Common use of Non-Instructional Positions Clause in Contracts

Non-Instructional Positions. Section 1. The following applies to any member hired as a part-time librarian as defined in Article I Section 3: A. The employee will work an average of 24 hours per week. B. The work year will be 52 weeks per year with 60 hours of leave time per year; paid holidays (provided they fall within the normal work schedule for regular work hours), bereavement leave, and jury duty. Leave time is credited annually on 7/1 and must be used by the last working day of December in the following fiscal year. C. Effective with the ratification of this agreement, salary will start at the rate of $31.66/hour. D. Wage increases will be identical to the percentage applied to Step 14 of the salary schedule. E. Seniority will be based on the date of hire and accrued preference points at the rate of 30 points earned per year. For employees hired on the same date, numbers will be drawn to determine order of seniority. Layoffs will be subject to reverse seniority order. F. The employee will have probationary status for the first six semesters of employment. G. Where it becomes necessary for the President or his/her designee to close the College due to an emergency, employees not required to work shall be compensated at their regular rate for those hours they were scheduled to work but did not work. Employees required to work shall, in addition to the compensation just described, receive their regular rate of pay for all hours actually worked. H. Employees are eligible for the tuition waiver benefit as provided in Article XVI Section 10.A. Section 2. The following applies to any member hired as a part-time Student Support Specialist/ Counselor as defined in Article I, Section 3: A. The employee will work twenty-five (25) hours per week during the fifty-two (52) week work year. During peak periods, the employee may work up to 29 hours per week; when there is a need for the employee to work more than 29 hours per week, the college will seek the concurrence of the Forum President. Regular hours scheduled shall be between the hours of 7:00a.m. and 7:00p.m., Monday through Friday, except where mutually agreed to by management and the Forum. 1. Schedules are set to meet student needs at the time of hire and posted on job descriptions. Changes to schedules are prompted by demonstrated student need based on annual assessment, or operational schedule changes at the college. Schedules remain with the employee from the time of hire based on seniority. B. Vacation time will be provided as follows: upon hire, the employee shall be granted an annual credit of eighty (80) hours of paid vacation prorated to July 1. For successive full fiscal years of employment, the employee shall receive eighty (80) hours, then ninety (90) hours, then one hundred (100) hours, then one hundred and ten (110) hours, then one hundred and fifteen (115) hours every July 1 thereafter. Vacation shall be prorated from July 1, based on hiring or separation of employment. The College reserves the right to collect overpayments of vacation. Vacation time must be used by the last working day of December in the following fiscal year. C. Sick leave may be taken for the personal illness or injury of the employee, or immediate family member of the employee within the household or responsibility. Upon initial employment, the employee will be credited sixty (60) leave hours prorated to July 1. Annually, thereafter, on July 1, employees shall receive sixty (60) hours of paid sick leave. Maximum total accumulation shall not exceed 600 hours. D. Bereavement leave and jury duty will be as provided under Article X Sections 4 and 5, respectively, of this agreement. E. The employee will receive up to eight (8) hours of pay for college-designated holidays to the extent the holiday falls within his/her regular work schedule. F. The starting wage range for this position is $25.05 to $31.96 per hour, commensurate with experience. Following hire, wage increases will be identical to the percentage applied to Step 14 of the salary schedule. G. Seniority will be based on the date of hire. For employees hired on the same date, numbers will be drawn to determine order of seniority. Layoffs will be subject to reverse seniority order. When layoffs are deemed necessary due to insufficient student enrollment or elimination of counseling services, the College and the Forum will meet to consider possible restaffing proposals within the unit, although the College is not obligated to provide resources for retraining. H. The employee will have probationary status for the first six semesters of employment. I. Where it becomes necessary for the President or his/her designee to close the College due to an emergency, employees not required to work shall be compensated at their regular rate for those hours they were scheduled to work but did not work. Employees required to work shall, in addition to the compensation just described, receive their regular rate of pay for all hours actually worked. J. Employees are eligible for the tuition waiver benefit as provided in Article XVI Section 10.A. K. When a vacancy for this position has been posted, the selection committee shall include the department representative or designee and another faculty member from the general faculty. L. The employee will be subject to a continuous formal evaluation as provided in Article XVI Section 4. Section 3. The following applies to any member hired as a full-time Disability Services Support Advocate as defined in Article I, Section 3: A. The employee will work forty (40) hours per week during the fifty-two (52) week work year. Approved time over forty (40) hours worked in a given workweek shall be paid at the rate of time and one-half; the college will seek the concurrence of the Forum when overtime is required to meet operational needs. Regular hours scheduled shall be between the hours of 7:00a.m. and 7:00p.m., Monday through Friday, except where mutually agreed to by management and the Forum. 1. Schedules are set to meet student needs at the time of hire and posted on job descriptions. Changes to schedules are prompted by demonstrated student need based on annual assessment, or operational schedule changes at the College. Schedules remain with the employee from the time of hire based on seniority. B. The employee is eligible for fringe benefits as provided in Article XIV. C. Vacation time will be provided as follows: upon hire, the employee shall be granted an annual credit of sixteen (16) days of paid vacation prorated to July 1. For successive full fiscal years of employment, the employee shall receive sixteen (16), then eighteen (18) days, then twenty (20) days, then twenty-two (22) days, then twenty-three (23) days every July 1 thereafter. Vacation shall be prorated from July 1, based on hiring or separation of employment. The College reserves the right to collect overpayments of vacation. Vacation time must be used by the last working day of December in the following fiscal year. D. Sick leave may be taken for the personal illness or injury of the employee, or immediate family member of the employee within the household or responsibility. Upon initial employment, the employee will be credited twelve (12) days prorated to July 1. Annually, thereafter, on July 1, employees shall receive twelve (12) days of paid sick leave. Maximum total accumulation shall not exceed 960 hours. E. Bereavement leave and jury duty will be as provided under Article X Sections 4 and 5, respectively, of this agreement. F. The employee will receive up to eight (8) hours of pay for college-designated holidays to the extent the holiday falls within his/her regular work schedule. G. The starting wage range for this position is $25.05 to $31.96, commensurate with experience. Following hire, wage increases will be identical to the percentage applied to Step 14 of the salary schedule. H. Seniority will be based on the date of hire. For employees hired on the same date, numbers will be drawn to determine order of seniority. Layoffs will be subject to reverse seniority order. The layoff and retraining provisions provided under Article V Sections 11 and 12 will apply to this position. I. The employee will have probationary status for the first three years of employment. J. Where it becomes necessary for the President or his/her designee to close the College due to an emergency, employees not required to work shall be compensated at their regular rate for those hours they were scheduled to work but did not work. Employees required to work shall, in addition to the compensation just described, receive their regular rate of pay for all hours actually worked. K. When a vacancy for this position has been posted, the selection committee shall include the department representative or designee and another faculty member from the general faculty. L. The employee will be subject to a continuous formal evaluation as provided in Article V Section 9.