MONTANA BOARD OF REGENTS OF HIGHER EDUCATION

Modify the 1999-2001 collective bargaining agreement between Montana Nurses Association and the Montana Board of Regents of Higher Education as follows.

1.�� 1.4� BARGAINING UNIT DEFINITION

Change to read:� �The bargaining unit shall include all persons with the job title of Registered Nurse who are employed at the Student Health Service at Montana State University-Bozeman and who are not excluded in accordance with section 1.5 of this agreement.�

2.�� 5.8� INSURANCE COVERAGE

Change the second sentence to read as follows:� �The employer contribution to health insurance for eligible employees shall be $325 per month for the fiscal year ending June 30, 2002 and $366 per month for the fiscal year ending June 30, 2003.�

3.�� 5.9� CLASSIFICATION AND PAY PLAN

Change title to COMPENSATION.� Change to read:� �Salary increases shall be in accordance with Addendum A.�

4.�� 6.7� UNPAID LEAVE

Add the following new sentence at the end of the first paragraph:� �Some restrictions may apply for Life and Long-Term Disability Benefits.�

5.�� PROFESSIONAL RIGHTS

Change to read:� �The employer, the association and employees agree to comply with the Montana Nurse Practice Act (37-8-101, MCA et seq.) and the Collective Bargaining for Nurses Act (39-32-101, MCA et seq.).�

6.�� ARTICLE 10� MISCELLANEOUS CONTRACT PROVISIONS

�� Add the following new provision:

�10.4� ETHICAL CONDUCT AND PROHIBITED PRACTICES

Public employees have a special obligation to carry out their duties for the benefit of the people of the state and to avoid taking actions that cause them to violate the public�s trust.� State law at 2-2-101 through 2-2-304 MCA includes several specific prohibitions and provides for significant penalties including fines and imprisonment for violators.� Employees may also be subject to discipline for violation of public trust.� Examples of prohibitions include but are not limited to:� 1) using work time, facilities, equipment supplies, personnel or funds for private business purposes including any campaign activity persuading or affecting a political decision; 2) engaging in any activity, including lobbying on behalf of an organization of which the employee is a member while performing job duties 3) receiving two salaries as a public employee for work during overlapping hours; 4) accepting a substantial gift or economic benefit, or reward for an official action; 5) disclosing or using confidential information acquired in the course of official duties in order to further the employee�s personal economic interests; 6) assisting any person for a fee or other compensation in obtaining any service, claim, license, or other economic benefit from the employer; 7) performing any official act directly and substantially affecting a business or other undertaking in which the employee has a substantial interest or is engaged as a consultant, representative or agent; 8) soliciting or accepting employment or engaging in meetings or negotiations to consider employment with a person who the employee regulates in their official duties without first giving notice to their supervisor, or 9) engaging in a substantial transaction for private business purposes with a person the employee inspects or supervises.�

7.�� 11.4� RULES OF GRIEVANCE PROCESSING

�� Add the following new subsection.

�F.�� Grievances concerning the Montana University Achievement Project (MAP) are excluded from the contractual grievance process.� The sole and exclusive appeals process for MAP related grievances is that contained in the MAP Performance Development and Compensation Programs Guide.�

8.�� 13.1� CONTRACT TERM

�� Change �1999� to �2001� and change �2001� to �2003.�

9.�� Add the following:

�� ADDENDUM A� WAGES

1. Effective November 1, 2001, employees shall receive a 4% base salary increase.

2. Effective November 1, 2002, employees shall be eligible for .5% increase to their base salary for Achievement Pay.� This award of Achievement Pay on November 1, 2002 follows the Performance Development Cycle, which commences no later than January 1, 2002 and ends on September 30, 2002 and shall be in accordance with the MAP Performance Development and Compensation Programs Guide.

3. Effective November 1, 2002, employees shall receive a base salary increase of 3.75%.

4. Effective June 1, 2003, employees shall be eligible for .5% increase to their base salary for Achievement Pay.� The award of Achievement Pay on June 1, 2003 follows the Performance Development Cycle, which commences on approximately October 1, 2002 and ends on May 31, 2003, and shall be in accordance with the MAP Performance Development and Compensation Programs Guide.

5. Effective January 1, 2002, in addition to the salary increases specified

above, employees are eligible for additional forms of pay increases as outlined in the MAP Performance Development and Compensation Programs Guide such as:� lump sum awards, strategic pay, and progression pay.

�� ADDENDUM B

MONTANA UNIVERSITY SYSTEM ACHIEVEMENT PROJECT IMPLEMENTATION

The employer and the bargaining agent agree to implement the Montana��

Achievement Project (MAP), as outlined in the MAP Performance Development and Compensation Programs Guide as soon as practical.� It is recognized that all employees and their supervisors must receive the MAP training prior to implementation.

��

Every effort will be made to complete MAP training for employees and supervisors by January 1, 2002.� If training for employees cannot be completed by that date, the bargaining agent will be notified of the need for an extension of the date by which training will be completed.

Employees shall be eligible to submit requests for reclassification or file a formal classification appeal under the state classification system only until November 1, 2001.� Any appeal or request for reclassification filed after that date shall be denied, and shall be without any further avenue of appeal.� However, formal classification appeals may be initiated within (30) calendar days following the denial of the request for reclassification as long as the initial request for reclassification was submitted prior to November 1, 2001.�

Employees have been notified of the broad band to which their position is to

be assigned.� Appeals over this assignment must be initiated on or before November 1, 2002.

10.�� Add the following Letter of Understanding.

�Each year one (1) nurse will be sent to ACHA Conference with all expenses paid up to the limits set in MSU-Bozeman�s travel reimbursement policies.� This RN may or may not be presenting a program.� A nurse may save two (2) years CE (total of $900.00) to use toward the conference.� This would not cover the cost of the conference, trip, meals, and room, but with the new benefit two (2) nurses could go, one with CE money, the other as a paid representative.

One (1) or two (2) nurses may use their CE money to attend the MNA conference each year.

�� RN�s may use their CE money for College Health Certification.�