Article XII: Compensation

A. General Compensation Provisions

Adjustments in the compensation of individual faculty members and academic-staff members may be called for to reflect competitive changes in the academic market, to reward outstanding professional contributions, and to effect the correction of inequities.

Salaries, salary increases, and fringe benefits as specified in this Agreement are minimum requirements. The University may provide salaries, salary increases and fringe benefits in excess of these minima when such extra salaries and fringe benefits are essential for the maintenance or improvement of the academic quality of the unit. In such cases, there shall be prior review with the appropriate department, School/College, or unit salary committee except in unusual circumstances where it is impractical. The University’s implementation of any such salary and/or fringe benefits shall be reported to the salary committee of the unit and to the Association, and the required funds shall not be taken from negotiated compensation-increase pools of current or future bargaining-unit budgets.

The University may grant bonus payments that do not accrue to base salary.

The Association agrees that the Administration may recover by payroll deduction any overpayment that may have occurred as the result of a clerical, procedural or machine mistake. An overpayment shall have occurred when a member of the bargaining unit has received more salary than that to which s/he is entitled by contract. In the event of a dispute as to whether an overpayment has occurred, this question may be grievable under the terms of Article XVII of this Agreement. The grievance process shall be expedited. No payroll deduction shall be made before settlement of this grievance or for five (5) months, whichever is less.

No payroll deduction may exceed the lesser of: (a) twenty-five percent (25%) of disposable earnings for one (1) week; or (b) the amount by which disposable earnings for the week exceed thirty (30) times the federal minimum hourly wage in effect at the time of the deduction.

In the event of an executive order or a legislative reduction of the state appropriation, at the University’s request, representatives of the Association and representatives of the University Administration shall meet to discuss the impact of this reduction and possible solutions to the problem.

Salary adjustments under the foregoing provisions are not subject to the Grievance Procedure under this Agreement or under any previous agreement. This prohibition precludes grievances under this and all other provisions of this and previous agreements.

B. Salary Administration Provisions

1. Promotional Groups for Faculty

For the purpose of promotional salary adjustments the faculty shall be grouped as follows:

Group I Assistant Professor, Senior Lecturer

Group II Associate Professor

Group III Professor

2. Faculty Salary Provisions

The salary schedules, applicable to all Schools, Colleges, and divisions of the University for the instructional ranks for nine-month and twelve-month appointees, are given in table 12.1.

As reflected in table 12.1 below, the minimum salaries listed for 2012-13 have been increased by five hundred dollars ($500.00); for ensuing years of this Agreement the minimum salaries have been increased by 2.5%.

3. Academic-Staff Salary Provisions

For members of the academic staff, the salary grades set forth below are established in regard to the minima in table 12.2 (appointment after August 1, 1992, at salary grade 3 or higher, requires a master’s degree or higher):

As reflected in table 12.2 below, the minimum salaries listed for 2012-13 for 12-month academic staff have been increased by five hundred dollars ($500.00); for ensuing years of this Agreement the minimum salaries have been increased by 2.5%.

The salary minima for nine-month academic staff shall be five-sixths (5/6) of the corresponding twelve-month minima.

For the purposes of salary minima, all academic staff regardless of appointment category will be assigned to the following pay grades:

Academic Advisor I (2), II (3), III (4), IV (5)

Academic Services Officer I (2), II (3), III (4), IV (5)

Archivist I (2), II (3), III (4), IV (5)

Represented Athletic Coach I (2), II (3), III (4), IV (5)

Represented Athletic Trainer I (2), II (3), III (4), IV (5)

Extension Program Coordinator I (2), II (3), III (5)

Financial Aids Officer I (2), II (3), III (5)

Health Physicist I (2), II (4)

Librarian I (2), II (3), III (4), IV (5)

University Counselor Assistant I (1), II (2)

University Counselor I (3), II (4), III (5)

Table 12.1 Faculty Salary Minima



Table 12.2 Academic Staff Salary Minima



4. Wage Implementation

For a maximum of three (3) times during the period of March 20, 2016 through March 20, 2021, upon a vote of the University’s Board of Governors that the University is in “serious financial distress” the University Administration may prospectively void the contracted across-the-board and selective salary adjustments for the forthcoming contract year. The Association shall have thirty (30) days to submit this matter to binding arbitration.

The arbitrator shall be selected utilizing the procedures provided for this purpose through the Federal Mediation and Conciliation Service. In such event, the arbitrator shall schedule the arbitration hearing and otherwise determine all matters governing the conduct of the hearing. The arbitrator shall provide the parties with his or her findings of fact and award within thirty (30) days of receipt of the parties’ post-hearing briefs and the close of the hearing. The arbitrator’s award shall in no event provide for a total across-the-board and selective salary adjustment less than zero (0) or in excess of 2.5% during any contract year subject to the arbitration. Further, any such amount shall be split evenly between across-the-board and selective salary adjustments.

The arbitrator shall base his/her award upon the following factors:

a. The financial ability of the University to pay. All of the following shall apply to the arbitrator’s determination of the ability of the University to pay:

(i) The financial impact on the University of any award made by the arbitrator;

(ii) All liabilities, whether or not they appear on the balance sheet of the University;

(iii) Any law of this state or directive binding upon the University that places limitations on the University’s expenditures or revenue collection.

b. Stipulations of the parties;

c. Comparison of the wages, hours, and conditions of employment of the employees represented by the Association with the wages, hours, and conditions of employment of other employees performing similar services and with other employees generally in comparable public universities;

d. The average consumer prices for goods and services, commonly known as the cost of living;

e. The overall compensation presently received by the employees, including direct wage compensation, vacations, holidays, and other excused time, insurance and pensions, medical and hospitalization benefits, the continuity and stability of employment, and all other benefits received;

f. Changes in any of the foregoing circumstances while the arbitration proceedings are pending;

g. Other factors that are normally or traditionally taken into consideration in the determination of wages, hours, and conditions of employment through voluntary collective bargaining, mediation, fact-finding, arbitration, or otherwise between the parties.

The arbitrator shall give the financial ability of the University to pay the most significance, if the determination is supported by competent, material, and substantial evidence.

Unless otherwise agreed, any compensation adjustment will be effective the first (1st) day of the fall term following the arbitrator’s award. The Association may request of the Administration such financial information as it reasonably believes is necessary to prepare for arbitration, provided that such information is reasonably limited to the subject matter of the arbitration. If the parties are unable to agree upon the information to be provided, the Association may refer the matter to the arbitrator to decide.

5. Salary Committees

a. Faculty

In each department in the Schools/Colleges of Business Administration; Engineering; Fine, Performing, and Communication Arts; Liberal Arts and Sciences; Medicine; Pharmacy and Health Sciences; and in each of the Schools/Colleges of Education; Law; Nursing; and Social Work; and in the Library and Information Science Program; and the Division of Research, there shall be a faculty salary committee.

The faculty salary committees shall consist of not fewer than three (3) tenured members of the Tenure and Promotion Committee of that unit elected by its faculty, and such other faculty from the unit as the faculty may elect. A majority of the committee membership shall consist of tenured members. The chair or administrator of equal function or dean/director or his/her designee shall chair the salary committee with vote.

In recommending selective salary increases the committee shall be guided by unit factors and general University criteria and factors for tenure and promotion for faculty. It shall also consider equity when appropriate. For persons not holding tenure-track classifications consideration shall be given to those portions of the unit factors and general University criteria that apply to their assignments.

b. Academic Staff

There shall be an academic-staff salary committee in any unit (School/College or division) where three (3) or more academic-staff members holding tenure or employment security status are assigned.

A majority of the committee membership shall consist of academic-staff members holding tenure or employment security status. The committee shall consist of not fewer than three (3) members holding tenure or employment security status elected by academic staff in the unit, and such other academic staff from the unit as the academic staff may elect. Members holding tenure or employment security status shall constitute the majority of the committee. The dean/vice-president (or his/her designee) shall chair the salary committee with vote.

In recommending selective-salary increases the committee shall be guided by unit factors and general University criteria and factors for tenure or employment security status and promotion for academic staff. It shall also consider equity when appropriate. For persons not holding tenure-track appointments consideration shall be given to those portions of the unit factors and general University criteria that apply to their assignments.

c. School/College

In each departmentalized School/College, there shall also be an elected committee of bargaining-unit faculty members to advise the dean/director.

6. Salary Data

The Administration will furnish the unit salary committees and appropriate administrators salary data for all bargaining-unit members assigned to that unit.

7. Recommended Salaries for New Bargaining-Unit Members

The department chair (or appropriate administrative officer) shall call a meeting of the appropriate salary committee to discuss initial salaries of prospective members of the bargaining unit.

If a quorum of the committee cannot be assembled in a timely fashion, the chair (or appropriate administrative officer) shall consult with those members of the salary committee who are available.

C. Salary Adjustments for the Duration of This Contract (March 20, 2013, to March 20, 2021)

Effective the first (1st) day of the fall term, all bargaining-unit members who were on the payroll as members of the bargaining unit on the last day of the preceding winter term shall be eligible for the following salary adjustments:

1. Promotional Salary Adjustments

Each faculty member who is promoted to a higher rank shall receive an adjustment in salary rate of two thousand two hundred fifty dollars ($2,250), five thousand dollars ($5,000), and eight thousand five hundred dollars ($8,500) for promotion to Group I, II, or III, respectively, effective the date of promotion.

Each member of the academic staff who is promoted to a higher grade shall receive an adjustment in salary rate of five percent (5%) or to the minimum of the new salary grade, whichever is higher.

2. Lump-Sum Bonus Payments

Within thirty (30) days of ratification of this Agreement by both parties, the University shall make a one-time only lump sum bonus payment (not to be added to base salary) in the amount of one thousand dollars ($1,000.00) to all full-time bargaining-unit members. Bargaining-unit members with less than a full-time appointment shall receive a pro-rated payment proportionate to the percentage of their appointment.

3. Across-the-Board Salary Adjustments (ATB)

Eligible members of the bargaining unit shall have their salary rates increased as provided in Section 5, below. The across-the-board (ATB) will be applied to all salaries.

4. President’s-Deans’/Directors’ Selective Salary Adjustments (Selective)

The President, through the deans/directors, shall make additional salary adjustments averaging the percentage shown in the table in Section 5 below based on the salaries of the eligible members of the bargaining unit for the preceding year. The salary committees provided for in this Article shall be consulted prior to making decisions for these adjustments.

In the case of faculty, the pool shall be distributed such that three-sevenths (3/7) of the pool is awarded to recognize accomplishments in scholarship, three-sevenths (3/7) to recognize accomplishments in teaching, and one-seventh (1/7) to recognize accomplishments in service. In recommending selective-salary increases for faculty the committee and the dean/director/vice president shall be guided by unit factors and general University criteria and factors for tenure and promotion for faculty. These factors include teaching, scholarly productivity, service and may consider equity when appropriate. For persons not holding tenure-track classifications, consideration shall be given to those portions of the unit factors and general University criteria that apply to their assignments.

In the case of academic staff, the pool shall be distributed such that four-sevenths (4/7) of the pool is awarded to recognize accomplishments in job performance (and scholarship for academic staff with tenure or on the tenure-track whose unit/division factors include publication as a measure of job performance or who request such consideration), two-sevenths (2/7) to recognize accomplishments in professional achievement, and one-seventh (1/7) to recognize accomplishments in service. In recommending selective-salary increases for academic staff the committee and the dean/director/vice president shall be guided by unit factors and general University criteria and factors for tenure or employment security status and promotion for academic staff. They shall also consider equity when appropriate. For persons not holding tenure-track or employment security status appointments, consideration shall be given to those portions of the unit factors and general University criteria that apply to their assignments.

In the event of an executive order or a legislative reduction of the state appropriation, at the University’s request, representatives of the Association and representatives of the University Administration shall meet to discuss the impact of this reduction and possible solutions to the problem.

5. Salary Adjustment Table

 Academic Year  ATB  Selective
 2012-2013  0.0%  0.0%
 2013-2014 $1,000 and then 1.375% 1.375%
 2014-2015 1.25% 1.25%
 2015-2016 1.25% 1.25%
 2016-2017 1.25% 1.25%
 2017-2018 1.25% 1.25%
 2018-2019 1.25% 1.25%
 2019-2020 1.25% 1.25%
 2020-2021 1.25% 1.25%

6. Grievances and Appeals

No salary adjustments under Section C.4 of this Article may be grieved under this Agreement or under any previous Agreement. This prohibition precludes grievances under all other provisions of this and previous Agreements.

D. Medical Insurance

1. Medical insurance is presently available to members of the bargaining unit through contracts and agreements with Blue Cross/Blue Shield of Michigan, DMC Care (PPO), Community Blue (PPO), Health Alliance Plan (HMO), Blue Care Network (HMO), Total Health Care (HMO) or other carriers mutually agreed upon. All such employees working fifty percent (50%) or more time and all persons on long-term disability shall be eligible to participate in one of the programs.

2. For all HMO/PPOs the University shall provide a subsidy equal to the subsidy in effect on August 31, 1994, (or the full cost of the premium if equal to or less than the August 31, 1994, subsidy) plus seventy percent (70%) of the actual dollar increase in premium for single, two-person, and family coverage plus an additional seven dollars and 50/100 ($7.50) per month subsidy for family coverage.

For BCBS, the University will provide a subsidy equal to the subsidy in effect on August 31, 1994, plus seventy percent (70%) of the average cost increase for single, two-person, and family coverage for the five (5) HMO/PPOs plus an additional seven dollars and 50/100 ($7.50) per month subsidy for family coverage.

The five (5) HMO/PPOs used in this provision for calculations are DMC Care, Community Blue, Health Alliance Plan, Blue Care Network, and Total Health Care.

3. New members of the bargaining unit should choose one (1) of these programs at the time of employment. Dependents may be enrolled at the University group rates within thirty (30) days of the bargaining-unit member’s effective date of hire.

4. All medical insurance will become effective on the first (1st) day of the month coinciding with or next following the date of employment, except when the bargaining-unit member is absent from work and disabled on what otherwise would be the effective date. In such case it shall not become effective until the first (1st) day on which s/he is actively at work on his/her regular schedule.

5. In the event the bargaining-unit member fails to apply within the first (1st) month, s/he will be eligible for Blue Cross/Blue Shield or Health Alliance Plan on the first (1st) day of the month following ninety (90) days after filing written notice of application. For all other plans, s/he will be eligible at the next open enrollment period.

6. All bargaining-unit members who qualify for retirement and retire from Wayne State University are eligible for coverage under the plans available to members of the bargaining unit. Retirees shall be responsible for paying the full premium for coverage.

All bargaining-unit members who qualify for retirement and retire from Wayne State University at the age of Medicare eligibility are eligible for coverage under the plans currently authorized to administer Medicare contracts. Retirees shall be responsible for paying the full premium for coverage.

7. Academic staff who elect the Voluntary Early Retirement Program described in Article XII.I shall be eligible to participate for three (3) years in one (1) of the University medical insurance programs with the same subsidy provided to active employees, unless they have entered into other employment with an employer who offers a subsidized medical insurance program. The University medical insurance program will remain the primary plan until the individual reaches the age of Medicare eligibility at which time the University medical insurance program will be secondary to Medicare. At that time, the individual will be enrolled in the University’s retiree medical insurance program with the active employee subsidy amount applied to the retiree medical insurance rate. An active employee will not be required to designate Medicare as primary insurance coverage.

8. Bargaining-unit members have the option of dropping coverage provided the employee is covered under an alternative health insurance plan (i.e., coverage under a spouse’s or domestic partner’s plan), and who specifically requests such an option in writing and documents the alternative coverage. An employee who forgoes coverage under a University plan will receive from the University an amount equal to one hundred dollars ($100.00) per month in lieu of medical insurance coverage effective after submission of all required documents to Total Compensation and Wellness. No employee covered under a WSU medical or subsidized dental plan (including as a dependent) may receive the cash-in-lieu benefit.

9. With the exceptions listed below, a bargaining-unit member who elects not to be covered under a University plan and subsequently desires such coverage will be required to wait for such coverage until the first (1st) day of the month following ninety (90) days after filing of application or until the next open enrollment period, depending upon the plan’s requirements. The exceptions to this waiting period include:

a. The death of a spouse or other person with whose insurance plan the bargaining-unit member maintains coverage; and

b. The bargaining-unit member’s divorce from his/her spouse and the bargaining-unit member maintained coverage under his/her spouse’s medical insurance.

Where one (1) of the exceptions listed above (death or divorce) occurs and the bargaining-unit member is able to provide sufficient documentation thereof, the bargaining-unit member may make application for coverage under one (1) of the University plans and coverage will be effective on the first (1st) day of the month following application. When extenuating circumstances arise that are not covered by a and b above, the University will give due consideration to requests for exceptions to the waiting periods.

10. Nine (9)-month bargaining-unit members who retire at the end of the winter term will be entitled to continuation of their medical and dental benefits through August of the year in which they retire under the same terms and conditions such benefits are provided to nine-month bargaining-unit members who have not retired.

11. Other Eligible Person Program

Wayne State University will make available to members of the bargaining unit the existing Other Eligible Person benefits program, as set out below. The University reserves the unilateral right to cause these provisions to be reopened for bargaining by giving notice to the effect at any time after December 31, 2010, in which event the Union agrees expeditiously to meet and attempt in good faith to resolve any differences.

Eligibility:

Under this program, a represented employee who does not already enroll a spouse for medical, dental and/or tuition benefits may enroll one (1) other eligible person (“OEP”) if ALL of the following eligibility criteria are met:

The OEP is an adult, age twenty-six (26) or older;

The OEP currently resides other than as a tenant in the same residence as the employee and has done so for the eighteen (18) continuous months prior to the individual’s enrollment;

The OEP is not a “dependent” of the employee as defined by the IRS; and

The OEP is not related by blood or by marriage.

Children who qualified as WSU-defined dependents by an employee’s OEP are also eligible for benefits.

Eligibility to continue coverage for the OEP ceases at the end of the month in which the above criteria are not met. Employees must immediately notify Wayne State University’s Department of Total Compensation and Wellness of a change in eligibility as the OEP, COBRA continuation coverage for the individual will not be available.

Ineligibility:

The following individuals do not fall within the eligibility criteria for this program: spouse, children, grandchildren, parents, grandparents, siblings, nieces, nephews, aunts, uncles, cousins, landlords, renters, boarders, and tenants of employees.

E. Dental Insurance

The University shall provide dental care coverage as presently described in the University’s dental care contract with Delta Dental of Michigan to eligible enrolled members of the bargaining unit. Members of the bargaining unit who participate in this plan shall be required to make a contribution equal to five percent (5%) of the premium rate for the coverage selected effective immediately upon ratification. Effective March 20, 2016, members of the bargaining unit who participate in this plan shall be required to make a contribution equal to twenty percent (20%) of the premium rate for the coverage selected. Beginning January 1, 2000, the annual cap on benefits will be one thousand five hundred dollars ($1,500).

F. Vision Care

Vision coverage includes comprehensive benefits for eye exams, glasses and contacts.

G. Interlocking Enrollments

Medical and dental coverage levels must match (e.g., Family-Family; Single-Single; No Coverage-No Coverage). However, the University will observe court orders affecting bargaining-unit employees and the medical/dental coverage of their dependents.

H. Long-Term Disability Income Insurance

1. The University, at no cost to the staff member, provides a program of disability income insurance.

2. Participation begins after the staff member has completed one (1) calendar year of continuous service one-half (1/2) time or greater at the University or one (1) full calendar year of service with tenure. If three (3) months prior to the appointment at Wayne State University the bargaining-unit member was insured through his/her previous employer under a group disability policy which provided income benefits for a minimum period of five (5) years during total disability due to sickness, the bargaining-unit member is eligible for long-term disability insurance on the first (1st) day of the month that coincides with or next follows the date of appointment at Wayne State University.

3. Benefits for an insured staff member begin after six (6) months of continuous total disability and continue for as long as the disability continues or until the affected individual retires. Bargaining-unit members whose disability date is on or after January 1, 1979, and who qualify for benefits after their sixtieth (60th) birthday will receive benefits for five (5) years or until age seventy (70), whichever comes first (1st). In all other cases the disability payments will cease at age sixty-five (65).

4. Employees who decline to apply for long-term disability will be covered under the Leaves of Absence without Pay provisions (Article XIII) after paid time under the short-term disability program and vacation time are exhausted.

5. Under this plan the individual will receive a monthly income benefit which, including any disability benefits from Social Security and Worker’s Compensation, is as follows:

a. For those whose disability date is before January 1, 1982, the monthly income benefit is equal to sixty percent (60%) of a person’s basic salary up to one thousand dollars ($1,000) per month, plus forty percent (40%) of any basic salary in excess of one thousand dollars ($1,000) per month, but not to exceed a benefit of one thousand five hundred dollars ($1,500) monthly.

b. For those whose disability date is on or after January 1, 1982, the monthly income benefit is equal to sixty percent (60%) of a person’s basic salary, but not to exceed a benefit of two thousand five hundred dollars ($2,500) monthly.

c. For those whose disability date is on or after October 1, 2000, the monthly income benefit is equal to sixty-six and two-thirds percent (66-2/3%) of a person’s basic salary, but not to exceed a benefit of five thousand dollars ($5,000) monthly.

d. For those whose disability date is on or after March 1, 2005, the monthly income benefit is equal to sixty-six and two-thirds percent (66-2/3%) of a person’s basic salary, but not to exceed a benefit of seven thousand dollars ($7,000) monthly.

The monthly income benefit will never be less than one hundred dollars ($100.00). It also provides for a waiver of annuity premiums for an insured staff member participating in the TIAA/CREF or Fidelity Retirement Plan. A three percent (3%) escalator of the long-term disability benefit is also included.

I. Retirement Defined-Contribution Program

1. Members of the bargaining unit who have attained twenty-six (26) years of age, shall be eligible to participate in the retirement program.

2. Wayne State University retirement benefits are provided through contracts with the Teachers Insurance and Annuity Association (TIAA) and the College Retirement Equities Fund (CREF) or Fidelity Investments or selected alternative programs that are jointly agreed upon by the Administration and the Association. Retirement contributions are based on regular contractual salary or wages. Effective January 1, 2001, retirement contributions will also be based on wages for supplemental teaching assignments. The combined salary and wages eligible for retirement contributions shall be no greater than the maximum allowable annual salary under Internal Revenue Service regulations. Retirement contributions are not made on overtime or supplemental remuneration for extra service other than teaching.

Fractional or full-time employees, immediately upon employment, may participate in the retirement program on an individual basis with University contribution. The Employer match shall start at a one percent (1%) employee contribution, and increase on a 2-for-1 basis, up to a five percent (5%) employee contribution (ten percent [10%] maximum University contribution).

For the University contribution, vested percentage is as follows:

 Years of Vested Service* Vested Percentage
 Less than 2 years -0-
 2 years or more in a pay status 100%

* For the purposes of this Article, “Vested Service” is defined as: (1) If employment ends prior to two (2) years of service, one hundred percent (100%) of the Employer contribution is forfeited to WSU, (2) If employment ends after two (2) years of service the employee is entitled to one hundred percent (100%) of the Employer contribution.

Employees with previous service at an eligible institution may be able to waive all or a portion of the two-year vesting requirement.

3. The University shall offer the full range of options available through each of the retirement programs without restriction.

4. Female members of the bargaining unit who are retired from the University or will retire during the term of this Agreement and who are receiving annuity payments from TIAA/CREF will receive additional payments, if necessary, so that their annual annuity payments will be the same as a similarly situated male. This provision applies only to those regular benefits earned while serving at Wayne State University.

This program is retroactive to July 1, 1978, and does not imply any past or future liability on the part of the University beyond the dates of this Agreement. The method of payment is through an annuity executed with TIAA.

J. Life Insurance

1. All members of the bargaining unit on a fractional- or full-time basis will be provided with non-contributory life insurance that is equal to the greater of the employee’s annual salary or twenty-five thousand dollars ($25,000). Bargaining-unit members may purchase additional amounts of supplemental life insurance at subsidized and graduated rates by election of one (1) of the following options:

Option No. 1: Non-contributory insurance plus supplemental insurance equal to one times (1X) annual salary to a maximum of one million dollars ($1,000,000) of total coverage.

Option No. 2: Non-contributory insurance plus supplemental insurance equal to two times (2X) annual salary to a maximum of one million dollars ($1,000,000) of total coverage.

Option No. 3: Non-contributory insurance plus supplemental insurance equal to three times (3X) annual salary to a maximum of one million dollars ($1,000,000) of total coverage.

Option No. 4: Non-contributory insurance plus supplemental insurance equal to four times (4X) annual salary to a maximum of one million dollars ($1,000,000) of total coverage.

The life insurance policy shall contain accidental death and dismemberment benefits.

2. A member of the bargaining unit who has received University contributions to the Wayne State University retirement program for five (5) years or who has served ten (10) years in the University and retires after age fifty-five (55) shall, upon retirement, qualify for the retirement life insurance policy in force, fully paid by the University.

3. Members of the bargaining unit shall have the privilege of conversion of the remaining amount of their group life insurance to any standard policy issued by the insurance company without physical examination.

4. Nine (9)-month bargaining-unit members who retire at the end of the winter term will be entitled to continuation of their life insurance benefit through August of the year in which they retire under the same terms and conditions such benefits are provided to nine (9)-month bargaining-unit members who have not retired.

K. Voluntary Early Retirement

It is recognized that a program of voluntary retirement from service to Wayne State University can at times be of benefit to the individual employee and the University.

1. Eligibility

Bargaining-unit members holding tenure or employment security status who will have attained the age of sixty (60) as of September 1, 2012, 2013, 2014, 2015, 2016, 2017, 2018, 2019, 2020, 2021 (depending on the academic year during which they wish to enroll in this program), and who have provided at least ten (10) years of full-time service (or its equivalent) to the University shall be eligible to participate in the following retirement options.

2. Program Options

a. Phased Retirement: Faculty

Faculty bargaining-unit members may elect to reduce, on an irrevocable basis, their workload to fifty percent (50%) for a period of up to three (3) years, following upon which they will retire from the University.

The salary basis for this period shall be fifty percent (50%) of the amount paid to the employee prior to his/her election of this option, as adjusted by such across-the-board and selective increases that may become available.

During this period, the employee shall be entitled to all benefits associated with full-time employment, including participation in the University’s medical insurance programs and pro-rata participation in the life insurance, disability and other operative retirement defined programs.

b. Retirement Buy-Out: Academic Staff

Academic-staff bargaining-unit members meeting the eligibility criteria defined in Section 1 above who wish to retire may take the following retirement buy-out option.

Academic staff with ten (10) to nineteen (19) years of full-time service to the University shall receive a payment of eight thousand five hundred dollars ($8,500) per annum for a three (3)-year period. Academic staff with twenty (20) or more years of full-time service to the University shall receive a payment of twelve thousand dollars ($12,000) per annum for a period of three (3) years.

Academic staff who elect this option shall be eligible to participate for three (3) years in one (1) of the University-subsidized medical insurance programs with the same subsidy provided to active employees. This subsidy will terminate three (3) years after the effective date of retirement from the University. After the subsidy has been terminated, the retiree shall be eligible for the same medical insurance benefits as other University retirees under the same terms applicable to all other retirees and shall be responsible for paying the full premium for their medical insurance coverage at the retiree rates as they may be adjusted from time to time. This subsidy is not available for those who have entered into other employment with an employer who offers a subsidized medical insurance program. During the three-year period of the early retirement, the University medical insurance program will remain the primary plan only until the individual reaches the age of Medicare eligibility at which time the University medical insurance program will be secondary to Medicare. At that time, the individual will have the option of enrolling in the University’s retiree medical insurance program with the active employee subsidy amount applied to the retiree medical insurance rate. For any covered dependent that reaches the age of Medicare eligibility prior to the early retiree, the University subsidy will be discontinued. The dependent will not be eligible for coverage under a University medical insurance program until the early retiree reaches the age of Medicare eligibility and elects retiree medical coverage. The subsidy will terminate at the end of the three-year period.

3. Program Enrollment

Participation requires bargaining-unit members to submit an irrevocable declaration of their intent to take the buy-out or begin phased retirement to their dean or director and to Total Compensation and Wellness prior to March 1, 2014 (for an effective date of change in status no later than August 17, 2014), March 1, 2015 (for an effective date of change in status no later than August 17, 2015), March 1, 2016 (for an effective date of change in status no later than August 17, 2016), March 1, 2017 (for an effective date of change in status no later than August 17, 2017), March 1, 2018 (for an effective date of change in status no later than August 17, 2018), March 1, 2019 (for an effective date of change in status no later than August 17, 2019), March 1, 2020 (for an effective date of change in status no later than August 17, 2020), and March 1, 2021 (for an effective date of change in status no later than August 17, 2021).

L. Special Retirement Incentives

The President or his/her designee may offer other special retirement incentives to individual members of the bargaining unit holding tenure or employment security status. At the request of the Association the University’s implementation of any such retirement arrangement shall be reported to the personnel committee of the bargaining-unit member’s department/School/College and/or to the Association.

M. Vacations

Full-time twelve-month employee members of the bargaining unit are granted earned vacation days at their regular rate of pay after an initial four (4) months of service, amounting to twenty-two (22) working days per year. Vacation days do not accumulate when the bargaining-unit member is in an unpaid status of any kind. Vacation days earned, but not used, may be accumulated up to twenty-three (23) days. However, bargaining-unit members whose salaries are derived from funds other than the general fund must use all vacation time prior to shifting to the general fund or prior to shifting to another subsidy source or the vacation accrual will be reduced to zero (0).

Vacation days must be scheduled in advance with the appropriate chair or dean/director/vice president and shall be approved in accordance with the operational needs of the unit. Vacation days shall be requested in writing. The employee’s time sheet shall be processed by the administrator with the payroll covering the vacation period. If the time sheet is not filed by the administrator as herein provided, the bargaining-unit member may file a grievance requesting that the vacation days be processed and his/her vacation bank be debited the vacation days accordingly.

Upon termination of employment (other than retirement) a member of the bargaining unit holding tenure or employment security status will be paid for unused vacation days up to a maximum of twenty-three (23) days. A non-tenured bargaining-unit member will be paid for the unused vacation days up to a maximum of twenty-three (23) days or for the remaining days in his/her term appointment, whichever is less. Before transfer from a twelve-month to a nine-month appointment, a bargaining-unit member shall utilize the vacation days in his/her vacation bank prior to the transfer date. Upon special circumstances the President or his/her designee may authorize payment for vacation days that would otherwise be lost.

In the event of the death of a member of the bargaining unit, his/her estate shall be entitled to payment for all accumulated vacation days.

N. Holidays

The eight (8) holidays consisting of Independence Day, Labor Day, Thanksgiving Day, day after Thanksgiving, Christmas Day, New Year’s Day, Martin Luther King Day, and Memorial Day shall be official University paid holidays.

O. Christmas/New Year’s Closure

Twelve-month bargaining-unit members will be given time off with pay between Christmas and New Year’s. Any bargaining-unit member required to work between Christmas and New Year’s will be given compensatory time off at a later date.

P. Flexible Spending Accounts

Bargaining-unit members are eligible to participate in a program of Flexible Spending Accounts for Reimbursement of Medical Care Expenses and Dependent Care Expenses. The election to participate is limited to once per year and must continue for the entire calendar year. This program is provided at no cost to the employee.