Appendix A Titles/Ranges 35

Appendix B – Form – Shift Change 38

Appendix C – Salary Tables 39

Appendix D – Senior Craft Titles 44

Appendix E – Form – Sick Leave Certification 45

Appendix F – Form – 10-month to 12-month Assignment 47

Appendix G – Form – Part-time to Full-time Appointment 48

Index 49

a. Regular employee - an employee hired on a 10- or 12-month salaried or hourly basis for an indefinite period of time.

b. Temporary employee - an employee who is hired to work as an interim replacement or for any short term work schedule for a period up to six (6) months with a three (3) month extension if the need arises.

c. Casual employee - an employee who is employed on an intermittent basis.

The parties agree that all employees in the bargaining unit who do not become members of AFSCME Local 888 within thirty (30) days shall have deducted from their salaries and forwarded to the Union a representation fee in a manner and in an amount as provided below.

At least thirty (30) days before the effective date of the representation fee, or any subsequent modification thereof, the Union shall notify the University of the biweekly amount to be deducted from nonmembers' salaries. Any change in the representation fee shall be made upon written notification to the University.

The representation fee shall be deducted from nonmembers' salaries in equal biweekly installments. Representation fee deductions from the salaries of all nonmember employees shall commence on the payroll begin date following thirty (30) days after the expiration of an 888-eligible employee's probationary period or the tenth (10th) day following reentry into the bargaining unit for employees who previously served in bargaining unit positions and who continued in the employ of the University in a non-bargaining unit position. For the purpose of this Article, 10-month employees shall be considered to be in continuous employment.

If, during the course of the year, the nonmember becomes a Union member, the University shall cease deducting the representation fee and commence deducting the Union dues after written notification by the Union of the change in status. Conversely, if the Union member directs the University to cease dues deductions in a manner appropriate under the terms of the dues checkoff agreement, the University shall commence deduction of the representation fee after written notification by the Union of the change in status. After deduction, representation fees shall be transmitted to the Union in the same manner and at the same time as Union dues.

The Union hereby agrees to indemnify, defend, and save harmless the University from any claim, suit or action, or judgments, including reasonable costs of defense which may be brought at law or in equity, or before any administrative agency with regard to or arising from the deduction from the salaries of any employee of any sum of money as a representation fee under the provisions of the agreement.

An employee having a grievance shall present it in writing in the first instance to the immediate supervisor within fourteen (14) calendar days after the occurrence of the event or knowledge thereof out of which the grievance arises. The immediate supervisor shall within four (4) calendar days arrange a meeting with the employee. The employee shall notify the shop steward of the date and time of the meeting; no meeting shall take place without the steward being present. The immediate supervisor shall attempt to adjust the grievance and shall give a written answer to the employee and to the employee's steward within five (5) calendar days after the meeting.

In cases where the event giving rise to the grievance is not initiated by the employee's immediate supervisor, the grievance initially shall be presented to the first level of supervision having authority to effect a remedy.

If the employee or the Union is not satisfied with the Step 1 answer, the Union may advance the grievance to the second level of authority by forwarding the written grievance and written answer to the Office of Labor Relations, the President of the Union, and the employee's next level of authority within seven (7) calendar days after receipt of the written answer. (For the purpose of this grievance procedure, the next level of authority shall be considered to be the employee's Division Head, Department Head, or Section Head.) If a Step 2 grievance is filed by an individual employee, the employee shall also send a copy to the Union President. Within seven (7) calendar days after receipt of the written grievance, the Office of Labor Relations shall arrange for the Division Head, Department Head, or Section Head to hold a meeting with the employee and a Union officer. The Division Head, Department Head, or Section Head shall give to the employee, to the President of the Union, and to the Office of Labor Relations a written answer to the written grievance within seven (7) calendar days after the date of such meeting.

If the employee or the Union is not satisfied with the written answer of the employee's Division Head, Department Head, or Section Head, the Union may, within seven (7) calendar days following the date of the written answer of the employee's Division Head, Department Head, or Section Head, submit to the Office of Labor Relations a written request for a meeting between a representative of the Office of Labor Relations and a Council representative of the Union. Such meeting shall occur at a mutually agreeable time and place not later than seven (7) calendar days after receipt of the written request for such discussion. The employee shall be entitled to be present at such meeting. The representative of the Office of Labor Relations shall give a written decision to the employee and the Union within seven (7) calendar days after such discussion takes place, or within such additional period of time that may be mutually agreed upon. A general grievance, one that may affect all or a group of employees, may be presented by the Union at Step 3.

If the Union believes that the third step Hearing Officer has based his/her decision on material not presented or referenced at the third step, the Union may request reconvening of the hearing to review or rebut this material.

If the Union is not satisfied with the written decision of the Rutgers representative, the Union may, within fourteen (14) calendar days after the receipt of the written decision of the Rutgers representative, submit the grievance to binding arbitration, sending the Office of Labor Relations a copy of such submission.

If Rutgers and the Union agree that the grievance shall be heard by a tri-partite panel, one member of that panel shall be designated by Rutgers, one by the Union and the third will be selected jointly by Rutgers and the Union.

Rutgers and the Union agree that the arbitrator to be chosen jointly shall be selected from a panel provided by the Public Employment Relations Commission. The arbitrator will be selected in accordance with the rules and procedures of the agency.

The costs and expenses incurred by each party shall be paid by the party incurring the costs except that the fees of the neutral arbitrator and the administering agency shall be borne equally by Rutgers and the Union.

When documents are discovered by the University which were not presented at third step but which will be used at arbitration, the University will provide such documents to the Union four (4) calendar days prior to the arbitration hearing, with the parties realizing that situations may necessitate shorter notice.

a. Rutgers seniority is defined as the length of time an employee has been continuously employed at Rutgers. In the event two (2) employees have the same seniority, their respective seniority shall be determined by alphabetical order of their last names.

b. Classification seniority implemented on July 1, 1976 is defined as the length of time an employee has been continuously employed in a specific job classification within a seniority unit. In the event two (2) employees have the same seniority, their respective seniority shall be determined by alphabetical order of their last names.

c. Continuous layoff for a period exceeding six (6) months for employees with less than two (2) years continuous service; continuous layoff for a period exceeding one (1) year for employees with two (2) years or more continuous service.

d. Failure of laid-off employee to report for work either (i) on the date specified in written notice of recall mailed seven (7) or more calendar days prior to such date, or (ii) within three (3) working days after date specified in written notice of recall mailed less than seven (7) calendar days prior to such date, unless return to work as herein provided is excused by Rutgers. Written notice of recall to work shall be sent by Rutgers by certified mail, return receipt requested, to the employee's last known address as shown on Rutgers personnel records.

e. Failure to report to work for a period of three (3) consecutive scheduled working days without notification to Rutgers of a justifiable excuse for such absence.

f. Failure to report back to work immediately upon expiration of vacation, leave of absence or any renewal thereof unless return to work is excused by Rutgers, and such excuse shall not unreasonably be withheld by Rutgers.

a. When Rutgers decides to lay off employees within a job classification in a seniority unit, the employee(s) so affected shall be entitled to exercise classification seniority by displacing the least senior employee in such classification in the seniority unit where such layoff occurs. Probationary employees in such classification in such seniority unit shall be laid off first.

b. Any employee so displaced may exercise his/her Rutgers seniority to displace the employee with the least classification seniority in a lower rated job title in the seniority unit provided he/she has formerly held that position and has the ability to perform the work available. If there is no lower rated job title in the seniority unit, and if the employee has held a lower rated job title in a different seniority unit, the displaced employee may displace the employee with the least classification seniority in that job title in that seniority unit provided he/she has the ability to perform the work available. In either case, the bump must be to a job title at a lower salary range. Any employee exercising his/her right to bump shall be paid according to the established demotion procedure.

a. An employee who is promoted or permanently transferred to a job or position not covered by this Agreement shall retain classification seniority in the seniority unit from which he or she was promoted or transferred only for a period of one (1) year from the time of his/her promotion or transfer, during which period of time the employee may be returned to work in a position comparable to the one which he or she held at the time of the promotion or transfer. In such promotion or transfer, Rutgers seniority is as specified in #2a.

b. An employee who is promoted to a job within the bargaining unit shall retain and accumulate his/her Rutgers seniority during the probationary period. If the employee is removed from the new job during the probationary period, he/she will not lose benefits for which he/she was eligible before the promotion.

a. Rutgers seniority shall accrue during an authorized leave without pay, maternity leave, sick leave, or vacation as specified in #5c.

b. Classification seniority shall accrue only during the time an employee is continuously employed in a specific job title within his/her seniority unit except as set forth in 16(c), 16(d) and 16(e) below. Such classification seniority ceases when an employee vacates a particular title in a particular seniority unit. Authorized leave without pay, maternity, sick leave, vacation and layoff as limited by #5c. will be considered as continuous employment in a specific job title.

c. Crafts Trainees.

(i) If a Crafts Trainee is given layoff notice during the time he/she is in that title, he/she will be credited with classification seniority in the title from which he/she entered the program. The amount of credit will be the period of entry into the Crafts Trainee title to the date of layoff notice.

(ii) Upon completion of the Crafts Trainee program and entry into the craft title, the employee will be credited with one year of classification seniority in the craft title.

d. Classification Seniority After Bumping.

When an employee bumps into a lower rated job title in accordance with #7 b. above, classification seniority previously accrued in that lower rated job title in that seniority unit shall be credited to the employee. If such employee is subsequently recalled to the higher rated job title from which he/she was laid off, classification seniority previously accrued in that higher rated job title in that seniority unit shall be credited to the employee.

e. When an employee in the New Brunswick Facilities Maintenance Seniority Unit is promoted from a particular craft title—as set forth in Appendix D—-to the Senior title of that same craft, that employee’s classification seniority in the Senior title shall remain the date of classification seniority in the lower-rated crafts title.

A promotional opportunity for the purpose of job posting shall be defined as any position which is within the group eligible for inclusion in the bargaining unit except Custodian and Dining Services Worker-B. When Rutgers decides to fill such promotional opportunity, the position will be posted in the seniority units in the geographic area (Newark, Camden, New Brunswick) where the vacancy exists.

If an upgrading opportunity becomes available as a result of the upgrading of an existing position (where there is no vacancy) the upgrading opportunity shall be posted only in the seniority unit concerned. A copy of the posting will be forwarded to the Union President or Vice President depending on the geographic area concerned. An employee displaced by this procedure will have rights under Article 7, #7.

a. Ten (10) month employees with active interest forms on file will be offered in order of descending seniority twelve (12) month appointments within the same job classification within the seniority unit that become available to be filled. A ten (10) month employee must indicate interest in working a twelve (12) month appointment by submitting the interest form set forth in Appendix F to his/her immediate supervisor. A ten (10) month employee must file a new interest form every six (6) months in order to maintain consideration for a twelve (12) month appointment.

b. At the discretion of Rutgers, any position vacancy in a classification not eligible for inclusion in the bargaining unit or any Custodian or Dining Services Worker-B positions not filled as a result of 3.a, above, may be made known if such information seems appropriate for distribution. These positions may be within the framework of the various seniority units or in other departments outside the seniority units. It is understood, however, that there is no obligation on the part of Rutgers to make these vacancies known.

c. Part-time employees with active interest forms on file will be considered, in order of descending seniority, for full-time appointments within the same job classification within the seniority unit that become available to be filled. A part-time employee must indicate interest in working a full-time appointment by submitting the interest form set forth in Appendix G to his/her immediate supervisor. A part-time employee must file a new interest form every six (6) months in order to maintain consideration for a full-time appointment. Non-selection for a position will not be subject to the grievance procedure.

All positions which are required to be posted as per this procedure shall be distributed to the appropriate Union Officials in the geographic area concerned. In the New Brunswick area this shall include the Union President, Secretary, and all shop stewards. Copies of posted positions in Newark and Camden will be supplied to the Union President and Campus Vice President and shop stewards.

All positions which are posted shall be posted for five (5) working days. Saturdays, Sundays and holidays shall not be considered working days for the purpose of this procedure. The posting will include the following information:

e. Special Conditions. Rutgers will endeavor to list extraordinary conditions.

When known, the job posting will also include the following information:

Rutgers University employees who are eligible for inclusion in the Local 888 bargaining unit and who have been in their current position for at least six (6) months are eligible to use this procedure in order to seek a promotion.

There shall be no limitation on the number of times an eligible employee may bid on posted positions, except that after an employee has successfully bid and been accepted for a position the employee must wait six (6) months before bidding on another promotional opportunity.

Eligible employees who desire to bid on a posted position should make formal application by completing and signing a bid form. The completed bid form must be submitted by 9:00 a.m. on the first work day following the removal date on the posting to the personnel office in the geographic area concerned. A separate bid form is required for each position for which an employee wishes to be considered. If an interview is to take place, the employee's immediate supervisor shall be notified as to the date and time of the appointment.

l. Rutgers shall promote the employee in the seniority unit with the greatest Rutgers seniority from among those employees who bid and meet the posted requirements unless, as between or among such employees there is an appreciable difference in their ability to do the job or unless the senior employee does not have the ability to perform the particular job. Where the senior employee does not have the ability to perform the particular job, Rutgers shall promote the bidder with the greatest Rutgers seniority who has the ability to perform the particular job. A bidder who does not meet the posted requirements of a particular job will not be interviewed for the job. Disputes arising under this Section (1) shall be subject to the grievance and arbitration provisions of the Agreement except that when the most senior bidder has been selected, a less senior employee may not grieve.

An employee thus promoted shall be placed on a ninety (90) calendar day promotional probationary period (see Article 7, #14b). If the employee is removed from the new job during the probationary period, he/she will be returned to his/her former job. Such removal shall not be subject to the grievance and arbitration procedure unless the employee is discharged.

1. Each eligible employee will receive a normal merit increment on the appropriate anniversary date.

1. Each eligible employee will receive a normal merit increment on the appropriate anniversary date.

2. Effective July 1, 2004, the salary schedule in effect on June 30, 2004 shall be increased across the board by two and nine-tenths percent (2.9%).

3. A full-time, or part-time, 12-month employee, whose annualized base salary on June 30, 2004 was less than $31,000, who continues on the payroll through July 1, 2004 shall receive a lump sum bonus, not added to or made part of the base salary, calculated as the difference between two and nine-tenths percent (2.9%) of the employee’s annualized base salary on June 30, 2004 and two and nine-tenths percent (2.9%) of $31,000. This lump sum bonus shall be appropriately pro-rated for part-time, 12-month employees. The bonus shall be paid in July 2004 for 12-month employees.

4. A full-time, or part-time, 10-month employee, whose annualized base salary on June 30, 2004 was less than $31,000, who continues on the payroll through September 1, 2004 shall receive a lump sum bonus, not added to or made part of the base salary, calculated as the difference between two and nine-tenths percent (2.9%) of the employee’s annualized base salary on June 30, 2004 and two and nine-tenths percent (2.9%) of $31,000 and appropriately pro-rated. The bonus shall be paid in September 2004 for 10-month employees.

Fiscal Year 2005-2006

1. Each eligible employee will receive a normal merit increment on the appropriate anniversary date.

2. Effective July 1, 2005, the salary schedule in effect on June 30, 2005 shall be increased across the board by two percent (2.0%).

3. Effective January 1, 2006, the salary schedule in effect on December 31, 2005 shall be increased across the board by two percent (2.0%).

4. A full-time, or part-time, 12-month employee, whose annualized base salary on June 30, 2005 was less than $31,000, who continues on the payroll through July 1, 2005 shall receive a lump sum bonus, not added to or made part of the base salary, calculated as the difference between two percent (2.0%) of the employee’s annualized base salary on June 30, 2005 and two percent (2.0%) of $31,000. This lump sum bonus shall be appropriately pro-rated for part-time, 12-month employees. The bonus shall be paid in July 2005 for 12-month employees.

5. A full-time, or part-time, 12-month employee, whose annualized base salary on December 31, 2005 was less than $31,000, who continues on the payroll through January 1, 2006 shall receive a lump sum bonus, not added to or made part of the base salary, calculated as the difference between two percent (2.0%) of the employee’s annualized base salary on December 31, 2005 and two percent (2.0%) of $31,000. This lump sum bonus shall be appropriately pro-rated for part-time, 12-month employees. The bonus shall be paid in January 2006 for 12-month employees.

6. A full-time, or part-time, 10-month employee, whose annualized base salary on June 30, 2005 was less than $31,000 who continues on the payroll through September 1, 2005 shall receive a lump sum bonus, not added to or made part of the base salary, calculated as the difference between two percent (2.0%) of the employees annualized base salary on June 30, 2005 and two percent (2.0%) of $31,000 and appropriately pro-rated. This bonus shall be paid in September 2005 for 10-month employees.

7. A full-time, or part-time, 10-month employee, whose annualized base salary on December 31, 2005 was less than $31,000, who continues on the payroll through January 1, 2006 shall receive a lump sum bonus, not added to or made part of the base salary, calculated as the difference between two percent (2.0%) of the employee’s annualized base salary on December 31, 2005 and two percent (2.0%) of $31,000 and appropriately pro-rated. This bonus shall be paid in January 2006 for 10-month employees.

1. Each eligible employee will receive a normal merit increment on the appropriate anniversary date.

2. Effective July 1, 2006, the salary schedule in effect on June 30, 2006 shall be increased across the board by two and one-quarter percent (2.25%).

3. Effective January 1, 2007, the salary schedule in effect on December 31, 2006 shall be increased across the board by two and thirty-five one hundredths percent (2.35%).

4. A full-time, or part-time, 12-month employee, whose annualized base salary on June 30, 2006 was less than $31,000 who continues on the payroll through July 1, 2006 shall receive a lump sum bonus, not added to or made part of the base salary, calculated as the difference between two and one-quarter percent (2.25%) of the employee’s annualized base salary on June 30, 2006 and two and one-quarter percent (2.25%) of $31,000. This lump sum bonus shall be appropriately pro-rated for part-time, 12-month employees. The bonus shall be paid in July 2006 for 12-month employees.

5. A full-time, or part-time, 12-month employee, whose annualized base salary on December 31, 2006 was less than $31,000, who continues on the payroll through January 1, 2007 shall receive a lump sum bonus, not added to or made part of the base salary, calculated as the difference between two and thirty-five one hundredths percent (2.35%) of the employee’s annualized base salary on December 31, 2006 and two and thirty-five one hundredths percent (2.35%) of $31,000. This lump sum bonus shall be appropriately pro-rated for part-time, 12-month employees. The bonus shall be paid in January 2007 for 12-month employees.

6. A full-time, or part-time, 10-month employee, whose annualized base salary on June 30, 2006 was less than $31,000, who continues on the payroll through September 1, 2006 shall receive a lump sum bonus, not added to or made part of the base salary, calculated as the difference between two and one-quarter percent (2.25%) of the employees annualized base salary on June 30, 2006 and two and one-quarter percent (2.25%) of $31,000 and appropriately pro-rated. This bonus shall be paid in September 2006 for 10-month employees.

7. A full-time, or part-time, 10-month employee, whose annualized base salary on December 31, 2006 was less than $31,000 who continues on the payroll through January 1, 2007 shall receive a lump sum bonus, not added to or made part of the base salary, calculated as the difference between two and thirty-five one hundredths percent (2.35%) of the employee’s annualized base salary on December 31, 2006 and two and thirty-five one hundredths percent (2.35%) of $31,000 and appropriately pro-rated. This bonus shall be paid in January 2007 for 10-month employees.

a. The normal work week of all regular full time employees shall consist of five (5) consecutive days.

b. Except as set forth in paragraph c below, to the extent possible Rutgers will use its best efforts to schedule employees to work Monday through Friday inclusive, with the understanding, however, that employees, whose five (5) consecutive work day schedules include Saturdays and Sundays, will be required to work as scheduled.

c. The work week for the Division of Dining Services is Sunday through Saturday inclusive. The work week for Housing is Thursday through Wednesday inclusive.

All full-time employees shall be entitled to a fifteen (15) minute rest period during the first half of their shift and an additional fifteen (15) minute rest period during the second half of their shift. Regular part-time employees who are scheduled to work twenty (20) hours or more per week shall be entitled to one fifteen (15) minute rest period during their shift. Rest periods shall be taken at the discretion of the employee's supervisor.

An employee who is assigned to work for four (4) hours or more beyond the end of the regularly scheduled shift is entitled to a fifteen (15) minute rest period during that period, at a time designated by the supervisor.

Any employee who is called back to work after completing his/her regular shift and has left his/her place of work shall be guaranteed a minimum of four (4) hours work or pay in lieu thereof. Such employee shall be required to work all hours, in addition to the four (4) minimum guaranteed, which are required by the supervisor.

a. For the purpose of computing overtime, the standard work week shall be 12:01 a.m. Saturday to midnight Friday. Paid time off such as vacation, sick leave, holidays, administrative leave, bereavement leave, and jury duty is counted as hours worked in determining the number of hours an employee has worked in a given week.

b. (1) Overtime requested and authorized by the employee's supervisor shall be compensated for in cash at time and one half the employee's regular hourly rate for hours worked in excess of the prescribed work week.

(2) For those employees receiving shift differential, such differential shall be added to their regular hourly rate when computing their overtime rate.
c. Rutgers will make every reasonable effort to provide for an equitable distribution of overtime work among employees in a work unit in a seniority unit, after taking into consideration the nature of the work to be performed during overtime hours and the qualifications and abilities of the employees in the seniority unit. Any refusal of overtime work shall be recorded as overtime worked by the employee. If, because of refusals to work overtime, there are an insufficient number of employees available to perform the overtime work, Rutgers may assign the overtime work to the necessary number of employees in the work unit who have the qualifications and abilities to perform the work. For the term of this Agreement such assignment will rotate from the least senior employee in the work unit to the most senior employee in the work unit. A record of the monthly overtime in the work unit shall be posted on available bulletin boards.

d. Rutgers will examine the overtime records in July 2004, January 2005, July 2005, January 2006, July 2006 and January 2007. Where there is an imbalance of the overtime distribution of more than fifty (50) hours within a shift in a particular classification in a seniority unit other than the “Facilities Maintenance - New Brunswick" seniority unit, Rutgers will assign scheduled overtime work (in accordance with (c) above) during the following two (2) months in such a way as to alleviate that imbalance as much as is practicable. In the "Facilities Maintenance - New Brunswick" seniority unit, where there is an imbalance of the overtime distribution of more than fifty (50) hours within a shift in a particular classification on a campus (Busch/Livingston Campus; College Avenue Campus; and Douglass/Cook Campus) Rutgers will assign scheduled overtime work (in accordance with (c) above) during the following two (2) months in such a way as to alleviate that imbalance as much as is practicable. This provision does not include the New Brunswick Athletic Department or Winants Hall on the College Avenue Campus.

e. Scheduled weekend overtime work, not of an emergency nature, will be offered at least forty-eight (48) hours in advance.

Effective January 1, 2004, a shift premium of forty-five cents ($0.45) per hour shall be paid to any full time employee who is regularly scheduled to start work on or after 9:00 p.m. and before 4:00 a.m.

Effective January 1, 2004, a shift premium of thirty-five cents ($0.35) per hour shall be paid to any full time employee who is regularly scheduled to start work on or after 3:00 p.m. and before 9:00 p.m.

Full time employees regularly assigned to rotating shifts will be considered to be regularly scheduled for purposes of this provision.

Prior to effecting a change of one (1) hour or more in the regular starting time of work shifts, Rutgers will give a two-week notice to the affected employee or employees and will discuss such change and the need for same with representatives of the Union, unless circumstances, such as in emergency situations, make such notice and prior discussion impracticable.

When a vacancy occurs or a new job is created within a given job classification having more than one (1) shift, any employee in the same classification may elect, in accordance with seniority, to change his/her shift to that shift on which the opening occurs, provided that the efficiency of the particular operation will not be impaired by such change and provided that no employee shall voluntarily exercise his/her seniority rights for such purpose more than once in any year. No employee shall be considered for a change in shift unless he/she shall in writing have requested a change in shift no earlier than six (6) months and no later than two (2) weeks before any such opening occurs. (For the form to be used, see appendix B)

For employees working in a seniority unit on a seven (7) day work week schedule with fixed days off each week, where a major change in schedule affecting a majority of employees in the seniority unit requires employees to work more than five (5) consecutive days during the initial transitional week, overtime is to be paid for the employee(s) working six (6) and seven (7) consecutive days during such transitional week.

For the sole purpose of determining administrative leave, personal holidays, holidays, vacation and sick leave as set forth in this Agreement, a work day for employees who work a forty (40) hour work week will be eight (8) consecutive hours.

Employee’s emergency attendance on member of the employee’s immediate family (mother, father, spouse, child, step child, foster child, sister, brother, grandmother, or grandfather) who resides in the employee’s household who is seriously ill.

Employee’s attendance upon the employee’s seriously ill spouse, parent, or child at a hospital, health care facility, or at home, or the employee’s transport of the employee’s seriously ill spouse, parent or child, to medical treatment, when properly certified by a Health Care Provider on the form designated in Appendix E. Use of sick time will not be permitted where the employee has failed to provide the certified form.

Medically certified care does not cover illness not defined as seriously ill, matters unrelated to medical needs, baby-sitting, running errands, and/or running a business for the family member while he/she is ill.

BIWK 799.66 832.68 865.77 898.94 931.84 964.97 998.25 1034.70

BIWK 833.48 868.10 902.83 937.64 972.22 1006.99 1041.68 1080.23

BIWK 868.90 905.20 941.80 978.36 1014.89 1051.34 1088.06 1128.13

BIWK 906.11 944.20 982.64 1021.00 1059.20 1097.41 1135.88 1177.83

BIWK 945.12 985.31 1025.42 1065.54 1105.73 1145.81 1185.69 1230.20

BIWK 985.96 1028.29 1070.20 1112.30 1154.55 1196.76 1238.71 1285.00

BIWK 1028.94 1073.17 1117.41 1161.72 1205.69 1249.97 1294.05 1342.71

BIWK 1074.05 1120.50 1166.95 1213.55 1259.89 1306.38 1352.94 1404.20

BIWK 1121.42 1170.20 1219.05 1267.79 1316.65 1365.42 1414.36 1467.83

BIWK 1171.76 1222.18 1273.36 1324.81 1376.00 1427.22 1478.55 1534.66

BIWK 1223.36 1277.52 1331.42 1385.08 1439.24 1493.02 1546.80 1606.04

BIWK 1278.40 1335.04 1391.57 1448.17 1504.78 1561.46 1617.94 1680.39

BIWK 1336.11 1395.58 1454.62 1514.13 1573.44 1632.83 1692.10 1757.18

BIWK 1396.68 1458.86 1520.84 1583.33 1645.46 1707.83 1769.85 1837.94

BIWK 1460.31 1525.50 1590.31 1656.04 1721.11 1786.61 1851.57 1922.52

[Insert copy of March 20, 2004 letter re Agreement Between AFSCME Local 888 and Rutgers Article 15(4)(d) – Hours of Work]

[Insert copy of letter dated April 7, 2004 Re: One Range Upgrade for the Position of Security Officer/Parking Enforcement Officer]