We reported on August 3, 2017 that we had commenced bargaining about substantive changes to the Donated Sick Leave Bank
The Negotiating team met with administration again on August 30 and reviewed the Administration's counter proposal. Virtually all of the conceptual changes proposed by PSU-AAUP were accepted. A few of the processes, however, had to be modified so that they could fit within the framework of current HR and IT processes.
The significant changes to the bank would be as follows:
- Opt out rather than opt in program
- October 1 implementation with October 1 buy-in from all bargaining unit members
- People who do not want to stay in the bank would need to opt out by October 31.
- Bank is funded from opt-ins on or about November 1. Monies would be available for dispersement for sick leave bank on the November paycheck
- New employees would be enrolled on the bank on the 45th day after the last day of the month in which they were first hired- this gives them the time they need to earn the sick leave to enroll.
- There would be an initial buy in of seven (7) hours. If the bank runs dry before the next Oct 1, then the sick leave committee can impose an assessment of up to an additional six (6) hours on participating members (in two hour increments). The total maximum contribution requirement per year would be 13 hours.
- If the bank runs dry after the assessments but before the next Oct 1, the we would do a special call for seven (7) hours which would be voluntary. Special calls would be done on an online form. Based on the response to the special call, the committee would address the shortfall with benefit changes.
- The benefit will be 30 calendar days or 20 working days for the first period, and then 30 calendar days or 20 working days for the extension. The intention in bargaining was that this be a calendar month benefit that could be extended for another month.
- Administration would provide the specific information the committee needs on an ongoing basis to run the bank.
- Requirements for being able to withdraw from the bank remain the same.
The only matter left to resolve is how to handle people negatively impacted during the period of June 15 to October 30. This is the transition period from the old Donated Sick Leave Bank and the new Donated Sick Leave Bank (once ratified by the membership). The parties have conceptually agreed to make whole all participants who were due to receive sick bank allocations on their June 2017 paycheck with proceeds from the Summer special call. The special call window is still open, and we have a record 477 participants. We do not, however, have any funds in the Donated Sick Leave Bank to carry participants in July, August, September and October.
The parties discussed the University making a loan to the sick leave bank to potentially cover new sick leave bank allotments for September and October, with everyone who was due for a sick leave bank allocation to be made whole after the new sick leave bank is funded in November. These discussions will occur in Labor Management. We expect them to resolve quickly, for the Executive Council to review and support ratification soon after, and for the ratification vote to be held soon after.