AGREEMENT,
made this 31st day of July
2000, by and between THE COUNTY
OF SUFFOLK (hereinafter referred to as the "County"),
and
THE GUILD OF
ADMINISTRATIVE OFFICER'S OF SUFFOLK COUNTY COMMUNITY COLLEGE (hereinafter
referred to as the "Guild").
ARTICLE
I
Recognition
The Guild of
Administrative Officer's of Suffolk County Community College has been
recognized as the exclusive representative of County employees within the
negotiation unit designated Unit IV by County Legislation in Resolution No.
187-1970. Unit IV includes:
Group
A College
Associate Dean
Institutional
Services
Facilities
& Operations
Financial
Affairs
B Campus
Associate Dean
Students
Instruction
College Director/DepartmentHead
Theatre
Campus
Head Librarian
C College
Assistant Dean
Administration
Financial
Affairs
Instruction
Library
Honors
& Adult Learner Programs
Educational
Communications
College
Director
Academic
Computing
Admissions
Computer
Center
Enrollment
Management
Financial
Aid
Registration
College
Associate Head
Librarian
D College
Director
Academic
Scheduling
Developmental
Program
Education
Opportunity
Programs
Facilities
Security
E Campus
Assistant Dean
Instruction
Special
Program
Students
F College
Associate Director
Admissions
Financial
Campus
Director
Academic
Advisement
Athletics
Business
Affairs
Institutional
Services
Physical
Plant
Psychological
Services
Student
Activities
Placement
G College
Assistant Director
Admissions
Computer
Center
Educational
Opportunity
Financial
Aid
Counseling
& Financial Aid
H College
Coordinator
Multi-Cultural
Affairs
Technical
Services
Plant
Maintenance
Plant
Operations
I Campus
Coordinator
Special
Programs
J Academic
Chair
L Assistant
Academic Chair
Note: The
titles Division Chair, Department Head and Assistant Department Head are
currently not in use, however, should they be reinstated they shall remain
Bargaining Unit No. 4 members.
The Guild has
been extended all rights accompanying recognition in accordance with Section
208 of the Public Employment Relations Act.
The Guild hereby
affirms that it does not assert the right to strike, to assist or participate
in any such strike, or to impose an obligation to conduct, assist or
participate in such a strike.
ARTICLE
II
Salary
1. Salaries for employees
covered by this agreement shall be based upon the employee's ten-month faculty
salary for his/her academic or administrative rank, whichever is greater, and
years of service set forth in Appendix "A" of the negotiation agreement
between the County of Suffolk and the Faculty Association of Suffolk County
Community College.
All
persons entering this bargaining unit, into a 12 month title, following July
14th, 1999 upon which this agreement shall be approved by the County Executive
following legisltive, Guild membership and Board ratification, any any other
member so electing within one hundred twenty (120) days following such
approval, shall be compensated according to the new Guild Salary Schedule
(Exhibit A). Step placement shall
guarantee a minimum salary increase of 5% for those current Guild members
electing the new salary schedule as described above. The new Guild Salary Schedule shall be adjusted on 9/1/00 by
increasing each step by 2%. On
September 1, 2000, and each subsequent September 1, all employees with more
than six months of service shall have their step determined by taking their
original step and adding one step.
When
moving from a category to the next higher category in Exhibit A, a Guild member
shall remain in the same numeric step, e.g., a category IV, Step 6, if promoted
to category III, shall be placed at Step 6. New Hires to the College shall be placed on Exhibit A on any
of the first five steps of the relevant category in Exhibit A, at the discretion
of the Board of Trustees.
2. In addition to this ten-month
faculty salary, employees shall receive an annual stipend as set forth in the
Appendix "C Schedule of Stipends" of the Guild Agreement.
3. Eligible employees shall also
receive a promotion bonus in accordance with Appendix "A" of the
Faculty Association Agreement.
4. Day Overload: Full-time members, whether or not in
this Unit, shall be given first priority in evening, intersession, and summer
teaching assignments, except where the College has the opportunity to employ
persons who have special qualifications not possessed by College
personnel. Members may teach three
(3) paid overload courses or eight (8) overload hours, whichever is less, each
semester, of which not more than one (1) course or four (4) overload hours,
whichever is greater, shall be day overload assignments. An exception to the one course maximum
for day overload shall be granted for a qualified Guild member who chooses to teach
one CS 15 or WS 12 course on a day overload basis in addition to one day
overload course in his/her discipline.
The
one (1) day overload course assignment or the total number of credits assigned
when the option to teach CS 15 or WS 12 is exercised shall not be more than
five (5) contact hours. Members
may teach a maximum of twenty four (24) overload hours during the academic year
(fall and spring semesters) and summer session. The summer session assignment period shall consist of the
intersession period between the fall and spring semesters and the sessions
conducted between the end of the spring semester of one academic year and the
fall semester of the new academic year.
Assignments shall be based upon seniority as defined in Article IV, K of
the Faculty Association contract.
With
regard to the provision that permits a member to teach a CS 15 or WS 12 day
overload course in addition to another day overload course in his/her
discipline, the Guild and the College agree to
study
the effects of this provision after it has been implemented
for
three (3) semesters. This study
shall be completed in the following semester, and the provision shall expire
unless both parties agree to continue this provision.
5. Professional Assistants: Effective 9/1/94 all existing Technical
Assistants and Senior Technical Assistants in the Guild shall be converted to
Professional Assistant titles in accordance with Guidelines to be established
between the College and the Guild.
Such guidelines will be consistent with the principles and guidelines
included in the Faculty Association Agreement regarding Professional
Assistants.
6. Adjunct administrative
salaries shall be calculated in accordance with past practice.
TITLE 96-97 1/26/98 9/1/98 9/1/99 9/1/00 9/1/01
Admin.I 40.91 41.73 42.77 43.84 44.99
Admin.II 47.29 48.24 49.45 50.69 52.01
Admin.III 53.66 54.73 56.10 57.50 59.00
NOTE: Divide hourly rate by 1.5 hours
1
credit hour = 750 minutes
750 = 12.5
60
7. Administrative Overload:
Campus
duty assigned as overload shall be compensated as administrative overload as
stated in Article II paragraph (6).
Assignment modules will be determined in the discretion of the campus
executive officer; however, such modules may be split upon approval of the
campus executive officer.
The
qualifications for campus duty officer positions shall be as follows, subject
to revision by the Vice President for Academic and Campus Affairs: academic or
student services supervisory experience; ability to advise students on matters
of course selection and other matters; experience supervising professional and
clerical staff; ability to exercise good judgement and to handle crises;
familiarity with the campus and its procedures.
ARTICLE
III
Conditions
of Employment
1. Division Chairpersons shall
be appointed and shall serve at the pleasure of the President. Such appointment shall normally be for
a period of four (4) years. Division
Chairpersons shall teach one class (three hours or more) each semester except
when their Division has eighty or more full-time faculty members, in which case
they shall teach one class (three hours or more) each academic year. They shall be released from other teaching
assignments in order to fulfill their administrative responsibilities.
2. Effective August 16, 1999,
the positions of the department head and assistant department head shall be
replaced with the new positions of Academic Chair and Assistant Academic
Chair. Academic Chairs and Assistant
Academic Chairs are appointed by, and serve indefinite terms at the pleasure
of, the College President. The
Academic Chair is modeled upon, but not identical to, the former position of
division chair.
3. Work/week and Work Year: The Academic Chair shall have a work
year beginning August 16th and ending the following June 15th. Christmas recess, as scheduled in the
college academic calendar, shall be non-working time which shall extend
through, but not include, the ten weekdays preceding the spring semester startup;
spring recess, as scheduled in the annual academic calendar, shall be a
non-work period; (Note: "N" days shall be coded for attendance card
purposes). The Academic Chair
shall teach one course section per semester of 3 to 5 contact hours as part of
regular workload, except that an additional course assignment may be made when
deemed necessary by the Dean of Faculty, in such cases, office hour time shall
be reduced by two clock hours for each course contact hour, and when the
Academic Chair teaches a second course as part of regular load, the Chair may
schedule the rest of the remaining office/administrative hours over four days.
The workweek for
Academic Chair shall also include 30 office/administrative hours per week
scheduled between the hours of 8:00 a.m. to 6:00 p.m. over the five weekdays;
these hours are subject to the approval of the Campus Dean of Faculty. Day overload shall be permitted during
open time blocks in the approved work schedule so long as at least one-half
hour between 11:00 a.m. and 2:00 p.m. remains free as a lunch period; such day
overload shall be limited to no more than one course section per semester. This provision shall also apply to the
intersession and 5-week day summer session.
The Assistant
Academic Chair shall have a work year consistent with the annual academic
calendar followed by teaching faculty except that the five weekdays preceding
the start of fall semester day classes shall be included as part of the
compensated work year. The
Assistant Chairs shall schedule 12 office/administrative hours per workweek
equitably spread over not less than four days per week and subject to the
approval of the respective Academic Chair; they also shall be released from one
course section per semester from the standard teaching load. Additional released time may be
authorized by the Dean of Faculty when justifiable by exceptionally heavy
workload and with the approval of the Vice President for Academic and Campus
Affairs. Day overload shall be
permitted during periods not in conflict with scheduled office hours.
4. Stipends: The stipend for Academic Chair shall be
the "J" level and for the Assistant Academic Chair at the
"L" level; stipends and released time together shall be deemed to
provide compensation for responsibilities related to supervision of day,
evening and weekend programs.
On August 16,
1999 the 2% stipend increase scheduled for September 1, 1999 to Stipend Levels
"J" and "L" shall be superseded by a one time $400.00
increase.
5. Discipline Senioirity:
The academic department shall hold
an election for Academic Chair and Assistant Academic Chair vacancies and shall
forward two names to the President, of those who shall be deemed nominated for
the position with the number of votes received by each. At his/her discretion, the President
may recommend one of these individuals for appointment by Board of Trustees in
accordance with Article IV, Section H.(5) of the Faculty Association Contract.
All prior rights
and privileges as enjoyed by Department Heads and Assistant Department Heads
shall accrue to Academic Chairs and Assistant Academic Chairs excepting the
formulas for reassigned time.
6. Flexible Work Schedule: The
flexible work schedule Memorandum of Agreement dated April 15, 1994 shall be
continued each summer during the cited period subject to all conditions stated
in the Memorandum. However, the
College may, in its sole discretion, designate on an individual or unit basis,
members to a non-flexible work schedule.
In addition, either party may, upon thirty (30) days written notice,
cancel the flexible work day agreement.
Effective
September 1, 2001, all Guild members shall be entitled to elect to do their
normal duties, during nine, out of the normal ten regular weekdays, in any
two-week period throughout the year, so long as the total number of hours
worked remains the same. The
scheduling of the flextime shall be subject to the approval of the appropriate
Executive Dean/Vice President and the needs of the College shall be primary in
such scheduling and in any change of schedule. The charge of accruals for absence shall be based upon the
scheduled hours for the day.
ARTICLE
IV
Vacations
1. (a) In
accordance with the academic calendar, Division Chairpersons, Department Heads
and Assistant Department Heads shall receive the same vacations as afforded to
members of the teaching faculty. Effective August 16, 1999 these titles are
abolished.
(b)
Administrators serving in such titles (Division Chairpersons, Department
Heads, Assistant Department Heads or designee) shall be available to respond to
calls from the Office of Instruction and/or the area clerical staff during the
ten (10) business days preceding the first day of Fall semester classes and
anytime in the month of January.
During this period, administrators within an academic unit shall also
arrange a rotational system to insure that at least a representative of the
unit will be on site. The current
practice on the Eastern campus will supersede the forgoing. Effective August
16, 1999 See Article III.
Definitions:
Academic
Unit: At the Selden and West, Academic Chairs serve under the Dean of Faculty. At
the East Campus the Dean of Faculty supervises the Assistant Deans of Faculty.
On
Call: Be at a designated phone
number between the hours 9:00 a.m. and 4:00 p.m. to resolve student waiver and
prerequisite issues, and to arrange staffing for classes and make decisions
concerning sections. If necessary
report to the campus should the circumstances warrant.
2. All twelve-month Unit IV
members shall receive twenty-three (23) vacation days per year. In addition, such employees shall
receive seven (7) additional vacation days per year representing approximately
one-half of the vacation days granted teaching faculty members during Christmas
and Spring recesses. These
additional days shall normally be taken during these two recess periods.
3. It is agreed that vacation
leave will be granted so as to permit all twelve-month employees at least two
(2) consecutive weeks of leave per year and that every effort will be made as
to assure that every twelve-month employee receives his full vacation leave
during each year. In the event
that any situation makes it impossible for the College and/or employee to
schedule the full leave in one year, the employee will be permitted to
accumulate that unused leave time and to receive such leave during the
following year in addition to his/her normal vacation entitlement for that
year. A written request to
carry over such time shall not be required.
4. In the case of death, the
beneficiary will receive payment in compensation for any unused authorized
vacation time. Upon separation
from the College or Unit IV, payment will be granted to the employee for all unused
vacation days.
ARTICLE
V
Paid
Holidays
1. Division Chairpersons,
Department Heads and Assistant Department Heads shall receive all of the paid
holidays set forth in the academic calendar as are granted to teaching
faculty. Effective August 16,
1999, Academic Chairs and Assistant Academic Chairs shall receive all of the paid holidays set forth in the
academic calendar as are granted to teaching faculty.
2. All other Unit IV employees
shall receive thirteen (13) paid holidays each year as mutually agreed by the
parties by June 30th of each
year.
3. In addition to the above
holidays, twelve-month employees shall be afforded a paid holiday on any day
that the County Executive declares to be a non-working day for the majority of
other County employees. Ten-month
employees shall be excused from duty on days when classes are canceled for
inclement weather or other emergency conditions, unless specifically required
by the Dean of Instruction to carry out assigned responsibility on that day.
4. In the event that any of the
agreed upon holidays is not a holiday for College Civil Service employees, the
usual administrative duties where required shall be performed on that day and a
compensatory day shall be afforded the administrative employees.
5. In the event that a day which
is a holiday for College Civil Service employees is not included in the
thirteen (13) paid holidays mutually agreed upon by the parties, the usual
administrative duties shall be performed on that day and a compensatory day
shall be afforded the administrative employees.
ARTICLE
VI
Insurance
1. The County shall provide full
family health care insurance benefits to each full-time Unit IV member under
the several optional hospitalization and surgical insurance policies as
provided in the current State Plan and shall pay for the coverage selected by
the employee from said plan in accordance with the eligibility requirement set
forth by the State of New York.
2. The Guild recognizes the
County's right to self-insure, change carriers or adopt a combination of
self-insurance and a carrier in place of the current option offered by the
State Plan. The County shall
provide benefit levels in any new health insurance program that shall at all
times be equal to the benefit levels provided by the State Plan during the term
of this Agreement.
The County's
right to have group health insurance options other than the State Plan shall be
contingent upon the County maintaining the State Plan's terms, conditions and
options regarding retirees.
3. The College will provide
workers' compensation coverage as required by State Law.
4. Long Term Disability: Effective September 1, 1989, the County
shall establish a long term disability program for full-time Unit IV members
for non-job related illnesses commencing after the effective date. The long term disability benefits will
commence after ninety (90) consecutive days of disability during which period
accruals shall be applied. The
benefit to be paid shall be two-thirds (2/3) of the employee's annual pay up to
a maximum of four hundred fifty ($450.00) dollars per week for a period of up
to two (2) years. Members may
apply accruals to supplement disability pay up to full salary. (See detailed procedure in Appendix B).
5. (a) All full-time Unit IV employees shall receive dental and
other benefits through the Suffolk County Faculty Association Benefit Fund Plan in accordance with the rules and
regulations of such fund.
(b) The County contribution to such
fund will be at the same rate as that contributed per person on behalf of the
Faculty Association members.
6. The County will assure that
each full-time Unit IV employee covered by retirement plans will have a death
benefit of at least fifty thousand ($50,000) dollars, so that where a
retirement or pension plan paid by the County provides less than a
fifty
thousand ($50,000) dollar death benefit, the County will provide the difference
between the amount paid and fifty thousand ($50,000) dollars.
7. Employee Assistance Program:
The County will provide an Employee Assistance Program (EAP) to cover members
and their families. Such program
will either be independent or part of the relevant Benefit Fund outlined in
Articles Vi, 5(a) and 5(b).
ARTICLE
VII
Paid
Leaves
1.(a) Sick Leave: At the beginning of each school year,
each Unit IV employee shall be credited with a 13 day sick leave allowance to
be used for absences caused by illness or physical disability of the
employee. The unused portion of
such allowance shall accumulate indefinitely, and shall be paid for upon
retirement or death, at the rate of one (1) day to be paid for every two (2)
days accumulated up to a total of 180 days paid for 360 days accumulated. Any unused accumulated sick leave over
these limits shall be deemed forfeited upon the employee's retirement
notwithstanding that he/she may subsequently be rehired.
(b) Family Illness - Unit IV employees shall be eligible to use
up to five (5) of their sick days per year for an illness in the employee's
immediate family (spouse, child, stepchild, parent, legal guardian, siblings)
regardless of the residence or for any relative living within the employee's
household.
(c) The calculation of the daily rate for purposes of the
payment of the accrued time shall be based upon 1/210 of the annual rate.
2. Extended Sick Leave: In addition to the above sick leave
allowance, employees of Unit IV shall, after using all accumulated sick leave,
be paid for absences due to illnesses exceeding twenty (20) days on the basis
of one (1) pay period at one-half pay for each full year of continuous service
with the College. The career
aggregate of such extended pay periods shall not exceed the number of years of
service. However, any Unit IV
employee who has exhausted his/her sick days and extended pay periods benefits,
will be entitled to a minimum of one (1) pay period at one-half pay after
additional period of illness exceeds twenty (20) days provided this additional
period of illness is separated from any previous benefit period by at least
ninety (90) days.
3. Compassionate Leave: On a case-by-case basis, as approved by
the Guild and the County, a Unit IV member shall be permitted to contribute
his/her unused sick days to another Unit IV member on a catastrophic sick leave
who has exhausted his/her accumulated time.
Guidelines for
contributions under this provision are as follows:
1. A catastrophic illness shall
be defined as an illness of grave medical seriousness.
2. Any Unit IV member is
eligible to receive or contribute sick days under this provision.
3. Contribution of sick time by
a Unit IV member shall be totally voluntary.
4. Sick days shall be exchanged
under this provision at the rate of one (1) sick day contributed for one (1)
sick day received regardless of the rank or the step of either the contributing
or receiving Unit IV member.
5. Once a situation has been
identified, the College will notify all Unit IV members of the name and
approximate number of days needed by the Guild member as well as the date when
such contributions should be made.
6. In the event that a Guild
member on catastrophic sick leave exhausts the initial pool of contributed sick
days, the Guild and the County may approve an additional call(s) for sick day
contributions. Subsequent
catastrophic sick day pools shall be governed by the same procedures as the
initial pool.
7. When a particular case has
been approved, the College will then set up a "pool" of contributed
sick days to be used solely by the Unit IV member to whom they were
donated. The Guild member will be
notified of the total number of sick days made available to him or her under
this provision. In setting up a
catastrophic sick leave pool, the College shall keep a confidential record of
the names of Unit IV contributors, the number of days each contributes, and the
date on which the contributions are made.
The College will make every attempt to charge contributed time equally
among the contributors. For
example, no one faculty member will be charged two (2) days of his/her
contributed time before all contributors are charged one (1) day. Likewise, if contributed days are to be
returned, the College will make every attempt to return unused contributed sick
days on an equal basis.
The
procedures for this return procedure shall take into consideration the total
amount of sick days contributed by a Unit IV member in a particular case, the
date(s) of the contribution(s) and the total number of contributed days left.
8. Records of such sick day
contributions and disbursal shall be considered confidential, but the Guild has
the right to review the records.
9. A Unit IV member may receive
contributed time only as he/she needs it to continue as an active employee
while he/she is on catastrophic sick leave or until he/she is determined no
longer eligible under this provision.
10. A Unit IV member who receives
contributions under this plan shall not receive salary in excess of what he/she
would have received as base salary had he/she not been on catastrophic sick
leave. Such Unit IV member is not
entitled to use contributed time after he/she returns to work from the extended
sick leave or for his/her personal advantage other than intended in this
provision.
11. Matters relating to the
catastrophic sick leave pool provision shall not be subject to Article XIII of
this contract.
4. Personal Leave: Upon prior notification, paid leave up
to five (5) days (four (4) days for ten-month employees) per year shall be
permitted for matters which cannot be cared for during times when an employee is
normally off campus. The employee
shall make the sole determination of the use of personal leave days. Unused
personal days at the end of each year shall be converted to accumulated sick
days. Effective 1/1/94, upon the
death of any employee, payments shall be made for any unused personal time
remaining.
5. Leaves, in General: Employees covered by this Agreement
shall be granted the same other paid leaves as are granted to members of the
faculty under the provisions of the agreement between the County of Suffolk and
the Faculty Association of Suffolk County Community College.
6. Bereavement Leave: An employee shall be granted four (4)
calendar days leave of absence with full pay to be used in the event of death
in an employee's immediate family (parent, sibling, child, spouse or legal
guardian). In the case of other
family members, two (2) leave days will be granted at the discretion of the
administration. Employees are
expected to notify their supervisor as soon as possible.
7. Sabbatical Leaves: Employees covered by this agreement
shall be eligible for a sabbatical leave after six (6) years of continuous
service at the College and shall become eligible for subsequent sabbatical
leaves after each subsequent six (6) year period of continuous full-time
service at the College. Subsequent
sabbatical leaves shall not occur at less than four (4) year intervals. Upon return from a sabbatical leave,
the employee agrees to remain in a full-time position for a minimum of one (1)
year.
a. Sabbatical applications
reviewed by a committee, with four members appointed by the president and four
members by the union, and recommendations to award shall be made by a majority.
b. Recommendations are made
based upon merit, with all applications reviewed "blindly".
c. The committee shall make a
recommendation on the periof of the sabbatical, with two (2) four month
sabbaticals to be at full pay, two (2) eight month sabbaticals at 75% pay, and
two (2) one year sabbaticals at half pay; alternatively, the sabbatical can be
awarded with released time of up to 50 days with the expectation that the Guild
member would maintain primary responsibility for carrying out his/her duties.
d. Neither the committee, nor
the president are obligated to recommend the full number of sabbaticals if
there are not enough that meet the merit criteria.
e. In addition to existing
criteria, applicant must demonstrate that proposal will involve activity at
least equivalent to a full time administrative work load and is beyond the professional
activity expected to be performed concurrent with full time duties.
f. Examples of appropriate
proposals would include writing a significant work for publication, doing a
significant research project or dissertation that complies with the permitted
purposes for a sabbatical and is within the context of professional review, or
developing a new curriculum or program (which is consistent with college plans)
or other work as approved by the Committee and the College President.
g. If a sabbatical recommended
by the committee is not forwarded to the Board by the President, shall provide
reasons, in writing, to the committee for the omission.
h. An administrator granted and
accepting a sabbatical who fails to complete the sabbatical as awarded, or modified
or waived with committee approval, shall be required to reimburse the college
for all monies paid under this provision to the administrator during the period
of said leave.
8. Retirement Incentive: Eligible administrators must be at
least 55 years old, with 20 years of college service, as of August 31, 1999;
a. This provision will only be effective
upon the election of 5 administrators to take such benefit;
b. The benefit shall be $1,000 for each
year of college service to a maximum incentive of $25,000;
c. The irrevocable election to
retire must be made in writing delivered to the president no later than June
15, 1999 for retirement no later than August 31, 1999, provided, however, that
if the threshold number is not reached the retirement may be withdrawn.
ARTICLE
VIII
Unpaid
Leaves
Employees covered
by this agreement shall be granted the unpaid leaves as are granted to members
of the faculty under the provisions of the agreement between the County of
Suffolk and the Faculty Association of Suffolk County Community College
including maternity leave, military leave and for other purposes specified in
that agreement.
ARTICLE
IX
Other
Benefits
1. Longevity:
(a)
Full-time unit members shall
receive longevity based upon the following schedule:
Years
of Service Amount
10 - 14 $ 750
15 - 19 $1,250
20 - 24 $1,750
25 - + $2,000
(b
"Service" shall
mean total years of paid service at the College except when service was
immediately preceded by continuous years of service in the County of
Suffolk. In such cases, longevity
shall be calculated based upon years of service in the County immediately
preceding employment at the College and total years of paid service at the
College.
(c) Unit IV members who are entitled to
longevity pay on September 1 of any year shall be paid by separate check on the
Thursday immediately following the first payday following January 1 of that
year.
2. a. Conference Attendance: The County agrees to reimburse a full-time Unit IV member
for expenses up to three hundred ($300.00) dollars for attending one or more
professional conferences of his/her choice with the recommendation of the
appropriate Administrative Officer from September 1 to August 31 of each
academic year. Effective September
1, 1994, Article IX (2), the maximum amount of expense reimbursement for
attendance at conference shall be increased to four hundred dollars
($400.00). Expense reimbursement
shall be in accord with the applicable County guidelines per conference
regardless of the location of the conference or the date of application for
conference attendance.
Recommendation shall not be refused for a conference professionally
connected to the member's discipline or his/her professional
responsibilities. If application
for conference attendance is submitted at least six (6) weeks in advance of
such conference, the Unit IV member shall receive at least two (2) weeks prior
notice from the Administration concerning the application.
b. Effective 9/1/98 expenses
shall be covered up to $850.00 every two years (2 years) for a full-time Guild
member.
3. a. The County
agrees to set aside one thousand ($1,000.00) dollars per year to reimburse Unit
IV members whose total allowable expenditures for an approved professional
related conference exceeds three hundred fifty ($350.00) dollars. Effective September 1, 1994, this
amount shall be increased to four hundred and fifty dollars ($450.00). Additional reimbursement shall be
distributed among those eligible in an amount not to exceed actual
expenditures. In the event that
after such distribution, funds are still available, members who have incurred
extraordinary conference expenses shall be equally reimbursed up to the amount
allowable by the balance of the fund for the fiscal year. Application for additional conference
attendance reimbursement must be made at the same time that the original
conference request is submitted. Eligibility
for additional reimbursement from the pool shall be for amounts over four hundred
and fifty dollars ($450.00) (IX(#)).
b. Effective 9/1/98 3a above
shall be deleted.
4. Continuation of Benefits: The County will continue to grant to
employees the following benefits:
Social Security, Retirement Program, travel expenses and educational
opportunities.
5. Overtime: All employees listed in Group I of the
Stipend Schedule shall be afforded overtime compensation or compensatory
time-off at time and one-half rate at the option of the employee for all hours
worked in excess of forty (40) in any calendar week, it being understood that
the regular work week is thirty-five (35) hours. In the event such employees are called to the College for
emergency purposes when they would normally be off duty, then the time for
compensation or compensatory time off shall accrue from the beginning of the
performed services and continue until the required emergency service is
completed or the normal work day commences. The option for monetary compensation must be exercised by
December 1 and/or May 1 of each year.
Payment therefor shall be made within a reasonable period of time
thereafter.
6. Agency Shop: An agency shop shall remain effective
during the term of this agreement.
7. Tax Deferred Annuity: The County will cooperate in making
available to Unit IV employees a salary reduction plan for tax sheltered
annuity and deferred compensation contracts with providers other than
TIAA-CREF.
8. Time Off for Union
Business: The Guild President,
or his/her designee, shall be granted three (3) credit hours release time per
semester if a ten (10) month employee, or four (4) hours per week if a twelve
(12) month employee or twenty (20%) of his/her responsibilities each
semester, whichever is greater. The Guild President, or his/her
designee, shall be granted five (5) days each year to conduct union business.
9. A telephone extension shall
be made available for use of the Guild.
10. Continuing Education: Consistent with the needs of the
College, the County shall permit Unit IV employees to continue their education
by allowing a flexibility in the work schedule when required courses, seminars,
or other instructional modes are not reasonable available at times when the
employees are normally not at work.
11. Professional
Development/Retraining: Not later
than December 1st of each year, the College will call for Guild members
to
submit proposals describing a specific course of study or program of
professional development/retraining designed to provide the Guild member with
updated knowledge or skills in any emerging area of the Guild member's
discipline or administrative responsibility.
It
will be the responsibility of the Guild member to describe the advance(s) in
the field which make the retraining/development beneficial and the use the
Guild member will make of it in the college context.
A
Guild member who wishes to participate in the retraining/development program
may apply for tuition assistance.
Ten (10) month Guild members may ask for release time not to exceed a
total of twenty-four (24) credit hours during a maximum of four (4) years. Twelve (12) month Guild members may use
professional enrichment days.
Guild members granted tuition assistance under this program shall be
reimbursed for the cost of tuition and related fees (less reimbursement through
the SUNY and/or other tuition assistance or scholarship program) necessary to
achieve minimum qualifications, up to $75 per credit and 50% tuition above the
amount, and up to $75 per course for books. A Guild member receiving release time under provision shall
not be eligible for day overload assignment.
An
application for assistance under this program, which shall include a statement
of the courses to be pursued, shall be submitted in writing to a joint advisory
committee, composed of Vice President for Academic Affairs, Vice President for
Management and Planning, Vice President of Student Affairs, President of the
Guild, Chair of the Guild Professional Development Committee, and another
member of the Guild Executive Board named by the President of the Guild of
Administrative Officers, not later than the March 1st prior to the academic
period in which the course(s) will be pursued. The joint committee will meet, make its determinations, and
notify the applicants by May 30 of each academic year.
A
Guild member shall fulfill qualifications or satisfactorily complete the
retraining/development work not later than forty-eight (48) months* after the
assistance commences and shall thereafter continue in the employ of the College
for the next four (4) academic semesters unless otherwise notified by the
College. A Guild member granted
such tuition assistance who fails to obtain the minimum qualifications or
satisfactorily complete the retraining/development work or does not continue in
the employ of the College for the requisite four (4) semesters, shall be
required to reimburse Suffolk County for all monies paid under this provision
to the Guild member.
*
(Barring any unforeseen circumstances beyond the control of the Guild member).
Fifteen
(15) credit hours shall be the maximum release time the College is obligated to
provide under this provision in any one academic year. Additional release time may be awarded
by the President only on a case-by-case basis after consideration of the
committee's recommended action.
Funding for this development and retraining assistance program shall be
provided by the County in an amount up to $15,000.00 per year commencing
September 1, 1994. At the end of
each award academic year, the joint advisory committee shall be provided with a
full accounting report of this development fund. Based on the information in this report, the joint advisory
committee shall make a recommendation to the President regarding the application
of any such funds to other faculty development or retraining programs,
including but not limited to accrual of funds for the subsequent cycle.
12. Admission to Courses:
a) A full-time Unit IV member who has
served more than four (4) semesters may be admitted under a tuition
reimbursement plan up to four (4) credits offered in the College per semester, provided the member
secures prior approval from the Dean of Instruction and successfully completes
the course. Tuition for such
courses shall be paid by the County.
Non-credit courses, which are now or formally job related, shall be
reimbursed using the accepted conversion rate.
b) The spouse and dependent children of
full-time Unit IV members who have been employed at the College four (4) or
more consecutive semesters may be admitted to courses offered by the College
under a tuition reimbursement plan.
Full-time members are entitled to a maximum of 24 credits per year. This reimbursement is subject to
registration/enrollment requirements and successful completion of the
course. Tuition for such courses
shall be paid by the County.
c) Except under extraordinary
circumstances and when approved by the Dean of Instruction, dependent children
and spouses shall not take courses taught by parents or spouses.
ARTICLE
X
Administrative Status
1. (a)
Unit IV employees shall continue to retain their faculty status and
academic rank and all rights and benefits. Unit IV employees seeking promotion in academic rank shall
be bound by such procedures and criteria as may exist for other College
employees seeking promotion in academic rank. Unit IV services shall be considered in the category of
service to the College.
Twelve-month Administrators may apply for promotion in academic rank
after providing instructional services equal to three (3) contact hours or more
per year for the minimum number of years of service required for promotion to
the next rank.
(b) Effective June 26, 1999, Article X
1(a) shall be amended to provide that the paragraph applies only to members of
the Guild on that date and continues for all ten month Guild personnel
thereafter, and does not apply to any twelve month personnel new to the College
employment hereafter. Guild members who have retained Faculty status, should
they return to the Faculty Association, shall have a base salary as if they had
never left the Faculty Association.
2. In addition to the academic
rank, the following ranks shall exist for twelve-month administrative officers:
Professor
of Administrative Services
Associate
Professor of Administrative Services
Assistant
Professor of Administrative Services
Instructor
of Administrative Services
Senior
Technical* Assistant of Administrative Services
Technical*
Assistant of Administrative Services
*
(Professional)
Administrative
Officers may seek promotion in administrative rank. The criteria for promotion in administration rank shall
include meritorious performance of assigned duties, service to the College and
community, professional growth and completion of education requirements equivalent
to those required for academic promotion.
Twelve-month employees hired after June 26, 1999 from outside the
College, shall not be applicable to above.
3. Administrators desiring a
full-time Unit III position shall file a notice of intent no later than thirty
(30) days period to the end of the semester preceding the semester in which the
transfer is sought. Administrators
shall be granted assignments to vacancies as per their filed notices for the
case where vacancies occur less than thirty (30) days before the start of the
semester. Requests may be filed
with the announcement of the vacancy but assignments shall be at the College's
discretion. This clause may be
involked if approved by the College President.
4. In computing the number of years
in academic rank, full credit shall be given for years spent in either
administrative or non-administrative positions. Twelve-month employees hired after June 26, 1999 from
outside the College, shall not be applicable to this section.
5. Full-time faculty including
but not limited to Unit IV employees shall be given first priority in both
evening division and summer school teaching assignments except where the
College has the opportunity to employ persons who have special qualifications
not possessed by College personnel.
This shall be maintained only for those members who possess the
proper academic credentials.
6. The present practice of
granting continuing appointment to employees entering their sixth (6th) year of
employment with the College shall be continued and shall include the positions
of Senior Professional Assistant and Professional Assistant. Prior to being given continuing
appointment, employees shall be considered to be on a probationary status.
7. The services of employees who
have completed their probationary period and have been granted a continuing
appointment or who have served full time for five (5) years may be terminated at any time for reasonable
cause including but not limited to neglect of duties, personal misconduct or
physical or mental incapacity after due notice and an opportunity to be heard
are provided. Except where the
College determines that
suspension
without pay pending the disposition of the charge is warranted, final action
shall not be taken on such charges until after the expiration of thirty (30)
calendar days from the date of service of notice of such charges upon the
person involved, during which time, such person may challenge the propriety of
the termination by instituting the grievance and arbitration provisions of this
agreement. The termination of an
employee during his/her probationary period shall not be subject to the
grievance and arbitration provisions of this Agreement.
8. Unit IV members shall be
permitted to request daytime (9:15 a.m. to 4:00 p.m.) overload teaching
assignments in accordance to the duties performed in a supervisory or
administrative capacity in connection with the evening program of the
College. This opportunity is
extended to all Unit IV employees when such day overload is assigned by the
Dean of Instruction with the approval of the Executive Vice President.
9. Job Descriptions: The College, in consultation with the
Guild, shall develop/revise job descriptions for Unit IV positions with
instructional responsibility. Upon
request of the Guild President, the Guild shall be furnished with job
descriptions for all Guild titles.
10. New Titles: In the event of the creation of new
titles in the Unit IV, the College shall establish the title, assign placement
on the stipend schedule and fill the vacancy, after which the Guild may request
negotiations with the County on the placement on the stipend schedule.
11. Lateral Transfers: Effective September 22, 1994 the
following procedures for lateral transfer to comparable position in the Guild
Category shall apply:
1. When the Supervisor is
notified of an impending departure from one of the Guild positions covered by
this procedure, the Provost or Immediate Supervisor will notify the other
individuals in the comparable positions and the President of the Guild before
internal and external posting and ascertain any interest in a lateral
transfer. A response indicating
interest should be given within five business days.
2. The Provost and the Immediate
Supervisor will have a preliminary meeting with the interested individuals to
discuss whether the transfer would be in the best interest of the Campus and
the individual.
3. If the Provost determines
that the possibility of transfer should be pursued, he/she will arrange for
meetings with relevant staff members and the individual(s). In making a final recommendation the
outcome of those meetings will be taken into consideration.
12. Acting Titles: As per present practice, when a member
agrees to fill a position on an acting basis and the Board of Trustees appoints
the member to the Acting title, the member shall receive the appropriate
increased rate for such title for the term of the appointment. Effective June 26, 1999 each
employee who may assume an acting Guild position shall be informed in writing
of all terms and conditions of employment and shall sign an acceptance before
assuming the acting position, including the exact dollar increase in gross
salary.
13. Effective June 26, 1999 the
President per past practice shall notify each Guild member of his/her
eligibility for academic and/or administrative promotion and the appropriate
timelines to be met.
14. Effective June 26, 1999 all Guild
full time position openings and vacancies shall be posted promptly on the Suffolk
list (website) after they are known to the College and forwarded to the Guild
President in writing at the same time.
All postings shall include the official job description.
15. Effective June 26, 1999 if any
twelve-month Guild position is abolished, the affected twelve-month Guild
member shall be appointed to any existing vacant position at the College for
which he/she is qualified, if any.
The requirements for a position, and whether the affected individual
meets such qualifications, shall be determined in the sole discretion of the
Board of Trustees.
16. Effective June 26, 1999 terms and
conditions of employment shall be as per the Faculty Association agreement
during any teaching responsibilities assigned to Guild members.
ARTICLE
XI
Legal
Protection
The County shall
provide coverage under its comprehensive liability insurance for employees
while acting in the discharge of their duties and within the scope of their
employment.
ARTICLE
XII
Meetings
1. In the event negotiations for
a new agreement or the processing of grievances are scheduled during working
hours, employees appointed or required to attend shall be excused without
penalty from their duties except for classroom instructional duties.
2. The President of the Guild shall
be sent copies of Board minutes and agenda when distributed to Board members.
3. Effective June 26, 1999 the
College President will select one (1) bargaining unit member from among four
(4) proposed by the Guild to serve on the Presidential Search Committee in a
capacity equal to that of other members of the Committee.
4. Effective June 26, 1999 all
Committee's established in accordance with the Collective Bargaining Agreement
shall be deemed advisory in nature.
ARTICLE
XIII
Grievance
and Arbitration Procedure
1. The term "grievance"
shall mean any dispute concerning the interpretation, application or
enforcement of the provisions of this Agreement.
2. Grievances shall be processed
as follows:
Step
1: Within fifteen (15) working
days of the occurrence giving rise to the grievance or within fifteen (15)
working days of the time the employee should have known of the occurrence, the
aggrieved employee shall present it to his/her immediate supervisor on campus,
who shall attempt to adjust it, provided that the immediate supervisor is not a
Unit IV employee. Should this be
the case, the grievance shall be presented to the lowest level administrator in
the "Exempt Category."
Step
2: If the grievance is not
settled at Step 1 within three (3) working days, it shall be presented in
writing by the aggrieved employee and/or the guild to the appropriate Exempt
Administrator.
Step
3: If the grievance is not
settled at Step 2 within seven (7) working days, it shall be presented in
writing by the aggrieved employee and/or the Guild to the Chief Executive
Officer of the College.
Step
4: If the grievance is not
settled at Step 3 within seven (7) working days, it shall be presented in
writing by the aggrieved employee and/or the Guild to the Director of Personnel
and Labor Relations.
Step
5: If the grievance is not
settled at Step 4 within seven (7) working days, it may be presented by the
Guild or by the College (if the grievance was initiated by the College) to
final and binding arbitration before an arbitrator to be appointed by the
Suffolk County PERB. Effective
September 22, 1994 arbitrators shall be appointed by American Arbitration
Association, and bound by its rules, whose decision shall not alter, amend, add to or detract from the provisions
of this agreement. The
arbitrator's fee shall be paid equally by the Guild and the County.
3. If a grievance affects a
group or all of the employees, it may be submitted by either party at Step 3.
4. If the time limits set forth
above are exceeded, the aggrieved party may invoke the next step of the
procedure, except that the fifteen (15) day time limit specified in Step 1 may
not be exceeded or the grievance shall be deemed waived.
5. All parties, including the
aggrieved employee, the Guild and the College, shall have the right to have
representatives, including legal counsel, present at all stages of the above
procedure and shall be given adequate notice of the same.
ARTICLE
XIV
Rights
of Administration
Except as
otherwise specifically set forth in this Agreement, the County, the Trustees,
the Administration of the College and their designated supervisory officials
shall be solely responsible for the operation and control of the College and
its personnel, including (but not limited to) the right to hire and assign
personnel covered by this Agreement, the selection and development of the
curriculum the establishment of instructional and education policies, the
supervision of personnel covered by this Agreement, and the establishment of
budgetary and other fiscal policies.
ARTICLE
XV
Legislative
Action
IT
IS AGREED BY AND BETWEEN THE PARTIES THAT ANY PROVISION OF THIS AGREEMENT
REQUIRING LEGISLATIVE ACTION TO PERMIT ITS IMPLEMENTATION BY AMENDMENT OF LAW
OR BY PROVIDING THE ADDITIONAL FUNDS THEREFOR, SHALL NOT BECOME EFFECTIVE UNTIL
THE APPROPRIATE LEGISLATIVE BODY HAS GIVEN ITS APPROVAL.
ARTICLE
XVI
Term
of Agreement
This
Agreement shall become effective September 1, 1997 and shall continue in effect
until August 31, 2002.
THE
GUILD OF ADMINISTRATIVE
OFFICERS
OF SUFFOLK COUNTY
COMMUNITY
COLLEGE:
COUNTY OF SUFFOLK:
By:___________________________
______________________________
Thomas L. Breeden
Robert J. Gaffney
President Suffolk
County Executive
____________________________________
David S. Greene, Director
Personnel & Labor Relations
Date:______________________________
GUILD
SALARY PLAN
3/1/98
--8/31/00
CATEGORY I
CATEGORY II
CATEGORY III CATEGORY IV
A
& B C,D
&E F G,H
&I
1 69,035 63,990 59,984 51,442
2 70,733 65,671 61,648 53,143
3 72,472 67,396 63,359 54,899
4 74,254 69,167 65,117 56,714
5 76,080 70,984 66,928 58,589
6 77,951 72,849 68,786 60,526
7 79,868 74,763 70,694 62,527
8 81,831 76,727 72,656 64,594
9 83,844 78,743 74,672 66,729
10 85,905 80,812 76,744 68,935
11 88,018 82,935 78,874
12 90,182 85,114 81,063
13 92,400 87,350 83,312
14 94,672 89,645 85,624
9/1/00
-- 8/31/01
CATEGORY I
CATEGORY II
CATEGORY III CATEGORY IV
A
& B C,D
&E F G,H
&I
1 70,416 65,270 61,184 52,471
2 72,148 66,984 62,881 54,206
3 73,921 68,744 64,626 55,997
4 75,739 70,550 66,419 57,848
5 77,602 72,404 68,267 59,761
6 79,510 74,306 70,162 61,737
7 81,465 76,258 72,108 63,778
8 83,468 78,262 74,109 65,886
9 85,521 80,318 76,165 68,064
10 87,623 82,428 78,279 70,314
11 89,778 84,594 80,451
12 91,986 86,816 82,684
13 94,248 89,097 84,978
9/1/01
-- 8/31/02
CATEGORY I
CATEGORY II
CATEGORY III CATEGORY IV
A
& B C,D
&E F G,H
&I
1 71,824 66,575 62,408 53,520
2 73,591 68,324 64,139 55,290
3 75,399 70,119 65,919 57,117
4 77,254 71/961 67,747 59,005
5 79,154 73,852 69,632 60,956
6 81,100 75,792 71,565 62,972
7 83,094 77,783 73,550 65,054
8 85,137 79,827 75,591 67,204
9 87,231 81,924 77,688 69,425
10 89,375 84,077 79,845 71,720
11 91,574 86,286 82,060
12 93,826 88,552 84,338
13 96,133 90,879 86,678
14 98,496 93,267 89,083
STIPEND RATES
9/1/97
- 8/31/02
97-98 98-99
99-00 00-01 01-02
A
COLLEGE ASSOCIATE DEAN 17,233 17,578 17,930 18,289 18,655
B
CAMPUS ASSOCIATE DEAN 16,114 16,436 16,765 17,100 17,442
CAMPUS HEAD LIBRARIAN
C
COLLEGE ASSISTANT DEAN 15,555 15,866 16,183 16,507 16,837
COLLEGE DIRECTOR
ASSOCIATE HEAD LIBRARIAN
D
COLLEGE DIR.OF ACAD SCHED/ 14,715 15,009 15,309 15,615 15,927
COLLEGE DIR. OF SECURITY
E
CAMPUS ASSISTANT DEAN 14,155 14,438 14,727 15,022 15,322
F
CAMPUS DIRECTOR 13,595 13,867 14,144 14,427 14,716
G
COLLEGE ASST. DIRECTOR 12,474 12,723 12,977 13,237 13,502
H
COLLEGE COORDINATOR/ 12,052 12,293 12,539 12,790 13,046
CAMPUS ASSISTANT DIRECTOR
I
CAMPUS COORDINATOR 11,633 11,866 12,103 12,345 12,592
J
CHAIRMAN
7,256 7,401 7,801 7,957
8,116
K
DEPARTMENT HEAD
5,856 5,973 NONE NONE NONE
L
ASSISTANT DEPARTMENT HEAD
4,457 4,546 4,946 5,045
5,146