Contract Frequently Asked Questions
Health InsuranceSalaries/Tuition Scholarships
Overwork
Paid Leaves & Holidays
Job Postings & Appointment Letters
The Steward System & the Grievance Procedure
What We've Accomplished
Rank-and-File Unionism
How do I find out more about the increasing corporatization of higher education?
HEALTH INSURANCE
What's covered?
The packet mailed from the Benefits Office will give you a comparison of plans outlining coverage. Some highlights include: routine physicals, free eye exams at UIHC (does not include contact lens fitting), immunizations, well-child care, physical therapy, chiropractic care, and prescription drugs (including oral contraceptives). For most treatments and procedures, the insurer pays 90% and you pay only 10%. There's also an out-of-pocket maximum, so that you will never have to pay more than $1,100 for major medical expenses ($1,700 for family coverage).Who's eligible for coverage?
If you have at least a 25% appointment, you, your spouse/domestic partner, and your dependent children are eligible for coverage.What about costs?
For 2006-2007, premiums will be $22.80 per month for a single person. For information about spouse/partner or family coverage, contact your departmental steward or the COGS office.
When should I enroll for UI GradCare?
A form will be mailed to you at summer's end for enrollment for the upcoming year. The deadline for retroactive coverage (to September 1st) is September 15th. You can, however, enroll in the plan later in the year if you wish. If you do not receive this form or if you have other questions, call COGS at 337-5074 or stop by the COGS office at Old Brick, 20 E. Market Street.Where do I receive medical care?
You select a Primary Care Manager from the doctors at Student Health Services (in the Westlawn Building on Newton Road). You do not need to choose a specific Care Manager when you apply for insurance, as Dr. Mary Khowasseh will be the default Care Manager listed on your insurance card. But you may use any Care Manager at Student Health and you are encouraged to develop a relationship with one physician who will coordinate your health care, referring you to physicians and specialists at the U of I Hospitals and Clinics (UIHC) when necessary . Female employees may also select an OB/Gyn specialist from Student Health or the UIHC OB/Gyn department. Spouses and children may select their Care Manger from Family Pratice, Internal Medicine, or Pediatrics at the UIHC. Female spouses or dependents may also select an OB/Gyn specialist from the UIHC. Emergency care must be at UIHC, unless you are traveling, in which case you can get emergency treatment and later notify the insurance provider by calling a toll-free number (listed on your insurance card). For non-emergency treatment, you must call the toll-free number on your insurance card first for approval. Or, if you live outside the Iowa City area for an extended period, you may make arrangements for care by a local provider, as approved in advance by contacting the university's Benefits Office (335-2676). For dental care, you have the right to select any dentist who accepts Delta Dental Insurance. See page 18 of our contract for details of your dental coverage. Costs are especially low at the UI College of Dentistry.How did UI GradCare come about?
UI GradCare is a Union-negotiated healthcare plan. Modeled after the faculty health insurance plan, UIGradCare resulted directly from our organized demand for quality, affordable health insurance. It is proof that we can do as a union what we cannot do individually. Further specific information on UIGradCare is outlined in the appendices of the contract.
SALARIES/TUITION SCHOLARHIPS
What's the effect of the 2005-2007 contract on my pocketbook?
The '05 - '07 contract provides for increases in pay and minimum tuition scholarships that increase the overall net compensation for all graduate employees. The following charts provide examples of the impact of the current contract on net compensation according to appointment level and credit hours taken.
50% AY Appt, min. salary, 9 credit hours
Year Salary Salary Increase Tuition & Fees Tuition Scholarship Take Home Pay Take Home Pay Increase Take Home Pay Increase 2004-05 $15,490.00 $6,182.00 $1,500.00 $10,808.00 2005-06 $15,736.00 1.5% $6,424.00 $2,150.00 $11,462.00 $654.00 6.05% 2006-07 $15,985.00 1.5% $6,959.00 $2,975.00 $12,001.00 $539.00 4.70% 25% AY Appt, min. salary, 9 credit hours
Year Salary Salary Increase Tuition & Fees Tuition Scholarship Take Home Pay Take Home Pay Increase Take Home Pay Increase 2004-05 $7,745.00 $6,182.00 $1,500.00 $3,063.00 2005-06 $7,868.00 1.5% $6,424.00 $2,150.00 $3,594.00 $531.00 17.34% 2006-07 $7,992.50 1.5% $6,959.00 $2,975.00 $4,008.50 $414.50 11.53% 50% AY Appt, avg. salary, 9 credit hours
Year Salary Salary Increase Tuition & Fees Tuition Scholarship Take Home Pay Take Home Pay Increase Take Home Pay Increase 2004-05 $16,373.00 $6,182.00 $1,500.00 $11,691.00 2005-06 $16,619.00 1.5% $6,424.00 $2,150.00 $12,345.00 654.00 5.59% 2006-07 $16,868.00 1.5% $6,959.00 $2,975.00 $12,884.00 $539.00 4.37% 50% AY Appt, avg. salary, 9 credit hours to 0-2 or post-comp.
Year Salary Salary Increase Tuition & Fees Tuition Scholarship Take Home Pay Take Home Pay Increase Take Home Pay Increase 2004-05 $16,373.00 $6,182.00 $1,500.00 $11,691.00 2005-06 $16,619.00 1.5% $1,539.00 $478.00 $15,558.00 $3,867.00 33.08% 2006-07 $16,868.00 1.5% $1,677.50 $662.00 $15,852.50 $294.50 1.89% 50% AY Appt, avg. salary, 0-2 credit hours or post-comp
Year Salary Salary Increase Tuition & Fees Tuition Scholarship Take Home Pay Take Home Pay Increase Take Home Pay Increase 2004-05 $16,373.00 $1,479.00 $334.00 $15,228.00 2005-06 $16,619.00 1.5% $1,539.00 $478.00 $15,558.00 $330.00 2.17% 2006-07 $16,868.00 1.5% $1,677.50 $662.00 $15,855.00 $294.50 1.89%
OVERWORK
Can a department require an employee to work more than their percentage of appointment?
Hours of work must reflect appointment percentage (i.e. 50% = 20 hours per week). The Union or an employee can file an overwork grievance. Hours worked are calculated as an average; it is recognized that the number of hours from week to week will vary. If overwork is found, the remedy is back pay or lessening the employee's work duties.Can the University or a department establish work rules or make changes in working conditions without negotiating with the Union?
The employer may establish reasonable work rules which do not conflict with the contract. Newly established work rules must be sent to the Union 14 days before going into effect. The employer may not change any written university policy which is a mandatory bargaining issue not covered by the contract. The contract supersedes any University policy regarding wages, benefits, and working conditions. Any new work rule or change in University policy is subject to the grievance procedure.
PAID LEAVES & HOLIDAYS
Can the University or a Department deny a vacation day or sick day?
NO. All employees are guaranteed no less than two weeks vacation for an academic year and no less than three weeks for a fiscal year. All employees are guaranteed eighteen days per year for fiscal appointment and 13.5 for academic year. A "sick day" is defined as a day that an employee had scheduled work but was sick. Additionally, an employee may use up to five sick days for family illness, birth or adoption. Employees may use up to three days of sick leave for a death in the family (including domestic partner's family). Departments may also grant additional paid leave in above categories provided the employee can meet the time and effort obligations of appointment. Depending on your department's practices, you may or may not be responsible for covering teaching or research responsibilities when you are absent.Do we have to use our paid vacation time over the Holiday intersession?
NO. The Union and University signed a side letter which recognizes traditional departmental practices of extended intersession leaves. If the past practice of your department is such that graduate employees have never had to work over the intersession, then that practice is to be maintained and graduate employees do not have to use their paid vacation time for the Holidays.What happens if a department requires a graduate employee to work on a holiday?
Our contract guarantees nine standard university holidays. If required to work on a holiday, a day off must be rescheduled. Departments will minimize holiday work and will provide 30 day advance written notice if holiday work is required.
JOB POSTINGS & APPOINTMENT LETTERS
When do departments have to post jobs for the following semester?
All jobs will be posted in departments prior to March 1 for fall and summer, and October 1 for spring, with information on how to apply. Posting will include course title, percentage of appointment, and qualifications required for appointment.When do departments have to send out appointment letters?
All employees will receive reappointment letters by April 15 for fall and summer, and November 1 for spring. Appointment letters will include salary, teaching or work schedule (if possible), and effective date of appointment.
THE STEWARD SYSTEM & THE GRIEVANCE PROCEDURE
How do we make sure our contract rights are not violated?
Our contract recognizes the UE-COGS stewards system and the union's right to represent graduate employees. UE-COGS or an employee may file a grievance in our three step grievance procedure:1st step is with the Department Executive Officer or the Department Chair. 2nd step is with the Dean of the College or the Vice-President of division. 3rd step is with the Vice-President for Finance and University Services. Emergency or general grievances may be raised at the third step. UE-COGS may send unresolved grievances to final and binding arbitration.
What is my department steward "area"?
In order to more quickly and easily deal with grievances, COGS groups departments into four areas, each designated by a color. It is simply an organizational scheme. There is an Area Chief Steward elected by each area to communicate with that area's stewards and members on grievance matters. What area is your department in? Find out here.
WHAT WE'VE ACCOMPLISHED
In 1996, Before We Had a Union Contract....
Hours of work and appointment levels were at the whim of the University. Salaries for RAs and TAs at the University of Iowa ranked in the bottom half of the Big Ten. Health insurance was limited and few could afford adequate care for ourselves and our families. Paid leaves including sick leave and bereavement leave were rare or nonexistent. RAs had no protection against working on holidays. Work rules were inconsistent and arbitrary. If an employee had a complaint or was treated unfairly, that employee had little to stand on in seeking to right any wrongs. Each year we took what the University gave us. We had no voice. Now, With Our Union Contract....
We have protections against overwork. Hours of work must reflect an appointment percentage (i.e.. 50% = 20 hours per week). RA and TA salaries rank in the top half of the Big Ten. UI Grad Care provides comprehensive, affordable health care for all graduate employees and their families. Mental health coverage begins in July 1999, and dental coverage begins in July 2000. Paid leaves of absence including sick leave and bereavement leave are now guaranteed in our legally-binding contract. Like other University employees, all RAs and TAs are guaranteed nine paid holidays. Work rules must now be of a reasonable nature. If an employee is wronged or our contract is violated, we have a grievance procedure with binding arbitration to ensure its effectiveness. The Union's right to assist with discrimination and harassment complaints is guaranteed. Every two years we negotiate a legally-binding contract with the University to protect and improve our salaries, benefits, and working conditions.
What is Rank-and-File Unionism?
UE and COGS practice a unique type of unionism known as rank-and-file unionism. This particular form of rank-and-file unionism is based on the active participation of members in the union. The officers of the union (from the local level to the national) are elected by the membership of the union and, in turn, are required to report back to the membership on their stewardship of the union. This includes reports on the policies, program, expenditures, and contract negotiations which must have the prior consent of the members and their approval on all actions taken, and contracts negotiated, on their behalf. The essence of rank-and-file unionism is not democratic rhetoric, but democratic practice. In other words, the members run this union!
What does this form of rank-and-file unionism mean for members of COGS at the University of Iowa? It means that we, the graduate employees of the University of Iowa, draft our own constitution and by-laws, elect our own officers, negotiate and enforce our own contracts and defend our colleagues from workplace injustice. In order for our local to embody the ideals of UE’s rank-and-file unionism, our members need to actively engage in the happenings of the local and take an active role in shaping the direction and operation of their union. There are many ways that members can become active, including attending monthly general membership meetings and bringing concerns and proposals to the floor of those meetings. Furthermore, all members are encouraged to run for an elected office in the union or serve on one of the committees that works to keep COGS strong.
The effectiveness of COGS is determined by the membership. By choosing a rank-and-file union, previous leaders attempted to guarantee that members would be able to express their views on the operation of the union and be actively involved in the policy of that union. As the beneficiaries of previous struggles, we must continue to keep the spirit of UE’s rank-and-file unionism alive at the University of Iowa.
