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UPM/MCCD COLLECTIVE BARGAINING AGREEMENT
July 1, 2001 – June
30, 2004
PREAMBLE
This Agreement is entered into this
22nd day of May, 2002 by and between United
Professors of Marin, AFT Local 1610 (hereinafter referred
to as "UPM/AFT" or UPM) and the Marin Community
College District (hereinafter referred to as
"District" or MCCD).
ARTICLE
1: RECOGNITION
1.1
For the purposes of this Agreement, the Unit shall
include:
(a)
all permanent/probationary faculty;
(b)
all faculty employed in FTES generating instruction;
(c)
all faculty employed in fee based (non-FTES) instruction
whose period of employment is twelve (12) or more days in
a contract year (a contract year runs from July 1 to June
30) or four (4) or more days in any quarter or
semester, with the exclusion provided for in Article
1.1.1;
(d)
all temporary credit faculty;
(e)
the following Children’s Center positions: Children’s
Center Site Supervisor, Children’s Center Assistant
Site Supervisor, Children’s Center Lead Teacher,
Children’s Center Teacher (employee holding a “Teacher”
and/or “Associate Teacher” permit).
1.1.1
Exclusions from Unit.
The District may enter into
agreements for services contracts with independent
providers of specialized “packaged” training
programs where the training instruction is done by an
employee of the provider. These programs shall be
available to the general public on a fee-based basis and
the income from fees is split with the District and
placed in the general fund. This provision shall
terminate at the end of the current CBA on
1.2
Any UPM unit member who is assigned and accepts either
managerial or supervisory duties over UPM unit members
(i.e., hiring, firing, evaluating, promoting, demoting,
grievance administration, disciplining, transferring
and/or assigning UPM unit members) shall immediately be
removed from the UPM unit and therefore shall have their
salary and fringe benefits placed on the
non-instructional side of the CCFS 311 report form and
all reports regarding expenditure accounting regarding
the "50% Law."
However, if a UPM unit member is
assigned and accepts an administrative or coordination
assignment that does not require the performance of
managerial or supervisory duties over UPM unit members,
he/she shall remain in UPM's unit but shall have that
portion of their salary and fringe benefits that equals
the administrative/coordination pro rata portion of their
assigned duties placed on the non-instructional side of
the CCFS 311 report form and all reports regarding
"50% law" expenditure accounting.
1-1
1.3
The Unit definition of 1.1 above shall include the
following positions: Instructor, Librarian,
Counselor, College Health Center Nurse, Coordinator
("Director") of Extended Opportunity Programs
and Services, Coordinator of the Art Gallery, Coordinator
of the Disabled Students Program, Children’s Center
Site Supervisor, Children’s Center Assistant Site
Supervisor, Children’s Center Lead Teacher and
Children’s Center Teacher. Compensation for
all positions cited above shall be determined by past
practice unless otherwise provided for in the agreement.
In addition, the following positions shall be compensated
by reassigned time, overload, or stipend as designated.
In addition, the following positions
shall be compensated by reassigned time, overload or
stipend as designated:
Assistant Director of Nursing……………
3.0 TU (Teaching Units) per semester
Coordinators of
Fine & Visual Art Programs:
Ceramics
& Sculpture …………..
1.0 TU (Teaching Unit) per semester
Jewelry
………………………….
1.0 TU (Teaching Unit) per semester
Photography……………………..
1.0 TU (Teaching Unit) per semester
Coordinator of AutoTech/Auto Body…….... 2.0
TU (Teaching Units) per semester
Coordinator of Biology Lab KTD………......... 2.0 TU (Teaching Units) per semester
Coordinator
of Business Skills KTD................ 1.0 TU
(Teaching Unit) per semester
Coordinator
of Business Skills IVC.................. 1.0 TU
(Teaching Unit) per semester
Coordinator
of Comptr. Info. Sys. KTD.......... 2.0 TU
(Teaching Units) per semester
Coordr.
of Comm/Basic Skills Lab KTD.......... 1.0 TU
(Teaching Unit) per semester
Coordinator
of Computer Science (KTD)........ 1.0 TU
(Teaching Unit) per semester
Coordinator
of Court Reporting....................... 3.0 TU
(Teaching Units) per semester
Coordinator
of Dental Assist. Program........... 1.5 TU
(Teaching Units) per semester
Coordinator
of Early Childhood Ed.................. 1.0 TU
(Teaching Unit) per semester
Coordinator of English CW Lab…………....
3.0 TU (Teaching
Unit) per semester
Coordinator
of English Skills Prog. IVC.......... 1.0 TU
(Teaching Unit) per semester
Coordinator of ESL Non-Credit........................ 3.0
TU (Teaching Units) per semester
Coordinator
of Film Program............................. 1.0 TU
(Teaching Unit) per semester
Coordinator
of Math Lab KTD......................... 2.0 TU
(Teaching Units) per semester
Coordinator
of Math Lab IVC........................... 2.0 TU
(Teaching Units) per semester
Coordinator
of Math Sci. Lrng Ctr. KTD......... 1.0 TU
(Teaching Unit) per semester
Coordinator
of Medical Assisting Prog.......... 1.0 TU
(Teaching Unit) per semester
Coordinator
of Multimedia Studies Prog........ 1.0 TU
(Teaching Unit) per semester
Coordinators
of Performances:
Dance....................................................
2.0 TU (Teaching Units) per semester
Drama....................................................
2.0 TU (Teaching Units)
per semester
Music....................................................
2.0 TU (Teaching Units)
per semester
Coordinator
of Physical Education…….......... 2.0 TU (Teaching
Unit) per semester
Coordinator
of Student Newspaper................. 1.0 TU
(Teaching Unit) per semester
Coordinator of Work Experience..………..
3.0 TU (Teaching Units) per
semester
Total 48.5 TU (Teaching
Units) per semester
Coordinator
of Transfer & Career Cntr….. 3.0
TU (Teaching Units) per semester)
(Fall
2002 and Spring 2003 only)
1.4
The unit as recognized by the District may be
modified in accordance with a decision rendered by the
Public Employment Relations Board on a contested position
or by mutual agreement of the parties.
1-2
ARTICLE
2: PAYROLL DEDUCTIONS
(Entire Article
Applicable to Children’s Center Unit Members)
2.1
The District shall deduct dues, insurance, charitable
contributions, assessments, credit union and all other
obligations due the bargaining unit from the wages of all
unit members of UPM/AFT 1610 on the date of the execution
of this Agreement and who have submitted dues
authorization forms to the District.
2.2
The District shall deduct dues, insurance, charitable
contributions, assessments, credit union and all other
obligations due the bargaining unit from the wages of all
unit members who, after the date of the execution of this
Agreement, become members of UPM/AFT 1610 and submit to
the District the dues authorization forms.
ARTICLE 3: WAGES
3.0
(a)
Effective
1) shall be
increased by 7.5%.
(b)
Effective
(c)
Step movement of unit members on the salary schedule
is as provided for in Article 3.9.6.
(d)
Substitute Pay: The current Substitute Instructor
Salary Schedule shall be modified to show the substitute
rate equal to the stipend rate, to be increased by the
same percentage rate as column 3, step 10 on the Credit
Salary Schedule as of
(e)
Retroactive pay and benefit compensation for 2001
shall be disbursed within sixty (60) days of the
ratification of this agreement.
(f)
Stipend: The Stipend Rate of $46.41 shall be
increased by the same percentage as column 3, step 10 on
the Credit Salary Schedule effective
3.1
Definition of Part-Time Equity and Part-Time Equity Pay
Formula
(a)
Part-time equity and the Part-time Equity Percentage
shall be defined as a percentage of full-time
compensation
and shall be as follows:
(b)
In no case will the Part-time Equity Percentage be
less than 80%.
(c)
If the State funding committed to promoting part-time
equity is eliminated, the Part-time Equity
percentage will revert to 80%.
(d)
The Part-Time Equity Percentage for a specific fiscal
year is calculated according to the following
formula:
1.
Compute the sum of the following numbers:
(a)
Total part-time pay budgeted for the specified fiscal
year, costed at the rates of
pay set out in the CBA for that fiscal year.
(b)
Total overload pay budgeted for the specified fiscal
year, costed at the rates of pay
set out in the CBA for that fiscal year.
(c)
Costs of STRS, FICA – Med, SUI and Workers
Compensation associated with the
above pay costs.
3-1
2.
Divide the sum calculated in No. 1 above by 80. This
yields the cost of 1% of part-time
equity.
3.
Calculate the sum of the total state funding
specifically identified for part-time equity and
the total state funding specifically identified for
part-time office hours.
4.
Divide the total calculated in No. 3 above by the
number calculated in No. 2 above.
5.
Add the number calculated in No. 4 above to 80. This
is the Part-Time Equity Percentage.
(e)
In the event that the rate as calculated by this
method does not expend all the state funds identified for
part-time equity and part-time office hours, the
unexpended funds will be distributed pro-rata to
part-time and overload faculty within two (2) months of
year-end.
3.2
Intersession Rate - Credit Program
All unit members employed during
intersession in the credit program shall be paid in
accordance with Section 3.1 for 2001-2003 except as
provided for in 8.21 of the CBA.
3.3
Compensation Formula: Temporary Unit Members in
Non-credit
Semester Program on Campus
(To be effective
(a)
All temporary ESL unit members and all other temporary
unit members working in the non-credit semester program
on campus within the academic year shall be placed on the
credit salary schedule in accordance with their years of
equivalent full-time service (where full time equals 30
hours per week times 35 weeks = 1050 hours per academic
year) and shall be paid in accordance with the formula
set forth in Section 3.1 and as determined by the
employee's placement on the credit salary schedule.
Salary may be determined according to the formula: credit
salary schedule step and column x .8 x Weekly Hourly
Assignment divided by 30 (where a full-time equivalent
workload for an academic year is 30 hours per week).
Initial placement for temporary ESL unit members working
the non-credit semester program on campus shall be no
higher than Step 7. Step 14 is the highest step on
the credit salary schedule for advancement.
(b)
The non-credit instructor hourly salary schedule shall be
modified by increasing each of its steps and columns by
the same percentage increase given step 10, column 3 of
the Credit Salary Schedule (i.e., as granted due to the
provisions of 3.0 (a) above) effective 7/1/2001 and
1/1/2003.
3.4
Compensation Formula: Unit Members Working in
Non-credit Service
Program
Unit members working in the
non-credit service program shall be paid based upon the
hours of employment and years of service as recognized on
the current non-credit instructor hourly salary schedule
for all courses taught on a quarter schedule. Service
in summer intersession assignments (summer quarter) shall
be counted for the purposes of establishing salary
longevity pay rates from
3.5
Initial and Highest Salary Placement: Temporary
Unit Members
Working in the Credit Program (To
Be Effective Summer Intersession 2002)
Initial placement for temporary unit
members working in the credit program shall be no higher
than Step 7. Step 14 is the highest
step on the credit salary schedule for advancement,
(except for those unit members who were placed above Step
10 in an earlier agreement). Any temporary credit
unit member who was placed above step 10 in an earlier
agreement and who is currently on step 11, 12, or 13 may
advance on the salary schedule to a maximum of Step 14,
as provided for in Article 3.9.6. All temporary
unit members working in the credit program shall be paid
in accordance with the formula set forth in Section 3.1.
3-2
3.6
Definition of an Earned Doctorate
3.6.1
For the purposes of salary placement and bonus awards, an
"earned doctorate" is defined as a degree
containing the word "doctor" which is awarded
by an institution accredited, at the time of the granting
of the degree, by an organization acceptable to the
3.6.2
If the degree is not granted by an organization that is
acceptable to the
3.7
Unit Members: Compensation For Work Performed
Beyond 175 Days
All permanent/probationary unit
members working in the credit and non-credit semester
programs on campus, paid on the credit salary schedule,
and working more than 175 days per academic year/work
year shall be paid the intersession rate for all work
performed beyond 175 days of the academic year/work year
(as defined in 9.1 of the CBA).
3.8
Management Teaching Salaries
Effective July 1, l986, a manager
who teaches in the credit program may have that portion
of his/her salary charged on the instructional side of
the 50% calculation.
The portion of salary charged shall
be 80% pro-rata pay per unit after determining the
manager's placement on the "Credit Salary
Schedule" according to the same criteria used for
all unit members working in the credit program.
Since the State Chancellor's Office
will not accept modifications to the prior year CCFS-311
reports, UPM/AFT agrees to accept the amounts submitted
in all prior years for pro-ration of management salaries
for teaching.
3.8.1
Certificated district managers assigned teaching
duties in accordance with Section 8.13.1 of the CBA are
not members of the UPM Collective Bargaining Unit (see
Section 1.2 of the CBA).
3.9 Placement
and Vertical Movement (Steps)
3.9.1.1
Initial Step Placement on the Credit Salary Schedule
(To
be effective
All newly hired probationary unit
members and District certificated management employees
who become unit members (as provided for in Section 1.1
& 1.2 of the agreement) shall be placed on the credit
salary schedule for the first time. They shall be
asked to furnish information and documentation to Human
Resources showing “creditable” (see 3.9.2)
previous experience that would affect their initial step
and column placement on the Credit Salary Schedule. The
newly hired/probationary unit member will be tentatively
placed no higher than step fourteen (14) on
the salary schedule pending review of all required
documents submitted to Human Resources. All
previous "creditable" education and work
experience must be documented before the end of the
semester or summer session (except as provided for in
Section 3.9.9.2). A change will be made in the
salary placement and supplemental pay or payroll
deduction accordingly, if:
1)
Transcripts and other criteria defined herein (3.9.2)
support a higher placement on the salary schedule or
3-3
2)Transcript(s)
and/or letters(s) certifying experience, submitted within
the semester or summer session, do not verify sufficient
and/or creditable course work or experience (defined
above) to justify the tentative placement or
3)No documentation is provided by the end of the semester or summer session in which the work
takes place.
If the
documentation is furnished after the end of the semester
or summer session, a salary schedule adjustment will be
effective the first pay period following submission of
sufficient documentation. There shall be no
retroactive payment.
Initial
vertical placement on the Credit Salary Schedule shall be
determined solely on the basis of the criteria and
procedures enumerated herein.
3.9.1.2
Step Placement Limit
(To
be effective
Work that
is determined by Human Resources to be “creditable
work experience” shall be granted on a year for year
basis (except as provided for herein). Initial step
placement of permanent/ probationary unit members on the
credit salary schedule shall not exceed step fourteen
(14) on any column (except for retreating
and/or returning managers qualified for “advanced
placement”), nor step 7 on any column
of the credit salary schedule for temporary credit unit
members except as provided for herein.
3.9.1.3
Any district employee exercising his/her right to
retreat into the bargaining unit as a first year
probationary unit member (E.C. 87458) shall be initially
placed as provided for in 3.9.1.1 and 3.9.1.2 above.
3.9.1.4
Advanced Placement Standards
As an incentive, the District shall offer advanced placement (beyond Step fourteen (14) for probationary/retreating and/or permanent/returning unit members on the Credit Salary Schedule.
3.9.1.4.1
Applicability of This Provision
This section of the agreement
applies to unit members from the following categories who
request advanced initial placement on the Credit Salary
Schedule:
(a) Faculty assigned to
the unit from a previous non-unit administrative,
managerial, confidential or supervisory position
(retreating) who were initially employed by the District
after July 1, 1990, in an administrative, supervisory
position requiring certification qualifications who
became a regular employee as a classroom instructor
pursuant to Education Code 87458, and who were not
employed under a lifetime credential as of July 1, 1990
and who had not previously been placed on the credit
salary schedule.
(b) All other faculty
(retreating) assigned to the unit from a previous
non-unit, administrative, managerial, confidential or
supervisory position in the District.
(c)
All unit members who become managers and subsequently
return to the unit.
3-4
3.9.1.4.2.
Applying for Advanced Placement.
Retreating and
returning district employees who anticipate entering the
bargaining unit and applying for "advanced
initial" or “advanced returning"
placement, shall complete an "Assessment form for
Advanced Placement" and submit it to Human Resources
and the UPM/AFT at least thirty (30) days prior to the
beginning of the first year. The Advanced Placement
form shall provide information demonstrating that the
unit member has met the Advanced Placement standards
cited below:
3.9.1.4.3.
Advanced Placement Standards: The unit member
possesses one or more of the following credentials and
satisfies the associated criteria:
1.
CREDENTIAL MAJORS/MASTERS OR HIGHER
(a)
CREDENTIAL SPECIFYING MAJORS:
Life CC Instructor
Life Standard Designated Subject
Life Special Secondary
Life Standard Secondary
HSPS Instructor/Grandparent Waiver
HSPS Instructor/Waiver
and nine (9) teaching
units or equivalent hours of non-teaching bargaining unit
service in the discipline/service area in a credit
program at an accredited college or university or a
comparable, accredited private institution in the last
seven (7) calendar years,
or nine (9) semester
units of upper division or graduate work in the
discipline at an accredited college or university or a
comparable, accredited private institution in the last
seven (7) calendar years,.
(b)
A Masters Degree or higher in the assigned discipline
(see the
UPM/MCCD Discipline List in 15.8.7
of the CBA)
and nine (9) teaching
units or equivalent hours of non-teaching bargaining unit
service in the discipline/service area in a credit
program at an accredited college or university or a
comparable, accredited private institution in the last
seven (7) calendar years,.
or nine (9) semester
units of upper division or graduate work in the
discipline at an accredited college or university or a
comparable, accredited private institution in the last
seven (7) calendar years,.
(c) an MCCD Credential
and completion of 24
credit semester units in the discipline/service at the
upper division and graduate levels, including at least 12
semester units at the graduate level, at an accredited
college or university or a comparable, accredited private
institution in the last seven (7) calendar years,.
2.
CREDENTIAL MINOR
(a)
CREDENTIAL SPECIFYING MINORS:
Life
CC Instructor
Life Standard Designated Subject
Life Standard Secondary
MCCD Minor Award
3-5
and twenty four (24)
teaching units or equivalent hours of non-teaching
bargaining unit service in the discipline/service area in
a credit program at an accredited college or university
or a comparable, accredited private institution in the
last seven (7) calendar years,.
or completion of 24
credit semester units in the discipline/service at the
upper division and graduate levels, including at least 12
semester units at the graduate level, at an accredited
college or university or a comparable, accredited private
institution in the last seven (7) calendar years,.
(b)
A Masters Degree or higher in a related discipline and a
Minor in the assigned discipline (see the UPM/MCCD
Discipline List in 15.8.7 of the CBA)
and twenty four (24)
teaching units or equivalent hours of non-teaching
bargaining unit service in the discipline/service area in
a credit program at an accredited college or university
or a comparable, accredited private institution in the
last seven (7) calendar years,.
or completion of 24
credit semester units in the discipline/service at the
upper division and graduate levels, including at least 12
semester units at the graduate level, at an accredited
college or university or a comparable, accredited private
institution in the last seven (7) calendar years,.
3.
CREDENTIAL NOT SPECIFYING A MAJOR OR MINOR.
Life General Secondary
Life Junior
College
[Pre-Fisher]
and Master's Degree or
higher in the assigned discipline (see the UPM/MCCD
discipline list in 15.8.7 of the CBA) awarded by an
accredited college or university or a comparable,
accredited private institution.
and
twenty four (24) teaching units or equivalent hours of
non-teaching bargaining unit service in the
discipline/service area in a credit program at an
accredited college or university or a comparable,
accredited private institution in the last seven (7)
calendar years,.
or
completion of 24 credit semester units in the
discipline/service at the upper division and graduate
levels, including at least 12 semester units at the
graduate level, at an accredited college or university or
a comparable, accredited private institution in the last
seven (7) calendar years.
4.
LIFE CC LIBRARIAN OR MCCD LIBRARIAN CREDENTIAL
and
the equivalent to 15 teaching units of paid professional
college library experience, at an accredited college or
university or a comparable, accredited private
institution in the last seven (7) calendar years,.
or
completion of 24 credit semester units in the
discipline/service at the upper division and graduate
levels, including at least 12 semester units at the
graduate level, at an accredited college or university or
a comparable, accredited private institution in the last
seven (7) calendar years,.
5.
LIFE CC COUNSELOR OR MCCD COUNSELOR CREDENTIAL
and the equivalent to
15 teaching units of paid professional college counseling
experience, at an accredited college or university or a
comparable, accredited private institution in the last
seven (7) calendar years,.
or
completion of 24 credit semester units in the
discipline/service at the upper division and graduate
levels, including at least 12 semester units at the
graduate level, at an accredited college or university or
a comparable, accredited private institution in the last
seven (7) calendar years. Unit members who meet the
advanced placement criteria above, shall be
assigned advanced initial placement or returning
placement on the credit salary schedule (see 3.8.2,
3.8.3.1 and 3.8.3.2)
3-6
3.9.1.4.4 Unit members
retreating or returning under the provisions of section
87458 of the Ed. Code and who have not met the
advanced placement standards, may voluntarily undertake,
at their personal expense, up to one academic year of
retraining not to exceed the number of units necessary to
comply with the standard.. Such training shall
include up to one year of upper division or graduate
credit units only in their assigned discipline/service at
an accredited college or university or a comparable,
accredited private institution (as defined in 3.6.1 and
3.6.2 of the CBA). Unit members who undertake such
training shall be granted a paid leave of absence under
Section 87764 of the Ed. Code for the purpose of
retraining.
3.9.1.4.5 A Retreating/Returning
manager who voluntarily retrains and who successfully
completes a minimum of nine (9) units (per semester)
shall be paid ninety percent (90%) of his/her salary
(plus all fringe benefits including retirement
contributions he/she would have received had he/she
remained in active service). In the computation of
the salary, extra pay for summer session, overloads,
etc., shall be excluded. Retreating/returning
managers must agree to remain in the employ of the
District for two (2) years after return to service,
unless otherwise provided for in the CBA.
3.9.1.4.6 The period
for retraining provided for herein may be extended for
extenuating circumstances, through the mutual concurrence
of the college president and the UPM/AFT.
3.9.1.4.7
No leave of absence when granted to a contract
employee shall be construed as a break in the continuity
of service required for the classification of the
employee as tenured. However, time spent on any
unpaid leave of absence shall not be included in
computing the service required as a prerequisite to
attainment of, or eligibility for, tenure (see Ed. Code
87776).
3.9.2 Creditable
Work Experience
For unit
members, previous paid employment experience (as an
instructor, librarian, counselor, school nurse, or other
certificated employee as identified in Article 8,
Workload, of the agreement) is counted on a year for-year
basis if it was equivalent to the job/work assignment,
such as full-time teaching in a high school or college
environment. Previous paid employment experience is
counted on a pro-rated basis if it was part-time, (i.e.
credited as a percentage of one year of equivalent
full-time employment) or pro-rated if only a portion of
the duties were creditable. Elementary teaching, or
pre-school teaching, shall not be counted unless the
subject matter is Early Childhood Education.
Paid non-teaching work directly related to the teaching
discipline is counted; e.g., work as a translator would
be counted for a language instructor, if satisfactorily
documented. Other unrelated work experience is not
counted unless the employee meets the minimum
qualifications or equivalency for another professional
area; e.g., counseling experience would be counted if the
person also meets the minimum qualifications or
equivalency for employment in the District as a
counselor. "Teaching Assistant" work does
not count unless it was paid employment and the TA had
full responsibility for teaching the class. Student
teaching is not counted.
3.9.3
Salary Placement of Managers Who Retreat Into The Faculty
and Who Meet the
Requirements of Section 3.9.1.4. (To be
effective July 1, 2002)
3.9.3.1
Retreating Managers
Managers who
retreat to the bargaining unit or are reassigned
to the bargaining unit shall receive a salary placement
for creditable service performed prior to their
employment at the College of Marin and for work performed
as certificated managers subsequent to their employment.
The initial placement for work performed prior to their
employment shall be determined in accordance with 3.9.1.
No more than thirteen (13) years credit
(placement at step 14 may be granted for such service).
For work performed subsequent to their employment
certificated managers will be granted credit as follows:
3-7
·
For performance of certificated management duties related
to the development, delivery and/or evaluation of
Instruction, Library Services, Counseling or related
assignments.
·
For management of an activity with a direct content link
to an area of teaching responsibility.
·
For teaching and/or advanced academic study within the
discipline to which the manager is retreating or
returning.
3.9.3.2
Certificated managers shall be granted credit on a year
for year basis for the first nine (9) years of creditable
certificated management service subsequent to their
employment at the College. For each additional two
years of service a certificated manager shall be granted
one-year credit. For creditable
service
after employment at the College a certificated manager
may be granted a maximum of thirteen (13) years
credit.
Example:
1 to 9 years
1 for 1 credit
maximum 9
10-11 years
1 credit
maximum 1
12-13 years
1 credit
maximum 1
14-15 years
1 credit
maximum 1
15-16 years
1 credit
maximum 1
TOTAL
13
3.9.3.3 Creditable
service under 3.9.3.1 and 3.9.3.2 shall be combined for
certificated managers returning to the bargaining unit.
The maximum credits achieved under 3.9.3.1 shall be added
to the maximum credits earned under 3.9.3.2. The
combined total shall not result in a salary placement
beyond step fourteen (14) for those who have not
met the advanced placement standard. Retreating
managers who have met the advanced placement standard may
advance to step 18.
3.9.4
Returning Unit Members (Certificated Managers) considered
to have met Advanced Placement Standards
Unit members
who become managers and subsequently return to the unit
within seven (7) years shall be subject to the
provision's of 3.9.3.1 and 3.9.2. Unit members who
transfer to a management position and return to the unit
shall be granted credit on the certificated salary
schedule for each completed year of District management
service. The credited years of management service
shall be added to the highest step the unit member earned
before transferring to the management (to the maximum
Step 20) [Example: The unit member's
highest step placement before becoming a manager was step
eleven (11). The unit member completed four years
in a creditable management position and returned to the
faculty. The unit member
shall be
placed at Step 15.] Returning managers who have been
employed in the MCCD as certificated managers more than
seven (7) consecutive years must qualify for advanced
placement and satisfy the requirements of sections
3.9.1.4 through 3.9.1.4.7, inclusively; otherwise they
shall be placed at the highest step they earned on the
unit salary schedule prior to transferring to a
management position.
3.9.4.1
A "completed year is at least 75% of 222
work-days or 166.5 workdavs within any calendar year.
The initial step placement of permanent/probationary unit
members on the Credit Salary Schedule shall not exceed
step ten (10) on any column , nor step three (3) on any
column of the Credit Salary Schedule for temporary credit
unit members.
3.9.4.2
For non-teaching employees, experience in their
professional field (e.g. Librarian, Counselor) is
counted. "Intern" work will be counted if
it is paid employment and independently performed, under
supervision, after acquisition of the Masters Degree.
Experience outside of the professional: field (e.g.
teaching Math) is not counted unless the employee also
meets the minimum qualifications for the other area(s).
3.9.4.3
For vocational instructors, both paid teaching and
appropriate work experience are counted (as provided for
in 3.9.1.1, 3.9.1.2 and 3.9.2)
3-8
3.9.4.4 "Teaching
Assistant" work does not count unless it was paid
employment and the TA was the official instructor of
record. Student teaching is not counted. Unpaid
"intern" work will not be credited.
3.9.4.5 Previous
part-time work that is determined by the District
Personnel Office to be a "creditable" work
experience shall be credited on a pro-rated basis ( i.e.
credited as a percentage of one year of equivalent
full-time employment) and where applicable under the
additional provisions defined in 3.9.2.
3.9.5
Temporary Non-Credit Unit Members
Initial
step placement shall be in accordance with Articles 3.3
and 3.4 of the CBA.
3.9.6
Vertical Step Movement on the Salary Schedule
3.9.6.1
Permanent/Probationary Unit Members
After
initial placement on the credit salary schedule, vertical
movement to a higher step for permanent faculty members
will be effected once each year, effective July first
(7/1) at a rate of one step for each 29.5 - 30.5 teaching
units or equivalent non-credit service completed in the
District, or for librarians, counselors, school nurse and
other certificated unit members, one school year of
full-time creditable work in the District. Permanent/probationary
unit members teaching less than 29.5 units (or
non-teaching unit members working less than a full school
year) may also qualify for step movement in the
following circumstances as approved by the Board: on a
reduced
load as
long as they teach at least 18 units (60% in non-teaching
positions) in the year excluding overloads and
intersessions; on a phased-in early retirement program of
at least one-half of the days of service required for a
regular full-time assignment; on a paid medical leave of
absence; on a sabbatical leave, legislative leave, family
leave, military leave, jury duty leave, industrial
accident leave, pregnancy/disability leave, disability
leave and/or assault leave.
Permanent/probationary
unit members hired at mid-year are required to complete
three semesters before becoming eligible for salary step
advancement. Permanent/probationary unit members
not on phased-in early retirement, must be in paid status
at least 75% of the assigned days in a school year for
that year to be credited. No unit member may receive more
than one (1) step (30 units) on the Credit Salary
Schedule in any single contract year (e.g. July 1 to June
30).
3.9.6.2
Equivalent Non-Credit Service
All
permanent/probationary unit members working in the
non-credit program as part of their regularly assigned
workload shall move on the Credit Salary Schedule in
accordance with their years of pro-rated full-time
service (when 700 lecture hours or 1050 laboratory hours
per academic year constitute an equivalent full-time
workload).
3.9.6.3
Temporary Credit Unit
Members
Vertical
movement to a higher step shall be at a rate of one step
for every 30 teaching units (or equivalent, i.e. for
counselors, librarians, school nurse, and other
non-instructional unit members.) The teaching units
earned in the District shall be credited for
movement not to exceed step 14 and will be counted at the
end of each semester or intersession. Teaching
units earned at other institutions shall be credited for
movement not to exceed step 7 and will be counted
if satisfactorily documented, but no combination of
inside-or-outside-the District teaching units beyond 30
in one year will be counted for purposes of step
movement. Advancement from Step 7 to Step 14 shall
be based solely on teaching experience (related work
experience will not be credited). No credit will be
given for teaching units obtained outside the District
for Step 8 or beyond. Temporary counselors,
librarians, and other temporary non-administrative
certificated employees shall receive step advances, with
the same limitations as temporary credit teaching faculty
based on pro-rated full-time professional experience
(i.e. percentage of unit equivalents) Step movement for
temporary credit employees who become eligible will be
effected at the end of the completed semester or
intersession. No unit member may receive more than one
(1) step (30 units) on the Credit Salary Schedule in any
single contract year (e.g. July 1 to June 30).
3-9
3.9.6.4
Temporary Non-Credit Unit Members Step Placement and
Movement
After placement on the Non-Credit Instructor Hourly Schedule, unit members shall move from step one following three (3) quarters of district service. from step two following nine (9) quarters of district service; from step three following eighteen (18) quarters of district service in accordance with the provisions of the CBA (See Salary Schedule, Appendix A). The UPM/AFT contract contains specific exceptions to this rule; i.e., ESL and those teaching a semester program on campus). Non-credit experience obtained subsequent to initial placement will not change the unit member’s Credit Salary Schedule placement. (The UPM/AFT contract contains specific exceptions to this rule; i.e., ESL and those teaching a semester program on campus).
3.9.7
HORIZONTAL MOVEMENT ON THE CERTIFICATED SALARY SCHEDULE
3.9.7.1
Materials Required
Before movement
to a higher column may be considered, a faculty member
must present an official transcript of the college degree
awarded, college units taken, or Continuing Education
Units-(CEU) in Nursing, Learning Disabilities or Dental
Assisting completed, which-would support the request for
change in column on the salary schedule. The
college or university must be accredited by the
appropriate regional accrediting organization. If
Continuing Education is required as a part of
professional-status (i.e., Nursing, Learning Disabilities
or Dental Assisting,) 15 hours of professional training
equals one (1) unit.
3.9.7.2
Limitations on Receiving Credit
Only upper
division or subject-related lower division college credit
courses or CEU for Nursing, Learning Disabilities and
Dental Assisting will be used for salary schedule
purposes. Community College units will not be used
for salary schedule column movement beyond the level of
the bachelor’s s degree.
3.9.7.3
Time Limits for Submissions of Documentation
All supporting
documentation of initial column placement must be
received within six months following placement. If
received after that time, the change will be effected
beginning with the next semester. For column
change following initial placement, unit member must
complete requirements for a higher salary class on the
salary schedule by September 1 for a July 1 change and
all supporting documentation must be received in the
Personnel Office by the deadline of December 15 (12/15)
for changes effective the preceding July first (7/1).
For changes effective the preceding January first (1/1)
unit members must complete requirements for a higher
salary class on the salary schedule by March 1 for a
January 1 change and all supporting documentation must be
received in the Personnel Office by the deadline of June
thirtieth (6/30).
3.9.7.4
Column Movement for Temporary Credit Certificated
Employees
The above
paragraphs apply to any temporary credit unit members who
are rehired. Temporary non-credit unit members who
also teach credit courses, advance on both salary
schedules according to the rules of each.
3.9.8 Notification of
Initial Step Placement
Within fifteen working days of the
initial step and column placement of a unit member on any
District Salary Schedule, the District shall notify the
unit member of said placement and shall provide UPM with
a written explanation of the personnel office decision
(e.g. the "Marin Community College District Salary
Placement Form") and the subsequent district action.
Should the unit member and/or UPM deem the proposed
placement to be unsatisfactory the applicant and/or UPM
may appeal via the provisions of the grievance procedure
in Article 12 of the CBA.
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3.9.9
Challenge to Placement by Permanent/Probationary Unit
Members
A permanent/probationary unit member
whose employment in the district began after July 19,
1993 may, within 90 days of the effective date of this
agreement, request a reevaluation of his/her placement on
the credit salary schedule by submitting documentation
for consideration by Human Resources. Applicants
who request step placement credit for previous education
and comparable work experience and are denied by the
district, may appeal via the grievance provisions in
Article 12 of the CBA.
3.9.9.1 Retreating
managers who become unit members and were initially
placed on the credit salary schedule after July 19, 1993
shall be subject to all the terms and conditions defined
herein. Salary placements made on or before July
19, 1993, shall not be affected by this agreement.
3.9.9.2 All other unit
members hired after July 1, 2001 who did not receive
placement credit as specified in the criteria and
procedures described herein shall have their work history
reviewed by Human Resources for the purpose of adjustment
of initial step placement (to the step 14 maximum) and
adjustment of their current step placement, including
credit earned for step movement subsequent to initial
step placement. The adjustments shall be effective
July 1, 2002. There shall be no retroactive payment
resulting from any adjustment. Unit members who
were initially placed on the credit salary schedule as
temporary employees and subsequently moved to
probationary status shall retain their current step
placement and thereafter move in accordance with the
provisions of this agreement.
3.9.10
Vocational-Related Disciplines
"Vocational-Related
Disciplines" are as follows:
Administration
of Justice
Dental Assisting: Registered
Auto Body &
Fender
Design: Applied
Auto Technology
Design: Interior
Business/Accounting
Electronics Technology
Business /Clerical
Studies
Engineering Technology
Business General
Fire Science
Business Management
Indian Justice Systems
Business Office
Studies
Landscape Construction
Business Off.
Studies - Legal
Landscape Maintenance
Business
Off. Studies - Medical Trans.
Landscape Nursery Management
Business Real
Estate
Machine & Technology
Business Retailing
Marine Envir.Technology
Business Small
Medical Assisting
Business
Management
Nursing: Registered
Court Reporting
Pre-School Education
Data
Proc/Operation
Data
Proc/Programmer
3-11
3.10 Office
Hour (To be
effective June 1, 2002)
(a)
Unit members teaching credit classes on part-time
employment contracts for instruction in the credit
program and paid on the Credit Salary Schedule, shall be
in their offices available for consultation with
students:
Assigned Teaching Units
No. of Expected Office Hours Per Week of
Instruction
0.1 to 3.0
One (1)
3.1 to 6.0
One and one-half (1+1/2 )
6.1 to9.0
Two (2)
9.1 to 12.0
Three (3)
12.1 to 15.0
Four (4)
(b)
Unit members teaching credit classes on
permanent/probationary employment contracts for
instructional overloads or intersessions and paid on the
Credit Salary Schedule, shall be in their offices
available for consultation with students:
Assigned Teaching Units
No. of Expected Office Hours Per Week of
Instruction
0.1 to 3.0
One (1)
3.1 to 6.0
One and one-half (1+1/2 )
6.1 to9.0
Two (2)
9.1 to 12.0
Three (3)
12.1 to 15.0
Four (4)
(c)
Each instructor shall post outside his/her office,
the office times when he/she will be present to meet with
students, list the office hour in the course materials
and provide written verification of the scheduled office
hour/s to his/her respective Dean/Director.
(d)
The office hour/s is not counted in the 60% load
restriction [Education Code] for temporary part-time
instructions.
(e)
Compensation for the office hour/s is contingent upon the
availability of state funding for part-time office hours
for each and every successive year. In the absence of
compensation (as defined in Section 3.1 of the CBA)
office hour/s shall not be required.
3.11
Payment Schedules for
Part-TimeTemporary/Intersession Assignments
3.11.1
Payment for part-time temporary assignments, including
intersessions and stipends will be made within ten (10)
working days following the end of the month in which the
service is performed.
3.11.2 Payments
for part-time temporary assignments will be made in five
(5) equal payments in the semester, beginning with a
mid-month payment in the first full month of a semester,
(e.g. Classes beginning in August would begin to receive
compensation on the September mid-month payroll). A
unit member assigned a late start class shall begin to
receive pay on the mid-month payroll following the month
in which service began, (e.g. Class beginning in October
– would begin to receive compensation on the
November mid-month payroll.)
3.12
Compensation – Unit Members Assigned to
the Children’s Centers
3.12.1 All
unit members assigned to the Children’s Center shall
be placed on one of the Children’s Center Salary
Schedules in Appendix A-2 or A-4 [dated documents] as
determined by the placement criteria in Article 3.12
below.
3.12.2
The retroactive salary adjustment for the
2000/01contract year shall be based on the Children’s
Center Salary Schedules in Appendix A-2.
3-12
3.12.3 The
Children’s Center Salary Schedule will be increased
by 7.5% for Year 1 of the Contract (2001-2002) and will
be increased by 6% taking effect January 1, 2003 for Year
2 (2002-2003). Year 3 (2003-2004) – there are
reopeners.
3.13
Initial Placement on the Children’s Center
Salary Schedule
3.13.1Current Unit
Members
Current unit members employed in the Children’s Center shall be initially placed on the appropriate step and column of the designated Children’s Center Salary Schedules A-3 or A-4 [dated documents] of this T.A., as defined below in 3.13.3 based on their prior employment in MCCD Children’s Centers in the position in which they are being placed as defined in Article 1.1 above. Unit members currently employed in the Children’s Center who move to a different job category shall be initially placed on the appropriate column on the designated Children’s Center Salary Schedule as defined below in 3.12.3 based on their
qualifications in relation to the criteria set forth on the salary schedule. Step placement on the new salary schedule shall be at Step 1 (one) or on the nearest step that provides a minimum 5% increase over their present salary,
3.13.2
Newly Hired Unit Members
Children’s Center unit members hired after the signing of the T.A. and placed on the Children’s Center Salary Schedule for the first time shall be asked to furnish information and documentation to Human Resources showing “creditable” previous experience which would affect their initial step and column placement on the Children’s Center Salary Schedules. The newly hired unit member will be tentatively placed no higher than step two (2) on the salary schedule (pending review of all required documents submitted to Human Resources). Step 2 is the highest entering step for Children’s Center unit members. All previous “creditable” education and work experience must be documented before the end of the semester or summer session. A change will be made in the salary placement and supplemental pay or payroll deduction accordingly, if:
Transcripts
and other criteria defined herein support a higher step
and/or column placement on the salary schedule, or
Transcripts
and/or letters certifying experience, submitted within
the semester or summer session, do not verify sufficient
and/or creditable course work, or
No
documentation is provided by the end of the semester or
summer session in which the work takes place.
If
the documentation is furnished after the end of the
semester or summer session, a salary schedule adjustment
will be effective the first pay period following
submission of sufficient documentation. There shall be
nor retroactive payment.
3.13.3
Initial Vertical Placement
Initial vertical placement on the Children’s Center Salary Schedule shall be determined solely on the basis of the criteria and procedures enumerated herein. Articles 3.13.2, 3.13.3, 3.14.1, 3.14.2 and 3.14.3 set forth herein shall apply for initial placement of unit members.
3.13.4
Vertical Movement on Children’s Center
Salary Schedule
Unit members assigned to the Children’s Center shall move one (1) step on the Children’s Center Salary Schedule for every four semesters consisting of two 175-day contract years, completed at 100% assigned workload. Unit members who work less than 100% of an assigned workload must accumulate the hours equivalency of a full-time workload to move on the salary schedule. This same formula shall be used to determine service credit for initial placement on a Children’s Center Salary Schedule.
3-13
3.14
Horizontal Movement on Children’s Center
Salary Schedule
3.14.1
Before movement to a higher column may be considered,
a unit member must present documentation which would
support the request for change of column on the salary
schedule. The documentation should include the state
issued permit, or an official transcript of the college
degree awarded or the college units taken which would
support the request for a change in column on the salary
schedule. The college or university must be accredited by
the appropriate regional accrediting organization.
3.14.2
Time Limit for Submission of Documentation
All supporting documentation of initial column placement must be received within six months following placement. If received after that time, the change will be effected beginning with the next semester. For column change following initial placement, unit member must complete requirements for a higher salary class on the salary schedule by September 1 for a July 1 change and all supporting documentation must be received in the District Human Resources Department by the deadline of December 15 for changes
effective the preceding July 1. For changes effective the preceding January 1, unit members must complete requirements for a higher salary class on the salary schedule by March 1 for a January 1 change and all supporting documentation must be received in the District Human Resources Department by the deadline of June 30.
3.14.3
Notification of Initial Step Placement
Within fifteen (15) working days of the initial step and column placement of a unit member on the Children’s Center Salary Schedule, the District shall notify the unit member of said placement and shall provide UPM with a written explanation of the District Human Resources Department decision (e.g. the “Marin Community College District Salary Placement Form’) and the subsequent District action. Should the unit member and/or UPM deem the proposed placement to be unsatisfactory, the applicant and/or UPM may appeal via the provisions of the grievance procedure in Article 12 of the CBA.
3.15
Site Supervisor – Summer Session/Short
Term Leave Rate of Compensation
The Site Supervisor working the summer session shall be reimbursed on a prorated base of 80% of the Site Supervisor hourly rate (as determined in Articles 3.12.1 through 3.12.3). Teachers employed as the Site Supervisor during summer session shall be placed on the Site Supervisor Salary Schedule and be paid at 80% pro rata. The same rate shall apply in cases of coverage for Site Supervisor short-term leave greater than four full weeks.
3.16
Compensation: Reassigned Time, Overload and
Stipend
Compensation for reassigned time, overload or stipends shall be as follows (See Appendices A-1 and A-3 of the Credit Salary Schedule)
(a) Reassigned Time: 100% pro rata
(b) Overload: Unit members shall be provided overload compensation in accordance with Article 3.1 of
the CBA. The Site Supervisor and Assistant Site Supervisor positions in the Children’s Center shall be paid at 80% for overload work.
(c) Stipend: The stipend rate of $46.41 per hour shall thereafter be increased on a yearly basis by the same percentage as Column 3, Step 10 on the credit salary schedule effective July 1, 2002 and January 1, 2003.
3-14
(d) Substitute Pay:
The Substitute Instructor Salary Schedule shall
be modified to show the substitute
rate equal
to the stipend rate, to be increased by the same
percentage rate as column 3, step 10 on the Credit Salary
Schedule as of July 1, 2001 and January 1, 2003.
(e) Intersession
Pay: Unit members shall be provided
compensation for working during intersession in
accordance
with Article 3.1 of the CBA. The Site Supervisor and
Assistant Site Supervisor positions in
the
Children’s Center shall be paid at 80% for
intersession work.
3.17
Payment for Overload Unit(s)
All units above 15 for the
semester or above 30 for the year will be compensated and
paid at the overload rate of pay. The practice of
delaying temporary overload payments for full-time unit
members until first census in the Fall semester is
discontinued effective Fall semester, 1999.
(a)
A full-time unit member assigned a temporary overload
contract shall be paid in five (5) equal
payments,
beginning with the first pay period of each semester in
which contract service was
performed
(August of the Fall semester, January of the Spring
semester).
(b)
Department Chairs, UPM and Academic representatives
assigned duties during June and July shall
be paid in
six (6) equal payments beginning in July and/or January.
(c)
A unit member teaching a late starting class(es)
shall begin to receive pay on the mid-month payroll
following the month in which the service began (e.g.
class beginning in October would receive pay for that
service on the November mid-month payroll).
3.17.1
Salary: Reduced Load
If a unit member receives a
reduced load approved by UDWC, his/her salary shall be
reduced on a pro-rated basis and deducted in equal
amounts for the remaining pay periods of the contract.
Except as specified herein, all
other provisions of Article 3 do not apply to unit
members assigned to the Children’s Center.
3-15