2018–2022 Agreement Highlights

Salary Improvements– Across-the-board raises for four years: 3%, 3%, 3%, & 2.5%. The raise for Year 1 (FY 2018–19) will be retroactive to July 1, 2018 and paid after ratification.  SCP performance appraisals will continue each year but will not be tied to your raises.  The minimum and maximum of each salary grade will increase by the same percentages in every year.

You are eligible to receive the raises if you are on active payroll status on the date of ratification (year 1) and on June 30 of each subsequent year (years 2, 3 & 4).

Salary Adjustments for Pay Inequities – One-time in-grade salary adjustments may now be made for “internal and external” pay disparities.

Health Insurance- URA will join a multi-union negotiation with Rutgers and the State of NJ to negotiate health insurance plans that give high quality at lower cost.

Job Security -Limits to management’s ability to post “temp” jobs to do URA-AFT work.

Sick Leave- Up to 60 of employee’s own sick days can be used per year for care of seriously ill family member.  We also improved the rules related to using your accrued sick time after returning from a layoff.

Bereavement- Extends bereavement leave to cover funeral/interment/memorial services within 90 days—now the strongest language throughout the University.

Telecommuting- Current telecommuting policy is extended to exempt URA employees.

Union’s rights- Additional data provided to union for contract enforcement, “grows” bargaining unit with new Class 3 (temporary) and Class 4 (casual) titles, improves union rep. access to members at worksites.

Other– We also negotiated changes on contract articles related to: administrative leave, alternate work schedules for taking courses, auto liability, Dining Services employees, direct deposit, grievance procedure, job openings, just cause/discipline, military leave, non-discrimination, non-hostile work environment, probationary employees, reclassification, health and safety, and handicap parking.