Transcript Implementation of Cost Reductions and Furloughs Frequently

WELCOME
2011-2013
SEIU 503 (OPEU)
CONTRACT REVIEW
Randy Wardlow
Employee & Labor Relations
Ext. 6-2965
[email protected]
WHAT RESOURCES ARE AVAILABLE TO ASSIST YOU?
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Human Resources Staff
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On the HR Website: http://hr.uoregon.edu/
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High level summary of key components
FAQ’s
Copy of this presentation
Furlough Election Sheet for non-default option
Links to additional information and tools
The following is general information
concerning pay implementation and
Mandatory
Unpaid Leave (furloughs)
for Service Employees International Union
Local 503, OPEU (SEIU) and the
Oregon University System (OUS).
RATIFICATION
The SEIU membership voted
to ratify the new Collective
Bargaining Agreement. The
vote was 85% in favor.
SALARY
ADJUSTMENTS
COLA’S (COST OF LIVING ADJUSTMENT)
Effective 12/1/11 – all SEIU classified staff receive 1.5% salary
increase
Effective 1/1/13 – all SEIU classified staff receive 1.45% salary
increase
PERS “PICKUP”
For the 2011 – 2013 contract period, OUS will continue
to contribute (pickup) the 6% employee contribution to
the PERS retirement program.
HEALTH INSURANCE
Effective 1/1/12, all OUS employees shall
contribute five percent (5%) of the cost of the
health care insurance premium rate, as
determined by PEBB, for the plan years 2012
and 2013. The first deduction will appear on the
December 30, 2011 paycheck.
PEBB HEALTH INSURANCE SUBSIDY
All full time classified staff whose base wage is
$2816 / month or less will receive a subsidy of
$40 per month to offset insurance premium costs.
Part-time staff will receive a pro-rated offset to
their premium costs.
This subsidy will appear in the December 30,
2011 paycheck.
ANNUAL PERFORMANCE (STEP)
INCREASES
Beginning 7/1/11 SEIU staff will
receive a yearly performance (step)
increase. Implementation of the
increase will be delayed six (6) months
beyond the Salary Eligibility Date
(SED). Staff who received increases in
July, August, and September will be
rolled back to June 2011 rate (no
repayment), with reinstatement and
implementation delayed to be
equitable to other staff.
Addition of 10th Step to pay scale
Effective 1/1/13, all SEIU staff who have been at
the top of the pay scale (Step 9) for one (1) year or
more will be advanced to the new 10th step in their
pay grade. Other staff at Step 9 will be advanced to
Step 10 on their next SED.
IMPLEMENTATION OF SALARY
ADJUSTMENTS AND FURLOUGHS
FREQUENTLY ASKED QUESTIONS
OCTOBER, 2011
WILL I RECEIVE A REDUCTION IN PAY IF I RECEIVED A
PERFORMANCE INCREASE BEFORE OCTOBER 1, 2011?
Yes. Employees who advanced on the pay scale
within their classification’s salary range on or after
July 1, 2011 through September 30, 2011 will be
restored to the step in effect on June 30, 2011. The
employee will not be required to return the pay
already received.
IF I KEEP THE DEFAULT PAY REDUCTION OPTION
WILL I BE REQUIRED TO HAVE MY MONTHLY BASE
SALARY REDUCED IN THE PAY PERIOD IN WHICH
THE UNPAID LEAVE IS TAKEN?
Under the default option employees will have
their pay evenly reduced over the remaining
months. The monthly pay reduction will be based
on the number of days (hours) of unpaid leave
required for the tier corresponding to their
monthly base salary rate. It will also be subject
to proration according to FTE and months of
employment.
DOES THE 6-MONTH PAY ADJUSTMENT DELAY APPLY
TO STAFF WHO ARE PROMOTED OR HAVE THEIR
POSITIONS RECLASSIFIED?
No and yes. Staff will receive the initial increase
granted for a promotion or reclassification.
The increase typically given at the successful
conclusion of the promotional trial service will be
granted. That date then becomes the new SED.
The step adjustments for the following year will be
subject to the delayed implementation.
WILL THE FURLOUGH LEAVES IMPACT MY PERS
ACCOUNT?
Any reduction in pay will have an impact on
PERS. The University contributes 6% of an
employee’s monthly gross income to their PERS
account. If salary is reduced because of a furlough,
the contribution will be lower. The overall impact
on retirement will be very minimal. For additional
information, please contact Ernie Pressman,
Benefits Administrator, 346-2967 or
[email protected].
DO FURLOUGH HOURS COUNT AS PART OF
A PERS RETIREE’S 1039 HOURS PER
YEAR?
Yes
MANDATORY UNPAID LEAVE DAYS
(HOURS) (TIME) (FURLOUGHS)
TIER STRUCTURE
Monthly Base
Salary
$2,485 and below
Unpaid Leave Days Maximum Hours
7 days/Biennium
56 total hours
$2,486 to $3,103
9 days/Biennium
72 total hours
$3,104 and above
11 days/Biennium
88 total hours
HOW ARE FURLOUGH HOURS DIVIDED
OVER THE CONTRACT PERIOD?
Staff are required to utilize their total furlough
hours by June 30, 2013.
HOW ARE STAFF HIRED DURING JULY –
OCTOBER, 2011, IMPACTED BY FURLOUGHS?
Staff hired during these months are required to
utilize the full allotment of furlough hours for
their pay tier. Staff hired after these dates will
have the annual amount of furlough pro-rated for
the fiscal year in which they are hired.
WILL THE NUMBER OF UNPAID LEAVE DAYS/HOURS BE
PRORATED ACCORDING TO THE EMPLOYEE’S
APPOINTMENT FTE AND THE APPOINTMENT’S
DURATION IF LESS THAN 12 MONTHS?
Yes. Staff whose FTE is less than full time
or whose appointment if less than 12
months will have their furlough hours
pro-rated.
ARE THE SALARY TIERS BASED ON ACTUAL PAY
(WITH DIFFERENTIALS) OR BASE PAY?
Salary tiers are base pay only. They do not
include differentials, overtime or other forms of
compensation. If less than full-time the tier is
still based on the full-time base pay. The
number of days is prorated by the FTE.
WHAT IS THE TIER LEVEL WHEN AN EMPLOYEE IS
PAID ON AN HOURLY BASIS?
Since many employees are paid on an hourly
rather than salary basis, use the following
hourly rate tiers (based on a 173.33 hours in an
average work month):
Tiers by hourly rate for full-time equivalent
positions
1 -- $14.33 and below
2 -- $14.34 to $17.90
3 -- $17.91 and above
HOW WILL UNPAID LEAVE DAYS BE SCHEDULED?
Leave will be scheduled and taken based on
the operating requirements of the university.
It is the responsibility of the supervisor to
ensure all unpaid leave time off is taken.
Employees and supervisors are encouraged to
meet and discuss dates to be taken during
each fiscal year. If mutual agreement cannot
be reached, the supervisor will make the final
determination of when leave will be taken.
It is the responsibility of the manager to
approve or deny a leave request within a
reasonable amount of time.
CAN A FURLOUGH BE SCHEDULED IN HOURLY
INCREMENTS?
Employees are encouraged to schedule furlough
days in full-day increments to the extent
possible. However, if requested by the employee
and approved by the supervisor, unpaid time off
may be scheduled in increments of less than a
full day. The key factor is scheduling furlough
hours within the scope of operational needs.
HOW WILL I KNOW HOW MUCH FURLOUGH TIME I
HAVE TAKEN AND WHAT TIME REMAINS?
Unpaid furlough time off used and applicable
reductions from salary will be reflected on
employee’s pay stubs. Mandatory unpaid leave
balances will also be made available to
employees along with other leave balances.
WILL MY UNPAID FURLOUGH TIME OFF BE
CONSIDERED AS TIME WORKED FOR SENIORITY,
HOLIDAY PAY COMPUTATIONS, VACATION, SICK
LEAVE AND PERSONAL LEAVE ACCRUAL, AND
EMPLOYER INSURANCE CONTRIBUTIONS?
Yes
Can my supervisor require me to use
mandatory unpaid leave on a holiday?
No
CAN I USE VACATION, SICK, PERSONAL, COMP OR
OTHER PAID LEAVE OR TIME ACCRUED TO REPLACE
MANDATORY UNPAID TIME OFF?
No
No.
WILL MANDATORY UNPAID TIME OFF ADD TO THE
LENGTH OF MY TRIAL SERVICE PERIOD?
No
Yes
IF THE CAMPUS IS CLOSED DUE TO INCLEMENT
WEATHER OR HAZARDOUS CONDITIONS AS
PROVIDED IN ARTICLE 63, INCLEMENT
CONDITIONS, CAN UNPAID LEAVE HOURS BE
COUNTED AS MANDATORY UNPAID TIME OFF?
Yes, subject to approval.
I AM A FLSA-EXEMPT EMPLOYEE. HOW WILL
MANDATORY UNPAID TIME OFF AFFECT ME?
Deductions from the pay of a FLSA-exempt
employee, for absences due to mandatory unpaid
time off, shall not disqualify the employee from
being paid on a salary basis except in work weeks
in which the mandatory unpaid time off occurs.
CAN I MAKE UP FOR THE MANDATORY UNPAID
TIME OFF BY WORKING OVERTIME THAT WEEK?
Employees should not be scheduled for overtime
during weeks when she/he is scheduled for
mandatory unpaid leave time. If operating needs
require the employee to work overtime in the same
week, the authorization for overtime will be given to
the employee in writing. The employee may also
request in writing to reschedule the mandatory
unpaid leave day.
MAY EMPLOYEES ON OREGON FAMILY LEAVE OR
FEDERAL FAMILY MEDICAL LEAVE (FMLA/OFLA)
RECORD FURLOUGH TIME?
Yes. While using accrued leave balances during
FMLA and/or OFLA leave, an employee records
unpaid leave.
DOES AN EMPLOYEE GET TO USE ACCRUED LEAVE
ON A FURLOUGH DAY TO MAKE UP THE DIFFERENCE
BETWEEN THEIR REGULAR SALARY AND WORKERS’
COMPENSATION PAYMENT FOR TIME LOSS?
No. An employee may not use accrued leave
on a furlough day to make up the difference
between the workers’ compensation rate for
time loss and their regular salary.
CAN I BE REQUIRED TO WORK ON A FURLOUGH DAY?
No. If operational requirements make it
necessary for an employee to work on a
previously scheduled furlough day that will be a
paid day and the furlough day will be
rescheduled.
ARE TRIAL SERVICE EMPLOYEES REQUIRED TO
TAKE FURLOUGH DAYS?
Yes. Although a furlough day does not add to
the length of the trial service furlough days
may be scheduled during trial service.
ARE INTERMITTENT EMPLOYEES FURLOUGH HOURS
HANDLED DIFFERENTLY THAN REGULAR STAFF?
Yes. Since intermittent employees have – by
definition – no regular or routine schedule of hours
it is impractical to attempt to equalize their
reduction month-to-month. They will be managed
under the alternate opt-out rule and their furlough
hours would be handled as “unscheduled”.
CAN ONE SEIU MEMBER OFFER TO TAKE MORE
FURLOUGH SO THAT ANOTHER MAY TAKE LESS?
No, there is no provision in the agreement for
substitution or “donation” of furlough time to other
employees.
WILL NEW EMPLOYEES HIRED BETWEEN OCTOBER 1, 2011
AND JUNE 1, 2013, BE SUBJECT TO FURLOUGH?
Yes. The number of furlough hours would be prorated based on date of hire.
WILL A PROMOTION OR RECLASSIFICATION IMPACT THE
NUMBER OF FURLOUGH HOURS I MUST TAKE?
No. If a reclassification or promotion moves an
employee into a higher base pay tier the number of
furlough hours will be remain the same for the
biennium.
ARE THOSE STAFF WHO ARE EITHER PARTIALLY OR
FULLY FUNDED THROUGH GRANTS SUBJECT TO
FURLOUGHS?
Yes, the LOA for furloughs applies to all SEIU
classified employees regardless of funding
source.
ONCE AN EMPLOYEE’S FURLOUGH OBLIGATION IS
CALCULATED WILL IT REMAIN THE SAME FOR THE
BIENNIUM, EVEN IF THEY RECEIVE A STEP INCREASE
THAT MOVES THEM TO THE NEXT FURLOUGH TIER?
YES. If via step increase, COLA,
reclassification, or promotion an individual
employee advances to a higher tier for unpaid
time off, their furlough hours will not be
recalculated.
WILL OVERTIME OVER 8 HOURS A DAY BE PAID DURING A
WEEK A FURLOUGH DAY IS TAKEN? CAN I BE ASKED TO
TAKE A FURLOUGH DAY DURING THE NORMAL WORK
WEEK, THEN REQUIRED TO WORK A DAY ON THE WEEKEND
AT STRAIGHT TIME?
We are following the OT rules as specified in
Article 25; they were not altered from the
previous contract. The LOA regarding Mandatory
Unpaid Time, specifically Item #15, addresses OT.
Staff typically would not be asked to work OT
during a week when furlough is taken. If it is
necessary due to unanticipated operational issues
the language in Item #15 provides for staff options.
SUMMARY
 Begin
planning to schedule furlough beginning the
week of Oct. 17
 Prepare information sharing and planning
opportunities with staff
 If staff choose to “Opt Out” complete the form and
forward to Kerry Davis, UO HR, preferably
electronically, no later than Oct. 31
 [email protected]
QUESTIONS?