| (b) Central Station Museum Monitors: |
Range Minimum |
Range Maximum |
| |
$ 12.94 |
$ 15.58 |
| |
3.5 % |
2.5 % |
(c) New Employee Hiring Schedule for Employees Hired On or After 07/01/03
Category A Regular Museum Attendants and Parking Service Monitors
and
Category B Limited Regular [Part-time] Museum Attendants, Parking Service Monitors, and Guards
| |
07/01/03 |
$ 11.75 |
| |
07/01/04 |
$ 12.07 |
| |
07/01/05 |
$ 12.37 |
| Total |
2003-06 |
9.0 % |
ARTICLE XXII
PERSONAL ILLNESS OR INJURY
Category B (part-time) employees are now eligible for sick leave.
All employees shall become eligible to accrue sick leave time, within a fiscal year, as follows:
Category A employees shall accrue sick leave days at the rate of one day per month. As of July 1 of each year, Category B employees shall be credited with two (2) sick leave days.
Sideletters and Understandings
Sideletter A:
Harvard will now be covering a guard's tuition for two Continuing Education courses each term. This amounts to a total of $1,000 in financial aid.
Those employees represented by HUSPMGU who are regularly scheduled to work seventeen and one-half (17.5) hours or more per week with service in excess of one year will be eligible to take two "inside" Harvard courses per semester, not to exceed eight credits.
. . . . . . . . . . . . . . . . . . . . . . . . . . . .
For the University: [James LaBua, Labor & Employee Relations]
For the Union: [the five members of the Executive Board]
View full text of July 2003 contract.
TABLE OF CONTENTS
| ARTICLE |
SUBJECT |
| ARTICLE I |
EQUAL OPPORTUNITY |
| ARTICLE II |
RECOGNITION |
| ARTICLE III |
UNION SECURITY |
| ARTICLE IV |
CHECK-OFF |
| ARTICLE V |
PROBATIONARY PERIOD |
| ARTICLE VI |
WAGES |
| ARTICLE VII |
OVERTIME |
| ARTICLE VIII |
HOLIDAYS |
| ARTICLE IX |
VACATIONS |
| ARTICLE X |
BEREAVEMENT PAY |
| ARTICLE XI |
JURY DUTY |
| ARTICLE XII |
GROUP INSURANCE AND PENSION BENEFITS |
| ARTICLE XIII |
UNIFORMS |
| ARTICLE XIV |
WORKERS' COMPENSATION |
| ARTICLE XV |
WORK UNITS |
| ARTICLE XVI |
MILITARY SERVICE |
| ARTICLE XVII |
MANAGEMENT RIGHTS |
| ARTICLE XVIII |
NO STRIKES / NO LOCKOUTS |
| ARTICLE XIX |
SEPARABILITY OF CLAUSES |
| ARTICLE XX |
GRIEVANCE |
| ARTICLE XXI |
ARBITRATION |
| ARTICLE XXII |
PERSONAL ILLNESS OR INJURY |
| ARTICLE XXIII |
LAYOFF |
| ARTICLE XXIV |
JOB OPENINGS |
| ARTICLE XXV |
DISCIPLINE AND DISCHARGE |
| ARTICLE XXVI |
BULLETIN BOARDS |
| ARTICLE XXVII |
WORKING CONDITIONS |
| ARTICLE XXVIII |
SUBSTANTIAL WORK CHANGES |
| ARTICLE XXIX |
UNION REPRESENTATION |
| APPENDIX A |
BENEFITS AND RETIREMENT PLANS |
| SIDE LETTERS & UNDERSTANDINGS A - I |
Our July 1999 contract is published on the Harvard University Office of Human Resources site at <http://atwork.harvard.edu/pdf/union_huspmgu.pdf>.
Comment:
Articles XX and XXI establish grievance resolution and arbitration procedures for the workers represented by our union.
If necessary, a worker can have his or her complaint about the "interpretation and application" of a specific contract provision formally addressed by a neutral third party. But during the first three steps of grievance resolution, the supervisor and the employee are usually able to gain an appreciation of each other's perspective and arrive at a reasonable solution.
View full text of July 1999 union contract.
