PURPOSE

 

It is the purpose of this agreement to carry out the policy of the Board of Governors for Higher Education by encouraging a more harmonious and cooperative relationship between the Board and its employees by providing for procedures which will facilitate free and frequent communication between the Administration and its employees.

 

By means of this agreement, therefore, the signatories hereto bind themselves to maintain and improve the present high standards of service to the Board of Governors for Higher Education and agree further that sound labor-management relations are essential to carry out this end.

 

 

MEMORANDUM OF AGREEMENT

 

 

In this agreement entered into this 1st day of July, 2004, between the Rhode Island Board of Governors for Higher Education and the University of Rhode Island Professional/Technical/Administrative Association, Rhode Island Council 94, the parties hereby agree as follows:

 

For the purpose of this contract, the term Board shall mean the Board of Governors for Higher Education, the term Administration shall mean the University of Rhode Island, and the term Union shall mean the University of Rhode Island Professional/Technical/Administrative Association (Rhode Island Council 94, AFSCME, AFL-CIO).

 

 

ARTICLE I

 

RECOGNITION

 

1.1 The Board hereby recognizes the Union as the sole and exclusive bargaining agent for all employees within the bargaining unit, said bargaining unit to consist of those classes of positions declared appropriate by the State Labor Relations Board. As a result of the petition submitted by the Union in case number EE-2048 a listing of the above mentioned classes of positions appears in Appendix B.

 

1.2 The Board agrees that no employee shall be discriminated against, intimidated, or coerced in the exercise of his right to bargain collectively through the Union, or on account of his membership in or activities on behalf of the Union.

 

 

ARTICLE II

 

MANAGEMENT RIGHTS

 

The Union recognizes that except as specifically limited, abridged, or relinquished by the terms and provisions of this agreement, all right to manage, direct, or supervise the operations of the Board and the employees are vested solely in the Board.

 

2.1 For example, but not limited thereto, the employer shall have the exclusive rights subject to the provisions of this agreement and consistent with applicable laws and regulations:

 

2.1.1 To direct employees in the performance of official duties;

 

2.1.2 To hire, promote, transfer, assign, and retain employees in positions within the bargaining unit and to suspend, demote, discharge, or take other disciplinary action against such employees;

 

2.1.3 To maintain the efficiency of the operations entrusted to it;

 

2.1.4 To determine the methods, means, and personnel by which such operations are to be conducted;

 

2.1.5 To relieve employees from duties because of lack of work or for other legitimate reasons;

 

2.1.6 To take whatever actions may be necessary to carry out its mission in emergency situations, i.e., an unforeseen circumstance or a combination of circumstances which calls for immediate action in a situation which is not expected to be of a recurring nature.

 

 

ARTICLE III

 

UNION RIGHTS

 

3.1 Designated Union members and/or officers shall be granted reasonable time with pay during working hours to investigate and seek to settle grievances and to participate in hearings and meetings with the Administration or Labor Relations Board on contract negotiations and contract administration. Such time shall be with the approval of the appropriate supervisor involved, and such approval shall not be unreasonably withheld.

 

3.2 No Union steward, committee member, or representative shall be discriminated against as a result of the performance of legitimate Union business.

 

3.3 Union representatives shall be permitted to visit Union officers and committee members on Board/Administration premises for the purpose of discussing Union business. Such visits should not interfere with the normal conduct of University business.

 

3.4 The Union shall furnish the Board/Administration with a written list of its officers immediately after their designation and shall promptly notify the Board/Administration of any change in such officers.

 

3.5 The Union shall have the right to use the University's Central Mail systems for communications, including mass distribution, with the approval of the University Personnel Office.

 

3.6 The Board recognizes the Union's right to have access to information relative to budget requests and authorization and staffing projections as it affects the members of the bargaining unit, to register of personnel, names and addresses, and salaries and steps of all employees in the bargaining unit, and to agenda and minutes of all open Board of Governors meetings.

 

3.7 Where possible, the Administration shall advise the Union on new or modified long-range institutional planning as it affects bargaining unit personnel.

 

3.8 In the case of reorganization, the University shall discuss with the Union the pending reorganization at least twenty (20) working days prior to its implementation.

 

3.9 The President of the University shall meet with the President of the Union when either feels it necessary to meet at the mutual convenience of both parties.

 

3.10 The Union shall be allowed to rent space similar to that rented by other Campus Unions.

 

3.11 The Administration commits itself to making appointments to University Committees in a manner to insure full participation by non-classified, Administrative Staff in the University Community. The President may appoint a member of the bargaining unit with prior notice to the Union President to any committee.

 

ARTICLE IV

 

NON-DISCRIMINATION CLAUSE

 

4.1 The Board and the Union agree not to discriminate in any way against employees covered by this agreement on account of race, religion, creed, color, national origin, ancestral origin, association, sex, age, disability, marital status, or sexual orientation.

 

4.2 All references to employees in this agreement designate both sexes, and wherever the male gender is used it shall be construed to include male and female employees.

 

4.3 The Union shall not discriminate against, interfere with, restrain or coerce an employee from exercising the right not to join the Union and will not discriminate against the employee in the administration of this agreement because of non-membership in the Union.

 

4.4 The Union accepts its responsibility as exclusive representative and agrees to represent all employees in the bargaining unit without discrimination.

 

4.5 The Board shall not discriminate against, interfere with, restrain, or coerce an employee who exercises the right to join the Union and participate in Union activity.

 

 

ARTICLE V

 

DUES DEDUCTIONS - AGENCY SHOP

 

5.1 Membership in any employee organization may be determined by each individual employee; provided, however, that if the employees have selected an exclusive bargaining representative organization all non-members of the exclusive representative organization shall pay to the exclusive organization a service charge as contribution toward the negotiation and administration of any collective bargaining agreement in an amount equal to the regular bi-weekly membership dues of said organization.

 

5.2 The State Controller shall, upon certification of the exclusive organization, deduct bi-weekly from said employee's salary said above amount and remit the same to the Treasurer of the exclusive bargaining organization.

 

5.3 The State Controller shall also deduct Union Dues from the wages of those members who have authorized the State to do so in writing and shall forward promptly to the Treasurer of the Union a check representing the amount so deducted.

 

ARTICLE VI

 

BULLETIN BOARDS

 

The Board/Administration agrees to provide reasonable space where notices may be posted on bulletin boards for use by the Union.

 

 

ARTICLE VII

 

POSTING AND FILLING OF NEW AND VACANT POSITIONS

 

7.1 All new and vacant positions within the bargaining unit shall be posted on the Union bulletin boards and on a central bulletin board in the Personnel Office for a period of ten (10) work days.

 

7.2 Postings shall include pay grade, duties, qualifications, responsibilities, and nature of funding (temporary, limited period, permanent) and the bargaining unit within which the position falls. If the position does not fall within any bargaining unit, it shall be so stated in said posting and job specifications.

 

7.3 All vacancies shall be filled in compliance with the Board of Governors for Higher Education Affirmative Action Policy.

 

7.4 Whenever a change is made to the title or job description of a vacant and/or newly created position after it has been posted and before it has been filled, in accordance with 7.1 above, all applicants from the bargaining unit shall be notified of the change and be given an opportunity to amend their applications or re-apply. Such change shall require that the position be reposted according to 7.1 above.

 

7.5 In the event a member of the bargaining unit is selected to fill a vacant position of a higher pay grade, as the result of a competitive search approved by the Affirmative Action Office, the starting salary shall be determined by the Vice President/Provost, subject to the approval by the President.  In no event will the salary increase be less than 5% above his/her current base rate or exceed the maximum of the higher pay grade.

 

7.6 In the event a position is upgraded to a higher classification within the bargaining unit through the Personnel Review Committee, the employee shall receive the base rate of the higher classification, or 10% above his/her base rate whichever is greater.  In no event will the salary amount exceed the maximum of the higher pay grade.

 

 

ARTICLE VIII

 

EMPLOYEE COMPENSATION IN A DIFFERENT CLASSIFICATION

 

8.1 In the event an employee is required to fill a position in a higher classification on an interim basis, said employee shall receive the base rate of said different classification, or 10% above his current rate, whichever is greater, while serving in said position if the interim period extends beyond thirty (30) working days. The additional compensation shall be retroactive to the day the employee began filling the position in the higher classification. This article shall not apply to vacation replacements.

 

8.2 Upon the employee's return to the position held prior to the interim assignment, salary currently in effect for said employee position shall be resumed.

 

 

 

ARTICLE IX

 

DISCIPLINE AND DISCHARGE

 

Disciplinary action may be imposed upon an employee only for just cause. Any disciplinary action imposed upon an employee may be processed as a grievance through the regular grievance procedure as specified in Article XVII.

 

9.1 If the Administration has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees or the public. Initial minor infractions, irregularities, or deficiencies shall be privately brought to the attention of the employee. Each employee shall have access to his personnel record as specified in Article X.

 

 

 

 

9.2 Where appropriate, disciplinary action or measures shall include only the following:

 

            A. Oral reprimand

 

            B. Written reprimand

 

            C. Suspension

 

            D. Discharge

 

            E. Demotion where appropriate

 

 

9.3 When disciplinary action other than an oral reprimand is to be implemented, the Administration shall notify the employee and the Union in writing of the specific reasons for such action.

 

9.4 The Administration shall not discharge or suspend an employee without just cause. Within two weeks of such suspension or discharge, the Union may file a grievance as set forth in Article XVII.

 

9.5 In the case of demotion the Administration shall give the employee and the Union written notice of its intention to affect the demotion not less than fifteen (15) days before the date it is intended to become effective.

 

9.6 In the event that an employee is dismissed, demoted or suspended under this section and such employee appeals such action and his appeal is sustained, he shall be restored to his former position and compensated at his regular rate for time lost during the period of such dismissal, demotion or suspension.

 

9.7 An employee may be granted a demotion upon request, when recommended by his appointing authority.

 

 

ARTICLE X

 

PERSONNEL FILES

 

10.1 The University shall maintain one (1) personnel file for each employee.

 

10.2 The Official Personnel File shall include:

 

10.2.1 Personnel information.

 

10.2.2 Information relating to the employee's academic and professional accomplishment submitted by the employee or placed in the file on his request.

 

10.2.3 Records generated by the University.

 

10.2.4 All observation reports and evaluation of the employee's professional performance.

 

10.2.5 Memoranda of discussions between the employee and his department chair, director or supervisor relating to evaluations of the employee's professional performance.

 

10.3 The employee shall have the right to examine his Official Personnel File at any time during normal business hours and to file a statement in response to any item placed in the file, provided, however, any letters of recommendation solicited in connection with his employment shall not be available to that employee or his representative.

 

10.4 No anonymous material shall be placed in an employee's Official Personnel File.

 

10.5 An employee may request copies of materials contained in his Official Personnel File.

 

10.6 Copies of materials in an employee's Official Personnel File shall be permitted for official University purposes, for use at formal proceedings of grievance reviews, or for the express use of the individual employee, but shall not be permitted for any other purpose. Only materials in the Official Personnel File or related documents may be used against the employee at any time in any manner.

 

10.7 No other file shall be maintained for official purposes.

 

10.8 Civil Service materials shall be filed in the Official Personnel File.

 

10.9    All employees shall be evaluated periodically, but not less than once every two (2) years.  A written statement of evaluation shall be placed in the employee’s official personnel file.  A copy of the evaluation shall be given to the employee.  The employee shall read, date and sign the evaluation and it shall be placed in the employee’s official personnel file.  In addition, the employee may comment in writing; said comments shall be attached to the evaluation.  Employees shall be offered constructive criticism, and specific areas of improvement shall be noted, if appropriate.

 

10.10 No formal evaluation shall be based on anonymous, erroneous or unsubstantiated material.

 

10.11 Personnel Files – During the life of the Agreement, personnel files will be updated to include current job descriptions.  All employees shall receive copies of their job descriptions, and copies will be forwarded to the union.

 

 

ARTICLE XI

 

HOURS OF WORK, SALARY RANGES, AND WORKING CONDITIONS

 

11.1 There are established six (6) basic work weeks as follows:

 

11.1.1 A thirty-five (35) hour work week (five consecutive seven (7) hour days, Monday through Friday);

 

11.1.2 A non-standard week (five (5) consecutive days of at least seven (7) hours each, to total no more than thirty-five (35) hours, normally Monday through Friday);

 

11.1.3 A non-scheduled work week (a total of no more than thirty-five (35) hours in seven (7) consecutive days).

 

11.1.4 A forty (40) hour work week [five consecutive eight (8) hour days, Monday through Friday].

 

11.1.5 A non-standard week [five (5) days of at least eight  (8) hours each, to total no more than forty (40) hours, normally Monday through Friday].

 

11.1.6 A non-scheduled work week [a total of no more than forty (40) hours in seven (7) consecutive days].

 

11.2 It is agreed that the work schedule shall be on a calendar year basis (12 months) or on an academic year basis as set forth in the attached Memorandum of Agreement.

 

11.3 Breaks and meal periods

 

11.3.1 All employees shall be granted a fifteen (15) minute break with pay during the first half and the second half of their work day, provided there is no disruption to the operation of the University.

 

11.3.2 All employees shall be granted a meal period without pay of not less than one-half hour duration, nor more than one hour duration during each work day to be determined by the work schedule that applies and the immediate supervisors.

 

11.4 It is recognized that there are now in existence work schedules peculiar to certain classes of positions and such exceptions shall remain in full force and effect. In the event it becomes necessary to change the scheduled work hours. as detailed in section 11.1, the board and the Union shall make every effort to agree mutually on the hours for such schedules, and fix hours subject to the grievance and arbitration provisions of the contract.

 

11.5 Working conditions

 

11.5.1 The University shall make an effort to provide affected employees with all necessary safety equipment.

 

 

ARTICLE XII

 

FRINGE BENEFITS

 

12.1 Retirement - All employees in the bargaining unit who work twenty (20) hours per week or more are required to participate in the Teachers Insurance and Annuity Association and the College Retirement Equities Fund (TIAA-CREF), VALIC, or MetLife annuity programs after completion of two (2) years of employment and attainment of age thirty (30). Employees who are members of the Rhode Island Employees Retirement System (ERS) at the time of employment at the University may elect to remain in the Employee Retirement System.

 

12.2 Tax Deferred Annuity Program - All employees in the bargaining unit who work twenty (20) hours per week or more are permitted to request that a portion of their salary be allocated for the purpose of annuities, subject to rules and regulations of the State of Rhode Island and Internal Revenue codes.

 

12.2.1 Employees within this bargaining unit who work twenty (20) hours per week or more are permitted to request that a portion of their salary be allocated for the purpose of annuities, subject to rules and regulations of the State of Rhode Island and Internal Revenue codes subject to approval of the State Controller.

 

12.3 Disability Insurance - All employees in the bargaining unit who work twenty (20) hours per week or more and who have one (1) year of continuous service at the University and who are members of TIAA-CREF or who will be eligible for membership in the future are covered by disability benefits.

 

12.3.1 Also covered are ERS employees with one year of service at the University and who have less than five (5) years of service in ERS.

 

12.3.2 Employees with five (5) years of membership in ERS are eligible for total disability benefits under that program and are not eligible under TIAA-CREF disability insurance.

 

12.4 Group Life Insurance - It is agreed that all employees shall be eligible to participate in the State Employees Group Life Insurance Program as established by 36-12-6 of the General Laws of 1956, as amended.

 

12.4.1 The following provisions of the Insurance Program are set forth herein:

 

(A) Each new employee will be automatically covered unless such employee designates in writing that he desires not to be insured.

 

(B) Each covered employee will be provided with an amount of Group Life Insurance equal to the amount of his annual compensation taken to the next higher multiple of one thousand ($1,000.00) dollars plus an equal amount of Group Accidental Death Insurance with dismemberment coverage.

 

(C) Each such amounts of insurance will be reduced by two percent (2%) thereof at the end of each calendar month following the date the employee attains the age of sixty-five (65) years until the amount of such insurance reaches twenty-five per cent of the coverage in force immediately prior to the employee's sixty-fifth birthday.

 

(D) The cost to the employee of such insurance shall not exceed the rate of twenty-five cents ($0.25) bi-weekly for each one thousand dollars ($1,000.00) of his Group Life Insurance.

 

(E) Upon an Employee's termination from State Service, the policy may be converted to an individual policy of Life Insurance at standard rates.

 

12.5 Health Benefits – Effective July 1, 2005 all employees will participate in premium sharing as a percentage of premium.

 

Individual Coverage

 

                                                <$75,000                                   >$75,000

 

            FY06                            6.00%                                         8.00%

            FY07                            9.00%                                        11.00%

 

Family Coverage

 

                                                <$35,000                       <$75,000                       >$75,000

 

            FY06                            4.00%                          6.00%                             8.00%

            FY07                            6.00%                          9.00%                            11.00%

 

Effective July 1, 2006 there will be a ten percent (10%) cap on premium escalation.  In addition, emergency room co-pays will increase from $25.00 to $30.00 and urgent care co-pays will increase from $10.00 to $15.00 on July 1, 2006.

 

12.6 Travel Reimbursement - Reimbursement for travel expenses shall be made in accordance with regulations of the State of Rhode Island after approval has been granted by the appropriate Vice President or designee. Required use of a person's vehicle in accordance with existing travel regulations shall be reimbursed at the prevailing state rate.

 

12.7 Tuition Waiver - General fees or course charges for all full-time employees may be waived when they undertake a regular study program at the University. Spouses and children of full-time employees who are not full-time students may be registered, with the approval of the Registrar, for no more than three (3) courses up to and including 11 credits in any one semester for undergraduate work and no more than two courses up to and including 8 credits in any one semester for graduate work.

 

12.7.1 Spouses and children of full-time employees, enrolled full-time or part-time in the University, degree or non-degree candidates, shall pay all regular University fees except the General Fee. Children eligible are those who are unmarried and under age 21 at the time of original registration and who remain continuously registered.

 

12.7.2 General fees or course charges may be waived for all full-time employees, their spouses, and their children when they undertake a regular program of study at the undergraduate level at any post-secondary institution in the Board of Governors' system other than the University.

 

 

ARTICLE XIII

 

SENIORITY AND LAYOFFS

 

 

13.1 It is hereby agreed that the parties hereto recognize and accept the principle of seniority.

 

13.1.1 Seniority by Department is defined as the employee's date of hire into the Department. The principle of seniority by Department shall apply in cases of days off, vacation time, holiday time, transfers and shift preference.

 

13.1.2 Seniority by University shall be defined as the employee's date of hire by the University unless seniority has been broken. The principle of seniority by University shall apply to layoffs and recalls, provided, however, that the employee is qualified and able to do the work in accordance with position specifications. In the event of recall the order of layoff described above shall be reversed provided that the employee is qualified and able to do the work in accordance with position specifications.

 

13.1.3. The Administration shall prepare and forward to the Secretary of the Union a Seniority List of employees by class of positions on a Departmental and University wide basis. The Administration shall notify the Union bi-monthly of member additions and deletions. Revised lists shall be furnished to the Union every six (6) months.

 

13.1.4 Seniority shall be retained but not accrued during all leaves without pay.

 

Seniority shall be retained and accrued during all paid leaves of absence.

 

Seniority shall be retained when Departments are reorganized and/or Department titles are changed.

 

Seniority shall be retained when job titles are changed.

 

13.2 Seniority - Probationary Employees - New employees shall be considered as probationary employees for the first twelve (12) months of their continuous employment and shall serve at the pleasure of the President of the University. There shall be seniority among probationary employees.

 

13.2.1 The Union shall represent probationary employees for the purpose of collective bargaining, except when a probationary employee is discharged.

 

13.3 Loss of Seniority - An employee shall lose his seniority for the following reasons:

 

13.3.1 Resignation

 

13.3.2 Termination not reversed through grievance procedure

 

13.3.3 Retirement

 

13.3.4 When an employee fails to notify the Departmental Director or appropriate supervisor of his absence from work within three (3) working days unless extenuating circumstances prohibit said notice.

 

13.3.5 Failure to return to work within ten (10) working days after recall from lay-off

 

13.3.6 When an employee is laid off in excess of two (2) consecutive years

 

13.3.7 When an employee fails to renew a leave of absence

 

13.3.8 When an employee engages in other work without authorization while on a leave of absence.

 

13.4 Lay-off - University-wide seniority for layoffs shall be utilized as follows:

 

13.4.1 First, within a current class of position, or,

 

13.4.2 Second, if the above is not available, the employee may bump into any other position. Any other position shall be defined as any position previously held for a period of at least ninety (90) days.

 

13.4.3 Layoffs for the purposes of this section shall be defined to include retrenchment, reduction-in-force, subcontracting, and position abolishment.

 

13.4.4 The employee's bumping rights defined in 13.4.1 and 13.4.2 above will be restricted to the least senior person in the classification affected.

 

13.4.5 If an employee whose position is State funded is unable to exercise seniority under sections 13.4.1 or 13.4.2, he/she may if determined to be qualified by the Assistant Vice President for Human Resource Administration, bump into one of the following positions, if said position is also State funded:

 

   1. The position occupied by the bargaining unit employee with the least seniority in the same pay grade.

 

   2. The position occupied by the bargaining unit employee with the least seniority in a lower pay grade.

 

13.4.6 Any employee asserting his/her seniority under Article 13.4.5 must be determined by the Assistant Vice President for Human Resource Administration to possess the qualifications, ability, and training or equivalent experience to perform the work of the position. The determinations of the Assistant Vice President for Human Resource Administration as to an employee's ability to utilize the provisions of 13.4.5 shall be final and not grievable.

 

13.4.7 When an employee is separated under this article he shall receive full pay for all annual leave and compensatory time accrued to the date of lay-off.

 

Application of this provision shall not affect the employee's right to recall.

 

13.5 Notification - The employee shall be notified in writing at least 30 calendar days prior to separation under this article, setting forth the specific reasons for the separation, and a copy of the notification shall be furnished at the same time to the Union.

 

13.6 Prior to separation under of any employee under this article, the Board shall make every reasonable effort to place the employee in another existing funded vacancy within the University for which the employee possesses the specific qualifications, ability, and training necessary to perform the available work in accordance with position specifications. This shall not be construed to encroach upon any other bargaining unit.

 

13.7 Any employee who has been separated under this article shall have his name placed on an appropriate re-employment list for two (2) years from date of separation. Seniority shall be retained to such employees while on said re-employment list.

 

13.8 The principle of seniority shall not apply to limited period positions supported by research grant funds, federal funds, or other such funds, when said funds are no longer available or have been reduced. However, such employees shall have their names placed on a priority re-employment list by date of hire, provided that they are capable and qualified to do the work in accordance with position specifications for recall, should said funds be restored.

 

13.9 Recall will be in reverse order provided the greater seniority employee possesses the specific qualifications, ability, and training necessary to perform the available work in accordance with position specifications.

 

 

ARTICLE XIV

 

OVERTIME, CALL IN TIME, AND SEA PAY

 

14.1 Overtime

 

14.1.1 It is agreed that when it becomes necessary for the efficient conduct of the business of the University, an immediate supervisor may direct or authorize overtime work.

 

14.1.2 Overtime shall be defined as the required performance of work within an employee's classification in excess of the established work week.

 

14.1.3 Time and one-half shall be paid for work performed in excess of 40 hours in a work week and compensatory time at the rate of one (1) hour for each hour worked between 35 and 40 hours for employees who are covered by the Fair Labor Standards Act. That includes the following titles:

 

Administrative Assistant III

 

Administrative Secretary II

 

Information Technologist

 

Lab Tech II

 

Marine Research Assistant II

 

Network Tech III

 

Network Tech II

 

Network Tech I

 

OIS Customer Service Rep

 

Research Assistant I

 

Research Assistant II

 

Research Assistant IV

 

Technician (Ice Rink)

 

Tech I (Lab Animal Care)

 

Tech II

 

Tech III

 

 

 

14.1.4 Whenever an employee is required to work on a holiday which falls on his regular scheduled work day, he shall be credited with the number of hours in his official work schedule for that day plus the number of hours actually worked at the rate of one and one-half times.

 

14.1.5 Overtime work shall be a matter of record and shall be distributed fairly and equitably among employees capable of performing the work, in their respective department and class of position based on seniority. A record of overtime shall be provided to the Union if needed to resolve a dispute.

 

14.1.6 Employees who do not receive paid overtime and who work in excess of thirty five (35) hours per week shall receive compensatory time, i.e., one hour for each hour worked. All employees shall expend earned compensatory time according to a schedule prescribed by the appropriate supervisor within 30 work days of when it is earned, or it shall be considered lost.

 

If, however, an employee is denied the opportunity to expend compensatory time throughout said 30 days, he/she may refer the matter to the Assistant Vice President for Human Resource Administration who shall within 15 days, at his sole discretion, either order the payment of the compensatory time which has accrued within the previous 30 day period or prescribe a schedule during which this compensatory time shall be expended, or a combination of both.

 

When the service of an employee is terminated by death, retirement or resignation, the employee or his/her estate shall receive full pay for any compensatory time earned by the employee during the last 30 days of employment.

 

14.1.7 Hours credited for holidays, sick leave, vacation, and compensable injury shall be considered as time worked for the purpose of computing overtime.

 

14.1.8 An employee offered overtime will be excused at his request provided authorized personnel are available and willing to meet the need, and shall not be offered it again until his name comes up again in the seniority rotation.