Repository: UIHistories Project: Board of Trustees Minutes - 1952 [PAGE 1332]

EXTRACTED TEXT FROM PAGE:

I952]

UNIVERSITY OF ILLINOIS

I429

less 52 Sundays, one-half of 52 Saturdays or 26 days, and 6 holidays), or 2,248 hours per work year. 3. In those positions in which the regular work week is 48 hours, the monthly rate will be based upon a net of 307 days (365 days less 52 Sundays and 6 holidays), or 2,456 hours per work year. B. Permanent and continuous employees in prevailing rate groups whose compensation is based on a monthly rate will be paid that monthly rate adjusted to provide for any difference in weekly working schedule which may exist between the University and local prevailing practice. 2. T h e University, through the Director of Nonacademic Personnel, will negotiate with any other group of employees, or their authorized representatives as defined in section 1-2 hereof (in case of a collective bargaining u n i t ) , for the purpose of establishing rates that are mutually acceptable. 3. T h e University, through the Director of Nonacademic Personnel, will recommend to the Merit Board of the University Civil Service System of Illinois wage ranges and will be responsible for the determination of compensation within approved ranges of all nonacademic groups whose wages are not determined in accordance with 1 and 2 preceding. For employees in such groups the University will establish a compensation plan based on a job evaluation program in which rates shall be related to rates otherwise established for comparable services and paid for similar services by other employers. 4.— A. The starting salary in every classification where the compensation lies between stated minimum and maximum rates instead of being a single fixed rate shall be determined by the Director of Nonacademic Personnel. In all those classifications where the maximum rate is $250 per month or less, there shall be automatic increases at least once a year until the midpoint of the range of the classification is reached. B. Each employee in the classification where the compensation lies between a stated minimum and maximum rate shall be fairly and impartially rated at least once each budgetary year. The plan of rating shall be available to all concerned, and the ratings of each employee shall be available to him. C. Nonautomatic merit adjustments shall be determined by the Director of Nonacademic Personnel after full consideration of the employee's ratings, recommendations of supervisors, and the over-all University personnel policy.

IV. HOURS

1. T h e University recognizes work schedules as set forth in this section. Each employee classification is allocated to an appropriate work