Central Michigan University & UAW Local #6888 Contract
An Agreement BetweenCentral Michigan University AndUAW Local #6888 AFL-CIOJuly 1, 2022 – June 30, 2025
Collective Bargaining Agreement by and betweenCentral Michigan University and UAW Local #6888, AFL-CIOPREAMBLEThe University and the Union recognize the moral principles involved in the areas of Civil Rights andAffirmative Action and reaffirm in the following negotiated Agreement their commitment not todiscriminate because of participation in or affiliation with any labor organization, race, color, religion,sex, national origin, age, marital status, sexual orientation, disability, ethnicity, familial status, gender,gender expression, gender identity, genetic information, political persuasion, pregnancy, childbirth orrelated medical conditions, sex-based stereotypes, transgender status, veteran status, weight and heightexcept to the extent that such matters are, under law, allowable bona fide job qualifications.i
Collective Bargaining Agreement by and betweenCentral Michigan University and UAW Local #6888, AFL-CIOTable of ContentsPREAMBLE .iAGREEMENT . 1PURPOSE AND INTENT . 1RECOGNITION . 1DEFINITIONS . 1WORKING DAY . 1CALENDAR DAY. 2PRORATING. 2EMPLOYEE STATUS . 2REGULAR FULL-TIME EMPLOYEE . 2PROVISIONAL EMPLOYEE . 2PART-TIME EMPLOYEE. 2PROBATIONARY EMPLOYEE . 2TEMPORARY EMPLOYEE . 2STUDENT EMPLOYEES . 3RIGHTS OF THE UNIVERSITY . 3AID TO OTHER LABOR ORGANIZATION. 3UNION REPRESENTATION . 3DEDUCTION OF UNION DUES AND INITIATION FEES . 4DEDUCTION . 4DELIVERY OF EXECUTED AUTHORIZATION OF PAYROLL DEDUCTION FORM . 5WHEN DEDUCTIONS BEGIN. 5REFUNDS . 5TERMINATION OF DEDUCTION . 5DISPUTES CONCERNING DEDUCTION . 6LIMIT OF UNIVERSITY’S LIABILITY . 6LIST OF DUES-PAYING MEMBERS . 6SPECIAL CONFERENCES . 6GRIEVANCE PROCEDURE . 6INDIVIDUAL GRIEVANCE . 7GROUP GRIEVANCE. 7UNION GRIEVANCE . 7STEP ONE . 7STEP TWO. 7STEP THREE . 8STEP FOUR. 9SELECTION OF ARBITRATOR . 9PRE-ARBITRATION CONFERENCE . 9ARBITRATION . 9ii
Collective Bargaining Agreement by and betweenCentral Michigan University and UAW Local #6888, AFL-CIOATTENDANCE BY AGGRIEVED EMPLOYEE AND OTHER EMPLOYEES . 10FINALITY OF DECISIONS . 10WITHDRAWAL OF CASES . 10COMPUTATION OF BACK WAGES . 10PERSONNEL FILE . 10TERMINATION NOTICE . 11DISCHARGE OR DISCIPLINE . 11NOTICE OF DISCHARGE OR DISCIPLINE . 11APPEAL OF DISCHARGE OR DISCIPLINE . 11USE OF PAST RECORD . 11DRUG TESTING . 11ALCOHOLISM OR OTHER DRUG ABUSE. 11SUBCONTRACTING . 12JOB VACANCIES. 12AMERICANS WITH DISABILITIES ACT COMPLIANCE. 13OFFICE PROFESSIONAL SKILLS TESTING . 13PROMOTIONS . 13TRANSFERS . 14REDUCTION OR REALLOCATION OF WORK FORCE . 14RECALL PROCEDURE . 16SENIORITY DEFINITION. 17LOSS OF SENIORITY . 17RETENTION OF SENIORITY . 17OFFICER’S SENIORITY . 17LEAVES OF ABSENCE WITHOUT PAY. 18LEAVES OF ABSENCE FOR ILLNESS, INJURY, OR MEDICAL DISABILITY . 18PERSONAL LEAVE. 18FAMILY AND MEDICAL LEAVE . 18LONG-TERM MILITARY LEAVE . 19UNION EDUCATIONAL LEAVE . 19LEAVE OF ABSENCE (UNION OFFICE) . 19LEAVES OF ABSENCE WITH PAY . 20PERSONAL LEAVE DAYS. 20FUNERAL LEAVE . 20VERIFICATION OF ELIGIBILITY FOR FUNERAL LEAVE . 20COURT-REQUIRED SERVICE . 20SHORT TOURS MILITARY LEAVE . 21SICK LEAVE . 21iii
Collective Bargaining Agreement by and betweenCentral Michigan University and UAW Local #6888, AFL-CIOMEDICAL VERIFICATION . 22RECORDS AND REPORTS . 22SERIOUS AND CATASTROPHIC LEAVE . 22MEDICAL CONDITION FOLLOWING LEAVE . 23MEDICAL DISPUTE . 23FAMILY ILLNESS FUND . 23AMOUNT OF FAMILY ILLNESS FUND . 23SHIFT HOURS . 23SHIFT DIFFERENTIAL . 24REST PERIODS. 24OVERTIME . 24HIGHER CLASSIFICATION WORK . 25WITHIN BARGAINING UNIT. 25OUTSIDE BARGAINING UNIT . 25CALL-IN PAY . 26LEGAL HOLIDAYS. 26ADDITIONAL HOLIDAYS . 26VACATIONS . 27RETIREMENT. 28TYPE OF PLAN . 28ELIGIBILITY . 28VESTING . 28UNIVERSITY CONTRIBUTION . 28VENDOR . 28RETROACTIVITY . 28HEALTH INSURANCE. 28FLEXIBLE BENEFITS PROGRAM . 29INVESTMENT OPPORTUNITIES. 30TUITION BENEFIT PLAN . 30PURPOSE . 30PROVISIONS OF PLAN FOR ACTIVE EMPLOYEES . 30PARKING REGULATIONS . 31SEXUAL HARASSMENT. 31NEW MATTERS. 31BARGAINING TEAM. 32RELEASE TIME FOR UNION PRESIDENT, VICE PRESIDENT AND/OR FINANCIALiv
Collective Bargaining Agreement by and betweenCentral Michigan University and UAW Local #6888, AFL-CIOSECRETARY. 32STRIKES. 32RULES AND REGULATIONS . 32VALIDITY . 32SUPPLEMENTAL AGREEMENTS . 33RATIFICATION . 33TERMINATION AND MODIFICATION. 33NOTICE OF TERMINATION MODIFICATION . 34WAGE/RANGE ADJUSTMENTS . 34IN-GRADE ADJUSTMENTS . 35LUMP SUM PAYMENTS . 35OFFICE PROFESSIONAL CLASSIFICATION PROCESS . 35REQUESTING A STUDY . 35DOWNGRADES . 36VARIOUS UNION REPORTS . 36APPENDIX “A” – FAMILY MEDICAL LEAVE ACT “FOR REFERENCE ONLY” . 38APPENDIX "B" – INSURANCE RATES AND CONTRIBUTIONS . 39APPENDIX “C” – AVAILABLE OPTIONS UNDER CMU CHOICES . 41APPENDIX “D” – RIGHT TO WORK . 42APPENDIX “E” – CLINICAL PRACTICE EMPLOYEES . 43APPENDIX “F” – PROFESSIONAL DEVELOPMENT OPPORTUNITIES. 44v
Collective Bargaining Agreement by and betweenCentral Michigan University and UAW Local #6888, AFL-CIOAGREEMENTOP0-1 This Agreement is entered into this 25th day of May, 2022, between the Board of Trusteesof Central Michigan University, being the constitutional and statutory board of control ofCentral Michigan University (hereinafter referred to as “University”) and the InternationalUnion, United Automobile, Aerospace and Agricultural Implement Workers of America,UAW and its Local Union 6888 (hereinafter referred to as the “Union”), as exclusiverepresentative of employees employed by Central Michigan University and as set forth insection OP2-1 and OP2-2.PURPOSE AND INTENTOP1-1 The general purpose of this Agreement is to set forth terms and conditions of employment;to provide a satisfactory and orderly means to the solution of employee and employerproblems; to maintain the pleasant working atmosphere which exists at the Universitybetween the members of the Union and the people for whom they perform work; and topromote orderly and peaceful relations between the University and its employees.OP1-2The parties recognize that the University’s primary function is to serve the educational andresearch needs of the State of Michigan. The parties further recognize that the job securityof the employees is dependent upon the University’s proper fulfillment of its basic purposeand is dependent upon the support of the local and state community in which the Universityis located.OP1-3The parties agree that, to these ends, the University and the Union will encourage to thefullest degree, friendly and cooperative relations between the respective representatives ofboth groups at all levels and among all employees.RECOGNITIONOP2-1 The University acknowledges the express desire of its employees to be represented by theUnion as indicated in the consent elections held on April 10, 1968, and December 19, 1980,and recognizes the Union as the sole and exclusive bargaining representative with respect torates of pay, hours, and other conditions of employment for the term of this Agreement inthe designated bargaining unit. The designated bargaining unit is found in the Agreementfor Consent Election dated March 2, 1968, and the Agreement for Consent Election datedNovember 19, 1980, and the Agreement for Consent Election dated December 11, 1990.And the parties agree that the following description accurately represents what is set forthin those three (3) consent election agreements:OP2-2All regular and provisional full-time and regular and provisional part-time office professionalemployees of Central Michigan University located in Mount Pleasant, Michigan, excludingsupervisors, employees occupying positions of a confidential nature, those employees onthe student employee assistance payroll or its equivalent, executives, administrativeofficers, and temporary employees.DEFINITIONSWorking DayOP3-1 Working day shall be interpreted to mean any day of the week providing such day is ascheduled working day for the employee. A work week shall be interpreted to mean anyfive (5) days a week.1
Collective Bargaining Agreement by and betweenCentral Michigan University and UAW Local #6888, AFL-CIOOP3-2OP3-3Calendar DayAny day within a seven (7) day calendar week regardless of whether or not an employee isscheduled to work.ProratingThe method of determining the amount of benefits for which an employee is eligible basedupon the proportion of the employee’s position compared to a full-time position. Anemployee scheduled to work at least thirty (30) hours per week on a regular basis and whohas an official appointment of at least 75% FTE will be considered a full-time employee forpurposes of establishing the level of university health care benefit contributions only.EMPLOYEE STATUSRegular Full-Time EmployeeOP4-1 A regular full-time employee is an employee who has completed a probationary period andis scheduled to work a minimum of forty (40) hours per week on a regular basis (See OP 33, “Prorating”).OP4-2OP4-3OP4-4OP4-5Provisional EmployeeAn employee who is employed for a period of time which will equal or exceed one (1)academic year with the duration of their appointment contingent upon the continuation ofthe program and the availability of funds subject to appropriate provisions of the CollectiveBargaining Agreement. All provisional positions at the time of ratification of this agreementwill retain their bumping rights under Article OP-23, subject to the limitations in AppendixF.Part-Time EmployeeA part-time employee is an employee who has completed a probationary period and isscheduled to work less than forty (40) hours per week and at least twenty (20) hours per week(see OP 3-3 for method used to prorate benefits contributions for eligible part-timeemployees).Probationary EmployeeA probationary employee is a new employee in the bargaining unit. Such employees areconsidered to be in probationary status for the first ninety (90) days of their continuousemployment; provided, however, that upon the request of the appointing authority,Employee Relations may extend this status for up to an additional ninety (90) calendar days.Requests by the appointing authority to extend a probationary period shall be made inwriting to Employee Relations with a copy to the President of the Union and shall include astatement of the reason(s) for making the request. If the extension is authorized byEmployee Relations, such notification will be sent to the appointing authority, with copiesto the probationary employee and the Union President. A probationary employee may notresort to the Grievance Procedure for relief if the employee is discharged or disciplinedexcept for Union activity.Temporary EmployeeAn individual engaged as temporary staff (whether hired by the University directly orengaged through a temporary agency) who works at a designated temporary job to meet therequirements of the University that may be occasioned by leave of absence, resignation,dismissal, temporary or abnormal increased workloads, or any other conditions that may2
Collective Bargaining Agreement by and betweenCentral Michigan University and UAW Local #6888, AFL-CIOcreate temporary staffing problems. A position may be filled with a temporary employee forup to nine (9) months (up to fifteen (15) months with approval of the Director/EmploymentServices).Within seven (7) working days following an actual bi-weekly pay date, the University willprovide the Union a Temporary Employee Utilization report showing: Temporary employee name Department Number of hours worked in the pay periodOP4-6After a temporary employee has been engaged in a specific assignment involving theperformance of bargaining unit work occasioned by temporary or abnormal increasedworkloads for fifteen (15) continuous months for not less than twenty (20) hours per weekfor each week of the fifteen continuous months, the University, upon written notice fromthe Union following the conclusion of the fifteen month period, will have thirty daysthereafter to decide whether the temporary assignment will be announced as a benefitseligible position. If announced as a benefits-eligible position, the position will be posted asa job vacancy. The University and the Union may, by mutual agreement, extend the durationof the temporary employment before the position must be announced as a regular position.Student EmployeesIt is recognized by the Union that, as a matter of policy, the University is committed toproviding work opportunities for student employees. It is not the intent of the Universityto use student employees to cause the lay-off of bargaining unit members.RIGHTS OF THE UNIVERSITYOP5-1 The University has the right to the general supervision of the institution and the control anddirection of all expenditures from the institution’s funds.OP5-2The University reserves and retains, solely and exclusively, all rights to manage, direct, andsupervise the University’s work force, including, but not limited to, the right to hire,discipline, suspend, discharge, promote, demote, reclassify, transfer, or lay off employees, orto reduce or increase the size of the working force, or to make reasonable judgments as tothe ability and skill of employees, or to schedule hours in shifts or determine the standardsfor University work, methods, processes, means and materials to be used in accomplishingthe constitutional purposes, for which the University is organized, except as expressly limitedby this Agreement. In no event shall the terms of the second sentence of thisparagraph in any way limit the constitutional mandates placed on the University.AID TO OTHER LABOR ORGANIZATIONOP6-1 The University will not aid, promote or finance any labor group or organization whichpurports to engage in collective bargaining or make any agreement with any such group ororganization for the purpose of undermining the Union.UNION REPRESENTATIONOP7-1 The University and the Union recognize that the Union is the exclusive bargaining agent forall employees in the bargaining unit. Consistent with the requirements of the MichiganPublic Employment Relations Act (“PERA”), as amended, the parties further recognize thatmembership in the union is not required as a condition of continued employment. The3
Collective Bargaining Agreement by and betweenCentral Michigan University and UAW Local #6888, AFL-CIOparties recognize that employees covered by this Agreement may not be compelled to:Become or remain a member of a labor organization or bargainingrepresentative or otherwise affiliate with or financially support a labororganization or bargaining representative.(b) Refrain from joining a labor organization or bargaining representative or otherwiseaffiliating with or financially supporting a labor organization or bargainingrepresentative.(c) Refrain or resign from membership in, voluntary affiliation with, or voluntaryfinancial support of a labor organization or bargaining representative.(d) Pay to any charitable organization or third party an amount that is in lieu of,equivalent to, or any portion of dues, fees, assessments, or other charges or expensesrequired of members of or public employees represented by a labor organization orbargaining representative.(a)OP7-2The Union will defend, indemnify and save harmless the University from any and all claims,demands, suits and other liability, including costs and reasonable attorneys’ fees, by reasonof action taken or not taken by the University for the purpose of complying with this Article.OP7-3In the event of any of the provisions of this Article are unenforceable under state or federallaw, the parties shall meet to negotiate changes necessary to bring the Article into conformitywith law.DEDUCTION OF UNION DUES AND INITIATION FEESOP8-1 During the life of this Agreement, the University agrees, in accordance with and to the extentof any applicable state or federal laws, to deduct initiation fees, if any, and monthlymembership dues in the amount established by the Union, proportionately each pay period,from the wages due all persons who individually and voluntarily give the University writtenauthorization to do so.The University shall forward such dues to: Union, Central Michigan University, MountPleasant, Michigan, on or before the seventh (7th) day after each pay date. Where theproportionate amount, above described, is less than 5.00 per pay period, the Universitymay deduct more than the proportionate amount and
Central Michigan University And . UAW Local #6888 AFL-CIO . July 1, 2022 - June 30, 2025 . Collective Bargaining Agreement by and between Central Michigan University and UAW Local #6888, AFL-CIO i . PREAMBLE The University and the Union recognize the moral principles involved in the areas of Civil Rights and
PSI AP Physics 1 Name_ Multiple Choice 1. Two&sound&sources&S 1∧&S p;Hz&and250&Hz.&Whenwe& esult&is:& (A) great&&&&&(C)&The&same&&&&&
The Constitution of the UAW is the highest law of our union. It provides the foundation for the day-to-day operations of our great union, and equally important, it sets forth the rights, guarantees and responsibilities of all UAW members. The UAW’s Constitution expresses our union’s values and vision of a democratic society that
Argilla Almond&David Arrivederci&ragazzi Malle&L. Artemis&Fowl ColferD. Ascoltail&mio&cuore Pitzorno&B. ASSASSINATION Sgardoli&G. Auschwitzero&il&numero&220545 AveyD. di&mare Salgari&E. Avventurain&Egitto Pederiali&G. Avventure&di&storie AA.&VV. Baby&sitter&blues Murail&Marie]Aude Bambini&di&farina FineAnna
The program, which was designed to push sales of Goodyear Aquatred tires, was targeted at sales associates and managers at 900 company-owned stores and service centers, which were divided into two equal groups of nearly identical performance. For every 12 tires they sold, one group received cash rewards and the other received
College"Physics" Student"Solutions"Manual" Chapter"6" " 50" " 728 rev s 728 rpm 1 min 60 s 2 rad 1 rev 76.2 rad s 1 rev 2 rad , π ω π " 6.2 CENTRIPETAL ACCELERATION 18." Verify&that ntrifuge&is&about 0.50&km/s,∧&Earth&in&its& orbit is&about p;linear&speed&of&a .
Case Study: VOLKSWAGEN AND THE UAW Compiled By the Team at UnionProof.com. 2 On Valentine's Day, 2014, the UAW lost an historic representation election at Volkswagen's Chattanooga, . But Volkswagen moved forward and production began in April of 2011. Volkswagen invested 1 billion into building the plant, awarding 379 million in local
theJazz&Band”∧&answer& musical&questions.&Click&on&Band .
SETTING UP AUTOCAD TO WORK WITH ARCHITECTURAL DRAFTING STYLE You will need to make some changes to AutoCAD to use it as a drafting tool for architectural drawings. AutoCAD “out-of-the-box” is set up primarily for mechanical drafting: drawing small parts for machinery using the metric system because that is the type of drafting is the most practiced in the world. However, making drawings of .
