URIPSA/NEARI
Tentative Agreement
Between
Higher Education Union Coalition
And
The Board of Governors for Higher
Education
February 8, 2008
1. Salary
1/1/08 2.5%
increase across the board
7/1/08 2.5%
increase across the board
7/1/09 3%
increase across the board
2. Health
Insurance:
For the term of
the 2007-2010 contract the health insurance benefits extended to eligible
employees by the State shall be those for which the Director of Administration
has contracted in accordance with RIGL 36-12, and shall include health
insurance, prescription, dental, and vision/optical benefits.
The employee
health insurance waiver shall continue in the amount of
$2,000 annually.
Premium Sharing:
For the term of
the 2007-2010 contract, all employees will participate in premium sharing on a
percentage of premium basis.
Individual
Coverage
<$80,000
>$80,000
1/1/08 9.00%
11.00%
7/1/08 11.00%
13.00%
7/1/09 13.00%
15.00%
Family
Coverage
<$50,000
<$80,000 >$80,000
1/1/08 6.00%
9.00%
11.00%
7/1/08 8.00%
11.00%
13.00%
7/1/09 10.00%
13.00%
15.00%
Effective July 1,
2008 there will be a ten percent (10%) cap on annual premium escalation.
In the event of
mid-contract changes in plan design, the parties agree to reopen the contract
to negotiate the impact of those changes.
3. Retiree
Health Insurance-
Elimination of Pre-65 retiree health insurance benefit, provided, however, that
employees retiring after 7/1/08 shall be entitled to purchase health coverage
at the actual retiree premium rate, Post-65 Medicare supplemental coverage
only. Changes in retiree health insurance coverage to be effective 7/1/08.
The employee
contribution towards retiree health coverage shall be as follows:
1/1/08 - .5% of base salary
7/1/08 - .75% of base salary
7/1/09 - .9% of base salary
Specific
terms:
Eligible
employees retiring on or after June 21, 1998 and before June 30, 2008, from active service with the BOG shall
receive the same retiree health care insurance benefit that is currently
offered to retiring ERS employees.
The cost sharing will be as follows:
Pre 65 Medical
Coverage
Age at
Employer's
Employee's
Years of Service Retirement Share
Share
10-15
60
50%
50%
16-22
60
70%
30%
23-27
60
80%
20%
28+ Any
90%
10%
28+
60
100%
0%
35+ Any
100%
0%
Post 65
Medicare Supplemental Coverage
Employer's Employee's
Years of
Service Share Share
10-15 50%
50%
16-19 70%
30%
20-27 90%
10%
28+ 100%
0%
For employees
retiring after June
30, 2008, who are not yet 65 years of age, those with at least 10 years of
service who are at least 60 years of age, or those with 28 years of service at
any age, may purchase health insurance coverage at the actual retiree premium
rate for themselves and their spouse. The Post 65 Medicare supplemental
coverage shall continue to be offered in accordance with the table above.
Tentative Agreement between the Rhode
Island Board of Governors
and the
URI/PSA/NEARI/NEA
March 3, 2008
(Items specific to our local
association)
1. Article 20.11
Military Leave
An employee who has left or
shall leave their position by reason of
entering the armed forces
of the United States (whether through
membership in the Reserve of
the United States Military or Naval
Forces or the Rhode Island
National Guard, or by reason of enlistment,
induction, commission, or
otherwise), and who has been employed for
one hundred eighty (180)
calendar days or more within the twelve
(12) months next proceeding such entrance into the
armed forces, is
entitled to a military
leave of absence from said position commencing
with the time of leaving
said position and continuing through the
duration of said absence
required by the continuation of service in the
armed forces. Such leave of absence shall be deemed
to have expired
six (6) months after the
date of discharge from or authorized
separation from active duty
as a member of the armed forces. Re-
enlistment or other
continued service in the armed forces resulting
from choice by the employee
shall automatically serve to cancel said
leave.
For the first sixty (60)
days of the leave the employee shall receive
the difference between
his/her total salary and military pay. In no case
shall the combined salary
exceed the employee's regular total salary.
At the conclusion of the
leave of absence, the employee shall be
returned to his position
subject, however, to any law or rule which
may hereinafter be enacted affecting such right of return or
defining
the conditions under which
such returns may be made.
2. Memorandum of
Agreement #5
Add- 12. A member who is
recalled to a position in a different
classification shall have
the right to return to their original layoff
status within the first
twelve (12) months of their recall. If a member
is recalled to a different
classification the University may place the
member back on layoff
status with thirty (30) days notice to the
affected member. The
re-institution of layoff status shall be subject to
the grievance procedure.
3. Memorandum of
Agreement #3
Delete
paragraph #4
4. Memorandum of
Agreement #9
Delete
5. All items
agreed to by PSA/NEA, as a member of the Higher
Education Union Coalition,
shall be included in the tentative agreement
that is ratified by the
parties.
PLEASE
NOTE: The above tentative agreements are also posted on the URIPSA website:
http://www.uri.edu/psa