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Yes, you can. A specific section of UMPSA’s (your Association’s) contract describes procedures for eligible employees to receive salary adjustments. And, you may be eligible.

Approximately 150 professional employees represented by UMPSA have received salary adjustments over the past two and one half years. These increases have totaled more than $600,000. They are regulated and permitted by Article 17 of the contract. If you do not have a copy of the contract you can find it on the UMPSA web site http://umpsa.maine.edu/newcon/.

Salary adjustments are covered by Article 17 C in the contract between UMPSA and the University of Maine. There are two bases on which the University should make salary adjustments for professional employees. First, if you have added significant additional responsibilities over those in your original job. Second, if there is an inequity with respect to other unit members in similar positions.

In the first case, the significant additional responsibilities did not have to have just happened or happened all at once. If you have added duties and responsibilities over a period of time and the only pay increases you have received were the negotiated increases or equity increases, then you may be eligible for a salary adjustment based on the difference between the duties and responsibilities listed in the official job description in effect at the time you were hired or at the time you got your most recent salary increase that was based on additional responsibilities. Salary increases are based on all responsibilities added during the interim.

This type of adjustment is covered under 17, C, 1, a. and 2. You can make a request for such an adjustment directly to your supervisor or manager. Even if they disagree with you, your request can still be justified. First, you should show them the section of the contract that applies to your request. You may even have a grievance if they turn you down.

Second, when you believe there is an inequity with respect to other unit members in similar positions, you should point this out to your manager or supervisor and ask that she or he correct it. Corrections for these types of inequities are covered under Article 17, C, 1, b. In addition, Article 17, C, 3 says that there should not be an inequity between unit members who hold similar positions with similar functions and working conditions and which require substantially similar skill effort and responsibility. If you know any fellow professionals who are making more and have similar work responsibilities, you have a case. They do not have to be in the same department as you are.

Document, document, document! It is important to write down your duties and how they have changed. It is important to keep records of similar employees with higher rates of pay. It is important to make your communications on this issue written. It is important to save any written communications that you receive. If you have to file a grievance to get your request, then your records may be important. They will be important in showing management job changes and inequities.

Salary adjustments are supposed to be given on the basis of proof, not on whether the University can afford it. If you are qualified and/or eligible for a salary adjustment, then the University cannot claim poverty.

You and your fellow employees have the right to share information about your salaries. Sharing information is one way to find out if you and they are being paid fairly. Don’t let anyone tell you that you cannot talk with each other about how much people are making.

Remember, if your job has changed, or others doing similar work are being paid more than you are, then you could be eligible for a salary adjustment. You have the right to ask.