2002-2004 Contract Information

MATC-PSRP Local 3872

 

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Section D E-Authorized School Business and/or Travel
Section I-Military Leave
P-Special Pay Deferral Plan [FT]


APPENDIX A  [FT/PT]
SIDE LETTER OF AGREEMENT BETWEEN MATC PSRP UNION AND THE MADISON AREA TECHNICAL COLLEGE DISTRICT
Job Sharing

APPENDIX E: (D) (FT)
SIDELETTER OF AGREEMENT BETWEEN MATC PSRP UNION AND THE MADISON AREA TECHNICAL COLLEGE DISTRICT
Retirement 

Section D E-Authorized School Business and/or Travel

  1. [FT/PT1 An employee designated and/or authorized by the Board, an Administrator, or other designated supervisor, to represent or conduct school business for Madison Area Technical College District which requires travel shall be compensated for their expenses as follows:
    1. Mileage shall be reimbursed at the standard lRS business rate (effective 7/1/99).
    2. All other reasonable expenses incurred such as lodging, meals, registration, and/or other fees, phone, taxis, or other miscellaneous costs shall be paid in full.
  2. [FT/PT] A travel claim form is to be submitted by all employees for authorized travel expenses for each trip. For travel between the Downtown Education Center and the Commercial Avenue Education Center (3 miles), employees shall be paid $4 per round trip or $3 per one-way trip. For travel between Truax Campus and Downtown Education Center (5 miles), employees shall be paid $5 per round trip or $4 per one-way trip. For travel between Truax Campus and Commercial Avenue Education Center (2.5 miles), employees shall be paid $3 per round trip or $2 per one-way trip
  3. [FT/PT] Reimbursement will be made for any parking meter costs incurred while on District business away from the employee's primary work station.
  4. [FT/PT] An employee assigned by the supervisor to attend an externally sponsored meeting, conference, convention, etc., shall be compensated for all meeting and travel time required in order to attend.
  5. [FT/PT] An employee voluntarily attending an externally sponsored meeting, conference, convention, etc., shall be compensated only for the travel and meeting time occurring during the normal work schedule.
  6. [FT/PT] All travel plans must be approved by the supervisor prior to the travel.
  7. [FT/PT] The employee's work schedule may be adjusted to accommodate the travel and/or meeting time by mutual agreement.
  8. [FT/PT] The primary worksite is defined as the municipality where the majority of the employee's work is performed. An employee traveling to an alternative worksite from home shall receive travel time based on reasonable and expected travel time between the two points.
    1. The employee will be paid the less of “home to alternative worksite” or "primary worksite to alternative worksite."
    2. An employee ending the workday at an alternative worksite is on paid time for the lesser of reaching home or the normal end of the workday shift
  9. [FT/PT] Employees traveling between worksites to continue work are on paid time.

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Section I-Military Leave 

  1. [FT/PT] Employees who are members of the reserve components of the Armed Forces of the United States (including Coast Guard) or the National Guard shall be granted a leave of absence for the purpose of attending yearly ordered training/instruction camps or schools. Typically, the training/instruction is for two (2) weeks, except that for overseas orders the length of time is up to sixteen (16) calendar days.
  2. [FT/PT] Employees who are called to duty by written or verbal orders from the federal or state government shall be granted a leave of absence for the length of the orders. 
  3. [FT/PT] An employee on leave under paragraphs 1. and 2. of this section shall be entitled to the following:
    1. For a period of absence not to exceed six (6) months, salary reimbursement when military salary is less than the employee's regular weekly salary from the Board.  The amount shall be equal to the difference. 
    2. Retention of all benefits as if the employee were in regular employment. The employee shall continue to accrue seniority for salary increments and all other purposes where seniority is a factor; and the absence shall not be construed as a break in employment service for any purpose.
    3. For a period not to exceed six (6) months, the Employer shall continue to pay or share in the premium payment as provided under the "Insurance" section. 
    4. An employee shall be permitted to make the employee and the Board contribution to all benefits requiring such contributions unless prohibited by the Wisconsin Statutes or by the agency or company involved.
    5. Upon conclusion of the leave, the employee shall provide the College with prompt notification of the date the employee intends to return to work.
      1. Provided the leave has not exceeded a period of twelve (12) months, reinstatement shall be to the employee's original position.
      2. If the leave has exceeded a period of twelve (12) months, reinstatement shall be to either the employee's original position or a comparable position.
  4. [FT/PT] Employees who attend voluntary school/training shall not receive the benefits described in paragraph 3.a. or 3.c. above. 

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Section P-Special Pay Deferral Plan [FT] 

Effective December 1, 2002, the College will provide a Special Pay Deferral Plan subject to IRS approval. Subsequent to implementation, the Plan will be submitted to the IRS for required review. This is a tax qualified governmental retirement plan under sections 401(a) and 414(d) of the Internal Revenue Code of 1986 as amended. This plan allows the College to contribute the employee's accumulated sick leave to a Special Pay Deferral Plan account for the retiree. The parties will mutually agree on the provider.

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APPENDIX A  [FT/PT]
SIDE LETTER OF AGREEMENT BETWEEN MATC PSRP UNION AND THE MADISON AREA TECHNICAL COLLEGE DISTRICT

Job Sharing 

It is hereby agreed by and between the Madison Area Technical College District and the Madison Area Technical College PSRP Union Local 3872 WFT/AFT, AFL-CIO, on an experimental basis and for the term set forth herein that the following outlined program of job sharing be and is hereby continued thru June 30, 2004, only under the terms, conditions and stipulations contained herein:

  1. Definition. "Job Sharing" is hereby defined as a voluntary program, instituted by the College and the Union, whereby two (2) bargaining unit employees (one current and one hired or two current) share one full time equivalent or one enhanced position as determined by the College. 
  2. Posting and Application.
    1. If necessary, the College shall first post a job share opportunity internally in a manner consistent with the posting process in the contract. 
    2. Eligible bargaining unit members who wish to be considered for job sharing should submit an application to the supervisor and Human Resources-Vice President for job sharing. Applications should be processed on forms provided by the College.
  3. Approval. 
    1. Requests for job sharing participation must be approved by the supervisor and the Human Resources-Vice President prior to the commencement of any program. Except as provided in paragraphs b. and c. below, the College retains complete and absolute discretion with respect to any and all applications for job sharing. Denial of application for job sharing shall not be the subject of a grievance or arbitration. 
    2. An employee who works less than twenty (20) hours will be granted a job share upon request if the employee's hours are enhanced to twenty (20) hours or more and the employee has not received a minimum of thirty (30) days notification from the supervisor. If the employee has been given a thirty (30) day notice, the employee may request and will be given consideration for a job share.
    3. If requested by the employee, the supervisor must consider job sharing for the employee working twenty (20) hours but less than thirty-eight and three-quarters (38 3/4) hours when their position is enhanced. 
    4. A part-time employee may fill a job share and continue working the employee's part-time job. The combination hours of the job share position and the employee's part-time position may not exceed forty (40) hours. 
  4. Eligibilitv. Only those bargaining unit members who have three (3) years of continuous seniority shall be given consideration. Except that, the three year eligibility requirement shall be waived for a non-probationary employee whose job has been enhanced and who is applying for a job share under paragraph 3.b. or c. above.
  5. Assignment. Job sharing schedules and work responsibilities shall be determined in advance of the start of the job share and be approved by the employee and the College.
  6. Term. Both the College and the employee are bound by the one year job sharing arrangement. Such arrangement may be terminated, altered, or extended only by mutual agreement.
  7. Proration of benefits.
    1. All wages and fringe benefits provided by this agreement to a full-time equivalent position or an enhanced position shall be prorated on the basis of the percentage of the full-time equivalent position or enhanced position that the individual job sharer works. 
    2. Both parties to a job share shall have access to the educational opportunities benefit on a prorated basis. The parties recognize the need for flexibility in the administration of this benefit. As a result, each party to a job share may take and receive reimbursement for up to one five (5) credit course in a semester (fall, spring, summer) from an entitlement of a prorated share of a total of fifteen (15) credits per year (e.g., an employee in a 50% job share is entitled to a maximum of 7.5 credits per year).
    3. Both parties to the job share shall receive a full uniform allowance if the uniform allowance is otherwise applicable to the job share position. 
    4. A part-time employee filling a job share and continuing to work the employee's part-time job shall receive prorated full-time equivalent or enhanced wages and fringe benefits only for the job share hours. The employee's wages and fringe benefits for the part-time hours shall continue to be those in effect prior to the employee receiving the job share position.
  8. Retention of rights. Job share holders who are laid off shall retain all staff reduction rights.
  9. No bumping. Once a job share position has been established, full-time employees with seniority may not bump into that position. 
  10. Assignments and Responsibilities.
    1. Job share holders shall be assigned specific job responsibilities at the time the job sharing position is established. The employer may change these assignments and responsibilities from time to time.  
    2. The employer shall have the right to assign occasional additional hours to a job share employee, not to exceed two and one-half (2 1/2) hours a week. For job share
      employees in full-time equivalent positions, overtime shall be paid at the rate of time-and-one-half (1 1/2) for any time worked by the job share employee in excess of two and one-half (2 1/2) hours beyond the employee's regular work schedule. Work in excess of two and one-half (2 1/2) hours beyond the employee's work schedule shall be by mutual agreement. 
    3. Employees in a job share position may agree to temporarily swap hours without overtime consequences provided both parties to the job share agree and the agreement is approved by the immediate supervisor. 
  11. Use of non-bargaining unit employees. 
    1. The College may use non-bargaining unit employees to backfill a vacancy created by the establishment of a job share between two existing employees. 
    2. For a period not to exceed ten (10) months, the College may use non-bargaining unit employees to fill a vacated portion of a job share. In such event, the job share shall terminate and the remaining bargaining unit employee shall be placed on a partial leave of absence for the remainder of the original job share term and shall receive such benefits as are applicable to other employees on a partial leave of absence.
  12. Termination of job share. Upon termination of a job share, the employee who originated the job share remains in the position. The employee who has filled the other portion of the job share shall be returned to the position held prior to the job share if the employee was an employee prior to the job share. If the employee was newly hired to fill the other portion of the job share, she/he shall be laid off upon termination of the job share but will have all staff reduction rights under Part B of the contract. Job share positions initially created before July 1, 1995, and continuing involving the same two (2) employees will be exempt from the language of this paragraph (see Bargaining Notes). 
  13. No Precedent. This program is designated as an experimental program and shall not be cited as precedent by either party in any future proceedings relating to collective bargaining and/or contract administration except insofar as necessary to enforce the terms of this side letter. The parties hereby declare that the "status quo" notwithstanding this side letter is that job sharing is not provided to employees in the bargaining unit.  


FOR THE BOARD:     FOR THE UNION: 

Date       Date 

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APPENDIX E: (D) (FT)
SIDELETTER OF AGREEMENT BETWEEN MATC PSRP UNION AND THE MADISON AREA TECHNICAL COLLEGE DISTRICT

Retirement 

  1. A bargaining unit employee who has been employed by the Board for a period of 15 or more years may elect to retire once they have attained the age of fifty-seven (57). Upon such an early retirement, the District shall pay, on a monthly basis, an amount equivalent to the cash value of the monthly single WPS Care Share plan premium until the retiree would normally qualify for Medicare. This amount may then be applied to continue the payment of health insurance for the bargaining unit employee and their eligible dependents at the time of retirement. The amount can be applied to one of the health insurance plans provided by the District (WPS HMP, single or family; Group Health Cooperative, single or family; WPS Care Share, single or family) or a plan of the retiree's choice. 

    The cash value of the monthly single WPS Care Share plan premium may only be applied to the continuation of health insurance. It has no "cash out" value. Evidence of insurance must be provided to the District in a form of a certificate or direct bill. The employee is responsible for any insurance premium amount in excess of the amount paid by the District. 

    (Effective with retirement dates on or after July 1, 2003) In addition, the Board shall provide a monthly retirement payment equal to that which the employee would receive from the Wisconsin Retirement System had retirement taken place at sixty-five (65). This payment shall be a combination reduced WRS payment and Board payment with the sum equal to age sixty-five (65) benefits. This benefit does not provide for additional years of service credit. (Add actuarial reduction language) 

  2. The above stated benefit is available for retirees over the period of the 2002-2004 collective bargaining agreement under the following criteria.

    1. The bargaining unit employee must be covered under Part A of the collective bargaining agreement.
    2. The bargaining unit employee must have reached the age of 57 at the time of retirement.
    3. The bargaining unit employee must have at least 15 years of service to the District at the time of retirement.
    4. The bargaining unit employee must retire from the District and give at least three (3)  months notice to the supervisor and Human Resources Department. The notice shall indicate a retirement date which is within nine (9) months from the date of the retirement notice. The three (3) month notification of retirement may be made prior to reaching age 57. The three (3) month notice may be waived under extenuating circumstances. 
    5. The notice of retirement is irrevocable except under extenuating circumstances where the parties may agree otherwise
  3. It is understood that the above stated benefit is in addition to the conversion sick leave formula currently provided within the collective bargaining agreement.
  4. It is understood that after completion of the trial period of the retirement benefit, the parties will review the experience. 
  5. This side agreement shall expire as of June 30, 2004, but shall not affect the right of employees who retire under its term prior to that date. Upon such expiration, it shall not be the status quo. 


FOR THE BOARD:     FOR THE UNION: 

Date       Date 


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Last Updated: October 31, 2007