ARTICLE 1.0

DEFINITIONS

 

 

1.1            "BOARD" (also called "EMPLOYER" or “BOT”) The Board of Trustees for The University of Toledo.

 

1.2            "MANAGEMENT" The Board together with its executive officers and professional staff including but not limited to the President, Provost, Vice Presidents, Deans, Department Chairpersons and all such other management personnel as defined in Chapter 4117 Ohio Revised Code.

 

1.3            "BARGAINING UNIT" The unit of faculty employees more fully described in Article 2.1 of this Agreement.

 

1.4            "AMERICAN ASSOCIATION OF UNIVERSITY PROFESSORS, UNIVERSITY OF TOLEDO CHAPTER" (also called "UT-AAUP") The exclusive representative of the employees in the Bargaining Unit, pursuant to certification by the Ohio State Employment Relations Board.

 

1.5            "MEMBER" or "MEMBERS" Unless expressly specified otherwise, these terms shall refer to members of the Bargaining Unit.

 

1.6            "PRESIDENT" The President of The University of Toledo unless expressly specified otherwise.

 

1.7       "DAY" A working day exclusive of all Saturdays, Sundays and official holidays observed by the University within the work year.

 

1.8       RULES OF CONSTRUCTION  Unless specified to the contrary elsewhere in this Agreement, the following rules shall apply:

 

1.8.1    "APPLICATION OF AGREEMENT"  Provisions of this Agreement shall apply to all Members of the bargaining unit, unless specified to apply only to certain Members of the bargaining unit.

 

1.8.2    "HEADINGS"  Headings and captions are used in this Agreement for purposes of convenience only and do not carry substantive meaning.

 

1.8.3        1.8.3        "GENDER and NUMBER"  The masculine, feminine, and neuter gender as used in this Agreement import one another, and the singular shall include the plural whenever applicable. 

 

 

1.9              “Employer’s Designee”

 

The Employer’s designee is Management’s representative for Faculty Labor Relations, which is currently the Assistant Vice President for Faculty Labor Relations. If the Employer’s designee changes, the Administration will notify the AAUP in writing within five (5) days.

 

 

ARTICLE 2.0

RECOGNITION AND DESCRIPTION OF THE BARGAINING UNIT

 

2.1       The Board hereby recognizes the UT-AAUP, pursuant to certification by the Ohio State Employment Relations Board (SERB) in case 97-REP-01-005, dated July 10, 1997, as the exclusive representative for the purpose of collective bargaining with respect to wages, hours, terms and other conditions of employment for the bargaining unit described below:

 

Included:            Full time faculty not hired with tenure or not hired on a tenure track, designated as a member of the bargaining unit, or visiting faculty members who have held a visiting appointment for more than three years. 

 

                        Effective August 16, 2004, Part-time faculty who thereafter teach nine credit hours or more in any three semesters, excluding summer session, over a rolling four-year period shall be included in the Unit at the start of the semester following the third semester in which nine credit hours or more are taught.

 

Excluded:            Visiting appointments of three years or less; research, in-residence, legal research and writing instructors, off-campus program associate, ESL Specialist (American Language Institute); part-time faculty, all tenure and tenure track faculty; College of Law Faculty; superannuates; all managerial and supervisory employees; administrative and professional employees and all other employees.

 

2.2       The Employer shall not aid, promote, or finance any group or organization which purports to engage in collective bargaining on behalf of the Members or seeks to undermine the UT-AAUP's status as the Bargaining Unit’s representative.

 

2.3  2.3       If, during the term of this Agreement, questions arise as to the bargaining unit status of one or more professional staff employees whose positions are not otherwise excluded in section 2.1 of this Agreement, the Parties shall meet promptly to discuss the status of the positions and shall attempt to reach agreement as to the positions' inclusion or exclusion from the Bargaining Unit. If the Parties are unable to reach agreement as to the status of the position within ten (10) calendar days from the commencement of the discussions, either party may petition the SERB for a determination of the status of the position. This procedure shall also apply to questions of this nature arising from mergers, acquisitions and expansions of the University.

 

  

ARTICLE 3.0

NON-DISCRIMINATION

 

3.1       The Employer and UT AAUP agree that they shall not discriminate nor tolerate discrimination against any member in matters of wages, hours, terms and other conditions of employment on the basis of race, color, religion, sex, age, national origin, sexual orientation, veteran status, the presence of a disability, marital status, political affiliation or any other characteristics protected by Federal or Ohio Law.

 

3.2       The Employer and UT-AAUP hereby express their strong opposition to and condemnation of all forms of sexual harassment.

 

3.3       The Employer and UT-AAUP shall not discriminate against any Member for any activities on behalf of the AAUP or for membership or non-membership in the UT-AAUP.

 

3.4           UT-AAUP and the Employer agree to adhere to the University's non-discrimination and affirmative action employment policies provided that such policies are not in conflict with this Agreement.

 

 

  

ARTICLE 4.0

MANAGEMENT RIGHTS

 

Except as expressly limited by the terms of this Agreement, the Board, directly or acting through its duly constituted authorities, retains and reserves exclusively to itself all powers, rights, authority, prerogatives, duties and responsibilities conferred upon and vested in it by the laws and constitution of the State of Ohio and of the United States, and as specifically set out in R.C. §4117.08(c),  whether exercised or not. Without limiting the generality of the foregoing, except where expressly stated in this Agreement, nothing contained herein shall in any way limit the Board's right to adopt new or modify or terminate existing policies, rules, regulations, and procedures in furtherance and accomplishment of its statutorily mandated authorities and responsibilities. The Board acknowledges its duty to bargain in good faith over the employment effects of such actions if requested to do so by the Union. Upon fulfilling said duty, the Board may implement its proposed actions.

 

Except as specifically modified by an express provision of this Agreement, none of the rights reserved exclusively to the Board shall be subject to the grievance procedure of this Agreement.

 

 

 

 

ARTICLE 5.0

FACULTY RIGHTS AND RESPONSIBILITIES

 

 5.1  ACADEMIC FREEDOM

 

 5.1.1   Members are entitled to full academic freedom in the classroom in preparing their courses and discussing their subject. Members shall be careful not to introduce into their teaching controversial matter which has no relation to their subject.

 

5.1.2    Members are citizens, members of a learned profession, and faculty of the University. When they speak or write as citizens, they shall be free from University censorship or discipline, but their special position in the community imposes special obligations. As scholars and educational officers, they must remember that the public may judge their profession and the University by their utterances. Hence they must at all times be accurate, exercise appropriate restraint, show respect for the opinions of others, and make every effort to indicate that they are not speaking for the University.

 

5.2  PROFESSIONAL OBLIGATIONS

 

5.2.1    Members, guided by a deep conviction of the worth and dignity of the advancement of knowledge, shall recognize the special responsibilities placed upon them. Their primary responsibility to their subject is to seek and to state the truth as they see it. To this end, Members shall devote their energies to developing and improving their scholarly competence. They have an obligation to exercise critical self-discipline and judgment in using, extending, and transmitting knowledge. They shall practice intellectual honesty. Although Members may follow subsidiary interests, these interests must never seriously hamper or compromise their freedom of inquiry.

 

5.2.2    As teachers, Members shall encourage the free pursuit of learning in their students. They shall hold before them the best scholarly and ethical standards of their discipline. Members shall demonstrate respect for students as individuals and adhere to their proper roles as intellectual guides and counselors. They shall respect the confidential nature of the relationship between professor and student. They shall avoid any exploitation, harassment, or discriminatory treatment of students. They shall acknowledge significant academic or scholarly assistance from students. They shall protect students' academic freedom.

 

5.2.3    As colleagues, Members have obligations that derive from common membership in the community of scholars. Members shall not discriminate against or harass colleagues. They shall respect and defend the free inquiry of associates. In the exchange of criticism and ideas, Members shall show due respect for the opinions of others. Members shall acknowledge academic debts and strive to be objective in their professional judgment of colleagues. Members shall accept their share of faculty responsibilities in the academic governance of the University.

 

 

 

ARTICLE 6.0

CONFLICT OF INTEREST

 

To the extent that Members may be subject to the Ohio Ethics Laws found in ORC § 102 and § 2921, they must file all notifications of conflicts of interest required by said statutes with the General Counsel of the University.

 

  

 

ARTICLE 7

GOVERNANCE

 

 

7.1            GOVERNANCE: Members shall have the opportunity to participate in governance roles as provided by departmental by-laws, college constitutions, and the Faculty Senate constitution.

 

 

 

ARTICLE 8.0

ASSIGNMENT/WORKLOAD

 

8.1       APPOINTMENT                                          

 

8.1.1        8.1.1        Lecturers are full-time non-tenure track faculty members whose conditions of appointment are described in this article. “Clinical Lecturers” are included in this article wherever “Lecturers” are identified.  A Clinical Lecturer is a Lecturer with field work or field supervision as part of his/her teaching assignment.

 

8.1.2        8.1.2         Clinical Lecturers shall be appointed exclusively in the following professional Colleges: Business Administration, Education, Engineering, Health & Human Services and Pharmacy. If the number of Tenure and Tenure-track bargaining unit members in a department is fewer than ten (10), the number of Clinical faculty eligible to be hired into a department is limited to one (1) per department, if the number of Tenured and Tenure-track bargaining unit members within a department is ten (10) or more, then the amount of Clinical faculty eligible to be hired in the department is limited to twenty (20%) percent of the Tenure and Tenure-track faculty in the department.

 

8.1.3        For nine (9) month faculty, the work year shall consist of two (2) semesters including the week before the beginning of the academic year but not including scheduled holidays, Fall break, Thanksgiving break, Winter break and Spring break.

 

8.1.3.1 Final examinations, if required by the instructor, shall be given during the period of the two (2) semesters set aside for such exams and not during the period set aside for instruction.

 

8.2.      RANK

 

8.2.1     Lecturer: Members with three (3) or fewer years of service as a Lecturer.

 

8.2.2  Associate Lecturer: Members in their fourth (4^th) through ninth (9^th) year of service as a Lecturer.

 

8.2.3    Senior Lecturer: Members who have completed their ninth (9^th) year of service as a Lecturer or who have held a Lecturer appointment since July 10, 1997.

 

8.3      ASSIGNMENT

 

8.3.1        After tenured and tenure-track employees have received their workload assignments, and before making assignments to visitors and part-time faculty, the department chair shall next assign members workload.

 

8.3.2        If an insufficient number of assignments exist in any given academic year for all members in a department or program, the department chair or program director shall assign workload by seniority to the most senior member provided the member is qualified to perform the duties of the assignment.

 

8.3.3        The department Chair shall maintain an updated appointment list which shall list members by seniority. In instances where more than one member was hired in the same year, and if an insufficient number of assignments exists for those members hired in the same year, assignments shall be made using the last four digits of the member’s Social Security number with the highest number receiving an assignment first.

 

8.3.4        Department Chairs shall notify members of the courses and the number of course preparation the member will be assigned eight (8) weeks prior to the beginning of the following term, recognizing that several factors, including enrollment, may cause the assignment to change prior to the beginning of a term. The UT course schedule shall include the name of the Lecturers assigned to teach any course not later than seven (7) weeks prior to the beginning of the following term.

 

8.4    WORKLOAD

 

8.4.1        The overall workload includes the core duties of teaching/field supervision/field work and  both teaching and teaching-related activities and may include other non core duties described in 8.4.2 and may include non-core duties as described in 8.4.3. related to the college mission or accreditation requirements.

 

8.4.2        Core duties include teaching, field work and field supervision and teaching related activities including instructional delivery; class preparation; participation in general informational meetings associated with multiple section courses with a common syllabus or other common elements; maintaining a minimum of 5 office hours per week, as well as other office hours to accommodate students who cannot utilize regularly posted office hours; curriculum development; graduate student supervising and/or mentoring; part-time faculty supervising and/or mentoring; advising; Coordinator or Director activities; creative and performance duties; laboratory supervision; assessment; special assignments; and conducting course and instructional assessment. Core duties are expected activities regardless of the number of credit hours assigned. Members must be assigned within the range of 24-30 credit hours and/or credit hour equivalencies per year.  The Chair shall make assignments based on, such things as class size, number of course preparations, nature of course, number of students being supervised, field work responsibilities, contact hours, number of advisees, extent of mentoring duties, and other duties as identified in section 8.4.3 and insure that workloads are equitably assigned throughout the department. In the Music and Art department previously established principles and practices relating to contact hours will be applied to determine credit hour equivalency.

 

8.4.3        Non-core duties include but are not limited to department curriculum development, academic advising, and membership on Departmental, College or University Committees and may include other mutually agreed upon duties related to the college mission or accreditation requirements, which may include professional activity. If the Chair and the member mutually agree upon any non-core duties, those duties shall be included as part of the overall workload.  In so doing the Chair shall adjust the workload between 24 and 30 credit hours using comparable credit hour designations as agreed upon between the Chair and the member. The combination of core duties and non-core duties will not exceed 30 credit hours or the equivalent per year. At no time, however, may the core duties of a member fall below 24 credit hours or the equivalent per year.

 

8.4.4        Assignment of load in excess of the maximum stated above may only be made by mutual agreement between the Member and the dean of the Member’s college.

 

8.5            SUMMER EMPLOYMENT

 

8.5.1   When departmental resources provide opportunities for summer employment, Members shall have the right of first refusal after tenured and tenure track faculty have accepted summer employment on the condition that the member is qualified to teach the available course(s). The Chair, in consultation with the member, shall determine if a member is qualified to teach a particular course.  When, within a department or unit, there is competition for such employment, the Employer shall require each such department or unit to develop a published policy describing how such assignments are to be made.  Such policies shall be subject to approval of the dean of the college and shall make allotments in a fair and equitable a manner as can be followed.

 

8.6            INACTIVE STATUS 

 

            8.6.1   The employer will notify a member that they will be placed on inactive status               when the staffing needs in the member’s department or academic unit are                               such that a member’s services are not needed in that year. 

 

            8.6.2            If the staffing needs in the member’s department are such that a member is                     not needed in that year, the member may request to be placed in another                                     department.  The chair of the requested department will consider the                              member’s qualifications and experience in deciding whether to allow the                                   member to teach.

 

            8.6.3            A member placed on inactive status can remain in that status for up to twelve             (12) months. Except as allowed under Article 26, no member shall be placed             on inactive status after the commencement of the academic term.  During the                    inactive status period, if staffing needs again require the use of the member’s                     service, the department chair must return the member to active status based on                      seniority established by date of hire.

           

            8.6.4    A member returning to active status will return with the same seniority as                               when placed on inactive status.

 

            8.6.5   A member on inactive status shall be offered first right of refusal to teach as a                  part-time employee.  A member hired as a part-time employee will not be                                 compensated at the member’s rate or be eligible for University benefits. 

           

            8.6.6   Members on inactive status will not receive salary or benefits as described in                  this contract. Once placed on inactive status the member will be provided a               COBRA notice and given the opportunity to continue coverage at the                                     COBRA rate at the member’s expense.

   

8.7      TERMINATION 

 

            8.7.1   A Member with the rank of Lecturer may be terminated after one (1) unsatisfactory annual evaluation.

 

            8.7.2 A Member with the rank of Associate Lecturer may be terminated after two (2) unsatisfactory annual evaluations.

 

            8.7.3 A Senior Lecturer may be terminated if he receives two (2) unsatisfactory annual evaluations in any rolling five (5) year period.

 

            8.7.4        A Member may be terminated as a result of Corrective Action as described in                  Article 14 of this agreement.

 

            8.7.5         A member shall be terminated if on inactive status for more than twelve (12)                  months.

 

 

ARTICLE 9.0

EVALUATION

 

9.1       Nothing herein prevents the Administration from managing, supervising, advising, or commenting on faculty performance during the term of appointment.  The process described in this Article is the sole process by which members shall be evaluated.

 

9.2            ANNUAL EVALUATION

           

9.2.1    The evaluation shall be done by the department Chair in which the Member teaches and the appropriate Dean. The Chair may conduct scheduled classroom observations. If the Chair has significant concerns regarding the member’s teaching following an observation, the Chair may select a designee from the Department to observe the member.  The Chair shall select a designee in the following order: a Senior Lecturer; if none is available, then an Associate Lecturer; if none is available, then a Tenured faculty member. Members shall receive a copy of any observation evaluations within two weeks of the date of the observation.

 

9.2.1.      In or after the 2005-2006 Academic year, person(s) conducting the observations described in 9.2.1 shall use the evaluation instrument described in 9.2.3.4.

 

9.2.2        Bargaining Unit members shall be evaluated on core and/or non-core duties with the highest priority given to teaching/field work and field supervision. Members shall compile and submit the evaluative materials outlined in 9.2.3 to their department Chair no later than the end of Fall semester each academic year.  Chairs must have Fall semester’s student evaluations available to Members by the last day of the second week of Spring semester.  Members may respond to Fall semester’s student evaluations and have those responses added to their evaluative materials. If Members choose to respond, they must submit comments to the Chair by the last day of the third week of Spring semester.

 

9.2.3        The department Chair in which the Member teaches and the appropriate Dean may consider the following evaluative materials to assist in the evaluation:

 

            9.2.3.1            Student evaluations of all courses or other instructional activities                                   administered in accordance with departmental procedures. 

 

            9.2.3.2            Self-evaluation, classroom observations by the Chair or designee                                  as described in 9.2.1, review of syllabi, examinations, and other                            curricular materials.

           

            9.2.3.3   Annually submitted ARPAs. 

 

                        9.2.3.4   An evaluation instrument developed by a committee of members                                              of a  Department.  Department Chairs shall meet with a committee                                             of members from the Department to develop a standardized                                         classroom observation form to be used commencing with the 2005-                                      2006 Academic year.  Any new instrument developed must be                                            approved by the appropriate Dean.

 

                        9.2.3.5    Materials in the Member’s personnel file commencing with the                                                academic year 1997-98, or the year in which the member attained                                                Lecturer status, whichever is later, that specifically relate to                                                teaching effectiveness.

 

                        9.2.3.6   Any letter of expectations resulting from an “unsatisfactory”                                                 annual evaluation, allowed at 9.2.11

 

9.2.4    Following a review of the evaluative materials described in this Article, the department Chair in which the Member teaches shall write an evaluation of the Member’s overall effectiveness in teaching and other core responsibilities, as well as comments regarding the member’s non-core duties.

 

9.2.5    This review shall state whether the Member’s degree of effectiveness in teaching and or other core duties has been satisfactory or unsatisfactory. The review must specifically state the reasons for a “satisfactory” or “unsatisfactory” rating. If a Member is given an “unsatisfactory” rating, the review must also specify what needs to be done to achieve a “satisfactory” rating.

 

9.2.6        The department Chair shall submit evaluations of all Members to the appropriate Dean by the last day in February and shall simultaneously provide each member with the member’s evaluation. The Dean shall have the option to accept the Chair’s evaluation or write her/his own evaluation. The Dean’s decision shall be final.

 

9.2.7        When the Dean has completed a review of the Members’ evaluations, copies of the Members’ evaluations shall be sent to the appropriate department Chairs. Each Member shall also receive a copy of her/his evaluation review.

 

9.2.8    Request for Reconsideration: The Member being evaluated shall have the right to request, in writing, within five (5) days of an evaluation and recommendation being sent to the Member that the administrator reconsider the Member’s case. The Member shall have the right to appear with a UT-AAUP representative before the administrator making the evaluation and recommendation being reconsidered. The administrator shall reconsider the case within ten (10) days of the request being made and shall immediately inform the Member of her or his decision in writing. A request for reconsideration shall stay the evaluation process for that Member at the next higher level until the reconsideration has occurred. Absent a request for reconsideration, the review process shall go forward.

 

9.2.9    Members must receive their evaluation review, approved by the Dean, by no later than the last day of March.

 

9.2.10    A satisfactory annual evaluation of a Member shall not constitute a promise of future employment.  Future employment opportunities shall be governed by the provisions of Article 8.0 Assignment/Workload.

 

9.2.11 If a member receives an “unsatisfactory” recommendation on an annual performance evaluation, the Chair shall prepare a letter of expectations; the letter must specify what the member needs to do to achieve a satisfactory evaluation.  The Chair shall then meet with the member and the member’s representative of the UT-AAUP to discuss the letter of expectations. 

 

 

  

ARTICLE 10.0

 INSTITUTIONAL ENVIRONMENT

 

10.1     An adequate working environment and supporting services are necessary for effective teaching, learning and research.

 

10.1.1  The Employer shall abide by Ohio's OSHA statute.

 

10.1.2  The Employer recognizes the importance of providing library systems responsive to faculty and student needs consistent with standards of quality recognized at a national level.

 

10.1.2.1 BORROWING PERIOD:

 

The initial check-out period for books shall be sixteen (16) weeks. Borrowers may renew books (electronically or in person) before the end of the initial sixteen (16) week period for an additional (16) weeks.  If the borrower wishes another renewal beyond the aforementioned thirty-two (32) weeks, the book must be physically brought to the library for such renewal.

 

10.1.2.2 SECOND PARTY CHECK-OUT

 

Faculty are permitted to use a second party to check out library books. When doing so, faculty shall provide the second party with written authorization to check out books and the faculty Member’s identification card. The faculty Member choosing to use this process shall be responsible for books checked out.

 

10.1.2.3 RECALL

 

The current book recall policy shall remain unchanged during the life of this Agreement. 

 

10.1.3  The Employer recognizes the importance of adequate budgets in units for supplies and equipment.

 

10.1.4  Members shall have access to the instructional support services, facilities, and clerical services of their academic department or instructional unit.

 

 

ARTICLE 11.0
Update on 9/8/2008

LECTURERS’ COMPENSATION

 

11.1          Salary Increases for 2008-2009.

 

11.1.1  Each member employed as a member in the bargaining unit on March 31,2008, and still employed on August 18, 2008, shall receive an increase to the base salary of 3% effective August 18, 2008.  Payments to eligible members shall be made within thirty (30) days of ratification. 

11.1.2  Effective Academic Year 2008-2009, the minimum base salary for a Senior    Lecturer shall be $47,000.

11.2.        Salary Increases for 2009-2010.

           

                                    11.2.1   Each member employed as a member of the bargaining unit on March 31, 2009, and still employed on August 15, 2009, shall receive an increase to base salary of 3% effective August 15, 2009.

 

                                    11.2.2            Effective Academic Year 2009-2010, the minimum base salary for an Associate Lecturer shall be $45,000.

 

11.3    Salary Increases for 2010-2011.

            11.3.1  Each member employed as a member of the bargaining unit on March 31, 2010, and still employed on  August 14, 2010, shall receive an increase to base salary of 3% effective August 14, 2010.

                                    11.3.2    Effective Academic Year 2010-2011, the minimum base salary for a Lecturer shall be $42,000.

 

11.4                Compensation for teaching in a Summer Session will be 3 1/3 of the current academic year (9 month) salary, excluding any stipends, for one (1) credit hour of instruction.    Teaching a total of six (6) credit hours will be considered full-time.  Members shall be paid 31/3of the current academic year (9 month) salary for one (1) credit hour of instruction, excluding any stipends, for up to 6 credit hours or two courses, whichever is greater.

 

ARTICLE 12.0

HEALTH CARE BENEFITS

 

12.1     Through December 31, 2008, the University will continue to provide bargaining unit members with insurance benefits consisting of the group medical, pharmacy, dental and vision plans under the benefits structure and with the employee premiums, contributions, co-pays and deductibles that were in place on January 1, 2008.

 

12.2     From January 1, 2009 through December 31, 2011, the University will provide bargaining unit members with insurance benefits consisting of the group medical, pharmacy, dental and vision plans, premiums, contributions, co-pays and deductibles set forth in the summary plan description attached to this Agreement (Attachment #1).    The group medical plans shall include a PPO, an HMO, and at least one high-deductible/HSA plan.

12.3    Each bargaining unit member employed as a member of the bargaining unit as of January 1, 2009, shall receive a lump sum increase to base salary in order to offset medical costs.   The lump sum increase shall be $1445.00, effectivethe second pay period of January 2009.

Letter of Understanding to prohibit members from having to pay “double deductibles” in any calendar year of the contract

                     INTENTION IS TO TAKE 2% OF THE COMBINED FACULTY SALARY BASE AS OF AUGUST 18, 2008, DIVIDED BY THE NUMBER OF FACULTY IN BOTH BARGAINING UNITS AS OF AUGUST 18, 2008, AND EVERYONE IN UNITS EMPLOYED ON JANUARY 1, 2009, GET THAT LUMP SUM AMOUNT

12.4     Effective January 1, 2009, and continuing thereafter, a bargaining unit member will be responsible through payroll deduction on a pretax basis pursuant to the University’s Section 125 Employee Benefit Plan to pay 15% of the premium cost of the University’s group medical, pharmacy, dental and vision coverage which the bargaining unit member elects.  For 2009, the maximum, monthly premium contribution a bargaining unit member shall pay for single, 2-party or family coverage in either the PPO, HMO or high deductible plan is set forth in Attachment 2 hereto.   In 2009, the employee contribution to monthly premium will be 15% of the University’s premium cost for the plan the employee elects, or the corresponding plan’s contribution listed on Attachment 2, whichever is less.

                      Notwithstanding the foregoing, a bargaining unit member’s increase in payroll contributions during 2010 and 2011 shall not exceed ten percent (10%) of the previous year’s rate. 

 

12.5  Prescription drug co-payments shall be as set forth in Attachment 3 hereto.

 

 

12.6                  SPOUSAL/DOMESTIC PARTNER HEALTH CARE ELIGIBILITY

 

                          If a spouse/domestic partner has accessibility to health insurance through their employer, they must enroll in that plan as primary for a minimum of single coverage and may stay on the UT plan as secondary.  If the working spouse makes $25,000 or less per year annually and health insurance thru their employer would cost them more than $75/month for a single plan/employee contribution, they may be carried on the UT plan as primary. 

 

     12.7  DOMESTIC PARTNER

 

            Domestic Partner Benefits - The University will extend Health Care Benefits described herein to domestic partners (same and opposite sex partner), with “domestic partners” being defined as in the 2008 University health plan.

 

12.8                    DEPENDENT HEALTH CARE ELIGIBILITY

 

            Members who elect coverage through the University may also elect coverage for their dependents so long as their dependent is age 19 to 24, is a claimed dependent on the member’s previous year’s tax forms, a full-time student and unmarried. Persons who are dependents to members because of disability may be covered under the member’s health plan as a “dependent” regardless of age or student-status.

 

 

 

PRESCRIPTION DRUGS

(Program Provided by Plan’s Pharmacy Third Party Administrator)

All inquiries regarding the Prescription Drug Program please call the phone number identified on your Prescription Drug Benefit ID card.

 

Effective January 1, 2007

 

 

Effective January 1, 2009