Agreement

The Regents of the University of Michigan
and
Graduate Employees Organization
American Federation of Teachers, AFL-CIO Local 3550

May 7, 2002 — February 1, 2005

Continued

Section A. Determination of Monthly Salary

Employees hired or re-employed on or after the execution date of this Agreement shall be paid a monthly salary determined by multiplying the employee's employment fraction as provided in Section C. by the employee's full-time equivalent salary rate and dividing the product by four (4).

The salary for any period of time which is less than an entire employment period shall be determined by:

1. Multiplying the employee's employment fraction as provided in Section C. by the employee's full-time equivalent salary rate.
2. Dividing the number of calendar days remaining in the employment period by the number of calendar days in the entire employment period.
3. Multiplying the result of 1. by the result of 2. and pro-rating the amount over the remainder of the employment period.

For the purpose of this Section, employment period is defined as the time period from:
1. September 1 through December 31;
2. January 1 through April 30;
3. May 1 through August 31;
4. May 1 through June 30; and
5. July 1 through August 31.

Nothing in this Section shall be construed to mean that an employee is necessarily required to work on every day of the employment period.

The University shall arrange to forward the last salary check of an employment period provided a written request, which includes a self-addressed envelope, is delivered to the University Payroll Office.

Section B. Minimum Full-Time Equivalent Salary Rate

The minimum full-time equivalent (FTE) salary rate for four (4) full calendar months of employment from September 1, 2001 to August 31, 2002 was $12,853 for employees, except for employees in the University Library System where the rate was $9,372.

Effective September 1, 2002, the minimum full-time salary equivalent for employees shall increase by the larger of the average annual increase for LS&A faculty minus .5%, or 2.5 percent.

Effective September 1, 2003, the minimum full-time salary equivalent for employees shall increase by the larger of the average annual increase for LS&A faculty or 3.0%. The minimum FTE salary rate for employees in the University Library System will be 80% of the minimum FTE of other employees covered by this agreement.

Effective September 1, 2004 the minimum full-time salary equivalent for employees shall increase by the larger of the average annual increase for LS&A faculty or 3.0%. The minimum FTE salary rate for employees in the University Library System will be 85% of the minimum FTE of other employees covered by this agreement.

The "average annual increase for LS&A faculty" is the increase for tenured and tenure track LS&A faculty—a figure that does not include increases for promotions or market adjustments.

Section C.

Effective September 1, 2002 and payable in the second paycheck of terms I, II, III or IIIA and IIIB, all GSIs/GSSAs appointed for the entire term with total fractions of less than a .25 will receive a lump sum payment of $270 per term. GSIs/GSSAs with fractions less than .25 in both IIA and IIB receives one such payment.

Similar lump sum payments will be made on the same schedule as above during academic year, 2003-2004, and 2004-2005.

Section C. Employment Fraction

It is understood that employees in this bargaining unit are engaged in professional activities, of such a nature that the output produced, or the result accomplished, cannot be precisely standardized or measured in relation to a given period of time. The use of an employment fraction indicates less than full-time effort. In this connection, a one-half employment fraction normally requires a probable weekly time commitment of sixteen and one-half to twenty-two hours per week. Fluctuations above and below this norm are expected corresponding to individual distinctions such as experience, ability and diligence. Other employment fractions require proportional time commitments.
Employment fractions should be determined by the following scale of time commitments:

Any work required of an employee prior to the actual contract period which is a component of the assistantship shall be included in the fraction calculation.

It is further understood that an employee's employment fraction is an estimate of a proportion of full-time effort within a department or unit for the assignments involved and shall be as determined by the department or unit.

Such a determination, provided there is a substantial variation between estimated time and actual time, is subject to review through the Grievance Procedure on the question of whether the estimate, and therefore the fraction, was reasonable based on the provisions of this Section. Such a grievance shall begin at Step One, provided the meeting occurs within twenty (20) days following reasonable knowledge of the facts giving rise to the grievance. In the event that the estimate, and therefore the fraction, was unreasonable, the department or unit will make an appropriate retroactive adjustment in salary and will prospectively increase the fraction to correspond to an appropriate estimate or reduce the time commitment to correspond to the fraction. Other adjustments, if any, shall not predate the filing of a written grievance.