1. Article 3.1.b - Delete

2. Article 7.2.a - Overtime

7.2.a

Employees in classifications covered by the Fair Labor Standards Act
shall be paid, or receive compensatory time at the rate of time and one
half (1.5), for work performed in excess of forty (40) hours per week;
and shall receive compensatory time at the rate of one (1) hour for
each hour worked between 36 and 40 hours.

7.2b.1

Employees in classifications that are exempt from the Fair Labor Standards
Act who work in excess of thirty-five (35) hours per week

3. Article 11.5

Add: Article 11.5

In the event an employee is requested to fill a non-promotional vacant bargaining
unit position on a temporary/interim basis, if the period exceeds thirty working
days, the employee shall receive 5% above his/her current rate. The additional
compensation shall be retroactive to the day the employee began filling the
position.

4. Article 18.2 - Notice shall be sent to both member and union in writing.

5. Article 19.1

Change "Teachers' Insurance and Annuity Association and College Retirement
Equities Fund (TIAA-CREF, VALIC, MetLife) annuity programs to "RIBOG
defined contribution retirement plan."

6. Article 20.6 - Parental Leave

Add: 20.6 a. - PSA members with one or more years of services shall
be granted six (6) weeks of paid parental leave at the birth of a child or the
placement of an adopted child under the age of twelve (12) years. PSA members
should provide at least one month's notice prior to the start of the leave,
whenever possible.

b. When additional time is needed beyond the six (6) weeks because of medical
reasons, that time may be charged to sick leave, with proper medical documentation.

c. An employee may also apply for an unpaid leave of absence for up to six (6) months
following the birth or placement of a child. Such leave of absence may be renewed
with the approval of the Assistant Vice President for Human Resources.

d. At the expiration of such leave, the employee shall be returned to the position
from which she/he is on leave at the same step of the then current range for that class
of position.

e. For positions which are supported by federal or other non-state funds, when
said leave expires, the employee shall be returned to the position from which she/he
is on leave or any other similar position at the same step of the then current range
for that class of position(s) for which she/he is qualified if said position exists.

7. Article 20.7.C

The Administration and the Union shall establish a Sick Leave Bank Committee,
consisting of two members appointed by the PSA and two members appointed by
the Administration. Each member of the bargaining unit may contribute one day
per year of accumulated sick days to the Sick Leave Bank. To be eligible to
receive sick days from the sick leave bank, a member must have exhausted all
accumulated leave (sick, vacation, personal, compensatory time), must present
medical documentation of a catastrophic illness or injury that is not work-related,
and must have borrowed two weeks of sick leave in accordance with Article 20.7.b
of the collective bargaining agreement. A member meeting this criteria mayrequest a specific number of days from the Sick Leave Bank Committee basedupon financial hardship and health prognosis. The Sick Leave Bank Committee shall decide the exact number of days a member may receive from the Sick Leave Bank up to a maximum of six months or approval of disability. Decision of the Sick Leave Bank Committee shall be final and not subject to the grievance and arbitration provisions of the contract. The Association will administer the Sick Leave Bank by soliciting donations to renew the bank on an annual basis and disburse donations
bi-weekly as authorized by the Sick Leave Bank Committee.

8. Article 20.8 - Bereavement Leave & Sick Leave

Add: - The definition of "immediate family" for the purpose of this article shall
include domestic partners of the same or opposite sex who have lived in the same
household for at least six (6) months and have made a commitment to continue to
live as a family.

9. Article 19.5 - 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 urgentcare
co-pays will increase from $10.00 to $15.00 on July 1, 2006.

10. Article XXIV - Termination of Agreement

24.1 a. This agreement shall be effective as of the 1st day of July 2004, and shall
remain in full force and effect through the 30th day of June, 2007.

b. It shall be automatically renewed from year to year thereafter commencing
the 1st day of July, 2007 unless either party shall notify the other in writing
at least one hundred twenty (120) days prior to the anniversary date that it
desires to modify this agreement.

11. Appendix A - Salary

A. For the contract year July 1, 2004 to June 30, 2005, the salary increase
for employees in the bargaining unit shall be as follows:

1. A 1% across the board range adjustment on July 1, 2004.
2. A 2.5% across the board equity adjustment on July 1, 2004.

B. For the contract year July 1, 2005 to June 30, 2006, the salary increase
for employees in the bargaining unit shall be as follows:

1. A 3.5 increase across the board range adjustment on July 1, 2005.

C. For the contract year July 1, 2006, the salary increase for employees in the
bargaining unit shall be as follows:

1. A 3.5% increase across the board range adjustment on July 1, 2006.

FOR THE BOARD OF GOVERNORS: FOR THE URI/PSA/NEARI/NEA:

_________________________________ ______________________________

______________________________

DATE:__________________________ DATE:________________________