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4A. In general, an employee must begin anew to acquire seniority after service in another classification or after a break in service. However, there are special cases when types of seniority may be restored.
A laid off employee must exercise their bumping options in the order listed in Article 26.2, A – F. If their layoff option is to bump the least senior employee in a formerly held classification and Immediate Geographic Area, their master seniority in the formerly held classification is reinstated. The laid off employee must have more master seniority than the least senior employee has in the former classification and must be qualified for the position. Their former master seniority is resumed upon their re-entry into their former title provided there was no break-in-service. (10.8) (Article 26.2 D)
An employee on layoff who is recalled, or returns to work within two years to in a position in their classification and Immediate Geographic Area from which they were laid off, must have their master and total seniority at the time of their layoff reinstated. (Article 26.7)
An employee on layoff who returns to work in any vacancy in the Immediate Geographic Area within two years of their layoff shall have their total seniority at the time of their layoff reinstated. (Article 26.8)
An employee who is promoted out of the bargaining unit may be reinstated if they return to the bargaining unit. The employee must be employed again in their former classification within six months of the date of their promotion. Their reinstatement is at the sole discretion of the employer. Any or all of the following items may be reinstated: their wage rate, accrued sick leave, seniority credit, non-probationary status, and vacation accumulation rate. (Article 34.1)
3A. Determine the work week, for example, Sunday through Saturday. Note the hours worked on each day of the week. If there are more than 40 hours in the week, overtime is determined as follows:
The employee earns double time for every hour worked in excess of 12 hours in a workday and the employee earns time and a half for every hour of work time in excess of 40 in a work week.
When the hours worked at the end of the workweek are both more than 12 hours in a workday and more than 40 in the workweek. In this case, the employee will be paid double time for these hours.
1A. An employee who is appointed at the first step of a position whose classification in schedule "B will receive a pay increase to the probationary rate after 720 hours in that classification. The employee's wage will advance to Step 2 of the pay range for the classification after 1040 hours from their date of hire. The employee's wage will move to Step 3 after 2080 hours at Step 2. If the classification has more than three steps, the employee will receive a pay increase following the completion of each 2080 hours since their previous increase until their pay reaches the maximum of the pay range. A step increase always is based on straight time compensated hours and always becomes effective at the beginning if the payroll period following the date the employee becomes eligible for it. (Article 12.1)
If an employee is appointed to a seasonal position in a classification in Schedule "B" at the Cloquet Forestry Center, the Landscape Arboretum, or at the Research and Outreach Centers the employee has a probationary period of 1120 hour. Such an employee would skip their probationary rate increase and receive their Step 2 increase at 1120 hours in the position and a further step increase after each additional 2080 hours in the classification until their wage reaches the maximum of the pay range. (Article 12.1) (Article 21.3)
3A. An employee's wage is always within the pay range of the employee's classification. Wage increases or decreases occur as the employee's condition of employment or status changes. The following chart is an outline of the employee's wage conditions.
|Status Change||Wage Rate Change||Contract Reference|
|New Hire||To the pay rate for step one of the classification pay range.||University Practice|
|Promotion||To the closest step in the new pay range that is at least 4% above the employee's current wage. Employees cannot be paid more than the maximum of the pay range for their classification.||21.8|
|Transfer||To the step in the new pay range that is the same as the employee's current wage, or if none is the same, to the next higher step.||University Practice|
|Demotion, involuntary or voluntary||The employee's current pay rate or the top of the new pay range, whichever is lower. An employee who retains his/her current pay rate will continue at that pay rate until entitled to a step increase based on hours in the new classification. If there is a contractually agreed upon across the board increase while the employee is off step that employee shall receive an increase equal to the across the board increase. Once the employee has worked the hours necessary for a step increase they shall be placed at the step next higher than the employee’s current rate of pay.||21.9|
|Reclassification, upward||See promotion|
|Reclassification, downward||See demotion, voluntary or involuntary||21.9|
|Progression increase||To the next step in the pay range that is higher than the employee's current wage||21.3, 21.4 & 21.5|
|Return from a Workers' Compensation leave to the position held at the time of injury||To the wage the employee normally would have achieved if not on Workers' Compensation||25.7|
|Rehire from a Workers' Compensation leave to a position in the same classification held at the time of injury.||To the wage the employee normally would have achieved if not on Workers' Compensation||University practice
|Rehire from a Workers' Compensation leave to a position in a different classification than held at the time of injury.||To the first step of the salary range of the classification of the position.||See references above|
|Change in pay range||To the same step in the new pay range as the employee held in the old pay range||21.1|
|Recall or hire from the layoff list to a position in the same classification held at layoff||To the same step in the pay range that the employee held at the time of the layoff||26.8|
|Return to work after layoff to a different classification than held at layoff||To the minimum of the pay range for the classification||University Practice|
|Bump or take a vacancy in the same classification at layoff||Maintain current salary||26.3|
|Bump to a former classification at layoff||To the employee's current pay rate or the top of the new pay range, whichever is lower.||26.3|
|Take a vacancy in any classification at layoff||To the minimum of the pay range for the classification||University Practice|
|On-call Pay||15 minutes pay for each hour of on-call status||23.1|
|Stability Pay||According to the schedule in the contract||21.6|
|Premium pay for shift differential||55 or 70 cents per hour depending on the shift, for all hours worked on the shifts||22.1|
|Premium pay for continuous rotating or continuous alternating shifts||55 or 70 cents per hour for all hours worked||22.2|
|Premium pay for positions designated as hazardous duty||4% above normal rate of pay for classifications specifically referenced in article 22.4||22.4|
|Premium pay for each full hour operating designated heavy equipment||Heavy Equipment Operator rate||22.5|
|Premium pay for each full hour operating designated maintenance equipment||Maintenance Equipment Operator Rate||22.6|
|Premium pay for each full hour operating designated Delivery Service Driver equipment||Delivery Service Driver Rate||22.7|
|Premium pay for workers classified as other than Maintenance Insulator when required to work in underground heating tunnels||50 cents per hour for each full hour of work in underground heating tunnels||22.8|
|When assuming full responsibilities of a classification paying a higher rate for at least four consecutive hours||4% augmentation above the employee's normal rate, or the minimum rate of the higher classification which ever is greater. The augmentation shall increase if the employee works 2080 hours in the higher classification to be eligible for progression increases in that classification.||30.1 & 30.2|
|Second Sunday premium payment||Time and one half for all hours worked on the second Sunday. No premium paid for using vacation or sick leave on the second Sunday.||22.9|
1A. The normal full-time work shift is eight and one-half consecutive hours with a 30 minute unpaid lunch break. The normal full-time work shift for employees who are required to remain at their work location throughout their entire work shift is eight consecutive hours. (Article 14.2)
Operations that require coverage of 24-hours per day often use three shifts of eight consecutive hours each per 24-hour period. If employees are required to work all three shifts by taking turns working on each, it is said they work continuous rotating shifts. Employees working continuous rotating shifts receive premium pay at the current shift differential rate for all hours worked.
Operations that require coverage of less than 24 but more than eight hours per day often use two shifts. If employees are required to work both shifts by taking their turn in each, it is said that they work continuous alternating shifts. Other examples of continuous alternating shifts are operations requiring less coverage during evenings or weekends. In these cases, employees might work one weekend every sixth week or one week of evening shifts every 10 weeks. Employees working continuous alternating shifts receive premium pay at the current shift differential rate for all hours worked.
1A. If a position is abolished and the laid off employee has passed probation in the classification the following rights are accorded if the employee meets the minimum qualifications for the new position or vacancy. The employee rights are in the order listed below. If the employee chooses not to exercise options 1, 2, or 3, the employee shall be considered as having resigned.
6A. The University's guidelines for approving a personal holiday are: