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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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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.
>>back to top
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.
>>back to top
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.
>>back to top
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.
>>back to top
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.
>>back to top
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.
>>back to top
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.
>>back to top
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.
>>back to top
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 |
>>back to top
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
>>back to top
APPENDIX TWO
Montgomery College-Salary
Schedule
FY06
(Effective 7/1/05)
| 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)
| 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)
| 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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