UConn-AAUP ProposalDecember 30,2015

ARTICLE 19

SALARY AND BENEFITS

1. Permanent employees who are half time or more, but not full time, shallreceive a prorated share ofall salary and fringe benefits.

The following increases shall be added to the base salary ofeach memberof the unit who is employedon April 1 ofthat calendar year and still employedon theeffective date ofthe increase in August ofeach year.

A: Effective August 03,2007, for those members ofthe bargainingunit whosoperformance is satisfactory, a flat dollar amount and porcontage increase inbase salary which together equal 2.71% ofthe combined salaries ofmembers ofthobargaining unit as ofDocombor 31,2006 will bo implemented. 2.0% poroont will boallocated to tho percentage increase, and .71 percent will be allocated to tho flat mtoincrease. This shall be increasedbetween2.71% and 3.0% to equal tho CPI*, should thatexceed 2.71%. In no case will tho adjustment bo loss than 2.71% nor more than 3.0%

Effective August 03,2007, a morit pool shall bo establishedcomprised of2.06% ofthe combined salaries ofmembers oftho unit as of Docombor31,2006, and will bo distributed in accordance with the procedures outlined in Article 25.Consistent with tho adjustmentaccording to tho CPI noted above, the merit pool shall boadjusted so that the total oftho economic package shall not exceed 1.80 % in thoaggregate, nor shall tho morit pool bo loss than 1.8%.

B: Effective August 1,2008, for those members ofthe bargaining unitwhoso performance is satisfactory, a flat dollar amount and percentage increase in basesalary which togetherequal 2.71%ofthe combinedsalariesofmembersofthe bargainingunit as of December31, 2007 will bo implemented. 2.0% percent will bo allocated to thoporcontage increase, and .71 percent will bo allocated to the flat rate increase. This shallbe increased between 2.71% and 3.0Vo to equal the CPP, should that oxcood 2.71%. Inno case will tho adjustment bo loss than 2.71% nor more than 3.0%

Effective August 1,2008, a merit pool shall bo establishedcomprised of2.06% oftho combined salaries ofmembers ofthe unit as ofDecember 31,2007, and will bo distributed in accordance with the procedures outlined in Article 25.Consistent with tho adjustmentaccording to the CPI noted above, the merit pool shall boadjusted so that tho total oftho economic package shall not exceed 4.80 % in theaggregate, nor shall the morit pool bo loss than 1.8%.

UConn-AAUP ProposalDecember 30, 2015

G-. Effective August 14, 2009, for thoso membora ofthe bargainingunit whoso porformanco is satisfactory, a flat dollar amount and percontago increasewhich together equal 2.71% oftho combined salaries ofmembers of tho bargaining unitas ofDecombor 31, 2008 will bo implemented. 2.0% percent will bo allocated to thopercentage increase and .74 % will bo allocated to the flat rato increase. This shall beincreased between 2.71% and 3.0% to equal the CPP, should that exceed 2.71%. hi nocase will tho adjustment bo less than 2.74% nor moro than 3.0%.

Effective August 11, 2009, a merit pool shall bo establishedcomprised of 2.06% oftho combined salaries ofmembers of tho imit as of December 31,2008 and will bo distributed in accordance with tho procoduros outlined in Article 25.Consistent with the adjustment according to tho CPI noted above, tho merit pool shall boadjusted so that tho total ofthe economic package shall not exceed 1.80% in theaggregate, nor shall tho merit pool be less than 1.8%.

Effective August 13, 2010, for thoso mombors of tho bargainingunit whoso porformanco is satisfactory, a flat dollar amount and percontago increasewhich together equal 2.71% oftho combined salaries ofmombors of tho bargaining unitas ofDecember 31,2009 will be implemented. 2.0% percent will bo allocated to thopercontago increase and .71 % will bo allocated to tho flat rate increase. This shall beincreased between 2.71% and 3.0% to equal the CPI*, should that exceed 2.71%. In nocase will tho adjustment be less than 2.71% nor moro than 3.0%.

Effective August 13,2010, a merit pool shall be establishedcomprised of2.06 % oftho combined salaries ofmombors oftho unit as of December 31,2009 and will be distributed in accordance with the procedures outlined in Article 25.Consistent with tho adjustment according to tho CPI noted above, tho merit pool shall boadjusted so that the total of the economic package shall not oxcood1.80 % in theaggregate, nor shall tho merit pool bo loss than 1.8%.

Tho CPI as referenced above is based on the index usod by tho Stato ofConnecticut to determine the CPI. The projections for tho coming fiscal year shall borequested as ofApril 1 ofeach year, and tho adjustments shall bo made accordingly nolater than Juno 1, following discussions between the University and tho AAUP.

[Article 19.1 was amended and extended by the June 2,2011 Memorandum ofAgreement as set forth below. Sec, infra, at pg. 65rl-

4^:^ There shall be no salary, flat dollar or merit increases in tho fiscalyear ending June 30,2012 or the fiscal year ending June 30,2013. Compensation will bofi-ozon at FY 2011 levels.

Or. Effective August 9,2013 for those members ofthe bargaining unitwhoso performance is satisfactory, a flat dollar amount and percontago increase whichtogether equal 2.75% ofthe combined salaries of tho bargaining unit as of December 31,2012, will bo implemented. 2.0% ofthe incroaso will be allocated to tho percentageincrease and .75% will be allocated to the flat mte increase. This shall bo increased

UConn-AAUP ProposalDecember 30, 2015

between 2.75% and 3.0% to equal tho CPI (as definod in Articlo 19, 1, D of thooollootivo bargaining agroemont), should that oxoeod 2.75%. In no case will thoadjustmont bo loss than 2.75% nor moro than 3.0%.

Effoctivo August 9,2013, a merit pool shall bo ostablishodcomprised of 2.06% oftho combined salaries of tho bargaining unit as ofDocombor 31,2012, and will bo distributed in aocordanco with tho procedures outlined in Articlo 25.Consistent with tho adjustment according to tho CPI noted above, tho merit pool shall boadjusted so that the total oftho economic package shall not oxcood d.81 % in theaggregate, nor shall tho merit pool be less than 1.81 %. An additional .19% shall bedistributed through the Provost's Fund pursuant to Memorandum ofAgreement No.2appended to the existing collective bargaining agreement.

4: Effoctivo August 8,2014 for those members ofthe bargaining unitwhoso performance is satisfactory, a flat dollar amount and percentage increase whichtogether equal 2.75% oftho combined salaries of the bargaining unit as ofDocombor 31,2013, will bo implemented. 2.0% ofthe incroaso will bo allocated to the percentageincroaso and .75% will bo allocatod to tho flat rate increase. This shall be incroasod

between 2.75% and 3.0% to equal the CPI, should that oxcood 2.75%. In no case will thoadjustmont be less than 2.75% nor more than 3.0%.

Effective August 8,2014, a merit pool shall be establishedcomprigod of2.06% oftho combined salaries of the bargaining unit as ofDocombor 31,2013, and will bo distributed in accordance with the procedures outlined in Article 25.Consistent with tho adjustmont according to tho CPI noted abovo, tho merit pool shall boadjusted so that the total ofthe economic package shall not exceed 4.81 % in theaggregate, nor shall the merit pool be less than 1.81 %. An additional .19% shall bodistributed through the Provost's Fund pursuant to Memorandum ofAgreement No.2appended to tho existing collective bargaining agreement.

Effoctivo August 7,2015 for those members oftho bargaining unitwhoso performance is satisfactory, a flat dollar amount and percentage incroaso whichtogether equal 2.75% ofthe combined salaries oftho bargaining unit as ofDocombor31,2014, will bo implemented. 2.0% oftho incroaso will bo allocatod to the percentageincrease and .75% will bo allocatod to the flat rate increase. This shall bo increased

between 2.75% and 3.0% to equal tho CPI, should that exceed 2.75%. In no case will thoadjustment bo less than 2.75% nor moro than 3.0%.

Effective August 7,2015, a merit pool shall be establishedcomprised of2.06% oftho combined salaries of the bargaining unit as ofDecember31,2011, and will be distributed in accordance with tho procedures outlined in i\rtiole 25.Consistent with tho adjustmentaccording to tho CPI noted abovo, the morit pool shall boadjusted so that the total of the economicpaclcage shall not exceed 1.81% in thoaggregate, nor shall the morit pool bo loss than 1.81 %. An additional .19% shall bedistributed through tho Provost's Fund pursuant to Memorandum ofAgreement No.2appended to tho existing collective bargaining agreement.

UConn-AAUP ProposalDecember 30, 2015

A. Effective August 6,2016 for those members ofthe bargaining unitwhose performance is satisfactory, a flat dollar amount and percentage increase, whichtogether equal 3.0% ofthe combined salaries of the bargaining unit as of December 31,2015, will be implemented. 2.0% ofthe increase will be allocated to the flat rate increaseand 1.0% will be allocated to the percentage increase. This shall be increased between3.0% and 3.25% to equal the CPI, should that exceed 3.0%. In no case will theadjustment be less than 3.0% nor more than 3.25%.

Effective August 6, 2016, a merit pool shall be established comprised of1.0% of the combined salaries ofthe bargaining unit as of December 31,2015, and willbe distributed in accordance with the procedures outlined in Article 25. Consistent withthe adjustment according to the CPI noted above, the merit pool shall be adjusted so thatthe total ofthe economic package shall not exceed 4.25% in the aggregate, nor shall themerit pool be less than 1.0%. An additional .19% shall bo diotributed through theProvost's Fund pursuant to Memorandum ofAgreoment No.2 appended to the existingcolloctivo bargaining agroomont.

B. Effective August 5, 2017 for those members ofthe bargaining imitwhose performance is satisfactory, a flat dollar amount and percentage increase, whichtogether equal 3.0% ofthe combined salaries of the bargaining unit as of December 31,2016, will be implemented. 2.0% ofthe increase will be allocated to the flat rate increaseand 1.0% will be allocated to the per cent increase. This shall be increased between 3.0%and 3.25% to equal the CPI, should that exceed 3.0%. In no case will the adjustment beless than 3.0% nor more than 3.25%.

Effective August 5,2017, a merit pool shall be established comprised of1.0% ofthe combined salaries ofthe bargaining unit as ofDecember 31,2016, and will bedistributed in accordance with the procedures outlined in Article 25. Consistent with theadjustment according to the CPI noted above, the merit pool shall be adjusted so that thetotal of the economic package shall not exceed 4.25% in the aggregate, nor shall the meritpool be less than 1.0%. An additional .19% shall bo distributod through the Provost'sFund pursuant to Memorandum ofAgreement No.2 appended to tho existing collectivebargaining agreement.

C. Effective August 4,2018 for those members of the bargaining unitwhose performance is satisfactory, a flat dollar amount and percentage increase, whichtogether equal 3.0% ofthe combined salaries of the bargaining unit as ofDecember 31,2017, will be implemented. 2.0% ofthe increase will be allocated to the percentageincrease and 1.0% will be allocated to the flat rate increase. This shall be increased

between 3.0% and 3.25% to equal the CPI, should that exceed 3.0%. In no case will theadjustment be less than 3.0% nor more than 3.25%.

Effective August 4,2018, a merit pool shall be established comprised of1.0% ofthe combined salaries of the bargaining unit as ofDecember 31,2017, and willbe distributed in accordance with the procediures outlined in Article 25. Consistent with

UConn-AAUP ProposalDecember 30,2015

the adjustment according to the CPI noted above, the merit pool shall be adjusted so thatv the total of the economic package shall not exceed 4.25% in the aggregate, nor shall the

merit pool be less than 1.0 %. An additional .19% shall bo distributed through thoProvost's Fund pursuant to Memorandimi ofAgreement No.2 appended to tho existingcollective bargaining agreement.

D. Effective August 3, 2019 for those members of the bargaining unitwhose performance is satisfactory, a flat dollar amount and percentage increase, whichtogether equal 3.0% of the combined salaries ofthe bargaining unit as of December 31,2017, will be implemented. 2.0% ofthe increase will be allocated to the percentageincrease and 1.0% will be allocated to the flat rate increase. This shall be increased

between 3.0% and 3.25% to equal the CPI, should that exceed 3.0%. In no case will theadjustment be less than 3.0% nor more than 3.25%.

Effective August 3,2019, a merit pool shall be established comprised of1,0% ofthe combined salaries ofthe bargaining unit as of December 31,2017, and willbe distributed in accordance with the procedures outlined in Article 25. Consistent withthe adjustment according to the CPI noted above, the merit pool shall be adjusted so thatthe total of the economic package shall not exceed 4.25% in the aggregate, nor shall themerit pool be less than 1.0 %. i\n additional .19% shall bo distributed through thoProvost's Fund pursuant to Memorandum ofAgreement No.2 appended to tho existingcollective bargaining agreement.

* The CPI as referenced above is based on the index used by the State ofConnecticut to determine the CPI. The projections for the coming fiscal year shall berequested as ofApril 1 ofeach year, and the adjustments shall be made accordingly nolater than June 1, following discussions between the University and the AAUP.

II. Promotions in Rank

Merit pools shall bo used for increases in base salary that result from promotionsin ranlc. Up to $10,000 shall be used for promotions payable during each fixed increaseperiod ofthe 2007 2011 contract. The amounts for promotions in rank for the 2016-2020contract shall be as follows:

Instructor $400 $2,000

Assistant Professor $550 $5,000

Associate Professor $1000 $7,000

Professor $1400 $12,000

Promotion increases shall be applied toward bringing unit members to theminimum oftho higher ranlcafter all other increases are awarded.

UConn-AAUP ProposalDecember 30, 2015

Satisfactory Evaluation

In departmentalized schools. Department Heads shall give facultymembers at least four months' warning before issuing an unsatisfactory performancerating. At the request of the member, the warning should Gpocify what would bo requiredshall trigger a meeting among the member, department head, and appropriaterepresentative of the UConn-AAUP to develop a plan to achieve a satisfactory rating.Failure to meet the standards enunciated shall be considered just cause for anunsatisfactory evaluation. In non-departmentalized schools, equivalent arrangementsshall be established by Deans and faculty members. Discipline for just cause underArticles 13.7 or 27 shall not be subject to this requirement.

S SalaryMinima

Effective July 1, 2007, July 1, 2016, the salary minima for eachprofessorial rank shall be no less than the lowest salary in each rank in the previousacademic year. Any proposed exceptions shall be discussed with ^ UConn-AAUP as iscurrent practice.

^ Benefits

A. Tuition Waiver

1. In addition to the waiver of tuition permitted under Chapter 185.b,Sections 10 a-105 (e, f, and g) of the 1983 revised ConnecticutGeneral Statutes, the Board ofTrustees shall have full authority towaive tuition for dependent children of members of the bargainingunit matriculating in an undergraduate degree program at theUniversity ofConnecticut or its regional campuses. In the event ofa faculty member's death while his/her child is enrolled, the waivershall continue through completion of the undergraduate degree andin no case more than a total of five academic years.

2. Each semester spouses of bargaining unit members who have beenaccepted into an undergraduate degree program at the Universityof Connecticut or one of its regional campuses may take non-laboratory courses—on a space available basis—with the consent ofthe instructor. Spouses taking courses under this option must signup for the course no earlier than the first day of classes and are notpermitted to pre-register.

B. Tuition Reimbursement

A sum of $20,000 10,000 shall be allocated each year of theagreement for tuition reimbursement, which shall be distributed according to existingguidelines. Tuition reimbursement will increase each vear consistent with the generalwage increase.

UCoim-AAUP ProposalDecember 30,2015

C. Health Insurance Programs

For the duration of this agreement, the health insurance programsestablished under the current SEBAC agreement will be available to bargaining unitmembers as specified both by the SEBAC agreement itselfand as expressed in thiscollective bargaining agreement.

D. Group Life Insurance

Group life insurance shall be available to bargaining unit membersat the same rate and coverage limits as provided to non-bargaining unit state employeesunder Sec. 5-257 ofthe Connecticut General Statutes.

E. Travel

Within the fimds appropriated, tho Board ofTruotoos shall havefull authority to allocate funds to tmvel and to authorize thoexpenditures ofsuoh funds for out of state travel under thoauthority oftho President or his/her designee.

The mileage reimbursement rate shall be adjusted annually inaccordance with federal guidelines.

F. Professional Development Fund

A flmd is established for professional development each year of thecontract. The individual benefit focus oftho Professional Development Fund shall not boaltered, but a joint Labor/Management Committee will also consider specialized traininginitiatives ofa broader membership benefit as proposed by the Provost on a nonrenewable basis. Funds for this purpose shall not exceed $50,000 in any year of theagreement. Tho individual benefit focus of tho Professional Development Fund shall notbe altered, however the parties recognize that up to 5% oftho flmd is intended tocomplement University sponsored professional development programs for departmentheads. Tho AAUP will bo notified ofprofessional development program expenditures fordepartment heads.

Annually, each eligible faculty member shall, upon request,receive up to $2000 from the Professional Development Fund for any academic-relatedtravel expenses (airfare, lodging, conference registration fees, per diem, etc.)

UConn-AAUP and the administration shall agree on a final count

ofeligible faculty members.

The fund shall be as follows:

2007 $500,000

UConn-AAUP ProposalDecember 30, 2015

2008 $525,000

2009 $550,000

2010 $575,000

Unused fimds will be rolled into the next fiscal year.

G. Disability Pay

In that all Alternate Rotiromont Plan participants roooivo disabilitycovomge, all approved modical Icavos ofabsonooofbargaining unit mombors so insuredshould bo roforrod for coverage when the medical leave exceeds the doduotiblo period.The University shall supplement the disability insurance so that the affected individualreceives the full equivalent oftalce homo pay as if they wore fully employed, according tomutually agreed upon guidelines established in 2000 2001. Guidelines for consideringthe granting ofmodical loaves shall bo developed by the parties no later than sixty (60)days after legislative approval, with the understanding that unresolved questions may bosubmitted for ad\isory ^bitmtion by either party.

In that all Alternate Retirement Plan participants receive disabilitycoverage, all approved medical leaves ofabsences ofbargaining unit members so insuredshould be referred for coverage when the medical leave exceeds the deductible period. Tothe extent a bargaining unit member is eligible under the Faculty Medical LeaveGuidelines to receive a disability insurance supplement, the University shall supplementthe disability insurance such that the faculty member's bi-weekly gross pay (disabilitybenefit plus supplement) while receiving the supplement equals the bi-weekly gross paythe faculty member would have received ifhe or she was fully employed less the ARPcontribution being paid by the disability carrier on behalfof the faculty member.

H. Child Care

A pool of$80,000 $160,000 shall be established each year ofthisagreement to reimburse bargaining unit members for childcare expenses incurred inlicensed day care facilities. The pool will increase each year consistent with the generalwage increase. Guidelines established by the parties shall control the reimbursementprocess.

I. Family/Medical Leave

Following the birth or adoption ofa child or other major life event(as defined below for qualified family leaves), a member of the bargaining unit may takean unpaid family leave ofabsence for up to six months. During the period ofan unpaidleave the University will pay for the member's individual health insurance benefits.

Tenure-track faculty members taking a qualified family leave orwho experience a qualifying major life event, prior to their mandatory tenure evaluationyear, will receive an automatic one-year extension of the tenure clock.

w

UConn-AAUP ProposalDecember 30, 2015

Qualified family leaves include leaves for the following events:the faculty member's serious illness or for the birth, adoption or serious illness ofa childor serious illness ofa spouse or parent. "Serious illness" means an ilhiess, injury,impairmentor physical or mental condition that involves (1) inpatientcare in a hospital,hospice, or residential care facility or (2) continuing treatment or continuingsupervisionby a health care provider.

The tenure clock will be stopped no more than twice. Exceptionsto this may be granted at the discretion of the Provost.

J. Voluntary Leave

The voluntary leave program as constituted between the parties in1994 shall be extended for the life of this agreement.

Tentative Agreement

Date / /

For UConn-AAUP

Date / /

For UConn-Administration