Click on the question you are interested in to be directed to the answer.
All of the answers having a number before the body of the answer (ei. x.x.x) are taken straight from the PTAA contract.
1) What do I do if I feel I have been discriminated against, intimidated, coerced, harassed or mistreated at the workplace?
2) How much time can I devote to union matters during business hours?
3) Is there a limit to the pay I can receive because of filling a vacant position or upgrading to a higher classification within the university?
4) What should I receive as pay if I fill a higher classification position on an interim basis?
5) What are my rights if the Administration takes disciplinary action against me?
6) What information is kept in my personal file?
7) What are the hours that I can be asked to work by administration?
8) What should I expect for working conditions as a member of the union?
9) What are the fringe benefits to working for the university?
10) What are the provisions of the Insurance Program?
11) What percentage of the premium do I have to share to participate in Health Benefits?
12) Am I eligible for Travel Reimbursement?
13) Am I or members of my family eligible for a tuition waiver?
14) What are the rules to seniority and layoffs?
15) Can I be asked by a supervisor to work overtime?
16) What are the details concerning sick leave?
17) Are union members entitled to Parental or Family leave?
18) Can union members borrow or share sick leave?
19) Can union members request a reduced workload or special time off?
20) What if I have to do the work of someone who has been granted time off?
21) What are the provisions for leave if I am a member of the military?
22) What are the provisions for bereavement leave?
23) What are the provisions for jury duty or civic duty?
24) What are the provisions for leave without pay?
25) What are the provisions of leave for Professional Development?
26) What are the provisions of leave for graduate study?
27) What are the official Holidays for Union Members?
28) What are the provisions for vacation time?
29) What are the provisions for personal leave?
30) What are the provisions for disability?
31) What if I wish to file a grievance with respect to an interpretation, application, or violation of any of the provisions of the contract?
32) What are the provisions for employment outside the University?
33) What if I feel there are inequities in the placement of positions in pay grades of other members of PTAA?
34) Is the union able to strike or susceptible to lockouts?
35) What are the pay grades of the union?
37) What if I feel that the scope of my work responsibilities have changed and I feel my pay should be increased?
38) Recommendations about how to approach a Request for Salary Review.
40) What are the requirements for Retirement (Basic) 403b plan eligibility?
41) What pay/times does a PTAA member receive for time worked on a holiday?
42) How much money will I receive when I drop my health insurance?
1)What do I do if I feel I have been discriminated against, intimidated, coerced, harassed or mistreated at the workplace?
The best practice would be to inform your union of the situation before you take any action yourself. Please contact your Local Steward who will forward your information to the President and/or the Vice President; they will inform you of the best action to take or become active on your account.
Contact Page for Union Representatives
2) How much time can I devote to union matters during business hours?
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) Is there a limit to the pay I can receive because of filling a vacant position or upgrading to a higher classification within the university?
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.
4) What should I receive as pay if I fill a higher classification position on an interim basis?
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.
5) What are my rights if the Administration takes disciplinary action against me?
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:
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.
6) What information is kept in my personal file?
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.
7) What are the hours that I can be asked to work by administration?
To find out the hours you typically should be working you first need to cross-reference your job title from the index of jobs, the hour’s column will indicate which schedule applies to you. The schedules are indicated by “*” marks. From the schedule index, you should find the schedule that applies to you.
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.
8) What should I expect for working conditions as a member of the union?
11.5.1 The University shall make an effort to provide affected employees with all necessary safety equipment.
If you feel you that your working environment has become unsafe, please contact your union representative to discuss procedures to address your particular situation.
9) What are the fringe benefits to working for the university?
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.
10) What are the provisions of the Insurance Program?
(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.
11) What percentage of the premium do I have to share to participate in Health Benefits?
Individual Coverage
For salary <$80,000 or >$80,000
FY 1/1/08 9.00% 11.00%
FY 7/1/08 11.00% 13.00%
FY 7/1/09 13.00% 15.00%
Family Coverage
For salary <$50,000 or <$80,000 or >$80,000
FY 1/1/08 6.00% 9.00% 11.00%
FY 7/1/08 8.00% 11.00% 13.00%
FY 7/1/09 10.00% 13.00% 15.00%
Effective July 1, 2008 there will be a ten percent (10%) cap on premium escalation. In the event of mid-contract changes in plan design, the parties agree to open the contract to negotiate the impact of those changes.
12) Am I eligible for Travel Reimbursement?
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.
13) Am I, or members of my family eligible for a tuition waiver?
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.
14) What are the rules concerning 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.
15) Can I be asked by a supervisor to work 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 Secretary II
Administrative Assistant III
Animal Technician
Technician (Ice Rink)
Technician I
Technician II
Technician III
Laboratory Technician II
MTS Customer Service Rep
Information Technologist
Jr. Programmer Analyst
Jr. Programmer Consultant
Marine Research Assistant I
Marine Research Assistant II
Marine Research Assistant III
Marine Research Assistant IV
Network Tech I
Network Tech II
Network Tech III
Research Assistant I
Research Assistant II
Research Assistant III
Research Assistant IV
University Police Lieutenant
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.
14.2 Call in Time
Eligible employees who are called in to report for emergency work after having left their place of employment and outside their regular scheduled work hours shall receive not less than four (4) hours pay at their overtime rate.
14.3 Sea Pay for Ship's Technicians
14.3.1 Sea pay as defined below shall apply to Ship's Technicians.
14.3.2 The normal work day for Ship's Technicians shall consist of fifty-six (56) hours per calendar week while at sea. For said work between forty (40) hours and fifty-six (56) hours, said Ship's Technician shall be paid at the rate of 1.5 times their normal hourly rate.
14.3.3 Hours worked between thirty-five (35) and forty (40) shall be compensated at straight time (1:1) one hour's pay for each hour so worked.
14.3.4 "At sea" shall be defined as away from a Rhode Island port in support of sea-going research, whether it be on board a URI vessel or another vessel authorized for such use.
14.3.5 Only the University's designated Ship's Technician Supervisor may authorize overtime beyond the fifty-six (56) hour work week defined above. In the event said overtime is so authorized beyond fifty-six (56) hours, then said additional hours shall be subject to overtime pay at 1.5 time their normal hourly rate. An employee may elect to take said overtime worked above fifty-six (56) hours as time off with the approval of the Manager of Marine Technicians.
14.3.6 When Ship's Technicians are not at sea they shall be subject to overtime and compensatory time as defined in this contract for non-sea going personnel.
14.3.7 All unit sea-going personnel will be considered "at sea" when traveling to and from the vessel. Eight (8) hours per day will be guaranteed for such travel and any overtime beyond eight (8) hours must be authorized in advance in writing when circumstances permit. If travel is via public conveyance, compensation will be limited to eight (8) hours per day.
14.4 Sea pay for other than Ship's Technicians
14.4.1 Sea pay as defined below shall apply to those members of the bargaining unit who are at sea for a period of time in excess of fifteen (15) days per contract year.
14.4.2 The normal work day for all sea-going unit employees shall be eight (8) hours per day while at sea.
14.4.3 For said work day sea-going unit employees shall be paid at the rate of 1.5 times their normal hourly rate for hours worked beyond eight (8) hours.
14.4.4 Hours worked between seven (7) and eight (8) shall be compensated with compensatory time at the rate of one hour for each hour worked.
14.4.5 Only the immediate supervisor of the sea-going unit employees may authorize overtime beyond the eight (8) hour work day defined above. When circumstances permit, such authorization will be in advance and in writing.
14.4.6 Hours worked beyond eight (8) on weekends and holidays will be paid at the rate of one and one-half and can be authorized only by the employee's immediate supervisor. Such authorization will be made in advance and in writing whenever circumstances permit.
14.4.7 When said employees are not at sea they shall be subject to the overtime provisions of this contract as herein defined.
14.4.8 "At sea" shall be defined as away from a Rhode Island port in support of sea-going research, whether it be on board a URI vessel or another vessel authorized for such use.
14.4.9 All unit sea-going personnel will be considered "at sea" when traveling to and from the vessel. Eight (8) hours per day will be guaranteed for such travel and any overtime beyond eight (8) hours must be authorized in advance in writing when circumstances permit. If travel is via public conveyance, compensation will be limited to eight (8) hours per day.
16) What are the details concerning sick leave?
15.1 Sick Leave - Sick leaves with pay shall be granted to employees covered by this Agreement. Sick leave with pay is hereby defined to mean a necessary absence from duty due to illness, injury or exposure to a contagious disease and may include absence due to illness or death in the immediate family of the employee or necessary attendance upon a member of the immediate family who is ill.
15.1.1 Employees shall accrue four (4) hours of sick leave for each bi-weekly period of service.
15.1.2 When the total accumulation shall amount to 875 hours (125 days) for an employee assigned to a thirty-five (35) hour schedule or a 1000 (125 days) for an employee assigned to a forty (40) hour work schedule, no further credit shall accrue until the total shall have been reduced to less than the maximum.
When the service of an employee shall be terminated by retirement (mandatory, voluntary or involuntary), or death, such employee or their estate shall be entitled to receive full pay for each hour of sick leave to their credit as of the date of termination, according to the following formula:
A 35-hour a week employee shall be entitled to receive a full pay for 50% of all accrued sick leave over 390 hours, up to and including 630 hours and 75% pay for all accrued sick leave over 630 hours, up to and including 875 hours. A 40-hour a week employee shall be entitled to receive full pay for 50% of all accrued sick leave over 468 hours up to and including 720 hours and 75% pay for all sick leave over 720 hours, up to and including 1000 hours.
15.1.3 The Administration may require a physician's certificate or other satisfactory evidence in support of any request for sick leave with pay, but must require a physician's certificate or other satisfactory evidence for each sick leave with pay covering an absence of more than three (3) consecutive working days.
15.1.4 Sick leave will be allowable for death in the family. Family shall include wife, husband, child, mother, father, sister, brother, mother-in-law, father-in-law, grandparents, grandchildren, step-parents, step-children, and any person living in the employee's household.
15.1.5 Whenever an employee shall be absent from his duties and receiving compensation as provided in the Worker's Compensation Laws, he shall be granted a sick leave in accordance with rules applicable thereto, in an amount not to exceed his regular compensation. Deductions from accumulated credits shall be applied only to that part of his salary which is paid as an addition to Workmen's Compensation payments, and the total of the two shall not exceed the regular salary for a given pay period. Annual leave credits may be applied in the same manner. When such absence shall not be covered by sick leave or annual leave, it shall be deemed to be leave without pay.
15.1.6 Special Sick Leave - Any employee whose employment required exposure to unusual employment hazard shall be granted special sick leave credits not to exceed 120 hours in a calendar year if he is a forty (40) hour employee or 105 hours in a calendar year if he is a thirty-five (35) hour employee, a non-standard or non-scheduled employee. Such sick leave credits shall be available and sick leave granted upon written recommendation by Office of Human Resources that it has been determined by blood test or other approved method and supported by a statement from a qualified physician that the health of the employee required such sick leave to permit recuperation from exposure to such occupational hazards.
17) Are union members entitled to Parental or Family leave?
15.1.7 Parental Leave – PTAA members with one year or more of service 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. PTAA members should provide at least one month’s notice prior to the start of the leave, whenever possible.
When additional time is needed beyond the six weeks because of medical reasons, that time may be charged to sick leave with proper medical documentation.
15.1.10 Family Leave (Leave Without Pay) - (a) Upon written application, a staff member may be granted a leave without pay normally not to exceed six (6) months for reasons of personal illness, disability or other purpose deemed proper and approved by the President or his/her designee. Staff members on leave without pay due to personal illness, disability, parental leave or family leave are eligible for one (1) year of State paid health benefits and when applicable must pay the employee's share of the optional health plans. If, in unusual circumstances a leave is extended for more than one (1) year, the employee must transfer to a direct payment plan, at the group rate, for his or her health care, if the employee wishes to maintain coverage.
(b) Parental Leave means leave by reason of the birth of a child of an employee or the placement of a child 16 years of age or less with an employee in connection with adoption of such child by the employee.
(c) A Family Leave is for a family member defined as a parent, spouse, child, mother-in-law or father-in-law. Family leave is granted by reasons of serious illness of a family member. Serious illness is defined as disabling, physical or mental illness, injury, impairment or condition that involves in-patient care in a hospital, nursing home, hospice or out-patient care requiring continuing treatment or supervision by a health care provider. The staff member shall provide the University with written certification from the physician caring for the person who is the reason for the employee's leave and such certification shall state the probable duration of the employee's requested leave.
18) Can union members borrow or share sick leave?
15.1.8 Borrowed Sick Leave - Employees shall be permitted to borrow two (2) weeks of sick leave against future accumulation in the next fiscal year, provided they have used all accrued vacation and sick leave and other accrued paid leave.
15.1.9 Shared Sick Leave - The Administration and the PTAA shall establish a Sick Leave Bank Committee, consisting of two members appointed by the PTAA and two members appointed by the Administration. Each member of the PTAA may contribute one (1) 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 and personal), 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 15.1.8 of the collective bargaining agreement. A PTAA member meeting these criteria may request a specific number of days from the Sick Leave Bank Committee, based upon financial hardship and health prognosis. The Sick Leave Bank Committee shall decide the exact number of days a PTAA member may receive from the Sick Leave Bank up to a maximum of six (6) 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.
19) Can union members request a reduced workload or special time off?
15.1.11 Reduced Workload - For reasons and period of time listed in Article 15.1.11, employees may request a reduced workload with a commensurate reduction in salary. If the workload is at least 20 hours, health benefits shall be continued at the employer's expense, as provided in the contract.
15.2 Special Time Off - Whenever it appears desirable, in the best interest of the Board and its employees, to allow collective absence from duty, the executive officer may excuse employees at a stated time, provided that enough employees remain on duty to maintain contact with the public and carry on crucial work.
20) What if I have to do the work of someone who has been granted time off?
15.2.1 Employees who are required to work when other employees are so excused shall be paid their regular rate of pay and in addition shall be granted, at the discretion of the President, either compensatory time off or cash payment for this service at the rate of one and one-half times for each hour worked.
21) What are the provisions for leave if I am a member of the military?
15.3 Military Training Leave - Employees covered by this agreement who by reason of membership in the United States Military, Naval or Air Reserve or the Rhode Island National Guard or Naval Reserve, are required by the appropriate authorities to participate in training activities or in active duty as part of the state military force or special active duty as part of the federal military force, shall be granted military training leave with pay not to exceed fifteen (15) working days in any one calendar year.
15.3.1 Should the employee be required to participate in such training activities for a period greater than fifteen (15) working days, he shall be granted leave without pay for this period.
15.3.2 During the period of military training leave without pay, the employee shall accrue sick and vacation leave credits.
15.3.3 Such training activities as defined in this section shall not include weekly drill nights or similar drill period lasting less than one day or training periods voluntarily engaged by the employee beyond the training period required generally of the members of the respective armed service.
22) What are the provisions of bereavement leave?
15.4 Bereavement Leave - Each employee shall be granted leave with full pay for four (4) days for a death in the immediate family. Immediate family shall is as defined in Article 15.1.4. One (1) day of bereavement leave will be allowed for the death of a brother-in-law or sister-in-law. Days needed beyond four may be taken from sick leave.
23) What are the provisions for jury duty or civic duty?
15.5 Jury Duty - Every employee covered by this Agreement who is ordered by the appropriate authority to report for jury duty shall be granted a leave of absence from his regular duties during the actual period of such jury duty and shall receive for such period of jury duty his/her regular pay or his/her jury duty pay whichever is greater.
24) What are the provisions for leave without pay?
15.7 Leave Without Pay - It is agreed that, upon written application, an employee who has served his probationary period may be granted a leave without pay, not to exceed six (6) months, subject to renewal, for reason of personal illness, disability, or other purpose deemed proper and approved by the President or his/her designee.
15.7.1 At the expiration of such leave, the employee shall be returned to the position from which he is on leave at pay rate the position would have if there had been no leave.
15.7.2 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 he is on leave or any other similar position at the pay rate the position would have if there had been no leave for which he is qualified if said position exists.
15.7.3 Seniority shall be retained during all leaves without pay.
25) What is the provision for Sabbatical Leave?
15.8 Sabbatical Leave - Employees in the bargaining unit shall be eligible for sabbatical leave which he may take with the approval of the President for the purpose of advanced study, independent research or pursuance of a higher academic degree at the completion of six (6) years of employment.
15.8.1 An employee on sabbatical leave shall receive for a period of one (1) year, half-pay, or for a period of six (6) months, full-pay, with the understanding that he return to his duties for at least one (1) year upon termination of the leave, unless by mutual agreement between the employee and the President, it is deemed inadvisable.
15.8.2 Upon his return from sabbatical leave, an employee's salary shall be at the same pay rate the position would have if there had been no leave, and he shall be returned to the same level which he held at the time said leave commenced if it exists, or is not a substantially equivalent level. A sabbatical leave of absence may be extended without pay or increment for one (1) additional year.
15.8.3 As soon as decisions are made regarding sabbatical leaves the President or his/her designee shall furnish the Union with a list of those receiving sabbatical leave, and those denied sabbatical leave. For those whom replacement positions have been provided, notice to the Union will be given as soon as the decision has been made.
26) What are the provisions of leave for Professional Development?
15.9 Leave for Professional Development - Members who have served for at least two (2) years full-time may be granted short-term leaves of absence to pursue professional development at workshops, seminars, and conventions. This leave shall be granted at regular pay and the recipient upon termination of the leave shall return to his/her duties at the University. Applications for such leaves shall be made six (6) weeks prior to the date for which the leave is required. In certain circumstances, shorter notice for such leave may be considered.
27) What are the provisions of leave for graduate study?
15.10 Leave for Graduate Study - An employee who has served at least three (3) years may, upon written approval of the President, be granted a leave of absence for the purpose of pursuing graduate study for a period of either a year or a half-year.
15.10.1 An employee applying for such leave may apply for leave without pay or leave at one-quarter pay for either period of time. In either case, there is the understanding that the employee will return to his duties upon termination of the leave for a period equivalent to one (1) year for each half year of leave, unless by mutual agreement between the employee and the President, it is deemed inadvisable.
15.10.2 The employee applying for such leave shall present to the President the plan of study he expects to pursue while on leave which must be approved by the President before the request for leave is granted. At the close of the period of leave, he shall file an appropriate report with the President.
15.10.3 If an employee resigns and does not return after leave, money received must be returned to the University.
15.10.4 An employee who is on leave for graduate study and who is receiving a salary from the Board shall be permitted to accept financial aid in the form of a fellowship or scholarship which does not require the performance of teaching or other duties that would prevent him from pursuing a full program of graduate study.
28) What are the official Holidays for Union Members?
15.11 Holidays - The following, as approved by the Rhode Island General Assembly and as long as these days, or others that may be added or deleted by the General Assembly, continue to be designated as State employee work holidays by the General Assembly, shall constitute the official holidays:
New Year's Day
Columbus Day
Martin Luther King Day
Veteran’s Day
Memorial Day
Thanksgiving Day
Independence Day
Any day on which a general election or State Officers is held, as Election Day
Victory Day
Christmas Day
Labor Day
15.11.1 Each employee shall be entitled to time off at his regular rate of pay for the holidays specified above when such holidays fall on his regularly scheduled work days, and shall be credited with the number of hours in his official work schedule for that day.
15.11.2 When any holiday shall fall on the scheduled day off within the scheduled work week of any employee, the next scheduled work day shall be substituted for the holiday.
15.11.3 If a holiday falls on a regularly scheduled work day within an employee's vacation period, the employee shall not be charged annual leave for his absence on that day.
28) What are the provisions for vacation time?
15.12 Annual Vacation - The annual vacation for a full-time employee shall be fifteen (15) working days during the first three (3) years of employment, twenty-two (22) working days thereafter. Subject to R.I. General Laws, 36-6-18, employees with twenty (20) years state service will receive an additional five (5) days of vacation. Working days shall refer to five (5) seven-hour days or five (5) eight-hour days per week, Monday through Friday, and exclusive of scheduled holidays. Vacation time for employees who work less than full time, on a calendar year basis, shall be computed on a pro-rata basis.
15.12.1 Vacation time shall be allowed to accumulate to a maximum of thirty (30) working days for those earning fifteen (15) working days per year or forty-four (44) working days for those earning twenty-two (22) working days per year or to fifty-four (54) days for those earning twenty-seven (27) working days per year. Time and number of days of vacation to be taken are to be mutually agreed to in advance by the employee, the employee's immediate supervisor and the appropriate Dean/Director. In the event that the employee is denied reasonable opportunity to take vacation in the total amount accumulated each year, then upon proof of denial of such reasonable opportunity, said employee shall be able to accumulate a maximum beyond the thirty (30) or forty-four (44), or fifty-four (54) working days set out in the first sentence of this paragraph.
On December 31 of any given year, vacation time which has accumulated in excess of the maximum accrual shall be forfeited. In the event that the employee is denied reasonable opportunity to take vacation in the total amount accumulated each year, then upon proof of such denial of such reasonable opportunity provided to the Assistant Vice President for Human Resource Administration, said employee shall be able to accumulate a maximum of ten (10) work days beyond the maximum accrual set out in the first paragraph. In no case shall an employee be denied a reasonable opportunity to take at least ten (10) consecutive vacation days twice per year.
Termination - When the service of an employee is terminated by resignation, retirement, or death, if such employee shall not have used actual vacation time equal to the vacation credits outstanding on his account, he or his estate shall receive full pay for each day of vacation leave to his credit as of the date of termination, up to his/her maximum accrual.
15.12.2 Grant Funded Personnel - When the source of funding for an employee's salary is shifted from one grant to another, all properly accrued vacation time will automatically be carried over unless the employee requests to be paid for the time. Employees wishing to be paid for accrued vacation time shall request payment through the Office of the Dean. The Dean may at his discretion act affirmatively or negatively on the request or a portion thereof. If the request for payment is denied, the accrued vacation time will be carried over to the new grant. If the employees covered by this Agreement are unable to reach agreement, with their immediate supervisor as to the time period for taking vacation, then the impasse will be forwarded to the Dean who will resolve the matter by designating the time when the vacation will be taken. The Dean shall attempt to resolve the dispute in a manner which is fair and equitable to the employee and at the same time does not conflict or disrupt the work requirements.
15. PTAA members who are on academic year appointments shall be granted eleven (11) vacation days. The use of this time shall be determined by prior approval of his/her supervisor, and the appropriate Dean/Director, and the use of such time shall not be unreasonably withheld. These vacation days shall be taken during student breaks, i.e., on the Friday after Thanksgiving, during Christmas recess or Spring recess.
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29) What are the provisions for personal time?
15.13 Personal Leave - Each full-time calendar year staff member shall be entitled to up to four (4) days leave of absence with pay each year for emergencies or to attend to personal matters and/or religious observance which cannot be reasonably attended to outside of the normal work day. This personal leave may be used for the one-half day before a day of religious observance, as well as time off for days of religious observance. Staff members shall not be required to give a reason as a condition of utilizing this personal leave, but prior approval must be obtained from the immediate supervisor to assure that the absence does not interfere with the proper conduct of the office. Personal leave credits cannot be carried over from calendar year to calendar year.
The following schedule shall apply for all new employees in their first year of employment for the distribution of personal leave:
Employees appointed between January 1 and April 30 shall be entitled to four (4) personal days as provided in this article. Employees appointed between May and August 31 shall be entitled to three (3) personal leave days as provided in this article. Employees appointed after September 1 shall be entitled to two (2) personal leave days as provided in this article.
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30) What are the provisions for disability?
15.14.1 Disabled Employees - The Administration and the Union shall adhere to Federal and State laws and regulations as they apply to treatment or accommodations for persons with disabilities.
15.14.2 If after a staff member has used all accrued sick, vacation, and personal leave and he/she is still unable to resume the essential functions of the position he/she shall apply for disability insurance (ERS or TIAA) as applicable, apply for a leave without pay or resign his/her position.
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31) What if I wish to file a grievance with respect to an interpretation, application, or violation of any of the provisions of the contract?
The best practice with regard to a grievance is to to contact union representives, at your ealiest convience, to discuss the pracicality and options for the case.
Union Reperesentitives.
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32) What are the provisions for employment outside the University?
17.1 The Board of Governors for Higher Education, the University of Rhode Island, and the Union agree that if and when the University or other employer offers employment to a member of the bargaining unit such work may be accepted with pay providing such work and its preparation are done outside the individual's working hours and that the work and its preparation do not interfere with the performance of the individual's job duties and responsibilities.
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33) What if I feel there are inequities in the placement of positions in pay grades of other members of PTAA?
20.1 The purpose of this appeal process is to remedy inequities in the placement of positions in pay grades of members of the PTAA bargaining unit.
20.2 During the term of this agreement, any employee who claims that his/her job description has been changed, or that he/she has undertaken additional job responsibilities, or that his/her job situation is unique so as to constitute an inequity with respect to the member’s present grade classification shall have the right to appeal for a grade change as follows:
20.3 a. The employee shall request a review by the Office of Human Resource Administration who will meet with the individual and the Union within two (2) weeks following the request.
20.3 b. The Office of Human Resource Administration will respond in writing to the employee and the Union stating a recommendation for approval or disapproval and the reasons for actions within one (1) week following the meeting.
20.3 c. If agreement is reached with the employee and the Union, the recommendation will go directly to the Personnel Review committee for a hearing in accordance with the provisions of paragraph 20.5.
20.3 d. If an agreement cannot be reached with the employee, the appeal will be directed to the committee specified in paragraph 22.4.
20.4 a. The employee shall request a review by a three (3) member committee comprised of one (1) member appointed by the University President, one (1) member appointed by the President of the Union and one (1) member appointed by the President of the University with the approval of the Union.
20.4 b. The committee will meet with the employee within two (2) weeks following receipt of the request.
20.4 c. The employee and/or the Union shall have the right to present evidence and testimony in support of his/her claim.
20.4 d. The majority decision of the committee shall be set forth in writing, with reasons, within one (1) week following the meeting.
Personnel Review Committee
20.5 a. Written decisions of the above-mentioned committee will be forwarded to the Board of Governors Personnel Review Committee (PRC), the employee, and the Union within one (1) week of the issuing of a decision.
20.5 b. The Personnel Review Committee will consider the appeal at its next regularly scheduled meeting.
20.5 c. Decisions by the committee shall be reviewed by the Personnel Review Committee in an impartial and judicious manner.
20.5 d. The Personnel Review Committee shall render its final decision within fifteen (15) days of the hearing. This decision shall be in writing.
20.5 e. If the appeal is denied, specific reasons, based on the evidence presented, shall be set forth. Denials shall not be based upon monetary reasons. A simple majority vote is required for a decision.
20.6 The employee and the Union shall have the right to present evidence and testimony in support of his/her appeal before the University Appeals Committee and the Personnel Review Committee. The employee and the Union shall be notified one (1) week prior to each appeal hearing. Pay grade increases shall be made retroactive to the date of the first pay period following the filing of the initial appeal by the employee. The decision of the PRC is final and not grievable.
34) Is the union able to strike or susceptible to lockouts?
21.1 The Union and its members will not cause, call or sanction any strike, work stoppage or slowdown, nor will the Board lockout its employees during the term of this agreement.
21.2 It is agreed that all provisions of this agreement are binding on each of the individuals covered by this contract.
37) What if I feel that the scope of my job has changed and I am responsible for more work?
The parties agree that there may be situations in which members of the bargaining unit have been assigned permanent responsibilities for an increased workload which do not warrant pay grade increases.
In such circumstances, an employee may initiate a review on the above.
Supervisors may also recommend, with written approval of the appropriate vice-president/provost, to human resources a 3%-5% in-grade increase for such employee, not to exceed the maximum of the pay grade. The union will be notified of all such awards. In the event of a denial, the union and the employee will receive notification in writing stating the reason for denial within thirty (30) days of the recommendation or request.
38) If there is a new hire of a union member within my classification and department and this new hire is receiving a higher pay than I receive, how do I request a salary review?
Check out the recommendations for a Request for Salary Review
Sample Cover Letter for a request for Salary review
40) What are the requirements for Retirement (Basic) 403b plan eligibility?
Any new employee who is eligible for benefits (>=20 hrs/week) can make voluntary contributions to a supplemental 403b (not the retirement/basic 403b); a certain minimum contribution is required; no age requirements, NO URI CONTRIBUTIONS.
When a new employee is hired who wishes to participate in the retirement 403b (also called the basic 403b) the following conditions must be met before he/she is eligible:
1. The new employee has an existing 403b retirement plan at the start of his employment at URI and both he and his former employer have paid into the plan; the employee can continue to contribute and receive URI contributions; no age requirements.
2. Or, the new employee is 30 or 30+ with 5 years experience ( excluding work performed as a student) at the beginning of his URI employment; this employee needs an acceptance letter for the 5 years experience from his department head in order to contribute and receive URI contributions immediately upon starting his employment at URI.
3. Or, the new employee undergoes a 2 year waiting period to participate in the retirement 403b with URI contributions; see following 2 conditions.
3a. If after the 2 year waiting period the employee is under 30 he must make a decision to make minimum contributions to the retirement 403b with URI contributions or wait until he turns 30 to participate.
Consider this: After the 2 year waiting period an employee is now 25 and decides to NOT make contributions to the retirement 403b and indicates so by filling out the form sent to him. This employee now has to wait until he turns 30 to make contributions to the retirement 403b and receive URI contributions. His right to contribute to the supplemental 403b without employer contributions remains intact..
3b. If after the 2 year waiting period the employee is 30 or 30+ it is mandatory for the employee to make minimum contributions to the 403b plan with URI contributions.
The month before an employee’s eligibility date an employee will receive all necessary information and forms from the URI Benefit office. An employee who chooses to contribute to a supplemental 403b before becoming eligible to contribute to a retirement (basic) 403b may maintain or stop the 403b supplemental contributions then or any other time before or after the eligibility date for a basic 403b.
41) What pay/times does a PTAA member receive for time worked on a holiday?
According to PTAA contract
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.
a. If a PTAA member falls under the FLSA (Fair Labor Standards Act, see PTAA contract 14.1.3) and that member worked 7 hrs on Veteran's Day (e.g.) that member receives 7 hrs of standard pay and 7*1.5=10.5 hrs of overtime pay. The entry on the time card reads 7H.
b. If a PTAA member does not fall under the FLSA (Fair Labor Standards Act) and that member worked 7 hrs on Veteran's Day (e.g.) that member receives 7 hrs of standard pay and 7*1.5=10.5 hrs of comp time to be consumed within 30 days. The entry on the time card also reads 7H. At this time the comp time is not recorded by Payroll/HR but by the member and his/her manager.
URI Payroll can automatically distinguish between a member who does or does not fall under the FLSA.
The reference to what classifications fall under the FLSA can be found under 14.1.3.
42) How much money will I receive when I drop my health insurance?
In order to drop one’s health insurance a waiver form needs to be signed. Health insurance should be dropped at the Open Enrollment periods as advertised by Human Resources but other drop dates may be possible. The maximum health buyback bonus is $$ 2002.00.
Health insurance co-pays are based on 26 pay periods. For the purposes of calculating the health insurance buyback bonus the year runs from Nov 12 of anyone year to Nov 11 of the next year.
The formula to calculate one’s health buyback bonus before taxes and other deductions is:
Health Buyback= $ 77.00 / pay period X number of pay periods
Where the number of pay periods is calculated from
a. the start date of employment to Nov11 of anyone year or
b. the date that health coverage was dropped to Nov 11 of anyone year or
c. Nov 12-05 to Nov 11-06 which equals 26.
In the last case scenario (c.) a member would receive 77 x 26 = 2002 $$$ before taxes and other deductions. The health insurance buyback is paid at the conclusion of the year for which health insurance was dropped. A separate check for the health buy back is usually received in the first December pay period.