Common use of Downgrades Clause in Contracts

Downgrades. OP60-2 In the event a position's classification level is lower after a study has been completed, the incumbent's wage rate must be within the pay range of the new classification level. No red circling or grandparenting will be permitted. Effective date of the downgrade will be seven (7) working days after the reviewing authority approves the results of the study. In witness whereof the parties have set their hands this 28th day of June, 2019: Central Michigan University Xxxxxx X. Xxxxxx, Ph. D. President Xxxxx X. Xxxxx, SPHR/SHRM-SCP Director/Employee Relations Xxx Xxxxxxxx Executive Director/Financial Planning and Budgets Xxxxxxx X. Xxxxxxxx Assistant Director/Staff Resources – Global Campus Xxxx Xxxxxxxxx Assistant Director/Employment Services UAW LOCAL 6888 Xxxxxx Xxxxxxxx President Xxxxxxxx Xxxxxxx 1st Vice President Xxxxx Xxxxx International Representative, UAW Region 1-D Xxxxxx Xxxxxx Director, UAW Region 1-D Xxxxx Xxxxx, Bargaining Committee Executive Secretary/Museum Studies Xxxxxx Xxxxxxx, Bargaining Committee Executive Secretary/Engineering & Technology Xxxxx Xxx, Bargaining Committee Administrative Secretary/Communication Sciences & Disorders Xxxxxxxx Xxxxxx, Bargaining Committee Senior Office Specialist/Facilities Management Appendix “A” – FAMILY MEDICAL LEAVE ACT “FOR REFERENCE ONLY” Policy Statement The University will provide eligible employees job-protected leave of up to twelve (12) workweeks per calendar year for certain family and medical reasons or because of any qualifying exigency of a covered military family member. In addition, eligible employees may take up to a total of twenty-six (26) workweeks in a “single 12-month period” to care for a covered service member with a serious injury or illness. Family and Medical leave will be tracked concurrently with paid leaves (sick leave, personal leave, vacation leave, workers’ compensation, short-term disability, etc.) and unpaid leaves. FMLA is not considered a separate leave category. It is the policy of The University to comply with the U.S. Department of Labor, Family and Medical Leave Act and regulations. Source: Manual of University Policies, Procedures and Guidelines, Number 4-3, Family and Medical Leave, revised January 1, 2010. For more information, please see the complete policy statement online at:xxxxx://xxx.xxxxx.xxx/office_president/general_counsel/Documents/p04003.pdf Appendix "B" – INSURANCE RATES AND CONTRIBUTIONS BENEFITS COST-SHARING MODEL, Full Time 2019-20 2020-21 2021-22 University Contribution* Employee Contribution** University Contribution* Employee Contribution** University Contribution* Employee Contribution** Medical & Prescription Drug 1P 82.6% 17.4% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s 2P 82.6% 17.4% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s FM 82.6% 17.4% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s Dental 1P 85% 15% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s 2P 85% 15% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s FM 85% 15% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s *Percentage (%) calculation is based on core plans each fiscal year. **Actual employee contribution will depend on individual benefit elections. Percentages in this table, when applied to the premium costs for “core plans” [PPO 1, PD 10/20/30, D 100/50/50] established at the beginning of each fiscal year, will determine the dollar value of University contributions towards the cost of medical, prescription drug and dental insurance for each level of coverage in each plan for full time employees. Employees are responsible for paying the difference between such dollar amounts and the cost of plans with higher premiums than the “core plans.” Should the University elect to change the basis on which “core plans” are defined, or to establish another basis for determining contribution allocations, the Union will be notified in writing not later than March 31st of the contract year prior to the fiscal year such change would be effective. The annual increase in the University’s contribution is capped at 3% (i.e., the University will apply its percentage share from the table above to not more than 103% of the prior year premium costs for the “core plan”). For Part Time Employees, the University contributions for Medical and Prescription Drug insurance is the single coverage rate for Full Time employees in each of those plans. Part Time Employees are responsible for covering the entire cost of dental insurance.

Downgrades. OP60-2 In the event a position's classification level is lower after a study has been completed, the incumbent's wage rate must be within the pay range of the new classification level. No red circling or grandparenting will be permitted. Effective date of the downgrade will be seven (7) working days after the reviewing authority approves the results of the study. In witness whereof the parties have set their hands this 28th day of June, 2019: Central Michigan University CENTRAL MICHIGAN UNIVERSITY Xxxxxx X. Xxxxxx, Ph. D. President Xxxxx X. Xxxxx, SPHR/SHRM-SCP Director/Employee Relations Xxx Xxxxxxxx Executive Director/Financial Planning and Budgets Xxxxxxx X. Xxxxxxxx Assistant Director/Staff Resources – Global Campus Xxxx Xxxxxxxxx Assistant Director/Employment Services UAW LOCAL 6888 Xxxxxx Xxxxxxxx President Xxxxxxxx Xxxxxxx 1st Vice President Xxxxx Xxxxx International Representative, UAW Region 1-D Xxxxxx Xxxxxx Director, UAW Region 1-D Xxxxx Xxxxx, Bargaining Committee Executive Secretary/Museum Studies Xxxxxx Xxxxxxx, Bargaining Committee Executive Secretary/Engineering & Technology Xxxxx Xxx, Bargaining Committee Administrative Secretary/Communication Sciences & Disorders Xxxxxxxx Xxxxxx, Bargaining Committee Senior Office Specialist/Facilities Management Appendix “A” – FAMILY MEDICAL LEAVE ACT “FOR REFERENCE ONLY” Policy Statement The University will provide eligible employees job-protected leave of up to twelve (12) workweeks per calendar year for certain family and medical reasons or because of any qualifying exigency of a covered military family member. In addition, eligible employees may take up to a total of twenty-six (26) workweeks in a “single 12-month period” to care for a covered service member with a serious injury or illness. Family and Medical leave will be tracked concurrently with paid leaves (sick leave, personal leave, vacation leave, workers’ compensation, short-term disability, etc.) and unpaid leaves. FMLA is not considered a separate leave category. It is the policy of The University to comply with the U.S. Department of Labor, Family and Medical Leave Act and regulations. Source: Manual of University Policies, Procedures and Guidelines, Number 4-3, Family and Medical Leave, revised January 1, 2010. For more information, please see the complete policy statement online at:xxxxx://xxx.xxxxx.xxx/office_president/general_counsel/Documents/p04003.pdf Appendix "B" – INSURANCE RATES AND CONTRIBUTIONS BENEFITS COST-SHARING MODEL, Full Time 2019-20 2020-21 2021-22 University Contribution* Employee Contribution** University Contribution* Employee Contribution** University Contribution* Employee Contribution** Medical & Prescription Drug 1P 82.6% 17.4% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s 2P 82.6% 17.4% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s FM 82.6% 17.4% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s Dental 1P 85% 15% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s 2P 85% 15% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s FM 85% 15% Same as P&A’s Same as P&A’s Same as P&A’s Same as P&A’s *Percentage (%) calculation is based on core plans each fiscal year. **Actual employee contribution will depend on individual benefit elections. Percentages in this table, when applied to the premium costs for “core plans” [PPO 1, PD 10/20/30, D 100/50/50] established at the beginning of each fiscal year, will determine the dollar value of University contributions towards the cost of medical, prescription drug and dental insurance for each level of coverage in each plan for full time employees. Employees are responsible for paying the difference between such dollar amounts and the cost of plans with higher premiums than the “core plans.” Should the University elect to change the basis on which “core plans” are defined, or to establish another basis for determining contribution allocations, the Union will be notified in writing not later than March 31st of the contract year prior to the fiscal year such change would be effective. The annual increase in the University’s contribution is capped at 3% (i.e., the University will apply its percentage share from the table above to not more than 103% of the prior year premium costs for the “core plan”). For Part Time Employees, the University contributions for Medical and Prescription Drug insurance is the single coverage rate for Full Time employees in each of those plans. Part Time Employees are responsible for covering the entire cost of dental insurance.

Downgrades. OP60-2 In the event a position's classification level is lower after a study has been completed, the incumbent's wage rate must be within the pay range of the new classification level. No red circling or grandparenting will be permitted. Effective date of the downgrade will be seven (7) working days after the reviewing authority approves the results of the study. “CMU (an AA/EO institution) encourages diversity, and resolves to provide equal opportunity regardless of race, sex, disability, sexual orientation, or other irrelevant criteria.” In witness whereof the parties have set their hands this 28th 14th day of June, 20192016: Central Michigan University CENTRAL MICHIGAN UNIVERSITY Xxxxxx X. XxxxxxXxxx, Ph. D. President Xxxxx X. Xxxxx, SPHR/SHRM-SCP SPHR Director/Employee Relations Xxx Xxxxxxxx Executive Xxxxx Xxxxxx Associate Director/Financial Planning and Budgets Xxxxxxx X. Xxxxxxxx Assistant Xxxx Director/Staff Resources Licensure, Regulatory Services and Human Capital – Global Campus Academic Administration Xxxx Xxxxxxxxx Assistant Director/Human Resources Consultant/ Employment Services UAW LOCAL 6888 Xxxxx Xxxxxx Xxxxxxxx President Xxxxxxxx Xxxxxxx Xxxxx Xxxxxx 1st Vice President Xxxxx Xxxxx International Representative, UAW Region 1-D Xxxxxx Xxxxxx Director, UAW Region 1-D Xxxxx Xxxxx, Bargaining Committee Xxx Xxxxxx Executive Secretary/Museum Studies Off Campus Support - OIT Xxxxxx Xxxxxxx, Bargaining Committee Executive Secretary/Engineering & Technology Xxxxx Xxx, Bargaining Committee Xxxxxxxx Administrative Secretary/Communication Sciences & Disorders Xxxxxxxx Xxxxxx, Bargaining Committee Senior Office Specialist/Facilities Management Academic Advising Appendix “A” – FAMILY MEDICAL LEAVE ACT “FOR REFERENCE ONLY” Policy Statement The University will provide eligible employees job-protected leave of up to twelve (12) workweeks per calendar year for certain family and medical reasons or because of any qualifying exigency of a covered military family member. In addition, eligible employees may take up to a total of twenty-six (26) workweeks in a “single 12-month period” to care for a covered service member with a serious injury or illness. Family and Medical leave will be tracked concurrently with paid leaves (sick leave, personal leave, vacation leave, workers’ compensation, short-term disability, etc.) and unpaid leaves. FMLA is not considered a separate leave category. It is the policy of The University to comply with the U.S. Department of Labor, Family and Medical Leave Act and regulations. Source: Manual of University Policies, Procedures and Guidelines, Number 4-3, Family and Medical Leave, revised January 1, 2010. For more information, please see the complete policy statement online at:xxxxx://xxx.xxxxx.xxx/office_president/general_counsel/Documents/p04003.pdf Appendix "B" – INSURANCE RATES AND CONTRIBUTIONS BENEFITS COST-SHARING MODEL, Full Time 20192016-20 202017 2017-21 202118 2018-22 19 University Contribution* Employee Contribution** University Contribution* Employee Contribution** University Contribution* Employee Contribution** Contribution**‡ Medical & Prescription Drug 1P 82.687% 17.413% Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s 2P 82.687% 17.413% Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s FM 82.687% 17.413% Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Dental 1P 8587% 1513% Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s 2P 8587% 1513% Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s FM 8587% 1513% Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s Same as P&A“me, too” w/ PA’s *Percentage (%) calculation is based on core plans each fiscal year. **Actual employee contribution will depend on individual benefit elections. ‡Employee Contribution for the duration of this agreement not to exceed 18% of core premium. This provision shall expire 6/30/19. Percentages in this table, when applied to the premium costs for “core plans” [PPO 1, PD 10/20/30, D 100/50/50] established at the beginning of each fiscal year, will determine the dollar value of University contributions towards the cost of medical, prescription drug and dental insurance for each level of coverage in each plan for full time employees. Employees are responsible for paying the difference between such dollar amounts and the cost of plans with higher premiums than the “core plans.” Should Beginning with the second year of this current term of agreement, should the University elect to change the basis on which “core plans” are defined, or to establish another basis for determining contribution allocations, the Union will be notified in writing not later than March 31st of the contract year prior to the fiscal year such change would be effective. The annual increase in the University’s contribution is capped at 315% (i.e., the University will apply its percentage share from the table above to not more than 103115% of the prior year premium costs for the “core plan”). For Part Time Employees, the University contributions for Medical and Prescription Drug insurance is the single coverage rate for Full Time employees in each of those plans. Part Time Employees are responsible for covering the entire cost of dental insurance.