Since the beginning of 2020, we have had thousands of hours of volunteer work to research and develop a substantial collective agreement (CBA) for all of us as bargaining members of the AU-UNM. These efforts cover our working conditions,… For workers whose position classifications are included in a collective agreement unit, please consult the corresponding collective agreement. All other administrative procedures for such contracts, including authorizations, are the same as for annual contracts. Unless authorized otherwise by the President, contract staff are normally fixed for a maximum of one (1) year, subject to a renewal renegotiation that takes effect on July 1 of each year. However, in cases where the original date is between April 1 and June 30, the new contract should be set at the June 30 deadline for the following fiscal year, without being renewed at the end of the current fiscal year. In such cases, the initial rate of pay should anticipate the outcome of the annual “mass wage update” for the current fiscal year. Departments that recruit new employees between April 1 and June 30 should anticipate the result of the annual mass salary update (if allocated by the Regents – see here) as a factor in negotiating an entry-level offer. Recruitment officers should contact their human resources advisors to set pay schedules for new staff members. The first quarter of a salary division is considered the area of fair value for a new employee that corresponds to the standard specifications of the order. New employees are typically hired during the first quarter of the range. However, when setting appropriate start-up rates, the recruitment department should consider factors such as education and experience that go beyond the minimum requirements of the position, the unique skills and skills directly associated with it, the strength of the relevant labour market, and internal equity within the division See internal capital adjustments.
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