CEBC 2003 Minutes
January 13, 2003
There was no February meeting.
In attendance:
Ronnie Carda <carda@education.wisc.edu>,
Jim Pavelko <jpavelko@bus.wisc.edu>,
Bill Steffenhagen <wsteffen@facstaff.wisc.edu>,
Thomas Achtor <thomas.achtor@ssec.wisc.edu>,
H. Adam Steinberg <hsteinbe@wisc.edu>
Larry Davis <Larry.Davis@mail.housing.wisc.edu>
Meeting location - Animal Sciences, Room 432
Meeting time 11:00 am
I. Approval of the agenda
Passed
II. Approval of the minutes for October 2,2002
Approved
III. Announcements
Layoff proposal compromise passed ASA and has been sent to Katharine Lyall
for her signature.
IV. ASEC and ASA Reports - January
Jan 23 Larry Davis
Jan 30 Thomas Achtor
ASA Jan 13 Jim Pavelko
V. ASEC and ASA Coverage - February
Feb 6 Jim Pavelko
Feb 20 Larry Davis
Feb 27 Adam Steinberg
ASA Feb 10 Jim Pavelko
VI. Old Business
A. Revision of CEBC Layoff proposal - Steffenhagen
October 9th '02 Benefits fair: Review of submitted questions and comments.
1. The generous and positive benefits offered by the by the state encourages
unproductive employees, and employees who hate their job, to stay on in
their positions. This is the reverse of the regular employment world.
It creates a stagnant environment.
2. If you leave the UW system and leave your retirement benefits in the
system do you get both the employee and the employer contributions? Yes
you do.
3. Glad for only form to fill out in order to collect a death benefit.
4. Academic staff member teaches but has no control over classes, class
schedules, etc. Faculty have all the power and it is unfair.
5. Concerned about having to pay for health insurance in the near future.
6. Vacation time should be proactive - you should get more the longer
you work here.
7. Dental insurance is bad. There needs to be a standard plan for dental
as well as health so you can go to the dentist of your choice.
8. Domestic Partners health insurance.
VII. New Business
A. Update on latest academic staff equity study - Ann Lamboley
Last one was started in '90 and wasn't completed until '96.
Was a 25 pg question survey
Looked at how people are compensated.
System wide but primarily driven by Madison.
Results analyzed: Degree, years experience, discipline, job complexity,
interaction with workgroup, etc.
Results taken:
Not enough minorities in the data but they were given 1.5% increase.
Pay ranges 4-9 received 4.5% increase when inequity was found.
Associate directors were found to be almost equal to directors, 25% gender
inequity which was not corrected. Madison wanted to correct but other
campuses were opposed.
Reviewed all titles in explicit detail, reviewed all prefixes, made suggestions for changes.
Reluctant to do another study unless it is scaled down, maybe look within divisions or departments but not across.
B. Resolution on Domestic Partners Benefits - Larry Davis
The Domestic Partners Task Force on Campus are meeting with Doyle and
Lyall, want ASA to reaffirm their commitment to Domestic Partners benefits
on campus.
Larry Davis submitted a Domestic Partners support letter to CEBC. CEBC agreed and passed the letter on to ASA for approval.
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Resolution on Domestic Partner Benefits Presented by the Compensation and Economic Benefits Committee (CEBC) of the Academic Staff Assembly
The following resolution, we believe, emphasizes a commitment to fairness and equity for all university employees. The UW System and Madison campus positions on full and equitable domestic partner benefits is already known. Extending health care benefits to domestic partners is arguably the most important issue to be resolved. CEBC support on this issue will strengthen the university's position to press for changes that we believe are important to this university.
A RESOLUTION supporting the extension of health care insurance benefits to domestic partners of all qualified employees of the University of Wisconsin System.
WHEREAS More than 150 colleges and universities now offer health insurance benefits to domestic partners, including the University of Iowa, Indiana University, the University of Michigan, Michigan State University, the University of Minnesota, University of Chicago, and Northwestern University; and
WHEREAS Six states now offer domestic partner health benefits to all state employees, as do over 100 cities and counties nationwide, including Dane County, the City of Madison and the City of Milwaukee; and
WHEREAS Thousands of private employers now offer domestic partner health benefits, including employers doing business in Wisconsin, such as Alliant Energy, CUNA Mutual Insurance Group, Oscar Mayer, Ameritech, Northern States Power, American Express, General Motors, and DaimlerChrysler; and
WHEREAS The University of Wisconsin does not currently offer equitable health insurance options for the families of all of its employees; and
WHEREAS the University of Wisconsin-Madison has codified, in its domestic partnership policy, its commitment to the provision of spousal benefits to the domestic partners of all qualified employees of the university; and
WHEREAS The University of Wisconsin's ability to recruit and retain high-quality employees is demonstrated to be compromised by its lack of competitive health benefits;
NOW THEREFORE BE IT RESOLVED, that the University of Wisconsin-Madison
Academic Staff Assembly supports the extension of state health insurance
benefits to domestic partners of all qualified University of Wisconsin
System employees.
CEBC is happy to answer your questions on academic staff compensation, fringe benefits, retention issues and other economic benefits. Send questions to Ronnie Carda.
CEBC will discuss and respond to questions/issues that relate to academic staff in general. If your question is specific to your employment, CEBC will refer you to the campus resource person/department best able to answer your question.