University of Minnesota
Office of Human Resources
http://www.umn.edu/ohr
612-625-2016

Article 5 Wage Scale

Section 1. (a) The minimum wage scales as hereinafter provided are attached as Exhibit A and shall continue during the life of the agreement except as hereinafter provided. It is understood that employees now receiving in excess of the hourly scales shall receive the negotiated increase in addition thereto.

(b) There will be a 2.5% salary increase for each employee in the bargaining unit as of November 1, 2013. There will be a 2.5% salary increase for each employee in the bargaining unit as of November 1, 2014

(c) A payment of $0 to $1,000.00 for each employee in the bargaining unit as of October 1st, each year of the contract. Employees with less than one full year of service during the fiscal year being measured will receive a pro-rated payment based on the number of completed calendar months in the year being measured. Payment will be made on or before October 31st, following the close of the fiscal year being measured, in accordance with the following:

If fiscal year-end Net margin on Printing Services Income Statement is great than: Payment is:
$100,000.00  $225.00
$150,000.00   $375.00
$200,000.00  $550.00
$250,000.00 $750.00
$350,000.00 $1000.00

Section 2. Rate Retention:

(a) Journeypersons, apprentice personnel (and permit employees with two years permit time in their classification) who have worked in a classification for forty-four (44) consecutive shifts shall retain such wage rate for a period of twenty-three (23) shifts when transferred to a lower rated job.

(b) Rate Retention shall not be applicable to permit personnel who are returned to their original classification due to the hiring of journeypersons or apprentice personnel as provided for in Article 7, Section 11, Temporary Relief.

(c) Newly hired journeypersons or apprentice personnel shall be paid in accordance with the classification at which they were hired for a minimum of twenty-three (23) shifts.

(d) On temporary assignments to a higher rated job they shall receive the wage applicable to such job for the time so assigned.

(e) For the purpose of this section, wage scale classification for an apprentice is the progression scale in the classification for which the indenture applies. The wage applicable to a higher rated job shall not be less than the progression scale covering that classification. The employee’s use of vacation time, paid holidays, or paid days of lay-off shall not break the consecutive shift concept necessary for rate retention eligibility but an employee must actually work forty-four consecutive shifts before attaining rate retention eligibility.