Questions on the FACULTY EARLY RETIREMENT PROGRAM (FERP) Article 29, Unit 3 (Faculty) Collective Bargaining Agreement (CBA) 1. WHAT IS THE FACULTY EARLY RETIREMENT PROGRAM? The Faculty
COLLECTIVE AGREEMENT Between the OKANAGAN COLLEGE (Vocational Instructors) and the B.C. GOVERNMENT AND SERVICE EMPLOYEES UNION (BCGEU) Effective from April 1, 2014 to March 31, 2019 (i) TABLE OF CONTENTS
MASTER AGREEMENT BETWEEN COMMONWEALTH OF PENNSYLVANIA AND COUNCIL 13, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO Effective July 1, 2011 to June 30, 2015 asd TABLE OF CONTENTS
THE BEACON MUTUAL INSURANCE COMPANY CHARTER Rhode Island Public Laws 2003, Chapter 410, enacted August 6, 2003; as amended by Rhode Island Public Laws 2005, Chapter 117, Article16, Section10, enacted July
INVESTMENT ADVISORY MANAGEMENT AGREEMENT This Investment Advisory Agreement ( Agreement ) is entered into this day of, 20, by and between Rockbridge Asset Management, LLC ( Rockbridge ), a Registered Investment
LONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET GROUP INSURANCE FOR SOUTH LYON COMMUNITY SCHOOL NUMBER 143 TEACHERS The benefits for which you are insured are set forth in the pages of this booklet.
The Florida International University Board of Trustees and The Service Employees International Union Local 1991 Collective Bargaining Agreement 2009-2012 Table of Contents Articles Preamble...1 Article
Rules Governing the North Carolina Legislative Tuition Grant Program A Program of the State of North Carolina Administered by the State Education Assistance Authority 10 Alexander Drive, PO Box 13663 Research
AGREEMENT BETWEEN THE DISTRICT BOARD OF TRUSTEES BREVARD COMMUNITY COLLEGE AND UNITED FACULTY OF FLORIDA BREVARD COMMUNITY COLLEGE 2012-2015 Revised June 2012 TABLE OF CONTENTS TABLE OF CONTENTS... i ARTICLE
INTRODUCTION DISCHARGING WAGE AND FRINGE BENEFIT OBLIGATIONS EMPLOYEE NOTIFICATION AND POSTER TIMELY PAYMENT OF WAGES AND FRINGE BENEFITS HOURS WORKED BONA FIDE FRINGE BENEFITS FRINGE BENEFIT REQUIREMENTS
PROFESSIONAL AGREEMENT BETWEEN THE ROYAL OAK BOARD OF EDUCATION AND THE ROYAL OAK SCHOOL PSYCHOLOGISTS ASSOCIATION 2013-14 2014-15 2015-16 SCHOOL DISTRICT OF THE CITY OF ROYAL OAK TABLE OF CONTENTS Agreement
Metropolitan Edison Company Bargaining Unit Retirement Plan January 2007 Metropolitan Edison Company Bargaining Unit Retirement Plan This Summary Plan Description is created for the use of eligible participants
The Florida International University Board of Trustees and The United Faculty of Florida Collective Bargaining Agreement 2011-2014 Table of Contents Preamble...1 Article 1 Recognition...1 Article 2 Consultation...2
LONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET GROUP INSURANCE FOR WAYNE WESTLAND COMMUNITY SCHOOLS SCHOOL NUMBER 944 TEACHERS The benefits for which you are insured are set forth in the pages of this
POSITION ANNOUNCEMENT Director of Human Resources General Purpose The Director of Human Resources and Leadership Development provides leadership and day-to-day management of the human resource services,
Your consent to our cookies if you continue to use this website.