• UMPSA Home Page
• Membership Form
• Campus Contacts
• UMPSA Officers
• State Association
• Meetings and Events
• UMPSA Information

• Current Bargaining Agreement
• UMPSA Constitution
• UMPSA By-Laws
• Join the E-Mail List
• Join UMPSA Now
• Benefits of Membership
• Dues Schedule (PDF)
• UM Chapter News
• Grievance Form (Step 1)
• Grievance Form (Setp 2)

• State of Maine
• University of Maine System
• University of Maine System Labor Relations Act
• Legislative News
• Contact a Legislator

• Maine Education Association
• MEA Higher Education

• NEA Higher Education
• Almanac of Higher Education
• Advocate Online
• National Education Association
• Member Benefits

Article 14 - Work Year/Work Week/Work Schedule

A. Work Year
1. The work year for each unit member shall be for the number of months specified by the University at the time of appointment and shall include annual leave and holidays as specified in Article 19, Leaves.

2. The length of the work year for each unit member shall not be changed arbitrarily.

B. Work Week/Work Schedule
1. Unit members are professional employees whose work schedules are not tied to a fixed number of hours per day or per week. The standard full-time work week is considered to be forty (40) hours. However, in the course of a year the number of hours worked by a unit member may vary to meet seasonal or other changed demands.

2. Unit members will be expected to meet reasonable work demands.

3. Unit members, while not entirely self-scheduled, are expected to exercise initiative and discretion in the selection of dates and times at which they will perform their work.

4. It is the responsibility of the University to assign work to professional unit members and to establish basic scheduling requirements to provide services to the various segments of the University community and meet other University objectives.

5. Work demands shall be equitably distributed between unit members in similar positions within a department, and shall not be unreasonable.

6. Each unit member and supervisor should periodically, and at least annually in conjunction with the performance evaluation, review work demands and scheduling considerations. It is the joint responsibility of the unit member and supervisor to maintain reasonable work demands and schedules.

7. If the supervisor or the unit member feel that work demands are not reasonable or that reasonable work demands are not being met, the supervisor and unit member shall meet to try to resolve the issue. If the issue remains unresolved, the supervisor and the unit member shall meet with an Association representative and a designee for the Chief Administrative Office to discuss and resolve the issue. If the issue remains unresolved, the issue may be pursued through the grievance process, performance appraisal, or disciplinary action.

8. When a unit member's workload exceeds reasonable demands as described above, or if the unit member has earned compensatory time prior to the execution of this agreement, the unit member will be expected to schedule time off in consultation with the supervisor. It is the joint responsibility of the unit member and supervisor to ensure that work demands are met without undue hardship to the University or to the unit member.

9. The University may at its option, offer to provide additional compensation or a stipend for work in excess of normal demands, work not related to the unit member's position, or compensatory time earned prior to the execution of this agreement. Where provided, such stipend or compensation shall be of an amount appropriate to the unit member's time commitment and base salary, except that existing policies establishing additional compensation rates which have general application shall be maintained.

C. Nothing in this Article shall prohibit the University from maintaining, establishing, or altering procedures to record the hours worked by unit members.