Contract

Between CCFT & the Cabrillo Community College District
July 1, 2007 through June 30, 2010

This page contains all the articles and side letters on one page, to make it easier to browse through or print out the whole contract. The appendices will open as separate PDF files. Click here for links to each article and side letter on its own page.

Table of Contents

Articles

Article 1
Preamble

• 1.1 This is an Agreement by and between the Board of Trustees of the Cabrillo Community College District (hereinafter referred to as "District") and the Cabrillo College Federation of Teachers, Local 4400 CCFT/AFT (hereinafter referred to as "CCFT").
• 1.2 Both parties to this agreement expect that it is a commitment leading to the enhancement of the excellence and prestige of Cabrillo College through the provision of quality education for the students and community served by the college.
• 1.3 This agreement is entered into pursuant to Chapter 10.7, Sections 3540-3549.3 of the California Government Code.
• 1.4 DEFINITION OF TERMS: Unless expressly provided otherwise, the following definitions shall govern the interpretation and construction of this agreement.
  • 1.4.1 The "CCFT" means the Cabrillo College Federation of Teachers, Local 4400 CCFT/AFT.
  • 1.4.2 The "District" means the Board of Trustees of the Cabrillo Community College District.
  • 1.4.3 The "Governing Board" means the Board of Trustees of the Cabrillo Community College District.
  • 1.4.4 The "College" means Cabrillo College.
  • 1.4.5 The "fiscal year" runs from July 1 through June 30.
  • 1.4.6 The 175 day "academic year" runs from the beginning of Flex Week of Fall Semester through the end of Finals Week of Spring Semester and excludes wintersession and summer session.
  • 1.4.7 The "academic calendar" is the calendar of teaching days, flex days, and final exam days in the academic year.
  • 1.4.8 A "bargaining unit member" is a nonmanagement, nonconfidential academic employee.
  • 1.4.9 "Contract member" means a probationary academic employee.
  • 1.4.10 "Temporary contract member" means a bargaining unit member employed in accordance with Education Code Section(s) 87470, 87478, 87480, 87481, and/or 87482, as applicable.
  • 1.4.11 "Regular unit member" means a tenured academic employee.
  • 1.4.12 "Adjunct faculty" means a bargaining unit member who is employed for no more than 60 percent of the hours per week considered a full-time assignment for regular employees having comparable duties [Education Code Section 87482.5(a)].
  • 1.4.13 An "adjunct instructor" is an adjunct member who is an instructor.
  • 1.4.14 A "standard scheduled class" is defined as a class requiring a minimum number of students taught at the same time in one classroom, and listed in the schedule of classes. "Non-standard scheduled classes" include, but are not limited to, Learning Skills classes, Library 10 classes, Stroke Center classes, and open labs.
  • 1.4.15 A "Dean" means a management employee who is a Dean or the appropriate administrator.
• 1.5 The bargaining unit covered by this Agreement includes every employee of the District who is not designated by the Board as a confidential, classified, or management employee and who is employed by the Board in a position requiring minimum qualifications as established by AB 1725.
• 1.6 Printing and distribution of new Contracts and Supplements shall be completed within 90 days of final approval of a Contract or Supplement by the Governing Board. Printed copies of the Contract and Supplements shall be made available for distribution to unit members, the Governing Board, and the college administrators. The Contract and Supplements are available online.
• 1.6.1 Copies of the Contract shall be printed as needed to ensure distribution to all new unit members and college administrators who request a printed copy.
• 1.6.2 Supplemental agreements shall be made available to unit members and administrators in print upon request and are available online.
• 1.6.3 Each unit member shall be given a copy of the Contract and Supplement by the Human Resources Office upon hire.
• 1.6.4 The marginal costs of printing and other marginal costs associated with the preparation for distribution of the contract shall be born equally by the District and CCFT. Marginal costs are those costs above and beyond the costs of printing and distributing the Faculty Resource Guide without the contract included.

Article 2
Recognition

• 2.1 The District hereby recognizes that CCFT has been certified by the Public Employment Relations Board as the exclusive representative for the employees in the representation unit, which is composed of all academic employees excluding all employees identified by the Governing Board as management, supervisory or confidential.
• 2.2 The District agrees that if subsequent to the agreement it creates any new academic positions, they shall be assigned to the bargaining unit, except those that are lawfully designated as management, confidential or supervisory. Disputes may be submitted to the PERB for resolution.

Article 3
District Rights

• 3.1 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 Contract, and then only to the extent such specific and express terms are in conformance with law.
• 3.2 It is understood and agreed that the District retains all of its powers and authority to direct, manage and control to the full extent of the law, consistent with the provisions of the Education Code and the regulations of the Board of Governors of the California Community Colleges. Included in, but not limited to, those duties and powers are the exclusive right to: determine its organization; direct the work of its employees; determine the times and hours of operation; determine the kinds and levels of services to be provided and the methods and means of providing them; 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 in collaboration with the Faculty Senate; build, move or modify 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 caused by an act of God. In addition, the Board retains the right to hire, classify, assign, promote, reprimand, and terminate employees.
• 3.3 The exercise by management of the rights and discretion as described herein shall not be subject to the grievance/arbitration procedure, except when the exercise of such rights conflicts with the specific terms and conditions of this Contract, state and federal laws, or the regulations of the Board of Governors of the California Community Colleges.

Article 4
Academic Freedom

• 4.1 Cabrillo College District recognizes that academic freedom provides a foundation for intellectual stimulation and development, and academic success in the teaching environment. The District also recognizes that academic freedom is fundamental to the protection of teachers' and students' rights.
• 4.2 Academic Freedom and Protection
  • 4.2.1 Academic freedom encompasses the freedom to study, teach and express ideas, including unpopular or controversial ones, without censorship, political restraint or retribution. Academic freedom allows for the free exchange of ideas in the conscientious pursuit of truth.
  • 4.2.2 Protecting academic freedom is the responsibility of the college community. In a climate of openness and mutual respect, the college protects and encourages the exchange of ideas which are presented in the spirit of free and open dialogue.
• 4.3 Professional Autonomy
  Faculty members have the principal right and responsibility to determine the methods of instruction, the planning and presentation of course materials, and the fair and equitable methods of assessment in their assignment in accordance with the approved curriculum, course outline, educational mission of the District, District policies, requirements of accreditation bodies, and state and federal laws and regulations.
• 4.4 Professional Commitments and Obligations
  All faculty members should:
  • 4.4.1 Conduct a classroom environment that is conducive to student learning, growth, and development in which students are free from discrimination, prejudice, and harassment and in which students are free to express relevant ideas and opinions.
  • 4.4.2 Clearly differentiate to students the expression of a faculty member’s personal opinions or convictions from the objective presentation of theory, fact, or ideas.
  • 4.4.3 Adhere to District procedures for using approved materials and resources.
• 4.5 Employment by the District does not in any way restrict or limit the First Amendment right enjoyed by faculty as members of their communities. Faculty members are free to speak and write publicly on any issue, as long as they do not indicate they are speaking for the institution.
• 4.6 Alleged violations of this Article 4 shall be subject to Article 12, Grievance Procedure, as provided in this section.
• 4.6.1 A grievance may be initiated according to sections 12.1 through 12.4.1.4 (through Level I -- Informal Resolution).
• 4.6.2 Level IA - Academic Freedom Review Committee: If the grievant is not satisfied with the decision at Level I, the grievant may within ten (10) days of receipt of the decision at Level I appeal the decision on the appropriate form to the Academic Freedom Review Committee ("AFRC"), via timely delivery to the Vice President, Instruction, with a copy to the immediate supervisor(s) involved. The statements shall include a copy of the original grievance and a concise statement of the reasons for the appeal.
• 4.6.3 The AFRC shall be comprised of the Academic Senate President/designee, CCFT Grievance Officer, a CCFT unit member selected by the grievant, Dean/designee, Vice President, Instruction/designee, and Dean of Student Services/designee.
• 4.6.4 Within ten (10) days of receipt of the appeal, the AFRC shall meet to consider the appeal. The AFRC shall make every effort to issue its report within this ten (10) day period. In any event, the AFRC's report shall be issued to the grievant and any immediate supervisor(s) involved within twenty (20) days of receipt of the appeal.
• 4.6.5 If the grievant is not satisfied with the resolution of the grievance as recommended in the AFRC report, the grievant may within ten (10) days of receipt of the report appeal on the appropriate form to the Superintendent/ President, Level II (section 12.4.2) of the Grievance Procedure shall thereafter be followed, provided that a copy of the AFRC report shall be included in the appeal to the Superintendent/President (and to the Governing Board if the grievant appeals the Level II decision under section 12.4.3.7).

Article 5
Nondiscrimination

• 5.1 Except as provided by the California Education and Government Codes, the District and the CCFT agree not to discriminate against any unit member or District employee on the basis of race, color, creed, national origin, religion, sex, age, sexual orientation, partisan or electoral political activities/affiliations, marital status, physical handicap or exercise of Constitutional rights. The District and the CCFT further agree that it is the intent of the Cabrillo Community College District and the Cabrillo College Federation of Teachers to follow the procedures as presented in the Cabrillo College policies related to harassment and discrimination. CCFT shall be entitled to have at least one representative on any committee that develops or modifies such policies.

Article 6
Effect of Agreement

• 6.1 In the event a conflict exists between the specific provisions contained in this Agreement and District practices, policies, procedures and State laws to the extent permitted by State law, the provisions of the Agreement prevail.

Article 7
CCFT Rights and Organizational Security

• 7.1 Representatives of the CCFT shall have the right to use the college facilities and equipment at the site at reasonable hours for CCFT business when such facilities are not otherwise in use, and subject to the following conditions:
  • 7.1.1 The CCFT representative follows standard facilities or equipment use procedures for the reservation and use of facilities or equipment.
  • 7.1.2 The requested activities or use will not interfere or interrupt normal District or campus operations.
  • 7.1.3 The CCFT shall reimburse the District for any materials consumed while using District equipment.
• 7.2 The CCFT may use non-classroom campus bulletin board spaces subject to the following conditions:
  • 7.2.1 All posting shall contain the date of publication and the identification of the document as a CCFT sponsored publication.
  • 7.2.2 Authorized CCFT representatives shall have the primary responsibility of posting or removing their materials on the bulletin boards.
• 7.3 The CCFT may place material in the mailboxes of unit members provided such material is accurately identified as originating from the CCFT, CFT, or AFT.
• 7.4 The CCFT may use the District mail, telephone, and FAX services subject to the reasonable rules and regulations of the District. CCFT will pay the marginal costs of such usage.
• 7.5 A mutually agreed upon number of designated representatives of the District and the CCFT shall meet on a mutually agreed upon date, place and time, at least once every month, for the purposes of reviewing the administration of the Agreement in force and attempting to resolve any other problems that may arise. Each party may submit an agenda for discussion.
• 7.6 Reassigned Time for CCFT
  • 7.6.1 Upon written request of the CCFT, prior to the due date for printing the class schedule for any semester, the District shall grant annually 1.0 of Full Time Equivalent (FTE) reassigned time, with pay, to be distributed by the CCFT for work including, but not limited to contract required committee work, grievance representation, negotiations, arbitration, and CCFT representation at meetings and conferences related to official CCFT business. In addition, the CCFT may purchase up to a total of 0.8 FTE reassigned time at the adjunct salary schedule rate for the above purposes.
  • 7.6.2 The reassigned time shall be distributed in such a manner so as to allow for unit pay replacement for all cases.
• 7.7 Upon request of the CCFT, the District's Principal Contract Administrator or designee shall provide the information needed for contract administration and negotiations to the extent required as part of the District's good faith obligation to CCFT.
• 7.8 The District shall provide the name and mailing address for each new person who is employed and who becomes a unit member within 10 days of hire. CCFT shall provide the District with an appropriate form
• 7.9 Organizational Security
  • 7.9.1 Check Off
    CCFT will have the sole and exclusive right to have membership dues and service fees deducted from unit members in the bargaining unit by the District. The District shall, upon appropriate written authorization from any unit member, deduct and make appropriate remittance for CCFT dues, COPE contributions, charitable donations, or other plans or programs approved by CCFT and the District. The District will pay to the designated payee within fifteen (15) working days of the deduction all sums so deducted.
    • 7.9.1.1 Upon hire, each new employee in the bargaining unit will be informed by the Personnel Department of his/her choice to join CCFT or to pay a service fee at the appropriate rate from the CCFT dues and fee schedule.
  • 7.9.2 Dues Deductions
    • 7.9.2.1 The District will deduct dues monthly, in accordance with the CCFT dues schedule, from the wages of all unit members for whom a dues authorization form has been submitted to the District. However, should an employee choose to pay dues by lump sum directly to CCFT, the employee will submit a paid receipt from CCFT to the District personnel office, specifying the time period covered by the payment. Payroll deductions for dues will not be made for that period. Such direct payments may be made only for one full academic year, except for adjunct employees who may make direct payments by the semester.
    • 7.9.2.2 An authorization to deduct dues shall remain in effect until it is revoked in writing by the unit member.
  • 7.9.3 Service Fee
    • 7.9.3.1 CCFT and the District agree that each employee in the bargaining unit should contribute toward the cost of administration of this Agreement by CCFT and for the representation of unit members in the bargaining unit.
    • 7.9.3.2 The District shall make payroll deductions for the appropriate service fee from the CCFT fee schedule for any member of the bargaining unit who is not a member of CCFT as of (date of election). However, should an employee choose to pay service fees by lump sum directly to CCFT, the employee will submit a paid receipt from CCFT to the District personnel office, specifying the time period covered by the payment. Payroll deductions for fees will not be made for that period. Such direct payments may be made only for one full academic year, except for adjunct employees who may make direct payments by the semester.
    • 7.9.3.3 In the event that a unit member revokes a dues authorization in writing, the District will immediately begin payroll deduction for the appropriate service fee from the CCFT fee schedule. However, should an employee choose to pay service fees by lump sum directly to CCFT, the employee will submit a paid receipt from CCFT to the District personnel office, specifying the time period covered by the payment. Payroll deductions for fees will not be made for that period. Such direct payments may be made only for one full academic year, except for adjunct employees who may make direct payments by the semester.
  • 7.9.4 Religious Objection
    Any unit member covered by this Agreement who is a member of a religious body whose traditional tenets or teachings include objections to joining or financially supporting unit member organizations shall not be required to join, maintain membership in, or financially support any unit member organization as a condition of employment. Once such unit member has submitted evidence to CCFT which proves that he/she sincerely holds such beliefs, that unit member will be required, in lieu of service fee, to pay by payroll deduction sums equal to such service fee to the non-religious, non-labor Cabrillo College Foundation, which is a charitable fund exempt from taxation under Section 401(c)(3) of Title 26 of the Internal Revenue Code. Evidence of such belief and a completed payroll deduction authorization form shall be submitted to CCFT within thirty (30) days of employment.
  • 7.9.5 Remittance Notification by the District to CCFT
    For each payroll period, the District shall include with all remittances to the CCFT, two lists of unit members for whom deductions have been made. One list shall include deductions for dues and fees and indicate the amounts withheld from each unit member's salary and the second list shall include religious objection deductions and indicate the amounts withheld from each unit member's salary.
  • 7.9.6 CCFT agrees to furnish any reasonable and necessary information needed by the District to fulfill the provisions of this Article.
  • 7.9.7 CCFT agrees to pay to the District all reasonable legal fees and legal costs incurred in defending against any court action and/or administrative action challenging the legality or constitutionality of the agency fee provisions of this Agreement or their implementation. CCFT shall have the exclusive rights to decide or determine whether any such action or proceeding referred to above shall or shall not be compromised, resisted, defended, tried or appealed.
  • 7.9.8 The District shall put into effect any new or changed employee-generated CCFT deductions by the next payroll. In the event of a change in the CCFT dues or fees schedule, CCFT will provide the necessary information to the District fifteen (15) working days before the next published monthly payroll cutoff date.
  • 7.9.9 The District will notify CCFT in writing within five (5) working days of any change in CCFT deductions initiated by an employee or the District.
• 7.10 CCFT maintains the right to select and recommend CCFT representation on college committees.
• 7.11 The District and CCFT will attempt to continue the general past practice of scheduling negotiations outside times when CCFT representatives are scheduled for teaching. However, both parties understand that this practice cannot be implemented with any precision.

Article 8
Safety Conditions and Work Environment

• 8.1 The District shall make every reasonable effort to provide conditions for a safe and healthy work environment. Unit members shall cooperate with management in maintaining appropriate safety practices in all facilities.
• 8.2 Unit members will report in writing to their immediate supervisor, any conditions which come to their attention that may pose a threat to the safety of any person associated with the District. In the case of emergencies, such reports do not have to be in writing.
  • 8.2.1 The District shall investigate such reports and take appropriate actions to correct the condition found to be unsafe or unhealthy in a timely way. Standards established by State law shall prevail.
  • 8.2.2 The District is committed to regular communication regarding safety issues and shall notify the unit member making the report in a timely manner in writing of the investigation and actions taken in 8.2.1.
• 8.3 In scheduling classes for indoor and outdoor rooms or activity areas, consideration shall be given to safety conditions, capacity of available space, appropriate equipment and study stations.
• 8.4 In the event a unit member and supervisor disagree on the conditions specified in 8.3 above, the unit member may report, in writing, the grounds of the disagreement along with recommendations to the appropriate Vice President.
  • 8.4.1 Upon receiving this report, the appropriate Vice President or designee shall respond in writing to the report.
  • 8.4.2 The written explanation shall be returned to the unit member in a timely way.
• 8.5 Contract and regular unit members required to hold office hours shall be provided with appropriate office space. Such space may be shared pursuant to 8.6.
• 8.6 Adjunct unit members are required to hold pro rata office hours. The appropriate administrator will notify adjunct faculty of designated office space before the first week of classes each semester. Contract faculty are required to allow adjunct unit members joint use of any office space provided by 8.5 above. Refer to Article 16.15 for adjunct access to voicemail, email, and computers.
• 8.7 Mileage Reimbursement and Faculty Privileges: See Article 13.15.

Article 9
Professional Growth and Development

This article defines Sabbatical Leave, Flexible Calendar, and Professional Growth and Development activities, and the Unit Banking provisions.

• 9.1 Sabbatical Leaves
  The District may grant a sabbatical leave, which will benefit the College and the students of the District. The purposes for which a sabbatical leave may be granted are as follows:
  • (a) Scholarly or creative endeavors in the discipline being taught;
  • (b) Improvement of skills in the discipline being taught;
  • (c) Retraining in a new discipline;
  • (d) Improvement of teaching skills;
  • (e) Development of programs and curriculum.
  • 9.1.1 Criteria
    The proposed plan must significantly relate to the college mission, the bargaining unit member's assignment and should improve professional competence.
  • 9.1.2 Sabbatical Leave Categories
    • 9.1.2.1 Study in residence at an accredited university or college. Proposed course work shall be planned to achieve specific objectives.
    • 9.1.2.2 A special project or research problem planned with specific objectives.
    • 9.1.2.3 Work experience program to study in schools maintained by a business or industry for crafts people or technical workers to obtain work experience in the vocational field in which the employee works. Ideally, the specific school or job offer shall be submitted with the proposal program, but may be submitted before the beginning of the leave.
    • 9.1.2.4 Travel
      Employees on sabbatical leave for travel shall remain in travel status for the majority of the days of each semester of leave granted. Applicants shall submit a detailed statement of the proposed itinerary demonstrating specific objectives related to the area of the institutional assignment.
    • 9.1.2.5 Curriculum Planning
      A sabbatical leave for curriculum planning may be granted after the applicant has submitted a proposal demonstrating the need for revision of existing courses or development of new courses. Leaves granted in connection with curriculum planning may include non-paid part-time teaching if that teaching is integral to the proposed curriculum development.
    • 9.1.2.6 Other
      A program may be designed to meet multiple objectives such as study, research or special project, work experience, travel, and/or curriculum planning. An applicant shall submit specific objectives and relationship with the institutional assignment.
  • 9.1.3 Eligibility
    • 9.1.3.1 Preceding the granting of the leave, the applicant must have completed twelve semesters of continuous service in the District in an academic position. A year of service is defined as a contract for more than 60% of the academic semester requirement.
    • 9.1.3.2 Leave of absence for other purposes shall not be deemed a break in the continuity of service, nor shall the period of such absence count toward the years of service requirement.
    • 9.1.3.3 Service under a nationally recognized fellowship or foundation approved by the State Board of Education, or a teacher exchange, for a period of not more than one year, for research, teaching, or lecturing, shall not be deemed a break in the continuity of service, and the period of absence shall be included in computing the years of service required.
  • 9.1.4 Length of Sabbatical Leave
    A sabbatical leave may be granted for a full academic year or for one semester. After consultation with and approval from the appropriate administrator and the Vice President of Instruction, a full year's leave may be taken in two consecutive semesters of two different academic years if the applicant can show a need for such an arrangement and the affected department and division concur. Such approval must be granted prior to the submission of the proposal to the Sabbatical Leave Review Board pursuant to Section 9.1.8.2.
  • 9.1.5 Funding
    • 9.1.5.1 Contributions
      • 9.1.5.1.1 Bargaining unit members going on leave will contribute to the cost of their replacements through reductions in salary and benefits during the time that they are on leave.
      • 9.1.5.1.2 The unit member's contribution shall be the difference between his/her regular salary and benefits and his/her sabbatical salary and benefits.
      • 9.1.5.1.3 These reductions will be prorated over the whole year in the case of half year leaves. The schedule of these reductions appears in Section 9.1.5.8.
    • 9.1.5.2 District Contribution
      The District shall contribute $98,947 to support the Sabbatical Leave Program for applications made in 2006-07. This amount shall be increased each year thereafter by the same increment as the contract faculty salary schedule was increased in the prior year. The cost of the leave, including the replacement, shall be determined at the time of the approval of the leave by the Governing Board. Should the calculations at that time determine that the full amount for the fiscal year not be expended, the residual amount, rounded to the nearest one hundred dollars, will be credited to the subsequent year's allocation.
      • 9.1.5.2.1 Regardless of the placement on the leave priority list (9.1.7.1), if an applicantís going on leave would result in a net monetary gain for the District, the applicant will be permitted to go at the salary determined by the Contract. The salary savings will accrue to the sabbatical fund. If these savings are large enough, they may permit the highest-ranking unfunded applicant to go on leave.
      • 9.1.5.2.2 Those applicants on the list for whom funding is not available will be informed in writing of their position and will be offered the opportunity to go on leave by accepting a yearly salary less than that specified in the Contract. The applicant must agree to this procedure in writing. This salary will be calculated so that there is an exact balance between the total cost of the leave, including replacement salaries, and the cost to the District had the applicant not gone on leave. Current procedures, such as including fringe benefits and using the average cost of a teaching unit, shall be used in this calculation.
    • 9.1.5.3 Replacement costs of unit members going on leave shall be based on information from the Instruction Office as to the type of replacement necessary for maintenance of programs in the divisions and departments affected.
    • 9.1.5.4 Should the cost of the Sabbatical program for a given year as noted in 9.1.5.3, exceed the contributions as noted in 9.1.5.1 and 9.1.5.2, the Sabbatical Leave Review Board shall make the final recommendation of leaves such that the final costs do not exceed the contributions.
    • 9.1.5.5 The method of payment shall follow the regular payroll procedure with compensation based on the salary schedule in effect during the period of the leave. Compensation shall be calculated on the individual bargaining unit member's placement on the salary schedule for the year the leave is taken (step and column) and doctoral stipend, if any. All other stipends and/or special salary considerations are specifically excluded.
    • 9.1.5.6 If the bargaining unit member has been on less than a full-time contract for the previous academic year, the sabbatical leave salary shall be calculated on the basis of the applicant's contract for the majority of the six years prior to sabbatical. If the applicantís contract does not have a majority reduced contract, the sabbatical leave salary will be based on an average of the reduced contracts for the six years prior to sabbatical.
    • 9.1.5.7 Bargaining unit members on sabbatical leave shall not be compensated for any instruction they may perform at the college during the term of their sabbatical leave.
    • 9.1.5.8 Bargaining unit members on sabbatical leave shall be compensated according to the following schedule: the percentages shown indicate the percentage of the full year's salary and benefits that shall be paid to the applicant during the leave year, whether the leave is for a full year or for one semester.
      After six years of service:
          Full year: 60%
          Half year: 80%
      After seven years of service:
          Full year: 65%
          Half year: 85%
      After eight years of service:
          Full year: 70%
          Half year: 90%
  • 9.1.6 Service After Sabbatical Leave
    • 9.1.6.1 The District requires service amounting to twice the term of the leave, immediately following the leave, except under certain conditions provided by the Education Code. Either a faithful performance bond or a Sabbatical Leave Agreement (Appendix T), approved by resolution of the Governing Board, must be executed as a condition of the leave.
    • 9.1.6.2 At the expiration of the sabbatical leave, the bargaining unit member shall, unless otherwise agreed to, be placed in a position equivalent to that held prior to the leave. However, under no circumstances shall the returnee be entitled to seniority status or rights greater than had the employee been in regular service.
  • 9.1.7 District Requirements
    • 9.1.7.1 The number of bargaining unit members absent for the sabbatical leave in a semester shall not exceed ten percent (10%) of faculty. To the greatest extent possible, the sabbatical leaves approved for a given academic year shall be equally distributed between semesters, and in no academic year shall the number of leaves in each semester vary by more than twenty percent (20%). The Sabbatical Leave Review Board shall consult with individuals and with divisions to achieve this number and to achieve a balance between the fall and spring semesters. If this consultation does not achieve a fall/spring semester balance and no more than the maximum number of allowable leaves per semester, the Sabbatical Leave Review Board may establish leave priorities on the basis first, of leave seniority; second, seniority at the college; and finally, by lot.
  • 9.1.8 Application Procedure Requirements
    • 9.1.8.1 Mandatory Flex Week Workshop
      Eligible bargaining unit members who intend to apply for Sabbatical Leave must attend a Flex Week Session on ìHow to Write a Sabbatical Leave Proposalî in the fall of the academic year during which the proposal will be submitted. The chair of the SLRB will forward the list of unit members attending the workshop to the appropriate supervising administrator and vice president to inform them of potential sabbaticants.
      • 9.1.8.1.1 Faculty who do not attend the Flex Week session, or do not have written approval from the chair of the SLRB not to attend, will be ineligible to submit a sabbatical proposal for that year. Approval to not attend requires a written request to the SLRB chair explaining the reasons for not attending. Email is acceptable. The applicant must attend a make-up workshop session. Unless there is an emergency, approval to not attend the Flex Week session must be prior to the Flex Week session.
    • 9.1.8.2 A proposed plan for the Sabbatical Leave shall be submitted in writing to the appropriate supervising administrator and vice president no later than October 15 of the academic year prior to the year for which the leave is requested. The plan shall provide sufficient information for the evaluation pursuant to Section 9.1 (purpose), 9.1.1 (criteria), and 9.1.2 (categories).
    • 9.1.8.3 At least 20 calendar days prior to the October 15 deadline, the applicant must meet with the Dean or appropriate administrator to discuss the proposal. The supervising administrator must attach to the submitted proposal the written approval or disapproval which must state how the proposal meets, or fails to meet, the criteria listed in 9.1.1 herein.
  • 9.1.9 Sabbatical Leave Review Board
    • 9.1.9.1 Composition
      The Sabbatical Leave Review Board shall consist of the Faculty Senate President, two (2) bargaining members named by the Faculty Senate, three (3) bargaining unit members named by the CCFT, and six (6) administrators, of whom one is the Vice President, Instruction, and three (3) are Deans named by the Vice President, Instruction. No applicant shall be a member of the committee.
      • 9.1.9.1.1 The chair of the SLRB shall be chosen by the SLRB. If the chair is a bargaining unit member, the District will negotiate compensation for reassigned time with CCFT within two (2) weeks of the District being notified. The chair shall work with the VPI on an ongoing basis to ensure the implementation of the entire sabbatical process, including, but not limited to, proposals, re-writes, reports, and communication. The chair also oversees the consideration of alternative credit for column advancement (Article 13.5.2).
    • 9.1.9.2 Board Procedures
      • 9.1.9.2.1 The Board shall schedule its meetings so as to effectively coordinate with the deadlines for sabbatical applications (Section 9.1.8), sabbatical reports (Section 9.1.12) and applications for alternative credit (Appendix S).
      • 9.1.9.2.2 The Board shall review and approve applications as to form, content, adherence to purpose (Section 9.1), criteria (Section 9.1.1), categories (Section 9.1.2), and District requirements (Section 9.1.7).
        The first meeting of each year shall include:
        • (a) a review of Sabbatical Leave policy, as well as the Boardís procedures; and
        • (b) a review of the previous yearís results and a report by the Chair on the current state of the sabbatical program.
      • 9.1.9.2.3 If the application is not approved for reasons specified above, the Board shall return it to the applicant with specific directions. Applications must be resubmitted by a date determined by the Board. Failure to resubmit an application shall be grounds for denial of leave.
      • 9.1.9.2.4 At its next meeting the Board shall:
        • (a) consider leave projects that have been resubmitted;
        • (b) review matters related to District requirements and to act on any of these matters left unresolved after consultation with the affected divisions or departments; and
        • (c) determine the communication necessary to inform concerned persons of the disposition of matters in (a) and (b) above.
      • 9.1.9.2.5 Before the close of the fall semester, the chairperson of the Sabbatical Leave Review Board shall convene a meeting of the chairperson, the Faculty Senate President, a CCFT representative, and the Vice President of Instruction. They will certify the final leave list and notify all applicants. Should the financing formula requirements of the District outlined above require any leave postponements, those persons with lowest priority will be chosen according to: first, leave seniority; second, college seniority; and finally, by lot. The chairperson will notify those persons of such postponements. Should leave withdrawals or other circumstances later affect the status of applicants whose leaves have been postponed on account of the restrictions outlined in this Article, the Vice President of Instruction will notify them at the earliest possible time.
      • 9.1.9.2.6 Administrative Review
        The committee chairperson shall forward the committee's final recommendations to the Vice President of Instruction in writing. The Vice President of Instruction shall submit recommendations along with the committee's recommendations to the Superintendent/President. The Superintendent/President shall review the recommendations and forward the applications to the Governing Board with such recommendations as believed to be in keeping with the educational and financial needs of the District. If the recommendations of the Superintendent/President differ from those of the Sabbatical Leave Review Board, the Superintendent/President shall meet with the chair of the Sabbatical Leave Review Board prior to the January Board meeting to explain the reasons for the changes.
      • 9.1.9.2.7 Approval by Governing Board
        The Governing Board shall act on the recommendations at the January Board Meeting. Approval of the sabbatical leave applications shall be at the sole discretion of the Governing Board.
      • 9.1.9.2.8 Notification
        The Superintendent/President shall notify the applicant in writing as soon as the Governing Board has acted on the proposal. If the Governing Board rejects the applicant's request, the applicant shall be informed of the rejection and the reasons for rejection of the application in writing.
      • 9.1.9.2.9 The Sabbatical Leave Review Board shall meet early in the spring semester to select a chairperson for the following year and to prepare and certify the eligibility list for the next year's application cycle. The eligibility list shall be certified and distributed to the faculty prior to May 15 each year, and each unit member shall be included on the list with an eligibility number.
  • 9.1.10 Withdrawal, Postponement and "Passing" Leaves
    • 9.1.10.1 In the event that a leave is postponed for administrative reasons such as those described in 9.1.9.2.5, or for any other reason beyond the practical control of the applicant, the leave entitlement will advance normally for the following year; unless the applicant is at the highest step, the applicant will remain at that step until the leave is granted, or until the applicant passes and returns to the regular cycle.
    • 9.1.10.2 Unit members who have had their sabbatical leave plan approved and had their leave postponed for administrative reasons (9.1.9.2.5), shall submit the proposal or an updated proposal for the following year. Approval by the committee of the unit member's postponed plan shall be automatic. Any revisions to the plan will be processed as in 9.1.11.
    • 9.1.10.3 A bargaining unit member who reaches the eighth year leave step and passes the leave shall revert to the sixth year stipend schedule, and shall rise again through the steps, continuing to rise and fall until the leave is finally taken. Unit members who have had their sabbatical leave plan approved and then had that leave postponed for administrative reasons, such as those described in 9.1.9.2.5, will not lose any ranking toward their next sabbatical leave because of the postponement. Specifically, the count toward the unit member's next sabbatical leave shall begin with (and include) the postponed period. Such postponement shall be mutually agreed upon in writing prior to the postponement.
    • 9.1.10.4 Special circumstances, such as eclipses of the sun, centennials, and jubilees may entitle a bargaining unit member to retain highest stipend rank until a leave to be a participant at such an event is taken. However, such events will not entitle an applicant to higher standing on the stipend schedule if the applicant is not yet at the eighth step. Applications for such postponement of entitlement should be made during the year of eligibility, specifying the date of the intended leave in the project proposal. The Sabbatical Leave Review Board by full vote will determine eligibility for such postponements.
  • 9.1.11 Revisions of Approved Sabbatical Leave
    Prior to any revision of the sabbatical project, written approval of the Vice-President of Instruction (VPI) and notification of the chair of the SLRB is required. In the event the VPI is unavailable to authorize any revision, the chair of the SLRB and an administrator on the SLRB shall provide written approval. Failure to comply with the provisions of this section shall result in SLRB review as described in section 9.1.14.1.
  • 9.1.12 Reports
    Upon completion of a sabbatical leave, the unit member shall submit a written report to the Vice-President of Instruction (VPI) prior to November 15 of the year of return from leave. The report shall be of a recognized professional standard appropriate to the discipline. The report shall consist of a description of the satisfactorily completed, agreed-upon sabbatical project including any approved changes, the original proposal, and the Agreement (Appendix T). The report shall be reviewed and signed by the unit member's appropriate administrator. The report is not equivalent to the project itself, but is a description of the project and how the project was accomplished in accordance with the approved sabbatical proposal. If the purpose of the leave was academic study, official transcripts or an equivalent official record shall be included. Any publications, manuscripts, works of art or music, computer software, photographs, instructional materials or other such items produced as part of the leave shall be made available to the Sabbatical Leave Review Board (SLRB). The SLRB shall review and evaluate professional development/sabbatical leave reports. After reviewing the report, the SLRB shall either recommend approval to the President or request further information or revision and resubmission of the report from the employee. If the revision does not satisfy the SLRB's objections, or if the SLRB determines that the unit member failed to satisfactorily complete the agreed-upon project, the SLRB (1) may deny or defer eligibility for future leaves and (2) shall follow the procedures set forth in Section 9.1.14.1.
  • 9.1.13 Effect Upon Salary, Benefits, Retirement and Evaluation
    • 9.1.13.1 Each semester of sabbatical leave shall constitute a half year's service for salary increment purposes.
    • 9.1.13.2 Sick leave will neither accumulate nor be charged against the unit member.
    • 9.1.13.3 While on sabbatical leave, unit members will be eligible to receive health and welfare benefits. The District's contributions will be prorated in accordance with Section 9.1.5.8 of this Article.
    • 9.1.13.4 A unit member who has had sabbatical leave may, at the unit member's option, pay into the State Teachers' Retirement System the amount required by STRS to receive full-time credit.
    • 9.1.13.5 Time on sabbatical leave applies toward the normal evaluation cycle as per Article 17. If the evaluation is scheduled to occur during the sabbatical leave, the evaluation will be conducted the semester the unit member returns from leave.
  • 9.1.14 Failure to Fulfill Professional Development/Sabbatical Leave Obligation
    • 9.1.14.1 Failure to Complete Project and Submit Satisfactory Report
      • 9.1.14.1.1 If the SLRB decides that the employee failed to complete the project or failed to submit a satisfactory report, the SLRB shall compose a written assessment of the sabbaticant's project and report. This assessment shall specify the nature and extent of the deficiencies as well as the nature and extent of those portions of the project that have been satisfactorily completed. The written assessment may contain dissenting viewpoints. The chair of the SLRB, the VPI, accompanied by one other member, shall meet with the President of the college to present, explain, and discuss the SLRB assessment and the sabbaticant's report.
      • 9.1.14.1.2 Upon receipt of an assessment from the SLRB, as outlined in section 9.1.14.1.1 above, the President of the college, before making a final decision, shall meet with the employee. The President, at his/her discretion, may decide to require the employee to compensate the District for a portion or all of the sabbatical compensation received. Such decision shall be in writing, with specific reasons therefore, and a copy shall be provided to the employee.
      • 9.1.14.1.3 The employee shall be provided copies of all documents which are considered by the District in reaching any decisions or recommendations under this article, prior to the issuance of any decisions or recommendations.
    • 9.1.14.2 Failure to Render Services Upon Return from Leave
      • 9.1.14.2.1 In the event that the unit member fails to render service amounting to twice the term of the leave following his/her return from sabbatical leave, the unit member shall reimburse the District the same proportion of the total sabbatical compensation received as the proportion of the amount of time which was not served bears to the total amount of time agreed upon.
    • 9.1.14.3 Failure to Render Service due to Physical or Mental Disability
      • 9.1.14.3.1 Failure of a unit member to satisfactorily meet the requirements of this article shall not result in forfeiture of the bond or reimbursement to the District if such failure is due to the unit member's death or it is certified by a physician designated by or satisfactory to the District that failure was due to the unit member's bona fide physical or mental disability.
• 9.2 Flexible Calendar Scheduling
  • 9.2.1 The academic calendar shall consist of 175 days of instruction. Within requirements of State law, a specific number of instruction days can be designated as possible staff development days for unit members. If the District decides to use the flexible calendar format, the number and scheduling of the staff development days for each academic year shall be negotiated by the District and the CCFT.
  • 9.2.2 Staff Development Committee
    • 9.2.2.1 Procedures and timelines for the use of staff development days shall be prepared by the Staff Development Committee.
    • 9.2.2.2 The Staff Development Committee shall consist of:
      • (a) the Vice President of Instruction or designee
      • (b) three (3) unit members selected by the Faculty Senate
      • (c) three (3) unit members selected by the CCFT
      • (d) three Deans
      • (e) one SEIU member
      • (f) one Student Senate member
  • 9.2.3 Flex Staff Development Plan
    • 9.2.3.1 Unit members shall present a written agreement on the appropriate Staff Development Flex Agreement form to the appropriate administrator describing how the unit member intends to utilize the staff development days. Each plan must be in accordance with the State law regulating the flexible calendar.
    • 9.2.3.2 The appropriate administrator shall review and sign each unit member's Staff Development Flex Agreement form. In the event that the proposed plan is not approved by the appropriate administrator, the appropriate administrator shall notify the unit member within ten (10) days. A unit member may, within ten days of notification of non-approval, appeal the decision in writing to the Vice President of Instruction. The Vice President of Instruction or designee shall evaluate the plan, and within ten (10) days, either approve the plan or explain in writing why the plan is not acceptable.
    • 9.2.3.3 With approval of the appropriate administrator, a unit member may modify or amend his/her plan for scheduled on-campus activities at any time prior to completion of those scheduled on-campus activities. Should the appropriate administrator not approve the changes or amendments, the unit member may appeal to the Vice President of Instruction, whose decision shall be final.
    • 9.2.3.4 A prorated number of flex staff development days shall be computed for adjunct unit members and instructors on reduced contract, partial contract, and sabbatical leave assignment.
    • 9.2.3.5 Flex staff development days are regular duty days for unit members with all of the rights and responsibilities thereof.
• 9.3 Professional Growth and Development Funds
  • 9.3.1 All regular and contract unit members shall be entitled to $150 per fiscal year to cover all or a portion of the cost of attending professional meetings, conferences, or other activities approved by the appropriate administrator which directly relate to the unit memberís assignment.
  • 9.3.2 With prior approval of the appropriate administrator, unit members may assign their conference funds to another unit member and the District may add to the fund.
  • 9.3.3 At the end of each fiscal year, unused Professional Growth and Development funds shall be carried over for each unit member in the Division budget for allocation to Professional Growth and Development Funds activities defined in Section 9.3.1 for the next fiscal year.
  • 9.3.4 Adjunct Professional Development
    At the end of each academic year, the remaining professional development funds from any retiring or resigning contract/regular unit member shall be designated in each division for adjunct professional development. At the beginning of each academic year, the appropriate administrator will notify all adjuncts about the available funds and how to apply for them. In addition, a contract/regular faculty may designate any or all of his or her unused conference funds to the adjunct professional fund at any time by notifying the administrator in writing of the transfer request.
• 9.4 Unit Banking: The provisions of this Article are effective beginning the 2005-06 academic year.
  • 9.4.1 Unit Banking Concept: The intent of unit banking is to allow a 100% full-time, tenured faculty member to accumulate earned leave. While the activities engaged in during the earned leave are entirely at the discretion of the employee, the leave is considered an opportunity for personal experimentation, renewal, and professional development that benefits the individual and ultimately his/her students.
  • 9.4.2 Unit Banking Plan: Any 100% full-time, tenured member of the faculty who accepts an overload assignment (during Fall, Spring, Winter or Summer Sessions) may, subject to the conditions that are set forth in this article, opt to ìbankî the overload teaching units to use toward future earned leave. The maximum of 6 units per year may be banked. The faculty member will work together with the appropriate Dean to determine the feasibility of banking units for the department involved and to develop a plan indicating when units will be banked, when they will be applied toward a leave, and what preparations are necessary to ensure proper functioning of the educational program in the faculty memberís absence. If the faculty member serves under more than one Dean, each of the Deans will participate in the planning process. The plan will be submitted to the appropriate Vice President for tentative approval to ensure coordination with other leaves, adherence to the intent of this article, and resolution of any disputes. This plan may be revised upon mutual agreement of the faculty member and the Dean(s).
    • 9.4.2.1 The faculty member will work together with the appropriate administrator to determine the feasibility of banking units for the department involved and to develop a plan indicating when units will be banked, when they will be applied toward a leave, and what preparations are necessary to ensure proper functioning of the educational program in the faculty memberís absence. If the faculty member serves under more than one administrator, each of the administrators will participate in the planning process. The plan will be submitted to the appropriate Vice President for tentative approval to ensure coordination with other leaves, adherence to the intent of this article, and resolution of any disputes. This plan may be revised upon mutual agreement of the faculty member and the Dean(s).
    • 9.4.2.2 The request to bank units for a specific term must be submitted in writing by the unit member to the appropriate administrator prior to or during the development of the schedule for that term as per the Division scheduling deadlines.
  • 9.4.3 Qualifying Activities: Most activities engaged in by 100% full-time, tenured faculty which result in extra pay at a unit rate, such as overload teaching, counseling, and program coordination, are eligible for unit banking. Activities not eligible for unit banking include those funded by external grants, curriculum development, special studies, and special projects.
  • 9.4.4 Unit Banking Procedures:
    • 9.4.4.1 No banked time will be earned for incomplete or canceled assignments.
    • 9.4.4.2 Any under-loading of a faculty memberís assignment in the previous academic year must be cleared before banking can occur.
    • 9.4.4.3 The total number of banked units for a faculty member shall not exceed the amount needed to take one full semester of leave (15 units).
    • 9.4.4.4 A faculty member may take a leave with accumulated banked units once every five (5) academic years.
    • 9.4.4.5 Unit banking and Sabbatical leave may be combined but shall not exceed one year in length.
  • 9.4.5 Status of Banked Units: The District shall establish an in-house account reserved for unit banking. All monies, which would otherwise be required to pay the faculty member for the overload assignment being banked, will be deposited in the account. Such funds will be held to hire necessary adjunct faculty during the time when the banked units are applied to an earned leave or when disbursement is required to the faculty or faculty memberís estate.
    • 9.4.5.1 If the District elects to not replace part or all of a faculty memberís load while the faculty member is on leave, the District may withdraw the unneeded portion of funds from the account.
  • 9.4.6 Approval Process To Use Banked Units: Requests to take leave with accumulated banked units must be submitted to the appropriate administrator by the end of the first week of classes in the semester prior to the leave. These requests will be granted by the appropriate administrator and appropriate Vice President only if the faculty memberís program can operate satisfactorily in the faculty memberís absence.
    • 9.4.6.1 While on leave, the faculty member shall be paid according to the full-time salary schedule in effect at the time the leave is taken, or a percentage thereof if a partial leave is taken.
    • 9.4.6.2 Employee and dependent benefits will continue in effect for the faculty member using earned leave and such leave will not be considered a break in service.
    • 9.4.6.3 Once enrolled in the program, a faculty member may not withdraw the banked units and receive a cash payout, except in highly unusual emergency situations outlined in the pertinent Internal Revenue Service (IRS) regulations for early payout of deferred compensation. Banked units must be used within seven (7) years of the first semester of accumulation. Exceptions may be granted by the appropriate administrator(s) for unusual circumstances, such as unexpected exigencies experienced by the faculty member that prevent the taking of a leave as planned. In such a case, a new banking plan will be prepared that ensures taking the leave in a timely manner. If all or a portion of banked leave is not used, the faculty member will receive monetary compensation at the rate of pay which was in effect for overload assignments at the time credit was earned and banked.
    • 9.4.6.4 In the event of a faculty memberís death, the value of accumulated units will be paid at the same rate as unused units to the estate of the deceased in the same manner as other compensation due to the employee.
    • 9.4.6.5 Class cancellation: In the event of class cancellation, a faculty member with banked units may elect to use banked units to complete their contract

Article 10
Leaves

• 10.1 General Provisions
  • 10.1.1 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 toward retirement in the same proportion as salary received.
  • 10.1.2 The Board of Trustees may extend any leave granted pursuant to this Article.
  • 10.1.3 Upon return from a leave granted pursuant to this Article, a bargaining unit member shall be assigned to an equivalent position for which the unit member is qualified. The District shall attempt to return the unit member to the same assignment held at the beginning of the leave if that assignment is available. Each unit member returning from leave may make other arrangements with the District either prior to the leave or prior to returning from the leave.
  • 10.1.4 Leaves provided in this section apply to all contract and regular unit members in proportion to the number of teaching units for which they are employed. Adjunct members are entitled to the leaves provided in Sections 10.3, 10.4, 10.5, 10.6, 10.8, 10.9, and 10.14 in proportion to the number of teaching units for which they are employed, and to the leave in Section 10.2.2, at the rate defined in that section.
  • 10.1.5 To the extent permitted by law, unit members on unpaid leaves may continue to participate in District-mandated health and welfare benefits (excluding State Teachers' Retirement System and income protection plans) by arranging with the District to pre-pay appropriate premiums for such health and welfare benefits to the District.
• 10.2 Personal Illness and Injury Leave
  • 10.2.1 Regular and Contract Employees
    Full-time regular and contract unit members shall be entitled to ten (10) days leave with full pay for each academic year of service for purposes of personal illness or injury and/or in the event a member of his/her immediate family (as defined in Section 10.4.2 herein), suffers from a catastrophic illness or injury. Regular and contract unit members who work less than full time shall be entitled to that ratio of the ten (10) days leave as their instructional assignment bears to a full-time assignment. The District and CCFT will work during the summer of 2007 to revise Appendices A-D for the utilization of leave.
    • 10.2.1.1 Children's Center Teachers
      Children's Center Teachers shall be entitled to eleven (11) days leave with full pay for each academic year of service for purposes of personal illness or injury and/or in the event a member of his/her immediate family (as defined in Section 10.4.2 herein), suffers from a catastrophic illness or injury. Children's Center Teachers who work less than full time shall be entitled to that ratio of the eleven (11) days leave as their instructional assignment bears to a full-time assignment.
  • 10.2.2 Adjunct Employees
    Adjunct unit members shall be entitled to leave with full pay for purposes of personal injury or illness at the rate of one third (1/3) of a day per unit taught by the unit member per semester. Leave for adjunct unit members is deducted on a prorata basis, just as it is earned, for time missed due to personal illness or injury and/or in the event a member of his/her immediate family (as defined in Section 10.4.2 herein), suffers from a catastrophic illness or injury. The District and CCFT will work during the summer of 2007 to revise Appendices A-D for the utilization of leave.
    • 10.2.2.1 The District shall allow adjuncts to use their accumulated adjunct personal illness or injury leave without actually teaching the class if all of the following conditions exist:
      • 1. The adjunct unit member must in fact be sick or ill and the District may confirm this fact by having the unit member examined by a physician of its choice and the leave will be granted only if the District’s physician verified the illness.
      • 2. The adjunct unit member’s entitlement to such leave is limited to one term.
      • 3. The unit member must have reemployment preference in the discipline for which leave is sought.
      • 4. The adjunct faculty member shall be a faculty member in good standing at the college with satisfactory evaluations.
      • 5. The adjunct faculty member shall submit his/her request for leave in writing on a form satisfactory to the District as soon as he/she is aware of the fact that he/she will require time off.
      • 6. The leave will be considered a work assignment. The amount of leave granted per day will correspond to the assignment that would otherwise have been initiated and completed unless the unit member and the appropriate administrator agree in writing to a smaller load.
      • 7. Donations for catastrophic leave, Article 10.14, are not permitted in this provision, Article 10.2.2.1.
  • 10.2.3 Extended Illness and Injury Leave
    Additional non-accumulated extended illness leave shall be available, provided that the provisions of Section 10.2.5 below are met. The total amount of extended leave shall not exceed five (5) months and ten (10) work days, when counting together all accumulated sick leave and extended illness leave. The amount deducted for extended leave purposes from the unit member'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.
  • 10.2.4 Accumulation of Leave
    If a unit member does not utilize the full amount of leave as authorized in Section 10.2.1 and 10.2.2 above in any academic year, the amount not utilized shall be accumulated from year to year.
  • 10.2.5 Verification of Illness or Injury
    Upon request by District management, after six consecutive days of absence or upon evidence giving rise to a reasonable belief of abuse of sick leave, a unit member shall be required to present a certificate signed by an appropriate certified medical authority verifying the illness or injury of the unit member and/or his/her immediate family member.
  • 10.2.6 Notification of Absence
    To permit the District time to secure substitute service, a unit member shall notify the District of an absence as soon as practicable prior to the start of the unit member's assignment. The absent unit member shall first attempt to notify the appropriate administrator. If the unit member is unable to contact the administrator or Division office, the unit member shall telephone the District's absence notification central number and leave a message regarding the unit member's absence. Because the absence notification line is only monitored during regular office hours, a unit member notifying the District of an absence after 5 p.m. for a class that evening should call the Evening Administrator. The unit member shall furnish directions for a substitute.
  • 10.2.7 Deduction from Leave
    A unit member who misses any scheduled duties due to personal and/or immediate family member illness or injury shall have leave deducted from his/her accumulated leave in increments according to Appendix A or B, where eight (8) hours deducted leave is equivalent to one day.
  • 10.2.8 Notification of Return
    A unit member shall make a reasonable attempt to notify the manager or designee of the unit member's intent to return or not to return the following day, prior to the end of the college business day.
  • 10.2.9 Completion of Absence Forms
    Each unit member shall complete the District absence form (Appendix C or D) and submit it to the appropriate administrator or designee upon return from an absence for illness or personal injury under Section 10.2. Whenever possible, unit members taking personal necessity leave under Section 10.3, or bereavement leave under Section 10.4, shall complete the absence form prior to the absence.
  • 10.2.10 The District shall provide each member of the bargaining unit an Annual Statement of Accrued Sick Leave as of the end of an academic year on or before the first day of the next academic year.
• 10.3 Personal Necessity Leave
  • 10.3.1 Leave which is credited under Sections 10.2.1 and 10.2.2 of this Article may be used at the unit member's election, for the purposes of personal necessity, provided that use of such personal necessity leave does not exceed six (6) days in any academic year.
  • 10.3.2 For purposes of this provision, personal necessity shall be limited to:
    • (a) Death or serious illness of a member the unit member's immediate family, as defined in Section 10.4.2 herein;
    • (b) An accident which is unforeseen involving the unit member's person or property, or the person or property of a unit member's immediate family;
    • (c) Illness or accident to the unit member's immediate family; and
    • (d) Appointments for the purpose of conducting personal legal affairs or personal financial transactions that cannot be conducted outside of working hours;
    • (e) The birth or adoption of a child; or
    • (f) Other personal necessities which are approved by the Dean or appropriate administrator, provided that under no circumstances shall leave be available for purposes of extending a holiday or vacation period or a recreational or social activity.
  • 10.3.3 Except in cases of emergency, before the utilization of personal necessity leave, a unit member shall obtain prior written approval from the appropriate supervisor, except in cases (a), (b) or (c) in Section 10.3.2. Should the circumstances outlined in (a), (b) or (c) arise, the unit member shall make every effort to comply with District procedures to enable the District to secure substitute service.
  • 10.3.4 Deduction from Leave
    A unit member who misses any scheduled duties due to personal necessity shall have leave deducted from his/her accumulated leave in increments according to Appendix A or B, where eight (8) hours deducted leave is equivalent to one day.
  • 10.3.5 Completion of Absence Forms
    Each unit member shall complete the District Absence Form (Appendix C or D) and submit it to the appropriate supervisor or designee upon return from an absence for personal necessity under Section 10.3.
• 10.4 Bereavement Leave
  • 10.4.1 At the request of the employee, s/he will be granted up to five (5) days leave with full pay (according to Appendices A & B) with no deduction from sick leave in the event of the death of any member of the employee's immediate family. Additional sick leave may be granted at the discretion of the appropriate administrator.
  • 10.4.2 For purposes of this provision, an immediate family member shall be limited to mother, father, grandmother, grandfather, or a grandchild of the employee or of the spouse or principal domestic partner of the employee, and the spouse or principal domestic partner, son, son-in-law, daughter, daughter-in-law, brother or sister of the employee, any relative living in the immediate household of the employee, or any person having a similar close relationship with the employee which the appropriate administrator may accept as qualifying for bereavement leave.
  • 10.4.3 Additional leave with full compensation may be granted by the District in case of demonstrated need.
• 10.5 Individual Responsibility Leave
  • 10.5.1 The District shall grant up to two (2) days Individual Responsibility Leave, without loss of salary or deduction from sick leave for the observance of major religious holidays of the unit member's faith or family responsibilities that cannot be scheduled outside working hours (including the birth or adoption of a child).
  • 10.5.2 Deduction from Leave
    A unit member who misses any scheduled duties due to Individual Responsibility Leave shall have leave deducted according to Appendix A or B, where eight (8) hours deducted leave is equivalent to one day.
  • 10.5.3 Accumulation of Individual Responsibility Leave
    Individual Responsibility Leave shall not accumulate from year to year.
  • 10.5.4 Before the utilization of Individual Responsibility Leave, except in cases of emergency, a unit member shall obtain prior written approval from the appropriate supervisor. The unit member shall make every effort to comply with District procedures to enable the District to secure substitute service.
• 10.6 Leave for Pregnancy Disability
  • 10.6.1 Unit members are entitled to use sick leave as set forth in Sections 10.2.1, 10.2.2, and 10.2.3 for disabilities caused or contributed to by pregnancy, miscarriage, childbirth, and recovery therefrom on the same terms and conditions governing leaves of absence from other illness or medical disability. The length of such disability leave, including the date on which the leave shall commence and the date on which the duties are to be resumed, shall be determined by the unit member and the unit member's physician.
  • 10.6.2 Unit members are entitled to leave without pay or other benefits for disabilities because of pregnancy, miscarriage, childbirth, or recovery therefrom when sick leave as set forth in Sections 10.2.1, 10.2.2 and 10.2.3 has been exhausted. The date on which the unit member shall resume duties shall be determined by the unit member on leave and the unit member's physician.
• 10.7 Leave Without Pay for Child Bearing Preparation and Child Rearing
  • 10.7.1 Upon request by the unit member and approval of the Governing Board, leave without pay or other benefits shall be granted to a unit member for preparation for child bearing and for child rearing. Use of child bearing preparation leave shall not preclude subsequent use of pregnancy disability leave.
  • 10.7.2 The unit member shall request such leave as soon as practicable, but no less than sixty (60) calendar days prior to the date on which the leave is to begin, except in cases of emergencies. Such request shall be in writing and shall include a statement as to the dates the unit member wishes to begin and end the leave without pay.
  • 10.7.3 The determination as to the date on which the leave shall begin and the duration of such leave shall be made in consultation with the Superintendent/President or designee, taking into consideration the scheduling and replacement problems of the District and the needs and interests of the unit member.
  • 10.7.4 The duration of such leave shall consist of no more than twelve (12) consecutive months. An extension of leave may be granted, not to exceed an additional twelve (12) months.
  • 10.7.5 The unit member is not entitled to the use of any accrued sick leave or other paid leave while such employee is on child bearing leave or leave for child rearing, unless the illness or disability is related to a pregnancy, miscarriage, childbirth, or recovery therefrom.
  • 10.7.6 If a unit member is on leave for child bearing preparation or child rearing and in the event of a miscarriage or death of a child subsequent to childbirth, the unit member may request an immediate assignment to a unit position. If there is a vacancy for which a unit member is qualified, the District shall assign the unit member to a position as soon as practicable.
• 10.8 Industrial Accident Leave
  • 10.8.1 Unit members will be entitled to industrial accident leave according to the provisions in Education Code Section 87787 for personal injury or illness which has qualified for workers' compensation under the provisions of the State Workers' Compensation Insurance Program.
  • 10.8.2 In any one fiscal year, 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.
  • 10.8.3 Pursuant to the statutory provisions of the state workers' compensation system, the District has the right to have the unit member examined by a physician designated by the District at the District's expense, to assist in determining the length of time the unit member will be temporarily unable to perform assigned duties, and the degree to which a disability is attributable to the injury involved.
  • 10.8.4 When an industrial accident or illness leave overlaps into the next fiscal year, the unit member shall be entitled to only the amount of unused leave due him or her for the same illness or injury.
  • 10.8.5 Allowable leave shall not accumulate from year to year.
  • 10.8.6 Industrial accident or illness leave shall commence on the first day of absence.
  • 10.8.7 For any days of absence from duty as a result of the same industrial accident, the unit member will receive a check from the appropriate insurance fund which would make the total compensation from both insurance and District sources equal 100% of the amount the unit member would have received as salary had there been no industrial illness or accident.
• 10.9 Judicial Leave
  • 10.9.1 A unit member shall be provided leave for regularly called jury duty and to appear as a witness in court, other than as a litigant, for reasons not brought about through the connivance or misconduct of the unit member. The unit member shall submit a written notification to the appropriate supervisor as soon as the unit member is aware of a request for appearance.
  • 10.9.2 The unit member, while serving on jury duty, will receive pay in the amount of the difference between the unit member's regular earnings and any amount received for jury service, exclusive of any mileage reimbursement.
  • 10.9.3 Paid judicial leave shall not be provided for unit members who serve as paid expert witnesses.
• 10.10 Exchange Teaching Leave
  • 10.10.1 An exchange leave is a leave granted to permit an employee to serve as an exchange professional in any foreign country or in any state, territory, or possession of the United States.
  • 10.10.2 Exchange leaves of absence may be granted by the Board of Trustees to unit members who meet the following requirements:
    • (a) The unit member must have regular status in the District on the effective date of the leave; and
    • (b) An exchange agreement must be signed by the employees and the districts concerned.
  • 10.10.3 The exchange is for one (1) year, unless extended for one (1) additional year by consent of the Governing Board and the unit member.
  • 10.10.4 During the exchange leave, the unit member will be paid by the District at the unit member's regular rate of pay, and the other instructor will be paid by their educational institution.
  • 10.10.5 At the completion of any exchange, the unit member shall return to duty in the District and shall serve full time for at least two (2) consecutive years before being eligible for another exchange assignment.
  • 10.10.6 Credit for service on exchange leave counts toward advancement on the salary schedule as if such service were given in the District, provided that the unit member served the same number of days in the exchange position as would have been required to be served at the District.
  • 10.10.7 Service on an exchange leave grants credit toward retirement. If retirement contributions are not deducted from compensation, the unit member must personally arrange for payment of required contributions.
  • 10.10.8 If the unit member wishes to request an extension of the exchange leave, such request shall be made not later than two (2) months prior to the expiration of the leave.
• 10.11 Military Leave
  • 10.11.1 Military leave shall be provided in accordance with statutory provisions.
• 10.12 Family and Medical Leave Policy
  • 10.12.1 The District shall grant family care leaves in accordance with State and Federal laws and regulations (see Appendix X). Family care leave for the principal domestic partner is provided according to the conditions of coverage as established by the Santa Cruz County Schools Health Insurance Group.
• 10.13 Other Leaves Without Pay
  • 10.13.1 Upon recommendation of the Superintendent/President and approval by the Board of Trustees, leave without compensation, salary increment, tenure and professional development (sabbatical) leave credit may be granted to contract and regular unit members for a period of up to one (1) year. Upon approval of the District, such leave may be extended one (1) year. Unpaid leaves may include but are not limited to the following: (a) government or legislative service; (b) recuperation and rest; (c) travel, study, professional or education pursuits; (d) work experience; and (e) any other reason deemed sufficiently important by the District.
  • 10.13.2 The application for and granting of such leaves of absence shall be in writing. In addition, a unit member on such leave shall notify the District Personnel Office by the ninth (9th) week of the final semester of the leave as to an intent to return to the employment of the District.
  • 10.13.3 Approved leaves of a semester or less shall not constitute a break in service for the purpose of salary schedule advancement.
  • 10.13.4 Partial Unpaid Leave of Absence
    • 10.13.4.1 Regular unit members may take a partial unpaid leave by accepting less than a full-time assignment. In such leaves regular unit members shall continue to fulfill the appropriate pro rata share of regular full-time duties. Written request for such leave shall be submitted to the Superintendent/ President three (3) months in advance. With the mutual consent of the District and the bargaining unit member, this time line may be waived. Partial unpaid leaves may be extended with District approval.
    • 10.13.4.2 Partial Unpaid Leaves of One Year or Less
      A unit member on a partial unpaid leave of one (1) year or less may return to a full-time assignment at the beginning of a semester, provided that the District is notified prior to the preparation of the schedule for that semester, in no event less than three (3) months before the semester begins.
    • 10.13.4.3 Partial Unpaid Leaves Exceeding One Year
      A unit member who desires a partial leave for longer than one (1) year may pursue one of the following options:
      • 10.13.4.3.1 If the unit member desires a reduced assignment for a specific period of time which exceeds one (1) year, prior to the beginning of the leave, the unit member and the District may mutually agree to the terms of the partial unpaid leave, including the length of the leave and the full-time assignment to which the unit member will return.
    • 10.13.4.4 Unit members on partial unpaid leaves shall receive benefits on a pro rata basis of a full-time contract, or may receive full benefits by paying the difference.
    • 10.13.4.5 Unit members on partial leave without pay shall receive personal illness, personal necessity, bereavement, and individual responsibility leaves on a pro rata basis of full-time contract.
• 10.14 Donations for Catastrophic Sick Leave
  Definition: Any bargaining unit member may donate, in one (1) hour increments, accumulated and unused sick leave to another District employee when that District employee or a member of his/her family suffers from a catastrophic illness or injury, and that District employee has exhausted all fully paid leaves, as provided in this section.
  • 10.14.1 Eligibility for Using Donated Time
  • (a) The employee must have exhausted all accrued sick leave (Section 10.2.4).
  • (b) The employee must be off work (not actually rendering service to the District) for purposes of caring for a seriously ill family member, or due to a personal serious health condition. Family and Medical Leave Policy definitions as contained in Appendix X to the Agreement, shall apply to this section only. In addition, principal domestic partners shall qualify as family members for purposes of this section.
  • 10.14.2 Employees donating sick leave must retain a minimum of eighty (80) hours of accrued sick leave. Recipients may neither accept nor use more than the number of hours needed to provide fully paid sick leave for 175 days. Recipient members must work for six (6) continuous months prior to renewed eligibility for further catastrophic illness contributions beyond 175 days.
  • 10.14.3 Procedure for Donation of Hours
    • (a) CCFT shall inform District employees on a case-by-case basis when the need for donated time arises.
    • (b) CCFT shall be responsible for collecting donated time for CCFT bargaining unit members. Members shall authorize donations in writing, signed and dated.
    • (c) CCFT shall compile the list of donated time in order of donations received and submit the list to the District along with supporting written authorizations. (Once the first round list is received by the District, no more donations will be added. In the event more donations are needed, the process shall repeat itself, subject to Section 10.14.2 above.)
    • (d) The District will deduct sick leave from donors, according to the list and credit it to the member on leave.
    • (e) The total hours donated by each member shall be used before moving to the next donor on the list.
    • (f) Donor members on the list whose hours were not used will have their original authorization forms returned to them as a confirmation that their donated hours were not used.
    • (g) At the completion of the Catastrophic Leave, the District will return to CCFT the original list indicating which donor members' hours were used.

Article 11
Workload

In addition to the workload described pursuant to Article 11, all contract, temporary contract, and regular faculty members are expected to participate in professional responsibilities outside the classroom, such as attending division and department meetings, participating in program planning, participating on search and selection committees, serving on evaluation teams, and participating in college governance as needed. These requirements may be scheduled on any day considered to be part of the academic calendar (academic calendar defined in 1.4.7).

• 11.1 GENERAL PROVISIONS - CLASSROOM INSTRUCTORS
  • 11.1.1 Class Size
    The District will continue to follow past practice regarding maximum class size. When there is an inquiry regarding maximum class size, the District recognizes CCFT's right to have access to enrollment cap numbers for maximum class size for the previous three academic years. The District reserves the right to cancel any class that does not meet the minimum requirements.
  • 11.1.2 Teaching Load - Contract or Regular
    • 11.1.2.1 A standard full-time teaching load shall be thirty (30) teaching units per academic year as defined in Article 1.4.6. A unit member's load may range from twenty-nine (29) teaching units to thirty (30) teaching units per academic year and still be considered a full load. Overload and load reductions are based on 30 units per academic year.
      • 11.1.2.1.1 Contract faculty may be assigned up to 6 teaching units of overload per semester.
      • 11.1.2.1.2 Contract faculty may be assigned to work a maximum of fourteen and a half teaching units per academic year beyond the full time load required in Article 11 when:
        • 11.1.2.1.2.1 Excess overload is generated by a large class size factor, or
        • 11.1.2.1.2.2 Special circumstances are mutually agreed upon by the unit member and the Dean.
    • 11.1.2.2 The standard full teaching load shall consist of two (2) semesters of thirteen (13) to seventeen (17) teaching units each.
    • 11.1.2.3 No unit member shall teach less than thirteen (13) or more than seventeen (17) teaching units per semester except by mutual consent, or unless fewer than thirteen (13) teaching units are required to complete thirty (30) teaching units per year.
    • 11.1.2.4 A unit member may meet part of her/his load by teaching during summer sessions or at any other time of the year whenever the CCFT and the District agree that such teaching is required by the needs of the particular program.
  • 11.1.3 Office Hours
    • 11.1.3.1 Definition
      An office hour is defined as a fifty (50) minute period of time outside of a regularly scheduled teaching assignment when a unit member is required to be available for student consultation and present in her/his office or in an instructional area; i.e., classroom or laboratory related to her/his teaching assignment.
    • 11.1.3.2 Unit members shall schedule office hours with the concurrence of the Dean or appropriate supervisor.
    • 11.1.3.3 Number of Hours
      • 11.1.3.3.1 Except as noted below, a full-time contract/regular unit member shall schedule and hold five (5) office hours per week. These office hours shall total 250 minutes, at least one session each day during which a teaching assignment is scheduled for that employee. Each scheduled session must be held for a minimum of 25 minutes. Exceptions to the 25-minute minimum requirement can be requested for programmatic reasons and may be granted with the approval of the appropriate administrator. Office hours may not be scheduled during class breaks or during passing times as published in the schedule of classes. In the case where a contract/regular unit member is scheduled to teach less than five (5) days per week, the five required office hours per week shall be held over a minimum of four (4) days per week. In the case where a unit member teaches an evening class as part of his/her load on the same day as he/she teaches a day class, office hours shall be scheduled that are contiguous to both the day and evening offerings. Therefore, such a unit member may hold two office hours on one day, one near the daytime class(es) and the other near the evening class(es). Evening is defined as a class that starts at or after 5 p.m. A unit member who teaches an off-campus class as part of a regular load will hold an office hour contiguous to the off-campus offering. Pursuant to this article, faculty may not be required to hold an office hour five (5) days per week. However, contract/regular faculty must attend division, department and shared governance meetings which can be scheduled Monday through Friday.
      • 11.1.3.3.2 Contract/regular and adjunct unit members who teach less than full-time shall schedule and hold the same ratio of office hours as their teaching assignment bears to a full time assignment. Faculty with non-teaching assignments are not required to hold office hours for those assignments.
      • 11.1.3.3.3 Regular and contract unit members who receive an overload teaching assignment shall hold prorated office hours for that assignment in addition to the those required pursuant to Article 11.1.3.3.1
    • 11.1.3.4 Posting
      All contract/regular and adjunct classroom instructors shall post their schedule of office hours electronically and on, or adjacent to, their office doors or in the division office. If unit members are not in their offices during office hours, they shall post where they will be in an instructional area. Once the teaching assignment has been determined for the next semester, each unit member's class and office hour schedule shall be submitted to the appropriate administrator no later than the first day of each term.
    • 11.1.3.5 Rescheduling
      With advance approval of the appropriate administrator, unit members may reschedule office hours as necessary. Such changes shall be posted on their office doors with their schedule of office hours, and a copy shall be given to the appropriate administrator.
  • 11.1.4 No unit member shall be required to have fewer than twelve (12) hours from the end of one day's work to the beginning of the next.
  • 11.1.5 Scheduling of classes
    • 11.1.5.1 Each regular and contract unit member shall prepare a proposed schedule of her/his duties and classes for the upcoming semester in accordance with departmental decisions regarding offerings and schedules, and present it to her/his Program Chair by the announced deadline established by the division which will be communicated to faculty with as much lead time as possible. The schedule shall be in accordance with the standard workload provisions.
    • 11.1.5.2 The appropriate administrator shall make the final schedule offerings and assignments after reviewing the proposed schedules.
    • 11.1.5.3 In the event the appropriate administrator determines that a regular or contract unit member's proposed schedule must be modified, the appropriate administrator shall meet with the unit member and explain the modification. A new schedule for the unit member shall be worked out by the appropriate administrator.
• 11.2 Semester Load Factor
  • 11.2.1 The "Semester Load Factor" establishes the relationship between teaching units and clock hours per week for given activities of unit members.
  • 11.2.2 Semester Load Factor Table
    • 11.2.2.1 Each hour of lecture, recitation or problem solving, or discussion:
          1.00 Teaching Unit
    • 11.2.2.2 Each hour of ECE practicum or workshop:
          0.33 Teaching Unit
    • 11.2.2.3 Each hour of physical education activity:
          0.75 Teaching Unit
    • 11.2.2.4 Each hour of scheduled laboratory instruction (excluding science labs as defined in Article 11.2.2.5) or studio art taught by the instructor:
          0.75 Teaching Unit
    • 11.2.2.5 Each hour of science lab classes as listed:
          0.80 Teaching Unit
      Anthropology 1L
      Astronomy 8A, 8B, 8C, 9A, 9B, 9C
      Biology 1A, 1B, 1C, 4, 5, 6, 7, 11A, 11B, 11C, 13AL, 21A
      Chemistry 1A, 1B, 2, 5, 10, 12AL, 12BL, 30A, 30B
      Engineering 15, 45 (3 lab hours each)
      Geography 1L
      Geology 10, 20
      Horticulture 1A, 1B
      Meteorology 1L
      Oceanography 10
      Physics 2A, 2B, 4A, 4B, 4C, 10L, 11
      Psychology 2
    • 11.2.2.6 Each hour of dental hygiene clinic:
          0.80 Teaching Unit
    • 11.2.2.7 Nursing Clinics 15, 25, 35, 45
      One hour of nursing clinic per day
          1.00 Teaching Unit.
      All additional hours per hour
          0.80 Teaching Unit
    • 11.2.2.8 Composition Factor
      Each hour of English composition class for ENGL 255, 100, 1A, 1B, 1C, 1D, 2, 12A-Z, 14 A-Z, ESL 203 AB, ESL 204 AB and Spanish 5A and 5B requiring 6,000 or more written, corrected, original words in the class during the semester:
         1.00 Teaching Unit.
          In addition, 1 Teaching Unit per class if the class is 3 units or more.
    • 11.2.2.9 Each scheduled hour of rehearsal, lecture, or critique of performance in dance, theater arts, and music:
          1.00 Teaching Unit
      (No performance class may equal more than six (6) teaching units, regardless of the number of hours per week spent in rehearsal.)
      • 11.2.2.9.1 Each scheduled arranged hour of music performance classes:
            0.25 Teaching Unit
    • 11.2.2.10 Writing Factor
      Each hour of courses requiring a minimum of 4,000 words of critical analytic written work per semester (essay examinations and/or major papers), assigned, read and evaluated by the unit member. The written work must be the primary mode for evaluating students' performance. Such courses shall be so designated in the course schedule and college catalog. (See Appendix E - Writing Factor Program):
          1.25 Teaching Unit
      Writing Factor classes:
      ECE 31/131, 32
      Anthropology 2, 6, 7, 8, 9A, 9B, 9C, 11, 16
      History 2A, 2B, 4A, 4B, 14, 15, 16C, 17A, 17B, 18, 19A, 19B, 19C, 20A-Z, 21A, 21B, 29A, 29B, 39A-Z, 39B
      Philosophy 39, 49
      Political Science 1, 5
    • 11.2.2.11 Portfolio Evaluation and Norming
      Unit members assigned to perform English 100, 255 and 290 portfolio evaluation and norming shall be compensated for each hour of portfolio evaluation and norming at the rate of $25.00 per hour. The unit member assigned to coordinate English 100, 255 and 290 portfolio evaluation and norming shall be compensated $250 per semester in addition to the $25 per hour for portfolio evaluation and norming.
    • 11.2.2.12 Each hour of art history lecture based on intensive use of slides:
          1.25 Teaching Unit
      " Slide-factor" classes are not eligible to receive the large class factor.
    • 11.2.2.13 Large Class Factor
      Each hour of a lecture class with sixty (60-89) students at census:
          1.25 Teaching Unit
      Each hour of lecture class with ninety (90-119) students at census:
          1.50 Teaching Unit
      Each hour of lecture class with 120-149 students at census:
          1.75 Teaching Unit
      Each hour of lecture class with 150 students at census:
          2.0 Teaching Unit
      “At census” refers to the actual census data provided to the state.
      A unit member may agree to waive the class size factors in 11.2.2.13 of this article in return for the provision of mutually agreed student assistance adequate to cover the increased burden of such classes.
    • 11.2.2.14 Distance Education
      • 11.2.2.14.1 Telecourse: A course taught with licensed broadcast video and associated material that may be supplemented with additional assignments created by the instructor. Faculty assigned to teach telecourses will receive the same faculty load credit as the faculty would receive if this course were taught in a traditional method. The maximum enrollment is 150. Faculty will be required to maintain regular effective contact with students.
      • 11.2.2.14.2 Interactive Video Course: A course taught synchronously at different sites connected by electronic media through which students and instructor can communicate. The workload for interactive video courses will be the same as for courses taught in a regular classroom.
      • 11.2.2.14.3 Online Course: A course primarily delivered online. The first time a unit member teaches a particular course online, the maximum class size for the online course will be 75% of the standard maximum class size established for the course. However, the maximum will not fall below 28 for any course unless the standard maximum is under 28, then the standard maximum will be used. This provision excludes courses involving on-site labs.
      • 11.2.2.14.4 Office Hours: Unit members teaching distance education courses may elect to fulfill their office hour requirement for the distance education course in an alternative distance mode away from the office.
      • 11.2.2.14.5 Regular Effective Contact with Students: The definition of regular effective contact between instructor and students includes group or individual meetings, orientation and review sessions, supplemental seminar or study sessions, field trips, library workshops, telephone contact, correspondence, voice mail, e-mail, or other activities. Regular effective contact is an academic and professional matter pursuant to Title 5, Section 53200.
    • 11.2.2.15 Interdisciplinary Classes
      Classes that combine at least two disciplines in one setting, explore a subject from a variety of views, and involve the work of at least two classroom instructors.
      • 11.2.2.15.1 Team Taught Courses: One course taught by more than one instructor.
        • 11.2.2.15.1.1 Each hour of lec