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NEGOTIATED A G R E E M E N T
Approved by
THE BOARD OF TRUSTEES OF
THE GARDEN CITY COMMUNITY COLLEGE
And
THE GARDEN CITY COMMUNITY COLLEGE HIGHER EDUCATION ASSOCIATION
For The School Years 2006-2007, 2007-2008, and 2008-2009
I N D E X
Page
ARTICLE I ‑ Definitions 4
ARTICLE II ‑ General Provisions 7
Section A. Savings Clause.................................................. 7
Section B. Retained Rights................................................... 7
Section C. Academic Freedom............................................. 7
ARTICLE III ‑ Salaries and Wages 8
Section A. Salary Schedule Regulations............................. 8
Section B. Salary Schedule-Contracts longer than 172 days. 9
Section C. Supplemental Pay Schedule............................... 9
Section D. Overload Pay.................................................... 10
Section E. Summer School Classes................................... 11
Section F. ITV Classes....................................................... 11
Section G. Pay For Activity Responsibility......................... 11
Section H. Per Diem ‑ Professional Growth 11
Section I. Staff Scholarships............................................. 11
Section J. Pay For Workshops and Seminars.................... 12
Section K. Direct Deposit................................................... 12
Section L. College Activities Pass...................................... 12
Section M. Wellness Facilities . . . .............................. . . . .12
Section N. Internet Instruction for Non-EduKan Courses. . . . 12
Section O. Advancement on the Salary Schedule ....13
ARTICLE IV ‑ Hours of Work 14
Section A. Academic Year Contract.................................. 14
Section B. Overload Classes............................................. 14
Section C. College Classes During College Workday......... 14
ARTICLE V ‑ Amounts of Work 15
Section A. Professional Workload..................................... 15
Section B. Load Credit ‑ Workshops and Seminars 16
ARTICLE VI ‑ Faculty Evaluation 17
Section A. Non‑Probationary Employee............................17
Section B. Probationary Employee..................................... 17
ARTICLE VII ‑ Leaves.. 18
Section A. Sick Leave........................................................ 18
Section B. Workers Compensation.................................... 18
Section C. Bereavement ... 18
Section D. Leave of Absence With Pay............................. 18
Section E. Leave of Absence Without Pay ..19
Section F. Medical Leave 19
Section G. Paid Sabbatical Leave .19
ARTICLE VIII ‑ Early Retirement Program 22
Section A. Group Health Care Benefits for Retirees ..22
Section B. Tuition Reimbursement.......... 23
ARTICLE IX ‑ Insurance Benefits 24
Section A. Salary Reduction Plan....................................... 24
Section B. Group Term Life Insurance............................... 24
Section C. IRC 403‑B Contribution Package....... 24
Section D. Health Insurance ..24
ARTICLE X ‑ Grievance Procedure 25
Section A. Grievance Procedure....................................... 25
Section B. Grievance Procedure....................................... 25
ARTICLE XI ‑ Non‑Renewal and Termination of Contracts 27
Section A. Non‑Probationary Employee 27
Section B. Probationary Employee..................................... 27
Section C. Reduction in Force............................................ 27
ARTICLE XII ‑ Probation Period .29
Section A. Probationary Employment................................ .29
ARTICLE XIII ‑ Duration of Agreement .30
ARTICLE XIV -Addenda ..31
APPENDIX A--Job Expectations for Full-time Faculty 31
APPENDIX BPlacement and Advancement on Salary Schedule ..32
APPENDIX C--Salary Schedule ..34
ARTICLE I ‑ DEFINITIONS
A. ADMINISTRATION: Any employee so designated by the Board of Trustees as employed in an administrative capacity.
B. ASSOCIATION: The Garden City Community College Higher Education Association, affiliated with Kansas‑National Education Association.
C. BOARD: The Board of Trustees of Garden City Community College, Finney County, Kansas.
D. PRESIDENT: President of Garden City Community College.
E. COLLEGE: Garden City Community College.
F. K‑NEA: Kansas‑National Education Association.
G. NEA: National Education Association.
H. EMPLOYEE: The terms "Professional employee, employee" and "instructor" may be used interchangeably but shall mean the same.
I. BARGAINING UNIT: The Bargaining Unit is defined as including full-time and part-time employees hired in an instructional or instructional support capacity; excluding Administrators and Administrative Support Personnel.
J. FULL TIME
INSTRUCTIOR A Professional Employee whose contract is ten tenths (10/10) of a base contract year.
K. PART TIME
INSTRUCTOR A Professional Employee whose contract is prorated from greater that 0.5 and less than 1.0 of base contract years and who has served more than six consecutive semesters.
L. TEMPORARY
INSTRUCTOR An employee not on continuing contract, hired only as needed and paid a flat rate per credit hour taught.
M. HE,HIM,HIS Shall apply as appropriate to male and/or female persons
N. SALARY SCHEDULE A matrix, consisting of various levels and ranges, used to facilitate initial salary placement of new instructors as well as guide the advancement of existing faculty. The values in the salary schedule will represent a generic 172 day contract.
O. CONTRACT YEAR The contract year for most instructors, other than those designated as Part Time, is composed of one hundred seventy two (172) days. At least two (2) days will be set aside for professional staff development. If a program includes classes only offered in the summer semester and the program instructor(s) are expected to teach; the contract year will be:
Designated Program Contract Days
Most Programs 172
Accommodations Coordinator 177
Division Director 182
RN 192
Practical Nursing 212
Ammonia Refrigeration 222*
John Deere 222
Days over 172 will be paid as indicated in Article III, Section B.
*Ammonia Refrigeration Instructors will become part of the bargaining unit beginning with the 2008-2009 academic year.
P. INSERVICE DAY An in-service day is recognized as part of the Professional Employees contracted days of work during which no classes are conducted. Garden City Community College employees will come together on these days to participate in college directed activities.
Q. DIVISION
WORKDAY A division workday is recognized as part of the Professional Employees contracted days of work during which no classes are conducted. Each division will determine the agenda for division workdays which may include a Professional Employees workday at the discretion of the division director.
R. PROFESSIONAL
EMPLOYEE
WORKDAY A Professional Employee workday is recognized as part of the Professional Employees contracted days of work during which no classes are conducted. The work tasks accomplished will be at the discretion of each instructor. Instructors will be available to students for advising.
S. FACULTY LOAD
CREDIT Faculty Load
Credit will be used to calculate faculty load each semester. Each class will be
given an FLC rating based on the number of contact hours met and lecture, lab
or clinical designation as determined by the process explained in X.
Curriculum Process. FLC will be used in determining an instructors overload,
summer pay over base contract load, or any contracted supplemental work.
T. STUDENT Student Headcount Credit (SHC) will be only be calculated for those courses with an FLC equal to one per credit hour. The intent of this calculation is to compensate instructors for accommodating student needs; it is not intended to encourage individual recruitment to the detriment of other instructors.
U. MAXIMUM STUDENT
ENROLLMENT The number of students placed in a class that protects the integrity of the classroom, the needs of the student and the workload of the instructor. Maximum student enrollment for SHC calculation will be based on the calculation in Article V, Section A, #4.
V. FACULTY JOB
DEPARTMENTAL
EXPECTATIONS While every discipline has its own job expectations that are specific to the discipline, the expectations of every faculty member is to work with his/her department to meet the Departmental Expectations covering these areas: Teaching, Service to Student, Educational Leadership, Service to College, and Service to Community. For example, departments may set their department goals that give one faculty member the responsibility to fulfill one expectation but all of the expectations are met within the department.
See Appendix A for Job Expectations document
W. FAIR MARKET
VALUE A percentage value added to normal base salary. Should the Administration/Board decide that it is necessary to establish a salary greater than that determined by the salary schedule, then a percentage value will be applied to the salary that will result in the new salary. For advancement purposes the employee will be deemed to have been placed on the salary schedule using the guidelines established in this contract. The Fair Market Value factor will be applied as described in this agreement.
X. CURRICULUM
PROCESS The Learning Services Committee, made up of a majority of faculty, along with the appropriate instructional deans will meet to discuss any additions, deletions or changes in credit programs and classes including Faculty Load Credit (FLC). The recommendation of the committee will be submitted at the next contract negotiations. The recommendation will be accepted or rejected as presented.
Y. OVERLOAD Overload consists of any FLC exceeding 15 in a semester.
ARTICLE II ‑ GENERAL PROVISIONS
Section A. Savings Clause
In the event any provision of this Agreement is finally ruled invalid under any appropriate State or Federal law or regulation, the balance of the Agreement not affected by such ruling shall remain in full force and effect. The Board shall have the right to determine and implement necessary provisions to correct such invalidity and the same shall be subject to negotiation upon request the following February 1.
Section B. Retained Rights
The Board shall operate and manage the College. It is understood that the rights of the Professional Employees are set forth throughout the balance of this Agreement. Such rights shall not be abridged by this Retained Rights clause. However, subject only to the express limitations set forth elsewhere in this Agreement, the Board shall continue to hire, transfer, promote and demote employees; to discipline, reprimand, suspend or discharge employees for just cause; to lay off and recall employees; to determine workload, office hours, qualifications for advancement, assignment of work; to select Professional Employees (including Division Directors and Asst. Dean of Instruction following the review of recommendations, if any, from concerned faculty); to conduct administrative evaluation of employees; to extend contracts; to determine the number of employees to be used in any classification or activity; to prepare, enter into and execute employment contracts between any Professional Employee and the Board which shall include by reference this Agreement; to determine the period, curriculum and content of any school term or course; to establish or modify rules, regulations and practices, but which shall not set aside other terms of this Agreement; to grant sabbatical leaves on such terms and to such persons as the Board may from time to time determine necessary or desirable; to close down or move the College or any part thereof or to curtail operations; to establish new departments or operations and to discontinue existing departments or operations, in whole or in part; to purchase or acquire and to sell or dispose of any assets; to control, maintain and regulate the use of buildings, equipment and other property of the College; to introduce new or improved methods or equipment; to subcontract work as the Board deems necessary or desirable; to determine the number and location of operations, services and courses; and otherwise, generally to manage the College and direct the employees. The above rights are not all inclusive but enumerate by way of illustration the type of rights which belong to the Board. All other rights, powers or authority which the Board had prior to the signing of this Agreement are retained by it, except those which have been specifically abridged, delegated or modified by this Agreement. It is understood that nothing in this Agreement shall restrict or modify the rights and duties of the Board as provided by law.
Section C. Academic Freedom
The Board and the Association agree that academic freedom is essential to the fulfillment of the purposes of the college. They acknowledge the fundamental need to protect from any censorship or restraint the status of Professional Employees which might interfere with their obligation to pursue truth in performance of their functions.
ARTICLE III ‑ SALARIES AND WAGES
Section A. Salary Schedule Regulations
Faculty hired before the 2006-2007 school year will be placed on the salary schedule according to their current rate of pay and educational background.
1) Minimum Qualifications for Initial Placement on the Salary Schedule.
a) Degreed and Non-degreed Personnel Initial Placement - The Administration will determine the amount of teaching experience and academic qualification of New Professional Employees to be acknowledged for placement on the salary schedule. The President, with approval of the Board, shall determine the initial step on which each new Professional Employee will be placed on the salary schedule. Once a new Professional Employee has been placed on the salary schedule, he/she shall meet the same requirements and shall advance on the salary schedule with other Professional Employees.
1. The criteria used to determine initial placement can be found in Appendix B.
2. For the purpose of initial placement, the MFA degree shall equate to Level 3(MS+30).
2) Credit for Attendance at Approved Workshops/Seminars - Professional Employees may request that attendance at approved workshops/seminars be considered for advancement on the salary schedule. Credit for these approved workshops/seminars may be treated as credit for salary schedule advancement purposes. The following provisions will govern all requests:
a) The proper application form must be completed and submitted to the Division Director, Dean and President at least ten (10) days in advance of the workshop/seminar.
b) If the credit is to be granted for attendance at an approved workshop/seminar, approval must be given by the President or his/her designee in advance of the employee's attendance at said workshop/seminar.
c) Credit for approved workshop/seminar attendance will be considered on the basis of clock hours. Fifteen (15) clock hours of attendance will be considered as the equivalent of one credit hour.
d) Clock hours will be accumulative with thirty (30) equivalent credit hours earned through non-credit workshop/seminar attendance allowed toward any of the thirty (30) credit hours necessary to advance horizontally from one level on the salary schedule to the next.
e) Only those workshops/seminars which relate to the employee's teaching field or at the request of the college will be considered for approval.
f) Verification of attendance must be presented to receive credit.
3) Should a Fair Market Value Factor be applied to hire a new instructor, the president of HEA shall be informed, and the salaries of current instructors in the department shall be reviewed using the same criteria. If that review results in an increase in the current instructors salary, that instructor shall be placed accordingly, both in terms of salary schedule placement and Fair Market Value factor.
4) See Appendix C for Salary Schedule.
5) Special Provisions:
a) For fiscal year 2006-2007, an additional $83,000 shall be placed in the salary schedule.
b) For fiscal year 2007-2008, an additional $90,000 shall be placed in the salary schedule.
c) For fiscal year 2008-2009, an additional $105,000 shall be placed in the salary schedule. For fiscal year 2008-2009 the three ammonia refrigeration instructors will be brought into the bargaining unit.
d) If the numbers in the negotiating unit exceed 69 by May 1, the contract will be reopened on items a, b, and c.
e) An additional $10,000 will be allocated each year for faculty advancement due to professional development. Should the $10,000 not be required the remainder will be distributed to the faculty by adjusting the base upward. Should faculty advancement exceed $10,000 the college and the unit will split the amount in excess of the $10,000 evenly and the base salary will be adjusted downward to meet the faculty portion in excess of $10,000.
f) For 2006-2007, any professional employee who has submitted a salary advancement request will be placed on the salary schedule according to this contract.
g) Upon ratification and on August 1, 2007, and August 1, 2008, addenda reflecting the current salary schedule will be attached to this document.
Section B. Salary Schedule-Contracts longer than 172 days
For those instructors having a contract greater than 172 days, the days in excess of 172 will be paid according to the following schedule.
For contract year 2006-2007 Contract days in excess of 172 will be paid 1/172 times the salary from the salary schedule, including any Fair Market Value factor, per day, but not to exceed $200.00 per day.
For contract year 2007-2008 - Contract days in excess of 172 will be paid 1/172 times the salary from the salary schedule, including any Fair Market Value factor, per day, but not to exceed $235.00 per day.
For contract year 2008-2009 - Contract days in excess of 172 will be paid 1/172 times the salary from the salary schedule, including any Fair Market Value factor, per day.
Section C. Supplemental Pay Schedule
Conditions that govern the supplemental pay schedules are as follows:
1. The College retains the right to add new supplemental assignments. The President of the Association will be consulted before the addition.
2. To be eligible for the following supplemental assignments a faculty member must be teaching at least 12 Faculty Load Credits per semester. Supplemental assignments may require work outside the base contract.
Activity Annual FLC
Head Athletic Coach 21 FLC
Assistant Athletic Coach 13 FLC
Division Director 12 FLC
Gallery Director 7 FLC
Head Coach/Sponsor Competition Team & Honor Society
(CJ, Academic Challenge, Forensic, Meats, PTK) 7 FLC
ADA Coordinator 6 FLC
Assistant Coach/Sponsor Competition Team & Honor Society
(CJ, Academic Challenge, Forensics, Meats & PTK) 4 FLC
Head Sponsor of Competitive Organization
(SIFE/DECA, BPA) 3 FLC
School Maestro 5 FLC
Blackboard 4 FLC
Pep Band 4 FLC
Musical Accompanist for Fine Arts 4 FLC
Director of Cosmetology 3 FLC
Mentor (per mentorship, per semester) 1 FLC
3. The following activities (itemized in the 2005-2006 faculty agreement) were added to the FLC of the class as shown below:
Course FLC FLC
MUSC 120 Band 1 2 FLC
DRAM 111 Acting 1 2 FLC
MUSC 130 Choir I 2 FLC
MUSC 124 Jazz Ensemble 2 FLC
MUSC 102 String Ensemble I 2 FLC
JRNL 111 Magazine 4 FLC
JRNL 113 Newspaper 4 FLC
4. The following courses will have additional FLC for the 2006-2007 academic year. Beginning with the 2007-2008 academic year the course FLC will apply.
ENGL 091 Basic English .75 FLC
ENGL 101 English I .75 FLC
ENGL 102 English II .75 FLC
Section D. Overload Pay
For contract year 2006-2007, instructors will be paid at the rate of $500 per credit hour when their FLC exceeds 15 per semester or 30 FLC per year if instructor requests that their loads be adjusted on a contract year basis.
For contract year 2007-2008, instructors will be paid at the rate of $525 per credit hour when their FLC exceeds 15 per semester or 30 FLC per year if instructor requests that their loads be adjusted on a contract year basis.
For contract year 2008-2009, instructors will be paid at the rate of $550 per credit hour when their FLC exceeds 15 per semester or 30 FLC per year if instructor requests that their loads be adjusted on a contract year basis..
Section E. Summer School Classes
Summer Salary Schedule
L1 L2 L3 L4 L5
1 520 600 650 700 750
2 530 615 670 730 790
3 540 630 690 760 830
4 550 645 710 790 870
5 560 660 730 820 910
6 570 675 750 850 950
Unless summer classes are needed to meet the base contract, they will be paid as summer school.
Section F. ITV Classes/Polycom Classes