What MSUAASF Offers you:

Good Salaries: Despite occasionally difficult economic conditions, MSUAASF has negotiated salaries that compare favorably with all other state unions.

Comprehensive Benefits: Group insurance benefits include medical, dental, short- and long-term disability, accidental death and dismemberment, and life. Paid time off includes vacation, sick days, personal days, bereavement leave, plus jury duty and military leaves. Retirement benefits include state pension plans, and supplemental retirement, plus options for additional deferred compensation.

Leverage: It sounds trite, but it's true: Unions like MSUAASF derive much of their strength from their sheer numbers. People—administrators, legislators and others—pay more attention to your concerns when you've got sizable membership plus strong backing from the influential International Brotherhood of Teamsters.

Growth Opportunities: MSUAASF has incrementally increased the amount of professional development funds available to members. Members typically use the grants to attend seminars, workshops and conferences or for classes, professional memberships and educational materials. Tuition waiver and tuition reimbursement support continued education. Paid sabbaticals are available for union members with at least six years of service. Members can also apply for a variety of Teamsters scholarships for themselves and their dependent children.

Job Protection: Your union contract safeguards you against unfair termination. If a position has been identified for layoff, MSUAASF will meet with administration to offer alternative solutions. Even if a position is eliminated, the MSUAASF contract requires non-renewal notice, allowing time to begin a job search.

Advocacy: If you feel the contract has been violated or that you've been treated unfairly, MSUAASF will stand by you in filing a grievance and representing your interests.

Voice: MSUAASF representatives meet regularly in "Meet and Confer Sessions" with top administration—both on the local campuses and with the Minnesota State System System Office—to ensure a free exchange of information and concerns.

Participation: Members can serve as union officers or representatives to a variety of important university and system committees and task forces. You have input as the negotiations team crafts contract proposals every two years, and you vote on contract ratification. You also vote in officer elections, constitutional changes, and union position statements.

Respect: MSUAASF members have established their credibility as professionals whom administrators seek for their expertise.

Bang for the Buck: Membership accords you considerable clout for your union contributions. Your dues are 2.5 hours of pay per month rounded to the nearest dollar, plus an assessment of $1.50 per pay period (26 pay periods yearly).

http://www.hr.mnscu.edu/contract_plans/index.html  MSUAASF Labor Agreement July 1, 2011 - June 30, 2013

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MASTER AGREEMENT
ARTICLE 1
PARTIES
This Agreement is entered into by and between the Board of Trustees, Minnesota State Colleges and Universities (MnSCU), hereinafter called the Board, and the Minnesota State University Association of Administrative and Service Faculty (ASF) affiliated with Minnesota Teamsters Local 320, hereinafter called the Association.
ARTICLE 2
NON-DISCRIMINATION
Section A. Employer and Association Responsibility. The parties are firmly committed to affirmative action and as such accept their responsibility to ensure equal opportunity in all aspects of employment for all qualified persons regardless of race, creed, religion, color, national origin, age, disability, reliance on public assistance, sex, marital status, sexual orientation, veteran status, membership or non-membership in the Association, or any other class or group distinction, as set forth by State or Federal anti-discrimination laws.
Section B. Jurisdiction. The parties recognize that jurisdiction for the enforcement of the provisions of Section A hereof is vested solely in various State and Federal agencies and the courts, and, therefore, complaints regarding such matters shall not be subject to the grievance procedure in this agreement. This does not preclude the use of any administrative procedure adopted by the employer.
ARTICLE 3
RECOGNITION
Section A. Recognition. Pursuant to the Minnesota Public Employment Labor Relations Act of 1971, as amended, the Employer recognizes the Association as the exclusive representative in the appropriate unit as described in the decisions of the Bureau of Mediation Services in the cases 75-PR-642-A, dated September 29, 1975; 80-PR-1257-A, dated June 16, 1980; and 83-PR-1220-A, dated September 9, 1983.
Section B. Exclusive Right. The employer will not meet and negotiate relative to those terms and conditions of employment subject to negotiations with any ASF Member groups or organizations composed of ASF Members covered by this Agreement except through the Association.
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Section C. Unit Determinations
Subd. 1. The President or his/her designee shall, in a timely manner, send to the designated local association representative or his/her designee, the position description, organization chart and other supporting documentation for all new unclassified supervisory and professional positions which have not been assigned to an existing bargaining unit or which are proposed for assignment to a different bargaining unit. This includes positions to be placed in excluded management and confidential units. Additionally, the President/designee will present a report summarizing new classified positions on a timely basis to the Campus Association. If the local association representative requests a meeting with the university administration within ten (10) working days of mailing or delivery of the data, a meeting shall be held within ten (10) days, unless another date is mutually agreed to.
Subd. 2. If the parties cannot agree to the appropriate unit for the position, the President shall make an initial determination as to unit placement and shall submit it to the Chancellor or his/her designee. The Chancellor or his/her designee shall notify the Association’s President or his/her designee and shall arrange a meeting if desired.
Subd. 3. If the parties are unable to agree as to unit placement of the position, the Chancellor or his/her designee shall make a determination as to unit placement of the position and shall send the position request for temporary assignment to the Minnesota Management & Budget for submittal to the Minnesota Bureau of Mediation Services.
Subd. 4. Managerial and confidential positions upon which the parties have agreed or not raised objections shall be placed in those units. Non-managerial, or non-confidential positions upon which the parties have agreed or not raised objections shall be assigned to the agreed upon unit, and the Chancellor or his/her designees shall send such positions to the Minnesota Management & Budget for submittal to the Minnesota Bureau of Mediation Services.
Subd. 5. Positions which have gone through the process contained in the Subdivisions 1-3 above, and which remain in dispute, may be challenged by the Association filing the proper petition with the Minnesota Bureau of Mediation Services.
Subd. 6. The parties may agree to hold informal discussions with the Minnesota Bureau of Mediation Services concerning the appropriate assignment of any position in dispute. In such cases, the Minnesota Bureau of Mediation Services will be asked to issue an advisory opinion which the parties may use in the form of guidance, but which shall not be binding on any of the parties.
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Subd. 7. The Unit Determination Criteria as agreed to by the parties involved and issued by the Minnesota Bureau of mediation services are contained in Appendix A to this Agreement.
Subd. 8. This Section shall be non-grievable and non-arbitrable except for failure to provide the data noted in Subdivision 1 above.
ARTICLE 4
ACADEMIC FREEDOM
Section A. Policy. It shall be the policy of the Minnesota State Colleges and Universities to maintain and encourage full freedom, within the law, of inquiry, teaching, and research. The Employer shall not discriminate against an ASF Member for engaging in political activities or holding or voicing political views, so long as the exercise of this right does not interfere with his/her responsibility as an ASF Member.
Section B. Prohibition. The Employer agrees not to use any mechanical or electronic listening or recording devices except with the ASF Member express consent; provided, however, that nothing herein shall be construed to preclude the recording of formal proceedings where a record or minutes is customarily maintained.
Section C. ASF Member Obligation. In the exercise of academic freedom the ASF Member, while engaged in classroom teaching activities, may, without limitation, discuss his/her own subject in the classroom; he/she may not, however, claim as his/her right the privilege of persistently discussing in the classroom matter which has no relation to the subject. In extramural utterances, the ASF Member has an obligation to not represent himself/herself as an institutional spokesperson unless so designated by the President.
Section D. Research and Publication. An ASF Member is entitled to full freedom in research activities and in the publication of results, so long as such activities do not interfere with the performance of his/her job duties. Research conducted at the direction of the University may only be published upon written permission of the President.
ARTICLE 5
DEFINITIONS
Section A. Service. Whenever a written notice or a written response is required to be given under the terms of this Agreement, such notice or response shall be made by personal service or service by certified mail. When service is by certified mail, it shall be deemed complete upon mailing. When a written notice or a written response is to be sent to an ASF Member, it shall be sufficient service if mailed to the last known home address of the ASF Member contained in the official personnel file. Personal service shall be deemed complete when the notice or response is handed to or receipted by the party to whom directed.
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Section B. “P.E.L.R.A.” shall mean the Minnesota Public Employment Labor Relations Act of 1971, as amended. Minnesota Statutes Section 179A.01, et.seq.
Section C. Employer. “Employer” shall mean the Board of Trustees of the Minnesota State Colleges and Universities (MnSCU), its Chancellor, University Presidents, and designees.
Section D. ASF Member. “ASF Member” shall mean a member of the appropriate bargaining unit as described in this Agreement. “ASF Members” shall mean all members of the appropriate bargaining unit as described in this Agreement, regardless of whether they are members of the Association.
Section E. Association. “Association” shall mean all the members of the Minnesota State University Association of Administrative and Service Faculty.
Section F. Campus Association. “Campus Association” means an affiliated campus chapter of the Minnesota State University Association of Administrative and Service faculty.
Section G. President. “President” shall refer to the President of a Minnesota State University.
Section H. Chancellor. “Chancellor” shall refer to the Chancellor of the Minnesota State Colleges and Universities (MnSCU).
Section I. MnSCU Board of Trustees or Board. “MnSCU Board of Trustees” or “Board” shall mean the Board of Trustees of the Minnesota State Colleges and Universities.
Section J. Agreement. “Agreement” shall mean this collective bargaining agreement.
Section K. Meet and Confer. “Meet and Confer” means the exchange of views and concerns between the Employer and the Association.
Section L. Acting or Interim Appointments
Subd. 1. Acting Appointment. An acting appointment is one where an ASF Member is temporarily assigned to fill a position when the incumbent is on leave or is expected to return to the position.
Subd. 2. Interim Appointment. An interim appointment is one where an ASF Member is temporarily assigned to fill a vacant position.
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ARTICLE 6
PERSONNEL FILES
Section A. Personnel Files. Each university shall maintain at the university one (1) official personnel file for each ASF Member. Such files shall contain copies of personnel transactions, official correspondence with the ASF Member, and evaluation reports prepared by the university as well as other similar materials. Unsigned letters or statements relating to an ASF Member shall not be placed in his/her personnel file. Only those persons whose job responsibilities require it and who are designated by the President shall have access to an ASF Member’s personnel file.
Section B. Review. Consistent with law, each ASF Member shall have access to his/her personnel file. Such access shall be during normal business hours under university supervision. Any letters of recommendation solicited in connection with an ASF Member’s employment, not accessible under law, shall not be available to that ASF Member. An ASF Member shall have the right to place in his/her file such material as he/she determines may have a bearing on his/her position as an ASF Member including statements in response to any items placed in his/her file.
Section C. Exclusive Representative. Representatives of the Association, or other persons, having written authorization from the ASF Member concerned, may examine, under university supervision, the official file of that ASF Member, except for the limitation provided in Section B. hereof.
Section D. Rights to Copies. Upon written request of the ASF Member, the Employer shall provide to the ASF Member copies of the contents of his/her personnel file, except as limited in Section B hereof, provided that the reasonable cost of providing such copies is borne by the ASF Member. Copies of ASF Member evaluations and/or negative material relating to the ASF Member shall be furnished to the ASF Member at the time of their placement in his/her personnel file.
Section E. Expiration. On an annual basis an ASF Member may request that materials be removed from his/her file, and, with the approval of the President, this will be done. Annually, the ASF Member may have data removed from his/her file which is more than four (4) years old, except that which is required by law to be kept or that which pertains to disciplinary matters of an on-going nature.
ARTICLE 7
ASSOCIATION RIGHTS
Section A. Dues Checkoff.
Subd. 1. Dues. The Employer agrees to cooperate with the Minnesota Management and Budget and the Association in facilitating the deduction of membership dues established by the Association from the salary of each ASF
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Member who has authorized such deductions in writing. The aggregate deductions of all ASF Members shall be remitted together with an itemized statement to the Association Treasurer, or designee, no later than fifteen (15) calendar days following the end of each payroll period.
Subd. 2. Fair Share. In accordance with Minnesota Statutes Section 179A.06, Subd.3, the Association may require the Employer to check off a fair share fee for each member of the unit who is not a member of the Association.
Subd. 3. Indemnification. The Association agrees to indemnify and hold the Employer harmless against any and all claims, suits, order or judgments brought or issued against the Employer by an ASF Member as a result of any action taken in accordance with the provisions of this Section.
Section B. Meet and Confer.
Subd. 1. MnSCU. The Association may establish a committee of a reasonable number to be mutually agreed upon by the Chancellor, or his/her designee, and the Association to meet and confer with the Chancellor or his/her designee for the purpose of discussing matters of mutual concern, including those matters necessary to the implementation of this Agreement which are systemwide in nature. Such meetings will be held at the request of either party at least three (3) times each fiscal year unless waived by the Association. The Chancellor or his/her designee(s) shall provide the facilities and set the time for such conferences upon request of the Association. A written agenda shall be submitted by the Association to the Chancellor at least ten (10) calendar days in advance of the scheduled meeting date. At the discretion of the Chancellor, additional matters for discussion may be placed on the agenda upon advance notice to the Association.
Subd. 2. University. Each Campus Association may establish a committee of a reasonable number to be mutually agreed upon by the President, or his/her designee, and the Campus Association to meet and confer with the university President or his/her designee(s) for the purpose of discussing local issues of mutual concern or interest. Such meetings will be held at the request of either party or at least monthly at mutually acceptable times and locations. The requesting party shall submit a proposed agenda to the other party at least seven (7) calendar days in advance of the scheduled meeting date. Additional items for discussion may be added to the agenda by either party and such additions shall be promptly communicated to the other party prior to the meetings.
The Campus Association shall be provided copies and supporting documents on any proposed policies and procedures pertaining to ASF members or the unit, and shall have the right to make policy recommendations including, but not limited to, the following areas: curriculum, evaluation of students, graduation requirements, admissions policies, budget planning and allocations, programs and program
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development, anticipated annual staffing plans, long-range planning, campus or System reorganization which directly affects the terms and conditions of employment of any ASF member(s) including the elimination of vacant ASF positions, development of campus facilities, and procedures for the selection of personnel. Any unit reduction due to layoff (Article 22) or subcontracting (Article 12) is subject to meet and confer. Policy decisions subject to meet and confer shall not be implemented prior to being brought to meet and confer. Failure of the Association to meet and confer or to respond shall not prevent the Administration from implementing decisions.
Section C. Access to Information
Subd. 1. The Employer agrees to provide the Association with information pertaining to the Employer’s budget, both present and proposed, and other statistical/financial information necessary for the negotiation and implementation of this Agreement.
Subd. 2. Within sixty (60) calendar days from the execution of this Agreement, the Employer will forward to the Teamster’s office and the Association President a list of all ASF members in the unit, separated by campus, which shall contain the following information: name; address; campus; range; funding source; step; salary; type and length of appointment; date of hire; employee identification number; percent of full-time; job title; and, date of class entry. The Employer shall update this list on a monthly basis. Alternatively, the Employer may provide this information in an electronic format.
Subd. 3. The Employer shall also furnish the Campus Association President notification of announcements of unclassified, non-teaching vacancies and new non-teaching positions at the time such vacancies and positions are announced for the recruitment purposes.
Subd 4. This provision shall not be construed to require the Employer to compile information and statistics in the form requested which are not already compiled in that form, unless mutually agreeable. Reasonable costs incurred in compiling such data and information may be charged by the Employer to the Association.
Section D. Use of Facilities. Upon request to the university President or his/her designee, the campus Association shall be permitted to meet at the university if appropriate facilities are available. All requests must be submitted in accordance with the campus facility usage procedure. Any additional costs incurred by the Employer because of the Campus Association’s use of its facilities may be charged to the Campus Association.
Section E. Bulletin Boards. The university President or his/her designee shall furnish adequate bulletin board space in convenient locations on the campus for the exclusive use of the Association for the purpose of meeting notices and other relevant announcements.
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Section F. ASF Member Mail. Consistent with law and policy, the Association shall be permitted the right to use university mail distribution services for on-campus mailing to ASF Members. “Distribution service” shall include electronic mail for both on-campus and inter-campus mailing.
Section G. Association Release Time.
Subd. 1. The Employer and the Association agree that the conduct of Association business shall be governed as follows:
(a) Duly authorized representatives of the Association shall be free to transact official Association business necessary to the performance of Association responsibilities to ASF bargaining unit members, including grievance representation activities. Such business may be conducted at the university at reasonable times so long as it does not interfere with the normal functioning of the university.
(b) Association representatives who are appointed to serve on System level committees or committees established by the university President or his/her designee shall be released to perform such service. Use of the above noted time to perform Association business shall be governed by the principle that such time shall not be unreasonable.
Subd. 2. Association President and Designees. Upon request of the Association,
the Association President and his/her designee(s) shall be granted up to one (1)
FTE release time from his/her assigned workload for each year of the contract.
The Association shall reimburse the Employer at the amount of $3,234 per month
of full time employment the member’s monthly base salary prorated for the amount of release time granted. The Association and the Employer may meet and confer to discuss additional FTE release for the Association if circumstances warrant. The number of individuals granted release time shall not exceed four (4). ASF Members granted release time under this Subdivision shall remain on the State payroll at the regular salary and lose no benefits.
Effective July 1, 2003, the rate of reimbursement noted above shall change yearly
by the percentage change in the salary compensation of the bargaining unit.
Subd. 3. Professional Development. Upon completion of two (2) consecutive
terms as Association President, an ASF Member may have the opportunity to
take a paid professional development leave of up to six (6) months, if the professional development activity is mutually agreed to by the President and the
ASF Member. The application for Professional Development Leave must be
submitted within three (3) months of completion of the second term. The starting
date of the leave must be agreed upon by the President and ASF Member. Upon
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completion of the leave, a recipient of this benefit is expected to provide service for a period of time equal to the length of the Professional Development Leave. An individual who takes this professional development leave shall not accrue vacation but shall accrue sick leave at one-half (1/2) the applicable rate for the duration of the leave.
Subd. 4. Association Meetings. Authorized ASF Board members, not to exceed three (3) from each campus, shall be released one (1) day with pay per meeting for up to three (3) Association Board meetings per year.
Section H. Board of Trustees Meetings. The Association President and each Campus Association President shall be sent advance notices and agendas of the Board of Trustees meetings and shall also be provided copies of the minutes.
ARTICLE 8
MANAGEMENT RIGHTS
Section A. Inherent Rights. Except as expressly delegated in this Agreement, the Employer reserves all management rights and management functions as provided by law to the state of Minnesota.
Section B. Management Rights. Except as expressly delegated in this Agreement, the parties agree that management rights include but are not limited to the following: establishment of educational policies of the universities; administration of the universities; selection, direction, assignment, transfer, evaluation and promotion of ASF Members; establishment of class schedules, the exercise of such areas of discretion or policy as the functions and programs of the Employer, its overall budget, utilization of technology, the organizational structure, and the number of personnel.
Section C. Management Responsibilities. The parties also recognize the right and obligation of the Employer to efficiently manage and conduct the operation of the System within its legal limitations and with its primary obligation to provide educational opportunities. The foregoing enumeration of Employer rights and duties shall not be deemed to exclude other inherent management rights and functions not expressly reserved herein, and all management rights and functions not expressly delegated in this Agreement are reserved to the Employer.
ARTICLE 9
AGREEMENT AGAINST STRIKES AND LOCKOUTS
Section A. Lock-Outs. No lock-out of ASF Members shall be instituted by the Employer during the term of this Agreement.
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Section B. Strikes. During the life of this Agreement, no strike of any kind, as defined in Minnesota Statutes 179A.19, shall be engaged in, sanctioned, or supported by the Association, its officers, or agents, unless the Employer refuses to accept binding arbitration when requested to do so pursuant to P.E.L.R.A., or unless the Employer refuses to comply with a valid arbitration decision pursuant to P.E.L.R.A. In the event the Employer alleges that any ASF Member or ASF Members are engaged in a strike, the Association will, upon written notification, immediately notify such ASF Member or ASF Members in writing of the allegation and the implications of a strike.
ARTICLE 10
APPOINTMENTS
Section A. Appointments. There shall be the following types of ASF Member appointments:
Subd. 1. Fixed-Term. A fixed-term appointment is an appointment for a limited period of time. A fixed-term appointment terminates at the end of the appointment period and does not imply that any future employment will be offered.
(a) Fixed-term appointments may be used to fill vacancies created by leaves of absence, to fill positions when the President determines that normal recruitment and selection procedures cannot be implemented due to time constraints (an emergency fill), to meet peak work demands, to fill positions that involve head or assistant coaching responsibilities, to fill positions during departmental or university restructuring, to fill positions that may be eliminated in the near future, or for special projects. For all fixed-term positions, the Employer will communicate to the Association in writing the basis for the fixed-term position prior to or, at a minimum, contemporaneously with the fixed-term appointment.
(b) Normally, a fixed-term appointment shall not exceed twelve (12) months in duration. However, the President may extend such an appointment to a maximum of twelve (12) additional months when such action is deemed to be in the best interest of the university. Fixed-term appointments involving head or assistant coaching responsibilities shall not be subject to the limitations set forth in this paragraph.
(c) Fixed-term appointments may be extended for up to an additional twelve (12) months (for a total of 36 months) upon:
(1) sixty (60) calendar days written notice to the Association detailing the Employer’s explanation of the necessity for the additional appointment period; and
(2) the agreement of Association.
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(c)(d) If the position is being used to fill a leave of absence pursuant to
Article 19, Section A, or to replace an individual on an acting or interim appointment in a higher range within the bargaining unit under Article 12, Section I, Subd. 2. (a) a fixed-term appointment may extend beyond twenty-four (24) thirty-six (36) months, but shall be limited by the length of the leave granted or the duration of the acting or interim appointment.
(d) (e) If there is a need to terminate the appointment prior to the appointment
end date, the ASF member will be given forty-five (45) calendar days notice of such termination.
(e) (f) Current or future ASF Members in a probationary, permanent, or
externally funded position who are assigned coaching duties will not be involuntarily converted to fixed term status. For positions involving head or assistant coaching responsibilities, ASF Members may only be assigned fixed term assignments under this subdivision if the coaching duties are at least fifteen percent (15%) of the position duties.
Subd. 2. Externally Funded.
(a) An Externally funded appointments are is an appointment made to a position at least 25% financed by monies from a source of funding outside of the institution Employer’s control which, for purposes of this subdivision, includes, but is not limited to, external grants, funding between MnSCU institutions, and funding based upon voluntary revenue sources (e.g. child care fees, athletic ticket sales, etc.) which may terminate such funding in a manner beyond the control of the Employer. Such appointments are not subject to the two (2) year limitation in Subd. 1.
(b) Positions filled by an externally funded appointment do not become probationary when a portion of the funding is supplied from state money or state generated revenue. An externally funded appointment terminates when the external funding ceases, unless the university determines to continue the position when external funding ceases. An externally funded appointment does not imply that any future employment will be offered. Any ASF Member hired on an externally funded appointment who subsequently becomes fully funded by state appropriated monies in the same position shall be converted to a fixed term or a probationary appointment. The probationary period for ASF Member(s) moved from externally funded positions to probationary status as a result of this subdivision shall be governed by Subd. 3c.
(c) Any ASF Member hired on probationary status shall not be involuntarily
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changed to externally funded status.
(d) Non-Renewal and Personnel Reduction. Any ASF Member with an
externally funded appointment with four (4) years or less of service may be non-renewed at the end of his/her appointment. Such non-renewal shall not require just cause, but shall require ninety (90) calendar days advance written notice. The decision of the president to non-renew an externally funded ASF Member shall not be subject to the arbitration step of the grievance procedure. Notwithstanding the provisions of Article 22, ASF members with externally funded appointments with more than four (4) years of service shall receive written notice of personnel reduction one hundred eighty (180) calendar days in advance of termination. For purposes of this paragraph, a personnel reduction shall not include the elimination of externally funded positions due to cessation or reduction of external funding.
(e) Discipline. Any ASF Member with an externally funded appointment shall
be subject to discipline only in accordance with the “just cause” provisions
set forth in Article 23.
Subd. 3. Intermittent.
(a) Definition. An intermittent appointment means the employee will work an irregular and uncertain schedule which alternatively begins, ceases, and begins again as the needs of the Employer require.
(b) Maximum Work Days. An intermittent employee shall not work more than seventy-five (75) days in a fiscal year.
(c) Benefits. During the period of an intermittent appointment, an employee shall not accrue vacation, sick leave, or other benefits provided in this Agreement, unless otherwise required by law. Intermittent employees shall receive holiday pay if the holiday falls within an intermittent employee’s period of work.
(d) Discipline. Intermittent employees shall be subject to discipline only in accordance with the “just cause” provisions set forth in Article 23.
(e) Elimination and Non-rehire. The cessation of an intermittent employee’s period of appointment shall not require just cause. The decision to not rehire an intermittent employee shall not require just cause.
(f) Sunset. This subdivision will sunset on June 30, 2013, unless otherwise agreed to by the parties.
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Subd. 4. Probationary.
(a) Definition. A probationary appointment means that the individual holding such an appointment is being evaluated for purposes of determining whether or not he/she will be offered an appointment with permanent status.
(b) Length. The total period of probationary service, prior to the acquisition of permanent status, shall be four (4) consecutive appointment years of service within a university. For purposes of this Article, an appointment year is defined as service during a period starting from July 1 through June 30 annually that is at least one-half time (.5 FTE) for nine (9) to twelve (12) months.
(c) Computation. The event that an ASF Member is on a fixed-term or externally funded appointment, and is appointed to a probationary position within the bargaining unit at the same university, the ASF Member involved shall receive one (1) appointment year of credit toward permanent st

Last Modified: 6/20/17 4:26 PM