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DISCLAIMER: This document is a transcription of the full agreement between the parties. The full Agreement is published in print form. This document is being posted for information purposes only and is not the official document. In the event of any discrepancy between the online texts and printed materials, the actual signed articles of Agreement shall prevail.

 

AGREEMENT
BETWEEN
MONTGOMERY COMMUNITY COLLEGE
and
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL
EMPLOYEES, AFL-CIO, LOCAL 2380
from
July 1, 2005
through
June 30, 2010
 


Memorandum of Agreements:
March 2009   | May 2007

 

TABLE OF CONTENTS
 

PREAMBLE
 
ARTICLE l - RECOGNITION OF UNION

       Section 1.1 - Management Defined

       Section 1.2 - Exclusive Representative

       Section 1.3 - Employee Defined

              (A) Employees in the Bargaining Unit

              (B) Regular Part-Time Employees

       Section 1.4 - Gender References

 
ARTICLE 2 - MANAGEMENT FUNCTIONS
 
ARTICLE 2A - NON-DISCRIMINATION
 
ARTICLE 3 - GRIEVANCE PROCEDURE

       Section 3.1 - Standard Procedure

              (A) Definition of Grievance

              (B) Procedures

                      Step 1

                      Step 2

                      Step 3

              (C) Written Presentation

              (D) Procedure in Cases of Suspension or Discharge

              (E) Union Representation

                     (1) Copies of Written Grievances

                     (2) Representation at Grievance Meetings

       Section 3.2 - Arbitration in Cases of Suspension, Discharge,

                               Layoff and Recall

              (A) Election of Arbitration

              (B) Selection of Arbitrator

              (C) Jurisdiction of Arbitrator

              (D) Fees and Expenses of Arbitration

       Section 3.3 - Advisory Arbitration in Matters Other than Suspension,

                               Discharge, Layoff and Recall

              (A) Election of Advisory Arbitration

              (B) Advisory Arbitrator Selection Committee

              (C) Selection of Advisory Arbitrator

              (D) Jurisdiction of Advisory Arbitrator

              (E) Fees and Expenses of Advisory Arbitrator

              (F) Decision of Chief Human Resources Officer or the

                     Chief Human Resources Officer's Designee

       Section 3.4 - Time Limitations

       Section 3.5 - Method of Delivery

       Section 3.6 - Discipline and Discharge

              (A) Scope

              (B) Oral Warning

              (C) Verbal Reprimand

              (D) Written Reprimand

              (E) Suspension Without Pay

              (F) Discharge

              (G) Consideration of Prior Discipline

 
ARTICLE 4 - SENIORITY

       Section 4.1 - Defintion

       Section 4.2 - Termination of Seniority

       Section 4.3 - Seniority Roster and Other Information

       Section 4.4 - Vacancies

       Section 4.5 - Lateral Transfers

       Section 4.6 - Probationary Employees

              (A) Probationary Period for Newly Hired Employees

              (B) Probationary Period for Promoted or Transferred Employees

       Section 4.7 - Trial Period

       Section 4.8 - Layoff and Recall

       Section 4.9 - Out of Title Pay

 
ARTICLE 5 - HOURS OF WORK

       Section 5.1 - Work Day

       Section 5.2 - Regular Work Day

       Section 5.3 - Work Week

       Section 5.4 - Regular Work Week

       Section 5.5 - Hours Worked

 
ARTICLE 6 - WAGES

       Section 6.1 - Purpose of Article

       Section 6.2 - Regular Rate

       Section 6.3 - Overtime Pay

              (A) Non-Exempt Employees

              (B) Exempt Employees

              (C) General Provisions

       Section 6.4 - Call Back Pay

              (A) Non-Exempt Employees

              (B) Exempt Employees

       Section 6.5 - Emergency Service Pay

       Section 6.6 - Shift Differential

       Section 6.7 - Pay Schedule

       Section 6.8 - Salaries

              (A) Salary Adjustments

              (B) Merit Adjustments to Salary

       Section 6.9 - Failure to Achieve Projected Revenues

 
ARTICLE 7 - LEAVES OF ABSENCE

       Section 7.1 - Sick Leave

              (A) Purpose

              (B) Eligibility and Accrual of Sick Leave

              (C) Use of Sick Leave

              (D) Disposition of Sick Leave at Termination of Employment

       Section 7.2 - Family and Medical Leave

              (A) Leave Entitlement

              (B) Year for Purposes of Determining Leave Entitlement

              (C) Payment of Group Insurance Premiums During Leave

       Section 7.3 - Military Leave

       Section 7.4 - Bereavement Leave

       Section 7.5 - Professional Development Leave

              (A) Short Term Professional Development Leave

              (B) Extended Professional Development Leave

       Section 7.6 - Personal Leave

       Section 7.7 - Court Attendance Leave

       Section 7.8 - Administrative Leave

       Section 7.9 - Short-Term Disability Benefits

              (A) Disability Not Compensable Under Workers'

                     Compensation Law

              (B) Disability Compensable Under Workers' Compensation Law

                     (1) Treatment by Designated Provider

                     (2) Treatment by Other Than Designated Provider

              (C) Exclusions

              (D) Reduction of Montgomery College Expenditure

              (E) Proof of Disability

              (F) No Extension of Disability Benefits Program

              (G) Leave and Continuous Service Credit

              (H) Application for Disability Benefits

       Section 7.10 - Union Business Leave

 
ARTICLE 8 - HOLIDAYS

       Section 8.1 - Paid Holidays

              (A) Purpose

              (B) Regular Holidays

              (C) Other Paid Holidays

       Section 8.2 - Eligibility

       Section 8.3 - Holiday Pay

       Section 8.4 - Holiday Work

       Section 8.5 - Holiday During Annual or Sick Leave

 
ARTICLE 9 - ANNUAL LEAVE

       Section 9.1 - Eligibility for Annual Leave

       Section 9.2 - Accumulation of Annual Leave

              (A) Available Annual Leave

              (B) Creditable Service

       Section 9.3 - Use of Annual Leave

       Section 9.4 - Disposition of Annual Leave Upon Termination

 
ARTICLE 10 - UNION PRIVILEGES

       Section 10.1 - Meeting Space, Campus Mails, and Food Services

       Section 10.2 - Bulletin Boards

       Section 10.3 - Shop Stewards

       Section 10.4 - Deduction of Dues

              (A) Payroll Deduction Authorization

              (B) Forms of Dues Deduction Authorization

              (C) Modified Agency Shop

              (D) Indemnification

       Section 10.5 - Discussions Between Management and the Union

              (A) Management/Union Committee

              (B) Other Discussions

       Section 10.6 - Personnel Files

       Section 10.7 - Council 67 Representative

       Section 10.8 - Search Committee Participation

 
ARTICLE 11 - INSURANCE AND OTHER BENEFITS

       Section 11.1 - Group Health, Life, Disability, and Dental Plans

       Section 11.2 - Tax Sheltered Annuities

       Section 11.3 - Educational Assistance Program

       Section 11.4 - Tuition Waiver

       Section 11.5 - Uniforms

       Section 11.6 - Safety and Health

       Section 11.7 - Sustained Service Awards

       Section 11.8 - Transportation-Parking Fee

 
ARTICLE 12 - NO STRIKE/NO LOCKOUT

       Section 12.1 - No Strikes

       Section 12.2 - Enforcement of No Strike Pledge

       Section 12.3 - No Lockout

  
ARTICLE 13 - SCOPE OF AGREEMENT

       Section 13.1 - Duration

              (A) Effective Dates

              (B) Reopener

       Section 13.2 - Severability

       Section 13.3 - Scope of Agreement

 
APPENDIX I - JOB TITLES OF EMPLOYEES IN THE BARGAINING UNIT
APPENDIX II - MONTGOMERY COLLEGE - SALARY SCHEDULE

 

 

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PREAMBLE

THIS AGREEMENT IS ENTERED INTO BY AND BETWEEN THE Board of Trustees of Montgomery Community College (the "Board") and the Montgomery College Staff Union of the American Federation of State, County and Municipal Employees, AFL-CIO, Local 2380 of Council 67, Maryland Public ("the Union").

ARTICLE 1 - RECOGNITION OF UNION

Section 1.1 - Management Defined.

Whenever used in this Agreement, the term "Management" shall mean the Board and/or the College personnel designated by the Board to implement and administer the Board's policies.

Section 1.2 - Exclusive Representative.

The Board recognizes the Union as the exclusive representative of the employees defined in Section 1.3(A) of this Article, for the purpose of collective bargaining as defined in Section 16-412(a)(4) of the Education Code of Maryland (the "Act').

Section 1.3 - Employee Defined.

(A) Employees in the Bargaining Unit.

Whenever used in this Agreement, the term "employee" shall mean nonprofessional administrative, maintenance, housekeeping, clerical, and technical employees with the job titles set forth in Appendix One, but excluding all employees directly involved in the determination of policy, supervisors and confidential employees, as defined in Section 16-412(A)(6) and (17) of the Act; employees whose salaries are funded from grants and not from revenues generally available at the present time to all community colleges pursuant to Title 16 of the Education Article of the Annotated Code of Maryland; faculty and other professional employees; lead workers; temporary employees; security employees; senior administrative aides, network engineering specialists, computer support specialists, student assistants; employees regularly scheduled to work less than twenty (20) hours a week, and all other employees. Management and the Union agree to the formation of an informal committee consisting of three (3) members of Management and three (3) members of the Union that may meet twice annually for the purpose of discussing whether newly created positions and /or existing positions at the College should be included or excluded from the bargaining unit.

(B) Regular Part-Time Employees.

Employees who are regularly scheduled to work at least twenty (20) hours but fewer than forty (40) hours in a work week are regular part-time employees, and are provided certain benefits available under Articles 7,8,9, and 11 of this Agreement on a pro-rated basis, calculated based upon the proportion that their work week is to a forty (40) hour work week.

Section 1.4 - Gender References.

References to "his" or "her" in this Agreement shall be read without regard to gender.

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ARTICLE 2 - MANAGEMENT FUNCTIONS

The parties agree that Management has the obligation and authority to direct and control the mission and work of the College. To that end, all management rights and prerogatives, written or unwritten, which are not expressly limited, modified, or restricted by the text of this Agreement, are retained exclusively by Management and may be exercised by Management at its sole discretion. These management rights and prerogatives include, but are not limited to, all rights and prerogatives granted by applicable law; the right to generally determine and effect the mission of Montgomery College; to determine the academic calendar, including the number and dates of work days for employees, and the commencement and ending of each work day; to expand, reduce, alter,combine, transfer, or terminate any position(s), department(s), program(s), or service(s); to allocate and expend funds and determine financial policies and procedures of Montgomery College; to control, regulate, and determine the use and location of all Montgomery College facilities, including campuses, machinery, equipment, buildings, other property, and support services; to set the standards of productivity, the services to be rendered and functions to be performed; to initiate, design, develop, adopt, modify, delete, approve, schedule, and authorize all programs to be offered by Montgomery College; to determine the size and composition of the work force; to introduce new or improved research and operational methods; to evaluate applicants and select individuals for employment; to evaluate employees for purposes of salary increases, retirement, classification, promotion, demotion, transfer, layoffs and recall; to determine program content; to assign work; to determine qualifications of employees; to grant regular status to probationary employees; to discipline and discharge employees for just cause; to grant salary increases and to retire, classify, promote, demote, transfer, lay off and recall employees; to recognize employees for outstanding service and special contributions to Montgomery College; to subcontract or use independent contractors in fulfilling the mission of Montgomery College and in undertaking any and all functions or activities for which Management might otherwise use personnel employed by Montgomery College; to establish, modify and enforce policies, rules, regulations, procedures, and standards not in conflict with an express provision of this Agreement; and, in all other respects, to plan, manage, evaluate, administer, govern, organize, control, and direct Montgomery College, its operations and personnel. Management, in not exercising any function reserved to it in this Article 2, or in exercising any such function in a particular way, shall not be deemed to have waived its right to exercise such function or preclude Management from exercising the same in some other way.

ARTICLE 2A - NON-DISCRIMINATION

Management and the Union shall comply with the provisions of all applicable laws forbidding discrimination against or in favor of any employee on account of race, color, creed, national origin, disability, religion, sex, sexual orientation, age, or union membership. Notwithstanding any other provision of this agreement, Management shall have the right to take all actions necessary to comply with disability law, including but not limited to the authority to take actions deemed by the Management to be necessary to effect reasonable accommodations. Alleged violations of this Article 2A shall not be subject to the Grievance Procedure of Article 3, but shall be handled in accordance with the procedures of the College's Office of Equity and Diversity.

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ARTICLE 3 - GRIEVANCE PROCEDURE

Section 3.1 - Standard Procedure.

(A) Definition of Grievance.

A "grievance" is an allegation by an employee that Management has violated an express provision of this Agreement and that such employee has been personally aggrieved thereby.

(B) Procedures.

An employee shall attempt to resolve any potential grievance informally with his or her immediate supervisor prior to initiating the formal grievance procedure. The failure of an employee to attempt to resolve a grievance informally shall be sufficient reason for the denial of a formal grievance. If a grievance cannot be resolved through informal discussion with an immediate supervisor or department chairperson it shall be processed as follows, except that a grievance based upon suspension or a recommendation for discharge shall be handled pursuant to Section 3.1(D) below.

Step 1.

Within ten (10) days of the event giving rise to the grievance or after the employee reasonably should have known of the event giving rise to the grievance, the aggrieved employee may submit a written grievance to the next level supervisor (e.g., campus director or dean) in the employee's chain of command, with a copy to the Chief Human Resources Officer and the Union. This supervisor shall schedule a meeting with the employee to be held within ten (10) days of receipt of the written grievance. The supervisor shall submit a written answer to the aggrieved employee within ten (10) days of such meeting, and provide a copy of the answer to the Chief Human Resources Officer and the Union.

Step 2.

In the event the grievance is not satisfactorily adjusted at Step 1, the aggrieved employee, within ten (10) days after receipt of the Step 1 answer, may submit a written appeal of the Step 1 answer to the College-wide director or Provost in the employee's chain of command, or his or her designee, with a copy to the Chief Human Resources Officer and the Union. The director, Provost, or designee shall schedule a meeting with the aggrieved employee to be held not more than fourteen (14) days after receipt of the Step 2 appeal. The director, Provost, or designee shall submit a written answer to the aggrieved employee within fourteen (14) days after the Step 2 meeting, with a copy to the Chief Human Resources Officer and the Union.

Step 3.

In the event that the grievance is not satisfactorily adjusted at Step 2, the aggrieved employee, within ten (10) days after receipt of the Step 2 answer, may submit a written grievance appeal to the Chief Human Resources Officer or the Chief Human Resources Officer's designee, with a copy to the Union. The Chief Human Resources Officer or the Chief Human Resources Officer's designee shall schedule a meeting with the aggrieved employee to be held not later than fourteen (14) days after receipt of the Step 3 appeal. The Chief Human Resources Officer or the Chief Human Resources Officer's designee shall submit a written answer to the aggrieved employee within fourteen (14) days of such meeting, with a copy to the Union.

(C) Written Presentation.

Any grievance presented at Steps 1 through 3 of this Section 3.1 shall be in writing on a form provided by Management, shall be signed by the aggrieved employee, shall set forth the specific provisions of the Agreement alleged to have been violated, and shall set forth the specific relief sought by the aggrieved employee, or the grievance shall be deemed to have been waived.

(D) Procedure in Cases of Suspension or Discharge.

An employee recommended for suspension without pay or discharge shall receive written notice of the basis for the suspension or discharge, the evidence against him or her, and the opportunity to present his or her side to the suspending authority. A grievance regarding a suspension without pay or discharge shall be filed with the Chief Human Resources Officer within ten (10) days of the date of suspension or discharge. The Chief Human Resources Officer or the Chief Human Resources Officer's designee shall process the grievance at Step 3 of the grievance procedure.

(E) Union Representation.

(1) Copies of Written Grievances.

Upon receipt of a written grievance or written appeal submitted by an employee in accordance with the procedure set forth in Steps 1 through 3 of this Section 3.1, Management shall furnish a copy of same to the Union President. A copy of any written answer of Management under Steps 1 through 3 of this Section 3.1 shall be forwarded to the Union President simultaneously with its submission to the aggrieved employee.

(2) Representation at Grievance Meetings.

An employee may be represented at the meetings held pursuant to the procedures set forth in this Section 3.1 by the Union president or a shop steward designated by the Union unless the aggrieved employee objects or wishes to represent himself or herself.

Section 3.2 - Arbitration in Cases of Suspension, Discharge, Layoff and Recall.

(A) Election of Arbitration.

This Section 3.2 applies solely to cases of suspension without pay and discharge under Section 3.6 of this Agreement, and to cases of layoff and recall under Section 4.8 of this Agreement. In such cases the Union, with the written concurrence of the aggrieved employee, may submit a grievance which has been properly processed through the procedure set forth in Section 3.1 of this Article to final and binding arbitration. The election of arbitration shall be made by submitting written notice of such intent, signed by both the aggrieved employee and the Union president, to the Chief Human Resources Officer or the Chief Human Resources Officer's designee within fifteen (15) days after receipt of the answer at Step 3 of Section 3.1(B) of this Article.

(B) Selection of Arbitrator.

Management and the Union agree to maintain at all times, a panel of three (3) named arbitrators, one (1) of whom shall be appointed to hear each grievance that is appealed to arbitration pursuant to Section 3.2(A) of this Agreement. Rotation of arbitration cases among such arbitrators shall be in alphabetical order by the arbitrator's last name. As of the effective date of this Agreement, Management and the Union have selected Homer Larue, Joseph M. Sharnoff, and Andrew Strongin as members of said panel. If one such arbitrator is no longer able to serve, Management and the Union shall immediately name a replacement arbitrator. The replacement arbitrator shall assume the order in the rotation held by the arbitrator that he or she is replacing. Except in the case of the voluntary resignation of a named arbitrator, no arbitrator may be removed by Management or the Union, except by mutual agreement of Management and the Union, or for cause. If Management or the Union appeals the decision and award of an arbitrator to a court of appropriate jurisdiction, that arbitrator shall be suspended from appointments under this Agreement pending such appeal and shall be removed if the decision and award is not upheld in full.

(C) Jurisdiction of Arbitrator.

The jurisdiction and authority of the arbitrator of the grievance and the opinion and award of the arbitrator shall be confined exclusively to the interpretation and/or application of the express provision or provisions of this Agreement at issue between the Union and Management. The arbitrator shall have no authority to add to, detract from, alter, amend, or modify any provisions of this Agreement or impose on either party hereto a limitation or obligation not explicitly provided for in this Agreement; to establish or alter any wage rate or wage structure; or to consider any term or condition of employment or any other matter not expressly set forth within a provision of this Agreement. The arbitrator shall not hear or decide more than one grievance at one time without the mutual consent of Management and the Union. The opinion and award of the arbitrator on the merits of any grievance adjudicated within his or her jurisdiction and authority, as specified in this Agreement, shall be served on both parties.

(D) Fees and Expenses of Arbitration.

The fees and expenses of the arbitrator shall be shared equally by the parties.

Section 3.3 - Advisory Arbitration in Matters Other than Suspension, Discharge,                          Layoff and Recall.

(A) Election of Advisory Arbitration.

This Section 3.3 applies to cases other than cases of suspension without pay and discharge under Section 3.6 of this Agreement, and layoff and recall under Section 4.8 of this Agreement. In cases arising under this Section 3.3, the Union, with the written concurrence of the aggrieved employee, may elect to submit a grievance which has been properly processed through the procedure set forth in Section 3.1 of this Article to advisory arbitration. Written notice of intent to proceed to advisory arbitration, signed by both the aggrieved employee and the Union president, shall be submitted to the Chief Human Resources Officer or the Chief Human Resources Officer's designee, within fifteen (15) days after receipt of the answer at Step 3 of Section 3.1 of this Article.

(B) Advisory Arbitrator Selection Committee.

Within ten (10) days after notice of intent to submit to advisory arbitration as provided in Section 3.3(A) of this Article, Management and the Union shall refer the grievance to an Advisory Arbitrator Selection Committee consisting of one member appointed by Management and one member appointed by the Union.

(C) Selection of Advisory Arbitrator.

The members of the Arbitrator Selection Committee established as provided in Section 3.3(B) of this Article shall meet as soon as possible, at their mutual convenience, to attempt to settle the grievance. If they are unable to reach a settlement, they shall select an impartial arbitrator. If they are unable to agree upon a choice within ten (10) days after such meeting, they shall jointly request the American Arbitration Association to furnish a list of not less than seven (7) qualified and impartial arbitrators, one of whom shall be designated by the Advisory Arbitrator Selection Committee to act as advisory arbitrator of the grievance. Selection shall be made by the Committee members alternately striking any name from the list until only one name remains. The individual whose name remains shall be the advisory arbitrator of the grievance.

(D) Jurisdiction of Advisory Arbitrator.

The jurisdiction and authority of the advisory arbitrator of the grievance and the opinion and recommendation of the advisory arbitrator shall be confined exclusively to the interpretation and/or application of the express provision or provisions of this Agreement at issue between the Union and Management. The advisory arbitrator shall have no authority to add to, detract from, alter, amend, or modify any provisions of this Agreement or impose on either party hereto a limitation or obligation not explicitly provided for in this Agreement; to establish or alter any wage rate or wage structure; or to consider any term or condition of employment or any other matter not expressly set forth within a provision of this Agreement. The advisory arbitrator shall not hear or decide more than one grievance at one time without the mutual consent of Management and the Union. The recommendation in writing of the advisory arbitrator on the merits of any grievance adjudicated within his or her jurisdiction and authority, as specified in this Agreement, shall be served on both parties and shall be advisory to the Chief Human Resources Officer or the Chief Human Resources Officer's designee.

(E) Fees and Expenses of Advisory Arbitration.

The fees and expenses of the advisory arbitrator shall be shared equally by the parties.

(F) Decision of Chief Human Resources Officer or the Chief Human        Resources Officer's Designee.

Upon receipt of the recommendation of the advisory arbitrator, the record of the proceedings before the advisory arbitrator, and any brief(s) which may have been submitted to the advisory arbitrator, the Chief Human Resources Officer or the Chief Human Resources Officer's designee shall review the matter and issue a written decision, which shall include findings of fact, as well as his or her decision with respect to the grievance. The decision of the Chief Human Resources Officer or the Chief Human Resources Officer's designee shall be final and binding on Management, the aggrieved employee, and the Union. The Chief Human Resources Officer or the Chief Human Resources Officer's designee shall not consider any evidence not presented in the proceedings before the advisory arbitrator, but, upon the request of either party or upon his or her own initiative, may advise the parties, prior to his or her decision, that he or she will receive further briefs on the matter.

Section 3.4 - Time Limitations.

Whenever used in this Article 3, the word "days" shall mean all days during the calendar year other than Saturdays, Sundays, and days designated as holidays by Management. The time limits set forth in this Article are essential to this Agreement. Said time limits may be extended only by mutual agreement of Management and the Union and the aggrieved employee. The aggrieved employee shall be solely responsible for keeping the time limits set forth in this Article. If the aggrieved employee fails to comply with the time limits set forth in this Article, the grievance shall be deemed to have been waived. If Management fails to comply with any time limits set forth in this Article, the grievance shall automatically proceed to the next step.

Section 3.5 - Method of Delivery.

For the purposes of this Article 3, a grievance, appeal, or Management answer is "submitted" only if it is delivered by hand to the office of the appropriate person as set forth in Section 3.1, or mailed to that person by certified mail, return receipt requested, through the United States Postal Service.

Section 3.6 - Discipline and Discharge.

(A) Scope.

Discipline and discharge of employees shall be for just cause. Employees generally will be progressively disciplined, but Management may, in its discretion, warn, reprimand, transfer, demote, suspend or discharge employees without first providing progressive discipline. Disciplinary action may be taken to correct an employee's inappropriate behavior or as a means of causing an improvement in performance to an acceptable level. An employee may request that the Union president or a shop steward designated by the Union be present at a meeting where discipline is to be administered and the request shall not be denied unless honoring the request would cause undue delay in the administration of the discipline.

(B) Oral Warning.

An oral warning may occur any time a supervisor finds it necessary to address an employee's performance or behavior as inconsistent with College policies or procedures. A copy of the oral warning will not be placed in the employee's personnel file in Human Resources, but it may be used as the basis for subsequent discipline and may be attached to subsequent discipline that is placed in the employee's personnel file in Human Resources.

(C) Verbal Reprimand.

A verbal reprimand may be issued following a discussion between a supervisor and the employee, and its issuance noted for future reference by the supervisor. A copy of the verbal reprimand will not be placed in the employee's personnel file in Human Resources, but it may be used as the basis for subsequent discipline and may be attached to subsequent discipline that is placed in the employee's personnel file in Human Resources.

(D) Written Reprimand.

A written reprimand indicating the nature of the problem including references to any prior warnings and verbal reprimands, and the necessary corrective action, may be issued following a private discussion between the supervisor and the employee. The written reprimand will be signed by the supervisor and copies forwarded to the employee, to the Director of Employee and Labor Relations and to the Chief Human Resources Officer.

(E) Suspension Without Pay.

An employee may be suspended without pay for a specified period of time when disciplinary action more severe than a reprimand, but less severe than discharge, is warranted in the judgment of Management. After affording an employee an opportunity to be heard, the Chief Human Resources Officer or the Chief Human Resources Officer's designee may impose the suspension based upon the recommendation of the supervisor and second level supervisor. A letter of suspension will be provided to the employee and the Union.

(F) Discharge.

An employee's employment with the College may be terminated for just cause when the employee's performance or behavior is not meeting the legitimate expectations of Management.

(G) Consideration of Prior Discipline.

An employee may submit a written request to the Chief Human Resources Officer that Management not consider in subsequent disciplinary actions, discipline that was provided to the employee more than ten (10) years prior to the date of the written request, provided that the prior discipline did not involve an issue related to discrimination, harassment, safety and health, veracity, or was of the same nature as subsequent discipline.

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ARTICLE 4 - SENIORITY

Section 4.1 - Definition.

As used in this Agreement, "seniority" shall mean an employee's continuous length of service for Management since his or her last date of hire as a regular employee by Management.

Section 4.2 - Termination of Seniority.

An employee's seniority shall terminate without recourse under the provisions of this Agreement for the following reasons:

(a) Discharge for cause;

(b) Voluntary resignation;

(c) Retirement;

(d) Failure or refusal to return to work within five (5) days of notice of recall from layoff,       when such notice is provided by registered mail to the employee's last known       address as reflected in his or her personnel record;

(e) Absence for three (3) consecutive scheduled work days without notifying       Management during the absence, unless physically impossible to do so, of an       illness or accident preventing the employee from working, as evidenced by       certification of a medical doctor if requested by Management, or other satisfactory       reason for such absence;

(f) Layoff or leave of absence for more than one (1) year since the employee's last day      worked for Management, or a period of time exceeding the employee's seniority,      whichever is less.

Section 4.3 - Seniority Roster and Other Information.

Management shall furnish to the Union a seniority roster of employees two times each calendar year. This list shall provide the name, job title, pay grade, position number and rate of pay of each bargaining unit employee. Management shall also provide to the Union each month a list of changes in bargaining unit positions that involve new hires, lateral transfers, leaves of absence, separations, promotions and retirements.

Section 4.4 - Vacancies.

Management shall determine, in its discretion, whether to attempt to fill a vacancy in a bargaining unit position through an internal selection process or through an internal/external selection process. Employees may apply for bargaining unit positions that are to be filled through either type of selection process. The procedure set forth in this Section 4.4 shall apply if Management attempts to fill a vacancy in a bargaining unit position solely through an internal selection process. If a vacancy occurs in a bargaining unit position that Management intends to fill other than by transfer or by temporary appointment, a notice of such vacancy shall be distributed to all campuses. Any employee who desires to be considered for the vacancy shall submit a written application to Human Resources within the time frame specified. Qualifications and the factors involved in the selection shall be determined by Management in its discretion. If Management determines that qualifications and factors are equal between employees, the employee having the greatest seniority shall be selected. If, in Management's discretion, none of the internal candidates meet the qualifications and factors necessary for the position, nothing shall preclude Management from deciding not to select any candidate and to re-advertize the position for an internal/external selection process, or to not fill the position. Any grievance filed under this Section 4.4 shall be heard by the supervisor (at Step 1) and the Collegewide Director or Provost (at Step 2) in the area in which the vacancy occurred.

Section 4.5 - Lateral Transfers.

If Management determines that a transfer is in the best interest of the College, an employee may be transferred. An employee who desires and is qualified for a vacant position in the bargaining unit must request a transfer to that position. The request shall be made in writing to the Chief Human Resources Officer. If two employees request a transfer to the same position, and all other qualifications and factors are considered equal by Management, the employee having the greatest seniority shall be transferred. Nothing in this Section 4.5 shall preclude Management from transferring employees involuntarily when the transfer is deemed by Management to be in the best interest of the College.

Section 4.6 - Probationary Employees.

(A) Probationary Period for Newly Hired Employees.

An employee shall be considered a "probationary" employee until six (6) months have elapsed from his or her most recent date of hire. Management may, in its discretion, extend the probationary period for additional time. Seniority shall not accrue until an employee has successfully completed his or her probationary period, at which point seniority shall become established as of the employee's last date of hire. The discipline or discharge of a probationary employee shall not be the subject of a grievance under Article 3 of this Agreement.

(B) Probationary Period for Promoted or Transferred Employees.

An employee shall be considered a "probationary" employee until six (6) months have elapsed from his or her most recent date of promotion or transfer to another position at the College. Management may, in its discretion, extend the probationary period for additional time. Probationary status under this Section 4.6(B) shall not affect an employee's seniority.

Section 4.7 - Trial Period.

If an employee is transferred or promoted to another bargaining unit position, the employee may request, and will be permitted, to return to his or her former position within ten (10) work days of the transfer or the promotion, provided that the employee's former position has not been filled at the time the request is made.

Section 4.8 - Layoff and Recall.

Solely for the purpose of this Section 4.8, employees will be grouped in the following pools: Continuing Education; Auxiliary Services; alternatively funded positions (e.g., positions funded through the capital budget or the cable budget); and positions funded through the Operating Budget. Before implementing layoffs, Management will consider whether the transfer of employees to other positions is in the best interest of the College. If Management determines layoffs are necessary, the Union will be notified as to which job titles in which pool(s) will be affected. Seniority shall be the determining factor among employees determined to be of the same relative competence, in order to retain the most qualified employees as determined by Management. No employee in regular status shall be laid off while an employee in temporary or probationary status remains in the same job title. Employees on layoff pursuant to this Section 4.8 shall be eligible to be recalled in inverse order of layoff by job title for the time period provided in Section 4.2(d) of this Agreement. No new employee shall be hired into a position from which an employee has been laid off unless the laid off employees in that job title have been first notified of the opportunity for recall pursuant to Section 4.2(b) of this Agreement.

Section 4.9 - Out of Title Pay.

Management may require an employee to work in a temporary assignment in a bargaining unit position that is at least one grade level higher than the position held by the employee. When such an assignment exceeds thirty (30) work days in duration, the employee shall receive a temporary salary adjustment that is not less than the equivalent of a one grade level increase in pay for the remainder of the temporary assignment.

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ARTICLE 5 - HOURS OF WORK

Section 5.1 - Work Day.

A "work day" is a period of twenty-four (24) consecutive hours.

Section 5.2 - Regular Work Day.

A "regular work day" shall consist of eight (8) hours of work, exclusive of meal periods. Because of the nature of certain functions of the College, supervisors will grant rest periods of fifteen minutes during each half day period of a working day. The immediate supervisor will arrange the appropriate periods for meal and rest for employees, provided that the total amount of time used by an employee for his or her meal and rest period shall not exceed one (1) hour per work day. Changes in work schedules are subject to the provisions of Section 5.5.

Section 5.3 - Work Week.

The "work week" shall consist of seven (7) consecutive calendar days, beginning at 12:01 a.m. Saturday and ending at 12:00 a.m. the following Saturday, unless a different work week is established by Management.

Section 5.4 - Regular Work Week.

An employee's "regular work week" shall consist of forty (40) hours of work on five days in each work week. Changes in the scheduling of work hours may or may not be approved by Management.

Section 5.5 - Hours Worked.

The payroll records of the College shall be the basis for establishing the number of hours worked by each employee. Nothing in this Agreement shall be construed as a guarantee by Management as to hours worked per day, per week, or per year. If Management determines that a modification of scheduled hours of work beyond ten (10) consecutive work days is necessary, any affected employee will be provided with notice of the change in work hours at least twenty (20) work days before such modification takes place.

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ARTICLE 6 - WAGES

Section 6.1 - Purpose of Article.

The sole purpose of this Article is to provide a basis for the computation of straight time, overtime and other premium wages, and Management's pay records, practices, and procedures established under this Agreement shall govern the payment of all wages. Nothing in this Agreement shall be construed as a guarantee or commitment by Management to any employee of hours of work per day, per week, or per year.

Section 6.2 - Regular Rate.

An employee's "regular rate" of pay is defined as the straight time hourly rate of pay established for employees as designated by Management.

Section 6.3 - Overtime Pay.

If Management deems that overtime is required, overtime will be compensated as provided in this Section 6.3.

(A) Non-Exempt Employees.

Overtime pay for employees in positions designated by Management as "nonexempt" under the Fair Labor Standards Act (FLSA), shall be computed at one and one-half (1-1/2) times the employee's regular rate for all hours worked in excess of forty (40) hours in any work week.

(B) Exempt Employees.

As agreed to by the College and the Union by Memorandum of Agreement on November 9, 2001, until such time that action is taken by the Board of Trustees based on financial or other exigent circumstances to eliminate this provision, an employee in a position designated by Management as "exempt" under the FLSA shall be eligible to be paid in an amount equal to that employee's regular rate for all hours worked in excess of forty (40) hours in any work week.

(C) General Provisions.

With respect to both non-exempt and exempt employees, there shall be no duplication or pyramiding in the computation of overtime pay, and nothing in this Agreement shall be construed to require the payment of overtime more than once for the same hours worked. If more than one of the provisions of this Agreement shall be applicable to any time worked by an employee, he or she shall be paid for such time at the highest rate specified in any one applicable provision, but he or she shall not be entitled to additional pay for such time under any other provision. Only those hours actually worked, holiday leave hours, court attendance leave hours, bereavement leave hours, and administrative leave hours authorized solely due to the emergency closing of the College shall be included in computing the 40 hours for overtime pay purposes.

Section 6.4 - Call Back Pay.

(A) Non-exempt Employees.

An employee in a position designated as non-exempt who is called back to work after having left the College's premises at the conclusion of the employee's scheduled work day shall receive a minimum of three (3) hours pay or pay for all hours actually worked prior to the start of the employee's next regular work day, whichever is greater. An employee in a position designated as non-exempt who is called back to work or called in to work for a project deemed an emergency by the Director or Dean in the employee's chain of command shall receive pay at one and one half (1-1/2) times his or her regular rate for the hours actually worked beyond the employee's regular work day. Pay under this provision must be authorized by the appropriate Director or Dean on each occasion that it is claimed.

(B) Exempt Employees.

Until such time that action is taken by the Board of Trustees based on financial or other exigent circumstances to eliminate this provision, an employee in a position designated by Management as "exempt" under the FLSA who is called back to work pursuant to this Section 6.4 or called into work for a project deemed an emergency by the Director or Dean in the employee's chain of command shall receive pay at his or her regular rate for the hours actually worked beyond the employee's regular work day. Pay under this provision must be authorized by the appropriate Director or Dean on each occasion that it is claimed.

Section 6.5 - Emergency Service Pay.

An employee who has been trained by Management to perform emergency service duties that would be typically performed by an employee in a different position, and who is actually required to perform such duties in an actual emergency or crisis situation so designated by Management, shall be paid at one and one half (1-1/2) times his hourly rate for the time the employee is engaged in performing those emergency service duties in the actual emergency or crisis situation.

Section 6.6 - Shift Differential.

Effective the first day of the 2006 fiscal year, employees who are regularly scheduled to work more than 25 hours in a work week and who are required to work between the hours of 10:00 p.m. and 6:30 a.m. shall receive a premium of $ 0.80 per hour for the period of time actually worked between those hours. No shift differential shall apply for less than one full hour worked.

Section 6.7 - Pay Schedule.

The Pay Schedule for employees set forth in Appendix Two to this Agreement is part of this Agreement and shall be the regular rate for employees in the appropriate grade.

Section 6.8 - Salaries.

(A) Salary Adjustments.

Effective as of the first day of the 2006 fiscal year, the regular rate of an employee shall be calculated as one hundred two and seventy-five hundredths percent (102.75%) of the employee's 2005 fiscal year regular rate, provided that no employee's salary shall exceed the top of the grade level assigned to that employee's position, as provided in Appendix Two. Effective as of the first day of the 2007 fiscal year, the regular rate of an employee shall be calculated as one hundred three and seventy-five hundredths percent (103.75%) of the employee's 2006 fiscal year regular rate, provided that no employee's salary shall exceed the top of the grade level assigned to that employee's position, as provided in Appendix Two. Effective as of the first day of the 2008 fiscal year, the regular rate of an employee shall be calculated as one hundred two and seventy-five hundredths percent (102.75%) of the employee's 2007 fiscal year regular rate, provided that no employee's salary shall exceed the top of the grade level assigned to that employee's position, as provided in Appendix Two.

(B) Merit Adjustments to Salary.

Regular employees shall be eligible for a merit salary adjustment based upon their performance evaluation and a recommendation from their immediate supervisor. A merit increase will not be denied solely because an employee's performance evaluation has not been submitted. For the 2006 fiscal year, merit salary adjustments shall be one hundred two and seventy-five hundredths percent (102.75%) of the employee's 2005 fiscal year regular rate, provided that no employee's salary shall exceed the top of the grade level assigned to that employee's position, as provided in Appendix Two. For the 2007 fiscal year, merit salary adjustments shall be one hundred two and seventy-five hundredths percent (102.75%) of the employee's 2006 fiscal year regular rate, provided that no employee's salary shall exceed the top of the grade level assigned to that employee's position, as provided in Appendix Two. For the 2008 fiscal year, merit salary adjustments shall be one hundred two and twenty-five hundredths percent (102.25%) of the employee's 2007 fiscal year regular rate, provided that no employee's salary shall exceed the top of the grade level assigned to that employee's position, as provided in Appendix Two.

Section 6.9 - Failure to Achieve Projected Revenues.

This Agreement is dependent upon receipt by Montgomery College of the revenues projected by Montgomery College as necessary to implement the Agreement. Should revenues fall below the levels necessary to implement this Agreement, Management shall immediately notify the Union of the shortfall in revenues and of its proposals, if any, for such modifications of this Agreement as are, in the judgment of Management, made necessary by the shortfall. Thereafter, Management and the Union shall promptly meet and bargain in good faith in an attempt to reach an agreement which can be implemented within the revenues received by Montgomery College.

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ARTICLE 7 - LEAVES OF ABSENCE

Section 7.1 - Sick Leave.

(A) Purpose.

The purpose of this Section 7.1 is to provide the basis for and manner by which employees may be granted sick leave. Sick leave is a designated amount of compensated leave that employees may be granted when, through personal illness, temporary disability, injury or quarantine they are unable to perform their jobs. Sick leave may also be used for other excused absences such as those for medical, dental, or optical examination, or treatment. Accrued sick leave may also be granted to care for an immediate family member (defined as spouse; natural, foster, or step child; inlaws; parent, sibling, or member of the employee's immediate household), if the employee is needed to care for that family member.

(B) Eligibility and Accrual of Sick Leave.

Regular full time employees shall earn sick leave at a rate of 3.69 hours per eighty (80) hour pay period based upon actual hours worked or authorized leave with pay, except that sick leave shall not be earned for hours designated as Extended Professional Development leave under Section 7.5(B), Short-Term Disability leave under Section 7.9, or any form of leave designated as leave without pay. Regular parttime employees shall earn sick leave in the proportion that their work week is to a 40- hour work week. Sick leave may only be used after it has accrued, except that an employee may be advanced the unearned sick leave that would accrue during the succeeding twelve (12) months, upon recommendation of the employee's supervisor and approval of the Chief Human Resources Officer or the Chief Human Resources Officer's designee.

(C) Use of Sick Leave.

When use of sick leave is anticipated, an employee is required to request sick leave in advance. When the need for sick leave cannot be anticipated, the employee must notify his or her supervisor as early as possible on the day of absence. An employee may be required to notify his or her supervisor on a daily basis as to the progress of an illness and the probable date of return to work, or to provide medical documentation to support the use of sick leave that exceeds three (3) consecutive days. An employee who fails to comply with the requirements of this Section 7.1(C) will be considered absent without authorized leave unless it can be demonstrated to the satisfaction of his or her supervisor that it was physically impossible to notify the supervisor of the absence or the employee's progress toward returning to work. If an employee's use of sick leave appears excessive or questionable to his or her supervisor, the supervisor may report this fact in writing to the appropriate administrator, or to the Chief Human Resources Officer or the Chief Human Resources Officer's designee. The Chief Human Resources Officer or the Chief Human Resources Officer's designee may require the employee to have a medical examination or to submit medical evidence confirming the necessity for the sick leave in question. Based upon the information provided, if the Chief Human Resources Officer or the Chief Human Resources Officer's designee determines that an employee has used more sick leave than was medically necessary, the employee may be disciplined, an adjustment may be made in the amount of time designated as sick leave, and the employee may be required to provide medical documentation to support any future use of sick leave.

(D) Disposition of Sick Leave at Termination of Employment.

Unused sick leave may be carried forward from year to year. An employee with a date of hire prior to January 1, 1993, who terminates from the College with at least five (5) years of seniority shall be paid for 25% of up to one hundred-eighty (180) days of any sick leave earned but not used as of the date of termination, but in no event shall this amount exceed a total of forty-five (45) days. Employees hired on January 1, 1993 or thereafter, or employees who are terminated for cause, are not entitled to this or any other payment of sick leave under this Section 7.1. An employee who leaves the College indebted with used but unearned sick leave shall have that amount of leave deducted from his or her final paycheck, and will be required to reimburse the College for any additional amount. If, because of long-term disability or death, the indebtedness cannot be eliminated, it shall be written off.

Section 7.2 - Family and Medical Leave.

(A) Leave Entitlement.

An employee who has been employed by Management for 12 months and who completed 1250 hours of work during the 12-month period immediately preceding the commencement of such leave, will be entitled to leave under the Family Medical Leave Act of 1993 ("FMLA") when designated by Management, in accordance with its provisions and the provisions of this Section 7.2.

(B) Year for Purposes of Determining Leave Entitlement.

For purposes of determining an employee's leave entitlement under the FMLA, the 52-week period immediately preceding the commencement of leave under the FMLA shall be the applicable measuring period.

(C) Payment of Group Insurance Premiums During Leave.

Each employee on unpaid leave under the FMLA shall remain responsible for paying the employee share of the premium for coverage elected by the employee under Section 11.1 of this Agreement and shall directly submit to Management, not later than the employee's normal payday, the amount of premium owed by the employee, unless other arrangements are approved by Management. If the employee shall fail to timely remit premium payments under this Section 7.2, Management shall make such payments on behalf of the employee and, after the employee's return from such leave, shall deduct (from wages payable to the employee) two times the amount that would otherwise be deducted pursuant to Section 11.1 of this Agreement, until the entire amount paid by Management on behalf of the employee, during leave under this Section 7.2, has been repaid. Except as provided in the immediately succeeding sentence, if the employee fails to return to work upon the expiration of leave under this Section 7.2, any amounts paid by Management toward the premium cost of benefits provided under Section 11.1 of this Agreement (including Management's share of such premium costs), shall be a legal debt due and owing from such employee to Management, which Management may institute appropriate legal action to collect. If, upon expiration of leave under the FMLA, the employee fails to return to work for a reason set forth in Section 104(c)(2) of the FMLA, then amounts paid by Management toward the premium cost of benefits provided under Section 11.1 of this Agreement, that represented Management's share of such premium costs, shall not be a debt owed by the employee to Management.

Section 7.3 - Military Leave.

An employee who is a member of the National Guard or of the United States Armed Forces Reserves will be granted special leave with pay for training purposes, not to exceed fifteen (15) calendar days in any twelve (12) month period, when required by federal or state order. In addition, such leave with pay as may be required will be granted to an employee when his reserve unit is activated by federal or state order in the event of a civil disturbance or other emergency. The employee is required to submit the appropriate short-term leave form to the Chief Human Resources Officer or the Chief Human Resources Officer's designee. A copy of the military or other governmental orders must accompany this request for leave. Any pay (less extra travel or other necessary and uncompensated expenses) received by the employee for such active duty shall be paid to Management unless the employee elects to use annual leave or leave without pay, rather than leave under this Section 7.3. If an employee fails to timely remit pay received as required by this Section 7.3, Management shall deduct the amount owed from wages payable to the employee upon the employee's return to work. If the employee fails to return to work at the conclusion of active duty, the amount owed by the employee under this Section 7.3 shall become a legal debt due and owing from such employee to Management, which Management may institute legal action to collect. If, because of death, the indebtedness cannot be eliminated, it shall be written off.

Section 7.4 - Bereavement Leave.

Regular full-time employees shall be entitled to leave with pay for five (5) consecutive work days, not to exceed forty (40) hours, in the case of the death of an immediate family member (defined as spouse; natural, foster or step-child; in-laws; parent; step-parent; sibling; grandchild; grandparent; or member of the employee's immediate household), provided such leave is taken during the period between the date of death and the conclusion of the mourning period, both inclusive. Regular parttime employees shall be granted bereavement leave in the proportion that their work week is to a forty (40) hour work week.

Section 7.5 - Professional Development Leave.

(A) Short Term Professional Development Leave.

An employee may be granted leave with pay for the purpose of attending offcampus training and development meetings that are of fewer than six (6) work days in duration. If any such leave is approved by Management, the employee may also be reimbursed, in whole or in part, for travel expenses incurred in attending such meeting. Application for such leave shall be submitted in writing to the employee's immediate supervisor or his or her designee at least ten (10) calendar days prior to the use of such leave.

(B) Extended Professional Development Leave.

Employees may apply for extended professional development leave that exceeds five (5) work days in duration. Such applications for leave may be granted in Management's discretion.

Section 7.6 - Personal Leave.

Regular full-time employees shall be granted leave with pay up to a maximum of twenty-four (24) hours per payroll year. Regular part-time employees shall be granted personal leave in the proportion that their work week is to a forty (40) hour work week. Personal leave may not be carried over to the next payroll year. Application for such leave must be submitted to the employee's immediate supervisor at least five (5) work days prior to the intended use of such leave, unless such leave is used for an emergency which does not permit five (5) work days' notice. No detailed explanation will be required. Such application will be denied only on the grounds that such absence would unacceptably impair the programs of the College. Any leave not used in a payroll year shall be lost at 12:01 a.m. on the first day of the first pay period to be paid in January of the succeeding payroll year.

Section 7.7 - Court Attendance Leave.

An employee subpoenaed as a witness in a civil or criminal case, other than a case in which the employee is a defendant, or an employee ordered to appear for jury duty shall be entitled to leave with pay for the time required to comply with such subpoena or order. Application for leave under this Section 7.7 shall be submitted in writing to the employee's immediate supervisor, with the subpoena or court order attached, as soon as the employee is served with a subpoena or order to report for jury duty. Upon return, the employee shall submit an official statement from the court indicating the exact duration of the employee's court service. Any pay (less travel or other necessary and uncompensated expenses) received by the employee for court service shall be paid to the College unless the employee elects to use annual leave or leave without pay for the court service.

Section 7.8 - Administrative Leave.

An employee may be granted paid leave when Management determines that there is a concern for the general welfare of the employee, or when such leave is deemed to be in the best interest of the College.

Section 7.9 - Short-Term Disability Benefits.

(A) Disability Not Compensable Under Workers' Compensation Law.

An employee who has completed at least six (6) months of continuous service, who is completely unable to work on account of a sickness or accident disability not compensable under the Workers' Compensation law, and who has exhausted all credited leave as well as an additional one year's entitlement to sick leave as provided under Section 7.1(B) of this Article, shall be entitled to leave, commencing on the first day after the exhaustion of all leave available under Section 7.1 and continuing to the first anniversary of the date he or she was first unable to work on account of such disability. An employee shall be remunerated for the period of leave provided under this Section 7.9(A) in an amount equal to a percentage of the employee's regular rate, had the employee worked, in accordance with the following schedule:

Length of Continuous Service
Percentage of Salary
6 months but less than 3 years
50%
3 years but less than 10 years
60%
10 years or more
80%

An employee who is on short-term disability leave under this Section 7.9(A), when deemed appropriate by Management and upon the presentation of acceptable medical documentation, may be permitted to engage in rehabilitative work (defined as returning to work for fewer hours than the employee was regularly scheduled before leave commenced) for up to the term of the employee's short-term disability period. An employee shall be remunerated for the period that he or she is permitted to engage in rehabilitative work pursuant to this Section 7.9(A) in an amount equal to the percentage of the employee's regular rate provided in the above schedule, plus an additional twenty (20) percent of the employee's regular rate.

(B) Disability Compensable Under Workers' Compensation Law.

(1) Treatment by Designated Provider.

An employee who has completed at least six (6) months of continuous service with Montgomery College, who is completely unable to work on account of a sickness or accident disability compensable under the Workers' Compensation law, and who is treated for such disability by the College's designated Workers' Compensation provider shall be entitled to leave commencing on the first day he or she is unable to work on account of such disability and continuing to the first anniversary of such date. An employee eligible for leave under this Section 7.9(B)(1) shall be remunerated for the period of such leave in an amount equal to one hundred percent (100%) of the regular rate that the employee would have been paid had the employee worked.

(2) Treatment By Other Than Designated Provider.

(a) An employee who has completed at least one (1) year of employment with Montgomery College, who is completely unable to work on account of a sickness or accident disability compensable under the Workers' Compensation law, who is treated for such disability by a health care provider other than the College's designated Workers' Compensation provider, shall be entitled to leave, commencing on the first day he or she is unable to work on account of such disability and continuing to the first anniversary of such date. An employee eligible for leave under this Section 7.9(B)(2)(a) shall be remunerated on account of such sickness or accident disability in accordance with the Workers' Compensation law.

(b) Not later than seven (7) calendar days after the first day he or she is unable to work on account of the disability, an employee entitled to leave under Section 7.9(B)(2)(a) may elect, in lieu of leave under Section 7.9(B)(2)(a), to use leave accrued under, and be compensated in accordance with the provisions of, Section 7.1 of this Agreement. If an employee elects to use leave as provided in this Section 7.9(B)(2)(b), such leave must commence as of the first day the employee is unable to work on account of the disability and must continue until the employee returns to work, or the leave accrued under Section 7.1 is exhausted, whichever occurs earlier. If an employee's leave under Section 7.1 is exhausted before he or she is able to return to work, the employee shall immediately be entitled to commence leave under Section 7.9(B)(2)(a), which shall continue to the first anniversary of the date he or she was first unable to work on account of such disability.

(C) Exclusions.

Notwithstanding the foregoing, disability benefits under this Section 7.9 shall not be available for illness or accident disability resulting from or contributed to by war or any act of war, whether declared or undeclared; intentionally self-inflicted injury; or injury sustained in the commission of or having participated in committing a felony. Eligibility for disability benefits will automatically cease upon the date the employee returns to active duty with Montgomery College; the employee's seventieth (70th) birthday; the date upon which the employee retires under a Montgomery College retirement plan; the date on which the employee's employment with Montgomery College ceases; or the date on which the employee ceases to be under the care of a legally qualified physician; whichever occurs earliest. Leave and pay under this Section shall be available only for such period of time during which the employee would have been scheduled to perform assigned responsibilities.

(D) Reduction of Montgomery College Expenditure.

If the employee qualifies for Workers' Compensation, Social Security or other disability compensation plans to which Montgomery College contributes on account of the sickness or accident disability for which the employee qualifies for benefits under this Section, the total amount of remuneration received by the employee from such disability compensation plans plus any additional amounts payable by the College pursuant to this Section 7.9 shall not exceed the amount of pay the employee would have received under this Agreement that is attributable to the period of leave under this Section. If, during the period of such sickness or accident disability, the employee engages in any work for wage or profit, the remuneration set forth in Section 7.9(A) or (B) shall be reduced by eighty percent (80%) of the amount of such wage or profit during the time period in question.

(E) Proof of Disability.

Upon request of Management, an employee claiming disability benefits under this Section shall submit to an examination by a qualified physician designated by Management. If the physician designated by Management is of the opinion that the employee is not completely disabled from engaging in some or all of the employee's responsibilities to Montgomery College, the employee shall be required to perform such duties as the physician designated by Management determines appropriate, unless the employee's personal physician disagrees with the opinion of the physician designated by Management; in which event, the physician designated by Management and the employee's personal physician shall select a third physician to examine the employee at Management's expense. The majority opinion of the three physicians shall prevail.

(F) No Extension of Disability Benefits Program.

The total amount of leave available under this Section 7.9, on account of any one disability, shall not extend for a period in excess of twelve (12) months. In the event an employee returns to work prior to the expiration of such twelve (12) month period and subsequently is unable to continue to work because of the original sickness or accident disability, the employee shall be entitled to receive benefits, in accord with the provisions of this Section, for the unused balance of the original twelve (12) months if the employee otherwise qualifies under this Section.

(G) Leave and Continuous Service Credit.

An employee shall not accrue sick leave or annual leave during the period the employee is receiving disability benefits nor shall the period of time the employee is on disability leave be counted towards satisfaction of the required probationary period.

(H) Application for Disability Benefits.

Application for disability benefits shall be submitted, on a form to be provided by Management, to the Chief Human Resources Officer or the Chief Human Resources Officer's designee. The application shall include the written opinion of a legally qualified physician as to the nature and extent of the sickness or accident disability, the effective date of such disability, the anticipated duration of such disability, and a clear statement that the employee is unable to perform any of the employee's assigned responsibilities because of such sickness or accident disability. The Chief Human Resources Officer or the Chief Human Resources Officer's designee shall establish the effective date of disability based on the form so submitted. Nothing in this Section 7.9 shall prevent the Chief Human Resources Officer or the Chief Human Resources Officer's designee from requiring that an employee provide additional medical documentation at any time during the period of disability leave, or to take additional steps to confirm an employee's disability under Section 7.9(E).

Section 7.10 - Union Business Leave.

Between December 1st and December 22nd of each year, bargaining unit members may voluntarily contribute hours of unused accrued annual leave to a Union Business Leave Bank for use by Union officials to attend to Union business. Any leave used under this procedure shall be recorded and charged in accordance with procedures agreed upon by the parties. Any unused hours contributed to the Union Business Leave Bank may be carried over to subsequent contract years up to a maximum of 500 hours. The Union shall provide the College with a current list of Union officials. The maximum number of Union officials eligible to use leave from this Bank is 21. No more than 6 Union officials shall be approved for leave during the same period of time under this provision. Any use of leave from the Union Business Leave Bank must be by written request to the immediate supervisor at least five (5) work days prior to the requested leave date and requires the written approval of the immediate supervisor and the Union President prior to the beginning of the leave.

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ARTICLE 8 - HOLIDAYS

Section 8.1 - Paid Holidays.

(A) Purpose.

For the purposes of this Agreement, there shall be designated fourteen (14) paid holidays during a fiscal year. Management may, in its discretion, designate a fifteenth (15th) paid holiday, but in no circumstance shall an employee receive more than fifteen (15) paid holidays in any fiscal year.

(B) Regular Holidays.

The following days shall be considered paid holidays for employees under Section 8.1(A) of this Agreement: Independence Day; Labor Day; Thanksgiving Day; Christmas Day; New Year's Day; Martin Luther King Jr.'s Birthday (third Monday in January); and Memorial Day.

(C) Other Paid Holidays.

In addition to the holidays set forth in Section 8.1(B) of this Agreement, those days on which offices are closed during the winter and spring breaks, or at other times as designated by Management on the College Calendar, shall be paid holidays for employees, subject to the provisions of Section 8.1(A) of this Agreement.

Section 8.2 - Eligibility.

In order to be eligible for pay under Section 8.1 of this Agreement, an employee must have been in pay status on his or her last scheduled work day before and on his or her first scheduled work day after the holiday. When a holiday designated in Section 8.1 falls on an employee's regularly scheduled day off, the employee shall not be paid for that day. In such circumstances, the employee will be permitted to take a day off during the same pay period or the subsequent pay period, unless the needs of the College require that the day off be taken at a later time.

Section 8.3 - Holiday Pay.

Eligible full-time employees shall receive their regular rate of pay for the hours regularly scheduled to work each holiday set forth in Section 8.1 of this Agreement. Eligible part-time employees shall be paid for holidays available under Section 8.1 for the number of hours they are regularly scheduled to work on those days.

Section 8.4 - Holiday Work.

An employee may be required to work on a holiday or on a day that Management determines that the College must be officially closed for emergency reasons, if Management determines that certain College services must be maintained. Management shall determine which employees work and which employees do not work on such days. An employee in a position designated by Management as non-exempt who is scheduled to work, or who is called in to work, on such days shall receive pay at two and one-half (2-1/2) times his or her regular rate for the hours actually worked.

Section 8.5 - Holiday During Annual or Sick Leave.

If a holiday is observed while an employee is on annual or sick leave, it is counted as a paid holiday.

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ARTICLE 9 - ANNUAL LEAVE

Section 9.1 - Eligibility for Annual Leave.

The purpose of this Article 9 is to establish the requirements for the accumulation of and use of annual leave by employees. Each employee who is regularly scheduled to work twenty (20) hours or more per week shall earn annual leave.

Section 9.2 - Accumulation of Annual Leave.

(A) Available Annual Leave.

Employees shall not be credited with annual leave until after they have been employed by the College for more than thirty (30) calendar days. Regular full time employees shall earn annual leave based upon actual hours worked or authorized leave with pay, except that annual leave shall not be earned for hours designated as Extended Professional Development leave under Section 7.5(B), Short-Term Disability leave under Section 7.9, or any form of leave designated as leave without pay. Employees shall accumulate annual leave on the following schedule: Employees with less than three (3) years of service with the College and who are assigned to work forty (40) hours per week shall earn annual leave at the rate of 4.61 hours per pay period worked. Employees with three (3) or more years but less than fifteen (15) years of service with the College and who are assigned to work forty (40) hours per week shall earn annual leave at the rate of 6.15 hours per pay period worked. Employees with fifteen (15) or more years of service with the College and who are assigned to work forty (40) hours per week shall earn annual leave at the rate of eight (8) hours per pay period worked. Employees who are regularly scheduled to work less than forty (40) hours, but not less than twenty (20) hours, per week shall earn annual leave in the proportion that their work week is to a forty (40) hour work week.

(B) Creditable Service.

Creditable service for determining an employee's accrual rate for annual leave shall include all previous full-time service in a regular position with the College and include all authorized paid leave, but exclude all layoffs, suspensions, and periods of unpaid leave in excess of sixty (60) calendar days, other than leave without pay for military service, self-improvement, or disability.

Section 9.3 - Use of Annual Leave.

Annual leave shall not be used during the first thirty (30) calendar days of employment. Employees shall request annual leave at least five (5) work days before the leave is to be taken, unless annual leave is requested for a single day or for extraordinary circumstances. When leave is requested for a single day or for extraordinary circumstances, an employee shall notify his or her supervisor as soon as possible that the employee will be unable to report for work, stating the reason for the absence and the desire to use annual leave. All leave denied must be in writing. Except in emergency situations, as determined by Management, employees shall, upon request, be able to use at least one year's entitlement of earned annual leave during each year. Annual leave not used in a payroll year may be accumulated up to the amount of the employee's annual leave accrual rate and carried forward to the next payroll year. Any leave in excess of the maximum amount carried forward to the next payroll year shall be lost at 12:01 a.m. on the first day of the first pay period to be paid in January of the succeeding payroll year.

Section 9.4 - Disposition of Annual Leave Upon Termination.

An employee who leaves employment before the end of thirty (30) calendar days of employment shall not be entitled to payment for any annual leave. An employee who leaves employment for reasons other than termination for cause shall receive payment for earned but unused annual leave at the time his or her employment ends, not to exceed the employee's annual leave accrual rate.

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ARTICLE 10 - UNION PRIVILEGES

Section 10.1 - Meeting Space, Campus Mails, and Food Services.

Montgomery College meeting space and food services and the intra-College mail system shall be made available to the Union in accord with the procedures established by Management for Montgomery College organizations.

Section 10.2 - Bulletin Boards.

With the prior approval of the Chief Human Resources Officer or the Chief Human Resources Officer's designee, the Union shall be permitted to post notices on designated Montgomery College bulletin boards. Such permission shall not be unreasonably withheld.

Section 10.3 - Shop Stewards.

Management will recognize shop stewards and the Union president to adjust grievances, process disciplinary appeals, and for meetings with a grievant or with Management at the campus to which they are assigned. Shop stewards and the Union president recognize that their primary responsibility during work hours is to the College and to their work for the College. Stewards and the Union president shall be permitted to leave their jobs during work hours, without loss of pay, for the purpose of attending grievance meetings, provided that stewards and the Union president shall not leave their work locations to attend to these matters without first obtaining approval from their supervisors. Management will recognize one shop steward and one alternate shop steward for the Takoma Park campus; one shop steward and one alternate shop steward for the Germantown campus; two shop stewards and one alternate shop steward for the Rockville campus/Mannakee Building; and one shop steward and one alternate shop steward for the OITB Building and other satellite locations. An alternate shop steward shall act only when the shop steward is on approved leave or has not obtained approval to leave his or her work location. The Union shall notify the Chief Human Resources Officer or the Chief Human Resources Officer's designee of the names of the shop stewards and alternate shop stewards, and shall notify Management of any change in shop stewards or alternate shop stewards within five (5) working days of such change.

Section 10.4 - Deduction of Dues.

(A) Payroll Deduction Authorization.

Upon completion of an employee's probationary period, and upon receipt of a dues deduction authorization in the form set forth in Section 10.4(B) of this Agreement, voluntarily executed by the employee and submitted to the Chief Human Resources Officer, Management shall deduct each bi-weekly pay period, the uniform bi-weekly membership dues as certified in writing by the Executive Director of the Union and remit such dues to the Union. Payroll deduction of dues can be canceled only by an employee's individual written notice to the Union via certified mail postmarked from the first through the fifteenth day of September of each year. The employee's certified mail is to be addressed to: Executive Director - AFSCME Council 67, 1410 Bush Street, Suite A, Baltimore, Maryland 21230. AFSCME will then notify the College of any canceled memberships and provide the employees' original notices of resignation to the Chief Human Resources Officer no later than the twenty-fifth day of September of each year.

(B) Form of Dues Deduction Authorization.

Management shall honor only those dues deduction authorizations which are submitted in the following form (although the union membership card may contain additional information, such as the specific cost of dues):

Authorization for Dues Deduction

I, the undersigned, hereby apply for membership in the American Federation of State, County and Municipal Employees, AFL-CIO, as my duly authorized representative on matters relating to wages, hours, and other conditions of employment in order to promote and protect my economic welfare. Please consider this your authority to deduct from salary or wages earned by me an amount certified by the Union as my regular current dues. The amount deducted shall be paid to Maryland Public Employees Council 67. This authorization shall remain in effect unless terminated by me with proper written notice in accordance with the collective bargaining agreement, current regulations, or by my termination of employment.

Name ______________________________________
Social Security # ______________________________
Signature ____________________________________
Date _______________________________________

(C) Modified Agency Shop.

This Section 10.4(C) shall become effective no earlier than January 1, 1999, and only upon a demonstration to Management by the Union that it has signed membership cards from employees equivalent to fifty-five percent (55%) plus one of the total positions in the bargaining unit as of January 1, 1999. Commencing upon the date that the Union demonstrates to Management that it has achieved the necessary representational status set forth in this Section 10.4(C), any employee hired into a bargaining unit position shall, at the conclusion of his or her probationary period, be required either to have dues deducted pursuant to Section 10.4(A) of this Article, or pay a service fee established by the Union. An employee hired before the date that the Union demonstrates the necessary representational status set forth in this Section 10.4(C) shall be required to pay a service fee only if he or she has signed a dues deduction authorization card and resigns from the Union after the date that the Union demonstrates the necessary representational status set forth in this Section 10.4(C).

(D) Indemnification.

The Union shall indemnify and save Montgomery College, its Board of Trustees, agents, personnel and students, harmless from any and all claims, grievances, arbitrations, awards, actions, suits, judgments, attachments, forms of liability or damages that arise out of or by reason of any action taken by Management in compliance with any of the provisions of this Section 10.4, and the Union assumes full responsibility for the disposition of monies deducted under this Section 10.4 as soon as they have been remitted by Management to the Union.

Section 10.5 - Discussions between Management and the Union.

(A) Management/Union Committee.

Management and the Union shall create a joint committee to discuss issues of mutual interest to employees and Management. Such a committee shall have two (2) representatives from Management and two (2) representatives from the Union, unless otherwise agreed to by Management and the Union.

(B) Other Discussions.

If during the term of this Agreement the Union desires to discuss matters not specifically addressed in this Agreement, the Union, upon reasonable notice, may discuss such matters with the Chief Human Resources Officer or the Chief Human Resources Officer's designee.


Section 10.6 - Personnel Files.

Management will maintain one (1) official personnel file for each employee to which the employee will have access upon reasonable notice. An employee shall make all requests for access to his or her personnel file to the Office of Human Resources.

Section 10.7 - Council 67 Representative.

With prior notification to and approval from the Chief Human Resources Officer, the representative of Council 67 assigned to Local 2380 may be present on College property to attend to matters related to the administration of this Agreement.

Section 10.8 - Search Committee Participation.

Management may, in its discretion, have employees participate as members of employee search committees.

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                               ARTICLE 11 - INSURANCE AND OTHER BENEFITS

Section 11.1 - Group Health, Life, Disability, and Dental Plans Package.

A package consisting of group health, life, long-term disability, and dental coverage (hereinafter referred to as the "Group Health Package") providing coverage identical to the package of group health, life, long-term disability, and dental coverage insurance for faculty and other non-bargaining unit employees of Montgomery College shall be made available to employees. The coverage available under the Group Health Package shall be that set forth in the group insurance contract between Montgomery College and the carrier providing the insurance, and/or the rules and regulations adopted by the provider of the coverage. The Group Health Package shall be governed in all aspects in accordance with the contract between Montgomery College and the carrier providing such insurance, and/or the rules and regulations adopted by the provider of the coverage. Employees who elect to be covered under the Group Health Package must participate in the entire Group Health Package or in accordance with such other option(s) as may be designated by the College. Montgomery College shall pay, toward the annual premium cost of the option and coverage (individual or family) selected by a regular full-time employee, 75% of the actual annual premium cost for the option and coverage selected by the employee. The participating employee shall pay the remainder of the annual premium cost for the coverage and option selected. Montgomery College shall pay, toward the annual premium cost of the option and coverage (individual or family) selected by a regular part-time employee hired on or after January 1, 1993, a pro-rated portion of the actual annual premium cost for the option and coverage selected by the employee, calculated by multiplying the amount equal to the percent of the actual premium cost paid to a regular full-time employee by the proportion that the regular part-time employee's work week is to a forty (40) hour work week. For employees who are regular part-time employees and who were hired in that capacity prior to January 1, 1993, Montgomery College shall pay, toward the annual premium cost of the option and coverage (individual or family) selected by such employee an amount equal to seventy-five (75%) of the premium for the lowest cost HMO plan available to employees of Montgomery College, provided that the amount shall not exceed seventy-five percent (75%) of premium cost of the plan selected by such employee. The participating employee shall pay the remainder of the annual premium cost for the coverage and option selected. If, during the term of this Agreement, Management contemplates changes in the Group Health Package in effect at such time, it will establish a committee consisting of administration, non-bargaining unit staff, faculty, and two (2) employees designated by the Union to review the Group Health Package and make recommendations to Management concerning such changes. After the receipt of the recommendations of such committee, Management may effect changes in the coverage provided under the Group Health Package; provided, however, that any such changes must be applicable to staff employees, administrative employees, and faculty members, and provided further, that Management will submit to the Union, in writing at least thirty (30) calendar days prior to their effective date, a description of such changes.

Section 11.2 - Tax Sheltered Annuities.

Management shall provide employees an opportunity to purchase tax sheltered annuities from such offerors of tax sheltered annuities as Management may designate from time to time.

Section 11.3 - Educational Assistance Program.

Management shall provide an educational assistance program. Effective the first day of fiscal year 2006, the maximum benefit payable under the program shall be equal to one thousand four hundred fifty dollars ($1,450.00) per employee; provided that the total benefits payable under this Section 11.3 shall not exceed one hundred seventyfive thousand dollars ($175,000.00). All benefits provided under this Section 11.3 in any fiscal year shall be used only for payment of tuition, fees and required instructional materials for approved courses.

Section 11.4 - Tuition Waiver.

Management shall provide a tuition waiver program for employees, and for the spouses and dependents of full time employees, covered by this Agreement.

Section 11.5 - Uniforms.

Management shall provide a policy for subsidizing a portion of the cost of uniforms for those employees who are required by the College to wear a uniform. Effective the first day of the 2006 fiscal year, the amount paid to new employees shall be three hundred forty dollars ($340.00), and the amount paid on the first pay period following an employee's anniversary date shall be two hundred fifteen dollars ($215.00)

Section 11.6 - Safety and Health.

Management and the Union shall encourage employees to work in a safe manner and to cooperate with Management in maintaining College rules, policies and procedures relating to safety and health.

Section 11.7 - Sustained Service Awards.

Bargaining union members shall be eligible for the Sustained Service Awards Program provided by the College pursuant to 38001CP of the College's Policies and Procedures.

Section 11.8 - Transportation-Parking Fee.

Management and the Union have agreed to accept the recommendation of the Transportation-Parking Fee Committee dated November 22, 2004 for a transportationparking fee package. If, during the term of this Agreement, Management contemplates changes in the transportation-parking fee package, it will establish a committee consisting of equal representation among administration, non-bargaining unit staff, faculty, and the Union to review the changes and make recommendations to Management concerning such changes. After the receipt of the recommendations of such committee, Management may effect changes in the transportation-parking fee package; provided, however, that any such changes must be applicable to staff employees, administrative employees, and faculty members, and provided further, that Management will submit to the Union, in writing at least thirty (30) calendar days prior to their effective date, a description of such changes.

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ARTICLE 12 - NO STRIKE/NO LOCKOUT

Section 12.1 - No Strikes.

Neither the Union, its officers, agents, or representatives, nor any employee, shall in any way, directly or indirectly, authorize, assist, cause, encourage, participate in, ratify, or condone any strike.

Section 12.2 - Enforcement of No Strike Pledge.

In the event of a strike in violation of Section 12.1 of this Article, Management may immediately pursue, in any court of competent jurisdiction, whatever remedies are available to it. Any employee engaging in any activity in violation of Section 12.1 of this Article shall be subject to discharge. Such a discharge may be grieved subject to the provisions of Article 3 of this Agreement.

Section 12.3 - No Lockout.

Management shall not lock out employees.

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ARTICLE 13 - SCOPE OF AGREEMENT

Section 13.1 - Duration

(A) Effective Dates.

This Agreement shall become effective as of the date of ratification and shall continue in full force and effect until June 30, 2010. Thereafter, it shall automatically renew itself and continue in full force and effect from year to year unless written notice of election to terminate or modify any provision of this Agreement is given by either party to the other not later than September 1, 2009, or September 1 of any succeeding calendar year.

(B) Reopener.

Notwithstanding the provisions of Section 13.1(A) of this Agreement, either Management or the Union may reopen this Agreement solely for the purpose of negotiating changes in Sections 6.6, 6.8, and 11.3 of this Agreement, and for negotiating no more than three (3) Sections each of this Agreement, by serving written notice of intent to reopen upon the other party not later than September 1, 2007, with any such changes to become effective on the first day of fiscal year 2009.

Section 13.2 - Severability.

If any term or provision of this Agreement is at any time during the life of this Agreement in conflict with any law, such term or provision of this Agreement shall continue in effect only to the extent permitted by such law. If any term or provision of this Agreement is or becomes unenforceable, such invalidity or unenforceability shall not affect or impair any other term or provision of this Agreement.

Section 13.3 - Scope of Agreement.

Management and the Union acknowledge and agree that during the negotiations which resulted in the Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter as to which the Act imposes an obligation to bargain, and that all understandings and agreements arrived at between Management and the Union after the exercise of that right and opportunity are set forth in this Agreement. This Agreement, thus, contains the understanding, undertaking, and agreement of the parties hereto and finally determines and settles all matters of collective bargaining for and during its term. Changes to this Agreement, whether by addition, waivers, deletions, amendments or modification, must be mutually agreed upon in writing and signed by both parties.


AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, LOCAL 2380 MONTGOMERY COMMUNITY COLLEGE



____________________________
Liz Brandenburg
President



_____________________________
Sylvia Crowder
Chair



___________________________
Date



___________________________
Date

 

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APPENDIX ONE

JOB TITLES OF EMPLOYEES IN THE BARGAINING UNIT

Unless directly involved in the determination of policy, a supervisor, or confidential employee as defined by Section 16-412 of the Education Article of the Maryland Code, employees with the following job titles are "employees" as defined in Section 1.3(A) of this Agreement:

Academic Computing Support Specialist
Accounts Payable Technician
Administrative Aide
Admissions & Registration Assistant
Admissions Information Desk Coordinator
Air Condition Mechanic
Architectural Designer/Drafter
Asset Management Specialist
Assistive Technology Specialist
Athletic Trainer
Building Equipment Mechanic
Building Maintenance Mechanic
Building Service Worker
Bookstore Operations Assistant
Box Office Cashier
Buying Assistant
Campus Cashier
Career/Transfer Center Assistant
Career/Transfer Center Specialist
Cashier
Community Use Scheduler
Computer Support Technician
Construction Project Manager
Construction Trades Worker
Contract Services Coordinator
Course Scheduling Assistant
Customer Service Assistant
Data Applications Technician
Disability Services Coordinator
Driver/Messenger
Electrician
Electronic Technician
Environmental Safety Data Assistant
Events & Building Services Coordinator
Facilities Material Specialist
Facilities Project Coordinator
Financial Aid Computer Specialist
Financial Records Assistant
Financial Records/Computer Support Technician
Financial Aid Assistant
General Maintenance Worker
Graduation Technician
Graphic Designer
Information & Referral Specialist
Instructional Lab Coordinator
Instructional Associate
Instructional Assistant
Instructional Lab Coordinator
Instructional Specialist
International Student Coordinator
ITV Graphics Specialist
Library Assistant
Library Technical Assistant
Library Technical Services Assistant
Locksmith
Mail & Duplicating Clerk
Marketing Specialist
Media Technology Specialist
Network Services Specialist
Office Aide
Office Assistant
Painter
Photographer
Physical Education Equipment Aide
Plumber
Program Operations Coordinator
Program Assistant
Property Control Assistant
Public Information Assistant
Purchasing Agent
Purchasing Card Coordinator
Receiving Clerk
Recording Technician
Sheet Metal Mechanic
Student Information System Specialist
Supplies Clerk
Swimming Pool Operator
Technical Support Coordinator
Telecommunications Coordinator
Telecommunications Specialist
Theater Production Technician
Trades Helper
Transcript Evaluation Technician
VCT Electronic Technician
Video Engineer
Video Producer/Director
Video Programmer/Scheduler
Vocational Support Services Coordinator
Workforce Development & Continuing Education Program Assistant
Workforce Development & Continuing Education Program Director
Workforce Development & Continuing Education Senior Program Assistant
Writer/Editor

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APPENDIX TWO
Montgomery College-Salary Schedule

 

FY06
(Effective 7/1/05)

HOURLY RATE ANNUAL RATE*
GRADE MIN MAX   MIN MAX
           
A $10.93 $18.69   $22,734.40 $38,875.20
B $11.59 $19.81   $24,107.20 $41,204.80
C $12.27 $20.99   $ 25,521.60 $43,659.20
D $13.01 $22.25   $27,060.80 $46,280.00
E $14.05 $24.01   $29,224.00 $49,940.80
F $15.18 $25.92   $31,574.40 $53,913.60
G $16.39 $27.99   $34,091.20 $58,219.20
H $17.70 $30.22   $36,816.00 $62,857.60
I $19.47 $33.23   $40,497.60 $69,118.40
J $21.42 $36.54   $44,553.60 $76,003.20
K $23.56 $40.18   $49,004.80 $83,574.40

 

FY07
(Effective 7/1/06)


HOURLY RATE ANNUAL RATE*
GRADE MIN MAX   MIN MAX
           
A $11.34 $19.40   $23,587.20 $40,352.00
B $12.02 $20.56   $25,001.60 $42,764.80
C $12.74 $21.78   $26,499.20 $45,302.40
D $13.50 $23.08   $28,080.00 $48,006.40
E $14.59 $24.91   $30,347.20 $51,812.80
F $15.76 $26.90   $32,780.80 $55,952.00
G $17.01 $29.05   $35,380.80 $60,424.00
H $18.38 $31.36   $38,230.80 $65,228.80
I $20.21 $34.49   $42,036.80 $71,739.20
J $22.24 $37.92   $46,259.20 $78,873.60
K $24.46 $41.70   $50,876.80 $86,736.00

 

FY08
(Effective 7/1/07)

HOURLY RATE ANNUAL RATE*
GRADE MIN MAX   MIN MAX
           
A $11.71 $20.03   $24,356.80 $41,662.40
B $12.41 $21.23   $25,812.80 $44.158.40
C $13.16 $22.48   $27,372.80 $46,758.40
D $13.95 $23.83   $29,016.00 $49,566.40
E $15.07 $25.73   $31,345.60 $53,518.40
F $16.27 $27.77   $33,841.60 $57,761.60
G $17.57 $29.99   $36,545.60 $62,379.20
H $18.98 $32.38   $39,478.40 $67,350.40
I $20.87 $35.61   $43,409.60 $74,068.80
J $22.96 $39.16   $47,756.80 $81,452.80
K $25.26 $43.06   $52,540.80 $89,564.80

*Annual equivalent rate for a full-time, 12-month employee.

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