Article I - Agreement
Article II - Recognition
Article III - Definitions
Article IV - Negotiation Procedures
Article V - Non-Discrimination
Article VI - Association Rights
Article VII - Academic Freedom
Article VIII - Professional Dues or Fee &
Payroll Deductions
Article IX - Grievance Procedure
Article X - Leaves
Article XI - Employee Rights
Article XII - Working Conditions
Article XIII - Personnel Files
Article XIV - College Calendar
Article XV - Holidays
Article XVI - Appointment of Faculty
Article XVII - Unit Vacancies
Article XVIII - Reassignments
Article XIX - Evaluation of Faculty
Article XX - Due Process
Article XXI - Reduction in Force
Article XXII - Workload
Article XXIII - Salary
Article XXIV - Reduced Workload
Article XXV - Other Duty and Compensation
Article XXVI - Additional Duty Assignment
Article XXVII - Employee Benefits
Article XXVIII - Travel
Article XXIX - Department Chairperson
Article XXX - Retiree Benefits
Article XXXI - Miscellaneous
Article XXXII - Public Charges
Article XXXIII - Unit Stability
Article XXXIV - Statutory Changes
Article XXXV - Savings Clause
Article XXXVI - District Rights
Article XXXVII - No Strike, No Lockout
Article XXXVIII - Completion of Meet and
Negotiation
Article XXXIX - Faculty Service Areas
Appendix A - Faculty Salary Schedules
Appendix B - Co-Curricular Activities
Appendix C - Advising, Counselor/Librarian
Hours & Stipends
Appendix D - Side Letter - Access to Personnel
File
Appendix E - Criteria for Academic Reduction
in Force
Appendix F - Family Care Leave
Appendix G - Lecture Equivalancy Hours -
Athletics
Appendix H - Retiree Fringe Benefit
Appendix I - Approved Academic Calendar
Exhibit 1 - Non-Contractual Memorandums of
Understanding
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27.1
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It is a goal of the District to provide employee benefits near to the 35th placement of those provided by all California community colleges.
Effective academic year 1998-99 (July 1, 1998 for implementation purposes), the District will provide full medical, dental and vision insurance for employees and their families, and $50,000 term life insurance coverage for the employee only, except for members who desire full family coverage (employee plus two (2) dependents) under the PERS Care plan.
An employee who selects PERS Care coverage at the employee plus two (2) dependent rate will contribute $3,000 for each ten (10) months contract year to offset the cost of the PERS Care insurance. This exception applies to the PERS Care plan in effect in 1998 and will apply to any comparable plan that may exist in subsequent academic years through 2002/2003.
This Article does not apply to retirees who retire prior to January 1, 1998.
BENEFITS 2003-2006:
The intent of the health benefit changes is to reduce district costs moving forward while providing access to plans that are fully funded by the District.
Unit member eligibility for two-party and/or family benefits shall follow carrier definitions including California AB #25 (Migden, 2001). See Article 27.8.
The lowest cost available PPO is the standard. All current members and their dependents if applicable will have fully paid health benefits for the lowest cost PPO (currently PERS Choice) and all HMO’s (the lowest cost PPO and all HMO’s are hereafter referred to as fully funded plans).
All 2002-03 members who are on higher cost PPO’s (currently only PERS Care) will pay 50% of the increases in costs of their plan beginning January 1, 2004. The District will pay the other 50%. Those members with the family option will continue to pay $300 per month in addition to 50% of the increases in costs beginning January 1, 2004.
All 2002-03 faculty not on a higher cost PPO will have a one-time opportunity to “upgrade” to a higher cost PPO during the next open enrollment period (approximately September – October 2003). After this enrollment period, “upgrades” to a higher cost PPO will follow the same rules as new faculty members specified below.
New faculty members, beginning fall semester 2003, will have fully paid health benefits for fully-funded plans. If new faculty members choose a higher cost PPO, they will pay 100% of the difference between the highest cost fully-funded plan and the higher cost PPO, and 100% of all future increases. The difference will be between the same like plans, e.g. a single member choosing a higher cost PPO plan will pay the difference between the single rate of the highest cost fully-funded plan and the single rate of the higher cost PPO plan.
All other benefits including vision, dental and life insurance remain the same as 2002-2003 and will be fully paid by the District.
Benefits will not be reopened in 2004-2005 and 2005-2006 unless mutually agreed by both parties.
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27.2
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Effective July 1, 1998, employees with proof of medical coverage may waive medical benefits and receive $2,000 cash payment per ten (10) month contract year. An employee selecting the $2,000 benefit waiver will also receive single rate coverage for dental and vision insurance and the $50,000 term life insurance coverage. Employees selecting the benefit waiver payment may purchase dental and vision insurance for their dependents at their own cost.
The benefit waiver is available each year. An election to waive benefits may be made any time during the year and may be paid to the employee as a one-time payment or pro rata over the course of the academic year. Employees who waive medical benefits will be allowed to enroll in medical benefits if they lose their primary medical coverage. Employees are required to sign a waiver that certifies that they are covered under a medical plan.
Retired faculty members may receive the medical benefit waiver payment if a net savings accrues to the District.
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27.3
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The TSA/cash-back benefit is hereby eliminated effective March 1, 1997.
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27.4
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All employees are required to have vision and dental insurance.
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27.5
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Medical, dental and/or vision insurance for family members is optional.
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27.6
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Retiree supplemental health insurance in compliance with statutory regulations (Chapter 901, AB 528) will be provided at the employee’s expense.
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27.7
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This District agrees to maintain Section 125 of the Internal Revenue Service Code to the benefit of Unit Members at their option. (10/6/89)
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27.8
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The District will provide coverage to domestic partners of unit members to the same extent that the District provides coverage to spouses of unit members, provided the definition of domestic partnership meets all the criteria of Section 297 of the California Family Code. In order to qualify for domestic partner benefits, the unit member must present the District with proof that a valid declaration of domestic partnership has been filed pursuant to the above Family Code section.
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