2012 Contract Agreement Approved by Vote of Local 34 Membership June 27, 2012

425 College Street ⋅ New Haven, CT 06511 ⋅ local34.org ⋅ (203) 624-5161

UNITEHERE! at Yale

LOCAL 34 NEGOTIATING COMMITTEE Officers

LOCAL 34 NEGOTIATING COMMITTEE

Laurie Kennington, President Louise Camera Benson, Vice-President, Medical Area Tony Lopes, Vice-President, Medical Area Maureen Jones, Vice-President, Central Area Pamela O'Donnell, Vice-President, Science Area Yolanda Giordano, Recording Secretary Ken Suzuki, Secretary-Treasurer Barbara Vereen, Chief Steward Adam Marchand, Chief Steward Adam Patten, Chief Steward Elizabeth Breton, Organizer Ariana Paulson, Organizer Margaret Sharp, Organizer

Executive Board Tom Phillips   Ann DeLauro   Joanna Gorman            

Marcy Kaufman Kevin Pacelli Amelia Prostano Kathleen Maloney Marilyn Young Mary Thigpen

  Don Frigo   Lorraine Skibitcky   Angelina Perrotto                           1

Brenda Jones Barnes Patricia Gordon Lisa Stevens Lee Ann Scott Elia Vollano Jess Corbett Rod Storer Luz Vega Sheila O'Toole Shirley Lin Yoelby Ferreira Sarah Saiano Joan Gesmonde

Yale University Art Gallery Department of Italian Job Search Team, Residential Colleges Department of History Sterling Memorial Library Beinecke Library Department of Psychiatry Yale Health Yale Health Yale Printing and Publishing Services Best Practices Department of Internal Medicine Child Study Center Department of Genetics Cancer Center Patient Financial Services Patient Financial Services Department of Dermatology Yale Animal Resources Center Department of Surgery Department of Surgery Department of Genetics Yale Animal Resources Center Department of Psychiatry Department of Pharmacology

embers over 4,000 m e th to U O nded THANK Y l 35 who atte ca o L d an 4 3 rallies of Local rkers, joined o w co to d e ed on meetings, talk nteered, knock lu vo s, e ch ar the and m lls, and signed ca e n o h p e doors, mad . paign petition contract cam labor. it of all of our u fr e th is t en This Agreem

In solidarity, ve Board rs and Executi ce ffi O 4 3 l ca Lo

2

JOB ADVANCEMENT OUR AGREEMENT: We and Yale have agreed to the most comprehensive Internal Hiring and Advancement Program in our history! • Joint creation of C&T hiring and advancement programs (a new Clerical & Technical Career Development Office as well as Joint Union-University representation on Development & Advancement Councils in our five largest job families) with accountability and ongoing monitoring by the Union & University Best Practices Policy Board • Additional Union Job Search Team position to work on programs

Job Advancement Committee L  to  R:  Thom  Philips,  Ann  DeLauro,  Ken  Suzuki,  Brenda  Jones  Barnes,  Yolanda   Giordano,  Kathleen  Maloney,  Catherine  Brayton,  and  Kevin  Pacelli.    Not  pictured:   Luz  Vega,  Joanna  Gorman,  Lorraine  Skibitcky,  and  Angie  PerroJo

• Joint review and improvement of qualification and selection process for internal bidders • Shorter, better Job Audit Form • Opportunity for members to design their own training with management

OUR PRIORITY For 28 years, Yale has not prioritized internal hiring. In spite of this, we have made progress: • 1992 contract: Job Search Team created – Local 34 and Yale jointly oversee C&T layoff activity and benefits, including the Interim Employment Pool. • 2009 contract: Support for Laid-Off Staff – Greater priority and oversight of C&T layoff hiring at a higher level with the Union/ University Best Practices Policy Board, including a Yale Vice-President, and Metrics. We moved the internal hiring rate up from a historical 25% to the current 38%.

• All qualified internal bidders interviewed by department and/or HR • Union review of job offers to external hires when there are three qualified internal bidders • 45-day trial opportunity in a new position with previous position HELD • Metric: Between 1/20/13 and 7/1/14, the University will fill internally more than 66% of D & E positions in the five following job families: Administrative Assistants, Research Assistants, Financial Assistants, Account Assistants, and Library Staff. If this measure is not met, the University will centrally fund the salary and benefits of internal hires for 45 days •

• Broadened E criteria with Union review of M&P border 3

HEALTHCARE Healthcare Committee L  to  R:  Marcy  Kaufman,   Don  Frigo,  Louise   Camera-­‐Benson,   Pamela    O’Donnell,   Adam  Marchand,  Joan   Gesmonde,  and  Luisa   Lopes.  Not  pictured:   Amelia  Prostano  and   Mary  Thigpen  

OUR PRIORITIES The healthcare system in America is in crisis with exploding costs, and we’re affected here at Yale. Throughout our negotiations we have worked to: • Maintain choice, quality, and affordability for the health benefits program overall • Enhance the convenience at Yale Health • Stabilize our excellent health benefits for the long term • Address the University’s interest in controlling the cost of our health benefits program • Continue to showcase Yale Health which is tremendously cost effective • Take a problem-solving approach to the runaway costs in the current Aetna plan • Make our tremendous standard of retiree health benefits sustainable for current and future generations 5

OUR AGREEMENT Improvements for Yale Health members including: • Union-management partnership focused on improving service such as phone and appointment access • An enhanced process for resolving patient issues, including a member liaison who knows the systems and staff of Yale Health and who also understands how the union works • A commitment from the University to add clinicians as demand for services grow • Joint monitoring and transparency around measures of clinical capacity and patient access More robust programs for coordinating services for patients regardless of which plan they have • Care coordination services to help patients navigate through complex care arrangements, especially when they face acute health episodes • Case management services for patients living with chronic health conditions We will have very strong and affordable options for health benefits • Our members will continue to pay no premium for Yale Health and will face very few changes in out-of-pocket costs for care • All new hires will have Yale Health as their sole health benefits option for their first three years at Yale • A new alternative to Yale Health—Aetna Select—that will offer high quality care at lower monthly premiums than the current Aetna plan— Aetna POS II (see chart on next page) The Aetna POS II plan will remain in place for those already in the plan • No referrals necessary, modest changes to out-of-pocket costs • Some adjustments will be made in employee premium contributions over three years (see chart on next page) • As of January 20, 2013, this plan will close to all new enrollment We will preserve our current retiree health package for existing employees • The University will not reimburse future employees for Medicare Part B when they retire • The eligibility rules for future employees will be different than for current employees (see chart on next page)

6

HEALTHCARE (continued) HEALTH BENEFITS COST CHART The monthly premium contributions of bargaining unit employees in Yale Health will be:

Retiree Health Eligibility for New Employees Years of Service

Less than 10

10-14

15-19

20-24

25-29

30 and over

% of full subsidy (under 60 years old)

0

0

0

50

70

100

% of full subsidy (over 60 years old)

0

30

50

80

90

2013

2014

2015

2016

Individual coverage

$0

$0

$0

$0

Two-person coverage

$0

$0

$0

$0

Family coverage

$0

$0

$0

$0

100

Our monthly premium contributions for Aetna POS II are projected to be: WHAT THE UNIONS AGREED TO DO: Reach out to our membership to explain our health benefits options • We will explain why Yale Health is the strongest health benefits •

option for most members We will educate our members about the new plan as a highquality, affordable alternative to Yale Health

Engage our union membership around issues related to health • We will discuss smart steps to save money, such as taking generic • •

medications We will invite our members to take part in wellness programs aimed at promoting better health We will invite our members with chronic illnesses to take part in care management programs

2013

2014

2015

2016

Individual coverage

$112

$125

$132

$138

Two-person coverage

$190

$217

$248

$261

Family coverage

$259

$296

$339

$355

Our monthly premium contributions for Aetna Select are projected to be: 2013

2014

2015

2016

Individual coverage

$90

$94

$99

$104

Two-person coverage

$141

$177

$217

$228

Family coverage

$192

$242

$296

$311

For the two Aetna plans, the premium contributions for 2013 are the current weekly deductions times fifty-two (for the annual contribution) and divided by twelve (for the average monthly contribution); the premium contributions for 2014 through 2016 are based on negotiated percentages and projections for future overall premium costs, which may be different from actual costs. 7

8

WAGE INCREASES WAGE INCREASE EXAMPLES Local 34 Vice-Presidents and Recording Secretary L  to  R:  Pamela   O’Donnell,  Louise   Camera-­‐Benson,   Antonio  Lopes,  Yolanda   Giordano,  and   Maureen  Jones

OUR PRIORITY: Over 4000 members of Locals 34 and 35 together signed the “Our Work Makes Yale Work” petition to signal to the University our commitment to fair compensation for the valuable work we do. We delivered copies of our petition to President Richard Levin, Dean Robert Alpern and Provost Peter Salovey.

Salaries at the Max by Labor Grade by 2016 for Full-Time Members Labor Grade at Max

2016

Grade A at Max

$46,059

Grade B at Max

$51,866

Grade C at Max

$57,991

Grade D at Max

$67,912

Grade E at Max

$72,681

Salary on Steps Annual Base Salary Labor Grade C Step 1 2012

Annual Base Salary Labor Grade C Step 5 2016

$39,208

$49,621

Percentage Value Increases Annually

At the Max

On the Steps

Year 1

Year 2

Year 3

Year 4

TOTAL

2.5% + 1.2% (½ step) + $500

3% + 1.2% (½ step)

3% + 1.2% (½ step)

3.25%

16.37%** +$500

2.5% + 2.87%* + $500

3% + 2.87%

3% + 2.87%

3.25% + 2.87%

25.33%** + $500

Average Raise Per Year for Full-Time Members Year 1

Year 2

Year 3

Year 4

TOTAL

$2,224 +$500

$2,625

$2,766

$2,695

$10,310 + $500

* 2.87% = average value of step. Actual value varies between 2.46% and 3.21% ** Total values include compounding from year to year.

9

10

JOBS PIPELINE & TEMPORARY USAGE Jobs Pipeline Committee L  to  R:  Ken  Suzuki,   Sarah  Saiano,   Barbara  Vereen,  Lee   Ann  ScoJ,  Antonio   Lopes,  Marilyn   Young,  Craig   BarPmole.  Not   pictured:  Jess   CorbeJ  and  Rod   Storer

OUR PRIORITY In our contract survey, 92% of our members voiced concern about the crisis of violence and joblessness in New Haven. Given the current 10,000 people who are un- and under-employed, we recognize that we cannot be an island of prosperity in a sea of hopelessness. We have proposed that Yale invest in New Haven through training and jobs for the city’s residents.

OUR AGREEMENT •Turns temporary work into full time jobs and makes those jobs available to: • Layoffs • Internals • New Haven Works jobs pipeline candidates (in that order) •When there’s a temporary violation, a job posting is triggered and the temp is hired •Creates a minimum of 20 and maximum of 35 Yale Temporary Staffing Services Union floater positions (currently 6) out of temporary work • Five of the largest hiring departments designated as New Haven Works jobs pipeline departments with apprenticeships for New Haven Works candidates

In working with the University to create these job opportunities, we realized that by combining temporary assignments, we could create full-time entrylevel jobs and take strides toward eliminating the long-standing problem of reliance on temporary labor.

11

12