Common use of Allocation of Sick Leave Hours to the Sick Leave Bank Clause in Contracts

Allocation of Sick Leave Hours to the Sick Leave Bank. A. In accordance with the side letter of December 15, 2004, employees are required to contribute to the Sick Leave Bank earned sick leave in the amount equal to 1% of regular hours paid each biweekly pay period. B. The Employer shall credit hours to the Sick Leave Bank at quarterly intervals each calendar year, and report the transfer to the Chairperson. C. The sole responsibility of the State System for the Sick Leave Bank program will be the allocation of sick leave hours to the Sick Leave Bank at the appropriate time and honoring approved awards for utilization when presented by the Committee. D. In the event the Sick Leave Bank is disbanded, the Committee will continue to operate until all sick leave hours in the Sick Leave Bank have been allocated to eligible employees of the bargaining unit in accordance with the original purpose of the Sick Leave Bank. As a result of bargaining between the Employer and SCUPA over the impact of a new classification system being implemented as a result of the process outlined in Article 12, Section 4, the following applies: 1. The new classification system will be implemented effective with the first full pay period in January 2017. 2. If the Employer has determined that a position should be upgraded with the implementation of the new classification system, the professional employee will be placed at a step in the new pay range that is equal to the minimum step of the new pay range or two (2) steps above the professional employee’s current rate of pay, whichever is greater. In no event shall a professional employee’s pay rate exceed the maximum of the pay range. 3. If the Employer has determined that a Grant-Funded Program Coordinator position should be upgraded with the implementation of the new classification system, the pay increase described in 2. above will be administered on that date only if there is funding available in the grant to pay for such increase without using the university’s budgeted money. If there is not funding available in the current grant to pay for such increase, the pay increase described in 2. above shall be effective at the beginning of the next grant cycle. 4. If the Employer has determined that a position should be downgraded with the implementation of the new classification system, the professional employee shall be downgraded to the proper classification and pay range without any reduction in salary. 5. A professional employee whose salary exceeds the maximum of his/her applicable pay range as a result of 4. above shall have subsequent general pay increases and service increments administered in accordance with Article 10 (Salaries and Wages). 6. Employee appeals filed in accordance with Section 2 of Article 12 (Classification) of the Collective Bargaining Agreement shall be processed in accordance with the classification system in place on the date the professional employee files his/her written appeal with the University Human Resource Office. Xx. Xxxx Xxxxxxxx UniServ Representative Pennsylvania State Education Association 0000 Xxxxxxxx Xxxx Xxxxxxxxxxxxx, XX 00000 Dear Xx. Xxxxxxxx: The below agreement is entered into by State College and University Professional Associate (SCUPA) and Pennsylvania State System of Higher Education (PASSHE) regarding the 20/26 Pay Option for 9-month SCUPA employees. This agreement creates an annual window from April 1st to April 30th each year for 9-month SCUPA employees to have the option of modifying their biweekly salary distribution from 20 pays to 26 pays per academic year or 26 pays to 20 pays per academic year. The change will be effective with the first pay date of the following academic year.

Allocation of Sick Leave Hours to the Sick Leave Bank. A. In accordance with the side letter of December 15, 2004, employees are required to contribute to the Sick Leave Bank earned sick leave in the amount equal to 1% of regular hours paid each biweekly pay period. B. The Employer shall credit hours to the Sick Leave Bank at quarterly intervals each calendar year, and report the transfer to the Chairperson. C. The sole responsibility of the State System PASSHE for the Sick Leave Bank program will be the allocation of sick leave hours to the Sick Leave Bank at the appropriate time and honoring approved awards for utilization when presented by the Committee. D. In the event the Sick Leave Bank is disbanded, the Committee will continue to operate until all sick leave hours in the Sick Leave Bank have been allocated to eligible employees of the bargaining unit in accordance with the original purpose of the Sick Leave Bank. As a result of bargaining between the Employer and SCUPA over the impact of a new classification system being implemented as a result of the process outlined in Article 12, Section 4, the following applies: 1. The new classification system will be implemented effective with the first full pay period in January 2017. 2. If the Employer has determined that a position should be upgraded with the implementation of the new classification system, the professional employee will be placed at a step in the new pay range that is equal to the minimum step of the new pay range or two (2) steps above the professional employee’s current rate of pay, whichever is greater. In no event shall a professional employee’s pay rate exceed the maximum of the pay range. 3. If the Employer has determined that a Grant-Funded Program Coordinator position should be upgraded with the implementation of the new classification system, the pay increase described in 2. above will be administered on that date only if there is funding available in the grant to pay for such increase without using the university’s budgeted money. If there is not funding available in the current grant to pay for such increase, the pay increase described in 2. above shall be effective at the beginning of the next grant cycle. 4. If the Employer has determined that a position should be downgraded with the implementation of the new classification system, the professional employee shall be downgraded to the proper classification and pay range without any reduction in salary. 5. A professional employee whose salary exceeds the maximum of his/her applicable pay range as a result of 4. above shall have subsequent general pay increases and service increments administered in accordance with Article 10 (Salaries and Wages). 6. Employee appeals filed in accordance with Section 2 of Article 12 (Classification) of the Collective Bargaining Agreement shall be processed in accordance with the classification system in place on the date the professional employee files his/her written appeal with the University Human Resource Office. Xx. Xxxx Xxxxxxxx UniServ Representative Pennsylvania State Education Association 0000 Xxxxxxxx Xxxx Xxxxxxxxxxxxx, XX 00000 Dear Xx. Xxxxxxxx: The below agreement is entered into by State College and University Professional Associate (SCUPA) and Pennsylvania State System of Higher Education (PASSHE) regarding the 20/26 Pay Option for 9-month SCUPA employees. This agreement creates an annual window from April 1st to April 30th each year for 9-month SCUPA employees to have the option of modifying their biweekly salary distribution from 20 pays to 26 pays per academic year or 26 pays to 20 pays per academic year. The change will be effective with the first pay date of the following academic year.