# 2018 – 2021 HUCTW Contract Summary and Information

### Summary of New Agreement between Harvard University and HUCTWDecember 5, 2018

Harvard University and the Harvard Union of Clerical and Technical Workers (HUCTW) reached a tentative agreement for a successor contract on October 16, 2018, which was ratified overwhelmingly by the membership on December 4, 2018. The new contract will go into effect as of October 1, 2018 and extend through September 30, 2021, Key provisions are as follows:

### Wages

• Salary Increase - Three-year agreement with an average cost to the University of 3.2%.
• October 1, 2018 - 3.4%
• October 1, 2019 - 3.1%
• October 1, 2020 - 3.1%
• Expiration - September 30, 2021

• Ratification Bonus: In addition, the parties have agreed to a ratification bonus for all members on the payroll as of December 5, 2018, instead of a retroactive calculation of wages back to October 1, 2018. The cost of this bonus is equivalent to that of the agreed upon increases for this period.

FAQs regarding Wage Increase and Ratification Bonus

• Salary Plan Administration - Salary Grade Minimums and Maximums The minimums and maximums of each grade will be increased on the following dates:
• October 1, 2018- 2.3%
• October 1, 2019- 2.0%
• October 1, 2020- 2.0%

### Operational Improvements

Last summer over 500 managers and HR consultants were surveyed and asked to identify what they felt were key issues of concern in the HUCTW contract. The highest priority items were progressive discipline, and managing sick leave usage. In this negotiation, we have been able to obtain significant clarification and strengthening of contractual language in the following areas:

• Progressive Discipline: The current contract does not clearly outline for managers and employees the progressive disciplinary process or list the required progressive disciplinary steps. We have agreed to new language that will reduce confusion as to the appropriate process and will clarify and list those steps specifically within the progressive discipline article. We believe that this clarity will assist managers and Human Resources, and reduce the number of confused and/or compromised discipline related outcomes.

Summary of new contract language

Current and Prior Contract language

FAQs Regarding Policy and Operational Changes
• Problem Solving & Layoff Process: In addition, we were able to obtain changes in contractual language with regard to problem solving and the layoff process, adding language to make these processes more efficient.

### Policy

• Contingent Workers: A key area of concern for HUCTW, aside from wages, was the use of contingent workers at the University - especially of Temps, Less than Half Time (LHTs), and temporary agency staff. Both the previous contract and the new contract allow for the extraordinary benefit of filling temporary vacancies with non-union Temp personnel for a limited time, and the ability to use LHT workers for an unlimited period of time. While there were some limitations to which the University agreed, we were able to maintain both of those benefits, which are significant and unique to this HUCTW contract. The parties agreed to the following modifications of existing policy, to be effective March 4, 2019:
1. Elimination of Cycling: There has been a limited practice at the University of moving an employee back and forth between Temp and LHT designations, potentially for extended periods of time. While not explicitly prohibited, this practice effectively circumvented existing contract language which provides that the use of Temp and LHT workers should be exceptional and strictly limited, and never at the expense of regular benefitted employment.
2. LHT Hour Adjustment: We agreed to reduce the number of hours worked for LHTs, from less than 17.5 hours per week to 14 hours or less per week. This new threshold is consistent with the average hours worked by LHTs.
3. The parties also agreed to the formation of a Joint Committee on Contingent Workers, charged with monitoring compliance and overseeing enforcement of the rules regarding the use of Temps, LHTs, and temporary agency staff.

• Contingent Worker Policy Compliance
These tools should be helpful to you in monitoring the use of Temps and LHTs in your organization:
• Term Positions: The parties agreed to six-month recall or preferential rehire provisions for employees in Term positions in the event that the same or a similar position becomes available.

### Benefits and Other Provisions

• Healthcare: The University agreed to adjust the salary tiers for healthcare premiums effective January 1, 2022, maintaining the University’s progressive approach to ensure that health care remains affordable for employees at all levels of pay. The agreed upon adjustments will be effective for all employee groups and are follows:  Current Salary Tiers January 1, 2022 Salary Tiers: Tier I <$55,000Tier II$55,000-$75,000Tier III$75,000-$100,000Tier IV >$100,000 Tier I <$60,000Tier II$60,000-$80,000Tier III$80,000-$100,000Tier IV >$100,000
• Shift Diff and Meal Allowance: The parties agreed to minor inflationary adjustments to the rates to be paid for Shift Differentials and the Meal Allowances as follows:

1. Shift Differentials
• As of ratification - $1.75/hr • October 1, 2019 -$1.80/hr
• October 1, 2020 - $1.85/hr 2. Meal Allowance:$14 effective October 1, 2019

• Joint Funding: The new contract provides for modest increases in joint funding, consistent with past contracts, for childcare, education, and other programs.