Date: March 12, 2015
To: Members of the University Community
From: Vivian Fernández
Vice President for Faculty & Staff Resources
Re: Announcement of Ratification of CWA Local 1040 and IUOE Local 68 Negotiations Agreements

We are pleased to announce the ratification of collective negotiations agreements between the university and the Communications Workers of America Local 1040 and between the university and the International Union of Operating Engineers Local 68 (legacy RBHS employees).  The term of these agreements is from July 1, 2014 to June 30, 2018.  The agreements provide for salary increases of 2% per year for the first three years and 2.25% in the final year.

The university is further pleased to announce that  a separate Memorandum of Agreement, as was ratified by the IOUE on September 29, 2014,  was also reached with CWA Local 1040 involving certain payroll practice changes, change to a fiscal year calendar, a change in holidays, additional float holidays, elimination of the application of the attendance control policy and tuition remission for dependent children of members.  The relevant provisions of the MOA are as follows:

  1. When operationally feasible and implemented by the university: 
    1. The daily rate of pay for employees will be based on the actual number of work days in the university’s fiscal year;
    2. The pay period for employees will commence at 12:00 a.m. Saturday and end at 11:59 p.m. Friday;
    3. The payroll holdback will be eliminated for employees hired into these units on or after their respective dates of ratification of the MOA’s;
  2. Effective July 1, 2015, the university’s fiscal year calendar will be followed;
  3. Effective July 1, 2015, the paid holiday schedule now will be comprised of the following days:  
    1. New Year’s Day
    2. Martin Luther King Jr. Day
    3. Memorial Day
    4. Independence Day
    5. Labor Day
    6. Thanksgiving Day
    7. The Day after Thanksgiving
    8. Christmas Day
  4. For the current fiscal year ending on June 30, 2015, Good Friday – Friday, April 3, 2015 – will be considered a university holiday for eligible employees covered under the CWA Local 1040 and IUOE Local 68 agreements. However, moving forward, this holiday will be removed from the university holiday calendar, and covered employees will follow the legacy Rutgers university holiday calendar.
  5. Of the paid floating holidays afforded to employees, the university will designate four of these annually as mandatory paid floating holidays.  The university may designate which facilities or work units that provide essential services will not be closed, like the rest of the university, during the designation of the four paid floating holidays.  Employees working in these facilities or work units will not lose the four paid floating holidays even if their facility or work unit does not close. Rather, the employees will be permitted to take a paid float holiday or a personal day either on the same dates that the university closes or some other date that is mutually acceptable if the facility will be open.  Such paid floating holidays must be used in the same fiscal year as they were given and are not eligible for payout upon separation from the university.
  6. To be consistent with existing legacy Rutgers policy, employees will receive, three additional paid floating holidays, in accordance with Rutgers Policy 60.9.12
  7. Requests to use single paid floating holidays and single paid personal days that are made with at least five work days’ notice in advance, and requests to use consecutive paid floating holidays or paid personal days that are made with at least 45 days’ notice , shall not be denied;
  8. The Attendance Control Policy set forth in Policy 60.9.10 shall not be applied to unit members in the respective units. Employees with oral counseling and written reprimands for violations of Policy 60.9.10 will have such counseling and reprimands expunged. Employees with suspensions issued pursuant to violations of Policy 60.9.10 will have their suspensions expunged provided they remain discipline free for a period of one year from the date of ratification;
  9. Effective upon ratification, dependent children of union members shall be eligible for tuition remission in accordance with the provisions of Policy 60.2.1 (B), (C) and (D).

The university would like to thank IUOE Local 68 and CWA Local 1040 for their efforts and cooperation in reaching these agreements.