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.

11. Accumulated sick leave time shall no longer exist upon termination of employment except when a leave of absence is granted by the College.

12. Faculty members who are absent both before and after a holiday for which pay is granted will not be paid for that holiday except when an absence is due to proven illness or injury.

13. Hourly faculty members receive sick leave pay equal to the average number of hours worked per day.

C. OTHER LEAVES

Leaves for other purposes with full pay not chargeable against the faculty member’s sick leave days shall be granted for the following reasons:

1. In the event a faculty member is summoned for jury duty or is under process of any court for the purpose of being a witness in a legal case, a special leave of absence with pay shall be granted for that purpose, provided such faculty member shows to the immediate supervisor the court order or subpoena upon receipt thereof. When possible, faculty members should attempt to have their jury duty obligations postponed until a time which has minimal affect on their ability to fulfill their assignments.

While assigned to jury duty, the faculty member shall receive his/her normal rate of pay. Payment received from the court for jury duty services (excluding expenses for mileage, parking and/or meals with proper receipts) shall be remitted to Grand Rapids Community College. Reimbursements are to be forwarded to the Human Resources Department.

2. Demonstrated court required appearances.

3. Visitation to and/or participation in educational programs or conferences wherein provision for maintenance of assignment can be made by the faculty member to the satisfaction of the College administration except for three (3) working days provided for this purpose by the College and in those instances wherein such leave is by administrative request. Application forms provided by the College shall be submitted to the President or his/her designee no less than five (5) working days prior to the date of leave. Approval or disapproval shall be given in writing to the faculty member prior to the requested leave date. Part-time/adjunct faculty may participate in educational conferences with prior approval of the Provost or his/her designee.

Such leaves shall be taken in increments not less than half of one day.

4. Attending any function when so requested by the administration.

5. Persons on leave from their day assignment to attend professional conferences shall also be on a paid leave from any evening assignments.

D. FACULTY MEMBER PERSONAL BUSINESS LEAVE

1. There may be personal conditions or circumstances which may require a faculty member’s absenteeism for reasons other than heretofore mentioned. A personal business leave day is to be used by a faculty member for time off which is required to conduct personal business during work time which can not be conducted during non-work time.

2. Such leave shall not be accumulated nor deducted from sick leave.

3. A faculty member may take a maximum of two (2) days per contract year (may be used during summer semester if faculty member has an assignment). Such leaves shall be taken in increments not less than half of one day.

4. Such leave shall not be used for leaves covered under Article 9.B Sick Leave.

5. Such leave shall not be allowed for the first or last day of the school year nor on the first working day preceding or following a vacation period or holiday.

6. Each faculty member shall provide written notification of such leave by submitting a Personal Business Leave With Pay Request Form at least five (5) working days in advance of the anticipated absence. In cases of emergency, a faculty member shall provide the above form as soon as possible.

7. It is not intended that these days be used for group actions as a part of any labor dispute.

8. Exceptions to 1-7 above will be granted at the discretion of the Provost or designee.

E. ASSOCIATION PRESIDENT LEAVE

Upon written request from the Association, the Association President shall be granted a leave from his/her assignment up to ten (10) hours per semester with base salary (step from salary schedule, longevity service, longevity training, degree, advanced training beyond a master’s degree and G credit) and benefits, provided the Association reimburse the College for the full cost of such salary and benefits.

F. VACATION (Job Training, Training Solutions, and 52-week Preschool faculty)

1. Entitlement – First Year

a. Faculty members will be given a full year credit for their first year if they were hired on or before December 31. The faculty member will be advanced five (5) days of vacation with pay after six (6) months of continuous service. The remaining five (5) days will be credited at the beginning of the next fiscal year.

b. Each faculty member employed after January 1 shall earn one (1) day for each five (5) weeks or the majority thereof. These shall be credited on July 1 of that fiscal year.

2. Entitlement – after first year

After the first year, vacations shall be earned on the fiscal year (July 1 to June 30) as follows:

1-5 years completed 10 days/year

6-10 years completed 15 days/year

11-20 years completed 20 days/year

21 + years completed 22 days/year

3. Each full-time faculty member shall be able to carry over unused vacation days to the end of the current calendar year.

In the event a faculty member does not use all of his/her earned vacation days by the end of the calendar year, the unused days, not to exceed five (5) days, can be credited to the faculty member’s sick leave bank.

The faculty member shall notify Payroll in writing, no later than December 31 of each year, of the number of days to apply to the sick leave bank.

4. Scheduling of vacation must be approved by the supervisor.

5. Management and support levels will receive the same mandatory vacation days as the instructional staff.

6. Vacation pay shall be paid in the same manner as regular pay.

7. The College shall include all accrued vacation in a faculty member’s final paycheck following separation from employment.

ARTICLE 10 - GRIEVANCE PROCEDURES

A. DEFINITIONS

1. A grievance is a claim by one (1) or more faculty members or by the Association that there has been a violation or misapplication of any term of this Agreement or of any rules, order or regulation of the College affecting the terms and conditions of employment of faculty members.

2. Types of Grievance

a. Type A - A claim based upon an event or condition which is not included in this Agreement which affects the welfare or condition of employment may be processed through Level Four but will not be arbitrable.

b. Type B - A claim based upon a violation or improper application of this Agreement may be processed through Level Five including binding arbitration.

3. If a grievance is to be filed, it must be done at Level One by the aggrieved faculty member or members. If, however, he/she or they desire not to do so, the Association may file that grievance on behalf of such faculty member or members. If any individual grievant desires not to join in signing or processing a grievance, his/her identity shall not be disclosed during the processing of the grievance under this Article nor shall the College be required to take any action, including the payment of back pay, with respect to any such faculty member who declines to sign or file the grievance.

4. Any grievance filed by the Association shall be filed at Level Two within thirty (30) days after any official of the Association has or reasonably should have had knowledge of the occurrence of the event giving rise to the grievance.

5. In the event a “class” (a large group of faculty members are directly affected) grievance is filed, individual signatures may be waived by mutual agreement in writing between representatives of the Association and the College.

B. PURPOSE

1. The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to grievances. Both parties agree these proceedings shall be kept as informal as may be appropriate at any level of the procedure.

2. Nothing contained herein will be construed as limiting the right of any faculty member having a grievance as defined in A.2.a. of this Article to discuss the matter informally with any appropriate member of the administration and having the grievance adjusted without intervention of the Association provided the adjustment is consistent with the terms of this Agreement.

C. PROCEDURE

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level shall be considered a maximum and every effort should be made to expedite the process. If appropriate action is not taken by the faculty member within the time limits specified, the grievance will be deemed settled on the basis of the disposition at the preceding level. In the event the administrator fails to take appropriate action within the time limits specified, the grievance is eligible for submission by aggrieved to the next level of the grievance procedure. The time limits specified may, however, be extended by mutual agreement between the aggrieved and appropriate College representative at the particular level involved. The Association and the College will jointly design the grievance form.

A supply of the forms shall be on file with the Association and the Director of Human Resources (Labor Relations, Employment & EEO/AA). Grievances shall be processed as follows:

1. Level One

a. A faculty member shall within ten (10) working days of having knowledge of a grievance orally discuss the matter with the appropriate College administrator (such administrator shall be designated by the Vice President of Organizational Development) with the objective of resolving the matter informally. If the aggrieved is not satisfied with the disposition from the oral discussion and he/she wishes to further pursue the matter, he/she shall file the grievance in writing to that appropriate administrator. The written grievance must be submitted within five (5) working days following date of oral discussion. Copies shall be submitted by the aggrieved to the Director of Human Resources (Labor Relations, Employment & EEO/AA) and the Association.

b. The appropriate administrator shall within five (5) working days of the filing date submit a written answer to the aggrieved with copies to the Director of Human Resources (Labor Relations, Employment & EEO/AA) and the Association.

2. Level Two

a. If the aggrieved is not satisfied with the written disposition of the grievance at Level One, he/she may within five (5) working days after receipt of the written answer in Level One file written notice thereof to the Director of Human Resources (Labor Relations, Employment & EEO/AA) stating the reason for dissatisfaction. The aggrieved shall submit a copy of his/her written notice to the Vice President of Organizational Development. At this level, the grievance must be co-signed by the aggrieved and the Association.

b. Within five (5) working days of receipt of such grievance, the Director of Human Resources (Labor Relations, Employment & EEO/AA) will meet with the aggrieved to discuss the issue. Association representatives may be present and shall be present at the request of either the Director of Human Resources (Labor Relations, Employment & EEO/AA) or the aggrieved. A written answer shall be given within five (5) working days after such meeting. Copies of this answer shall be submitted to the Association and the Vice President of Organizational Development.

3. Level Three

a. If a satisfactory settlement cannot be concluded at Level Two, the aggrieved may within five (5) working days after receipt of the written answer in Level Two submit written notice of dissatisfaction to the Vice President of Organizational Development.

b. Within ten (10) working days of receipt of the written grievance, the Vice President of Organizational Development shall meet with the Association representative as soon as practicable in an effort to resolve the grievance. The faculty member or members who filed the grievance shall be present at the request of either the Vice President of Organizational Development or the Association. A written answer shall be given within fifteen (15) working days after receipt of the written grievance. Copies shall be submitted to the President, the aggrieved, and the Association.

4. Level Four

If the grievance is not resolved to the satisfaction of the aggrieved, it may within five (5) working days thereafter be transmitted to the Secretary of the Board with a statement of the reasons why it is being appealed. At its next regular meeting, the Board will consider the grievance and may hold a hearing thereon, may designate one or more of its members to hold the hearing, or otherwise investigate the grievance or prescribe such procedure as it may deem appropriate for consideration of the grievance. The Board or committee thereof shall make a final decision thereon within fifteen (15) days after that regular meeting.

5. Level Five

a. If the decision of the Board is not satisfactory to the aggrieved and the matter is a grievance as defined in A.2.b above, the grievance may be submitted to arbitration by written notice given by the Association within fifteen (15) days after receipt of the Board’s decision. An impartial arbitrator shall be promptly selected by the parties to decide the matter. If they cannot agree as to the arbitrator, he/she shall be selected in accordance with the rules and procedures of the American Arbitration Association or the Michigan Employment Relations Commission.

b. The power of the arbitrator shall be limited to the interpretation or application of the express terms of this Agreement, and he/she shall have no power to alter, add to or subtract from the terms of this Agreement as written. The decision of the arbitrator shall be final and binding on all parties.

c. The fees and expenses of the arbitrator shall be shared equally by the College and the Association.

D. TIME LIMITS

No grievance or claim shall be processed unless initiated and carried to the next step within the time provided herein or as extended by mutual agreement.

E. DEMOTION AND DISCHARGE

In the event a faculty member with College-granted tenure is demoted or discharged, the process of the Teacher Tenure Act shall apply. The arbitrator shall, to the extent possible, act as if he/she were sitting on the State Tenure Commission and shall render his/her decision on the same basis and using the same standards as those applied by the State Tenure Commission.

Any probationary faculty member not on a continuing contract shall be employed for the ensuing year unless notified (in writing) at least 60 days before the close of the academic year that his/her services will be discontinued.

F. NON-GRIEVABLE ITEMS

The following matters shall not be the basis of any grievance or claim filed under the procedure outlined in this Article:

1. The termination of services or failure to reemploy any probationary teacher.

2. The Preamble.

ARTICLE 11 - NO STRIKE CLAUSE

A. NO STRIKE

During the term of this Agreement neither the Association nor any persons acting in its behalf nor any individual faculty member will cause, authorize or support, or take part in any strike (i.e., the concerted failure to report for duty, or the concerted absence of faculty members from their positions, or concerted stoppage of work or abstinence in whole or part from the full, faithful, and proper performance of the faculty members’ duties of employment).

B. DISCIPLINE OR PENALTIES

Willful violation of this Article by any faculty member or group of faculty members will constitute just cause for discharge and/or the imposition of discipline or penalties. Nothing contained herein shall restrict the College in the exercise of any rights granted to it by law in connection with the violation of any of the provisions of this Article.

C. VIOLATION

Violation of any terms, sections, or provisions of this Agreement by any faculty member or members shall constitute just cause for disciplinary action up to and including discharge.

ARTICLE 12 - LAYOFF, RECALL & NEW POSITIONS

A. LAYOFF

For reasons of over-staffing, the Board may cause the necessary number of faculty members to be laid off without pay and without benefits under the following procedure:

1. The Board shall request and consider voluntary layoffs first.

2. Mandatory layoffs of full-time faculty members, in addition to the above, shall take place in inverse order of seniority within each subject matter discipline or a department/academic area plan which is accepted by both the Faculty Association and the College.

3. Notice of layoff of full-time faculty shall occur no less than sixty (60) days prior to the end of the College’s fiscal year.

4. In the event the College administration elects to remove an academic program, the Board shall provide a sixty (60) day layoff advance warning to faculty members affected by such removal.

Should a Job Training external funding source withdraw funding with less than sixty (60) days notice, the Job Training faculty member affected by such program removal will receive a minimum of fourteen (14) days notice.

5. A part-time/adjunct faculty member may be employed so long as no qualified full-time faculty members are on layoff. Divisional, Department/Academic Area precedent(s) will be used to determine qualification.

B. RECALL

1. Recall shall be within subject matter discipline but in inverse order of the faculty placed on the mandatory layoff list (full-time faculty) and followed by recalling those faculty members who were placed on the voluntary layoff lists or by implementing a department or academic area plan which is accepted by both the Faculty Association and the Board.

2. Within five (5) working days of receipt of notice of recall, the faculty member must notify the Director of Human Resources (Labor Relations, Employment &EEO/AA) in writing of acceptance of recall. Failure to do so results in loss of right to reemployment.

3. Faculty on layoff are responsible for providing the Director of Human Resources (Labor Relations, Employment &EEO/AA) written notice of the telephone number and address to which notice of recall is to be made.

4. No new faculty member shall be appointed while there are available faculty members on the layoff list who are qualified to fill the vacancy and provided that the recalled faculty member reports to his/her assignment within fifteen (15) calendar days from the date of recall notification or unless otherwise mutually agreed to by the parties involved.

The College may temporarily cover the faculty member’s duties during this fifteen (15)-day period.

5. Upon recall all credit and benefits to the faculty member in effect at the time of the layoff shall be reinstated.

C. NEW POSITIONS

The following procedure will be in effect when new position(s) within the bargaining unit are established during this Agreement:

1. The College will develop a job description and wage rate for the new position.

2. The job description and wage rate, as developed by the College, will be explained to the Association’s representative. The rate may be installed without agreement subject to adjustment as provided below.

3. When a wage rate for a new position is installed, the faculty member affected may, at any time within ninety (90) days from receipt of the job description and rate, file a Type B grievance alleging that the classification is improperly described and/or that such new rate does not bear a fair wage relationship to the wage rate structure in this agreement. Such grievance shall be adjusted under the grievance procedure of this Agreement. If such grievance is settled at any step of the grievance procedure, the settlement shall be effective as of the date when the faculty member was assigned to the new position.

4. The College will notify in writing the chief negotiator and all officers of the Association of all job openings at the College.

ARTICLE 13 - MISCELLANEOUS

A. AGREEMENT COPIES

Copies of this Agreement shall, at the expense of the College, be presented to all faculty members.

B. CONTRARY TO LAW

If any provisions of this Agreement or any application of this Agreement is found to be contrary to law, such provisions or applications shall not be deemed valid and subsisting except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect. At the request of either party, the invalid practice is subject to negotiations.

C. PRIOR AGREEMENTS

Both parties, at this time, have made every attempt to incorporate all past memos of understanding into this agreement. Both parties agree to review any memos of understanding that may be discovered subsequent to the signing of this contract, for incorporation into the agreement.

D. FACILITIES PRIORITY

The Community College program shall have first priority in the use of facilities normally assigned to Community College.

E. TUBERCULIN SKIN TESTS AND/OR X-RAYS, TEST, AND INOCULATIONS

If a tuberculin chest x-ray and/or a tuberculin skin test is required by law, the College will reimburse each faculty member for the cost.

The College shall provide, at no cost to each faculty member, all medical tests and inoculations required or recommended by a recognized government health agency if necessary to carry out job responsibilities.

ARTICLE 14 - NEGOTIATIONS

A. Re-negotiation of this agreement for the subsequent years shall commence no later than June 15, 2007. Such negotiations shall include, but not be limited to, the subjects covered by this Agreement and any other matters mutually agreed to be negotiable by the parties. Any agreement shall be reduced to writing and signed by the Board and the Association.

B. If the negotiations described in section A above have reached an impasse, the procedure described in Act 379 and its amendments of the Michigan Public Acts of 1965 will be followed.

C. This Agreement incorporates the agreement reached by the parties on all agreed issues which were subjects of negotiation. During the term of this Agreement, neither party will be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within knowledge or contemplation of either or both of the parties at the time they negotiated or signed this agreement.

D. Neither the Board nor the Association shall have any control over the selection of the bargaining representatives of the other.

E. SPECIAL CONFERENCES

The Association and the College agree to using special conferences between the Administration and the Association, to be held at regularly scheduled times and at other times as needed. The agenda of special conferences will be mutually agreed to by both parties. If these special conferences result in mutual agreement to amend the contract, such amendments will be reduced to writing and signed by both parties.

ARTICLE 15 – PROVISIONS UNIQUE TO TRAINING SOLUTIONS FACULTY

A. Additional Compensation for Billable Services for Half-Time Trainers

1. Compensation for additional billable services will be paid at a rate of $60 per contracted billable hour.

2. The amount to be paid for additional billable services will be calculated as follows:

a) The compensation calculation will be conducted each quarter (based on the fiscal year).

b) The calculation will be based on the number of weeks in the quarter multiplied by eleven hours, which is the expected number of billable services per week.

c) The number of billable service hours greater than expected hours of billable services (e.g. 143 hours), if greater than zero, will be paid at the appropriate rate in Appendix B-18.

d) The compensation for additional billable services provided will be processed at the beginning of the following quarter and included no later than the second pay period of that quarter.

e) All compensated non-work time (e.g. vacation, bereavement, sick time, etc.) will equate to 2.2 hours of “expected hours of billable services” referenced in A.2.b. The intent is that no half-time trainer will be penalized financially for the appropriate use of compensated non-work time.

B. Non-Competition

1. The faculty members in both the full-time and the half-time positions shall not compete with the services of Training Solutions. These trainers shall not enter into agreement to provide services to existing customers of Training Solutions that may be in competition with those services offered by Training Solutions. Existing customer is defined as any employer, organization, or individual that has purchased services from Training Solutions (or B&TT) during the previous year. This non-compete agreement does not preclude the full- or half- time trainer from entering into an employment or contractual relationship to provide services that are not instructional or consultative in nature.

2. The faculty member agrees that for a period of six months after the faculty member’s employment has been terminated for any reason, regardless of whether the termination is initiated by the College or the faculty member, the faculty member will not directly or indirectly, solicit or provide similar training or consultative services to any entity who is or was a customer of Training Solutions during a period of one year prior to the termination of the employment of the faculty member, unless the faculty member establishes written proof of a pre-established client-vendor relationship. The faculty member agrees not to solicit or provide training or consultative services to such customers on the faculty member’s own behalf or on the behalf of any other entity.

C. Conditions of Work

1. Hours of Availability

The purpose of these positions is to be available when the customer needs training. Training may be conducted at any time during the week (i.e., days, nights, and weekends) depending on customers’ needs.

2. Notification of the Customer-Focused Work Schedule for the Half-Time Trainer Position.

a. The College will provide 30 days notice of the half-time trainer’s billable services schedule.

b. Adjustments within the 30-day period will be by mutual agreement.

c. Office hours will be scheduled by mutual agreement.

3. Resignation of Position.

The College requests that thirty (30) days notice be provided in the event that the trainer (full- or half- time) chooses to separate from the College.

4. Combination with Other Work.

The half-time trainer position shall not be combined with other work at the College to create a full-time position without the mutual approval of the College and the Faculty Association.

5. If qualified, half-time trainers shall be interviewed for full-time positions for which they apply.

6. The Training Solutions trainers (full- and half- time) shall fol low the Job Training calendar with the understanding that billable services may be scheduled on “prep days.”

D. Benefits

Same as Article 7 except for Articles 7.E.2, 7.E.3, 7.E.4, 7.L, 7.M, and 7.N.

E. Evaluation

1. Training Solutions Faculty Evaluation:

a) This faculty evaluation process applies only to full- and half- time trainers.

b) Training Solutions faculty members will be evaluated by the Training Solutions Instructional Manager (or management designee of the Executive Director for Workforce Training & Economic Development). Faculty evaluations will be based on several points of information including end-of-course questionnaires, classroom observations, student feedback, and employer feedback.

c) Standardized end-of-course questionnaires will be administered to students in each class section. The results of all end-of-course student questionnaires, including student comments, will be sent to the Instructional Manager, Program Manager, the employer (when appropriate), and the faculty member. End-of-course student questionnaires will be completed at the end of every course regardless of the faculty evaluation process.

d) Each Training Solutions faculty member will be evaluated annually on his/her performance.

e) All Training Solutions faculty will use the forms of the Training Solutions faculty evaluation process as of 7/1/04 (student end-of-course evaluations, classroom observation, and Training Solutions performance development discussion).

f) Use of faculty evaluations and student end-of-course questionnaires: The primary purpose of the evaluation process is to support and encourage exceptional instruction. Information gathered during faculty evaluations and Training Solutions student end-of-course questionnaires may, on occasion, reveal performance deficiencies as well. Administration, including the Training Solutions Instructional Manager, reserves the right to withhold course assignments due to performance deficiencies. Performance deficiencies may be determined as a result of a combination of the Training Solutions student end-of-course questionnaires, multiple complaints from employers or students, failure to complete assignments/duties, inappropriate behavior, violation of policies and procedures, or poor technical or teaching skills. Unsigned student comments will not be the basis for withholding course assignments. In the event that unsigned student comments trigger a performance concern, the performance concern must be validated through other sources. The need to respond quickly to performance concerns necessitates the use of regular faculty evaluation information in the selection and assignment of courses.

g) In the case of demotion or discharge Article 10.E shall apply.

2. Evaluation of other GRCC faculty members providing billable services through Training Solutions:

a.) Standardized end-of-course questionnaires will be administered to students in each class section. The results of all end-of-course student questionnaires, including student comments, will be sent to the Instructional Manager, Program Manager, the employer (when appropriate), and the faculty member. End-of-course student questionnaires will be completed at the end of every course regardless of the faculty evaluation process.

b.) Use of faculty evaluations and student end-of-course questionnaires: The primary purpose of the evaluation process is to support and encourage exceptional instruction. Information gathered during faculty evaluations and Training Solutions student end-of-course questionnaires may, on occasion, reveal performance deficiencies as well. Administration, including the Training Solutions Instructional Manager, reserves the right to withhold course assignments due to performance deficiencies. Performance deficiencies may be determined as a result of a combination of the Training Solutions student end-of-course questionnaires, multiple complaints from employers or students, failure to complete assignments/duties, inappropriate behavior, violation of policies and procedures, or poor technical or teaching skills. Unsigned student comments will not be the basis for withholding course assignments. In the event that unsigned student comments trigger a performance concern, the performance concern must be validated through other sources. The need to respond quickly to performance concerns necessitates the use of regular faculty evaluation information in the selection and assignment of courses.

ARTICLE 16 - DURATION OF CONTRACT

This Agreement shall be effective as of August 30, 2004, and shall continue in effect until August 31, 2007.

THE BOARD OF TRUSTEES OF THE FACULTY ASSOCIATION OF THE

GRAND RAPIDS COMMUNITY COLLEGE GRAND RAPIDS COMMUNITY COLLEGE

BY____________________________ BY____________________________

Janice L. Maggini Frederick C. van Hartesveldt

Chairperson, Board of Trustees President

BY____________________________ BY____________________________

Juan R. Olivarez, Ph.D. Richard D. Godfrey

President Chief Negotiator

BY____________________________ BY____________________________

Ellen M. James Jeffrey T. Spoelman

Secretary, Board of Trustees Chief Negotiator

BY____________________________ BY____________________________

Katherine J. McKimmy Carol L. Brown

Chief Negotiator Secretary

Appendix A - Calendars
Appendix B – Salary Schedules

Faculty Salary Schedules Grand Rapids Community College B-1 2004-2005 (2.25%)

	32 or 34 WEEK						40 or 42 WEEK
Step	NonDegree	BA-BS	Master’s		Step	NonDegree		BA-BS	Master’s

1	31,798	42,379	46,258	1		37,030		49,370	53,899
2	32,797	43,731	47,846	2		38,202		51,018	55,720
3	34,033	45,495	49.726	3		39,732		53,016	58,013
4	35,325	47,138	51,664	4		41,146		54,957	60,303
5	36,854	49,197	53,721	5		42,967		57,364	62,653
6	38,557	51,490	55,897	6		45,023		59,953	65,123
7	40,259	53,721	58,185	7		46,961		62,653	67,828
8	42,379	56,130	61,303	8		49,369		65,479	71,471
9	44,438	59,072	64,183	9		51,786		68,886	74,821
10	46,727	62,127	67,827	10		54,486		72,353	78,995
11	48,958	65,181	73,355	11		57,074		75,994	85,579
12	50,112	66,336	74,510	12		58,228		77,151	86,732
Faculty Salary Schedules Grand Rapids Community College B-2 2005-2006 (2.50%)

	32 or 34 WEEK						40 or 42 WEEK
Step	NonDegree	BA-BS	Master’s		Step	NonDegree		BA-BS	Master’s

1	32,593	43,438	47,414	1		37,956		50,604	55,246
2	33,617	44,824	49,042	2		39,157		52,293	57,113
3	34,884	46,632	50,969	3		40,725		54,341	59,463
4	36,208	48,316	52,956	4		42,175		56,331	61,811
5	37,775	50,427	55,064	5		44,041		58,798	64,219
6	39,521	52,777	57,294	6		46,149		61,452	66,751
7	41,265	55,064	59,640	7		48,135		64,219	69,524
8	43,438	57,533	62,836	8		50,603		67,116	73,258
9	45,549	60,549	65,788	9		53,081		70,608	76,692
10	47,895	63,680	69,523	10		55,848		74,162	80,970
11	50,182	66,811	75,189	11		58,501		77,894	87,718
12	51,365	67,994	76,373	12		59,684		79,080	88,900

Faculty Salary Schedules Grand Rapids Community College B-3 2006-2007 (3.0%)

	32 or 34 WEEK						40 or 42 WEEK
Step	NonDegree	BA-BS	Master’s		Step	NonDegree		BA-BS	Master’s

1	33,571	44,741	48,836	1		39,095		52,122	56,903
2	34,626	46,169	50,513	2		40,332		53,862	58,826
3	35,931	48,031	52,498	3		41,947		55,971	61,247
4	37,294	49,765	54,545	4		43,440		58,021	63,665
5	38,908	51,940	56,716	5		45,362		60,562	66,146
6	40,707	54,360	59,013	6		47,533		63,296	68,754
7	42,503	56,716	61,429	7		49,579		66,146	71,610
8	44,741	59,259	64,721	8		52,121		69,129	75,456
9	46,915	62,365	67,762	9		54,673		72,726	78,993
10	49,332	65,590	71,609	10		57,523		76,387	83,399
11	51,687	68,815	77,445	11		60,256		80,231	90,350
12	52,906	70,034	78,664	12		61,475		81,452	91,567

Job Training Salary Schedules

Grand Rapids Community College

B-4				2004-2005 (2.25%)

Step	Instructor		Step		Technical	Management	Management	Support	Support	Support
	BA or Non-Degree	Master’s			Assistant	I	II	I	II	III
1	43,423	46,679	1		17,367	44,288	54,709	29,525	39,945	60,787
2	46,894	50,411	2		19,104	46,894	57,312	31,263	42,550	63,393
3	50,367	54,144	3		20,841	49,499	59,922	32,999	45,157	65,998
4	53,841	57,879	4		22,579	52,106	62,525	34,735	47,762	68,604
5	57,312	61,611	5		24,316	54,709	65,129	36,472	50,367	71,208
6	59,922	64,415	6		26,051	57,312	67,734	38,211	52,972	73,813
7	62,525	67,214	7		27,790	59,922	70,341	39,945	55,576	76,418
8	65,129	70,014	8		29,525	62,525	72,947	41,684	58,182	79,026
9	67,734	72,814
10	70,341	75,616
11	72,947	78,419
12	75,552	81,218

Job Training Salary Schedules

Grand Rapids Community College

B-5				2005-2006 (2.5%)

Step	Instructor		Step		Technical	Management	Management	Support	Support	Support
	BA or Non-Degree	Master’s			Assistant	I	II	I	II	III
1	44,509	47,846	1		17,801	45,395	56,077	30,263	40,944	62,307
2	48,066	51,671	2		19,582	48,066	58,745	32,045	43,614	64,978
3	51,626	55,498	3		21,362,	50,736	61,420	33,824	46,286	67,648
4	55,187	59,326	4		23,143	53,409	64,088	35,603	48,956	70,319
5	58,745	63,151	5		24,924	56,077	66,757	37,384	51,626	72,988
6	61,420	66,025	6		26,702	58,745	69,427	39,166	54,296	75,658
7	64,088	68,894	7		28,485	61,420	72,100	40,944	56,965	78,328
8	66,757	71,764	8		30,263	64,088	74,771	42,726	59,637	81,002
9	69,427	74,634
10	72,100	77,506
11	74,771	80,379
12	77,441	83,248

Job Training Salary Schedules

Grand Rapids Community College

B-6				2006-2007 (3.0%)

Step	Instructor		Step		Technical	Management	Management	Support	Support	Support
	BA or Non-Degree	Master’s			Assistant	I	II	I	II	III
1	45,844	49,281	1		18,335	46,757	57,759	31,171	42,172	64,176
2	49,508	53,221	2		20,169	49,508	60,507	33,006	44,922	66,927
3	53,175	57,163	3		22,003	52,258	63,263	34,839	47,675	69,677
4	56,843	61,106	4		23,837	55,011	66,011	36,671	50,425	72,429
5	60,507	65,046	5		25,672	57,759	68,760	38,506	53,175	75,178
6	63,263	68,006	6		27,503	60,507	71,510	40,341	55,925	77,928
7	66,011	70,961	7		29,340	63,263	74,263	42,172	58,674	80,678
8	68,760	73,917	8		31,171	66,011	77,014	44,008	61,426	83,432
9	71,510	76,873
10	74,263	79,831
11	77,014	82,790
12	79,764	85,745

Preschool Salary Schedule

Grand Rapids Community College

B-7	2004-2005 (2.25%)					B-8	2005-2006 (2.50%)
	INSTRUCTOR I		INSTRUCTOR II				INSTRUCTOR I		INSTRUCTOR II
Step	BA or Non-Degree	Master’s	BA or Non-Degree		Master’s	Step	BA or Non-Degree	Master’s	BA or Non-Degree	Master’s
1	19.45	20.91	14.58		15.67	1	19.94	21.43	14.94	16.06
2	20.13	21.64	15.11		16.25	2	20.63	22.18	15.49	16.66
3	20.77	22.32	15.58		16.75	3	21.29	22.88	15.97	17.17
4	21.61	23.23	16.17		17.38	4	22.15	23.81	16.57	17.81
5	22.41	24.10	16.80		18.06	5	22.97	24.70	17.22	18.51
6	23.36	25.12	17.51		18.81	6	23.94	25.75	17.95	19.28
7	24.45	26.28	18.48		19.87	7	25.06	26.93	18.94	20.37


B-9	2006-2007 (3.0%)
	IINSTRUCTOR I		IINSTRUCTOR II
Step	BA or Non-Degree	Master’s	BA or NonDegree	Master’s
1	20.54	22.08	15.39	16.54
2	21.25	22.85	15.95	17.16
3	21.93	23.56	16.45	17.69
4	22.81	24.52	17.07	18.34
5	23.66	25.44	17.74	19.07
6	24.66	26.52	18.49	19.86
7	25.81	27.74	19.51	20.98

B-10 FULL-TIME FACULTY
LONGEVITY SERVICE	2004-2005	2005-2006	2006-2007
Longevity Service-13 yr.	1,576	1,615	1,664
Longevity Service-18 yr.	1,576	1,615	1,664
Longevity Service-23 yr.	1,576	1,615	1,664
Longevity Service-28 yr.	1,576	1,615	1,664
Longevity Service-33 yr.	1,576	1,615	1,664


B-11 FULL-TIME FACULTY
LONGEVITY TRAINING	2004-2005	2005-2006	2006-2007
Longevity Training-4th yr	1,000	1,615	1,664
Longevity Training-18th yr.	1,576	1,615	1,664
Longevity Training-23th yr.	1,576	1,615	1,664
Longevity Training-28th yr.	1,576	1,615	1,664
Longevity Training-33th yr.	1,576	1,615	1,664
B-12 JOB TRAINING (See 8-12-04 MOU for applicability)
LONGEVITY SERVICE	2004-2005	2005-2006	2006-2007
Longevity Service -11^th year	643	643	643
Longevity Service 16th year	964	964	964
Longevity Service 21^st year	1,284	1,284	1,284

B-13 PRESCHOOL

(See 8-12-04 MOU for applicability)

LONGEVITY SERVICE	2004-2005	2005-2006	2006-2007
Longevity Service 6^th year	276	276	276
Longevity Service 11^th year	495	495	495
Longevity Service 16^th year	732	732	732
Longevity Service 21^st	982	982	982

B-14 ADVANCED TRAINING BEYOND A MASTER’S DEGREE

TRAINING	2004-2005	2005-2006	2006-2007
Adv. Training – MA+10	929	950	978
Adv. Training – MA+20	1388	1422	1465
Adv. Training – MA+30 (including JD)	1850	1896	1953
Specialist	2312	2370	2441
Doctorate	4626	4741	4884

B-15 DEPARTMENT HEAD COMPENSATION

Visual Arts	6.5
Wellness	6.5
Drafting	6.5
Applied Technology	6.5
Counseling	7.0
Biological Sciences	7.0
Physical Sciences	7.0
Criminal Justice	7.0
Manufacturing	7.0
Social Sciences	7.5
Language & Thought	7.5
Behavioral Science	7.5
Computer Application	7.5
Mathematics	9.0
Business	9.0
English	9.0

The numbers represent hours of release time for each of the academic year semesters. For summer semester, department heads will get one contact hour of stipend.

Additionally, a department head shall receive one half contact hour stipend of overload pay for each of the following responsibilities:
a) Special program accreditation (year before visit, year of visit, post-visit work if required)

b) New program development (needs study, advisory committee development, curriculum development)

c) Instructional technology – purchasing (including the research of product review) of equipment/software/courseware, program development/revision, integrating of technology in the curriculum.

d) Chairing a search committee for full-time faculty hiring

e) Other special projects approved by the dean.

For the above items, the department head must submit a request to the appropriate Dean to perform the task(s) and to be paid for the work. The request will also be approved by the Provost. This request must be made and approved prior to the start of the work. The request for additional stipends must include a description of the work, time lines, planned outcomes, and the approximate number of hours this work will take to complete.

COORDINATOR AND PROGRAM DIRECTOR COMPENSATION

Coordinator and Program Director compensation (i.e., release time, stipends, reduced load) will not be less than the amount in effect for the 1997-98 contract year.

Current Titles:

Director of Spectrum Theater

Director of Child Development/Preschool

Director of Dental Auxiliary

Director of Hospitality Education

Director of Instrumental Music

Director of Center for Teaching and Learning

Director of Nursing

Director of Occupational Therapy Assisting

Director of Performing Arts

Director of Radiation Technology

Director of Work Base Learning

Program Director/Career Resource Center

B-16 OVERLOAD AND ADJUNCT FACULTY

Any faculty member paid on this table will remain on B-16 for subsequent semesters and not be reduced to B-17.

Adjuncts who teach half time or more shall be paid at the rates set forth in Appendices B-16B or B-16C for each hour they teach, including the hours under half time. Qualification for these appendices shall be determined using the Faculty Information Form which corresponds to the official count date. If additional contact hours are added after that date which cause the adjunct to become half-time or more, the adjunct would not move to the higher rate schedule for that semester.

A.FULL-TIME FACULTY OVERLOAD AND ADJUNCT RATES

Contact Hourly Rates	2004-2005	2005-2006	2006-2007
Non degree	$767	$786	$810
Bachelors degree	$1,008	$1,033	$1,064
Master’s degree	$1,104	$1,132	$1,166

B. ADJUNCT RATES for non-composition instructors employed half-time or more

Contact Hourly Rates	2004-2005	2005-2006	2006-2007
Non degree	$828	$849	$875
Bachelors degree	$1,069	$1,096	$1,129
Master’s degree	$1,165	$1,194	$1,230

C. ADJUNCT RATES for composition instructors employed half-time or more

Contact Hourly Rates	2004-2005	2005-2006	2006-2007
Non degree	$844	$865	$891
Bachelors degree	$1,085	$1,112	$1,145
Master’s degree	$1,181	$1,210	$1,247

B-17 NEW ADJUNCT FACULTY

The New Adjunct Faculty pay rates apply to adjuncts whose employment with Grand Rapids Community College began after August 28, 2001 and have not completed three academic years. An adjunct faculty member will remain on the Appendix B-17 pay rate schedules until he/she has taught at least one semester in each of three academic years. The academic years do not have to be consecutive. Upon completion of three academic years, the adjunct faculty member will move to the Appendix B-16 pay schedules beginning the following academic year.

Adjuncts who teach half time or more shall be paid at the rates set forth in Appendices B-17B or B-17C for each hour they teach, including the hours under half time. Qualification for these appendices shall be determined using the Faculty Information Form which corresponds to the official count date. If additional contact hours are added after that date which causes the adjunct to become half-time or more, the adjunct would not move to the higher rate schedule for that semester.

A. NEW ADJUNCT RATES

Contact Hourly Rates	2004-2005	2005-2006	2006-2007
Non degree	$567	$582	$599
Bachelors degree	$746	$765	$788
Master’s degree	$818	$838	$864

B. ADJUNCT RATES for non-composition instructors employed half-time or more

Contact Hourly Rates	2004-2005	2005-2006	2006-2007
Non degree	$628	$644	$663
Bachelors degree	$807	$828	$852
Master’s degree	$879	$901	$928

C. ADJUNCT RATES for composition instructors employed half-time or more

Contact Hourly Rates	2004-2005	2005-2006	2006-2007
Non degree	$644	$660	$680
Bachelors degree	$823	$843	$869
Master’s degree	$895	$917	$945

B-18
HOURLY RATE SCHEDULES		2004-05	2005-06	2006-07
	REGISTRATION AND COUNSELING *	$31.70	$32.49	$33.46
	COURSE REVISION & DEVELOPMENT (see Article 6.C.8 & 6.C.9)	$40.90	$41.92	$43.18
	TEST DEVELOPMENT (see Article 6.C.10)	$40.90	$41.92	$43.18
	TRAINING SOLUTIONS BILLABLE HOURS (see Article 15.A)	60.00	61.50	63.35

*Faculty employed for registration or counseling, except for those working in their regular assignment.

B-19

SALARY FOR EXTRA WORK

2% of base work per one (1) full week or .4% per normal workday (see Article 7.I for specific conditions).

B-20

BASE LOAD ASSIGNMENT FOR APPLIED MUSIC COMPENSATION

The number of students to be taught by a full-time faculty member teaching applied music lessons as part of his/her base load assignment is calculated using his/her base step salary.

Following is an example using a base salary of $40,204.

Base salary $40,204 annual ¸ 30 = $1,340 per contact hour

$1,340 x 3 = $4,020

$4,020 ¸ $40 per appointment = 100.5 hours

100.5 ¸ 14 hours per semester = 7.2 students

Any additional hours will be compensated at $40 per hour. The total equated hours shall not exceed the overload limit referenced in Article 6.G.

B-21

Distance Learning Compensation (Article 6.H)

Online/Hybrid Training – Compensation equals the course development hourly rate (B-18) times fifteen (15).

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

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.

B-22 Retirement Pay (Article 7.X)

	2004-05	2005-06	2006-07
Pay for unused sick day, or	45	45	45
Pay for year of service	50	50	50

Appendix C - Job Assignment

Assignment	Training Solutions Trainer
Assistant Athletic Director	Instructor
Athletic Director	Librarian
Job Training Instructor	Extra Curricular
Job Training Management	Assistant Baseball Coach
Job Training Support	Assistant Basketball Coach
Job Training Technical Assistant	Assistant Football Coach
Coordinator (Program)	Assistant Softball Coach
Director of Spectrum Theater	Assistant Volleyball Coach
Counselor/Professional Academic Advisor	Baseball Coach
Department Heads:	Basketball Coach
Manufacturing	Cheerleading Coach
Drafting & Design	Collegiate Advisor
Applied Technology	Culinary Coach
Accounting/ Office Administration	Display Magazine Advisor
General Business	Eligibility
Criminal Justice	Equipment Manager Athletics
Computer Applications	Football Coach
Counseling	Forensics/Drama Coach
Mathematics	Golf Coach
Physical Science	Instrumental Music Coach
Biological Science	Radiation Safety Officer
General Health & Wellness	Softball Coach
Social Sciences	Tennis Coach/Men
Behavioral Sciences	Tennis Coach/Women
Language & Thought
English	Assignments currently unoccupied
Visual Arts	Assistant Cross Country Coach
Director (Program)	Assistant Swimming Coach
Program Director of Child Development/Preschool	Assistant Track Coach
Program Director of Dental Auxiliary	Assistant Wrestling Coach
Program Director of Hospitality Education	Cross Country Coach
Program Director of Instrumental Music	Debate Coach
Program Director of Center for Teaching and Learning	Swimming Coach
Program Director of Nursing	Track Coach
Program Director of Occupational Therapy Assisting	Wrestling Coach
Program Director of Performing Arts
Program Director of Radiation Technology
Program Director of Support Services
Program Director of Work-based Learning
Program Director of Career Resource Center
Program Director of Counseling
Program Director of Occupational and Disability Support Services
Preschool Instructor I
Preschool Instructor II

Appendix D - Current Departments/Programs and Academic Areas

SCHOOL OF WORKFORCE DEVELOPMENT	Department/Program	Academic Area
	Manufacturing Department	Technology
	Drafting & Design Department	Technology
	Applied Technology Department	Technology
	Work Based Learning Department	Technology
	Business Department
	Dental Auxiliary Program
	Occupational Therapy Assisting Program
	Nursing Program
	Radiologic Technology Program
	Computer Applications Department
	Child Development Program

SCHOOL OF ARTS AND SCIENCES	Department
	Social Sciences Department
	Criminal Justice Department
	Behavioral Sciences Department
	Language & Thought Department
	English Department
	Hospitality Education Department
	Mathematics Department
	Physical Sciences Department
	Biological Sciences Department
	General Health & Wellness Department
	Visual Arts Department
	Performing Arts Department

Appendix E - Extra Curricular Remuneration

	2004-05		2005-06			2006-07
Athletic Director	32% MA		32% MA			32% MA
Assistant Athletic Director	16% MA		16% MA			16% MA

For Academic Years	1st YEAR	2nd YEAR		3rd YEAR	4th YEAR		5th YEAR
2004-2005	2.25%	2.25%		2.25%	2.25%		2.25%
Assistant Baseball Coach	2,326	2,715		3,102	3,490		3,878
Assistant Basketball Coach	3,878	4,266		4,654	5,042		5,429
Assistant Football Coach	3,878	4,266		4,654	5,042		5,429
Assistant Softball Coach	2,326	2,715		3,102	3,490		3,878
Assistant Volleyball Coach	2,326	2,715		3,102	3,490		3,878
Baseball Coach	5,042	5,429		5,817	6,205		6,980
Basketball Coach	6,593	6,980		7,367	7,755		8,531
Collegiate Advisor	3,878	4,266		4,654	5,042		5,429
Display Advisor	3,878	4,266		4,654	5,042		5,429
Football Coach	6,593	6,980		7,367	7,755		8,531
Forensics/Drama Coach	776	1,163		1,551	1,939		2,326
Golf Coach	3,490	3,878		4,266	4,654		5,429
Instrumental Music Coach	3,490	3,878		4,266	4,654		5,042
Softball Coach	5,042	5,429		5,817	6,205		6,980
Tennis Coach (Men or Women)	3,490	3,878		4,266	4,654		5,429
Vocal Music Coach	3,490	3,878		4,266	4,654		5,042
Volleyball Coach	4,266	4,654		5,042	5,429		6,205
Eligibility	2,715
Equipment Manager/Athletics	2,326
Radiation Safety Officer	2,715
Culinary Coach	2,326
Cheerleading Coach	2,715
Assistant Cross Country	1,939	2,326		2,715	3,102		3,490
Assistant Swimming Coach	2,326	2,715		3,102	3,490		3,878
Assistant Track Coach	2,326	2,715		3,102	3,490		3,878
Assistant Wrestling Coach	2,326	2,715		3,102	3,490		3,878
Cross Country Coach	3,878	4,266		4,654	5,042		5,817
Debate Coach	3,490	3,878		4,266	4,654		5,042
Swimming Coach	4,654	5,042		5,429	5,817		6,593
Track Coach	4,654	5,042		5,429	5,817		6,593
Wrestling Coach	4,654	5,042		5,429	5,817		6,593

For Academic Years	1st YEAR	2nd YEAR	3rd YEAR	4th YEAR	5th YEAR
2005-2006	2.5%	2.5%	2.5%	2.5%	2.5%
Assistant Baseball Coach	2,384	2,783	3,180	3,577	3,975
Assistant Basketball Coach	3,975	4,373	4,771	5,168	5,565
Assistant Football Coach	3,975	4,373	4,771	5,168	5,565
Assistant Softball Coach	2,384	2,783	3,180	3,577	3,975
Assistant Volleyball Coach	2,384	2,783	3,180	3,577	3,975
Baseball Coach	5,168	5,565	5,962	6,360	7,154
Basketball Coach	6,758	7,154	7,551	7,949	8,744
Collegiate Advisor	3,975	4,373	4,771	5,168	5,565
Display Advisor	3,975	4,373	4,771	5,168	5,565
Football Coach	6,758	7,154	7,551	7,949	8,744
Forensics/Drama Coach	795	1,192	1,590	1,987	2,384
Golf Coach	3,577	3,975	4,373	4,771	5,565
Instrumental Music Coach	3,577	3,975	4,373	4,771	5,168
Softball Coach	5,168	5,565	5,962	6,360	7,154
Tennis Coach (Men or Women)	3,577	3,975	4,373	4,771	5,565
Vocal Music Coach	3,577	3,975	4,373	4,771	5,168
Volleyball Coach	4,373	4,771	5,168	5,565	6,360
Eligibility	2,783
Equipment Manager/Athletics	2,384
Radiation Safety Officer	2,783
Culinary Coach	2,384
Cheerleading Coach	2,783
Assistant Cross Country	1,987	2,384	2,783	3,180	3,577
Assistant Swimming Coach	2,384	2,783	3,180	3,577	3,975
Assistant Track Coach	2,384	2,783	3,180	3,577	3,975
Assistant Wrestling Coach	2,384	2,783	3,180	3,577	3,975
Cross Country Coach	3,975	4,373	4,771	5,168	5,962
Debate Coach	3,577	3,975	4,373	4,771	5,168
Swimming Coach	4,771	5,168	5,565	5,962	6,758
Track Coach	4,771	5,168	5,565	5,962	6,758
Wrestling Coach	4,771	5,168	5,565	5,962	6,758

For Academic Years	1st YEAR	2nd YEAR	3rd YEAR	4th YEAR	5th YEAR
2006-2007	3%	3%	3%	3%	3%
Assistant Baseball Coach	2,456	2,866	3,275	3,684	4,095
Assistant Basketball Coach	4,095	4,504	4,914	5,323	5,732
Assistant Football Coach	4,095	4,504	4,914	5,323	5,732
Assistant Softball Coach	2,456	2,866	3,275	3,684	4,095
Assistant Volleyball Coach	2,456	2,866	3,275	3,684	4,095
Baseball Coach	5,323	5,732	6,141	6,550	7,369
Basketball Coach	6,961	7,369	7,778	8,187	9,006
Collegiate Advisor	4,095	4,504	4,914	5,323	5,732
Display Advisor	4,095	4,504	4,914	5,323	5,732
Football Coach	6,961	7,369	7,778	8,187	9,006
Forensics/Drama Coach	819	1,227	1,638	2,047	2,456
Golf Coach	3,684	4,095	4,504	4,914	5,732
Instrumental Music Coach	3,684	4,095	4,504	4,914	5,323
Softball Coach	5,323	5,732	6,141	6,550	7,369
Tennis Coach (Men or Women)	3,684	4,095	4,504	4,914	5,732
Vocal Music Coach	3,684	4,095	4,504	4,914	5,323
Volleyball Coach	4,504	4,914	5,323	5,732	6,550
Eligibility	2,866
Equipment Manager/Athletics	2,456
Radiation Safety Officer	2,866
Culinary Coach	2,456
Cheerleading Coach	2,866
Assistant Cross Country	2,047	2,456	2,866	3,275	3,684
Assistant Swimming Coach	2,456	2,866	3,275	3,684	4,095
Assistant Track Coach	2,456	2,866	3,275	3,684	4,095
Assistant Wrestling Coach	2,456	2,866	3,275	3,684	4,095
Cross Country Coach	4,095	4,504	4,914	5,323	6,141
Debate Coach	3,684	4,095	4,504	4,914	5,323
Swimming Coach	4,914	5,323	5,732	6,141	6,961
Track Coach	4,914	5,323	5,732	6,141	6,961
Wrestling Coach	4,914	5,323	5,732	6,141	6,961

Appendix F – Pay Rates, In Contact Hours (Ch), For “Project Seminar” Courses

No. Students Course 291 Course 292 Course 293

1 1/15 = 0.133 CH 1/7.5 = 0.267 CH 1/5 = 0.400 CH

2 2/15 = 0.133 CH 2/7.5 = 0.267 CH 2/5 = 0.400 CH

3 3/15 = 0.267 CH 3/7.5 = 0.533 CH 3/5 = 0.800 CH

4 4/15 = 0.267 CH 4/7.5 = 0.533 CH 4/5 = 0.800 CH

5 5/15 = 0.333 CH 5/7.5 = 0.667 CH 5/5 = 1.000 CH

6 6/15 = 0.400 CH 6/7.5 = 0.800 CH 6/5 = 1.200 CH

7 7/15 = 0.467 CH 7/7.5 = 0.933 CH 7/5 = 1.400 CH

8 8/15 = 0.533 CH 8/7.5 = 1.067 CH 8/5 = 1.600 CH

9 9/15 = 0.600 CH 9/7.5 = 1.200 CH 9/5 = 1.800 CH

10 10/15 = 0.667 CH 10/7.5 = 1.333 CH 10/5 = 2.000 CH

11 11/15 = 0.733 CH 11/7.5 = 1.467 CH 11/5 = 2.200 CH

12 12/15 = 0.800 CH 12/7.5 = 1.600 CH 12/5 = 2.400 CH

13 13/15 = 0.867 CH 13/7.5 = 1.733 CH 13/5 = 2.600 CH

14 14/15 = 0.933 CH 14/7.5 = 1.867 CH 14/5 = 2.800 CH

15 15/15 = 1.000 CH 15/7.5 = 2.000 CH 15/5 = 3.000 CH

Each credit hour requires 15 contacts per semester.

See memo of understanding dated November 29, 1983.

Appendix G - Special Training

All special training increments previously earned under the 1991-94 agreement will continue to be paid at the rate of 1% of MA step one (1) per increment. Special training increments can no longer be earned.

Appendix H - Health Care Option Plans

1. Cancer Intensive Care Insurance

2. Short Term Disability

3. Long Term Disability

4. Term Life Insurance

5. Cash

6. Or any combination of the above

Applied Music	June 20, 2001
OE/OE – Ottawa M-Tech.	June 20, 2001
Administrative Investigations – Professional Competency	June 20, 2001
Timing of Overload Selection	May 7, 2004
Constructions Trade	June 6, 2004
Time for Time Trade	July 7, 2004
Faculty Evaluation Procedures	August 2, 2001
2004-2005 Elective 40-42 Week Contract	August 10,2004
Job Training	August 10, 2004
Grievance Procedure	August 12, 2004
Longevity Training	August 12, 2004

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

TABLE OF CONTENTS

H. DISTANCE LEARNING

N. HOLIDAY PAY (Hourly faculty members)

R. GRAND RAPIDS COMMUNITY COLLEGE TUITION REIMBURSEMENT

1. Qualifications

2. Course Approval

3. Tuition Reimbursement Rates

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

5. Tuition Reimbursement Application Procedure

D. FACULTY MEMBER PERSONAL BUSINESS LEAVE

1. Level One

2. Level Two

3. Level Three

4. Level Four

5. Level Five

Visual Arts

b) New program development (needs study, advisory committee development, curriculum development)

c) Instructional technology – purchasing (including the research of product review) of equipment/software/courseware, program development/revision, integrating of technology in the curriculum.

d) Chairing a search committee for full-time faculty hiring

e) Other special projects approved by the dean.

Director of Occupational Therapy Assisting

Director of Work Base Learning

B-21

Child Development Program