The current collective agreement was ratified on June 18, 2018. 44.1 The nominal salary of each permanent worker during the period from May 1, 2017 to April 30, 2018; Period from May 1, 2018 to April 30, 2019; May 1, 2019 to April 30, 2020; and the period from May 1, 2020 to April 30, 2021 is as follows: 42.2 The provisions of Article 42.1 do not apply to workers who, in addition to their normal workload, organize, at their own request and in agreement with the President/Director, the teaching of summer education in exchange for the time of release at a regular university meeting. If an agreement is not reached within 60 calendar days following the agreement of the respective adjudicator powers on non-monetary matters, the parties may agree to refer the unresolved monetary issues to arbitration. The form of arbitration is the form defined under Article 33.3, unless it is amended by agreement of both parties. (g) Library management recognizes that it is desirable to pass on experiences complemented by a certain rotation of the task and offers professional librarians the opportunity to work regularly at different reference and information desks and/or at different library services, where the achievement of the objectives set allows. The terms of duration and periods are taken by consultation and agreement between the professional librarian (s) and the associate librarian. (e) A worker who performs a reduced workload for a proportional salary receives the supplements to his nominal salary which, as a result of collective bargaining, are carried out from time to time during the period of the reduction in workload and is entitled to an increase in career progression to the nominal wage. (g) The benefit covered in point (f) depends on the worker`s right to maternity allowance and his application for maternity benefits under the Labour Insurance Act and labour insurance rules. If the worker is not eligible or does not seek such benefits, or if the law or regulations are amended during the duration of this contract to reduce or eliminate the benefit covered in paragraph (f) (a) The employer may at any time grant a reduction in workload with a salary commensurrable to any retained or confirmed worker who voluntarily applies for such a status. As a general rule, the reduction in workload cannot exceed two-thirds (2/3) of the total section 13 workload, as long as it is appropriate for the category of workers. However, the distribution of the reduced workload between the normal components of the full working time defined in section 13 is a matter of agreement between the employer and the worker.