AGREEMENT BETWEEN AND July 1, 2022

AGREEMENT BETWEEN

AND

July 1, 2022 — June 30, 2026

Notes

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Table of Contents

Preamble ................................................................................................. 1

Article 1 – Recognition .............................................................................. 1

Article 2 – Acting Appointment .................................................................. 1

Article 3 – Administrative Leave ................................................................. 2

Article 4 – Alternate Work Schedule to Take Educational Courses .................. 3

Article 5 – Auto Liability and Indemnification............................................... 3

Article 6 – Bereavement Leave .................................................................. 4

Article 7 – Bulletin Board ........................................................................... 4

Article 8 – Call Back Pay ........................................................................... 5

Article 9 – Changes to Hours of Work and Work Schedules ........................ 5

Article 10 – Compassionate Leave Program .............................................. 5

Article 11 – Conversions of Existing Positions from Twelve Month to

Ten Month and from Ten Month to Twelve Month

..................................... 6

Article 12 – Division of Dining Services Employees .................................... 7

Article 13 – Employee Assistance Program ................................................ 8

Article 14 – Grievance Procedure .............................................................. 8

Article 15 – Health Benefits ..................................................................... 11

Article 16 – Holidays and Personal Holidays ............................................ 11

Article 17 – Job Openings ....................................................................... 13

Article 18 – Jury Duty .............................................................................. 14

Article 19 – Just Cause/Discipline ............................................................ 14

Article 20 – Labor Management Conferences .......................................... 15

Article 21 – Layoff Notice ........................................................................ 15

Article 22 – Leave of Absence for Personal Reasons ................................ 15

Article 23 – Meal Allowance .................................................................... 15

Article 24 – Military Leave ....................................................................... 16

Article 25 – NE/NL Designation ............................................................... 17

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Article 26 – Non-Discrimination ............................................................... 17

Article 27 – Non-Hostile Work Environment .............................................. 17

Article 28 – Overtime/Compensatory Time Benefits .................................. 18

Article 29 – Parking ................................................................................ 20

Article 30 – Personnel Files ..................................................................... 21

Article 31 – Political Check-off ................................................................. 21

Article 32 – Printing of Agreement ........................................................... 22

Article 33 – Probationary Employees ....................................................... 22

Article 34 – Professional Development..................................................... 22

Article 35 – Reclassification .................................................................... 24

Article 36 – Removal of URA Employee/Titles from the Bargaining Unit ..... 25

Article 37 – Retirement and Life Insurance Benefits .................................. 26

Article 38 – Health and Safety ................................................................. 26

Article 39 – Salary Adjustments ............................................................... 29

Article 40 – Salary Grade Structure and New Job Titles ............................ 35

Article 41 – Salary Improvements ............................................................ 35

Article 42 – Seniority and Layoff .............................................................. 40

Article 43 – Severability .......................................................................... 42

Article 44 – Sick Leave............................................................................ 43

Article 45 – Ten-Month and Part-Time Employees .................................... 45

Article 46 – Tuition Remission Benefits .................................................... 45

Article 47 – Union-Employer Information Exchange .................................. 45

Article 48 – Union Leave ......................................................................... 46

Article 49 – Union Representatives .......................................................... 46

Article 50 – Union Security ...................................................................... 47

Article 51 – University Closings ............................................................... 48

Article 52 – University Policies and Procedures ........................................ 49

Article 53 – Use of University Facilities, Campus Mail & Equipment .............. 50

Article 54 – Vacation ............................................................................... 52

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

iii

Article 55 – Vision Care Program ............................................................. 52

Article 56 – Direct Deposit ....................................................................... 52

Article 57 – Federal Family & Medical Leave, New Jersey Family

Leave, New Jersey SAFE Act Leave

...................................................... 53

Article 58 – Accessible Parking ............................................................... 54

Article 59 – Flexible Work Arrangements ................................................. 54

Article 60 – Temporary and Casual Employees ........................................ 63

Article 61 – Self-Initiated In-Grade Salary Adjustment Pilot Program ........... 64

Article 62 – Term .................................................................................... 66

Rutgers, The State University of New Jersey ........................................... 67

Side Letter Agreement Between URA-AFT (Union) and Rutgers

University Regarding Community Assistant Trainee I and Community

Assistant Trainee II Positions

................................................................. 68

Side Letter Agreement Between URA-AFT (Union) and Rutgers

University (Rutgers) Regarding Union Initiation Fees and Assessments

... 69

Appendix A – University Indemnification Policy .......................................... A-1

Appendix B – Dining Services Meal Program “Opt-Out” Form ...................... A-2

Appendix C – Agreement Concerning Payroll Deductions to COPE .............. A-3

Appendix D – Indemnification Agreement ................................................. A-8

Appendix E – Salary Tables ................................................................ A-10

Appendix F - URA-AFT Job Titles .…………………….……………….….A-13

Appendix G – Application of the Subject to Language in the Preface

to Article 41 – Salary Improvements

....................................................... A-18

Appendix H – Performance Evaluation Form/Staff Compensation

Program Review Request Form

............................................................ A-20

Appendix I – Use of Sick Leave to Care for Seriously Ill Family

Members Form

.................................................................................. A-27

Notes

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Preamble

The purpose of this Agreement is to promote and ensure harmonious and

constructive relations between the parties with respect to terms and conditions of

employment.

Article 1 – Recognition

The University recognizes the Union of Rutgers Administrators-American

Federation of Teachers (URA-AFT), Local #1766, AFL-CIO, as the sole and

exclusive representative of all Rutgers University employees included below for

the purpose of collective negotiations for terms and conditions of employment.

Groups of employees may be added or deleted by mutual consent of the parties.

1. Included: All regularly employed administrative employees employed by

Rutgers, The State University of New Jersey at its New Brunswick,

Piscataway, Newark and Camden campuses and all off-campus and other

locations, all term contract employees who perform the unit work of URA-

AFT Local #1766, all temporary employees who perform the unit work of

URA-AFT Local #1766, and all casual employees who work an average of

at least four hours per week over a period of 90 calendar days (the 90

calendar day period defined by the Workplace Democracy Enhancement

Act) who perform the unit work of URA-AFT Local #1766.

2. Excluded: All managerial executive employees, supervisory employees

(as to administrative unit employees), professional employees, confidential

employees, casual employees who work an average of fewer than four

hours per week over a period of 90 calendar days (the 90 calendar day

period defined by the Workplace Democracy Enhancement Act) or who do

not perform the unit work of URA-AFT Local #1766, temporary employees

who do not perform the unit work of URA-AFT Local #1766, T-coded

employees, term contract employees who do not perform the unit work of

URA-AFT Local #1766, police employees, faculty, employees whose

inclusion presents a conflict of interest (e.g. Internal Auditors and Claims

Managers), employees currently represented in other collective

negotiations units, and all other non-administrative employees.

The term “Union” when used herein will refer to the Union of Rutgers Administrators-

American Federation of Teachers (URA-AFT), Local #1766, AFL-CIO.

Article 2 – Acting Appointment

Employees covered under this agreement shall be eligible for acting

appointments and related compensation as set forth in University Policy Library

Section 60.4.7-Acting Appointment-Administrative and Managerial, Professional,

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Supervisory and Confidential (MPSC) Staff.

The employee shall be provided with a written copy of the Acting Appointment

Form. If the Acting Appointment Form is not provided, the employee will not be

responsible for performing the higher-level duties.

Article 3 – Administrative Leave

Full time employees shall be granted three (3) days administrative leave at the

beginning of each fiscal year. Employees hired after the beginning of the fiscal

year shall be granted a one-half day (1/2) administrative leave after each full

calendar month of service in the first fiscal year of employment to a maximum of

three (3) days.

Employees appointed on a ten-month basis shall be granted administrative leave

on the same basis, except the maximum shall be two and one-half (2 1/2) days

per year.

If an employee is notified that their appointment is going to be converted from a

twelve-month to a ten-month appointment, the employee shall not have the

maximum reduced to two and one-half (2 1/2) days during the fiscal year in

which the employee receives the notification.

If an employee is notified that their appointment is going to be converted from a

ten-month to a twelve-month appointment, the employee shall receive an

additional one-half (1/2) day, for a maximum of three (3) days for the fiscal year

in which the employee receives the notification and also the following fiscal year

in cases where the notice is provided less than 45 days before the start of the

following fiscal year.

Administrative leave for part time employees shall be prorated in accordance

with the length of their work week.

Administrative leave shall be granted by Rutgers University upon request of the

employee and shall be scheduled in advance provided the request can be

granted without interference with the proper discharge of the work in the work

unit involved. Requests for such leave shall not be unreasonably denied.

Administrative leave may be used for personal business, including emergencies

and religious observances. Administrative leave may be taken in conjunction with

other types of paid leave. Where there are more requests at one time than can

be granted without interfering with the proper conduct of the work unit, priorities

in granting such requests shall be: (1) emergencies and (2) religious or cultural

holidays or other personal matters. If there is still a conflict, the matter shall be

resolved on the basis of seniority within the work unit. In the case of an

emergency, where advance notice and approval are not possible, requests for

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

administrative leave for emergencies shall not be unreasonably denied.

Administrative leave must be scheduled in minimum units of one (1) hour. Such

leave shall not be cumulative. Unused balances in any year shall be cancelled.

An employee who leaves employment shall not be required to reimburse Rutgers

for earned days already used.

Article 4 – Alternate Work Schedule to Take Educational Courses

An employee may request an alternate work schedule in order to take a for-credit

course at an accredited institution of higher education, or another professional

course carrying continuing education units per semester (Fall, Spring and

Summer/Winter Sessions) during the work day. For the purposes of this Article,

an alternate work schedule may include: a variable daily schedule that revolves

around a fixed set of core hours, which may vary by employee; a pre-defined

start time during which the employee will commence their work day; and for non-

exempt staff, a work day that remains for a specific number of hours, not

including a meal break, during which the employee must be at work, and a meal

break of at least thirty (30) consecutive minutes. Any such request and

agreement shall be in writing, and shall not be denied arbitrarily.

Article 5 – Auto Liability and Indemnification

An employee may use their personal vehicle on Rutgers business only where

advance approval is given by the employee’s supervisor.

When driving on Rutgers business, employees must carry a valid driver’s license,

vehicle registration, and proof of insurance. New Jersey residents must carry a

New Jersey Insurance Identification Card. Privately owned motorcycles shall not

be used on Rutgers business.

In the event of an accident involving injuries or damages to other persons or

property while operating a privately-owned vehicle on Rutgers business, the

employee must notify the Department of University Risk Management and

Insurance.

The university shall indemnify the employee for any act or omission arising out of

and in the course of the performance of the employee’s duties to the full extent

permitted by the New Jersey Tort Claims Act, and any amendments thereto, and

as prescribed by the University’s Indemnification Policy (University Policy Library

Section 50.3.3). See Appendix A. An employee request for indemnification shall

be made promptly in writing to the Office of Senior Vice President and General

Counsel. The financial loss for damage to a privately-owned vehicle used on

Rutgers business is not reimbursable by the university.

A supervisor may request that an employee use their personal vehicle for

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

University business. The employee may decline such a request.

The University must indicate in a job posting if use of a personal vehicle is

required.

Use of a personal vehicle for university business is eligible for reimbursement

pursuant to University Policy 40.4.1.

Article 6 – Bereavement Leave

An employee who is absent from work due to death in the immediate family

(mother, father, spouse, domestic partner, partner in a civil union, step mother,

step father, child, step child, ward, foster child, foster mother, foster father,

sister, brother, grandmother, great grandmother, grandfather, great grandfather,

grandchild, mother-in-law, father-in-law, son-in-law, daughter-in-law, any relative

of the employee residing in the employee’s household, child of a partner in a

civil union, child of a domestic partner, parent of a partner in a civil union, parent

of a domestic partner, step sister, or step brother) may charge up to three (3)

days for such absence to attend the funeral or for mourning. However, in the

event that the funeral of a member of the immediate family is held at some

distant location, and the employee will attend, an exception to the above may be

requested by the employee to provide for up to five (5) days of absence to be

charged to bereavement leave. All bereavement leave must be utilized within

120 calendar days of the date of death but requests for an extension to utilize

bereavement leave due to a public health emergency that delays funeral or

memorial observance, or for religious, cultural or travel reasons shall not be

unreasonably denied. A department may require verification.

If an employee requests to use available vacation time to extend the

bereavement leave, it will not be unreasonably denied.

Article 7 – Bulletin Board

The University shall post official Union notices in each of the locked bulletin

boards at the three University Human Resources (UHR) offices. The University

shall also allow URA-AFT representatives to post official URA-AFT matters on

existing bulletin boards or spaces customarily used for official notices to the

university staff.

The URA-AFT agrees that notices posted on such bulletin boards shall only

contain material related to official URA-AFT business.

The URA-AFT further agrees that notices posted on such bulletin boards shall

conform to any policies and procedures that may be adopted by the University

for use of such bulletin boards and that apply equally to all notices.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Article 8 – Call Back Pay

Any overtime eligible (non-exempt) employee who is directed to return to work at

their assigned work location (as defined in University Policy 60.3.22 dated

09/01/2022) after they have completed their regularly scheduled work day and

have left their assigned work location shall be guaranteed a minimum of three

(3) hours work or compensation in lieu thereof. Such employees shall be

required to work all hours, in addition to the three (3) hour minimum guarantee,

which are required by their supervisors.

Any overtime ineligible (exempt) employee, who is directed to return to work at

their assigned work location (as defined in University Policy 60.3.22 dated

09/01/2022) after they have completed their regularly scheduled work day and

have left their assigned work location shall be guaranteed a minimum of three

(3) hours of compensatory time.

Such employees shall be required to work all hours, in addition to the three (3)

hour minimum guarantee, which are required by their supervisors and shall be

compensated with compensatory time for all such time worked.

Article 9 – Changes to Hours of Work and Work Schedules

Prior to effectuating a permanent change of one (1) hour or more in the regular

start time of an employee’s work day, Rutgers shall give a minimum of fourteen

(14) days notice to the affected employee, or employees, unless circumstances,

such as an emergency situation, make such notice impracticable.

Prior to effectuating a permanent change in an employee’s regular work

schedule, Rutgers shall give a minimum of fourteen (14) days notice to the

affected employee, or employees, unless circumstances, such as an emergency

situation, make such notice impracticable.

A permanent change shall be defined as a change lasting more than thirty (30)

days however an articulated temporary change may be for a period in excess of

thirty (30) days.

Seniority within job titles shall be considered when permanent changes in the

regular start time or in the regular work schedule referenced above are made.

Article 10 – Compassionate Leave Program

Employees covered under this Agreement shall be permitted to participate in

Rutgers’ compassionate leave program, a donated leave bank for catastrophic

illnesses, pursuant to the terms and conditions set forth in the University Human

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Resources Compassionate Leave Program, as may be amended unilaterally

from time to time by the university.

The university shall provide the URA-AFT with an annual statement of donation

and usage transactions related to the donated leave bank. The statement will

include the following university-wide data: number of people donating accrued

time; number of days donated; number of people requesting leave; number of

requests granted. Determinations regarding the granting or denial of

compassionate leave shall be at the sole discretion of the Senior Vice President

for Human Resources and Organizational Effectiveness.

Article 11 – Conversions of Existing Positions from Twelve

Month to Ten Month and from Ten Month to Twelve Month

1. A work unit may solicit volunteers from its employees for conversion from a

12 month position to a 10 month position.

2. An employee whose appointment is converted from a 12 month basis to a 10

month basis, or from a 10 month basis to a 12 month basis, will be given at

least forty-five (45) calendar days notice before such conversion takes place.

The salary of such an affected employee will be pro-rated to

reflect this change. The URA-AFT shall be informed of all notices of

conversion.

3. Where one or more employee(s) in the same title performing the same

functional tasks in the same work unit are selected to have their position

converted from a 12 month position to a 10 month position, the conversion

shall be implemented in reverse order of seniority provided the senior

employee has the requisite qualifications and abilities to perform the work

available.

4. A work unit shall cease to employ Class 4 temporary employees in the work

unit before converting a 12 month position to a 10 month position where

Class 4 temporary employees perform the same functional tasks as

bargaining unit employees within the work unit, provided the bargaining unit

employees have the requisite qualifications and abilities to perform the work

available. This provision does not apply to Class 4 temporary employees

who have been appointed to replace bargaining unit employees who are on a

leave of absence.

5. A work unit which converts an employee’s position from 12 months to 10

months is precluded during July and August from hiring the affected

employee to a Class 4 position performing the same duties the affected

employee performs in their 10 month position.

6. A work unit which converts an employee’s position from 12 months to 10

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

months is precluded during July and August from transferring the affected

employee’s duties to a Class 4 employee; except in cases where there is no

other staff members in the unit with the specialized skill set required to

complete necessary departmental projects/programs. In such cases, a Class

4 temporary employee will not be employed on a full time basis to perform

such work.

7. If the position within the same title within the same work unit which had been

converted from a 12 month position to a 10 month position is restored, the

employee who previously held the position shall be offered the restored

position.

8. When a position has been converted from a 12 month position to a 10 month

position, the supervisor will meet with the affected employee and set forth the

job expectations for the converted position, consistent with the 10 month

work year. If the duties of the affected employee are transferred to another

collective negotiations unit Class1 employee who is in the work unit, the

supervisor will meet with that employee to discuss potential revisions, if any,

to their job expectations consistent with the existing job description.

9. When a position is converted from a 12 month position to a 10 month

position, the supervisor will provide the affected employee with a copy of this

agreement and the attached description of the impact of the conversion on

the affected employee’s benefits.

10. Notwithstanding the provisions of Article 45 – Ten Month and Part-Time

Employees of the Agreement between Rutgers and the URA-AFT (Local

1766) which define a 10 month appointment as a “standard academic year”

appointment, for the purposes of this Agreement, a 10 month appointment

constitutes the period September 1 to June 30 as set forth and accepted by

the State of New Jersey as a Ten month appointment. Should the State of

New Jersey change its definition of a 10 month appointment, notice will be

provided to the URA-AFT of such a change.

Article 12 – Division of Dining Services Employees

In order to compensate the Division of Dining Services for meals provided to

employees covered under this Agreement, Dining Services employees shall

have deduction made from their wages as follows:

For employees working in positions not at Dining Halls [one (1) meal per day]

$5.25 per day effective July 1, 2020

Dining Services Employees who are assigned to one of the following locations: Knight Wagon, Starbucks Truck, Dunkin’ Three Chilies

Taco Truck, Donuts (Livingston), Sbarro, Starbucks (Livingston), Henry’s Diner, Kilmer’s Market, Douglass Café, Dunkin’ Donuts

(Douglass), Red Pine Pizza, Cook Café, Woody’s Café, Rutgers Club, Accounting, Ethel Road Warehouse Facilities (Bake Shop,

Laundry, Commissary, and Facilities), Executive Director’s Office, RU-Express, Computer Services, Marketing, Harvest at IFNH, Harvest

Juice Bar, Atrium, Café West, Food Buyer’s Office and other cash operations to be opened.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

For employees working in positions at Dining Halls (including but not limited to Chef

Manager I, Chef Manager II, Food Production Manager, Dining Hall Supervisor,

Asst. Manager Catering, Concessions Supervisor) [two (2) meals per day]

$7.00 per day effective July 1, 2020

At the close of the fiscal year, employees shall be refunded the deductions for

meals made for Dining Services employees covered under this Agreement for

those full days on which an employee was absent from work on account of

sickness, vacation, or other excused absence under this Agreement.

Employees who work in the offices of the Executive Director, University

Sanitarian, RU Express/Meal Card, Dining Marketing, Business Manager, Dining

IT, Dining Facilities, Bakery, and Laundry, which are currently housed in non-

dining facilities where food is not served (e.g., Records Hall, Ethel Road

Warehouse) will be permitted to opt out of automatic deductions altogether once

annually during the last calendar week of April by completing the appropriate

form (see Appendix B). Such employees may opt back in once annually during

the last calendar week of April by using the appropriate form. If an employee is

transferred to a non-dining facility where food is not served, the employee may

opt out upon starting at the new facility. If an employee who has opted out is

transferred to a dining facility where food is served, the employee shall

automatically be opted in.

Article 13 – Employee Assistance Program

So long as Rutgers offers its employees an Employee Assistance Program for

counseling and referrals regarding personal and professional issues which affect

the performance of their duties as Rutgers employees, bargaining unit

employees shall be eligible to use the Employee Assistance Program at no cost

on the same basis and to the same extent as other Rutgers employees.

Employee use of the Employee Assistance Program shall be confidential except

as may be required by law.

Article 14 – Grievance Procedure

1. A grievance is defined as a claimed violation of any provision of this

Agreement or of any Rutgers policy relating to mandatorily negotiable wages,

hours or terms and conditions of employment which has been filed pursuant

to this Article. The procedure set forth herein is the sole and exclusive right

and remedy for any and all claims that could be brought under this grievance

Dining Services employees who are assigned to one of the following locations: Brower Commons, Busch Dining Hall, Catering,

Livingston Dining Commons, Neilson Dining Hall, and other dining halls to be opened

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

procedure.

All grievances must specifically cite which provision of this Agreement and/or

Rutgers policy is alleged to have been violated; must set forth who is alleged

to have committed the violation; and must set forth when and where the

alleged violation occurred.

2. A grievance shall be handled in the following manner:

Step 1

Prior to filing a written grievance, the aggrieved party may attempt to resolve

the matter at issue informally with their supervisor. Such efforts at informal

resolution shall not suspend the timeliness requirements for filing a grievance

as set forth below. Any agreements reached during an informal meeting shall

not be precedential but shall be binding for the current matter only.

Step 2

If the grievance is not resolved at Step 1, the grievance will be presented in

writing to the level of supervision above the one that took the action which

gave rise to the grievance within twenty-one (21) calendar days after the

action occurred or from the date the employee or the URA-AFT knew of or

should have known of the action. Within twenty-one (21) calendar days of

receipt of the written grievance, this next level of supervision, or their

designee, will arrange for and hold a meeting with the grievant. The grievant

may have URA-AFT representation at the meeting if they desire. This next

level of supervision, or their designee, will send their written answer within

fourteen (14) calendar days after the meeting to the employee, to the URA-

AFT representative present, if any, to the Office of University Labor Relations,

and to the URA-AFT.

Step 3

If the URA-AFT is not satisfied with the Step 2 answer, the URA-AFT may

request a Step 3 meeting by the Office of University Labor Relations by

forwarding the grievance to the Office of University Labor Relations within

fourteen (14) calendar days of receipt of the Step 2 answer. Within twenty-

one (21) calendar days, the Office of University Labor Relations will arrange

for and hold the meeting. The grievant may be accompanied at the meeting

by a URA-AFT representative. Within fourteen (14) calendar days after the

meeting, the Office of University Labor Relations will send a written answer to

the employee, to the URA-AFT representative present, if any, and to the

URA-AFT.

Step 4

If the URA-AFT is not satisfied with the Step 3 answer, the URA-AFT, within

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

twenty-one (21) calendar days of receipt of that answer, may submit the

grievance to arbitration in accordance with paragraph three (3) below.

3. If the URA-AFT submits a grievance to arbitration, the URA-AFT will submit to

the Office of University Labor Relations a copy of its submission. The

arbitrator will be chosen jointly from a panel to be provided by the Public

Employment Relations Commission (PERC) in accordance with the rules and

procedures of PERC.

The appointed arbitrator will submit, within thirty (30) calendar days of the

close of the hearing, a written decision.

No arbitrator functioning under the provisions of this grievance procedure

shall have the authority to amend, modify, or delete any provision of this

Agreement. The award of the arbitrator shall be binding upon the University

and the URA-AFT, and the grievant, to the extent permitted by and in

accordance with applicable law and this Agreement.

Costs and expenses incurred by each party will be paid by the party incurring

such costs except that the fees of the arbitrator and PERC will be divided

equally between the parties.

4. When an employee chooses to have a representative present at any of the

above Grievance Steps prior to arbitration, that representative must be

identified as a URA-AFT representative under Article 49.

5. The time limits above may be extended by mutual agreement of the parties to

the grievance in writing.

6. Any written decision or written answer to a grievance made at any step which

is not appealed to the succeeding step within the time limits provided, or such

additional period of time as may be mutually agreed upon in writing, shall be

considered final. If Rutgers should exceed the time limits in replying to any

grievance at any step in the grievance procedure, the grievance may be

advanced to the next step within the time limitations for advancing a

grievance as set forth above.

7. An employee will not lose pay for the time spent during their regular working

hours at the foregoing steps of the grievance procedure. In the event that it is

necessary to require the attendance of another employee as a witness during

regular working hours, such employee shall not lose pay for such time.

However, this allowance of time off without loss of pay does not apply to

preparation of the grievance, the grievant, or any witnesses.

8. Unless mutually agreed upon, no more than four (4) URA-AFT

representatives may attend any grievance hearing.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

9. Grievances alleging a violation of Article 26 (Non-Discrimination) shall be

concluded at step 3 as set forth above in Section two (2); which will be the

final and binding decision for the grievance.

10. The filing of a grievance under the provisions of this Article shall not prevent

the University from taking the action complained of, subject however to the

final decision on the grievance. Pending final disposition of the grievance, the

grievant shall fulfill their professional responsibilities as assigned.

11. Disciplinary actions that do not result in suspension without pay, demotion or

discharge shall not be advanced beyond step 3.

12. Rutgers and the URA-AFT agree to process a grievance over a discharge in

an expeditious manner.

13. When an employee’s record is free from any disciplinary action for a period of

one (1) year, any letters of reprimand or documents which express

dissatisfaction with the employee’s work performance or conduct in the

employee’s record shall be deemed to be removed. When an employee’s

record is free from any disciplinary action for a period of three (3) years, any

letters of suspension contained in the employee’s record shall be deemed to

be removed.

Article 15 – Health Benefits

The parties acknowledge that pursuant to N.J.S.A. 52:14-17.25 et seq.,

employees of the University are deemed to be employees of the State for

purposes of health benefits and that health benefits are provided to eligible

employees as set forth in applicable statutes and regulations. During the term of

this Agreement, unless modified subsequently by Agreement of the URA-AFT

and the University, employee contributions to the cost of health and prescription

benefits shall continue to be in accordance with the full implementation schedule

set forth in P.L. 2011, c.78 and which percentages were in effect on June 30,

2018. During the term of this Agreement, the University will continue the Vision

Care Program pursuant to Article 55.

The parties agree that immediately following the ratification of this Agreement by

the membership of the URA-AFT, the parties will reopen negotiations over health

insurance benefits. It is understood by the parties that any modifications,

proposed by the parties, to the design of health plans available to URA-AFT unit

members must be approved and adopted by the State Health Benefits Program

Plan Design Committee before they can become effective.

Article 16 – Holidays and Personal Holidays

The regularly-scheduled paid holidays observed by Rutgers are: New Year's

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Day, Martin Luther King Jr. Day, Memorial Day, Juneteenth National

Independence Day (to be observed annually on the third Friday of June),

Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving,

and Christmas Day. When any of the above holidays falls on a Sunday, the

following Monday shall be observed in lieu of the holiday. When any of the above

holidays falls on a Saturday, the preceding Friday shall be observed in lieu of the

holiday.

In addition, Rutgers shall schedule and observe as holidays either one (1) full

holiday or two (2) half holidays during the year-end holiday season, and three (3)

other holidays to be annually determined by Rutgers.

In addition, after six (6) months of employment, employees shall be granted two

(2) personal holidays. The rules for use of individually selected personal holidays

shall be governed by those applicable to administrative leave as provided in Article

3 of this Agreement.

An overtime non-exempt employee, whose regularly scheduled day off falls on a

University holiday, may request a particular day off in that workweek as an

alternate day off. If the request can be granted without interfering with the needs

of the department, it shall be granted. If the department determines that its needs

do not permit granting that day, the department may assign another day during

that workweek as the alternate day off. If the employee is not given an alternate

day off during that workweek the University holiday counts as compensable hours

toward overtime.

Employees eligible to receive premium compensation for overtime hours worked

and who are authorized to work on an observed University holiday shall, in

addition to their regular pay for the day, earn compensation at time and one-half

the employee’s regular rate for all hours worked as Holiday Premium pay.

When an overtime exempt employee is required to work on an observed holiday,

that employee shall be granted an alternate day off at the mutual convenience of

the supervisor and the employee, with the understanding that the employee’s

choice for the day off shall not be unreasonably denied. However, employees

who have been informed that, by virtue of their assigned job duties, they are

hired to work holidays shall not be eligible for such alternate days off.

Holidays shall be appropriately prorated for an employee who is on a “reduced

schedule” leave under the New Jersey Family Leave Act or the Federal Family

and Medical Leave Act.

Staff members who wish to observe religious or cultural holidays, or Election Day,

may do so by charging such absence to their yearly vacation or personal holiday

allowance, or to administrative leave in accordance with those leave provisions

and such requests shall not be unreasonably denied.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Members of the bargaining unit who are assigned to county offices which follow a

holiday schedule different from that set forth in the Agreement, shall follow the

holiday schedule established in their respective county of assignment except that

no such member shall receive less than fifteen (15) holidays (combined

scheduled and personal paid holidays). Employees who are assigned to counties

which schedule less than thirteen (13) paid holidays shall receive an additional

personal paid holiday(s) in order to ensure they receive fifteen (15) combined

paid holidays. The additional days must be scheduled within the same fiscal year

at the mutual convenience of the bargaining unit member and their supervisor. In

addition, employees who are assigned to county offices which schedule more

than thirteen (13) holidays shall be charged up to their two (2) personal holidays

for the difference.

Article 17 – Job Openings

All vacancies for positions within the URA-AFT, including newly created positions

within the URA-AFT, will be posted through the University’s applicant tracking

system and displayed on the University Human Resources website except in

cases of a reclassification of an encumbered URA-AFT position. URA-AFT job

postings shall include the classification title, be posted under the job category of

“URA-AFT Administrative,” and may include unique recruitment identifiers. These

recruitment identifiers will be displayed in parenthesis next to the classification

title in the job posting.

For the first five (5) business days from the date of posting, hiring departments will

only be able to review URA-AFT internal candidates for vacant and newly created

positions which are included in this collective negotiations unit. No external

candidates will be interviewed for said vacancies or newly created positions until

URA-AFT internal candidates, who have applied during the five (5) business day

period, and meet the requisite qualifications, have been considered by the hiring

department.

The hiring department shall be required to interview at least two (2) URA-AFT

internal candidates who have applied during the five (5) business day period and

meet the requisite qualifications as determined by University Human Resources.

If there are more than two (2) URA-AFT internal candidates who meet the

requisite qualifications, the candidates to be interviewed shall be determined by

seniority. If there are less than two (2) URA-AFT candidates who meet the

requisite qualification, the candidate who has met the requisite qualifications shall

be interviewed.

Candidate selection for all positions will be at the sole and exclusive discretion of

the hiring department and shall be based upon the specified criteria for the

position. When multiple URA-AFT internal finalist applicants are equally qualified,

and the hiring department is selecting one of said internal finalist applicants for

the vacant or newly created position referenced above, the most senior internal

finalist applicant shall be awarded the position.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

When a URA-AFT applicant is not the successful candidate for a position, the

applicant shall receive timely notice of same through the applicant tracking

system.

Article 18 – Jury Duty

Rutgers shall grant time off with regular pay to those employees who are required

to perform jury duty. Employees are required to submit to their supervisor the

notification of jury duty as soon as possible.

Article 19 – Just Cause/Discipline

No employee shall be discharged, suspended, disciplined or receive a deficiency

downgrade except for just cause.

The parties to this Agreement affirm the concept of progressive discipline. If prior

discipline is considered in subsequent disciplinary actions, such prior discipline

must be referenced in the new notice of discipline with the corresponding date(s).

Failure to provide the corresponding date(s) in a new notice of discipline shall not

serve as a basis to rescind or reduce the discipline imposed or to nullify the

notice of discipline. Prior discipline that has been deemed to be removed from an

employee’s record may not be used in determining the level of discipline issued in

subsequent disciplinary actions.

The sole and exclusive remedy for employees receiving written disciplinary action

shall be to file a grievance in accordance with the Grievance Procedure set forth

in this Agreement.

A verbal warning shall be specifically stated as a warning at the time it is issued.

Written reprimands, letters of suspension, letters of demotion, letters of

termination and letters of deficiency downgrade given to an employee shall

contain the reasons for such action. All such notices shall be either delivered in

person, sent registered mail, or emailed to the employee. A copy of any such

notice shall also be sent to the URA-AFT email address provided by the URA-

AFT.

Absent exigent circumstances, Rutgers shall provide advance written notice to

both an employee and the union of a scheduled pre-termination conference by no

later than noon of the preceding business day. All such notices shall be either

delivered in person, sent by registered mail, or emailed to the employee and the

union. Absent exigent circumstances, the union shall not request a

postponement of a properly noticed pre-termination conference. The sole and

exclusive remedy for failure to provide such notice to the union is to reschedule

the pre-termination conference for a time within the next business day that the

subject employee is scheduled to work.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

An employee shall, upon request, be entitled to have a union representative

present at any investigatory meeting or questioning which the employee

reasonably believes could result in disciplinary action. During any such

investigatory meeting, a union representative may assist the employee.

Article 20 – Labor Management Conferences

A Labor Management Conference is a meeting between the URA-AFT, the Office

of University Labor Relations and such other representative(s) as the University

deems appropriate, to consider matters of general interest and concern other

than grievances. Such a meeting may be called by either party, shall take

place at a mutually convenient time and place and may be attended by no

more than five (5) URA-AFT Representatives employed by Rutgers who shall not

lose pay for time spent during their regular working hours at such a meeting.

National Representatives and/or Union Representatives may attend such

meetings. Agreements reached at Labor Management Conferences may be

reduced to writing.

Article 21 – Layoff Notice

INTENTIONALLY DELETED

(See Article 42 - Seniority and Layoff)

Article 22 – Leave of Absence for Personal Reasons

If an employee is confronted with a situation of unusual circumstances, a request

for a leave of absence without salary for personal reasons will be considered by

the university. The maximum number of days available for such a leave is thirty

(30) days in a fiscal year. A request for such a leave must be submitted in writing

to the administrative supervisor or department head concerned. Such leave

request shall not be unreasonably denied.

Article 23 – Meal Allowance

Effective July 1, 2023, employees, other than those working in the Division of

Dining Services, who are required to work for more than twelve (12) consecutive

hours are entitled to one meal allowance of $10.00.

Effective July 1, 2025, employees, other than those working in the Division of

Dining Services, who are required to work for more than twelve (12) consecutive

hours are entitled to one meal allowance of $11.00.

The above does not apply in those situations when the employee is provided with

a meal or a meal voucher.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Article 24 – Military Leave

The following provisions regarding military service will apply to all full-time

employees covered by this Agreement:

A. Training

1. Any full time regularly appointed employee who is a member of a military

reserve component of the Armed Forces of the United States (including the

National Guard) shall be entitled to a leave of absence with pay for the usual

prescribed training period not to exceed fifteen (15) days per year. Such

leaves shall not be charged against vacation time. The employee must give

the supervisor two (2) weeks advance notice of such leave and must present

to the supervisor a copy of the official government orders authorizing the

military training.

B. Military Leave for Active Duty

1. Any full time employee, employed by Rutgers for one year or more, who is a

member of the military (including the National Guard) shall be entitled to leave

of absence with pay on all days during which he or she shall be engaged in

any period of State or Federal active duty, not exceeding ninety (90) work

days in the aggregate in any calendar year. Any leave of absence for such

duty in excess of ninety (90) work days shall be without pay but without loss

of time as set forth in paragraph B.4. below. Any leave of absence for such

duty for a full time employee of Rutgers of less than one year shall be without

pay but without loss of time as set forth in paragraph B.4. below.

2. In the case where a service-connected disability prevents the employee from

returning to work within the time prescribed by law for applying for

reemployment, the employee may request that the leave be extended. Upon

submitting to Rutgers substantiating medical evidence a six (6) month leave

extension may be granted in accordance with the standards governing such

extensions set forth in the Uniform Services Employment and Reemployment

Rights Act. The total of such extension shall not exceed twenty-four (24)

months from the date of separation from the military except where required by

law.

3. Upon reemployment, the returning veteran employee’s salary shall be

adjusted to reflect any normal increments or general adjustments the

employee would have received had the employee continued to work for

Rutgers.

4. Sick and vacation leave days will not accrue during the military service but the

time will count as University Service in applying sick or vacation leave accrual

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

rates upon return to University service. Military leave service shall be included

in the calculation of seniority pursuant to Article 42 of this Agreement.

Article 25 – NE/NL Designation

Requests for reconsideration of NE/NL designations shall be brought by the

Union to a quarterly Labor Management committee for discussion and shall be

reviewed by UHR.

Article 26 – Non-Discrimination

The University and the Union agree that in the application of the provisions of this

Agreement there shall be no discrimination by the University or the Union against

any member of the bargaining unit because of race, creed, color, national origin,

ancestry, age, marital status, civil union status, domestic partnership status,

affectional or sexual orientation, genetic information, pregnancy or breastfeeding,

sex, gender identity or expression, disability or atypical hereditary cellular or blood

trait of any individual, liability for service in the Armed Forces of the United States,

the nationality of any individual, the refusal to submit to a genetic test or make

available the results of a genetic test, or any legally protected status. The

protected categories listed above shall have the meaning as defined by the New

Jersey Law Against Discrimination on the effective date of this Agreement. In

addition, the University and Union agree that there shall be no discrimination by

the University or Union on the basis of familial status, perceived disability, AIDS

and HIV status, veteran status or membership or non-membership in or activity on

behalf of or in opposition to the Union, or for any other reason prohibited by law.

Article 27 – Non-Hostile Work Environment

The university and the union agree that the working environment shall be

characterized by mutual respect for the common dignity to which all individuals

are entitled. It is therefore agreed that oral, physical or written harassment of an

employee or a supervisor is inappropriate and unacceptable.

Any claims of a violation of this provision by employees covered by this

agreement shall be the subject of a Labor Management Conference. A full and

fair investigation into any alleged violations of this provision shall be the sole and

exclusive duty of the university.

The Labor Management Conference shall be presided over by the Office of

University Labor Relations and attended by the employee who made the claim(s),

a representative or representatives of the union, a representative or

representatives of the department associated with the alleged violation. Any

mutual agreements reached at a Labor Management Conference at which

representatives of the Office of University Labor Relations are present will be

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

reduced to writing within fourteen (14) days. Such agreement shall be

enforceable and binding on the parties to the agreement.

Should a particular supervisor or employee be the subject of more than one

allegation under this Article and should the parties at a Labor Management

Conference (see Article 20) agree that responsive action by the University is

warranted to address a claimed violation of this Article in more than one such

instance, then repeated or continuing behavior by the same supervisor or employee

may be grieved pursuant to Article 14.

The parties also acknowledge that the University Policy Prohibiting Harassment

(University Policy Library Section 60.1.12) prohibits harassment based on certain

enumerated protected categories. Employees may use the University

Harassment Complaint Process to report and remedy complaints covered by the

Policy Prohibiting Harassment.

Article 28 – Overtime/Compensatory Time Benefits

Thirty Five (35) Hour, Thirty Seven and One Half Hour (37.5), Forty (40) Hour

Workweek Employees:

Employees who are not exempt from overtime, and whose workweek is defined

as “thirty five (35)” or “thirty seven and one-half (37.5)” hours, shall receive

overtime compensation for all hours worked in excess of thirty seven and one-

half (37.5) during the workweek, which is, for most departments, 12:01 a.m.

Saturday to 12:00 midnight Friday. Such overtime compensation may be either

in cash at the rate of time and one-half the regular hourly rate, or in time off at the

rate of one and one-half hours (1.5) off from work for each hour worked in excess

of thirty seven and one-half (37.5), at the discretion of the employee’s

department.

Employees who are not exempt from overtime, and whose workweek is defined

as “forty (40) hours”, receive overtime compensation for all hours worked in

excess of forty (40) during the workweek, which is, for most departments, 12:01

a.m. Saturday to 12:00 midnight Friday. Such overtime compensation may be

either in cash at the rate of time and one-half the regular hourly rate, or in time off

at the rate of one and one-half hours (1.5) off from work for each hour worked in

excess of forty (40), at the discretion of the employee’s department.

Exempt Employees (“NL” and “N4”)

Exempt employees may have work schedules which are neither tied to a fixed

number of hours per day or per week, nor tied to a fixed number of days per

week and which may vary according to the nature and scope of the employee’s

work. It is understood that in the course of a fiscal year the number of hours

worked by an employee and the days on which such work must be performed

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

may also vary to meet seasonal needs or specific demands of the position.

The parties to this Agreement recognize that exempt employees are

professionals whose duties vary in content and schedule and sometimes require

working more than the employee’s standard workweek designation. At the same

time, the parties to this agreement acknowledge that there may be occasions

where an employee believes that they are working an excessive workload. In

such cases, the following process shall occur:

a. The employee shall request a meeting with their supervisor, which shall be

scheduled within five (5) work days of the request, to discuss the nature of the

employee’s work and the time required for the employee’s duties. The

employee shall present to the supervisor their rationale as to why the

workload is considered excessive, along with any documentation the

employee may wish to present, such as time records.

b. In cases where the supervisor concurs that the employee is working an

excessive workload, the supervisor will address such a situation through

one or more of the following actions:

i. Eliminating, reducing or modifying the duties the employee is

performing;

ii. Providing logistical assistance or adding additional personnel on

either a temporary or permanent basis;

iii. Providing compensatory time off to the employee which is to be

scheduled on a mutually acceptable basis;

c. The supervisor will provide their determination in writing, with a copy to the

union, to the employee within five (5) work days of the meeting referenced in

subsection “a.” above.

d. If the employee is dissatisfied with the determination of their supervisor, the

employee may elect to meet with the next higher level of supervision or their

designee to discuss the situation and to seek further relief. The meeting

between the employee and the next higher level of supervision or their

designee shall occur within ten (10) workdays. Should the matter not be

resolved at this level, at the request of the union there shall be a meeting

between two (2) URA-AFT representatives and two (2) UHR representatives

in an attempt to come to a mutually acceptable resolution. The employee

may attend at the discretion of the union. Other administration

representatives may attend at the discretion of UHR. Any agreements

reached at this meeting shall be reduced to writing. The URA-AFT reserves

the right to grieve only where UHR refuses to meet and discuss the

employee’s complaint and/or where the parties disagree as to whether there

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

is excessive workload or how to address it. The decision of the Office of

University Labor Relations as to whether there is an excessive workload or

about how to address it shall not be subject to binding arbitration.

Article 29 – Parking

A. 1. The annual motor vehicle registration fee for employees wishing to register

their vehicles for the use of surface campus parking facilities shall be

1/10

of 1% of the employee's annual salary for employees earning less

than $25,000. Thereafter, for salaries from $25,000 to $29,999 the rate

shall be 11/100

of one percent (.0011). For salaries from $30,000 to

$34,999, the rate shall be 12/100

of one percent (.0012). For salaries

from $35,000 to $39,999 the rate shall be 14/100

of one percent (.0014).

For salaries from $40,000 to $44,999 the rate shall be 16/100

of one

percent (.0016). For salaries from $45,000 to $49,999 the rate shall be

18/100

of one percent (.0018). Thereafter, the rate shall increase 2/100

of one percent (.0002) for each additional $10,000 of salary or portion

thereof, the new rate to be applied to the entire salary.

2. The fee shall be based on the employee's annual salary in the last pay

period of the previous Fiscal Year. For employees who commence

payment of the motor vehicle registration fee after the start of the Fiscal

Year, the fee shall be determined by the annual salary at the time of sale.

B. Payroll deductions

1. To the extent permitted by law, employees who pay the annual motor

vehicle registration fee for the use of surface campus parking facilities by

way of payroll deduction shall be given the option of paying said fee by

way of a pretax payroll deduction from their bi-weekly pay in 26 equal

payments. Employees hired during the Fiscal Year and employees who

motor vehicle registration fee (as determined above pursuant to

paragraph A. 2) and are responsible only for the bi-weekly pay periods

remaining in the Fiscal Year. Registration of vehicles and corresponding

bi-weekly payments shall automatically renew, and the University shall

provide at least ten business days notice to employees of automatic

renewal through a general email announcement to university employees.

2. Employees may cancel registration for parking during a Fiscal Year by

notifying the Rutgers Department of Transportation Services by opening a

case via its customer service portal. Other forms of notification such as

email, telephone call, text message or in-person will not be accepted.

Said notification will become effective as soon as operationally feasible

after the request has been made. Employees who cancel registration for

parking during a Fiscal Year shall not be responsible for the bi-weekly

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

parking fee payroll deductions remaining in the Fiscal Year.

3. Separation from Rutgers will automatically terminate bi-weekly deductions

after the point the notification of termination becomes effective, and the

employee is no longer receiving regular pay from the university.

4. Employees who do not pay the annual motor vehicle registration fee may

purchase up to ten (10) daily permits each Fiscal Year at the rate(s)

established by the Rutgers Department of Transportation.

5. Sponsoring departments who have established event parking may register

employees who are attending or working the event for the event parking.

6. Section B shall be effective July 1, 2023.

Article 30 – Personnel Files

Only employees deemed as authorized by the University shall have access to

employee personnel files. All employees shall have reasonable access to their

central personnel files to review their employee records. The request for review

of such records shall be made in writing in advance to UHR and such review

shall be during regular office hours. An employee may respond in writing to any

document in the file. Such response shall become a part of the file.

In addition, upon a specific written request by an employee, the URA-AFT,

through a designated steward or URA-AFT officer, shall have the right to review

that employee’s file. Such request for review shall state the reason for the

request and shall be scheduled in advance with UHR and shall take place during

regular business hours. Grievances shall not be a part of the employee’s

personnel file. When any such documents are found in the central personnel file,

they shall be removed.

When a new position is posted, the job description provided in the job posting

will be made a permanent part of the personnel file of whoever is hired for the

position. The employee’s central personnel file will be maintained by UHR. This

information will be made available to the employee within seven days of a

written request.

Employees may request a copy of their position description from the format in

which it exists from their supervisor. If requested by an employee, the position

description will be placed in the employee’s central personnel file.

Article 31 – Political Check-off

To the extent permitted by law and as described more particularly in Appendix C

and Appendix D to this Agreement, as soon as practical after the effective date of

this Agreement, the University shall upon presentation of a proper and duly

signed authorization form, deduct from the salary of each employee in the

collective negotiations unit the sum authorized by the employee, not to exceed

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

the limits prescribed by law, for the purpose of contributing to the AFT Committee

on Political Education (COPE). This provision applies to present and future

members and non-member employees in the collective negotiations unit.

The fee deductions referred to above shall be forwarded to URA-AFT in

accordance with the provisions of applicable law and as described more particularly

in Appendix C and Appendix D to this Agreement.

Article 32 – Printing of Agreement

Rutgers shall post the collective negotiations Agreement between Rutgers and

the Union of Rutgers Administrators – American Federation of Teachers Local

1766 on the University Human Resources website.

Article 33 – Probationary Employees

All negotiations unit employees shall be considered as probationary employees for

the first ninety (90) calendar days of their employment. This probationary period

may be extended for no more than an additional ninety (90) calendar days

without concurrence of the URA-AFT. Active Class 1 employees who have

completed a probationary period prior to entering the negotiations unit shall not

be required to serve an additional probationary period.

Notifications of probationary period extension shall be provided to the employee

in writing with a summary of the reason(s) for the extension, and the union shall

be provided with a copy. Upon receipt of the notice of probationary period

extension, an employee may request a meeting with the supervisor and/or their

designee to discuss the extension period and such meeting shall be held within

ten (10) business days.

Probationary employees may be disciplined or terminated at any time for any

reason whatsoever at the sole discretion of Rutgers and they shall not be entitled

to utilize the provisions of the Grievance Procedure.

Article 34 – Professional Development

I. Requests for attendance at professional conferences, workshops, seminars

or conventions shall be submitted in writing to the employee’s supervisor at

least thirty (30) days prior to the event. The request must describe in detail

how the professional development is of specific benefit to the employee’s

position/department, the time required to be away from work, and any costs,

including travel expenses, involved.

The supervisor will advise the employee of their decision approving or denying

attendance at professional conferences, workshops, seminars or conventions in

writing within ten (10) business days of the submission of the request.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Approval of such requests shall be subject to available funds and shall not be

unreasonably denied.

If attendance at professional conferences, workshops, seminars, or

conventions has been approved and the professional conference, workshop,

seminar, or convention is being held at a time that is not during an

employee’s regular work schedule, the employee may request an alternate

work schedule in order to attend. Any such request shall not be

unreasonably denied.

If an employee whose regular work schedule is an afternoon or night shift is

approved to attend the requested professional development during non-work

hours, the employee will be released from their scheduled work shift on the

date(s) of the event for an amount of time equal to the non-work hours spent

at the event, not to exceed the number of hours in the employee’s regularly

scheduled workday.

An employee will be notified in advance of the costs involved with attendance

at professional conferences, workshops, seminars, or conventions that may

be eligible for reimbursement. All such reimbursement must be in accordance

with University policies and school, division, department, and other applicable

guidelines and shall be subject to the availability of departmental or other

funds allocated for professional development for which the employee is

eligible.

Employees may apply to attend university-sponsored professional

conferences, workshops, seminars, or conventions that benefit the

employee’s position/department. If the sponsor of the university-sponsored

professional conference, workshop, seminar, or convention is not the

employee’s department, the employee will be permitted to apply for

reimbursement opportunities made available by the sponsoring department.

The sponsoring department shall have sole and exclusive discretion over all

aspects of the application and selection process.

Employees who are not required to attend the Rutgers Defensive Driving

course by their department but who want to take the course may request to

do so at a time and date that is mutually convenient to the employee and the

supervisor. Such a request shall not be unreasonably denied. All costs

associated with taking the course for those employees who are not required

to attend shall be borne by the employee.

II. With the exception of a valid driver’s license, the University agrees to

reimburse negotiations unit employees, upon prior written approval by a

supervisor authorized to grant such approval, for costs associated with

obtaining and maintaining any certification(s) and/or license(s) required by the

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

University or the State of New Jersey for the position in which they are

currently employed by the University and which the University has determined

is necessary for the performance of the essential functions of the employee’s

position. This Section II shall not apply to expenses covered by University

Policy 40.4.1, which shall continue to govern the reimbursement of expenses

as set forth in that Policy.

III. No grievance under this article shall be eligible for arbitration.

Article 35 – Reclassification

Position Classification /Reclassification Definition

The process determines the appropriate classification and grade for new, vacant,

and encumbered staff positions through a review of the position’s duties and

responsibilities. A review will be conducted whenever a new position is created or

when the functions of an existing position (either vacant or encumbered) change

significantly and either the position holder and/or the department requests a re-

evaluation of the position grade. Classification reviews focus solely on the

contents of the position, not the performance, length of service, or personal

qualifications of the employee. Major classification factors considered are:

•

Knowledge

− Education & skills required

− Determination of technical depth, breadth, and relation skills

•

Problem solving

− Environment – whether routine, standard, or broadly defined

•

Accountability

− Autonomy, freedom to act, impact on organization, authority

When the department initiates a reclassification, the employee shall receive a

copy of the job description when finalized.

Process for Self-Initiated Reviews

1. An employee may self-initiate a request for reclassification of their position,

not more than once in a twelve (12) month period, by preparing the

appropriate forms and submitting them to UHR. A supervisory signature is

required prior to UHR review to confirm that the duties, responsibilities and

requirements are accurately stated. The supervisor will provide a signature

acknowledgment, electronic or otherwise, and whether or not the duties,

responsibilities and requirements are accurately stated no later than thirty (30)

days from when the employee presents the supervisor with the forms for

review. All employee requests shall receive an email acknowledgement of

receipt within five (5) working days upon receipt to UHR.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

2. The review shall be completed within eight (8) weeks of receipt by UHR. If a

self-initiated request for reclassification is denied, a written explanation will be

provided to the employee and the Union. The written explanation shall include

a list of all documents used in the review.

3. The employee may appeal if dissatisfied with the result of the UHR review by

submitting a written request to UHR stating the basis for the appeal and

including appropriate documentation. Appeal requests are to be submitted

within six (6) weeks of notification of the original classification. UHR will

conduct a telephone interview with the employee as part of the appeal

process.

4. UHR will complete the appeal review within 8 weeks of receipt of the appeal

request with an extension of thirty (30) calendar days if necessary.

5. The compensation for reclassifications to another grade will be effective

retroactively to the payroll week start date following receipt of the completed

request-for-reclassification materials by UHR.

6. The UHR website shall include guidance on how to prepare a self-initiated

reclassification request.

7. UHR will provide an email address on the UHR website where self- initiated

reclassification requests may be submitted as set forth in paragraph 1 of this

article. Receipt of the self-initiated reclassification request in the designated

email box will constitute notification to UHR and initiates the time frame set

forth in paragraph 2 of this article.

8. UHR shall provide a written explanation to an employee if it is determined

during the appeal review that an employee’s salary grade has been

retained. The written explanation shall include a list of all documents used in

the review.

9. When a final determination leads to a new CARF, the employee and the

union shall be provided with the new CARF. In addition, if a final

determination leads to a change in title or salary, the employee and union will

receive the title, corresponding salary, and effective date of the changes.

10. If the union files a grievance to enforce this article, and it proceeds to

arbitration, an arbitrator’s remedial authority is limited to remanding for a new

review in compliance with the above definitions and processes.

Article 36 – Removal of URA Employee/Titles from the

Bargaining Unit

1. The University shall provide notice to the URA-AFT when an employee and

position are removed from the bargaining unit.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

2. Requests by the URA-AFT for documentation in support of the removal of an

employee and position from the bargaining unit shall not be unreasonably

denied.

3. If the URA-AFT disagrees with the decision of Rutgers to remove an employee

and position from the bargaining unit, the URA-AFT shall retain all rights under

law to challenge the decision of Rutgers, including direct filings for arbitration,

and Rutgers shall retain all rights, remedies and defenses against any claim

filed by the URA-AFT.

Article 37 – Retirement and Life Insurance Benefits

Eligible employees shall participate in the Public Employees’ Retirement System

or the Alternate Benefits Program consistent with the rules and regulations

governing these programs, and any changes in the rules and regulations made

by the State of New Jersey.

Article 38 – Health and Safety

Rutgers and the URA-AFT agree to establish jointly a committee chaired by a

designee of Rutgers Environmental Health and Safety (REHS) to discuss

mutual problems concerning employee safety and environmental health. Upon

request in writing to meet by either party, the committee meeting must

convene within twenty (20) business days unless mutually extended.

Immediate safety problems should be reported to an appropriate supervisor or to

REHS. The URA-AFT may appoint four (4) employees who shall not lose pay

for the time spent at committee meetings. The URA-AFT may invite

representatives from other unionized bargaining units to attend meetings to

discuss mutual issues of concern.

On June 14, 2023, a coalition of Rutgers Unions which includes URA-AFT and

the University agreed to the following:

1. A General Statement

Rutgers and the Unions agree to the importance of a safe and healthy

work environment and to strategically work together to improve health and

safety. The University shall act in compliance with NJSA 34:6A-33 and

shall furnish to each of their employees with employment and a place of

employment which are free from recognized hazards that are causing or

are likely to cause death, serious injury or physical harm to their

employees.

2. Response to Health and Safety Issues

a. Employees shall report health and safety complaints to a chair,

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

program director or dean and to the Rutgers Environmental

Health and Safety (REHS). It shall be the responsibility of the

department, program, or school leadership in conjunction with

REHS to immediately take steps to investigate any employee

complaint.

b. The University shall use best efforts to make an initial

determination of whether the conditions forming the basis for

the complaint pose a danger to the health and safety of unit

members within 48 hours from the filing of the complaint. If

conditions pose an imminent danger to the health and safety of

employees, the University shall take immediate steps to

provide employees with a healthy and safe work environment.

Those steps may include relocations to another university

building or facility, remote work, early dismissal, or any other

practical remedy. The University’s initial determination shall be

provided to the affected department(s), the employee(s) filing

the complaint, and the Union(s) representing the employee(s),

and shall include a description of the steps to be taken to

remediate the unsafe or unhealthy condition.

c. If the Union or the employee disagrees with the determination

of REHS, a grievance may be filed directly with OULR. CRU

union collective negotiations agreements will provide for the

expedited arbitration of health and safety grievances. For an

imminent danger, an employee may request to be relocated

while awaiting a finding by REHS, another unit of the

University, PEOSH or an arbitrator appointed in accordance

with the applicable collective negotiations agreement. The

University will, if feasible, accommodate such a request and

relocate the employee to a different university building or

permit the employee to work remotely, if the employee’s duties

can be performed remotely.

3. Right to Information, including Access by Union Retained Health and

Safety Expert

a. Health and safety information requested by the Union shall be

provided as soon as possible, but in no event later than seven

business days from receipt of the request by the appropriate

University office provided the requested information is

available.

b. At its own expense, the Union shall have the right to retain an

expert. The Union may request that their expert enter the

premises of the University to conduct an inspection of a

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

condition alleged to be unsafe or unhealthy. Such a request

shall not be unreasonably denied. The expert must be

appropriately credentialed and/or licensed to conduct an

inspection of a condition alleged to be unsafe or unhealthy.

The Union shall give REHS and RUPD as much advance

notice as possible, but in no event less than 24 hours’ notice,

that an expert will be conducting a health and safety

inspection on University premises.

The inspection by the expert and any testing conducted by the

expert shall not interfere with the operation of the University.

The expert must act in conformity with all applicable University

rules, regulations, and policies regarding access to facilities. If

sampling is to be conducted, the expert must submit a

sampling plan and conduct sampling in accordance with

recognized industrial hygiene practices and established

methods. Access to mechanical equipment and spaces will be

authorized, coordinated, and provided by the appropriate

University department(s) in coordination with the Union’s

expert. No destructive testing is permitted without prior

approval.

The expert and their company must provide their credentials

and a certificate of insurance in compliance with the standards

of same as set for by Procurement Services and the Office of

Risk Management to the Office of Rutgers Environmental

Health and Safety before entering any university premises.

Any laboratories or third-party entities contracted by the expert

must also provide the appropriate licenses, certifications,

accreditations, and certificate of insurance as required of the

expert.

c. In cases of complaints filed with University Facilities regarding

temperatures are below or above the indoor work environment

range recommended by PEOSHA – 68 degrees to 79 degrees

- the University shall initiate corrective action. If the University

is unable to provide a workplace within the temperature range

recommended by PEOSHA, at the discretion of the

employees’ department head or designee, employees may be

permitted to work from an alternate University location or work

remotely. However, if a determination is made that the

workplace temperature is unsafe or unhealthy, the University

will immediately initiate remedial action, including relocating

employees or permitting remote work.

4. A Joint Health and Safety Committee

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

a. A Joint Health and Safety Committee consisting of one

representative from each union shall meet at least quarterly

with the Chief Operating Officer of the University or their

designee and other University representatives authorized to

address the agenda topics. So that the meeting shall be

productive and appropriate personnel can be present, an

agenda of topics to be discussed shall be submitted to the

office of the Chief Operating Officer of the University at least

five (5) business days in advance of the meeting date. The

agenda shall minimally include discussion and status updates

involving previously-made complaints that are unresolved.

b. Meetings may be called by the CRU outside of the regular

quarterly meeting, with the consent of the University, to

address specific agenda topics provided in advance.

5. Violence Prevention, including safe and secure parking facilities

a. The University shall establish committees as required by the

Violence Prevention in Healthcare Facilities Act for its

facility(s) which are expressly covered under the Act and its

implementing regulations (N.J.S.A. 26:2H-5.17 et seq.;

N.J.A.C. 8:43E-11.4).

b. The University, upon request, shall conduct safety walks to

identify lighting deficiencies within parking facilities. Escorts

may be requested, subject to availability of staff to accompany

bargaining unit members to and from parking facilities when

necessary to ensure their safety.

6. No Retaliation for Reporting Health and Safety Violations

Employees who report health and safety concerns, will not be subject to

retaliation, harassment, intimidation or discrimination.

Article 39 – Salary Adjustments

I. Starting Salary for New Hires

A. External Hires

Salary Ranges – The normal starting salary for a successful external

candidate for a vacancy in a salary range may be established by the hiring

department at a salary rate up to 15 percent above the established range

minimum salary. Hires beyond the 15 percent hiring range, but not in

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

excess of the established range maximum, require VP/Provost approval

and authorization.

Salary Grade Structures – For a vacancy in the grade structure, the

normal starting salary may be established up to ten (10) percent beyond

the midpoint of the grade. Exceptions will require the approval of the

appropriate Vice President/Provost and UHR.

Hiring at rates in excess of the range or grade maximum is not

permissible.

B. Internal Hires

The compensation level for a successful internal candidate (current

Rutgers employee) for a job posting will be determined as detailed in the

following section on Promotion or the section on lateral move as

appropriate.

II. Promotion

Promotion is the formal advancement of an individual from one position to a more

responsible vacant position in a higher salary range or grade. Promotion results

either when an employee is the successful applicant for such a position or when

a department decides to promote an employee internally to such a position. All

vacant positions that are to be filled must be reviewed by UHR. Affirmative

Action procedures must be followed during the recruitment process.

A. Salary

The salary increase resulting from a promotion is determined as follows.

(Use the same formula for employees who are promoted into a URA-AFT

covered position from another unit.)

1. The new salary cannot be less than the minimum or more than the

maximum of the new range or grade.

2. Hiring authorities must consider the relative internal worth of the

position, qualifications of the candidate, internal equity, and external

competitiveness (i.e. midpoint for a comparable position within relevant

labor market and peer institutions) when setting the promotional salary

increase.

3. A minimum of five (5) percent up to a maximum of fifteen (15) percent

increase to the employee’s salary at the discretion of the hiring

authority. An additional factor to take into consideration is whether the

promotion results in an increase in the standard number of hours

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

worked per week.

4. A Vice President, Vice Chancellor, or Provost may request that an

exception be made to provide an increase in excess of the above

parameters. Exception requests should be forwarded to the Senior

Vice President for Human Resources and Organizational

Effectiveness or their designee.

B. Effective Date of Promotion

The effective date is the date on which, after all necessary approvals are

received, the employee begins work in the new title.

III. Lateral Move

If an employee moves laterally (i.e., to a new position that is evaluated in the

same range or grade as the position the employee is leaving), the employee will

be placed in the new title but will remain at the same salary, unless the

department determines that an in-range/grade adjustment is appropriate and

approved in accordance with Section V.

IV. Job Reclassification

Job reclassification is the formal change in a position’s range or grade due to a

substantive change in job content. Reclassification may be downward or upward

with a corresponding change in compensation and possibly a change in job title.

(See Article 35 regarding reclassification)

A. When a position has been reclassified to a higher range or grade, the

effective date of the upward reclassification will be the payroll begin date

following receipt of the completed request for reclassification materials by

UHR. The compensation level for the individual is determined by following

the promotion policy in Section II.

B. When a position is reclassified to a lower range or grade, the compensation

level for the individual is determined by the downgrade policy in Section VI.

V. In-Range/Grade Salary Adjustments

In-range/grade salary adjustments may be used to provide increases to employees

under the following conditions:

A. When an employee in the same position assumes a demonstrable increase

in the scope, depth, impact, responsibility or complexity of their job functions

and their outcomes which do not warrant an upward reclassification of the

employee’s grade;

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

B. When an employee transfers to a different position within the same salary

grade and assumes a demonstrable increase in the scope,

depth, impact, responsibility or complexity of job functions and their

outcomes, which do not warrant an upward reclassification of the

employee’s grade;

C. When an employee receives a written external employment offer where

the external position is at a comparable level to the employee’s current

position and within comparable job market, and a counter offer would not

result in internal equity issues within the requesting department;

D. In order to provide for an equity adjustment as a result of substantiated

internal and/or relevant external market considerations.

All requests for in-range/grade salary adjustments require concurrence by the

supervisor, the department/division head, and the appropriate Vice

President/Provost. Requests will be submitted to UHR to determine if the

additional responsibilities added to the position are appropriate within the current

range/grade. UHR should consider the relative internal worth of the position,

qualifications of the candidate, internal equity, and external competitiveness (i.e.

midpoint for a comparable position within relevant labor market and peer

institutions). In-range/grade salary adjustments must satisfy the following

parameters:

A. The salary adjustment shall not exceed ten (10) percent.

B. The resulting salary does not exceed the salary range/grade maximum.

C. The employee has not had another in-range/grade salary adjustment

within the last 12 months.

D. The employee’s grade has not been upgraded as a result of a

reclassification or promotion within the last 12 months.

All requests that are outside of these parameters must be submitted to the Senior

Vice President for University Human Resources and Organizational

Effectiveness or their designee for approval.

VI. Downgrade

Moves to a lower job classification may occur as the result of an employee’s

personal choice (voluntary downgrade); for documented inadequate job

performance (deficiency downgrade); or when through no fault of the employee

the university determines that the individual position should be reclassified

downward (involuntary, no-fault downgrade).

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

An employee who is given notice of layoff but who, before removal from the

payroll, is the successful applicant for a lower-rated position, will be

compensated in accordance with Section VI.A.- Voluntary, below. An employee

who is laid off and then rehired will be compensated in accordance with the

Policy on Employment Protection, Section 60.4.3, of the University Policy Library.

If an employee moves into a position covered by a bargaining unit as a result of a

downward reclassification or as a result of being a successful candidate, the

rules for that unit apply.

Salary adjustments resulting from these downward moves are calculated as follows:

A. Voluntary and Deficiency Downgrades

1. If an employee voluntarily elects to move to a lower-rated job and

received an appraisal rating of Meets Standards on their most recent

performance evaluation, or if the downward move is a result of

documented below-standard job performance or documented

disciplinary action, the employee’s salary is reduced by a minimum of

five (5) percent and up to a maximum of fifteen (15) percent. If the

reduced salary exceeds the maximum of the lower range or grade, the

individual will be placed at the maximum of the lower range or grade.

2. The dean, director, or department head must submit a written request

for a salary reduction to the Senior Vice President for Human

Resources or their designee for consideration and decision.

3. The adjusted salary is effective the first day of the pay period following

the date the employee begins work in the lower-rated job title after all

necessary approvals have been received.

B. Involuntary Downgrade (No Fault Downgrade)

When the university, through no fault of the employee, determines that a

position should be reclassified downward, the individual is moved on to the

lower range or grade at the same salary, not to exceed the maximum of the

lower range or grade. If the salary falls above the range or grade maximum

and the employee received an appraisal rating of Meets Standards on their

most recent performance evaluation, the individual’s salary will be frozen

(“red-circled”) until such time as the maximum is raised above that level, but

not to exceed two years from the date the salary was frozen. If at the end of

two years (2) the red-circled salary continues to exceed the maximum of

the lower range or grade, the employee’s salary will be reduced to the

maximum of the lower range or grade at that time.

This Section does not apply to positions supported by grant funds. When a

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

position that is supported by grant funds is reclassified downward,

compensation will be calculated as in Section VI.A. – Voluntary.

VII. Title Upgrade

When the job content of a title remains essentially the same but the range or

grade is deemed to be incorrect and the title is given a higher range or grade,

incumbents are moved to the higher range or grade as follows:

A. The employee retains the same salary in the new range or grade.

B. If the employee’s salary is below the minimum of the new range or grade, it

will be increased to the minimum.

VIII. Title Downgrade

When the job content of a title remains essentially the same, but the range or

grade is deemed to be incorrect and the title is given a lower range or grade,

salary adjustments are calculated in accordance with Section VI.B. – Involuntary

Downgrade (No Fault Downgrade).

IX. Red-Circled Employees

A. When a red-circled employee is promoted or reclassified upward, the

compensation level for the individual is determined in accordance with the

promotion policy in Section II – Promotion.

B. When a red-circled employee is reclassified downward, the compensation

is determined by the downgrade policy in Section VI.B. – Involuntary

Downgrade (No Fault Downgrade).

C. When a red-circled employee's title is upgraded, salary is calculated in

accordance with Section VII.

D. When a red-circled employee's title is downgraded, salary is calculated in

accordance with Section VIII.

X. Exceptions

Exceptions to this article may be granted only by the Senior Vice President for

University Human Resources or their designee following written request by a

dean, director, or department head.

All determinations made pursuant to this Article shall be made at the sole and

exclusive discretion of the University.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Article 40 – Salary Grade Structure and New Job Titles

I. Salary Grades

All positions in the bargaining unit are assigned to one of the salary grades in

existence prior to certification of the URA-AFT as the exclusive representative

and these salary grade assignments shall continue unless changed pursuant to

the position reclassification system set forth in Article 35.

There is a minimum, midpoint and maximum salary for each salary grade. The

salary grades for each year of this Agreement are attached in Appendix E.

The job titles included in this bargaining unit as of the effective date of this

Agreement and the corresponding salary grades are attached in Appendix F.

II. New Job Titles

New job titles established by the University after the effective date of this

Agreement that are included in the URA-AFT bargaining unit shall be assigned a

salary grade by the University according to its position classification system. The

University then will provide the URA-AFT with a copy of the position description

and the salary grade that has been assigned. Within fifteen (15) working days

after receipt of this information, URA-AFT may ask UHR that the salary grade

assigned to the new position be reconsidered. URA-AFT may submit any relevant

information to UHR to be considered in its reconsideration. UHR will inform URA-

AFT of the result of this reconsideration and will provide a written explanation

why the salary grade assigned is appropriate. If the salary grade is different than

the salary grade originally assigned, salary adjustments, if any, shall be

implemented in accordance with Article 39 – Salary Adjustments.

Article 41 – Salary Improvements

STAFF COMPENSATION PROGRAM (“SCP”)

Subject to the appropriation of and allocation to the University by the State of

adequate funding for the specific purposes identified for the full period covered by

this Agreement (refer to Appendix G for the application of this provision), the

following economic provisions shall apply:

A. Eligibility

Employees who meet all the requirements listed in section C below for a

particular fiscal year are eligible to participate in the SCP.

B. SCP Procedure

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

1. Performance Evaluation Process

a. Evaluations for all employees, who have completed their

probationary period, will be completed by April 30 of each

fiscal year. The performance evaluation form is in Appendix H

of this Agreement. At the time of completion of the

performance evaluation, the standards for the next year’s

evaluation process will be set by employee’s supervisor and

discussed with the employee.

b. Employees will be evaluated for the period starting May 1 of

the previous year against the performance standards

established during the previous evaluation process and any

additions or modifications that have been communicated to

the employee during the year.

c. Supervisors will notify employees of their performance

evaluation ratings by May 15 of each year and will provide

employees an opportunity to comment in writing by June 1.

Comments shall be attached to the appraisal.

d. Employees who accepted another position included in the

bargaining unit shall be included in the SCP in that fiscal year.

Department heads from both the former and current units will

collaborate on the performance appraisal.

e. Employees who report to a new supervisor within a particular

fiscal year shall be included in the SCP in that fiscal year. The

new supervisor is responsible for discussing and collaborating

with the former supervisor or department head, if available, to

complete the evaluation.

f. Employees who announce their intent to retire must still be

evaluated.

g. Employees who are temporarily red-circled as the result of a

no- fault downgrade must still be evaluated.

h. The SCP outlined in this article shall only occur once per year

as outlined above (or twice in the case of Section B.2.b.

below).

2. Performance Rating Categories

The two rating categories are:

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

a. Meets Standards – This rating encompasses a wide range of

performance from the employee satisfactorily meeting job

expectations to making exceptional contributions in advancing

the objectives of their departments and/or the university.

b. Does Not Meet Standards – Employees who do not

satisfactorily meet job expectations and overall do not

consistently perform their assigned responsibilities adequately

will be given this rating. Employees who receive this rating will

be provided specific guidelines on how to improve

performance and will be re-evaluated again by October 15 of

that year.

C. Salary Increase

The minimum and maximum salary for each grade shall be increased by the

amount/percentages set forth below. Red-circled employees whose salary

increase would put them above the maximum salary for their salary grade

shall receive a one-time bonus for the amount of the increase that exceeds

the maximum salary for the grade. Salary increases and bonuses, if any, for

grant-funded employees shall be borne by, and shall be subject to the

availability of funds for this purpose, the grant that supports the employee.

1. Fiscal Year 2023

URA-AFT unit employees shall receive a retroactive across the board

salary increase in the amount of 4%, effective July 1, 2022. To be

eligible for this payment, members of the unit must be on the

University’s payroll in a URA negotiations unit position June 30, 2022

and continue to be on the payroll in a URA negotiations unit position on

the payment date of the increase. The annual base salaries of record

for all unit members will be adjusted accordingly. The new rate of pay

will be effective July 1, 2022.

2. Fiscal Year 2024

URA-AFT unit employees shall receive a retroactive across the board

salary increase in the amount of 3.75%, effective July 1, 2023. To be

eligible for this payment, members of the unit must be on the

University’s payroll in a URA negotiations unit position on June 30,

2023 and continue to be on the payroll in a URA negotiations unit

position on the payment date of the increase. The annual base salaries

of record for all unit members will be adjusted accordingly. The new

rate of pay will be effective July 1, 2023.

3. Fiscal Year 2025

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

URA-AFT unit employees shall receive an across the board salary

increase in the amount of 3.5%, effective July 1, 2024. To be eligible

for this payment, members of the unit must be on the University’s

payroll in a URA negotiations unit position on June 30, 2024 and

continue to be on the payroll in a URA negotiations unit position on the

payment date of the increase. The annual base salaries of record for

all unit members will be adjusted accordingly. The new rate of pay will

be effective July 1, 2024.

4. Fiscal Year 2026

Effective July 1, 2025, URA-AFT unit employees shall receive an

across-the-board flat dollar salary increase equal to 3.5% of the full

time and part time average annual salaries of all unit employees who

are on the University’s payroll as of the first payroll date in March

2025. For calculation of the average annual salaries, the University will

convert less than 1.0 full-time equivalent (FTE) unit employees to a

1.0 FTE figure. Less than 1.0 FTE unit employees would receive a

pro-rated portion of this amount based on the unit employee’s actual

FTE.

To be eligible for this payment, members of the unit must be on the

University’s payroll in a URA negotiations unit position on June 30,

2025 and continue to be on the payroll in a URA negotiations unit

position on the payment date of the increase. The annual base

salaries of record for all unit members will be adjusted accordingly.

The new rate of pay will be effective July 1, 2025.

D. Payment of Across-the-Board increases

The above-stated increases for Fiscal Year 2023 and 2024, shall be

implemented and paid as soon as operationally feasible after the Union’s

ratification of this Agreement. For Fiscal Year 2025 and Fiscal Year 2026,

the above-stated increases shall be implemented and paid as soon as

operationally feasible after July 1 of the Fiscal Year.

E. Special Circumstances

Salary increases granted to certain employees in the categories identified

below pursuant to this SCP will be implemented as follows:

1. Eligible ten-month or part-time staff salary increases will be based on

their prorated salary.

2. For extension service employees who are partially paid by a county,

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

increases will be based upon their full salary, including the county

portion.

3. For employees currently in an acting assignment, salary increases will

be based on the pre- acting salary and then the acting rate will be

recomputed.

F. Appeal Process

1. Employees who claim that SCP procedures were not followed,

that there was a demonstrable factual inconsistency in the

employee’s evaluation, or that they were not evaluated according

to the performance standards for their job, may seek review only

as described below, which shall be the sole and exclusive remedy

and appeal for such claim. The judgment that forms the basis of

whether an employee is evaluated as “meets standards” or “does

not meet standards” shall be at the sole and exclusive discretion

of the University and not subject to the above appeal process.

2. The employee may initiate a review within 30 days of receipt of

the performance evaluation. The employee must inform their

immediate supervisor in writing on a SCP Review Request Form

available from University Human Resources of the claim that

procedures have not been followed, that there was a

demonstrable factual inconsistency in the employee’s evaluation,

or that they were not evaluated according to the performance

standards for the job. The supervisor must provide a written

response to the employee within 30 days of receipt of the

employee’s completed Review Request Form.

3. If the employee is not satisfied with the supervisor’s written

response, the employee may, within 30 days of receipt of the

supervisor’s written response, request in writing a review of the

matter by the dean, director or department head who shall meet

with the employee and provide a written response within 30 days

of receiving the request for review.

4. If the employee is not satisfied with the written response by the

dean, director or department head, the employee may within 30

days request in writing a review of the matter by the Vice

President or Provost (or designee) for the employee’s area who

will provide a written response within 30 days of receiving the

request for review. In all cases, the decision of the Vice President

or Provost is final.

5. At each level, the employee shall provide a copy of all prior

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

requests for review and prior written responses.

G. Information Exchange

The union will be provided in writing the final report of the amount that

each employee receives through the SCP no later than 30 days from the

date the employee is notified of the raise.

Article 42 – Seniority and Layoff

I. Seniority

A. Seniority for the purpose of this Article shall be based upon an

employee’s continuous length of service in the bargaining unit. In the

event employees have the same seniority date, their respective

seniority shall be determined by the date of commencement of

employment at Rutgers. If employees continue to have the same

seniority date, their respective seniority shall be determined by

alphabetical order of their last names.

B. The Office of University Labor Relations shall maintain seniority lists of

employees, including the date of hire, and if applicable, the date of

transfer into the bargaining unit. Copies of seniority lists shall be

furnished quarterly to the URA-AFT.

II. Layoffs

A. Layoff shall be defined as the elimination of a position or positions

within a particular work unit. A work unit is a budgetarily discrete

academic or administrative entity. The URA-AFT shall be informed of all

notices of layoff.

B. In the event of layoff, the following shall apply:

1. Where one or more employee(s) in the same title performing the

same functional tasks in the same work unit is being laid off, layoff

shall be implemented in reverse order of seniority, provided the

senior employee has the requisite qualifications and abilities to

perform the work available.

2. With respect to laid off employees who have provided current

contact information to UHR, the following shall apply:

a. The employee who is being laid off may meet with UHR’s

designee to identify open positions for which they may be

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

qualified, including but not limited to the title currently held. The

laid off employee may apply for and will be interviewed and

considered for such open positions for which they meet the

requisite qualifications.

b. However, where more than one laid off employee meets the

requisite qualifications for an open position, up to three laid off

employees, as determined by seniority, shall be interviewed and

considered.

c. Candidate selection for all open positions will be at the sole and

exclusive discretion of the hiring department.

C. Any employee who is laid off and has not been placed pursuant to

Section B above shall be placed on a preferred recall list for a period of

up to thirty (30) months. During this period, a laid off employee shall

be entitled to apply for any vacant URA-AFT position, and if they have

the requisite qualification and ability to perform the work shall be

interviewed and considered for that position. Candidate selection for all

open positions will be at the sole and exclusive discretion of the hiring

department.

D. If a position within the same title within the same work unit from which

the employee was laid off is restored during the thirty (30) month recall

period, the employee who previously held the position shall be recalled.

If more than one employee in the same title has been laid off from the

same work unit they shall be recalled to those restored positions in order

of seniority.

E. Upon recall to employment an employee shall retain all seniority rights

and benefits prior to being laid off and shall immediately begin to

accrue additional seniority for all purposes.

F. Employees hired on a 10 month basis shall not be entitled to utilize the

provisions of this Article during the 2 month period during which they

are not employed.

G. The following shall also apply to laid off employees during the 30 month

preferred recall period:

1. For employees rehired into a different position or recalled pursuant

to paragraph D above within 12 months of the last day of work,

vacation accrual will begin with the first complete calendar month

worked. Vacation allowance will be based on years of continuous

employment as a regularly-appointed staff member immediately

preceding layoff.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

2. For employees rehired into a different position or recalled pursuant

to paragraph D above within 24 months of the last day of work, any

unused sick leave accrued under the former employment will be

carried forward to be credited toward sick leave payment at

retirement as well as for other authorized use.

3. For employees rehired into a different position or recalled pursuant

to paragraph D above within 12 months of the last day of work,

there will not be another probationary period.

III. Layoff Notice

A. The University agrees that prior to laying off employees (as layoff is

defined in Section II.A), it will, except in case of emergencies, give

notice of five (5) working days for each full year of service, except that

the minimum notice will be thirty (30) working days notice and the

maximum notice will be one hundred twenty five (125) working days.

B. During a laid off employee’s notice period, they may request time to

seek other employment either through use of vacation, administrative

leave, adjusted work schedule, or leave without pay. Such requests

shall not be unreasonably denied. All vacation should be used prior to

the effective date of the layoff if possible. However, the employee will

be compensated for any earned vacation that might remain at expiration

of notice period.

C. The above notice provisions do not apply to a temporary layoff of sixty

(60) calendar days or less.

D. With respect to employees whose positions are funded in whole or in

part by grants or contracts, employment is dependent upon the

continued availability of grant or contract funds. Where there is a known

scheduled expiration date of a grant or contract, the University agrees to

provide notice to the affected employee(s) of such expiration thirty (30)

days prior to the expiration date of the grant or contract. In all other

cases, the University agrees that as soon as practicable, it will inform

employees of the anticipated expiration or cessation of the grant or

contract.

Article 43 – Severability

The University and the URA-AFT understand and agree that all provisions of this

Agreement are subject to law. In the event that any provision of this Agreement

shall be rendered illegal or invalid under any applicable law, such illegality or

invalidity shall affect only the particular provision which shall be deemed of no

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

force and effect, but it shall not affect the remaining provisions of this Agreement.

Upon request of either party, the parties agree to meet and negotiate in good

faith regarding the provision so affected. In such event, after three (3)

negotiations sessions, either party may enlist the assistance of a mutually agreed

upon mediator with the cost to be shared equally by the parties. The parties

agree to meet with the mediator (together or separately as the mediator

recommends) for no more than three (3) meetings. There shall be no further

impasse procedures in connection with these negotiations.

Article 44 – Sick Leave

Sick leave is defined as a necessary period of absence because of the

employee’s own illness or for exposure of the employee to contagious disease.

Sick leave may also be used for pre-planned medical and dental appointments

provided that the employee submits a request as soon as is practical with the

expectation that the employee shall provide at least one weeks notice if possible.

Requests shall not be unreasonably denied. All requests shall be consistent with

medical confidentiality. Upon request, the employee shall provide verification

from the employee’s medical or dental provider of the date and time of the

appointment. If a request is initially denied and the employee provides verification

of the medical necessity of the specific date and time of the appointment, the

employee’s request to utilize sick time for that date shall not be denied.

The meaning of sick leave may be extended to include a charge to the

employee’s accrued sick leave time to provide medical care to a seriously ill

family member as defined in the special circumstances described below. The

number of days that the employee may charge to accrued sick leave time for the

special circumstances described in sections 1 and 2, below, shall not exceed a

total of fifteen (15) days per fiscal year.

The meaning of sick leave shall also be extended to include the following Special

Circumstances:

1. Emergency Attendance

Employee’s emergency attendance on a member of the employee’s family

(mother, father, spouse, domestic partner, child, step child, foster child,

grandchild, sister, brother, grandmother, grandfather) who is seriously ill.

2. Medically Certified Care.

Employee’s attendance upon the employee’s seriously ill family member (as

defined above) at a hospital, health care facility, or at home, or the

employee’s transport of the employee’s seriously ill family member to medical

treatment, when properly certified by a Health Care Provider on the form

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

designated in Appendix I. Use of sick leave will not be permitted where the

employee has failed to provide the certified form.

Medically certified care does not cover such situations as illness not defined

as seriously ill, matters unrelated to medical needs, baby-sitting, running

errands, and/or running a business for the family member while they are ill.

Full-time employees shall accrue fifteen (15) days of sick leave in each fiscal year

at the rate of one and one-fourth (1-1/4) days per month. During the first year of

employment, employees will earn sick leave at the rate of one (1) day per month

of service except that employees appointed on July 1 will earn sick leave at the

rate of one and one-fourth (1-1/4) days per month.

Regularly appointed part-time staff employees accrue sick leave on the same

basis as full-time employees except that such accrual shall be prorated according

to the percentage of time appointed. For example, a 50% time employee earns

seven and one-half (7.5) full-time days by the end of the fiscal year [fifteen (15)

full-time days at 50% equals seven and one-half (7.5) full-time days.]

Unused sick leave is cumulative.

Employees are expected to notify their supervisor preferably by telephone at least

fifteen (15) minutes before their scheduled start time on the work day on which

sick leave is used and to keep the supervisor adequately informed should the

absence extend beyond one day.

Employees who require more sick leave than accumulated will have their pay

adjusted accordingly except that the employee may charge such time to vacation

or administrative leave. In such cases, all sick leave policies will apply.

Employees may request that the supervisor make available for the employee’s

review a current record of the employee’s sick leave, such request will not be

unreasonably denied.

Credit will be granted for documented unused sick leave accumulated during

periods of previous employment at Rutgers.

Credit will also be granted for documented unused sick leave accumulated at an

agency of the State of New Jersey, including a state college or university, when

the individual comes to work in an eligible position at Rutgers with no break in

service from the date of termination at the previous state agency.

No cash payment is made for unused sick leave except upon retirement in

accordance with state legislation and implementing regulations. If the employee

had a break in service, sick leave accumulated prior to the break will not be

included in the lump sum calculation unless the break occurred as the result of a

layoff. Further details of this payment appear in University Policy Library Section

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

60.3.17 Unused Sick Time - Policy on the Administration of Payments to

University Staff Retirees.

Article 45 – Ten-Month and Part-Time Employees

Employees appointed on a regular 10-month basis (those employed for the

standard academic year) receive all benefits included in this Agreement on a pro-

rata basis except for holiday pay which will be granted only for those holidays

that fall during the academic year.

Employees appointed on a regular part-time basis receive all paid time off

benefits for which they are eligible on a pro-rata basis.

Article 46 – Tuition Remission Benefits

Regularly appointed employees who are appointed on a full time basis as of the

first day of class for the semester in which tuition remission is sought may qualify

for tuition remission for themselves and their dependent children subject to, and as

set forth in, the University’s Educational Benefits policy in Section 60.2.1 of the

University Policy Library so long as employees and their dependent children

comply with all administrative and academic requirements. This benefit shall

extend to dependent children of employees who are enrolled as part time students

in an undergraduate program studying for the first baccalaureate degree.

Article 47 – Union-Employer Information Exchange

A. The URA-AFT agrees to furnish to the University a complete list of all officers

and representatives of the URA-AFT, including titles, addresses, campus

phone numbers and designation of responsibility, and to keep such list

current.

B. The University agrees to furnish to the URA-AFT access, via the Union

Library, to a register of the employees covered by this Agreement. The

the following fields, if the information is on file with the University:

1. Last Name

14. Percent Time

2. First Name 15. Employment Date

3. Home

ddress 16. Gende

4. Title 17. Layof

Status and Date

Job Class Code 18. Leave Status

6. Grade 19. Retirement Date

nnual Base Salary 20. Home Phone Numbe

Position Numbe

applicable) 21. Employee’s Office/Room Numbe

9. Department 22. Work Email

ddress

10. Campus

ddress 23. Home Email

ddress

11. Campus Phone Extension

24. Unit-Division-Organization Code

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

12. 10 o

12 month

13. Workweek Desi

nation

25. Temporary appointment end date

(

if applicable

)

C. The University agrees to provide the URA-AFT, on a monthly basis, with the

posted job vacancy notification for every position that was posted in that

month and will provide a copy of each generic position summary for union

titles when and if they are developed.

D. The University further agrees to provide the URA-AFT, by way of being

copied on emails to employees, notifications of all reclassifications within the

union and notifications of in-grade salary adjustments within the union.

Article 48 – Union Leave

The University shall grant unpaid leave without the payment or the accrual of

benefits for up to three (3) employees (at any one time) who become URA-AFT

officers/employees. Seniority shall continue to accrue during such leave.

Such employees shall be entitled to reemployment by Rutgers to their position, if it

exists at the time of application to return to Rutgers’ employment, or to a similar

position, if one exists, providing that their absence does not exceed ten (10) years

and application is made within ninety (90) calendar days immediately following

separation from union office/union employment.

Article 49 – Union Representatives

Authorized representatives of the URA-AFT, who are not employees of Rutgers,

shall be admitted to the premises of Rutgers under the condition that reasonable

access to workplace and facilities will be granted so long as it does not interfere with

or disrupt ongoing work or university activities and operations. Prior to entering the

premises of Rutgers, the URA-AFT representatives shall make their presence and

destination known to the Office of University Labor Relations or the Department/Unit

Head or their representative responsible for the area to be visited.

Stewards [not to exceed eighty-eight (88) in number throughout the University]

shall be designated in specific, geographic areas. Names of the employees

selected to act as Stewards and their areas of responsibility who represent

employees shall be certified in writing to the Office of University Labor Relations

annually in January by the Local Union.

Stewards shall be granted a reasonable amount of time during their regular

working hours, without loss of pay, to interview an employee who has a grievance

and to discuss the grievance with the employee’s immediate supervisor. The

URA-AFT President or their designee shall be granted a reasonable amount of

time during their regular working hours, without loss of pay to present, discuss

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

and adjust grievances with Rutgers, provided such person is an employee of

Rutgers. When a designee is assigned to act in a particular grievance, the URA-

AFT will give Rutgers prior notice. Neither a steward, nor a Union officer, nor a

designee shall leave their work without first obtaining permission from their

immediate supervisor, which permission shall not be unreasonably withheld.

The URA-AFT may have eleven (11) members, who are in the bargaining unit

covered by this Agreement, on the contract negotiating committee. Rutgers

agrees that these members shall not lose pay for time spent during their regular

working hours for attendance at negotiations sessions.

Rutgers agrees to permit authorized representatives of the URA-AFT employed

by Rutgers to take time off without loss of pay for the purpose of attending union

conventions, conferences and educational classes, provided that the total amount

of such time off without loss of pay shall not exceed fifty (50) days per fiscal year

of this Agreement. Permission for such time off must be obtained from Rutgers.

Such permission shall not be unreasonably withheld. Names of persons attending

such activities and time to be charged shall be certified in writing to the Office of

University Labor Relations.

In addition Rutgers agrees to permit authorized representatives of the URA-AFT

employed by Rutgers to take time off without pay for the purpose of attending

union conventions, conferences and educational classes. The total amount of

time off without pay shall not exceed twenty-five (25) days in the first fiscal year of

this agreement, twenty (20) days in the second fiscal year of this agreement, and

fifteen (15) days in the third fiscal year of this agreement.

The union shall give two (2) weeks of notice to the Office of University Labor

Relations concerning authorized representatives who will need unpaid release time

to attend Union conventions, conferences and educational classes.

Permission for such time off must be obtained from Rutgers. Such permission

shall not be unreasonably withheld. Names of persons attending such activities

and time to be charged shall be certified in writing to the Office of University

Labor Relations.

The URA-AFT shall be permitted to meet with new employees in URA-AFT

covered positions for thirty (30) minutes immediately following the completion of

regularly scheduled new employee orientations conducted by University Human

Resources. Such new employees must report, unless otherwise excused, back to

their employing units following said meeting with the URA.

Article

50 – Union Security

A. Union Dues

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Rutgers agrees to deduct from the paycheck the biweekly union dues of

each bargaining unit member, as defined herein, who furnishes a voluntary

written authorization to the URA-AFT for such deduction, on a form

acceptable to Rutgers. The URA-AFT shall remit signed authorization forms

to the Office of University Labor Relations. Employees who have authorized

the payroll deduction of dues to the URA-AFT may revoke such

authorization by providing written notice to the Office of University Labor

Relations and to the Union during the ten (10) days following each

anniversary date of their employment. An employee’s notice of revocation of

authorization for the payroll deduction of union dues shall be effective on the

day after the employee’s anniversary date of employment. The amount

of union dues to be deducted by Rutgers from the bargaining unit member’s

paycheck shall be in such amount as may be certified to Rutgers by the

URA-AFT at least thirty (30) days prior to the date on which deduction of

union dues is to be made. Deduction of union dues made pursuant hereto

shall be remitted by Rutgers to the URA-AFT every four (4) weeks together

with a list of the names of bargaining unit members from whose pay such

deductions were made.

If after Rutgers receives a proper notice from an employee revoking dues

authorization, Rutgers mistakenly deducts dues from the employee and

transmits dues to the URA-AFT, the union shall be solely responsible for

returning to the employee the dues it has received under the provisions of

this Agreement.

B. Indemnification

The URA-AFT hereby agrees to indemnify and save harmless the University

from any claim, suit or action, or judgments, which may be brought at law or

in equity or before any administrative agency with regard to or arising from

the deduction from the salaries of any employee of any sum of money as

dues under the provisions of this Agreement.

Article 51 – University Closings

A. For a day or days when the University is officially declared as “Closed” by the

President or appropriate Vice-President, employees shall not be required to

charge vacation days, administrative leave, or personal holidays to avoid loss

of pay.

B. In addition, on any day or days in which all classes are cancelled on a

particular campus (Camden, Newark, or New Brunswick) by the appropriate

Vice-President or Provost due to a weather or other emergency situation, the

following will apply regarding attendance:

Lateness – The employee shall notify their supervisor as soon as possible

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

if it is necessary to be late in reporting to work. The employee may charge

any lost time to administrative leave, vacation, or personal holiday if

available. If no such time is available, the employee will have their salary

appropriately adjusted for the lost time. There will be no disciplinary action

taken for such lateness.

Absence – The employee shall notify their supervisor as soon as possible

if it is necessary that they be absent. The employee may charge the day

to administrative leave, vacation, or personal holiday if available, or will

have their salary appropriately adjusted. There will be no disciplinary

action taken for such absence.

Leaving Early – The employee must request and receive permission from

the appropriate supervisor to leave early. Such permission shall not be

unreasonably denied. Employees who are allowed to leave early may

charge the time to administrative leave, vacation, or personal holiday if

available. If no such time is available, the employee will have their salary

appropriately adjusted for the lost time.

C. Sections A and B of this Article do not apply to those employees previously

designated as “essential” personnel. Essential personnel are required to

report to work and remain at work unless advised differently by an appropriate

supervisor.

D. Members of the bargaining unit who are regularly assigned to work at county

offices, facilities or buildings not subject to the operating policies or rules and

regulations of Rutgers shall follow the operating status declarations of such

county offices, buildings or facilities during severe weather conditions or other

such occurrences affecting the opening/closing/operating status of such

office, building or facility. For example, an employee regularly assigned to a

New Jersey County Office shall not be required to report for work if said

Office is closed due to severe weather conditions despite the fact that

Rutgers, or one of its campuses or subdivisions, has not been declared

closed. Similarly, an employee so assigned shall be required to report for

work at a County Office if said Office has not been declared closed for a

severe weather condition even though Rutgers, or one of its subdivisions,

has been declared closed.

Article 52 – University Policies and Procedures

Rutgers and the URA-AFT agree that all members of the bargaining unit shall

enjoy and be subject to all University regulations, procedures and the University

Policy Library applicable to administrative employees except as may be

otherwise set forth in this Agreement. There shall be no duplication or pyramiding

of benefits. During the life of this Agreement, any change in University

regulations, procedures, or in the University Policy Library that constitutes a

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

change in a mandatorily negotiable term and condition of employment for

members of the bargaining unit shall be negotiated. The University will provide

the URA-AFT with notification of any additions or changes to University Policies

at the time of adoption or revision.

Article 53 – Use of University Facilities, Campus Mail & Equipment

A. Use of University Facilities

Rutgers shall provide authorized representatives of the Union with access

to members of the negotiations unit as follows:

1. The right to meet with individual negotiations unit employees on the

premises of Rutgers during the work day to investigate and discuss

grievances, workplace-related complaints and other workplace issues.

2. The right to conduct work site meetings during lunch and other non-

work breaks, and before and after the workday, on Rutgers premises to

discuss workplace issues, collective negotiations, the administration of

collective negotiations agreements, other matters related to the duties

of the union, and internal Union matters involving the governance or

business of the Union.

3. The right to meet with newly-hired negotiations unit employees, without

charge to the pay or leave time of the employees, for no more than 120

minutes at a University Human Resources, Human Resources-Newark

or Human Resources-Camden new employee orientation. Rutgers

shall provide the Union with a list of new negotiation unit employees

attending new employee orientation no later than noon of the

preceding business day.

4. The access to negotiations unit employees set forth in subsection 1

through 3 above shall be subject to the following: The Union will follow

all regular University procedures applicable to reserving and using

University buildings, facilities, or rooms. The Union’s access shall not

interfere with University operations. All group meetings shall be

conducted at reasonable times. The Union may be charged for

maintenance, security and other costs related to the use of the

building, facility, or room that would not otherwise be incurred by the

University.

5. The URA-AFT shall have the right to make reasonable use of the

University facilities and equipment, including duplicating, computing and

office equipment, and available audiovisual equipment, all in accordance

with University procedures. The URA-AFT shall pay reasonable costs as

established by the University for the use of equipment.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

B. Campus Mail

1. To the extent permitted by law, upon the effective date of this

Agreement, the University will carry without charge by University

campus mail up to three times per semester the URA-AFT newsletter

to its bargaining unit members. The URA-AFT will not send, and the

University will not carry, by campus mail any other matter except upon

payment of appropriate United States Postal charges.

2. The URA-AFT shall indemnify and save harmless the University

against any and all claims, demands, suits, judgments, settlements, or

any other forms of liability, including reasonable counsel fees and other

costs of defense, that shall arise out of or by reason of any action

taken by the University to comply with Section B.1. above, including

liability for United States Postal charges, or that arise out of or by

reason of actions taken by the University in connection with defending

the legality of this indemnification provision. The URA-AFT shall remit

payment for said fees and costs to the University within 30 days after

receipt of a detailed statement of services rendered in connection with

said defense. If full payment is not remitted within 30 days, the

University’s obligation pursuant to Section B.1. shall be suspended for

so long as this statement of services remains unpaid.

The University shall retain its right to determine the course of conduct,

including but not limited to, the right to select counsel and determine

strategy, in any action arising out of or by reason of the provisions of

this Section B.

In the event this indemnification provision is found by any court or

administrative agency of competent jurisdiction to be illegal or

against public policy, then the University’s obligation under Section

B.1 above shall terminate.

C. Electronic Communication

1. The URA-AFT and its officers and stewards shall have the right to

use the email systems of the University to communicate with

negotiations unit members regarding collective negotiations, the

administration of collective negotiations agreements, the

investigation of grievances, other workplace-related complaints and

issues, and internal union matters involving the governance or

business of the union. The Union will comply with all policies and

guidelines of the University Office of Information Technology when

using the University’s email system.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

2. The URA-AFT shall be entitled to utilize services such as online

event calendars to notify bargaining unit members of union

activities so long as said services are generally available for use by

the University community. The URA-AFT further agrees that such

use shall conform to any policies and procedures that may be

adopted by the University for use of such services and that apply

equally to all such notices.

D. The URA-AFT agrees that meetings conducted in Rutgers buildings and

other facilities that are owned or leased by Rutgers pursuant to this

Article shall not be for the purpose of supporting or opposing any

candidate for a partisan political office, or for the purpose of distributing

literature or information regarding partisan elections.

Article 54 – Vacation

Employees covered under this agreement shall enjoy and accrue vacation as set

forth in University Policy Library Section 60.3.10-Vacation For Staff Members,

except that effective July 1, 2008, 35 hour, 37.5 hour (NE) and 40 hour

employees shall, upon their tenth (10

) anniversary date of service, accrue

vacation at the rate of 1.66 days per full month worked through the completion of

twenty years (20) of service, after which the subsequent accrual rates set forth in

the Policy will apply.

Article 55 – Vision Care Program

Full-time employees covered under this agreement and their eligible dependents

(unmarried children under the age of 23) are eligible to participate in the Vision

Care Program established by the University. This program shall provide for up to

a $45 reimbursement for single vision corrective lenses and up to a $50

reimbursement for bifocal or trifocal corrective lenses.

Employees and eligible dependents are entitled to receive one reimbursement for

lenses purchased over a two year period, with each two year period determined

by the University.

Article 56 – Direct Deposit

All employees shall be eligible for Direct Deposit.

Employees must enroll in Direct Deposit by completing the Direct Deposit

Authorization form in Employee Self-Service.

For those employees who are unable to participate in Direct Deposit, if it is

deemed operationally feasible, the University shall provide employees with an

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

alternative electronic payment such as a payroll Debit card in lieu of a hardcopy

paycheck. If other electronic payment methods are offered by the University in

the future, the employee may alternatively elect to utilize such methods.

Article 57 – Federal Family & Medical Leave, New Jersey Family

Leave, New Jersey SAFE Act Leave

Notwithstanding any other provisions in this Agreement or in University policies,

in the event that an employee is eligible, as set forth by Federal or State statute,

and takes a leave of absence under the Federal Family and Medical Leave Act

(FMLA), the New Jersey Family Leave Act (NJFLA), or the New Jersey SAFE

Act, accrued sick time or sick leave must be used concurrently with the leave

permitted by the statutes.

In the event that an employee exhausts accrued paid sick time or sick leave (or, if

the employee does not have paid sick time or sick leave accruals to charge

concurrently with an approved leave granted pursuant to the FMLA, NJFLA,

and/or New Jersey SAFE Act), the remaining statutory leave time shall be

unpaid, unless the employee elects to use any other accrued paid time off

concurrently. All such leave requests shall be processed in a manner consistent

with medical confidentiality.

Leave for an employee’s own serious health condition:

If an employee is approved for medical leave for their own serious health

condition, only accrued sick time must be used concurrently with the statutory

leave, unless the employee elects to use any other accrued paid time off

concurrently following the exhaustion of all accrued sick time.

If after an employee has exhausted the leave granted to them pursuant to the

FMLA or New Jersey SAFE Act, the employee is still unable to perform the duties

of their position because of their own serious health condition and has remaining

accrued sick time available, the employee shall be permitted to extend their leave

of absence by utilizing any remaining accrued sick time provided that the

employee provides medical certification substantiating their need for such

extension due their own serious health condition.

If after an employee has exhausted the leave granted to them pursuant to the

FMLA or New Jersey SAFE Act and has exhausted their accrued sick time, and

the employee is still unable to perform the duties of their position because of their

own serious health condition, the employee may be permitted to extend their

leave of absence by seeking a reasonable accommodation under the Americans

with Disabilities Act (ADA) and/or the New Jersey Law Against Discrimination

(NJLAD). While such a request is pending, an employee may elect to use any

other accrued paid time off. If a leave of absence is approved as a form of

reasonable accommodation under the ADA or NJLAD, the employee may elect to

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

use any other accrued paid time off during the leave of absence. To seek

additional leave as an accommodation, the employee must submit such a

request to Rutgers Office of Employment Equity and comply with the reasonable

accommodation process.

Leave to care for a family member:

If an employee is approved for leave to care for a family member with a serious

health condition or to care for and bond with a child after birth, adoption or

placement in foster care, only accrued sick time or sick leave must be used

concurrently with any statutory leave, unless the employee elects to use any

other accrued paid time off concurrently with statutory leave following the

exhaustion of all accrued sick time or sick leave.

Leave under the New Jersey SAFE Act:

If an employee is approved for leave under the New Jersey SAFE Act, the

employee may elect to use accrued paid time off concurrently during such leave

(or, if the employee has no accrued paid time off available, the balance of the

leave will be unpaid).

Article 58 – Accessible Parking

The Union may submit to the Office of University Labor Relations a request for a

Labor-Management Conference to discuss the number of accessible parking

spaces near any worksite where negotiations unit members are assigned. When

such a conference is requested, the University will provide available data on the

number of employees in the corresponding building(s) who have registered for

accessible parking privileges, if such data exists and is maintained. Additionally,

the requested conference must be scheduled within ten (10) business days of the

request.

When the data shows that the number of accessible parking spaces near the

worksite referenced in paragraph 1 above is less than the number of individuals

who have registered for accessible parking privileges at said worksite, and who

have obtained proper disability identification from a state motor vehicle agency

and registered with Rutgers Department of Transportation Services, Rutgers

shall provide additional temporary or permanent spaces to meet the need.

Article 59 – Flexible Work Arrangements

All negotiations unit employees are eligible to request Flexible Work

Arrangements (hereinafter “flexible work arrangement(s)”). Requests for flexible

work arrangements shall not be unreasonably denied. This article shall not void

any prior designated work schedules. A department may offer a flexible work

arrangement based upon the nature of the work performed and departmental

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

and/or university needs. An employee may also initiate a request for a flexible

work arrangement with their supervisor. In either case, the department should

enter into a University Flexible Work Arrangement, only if it is determined that the

employee and the employee’s position are suitable for a flexible work

arrangement.

Not all positions are suitable for flexible work arrangements. Suitability for a

flexible work arrangement is based upon the operational and service delivery

needs of the department, the individual employee, and the employee’s position. In

all instances, consideration and approval of remote work arrangements must

reflect a focus on mission, service to our students and patients, impact on the

communities within which we operate, and a shared responsibility to provide an

engaging, vibrant, and connected University experience for our students.

Decisions regarding suitability for flexible work arrangements including, but not

limited to, types of remote work arrangements and forms of flexible work

schedules shall rest with the University and shall be final.

I. Definitions

Ad Hoc: A work arrangement where employees are permitted or directed by a

supervisor to work at an off-campus site, if job duties and technology resources

permit such an arrangement, during circumstances such as, but not limited to,

special projects or business travel. These arrangements are temporary (not to

exceed 20 business days in a calendar year) and require prior approval by the

direct supervisor or designee and have no expectation of continuance.

Alternate Work Location: A location other than the official University place of

business from which an employee works. Such alternate work locations must (1)

be in NJ, NY, PA or DE and (2) be within a reasonable commuting distance to the

Assigned Work Location, as mutually agreed upon by the employee and

Department Head.

Assigned Work Location: Any on- or off-campus property that is owned,

occupied, leased, or used by Rutgers University at which the employee is

regularly assigned to attend work. This includes all research sites and all leased

indoor and outdoor spaces or spaces occupied with a user permit, license, or

contract for the conduct of University business.

Compressed Workweek: A flexible work arrangement available only to those

employees with fully in-person schedules. A compressed workweek schedule

allows an employee to maintain a full-time schedule, but work hours are

performed over less than five days per week or ten days per pay period. For

example, a compressed 40-hour workweek can be four 10-hour days Tuesday

through Friday and Mondays off. A compressed workweek cannot be combined

with any other flexible work arrangement type.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Department Head: The person with the ultimate approval authority in the unit, or

designee.

Exempt: Not subject to the overtime provisions of the Fair Labor Standards Act

(FLSA). (Employee titles coded as NL, NC, and N4).

Emergency: A crisis or other emergency, including certain inclement weather

events, that significantly disrupts a facility or facilities or the physical operation of

a department as determined by the university.

Flexible Work Arrangement: Non-standard work arrangements that include but

are not limited to Ad Hoc, Compressed Workweek, Flex Workday, Fully Remote,

and Hybrid.

Flex Workday: A work schedule whereby an employee works a standard

workweek but with start and end times that differ from the regularly scheduled

workday. This may include a split schedule where an employee works a full

workday in two or more periods (e.g., 9 AM-12 PM and 3 PM-7:30 PM)

Fully Remote: A work arrangement whereby an employee performs job

responsibilities at an Alternate Work Location for all scheduled workdays in a

workweek. Such alternate work locations must (1) be in NJ, NY, PA or DE and (2)

be within a reasonable commuting distance to the assigned work location, as

mutually agreed upon by the employee and Department Head. In this work

arrangement an employee may be scheduled to work remotely regularly but also

required, at times, to attend meetings or work from an on-campus work site as

directed by a supervisor or as operationally necessary. Fully remote work

arrangements may only be considered under extraordinary circumstances for a

period not to exceed one year with the potential for yearly renewals.

Hours Worked: For fixed workweek staff; hours are computed by adding all hours

actually worked during the workweek plus any paid time off, such as vacation and

sick time, except as modified by collective negotiations agreements.

Hybrid: A work arrangement where an employee is both regularly scheduled to

work at an assigned work location for a minimum number of days during a

workweek and at an alternate work location for the remaining scheduled workdays

in a workweek.

Non-exempt: The employee’s position is subject to the overtime provisions of the

Fair Labor Standards Act (FLSA). (Employee titles coded as 35, NE, and 40).

Standard Hours Workweek: The standard hours for work in a workweek are set

forth in University Policy 60.3.14, University Policy 60.9.27, and/or the appropriate

collective negotiations agreements.

II. Remote Work

A. Types of Remote Work Arrangements:

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Remote work shall be scheduled as follows:

1. Ad Hoc: A work arrangement where employees are permitted or directed

by a supervisor to work at an off-campus site, if job duties and technology

resources permit such an arrangement, during circumstances such as, but not

limited to, special projects or business travel. These arrangements are temporary

(not to exceed 20 business days in a calendar year) and require prior approval by

the direct supervisor or designee and have no expectation of continuance.

2. Hybrid:

a. 1-2 Remote Workdays: A Department Head, or designee, may approve a work

arrangement where an employee is both regularly scheduled to work at an

assigned work location for a minimum of 3 days during a workweek and regularly

scheduled to work at an alternate work location for a maximum of 2 days during a

workweek. Employees must live in NJ, NY, PA, or DE and within a commutable

distance to the employee’s Assigned Work Location to participate in a hybrid work

arrangement.

b. 3-4 Remote Workdays: Subject to Department Head, or designee, and

approval from the appropriate Cabinet Officer, a work arrangement will be

permitted where an employee is both regularly scheduled to work at the

employee’s assigned work location for less than 3 days during a workweek and

regularly scheduled to work at an alternate work location for more than 2 days

during a workweek. Employees must live in NJ, NY, PA, or DE and within a

commutable distance to the employee’s Assigned Work Location to participate in a

hybrid work arrangement.

3. Seasonal: Remote work arrangements may be modified in accordance

with the seasonal business needs of the department for a period not to exceed

three (3) months each fiscal year with the potential for yearly renewals.

4. Emergency: Remote work that is precipitated by a crisis or other

emergency, that significantly disrupts a facility or facilities, or the physical operation

of a department as determined by the university. When needed to achieve

business continuity and to maintain critical functions, operations, and services,

remote work arrangements may be established during an emergency as defined in

Section I above until normal operations can be restored at the Assigned Work

Location or until a different Assigned Work Location is designated by the

university.

5. Fully Remote: The appropriate Cabinet Officer and Senior Vice President

of Human Resources may approve a fully remote work agreement for a period not

to exceed one year and may be renewable on a yearly basis. These employees

perform job responsibilities at an alternate work location in NJ, NY, PA, or DE

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

within a commutable distance to the employee’s assigned work location. In this

work arrangement an employee may be scheduled to work remotely regularly but

also required, at times, to attend meetings or work from an on-campus work site as

directed by a supervisor or as operationally necessary.

B. Effect on Employee’s other Terms and Conditions of Employment

In all cases, remote work arrangements are revocable and can be discontinued at

any time when it is in the judgment of the department or the university that it is in

the best interest of the University to do so. Departments should give a minimum of

14 calendar days’ notice of discontinuance unless extenuating circumstances

make such notice impracticable.

Remote work does not change an employee’s terms and conditions of

employment, including required compliance with or the application of University

policies. Additionally, an employee’s compensation and/or benefits do not change

as a result of a remote work arrangement.

C. Effect on Employee’s Leave

Remote work is not intended to circumvent any leave that an employee has

requested and is entitled to pursuant to State and/or federal law, University policy,

or prevailing collective negotiations agreements.

D. Alternate Work Location

The alternate location from which an employee works remotely should be a

predetermined site, such as a home office, and should have a fixed work area that

will provide the employee with adequate access to the tools necessary for remote

work, such as a telephone, computer, internet connection, etc.

The alternate work location must be within an environment that is free of

disruptions and provides the appropriate level of privacy when discussing

confidential or sensitive matters.

A supervisor or other appropriate University official may arrange to visit the

alternate work location both prior to and after a flexible work arrangement has

been approved if there are worksite-related concerns.

Employees with approved remote work arrangements should not hold business

visits or in-person meetings with professional colleagues, customers, or the public

at alternate work sites; exceptions to this provision must be approved in advance

by the department.

A remote work arrangement does not convert the alternate work location into a

University place of business.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

E. Equipment, Costs, and Expenses

Except as set forth below, employees must provide their own computer, telephone,

telephone service, internet connection, and any other equipment necessary to

facilitate the remote work arrangement, unless otherwise expressly agreed to and

approved. The University does not assume responsibility for the cost of employee-

provided equipment or its repair or service.

The University will supply IT equipment, non-IT equipment, and office supplies, at

its discretion, only for the employee’s primary Assigned Work Location, be it on-

campus or remote. The University will not reimburse employees for out-of-pocket

expenses for materials and supplies that are normally available at the employee’s

assigned work location. Any additional equipment is the responsibility of the

employee. There will be no reimbursement for printing, cell phone, internet or

home-office furniture set up. Except as provided above, all costs, whether relating

to the initial set-up or the maintenance of an alternate work location, will be borne

by the employee. The University does not assume responsibility for operating

costs, home maintenance, or other costs incurred by employees in the use of their

homes or other alternative work locations.

Departments are not prohibited from using University funds for reasonable

expenses that are necessary to facilitate the remote work arrangement, if there is a

legitimate business need and adequate funding exists. Such expenses must be

consistent with existing University policies regarding purchasing and business

expenditures and equitable across employee groups.

When available, and at its discretion, departments a may issue University-owned

equipment to an employee for use in remote work arrangements; however, the

equipment is to be used only by the employee to perform authorized University

business. When University-owned equipment is issued to an employee for remote

work, the employee is responsible for protecting it from theft, damage, and

unauthorized use. University-issued equipment used in the normal course of

employment will continue to be supported by the department. Employees must

utilize all equipment in accordance with all University and OIT Policies and

Procedures.

F. Accountability and Availability

In general, remote work should not change the regular days and hours that an

employee is expected to be working. All employees working remotely are required

to submit an application in an approved university system detailing workdays,

hours, and location, and must receive approval prior to commencing their remote

work schedules. Such arrangements must be revisited and approved on a yearly

basis. If it is found that an employee is not performing work during the remote work

hours, or is not at their designated Alternate Work Location during remote work

hours, their flexible work agreement can be revoked.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

An employee with an approved remote work arrangement shall be available for

communication and contact during the scheduled workday, regardless of work

location. An employee with an approved remote work arrangement shall report to

the regularly assigned work location on non-remote workdays. In addition,

supervisors may require that on a regular remote workday an employee must

report to the regularly assigned work location or elsewhere as needed for work-

related meetings or other events. In that event, the supervisor should give the

employee as much notice as is practicable.

Employees with approved remote work arrangements must adhere to the

established standards and protocol relating to information protection, security, and

technology. Failure to adhere to the standards and protocol may result in

revocation of the University Remote Work Agreement and appropriate disciplinary

action.

G. Assessment

Certain adaptations may be necessary in how supervisors communicate

expectations and assignments, and provide ongoing assessment and feedback,

due to the fact that the employee with approved remote work arrangement is not

always physically present in the regular Assigned Work Location. The supervisor

and the employee with approved remote work arrangement should agree upon a

workable means for delivering such information, such as regular meetings or status

emails. Likewise, supervisors should also review and/or revise the criteria that will

be utilized for annual performance appraisals where applicable. Such criteria

should be clearly defined and measurable in terms of quantity, quality, or time to

complete.

III. Flexible Work Schedules

The definitions for all terms utilized in this section are the same as those utilized in

the Definitions section above unless otherwise noted.

A. Forms of Flexible Work Schedules

1. Flex Workday

The features of a Flex Workday are as follows:

a. A variable daily schedule with a pre-defined start and end time that may

differ from the regularly scheduled workday but revolves around a fixed

number of hours, which may vary by employee; or

b. A spilt schedule whereby an employee works a full workday with a

specific number of hours in two or more periods; and

c. A meal break of at least thirty (30) consecutive minutes.

2. Compressed Workweek

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

a. Features of a Compressed Workweek

i. A regularly-repeating weekly, or bi-weekly, schedule that is shorter than

five uniform and consecutive days in one workweek, or ten uniform and

consecutive days in two workweeks, respectively;

ii. A regular workweek (e.g., 35, 37.5 or 40 hours) that is executed over

the shortened period of time so that there are fewer but longer days in the

new workweek(s);

iii. A workday that is for a specific number of hours, not including a meal

break, during which the employee must be at work;

iv. A meal break of at least thirty (30) consecutive minutes; and

v. One regularly-scheduled day off that the employee receives as a result

of the compression of the workweek(s). The regularly scheduled day off

may be any day during such workweek(s), mutually agreed upon by the

employee and their supervisor, which shall repeat with regularity.

b. Examples of Compressed Workweek Arrangements

i. 4&1 Compressed Workweek Arrangement: In a 4&1 Compressed

Workweek Arrangement, the employee will work four (4) days and

receive one (1) regularly scheduled day off in each workweek.

An employee who is in a 35-hour per week position and who is placed on

a 4&1 Compressed Workweek Arrangement will work four 8.75 days per

workweek.

An employee who is in a 37.5-hour per week position and who is placed

on a 4&1 Compressed Workweek Arrangement will work four 9.38-hour

days per workweek.

An employee who is in a 40-hour per week position and who is placed on

a 4&1 Compressed Workweek Arrangement will work four 10-hour days

per workweek.

ii. 9&1 Compressed Workweek Arrangement: In a 9&1 Compressed

Workweek Arrangement, the employee will work nine (9) days and

receive one (1) regularly scheduled day off in every two consecutive

workweeks. A 9&1 Compressed Workweek Arrangement must correlate

with an employee’s pay period as defined in the Definitions section

above. A 9&1 Compressed Workweek Arrangement is not available to

overtime-eligible employees.

NL employees: NL employees have a minimum average workweek of

37.5 hours. Accordingly, an NL employee who is placed on a 9&1

Compressed Workweek Arrangement will work nine days of at least 8.33

hours per two consecutive workweeks.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

N4 employees: N4 employees are required to work a minimum of 40

hours per workweek because their primary function is to directly

supervise non-exempt, 40-hour, fixed workweek employees. Accordingly,

an N4 employee who is placed on a 9&1 Compressed Workweek

arrangement will work nine 8.9- hour days per two consecutive

workweeks.

B. Flexible Work Arrangements for Part Time Employees

Compressed Workweek and Flex Workday Arrangements can be implemented for

part-time employees by following the same guidelines set forth in section A above,

prorated according to the employee’s part-time percentage.

C. Holidays and other Paid Leave Days

1. The value of a holiday or paid leave day is equal to 1/5 of the employee’s

regular workweek.

2. If a holiday falls, or paid leave day is taken, on an employee’s regularly

scheduled day of work, the employee shall receive the day off. If due to the

Compressed Workweek Arrangement the length of the employee’s workday is

greater than the value of the holiday or paid leave day, the difference must be

charged to another form of time or to leave without pay.

3. If a holiday falls on an employee’s regularly scheduled day off, the employee

shall receive an alternate day off within the same workweek. If due to the

Compressed Workweek Arrangement the length of the employee’s workday is

greater than the value of the holiday, the difference must be charged to another

form of time or to leave without pay.

4. If an employee is directed to work on a holiday, the employee shall receive pay

for the holiday. Additionally, if non-exempt, the employee shall receive time-and-

one-half premium pay for all hours worked on such holiday.

5. Current University policies for recording holiday time remain applicable.

IV. Process

Approval of flexible work arrangements must follow the established processes as

set forth by the University.

If an employee’s request for a flexible work arrangement is denied, a written

explanation shall be provided to the employee along with the notice of denial. The

Department Needs Assessment and Team Agreement may serve as the written

explanation.

If a flexible work arrangement request cannot be supported given the results of the

Department Needs Assessment and Teams Agreement, an employee may still

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

submit the request into the Flexwork@RU System. The employee must attest to

understanding the department operational needs, wants to submit a request based

on specific circumstances, and provides supporting details for the request in the

Flexwork@RU System. Department Heads will need to review the application and

make a determination if the flexible work arrangement can be supported based on

the additional details provided by the employee.

Any requests for a reasonable accommodation must be submitted to the Office of

Employment Equity in University Human Resources.

A University Flexible Work Agreement may be discontinued by either the employee

or the department upon written notice via email or some other method.

Departments should give a minimum of fourteen (14) calendar days’ notice of

discontinuance unless extenuating circumstances make such notice impracticable.

The employee should give as much notice as is reasonably necessary to facilitate

resumed reporting to the work location.

V. This Article supersedes and replaces any current and existing articles in the

signatories’ collective negotiations agreements related to flexible work

arrangements (if any), including but not limited to flexible work schedules and

remote work.

VI. Dispute Resolution

Grievances alleging a violation of a University or Department’s substantive

determination under this Article shall be concluded at the step of the grievance

procedure with the Office of University Labor Relations as set forth in the

applicable collective negotiations agreement and shall not be eligible for

arbitration. If a grievance alleging a violation of the definitions or processes of this

Article proceeds to arbitration, an arbitrator's remedial authority is limited to

directing the University to comply with this Article’s definitions and processes.

Article 60 – Temporary and Casual Employees

Negotiations unit members appointed to a Class 1 position will normally not have

a predetermined end date to their employment. Effective January 1, 2024 and

ending June 30, 2026, the parties agree to a pilot program under which the

University may appoint negotiations unit members to a Class 1 position with a

term of appointment of one (1) year or less in the following circumstances:

1. As a temporary replacement for an employee on a leave of absence;

2. As a temporary replacement while a position is vacant; or

3. The position will coincide with a specific project or one-time initiative.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

For any position which will have a term of appointment of one (1) year or less,

the job posting shall set forth the appointment’s expected end date.

Appointments to a Class 1 position with a term of appointment of one (1) year or

less will automatically terminate upon the expiration date of the term of

appointment, except that such appointments may be extended at the discretion

of the department, provided that the total length of the appointment does not

exceed one (1) year. Appointments to a Class 1 position with a term of

appointment of one (1) year or less may be terminated prior to the expected end

date of the appointment at the discretion of the department with fourteen (14)

calendar days’ notice to the employee, except that such notice shall not apply to

disciplinary terminations. Articles 35, 42, 46 and 48 of this Agreement shall not

apply to employees with a term of appointment of one (1) year or less.

UHR shall provide notice of the end date of these appointments and any

extensions either through Article 47 or some other method agreed to by the

parties should that means not be operationally feasible.

Until a resolution is reached on the terms and conditions of employment for Class

4 employees, the terms and conditions of employment for such employees will

continue to be governed only by applicable University policies.

Until a resolution is reached on the terms and conditions of employment for Class

4 employees, Class 4 employees who are members of the negotiations unit may

utilize the grievance procedure set forth in Article 14 of this Agreement to grieve

alleged violations of only those University policies that apply to Class 4

employees.

Article 61 – Self-Initiated In-Grade Salary Adjustment Pilot

Program

I. The following process shall be available for URA-AFT employees who wish to

self-initiate an in-grade salary adjustment review. The review process shall

be conducted as a pilot program beginning July 1, 2024 – June 30, 2026.

This Article and the pilot program shall sunset effective June 30, 2026.

Employees may request a one-time in-grade salary adjustment review if they

meet the following criteria:

A. The employee has been employed in their current position/job title

for a minimum of five (5) years.

B. The employee has not had another in-range/grade salary

adjustment review within the last 12 months prior to the date of

application.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

C. The employee is not serving in an Acting appointment as defined in

Article 2 at the time of application.

II. The following criteria should be used as the basis for requesting a self-

initiated in-grade salary adjustment review:

A. When an employee in the same position assumes a demonstrable

increase in the scope, depth, impact, responsibility, or complexity of

their job functions and their outcomes, which do not warrant an upward

reclassification of the employee’s grade;

B. When an employee transfers to a different position within the same

salary grade and assumes a demonstrable increase in the scope,

depth, impact, responsibility, or complexity of job functions and their

outcomes, which do not warrant an upward reclassification of the

employee’s grade;

C. In order to provide for an equity adjustment as a result of substantiated

internal and/or relevant external market considerations including

adjustments to address salary inequities based on relevant years of

service.

III. Process for Self-Initiated In-Grade Salary Adjustment Review

A. In order to self-initiate an in-grade salary adjustment review, an

employee must submit the following documents to UHR:

i. A completed self-initiated in-grade salary adjustment form;

ii. A copy of their current resume or a statement of the

employee’s education, work history, and relevant licenses

and certifications;

iii. A current Classification and Recruitment Form (“CARF”), if

available;

iv. An updated job description or CARF; and

v. Any other documents that may reasonably be required by

UHR.

An employee may also choose to submit additional documents.

A supervisory signature is required prior to UHR review. The

supervisor’s signature serves as confirmation that the change in job

functions, scope of responsibilities, and job requirements are

accurately reflected in the updated CARF. If the in-grade salary review

request relates to internal equity, the supervisor’s signature may also

serve as confirmation that any positions referenced are relevant to the

requestor’s position, scope of responsibilities, skills, knowledge, ability,

and experience. The supervisor will provide a signature

acknowledgment, electronic or otherwise, and confirm whether the

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

duties, responsibilities, job requirements, and other information

identified by the employee in the forms are accurately stated no later

than thirty (30) days from when the employee presents the supervisor

with the form for review. If the supervisor does not confirm the

accuracy of the information identified in the forms are accurate within

thirty (30) days, the matter shall move to UHR.

B. The review shall apply the criteria in Section II and shall be completed

within twenty (20) weeks of receipt by UHR of all required documents.

If a self-initiated in-grade salary adjustment request is denied, a written

explanation will be provided to the employee with a copy to the Union.

UHR shall provide notice to the Union of applications submitted either

via automated means or some other method agreed to by the parties

should automated means not be operationally feasible.

C. If UHR determines a salary in-grade adjustment is appropriate, the

increase will be effective retroactively to the payroll week start date

following receipt by UHR of all the completed request-for-salary-review

documents. The salary adjustment should not exceed ten (10) percent.

D. The employee may appeal if dissatisfied with the result of the UHR

review by submitting a written request to UHR stating the basis for the

appeal and including appropriate documentation. Appeal requests are

to be submitted within six (6) weeks of notification of the in-grade

adjustment. UHR will conduct a meeting with the employee as part of

the appeal process. UHR will complete the appeal review within eight

(8) weeks of receipt of the appeal request.

E. UHR will provide instructions on the UHR website on how to apply for

a self-initiated in-grade salary adjustment.

IV. Notwithstanding any other provision within the collective negotiations

agreement, this Article shall be the sole and exclusive process for self-

initiated in-grade salary adjustment reviews.

V. Requests submitted prior to July 1, 2024 or after June 30, 2026 shall not

be considered. Employees can only utilize this process once during the

term of the pilot program.

VI. All determinations made pursuant to this Article shall be made at the sole

and exclusive discretion of the University.

VII. If the union files a grievance to enforce this article, and it proceeds to

arbitration, an arbitrator’s remedial authority is limited to remanding for a

new review in compliance with the above definitions and processes. A

remand may be ordered even if the pilot program has expired.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

Article 62 – Term

This Agreement shall be effective from July 1, 2022 until 12 midnight on June 30, 2026.

Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

SideLetterAgreementBetweenURA‐AFT(Union)andRutgersUniversityRegarding

CommunityAssistantTraineeIandCommunityAssistantTraineeIIPositions



December4,2007



1. EffectiveJune30,2008,allemployeesinthetitleofCommunityAssistantTraineeII

willbereclassifiedintothetitleofCommunityAssistantTraineeIwitha

correspondingincreaseincompensation,inaccordancewithArticle_,Salary

Adjustments,andincreaseinjobresponsibilities. ThetitleofCommunityAssistant

TraineeII

willbeabolished.



2. EffectiveJune30,2009,allemployeesinthetitleofCommunityAssistantTraineeI

willbereclassifiedintothepositionofCommunityAssistantIIwitha

correspondingincreaseincompensation,inaccordancewithArticle_,Salary

Adjustments,andincreaseinjobresponsibilities.ThetitleofCommunityAssistant

TraineeIwill

beabolished.



3. ThecurrentSalaryRangecompensationstructureforCommunityAssistantTrainee

II,CommunityAssistantTraineeI,CommunityAssistantIIandCommunity

AssistantIpositionswillcontinueuntilsuchtimeasUniversityHumanResources

(UHR)placessaidpositionsintoaSalaryGradecompensationstructure.UHRshall

providenoticetotheUnionwhen

suchaplacementoccurs.



4. TheUnionfurtherrecognizesthatthenumberofemployeeshiredintothepositions

setforthinparagraphsone(1)andtwo(2)abovearesubjecttotheconstraintsofthe

fundingsourcesforsaidpositions.



Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026

SideLetterAgreementBetweenURA‐AFT(Union)andRutgersUniversity(Rutgers)

RegardingUnionInitiationFeesandAssessments



November28,2007



Totheextentpermittedbylaw,theUnionandRutgersagreethatifinthefuture

unioninitiationfeesorassessmentsareestablishedbytheUnion,Rutgerswilldeduct

saidfeesorassessmentsfromthebi‐weeklypaycheckofunionmembersinthe

bargainingunitasfollows. Thepayrolldeductionshall

commencenosoonerthanthirty

(30)daysafterreceiptbyRutgersfromtheUnionofavoluntarywrittenauthorization

forsuchdeduction(s)fromeachemployeeforwhomsuchadeductionshallbemade.

Thevoluntarywrittenauthorizationshallsetforththebi‐weeklyamounttobe

deducted.



Thewrittenauthorizationmaybecancelledandthedeductionterminatedupon

receiptbyRutgersofwrittennoticeofsuchcancellationbytheemployee.



Amountsdeductedpursuanttothissideletteragreementshallberemittedby

RutgerstotheUnioneveryfour(4)weekstogetherwithalistofthenamesofemployees

fromwhosepaysuchdeductionsweremade.



TheUnionherebyagreestoindemnify,defendandsaveharmlesstheUniversity

fromanyclaim,suitoraction,orjudgments,includingreasonablecostsofdefense

whichmaybebroughtatlaworinequity,orbeforeanyadministrativeagency,with

regardtoorarisingfromthedeductionfromsalariesofany

employeeofanysumof

moneydeductedundertheprovisionsofthissideletteragreement.



Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026



Rutgers/URA-AFT Local 1766 Agreement – July 1, 2022–June 30, 2026



A – 1

Appendix A

RUTGERS POLICY

Section: 50.3.3

Section Title: Legal Matters

Policy Name: University Indemnification Policy

Formerly Book: 6.4.4

Approval Authority: Board of Governors

Responsible Executive: Vice President and General Counsel

Responsible Office: Office of the Vice President and General Counsel

Originally Issued: 5/1972

Revisions: 6/1977; 7/1985

Policy:

50.3.3 UNIVERSITY INDEMNIFICATION POLICY

The University, subject to the requirement of law and public policy of New Jersey and

except as otherwise provided herein, shall indemnify to the full extent permitted by the

New Jersey Tort Claims Act, N.J.S.A. 59:1-1, et seq., and any amendments thereto, any

officer or employee acting as an agent of the University for any act or omission arising

out of and in the course of the performance of the duties of his or her office, position or

employment with the University, providing that the University shall have the right to

conduct the defense, including the appeals of any such officer or employee, it being

understood, as well, that the University shall defray all costs of defending such action,

including reasonable counsel fees and expenses. Any such indemnification may be

made by the University only as authorized in a specific case upon a determination that

indemnification is proper under the circumstances because the officer or employee met

the requisite standard of conduct set forth in the New Jersey Tort Claims Act.

This determination shall be made by the Vice President and General Counsel, who shall

be generally responsible for the administration of the University Indemnification Policy.

The Vice President and General Counsel may, however, in his or her discretion decide

that it is appropriate to refer a particular matter to the Board of Governors for its

determination. Such right of indemnification shall inure to the benefit of the legal

representative of any such officer or employee.

The foregoing indemnification shall be in addition to, and not in restriction or limitation of,

any privilege or power which the University may have with respect to the indemnification

or reimbursement of its officers or employees.

All regulations and procedures are subject to amendment.

A – 2

Appendix B

Dining Services Meal Program “Opt-Out” Form

LastName,First Name(PRINT) DiningServicesUnitandCampusLocation



To:   



Supervisor Date



IvoluntarilyrequesttooptoutoftheDiningServicesMealProgramduetomycurrent

workassignmentinanon‐diningfacilitywherefoodisnotserved. Iunderstandthat

shouldmyworkassignmentchangeatanytimetoadiningfacilitywherefoodisserved,

the

DiningServices–ExecutiveDirector’sOfficewillreinstatemyparticipationinthe

DiningServicesEmployeeMealProgram,andthemealchargeswillbereinstatedto

coincidewiththeeffectivedateofmytransfer.



Supervisor’sSignature Employee’sSignature



DiningServices–ExecutiveDirector’sOffice



Cc:



Dining Services – Executive Director’s Office

OfficeofUniversityLaborRelations

Payroll Services

EmployeeCopy 

URA‐AFT

A – 3

Appendix C

AGREEMENTCONCERNINGPAYROLLDEDUCTIONS

FORCONTRIBUTIONSTOCOMMITTEEON

POLITICALEDUCATION(“COPE”)FOREMPLOYEESREPRESENTEDBY

UNIONOFRUTGERSADMINISTRATORS,AMERICANFEDERATIONOF

TEACHERS(URA‐AFT),AFL‐CIO(“URA‐AFT”or“Union”)



WHEREAS,URA‐AFThasrequestedthatRUTGERS,THESTATE

UNIVERSITYOFNEWJERSEY(“Rutgers”)deductfromemployees’ wages

contributionstotheCOPE;and



WHEREAS,duringcontractnegotiationsURA‐AFTaskedRutgersto

makesuchpayrolldeductionandRutgersagreed,asdescribedinArticle31of

theparties’collectivenegotiationsagreement,andasdescribedinthisAppendix

CandinAppendixD,



WHEREAS,URA‐AFTandRutgersacknowledgethatRutgers’agreement

toimplementpayrolldeductionsforemployeeswhochoosetomake

contributionstoCOPEisnotinanywayanendorsementofCOPEbyRutgers;

and



WHEREAS,URA‐AFTandRutgershaveenteredintoanIndemnification

Agreement(AppendixDtotheparties’collectivenegotiationsagreement)

executedsimultaneouslywiththisAppendixCforthepurposeofindemnifying

RutgersagainstanyliabilityarisingfromRutgers’implementationofthispayroll

deductionprogram;



NOW,THEREFORE,thepartiesenterintothisAppendixinordertoset

forththeparametersforadministrationofthepayrolldeductionforemployee

contributionstoCOPE(“payrolldeduction”)foremployeesrepresentedby

URA‐AFTandforthepurposeofprescribingtheobligationswhichRutgerswill

undertakeinregardtothispayrolldeductionandtheobligationswhichURA‐

AFTwillundertake:



1. General:Responsibilityforcommunicatingtoemployeesinformation

aboutthepayrolldeductionresideswithURA‐AFTandnotwithRutgers.

However,URA‐AFTrepresentativesmaynotconductanybusinesswhatsoever

concerningthispayrolldeductiononworktime. Furthermore,noresourcesof

A – 4

Rutgersmaybeusedwithrespecttothepayrolldeductionexceptasexplicitlyset

forthinthisAppendix.



2. MarketingandEnrollment:



a. Responsibilityforcommunicatingtoemployeesinformationaboutthe

payrolldeductionresideswithURA‐AFT.



b. URA‐AFTacknowledgesthatthepayrolldeductionisnotselected,

sponsored,orendorsedbyRutgersorbytheStateofNewJerseyandagreesnot

tomakeanyrepresentationstothecontrary.URA‐AFTagreesthatnomaterials

whicharedistributedconcerningthepayrolldeductionwillidentifyRutgersor

theStateofNewJerseyinanywayasasponsororendorserandfurtheragrees

thatsuchmaterialswillincludethefollowingstatementapprovedbyRutgers

disclaiminganyresponsibilityonthepartofRutgersfortheinformation

containedtherein:



ThepayrolldeductionsuggestedbyURA‐AFTisnotsponsoredor

endorsed

inanywaybyRutgers,theStateUniversityorbyanyoneonitsbehalf,or

bytheStateofNewJersey.Rutgersmakesnopromisesorrepresentations

ofanykindwhatsoeverconcerningthispayrolldeduction.



SuchmaterialswillclearlyidentifytherepresentativesofURA‐AFTwhoare

responsibleforadministrativedetailsofthepayrolldeductionsuchasinquiries

andproblemresolution.



URA‐AFTwill(withinseven(7)daysoftheeffectivedateofthecollective

negotiationsagreementtowhichthisisanAppendix)submittoRutgersdraft

materials(letters)fortheUniversity’sreviewandapproval,whichconformtothe

requirementsassetforthherein.Ifadditionalmaterialsfororaboutthepayroll

deductionareusedtopromotethepayrolldeductionorsolicitapplicationsthat

refertoRutgersortheStateofNewJerseytheywillbesubmittedtoRutgers’

OfficeofLaborRelationsforreviewbeforedistributioninordertoensurethat

suchmaterialscomplywiththeprovisionsofthisAppendix.



c. IntheeventthattheUniversityreceivesaCOPEauthorizationform

directlyfromanemployee,ratherthanfromURA‐AFT,theUniversityshall

provideURA‐AFTwithacopyoftheformatthetimethenextCOPEdeductions

aresenttoURA‐AFT,andURA‐AFTthereaftershallincorporateanychangeson

thenextrosteritprovidespursuantto4.c.below.

A – 5

3. Cancellations:Anexistingpayrolldeductionmaybecancelledwiththirty

(30)daysnoticetoRutgersfromtheemployee.URA‐AFTwillpreparea

cancellationnotice(withinseven(7)daysoftheeffectivedateofthecollective

negotiationsagreementtowhichthisisanAppendix)forRutgers’reviewand

approval.



4. URA‐AFTAgrees:



a. ToprovidetoRutgersevidencethatCOPEisproperlyregisteredas

requiredby



applicablelawcomplieswithreportingrequirementsimposedbylawandmakes

contributionsonlyincompliancewithapplicablelegalstandards.



b. Toacceptonamonthlybasiswhateverpayrolldeductionshavebeen

authorizedbythisAppendixandtomakethecontributionstoCOPE.



c. ToprovideRutgers bythefirstofeachmontharosterinaformattobe

specifiedbyRutgerswiththename,socialsecuritynumberandbiweekly

deductionamountforemployeesinthecollectivenegotiationsunitwhohave

authorizedpayrolldeductionsforCOPE.



d. ToprovidefortheUniversity’sreviewallauthorizationssignedby

employees,allcancellationssignedbyemployeesandalldocumentsrelatedto

adjustmentsorchangestothepayrolldeductionandtothereafterretainthe

documents.



e. Toproviderefundstoparticipantsasnecessary.



f. Toberesponsibleforalladministrativedetailssuchasinquiries,

adjustmentsandproblemresolution.



g. Tomakeroutineadjustmentstorecoverpreviouslyremittedcontributions

toURA‐AFTwhenRutgerssubsequentlydeterminesthatsuchcontributions

shouldnothavebeencreditedtoCOPEduetotheparticipant’shavingreceived

unearnedsalary.



h. Toimplementnewenrollments,adjustments,orcancellations

prospectivelyonly,withnoretroactiveadjustments,exceptasmayberequired

byParagraph4.g.aboveandbyParagraph5.b.below.

A – 6

i. TonotifyRutgersofthecancellationofpayrolldeductionsbyany

participantbythefirstofthemonthpriortothemonthinwhichdeductionsare

tobediscontinued. Toensurethattheamountthattheemployeedeductsfrom

eachpaycheckshallinnoeventexceed$5,000peryear,orsuchotheramountas

thelawpermits.



5. PayrollDeductions:



a. Rutgerswillbegintotakeemployeepayrolldeductionsoffixeddollar

amountsspecifiedontheinitialrosterstobesuppliedbyURA‐AFT,inaformat

specifiedbyRutgers,onoraboutthirty(30)daysafterreceiptinPayrollServices

ofrosters. Suchpayrolldeductionswillbeginonthefirst“benefits”payrollof

eachmonthandwillbeinthebiweeklyamountspecifiedbyURA‐AFTprovided

theparticipanthassufficientnetpaytocoverthisdeductionafterallother

mandatoryandvoluntarydeductionsaretaken. Therewillbenoretroactive 

deductions.



b. AnyamountsoverdeductedwillberefundedtotheemployeebyURA‐AF T. 



c. Payrolldeductionwillcontinueuntilsuchtimeastheparticipantmoves

outofapositionrepresentedbyURA‐AFT,terminates,requeststohavethe

deductionscease,anewauthorizationisreceivedfromURA‐AFTspecifyinga

differentdeductionamountoratermandconditionofthisAppendixfails.



d. RutgerswillsubmitdeductionstoURA‐AFTwithinfifteen(15)daysafter

theendofthemonthinwhichsuchdeductionsaretaken,alongwitharoster

reflectingthedetailofthedeductions.



e. Rutgerswillprovideprogrammingforthesedeductionsatnocostto

URA‐AFT. URA‐AFTwillbeliableforadministrative,processingandother

costsincurredbyRutgersinadministeringpayrolldeductions. Invoiceswillbe

submittedperiodicallytoURA‐AFTbyRutgers. Paymentisduewithinthirty

(30)daysafterthedateofinvoice. Rutgersmaysuspendpayrolldeductionsif

paymentisnotmadeinatimelyfashion.



6. Grievances:URA‐AFTagreesnottofilegrievancesonitsownbehalfor

onbehalfofanybargainingunitmemberconcerningArticle31oftheparties’

collectivenegotiationsagreement,concerningthevalidity,implementation,or

anyothermatterrelatedtothisAppendix,orconcerningthevalidity,

implementationoranyothermatterrelatedtoAppendixDtotheparties’

collectivenegotiationsagreement. ThesoleandexclusiveremedyofURA‐AFT

A – 7

andbargainingunitmembersforanyandallsuchclaimsshallbetopresent

themforconsiderationtoaLaborManagementConferenceassetforthinArticle

19oftheparties’collectivenegotiationsagreement.



7. SoleandEntireAgreement:Article31oftheparties’collective

negotiationsagreement,thisAppendixandtheIndemnificationAgreementset

forthinAppendixDexecutedsimultaneouslywiththisAppendixconstitutethe

soleandentireagreementsbetweenRutgersandURA‐AFTconcerningpayroll

deductionsforcontributionstoCOPEforemployeesrepresentedbyURA‐AFT.

Nootherpromisesoragreementsshallbebindingonthepartiesunlesstheyare

inwritingandsignedbythepartiestotheseagreements.



8. EffectiveDate:ThisAppendixiseffectiveassoonaspracticalafterthe

effectivedateoftheparties’collectivenegotiationsagreementtowhichthisshall

beanAppendix.



A – 8

Appendix D

INDEMNIFICATIONAGREEMENT

WHEREAS,theUnionofRutgersAdministrators,AmericanFederationof

Teachers,AFL‐CIO,(“URA‐AFT”)hasrequestedthatRUTGERS,THESTATE

UNIVERSITYOFNEWJERSEY(“Rutgers”)allowemployeestochoosetodeduct

fromtheirpaychecksamountstobecontributedtotheAFTCommitteeon

PoliticalEducation(COPE),apoliticalactioncommitteeregisteredwiththe

FederalElectionCommission;

WHEREAS,URA‐AFTacknowledgesthatRutgershasagreedtomake

suchdeductionsassetforthinArticle31oftheparties’collectivenegotiations

agreementandinAppendixCtheretoexecutedsimultaneouslyherewith;and

WHEREAS,URA‐AFTacknowledgesthat,totheextentthatRutgers

makespayrolldeductionsforemployeeswhochoosetomakecontributionsto

COPE,RutgersisnotinanywayendorsingCOPE;and

WHEREAS,Rutgerswillhonorvalidwrittenrequestsforpayroll

deductionstomakecontributionstoCOPEthataresignedbyemployees

representedbyURA‐AFTandforwardtheamounts sodeductedtoURA‐AFT,as

setforthmoreparticularlyinAppendixC,onlyontheconditionthat URA‐AFT

indemnifyRutgersagainstanyliabilityarisingfromRutgers’participationin

makingthesepayrolldeductionsavailable;

NOW,THEREFORE,inconsiderationofRutgers’andURA‐AFT’s

agreementthatRutgershonorvalidwrittensignedrequestsforpayroll

deductionstobemadeforcontributionstoCOPEandtoforwardtheamountsso

deductedtoURA‐AFT,thepartiesagreeasfollows:

1. URA‐AFTagreestoindemnifyandholdRutgers,itsgovernors,

trustees,officers,agents,employees,representatives,successorsandassigns,

harmlessagainstanyandallliabilities,costs,claims,expenses,losses,judgments,

attorneys’feesandinterest,ofanynatureandwithoutlimitation,arisingin

wholeorinpartfrompayrolldeductionsforCOPEbyRutgers’employeesorthe

implementationorapplicationofthepayrolldeductionprogram. Rutgersshall

retainitsrighttodetermineitscourseofconduct,includingbutnotlimitedtothe

righttoselectcounselanddeterminestrategy,inanyclaimoractionarisingout

oforbyreasonoftheofferingthepayrolldeductiontoRutgers’employees,or

theimplementationorapplicationofthepayrolldeductionprogram.

2. ThisIndemnificationAgreementalsoshallcoveranyclaimsoractions

inconnectionwithdefendingthelegalityofthisIndemnificationAgreement.

A – 9

Furthermore,URA‐AFTwillnotchallengethelegalityofthisIndemnification

Agreementoranyportionthereof,norassistanyotherpersonorentityindoing

so.IntheeventthatthisIndemnificationAgreementisdeemedtobeillegalor

againstpublicpolicyorotherwiseunenforceablebyanycourtoradministrative

agencyofcompetentjurisdiction,thepartiesagreethatanyobligationswhich

RutgersotherwisemayhaveregardingpayrolldeductionsforCOPEunder

Article31ofthecollectivenegotiationsagreementandunderAppendixCthereto

shallcease,effectiveimmediately.

3. URA‐AFTrepresentsandwarrantsthattheexecutionandperformance

ofthisIndemnificationAgreementhasbeendulyauthorizedandthatthe

officer(s)executingtheIndemnificationAgreementonURA‐AFT’sbehalfisduly

authorizedtodoso.

4. ThisIndemnificationAgreementshallbegovernedbythelawsofthe

StateofNewJersey.



A – 10

Appendix E – Salary Tables

URA-AFT Admin Grade Structure

Effective July 1, 2022

Effective July 1, 2023

Grade Minimum Midpoint Maximum Grade Minimum Midpoint Maximum

35,585

44,168

52,750

36,919

45,824

54,728

40,720

50,588

60,455

42,247

52,485

62,722

46,624

57,973

69,321

48,372

60,147

71,921

53,413

66,466

79,518

55,416

68,958

82,500

61,222

76,230

91,238

63,518

79,089

94,659

70,200

87,461

104,722

72,833

90,741

108,649

80,527

100,376

120,225

83,547

104,140

124,733

92,403

115,231

138,059

95,868

119,552

143,236

106,060

132,311

158,562

110,037

137,273

164,508

121,766

151,954

182,142

126,332

157,652

188,972

139,826

174,542

209,258

145,069

181,087

217,105

160,594

200,519

240,443

166,616

208,038

249,460

Effective July 1, 2024

Effective July 1, 2025

Grade Minimum Midpoint Maximum Grade Minimum Midpoint Maximum

38,211

47,427

56,643

Salaries to be calculated at a

future date pursuant to Article 41.

43,726

54,322

64,917

50,065

62,252

74,438

57,356

71,372

85,388

65,741

81,857

97,972

75,382

93,917

112,452

86,471

107,785

129,099

99,223

123,736

148,249

113,888

142,077

170,266

130,754

163,170

195,586

150,146

187,425

224,704

172,448

215,320

258,191

A – 11

Appendix E – Salary Tables

URA-AFT Information Technology Grade Structure

Effective July 1, 2022

Effective July 1, 2023

Grade Minimum Midpoint Maximum Grade Minimum Midpoint Maximum

40,531

50,325

60,118

42,051

52,212

62,372

46,406

57,669

68,931

48,146

59,831

71,516

53,166

66,117

79,068

55,160

68,597

82,033

60,937

75,832

90,726

63,222

78,675

94,128

69,876

87,004

104,131

72,496

90,266

108,036

80,151

99,850

119,549

83,157

103,595

124,032

91,969

114,622

137,274

95,418

118,920

142,422

105,563

131,614

157,665

109,522

136,550

163,577

121,190

151,150

181,109

125,735

156,818

187,901

139,166

173,619

208,072

144,385

180,130

215,875

159,840

199,460

239,079

165,834

206,939

248,044

183,610

229,174

274,737

190,495

237,768

285,040

Effective July 1, 2024

Effective July 1, 2025

Grade Minimum Midpoint Maximum Grade Minimum Midpoint Maximum

43,523

54,039

64,555

Salaries to be calculated at a

future date pursuant to Article 41.

49,831

61,925

74,019

57,091

70,998

84,904

65,435

81,429

97,422

75,033

93,425

111,817

86,067

107,220

128,373

98,758

123,083

147,407

113,355

141,329

169,302

130,136

162,307

194,478

149,438

186,435

223,431

171,638

214,182

256,726

197,162

246,089

295,016

A – 12

Appendix E – Salary Tables

URA-AFT Community Assistant Salary Range Structure

Effective July 1, 2022

Effective July 1, 2023

Ran

e Minimum Maximum Ran

e Minimum Maximum

32,510 42,996

33,729 44,608

33,835 44,833

35,104 46,514

35,213 46,747

36,533 48,500

36,663 48,757

38,038 50,585

38,195 50,870

39,627 52,778

39,790 53,081

41,282 55,072

41,475 55,441

43,030 57,520

43,238 57,888

44,859 60,059

Effective July 1, 2024

Effective July 1, 2025

Ran

e Minimum Maximum Ran

e Minimum Maximum

34,910 46,169

Salaries to be

calculated at a future

date pursuant to Article

41.

36,333 48,142

37,812 50,198

39,369 52,355

41,014 54,625

42,727 57,000

44,536 59,533

46,429 62,161

A – 13

Appendix F

URA-AFT JOB TITLES

TITLE

GRADE/

RANGE

ACCTG ASST I

ACCTG ASST I, PAYRL

ACCTG ASST II

ACCTG ASST II AP

ACCTG ASST II, COLLC

ACCTG ASST II, PAYRL

ACCTG MGR II, BUS PROC & COMM

ACCTG SPECIALIST, PAYRL

ACCTG SPECIALST

ACCTG SPVR II, CASH

ACCTG SPVR III, SAR

ACTING ASST DIR EDT/M SV RU MG

ADMINISTRATIVE ASSISTANT

ADMINISTRATIVE COORDINATOR

ADMISSIONS DATA SPECIALIST

ADMISSIONS OFFICER

ALUMNI REL OFFICER I

AQUATICS COORDINATOR

AREA COORDINATOR

ASSISTANT FACILITIES PLANNER

ASSISTANT MANAGER

ASSISTANT TO DEAN

ASSISTANT TO THE DEAN

ASSOC DEAN II

ASSOC DIR DEVELOPMENT

ASSOC DIR PUBLIC REL COMM/MKTG

ASSOC DIRECTOR

ASSOC MUSEUM REGISTRAR

ASSOC UNIVERSITY ADMIN EOF

ASST CAMPUS FACILITIES MGR

ASST CONFERENCE COORD

ASST COORD MULTCTRL RECRTMT AF

ASST CURATOR EDU & OUTREACH

ASST DEAN

ASST DEAN I

ASST DEAN II

SST DEAN III

ASST DEAN STUDENT MGT SPEC PRO

ASST DIR DEVELOPMENT CORP

TITLE

GRADE/

RANGE

ASST DIR EDIT/MEDIA SVC BRDCST

ASST DIR EDIT/MEDIA SVC PROD

SST DIR MKTG & COMMUNICATIONS

ASST DIR PUBLIC AFFAIRS

ASST DIR PUBLIC REL MKT COMM

ASST DIR STATE REL

ASST DIR STUDENT AFFAIRS

ASST DIRECTOR

ASST DIRECTOR ADMISSIONS

ASST FINANCIAL AID SPECIALIST

ASST INSTRMNT MAKER

ASST MANAGER COMPLIANCE

ASST MANAGER EVENT SERVICES

ASST MANAGER OF RESIDENCE LIFE

ASST MANAGER SECURITY SYSTEMS

ASST MASS SPECTROMETRIST

ASST MGR ACADEMIC PROGRAMS

ASST MGR CATERING

ASST MGR FINANCIAL AID

ASST MGR HOUSING ADMIN

ASST MGR PUBLIC SAFETY OPRNS

ASST MGR SECURITY SYSTEMS

ASST MGR TRANSIT SVCS

ASST MGR-TICKET OPERATIONS

ASST NMR FACILITY SPECIAL

ASST PROJECT MGR

ASST REGIONAL MGR RSBDC

ASST REGISTRAR

ASST SUPERVISOR CASHIERING

ASST TO ASSOC ATHL DIR

ASST TO DEAN

ASST TO DIR-PALS

ATHLETIC & RECREATN FACLTY MGR

ATHLETIC ACADEMIC ADVISOR

BUDGET ANALYST II

BUDGET ANALYST III

BUDGET SPECIALST

BUSINESS ASST I

BUSINESS ASST II

BUSINESS DEVELOPMENT ASSOCIATE

A – 14

BUSINESS DEVELOPMENT SPEC

BUSINESS MGR II

BUSINESS MGR III

BUSINESS SPECIALST

BUYER

BUYER-PURCHASING/SALES SPEC

CAREER COUNSELING OFFICER

CAREER MANAGEMENT SPECIALIST

CERTIFICATION AUDITOR

CHEF MANAGER I

CHEF MANAGER II

CHIEF ENGINEER, BUSCH COGEN

PLANT

CHIEF OPERATING ENGINEER

CHIEF OPERATING ENGINEER I

COMMUNICATIONS ADMINISTRATOR

COMMUNICATIONS DISPATCH SUPVR

COMMUNITY ASST I

COMMUNITY ASST II

COMMUNITY ASST TRAINEE I

COMMUNITY ASST TRAINEE II

COMMUNITY BUSINESS SPECIALIST

COMMUNITY COORDINATOR

COMPLIANCE ADMINISTRATOR

CONCESSIONS SUPERVISOR

CONFERENCE COORDINATOR

CONSTRUCTION CODE CONTROL

SST

CONSTRUCTION INSPECTION AGENT

CONTRACT ANALYST

CONTRACT GRANT ASSISTANT

COORD ACAD SVCS & STDT RECORDS

COORD BUILDING SERVICES

COORD CAMPUS CARD OPERATIONS

COORD COOP EDUCATION COOK

COORD FACILITIES & EVENTS

COORD INSTRUCTIONAL CLASSES

COORD KEYBOARD INSTRUMENTS

COORD LEARNING LAB NURSING

COORD OF ADMINISTRATIVE SERVIC

COORD OF ADMINISTRATIVE SVCS

COORD OF SPECIAL PROGRAMS

COORD OUTDOOR RECREATION

COORD PROGRAMS

COORD RECREATIONAL PROGRAMS

COORD REGISTRATION DEPLOYMENT

COORD RESIDENT SUPPORT SVCS

COORD SHIPPING&RECEIVING

COORD STUDENT AFFAIRS

COORD STUDENT INSURANCE

COORD STUDENT SERVICES

COORD TECHNICAL SERVICES

DATA CENTER INFRASTRUCTURE

SPEC I

DATA CENTER INFRASTRUCTURE

SPEC II

DEBT MANAGEMENT ASSOCIATE

DEPARTMENT ADMINISTRATOR

DESIGN SPECIALIST

DEVELOPMENT ASST

DEVELOPMENT SPEC I STEWARDSHIP

DEVELOPMENT SPEC II

DEVELOPMENT SPEC II RESEARCH

DEVELOPMENT SPECIALIST I

DEVELOPMENTAL SPECIALIST

DIGITAL SUPPORT SPECIALIST

DINING HALL SUPERVISOR

DIR GATEWAY PROGRAM

DIR COMMUNITY OUTREACH

DIR MULTICULTURAL ENGAGEMENT

DIR OF RUTAP

DIR PAUL ROBESON CULTURAL CTR

DISABILITY SERVICES COORDINATOR

EDIT/MEDIA ASST

EDIT/MEDIA ASST COORD

EDIT/MEDIA SPEC I ATHL

EDIT/MEDIA SPEC I C/W

EDIT/MEDIA SPEC I DESIGN

EDIT/MEDIA SPEC I E/W

EDIT/MEDIA SPEC I GRAPHICS

EDIT/MEDIA SPEC I PHOTO

EDIT/MEDIA SPEC I TV

EDIT/MEDIA SPEC I WEB

A – 15

Appendix F

URA-AFT JOB TITLES

EDIT/MEDIA SPEC II C/W

EDIT/MEDIA SPEC II EDITOR

EDIT/MEDIA SPEC II PUBLICATION

ELECTRONICS ANALYST

ENERGY MANAGEMENT ANALYST

ENERGY MANAGEMENT CONTROL SPE

EQUIPMENT SPECIALIST

EXEC ASSISTANT

EXEC PASTRY CHEF

EXECUTIVE AIDE

FACILITIES & EVENT COORDINATOR

FACILITIES COORDINATOR

FACILITIES DATABASE ANALYST

FIELD AND LAB PROGRAM ADM

FIELD OPERATIONS TECHNICIAN

FITNESS COORDINATOR I

FOOD PRODUCTION MANAGER

FOREPERSON CUSTODIAL SERVICES

FOREPERSON GROUNDS

FOREPERSON KEY SHOP

FOREPERSON MAINTENANCE

FOREPERSON WAREHOUSE

FOREPERSON WAREHOUSE OPERS

FOREPERSON, RENOVATIONS

GIS TECHNICIAN

GRANT COORDINATOR

GRANT FACILITATOR

HEALTH EDUCATION SPECIALIST

HIGH VOLTAGE OPERATIONS

SUPERVISOR

HORTICULTURIST

INFORMATION SPEC ADMISSIONS

INFORMATION SPECIALIST

INFORMATION SPEC-UNIV LIBRARY

INSTITUTIONAL RESEARCH SPECIAL

INSTRUCTIONAL DESIGN SPECIALIST

INSTRUCTIONAL LAB SPECIALIST

INSTRUMENTATION ENGINEER

INT DESIGN RENOV SPECIALIST

INTELLECTUAL PROPERTY MANAGER

INTERNATIONAL SERVICES ADVISOR

INTERNATIONAL STUDENT ADVISOR

INTL FACULTY SCHOLAR SRVS ADV

INTRAMURAL/SPORTS CLUB COORD

IRB ADMINISTRATOR

LAB FACILITIES SPECIALIST

LABORATORY FACILITIES MANAGER

LABORATORY OPERATIONS COORD

LEARNING SPECIALIST

LIBRARY ASSOCIATE I

LIBRARY ASSOCIATE II

LIBRARY ASSOCIATE III

LIBRARY SPECIALIST

LIBRARY SPECIALIST-DIGITAL RES

LIBRARY SUPERVISOR I

LIBRARY SUPERVISOR II

LICENSE SOFTWARE COORDINATOR

MAINTENANCE OPERATIONS

MANAGER

MANAGER CAMPUS CENTER

MANAGER COLLEGE PROGRAMS

MANAGER COMPUTER REPAIR

MANAGER EOF

MANAGER FACILTES USE CONF SVC

MANAGER FOR CAMPUS ACTIVITIES

MANAGER HOUSING RES LIFE

MANAGER OF PARKING SERVICES

MANAGER OF RESIDENCE LIFE

MANAGER OPRTNS CONFERENCE SVC

MANAGER PROGRAMS

MANAGER RECREATIONAL SVCS

MANAGER SPECIAL EVENT&PRGMS

MANAGER STUDENT CENTER

MANAGER STUDENT INVOLVEMENT

MARKETING SPECIALIST

MEDICAL LAB SERVICES COORD

MGR ACADEMIC PROGRAMS

MGR ALUMNI REL

MGR CAMPUS COMPUTER FACILS

MGR COMPLIANCE & QUALITY CONTR

MGR CONCESSIONS & NOVELTIES

MGR DINING SERVICES

MGR FACILITIES SPEC PROJ/COMM

A – 16

MGR MUSEUM COLLECTIONS

MGR OF PLANNING & QA

MGR RESEARCH GREENHOUSE

MGR RU CTR INNOVATIVE PRNT&PPR

MGR RUTGERS GARDENS

MGR STUDENT ATHLETE CERT

MGR TECHNICAL OPERATIONS

MGR TRANSPORTATION PLANNING

MGR VISUAL RESOURCES

MGR WRITING CENTER

MGR WRITING PROGRAM

MICROCOMPUTER ANALYST

MULTIMEDIA SERVICES COORDINAT

MULTIMEDIA FACILITIES SPED

MUSEUM PREPARATOR

OPERATIONS AREA MANAGER

OPERATIONS COORD

PARKING GUARD LIEUTENANT

PARKING MAINTENANCE SUPERVISOR

PASTRY CHEF

PATENT INFORMATION SPECIALIST

PLANNER ESTIMATOR

PROCUREMENT CONTRACT SYS MGR

PROCUREMENT SOURCING

SPECIALIST

PRODUCER/DIRECTOR

PRODUCTION STAGE MANAGER

PROGRAM ASSOCIATE I

PROGRAM ASSOCIATE II

PROGRAM COORDINATOR I

PROGRAM COORDINATOR II

PROGRAM DEVELOPMENT ADMIN

PROGRAM DEVELOPMENT SPECIALIST

PROJECT COORDINATOR I

PROJECT COORDINATOR II

PROJECT MANAGER

PROPERTIES SUPERVISOR

PROPERTY CONTROL ASSISTANT

PROPERTY CONTROL SUPERVISOR

PROPERTY MANAGER

PUBLIC ASST COMMUNITY AFF

PUBLIC REL ASST

PUBLIC REL SPEC I

PUBLIC REL SPEC I ATHL

PUBLIC REL SPEC I CAMPUS INFO

PUBLIC REL SPEC I COMMUNITYAFF

PUBLIC REL SPEC I VISITOR INFO

PUBLIC REL SPEC II

PUBLIC REL SPEC II ATHL

PUBLIC SAFETY ASSISTANT I

PUBLIC SAFETY ASSISTANT II

PURCHASING ASSISTANT

PURCHASING COORDINATOR

QUALITY SPECIALIST

REAL ESTATE SPECIALIST

RECORDS SUPERVISOR

REGIONAL COORD STUDY ABROAD

REGIONAL MGR-RSBDC

RESEARCH CONTRACT/GRANT SPEC

RESEARCH FARM SUPERVISOR II

RESEARCH FARM SUPERVISOR III

RESEARCH PROGRAM COORDINATOR

RESEARCH PROJECT ASSISTANT

RESEARCH PROJECT COORDINATOR I

RESEARCH PROJECT COORDNATOR II

RESERVATIONS COORDINATOR

RESIDENCE HALL COORDINATOR

RESIDENCE LIFE COORDINATOR

SAFETY/COMPLIANCE

SCHEDULING ANALYST

SCHEDULING OFFICER

SECOND LIEUTENANT

SENIOR COMPLIANCE COORDINATOR

SENIOR TECHNICIAN REPAIR

SHIFT OPERATIONS SPECIALIST

SHIFT SPVR COMP OPERATIONS

SHIFT SPVR DATA CONTROL

SPACE MANAGEMENT OFFICER

SPECIAL EVENTS COORDINATOR

SPV COSTUME SHOP

SPV LABORATORY ANIMAL SERVICES

SPV LABORATORY OPERATIONS

A – 17

Appendix F

URA-AFT JOB TITLES

SPV MICROBIOLOGY GREENHOUSE

SPV POSTAL OPERATIONS

SPV, DISTRIBUTION SERVICES

SPV, STUDENT POST OFFICES

SPVING BUYER

SPV-TRANSCRIPTS/VERIFICATIONS

SR ACADEMIC PROGRAM COORD

SR ACCOUNTANT

SR ACCOUNTANT, COST

SR ADMINISTRATIVE ASSISTANT

SR ADMISSIONS OFFICER

SR ATHLETIC ACADEMIC ADVISOR

SR BUYER

SR BUYER & OPERATIONS COORD

SR COUNSELING & PROCESSING

SR DEPARTMENT ADMINISTRATOR

SR DESIGN PLANNER ESTIMATOR

SR DEVELOPMENT SPEC

SR EDIT/MEDIA SPEC

SR EDIT/MEDIA SPEC DESIGN

SR EXECUTIVE ASSOC

SR FACILITIES PROJ SPECIALIST

SR FINANCIAL AID OFFICER

SR FUNDS MANAGEMENT SPECIA

SR INTERIOR DESIGN SPECIALIST

SR MEDIA SERVICES COORDINATOR

SR PROGRAM ADMINISTRATOR

SR PROGRAM COORD

SR PROGRAM COORDINATOR

SR PROJECT ADMINISTRATOR

SR PROJECT COORDINATOR

SR PUBLIC REL SPEC

SR PUBLIC REL SPEC E/W

SR PUBLIC REL SPEC MKTG COMM

SR PUBLIC REL SPEC SCI

SR SCHEDULING OFFICER

SR STUDENT EMPLOYMENT SPEC

SR STUDENT PGMS COORD

STUDENT COUNSELOR

STUDENT COUNSELOR II

STUDENT EMPLOYMENT SPECIALIST

SUPERINTEND FACILITIES & OPERS

SUPERVISOR ADMISSIONS

SUPERVISOR BIO LEARNING CTR

SUPERVISOR CUSTODIAL SERVICES

SUPERVISOR UTILITY OPERATIONS

SUPPORT SERVICES COORDINATOR

SYSTEMS SUPPORT SPECIALIST

TECH COORD A/V SRVS

TECH MULTIMEDIA PRODUCTN COORD

TECHN SUPPORT SPECIALIST

TECHNICAL DIRECTOR

TECHNICAL SUPERVISOR

TECHNICAL SUPPORT SPECIALIST

TECHNICAL THEATER COORDINATOR

TECHNICAL/LIGHTING COORDINATOR

TECHNICAL/SOUND COORDINATOR

TRAINING & DEVELOPMENT COORD

TRAINING CENTER COORDINATOR

TRAINING COORDINATOR

TREASURY ANALYST III

TREASURY ANALYST II

UNDERGRADUATE REGISTRAR

UNIV RECORDS MGMT COORD

VETERINARY RESEARCH TECHNICIAN

VISUAL ARTS COORDINATOR

A – 18

Appendix G

APPLICATION OF THE SUBJECT TO LANGUAGE IN THE PREFACE TO

ARTICLE 41 – SALARY IMPROVEMENTS

The Fiscal Emergency (including the Subject to) language in this Agreement shall remain unchanged

and shall not be invoked with regard to any of the economic provisions in Article 41 – Salary

Improvements provided for in Fiscal Years 2023, 2024, and 2025.

In the event the University intends to withhold any of the economic provisions of this Article by invoking

the “subject to” language in the prefatory paragraph of this Article, it is agreed that the invocation of the

“subject to” language will be based on a determination by the University that there exists a fiscal

emergency.

If the University invokes the prefatory “subject to” language following the determination of a

fiscal emergency, the University agrees as follows:

1. The University shall provide the URA-AFT with written notice of at least twenty-one (21) calendar

days. The Notice shall contain a detailed explanation for the determination by the University that a

fiscal emergency exists and shall specify the action the University intends to take to address the

fiscal emergency at the conclusion of the twenty-one (21) calendar day notice period.

If due to a reduction in State funding/appropriations to the University for the next fiscal year, the

University determines that a fiscal emergency exists and if based on the date the University learns

of the reduction it is not possible to provide the full twenty-one (21) calendar days notice, the

University shall provide the maximum notice possible. If the University provides fewer than twenty-

one days notice, upon request of the URA-AFT negotiations pursuant to paragraph 3 below shall

commence within 72 hours; however, the University shall be permitted to delay the implementation

of salary increases during the shortened period of negotiations.

2. Along with the Notice provided to the URA-AFT pursuant to paragraph 1 above, the University shall

provide the latest available statements/financial documents, as follows:

- The financial information upon which the University relies as the basis for its claim that a

fiscal emergency exists;

- The audited financial statements for the prior fiscal year;

- Quarterly Statement of Net Position (Balance Sheet) for the current fiscal year;

- Current projection of the Income Statement for the Unrestricted Educational and General

Operating Funds (Operating Budget) for the current fiscal year;

- Quarterly Statement of Cash Flows (Statement of Cash Flows);

- Unaudited End of Year financial statements for the statements listed above;

- University budget request submitted to the Department of Treasury for past, current and

upcoming fiscal years; and:

- The University’s Unrestricted Operating Budget for the current fiscal year and budget for the

upcoming fiscal year.

The URA-AFT may request in writing additional financial information. Disputes over the

provision of information shall be decided by the designated arbitrator on an expedited basis.

3. During the notice period, upon written request by the URA-AFT, the University shall commence

negotiations over measures to address the fiscal emergency. The University is not obligated to

negotiate to impasse in order to withhold any of the economic provisions of this Article. At any point

The determination of whether a fiscal emergency exists shall not be limited to whether there is a reduction in State appropriations/funding.

A – 19

during the notice period the URA-AFT may file a category one grievance pursuant to paragraph 5

below.

4. The URA-AFT agrees that during the notice and negotiation period it will not initiate any legal action, in

any forum, to challenge the University’s intended action other than as specified in paragraph 3 above.

5. If the parties have not agreed upon measures to address the fiscal emergency, the URA-AFT may file a

grievance under Article 14 of the Agreement. The grievance shall proceed directly to arbitration under

Article 14, Step 4. Such arbitration shall be concluded within ninety (90) days of implementation of the

University’s decision to withhold any of the economic provisions outlined above in this Article.

The arbitrator shall determine whether a fiscal emergency existed (exists) at the University based on the

evidence presented. The arbitrator shall not have the authority to reallocate University funds.

The parties designate Arbitrator Bonnie Weinstock to hear disputes that arise under this Article. The parties

designate Arbitrator Joseph Licata as an alternate to hear such disputes. If neither arbitrator is available to

hear the dispute consistent with the provisions of this Article, the parties shall mutually agree upon another

arbitrator.

A – 20

Appendix H

Rutgers University

Performance Evaluation Form for Fiscal Year - (fill in)

Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name:

Notes: Performance evaluations for URA-AFT employees eligible for the Staff Compensation Program (SCP)

must be completed by April 30 of each fiscal year.

For more detailed instructions, see the UHR website (http://uhr.rutgers.edu/) or call 848-932-3020 and ask to

speak to an HR Consultant.

SECTION 1: APPRAISAL MATRIX

1. List the three to five Key Duties (use a word or short phrase to describe the duty) of the position.

2. Indicate the priority percentage for each duty (should total 100%).

3. Appraise each duty in Sections 3 & 4 (the following page), then transcribe the rating to the column below.

Key Duties Priority Rating

SECTION 2: OVERALL ASSESSMENT

Based upon the appraisal rating for each key duty and its priority level, indicate the employee’s overall

appraisal rating which reflects their performance during the past year by checking one of the categories

below. Use the following rating scale and provide comments to explain your rating.

(Check only one.)

 Meets Standards. This rating encompasses a wide range of performance from employees satisfactorily

meeting job expectations to making exceptional contributions in advancing the objectives of their departments

and/or the university.

 Does Not Meet Standards. Employees who do not satisfactorily meet job expectations and overall do not

consistently perform their assigned responsibilities adequately will be given this rating. Employees who receive

this rating will be provided specific guidelines on how to improve performance and will be reevaluated again by

October 15 of this year.

Note: Performance in the higher priority duties should have a greater impact on the overall assessment

than performance in the lower priority areas.

Comments (add pages as necessary):

A – 21

Appendix H

Rutgers University

Performance Evaluation Form for Fiscal Year - (fill in)

Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name:

Key Duty #:

Note: Please copy this page for each Key Duty and attach additional pages to the form as necessary.

SECTION 3: PERFORMANCE STANDARDS

For each key duty, describe the performance expectations for the Meets Standards level of performance

for the current evaluation process.

□ Check here and detail on an attached page if standards are being modified for next year’s evaluation process.

 Meets Standards

 Does Not Meet Standards

SECTION 4: APPRAISAL & DOCUMENTATION

Appraisal

Check only one rating level to appraise the employee’s performance during the past year on the duty

described above. Use the explanations for the rating scales described in Section 2.

 Meets Standards

 Does Not Meet Standards

Support for Appraisal

Provide documentation and specific examples of performance or accomplishments to support your rating (attach

pages as necessary).

A – 22

Appendix H

Rutgers University

Performance Evaluation Form for Fiscal Year - (fill in)

Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name:

SECTION 5: PERFORMANCE IMPROVEMENT OR ENHANCEMENT

To be completed by supervisor based on performance ratings from prior year and performance

expectations for upcoming year. Must be completed and specific guidelines provided on how to improve

performance if overall evaluation is “Does Not Meet Standards”.

SECTION 6: SIGNATURES AND COMMENTS

Overall Appraisal Rating (from Section 2): □ Meets Standards

 Does Not Meet Standards (will be re-evaluated by October 15 of this year)

First-Level Supervisor Date

Comments:

Second-Level Supervisor Date

Comments:

Employee Date

Notes: An employee’s signature does not necessarily indicate agreement with this evaluation. An employee may

request a review of the evaluation in accordance with Article 41, Section E of the negotiated URA-AFT Agreement

and as explained in the “Review Process If SCP Procedure Is Not Followed” available on UHR’s website

(http://uhr.rutgers.edu/), or by calling University Human Resources at 848-932-3020.

A – 23

Appendix H

Rutgers University

Staff Compensation Program

Review Request Form

Union of Rutgers Administrators – American Federation of Teachers (URA-AFT)

URA-AFT employees eligible for the Staff Compensation Program (SCP) who claim that one of the following

occurred:

•

that the program procedures were not followed; or

•

that there was a demonstrable factual inconsistency in the employee’s evaluation; or

•

that they were not evaluated according to the performance standards for their job

may request a review by completing this form and submitting it to their immediate supervisor not later than 30

calendar days after receipt of the salary notification letter from University Human Resources or notification by the

department where there is no salary change. Employees may request a review in accordance with Article 41,

Section E of the negotiated URA-AFT Agreement which shall be the sole and exclusive remedy and appeal for

such claim. The judgment that forms the basis of whether an employee is evaluated as “meets standards” or

“does not meet standards” and the size of a salary increase pursuant to the SCP shall be at the sole and

exclusive discretion of the University and not subject to the above Appeal Process.

At each level, the employee shall provide a copy of all prior requests for review and prior written responses.

Step 1

To: Date:  / /

(Immediate Supervisor)

From:

(Staff Member’s Name)

I am invoking the appeal process for the following reason(s) (check & complete one or more sections):

 The program procedures were not followed. (Explain & attach pages as necessary)

 There was a demonstrable factual inconsistency. (Explain & attach pages as necessary)



I was not evaluated according to the performance standards for my job. (Explain & attach pages as

necessary)

(Signature of Staff Member)

A – 24

Appendix H

Rutgers University

Staff Compensation Program

Review Request Form

Union of Rutgers Administrators – American Federation of Teachers (URA-AFT)

Staff Member’s Name:

Supervisor’s Reply to Step 1 (Attach pages as necessary):

The supervisor must provide a written response

to the employee within 30 calendar days of receipt of the employee’s completed Review Request Form invoking

the appeal process.

Date: / /

(Typed Name of Supervisor) (Supervisor’s Signature)

Step 2

If the employee is not satisfied with the supervisor’s written response, the employee may, within 30 calendar

days of receipt of the supervisor’s written response, request in writing a review of the matter by the dean,

director, or department head who should also meet with the employee.

To: Date: / /

(Dean, Director or Department Head)

I request a review and meeting for the following reason:

Date: / /

(Signature of Staff Member)

cc: Immediate Supervisor

A – 25

Appendix H

Rutgers University

Staff Compensation Program

Review Request Form

Union of Rutgers Administrators – American Federation of Teachers (URA-AFT)

Staff Member’s Name:

Dean, Director or Department Head’s Reply to Step 2 (Attach pages as necessary): A written response

must be provided to the employee within 30 calendar days of receiving the employee’s request.

Date of Meeting with Employee: / /

Date: / /

(Typed Name o

Dean, Directo

(Signature)

Department Head)

If the employee is not satisfied with the written response of the dean, director, or department head, the employee

may, within 30 calendar days of receipt of the dean, director or department head’s response, request in writing a

review of the matter by the vice president, provost or designee for the employee’s area.

To: Date: / /

(Vice President, Provost or designee)

I request a review of this matter for the following reason:

Date: / /

(Signature of Staff Member)

cc: Immediate Supervisor

Dean/Director/Department Head

A – 26

Appendix H

Rutgers University

Staff Compensation Program

Review Request Form

Union of Rutgers Administrators – American Federation of Teachers (URA-AFT)

Staff Member’s Name:

Vice President, Provost or designee’s Reply to Step 3 (Attach pages as necessary): A written response

must be provided to the employee within 30 days of receiving the employee’s request. In all cases, the decision

of the Vice President, Provost or designee is final.

Date: / /

(Typed Name of Vice President (Signature)

Provost or designee)

cc: Immediate Supervisor

Dean/Director/Department Head

A – 27

Appendix I – page 1 of 2

RUTGERS, THE STATE UNIVERSITY OF NEW JERSEY

CERTIFICATIONS REQUIRED FOR USE OF SICK LEAVE TO CARE

FOR A SERIOUSLY ILL FAMILY MEMBER

This form must be submitted to your supervisor for approval in advance of your absence to provide care

for a seriously ill family member whenever possible. In cases when it is not possible to submit the form

in advance, it must be submitted not later than 30 days after your absence to provide care for a

seriously ill family member. Without prior and complete certification Sick Leave use will not be

permitted for the employee.

CERTIFICATION BY THE EMPLOYEE (please print clearly)

I have read the DEFINITIONS on the reverse side and I certify that on the following DATE(S):

; ; ; ; ; ; ; ; ; ; ; ; ;

; ;

I will/did provide the following CARE:

(please specify)

to my SERIOUSLY ILL FAMILY MEMBER

(Name of seriously ill family member)

who is my

(family member relationship)

Print Employee Name Employee Signature Date

CERTIFICATION BY HEALTH CARE PROVIDER

I have read the DEFINITIONS on the reverse side and I certify that the individual named above as the

SERIOUSLY ILL FAMILY MEMBER is my patient who suffers from a SERIOUS HEALTH CONDITION as

defined. I also certify that the above named employee of Rutgers University needs/needed to provide CARE

for the seriously ill family member identified above on the following dates:

; ; ; ; ; ; ; ; ; ; ; ; ;

; ;

Please print or type Name of Health Care Provider Type of Practice

Street Address Telephone Number

City, State, Zip Code Date of Certification

Signature of Health Care Provider License Number

A – 28

Appendix I – page 2 of 2

DEFINITIONS FOR USE OF SICK LEAVE TO CARE FOR A

SERIOUSLY ILL FAMILY MEMBER

Definition of Serious Health Condition

A. Illness, injury, impairment, physical or mental condition that involves one or more of the following:

1. Inpatient care in a hospital, hospice, residential medical care facility for treatment,

recovery, subsequent treatment in connection with the inpatient care.

2. Continuing treatment for:

a. a period of incapacity (inability to work, attend school, perform regular daily activities) for

more than 3 consecutive calendar days if the period of incapacity also involves treatment

two or more times by a health care provider followed by a regimen of continuing treatment

under the supervision of a health care provider. Regimen includes a course of prescription

medication or therapy requiring special equipment to resolve or alleviate the serious health

condition, e.g., oxygen.

b. a period of incapacity due to chronic serious health condition. A chronic condition is one

which (1) requires periodic visits for treatment by a health care provider; (2) continues over

an extended period of time; and (3) may cause episode rather than a continuing period of

incapacity, e.g., asthma, diabetes, epilepsy, etc.

c. a period of incapacity which is permanent or long term due to a condition for which treatment

may not be effective such as Alzheimer’s, a severe stroke, terminal stages of a disease.

d. Medical intervention, such as chemotherapy, dialysis, etc.

Not Included in Definition of Serious Health Condition

A. Ordinary cosmetic treatments, the common cold, flu, ear aches, upset stomach, minor ulcers,

headaches, routine dental problems are not serious health conditions. Mental illness, stress or

allergies are not a serious health condition unless all other conditions are met

B. Substance abuse is not a serious health condition unless treatment by a health care provider is

involved.

C. Over the counter medication, bed rest, exercise, and other similar activities that can be initiated

without a visit to a health care provider are not, by themselves, a regimen or treatment.

D. Treatment does not include routine medical, physical, eye, or dental exams.

Definition of Care of A Seriously Ill family Member

Care of a Seriously Ill Family Member is the employee’s attendance at a hospital, health care facility, or

at home, or transport to medical treatment, when certified by a health care provider. It does not cover

matters unrelated to medical needs such as baby-sitting, running errands, and/or running a business for

the family member while their is ill; for these purposes, the appropriate charge is vacation, administrative

leave, personal holiday, or leave without pay.

Covered Family Members

Mother, father, spouse, domestic partner, child, step child, foster child, grandchild, sister, brother,

grandmother, grandfather

Notes