Agreement between
The Board of Trustees
of Gloucester County College
and
The Gloucester County College
Education Association Directors’ Group
which is affiliated with the
New Jersey Education Association
--______________________________________________
2004-2007
Effective July 1, 2004
TABLE OF CONTENTS AGREEMENT.....……………....................................................................................1
ARTICLE I General Conditions..........................................................................2 - 4
1.1 Board Recognition ..................................................................2
1.2 Contrary to Law.......................................................................2
1.3 Amendment…..........................................................................3
1.4 Released Time for Negotiations…………………………….3
1.5 Budget Information……………………………………….....3
1.6 Selection of Negotiators……………………………………..3
1.7 Copies of Agreement………………………………………...3
1.8 Continuing Consultation…………………………………......4
ARTICLE II Rights of Parties.................................................................................5 - 7
2.1 Right to Organize......................................................................5
2.2 Right to Negotiate….................................................................5
2.3 Association Business…………………...................................5
2.4 Use of Facilities and Equipment…………………………….5
2.5 Safety Committee……………………………………………6
2.6 Bulletin Boards.........................................................................6
2.7 Board’s Authority…................................................................6
ARTICLE III Director’s Assignments and Responsibilities……………………8 - 9
3.1 Holidays………………………………..................................8
3.2 Directors’ Working Hours…...................................................8
i
3.3 Emergency Closing………………………………………....8
3.4 Authorized Off-Campus Assignments....................................9
3.5 Attendance at College Functions…………………………....9
3.6 College Handbooks……………………. …………………..9
ARTICLE IV Personnel Files ................................................................................10
4.1 Personnel Files........................................................................10
ARTICLE V Contracts, Dismissals and Vacancies…………………………….12-13
5.1 Contracts, Dismissals and Vacancies………………………12
5.2 Recommendations for Promotion………………………….13
ARTICLE VI Health Insurance Benefits………………………………………..14 - 16
6.1 Medical Insurance...................................................................14
6.2 Dental Insurance......................................................................14
6.3 Insurance Carriers....................................................................14
6.4 Retiree Coverage……….…………………………………..15
ARTICLE VII Directors’ Salaries and Deductions..................................................17 - 18
7.1 Salary…...................................................................................17
7.2 Requests for Deductions…………………………………....17
7.3 Representation Fee for Non-members……………………...17
ARTICLE VIII Paid Leaves of Absence...................................................................19 - 21
8.1 Sick Leave…..……….............................................................19
8.2 Family Illness……………......................................................19
8.3 Use of Statutory Leave for Personal or Family Illness……...19
8.4 Bereavement……………………………...............................19
8.5 Personal Leave …..…………................................................21
8.6 Sabbatical Leaves………………………… ………………18
ARTICLE IX Unpaid Leaves of Absence................................................................22-24
9.1 Family and Medical Leave……..............................................22
9.2 Leave to Care for New Born or Newly Adopted Child..........22
9.3 Application for Unpaid Leave………….…………………...22
9.4 Leave for Personal Reasons………………………………...23
9.5 Leave for Professional Services…………..............................23
9.6 Leave for Advanced Study………………..............................23
9.7 Leave for Fulbright or Exchange Program………………….23
9.8 Decision to Grant Unpaid Leave……………………………23
9.9 Unpaid Leave Benefits……………………………………...23
ARTICLE X Director’s Privileges……………………………………………...25 – 26
10.1 Tuition Waiver…………………………...............................25
10.2 Early Childhood Education Center…………………………25
10.3 Tuition Reimbursement…………………………………….25
10.4 Parking……………………………………………………...26
ARTICLE XI Vacation for Directors…………………………………………….27
11.1 Vacation…………………………………………………….27
11.2 Vacation Schedule………………………................................27
11.3 Termination Pay……………………………………………..27
ARTICLE XII Retirement “Bonus”……………………………………………….28
ARTICLE XIII Grievance Procedure ……………………………......……………30 – 34
13.1 ……………………………………………………………….30
13.2 Formal Grievance Procedure Form…………………………..34
ARTICLE XIV Duration of Agreement …………………………………………...35
APPENDIX A Salary Schedule ………………………………………………….. 37
iv
2
AGREEMENT
Between the Board of Trustees of Gloucester County College, operating under the provision of Public Laws of 1968, Chapter 303, and including Chapter 123, Public Laws 1974 of the State of New Jersey
and
Gloucester County College Education Association Directors’ Group affiliated with the New Jersey Education Association.
This Agreement entered into on July 1, 2004 by and between the Board of Trustees of Gloucester County College, hereinafter called the Board, and the Gloucester County College Education Association Directors’ Group affiliated with the New Jersey Education Association, hereinafter called the Directors’ Group, represents a complete agreement between the parties, and provides that:
ARTICLE I
GENERAL CONDITIONS 1.1 Board Recognition
The Board hereby recognizes the New Jersey Education Association on behalf of the Directors’ Group of Gloucester County College as the sole and exclusive negotiation representative for all Gloucester County College Directors. The term "Director," when used here and after in this Agreement, shall refer to all members of the designated bargaining unit as specified by the PERC determination of September 14, 2001. This represents the titles of Associate Director, Director II, Director I and Senior Director. When a new director title is created, the President of the Association shall be informed within five working days and the title shall be placed in the unit, unless either party shall have an objection to such placement. In the event that an informal conference between the parties fails to resolve the objection, the matter shall be submitted to the New Jersey Public Employment Relations Commission (PERC) for clarification of unit proceedings. Additionally, should the Association raise an objection that unit work has been assigned to a title outside the unit, the parties shall confer for the purpose of resolving the matter, and if unsuccessful, the matter shall be submitted to PERC for clarification of unit proceedings
1.2 Contrary to Law
If any provision of this agreement or any application of the Agreement to any employee or group of employees shall be found contrary to law, then such provision or application shall be void, but all other provisions or applications of this agreement shall continue in full force and effect.
1.3 Amendment
Should the parties agree to an amendment of this Agreement, such amendment shall be reduced to writing, submitted to ratification procedures of the Board and the Directors’ Group, and if ratified, become part of the Agreement.
1.4 Released Time for Negotiations
When mutually determined negotiating meetings are planned during the working day, two members of the Bargaining Unit may be granted release time.
1.5 Budget Information
In order for the Directors’ Group to represent members, the Board will make available to the Directors’ Group upon written request:
(a) The number of members within the unit and their respective titles and salaries; and
(b) Other reports within the public domain.
1.6 Selection of Negotiators
Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other party. Negotiating teams at any one bargaining session are not to exceed four members. The parties mutually pledge that their representatives shall be clothed with all necessary power and authority to make and consider proposals and make counter proposals. Either party may bring in not more than two consultants for a particular item of discussion.
1.7 Copies of Agreement
Copies of this agreement shall be reproduced by the Board and distributed to all members of the Directors’ Group now employed or hereafter employed by the Board for the duration of this Agreement. The Board will supply ten copies to the Directors’ Group. Bona fide candidates for employment shall be given a copy of the Agreement when the individual is given a Notice of Appointment.
1.8 Continuing Consultation
The Directors’ Group will meet with the President and appropriate administrators, at the request of either party, at least twice per academic year to discuss the administration of this agreement and/or problems of mutual concern.
ARTICLE II
Rights of Parties
2.1 Right to Organize
Nothing contained herein shall be construed to deny or restrict the rights of members under the New Jersey Statutes Annotated, Title 18A or other applicable laws and regulations. The rights granted and duties inferred herein shall be deemed to be in addition to those provided elsewhere. However, the Board retains all rights not specifically conferred upon the Directors’ Group.
2.2 Right to Negotiate
Members as described in Article I have the right freely to organize, join and support the Directors’ Group for the purpose of engaging in collective negotiation and other concerted activities for mutual aid and protection.
2.3 Association Business
Duly authorized representatives of the Directors’ Group shall be permitted to transact official Association business and conduct meetings on College property at reasonable times, where such business does not interfere with the operation of the College or with the performance of the members' duties. No charge shall be made for the Association's use of College facilities.
2.4 Use of Facilities and Equipment
The Directors’ Group may use College facilities and equipment at the convenience of the President or his/her designees. No equipment shall be removed from the premises without written permission. Payment shall be made for any expendable supplies used for Directors’ Group purposes, and the Directors’ Group shall be liable for damage to any equipment used for said purposes. A request from the Directors’ Group shall not be unreasonably denied.
2.5 Safety Committee
The Association may have a representative on the College wide Safety Committee.
2.6 Bulletin Board
The College shall make available to the Association a bulletin board for the purpose of posting official Association notices.
2.7 Board's Authority
The Board hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties and responsibilities conferred upon and vested in it, prior to the signing of this Agreement, by the laws and Constitution of the State of New Jersey and of the United States including, but not limited to the following rights:
(a) The executive management and administrative control of Gloucester County College and its properties and facilities and activities of its employees by utilizing personnel, methods, and means of the most appropriate and efficient manner possible, as may, from time to time, be determined by the Employer.
(b) To insure compliance with all state and federal laws and regulations governing the operations of the Employer’s facility.
(c) To make, maintain, and amend such reasonable rules and regulations as it may from time to time deem best for the purposes of maintaining order, the safety of students, employees, and guests and to require compliance by employees.
(d) To hire all employees, to determine their qualifications and conditions of continued employment, to set their assignment, and to promote and transfer employees.
(e) To decide the number and types of employees needed for any particular time and or task and to be in sole charge of the quantity of the work required.
(f) To suspend, demote, discharge or take any other appropriate disciplinary action against any employee for just cause according to the law and the provision of the collective bargaining agreement.
(g) To lay off employees in the event of lack of work or funds or under conditions where continuation of such work would be inefficient and non-productive or for other legitimate reasons according to the provisions of this collective bargaining agreement.
(h) The above is subject to the law and the provision of the collective bargaining agreement.
ARTICLE III Directors’ Assignments and Responsibilities
3.1 Holidays
The Board shall designate fourteen (14) holidays annually for full-time twelve-month employees.
3.2 Directors' Working Hours
(a) The usual work week for Directors shall be 35 (thirty-five) hours over a five consecutive day period, excluding a one-hour lunch period daily.
(b) Directors are exempt employees and will not be required to make up any compensatory time for the Board designated recess.
3.3 Emergency Closing
Directors who are scheduled to work but directed not to report to work due to inclement weather or another emergency situation will be credited with one hour of pay for each hour that he/she is scheduled to work. Employees who are officially dismissed early due to weather or any other situation will be paid for their entire scheduled workday. All employees in active pay status shall be paid for the entire day if the College is closed for the entire day. Emergency closing compensation will be provided unless an Act of God or a regional/national emergency beyond the control of the Board prevents the College from making these payments. It is the employee’s responsibility on days of inclement weather to check college designated information sources for college closing information.
3.4 Authorized Off-Campus Assignments
If a Director is required or receives approval to make a trip on College business, he or she shall be reimbursed for the most convenient and economical mode of transportation or the specified auto mileage reimbursement. If the College requests that an Association member use his/her own transportation and the unit member agrees, he or she shall be reimbursed at the prevailing IRS “standard mileage rate”. The College shall provide secondary coverage over the owner’s primary coverage and limits to a total maximum of $1,000,000. This coverage is in excess of the owner’s primary coverage and applies only when a unit member uses his/her vehicle for authorized College business.
3.5 Attendance at College Functions
Attendance by members at Commencement is mandatory, and attendance at a reasonable number of other College functions is encouraged. The College will furnish academic attire when needed, at no cost to the member.
3.6 College Handbooks
The College Handbook will not conflict with the terms and conditions specified in this Agreement and nothing herein precludes a member from submitting suggestions.
ARTICLE IV
Personnel Files
4.1 (a) The College shall maintain a personnel file on each
employee, which shall include, but not be limited to, the following:
1. Personnel information;
2. Information relating to the employee's accomplishments submitted by the employee or placed in the file at his/her request;
3. Records generated by the College;
4. Job description; and
5. Information indicating special achievements, research, performance and contributions of an academic, professional or civic nature.
(b) The employee may, upon request, examine the individual personnel file referred to in 4.1 (a) and photocopy material therein, within five (5) working days of the initial request, at a time mutually convenient to the administrator in charge and the unit member.
(c) All material requested by the College or supplied by the employee in connection with the employee's original employment shall be maintained in a confidential pre-employment file, which shall not be available for examination by the employee.
(d) Human Resources will be responsible for the safekeeping of the personnel files.
(e) Unit members shall be shown disciplinary material to be placed in their file and shall acknowledge by signature having seen same. Such acknowledgment shall not necessarily indicate agreement with the material. Unit members shall have the right to respond to any material placed in the file within twenty working days after reviewing such material.
(f) Material not in the file may not be used against the employee.
(g) Personnel files will be available to the appropriate supervisory personnel and Board members when matters of promotion, retention, discipline and performance are under discussion or for other legitimate business needs.
ARTICLE V
Contracts, Dismissals and Vacancies
5.1 (a) Annual notice of intent to reappoint Directors who have completed five full academic years of service shall be issued by December 15. Annual notice of intent to reappoint Directors with less than five full years of academic service shall be issued by March 15.
(b) The Board of Trustees shall issue Directors an employment contract stipulating terms and conditions of employment (including position title, salary, duration, and any special conditions) no later than April 15 of the current year.
(c) Grant-funded positions may be terminated immediately and are subject to the terms and conditions of the funding agency.
(d) Notice of non-reappointment shall be issued by December 15th for Directors who have completed five academic years of service and by March 15th for Directors with less than five academic years of service. Such notice shall not be issued without cause. If the cause is questioned the matter shall be processed through the grievance procedure except that the Board of Trustees shall act as the Arbitrator in the final and binding step.
(e) Removal during the term of the contract shall only be made for just cause. The employee shall be given 30 days notice of the College's intent to terminate the contract. Directors with more than five academic years of service or those with tenure protections shall be afforded the rights and privileges provided by statute and administrative code.
(f) Directors wishing to terminate their employment with the college shall provide 30 days notice.
5.2 Recommendations for Promotion
Nothing herein precludes request(s) of a Director who has academic rank from applying through his/her immediate supervisor for promotion in academic rank with compensation as determined for a promotion. It is understood that such determination rests solely with the Board.
ARTICLE VI
Health Insurance Benefits
6.1 Medical Insurance
Under the New Jersey State Health Benefits Plan for both health and prescription drug coverage, all full-time unit members who have completed their 60 day probationary period will be eligible to enroll into the provider plan of their choice at his/her appropriate level of coverage (e.g., single, couple, parent/child or family coverage). The College will administer all health and prescription drug programs in accordance with the requirements and guidelines of the State Health Benefits Commission.
6.2 Dental Insurance
Dental insurance will be provided to each unit member at his/her appropriate level of coverage (e.g., single, couple, parent/child or family coverage) through Delta Dental or a like dental provider. Should a unit member individually elect to expand or increase coverage beyond the coverage levels in place as of 6/30/01, then the unit member will be responsible for any additional cost of the expanded or additional coverage through an employee payroll deduction.
6.3 Insurance Carriers
The Board reserves the right to change insurance carriers and/or self-insure so long as substantially similar benefits are provided. In the event the Board decides to change insurance carriers and/or self-insure, the matter will first be discussed with representatives of the Association prior to any change, and if the Association does not agree that the benefits to be provided by the new carrier or through self-insurance are substantially similar, the Association may file for arbitration within fifteen (15) calendar days from notification by the Board of its intention to change carriers or to self-insure.
6.4 Retiree Coverage
(a) All current unit members retiring after July 1, 2001, with 15 years of service at the College and a minimum age of 62, or at any age with at least 25 years of service in the New Jersey Retirement Pension Systems, shall receive retiree benefits through the Health and Dental providers offered by the College. The employee shall be eligible to receive his/her appropriate level of coverage (e.g., single, couple, parent/child or family coverage). The retiree will be responsible for any dental co-payments for expanded services consistent with those for active employees at the time of his/her retirement.
(b) All unit members hired after June 5, 2002 shall receive the following upon retirement:
(i) Those with 15 years or more service to the College and a minimum age of 62 shall receive single health coverage as provided under the New Jersey Health Benefits Program and the equivalent of single coverage for Dental insurance. The retiree will be responsible for any dental co-payments for expanded services consistent with those for active employees at the time of his/her retirement.
(ii) Those with 25 years of service under the New Jersey Retirement Pension Systems shall receive coverage at his/her appropriate level (e.g., single, couple, parent/child or family coverage) as provided under the New Jersey Health Benefits Program and the College’s coverage for Dental insurance. The retiree will be responsible for any dental co-payments for expanded services consistent with those for active employees at the time of his/her retirement.
ARTICLE VII
Directors' Salaries and Deductions
7.1 Salary
The salary of members shall be paid bi-weekly for a period of twelve months.
7.2 Requests for Deductions
Members may, by executing the proper form as provided by the Board, have automatic payroll deductions for any of the following purposes:
(a) Professional dues
(b) Dues check off authorization
(c) Government bonds
(d) Credit Union
(e) State of New Jersey pension programs
(f) Any professional insurance programs
(g) Such other as shall be mutually agreed upon by the Directors’ Group and the Board
7.3 Representation Fee for Non-members
(a) The Association President shall submit to Human Resources a list of names of employees covered by this contract who are not currently dues paying members. The College, in compliance with State law and this agreement, will deduct a representation fee equal to a percentage of the regular dues as certified on an annual basis by the Association, which shall be remitted to the Association in the same manner as dues. In the case of newly hired employees, deduction of representation fees will begin with the next paycheck following submission of dues check off card or, in lieu there of , with the next paycheck following a written request by the Association to withhold.
(b) It is agreed by the parties to this Agreement that the Board shall have no other obligation or liability, financial or otherwise, (other than set forth herein) because of actions arising out of the understandings expressed in the language of this Article. It is further understood that once the funds deducted are remitted to the Association, the disposition of such funds thereafter shall be the sole and exclusive obligation and responsibility of the Association.
(c) The Association shall indemnify and save the Board (and College) harmless against any and all claims, demands, suits or other forms of liability including reasonable legal and/or representation fees resulting from any of the provisions of this Article or in reliance on any list, notice or assignment furnished under this Article.
(d) The Association agrees that it has established or will establish a procedure by which a non-member employee in the unit can challenge the representation fee in accordance with N.J.S.A. 34: 13A-5.6.
ARTICLE VIII
Paid Leaves of Absence
8.1 Sick Leave
Members, steadily employed by the Board of Trustees, shall be allowed sick leave with full pay for a period of twelve work days in any academic year. Up to ten days accumulated sick leave may be transferred from immediate previous educational employment. Unused sick leave shall be accumulative, to be used for additional sick leave as needed in subsequent years. The Board may require proof of illness.
8.2 Family Illness
Employees may be absent from work because of a serious illness or injury of an immediate family member (father, mother, spouse, children) or contagious disease among any person residing in the employee's household. Such time is to be charged against sick leave or personal time. Employees may use federal or state leave programs to care for eligible family members.
8.3 Use of Statutory Leave for Personal or Family Illness
Eligible employees may elect to use or may be required to use Family Medical Leave or New Jersey Medical Leave to care for their own serious health condition or the serious health condition of eligible family members pursuant to terms and conditions of those statutes.
8.4 Bereavement
A paid bereavement leave of four (4) days maximum will be allowed for each death in the immediate family for the period covering up to seven days from the date of the death. Family shall mean: father, mother, siblings, wife, husband, children, stepchildren, grandchildren, grandparents, mother-in-law, and father-in-law.
In the event of the death of a member of the family other than those previously listed, an Association member may be entitled to one full day of paid bereavement leave to attend the funeral. The employee also may use up to three days from accrued sick leave or personal leave to support bereavement leave requirements for these other family members.
8.5 Personal Leave
Unit members may be granted three (3) days personal leave with pay for bona fide personal business that cannot be handled outside of regular working hours, such as:
(a) Real estate closing.
(b) Marriage of the unit member or a member of his/her immediate family.
(c) Graduation of a member of the immediate family.
(d) Required appearance in court wherein the employee is not party and suit with the College. Request for such leave shall be in writing not less than five (5) days in advance, except in the case of an emergency. In a personal emergency situation the employee shall notify the Supervisor as soon as possible.
(e) In cases where there is a life-threatening illness of a unit member's spouse or child, a maximum of six (6) personal days may be utilized, provided such illness is certified by an attending physician and, further provided, that the unit member has unused personal leave days from the prior three years.
8.6 Sabbatical Leaves
Sabbatical leaves shall be granted by the Board, subject to the following conditions:
(a) A member will be eligible for sabbatical after completion of seven years continuous service at the College; or after seven years since his/her last sabbatical leave at the College.
(b) Such leave must be applied for during the first semester of the preceding year, with the specific study or research purpose clearly stated in the application.
(c) Application shall be submitted to the President.
(d) After careful consideration of all applications, the President shall make his/her recommendation to the Board. Final decision on granting sabbatical leaves shall rest with the Board.
(e) Sabbatical leave may be for one half year or one full year. This leave shall be creditable for College seniority. Sabbatical pay for the length of the contract is:
1/2 year 100%
1 year 60%
(f) Sabbatical leaves are not subject to the grievance procedure of this Agreement.
ARTICLE IX
Unpaid Leaves of Absence
9.1 Family and Medical Leave
Eligible employees may be entitled to unpaid leave for their own serious health condition, the serious health condition of certain close family members or to care for a newborn or newly adopted child, pursuant to the Family and Medical Leave Act and or the New Jersey Family Leave Act. Such leaves shall be granted, consistent with these statutes and with College policy. Employee benefits will continue as required by federal and/or state statute during this period.
9.2 Leave to Care for a Newborn or Newly Adopted Child
Unit members of either sex shall be granted unpaid leave of absence to run concurrently with any mandated federal or State leave for the birth or adoption of a child. A unit member may receive up to one (1) year of unpaid leave for the care of a newborn child under one-hundred-twenty (120) days of age at the time the leave commences (or for an adopted child less than five (5) years of age) provided that, where possible, at least sixty (60) days prior written notice is given to the College. Employee health insurance benefits will be provided during the time that an employee is covered under the provisions of the federal and state leave programs; thereafter, an employee may elect to purchase continuation coverage under COBRA.
9.3 Applications for Unpaid Leave
Applications for unpaid leaves of absence, other than for leave under the Family and Medical Leave Act, the New Jersey Family Leave Act or as a form of reasonable accommodation to an employee’s disability or handicap, must be made in writing not less than 90 days prior to the effective date of such leave. Notice to return must be made in writing not less than one semester prior to the date of return. The decision to grant an unpaid leave rests solely with the Board and is not subject to the grievance procedure of this Agreement.
9.4 Leave for Personal Reasons
A leave for personal reasons may be granted by the Board to a unit member upon mutual consent up to one year.
9.5 Leave for Professional Services
Leave to serve with the NJEA, its affiliates or an academic professional organization may be granted for one year.
9.6 Leave for Advanced Study
Leave for advanced study in the unit member's field may be granted for one year.
9.7 Leave for Fulbright or Exchange Program
Leave for one year may be granted to any member upon application for the purpose of participating in a Fulbright or other educational exchange program.
9.8 Decision to Grant Unpaid Leave
The decision to grant an unpaid leave of absence for Personal Reasons, Professional Services, Advance Study, Fulbright or Exchange Program rests solely with the Board and is not subject to the grievance procedure of this Agreement.
9.9 Unpaid Leave Benefits
If legal and subject to the benefit plan, the Board shall permit unit members on unpaid leaves of absence to continue any and all benefits at their own expense. In addition, tuition waiver will be granted in accordance with Article X, paragraph 10.1, while on an approved unpaid leave of absence.
ARTICLE X
Director’s Privileges
10.1 Tuition Waiver
Subject to meeting entrance requirements, each unit member, his/her spouse and children through age twenty-three (23) will be granted waiver of tuition and activity fee for Gloucester County College credit courses. These individuals also shall be eligible for a tuition waiver for non-credit courses, workshops or seminars as long as there is space available and there is no additional cost to the College as a result of the waiver. In any instance in which the agreement with a co-sponsoring organization for an offering prohibits access to courses, that agreement with the co-sponsor shall govern.
10.2 Early Childhood Education Center
Members will be granted the privilege to use the facilities of the Early Childhood Education Center for so long as it continues to exist and in conformity with the rates and rules of such facility.
10.3 Tuition Reimbursement
The Board of Trustees shall authorize payment to unit members for graduate study. Payment shall be made subject to the following conditions:
(a) Courses must be submitted at least ten (10) days prior to matriculation in such course(s) and are subject to approval by the President or his/her designee.
(b) Reimbursement will be made on a per credit basis at a rate not to exceed the Rutgers graduate rate and will be contingent upon the successful completion of course work with a grade “C” or better for undergraduate courses and “B” or better for graduate level courses.
Unit members shall be eligible for reimbursement up to 12 credit hours per fiscal year (July l to June 30).
(c) Nothing herein precludes approval by the President or his/her designee of beneficial undergraduate courses.
10.4 Parking
A parking area for members shall be provided.
ARTICLE XI
Vacation for Directors
11.1 Vacation
Each member shall earn pro rata twenty-two (22) vacation days per year. An employee may accrue and carry forward up to one year’s worth of his/her entitlement of vacation time into the next fiscal year. This time must be used by June 30 of the next fiscal year, so that no more than one year’s worth of vacation accrual is carried forward into any subsequent fiscal year. In rare instances, an employee may carry forward vacation time in excess of the one year’s allocation upon approval of the President.
11.2 Vacation Schedule
A member's preference as to the period during which he/she desires to take his/her vacation shall be given full consideration, but it must be recognized that vacations must be taken at such times as are consistent with the best interests of the College.
11.3 Termination Pay
If at the time of termination of employment a Director has accumulated vacation time, he/she shall be compensated for it up to 30 days, calculated as follows:Accumulated vacation time (up to 30 days) x base salary
260 days (5days x 52 weeks)
ARTICLE XII Retirement "Bonus"
12.1 A retirement “Bonus” shall be based on a payment of $100 per day for each accumulated sick leave day earned during the duration of this contract, $86 per day for July 1, 2001 to June 30, 2004 and $83 per day for each day earned under prior contracts provided that the following conditions are met:
(a) The unit member has been employed actively by the College for twenty (20) years.
(b) The unit member must provide at least six months prior written notice of intent to retire. However, the President may waive this notification requirement in the case of a life-threatening illness.
(c) The unit member retires under the New Jersey Public Employees Retirement System or employing the same standards of this system if the unit member retires under the Alternate Benefit Program.
12.2 If the years of a unit member's active College service is less than 20 but at least l0 full years, then the retirement "bonus" shall be proportional i.e., 11/20, 12/20 etc. to the maximum as per above.
12.3 The member may elect to defer the retirement "bonus" compensation up to 12 months.
12.4 Any sick days used by a member during the term of the contract shall be on a “last in, first out” basis, so that an employee shall first use the sick days carrying a retirement bonus of $86 before using the days valued at $83.
12.5 This benefit is limited to a maximum of $10,000 for all employees hired after June 5, 2002. For all employees hired prior to June 5, 2002, this benefit is limited to a maximum of $20,000.
12.6 In cases where a unit member dies while actively employed and has provided written notification of intent to retire (under section 6.1B), the bonus will be paid to his/her estate.
ARTICLE XIII
Grievance Procedure
13.1 A grievance is a claim or complaint by a unit member, group of unit members or the Association hereinafter referred to as a Grievant, based upon an event which affects a condition of employment, discipline or discharge, and/or alleged violation of which constitutes a misrepresentation or misapplication of any provision of this Agreement or any existing rule order or regulation of the Board of Trustees. In the event that a unit member or group of unit members or the Association believes there is a basis for a grievance, it shall:
(a) Informally discuss the grievance with the appropriate administrator
(b) If, as a result of the informal discussion a grievance is unresolved, the Grievant may invoke the formal grievance procedure on the form required, signed by the Grievant. Every formal grievance shall be filed within twenty (20) working days of the occurrence or thereafter be barred. Two (2) copies of the grievance shall be filed with the President of the College or a representative designated by the President.
(c) Within five (5) working days of date of filing, the President of the College or his/her designee shall meet with the Grievant or his/her representative in an effort to resolve the grievance. The President of the College or his/her designee shall indicate his/her disposition of the grievance in writing within five (5) working days of said meeting.
(d) If the Grievant is not satisfied with the disposition of the grievance by the President of the College or his/her designee or if no disposition has been made within the time limits in paragraph (c), the grievance shall be transmitted within ten (10) working days to the Board of Trustees by the Grievant by filing a written copy thereof with the Secretary of said Board. The Board shall, within thirty (30) working days of the date of filing, either allow the grievance or form a committee and hold a hearing on the grievance. Should a hearing be held, the Association and the affected unit members shall be notified in writing no later than five working days after the hearing of the recommendation from the committee. The Board of Trustees shall publicly indicate its disposition of the grievance at its next regularly scheduled meeting after notification to the Association and the grievant. A grievance based on lack of contract offer by the Board of Trustees for non-tenured unit members shall be handled per Article V Section 5.3.
(e) If the Association is not satisfied with the disposition of the grievance by the Board of Trustees, or if no disposition has been made within the period provided in paragraph (d), the grievance may be submitted to arbitration within thirty (30) working days before an impartial arbitrator. If the parties cannot agree on an arbitrator, he/she shall be selected pursuant to the rules and procedure of the Public Employees Relations Committee (PERC), whose rules shall likewise govern the arbitration proceeding. Neither the Board nor the Association shall be permitted to assert in such arbitration proceeding any ground or to rely on any evidence not previously disclosed to the other part. No more than one (1) substantive issue may be submitted to the arbitrator in a case unless otherwise agreed to in writing by both parties. The arbitrator shall submit a written decision within thirty (30) days of the hearing setting forth his findings of fact, reasoning and conclusions on the issue submitted. The arbitrator shall have no power to alter, add to or subtract from the terms of the Agreement. Both parties agree to be bound by the decision of the arbitrator.
(f) Subject to (g) infra, the fees and expenses of the arbitrator shall be shared equally by the parties.
(g) No reprisals of any kind shall be taken against any unit member for participating in any grievance. If any unit member for whom a grievance is filed, processed or sustained shall be found to have been unjustly discharged, he or she shall be restored to his/her or her former position with full reimbursement of all professional compensation lost, and in addition the Board shall pay the entire cost of fees and expenses of the arbitrator. However, if the discharge is found to have been justified, the Association shall pay the entire cost of fees and expenses of the arbitrator.
(h) The number of days indicated at each level are to be read as working days and should be considered as maximum and every effort should be made to expedite the process. However, the time limits may be extended by mutual consent.
(i) All documents, communications and records dealing with grievances shall be filed separately from the personnel file of the participants.
(j) It is agreed that each party shall furnish the other with any information in its possession necessary for the processing of any grievance or complaint.
(k) If a unit member or a supervisor has a matter that he/she wishes to discuss with the other, he/she is free to do so without recourse to the grievance procedure.
(l) No grievance shall be adjusted without prior notification to the Association and an opportunity for an Association representative to be present, nor shall any adjustment or a grievance be inconsistent with the terms of this Agreement.
(m) A grievance may be withdrawn at any level.
(n) Human Resources shall report all disciplinary actions taken against any bargaining unit member to the President of the Association. The name of the disciplined employee shall only be included with his/her written consent.
13.2 Formal Grievance Procedure Form
NAME____________________________________________________
POSITION_________________________________________________
DATE OF GRIEVANCE______________________________________
DATE OF FILING___________________________________________
NATURE OF GRIEVANCE:
PREVIOUS ACTION, IF ANY, TAKEN BY GRIEVANT:
SIGNATURE___________________________________________
DATE RECEIVED BY PRESIDENT____________________________
DATE OF MEETING WITH GRIEVANT________________________
DISPOSITION:______________________________________________
DATE_________________ SIGNATURE________________________
DATE RECEIVED BY SECRETARY OF BOARD OF TRUSTEES____
DATE GRIEVANCE ALLOWED_______________________________
DATE OF HEARING_________________________________________
DISPOSITION:
DATE:_______________ SIGNATURE__________________________
ARTICLE XIV
Duration of Agreement
14.1 This Agreement incorporates the entire understanding of the parties on all matters that were or could have been the subject of negotiation and supersedes each and every provision of all prior contracts between the parties. Except as specified, neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement.
14.2 This Agreement shall be effective starting July 1, 2004 through June 30, 2007 subject to the following:
(a) During the month of October 2006, either party may notify the other in writing of its desire to terminate, modify or supplement this Agreement. Within thirty days of such notice, the duly authorized representatives designated by the parties will meet to commence such negotiations.
(b) Each unit member shall receive the following base salary increases: 4.00% in 2004-05, 4% in 2005-06 and 4% in 2006-07.
(c) Any Association member who teaches under an adjunct contract with the College shall be granted compensation on an overload basis. The overload compensation for credit-bearing courses shall be as negotiated in the faculty contract for 2004-7.
BOARD OF TRUSTEES GCCEA
On behalf of DIRECTORS
by_________________________ by____________________________
Chairperson, Board of Trustees NJEA Representative
by___________________________ by______________________________
Secretary, Board of Trustees President, GCCEA, Directors’ Group
DATED________________________ by______________________________APPENDIX A
GLOUCESTER COUNTY COLLEGE
SALARY SCHEDULE
DIRECTORS’ GROUP
TWELVE-MONTH EMPLOYEES
Maximum
Senior $99,900
Level I $86,400
Level II $80,100
Associate $73,900
Notes:
a) Should an employee be promoted from one level to another, he/she shall receive a promotional adjustment of $1,500.
b) Directors employed at the College prior to July 1, 1983 shall be “grandfathered” at the Senior Director with no promotional adjustment.
c) Sr. Directors employed at the College prior to July 1, 1983 shall not be capped at the contract maximum. |