Author: downeyt

CBA Rights – Sick Leave

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  Sick Leave UFF-BOT POLICY LEAVES Purpose: To establish policy and procedures concerning employee leaves. Policy: 8. Leaves Due to Illness/Injury Sick Leave Job-Related Illness/Injury Compulsory Leave Only (a) Sick Leave is in this post. Next week: Job-Related Illness/Injury Accrual Full-time employee receives 4 hours of sick leave for each pay period Part-time receives sick leave at rate proportionate to the percent of time employed Uses Personal illness or exposure to contagious disease which would… Continue reading

CBA Rights – Parental Leave

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Parental Leave UFF-BOT POLICY LEAVES Purpose: To establish policy and procedures concerning employee leaves. Policy: 7. Parental Leave Granted when employee becomes biological parent or pending adoption of a child 12 month employee receives full pay not to exceed 26 consecutive weeks 9 month employee receives full pay during Fall or Spring semester and at .33 FTE during Summer A or B, for a period not to exceed twenty-six consecutive weeks May use a combination… Continue reading

CBA Rights – Requesting Leave

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  Request for Leave UFF-BOT POLICY LEAVES Purpose: To establish policy and procedures concerning employee leaves. Policy: Requests for a Leave or Extension of Leave of One (1) Semester or More. For a leave of one (1) semester or more, an employee shall make a written request not less than 120 days prior to the beginning of the proposed leave, if practicable. For an extension of a leave of one (1) semester or more, an… Continue reading

CBA Rights – FMLA Leave

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Family and Medical Leave Act (FMLA) Entitlements UFF-BOT POLICY LEAVES Purpose: To establish policy and procedures concerning employee leaves. Policy: 6. Family and Medical Leave Act (FMLA) Entitlements. Provides 480 hours of leave without pay for medical reasons in a one-year period. FIU may require an employee use accrued leave with pay prior to requesting FMLA leave. President or designee shall within two business days notify employee that FMLA leave is granted. FIU may require… Continue reading

CBA Salary – Discretion

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  Salaries Article 11, Section 11.3 Discretionary Awards and Increases During the 2015-2016 academic year, the 2016-2017 academic year, and the 2017-2018 academic year, the FIU Board of Trustees or designee may provide additional salary increases and/or one-time awards totaling no more than one percent (1.0%) of the total employee payroll as of the last full pay period of the prior academic year. These increases may be provided for market equity considerations, including verified counteroffers… Continue reading

CBA Rights – Promotion

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  Promotions BOT-UFF POLICY PROMOTIONS Procedures: (1) Eligibility (1) Eligibility: Employees classified as Instructor, Lecturer, Senior Instructor, Senior Lecturer, Instructor Librarian, Assistant University Librarian, Associate University Librarian, Assistant Scholar/Scientist/ Engineer, Associate Scholar/Scientist/Engineer, Assistant Professor, Associate Professor , Research Associate, Senior Research Associate, Instructional Specialist, and Senior Instructional Specialist shall be eligible to apply for promotion. Employees appointed with the modifiers “Clinical” or “Professional Practice” shall be eligible for promotion. Employees appointed with the modifier “Visiting”… Continue reading

CBA Rights – Tenure

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  Tenure and Promotion Questions about tenure and promotion are common concerns among faculty. Below are only two areas that compose the larger issue surrounding T & P. I would urge all faculty to familiarize themselves with the Collective Bargaining Agreement and please feel free to call upon me to assist with this or other concerns you may have. ARTICLE 9 TENURE 9.4 Modification of Criteria: (a) Modifying Criteria. The University may modify the criteria… Continue reading

CBA Rights – Weingarten

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Weingarten Rights Weingarten Rights guarantee your right by law to union representation in a meeting if, at any point, the discussion becomes disciplinary in nature or if you feel the discussion affects your working conditions. You are entitled, by a Supreme Court ruling, to invoke this right at any point during the meeting. By law the meeting must end until union representation can be ensured. If you should find yourself in this situation, please contact… Continue reading

CBA Rights – Performance

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  Performance Evaluations BOT-UFF POLICY EMPLOYEE PERFORMANCE EVALUATION (B) Annual Evaluation Procedures. (1) Annually, the department chair or supervisor will prepare a written evaluation of all employees. (2) The proposed written annual evaluation, including the employee’s annual assignment furnished pursuant to the BOT-UFF Policy on Assignment of Responsibilities, shall be provided to the nine-month employee within forty-five (45) days after the end of the academic year for such evaluation will be made, or in the… Continue reading

CBA Rights – Assignment

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Assignment of Repsonibilities BOT-UFF POLICY ASSIGNMENT OF RESPONSIBILITIES Purpose: To describe principles and considerations governing assignment of professional responsibilities for employees. 6. Place of Employment. (A) Principal. Each employee shall be assigned one principal place of employment, as stated in the initial letter of offer. Where possible, an employee shall be at least nine (9) months notice of a change in principal place of employment. The employee shall be granted, upon written request, a conference… Continue reading