Agreement made and entered into this 16^th day of March, 2001, by and between the Trustees of Columbia University in the City of New York, (hereinafter referred to as the "University" and/or the "Employer"), on behalf of its Health Sciences Division (hereinafter referred to as the "Employer"), and the Supporting Staff Association of the Health Sciences Division of Columbia University, (hereinafter referred to as the "Association" and/or the "Union").

Whereas, the parties hereto desire to cooperate in establishing and maintaining conditions which will tend to secure to the employees of the Employer fair and reasonable conditions of employment, and to provide methods for fair and peaceful adjustment of all disputes which may arise, so as to secure uninterrupted operations of the activities of the Employer;

Now, therefore, be it mutually agreed as follows:

1. The Employer recognizes the Union as the sole and exclusive bargaining representative for full-time and regular part-time service, technical, and clerical employees of the supporting staff of the College of Physicians & Surgeons and the Schools of Nursing, Public Health, and Dental and Oral Surgery, employed at the Columbia Presbyterian Medical Center and/or the following locations: Julius and Armand Hammer Health Sciences Center; Augustus Long Library; New York State Psychiatric Institute; Bard Hall, 50 Haven Avenue, New York City; 78 Haven Avenue, New York City; 556 West 168th Street, New York City; 238 Fort Washington Avenue, New York City; 251 Fort Washington Avenue, New York City; 21 Audubon Avenue, New York City; 511 West 166th Street, New York City; 100 Haven Avenue, New York City. Departments covered by this agreement which move into the Audubon Biomedical Science and Technology Park will continue to be covered by this agreement to the same extent as they were previously covered.
2. Excluded from coverage are:

1. Professional employees, Departmental Administrators, Administrative Assistants, and Supervisors;
2. Confidential employees, under the law;
3. Casual employees (a casual employee is one who works less than an average of twenty (20) hours per week);
4. Temporary employees;
5. Student employees with "student status" (a student employee is one with "student status", which permits exemption from the Social Security tax and is claimed by the employee who is primarily a student at Columbia University. An employee who is working primarily to support him/herself and who attends University classes only because they are available to him/her, does not have "student status");
6. Security Officers;
7. Department of Facilities Management employees;
8. Department of Residence Halls and Department of Food Services employees;
9. Harlem Hospital Center Affiliation employees and other employees working at Harlem Hospital Center;
10. Employees employed at the following locations:

72 East 91st Street, New York City; Fort Dix, New Jersey; Cornell University Medical School, 1300 York Avenue, New York City; Lenox Hill Hospital, 77th Street and Lexington Avenue, New York City; Veterans Administration Hospital, 130 West Kingsbridge Road, Bronx, New York; Rockland State Hospital, Orangeburg, New York; 135 East 83rd Street, New York City; Hicksville, Long Island, New York; Trenton, New Jersey; West Hyattsville, Maryland; Brookhaven National Laboratory, Upton, New York; Tenafly, New Jersey; Leonia, New Jersey; Hudson River State Hospital, Poughkeepsie, New York; Overlook Hospital, Summit, New Jersey; 367 Franklin Avenue, Franklin Square, New York;

11. Medical Center Bookstore employees;
12. Student Information Services employees;
13. Employees of tenants and/or the City of New York in the Audubon Biomedical Science and Technology Park.

3. Whenever the word "employee(s)" is used in this Agreement, it shall mean employee(s) in the bargaining unit.
4. It is agreed that this Agreement shall apply and continue in full force and effect at any location to which the bargaining units may move. It is further agreed that this Agreement shall apply to any new or additional facilities of the bargaining units and under the Employer's principal direction and control within the five boroughs of New York City, Nassau, Suffolk and Westchester Counties. In the event of a merger of the Health Science Division with any other institution, the Employer will provide notice to the Union upon the finalization of such agreement, and will meet and confer with the Union with respect to the impact of such merger on employees.
5. Definition of Regular Part-time Employees - An employee who has a regularly assigned schedule of at least twenty (20) hours a week and who is expected to serve continuously for more than four (4) months, is known as a regular part-time employee. Such employees are eligible according to their regular work schedule on a pro-rata basis and as defined in this agreement for the following benefits which are available to a regular full-time employee: vacation, sick leave, group life insurance, partial tuition exemption [if working twenty (20) or more hours per week] and any University holidays that fall on one of his/her regularly scheduled workdays.
6. Definition of Temporary Employees - A temporary employee is one who is hired for a period of up to four (4) months and is so informed at the time of hire. This may include an employee hired for summer work, or for a special project, or to replace an employee on leave or vacation. The said four (4) month period may be extended up to an additional two (2) months, or, in the case of a leave of absence, for the length of the leave of the employee being replaced, with the consent of the Union, which shall not be unreasonably withheld. However, such employee shall become a member of the Union after expiration of the initial four (4) month period.
   
   If a temporary employee becomes permanent, his/her temporary employment is in lieu of his/her probationary period, provided that his/her job classification remains unchanged. Upon becoming a permanent employee, his/her bargaining unit seniority shall be retroactive to the last date of hire. In such cases, the immediate previous period of temporary employment shall be credited to benefits under this Agreement; it being understood, however, that such period shall not result in any retroactive coverage or in any retroactive contribution to any benefit plan.
   
   
7. When an employee is hired, the Employer shall inform the employee, in writing, of its contractual relationship with the Supporting Staff Association and the Employer must advise the employee of Articles 2, 3, 4, and 5, of this Agreement along with his/her job title, main responsibility, starting salary, effective date of salary, benefits and opportunities for job advancement.
   
   All employees hired shall, as a condition of employment, be required to attend an employee orientation session. Attendance at, and completion of, the orientation session shall be a pre-condition of hire and continued employment. Employees shall be provided with a Union packet of information and shall be required to execute and sign all necessary Union check-off forms, and register with the Union at the time of their orientation session.
   
   The employer agrees to transmit, within 48 hours of the scheduled orientation session the properly executed Union membership forms to the Union Office as well as provide a list of those employees attending the orientation sessions, their date of hire, and copies of their hiring notice.

1. All employees shall maintain their membership in the Union in good standing as a condition of continued employment in the bargaining unit.
   
   
2. All present employees who are not members of the Union shall become members of the Supporting Staff Association thirty (30) days after the effective date of this Agreement, or the execution date, whichever is later, after which Section A above shall apply.
   
   
3. All new employees who are hereafter hired shall become members of the Union thirty (30) days after the beginning of their employment after which Section A above shall apply.
   
   
4. For the purpose of this Article, an employee shall be considered a member of the Union in good standing if he/she tenders periodic dues and initiation fee uniformly required as a condition of membership.
   
   
5. An employee who fails to maintain membership in the Supporting Staff Association in good standing as required by this Article, shall, within twenty (20) calendar days following receipt by the Employer of a written demand from the Union requesting discharge, be discharged if, during such period, the required dues and initiation fees have not been tendered.

1. Upon receiving a voluntary checkoff card from an employee, the Employer shall deduct dues and initiation fee, as fixed by the Union, from the wages due such employee each month. Deductions shall be made the first payday of each month for that month, (enrollment forms will be completed at the time of employment) and then remitted to the Supporting Staff Association by the end of the month.
   
   
2. The Employer's obligation to checkoff shall end upon termination of employment or transfer out of the bargaining unit, and shall not be in effect during layoff or unpaid official leave(s).
   
   Employees who do not sign written authorization for deductions must adhere to the same payment procedures by making payments directly to the Union.
   
   
3. The Union shall indemnify and hold the Employer harmless from any action(s) growing out of these deductions. The Union assumes full responsibility for the deductions turned over to it by the Employer.
   
   
4. It is specifically agreed that the Employer assumes no obligation, financial or otherwise, arising out of the provisions of this Article, and the Union hereby agrees that it will indemnify and hold the Employer harmless from any claims, actions or proceedings by any employee arising from deductions made by the Employer hereunder. Once the funds are remitted to the Union, their disposition thereafter shall be the sole and exclusive obligation and responsibility of the Union.
   
   
5. The Employer shall notify the Union once per month of the change in status of any member who is on approved leave in excess of 30 days. The notice will be in writing, and will include the employee’s name, department, job title, type of leave, date leave begins, and anticipated return date.

1. In a desire to restate their respective policies, neither the Employer nor the Union shall unlawfully discriminate against or in favor of any employee on account of race, color, religion, national origin, ethnic origin, sex, age, marital status and citizenship. Neither the Employer nor the Union shall unlawfully discriminate against or in favor of any employee on account of political belief or sexual orientation, or against any qualified individual with a disability who can perform the essential functions of the position, with or without reasonable accommodation. Neither the Employer nor the Union shall unlawfully discriminate against or in favor of any employee because of membership in the Union and/or activities on behalf of the Union as protected by the National Labor Relations Act as amended.
   
   
2. It shall be prohibited for the Employer, the Union or any employees to harass another employee on the basis of sex as defined under the law. If a member of the Bargaining Unit believes that he/she is being sexually harassed, the matter will be brought to the University's attention by filing a grievance under the procedure provided in this Agreement. The filing of such a grievance may be preceded by resort to the University Panel on Sexual Harassment or by notifying the Director of Affirmative Action.
   
   
3. Any employee claiming a violation of this article may file a grievance at Step 3 of the grievance procedure.

1. Newly hired employees shall have a probationary period of four (4) months from the date of employment, exclusive of absences for any cause.
   
   During the probationary period, any employee may be terminated at the will of the Employer, and such termination shall not be subject to the grievance and arbitration procedure provided in this Agreement.
   
   The Employer shall notify the Union, in writing, of any such termination of a probationary employee. Following completion of a probationary period, the employee shall be considered a regular employee and entitled to all the rights of this Agreement.
   
   
2. An employee once terminated shall serve another four (4) month probationary period upon being rehired. An employee laid off and recalled to the same job classification in the same department shall not serve another probationary period.
   
   
3. During the probationary period, the employee's performance will be monitored and evaluated, and the employee will be kept abreast of his/her progress. A written probationary performance appraisal will be completed by the employee's supervisor and discussed with the employee during the probationary period. This procedure shall not be subject to the grievance and arbitration procedure provided in this agreement. If the employee’s supervisor does not complete a probationary evaluation, then a probationary employee who has not otherwise been terminated under Section A will be deemed to have satisfactorily passed the probation period and to have become a regular employee.

1. The regular work week for full-time employees shall be thirty-five (35) hours per week, seven (7) hours per day, with a break for mealtime not to exceed one (1) hour. The mealtime break shall not be included in the seven (7) hour working day.
   
   Employees will be notified at least five (5) working days in advance of any permanent schedule change, except in case of emergencies.
   
   Employees who are required to remain at their work stations without interruption are entitled to two (2) scheduled fifteen (15) minute breaks in each work day. Subject to operating needs, other employees will be allowed to leave their desks for brief periods to get coffee and the like.
   
   
2. Work performed beyond the regular full-time work week as described above shall be paid at time and one-half the regular rate of pay.
   
   Employees shall be compensated at the rate of one and one half (1 1/2) times their regular pay for authorized time worked in excess of the regular full time work week of thirty-five (35) hours up to forty (40) hours by receiving either pay for such overtime worked or compensatory time off as mutually agreed. For hours worked between thirty-five (35) and forty (40), compensatory time off must be scheduled and used within sixty (60) days from the time worked and if not scheduled and used within sixty (60) days will be paid at the overtime rate.
   
   Any time worked after forty (40) hours shall be paid at time and one half (1 1/2).
   
   
3. Regular full-time employees who work thirty-five (35) hours, Monday through Friday, will be paid time and one-half for any hours worked on Saturday, and double time for any hours worked on Sunday. Regular full-time employees who work thirty-five (35) hours on other than a Monday through Friday schedule will be paid time and one-half for any hours worked on a sixth work day beyond the regularly scheduled thirty-five (35) hours in the work week and double time for any hours worked in a seventh work day beyond the regular schedule of thirty-five (35) hours in the work week.
   
   
4. Paid absences, except sick days paid, shall be considered as time worked for purposes of computing overtime. Unpaid absences shall not be considered as time worked.
   
   
5. Employees are eligible for overtime pay only for those hours authorized by the Department Head or his/her designee. The Employer shall be the sole judge of the necessity for overtime. The Employer shall endeavor, insofar as it may be practicable, to make an equal distribution of overtime among the qualified employees within a classification, within a research or training project, or within a department, whichever is applicable.
   
   
6. Flexible hours mean regularly assigned working hours that are different from the normal departmental schedule. The University will consider employee requests and will try to grant them when there is a compelling need on the part of the employee including but not limited to child care and educational considerations, and where the department's functioning will not be adversely affected. All considerations for flexible hours are non-grievable and non-arbitrable.
   
   
7. The Employer will use a uniform time sheet and time reporting procedures.

1. After completion of his/her probationary period, an employee may be discharged or disciplined for just cause. Such discharge or discipline shall be subject to the grievance and arbitration provisions of this Agreement. The Employer will notify the employee in writing of the reason(s) for discharge or discipline. The Employer will furnish the Union with a copy of the written notice within forty-eight (48) hours from the date of notice to the employee.
   
   
2. Material relating to suspensions shall be removed from the employee’s University Personnel Record after two (2) years if no other similar disciplinary action(s) has occurred during this period. Material relating to oral or written warnings will be removed after one (1) year if no other similar disciplinary action(s) has occurred during this period, and the employee has shown that he/she has been rehabilitated subsequent to the discipline.
   
   
1. Employees will be granted access to their University personnel files in accordance with University policy. Access to other persons will be limited in accordance with University policy.

2. An Employee may review and have a copy made of material in his/her personnel file (departmental and Health Sciences Division Human Resources) once per calendar year with an appointment in accordance with procedures established by Health Sciences Division Human Resources.

1. Bargaining unit seniority shall be defined as the length of time an employee has been continuously employed in the bargaining unit or employed in a Department of Columbia University. An employee shall have no seniority during his/her probationary period. Upon successful completion of his/her probationary period, however, his/her seniority shall be retroactive to his/her date of hire. Classification seniority shall be defined as the length of time an employee has worked continuously in a specific job classification within a research or training project or Department, as applicable.
   
   
2. Seniority shall accrue when an employee is on:
   
   
1. authorized leave of absence without pay up to one hundred eighty (180) consecutive calendar days;
   
   
2. jury duty and condolence leave;
   
   
3. layoff not to exceed the lesser of twelve (12) months or the length of an employee's continuous employment;
   
   
4. sick leave up to one hundred eighty (180) consecutive calendar days.
   
   
3. Seniority shall be broken when an employee:
   
   
1. terminates voluntarily;
   
   
2. is discharged for cause;
   
   
3. willfully exceeds an official leave of absence after notification by certified mail or an equivalent express service;
   
   
4. is laid off for twelve (12) consecutive months or a period exceeding the length of the employee's continuous employment, whichever is less;
   
   
5. fails to call his/her supervisor or designee when absent from work for five (5) or more consecutive work days without reasonable excuse as to the reason for such absence.
   
   
4. Previous service for computing retirement benefits for those employees who have terminated employment and later returned to employment shall be credited as set forth in the Pension Plan Document, as amended.

1. Employees who apply for a promotion when an opening occurs in their present research or training project or department, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure.
   
   
2. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work.
   
   The employer will provide sufficient copies of job postings for posting on Association bulletin boards. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board.
   
   
3. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled.
   
   Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her four (4) month probationary period.



4. An employee who receives a lateral transfer will be subject to the same provisions as set forth in Section C above.
   
   
5. An employee must complete a minimum of six (6) months of continuous employment in the bargaining unit in his/her position before requesting a lateral transfer or promotion, however, he/she may be considered for a position within his/her project or department if no qualified internal applicant with six (6) months or more of continuous University employment applies.
   
   
6. An employee who receives a promotion to the next highest classification level shall receive a promotional increase equal to the grade rate difference.
   
   
7. In the event that an employee believes that the scope/content of his/her job responsibilities has materially changed, and that the position should be upgraded to a higher level, the employee may file a written request for a review of the job classification with his/her immediate supervisor. The employee must describe in detail how the knowledge, skills and ability required for the position have changed as compared to the work previously performed, so as to justify an upgrade. Routine changes in staffing, technology or methodology for performing the job shall not justify an upgrade. The supervisor will meet with the employee and review his/her job description. The employee will be notified within 21 days of the submission of the request.
   
   The employee may request review of the supervisor’s determination by filing a written request within 10 days in Human Resources. Human Resources will investigate the request and provide a written response within 30 days. In the event that the employee grieves the denial of an upgrade to arbitration, the burden shall be upon the employee to demonstrate by clear and convincing evidence that an upgrade is warranted.

1. An employee who resigns shall give the Employer two (2) weeks advance notice.
   
   
2. An employee who gives notice of resignation, as provided above, shall be entitled to receive payment for unused vacation time accrued on the effective date of resignation or termination. If notice is not given as provided above, an employee shall not be entitled to such payment, provided it was possible for the employee to have given such notice. The Union shall be notified, in writing, by the Employer if such action is taken.

Employees shall be eligible for unpaid leave of absence without loss of seniority or status in accordance with the following:

1. Maternity Leave - Maternity shall be treated just as any other non-occupational disability circumstance as set forth in Article 19 of the Contract. Medical expenses incurred during pregnancy and maternity delivery shall be covered for all eligible employees under the under the employee’s current medical insurance plan as would any other disability.
   
   
2. Association Business - Any employee with six (6) or more months of employment shall be eligible to take an unpaid leave of absence, not to exceed one (1) year in order to accept a full-time position with the Supporting Staff Association provided the leave does not hinder the operation of the project or department.
   
   
3. Military Leave - A regular employee who volunteers or is drafted for military service may request a military leave of absence in accordance with the Uniformed Services Employment and Reemployment Rights Act, as amended, then in effect.
   
   
4. Duty in Military Reserve - An employee who is called to two (2) weeks' active duty in the National Guard or Military reserve is allowed two (2) weeks for military service beyond his/her regular vacation. The employee may receive the difference by which his/her University salary exceeds his/her service pay. This policy applies only to a full-time, regular employee who has completed the four (4) month probationary period.
   
   
5. Personal Leave - Personal leaves of absence may be authorized for a period of up to six (6) months.
   
   
6. Family Leave - Family leaves of absence shall be subject to the guidelines set forth by the Family and Medical Leave Act of 1993.
   
   
7. Employees who have completed nine months of employment may take personal leave without pay for infant care purposes in addition to the sick and non-occupational disability leave, however, such leave shall not exceed ten (10) months in duration.
   
   In support of family concerns, a full-time employee may return to work on a part-time scheduled basis for a period of up to four weeks immediately following a leave of absence for pregnancy-disability, infant care, adoption or foster care placement of a child.
   
   All leaves granted under this Section G shall be considered FLMA leaves if applicable. Leaves granted under this Section shall be in lieu of any leave for which the employee might be eligible under Section E above.
   
   Employees shall be allowed to use accumulated vacation time to care for a sick family member.
   
   
8. In all instances, leaves of absence under this Article must be requested in writing by the employee and responded to, in writing, by the employee's supervisor within ten (10) working days of the receipt of the request.
   
   While on any unpaid leave of absence, an employee shall not be entitled to earn holiday pay or to accrue vacation time or sick leave time.
   
   Upon return from an approved leave of absence, an employee will return to the same position or an equivalent position and will retain classification seniority.

1. A grievance shall be defined as a dispute or complaint arising between the parties to this Agreement under or out of this Agreement or the interpretation, application, performance, termination or any alleged breach thereof, and shall be processed and disposed of in the following manner:
   
   Step 1. - Within ten (10) working days, an employee having a grievance and a representative of the Supporting Staff Association shall take it up verbally with the Principal Investigator, supervisor or his/her designee, Director or other individual charged with the responsibility for the direction or functioning of the unit involved.
   
   The Principal Investigator, supervisor or his/her designee shall give his/her answer to the employee and official of the Supporting Staff Association within five (5) working days after the presentation of the grievance.
   
   If the Principal Investigator, supervisor or his/her designee is not available, a request for an extension of the time limitation shall not be unreasonably denied. If the Supporting Staff Association deems the grievance to be a pressing matter, it can proceed to Step 2.
   
   If the Principal Investigator, supervisor or his/her designee denies the grievance at Step 1, the grievance shall be reduced to writing by the grievant and representative of the Supporting Staff Association.
   
   Step 2. - If the grievance is not settled in Step 1, the grievance may, within five (5) working days after the answer in Step 1, be presented in Step 2. When grievances are presented in Step 2, they shall be presented on a uniform, written grievance form, setting forth allegations of the specific incidence and the specific violations of the Collective Bargaining Agreement, signed by the grievant and a representative of the Supporting Staff Association, and presented to the grievant's Department Chairman or his/her designee. The Department Chairman or designee shall meet with the grievant and union representative to hear the allegations of the specific incidence and the specific violations of the collective bargaining agreement within ten (10) working days upon receipt of the written grievance. The department chairman or designee shall respond to the grievance in writing within five (5) working days after meeting with the union and the grievant.
   
   Step 3. - If the grievance is not settled in Step 2, the grievance may, within five (5) working days after the answer in Step 2, be presented in Step 3. A grievance shall be presented in this Step in writing, setting forth allegations of the specific violations of the Collective Bargaining Agreement, signed by the grievant and a representative of the Supporting Staff Association and presented to the Personnel Director, with a copy to the Department Chairman or designee responsible for the second step. The Assistant Vice President – Human Resources (Health Sciences Division) or designee shall meet with the grievant and the Union representative within 10 working days, and shall render a decision in writing within 10 working days after the meeting.
   
   The University agrees to provide relevant information concerning a Step 3 grievance hearing on a timely basis prior to the date of the hearing upon receipt of a timely request.
   
   
2. Failure on the part of the employer to answer a grievance at any Step shall not be deemed acquiescence thereto, and the Union may proceed to the next Step.
   
   
3. Anything to the contrary herein notwithstanding, a grievance concerning a discharge or suspension shall be presented initially at Step 3, within five (5) working days of the time the employee is notified of discharge or suspension.
   
   
4. Without waiving the Employer's statutory rights, a grievance on behalf of the Employer may be presented initially at Step 3 by notice in writing addressed to the Union at its office.
   
   
5. All time limits herein specified shall be deemed to be exclusive of Saturdays, Sundays and holidays.
   
   
6. Any disposition of a grievance from which no appeal is taken within the time limits specified herein shall be deemed conclusive, and the grievance shall not thereafter be considered subject to the grievance and arbitration provisions of this Agreement.
   
   
1. A grievance which affects a substantial number of employees, and which the Employer representatives designated in Steps 1 and 2 lack authority to settle, may be presented initially at Step 3 by a representative of the Union.
   


2. A grievance concerning a layoff may be presented at Step 3.
   
   
8. A grievance, as defined in Section A above, which has not been resolved hereunder shall, within ten (10) working days after completion of Step 3 of the grievance procedure, be referred for arbitration by the Employer or the Union to a panel arbitrator from an agreed-upon panel of five. Cases shall be assigned on a rotational basis to members of the panel.
   
   
9. The fees and expense of the Arbitrator shall be borne equally by the parties.
   
   
10. The arbitrator shall render the award within thirty (30) days of the closing of the record. The award of an Arbitrator hereunder shall be final, conclusive and binding upon the Employer, the Union, and the employees.
    
    
11. The Arbitrator shall have jurisdiction only over disputes arising out of grievances, as defined in Section A above, and he/she shall have no power to add to, subtract from, or modify in any way the terms of this Agreement.
    
    
12. Time limits in this Article may be extended by written agreement of the parties.

Except as in this Agreement otherwise provided, the Employer retains the exclusive right to hire, direct, and schedule the working force; to plan, direct and to control operations; to discontinue, or reorganize or combine any Department or branch of operations with any consequent reduction or other changes in the working force; to hire and lay off employees; to promulgate rules and regulations; to introduce new or improved methods or facilities regardless of whether or not the same cause a reduction in the working force and in all respects to carry out, in addition, the ordinary and customary functions of management. None of these rights shall be exercised in a capricious or arbitrary manner.

1. There shall be adequate Supporting Staff Association bulletin boards on the premises of the Employer. The Employer shall provide enclosed bulletin boards solely for the purpose and use of the Association. Said bulletin boards shall be placed conspicuously at places accessible to all Union members. No notices which are derogatory to the University shall be posted.
   
   
2. Union representatives shall have reasonable access to the appropriate University offices for the purpose of conferring with its stewards and/or employees covered by this Agreement, and for the purpose of administering this Agreement. Where the union representative finds it necessary to enter upon the University’s premises for this purpose, the representative shall advise the Assistant Vice President – Human Resources (Health Sciences Division) and the head of the office or their respective designees, as the University shall state. Such visits shall not interfere with the operation of the department or office.
   
   
3. Thirty (30) days after the effective date of the Contract, a Labor-Management Committee consisting of five (5) members of Management including the Assistant Vice President - Human Resources (Health Sciences Division) and five (5) members of the Union, including the Union President shall be established for the purpose of promoting and perpetuating harmonious relations and to study and recommend improvements in working conditions. The Committee will meet on an ad hoc basis but not less than bi-monthly.
   
   
4. No employee shall engage in any Union activities, including the distribution of literature, which interfere with the performance of work.
   
   
1. Executive Board members of the Union shall be released for a maximum of two (2) hours once each month to attend an executive Board meeting on the second Tuesday of the month from 3:00 PM to 5:00 PM. The Department Head or his/her designee shall be given forty-eight (48) hours advance notice of such meetings. Unused time for such meetings shall not accrue from month to month.
   
   
2. The Union shall submit a current list of Shop Steward and Executive Board members to the University every six (6) months.
   
   Effective January 1, 2003, Shop stewards will be appointed in approximate proportion to the number of SSA members within a department, in order to minimize the loss of work time within individual departments and to provide broader access to representation
   
   
3. Up to 13 Shop Stewards shall have a maximum of one hour per week without loss of pay in which to handle active grievances.
   
   Shop stewards shall attend formal grievance hearings and other scheduled meetings with management without loss of pay.
   
   Except in unusual circumstances, only one (1) union representative from a department will be released at a time with pay to attend Step 1, 2 or 3 grievance hearings. Additional representatives may be released without pay to attend such hearings.
   
   In accordance with University practice, shop stewards must obtain their supervisors’ permission to use time granted under this article when leaving the work site for anything other than regularly scheduled meetings, grievances, or other scheduled meetings with management.
   
   Each steward (not to exceed 36) shall be granted one (1) hour off with pay six (6) times per year to attend Union meetings
   
   
4. The Union shall be entitled to conduct two (2) general membership meetings per year for up to one (1) hour each without loss of pay for employees, on dates agreed upon by the Union and the University. Meetings shall be scheduled from 4 p.m. to 5 p.m.
   
   
6. The University will provide a monthly listing to the Union of employees not on the regular payroll who fall within the recognition limits set forth in Article I of the Contract. The list shall include casual and temporary employees, the department, number of hours worked, and salary.
   
   
7. The Employer shall provide the Union with a weekly list of new hires, notice of leaves, promotions, lateral transfers, recalls and terminations. The University shall render monthly to the Association a list, in electronic format that can be filtered and sorted by field, of Union eligible employees listing their names, job titles, seniority date, salary and full-time/part-time status.
   
   
8. The University will provide information other than PIS data in electronic format if such information becomes available in an electronic format which can be delivered to the Union.

1. Neither the Union nor its members shall engage in any strikes, sit-downs, sit-ins, slowdowns, cessation or stoppage of work, picketing, boycotts, sympathy strikes or sympathy work stoppages, or any other similar interference with the operations of the Employer.
   
   
2. Neither the Union nor its officers, agents or representatives shall authorize, assist, engage in, or in any way participate in any strike, sit-down, sit-in, slowdown, cessation or stoppage of work, picketing, boycott, sympathy strike or sympathy work stoppage, or other similar interference with the operations of the Employer.
   
   
3. In addition to any other liability, remedy, or right provided by applicable law or statute, should a strike, sit-down, sit-in, slowdown, sympathy strike or sympathy work stoppage, cessation or stoppage or interruption of work occur, the Union immediately upon a request by the Employer shall:
   
   
1. publicly disavow such action by the employees;
   
   
2. advise the Employer in writing that such action by employees had not been called or sanctioned by the Union;
   
   
3. notify employees of its disapproval of such action and instruct such employees to cease such action and return to work immediately;
   
   
4. post notices on Supporting Staff Association bulletin boards advising that it disapproves such action, and instructing employees to return to work immediately.
   
   
4. The Employer shall not engage in any lockout of employees.
   
   
5. The rights and obligations under this Article shall be in effect only for the duration of this Agreement.

All agreements herein are subject to all applicable laws now or hereafter in effect; and to the lawful regulations, rulings and orders of regulatory commissions or agencies having jurisdiction. If any provision of this Agreement is in contravention of the laws and regulations of the United States or of the State of New York, such provision shall be superseded by the appropriate provisions of such law or regulations, so long as the same is in force and effect; but all other provisions of this Agreement shall continue in full force and effect.

1. Employees who are laid off will be granted layoff allowance according to the schedule below:

Years of Service	Weeks of Layoff Allowance	Years of Service	Weeks of Layoff Allowance
0 - 1 year 1 - 2 years 2 - 3 years 3 - 4 years 4 - 5 years 5 - 6 years 6 - 7 years 7 - 8 year 8 - 9 years 9 - 10 years 10 - 11 years 11 - 12 years 12 - 13 years	None 1 week 2 weeks 3 weeks 4 weeks 5 weeks 6 weeks 7 weeks 8 weeks 9 weeks 10 weeks 11 weeks 12 weeks	13 - 14 years 14 - 15 years 15 - 16 years 16 - 17 years 17 - 18 years 18 - 19 years 19 - 20 years 20 - 21 years 21 - 22 years 22 - 23 years 23 - 24 years 24 - 25 years Over 26 years	13 weeks 14 weeks 15 weeks 16 weeks 17 weeks 18 weeks 19 weeks 20 weeks 21 weeks 22 weeks 23 weeks 24 weeks 26 weeks

Employees will be deemed to have one year of service for every 12 completed months of full-time employment. Two completed months of regular part time employment will be deemed to equal one month of full time employment. Three completed months of casual employment for casual or temporary employees who become permanent employees (as provided in Article 1, Section E or F) will be deemed to equal one month of full time employment. The total allowance will be calculated based upon the total number of months derived from this formula.



2. An employee shall receive layoff allowance in one lump sum amount less applicable tax deductions, and must return to the University any amount paid if said employee is recalled and reinstated during the period covered by the layoff allowance. To the extent possible an employee will receive the layoff allowance at the same time that the employee receives his/her final paycheck. Failure of employees notified of layoff to present themselves to the Personnel Office to register for the central recall pool will result in the non-payment of layoff allowance.
   
   
3. In the event an employee is subject to subsequent layoff, he/she shall be entitled on each occasion to one (1) week's layoff allowance for each year of his/her bargaining unit seniority, up to a maximum of twenty-six (26) weeks, reduced by the number of weeks of layoff allowance previously received.
   
   
4. These layoff allowance provisions do not apply to a quit, a resignation, a discharge, or a group transfer of payroll from the Employer to another corporate or organizational entity.

1. Research and Training Projects
   
   Should retrenchment necessitate a layoff in a research or training project, employees in that project who are engaged in the same job classification shall be laid off in the inverse order of their bargaining unit seniority. In connection with the layoff, the placing of one employee in another employee's job in the same job classification for the purpose of retaining the more senior employee shall be permitted to occur only within the research or training project affected by the layoff, and provided the more senior employee is able to perform the available work. Probationary employees and temporary employees shall be laid off before any other employees covered by this Agreement.
   
   
2. Other than Research and Training Projects
   
   Should retrenchment necessitate a layoff in an activity in a department other than in a research or training project, employees in such activities who are engaged in the same job classification shall be laid off in the inverse order of their bargaining unit seniority. In connection with the layoff, the placing of one employee in another employee's job in the same job classification for the purpose of retaining the more senior employee shall be permitted to occur only in department activities other than research or training projects and provided that the more senior employee is able to perform the available work. Probationary employees and temporary employees shall be laid off before any other employees covered by this Agreement.
   
   
3. Notice of Layoff
   
   An employee to be laid off with less than one (1) year of service shall receive two (2) weeks written notice. Any employee to be laid off with more than one (1) year of service shall receive four (4) weeks written notice. Where the notification period is not complied with, wages will be paid in lieu of notification time not provided. Copies of notice served hereunder shall be simultaneously served upon the Union.
   
   Where a department has prior knowledge that a position definitely will be subject to a layoff, and the Health Sciences Division Human Resources has given final approval for the layoff, the University will make reasonable efforts to give more than four (4) weeks notice.
   
   Every reasonable effort will be made to give more than four (4) weeks written notice, in a case where the University has knowledge that a project will be closed because an investigator plans to leave.
   
   The Employer will notify the Union as to the terms and conditions of the termination of a project because of retrenchment of funds and/or when an investigator is leaving the University.
   
   
4. Central Recall Pool
   
   The University will maintain a current list of all employees who are in the central layoff pool. The University will provide the Union with a monthly update of the list.
   
   An employee who is notified that he/she will be subject to a layoff may, upon request, receive the following assistance from Human Resources:
   
   
1. Assistance in creating or updating a resume or statement of personal qualifications
   
   
2. Instruction on and access to the University’s job postings and job posting web site (including Morningside and Harlem Hospital vacancies)
   
   
3. Information about how to apply for positions for which the employee is qualified and interested
   
   
4. Individual counseling
   
   
5. Benefits information.
   
   
Any employee who has received notification of layoff should report to the Personnel Office to file an updated application and to be placed in the central recall pool. When a position becomes available, that position shall be offered to the person with the greatest bargaining unit seniority in the job classification unless said person is not capable of performing the available work.

In the event of a layoff and during the recall period, if a vacant position becomes available in a higher job classification than the position of the laid off employee and the laid off employee meets the requisites set forth in Article IX, Section A then he/she may be considered for that promotion on the same basis as any other employee. In the event a vacant position becomes available in a lower job classification than that of the laid off employee and he/she meets the requirement for the position, then he/she may be considered for the position on the same basis as any other employee.

Any person in the central recall pool must make every effort to respond to position openings in the same job classification when informed by Human Resources of a position for which they are eligible. As stated above, an employee who receives notification of layoff must immediately complete an updated application and be available for interviews by project investigators or supervisors to determine his/her qualifications for the position opening(s). An employee who does not report to the Personnel Office to file an updated application and/or who does not make him/herself reasonably available for interviews under this procedure will forfeit his/her right to recall.

Persons will normally be contacted for interviews by telephone, mailgram, or letter from the Personnel Office to their last recorded address or telephone number. Failure by the person to respond to such contact within ten (10) work days from the date of the letter or mailgram will remove the person from eligibility to remain in the central recall pool.

All qualified laid off persons will be considered for vacant positions including positions within their demonstrated abilities before those outside of the bargaining unit. Where a vacancy occurs, interdepartmental lateral transfers shall not be permitted to occur until persons in the central recall pool have been considered for positions in accordance with their former job classification.

In cases of recall, the Employer shall be the sole judge of the capability of the employee to perform the available work. Upon rehire, an employee shall serve another probationary period unless that employee is recalled to the same job classification in the same department.

A test will not be administered to a laid off employee for positions requiring comparable skills where those skills were satisfactorily completed by the employee prior to layoff.

Where such an employee does not satisfactorily complete that probationary period, except in the case of discharge or resignation, he/she shall be returned to the pool and shall have the same number of days of layoff in which to be recalled as he/she had at the time of his/her initial recall. Recall rights under this section shall exist for twelve (12) months or the length of the employees' bargaining unit seniority, whichever is shorter.


5. New Investigators or Project Directors
   
   Notwithstanding the provisions of this Article, any investigator or project director joining the staff of the Health Sciences Division may bring with him/her personnel of his/her own choosing. Seniority for such personnel shall commence when they enter employment at the Health Sciences Division. Such investigators or project directors will give consideration to the recall of qualified individuals in the central recall pool to fill vacancies within that research or training project.
   
   
6. In the event that the Employer anticipates any action which will result in an employment loss within the meaning of the Worker Adjustment and Retraining Notification Act, the Employer will serve a written notice on the Union prior to the effective date of such action as provided in the WARN Act. The Union may request discussions concerning the impact of any action covered by the WARN Act, including the possibility of an early retirement program or voluntary severance in lieu of lay-off.

1. Employees who have completed the probationary period, shall be entitled to paid sick leave earned at the rate of one (1) day for each two (2) months of employment, up to a maximum of six (6) days per year. Employees, after one (1) or more years of employment with the University, shall upon their anniversary accrue one (1) day of sick leave per completed month of service up to a maximum of twelve (12) days per year, provided that at no time will an employee be entitled to accumulate more than sixty (60) working days of sick leave during any one year, including the days earned or to be earned in the current sick leave year.
   
   
2. To be eligible for benefits under this Article, an employee who is absent due to illness or injury must notify his/her supervisor or designee within one (1) hour after the start of each of his/her regularly scheduled work days, unless proper excuse is presented for the employee's inability to so notify. The Employer may require proof of illness hereunder.
   
   
3. This sick leave plan supplements the New York State Disability Benefits Law. Benefit payments under the State Disability Law shall commence after an employee has exhausted his/her sick leave entitlement hereunder, and the combination shall not exceed twenty-seven (27) work weeks for non-occupational disabilities.
   
   
4. Worker's Compensation Insurance for employees who may be injured on the job shall continue to be in effect. Employees who are injured on the job may use up to five (5) days of sick leave to cover an absence due to occupational disability. Where such an absence extends longer than five (5) days, the employee will be required to file for Worker's Compensation to cover payment of lost salary. In all instances, where on-the-job accident, illness, or injury occurs the employee will be required to file an Accident Report immediately with the Employer. A current list of Worker's Compensation doctors shall be submitted to the Union and it shall be updated annually.

1. Employees shall be entitled to paid holidays within each calendar year as follows:
   
   

New Year's Day*	Election Day*
Martin Luther King Jr.'s Birthday*	Thanksgiving Day*
Washington's Birthday	Day after Thanksgiving
Memorial Day*	Christmas Day*
Independence Day*	2 days - selected by the University during the Christmas Season
Labor Day*

2. The holiday commemorating the birthday of Martin Luther King, Jr. will be observed on either the Federal Holiday or January 15th, whichever is designated by the University. In addition to the above holidays, there shall be two (2) floating holidays. A new employee can take one (1) floating holiday during the first six (6) months of employment after completion of the probationary period and the second after completing the first six (6) months of employment. After the first completed year of employment, employees accrue one (1) floating holiday during each six (6) month period of employment.
   
   
1. In the event an employee is required to work on any of the eight (8) holidays designated in Article 20, Section A, by an asterisk (*), he/she shall be paid at the rate of time and one-half his/her regular pay for all hours worked on the holiday, and shall, in addition, receive an additional day off with regular pay within thirty (30) days of the holiday or an extra day's pay in lieu thereof, as determined by the Employer.
   
   
2. An employee required to work on any holiday other than those specified with an asterisk in Section A above shall receive a day off with regular pay or in lieu thereof shall be paid a day's regular pay at the option of the Employer.
   
   
3. When a holiday falls on Saturday or Sunday, regular full-time employees will be given equivalent time off, usually on the preceding Friday or the following Monday.
   
   
4. If a holiday falls during an employee's vacation, the vacation shall be extended by one (1) day.
   
   
5. If an employee is absent the scheduled workday before and/or the scheduled work day after a paid holiday or day in lieu thereof, the Employer may demand proof of illness. The Employer may deny pay for such holiday if such proof is requested and not furnished.
   
   
6. A religious holiday, when observed, may be charged either as a floating holiday to which reference is made above, or to vacation credit.
   
   

1. Employees hired on or after October 1, 1987, shall be entitled to vacation days during the term of this Agreement as follows:

Length of Service	Earned Vacation Rate and Maximum Allowance
Less than 3 years	10 working days accrued at the rate of 1 day per completed month of service up to a total of 10 working days per year.
3 years but less than 5 years	15 working days accrued at the rate of 1.5 days per completed month of service up to a total of 15 working days per year.
5 years but less than 15 years	20 working days accrued at the rate of 2 days per completed month of service up to a total of 20 working days per year.
15 years or more	22 working days accrued at the rate of 2 days per completed month of service up to a total of 22 working days per year

Employees hired prior to October 1, 1987 shall be entitled to vacation during the term of this agreement as follows:

Length of Service	Earned Vacation Rate and Maximum Allowance
Less than 1 year	1 2/3 working days per completed month of service up to 20 working days.
1 year but less than 20 years	22 working days accrued at the rate of 2 days per completed month of service up to a total of 22 working days per year
20 years or more	25 working days accrued at the rate of 2 days per completed month of service, plus one additional day to be credited on the employee’s anniversary date, up to a total of 25 working days per year.

New employees shall not accrue vacation during the initial four (4) month probationary period of employment; however, upon completion of the probationary period, credit will be given retroactive to the date of employment. Employees who terminate during the probationary period shall not receive vacation credit.

The cut-off date for accruing vacation credit is June 30. Vacations are customarily scheduled during the summer months immediately following June 30. With the approval of the supervisor and consistent with the adequate functioning of the operation, an employee may delay scheduling of his/her vacation until a later date. However, he/she may not accumulate unused vacation from year to year. All vacation credit earned as of June 30 must be used before the following June 30.

2. Vacation pay shall be at the employee's straight-time rate. Regular part-time employees receive their regular part-time salaries for their earned vacations. A University holiday observed on a regular work day during an employee's vacation will not be considered a part of the vacation. An extra day will be added to the vacation period.
   
   A regular employee who changes from full-time to part-time or vice-versa or whose part-time hours are changed in the twelve (12) month period prior to June 30, receives vacation pay, if eligible, based on the average number of hours scheduled per week during such period.
   
   Additional salary will not be paid in lieu of vacation credit not used, unless an employee resigns or his/her employment is terminated.
   
   An employee may receive, in advance, any check which will be due him/her on a regular payday during his/her vacation. The check(s) may be requested by filling out the proper form at least three (3) weeks before the date of the start of vacation. The vacation advance payment will be made by a separate check issued prior to vacation.
   
   A regular employee who has been employed for not less than four (4) months, and whose employment is terminated by the University or who resigns after giving at least two (2) weeks notice, will be entitled to receive accrued vacation pay. This will be based upon vacation credit accrued during the current fiscal year, plus any vacation credit earned during the preceding fiscal year which has not been used.
   
   
3. An employee shall not lose his/her vacation entitlement due to a transfer between departments within the University.
   
   
4. The following limitations shall apply on vacations:
   
   
1. Vacation shall not be cumulative.
   
   
2. Vacation time shall not accrue during unpaid leave of absence.
   
   
3. After the commencement of a vacation, no part thereof shall be changed to sick leave without notification to the department and proper medical documentation.
   
   
4. Vacation may be taken only after it has been accrued.

An employee will be granted three (3) days special paid leave in case of death in the immediate family (wife, husband, parent, child, mother-in-law, father-in-law, sister or brother, grand-parent) or close family member or spouse equivalent living in the household of the employee.

Employees may use accrued vacation or personal leave if necessary for travel to the funeral of a covered family member outside of the New York City metropolitan area. Departmental approval for use of such vacation or personal leave will not be unreasonably withheld.

A regular employee who is required to be absent on a scheduled work day for jury duty will receive regular pay for such required absence if the supervisor is shown the official notification not less than three (3) work days in advance of the required attendance date. In turn, the employee will remit the jury duty checks to the Employer upon his/her return to work.

An employee excused from jury duty during the day is expected to report to work.

This policy applies only to a regular full-time or regular part-time employee who has completed the four (4) months' probationary period.

1. In each calendar year, a direct child care subsidy will be made to employees in the amount of:

2001	$70,000
2002	$80,000
2003	$90,000
2004	$100,000
2005	$110,000

The formula for distribution shall be established by the Union, subject to approval by the University. Such approval shall not be unreasonably withheld.

2. To obtain the subsidy, each family must complete and submit the standard Child Care Form and supporting documentation to the union office not later than December 30 each year. No more than one subsidy shall be paid to any one family. Children born after September 30 will not be eligible for the subsidy in the year of birth.

1. Full-time employees currently enrolled in Blue Cross-Blue Shield/Major Medical will be red-circled in those plans for the life of the contract, with the cost remaining, as currently determined; that is, basic Blue Cross-Blue Shield (100% paid by the University), Major Medical option (50% paid by the University, 50% paid by the employee). Employees who subsequently elect to transfer to an HMO may not return to the indemnity plans. As a part of the coverage the Blue Cross/Blue Shield preventive medicine rider covering diagnostic screening with a once a year physical is in effect. The University will pay the entire cost of this coverage. The University shall provide the Union with a current list of participating pharmacies under the Pharmacy Plan within thirty (30) days after the signing of the Contract.
   
   Employees hired after September 30, 1996, will have a choice of the HMO’s currently offered to SSA.
   
   
2. All regular part-time employees hired before October 1, 1996, and working twenty (20) hours or more per week shall be eligible to be covered by the University’s Blue Cross/Blue Shield Plan, as described in Section A above as of the first of the month following three (3) months of regular part-time employment. The regular part-time employee who exercises the option to be covered by this plan shall pay fifty percent (50%) of the premium and the University shall pay fifty percent (50%), either on the individual or family plan.
   
   
3. The above group hospital, surgical, medical and pharmaceutical coverage is described more fully in a booklet entitled, "Your Columbia University Benefit Program – Hospital, Surgical/Medical, Prescription Drug".
   
   
4. An employee who waives health benefit coverage will receive a monthly payment as a cash credit to his/her USA Medical/Dental Account or as a cash credit to salary, in lieu of such benefits. The monthly payment will equal $20 in 1997, $30 in 1998, $40 in 1999, and $50 in 2000 and thereafter. In order to be eligible for this payment, the employee must submit satisfactory proof of coverage under another health benefit insurance plan. An employee who waives health benefit coverage is not entitled to retiree major medical/HMO coverage.
   
   
5. In the event that Blue Cross/Blue Shield indemnity coverage becomes unavailable, the parties will meet to determine how to provide equivalent health benefit coverage for employees in the Blue Cross/Blue Shield plan.

1. TERMINATION OF EXISTING PLANS: All current health benefit plans described in Articles 25, 26, and 27 will be eliminated after December 31, 2001
   
   
2. NEW PLANS: Employees will be covered by their choice of one of the following two point of service plans effective January 1, 2002:
   
   
• Oxford POS with the same plan design (network, benefits, deductibles (scaled by salary), co-pays, etc.) as the Officer plan, subject to the University’s right to amend the plan so long as such amendments are applied equally to both Officers and Support Staff
  
  
• CIGNA POS with the same plan design (network, benefits, deductibles (scaled by salary), co-pays, etc.) as the Officer plan, subject to the University’s right to amend the plan so long as such amendments are applied equally to both Officers and Support Staff.
  
  
3. CONTRIBUTIONS: The Oxford POS plan will include an employee contribution for full-time employees of $25 per month for an individual, $50 per month for employee plus child/spouse coverage and $75 per month for family coverage.
   
   The Cigna POS will be non-contributory for full-time support staff with respect to monthly premiums.
   
   Part time employees working at least 20 hours per week will be eligible to enroll in either plan, and must pay one-half of the total premium.
   
   
4. TRANSITION USA ACCOUNTS: The University will make a contribution as set forth below to an individual USA medical care account for each full-time employee who does not waive coverage under the POS plans. The University will make a contribution as set forth below to an individual USA medical care account for each part-time employee who elects coverage under the POS plans. Contributions will be prorated for employees who become covered by the plans during either year.
   
   Employees may use the USA account to obtain reimbursement for out of network deductibles and copays, inpatient and emergency room charges, drug copayments, optical exams and glasses/contact lenses, or any covered health expense not paid by the POS plan.

USA Accounts	2002	2003	2004
Individual Employee	$240	$180	$120
Employee + Spouse or Child(ren)	$480	$360	$240
Family	$720	$540	$360

GRANDFATHERING FOR PART TIME EMPLOYEES: Part time employees who in 2001 are purchasing family health coverage and paying one-half the cost thereof will be covered by the following special transition rule for 2002-04. As long as they remain part time employees and continue to purchase family health coverage (but not employee plus spouse or employee plus child(ren) coverage) under the POS plans, these part time employees will receive $100 per month during each month that the Transition USA Accounts are in effect. This payment will be made in cash and not through the USA account.


5. NEW HIRES: Medical plan eligibility for newly hired employees will be the first day of the month following or coincident with 90 days of hire, effective January 1, 2002.
   
   
6. WAIVER: A full time employee who waives health benefit coverage will receive a monthly payment as a cash credit to his/her USA Medical/Dental account or as a cash credit to salary, in lieu of such benefits. The monthly payment will equal $50. In order to be eligible for this payment, the employee must submit satisfactory proof of coverage under another health benefit insurance plan. An employee who waives health benefit coverage will not be entitled to retiree medical coverage in accordance with Article 31(H).

1. All regular full-time and regular part-time employees hired before October 1, 1996, and working at least twenty (20) hours per week as of the first of the month following three (3) months of employment will be eligible on an optional basis to enroll in the University's major medical insurance plan. Employees applying for this coverage more than thirty (30) days after the eligibility date will be required to furnish proof of insurability satisfactory to the insurance carrier.
   
   
2. The employee and the Employer will share in the cost of this insurance in accordance with the provisions of the plan. For retirees, major medical shall be made available upon completion of ten (10) years of participation in the plan and participation immediately prior to retirement. If an employee who would have been entitled to Major Medical at retirement is laid off and has not found a job during the layoff period, Major Medical will become effective if he/she retires at the end of the recall period.
   
   Details of this plan are outlined in a booklet entitled, "Major Medical Expense Insurance."

1. The University and the Union agree to allow duly certified Health Maintenance Organizations (H.M.O.s) to solicit membership from among the individual employees within the bargaining unit.
   
   
2. For retirees who have completed ten (10) years of participation in a health maintenance organization immediately prior to retirement, the Employer will make the same dollar contributions at retirement as are made for retirees covered by major medical insurance under Article 26, Section B. The Employer will pay premiums directly to the retiree’s HMO, and will bill the retiree directly for the difference between the HMO premium and the Employer contribution. In the event that the retiree fails to make timely payments to the Employer, the Employer will terminate the coverage until the retiree resumes payments. Retirees who leave the geographic area served by the available HMOs will revert to major medical coverage.
   
   
3. As of January 1, 1998, for full time employees the employer’s contribution for health care will equal the arithmetic average of the individual premiums of all of the HMO options for individual coverage, and the arithmetic average of the family premiums of all of the HMO options for family coverage, for individual employees and families, respectively. In the case of both individual and family coverage, the employee will be required to pay the difference between the employer’s contribution and the cost of the HMO selected, if any. Regular part time employees will continue to pay one-half of the cost of whatever plan they select.
   
   
4. An employee who waives health benefit coverage will receive a monthly payment as a cash credit to his/her USA Medical/Dental Account or as a cash credit to salary, in lieu of such benefits. The monthly payment will equal $20 in 1997, $30 in 1998, $40 in 1999, and $50 in 2000 and thereafter. In order to be eligible for this payment, the employee must submit satisfactory proof of coverage under another health benefit insurance plan. An employee who waives health benefit coverage is not entitled to retiree major medical/HMO coverage.

1. All full-time employees, as of the first of the month following one (1) year of regular full-time employment, shall be covered by the G.H.D.I. Comprehensive Dental Plan, Type M-1 Basic benefits for the individual employees. This Plan is described more fully in a booklet entitled, "Columbia University Group Dental Plan".
   
   
2. All full-time employees, as of the first of the month following completion of one (1) year of regular full-time employment shall have the above plan coverage for their families.
   
   
3. This Dental Plan shall be paid for in full by the University.

The University will implement an optical plan only for employees who have completed one (1) year of service. The optical plan will include an annual VDT examination for employees who use video terminals more than four cumulative hours per day. The University's contribution to this plan will not exceed $30,000 per annum.

Benefit	Oxford Participants1	Cigna Participants - VSP Network2
Eye Exam	$50 every 12 months	$10 copay
Lenses
Single	$70	$20
Bifocals	$70	$30
Trifocals	$70	$40
Lenticular	$70	$75
Contact Lenses
Cosmetic	$70	Not covered
Med. Necessity	$70	$75
Frames	$70	$30

¹ The total cumulative benefit every 24 months for all hardware is a maximum of $70 under the Oxford Plan.
²The benefits for hardware are per item under the Cigna Plan.

1. Regular full-time employees or regular part-time employees working at least twenty (20) hours per week will be automatically covered after one (1) year of regular employment by a life insurance policy in the amount of $24,000 effective October 1, 1996 and $25,000 effective October 1, 1997 and $26,000 effective October 1, 1998, and $27,000 effective October 1, 1999. The premiums for the above will be fully paid by the University.
   
   
2. Regular full-time and regular part-time employees working at least twenty (20) hours per week, after one (1) year of regular employment, shall be offered an option to purchase an additional like amount of one time (1x) the base life insurance coverage to be paid for in full by the employee at the group rate.
   
   
3. Part-time employees working at least fourteen (14) hours a week but less than twenty (20) hours will automatically be covered after one (1) year of regular employment for $1,750 of life insurance paid for by the University if employed prior to July 1, 1976. This coverage shall not be offered to such part-time employees working less than twenty (20) hours per week after that date. Those employees so covered prior to that date will be "grandfathered" at the $1,750 level of coverage for the term of their employment.
   
   
4. The above group insurance plan is described in detail in a booklet entitled, "Group Life Insurance Plan for Supporting Staff Association, Health Sciences Division."
   
   

1. The Pension Plan for bargaining unit employees is outlined in a booklet entitled, "Columbia University Retirement Plan for Members of the Supporting Staff Association at the Health Sciences Division", available upon request from the Employer.
   
   
2. Pension benefits are governed under the provisions of the official Plan Document, a copy of which has been submitted to the Department of Labor - Internal Revenue Service as required under the provisions of the Employee Retirement Income Security Act, 1974. A copy of this document is available for examination at the Personnel Office and copies may be obtained by employees for the cost of duplication, if so desired.
   
   
3. As of January 1, 1988, retirement plan contributions will continue for as long as the employee continues to work in a regular full-time or part-time [twenty (20) hours per week or more] position which is benefit eligible as defined in the Retirement Plan Document. Normal retirement for employees in the bargaining unit shall occur at the end of the month in which the employee reaches his/her sixty-fifth (65th) birthday.
   
   
4. Pension checks will be paid thirty (30) days after the effective date of retirement and continue monthly thereafter provided that all information including receipt of the signed pension documents, has been submitted on a timely basis prior to the retirement date.
   
   
5. The Employer and the Union agree that the Base Year for the calculation of the past service pension shall be updated from July 1, 1970 to July 1, 1975 in calculation of pension benefits for participants of the S.S.A. Past Service Retirement Plan.
   
   
6. Effective January 1, 1989 the University shall implement vesting for employees after five (5) years of service.
   
   
7. Retiree death benefit will be increased to $5,000 effective October 1, 1996.

1. The Employer shall provide a health clinic for employees, with a full-time nurse, a full-time secretary, a half-time physician, and a physician to be on call for emergencies during the remainder of the employees' normal working hours.
   
   
2. The Employer will implement Annual Health Reviews in accordance with New York State Health Code where appropriate.

The Employer will consult with (but shall be under no obligation to negotiate with) the Union prior to establishing an employee assistance program. The EAP will include substance abuse assistance as one of the employee concerns which will be covered within the services provided.

1. The Employer shall continue for full-time regular employees in the bargaining unit the free tuition plan which provides seven (7) points of exemption for each of three semesters per year at Columbia University, with no limit on the number of courses each semester, within the allowance of seven (7) points, provided that, in the case of the summer semester, the Employer will retain the right to refuse to offer courses under this tuition exemption plan where such courses are deemed inappropriate or operationally inefficient by the Employer.
   
   The Employer shall provide free tuition for part-time employees working twenty (20) hours or more per week as follows:

Less than 1 year of employment	3 credits per semester of employment (maximum of 1 course)
1 or more years of employment	4 credits per semester (maximum of 1 course)

The Tuition Exemption Plan is described more fully in an announcement entitled, "Columbia University Tuition Plan".

2. If an employee who is laid off is enrolled in a course and is otherwise eligible for tuition exemption, such employee will be exempt from the payment of tuition for the balance of the semester.
   
   
3. If an individual who is enrolled in a course becomes an employee eligible for tuition exemption, such employee will receive a prorated tuition payment for the semester in which he/she becomes an employee.
   
   
4. The Employer shall provide tuition exemption as stated above in this Article of the Contract. This provision shall be expanded to include the spouse and dependent children of any full-time Supporting Staff Association bargaining unit member within the limitations set forth below:
   
   
1. The spouse and children of any full-time Supporting Staff Association bargaining unit member shall be entitled to utilize any unused portion of credit to which the member is entitled under this Agreement, except that there shall be no accrual of any unused portion or credit.
   
   
2. The spouse and children of any full-time Supporting Staff Association bargaining unit member shall be entitled to apply the member's unused portion of credit to any course, graduate or undergraduate, subject to the following modifications:
   
   
1. that the course be given by a department or school of the Columbia Corporation. Courses given by Teachers College or Barnard College will not be tuition exempt for children or spouses.
   
   
2. that, in the case of children, they must be enrolled as candidates for a Bachelor, Professional or higher degree. In cases where the son or daughter is registered as a degree candidate outside the University system but is able to obtain admission as a non-matriculated special student at Columbia, tuition exemption will be granted.
   
   
3. that enrollment in summer courses is subject to the limitation indicated in Sections A and B above.
   
   
3. There shall be no limitation on the utilization of tuition exemption, as outlined in this Agreement, because of the age of a member's spouse or dependent children.
   
   
4. The spouse of eligible full-time bargaining unit members shall be immediately eligible for full utilization as outlined in this Agreement, but member's children shall not be eligible until the member has seniority for a minimum of two (2) years at Columbia University.

1. The University and the Union agree that it is important to work together to establish programs which will give employees an opportunity to improve their skills so that they can be qualified for a better position. When funding permits, and with the consent of the supervisor or investigator, an employee may take job related courses during working hours.
   
   
2. Employees shall be entitled to take one computer course ("Q" course) per year offered by the Division of Continuing Education. For those classes approved as work-related, employees receive time off with pay to attend classes. For those classes not directly work-related, employees may use vacation or personal time for those classes taken during their regularly scheduled work hours.
3. In the event the University requires an employee to undergo training in his/her present position, such training shall be provided by the University during work time.
   
   
4. The parties will establish a joint labor-management committee consisting of an equal number of representatives each to investigate training needs and employment opportunities of the bargaining unit.
   
   In order to upgrade employee skills and enhance productivity, and to qualify employees for better positions, the University will create a fund to develop training programs and provide education and training for members of the bargaining unit, in addition to other education and training benefits provided in the agreement.
   
   The fund will consist of
   

2001	$75,000
2002	$75,000
2003	$75,000
2004	$85,000
2005	$85,000

Unspent funds in any year will be carried over to the following year.

The committee will jointly agree on allocations from the Fund, based upon the jointly identified needs of employees and the University, subject to the following guidelines:

1. Subject to the funding limitation set forth above for each calendar year, the parties agree that employees who have completed six months employment with the University may apply for funding for education or training programs, and will be awarded funds to be used for such programs. (The six month rule will not apply to training programs/courses given to a particular work unit.) Applications will be considered prior to the beginning of the summer, fall and spring terms each year.
   
   
2. The following are approved types of education and training programs covered by this agreement:
   
   
1. Tuition for any accredited degree program in a course of study not given by Columbia, at another college or university.
   
   
2. Tuition for the Computer Technology and Applications Program (CTA) given by the School of Continuing Education and Special Programs. (It is understood that the provisions of Article 35 of the agreement do not apply to Continuing Education programs.)
   
   
3. Training programs and education and training in order to upgrade employee skills and enhance productivity, and to qualify employees for better positions.
   
   
3. Allocation of funds, when and where possible, shall be approximately representative of the job series within the Bargaining Unit (i.e. Libraries, Clerical and Technical).
   
   
4. Employees are responsible for the cost of non-tuition fees, books, or course materials.
   
   
5. Employees are responsible for applying for and being admitted to any approved program set forth in paragraph 2. Eligibility for tuition payments under this agreement for use in the Columbia CTA program does not guarantee admission to that program.
   
   
6. Employees normally will be expected to take courses during non-work time. Provided that they have supervisor approval and consistent with operational needs, employees who are taking courses during the normal work day may request to use vacation or floating holidays, or may request time off without pay, or may make up the time, in order to attend the course. Consistent with operational needs, time off (with or without pay) will not be unreasonably denied.
   
   
7. In the event that the request for benefits under this agreement exceeds the available funding, the labor-management committee will determine how to allocate the funding. The committee will endeavor to maximize the number of employees who receive at least some benefit. Bargaining unit seniority may be considered along with other factors in allocation of funds.
   
   
8. Costs covered by scholarships or grants to the employee are not covered by this agreement.
   
   
1. Employees who receive funding are required to present satisfactory evidence that they successfully completed the particular program/course(s) for which they received funding before being eligible for additional funding.
   
   
2. Employees who do not successfully complete a particular program/course(s), or who terminate their employment prior to completing a particular program/course(s), will be responsible for repayment of the funding for that program/course(s).
   
   
9. The University believes that employees are not required to pay income taxes on the value of the benefit received under this agreement. If at any time the IRS disputes Columbia’s interpretation, employees may be liable for taxes on the cash value of any benefits received, plus any penalty and interest assessed.
   
   
10. Where feasible and applicable, University-provided training shall provide participants with appropriate certificates of completion.

In the event that there is a substantial change in the job duties of an employee, the Employer will review the job description and classification to assure that they accurately represent the job. The University will notify the employee and the Union of changes in job description and classification. Such changes in classification are subject to the grievance procedure provided herein.

No classification of employee employed prior to January, 1970, shall sustain any loss in condition of employment as practiced heretofore.

1. Employees working in a department on a regular shift operation whose straight time hours begin between 3:00 PM and through 5:59 AM the next day shall receive a shift differential of ten percent (10%).
   
   
2. Whenever the employee requests a change of shift, approval of such request shall not be unreasonably withheld if a vacancy exists in the classification in which he/she is then working; and if more than one employee applies, such change shall apply to the employee with the most classification seniority qualified to do the work. Notwithstanding the foregoing, employees shall have preference in filling vacancies on another shift in the classification in which they are working over new employees.
   
   
3. The foregoing shall not interfere with any training program requiring rotation of shifts.
   
   
4. Shift differential shall not be paid to employees who are employed on a part-time basis.

1. On Call - The Employer will continue its present practice for employees required to be on call off the Employer's premises. In addition, employees on call, who are called to work shall receive time and one-half for all such hours worked, with a guaranteed minimum of pay for four (4) hours work.
   
   
2. Call In - When an employee is called in to work at a time other than his/her regular work hours, he/she shall received overtime pay at the rate of time and one-half his/her regular rate of pay for a minimum of four (4) hours.

When an employee is temporarily assigned to a higher rated position and performs substantially all of the duties of such position for a period of more than three (3) consecutive months, and where the employee's salary is below the minimum of classification to which the employee is temporarily assigned, the employee's salary shall be raised to the new hire rate of the higher classification effective the beginning of the first week following the completion of the three (3) month period.

The University will provide access to the use of a Union "check off" for the purpose of processing a signed authorization card from the employee, authorizing his/her contribution to the Credit Union.

In the event of bookkeeping delays, every effort will be made to expedite payment by the following Friday. Special circumstances may necessitate an interim advance, in these cases, departments will make every effort to accommodate the individual(s) involved.

1. Effective on the dates shown, employees will receive a general wage increase as follows:

January 1, 2001	3.0%
January 1, 2002	3.0%
January 1, 2003	3.0%
January 1, 2004	3.25%
January 1, 2005	3.5%

GRADE 1

Effective January 1, 2001, Grade 1 will be eliminated in the Clerical, Technical and Library series.

All incumbent employees in Grade 1 on December 31, 2000, will be moved to Grade 2 as of January 1, 2001. The January 1, 2001, wage rate for all such employees will be the GREATER of their December 31, 2000, salary plus the general wage increase, OR the minimum of Grade 2.

The University will revise the generic grading standards for Grade 2 to reflect these changes.

LIBRARY SERIES

The minimum rates for all Library Grades will be adjusted by adding $500 after application of the January 1, 2001, general wage increase, and $300 after application of the January 1, 2005 general wage increase.

All incumbent employees in Library Grades will receive the additional increments on top of the general wage increase.

TECHNICAL SERIES

The minimum rates for Technical Grades 4 and 5 will be adjusted by adding the following additional increment to the general increase:

January 1, 2001	$1000
January 1, 2003	$500
January 1, 2005	$1000

The minimum rates for Technical Grades 6 and 7 will be adjusted by adding the following increment to the general wage increase:

January 1, 2003	$500
January 1, 2005	$500

Incumbent employees on the above dates will receive the additional increment on top of the general wage increase. Employees who are earning less than the new minimum for their grade on the effective date of any of these additional increments will receive an adjustment to bring them to the minimum for their grade.

EQUITY ADJUSTMENT

All incumbent employees in Clerical grades 2 through 6 and in Technical grades 2 and 3 will receive an equity adjustment of 1% to their base pay on January 1, 2001, and those current incumbent employees who are still employed by the University on January 1, 2005 will receive an additional one-half of one percent (0.5%) increase on base as of that date.

Exception: Grade 1 employees will receive the GREATER of their December 31, 2000 salary plus the general wage increase plus one percent OR the minimum of grade 2 on January 1, 2001. Those employees who receive the 1% equity adjustment and who are still employed by the University on January 1, 2005 will receive an additional one-half of one percent (0.5%) increase on base.
2. The minimums of the grades in each series will be increased by 3% in each year of the agreement.
   
   
3. Regular part-time employees covered by this Agreement shall receive wage increases hereunder on a pro-rata basis.
   
   
1. Any animal husbandry or veterinary technician who achieves ALAS certification will be raised to ten percent (10%) above the new hire rate for his/her classification if he/she is earning less than ten percent (10%) above the new hire rate.
   
   
2. Any Histology personnel who achieve Histologic Technician HT(ASCP) certification will receive an increase to their current base salary of ten percent (10%) of their current base salary. Any Histology personnel who achieve Histotechnologist HTL(ASCP) certification will receive an additional increase to their current base salary of five percent (5%) of their current base salary.
   
   
3. Any employee in the School of Dental and Oral Surgery who provides patient care and who obtains New York State certification as a Dental Assistant will receive an additional increase to their current base salary of five percent (5%) of their current base salary.
   
   
4. Any employee involved in Oncology who obtains certification as a Certified Tumor Registrar will receive an additional increase to their current base salary of five percent (5%) of their current base salary.


5. The University has implemented the automatic electronic payroll checking plan with Chase Bank, at the option of the individual employee.
   
   
6. A two percent (2%) non-grievable, non-arbitrable employee merit wage bonus may, in each of five (5) years (not to be carried over) at the discretion of the department, be awarded to employees who have displayed meritorious performance, provided funds are available.
   
   All merit bonuses will be paid during the month of June. The Union will receive a listing of employees receiving said merit bonus and the amount of the bonus.

This contract represents the full and complete agreement between the parties and it is understood that it may be modified or added to only as the parties hereto mutually agree.

This Agreement shall be effective as of the 1st day of January, 2001, and shall continue in full force and effect until December 31, 2005, and from year to year thereafter on the same terms and conditions, unless terminated as of the expiration date agreed upon by the parties, or on any anniversary thereof, by either party giving to the other written notice of termination, by registered letter, not less than sixty (60) days prior to the date of expiration or anniversary thereof.

If no agreement is reached by November 30, 2005, then the contract will be extended until January 31, 2006. If agreement is reached on or before January 31, 2006, then the agreement will be retroactive to January 1, 2006.

SIGNATURES

In Witness Whereof, the parties hereto have caused this Agreement to be executed this 16^th day of March 2001.

1. AT LEAST 20 YEARS OF SERVICE:

   Employees who retire with at least 20 years of continuous service will be covered by the following health insurance:
   
   

1. Prior to age 65: Cigna Plan B, provided that the employee pays one-half of the premium for such coverage.
   
   
2. At and after age 65: Cigna Plan B, provided that the employee pays the same premium as is applicable to officers.
   
   
3. Cigna Plan B will be subject to the University’s right to amend the plan so long as such amendments are applied equally to both Officers and Support Staff
   
   
4. Plan B presently includes the following benefits:

Feature	Present Benefit	Cigna B Benefit
Deductible prior to age 65	$2,000 unless the employee purchases the basic plan	$175/$350
Deductible age 65+	$100 per person	$175 per person
Coinsurance	80%	80%
Out of pocket limit	SSA $500; TWU and 2110 $750