XI. CLASS LOAD

          A.       The number of students assigned to classes shall be limited by existing practice. Special consideration shall be given to the problems of introducing new courses or sustaining advanced courses essential to the integrity of particular programs and/or departments, and to commitments made to students enrolled in sequential programs.

          B.       When facilities permit, up to three (3) additional students may be added to course sections which have attained maximum class size, provided that the total number of students for all of the teacher's assigned contractual sections does not exceed the combined established maximum number of students for those sections. Nursing and Health Careers’ clinical sections are exempt from this provision.

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XII.     DISTANCE EDUCATION

          A.       Definition

Distance Education shall refer to any instruction transmitted and/or delivered to a student(s) at a remote site by means such as, but not limited to, electronic communication, telecommunication, compressed video, computer, satellite, video/audio tape or CD, on-line technology, printed materials, or any combination thereof. It shall also refer to any instruction delivered from a remote site to the College by such means.

          B.       Course/Program Integrity

                     1.       Distance Education delivered by the College, delivered under its auspices, or received by the College shall be subject to initial approval, review, and reapproval of the division(s)/department(s) traditionally responsible for instruction of the subject matter and/or content of the Distance Education offering.

                     2.       The Board agrees that Distance Education shall not be offered or received by the College so as to cause the layoff of Bargaining Unit members or preclude the hiring of replacements in vacated Bargaining Unit positions.

                     3.       A qualified full-time teacher shall have the right of first refusal in the development of any distance education course.

                    4.       A teacher shall not be required to teach a course by means of Distance Education.

                     5.       Teachers desiring to teach a Distance Education course shall be afforded the opportunity based upon the course assignment policies of the teacher’s division/department and relevant provisions of the collective bargaining agreement, provided that the teacher demonstrates to the division/department satisfactory proficiency in the delivery system(s).

                     6.       The College shall, throughout the development and delivery of a Distance Education course, provide the institutional and technological support services, support systems, support personnel, and teacher training in the relevant technology(ies), as determined necessary by the teacher, the division/department offering the course, and the College Administration.

                     7.       A teacher who develops a Distance Education course shall have priority in teaching that course for a period of three (3) years immediately subsequent to its development, up to the limits of the teacher’s contractual teaching load and the contractual limits relative to extra-contractual teaching.

                     8.       The College agrees not to rebroadcast any Distance Education course or instructional material, which may have been developed with that capacity, three (3) years subsequent to the completion of its development, without written approval of the teacher(s) who developed the course/material.

                     9.       Evaluation of instruction in a Distance Education course shall be in accordance with instructional evaluation provisions agreed to by the Union and College.

          C.       Compensation

                     1.       A teacher preparing a Distance Education course shall be afforded up to four (4) contact hours of contractual released time or up to four (4) contact hours of extra-contractual assignment, at the teacher’s option, during the College year immediately preceding the semester during which the Distance Education course is to be initially offered.

                     2.       The number of weekly teacher-student contact hours of any Distance Education course shall be used to determine its portion of a teacher’s contractual teaching load or in calculating extra-contractual compensation, provided the number of weekly teacher-student contact hours for the Distance Education course does not vary from that of the course as taught in a traditional delivery mode.

Should the number of weekly teacher-student contact hours of a Distance Education course vary from that of the course taught in a traditional delivery mode, the portion of a teacher’s contractual teaching load that such a Distance Education course constitutes and/or the extra-contractual compensation for such a course shall be subject to negotiation and agreement with the Union, prior to the offering of the course.

                     3.       The weekly contact hours used to determine a teacher’s contractual assignment or extra-contractual compensation for a course, not currently or previously taught at the College in a traditional delivery mode, shall be subject to negotiation and agreement with the Union, prior to the offering of the Distance Education course.

                    4.       The College shall assume, if preapproved, the charges associated with correspondence, telephone, e-mail, or other forms of communication between teacher and student(s) which may be incurred in the conduct of Distance Education, whether incurred at a campus or off-campus location.

                     5.       The compensation afforded a teacher whose Distance Education course is rebroadcast shall be subject to negotiation and agreement with the Union, prior to the rebroadcast of the Distance Education course.

          D.       Class Size

                     1.       The class size for any Distance Education course which is offered at the College in a Distance Education delivery mode shall be that class size established for the course as taught at the College in a traditional delivery mode.

                     2.       The class size for a Distance Education course not currently or previously taught at the College in a traditional delivery mode shall be subject to negotiation and agreement with the Union, prior to the offering of the Distance Education course.

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XIII.    INTELLECTUAL PROPERTY

          A.       A course offered by the College and the materials developed to meet the requirements for College approval of a course (course description, goals, objectives, syllabus) are considered the property of the College.

It is understood that an individual teacher’s lesson plans and materials generated in support of those lesson plans (such as, but not limited to, a teacher’s notes, handouts, audio-visual and computerized presentations, and tests) are the property of the teacher. Teachers are encouraged to share such materials in a collegial fashion, but are not obligated to do so.

          B.       Any materials developed to teach, support, and/or deliver Distance Education instruction by a teacher shall remain the property of the teacher, provided the teacher does not receive, in the development of the materials, substantive assistance from College technical support personnel in the course of their employment at the College. If such assistance is provided by College technical support personnel in the course of their employment at the College, the teacher and the College, or their designees, shall negotiate a mutually satisfactory agreement addressing ownership of such materials and any proceeds which may derive therefrom.

          C.       Any product of a physical, intellectual, and/or artistic nature, which may be produced in the course of a teacher’s employment at the College, and any proceeds deriving therefrom, shall remain the property of the teacher, unless the product is produced at the direction of the College and the College dedicates funding to underwrite the development of the product. In such event, the teacher and the College, or their designees, shall negotiate a mutually satisfactory agreement addressing the ownership of the product and proceeds therefrom.

It is understood that any materials produced in coursework undertaken by a teacher, works of a scholarly nature produced by a teacher, and materials generated by a teacher in support of the teacher’s lesson plans are the property of the teacher, regardless of the degree of support provided by the College.

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XIV.    TEACHING FACILITIES

          A.       The Administration shall make every effort to provide each teacher ample office space and the equipment necessary, such as a desk, swivel chair, visitor's chair, file cabinet, bookcases, telephone, and computer for effective instructional preparation and function. The objective shall be a one-teacher office for each full-time teacher and opportunity for private conferences with students by part-time teachers.

          B.       The Board shall continue to provide a comfortable Faculty Lounge with facilities for eating, relaxing, and professional conferences and meetings.

          C.       The Board shall continue to provide at no charge a year-around parking place for each teacher.

          D.       Significant alterations affecting working conditions in any existing facilities shall be made only after prior consultation with the Union, with a good faith intent to reach agreement.

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XV.     PROFESSIONAL IMPROVEMENT

          A.       Travel and Conference Fund

The Board shall establish and maintain a travel and conference fund for full-time teachers in its operating budget equivalent to 0.64 of 1% (0.0064) of the current budgeted payroll for full-time teachers, said funds to be allocated and administered according to procedures already established at the College. The purpose of the provision of such funds is to allow the opportunity for attendance at conferences which shall serve to enhance the professional competencies of the teacher and/or the quality of instruction to College students.

Travel Conference funds shall also be made available to teachers pursuing archival research within their professional areas of responsibility. A teacher requesting such funding shall provide the College with a description of the proposed research and its application to the professional responsibilities of the teacher.

The College President shall bear the responsibility to assure that the intent and the prospective product of the conference to which the attendance is requested, or the archival research to be pursued, appears to serve the purposes of this provision.

When the travel or conference is initiated by administrative request for the purpose of serving administratively determined ends, the provision of funds for such travel shall not deprive other full-time teachers of the travel-conference group of the opportunity to participate in conferences of their own choosing.

With administrative approval, additional funds may be made available for invitational participation in programs which reflect credit upon both individual teachers and the College.

          B.       Professional Conference Days

A full-time teacher shall be allowed up to five (5) conference days for approved professional activity per contractual year. Professional conference days may be used for extra-contractual absences due to conference attendance in one-half (0.5) day units per extra-contractual class session. No more than two and one-half (2.5) conference days may be used during a Spring or Summer term. To qualify as conference days under this Article, prior approval by the Division Director is required. Unused conference days may not be carried forward to future years.

          C.       Tuition Reimbursement

The Board shall appropriate a sum equal to 0.2 of 1% (0.002) of the current budgeted payroll of full-time teachers to be used for course work which meets one of the following conditions:

                     1.       Course work or a program of study taken at an accredited institution of higher education which is judged by the teacher's department/ division to be pertinent to the subject matter and/or duties within the province of that department/division,

                     2.       Course work or a program of study taken by a teacher in a department/division whose enrollment history or projections are such that there is a prospect of a declaration of a surplus teacher(s) within a three-year period as agreed upon by the Union and administration. The course work or program of study pursued by such a teacher shall be eligible for reimbursement provided it is taken at an accredited institution of higher education and serves to provide the teacher with an additional area(s) of competence for application under the provisions of Article VI.I.2. and provided there exists the equivalent of at least two (2) full-time positions in part-time and/or extra-contractual time (day and/or evening) within the area(s) of competence being pursued by the teacher.

                    3.       Course work or a program of study taken by a teacher for the purpose of curriculum development which results in (1) the development and successful offering of a new course(s) or (2) extensive revision of an existing course, within the teacher’s department/division. Reimbursement from the tuition fund shall be made in accordance with this provision following the successful offering of the new or revised course(s).

Each teacher shall be eligible for grants from the tuition fund after successful completion of course work. At the end of the contractual year, tuition fund monies shall be distributed in equal allotments until each recipient's tuition and fees are fully paid or until the tuition fund is exhausted. Until such time as the parties agree to revision, the limits on the amount a full-time teacher may draw under this Article shall be not more than $5,000 per year, with a lifetime maximum of $20,000. It is understood that a teacher may apply for annual reimbursement for any particular year’s eligible tuition expenses until that year’s tuition expenses have been fully reimbursed or the lifetime maximum limit has been exhausted.

In order to receive reimbursement under this provision, the teacher must submit a transcript and paid receipt to the College Business Office on or before August 15 of the contractual year. Reimbursement shall be made within forty-five (45) days of the filing deadline.

          D.       Professional Improvement Fund

The Board shall appropriate in its operating budget 0.38 of 1% (0.0038) of the current budgeted payroll for full-time teachers for a professional improvement fund to be used to pay for the following professional expenses of full-time teachers: membership dues in professional organizations pertaining to the teacher's employment responsibilities; purchase of books, periodicals, computer software, computer hardware, and programmable alpha-numeric or graphing calculators pertaining to a teacher's employment responsibilities; continuing education unit (CEU) fees; and expenses for professional travel and conferences to supplement those funds provided by the contract's travel-conference fund.

A teacher shall be eligible for grants from this fund in amounts of up to 1.2% (0.012) of the current Master’s maximum salary per year. Grants shall be allocated to teachers according to College seniority on a rotating basis. The Eligibility List shall be revised annually by the Union on the basis of the following conditions. Teachers receiving grants of whatever sum in a particular year shall rotate to the bottom of the Eligibility List in such a manner as to maintain among themselves their relative rank. This rotation shall take effect on November 1 of each contractual year. Newly hired teachers shall be added to the bottom of the Eligibility List as of the date of hire.

In order to receive reimbursement under this provision, a teacher must submit all applicable paid receipts to the College Business Office on or before August 15 of the contractual year. Reimbursement shall be made within forty-five (45) days of the filing deadline.

Any monies remaining in a particular year's Tuition Fund, as of that year's initial reimbursement deadline, shall be made available for application under the Professional Improvement Fund. Should any Community Service and/or Travel and Conference funds remain unexpended in a particular year, that amount shall be credited for application under the Professional Improvement Fund.

Should Professional Improvement Fund monies remain unexpended, or should the Union and Administration project unexpended monies, in any particular year, the Union shall have the right to allocate such monies for other College professional development activities, after consultation with the Administration.

          E.       Community Service Fund

The Board shall appropriate a sum equal to .16% (.0016) of the current budgeted payroll of full-time teachers for a Community Service Fund. A teacher shall be eligible for a grant from this fund to cover membership dues, not to exceed $250 per year, in non-sectarian community service organizations based in the College District. In addition, a teacher shall be eligible for reimbursement of weekly meal expenses associated with meeting(s) of the community service organization, not to exceed $20 per week.

In order to receive reimbursement under this provision, a teacher must submit all applicable paid receipts to the College Business Office on or before August 15 of the contractual year. Reimbursement shall be made within forty-five (45) days of the filing date.

Should the monies available from this fund in any contractual year exceed those requested, the available funds shall be distributed to recipients in equal allocations until that year’s fund is exhausted.

          F.       HFCC Tuition

The practice of providing HFCC tuition waivers to full-time teachers, their spouses, and dependent children for credit courses shall continue. Tuition waivers shall not be provided for continuing education unit (CEU) and other non-credit courses offered through the College’s Center for Lifelong Learning (CL2) or for courses offered as part of the European Studies Program.

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XVI. PERFORMANCE EVALUATION

          A.       Faculty Evaluation

                     1.       A Student Evaluation of Faculty form shall be distributed to all students in each class, laboratory, and clinical assignment, during one of the final sessions of the Fall and Winter semesters. A Student Evaluation of Faculty form shall be distributed to all students interacting with non-teaching faculty during a continuous thirty (30) day period in both the Fall and Winter semesters.

                                a.       Student Evaluation of Faculty forms shall include College-wide questions on teacher performance and may include optional department/division generated questions. The College-wide portion of the form shall be developed by the Union’s Performance Review Committee.

                                b.       Student Evaluation of Faculty forms shall be printed, distributed, collected, and tabulated by the Federation, at Federation expense, and reviewed by a department/division Peer Mentor Standing Committee, consisting of teachers selected by members of the department/division. The Peer Mentor Committee may also assume the responsibilities of the Probationary Teacher Mentor Committee, at the option of the department/division. Upon request of the College Administration, members of a department/division Peer Mentor Committee may assume responsibility for annual evaluation of part-time faculty on a non-teaching, extra-contractual compensation basis.

An Associate Dean may, upon written request, review a probationary teacher’s Student Evaluation of Instruction forms, which will remain in the Union’s possession, for the purposes of performance evaluation. It is understood that the Student Evaluation of Instruction is but one of many components that may form the basis of evaluation of a probationary teacher and the granting of tenure.

                                c.       The Student Evaluation of Faculty forms shall be coded by the Union so as to provide anonymity to the teacher.

                                d.       The department/division Peer Mentor Committee shall review the Student Evaluation forms and identify those which merit possible peer intervention, and return them to the Union. Only when a Peer Mentor Committee has determined, over the course of two consecutive semesters, that the completed forms of a particular teacher merit possible intervention shall the Committee be informed of the identity of the teacher in question.

                                e.       The Federation shall provide each teacher with a tabulation of the results of the teacher’s Student Evaluation of Faculty forms, copies of student comments appearing on the forms, and concerns that may be noted by the Peer Mentor Committee.

                                f.        Should a department/division fail to establish a Peer Mentor Committee or should the committee fail to function in accordance with this Article, as determined by the Federation and College Administration, the College Administration shall annually observe and evaluate the performance of teachers in that department/division.

                     2.       A Faculty Self-evaluation form shall be completed biennially by each teacher.

                                a.       The Faculty Self-evaluation form shall be developed by the Union’s Performance Review Committee and contain questions paralleling in content those of the Student Evaluation of Faculty form, so as to permit a comparative assessment of student and teacher perceptions of performance.

                                b.       The Faculty Self-evaluation form shall also provide a listing of (1) service to the College, (2) activities promoting professional growth, and (3) service to the community.

                                c.       The department/division Peer Mentor Committee shall review Faculty Self-evaluation forms and identify those which merit possible peer intervention, and return them to the Union.

                                d.       The Federation shall return to each teacher that teacher’s Faculty Self-evaluation form with concerns as may be noted by the Peer Mentor Committee.

          B.       Peer Mentor Intervention

                     1.       Peer Mentor intervention shall be undertaken by a department/ division Peer Mentor Committee based upon performance concerns arising from (1) Student Evaluation of Faculty forms, (2) Faculty Self-evaluation forms, (3) concerns regarding student attrition rates as assessed by the Peer Mentor Committee, (4) concerns forwarded to the Peer Mentor Committee regarding student performance in subsequent courses by department/division colleagues, and (5) other concerns which may be forwarded to the Peer Mentor Committee by the College Administration and found by the Committee to have merit. Peer Mentor Committee intervention shall take place only after consultation with teacher; review, when possible, of the academic standing of respondents to the Student Evaluation of Faculty forms; and Committee observation of the teacher’s performance.

                     2.       Peer Intervention Process

                                a.       Peer intervention based upon Student Evaluation of Teacher forms shall be considered only after a Peer Mentor Committee has noted performance concerns for two consecutive semesters.

                                b.       Intervention strategies to improve teacher performance shall be developed by the Peer Mentor Committee, with the participation of the teacher, and shall include observations of performance by the Peer Mentor Committee.

                                c.       The Peer Mentor Committee shall develop methods of evaluating the success of intervention strategies.

                                d.       Should a teacher contend that the intervention of the Peer Mentor Committee is unwarranted or that its proposed strategies for improved performance are inappropriate, the teacher may appeal such matters to the teacher’s department/division.

                                e.       Should a teacher refuse to participate in the Peer Mentor Committee’s Intervention Program following an unsuccessful appeal to the teacher’s department/division, the teacher’s name shall be forwarded to the College Administration, with a recommendation that the Administration observe and evaluate the teacher’s performance.

                                f.        Should the Peer Mentor Committee determine the teacher’s performance remains unsatisfactory following the teacher’s participation in the Intervention Program, the teacher’s name shall be forwarded to the College Administration, with a recommendation that the Administration observe and evaluate the teacher’s performance. The Peer Mentor Committee’s determination of unsatisfactory performance may be appealed to the teacher’s department/division.

                                g.       A member of a Peer Mentor Committee shall not participate in the review of that member’s own evaluation forms once the identity of the teacher is made known to the Committee. A teacher shall not serve on a Peer Mentor Committee while the subject of Peer Mentor intervention.

          C.       Peer Mentor Confidentiality

                     1.       Completed Student Evaluation of Faculty forms and summaries of data therefrom shall be the sole property of the Union. The Union shall share Student Evaluation of Faculty forms with the Administration upon written request, with the understanding that such evaluations and summaries shall not be made public by the Administration except as may occur within the confines of due process proceedings.

                     2.       The findings of Peer Mentor Committees shall be the sole property of the Union, shall remain confidential, and shall be shared with the Administration only following written permission of the teacher.

                     3.       It is understood that a teacher whose name has been submitted to the College Administration for administrative monitoring and evaluation retains rights to due process under the tenure provisions of the contract.

                        4.         Members of Peer Mentor Committees may participate in evaluation of a teacher’s performance undertaken by the College Administration only following written permission of the teacher.

                     5.       Members of Peer Mentor Committees may participate in due process proceedings only following written permission of the teacher.

                     6.       The Administration shall not cite a Peer Mentor Committee’s referral of a teacher to its attention in any stage of a teacher’s due process proceedings.

          D.       Termination of Program

Either party may elect to terminate the Annual Performance Evaluation Program cited above by providing thirty (30) days written notice to the other party of its intent to do so.

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XVII.   EXTENDED LEAVES OF ABSENCE

Requests for leaves of absence not specified as Professional or Personal Leaves and not provided for under policy shall not be granted except when circumstances arise which the Board of Trustees, on recommendation of the President, believes warrant granting of a Personal Leave for confidential reasons or reasons not specified in the remainder of this section of the contract. Except as specifically provided in this Article, no payments of any kind shall be made to or for a teacher on any extended leave of absence.

          A.       Professional Leaves

                     1.       General Provisions

                                a.       A teacher returning from a Professional Leave shall have the right to return to the division or department which the teacher left. In the event of the elimination of the position during the interim, College seniority shall be the determining factor in filling assignments for which the teacher is qualified.

                                 b.       Upon return from Professional Leave a teacher shall receive any regularly scheduled salary increases granted, including increments, and shall also be subject to any general salary adjustment which may be effected.

                                c.       A request for an extension of a leave of absence must be made in writing and submitted at least sixty (60) days before the end of the semester in which the leave is to terminate. Failure to request an extension shall constitute termination of leave. Failure to return to employment upon termination of leave shall constitute termination of employment.

                                d.       Benefits or rights accumulated by a teacher prior to the effective date of the leave of absence shall be carried forward and credited to the teacher upon return.

                                e.       Teachers who have been on a Professional Leave shall not be eligible for another Professional Leave for a three (3) year period after their return.

                                f.        Applications for Professional Leave shall be filed with the Human Resources Office not later than February 1 or October 1 preceding the semester that the leave shall become effective.

                                g.       Professional Leaves shall be limited to:

                                           (1)      Advanced Study and Work Experience Leaves,

                                           (2)      Sabbatical Leave,

                                           (3)      Leave for Exchange Teaching and/or Assignment,

                                           (4)      Leave for Foreign Country or Military School Teaching and/or Assignment,

                                           (5)      Leave for a Graduate Fellowship Program.

                     2.       Advanced Study and Work Experience Leaves

Any tenured teacher at the College may be granted a leave of absence without pay for advanced study for a period not to exceed one (1) year, upon recommendation of the President. Any extension of such leave shall be made only by special action of the Board upon recommendation of the President.

Any tenured teacher at the College may, upon recommendation of the President, be granted a leave of absence without pay for work outside the College, the experience of which shall enhance the teacher's capacity to instruct in the field of current assignment. The leave shall be for a period not to exceed one (1) year.

The Work Experience Leave would also apply in any instance of acceptance of a one-year appointment as an administrator at the College, subject to all the provisions and/or limits involved above.

The granting of such a leave shall be dependent on prior written assurance that the teacher shall return to teacher duties at the College for at least one (1) year.

Not more than 1% (0.01) of the teachers at the College shall be granted such leave in any one year.

                     3.       Sabbatical Leave

                                a.       Sabbatical Leave shall be interpreted as leave from duty granted to any tenured teacher after seven (7) years of active service for the purpose of improving instruction. Sabbatical Leave may be granted for one (1) year or for one (1) semester as may be recommended by the President and approved by the Board.

                                b.       Leave granted for professional study, work on publications, travel, or travel combined with study, or any other reason which, in the opinion of the President, shall improve instruction at the College or shall improve the efficiency of the teacher shall be considered consistent with the purposes of Sabbatical Leave.

                                c.       Not more than 2% (0.02) of the teachers at the College shall be granted Sabbatical Leave in any one (1) year.

Should the number of available Sabbatical Leaves in a particular year not be exhausted as a result of the approved requests which have met the February 1 deadline, requests for the remaining Sabbatical Leaves shall be accepted up to October 1.

                                d.       Remuneration to teachers granted Sabbatical Leave shall be at the rate of one-half (0.5) the salary for two (2) semesters or full salary for one (1) semester to be received at the time the leave begins, and such remuneration not to extend beyond two (2) semesters. It is understood that this provision is subject to the letter of agreement regarding transfer of 5% (0.05) of extra-contractual monies. The Board shall continue to pay such insurance premiums for a teacher on Sabbatical Leave as may be in effect for teachers not on such leave.

                                e.       All applications for Sabbatical Leave shall be submitted to the Human Resources Office no later than February 1 of the year preceding the contractual year in which the leave is to take effect. A Sabbatical Review Committee, consisting of three administrators appointed by the College President and three teachers appointed by the Union, shall consider the applications. It is understood that a tie vote in Sabbatical Review Committee deliberations shall be considered a neutral vote and shall be forwarded to the President for further consideration.

                                f.        In determining recommendations on requests for Sabbatical Leaves, the Sabbatical Review Committee and the College President shall base their recommendations that a sabbatical be approved or disapproved solely on the following criteria:

                                           (1)      The extent of the applicant's professional study, growth, contribution, and successful service during the preceding seven years,

                                           (2)      The extent to which plans submitted for use of time while on leave are definite and educationally constructive,

                                           (3)      The length of uninterrupted service at the College,

                                           (4)      Reasonable and equitable distribution of applicants among the divisions and departments of the College.

Course work and dissertation research in a doctoral program relevant to a teacher’s employment responsibilities which have been approved by a regionally accredited university shall be considered consistent with the purposes of Sabbatical Leave by the Sabbatical Review Committee and the College President.

                                g.       A teacher granted Sabbatical Leave shall not engage in remunerative work while on leave without the approval of the President. Scholarships and fellowships in approved colleges and universities or grants which do not interfere with the program of professional improvement are excepted.

                                h.       Upon returning from Sabbatical Leave, a teacher shall provide the Human Resources Office with a written report detailing what was accomplished.

                                i.        A teacher who does not return to the College for a period of at least two (2) years after completing Sabbatical Leave shall reimburse the Board for all monies received from it during such leave.

                     4.       Sabbatical Leave for Retraining

Any teacher who has been declared surplus, or whom the Administration and Union agree is likely to be declared surplus within a three (3) year period, shall be eligible for and receive priority for Sabbatical Leave.

Such Sabbatical Leave shall be used by the teacher to pursue course work or a program of study, at an accredited institution of higher education, which will provide the teacher with an additional area(s) of competence, for application under the provisions of Article VI.I.2., in such departments/divisions of the College where there exists the equivalent of at least two (2) full-time positions in part-time and/or extra-contractual time, day and/or evening. Discontinuance of such course work or program of study shall terminate compensation for such a Sabbatical Leave, and the teacher shall not be eligible to return to a teaching position at the College until the next regular semester.

Remuneration to a teacher granted Sabbatical Leave for Retraining may be granted at full salary for up to two semesters, if two semesters at full salary are necessary to complete retraining. The Board shall continue to pay such insurance premiums for a teacher on Sabbatical Leave for Retraining as may be in effect for teachers not on such leave.

In the event the demand for Sabbatical Leave for Retraining exceeds the number of sabbaticals afforded under this provision, such leaves shall be granted on the basis of College seniority.

A teacher granted Sabbatical Leave for Retraining shall not engage in remunerative work while on leave without the approval of the President. Scholarships and fellowships in approved colleges and universities or grants which do not interfere with the program of professional improvement are excepted.

                     5.       Leave for Exchange Teaching and/or Assignment

                                a.       A tenured teacher may be granted a one-year Leave for Exchange Teaching and/or Assignment.

                                b.       Any request for such leave shall be judged by the President upon its merits, namely what benefits can be derived from such an assignment.

                                c.       Not more than 1% (0.01) of the teachers at the College shall be granted such leave in any one (1) year.

                                d.       The plans as formulated by the Office of the United States Commissioner of Education, in which each exchange teacher remains under the control of the home district in matters of pay, tenure, and other related considerations, shall be in full effect.

                                e.       Opportunities for Exchange Teaching and/or Assignment positions shall be advertised.

                     6.       Leave for Foreign Country or Military School Teaching and/or Assignment

                                a.       A tenured teacher may be granted Leave for Foreign Country or Military School Teaching and/or Assignment for a period of one (1) year upon recommendation of the President. Such leave is subject to renewal by the Board for one (1) additional year.

                                b.       Any request for such leave shall be judged by the President upon its merits, namely what benefits can be derived from such an assignment.

                                c.       Not more than 1% (0.01) of teachers at the College shall be granted such leave in any one (1) year.

                     7.       Leave for a Graduate Fellowship Program

                                a.       A Graduate Fellowship Leave may be granted a tenured teacher for a period of three (3) years or any part thereof for successful completion of a graduate program in pursuance of a master's degree or a doctor's degree upon the recommendation of the President and approval of the Board.

                                b.       Such conditions as apply to Sabbatical Leave shall apply to this leave, except that this leave may be extended by three (3) years or a part thereof.

          B.       Personal Leaves

                     1.       General Provisions

                                a.       A teacher returning from Personal Leave shall have the right to return to the division or department which the teacher left. In the event of the elimination of the position during the interim, College seniority shall be the determining factor in filling assignments for which the teacher is qualified.

                                b.       Upon return from a Personal Leave, a teacher shall receive any regularly scheduled salary increase granted, excluding increments (except in the case of Military and Peace Corps Leaves for which service increments shall be awarded), and shall be subject to any general salary adjustments which may be effected.

                                c.       Benefits or rights accumulated by a teacher prior to the effective date of the leave of absence shall be carried forward and credited to the teacher upon return.

                                d.       Personal Leaves shall be limited to:

                                           (1)      Extended Health Leave Due to Physical or Mental Causes,

                                           (2)      Leave to Care for Ill Members of Immediate Family,

                                           (3)      Child Care Leave, Involuntary Leave,

                                           (4)      Involuntary Leave

                                           (5)      Military and Peace Corps Leaves,

                                           (6)      Leave for Public Service,

                                           (7)      Leave for National, State, or Local Union Duty.

                                e.       A probationary teacher may be offered Personal Leave at the discretion of the College President and upon approval of the Board of Trustees, provided that time on such leave shall not be counted toward the fulfillment of the teacher’s probationary period.

                     2.       Extended Health Leave Due to Physical or Mental Causes

                                a.       Extended Health Leave Due to Physical or Mental Causes not falling within Sick Leave Policy may be granted to a tenured teacher upon request by the teacher, recommendation by the President, and approval by the Board. Such request shall be in writing and shall be accompanied by a written diagnosis from the attending physician. Such extended Health Leave may be considered for renewal annually.

                                b.       A request for an extension of leave or notice of intention to return must be made in writing and submitted at least sixty (60) days before the end of the semester in which the leave is to terminate. Failure to return after termination date of the leave shall constitute termination of employment, subject to the tenure provisions of the contract. Notice of intention to return must be accompanied by a physician's statement attesting the teacher's fitness.

                     3.       Leave for Care of Ill Members of Immediate Family

                                a.       Leave may be granted to a tenured teacher to care for ill members of the immediate family upon request by the teacher, recommendation by the President, and approval by the Board. Sufficient proof must be submitted to the President that leave or extended leave is necessary before the request shall be granted.

                                b.       The immediate family shall be construed to include husband, wife, children, father, mother, brother, sister, grandparents, aunt, uncle, close relative-in-law, or close associate.

                                c.       A request for an extension of leave or notice of intention to return must be made in writing and submitted at least sixty (60) days before the end of the semester in which the leave is to terminate. Failure to return after termination date of the leave shall constitute termination of employment, subject to the tenure provisions of the contract.

                     4.       Child Care Leave

                                a.       A tenured teacher who becomes legally responsible for a child, gives birth to a child, adopts a child, or acquires a child by marriage is eligible for Child Care Leave.

                                b.       Request for a Child Care Leave shall be submitted in writing to the President's Office sixty (60) days prior to the date on which the leave is to begin, unless circumstances clearly preclude opportunity for such notice.

                                c.       Upon initial request for Child Care Leave, the teacher shall designate the duration of the leave, which may be for a part of a semester, an entire semester, or a year. Such initial leave shall be subject to not more than six (6) consecutive semester or three (3) consecutive one-year renewals.

                                d.       Request for renewal must be made to the Human Resources Office, in writing, at least sixty (60) days before the end of the semester with which the leave shall expire.

                                e.       Return from Child Care Leave, other leave provisions of the contract notwithstanding, shall be to a comparable position at the College, not later than three (3) years from the end of the College year in which or with which leave began. Failure to request renewal and/or failure to notify the President's Office in writing of intent to return at least sixty (60) days prior to the end of the final semester of leave, in response to notification by the Office of Human Resources, shall constitute termination of employment.

                                f.        A return from Child Care Leave prior to the expiration of the leave shall occur only with the consent of the teacher and the approval of the President.

                    5.       Involuntary Leave

                               a.       A teacher may be required to take Involuntary Leave when it is apparent to the President that the teacher is no longer able physically and/or mentally to discharge duties in a competent manner.

                                b.       The President may require in writing that any teacher take a physical or mental examination at Board expense, the results of which may be used for determining Involuntary Leave.

                                c.       When the examination is received, reviewed, and evaluated, the teacher may submit to an examination by a physician of the teacher's choosing at the teacher's expense. If the two reports are in conflict, a third physician shall be mutually agreed upon and the cost of this third examination shall be shared by the teacher and the College.

It is understood that the costs assumed by the parties are those which remain unpaid by insurance coverages.

                                d.       A teacher requesting return from Involuntary Leave may return only upon the recommendation of the President and by approval of the Board, subject to the tenure provision of the contract. The request to return must be made at least sixty (60) days prior to the return date.

                     6.       Military and Peace Corps Leaves

                                a.       Any teacher at the College who may enlist or be conscripted into the Defense Forces of the United States for military service or training or into the Peace Corps shall be reinstated as a full-time teacher with full credit including annual increments under the salary schedule. Reinstatement shall be contingent upon written request, supported by a physician's statement, that said applicant is fully qualified to perform the duties of the position.

                                b.       Request to return from leave must be made at least sixty (60) days prior to the beginning of the semester in which the teacher requests to return.

                                c.       Increment credit for Military Leave shall not extend beyond the time of original enlistment or beyond the time necessary to discharge the teacher's military obligation.

                                d.       When a teacher must take temporary Military Leave (not to exceed fourteen (14) work days) during the College year, the Board shall compensate the teacher involved for the difference between the teaching pay for the period of service and the military pay for the weekdays of military service during the College year, and shall provide a substitute for the position.

                     7.       Leave for Public Service

A tenured teacher may be granted Leave for Public Service on an annual basis if elected or appointed to public office, subject to sufficient notice to make adequate provision for replacement. Such leave may be extended beyond a second year upon recommendation of the President and approval of the Board. Request for extension must be made in writing at least sixty (60) days before the expiration date of the original leave.

                    8.       Leave for National, State, or Local Union Duty

                                a.       A teacher may be granted Leave for National or State Union Duty for one (1) year, subject to annual renewal at the discretion of the Board. Request for renewal must be made in writing at least sixty (60) days before the expiration of any year of leave.

                                b.       A teacher elected to office in Local 1650 shall, upon written request, be granted leave of absence, full or part-time, for so long as the teacher holds such office. Request for such leave must be made in writing at least sixty (60) days before the beginning of the semester in which the leave is to become effective, and notification that the teacher intends to terminate such leave must be given in writing at least sixty (60) days before the beginning of the semester in which the termination of leave is to become effective.

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XVIII.  PERSONAL BUSINESS

Each full-time teacher shall be allowed a total number of Personal Business days equivalent to one-half (.5) day per contractual month. Any unused Personal Business days shall be added to a teacher's accumulated sick days.

          A.       Personal Business days are provided for personal business of a non-profit nature that cannot be taken care of outside of College hours. When a teacher makes use of a Personal Business day, it is assumed by the Administration and the teacher that the activity in which the teacher is engaged on that day is more important than the teacher's teaching responsibility on that particular day. Other than in an emergency situation, a teacher shall notify the administration in advance of the use of a personal business day.

          B.       Personal Business days shall be taken in one (1) or one-half (0.5) day units.

Teaching Faculty: One-half (0.5) day units shall be used on days when at least one (1) class, and/or one-half (0.5) the scheduled classes for that day, whichever is greater, is met. If the number of classes scheduled for a given day is an uneven number, the one-half (0.5) of the number of scheduled classes shall be rounded off downward.

Librarians, Counselors, and Placement Officers: One-half (0.5) day units shall be used on days when a minimum of three (3) hours of scheduled duties is met. Full-day computation shall be used when less than three (3) hours of scheduled duties are met.

          C.       In the event a teacher is confronted with a death in the family, with a required court appearance pursuant to subpoena, with the need to care for a member of the family, or with catastrophic events resulting in imminent danger to family or to non-business property, and has already expended all Personal Business days, the Human Resources Office may grant additional days, not to exceed five (5).

          D.       A full-time teacher employed extra-contractually during the normal College year may use up to two (2) of the unused Personal Business days each year for extra-contractual assignments. Such a Personal Business day shall be granted in one-half (0.5) day units per extra-contractual class session.

Such a Personal Business day shall be granted in one-half (0.5) day units per extra-contractual assignment of three (3) hours or less for teachers whose work is prescribed on other than a class contact hour basis.

A full-time teacher employed extra-contractually in a Spring or Summer Session program may use up to two (2) of the unused Personal Business days of the immediately previous College year for personal business.

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XIX.    JURY DUTY

A leave of absence shall be granted a teacher called for jury duty service, provided the Board shall only be obligated to pay an amount equal to the difference between the teacher's salary as computed on a daily basis and the daily jury duty fee paid.

The Board shall pay a teacher for an extra-contractual assignment(s) scheduled within the hours of 7:00 a.m. and 6:00 p.m. missed because of jury duty and for an extra-contractual assignment(s) at other times if the jury is sequestered. Such payment shall be the difference between the daily salary rate plus the daily extra-contractual compensation and the daily jury duty fee paid.

The teacher shall, upon written request of the Administration, seek to be excused from jury service.

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XX.     SICK LEAVE

          A.       Each teacher shall be credited with one (1) day of Sick Leave for each month of employment at the beginning of each fiscal year. The days so credited shall be non-cumulative for those teachers who have or attain one hundred twenty-five (125) accumulated Sick Leave days. All Sick Leave in excess of that credited in this paragraph shall be charged against the balance accumulated up to and including June 30, 1966.

Credited Sick Leave days may be used prior to being earned; however, any unearned sick days that have been so used shall be deducted from the final pay in case of termination of employment.

The Sick Leave bank of each teacher shall be frozen at the balance accumulated up to and including June 30, 1966. Teachers coming to the College from within the Dearborn School District shall be given credit for any unused Sick Leave previously accumulated in the District.

When all accumulated Sick Leave has been exhausted, the teacher shall be entitled, when applicable, to Weekly Accident and Sickness Benefits and, when applicable, Long Term Disability Benefits as provided in this Agreement.

          B.       Sick Leave shall be granted for purposes of personal illness only. A teacher who takes an extended Sick Leave of more than five (5) consecutive working days shall have and, upon request, present to the immediate supervisor, before returning to work, a certification from a physician authorizing return to work.

          C.       Sick Leave days shall be taken in one (1) or one-half (0.5) day units.

Teaching Faculty: One-half (0.5) day units shall be used on days when at least one (1) class, and/or one-half (0.5) the scheduled classes for that day, whichever is greater, is met. If the number of classes scheduled for a given day is an uneven number, the one-half (0.5) of the number of scheduled classes shall be rounded off downward.

Librarians, Counselors and Placement Officers: One-half (0.5) day units shall be used on days when a minimum of three (3) hours of scheduled duties is met. Full-day computation shall be used when less than three (3) hours of scheduled duties are met.

          D.       A full-time teacher employed extra-contractually during the College year may use contractual sick days for absences from extra-contractual assignments due to illness. With the exception of Spring or Summer session absences, no more than five (5) contractual sick days may be used in any College year for extra-contractual absences which do not occur on days of contractual absences.

Contractual sick days used for extra-contractual absences during a semester shall be granted in one-half (0.5) day units per extra-contractual class session. For teachers whose work is prescribed on other than a class contact hour basis, contractual sick days used for extra-contractual absences shall be granted in one-half (0.5) day units per extra-contractual assignment of three (3) hours or less. Contractual sick days used for extra-contractual absences during a Spring or Summer session shall be granted in one (1) day units for each day of absence.

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XXI.        INSURANCE BENEFITS

          A.       Workers' Compensation

The Board shall carry Workers' Compensation Insurance so that a teacher disabled from an injury or disease due to employment may receive medical attention and weekly benefits while losing pay. Such insurance shall cover all benefits required by Michigan's Workers' Compensation Act.

          B.       Weekly Accident/Sickness and Long Term Disability Benefits

Any full-time teacher who has used all accumulated Sick Leave days shall receive Weekly Accident and Sick Leave benefits and, when applicable, Long Term Disability benefits equivalent to those currently provided to a maximum of 70% (0.70) of the teacher's contractual and extra-contractual salary. The master policies shall include the partial disability and cost-of-living riders.

          C.       Group Term Life Insurance

                     1.       The Board shall provide group term life insurance for each full-time teacher in the amount of twice the teacher's annual contractual salary (2 x salary) to a maximum of $100,000. The teacher shall enroll and designate a beneficiary(ies) on the proper application form.

                     2.       Coverage for new teachers shall become effective the first of the month following the beginning date of employment, provided the necessary enrollment forms have been filed with the Office of Human Resources.

                     3.       The Board agrees to provide payroll deduction for a teacher wishing to purchase additional life insurance at group rates through the group carrier, subject to the approval of the carrier.

                     4.       Teachers terminated or no longer receiving payroll checks, except for teacher(s) receiving weekly Accident/Sickness or Long Term Disability Benefits under the College’s group policy, have the option of applying for coverage under the policy on a direct payment basis under the rules established by the carrier.

          D.       Accidental Death or Dismemberment Benefits

The Board shall pay full premium for accidental death or dismemberment benefits equivalent to the following:

                                   Life. . . . . . . . . . . . . . . . . . . . . . . . . . . . .Full benefit amount,

                                    Both hands. . . . . . . . . . . . . . . . . . . . . . .Full benefit amount,

                                    Both feet. . . . . . . . . . . . . . . . . . . . . . . . Full benefit amount,

                                    Sight of both eyes. . . . . . . . . . . . . . . . . Full benefit amount,

                                    On hand and one foot. . . . . . . . . . . . . . Full benefit amount,

                                    One hand and sight of one eye. . . . . . .Full benefit amount,

                                    One foot and sight of one eye. . . . . . . . Full benefit amount,

                                    Speech and hearing. . . . . . . . . . . . . . . Full benefit amount,

                                    One hand. . . . . . . . . . . . . . . . . . . . . . . .One half the benefit amount,

                                    One Foot. . . . . . . . . . . . . . . . . . . . . . . . One half the benefit amount,

                                    Sight of one eye. . . . . . . . . . . . . . . . . . .One half the benefit amount,

                                    Speech. . . . . . . . . . . . . . . . . . . . . . . . . .One half the benefit amount,

                                    Hearing. . . . . . . . . . . . . . . . . . . . . . . . . One half the benefit amount.

               E.       Hospital-Surgical-Medical Benefits — Tenured Teachers

                         1.       The Board shall provide coverage for hospital-surgical-medical benefits. Coverage, whosoever the carrier, shall be the hospital expense benefits provided for semi-private accommodations under the Comprehensive Hospital Care Certificate of Michigan Hospital Service with MVF #2 and Master Medical, including Option II, and the surgical-medical expense benefits provided under the Employment Group Benefits Certificate of Michigan Medical Service with Master Medical, and the following riders:

                                    AS1           CRNA          HCB1              OPPC     RAPS

                     ASFP        DC             HMN .PCES-1     RDC

                  BMT          D45NM        ML . PCES-2     RM

                             CC             ECIP           MMC2 .PPNVI             RPS

                                  CLC           EMBT          MMCBL2 .Pre-100       SAT2

                           CNM          ESRD          MMCPD PSG           SOT

                            CNP          FAERC        MMCZTMJ .PTB       TSA

               COB3        GCO            NC PTFS       VST

                              COMP       GLE2           OPC PTS                   XTMJ

Effective with the 2007-2008 contractual year, Master Medical deductibles shall be $250 for individual coverage and $500 for family coverage.

Effective with the 2007-2008 contractual year and thereafter, the Board shall provide prescription drug coverage with a $10 co-pay for generic and a $20 co-pay for preferred brand name/formulary and other brand name prescriptions to be applied to all health insurance programs provided under this contract. Coverage shall include a generic equivalent provision and birth control coverage.

                         2.       The Board shall make monthly contribution for the following month's coverage on behalf of each subscribing full-time teacher, toward the cost of the hospital-surgical-medical coverages described above equal to the full subscription rate or premium charge for the classification or coverage to which the teacher shall have subscribed according to marital status and the number of dependents, provided that such coverage is not in excess of the coverage described in the next paragraph.

                         3.       The coverage for which the Board shall contribute under the foregoing may be, at the teacher's option, protection for (1) self only or (2) self and family (including only spouse and eligible dependents). Coverage shall only be provided if proper enrollment forms and/or contract revision forms have been properly filed with the Office of Human Resources.

All benefits and eligibility for benefits shall be subject to the provisions of the insurance policy coverage cited in this Article or an approved HMO or PPO equivalent.

                         4.       For those teachers who do not desire the above coverage, the Board shall make monthly contributions to an approved Health Maintenance Organization (HMO) or Preferred Provider Option (PPO), on behalf of subscribing teachers, towards the cost of such coverage on the same basis and subject to the same limitations as are contained above. This coverage shall be the HMO or PPO equivalent of the above benefits insofar as is possible.

                         5.       Teachers may enroll under the "new hire" clause, within thirty (30) days of the date of original employment. Subsequent opportunities to enroll in either of the above plans shall be provided only during enrollment periods specified by the carrier.

                         6.       Teachers on approved leaves of absence, as provided in this contract, may retain coverage for group hospital-medical-surgical, dental, optical, hearing, and term life insurance and accidental death or dismemberment benefits at group rates provided written approval is obtained by the administration from the insurer's underwriting department. The teacher must make the premium(s) payment to the Board in advance by the first of each month, or the teacher shall forfeit all rights under this provision.

                         7.       The parties hereby agree that the option of traditional BC-BS coverage shall not be available to those teachers hired effective August 28, 2007 and thereafter.

                   F.     Hospital-Surgical-Medical Benefits — Probationary Teachers

                           1.      The Board shall make monthly contributions to an approved Health Maintenance Organization (HMO) or Preferred Provider Option (PPO) on behalf of a subscribing probationary teacher.

                           2.      The HMO or PPO coverage selected, for which the Board shall contribute, shall, at the probationary teacher’s option, be coverage for (1) self only or (2) self and family (including only spouse and eligible dependents). Coverage shall only be provided if proper enrollment forms and/or revision forms have been properly filed with the Office of Human Resources.

                           3.      Upon completion of probation, a teacher hired prior to August 28, 2007 may continue HMO or PPO coverage or may enroll in hospital-surgical-medical coverage and prescription drug coverage under the contract’s traditional insurance programs.

               G.       Waiver of Hospital-Surgical-Medical Benefits

A teacher who opts not to be covered under the Board’s hospital-medical-surgical coverage shall receive compensation as listed below, subject to the following conditions:

                         1.       The teacher must supply to the Office of Human Resources written proof of medical coverage with another employer/carrier by September 15 of each contractual year.

                         2.       $1,500 in lieu of full family coverage shall be paid to the teacher on June 30 of each contractual year.

                         3.       $1,125 in lieu of one (1) or two (2) person coverage shall be paid to the teacher on June 30 of each contractual year.

                         4.       This compensation shall not be provided when both husband and wife are employees of the Dearborn Public Schools/ Henry Ford Community College, nor shall dual coverage be provided in these instances.

               H.       Dental, Optical, Hearing, Long-Term Care Insurances

The details and implementation of dental, optical, hearing, and long-term care insurances for full-time teachers shall be planned by a committee representative of the Union and College administration. The contribution of the Board of Trustees for dental, optical, hearing, and long-term care insurance programs shall be limited to 2.5% (0.025) of current contractual salary payroll of full-time teachers at the College.

               I.        Flexible Spending Account

Teachers shall have the option of participating in a Flexible Spending Account (FSA) through payroll deduction. A teacher must enroll in the FSA program by December 1 of the year preceding the calendar year in which the teacher intends to participate. Application forms are available through the Controller's Office.

               J.       Part-time Bargaining Unit Members

No part-time member of the Bargaining Unit shall see benefits, which may be provided to other part-time teachers by the College, decrease as a result of acquiring membership in the HFCC-FT Bargaining Unit.

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XXII.       COMPENSATION PRINCIPLES

               A.         Salary of full-time members of the Bargaining Unit shall be determined by the terms of this Agreement with respect to salary schedule, creditable experience, and credentials. The salaries of part-time members of the Bargaining Unit shall be the extra-contractual rate paid full-time teachers for like assignments for the appropriate step and lane on the regular teacher salary schedule, and such members shall advance on the salary schedule in the same way as full-time members of the Bargaining Unit.

               B.         Teachers reporting on the first day of the Fall semester shall receive their August paychecks on the following Friday. September through April checks shall be paid on the fifteenth (15^th) of each month. May paychecks shall be paid on the last Monday of the Winter semester.

When a scheduled payday falls within the first three (3) days of a College vacation period or on a weekend, paychecks shall be available on the last teaching day preceding the College vacation period or weekend. During vacation periods, paychecks shall be available at the Business Office on the scheduled payroll dates.

Effective no later than the Fall 2008 semester, a teacher may elect to receive ten month contractual pay over a twelve month period, with additional pays on June15 and July 15. Once a twelve month option is selected for a contractual year, the teacher may not change the option selected.

               C.         For the purpose of computation of a day’s pay, 0.053 of a month’s pay shall be used.

               D.        The Board shall pay on a current basis those monies earned for extra-pay for extra duties which are year-long in nature. Those responsibilities which are not year-long shall be paid for at the end of the activity involved.

               E.         The salaries of all teachers employed for a seven and one-half (7.5) week Spring or Summer Session shall be paid in two (2) installments on the fourth and eighth Thursday, respectively.

               F.         The Board shall make all payroll deductions as required by law and such other deductions as may be agreed to by the parties.

               G.       Salary errors shall be adjusted upon detection and made retroactive within legal limits.

               H.         Teachers receiving advanced degrees shall be placed on the new lane of the salary schedule at the beginning of the semester which follows written notification to the Office of Human Resources of the accomplishment of the degree. It is expected that official verification of the awarding of the degree shall be forwarded to the Office of Human Resources within the first semester during which payment for the degree is provided.

               I.          A teacher in the ASSET or CISCO programs shall be advanced one lane on the salary schedule for every 940 hours of certification coursework successfully completed, provided such coursework is a requirement for teaching in the assigned discipline or speciality. Such lane advancement shall be made at the beginning of the semester which follows the submission of a written request for lane advancement and documentation of qualifying hours from the certifying agency to the Human Resource Office.

               J.         Salaries for part-time teachers not represented by the Bargaining Unit shall be set at neither a rate so low as to constitute employment competition nor so high as to constitute discrimination against teachers in the Bargaining Unit.

               K.         Any teacher assigned, as part of the teacher's regular load, to teach classes on two (2) or more campuses in a single day or on one (1) campus and at another location off-campus, shall be compensated for round-trip travel between said campuses or campus and location at a rate of 48.5 cents/mile or the Internal Revenue Service (IRS) allowable rate as of the preceding June 1, whichever is greater. Mileage is to be determined by maps or mileage charts or, if such should not provide the necessary mileage, by actual odometer reading.

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XXIII.      LONGEVITY

Longevity compensation shall be calculated as follows: beginning with the tenth (10) year of service and capped at forty (40) years of service, teachers shall be paid, as part of their contractual salary, 0.9945 of a day's pay, based upon the current Master's maximum salary, for each year of full-time instructional service in the Dearborn system.

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XXIV.     PENSION SUPPLEMENT

The Board shall annually budget, for each full-time teacher who is on the August contractual payroll, monies for the purpose of supplementing the teacher's pension through the purchase of a tax sheltered annuity (TSA) or the purchase of service time in the MPSERS at the teacher's option. For teachers with nine (9) or fewer years in the Dearborn system, this pension supplement shall amount to $1,650 annually. Beginning with the teacher's tenth (10) year of service and capped at forty (40) years of service, the pension supplement shall amount to $1,650 plus 0.1985% (.001985) of the current Master's Maximum salary for each year of full-time instructional service in the Dearborn system.

The teacher shall either authorize equal monthly TSA payroll deductions by August 1, or shall present the Office of Human Resources with a receipt from MPSERS reflecting the purchase of service time by May 31. All withholding taxes that may apply to MPSERS reimbursement shall be paid by the teacher. It is understood that a teacher purchasing service time in MPSERS may apply for annual reimbursement until the entire cost of the purchased service time has been reimbursed. The TSA benefit shall be prorated for a teacher hired at a time other than the beginning of the Fall semester.

A teacher who has not previously authorized a TSA payroll deduction equal to or in excess of the teacher’s TSA benefit under this provision by August 1 shall forfeit the TSA benefit for the upcoming contractual year.

A newly hired teacher who has not authorized a TSA payroll deduction equal to or in excess of the teacher’s TSA benefit under this provision by October 1, if hired effective with the Fall semester, or March 1, if hired effective with a Winter semester, shall forfeit the TSA benefit for that contractual year.

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XXV. EXTRA-CONTRACTUAL TEACHING

                A.     The compensation for the responsibilities of an extra-contractual teaching assignment shall be determined according to the following formula:

                         1.       For a Fall Semester, Winter Semester, or Spring or Summer Session teaching assignment: the total number of contact hours per semester x 1/2250 of the teacher's 10-month contractual salary, including longevity compensation, plus an equal amount of compensation for the responsibilities of class preparation and student evaluation, for the first twenty-four (24) regular semester contact hours or their equivalent in a College year. The rate for all contact hours or their equivalent in excess of twenty-four (24) regular semester contractual hours shall be 1/4500.

For teachers on ten-month contracts, the Fall Semester extra-contractual shall be paid in four (4) equal installments and the Winter semester extra-contractual in four (4) equal installments. For teachers on twelve-month contracts, the first semester extra-contractual shall be paid in four (4) equal installments, the second semester extra-contractual in four (4) equal installments, and the third semester extra-contractual in three (3) equal installments.

                         2.       For a teaching assignment of less than a semester or Spring or Summer Session's duration, the appropriate extra-contractual compensation formula shall be employed, and compensation shall be paid on a current basis on scheduled payroll dates.

                         3.       At the start of any semester, a teacher may opt to receive the extra-contractual compensation of that semester in a lump-sum payment at the conclusion of the semester.

                B.     Non-teaching extra-contractual work requiring professional skill or responsibility of a recurring but occasional nature, such as advising and workshops, shall be compensated according to the following formula: the total number of clock hours per semester x 1/2250 of the teacher's 10-month contractual salary, including longevity compensation, for the equivalent of the first twenty-four (24) regular semester contact hours, to be paid on a current basis on scheduled payroll dates. Hours in excess of the equivalent of the first twenty-four (24) regular semester contact hours in a College year shall be paid at the rate of 1/4500.

                C.     Teachers whose work is prescribed on other than a class contact hour basis who engage in their respective activities on an extra-contractual basis shall be compensated according to the following formula: the total number of clock hours x 1/2250 of the teacher's 10-month contractual salary, including longevity compensation, for the equivalent of the first twenty-four (24) regular semester contact hours to be paid on a current basis on scheduled payroll dates. The rate for hours in excess of the equivalent of the first twenty-four (24) regular semester contact hours in a College year shall be 1/4500.

                D.     Extra-contractual compensation for a non-credit assignment in the Center for Lifelong Learning (CL2) shall be determined according to the following formula: the total number of contact hours x 1/2250 of the teacher’s 10 month contractual salary, including longevity.

                E.     With respect to the number of extra-contractual teaching assignments during the course of a contractual year, a load equivalent to an assignment of twenty-four (24) regular semester contact hours is considered to be a desirable professional limit in the best interests of students, the College, and teachers. Within the confines of this desirable professional limit, a teacher may select a regular semester load up to and including nine (9) contact hours per week and a load up to and including eighteen (18) contact hours per week per Spring or Summer Session. It is understood that honors teaching, "mini-courses," substitute teaching, portfolio assessment, data collection, non-credit courses, CEU courses, special assignments (internships, externships, etc.), extra-compensation assignments (prorated at a 2% (0.02) annual extra-compensation factor equivalent to one (1) contact hour), contracted training services paid by or through the College, workshops, and non-teaching extra-contractual work (two (2) hours equivalent to one (1) contact hour of teaching) are included within the confines of this desirable professional limit.

Exceptions to the limits cited above may be made by the College President only after consultation with the Union.

Given that five (5) classes of five (5) contact hours each exceeds the annual limit of 768 extra-contractual clock hours by only two (2) clock hours, the parties hereby agree to permit a teacher to teach five (5) classes of five (5) contact hours each within the confines of a contractual year. It is understood that preparation and follow-up compensation shall not be paid for the two (2) clock hours in excess of the annual limit of 768 clock hours.

                F.     When extra-contractual assignments are made, the following are the priorities which must be considered:

                         1.       Qualified teachers in the department which is offering the assignment,

                         2.       Qualified teachers in the division which is offering the assignment,

                         3.       Qualified full-time members of the Bargaining Unit,

                         4.       Qualified retirees of the Bargaining Unit.

The intent of this provision is to afford those individuals listed, in priority order, the maximum number of extra-contractual assignments possible within the semester and annual limitations of the contract. Should an extra-contractual assignment(s) be cancelled by the College, the affected individual shall be offered an alternative extra-contractual assignment(s), for which the individual is qualified, first from those individuals not listed in XXV.F.1-4 yet having part-time/extra-contractual assignments and, if necessary, then from individuals listed in XXV.F.4., XXV.F.3., and XXV.F.2. in that order.

Wherever possible extra-contractual assignments shall be made according to Article IV.A., with the advice of the teachers of the division and/or department. Division/Department policies for determining extra-contractual assignments shall be subject to review by the Union and Administration in order to assure an equitable distribution of extra-contractual opportunities.

                G.     The responsibility of filling substitute teaching assignments resides with the Administration. However, should a qualified teacher be teaching less than the desirable professional limit of extra-contractual contact hours, as cited in Article XXVI.E., said teacher shall be given priority in the filling of substitute teaching assignments. Substitutes shall be provided for the first instance of a teacher's absence in Trade and Apprentice Education or Corporate Training programs, only if required by a corporate contract.

Extra-contractual compensation for a substitute teaching assignment of a week’s duration or six (6) contact hours, whichever is less, shall be determined according to the following formula: the total number of contact hours x 1/2250 of the teacher’s ten-month contractual salary, including longevity, plus an amount of compensation equal to one-half (0.5) of the above for the responsibilities of class preparation.

Extra-contractual compensation for a substitute teaching assignment of more than a week’s duration or six (6) contact hours shall be compensated according to Article XXV.A.1.

XXVI.           EXTRA-COMPENSATION

Extra-compensation positions shall be open for application every two (2) years, except for those positions for which full-time teachers were specifically hired. Applications, including that of the incumbent, shall be forwarded to the appropriate Vice President/Dean in the Winter semester of second year of the term of office. For the purpose of computing the two-year terms, September 1989 shall be the base year.

                      Art Collection Curator. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.00%

                      Baseball. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11.00%

   Basketball Head. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11.00%

                      Coordinator of Cultural Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . .12.00%

                      Dance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.00%

                      Director of Exhibits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  7.25%

                      Drama. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  9.00%

                      Golf. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  5.00%

                      Instrumental Music. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.00%

                      Radio. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.00%

                      Recording Studio Manager/Music Assistant. . . . . . . . . . . . . . . . . . 6.00%

                      Staff Advisor, Student Council. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.00%

                      Technical Theatre. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  9.00%

                      Vocal Music. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12.00%

                      Volleyball. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.00%

                      Wellness. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.00%

All assistants: 6.0% (0.06) or 54.5% (0.545) of the compensation of the head coach in the particular sport, whichever is less.

The percentages stated above shall be applied to 100% of the current annual average salary, to be determined and provided by the Administration. Compensation for newly established assignments shall be determined by discussion and agreement with the Union.

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XXVII. SEVERANCE PAY

         A.       Any full-time teacher who retires and the estate of one who dies while employed by the Board shall be eligible for severance pay of one and one-half (1.5) days' pay for each full year of active service in the Dearborn Public Schools. Time spent on Professional Leave and Personal Leave, Sabbatical Leave excepted, shall not be counted as active service.

         B.       A teacher shall be considered eligible for retirement severance pay if qualified under the Michigan Public School Employees' Retirement System (MPSERS) for regular and/or medical retirement, or has completed twenty-five (25) years of service in the Dearborn School District.

A teacher who retires on or after the sixtieth (60^th) birthday shall also be eligible for retirement severance pay, even though the teacher may not qualify under the MPSERS for regular or medical retirement.

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XXVIII.  SALARY SCHEDULE PLACEMENT – EXPERIENCE CREDIT

A.        New teachers employed at the College by the Board shall be given credit for all relevant full-time teaching experience up to five (5) years. Teachers coming to the College from within the District shall be given credit for all relevant full-time teaching experience credited in the District.

Relevant full-time administrative experience at the College shall be credited the same as full-time teaching experience at the College for placement on the salary schedule.

Relevant part-time teaching experience, including teaching experience as a graduate student, shall be provided credit on an adjusted, prorated basis rounded off to the nearest full semester.

B.        Teachers who have served in the armed forces of the United States shall be given experience credit of one-half (.5) year for each year of military service up to four (4) years of such military service.

C.        New teachers with work experience directly pertaining to their teaching assignment shall be given credit for each full year of work experience (meaning at least eleven (11) consecutive months of full-time employment with a given employer) up to a maximum of five (5) years of work experience.

D.        All of the above determinations shall be subject to the following limitations:

Teachers having 0, 1, or 2 years of creditable experience shall be placed on Step 1 of the appropriate lane of the salary schedule.

Effective for the 2007-2008 contractual year, teachers having three (3) or more years of creditable experience shall be placed on Step 2 of the appropriate lane of the salary schedule.

Effective for the 2008-2009 contractual year, teachers having three (3) years of creditable experience shall be placed on Step 2 and teachers having four (4) years or more on Step 3 of the appropriate lane of the salary schedule.

Effective for the 2009-2010 contractual year and thereafter, teachers having three (3) years of creditable experience shall be placed on Step 2, teachers having four (4) years shall be placed on Step 3, and teachers having five (5) or more years on Step 4 of the appropriate lane of the salary schedule.

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XXXIX.         SALARY SCHEDULES

The Board shall, beginning 9-1-76 and thereafter, pay the retirement for teachers.

Teachers hired effective with the Fall 2007 semester shall not advance beyond Step 11 of the current Salary Schedule.

Salary Schedule 2007-2008

Salary Schedule 2008-2009

Salary Schedule 2009-2010

Salary Schedule 2010-2011