Compensation Reopener. In addition to the provisions of Articles 33 and 38 of this Agreement and any side letters thereto, the parties agree to reopen negotiations concerning COLAs and salary increments:
Compensation Reopener. Compensation increases described above will take effect only if they are deemed feasible by the Director of OFM, approved by the Legislature as provided in RCW 41.80, and fully funded by the State appropriations to the University. In the event that some or all of the compensation increases described above are not approved or fully funded, the parties will reopen negotiations to bargain a replacement provision. Nothing in this paragraph obligates either party to agree to any proposal.
Compensation Reopener. Should the State of Washington not fully fund the general wage increases, State Salary Survey or Recruitment or Retention range increases described above in Articles 25.1, 25.4, and 25.5, Western and PSE will reopen compensation negotiations following the adoption of the 2015-2017 State Budget.
Compensation Reopener. The 2022-2026 Tentative Agreement includes general salary increases for fiscal years over which several other State unions are still negotiating. If another State unit ratifies a contract which includes general salary increases exceeding the bargained ATB increases in any fiscal year covered by the State/UUP agreement without corresponding financial concessions, the State has agreed that UUP may reopen negotiations over a gener- al salary increase. LEAVE BENEFITS NYS Paid Parenting Leave (PPL): The proposed agreement includes a new provision that provides for up to twelve weeks of fully paid parenting leave, achieving a longstanding bargaining priority for our unit. The PPL covers birth, adoption, or xxxxxx placement, and can be taken anytime within seven months of a new child’s introduction to the employee’s home. Full-time and part-time health benefits-eligible employees who have worked at SUNY for at least six months (calendar year employees) or one semester (academic year employees) will be eligible for PPL. This new leave provision can be taken instead of, or in addition to, existing leave opportunities including appropriate charge to accruals or Paid Family Leave to extend the peri- od of bonding with a new child. Details of the PPL can be found in Appendix A-42, Section VII. Sick Leave Cap: Under the proposed agreement employees will be able to accrue up to 225 sick days (increased from 200). Upon retirement, 200 of those sick days may be used to offset the costs of retiree health benefits. Raising the cap from 200 to 225 provides employees with a greater cushion, par- ticularly in the event of a serious illness late in one’s career, to ensure that the full value of 200 sick days may be applied at retirement to offset health benefits costs in retirement. Medical Documentation Requirement: The proposed agreement clarifies that medical documentation shall not be routinely required for absences of four days or less and shall not be retroactively requested except under specific conditions. Leave Accrual Rates for Part-time Academics: The basis on which newly hired part-time academics earn sick leave and vacation leave (for those on calendar-year obligations) will change if the tentative agreement is ratified. Part-time academics hired after July 1, 2024 will earn accruals on the following schedule, which aligns with the criteria for health benefits eligibility: • 3 credit hours/3 credit hour equivalents to < 6 1/4 day per month • 6 credit hours/6 credit...
