MEMORANDUM OF AGREEMENT FOR A SUCCESSOR COLLECTIVE BARGAINING AGREEMENT BETWEEN THE RESEARCH FOUNDATION OF THE CITY UNIVERSITY OF NEW YORK AND THE PROFESSIONAL STAFF CONGRESS/CUNY
III. Economic Package:
A. Salaries
1. Across-the-board increases (Revise Article 9.3 to reflect salary increases and effective dates; adjust minimum and maximum salaries in the schedule in Article 9.2 accordingly)
a. 3.5% increase effective January 1, 2023, + $1,000 signing bonus (Such signing bonus is not part of any employee’s wage rate.)
b. 3.5% increase effective January 1, 2024, compounded
c. 3.25% increase effective January 1, 2025, compounded
d. 3.25% increase effective January 1, 2026, compounded
e. 3.25% increase effective January 1, 2027, compounded
2. Longevity Recognition (Revise Article 9.4 to reflect new increments) Effective January 1, 2023, the following increments will be increased as shown:
10 yr $1,800
15 yr $2,300
20 yr $2,800
25 yr $3,375
30 yr $3,875
(Replace the second sentence of Article 9.4 second paragraph)
On January 1, 2023, employees who achieved their 30th employment anniversary during the term of the 2018 Agreement will receive $200 upon ratification of the 2023 Agreement, representing the difference between the 30-year longevity increment in the 2018 Agreement and the 30-year longevity increment in the 2023 Agreement.
B. Insurance
1. Dental Insurance (Change the first sentence of the third paragraph in Article 10.2 to include “for each covered individual”)
Foundation shall reimburse each employee up to $250 for each covered individual per year for “reimbursable” dental expenses, such as dental check-ups, cleaning, and repairs incurred by the employee and/or her/his family members covered under the health insurance plan provided by this agreement.
2. Life Insurance (New language for Article 10.3)
All employees shall receive double their salary, up to $300,000, in life insurance coverage under the Foundation’s Group Life Insurance Plan. This benefit is paid for by the Foundation.
3. Health Insurance Waiver Plan (New Article 10.10)
Covered employees eligible for health insurance may enroll in the opt-out waiver plan if currently enrolled in a non-RFCUNY health insurance plan. To qualify for the waiver, employees must provide proof of alternate health insurance coverage. Medicare, Medicaid, Affordable Care Act Marketplace Exchanges, or other government-issued insurance do not qualify for the opt-out funds.
Full-time employees employed for at least 90 days who show proof of alternate individual coverage shall be eligible for a $1500 individual waiver benefit by declining health insurance coverage.
Full-time employees employed for at least 90 days who show proof of alternate parent and child, employee and spouse, or family coverage shall be eligible for a $2000 waiver benefit by declining health insurance coverage.
IV. Non-Economic Elements of the Successor Agreement
A. Non-Retaliation (Add as the second sentence of Article 2.2)
Foundation shall not retaliate against any employee for exercising their rights under this Agreement.
B. Remote Work (New Article 3.4)
The RF will maintain remote work practices currently established while reserving the right to change or eliminate such practices upon 60 days’ notice to the PSC. Upon request, the Foundation will engage in impact bargaining to be conducted within the 60-day notice period, unless the parties jointly agree otherwise in writing.
C. Workload and Vacancy Coverage (Replace Side Letter D)
1. (Current language in 4.7 becomes 4.7a)
(Add 4.7b) When a covered position has been vacant for six months or more, Foundation shall consult with PSC upon PSC’s request to discuss issues arising from vacancy coverage.
2. (Add “departments” to the second sentence of Article 6.1)
Names, titles, departments, salary grades, salaries, and dates of employment of covered employees shall be furnished to PSC on a monthly basis with the dues/fees deduction information.
3. INFORMATION ON VACANCIES AND TEMPORARY EMPLOYEES (Add “Vacancies and” to heading for Article 6.2)
(Add 6.2a) Upon request, Foundation agrees to furnish PSC with a list of funded vacant positions by department and the length of each vacancy.
(Current language in 6.2 becomes 6.2b)
D. Timely Approval of Requests for Annual Leave (Change the second paragraph of Article 8.4b)
If a request for annual leave is denied by the immediate supervisor and no alternative time is offered, or if the request has not been acted upon within five (5) working days after its submission, the employee may submit a written request to the Manager of the Department who will, in writing, within ten (10) working days of receipt of the employee’s request, approve the annual leave or provide an alternative plan for use of annual leave.
E. Grace Period for Lateness (Change Article 8.4d)
An employee who is late to work fifteen (15) minutes or less shall not have his/her annual leave balance charged; an employee who is late to work more than fifteen (15) minutes may have his/her annual leave balance charged to the nearest quarter-hour increment or may, at his/her supervisor’s discretion, make up the time.
F. Family Sick Leave (Change Article 8.5b)
Covered employees may use up to twenty (20) days of accrued sick leave per calendar year to care for an ill or injured family member, including a child, stepchild (or anyone for whom you have legal custody), spouse, domestic partner, sibling, parent, stepparent, parent-in-law, grandchild, grandparent, or grandparent-in-law.
(Delete Side Letter E)
G. Approval and Ratification: This memorandum of Agreement is subject to approval by the Board of Directors of the Research Foundation of The City University of New York and the membership of the Research Foundation chapter of the Professional Staff Congress/CUNY.
