Ok, go ahead and compare your institute's policies, benefits and greatness with the UCONN Health Center, do your home work to find who is the best?, hope this helps lot of postdocs sitting on the fence to not know which side to jump to get some clear ideas?.
"An ambiqous mind is no better than a mind that is ceased to function"
quote by Dr.Muni, 09-26-2007
CONTRACT
Between
THE UNIVERSITY OF CONNECTICUT HEALTH CENTER
THE UNIVERSITY OF CONNECTICUT HEALTH CENTER
and
UNIVERSITY HEALTH PROFESSIONALS
July 1, 2006 - June 30, 2010
Article 1
RECOGNITION
1.1 The State of Connecticut through the Board of
Trustees for the University of Connecticut Health Center,
Farmington, (hereinafter known as the Employer) recognizes
the American Federation of Teachers, AFL-CIO, (hereinafter
known as the Union) as the sole and exclusive bargaining agent
for the purposes of establishing salaries, hours and other
conditions of employment for the professional employees on
the regular payroll in the bargaining unit which excludes per
diem employees, University Hospital Resident Physicians and
Dentists, Graduate Assistants, Faculty, and
Managerial/Confidential Exclusions as defined in C.G.S. 5-270.
1.2 The Board of Trustees reserves its right under the
State Collective Bargaining Statute, Section 5-270 to exclude
additional positions which are or which may become managerial
during the life of this contract. Such exclusions shall be made
in accordance with the process delineated in the Memorandum
of Agreement regarding management exclusions.
State Collective Bargaining Statute, Section 5-270 to exclude
additional positions which are or which may become managerial
during the life of this contract. Such exclusions shall be made
in accordance with the process delineated in the Memorandum
of Agreement regarding management exclusions.
1.3 The Department of Human Resources shall send
to the Union every six months a list of all individuals and their
titles who are managerial or confidential exclusions.
to the Union every six months a list of all individuals and their
titles who are managerial or confidential exclusions.
1.4 Whenever in this Agreement eligibility for a
benefit is premised on an employee’s having an assignment
authorization of fifty (50) percent or more (such as but not
necessarily limited to personal leave, tuition waiver, payment
for jury duty, disability insurance):
benefit is premised on an employee’s having an assignment
authorization of fifty (50) percent or more (such as but not
necessarily limited to personal leave, tuition waiver, payment
for jury duty, disability insurance):
a. The employee must actually be paid the
percentage of time specified in the assignment authorization.
percentage of time specified in the assignment authorization.
b. The assignment authorization must be in effect
for sixty (60) days. Therefore, an employee whose assignment
authorization is increased from below fifty (50) percent to fifty
(50) percent or more shall not be eligible for the benefit until the
assignment authorization has been in effect for sixty (60) days;
an employee whose assignment authorization is decreased, shall
not have such benefits reduced or eliminated until the reduction
has been in effect for sixty (60) days. In the case of benefits
for sixty (60) days. Therefore, an employee whose assignment
authorization is increased from below fifty (50) percent to fifty
(50) percent or more shall not be eligible for the benefit until the
assignment authorization has been in effect for sixty (60) days;
an employee whose assignment authorization is decreased, shall
not have such benefits reduced or eliminated until the reduction
has been in effect for sixty (60) days. In the case of benefits
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which coincide with the calendar month, the change shall take
place on the first of the month which follows a period of 60
days or a major portion thereof.
The above does not apply to vacation, sick leave
and seniority. Sick leave and vacation shall continue to be
prorated as specified in the Agreement. Seniority shall continue
to be prorated based on assignment authorization percentage.
An employee’s previously accrued leave shall
not be increased or decreased as a result of a change in
assignment authorization; however, eligibility for leave and/or
the rate of accrual shall be modified as provided in Section 1.4.
With respect to personal leave:
which coincide with the calendar month, the change shall take
place on the first of the month which follows a period of 60
days or a major portion thereof.
The above does not apply to vacation, sick leave
and seniority. Sick leave and vacation shall continue to be
prorated as specified in the Agreement. Seniority shall continue
to be prorated based on assignment authorization percentage.
An employee’s previously accrued leave shall
not be increased or decreased as a result of a change in
assignment authorization; however, eligibility for leave and/or
the rate of accrual shall be modified as provided in Section 1.4.
With respect to personal leave:
a. An employee shall lose personal leave time
accrued upon a decrease of assignment authorization to below
fifty (50) percent.
accrued upon a decrease of assignment authorization to below
fifty (50) percent.
b. An employee whose assignment authorization is
increased to fifty (50) percent or more shall receive pro rata
personal leave.
increased to fifty (50) percent or more shall receive pro rata
personal leave.
Article 2
CHECK-OFF
2.1
a. Employees who join the Union shall pay dues
and initiation fees (if applicable) in accordance with the terms
of this Article.
CHECK-OFF
2.1
a. Employees who join the Union shall pay dues
and initiation fees (if applicable) in accordance with the terms
of this Article.
b. Employees who do not join the Union shall pay
agency fees in accordance with the terms of this Article.
c. Compliance with Article 2.1a and 2.1b is a
condition of employment.
d. The Health Center may deduct contributions in
the amount specified from the gross paycheck of each person in
the unit who authorizes in writing payments to fund-raising
drives sponsored by the Health Center.
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2.2 The Employer shall deduct from the biweekly
wages Union dues and initiation fee, or agency fees, as
established by the Union. Such deductions will begin no later
than the first pay period following the completion of the
employee's first thirty (30) days of employment. The initiation
fee shall be paid in five (5) consecutive biweekly installments.
2.2 The Employer shall deduct from the biweekly
wages Union dues and initiation fee, or agency fees, as
established by the Union. Such deductions will begin no later
than the first pay period following the completion of the
employee's first thirty (30) days of employment. The initiation
fee shall be paid in five (5) consecutive biweekly installments.
2.3 An employee who fails to become a member of
the Union, or an employee whose membership is terminated for
non-payment of dues; or who resigns from membership shall be
required to pay an agency service fee under Section 2.4.
the Union, or an employee whose membership is terminated for
non-payment of dues; or who resigns from membership shall be
required to pay an agency service fee under Section 2.4.
2.4
a. Employees who do not join or who terminate
their membership in the Union shall be required to pay agency
fees equivalent to and on the same basis as the applicable union
dues and initiation fees.
a. Employees who do not join or who terminate
their membership in the Union shall be required to pay agency
fees equivalent to and on the same basis as the applicable union
dues and initiation fees.
b. The Employer shall deduct agency fees
equivalent to and on the same basis as dues and initiation fees
from employees who do not join the Union. The Union shall
publish its procedures for reimbursing to non-members that part
of the agency fee deducted for purposes not related to collective
bargaining, contract administration and grievance adjustment.
equivalent to and on the same basis as dues and initiation fees
from employees who do not join the Union. The Union shall
publish its procedures for reimbursing to non-members that part
of the agency fee deducted for purposes not related to collective
bargaining, contract administration and grievance adjustment.
2.5 Should an employee's status change from parttime
to full-time, or from full-time to part-time, the amount of
Union dues or agency service fee shall change accordingly.
to full-time, or from full-time to part-time, the amount of
Union dues or agency service fee shall change accordingly.
2.6 The amount of dues or agency service fee
deducted under this Article shall be remitted to the Union as
soon as practicable after the payroll period in which the list of
employees for whom any such deduction is made. Each month
the Employer shall give to the Union a list of employees who
have paid dues or fees for that month.
deducted under this Article shall be remitted to the Union as
soon as practicable after the payroll period in which the list of
employees for whom any such deduction is made. Each month
the Employer shall give to the Union a list of employees who
have paid dues or fees for that month.
2.7 No payroll deduction of dues or agency service
fee shall be made from workers’ compensation or for any
payroll period in which earnings received are insufficient to
cover the amount of deduction, nor shall deduction be made
from subsequent payrolls to cover the period in question.
fee shall be made from workers’ compensation or for any
payroll period in which earnings received are insufficient to
cover the amount of deduction, nor shall deduction be made
from subsequent payrolls to cover the period in question.
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2.8 The Employer shall continue its practice of
payroll deductions as authorized by employees for purposes
other than payment of union dues or agency services fees,
provided any such payroll deduction has been approved by the
Employer in advance.
2.8 The Employer shall continue its practice of
payroll deductions as authorized by employees for purposes
other than payment of union dues or agency services fees,
provided any such payroll deduction has been approved by the
Employer in advance.
2.9 The Employer agrees to furnish the Union each
month with the names of newly hired employees.
a. Reports and computer runs developed
specifically for the Union will be furnished at the going rate.
month with the names of newly hired employees.
a. Reports and computer runs developed
specifically for the Union will be furnished at the going rate.
2.10 Union dues shall not be deducted for any other
employee organization.
employee organization.
2.11 The Employer shall deduct contributions in the
amount specified from the gross paycheck of each person in the
unit who authorizes contributions to the Union's Political Action
Fund. The Union will hold the Health Center harmless and
indemnify it from any claims, actions or proceedings resulting
from this deduction.
amount specified from the gross paycheck of each person in the
unit who authorizes contributions to the Union's Political Action
Fund. The Union will hold the Health Center harmless and
indemnify it from any claims, actions or proceedings resulting
from this deduction.
2.12 The Employer assumes no obligation, financial
or otherwise, arising out of the provisions of this Article, and
the Union hereby agrees that it will indemnify and hold the
Employer harmless from any claims, actions or proceedings
hereunder. Once the funds are remitted to the Union, their
disposition thereafter shall be the sole and exclusive obligation
and responsibility of the Union.
or otherwise, arising out of the provisions of this Article, and
the Union hereby agrees that it will indemnify and hold the
Employer harmless from any claims, actions or proceedings
hereunder. Once the funds are remitted to the Union, their
disposition thereafter shall be the sole and exclusive obligation
and responsibility of the Union.
Article 3
NONDISCRIMINATION
3.1 The provisions of this Agreement shall be
applied equally to all employees in the bargaining unit without
discrimination as to age, sex, marital status, race, color,
religious creed, national origin, sexual orientation, physical
handicap unrelated to job performance, or membership or
participation in any employee organization, or any other
characteristic protected by law.
NONDISCRIMINATION
3.1 The provisions of this Agreement shall be
applied equally to all employees in the bargaining unit without
discrimination as to age, sex, marital status, race, color,
religious creed, national origin, sexual orientation, physical
handicap unrelated to job performance, or membership or
participation in any employee organization, or any other
characteristic protected by law.
3.2 All references to employees in
Read the full contract details at the above or following link:
Uconn Health center: http://www.uchc.edu/
University Health Professionals: http://ct.aft.org/uhp3837/
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