If an employee meets the conditions for course credit weightings, he/she shall receive credit only for the
highest degree attained.

c.      If an employee meets the conditions for both weightings under (a) and (b) above, the
employee will be credited with the greater one or a maximum of thirty five per cent (35%), but not both.
The employee may, however, receive credit for the education weighting in addition to that for experience
whenever the employee’s experience and education meet the applicable conditions.

Section 14. To be eligible for any promotion under this Article except those described in section 3, an
employee must have worked for the following periods: for Library Clerk, at least six (6) months; for
Systems Technician/Operations Assistant I or any position at the fourth level, at least four years; for any
other position, at least two years.

Section 15. For all promotions except those falling under the provisions of Section 3 and 4, the local
Union President or a member designated by the Union President will work with the Director of Libraries’
designee in computing Library seniority and in contacting eligible candidates for vacancies.

Section 16. The following job categories, which are within the bargaining unit, are outside the
seniority lines of promotion: Library Delivery Assistant I, Assistant Head of Stacks I, Systems
Technician/Operations Assistant I, Archival Specialist, Binding Specialist, Circulation Department
Faculty/Patron Liaison, Circulation Desk Administrator, Daytime Building Superintendent, Evening
Building Superintendent, Head of Reprographic Services, Head of Slide Collection, Library Accounting
Specialist, Library Specialist. Qualifications for these jobs are set forth in the job category descriptions
located in Appendix A of this Agreement. Present employees will be given the first opportunity to apply for
vacancies in these categories and will be given fair consideration along with any other applicants for the
vacancy.

Section 17. When a vacancy has been filled, all applicants will receive notification from the Library
Human Resources Office regarding the outcome. In addition, when a vacant position has been offered to
an applicant, the Union President shall be advised of the identity of the applicant as soon as possible.

ARTICLE VIII ~ GRIEVANCE PROCEDURE AND ARBITRATION

Section 1. The grievance procedure described below will be followed in matters concerning the application,
meaning, or interpretation of this Agreement.

Section 2. If a problem cannot be settled between the professional supervisor and the employee, the employee,
with the designated Union Steward, shall take up in writing the grievance, including the contract articles in dispute,
with the employee’s professional supervisor within ten (10) working days of the occurrence of the act, warning,
rating, etc., which is in question. In the event that both the designated Steward and Alternate Steward are absent, an
officer of the local Union may act to process a grievance. The professional supervisor shall attempt to adjust the
matter, and respond in writing to the employee and the Steward within five (5) working days.

Section 3. An employee who is going to be or is absent from work more than ten (10) working days may file a
grievance by submitting it in writing to the employee’s professional supervisor. The professional supervisor shall
answer the grievance in writing within five (5) working days and send a copy of the grievance and the answer to the
appropriate Union Steward. If such a grievance is not satisfactorily settled, it may then be processed in accordance
with Section 4 of this Article.

Section 4. If the grievance is not resolved in this way, the facts shall be presented in writing by the concerned
employee and the Union Steward to the Director of Libraries or a representative designated by the Director of
Libraries. Such action shall be taken no later than ten (10) working days after the response of the professional
supervisor. After consultation with the parties concerned, including the employee, the Union Steward, and the
supervisor, the Director of Libraries or the designated representative shall respond to the employee and the Union
Shop Steward within ten (10) working days from the receipt of the grievance.

Section 5. If the proposed solution is unsatisfactory, the facts shall be presented in writing by the Union Steward,
Union President, and, at the discretion of the parties, a Union representative, to the Vice President for Human
Resources or designee within ten (10) working days after the response described above. The Vice President of
Human Resources or designee shall schedule a hearing within five (5) working days of receipt of the grievance and
shall respond in writing to the Union President within ten (10) working days from the date of the grievance hearing.

Section 6. If the issue remains unresolved, either party may, within fifteen (15) working days after the reply of
the Vice President for Human Resources or designee, request arbitration by written notice to the other.

The arbitrator may be selected from a group of recognized arbitrators by mutual agreement of the Union and
the University. If mutual agreement is not reached on an arbitrator within ten (10) working days from the date of

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