A. Employment 5
B. Overload 6
C. Attendance at College Functions 6
D. Transfer 6
E. College Closings 7
F. Field Trips 7
G. Job Reclassifications 7
H. Vacancies 8
I. New Positions 8
J. Acting Positions 9
K. Sexual/Racial Harassment 9
L. Reduction in Force 9
M. Support Staff Selection 9

A. Paid Leaves of Absence 11
1. Annual Vacation 11
2. Sick Leave 12
3. Bereavement 13
4. Family Illness 13
5. Personal Leave 13
6. Holidays 13
7. Jury Duty 14
B. Unpaid Leaves of Absence 14
1. Professional Leave 14
2. Exchange Teaching and Administrative Service 14
3. Service in Professional Organizations 14
4. Child-Rearing Leave 15
5. Admission to Courses 16
6. Tuition Reimbursement 16
7. Professional Improvement and Membership 17
8. Sabbatical Leave 17
C. Insurance Programs 18
D. Disability 19
E. Wellness Program 19
F. Human Resource Development 20
G. Medical Flexible Spending Account 20
H. Domestic Partners 20

I. Camden Campus Parking 22

A. Contracts 25
B. Discharge Procedure 26

A. Salary Payment 27
B. Summer and Evening Session Salaries 27
C. Overload and Part-Time Compensation 27
D. Length of Service 27

A. Salary Adjustment 30
B. Merit 31

Appendix I: GRIEVANCE PROCEDURE FORM 38
Appendix II: COVER SHEET 39
Appendix III: LETTER OF INTENT TO SUBMIT AN APPLICATION 40
AGREEMENT BETWEEN

Upon written notification from the Association President, the College will deduct from non-association employee(s) represented by this bargaining unit, a representation fee to be determined annually.

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 the 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.

The Association Treasurer will determine the amount of the dues to be paid by payroll deduction. The Association shall indemnify, defend and save the College harmless against any and all claims, demands, suits or other forms of liability that shall arise out of or by reason of action taken by the College in reliance upon deduction authorization forms submitted.

Unit members are responsible for the completion of all tasks assigned to them and are evaluated accordingly. While the normal work hours are 8:30 a.m. to 4:30 p.m. with one (1) hour for lunch and the normal work week is thirty-five (35) hours. (The College will observe a four (4) day work week for no fewer than ten (10) weeks during the summer. Employees shall work eight-and-one-half (8.5) hours per day, thirty-four (34) hours each work week, generally 8:00 a.m. to 5:00 p.m. with a thirty-minute lunch. During the four (4) day work week, employees may elect to lengthen their work day in order to have a forty-five (45) minute or sixty (60) minute lunch with supervisory approval. Employees who were hired contingent on working five days during the summer shall continue to do so.) It is recognized that Unit members are required to perform services that may be beyond that which would normally be accomplished within the usual work week. Within the context of a five-day work week and a seven-hour work day, professional staff may, with the approval of the appropriate Dean, adopt flexible work hours.
As deemed necessary by the College President, administrative staff may be assigned starting and ending hours that vary from 8:30 a.m. to 4:30 p.m., but such hours shall not regularly exceed seven per day and thirty-five per week, excluding a daily lunch period of one (1) hour. Employees shall receive at least thirty (30) calendar days notice of any change in their working hours, unless the employee and the supervisor agree to less notice. If more than one person occupies the identical position, and fewer than all incumbents are needed to work the modified shift hours, the College will ask for volunteers before making an involuntary assignment. The final assignment to such positions is the prerogative of the President. If the change is greater than two (2) hours before or after the regular work day hours, the Association can negotiate additional compensation for affected employees.
Unit members who are defined as non-exempt in accordance with the federal Fair Labor Standards Act, shall earn payment or compensatory time on an hour for one and one-half hour basis for hours worked beyond 35 hours per week, provided their supervisor authorized such overtime. Such payment will be in time or money as mutually agreed upon by the employee and their supervisor. Compensatory time must be used within ninety (90) days from the date it was earned.
Exempt employees who are required to work significantly more than 35 hours per week during events such as registration may accrue compensatory time on an hour for hour basis up to a maximum of 70 hours per fiscal year. Within the context of a professional relationship, supervisors shall permit employees who work occasional overtime to have greater flexibility in arranging their daily work schedule.
Approval for use of compensatory time will be at a time mutually convenient for the unit member and the immediate supervisor.
College employees who work for an externally funded program which deals with or directly serves county and/or Social Service Agencies and whose work day schedule differs from that of the College will be bound by the work day schedule of the County or Social Service Agency they serve.
Association members will disclose to their immediate supervisor any offers of additional employment including employment at Camden County College, prior to the employee’s acceptance of such additional employment. Providing the proposed employment is not a conflict of interest, the Association member retains the option to accept or reject the employment offer.

Qualified Association members whose background and experience, as determined by the Dean of the Academic Discipline, and the President of the College, qualify them for teaching at the junior college level shall be given consideration for overload teaching. Such qualifications necessary to teach the course will be stated in writing, and will be available to Association members upon request from the appropriate Dean's office. The application to teach an overload during normal working hours must include the written approval of the immediate supervisor. Overload positions shall be assigned by the Dean of the Academic Discipline/Program subject to the approval of the College President. No Association member shall be assigned more than one (1) overload per semester. An Association member may agree to accept a maximum of two (2) overloads of three (3) credits each, or two (2) overloads of four (4) credits each, or three (3) overloads of two (2) credits each, per semester. The entire summer period is defined as one semester. Voluntary overloads shall be at the discretion of the College and payment shall be at the prevailing rate for the Faculty Association.

Association members attending College functions for which academic attire is required shall have said attire furnished by the College at no charge. Attendance at Commencement is encouraged. Association members may be excused from attendance at Commencement with the approval of the appropriate Dean.

If roads and/or weather conditions are deemed unsafe by the Administration and classes are cancelled, or if the College is closed for any other reason, Association members who staff administrative and academic offices will not be required to report for work that day. Further, any Association member on vacation for any such day will not be charged vacation for any such day. College employees who work for an externally funded program which deals with or directly serves County and/or Social Service Agencies and whose inclement weather work day schedule differs from that of the College will be bound by the inclement weather work day schedule of the County or Social Service Agency they serve.

If an administrative employee determines that additional duties and responsibilities have been assigned, he/she may request a reclassification by putting into writing such request to:

Whenever full or part-time administrative or supervisory or technical openings or vacancies occur during the year in the College administration, notice of such position(s) shall be posted and distributed to all Association members to provide appropriate and reasonable opportunity to apply for the position(s). Such posting notice shall include the deadline date for application. Understanding that current Association members will not be given preference in the hiring process, qualified Association members applying for said vacancies will be granted an interview.

Upon request to the Office of Human Resources and Labor Relations, prospective applicants shall be given a copy of the job description which will include responsibilities, qualifications and salary range. Vacancies must be posted ten (10) days in-house before advertising outside the College. Written notification of the final disposition will be provided within five (5) working days after Board action for in-house Association applicants.

The College shall notify the Association of any new positions created during the term of this contract that will be added to the bargaining unit.

A position description shall be forwarded to the President of the Association.

The Association will be consulted regarding the salary range assigned to the new position.

The salary range assignment shall be subject to negotiations in the next round of negotiations.

The new position description and salary range must be determined before assigning personnel, acting or permanent, to the new position.

New positions shall be posted in accordance with the procedures for "vacancies".

No Association member shall be required to serve in an acting position for a period longer than six (6) months. After six (6) months acting positions must be posted and formal hiring procedures followed.

Any employee who engages in any form of conduct or activity (sexual/racial harassment) which violates Section 703 of Title VII, shall be subject to disciplinary action up to and including discharge, as the College in its sole discretion shall deem appropriate including selective discipline where all participants cannot be discharged and all leaders, participants and instigators cannot be identified. An employee who believes the disciplinary action by the College concerning him or her was not justified shall have recourse to the appropriate grievance procedure including arbitration.

Subject to the sole approval of the College President and for the purpose of retention of employment in the event of a reduction in size of the Association, the affected person may exercise his seniority by displacing the most junior person in a department(s), field(s), or classification for which the senior person is qualified. The salary for the Association member in his/her new position will be negotiable.

Association members hired on or after July 1, 1994 who are paid in whole or in part through grant funds at the time of hire shall have no right to bump into a position paid through regular College funds. Employees hired on regular College funds who are transferred, voluntarily or involuntarily, to grant-funded programs shall continue to accrue seniority as if they had remained in a position funded by regular College funds. If employees initially hired under grant funds are transferred, voluntarily or involuntarily, to programs funded by regular College funds, they shall have seniority thereafter from the initial date of transfer.

Except as otherwise provided, unit members employed in the GED grant program shall have the right to displace less senior employees within the GED work group only, and shall have no right to displace any other College employee. Association members that subsequently transfer, voluntarily or involuntarily, to the GED program, shall retain the right to displace other College employees not in the GED work group.

Applicants for supportive staff positions will be interviewed by the immediate supervisor in advance of the official appointments. The basic purpose of the interview will be to provide the immediate supervisor with an opportunity to delineate the specific job responsibilities and expectations that the applicant will have to satisfy.

It will be the responsibility of the immediate supervisor to complete a performance appraisal form at the end of the probationary period and forward same to the Human Resources Office. Further, the supervisor will provide the candidate with a photocopy of the appraisal form at the time it is completed.

The College may require an employee who has been absent because of personal illness for five (5) consecutive days or a continuing pattern of absenteeism, as a condition of his/her return to duty, to be examined at the expense of the College by a physician designated by the College. Such examination shall establish whether the employee is capable of performing his/her normal duties and that his/her return will not jeopardize the health and safety of other employees.

Exceptions to the period of employment and notification timeliness described above will be granted only in cases of unforeseen disability retirement from the College.

In case of serious illness of a member of the employee's household, determination of eligibility for leave with pay shall be left to the discretion of the President. Additionally, the College will comply with the provisions that are embodied in the Family Leave Act.

Employees will be granted personal leave with pay not to exceed three (3) days per year, for matters which cannot be cared for in other ways, subject to the approval of the immediate supervisor. The employee requesting personal leave will give at least twenty-four (24) hours advance notification to his/her immediate supervisor. Personal leave days which are not used shall at the end of the year be added to the individual's number of accumulated sick days.

Probationary employees shall be granted Personal Leave on a pro-rated basis as follows:
Date of Hire Personal Days
July 1 - October 31 1 day
November 1 - February 28 1 day
March 1 - June 30 1 day

The members of the Association shall be excused from work with pay on those days set as College-wide holidays.

The College agrees to pay each eligible employee for each of the following holidays:

College employees who work for an externally funded program which deals with or directly serves County and/or Social Service Agencies and whose holiday schedule differs from that of the College will be bound by the holiday schedule of the County or Social Service Agency they serve.

If an Administrator is required to perform jury duty, he/she will be granted leave with pay. All per diem compensation received from the State or County will be returned to Camden County College.

A leave of absence of one (1) year may be granted by the Board of Trustees to any Association member upon formal application for the purpose of advanced study if in the opinion of the Board such study shall benefit the College as well as the individual. The Board may extend such leave beyond the one (1) year limit. Upon return from such leave, an Association member shall be placed at the same position on the salary schedule on which he/she would have been placed had he/she worked in the College during such period.

A leave of absence for one (1) year may be granted to any Association member by the Board of Trustees upon application for the purpose of participating in exchange teaching programs or administrative programs in other states, territories or countries, or a cultural program related to his professional responsibilities if, in the opinion of the Board, such experience shall benefit the College as well as the individual. The Board may extend such leave beyond the one (1) year period. Upon return from such leave, an Association member shall be placed at the same position on the salary schedule on which he/she would have been had he/she served in the College during such period.

A leave of absence of up to one (1) year may be granted to any Association member by the Board of Trustees upon application for the purpose of serving as an officer of any professional association or on its staff, if in the opinion of the Board such service shall benefit the College as well as the individual. The Board may extend such leave beyond the one (1) year limit. Upon return from such leave, such Association members shall be placed at the same position on the salary schedule on which they would have been had they served in the College during such period.

Association members and eligible dependents who meet the course entrance requirements are to be granted tuition free entrance to any credit classes offered by the College. The general service fees will be waived for Association members and eligible dependents. Dependents shall be those defined by the Internal Revenue Service, the Association member’s domestic partner and dependent children. Members of the Association, domestic partner, and eligible dependents may enroll in credit courses without payment of tuition and general service fees. Additionally, Association members may enroll in non-credit courses on a space available basis without payment of tuition and general service fees. Laboratory fees for non-credit courses will be waived if said course(s) is deemed to be work-related and approved by the appropriate Dean. This is applicable to non-credit courses.

Upon successful completion ("C" or better) of a course, Association members may be reimbursed for tuition and fees up to an amount per credit that does not exceed the prevailing rate per credit at Rutgers University for in-state students, or at fifty percent (50%) of the existing rate of the institution the Association member is attending, whichever is the greater amount. The employee can be reimbursed for a maximum of eighteen (18) credits or its equivalent during the period between July 1 and June 30, each year. There will be a different reimbursement rate for undergraduate course(s) than for graduate course(s) in accordance with the respective tuition rates at Rutgers University. Reimbursement provisions will also be applicable to workshops and seminars. Reimbursement for “Dissertation Guidance” shall be limited to three (3) semesters.

The College will reimburse Association members for the Transfer Credit Evaluation Fee, the Annual Enrollment Fee and Tuition Fees assessed by Edison State College.

Approval by the College President or designee is to be secured in advance. The courses must be in an accredited program in higher education and be related to the individual's work function at the College. Payment will be made on exhibition of receipt of payment for the course(s) and the official grade(s). Employees receiving tuition reimbursement are obligated to continue to work at the College for twenty-four (24) months following receipt of the tuition reimbursement. If the employee fails to continue to work for twenty-four (24) months after receiving the reimbursement, the employee must repay the College for the amount of the tuition reimbursement.

The Board will establish a Sabbatical Leave to furnish Association members with an opportunity for professional development through study, research, and/or other pursuits as may contribute to professional growth. A Sabbatical Leave can be recommended by the College President to the Board of Trustees subject to the following conditions:

C. Insurance Programs
1. The College will pay the premium for health insurance equivalent to the standard AmeriHealth Personal Choice for each bargaining unit member, and his/her dependents, except that dependent children will be covered through the end of the calendar year in which the dependent turns age 23, and there shall be an unlimited lifetime maximum for out-of-network medical expenses. Effective June 1, 2005, the health insurance co-pay for office visits and any services previously subject to $10 or $15 co-pay shall increase to $20.

For medical expenses incurred outside the AmeriHealth network of providers, employees shall be responsible for $100 single/$200 family deductibles, and for 20% of the next $2,000 single/$6,000 family in-medical expenses (co-insurance), for a total of $500 single/$1,200 family out-of-pocket expenses beyond these amounts, provided the employee has applied for and received the maximum benefit available from the insurance company. The maximum reimbursement from the College for such out-of-network, out-of-pocket expenses will be $750 single/$1,100 family per calendar year. “Medical expenses” reimbursable under this paragraph are expenses defined as medical expenses appropriate for coverage under AmeriHealth Personal Choice plan. “Balance billing” by a provider for charges beyond the “usual and customary charges” allowed by AmeriHealth are not reimbursable under this paragraph.

These payments will be made in the first paycheck of July for a full year without the insurance coverage (if eligible for a full year) or the unit member may select a semi-annual payment in the first paychecks in July and January. If the unit member drops the insurance after the beginning of the plan year, or subsequently re-enrolls during a plan year due to a triggering event, the payment will be prorated.

The Board will provide accident and/or sickness disability insurance without cost to the Association member. The New Jersey Council School Administrators (NJCSA) Sick Leave Coordinated Plan II, underwritten by Unum Provident, will be the approved plan for the duration of this Agreement.

A Wellness Program will be continued and maintained by the College for the physical health of all employees. It is understood that the Wellness Program will be available at no cost to Association members.

Camden County College is committed to fostering an environment that enables individuals to seek opportunities for professional growth and enrichment. The College will help employees to develop their potential and improve their ability to meet job responsibilities by providing opportunities and encouraging participation in educational training and development programs.

The Association will work with Management to select appropriate educational training and development programs for its membership.

Effective January 1, 2006, the college shall establish a Medical Flexible spending accounts for each Association member. The College will contribute one hundred dollars ($100) each calendar year. Unit members may add voluntary contributions on a pre-tax basis.

Annual contracts stipulating professional title, salary and placement on salary schedule shall be issued for the term of the contract by March 15th.
Except as otherwise provided, during the first five (5) years of professional employment, an employee shall receive the following notices of non-reappointment:

1st year 60 calendar days
2nd year 90 calendar days
3rd year 120 calendar days
4th year 150 calendar days
5th year or more 180 calendar days

Except as otherwise provided, employees who have completed more than five (5) full years of employment with the College, or who have completed five (5) years and have been offered a contract for an additional year, who are subsequently not reappointed shall be entitled to one (1) month severance pay.

Except as otherwise provided, employees who have completed more than ten (10) full years of employment with the College, or who have completed ten (10) years and have been offered a contract for an additional year, who are subsequently not reappointed shall be entitled to three (3) months severance pay.

Except as otherwise provided, employees who have completed more than twenty (20) full years of employment with the College, or who have completed twenty (20) years and have been offered a contract for an additional year, who are subsequently not reappointed shall be entitled to six (6) months severance pay.

Unit members employed in grant programs which began after July 1, 2001 or grant funded employees hired after July 1, 2001 shall receive notice of non-reappointment no less than sixty (60) calendar days prior to the expiration of the funding grant. If notice of non-reappointment is provided, employees funded under the grant shall not be entitled to severance pay. In the event the grant is not renewed or is significantly reduced; the College may require unit members to use their accumulated leave time prior to the expiration of funding for the entire grant or that position.

Unit members employed for a specific auxiliary or contract training program shall receive notice of non-reappointment no less than thirty (30) calendar days prior to the expiration of the funding or declaration of fiscal exigency in the auxiliary or contract training program. (Such employees shall have this status noted on their letters of appointment.) If notice of non-reappointment is provided, employees funded under these programs shall not be entitled to severance pay. In the event these programs are not renewed or are significantly reduced; the College may require unit members to use their accumulated leave time prior to the expiration of funding.

No employee may be suspended, disciplined, or dismissed without just cause as prescribed by law. Any employee discharged for just cause is not entitled to any severance pay.

The salary of each Association member shall be paid in twenty-six (26) equal payments.

The payment for teaching in the summer and during the evening session shall be made at the rate that the faculty receives per credit hour.

Payment for overload shall be made at the same rate that the faculty receives.

Employees who have not been employed at the College for a full twelve (12) months prior to a scheduled salary increase, will receive a prorated increase based on the number of months of service.

The following schedule will be utilized for all new employees hired after January 1, 2005 to determine the amount of their prorated increase in base salary:

	1/1/05 raise		7/1/05	Raise	1/1/06	Raise	7/1/06	Raise	1/1/07	Raise
Percentage Applied	Hire Date (on payroll)	Pro-Rated Raise	Hire Date (on payroll)	Pro-Rated Raise	Hire Date (on payroll)	Pro-Rated Raise	Hire Date (on payroll)	Pro-Rated Raise	Hire Date (on payroll)	Pro-Rated Raise
100.00%	Jan-04	4.10%	Jul 04	0.8%	Jan 05	2.7%	Jul 05	2.0%	Jan 06	1.3%
91.67%	Feb-04	3.76%	Aug 04	.73%	Feb 05	2.48%	Aug 05	1.83%	Feb 06	1.19%
83.33%	Mar-04	3,42%	Sept 04	.67%	Mar 05	2.25%	Sept 05	1.67%	Mar 06	1.08%
75.00%	Apr-04	3.08%	Oct 04	.60%	April 05	2.03%	Oct 05	1.5%	April 06	.98%
66.67%	May-04	2.73%	Nov 04	.53%	May 05	1.80%	Nov 05	1.33%	May 06	.87%
58.33%	Jun-04	2.39%	Dec 04	.47%	June 05	1.57%	Dec 05	1.17%	June 06	.76%
50.00%	Jul-04	2.0%	Jan 05	.4%	July 05	1.35%	Jan 06	1.0%	July 06	.65%
41.67%	Aug-04	1.71%	Feb 05	.33%	Aug 05	1.13%	Feb 06	.83%	Aug 06	.54%
33.33%	Sep-04	1.37%	Mar 05	.27%	Sept 05	0.9%	Mar 06	.67%	Sept 06	.43%
25.00%	Oct-04	1.25%	Apr 05	.20%	Oct 05	0.68%	Apr 06	.5%	Oct 06	.33%
16.67%	Nov-04	0.68%	May 05	.13%	Nov 05	0.45%	May 06	.33%	Nov 06	.22%
8.33%	Dec-04	0.34%	Jun 05	.07%	Dec 05	0.22%	Jun 06	.17%	Dec 06	.11%

Criteria for salary adjustment from one level to another shall include, but not be limited to:

Procedure:

An Association member who is recommended for a salary adjustment as a result of application to the Professional Standards Committee will receive a 3-6% increase in base salary.

Criteria for selection of merit increase shall include, but not be limited to:

Procedure:

All base wages for employees on the payroll as of July 1, 2005 shall be increased by a sum equal to zero point eight percent (0.8%).
All base wages for employees on the payroll as of January 1, 2006 shall be increased by a sum equal to two point seven percent (2.7%).
All base wages for employees on the payroll as of July 1, 2006 shall be increased by a sum equal to two percent (2.0%).
All base wages for employees on the payroll as of January 1, 2007 shall be increased by a sum equal to one point three percent (1.3%).

An employee having exhibited special merit and/or ability may receive consideration for a bonus in the amount of 3% of his/her salary. The merit increase will not be added to the base salary.
It will be the exclusive prerogative of the President to determine if the recommendation for a merit bonus is to be presented to the Board of Trustees for approval. The decision of the Board will be final.

SIGNATURE OF GRIEVANT

SIGNATURE OF ASSOCIATION

by

Camden County College		Association of Administrative Personnel
BOARD OF TRUSTEES		NEGOTIATING TEAM
___________________________________ Kevin G. Halpern Chairman		__________________________________ Joanne Kinzy Association of Administrative Personnel President
___________________________________ Sandee G. Vogelson Vice Chairperson		__________________________________ Margo Venable Association of Administrative Personnel Acting Vice President
__________________________________ Hazel T. Nimmo Secretary		__________________________________ Alex Breve Association of Administrative Personnel Bargaining Team Member
__________________________________ Louis F. Cappelli, Sr. Treasurer		__________________________________ Edward Reynolds Association of Administrative Personnel Bargaining Team Member
Camden County College PRESIDENT ________________________________ Dr. Phyllis Della Vecchia ________________________________ Date Signed		__________________________________ Joan Haefle Association of Administrative Personnel Bargaining Team Member _________________________________ Date Signed