Common use of Status During Negotiations Clause in Contracts

Status During Negotiations. Once the notice called for in Section 1 above has been given, this agreement shall remain in full force and effect indefinitely throughout the negotiations until a new Agreement has been entered into; provided, however, that either Party may after the expiration date of the Agreement terminate the same by giving at least ten (10) days written notice of its intention to so terminate. WAGE RATES AND EFFECTIVE DATES Over 4 years $24.07 (Step C) Culinary Worker III (Cook) 0-2 years 8/21/22 $17.63 (Step A) 2-4 years Over 4 years $19.69 (Step B) $22.68 (Step C) Culinary Worker II (Kitchen Helper and Food Service Cashier) 8/21/22 0-2 years 2-4 years Over 4 years $16.41 (Step A) $18.67 (Step B) $20.74 (Step C) 8/21/22 Food Court/Snack Bar Attendant 0-2 years 2-4 years Over 4 years $16.57 (Step A) $18.93 (Step B) $21.13 (Step C) Food Service Sanitation 0-2 years 8/21/22 $16.72 (Step A) Laborer 2-4 years Over 4 years $19.15 (Step B) $21.50 (Step C) 8/21/22 Laundry Worker 0-2 years $17.15 Over 2 years $22.24 Wait Staff 0-2 years $13.78 (Step A) 2-4 years $15.06 (Step B) Over 4 years $16.78 (Step C) Floater Position – the wage rate will be determined based upon the type of work to which the floater is assigned. If the floater is assigned to fill in for a Culinary Worker III, the floater will be paid the entry level rate (Step A) for Culinary Worker III, which is $17.63 per hour, regardless of the employee’s length of service. If the floater instead is assigned to perform work traditionally performed by kitchen helpers, snack bar attendants or food service sanitation laborers, the floater will be compensated in accordance with the rates set forth below: The following confirms the terms of the agreement reached between the Service Employees International Union (“Union”), Local 73, Dining Services Unit, and the University of Illinois at Urbana-Champaign (“University”) regarding Restricted Absence Days. a) The Union and the University agree that the following workdays traditionally create a heavy demand for dining services employees, and that the University, as such, may require any bargaining unit employee who is absent from work on sick leave on any of the days designated below (“Restricted Absence Days”) to provide Acceptable Medical Evidence (“AME”), as defined within the parties’ collective bargaining agreement: • the first workday immediately following any layoff period; • the last workday immediately preceding any layoff period; • the first day of classes each semester; • and the Saturday during Homecoming weekend. b) If the only reason for requiring AME for a particular date is the designation of that date as a Restricted Absence Day, the University will not be required to provide any further explanation to the employee or the Union as to the need for the AME. c) At the beginning of each academic year, the University will inform all bargaining unit employees of the exact dates on which these Restricted Absence Days will occur during that academic year by posting the dates on a bulletin board in the employees’ work areas or by disseminating the information through some other means and by forwarding a copy of that posting to the Union. d) The University will consider its operational needs in determining whether to grant any requests for vacation or personal leave on the designated Restricted Absence Days. e) This provision on mandatory attendance days does not alter any of the University’s current policies, rules or practices or any provisions of the parties’ collective bargaining agreement relating to the University’s ability to require AME under other circumstances. Regarding Article VII Performance Management Section 1, third paragraph, on discharge, the parties recognize that discharge is separate and distinct from Formal Corrective Actions under the Performance Partnership Program. Intent to file written charges for discharge shall be initiated for just cause within sixty (60) days or less (except extension) from when Illinois Human Resources - Labor and Employee Relations became aware, unless the incident is subject to a criminal and/or administrative investigation outside the control of Illinois Human Resources. Nothing contained in this Article shall prohibit the Employer from issuing lesser discipline consistent with the tenets of just cause after the discharge process is initiated. The following confirms the terms of the agreement reached between the Service Employees International Union (“Union”), Local 73, Dining Services Unit, and the University of Illinois at Urbana-Champaign (“University”) regarding the recall of bargaining unit employees during periods of temporary layoff. If work customarily performed by members of the bargaining unit becomes available during temporary periods of layoff, the Employer will offer that work to the laid-off bargaining unit employees based upon their total seniority within the classification for which the work is available, without regard to the current classifications of the employees. The employees’ seniority will be determined in accordance with the State Universities Civil Service Act and any implementing rules or regulations in effect at the time of the recall. Employees who are recalled will be paid for the work performed at the wage rate offered to employees within the classification for which the work is available, regardless of the employee’s current classification, and will be guaranteed a minimum of at least two (2) hours of work. Employees who are recalled to perform catering work or work customarily performed by students will be paid for that work at their regular wage rate. However, an employee in probationary status performing catering work or work customarily performed by students pursuant to this Memorandum of Understanding shall not have the time spent credited to his/her/their certification period. While the University currently anticipates that it will continue to utilize employees within the Wait Staff classification during the scheduled breaks in the academic year (e.g., summer break, fall break, winter break, spring break) and, accordingly, will not need to layoff those employees during such breaks, the University reserves for itself the right afforded to it under the management rights clause of the Agreement (see Article III, Section 4) to place those employees on layoff at any time deemed necessary by the University in managing its operations.

Status During Negotiations. Once the notice called for in Section 1 above has been given, this agreement shall remain in full force and effect indefinitely throughout the negotiations until a new Agreement has been entered into; provided, however, that either Party may after the expiration date of the Agreement terminate the same by giving at least ten (10) days written notice of its intention to so terminate. WAGE RATES AND EFFECTIVE DATES Over 4 years $24.07 (Step C) Culinary Worker III IV (CookHead ▇▇▇▇) 0-2 years 8/21/22 8/25/19 $17.63 19.66 (Step A) $20.95 (Step B) $21.98 (Step C) 8/25/19 $15.60 (Step A) $17.66 (Step B) $20.62 (Step C) 2-4 years Over 4 years $19.69 (Step B) $22.68 (Step C) Culinary Worker II III (Kitchen Helper and Food Service Cashier▇▇▇▇) 8/21/22 0-2 years 2-4 years Over 4 years Culinary Worker II (Kitchen Helper and Food Service 0-2 years Cashier) 8/25/19 $16.41 14.38 (Step A) $18.67 16.64 (Step B) $20.74 18.71 (Step C) 8/21/22 2-4 years Over 4 years 8/25/19 Food Court/Snack Bar Attendant 0-2 years $14.54 (Step A) $16.90 (Step B) $19.10 (Step C) 8/25/19 $14.69 (Step A) $17.12 (Step B) $19.46 (Step C) 2-4 years Over 4 years $16.57 (Step A) $18.93 (Step B) $21.13 (Step C) Food Service Sanitation 0-2 years 8/21/22 $16.72 (Step A) Laborer 2-4 years Over 4 years $19.15 (Step B) $21.50 (Step C) 8/21/22 8/25/19 Laundry Worker 0-2 years $17.15 15.12 Over 2 years $22.24 20.19 Wait Staff 0-2 years 8/25/19 $13.78 11.75 (Step A) $13.03 (Step B) $14.75 (Step C) 2-4 years $15.06 (Step B) Over 4 years 8/25/19 Food Service Area Supervisor $16.78 (Step C) 18.98 Floater Position – the wage rate will be determined based upon the type of work to which the floater is assigned. If the floater is assigned to fill in for a Culinary Worker III, the floater will be paid the entry level rate (Step A) for Culinary Worker III, which is $17.63 15.00 per hour, regardless of the employee’s length of service. If the floater instead is assigned to perform work traditionally performed by kitchen helpers, snack bar attendants or food service sanitation laborers, the floater will be compensated in accordance with the rates set forth below: 0-2 years 8/25/19 $15.00 (Step A) $17.16 (Step B) $19.67 (Step C) 2-4 years Over 4 years The following confirms the terms of the agreement reached between the Service Employees International Union (“Union”), Local 73, Dining Services Unit, and the University of Illinois at Urbana-Champaign (“University”) regarding Restricted Absence Days. a) The Union and the University agree that the following workdays traditionally create a heavy demand for dining services employees, and that the University, as such, may require any bargaining unit employee who is absent from work on sick leave on any of the days designated below (“Restricted Absence Days”) to provide Acceptable Medical Evidence (“AME”), as defined within the parties’ collective bargaining agreement: • the first workday immediately following any layoff period; • the last workday immediately preceding any layoff period; • the first day of classes each semester; • and the Saturday during Homecoming weekend. b) If the only reason for requiring AME for a particular date is the designation of that date as a Restricted Absence Day, the University will not be required to provide any further explanation to the employee or the Union as to the need for the AME. c) At the beginning of each academic year, the University will inform all bargaining unit employees of the exact dates on which these Restricted Absence Days will occur during that academic year by posting the dates on a bulletin board in the employees’ work areas or by disseminating the information through some other means and by forwarding a copy of that posting to the Union. d) The University will consider its operational needs in determining whether to grant any requests for vacation or personal leave on the designated Restricted Absence Days. e) This provision on mandatory attendance days does not alter any of the University’s current policies, rules or practices or any provisions of the parties’ collective bargaining agreement relating to the University’s ability to require AME under other circumstances. Regarding Article VII Performance Management Section 1, third paragraph, on discharge, the parties recognize that discharge is separate and distinct from Formal Corrective Actions under the Performance Partnership Program. Intent to file written charges for discharge shall be initiated for just cause within sixty (60) days or less (except extension) from when Illinois Staff Human Resources - Labor and Employee Relations became aware, unless the incident is subject to a criminal and/or administrative investigation outside the control of Illinois Staff Human Resources. Nothing contained in this Article shall prohibit the Employer from issuing lesser discipline consistent with the tenets of just cause after the discharge process is initiated. The following confirms the terms of the agreement reached between the Service Employees International Union (“Union”), Local 73, Dining Services Unit, and the University of Illinois at Urbana-Champaign (“University”) regarding the recall of bargaining unit employees during periods of temporary layoff. If work customarily performed by members of the bargaining unit becomes available during temporary periods of layoff, the Employer will offer that work to the laid-off bargaining unit employees based upon their total seniority within the classification for which the work is available, without regard to the current classifications of the employees. The employees’ seniority will be determined in accordance with the State Universities Civil Service Act and any implementing rules or regulations in effect at the time of the recall. Employees who are recalled will be paid for the work performed at the wage rate offered to employees within the classification for which the work is available, regardless of the employee’s current classification, and will be guaranteed a minimum of at least two (2) hours of work. Employees who are recalled to perform catering work or work customarily performed by students will be paid for that work at their regular wage rate. However, an employee in probationary status performing catering work or work customarily performed by students pursuant to this Memorandum of Understanding shall not have the time spent credited to his/her/their certification period. While the University currently anticipates that it will continue to utilize employees within the Wait Staff classification during the scheduled breaks in the academic year (e.g., summer break, fall break, winter break, spring break) and, accordingly, will not need to layoff those employees during such breaks, the University reserves for itself the right afforded to it under the management rights clause of the Agreement (see Article III, Section 4) to place those employees on layoff at any time deemed necessary by the University in managing its operations.