37________________________________________________________________________
The Board of Trustees
of Gloucester County College
and
GCC Technical/Academic Professional Staff Association/NJEA
______________________________________________________
2004-2007
Effective July 1, 2004
TABLE OF CONTENTS
AGREEMENT -General Conditions...................................................1 - 4
1.1 Board Recognition..............................................1
1.2 Contrary to Law..................................................3
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..........................................4
1.8 Continuing Consultation.....................................4
1.9 Non-Discrimination ……...................................4
ARTICLE II -Rights of Parties..........................................................5 - 8
2.1 Right to Organize................................................5
2.2 Right to Negotiate...............................................5
2.3 Board’s Authority................................................5
2.4 Use of Facilities and Equipment....…..................7
2.5 Posting of Association Notices............................7
2.6 Technology Changes ...........................................8
2.7 Safety Conditions…………………….............…8
ARTICLE III - Assignments and Responsibilities……………………9 - 12
3.1 Holidays...........................................…….............9
3.2 Working Hours.....................................................9
3.3 Make-up Days......................................................10
3.4 Overtime...............................................................10
3.5 Job Descriptions...................................................11
3.6 Off-Campus Activities.........................................11
3.7 Meal Allowance...................................................12
ARTICLE IV -Personnel Files.............................................................13 - 14
.
ARTICLE V -Notice of Dismissals and Vacancies………………….15
ARTICLE VI -Health Insurance Benefits.............................. ...............16 - 18
6.1 Medical Insurance.................................................16
6.2 Dental Insurance....................................................16
6.3 Insurance Carrier(s)...............................................17
6.4 Retiree Coverage....................................................17
ARTICLE VII -Salaries and Deductions..................................................19 - 12
7.1 Salary......................................................................19
7.2 Request for Deductions...........................................19
7.3 Representation Fee for Non-Members....................19
ARTICLE VIII -Paid Leaves of Absence...................................................22 – 23
8.1 Sick Leave............ ....................................................21
8.2 Family Illness............................................................21
8.3 Bereavement ............................................................21
8.4 Personal Leave..........................................................22
8.5 Excused for Injury.....................................................22
ARTICLE IX -Unpaid Leaves of Absence................................................24 - 25
9.1 Applications for Unpaid Leave..................................24
9.2 Family Leave................................………..................24
9.3 Child Rearing Leave...................................................24
9.4 Leave for Personal Reasons........................................24
9.5 Leave for Professional Services..................................25
9.6 Leave for Study......….................................................25
9.7 Continuation of Benefits.............................................25
ARTICLE X -Privileges................................................................……….26 - 27
10.1 Tuition Waiver....................................................……26
10.2 Early Childhood Education Center.............................26
10.3 Tuition Reimbursement......................................…….26
10.4 Parking..............................................................……...27
10.5 Privileges During Leave..................................………27
10.6 College ID…………….....................................……...27
ARTICLE XI -Vacation for Twelve Month Employees................................28
11.1 Vacation...............................................................……28
11.2 Vacation Schedule...............................................…….28
ARTICLE XII -Retirement “Bonus”.......................................................…….29
ARTICLE XIII -Grievance Procedure................................................………….30 - 34
13.2 Formal Grievance Procedure Form...................….........34
ARTICLE XIV -Duration of Agreement...............................................………..35 - 36
APPENDIX A Salary Schedule......................................................….....…….37AGREEMENT
Between the Board of Trustees of Gloucester County College, operating under the provision of Public Laws of 1974, Chapter 123, of the State of New Jersey and The GCC Technical/Academic Professional Staff Association/NJEA
This Agreement entered into this ______________ by and between the Board of Trustees of Gloucester County College, hereinafter called the Board, and the GCC Technical/Academic Professional Staff Association/NJEA hereinafter called the Association, represents a complete agreement between the parties, and provides that:
1.1 Board Recognition
(a) The Board recognizes the Association as the exclusive collective negotiations representatives of a bargaining unit consisting of the following paraprofessional employees:
Instructional Technology Technician/Lead Media Technician
Admissions/Recruitment Coordinator
Library Technicians
Academic Advisement Coordinator
Financial Aid Technician
Special Needs Technician
Student Activities Coordinator
Computer Instruction Lab Technician
EOF Coordinator
Admissions Technician
The Board also agrees to include within said bargaining unit any newly-created paraprofessional position in the Instructional Technology Division. Excluded from the bargaining unit shall be paraprofessional employees in the following offices, divisions, and areas of the College:
Administrative Services
Personnel
Lifelong Learning
Health Services
Tutorial Services
Newly-created paraprofessional positions in offices, divisions or areas other than those enumerated above will not be specifically included in, or excluded from, the bargaining unit. Such new positions will be dealt with on a case-by-case basis.
(b) The following positions and employees shall be excluded from the bargaining unit: Non-paraprofessional employees, managerial executives, confidential employees, police, professional employees, supervisors, employees in other College bargaining units, the Co-op Education/Student Employment Coordinator, and all positions that the parties have not agreed to include in this bargaining unit.
1.2 Contrary to Law
If any provision of this agreement or any application of the Agreement to any unit member or group of unit members 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 Association, 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, one member of the bargaining unit will be granted released time.
1.5 Budget Information
The Board will make available to the Association upon written request:
(1) The number of paraprofessionals within the unit and their respective titles and salaries.
(2) 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. Maximum size of each negotiating team at any one session shall not exceed four (4) in number. 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.
1.7 Copies of Agreement
Copies of this agreement shall be reproduced by the Board and distributed to all members of the paraprofessional unit now employed, upon notice of appointment for the duration of this agreement. The Board will supply ten (10) copies to the Association. Candidates for employment who have been offered a position by the Board will be furnished a copy of the Agreement between the College and the Paraprofessional Unit along with their contract of employment.
1.8 Continuing Consultation
A committee of three administrators comprising the President of the College (or his/her designee) and two other College administrators appointed by the President of the College, and three representatives of the Association comprising the President of the Association (or his/her designee) and two other members of the Association appointed by the President of the Association, will meet 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. Initiation can be made by either party requesting a date(s) convenient to both parties and such letter of initiation shall suggest agenda items for discussion. The responding party may also suggest additional items for inclusion in the agenda and/or alternate dates.
1.9 Non-Discrimination
To the extent required by statutes, there shall be no discrimination by either the Board or the Association based on age, sex, race, color, creed, religion, handicaps,
national origin or political affiliation
ARTICLE II
Rights of Parties
2.1 Right to Organize
Nothing contained herein shall be construed to deny or restrict the rights of these employees 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 Association.
2.2 Right to Negotiate
Unit members as described in Article I have the right freely to organize join and support the Association for the purpose of engaging in collective negotiation and other concerted activities for mutual aid and protection or to refrain from same.
2.3 Board's Authority
Subject to the provisions of this Agreement, the Association agrees that supervision, management and control of Gloucester County College operations are exclusively the function of the administration and the Board and that the Board has the right to make such reasonable rules and regulations as it considers necessary or advisable for the orderly and efficient conduct of its operations.
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 the Constitution of the State of New Jersey and of the United States, 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 reason 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.
The exercise by the Board of any one or more of its prerogatives, as set forth above, shall not at any time be subject to collective bargaining as provided in the Agreement; subject always to the right of the Association to bargain collectively with the Board with respect to salaries, grievances, and other conditions of employment, referred to in the Agreement. The Board retains all rights not specifically conferred upon the Association.
2.4 Use of Facilities and Equipment
At the convenience of the President of the College or his/her designees, the Association may use College facilities and equipment. No equipment shall be removed from the premises without written permission. Payment shall be made for any expendable supplies used for Association purposes, and the Association shall be liable for damage to any equipment used for said purposes. A request of the Association shall be not unreasonably denied.
2.5 Posting of Association Notices
The Association shall be assigned a bulletin board for its sole use. The Association shall be permitted to use College mail facilities for the distribution of
communications within the College.
2.6 Technology Changes
Each unit member shall be notified of any technology changes that affect his/her work environment.
2.7 Safety Conditions
The Association may have a representative on the College wide Safety Committee.
ARTICLE III
Paraprofessional Assignments and Responsibilities
3.1 Holidays
Holidays for the period of the agreement shall be determined by action of the Board of Trustees. The Board shall designate 14 holidays annually for full-time 12-month employees.
3.2 Working Hours
The work week for Paraprofessionals shall be thirty-five (35) hours over a five (5) consecutive day period, excluding a one (1) hour lunch period daily. Working
hours for each employee are to be considered set as of the signing date of this Agreement. Any proposed changes of the working hours and days will be negotiated with the Association concerning impact. In the event that campus-based classes are canceled for any emergency, no paraprofessional who is scheduled for on-campus assignment is required to work for the duration of said cancellation. In addition, in the event that any off-campus facility to which an employee is assigned is declared officially closed for an emergency, no unit member who is assigned to such facility will be required to work for the duration of said cancellation.
Summer Schedule
The summer schedule will begin the first full week in June and continue through the second week of August. Unit members will have the option to work a four (4) day, 35 hour per week, summer schedule. Four (4) day summer schedules must be approved by an immediate supervisor and are subject to change in order to ensure adequate operational coverage.
3.3 Make-up Days
Days of normal work which are proposed for closing (of the College) shall first be advised to the Union at least thirty (30) calendar days in advance and representatives of the President or designee and Union shall meet at a time of mutual convenience to resolve a method(s) to make up such time.
3.4 Overtime
(a) All work required by a technician in excess of thirty-five (35) hours and through forty (40) hours in the work week shall be paid at the regular straight time rate. A technician may elect to earn employee compensatory time in lieu of payment for these straight time hours. Generally, compensatory time may be earned and used only with the prior approval of the supervisor; exceptions may be made to accommodate emergency or unanticipated college needs. A technician may “bank” up to 28 hours of compensatory time for future use during the fiscal year, however, all compensatory time must be used by June 30th and cannot be carried forward into the subsequent fiscal year. Coordinators are exempt from overtime and will not be required to make up any time for Board designated recess nor be eligible overtime compensation.
(b) All work required in excess of forty (40) hours per work week shall be paid at one and one-half (1 1/2) times the regular straight time rate.
(c) All work required on Board approved holidays shall be paid at holiday pay plus one and one-half (1½) times the regular straight time rate for all hours worked on the holiday.
(d) If overtime is required, the administration will endeavor to give twenty-four (24) hours advance notice of overtime requirements. However, such notice shall be at least four (4) hours prior to the commencement of any overtime requirement unless agreed to by the employee.
3.5 Job Descriptions
All members of the bargaining unit shall have a current job description. If a change in the terms and conditions of employment of a unit member is proposed, or if a reduction in force is proposed, the Association shall be notified and shall have the opportunity to negotiate concerning such changes or impact in a
accordance with Chapter 123, Public Laws of New Jersey, 1974.
3.6 Off-Campus Activities
(a) Off campus business shall be defined as an activity, approved by the President or his/her designee, which requires a unit member to leave campus.
(b) If a unit member is required or received approval to make a trip on college business, the unit member shall be reimbursed for the most convenient and economical mode of transportation or at the specified auto mileage reimbursement rate.
(c) A unit member will be compensated at the IRS “standard mileage rate” for travel to and from off-campus assignments in excess of the mileage required for a round trip to the college from his/her home.
3.7 Meal Allowance
Unit members who have completed a regular work day and are required to return to work for an evening assignment will be entitled to a dinner allowance in the amount indicated below:
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.
(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) Human Resources will be responsible for the safekeeping of the personnel files.
(d) Unit members shall be shown any 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 thirty (30) days after reviewing such material. Material not so treated shall be removed from the file at the unit member's request, or it shall have no force or effect.
(e) Material not in the file may not be used against the employee.
(f) Personnel files will be available to the appropriate administrative personnel and Board members when matters of promotion, retention and performance are under discussion.
ARTICLE V
Notice of Dismissals and Vacancies
5.1 Removal during the term of the collective negotiated agreement shall be made for just cause.
(b) Not withstanding the forgoing, employees may also be terminated during the term of the contract due to fiscal crisis, the diminution of the number of students in a program or at the institution, or a reduction of programs.
© Grant-funded positions may be terminated immediately and are subject to the terms and conditions of the funding agency. In the event of termination the College will use its best efforts to find a job within the College. However if a position is not found the termination is not grievable nor arbitrable.
(d) Para Professionals wishing to terminate their employment with the College shall provide 30 days notice.
5.2 Unit members will be advised via College e-mail of newly created full and part-time administrative and supervisory positions before public announcement is made.
ARTICLE VI
Health Insurance Benefits
6.1 Medical Insurance
Effective January 1, 2002, the college will re-enter the New Jersey State Health Benefits Plan for both health and prescription drug coverage. Until that date, the college’s current health and prescription plans will remain in full force. Under the New Jersey State Health Benefits Program, all current employees 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). All future bargaining unit members will be eligible for enrollment in the State Health Benefits Program in accordance with the State’s enrollment requirements. Once the College enters the State Health Benefits Program, it 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 Carrier(s)
Upon written request of the Board, the parties agree to promptly enter into negotiations during the term of the Agreement concerning the change of insurance plan(s) and/or carriers and/or self-insurance. In the event there is no agreement on a change(s) to provide substantially similar benefits, either party may invoke mediation and/or fact-finding through the Public Employment Relations Commission. The parties agree that any change through the aforementioned processes will not include compensation for a less expensive plan.
6.4 Retiree Coverage
All unit members and his/her spouse covered by this Agreement who retired prior to July 1, 1987 from the College, shall be eligible for all health insurance coverage currently in force at the unit member's (or spouse's) expense and at no cost to the College. Commencing July l, 1987, retirees (as defined in Article XII) shall be provided insurance coverage at the Board of Trustees expense, as stated hereinafter. Such retirement benefit shall be operative with the effective date of reception of N.J. retirement pension benefits or TIAA/CREF using the same standards.
(a) July 1, 1987 - single coverage basic health insurance.
(b) July 1, 1987 - single coverage prescription insurance.
(c) July 1, 1988 - single coverage dental insurance.
(d) July 1, 1990 - retiree and spousal coverage for basic health insurance, prescription and dental.
6.5 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.
6.6 All unit members hired after May 1, 2002 shall receive the following upon retirement:
(a) 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.
(b) 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
Salaries and Deductions
7.1 Salary
The salary of employees shall be paid on a bi-weekly basis.
7.2 Requests for Deductions
Unit members may, by executing the proper form as provided by the Board, have automatic self-payroll deductions for any of the following purposes:
(a) Professional Dues
(b) Government Bonds
(c) Credit Union
(d) New Jersey Pension Systems
(e) Dental Program
(f) Union Dues
(g) Any professional insurance programs
(h) Such other as shall be mutually agreed upon by the Association and the Board.
7.3 Representation Fee for Non-members
(a) The President of the Association or his designee shall submit to Human Resources a list of names of employees covered by this contract who not currently dues are 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 Union, which shall be remitted to the Union 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 thereof, with the next paycheck following a written request by the union 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 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. In the event that a challenge is filed, the deductions of the representation fee shall be held in escrow by the Board pending a final resolution of the challenge.
(d) 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.
ARTICLE VIII
Paid Leaves of Absence
8.1 Sick Leave
Employees shall receive twelve (12) days sick leave per year accumulative, i.e., one (1) day per month. Sick leave is subject to medical verification if requested by the Office of Human Resources. Sick leave will be credited to the employee on a pro-rated basis from the time of employment for those starting other than the start of the College fiscal year.
8.2 Family Illness
Employees may be absent from work due to the serious illness or injury of an immediate family member (father, mother, spouse, children) or a contagious illness among any member residing in the employee’s household. Such time may be charged against a member’s sick time. Employees also may use federal or state family leave programs to care for eligible family members should sick leave be exhausted.
8.3 Bereavement
(a) A paid bereavement leave of four (4) days maximum will be allowed for each death in the immediate family. Family shall mean: father, mother, siblings, wife, husband, children, stepchildren, grandchildren, mother-in-law and father-in-law. Additional leave may be granted at the discretion of the President.
(b) In the event of the death of a member of his/her family other than those previously listed, a unit member shall be entitled to one (1) full day to attend the funeral.
8.4 Personal Leave
Employees may be granted two (2) days personal leave with pay for bona fide personal business which 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.
(e) In cases where there is a life threatening illness of a unit member's spouse, parent 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.
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.
8.5 Excused for Injury
If any employee is injured in the performance of his/her duties during the course of the work day and requires medical or surgical attention, and is advised by medical personnel or the nurse not to return to work that day, he/she will be paid the balance of the regular work day on which such injury occurs at his/her regular hourly rate.
ARTICLE IX
Unpaid Leaves of Absence
9.1 Applications for Unpaid Leave
Applications for unpaid leaves of absence, other than child rearing, must be made in writing no less than six (6) months prior to the effective date of such leave; notice to return must be made in writing not less than six (6) months prior to the date of return.
9.2 Family Leave
Family leave will be granted to all eligible employees consistent with the federal and state family leave statutes and regulations. Employee benefits will continue as required by federal and/or state statute during this period.
9.3 Child Rearing Leave
Unit members of either sex shall be granted unpaid leave of absence concurrent with federal and state family leave programs up to one (1) year for 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 the College. Employees granted such leave must return at the start of the next academic year. During such leave benefits shall be frozen.
9.4 Leave for Personal Reasons
A leave for personal reasons of up to one year may be granted by the Board to a unit member upon mutual consent.
9.5 Leave for Professional Services
Leave to serve with AFT or its affiliates will be granted for one (1) year.
9.6 Leave for Study
Leave for undergraduate or graduate study in the unit member's field will be granted for one (1) year.
9.7 Continuation of 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.
ARTICLE X
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
Unit members will be granted the privilege to utilize the facilities of the Early Childhood Education Center for so long as it continues to exist 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 up to 12 credits of under-graduate study in the unit member's field of work per fiscal year (July 1 to June 30). 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 designee.
(b) Reimbursement will be on a per credit basis at a rate not to exceed the Rutgers undergraduate rate and will be contingent upon the successful completion of course work with a grade of “C” or better or “B” or better for graduate level courses..
(c) Nothing herein precludes approval by the President or his/her designee of beneficial graduate courses.
(d) Upon the attainment of an advanced degree the association member will receive a one time cash bonus added to their base pay for the following degrees; Associates - $250, Bachelor - $500 or Masters - $1,000.
(e) Employee agrees to be employed for one (1) year following the conferring of the degree, and that if the employee leaves voluntarily before completing one (1) year of employment, the employee will reimburse the College any monies the College has invested in the employee to obtain said degree.
10.4 Parking
A parking area for members shall be provided.
10.5 Privileges During Leave
All privileges in Article 10 are continued in force during periods of both approved paid and unpaid leaves.
10.6 College ID
Each unit member (active or retired) shall be issued a College ID at his/her request.
ARTICLE XI
Vacation for Twelve Month Employees
11.1 Vacation
Each employee shall have a vacation of fifteen (15) working days per year earned at a rate of 1.25 days per month of vacation for the first three years of completed employment. Vacation entitlement thereafter shall be:
After 3 years 17 days earned at a rate of 1.42 days per month
After 6 years 18 days earned at a rate of 1.50 days per month
After 10 years 19 days earned at a rate of 1.58 days per month
After 12 years 20 days earned at a rate of 1.66 days per month
After 14 years 21 days earned at a rate 1.75 days per month
Vacation days are earned pro rata for each month of employment. 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
An employee's preference as to the period during which vacation is desired to be taken 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.
ARTICLE XII
Retirement "Bonus"
12.1 A retirement “Bonus” shall be based on a payment of $65 per day for each
accumulated sick day earned during the duration of this contract and $53 per day
for each day earned under prior contracts providing that the following conditions
are met:
(a) The unit member had been employed actively by the College
for twenty (20) years.
(b) The unit member must provide at least one year’s prior written notice of intent to retire.
(c) The unit member retires under a New Jersey Pension System
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 unit member may elect to defer the retirement "bonus" compensation up to 12 months from the date of retirement.
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 $65 before using the days valued at $55.
12.5 The maximum retirement bonus shall be $10,000.
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 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 American Arbitration Association, 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/her 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 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 which he/she wishes to discuss with the other, he 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 a 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.
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 which 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 reopen the Agreement for negotiations for the subsequent year. Within thirty days of such notice, the duly authorized representatives designated by the parties will meet.
(b) Each unit member shall receive the following base salary increases: 4.0% in 2004-2005; 4.0% in 2005- 2006; and 4.0% in 2006- 2007.
(c) Any unit 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 Association contract for 2004-2007.
14.3 At the conclusion of said period, this Agreement shall continue from year to year thereafter unless either party shall give written notice to the other of its intention to terminate, modify, or supplement this Agreement.
by____________________________ by_______________________________
Chairperson, Board of Trustees Association President
by____________________________ by_______________________________
Secretary, Board of Trustees Association Representative
_____________________________ by_______________________________
Dated Association Representative
APPENDIX A
GLOUCESTER COUNTY COLLEGE
SALARY SCHEDULE
2004 - 2007
TECHNICAL/ACADEMIC PROFESSIONAL STAFF
Minimum
TECHNICIANS:
Library Technician $14.94/hr ($27,300)
Instructional Technology Technician/Lead
Media Technician $14.94/hr ($27,300)
Computer Instruction Lab Technician $14.94/hr ($27,300)
Financial Aid Technician $14.94/hr ($27,300)
Admissions Technician $14.94/hr ($27,300)
Special Needs Technician $14.94/hr ($27,300)
COORDINATORS:
Admissions/Recruitment $28,500
Academic Advisement $28,500
Student Activities $28,500
EOF $28,500
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