MOU June 3, 2010: Monetary Concessions (page 1 - afa-srjc.org · August 19, 2010 Colleagues, The...

August 19, 2010

Colleagues,

The AFA Executive Council, on the recommendation of the AFA Negotiations Team, has approved the 2009-10 Tentative Agreement, which is attached to this letter.

A general meeting for AFA members is scheduled for Wednesday, August 25, 3–5 pm in Doyle 4246, with videoconferencing to Petaluma in Mahoney 726.

This Tentative Agreement comprises six Memoranda of Understanding (MOU’s) negotiated by AFA and the District over the last fifteen months*:

• MOU June 3, 2010: Monetary Concessions (page 1). All 2010-11 salary schedules are decreased 3.13% by salary reduction (2.00%) and by a two-day furlough (1.13%). All salary schedules are reduced by an additional 0.116% for Fall 2010 to offset in part 2009-10 categorical reductions to hourly salary schedules. All 2010-11 enhanced hourly schedules are reduced 4.16% per Article 26.08.D. Any future increases in District revenue will trigger increases in faculty salary. Chairs are paid base hourly rate for Chair Training Days. A Task Force is charged with addressing faculty workload inequities.

• MOU June 3, 2010: Regular Faculty Benefits (page 14). Beginning October 2010, all regular faculty members will pay approximately 4% of individual medical premiums. Those faculty members enrolled in the SISC Blue Shield plan will be subject to a $200/single, $400/double, and $500/family prescription deductible.

• MOU December 16, 2009: Adjunct Faculty Medical Benefits Program (AMBP) (page 21). Beginning Summer 2010, all hourly salary schedules are reduced by 2% to provide funding for the AMBP.

• MOU’s October 8, 2009 and April 8, 2010: Voluntary Relinquishing of Load. (pages 23 and 24, respectively) For Spring 2010, Fall 2010, and Spring 2011, a faculty member who voluntarily relinquishes an hourly assignment will maintain his/her like-load from the previous like semester to the subsequent like semester.

*These summaries are brief descriptions of the major points of MOU’s, and we believe they are accurate representations of the Tentative Agreement between AFA and the District. However, you should read the entire text of the MOU to determine the complete consequences of each individual MOU before you vote on the Tentative Agreement.

AFA 2009-10 Tentative Agreement

• MOU May 14, 2010: Tenure Review. (page 26) Non-substantive change to Article 30 regarding tenure review teams for allied probationary faculty on the Petaluma Campus.

Tentative salary schedules are available at http://www.santarosa.edu/afa/tentative_agreement_salary.shtml.

This agreement is the result of many difficult months of negotiations. We know that not all faculty members will be completely satisfied with all provisions of these MOU’s, but in total, the agreement represents the consensus of the Council and the best possible compromise in these challenging times.

The Council strongly urges that you vote YES on this tentative agreement.

Ann Herbst Warren Ruud AFA Chief Negotiator AFA President

AFA Executive Council Alix Alixopulos, Lara Branen-Ahumada, Lynn Harenberg-Miller, Michael Ludder, Mike Starkey, Paula Burks, John Daly, Dianne Davis, Cheryl Dunn, Brenda Flyswithhawks, Karen Frindell, Renee LoPilato, Sean Martin, Daniel Munton, Warren Ruud, Audrey Spall, Julie Thompson, Jack Wegman

AFA 2009-10 Negotiators Lara Branen-Ahumada, Ted Crowell, Michael Kaufmann, Dianne Davis, Ann Herbst, Mike Meese, Warren Ruud, Janet McCulloch (2009-10 AFA Chief Negotiator)

AFA/District MOU re: Monetary Concessions: Articles 8, 13, 22, 26 & 32 page 1 of 1

Memorandum of Understanding between the

All Faculty Association and the

Sonoma County Junior College District

regarding

Monetary Concessions

Article 8: Academic Calendar

Article 13: Department Chairs

Article 22: Professional Development

Article 26: Salary Schedule Development

Article 32: Workload

June 3, 2010

Contingent upon final language and review of ripple effects throughout the Contract, AFA and the District agree to the monetary concessions listed below. [signatureonfile] [signatureonfile]_________________________________ ______________________________ Ann Herbst Dr. Robert Agrella President, All Faculty Association Superintendent/President,


Tentative Agreement August 2010 page 1


ARTICLE 26: SALARY SCHEDULE DEVELOPMENT Salary Freeze AFA agrees to make no adjustment to the Rank Ten calculation as of 12/15/09. Cost avoidance to the District will be calculated at approximately 2.13% of 2009-10 faculty salary for a cost savings of $1,030,000 for Fiscal Year 2010-11. Modification to 26.02.C.5 5. AFA and District agree that for 2010-11 the faculty salary schedules will not be increased.

For 2011-12 and beyond, the District and AFA will negotiate changes to the salary schedule using the Rank 10 methodology outlined in Article 26 as a starting point using Salary Restoration Triggers outlined in Article 26.02.E.

Categorical Cuts from 2009-10 Because the cuts to the Adjunct Categoricals were spread over Spring 2009, Summer 2010, and Fall 2010, there is an amount of money ($89,000) from the 2009-10 Fiscal Year that would have come off the hourly schedules in Fall 2010. AFA and the District agree that the reduction of this sum be spread across ALL schedules equally for Fall 2010 only. This reduction is approximately 0.116%. Future Salary Restoration Language to be inserted into Article 26.02.E

Trigger Language for Salary Restoration The District considers any salary freeze or pay reduction by the faculty to be a temporary, short-term concession to help the District manage a severe financial constraint; furthermore, if the pass-through of categorical adjunct pay, currently known as the Enhancement, is funded fully or in part by the State, the mechanism outlined in Article 26.08.D will apply (see below). After the 2010-11 fiscal year, the District will restore faculty salaries toward Rank Ten when fiscal conditions allow. Restoration of faculty salaries will begin to occur using the following methodology:

1. As State funding provides positive COLA, Property Tax Backfill, growth funding, or other newly created monies, and if the State does not offset that funding by deficit funding or other apportionment reductions, 50% of money that would normally revert to the Unrestricted General Fund would be allocated to restore the salaries of all employee groups — AFA, SEIU, Management.

2. At the start of each fiscal year, AFA and the District will determine the proportion of the previous year’s budget that was allocated to each employee group’s salaries. Based on that proportion, all employee groups will receive a dollar amount for the purposes of negotiation, and hypothetically, AFA will receive approximately 51% of the aforementioned allocation.

3. When the District’s undesignated reserves reach 8% of General Fund expenditures, money over and above that 8% will be proportionately allocated among the employee groups using an agreed upon formula which takes into consideration such things as deferred maintenance, increases to insurance and utilities, and increases in ongoing costs as agreed upon by the bargaining units; in the case of AFA, that money will be directed to meeting identified salary



goals, including the Rank Ten salary schedule methodology and the Workload Task Force recommendations. (See 32.08.) (The 8% represents a reserve amount above that designated for vacation-liability and other restricted or designated reserve accounts. These funds are not the District’s money to use for other than their designated purpose.)

4. When faculty salaries are restored to Rank Ten, the District and AFA will begin salary negotiations each year from that point.

Language to be inserted as Article 26.02.C.6

Trigger Language for Future Salary Reductions in 2010-11 At this time, preliminary discussions about the State Budget and its impact on California Community College funding revolve around several variables including growth funding, deficit funding for COLA, lack of Property Tax Backfill, and possible Workload Reductions. To compound the problem, it is still unclear whether or not there will be further cuts to essential categorical funding requiring backfill from the District’s Unrestricted General Fund. Because faculty salary and benefits are approximately 51.0% of the District Unrestricted General Fund Budget, AFA is willing to negotiate remedies for that portion of potential shortfalls in funding. Using the worst case of currently projected scenarios for Growth Funding, Negative/Deficit COLA, Deficit Funding, and a hypothetical 0.5% reduction to other programs (categorical and otherwise), AFA will agree to salary reductions. And, should at the end of Fiscal Year 2010-11 the Undesignated General Fund Balance (Reserve) increase beyond 6%, then AFA and the District will agree to retroactive payments and/or other forms of compensation negotiated in place of salary restoration for all faculty who worked in 2010-11. For Fiscal Year 2010-11, in addition to the effect of any agreed-upon furloughs, AFA and the District agree to the following reductions to the salary schedules. AFA makes these concessions with the agreement that these reductions (barring further/unexpected State Budget reductions), will prevent the District from making further cuts to scheduled course sections in 2010-11.

1. Beginning in Fall 2010, all faculty salary schedules will be reduced by 2%. 2. When and if the State Budget is passed, signed, and clarified by the Chancellor’s Office,

AFA and the District will review budget documents and will, based on the principles of the following schedule, agree to negotiate the timing of further cuts to achieve the equivalent “fiscal year” dollars, during the fiscal year. If the State Budget is not passed, signed, and clarified by September 1, 2010, AFA and the District agree to implement further cuts to the salary schedules by September 13, 2010. Cuts will be implemented as outlined in the chart below, in order to spread the cuts over as many months as possible.

Growth Funding

Negative COLA

Deficit Funding

Essential Categorical

Funding

Additional AFA Salary Reduction

Across All Schedules (to Item #1)

2.00% - 2.20% 0.00% - 0.38% 0.00% - 1.00% 0.00% - 0.50% 0.00% 1.50% - 1.99% 0.00% - 0.38% 0.00% - 1.00% 0.00% - 0.50% -0.19% 1.00% - 1.49% 0.00% - 0.38% 0.00% - 1.00% 0.00% - 0.50% -0.45% 0.50% - 0.99% 0.00% - 0.38% 0.00% - 1.00% 0.00% - 0.50% -0.70% 0.00% - 0.49% 0.00% - 0.38% 0.00% - 1.00% 0.00% - 0.50% -0.96%



3. Depending on the variables listed above (Growth Funding, Negative COLA, Deficit Funding, and cuts to Essential Categorical Funding), AFA and the District will determine the appropriate percentage reduction necessary to achieve the equivalent “fiscal year” dollars, during the fiscal year. This means that the percentages listed in the far right column above are guidelines for the “worst case” scenarios and not solely dependent on any of the four columns to the left.

4. At the end of Fiscal Year 2010-11, AFA and the District will review and analyze the ending Undesignated General Fund balance to ascertain whether or not the District will be paying retroactive money to faculty who worked in 2010-11.

ARTICLE 8: ACADEMIC CALENDAR and ARTICLE 26: SALARY SCHEDULE DEVELOPMENT Two-Day Furlough (SEE ATTACHED LANGUAGE FOR ARTICLE 8) For the 2010-11 academic year, AFA agrees to furlough the legal maximum of two days for a cost savings of $598,000. This furlough represents a 1.13% reduction across all schedules. The two days will be taken as follows:

5. District-Designated Activities Day (August 12, 2010) 6. One-half day of non-instructional college service following the one-half day Flex Day

(March 25, 2011) 7. One-half day of non-instructional college service following the one-half Mandatory

Professional Development Day Commencement Day (May 28, 2011) Modification to 26.02.G

1. For the 2010-11 Academic Year, AFA and the District agree to a mandatory furlough of two (2) days, including the day contractually known as District Designated Activities Day, which is scheduled for August 12, 2010; One-half day of non-instructional college service that follows the one-half day Flex Day (March 25, 2011); and the One-half day of non-instructional college service that follows the one-half Mandatory Professional Development Day, Commencement Day (May 28, 2011) These two days of mandatory furlough will result in a reduction to the salary schedule of 1.13 percent and a total cost savings of approximately Five Hundred Ninety-Eight Thousand Dollars ($598,000).

2. For Fall 2010 only, those newly hired tenure-track faculty members who were already scheduled to attend District Designated Activities Day on August 12, 2010 will be required to attend and will be compensated to do so at the base hourly rate of pay. The Vice President of Academic Affairs must approve any exceptions.

ARTICLE 22: PROFESSIONAL DEVELOPMENT (Ripple effect)

New Language: Changes to Professional Development for 2010-11 1. For AY 2010-11 Regular faculty will be responsible for a total of twenty-four (24)

hours per academic year. Fifteen (15) hours of that responsibility will be fulfilled on the two and a half (2 1/2,), designated mandatory institutional days; of which three



hours of the Regular faculty obligation will be attendance at Commencement ceremonies. The additional nine (9) hours may occur at any time during the academic year as outlined in 22.04B.

2. Adjunct Faculty hours are calculated on a semester basis and not on an annual basis because adjunct faculty members are employed semester by semester. Fall semester hours must be completed by December 1st. Spring semester hours must be completed by Commencement Day for AY 2010-11 to allow adjunct faculty to attend Commencement ceremonies as part of the fulfillment of their professional development obligation.

3. Adjunct faculty members will be able to flex all of their hours of obligation, but are welcome to attend the mandated institutional days, including Commencement, if they so choose. These hours can be applied to their Flex obligation.

ARTICLE 13: DEPARTMENT CHAIRS

Chair Training Days For 2010-11, AFA and the Department Chair Council agree to forego one of the two training days for a cost-savings of $14,000. The other training day will be paid at the base hourly rate and only for hours worked resulting in minor savings to be calculated prior to final agreement. New Language: 13.07.A Additional Work: For the 2009-10 and 2010-11 academic years, department chairs

will be paid at the base hourly rate for up to six (6) hours of work in addition to the regular contract year. In all future years, work outside the Contract Year will be paid at the base hourly rate rather than on a per diem basis. As always, a timesheet will be required. Typically these hours are scheduled in the week prior to the fall semester and are used for department chair training. The scheduled chair training is mandatory for all chairs; however, exceptions may be made with the approval of the Vice President of Academic Affairs.

ARTICLE 32: WORKLOAD This agreement in its entirety is contingent upon acceptance of the establishment of a Workload Task Force as outlined in MOU for Article 32.


AFA/DistrictMOUre:MonetaryConcessions AppendixPage1

Article 8: Academic Calendar

The “ACADEMIC CALENDAR” covers the entire period from the beginning of one fall semester to the beginning of the subsequent fall semester, including holidays, breaks, intersessions and summer terms.

8.01 CONTRACT YEAR A. Number of Days. The contract year will consist of one hundred seventy-seven

(177) days: 1. One hundred seventy-five (175) days of instruction including four (4) days

of professional development activities; 2. One (1) day of commencement; and 3. One (1) day of District- designated activities, which may include curriculum

development or alignment, student learning outcomes development, program development, departmental meetings, special projects including grants or partnerships, health and/or safety related trainings, or any other regular faculty obligation to the District.

B. For 2010-11: Number of Days. The contract year will consist of one hundred seventy-seven

(177) days: 1. One hundred seventy-five (175) days of instruction including four (4) day’s

worth of professional development activities, consisting of three full-days and two half- days of activities; plus

2. One (1) day of District Designated Activities (August 12, 2010); plus 3. One (1) day’s worth of non-instructional college service, consisting of two

half-days of service (March 25 and May 28, 2011)

C. Furlough Days for 2010-11: For the 2010-11 academic year, AFA agrees to furlough the legal maximum of two (2) days for a cost savings of Five Hundred Ninety-Eight Thousand Dollars ($598,000). This furlough represents a 1.13% reduction across all salary schedules. This reduction will be considered a mandatory furlough.

The two days will be taken as follows: 1. District-Designated Activities Day (August 12, 2010) 2. One-half (1/2) day of non-instructional college service following the One-

half Flex Day (March 25, 2011) 3. One-half day of the non-instructional college service following the One-half

Mandatory Professional Development Day Commencement Day (May 28, 2011)



8.02 ESTABLISHING THE ACADEMIC CALENDAR A. Advance Planning. In order to facilitate planning, the academic calendar will

be established three (3) years in advance.

B. Calendar Committee. A committee consisting of the following individuals will recommend an academic calendar to the AFA. The committee will consist of: 1. One (1) AFA representative 2. Two (2) Academic Senate representatives 3. Two (2) classified staff representatives 4. Two (2) students 5. Three (3) administrators

C. Process for Calendar Development. The committee will develop calendar options and forward them to AFA. An AFA representative will then take the option(s) to College Council for input. Subsequently, AFA will present the calendar option(s) to all constituent groups for further input. After considering all feedback, AFA will negotiate the calendar with the District and bring it to the Board of Trustees for approval.

8.03 PROFESSIONAL DEVELOPMENT ACTIVITY (PDA) DAYS: See Article 22: Professional Development.



Modification of Article 13: Department Chairs Department Chair Training Days

June 3, 2010

AFA and the District agree to modify paragraph 13.07.A in Article 13: Department Chairs as follows:

13.07 DEPARTMENT CHAIR WORK OUTSIDE THE CONTRACT YEAR A. Additional Work: For the 2009-10 and 2010-11 academic years, department

chairs will be paid at the base hourly rate for up to six (6) hours of work in addition to the regular contract year. In all future years, work outside the contract year will be paid at the base hourly rate rather than on a per diem basis. As always, a timesheet will be required. Typically these hours are scheduled in the week prior to the fall semester and are used for department chair training. The scheduled chair training is mandatory for all chairs; however, exceptions may be made with the approval of the Vice President of Academic Affairs.



Article 22: Professional Development

“PROFESSIONAL DEVELOPMENT” means preplanned, well-defined, and professionally appropriate activities, such as:

A. Currency and Growth in One’s Field: Engage in constructive activities and research in one’s field or in a related field, visit business or commercial sites.

B. Work Place Effectiveness: Enhance or develop skills which increase effectiveness in teaching, counseling, librarianship, etc.

C. Organizational Development: Create and implement professional development workshops for new, continuing, and adjunct faculty.

22.01 SHARED RESPONSIBILITY: Faculty development at the Sonoma County Junior College District represents a responsibility shared by individual instructors, departments, and programs and the institution itself to help instructors and programs meet the challenges of changing student demographics, evolving technologies, and advances in the disciplines.

22.02 FUNDING: The District shall maintain at least the 1989-90-level of effort and financial support, including AB 1725 funding, for faculty development, subject to available funds.

22.03 FACULTY TECHNOLOGY TRAINING FUND (FTTF) A. Establishing the Fund: The District agrees to establish a Faculty Technology

Training Fund (FTTF) in the amount of Forty Thousand Dollars ($40,000) to be used to support technology training of faculty. This sum is in addition to existing Staff Development funds.

B. Procedures: Procedures for implementing the FTTF shall be agreed to by AFA and the District and updated and distributed to all faculty members periodically.

22.04 PROFESSIONAL DEVELOPMENT ACTIVITY DAYS & FLEX PROGRAM

A. For 2009-11: AFA and the District agree to continue implementing flexible (hereafter referred to as “Flex”) professional development activity hours. The Professional Development Committee will continue to review the program with AFA, the Academic Senate, and Academic Affairs so that modifications and refinements may continue for further improvement of the program.

B. Regular Faculty Obligation (Includes full-time, temporary contract faculty): 1. Regular faculty will be responsible for a total of twenty-four (24) hours per

academic year. Twelve (12) hours of that responsibility will be fulfilled on the two (2), designated mandatory institutional days; the additional twelve



(12) hours may occur at any time during the academic year as outlined below:

. 2. Hours that fall on the mandatory days are not flexible, nor can they be “made up.” Regular faculty members who miss the mandatory days may file an absence form with Human Resources either for sickness or personal necessity, if appropriate, during the semester in which that mandatory institutional day occurred. Failure to do so will result in their pay being docked from the May 31 paycheck.

3. For regular faculty members less than 100 percent contract, the mandatory obligation will equate to their percentage, i.e. 60 percent = 3.6 mandatory hours each semester. Hours accrued on the mandatory institutional days beyond their obligation will be considered Flex hours. Hours calculated on academic year, Flex hours can occur any time during the year. (Program year is July 1 – May 1). Note: Regular faculty members are not required to perform Flex activities for their overload assignments. For Academic Year 2010-11 only, Spring semester hours must be completed by May 28, 2011.

4. If a regular faculty member does not complete the twenty-four (24) hours of professional development activities before May 1, he/she will risk losing pay which will affect CalSTRS credit for that year. The benefit of Flex activities means that there should be no need for “makeup” activities. For that reason, faculty members who do not meet the twenty-four (24) hours of obligation may use Sick Leave or Personal Necessity Leave when appropriate to fulfill their obligation and to avoid payroll docking. For Academic Year 2010-11 only, Spring semester hours must be completed by May 28, 2011.

C. Adjunct Faculty Obligation 1. Adjunct faculty members will be responsible for the hours they would

normally teach a semester-length class, except for DHR hours, that fall on official PDA days. Adjunct faculty members receive payment for these hours as calculated by Payroll and therefore have an obligation under State Education Code to perform professional development activities.

2. Each semester, adjunct Flex obligation is determined by the days of the week of the teaching schedule (days and hours teaching a semester-length credit class or any noncredit class or any CDCP class in that semester), driven by the scheduled PDA days on the academic calendar. For example, for Fall 2007, since the PDA days on the instructional calendar are a Wednesday and a Friday, then the adjunct faculty member obligation is equal to the total hours teaching a semester-length class on those days of the week.

3. Adjunct faculty members who do not fulfill their obligation may file an absence form either for sickness or personal necessity when appropriate for mandated institutional days if those are the activities they have designated as meeting their Flex obligation.



4. Hours are calculated on a semester basis and not on an annual basis because adjunct faculty members are employed semester by semester. Fall semester hours must be completed by December 1st. Spring semester hours must be completed by May 1st. For Academic Year 2010-11 only, Spring semester hours must be completed by May 28, 2011.

5. Adjunct faculty members will be able to flex all of their hours of obligation, but are welcome to attend the mandated institutional days if they so choose. These hours can be applied to their Flex obligation.

D. Flex Activity Procedures

1. Activities used for fulfilling the Flex obligation must occur between July 1, and May 1 of any year. Regular faculty members may apply for and receive approval for a Flex activity that takes place between May 1 and June 30. The Flex period will extend beyond the usual one hundred seventy-seven (177) contractual days, but all activities must be completed no later than June 30, so that the District can report the hours to the Chancellor’s Office by the annual deadline. The purpose of extending the period of time past the end of the semester is to avoid the concept of “makeups.” Faculty members who do not complete their obligations may use Sick Leave or Personal Necessity Leave when appropriate to fulfill their contractual obligation for mandated institutional days. Failure to complete the obligated paid hours will result in payroll docking.

2. Flex can be fulfilled only through appropriate activities jointly preapproved by the Professional Development Committee/Flex Subcommittee per the agreed-upon criteria.

3. Flex fulfillment will be tracked by the Staff Development Office, with the assistance of the deans as necessary. An automated Flex program is available to assist in this process.

E. Changes to Professional Development for 2010-11

1. For AY 2010-11 Regular faculty will be responsible for a total of twenty-four (24) hours per academic year. Fifteen (15) hours of that responsibility will be fulfilled on the two and a half (2 1/2,), designated mandatory institutional days; of which three hours of the Regular faculty obligation will be attendance at Commencement ceremonies. The additional nine (9) hours may occur at any time during the academic year as outlined in 22.04B.

2. Adjunct Faculty hours are calculated on a semester basis and not on an annual basis because adjunct faculty members are employed semester by semester. Fall semester hours must be completed by December 1st. Spring semester hours must be completed by Commencement Day for AY 2010-11 to allow adjunct faculty to attend Commencement ceremonies as part of the fulfillment of their professional development obligation.



3. Adjunct faculty members will be able to flex all of their hours of obligation, but are welcome to attend the mandated institutional days, including Commencement, if they so choose. These hours can be applied to their Flex obligation.

22.05 STIPENDS FOR ADJUNCT FACULTY AT THE PUBLIC SAFETY TRAINING CENTER: Effective November 17, 2005 per agreement between the All Faculty Association and the District, the District agrees to pay stipends of Seventy-five Dollars ($75.00) per day to adjunct faculty at the Public Safety Training Center who attend legally mandated trainings not already being paid by other source(s) for attending, or as part of regular or mandated training from another agency. For regular or probationary faculty in this area, these kinds of trainings will be considered part of professional service and development as outlined in Article 17: Job Descriptions, paragraph 17.01.C.3.b.1.



Article 32: Workload Task Force

June 3, 2010 AFAandtheDistrictagreetocreateajointAFA,AcademicSenate,DistrictTaskForceto:

1. Researchloadfactorsforcourses,particularlyforLabandOn‐line,intheCaliforniaCommunityCollegesystem;

2. Write,administer,andanalyzefacultysurveys;3. Researchhowsupportservicesaffectthejobsoflabinstructorsandon‐

line/distanceeducationcoursesintheCaliforniaCommunityCollegesystem;4. MakerecommendationstoAFAandtheDistrictforadjustingtheloadfactors.

CompositionoftheTaskForce

AFAPresidentordesignee AcademicSenatePresidentordesignee Four(4)SupervisingAdministrators,preferablyatleastone(1)froma

clusterwithasignificantnumberoflabsandon‐lineclasses(STEM,Maggini,PEDA)

One(1)AFARepresentative One(1)AcademicSenateRepresentative

TimelinefortheTaskForceTheTaskForcewillbeginitsworkinFallof2010withthegoalofsubmittingacomprehensivereporttoAFA,AcademicSenate,andtheDistrictonorbeforeFebruary14,2012.OutcomesoftheWorkloadStudyDuringAY2011‐12,AFAandtheDistrictagreetonegotiateworkloadfactoradjustmentsbasedontherecommendationsoftheTaskForce.TheDistrictwillsetasideresourcesforfundingtheworkloadadjustmentsasfiscalconditionsallow,asoutlinedinArticle26.


Last Modified: 2010 Agreement Article 10: Benefits 2009-11 AFA/Sonoma County Junior College District Contract page 1 of 7

Memorandum of Understanding

between the All Faculty Association

and the Sonoma County Junior College District

regarding

Article 10: Benefits

June 3, 2010

The AFA and the District agree to the modify Article 10 as described in the pages attached.

[signature on file] [signature on file] _________________________________ ______________________________ Ann Herbst Dr. Robert Agrella President, All Faculty Association Superintendent/President,




Article 10: Benefits

“BENEFITS” mean the District-provided coverage to faculty members and their eligible dependents, or solely to faculty members, for medical, dental, vision, life insurance, and long-term disability income protection.

10.00 ADJUSTMENTS: Effective July 1, 2007, the District will establish an account in the amount of Fifty Thousand Dollars ($50,000) to be called: AFA Medical Premium Reserve Fund. The terms for adding money to the fund and using the fund will be negotiated during 2007-08. The funds will roll into the 2008-09 budget if unused or if agreement on the terms for adding money to the fund and using the fund is not reached.

10.01 BASIC BENEFITS: REGULAR, PROBATIONARY, AND TEMPORARY FACULTY MEMBERS AND THEIR ELIGIBLE DEPENDENTS: For regular, probationary, and temporary faculty members working 100 percent who select medical and/or dental coverage, the District will pay the full cost of the premium to the carriers. For regular, probationary, and temporary faculty members working less than 100 percent who select medical and/or dental coverage, the District will pay a pro-rata share of the premium to the carriers, and the faculty member will pay the balance.

A. Medical Coverage: Year Begins October 1 of Each Year 1. SRJC agrees to provide two medical plan options for regular faculty. Currently SRJC

has arranged for Blue Shield Plan 100A through Self Insured Schools of California (SISC) and a comparable Kaiser Plan through Kaiser. Information about the medical plan options is available from the Human Resources Department. An open enrollment period occurs once a year, typically in August and/or September. The agreed upon plans will be in effect until at least September 30, 2011. Information about any proposed changes will be published in advance of any change. If the existing health benefit plans change, there will be a new open enrollment period.

2. The District agrees to pay for future medical premium increases at the rate equal to the State COLA adjustment for the year. Payment for the difference between the COLA amount and the premium cost increase will be negotiated and may require greater user participation in the cost of the benefits.

3. Eligible faculty members may open an IRC 125 Plan to accommodate their medical expenses.

4. The District reaffirms its commitment to providing health benefits for eligible employees and their families. The District and AFA agree that, effective July 1, 2003, the existing practice that allows a small group of faculty to have “double coverage” will end. Each employee may make an individual choice of health care provider; however, an employee may not be enrolled concurrently as a subscriber in one District-sponsored plan and as a dependent in a second District-sponsored plan. Likewise, the family of an employee may be enrolled in only one District-sponsored benefit plan.

5. Effective January 1, 2008, the Medicash option will only be available to “grandparented” participants. No newly eligible employees will be offered this option. If a regular employee is working less than a 100 percent load, except when on sabbatical, as part of a preretirement reduction in load, or as part of an Early Retirement Option, the Medicash option will pay a portion of the stipend paid to



employees working a full load. The portion shall be pro-rated according to the percentage of the full-time assignment performed by the faculty member. If a faculty member stops the Medicash option, it will not be reinstated. Unit members who elect the Medicash option will not be eligible to enroll in a District retiree health plan upon retirement. In order to enroll in retiree medical coverage, Medicash participants must disenroll from the Medicash plan and enroll in a District health plan during the open enrollment prior to their retirement.

6. The District will maintain the existing SISC Blue Shield and Kaiser medical plans for Fiscal Year 2009-10. The District and AFA will enter into negotiations for the purpose of modifying the existing medical and dental plans for Benefit Year 2010-11. Because the fiscal year (FY) runs from July 1 through June 30 and the benefit year (BY) runs from October 1 through September 30, negotiations for benefits straddle two fiscal years. Costs are negotiated on a fiscal-year basis and benefit plans are negotiated on a benefit-year basis.

7. AFA and the District agree to discontinue the Employee Assistance Plan (EAP) in exchange for the net ongoing cost reduction of Two Thousand Eight Hundred Dollars ($2,800) per year as an offset against ongoing increases to regular faculty medical benefits premiums.

8. For FY 2010-11 and thereafter, the District and AFA will share regular faculty medical benefit costs as follows:

a) District contributions will be calculated using the FY 2008-09 cost levels as a base. The District will add Two Thousand Eight Hundred Dollars ($2,800) from the EAP cost savings plus any funded COLA increase for FY 2009-10 plus 50 percent of the FY 2009-10 premium cost increase after the credit for funded COLA.

b) AFA contributions will be calculated using the FY 2008-09 cost levels as a base. AFA will contribute 50 percent of the FY 2009-10 premium increase after application of the Two Thousand Eight Hundred Dollars ($2,800) EAP cost savings and the credit for funded COLA.

c) AFA and the District will negotiate and agree upon any excess premium cost above the total amount of items 10.A.8.a and 10.A.8.b.

d) AFA’s portion of the 2009-10 projected cost increase to Medical Benefit plans is $88,373. This amount will be transferred from the AHWBA.

9. For FY and BY 2010-11, AFA and the District agree to the following out-of-pocket monthly premium costs on a ten-month basis.

a. Kaiser Single $17.00 Kaiser Double $36.00 Kaiser Family $50.00 Blue Shield Single $22.00 Blue Shield Double $48.00 Blue Shield Family $66.00

b. AFA and the District agree that these levels of monthly out-of-pocket premium costs, will not increase until October 1, 2013; or three (3) Benefit Years.

10. AFA agrees to transfer $100,000 from the AHWBA to further defray the cost increases to the medical benefit plans and to avoid further reductions to the salary



schedules. AFA and the District agree to waive the annual $200,000 limit for Benefit Year 2010-11. (See below.)

11. The total “credit” given in this proposal (Eight Hundred Five Thousand Dollars [$805,000]) is “one-time” money that is to be held in a rolling account called the “AFA Health and Welfare Benefits Account” (AHWBA). This credit can be directed by AFA towards health and welfare benefits and/or the Adjunct Faculty District Activities Fund (AFDAF). The maximum amount available for use or redirection in 2009-10 will be Two Hundred Thousand Dollars ($200,000), and in subsequent years the amount available for use or redirection will be Two Hundred Thousand Dollars ($200,000) plus the unused portion of any of the previous years’ credit. For FY 2010-11 AFA and the District agree to at drawdown of $202,873. The projected drawdown schedule would be revised as follows:

Fiscal Year Beginning Balance Ending Balance 2009-10 $805,000 $678,255 2010-11 $678,255 $475,382 2011-12 $475,382 $275,382 2011-13 $275,382 $ 75,382 2013-14 $ 75,382 $0

10.01. B. Dental Coverage: Year Begins October 1 of Each Year 1. The District shall offer self-insured dental coverage administered by Shirrell

Consulting Services, Inc. 2. A brief description of coverage follows. Note: Use of the plan and the change in

level of provided benefits is based on the premise that yearly preventive care will be maintained by the participant. Breaks of longer than one year will result in beginning coverage as a Year 1 user. a. Maximum benefit per person for any year is One Thousand Seven Hundred

Fifty Dollars ($1,750.00). b. In Year 1 of use, the plan covers 60 percent of basic and major work and 80%

percent of preventive work to the maximum allowable. c. In Year 2 of continuous use, the plan covers 70 percent of basic and major work

and 90 percent of preventive work to the maximum allowable. d. In Year 3 of continuous use, the plan covers 90 percent of basic and major work

and 100 percent of preventive work to the maximum allowable. e. A brochure outlining the full coverage provided is available from the Human

Resources Department. 3. For FY and BY 2010-11 AFA will use $14,500 from the AHWBA (AFA Health

and Welfare Benefits Account) to cover the increases to the cost of the Dental Plan.

C. Life Insurance and Accidental Death Benefit Coverage: Year Begins July 1 of Each Year 1. The District agrees to provide life insurance and accidental death benefits coverage

as insured by Provident Life and Accident Insurance Company. 2. Amount of coverage varies according to age of employee; through age 69 amount

of coverage in each category is Fifty Thousand Dollars ($50,000). After age 69 the coverage is Twenty-five Thousand Dollars ($25,000) in each category.



3. Spouse and or domestic partner and eligible dependent children are also provided coverage of Five Thousand Dollars ($5,000) in each category, except children under the age of 6 months are covered at the rate of Five Hundred Dollars ($500) in each category.

4. Supplemental life insurance coverage is available at the employee’s cost through payroll deduction.

5. A brochure outlining the full coverage provided is available from the Human Resources Department.

10.02 VISION BENEFITS: REGULAR, PROBATIONARY, AND TEMPORARY FACULTY – EMPLOYEE ONLY: For regular, probationary, and temporary faculty members working 100 percent who select vision coverage, the District will pay the full cost of the premium for the employee only to the carriers. For regular, probationary, and temporary faculty members working less than 100 percent who select vision coverage, the District will pay a pro-rata share of the premium for the employee only to the carriers, and the faculty member will pay the balance.

A. Coverage Year: The vision coverage year begins January 1 of each year.

B. Vision Services Plan. The District agrees to provide Vision Services Plan vision coverage for all eligible employees.

C. Family Coverage. Effective January 1, 2004, family coverage will be available through the District, but paid for by the individual.

D. IRC 125 Plan. Eligible employees may use the IRC 125 Plan to set aside money to pay for this family coverage.

10.03 LONG-TERM DISABILITY (LTD): REGULAR, PROBATIONARY, AND TEMPORARY FACULTY ONLY: The District agrees to provide long-term disability (LTD) income protection for each eligible regular, probationary, and temporary faculty member.

A. Upon Disability: Should an eligible employee become disabled while employed by the District he/she is eligible to apply for (LTD) income protection upon verification of the disability. 1. If the employee has fewer than five (5) years of service in the California State

Teachers’ Retirement System (CalSTRS), he/she is entitled to (LTD) benefits from the carrier, if approved, until normal retirement age. Normal retirement age is defined in the (LTD) contract with the District.

2. If the employee has five (5) or more years of service in CalSTRS (LTD) coverage applies for up to one (1) year, if approved, while the employee applies for and qualifies for the CalSTRS disability program.

B. Questions: Questions related to the District program should be addressed to the Human Resources Department. Questions related to the CalSTRS program should be addressed to CalSTRS.

10.04 RETIREMENT BENEFITS: See Article 24: Retirement for a description of all retirement benefits and plans available to regular, probationary, temporary, and adjunct faculty. Article 24 also includes a description of existing retirement benefit levels.



10.05 HOURLY ASSIGNMENT SERVICE CREDITS: See Article 24: Retirement.

10.06 ADJUNCT FACULTY BENEFITS A. Adjunct Faculty Eligibility for Pro-rata Benefits: Some adjunct faculty members

may be eligible for pro-rata benefits explained in Appendix 1: Adjunct Faculty (“Y”-rated and Pro-rated).

B. Part-Time Community College Faculty Health Insurance Program Implementation: For Fiscal Year 2010-11 the District will continue to participate in the State Adjunct Medical Benefits Program 1. AFA and the District will continue to offer the program under the same terms of

District eligibility as in 2009-10, , and will publish procedures and forms for application and implementation of this coverage.

2. Adjunct faculty members must demonstrate that they meet the State and District requirements for eligibility.

3. AFA will assist the District in the implementation of this program by providing administrative support.

4. This program will continue for as long as state funds are provided for this purpose. 5. The medical plan options offered to regular faculty are also offered to eligible

adjunct faculty, see paragraph 10.01.A.1. Eligible adjunct faculty members are required to pay 50 percent of the premium cost for the plan they select, and any premium cost above the established cap. Information about the Adjunct Medical Benefits Program is available from the Human Resources Department. The existing Adjunct Medical Benefits Program will continue, with funding provided through the State and AFA, unless additional funds are made available from the State, until at least September 30, 2011. Adjustments to the plans may be considered for implementation at that time that requires greater user participation in the cost of the benefits. Information about proposed changes will be published in advance of any change. If the existing health benefit plans change, there will be a new open-enrollment period.

6. In the absence of sufficient State funding for the program, beginning in Summer 2010, the Hourly Salary Schedules will be reduced by an additional 2 percent that is separate of, and additional to, any other reductions made to the Hourly Salary Schedules.

a. The District will credit the Adjunct Medical Benefits Account (AMBA) an amount equivalent to the actual 2 percent reduction in salary savings, plus employer-paid payroll expenses (estimated as an additional 6.62 percent of hourly rate pay). An estimate of the total amount will be credited at the beginning of the year, with a true-up to the year’s actual amount made in the subsequent year. b. The amount contributed by the State through the District’s participation in the Part-Time Community College Faculty Health Insurance Program will be deposited in the AMBA. c. AFA College Service & Technology Training (ACSTT) funds may be credited as designated by AFA into the AMBA as described in Article 3: Association Rights, paragraph 3.18.B.



d. The AMBP (also known as the Part-Time Community College Faculty Health Insurance Program in paragraph 10.06.B) will be funded with the credits and deposits described in items a through c. listed above, and these will accrue over the course of each fiscal year. In the event of a shortfall in the AMBA, AFA will agree to offsetting conciliations or concessions. e. The balance of funds in the AMBA at the end of the fiscal year will be brought forward to the next year. In the event of the termination of the District’s participation in the AMBP, AFA will designate the use of any positive balance in the AMBA. f. Should AFA and the District agree to terminate the program, the aforementioned 2 percent in salary reductions will be restored to the Hourly Salary Schedules.

7. AFA and the District agree to continue to investigate practical methods to achieve health benefits cost containment and to attempt to address any funding gaps that may arise between the funding available from the District/State and the cost of the programs for both regular and adjunct faculty.


AFA/District MOU re: Article 10 & Article 26 — AMBP: 12/16/09 page 1 of 2

Memorandum of Understanding

between the All Faculty Association

and the Sonoma County Junior College District

regarding the

Adjunct Faculty Medical Benefits Program (AMBP) Modifications to Article 10: Benefits

and Article 26: Salary Schedule Development

December 16, 2009

Background In the recent referendum of November 25, 2009, adjunct faculty voted to direct the AFA Negotiating Team to reduce hourly salary schedules by an ongoing 2 percent in order to preserve the Adjunct Faculty Medical Benefits Program (AMBP).

Agreement AFA and the District agree to the following:

1. Beginning in Summer 2010, the Hourly Salary Schedules will be reduced by an additional 2 percent that is separate of, and additional to, any other reductions made to the Hourly Salary Schedules.

2. The District will credit the Adjunct Medical Benefits Account (AMBA) an amount equivalent to the actual 2 percent reduction in salary savings, plus employer-paid payroll expenses (estimated as an additional 6.62 percent of hourly rate pay). An estimate of the total amount will be credited at the beginning of the year, with a true-up to the year’s actual amount made in the subsequent year.

3. The amount contributed by the State through the District’s participation in the Part-Time Community College Faculty Health Insurance Program will be deposited in the AMBA.


4. AFA College Service & Technology Training (ACSTT) funds may be credited as designated by AFA into the AMBA as described in Article 3: Association Rights, paragraph 3.18.B.

5. The AMBP (also known as the Part-Time Community College Faculty Health Insurance Program in paragraph IO.06.B) will be funded with the credits and deposits described in I - 4 above, and these will accrue over the course of each fiscal year. In the event of a shortfall in the AMBA, AF A will agree to offsetting conciliations or concessions.

6. The balance of funds in the AMBA at the end of the fiscal year will be brought forward to the next year. In the event of the termination of the District's participation in the AMBP, AF A will designate the use of any positive balance in the AMBA.

7. Should AF A and the District agree to terminate the program, the aforementioned 2 percent in salary reductions will be restored to the Hourly Salary Schedules.

(signature onfile)

Warren Ruud President, All Faculty Association

(signature on file)

Dr. Robert Agrella Superintendent/President, Sonoma County Junior College District

AFA/District M au re Article 10 & Article 26 - AM BP 12116/09 page 2 of 2





regarding

Article 16: Hourly Assignments Modification to Allow Hourly Faculty to

Voluntarily Relinquish Load

October 8, 2009

For Spring 2010 any houdy faculty member, whether contract or adjunct, may voluntarily relinquish an assignment or accept a lower assignment priority in order to help to preserve houdy assignments for others. Faculty who choose to relinquish load will be credited with the same like load in Spring 2011 as was actually offered for Spring 2010. In addition, faculty who voluntarily relinquished load in Fall 2009 and Spring 2010 will maintain their places on the length of service list.

The voluntary decline of the assignment as published in the electronic schedule of classes must be documented in writing, such as an email, and copies must be sent to the chair, the supervising administrator, and the Vice-President of Academic Affairs.

(signature on file)

Warren Ruud President, All Faculty Association

(signature on file)






regarding Article 16: Hourly Assignments

Modification to Allow Hourly Faculty to Voluntarily Relinquish Load For 2010-11 Academic Year

April 8, 2010

Faculty members who voluntarily relinquished load in Fall 2009 and Spring 2010 will maintain their places on the length-of-service list and will be credited with the same like load in Fall 20101 Spring 2011 as was actually offered for Fa1l2009/Spring 2010 (modification to 16.04.C.l.d).

Faculty members who voluntarily relinquish load in Fall 2010 and Spring 2011 will maintain their places on the length-of-service list and will be credited with the same like load in Fall 20 III Spring 2012 as was actually offered for Fa1l2010/Spring 2011 (modification to 16.04.C.l.d).

Hourly faculty members, whether adjunct or regular, are not allowed to exercise this option to relinquish load in two consecutive academic years.

In the event that programs are decreased or discontinued according to Policy 3.6 and 3.6P-Program Discontinuance and Article IS: Faculty Service Areas and Competency Standards, and Reduction in Force of Faculty Positions, Article 16.04.C.6 will apply. (See Contract references below).

Instructional Faculty or Allied Faculty with Instructional Assignments: For the 2010-11 year, when the faculty member voluntarily relinquishes the assignment as published in the electronic schedule of classes, slhe must send documentation in writing, such as an email, to the department chair, the supervising administrator, and the Vice President of Academic Affairs and AF A. The department will prepare and maintain a record that the faculty member has relinquished the offer, and to whom that course or load has been reassigned. The assignment given to another faculty member will be considered a "new or increased assignment." (See 16.04.C.5 and Contract references below). The Vice President of Academic Affairs will retain copies of the written documentation

Allied Faculty with Allied Assignments For the 2010-11 year, when the faculty member voluntarily relinquishes the assignment as offered in writing by the District, slhe must send documentation in writing, such as an email, to the department chair, the supervising administrator, and the Vice President of Student Services and AF A. The Vice President of Student Services will retain copies of the written documentation.

AFAIDistrict MOU 4.8.10 re: Article 16 Relinquishing Load 2010-ll page 10f2


Retaining Assignment Priority This agreement only refers to relinquished load. Those adjunct faculty members who lose assignments due to lower assignment priority and schedule reductions in 2009-10 or 201 O-ll could lose their assignment priority and/or may no longer be active in the adjunct pool after two years, per the provisions of Article 16 and the California Education Code. Regular faculty members who relinquish load would not lose their assignment priority but after one year would need to establish a new like load (see Article 16.04.C.l.d).

If a contract or adjunct faculty member loses an assignment for a reason other than relinquishing an assignment, the usual provisions of Article 16 apply (i.e., the faculty member could lose assignment priority and like load for an absence of greater than two semesters without paid service in the department).

Pertinent Contract References in Article 16: Hourly Assignments 16.04.C.l.d: If a faculty member with assignment priority had no assignment the previous fall or

spring, the department chair will recommend an assignment following the assignment criteria documented in the departmental procedures of one (1) class, (typically a 20 percent load if available, or the most previous like load, whichever is less.) If assignments remain after all those with assignment priority have received their previous like-load assignments, additional assignments may be recommended.

16.04.C. 5:

16.04.C.6.

New or increased assignments. New or increased assignments occur when a program expands, or the number of full-time faculty decreases in a department. This results in available hourly assignments after offering the previous like load to all those with assignment priority. Note: the increase may be temporary. a. The department may consider all interested candidates for any such

assignment, including adjunct faculty, regular faculty, and faculty in the adjunct faculty pool. The District retains the right to assign a new or increased load to the faculty member whom the department recommends as most suitable for that assignment, regardless of length of service in the department.

b. An increased assignment becomes part of the faculty member's reference base for the next like semester (except during the adjunct faculty probationary period), unless the increase is a temporary increase due to a leave replacement, reassigned time of the regular faculty member, or other special circumstance that is identified as such when the assignment is offered.

Decrease in assignments. A decrease in assignments occurs when a program is reduced or when the number of full-time faculty increases in a department. In the event of a decrease of hourly assignments, the provisions for making assignments identified in the departmental procedures shall be followed.

(signature onfile) (signature on file)

Ann Herbst President, All Faculty Association


AF AlDistrict MOU 4.8.10 re: Article 16 Relinquishing Load 2010-ll page 2 of2




Sonoma County Junior College District regarding

Article 30: Tenure Review

May 14, 2010

In order to reflect the fact that there is now a Dean of Student Services on the Petaluma campus, AFA and the District agree to modify paragraph 30.04.A.3.c as follows:

30.04 TENURE REVIEW TEAM COMPOSITION A. Team Members: Team members include:

3. Supervising Administrator: One of the following:

Old language: c. For probationary allied faculty in the Counseling Department and Disability

Resources Departments (all locations): the Dean of Counseling and Support Services.

New language: c. For probationary allied faculty in the Counseling and Disability Resources

Departments: the site-specific Student Services supervising administrator in consultation with the Dean of Counseling and Support Services.

(signature on file) (signature on file) _________________________________ _________________________________ Ann Herbst Dr. Robert Agrella President, All Faculty Association Superintendent/President,



Appendix 1

STEP Class A Class B Class C Class D STEP Class A Class B Class C Class D1 53938 57175 60605 61817 1 37.33 39.57 41.94 42.782 55815 59164 62713 63968 2 38.63 40.95 43.40 44.273 57691 61153 64822 66118 3 39.93 42.32 44.86 45.764 59568 63142 66930 68269 4 41.23 43.70 46.32 47.255 61444 65131 69039 70419 5 42.53 45.08 47.78 48.746 63321 67120 71147 72570 6 43.82 46.45 49.24 50.237 65197 69109 73256 74721 7 45.12 47.83 50.70 51.718 67074 71098 75364 76871 8 46.42 49.21 52.16 53.209 68951 73088 77473 79022 9 47.72 50.58 53.62 54.6910 70827 75077 79581 8117311 72704 77066 81689 8332312 74580 79055 83798 8547413 76457 81044 85906 8762514 78333 83033 88015 8977515 80210 85022 90123 9192616 82086 87011 92232 94076

PG20 84359 89421 94785 96681PG24 93728 97339 99286PG28 99893 101891

STEP Class A Class B Class C Class D STEP Class A Class B Class C Class D1 72.21 76.54 81.13 82.75 1 49.33 52.29 55.43 56.532 74.72 79.20 83.95 85.63 2 51.05 54.11 57.35 58.503 77.23 81.86 86.78 88.51 3 52.76 55.93 59.28 60.474 79.74 84.53 89.60 91.39 4 54.48 57.75 61.21 62.435 82.25 87.19 92.42 94.27 5 56.19 59.57 63.14 64.406 84.77 89.85 95.24 97.15 6 57.91 61.38 65.07 66.377 87.28 92.52 98.07 100.03 7 59.63 63.20 67.00 68.348 89.79 95.18 100.89 102.91 8 61.34 65.02 68.92 70.309 92.30 97.84 103.71 105.78 9 63.06 66.84 70.85 72.27

STEP Class A Class B Class C Class D STEP Class A Class B Class C Class D1 52.37 55.51 58.84 60.02 1 55.12 58.43 61.93 63.172 54.19 57.44 60.89 62.10 2 57.04 60.46 64.09 65.373 56.01 59.37 62.93 64.19 3 58.95 62.49 66.24 67.574 57.83 61.30 64.98 66.28 4 60.87 64.52 68.40 69.765 59.65 63.23 67.03 68.37 5 62.79 66.56 70.55 71.966 61.48 65.17 69.07 70.46 6 64.71 68.59 72.71 74.167 63.30 67.10 71.12 72.54 7 66.63 70.62 74.86 76.368 65.12 69.03 73.17 74.63 8 68.54 72.66 77.01 78.559 66.94 70.96 75.22 76.72 9 70.46 74.69 79.17 80.75

TENTATIVE SALARY SCHEDULES Fall 2010Based on ratification of August 2010 Tentative Agreement

These schedules are believed to be accurate. It's possible that actual Fall 2010 salary schedulesmay differ slightly.

BASE HOURLY

ENHANCED NONCREDIT HOURLYENHANCED LECTURE HOURLY

ENHANCED LAB HOURLY ENHANCED CDCP HOURLY

ANNUAL CONTRACT (FTEF)

MOU June 3, 2010: Monetary Concessions (page 1 - afa-srjc.org · August 19, 2010 Colleagues, The...

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