This benefit will extend to the surviving children (as described above) of a deceased FPA member who was employed at the time of death but is limited to a maximum of thirty three (33) credits per dependent, per academic year. This benefit is to terminate upon the end of five years from the August 31st following the death of the FPA member or upon the twenty-second (22) birthday of the surviving dependents. In no case will this benefit be terminated during the course of an academic semester in which the dependent is attending OCC classes.

2. Continuing and Professional Education Waivers - FPA members and their dependents, as defined in Article G, paragraph 1 above, will be admitted to Continuing and Professional Education courses free of tuition and general fees up to a maximum of $500, per fiscal year, per family. The FPA member will be responsible for the payment of all direct costs for Continuing and Professional Education courses at the time of registration. Direct costs as defined by the Continuing Education program must be paid in full at the time of registration and will not be waived.

3. Credit by Exam - FPA members and their dependents, as defined in Article G, paragraph 1 above, will be permitted to take credit by exams at OCC. The FPA member will be responsible for the payment of all direct costs for any Credit by Examination at the time of registration. Any direct costs as defined by the Exam must be paid in full at the time of registration and will not be waived.

4. Tuition Reimbursement - The Board will provide tuition reimbursement up to the prevailing Rutgers graduate or undergraduate credits per fiscal year. Courses taken must be in the field of specialization that the employee renders service to the college. A maximum of twelve (12) credits per fiscal year are permitted. Tuition Reimbursement Applications are available on the College’s web site. Only courses with prior approval of the immediate supervisor, the area Vice President, and the President will be eligible for reimbursement. Reimbursement will be made to the approved FPA member who has received College credit for their course work, has submitted proof of tuition payment and submits passing grade transcripts to the Human Resources Department within six (6) months of the end of the semester the course was taken.

5. Interest-free Loans - An FPA member may secure an interest-free loan against their current base salary for the purpose of pursuing additional graduate study. FPA members must submit evidence with the loan application that they are registered for graduate study in a regionally accredited institution of higher education to be eligible to receive an interest-free loan. A maximum of five percent (5%) of the FPA member’s base salary may be owed at any one time. Such advances will be made only during the period when the FPA member is actively employed and will be limited to two such advances during a fiscal year. The total amount advanced will be repaid by equal salary deductions over the balance of the fiscal year in which the loan occurs. Upon termination of employment, any unpaid portion of a loan will be deducted in full from the FPA member’s final paycheck.

6. Ocean County College International Education Courses – FPA members must submit an application to participate in International Education courses which are offered by Ocean County College for themselves, or for their dependents, in the same manner that applications for tuition waivers are submitted for any other credit courses by Ocean County College, and the same approval process will be applicable.

7. Individual Professional Development And Benefit Option Program
Professional development is defined as education, training, or the acquisition of knowledge related to the FPA member's profession. Individual professional development may be funded through the Benefit Option Program. Funding may be used for professional development purposes considered allowable as non-taxable benefits by the Internal Revenue Service (see Publication 15B - Employers Guide To Tax Benefits). The contribution by the College of professional development funds for the purchase of equipment including computer/laptop will not exceed $500. Proof of payment must be submitted with the reimbursement request. Expenses incurred for travel, mileage, meals and /or lodging associated with approved professional development activities will be reimbursed in accordance with the prevailing business policies of the College.

Expenses for credit course fees paid by the member for OCC courses taken by the member or dependent may be reimbursed via BOP. Proof of payment is required.

Expenses for non-credit courses (fees or any other charges paid by the member for courses taken by the member or dependent) may be reimbursed via BOP. Proof of payment is required.

Individual funding for the Benefit Option Program will be as follows: $800 for each year of the current labor agreement, per FPA member.

Tuition expenses, which exceed the reimbursement rate set forth in Article G, Section 4, may be reimbursed through BOP.

Uncovered medical, dental, optical or other health related expenses may be reimbursed provided these expenses are considered allowable non-taxable benefits by the Internal Revenue Service (see Publication 15B – Employers Guide to Tax Benefits). Proof of payment and proof of expense, not covered by insurance, must be submitted with the reimbursement request.

8. Laptop Computers: FPA members may use their full BOP allocation toward the purchase of a laptop/notebook computer, once every three years. The computer will be purchased by the College in July, according to College specifications and will be paid in full by the College. The computer will be the property of the College for three (3) years and will be used solely by the FPA member. Upon receipt of the computer, the FPA member agrees to use the computer for College business. During this three (3) year period, it is also agreed that the College will not provide other computing equipment for the FPA member. If the FPA member’s employment is severed during the three-year period, the computer remains the property of the College. If the FPA member remains employed during the three year period, the computer becomes the personal property of the FPA member and the College surrenders all ownership rights and responsibilities in regard to the computer.

The College is responsible for maintenance and repair of the computer during the three-year period. If repair or replacement is necessary due to negligence on behalf of the FPA member or if the FPA member loses the computer or it is stolen during the three year period, the College will not repair or replace the computer but will provide alternative computing equipment for the FPA member. The College reserves the right to determine if the FPA member was negligent and will document the decision. This determination will not have a detrimental effect on the employment of the FPA member but the FPA member will no longer be eligible to participate in the laptop/notebook computer option of the BOP program. The replacement computer will be the property of the College and the FPA member will have no ownership rights to the replacement equipment.

Requests for reimbursement under the BOP program will be processed during the months of: October, February, June and August. If requests are received in interim months, the requests will be processed in the next eligible processing month. All requests for use of BOP funds must be submitted in the fiscal year in which the expense is incurred. Third party payments for registration to a conference or seminar will be processed as needed and are subject to the approval of the Department Dean, the appropriate Vice President and the Vice President of Finance.

2. Conditions - No reprisals of any kind will be taken against any administrator for participating in any grievance. The number of days indicated at each level will be considered as maximum. Every effort will be made to expedite the grievance process. The time limits may be extended by mutual consent. A grievance may be withdrawn at any level by the grievant.

3. Limits To Representation - In the event a grievance arises out of the supervisory/evaluation relationship of any administrators within this unit, the Federation and the NJSFT will only represent the subordinate administrator.

4. Step 1. - The grievant will informally discuss the matter with the appropriate administrator, not later than twenty-five (25) working days of knowledge of the event(s) giving rise to the grievance. The Federation, or its Grievance Committee, acting on behalf of the grievant, may informally attempt to resolve the grievance with the appropriate administrator.

5. Step 2 - In the event the grievance is not resolved at Step 1, the grievant will submit the written grievance to his/her area Vice President and a copy will be filed with the Federation, not later than fifteen (15) working days following the Step 1 response. If the grievant works in the President's area, Step 2 will be skipped. Not later than seven (7) working days from the submission of the written grievance , the area Vice President will meet with the grievant and representatives of the Federation in an effort to resolve the grievance. The area Vice President will give the answer in writing not later than seven (7) working days of said meeting, with a copy to the Federation.

6. Step 3 - In the event the grievance is not resolved at Step 2, the grievant will submit the written grievance to the President of the College and a copy will be filed with the Federation, not later than fifteen (15) working days following the Step 2 response. Not later than seven (7) working days from the submission of the written grievance, the President or his/her designee(s) will meet with the grievant and representatives of the Federation in an effort to resolve the grievance. The President or designee(s) will give the answer in writing not later than seven (7) working days of said meeting, with a copy to the Federation.

7. Step 4 - In the event the grievance is not resolved at Step 3, the grievant will submit the written grievance to the Board of Trustees, with a copy to the Federation, not later than fifteen (15) working days following the Step 3 response. Not later than thirty (30) working days from receipt of the grievance, the Board Grievance Committee will meet with the grievant, the appropriate administrator(s), and representatives of the in an effort to resolve the grievance. Subsequent to the meeting, the Board Grievance Committee will make a recommendation to the full Board of Trustees at the next regularly scheduled meeting. The position of the Board of Trustees on the grievance will be communicated, in writing, to the grievant not later than five (5) working days following the Board meeting.

8. Step 5 – In the event the grievance is not resolved at Step 4, the Federation of Professional Administrators will have the right to invoke arbitration of the grievance through the Public Employee Relations Commission. The petition will be filed with P.E.R.C. not later than thirty (30) working days following the Step 4 response. The selection of an arbiter will be conducted in accordance with P.E.R.C. procedures. Arbitration of grievance issues which cite violation(s) of the Agreement will be binding on both parties. Arbitration of grievance issues which cite violation(s) of Board policy, procedure, and/or past practice will be advisory only upon the parties. The Arbiter will not exceed the authority prescribed above, pertaining to the enforcement of the terms and conditions of this Agreement and will make every effort to submit his/her final report to both parties not later than sixty (60) days after the arbitration hearing. The cost of any arbitration will be borne by the Federation and the Board equally.

1. Annual Salary Increase - The annual salary of each full time FPA member will be increased by the percentage amount indicated below on the identified effective date:

Effective Date Percentage
July 1, 2006 3.5%
July 1, 2007 3.5%
July 1, 2008 3.9%

2. Salary Placement Upon Employment - The Board will determine the starting salary of positions represented by the FPA members.

3. Lecturers - FPA members who have been approved by the Board to be a Lecturer will be eligible to teach credit courses in the academic discipline for which the approval is given. FPA members who teach credit courses will not teach during scheduled work hours including the lunch hour, unless they have written, prior approval from the area Vice President. The teaching load for lecturers will not exceed six (6) credits for traditional courses or nine (9) credits for Distance Learning courses in each of the fall and spring semesters and six (6) credits for traditional courses or nine (9) credits for Distance Learning courses in the summer sessions (all summer sessions are considered one session for the purposes of this) and will be compensated at the faculty overload rate per semester hour for the duration of this agreement.

4. Pay Adjustments - After consulting with the President of the FPA, the area Vice President is responsible for recommending pay adjustments for employees who assume additional duties, either on a temporary or permanent basis. The College has the right to determine the rate and eligibility for any salary adjustments.

5. Payday Schedule - FPA members will be paid on a bi-weekly basis.

6. Withholding Pay Adjustments - The Board may withhold, for inefficiency, incapacity, conduct unbecoming an FPA member or other good cause, any pay adjustment of an FPA member in any year, by a majority vote of all the members of the Board. The Board through the Office of the President, will give notice at the issuance of the FPA member’s individual employment contract. The Board of Trustees, through said representative, will give written reasons thereof to the administrator concerned, within ten days of such notice. The administrator may appeal such action through the grievance procedure provided under this contract. It will not be mandatory upon the Board of Trustees to pay any such denied increase in any future year as an adjustment increment.

7. Longevity Recognition Awards - FPA members are eligible to apply for a Longevity Award upon the fifth (5th), tenth (10th), fifteenth (15th), twentieth (20th), twenty-fifth (25th), thirtieth (30th), thirty-fifth (35th), and fortieth (40th) anniversary date of employment at Ocean County College. The amount of the award is seven hundred twenty-five dollars ($725) and will be added to the base salary. Eligibility also requires that the FPA member is free of any documented formal disciplinary action during the previous five years.

8. College Bookstore Discount - All FPA members will be given a ten percent (10%) discount on all purchases in the College Bookstore.

9. Payment of Unused Sick Leave - FPA members who have ten (10) or more years of continuous service at Ocean County College, and retire from the College, will be eligible to receive payment for up to fifty percent (50%) of his/her accrued sick leave, not to exceed $14,500 each year of the current agreement.

FPA members who are terminated for cause by the Board will not be eligible to receive payment for any unused sick leave.

10. Payroll Savings Plan - College will provide an opportunity for payroll savings deductions in accordance with N.J.S.A. 40:11-26 "Compensation of persons holding public office or employment: Deductions." All deductions will be remitted monthly in the name of the administrator and in accordance with details to be arranged by the College and Mon-Oc Federal Credit Union. The College will make reasonable effort to make such remissions on a timely basis following the close of each pay period. Administrators must complete the necessary authorizations in the Payroll Department to initiate, change, and discontinue this program.