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

Article 27 Salaries

Section 1. Job Classifications.

Every position shall be in a class for which the Human Resources Department has allocated a classification (position title) and class specification (job duties).

Section 2. Salary Range.

The salary range for classifications covered by this Agreement shall be those contained in Appendix A. In the event that bargaining unit employees are assigned to newly created or newly added bargaining unit classes during the term of this Agreement, the salary range for such class shall be subject to mutual agreement between the Union and the Employer.

Section 3. Conversion.

Employees shall convert to their current salary step, or as otherwise noted, on July 1, 2006 in the salary range identified in Appendix A.

Section 4. Progression.

Step progression shall be discontinued until a new agreement is negotiated.

Employees at the first step shall be advanced to the second step at the completion of 1,040 hours of service at the first step. Employees shall be advanced from the second to the third step at the completion of 1,040 hours of service at the second step. Employees at or beyond the third step shall advance to the next higher step at the completion of 2,080 hours of service at that step, until the maximum rate of pay is attained.

Section 5. Salary in New Positions.

An employee who is promoted to a new position which has a salary midpoint that is more than five cents higher than the salary midpoint of the current class shall be advanced to the next higher rate of pay or the minimum salary of the new class, whichever is greater. However, if such an adjustment would not provide at least a 3% pay increase, the employee shall be advanced to the next higher step. An employee appointed to a class where the difference between the two (2) salary midpoints is five cents or less shall be moved to the same salary step held in the old class and shall transfer seniority credit for salary progression purposes to the new class. An employee appointed to a class having a salary midpoint which is more than five cents lower than the salary midpoint of the current class shall have his/her salary adjusted to a step within the pay range of the new position, but shall not have his/her pay reduced by more than 3% or top of the new range whichever is lower. An employee who demoted in lieu of layoff shall transfer seniority credit for salary progression purposes to the new class.

Section 6. General Salary Adjustment.

Job classifications 5001, 5038, 5039, 5045, 5064 and 5065 shall have one step added to the top of the pay range effective July 1, 2013 and another step added effective July 1, 2014 and the four top steps in those classifications shall be adjusted to be 2% apart.

All employees who are in job classifications 5001, 5038, 5039, 5045, 5064 and 5065 and who are at the top step in those job classifications as of June 30, 2013, shall receive a .85% general wage increase effective October 7, 2013. All other employees whose pay rate falls within the pay range will receive a 1.25% general wage increase effective October 7, 2013.

All employees with job classifications 5001, 5038, 5039, 5045, 5064 and 5065 and who are at the top step in those job classifications as of June 30, 2014, shall receive a .75% general wage increase effective June 30, 2014. All other employees whose pay rate falls within the pay range will receive a 1.25% general wage increase effective June 30, 2014.

Section 7. Shift Differential.

Effective June 21, 1999 all employees working an assigned shift that begins on or before 6:00 a.m. or which ends on or after 7:00 p.m. shall receive a shift differential of sixty cents ($0.60) per hour for all hours worked on that shift in addition to their regular rate of pay. Such differential shall be included in all payroll computations for hours worked but shall not apply during periods of paid leave. Employees working the regular day schedule who are required to work overtime or who are called back to work for special projects shall not be eligible for the shift differential. Employees working a continuous rotating shift schedule shall receive the sixty cents ($0.60) shift differential for all hours worked. If an employee, who ordinarily works a shift not qualifying for differential is assigned to work a shift qualifying for differential, the appropriate rate shall be paid.

Employees are considered to be working a continuous rotating shift schedule when they are assigned to work shifts that have starting times at least five (5) hours or more apart on a regular recurring basis, which is defined as three (3) qualifying shifts in the posted four (4) week schedule period.

Section 8. Career Bonus.

Effective July 1, 1997 employees shall be paid an annual career bonus, payable in a lump sum, in a check, upon completion of the required service, in accordance with the following schedule:

Total University Service
(Computed from last date of hire)
Annual Career Bonus
5 through 9 years (10,400-20,799 hours of continuous service) $225.00
10 through 14 years (20,800-31,199 hours of continuous service) $325.00
15 years through 19 years (31,200-41,599 hours of continuous service) $450.00
20 years and over (all hours after 41,600) $525.00

Section 9. Paycheck.

Paychecks shall be furnished to each employee in an envelope by 12:30 p.m. on pay day. When the payroll department or supervisor makes an error which results in an employee receiving less than the pay actually due to the employee, the payroll department shall correct the error by providing the employee with a full paycheck upon request of the employee or the Union within two (2) business days. In cases of overpayment, lost or misplaced checks the Administrative Unit Office shall do all paperwork necessary and have it forwarded to the proper authority to correct the error situation within two (2) business days.

The Employer shall ensure that all employees receive and are required to have a time card, or other time collection device, and that all such employees shall receive similar pay stubs containing as up‑to‑date as possible information on accrual balances and the like, with their paychecks. Time cards, or other time collection devices, shall not be changed by the Employer without notification to the employee.

Section 10. Work Out of Classification.

When an employee is required to assume the full responsibilities of a classification which has a salary midpoint that is more than five cents higher than the midpoint of the current class for at least four (4) consecutive hours, he/she shall be compensated at the rate for the higher paid classification for that period.

Section 11. Expense Policy.

Employees incurring business related expenses shall be compensated in accordance with University Policy 3.8.3 “Traveling on University Business.” The employer agrees to meet and negotiate any proposed economic changes.

Section 12. Second Language Differential.

Employees whose jobs require the knowledge of a second language will receive a thirty five (35) cent differential for all hours worked.