AGREEMENT between the BOARD OF TRUSTEES of the GRAND RAPIDS COMMUNITY COLLEGE and the FACULTY ASSOCIATION of the GRAND RAPIDS COMMUNITY COLLEGE

This collective bargaining agreement entered into the 30th day of August, 2004, by and between the BOARD OF TRUSTEES OF THE GRAND RAPIDS COMMUNITY COLLEGE, hereinafter referred to as the “College,” and the FACULTY ASSOCIATION OF THE GRAND RAPIDS COMMUNITY COLLEGE, an unincorporated association hereinafter referred to as the “ASSOCIATION.”

ARTICLE 1 - PREAMBLE

The College and the Association recognize their mutual obligations pursuant to Act 379 of the Public Acts of 1965 to bargain collectively with respect to hours, wages, terms and conditions of employment, and all other areas subject to bargaining. Both parties have entered into and conducted extended and good faith negotiations where each party has had the right and opportunity to make demands and proposals with regard to all bargainable subjects. Agreement has been reached between the parties hereto, including formal ratification of the terms hereof by the governing body of the Board of Trustees of the Grand Rapids Community College and by the College Faculty represented by the Association.

ARTICLE 2 - FACULTY ASSOCIATION RIGHTS

A. RECOGNITION

1. The College recognizes the Association as the exclusive bargaining representative for the Grand Rapids Community College faculty. Faculty includes those persons performing Instructional, Instructional Support, and Student Service Activities.

Instructional activity is defined as those activities carried out for the express purpose of eliciting some measure of educational change in a learner or group of learners. Educational change is defined to include: (1) the acquisition or improved understanding of some portion of a body of knowledge; (2) the adoption of new or different attitudes; and (3) the acquisition or measured mastery of a skill or set of skills. The activities may be teaching activities and facilitating activities. The instructional activity includes both credit and non-credit instructional offerings.

Instructional Support Activity includes those activities carried out in direct support of the instructional program. The activities that represent this activity include: (1) activities related to the preservation, maintenance, and display of both the stock of knowledge and educational materials; (2) activities that directly contribute to the way in which instruction is delivered; and (3) activities directly related to the administration of an instructional program.

Student Service Activity includes those activities carried out with the objective of contributing to the emotional and physical well-being of the students, as well as to their intellectual, cultural, and social development outside the context of the institution’s regular instructional program. Activities represented include: (1) expanding the dimensions of the student’s educational and social development by providing cultural, social, and athletic experience; (2) providing those services and conveniences needed by students as members of a student body; and (3) assisting students in dealing with personal problems and relationships, as well as their transition from students to members of the labor force.

Excluded from this unit is the total administrative staff, including those holding positions with management, support services, and any subsequent administrative positions created by the Board.

A list of current job titles in the bargaining unit is included in Appendix C.

2. Any new position created during the life of the Agreement will be added to the unit provided it is similar to any position heretofore recognized and/or is appropriate to be placed in this bargaining unit. The College and the Association agree to discuss the placement of any new position.

The College will notify in writing the chief negotiator and all officers of the Association of all job openings at the College. The Association will then notify the College in writing of which positions the Association wishes to discuss.

This process does not limit remedies provided by the appropriate labor relations board.

B. OTHER ORGANIZATIONS

The Board agrees not to negotiate with any other labor representative concerning salary, hours, or working conditions for the duration of the Agreement with respect to faculty members included in the bargaining unit. Nothing contained herein, however, shall be construed to prevent any individual faculty member from presenting a grievance and having the grievance adjusted without intervention from the Association, if the adjustment is not inconsistent with the terms of this Agreement, and provided that the Association has been given an opportunity to be present at such adjustment.

C. INDIVIDUAL NEGOTIATIONS

The College shall not negotiate with an individual or individuals with respect to the hours, terms, wages, and/or conditions of employment.

D. ASSOCIATION SECURITY

1. All faculty members in the bargaining unit shall either become and remain members in good standing of the Association or pay the Association a financial responsibility fee in an amount equal to the regular professional dues of the Association.

2. The College will deduct professional dues or the financial responsibility fee by payroll deduction from the salary of all faculty members in accordance with Michigan Compiled Laws. Such sums shall be deducted each payday from the salaries of all such faculty. Any amount owed for Association dues or responsibility fee shall be remitted to the Association Treasurer each payday.

3. The Association shall indemnify the Board against any and all claims, demands, suits, or other forms of liability of whatsoever kind and nature that shall arise out of action taken by the Board for the purposes of complying with the provision of this Agreement regarding mandatory payroll deductions.

E. BOARD AGENDA

On the dates of the Board’s official meetings, a copy of the Agenda with all normal attachments shall be provided for the Association before such meetings. A copy of the approved minutes of Board meetings shall be provided to the Association within ten (10) days after the date the minutes were approved. Agendas and minutes shall be sent to each officer of the Association as well as each member of its negotiating team and to its grievance chair. The Association, upon request, shall have the opportunity for presentations at all regular Board meetings.

ARTICLE 3 - FACULTY MEMBERS’ RIGHTS

A. RIGHT TO ORGANIZE

Each faculty member shall have the right freely to organize, join, and support the Association for the purpose of engaging in collective bargaining and other lawful activities for mutual aid and protection. The College will not discriminate against any faculty member or faculty members with respect to hours, wages, or any terms or conditions of employment by reason of membership in the Association, participation in any lawful activities of the Association, or institution of any grievance, complaint, or proceeding under this Agreement with respect to any term or condition of employment.

B. MEMBER DEFINITIONS

As used in this agreement, “full-time,” “part-time,” “adjunct,” and “temporary full-time” faculty are defined as follows:

Full-time Full-time salaried faculty members are those who are appointed to or employed for continuing employment at the normal workload (see Article 6.B). Full-time hourly faculty members are those who are appointed to or employed for at least 32.5 hours per week.

Temporary Full-time Temporary full-time faculty members are those who are employed at a normal workload for a specified time period but not on a continuing basis.

Adjunct Adjunct are those salaried faculty members who are employed at less than a normal workload regardless of the duration of employment.

Part-time Part-time hourly faculty members are those who work less than 32.5 hours per week.

C. BUILDINGS AND EQUIPMENT

At reasonable times and hours, the Association shall have the right to use College building facilities for Association meetings when such buildings are open and operating staff is on duty. At reasonable times, the Association may also use office equipment, but not supplies. The Association may post proper Association notices and may use the College’s inter-college mail system and other electronic methods. The College shall lease office space to the Association at a rate agreed to by the College and the Association at such time the College deems space is available.

D. RECORDS

The College agrees to furnish to the Association, in response to reasonable requests, all available information in the form maintained by the College for public use concerning the financial resources of the College, which may assist the Association in developing proposals and in processing any grievance or complaint.

E. PROBATION AND TENURE

Any person hired as a full-time faculty member will be appointed on a probationary basis for three (3) years. Upon completion of the probationary period, full-time faculty shall be tenured, unless notified in writing at least sixty (60) days before the end of the sixth (academic) semester of the probationary period.

F. TEMPORARY CONTRACTS

Contracts shall be issued to temporary full-time faculty.

1. Temporary contracts shall include a termination date.

2. During their contract period, faculty members with temporary contracts shall be entitled to the same rights and benefits as other full-time members.

3. A faculty member with a full-time temporary contract for four consecutive (academic year) semesters shall be offered a regular full-time contract beginning the following semester. The faculty member shall be given a third year of probation before tenure is granted.

4. Job Training and Training Solutions Faculty members may be employed continuously with a normal workload for up to two consecutive years in a full-time temporary position. If a faculty member is offered continued employment beyond two consecutive years, the faculty member shall be offered a regular faculty contract.

5. Exceptions to three (3) and four (4) may be mutually agreed upon.

6. Full-time employment during the winter semester and the following fall semester shall be considered continuous employment. These faculty members shall be entitled to the same rights and benefits as other full-time members including seniority, tenure, salary increases, and benefits.

G. ASSOCIATION-ADMINISTRATION MEETINGS

Members of the bargaining unit who by arrangement between Association and College administration participate during working hours in conferences and meetings with the College or its representatives that involve or derive from this collective bargaining agreement shall suffer thereby no loss in pay.

H. FACULTY COMMUNICATIONS WITH THE PUBLIC

The College shall not exercise control of the activities of faculty members except within their assignments. When the faculty member speaks or writes as a citizen, he/she shall be free from administrative and institutional censorship and discipline. The faculty member bears a responsibility to clarify the fact that he/she speaks as an individual and not on behalf of the institution.

I. ACADEMIC FREEDOM

Faculty members are entitled to freedom in the discussion of their subject, but they should not introduce into their teaching controversial matter which has no relation to their subject. Faculty members must also recognize that students are free to take reasoned exception to the data or views offered and to reserve judgment about matters of opinion. The presence of any communication device during the meeting of a class shall be subject to the faculty member’s permission. The only exception is for students who need reasonable accommodations in accordance with the Americans with Disabilities Act and similar laws. The exception is granted if the College and the student sign a statement acknowledging the faculty member’s ownership of the classroom presentations/materials, and the student agrees to limit the use of communication devices to satisfy his/her learning needs.

J. NOTIFICATION OF DISCIPLINARY CONFERENCE

Faculty member(s) called by the administration to a disciplinary conference shall be notified of the purpose of the conference at the time he/she is summoned. Faculty member(s) summoned and/or the administrator may each have up to two additional people present at the conference.

K. DEPARTMENT HEAD

When the administration determines that a Department Head is necessary to coordinate any program or subject area, the faculty may elect a tenured full-time faculty member from within the department. If tenured full-time faculty members within the department are not nominated to fill the vacancy, the faculty may nominate any other faculty member. A Department Head must be a faculty member.

The Department Head assignment will be for a two (2) year term, with additional two (2) year appointments possible if re-elected. Department Head elections will be held before the end of April and before overload selection. The person elected will assume responsibility at the beginning of summer semester.

Vacancies which occur mid term for any reason will follow this process as soon as practical. The person elected shall serve the remaining portion of the academic year, plus an additional year.

This procedure will be followed to fill all Department Head assignments:

1. The nominating committee, consisting of the faculty council representative and the Assistant Dean or Dean, will conduct the election. If the faculty council representative is a nominee, the Faculty Association President, or designee, shall serve as the faculty representative.

2. The Assistant Dean will notify all full-time faculty members of a department of the Department Head vacancy at least thirty (30) days before the election.

3. Candidates may nominate themselves or be nominated by other full-time faculty members within the department. The nominee’s name and a statement of credentials shall be submitted, in writing, to the Assistant Dean (email or mail) at least twenty (20) days before the election.

4. The nominating committee will review the list of candidates and come to consensus on a slate of candidates for the ballot. Typically, candidates will be chosen on the basis of their abilities as teachers, their experiences in their disciplines, and their leadership capabilities. If consensus cannot be reached, the committee will request additional candidates.

5. A ballot will be sent to all full-time faculty members in the department at least five (5) days before the election. The nominating committee will process the returned ballots and validate the election results.

6. The faculty member receiving a simple majority (greater than 50%) vote of the full-time faculty members (including temporary full-time faculty) within the department will receive the Department Head assignment. If no candidate receives a simple majority, then the nominating committee must reconsider the slate of candidates and conduct a new election as soon as practical.

7. The Assistant Dean will send a confirmation notice to the Department Head with copies to the faculty members in the department, the President of the Faculty Association, Provost, Dean, and the Director of Human Resources and Labor Relations.

L. PROGRAM DIRECTORS

A program director must be a faculty member.

ARTICLE 4 - BOARD OF TRUSTEES RIGHTS

A. RESPONSIBILITIES

The Association agrees that the Board is legally responsible for the operation of the College. No action by the Board or the administrative staff shall violate the expressed terms of this agreement.

B. AUTHORITY

The Board hereby retains and reserves unto itself, without limitations, all powers, rights, authority, duties, and responsibilities conferred upon and vested in it by the laws and the Constitutions of the State of Michigan and the United States.

C. POLICIES AND PROCEDURES

Terms and conditions of employment and other policies and procedures presently in effect concerning faculty conduct not provided for in this Agreement will be governed by the applicable Board policies and procedures.

D. ADMINISTRATIVE STAFF

The Board discharges its managerial rights and authority via the administrative staff. The Board’s rights and responsibilities include, without being limited to, the establishment of education policies; the construction, acquisition, and maintenance of buildings and equipment; the hiring, transfer, assignment, supervision, discipline, promotion, evaluation, and termination of faculty. The administrative staff, on behalf of the board, shall be free to exercise all of its managerial rights and authority to the extent permitted by law. The Board, prior to the effective date of any change in the policies and procedures which directly affect faculty members, shall give the Association reasonable notice (45 days) of such change. Within forty-five days of receipt and upon request by the Association, the parties will negotiate the impacts and effects of these policies and procedures as required by law.

ARTICLE 5 - ASSOCIATION-ADMINISTRATION COMMUNICATION

The parties recognize the valuable assistance to be gained from effective communication between the Association and the College. Accordingly, the College and Association representatives will meet periodically to discuss problems of mutual concern. The Presidents of the College and the Association, or their designees, will call such meetings whenever either desires.

Whenever questions arise that the contract does not specifically address, the Presidents of the College and the Association or their designees will discuss the matter and reach agreement.

ARTICLE 6 - GENERAL WORKING CONDITIONS

A. CALENDARS

1. The 2004-2005 Faculty Calendar will be as shown in Appendix A-1.

2. The 2005-2006 Faculty Calendar will be as shown in Appendix A-2.

3. The 2006-2007 Faculty Calendar will be as shown in Appendix A-3.

4. The 2004-2005 Job Training/Training Solutions Calendar will be as shown in Appendix A-4.

5. The 2005-2006 Job Training/Training Solutions Calendar will be as shown in Appendix A-5.

6. The 2006-2007 Job Training/Training Solutions Calendar will be as shown in Appendix A-6.

7. The 2004-2005 Preschool Calendar will be as shown in Appendix A-7.

8. The 2005-2006 Preschool Calendar will be as shown in Appendix A-8.

9. The 2006-2007 Preschool Calendar will be as shown in Appendix A-9.

The normal workday for full-time faculty shall be between 8:00 a.m. and 5:00 p.m. Monday through Friday.

The span of class/work times on any normal workday shall not exceed seven (7) consecutive hours. Exceptions to workday and class/work times may be made with the permission of the faculty member.

Exceptions to the normal workday schedule include: Preschool, Culinary Arts (for Heritage Restaurant), Health (for Clinicals), Job Training (7:00 am -3:30 p.m.), Training Solutions, Technology Academic Area (for low enrollment in day classes), (see Appendix D - Departments/Programs and Academic Areas), and classes with times listed as “arranged” in the class schedule. The exceptions to the normal workday are best made in a cooperative effort between the Faculty and the Administration.

Classes which end prior to 5:00 p.m. are day classes. Classes meeting Monday through Thursday and ending 5:00 p.m. or later are evening (or night) classes. Classes meeting Friday and ending 5:00 p.m. or later, or anytime on Saturday or Sunday, are weekend classes. All classes outside of the Academic year are summer semester classes.

B. WORKLOADS

1. “Normal workload” is defined as the aggregate of the number of hours assigned a faculty member within a given academic work year.

The normal workloads for full-time faculty members are

a. Classroom faculty members with thirty-two (32) week contracts - fifteen (15) contact hours per semester for a total of thirty (30) contact hours, or equivalent, per academic year. Assignment of 12 hours in a semester of composition classes will constitute a full load. Current composition courses are BA 101, and 102; EN 097, 098, 100, 101, 102, 243, 244, 246, 247, and 248; and JR 251 and 252.

b. Classroom faculty members with 40-week contracts - thirty seven (37) contact hours comprised of fifteen contact hours per academic year semester and seven contact hours in the first summer session or its equivalent. Composition faculty members shall teach 30 contact hours comprised of 12 contact hours per academic year semester and 6 contact hours in the first summer session or its equivalent. If either a faculty member or the administration requests a deviation from this schedule, the faculty member and the administrator must mutually agree to the revised work schedule.

c. Non-classroom faculty (librarians and counselors) with thirty four week contracts--35 hours per week, or its equivalent in the academic year (See Appendix A.)

d. Non-classroom faculty with 42-week contracts shall work 35 hours per week for the 34 weeks during the academic year plus the first summer session. If either a faculty member or the administration requests a deviation from this schedule, the faculty member and the administrator must mutually agree to the revised work schedule.

e. Academic year calendar adjustment for non-classroom faculty.

Non-classroom faculty who would like to adjust their 34 week schedules to follow the thirty-two week academic year calendar will have the option of working an extra half-hour per day to make up the seventy hours. The extra half-hour per day shall be contiguous to the faculty member’s normal workday. Any other new arrangement of hours is to be mutually agreed upon by the faculty member and his/her supervisor. Job Training and Training Solutions faculty members will have a normal workload of forty (40) hours per week. Half-time Training Solutions faculty members will have a normal workload of twenty (20) hours per week.

f. Preschool lab faculty members will have a normal workload of forty (40) hours per week.

1. One preschool lab instructor, assigned the infant lab responsibilities, will have a 52-week contract that will be offered to qualified lab instructors and will be based on seniority.

2. All other preschool lab instructors will have 41-week contracts that include the academic year and one summer session.

3. The lab preschool director and the child development program director will determine the number of summer session openings based on enrollment of children and child development students for each session.

4. Lab instructors will select their summer session(s) by seniority as defined by Article 6.G.

g. For the faculty member who assumes the responsibilities of athletic director, the normal workload will be 18 contact hours per academic year or its equivalent. If two or more persons share the responsibilities, the normal workload shall be adjusted proportionately.

2. Before any provisions of Article 6.G are implemented, faculty members will have the opportunity to receive a normal workload. If a normal workload is not available in a faculty member’s department/academic area, the College may complete that full-time faculty member’s normal workload in other departments/academic areas.

In the event full-time faculty members are given additional class assignments to complete a normal workload, the College shall pay overload when such assignment exceeds the normal workload.

The assignment of a given number of hours in one (1) semester shall not be construed to be a necessary determinant for assignment of hours in a subsequent semester.

3. The normal workload for full-time faculty members shall also include instructional preparation, accurate recordkeeping, and evaluation of student performance, maintenance of posted office hours, academic advising, and attendance at commencement. Faculty members may determine how they can best serve in the faculty roles as set forth in the faculty evaluation plan.

C. CONDITIONS

1. The general working conditions that are not otherwise addressed in this agreement shall be maintained as in effect at the time of the signing of this agreement except where improvements are provided by the College. Alleged violation(s) of this section shall be pursued under the Type A grievance procedure only.

2. The College shall assign each faculty member to a department. The department head/program director shall, except for Training Solutions and Job Training, recommend at his/her option the normal workload with final approval of the Dean. A department head/program director must be a faculty member.

3. The College shall not reassign any faculty member from one department to another without discussing the proposed reassignment with the faculty member. The faculty member may have the President of the Association or a designee attend the discussion.

4. No faculty member transferred to another position within the bargaining unit shall be terminated as a result of that position being eliminated. Such transferred faculty member shall retain seniority rights in the previously held bargaining unit position.

5. Internships and Cooperative Education shall be equated at five (5) students per contact hour. Each faculty member teaching cooperative education shall conduct a minimum of two (2) verified on-site visits per student per course and one (1) evaluative meeting with the supervisor and the individual student near the end of the course. Exceptions shall be granted when visitations are out of the Grand Rapids area or for unusual scheduling circumstances.

6. The College shall not assign a faculty member, other than Training Solutions faculty, more than one (1) day teaching assignment at a location other than his/her own primary work site without the faculty member’s approval.

7. Any faculty member whose load equals a full-time semester load shall be compensated and shall receive fringe benefits equivalent to those received by a full-time faculty member for that period of time and at the appropriate rate. Should this occur for four consecutive (academic year) semesters, a full-time regular contract shall be offered the following semester. The faculty member shall be given a third year of probation before tenure is granted. Summer semester assignments are not counted for this section.

8. Course Development

When full-time faculty members submit new course offerings upon their own initiative, they will not be remunerated for the effort of writing the courses. However, they have a right of first refusal for the assignment to teach three (3) day sections of the new course(s) they have developed. If the class(es) is/are being offered as overload, the faculty member who developed the course must make the course his/her first and second selection, or he/she forfeits the right of first refusal for that semester. This section supersedes level one in overload selection. Non-classroom faculty members have a right of first refusal for the teaching assignment(s) outside their normal work hours.

If a dean requests faculty members (including part-time/adjunct) to develop a specific new course to serve a specific purpose (e.g., a course required as part of a new program), they will be remunerated for such work at the appropriate rate in appendix B-18, but may not necessarily have a right of first refusal to teach the course. The Faculty Association and the dean will agree to the approximate number of hours needed before the start of the work.

Training Solutions faculty shall have course development as part of their normal workload.

9. If a dean requests faculty members to revise course outlines in a manner different than the normal course revision process, they will be remunerated at the appropriate rate in appendix B-18. Normal course revisions take up to four (4) hours and are done every three (3) years.

The Faculty Association and the dean will agree to the approximate number of hours needed before the start of the work.

Training Solutions faculty shall have course development as part of their normal workload.

10. Faculty Payment for Test Development and Authorization for Challenge Examination

For the development of new challenge examination and manuals of operation, faculty members will be compensated at the appropriate rate in appendix B-18 up to a maximum of 15 hours for each course. Authorization for the preparation of challenge examinations rests with an instructional dean. Requests for such authorization should be sent to the dean.

All test and manual revisions will be initiated and monitored by the appropriate academic dean. It is suggested that the tests should have longevity of three years. Tests and manuals will be assessed for needed revisions by the dean. In those cases where revision is necessary, payment to the faculty member for needed changes shall be computed at the appropriate rate in appendix B-18, up to a maximum of 15 hours per course.

The faculty member and the dean will agree to the approximate number of hours needed, prior to the start of the work.

D. SENIORITY

1. Seniority begins from the individual’s most recent appointment date to full-time service at the College (GRJC/GRCC) as a member of the Association. In instances where the faculty member has been continuously employed as a member of the Association under a full-time temporary contract immediately before a regular full-time appointment, seniority begins with the starting date of the continuous full-time temporary employment.

2. Department or academic area seniority shall begin with the date of assignment to a department or academic area or the date of commencement of full-time work as a faculty member, which ever date is later. Such seniority shall prevail in all questions concerning order of selection of overload assignments consistent with the provisions of Article 6 G. Department or academic area seniority is used to determine the order of layoff within a department or academic area.

3. Ties will be broken first by date of written acceptance of employment to a full-time position represented by the Association and second, if necessary, by blind draw. This does not supercede ties broken by prior agreement.

4. A faculty member who is transferred to a different department or academic area at the request of the College shall carry his/her department or academic area seniority into the new department or academic area. A faculty member who requests and is granted a transfer will use his/her start date in his/her new department or Academic Area as his/her department or academic area seniority date.

5. Human Resources will prepare a master seniority list indicating length of continuous full-time service at Grand Rapids Junior/Community College and issue the list to the Faculty Association President no later than 60 days after the beginning of the academic year.

6. Full-time faculty released from a faculty assignment to handle full-time administrative or support duties shall not be credited with Grand Rapids Community College faculty seniority for the time released. This provision shall apply to release time beginning August 23, 1984.

7. Any Grand Rapids Community College administrator returning to the classroom as a full-time faculty member will receive credit toward seniority equal to the number of years served as a full-time faculty member at Grand Rapids Junior/Community College.

8. Sabbatical leaves shall be credited toward seniority.

9. Faculty members required to attend or participate in military service obligations, other than weekly or monthly drill sessions because of membership in Reserve Units, shall be credited that time of service toward seniority.

E. STUDENTS AND RECORDS

1. Faculty members shall not allow unauthorized persons in their classes for more than one (1) class session. Unauthorized persons are those who have no evidence of having paid their tuition.

2. Faculty members shall not cancel a class without prior approval of the appropriate academic dean or designee.

3. Each faculty member shall maintain records of individual students for seven (7) years. A faculty member, upon separation of employment, shall leave the records with his/her academic dean. Faculty members will be supplied with appropriate grading and record materials on a timely basis. Faculty will have at least one week’s notice before submitting the records.

4. Grades for 14-week classes must be submitted to the Registrar’s Office within 72 hours (3 work days) from the time the last exam ends.

5. For all classes ending prior to the normal 14-week semester (e.g., 7, 10, and 12-week classes), grades must be submitted to the Registrar’s Office 72 hours (3 work days) from the scheduled end date of that class.

6. Training Solutions faculty shall submit end of course paper work within 72 hours (3 work days) of the completion of the course.

F. OFFICE HOURS / MEETINGS

1. Classroom faculty (full-time) shall be on campus a minimum of five (5) office hours per week for student consultation in addition to their normal teaching load. Faculty members shall schedule hours where appropriate in both a.m. and p.m. modules in locations accessible to their students.

So as to best serve the students, faculty members will schedule, post and adhere to office hours in units of no less than 30 minutes. Faculty members shall submit their schedules to their academic dean upon his/her request. If the faculty member will not be in his/her scheduled location during these hours, he/she must post the new location in a reasonable manner and place.

2. The faculty member shall also be available additional times each week on campus for preparation and attendance at meetings related to his/her teaching function as scheduled by their deans or department heads/program directors. A faculty member should make reasonable effort to attend these meetings.

3. Training Solutions faculty shall schedule office hours by mutual agreement between the faculty member and the executive director or designee for a rolling thirty day period.

G. OVERLOAD

Overload is defined as work not assigned as part of the normal workload. Overload shall be assigned to faculty members in the following manner.

1. In determining if a faculty member is qualified for an overload assignment, qualifications may include, but are not limited to the following: areas of study, related work experience, academic achievements related to the overload assignments and the similarity of credentials held as compared to individuals who have taught the same course in the past.

2. Overload can be limited by the dean of a faculty member based on the following:

a. Criteria

(1) During the first year, probationary faculty may be limited to one overload selection per semester.

(2) Teacher Performance, including:

(a) Allowing persons who have not paid tuition for the class to attend more than one class session.

(b) Failure to turn in grades on time.

(c) Failure to meet classes during the time scheduled, (as stated in official College publication), and for the appropriate length of time.

(d) Failure to complete commitment after acceptance of an assignment. This shall not apply to faculty who are unable to complete the assignment due to illness (or sick leave) or other justifiable reasons.

(e) Unsatisfactory evaluation (See Memo of Understanding, Faculty Evaluation, dated May 11, 2001).

b. Process

If the faculty member has demonstrated poor teacher performance, the following process will occur:

(1) The faculty member will be given a written warning, documenting the unsatisfactory performance, by his/her dean stating that improvements must be made and that if improvements are not made, corrective action may be taken by the dean. This warning must be received by the faculty member within 30 days from the end of the semester in which the poor performance occurred and remains in effect for two years from the semester to which the warning relates. A faculty improvement plan shall be developed by the faculty member and the dean.

(2) Upon a second similar infraction the dean may limit the overload of a faculty member in the following manner. The dean must notify the faculty member, in writing, documenting the unsatisfactory performance. Overload limitations must relate to the infraction, and the limit may take the following forms:

(a) limitation of the number of contact hours

(b) limitation of the number of different course preparations

(d) restriction of courses allowed for selection

(e) other restrictions as agreed to by the affected faculty member and dean

The dean shall monitor progress made on the improvement plan, and may limit overload if any unsatisfactory teacher performance continues.

3. Whenever possible, all overload opportunities must be offered and equitably shared among full-time faculty

members, subject to the limitations of Article 6.G.2.

4. Classes shall be offered to qualified personnel by rotation according to their seniority. The overload will be offered to personnel in the following order. When all faculty have acquired their maximum overload hours or rejected assignments, the process moves on to the next level.

Level 1 Full-time faculty members within a department or academic area who have taught a course as part of their normal workload within the previous five (5) years may select such courses. Any faculty members with two or more pre-assigned hours (or equated hours) beyond their normal workload shall have these hours replace their first rotation selection. Faculty members may select up to eight (8) hours at this level.

The selection process does not move to level two until each level one faculty member has selected eight (8) hours or has passed. A faculty member is assumed to have passed when there are no level one classes available for selection which would still be within his/her eight (8) hour limit.

Level 2 Other qualified full-time faculty within the department or academic area

Level 3 Other qualified full-time faculty members and half-time Training Solutions faculty, at the discretion of management, retired faculty members. (It is the faculty members’ responsibility to submit in writing their desire to teach in another department. This request should be sent to the Dean responsible for the department in which they desire to teach.)

Level 4 Returning part-time/adjunct faculty and, at the discretion of the Association President, qualified administrative staff.

Level 5 Other qualified personnel.

5. Examples of pre-assigned hours are summer (fall/winter) academic advising; grant projects that provide stipends; non-academic assignments where stipends are paid; and projects, assignments, etc., where stipends are granted. Hours that are excluded: Curriculum development and course development, non-instruction work (e.g., equipment/lab maintenance) paid at the 2% rate. The assigned hours that are not revealed at the beginning of the overload selection for one semester (summer, fall, and winter) shall be the faculty member’s first choice for the following semester.

6. Administrative personnel are excluded from the bargaining unit, do not accrue seniority or longevity, and do not pay dues. They are required to pay the responsibility fee.

7. Timing of Overload Selection: See Memo of Understanding.

8. Classes which are formed after overload selection has occurred shall be offered to qualified personnel in the order of the lowest amount of overload selected.

9. A faculty member may select up to twelve (12) hours of overload per semester. To avoid the splitting of classes, a faculty member may exceed this limit by no more than one contact hour. Classes will be split between faculty members only with the approval of the appropriate dean.

10. Adjunct faculty may be assigned up to twelve (12) contact hours per semester. To avoid the splitting of classes, adjunct faculty may exceed this limit by no more than one contact hour.

11. Overload shall be limited to 26 contact hours in the summer semester.

12. Equated hours:

A. Compensation received from department head, team leader, athletic director, extracurricular remuneration, stipends, additional assignments, extra work, and extra compensation (but not substitute pay or travel time pay) shall be equated to contact hours and shall count toward, the hour limits of Article 6.G. 9 through 11 above and shall be called “equated hours.”

B. The number of a faculty member’s equated hours shall be determined by dividing the dollar amount of the compensation described in Article 6.G.12.A by the current overload rate. Compensation which totals more than ½ of the MA overload rate per semester will count toward an equated hour.

C. Any faculty member who wishes to retain his or her first-round overload selection may request from his or her Dean a reduction of his or her normal work load assignment by three contact hours. The Dean may grant the request, at which time the equated hours will be applied to the normal load. The faculty member must select additional classes during overload selection to complete his or her normal work load plus a minimum of three contact hours.

D. Any faculty member making the request described in the preceding provision (i.e. Article 6.G.12.C) must make the request before overload selection begins.

E. Any faculty member may elect that one hour of compensation for his or her summer equated hours be paid before the end of the winter semester. This election must be made in writing by April 30.

13. Training Solutions work is not subject to the overload selection process.

H. DISTANCE LEARNING

1. Distance Learning – Courses wherein the student and the faculty member are separated by time and/or space, generally delivered via some form of technology. Categories of distance learning course options include:

a. Telecourse – A course that is primarily delivered via television broadcast or video.

b. Interactive Television (I-TV) – A course delivered in real-time over two-way interactive television to one or more sites.

c. Online – A course delivered via the web using the College’s designated course management system.

d. Hybrid – An online course that includes scheduled classroom instruction. Scheduled classroom instruction shall not exceed fifty percent of the contact hours for the course.

2. Telecourse Instruction

a. Telecourse classes (except EN 101) will be conducted with a forty (40) student maximum. Up to ten (10) additional students may be added to a section with the faculty member’s permission. The faculty member will be compensated 1/10 of a contact hour for each additional student. (No more than ten (10) students may be added to a section.)

b. English 101 telecourse classes will be conducted with a twenty-five (25) student maximum. Up to six (6) additional students may be added to a section with the faculty member’s permission. The faculty member will be compensated 1/6 of a contact hour for each additional student. (No more than six (6) students may be added to a section.)

c. The enrollment limit for labs associated with telecourses will be twenty-four (24) students.

3. I-TV Course Instruction

a. The maximum number of sites for 2-way video/audio is four (4), which includes the broadcast site.

b. The maximum number of students allowed per section is thirty (30).

c. In the event there is no courier service, travel time pay and mileage reimbursement shall be paid regardless of the assignment of the class as normal load or overload. (Refer to article 7,E.)

4. On-line Course Instruction
The enrollment for on-line classes will be no greater than twenty-two (22) students per section.

5. Hybrid Course Instruction
The enrollment for hybrid classes will be no greater than twenty-two (22) students per section.

6. Qualifications for I-TV, Online, and Hybrid Instruction

Faculty members must be qualified to teach with the appropriate technology before they are assigned or select I-TV, online or hybrid courses. The College shall provide training opportunities to faculty members wanting to teach a class using these delivery systems. The qualifications for teaching these courses may be met by completing the College’s distance learning training. Faculty members may choose to receive training through other means. Faculty members who have taught GRCC I-TV, online or hybrid courses shall be considered qualified for that category of distance learning instruction.

7. Online and Hybrid Training

a. A faculty member who wants to complete the College’s Online/Hybrid training and create a template for a course without an existing template shall get department approval before submitting his/her request to the Online/Hybrid Coordinator. Deans’ Council shall make final approval of online course offerings.

b. A faculty member who wants to complete the College’s Online/Hybrid training for a course with an existing template shall submit his/her request to the Online/Hybrid Coordinator. These faculty members will be selected based on the earliest written (including e-mail) request for training.

c. Half of the enrollment in each Online/Hybrid training shall be reserved for faculty members creating a course without an existing template and half for those taking the training for a course with an existing template. Enrollment will be open to other faculty if the training is not filled two weeks prior to the start of the training.

8. Compensation

The College shall provide compensation for its online training and the creation of an online course template. An online course template includes the online syllabus, the online weekly plan for the course, and the initial student instructions explaining the structure of the course.

The compensation will be as follows:

a. Online/Hybrid

Online/Hybrid Training – Compensation equals the course development hourly rate (Appendix B-18) times fifteen (15). A faculty member will be paid only once for this training.

Online Template Creation – Compensation equals the course development hourly rate (Appendix B-18) times fifteen (15) times the number of credit hours of the course.

1. Faculty members who complete the training and create a template for a course without an existing template shall be compensated for both the training and template creation.

2. Faculty members who complete the training for a course with an existing template shall be compensated for the training.

3. Faculty members not requiring the training who create a template for a course without an existing template shall be compensated for template creation. The faculty member and the Dean of Instructional Design and Learning Technology will agree to the compensation for template creation prior to the start of the template creation.

b. I-TV

A faculty member shall be compensated one (1) additional contact hour for the first time he/she teaches a particular course in the I-TV format.

The opportunity to receive compensation for I-TV, Online, and Hybrid training shall expire on August 31, 2007. Full time faculty who have submitted their written request prior to May 1, 2007, but are waiting for training shall be compensated for training and template creation completed after this date.

I. INTELLECTUAL PROPERTY AND RESIDUAL RIGHTS

The Board recognizes the traditional rights of a faculty member to maintain full ownership of and benefits from any works produced on his/her own unless the College compensates the faculty member for such development or College resources are used. Such work includes, but is not limited to, literary, musical, or artistic compositions; inventions; processes created or materials authored.

If a faculty member uses College resources, the faculty member and Provost, or designees, shall mutually agree to the management of intellectual property and allocation of residual rights.

College resources (for the purposes of this article) shall not include the use of the College library, office space or College owned computer therein.

It is understood that a faculty member’s lesson plans and materials created in support of those lesson plans (such as, but not limited to, class notes, handouts, presentations, and tests) are the property of the faculty member. A faculty member compensated for the creation of an online course template shall not retain ownership of the template.

ARTICLE 7 - SALARY, WAGES AND BENEFITS

A. SALARY SCHEDULES

The salaries of faculty members covered by this agreement shall be set forth in:

Appendix B-1 for Contract Year 2004-2005

Appendix B-2 for Contract Year 2005-2006

Appendix B-3 for Contract Year 2006-2007

Appendix B-4 for Job Training and Training Solutions for Fiscal Year 2004-2005

Appendix B-5 for Job Training and Training Solutions for Fiscal Year 2005-2006

Appendix B-6 for Job Training and Training Solutions for Fiscal Year 2006-2007

Appendix B-7 for Preschool for Contract Year 2004-2005

Appendix B-8 for Preschool for Contract Year 2005-2006

Appendix B-9 for Preschool for Contract Year 2006-2007

B. SALARY FOR OVERLOAD

The remuneration for teaching overload is shown in Appendix B-16.

C. SALARY - EXTRACURRICULAR - PROJECT SEMINARS

The remuneration for all College extracurricular activities is in Appendix E of this Agreement. Appendix F contains the remuneration schedule for project seminars.

D. LONGEVITY

NOTE: Any faculty member hired (reporting to employment) after May 31, 1981 will be given longevity credit only for Grand Rapids Public Schools/Grand Rapids Junior College/Grand Rapids Community College employment. Faculty members hired after June 30, 1991, will be given credit only for Grand Rapids Community College longevity.

Once earned, these increments accumulate and are paid in all subsequent years of employment at the College (Appendices B-10 & B-11).

1. Longevity Service

Faculty will earn longevity service increments on the following timeline:

At the start of each of these years: 13^th, 18^th , 23^rd, 28^th, 33^rd.

These increments will be paid according to the schedule in Appendix B-10.

2. Longevity Training

Longevity training increments will be paid according to the schedule in Appendix B11at the start of these years 4^th, 18^th, 23^rd, 28^th, 33^rd.

To be eligible for a longevity training increment, faculty members must complete six credit hours of study.

Training earned between the following years, inclusive	Paid when it is earned and submitted, but not paid before the start of these years:
0-9 years	4^th year
12-23	18^thyear
18-28	23^rdyear
23-33	28^thyear
28-38	33^rd year

If the longevity training credit is earned after the start of any longevity training eligibility year, the longevity pay will be prorated for the remaining part of the year in which training credits are submitted according to the dates in Article 7.G.

Longevity training includes:

a. Graduate credit

b. Undergraduate credit

c. Non-credit Product Service School; non-credit National Science Foundation; National Defense Education Act seminars; professional societies; training programs and workshops as approved under Article 7.H (Advanced Training beyond a Master’s Degree).

d. Continuing Education Units (twelve to fifteen hours of instruction shall be equal to one semester hour of credit).

e. Current and appropriate work experience in an hourly or salaried position in business or industry. (The nature and amount of work experience applicable for longevity credit will be evaluated by the appropriate dean. Normally, 80 hours of appropriate work experience shall be equated to 1 semester credit of advanced study.)

E. TRAVEL TIME PAY AND MILEAGE REIMBURSEMENT

1. A faculty member teaching an off campus class shall be reimbursed the exact cost of parking at such off-campus class upon submission of receipts for such parking costs. Mileage reimbursement shall be made according to the IRS rate and shall apply to travel beyond a faculty member’s normal commute. It shall be measured from the faculty member’s home to the work site and shall not exceed the mileage from the downtown campus to the work site. If a faculty member teaching an off campus class as part of his/her normal work load elects not to use his/her personal automobile, he/she shall be provided with a College car if one is available.

2. A fulltime faculty member teaching a class as part of his/her normal workload outside the district and twenty-five (25) or more miles from the home campus, shall be eligible for travel time pay, provided the faculty member is not receiving release time, co-op time, internship time or remuneration under Appendix E for the same assignment. Travel time will be compensated at one half (1/2) the overload rate (hourly rate = overload rate ¸ 2 ¸ number of weeks per semester).

Travel time will be calculated from the faculty member’s home to the work site and will be determined mutually by the faculty member and his/her dean. Travel time shall not exceed the travel time from the downtown campus to the work site. The faculty member will receive written verification of the amount of travel time per trip. The dean shall notify any faculty member eligible for travel time pay at the beginning of each semester.

Exception to travel time pay requirements will be made for ITV courses as referenced in Article 6.H.3.C.

3. The faculty member must submit a completed reimbursement form for both travel time pay and mileage reimbursement. Travel time pay forms shall be available through the Human Resources Department and must be returned to Human Resources at the end of each semester (the day that grades are due). Mileage reimbursement forms shall be available through Financial Services and returned to Financial Services.

4. If a faculty member agrees to have his/her entire normal work load at a location more than twenty-five miles from the home campus, he/she will not be eligible for travel time pay or mileage reimbursement for travel to and from home. However, travel required to and from that work site to the home campus will be eligible for mileage reimbursement at the IRS rate.

F. SALARY SCHEDULE CREDIT

Credit on the salary schedule beyond five (5) years may be granted by the President to new (incoming) faculty members for teaching, industry, business and/or military experience and service. The President’s decision shall be final and binding.

G. CHANGES IN SALARY

Each faculty member’s base salary (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a master’s degree, and G credit) shall be adjusted at the beginning of each semester. The faculty member must provide to the Director of Human Resources (Labor Relations, Employment & EEO/AA) his/her appropriate credentials (from an accredited institution) in accordance with his/her degree status.

Such remuneration will be paid for the fall semester if written verification is submitted on or before September 30, and will be paid for the winter semester if submitted on or before February 16 and will be paid for the summer semester if submitted on or before June 15. If verification is submitted after the above dates, the additional remuneration will begin at the beginning of the next semester.

Job Training and Training Solutions faculty members’ base salary shall be adjusted July 1 and/or January 1. Evidence of longevity training, longevity service, degree, and advance training beyond a master’s degree is due by August 1 to be effective on July 1 and by February 1 for January 1.

H. ADVANCED TRAINING BEYOND A MASTER’S DEGREE

Remuneration for advanced training beyond a master’s degree is in Appendix B-14.

Courses to be used toward master’s plus credit must be graduate level (exceptions solely with prior approval from the appropriate dean). It is the responsibility of the faculty member to submit written verification in a timely manner to the Human Resources Department. See Article 7.G “Changes in Salary.”

Non-Credit Product Service School; non-credit National Science Foundation; National Defense Education Act seminars; professional society training programs and workshops will be recognized for Master’s + 10, Master’s + 20 or Master’s + 30 under the following conditions:

1. Request must be submitted in writing to the appropriate academic dean at least ten (10) days prior to the commencement of the course. Such request must include the course name, description, including number of hours of instruction, date, and the name of the source of training offering the course.

2. Such courses or workshops must be equivalent to college credit courses.

3. The courses must be related to the faculty member’s regular College assignment. The administration’s judgment of this condition is final and binding and is not subject to the grievance procedure.

4. Approval or disapproval shall be submitted in writing to the faculty member.

5. Twelve to fifteen hours of instruction shall be equal to one (1) semester hour of credit. The academic dean will provide in writing to the faculty member and Human Resources the credit equivalent that will be granted for the course.

I. SALARY FOR EXTRA WORK

A full-time faculty member requested by the administration to work, in his/her regular assignment, outside the academic year or during academic year vacation periods shall be compensated at the rate of two percent (2%) of his/her base salary (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a Master’s Degree and G credit) per one (1) full week (5 days) of work or four tenths of a percent (.4%) per normal workday (see Appendix B-18).

J. PART-TIME AND ADJUNCT SALARIES

1. Classroom adjunct faculty members shall be paid the appropriate rate in Appendices B-16 or B-17.

2. Non-classroom adjunct faculty members shall be paid the appropriate prorata rate calculated from Appendices B-1, B-2, or B-3. Hourly part-time faculty members shall be paid the appropriate rate in Appendices B-7, B-8, or B-9.

3. Adjunct Job Training faculty members shall be paid the appropriate pro rata rate in Appendices B-4, B-5, or B-6. Half-time Training Solutions faculty members shall be paid 50% of the Instructor rate in Appendices B-4, B-5, or B-6.

4. Sections D. “Longevity,” Q. “Payroll Deductions,” and R. “GRCC Tuition,” shall not apply to faculty members working less than one-half time or to those employed only in the summer.

5. Hourly part-time and half time Training Solutions faculty members shall receive prorated insurance if qualified under Article 7.P.

K. SUBSTITUTE SALARIES

Faculty members requested by the administration to instruct classes other than their own scheduled classes and accept such assignment shall be paid on a per contact hour basis equal to the overload rate divided by fifteen (15). Reasons for such paid substitutions shall be as follows:

1. Absence due to illness of faculty member or death of family members or friends.

2. Absence due to leave without pay.

3. Absence due to leave with pay when such leave is requested by the Administration.

4. Absences due to visitation leave (first two (2) days only).

5. Death of faculty member until a new appointment is possible.

6. To fill vacancies until a regular appointment is made.

L. OVERTIME FOR HOURLY PAID FACULTY MEMBERS

1. Hourly faculty members who are eligible for overtime shall be paid straight time up to forty (40) hours per week. When a faculty member is requested by his/her immediate supervisor and agrees to work overtime, overtime shall be paid at the rate of time and one-half for all hours worked over forty (40) and per one (1) week. All overtime must be authorized by the faculty member’s immediate supervisor.

2. Hours worked on Saturdays and Sundays shall be paid at the rate of one and one-half times the hourly rate if those hours exceed forty hours (40) for the week. Hours worked on designated College holidays shall be paid at the rate of two (2) times the hourly rate plus regular holiday pay for hours worked, if eligible for the same.

3. Each hourly faculty member shall receive a paid 15-minute break in the morning and in the afternoon, and shall receive an unpaid lunch break near the middle of his/her day.

M. COMPENSATORY TIME FOR HOURLY FACULTY MEMBERS

Compensatory time is measured from the number of hours authorized for the position. Compensated time shall be accumulated at straight time up to forty (40) hours per week and at the rate of time and one-half for all hours worked over forty (40) per week. Compensatory time shall be granted as determined by the immediate supervisor. No compensated time shall be accumulated unless authorized by the faculty member’s immediate supervisor.

Compensatory time may be accrued only to the extent allowed by law. Compensated time shall be utilized or converted to pay prior to transferring or changing positions or termination. In the last pay period of the fiscal year, any compensatory time over forty (40) hours (27 worked hours) in a faculty member’s account will be paid.

N. HOLIDAY PAY (Hourly faculty members)

The following conditions shall be met for an hourly faculty member to obtain holiday pay:

1. Hourly faculty members regularly employed for 32.5 hours or more per week shall be paid a full day for each holiday.

2. Hourly faculty members regularly employed between 20 hours and 32.5 hours shall be paid on a prorated basis according to the average number of hours worked.

3. Hourly faculty members (full and part-time) must complete the last scheduled workday prior to the holiday and commence work at the scheduled time the first scheduled workday after the holiday. This section shall not apply when there is proven illness or injury or when a holiday falls within a faculty member’s vacation.

O. PAYROLL

Base salary (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a master’s degree and G credit) will be paid in approximately equal payments beginning not later than the second Friday in September and every two weeks thereafter. Hourly faculty members shall be paid longevity increments as a lump sum payment the first date in December. A thirty-two (32) or thirty-four (34) week faculty member must select to be paid over twenty (20) or twenty-six (26) pay periods. If a selection is not made, twenty- six (26) pays will occur. A faculty member with a longer contract will be paid over twenty-six (26) pays. This selection will remain in place for subsequent years until changed by the faculty member. Any changes must be made by August 1^st. Faculty members hired during the year will have their base salary spread evenly over the remaining pay periods.

For Training Solutions and Job Training faculty, base salary (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a master’s degree) will be paid in approximately equal payments beginning no later than the first pay date that includes the faculty member’s date of employment and every two weeks thereafter.

Overload compensation shall be distributed throughout the normal paydays in the semester, beginning not later than the third (3^rd) pay period after the teaching begins. In the event a normal workload may not be available winter semester, a faculty member may elect to defer payment for fall overload until winter semester.

Pay for extracurricular, special projects, part-time/adjunct, overtime and other non-base compensation will be paid during the pay periods in which it is earned.

If a faculty member’s annual load is less than a normal workload, he/she retain his/her full-time status; however, the faculty member’s base salary is reduced as follows:

1. The first two contact hours are reduced at the overload rate.

2. The remaining shortfall is reduced on a pro rata basis.

P. INSURANCE

1. The insurance benefit program described below shall continue for the duration of this Agreement unless changed by mutual agreement between the Association and the College.

2. Hospital-Medical

Each full-time faculty member is entitled to the insurance benefits. (Adjunct faculty who have previously received health benefits, see memo of understanding dated August 11, 2004.)

Hourly faculty members qualify to receive full benefits with a workload of 32.5 hours or more per week.

Hourly faculty members, half-time trainers and salaried non-classroom faculty members with continuing contracts working 20 hours or more, but less than 32.5 hours per week shall be paid hospital medical on a pro rata formula using 32.5 hours as the base.

Adjuncts shall have the ability to purchase health insurance coverage under the group rate, but without employer contribution.

a. Carrier

(1) Faculty members shall continue to be insured by the carrier with whom they presently have coverage unless they notify the College Business Office of a change on or before the last day of the open enrollment periods of the insurance companies.

(2) New faculty members shall make a choice of carriers prior to commencing employment. Coverage begins the first day of the month following your hire date.

(3) Faculty members may select MESSA, Priority Health, or Grand Valley Healthcare Plan during open enrollment.

b. Coverage

(1) Hospital - Medical Insurance

(a) Single, double or full-family plan premium shall be paid by the College for 2004-2005 and 2005-2006. For 2006-2007 members electing MESSA coverage will contribute the following amount toward the monthly premium, beginning in November, 2006:

Single: $40/per month

Double: $75/per month

Family: $95/per month

Faculty members electing either Priority Health or GVHP will not contribute toward the monthly insurance premium. Beginning with the 2006-2007 fiscal year, Priority Health and Grand Valley Healthcare Plan deductibles will change as follows:

	Priority Health	GVHP
Office Co-Pay	$10.00	No change
Prescription	$10.00/20.00	$10.00/20.00
Emergency Room	$75.00	No change

(b) Effective July 1, 2001 MESSA Super Care 1 including the Hearing Care Rider, Preventive Care Rider and Prescription Drug Rider (copay $5/$10).

(d) Benefits.

1. Refer to plan document for specific benefits.

2. If the faculty member is not in need of such benefits, the College will pay $317 per month during the 2004/2005 fiscal year toward the Optional insurance programs or a cash payment in lieu of hospital medical benefits. For each of the following years, 2005/2006 and 2006/2007, this amount will increase either 2.5% for 2005-2006 and 3.0% for 2006-2007 or the increase on health care costs, whichever is less.

(2) Each faculty member must select hospital-medical coverage based on COORDINATION (need and family status) OF BENEFITS. The selections are as listed below:

(a) Employee with family

(b) Employee and spouse

(d) Option program, see Appendix H

Example: If your spouse is not covered with hospital- medical coverage, you should select a) or b). If your spouse has single hospital-medical coverage with his/her employer, you should select c). If your spouse has you covered, you should select d).

(3) Husband and wife both employed by the College and pursuant to their qualifications may select any of the above but shall not receive double health insurance coverage.

(4) Any faculty member, via payroll deduction, may select other insurance benefits if available from MESSA or other carriers provided by the College.

(5) Should a faculty member die during the period covered by this Agreement, continued coverage for the family of the faculty member shall be offered according to the Federal COBRA guidelines. The College will pay the premium for the first sixty days. After sixty days, such cost must be paid monthly according to COBRA guidelines by the faculty member’s representative.

3. Life Insurance/Death Benefit

The College shall provide each full-time salaried faculty member a death benefit or term life insurance coverage equal to one and one-half (1½) the faculty member’s base salary (calculated as the sum of step from salary schedule, longevity service, longevity training, degree, advanced training beyond a master’s degree, and G credit).

Full-time hourly faculty members shall receive $30,000 death benefit.

A $12,000 death benefit shall be paid to the following:

a. Part-time hourly faculty members working 20 hours or more but less than 32.5 hours per week

b. Adjunct faculty employed from 6-14 contact hours

c. Non-classroom faculty employed at least 10.5 hours per week but less than full-time.

4. The additional term life insurance program implemented in 1969-70 shall continue under the following conditions:

a. Must have no fewer than 75% of the faculty members participating or participation pursuant to the insurance company’s policy.

b. Must concur with the insurance carrier’s rules and regulations.

c. The rate charged to the faculty member, via pay deductions, shall be $.38 per $1,000 per month - no rebates.

d. The amount of term life insurance coverage which can be purchased is up to $20,000, of which the Faculty Association pays the premium on the first $1000. Any additional purchase is subject to insurance company requirements.

5. The College shall provide not less than $1,000,000 liability insurance for each faculty member during the time (hours and days) he/she is employed by the College.

6. Long Term Disability effective January 1, 1975

a. Will be provided for each full-time faculty member who had at least two (2) years of Grand Rapids Community College/Junior College employment with the following stipulations:

(1) 90-day waiting period

(2) 50% of the faculty member’s base salary. (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a Master’s degree and G credit)

(3) Offsets

(a) Social Security

(b) Worker’s Compensation

b. Will be provided for each full-time faculty member with at least two (2) years of Grand Rapids Community College/Junior College service and vested in Michigan Public Schools Employee Retirement System (or participating in the Optional Retirement Plan and meeting the requirements of vesting in the Michigan Public School Employee Retirement System), with the following stipulations:

(1) 60-day waiting period

(2) 66 and 2/3% of the faculty member’s base salary (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a Master’s Degree and G credit)

(3) Offsets

(a) Social Security

(b) Worker’s Compensation

(4) Each faculty member must utilize all of his/her sick leave before becoming eligible for LTD benefits.

7. Dental Reimbursement Program

a. Eligibility and Protection

The College shall provide reimbursement to each full-time faculty member.

Reimbursement shall be for the faculty member and dependent/immediate family member (spouse, son, daughter and/or minor child assigned to the faculty member by a court) for the following dental care protection:

(1) Scaling and polishing

(2) Fillings

(3) Fluoride treatment

(4) Extraction

(5) Diagnostic X-rays

(6) Root canals

(7) Crowns

(8) Oral surgery

(9) Bridge, denture and partials

(10) Periodontics

(11) Anesthetics while providing any of the above

(12) Orthodontics (children to age 19)

(13) Oral and maxillofacial surgery

(14) Teeth sealing

The following are excluded:

(1) Any service or supplies not furnished by a licensed dentist.

(2) Any service or supply not reasonably necessary for the dental care of the eligible individual.

(3) Cosmetic.

(4) Any care provided or reimbursed by other sources.

(5) Replacement of lost or stolen bridge, denture and/or partials.

(6) Any portion of a charge for a service in excess of the reasonable and customary charge (the charge usually made by the provider when there is no insurance, not to exceed the prevailing charge in the area for dental care of a comparable nature, by a person of similar training and experience).

b. Effective Date and Rate of Reimbursement 90% (ninety percent) of actual charge with a maximum of $1,500.00 for the full family per fiscal year (July 1 to June 30). This amount shall increase to $1,700 per year beginning July 1, 2006.

c. Reimbursement Procedure

(1) The faculty member must pay the full cost for care protection and submit a copy of the dentist billing and show evidence of payment (canceled check or other documents acceptable to the College) along with the College’s dental reimbursement claim form.

(2) The College will process the claim according to its policies and procedures in effect for all other billings.

8. Vision Reimbursement Program

a. Eligibility

(1) The faculty member must be full-time.

(2) Dependents are:

(a) The employee’s spouse

(b) The employee’s son, daughter, step-children, adopted children, and/or children assigned to the faculty member by the court as defined within the meaning of the United States Internal Revenue Code.

b. Services and Material Covered

(1) Vision examination by:

(a) Optometrist

(b) Ophthalmologist

(2) Correctable Lenses by Prescription

(a) Regular

(b) Contact

(3) Frames

(4) Corrective Surgery

c. Services and Materials not Covered

(1) Cosmetic purposes

(2) Non-corrective lenses

(3) Vision therapy

(4) Medical or surgical treatment of the eyes except for corrective surgery

(5) Replacement of lost lenses or frames

(6) Charges to which benefits are provided under Worker’s Compensation, other laws, other insurance, or other Board policies, rules, etc.

(7) The cost of any service and/or material or of any combination thereof over the tri-annual allowance.

d. Payment and Amount of Reimbursement

(1) Payment

The employee pays the full charge for service and materials stated in “b.” above administered to those eligible outlined in “a.” above.

(2) Reimbursement

The College shall reimburse the employee 90% of actual charge (which the employee paid) for the period July 1, 2004 through June 30, 2007 as follows:

2004-05 2005-06 2006-07

$500 $500 $550

(3) External and Internal Coordination Benefits shall apply to all eligibility claims. In no case shall the reimbursement be greater than the amount stated in “d.2.” above.

e. Reimbursement Procedure

(1) The employee must pay the full cost for care protection and submit a copy of the doctor’s billing and show evidence of payment (canceled check or other documents acceptable to the College) along with the College’s vision reimbursement claim form.

(2) The College will process the claim according to its policies and procedures in effect for all other billings.

Q. PAYROLL DEDUCTIONS

In addition to payroll deductions provided for in Article 2. D, payroll deductions will also be available to the faculty members on a mutually agreed basis for the Lake Michigan Credit Union, for the purchase of United States Savings Bonds, for the United Way, for any annuity program approved by the College and for insurance premiums. Such deductions shall be remitted to the recipients within three business days of the dates of the payroll to which it relates.

The College shall not be liable for any errors or losses in the administration of this provision unless it is shown that the College was negligent in the care and handling of the monies involved.

R. GRAND RAPIDS COMMUNITY COLLEGE TUITION REIMBURSEMENT

Grand Rapids Community College faculty members, their spouses, retired Community College/Junior College faculty members and their spouses who enroll in and complete any courses offered by the College, but not exceeding four (4) credit hours per semester, shall be reimbursed tuition and fees.

S. PARKING

Faculty members whose primary worksite is the downtown campus and who wish to park on campus will pay for parking at the rates of $15 per month for full-time faculty and $5 per month for adjunct faculty for the months of September through April. Free parking space off campus will be provided for faculty members for the months of September to April, and the College will provide a free shuttle service to the downtown campus. All faculty may park at the downtown campus from May through August, without fee.

There will not be any parking fee for Pre-school or Job Training faculty members parking at their work site, nor will these faculty members be charged to park at the downtown campus. There will be no parking fee for Faculty members whose primary work sites are other than the downtown campus, nor will these faculty members be charged to park when conducting business on the main campus.

One lost card will be replaced free; additional lost cards will be replaced for $5.00 each. Damaged cards due to normal wear and tear will be replaced free.

T. AUTOMOBILE VANDALISM AND/OR THEFT

Reimbursement to the faculty member (one-half time or more) for validated damage to personal automobile property due to vandalism and/or theft shall be made under the following conditions:

1. The faculty member is acting in the line of duty when such loss occurs, and the automobile is parked in the designated area as assigned by the appropriate College administrator.

2. Such loss occurs during the time the faculty member was acting in the line of duty.

3. The faculty member’s insurance carrier or the faculty member has paid the first claim (during the duration of this Agreement under conditions 1. and 2. above), except the College will pay the claim up to $100.

4. The items damaged or stolen are attachments to and are regular accessories of the automobile. Tapes, CDs, and add-on audio equipment systems are not considered to be a regular accessory.

5. The automobile was secured (windows locked, doors locked).

6. The damage was properly reported to campus police immediately after the discovery of loss.

7. The faculty member signs the claim form stating the damage and/or loss was, to the best of that faculty member’s knowledge, done while he/she was acting in the line of duty and stating the location in which the auto was parked. At least two (2) estimates from reputable local businesses shall be attached. The forms will be obtained from the Business Office located at 143 Bostwick NE.

U. TUITION REIMBURSEMENT FOR FACULTY MEMBERS

The College shall reimburse tuition to faculty members under the following conditions:

1. Qualifications

a. Full-time faculty members, except for temporary full-time, may qualify.

b. Faculty members on leave of absence without pay for study purposes may qualify provided the faculty member is not eligible for other sources of tuition reimbursement.

c. Faculty members on leave of absence with pay shall not qualify.

d. Course work may not interfere with the faculty member’s assignment. Exception shall only be by approval of the President or designee.

e. Any faculty member eligible to receive tuition reimbursement must return to College employment prior to payment.

2. Course Approval

a. Request must be made in writing on the form provided by the Human Resources Department at least ten (10) days prior to the beginning of the course. Such requests must include the course number, name and description, date, and the name of the university or college offering the course.

b. Such courses must be college credit or workshops equivalent to credit courses.

c. The course must be related to current and/or prospective College offerings. The administration’s judgment on this condition is final and binding and is not subject to the grievance procedure.

d. Approval or disapproval shall be submitted to the faculty member in writing.

3. Tuition Reimbursement Rates

a. Courses taken at the University of Michigan, Michigan State University, or Western Michigan University shall be reimbursed the regular tuition rate charged.

b. Courses taken at other institutions shall be reimbursed at the regular tuition rate charged but shall not exceed the highest current rate of the universities referred to in a. above.

4. Maximum Number of Hours per Fiscal Year (12 Months) for Tuition Reimbursement

a. Eight (8) semester hours or

b. Twelve (12) term hours or

c. Combination of the above not to exceed the equivalent of either 4.a or 4.b.

d. A two-year allotment may be taken simultaneously provided the faculty member is enrolled in a course or courses, which begin in one (1) fiscal year and terminate in the next fiscal year.

5. Tuition Reimbursement Application Procedure

a. Pre-approval of course by the Provost or designee (see U2, Course Approval) must be obtained.

b. The faculty member must satisfactorily complete the course.

c. Submit the tuition receipt to the approving party in a. above for payment authorization.

d. The Human Resources Office shall make payments according to its procedures.

V. PROFESSIONAL EXPENSES

1. Expenses incurred for every full-time faculty member who has received an official leave to attend professional meetings or conferences during the year shall be reimbursed as follows:

2004-05 2005-06 2006-07

$515 $535 $550

The faculty member will be paid actual expenses incurred or an amount totaling the IRS rate per mile driven to and from his/her destination. Claims for such reimbursement shall be made within six (6) months from the time of expenditure. Reimbursement is on the basis of invoices or receipts for room and meals. Said allotment may also be used to pay expenses for professional activities, professional publications, and/or professional dues.

These amounts shall accumulate each fiscal year. If a faculty member submits reimbursement(s) in excess of his/her accumulated amount, the excess amount shall be reimbursed the following fiscal year(s). (No carry over of allotment of expenses will extend beyond the life of this contract.)

At the end of the contract, if all funds in the department or academic area have not been expended, the balance will be prorated to faculty members who incurred actual expenses above their allotment. If there still remain undisbursed amounts, they shall be retained by the department area to be expended at their faculty’s discretion.

W. ASSAULT ON A FACULTY MEMBER

1. If a faculty member acting in the line of duty is assaulted, the incident shall immediately be reported to the College.

2. In cases of injury inflicted on a faculty member while acting in the line of duty and which is properly reported, work time lost by the faculty member shall not be charged against the faculty member’s sick leave. The College shall pay the difference between Worker’s Compensation and the faculty member’s regular base salary (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a Master’s degree and G credit), not to exceed two (2) years so long as the faculty member remains employed by the College.

X. RETIREMENT PAY

The College will contribute the required contribution amount for each employee in the Basic Plan. The College will contribute at the same rate for each employee in the Member Investment Plan. This rate is determined annually by MPSERS.

As to eligible faculty members who elect to participate in an Optional Retirement Plan, the College will contribute eleven percent (11%) of W-2 earnings, excluding cash payments in lieu of health insurance, provided that the faculty member also authorizes the deduction and contributes three percent (3%) of W-2 earnings.

Any faculty member who meets the requirement of the Michigan Public Schools Employees Retirement System and has completed at least ten (10) years of service with Grand Rapids Junior College/Community College shall receive upon retirement $45 for each day of unused sick leave or $50 per year of service, whichever is the greatest. Prior Grand Rapids Public School service will be recognized for any faculty employed prior to July 1, 1992.

Y. WELLNESS

Part-time/adjunct faculty members and their dependents are entitled to enjoy the full use of recreational and Health Club activities and equipment of the Ford Fieldhouse when the building is available. Full-time faculty are entitled to free Full Service Memberships in the Ford Fieldhouse Health Club. The faculty members and families will abide by the rules of operation that apply to other full service members.

Z. ELECTIVE 40-42 WEEK CONTRACT

Faculty members on 32-34 week contracts may elect to work a 40-42 week contract if work for which they are qualified is available in the bargaining unit and if they have at least 90 sick days. Faculty members who elect this option will follow the provisions of the party’s collective bargaining agreement pertaining to 40-42 week contracts, including the accrual of sick days per Article 9.B.1 and payment for remaining unused sick days or years of service at retirement per Article 7.X.

Faculty members who elect to work a 40-42 week contract shall forfeit 90 sick days from their accumulated sick leave banks at the start of the year for each year they elect to work a 40-42 week contract.

For contract year 2004-2005, faculty members must make the election on or before August 23, 2004. In subsequent years, faculty members must make the election on or before the second Friday in August. Faculty members are encouraged to make this election before overload is assigned.

If an exception under Article 6.B.1 is granted to allow a faculty member to fulfill his/her 42 week contract of 37 contact hours (30 contact hours for Composition faculty) over the course of an academic year, then the faculty member shall select the additional contact hours beyond the normal workload as overload. This selection will be after all full-time faculty members have been assigned a normal load but before overload provisions of Article 6.G. are applied.

ARTICLE 8 - LEAVES OF ABSENCE WITHOUT PAY

GENERAL PROVISIONS (Only apply to sections A, C, D, E of this article)

1. The provisions of this Article apply only to full-time faculty.

2. Upon return from a leave of absence, the College shall return a faculty member to the same or comparable position, if one exists, or any other position mutually agreed to by the faculty member and the administration.

3. The College shall reemploy any faculty member returning from an approved leave of absence at the beginning of a semester, unless otherwise mutually agreed.

4. All requests for leave of absence will be applied for and granted or denied in writing. The faculty member must apply for the leave at least sixty (60) days prior to its commencement, except in cases of emergency, urgency or leaves of two weeks or less.

5. The faculty member must notify the President or designee, in writing, of his/her intention to return from such leave at least ninety (90) days prior to the beginning of the winter semester and/or one-hundred twenty (120) days prior to the fall semester. Failure to comply with this condition indicates that the faculty member is automatically resigning from the employment of the College. These timelines do not apply for leaves of two weeks or less.

6. No benefits will accrue for any faculty member while on a leave of absence except as otherwise stated herein. Upon return from such leave, the faculty member’s unused sick leave benefit, which had been accumulated at the time the leave commenced, will be restored to him/her.

A. PERSONAL ILLNESS

Any faculty member who has been afflicted with extended personal illness will be granted a leave of absence up to one (1) year upon application thereof. Such application must be accompanied by a physician’s certificate of recommendation supporting same. Such leave shall be without pay and without increment advancement. This leave shall, upon request, be renewed each year for two (2) additional leaves of one (1) year each. The College may require at its expense a medical examination as a prerequisite to reinstatement after any such leave. In the case of extended family illness such leave would be given consideration.

B. FAMILY AND MEDICAL LEAVE ACT

Faculty are required to use paid leaves which will be charged as leave under the Family and Medical Leave Act of 1993.

As appropriate based on conditions of employment:

1. Requests for leaves of absence under the Family and Medical Leave Act (hereinafter called Act) shall comply with the Act.

2. Faculty members are required to use paid vacation days for family leave as defined under the Act.

3. Faculty members are required to use accumulated paid sick leave days for FMLA leaves because of serious personal illness or serious illness of family, as defined by the FMLA.

4. In determining the 12 months in which FMLA leaves may be taken, a rolling twelve (12) month period measured backward from the last leave date will be used.

C. MILITARY

Any faculty member who is inducted or enlists in any branch of the Armed Forces of the United States will be granted a leave without pay. Upon return from such leave, a faculty member shall receive full credit on the salary schedule for the time served provided the faculty member has received an honorable discharge or honorable release from active duty, submits a written request for re-employment within ninety (90) days from the date of discharge and is still qualified and competent to perform faculty duties. It is the responsibility of the faculty member to submit to the Director of Human Resources (Labor Relations, Employment & EEO/AA) the official documents to support the above activity.

D. SELF-IMPROVEMENT THROUGH STUDY

A leave of absence without pay for up to one (1) year with renewal privileges will, upon approval of the President, be granted for any tenured faculty member who desires to study in his/her major or minor field or any other field approved by the President. The faculty member will, provided he/she was engaged as a full-time participant in such study program and upon return from such leave, receive full credit on the salary schedule for the first year of such leave. The College has the option to grant additional step or steps or not to grant additional step or steps for any leave extended with the President’s approval.

E. DEPENDENT CHILD CARE

1. The College shall grant, upon request, a one-year dependent childcare leave without pay to faculty members. The College may renew such leave annually. The College agrees to give the faculty members granted such leave the first opportunity to fill the same or a comparable position to that held before going on leave.

2. The above childcare leaves of absence procedure shall also apply to faculty members who adopt a child.

3. Faculty members returning from leave complying with the provisions of this section shall be placed on that step of the salary schedule from which they went on leave unless they were employed for at least fifty (50) percent of their last teaching year, in which case they shall be advanced to the next step.

F. ASSOCIATION LEAVE

A leave of absence for one (1) faculty member, up to one-half time, shall be granted upon application for the purpose of serving as a representative of the Association.

G. OTHER LEAVES

Other leaves of absence without pay may be granted by the College.

ARTICLE 9 - LEAVES OF ABSENCE WITH PAY

A. SABBATICAL LEAVE

1. Professional leave is a leave for a sabbatical and/or professional activity.

2. All faculty members shall be eligible for one (1) year sabbatical leave after completing no less than six (6) years and for each such period of actual professional service at the Grand Rapids Junior/Community College uninterrupted by anything other than approved leave(s) of absence.

Granting of sabbatical leaves shall be in accordance with the policies and procedures pertaining thereto (see Board Policy 6.10, Sabbatical Leaves, adopted December 13, 1993).

To apply for a sabbatical leave, the faculty member shall submit a proposal on the appropriate form to the Sabbatical Review Committee. The Sabbatical Review Committee shall include the academic deans and at least one department head/program director from each school. The committee shall review all proposals and make a recommendation to Cabinet for final approval.

The College will pay such faculty members one-half of the base salary (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a master’s degree and G credit), which they would ordinarily receive.

The following academic year, the faculty member must return to Grand Rapids Community College and render at least two (2) consecutive years of satisfactory service.

3. A one (1) semester sabbatical leave may also be granted under the same terms, as in A.2 above, except the obligation to return to the Grand Rapids Community College shall be for one (1) year. After a one (1) semester leave, the faculty member is eligible for one (1) more semester leave.

4. A one (1) semester sabbatical leave may also be granted under the same terms, as in A.2 above, except with full base salary (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a master’s degree and G credit) and under the following provisions:

a. The administration and Association shall encourage such sabbaticals to be taken during the winter semester.

b. The administration and the Association shall encourage disbursement of the students into remaining regular classes.

c. A leave granted under section A.4 shall be counted the same as a leave under section A.2 in terms of eligibility and obligation.

B. SICK LEAVE OR BEREAVEMENT

1. Every full-time faculty member shall be granted ten (10) working days of leave with pay per academic year subject to the limitations herein. (Eleven (11) days shall be granted for 40, 41 or 42-week faculty, and twelve (12) days to 52-week faculty per fiscal year.)

Sick leave shall be deducted in increments not less than ½ of one day.

2. Sick leave benefits for full-time faculty members employed in the evening, weekend, and/or summer semester shall be granted one-day leave with pay, up to the number of days s/he works per week. These days are granted each semester and are not cumulative.

Part-time/adjunct faculty shall be granted one-day leave with pay, up to the number of days s/he works per week. These days are granted each semester and are not cumulative.

3. With the approval of his/her dean, the faculty member may make up the missed sessions beyond those provided for the day or days previously deducted.

4. Faculty shall provide advance notice of absences to the proper administrative offices whenever possible; otherwise, notice will be provided as soon as possible.

5. Leave time may be used for absence from duty because of personal illness, injury, or on orders of a physician to remain absent due to exposure to disease. In cases subject to the Worker’s Compensation Law, such leave time may be used to supplement Workers’ Compensation so that the total amount paid a faculty member shall equal, but not exceed, his/her base salary (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a master’s degree and G credit) for the period of absence from duty.

6. Leave time because of death in the immediate family of a faculty member shall not exceed the remaining portion of the week in which death occurs plus five (5) additional workdays. Immediate family shall include spouse, child, father, mother, brother, sister, stepchild, stepfather, stepmother, stepbrother, stepsister, father, mother, brother, sister, daughter and son-in-law; grandparent, grandchild, spouse’s grandparent, foster parent, foster child or any minor child living with the faculty member and other members of his/her immediate household.

a. Leave time for death of other relatives shall not exceed five (5) working days.

b. Leave time for death of friends shall not exceed two (2) working days.

7. Leave time because of the illness or injury of a relative or friend shall be granted for emergency arrangements and shall not exceed two (2) working days per absence.

8. Leave time used shall be deducted from the faculty member’s leave bank, except for bereavement.

9. Unused sick leave shall be cumulative and shall be credited to the full-time faculty member’s leave bank.

a. The annual allocated leave days credited shall have unlimited accumulation and shall become effective when the faculty member reports for duty, as authorized, at the beginning of the academic year.

b. Full-time faculty hired after the beginning of the academic year shall be granted sick leave on a pro-rated basis, one day per month worked.

10. Any faculty member absent because of personal illness, injury, or on orders of a physician to remain absent from duty due to exposure to disease for more than ten (10) working days in any one (1) year may be required by the President of the College, or designee, to provide a medical statement by a physician certifying that the faculty member was unable to be on duty during such absence. The President of the College, or designee, at his/her option, may require approval of any such medical certificate by another physician selected by him/her.