Article 10 – Salaries

Article X: Salaries

Section A. Determination of Monthly Salary and Payroll Distribution

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 E. by the Employee’s full-time equivalent salary rate and dividing the product by four (4).

An Employee who has accepted an offer of employment and has submitted all necessary paperwork (e.g., signed acceptance of offer, completed I-9 forms) at least two (2) weeks prior to the start of the term of employment will receive all wages earned during each calendar month of the appointment on or before the last working day of each month. In the event an Employee does not receive the wages earned as provided in this section and the Employee and/or GEO pursues the matter through the grievance process, the monetary remedy available to an individual Employee for a violation of this section shall be limited to the reasonable interest that accrues on the month’s wages from the date the payment would have been made under this article to the date the payment is made.

The University will determine the method(s) available to Employees for distribution of wages. Such methods include:

1. mailing a paycheck to the Employee’s address of record; and/or

2. mailing a paycard to the Employee’s address of record; and/or

3. direct deposit to a financial institution identified by the Employee.

Employees may select any one of the methods available to Employees in the same manner as such selection is made by non-bargained for instructional staff.

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 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;

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, 2012 to August 31, 2013 was $18,234 for Employees.

Section C. Adjustments to the Minimum Full-Time Equivalent Salary Rate on the Ann Arbor and Dearborn Campuses

Effective September 1, 2013, the minimum full-time salary equivalent for Employees on the Ann Arbor and Dearborn campuses shall increase by two (2) percent.

Effective September 1, 2014, the minimum full-time salary equivalent for Employees on the Ann Arbor and Dearborn campuses shall increase by two (2) percent.

Effective September 1, 2015, the minimum full-time salary equivalent for Employees on the Ann Arbor and Dearborn campuses shall increase by two (2) percent.

Effective September 1, 2016, the minimum full-time salary equivalent for Employees on the Ann Arbor and Dearborn campuses shall increase by two (2) percent.

Section D. Adjustments to the Minimum Full-Time Equivalent Salary Rate on the Flint Campus

Effective September 1, 2013, the minimum full-time salary equivalent rate for four (4) full calendar months of employment on the Flint campus will be $15,734.

Effective September 1, 2014, the minimum full-time salary equivalent for Employees on the Flint campus shall increase by two (2) percent.

Effective September 1, 2015, the minimum full-time salary equivalent for Employees on the Flint campus shall increase by two (2) percent.

Effective September 1, 2016, the minimum full-time salary equivalent for Employees on the Flint campus shall increase by two (2) percent.

Section E. 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 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:

Effective September 1, 2013, 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.

Section F. SEVIS Fee Reimbursement

Upon Employee request, and within the first four (4) terms of employment as a GSI/GSSA, the SEVIS fee paid by an Employee to attend the University of Michigan will be reimbursed by the Employee’s appointing unit, unless that fee has already been paid or reimbursed by another source.

Section G. Covering for Absent Employees

It is the responsibility of the University to determine if there is a need for, and if so, assign a temporary replacement for an absent Employee. In no case will an Employee be required to pay for the replacement work or coverage. Employees assigned to cover the responsibilities of an absent Employee shall be compensated at the per-hour rate defined in Section H during the period spent covering such responsibilities (rounded to the nearest half hour).

Section H. Calculation of Per-Hour Rate

The per-hour rate shall be calculated as follows:

1. Multiply the contractual minimum full-time equivalent salary rate for the term in which the substitution takes place by three

2. Divide that product by 2,080 hours

3. The result is the per-hour rate.

Work performed to cover such responsibilities that is compensated at this rate will not count towards calculating the employment fraction.