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AGREEMENT

Between

ALLAN HANCOCK JOINT

COMMUNITY COLLEGE DISTRICT

And The

FACULTY ASSOCIATION

ALLAN HANCOCK COLLEGE

Effective

July 1, 2018

through

June 30, 2021

Table of Contents

ARTICLE A: DURATION ...................................................................................................................................... 2

ARTICLE 1: NEGOTIATIONS AND COMPLETION OF AGREEMENT ............................................................... 3

ARTICLE 2: RECOGNITION ................................................................................................................................ 4

ARTICLE 3: NO DISCRIMINATION...................................................................................................................... 5

ARTICLE 4: ASSOCIATION RIGHTS AND RESPONSIBILITIES ....................................................................... 6

ARTICLE 5: MANAGEMENT RIGHTS AND RESPONSIBILITIES ...................................................................... 9

ARTICLE 6: GRIEVANCE PROCEDURE ........................................................................................................... 11

ARTICLE 7: ORGANIZATIONAL SECURITY .................................................................................................... 15

ARTICLE 8: SEVERABILITY .............................................................................................................................. 17

ARTICLE 9: SAFETY .......................................................................................................................................... 18

ARTICLE 10: LEAVES OF ABSENCE ............................................................................................................... 20

ARTICLE 11: HEALTH AND WELFARE ............................................................................................................ 35

ARTICLE 12: PERSONNEL RECORDS............................................................................................................. 39

ARTICLE

13:

SABBATICAL LEAVE AND ACADEMIC

RANK

.......................................................................... 41

ARTICLE 14: COMPENSATION......................................................................................................................... 43

ARTICLE 15: FACULTY SERVICE AREAS, DISCIPLINES, AND REDUCTION IN FORCE ............................ 50

ARTICLE 16: ASSIGNMENT AND CONTRACT YEAR ..................................................................................... 53

ARTICLE 17: EVALUATION AND TENURE ...................................................................................................... 62

ARTICLE 18: FACULTY LOAD .......................................................................................................................... 74

ARTICLE 19: TRANSFER .................................................................................................................................. 81

ARTICLE 20: WORKPLACE TECHNOLOGY .................................................................................................... 83

APPENDICES..................................................................................................................................................... 84

ARTICLE 7 APPENDIX: FACULTY ASSOCIATION DUES AND/OR A SERVICE FEE FORM .................................. 86

ARTICLE 14 APPENDIX: SALARY SCHEDULES ...................................................................................................... 88

ARTICLE 16 APPENDIX: 40 HOUR WORKWEEK POSITIONS ................................................................................ 96

ARTICLE 17 APPENDIX: EVALUATION FORMS ...................................................................................................... 98

ARTICLE 18 APPENDIX: REASSIGNED TIME MATRIX ......................................................................................... 118

Page 1 of 118

ARTICLE A: DURATION

A.1 This Agreement is made and entered into this 1st day of June 2018, by and between the Allan

Hancock Joint Community College District, hereafter referred to as the District, and the

Faculty

Association of Allan Hancock Joint Community College, hereafter referred to as the Faculty

Association or Association.

A.2 This Agreement was ratified by the Faculty Association on May 11, 2018 and shall

become

effective on July 1, 2018 and shall continue in effect to and including June 30, 2021.

Page 2 of 118

ARTICLE 1: NEGOTIATIONS AND COMPLETION OF AGREEMENT

1.1 Notification and Public Notice: If either party desires to alter or amend this Agreement, it shall

provide written notice and a proposal to the other party of said desire and the nature of the

amendments and cause the public notice provisions of the law to be fulfilled.

1.2 Commencement of Negotiations: Negotiations shall commence as soon as possible after

satisfaction of the public notice requirements. Negotiations shall commence at a mutually

acceptable time and place for the purpose of considering changes in this Agreement.

1.3 Reassigned Time for Negotiations: The Association shall have the right to designate up to five (5)

employees who shall be given reasonable reassigned time in accordance with Article 4.10.3 to

participate in actual negotiations if negotiation meetings with the District are scheduled during the

working hours of the bargaining faculty members involved. All employees participating in

negotiations during the working hours will receive reassigned time proportional to their

participation. However, every effort shall be made to schedule negotiation meetings with the District

at times other than scheduled class time.

1.4 Reopeners: The District and the Association agree to reopen and negotiate the following

articles for fiscal year 2018-2019; notwithstanding the reopener below, all other articles of

this contract shall be in effect for the duration of the agreement.

Article 14.6.2 Class Size Stipend

Article 18.13 Class Size

1.5 Ratification of Additions or Changes: Any additions or changes in this Agreement shall not be

effective unless reduced to writing and properly ratified and signed by both the District and

the Association.

1.6 Completion of Agreement: This Agreement shall constitute the full and complete commitment

between both the District and the Association and shall supersede and cancel all previous

agreements both written and oral. In the event a conflict exists between the specific provisions

contained in this Agreement and District practices, policies, procedures, and state laws to extent

permitted by state law, the provisions of the Agreement shall prevail.

1.7 The district shall notify the Faculty Association with the names of the district bargaining unit team

and provide the Faculty Association with the District’s sunshine list no later than May 15

of each

year prior to a year when any article and/or the entire contract is reopened. Submission of the

sunshine lists shall go to the June board meeting unless otherwise agreed upon by both parties.

Page 3 of 118

ARTICLE 2: RECOGNITION

2.1 The District recognizes the Faculty Association of Allan Hancock College as the sole and exclusive

bargaining agent for all contract and regular faculty, temporary full-time faculty pursuant to the

California Education Code 87470, and permanent faculty with less than a full-time load of the Allan

Hancock Joint Community College District. These faculty hold contracts based on the Faculty

Contract Salary Schedule and the Children’s Center Faculty Salary Schedule except as

excluded in Section 2.2.

2.2 Positions excluded from the bargaining unit are as follows:

2.2.1 All management, supervisory, and confidential employees as defined by Section

3540.1 of the Educational Employment Relations Act, as well as classified employees

and temporary part-time faculty.

2.3 New faculty positions created shall be subject to negotiations between the District and the

Association to determine if they are to be included in the bargaining unit.

Disputed cases shall be submitted to the Public Employment Relations Board. The decision of

PERB shall be final and shall not be subjected to the grievance procedures contained in this

Agreement.

2.4 The Association, in turn, recognizes the District Board of Trustees as the duly elected

representatives of the people and agrees to negotiate exclusively with the District Board of

Trustees or designated representatives through the provisions of the Government Code

Section 3540, et. seq.

Page 4 of 118

ARTICLE 3: NO DISCRIMINATION

3.1 Discrimination Prohibited: The District shall not unlawfully discriminate against any employee

as set forth in Board Policy 3410 Nondiscrimination.

3.2 This article is not grievable under the grievance procedure of this Agreement. All discrimination

complaints will go through the District’s equal employment opportunity complaint procedure

Information from the California Department of Fair Employment and Housing and the federal Equal

Employment Opportunity Commission about filing claims of discrimination with these entities is

available on their websites.

Page 5 of 118

ARTICLE 4: ASSOCIATION RIGHTS AND RESPONSIBILITIES

4.1 Bulletin Boards: The Association shall have the right to use without charge a reasonable part of

the non-classroom bulletin board space designated for communication at work sites. Any

material to be posted must be dated and must identify the Association as the source of the

material.

4.2 College and Mail Communication System: The Association is authorized to place Association

written communications in District-designated individual college mailboxes/email for distribution to

bargaining unit employees. The Association is also authorized reasonable use of any telephone

voice mail for oral communications to bargaining unit employees as long as such use does not

interfere with college business or the work of other college employees as per Board Policy 3720

Computer and Network Use.

The Association is authorized to use the District’s email system and space on the District’s

server to operate an Association website for communications to bargaining unit employees as long as

such use does not interfere with the college business purpose of the computer system or the work

production of any college employee. Such use is restricted to appropriate Association business.

4.3 Documents: Prior to each monthly meeting of the Board of Trustees, the Association president will

be provided with a copy of the agenda for the current meeting, a copy of the minutes of the

previous meeting, and a copy of the monthly warrants if the warrants are not included in the

agenda. Confidential communications will be excluded.

The District agrees to provide to the Association upon written request, one copy of existing

college-produced informational documents which can reasonably be expected to have an impact

on contract negotiations and on the implementation and administration of the Agreement.

4.4 Contract Distribution: Within forty-five (45) days after ratification by the Board of Trustees, the

District shall post the Agreement to the college website and portal and provide without charge 15

printed copies to the Association officers. After the execution of this Agreement, any member of the

bargaining unit may request a copy of this Agreement and/or any amendments from the District

without charge.

4.5 Facility Use: The District authorizes the Association reasonable use of college facilities for

Association business at times that do not conflict with scheduled District activities including the

instructional program subject to District approval and in accordance with college procedures. The

Association will pay for any costs associated with the use of a facility or services. The District has

a right to determine appropriate use of District property.

4.6 Telephone Use: The District authorizes the Association to use District telephones (including

facsimile machines) so long as the calls are related to lawful Association business and do not

interfere with the college business purpose of the telephone equipment or the work production

of any college employee. The District will provide the Faculty Association with an access code for

Page 6 of 118

purposes of making long-distance calls and will invoice the Association monthly for associated

costs.

4.7 Equipment Use: The District authorizes the Association reasonable use of college photocopy and

print services as long as the use of such equipment and services does not interfere with student

instruction or work production. The Association will reimburse the District for the cost of such

services at the same rate as that charged to the District, or within the District, for printing and

photocopying services.

4.8 Right of Access: The Association shall have the right of access at reasonable times to areas in

which bargaining unit employees work, provided such access does not interfere with the

educational process or the work of other District employees.

4.9 Personnel Roster: Upon request the District will provide the Association with a personnel roster

giving home address, home telephone number (unless restricted by the bargaining unit

employee), the name, job title, and principal department of all employees of the bargaining unit.

4.9.1 Dues/Service Fee Faculty List: Upon request the District will provide the Association with

a list of full-time faculty outlining amount deducted each month per Government Code

Section 3546(a); whether the amount is a service fee or dues; and, if the service fee is

being routed to a charitable organization, the name of the charitable organization.

4.10 Negotiation and Contract Administration

4.10.1 Up to five (5) designated representatives of the District and up to five (5) designated

representatives of the Association may meet (if requested by either party) on a mutually

agreed upon date, place, and time (with the least impact upon instruction and student

support services) once or by mutual agreement more than once during fall and once or

more during spring semesters for the purpose of reviewing the administration of the

Agreement in force and attempting to resolve any other problems that may arise. Either

party may submit an agenda for discussion in advance of the meeting(s). If an

agreement can be reached to resolve any issue(s), both parties shall sign a side letter. If

appropriate, the side letter will become part of this Agreement if the parties so agree.

4.10.2 The Association agrees that all Association business shall be conducted at times which

will have the least impact on instructional and student services programs. This section is

not intended to preclude the Association from conducting Association business during

established business hours.

4.10.3 Each fall and spring term, the District shall grant annually 1.2 FTE (full-time

equivalent) reassigned time, with pay, to be distributed by the Association for

contract-required committee work, grievance, representation, negotiations,

arbitration, and Association representation at meetings and conferences related to

official union business. The Faculty Association will notify the district, in writing, of

the allocation of reassigned time not later than May 20

for the fall semester and not

later than September 15

for the spring semester. Reassigned time shall be

distributed in such a manner so as to allow for unit pay replacement for all cases.

Page 7 of 118

It is understood that reassigned time allocated to a unit member under this section

shall not exceed .40 FTE, except as may be mutually agreed upon by the Association

and the District, in advance, in accordance with the timeline of this section.

4.10.4 The Faculty Association may purchase additional leave time pursuant to the provisions of

the Education Code, up to sixty percent (60%) of a full-time load. The Faculty Association

must pay the District an amount based on the Faculty Overload and Extra Assignment

Salary Schedule lecture rate, step 5, column V.

4.11 The District shall designate two (2) consecutive hours between 9 am and 3 pm for the Faculty

Association to meet with its member on each All Staff Day.

Page 8 of 118

ARTICLE 5: MANAGEMENT RIGHTS AND RESPONSIBILITIES

5.1 The Board of Trustees, on its own behalf and on behalf of the electors of the District, hereby

retains and reserves unto itself, all powers, rights, authority, duties, and responsibility conferred

upon and vested in it by the laws and Constitution of the State of California and of the United

States, including, but without limitation to the foregoing:

5.1.1 The exercise of the powers, rights, authority, duties and responsibilities by the

District, the adoption of policies, rules, regulations and practices in furtherance thereof,

and the use of judgment and discretion in connection therewith, shall be limited only by

the specific and express terms of this Agreement and then only to the extent such specific

and express terms are in conformance with law.

5.1.2 It is understood and agreed that the District retains all of its powers and authority to direct,

manage, and control in conformance with the law. Included in, but not limited to, those

duties and powers are the right to determine its organization; direct the work of its

employees; determine the times and hours and days of operation; determine the kinds and

levels of services to be provided and the methods and means of providing them including

entering into contracts with private or public vendors for services; establish its educational

policies, goals, and objectives; ensure the rights and educational opportunities of

students; determine staffing patterns; determine the kinds of personnel required;

maintain the efficiency of District operations; determine the curriculum; build, move, or

modify facilities; determine assignment and use of office and facilities; establish budget

procedures and determine budgetary allocation; determine the methods of raising revenue;

and take action on any matter in the event of an emergency. In addition, the District retains

the right to hire, classify, assign, reassign, promote, discipline, and terminate employees.

5.1.3 The exercise by management of the rights and discretion as described herein shall not be

subject to the grievance procedure, except when the exercise of such rights conflicts

with the specific terms and conditions of this Agreement.

5.1.4 In cases of emergency declared by the Government, Board, or superintendent/president,

the District retains the right to temporarily amend, modify, or rescind policies and practices

referred to in this Agreement. Such action will be restricted to the period in which the

emergency exists as determined by the District. Where an emergency is declared, the

District shall notify the Association as soon as possible and shall consult with the

Association within five (5) business days of notification.

For purposes of this article, emergency shall include disasters resulting from 1)

earthquakes, storms, flood, fire, or other calamitous events and 2) other severe

emergencies which affect the public or college employees.

5.1.5 The District shall meet with the bargaining unit and negotiate any changes in wages,

hours, and other terms and conditions of employment except in case of an emergency as

defined in Section 5.1.4.

In case of an emergency, the District shall meet and negotiate with the bargaining unit any

changes in wages, hours, or other terms and conditions of employment which are to be in

effect longer than 60 calendar days.

Page 9 of 118

5.2 Each employee will keep the District Human Resources office advised of the bargaining unit

employee’s current home address and telephone number.

Page 10 of 118

ARTICLE 6: GRIEVANCE PROCEDURE

6.1 Definitions

6.1.1 A “grievance” is defined as a formal written allegation by a grievant that a specific

provision of this Agreement has been misinterpreted, misapplied, or violated.

6.1.2 A “grievant” is any faculty member adversely affected by an alleged violation of the

specific provisions of this Agreement or the Association. Unless the Association is grieving

Article 4 of this Agreement, the Association shall name a faculty member or faculty

members for each grievance filed.

6.1.3 A “day” in this article is a “business day.”

6.1.4 The “appropriate administrator” in this article is the lowest-level administrator who has

immediate supervision over the grievant and who has been designated by the District to

adjust grievances.

6.1.5 An “Association representative” is a person designated by the Association to

represent a grievant.

6.1.6 The “district grievance officer” shall be the district superintendent/president or that

president’s designee.

6.2 General Provisions:

6.2.1 Until final disposition of a grievance, the grievant shall comply with the directions of the

grievant’s immediate supervisor.

6.2.2 All documents dealing with the processing of a grievance shall be filed in files

separate from the personnel files of the participants. However, this provision shall not prohibit

the appropriate filing of documents relating to disciplinary matters unless the removal of

such documents is ordered as part of any grievance settlement.

6.2.3 No party to a grievance shall take any reprisals against the other party to the

grievance because the party participated in the grievance procedure.

6.2.4 Except as otherwise provided in this Article, failure of the grievant to adhere to the time

deadlines shall mean that the grievance is settled by the decision at the previous level and

that the grievant waives the right to further appeal.

6.2.5 Failure of the District to adhere to the time deadlines at any level shall mean that the

grievance is automatically moved to the next level.

6.2.6 By mutual agreement in writing, the grievant and the District may extend or reduce the

time deadlines at any time.

6.2.7 Every effort will be made to schedule meetings for the processing of grievances at

times which will not interfere with the regular workday of the participants. In any event,

meetings shall not be scheduled so as to interfere with the grievant and Association

representative’s schedule unless mutually agreed otherwise by the Association and the

District. The Association representative shall be released from duties for meetings or

hearings at Level III and/or Level IV which conflict with their schedule. If any grievance

Page 11 of 118

meeting or hearing must be scheduled during the day, any employee required by either

party to participate as a witness or grievant in such meeting or hearing shall be released

from regular duties without loss of pay for a reasonable amount of time necessary for the

presentation of the grievance or testimony.

6.2.8 Either party to the grievance may be represented at any step of the grievance

procedure by an individual of the party’s choice; however, an agent of a nonexclusive

representative group shall not act on behalf of or represent the grievant. The

Association representative as defined in this article may present the case for the grievant

or respondent or serve as an advisor.

6.2.9 The grievant may elect to have the grievance adjusted without the intervention of the

Association so long as the adjustment is not inconsistent with the terms of this Agreement

and provided that the District shall not agree to a resolution of the grievance at Levels

II and III until the Association has received a copy of the grievance and the proposed

resolution and has been given reasonable opportunity to file a response. If the Association

believes it is in the best interest of the Association and/or faculty, it reserves the right to

continue the grievance to its end.

6.2.10 If the grievance involves action or inaction by an administrator above the grievant’s

immediate supervisor as defined above, the grievance may be filed in writing with the

designated district grievance officer at Level II. However, all attempts to resolve the

grievance at the informal level shall be made first.

6.2.11 Grievances of a similar or like nature may be joined as a single grievance upon the

written consent of the Association. The final decision shall be binding upon all parties to

the consolidated grievance.

6.2.12 The day following personal, electronic, or certified mail service of the written decision

at any level of this grievance procedure shall be counted as DAY ONE for any

deadline imposed upon the grievant, the Association, or the District.

6.2.13 By mutual agreement, at any time prior to advisory arbitration, the grievance may revert

to a prior level for reconsideration.

6.2.14 Upon consultation with the Association, a grievant may withdraw a grievance at any step

of the grievance procedure by serving written notice of the withdrawal to the administrator at

the respective level. If the Association believes it is in the best interest of the Association

and/or faculty members, it reserves the right to continue the grievance process to its

conclusion. The parties agree to encourage the handling of grievances in as informal and

confidential manner as possible.

6.2.15 A formal grievance shall be made on the appropriate grievance form. The grievance

form will not be changed except by mutual agreement between the District and the

Association.

6.2.16 The parties agree that any level of this grievance procedure may be waived by mutual

agreement of the Association and the District.

6.2.17 It is the intent of this article to resolve disputes at the lowest level. At any point in the

process described in this article, either party may request a personal conference.

6.3 Procedures: Grievances shall be processed in accordance with the following procedures.

Page 12 of 118

6.3.1 Level I Informal—Appropriate Administrator

6.3.1.1 Before filing a formal written grievance, the grievant shall attempt to resolve the

issue by completing the Level I section of the grievance form and scheduling and

attending an informal conference with the appropriate administrator.

6.3.1.2 The appropriate administrator shall schedule and conduct the requested informal

conference within ten (10) days of the meeting request.

6.3.1.3 The appropriate administrator shall provide the grievant with a written decision of the

grievance within five (5) days of the informal conference.

6.3.1.4 If the grievant is not satisfied with the written decision at Level I, or if the

appropriate administrator fails to meet with the grievant, if requested, or if the

appropriate administrator fails to deliver the written decision to the grievant as set

forth in this article, the grievant may appeal to Level II and file a formal grievance

with the district grievance officer within ten (10) days.

6.3.2 Level II Formal—Designated District Grievance Officer

6.3.2.1 An appeal of a Level I decision and/or filing a grievance pursuant to the terms in

this Article, shall be submitted to the designated district grievance officer. The

appeal shall include a clear and concise statement of the basis for the appeal.

The designated district grievance officer shall submit a written decision on the

appeal to the grievant within ten (10) days of the receipt of the appeal.

6.3.2.2 If the grievant is not satisfied with the decision of the designated district

grievance officer, the grievant may within ten (10) days submit an appeal of

the decision on the grievance form and appeal to Level III.

6.3.3 Level III Formal—Mediation

6.3.3.1 The Association shall, on behalf of the grievant, request a mediator from the

California State Mediation and Conciliation Service within ten (10) working days

of the receipt of the Level II decision.

6.3.3.2 If there is no resolution from mediation, then the Association may submit the

grievance to Level IV.

6.3.4 Level IV Formal—Advisory Arbitration

6.3.4.1 The district grievance officer shall, within ten (10) days after receipt of the written

appeal, submit a request for the immediate services of an advisory arbitrator to

the California State Mediation and Conciliation Service.

6.3.4.2 The grievant and the District shall attempt to agree upon an advisory arbitrator. If

no agreement can be reached, they shall request the California State Mediation

and Conciliation Service to supply a panel of five (5) names of persons

experienced in hearing grievances regarding community colleges. Each party

shall alternately strike a name until only one name remains. The remaining panel

member shall be the advisory arbitrator. The order of striking shall initially be

determined by lot. For each subsequent instance thereafter the parties shall

alternate striking first. If the arbitrator will not be available within ninety (90) days,

the parties may agree to secure another list and repeat the selection.

Page 13 of 118

6.3.4.3 The arbitrator will hold an arbitration hearing and issue an advisory decision.

The arbitrator shall not have the authority to delete, add to, or otherwise modify

the provisions of this Agreement. The arbitrator’s authority shall be limited to

deciding whether the District has violated, misinterpreted, or misapplied the

referred to express provision of this Agreement, and such decision shall not

imply obligations and conditions to restrict the District in its administration of the

terms of this Agreement, it being understood that any matter not specifically set

forth herein remains within the management rights of the District.

6.3.4.4 The arbitrator’s decision shall clearly indicate whether it is primarily in favor of the

grievant, the District, or neither (50-50 split).

6.3.4.5 If the grievant is not satisfied at Level IV, the grievant may within fifteen (15)

days appeal the decision on the appropriate grievance form to the Board of

Trustees for review. The form must be submitted to the designated district

grievance officer.

The grievant may also request a hearing. Said hearing shall be requested at

the time the appeal is filed. Said hearing shall be conducted by the member(s) of

the Board of Trustees as designated by the Board of Trustees President.

The parties agree that Level V of this grievance procedure may be waived by

mutual agreement of the grievant and the District.

6.3.4.6 Arbitration Costs: Each party shall bear the costs of preparing and presenting its

own case in arbitration. If the arbitrator’s decision is primarily in favor of the

District, the fees and expenses shall be paid by the Faculty Association. If the

arbitrator’s decision is primarily in favor of the Faculty Association, the fees and

expenses shall be paid by the District. If the arbitrator’s decision is not clearly in

favor of either party, the fees and expenses shall be shared equally between the

Faculty Association and the District.

6.3.5 Level V—Board of Trustees

6.3.5.1 If the grievant is not satisfied with the decision at Level IV, the grievant may, within

fifteen (15) days of receiving the decision, appeal to the Board of Trustees for a

hearing. The request for a hearing must be submitted to the Board of Trustees

through the designated district grievance officer.

6.3.5.2 Said hearing shall be conducted by a panel of at least a quorum of the Board of

Trustees.

6.3.5.3 The parties agree that Level V of this grievance procedure may be waived by mutual

agreement of the grievant and the District.

6.3.5.4 The Board of Trustees shall communicate its decision in writing to the grievant

within thirty (30) days. The decision of the Board of Trustees shall be considered the

final level for a grievance.

6.3.6 Nothing in this grievance procedure shall imply a waiver of any other due process rights

available to an employee or the Faculty Association as prescribed by law.

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ARTICLE 7: ORGANIZATIONAL SECURITY

7.1 Pursuant to the Government Code Section 3546(a), employees shall, as a condition of continued

employment, be required to either join the Faculty Association or to pay a service fee. This

provision shall be in effect only as long as the statutory requirement requiring a service fee

remains in effect or until such time as a majority of bargaining unit members vote to rescind

this agency fee arrangement pursuant to provisions set forth in Government Code Section

3546.

The District will deduct dues or the service fee from Association members, and disperse such

funds to the Association and any voluntary contributions to the Association’s PAC funds

authorized in writing by the employee on the appropriate form located online and in the Appendix

(Faculty Association Dues and/or A Service Fee), subject to the following conditions:

7.1.1 Dues and/or voluntary contributions deductions shall be made only upon the submission

of the Faculty Association Dues and/or A Service Fee form signed by the employee. The

District and the Association agree that bargaining unit employees who have been paying

Association membership dues or the service fee prior to the ratification of this Agreement

do not need to complete new forms to continue the same deductions.

7.1.2 The District shall not be obligated to put into effect any new, changed, or discontinued

deduction until the pay period commencing fifteen (15) business days or more after such

submission.

7.2 Newly hired employees of the bargaining unit will be provided the Faculty Association Dues and/or

A Service Fee form during the new employee orientation provided by the office of human

resources. The Association will be invited to attend a portion of the orientation to address new

bargaining unit members.

Until such time as the employee submits to the District a completed Faculty Association Dues

and/or A Service Fee form, the District will process a deduction equal to the service fee.

Employees may submit the Faculty Association Dues and/or A Service Fee form to Business

Services if they decide to become a member of the Association or elect to decline membership

based on religious grounds per article 7.4. A copy of all completed forms will be provided to the

Association.

7.3 The deductions for Association dues and service fees shall be in accordance with the Association

dues and service fee schedule. It is the responsibility of the Association to provide said

schedule to the District. Any proceedings shall be governed by applicable State laws and are

specifically excluded from Article 6, Grievance Procedure, of this Agreement.

7.3.1 Schedule of Deduction: Annual dues and service fee deductions are applied to all

bargaining unit members and paid over the ten (10) month academic year. Annual dues

deductions are to be taken from the base annual salary schedule placement only as

defined per Article 14.1.3.2.

7.4 Pursuant to Government Code 3546.3, any employee who is a member of a religious body

whose traditional tenets or teachings include objections to joining or financially supporting

Page 15 of 118

employee organizations shall not be required to join, maintain membership in, or financially

support any employee organization as a condition of employment. Bargaining unit members shall

be required, in lieu of a service fee, to pay sums equal to such service fee either to a

nonreligious, nonlabor organization, charitable fund exempt from taxation under Section

501(c)(3) of Title 26 of the Internal Revenue Code chosen by the employee and deducted in

accordance with 7.3.1. If such employee who holds conscientious objections pursuant to this

section and requests the Faculty Association to use the grievance procedure or arbitration

procedure on the employee’s behalf, the Association is authorized to charge the employee for

the reasonable cost of using such procedure.

7.5 Revocation of Membership

Once an employee has joined the Association, the employee must retain their membership for the

duration of this Agreement so long as the employee remains a bargaining unit member.

Employees may only revoke their membership after the effective date of this provision during the

fifteen (15) business day period immediately preceding expiration of this Agreement.

7.5.1 A request to revoke membership must be submitted in writing to the Association. The

employee must also resubmit the Faculty Association Dues and/or A Service Fee form to

Business Services.

7.6 The Association agrees to save and hold harmless the District from all claims, demands, suits, or

any other action arising as a result of the enforcement of this article of the Agreement and agrees to

assume the defense upon request of the District in connection with any legal proceedings under

this article.

Page 16 of 118

ARTICLE 8: SEVERABILITY

8.1 Savings Clause: If there exists any applicable court determination, law, rule, regulation, or order

issued by governmental authority other than the District which shall render invalid or restrain

compliance with or enforcement of any provision of this Agreement, such provision shall be

immediately suspended and be of no effect hereunder so long as such law, rule, regulation, or

order shall remain in effect. Such invalidation of a part or portion of this Agreement shall not

invalidate any remaining portions which shall continue in full force and effect.

8.2 Replacement for Severed Provision: In the event of suspension or invalidation of any article or

section of this Agreement, the parties agree to meet and negotiate within thirty (30) calendar days

after such determination for the purpose of arriving at a mutually satisfactory replacement for

such article or section.

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ARTICLE 9: SAFETY

9.1 District Compliance: Faculty shall not be required to work in unsafe conditions or to perform tasks

that endanger their health and safety if the District has knowledge of a hazardous condition or

situation. The District shall conform to and comply with all health, safety, and sanitation

requirements imposed by state, Federal, or applicable local regulations adopted under state,

Federal, or applicable local law.

9.1.1 The District shall, within five (5) business days, provide to the Association President a

copy of any correspondence with regard to reported or identified unsafe working

conditions between the District and a state or federal governmental safety regulatory

agency.

9.1.2 The Association shall appoint two members to the District Safety Committee.

9.1.3 Safety Training: The District shall provide safety training during the regular contract year

appropriate to the discipline within which the employee works.

9.2 Employee Conduct:

9.2.1 Employees shall comply with all state and federal laws, and District policies and

procedures regarding safe practices. All District policies and procedures will be

disseminated to employees as appropriate.

9.2.2 When an employee perceives a condition or circumstance which may prove to be a safety

hazard the employee shall report the situation or condition to the appropriate administrator.

9.3 Safety Complaint: Employees who wish to provide a safety suggestion or report an unsafe working

condition or practice shall complete the “Safety Hazard/Suggestion Report Form” provided by the

District. Upon notification, the District Safety Coordinator or his/her designee shall investigate any

complaint of unsafe or hazardous working condition and, if the condition is determined to be

unsafe or hazardous, shall work to eliminate or correct the unsafe or hazardous condition as soon

as possible.

9.3.1 The District Safety Coordinator or their designee shall notify the employee in writing

how the hazardous condition will be eliminated or corrected.

9.3.2 No employee shall be discriminated against as a result of reporting any condition

believed to be a violation of Section 9.1.

9.4 Drug and Alcohol Testing Pursuant to the United States Department of Transportation

Regulations Per Board Policy 6950.

9.4.1 This section shall only apply to employees in positions identified by Board Policy 6950.

9.4.2 Left blank intentionally.

9.4.3 Any drug/alcohol treatment and/or rehabilitation cost shall be borne by the employee if

such cost is not covered by the District medical insurance plan as provided by Article

11, Health and Welfare, Section 11.2.

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9.4.4 Any leave approved by the District for alcohol/drug treatment and/or rehabilitation during

the employee’s contract year shall be in accordance with Article 10, Leaves of Absence,

and shall be taken from the employee’s sick leave if sick leave is available.

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ARTICLE 10: LEAVES OF ABSENCE

10.1 General Provisions

10.1.1 The leave benefits which are expressly provided by this article are the sole leave benefits

which are part of this collective Agreement, and it is agreed that other statutory or

regulatory leave benefits are not incorporated with this Agreement, nor are such other

benefits subject to the grievance procedure of Article 6.

The following leaves are available to employees, subject to the conditions as set forth in

this article.

1. Personal Illness and Injury Leave

2. Personal Necessity Leave

3. Judicial Leave

4. Bereavement Leave

5. Maternity/Pregnancy Disability Leave

6. Military Leave

7. Industrial Accident/Injury Leave

8. Quarantine Leave

9. Extended Illness/Injury Leave

10. Reduced Workload (Willie Brown Act)

11. Reduced Workload (other)

12. Leave of Absence without Pay

13. Family and Medical Care Leave

10.1.2 All paid leaves granted pursuant to the provisions of this article shall be credited as

service for step advancement on the salary schedule and to the extent permitted by law

shall be credited towards retirement in the same proportion as salary received.

10.1.3 Upon return from a leave granted pursuant to this article, an employee shall be assigned

to a position substantially similar in duties to that which was held at the time that the

request for leave was granted and for which the employee is credentialed and qualified.

An employee returning from leave may make other arrangements with the District prior to

the leave or prior to returning from the leave. An employee shall be entitled to return to the

same campus except if otherwise required by business or academic necessity.

10.1.4 All leaves of absence for whatever reason shall be requested and/or reported within ten

(10) calendar days after the return from the absence.

10.1.5 An employee shall make written application for paid leave as soon as possible in

accordance with procedures specific to the type of leave. If paid leave is denied, the

employee will be provided with a written statement which explains the reason for the

denial. Denial shall not be grievable.

10.1.6 An employee shall suffer no loss of seniority or order of employment while on paid leave.

10.1.7 The District may require an applicant for paid leave to submit evidence that substantiates

the request. Examples of such evidence may include a physician’s or psychologist’s

statement, a statement from a practitioner or a recognized church or denomination, a copy

of a subpoena directed to the applicant, or a notice of jury service, etc.

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10.2 Personal Illness and Injury Leave

10.2.1 Amount of Leave: Full-time regular and contract employees shall be entitled to ten (10)

days leave with full pay for each academic year of service for purposes of personal illness

or injury. Regular and faculty contract employees who work less than full time shall be

entitled to a prorated ratio of the ten (10) days leave as their academic assignment bears

to a full-time assignment. This annual entitlement shall be based on a 175-day annual

assignment.

Employees who work more than 175 days shall receive additional sick leave as that

assignment bears to a prorated full-time, 175-day assignment.

Employees will earn sick leave for summer assignments at the rate of one hour per 17 ½

hours worked.

10.2.2 Accumulation of Leave: If an employee does not utilize the full amount of leave as

authorized in Section 10.2.1, the amount not utilized shall be accumulated from year to

year.

10.2.3 Verification of Illness or Injury: Upon request by District management, employees shall be

required to present a certificate signed by a physician. If the District requires an employee

to go to a District-designated doctor, the District will pay for any unreimbursed medical

expenses incurred by the employee in obtaining the certificate.

10.2.4 Notification of Absence: Employees shall notify the District of an absence as soon as

practicable prior to the start of the employee’s assignment.

10.2.4.2 The employee is to report the absence on-line and submit for approval within ten

(10) calendar days after returning to work.

10.2.5 Notification of Return: Prior to the end of the college business day, an employee shall

notify the administrator or designee of the employee’s intent to return or not to return to

work the following day and will indicate the day of expected return.

10.2.6 Salary Adjustment upon Termination: If an employee terminates District employment

having used more sick leave than has been accrued, an adjustment will be made on the

final warrant.

10.2.7 Sick Leave upon Retirement: The employee may convert unused sick leave to retirement

credit in accordance with California Government Code Section 20862.5 or California

Education Code Section 22719 or its successor if the employee is filing a request for

retirement.

10.2.8 Transfer of Accrued Sick Leave: Accrued sick leave will be transferred if an employee

terminates employment with the District and is employed by another California public

school district or other public educational agency, but only in accordance with the specific

conditions of applicable sections of the California Education Code and the conditions

specified by the new employing agency. It is the employee’s responsibility to initiate the

transfer request through the new employing agency. Accrued sick leave earned by a

newly hired employee in another California public school district or other public

educational agency will be transferred to Allan Hancock College and credited to the newly

hired employee, but only in accordance with the specific conditions of applicable sections

of the California Education Code. It is the employee’s responsibility to initiate the transfer

request through Allan Hancock College Human Resources Office.

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10.2.9 Annual Sick Leave Statement: The District shall provide self-service access to leave

balances. The statement of accrued sick leave shall include both days of leave earned

from regular assignments as well as equivalent days and fractional days earned from all

prior sick leave hours accrued from summer assignments. The two amounts shall be

available as separate totals.

10.2.10 Maternity/Pregnancy Disability: Employees are entitled to use sick leave as set forth in

Sections 10.2.1 for pregnancy, miscarriage, childbirth, and the recovery therefrom on the

same terms and conditions governing leaves of absence for other illness. A medical

release may be required prior to the employee’s return to work.

10.2.11 Sick Leave Deduction Process: Employees shall have daily sick leave deducted in

proportion to the fraction of the daily load which they missed.

10.3 Personal Necessity Leave

10.3.1 Leave which is credited under Section 10.2.1 (sick leave) of this article may be used at the

employee’s election for the purposes of personal necessity provided that use of such

personal necessity leave does not exceed seven (7) days in any fiscal year. Such leave

must be approved by the appropriate administrator, however, three (3) of the seven (7)

days may be taken at the employee’s discretion and with reasonable advanced notice.

The employee shall complete and submit the appropriate request following the procedures

in Sections 10.2 and 10.3 of this article in advance of the beginning of the leave for

approval. When an emergency or extenuating circumstance make such advance notice

impracticable, the employee must still report the leave in accordance with Sections 10.2.4

and 10.2.5 of this article and complete the absence request immediately upon returning to

work. Upon return from an approved personal necessity leave of absence, the employee

may be required to provide such proof of eligibility for the personal necessity leave.

10.3.2 For the purpose of qualifying for paid personal necessity leave, there shall be a

compelling reason requiring the employee’s absence from duty, which cannot be attended

to outside of the employee’s duty hours and which shall be limited to one of the following

reasons:

10.3.2.1 The death of a member of the employee’s immediate family as defined in

Section 10.5.2 of this article when additional leave is required beyond that

provided by bereavement leave in Section 10.5 of this article. (See also Section

10.5.1.)

10.3.2.2 An accident or emergency illness involving the employee’s personal property or

the person or property of the employee’s immediate family. Immediate family is

as defined in Section 10.5.2 of this article.

10.3.2.3 Required appearance brought about as a result of a legal notice to appear as a

witness before government or judicial agency or court of law or appearance as a

litigant in a legal action. If a witness fee is payable, such fee shall be demanded

and collected by the employee and remitted to the District up to the employee’s

prorated pay for such absence.

10.3.2.4 Absence for parent on the occasion of childbirth and absence for mother and/or

father to meet legal compliance for adoption or caring for an infant or child who

has been placed in the employee’s home for the purpose of adoption.

Page 22 of 118

10.3.2.5 Observance of a religious holiday (requires advanced notice to the

administrator).

10.4 Judicial Leave

10.4.1 The employee shall be provided leave for regularly called jury duty and, when

subpoenaed, to appear as a witness in court, other than as a litigant, for reasons not

brought about through the connivance or misconduct of the employee.

10.4.2 The employee, while serving on jury duty, will receive pay in the amount of the difference

between the employee’s regular earnings and any amount received for jury duty service,

exclusive of any mileage reimbursement. However, the employee shall receive full

compensation if the employee remits to the District the fee received exclusive of the

mileage reimbursement.

10.4.3 Paid judicial leave shall not be provided for employees who serve as paid expert

witnesses.

10.4.4 An employee of the bargaining unit shall notify the appropriate supervisor in writing as

soon as possible after receiving notice of jury duty or subpoena. Upon return from judicial

leave, the employee must complete the District’s absence report form and attach to the

form verification of judicial leave.

10.5 Bereavement Leave

10.5.1 In the event of a death of any member of the immediate family, the employee shall be

entitled to three (3) days leave of absence for each death or five (5) days leave of

absence if the employee must travel more than 300 miles without loss of salary or

deduction from sick leave.

In the event of a death of any present or past District employee where the funeral or

memorial service is held locally during work hours, the employee may take 1.5 hours of

bereavement absence without loss of salary or deduction from sick leave.

Employees are encouraged to discuss bereavement leave needs with their supervisor

including when parameters of 10.5.1 do not meet the employee’s needs.

10.5.2 For the purposes of this provision, the immediate family shall be limited to mother, father,

grandmother, grandfather, grandchild, aunt, uncle, niece, or nephew of the employee or of

the spouse or the domestic partner of the employee and the spouse, domestic partner,

son, son-in-law, step-son, daughter, daughter-in-law, step-daughter, brother, brother-in-

law, sister, sister-in-law, legal ward or a child of a person standing in loco parentis, or any

relative living in the immediate household of the employee.

10.5.3 If additional leave is needed, the employee can use personal necessity leave in

accordance to the provisions of Section 10.3 of the article.

10.5.4 Employees of the bargaining unit shall be required to complete an absence verification

form provided by the District upon return from bereavement leave and may be required to

provide proof of eligibility such as newspaper obituary notice or death certificate for

bereavement leave benefits.

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10.6 Military Leave

10.6.1 The employee will be granted leave for military duty in accordance with applicable state

and federal laws.

10.6.2 The leave must be verified by a copy of the military orders requiring the military duty.

Verification must be attached to the District’s absence report form as far as possible in

advance of actual leave.

10.7 Leave of Absence Without Pay

10.7.1 Regular and contract faculty may be granted leave without pay for a period of up to one

year with approval of the superintendent/president and recommendation to the Board of

Trustees for action. Such leave shall be without compensation or salary increment, and

the leave shall not count towards sabbatical leave credit, or tenure for contract faculty. An

extension of one year may be approved by the superintendent/president. See Article 13 -

Professional Development (13.1.1) - for effect of leave of absence without pay on

sabbatical leave eligibility.

10.7.2 Procedure for Requesting Leave Without Pay

10.7.2.1 The employee shall submit a written request for leave to the

superintendent/president as far in advance as possible. Requests made prior to

schedule development of the subsequent term or academic year are more likely

to be approved. The superintendent/president may confer with the appropriate

administrator to assess the impact of the request upon the District.

10.7.2.2 The written request for leave shall state:

10.7.2.2.1 The reason(s) for the leave; and

10.7.2.2.2 The anticipated duration of absence; and

10.7.2.2.3 The intention to return to service at the end of absence.

10.7.2.3 The District may require the employee to provide evidence to justify the request

for leave.

10.7.2.4 The superintendent/president is not obligated to recommend the request if it is

not in the interest of the District. If the leave is approved, the

superintendent/president will submit the request and a recommendation to the

Board of Trustees for action.

10.7.2.5 An employee on such leaves shall notify the District human resources office by

the third week of the final semester of the leave as to the employee’s intent to

return to employment with the District.

10.7.2.6 Failure by the employee to return from unpaid leave will constitute an

abandonment of position which may result in disciplinary action up to and

including termination by the District.

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10.8 Reduced Workload (Other Than Willie Brown Act)

10.8.1 Regular faculty may take a partial unpaid leave of absence by accepting less than a full-

time assignment. In such leaves, regular faculty shall continue to fulfill the appropriate

prorated share of full-time duties.

10.8.2 Procedure for requesting reduced workload

10.8.2.1 The employee shall submit a written request for reduced workload to the

superintendent/president as far in advance as possible. Requests made prior to

schedule development of the subsequent term or academic year are more likely

to be approved. The superintendent/president may confer with the appropriate

administrator to assess the impact of the request upon the district.

10.8.2.2 The written request for leave shall state:

10.8.2.2.1 The reason(s) for the reduced workload; and

10.8.2.2.2 The reduction in FTE requested; and

10.8.2.2.3 The anticipated duration of reduced workload.

10.8.2.3 The District may require the employee to provide evidence to justify the request.

10.8.2.4 If the request for reduced load is to be considered under the provisions of the

Willie Brown Act (Education Code Section 87483) such requests are subject to

Section 10.9 of this article.

10.8.3 The superintendent/president is not obligated to recommend the request if it is not in the

interest of the District. If the reduced workload request is approved, the

superintendent/president will submit the application and a recommendation to the Board

of Trustees for action.

10.8.3.1 All requests under this section that are approved by the Board of Trustees will

receive prorated (FTE) salary, employee benefits and STRS contributions, and

credits that are consistent with reduced workload (FTE). However, under exigent

circumstances, the district may authorize employee benefit contributions to be

other than the prorated amount.

10.9 Reduced Workload under Education Code 87483 (Willie Brown Act)

10.9.1 An employee requesting a reduced workload under the provision of California Education

Code Section 87483 must meet the following criteria:

10.9.1.1 The employee must have reached the age of 55 prior to reduction in workload.

10.9.1.2 The employee must have been employed full time in an academic position or a

position requiring certification or both for at least ten years of which the

immediate preceding five years were full-time employment.

10.9.1.3 Sabbatical or other approved leaves do not count as a break in service but shall

not be used in computing the five years’ full-service requirement.

10.9.1.4 The minimum part-time employment shall be the equivalent of one-half of the

number of days’ service or 50 percent of workload required by the employee’s

contract of employment during the final year of service in a full-time position.

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10.9.2 For employees granted a reduced workload contract under Education Code Section

87483:

10.9.2.1 The employee must comply with request conditions in 10.9.1 above.

10.9.2.2 The employee and the District shall continue to make retirement contributions as

if the employee were earning the salary prior to going on reduced workload. The

District will make any additional retirement contributions as specified by STRS

regulations.

10.9.2.3 The employee shall be paid a salary which is the prorated share of the salary

they would be earning had they not been approved for reduced workload

employment.

10.9.2.4 The employee shall receive health benefits in the same manner as a full-time

employee. Health benefits for the purpose of this Agreement are defined as

medical and dental as provided by Article 11.

10.9.2.5 The period of reduced workload which can qualify for full-time retirement benefits

shall not exceed ten years and shall not extend beyond the end of the school

year during which the employee reaches her/his 70

birthday.

10.9.2.6 Other District employee benefits not included in 10.9.2.4 may be purchased by

the employee through a payroll deduction system.

10.9.2.7 Conditions of this section will be implemented only upon approval by both the

Board of Trustees and the State Teachers’ Retirement System.

10.10 Extended Illness and Injury Leave

10.10.1 If a bargaining unit member has exhausted their accumulated sick leave and that sick

leave totals less than five (5) months, additional nonaccumulated extended illness leave

shall be available up to a maximum of five months when counting both the accumulated

and nonaccumulated leave. The amount deducted for extended leave purposes from the

employee’s salary shall be the amount actually paid a substitute employee employed to fill

the position during the leave or if no substitute is employed, the amount which would have

been paid to a substitute.

10.11 Industrial Accident/Illness Leave

10.11.1 Employees will be entitled to industrial accident leave according to the provisions in

Education Code Section 87787 for personal illness or injury which has qualified for

Workers’ Compensation under the provisions of the State Workers’ Compensation

Insurance Program.

10.11.2 Employees shall notify an administrator of any accident or illness arising out of

employment with the District as soon as possible but normally within twenty-four (24)

hours.

10.11.3 Pursuant to the statutory provisions of the State Workers’ Compensation System, the

District has a right to have employees examined by a physician or psychologist

designated by the District at the District’s expense to assist in determining the length of

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time the employee will be temporarily unable to perform assigned duties and the degree

to which a disability is attributable to the injury involved.

10.11.4 Allowable leave shall be for not less than sixty (60) days during which the college is

required to be in session or when the employee would otherwise have been performing

work for the District in any one fiscal year for the same accident.

10.11.5 When an industrial accident or illness leave overlaps into the next fiscal year, the

employee shall be entitled to only the amount of unused leave due for the same illness or

injury.

10.11.6 Allowable leave shall not accumulate from year to year.

10.11.7 Industrial accident or illness leave shall commence on the first day of absence.

10.11.8 When an employee is absent from their duties on account of an industrial accident or

illness, they shall be paid the portion of the salary due them for any month in which the

absence occurs as when added to their temporary disability indemnity will result in a

payment to the employee of not more than their salary.

10.11.9 Industrial accident or illness leave shall be reduced by one day for each day of authorized

absence regardless of a temporary disability award.

10.11.10 When entitlement to industrial accident or illness leave under this section has been

exhausted, accumulated sick leave or other applicable paid leave will be used in full-day

increments for each day of industrial accident or illness absence.

If, however, the employee is still receiving temporary disability payments under the

Workers’ Compensation laws of this state at the time of exhaustion of benefits under this

section, the employee shall be entitled to use only so much of the person’s accumulated

or available sick leave, which when added to the workers’ compensation award, provides

a regular day’s pay at the employee’s regular rate of pay.

10.11.11 Employees shall upon demand of the District endorse to the District workers’

compensation checks issued in the name of the employee for any day(s) for which the

employee received compensation from the District.

10.12 Quarantine

10.12.1 An employee shall receive a paid leave of absence during the period of the employee’s

quarantine by a duly constituted governmental authority.

10.12.2 Deduction from Leave: An employee, who misses any scheduled duties due to

quarantine, shall have leave deducted from their accumulated sick leave.

10.13 Family and Medical Care Leave (FMLA & CFRA)

The District will provide family and medical care leave for eligible employees as required by State

and Federal law. The following provisions set forth employee’s rights and obligations with respect

to such leave. Rights and obligations which are not specifically set forth below are set forth in the

Department of Labor regulations implementing the Federal Family and Medical Leave Act of 1993

(FMLA) and the regulations of the California Fair Employment and Housing Commission

implementing the California Family Rights Act (CFRA). Unless otherwise provided by this article,

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“Leave” under Section 10.13 through 10.13.9 of this article shall mean leave pursuant to the

FMLA and CFRA.

10.13.1 Members Eligible for Leave: An employee is eligible for leave if the employee:

A. has been employed for at least 12 months; and

B. has been employed for at least 1,250 hours during the 12-month period immediately

preceding the commencement of the leave.

10.13.2 Request for Leave: Employees must fill out the following applicable forms in connection

with Family Medical Leave (FMLA) under this article. These forms enable the District to

satisfy its recordkeeping obligations.

A. “Request for Family or Medical Leave” to establish eligibility.

B. Medical Certification - either for the employee’s own serious health condition, or the

serious health condition of a child, parent, spouse, or domestic partner.

C. “Fitness for Duty to Return from Leave Certification” form.

10.13.3 Reasons for Leave:

A. Leave is permitted for only the following reasons:

1. The birth of a child or to care for a newborn of the employee.

2. The placement of a child with the employee in connection with the adoption or

foster care of a child.

3. Leave to care for a child, parent, spouse, or domestic partner who has a serious

health condition.

4. Leave because of a serious health condition that makes the employee unable to

perform the functions of thier position.

5. Leave for a qualifying exigency arising out of the fact that the employee’s spouse,

child, or parent is on covered active duty or called to active duty status in the

Armed Forces.

6. Leave to care for a spouse, child, parent, or “next of kin” who is a covered

servicemember of the Armed Forces who has a serious injury or illness incurred

in the line of duty while on active military duty or that existed before the beginning

of the member’s active duty and was aggravated by service in the line of duty on

active duty in the Armed Forces.

B. A “serious health condition” includes an illness, injury impairment, or physical or

mental condition that involves continuing treatment by a health care provider or in

patient care in a hospital, hospice, or residential medical care facility.

C. “Continuing treatments” by a health care provider includes any one or more of the

following:

1. A period of incapacity due to a serious health condition of more than three (3) full

consecutive calendar days, and any subsequent treatment or period of incapacity

relating to the same condition that also involves:

Treatments two (2) or more times within thirty (30) days of the first day of

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incapacity, unless extenuating circumstances exist, by a health care provider, by

a nurse, or by a provider of health care services under orders of, or on referral by,

a health care provider. The first in-person treatment must take place within seven

(7) days of the first day of incapacity; or

Treatment by a healthcare provider on at least one occasion which must take

place within seven (7) days of the first day of incapacity and results in a regiment

of continuing treatment under the supervision of the health care provider.

2. Any period of incapacity due to pregnancy or for prenatal care.

3. Any period of incapacity or treatment for such incapacity due to a chronic serious

health condition.

4. Any period of incapacity which is permanent or long-term due to a condition for

which treatment may not be effective. The employee or family member must be

under the continuing supervision of, but need not be receiving active treatment

by, a health care provider.

5. Any period of absence to receive multiple treatments (including any recovery

therefrom) by a health care provider or by a provider of health care services under

orders of, or on referral by, a health care provider for either restoration surgery

after an accident or other injury, or for a condition that would likely result in a

period of incapacity for more than three (3) consecutive calendar days in the

absence of medical intervention or treatment.

D. “Health Care Provider” means

1. A doctor of medicine or osteopathy or physician’s assistant who is authorized to

practice medicine or surgery by the State of California;

2. Individuals duly licensed as a physician, surgeon, or osteopathic physician or

surgeon in another state or jurisdiction, including another country, who directly

treats or supervises treatment of a serious health condition.

3. Podiatrists, dentists, clinical psychologists, optometrists, and chiropractors

(limited to treatment consisting of manual manipulation of the spine to correct a

subluxation as demonstrated by X-ray to exist) authorized to practice in California

and performing within the scope of their practice as defined under California State

law.

4. Nurse practitioners and nurse-midwives who are authorized to practice under

California State law and who are performing within the scope of their practice as

defined under California State law.

5. Christian Science practitioners listed with the First Church of Christ, Scientist in

Boston, Massachusetts.

6. Any health care provider from whom an employer or group health plan’s benefits

manager will accept certification of the existence of a serious health condition to

substantiate a claim for benefits.

E. “Child” means a child under the age of 18 years of age, or 18 years of age or older

who is incapable of self-care because of a mental or physical disability. An

employee’s child is one for whom the employee has actual day-to-day responsibility

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for care and includes a biological, adopted, foster, or step-child, or legal ward or a

child of a person standing in loco parentis (in place of a parent).

F. “Parent” means the biological parent of an employee or an individual who stands or

stood in loco parentis (in place of a parent) to an employee when the employee was a

child. This term does not include parents-in-law.

G. “Spouse” means a husband or wife as defined or recognized under California State

law for purposes of marriage.

H. “Domestic Partner” means two adults who have chosen to share one another's lives

in an intimate and committed relationship of mutual caring, and who have established

a domestic partnership pursuant to California Family Code §297

I. “Active Duty” means (1) in the case of a member of a regular component of the

Armed Forces, duty during the deployment of the member with the Armed Services in

a foreign country; or (2) in the case of a member of the reserve component of the

Armed Forces to a foreign country under a call or order to active duty under certain

specified positions.

J. “Covered Servicemember” means (1) a current member of the Armed Forces,

including a member of the National Guard or Reserves, who is undergoing medical

treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise

on the temporary disability retired list, for a serious injury or illness; or (2) a veteran

who is undergoing medical treatment, recuperation, or therapy, for a serious injury or

illness and who was a member of the Armed Forces, including a member of the

National Guard or Reserves, at any time during the period of five years preceding the

date on which the veteran undergoes that medical treatment, recuperation, or

therapy.

K. “Next of Kin of a Covered Servicemember” means the nearest blood relative other

than the covered service member’s spouse, parent, son or daughter, in the following

order of priority: Blood relatives who have been granted legal custody of the covered

servicemember by court decree or statutory provisions, brothers and sisters,

grandparents, aunts and uncles, and first cousins, unless the covered servicemember

has specifically designated in writing another blood relative as his or her nearest

blood relative for purposes of military caregiver leave under FMLA.

10.13.4 Amount of Leave: Eligible employees are entitled to a total of 12 workweeks of leave (or

26 weeks to care for a covered servicemember) during any 12-month period.

A. An employee’s entitlement to leave for the birth or placement of a child for adoption

or foster care expires 12 months after the birth or placement. In addition, the basic

minimum duration of such leave is two weeks. However, an employee is entitled to

leave for one of these purposes (e.g., bonding with a newborn) for at least one day,

but less than two weeks’ duration on any two occasions during the 12-week period.

B. If leave is requested to care for a child, parent, spouse, domestic partner, or the

employee with a serious health condition, there is no minimum amount of leave that

must be taken. However, the notice and medical certification provisions of this article

must be complied with.

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C. In any case in which the parents are both employed by the Allan Hancock Joint

Community College District and are entitled to leave, the aggregate number of

workweeks of leave to which both may be entitled will be limited to 12 workweeks

during any 12-month period if leave is taken for the birth or placement for adoption or

foster care of the employees’ child (or 26 weeks to care for a covered

servicemember). This limitation does not apply to any other type of leave under this

policy.

D. “12-month period” means the 12-month period measured forward from the date an

employee’s first leave begins.

10.13.5 Employee Benefits While on Leave

A. Leave under this article is unpaid. While on leave, an employee will continue to be

covered by the District’s group health insurances which will include medical, dental,

and income protection insurances in the same extent that coverage is provided while

the employee is on the job. However, an employee will not continue to be covered

under the District’s non-health benefit plans which include TSA, life insurance, and

other non-health benefit plans unless an employee makes the appropriate

contributions for continued coverage. An employee may make the appropriate

contributions for continued coverage under the preceding non-health benefit plans by

payroll deductions or direct payments made to these plans. Employee contribution

rates are subject to any change in rates that occurs while the employee is on leave.

B. If an employee fails to return to work after their leave entitlement has been exhausted

or expires, the District shall have the right to recover its share of health plan

premiums for the entire leave period, unless the employee does not return because

of the continuation, recurrence, or onset of serious health condition which would

entitle the employee to leave, or because of circumstances beyond the employee’s

control. The District shall have the right to recover premiums through deduction from

any sums due to the employee from the District (such as unpaid wages, vacation pay,

etc.).

10.13.6 Use of Other Accrued Leaves While on Leave

A. If an employee requests leave for any reason permitted under Section 10.13.2, they

must exhaust all accrued leaves, except sick leave, in connection with the leave. The

exhaustion of accrued leave will run concurrently with the leave.

B. If an employee requests leave for their own serious health condition, in addition to

exhausting accrued leave, the employee must also exhaust accrued sick leave. The

exhaustion of accrued leave will run concurrently with the leave.

10.13.7 Certification and Intermittent Leave

A. The District will require an employee who requests leave to provide written

certification on a form provided by the District and completed by the health care

provider of the individual requiring care. If the leave is requested because of the

employee’s own serious health condition, the certification must include a statement

that the employee is unable to perform the essential function of their position. An

employee need not, but may at the employee’s option, identify the serious health

condition involved.

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B. Employees who request leave to care for a covered servicemember who is a child,

spouse, parent or “next of kin” of the employee must provide written certification from

a health care provider regarding the injured service member’s injury or illness.

C. The first time an employee requests leave because of a qualifying exigency, the

employee is required to provide the District with a copy of the covered military

member’s active duty orders or other documentation issued by the military which

indicates that the covered military member is on active duty or called to active duty in

a foreign country with the dates of active duty service. New active duty orders or

similar documentation shall be provided to the District if the need for qualifying

exigency leave arises out of a different active duty or call to active duty status of the

same or a different covered military member.

D. If the second opinion is different from the first, the District may require the opinion of

a third provider jointly approved by the District and the employee. The opinion of the

third provider will be binding.

E. If an employee requests leave intermittently (a few days or hours at a time) or on a

reduced leave schedule to care for an immediate family member with a serious health

condition, the employee must provide medical certification that such leave is

medically necessary. “Medically necessary” means there must be a medical need for

the leave and that the leave can best be accomplished through an intermittent or

reduced leave schedule.

10.13.8 Employee Notice of Leave: Although the District recognizes that emergencies arise which

may require an employee to request immediate leave, an employee is required to give as

much notice as possible of their need for leave. If leave is foreseeable, at least 30

calendar days’ notice is required. In addition, if an employee knows that leave will be

needed in the future, but does not know the exact date(s) e.g., for birth of a child or to take

care of a newborn, the employee shall inform the supervisor as soon as possible that such

leave will be needed. Such notice may be given verbally.

For foreseeable leave due to a qualifying exigency, an employee must provide notice of

the need for leave as soon as practicable, regardless of how far in advance such leave is

foreseeable.

10.13.9 Reinstatement upon Return from Leave

A. Upon expiration of leave, an employee is entitled to be reinstated to the position of

employment held when the leave commenced or to an equivalent or comparable

position.

B. As a condition of restoration of an employee whose leave was due to the employee’s

own serious health condition, which made the member unable to perform their job,

the employee shall obtain and present a fitness-for-duty certification on the form

approved by the District from the health care provider that the employee is able to

resume work. Failure to provide such certification will result in denial of restoration.

10.14 Catastrophic Leave Donation Program - Per Education Code 87045

10.14.1 Any bargaining unit member may donate earned sick leave to another district employee

when that employee or a member of their family (employee’s spouse, domestic partner,

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parent, child(ren)), suffers from a catastrophic illness or injury, and the employee has

exhausted all of their available paid leave.

10.14.2 Process to Receive Donation (Requestor)

10.14.2.1 An employee requesting to receive donated leave, hereafter referred to as

requestor, must submit a request in writing to participate in the catastrophic

leave program to the director of human resources. The director of human

resources may require the requestor to provide verification to support the

catastrophic leave request.

10.14.2.2 The director of human resources will determine whether the requestor meets

the requirements for catastrophic leave and shall notify the requestor in writing

as soon as reasonably possible as to whether the request is approved or denied.

The notification shall include a timeline for implementation if the request is

approved or an explanation if the request is denied. The decision shall be

subject to periodic review.

10.14.2.3 Retroactive requests may be considered and any sick leave accrued while on

leave shall be used before donated leave.

10.14.3 Process for Donation (Donor)

10.14.3.1 The director of human resources will notify the Faculty Association President

when any District employee qualifies for catastrophic leave donations. The

Faculty Association will notify all bargaining unit members of the approved

requestor’s need for catastrophic leave donations. The director of human

resources will establish, at least, a two-week time period for donations to be

received that begins after notification of the request. This established time

period will be conveyed to the Faculty Association President at the time of

notification of the request.

10.14.3.2 An employee who would like to donate leave, hereafter referred to as donor,

may submit a donation of earned sick leave in one day increments to an

approved catastrophic leave requestor. Up to five (5) earned sick leave days

may be donated per fiscal year per requestor.

10.14.3.3 Donors making catastrophic leave donations must have at least five (5) sick

leave days remaining in their balance after the donation is deducted.

10.14.3.4 The District will track the order in which donations are offered and will utilize

donor offers in the order they are received (first come, first used). Donations

shall only be deducted from the donor if the leave is actually needed by the

requestor and is then irrevocable. All unused donor offers will not be deducted

from the donor.

10.15 Workload Exchange Leave

10.15.1 As set forth in this section, a full time faculty member may arrange to be absent from a

class or classes where the class or classes are covered by another district employed full-

time faculty member on an informal exchange basis.

10.15.2 A professional exchange may be allowed for either: conference attendance related to the

performance of the initiating faculty member’s instructional or service assignment; or

personal business. In addition, a workload exchange may be allowed for an emergency

or unforeseen situation that would result in the cancellation of a class (except for other

leaves as provided for by this section).

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10.15.3 A professional exchange does not affect the compensation of any of the participating

faculty members.

10.15.4 The faculty members who participate in a professional exchange must possess the

minimum qualifications for the subject area or subject areas that are exchanged. An

exchange is permissible for faculty who do not possess the minimum qualifications if the

exchange is strictly limited to proctoring an examination.

10.15.5 If the faculty member cannot find a full-time faculty member who meets the minimum

qualifications, they shall seek prior approval from the appropriate supervisor to request the

employment of a non-bargaining unit member who meets the minimum qualifications, if

cancellation of the section(s) is deemed detrimental to students.

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ARTICLE 11: HEALTH AND WELFARE

11.1 General Provisions

11.1.1 The District reserves the right to select a carrier to provide claims, administration, and

services described in this article. The District shall consult with the Association when

considering any changes in carrier and/or individual plans prior to implementation.

The Association will appoint three (3) representatives to the Allan Hancock College Staff

Benefit Committee. Decisions of this committee are not considered binding on the

Association.

11.1.2 The District in consultation with the Association shall determine the basis for

establishing equivalency in considering individual carrier plans.

11.1.3 The health and welfare benefits which are expressly provided by this article are the sole

health and welfare benefits which are part of this agreement and made available to

employees.

11.1.4 Except when authorized under Article 10.8.3.1 or elsewhere in this Agreement,

employees, serving less than full-time, shall have their district contribution prorated at the

same ratio that their yearly employment bears to full-time yearly employment. Employees

serving less than full time desiring coverage shall be required to complete a payroll

deduction form for the difference between the district contribution and the total premium

cost.

11.1.5 The District agrees to make available medical and dental insurance for each eligible

employee, spouse, domestic partner, and dependent children, as well as vision, life, and

income protection insurance for the employee only. Employees may secure more life

insurance than the district contribution covers, subject to insurance company approval, by

authorizing a salary deduction to cover the added premium cost.

11.1.6 Employees on an approved unpaid leave of absence of more than one pay period may

continue to participate in the district health/medical, vision, and dental programs subject

to the carrier’s rules and regulations by remitting in advance the total remaining cost of such

programs for the period of the unpaid leave.

11.2 Insurance Programs

11.2.1 Health/Medical Insurance

11.2.1.1 For each eligible employee and each verified dependent, the District will make a

monthly contribution for medical insurance through SISC or another carrier

selected by the District, effective October 1, 2004.

11.2.1.2 Except when authorized under Article 10.8.3.1 or elsewhere in this

Agreement, employees working partial assignments shall receive a prorated

district contribution based on the percentage of their assignment as provided in

Section 11.1.4.

11.2.1.3 Health/medical insurance coverage for the employee is mandatory except that

an employee who submits proof of duplicate coverage at a level equivalent to

the district plan may be excused from the plan.

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11.2.1.4 Cash-in-lieu: Unless otherwise prohibited by the policy carrier, the District shall

provide 25 percent of the district contribution as cash-in-lieu to those employees

who meet the criteria listed in 11.2.1.3 and opt out of the District’s medical

insurance plan. The contribution amount shall be based on single coverage for

the lowest available employee plan.

11.2.1.5 The District is not obligated to pay any increase in premium cost after

September 30, 2004. Any increase in cost shall be borne by the employee through

automatic payroll deduction. Any such deduction shall be the difference between

the new premium and the district contribution listed below. Prior to implementing

payroll deductions, the District will meet with employee groups to consider

possible alternatives, such as a different carrier, revisions to coverage, or

changes in deductibles. Effective October 1, 2014, the District will pay $340.00

per month for single coverage, $673.00 per month for two-party coverage, and

$953.00 per month for family coverage.

11.2.2 Dental Insurance

11.2.2.1 For each eligible employee and verified dependent, the District will provide

a monthly contribution for dental insurance through the district self-insurance

dental plan.

11.2.2.2 Except when authorized under Article 10.8.3.1 or elsewhere in this

Agreement, employees working partial assignments shall receive a prorated

district contribution based on the percentage of their assignment as provided in

Section 11.1.4.

11.2.2.3 Dental coverage for the employee is mandatory.

11.2.2.4 The District is not obligated to pay any increase in premium cost after June 30,

2004. Any increase in cost shall be borne by the employee through automatic

payroll deduction. Any such deduction shall be the premium increase, if any,

since July 1, 2003. Prior to implementing payroll deductions, the district will meet

with employee groups to consider possible alternatives, such as a different

carrier, revisions to coverage, or changes in deductibles. Effective October 1,

2014, the district will pay $47.00 per month for single coverage; $97.00 per

month for two-party coverage, and $139.00 per month for family coverage.

11.2.3 Life Insurance

(If the District no longer provides this insurance for other employee groups, the Faculty

Association agrees that this language will no longer apply.)

11.2.3.1 The District shall provide each eligible employee a paid life insurance with a

maximum benefit upon death of $6,000 including accidental death and

dismemberment and a paid decreasing term life insurance with accidental death

and dismemberment.

11.2.3.2 Except when authorized under Article 10.8.3.1 or elsewhere in this

Agreement, employees working partial assignments shall receive a prorated

district contribution based on the percentage of their assignment as provided in

Section 11.1.4.

11.2.3.3 Life insurance coverage for the employee is mandatory.

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11.2.4 Income Protection Insurance

(If the District no longer provides this insurance for other employee groups, the Faculty

Association agrees that this language will no longer apply.)

11.2.4.1 The District shall provide each eligible employee of the district with an

income protection plan.

11.2.4.2 Income protection insurance coverage for the employee is mandatory.

11.2.4.3 The District is not obligated to pay any increase in premium cost after the term

of this Agreement. Any increase in cost shall be borne by the employee

through automatic payroll deduction unless modified by a successor agreement.

Prior to implementing payroll deductions, the District will meet with employee

groups to consider possible alternatives, such as a different carrier or revisions to

coverage.

11.3 Medical Insurance for Retirees

11.3.1 Employees hired before July 1, 1993 shall be eligible for medical insurance coverage as

provided for in Allan Hancock College Board Policy 7380 Retirement Benefit Policy. Board

Policy 7380 is incorporated into and made a part of this Agreement.

11.3.2 For employees hired on or after July 1, 1993, but prior to July 1, 1997, the District will

maintain coverage at the same dollar level as for active bargaining unit members for a

retiree under the medical insurance plans upon STRS retirement as evidenced by the

receipt of monthly retirement payments from the State Teachers’ Retirement System

provided the unit member is at least 55 years of age but less than 65 and has been a

regular employee of the district for twenty (20) or more consecutive years of service.

Upon reaching age 65, the employee shall no longer be eligible for district-paid medical

benefits.

11.3.3 For employees hired on or after July 1, 1997 the District will maintain coverage at the

same dollar level as for active employees for a retiree under the medical insurance

plans upon STRS retirement as evidenced by the receipt of monthly retirement

payments from the State Teachers’ Retirement System provided the employee is at least

58 years of age but less than 67 or meeting federal Medicare eligibility, whichever comes

first, and has been a regular employee of the district for twenty (20) or more consecutive

years of service. Upon reaching age 67 or meeting federal Medicare eligibility,

whichever comes first, the employee shall no longer be eligible for district-paid medical

benefits.

11.3.4 For employees retiring after July 1, 2014, the District will contribute an amount equal to

that paid toward the medical insurance premium for spousal or domestic partner coverage

on the district medical insurance plan as provided to spouses/domestic partners of active

full-time faculty employees per the following limitation:

Coverage for spouse/domestic partner is limited to one year for each year of

marriage/domestic partner registration to the employee at time of employee’s

retirement to a maximum of 15 years, or spouse’s/domestic partner’s age 65 or

meeting federal Medicare eligibility, whichever comes first.

Retirees may purchase spousal or domestic partner coverage when coverage is not

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available under the terms of this subsection.

11.4 Parking Permit

The District shall provide each member of the bargaining unit with two (2) portable parking

permits. The parking permits may be used with multiple vehicles for employee use only. The

permits may be used in staff or general parking areas.

11.5 Indemnity

In accordance with provisions of Government Code sections 825 and 995, the District shall

defend a bargaining unit member from any and all demands, claims, suits, actions and legal

proceedings brought against the bargaining unit member in the bargaining unit member’s

individual capacity, or official capacity, as an agent and employee of the District, provided that the

incident giving rise to any such demand, claim, suit, action, or legal proceeding arose while the

bargaining unit member was acting within the scope of employment.

11.6 Facility Use by Employees

Employees shall have access to, and use of, the District’s physical fitness lab, swimming pool

and shower and locker room facilities without charge at times when the same are in use, as long

as the employee’s presence does not interfere with instruction or operations of the facility and

as long as the employee is using the facility and equipment in a safe and sensible manner.

11.7 Vision Insurance: For each eligible employee, the District shall provide a monthly contribution

for vision insurance through the District vision plan.

11.7.1 The District will pay a premium cost up to $5.67 per month for single coverage. The

District is not obligated to pay any increase in the premium cost. Any increase in cost

shall be borne by the bargaining unit employee through payroll deduction.

11.7.2 Vision insurance for the bargaining unit employee is mandatory unless an employee

submits proof of coverage elsewhere.

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ARTICLE 12: PERSONNEL RECORDS

12.1 In compliance with Education Code Section 87031 and Labor Code 1198.5, the official

personnel file for each employee shall be maintained in the District’s office of human resources.

12.2 Materials in an employee’s personnel file, except as noted below, shall be made available as soon

as possible, but not more than five (5) business days, for inspection by the employee involved after

reasonable notification to the office of human resources. Material which may be excluded from

inspection shall be limited to ratings, reports, or records which

12.2.1 Were obtained prior to the employment of the employee involved.

12.2.2 Were prepared by examination committee members.

12.2.3 Were obtained in connection with an examination for promotion or any other materials

excluded by federal or state law.

To ensure the confidentiality of all employee records, employees shall read and sign the

“Request to Inspect Confidential Personnel Records” form provided by the office of human

resources. Employees may receive without charge one copy of any document in the official

personnel file which has not been supplied previously to the employee. The law requires the

following procedures:

Personnel file review is supervised by a human resources staff member.

Removal, alteration, or change of documents are prohibited for documents contained in

employee personnel files.

Addition of information to personnel files is possible only with approval of the director of

human resources.

Other persons authorized by the employee to inspect the employee’s personnel file may be

permitted only when accompanied by the employee or with written permission of the employee.

(The written permission statement must be attached to the request form and retained in the

employee’s personnel file).

12.3 Employees shall be provided with copies of any derogatory written material ten (10) business

days before it is placed in the employee’s official personnel file. The employee shall be asked

to sign a copy of such material as proof that they received the material. An employee is entitled to

respond to derogatory material within ten (10) business days. The written response shall be

attached to the material.

12.4 All personnel files shall be kept in confidence and shall be available for inspection only to other

authorized employees of the District and the Board of Trustees when actually necessary in the

proper administration of the District’s affairs or the supervision of the employee. With the

exception of those responsible for maintaining the official file, the District shall keep a log of

the persons who have examined a personnel file or who have requested information contained in

a personnel file as well as the date such examinations or requests were made. Such log and the

employee’s personnel file shall be available for examination by the employee or an

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Association representative if authorized in writing by the employee. The log shall be maintained in

the employee’s personnel file.

12.5 Any materials placed in the personnel file shall contain the date on which such material was

originated and the name of the person who originated the document. Any written materials placed

in the personnel file shall indicate the date of such placement.

12.6 Worksite and Office Privacy

Bargaining unit members have a responsibility to provide instruction and services to students and

as such, are required to maintain private and confidential information in accordance with Board

Policy 3730 Privacy Protection.

No one may enter an individual faculty member's office, or search an individual faculty member's

office, locker, or other assigned storage space except when the faculty member is present, or has

provided consent.

Exceptions to the procedure for entry may be made for routine building maintenance, space

planning, and building emergencies or for the retrieval of joint work or routine documents where

the faculty member is not readily available to grant permission and there exists a strong

presumption of their likely approval of the purpose of the entry.

Except in compelling circumstances, or under time dependent, critical operational circumstances,

or emergency circumstances, such actions must be authorized in advance by the

superintendent/president or the responsible associate superintendent/vice president.

Authorization shall be limited to action no broader than necessary to resolve the situation.

Exceptions to the procedure may also be made when there exists a valid search warrant.

Appendix and form removed from the article.

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ARTICLE

13:

SABBATICAL LEAVE AND ACADEMIC

RANK

13.1 Sabbatical Leave

13.1.1 Eligibility: Applicants for sabbatical leave must have rendered full-time service in the

district for at least six (6) consecutive academic years, or the full-time equivalent of six

years if hired for less than full-time service, immediately preceding the sabbatical leave. Not

more than one such leave shall be granted in each six-year period or full-time equivalent.

However, if an employee requests and receives a leave without pay, credit for service prior to

the leave may be counted toward the six consecutive academic years (with a limit of two (2)

years counted prior to the leave), provided the employee returns and completes at least an

additional four (4) years of full-time service immediately preceding the sabbatical leave.

The year(s) of unpaid leave will not count toward the required six years of full-time

service. The appropriate vice president will give the employee a written explanation, prior

to the leave, of the effect of this article upon their sabbatical eligibility status.

The amount of potential service time remaining after the required service time as defined in

Section 13.1.5 of this article shall not be used as a criterion for recommending a proposal.

13.1.2 Duration of Leave: A sabbatical leave may be granted for a period of not less than one

(1) full semester nor more than one (1) full year in each six (6) consecutive year period of

service. A semester leave shall fall within the semester dates indicated on the district

calendar. A one-semester leave shall constitute a full sabbatical.

13.1.3 Number of Leaves: The District shall provide funding for three (3) approved sabbatical leaves

per academic year. Funding for additional sabbatical leaves may be granted by the

superintendent/president.

13.1.4 Compensation and Conditions:

a. An employee on a one-semester sabbatical leave shall receive 100 percent of the

salary which would have been received had the employee remained in active service.

An employee on a one-year sabbatical leave shall receive 50 percent of the salary

which would have been received had the employee remained in full service. There shall

be no reduction in employee benefits during the term of an employee’s sabbatical leave.

b. Employees on sabbatical leave are not required to serve on District-wide committees.

The employee on sabbatical leave may vote in department and District-wide elections

and run for offices for which they are eligible.

c. Employees on sabbatical leave shall be considered in work status and shall receive all

benefits provided by the District in the same manner as if they were not on sabbatical

leave.

d. Employees on sabbatical leave shall be entitled to accrue sick leave, service credit,

step advancement, and seniority credit.

The appropriate vice president shall determine the appropriate replacement for an employee

granted a sabbatical leave.

Employees granted sabbatical leave shall not perform additional professional services for

the district. During the sabbatical leave, an employee shall not be employed by any

other employer unless the employee had been so employed in the semester immediately

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preceding the sabbatical leave. An exception to this shall be made in the case of approved

sabbatical-related employment. The total compensation an employee on leave could

receive from both the district and from non-district approved sabbatical-related

employment shall not exceed the amount of the contract salary the employee would receive

on active duty in the district except where the employee can show extraordinary need such

as higher cost of living.

The District will not furnish equipment or materials, pay travel costs, or provide additional

compensation during the period of sabbatical leave. Exceptions shall be considered only

upon the recommendation of the superintendent/president.

13.1.5 Return to Service: Every employee, as a condition to being granted a sabbatical leave

pursuant to Education Code Section 87767, shall agree in writing to render a period of full-

time service in the employ of the governing board of the district equal to twice the period

of the leave.

13.1.6 Failure to Perform: Failure to complete the activities and objective(s) in the approved

sabbatical proposal, or other requirements as set forth by Academic Senate and any

applicable Board policies, shall result in reimbursement to the district of the total

backfill/replacement costs during the period of the leave. In addition, there will be no

advancement on the salary schedule for the time on leave.

13.2 Instructional and Service Improvement Leave: refer to Article 18.16 (Load Balancing)

13.3 Academic Ranks for Full-time Faculty

The District will award academic rank to recognize teaching excellence, professional achievement,

and district service.

13.3.1 The awarding of academic rank shall not result in any change in the salary schedule or in

the position which the faculty member occupies on the salary schedule.

13.3.2 Designations

A. Professor: Full-time faculty who have been tenured for five (5) years shall have the

rank of Professor.

B. Associate Professor: Full-time faculty who have achieved tenure shall have the rank

of Associate Professor.

C. Assistant Professor: Full-time faculty hired in probationary status shall have the rank

of Assistant Professor.

13.3.3 Designations for Service Faculty (Optional)

Service faculty may select to receive the following rank in lieu of the rank designation

listed in 13.3.2

A. Senior: Full-time service faculty who have been tenured for five (5) years shall have

the rank of Senior preceding their title.

B. Approved titles for service faculty include librarian, counselor, academic specialist,

and health service faculty (nurse).

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ARTICLE 14: COMPENSATION

14.1 Salaries

14.1.1 Effective Fall 2018, the Faculty Contract Salary Schedule, the Children’s Center Faculty

Salary Schedule, and all other Salary Schedules shall be adjusted in the following

manner:

 During the 2018-19 fiscal year, an increase of 3.6% across all salary schedules.

 During the 2019-20 fiscal year, an increase of 2% (0.5% of which is medical

insurance increase offset) across all salary schedules.

 During the 2020-21 fiscal year, an increase of 1.6% (0.5% of which is medical

insurance increase offset) across all salary schedules.

14.1.1.1 Employees who have reached the last step on the salary schedule shall receive

a 1.0% longevity increase each year thereafter to a maximum of ten (10) years.

14.1.2 Overload, Summer, Intercession, and Substitute Instructional Assignment Compensation

14.1.2.1 Pursuant to the terms in Articles 16 and 18, overload teaching assignments and

teaching assignments during summer session, intersession, or as a substitute

(prorated at the team taught rate) shall be paid using the Overload and Extra

Assignment Salary Schedules in the appendix by multiplying the number of

hours for the assignment by the employee’s hourly rate based on step, column,

and assignment type.

As specified in Article 18, full-time load is defined as .970 FTE through 1.023

FTE. An employee is considered to have an overload for pay if the load

exceeds 1.023 FTE. If the employee has an overload, compensation shall

be paid for the amount of load that exceeds 1.000 FTE.

14.1.3 Extra/Fewer Contract Days Compensation

This section applies when compensating employees for fewer or additional contract days

within their primary assignment.

14.1.3.1 Salary levels are based on a yearly 175-day, full-time assignment. Employees

serving less than full time, or fewer than 175 days, or more than full-time or more

than 175 of their contract days, shall have their annual salary prorated at the

same ratio that their yearly employment bears to full-time yearly employment by

using the following formula:

Salary Schedule Rate divided by 175 = Daily Rate (for all contract days)

Daily Rate x Contract Days = Base Annual Salary

Base Annual Salary + Longevity = Compensation

14.1.3.2 Base Annual Salary is defined as the employee's placement on the appropriate

Salary Schedule (in the appendix) which specifies the salary for 175-day annual

contracts.

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14.1.3.3 Subsections 14.1.3.1 and 14.1.3.2 do not apply to employees working partial

days including but not limited to overload, extra assignment, or

summer/intersession.

14.1.4 Payroll Notices

The District shall provide each employee with clearly understandable monthly pay notices

for each pay period. The notices shall list the pay rate for each assignment, the total

compensation received for each assignment, the total gross compensation and itemize all

deductions.

Unless otherwise requested by the employee, the payroll notice shall be provided to the

employee no later than 30 calendar days from the time of the pay distribution.

14.1.5 Reduced Load Compensation

14.1.5.1 Employees approved for a reduced load as defined in Article 18 of this

agreement, shall have their compensation prorated based on the percentage of

load relative to the daily rate of a full-time load per Article 14.1.3.

14.2 Salary Schedules:

Employees shall be paid in accordance with the salary schedules applicable to their assignment

available in the appendix and online. The following salary schedules shall apply to the

designated groups of employees.

14.2.1 Faculty Contract Salary Schedule: All regular, contract, and full-time temporary

instructional and service faculty employees shall be paid in accordance with the provisions

of one or more of the following salary schedules:

a) Faculty Contract Salary Schedule (SS#10)

b) Faculty Contract Salary Schedule 40 Hour Work Week (SS#11)

c) Overload Salary Schedule

d) Lecture (SS#17)

e) Lab I (SS#18)

f) Lab II (SS#19)

g) Lab III/Activity (SS#20)

14.2.2 Children’s Center Faculty Salary Schedule: All regular, contract, faculty employees

responsible for the care and teaching of pre-school children shall be paid in accordance

with the provisions of one or more of the following salary schedules.

a) Children’s Center Salary Schedule (SS#60)

b) Children’s Center Salary Schedule 40 Hour Work Week (SS#61)

c) Overload Salary Schedule

d) Lecture (SS#17)

e) Lab I (SS#18)

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f) Lab II (SS#19)

g) Lab III/Activity (SS#20)

14.3 Initial Salary Placement on Salary Schedules

14.3.1 It shall be the responsibility of the faculty member at the time of initial date of hire by the

college to present an official and complete transcript of all units successfully

completed. It shall also be the responsibility of the faculty member at the time of the initial

date of hire to present verification of experience if appropriate and required. Salary schedule

placements shall be based upon degrees, semester units, and/or experience presented at

that time and shall be final. All documents are subject to approval by the District.

The faculty member will be notified by the office of human resources of their initial salary

placements. If all appropriate documentation for salary placements has been submitted

and the faculty member believes their initial salary placements are in error, it is the faculty

member’s responsibility to notify the office of human resources within fourteen (14)

calendar days of notification to request a reevaluation of salary placements. Failure to

notify shall cause salary placements to be final for the entire semester or summer session

of service.

Quarter units are multiplied by 2/3 to determine semester unit equivalent.

Semester units credited for salary placements must be with a grade of “C” or better or

pass/credit.

14.3.2 Initial Column Placement (Faculty Contract Salary Schedules 10 and 11)

Column I (a) An appropriate and valid California community college life credential.

Colum II (a) Master’s degree from an accredited institution.

(b) Bachelor’s degree plus 30 semester units after issuance of bachelor’s

degree from an accredited institution PLUS an appropriate certification to

practice or licensure if available OR an appropriate and valid California

community college life credential.

professional experience and appropriate certification to practice or

licensure if available.

Column III (a) Master’s degree plus 18 semester units after issuance of master’s

degree from an accredited institution.

(b) Bachelor’s degree plus 60 semester units after issuance of bachelor’s

degree from an accredited institution PLUS 2 years professional

experience and appropriate certification to practice or licensure if available

OR an appropriate and valid California community college life credential.

Column IV (a) Master’s degree plus 36 semester units after issuance of master’s

degree from an accredited institution.

(b) Bachelor’s degree plus 90 semester units after issuance of bachelor’s

degree from an accredited institution PLUS 2 years professional

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experience and appropriate certification to practice or licensure if available

OR an appropriate and valid California community college life credential.

Column V (a) Doctoral degree from an accredited institution.

14.3.3 Initial Column Placement (Children’s Center Faculty Salary Schedules 60 and 61)

Column I (a) A provisional instructional permit.

(b) A regular children’s center permit but with less than a bachelor’s

degree.

Column II (a) Bachelor’s degree.

(b) Instructional permit issued on a postponement of requirements.

Column III (a) Bachelor’s degree and regular instructional permit issued for children’s

center.

14.3.4 Initial Column Placement (Overload/Extra Assignment Salary Schedules 17, 18, 19, 20)

Column I (a) An appropriate and valid California community college life credential

and who cannot qualify at a higher column level.

Column II (a) Associate degree from an accredited institution and 6 years

professional experience and appropriate certification to practice or

licensure if available.

(b) Associate degree or high school diploma plus 30 semester units from

an accredited institution of higher education and appropriate and valid

California community college life credential in a specific vocational subject

matter.

Column III (a) Bachelor’s degree from an accredited institution and 2 years

professional experience and appropriate certification to practice or

licensure if available.

(b) Bachelor’s degree from an accredited institution and appropriate and

valid California community college life credential in a specific vocational

subject matter.

Column IV (a) Master’s degree from an accredited institution.

(b) Bachelor’s degree plus 30 semester units after issuance of bachelor’s

degree from an accredited institution plus 2 years professional experience

and appropriate certification to practice or licensure if available OR an

appropriate and valid California community college life credential in a

specific vocational subject matter.

Column V (a) Master’s degree plus 18 semester units after issuance of master’s

degree from an accredited institution.

(b) Bachelor’s degree plus 60 semester units after issuance of bachelor’s

degree from an accredited institution plus 2 years professional experience

and appropriate certification to practice or licensure if available OR an

appropriate and valid California community college life credential in a

specific vocational subject matter.

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Column VI (a) Master’s degree plus 36 semester units after issuance of master’s

degree from an accredited institution.

(b) Bachelor’s degree plus 90 semester units after issuance of bachelor’s

degree from an accredited institution plus 2 years professional experience

and appropriate certification to practice or licensure if available OR an

appropriate and valid California community college life credential in a

specific vocational subject matter.

Column VII (a) Doctoral degree from an accredited institution.

14.3.5 Initial Step Placement on Faculty Contract Salary Schedules (10, 11, 60, 61)

Step placement shall be based on faculty experience at an accredited education institution

or applicable work experience directly related to the primary assignment at the time of

initial date of hire. Such experience shall not exceed seven years; therefore, the highest

placement on the salary schedule shall ordinarily be step 5. However, consideration of

initial placement at step 6 will be given to a candidate who has received tenure at another

accredited college or university.

14.3.5.1 Occupational experience directly related to the employee’s primary assignment in

the district will be accredited as follows: for each two (2) years of previous full-time

related occupational experience, one (1) step advancement will be granted. The

experience must be beyond the occupational experience needed to satisfy

minimum qualification requirements.

14.3.5.2 Employees hired as a contract regular employee shall receive one step

advancement for each year of full-time experience related to the primary

assignment.

14.3.5.3 Employees with no previous experience will be placed at step 1.

14.3.5.4 Exclusions: Credit for previous experience for placement purposes shall not be

granted for the following:

a) Experience as a teaching, counseling, or laboratory assistant

b) Work experience necessary to meet minimum qualifications

14.3.6 All new faculty are placed on step 1 of the Overload/Extra Assignment Salary

Schedules (SS 17, 18, 19, 20).

14.4 Step Advancement, Salary Schedules

14.4.1 Bargaining unit members, on Faculty Contract Salary Schedules (10, 11, 60, 61), shall

receive one step advancement within the appropriate column upon satisfactory

completion, the preceding year, of two full-time semesters of required service including

days of paid leave until step 21 has been reached. Thereafter, employees shall receive

longevity increases for ten years.

14.4.2 Bargaining unit members on Overload/Extra Assignment Salary Schedules (17, 18,

19, 20) shall receive one step advancement on the Overload Salary Schedules upon

satisfactory completion of three years of required service including days of paid leave.

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14.5 Column Advancement, Salary Schedules

14.5.1 Employees who take course work related to their primary assignment from an

accredited college or university at the upper division or graduate level will be advanced

into the appropriate column without prior district approval. The request for advancement

should be submitted directly to the office of human resources.

14.5.2 All course work taken by employees for advancement into the appropriate column which is

lower division or outside of the employee’s primary assignment must be approved in

writing in advance of enrollment by the associate superintendent/vice president,

academic affairs, or the associate superintendent/vice president, student services. It

must be demonstrated that a lower level course or course work outside of the employee’s

authorized primary assignment will significantly contribute to the improvement of the

quality of instruction or service.

14.5.3 Any course work under staff development/flex day activities does not count toward column

advancement.

14.5.4 In all instances, it is assumed that courses offered for advancement are part of a

program calculated to improve the effectiveness of the employee.

14.5.5 It is the responsibility of the employee to notify the director, human resources, in writing

when they have met requirements to move to a higher pay column. Verification, official

transcripts, and, when appropriate, written authorization from the appropriate vice

president must be submitted prior to the beginning of the semester in which the change

is requested.

14.6 Stipends-Regular

14.6.1 Coaching Stipend

14.6.1.1 Effective July 1, 2013 full-time faculty members with coaching assignments shall

receive a stipend in the amount of $7,000 for years 1-4, $8,000 for years 5-8, and

$9,000 for year 9 and beyond, paid in monthly installments over 10 months.

14.6.1.2 Granting of stipends does not obligate the District to maintain coaching positions

in the future or obligate the District to negotiate the maintenance of such positions

with the Association.

14.6.2 Class Size Stipend

Minimum of 60 students maximum of 69 students $300 per unit of credit provided as a

stipend or applied to the cost of a reader.

Minimum of 70 students maximum of 79 students $355 per unit of credit provided as a

stipend or applied to the cost of a reader.

Minimum of 80 students maximum of 89 students $410 per unit of credit provided as a

stipend or applied to the cost of a reader.

Minimum of 90 students maximum of 99 students $464 per unit of credit provided as a

stipend or applied to the cost of a reader.

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Minimum of 100 students maximum of 109 students $519 per unit of credit as a stipend or

applied to the cost of a reader.

Minimum of 110 students maximum of 119 students $573 per unit of credit as a stipend or

applied to the cost of a reader.

Minimum of 120 students maximum of 129 students $628 per unit of credit as a stipend or

applied to the cost of a reader.

Article 14.6.2 will be reopened upon completion of the work detailed in Article 18.13 with the

intention of converting compensation for large class size to a factor of load.

14.7 Stipends Short-Term

14.7.1 The District may establish an annual general fund stipend budget in addition to categorical

funds. Short-term stipends may be offered to employees for individual projects and/or

assignments, which are not part of the regular assignment for the employee, under the

following conditions:

The work does not interfere with the bargaining unit member’s ability to complete

their normal contractual assignments.

The supervising administrator and faculty member agree on the total time to

complete the task and the work to be performed.

The Short Term Assignment form must be completed and signed by all parties

prior to any work being performed. The form shall indicate the total time required to

complete the work as well as the total pay.

Regardless of funding source, the hourly rate of pay for work on stipends shall be $50 per

hour.

14.7.2 Short-term stipend assignments are voluntary and may be rejected by employees. If

employees agree to the short-term assignment and stipend, they are obligated to the

terms and conditions of the assignment as listed on the Short Term Assignment form.

14.7.3 Either the District or the employee may withdraw from the assignment with 30-days

advance notice (pay period). Any work completed or incomplete at the time of withdrawl

shall be the property of the District. The employee shall be entitled to any payment for the

period of time completed.

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ARTICLE 15: FACULTY SERVICE AREAS, DISCIPLINES, AND REDUCTION IN FORCE

Definitions:

Assignment Areas: Instructional Faculty, Service Faculty, and Children’s Center Faculty.

Date of Hire: Effective date hired in a position recognized by Article 2 of this agreement, as

approved by the Board of Trustees and published in the applicable board meeting agenda item.

Employees hired with the same effective date shall participate in a single drawing to determine the

order of employment.

Discipline(s) Assignment: Discipline assignments shall be determined by the District utilizing the

Allan Hancock College Disciplines List of minimum qualifications developed and maintained by

the Allan Hancock College Academic Senate.

Employment Status: Full-time probationary (tenure track), regular (tenured), temporary full time.

Faculty Service Area (FSA): Faculty Service Areas are only established to serve as the basis for

making decisions in the event of a layoff or reduction in force (RIF) pursuant to Ed Code Section

87743.2.

Primary Assignment: The assignment for which an employee is hired, transferred or promoted to

and classified within and which makes up the employee’s regular full-time load.

15.1 Assignment:

15.1.1 Assignment: Upon date of hire, the District shall provide the employee with a letter

indicating the employee’s assignment and inform the employee that their employment is

subject to the terms of the Faculty Association collective bargaining agreement. The District

shall assign employees, based on their qualifications and District need the letter shall

include:

1. Effective date of hire; and

2. One or more disciplines from the Disciplines List except for faculty placed on Salary

Schedule 60 (SS#60); and

3. A primary assignment area of either instructional, service, or Children’s Center faculty;

and

4. The appropriate faculty service area (FSA) for their assignment(s); and

5. An employment status of either probationary (tenure track), regular (tenured) or

temporary full time; and

6. Initial salary schedule placement and overload schedule placement.

15.1.2 An employee who disagrees with the assignment letter information may contact the office

of human resources within 30 calendar days following receipt of the letter. If the

disagreement continues, a grievance may be filed according to provisions in Article 6 of this

agreement.

15.1.3 The office of human resources shall record in the employee’s personnel file a copy of

the assignment letter.

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15.2 Faculty Service Areas:

15.2.1 In accordance with Education Code Section 87743.2, every employee shall be assigned to

one of the following Faculty Service Areas (FSA) based on employment status.

15.2.1.1 Full-time Faculty Service Area shall include full-time probationary (tenure track)

and regular (tenured) instructional and service faculty as defined in Article 16 of

this agreement.

15.2.1.2 Temporary Faculty Service Area shall include temporary full-time faculty as

defined in Article 2 of this agreement.

15.2.2 Faculty Service Area Order of Employment List:

15.2.2.1 Pursuant to Education Code 87413 et seq, the District shall maintain an order of

employment list within each Faculty Service Area and shall provide a copy of the

list to the Faculty Association upon request. The list shall include employees’

names, the date of hire, and order of employment for each employee.

15.3 Discipline Assignments:

15.3.1 Upon the effective date of hire, employees shall be assigned to one or more disciplines

based on minimum qualifications or equivalency in the discipline(s) in which they are

assigned with the exception of faculty paid on Salary Schedule 60 (SS#60). Assigned

disciplines will be reviewed and approved by the appropriate vice president and placed in

the employee’s personnel file.

15.3.2 An employee may request to add disciplines for which the employee is qualified. The

request to add a discipline shall be made in writing to the employee’s appropriate vice

president. The request shall include supporting rationale and documentation to indicate

the employee meets the minimum qualifications or equivalent and demonstrates District

need.

15.4 Reductions in Force (RIF):

Whenever the Board of Trustees determines that a reduction in the faculty may be required, such

reduction shall be in accordance with Education Code Section 87743, et seq. of the Education

Code including seniority definitions in the Education Code Section 87413, et seq.

15.4.1 At least thirty (30) calendar days prior to any reduction in force action, the District shall

provide the Faculty Association the opportunity to propose alternative methods of

savings to avoid layoffs.

15.4.2 Employees in layoff status are eligible for the rights of terminated employees as set forth

in Education Code Sections 87740, et seq.

15.4.3 When there is declining enrollment or shifting enrollment patterns, or when the District

imposes a Reduction in Force action, the following retraining options, to meet identified

District needs, shall be made available to employees, in addition to any rights or

provisions listed in California law or as specified elsewhere in this Agreement:

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15.4.3.1 Sabbatical leave as described in Article 13.

15.4.3.2 Leave of absence as described in Article 10.

15.4.3.3 Reduced workload as described in Article 10 and Article 18.

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ARTICLE 16: ASSIGNMENT AND CONTRACT YEAR

16.1 Definitions

“Supervisor," unless otherwise specified in this Agreement, the District administrator assigned to

supervise the bargaining unit member (faculty coordinators and department chairs are not

administrators).

“Vice President," unless otherwise specified in this Agreement, the vice president who oversees

the bargaining unit member.

“Assignment Year” is the number of days in the employee’s contract year.

“Primary Assignment” is the assignment for which an employee is hired, transferred to and

classified within and which makes up the employee’s regular full–time load. There are two

primary assignment areas: instructional faculty and service faculty.

“Overload Assignment” is a voluntary assignment in addition to the employee’s regular full-time

load.

“Fiscal Year” is from July 1 through June 30.

“Academic Year” shall consist of the fall and spring semesters beginning with two (2) professional

development days on the Thursday and Friday immediately prior to the first day of instruction for

each semester.

“Service Year” shall consist of the academic calendar within the fall and spring semester and

include the two (2) weeks immediately prior to the first day of instruction for each semester. The

service year shall allow for up to ten (10) exchange days to be approved by the supervisor (See

Article 16.3.4).

“Exchange Day” is one (1) of up to ten (10) days which may be scheduled to times outside the

service year. Exchange days may only be scheduled in a five (5) day, one (1) week block (See

Article 16.3.4), and completed in compliance with Article 16.4.3.

“Client" is a broad spectrum of persons who use the professional services of a bargaining unit

member.

“Holidays” are those days recognized by the District and identified for college closure. Holidays

will count as contract days for employees scheduled to work during the week in which the

holiday(s) occurs.

“Instruction" is providing credit or non-credit lecture and/or lab student based instruction in the

classroom, lab setting, field site, distance learning, or any combination of the aforementioned.

“Load” see Article 18 definitions.

“Non-Instructional Assignment” is a non-instructional administrative assignment other than those

designated as service faculty and which carries responsibility for oversight of programs or

activities. Examples of non-instructional assignments are faculty coordinators, directors, and

department chairs and others with similar duties.

“Preparation Time" is time spent preparing for or as part of an assignment. Preparation includes

planning, grading, organizing, exam development, scoring, gathering course information and

materials, developing handouts, developing student or client evaluations and plans, preparation

of the learning environment, preparing for student activities, and the reviewing and evaluating of

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student or client work and records.

“College Service” refers to professional activities and services such as program development and

annual reviews, professional development activities, committee assignments, the accreditation

process, curriculum development, student advisement (instructional faculty), District related

meetings, peer evaluation review, part-time faculty evaluations, registration activities, outreach

activities including promoting college programs and activities, when not part of the primary

assignment, reading and responding to District related mail and correspondence, consulting with

colleagues, and/or other activities as approved by the supervisor.

“Instructional Faculty" are bargaining unit members with a primary assignment consisting of

instruction. Instructional faculty shall include Children’s Center faculty except when specifically

otherwise described.

“Service Faculty" are bargaining unit members with primary assignments serving students and

clients. Service faculty includes counselors, librarians, health service faculty, and academic

specialists.

“Children’s Center Faculty" are bargaining unit members with a primary assignment consisting of

teaching in the children's center and who are paid on the Children’s Center Salary Schedules

(SS#60 and 61).

“Office Hour" for instructional faculty is time dedicated to being available for student contact and

communication. For Children’s Center faculty it is time dedicated to being available for parent

contact, meeting with colleagues and community partners, and email communications. For

service faculty it is time dedicated to being available for professional contacts and communication

with community colleagues such as high school counselors, instructors, administrators, social

service agency representatives, college and university personnel, and other student success

professionals.

“Travel” as used in this article means travel required and/or approved by the District as a

condition of an employee’s assignment or conditions of employment. It includes travel between

centers, travel to off-site locations for workshops, conferences, outreach, field trips, and other

approved activities. It does not include commute travel between an employee’s residence and

District worksite.

“Extra Contract Day” is a day in addition to an employee’s contracted assignment year and is

directly related to the employee’s primary assignment.

“Reduced Load” is a reduction in workweek hours or daily hours.

“Reduced Assignment Year” is a reduction in workdays within the assignment year.

“Workday” is between the hours of 8:00 A.M. and 6:00 P.M.

“Workweek” is Monday through Friday.

“Seniority” is established by the effective date approved in the discipline in a position recognized

by Article 2 of this agreement. Employees approved with the same effective date shall participate

in a single drawing to determine the order of seniority.

“Service Hours” are time spent by service faculty in performing their professional duties to support

student success and development and include interacting with students face-to-face as well as

other modalities.

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16.2 Assignment

16.2.1 The vice president shall determine the primary assignment of the bargaining unit

member by discipline or service area per Article 15.

16.2.2 The supervisor, with input from the department chair and faculty member, shall make the

employee’s regular load and overload semester assignment(s). The employee’s

assignment(s) may include working at the Santa Maria Campus and off-campus centers or

sites. The assignment(s) may include day and/or evening and weekend assignments per

District need.

16.2.2.1 Bargaining unit members shall be given first consideration of assignments. If two

(2) or more bargaining unit members desire the same assignment, the bargaining

unit member with the most seniority within the discipline as a fulltime faculty

member in the District will be given priority.

16.2.2.2 Assignments on Saturday and/or Sunday will be by voluntary agreement of the

employee unless the District determines that such assignment is necessary to

achieve 1.0 FTL.

16.2.2.3 If the faculty member disagrees with the assignment(s), the faculty member may

discuss the issue with the vice president. The vice president's decision shall be

final, providing their decision is not arbitrary or capricious and takes into

consideration the schedule of the faculty member as well as the needs of students

and the District.

16.3 Regular Contract Year

The regular contract year consists of one hundred seventy-five (175) days:

A. The equivalent of one hundred sixty-nine days of instruction or service; plus

B. Six (6) days’ worth (36 hours) of professional development activities, consisting of:

1. Two (2) all staff days (on the Thursday or Friday immediately prior to the first day of

instruction for each semester) at six hours each; plus

2. Two (2) days of District-designated activities (on the Thursday or Friday immediately prior

to the first day of instruction for each semester) at six (6) hours each which may include

curriculum development, student learning outcomes development, program development,

departmental meetings, special projects including grants or partnerships, health and/or

safety related trainings, or any other regular faculty obligation to the District; plus

3. Twelve (12) hours of professional development activities, selected by the employee and

may be conducted at any time during the fiscal year. During the first year of employment,

this responsibility shall include District provided orientation sessions.

4. When faculty are on a reduced load, sabbatical, or other leave status their professional

development responsibility will be prorated accordingly.

5. By the end of the third (3

) week of the fall semester, bargaining unit members will

submit a tentative professional development plan to their supervisor for approval.

Changes can be made at any time during the academic year and a final validation of

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completed activities shall be submitted to the supervisor’s office no later than the

fourteenth (14

) week of the spring semester.

6. Activities completed between the end of the spring semester and June 30

can be

counted to the prior year’s professional development plan. Activities completed between

July 1

and the beginning of the fall semester will be counted in the next year’s plan.

7. College Service over and above the required hours per week as provided in Articles 16

and 18 may be used towards the professional development obligation.

16.3.1 An annual contract of 175 days shall be equivalent to 10 months or, 35 weeks; an annual

contract of 198 days shall be equivalent to 11 months or, 40 weeks; and an annual

contract of 220 days shall be equivalent to 12 months or, 44 weeks.

16.3.2 Left Blank Intentionally

16.3.3 Instructional Faculty

For 175 day, 10 month instructional faculty, the annual contract year shall be from the

beginning of professional development days in the fall through commencement in the

spring.

For 198 day, 11 month instructional faculty, the annual contract year may specify which

month shall be a non-contract unpaid month, or the 198 days may be spread over a 12

month period (11 over 12).

For 220 day, 12 month instructional faculty, the annual contract year shall be from July 1

through June 30.

During the annual contract year, employees shall consider employment with Allan

Hancock College to be primary.

16.3.4 Service Faculty

For 175 day, 10 month service faculty, the annual contract year shall consist of the

academic calendar within the fall and spring semesters and include the two (2) weeks

immediately prior to the first day of instruction for each semester which is defined as the

Service Year.

For 198 day, 11 month service faculty, the annual contract year may specify which month

shall be a non-contract unpaid month (June or July), or the 198 days may be spread over

a 12 month period (11 over 12).

For 220 day, 12 month service faculty, the annual contract year shall be from July 1

through June 30.

During the annual contract year, employees shall consider employment with Allan

Hancock College to be primary.

In accordance with Article 16.2.2, the District will determine scheduling needs for the

service year. Service faculty may choose a schedule based on seniority.

Whenever the workweek assignment is less than 37 hours, the responsibilities outlined in

Article 16.4.3 shall be prorated accordingly.

The Service Year shall allow for up to ten (10) exchange days (not to include days

designated as holidays) which may be scheduled to times outside of the defined Service

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Year. Exchange days may only be scheduled in five (5) day, one (1) week blocks and

completed in compliance with Article 16.4.3.

Hourly assignments may be made outside the service year and shall be paid on the

Overload and Extra Assignment Salary Schedule SS#20.

16.3.5 Reduced Assignment Year/Workload (see also Article 10 and 11)

An employee may request to be approved to work fewer days than the equivalent of a

175-day contract, or fewer hours in a workday, or fewer days in a workweek. The

employee shall submit the request in writing to their immediate supervisor. The request

shall include a detailed summary of the proposed work schedule along with an impact

statement of how the reduction will affect operations and recommendations to address

affected operations.

16.4 Workweek

The District professional service workweek shall be thirty-seven (37) hours.

16.4.1 Instructional Faculty: The workweek for instructional faculty shall be thirty-seven (37)

hours which will include thirty (30) hours for primary assignment activities (instruction and

preparation time), five (5) hours per week for designated office hours and two (2) hours for

professional activities/college service.

16.4.2 Children’s Center Faculty: The workweek for Children’s Center faculty shall be thirty-

seven (37) hours which will include thirty (30) hours for primary assignment activities, five

(5) hours for designated office hours, and two (2) hours of college service. Professional

activity/college service is encouraged and must be preapproved by the supervisor.

16.4.3 Service Faculty: The workweek for service faculty shall be thirty-seven (37) hours which

will include thirty (30) hours for primary assignment activities (25 service hours and 5

hours of preparation time), five (5) office hours scheduled in accordance with Article 16.5,

and two (2) hours of professional activities and/or college service. Upon mutual

Agreement, service faculty may work a 9 hour/15minute (9.25) workday in a four-day

workweek. For those faculty who select to work a four-day workweek, the week shall

count as five days toward the annual obligation.

Whenever the workweek assignment is less than thirty-seven (37) hours, the weekly

responsibilities shall be prorated accordingly.

16.4.4 Other non-instructional assignments shall be based on six (6.0) hours per week for each

twenty percent (20%) of a full-time teaching load. The non-instructional load value is

1/30=.03333.

16.4.5 Employees are expected to be reasonably available for District communications and

business throughout the workweek during workday hours on contract days.

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16.4.6 Forty-Hour Workweek Option

The District, at its discretion, may offer an employee a forty (40) hour workweek in order to

increase their college service hours from two (2) hours weekly to five (5) hours weekly or

to reduce an employee’s reassigned time by .10 FTEL. Employees on the forty (40) hour

workweek schedule shall be paid using the approved prorated forty (40) hour workweek

salary schedule at the employee’s regular column and step placement.

See appendix for list of current 40 hour positions.

16.5 Office Hours

Bargaining unit members shall hold five (5) office hours per week, as regularly scheduled office

hours as defined in this Article. Instructional faculty shall post their schedule of office hours on or

adjacent to their office doors by the end of the first week of classes. Office hours may be

conducted in the manner the employee deems most appropriate.

16.5.1 When the bargaining unit member is unable to hold a regularly scheduled office hour

because of an emergency or other unforeseeable circumstance(s), the bargaining unit

member shall notify the department secretary, or department chair, or supervisor of the

change of the office hour prior to or on that day. To the extent possible bargaining unit

members should arrange to have affected students notified.

16.5.2 When an office hour is to be changed for the remainder of the semester or term, it must

be reported to the supervisor. If the change is approved, the instructor shall revise the

posted schedule of office hours and inform the affected students and/or clients of the new

office hour schedule.

16.5.3 Bargaining unit members with a reduced load shall hold office hours proportionate to their

load (for example: .20 FTL equals one office hour).

16.5.4 Summer Office Hours

Bargaining unit members may apply for office hour pay at a rate of $25.00 per hour. The

District will designate up to a total of $5,000.00 per summer session to support office

hours for eligible unit members. Summer office hours will be subject to pre-approval by

the supervisor and available funding.

Unit members approved for summer office hours shall publish regularly scheduled office

hours in all course syllabi as well as in the designated area for posting office hour

information (as described in Section 16.5) by the end of the first week of instruction.

16.5.5 Final Exam Period Office Hours

During the final examination period, instructors shall hold at least three (3) office hours at

times that best serve student needs.

16.6 Program and Annual Review

16.6.1 Program and annual review are recognized as professional activities. It is also recognized

that program review carries additional workload for which the employee(s) assigned

responsibility for such reviews should be compensated. The supervisor, in consultation

with the department chairperson, shall make program and annual review assignments.

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While only one employee shall be assigned primary responsibility for a review, other

employees within the discipline or department may be asked to assist.

16.6.2 The supervisor will be responsible for notifying departments of upcoming program and

annual reviews according to the timelines and processes mutually agreed upon between

the District and the Academic Senate. The review shall be completed in accordance with

established District guidelines and procedures unless mutually agreed upon deviations

are approved by the District administration and the employee during the course of the

review and in advance of final submission. The employee who is assigned the review

responsibility shall have primary responsibility for authoring the self-study, which should

reflect all opinions of the discipline faculty.

16.6.3 The employee assigned responsibility for a review and all employees of the discipline and

the department chair will sign the final report indicating that they have reviewed the final

report. If there is disagreement with the final report, the dissenting employee(s) may

submit a minority report that becomes a permanent part of the final report.

16.6.4 The employee assigned responsibility for the review shall be compensated as described

in Article 18.14.4. When more than one (1) faculty member is involved in a program

review, the compensation shall be divided proportionate to the workload.

16.7 Overload, Summer Session, Intersession, Substitute, Extra Contract Day Assignments

16.7.1 Overload assignments, summer session assignments, intersession assignments,

substitute assignments, and extra contract-day assignments are not part of the

employee's regular contract year assignment.

a. Overload assignments, summer session assignments, intersession assignments, and

substitute assignments shall be compensated at the overload rate per Article 14 of

this Agreement.

b. Extra contract day assignments shall be compensated at the prorated daily rate per

Article 14 of this Agreement.

16.7.2 Bargaining unit members shall be given first consideration in filling overload assignments,

summer session assignments, intersession assignments, substitute assignments and

extra contract day assignments.

16.7.3 If two (2) or more employees request the same assignment, then the employee with most

seniority within the discipline as a full-time faculty member shall be given priority.

16.7.4 Bargaining unit members who receive a needs improvement or unsatisfactory evaluation

may teach intersession or summer assignments only with the approval of supervisor.

16.8 Academic Calendar

The academic calendar will not be a negotiable item each year providing that a faculty

bargaining unit member co-chairs the District’s Calendar Committee. The Association shall

appoint one (1) additional member and the academic senate shall appoint one (1) member to the

calendar committee.

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16.9 Advisory Mentoring

Faculty who agree to act as advisor mentors under the faculty internship program per California

Education Code Section 87487 and California Title 5, Section 53500-53502, will be paid for an

extra assignment using the Overload and Extra Assignment Salary Schedule (in the appendix) for

each semester the faculty member acts as an advisor mentor for each classroom faculty intern.

(The intern is paid using the part-time faculty salary schedule.)

16.9.1 The supervisor, with input from the department chair, will approve the assignment

of the advisor mentor.

16.9.2 The advisor mentor shall not take the place of the department chair with regard to

orientation and evaluation of part-time faculty. It is the department chair’s

responsibility to evaluate and to provide orientation on college procedures to all part-time

faculty, including faculty interns.

16.9.3 The duties of the advisor mentor shall be as follows:

A. Conduct a minimum of four (4) scheduled meetings with the faculty intern each

semester. The topics to cover shall include, but are not be limited to, curriculum

planning, teaching strategies and methodologies, assessment of student work,

and review of course materials.

B. Conduct a minimum of three (3) one-hour classroom visitations with a faculty intern

each semester.

C. The advisor mentor shall prepare written documentation to include dates and

topics of meetings, dates and summaries of classroom visits, and discussion

summaries.

D. The advisor mentor shall not teach a class at the same time as the mentee and

shall be available on campus.

16.9.4 The extra assignment salary shall be determined as follows:

A. The faculty member’s advisor mentor extra assignment salary when working with a

first semester faculty intern will be determined by the bargaining unit employee’s

appropriate pay rate on the Overload and Extra Assignment Salary Schedule (in the

appendix) to equal .056 FTE.

B. The faculty member’s advisor mentor extra assignment salary when working with a

second-semester faculty intern will be determined by the bargaining unit employee’s

appropriate pay rate on the Overload and Extra Assignment Salary Schedule (in the

appendix) to equal .040 FTE.

16.9.5 Section 16.9 of the Agreement shall be effective as long as Board Policy 7501 “Faculty

Internship” or its successor remains in effect. (See California Education Code Section

87487 and California Title 5, Sections 53500-53502.)

16.10 Travel

The District may require employees to travel as a condition of employment assignments per this

Article. In such cases the following will apply:

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16.10.1 The employee shall notify their supervisor of the travel. The supervisor shall determine

whether a district vehicle, rental vehicle, or personal vehicle shall be used.

16.10.2 Employees required to use their own vehicle shall be paid mileage per district policy.

16.10.3 If an employee is involved in a traffic collision during district travel using a personal

vehicle, the employee’s personal insurance shall cover the costs of damages to the extent

allowable under that insurance policy. The District or its insurance carrier shall cover any

damages (personal or property) not covered by the employee’s personal coverage and

shall cover the employee’s deductible up to $1,000 per occurrence.

16.10.4 If an employee is injured during district travel, the employee shall be covered under the

District’s worker’s compensation program.

16.10.5 Employees with assignments at more than one (1) district campus center or worksite

shall receive district mileage reimbursement at the district travel policy rate for travel

between campuses during the same day.

16.10.6 When an employee requests district funds and approval for travel, and the District is

unable to pay for the travel but nevertheless allows the employee to complete the travel, a

statement to that effect shall be written on request and provided to the employee. The

District will return the request as soon as possible so that the faculty member will know

the status prior to the trip. Alternatively, the travel form may include a “check-off box”

when, if checked, the employee will know that the travel is approved but not at district

expense.

16.11 Evening Assignments

If an employee has an evening assignment that is part of the regular load assignment and it is not

an overload assignment and they have a scheduled assignment the next day, the supervisor

shall schedule a break of at least eleven (11) hours between the end of the evening assignment

and the beginning of the first assignment the next day unless there is a need to make load or if

the employee requests the assignment.

16.12 Coordinators

The District will appoint coordinators of programs after consulting with full-time faculty in

the affected department.

16.13 Department Chairs

Nineteen (19) extra days shall be provided to department chairs with assignments of

fewer than 198 days. Department chairs shall submit a schedule of the nineteen extra

days to be approved by the supervising dean.

16.14 Holidays and Campus Closure

When a holiday or college closure is a day that an employee would normally work in a

scheduled workweek the day shall count toward the employee’s load and assignment

year obligations. This section does not apply to designated summer Friday closures.

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ARTICLE 17: EVALUATION AND TENURE

17.1 Definitions

“Supervisor” see Article 16.

“Appropriate Vice President” see Article 16.

“Classroom” or “Worksite” may refer to either a physical location or to distance learning

instruction of all modalities used by the district.

“Client” see Article 16.

“College Service” see Article 16.

“Contract Faculty” or “Probationary Faculty” or “Tenure-Track Faculty” are synonymous terms and

refer to a bargaining unit member who is employed in accordance with the provisions of

Education Code Section 87605 or Subdivision (b) of Section 87608.

A “Day” in this article is a “Business Day” – any day Monday through Friday on which the Allan

Hancock Joint Community College District administrative offices are open for business.

“Evaluation Forms” refer to evaluation forms mutually agreed upon between the District and the

Faculty Association to be used in the evaluation of a bargaining unit member and placed in the

appendix. The District shall post all evaluation forms on the district online management system.

“Evaluation Team” refers to the members of the approved group consisting of the supervisor and

two tenured bargaining unit members, one of which is selected by the bargaining unit member

undergoing evaluation and the other is selected by the supervisor as provided within this Article.

“Primary Duties/Assignment” see Article 16.

“Reassignment or Reassigned Duties” see Article 18.

“Probationary Faculty” - see “Contract Faculty.”

“Regular Faculty” or “Tenured Faculty” means a tenured bargaining unit member who is

employed in accordance with the provisions of Education Code Subdivision (c) of Section 87608

or Section 87609.

“Temporary Faculty” means a non-tenure track bargaining unit member who is employed on a

temporary basis fully compensated by categorical funds within the provisions of Education Code

section 87470.

“SGID” - Small Group Instructional Diagnosis is an evaluation process conducted by a trained

facilitator.

“Special Assignments” are assigned or reassigned activities other than the bargaining unit

member’s primary duties; and are voluntary.

“Overload Assignment” see Article 16.

“Worksite” see “Classroom.”

“Performance Techniques” are methods used appropriate to the bargaining unit member’s

teaching or service assignment.

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“Prep” as used in 17.4, refers to the act of preparing to teach each course based on the Course

Outline of Record (COR). For purposes of evaluation, a course taught through multiple modalities

is considered to have multiple preps.

“Colleague” as used in this article is any person employed by the District with whom the

evaluatee has regular professional contact. Examples include the bargaining unit member’s

immediate supervisor, college administrators, discipline faculty, and classified staff.

17.2 Purpose and Intent

17.2.1 The purpose of the evaluation of faculty is the continuous improvement of instruction and

support services at Allan Hancock College. Other purposes include the maintenance of

quality in programs and instruction and the professional competence of the faculty.

17.2.1.1 Tenured Faculty: The primary purpose of the regular evaluation for tenured

faculty is to provide feedback for the member to consider for personal and

professional growth.

17.2.1.2 Probationary Faculty: The primary purpose of the probationary faculty

evaluation is to determine suitability for continued employment and tenure.

17.2.2 The evaluation process shall promote professionalism, enhance performance, and be

closely linked with professional growth efforts.

17.2.3 The evaluation shall not be arbitrary or capricious or discriminatory in scope or practice.

17.2.4 The intent of the regular periodic evaluations is to evaluate the employee’s primary

assignment activities which are either instruction or service.

17.2.5 The intent of evaluation for special assignment is to determine suitability for that particular

assignment. Performance in special assignments is not evaluated for the purposes of

tenure.

17.3 Criteria

The following criteria delineate the areas of faculty evaluation and tenure as they relate to their

primary assignment.

17.3.1 Competency

17.3.1.1 Bargaining unit members teaching in any modality shall demonstrate satisfactory

performance in the following areas:

a) knowledge of teaching field or assignment;

b) effective communication with students;

c) teaching, counseling or other service techniques;

d) organization skills;

e) use of appropriate materials related to primary assignment;

f) incorporation of appropriate student assessment methods; and

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g) the use of District course management system is required of all fully on-line

and hybrid course sections.

17.3.2 Students

17.3.2.1 Bargaining unit members shall evidence respect for students’ rights and needs

by demonstrating:

a) objectivity and fairness in the evaluation and discussion of student work;

b) maintenance of contractual obligations to hold regular and timely office

hours;

c) respect for the rights and responsibilities of students as expressed in official

college policies; and

d) appropriate record keeping and reporting.

17.3.3 Colleagues

17.3.3.1 Bargaining unit members shall evidence respect for colleagues and the teaching

profession by:

a) acknowledging and defending the free inquiry of their associates in the

exchange of ideas;

b) acknowledging academic debts (crediting sources to avoid plagiarism);

c) acting in accordance with the ethics of the profession and with a sense of

personal integrity; and

d) establishing and maintaining cooperative working relationships among

faculty, administrators, and staff.

17.3.4 Professional Development: The bargaining unit member shall demonstrate continued

professional development by completing annual hours as defined in Article 16.

17.3.5 College Service: The bargaining unit member shall demonstrate continued college service

by completing the required hours as defined in Article 16.

17.4 Evaluation of Instructional Assignments

17.4.1 Tenured faculty shall select at least one class per prep (regular load and overload) to be

evaluated.

17.4.2 Probationary faculty may have all classes (regular load and overload) evaluated.

17.5 Criteria for Evaluation of Special Assignments

17.5.1 Criteria for evaluation of special assignments:

a. Evaluation shall be based on the bargaining unit member’s ability to perform the

assigned duties as defined in the assignment job description.

b. The evaluation shall utilize a standardized and agreed upon evaluation form and

method developed for the assignment.

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c. Unless otherwise prohibited, the evaluations of special assignments or reassigned

duties shall not be more frequent than an annual review.

d. The evaluation may be conducted in conjunction with the employee’s regular

evaluation; however, there must be a clear and distinguishable separation of the

evaluations.

17.5.2 Department Chair and Coordinator assignments shall be evaluated pursuant to Articles

17.5.1 and 18.14.2.

17.6 Frequency of Evaluations

17.6.1 Probationary faculty shall be evaluated in their first (1

), third (3

), fifth (5

), and seventh

) semesters. Mid-year (spring) hires shall be considered as entering into the first (1

)

probationary year in the first (1

) fall semester of the assignment.

17.6.2 Regular faculty shall be evaluated every third (3

) academic year and may be evaluated

in either semester.

17.6.4 In addition to the periodic evaluations, the appropriate vice president may authorize an off

cycle evaluation of a bargaining unit member based upon substantiated complaints that

their performance is less than satisfactory in the areas delineated in Section 17.3.

17.6.4.1 The supervisor shall notify the bargaining unit member of such an off cycle

evaluation in advance. See off cycle evaluation in Section 17.16.

17.6.5 A bargaining unit member who teaches or provides service in a discipline outside their

primary assignment shall be evaluated using the off cycle process during the first

semester of the new assignment, after which evaluations will continue in conjunction with

the employee’s regular assignment evaluation cycle.

17.6.6 Temporary faculty hired under Education Code Section 87470 will be evaluated in the

same manner as “probationary evaluation” in this Article.

17.7 Timelines

In order to fulfill the purpose of this article, bargaining unit members shall be evaluated according

to the timelines set forth in this article.

17.8 Training for Evaluators

All members of an evaluation team shall be trained.

17.8.1 The Faculty Association and Academic Senate shall jointly develop and provide training in

evaluation techniques including how to conduct class/worksite observations, interpreting

student feedback, assessing student learning outcomes, and administering Small Group

Instructional Diagnoses (SGIDs).

17.8.2 The District shall provide training in evaluation techniques for supervisors of evaluation

teams.

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17.9 Evaluation Team

17.9.1 The evaluation team shall consist of the supervisor and two (2) tenured bargaining unit

members; one selected by the bargaining unit member undergoing evaluation and the

other selected by the supervisor in the following order of preference: the designated

program coordinator; the department chair; other tenured faculty member.

17.9.1.1 If the bargaining unit member being evaluated does not provide a name to the

supervisor within two (2) weeks of notification of evaluation, the second member

of their team will be appointed by the bargaining unit member’s supervisor.

17.9.2 The supervisor is the team leader and shall be responsible for communications between

the bargaining unit member and the team, assigning evaluation workload to team

members, ensuring compliance with process and timelines, distributing and gathering

forms, coordinating meetings, and submitting the final report to the vice president.

17.9.3 The evaluation team shall conduct its evaluation in confidence. Team members shall not

discuss a bargaining unit member’s performance with anyone not directly involved in the

process.

17.10 Process

17.10.1 Notification: Prior to the end of the first (1

) week of the semester the supervisor shall

notify the bargaining unit member of their pending evaluation in writing specifying the

evaluation process and timeline.

17.10.2 Initial/Orientation Meeting: The evaluation team shall meet with the bargaining unit

member being evaluated to discuss the purpose, criteria, procedures, and timelines for

the evaluation. The team, with input from the bargaining unit member being evaluated,

will identify colleagues who are in positions to comment on the evaluatee’s job

performance. Team member orientations shall be held prior to or in conjunction with this

meeting.

17.10.2.1 Probationary/Temporary Faculty: The probationary bargaining unit member

shall be evaluated using student feedback forms and the SGID process,

classroom observations, colleague feedback, and the self-evaluation packet.

17.10.2.2 Regular Faculty: Regular faculty shall be evaluated using student feedback (or

the bargaining unit member may request an SGID in place of the student

feedback), and colleague feedback.

17.10.2.3 Children’s Center Faculty: Children’s Center Faculty shall be evaluated using

parent feedback forms, colleague feedback, and classroom observation using

the designated forms.

17.10.3 Observation and Feedback Reports: Between the first day of the tenth (10

) week and

the last day of the twelfth (12

) week of the semester, the evaluation team shall conduct

worksite observations and/or distribute and collect the colleague feedback forms and

student feedback forms.

17.10.3.1 Self Evaluation (Probationary Faculty Only): Prior to the end of the twelfth (12

)

week of the semester, the bargaining unit member shall submit the self-

evaluation packet to the supervisor.

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17.10.3.2 For distance learning classes, at the end of the twelfth (12

) week of the

semester, the supervisor shall request the results from the student feedback

forms.

17.10.4 Consensus Meeting: Prior to the end of the fourteenth (14

) week, the evaluation team

shall meet to review all documents and prepare the Evaluation Report.

17.10.5 Special Meeting(s): At any time during the evaluation process a team member may meet

with the bargaining unit member to gain clarification and understanding. The purpose of

this meeting is to ensure each team member fully understands the issue(s) and has

exercised due consideration for fairness.

17.10.6 Final Meeting: Prior to the end of the sixteenth (16

) week of the semester, the team

shall meet with the bargaining unit member to review the Evaluation Report and its

findings and recommendations. The bargaining unit member shall be provided a copy of

the report.

17.10.7 Administrative Review and Approval: After signature by the team members and the

bargaining unit member, the final written evaluation and attachments shall be forwarded

to the appropriate vice president for review and signature.

17.10.7.1 The bargaining unit member may request a meeting with the vice president to

challenge the team’s findings and recommendations.

17.10.7.2 For probationary and temporary faculty, the vice president shall make a

recommendation to the superintendent/president.

17.10.7.3 For tenured faculty, the vice president shall forward overall satisfactory

evaluations to the office of human resources for placement in the personnel files.

The vice president shall forward overall unsatisfactory evaluations to the

superintendent/president along with a recommendation.

17.10.7.4 The superintendent/president shall make a final recommendation to the Board

of Trustees for all probationary faculty and temporary faculty evaluations and for

unsatisfactory tenured faculty evaluations.

17.10.7.5 If a probationary employee is not re-hired due to an unsatisfactory evaluation or

resignation, the vacant position shall be reopened for recruitment within the

academic year taking into consideration the appropriate timeline to recruit for the

position, unless the District and Association agree otherwise.

17.10.8 Personnel File: One copy of the final evaluation report shall be provided to the

bargaining unit member and the original shall be placed in the bargaining unit member’s

personnel file. No other copies, drafts and materials shall be maintained outside the

office of human resources.

17.10.8.1 The evaluation report shall be included in the personnel file, all other

documentation related to the evaluation shall be maintained by the office of

human resources.

17.10.8.2 If a formal grievance is filed, the District shall provide the grievant with full and

complete access to all materials and information used in the evaluation process.

17.11 Classroom/Worksite Observations

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17.11.1 Classroom/worksite observations are required for all probationary faculty.

Classroom/worksite observations are only required for tenured faculty who have never

been observed providing instruction or service in the distance learning modality.

17.11.1.1 The purpose of classroom/worksite observations is to observe the bargaining

unit member in the performance of their primary assignment and to provide

feedback to the bargaining unit member.

17.11.1.2 Each evaluation team member, including the supervisor per 17.9.1, shall

schedule with the bargaining unit member a time to make a 50-minute

class/worksite observation. After the observation, the evaluator shall complete

the classroom/worksite observation form and meet with the bargaining unit

member to review the results.

17.11.1.3 The bargaining unit member shall sign the form acknowledging the review and

may indicate agreement with the content or may, within seven (7) days, submit a

written response to the observation evaluation form.

17.11.1.4 Each team member shall perform at least one classroom or worksite

observation of a primary duty. Every attempt shall be made for the evaluators to

observe different class sections or courses.

17.11.1.5 In the case of counselors and other academic specialists, at least one worksite

observation shall include an observation of an activity relevant to his or her

primary duty such as a counseling session or in-group session.

17.11.1.6 All classroom/worksite/SGID evaluation forms shall be submitted to the

supervisor no later than the end of the thirteenth (13

) week of the semester.

17.12 Student/Client Feedback

17.12.1 The purpose of student/client feedback is to obtain input from students/clients pertaining

to the bargaining unit member’s effectiveness.

17.12.1.1 Student/Client Feedback forms shall not be utilized for instruction in open

access labs (example: Math Center, Writing Center, physical fitness lab, etc.).

17.12.2 For probationary faculty, at least one feedback evaluation shall be completed via the

SGID method.

17.12.3 The feedback forms shall be distributed to students/clients of the bargaining unit member

being evaluated.

17.12.4 Except where otherwise specified, team members shall administer the student survey

process and, when appropriate, conduct student SGID’s.

17.12.5 The supervisor shall collect the forms and submit the student survey forms and have

them tabulated and processed.

17.12.6 The supervisor will distribute the computer printouts of numerical data from the student

feedback form to the evaluation team members and the bargaining unit member for review

and discussion.

17.12.6.1 In order to maintain student confidentiality, written comments on student

feedback forms will not be returned to the person being evaluated until the end

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of the semester and after grades have been submitted. Only the person being

evaluated, the evaluation team, and those District employees whose assignment

requires access to student feedback forms shall see written comments on the

forms.

17.12.7 Within seven (7) days from date of distribution, the person being evaluated shall submit,

in writing, a response to the student feedback and SGID reports to the evaluation team

members.

17.12.8 Any reference to student feedback in the final written evaluation shall be based upon

information gathered from the student feedback forms, a substantiated complaint and/or

the SGID(s).

17.12.9 Student/client surveys may be distributed before or after classroom observations.

17.13 Colleague Feedback

17.13.1 The Colleague feedback forms will be used to gather input from colleagues.

17.13.2 The supervisor shall distribute the colleague feedback forms to the persons identified

during the initial meeting and collect the completed forms.

17.13.3 Colleague feedback forms shall include the name and signature of the person completing

the form. Anonymous forms shall be discarded and not considered for evaluation.

17.13.4 The bargaining unit member undergoing evaluation shall not have a right to see the

names of the person(s) who completed the feedback form except if disclosure is required

during a formal grievance proceeding. The supervisor shall ensure that the bargaining unit

member undergoing evaluation does not view the name(s) of the person(s) who

completed the feedback forms during the regular evaluation process.

17.13.5 Any reference to colleague feedback in the final written evaluation shall be based solely

upon information gathered from the colleague feedback forms and/or (a) substantiated

complaint(s).

17.14 Evaluation Report

17.14.1 The evaluation report shall accurately describe the evaluation process used, evaluation

activities engaged in by the bargaining unit member, and significant findings by the team

according to the criteria listed in 17.3. The evaluation report shall include a

recommendation based upon the findings.

17.14.2 Conclusions reached by the team shall be based on direct observation and feedback

documentation gathered during the evaluation. The team may consider documented

complaints or concerns as well as commendations that have been previously shared with

the bargaining unit member and are part of the bargaining unit member’s personnel file.

17.14.3 Complaints arising through the evaluation process must be substantiated through

investigation in order to be included in the evaluation report.

17.14.3.1 Second-hand information, hearsay, and unsubstantiated complaints shall not be

considered by the team or included in the evaluation report.

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17.14.4 All members of the evaluation team must sign the evaluation report. If a member of the

evaluation team is not in agreement with the assessment of the other team members, the

dissenting member must attach a statement giving the reason(s) for the disagreement.

17.14.5 The bargaining unit member being evaluated shall acknowledge receipt of the evaluation

report by signature and may, within eight (8) days after receipt of the report, submit a

written response to it, which shall be attached. A copy of the evaluation report shall be

provided to the bargaining unit member.

17.14.6 Recommendations - Pursuant to the provisions of the Education Code sections 87606,

87608.5, and 87609:

Satisfactory Evaluations:

17.14.6.1 Regular Faculty: An overall satisfactory rating requires no further action.

17.14.6.2 Probationary Faculty: An overall satisfactory rating during the first three (3)

years shall result in a recommendation to rehire. An overall satisfactory rating

during the fourth year shall result in a recommendation to award tenure.

Unsatisfactory Evaluations:

17.14.6.3 Regular Faculty: An overall unsatisfactory rating may result in one or more of

the following:

a) a recommendation for an off-cycle evaluation

b) development and measurement of specific goals for improvement

c) additional training

17.14.6.4 Probationary Faculty: An overall unsatisfactory rating may result in an off-cycle

evaluation, additional mentoring/training or recommendation not to reemploy/not

to award tenure pursuant to provisions in the Education Code. The vice

president’s decision regarding an unsatisfactory evaluation will be based on the

severity of the noted deficiencies and previous evaluations. The vice president

will provide the bargaining unit member an opportunity to meet and discuss the

unsatisfactory evaluation.

17.15 Procedural Compliance

17.15.1 It is the intent of the procedures and timelines defined in this Article to provide effective,

meaningful, and fair evaluations of bargaining unit members. Every effort shall be made

to comply with the defined process and timelines of this Article.

17.15.2 The parties recognize there will be occasions when a timeline or process may not apply

to a particular bargaining unit member’s situation or that it may be inadvertently

misapplied or overlooked.

17.15.3 If non-compliance is due to a unique assignment or to an accidental oversight, then the

supervisor shall immediately notify the director of human resources who in turn shall notify

the Faculty Association to meet and confer. The District, bargaining unit member and

Faculty Association shall agree to a modified process and/or timeline.

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17.15.4 Any delays resulting from procedure or timeline non-compliance shall not be held against

the bargaining unit member and every effort should be made to implement a modified

process which is fair and has the least adverse impact on the bargaining unit member.

17.15.5 Failure to comply with a procedure or timeline shall not result in a probationary bargaining

unit member automatically acquiring tenure.

17.16 Off Cycle Evaluations

17.16.1 Pursuant to Ed Code Section 87734, an off cycle evaluation of a bargaining unit member

may be authorized based upon substantiated complaints that the bargaining unit

member’s performance is less than satisfactory in the areas delineated in Section 17.3; or,

when a bargaining unit member receives an overall unsatisfactory rating during a periodic

evaluation.

17.16.2 Off cycle evaluations shall be limited in scope to those areas in which deficiencies were

delineated in the periodic evaluation or complaint.

17.16.3 The evaluation process/timelines as outlined in this article for periodic evaluations shall

be followed in the off cycle evaluation, except that feedback forms and SGID shall be

limited to address only the areas noted for review.

17.16.4 Materials gathered in previous evaluations may be used in the initial meeting of the off

cycle evaluation.

17.16.5 If the off cycle evaluation is the result of an overall unsatisfactory rating during a periodic

evaluation, then the same team shall perform the off cycle evaluation unless the

bargaining unit member requests a team change. Upon the request for a new team, the

supervisor will choose one new faculty team member; the evaluatee will select a second

faculty team member.

17.16.6 If the bargaining unit member requests a new administrator, then the appropriate vice

president may appoint a different administrator to conduct the off cycle evaluation.

17.16.7 The evaluation team shall work constructively with the person being re-evaluated to

encourage improvement. The techniques involved shall include consultation and may

include class/worksite observations, recommended course work, review of literature,

arrangement for updating of background, staff development activities, and any other

appropriate activities agreed upon by the team.

17.17 Grievance Process

17.17.1 The contents of evaluations of tenured bargaining unit members are not subject to the

grievance procedures set forth in Article 6. The procedures of Article 6 shall apply to any

allegation that the specific procedures contained herein have been misinterpreted,

misapplied or violated. However, nothing in the procedures contained in Article 6 shall be

construed to prohibit revision of the contents of any evaluation.

17.17.2 Allegations that the District, in a decision not to reappoint a probationary bargaining unit

member, violated, misinterpreted or misapplied any of the procedures contained in this

article shall be classified and procedurally addressed as grievances. They shall thereafter

be processed in accordance with this article. Article 6 shall not apply.

Page 71 of 118

17.17.3 General Provisions

The purpose of the general provisions below are to address the grievance procedures not

applicable in Article 6.

17.17.3.1 A “grievance” as used in this article only is a formal written allegation that the

District, in a decision not to offer a probationary bargaining unit member a

second or third contract, or, to deny tenure to a probationary member under a

third contract, violated, misinterpreted, or misapplied any of its policies and

procedures concerning the evaluation of the probationary bargaining unit

member.

17.17.3.2 A “grievant” as used in this Article is a probationary bargaining unit member

denied reappointment or tenure; or the Faculty Association on behalf of the

bargaining unit member.

17.17.4 Level One — Written Grievance

17.17.4.1 Within ten (10) days of receiving the official written notice that a second/third

contract or tenure is denied, the grievant must present the grievance in writing

to the appropriate vice president. The grievance shall:

a) be specific;

b) contain a synopsis of the facts supporting the allegation;

c) identify the specific policy or procedure of this article which is alleged to

have been violated;

d) contain the date of the alleged violation;

e) state the remedy requested; and

f) be signed by the grievant.

17.17.4.2 The vice president shall communicate the decision to the bargaining unit

member in writing within ten (10) days after receiving the grievance. If the vice

president does not respond within the time limit, the grievant may appeal to the

next level.

17.17.5 Level Two — Arbitration

17.17.5.1 If the grievant is not satisfied with the disposition of the grievance at Level One

or if no written decision has been rendered within ten (10) days after submission

of the grievance to the vice president, the grievant may, within an additional five

(5) days, request in writing that the grievance be submitted to arbitration.

17.17.5.2 The grievant and the District shall attempt to agree upon an advisory arbitrator.

If no agreement can be reached, they shall request the California State

Mediation and Conciliation Service to supply a panel of five (5) names of

persons experienced in hearing grievances in public schools and community

colleges. Each party shall alternately strike a name until only one name

remains. The remaining panel member shall be the advisory arbitrator. The

order of the striking shall be determined by lot. If the arbitrator will not be

available within sixty (60) days, the parties shall secure another list and repeat

the selection.

Page 72 of 118

17.17.5.3 The arbitrator shall be without power to grant tenure, except for failure to give

notice on or before March 15 pursuant to subdivision (b) of Education Code

Section 87610. The arbitrator may issue an appropriate make-whole remedy,

which may include, but need not be limited to, back pay and benefits,

reemployment in a probationary position, and reconsideration.

17.17.5.4 The arbitrator shall have no power to alter, amend, change, add to, or subtract

from any of the terms of this Agreement, but shall determine only whether or not

there has been a violation of the procedures of this article in the respect alleged

in the grievance. The decision of the arbitrator shall be based solely upon the

evidence and arguments presented to them by the parties in the presence of

each other and upon arguments presented in briefs, if any. The arbitrator shall

consider and decide only on the specific issues submitted in writing and shall

have no authority to make a decision on any other issue not so submitted.

17.17.6 Arbitrator’s Decision and Board Review

17.17.6.1 The arbitrator’s decision will be in writing and will set forth all findings of fact,

reasoning, and conclusions on the issues submitted. The arbitrator will be

without power or authority to make any recommendation which requires the

commission of any act prohibited by law or which violates any term of this

Agreement. The arbitrator in no case shall make any recommendation

inconsistent with District duties, responsibilities, or obligations as such are

prescribed in state or federal law. The decision of the arbitrator will be submitted

to the Board of Trustees, the superintendent/president of the college, the

grievant, and the Association.

17.17.6.2 The decision of the arbitrator shall be in the form of a recommendation to the

Board of Trustees. The Board shall render a decision on the matter within thirty

(30) days after receiving the arbitrator’s decision. Such decision shall be final

and binding on all parties. If the Board does not render a decision within the

time specified, it shall be deemed to have adopted the decision reached by the

vice president at Level One.

17.17.6.3 Arbitration Costs: The district will incur the cost of arbitration for grievances

under this section of this article.

17.18 Evaluation Forms to be used in this article shall not be altered or replaced except by mutual

agreement via the negotiation process. Approved forms shall be placed into the appendix of this

Agreement and the District shall post the forms on the District’s online management system.

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ARTICLE 18: FACULTY LOAD

Definitions

“Load” is a value for assignments performed by faculty and is used to calculate the full-time equivalent

workload and overload.

“Assignment Year” is the number of days in the employee’s contracted year.

“Intercession” refers to any term outside of the fall and spring semesters.

“Career Development College Preparation (CDCP) Programs” are noncredit courses that include

elementary and secondary education, English as a Second Language (ESL), workforce preparation, and

vocational education that are part of a sequence of courses leading to a certificate.

“Reduced Load” is a reduction in workweek hours or workday hours.

“Reduced Assignment Year” is a reduction in workdays within the assignment year.

“Reassigned Time” is the amount of time performing administrative functions, excluding employee

supervision, and has an associated load value that is allotted for an employee’s reassignment activity.

“Reassignments” are defined as voluntary assignments an employee is authorized to perform by the

District in lieu of part or all of the employee’s primary assignment.

18.1 Load

18.1.1 A bargaining unit member's assignment shall be based upon a Full-Time Load (FTL),

during the regular contract year. The scale in Section 18.3 defines the FTL for all types of

assignment. Combinations of types of assignments shall be calculated by the percentage

of each type with a full-time load equivalent to 1.00 FTL. The acceptable range for 1.00

FTL shall be from .97 FTL to 1.023 FTL.

When it is not possible to equal the minimum of the range (.97), load shall be averaged

over not more than three (3) semesters, including intersessions, if scheduled, within a

three semester period. The average load over this period shall equal at least 1.00 FTL.

18.1.2 Preparation time: The district recognizes the value of adequate preparation time to

maintain quality of instruction and services. Instructional activities are identified as lecture

or lab. Lecture courses shall recognize preparation time as determined in Article 16 at a

ratio of 1:1 (1 hour of lecture will have 1 hour of preparation); Lab I courses refer to

section 18.3.2 et.seq. Lab I courses shall have a ratio of 1: 0.94 (1 hour of lab will have

56 minutes of preparation); Lab II courses shall have a ratio of 1: 0.88 (1 hour of lab will

have 53 minutes of preparation); Lab III courses shall have a ratio of 1: 0.71 (1 hour of

activity will have 43 minutes of preparation); Non-credit courses (non-CDCP) and service

assignments shall include preparation time in a ratio of 1: 0.167 (1 hour of assignment will

have 10 minutes of preparation); reassigned activities do not have preparation time.

CDCP courses shall have comparable preparation time ratios as comparable credit

courses (lecture equals lecture, lab equals lab).

18.2 Workweek Load See Article 16.4

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18.3 Assignments Load Values and Calculations

A load calculation form available on the portal may be used to determine load based on the load

information from this Article.

18.3.1 Types of Assignments

Full-Time Load

% of Lecture Load

Lecture Instructional Hours (Credit/CDCP)

15 hours/week = 1.00 FTL

100%

Laboratory I Instructional Hours (Credit/CDCP)

16 hours/week = 1.00 FTL

93.8%

Laboratory II Instructional Hours (Credit/CDCP)

17 hours/week = 1.00 FTL

88.2%

Laboratory III Instructional Hours (Credit/CDCP)

21 hours/week = 1.00 FTL

71.4%

Non-Credit (non-CDCP) Hours

25 hours/week = 1.00 FTL

60.0%

*Cooperative Work Experience (CWE)

125 students = 1.00 FTL

93.8%

Children’s Center Faculty Hours

30 hours/week = 1.00 FTL

50.0%

**Service Assignments

25 hours/week = 1.00 FTL

60.0%

Re-Assigned Activities

30 hours/week = 1.00 FTL

50.0%

*125 students at the 16 hours/week Lab I rate; 7.81 students = 1/16 of load

**Counseling, academic specialists, health services faculty, and librarians

18.3.1.1 Determining Instructional Assignment Type

The parties agree that the determination for instructional assignment types shall

occur during the District’s course approval process. Any disagreements over

assignment types shall be negotiated between the District and Association

18.3.2 Load Notification

The District shall provide each bargaining unit member with an opportunity to review and

approve their load prior to the end of the 1

week of May for fall semester, prior to the end

of the last week in November for spring semester and winter intersession, and prior to the

end of the last week of March for summer intersession. These dates shall not apply when

faculty are assigned to classes not included in the original schedule. The District is not

responsible for keeping to this timeframe for faculty who do not submit the faculty load

development form by the due dates. Except as otherwise permitted, no changes to the

assignment shall be made after the notification dates without agreement between the

employee and the appropriate vice president.

18.4 Noncredit, Not-for-Credit/Fee Based, and Contract Education

18.4.1 Converting credit courses or noncredit to not-for-credit/fee-based

Prior to any conversion of credit or noncredit courses to not-for-credit/fee-based courses

the District shall negotiate the impact and effect upon bargaining unit members.

18.4.2 Not-for-Credit/Fee-Based Instruction

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Bargaining unit members may teach approved not-for-credit/fee-based courses outside of

their 1.0 FTL. Bargaining unit members shall be considered employees of the district

when teaching not-for-credit/fee-based classes and, in addition to any applicable terms

and conditions provided for in this Agreement, are covered by the District’s Workers

Compensation Policy.

18.4.3 Compensation for not-for-credit/fee based courses:

The District shall determine the amount of compensation for not-for-credit/fee-based

courses.

18.4.4 Contract Education Course Offerings

The Association reserves the right to demand to negotiate potential impacts on the

terms and conditions of employment concerning contract education. For contract

education courses subject to Education Code 78022, faculty shall be compensated in

the same manner as they would for regular instructional assignments.

18.5 Lab Load Credit

For an employee to receive laboratory load I or II credit, they must: (1) be the instructor of

record in a laboratory setting with line-of-sight contact; (2) be responsible for the schedule(s) of

assignments and the development of appropriate instructional materials for students; and (3)

assign a grade for the laboratory. Employees who assist with laboratory courses, but are not the

instructor of record, shall be loaded at the Lab III rate.

18.6 Independent Projects

Independent projects must conform to regulations pursuant to Title 5 and may not be used to

circumvent repeatability limitations. An employee teaching independent projects as approved

by the supervising administrator, whether for individual students or for small groups, for which

they assume normal grading and record keeping responsibilities, shall receive one (1) lecture

hour credit for each 15 student units (for example, five (5) students enrolled for three (3) credits

each would equal one lecture hour credit) or fraction thereof. The faculty member will be paid at

their hourly rate using the Overload and Extra Assignment Salary Schedule (see Appendix).

18.7 Load Adjustment for Specific Courses

18.7.1 Pursuant to the intent of Education Code Section 87486, English 100, 101, 102, 103,

104, 106, 511, 512, 513, 514, 595, Philosophy 114, and all Math courses with the exceptions

of Math 521, which have the improvement of student composition and writing or math skills

identified as the primary goal of the course and have student papers designed to

meet this goal assigned on a regular basis, shall have load computed at the rate of .072

FTL for each lecture hour. The office of the associate superintendent/vice president of

academic affairs shall notify the Faculty Association when newly developed and approved

courses meet the above criteria and shall be included in this article.

18.7.2 Class Cancellation and Low Enrollment Adjustment

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District policy regarding the cancellation of low enrolled courses is established in

Administrative Procedure 4922 “Procedure of Cancelling Classes.” Prior to canceling a

class in any semester or intersession due to low enrollment, the District may provide the

assigned faculty the option to cancel the class or continue the class with a reduced pay

adjustment, but shall not reduce the assigned load. The pay adjustment shall be

determined by the number of enrolled students divided by the minimum class size as

defined in Board Policy 4922 “Minimum Class Size.”

18.8 Overload and Intersession Assignments

The intent of this section is to maintain the quality of instruction by setting load limits that provide

faculty members adequate time during the term to prepare and manage instructional demands.

Load limits contained in this section are not intended for service faculty working in their regular

assignment during intersession.

18.8.1 Overload assignments are voluntary, unless the excess is to balance an annual load

required for the employee.

18.8.2 Overload assignments may not exceed 0.47 FTL in fall or spring semester unless

approved by the appropriate vice president.

18.8.3 Except where necessary to balance an annual load, no overload assignments will be

granted or assigned to any faculty member whose most recent evaluation is less than

satisfactory.

18.8.4 Reassigned time shall be considered part of the employee’s 1.0 load and shall not be

considered as overload.

18.8.5 Summer intersession assignments, which are not part of the employee’s regular

assignment, may not exceed 0.80 FTL unless approved by the appropriate vice

president.

18.8.6 Other intersession assignments, which are not part of the employee’s regular

assignment, may not exceed 0.40 FTL unless approved by the appropriate vice

president.

18.9 Short-Term Classes

Short-term classes, which are classes less than semester or term-length, shall be counted as

part of an instructor’s contract load.

18.10 Evaluation of Part-time Faculty

Employees shall participate in the evaluation of part-time faculty members within the same

discipline area and shall complete at least two (2) evaluations of part-time faculty members per

academic year unless there are too few part-time faculty within the employee’s discipline to

evaluate. However, in order to provide each part-time faculty member with an evaluator,

employees may evaluate a part-time faculty member from another discipline. For each completed

evaluation of a part-time faculty member, the employee may request prior approval from the

Page 77 of 118

appropriate vice president to use the evaluation of part-time faculty toward satisfying the

professional development obligation as specified in Article 17.3.

18.11 Accreditation

Participation in college and program accreditation processes is a professional responsibility of

employees. The District shall select up to four faculty members to serve as a co-chair. Each co-

chair shall be provided .20 FTL reassigned time during the academic year of the college and

program accreditation.

18.12 Teaching Requirements for Distance Education

Prior to teaching online, an instructor shall demonstrate the skills necessary to teach online

courses to the satisfaction of the District’s designated administrator.

18.13 Class Size

In collaboration with the Academic Senate, the Faculty Association, and the District will establish

a working group to develop principles and guidelines for recommended class sizes. This article

will be reopened upon completion of the work. All parties agree implementation of these

recommendations are intended to begin with the scheduling of summer and fall 2019 courses.

Until such time as that work is completed, the current contract language will be maintained:

The course offering is subject to district policy regarding minimum class size in order for a

class to be offered. The department faculty in consultation with the dean shall determine a

change to the maximum class size, however, it may not exceed the occupancy limit for the

assigned classroom. The department faculty and dean should consider faculty workload,

course curriculum, available equipment and resources, student success, availability of

support staff, and the mission of the college when establishing or changing class size

limits. Instructors may add students beyond the department established class size limit as

long as the room occupancy load is not exceeded

18.14 Reassigned Time

18.14.1 The office of the associate superintendent/vice president academic affairs will provide a

list of all reassigned time assignments to the Association upon request. The list shall

include the reassigned time FTE, the name of the faculty member receiving reassigned

time, the duration of the reassigned time, and the purpose of reassignment.

18.14.2 When an employee is given and/or accepts reassigned time from the District, they shall be

informed prior to the start of the assignment at least the following: (1) dates of the

assignment; (2) FTE for the assignment; (3) duties for the assignment; and (4)

performance evaluation methods (see Article 17.6.4).

18.14.3 Reassigned Time Allocations

18.14.3.1 All reassigned time requests and the allocations listed in the appendix shall be

reviewed for consideration, adoption, adjustment, or termination upon request by

an employee or the District. Changes to these allocations shall be made upon

Page 78 of 118

mutual agreement each year as part of the automatic reopeners. This reopener

shall only apply to the reassigned time appendix and not to the entire Article.

18.14.3.2 The approved list of positions with reassigned time shall be placed in the

appendix. The approved FTEF reassigned time is the minimum amount. The

District may increase the reassigned time amount to meet District needs.

18.14.4 Program Review and Program Vitality

Bargaining unit members assigned to perform Program Review or Program Vitality shall

receive a total of 0.05 reassigned time for each program review.

18.14.4.1 Each spring term, the faculty member(s) responsible for program review

beginning the next year will notify the District, in writing, of the allocation of

reassigned time no later than May 20

18.14.4.2 Each fall and spring term, the faculty member(s) responsible for program

vitality will notify the District, in writing, of the allocation of reassigned time

no later than May 20

for the fall term and September 20

for the spring

term.

18.14.5 In the event that no bargaining unit member volunteers for a reassignment requested by

the district, then the district may transfer the work to a non-bargaining unit member.

18.15 Past Practices

Past practices will continue and prevail on all matters pertaining to workload and class size not

covered in this article.

18.16 Load Balancing

Employees may bank up to 1.0 FTEL of overload credit and/or additional contract days in lieu of

receiving pay under the following terms and conditions:

1. Overload credit and/or additional contract days must be banked within two consecutive

semesters and redeemed within the following two semesters.

2. The employee must submit a request to the immediate supervisor to bank load during

the scheduling process for the period in which the overload or extra contract day(s) are

assigned. The request shall indicate the amount of load to be credited and the

semester(s) in which the employee plans to redeem it.

3. The employee’s request shall be granted unless one or more of the following conditions

exists:

a. There are no other faculty in the discipline qualified or able to take on the vacated

workload.

b. An undue hardship would exist if the request were granted.

c. The employee is due for a performance evaluation in the semester the load is

redeemed and alternative arrangements are not feasible.

d. The employee has a less than satisfactory performance evaluation in the most recent

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evaluation period.

e. The request is to bank an exempt assignment as defined in this section.

4. If a request is denied, the employee shall be allowed to appeal the decision to the

appropriate vice-president.

5. Revoking an Approved Request

a. Approved requests are irrevocable by the employee.

b. The District may revoke an approved request if one or more of the conditions listed in

18.16.3 occurs after the initial approval.

c. Where an approved request is revoked by the District, the employee shall be given

the option to receive pay for the banked load at their earned overload rate or to

change the semester in which the banked load is redeemed.

6. Redeeming Banked Load

a. Banked load may be redeemed in one semester or divided over two semesters.

7. Exempt Assignments: Time for the following activities may not be banked.

a. Summer and intercession instructional assignments

b. Department Chair and Coordinators extra contract days

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ARTICLE 19: TRANSFER

19.1 A transfer is the reassignment of an employee from one college service area or department to

another college service area or department or to another work location based on the needs of the

District as determined by the superintendent/president or their designee. A transfer may be

either voluntary, administrative, or emergency. Excluded from the definition of transfer is the

movement from one salary schedule to another salary schedule.

19.2 Voluntary Transfer

19.2.1 Faculty members interested in transferring to another faculty position for which they

meet minimum qualifications are encouraged to submit a written request to the director

of human resources. The request should include desired position, department, contract

days (per Article 16.3), and any other relevant information. The request may be

submitted at any time, and will be kept on file by the office of human resources for one

(1) year from the date of submission.

Additionally, the office of human resource will notify all bargaining unit members of positions

approved through faculty prioritization as well as retirements. This notification will initiate the

ten (10) working day transfer request period during which bargaining unit members interested

in requesting a transfer shall submit a written request to the office of human resources. The

director of human resources shall notify the associate superintendent/vice president,

academic affairs, and/or the associate superintendent/vice president, student services, of

the request.

19.2.2 If a voluntary transfer request is received, that request will be considered, and the

appropriate vice president shall make the final recommendation to the

superintendent/president on the transfer. The following criteria (in no ranked order) will be

considered in the final determination and include but not be limited to: input from existing

and potential disciplines and/or departments; education and experience, and recency of

teaching/experience in the assignment requested.

19.2.3 The affected employee and the Association shall be given written notice of the final

decision.

19.3 Administrative Transfer

An employee may be transferred on a temporary or permanent basis at any time such transfer is

necessary to meet the needs of the District. The District may consider volunteers and the equity of

assignment of employees.

19.3.1 The District will consult with the receiving department.

19.3.2 The affected employee and the Association shall be given written notice fifteen (15) days

prior to the final decision in order to schedule a meeting to discuss the transfer. The District

shall consider the preferences of the transferee when making such assignment; however,

the needs of the District shall be paramount.

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19.4 Emergency Transfer

The District can make emergency transfers when a vacancy occurs during a semester or

immediately before the beginning of a semester. The District may temporarily place a qualified

employee in such vacancy for the remainder of the semester without regard to other transfer

requirements of this article.

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ARTICLE 20: WORKPLACE TECHNOLOGY

20.1 The Intent: The technological needs for faculty vary. The Faculty Association and the District

recognize the importance and necessity of technology in the workplace, and that faculty require

up-to-date technology devices (hardware), software, and connectivity to perform their

assignments.

20.1.1 The District shall provide faculty with a list of supported computers (PC or Mac), printers,

and scanners from which to choose including tablet, desktop, and laptop computers, and

compatible printers. Only one (1) of each (computer, printer, scanner) will be provided as

approved by the supervisor.

20.1.2 Faculty shall select from the list of supported hardware at the time of initial hire and

thereafter on a six (6) year replacement cycle. Chosen technology shall be provided to the

faculty member within sixty (60) days of receipt of the appropriate request by IT Services.

Loaner technology and connectivity shall be provided in the interim.

20.1.3 A non-functioning computer shall be replaced within sixty (60) days of a formal helpdesk

report, and loaner equipment shall be provided in the interim. A non-functioning scanner

or printer shall be replaced if there is no reasonable access to a networked printer or

scanner.

20.1.4 The District will provide technological support for all district provided hardware, software,

and connectivity.

20.1.5 All district provided hardware and software remain the property of the District and shall be

returned upon separation from the district.

20.1.6 Proper use of district provided hardware, software, and connectivity is addressed in BP

3720 “Computer and Network Use.”

20.1.7 Faculty shall utilize district adopted enterprise software necessary for the employee’s job

assignment.

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APPENDICES

In an attempt to save paper the following forms, while remaining a negotiated part of the current contract,

will now be housed on the HR link in the myHancock website. Any alteration of these forms must be

negotiated by all parties to this Agreement. Those forms are:

1. Article 6: Grievance Forms

2. Article 9: Safety Hazard/Suggestion Report Form

3. Article 10: Faculty Leave of Absence Request/Report Form

4. Article 10: AHC Family & Medical Leave Kit

5. Article 10: AHC Request for Unpaid Leave

6. Article 10: Request for Unpaid Workload Exchange Academic Staff Form

7. Article 12: AHC Request to Inspect Confidential Personnel Records

8. Article 13: AHC Sabbatical Leave Scoring Rubric

9. Article 14: AHC Request for Prior Approval to Apply Units Towards Advancement on the Salary

Schedule Form

10. Article 14: Stipend Agreement Form

11. Article 18: Load Balancing (Banking) Form

12. Article 18: Load Value Formula

13. Article 19: AHC Request for Voluntary Transfer to New Faculty Position Form

Remaining in the appendix are the following forms:

1. Article 7: Faculty Association Dues and/or A Service Fee Form

2. Article 14: Salary Schedules 10, 11, 60, 61, and 17-20

3. Article 17: Evaluation Forms

4. Article 18: Reassigned Time Matrix

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Page 85 of 118

Revised 8/4/2017

FACULTY ASSOCIATION DUES AND/OR A SERVICE FEE

The Faculty Association of Allan Hancock College is the exclusive bargaining agent for all

employees referenced in Article 2 of the Collective Bargaining Agreement. Article 7 of the

Agreement and Government Code Section 3546(a) require that the employee will either pay

dues or a service fee. The District will make a deduction of service fee unless the employee

authorizes membership in the Faculty Association.

CERTIFICATION

I understand the contents of the agreement (Article 7 – Organizational Security)

between the District and the Faculty Association.

____________________________________ ________________________________

Employee’s Signature Date

By signing this form I authorize the deduction of dues or fees for the following

purpose (check only one):

 (Check box) I wish to become a member of the Faculty Association.

 (Check box) I wish to pay the service fee and not become a member of the Faculty

Association.

 (Check box) I am a religious objector pursuant to Government Code 3546.3.

My charitable organization of choice is ______________________.

_______________________________________________

Employee’s Printed Name

___________________________________________________________________________

Employee’s Signature Date Signed

Page 86 of 118

Page 87 of 118

ARTICLE 14 APPENDIX: SALARY SCHEDULES

Faculty Contract Salary Schedule (SS#10)

Faculty Contract Salary Schedule 40 Hour Work Week (SS#11)

Children’s Center Faculty Salary Schedule (SS#60)

Children’s Center Faculty Salary Schedule 40 Hour Work Week (SS#61)

Overload and Extra Assignment Salary Schedules (SS#17-20)

Page 88 of 118

Page 89 of 118

3.6% COLA Columns I - IV

6.5% between columns

3.4% between steps up to 9

1.6% between steps after 9

Column V = Column IV+ $2,500

STEP COLUMN I COLUMN II COLUMN III COLUMN IV COLUMN V

1 54,736 58,294 62,083 66,118 68,618

2 56,597 60,276 64,194 68,367 70,867

3 58,521 62,325 66,376 70,690 73,190

4 60,511 64,444 68,633 73,094 75,594

5 62,568 66,635 70,966 75,579 78,079

6 64,695 68,900 73,379 78,149 80,649

7 66,895 71,243 75,874 80,806 83,306

8 69,169 73,665 78,453 83,552 86,052

9 71,521 76,170 81,121 86,394 88,894

10 72,665 77,388 82,418 87,775 90,275

11 73,828 78,627 83,738 89,181 91,681

12 75,009 79,885 85,078 90,608 93,108

13 76,209 81,163 86,439 92,058 94,558

14 77,428 82,461 87,821 93,529 96,029

15 78,667 83,780 89,226 95,026 97,526

16 79,926 85,121 90,654 96,547 99,047

17 81,205 86,483 92,104 98,091 100,591

18 82,504 87,867 93,578 99,661 102,161

19 83,824 89,273 95,076 101,256 103,756

20 85,165 90,701 96,597 102,876 105,376

21 86,528 92,152 98,142 104,521 107,021

SS-10

4/17/2018

ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT

FACULTY CONTRACT SALARY SCHEDULE

Fall 2018

Page 90 of 118

3.6% COLA Columns I - IV

6.5% between columns

3.4% between steps up to 9

1.6% between steps after 9

STEP COLUMN I COLUMN II COLUMN III COLUMN IV COLUMN V Column V = Column IV+ $2,500

1 59,170 63,016 67,112 71,474 73,974

2 61,181 65,158 69,393 73,904 76,404

3 63,261 67,373 71,752 76,416 78,916

4 65,412 69,664 74,192 79,014 81,514

5 67,636 72,032 76,714 81,700 84,200

6 69,936 74,482 79,323 84,479 86,979

7 72,314 77,014 82,020 87,351 89,851

8 74,773 79,633 84,809 90,322 92,822

9 77,315 82,340 87,692 93,392 95,892

10 78,552 83,658 89,096 94,887 97,387

11 79,809 84,997 90,522 96,406 98,906

12 81,086 86,357 91,970 97,948 100,448

13 82,383 87,738 93,441 99,515 102,015

14 83,701 89,142 94,936 101,107 103,607

15 85,040 90,568 96,455 102,725 105,225

16 86,401 92,017 97,998 104,368 106,868

17 87,783 93,489 99,566 106,038 108,538

18 89,188 94,985 101,159 107,734 110,234

19 90,615 96,505 102,778 109,459 111,959

20 92,065 98,049 104,422 111,209 113,709

21 93,538 99,618 106,093 112,989 115,489

SS-11

4/17/2018

ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT

FACULTY CONTRACT SALARY SCHEDULE

40 HOUR WORK WEEK ONLY

Fall 2018

Page 91 of 118

3.6% COLA Columns I - III

4.97% Between Steps up to 11

1.65% Between After 11

4.97% Between Columns

Column IV = Column III + $2,500

STEP COLUMN I COLUMN II COLUMN III COLUMN IV

1 28,381 29,792 31,273 33,773

2 29,792 31,273 32,827 35,327

3 31,273 32,827 34,459 36,959

4 32,827 34,459 36,172 38,672

5 34,459 36,172 37,970 40,470

6 36,172 37,970 39,857 42,357

7 37,970 39,857 41,838 44,338

8 39,857 41,838 43,917 46,417

9 41,838 43,917 46,100 48,600

10 43,917 46,100 48,391 50,891

11 46,100 48,391 50,796 53,296

12 46,861 49,190 51,635 54,135

13 47,634 50,001 52,486 54,986

14 48,420 50,826 53,352 55,852

15 49,219 51,665 54,233 56,733

16 50,031 52,518 55,128 57,628

17 50,857 53,385 56,038 58,538

18 51,696 54,265 56,962 59,462

19 52,549 55,161 57,903 60,403

20 53,416 56,071 58,858 61,358

21 54,297 56,996 59,829 62,329

SS-60

04/17/18

CHILDREN'S CENTER FACULTY SALARY SCHEDULE

Fall 2018

ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT

Page 92 of 118

3.6% COLA Columns I - III

4.97% Between Steps up to 11

1.65% Between After 11

4.97% Between Columns

Column IV = Column III + $2,500

STEP COLUMN I COLUMN II COLUMN III COLUMN IV

1 30,681 32,206 33,807 36,307

2 32,206 33,807 35,487 37,987

3 33,807 35,487 37,251 39,751

4 35,487 37,251 39,102 41,602

5 37,251 39,102 41,045 43,545

6 39,102 41,045 43,085 45,585

7 41,045 43,085 45,226 47,726

8 43,085 45,226 47,474 49,974

9 45,226 47,474 49,833 52,333

10 47,474 49,833 52,310 54,810

11 49,833 52,310 54,910 57,410

12 50,655 53,173 55,816 58,316

13 51,491 54,050 56,736 59,236

14 52,341 54,942 57,673 60,173

15 53,205 55,849 58,625 61,125

16 54,083 56,771 59,593 62,093

17 54,975 57,707 60,575 63,075

18 55,882 58,659 61,574 64,074

19 56,804 59,627 62,590 65,090

20 57,741 60,611 63,623 66,123

21 58,694 61,611 64,673 67,173

SS-61

04/17/18

ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT

CHILDREN'S CENTER FACULTY SALARY SCHEDULE

40 HOUR WORK WEEK ONLY

Fall 2018

Page 93 of 118

STEP COLUMN COLUMN COLUMN COLUMN COLUMN COLUMN COLUMN

I II III IV V VI VII

1.036

1 35.86 38.61 39.76 41.75 43.84 46.04 48.80

2 37.60 40.37 41.59 43.67 45.84 48.13 51.03

3 39.35 42.11 43.38 45.54 47.82 50.21 53.22

4 41.07 43.83 45.16 47.41 49.77 52.28 54.89

5 42.88 45.60 46.98 49.33 51.81 54.38 57.64

6 44.60 47.38 48.91 51.24 53.81 56.50 59.87

7 46.22 49.08 50.53 53.07 55.73 58.52 62.03

SS-17

STEP COLUMN COLUMN COLUMN COLUMN COLUMN COLUMN COLUMN

I II III IV V VI VII

1.036

1 35.04 37.73 38.86 40.81 42.85 44.99 47.69

2 36.74 39.46 40.64 42.67 44.81 47.04 49.87

3 38.46 41.15 42.38 44.51 46.73 49.06 52.01

4 40.13 42.83 44.13 46.33 48.64 51.09 53.63

5 41.91 44.57 45.92 48.22 50.63 53.15 56.33

6 43.59 46.30 47.80 50.07 52.59 55.22 58.51

7 45.16 47.96 49.39 51.86 54.46 57.19 60.62

SS-18

Lab I Rate

ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT

OVERLOAD AND EXTRA ASSIGNMENT SALARY SCHEDULE

Effective Fall 2018

Lecture Rate

Page 94 of 118

STEP COLUMN COLUMN COLUMN COLUMN COLUMN COLUMN COLUMN

I II III IV V VI VII

1.036

1 34.22 36.85 37.95 39.85 41.84 43.95 46.58

2 35.89 38.54 39.69 41.69 43.76 45.95 48.71

3 37.57 40.20 41.40 43.47 45.65 47.93 50.81

4 39.20 41.83 43.11 45.25 47.50 49.89 52.39

5 40.93 43.53 44.85 47.09 49.45 51.91 55.02

6 42.58 45.22 46.69 48.91 51.36 53.93 57.16

7 44.11 46.84 48.24 50.66 53.20 55.86 59.21

SS-19

STEP COLUMN COLUMN COLUMN COLUMN COLUMN COLUMN COLUMN

I II III IV V VI VII

1.036

1 30.97 33.35 34.34 36.06 37.87 39.76 42.14

2 32.47 34.87 35.92 37.71 39.60 41.57 44.07

3 33.98 36.36 37.46 39.33 41.29 43.37 45.97

4 35.47 37.86 39.01 40.94 42.98 45.15 47.40

5 37.04 39.39 40.58 42.61 44.74 46.96 49.78

6 38.52 40.91 42.24 44.25 46.47 48.80 51.71

7 39.91 42.38 43.64 45.83 48.13 50.54 53.57

SS-20

Lab II Rate

Lab III / Activity Rate

Page 95 of 118

ARTICLE 16 APPENDIX: 40 HOUR WORKWEEK POSITIONS

From Article 16.4.6: Forty-hour Workweek Option

The District in its discretion, may offer an employee a forty (40) hour workweek in order to increase their

college service hours from two (2) hours weekly to five (5) hours weekly or to reduce an employee’s

reassigned time by .10 FTEL. Employees on the forty (40) hour workweek schedule shall be paid using

the approved prorated forty (40) hour workweek salary schedule at the employee’s regular column and

step placement.

The following positions on the AP&P Technical Review Committee will be placed on a 40-hour workweek

as indicated:

AP&P Technical Review Committee – Articulation Officer

40 hour workweek

AP&P Technical Review Committee – Member

40 hour workweek

AP&P Technical Review Committee – Member

40 hour workweek

AP&P Technical Review Committee – Member

40 hour workweek

Page 96 of 118

Page 97 of 118

ARTICLE 17 APPENDIX: EVALUATION FORMS

Classroom/Worksite Observation Form

Colleague Feedback Form

Full-Time Faculty Evaluation Team Report

Full-Time Faculty Self-Evaluation Form (Probationary/Temporary)

Student/Parent Feedback Form

a. Instruction

b. Service Faculty

c. Children's Center/Parent

Page 98 of 118

Page 99 of 118



Final Form Agreement: Rev. 9/2017 Do Not Modify

Classroom/Worksite Observation Form



(Section 17.11.1: Classroom/worksite observations are required for all probationary faculty. They are only required

for tenured faculty who have never been observed providing instruction or service in the distance learning modality.)



Instructions: The focus during the observation is to describe events and collect data to be used in the evaluation.



Observation for:

(Name of faculty member being evaluated)



Observer:

(Name of team member conducting observation)



Date of Observation: Time:



Course Prefix and Title or Type of Activity Observed:



Summary: Provide a brief documentation, without subjective commentary, of the activity being observed. You may

include a chronology of the specific topics covered. Please indicate the number and the classifications (e.g.,

students, staff, faculty, physicians, nurses, patients) of people in attendance.

Page 100 of 118



Final Form Agreement: Rev. 9/2017 Do Not Modify

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Page 101 of 118



Final Form Agreement: Rev. 9/2017 Do Not Modify

Please answer the following:

1. Knowledge: The faculty member is knowledgeable of the subject matter.

☐ Agree ☐ Needs Improvement ☐ Disagree ☐ Unable to Evaluate

Comments (required for Needs Improvement or Disagree rating):

2. Communication: The faculty member provides clear and effective communication with students.

☐ Agree ☐ Needs Improvement ☐ Disagree ☐ Unable to Evaluate

Comments (required for Needs Improvement or Disagree rating):

3. Performance: The faculty member utilizes contemporary techniques and materials in the performance of

his/her assignment.

☐ Agree ☐ Needs Improvement ☐ Disagree ☐ Unable to Evaluate

Comments (required for Needs Improvement or Disagree rating):

4. Organizational skills: The faculty member is organized.

☐ Agree ☐ Needs Improvement ☐ Disagree ☐ Unable to Evaluate

Comments (required for Needs Improvement or Disagree rating):

5. Respect to students/clients: The faculty member is responsive to questions and the needs of

students/clients.

☐ Agree ☐ Needs Improvement ☐ Disagree ☐ Unable to Evaluate

Comments (required for Needs Improvement or Disagree rating):



Page 102 of 118

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Final Form Agreement: Rev. 9/2017 Do Not Modify

6. Evaluation Measurements: The faculty member uses appropriate student assessment methods.

☐ Agree ☐ Needs Improvement ☐ Disagree ☐ Unable to Evaluate

Comments (required for Needs Improvement or Disagree rating):

7. Evidence of meeting course or services objectives: The faculty member met course/service objectives as

outlined.

☐ Agree ☐ Needs Improvement ☐ Disagree ☐ Unable to Evaluate

Comments (required for Needs Improvement or Disagree rating):

8. Use of technology: The faculty member appropriately uses technology.

☐ Agree ☐ Needs Improvement ☐ Disagree ☐ Unable to Evaluate

Comments (required for Needs Improvement or Disagree rating):

9. (For DL Courses only) Contact in Distance Learning: The faculty member initiates regular and effective

student contact including but not limited to email, phone, text, chat, and video.

☐ Agree ☐ Needs Improvement ☐ Disagree ☐ Unable to Evaluate

Comments (required for Needs Improvement or Disagree rating):

____________________________________________________________ _________________________

Observer’s Signature Date



Page 103 of 118



Final Form Agreement: Rev. 9/2017 Do Not Modify

Response from faculty member being evaluated (optional)

____________________________________________________________ __________________________

Faculty’s Member’s Signature Date

Page 104 of 118

Colleague Feedback Instructions

Statement of Purpose: Your thoughtful responses to the following items will assist in the

evaluation of the below listed faculty member.

Evaluation Process: Please answer the items based on your direct knowledge of the employee’s

performance only as it relates to the assignment(s) indicated. Avoid answering questions based on

hearsay or speculation. If you do not have direct knowledge please indicate N/O (not observed).

Feedback forms must be signed. Your name will not appear on the form shared with the faculty

member. The faculty member will see your responses only. Do not discuss items or responses with

other employees.

Faculty Member Name: ________________________________________________

Assignment(s) being evaluated: _________________________________________

Directions: Choose the answer that best describes your response to the following statements.

A. Agree B. Disagree C. Not Observed

1. I have frequent and regular contact with this faculty member.

2. The faculty member appears to be knowledgeable of their assignment.

3. The faculty member communicates effectively in written and oral English.

4. The faculty member seems organized in their assignment(s).

5. The faculty member is objective and fair in the evaluation of students.

6. The faculty member respects the rights and needs of students.

7. The faculty member acknowledges and defends the free inquiry of his/her associates in the

exchange of ideas.

8. The faculty member acknowledges debts (crediting sources to avoid plagiarism).

9. The faculty member acts ethically and with a sense of personal integrity.

10. The faculty member establishes and maintains cooperative working relationships among faculty,

staff and administrators.

11. The faculty member develops appropriate materials including course syllabi, tests, and grading

criteria.

12. The faculty member appropriately tests, measures and reports student progress.

13. The faculty member utilizes technology appropriately.

Explain any “Disagree” responses. (Provide an example)

Completed by: __________________________________________ Date: ___________

Page 105 of 118

__



__



__

___ ___



__

__ ___

Full-time Faculty Evaluation Team Report

(Article 17 – Evaluations)

Semester: Academic Year:

Name: Title:

Department: Division:

Division Supervisor:

Faculty Status (check one): Regular (Tenured) Probationary (tenure track) Temporary

If probationary, check one: 1

year 2

year 3

year 4

year

If Temporary, check one: 1st year 2nd year 3rd year 4th year over 4 years

Evaluation Type and Cycle (17.6) (check one):

☐Probationary faculty (tenure track) ☐1

st ☐

nd ☐

rd ☐

th ☐

semester

☐

Regular Faculty (Tenured) triennial

☐Temporary Faculty ☐1

yr. ☐2

yr. ☐3

yr. ☐4

yr.

☐Triennial Off cycle (indicate reason):

Evaluation Team Members (17.9):

Supervisor:

Faculty member (Supervisor designee):

Faculty member (Faculty designee):

Evaluation process (17.10) used in this evaluation:

☐SGID (required for probationary/temporary faculty; faculty option for regular faculty) (attach results)

☐Classroom/worksite observation (required for probationary/temporary faculty) (attach results)

☐Self-evaluation Form (attach)

☐Student/Parent Feedback Forms (attach results summary)

☐Colleague Feedback form (attach results summary)

Page 106 of 118

The following section summarizes the assessment of the faculty member’s performance based on the input

collected during the evaluations process. For each area of evaluation refer to the appropriate rubric

pertaining to the faculty member’s primary assignment.

Rate the following areas based on the information gathered from the evaluation process.

Comments are required when performance is below standards

Meets Standards

Does not meet

standards

Not observed

Not applicable to

assignment

Section 1: COMPETENCY (17.3.1)

1. Knowledge of teaching field or assignment

2. Effective communication with students

3. Performance techniques

4. Organization skills

5. Use appropriate materials related to assignment

6. Incorporation of appropriate student assessment methods

7. Evidence of meeting course objectives

8. Use of the district's course management systems

9. Use of appropriate technology

Section 1 narrative comments required for does not meet standards ratings.

Section 2: STUDENTS (17.3.2)

1. Objectivity and fairness in the evaluation and discussion of student work

2. Maintenance of contractual obligations to hold regular and timely office

hours.

3. Respect for the rights and responsibilities of students as expressed in

official

college policies

Appropriate record keeping and reporting

Page 107 of 118

Section 2 narrative comments required for does not meet standards ratings.

Meets Standards

Does not meet

standards

Not observed

Not applicable to

assignment

Section 3: COLLEAGUES (17.3.3)

1. Acknowledging and defending the free inquiry of their associates in the

exchange of ideas

2. Acknowledging academic debts (crediting sources to avoid plagiarism)

3. Acting in accordance with the ethics of the profession and with a sense of

personal integrity

4. Establishing and maintaining cooperative working relationships among

faculty, administrators, and staff

Section 3 narrative comments required for does not meet standards ratings.

Section 4: PROFESSIONAL GROWTH (17.3.4)

1. Maintained 36 hours of professional development per Article 16 of the

contract.

Section 4 narrative comments required for does not meet standards ratings.

Section 5: COLLEGE SERVICE (17.4)

1. Meets Professional Responsibilities average 2 hours per week per Article 16

of the contract.

Section 5 narrative comments required for does not meet standards ratings.

Page 108 of 118

Evaluation Team’s Final Assessment

Evaluation team’s assessment of how well the faculty member meets the criteria in 17.3 of the contractual

agreement.

☐Satisfactory ☐Unsatisfactory

Evaluation Team Recommendation

☐Continue employment pursuant to terms and conditions of his/her appropriate status

☐ Continue employment under the following condition:

☐an off cycle evaluation to be conducted:

☐specified goals to be completed by (see attached):

☐specified training to be completed by (see attached):

☐ Award Tenure

☐Deny Tenure

Evaluation Team Signatures

Supervisor: Date

Faculty team member: Date

Acknowledgement Statement

I have read this report and have had the opportunity to discuss it with each of the evaluation team members. My

signature indicated receipt of the evaluation report and not necessarily agreement with the evaluation. I

aware I have the right to discuss this evaluation with my vice-president, if I so desire, and may submit a written

response to the evaluation within eight (8) days after receipt of the report.

Signature of Faculty Member Date

Vice-president review and recommendation

I have reviewed the evaluation and recommend the following for the faculty member:

☐Continue employment pursuant to terms and conditions of his/her appropriate status.

☐Continue employment under the following condition:

☐an off cycle evaluation to be conducted:

☐specified goals to be completed by (see attached):

☐specified training to be completed by (see attached):

☐Award tenure.

☐Deny tenure.

Appropriate Vice President Date

Original to Faculty Member Personnel File in Human Resources

Copy to Faculty Member

Page 109 of 118

Faculty Self-Evaluation Form (Article 17 Evaluations)

Name: Academic Year and Semester: _____________

Supervisor: ____________________________

Instructions: Refer to Article 17 of the Agreement (contract) between the District and the Faculty

Association to complete this self-evaluation form. Pursuant to Article 17.3, bargaining unit members

are responsible for an average of two hours per week of professional responsibilities. Complete this

form and submit it to the evaluation team by the date indicated in your evaluation timeline as

provided during your initial meeting. This form does not include evaluation of reassignments.

Faculty Status (check one):

☐Probationary (Tenure Track)

Check one: ☐1

year ☐2

year ☐3

year ☐4

year

☐Temporary

Check one: ☐1

year ☐2

year ☐3

year ☐4

year

☐Over 4 years

Section 1A: List all assignment(s)/duties for this semester (You may provide an attachment)

Section 1B: List all assignments/duties for each semester since your last evaluation

Section 2: Is your current assignment typical of your previous assignments since your last

evaluation? If not, please explain.

Page 110 of 118

Section 3: Criteria and Expectations

Briefly indicate how you met each of the following contractual evaluation areas. Provide at least one example.

You may attach examples and indicate a reference to it (i.e., see attached course syllabus; or, see attached

student planning sheet, etc.). Indicate N/A if an area does not apply to your assignment.

COMPETENCY (17.3.1)

a. Knowledge of teaching field or assignment

b. Effective communication with students

c. Teaching, counseling, or other service techniques

d. Organization skills

Use of appropriate materials related to your assignment

f. Incorporation of appropriate student assessment methods in your assignment

Page 111 of 118

g. Evidence of meeting course or service objectives

h. Use of appropriate technology in your assignment

STUDENTS (17.3.2)

a. Objectivity and fairness in the evaluation and discussion of student work.

b. Maintenance of contractual obligations to hold regular and timely office hours.

c. Respect for the rights and responsibilities of students as expressed in official college policies.

d. Appropriate record keeping and reporting.

COLLEAGUES (17.3.3)

a. Acknowledging and defending the free inquiry of their associates in the exchange of ideas.

b. Acknowledging academic debts (crediting sources to avoid plagiarism).

Page 112 of 118

c. Acting in accordance with the ethics of the profession and with a sense of personal integrity.

d. Establishing and maintaining cooperative working relationships among faculty, administrators, and

staff.

PROFESSIONAL DEVELOPMENT (17.3.4)

a. Maintained 36 hours of professional development per Article 16.

Attach a summary of the hours. If you did not maintain 36 hours annually, explain why:

COLLEGE SERVICE(17.4)

a. Indicate how you satisfied the requirements of Article 17.3.5:

Page 113 of 118

Section 4: Professional Conditions Survey

Please complete the following survey:

A. Very Satisfied B. Somewhat Satisfied C. Somewhat Dissatisfied D. Very Dissatisfied

How satisfied are you with:

1. Your level of performance in your assignments. ☐A ☐B ☐C ☐D

2. The level and quality of clerical support you receive. ☐A ☐B ☐C ☐D

3. The level and quality of technical support you receive. ☐A ☐B ☐C ☐D

4. The adequacy and quality of facilities. ☐A ☐B ☐C ☐D

5. The quantity and quality of equipment. ☐A ☐B ☐C ☐D

6. The level and quality of department level support. ☐A ☐B ☐C ☐D

7. The level and quality of administrative support. ☐A ☐B ☐C ☐D

8. Overall satisfaction. ☐A ☐B ☐C ☐D

Section 5: Comments

You may use this section to explain answers or provide comments you feel will assist the team in

reviewing your evaluation.

Page 114 of 118

Final Form Agreement: rev. 9/2017 Do Not Modify

Student Feedback of Instruction

Purpose: Your thoughtful responses to the following items will help improve instruction.

Your cooperation in completing this form is appreciated.

Process: This feedback should be provided anonymously. Do not put your name on the answer

sheet. The instructor will see the written responses only after final grades have been

submitted.

Directions: Choose the answer that best describes your response to the following statements. If

an item does not apply to a particular course, subject, or instructor, choose option E.

A. Strongly agree B. Agree C. Disagree D. Strongly disagree E. No opinion

1. The instructor seems knowledgeable of the course subject and materials.

2. I understand the instructor's written and verbal explanations.

3. The instructor makes learning this subject interesting.

4. The instructor makes learning this subject challenging.

5. The instructor seems organized and prepared.

6. My instructor makes regular attempts to communicate with me.

7. I know what is expected of me in this course.

8. My instructor grades my work fairly.

9. My instructor is available during his/her office hour.

10. My instructor is respectful of students.

11. I feel the workload for this course is reasonable.

12. I would recommend this instructor to other students.

13. I attend class regularly.

14. I participate in class discussions or activities.

15. I am satisfied with my progress in this course.

16. I have learned a lot in this course. (Overall course)

17. I think this instructor is a good teacher. (Overall instructor)

Comments related to the above questions are encouraged.

Page 115 of 118

Final Form Agreement: rev. 9/2017 Do Not Modify

Student Feedback of Service Faculty Member

Statement of Purpose: Your thoughtful responses to the following items will help the faculty

member improve services. The college and faculty appreciate your cooperation in completing this

evaluation form.

Evaluation Process: This evaluation should be done anonymously. Do not put your name on

the answer sheet. The faculty member will see your written responses only after final grades

have been submitted.

Please check the appropriate box:

☐ Counselor ☐ Academic Specialist ☐Health Services ☐Librarian

Directions: Choose the answer that best describes your response to the following statements.

A. Strongly Agree B. Agree C. Disagree D. Strongly Disagree E. No Opinion

1. The faculty member seemed knowledgeable and qualified to assist me.

2. The faculty member answered my questions clearly.

3. The faculty member provided me with up-to-date information.

4. The faculty member seemed organized and prepared.

5. The faculty member provided me with helpful information.

6. The faculty member assisted me in clarifying my goals.

7. The faculty member was available as scheduled.

8. The faculty member was respectful and made me feel comfortable and welcome.

9. The faculty member assisted me with my individual needs or problems.

10. I would recommend this faculty member to my friends or return to the counselor for help in the future.

We encourage comments related to the above questions. Please include comments:

Page 116 of 118

Final Form Agreement: rev. 9/2017 Do Not Modify

Children’s Center/Parent Feedback of Instruction

Purpose: Your thoughtful responses to the following items will help the preschool teachers improve

his/her teaching. The college and faculty appreciate your cooperation in completing this evaluation form.

Process: This evaluation should be done anonymously. Do not put your name on the answer sheet.

Directions: Choose the answer that best describes your response to the following statements. If an item

is not applicable to a particular course, subject, or instructor, choose E.

A. Strongly Agree B. Agree C. Disagree D. Strongly Disagree E. No Opinion

1. The teacher seems knowledgeable of the preschool program.

2. The teacher communicates clearly.

3. The teacher makes learning interesting and fun.

4. The teacher seems organized and prepared.

5. I know what is expected of me and my child in the program.

6. The teacher is fair when addressing rules and procedures.

7. The teacher is available and willing to meet with me.

8. The teacher is respectful of the children and parents.

9. My child attends the preschool program regularly.

10. Overall, I think this preschool program is good. (Overall course)

11. Overall, I think this teacher is a good teacher. (Overall instructor)

Please include comments:

Page 117 of 118

ARTICLE 18 APPENDIX: REASSIGNED TIME MATRIX

POSITION APPROVED FTEF

Academic Senate

2.200

Academic SLO Coordinator

0.400

Agribusiness Coordinator

0.400

Certified Nursing Assistant Coordinator

0.400

Culinary Arts Coordinator

0.400

Dance Coordinator

0.400

Dental Assistant Coordinator

0.400

Department Chairs

0.400

Developmental English & Reading Coordinator

0.300

Developmental Math Team Leader

0.300

Director Children Center

1.000

Early Childhood Studies Coordinator

0.400

Environmental Technology Coordinator

0.400

FCS Coordinator

0.200

Film Video Coordinator

0.200

Fire Academy Coordinator

0.600

Football Offensive Coordinator

0.400

FSN Coordinator

0.400

Head Coach – Baseball

0.400

Head Coach – Basketball Men’s

0.400

Head Coach – Basketball Women’s

0.400

Head Coach – Cross Country Women’s

0.400

Head Coach – Football

1.000 in season, 0.600 off season

Head Coach – Golf Men’s

0.400

Head Coach – Soccer Men’s

0.400

Head Coach – Soccer Women’s

0.400

Head Coach – Softball

0.400

Head Coach – Swimming Women’s

0.400

Head Coach – Track/Field Men’s

0.400

Head Coach – Track/Field Women’s

0.400

Head Coach – Volleyball Women’s

0.400

Head Coach – Water Polo Women’s

0.400

Human Services Coordinator

0.300

Industrial Technology Coordinator

0.200

Law Enforcement Academy Coordinator

0.600

LVN Coordinator

0.400

Medical Assisting Coordinator

0.400

Music Coordinator

0.157

Non-Credit ESL Coordinator

0.400

Nursing Coordinator

0.400

Professional Acting Coordinator

0.476

Puente Coordinator

0.788

Regional Strong Workforce Coordinator

0.200

Registered Veterinary Technology Coordinator

0.400

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AGREEMENT (Allan Hancock College)

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