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13. Conflicts. The following practices are to be followed in situations involving the employment or
potential employment of members of the same family unit in a permanent or full-time, unlimited
position:
1. Employees who have responsibility for hiring will disqualify themselves from any situations
involving the hiring of another family member.
2. Managers and supervisors will work to address situations where family members are
working in a direct superior/subordinate relationship.
3. For purposes of this provision, a “family member” shall mean spouse, children, siblings
(including sisters/brothers in-law), parents, and parents of spouse.
14. Holiday Proration.
a. Part-time employees’ holidays shall be prorated according to Appendix B1, based upon the
average number of hours paid in the previous three pay periods, unless either (1) the
employee does work the holiday, in which case Article 7 of the Master Agreement language
shall apply, or (2) any of the situations described in b. through e., below apply.
b. If an employee is appointed or recalled during a pay period in which a holiday(s) occurs,
and the employee is eligible for holiday pay, the proration shall be based on the hours
worked or paid in the next pay period which does not include a holiday. For this purpose,
and for those employees on a voluntary reduction in hours, use the table in Appendix B.
c. If a part-time employee is appointed during one of the three pay periods immediately
preceding a pay period in which a holiday occurs, and the employee is eligible for holiday
pay, the proration shall be based on the hours worked or paid in the next pay period which
does not include a holiday. For this purpose, use the table in Appendix B.
d. If a part-time seasonal employee is recalled during one of the two pay periods immediately
preceding a pay period in which a holiday occurs, and the employee is eligible for holiday
pay, the proration shall be according to Appendix B1 and shall be based on the average
number of hours paid in the previous three pay periods for which the employee received a
paycheck, not including the pay period in which the employee was laid off.
e. If an employee is laid off or terminated during a pay period in which a holiday(s) occurs, and
the employee is eligible for holiday pay, the proration shall be based on the hours worked or
paid in the most recent pay period which does not include a holiday. For this purpose, use
the table in Appendix B.
15. Staff Development Joint Taskforce. A joint taskforce shall be established and composed of
eight (8) representatives selected by the Appointing Authority and eight (8) employee
representatives selected by AFSCME. The joint taskforce shall be convened by MnSCU and
shall be charged with discussing AFSCME’s participation in staff development planning for
individual and campus-wide training. The joint taskforce shall review data and report on results
as appropriate.
16. Substitute Holidays. The Appointing Authority and Local Union may agree to continue to
recognize different holidays than those provided for in the Master Agreement.
17. Holiday Pay Entitlement. Employees employed on an academic year basis shall be eligible
for the Christmas and New Year’s holiday provided they are in payroll status on the last
scheduled work day prior to the Christmas break and the first scheduled work day following the
break.
2013-2015 AFSCME Contract – Page 289