Post on 25-Sep-2020
ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT
BOARD OF TRUSTEES
Agenda Regular Board Meeting
Monday, August 14, 2017
Allan Hancock College
Closed Session - Captain’s Room, B-102
Open Session - Boardroom, B-100
800 South College Drive, Santa Maria, CA 93454
Page
Tent.
Time
1. Call to Order 4:00 PM
2. Public Comment to Closed Session
This section of the agenda is intended for members of the public to address the Board of Trustees
on items involving the community college district that are being considered in Closed Session.
Please note that Board members are prohibited by the Brown Act from responding to comments
made regarding topics not on the official agenda. The leading speaker from the audience on each
side of an issue will be limited to five (5) minutes. Additional speakers are limited to two (2)
minutes. To address the Board of Trustees, please fill out a Request to Address the Board of
Trustees form and provide it to the superintendent/president prior to this part of the agenda.
3. Adjourn to Closed Session 4:00 PM
3.A. Discipline/Dismissal/Release of Public Employee (2 cases) (Govt. Code §54957)
3.B. Evaluation of the Superintendent/President
3.C. Potential Litigation (2 cases) (Govt. Code §54956.9(b)
There are two potential litigation items related to two construction projects. The district
has a claim against an architect and a general contractor has a claim against the district.
3.D. Conference with Labor Negotiator – (Government Code §54957.6)
Employment of Public Employee
Unrepresented Employee: Superintendent/President
Agency Designated Representative: Kelly Underwood
Agency designated representatives: Dr. George Railey, Kelly Underwood
Employee Association: Faculty Association
Gregory A. Pensa, President Hilda Zacarías, Vice President
Jeffery C. Hall Dan Hilker Larry Lahr
Yesenia Beas, Student Trustee
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August 14, 2017
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Agency designated representative: Kelly Underwood
Employee Association: Part-Time Faculty Association
Agency designated representative: Dr. Kevin Walthers
Unrepresented Employees: Management
Agency designated representative: Dr. Kevin Walthers
Unrepresented Employees: Supervisory/Confidential
Agency designated representative: Felix Hernandez Jr.
Employee Organization: California School Employees Association (CSEA) Chapter #251
4. Reconvene to Open Session 6:00 PM
5. Action Taken in Closed Session
6. Pledge of Allegiance
7. Approval of Agenda as Presented
8. Public Comment
The section of the agenda is intended for members of the public to address the
board on items involving the school district. Time limits and procedures to
address the Board of Trustees, as stated in the Public Comment to Closed
Session, apply to this part of the agenda. Public comment not pertaining to
specific agenda items is welcome under public comment. Please note that
Board members are prohibited by the Brown Act from responding to
comments made regarding topics not on the official agenda. Testimony on
specific agenda items will be welcome during consideration of the item by the
Board of Trustees. When public testimony is completed regarding a specific
agenda item, discussion is then confined to board members only. This
practice is in accordance with laws governing Board of Trustees public
meetings.
9. Approval of Minutes
9.A. Approval of Minutes from the July 11, 2017 regular board meeting. 10
9.B. Approval of Minutes from the July 25, 2017 special board meeting. 18
10. Presentation
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Allan Hancock Joint Community College District
Board of Trustees
August 14, 2017
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10.A. Check presentation from Phillips 66
Representatives from Phillips 66 will present a check in the amount
$25,000 for the STEM Week of Discovery.
10.B. Title V Advance, Innovate and Maintain (AIM) Grant Activities
Update
Mayte Solis, basic skills coordinator; and Andria Keiser, non-credit
ESL faculty, will present an update on Title V AIM activities.
11. Consent Agenda
Consent Agenda items are consistent with adopted policies and approved
practices of the district and are deemed routine in nature. They will be acted
upon by roll-call vote in one motion without discussion unless members of the
board request an item’s removal from the Consent Agenda.
6:15 PM
11.A. Register of Warrants
Payroll 6/1/17 through 6/30/17
A recommendation that the board of trustees approve commercial
warrants.
21
11.B. Fourth Quarter Financial Status Report
A recommendation that the board of trustees accept the fourth quarter
financial status report, a routine report that monitors the financial
health of the district, to be submitted to the State Chancellor’s Office.
23
11.C. Part-time Faculty Appointments, Regular Faculty Overload
Assignments and Special Assignments/Stipends
A recommendation that the board of trustees approve part-time
faculty appointments, regular faculty overload, and special
assignments/stipends.
28
11.D. Community Services (Fee-Based) Education Courses
A recommendation to approve proposed community services (fee-
based) classes for fall 2017.
48
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August 14, 2017
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11.E. Short-Term, Substitute, and Professional Expert Appointments
Exempt From Classified Service
A recommendation that the board of trustees approve the short-term,
substitute, and professional expert appointments exempt from
classified service as presented.
51
11.F. Appointments, Transfers, and Promotions of Classified Service
Employees
A recommendation that the board of trustees approve the appointment
of Jesse Santillan Jr., groundskeeper I, plant services, effective
September I, 2017. A recommendation may be made that the board of
trustees approve the appointments of administrative assistant III,
academic affairs; and campus safety officer, campus police. If a
recommendation is made, a revised board agenda item will be
presented.
53
11.G. Transfer of Full-Time Faculty Member
A recommendation that the board of trustees approve the transfer of
Michael Messina, full time, temporary, noncredit vocational
faculty/coordinator, community education, effective August 21, 2017
through May 20, 2018, and contingent upon continued funding.
54
11.H. Appointment of Classified Management Position
A recommendation may be made that the board of trustees approve
the appointment of director, institutional grants. If a recommendation
is made, a revised board agenda item will be presented.
55
11.I. New and/or Revised Classified Bargaining Unit Job Descriptions
A recommendation that the board of trustees approve the new
classified bargaining unit job descriptions as follows: application
programmer; and programmer/analyst, as presented.
56
11.J. Coaching Appointment and Stipends
A recommendation that the board of trustees approve the coaching
appointments and stipends as presented, or earlier per district need.
62
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Board of Trustees
August 14, 2017
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11.K. Out-of-Classification Assignments of Classified Service Employees
A recommendation that the board of trustees approve the out-of-
classification out of bargaining unit assignment of Elaine Healy,
coordinator, community education, community education department
(50 percent) and director, special projects (50 percent), retroactive to
July 1, 2017 through December 31, 2017, or earlier per district need,
and contingent upon continued funding; and to approve the out-of-
classification assignments of Cynthia Wheeler, administrative
assistant II, summer & evening, academic affairs, retroactive to July
1, 2017 through June 30, 2018, or earlier per district need; Armida
Velasquez, coordinator, writing center laboratory, learning resources,
retroactive to August 1, 2017 through December 31, 2017, or earlier
per district need; and Anna Rice, distance learning/academic support
technical specialist, learning resources, retroactive to August 4, 2017
through December 31, 2017, or earlier per district need.
63
11.L. Temporary Appointment Nontenure-Track Faculty Member
A recommendation may be made that the board of trustees approve
the appointment of a temporary, nontenure-track basic skills
faculty/coordinator. If a recommendation is made, a revised board
agenda item will be presented.
65
11.M. Equivalency Certification for Faculty
A recommendation to approve equivalency certifications for faculty
members who have been authorized to teach, as needed, based on
equivalency criteria specified in Board Policy 7211 and as restricted
by the equivalency certification document.
66
12. Oral Reports 6:35 PM
12.A. Superintendent/President’s Report
12.B. Board Member Reports
12.C. Association Reports 6:45 PM
1) Academic Senate
2) California School Employees Association
3) Associated Student Body Government
4) AHC Foundation
5) Management Association
6) Part-Time Faculty Association
7) Faculty Association
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August 14, 2017
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13. Action Items 7:15 PM
13.A. Acceptance of Grants Approved
A recommendation to accept funded proposals.
69
13.B. Affirmation of Award of Contract, Building K Roof Replacement,
Informal Bid No. 17-200
A recommendation that the board of trustees affirm the award of
contract for the Building K Roof Replacement project to Craig
Roofing Company, Inc. in the amount of $129,488.
71
13.C. Appointment of Interim Classified Management Position
A recommendation that the board of trustees approve the temporary
appointment of Ronald Schram, interim district police chief, campus
police, effective August 15, 2017 through December 31, 2017, or
earlier per district need, and pending successful completion of pre-
employment requirements.
72
13.D. Ratification of the Agreement between the Allan Hancock College
Joint Community College District and the California School
Employees Association Allan Hancock College Chapter #251
Contract Reopeners on the Entire Agreement for Fiscal Year 2017-
2018 through 2019-2020
Staff recommends that the board of trustees ratify the Collective
Bargaining Agreement between the Allan Hancock Joint Community
College District and the California School Employees Association,
Allan Hancock College Chapter #251, pending ratification by CSEA.
73
13.E. Change of Status of Faculty Member
A recommendation that the board of trustees approve the revised
reduced workload (Willie Brown Act) for Marla Allegre, English
instructor English department, from 100 percent to 56 percent full-
time equivalency for the 2017-2018 academic year, under the
provisions of California Education Code Section 87483 (Willie
Brown Act) and the District’s contractual agreement with the Faculty
Association of Allan Hancock College, and to be renewed each year
for a maximum of ten years unless the instructor and the district
mutually agree to change the conditions of the reduced workload.
201
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Allan Hancock Joint Community College District
Board of Trustees
August 14, 2017
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13.F. Revised Supervisory/Confidential Salary Schedule
A recommendation may be made that the board of trustees
approve revisions to the Supervisory/Confidential Salary
Schedule. If a recommendation is made, a revised board agenda
item will be presented.
202
13.G. Authorization, Joint Use Agreement with the County of Santa
Barbara’s Fire Department
A recommendation that the board of trustees authorize the
superintendent/president to execute a joint use agreement between the
district and the County of Santa Barbara’s Fire Department for use of
the Public Safety Complex.
205
13.H. Resolution 17-30, Authorization to Utilize Design-Build Process,
Fine Arts Complex Project
A recommendation that the board of trustees adopt Resolution 17-30,
authorizing the development and issuing a request for proposals for
the Fine Arts Complex project using the design-build delivery
method.
206
14. Information 7:50 PM
14.A. Grant Proposals Submitted
A report on grant proposals submitted
212
14.B. Fine Arts Complex Project, Release of Preliminary Plans Funding
An update on the release of preliminary funds for the Fine Arts
Complex Project.
214
14.C. Department of State Hospital, Instructional Service Agreement
Update
The vice presidents of academic affairs and operations will give an
update on the instruction service agreement with the Department of
State Hospital.
215
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Allan Hancock Joint Community College District
Board of Trustees
August 14, 2017
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14.D. Futuris Public Entity Investment Trust Annual Notice
Notification of posting the summary annual report on the irrevocable
trust for the district’s other post-employment benefits (OPEB)
obligations.
216
14.E. Institutional Assessment Plan
An update on the 2017 Institutional Assessment Plan
221
14.F. Employee Resignations and Retirements
The superintendent/president has accepted the retirements of Michael
Black, associate superintendent/vice president, finance and
administration, effective January 1, 2018; Felix Hernandez Jr., vice
president, operations, effective October 1, 2017; and Deb Annibali,
director, law enforcement training, public safety department, effective
September 15, 2017; and the resignation of John Staugaard, district
police sergeant, campus police, effective August 7, 2017.
222
14.G. Monthly Report, Associate Superintendent/Vice President, Academic
Affairs
223
14.H. Monthly Report, Associate Superintendent/Vice President, Student
Services
224
14.I. Monthly Report, Vice President, Institutional Effectiveness 225
14.J. Monthly Report, Executive Director, College Advancement 226
14.K. Monthly Report, Associate Superintendent/Vice President, Finance
and Administration
227
14.L. A Monthly Report on the Year-to-Date Financial Data for Various
Funds.
228
14.M. Monthly Report, Vice President, Operations 243
14.N. A Status Report on Bond Measure I Projects 244
15. New Business 8:30 PM
16. Calendar 247
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Allan Hancock Joint Community College District
Board of Trustees
August 14, 2017
17. Adjournment
The next regular meeting of the Board of Trustees will be held on Tuesday,
September 12, 2017. Closed session begins at 5:00 p.m. Open session begins
at 6:00 p.m.
In compliance with the Americans with Disabilities Act, if you need assistance
to participate in this meeting, please contact the President’s Office at (805)
922-6966 ext. 3245. Please make requests 48 hours prior to the meeting in
order to make reasonable arrangements to ensure accessibility to this meeting.
Kevin G. Walthers, Ph.D.
Secretary to the Board of Trustees
Allan Hancock Joint Community College District Board of Trustees July 11, 2017
ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT
BOARD OF TRUSTEES
Minutes Regular Board Meeting Tuesday, July 11, 2017
Allan Hancock College Closed Session - Captain’s Room, B-102
Open Session - Boardroom, B-100 800 South College Drive, Santa Maria, CA 93454
1. Call to OrderTrustee Pensa called the meeting to order at 4:03 p.m. with the following trustees present:Hall, Hilker, Lahr, Pensa, Zacarías
Trustees absent: None
2. Public Comment to Closed Session
No public comment was made.
3. Adjourn to Closed Session
Trustee Pensa adjourned the meeting to closed session at 4:03 p.m.
4. Reconvene to Open Session
Trustee Pensa reconvened the meeting to open session at 7:15 p.m.
5. Action Taken in Closed Session
Trustee Pensa announced the Board took action to approve a settlement agreement with Chief ofPolice Paul Grohowski, providing for a resignation and release of claims in exchange forseverance equal to ten months service on a roll call vote as follows:
Ayes: Hall, Lahr, Pensa, ZacariasAbstain: Hilker
6. Pledge of Allegiance
Janet Cruz, student body president, led the audience in the pledge of allegiance.
Gregory A. Pensa, President Hilda Zacarías, Vice President
Jeffery C. Hall Dan Hilker Larry Lahr
Yesenia Beas, Student Trustee
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Allan Hancock Joint Community College District Board of Trustees July 11, 2017
7. Approval of Agenda as Presented
Items 11.U., 11.V., and 11.W., were removed from the agenda. Item 11.T. was moved to theaction section of the agenda.
On a motion by Trustee Hall, seconded by Trustee Hilker, the Board approved the agenda, asrevised, on a roll-call vote as follows:
Ayes: Hall, Hilker, Lahr, Pensa, Zacarías Noes: None
Abstentions: None Concur: Student Trustee
8. Public Comment
John Hood, chair of fine arts department, is in full support of hiring Jesus Solorio as the newdance instructor. Mr. Hood served on the hiring committee in 2014 and 2017 where Mr. Soloriowas ranked highest from a pool of talented and accomplished candidates in both employeesearches and stood out in skill and experience. He spoke of the rigor and fairness of the hiringprocess. He noted Mr. Solorio was granted equivalency to teach at the college level. He said itwas easy for the eight-person committee to recognize Mr. Solorio’s accomplishments and notedhis success was on par with the traditional academic experience.
Mr. Hood read a letter from Nancy Jo Ward, Academic Senate representative, who was unableto attend the meeting. “Ms. Ward participated in the two fine arts hiring committees andrepresented Senate Exec in second interviews. The hiring practices that she experiencedrepresent a well-designed system that requires integrity and collegiality among college faculty,staff, administrators, and student representatives. Although they had unique perspectives andexperiences to draw from in making decisions, the candidates sent forward were vetted with theutmost respect for the process and represents the best decisions possible.”
Candice Rivera, part-time dance faculty member, shared her experience as a dance instructor.She said she represents seven of nine part-time dance faculty regarding their concerns of Mr.Solorio’s selection as a full-time dance faculty member. She referred to the hiring process fromlast year when part-time faculty objected to his hiring. She believes Mr. Solorio’s professional
experience is being used to attract attention to the program. She went on to give a list ofconcerns that should prevent Mr. Solorio from being hired and potential problems she foresees.She requested the appointment of Mr. Solorio be removed from the consent agenda.
Kelly Claveri, part-time faculty, read a letter from Monique Segura. She read Ms. Segura’s
letter that includes her academic history and concerns with hiring Jesus Solorio.
Bailey Hall, former dance class student, said she believes hiring Mr. Solorio will be detrimentalto the dance program and its students. She relayed a few of Mr. Solorio’s negative behaviors
she has observed and reported to the department chair. She is concerned with the future of thedance program.
Monique Hoyos, wife of Officer Jason Hoyos, is very disappointed in the administration. Sheshared how her husband’s home life has changed. She is extremely disappointed her husband’s
complaints were not addressed in a timely manner.
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Allan Hancock Joint Community College District Board of Trustees July 11, 2017
9. Approval of Minutes
9.A. Approval of Minutes from the June 13, 2017 special board meeting.
On a motion by Trustee Lahr, seconded by Trustee Hilker, the Board voted unanimously to approve the minutes for the June 13, 2017 special board meeting as submitted. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)
9.B. Approval of Minutes from the June 13, 2017 regular board meeting.
On a motion by Trustee Lahr, seconded by Trustee Hilker, the Board voted unanimously to approve the minutes for the June 13, 2017 regular board meeting as submitted. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)
10. Presentation
10.A. Orfalea Children’s Center Report
Yvon Frazier, Program Director, Orfalea Children’s Center Lab School, presented the Center’s outcomes for 2016-2017. She reviewed the programs and the demographics served. She explained the program’s self-evaluation process and reviewed the areas that met the standards as well as the areas that require improvement. She shared the comments and suggestions for program improvement from the survey. She ended the presentation after sharing the highlights and accomplishments of the program.
11. Consent Agenda
Items 11.U., 11.V., and 11.W., were removed from the agenda. Item 11.T. was moved to theaction section.
On a motion by Trustee Lahr, seconded by Trustee Hilker, the Board voted to approve theconsent agenda, as revised, on a roll-call as follows:
Ayes: Hall, Hilker, Lahr, Pensa, Zacarías Noes: None
Abstentions: None Concur: Student Trustee
12. Oral Reports12.A. Superintendent/President’s Report
Dr. Walthers gave an update on Senate Bill 679 – Baccalaureate Degree Pilot Program. He noted the bill has been revised to allow the 15 existing pilot programs at community colleges but has been reduced in scope. The positive side is meetings have been scheduled with Cal Poly to work together. He and five faculty and members were able to attend the LIFT conference.
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Allan Hancock Joint Community College District Board of Trustees July 11, 2017
12.B. Board Member Reports
Trustee Hall thanked the Pepe family for allowing the Foundation to meet at their home.
Trustee Pensa did not have a report.
Trustee Zacarías did not have a report.
Trustee Hilker attended the CAN program mentor recognition last month. He thanked the staff members who support our students.
Trustee Lahr did not have a report.
Student Trustee Beas thanked everyone for the Food Share..Because We Care program.
12.C. Association Reports
1) California School Employees Association
No report was given.
2) Associated Student Body Government
Janet Cruz, congratulated former ASBG officers who moved on to pursue theireducation. She said the mural at the Lompoc Valley Center is in process. Sheinvited the board of trustees to attend Hancock Hello.
3) AHC Foundation
No report was given.
4) Management Association
No report was given.
5) Part-Time Faculty Association
No report was given.
6) Faculty Association
No report was given.
7) Academic Senate
No report was given.
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Allan Hancock Joint Community College District Board of Trustees July 11, 2017
13. Action Items
11.T. Appointments of Tenure-Track Faculty Members
Dr. Walthers addressed the process for hiring faculty members. He noted that the faculty determine if someone meets the equivalency requirements and there are no “levels” in that process. Dr. Walthers said that the appropriate processes were followed and that Mr. Solorio was the top candidate in the selection process.
On a motion by Trustee Lahr, seconded by Trustee Hall, the Board approved the tenure-track appointments of Amiko Matsuo, Kenneth Cope, and John Ceceña as submitted. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)
On a motion by Trustee Lahr, seconded by Trustee Hall, the Board approved the tenure-track appointment of Jesus Solorio as submitted (Ayes: Hall, Lahr, Pensa; Noes: Hilker, Zacarías; Absent: None; Student Advisory Vote: Object)
13.A. Acceptance of Grants Approved
On a motion by Trustee Hilker, seconded by Trustee Lahr, the Board accepted funded proposals as submitted. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)
Trustee Zacarias left the meeting at 8:23 p.m. 13.B. Resolution 17-28, California Department of Education, California Preschool Programs
On a motion by Trustee Hall, seconded by Trustee Hilker, the Board adopted Resolution No. 17-28, California Department of Education, California Preschool Programs. (Ayes: Hall, Hilker, Lahr, Pensa; Noes: None; Absent: Zacarías; Student Advisory Vote: Concur)
Trustee Zacarías returned to the meeting at 8:25 p.m.
13.C. Resolution 17-29, California Department of Education, General Child Care and Development Programs
On a motion by Trustee Zacarías, seconded by Trustee Hall, the Board adopted Resolution No. 17-29, California Department of Education, General Child Care and Development Programs. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)
13.D. Award of Contract for the Site Concrete Replacement Project, Lompoc Valley Center, Bid No.17-01
On a motion by Trustee Lahr, seconded by Trustee Hilker, the Board awarded the contract for the Site Concrete Replacement Project, Lompoc Valley Center to Jeff Ploutz Construction, Inc. DBA J & P Construction in the amount of $145,222.00. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)
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Allan Hancock Joint Community College District Board of Trustees July 11, 2017
13.E. Public Hearing on the California Federation of Teachers/Part-time Faculty Association of Allan Hancock College, Local 6185 with the Allan Hancock Joint Community College District Contract Reopener on Article 18, Organizational Security, for Fiscal Years 2017-2018 through 2019-2020.
Trustee Pensa opened the meeting for public comments.
No comments were made.
Trustee Pensa closed the meeting for public comments.
13.F. Public Hearing on the Faculty Association of Allan Hancock Joint Community College Initial Proposal with the Allan Hancock Joint Community College District on the Entire Agreement for 2018-2021
Trustee Pensa opened the meeting for public comments.
No comments were made.
Trustee Pensa closed the meeting for public comments.
13.G. Public Hearing on the Allan Hancock Joint Community College District’s Initial
Proposal with the Faculty Association of Allan Hancock Joint Community College on the Entire Agreement for 2018-2021
Trustee Pensa opened the meeting for public comments.
No comments were made.
Trustee Pensa closed the meeting for public comments.
13.H. Authorization of Dental Insurance Premium Rate Increase
On a motion by Trustee Hall, seconded by Trustee Zacarías, the Board authorized a 5.45 percent dental insurance premium rate increase, effective October 1, 2017. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)
13.I. Memorandum of Understanding Between the Allan Hancock Joint Community College District “District” and the Faculty Association of Allan Hancock College
“FA” on Faculty Evaluations for Distance Education
This item was removed from the agenda.
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Allan Hancock Joint Community College District Board of Trustees July 11, 2017
13.J. Campus Safety Organization Options
Favel Jens, CSEA labor representative, noted the shortfalls in the police department did not happen overnight. CSEA would like to work together to find solutions.
On a motion by Trustee Zacarías, seconded by Trustee Hilker, the Board authorized staff to enter into the collective bargaining process with CSEA to develop an agreement to address safety issues, inefficiencies, and concerns in the delivery of campus law enforcement services. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)
14. Information Items14.A. 2017-18 State Budget Update
Associate Superintendent Black gave a brief summary of the 2017-18 state budget.
14.B. Grant Proposals Submitted
Executive Director Houghton briefly reviewed the grant proposals.
14.C. Technology Master Plan
Carol Moore provided an update on the Technology Master Plan Mid-Term Report.
14.D. Employee Resignations and Retirements
Dr. Walthers acknowledged the service of employees listed.
14.E. Monthly Report, Associate Superintendent/Vice President, Academic Affairs
Dr. Walthers noted Dr. Railey was with his son who is on military leave.
14.F. Monthly Report, Associate Superintendent/Vice President, Student Services
Associate Superintendent Ornelas attended a Title IX training that focused on violence against women and state law. She said all administrators receive mandatory training and faculty and staff are encouraged to attend.
14.G. Monthly Report, Vice President, Institutional Effectiveness
Dr. Murphy reported a decrease in summer enrollment. He noted an increase in the Lompoc Valley Center and Lompoc prison and compared the number of dropped students.
14.H. Monthly Report, Executive Director, College Advancement
Executive Director Houghton shared and update on upcoming 40th Anniversary Gala, and the advertisement efforts to increase enrollment.
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Allan Hancock Joint Community College District Board of Trustees July 11, 2017
14.I. Monthly Report, Associate Superintendent/Vice President, Finance and Administration
Associate Superintendent Black reported auditors worked with Admissions and Records staff and were impressed with the completeness of their records.
14.J. A Monthly Report on the Year-to-Date Financial Data for Various Funds
Associate Superintendent Black said he the closed budget to come in very close to the projected budget.
14.K. Monthly Report, Vice President, Operations
Vice President Hernandez thanked Student Body Government members who participated in the Lompoc Flower Festival Parade. He said the college should receive funding from the state for Fine Arts Complex construction project.
14.L. A Status Report on Bond Measure I Projects
Dr. Walthers invited the board and audience to review the report.
16. New Business
Trusteed Pensa requested the Clery report to be audited for compliance. Trustee Hall asked staffto look into food vendors for the Lompoc Valley Center and having a special recognition forLompoc graduates at the Lompoc Valley Center.
17. Calendar
Dr. Walthers noted the August board meeting is scheduled to take place on Monday, August 14.
18. AdjournmentTrustee Pensa adjourned the meeting at 8:53 p.m.
Kevin G. Walthers, Ph.D. Secretary to the Board of Trustees
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Allan Hancock Joint Community College District Board of Trustees July 25, 2017
ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT
BOARD OF TRUSTEES
Minutes
Board Retreat Meeting
Tuesday, July 25, 2017
Santa Ynez Valley Union High School
Library
2975 East Highway 246
Santa Ynez, California 93460
1. Call to Order
Trustee Pensa called the meeting to order at 1:12 p.m. with the following trustees present:
Hall, Hilker, Lahr, Pensa, Zacarías
Trustees absent: None
2. Public Comment
Monique Segura relayed a story of a former foster student and the challenges encountered in a
jazz dance class. She shared her concerns with the recent hiring of an instructor who does not
have a college degree.
3. Trustee Pensa adjourned the meeting at 1:17 p.m. to tour the Hancock College Center at Santa
Ynez Valley High School.
4. Call to Order
Trustee Pensa called the meeting to order at 1:41 p.m. with the following trustees present:
Hall, Hilker, Lahr, Pensa, Zacarías
Trustees absent: None
5. Information
5.A. Minimum Qualifications and Equivalency
Marla Allegre, Academic Senate president, reviewed the minimum qualifications in
Education Code. She said the discipline list in the code is prepared and reviewed
primarily by the Academic Senate for California Community Colleges. She reviewed
the path the disciplines take when reviewed or adopted and the minimum
qualifications in the Education Code. She noted that the board of trustees relies
primarily upon the advice and judgment of the Academic Senate when determining if
someone meets equivalency requirements. She explained what “relies primarily” on
the advice and judgement of the Senate means and under what circumstances the
board may disagree with their decision. She went on to explain that someone who
Gregory A. Pensa, President
Hilda Zacarías, Vice President
Jeffery C. Hall Dan Hilker Larry Lahr
Yesenia Beas, Student Trustee
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Allan Hancock Joint Community College District Board of Trustees July 25, 2017
5.B.
5.C.
5.D.
5.E.
meets the minimum qualifications does not guarantee they will be hired. Hiring a
faculty member is the task of a hiring committee who recommends a few candidates
to the president. The president, along with other faculty and senior staff members,
then interviews the candidates, and makes a final selection.
Multi-Year Budget – Retirement Obligation
Associate Superintendent Black reviewed the budget assumptions for the next three
years. He explained how the base funding for 2016-17 was calculated at 10,000 full-
time equivalents. He reviewed the enrollment outlook and how it will affect the
budget. He pointed out 2016-17 money from mandated funds and mandated reserves
have not been used. He went over the PERS and STRS obligation for the next three
years.
Funding for Fine Arts Building
Dr. Walthers said the college’s bond capacity is based on the assessed value of the
homes in the service area. He reviewed two general obligation refunding scenarios to
fund the Fine Arts Complex. He went over the funds in place and the amount needed
to completely fund the project. The college may need to issue Certificates of
Participation to fund the project. He reviewed the options available and there was a
discussion on funding possibilities.
Annual Report of District Accomplishments for 2016-2017
Dr. Walthers shared the district’s goals and accomplishments with the board of
trustees. He noted the college hopes to acquire fiscal independence from the County
Office of Education in a couple of years. Dr. Walthers gave an update on the
progress made to offer 4-year degrees. He also noted the college is one of 19 fully
accredited colleges from 40 that went through the accreditation review. Trustee Lahr
noted that the accomplishments are above and beyond the daily responsibilities.
Trustee Hall commended Dr. Walthers for establishing goals and reporting back on
the progress.
Board Self-Evaluation
Dr. Walthers shared a summary that compares the community survey from 2015-16
and 2016-17.
6. Consent
On a motion by Trustee Hall, seconded by Trustee Lahr, the Board voted to approve the consent
agenda on a roll-call as follows:
Ayes: Hall, Hilker, Lahr, Pensa, Zacarías
Noes: None
Abstentions: None
7. Action
7.A. Open Hour for Board of Trustees
On a motion by Trustee Zacarías, seconded by Trustee Hall, the Board voted to hold an
19
Allan Hancock Joint Community College District Board of Trustees July 25, 2017
open hour with a member of the board of trustees on a monthly basis. (Ayes: Hall,
Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None)
7.B. Salary Schedule Revisions for On-Call/Short-Term/Professional Expert Employees
On a motion by Trustee Zacarías, seconded by Trustee Hilker, the Board approved the
revised On-Call/Short-Term/Professional Expert Employees salary schedule revisions
as presented, retroactive to July 1, 2017. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías;
Noes: None; Absent: None)
7.C. District Goals and Priorities for 2016-17 and 2017-18
On a motion by Trustee Hall, seconded by Trustee Zacarías, the Board set new
priorities for the district that are consistent with 2014-2020 Strategic Plan. (Ayes: Hall,
Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None)
8. Public Comment to Closed Session
No public comment was made.
9. Adjourn to Closed Session
Trustee Pensa adjourned the meeting to closed session at 4:25 p.m.
10. Adjournment
Trustee Pensa adjourned the meeting at 5:00 p.m.
Kevin G. Walthers, Ph.D.
Secretary to the Board of Trustees
20
Administrator Initiating Item:
Michael R. Black Final Disposition:
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Register of Warrants Item
Number: 11.A.
Strategic
Goal:
Goal IR2: To develop district financial resources adequate to support
quality programs and services.
Enclosures: Page 1 of 2
Full Warrant Register online
BACKGROUND:
The following summary is submitted for board of trustees approval. The full warrant register will be posted on
the district’s website in the electronic board agenda for review prior to the board meeting.
GENERAL FUND 9410
INVOICE WARRANTS $ 2,971,979.35
PAYROLL 6/1/17 – 6/30/17 3,490,470.99
TOTAL GENERAL FUND $ 6,462,450.34
CHILD DEVELOPMENT FUND 9433
INVOICE WARRANTS 2,207.42
PAYROLL 6/1/17 – 6/30/17 63,445.36
TOTAL CHILD DEVELOPMENT FUND 65,652.78
GO BOND CLEARING FUND 9446
INVOICE WARRANTS 0.00
TOTAL GO BOND CLEARING FUND 0.00
GO BOND BUILDING FUND 9447
INVOICE WARRANTS 172,669.63
TOTAL GO BOND BUILDING FUND 172,669.63
CAPITAL OUTLAY PROJECTS FUND 9441
INVOICE WARRANTS 31,542.29
TOTAL CAPITAL OUTLAY PROJECTS FUND 31,542.29
SELF INSURANCE DENTAL FUND 9461
INVOICE CHECK 63,611.00
TOTAL SELF INSURANCE DENTAL FUND 63,611.00
STUDENT CENTER FEE TRUST FUND 9473
INVOICE WARRANTS 0.00
TOTAL STUDENT CENTER FEE TRUST FUND 0.00
SELF INSURANCE HEALTH FUND 9462
INVOICE WARRANTS 9,031.09
TOTAL SELF INSURANCE HEALTH FUND 9,031.09
SELF INSURANCE PROPERTY/LIABILITY FUND 9463
INVOICE WARRANTS 20,410.28
TOTAL SELF INSURANCE PROPERTY/LIABILITY FUND 20,410.28
GRAND TOTAL ALL FUNDS $ 6,825,367.41
RECOMMENDATION:
Staff recommends that the board of trustees approve commercial warrants 1857039 through 1857849 for a subtotal
of $3,271,451.06, and payroll warrants in the amount of $3,553,916.35, for a grand total of $6,825,367.41.
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Administrator Initiating Item:
Michael R. Black Final Disposition:
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Fourth Quarter Financial Status Report Item
Number: 11.B.
Strategic
Goal:
Goal IR2: To develop district financial resources adequate to support
quality programs and services. Enclosures: Page 1 of 5
BACKGROUND
The fourth quarter financial status report is a routine report which must be submitted to the State Chancellor's Office
on a quarterly basis. It is used by that office to monitor the financial health of a district both as to cash flow and
fiscal solvency.
FISCAL IMPACT
None.
RECOMMENDATION
Staff recommends that the board of trustees accept the fourth quarter financial status report, a routine report that
monitors the financial health of the district, to be submitted to the State Chancellor's Office.
23
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27
Administrator Initiating Item:
George A. Railey Final Disposition:
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Part-time Faculty Appointments, Regular Faculty Overload Assignments
and Special Assignments/Stipends
Item
Number: 11.C.
Strategic
Goal: Goal SLS2: To support student access, achievement, and success. Enclosures: Page 1 of 20
BACKGROUND
Credit and noncredit instruction and non-instructional assignments for part-time faculty and overload and special
assignments/stipends for regular full-time faculty are recommended for the time periods designated on the attached
list, as per the California Education Code, Section 87482.5.
FISCAL IMPACT
Budgeted for the 2017-2018 fiscal year.
RECOMMENDATION
Staff recommends that the board of trustees approve the attached list of part-time faculty appointments and regular
faculty overload and special assignments/stipends.
28
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE ACCOUNTING
Carmody, Richard 20218 ACCT 100 Accounting for Entrepreneurs .200
Galloway, Michael 20866 ACCT 170 Introduction to Tax Accounting .200
Lebar, Christine 20226 ACCT 317 Bookkeeping 1 .200
Mcgill, Myra 20228 ACCT 327 Payroll Accounting .200
Shafer, Nancy 20610 ACCT 140 Managerial Accounting .200
Shafer,,Nancy 20865 ACCT 150 Intro to Accounting Information Systems .200
ADMINISTRATION OF JUSTICE
Amsbaugh, Marian 20601 AJ 120 Juvenile Law and Procedures .200
Barber, David 20773 AJ 150 Introduction to Forensics .200
Fuss, Glenn 20609 AJ 130 Intro to Corrections .200
Fuss, Glenn 21578 AJ 102 Criminal Procedures .200
Harris, Marguerite 20114 AJ 101 Intro to Criminal Justice .200
Kruse, Kurt 20656 AJ 102 Criminal Procedures .200
Kruse, Kurt 20919 AJ 101 Intro to Criminal Justice .200
Lupo, Edward 20113 AJ 101 Intro to Criminal Justice .200
Lupo, Edward 20608 AJ 105 Community Relations .200
Lupo, Edward 21031 AJ 120 Juvenile Law and Procedures .200
Martino, Maria 20117 AJ 104 Legal Aspects of Evidence .200
Vaughan. Chris 20116 AJ 103 Concepts of Criminal Law .200
Vaughan, Chris 20657 AJ 105 Community Relations .200
AGRIBUSINESS
Braun, Douglas 20177 AG 103 Sensory Evaluation of Wine .200
Brown, Christopher 20181 AG 310 Winemaking Operations I .255
Burroughs, Virginia 22026 AG 152 Introduction to Animal Science .200
Fuller, Richard 20178 AG 120 Viticulture Operations 1 .321
Guerra, Guillermo 20966 AG 156 Environmental Horticulture .200
Guerra, Miguel 21577 AG 154 Introduction to Fruit Science .200
Krier, Erin 20874 AG 150 Introduction to Agribusiness .200
Shiers, Eric 20179 AG 125 Soils and Plant Nutrition .388
Vonheckler, Michael 21062 AG 301 Pairing Wine and Food .062
Vonheckler, Michael 21063 AG 304 Dessert Wine & Food Pairing .062
Vonheckler, Michael 21064 AG 305 Pairing the Wines and Food of Provence .062
Vonheckler, Michael 21065 AG 306 Pairing the Wines and Foods of Tuscany .062
Vonheckler, Michael 22015 AG 302 Advanced Pairing Wine and Food .062
Vonheckler, Michael 22016 AG 303 Epicurean Wine and Food .062
Woodman, Christine 21574 AG 157 Ag Sales, Communication & Leadership .200
AMERICAN SIGN LANGUAGE
Caldwell, Jennie 20942 ASL 120 American Sign Language 1 .200
Chavez, Camille 20717 ASL 120 American Sign Language 1 .200
Rivera, Maria 20358 ASL 120 American Sign Language 1 .200
Rivera, Maria 22098 ASL 121 American Sign Language 2 .200
ANTHROPOLOGY
Kinsella, Michael 20854 ANTH 102 Intro to Cultural Anthropology .200
Kinsella, Michael 21722 ANTH 102 Intro to Cultural Anthropology .200
Roberts, Paul 21067 ANTH 102 Intro to Cultural Anthropology .200
Scott, Linda 21066 ANTH 101 Intro to Biological Anthropology .200
29
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE ARCHITECTURE
Sturas, Jonas 20290 ARCH 111 Arch. Graphics & Design I .368
Sturas, Jonas 20862 ARCH 131 Building Construction .200
ART
Doe, Kristopher 20661 ART 120 Drawing 1 .383
Doe, Kristopher 20961 ART 101 Art Appreciation .200
Durham, William 20414 ART 101 Art Appreciation .200
Durham, William 20416 ART 101 Art Appreciation .200
Fast, Martha 20427 ART 122 Life Drawing 1 .383
Noyes, Cecilia 20849 ART 112 Design Color Theory .383
Shaw, Susan 21606 ART 366 Working the Potter’s Wheel .243
Thayer, Jill 21752 ART 101 Art Appreciation .200
Thomas, Laura 20418 ART 101 Art Appreciation .200
Thomas, Laura 20421 ART 107 Computer Fine Art .383
Tye Talkin, Helen 20419 ART 103 Art History Ancient to Medieval .200
Tye Talkin, Helen 20748 ART 101 Art Appreciation .200
Vosburg, Candace 20434 ART 160 Ceramics 1 .368
Weiss, Cheryl 22059 ART 380 Art Lab 1 (Ceramics) .588
ATHLETIC TRAINING
Helvey, Rochelle 20136 ATH 104 Care/Prevention-Athletic Injuries .259
AUTO BODY
Hill, Robert 21632 AB 351 Auto Body Metal .368
Watanabe, John 20978 AB 356 Automotive Painting Techniques .368
AUTOMOTIVE TECHNOLOGY
Ayala, Michael 21634 AT 100 Automotive Fundamentals .376
Horstmann, Jay 20706 AT 100 Automotive Fundamentals .376
Leonard, Richard 21637 AT 343 Engine Performance/Diagnosis .553
Mathiesen, Per 20379 AT 100 Automotive Fundamentals .376
Rosenthal, Mark 20330 AT 100 Automotive Fundamentals .376
BIOLOGY
Devine, Domenica 20187 BIOL 100 Introductory Biology .388
Devine, Domenica 22123 BIOL 100 Introductory Biology .188
Doyle, Timothy 20204 BIOL 100 Introductory Biology .388
Doyle, Timothy 22156 BIOL 100 Introductory Biology .188
Grant, Christopher 22124 BIOL 125 Human Physiology .188
Hadley, Wendy 20704 BIOL 100 Introductory Biology .388
Knowles, Juliet 20892 BIOL 120 Humans & the Environment .200
Knowles, Juliet 20893 BIOL 120 Humans & the Environment .200
Morris, Jennifer 20189 BIOL 100 Introductory Biology .388
Morris, Jennifer 22126 BIOL 100 Introductory Biology .188
Mullen, Marcy 20215 BIOL 124 Human Anatomy .388
Mullen, Marcy 22127 BIOL 124 Human Anatomy .188
Pierce, Kerry 20207 BIOL 100 Introductory Biology .388
Shiers, Eric 21309 BIOL 120 Humans & the Environment .200
Valencia, Lisa 20607 BIOL 128 Microbiology .513
30
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE BUSINESS
Gallina, Henry 21670 BUS 356 Managing Organizations .033
Gallina, Henry 21671 BUS 358 Managing Individuals .033
Gallina, Henry 21673 BUS 361 Your Leadership Style .033
Murray, Earl 20583 BUS 160 Business Communications .200
Murray, Earl 20994 BUS 104 Business Organization & Mgmt. .200
Nowicki, Alicia 21706 BUS 357 Management: Listening .033
Sherrod, Jerry 21704 BUS 396 Performance Measurement .033
Wagner, Stephen 21702 BUS 369 Employment Law .033
Wagner, Stephen 21703 BUS 374 Business Incorporation .033
BUSINESS INFORMATION SYSTEMS
Reinwald, Eileen 20635 CBIS 371 Intro to Excel .067
Robertus, Paul 20246 CBIS 101 Computer Concepts & Apps .200
Robertus, Paul 20247 CBIS 101 Computer Concepts & Apps .200
BUSINESS OFFICE TECHNOLOGY
Kozel, Mark 20630 CBOT 100 Keyboarding .067
Reinwald, Eileen 20667 CBOT 312 Keyboarding Speed & Development .067
Reinwald, Eileen 21036 CBOT 312 Keyboarding Speed & Development .067
Wagner, Karin 20778 CBOT 305 Legal Office Procedures .200
CHEMISTRY
Ahler, Michael 20259 CHEM 120 Introductory Chemistry .388
Oakes, Raymond 20258 CHEM 120 Introductory Chemistry .388
Phillips, Tracy 20647 CHEM 120 Introductory Chemistry .388
Phillips, Tracy 22130 CHEM 120 Introductory Chemistry .188
Schroeder, Feride 20263 CHEM 120 Introductory Chemistry .388
COMPUTER SCIENCE
Reinwald, Carl 20924 CS 131 Computer Organization .200
COUNSELING
Clardy, Daniel Assigned Counseling Adult Ed Block Grant .487
Davis, Henry Assigned Counseling 3SP .243
Eulloqui, Angelica Assigned Counseling Student Equity .649
Garcia, Beverly Assigned Counseling CTEA/EOPS .595
Machado, Michelle Assigned Counseling 3SP .595
McKinley, Lisa Assigned Counseling 3SP .486
Paz, Cynthia Assigned Counseling 3SP .512
Teniente, Cecelia Assigned Counseling CARE .087
Teniente, Cecelia Assigned Counseling EOPS .264
West, Veronica Assigned Counseling Student Equity .525
Wright-Morgan, Christina Assigned Counseling 3SP .499
CULINARY ARTS
Cardiel, Kathleen 20640 CA 124 Sanitation, Safety & Equipment .200
Liddi, Scott 20856 CA 123 Principles of Foods 2 .243
Liddi, Scott 21688 CA 118 Beverage Management .067
Lovell, Ronald 21753 CA 119 Intro to Hospitality Industry .133
31
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE Lovell, Ronald 21755 CA 125 Supervision & Training .200
Lovell, Ronald Assigned CA Culinary Arts Coordinator .400
Peters, Dawn 20119 CA 120 Principles of Foods 1 .376
Peters, Dawn 20122 CA 324 Cake Decorating & Decorative Work .121
DANCE
Claverie, Kellie 20616 DANC 133 Hip Hop Dance .188
Claverie, Kellie 20851 DANC 156 Techniques for Stretch .176
Heredia, Horacio 20588 DANC 110 Beginning Modern Dance .188
Heredia, Horacio 20598 DANC 140 Beginning Folklorico .188
Heredia, Horacio 22062 DANC 111 Intermediate Modern Dance .095
Johnson, Michael 22060 DANC 182 Technical Production Lab .588
Kim, Young 21612 DANC 133 Hip Hop Dance .188
Kline, Valerie 20587 DANC 101 Dance Appreciation .200
Kriewall, Jaclyn-Sue 20589 DANC 120 Beginning Ballet .188
Kriewall, Jaclyn-Sue 22061 DANC 121 Intermediate Ballet .094
Mann, Shandy 21069 DANC 120 Beginning Ballet .188
Reyes, Benjamin 21613 DANC 137 Funk Dance .188
Segura, Monique 20970 DANC 152 Beginning Tap .188
Valenzuela, Cynthia 22061 DANC 121 Intermediate Ballet .095
DENTAL ASSISTING
Detter, Diane 22047 DA 318 Basic Dental Assisting Skills .285
Detter, Diane 22055 DA 318 Basic Dental Assisting Skills .279
*Gisclon, Amy 20957 DA 319 DA Administrative Skills .200
*Gisclon, Amy 21487 DA 317 Dental Assisting Theory .467
*Gisclon, Amy Assigned DA Dental Coordinator .400
Gomez, Michael 20285 DA 314 Introduction to Bio-Dental Science .200
Gomez, Michael 22047 DA 318 Basic Dental Assisting Skills .011
Kucska, Simone 22047 DA 318 Basic Dental Assisting Skills .279
Kucska, Simone 22055 DA 318 Basic Dental Assisting Skills .279
Titus, Maureen 22047 DA 318 Basic Dental Assisting Skills .279
Titus, Maureen 22055 DA 318 Basic Dental Assisting Skills .279
Traylor, Shelby 22047 DA 318 Basic Dental Assisting Skills .297
Traylor, Shelby 22055 DA 318 Basic Dental Assisting Skills .279
*Hired under California Education Code, Section 87482
DRAMA
Blanchard Foster, Danielle 21484 DRMA 103 Introduction to Theatre .200
Martin,Wendy 20444 DRMA 110 History of World Theatre 1 .200
EARLY CHILDHOOD STUDIES
Graham, Michelle 20124 ECS 100 Child Growth and Development .200
Graham, Michelle 20127 ECS 100 Child Growth and Development .200
Graham, Michelle 20711 ECS 100 Child Growth and Development .200
Malinowski, Marya 20126 ECS 100 Child Growth and Development .200
Malinowski, Marya 21023 ECS 112 Intro Young Child with Special Needs .200
Murray, Lisa 20128 ECS 101 Child, Family and Community .200
Shaw, Michael 20163 ECS 122 Positive Child Guidance .200
Shaw. Michael 20585 ECS 132 Child – Identity & Learning .309
32
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE Viker, Sharol 20133 ECS 105 Observation and Assessment .200
Viker, Sharol 21663 ECS 104 Principles and Practices .200
ECONOMICS
Avery, Helena 21343 ECON 101 Principles of Macro-Economics .200
Avery, Helena 22056 ECON 101 Principles of Macro-Economics .200
Baum, Richard 21655 ECON 102 Principles of Micro-Economics .200
Murphy, Paul 20900 ECON 101 Principles of Macro-Economics .200
Zacharia, Dan 20959 ECON 101 Principles of Macro-Economics .200
ELECTRONICS
Keinert, Kevin 21638 EL 106 Networking Essentials 1 .309
Keinert, Kevin Assigned EL Electronics Coordinating .100
Peterschick, Mark 20982 EL 320 A+ Certification .251
Ruiz, Joshua 21639 EL 105 PC Care and Upgrade .310
Schug, Gregory 20514 EL 118 Fundamentals of Circuit Analysis .200
Schug, Gregory 20516 EL 119 Fund of DC and AC Circuits Lab .353
Wilson, Jeff 20864 EL 104 Intro to Robotics & Mechatronics .309
EMERGENCY MEDICAL SERVICES
McDonough, Michael 20992 EMS 319 Emergency Response to Terrorism .200
Roehl, Susan 21730 EMS 301 EMS Academy – 1A (EMT) .620
Schuetz-Jones, Deborah 20673 EMS 306 CPR for Healthcare Providers .033
Schuetz-Jones, Deborah 20674 EMS 306 CPR for Healthcare Providers .033
Wilmerding, David 22063 EMS 401 EMT 1 (Basic) Refresher .117
ENGINEERING
Gerrity, John 20873 ENGR 162 Materials Science Lab .188
Gerrity, John 21033 ENGR 162 Materials Science Lab .188
ENGINEERING TECHNOLOGY
Breschini, Timothy 20517 ET 140 Engineering Drawing .368
Breschini, Timothy 20801 ET 117 Print Reading & Interpretation .200
Nguyen, Lee 20387 ET 100 Computer-Aided Drafting .309
ENGLISH
Aro, Diane 20572 ENGL 514 Writing Skills 4 .406
Aro, Diane 20883 ENGL 103 Critical Thinking & Composition .216
Ayres, Amanda 21040 ENGL 101 Freshman Comp: Exposition .288
Ayres, Amanda 21041 ENGL 101 Freshman Comp: Exposition .288
Bartley, Kymba 20790 ENGL 103 Critical Thinking & Composition .216
Belknap, Jacquelyn 22009 ENGL 306 Writing Laboratory .190
Byrne, Jean 22009 ENGL 306 Writing Laboratory .143
Carroll, Christopher 20385 ENGL 103 Critical Thinking & Composition .216
Carroll, Christopher 20390 ENGL 103 Critical Thinking & Composition .216
Dailey, Allen 20546 ENGL 101 Freshman Comp: Exposition .288
Davis, Jessica 22009 ENGL 306 Writing Laboratory .143
Farrell, Tim 21585 ENGL 101 Freshman Comp: Exposition .288
Farrell, Tim 21725 ENGL 101 Freshman Comp: Exposition .288
Greenelsh, Shawn 22009 ENGL 306 Writing Laboratory .452
33
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE Guido Brunet, Melanie 22009 ENGL 306 Writing Laboratory .499
Halderman, Anthony 20833 ENGL 103 Critical Thinking & Composition .216
Halderman, Anthony 20847 ENGL 514 Writing Skills 4 .288
Hamilton, Dawn 20561 ENGL 511 Writing Skills 1 .406
Harmon, Colleen 22009 ENGL 306 Writing Laboratory .143
Harris, Laura 20848 ENGL 514 Writing Skills 4 .288
Harris, Laura 21586 ENGL 101 Freshman Comp: Exposition .288
Hidinger, Matthew 20948 ENGL 101 Freshman Comp: Exposition .288
Hidinger, Matthew 21590 ENGL 101 Freshman Comp: Exposition .288
Huk, Peter 20383 ENGL 101 Freshman Comp: Exposition .288
Huk, Peter 21708 ENGL 101 Freshman Comp: Exposition .288
Kazarian, Albert 22009 ENGL 306 Writing Laboratory .143
Loomis, Sherry 20824 ENGL 514 Writing Skills 4 .288
Loomis, Sherry 22009 ENGL 306 Writing Laboratory .071
McMahon, Michael 22009 ENGL 306 Writing Laboratory .540
Mclaughlin, Michael 21723 ENGL 101 Freshman Comp: Exposition .288
Mclaughlin, Michael 21724 ENGL 101 Freshman Comp: Exposition .288
Miller, Mark 20391 ENGL 103 Critical Thinking & Composition .216
Miller, Mark 20645 ENGL 101 Freshman Comp: Exposition .288
Miller, Mark 22009 ENGL 306 Writing Laboratory .048
Moretti, Alicia 22009 ENGL 306 Writing Laboratory .143
Mosson, Leslie 22009 ENGL 306 Writing Laboratory .238
Romo, Alina 22009 ENGL 306 Writing Laboratory .207
Scovil, Tracy 20369 ENGL 101 Freshman Comp: Exposition .288
Shattuck, Patrick 21588 ENGL 101 Freshman Comp: Exposition .288
Shields, Nathan 20566 ENGL 513 Writing Skills 3 .288
Slama, Jane 20381 ENGL 101 Freshman Comp: Exposition .288
Slama, Jane 22009 ENGL 306 Writing Laboratory .333
Sukrad, Wilma 22009 ENGL 306 Writing Laboratory .333
Sullivan, Darren 21013 ENGL 595 Accelerated Reading and Writing Skills .406
Sullivan, Darren 21037 ENGL 103 Critical Thinking & Composition .216
Weyandt, Mary 20691 ENGL 101 Freshman Comp: Exposition .288
ENGLISH AS A SECOND LANGUAGE
Ward, Amy 21581 ESL 572 Public Speaking Skills .200
FAMILY AND CONSUMER SCIENCE
Behnke, Ginger 20885 FCS 137 Fashion Industry & Marketing .200
Behnke, Ginger 20886 FCS 139 Textiles .200
Behnke, Ginger Assigned FCS FCS Coordinating .200
Connolly, Linda 20170 FCS 131 Life Management .200
Curtis, Kathleen 20639 FCS 131 Life Management .200
Gil, Bessy 20539 FCS 109 Basic Nutrition for Health .200
Gil, Bessy 20816 FCS 109 Basic Nutrition for Health .200
Hendey Mckee, Kealoha 21666 FCS 170 Interior Design .259
Parker, Elizabeth 20537 FCS 109 Basic Nutrition for Health .200
Parker, Elizabeth 20538 FCS 109 Basic Nutrition for Health .200
Selby, Megan 21665 FCS 140 Apparel Construction .243
FILM
Hiramatsu, Glenn 20575 FILM 126 Intro to Motion Graphics .381
34
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE Moret, Jeanine 20445 FILM 101 Film Art & Communication .261
Simonsen, Michele 20759 FILM 101 Film Art & Communication .261
Simonsen, Michele 20841 FILM 101 Film Art & Communication .261
Smith, Robin 20502 FILM 125 Computer Video Editing .261
FIRE TECHNOLOGY
Champion, Leonard 22131 FT 307 Firefighter 1 Academy 1A .032
Dickson, Douglas 22131 FT 307 Firefighter 1 Academy 1A .017
Harwick, Phillip 22131 FT 307 Firefighter 1 Academy 1A .033
Janatsch, Bruce 22131 FT 307 Firefighter 1 Academy 1A .165
Markley, John 22131 FT 307 Firefighter 1 Academy 1A .017
Martinez, Christopher 22131 FT 307 Firefighter 1 Academy 1A .059
McLeod, Derek 22131 FT 307 Firefighter 1 Academy 1A .059
Mcmann, Scott 22131 FT 307 Firefighter 1 Academy 1A .061
Senior, Cristin 21646 FT 107 Apparatus and Equipment .200
Senior, Cristin 21647 FT 341 Fire Hydraulics .200
Vernon, Sherman 22112 FT 310 Fire Service Physical Fitness .264
FOOD SCIENCE AND NUTRITION
Benedict, Patricia 20712 FSN 110 Nutrition Science .200
Benedict, Patricia 22121 FSN 134 Food/Nutrition/Customs/Culture .201
Farrington, Susan 20174 FSN 109 Basic Nutrition for Health .200
Farrington, Susan 20185 FSN 110 Nutrition Science .200
Gariepy, Chantal 21652 FSN 109 Basic Nutrition for Health .200
Gariepy, Chantal 21701 FSN 110 Nutrition Science .200
Kohlen, Corinne 20859 FSN 110 Nutrition Science .200
Liddi, Scott 22121 FSN 134 Food/Nutrition/Customs/Culture .176
FRENCH
Lewis, Corin 20984 FRCH 101 Elementary French .333
GEOGRAPHY
Chaudhari, Rajni 20695 GEOG 102 Human Geography .200
Chaudhari, Rajni 22014 GEOG 101 Physical Geography .200
GEOLOGY
Schroeder, Feride 20273 GEOL 141 Environmental Geology .200
GLOBAL STUDIES
Ashbaugh, John 20768 GBST 101 Introduction to Global Studies .200
GRAPHICS
Hiramatsu, Glenn 22057 GRPH 360 Applied Design Graphics Lab 1 .132
Schuldt, Mandy 20453 GRPH 110 Introduction to Graphic Design .261
Tippitt, Brian 20454 GRPH 112 Digital Imagery .261
Tippitt, Brian 20488 GRPH 111 Digital Imagery Lab .188
HEALTH EDUCATION
Clark, Jada 20151 HED 100 Health and Wellness .200
Griego, Clarence 20145 HED 100 Health and Wellness .200
35
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE Griego, Clarence 20149 HED 100 Health and Wellness .200
Griego, Clarence 20154 HED 100 Health and Wellness .200
Hazard-Mcloughlin, Kelly 20147 HED 100 Health and Wellness .200
Hazard-Mcloughlin, Kelly 20749 HED 100 Health and Wellness .200
King, Roy 20146 HED 100 Health and Wellness .200
Maltagliati, Frank 20642 HED 100 Health and Wellness .200
Motenko, Joshua 20547 HED 100 Health and Wellness .200
Nickason, Scott 20153 HED 100 Health and Wellness .200
Weare, Myrna 20152 HED 100 Health and Wellness .200
HEALTH SERVICES
Feld, Christine Assigned Health Health Services .203
Redding-Stewart, Deborah Assigned Health Health Services .649
Rice, Joan Assigned Health Health Services .030
Santa Cruz, Dalila Assigned Health Health Services .405
Stagnolia, Beth Assigned Health Health Services .608
Vonfrausing-Borch, Ole Assigned Health Health Services .027
Zachrich, Richard Assigned Health Health Services .051
HISTORY
Ashbaugh, John 20034 HIST 118 US History .200
Ashbaugh, John 20769 HIST 107 US History to 1877 .200
Christoferson, Jalaine 20024 HIST 105 Western Civilization Since 1650 .200
Christoferson, Jalaine 20030 HIST 108 US History 1877 to Present .200
Fischer, Klaus 20032 HIST 108 US History 1877 to Present .200
Gerich, Robert 20987 HIST 118 US History .200
Jenkins, Basil 20022 HIST 104 Western Civilization to 1650 .200
Jenkins, Basil 20662 HIST 105 Western Civilization Since 1650 .200
Mccomb, James 21068 HIST 118 US History .200
Mccomb, James 22081 HIST 107 US History to 1877 .200
Moreno, Michelle 20031 HIST 108 US History 1877 to Present .200
Moreno. Michelle 20035 HIST 118 US History .200
Nerelli, Cary 20026 HIST 107 US History to 1877 .200
Severn, Josh 20840 HIST 119 History of California .200
Severn, Josh 21361 HIST 118 US History .200
Simpson, Roger 20039 HIST 118 US History .200
Simpson, Roger 20664 HIST 118 US History .200
Wilson, Jonathan 20036 HIST 118 US History .200
Wilson, Jonathan 20037 HIST 118 US History .200
Wilson, Jonathan 20038 HIST 118 US History .200
HUMAN SERVICES
Connolly, Linda 20194 HUSV 106 Family Systems, Addiction & Trauma .200
Connolly, Linda 20713 HUSV 112 Gentle Communication Skills for Change .200
Elam, Sharon 20191 HUSV 103 Basic Counseling Skills .200
Elam, Sharon 20202 HUSV 128 Positive Psychology .200
Hayes, Grace 20211 HUSV 132 Drugs, the Brain and the Body .200
McGarigle, Rebecca 20190 HUSV 101 Becoming a Helping Professional .200
Rodriguez, Roberto 21660 HUSV 111 Addiction Treatment & Recovery .200
Rodriguez, Roberto 21661 HUSV 142 Co-occurring Disorders: Engagement .200
Segura, Raymond 20192 HUSV 104 Group Dynamics .200
36
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE Traga, Larissa 20196 HUSV 108 Crisis Intervention Strategies .200
ITALIAN
Matarrese, Teresiana 21567 ITAL 101 Elementary Italian .333
LAW ENFORCEMENT
Day, Alan 20828 LE 320 Basic Law Enforcement Academy .059
Dillard, Bryan 20828 LE 320 Basic Law Enforcement Academy .033
Gerber, Sonny 20828 LE 320 Basic Law Enforcement Academy .037
Gotschall, Christopher 20828 LE 320 Basic Law Enforcement Academy .088
Hieatt, Jay 20828 LE 320 Basic Law Enforcement Academy .017
Hollis, Michael 20828 LE 320 Basic Law Enforcement Academy .028
Klapakis, Jeffery 20828 LE 320 Basic Law Enforcement Academy .088
Kuhl, Perry 20828 LE 320 Basic Law Enforcement Academy .017
Linver, Solomon 20828 LE 320 Basic Law Enforcement Academy .025
Lopez, Joe 20828 LE 320 Basic Law Enforcement Academy .059
Lovato, Chris 20828 LE 320 Basic Law Enforcement Academy .066
Martinez, Alison 20828 LE 320 Basic Law Enforcement Academy .125
McBeth, Jerald 20828 LE 320 Basic Law Enforcement Academy .100
Miller, Steven 20828 LE 320 Basic Law Enforcement Academy .088
Perkins, Michael 20828 LE 320 Basic Law Enforcement Academy .067
Purcell, Mark 20828 LE 320 Basic Law Enforcement Academy .059
Reid, Robert 20828 LE 320 Basic Law Enforcement Academy .076
Rylant, Chuck 20828 LE 320 Basic Law Enforcement Academy .175
Vega, Woodrow 20828 LE 320 Basic Law Enforcement Academy .126
Whitham, David Assigned LE POST Coordinator .500
LIBRARY
Beck, Colleen Assigned Librarian Student Equity/Coord .027
Beck, Colleen Assigned Librarian SM .243
Meddings, Nancy Assigned Librarian Student Equity/Coord .133
Mosson, Leslie Assigned Librarian Student Equity/Coord .014
Pendleton, Kim Assigned Librarian LVC .108
Reid, Daniel Assigned Librarian LVC .108
Wyngard, Michele Assigned Librarian Student Equity/Coord .041
Wyngard, Michele Assigned Librarian SM .088
Yurasek, James Assigned Librarian Student Equity/Coord .027
Yurasek, James Assigned Librarian SM .142
Yurasek, James Assigned Librarian LVC .216
MACHINING & MANUFACTURING TECHNOLOGY
Tapper, David 20911 MT 109 Survey of Machining and Mfg. .486
Vega, Rafael 20804 MT 300 Shop Math and Measurement .200
MATHEMATICS
Abela, Alexander 20515 MATH 181 Calculus 1 .333
Adams, David 20720 MATH 131 College Algebra .267
Adams, David 21731 MATH 309 Algebra and Math Literacy .333
Barker, Laurie 21684 MATH 531 Pre-Algebra .200
Barker, Laurie 21685 MATH 531 Pre-Algebra .200
Crain, Richard 20327 MATH 311 Algebra 1 .267
37
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE Felix, Christopher 20315 MATH 141 Precalculus .400
Frainer, Marcia 20786 MATH 521 Foundations of Mathematics .400
Gildea, John 20344 MATH 331 Algebra 2 .333
Gildea, John 20882 MATH 311 Algebra 1 .267
Lee, Laurene 21051 MATH 311 Algebra 1 .267
Lee, Laurene 21052 MATH 311 Algebra 1 .267
Lombard, Amanda 20345 MATH 331 Algebra 2 .333
Lombard, Amanda 20351 MATH 531 Pre-Algebra .200
Macias, Eva 20932 MATH 123 Elementary Statistics .333
McDonald, Karl 21686 MATH 141 Precalculus .400
Meidell, Ronald 20328 MATH 311 Algebra 1 .267
Meidell, Ronald 20347 MATH 331 Algebra 2 .333
Mendoza, Kenya 20349 MATH 531 Pre-Algebra .200
Mesri, Parivash 20340 MATH 331 Algebra 2 .333
Mesri, Parivash 20343 MATH 331 Algebra 2 .333
Mickle, Gary 20325 MATH 311 Algebra 1 .267
Mickle, Gary 20652 MATH 331 Algebra 2 .333
Ohap, Richard 20881 MATH 123 Elementary Statistics .333
Ohap, Richard 20918 MATH 331 Algebra 2 .333
Pande, Anurag 20348 MATH 331 Algebra 2 .333
Porter, Matthew 20342 MATH 331 Algebra 2 .333
Porter, Matthew 21022 MATH 309 Algebra and Math Literacy .333
Rose, Kimberly 20309 MATH 123 Elementary Statistics .333
Shimabuku, Ashley 20346 MATH 331 Algebra 2 .333
Shimabuku, Ashley 21693 MATH 331 Algebra 2 .333
Silva, Douglas 20650 MATH 123 Elementary Statistics .333
Underwood, Scott 20934 MATH 333 Algebra 2: Part1 .259
Wang, Yi-Hui 20310 MATH 123 Elementary Statistics .333
Woods, Anne 20323 MATH 311 Algebra 1 .267
Woods, Anne 20766 MATH 123 Elementary Statistics .333
Yundt, David 20311 MATH 131 College Algebra .267
MEDICAL ASSISTING
Adkins, Robyn 20755 MA 352 MA Administrative Procedures .376
Austin, George 20526 MA 352 MA Administrative Procedures .376
Grant, Christopher 20754 MA 305 Body Systems and Disease .333
Osuna, Gerri 21998 MA 351 MA Clinical Procedures 1 .176
MULTIMEDIA ARTS AND COMMUNICATIONS
Neumann, Thomas 20457 MMAC 112 Web Page Design .309
MUSIC
Becker, David 20666 MUS 100 Music Appreciation .200
Coelho, Jerry 20473 MUS 125 Beginning Guitar .180
Foreman, Karen 20468 MUS 120 Beginning Piano .121
Foreman, Karen 21616 MUS 110 Music Fundamentals .133
Foreman, Karen 21617 MUS 120 Beginning Piano .121
Foreman, Karen 21621 MUS 120 Beginning Piano .121
Foreman, Karen 21625 MUS 120 Beginning Piano .121
Osborne, Charles 20505 MUS 146 Jazz Ensemble .176
Sargen, Kimberly 20471 MUS 133 Class Vocal Techniques .243
38
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE Stoll, Greg 20477 MUS 140 Symphonic Band .176
NURSING
Bianchi, Joelle 22000 NURS 108 RN Practicum 2 .644
Bissin, Carmen 22002 NURS 300 CNA/Acute Care Aide .176
Brown, Douglas 22002 NURS 300 CNA/Acute Care Aide .265
Colon, Benjamin 22000 NURS 108 RN Practicum 2 .412
Conner, Bethany 21999 NURS 370 Intravenous Therapy .055
Conner, Bethany 22004 NURS 338 Clinical Lab 3 .293
Deleija, Luz 22004 NURS 338 Clinical Lab 3 .383
Eckles, Deborah 22004 NURS 338 Clinical Lab 3 .353
Hall, Deanette 22002 NURS 300 CNA/Acute Care Aid .206
Jay, Beaulah 22004 NURS 338 Clinical Lab 3 .383
Kuras, Julie 22002 NURS 300 CNA/Acute Care Aid .121
Machado, Marilyn 22000 NURS 108 RN Practicum 2 .643
Miller, Jacqueline 22000 NURS 108 RN Practicum 2 .515
Miller, Jacqueline 22004 NURS 338 Clinical Lab 3 .147
Page, Randolph 22000 NURS 108 RN Practicum 2 .643
Quigley, Catherine 22000 NURS 108 RN Practicum 2 .257
Royce, Geraldine 22003 NURS 300 CNA/Acute Care Aide .218
Salazar, Patricia 22004 NURS 338 Clinical Lab 3 .118
PARALEGAL STUDIES
Bixby, David 21667 PLGL 102 Criminal Law & Procedure .200
Bixby, David 21707 PLGL 107 Ethics for Paralegals .067
Hinden, John 20668 PLGL 104 Legal Research & Writing .200
Wagner, Stephen 20573 PLGL 101 Intro to Paralegal Studies .200
Wagner, Stephen 20669 PLGL 110 Intellectual Property Law .200
PERSONAL DEVELOPMENT
Stein, Jeffrey 20722 PD 100 Personal & Career Exploration .200
Stein, Jeffrey 20753 PD 110 College Success Seminar .067
Wong, Nicole 20079 PD 100 Personal & Career Exploration .200
PHILOSOPHY
Fischer, Klaus 20053 PHIL 102 Existence & Reality .200
Heiges, Kenneth 20057 PHIL 114 Critical Thinking .216
Heiges, Kenneth 20058 PHIL 114 Critical Thinking .216
Heiges, Kenneth 22080 PHIL 121 Religions of the Modern World .200
Mahon, Richard 20060 PHIL 121 Religions of the Modern World .200
Nolan, Francis 20054 PHIL 105 Ethics .200
Nolan, Francis 20056 PHIL 112 Logic .200
Nolan, Francis 20771 PHIL 121 Religions of the Modern World .200
Tennberg, Chris 21092 PHIL 105 Ethics .200
PHOTOGRAPHY
Gingras, Theresa 20975 PHTO 170 Digital Photography .309
Gingras, Theresa 21631 PHTO 150 Intro to Commercial Photography .185
Jacoby, Richard 20480 PHTO 110 Basic Photography .309
Jacoby, Richard 21629 PHTO 140 Intro to Color Photography .309
Weiner, Betsy 22058 PHTO 380 Black and White Photo Lab 1 .183
39
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE PHYSICAL EDUCATION
Armendariz, Victor 21733 PE 167 Basketball .143
Armendariz, Victor 22005 PE 140 Physical Fitness Laboratory .143
Ashmore, Michael 20600 PE 100 Introduction to Kinesiology .200
Bittle, Cynthia 20750 PE 132 Cardio Kickboxing .143
Clark, Jada 20686 PE 143 Step Aerobics .143
Clark, Jada 21016 PE 142 Low Impact Condition Exercises .143
Clark, Jada 21019 PE 133 Yoga Fitness .143
Clark, Jada 22005 PE 140 Physical Fitness Laboratory .039
Claverie, Kellie 20159 PE 132 Cardio Kickboxing .143
Conde, Vincent 21735 PE 167 Basketball .143
Dorfhuber, Rosabeth 20164 PE 133 Yoga Fitness .143
King, Roy 20155 PE 120 Beginning & Intermediate Swimming .143
King, Roy 22006 PE 121 Swim Fitness Lab .238
Koivisto, Patricia 20161 PE 133 Yoga Fitness .143
Koivisto, Patricia 20184 PE 143 Step Aerobics .143
Koivisto, Patricia 20685 PE 133 Yoga Fitness .143
Koivisto, Patricia 20757 PE 133 Yoga Fitness .143
Koivisto, Patricia 22005 PE 140 Physical Fitness Laboratory .096
Landers, Shannon 20158 PE 130 Self Defense .143
Landers, Shannon 20165 PE 134 Martial Arts Techniques .143
Landers, Shannon 20889 PE 130 Self Defense .143
Melena, Jennifer 21021 PE 100 Introduction to Kinesiology .200
Melena, Jennifer 22005 PE 140 Physical Fitness Laboratory .143
Melena, Jennifer 22006 PE 121 Swim Fitness Lab .096
Miller, Leslie 20206 PE 154 Jogging/Walking .143
Miller, Leslie 22005 PE 140 Physical Fitness Laboratory .116
Motenko, Joshua 20719 PE 167 Basketball .143
Nickason, Scott 22005 PE 140 Physical Fitness Laboratory .143
Schuetz-Jones, Deborah 22162 PE 129 First Aid-CPR: Educator/Coach .067
Schuetz-Jones, Deborah 22176 PE 129 First Aid-CPR: Educator/Coach .134
Twitchell, Mary 22006 PE 121 Swim Fitness Lab .638
Vernon, Sherman 20751 PE 146 Strength and Flexibility .143
Voss, Caitlin 20890 PE 132 Cardio Kickboxing .143
PHYSICAL EDUCATION INTERCOLLEGIATE ATHLETICS
Ashmore, Michael 22173 PEIA 185 Intercollegiate Swimming Women .430
Maltagliati, Frank 20814 PEIA 100 Intercollegiate Football .476
Miller, Dominique 22125 PEIA 195 Intercollegiate Conditioning .477
Miller, Dominique 22173 PEIA 185 Intercollegiate Swimming Women .018
Miller, Leslie 22129 PEIA 135 Intercollegiate Basketball, Women .089
Molina, Julio 20492 PEIA 125 Intercollegiate Volleyball .476
Nerelli, Cary 22129 PEIA 135 Intercollegiate Basketball, Women .388
Quintana. Louie 20938 PEIA 155 Intercollegiate Track, Women .476
Vinnedge, Billy 20493 PEIA 110 Intercollegiate Soccer, Man .476
PHYSICAL SCIENCE
Fulton, Michelle 21683 PHSC 199H Eastern Sierra NV-Advanced Studies .301
40
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE PHYSICS
Schmidt, Jason 22022 PHYS 141 General Physics 1 .188
POLITICAL SCIENCE
Den Otter, Ronald 20701 POLS 103 American Government .200
Mahon, Cynthia 21717 POLS 103 American Government .200
Payne, Daniel 20063 POLS 103 American Government .200
Payne, Daniel 20631 POLS 103 American Government .200
Sprecher, Christopher 22144 POLS 105 Comparative Politics .200
Sprecher, Christopher 22145 POLS 105 Comparative Politics .200
Weinstock, Rita 20065 POLS 103 American Government .200
Weinstock, Rita 21336 POLS 103 American Government .200
PSYCHOLOGY
Curtis, Kathleen 21657 PSY 118 Lifespan Development .200
Eybel, Ernest 20077 PSY 101 General Psychology .200
Gaona, Daniel 20855 PSY 101 General Psychology .200
Gaona, Daniel 20930 PSY 101 General Psychology .200
Gaona, Daniel 20931 PSY 101 General Psychology .200
Kindell-Vandermollen,
Claudia
20772 PSY 117 Child Psychology .200
Mandziara, Maria 20074 PSY 101 General Psychology .200
Mandziara, Maria 20821 PSY 112 Human Sexuality .200
Melena, Jennifer 20794 PSY 118 Lifespan Development .200
Rock, Sabrina 20075 PSY 101 General Psychology .200
Vonfrausing-Borch, Ole 20073 PSY 101 General Psychology .200
Vonfrausing-Borch, Ole 20076 PSY 101 General Psychology .200
Vonfrausing-Borch, Ole 20901 PSY 101 General Psychology .200
READING
Loomis, Sherry 20780 READ 110 Reading for College 4 .259
Pirman, Deborah 20782 READ 110 Reading for College 4 .259
Sukrad, Wilma 20779 READ 110 Reading for College 4 .259
REAL ESTATE
Rigali, James 21668 RE 100 Real Estate Principles .200
RECREATION
Armendariz, Victor 21732 REC 101 Intro to Recreation Management .200
Conde, Vincent 21734 REC 101 Intro to Recreation Management .200
LeSage, Paul 20213 REC 101 Intro to Recreation Management .200
LeSage, Paul 20214 REC 105 Program Planning – Recreation .200
LeSage, Paul 20216 REC 107 Recreational Sport Programming .200
Motenko, Joshua 21345 REC 179A Outdoor & Adventure Recreation .200
SOCIOLOGY
Rock, Sabrina 21030 SOC 106 Alcohol, Drugs and Addiction .200
Traga, Lulzim 20500 SOC 101 Intro to Sociology .200
41
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE SPANISH
Leon Merino, Hilda 20359 SPAN 101 Elementary Spanish I .333
Leon Merino, Hilda 21729 SPAN 101 Elementary Spanish I .333
Ruvalcaba Heredia, Erica 20718 SPAN 101 Elementary Spanish I .333
SPEECH COMMUNICATION
Byrne, Jean 20398 SPCH 101 Public Speaking .200
Byrne, Jean 20403 SPCH 101 Public Speaking .200
Coggins, Lynn 20404 SPCH 101 Public Speaking .200
Coggins, Lynn 20692 SPCH 102 Small Group Communication .200
Coggins, Lynn 22146 SPCH 101 Public Speaking .200
Gerbasi, Suzanne 20406 SPCH 102 Small Group Communication .200
Gerbasi, Suzanne 20408 SPCH 102 Small Group Communication .200
Gerbasi, Suzanne 21658 SPCH 101 Public Speaking .200
Greco, Ashley 20401 SPCH 101 Public Speaking .200
Greco, Ashley 20693 SPCH 106 Argumentation and Debate .200
Greco, Ashley 21071 SPCH 101 Public Speaking .200
Henderson, Bruce 20531 SPCH 102 Small Group Communication .200
Henderson, Bruce 20599 SPCH 101 Public Speaking .200
Magruder, Amy 20407 SPCH 102 Small Group Communication .200
Magruder, Amy 20511 SPCH 102 Small Group Communication .200
Magruder, Amy 21669 SPCH 102 Small Group Communication .200
Ward, Amy 20507 SPCH 101 Public Speaking .200
Ward, Amy 20543 SPCH 101 Public Speaking .200
THEATRE
Allen, Jeffery 22049 THEA 110 Beg Production Lab .052
Allen, Jeffery 22052 THEA 198J Rep of 12th Night and Fences .089
Allen, Jeffery 22053 THEA 301 Beg Prep for Rep Production .105
Allen, Jeffery 22054 THEA 305 Materials, Tools, & Tech 1 .157
Barrows, Eddy 22049 THEA 110 Beg Production Lab .052
Barrows, Eddy 22054 THEA 305 Materials, Tools, & Tech 1 .157
Bolen, Jason 22049 THEA 110 Beg Production Lab .052
Bolen, Jason 22054 THEA 305 Materials, Tools, & Tech 1 .157
Carroll, Brad 22050 THEA 114 Beg Performance Lab .065
Carroll, Brad 22051 THEA 120 Advanced Professional Acting I .220
Firestone-Walker, Polly 22048 THEA 101 Applied Professional Acting I .126
Firestone-Walker, Polly 22051 THEA 120 Advanced Professional Acting I .387
Hendricks, Karin 22050 THEA 114 Beg Performance Lab .065
Hendricks, Karin 22051 THEA 120 Advanced Professional Acting I .131
Hogan, Abigail 22049 THEA 110 Beg Production Lab .052
Hogan, Abigail 22054 THEA 305 Materials, Tools, & Tech 1 .157
Hogan, Tim 22049 THEA 110 Beg Production Lab .052
Hogan, Tim 22053 THEA 301 Beg Prep for Rep Production .052
Hogan, Tim 22054 THEA 305 Materials, Tools, & Tech 1 .157
Kline, Valerie 20736 THEA 103 Begin Prof Thea Dance Styles .243
Marszalkowski, Paul 22048 THEA 101 Applied Professional Acting I .152
Marszalkowski, Paul 22050 THEA 114 Beg Performance Lab .065
Newell, Robin 22049 THEA 110 Beg Production Lab .052
Newell, Robin 22054 THEA 305 Materials, Tools, & Tech 1 .157
Stein, Erik 22048 THEA 101 Applied Professional Acting I .105
42
PART-TIME FACULTY ASSIGNMENTS - CREDIT
FALL 2017
INSTRUCTOR CRN COURSE COURSE NAME FTE Stewart, Donald 22048 THEA 101 Applied Professional Acting I .394
Wackowski, Katie 22048 THEA 101 Applied Professional Acting I .197
Walker, George 22048 THEA 101 Applied Professional Acting I .152
Walker, George 22050 THEA 114 Beg Performance Lab .065
Weidner, Elisabeth 22049 THEA 110 Beg Production Lab .052
Weidner, Elisabeth 22054 THEA 305 Materials, Tools, & Tech 1 .157
Wiseman, Zoia 22049 THEA 110 Beg Production Lab .052
Wiseman, Zoia 22052 THEA 198J Rep of 12th Night and Fences .089
Wiseman, Zoia 22054 THEA 305 Materials, Tools & Tech 1 .157
Zornow, Jennifer 22049 THEA 110 Beg Production Lab .052
Zornow, Jennifer 22054 THEA 305 Materials, Tools, & Tech 1 .157
WELDING TECHNOLOGY
Castle, Joseph 20927 WLDT 305 Welded Sculptural Projects .121
Gonzalez, Eric 21045 WLDT 306 Layout Fabrication Interpretation .368
Howard, Daniel 20627 WLDT 106 Beginning Welding .368
Lang, Mark 20397 WLDT 106 Beginning Welding .368
Rexrode, Steven 20826 WLDT 106 Beginning Welding .368
Sjostedt, Nohl 20441 WLDT 107 Advanced Welding .368
Snowden, Rayvell 20777 WLDT 107 Advanced Welding .368
Vea, Larry 20928 WLDT 312 Pipe Fitting & Welding .368
43
FACULTY ASSIGNMENTS
FULL-TIME AND PART-TIME FACULTY – STIPENDS
INSTRUCTOR ASSIGNMENT DOLLAR AMOUNT
Arvizu-Rodriguez, Maria Provide Multiple Measures professional training for high
school and college faculty and staff (4/28/17).
$400.00
Bianchi, Catherine Professional Development: Participation and completion
of Academy Instructor Certification Course (5/1 –
5/5/17).
$1,446.00
Bianchi, Catherine Coordination duties for LE Program/Contract Education
(outline development for FTO and Crisis Intervention
Training/SLO PD) spring 2017 (5/18 – 5/24/17).
$144.60
Bianchi, Catherine Coordination duties for LE Program/Contract Education
(Class preparation: Lesson plans, outline-development,
power-point development, booklet/handout update and
development, and schedule instructors for FTO and
Crisis Intervention Training/SLO PD) summer 2017 (6/9
– 6/21/17).
$415.73
Bierly, Gary Stipend for large class: PHIL 101, CRN 10072 had 79
students at census, $355 per unit x 3 units = $1,065, per
faculty agreement 14.6.5 (6/12 – 7/20/17).
$1,065.00
Bierly, Gary Stipend for large class: HIST 105, CRN 10179 linked
with HUM 105, CRN 10181 had 82 students at census,
$410 per unit x 3 units = $1,230, per faculty agreement
14.6.5 (6/12 – 7/20/17).
$1,230.00
Bierly, Gary Stipend for large class: HIST 101, CRN 10061 linked
with HUM 101, CRN 10070 had 91 students at census,
$464 per unit x 3 units - $1,392, per faculty agreement
14.6.5 (6/12 – 7/20/17).
$1,392.00
Bierly, Gary Stipend for large class: HIST 102, CRN 10063 linked
with HUM 101, CRN 10015 had 91 students at census,
$464 per unit x 3 units = $1,392, per faculty agreement
14.6.5 (6/12 – 7/20/17).
$1,392.00
Ceceña, John Coordination and scheduling for Fire Technology
Program for Contract Education (not-for-credit) (6/20 –
6/23/17).
$763.32
Ceceña, John Contract Education: Rescue Systems II (not-for-credit)
(6/26 – 6/30/17).
$2,135.00
Chaudhari, Rajni Stipend for large class: GEOG 101, CRN 10117 had 68
students at census, $286 per unit x 3 units = $858, per
part-time faculty agreement 12.14 (6/12/ - 7/20/17).
$858.00
Dal Bello, Dom Compensation as an existing co-chair (Institutional
Effectiveness Council) for spring 2017 at the daily
prorated amount of 4 days. Payment based on full-time
faculty agreement 16.7.1.b (1/23 – 5/24/17).
$2,086.12
Dal Bello, Dom Provided tutoring to students during the Study-A-Thon
event to prepare for finals for the spring 2017 semester
(5/15 – 5/20/17).
$1,500.00
Dal Bello, Dom Serve as the MESA Faculty Sponsor for fall 2017 term
per the MESA grant work plan (8/21 – 12/14/17).
$500.00
Diaz, Chris Summer recruitment, dance (6/14/17). $149.11
44
FACULTY ASSIGNMENTS
FULL-TIME AND PART-TIME FACULTY – STIPENDS
INSTRUCTOR ASSIGNMENT DOLLAR AMOUNT
Diaz, Cynthia Conducted New Student Orientation and Academic
Advisory Workshop at Pioneer Valley High School
(3/18/17).
$458.56
Dodds, Kyle Assist in the coordination of AHC’s Rescue Systems II
class (6/12 – 8/3/17).
$2,343.00
Fox, Alicia Summer recruitment, chemistry (5/30 & 5/31/17). $328.86
Hart, Stanley Provide not-for-credit safety training for oil and gas
company employees via Contract Education (6/12/17).
$768.84
Hood, John Course Modification: ART 108 (1/23 – 5/4/17). $150.00
Hood, John Summer recruitment, art 3-D, dance (6/7, 6/8 & 6/14/17). $199.06
Janatsch, Bruce Fire Control Officer/Instructor for USFS ISA Car Fire
class (6/6 & 6/7/17).
$780.00
Keiser, Andria Annual program update for Noncredit ESL program,
spring 2017 semester (4/4 – 5/23/17).
$250.00
Kelly, Chad Coordinate revision of the California Acceleration
Project (CAP) curriculum- course theme on Empathy
(Jan. – May 2017).
$600.00
Lau, Bowman Provide not-for-credit safety training for oil and gas
company employees via Contract Education (6/7/17).
$748.80
LeMaire, Neal Core Academy Director/Coordinator Training, summer
2017 (6/13/17).
$289.20
LeMaire, Neal Coordination duties for Core Custody Academy, summer
2017 (7/17 – 7/20/17).
$723.00
LeMaire, Neal Coordination duties for Core Custody Academy, summer
2017 (7/24 – 7/31/17).
$1,265.25
Majoue, Mary Alice Coordination and curriculum reparation for College for
Kids Explorations in Math/Engineering/CS Camp
(June/July 2017).
$1,496.40
Martinez, Alison Coordination duties for LE Program, summer 2017
(Class #113/Recruit Orientation) (7/11/17).
$289.20
Martinez, Alison Coordination duties for LE Program, fall 2017
(scheduling, recruit counseling, evaluations, surveys, and
instructor evaluation) (7/18 – 7/21/17).
$939.90
Martinez, Essex Fire Control Officer/Instructor for USFS ISA Car Fire
class (6/6 & 6/7/17).
$390.00
McLeod, Derek Assist in the coordination of AHC’s site certification
with the State Fire Marshal’s office for Rescue System
courses and preparation for the Fall Fire Academy (6/20
– 8/03/17).
$3,065.00
McMahon, Dianne New Course Development: DANC 379C & DANC
379D, Course Modification: DANC 152, DANC 153,
DANC 151, DANC 156, and DANC 160 (8/21/16 –
4/28/17).
$1,250.00
Miller, Steven Contract Ed: EVOC course (not-for-credit) (6/6, 6/16 &
6/22/17).
$1,429.20
Montanez-Rodriguez,
Carmen
Summer recruitment, multimedia (6/6/17). $208.97
Morales, Mayra Provide Multiple Measures professional training for high
school and college faculty and staff (4/28/17).
$400.00
45
FACULTY ASSIGNMENTS
FULL-TIME AND PART-TIME FACULTY – STIPENDS
INSTRUCTOR ASSIGNMENT DOLLAR AMOUNT
Morales, Mayra Bilingual Summer Bridge Program: Introduce first time
college students to the college and its resources and
advise them on the appropriate level of classes (6/12 –
6/22/17).
$5,052.40
Nelson, Mary Pat Provide orientations, advising, tours, follow-up and
counseling to noncredit students during the Estudiantes
Unidos Event (2/6 & 2/16/17).
$400.00
Passage, David Summer recruitment, multimedia (6/6/17). $149.11
Patrick, Fred Stipend for large class: POLS 103, CRN 10149 had 77
students at census, $355 per unit x 3 units = $1,065, per
faculty agreement 14.6.5 (6/12 – 7/20/17).
$1,065.00
Ralston, Lawrence Coordination duties for Advanced Officer Training
Program, summer 2017 (7/10 – 7/31/17).
$2,470.16
Ramirez, Antonio Provide Multiple Measures professional training for high
school and college faculty and staff (4/28/17).
$400.00
Ramirez, Antonio Summer recruitment, dance, fire technology (6/14 &
6/20/17).
$298.22
Reid, Robert Class preparation for Perishable Skills Contract
Education (prepare and update lesson plans, power point
presentation and schedule instructors), summer 2017
(7/11 – 7/26/17).
$1,356.96
Reid, Robert Coordination and scheduling for Perishable Skills
Program (not-for-credit) classes (coordinate training
dates with agency training managers and schedule
perishable skills course), summer 2017 (7/5 – 7/20/17).
$1,454.80
Reid, Robert Class preparation for Perishable Skills Contract
Education (not-for-credit) classes (prepare and update
lesson plans, power point presentations and schedule
instructors for upcoming perishable skills course), fall
2017 (8/23/17).
$468.64
Robertus, Paul Provide not-for-credit computer training via Contract
Education to Zodiac Seat Shells, LLC manufacturing, 6
hours of instruction (5/10, 5/16 & 5/24/17).
$429.84
Robertus, Paul Provide not-for-credit computer training via Contract
Education to Zodiac Seat Shells, LLC manufacturing, 10
hours of prep (1/25, 5/9.6 & 5/23/17).
$454.10
Shay, Kevin Fire Control Officer/Instructor for USFS ISA Car Fire
class (6/6 & 6/7/17).
$390.00
Stevens, Chris Summer Baseball Camp 2017 (6/19 – 6/29/17). $1,157.84
Stokes, Brian Summer recruitment, chemistry (5/30 & 5/31/17). $379.02
Tobin, Vincent Provided tutoring to students during the Study-A-Thon
event to prepare for finals for the spring 2017 semester
(5/20/17).
$250.00
Tuan, Juanita Bilingual Summer Bridge Program: Introduce first time
college students to the college and its resources and
advise them on the appropriate level of classes (6/19 –
6/29/17).
$3,978.24
Wagner, Michael Completion of 6-year comprehensive program review for
Computer Science Program (Aug. 2016 – June 2017).
$1,500.00
46
FACULTY ASSIGNMENTS
FULL-TIME AND PART-TIME FACULTY – STIPENDS
INSTRUCTOR ASSIGNMENT DOLLAR AMOUNT
Ward, Nancy Jo Provide orientations, advising, tours, follow-up and
counseling to noncredit students during the Estudiantes
Unidos Event (2/6 – 2/16/17).
$800.00
Ward, Nancy Jo Summer recruitment, multimedia, dance (6/6 & 6/14/17). $360.98
Whitham, David Coordination duties for Advanced Officer Training
Program, summer 2017 (7/10, 7/11 & 7/14/17).
$1,034.83
Whitham, David Coordination duties for Advanced Officer Training
Program, summer 2017 (7/17 – 7/31/17).
$1,952.50
Ying, Chellis Coordinate revision of the California Acceleration
Project (CAP) curriculum- course theme on Empathy
(Jan. – May 2017).
$600.00
Zepeda, Dayana Bilingual Summer Bridge Program: Introduce first time
college students to the college and its resources and
advise them on the appropriate level of classes (6/12 –
6/22/17).
$3,420.50
Zepeda, Dayana Bilingual Summer Bridge Program: Introduce first time
college students to the college and its resources and
advise them on the appropriate level of classes (7/17 –
7/27/17).
$3,554.57
47
Administrator Initiating Item:
George A. Railey Final Disposition:
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Community Services (Fee-Based) Education Courses Item
Number: 11.D.
Strategic
Goal:
Goal IE1: To identify the institutional capacity to fulfill the college
mission Enclosures: Page 1 of 3
BACKGROUND
The following pages list the proposed community services and College for Kids (fee-based) classes for fall 2017.
FISCAL IMPACT
There is no fiscal impact to the district. Fees collected from students support these classes.
RECOMMENDATION
Staff recommends that the board of trustees approve the proposed community services (fee-based) classes for fall 2017.
48
COMMUNITY SERVICES
(FEE-BASED) EDUCATION COURSES
FALL 2017
Date Class Instructor Fee
8/21-12/6/17 Football Techniques Ages 16+ Dutra, Kris $20
8/21-12/6/17 Physical Fitness Lab Dutra, Kris $46
8/21-12/6/17 Sports Techniques Ages 16+ Staff $20
8/21-12/6/17 Swim Lab Stevens, Chris $46
8/21-12/9/17 Symphonic Band Stoll, Greg $20
8/23-10/11/17 Beginning Yoga Mann, Shandy $32
8/23-1011/17 Beginning Tai Chi Mann, Shandy $32
8/25-10/13/17 Beginning Yoga Mann, Shandy $32
8/30-11/1/17 American Sign Language (ASL) A Lippincott, Laura $90
8/30-10/4/17 Conversational ASL A Lippincott, Laura $72
9/5-12/7/17 Advanced Ballet/Pointe Ages 12-18 Grimnes, Courtney $324
9/5-12/7/17 Beginning Hip-Hop/Jazz Ages 10-14 Andrade, Cecelia $216
9/5-12/7/17 Beginning Pointe Ages 12-18 Grimnes, Courtney $108
9/5-12/7/17 Interim/Adv. Jazz-Funk/Hip-Hop Ages 12-18 Andrade, Cecelia $216
9/5-12/7/17 Intermediate Ballet II Ages 10-18 Grimnes, Courtney $216
9/5-12/7/17 Intermediate Pointe Ages 12-18 Grimnes, Courtney $108
9/5-12/7/17 Intermediate/Advanced Ballet Ages 12-18 Grimnes, Courtney $268
9/9-9/23/17 Beekeeping: Diseases/Parasites Hupp, John $54
9/9-12/9/17 Beg/Int Ballet Folklorico Ages 10-15 Vega, Marlene $88
9/9-12/9/17 Beg/Int Ballet Folklorico Ages 6-9 Vega, Marlene $88
9/6-12/6/17 Beginning Ballet I Ages 6-12 Yolar-Gropetti, Madison $216
9/6-12/6/17 Beginning Ballet II Ages 7-13 Grimnes, Courtney $216
9/6-12/6/17 Beginning Hip-Hop/Jazz Ages 6-9 Andrade, Cecelia $216
9/9-12/9/17 Beginning Tap Ages 6-12 Yolar-Gropetti, Madison $96
9/8-12/8/17 Int/Adv. Contemporary Dance Ages 11-18 Yolar-Gropetti, Madison $144
49
COMMUNITY SERVICES
(FEE-BASED) EDUCATION COURSES
FALL 2017
9/6-12/6/17 Intermediate Ballet I Ages 8-18 Grimnes, Courtney $216
9/9-12/9/17 Intro to Hip-Hop & Jazz Funk Ages 4-5 Yolar-Gropetti, Madison $72
9/9-12/9/17 Introduction to Ballet Ages 4-5 Yolar-Gropetti, Madison $72
9/15-9/22/17 Fresh Pasta! The Italian Way Liddi, Scott $36
9/18-9/25/17 Gluten-Free Baking Peters, Dawn $36
9/19-9/26/17 Smartphone Photography 101 Messina, Michael $36
9/23-12/9/17 Nutcracker Production Ages 6-18 Grimnes, Courtney $100
9/23-12/9/17 Youth Dance Company Ages 12-18 Grimnes, Courtney $110
9/30-10/14/17 Honey Harvesting & Packaging Hupp, John $54
10/17-10/24/17 BAR Smog Update Training Leonard, Richard $200
10/19-10/19/17 Loan Signing Specialist Masters Notary Academy $36
10/21-10/21/17 Become a CA Notary Public Masters Notary Academy $65
10/28-10/28/17 Day of the Dead Makeup Tutorial Garvin, Christina $24
50
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject:
Short-Term, Substitute, and Professional Expert Appointments Exempt from Classified Service
Item Number:
11.E.
Strategic Goal:
Goal IR1: To recruit and retain quality employees. Enclosures: Page 1 of 2
BACKGROUND The college hires substitutes, short-term employees, and professional experts exempt from classified service per Education Code Section 88003. All appointments are contingent on availability of funding and ending dates could change based on district need. The following is a list of such appointments: Short-Term/On-Call:
Name Position Title Dates Duties/Responsibilities Hourly Rate
Campisi, Marianela
Program Assistant V 7/24/17 – 7/31/17 Assist with Adult Education Block Grant Data
$25.00
Garcia, Maria Elena
Program Specialist 8/1/17 – 6/30/18 Cal-SOAP Coordinator Lompoc Unified School
District
$20.00
(Continued)
FISCAL IMPACT Assignments for the 2017-2018 fiscal year will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the short-term/on-call, substitute, and professional expert appointments exempt from classified service as presented.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
51 - Revised
Substitutes:
Name Position Title Dates Duties/Responsibilities Hourly Rate
Avila, Theresa Executive Secretary III to the Associate
Superintendent/Vice President Finance and
Administration
8/1/17 – 10/31/17 Substitute during recruitment up to 100 days,
Administrative Services
$34.71
Ferdinandi, Tom Equipment Attendant/Custodian
7/1/17 – 7/10/17 Substitute during recruitment up to 100 days, Kinesiology, Recreation and
Athletics department
$17.76
Professional Experts:
Name Position Title Dates Duties/Responsibilities Hourly Rate
Carlson, Jason Program Assistant III 9/1/17 – 6/30/18 Statistician; score board keeper; clock operator;
announcer; video/camera operator; event manager,
broadcasting; sports camp, Kinesiology, Recreation and
Athletics department
$15.59
Coleman, Terri Lee
Program Specialist 8/1/17 – 12/31/17 Working with foundation and grants to pursue external
funding support and backfilling for employee on
leave
$35.00
Gonzalez, Natala Lifeguard I 7/1/17 – 6/30/18 Lifeguard for instructional credit/noncredit courses
$12.20
Griego, Clarence Program Assistant III 9/1/17 – 6/30/18 Statistician; score board keeper; clock operator;
announcer; video/camera operator; event manager,
broadcasting; sports camp, Kinesiology, Recreation and
Athletics department
$15.59
Nickason, Scott Program Assistant III 9/1/17 – 6/30/18 Statistician; score board keeper; clock operator;
announcer; video/camera operator; event manager,
broadcasting; sports camp, Kinesiology, Recreation and
Athletics department
$15.59
Revisions/Additions Short-Term/On-Call:
Name Position Title Dates Duties/Responsibilities Hourly Rate
Santillan, Stephanie
Program Assistant III 8/14/17 – 12/31/17 Provide assistance in the Tutorial/OACL, Learning
Resources
$15.59
52 - Revised
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject:
Appointments, Transfers, and Promotions of Classified Service Employees
Item Number:
11.F.
Strategic Goal: Goal IR1: To recruit and retain quality employees. Enclosures: Page 1 of 2
BACKGROUND The following personnel actions are recommended: Appointments 1. Jesse Santillan Jr., groundskeeper I, plant services, full time, 12 months, 37 hours weekly, range 12-A, classified
bargaining unit salary schedule, effective September 1, 2017.
Reason: New position at Lompoc Valley Center 2. José Zaragoza, campus safety officer, campus police, full time, 12 months, 37 hours weekly, range 14-B,
classified bargaining unit salary schedule, effective September 1, 2017.
Reason: Mr. Zaragoza fills the vacancy of Daniel Meraz, who resigned, effective May 13, 2017. FISCAL IMPACT 1. The cost to the unrestricted general fund is approximately $46,091 for the 2017-2018 fiscal year. 2. The cost to the unrestricted general fund is approximately $49,943 for the 2017-2018 fiscal year. 3. The cost to the unrestricted general fund is approximately $57,648 for the 2017-2018 fiscal year. These costs will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the appointment of Jesse Santillan Jr., groundskeeper I, plant services, effective September I, 2017; and José Zaragoza, campus safety officer, campus police, effective September 1, 2017; and the promotion of Janet McGee, administrative assistant III, academic affairs, effective September 1, 2017.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
53 - 1 Revised
Promotion 3. Janet McGee, FROM office services technician II (grants), community education, part time, 12 months, 30 hours
weekly, range 15-D (prorated at .81081), classified bargaining unit salary schedule TO administrative assistant III, academic affairs, full time, 12 months, 37 hours weekly, range 25-A, classified bargaining unit salary schedule, effective September 1, 2017.
Reason: New position
53 - 2 Revised
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Transfer of Full-Time Faculty Member Item Number:
11.G.
Strategic Goal:
Goal SLS2: To support student access, achievement, and success. Enclosures: Page 1 of 1
BACKGROUND The following personnel action is recommended: Michael Messina, FROM full time, emergency medical services instructor/coordinator, public safety department, full time, 10 months, column II, step 20, faculty contract salary schedule TO temporary noncredit vocational coordinator, community education department, full time, 10 months, column II, step 20, faculty contract salary schedule, effective August 21, 2017 through May 20, 2018, and contingent upon continued funding. Reason: New position. FISCAL IMPACT The cost to the Adult Education Block Grant (AEBG) is approximately $97,167 (91 percent) and the cost to the unrestricted general fund is approximately $9,610 (9 percent) for a total cost of approximately $106,777 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the transfer of Michael Messina, full time, temporary, noncredit vocational faculty/coordinator, community education, effective August 21, 2017 through May 20, 2018, and contingent upon continued funding.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
54
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Appointment of Classified Management Position
Item Number:
11.H.
Strategic Goal:
Goal IR2: To develop district financial resources adequate to support quality programs and services.
Enclosures: Page 1 of 1
BACKGROUND The following personnel action is recommended: Leana Bowman, director, institutional grants, full time, 12 months, 37 hours weekly, range 13-A, management salary schedule, effective September 11, 2017. Reason: Ms. Bowman replaces Suzanne Valery, who retired, effective December 31, 2016. Ms. Bowman earned an MBA in Business Administration from Walden University, Minneapolis, Minnesota; a bachelor’s degree from Capella University, Minneapolis, Minnesota; and she earned an associate of arts degree from Santa Barbara City College, Santa Barbara, California. Ms. Bowman has a certificate in Non-Profit Leadership and Management; and a certificate in Grant Writing – A Professional Approach. Ms. Bowman has been a Grant Coordinator at Santa Barbara City College, Santa Barbara, California from February 2009 to present; she was the Marketing Director at Ventura County Museum of History & Art, Ventura, California from August 2004 to March 2005; she was the Executive Director for Gull Wings Children’s Museum, Oxnard, California from March 1998 to August 2004; and she has been self-employed providing grant writing, marketing, and non-profit formation consultation services from January 2001 to present. Ms. Bowman has been a part-time instructor at Johns Hopkins University, Baltimore, Maryland from 2017 to present; a part-time instructor at Santa Barbara Business College, Santa Maria, California from 2017 to present; and she has been a part-time instructor at Cuesta College, San Luis Obispo, California from 2016 to present. FISCAL IMPACT The cost to the unrestricted general fund is approximately $106,365 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the appointment of Leana Bowman, director, institutional grants, effective September 11, 2017.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
55 - Revised
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: New and/or Revised Classified Bargaining Unit Job Descriptions Item Number:
11.I.
Strategic Goal:
Goal IR1: To recruit and retain quality employees. Enclosures: Page 1 of 6
BACKGROUND After review by the appropriate administrators, the director of human resources, and CSEA, the following new classified bargaining unit job descriptions are recommended for approval: NEW Application Programmer Technical – Range 30 Programmer/Analyst Technical – Range 32 FISCAL IMPACT To be determined when the positions are filled. RECOMMENDATION Staff recommends that the board of trustees approve the new classified bargaining unit job descriptions as follows: application programmer; and programmer/analyst, as presented.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
56
Allan Hancock College Classified – Technical Human Resources Range 30
New APPLICATION PROGRAMMER
DEFINITION: Under direction of the Director, Information Technology Services, this position supports, upgrades, tests, documents and enhances existing applications and programs. Designs, develops, implements and supports enterprise system data reports. Creates user documents, web forms, training material and videos. Provides technical assistance on applications and enterprise systems to users. Values and promotes the mission and the vision of the college. CLASS CHARACTERISTICS: Under general supervision, the incumbent in this position performs technical and professional work in support of the district’s various software applications and utilities. The incumbent will interface with users to gather and document reporting requirements to meet business needs. The incumbent will translate business requirements into specifications and use these to implement the required reports. The incumbent will be responsible for creating and maintaining the various electronic and web-based technical user request forms. The incumbent will be responsible for managing and publishing technical training material and videos for the department. ESSENTIAL FUNCTIONS: 1. Work with users to gather and document requirements for programs, reports, forms, and
training material. 2. Develop and test solutions that match the specified requirements. 3. Using database views develop enterprise reports as needed by functional users. 4. Maintain existing applications by performing upgrades, testing, creating user documentation,
and providing training. 5. Evaluate existing applications to reprogram, update and add new features. 6. Develop technical procedures and training material that accurately represent the functionality
of the application. MINIMUM QUALIFICATIONS Knowledge of: • Knowledge of at least one programming language; • Relational data base concepts, tools and techniques including the use of Structured Query
Language (SQL); • Oracle or Microsoft SQL server; • PC/computer skills including experience with Microsoft Office products (Word, Excel,
Visio, PowerPoint); • Excellent written and communication skills.
57
Demonstrated ability to: • Think in a logical, sequential manner; • Learn new programming and report writing skills quickly; • Analyze user requests and determine design of reports as needed; • Work independently; • Establish and maintain effective work relationships with those contacted in the performance
of required duties; • Manage multiple tasks and meet tight deadlines; and • Perform work with great attention to detail. Education and Experience: Possession of or the equivalent to a bachelors’ degree in computer science, information systems, or a related field. Working Conditions: • Duties primarily performed in an office environment at a desk or personal computer. • The incumbent will experience interruptions while performing normal duties during the
regular workday. • The incumbent will have contact, in person, by email, or on the telephone, with executive,
management, supervisory, academic, and classified staff and the general public. Physical Demands: • Typically may sit for extended periods of time. • Operates a computer. • Communicates over the telephone, by email, and in person. • May lift, carry and/or moves objects weighing up to 20 pounds.
Special Qualification: A sensitivity to and an understanding of the diverse academic, socioeconomic, cultural, and ethnic backgrounds of staff and students and to staff and students with disabilities.
8/17
58
Allan Hancock College Classified – Technical Human Resources Range 32
New PROGRAMMER/ANALYST
DEFINITION: Under direction of the Director, Information Technology Services, this position analyzes needs, designs, writes and tests new programs and applications. Programs developed or modified are typically linked to several other programs and databases. Programs are implemented on application servers, web servers, and mobile devices. Maintains and revises existing .Net programs. Provides technical assistance to users as well as to others in IT Services. Values and promotes the mission and the vision of the college. CLASS CHARACTERISTICS: Under minimal supervision, the incumbent in this position performs highly technical and professional work in the development and support of the district’s various software applications and utilities. The incumbent will interface with multiple vendors and users to manage and maintain enterprise wide and department specific programs. The incumbent is expected to keep abreast of changing technologies and to make recommendations to the director, information technology services for improved software solutions to meet changing user and service needs. ESSENTIAL FUNCTIONS: 1. Analyze business, curriculum, student services, research and other needs of various
departments and translate into programmable form. 2. Evaluate and recommend packaged software to meet the District needs. 3. Coordinate and implement installation of software packages. 4. Develop programs and database views to meet requirements of various departments. 5. Install, test, modify, and correct various information systems programs to assure their proper
and effective operation. 6. Provide training during implementation of new projects, modifications or conversions. 7. Review, define, and resolve information systems problems with particular emphasis on
developing effective resolutions. 8. Prepare test data and testing schedules for programs, applications or systems. 9. Support Internet Information Server applications developed for the Internet or District portal. 10. Hardware usage may vary from personal computers to virtual servers to mobile devices. MINIMUM QUALIFICATIONS Knowledge of: • Programming languages for the .Net platform; • Visual Studio; • Relational data base concepts, tools and techniques including the use of Structured Query
Language (SQL) and Open Database Connectivity (ODBC);
59
• Oracle or Microsoft SQL server ; • PC/computer skills including experience with Microsoft Office products (Word, Excel,
Visio, PowerPoint); • Microsoft Windows environment including Internet Information Server (IIS); • Windows-based file management; • Excellent written and communication skills.
Demonstrated ability to: • Think in a logical, sequential manner; • Develop, modify and implement information system programs using current application
programming and relational database management system toolsets; • Analyze user requests and determine design of system as needed; • Translate problem statements into programming language; • Work independently; • Establish and maintain effective work relationships with those contacted in the performance
of required duties; • Maintain a high level of technical currency in support of application design, maintenance,
administration, and security; • Manage multiple tasks and meet tight deadlines; and • Perform work with great attention to detail. Education and Experience: Possession of or the equivalent to a bachelors’ degree in computer science, information systems, or a related field. Three years of full-time recent programming experience using .Net platform and SQL. Experience with HTML5, XML, and CSS desirable. Experience with a system information system such as Ellucian Banner® is a plus. Working Conditions: • Duties primarily performed in an office environment at a desk or personal computer. • The incumbent will experience interruptions while performing normal duties during the
regular workday. • The incumbent will have contact, in person, by email, or on the telephone, with executive,
management, supervisory, academic, and classified staff and the general public. Physical Demands: • Typically may sit for extended periods of time. • Operates a computer. • Communicates over the telephone, by email, and in person. • May lift, carry and/or moves objects weighing up to 20 pounds.
60
Special Qualification: A sensitivity to and an understanding of the diverse academic, socioeconomic, cultural, and ethnic backgrounds of staff and students and to staff and students with disabilities.
8/17
61
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Coaching Appointments and Stipends Item Number:
11.J.
Strategic Goal:
Goal SLS2: To support student access, achievement, and success. Enclosures: Page 1 of 1
BACKGROUND The following personnel actions for coaching appointments and stipends are recommended. The college reserves the right to cancel any coaching appointment or to reassign the area of service. Coaching Appointments and Stipends Head Coach: The coaching appointment for the period of July 1, 2017 through May 31, 2018, or earlier per district need. 1. *Vinnedge, Billy Soccer (W) $7,000
*Replacement for Rob Cantrell, reported at the July 11, 2017, Board of Trustees meeting. Assistant Coaches:
The coaching appointments for the period of September 1, 2017 through November 30, 2017, or earlier per district need. 2. Ponce, Erubey Soccer (W) $1,032 3. Vinnedge, Catrina Soccer (M) $900 4. Eskew, Travis Cross Country (W) $1,000
The coaching appointments for the period of September 1, 2017 through May 31, 2018, or earlier per district need. 5. Allen, Charles (James) Baseball $2,500 6. Armendariz, Victor Basketball (M) $4,332 7. Carlson, Jason Baseball $1,000 8. Motenko, Josh Basketball (M) $4,400 9. Nickason, Scott Baseball $1,866 10. Robertson, Dustin Soccer (M) $2,700
FISCAL IMPACT The cost to the unrestricted general fund is approximately $31,485 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the coaching appointments and stipends as presented, or earlier per district need.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
62 - Revised
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Out-of-Classification Assignments of Classified Service Employees Item Number: 11.K.
Strategic Goal: Goal IR1: To recruit and retain quality employees. Enclosures: Page 1 of 2
BACKGROUND
In accordance with Education Code 88010, the following out-of-classification assignments are recommended to the classified services:
1. Elaine Healy, FROM coordinator, community education, community education department, full time, 12 months,37 hours weekly, range 33-E, classified bargaining unit salary schedule TO coordinator, community education,community education department, full time, fifty (50) percent, 12 months, range 33-F, classified bargaining unitsalary schedule and director, special projects, full time, fifty (50) percent, 12 months, range 20-F, managementsalary schedule, retroactive to July 1, 2017 through December 31, 2017, or earlier per district need, andcontingent upon continued funding.
Reason: This is a continuation of the out-of-classification out of bargaining unit assignment approved at the June14, 2016 Board of Trustees meeting. Per article 9.15 of the classified bargaining agreement, Ms. Healy isperforming duties of project director for the Adult Education Block Grant (AB104) for fifty (50) percent of thisout-of-classification out of bargaining unit assignment. Ms. Healy will return to her regular assignment effectiveJanuary 1, 2018, or earlier per district need, and contingent upon continued funding.
(Continued)
FISCAL IMPACT
1. The cost to the Adult Education Block Grant (AEBG) is approximately $10,941 for the 2017-2018 fiscal year.2. The cost to the unrestricted general fund is approximately $5,517 for the 2017-2018 fiscal year.3. The cost to the unrestricted general fund is approximately $2,166 for the 2017-2018 fiscal year.4. The cost to the unrestricted general fund is approximately $1,601 for the 2017-2018 fiscal year.
These costs will be included in the 2017-2018 fiscal year budget.
RECOMMENDATION
Staff recommends that the board of trustees approve the out-of-classification out of bargaining unit assignment of Elaine Healy, coordinator, community education, community education department (50 percent) and director, special projects (50 percent), retroactive to July 1, 2017 through December 31, 2017, or earlier per district need, and contingent upon continued funding; and to approve the out-of-classification assignments of Cynthia Wheeler, administrative assistant II, summer & evening, academic affairs, retroactive to July 1, 2017 through June 30, 2018, or earlier per district need; Armida Velasquez, coordinator, writing center laboratory, learning resources, retroactive to August 1, 2017 through December 31, 2017, or earlier per district need; and Anna Rice, distance learning/academic support technical specialist, learning resources, retroactive to August 4, 2017 through December 31, 2017, or earlier per district need.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
63
2. Cynthia Wheeler, FROM administrative assistant II, summer & evening, academic affairs, full time, 12 months, 37
hours weekly, range 18-E, classified bargaining unit salary schedule TO administrative assistant II, summer & evening, academic affairs, full time, 12 months, 37 hours weekly, range 28-A, classified bargaining unit salary schedule, retroactive to July 1, 2017 through June 30, 2018, or earlier per district need. Reason: This is a continuation of the temporary out-of-classification assignment approved at the regular board of trustees meeting on May 10, 2016. Ms. Wheeler will continue to perform duties of the coordinator, cosmetology program. Ms. Wheeler will return to her regular assignment, effective July 1, 2018, or earlier per district need.
3. Armida Velasquez, FROM instructional assistant writing center laboratory, learning resources, full time, 10 months, 37 hours weekly, range 20-E, classified bargaining unity salary schedule TO coordinator, writing center laboratory, learning resources, full time, 10 months, 37 hours weekly, range 28-B, classified bargaining unit salary schedule, effective August 1, 2017 through December 31, 2017, or earlier per district need. Reason: This is a continuation of the out-of-classification assignment approved at the August 14, 2016 Board of Trustees meeting. Ms. Velasquez will temporarily continue to perform the duties of the coordinator, writing center laboratory, learning resources, due to the appointment of Kelly Underwood as director, human resources, effective January 20, 2016. Ms. Velasquez will return to her regular assignment effective January 1, 2018, or earlier per district need.
4. Anna Rice, FROM distance learning/academic support technical specialist, learning resources, full time, 12 months, 37 hours weekly, range 27-E, classified bargaining unit salary schedule TO distance learning/academic support technical specialist, learning resources, full time, 12 months, 37 hours weekly, range 27-E plus five percent, retroactive to August 4, 2017 through December 31, 2017, or earlier per district need.
Reason: This is a continuation of the out-of-classification assignment approved at the June 13, 2017 Board of Trustees meeting. Ms. Rice will temporarily continue to assume additional responsibilities of the tutorial/open access computer lab (OACL) technician, learning resources, due to employee out on leave. Ms. Rice will return to her regular assignment effective January 1, 2018, or earlier per district need.
64
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Temporary Appointment Nontenure-Track Faculty Member
Item Number:
11.L.
Strategic Goal: Goal SLS2: To support student access, achievement, and success. Enclosures: Page 1 of 1
BACKGROUND In accordance with California Education Code, section 87470, the following temporary, nontenure-track faculty appointment is recommended: Kathy Beckelhymer, temporary, nontenure-track basic skills faculty/coordinator, full time, column II, step 8, faculty contract salary schedule, effective August 17, 2017 through May 20, 2018, and contingent upon continued funding. Reason: New position. FISCAL IMPACT The cost to the Adult Education Block Grant (AEBG) is approximately $87,301 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the temporary, nontenure-track appointment of Kathy Beckelhymer, basic skills faculty/coordinator, effective August 17, 2017 through May 20, 2018, and contingent upon continue funding.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
65 - Revised
Administrator Initiating Item:
George A. Railey Final Disposition:
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Equivalency Certification for Faculty Item
Number: 11.M.
Strategic
Goal: Goal IR1: To recruit and retain quality employees. Enclosures: Page 1 of 7
BACKGROUND
In accordance with California Code of Regulations Title 5, Division 6, Chapter 4, Subchapter 4, Article 2, Section
53410, and Allan Hancock College’s Board Policy 7211 (formerly 4105), those who have equivalent qualifications to
the state minimum qualifications as established by the Board of Governors can teach classes within their designated
discipline areas.
Attached are equivalency certifications for faculty members who have been authorized to teach credit or noncredit
classes, as needed, at Allan Hancock College based on equivalency criteria specified in Board Policy 7211 and as
restricted by the equivalency certification document.
Regular Equivalency Certification
Name Discipline
Nickolas Harvey Apprenticeship
Marcy Mallette Agribusiness
Heather Penk Math
FISCAL IMPACT
None
RECOMMENDATION
Staff recommends that the board of trustees approve the attached equivalency certifications for faculty members who
have been authorized to teach, as needed, based on equivalency criteria specified in Board Policy 7211 and as
restricted by the equivalency certification document.
66 - Revised
ALLAN HANCOCK COLLEGE E\¿ Equivçlency Approval Date:
3lÕ lrnNot Approved Date:
EQUIVALENCY CERTIFICATION FOR
DISCIPLINES NOT REQUIRING THE MASTER'S DEGREE(For Credit Courses)
NAME: Nickolas Harvev DIVISION: Academic Affairs
DEPARTMENT: lndustrial Technology DISCIPLINE: Apprenticeship
tr Bachelor's degree in any discipline; plus two years of teaching experience or two years of occupationalexperience in the discipline of the assignment, lf required, appropriate certification to practice or licensure, or itsequivalent.
tr Course work equivalent to a bachelo/s degree in any discipline (Defined as the successfulcompletion of 120semester units, including the completion of courses usual to a general education component); plus two years ofteaching experience or two years of occupational experience in the discipline of assignment. lf required,appropriate certification to practice or licensure, or its equivalent,
f Associate degree in any discipline; plus six years occupational experience in the discipline of the assignment, orsix years of teaching experience in the discipline of the assignment, lf required, appropriate certification topractice or licensure, or its equivalent,
f Course work equivalent to an associate degree in any discipline (to include the Title 5 section 55063 GeneralEducation Areas); plus six years of occupational experience in the discipline of the assignment or six years ofteaching experieäie in the ðiscipline of the assignmðnt. lf required, appiopriate certification to practice orlicensure, or its equivalent.
f State licensure or certification to teach in a discipline where the license or cerlifícation requires specified hours offormal instruction,
X Recognized accomplishments which demonstrate expertise and skill in the field of study beyond that normallyachieved through formal education and provide evidence of attaining coursework or experience equal to thegeneral education requirements as outlined in Title 5 section 55063.
NOTE: Teaching and occupational experience may be combined to total the required number of years.
NOTE: Official copies of transcripts are required for all coursework being submitted for equivalency.
NOTE: An Allan Hancock College Verification of Employment (VOE) form is required for all employment beingsubmitted for equivalency.
67 - Revised
RATIONALE: Explain how the applicant's qualifications meet the selected guideline. Qualifications must beverified with appropriate documentation. Please refer to Professional Standards Guidelines foroutline fo-rmaf (_Signature block on the reverse side of this form.)
WORK EXPERIENCE:4/2010-PresenUPipe Trades Apprenticeship lnstructor/UA Local 114
I hereby certiñ7 that all information submitted above is true and correct.
I have reviewed all documentation and recommend approval of the equivalency.
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68 - 1 Revised
ALLAN HANCOCK COLLEGE # Equiyalçncy$pproval Date:
VititaNot Apþrovêd Date:
EQUIVALENCY CERTIFICATION FOR
DISCIPLINES NOT REQUIRING THE MASTER'S DEGREE(For Credit Courses)
NAME: Marcy Mallette DIVISION: Academic Affairs
DEPARTMENT: Life and Phvsical Science DISCIPLINE: Aqribusiness
X Bachelo/s degree in any discipline; plus two years of teaching experience or two years of occupationalexperience in the discipline of the assignment. lf required, appropriate certification to practice or licensure, or itsequivalent.
I Course work equivalent to a bachelo/s degree in any discipline (Defined as the successful completion of 120semester units, including the completion of courses usual to a general education component); plus two years ofteaching experience or two years of occupational experience in the discipline of assignment. lf required,appropriate certification to practice or licensure, or its equivalent.
I Associate degree in any discipline; plus six years occupational experience in the discipline of the assignment, orsix years of teaching experience in the discipline of the assignment. lf required, appropriate certification topractice or licensure, or its equivalent.
f Course work equivalent to an associate degree in any discipline (to include the Title 5 section 55063 GeneralEducation Areas); plus six years of occupational experience in the discipline of the assignment or six years ofteaching experieäie in the riiscipline of tlie assignmônt, lf required, appiopriate certificatlon to practice orlicensure, or its equivalent,
f, State licensure or certification to teach in a discipline where the license or certification requires specified hours offormal instruction.
I Recognized accomplishments which demonstrate expertise and skill in the field of study beyond that normallyachieved through formal education and provide evidence of attaining coursework or experience equal to thegeneral education requirements as outlined in Title 5 section 55063,
NOTE: Teaching and occupational experience may be combined to total the required number of years.
NOTE: Official copies of transcripts are required for all coursework being submitted for equivalency.
NOTE: An Allan Hancock College Verification of Employment (VOE)form is required for all employment beingsubmitted for equivalency.
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68 - 2 Revised
RATIONALE: Explain how the applicant's qualifications meet the selected guideline, Qualifïcations must beverified with appropriate documentation. Please refer to Professional Standards Guidelines foroutline format. (Signature block on the reverse side of this form.)
Applicant has significantwork experience in the field. Since year 2006 until present, Marcy has been workingas enologisl, winemaker, cellar master and technicalwinemakèr.
Positions held include:Laffort USA - Technfcaf Winemaker -2015- PresentE&J Gallo - Winemaker - 2013.2015Long Meadow Ranch ì/Vinery, ST.Helena, CA - 2012.2013
I hereby certify that all information submitted above is true and correçt.
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I have reviewed all documentation and recommend approval of the equivalency,
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68 - 3 Revised
ALLAN HANCOCK COLLEGE J Eouivalencv Approval Date:' RTnnl'¡'nNot Apploved'Date:
EQUIVALENCY CERTIFICATION FOR
DISCIPLINES NOT REQUIRING THE MASTER'S DEGREE
(For Credit Courses)
NAME: Penk, Heather DIVISION : Academic Affairs
DEPARTMENT: Mathematical Sciences DISCIPLINE: Math
X Bachelor's degree in any discipline; plus two years of teaching experience or two years of occupational experience
in the discip'iine of the'assignment. lf requiied, appropriate certification to practice or licensure, or its equivalent.
f Course work equivalent to a bachelor's degree in any discipline (Defined as the successful completion of 120
semester units, including the completion ofcourses úsual to a general education component); plus two years ofteaching experience or two years of occupational experience in the discipline of assignment. lf required,
appropriate certification to practice or licensure, or its equivalent.
I Associate degree in any discipline; plus six years occupational experience in the discipline of the-assignment, or
six years of teãching efperience in ihe discipline of the assignment. lf required, appropriate certification to
practice or licensure, or its equivalent.
n Course work equivalent to an associate degree in any discipline (to include the Title 5 section 55063 General
Education Areab); plus six years of occupational exp-erience in the discipline of the assignment or six years ofteaching experiehce in the discipline of the assignment, lf required, appropriate cerlification to practice or
licensure, or its equivalent.
I State licensure or certification to teach in a discipline where the license or certification requires specified hours offormal instruction.
! Recognized accomplishments which demonstrate expertise and skill in the field of study beyond that normally
achieùed through formal education and provide evidence of attaining coursework or experience equal to thegeneral education requirements as outlined in Title 5 section 55063,
NOTE: Teaching and occupational experience may be combined to total the required number of years,
NOTE: Official copies of transcripts are required for all coursework being submitted for equivalency,
NQTE: An Allan Hancock College Verification of Employment (VOE) form is required for all employment being
submitted for equivalency.I'i
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68 - 4 Revised
RATIONALE: Explain how the applicant's qualifications meet the selected guideline. Qualifications must be
verified with appropriate documentation. Please refer to Professional Standards Guidelines foroutline format. (Signature block on the reverse side of this form,)
Bachelor's degree in any discipline and 16 years'experience teaching high school mathematics.
I hereby certify that all information submitted above is true and correct.
Signatup/2fpa n d i d ate :
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I have reviewed all documentation and recommend approval of the equivalency.
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68 - 5 Revised
Administrator Initiating Item:
Susan Houghton Final Disposition:
ACTION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Acceptance of Grants Approved Item
Number: 13.A.
Strategic
Goal:
Goal IR2: To develop district financial resources adequate to support
quality programs and services. Enclosures: Page 1 of 2
The office of institutional grants has been notified of the funding for the following grants in the amount of
$1,199,997.
BACKGROUND
1. Santa Maria Recreation and Parks Department: Partnership Grant ($10,000)
The college has been awarded funding for a new athletic scoreboard. These funds will be used toward the
purchase of a new scoreboard, which will be placed in the current location of the existing scoreboard on the
AHC football field and track. This new scoreboard will include the ability to relay track and field scoring
elements as well as football scores.
The grant will augment funds already raised by the AHC Athletics Booster Club. The project period is one
year. (Submitted by Kim Ensing)
(continued)
FISCAL IMPACT
1. Santa Maria Recreation and Parks Department: Partnership Grant ($10,000). The grant will augment funds
already raised by the AHC Athletics Booster Club. The project period is one year.
2. California Community Colleges Chancellor’s Office: Deputy Sector Navigator: Agriculture, Water, and
Environmental Technology ($200,000). There is a $200,000 matching requirement that will be provided by
in-kind cost of personnel, facility use, and contributions from local industry. The project period is July 1,
2017 – June 30, 2018.
3. California Community Colleges Chancellor’s Office: Perkins Career Technical Education Act (CTEA) and
Career Technical Education (CTE) Transitions ($571,497). No matching funds are required. The project
period is July 1, 2017 – June 30, 2018.
4. California Community College Chancellor’s Office: CCC Maker Implementation Grant ($350,000). There is
a $116,550 matching requirement that will be provided by in-kind cost of personnel, facility use, and
contributions from local industry and partnering organizations. The project period is July 1, 2017 – June 30,
2019.
5. California Community College Chancellor’s Office: Enrollment Growth for Associate Degree Nursing
Program ($68,500). No matching funds required. The project period is July 1, 2017 – June 30, 2018.
RECOMMENDATION
Staff recommends that the board of trustees accept these contracts for a total of $1,131,497 in restricted funds to the
district.
69
2. California Community Colleges Chancellor’s Office: Deputy Sector Navigator: Agriculture, Water,
Environmental Technology ($200,000)
The college has been awarded continued funding to serve the South Central Coast Regional Consortium in the
Agriculture, Water, and Environmental Technology sector. The project will work with employers, industry,
and labor organizations to strengthen programs at regional colleges and high schools; provide incumbent
worker training; and promote opportunities for contract education and faculty professional development.
There is a $200,000 matching requirement that will be provided by in-kind cost of personnel, facility use, and
contributions from local industry. The project period is July 1, 2017 – June 30, 2018. (Submitted by Holly
Nolan Chavez; Margaret Lau)
3. California Community College Chancellor’s Office: Perkins Career Technical Education Act (CTEA) and
Career Technical Education (CTE) Transitions ($571,497)
The college has been awarded funding through the CTEA and CTE Transitions to modernize technology in
CTE programs, integrate academics in the CTE curriculum, and improve outcomes for special populations.
CTE Transitions will continue collaboration with local high schools to expand articulation agreements and
develop career pathways to meet California CTE academic standards.
There is no matching funds requirement. The project period is July 1, 2017 – June 30, 2018. (Submitted by
Margaret Lau)
4. California Community College Chancellor’s Office: CCC Maker Implementation Grant ($350,000).
The college has been awarded funding through the California Community Colleges Chancellor’s Office, with
Sierra College as fiscal agent, to implement a community of Makerspaces. The goal of this two-year program
is to engage students through mentoring and internships to discover and prepare them for STEAM careers,
plan and implement a Makerspace, integrate with the statewide CCC Maker community, and support
innovation across disciplines. Partnerships will be formed with the Santa Maria Valley Discovery Museum
and the Santa Maria Public Library.
There is a $116,500 matching requirement that will be provided by in-kind cost of personnel, facility use, and
contributions from local industry and partnering organizations. The project period is July 1, 2017 – June 30,
2019. (Submitted by Robert Mabry; Margaret Lau)
5. California Community Colleges Chancellor’s Office: Enrollment Growth for Associate Degree Nursing
Program ($68,500)
The college has been awarded continued funding to enroll additional students in the Associate Degree
Nursing Program and to provide support to enhance retention and increase the number of students who pass
the National Council Licensure Examination for Registered Nurse.
No matching funds are required. The project period is July 1, 2017 – June 30, 2018 (Submitted by Daphne
Boatright; Margaret Lau)
70
Administrator Initiating Item:
Felix Hernandez Jr.
Final Disposition:
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Affirmation of Award of Contract, Building K Roof Replacement,
Informal Bid No. 17-200
Item
Number: 13.B.
Strategic
Goal:
Goal IR4: To provide a safe, attractive, and accessible physical
environment that enhances the ability to teach, learn, and work.
Enclosures:
Page 1 of 1
BACKGROUND
The Building K Roof Replacement project scope of work includes replacement of the existing roof with a new PVC
roof type system. PVC is a flexible, thermoplastic membrane manufactured using an ultraviolet-resistant polyvinyl
chloride. The current building roof flashing and edge fascia will also be replaced as part of the roof project.
In January 2015, the board of trustees adopted Resolution 15-03 enacting informal bidding procedures under the
California Uniform Public Construction Cost Accounting Act (CUPPCCA). The resolution, in part, authorized the
vice president, operations, without further action or authorization of the governing board of the district, to award
contracts pursuant to the informal bidding procedures adopted by these resolutions to the pre-qualified bidder
submitting the lowest priced responsive bid proposal in the amount of $175,000 or less.
On June 19, 2017 a solicitation of bids for the Building K, Roof Replacement project, 17-200 was emailed to local
roofing contractors on the district’s annual contractor list (as required by CUPPCCA). Informal bids were received on
July 11, 2017. The results are below:
Vendor Location Total
Craig Roof Company, Inc. Santa Barbara, CA $129,488
Best Contracting Services, Inc. Gardena, CA $246,499
Channel Islands Roofing, Inc. Oxnard, CA $194,833
Chip Cooper's Roofing, Inc. Santa Maria, CA $267,172
The contract was awarded on July 26, 2017 to the lowest responsive bidder, Craig Roof Company, Inc. by the vice
president, operations.
FISCAL IMPACT
The construction contract is $129,488 and will be funded from the state scheduled maintenance and special repairs
program funds.
RECOMMENDATION
Staff recommends that the board of trustees affirm the award of the contract for the Building K Roof Replacement
project to Craig Roof Company, Inc. in the amount of $129,488.
71
CONSENT ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Appointment of Interim Classified Management Position Item Number:
13.C.
Strategic Goal:
Goal IR4: To provide a safe, attractive, and accessible physical environment that enhances the ability to teach, learn, and work.
Enclosures: Page 1 of 1
BACKGROUND
Ronald Schram, interim district police chief, campus police, full time, 12 months, range 16-F, management salary schedule, effective August 15, 2017 through December 31, 2017, or earlier per district need, and pending successful completion of pre-employment requirements.
Reason: Mr. Schram will temporarily fill the vacancy due to the resignation of Paul Grohowski, effective July 31, 2017.
Mr. Schram was a sergeant for the Los Angeles County Sheriff’s Department from February 1978 to February 2009; he was a sergeant for Cuesta College Police Department, San Luis Obispo, from February 2009 to February 2014; and he was a detective consultant for the City of Santa Maria Police Department from December 2015 to May 2017.
FISCAL IMPACT
The cost to the unrestricted general fund is approximately $53,411 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget.
RECOMMENDATION
Staff recommends that the board of trustees approve the temporary appointment of Ronald Schram, interim district police chief, campus police, effective August 15, 2017 through December 31, 2017, or earlier per district need, and pending successful completion of pre-employment requirements.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
72
ACTION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject:
Ratification of the Agreement between the Allan Hancock College Joint Community College District and the California School Employees Association Allan Hancock College Chapter #251 Contract Reopeners on the Entire Agreement for Fiscal Year 2017-2018 through 2019-2020
Item Number:
13.D.
Strategic Goal: Goal IR1: To recruit and retain quality employees. Enclosures: Page 1 of 128
BACKGROUND Negotiations between the District and California School Employees Association, Allan Hancock College Chapter #251, began March 30, 2017 and completed on July 27, 2017, when a tentative agreement was reached on the reopeners for the entire agreement, retroactive to July 1, 2017 through June 30, 2020. It is recommended that the board of trustees approve the Agreement between the Allan Hancock College Joint Community College District and the California School Employees Association, Allan Hancock College Chapter #251, pending ratification by CSEA. There are placeholders in the contract for the Table of Contents and Appendix A-2 and A-3. These items will be updated once all changes are accepted. FISCAL IMPACT The cost to the unrestricted general fund is approximately $591,780 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees ratify the Collective Bargaining Agreement between the Allan Hancock Joint Community College District and the California School Employees Association, Allan Hancock College Chapter #251, pending ratification by CSEA.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
73
AGREEMENT
BETWEEN
ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT
AND THE
CALIFORNIA SCHOOL EMPLOYEES ASSOCIATION
AND ITS ALLAN HANCOCK COLLEGE CHAPTER #251
EFFECTIVE
JULY 1, 20142017 through JUNE 30, 20172020
1
74
Table of Contents
2
75
ARTICLE 1: RECOGNITION
1.1 Recognition of Bargaining Unit and Position TitlesThe Allan Hancock College Joint Community College District, hereinafter referred
to as the “District” or “district” recognizes the California School Employees
Association and its Allan Hancock College Chapter #251, hereinafter referred to
as “CSEA” or the “Association” as the sole and exclusive bargaining agent for
classified employees occupying classes listed in Appendix A.
1.2 Positions Excluded From the Bargaining Unit All management, supervisory, confidential, substitute and short-term (as defined
in Ed Code 88003), professional experts, certificated (faculty), and student
employees shall be excluded from the unit. See definitions in Appendix DC.
1.3 Other Positions Excluded 1.3.1 Employees who are not part of the classified service:
• Auxiliary programs corporation employees
• AHC Foundation employees
1.3.2 The district shall seek consultation with CSEA regarding the determination
of new and vacant confidential and supervisory positions. All disputes will
be submitted to Public Employment Relations Board (PERB).
1.4 Recognition of the District Board of Trustees The CSEA in turn, recognizes the College District Board of Trustees as the duly
elected representatives of the people and agrees to negotiate exclusively with
the District Board of Trustees or designated representative through the
provisions of Government Code Section 3540, et seq.
3
76
ARTICLE 2: NO DISCRIMINATION
2.1 Discrimination Prohibited No employee in the bargaining unit shall in any way be favored or discriminated
against in wages, hours, or other terms and conditions of employment because
of his/her political opinion or affiliations, union affiliation, ethnic group
identification, race, color, religion, gender, national origin, ancestry, age,
disability, medical condition, status as a military veteran, marital status, sexual
orientation, or any other legally protected category.
4
77
ARTICLE 3: MANAGEMENT RIGHTS AND RESPONSIBILITIES
3.1 Management Rights The Board, on its own behalf and on behalf of the electors of the district, hereby
retains and reserves unto itself, without limitation, all powers, rights, authority,
duties, and responsibilities conferred upon and vested in it by the laws and
Constitution of the State of California, and of the United States, including, but
without limiting the generality of the foregoing, the right:
3.1.1 The executive management organization and administrative control of the district and its properties and facilities, and the activities of its employees;
3.1.2 To direct the work of its employees, determine the time and hours of operations and determine the kinds and levels of services to be provided and the methods and means of providing those services including entering into contracts with private vendors for services;
3.1.3 To hire all employees, and, subject to the provisions of law, to determine their qualifications and the conditions for their continued employment, discipline, dismissal or demotion; and to promote, assign, and transfer all such employees;
3.1.4 To establish educational policies, goals and objectives; to insure the rights and educational opportunities of students; to determine staffing patterns; to determine the number and kinds of personnel required in order to maintain the efficiency of district operations; and
3.1.5 To build, move or modify facilities; establish budget procedures and determine budgetary allocation; determine the methods of raising revenue; and take action on any matter in the event of an emergency.
3.2 Exercise of Management Rights The exercise of the foregoing powers, rights, authority, duties, and
responsibilities by the Board, the adoption of policies, rules, regulations and
practices in furtherance thereof, and the use of judgment and discretion in
connection therewith shall be limited only by the specific and express terms of
this agreement and then only to the extent such specific and express terms
hereof are in conformance with the Constitution and laws of the State of
California and the Constitution and laws of the United States.
3.2.1 The exercise of the foregoing rights of the Board shall not be subject to
review or determination through the provisions of the grievance procedure,
Article 7.
3.2.2 The district requires that each employee advise the office of Human
Resources of their current home address and mailing address if different
and phone number.
5
78
3.3 Policy Modifications in Case of Emergency The district retains its right to amend, modify or rescind policies and practices
referred to in this article in case of emergency. For purposes of this article
emergency shall include disasters resulting from storms, flood, fire or other
calamitous events which affect the health, safety, convenience and welfare of the
public or college.
3.4 Contracting Out 3.4.1 The District is authorized to contract out services currently or customarily
performed by the bargaining unit employees as allowed in Ed Code
88003.1 and Public Contract Code 20655 and 20656.
3.4.2 Notice to CSEA: In the event the district is considering contracting out
services currently or customarily performed by the bargaining unit
employees , the district will notify the CSEA chapter president, or
designee, in writing.
3.4.2.1 Such notice shall be given sufficiently in advance to allow for
discussion, if necessary, unless in the case of emergency as
defined in Ed code.
3.4.3 If Education Code Section 88003.1 is modified during the term of this
contract, the amended code shall supersede Section 3.4. If Education
Code Section 88003.1 is repealed, the entire Section 3.4 will be deleted
from the agreement and replaced with the following language (new 3.4 if
law is repealed):
3.4.3.1 The district agrees that it will meet and negotiate with CSEA
before deciding to contract out work normally and customarily
performed by bargaining unit employees if contracting out would
displace a classified employee.
6
79
ARTICLE 4: ASSOCIATION RIGHTS
4.1 Bulletin Boards and Mail Boxes CSEA shall have the right to use without charge the bulletin board space
provided for communication with bargaining unit employees at work sites. Prior to
any change in the location of a bulletin board or the installation of a new bulletin
board, the district will meet with CSEA. CSEA is authorized to place CSEA
communications in college mailboxes for distribution to bargaining unit
employees. Any material to be posted must be dated and must identify the
Association as the source of the material. A copy of any material for general
distribution to CSEA bargaining unit employees will be provided to the director of
human resources.
4.2 Mail System The district authorizes the association to place CSEA communications in the
college internal mail system for distribution to bargaining unit employees. A copy
of any material for general distribution to CSEA bargaining unit employees will be
provided to the director of human resources at time of distribution. Any use of
the electronic communications system will be governed by Board Policy 8990
and by Administrative Procedure 8990.1.
4.2.1 CSEA Allan Hancock College Chapter 251 and its representatives have
the right to use the district email system for association purposes; to send
and receive emails both internally and externally. This shall include the
right to send email communications to all bargaining unit employees, as
long as such use does not interfere with the college business purpose of
email or the work production of any college employee.
4.3 Documents 4.3.1 The district shall make available prior to each monthly meeting of the
board of trustees a complete agenda for the current meeting
4.3.2 The district shall provide to CSEA, upon request, a copy of other college
produced documents, excluding confidential communications, which can
reasonably be expected to have an impact on the implementation and
administration of this agreement.
7
80
4.3.3 The district shall provide CSEA with a personnel roster giving home address and phone number (unless restricted by the bargaining unit employee), the name, job title, principal department, step and range, hours worked per week, and number of months worked per year of all employees of the bargaining unit. This roster will be provided annually during the month of September.
3.1.6
4.4 Release Time
Purpose Release Time 4.4.1 Annual Conference 5 days for appointees
4.4.2 Officers Up to 5 hours/week per officer
4.4.3 Negotiations Reasonable release time to participate in negotiations for 6 employees
4.4.4 Council Memberships Release time for scheduled meetings
4.4.5 CSEA Hour 2 hours twice a year
4.4.6 Grievance/Labor Relations
Reasonable release time to resolve complaints/grievances
4.4.7 Job Stewards Reasonable release time to resolve complaints/grievances
4.4.1 CSEA Annual Conference The district agrees to provide five (5) days of release time without loss of
regular salary, to three CSEA appointed delegates to attend CSEA annual
conference. CSEA shall provide sixty (60) calendar days advance written
notice to the district designating the delegates to be released.
4.4.2 Chapter Business and Release TimeCSEA agrees that all chapter business shall be conducted at other than
the regular working hours of bargaining unit employees, except as set
forth below. CSEA business may be conducted during a bargaining unit
employee’s rest breaks not to interfere with college business or the
instructional program. The district will provide CSEA chapter executive
board members up to a total of five hours per week of release time to
conduct CSEA Chapter 251 business during the life of this agreement.
Release time, when used, should be taken at a time so as not to interfere
with college business or instructional programs.
4.124.2.1 CSEA Chapter 251 business is defined as meetings
with district administrators and/or supervisors regarding employer-
employee relations as well as with bargaining unit employees
8
81
regarding the terms and conditions of employment covered by the
agreement between the district and CSEA Chapter 251.
4.124.2.2 The chapter officer shall notify his/her immediate supervisor
in writing at least 24 hours in advance, except in extenuating
circumstances, when he/she will be leaving the job site for chapter
business. If the chapter officer will be meeting with another
bargaining unit employee, he/she shall notify that employee's
immediate supervisor in writing at least 24 hours in advance except
in extenuating circumstances.
4.124.2.3 If, as determined by the immediate supervisor, an adequate
level of service cannot be maintained in the absence of either the
chapter officer or the bargaining unit employee, CSEA business will
be conducted at another time.
4.124.2.4 It is not the intent of section 4.124.2 to waive any part of
Education Code Section 88210.
4.4.3 Release Time for Negotiations
CSEA shall have the right to designate up to six (6) employees who shall
be given reasonable release time to participate in negotiations.
4.4.4 Council Membership CSEA will make all appointments of classified employees in the bargaining
unit to serve as CSEA representatives on the following shared governance
councils:
• College Council • Budget Council • Facilities Council • Human Resources Council • Institutional Effectiveness Council • Student Learning Council • Student Services Council • Technology Council
4.134.4.1 Committee Membership: Under each council may be a
series of standing committees, subcommittees, and task forces.
Unit member participation on those committees will be based on
work knowledge and/or appointments by CSEA.
9
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4.134.4.2 It is recommended that a bargaining unit employee not serve
on more than one council, or two standing committees,
subcommittees, or task forces during any fiscal year. This
restriction does not apply if the employee serves on his/her own
time rather than district time. The amount of time spent in
participation should be reasonable and not interfere with work
performance.
4.134.4.3 Bargaining unit members have the responsibility to notify
their supervisor of their appointment to a council, committee, and/or
taskforce and include a schedule of all meetings.
4.4.4.4 The district Safety Committee shall include proportional
representation from CSEA. The committee shall review health,
safety, sanitation and working conditions to ensure compliance with
Section 20.1. The committee shall make recommendations to the
district concerning improvements in health, safety, sanitation, and
working conditions.
4.4.4.4.1 Release time: The bargaining unit members of the
committee shall be allowed reasonable release time to
attend meetings of the committee or related activities.
4.4.5 CSEA Hour Twice a year, the district agrees the association shall be granted no
more than onetwo hours for the purpose of an informational meeting for all
bargaining unit employees so long as it is not disruptive to campus
operations. CSEA shall be responsible for notifying the human resources
director of the time and date of the meeting.
4.4.6 Grievance/Labor Relations Release Time The Chapter 251 President or other Chapter 251 officers shall have
reasonable release time for processing or resolving grievances or other
district/CSEA labor relations matters in accordance with the provisions of
Article 4.164.7.
4.4.7 Union Stewards It is agreed that CSEA in appointing such representatives does so for the
purpose of promoting an effective relationship between the district and
employees by helping to settle problems at the lowest level of supervision.
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4.4.7.1 Selection of Union Stewards
CSEA will designate the method of selection of Union Stewards.
CSEA will notify the district in writing of the names of not more than
eight (8) Union Stewards and the group or groups they represent.
If a change is made, the district (director, human resources) will be
advised in writing of such change.
4.4.7.2 Duties and Responsibilities of Union Stewards
The following will be understood to constitute the duties and
responsibilities of Union Stewards:
4.4.7.2.1 After notifying his/her immediate superior as
much in advance as possible, a union steward will be
permitted to leave his/her normal work area during
reasonable times in order to process grievances. The union
steward will advise the supervisor and the grievant of his/her
presence. The union steward is permitted to discuss any
problem with all employees immediately concerned, and, if
appropriate, to attempt to achieve settlement in accordance
with the grievance procedure.
4.4.7.2.2 If, due to an emergency, an adequate level of
service cannot be maintained in the absence of a union
steward at the time of the notification mentioned in section
4.18.1, the union steward will be permitted to leave his/her
normal work area immediately following the emergency.
4.4.7.3 CSEA Staff Assistance
Union Stewards will be entitled to seek and obtain assistance from
CSEA staff personnel at any time, in accordance with Subsection
4.18 for the purpose of processing grievances and matters related
thereto and other reasons relating to wages, hours, and terms and
conditions of employment covered by this agreement.
4.5 Distribution of Contract
Within forty-five (45) days after the execution of this contract, the district shall
post the Agreement and/or Amendments to the Agreement on the AHC website
and the myHancock portal. Hard copies shall be provided to the CSEA
Executive Board Members, negotiating team members, and new employees.
Copies will also be provided to individual bargaining unit employees upon
request.
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4.6 Facility Use The district authorizes CSEA Chapter 251 to use college classroom facilities at
no charge unless extra cost is incurred for reasonable and lawful purposes at
times other than normal working hours and hours of student instruction as long
as CSEA submits the proper facility use form to the district and receives district
approval.
4.7 Equipment Use The District authorizes CSEA to use college office and duplicating equipment as
long as the use of such equipment does not interfere with student instruction or
work production, and CSEA pays the cost of materials and supplies associated
with equipment use. To capture the cost of the materials, copies should be made
through Campus Graphics.
4.8 Telephone The district authorizes CSEA to use district telephones (excluding fax machines)
so long as calls are placed only to college work sites and that use of telephone
equipment does not interfere with the college business purposes of telephone
equipment or the work production of any bargaining unit employee. Long
distance telephone calls will not be made from district telephones unless
circumstances make a call essential, and in such cases the call will be logged in
advance with the district administrative services office which will bill CSEA for the
cost.
4.9 Access to Work Areas CSEA shall have the right of access at reasonable times to areas in which
employees work.
4.10 New Employee Orientation The district provides an orientation for all new employees. At that orientation,
CSEA will have the opportunity to present contract awareness details to all
bargaining unit employees.
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4.11 Notice of CSEA Executive Board Members CSEA will provide the district (director, human resources) with a list of CSEA,
Chapter 251 Executive Board members, including Union Stewards, in the month
of January of each year. If a change is made, the district will be advised in
writing of such change.
4.12 Chapter Business and Release TimeCSEA agrees that all chapter business shall be conducted at other than the regular working hours of bargaining unit employees, except as set forth below. CSEA business may be conducted during a bargaining unit employee’s rest breaks not to interfere with college business or the instructional program. The district will provide CSEA chapter executive board members up to a total of five hours per week of release time to conduct CSEA Chapter 251 business during the life of this agreement. Release time, when used, should be taken at a time so as not to interfere with college business or instructional programs.
4.12.1 CSEA Chapter 251 business is defined as meetings with district administrators and/or supervisors regarding employer-employee relations as well as with bargaining unit employees regarding the terms and conditions of employment covered by the agreement between the district and CSEA Chapter 251.
4.12.2 The chapter officer shall notify his/her immediate supervisor in writing at least 24 hours in advance, except in extenuating circumstances, when he/she will be leaving the job site for chapter business. If the chapter officer will be meeting with another bargaining unit employee, he/she shall notify that employee's immediate supervisor in writing at least 24 hours in advance except in extenuating circumstances.
4.12.3 If, as determined by the immediate supervisor, an adequate level of service cannot be maintained in the absence of either the chapter officer or the bargaining unit employee, CSEA business will be conducted at another time.
4.12.4 It is not the intent of section 4.12 to waive any part of Education Code Section 88210.
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4.13 Council Membership
CSEA will make all appointments of classified employees in the bargaining unit to serve as CSEA representatives on the following shared governance councils:
• College Council • Budget Council • Facilities Council • Human Resources Council • Institutional Effectiveness Council • Student Learning Council • Student Services Council • Technology Council 4.13.1 Committee Membership: Under each council may be a series of standing
committees, subcommittees, and task forces. Unit member participation on those committees will be based on work knowledge and/or appointments by CSEA.
4.13.2 It is recommended that a bargaining unit employee not serve on more than one
council, or two standing committees, subcommittees, or task forces during any fiscal year. This restriction does not apply if the employee serves on his/her own time rather than district time. The amount of time spent in participation should be reasonable and not interfere with work performance.
4.13.3 Bargaining unit members have the responsibility to notify their supervisor of their
appointment to a council, committee, and/or taskforce and include a schedule of all meetings.
4.14 CSEA Hour Twice a year, the district agrees the association shall be granted no more than
one hour for the purpose of an informational meeting for all bargaining unit employees so long as it is not disruptive to campus operations. CSEA shall be responsible for notifying the human resources director of the time and date of the meeting.
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4.15 Grievance/Labor Relations Release Time
The Chapter 251 President or other Chapter 251 officers shall have reasonable release time for processing or resolving grievances or other district/CSEA labor relations matters in accordance with the provisions of Article 4.16.
4.16 Union Stewards Purpose
It is agreed that CSEA in appointing such representatives does so for the purpose of promoting an effective relationship between the district and employees by helping to settle problems at the lowest level of supervision.
4.17 Selection of Union Stewards
CSEA will designate the method of selection of Union Stewards. CSEA will notify the district in writing of the names of not more than eight (8) Union Stewards and the group or groups they represent. If a change is made, the district (director, human resources) will be advised in writing of such change.
4.18 Duties and Responsibilities of Union Stewards
The following will be understood to constitute the duties and responsibilities of Union Stewards:
4.18.1 After notifying his/her immediate superior as much in advance as possible, a
union steward will be permitted to leave his/her normal work area during reasonable times in order to process grievances. The union steward will advise the supervisor and the grievant of his/her presence. The union steward is permitted to discuss any problem with all employees immediately concerned, and, if appropriate, to attempt to achieve settlement in accordance with the grievance procedure.
4.18.2 If, due to an emergency, an adequate level of service cannot be maintained in
the absence of a union steward at the time of the notification mentioned in section 4.18.1, the union steward will be permitted to leave his/her normal work area immediately following the emergency.
4.19 CSEA Staff Assistance
Union Stewards will be entitled to seek and obtain assistance from CSEA staff personnel at anytime, in accordance with Subsection 4.18 for the purpose of processing grievances and matters related thereto and other reasons relating to
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wages, hours, and terms and conditions of employment covered by this agreement.
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ARTICLE 5: ORGANIZATIONAL SECURITY
5.1 Membership Effective January 1, 2001, if requested by CSEA, classified bargaining unit
employees shall join the California School Employees Association or pay the
organization a fair share services fee, as required by Government Code Section
3546.
5.2 CSEA Members
The district will deduct from the pay of bargaining unit members who are
members of CSEA and pay to the association the normal and regular monthly
association membership dues as voluntarily authorized in writing by the
employee on the appropriate district form, subject to the following conditions:
5.2.1 Such deduction shall be made only upon the submission of a district approved form on a duly executed and revocable authorization by the employee.
5.2.2 The district shall not be obligated to put into effect any new, changed, or discontinued deduction until the pay period commencing fifteen (15) working days or more after such submission.
5.2.3 An employee is required to maintain his or her membership in good standing for the duration of this agreement. The employee may terminate his or her obligation to the employee organization and convert to service fee status within a period of 30 days following the expiration of the agreement.
5.3 Service Fee Payers For employees who do not submit the form referenced in Section 5.2.1, the district pursuant to Education Code 88167 (b), will make an involuntary deduction of a service fee and pay it to the association within thirty (30) days.
5.3.1 A payroll deduction authorization form shall not be required for such deductions.
5.3.2 Any employee may pay service fees directly to CSEA in lieu of payroll deductions. The employee shall be responsible to provide the district proof of said payment.
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5.4 Religious Objection Any employee covered by the Collective Bargaining Agreement who is a member
of a verified religious body whose traditional tenets or teachings include
objections to joining or financially supporting employee organizations shall not be
required to support CSEA; except that such employee shall be required, in lieu of
a service fee, to pay sums equal to such service fee either to a nonreligious, non
labornon-labor organization, charitable fund exempt from taxation under Section
501(c)(3) of Title 26 of the Internal Revenue Code, chosen by the employee from
the following list:.
Allan Hancock College Foundation
United Way of Northern Santa Barbara County
PCPA Foundation
American Red Cross Santa Barbara County
American Cancer Society
American Lung Association
5.4.1 Any bargaining unit member claiming this religious exemption must file a written request for exemption with the CSEA Legal Department as noted below in section 5.4.4. If the request is granted, CSEA shall inform the district of the bargaining unit employee’s designated charity and the District shall ensure that all future deductions of the service fee from the employee’s pay warrant be paid to the designated charity. Either CSEA or the district may require that proof of such payments be made on an annual basis to the district as a condition of continued exemption from the requirement of financial support to the recognized employee organization.
5.4.2 The California School Employees Association and its Allan Hancock College Chapter #251 agree to save and hold harmless the district from all claims, demands, suits or any other action arising as a result of the enforcement of Article Five of the agreement and agree to assume the defense upon request of the district in connection with any legal proceedings under this article.
5.4.3 The district shall promptly notify CSEA of any and all legal actions against this provision and CSEA shall have the exclusive right to decide what, if any, legal actions should be attempted in defense of this provision.
5.4.4 Any bargaining unit employee claiming such religious exemption shall submit in a written request to CSEA’s legal department for review and processing. Such written requests must be submitted to:
Legal Department
Attn: Religious Exemption Request
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California School Employees Association
2045 Lundy Avenue
San Jose CA, 95131
CSEA, upon verification of eligibility for exemption, shall notify the district
with appropriate instructions.
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ARTICLE 6: PERSONNEL FILES/ EVALUATIONS
6.1 Personnel Files 6.1.1 The official personnel file of each bargaining unit employee shall be
maintained in the district's human resources office.
6.1.2 The official personnel file shall be limited to include copies of each official
performance evaluation, notice of employment or change in status, official
commendations when noted in or attached to the performance evaluation,
reprimands, warnings when attached to an official reprimand, and such
other documents which may be deemed appropriate by the district.
6.1.3 Employees shall be provided with copies of any written material ten (10)
workdays before it is placed in the employee's official personnel file. An
employee is entitled to respond to the material within those ten (10)
workdays. The written response shall be attached to the material. Within
the ten (10) working days, an employee and/or union representative may
request, in writing, a meeting with the director of human resources,
regarding the material.
An employee may use up to one (1) hour of duty time to prepare a
response to the material, scheduled with the approval of the immediate
supervisor.
Any material related to a disciplinary action placed in the file will be done
in compliance with Article 19.5.1 .
6.1.4 Bargaining unit employees shall receive reasonable release time to
examine the contents of his/her official personnel file. A bargaining unit
employee upon request may receive a copy of any document in the official
personnel file.
6.1.5 All bargaining unit employee personnel files shall be kept in confidence in
the human resources office and shall be available for inspection only by
authorized employees of the district (the immediate supervisor, human
resources) in the proper administration of the district's affairs or the
supervision of the employee. Other personnel may be allowed access
with the written permission of the employee.
The district shall keep a log of the persons with the exception of the
personnel administration who have examined a personnel file as well as
the date such examinations were made. Such log and the employee's
personnel file shall be available for examination by the employee or
his/her CSEA representative if authorized in writing by the employee. The
log shall be maintained in the employee's personnel file.
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6.1.6 Any materials placed in the personnel file shall contain the date on which
such material was originated and the name of the person who originated
the document.
6.1.7 No disciplinary action shall be taken for any cause which arose prior to the
employee's becoming permanent, nor for any cause which arose more
than two years preceding the date of the filing of the notice of cause
unless such cause was concealed or not disclosed by such employee
when it could be reasonably assumed that the employee should have
disclosed the facts to the employing district.
6.2 Evaluation Timeframe 6.2.1 Probationary Employees:
6.2.1.1 New employees of the district shall serve a one-year probationary
period before becoming permanent.
6.2.1.2 Probationary bargaining unit employees shall be evaluated three
times during the initial probationary period during the 3rd, 6th and
9th month of their assignment, except for extenuating
circumstances, and then at their one year scheduled evaluation
period.
6.2.1.3 Employees who have been employed by the district for one year
or more but who are promoted shall serve a probationary period
of six (6) months in the new position. Bargaining unit employees
shall be evaluated two (2) times during the six month probationary
period, usually during the 3rd month of their assignment, and
again prior to the completion of their six month probationary
period.
6.2.1.4 Any employee who is unsuccessful in passing a promotional
probationary period because of the employee’s performance shall
have reversion rights to his/her former or equivalent position. If
neither the employee’s previous position nor an equivalent
position is available, the employee will have the right of first
refusal to the next opening in an equivalent position. Upon
reverting back to his/her former or equivalent position, the
employee shall receive the former salary, work hours and monthly
assignment.
6.2.2 Permanent Employees:
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6.2.2.1 Permanent bargaining unit employees will be evaluated annually
and may be evaluated more frequently as deemed necessary by
the employee's immediate supervisor.
6.3 Evaluation Process for All Employees 6.3.1 The Classified Performance Evaluation Instructions & Guide is the only
guide to be used in completing the evaluation.
6.3.2 The evaluation will be based upon the observation and/or investigation by the evaluator. Evaluations will be done only by the employee’s immediate supervisor as defined in Section 6.2.2.1. If the current immediate supervisor has not been in this position for at least half of the evaluation period, the evaluation will be done in consultation with the next line level supervisor. The next line level supervisor should include observations from employees who have worked directly with the bargaining unit employee.
6.3.3 Any evaluation with an “improvement needed” or “unsatisfactory” rating in any category shall include specific recommendations for improvements and provisions for assisting the employee in implementing any recommendations made.
6.3.4 For evaluation purposes, “immediate supervisor” is defined as the lowest level supervisor/manager assigned to supervise the employee. In the absence of the immediate supervisor/manager, the next line level supervisor will serve as the evaluator.
6.3.5 No evaluation of any employee shall be placed in any personnel file without the opportunity for discussion between the employee and the evaluator. Each bargaining unit employee shall be required to sign a copy of the evaluation, which shall be retained by the district. The immediate supervisor shall provide a signed copy of the evaluation to the bargaining unit employee.
6.3.6 The bargaining unit employee's signature on the evaluation does not necessarily signify concurrence with the evaluation. A bargaining unit employee not in agreement with the evaluation report shall have the right to respond to such evaluation in writing within ten (10) working days from the date the employee received evaluation from his/her immediate supervisor.
6.4 Grievance 6.4.1 The provisions of Article 7, Grievance Procedure, shall not apply to
Section 6.2 and 6.3. However, an employee and/or union representative
may request, in writing, a meeting with the director of human resources
regarding the evaluation timeframe and process (Sections 6.2 and 6.3).
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ARTICLE 7: GRIEVANCE PROCEDURE
7.1 Definitions 7.1.1 A "grievance" is an allegation by a grievant that she/he has been
adversely affected by a misinterpretation, misapplication or violation of a
specific provision of this Agreement.
7.1.2 A "grievant" is any bargaining unit employee and/or CSEA.
7.1.3 A "working day" is any day in which the district business offices are open for business.
7.1.4 The "immediate supervisor" is the lowest level supervisor/manager assigned to supervise the grievant.
7.2 Grievant Rights A grievant may withdraw a grievance at any step of the grievance procedure by serving written notice of the withdrawal to the manager at the respective level. The parties agree to encourage the handling of grievances in as informal, timely, and confidential manner as possible. A grievant shall receive paid release time to attend scheduled meetings with management for grievance resolution within the procedures of this article.
7.3 Informal Level, Immediate Supervisor Before filing a formal written grievance, the grievant shall attempt to resolve it by
scheduling and attending an informal conference with his/her immediate
supervisor. The bargaining unit employee may be accompanied by his/her CSEA
representative at informal grievance resolution meetings with the immediate
supervisor(s), and at any other level.
7.4 Formal Level, Level I, Immediate Supervisor 7.4.1 Within 45 working days after the occurrence of the act or omission giving
rise to the grievance or the date on which the grievant should have
reasonably known of the act or omission, the grievant shall present his/her
grievance in writing on the District Classified Grievance Form to his/her
immediate supervisor.
7.4.2 This statement shall be a clear, concise statement of the circumstances
giving rise to the grievance, citation of the specific article, section, and
paragraph of this agreement that is alleged to have been violated, the
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decision rendered at the informal conference, and the specific remedy
sought.
7.4.3 The supervisor or designee shall communicate his/her decision to the
bargaining unit employee in writing within ten (10) working days after
receiving the grievance. A failure on the part of the supervisor to
communicate his/her decision within this time period shall automatically
refer the grievance to Level II.
7.4.4 Within the above time limits, either party may request a personal
conference.
7.4.5 If the grievant is not satisfied with the decision of the supervisor at Level I,
he/she may within ten (10) working days submit an appeal of the decision
to Level II.
7.5 Formal Level, Level II, Next Level Manager(s) 7.5.1 An appeal of the grievance from Level I shall be submitted to the next
level manager on the District Classified Grievance Form. The appeal shall
include a copy of the original grievance, the decision rendered at Level I,
and a clear, concise statement of the reasons for the appeal. The next
level manager shall submit to the grievant a decision within ten (10)
working days of the receipt of the appeal. A failure on the part of the next
level manager to communicate his/her decision within this time period
shall automatically refer the grievance to Level III.
7.5.2 Within the above time limit, either party may request a personal
conference.
7.5.3 Once the grievant has submitted the Level II appeal, and if additional
levels of supervision exist, all levels of line supervision may be involved in
the decision.
7.5.4 If the grievant is not satisfied with the decision of the next level manager,
the grievant may, within ten (10) working days, submit an appeal of the
decision to Level III.
7.6 Formal Level, Level III, Grievance Officer 7.6.1 An appeal of the grievance from Level II shall be submitted to the district
grievance officer or district designee on the District Classified Grievance
Form. The appeal shall include a copy of the original grievance, the
decision rendered at Level I and Level II, and a clear, concise statement of
the reasons for the appeal. The district grievance officer or designee shall
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submit to the grievant a decision within ten (10) working days of the
receipt of the appeal. A failure on the part of the district grievance officer
or designee to communicate his/her decision within this time period shall
automatically refer the grievance to Level IV.
7.6.2 Within the above time limit, either party may request a personal
conference.
7.6.3 If the grievant is not satisfied with the decision at level III, the grievant may
request CSEA to submit it to Level IV on his/her behalf.
7.6.4 Only upon agreement by CSEA and the grievant shall the grievance go
forward to Level IV.
7.7 Formal Level, Level IV, Mediation 7.7.1 CSEA shall, on behalf of the grievant, request a mediator from the
California State Mediation and Conciliation Service within 10 working days
of the receipt of the Level III decision.
7.7.2 Within the above time limit, either party may request a personal
conference.
7.7.3 If there is no resolution from mediation, then CSEA may submit the
grievance to Level V.
7.8 Formal Level, Level V, Advisory Arbitration
7.8.1 Arbitrated Grievance: If CSEA is not satisfied with the decision at Level
IV, CSEA may submit the grievance to arbitration on the District Classified
Grievance Form. As soon as possible, the district and CSEA shall select
an arbitrator from the California State Mediation & Conciliation Service by
the method of alternate striking from a list of arbitrators supplied by the
C.S.M. & C.S. The request for such list shall be made by the district within
five (5) working days of the receipt of the District Classified Grievance
form notifying the district of the intent to move to arbitration.
7.8.2 The striking and resultant request for an arbitration hearing date shall be
made by the district and CSEA as soon after receipt of the arbitrator list as
possible.
7.8.3 The arbitrator shall render a recommendation to the Board of Trustees as
soon as possible. With the agreement of the grievant, a request may be
made for a hearing bench decision. The arbitrator shall not have the
authority to delete, add to or otherwise modify the provisions of this
agreement. The arbitrator's authority shall be limited to deciding whether
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the district has violated, misinterpreted or misapplied the referred to
express provision of this agreement and such decision shall not imply
obligations and conditions to restrict the district in its administration of the
terms of this agreement; it being understood that any matter not
specifically set forth herein remains within the management rights of the
district.
7.9 Formal Level, Level VI, Board of Trustees: 7.9.1 The decision of the arbitrator within the limits herein prescribed shall be in
the form of a recommendation to the Board of Trustees. The board shall
undertake review of the advisory recommendation at its next regularly
scheduled meeting and take formal action accepting or rejecting the
advisory recommendations. If a request for review is filed with the board
at least two (2) working days before the board meeting, the board may
permit oral arguments by representatives of the parties, but only in the
presence of one another. The board shall then render a decision on the
matter, which decision shall be final and binding on all parties.
If the board does not render such a decision within thirty (30) working days
of the board meeting then it shall be deemed to have adopted the
recommendations of the arbitrator.
7.9.2 The fees and expenses of the arbitrator shall be borne equally by the
district and the association.
7.10 Employee Processed Grievance An employee covered by this agreement may present a grievance directly and
have such grievance adjusted without intervention of CSEA as long as the
adjustment is not inconsistent with the terms of this agreement. CSEA shall be
provided copies of any grievances filed by employees directly and any responses
by the district. Prior to any resolution of any grievance, CSEA shall be provided
with a copy of the proposed resolution for review.
7.11 Association Grievance If a grievance involves the same grievable issues and the same or similar facts
and/or the employees grieving have different immediate supervisors, and/or the
grievance involves an alleged district-wide misinterpretation of this agreement,
the grievance may be submitted by CSEA on the group’s behalf at Level III.
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7.12 Grievance Witnesses The district shall grant reasonable release time to any district employee who is a
witness in connection with the grievance procedure. Said employee shall be
placed on an on-call status as a witness, and shall return to work immediately
after his/her testimony is taken.
7.13 Separate Grievance File All materials concerning an employee's grievance shall be kept in a file separate
from the employee's personnel file and shall be maintained by the Director of
Human Resources and be available for inspection only by the employee or his or
her designee and the Director of Human Resources.
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ARTICLE 8: HOURS, OVERTIME, AND ALLOWANCES
8.1 Work Year The normal work year shall begin on July 1 and end twelve (12) months later on
June 30. Certain positions have been designated as having a work year of nine,
ten, or eleven months.
8.1.1 Nine Month Employee: For nine (9) month employees hired after June 30,
2013, the normal work year shall have three (3) months or three (3) 20
consecutive non-work day periods without pay each year as assigned by
the district, provided there is no reduction in the employees current number of paid days. The normal work year for nine-month employees
hired prior to July 1, 2013 shall be nine months each year with three (3)
consecutive months or sixty (60) consecutive work days off each summer
without pay.
8.1.2 Ten Month Employee: For ten (10) month employees hired after June 30,
2013, the normal work year shall have two (2) months or two (2) 21
consecutive non-work day periods without pay each year as assigned by
the district, provided there is no reduction in the employees current number of paid days. The normal work year for ten (10) month
employees hired prior to July 1, 2013 shall be ten (10) months each year
with two (2) consecutive months or forty-three (43) consecutive work days
off each summer without pay.
8.1.3 Eleven Month Employee: For eleven (11) month employees hired after
June 30, 2013, the normal work year shall have one (1) month or one (1)
22 consecutive non-work day period without pay each year as assigned by
the district, provided there is no reduction in the employees current number of paid days. The normal work year for eleven-month employees
hired prior to July 1, 2013 shall be eleven (11) months each work year with
one (1) month or twenty-two (22) consecutive workdays off each summer
without pay.
8.2 Standard Workweek and Workday 8.2.1 The standard workweek for full-time employment shall be five (5)
consecutive days, determined by the district as not less than thirty-seven
(37) hours per week. The standard workday for full-time bargaining unit
employees shall consist of not less than seven (7) nor more than seven
and one half (7.5) hours per day. Employees are required to report for
duty at the assigned time.
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8.2.2 Part-time Work in Excess of Assignment: A classified employee who
works a minimum of thirty (30) minutes per day in excess of the regular
part-time assignment for a period of twenty (20) consecutive working days
or more, shall have the basic assignment changed to reflect the longer
hours in order to acquire fringe benefits on a properly pro-rated basis,
such as vacation and sick leave.
8.2.3 A part-time bargaining unit employee shall be less than thirty-seven (37)
hours per week.
8.2.4 The workweek and workday shall be designated by the district for each
classified assignment at the time of hire/transfer/promotion, with each
bargaining unit employee receiving a copy of their work schedule at the
time they begin their new assignment. Each bargaining unit employee
shall be assigned a fixed, regular, and ascertainable number of hours.
Should the district have an operational need to change a bargaining unit
employee’s work schedule and the bargaining unit does not agree with the
change, the district and CSEA shall meet to attempt to resolve the dispute.
It is understood that a temporary change of a work schedule for an
emergency is permitted. An “emergency” for the purposes of this Article is
defined as circumstances which could not have been planned for.
8.2.4.1 Reduction in Assigned Time: Any reduction in assigned time shall
be accomplished in accordance with Article 18, Layoff and
Reemployment. In the event the district reduces a unit member’s
percentage of employment and/or work days, the district shall
provide notice and an opportunity to bargain the decision to
reduce and the effects of the reduction in assigned time and/or
workdays.
8.3 Alternative Work Week or Flexible Modified Work Assignment 8.3.1 Alternative Work Week: The employee’s alternative work schedule must
not adversely affect the normal operations of his/her department. Fiscal
neutrality and a continued or improved level of service must be
maintained.
8.3.1.1 A full-time employee and his/her supervisor and the cabinet-level
administrator, may agree to a permanent or temporary alternative
work schedule that is not less than thirty-seven (37) hours per
week or seventy-four (74) hours every two (2) weeks (Per Ed Code 88040) with the approval of the superintendent/president
and CSEA and in consultation with human resources.
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8.3.1.2 No additional shift differential stipends will be generated and
overtime or compensatory time off will not be granted unless
hours worked exceed the scheduled workweek.
8.3.1.3 Employees not working a standard work week during a week in
which there is a district holiday will revert back to a standard work
week.
8.3.1.4 For purposes of calculating leave time used during an alternative
schedule, accrued leave days will be converted to hours when
used.
8.3.2 Flexible Modified Work Assignment: With the approval of his/her supervisor a full-time employee has the option to work modified work hours provided the work schedule is not less than 37 hours per week. This agreement shall be in writing and an agreement for any flexible modified assignment more than a day shall be forwarded to the Director of Human Resources and CSEA. 8.3.2.1 Less than 20 Hour Part-Time Flexible Modified Work Schedule: The
district may establish a flexible modified work schedule for less than 20
hour part-time bargaining unit positions that support scheduled
programs, activities, or events requiring flexible working hours or days.
CSEA and the district will identify such positions prior to recruitment.
8.3.2.2 The flexible modified work schedule, not to exceed 5 work days or
19.5 hours in a work week, shall be assigned by the district with
employee input and based on district need. At least one month
prior to the beginning of each semester, bargaining unit members
shall review with their supervisor a written schedule indicating the
days and hours the employee is assigned to work during the
upcoming semester. A copy of the agreed upon schedule shall
be forwarded to the Director of Human Resources and CSEA.
8.3.2.3 No part-time bargaining unit member’s schedule shall be changed
to avoid overtime opportunities for greater than 20-hour a week
bargaining unit members.
8.3.5 Summer 4-Day Workweek
If either the district or CSEA has an interest in negotiating an agreement to
establish a 4-day workweek during the summer months, written
notification must be sent by the interested party no later than November 1 for
any proposed changes in the following summer months.
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8.4 Meal Period 8.4.1 Bargaining unit employees who work more than five (5) consecutive hours
per day shall be entitled to an unpaid, uninterrupted meal period of not
less than thirty (30) minutes nor more than one (1) hour.
8.4.2 The time scheduled for the meal period shall be assigned by each
bargaining unit employee's immediate supervisor as noted in this Article.
8.4.3 An employee required by their supervisor to work during his or her lunch
period shall receive a full, uninterrupted lunch period during the workday,
or overtime. The district shall encourage all bargaining unit employees to
take their lunch period.
8.5 Rest Period 8.5.1 All bargaining unit employees who work four (4) hours or more per day
shall be granted paid rest periods at the rate of fifteen (15) minutes for
each four (4) hours of work in any one workday.
8.5.2 Rest periods shall be scheduled by the bargaining unit employee's
immediate supervisor and normally shall be approximately at the midpoint
of a four-hour shift.
8.5.3 Unit employees working less than four (4) hours per day shall not be
entitled to a scheduled rest period.
8.5.4 A rest period of a total of thirty (30) minutes for employees working full-
time may be scheduled by mutual agreement of the employees and their
supervisors.
8.5.5 Rest periods are a part of the regular workday and shall be compensated
at the regular rate of pay for the employee.
8.5.6 Rest facilities: The district shall make available lunchroom, rest room, and
lavatory facilities for classified employees' use.
8.5.7 Rest breaks shall not be used to shorten the workday or to lengthen the
meal periods.
8.6 Call-Back Pay 8.6.1 Bargaining unit employees who are called back when off duty and
required to report for duty at the work site shall receive a minimum of two
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(2) hours pay at the appropriate rate unless the bargaining unit employee
has worked his/her normal shift and is still on district property.
8.6.2 If the time so worked runs into the unit employee's regular scheduled work
shift, the two (2) hour minimum shall not be payable, but the employee
shall receive payment for the actual time worked, payable in increments of
fifteen (15) minutes of working time at the appropriate rate.
8.7 Call-In Time 8.7.1 Bargaining unit employees who are called in to work on a non-duty day
and required to report for duty at the work site shall receive a minimum of
two (2) hours pay at the appropriate hourly rate, provided at least two (2)
hours have elapsed since the completion of the employee's last work shift
assignment or previous call-back period.
8.8 Overtime 8.8.1 Any and all overtime must be approved in advance by the employee’s
supervisor and submitted on the designated form within 30 days of the
overtime worked. when possible. Failure to procure advanced approval
will result in the rejection of overtime request(s) except for emergencies.
Failure to comply with this article may lead to disciplinary action.
8.8.2 Overtime is ordered and authorized working time in excess of 7.5 hours
Mondays through Thursday and seven (7) hours on Friday or thirty-seven
(37) hours in one work week. No bargaining unit employee’s assignment
shall be changed for the sole purpose of avoiding overtime.
8.8.3 This overtime provision does not apply to employees working a four-day
workweek 9.25 hours a day unless the employee works more than thirty-
seven (37) hours per week.
8.8.4 A bargaining unit employee who works authorized overtime shall be paid
at a rate equal to one and one-half (1.5) times the employee's regular rate
of pay for the amount of overtime worked or when mutually agreed receive
compensatory time off at a rate equal to one and one-half (1.5) times the
amount of overtime worked.
8.8.5 Bargaining unit employees working four (4) hours or more per day shall be
paid for overtime on the sixth (6th) and seventh (7th) days of work at one
and one-half (1.5) the regular pay rate.
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8.8.6 Bargaining unit employees working less than four (4) hours per day shall
be paid for overtime on the seventh (7th) day of work at one and one-half
(1.5) the regular pay rate.
8.8.7 All properly authorized overtime shall be submitted monthlywithin 30 days
on the designated classified district overtime authorization form and shall
be signed by the immediate supervisor.
8.8.8 Bargaining unit employees required to work on designated holidays
(Article 12) shall be paid at a rate of one and one-half (1.5) times the
regular hourly rate in addition to the regular hourly rate of pay for the
holiday.
8.8.9 Overtime of less than fifteen (15) minutes shall not be credited; all
overtime shall be reported and credited in multiples of fifteen (15) minutes
of working time.
8.8.10 The district shall distribute overtime equitably among unit members within
the same classification in the department first to those who regularly
perform the duties and next to those skilled in the duties.
8.8.11 Compensatory time off shall be granted within twelve (12) months from the
month in which it was earned. When employees schedule vacation time,
the employee shall use accrued compensatory time before accrued
vacation time.
8.8.12 If an off-campus organization requests specific employees to work
overtime at their on-campus functions, such requests shall be excluded
from the provisions of Section 8.8.10.
8.9 District-Initiated Flexible Work Assignment At the request of his/her supervisor a full time employee has the option to work
flexible work hours provided the work schedule is not less than 37 hours per
week. This agreement shall be in writing and an agreement for any flexible
assignment more than a day shall be forwarded to the Director of Human
Resources and CSEA.
8.10 Less than 20 Hour Part-Time Flexible Work Schedule The district may establish a flexible work schedule for less than 20 hour part-
time bargaining unit positions that support scheduled programs, activities, or
events requiring flexible working hours or days. CSEA and the district will
identify such positions prior to recruitment.
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8.10.1 The flexible work schedule, not to exceed 5 work days or 19.5 hours in a
work week, shall be assigned by the district with employee input and
based on district need. At least one month prior to the beginning of each
semester, bargaining unit members shall review with their supervisor a
written schedule indicating the days and hours the employee is assigned
to work during the upcoming semester. A copy of the agreed upon
schedule shall be forwarded to the Director of Human Resources and
CSEA.
8.10.2 No part-time bargaining unit member’s schedule shall be changed to
avoid overtime opportunities for greater than 20-hour a week bargaining
unit members.
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ARTICLE 9: PAY AND ALLOWANCES
9.1 Regular Pay 9.1.1 Definitions
Base Pay: Base pay for employees are determined by the employee’s
position and step/range on the salary schedule.
Regular Rate of Pay: The regular rate of pay includes all compensation for
employment except payments specifically exempted by FLSA. Additional
types of pay may include but may not be limited to longevity, shift
differential, and bilingual stipend.
9.1.21 2014-152017-18 Fiscal Year: Effective July 1, 20147, the 2016-2017
classified bargaining unit salary schedule listed in Appendix B shall be
increased by 1.56% as indicated in the 2017-18 California State Adopted
Budget for Cost of Living Adjustment (COLA).two percent (2.0%). Any
retroactive pay due to any bargaining unit member employed on or after
July 1, 2014, shall be made no later than April 30, 2015. In order to offset
increased costs of health benefits for the duration of this contract, benefits
eligible employees will receive a one-time payment of $1200.00 prorated
per Article 11.1.3 and paid in the Novembera supplemental payroll.
9.1.1.1 Effective January 1, 2015, the classified bargaining unit salary
schedule listed in Appendix B shall be increased by an
additional four point five percent (4.5%). Additionally, effective
January 1, 2015, all bargaining unit employees shall pay 100%
of their CalPERS employee contribution.
9.1.32 2015-162018-19 Fiscal Year: Effective July 1, 20158, the classified
bargaining unit salary schedule listed in Appendix B shall be increased by
half the percentage amount indicated in the 2014-152018-19 California
State Adopted Budget for Cost of Living Adjustment (COLA). In order to
offset increased costs of health benefits for the duration of this contract,
benefits eligible employees will receive a one-time payment of $1200.00
prorated per Article 11.1.3 and paid in the Novembera supplemental
payroll.
9.1.43 2016-172019-20 Fiscal Year: Effective July 1, 20169, the 2018-19
classified bargaining unit salary schedule listed in Appendix B shall be
increased by half the percentage amount indicated in the 2015-162019-20
California State Adopted Budget for Cost of Living Adjustment (COLA). In
order to offset increased costs of health benefits for the duration of this
contract, benefits eligible employees will receive a one-time payment of
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$1200.00 prorated per Article 11.1.3 and paid in the Novembera
supplemental payroll.
9.1.5 The funds allocated for the $1200.00 offset to health benefits increases
are not intended to sunset with the 2017-2020 collective bargaining
agreement.
9.1.64 Educational Recognition Pay: All bargaining unit employees who have earned an Aassociate’s Ddegree from an accredited college/university shall receive an annual payment of $250. All bargaining unit employees who have earned a Bbachelor’s Ddegree from an accredited college/university shall receive an annual payment of $500. All bargaining unit employees who have earned a master’s degree from an accredited college/university shall receive an annual payment of $750. All bargaining unit employees who have earned a doctorate degree from an accredited college/university shall receive an annual payment of $1000. Only one degree shall be recognized for this provision. Annual payments shall be made to bargaining unit employees who are active employees of the district on June 30th 1st of each year on the June supplemental payroll. There shall be no proration of this pay for bargaining unit employees who terminate employment prior to June 1st30th of each year.
9.2 Longevity 9.2.1 Effective July 1, 20142017, bargaining unit employees shall be entitled to
Longevity pay in addition to their regular pay which is considered pensionable special compensation pursuant to Title 2, California Code of Regulations, Section 571. This Llongevity Ppay computed from the date of hire, shall be paid as follows:
Upon the employee’s anniversary date at the beginning of the Sixth Year
of Service, employees will earn 1.75% of monthly salary.
Upon the employee’s anniversary date at the beginning of the Seventh
Year of Service, employees will earn an additional 1.75% of monthly
salary.
Upon the employee’s anniversary date at the beginning of the Eight Year
of Service and following, employees will earn 0.5% compounded longevity
on the monthly salary.
Beginning of: Amount/Percentage:
Seventh Year of Service Four percent (4%) of monthly salary
Tenth Year of Service Five percent (5%) of monthly salary
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Fourteenth Year of Service Six percent (6%) of monthly
salary
Seventeenth Year of Service Seven percent (7%) of monthly
salary
Twenty-First Year of Service Eight percent (8%) of monthly salary
9.3 Shift Differential Bargaining unit employees whose regular work schedule requires work after 6:00
p.m. and before 6:00 a.m. for two (2) or more days per week shall receive a shift
differential according to the following schedule:
9.3.1 Five percent (5%) above their regular rate of pay for all hours worked
provided the shift includes four (4) hours between 6:00 p.m. and 6:00 a.m.
9.3.2 Two-and-one-half percent (2.5%) above their regular rate of pay for all
hours worked provided the shift includes two (2) hours between 6:00 p.m.
and 6:00 a.m.
9.3.3 One percent (1%) above their regular rate of pay for all hours worked
provided the shift includes one (1) hour between 6:00 p.m. and 6:00 a.m.
9.4 Night Custodian Shift Custodians assigned to the late night shift will have a start time of 10:00 p.m. and
end time of 6:00 a.m. A fifteen percent (15%) shift differential shall be paid for all
hours worked provided the shift includes five (5) hours between 12:00 a.m. and
6:00 a.m.
9.5 Compensation During Training If district approved training, initiated by either employee or their supervisor takes
place during regular working hours there will be no loss of pay or benefits to
employees. Attendance at district approved training must be preapproved by the
employee’s supervisor.
9.6 Salary on Promotion A bargaining unit employee who is promoted to a class allocated a higher salary
range shall be placed on the appropriate salary step so that the unit member will
receive not less than a five percent (5%) salary increase except that no unit
employee shall be placed beyond the last step of the range.
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9.7 Salary upon Reclassifications A bargaining unit employee who is in a position that is reclassified to a position in
a higher salary range shall be placed on the appropriate salary step at which the
unit member will receive not less than a five percent (5%) salary increase. In no
event shall a bargaining unit member receive less than the lowest step or more
than the highest step of the salary range of the new classification.
9.8 Payroll Adjustments 9.8.1 Underpayment: Any payroll error resulting in insufficient payment for an
employee in the bargaining unit shall be corrected, and a supplemental
check issued, not later than five (5) working days after it has been
determined that a payroll error has been made.
9.8.2 Overpayment: Any payroll error resulting in an overpayment for an
employee in the bargaining unit shall be corrected, and repayment
arrangements using the Repayment of Overpayment Authorization Form.
9.9 Lost Checks Any paycheck for an employee in the bargaining unit which is lost after receipt by
the district or which is not delivered within five (5) days of mailing, if mailed, shall
be replaced upon notification as soon as possible upon any available district
funds.
9.10 Meals, Mileage and Lodging The district shall reimburse unit employees for expenses of meals, mileage and
lodging incurred during the conduct of authorized district business at the rates
established by the Board for such purposes.
9.11 Part-Time Employment A part time employee is an employee who works less than full-time. All pay and
allowances covered under this article will be prorated except as noted in 9.13.
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9.12 Full-time employment Is defined as employment for thirty-seven (37) hours per week in a position
requiring nine (9) months or more service each year when the position is
designated as full time by the district.
9.13 Bilingual Stipend Employees who are required by the district to orally translate in Spanish to
English and/or English to Spanish and who are proficient in Spanish as
determined by a district selected and administered examination, shall receive an
additional $50.00/month. The district reserves the right to reevaluate the
payment of this stipend at least once a year. Employees who translate Spanish
to English and/or English to Spanish on an occasional, casual or incidental basis
shall not be eligible for this stipend. Effective date is July 1, 1992.
9.14 Employee Achievement Awards The district will provide an annual program of monetary awards for valuable
suggestions, services, or accomplishments to three (3) bargaining unit
employees. The amount of these monetary awards will be $200 each.
9.15 Compensation for Working Out of Classification Within the Bargaining Unit 9.15.1 A unit employee shall not be required to perform duties which are not
fixed and prescribed for the position by the governing Board unless the
duties reasonably relate to those fixed for the position by the Board, for
any period of time which exceeds five (5) working days within a fifteen
(15) calendar day period except as provided in this section.
9.15.2 No out -of- class assignment shall be offered to the employee by the
supervisor without prior approval of Human Resources. This approval
will include confirmation of duties and pay.
9.15.3 A bargaining unit employee who is required to perform duties
inconsistent with their job description for more than five (5) working days
shall have their salary adjusted upward by five percent (5%) for the
entire period he/she is required to perform duties inconsistent with their
job description.
9.15.4 If a bargaining unit employee is assigned to perform duties found in a job
description in a higher classification, the employee shall advance to the
first step in the salary range in that higher classification that affords them
at least five percent (5%) salary increase for the higher classification
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duties they are temporarily performing for the entire period they are
performing those higher duties.
9.15.5 The unit member working outside of classification but within the
bargaining unit may, in consultation with the supervisor, voluntarily return
to his/her permanent position prior to the completion of the assignment.
9.15.6 A temporary pay increase for the purpose of working out of classification
shall have no bearing on a bargaining unit employee’s request for
reclassification or the determination by the Reclassification Task Force
for salary placement upon reclassification.
9.16 Compensation for Working Out of Classification Outside the Bargaining Unit 9.16.1 Any permanent unit member may accept an assignment within the
district, outside of the bargaining unit, to an interim faculty, supervisory,
confidential, or administrative position. During service in such a position,
the employee will remain a member of the bargaining unit and shall
continue to pay union dues or fees. The employee will receive all
benefits and compensations afforded the interim position. Other terms
and conditions of this agreement no longer apply.
9.16.2 The unit member working outside of the bargaining unit, may, in
consultation with the supervisor, voluntarily return to his/her permanent
position prior to the completion of the interim assignment.
9.17 Extra Work Assignment Opportunity An extra work assignment is work assigned to and worked by less-than-12 month bargaining unit members during their scheduled non-work periods (per Article 8.1).
9.17.1 If a less than 12 month position is extended by extra assignment for three (3) consecutive years, the position shall be changed to an 11 or 12 monthposition.
9.17.12 Extra work assignment opportunities shall be offered to the incumbent in the regular work assignment then, if declined, posted and made available to all currently-employed unit members for a period not less than five (5) work days.
9.17.12.1 If the incumbent declines or does not fulfill the extra work assignment for any reason, the incumbent will lose entitlement to future extra work assignments.
9.17.2.2 Employees interested in applying for a posted extra assignment position shall complete the Extra Assignment
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Opportunity Form and submit it to Human Resources by the posted deadline.
9. 17.23 When the District has an extra work assignment opportunity, iInterested employees shall be assigned based on the bargaining unit employee who is best qualified for the extra assignment, regardless of his/her regular classification. following selection criteria in the listed order of priority:
9.17.2.1 The bargaining unit employee who normally performs the assigned work during his/her regular work assignment.
9.17.2.2 The bargaining unit employee who is best qualified for the extra assignment, regardless of his/her regular classification.
9.17.34 A bargaining unit employee’s compensation for an extra work assignment shall be determined in one of the following ways:
a) If assigned a position different than the bargaining unit member’s current position, the bargaining unit employee shall be placed on the salary range of the assigned position and the step which most approximates the unit employee’s regular salary.
b) If assigned a position that is the same as the bargaining unit member’s current position, the bargaining unit employee’s rate of pay shall remain the same.
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ARTICLE 10: EMPLOYEE EXPENSES AND MATERIALS
10.1 Uniforms 10.1.1 The district shall pay the full cost of the purchase, lease, rental, cleaning
and maintenance of uniforms if required by the district to be worn by
bargaining unit employees. Bargaining unit employees required by the
district to wear uniforms will be responsible for replacing them if lost.
10.1.2 The district agrees to provide protective aprons or other outer garments
for employees who are regularly required to come in contact with ink
and/or chemicals which may damage clothing.
10.2 Safety Footwear:
10.2.1 Appropriate foot protection or safety footwear shall be required for
bargaining unit employees who are exposed to foot injuries from electrical
hazards, hot, corrosive, poisonous substances, falling objects, crushing or
penetrating actions, which may cause injuries or who are required to work
in abnormally wet locations. (California Code of Regulations, Title 8,
section 3385(a) Foot Protection.)
10.2.2 Protective and appropriate footwear for employees shall meet OSHA
standards and conform to the performance requirements and
specifications in American Society for Testing and Materials (ASTM) F
2412-05 and Standard Test Methods for Foot Protection, and ASTM F
2413-05.
10.2.3 Bargaining unit employees listed in the positions below are required to
wear safety footwear during working hours.
Automotive Mechanic
Cook-Children Center
Coordinator, Campus Graphics
Copy Center Technician
Courier
Custodial Lead Worker
Custodial Lead Worker, Off-Campus Programs
Custodian
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Custodian/Athletic Equipment Attendant
Fire, Safety and Emergency Medical Services Maintenance Specialist
Groundskeeper I
Groundskeeper II
Groundskeeper III
Heating and Refrigeration Mechanic
Heating, Ventilation, Air Conditioning and Controls Technician
Instructional Assistant, Automotive Technology
Instructional Assistant, Emergency Medical Technician
Instructional Assistant, Engineering
Instructional Assistant, Fire Science
Instructional Assistant, Life Science Laboratory
Instructional Assistant, Life and Physical Sciences Laboratory
Instructional Assistant, Physical Sciences Laboratory
Instructional Assistant, Police Academy
Instructional Assistant, Welding
Laboratory Assistant, Life and Physical Science
Lead Groundskeeper
Maintenance Specialist – Carpenter
Maintenance Specialist – Electrician
Maintenance Specialist - Locksmith
Maintenance Specialist – Painter
Maintenance Specialist – Plumber
Maintenance Repair Worker I
Maintenance Repair Worker II
Maintenance Repair Worker III
Multi-Media Services Technician
Multi-Media Services Technician II
Production Specialist, Campus Graphics
Shipping & Receiving Clerk – Bookstore
Shipping & Receiving Clerk – Plant Services
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Skilled Carpenter/Maintenance Craftsman
Telecommunication Technician Support Specialist
Women’s Equipment Manager/Custodian
These The bargaining unit positions requiring protective footwear are the
positions currently identified (and are also noted with an asterisk in
Appendix A). Other positions may be added if they meet the criteria as
stated in 10.2.1. Either the district or individual unit employee can request
a review to determine if safety footwear is appropriate for their position.
Final determination will be made via consultation between CSEA and
Human Resources.
10.2.4 Safety footwear which is defective or inappropriate to the extent
that its ordinary use creates the possibility of foot injuries shall not be
worn. (California Code of Regulations, Title 8, section 3385(b) Foot
Protection.). A request by the bargaining unit employee for replacement of
safety footwear that may be defective and/or no longer effective shall be
made to their immediate supervisor.
10.2.5 Required safety footwear will be paid for by the district. If the cost
is in excess of $125.00 the employee will be responsible for paying the
balance. Safety footwear shall be purchased from a designated vendor
selected by the district.
10.3 Safety Glasses
Bargaining unit employees who are required by the district to wear safety glasses
shall be provided such glasses by the district.
10.3.1 Employees working in locations where there is a risk of receiving eye
injuries, such as punctures, abrasions, contusions, or burns as a result of
contact with flying particles, hazardous substances, projections, or
injurious light rays which are inherent in the work or environment, shall be
safeguarded by means of face or eye protection. Suitable screens or
shields isolating the hazardous exposure may be considered adequate
safeguarding for nearby employees. (California Code of Regulations, Title
8, section 3382)
10.3.2 Employees who do not wear prescription glasses will be provided with
appropriate eye protection as approved by the Santa Barbara County
SIPE safety officer.
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10.3.3 Employees who do wear prescription glasses will be provided with
appropriate eye protection that can be worn over the prescription lenses
without disturbing the proper position, fit, or usefulness of the prescription
lenses. Appropriate eye protection will be the type approved by Santa
Barbara County SIPE safety officer.
10.3.4 Employees who do wear prescription glasses, whose proper position, fit,
or usefulness is impeded by eye protection worn over prescription lenses
as provided in 10.3.3 will be provided with prescription safety glasses from
a vendor selected by the district and approved by the Santa Barbara
County SIPE safety officer.
10.3.5 The employee who must wear prescription safety glasses will provide the
lens prescription at no cost to the district.
10.3.6 The district will replace prescription safety glasses once every two years
or at an earlier date if the employee’s lens prescription changes or if the
glasses are damaged on the job. Work related damage must be verified
by the district. The employee will be responsible to replace lost safety
glasses and prescription safety glasses at employee’s expense.
10.4 Non-Owned Automobile Insurance The district agrees to provide secondary coverage for personal injury and
property damage insurance to protect employees in the event that employees are
required to use their personal vehicles on employer business. The employee
must provide primary insurance coverage and must provide the district with a
copy of a valid driver’s license and proof of insurance.
10.5 Physical Examinations The district agrees to provide the full cost of any medical examination required as
a condition of employment or continued employment.
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ARTICLE 11: HEALTH AND WELFARE BENEFITS
11.1 General Provisions 11.1.1 The district reserves the right to select a carrier to provide claims
administration and services at appropriate benefit levels. The district will
consult with CSEA in considering the selection of a carrier. All
contemplated changes in carrier and individual plans shall be discussed
with the Allan Hancock College Staff Benefits Committee prior to
implementation. CSEA shall have three (3) representatives on that
committee.
11.1.2 The district reserves the right to determine the basis for establishing
equivalency in considering individual carrier plans.
11.1.3 All health and welfare benefits covered under this article will be prorated
for employees hired after December 31, 1986, who work less than full-
time, but twenty (20) hours per week or more.
11.1.4 Full-time employment is defined as employment for thirty-seven (37) hours
per week in a position requiring nine (9) months or more service each year
when the position is designated as full time by the district.
11.1.5 Eligibility: Eligibility shall be defined as all bargaining unit employees
assigned and working twenty (20) hours or more per week.
11.1.6 Prior to implementing any new premium costs through payroll deductions,
the district will meet with CSEA to consider alternatives such as revisions
to coverage including but not limited to deductibles and kinds and levels of
service, in order to reduce the cost of insurance.
11.2 Health and Welfare Insurance Benefits 11.2.1 Health/Medical Benefits: For each eligible bargaining unit employee and
dependent the district will make a monthly contribution for health
insurance through SISC or alternative coverage. A prescription drug plan
and an Employee Assistance Plan (EAP) are included.
11.2.1.1 The district is not obligated to pay any increase in premium cost
after September 30, 2010. Any increase in cost shall be borne by
the bargaining unit employee through payroll deduction. Effective
October 1, 2013, the district will pay $448.02 per month for single
coverage, $848.05 per month for two-party coverage, and
$1,176.17 per month for family coverage.
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11.2.1.2 The difference in cost between the insurance plan selected and
the district contribution will be paid for by the individual bargaining
unit member through payroll deduction unless otherwise
negotiated.
11.2.1.3 Health/medical insurance for the eligible bargaining unit employee
is mandatory unless an employee submits proof of coverage
elsewhere.
11.2.2 Dental Insurance: The district shall provide each eligible bargaining unit
employee and dependent a monthly district contribution for dental
insurance through the district self-insurance dental plan.
11.2.2.1 The district is not obligated to pay any increase in premium cost
after September 30, 2010. Any increase in cost shall be borne by
the bargaining unit employee through payroll deduction. Effective
October 1, 2010, the district will pay $55.53 per month for single
coverage, $114.06 per month for two-party coverage, and
$163.80 per month for family coverage. The employee will pay
any additional cost through payroll deduction.
11.2.2.2 Each eligible employee of the bargaining unit is required to have
district provided dental insurance.
11.2.3 Life Insurance: The district will provide each eligible bargaining unit
employee paid life insurance with a maximum benefit upon death of
$6,000, including accidental death and dismemberment, and a paid
decreasing term life insurance with accidental death and dismemberment.
11.2.3.1 Each eligible employee of the bargaining unit is required to have
district provided life insurance.
11.2.3.2 The district is not obligated to pay any increase in premium cost
after September 30, 2010. Any increase in cost shall be borne by
the bargaining unit employee through authorized payroll
deduction.
11.2.4 Income Protection Insurance: For each eligible bargaining unit employee
the district will pay $0.99 per $100 of payroll for Income Protection
Insurance.
11.2.4.1 Each eligible employee of the bargaining unit is required to have
district provided income protection insurance.
11.2.4.2 The district is not obligated to pay any increase in premium cost
after September 30, 2010. Any increase in cost shall be paid by
the bargaining unit employee through authorized payroll
deduction.
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11.2.5 Vision Insurance: Effective January 1, 2013, the district shall provide each
eligible bargaining unit employee a monthly district contribution for vision
insurance through the district vision plan.
11.2.5.1 The district will pay a premium cost up to $5.67 65 per month for
single coverage. The district is not obligated to pay any increase
in the premium cost. Any increase in cost shall be borne by the
bargaining unit employee through payroll deduction.
11.2.5.2 Vision insurance for the bargaining unit employee is mandatory
unless an employee submits proof of coverage elsewhere.
11.3 Cash-in-Lieu-of Benefit Program An employee who waives District medical insurance with proof of other insurance
meets the conditions as defined in Appendix C may receive a cash-in-lieu of
benefit as outlined below:in accordance with the amounts listed in Appendix C
Employee Only: $1,498.00 paid over twelve (12) months
Employee Plus One Dependent: $1,362.70 paid over twelve (12) months
Employee Plus Two or More Dependents: $1,248.20 paid over twelve (12)
months
11.4 Insurance Rebate If any insurance premium costs decrease, or if any premium costs remain static
and the district receives a distribution resulting from a credit, dividend, refund, or
similar mechanism for the period beginning October 1, 1997, through September
30, 2011, the amount of the distribution which is the classified bargaining unit’s
share at the time of the cost decreases or distribution shall be placed in an
account to be used solely for the purpose of offsetting future premium increases
until the account is exhausted.
11.4.1 The amount of the distribution as defined above, shall be used to offset
increases for health/medical insurance, dental insurance, life insurance,
and income protection insurance through September 30, 2012, unless the
account is exhausted an earlier date.
11.4.2 Insurance premiums in effect on October 1, 2012, will be used as the base
from which to determine increases in premium cost from which to draw
against the account.
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11.5 Physical Examination
11.5.1 The Board agrees to provide each eligible bargaining unit employee up to three hundred dollars ($300) reimbursement each fiscal year. Such allowance may be accrued on a year-to-year basis up to a total of seven hundred dollars ($700) after which the accrued amount above seven hundred dollars ($700) if not expended, shall revert to the district.
11.5.1.1 The fiscal year allowance (July 1 through June 30), as well as any
existing accrued amount, may only be used to reimburse for services provided in that same fiscal year. The bargaining unit employee will have until July 31 each year to turn in the previous fiscal year claims.
11.5.2 This benefit may be used for: 11.5.2.1 the purpose of obtaining a physical examination by a physician of the
unit employee’s choice; 11.5.2.2 out of pocket expenses not covered by dental or medical insurance
(does not include premiums or co-pays); 11.5.2.3 annual flu shot; 11.5.2.4 eye examinations and the purchase of prescription glasses and/or
contact lenses; there shall be no limitation on the number of eyewear purchased so long as the amount does not exceed the accrued allowances;
11.5.2.5 these same expenses incurred by eligible dependents of a bargaining unit employee. Dependents must qualify for bargaining unit employee insurance coverage.
11.5.3 Each bargaining unit employee shall be furnished a yearly balance of
physical examination fund no later than May 15.
11.65 Medical Insurance for Eligible Retirees 11.65.1 Retiree coverage under district sponsored medical insurance shall
terminate at age 65 or at any earlier date upon eligibility of the employee
to enroll in Federal or State medical insurance programs available to
persons receiving OASDI or PERS medical benefits or coverage as an
employee or dependent by another employer.
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11.56.2 The district will maintain coverage for a retiree to age 65 at the
same dollar contribution level available to current employees. Coverage is
provided under the medical insurance plan upon PERS retirement as
evidenced by the receipt of monthly retirement benefit payments from the
Public Employees Retirement System, provided the unit member is at
least 55 years of age but less than age 65 at the following levels:
11.65.2.1 For bargaining unit employees hired before March 31, 1983,
and has been a regular employee of the district for five (5) or
more consecutive years of service.
11.65.2.2 For bargaining unit employees hired on March 31, 1983
through December 31, 1988, and has been a regular employee of
the district for ten (10) or more consecutive years of service.
11.65.2.3 For bargaining unit employees hired on January 1, 1989
through June 30, 1993, and has been a regular employee of the
district for fifteen (15) or more consecutive years of service.
11.56.2.4 For bargaining unit employees hired on July 1, 1993 through
December 31, 1997, and has been a regular employee of the
district for twenty (20) or more consecutive years of service. The
retiree's spouse/domestic partner shall not be eligible for this
benefit through district paid premium. However, the retiree may
purchase spousal/domestic partner coverage.
11.65.3 For bargaining unit employees hired on or after January 1, 1998,
the district will maintain coverage at the same dollar contribution level
provided to current employees for a retiree under the medical insurance
plan upon PERS retirement as evidenced by the receipt of monthly
retirement benefit payments from the Public Employees’ Retirement
system provided the unit member is at least 60 years of age but less than
65 and has been a regular employee of the district for twenty-five (25) or
more consecutive years of service. The retiree’s spouse/domestic partner
shall not be eligible for this benefit through district-paid premium.
However, the retiree may purchase spousal/domestic partner coverage.
11.65.4 Spousal/Domestic Partner Coverage Provisions
11.65.4.1 Coverage for insurance at the same dollar contribution level
provided to current employees is extended to the eligible spouse
/domestic partner of a bargaining unit employee to age 65 hired
prior to January 1, 1989, who is covered by district provided
health insurance and who retires with ten (10) consecutive years
of service to the district. Coverage is subject to the provisions of
this section.
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11.65.4.2 Coverage for insurance at the same dollar contribution level
provided to current employees is extended to the eligible spouse
/domestic partner of a bargaining unit employee hired on January
1, 1989, or later, who is covered by district provided health
insurance and who retires with fifteen (15) consecutive years of
service to the district. Coverage is subject to the provisions of this
section.
11.65.4.3 The decision to take advantage of this benefit must be made
within thirty-five (35) days from the last date of employment.
11.65.4.4 After the spouse/domestic partner reaches the age of 65, or
participates in the plan for ten (10) years, whichever is first, the
spouse/domestic partner then becomes eligible to participate at
his/her expense if he/she does not qualify for Medicare or other
medical coverage.
11.65.4.5 Should the retiree die, the survivor will be allowed to stay on
the policy at district expense for ten (10) years from date of initial
coverage benefit. After ten (10) years participation Section
11.6.4.4 applies.
11.65.4.6 If the spouse/domestic partner has another source of
medical insurance coverage, that policy becomes the primary
policy and the AHC policy becomes the secondary policy. A
person cannot take cash-in-lieu money in lieu of this benefit.
The retiree’s contribution or premium payments, when applicable,
will be paid quarterly in advance. Exceptions to this stipulation
must be approved by the Board of Trustees.
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ARTICLE 12: HOLIDAYS
12.1 Paid Holidays The Board agrees to provide 15 (fifteen) paid holidays to employees of the
bargaining unit as follows:
Independence Day Holiday
Labor Day Holiday
Veterans Day Holiday
Thanksgiving Day Holiday
The Day after Thanksgiving
Christmas Eve Holiday
Christmas Day Holiday
New Year's Eve Holiday
New Year's Day Holiday
Martin Luther King Day Holiday
Lincoln's Day Holiday
Washington's Day Holiday
Spring Holiday
Memorial Day Holiday
Birthday Floating Holiday (to be used as an in lieu holiday for California
Admission Day). Employees are entitled to a birthday floating holiday to be taken
within the fiscal year (July 1-June 30).
12.2 Birthday Holiday The birthday holiday will be scheduled at a time which is mutually agreeable to
the bargaining unit employee and the immediate supervisor.
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12.3 Government Holidays Every day appointed by the Governor as a day for a public fast, thanksgiving, or
holiday shall be a paid holiday for eligible employees of the bargaining unit, if the
Governor provides that the community college shall close. Every day appointed
by the President as a public fast, thanksgiving, or holiday, shall be a paid holiday
for eligible employees of the bargaining unit, unless it is a special or limited
holiday.
12.4 Observance of Weekend Holidays When a holiday falls on a Saturday, the preceding workday not a holiday shall be
deemed to be that holiday. When a holiday falls on Sunday, the following
workday not a holiday shall be deemed to be that holiday. The district shall
publish a calendar on or before July 1 of each year specifying the calendar date
of observance of each of the foregoing holidays.
12.4.1 The standard workweek for full-time employment shall be five (5)
consecutive days. If a holiday falls outside their five (5) consecutive days, the
employee will take the working day immediately succeeding the holiday as their
holiday.
12.5 Holiday Pay Eligibility To be eligible for holiday pay the bargaining unit employee must be in a paid
status on the scheduled working day immediately preceding or succeeding the
holiday (California Ed Code Section 88203). All employees, including part-time,
will be paid for one full day on the holiday. Employees may not substitute
negotiated holidays for another working day except as defined in 12.4.1.
12.6 Holiday Pay Eligibility for Less Than Twelve Month Employees Bargaining unit employees who are not normally assigned to duty during the
Christmas Eve, Christmas Day, New Year's Eve, New Year's Day, or Spring
Holiday, shall be paid for those holidays providing the bargaining unit employee
was in a paid status during the working day of their normal assignment
immediately preceding or succeeding the holiday period.
12.76 Non-Holiday District Mandated Closure When the district opts to close the district and it does not fall on a paid holiday,
employees who normally work on those days will be given three choices:
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12.76.1 Employee may choose to work. They may be assigned by the district to
their own or another location and/or assignment.
12.76.2 Employee may use accrued vacation or compensatory time to remain in
paid status
12.76.3 Employees may take unpaid leave
Note: Reference California Education Code, Sections 88203-88206.
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ARTICLE 13: VACATION
13.1 Vacation Accrual Full-time bargaining unit employees shall earn vacation according to the
schedule provided in 13.1.1-13.1.3., retroactive to July 1, 2012. In order to
ensure that no bargaining unit employees’ vacation accrual rates are reduced,
those employees who would have experienced a reduction as a result of this
change will maintain their current rate of accrual until they meet the next
threshold.
13.1.1 During the first year of employment through and including the ninth year of
employment, 1.25 days of paid vacation for each calendar month served.
13.1.2 Beginning the tenth year of employment through and including the
fourteenth year of employment, 1.50 days of paid vacation for each
calendar month served.
13.1.3 Beginning the fifteenth year of employment and thereafter, 1.75 days of
paid vacation for each calendar month served.
13.1.4 Regular part-time bargaining unit employees shall earn paid vacation at
such pro-rata share as their employment bears to full-time employment.
13.1.5 Vacation benefits are earned on a fiscal year basis July 1 through June
30.
13.1.5.1 Such vacation leave shall be credited monthly based on the
above accrual rates per month worked.
13.2 Earned Vacation Earned vacation shall become a vested right of the bargaining unit employees
upon completion of the initial six months of employment. For new employees
who have not completed their initial six months, vacation may not be used before
it is earned unless otherwise approved by the Director of Human Resources.
13.3 Less than Twelve (12) Month Employees Employees who work less than twelve (12) months per year must take their
vacation within the winter and spring recess periods and semester breaks unless
their supervisors have authorized their working during these periods.
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13.4 Using Vacation Days in Advance Employees who are permitted to use vacation in advance may not take more
days than the employee earns during the current fiscal year.
13.5 Termination After Use of Vacation Not Yet Earned If the employee is terminated and had been granted vacation which was not yet
earned at the time of termination of his/her services, the district shall deduct from
the employee's final paycheck the full amount of salary which was paid for such
unearned days of vacation taken.
13.6 Vacation Pay Upon Termination Separation When an employee in the bargaining unit separates from the Districtis
terminated, the employee is entitled to all vacation pay earned and accumulated
up to and including the effective date of separationtermination, except that
employees who have not completed six (6) months of employment shall not be
entitled to such compensation.
13.6.1 Vacation pay shall be paid by the tenth business day after separation.
13.7 Requesting Vacation Time Bargaining unit employees shall request vacation at times convenient to the
bargaining unit employee and consistent with the needs of the district.
13.8 Classified Leave Request Form The bargaining unit employee’s request for a vacation shall be submitted to the
immediate supervisor as much in advance as possible and then forwarded to the
office of human resources for processing.
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13.9 Excess Vacation Vacation earned but not taken during the fiscal year in which it is earned may be
carried over for a period not to exceed one additional fiscal year. Unless
approved as outlined in 13.9.1, Eexcess vacation days (earned days beyond a
two year accrual) not taken by June 30th shall be paid for at the bargaining unit
employee's current regular rate of pay upon request. Employees will be notified
by Human Resources of vacation balances and identified excess vacation, if
applicable, no later than March 31. and will be provided with the Excess Vacation
Form in order to request rollover and/or payout of excess days.
13.9.1 Bargaining unit employees who request a rollover of excess vacation shall
submit a vacation plan to their supervisor by April 30. The plan should
include approximate dates of vacation usage for the subsequent fiscal
year and be inclusive of all days to be taken to ensure the reduction of
excess vacation.
13.10 Paid Holidays During Vacation Time When a holiday falls during the scheduled vacation of a bargaining unit
employee, such bargaining unit employee shall be granted regular pay for the
holiday without deduction from credited vacation.
13.11 Termination/Interruption of Vacation Time An employee in the bargaining unit shall be permitted to interrupt or terminate
vacation leave in order to begin another type of paid leave provided by this
agreement without a return to active service, provided the employee supplies
notice and supporting information regarding the basis for such interruption or
termination.
13.12 Vacation Occurring During Other Leave If a bargaining unit employee's vacation becomes due during a period when the
employee is on leave due to illness or injury, the employee may request that the
vacation date be changed or may request to carry over the vacation or receive
compensation in accordance with Section 13.9 herein.
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ARTICLE 14: LEAVES
14.1 Leave Provisions The benefits which are expressly provided by this Article 14 are the sole leave
benefits which are part of this collective agreement, and it is agreed that other
statutory or regulatory leave benefits are not incorporated with this agreement,
nor are such other benefits subject to the grievance procedure, Article 7.
14.2 Leave Notifications The employee is required to notify his/her immediate supervisor when he/she will
be absent. Notification to your supervisor does not authorize the absence. In the
event the absence was not authorized in advance, a leave form must be
completed, signed, and given to your supervisor immediately upon return to
work. Failure to comply with the procedure above may result in ineligibility for
paid leave and may be considered an unauthorized absence.
14.3 Sick Leave 14.3.1 Sick leave utilization, unless otherwise provided in this article, shall be
for an illness, personal injury, or legally established quarantine, an
employee who is a victim of domestic violence, sexual assault, or
stalking, or an employee’s own or family member’s diagnosis, care or
treatment of an existing health condition or preventative care or for
specified purposes which renders the bargaining unit employee unable
to perform normal duties on a scheduled workday or for family sick leave
as provided herein. Employees of the bargaining unit employed by the
district full time, five (5) days per week, and twelve (12) months per fiscal
year shall be entitled to twelve days leave absence for illness or injury,
exclusive of days they are not required to render service. Day, as used
in this article, means the bargaining unit employee's regularly assigned
work day, exclusive of overtime. The bargaining unit employees
employed less than five days a week, less than a full day, or less than a
full fiscal year are entitled to that portion of twelve days leave of absence
for illness or injury as their employment relates to full-time employment.
14.3.2 Pay for any day of such absence shall be the same as the pay which
would have been received had the employee served during the day of
illness.
14.3.3 At the beginning of each fiscal year, the full amount of sick leave granted
under this section shall be credited to each employee. Credit for sick
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leave need not be accrued prior to taking such leave and such leave
may be taken at any time during the year. However, a new employee of
the district shall not be eligible to take more than six (6) days until the
first day of the calendar month after completion of six months of active
service with the district.
14.3.4 If a bargaining unit employee has not taken the full amount of leave
allowed in any year, the amount not taken shall be accumulated from
year to year. The employee may convert unused sick leave to
retirement credit in accordance with the Government Code if the
employee is filing a request for retirement.
14.3.5 In order to be eligible for paid sick leave, employees of the bargaining
unit absent due to illness or injury should notify their immediate
supervisor of the anticipated duration of the illness as soon as
practicable in a reasonable time and by the beginning of the work shift,
but in no instance later than one hour after the start of any work shift
except in extenuating circumstances.
14.3.5.1 In case of chronic absenteeism, employees of the bargaining
unit requesting paid sick leave may be required at the
discretion of the district to provide a medical statement on a
form provided by the district and signed by a licensed
California physician. Any medical costs shall be borne by
the employee. 14.3.5.2 Employees of the bargaining unit absent due to injury or
illness or absent for more than three (3) or more consecutive
assigned work days may be required to submit to the
immediate supervisor a medical release signed by a licensed
California physician before being permitted to return to work.
If the required medical release is required but not submitted
by the employee, such leave will be without pay. 14.3.5.3 Employees of the bargaining unit shall be required to submit
to medical examination by a district appointed physician at
district expense at the discretion of the district.
14.3.6 Kin Care: Bargaining unit employees may use up to one-half of their
annual accrual of sick leave for the illness or injurycare of a parent, child,
spouse, or domestic partner, parent-in-law, sibling, grandchild, or
grandparent as defined in any applicable state and federal law (as
defined in California Family Code sections 297, et seq.). This section
may be used in conjunction with Article 14.11 (Personal Necessity
Leave) for a maximum of thirteen (13) earned sick days.
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14.3.7 Entitlement to Other Sick Leave: Upon exhaustion of all accumulated
paid sick leave an employee who continues to be sick shall be entitled to
the balance of a maximum of one hundred (100) days of sick leave per
fiscal year at fifty percent (50%) of their salary. The one hundred (100)
days are tracked concurrently with paid sick leave. These days of
additional sick leave are not accumulative from year to year. This paid
sick leave is exclusive and cannot be used in conjunction with any other
paid leave, holidays, vacation, or compensatory time to which the
employee may be entitled. If qualified, the employee may apply for the
catastrophic leave donation program explained in Section 14.13.
14.3.8 Medical Appointments: When possible it is the responsibility of the
bargaining unit employees to schedule all medical and dental
appointments during non-duty hours.
14.4 Pregnancy Disability Leave Employees are entitled to up to four months of unpaid pregnancy disability leave.
Pregnancy disability leave shall not be used for childcare, preparation for childcare, or child rearing, but shall be limited to medical disabilities caused or contributed to by pregnancy, childbirth, or related medical conditions. The district will require an employee to exhaust sick leave during her pregnancy disability leave. The employee may also request use of her vacation leave and any other paid leave credits she has to receive compensation for the remaining unpaid portion of her leave.
14.5 Family and Medical Care Leave The district will provide family and medical care leave for eligible employees as
required by State and Federal law. The following provisions set forth employee's rights and obligations with respect to such leave. Rights and obligations which are not specifically set forth below are set forth in the Department of Labor regulations implementing the Federal Family and Medical Leave Act of 1993 (FMLA) and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA). Unless otherwise provided by this article, "Leave" under Section 14.13 through 14.13.9 of this article shall mean leave pursuant to the FMLA and CFRA. 14.5.1 An employee is eligible for leave if the employee:
A. has been employed for at least twelve (12) months; and
B. has been employed for at least 1,250 hours during the twelve (12) month period immediately preceding the commencement of the leave.
14.5.2 Reasons for Leave: A. Leave is permitted for only the following reasons:
1. The birth of a child or to care for a newborn of the employee.
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2. The placement of a child with the employee in connection with the adoption or foster care of a child.
3. Leave to care for a child, parent, spouse, or domestic partner, parent-in-law, sibling, grandchild, or grandparent as defined in applicable state and federal law who has a serious health condition.
4. Leave because of a serious health condition that makes the employee unable to perform the functions of his/her position.
5. Leave for a qualifying exigency arising out of the fact that the employee’s spouse, domestic partner, child, or parent, parent-in-law, sibling grandchild, or grandparent as defined in any applicable state and federal law is on covered active duty or called to active duty status in the Armed Forces.
6. Leave to care for a spouse, domestic partner, child, parent, parent-in-law, sibling, grandchild, or grandparent as defined in any applicable state and federal law, or “next of kin” who is a covered service member of the Armed Forces who has a serious injury or illness incurred in the line of duty while on active military duty or that existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces.
14.5.3 Amount of Leave: Eligible employees are entitled to a total of twelve (12) workweeks of leave (or 26 weeks to care for a covered servicememberservice member) during any twelve (12) month period.
A. An employee's entitlement to leave for the birth or placement of a child for adoption or foster care expires twelevetwelve (12) months after the birth or placement. In addition, the basic minimum duration of such leave is two weeks. However, an employee is entitled to leave for one of these purposes (e.g. bonding with a newborn) for at least one day, but less than two weeks duration on any two occasions during the twelve (12) week period.
B. If leave is requested to care for the employee him/herself, a child,
parent, spouse, domestic partner, parent-in-law, sibling, grandchild,
or grandparent as defined in any applicable state and federal lawor
the employee him/herself with a serious health condition, there is
no minimum amount of leave that must be taken. However the
notice and medical certification provisions of this article must be
complied with.
C. In any case in which the parents who are husband and wife are both employed by the Allan Hancock Joint Community College district and are entitled to leave, the aggregate number of workweeks of leave to which both may be entitled will be limited to twelve (12) workweeks during any twelve (12) month period if leave is taken for the birth or placement for adoption or foster care of the employees' child (or 26 weeks to care for a covered service member). This limitation does not apply to any other type of leave under this policy.
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D. "Twelve (12) month period" means the twelve (12) month period measured from July 1 of each year.
14.5.4 Employee Benefits While on Leave: A. Leave under this article is unpaid after other applicable paid leave
is exhausted (See Section 14.5.5A and Section 14.5.5B below). Any applicable paid leave is counted toward the twelve (12) week allowance. While on leave, an employee will continue to be covered by the district's group health insurances which will include medical, dental, and income protection insurances to the same extent that coverage is provided while the employee is on the job. However, an employee will not continue to be covered under the district's non-health benefit plans which includes TSA, life insurance, and other non-health benefit plans unless an employee makes the appropriate contributions for continued coverage. An employee may make the appropriate contributions for continued coverage under the preceding non-health benefit plans by payroll deductions or direct payments made to these plans. Employee contribution rates are subject to any change in rates that occurs while the employee is on leave.
B. If an employee fails to return to work after his/her leave entitlement has been exhausted or expires, the district shall have the right to recover its share of health plan premiums for the entire leave period, unless the employee does not return because of the continuation, recurrence, or onset of serious health condition which would entitle the employee to leave, or because of circumstances beyond the employee’s control. The district shall have the right to recover premiums through deduction from any sums due to the employee from the district (such as unpaid wages, vacation pay, etc.).
14.5.5 Use of Other Accrued Leaves While on Leave: A. If an employee requests leave for any reason permitted under
Section 14.5.2 he/she must exhaust all accrued leaves, except sick leave, in connection with the leave. The exhaustion of accrued leave will run concurrently with the leave.
B. If an employee requests leave for his/her own serious health condition, in addition to exhausting accrued leave, the employee must also exhaust accrued sick leave. The exhaustion of accrued leave will run concurrently with the leave.
14.5.6 Certification and Intermittent Leave: A. The district will require an employee who requests leave to provide
written certification on a form approved by the district from the health care provider of the individual requiring care. If the leave is requested because of the employee's own serious health condition, the certification must include a statement that the employee is unable to perform the essential function of his/her position. An employee need not, but may at the employee’s option, identify the serious health condition involved.
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B. Employees who request leave to care for a covered service member who is a child, spouse, domestic partner, parent, parent-in-law, sibling, grandchild, or grandparent as defined in any applicable state and federal law or “next of kin” of the employee must provide written certification from a health care provider regarding the injured service member’s injury or illness.
C. The first time a bargaining unit employee requests leave because of a qualifying exigency, the employee is required to provide the district with a copy of the covered military member’s active duty orders or other documentation issued by the military which indicates that the covered military member is on active or called to active duty in a foreign country with the dates of active duty service. New active duty orders or similar documentation shall be provided to the district if the need for qualifying exigency leave arises out of a different active or call to active duty status of the same or a different covered military member.
D. If the district has reason to doubt the validity of a certification, the district may require a medical opinion of a second health care provider chosen by the district. If the second opinion is different from the first, the district may require the opinion of a third provider jointly approved by the district and the employee. The opinion of the third provider will be binding.
E. If an employee requests leave intermittently (a few days or hours at a time) or on a reduced leave schedule to care for an immediate family member with a serious health condition, the employee must provide medical certification that such leave is medically necessary. "Medically necessary" means there must be a medical need for the leave and that the leave can best be accomplished through an intermittent or reduced leave schedule.
14.5.7 Employee Notice of Leave: Although the district recognizes that emergencies arise which may require an employee to request immediate leave, an employee is required to give as much notice as possible of their need for leave. If leave is foreseeable, at least thirty (30) day notice is required. In addition, if an employee knows that he/she will need leave in the future, but does not know the exact date(s) (e.g., for birth of a child or to take care of a newborn), the employee shall inform his/her supervisor as soon as possible that such leave will be needed. Such notice may be given orally. If the district determines that an employee's notice is inadequate or the employee knew about the requested leave in advance of the request, the district may delay the granting of the leave until it can, at its discretion; adequately cover the position with a substitute.
For foreseeable leave due to a qualifying exigency, an employee must provide notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable.
14.5.8 Reinstatement Upon Return From Leave: A. Upon expiration of leave, an employee is entitled to be reinstated to
the position of employment held when the leave commenced or to an equivalent or comparable position.
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B. As a condition of restoration of an employee whose leave was due to the employee's own serious health condition, which made the member unable to perform his/her job, the employee shall obtain and present a fitness-for-duty certification on a form approved by the district from the health care provider that the employee is able to resume work. Failure to provide such certification will result in denial of restoration.
14.5.9 Request for Leave: Employees must fill out the following applicable forms in connection with leave under this article. These forms enable the district to satisfy its record keeping obligations.
1. "Request for Family or Medical Leave" to establish eligibility.
2. Medical Certification - either for the employee's own serious health condition or the serious health condition of a child, parent, or spouse.
3. "Authorization for Payroll Deductions for Benefit Plan Coverage Continuation" form.
4. "Fitness for Duty to Return from Leave Certification" form.
14.6 Industrial Accident or Illness Leave 14.6.1 Employees of the bargaining unit who sustain an illness or injury arising
directly out of and in the course and scope of their employment, shall be
eligible for a maximum of sixty working days paid leave in any one fiscal
year. This leave shall not be accumulated from year to year. Industrial
accident or illness leave shall commence on the first day of absence.
Payment for wages lost on any day shall not, when added to an award
granted under the workers’ compensation laws of this state, exceed the
normal wage for the day. Industrial accident and illness leave will be
reduced by one day for each day of authorized absence, regardless of a
compensation award made under workers’ compensation. When an
industrial accident or illness occurs at a time when the full sixty (60) days
overlap into the next fiscal year, the bargaining unit employee shall be
entitled to only the amount remaining at the end of the fiscal year in
which the industrial injury or illness occurred, for the same illness or
injury. Bargaining unit employees shall upon demand of the district,
endorse to the district workers’ compensation checks issued in the name
of the bargaining unit employee. The district, in turn, shall issue the
employee appropriate warrants for payment of wages or salary and shall
deduct normal retirement and other authorized contributions.
14.6.2 Industrial accident or illness leave is to be used in lieu of normal sick
leave benefits. When entitlement to industrial accident or illness leave
under this section has been exhausted, accumulated sick leave,
vacation or other applicable paid leave will be used in full day increments
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for each day of industrial accident or illness absence. If, however, the
bargaining unit employee is still receiving temporary disability payments
under the Workers’ Compensation laws of this state at the time of
exhaustion of benefits under this Section, the bargaining unit employee
shall be entitled to use only so much of the person's accumulated or
available sick leave, accumulated compensatory time, vacation or other
available leave, which when added to the worker's compensation award,
provides a regular day's pay at the bargaining unit employee's regular
rate of pay.
14.6.3 Any time a bargaining unit employee on industrial accident or illness
leave is able to return to work, he/she may be reinstated to his/her class
without loss of status or benefits. A bargaining unit employee returning
to work after an industrial accident or illness shall be required to submit a
medical release to the district and may at district option be required to
submit to a physical examination, at district expense, by a district
appointed physician. A bargaining unit employee who is unable to return
to work when all available leave has been exhausted shall be released
from employment and be placed on a reemployment list for a period of
thirty-nine (39) months. Upon receiving and presenting to the district a
full medical release, signed by a licensed California physician, the
employee shall be employed in the first vacant position in the class of
his/her previous assignment over all other available candidates, except
for those bargaining unit employees on a reemployment list established
because of layoff in which case the bargaining unit employee shall be
listed in accordance with Education Code Section 88127.
14.6.4 Any employee receiving benefits as a result of this article shall, during
periods of injury or illness, remain within the State of California unless
the district authorizes travel outside the state.
14.7 Bereavement Leave The district agrees to grant necessary leave of absence with pay at the
employee's regular rate of pay not to exceed for three (3) days, or five (5) days if
travel is out of state, or over 300 road miles one -way is required, on account of
the death of any member of the immediate family of an employee of the
bargaining unit. Members of the immediate family shall mean the mother, father,
grandmother, grandfather, or grandchild, aunt, uncle, niece, or nephew of the
employee or of the spouse or domestic partner of the employee, and the spouse
or domestic partner, son, son-in-law, daughter, daughter-in-law, brother, brother-
in-law, sister, sister-in-law, step-parent, step-son, or step-daughter of the
employee, or legal ward or a child of a person standing in loco parentis, or any
relative living in the immediate household of the employee.
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14.7.1 Employees of the bargaining unit may request permission of their
immediate supervisor to be absent without pay or use accrued vacation
leave or accrued compensatory time on account of the death of any
relative who is not a member of the immediate family.
14.7.2 Employees of the bargaining unit shall when practicable be required to
contact their immediate supervisor or department office not later than
four (4) hours after the start of the first regular work shift of absence to
request bereavement leave unless there are extenuating circumstances.
14.7.3 Employees of the bargaining unit shall be required to complete an
absence verification form provided by the district upon return from
bereavement leave and may be required to provide proof of eligibility
such as a newspaper obituary notice or death certificate for
bereavement leave benefits as may be required by the district.
14.7.4 In the event of a death of any present or past district employee where
the funeral or memorial service is held locally during work hours, the
bargaining unit employee may take two one and one-half (21.5) hours of
bereavementchargeable to vacation or compensatory time.
14.8 Jury Duty An employee shall be entitled to leave without loss of pay for any time the
employee is required to perform jury duty. If the employee is paid for jury duty by
the court, the employee shall endorse the check to the district and deliver to the
human resources department. The district shall then pay the employee his or her
regular salary. Any meals, mileage, and/or parking allowance provided the
employee for jury duty shall not be considered in the amount received for jury
duty.
14.8.1 Any day during which an employee who is assigned to an evening shift
and who is required to serve any part of a day(s) shall be relieved from
work with pay for that day(s).
14.8.2 Bargaining unit employees are required to report for work during any day
or portion of a day equal to or greater than one-half of the work shift in
which jury duty services are not required. In such instances the
bargaining unit employee shall be required to work a number of hours
which when added to the jury duty time (including a reasonable driving
time) will equal a full work day for the bargaining unit employee
(including lunch and break time). The district may require verification of
jury duty time before or after providing jury duty compensation.
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14.9 Military Leave An employee shall be entitled to any military leave provided by law and shall
retain all rights and privileges granted by law arising out of the exercise of military
leave.
14.10 Unpaid Parental Leave An employee who is the natural or adoptive parent of a child may be entitled to
an unpaid leave of absence for the purpose of child rearing or preparation for
childbearing. Such leave shall be no longer than twelve (12) consecutive months
and may be granted at the discretion of the district upon giving the district four (4)
weeks noticeweeks’ notice prior to the anticipated date on which the leave is to
commence. Denials of unpaid leave shall not be arbitrary or capricious.
14.11 Personal Necessity Leave 14.11.1 Employees of the bargaining unit may use a maximum of seven (7) days
of sick leave in any fiscal year for personal necessity purposes. (See
section 14.3.6 regarding sick leave). Unused personal necessity leave
entitlement shall not be accumulated from year to year. The number of
days of personal necessity leave entitlement shall not exceed the
number of full days of unused sick leave to which the bargaining unit
employee is entitled. Personal necessity leave may be granted for the
following reasons:
14.11.1.1 Death of a member of the immediate family of the bargaining
unit employee when additional leave is required beyond that
provided in the bereavement provisions of this Article. For
purposes of personal necessity immediate family shall be
defined in the same manner as in the bereavement
provisions in this article except that one day of personal
necessity leave shall be allowed for the death of a niece,
nephew, aunt or uncle of the unit member or unit member's
spouse or domestic partner, per death.
14.11.1.2 Accident, involving the bargaining unit employee's person or
property, or the person or property of a member of his/her
immediate family.
14.11.1.3 Appearance in any court or before any administrative
tribunal as a litigant, party or witness under subpoena or any
order made with jurisdiction.
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14.11.1.4 Illness of a member of the immediate family of a bargaining
unit employee.
14.11.1.5 Absence for father on the occasion of childbirth, and
absence for mother and/or father to meet legal compliance
for adoption.
14.11.1.6 Other emergency or personal necessity involving essential
employee welfare which is substantiated by the employee
and approved by the district.
14.11.2 The bargaining unit employee shall submit a request for personal
necessity leave approval on a district approved form to his/her
immediate supervisor not less than two (2) work days prior to the
beginning of the date of leave except for the purposes specified in
14.11.1.1 and 14.11.1.2 or where extenuating circumstances make such
notice impracticable. If the circumstances of personal necessity make it
impractical for the employee to obtain advance authorization for personal
necessity leave, the bargaining unit employee, must contact the
immediate supervisor as soon as practicable, but, in no instance, later
than two (2) hours after the start of the bargaining unit employee's
regular work shift, provide reasons for the requested absence, and
attempt to gain approval from the supervisor. The district, at its
discretion, may waive the above requirement when it deems an
emergency existed which made it impossible for the employee to comply
with the notification procedure.
14.12 Personal Business Leave 14.12.1 Permanent bargaining unit employees and probationary bargaining unit
employees who have completed six months of service may request a
paid personal business leave of absence for reasons not enumerated
elsewhere in this Agreement. Paid personal business leave shall not
exceed one (1) working day in any fiscal year to be used in increments
of not less than one-half workday. Paid personal business leave shall be
non-accumulative and shall be for personal business matters which
demand the bargaining unit employee's attention and which cannot
reasonably be attended to during off-duty hours.
14.12.2 In no event shall personal business leave be utilized for any of the
following reasons:
(1) Political activities or demonstrations
(2) Vacation, recreation or social activities
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(3) Employee Association activities
(4) Routine personal activities
(5) Job search or investigation
(6) Any form of concerted activities, including work stoppage.
14.12.3 A bargaining unit employee requesting use of paid personal business
leave shall submit a written request on a district approved form not less
than two (2) days prior to the date of requested absence.
14.12.4 The bargaining unit employee shall not be required to state the specific
nature of the business if the bargaining unit employee feels that the
matter is personal, but shall be required to state that a personal situation
exists and that the leave is not being utilized for any of the foregoing
enumerated items.
14.12.5 The immediate supervisor may reject a request for paid personal
business leave when in the judgment of the immediate supervisor the
absence of the bargaining unit employee will seriously affect work
production, the operation of the department, or where more than one
bargaining unit employee in the department has requested leave on the
same date.
14.12.6 Where more than one bargaining unit employee requests leave on a
given date, the immediate supervisor shall give consideration to the
requests in the order received.
14.13 Catastrophic Leave Donation Program 14.13.1 An employee must have completed probation in order to participate in or
donate to the catastrophic leave program. An employee may donate earned vacation in one day increments to the catastrophic leave program and may donate up to five earned vacation days per fiscal year.
14.13.2 Process for Participation:
14.13.2.1 The employee must submit a request to participate in the catastrophic leave program to the director of human resources. The director of human resources may require the employee to provide verification to support the catastrophic leave request.
14.13.2.2 An employee may be eligible to receive catastrophic leave donations for his/her catastrophic event or for the catastrophic event of the employee’s spouse, domestic partner, parent, or child(ren).
14.13.2.3 The Director of Human Resources will determine whether the employee meets the requirements for catastrophic leave.
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14.13.2.4 An employee may use up to thirty (30) work days of catastrophic leave donations per catastrophic event.
14.13.3 Process for Donation:
14.13.3.1 All catastrophic leave donations are irrevocable.
14.13.3.2 Employees making catastrophic leave donations must maintain a balance of at least five (5) days of earned vacation after donation.
14.13.3.3 Excess catastrophic leave donations shall be maintained in the catastrophic leave bank for future use.
14.13.3.4 The Director of Human Resources will notify the CSEA
President when CSEA employee catastrophic leave requests
are received. CSEA will notify all eligible staff of the request
for catastrophic leave donations.
14.14 Leave of Absence (Voluntary) When no other leaves are available, a leave of absence may be granted to an
employee on a paid or unpaid basis at any time upon any terms acceptable to
the district and an employee. Denial of this leave is not subject to the grievance
procedures of
Article 7.
14.15 Break in Service No absence under any paid leave provisions of this article shall be considered as
a break in service for any employee who is in paid status, and all benefits
accruing under the provisions of this agreement shall continue to accrue under
such absence.
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ARTICLE 15: LEAVE OF ABSENCE FOR RETRAINING AND STUDY
15.1 Leave of Absence The governing board may grant any bargaining unit employee a leave of absence
not to exceed one (1) year for the purpose of permitting study by the employee or
for the purpose of retraining the employee to meet changing conditions within the
district.
15.1.1 The governing board may provide that such a leave of absence shall be
taken in separate six-month periods or in any other appropriate periods,
rather than for a continuous one-year period; provided, that the separate
periods of leave of absence shall be commenced and completed within a
three-year period.
15.1.2 Any period of service by the individual intervening between the authorized
separate periods shall comprise a part of the service required for a
subsequent leave of absence for study or retraining purposes.
15.2 Granting A Leave of Absence No leave of absence shall be granted under this article to any employee for study
purposes who has not rendered service to the district for at least seven
consecutive years, or for retraining purposes who has not rendered service to the
district for at least three consecutive years preceding the granting of the leave,
and no more than one such leave of absence shall be granted in each seven or
three-year period, respectively.
15.2.1 The governing board may prescribe standards of service which shall
entitle the employee to the leave of absence.
15.2.2 Any leave of absence granted under this article shall not be deemed a
break in service for any purpose, except that such leave shall not be
included as service in computing service for the granting of any
subsequent leave under this Article.
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15.3 Performing Services During Leave
Every employee granted a leave of absence may be required to perform such
services during the leave as the governing board of the district and the employee
may agree upon in writing. The employee shall receive such compensation
during the period of the leave as the governing board and the employee may
agree upon in writing, which compensation shall not be less than the difference
between the salary of the employee on leave and the salary of a substitute
employee in the position which the employee held prior to the granting of the
leave. However, in lieu of such difference, the board may pay one-half of the
salary of the employee on leave or any additional amount up to and including the
full salary of the employee on leave.
15.4 Compensation During Leave Compensation granted by the governing board to the employee on leave may be
paid in two equal annual installments during the first two (2) years of service
rendered in the employ of the governing board following the return of the
employee from the leave of absence. The compensation shall be paid the
employee while on the leave of absence in the same manner as if the employee
were working in the district, upon the furnishing by the employee of a suitable
bond indemnifying the governing board of the district against loss in the event
that the employee fails to render at least two years' service in the employ of the
governing board following the return of the employee from the leave of absence.
The bond shall be exonerated in the event the failure of the employee to return
and render two years' service is caused by the death or physical or mental
disability of the employee. If the governing board finds, and by resolution
declares, that the interests of the district will be protected by the written
agreement of the employee to return to the service of the district and render at
least two years' service therein following his return from the leave, the governing
board in its discretion may waive the furnishing of the bond and pay the
employee on leave in the same manner as though a bond is furnished.
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ARTICLE 16: TRANSFERS AND PROMOTIONS
16.1 Definition of Terms 16.1.1 Reassignment: A reassignment is a change in an employee’s
assignment within the same department and within the same class.
16.1.2 Transfer: A transfer is a change in an employee’s assignment from one
department to another within the same class or a change to a position in
a similar or related class with the same salary range.
16.1.3 Promotion: A promotion is a change in the permanent
assignment of an employee from a position in one class after an
examination process to a vacant position in another class with a higher
salary range.
16.1.4 Demotion: A demotion is a change in the permanent assignment of an
employee from a position in one class to a vacant position in another
class with a lower salary range.
16.2 Types of Transfers 16.2.1 Voluntary Transfer/Demotion: Any employee of the unit may request a
transfer at any time. A request for a transfer or voluntary demotion shall
be made in writing to the director of human resources and shall include
the number of work hours the unit member is willing to accept, the
specific position or classification requested and the number of months
the unit employee is willing to work. Said requests shall remain on file in
the office of human resources for a period of twelve (12) months. Such
requests may include transfer to a vacant position with a lower maximum
salary rate and/or to a position with fewer months of work.
16.2.1.1 As long as the salary range is the same, a transfer may also
include an increase or decrease in the number of months worked.
An employee will not be transferred to a position with fewer
months of work, unless the employee has requested an
assignment with fewer months of work. A change in assignment
within the same class and within the same department does not
constitute a transfer.
16.2.2 Involuntary Transfers: A transfer of any employee without their
agreement whether temporary or permanent at any time.
16.2.3 Administrative Transfer: A unit member may be transferred on a
temporary or permanent basis at any time. Such transfer shall be necessary to meet the needs of the district. The affected unit members
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and CSEA shall be given notice five (5) workdays prior to the final
decision in order to schedule a meeting to discuss the transfer if the unit
member requests the meeting.
16.2.4 Medical Transfers: When the required determination has been made
pursuant to state and federal law that a permanent employee is
medically unable to satisfactorily perform his/her regular job class duties
because of illness or injury, the district may give alternate work when the
same is available that is within the employee's capabilities. The transfer
or reassignment, if any, shall be as follows:
16.2.4.1 The employee's duties in his/her regular position may be
altered in accordance with the capabilities of the employee.
Such change in duties may require reclassification if the
change in duties is permanent.
16.2.4.2 The employee may accept demotion or transfer to a less
demanding class or assignment.
16.2.4.3 The employee may accept assignment to a higher class in
accordance with the selection procedures enumerated in the
Agreement.
16.3 Position Vacancies for Which There is a Recruitment 16.3.1 Posting of Notice: When a new bargaining unit position is created or an
existing bargaining unit position becomes vacant and is to be filled, a
notice of vacancy shall be posted on the AHC Web site and other
appropriate venues for a period of not less than five (5) workdays. Any
employee in the unit may apply for transfer or promotion to that position.
16.3.2 Notice Contents: The job vacancy notice shall include: The job title; a
brief description of the position and duties; the minimum qualifications for
the position; the assigned job site; the number of hours per day if less
than full time; the normal assigned work shift, days per week, and
months per year assigned to the position. The salary range and the
deadline for filing to fill the vacancy shall be included.
16.3.3 Filing: An employee in the unit may file for the vacancy by submitting the
appropriate application form to the human resources office within the
filing period. Any employee on leave or vacation may authorize his/her
job steward to file, but not prepare or sign, a job application on the
employee's behalf.
16.3.4 Consideration of Applicants:
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16.3.4.1 Transfers - Bargaining unit employees who apply for a transfer or
voluntary demotion to a vacancy and meet the minimum qualifications
will be given an opportunity for an interview and will be required to take
any tests which are required under human resources office procedures.
16.3.4.2 Promotions - All bargaining unit employees who apply for a promotion
will be required to take any tests which are required under human
resources office procedures and will be considered along with other
applicants for the position if all required application materials are
submitted before the closing date.
16.3.4.3 Selection shall be made on the basis of merit including, but not limited
to, such factors as skill, knowledge, personal qualifications, and potential
for growth. Final decision on selection to fill vacancies shall be made by
the district.
16.4 Mileage Compensation During Temporary Assignments Any employee required to work at a work site on temporary assignment which is
more than five (5) miles from his/her normal work site, shall be compensated for
the total mileage difference between his/her normal work site and his/her
temporary work site at the amount established in this Agreement for
reimbursement for mileage up to twelve (12) months. Employees are required to
submit the appropriate reimbursement claim to the business services office at the
end of each month of temporary service.
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ARTICLE 17: CLASSIFICATION AND RECLASSIFICATION
CLASSIFICATION:
17.1 Classification Every bargaining unit position shall be placed in a class.
17.2 New Positions or Classes of Positions New classifications created or positions added to classes that could reasonably
be placed within the CSEA bargaining unit shall be subject to negotiation
between the district and CSEA to determine if they are to be included in the
bargaining unit.
17.3 Unit Placement Disputes Disputed cases regarding bargaining unit placement shall be submitted to the
Public Employment Relations Board (PERB) and shall not be subjected to the
grievance procedures contained in this contract.
RECLASSIFICATION:
17.4 Definitions Reclassification: The upgrading of a position to a higher classification as a result
of the gradual increase of the duties being performed by the incumbent in that position. (Ed Code 88001). For the purposes of this article, “duties” and “functions” are used synonymously.
Functions: Specific assignments that collectively establish the broad scope of
responsibility in the position.
Tasks: Methods by which the function is completed.
17.4.1 Qualifying Criteria for Reclassification:
1. As directed by their supervisor, the employee consistently performs a function above the scope of their current job description and is expected to continuously perform these functions.
2. Not performing these functions would be detrimental to the operation of the department.
3. A bargaining unit member must have completed his or her probationary period.
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The following do not qualify for Reclassification:
1. An increase in the volume of work currently performed.
2. Functions are already listed in the current job description.
3. Performing a function or function(s) outside the scope of the current job description without the knowledge of or direction of the supervisor.
4. Recommendation for reclassification was approved in the last year.
17.4.2 Incumbent Rights When an entire class of positions or a position is reclassified, the
incumbents in the positions shall be entitled to serve in the new positions.
It is the employee’s right to apply for reclassification. Supervisor feedback
is considered by the taskforce but does not preempt the employee’s right
to apply.
17.4.3 Timeline
Date Event
April 1st Notice sent by HR for upcoming application period
May 1st thru June 30th
Application Period
July 1st Reclassification Taskforce members appointed
By July 16th Supervisor shall provide feedback on the request
August Taskforce meets and reviews applications
By September 20th HR notifies employee and supervisor of decision to approve/deny reclassification
By October 15th Appeal resolution recommendation and results sent to employee
By November 2nd Employee & supervisor receive copy of revised job description
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By January 10th Employees approved for reclassification can request a meeting with the Taskforce
January 15th
HR responds with any recommendations resulting from the employees meeting with the Taskforce
HR and CSEA meet with the Superintendent/President
February 15th The Superintendent/President sends his recommendation to the employees
March Reclassification recommendations are sent to the Board of Trustees for approval
July 1st Reclassification becomes effective
17.5 Unit Member Request for Reclassification 17.5.1 The Human Resources Department will notify the unit members of the
reclassification open window period by August 31stApril 1st and provide
information about accessing the reclassification forms and guidelines.
17.5.2 In order to be eligible for a reclassification study, a bargaining unit
member must have completed his or her probationary period.
17.5.32 Any request for reclassification must be submitted by the unit member to
the Human Resources Department between September May 1st and
October 1stand June 30th for consideration during the current next fiscal
year.
17.5.43 Approved reclassifications will become effective July 1st of the following
fiscal year.
17.5.54 A denial of the request for reclassification shall not prohibit the unit
member’s eligibility to apply for a reclassification in the following year.
17.5.65 As part of the reclassification process, the immediate supervisor shall
provide feedback on the reclassification request form by October July
16th.
17.6 Reclassification Taskforce 17.6.1 The Human Resources Department will ensure that Reclassification
Taskforce members have been appointed by the first working day in
NovemberJuly. The Human Resources Department will provide
orientation to the Taskforce members.
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17.6.1.1 The Reclassification Taskforce shall consist of six (6) voting
members as follows:
17.6.1.1.1 Three CSEA representatives plus one non-voting
alternate appointed by the CSEA President.
17.6.1.1.2 Three district representatives plus one non-voting
alternate appointed by the Superintendent/President.
17.6.1.1.3 Alternate srepresentatives willmay be scheduled at
the Reclassification Taskforce’s discretion.
17.6.2 Taskforce members will serve a minimum of two (2) years beginning
the first working day of November. Appointments will be staggered.
17.6.32 Conflict of Interest
17.6.32.1 A unit member requesting reclassification may not serve on
the taskforce
17.6.23.2 The immediate supervisor of a bargaining unit employee
who has applied for a reclassification may not serve on the
reclassification taskforce. The immediate supervisor will not be
present, vote, or take part in any discussion regarding their
employee’s reclassification.
17.6.43 With guidance from the Director of Human Resources or designee the
Reclassification Taskforce shall conduct reclassification reviews. The
Reclassification Taskforce’s review may include but is not limited to, an
analysis of job descriptions, salary surveys or benchmarks, and internal
and external parity.
17.6.54 All actions of the Reclassification Taskforce shall be taken only in official
meetings called, scheduled and conducted with all members, including
alternates, present.
17.6.65 All recommendations by the taskforce must be made by a majority vote of
all members of the Reclassification Taskforce.
17.6.76 The Director of Human Resources or designee shall send written
notification to the unit member and his or her immediate supervisor of the
taskforce’s recommendation by December September 20th.
17.6.87 The bargaining member receiving a recommended reclassification shall
be given a written copy of the revised job description including title and
salary range by March November 2nd.
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17.6.98 The Reclassification Taskforce shall make a recommendation to the
Superintendent/President to approve or deny each request for
reclassification.
17.7 Appeal Process - Recommendation to Deny 17.7.1 A unit member receiving a recommendation to deny his/her request
for reclassification may file a written appeal to the Reclassification
Taskforce within ten (10) working days of receipt of the recommendation.
17.7.1.1 The Reclassification Taskforce may interview the unit member
and other appropriate parties in its consideration of the appeal.
17.7.1.2 The Director of Human Resources or designee shall respond, in
writing, to the unit member with the recommendation of the
taskforce regarding the appeal. A copy shall be sent to the
immediate supervisor and CSEA by January 15th.
17.7.1.3 If, following the appeal, the Reclassification Taskforce does not
recommend approval of a request for reclassification, the district
shall determine whether the bargaining unit member will be
considered for out of classification compensation (per Article 9.13)
or revert back to or maintain their original job description.
17.8 Appeal Process - Recommendation to Approve 17.8.1 A bargaining unit member receiving a recommendation for an approved
reclassification can request one (1) meeting with the Reclassification
Taskforce to review the revised job description, title, and salary range for
the purpose of clarification and/or modification by March January 10th.
17.8.1.1 After the bargaining unit member’s questions and/or comments
are taken under consideration by the Reclassification Taskforce,
the Director of Human Resources or designee shall respond, in
writing, to the unit member with the recommendation of the
taskforce regarding the appeal. A copy shall be sent to the
immediate supervisor and CSEA by March January 15th.
17.9 Recommendation to the Superintendent/President and Board of Trustees 17.9.1 The Director of Human Resources or designee and a CSEA
representative from the Reclassification Taskforce shall present the
recommendations to the Superintendent/President by April January 15th.
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17.9.2 The Superintendent/President shall make his/her recommendation for
reclassification and shall direct written notification to the unit member,
immediate supervisor, Director of Human Resources and CSEA by May
February 15th.
17.9.3 If the Superintendent/President recommends approval of a request
for reclassification, Human Resources shall prepare the Board agenda
item for consideration at the Board of Trustees meeting in JuneMarch.
17.9.4 If the Board of Trustees approves the request for reclassification,
Human Resources shall ensure the necessary forms and appropriate
documents are prepared.
17.9.5 If the Superintendent/President does not recommend approval of a
request for reclassification, the district shall determine whether the
bargaining unit member will be considered for out of classification
compensation (per Article 9) or revert back to his or her original job
description.
17.10 Reclassification Implementation: Salary Step Advancement, Evaluations, and Employment Dates 17.10.1The salary range of the unit member in a position which is reclassified
shall be placed within the existing salary schedule (SS-55).
17.10.2The unit member’s evaluation and salary step advancement date, for
purposes of step increases and longevity, shall not change.
17.11 Reclassification Forms and Guidelines The district and CSEA will meet and confer regarding updating and changing the
appropriate forms and guidelines. This will occur following the Reclassification
Taskforce’s final recommendation to the Superintendent/President and before
ratification of the current year contract. Reclassification Taskforce input will be part
of the meet and confer discussion.
17.12 Grievance All reclassification recommendations shall not be subject to the grievance
procedure.
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ARTICLE 18: LAYOFF AND REEMPLOYMENT
18.1 Layoff and Re-Employment
In accordance with established law, the district will provide advanced notice and
an opportunity to meet and negotiate with CSEA regarding the effects of a
decision to layoff employees covered by this agreement.
If the district is not eliminating a position, the district agrees to provide advanced
notice and an opportunity to meet and negotiate a decision regarding the
reduction of bargaining unit positions’ scheduled work hours, as well as the
effects of any such reduction.
18.2 Layoff Layoff shall occur only for lack of work or lack of funds.
18.2.1 When, as a result of the expiration of a specially funded program,
bargaining unit positions must be eliminated at the end of any school year,
and bargaining unit employees will be subject to layoff for lack of funds,
the bargaining unit employees to be laid off at the end of such school year
shall be given written notice on or before April 29th informing them of their
layoff effective at the end of the school year and of their displacement
rights, if any, and reemployment rights. However, if the termination date
of any specially funded program is other than June 30th, such notice shall
be given not less than sixty (60) calendar days prior to the effective date of
their layoff.
18.2.2 When, as a result of a reduction or elimination of the service being
performed by any department, bargaining unit employees shall be subject
to layoff for lack of work, affected bargaining unit employees shall be given
written notice of layoff not less than sixty (60) calendar days prior to the
effective date of layoff.
18.2.3 Nothing herein provided shall preclude a layoff for lack of funds in the
event of actual and existing financial inability to pay salaries of bargaining
unit employees, nor layoff for lack of work resulting from causes not
foreseeable or preventable by the Board, without the notice required by
subdivisions 18.1.1 or 18.1.2 hereof.
18.2.4 The district will notify CSEA of any reductions, layoffs, or eliminations of
services at least fifteen (15) days prior to notification of employees. At
least sixty (60) calendar days prior to a layoff and/or reduction of any
bargaining unit positions, the district will meet with CSEA to review and
respond to the order of layoff.
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18.3 Reduction in Hours and Demotions Employees who take a voluntary demotion or voluntary reduction in assigned
time in lieu of layoff shall receive the same reemployment rights as employees
who are laid off and shall retain eligibility to be considered for reemployment for
an additional period of up to twenty-four (24) months.
18.4 Order of Layoff/Reduction Whenever a classified employee is laid off, the order of layoff/reduction within the
class shall be determined by length of service. The employee, who has been
employed the shortest time in the class, plus higher classes, shall be laid off first.
Reemployment shall be in the reverse order of layoff.
For purpose of determining seniority, the length of service shall mean date of
hire.
Date of hire is defined as the date the employee entered into a probationary or
permanent status in the classified service.
18.5 Bumping Rights An employee laid off or reduced from his/her present class may bump into the
next lowest class in which the employee has greatest seniority considering
his/her seniority in the lower class and any higher classes. The employee may
continue to bump into lower classes to avoid layoff/reduction.
18.6 Layoff in Lieu of Bumping An employee who elects a layoff in lieu of bumping maintains his/her
reemployment rights under this Agreement.
18.7 Equal Seniority If two (2) or more employees subject to layoff have equal class seniority, the
determination as to who shall be laid off/reduced will be made on the basis of the
greater hire date seniority; if they are equal, then the determination shall be
based on the number of hours an employee has been in a paid status in the
class plus higher classes; and if they are still equal, the determination shall be
made by lot.
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18.8 Reemployment Rights When on the reemployment list, lLaid off persons are eligible for reemployment in
a position in any classification to which he/she has reemployment rightsthe class
from which laid off for a thirty-nine (39) month period and. Such persons shall be
reemployed in the reverse order of layoff. Their reemployment in the classany
classification in which they meet minimum qualifications shall take precedence
over any new employment in the class.
In addition, they shall have the right to apply for promotional positions within the
filing period specified in the Transfers and Promotions Article 16 of this
agreement for a period of thirty-nine (39) months following layoff. An employee
on a reemployment list shall be notified of promotional opportunities.
189.8.1 Bargaining unit employees who take voluntary demotions or
voluntary reductions in assigned time in lieu of layoff shall be, at the option
of the bargaining unit employee, returned to a position in their former class
or to positions with increased assigned time as vacancies become
available, but if there is a valid reemployment list they shall be ranked on
that list in accordance with their proper seniority for an additional twenty-
four (24) months.
18.9 Retirement in Lieu of Layoff 18.9.1 Any employee in the bargaining unit may elect to accept a service
retirement in lieu of layoff, voluntary demotion, or reduction in assigned
time. Such employee shall within five (5) workdays prior to the effective
date of the proposed layoff complete and submit a form provided by the
district for this purpose.
18.9.2 The employee shall then be placed on a thirty-nine (39) month
reemployment list.
18.9.3 The district agrees that when an offer of reemployment is made to an
eligible person retired under this article, and the district receives within ten
(10) working days a written acceptance of the offer, the position shall not
be filled by any other person, and the retired person shall be allowed
sufficient time to terminate his/her retired status.
18.9.4 An employee subject to this section who retires and is eligible for
reemployment and who declines an offer of reemployment up to and equal
to that from which laid off, shall be deemed to be permanently retired.
18.9.5 Any election to retire after being placed on a reemployment list shall be
retirement in lieu of layoff within the meaning of this section.
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18.10 Notification of Reemployment Opening Any employee who is laid off and is subsequently eligible for reemployment shall
be notified in writing by the district of an opening in their previous classes. Such
notice shall be sent by certified mail to the last address given the district by the
employee, and a copy shall be sent to CSEA by the district, which shall acquit
the district of its notification responsibility.
18.11 Employee Notification to District An employee shall notify the district of his/her intent to accept or refuse
reemployment within ten (10) working days following receipt of the reemployment
notice. If the employee does not accept the reemployment, after the second
notification, the employee's eligibility on the reemployment list shall terminate.
18.12 Reemployment in Highest Class Employees shall be reemployed in the highest rated job classification available in
accordance with their class seniority. Employees who accept a position lower
than their highest former class shall retain their original thirty-nine (39) month
rights to the higher paid position, or in the case of a voluntary reduction, for a
total of sixty-three (63) months.
18.13 Seniority Roster The district shall maintain an updated seniority roster indicating employee’s
length of service. Such roster shall be provided to CSEA at least forty-five (45)
days prior to any layoff and on October 1st of each year.
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ARTICLE 19: DISCIPLINARY ACTION
19.1 Disciplinary Action “Disciplinary action” shall include written reprimand, suspension, demotion and
dismissal. Investigation and disciplinary action against police officers shall follow
California Peace Officer Bill of Rights (POBR) sections 3303 and following.
19.1.1 Written reprimand shall be a separate written statement identifying
misconduct or performance deficiencies clearly identified as a
reprimand.
19.1.2 Suspension shall be a temporary separation from service without pay for
disciplinary reasons, not to exceed thirty (30) working days.
19.1.3 Demotion shall be a reduction from one classification to a lower
classification within the same or similar job family at a lower rate of pay
for disciplinary reasons or a decrease in salary to a lower step within a
salary range for disciplinary reasons.
19.1.4 Dismissal shall be separation from employment for disciplinary reasons.
19.1.5 Generally, discipline will follow a progressive approach, which attempts
to correct, resolve or remove the employee’s problem(s) at the lowest
most effective level. The district and CSEA recognize that there are
some situations where progressive discipline is not appropriate.
19.2 Just Cause Discipline shall be imposed on permanent employees of the bargaining unit only
for just cause. Disciplinary action is final upon the effective date set forth in the
final notice (see 19.5.3). If the employee is dismissed, then the employee will not
be paid after that effective date.
19.2.1 No disciplinary action shall be taken for any cause which arose prior to
the employee’s becoming permanent, nor for any cause which arose
more than two (2) years preceding the date of the filing of the notice of
cause unless such cause was concealed or not disclosed by such
employee when it could be reasonably assumed that the employee
should have disclosed the facts to the employing district, except that the
district can use information regarding the employee’s conduct or
performance which is more than two (2) years old to show continuing
conduct or performance.
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19.3 Employee Right to Representation When In compliance with Weingarten Rights, prior to being called into a meeting
with their supervisor, bargaining unit employees shall be notified of the purpose
or subject of the meeting. If the purpose of the meeting is investigatory and
could reasonably lead to discipline of the employee, the employee may request
representation. Employees shall be allowed to have their representative present
during the meeting if requested as set forth above. If the employee requests
representation, the supervisor must stop the meeting or reschedule it until a
representative is present. Constructive criticism is not a basis for representation.
19.4 Written Reprimand 19.4.1 An employee who receives a written reprimand shall have the right to
respond in writing within ten (10) working days of receipt of the
reprimand. The written response will be attached to the reprimand when
placed in the personnel file.
19.4.2 The disciplinary procedures set forth below (19.5 through 19.8) do not
apply to written reprimands.
19.5 Disciplinary Action for Suspension, Demotion and Dismissal Disciplinary action shall be taken in compliance with the following procedures:
19.5.1 Notice of Intent:
Whenever the appropriate authority intends to suspend an employee,
demote the employee, or dismiss the employee, the appropriate authority
shall give the employee a written notice of discipline which sets forth the
following:
19.5.1.1 The disciplinary action intended;
19.5.1.2 The charges in ordinary and concise language of the specific act
and omissions upon which the action is based;
19.5.1.3 The cause for the action being taken, whether it is an action
based on a violation of a rule, regulation or policy of the district.
The rule or regulation shall be set forth;
19.5.1.4 A copy of all written materials, reports, or documents upon which
the discipline is based;
19.5.1.5 Notice of the employee’s right to respond to the charges either
orally and/or in writing to the appropriate authority (commonly
referred to as a Skelly meeting);
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19.5.1.6 Notice of the employee’s right to bring any representative of
CSEA, attorney or any representative to the Skelly meeting, if
any;
19.5.1.7 The date, time and person before whom the employee may
respond, upon the employee’s request, in no less than five (5)
working days;
19.5.1.8 Notice that failure to respond at the time specified shall constitute
a waiver of the right to respond prior to final discipline being
imposed.
19.5.2 Response by Employee:
The employee shall have the right to respond to the appropriate authority
orally or in writing. The employee shall have a right to be represented at
any meeting (commonly referred to as a Skelly meeting) set by the
appropriate authority to hear the employee’s response. In cases of
suspensions, demotions, or dismissal, the employee’s response will be
considered before final action is taken.
19.5.3 Final Notice:
After the response or the expiration of the employee’s time to respond to
the notice of intent, the appropriate authority shall: (1) dismiss the notice
of intent and take no disciplinary action against the employee; or (2)
modify the intended disciplinary action; or (3) prepare and serve upon the
employee a final notice of disciplinary action. The final notice of
disciplinary action shall include the following:
19.5.3.1 The disciplinary action taken;
19.5.3.2 The effective date of the disciplinary action taken which shall not
be less than ten (10) working days from the date of the notice;
19.5.3.3 The charges in ordinary and concise language of the specific act
and omissions upon which the action is based;
19.5.3.4 The cause for the action taken, whether it is an action based on a
violation of a rule, regulation or policy of the district. The rule or
regulation shall be set forth;
19.5.3.5 The written materials, reports and documents upon which the
disciplinary action is based;
19.5.3.6 The employee’s right to appeal within ten (10) working days;
19.5.3.7 A document, the signing of which shall constitute a demand
for a hearing.
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19.6 Appeal 19.6.1 If within ten (10) working days the employee appeals the discipline, the
Human Resources Director shall schedule a hearing before the Board of
Trustees.
19.6.2 The hearing shall be set no later than forty (40) calendar days from the
date of the filing of the appeal. All interested parties shall be notified of
the date, time and place of the hearing at least ten (10) working days
before the hearing. The Board may, prior to or during a hearing, grant a
continuance for good cause.
19.6.3 All hearings shall be private; provided, however, that the employee may
request a hearing open to the public. Any request for an open hearing
shall be submitted five (5) working days prior to the hearing date or the
hearing will be closed.
19.6.4 Both district and the employee are allowed to be represented by legal
counsel and/or other designated representative.
19.6.5 The hearing shall be tape recorded. If either party requests a court
reporter or transcript, the requesting party shall pay the cost.
19.6.6 The Board may, and shall if requested by the district or the employee,
issue subpoenas for necessary witnesses, and/or require the production
of unprivileged documents or other material evidence prior to the
commencement of such hearing as long as the request is received in
writing at least five (5) working days prior to the date set for the hearing.
After the commencement of such hearing, subpoenas shall be issued
only at the discretion of the Board if the need for the subpoena could not
reasonably have been anticipated before the hearing.
19.6.7 Five (5) working days prior to the date set for the hearing, each party
shall serve upon the other party and submit to the Human Resources
Department a list of all witnesses and all exhibits. Number shall
designate the employer’s exhibits. Alphabetical letter shall designate the
employee’s exhibits. Neither party will be permitted to call during the
hearing a witness not identified pursuant to this section nor use any
exhibit not provided pursuant to this section unless that party can show
that they could not reasonably have anticipated the prior need for such
witness or exhibit.
19.6.8 The hearing need not be conducted in accordance with technical rules
relating to evidence and witnesses but hearings shall be conducted in a
manner most conducive to determination of the truth. Any relevant
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evidence may be admitted if it is the type of evidence on which
responsible persons are accustomed to rely in the conduct of serious
affairs. Hearsay evidence may be used for the purpose of
supplementing or explaining any direct evidence but shall not be
sufficient in itself to support a finding. The rules dealing with privileges
shall be effective to the same extent that they are not or hereafter may
be recognized in civil actions, and irrelevant and unduly repetitious
evidence may be excluded. Decisions made by the Board shall not be
invalidated by any informality in the proceedings, and the Board shall not
be bound by technical rules of evidence.
19.6.9 The Board shall rule on the admission or exclusion of evidence.
19.6.10 Each party shall have these rights: To make opening and closing
statements; to call, examine, and redirect witnesses; to introduce
evidence; to cross-examine opposing witnesses on any matter relevant
to the issues; to impeach any witness regardless of which party first
called him or her to testify; and to rebut the evidence against him/her.
19.6.11 Oral evidence shall be taken only on oath or affirmation.
19.6.12 The Board shall determine relevancy, weight, and credibility of testimony
and evidence, and shall base all findings on the preponderance of
evidence. The burden of proof shall rest upon the district.
19.7 Board of Trustees’ Decision 19.7.1 The Board of Trustees shall as soon as possible render findings and a
decision.
19.7.2 The Board shall submit in writing to all parties its findings and
conclusions.
19.7.3 The Board may sustain or reject any of the charges and may sustain,
reject or modify the discipline. If the Board reinstates a terminated
employee, the employee is entitled to back pay for the period of absence
minus any money the employee has earned during this period, except
any money earned at any job which was held prior to the effective date
of the disciplinary action.
19.7.4 The decision of the Board of Trustees is final.
19.8 Sex and Narcotics Offenses 19.8.1 Any employee charged by complaint, information or indictment filed in a
court of competent jurisdiction with any sex offense as defined in Section
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87010 of the Education Code, any narcotics offense as defined in
Section 87011 of the Education Code, or any other offense enumerated
in Section 88123 of the Education Code, may be placed on a
compulsory leave of absence for such period of time, and subject to
such conditions, as are set forth in Section 88123 of the Education
Code. The employee may receive compensation as provided for in
Section 88123 of the Education Code, or the Board of Trustees may
provide that the leave be with pay without the need to post a bond or
without need to repay the district in the event the employee is convicted
of such charges, or does not return to service after the expiration of the
leave.
19.8.2 The employee will be provided the following prior to being placed on
leave:
a. Written notice of the proposed action;
b. The reasons for the proposed action;
c. A copy of any material upon which the proposed action is to be based;
d. A right to respond orally or in writing to the proposed action.
19.8.3 The superintendent/president, or his/her designated representative, has
the authority to suspend an employee pending action by the Board of
Trustees at its next regularly scheduled meeting, or at a special meeting
called for the purpose of considering placement of the employee on a
compulsory leave of absence, if after considering the employee’s
response, if any, the superintendent/president, or his/her designee, is of
the opinion that such action is in the best interests of the district.
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ARTICLE 20: WORK PLACE SAFETY
20.1 District Compliance The district shall conform to and comply with all health, safety, and sanitation
requirements imposed by state or federal law or regulations adopted under state
or federal law.
20.2 Reporting Unsafe Conditions Any time a bargaining unit employee encounters an unsafe condition on the job,
the affected employee(s) should file a report regarding the possible unsafe
condition through the plant services work order system on the MyHancock portal.
Alternatively, the employee may complete the Safety Hazard/Suggestion Report
Form also available on the MyHancock Portal. CSEA is represented on the
Safety Committee, and may provide input to any investigation.
20.2.1 No employee shall be in any way retaliated against as a result of reporting
any condition believed to be a violation of this section.
20.3 Safety Committee The district Safety Committee shall include proportional representation from
CSEA. The committee shall review health, safety, sanitation and working
conditions to insure compliance with Section 20.1. The committee shall make
recommendations to the district concerning improvements in health, safety,
sanitation, and working conditions.
20.3.1 Release Time: The bargaining unit members of the committee shall be
allowed reasonable release time to attend meetings of the committee or
related activities.
20.4 Drug and Alcohol Testing Pursuant to the United States Department of Transportation Regulations Per Board Policy 30406950 20.4.1 This section shall only apply to bargaining unit employees in positions
identified by Board Policy 3040 6950and Administrative Procedure
3040.01.
20.4.2 Prohibited conduct may result in disciplinary action up to and including
termination in accordance with the procedures set forth in Article 19.
20.4.3 Any drug/alcohol treatment and/or rehabilitation cost shall be borne by
the bargaining unit employee if such cost is not covered by the district
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medical insurance plan as provided by Article 11, Health and Welfare,
Section 11.2.
20.4.4 Any leave approved by the district for alcohol/drug treatment and/or
rehabilitation during the bargaining unit employee’s contract year shall
be in accordance with
Article 14, Leaves, and shall be taken from the employee’s sick leave if
sick leave is available.
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ARTICLE 21: COLLEGE DISTRICT POLICE
This Article applies solely to the classifications of College District Police Officer.
Section 21.9 applies to the classifications of Dispatcher and Safety Officer only.
21.1 Uniforms and Equipment
21.1.1 The cost of the purchase of uniforms, equipment, identification badges,
emblems, shoulder patches, badge patches, and business cards
required by the District shall be fully paid by the district.
21.1.2 The cost of embroidering a bargaining unit employee’s name on all
uniform shirts shall be fully paid by the district, whether the district or
the bargaining unit employee owns the shirts.
21.1.3 The District agrees to provide the following initial uniform and
equipment items for all new bargaining unit employees prior to their
starting date.
Uniform items:
One (1) pair Class A uniform pants;
Two (2) pairs Class B uniform pants;
One (1) Class A blue long sleeve uniform shirt;
Two (2) Class B blue short sleeve uniform shirts;
One (1) Class C uniform shirt;
One (1) gold tie bar;
One (1) navy blue hat/cap;
One (1) district authorized metal badge and ID card issued by the
police department.
Equipment items:
The following items shall be purchased and maintained by the district
and will remain the property of same. Upon termination of employment,
the below items shall be returned to the district:
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One (1) nylon duty belt + liner belt;
One (1) key holder silent or regular;
Four (4) belt keepers;
One (1) double handcuff case;
Two (2) pair of handcuffs;
One (1) rechargeable flashlight with AC charger and holder;
One (1) mace/pepper spray and holder;
One (1) collapsible baton and holder or Koga baton and holder;
One (1) radio holder;
Soft Body Armor, Level III A or higher threat level (the safety vest may
include a hard and soft trauma plate);
Raingear (Jacket, shirt, pants);
Gun holster;
Duty Weapon;
Double magazine pouch;
Three (3) magazines for the primary duty weapon;
One (1) Black uniform Jacket (All weather jacket w/ liner);
One (1) district authorized metal badge and ID card issued by the
police department.
21.2 Uniform Allowance
For the purchase and maintenance of required uniforms, equipment, and rain
gear, bargaining unit employees will receive an annual allowance of $500850 on
the November payroll. The $500850 allowance pertains to police officers only.
Newly hired bargaining unit employees shall commence receiving the uniform
allowance after successful completion of a one year probationary period.
21.3 Personal Property
21.3.1 Personal property, which is destroyed or damaged in the course of
employment, shall be repaired or replaced by the district within sixty (60)
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calendar days from the date the bargaining unit employee submitted a
claim to the district.
21.3.2 Personal property are those items necessary during job-related
activities. Items include uniforms, eye glasses, and watches.
21.3.3 Personal property shall not include those items not required for job
related activities. Items not included are necklaces or chains; earrings,
bracelets, and other jewelry.
21.3.4 The total payable claims for prescription eye glasses shall not exceed
$175 per occurrence. The total payable claims for watches shall be $50
per occurrence.
21.3.5 The procedure for the repair or replacement of damaged personal
property shall be the same for district property as described in the
AHJCDPD Policy Manual.
21.4 Overtime/Compensatory Time
21.4.1 The choice of payment for overtime or receiving compensatory time off
shall be at the discretion of the bargaining unit employee.
21.4.2 Should a bargaining unit employee be required to finish a report prior to
leaving duty at the end of their regular duty shift, the time necessary to
complete those reports shall be automatically approved for
overtime/compensatory time (as noted above).
21.5 Call-Back/Call-In Duty
21.5.1 All bargaining unit employees called back or called in to duty shall be
compensated at their overtime rate of pay for two (2) hours or the
number of hours actually spent on duty, whichever is greater.
Call-back time is defined as a bargaining unit employee called back to
work after completion of their regular assignment.
Call-in time is defined as a bargaining unit employee called in to work on
a day when the bargaining unit employee is not scheduled to work.
21.6 Work Week
21.6.1 The work week shall consist of five consecutive days or thirty seven (37)
hours per week. This Article shall not restrict the extension of regular
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workday or workweek on an overtime basis for emergencies. An
“emergency” for the purposes of this Article is defined as circumstances
which could not have been planned for.
21.6.2 Alternate Work Schedule: Nothing in this section shall prohibit an
individual bargaining unit employee and the district from mutually
agreeing to implement a schedule of 9.25 hours per day, thirty-seven
(37) hours per week on four (4) consecutive days, or some other flexible
work schedule, while maintaining thirty-seven (37) hours in the work
week. If the four-day plan, or some other flexible schedule, is
implemented, the bargaining unit employee shall not earn overtime for
hours in excess of 7.5 hours in one (1) day, but shall earn overtime for
hours worked in excess of 9.25 in one day (if that is the agreed upon
standard workday)37 hours in a week. Bargaining unit employees not
working a standard work week during a week in which there is a paid
holiday will revert back to a standard work week.
21.6.3 Alternate Work Week Holiday: Unit members working an alternative
workweek shall be given a substitute holiday or provided compensation
in the amount to which the employee would have been entitled to had
the holiday fallen within his or her normal work schedule. (Per Ed Code
88206)
21.7 Lunch Period
21.7.1 Lunch Period: All bargaining unit employees covered by this Article for
the district Police Department shall be given a one half (1/2) hour paid
lunch period at an undesignated time as part of their workday. It is
understood that as this lunch period is paid, the bargaining unit
employee shall still be required to answer urgent calls to service during
his/her lunch period. The bargaining unit employee shall be allowed to
go off campus, but no more than four (4) miles from the campus.
21.8 Rest Periods
21.8.1 All bargaining unit employees shall be granted rest periods, which, insofar
as practicable, shall be in the middle of each full-time work period in the
morning and afternoon, at the rate of fifteen (15) minutes. The bargaining
unit employee shall be allowed to go off campus, but no more than four (4)
miles.
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21.8.2 Time from unused rest periods may not be used to lengthen the lunch
break or shorten the work day. Rest periods shall not be applied to any
time owed the district that is to be made up.
21.8.3 Rest periods are part of the regular work day and shall be taken during the
regular work day and compensated at the regular rate of pay for the
bargaining unit employee.
21.9 Dispatcher and Safety Officer Classifications (only)
21.9.1 Uniform Allowance: For the purchase and maintenance of required
uniforms, equipment, and rain gear, bargaining unit employees shall
receive an annual allowance of $2350 annually on the November payroll.
Newly hired bargaining unit employees shall commence receiving the
uniform allowance after successful completion of a one year probationary
period.
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ARTICLE 22: HIRING
22.1 Bargaining Unit Distribution of Job Information Upon initial employment and each change in classification each affected
employee in the bargaining unit shall receive a copy of the applicable job
description, a specification of the monthly and hourly rates applicable to his/her
position, the regularly assigned work shift, the hours per day, days per week, and
months per year.
22.2 Non-Bargaining Unit Employees Short-term employees, student employees, professional experts, and substitute
employees will be hired in accordance with Appendix DC.
22.3 Volunteers The district shall use volunteers in accordance with Ed Code Section 72401 and
the applicable state and federal law.
22.3.1 An individual shall not be considered a volunteer if the individual is
otherwise employed by the district to perform the same type of services as
those for which the individual proposes to volunteer.
22.3.2 An individual shall not perform hours of volunteer service for the district
when such hours involve the same type of services which the individual is
employed to perform for the district.
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ARTICLE 23: SEVERABILITY
23.1 Savings Clause If during the life of this Agreement there exists any applicable law or any
applicable rule, regulation, or order issued by governmental authority other than
the district which shall render invalid or restrain compliance with or enforcement
of any provision of this Agreement, such provision shall be immediately
suspended and be of no effect hereunder so long as such law, rule, regulation, or
order shall remain in effect. Such invalidation of a part or portion of this
Agreement shall not invalidate any remaining portions which shall continue in full
force and effect.
23.2 Replacement for Severed Provision In the event of suspension or invalidation of any Article or Section of this
Agreement, the parties agree to meet and negotiate within thirty (30) days after
such determination for the purpose of arriving at a mutually satisfactory
replacement for such Article or Section.
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ARTICLE 24 PROFESSIONAL GROWTH
24.1 Professional Growth
On either a reduced pay or an adjusted work schedule basis, a bargaining unit employee may submit a request for permission to take a college course during his/her regularly scheduled work day to the immediate supervisor with final approval by director of human resources. Approval of such a request shall be contingent upon the following conditions:
24.1.1 The course will improve the employee's service to the district.
24.1.2 Additional funds will not be required.
24.1.3 Classes taken during regular work hours must meet the following
conditions:
a. The absence of the employee will not adversely affect the normal working operations of his/her department.
b. The class will improve the employee's service to the district; or,
c. The class is required for the degree the employee is seeking;
d. Adjusted hours will be made up on the same day they are taken;
e. Two (2) or more employees will not take classes on an adjusted work schedule basis, and be gone from the work unit at the same time;
f. When two (2) employees in the same work unit have applied for the same hours of release time, the employee with the most seniority will have priority.
24.1.4 The maximum number of adjusted work hours per week which may be
allowed will be determined by the district.
24.1.5 The amount of reduced pay shall be proportionate to the time taken from
the regular workweek.
24.1.6 Unit employees shall be allowed to take classes at Allan Hancock
College during their assigned lunch break provided the classes do not
interfere with the assigned work schedule.
24.2 District Reimbursement
The district shall reimburse bargaining unit employee for the registration fees, unit
fees, cost of books, and required materials for all classes taken at Allan Hancock
College. Reimbursements for these bargaining unit employee expenses shall be
made upon completion of the class with a grade of “C,” “P,” or better and upon
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presentation of a receipt and completion of the reimbursement claim form which
shall be submitted to the Business Services department for processing.
24.3 Academic Degrees beyond Associate Level
Employees pursuing academic degrees beyond the associate level shall be
reimbursed the cost of tuition and enrollment fees upon completion of courses with
a grade of "C" or better, and upon presentation of receipt for said costs and
completion of the reimbursement claim form which is submitted to the business
services department for processing. Reimbursement shall be limited to $1,000 per
employee per fiscal year in which the course(s) are completed and a yearly fiscal
collective total of a maximum of $6,000 for the bargaining unit.
24.4 District Required Training Time spent in taking an Allan Hancock College course which is necessary for the performance of an employee's job and which the employee's supervisor directs him/her to take, with approval from the appropriate district vice president and the director of human resources, will be considered part of the employee's regular work schedule. Approval of such request shall be contingent upon the following conditions:
24.4.1 The employee has successfully completed the probationary period in
that position.
24.4.2 The course is necessary for providing or improving district services.
24.4.3 Additional funds will not be required for substitute help.
24.4.4 No more than one course or four units, whichever is greater, can be
taken in any one semester or term.
24.4.5 Two or more employees from the same work unit will not take classes at
the same time.
24.4.6 The district will pay the enrollment fee and the cost of instructional
materials including required textbooks.
24.4.7 The absence of the employee will not adversely affect the normal
working operations of his/her department.
24.4.8 The expectation is that the employee will successfully complete the
training. If the employee does not complete the training, or does not
successfully complete the training, the employee will be responsible for
the cost of the enrollment fee and instructional materials including
required textbooks.
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24.5 Professional Growth Stipend
As an alternative to using Sections 24.2 and/or 24.3, the following professional growth opportunity shall be offered to bargaining unit employees: All regular bargaining unit employees are eligible for a professional growth stipend. Each unit is one (1) college semester unit taken at Allan Hancock College for credit. If an employee requests reimbursement and is reimbursed for fees and texts/materials under section 24.2 or 24.3, or if the district has paid such fees under 24.4.6, the employee will not be entitled to receive professional growth stipends for the same courses.
24.5.1 Eligible bargaining unit employees shall receive the following temporary
professional growth stipend in addition to regular pay:
(9 units) - $45/month
(18 units)-$90/month
24.5.2 The terms “regular bargaining unit employees” shall include the following
types of classified employees for purposes of determining eligibility to any
professional growth stipend.
a. Persons in full-time classified service who have served at least one school
year, or major portion thereof in permanent status in the Allan Hancock Joint
Community College district immediately prior to the school year for which
application for a professional growth stipend is made.
b. Persons in part-time classified service who have served at least one school
year or major portion thereof in the Allan Hancock Joint Community College
district immediately prior to the school year for which application for a
professional growth stipend is made. Part-time regular employees shall
have their stipends pro-rated.
24.5.3 The term “regular bargaining unit employees” shall exclude the following
types of classified employees for purposes of determining eligibility to any
professional growth stipend:
a. Probationary employees
b. Permanent employees with less than one school year (or major portion
thereof) of service immediately prior to the year for which application for a
professional growth stipend is made
c. Persons in the following types of non-classified service positions:
• Substitutes
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• Short-term employees
• Students employed at hourly student salary rates
• Apprentices
• Professional experts employed on a temporary basis
d. Terminated employees in any type of classified position.
24.5.4 Acquiring Professional Growth Units
Eligible bargaining unit employees may earn units by taking Allan Hancock
College credit classes which are job-related and enhance their skills to
perform their current jobs more effectively and/or to enhance their
opportunities for promotion to other positions at Allan Hancock College.
24.5.5 Procedures
Professional growth candidates should submit a request in the form of a
memo for professional growth credit—with endorsement of the lowest level
manager in the direct line of supervision—to the director of human
resources at least fourteen (14) days prior to the start of the course. The
director of human resources may grant or deny approval of the class for
professional growth credit. The memo should include the class(es), ticket
number(s), and number of units for each class with a grand total of course
units, The memo should include the date and signature of endorsement by
the manager. A copy of the memo with approval by the director, human
resources, will be returned to both the employee and supervisor. The
approved original will be placed in the employee’s personnel file. The
employee and supervisor will also be notified of unapproved requests.
24.5.6 All professional growth candidates taking courses must obtain a passing
grade of “C” or better.
24.5.7 Employees must submit evidence of satisfactory completion of course work
within two months from the date of the completion of the course work in
order to receive professional growth units. The form is available from the
admissions and records office. Admissions and Records Department will
forward the proof of satisfactory completion course work request form to the
director, human resources.
24.5.8 This program is not intended to restrict in any way the training and self-
improvement efforts a classified bargaining unit employee may undertake
on the employee’s own initiative. However, such training shall be
considered as applicable to a professional growth stipend only if it meets the
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requirements specified by this provision. Employees who are approved for
the professional growth stipend program are not eligible for course
reimbursements as defined under sections 24.2 and 24.3.
24.5.9 General Rules
a. A stipend shall be granted beginning with the semester following the earning
of the nine (9) units. After three (3) fiscal years, the stipend will cease
unless an additional nine (9) units has been accumulated, with the total
increased stipend of $90 ending at the original three fiscal year period.
4 Earned stipends shall be paid in addition to the employee’s regular salary, and shall be subject to customary payroll withholding tax, and time off with loss of salary, etc.
5 Eligible classified employees who are employed less than nine (9) calendar months a school year shall be paid professional growth stipend(s) of $45.00/month or $90.00/month only for the months the employee works.
6 An employee must be in paid status to receive any portion of the professional growth stipend the employee has been granted, and such payments will end if the employee’s employment is terminated for any reason.
7 If a classified employee who is being paid for all or any portion of a professional growth stipend terminates employment with the Allan Hancock Joint Community College district for any reason and is subsequently re-employed in a classified position, the employee shall not be entitled upon such reemployment to credit or payment for any professional growth stipends to which the employee may previously have been entitled.
8 Records concerning the Professional Growth Program shall be maintained by the office of Human Resources.
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ARTICLE 25: PARKING
25.1 Issued Parking Permits Annually, bargaining unit employees will receive one parking pass that will be
authorized for use at the Santa Maria and Lompoc campuses.
25.1.1 Commencing with the fall semester of 2014, a one-year parking pass
will be issued annually to all bargaining unit employees at no cost. The
parking permit shall be portable and may be used with multiple vehicles.
Each bargaining unit employee will be issued one permit only.
Exception: A second permit may be issued for motorcycles only at a
cost of $2 to be paid by a bargaining unit employee.
25.2 Stolen Permits All bargaining unit employees will be responsible for contacting campus security
if their permit is lost or stolen.
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ARTICLE 26: CONCERTED ACTIVITIES
26.1 No Strike Clause It is agreed and understood that there will be no strike, work stoppage, slow
down, or other concerted action by CSEA, or by its officers, agents, or members
during the term of this Agreement. In the event of a strike, work stoppage, slow
down or other interference with the operations of the College by bargaining unit
members who are represented by CSEA, the CSEA agrees in good faith to take
all necessary steps to cause those members to cease such action. It is agreed
and understood that any bargaining unit member violating this Article may be
subject to discipline up to and including termination by the Board.
26.2 No Lock Out It is agreed and understood that the district will not lock out bargaining unit
employees.
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ARTICLE 27: NEGOTIATIONS AND COMPLETION OF AGREEMENT
27.1 Notification and Public Notice If either party desires to alter or amend this Agreement, it shall provide written
notice and a proposal to the other party of said desire and the nature of the
amendments and cause the public notice provisions of the law to be fulfilled.
27.2 Commencement of Negotiations Negotiations shall commence within thirty (30) working days of satisfaction of the
public notice requirements. Negotiations shall commence at a mutually
acceptable time and place for the purpose of considering changes in this
Agreement.
27.3 Impasse If notice has been given in accordance with the preceding sections, and the
parties have not been able to agree upon terms of a new Agreement, either party
may institute impasse procedures according to the Government Code. Once
impasse procedures have been invoked, this Agreement shall remain in full force
and effect until the conclusion of the impasse process.
27.4 Release Time for Negotiations CSEA shall have the right to designate up to six (6) employees who shall be
given reasonable release time to participate in negotiations.
27.5 Re-Openers The parties agree to reopen and negotiate one (1) Article selected by each party
with the exception of Article 9 (Pay and Allowances) and Article 11 (Health and
Welfare) for 2015-16 and 2016-17. Except upon the mutual agreement of both
parties, there shall be no reopeners of Article 9 and/or Article 11 in the current
collective bargaining agreement (ending June 30, 2017). Should negotiations be
reopened with another employee organization prior to the expiration of an
exisiting multi-year contract on the issues of wages and/or health benefits those
applicable articles shall also be reopened with CSEA.
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27.65 Ratification of Additions or Changes Any additions or changes in this Agreement shall not be effective unless reduced
to writing and properly ratified and signed by both parties.
27.67 Completion of Agreement This Agreement shall constitute the full and complete commitment between both
parties and shall supersede and cancel all previous agreements both written and
oral. This Agreement may be altered, changed, added to, deleted from or
modified only through the voluntary mutual consent of the two parties in a written
and signed amendment to this Agreement.
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APPENDIX A
CLASSIFIED BARGAINING UNIT POSITIONS LIST
The positions noted with an asterisk (*) in Appendix A are entitled to safety footwear as outlined in Article 10.
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APPENDIX A: BARGAINING UNIT POSITION LIST
A.1 Sorted Alphabetically
Position Titles Category Range Academic Affairs Support Technician Technical 18
Academic Load/Scheduling Specialist Technical 33
Academic Resources Technical Specialist Technical 32
Accounting Services Technician I Fiscal 14
Accounting Services Technician II Fiscal 1618
Accounting Services Technician III Fiscal 1720
Accounts Receivable Technician Fiscal 17
Adaptive Technology/Internet Access Specialist Technical 25
Administrative Secretary IAdministrative Assistant II
Clerical 1517
Administrative Assistant II (Student Services) Clerical 17
Administrative Assistant II, Summer & Evening Clerical 18
Administrative Secretary II Clerical 19
Administrative Secretary IIIAdministrative Assistant III
Clerical 2125
Administrative Assistant III (Student Services) Clerical 25
Administrative Secretary III/Coordinator Cosmetology Professiona
28
Administrative Secretary IV Clerical 21
Administrative Secretary Assistant V Clerical 29
Coordinator, Student Services/Administrative Assistant V Professiona
31
Administrative Systems Analyst Technical 33
Admissions & Records Clerk Clerical 11
Admissions & Records Technician I Clerical 12
Admissions & Records Technician II Clerical 15
Admissions & Records Technician III Clerical 16
Alternative Media Specialist Technical 25
Application Programmer Technical 30
Assessment Technician – Community Education Professiona
20
Assessment Technician Professiona
19
Assistant Athletic Trainer Professiona
30
Athletic Equipment Manager* Services 12
Athletic Trainer Professiona
31
Automotive Mechanic* Crafts 21
Auxiliary Accounting Services Technician Bookstore Fiscal 14
Auxiliary Accounting Specialist Fiscal 2126
Auxiliary Accounting Specialist II Fiscal 26
Auxiliary Accounting Technician Fiscal 18
Basic Skills Coordinator Professiona
29
Benefits TechnicianCoordinator Fiscal 2730
Bookstore Buyer I Fiscal 17
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185
Bookstore Buyer II Fiscal 19
Bookstore Buyer III Fiscal 21
Bookstore Technician Fiscal 14
Cal-SOAP Secretary Fiscal Administrative Technician ClericalTec
1519
Cal-WORKs Coordinator Professiona
29
Campus Safety Officer Technical 14
CARE Program Specialist Clerical 19
Career Center Technician Technical 17
Career/Job Placement Services Assistant Clerical 14
Career/Job Placement Services Program Specialist Technical 20
Cashier Technician Fiscal 1416
Cashier II Fiscal 16
Children’s Center Administrative Secretary Academic Support Specialist – Children’s Center
Clerical 1217
College Achievement Now (CAN/TRiO) SSS Assistant Technical 18
College District Police Corporal Technical 29
College District Police Officer Technical 28
Community Education Program Technician II Technical 16
Community Education Public Information Specialist Technical 20
Community Education Technician III Technical 17
Community Education Technician/Clerk II Technical 13
Community Education Technician/Clerk III Technical 14
Cook-Children Center* Services 12
Coordinator of Assessment Technical 28
Coordinator, Academic Affairs/Administrative Secretary
Professiona
31
Coordinator, Admissions & Records Services Professiona
30
Coordinator, Campus Graphics* Technical 31
Coordinator, Career and Job Placement Professiona
29
Coordinator, Cashier Services Fiscal 2629
Coordinator, Community Education Professiona
33
Coordinator, Contract Education Professiona
31
Coordinator, Facilities & Construction Professiona
29
Coordinator, Financial Aid Professiona
30
Coordinator, Institutional Research and Planning Professiona
32
Coordinator, Instructional Technology Professiona
30
Coordinator, Interpreting and Communications Services Professiona
28
Coordinator, Mathematics Center Professiona
28
Coordinator, Noncredit English as a Second Language
Professiona
27
Coordinator, Noncredit Programs Professiona
28
Coordinator, Plant Services Professiona
24
Coordinator, Public Safety Professiona
28
Coordinator, Student Activities Professiona
2629
Coordinator, Tech Prep Technical 29
Coordinator, The Extended Campus Professiona
2831
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Coordinator, Writing Center Laboratory Professiona
28
Coordinator/Instructional Assistant, Computer Resources Center
Professiona
22
Copy Center Technician* Technical 17
Counseling Assistant Professiona
20
Counseling Program Specialist – Non Credit Professiona
20
Counseling Services Technician – Non Credit Clerical 12
Courier* Services 11
Curriculum Specialist Technical 28
Custodial Lead Worker* Services 14
Custodial Lead Worker, Off-Campus Programs* Services 15
Custodian* Services 11
Custodian/Athletic Equipment Attendant/Custodian* Services 1115
Design Specialist, Campus Graphics* Technical 20
Distance Learning Technical Assistant Technical 30
Distance Learning/Courseware TechnicianAcademic Support Technical Specialist
Technical 2427
DSPS Assistant Professiona
16
DSPS Specialist Professiona
21
Educational Technology Specialist Professiona
26
EOPS Assistant Technical 18
EOPS Program Specialist Professiona
19
EOPS/CalWORKs Specialist Professiona
19
EOPS Program Coordinator Professiona
29
EIOPS Specialist/Counseling Assistant Professiona
20
EOPS/Financial Aid Specialist Professiona
19
Equipment Specialist I* Services 18
Equipment Specialist II* ServicesTe
20
ESL Clerk Technical 12
Financial Aid Accounting Technician Fiscal 1621
Financial Aid Assistant Technical 1819
Financial Aid Specialist/Counseling Assistant Professiona
2021
Financial Aid Systems TechnicianTechnical Specialist Technical 1927
Financial Aid Technician Technical 19
Financial Aid Support Technician Clerical 12
Fine Arts Assistant (50 percent FTE with Admin Asst. II) Technical 17
Fire, Safety and Emergency Medical Services (EMS) Maintenance Specialist* Maintenance Mechanic/ Heavy Equipment Operator*
Crafts
23
Grant Coordinator Professiona
29
Grants & Special Projects SpecialistAccountant TechnicalFi
2728
Grants Analyst Professiona
29
Grants Analyst II Professiona
30
Graphic Designer, – Campus Graphics Technical 27
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Groundskeeper I* Services 12
Groundskeeper II* Services 14
Groundskeeper III* Services 16
Health Sciences Program Technician Technical 16
Heating and Refrigeration MechanicHeating, Ventilation, Air Conditioning, and Controls Technician II*
Crafts 2630
Heating, Ventilation, Air Conditioning, and Controls Technician*
Crafts
28
Human Resources Assistant Clerical 18
Information Technology Network Administrator and Data Security Specialist
Technical 32
Information Technology Technical Support AssistantHelp Desk Technician
Technical 2223
Information Technology Technical Support Coordinator Technical 27
Information Technology Technical Support Specialist I Technical 25
Information Technology Technical Support Specialist II Technical 27
Instructional Assistant, Automotive Technology* Technical 20
Instructional Assistant, Ceramics/Sculpture Studio Professiona
20
Instructional Assistant, Community Education Technical 18
Instructional Assistant, CRC Lompoc Valley Center Technical 20
Instructional Assistant, Emergency Medical Technician* Professiona
20
Instructional Assistant, Engineering* Technical 20
Instructional Assistant, Fire Science* Professiona
20
Instructional Assistant, Language Labs Professiona
20
Instructional Assistant, Learning Assistance Program Professiona
20
Instructional Assistant, Life and Physical Sciences Laboratory* Science Laboratory
Professiona
2027
Instructional Assistant, Life Sciences Laboratory* Professiona
20
Instructional Assistant, Mathematics Professiona
20
Instructional Assistant, Physical Sciences Laboratory* Professiona
20
Instructional Assistant, Piano Accompanist Professiona
20
Instructional Assistant, Police Academy* Professiona
20
Instructional Assistant, Public Safety* Professiona
20
Instructional Assistant, Stem Center Professiona
20
Instructional Assistant, Welding* Technical 20
Instructional Assistant, Writing Center Laboratory Professiona
20
Instructional Associate, Computer Resource Center Technical 18
Instructional Technician, Media Labs Technical 22
Instructional Technician, Dental Laboratory Technical 20
Laboratory Assistant I-CRC Technical 13
Laboratory Assistant, Business Skills Technical 13
Laboratory Assistant, Learning Assistance Program Technical 13
Laboratory Assistant, Life and Physical Science* Technical 13
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Laboratory Assistant, Writing Center Laboratory Technical 13
Laboratory Technician, Community Education Technical 11
Lead Groundskeeper - Lead* Services 18
Lead Library/Multi-Media Services Technician Technical 24
Learning Assistance Assessment Technician Professiona
20
Learning Outcomes Analyst Technical 28
Library/Multi-Media Services Technician Technical 1820
Maintenance Lead Worker Crafts 32
Maintenance Repair Worker I* Services 12
Maintenance Repair Worker II* Services 15
Maintenance Repair Worker III* Services 17
Maintenance Specialist – Carpenter* Crafts 21
Maintenance Specialist – Electrician* Crafts 25
Maintenance Specialist – Locksmith* Crafts 22
Maintenance Specialist – Painter* Crafts 2120
Maintenance Specialist – Plumber* Crafts 21
Media Production Assistant/Photographic Technical 21
Multimedia Services Technician II* Technical 28
Multimedia Services Technician* Technical 2425
Office Services Assistant I Clerical 11
Office Services Assistant II Clerical 11
Office Services Technician I Clerical 12
Office Services Technician I – EOPS/CARE/CalWORKs Clerical 12
Office Services Technician II (Off-Campus Programs) Clerical 15
Office Services Technician II Grants Clerical 15
Payroll Technician Fiscal 30
Physical Education and Athletic Technician* Services 11
Police Services Dispatcher Technician Technical 20
Police Support Services Technician Clerical 12
Program Technician Technical 17
Production Specialist, Campus Graphics* Technical 20
Program Analyst Technical 32
Public Affairs & Publications Communications Coordinator Clerical 22
Public Affairs & Publications Communications Technician Clerical 18
Public Safety Program Technician Technical 16
Public Safety Support Technician I Clerical 12
Public/Sports Information Specialist Professiona
23
Purchasing Technician Fiscal 1720
Research Information Technician Technical 26
Scheduling/Course Data Tech II Technical 26
Scholarship & Veterans Affairs TechnicianFinancial Aid Analyst
Technical 1926
Senior Accounting Specialist Professiona
30
Senior Institutional Research & Planning Analyst Professiona
29
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Server Administrator Technical 30
Shipping & Receiving Clerk (Bookstore)* Clerical 12
Shipping & Receiving Clerk (Plant Services)* ClericalServ
1213
Skilled Carpenter/Maintenance Craftsman* Crafts 21
Software Development/System Support Specialist I Web Services Specialist I
Technical 2730
Software Development/System Support Specialist II Technical 30
Student Activities Assistant Technical 18
Student Services Medical Assistant Technical 14
Student Services Technician I Clerical 13
Student Services Technician II Clerical 1517
Student Success and Support (3SP) Technical Specialist Professiona
27
Student Success Outreach/Retention Specialist Clerical 20
Student Success Technician Clerical 15
Student Systems Analyst Technical 33
Systems AnalystSupport Specialist Technical 3330
Telecommunication Technical Support Specialist* Technical 27
Testing Specialist Technical 20
Testing Technician Technical 19
Transcript Evaluator Technical 18
Transfer and Career/Job Placement Technician Technical 19
Transportation and Equipment Lead Technician * Crafts 25
Tutorial/Open Access Computer Lab Technician Technical 19
University Transfer Center (UTC) Technician Technical 16
Web Content Coordinator Technical 28
Web Services Specialist II Technical 32
Wellness Program Specialist Professiona
18
Women’s Equipment Manager/Custodian* Services 12
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Appendix A.2 Sorted by Category
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Appendix A.3 Sorted by Range
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APPENDIX B-1
CLASSIFIED BARGAINING UNIT
MONTHLY SALARY SCHEDULE
Increases to the salary schedule are applied to Step A with all the subsequent steps being 5% higher than the previous step
(all steps are rounded to the nearest dollar)
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ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT
CLASSIFIED BARGAINING UNIT SALARY SCHEDULE
JULY 1, 2017 1.56% COLA
RANGE
STEP A STEP B STEP C STEP D STEP E 11 MONTH 2,527 2,653 2,786 2,925 3,071
12 MONTH 2,618 2,749 2,886 3,030 3,182
13 MONTH 2,701 2,836 2,978 3,127 3,283
14 MONTH 2,798 2,938 3,085 3,239 3,401
15 MONTH 2,892 3,037 3,189 3,348 3,515
16 MONTH 2,996 3,146 3,303 3,468 3,641
17 MONTH 3,096 3,251 3,414 3,585 3,764
18 MONTH 3,180 3,339 3,506 3,681 3,865
19 MONTH 3,273 3,437 3,609 3,789 3,978
20 MONTH 3,369 3,537 3,714 3,900 4,095
21 MONTH 3,459 3,632 3,814 4,005 4,205
22 MONTH 3,550 3,728 3,914 4,110 4,316
23 MONTH 3,645 3,827 4,018 4,219 4,430
24 MONTH 3,739 3,926 4,122 4,328 4,544
25 MONTH 3,835 4,027 4,228 4,439 4,661
26 MONTH 3,958 4,156 4,364 4,582 4,811
27 MONTH 4,084 4,288 4,502 4,727 4,963
28 MONTH 4,212 4,423 4,644 4,876 5,120
29 MONTH 4,349 4,566 4,794 5,034 5,286
30 MONTH 4,486 4,710 4,946 5,193 5,453
31 MONTH 4,628 4,859 5,102 5,357 5,625
32 MONTH 4,773 5,012 5,263 5,526 5,802
33 MONTH 4,916 5,162 5,420 5,691 5,976
SS-55 7/26/2017
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APPENDIX B-2
CLASSIFIED BARGAINING UNIT
HOURLY SALARY SCHEDULE
The hourly salary schedule will only be used to calculate overtime, extra assignments, and/or docked pay. Hourly pay equals monthly salary times twelve
(12) divided by 1,924.
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37 HOURS WEEK HOURLY RATES
ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT CLASSIFIED BARGAINING UNIT SALARY SCHEDULE
JULY 1, 2017
1.56% COLA
RANGE STEP A STEP B STEP C STEP D STEP E
11 HOUR 15.76 16.55 17.38 18.24 19.15 MONTH 2,527 2,653 2,786 2,925 3,071
12 HOUR 16.33 17.15 18.00 18.90 19.85 MONTH 2,618 2,749 2,886 3,030 3,182
13 HOUR 16.85 17.69 18.57 19.50 20.48 MONTH 2,701 2,836 2,978 3,127 3,283
14 HOUR 17.45 18.32 19.24 20.20 21.21 MONTH 2,798 2,938 3,085 3,239 3,401
15 HOUR 18.04 18.94 19.89 20.88 21.92 MONTH 2,892 3,037 3,189 3,348 3,515
16 HOUR 18.69 19.62 20.60 21.63 22.71 MONTH 2,996 3,146 3,303 3,468 3,641
17 HOUR 19.31 20.28 21.29 22.36 23.48 MONTH 3,096 3,251 3,414 3,585 3,764
18 HOUR 19.83 20.83 21.87 22.96 24.11 MONTH 3,180 3,339 3,506 3,681 3,865
19 HOUR 20.41 21.44 22.51 23.63 24.81 MONTH 3,273 3,437 3,609 3,789 3,978
20 HOUR 21.01 22.06 23.16 24.32 25.54 MONTH 3,369 3,537 3,714 3,900 4,095
21 HOUR 21.57 22.65 23.79 24.98 26.23 MONTH 3,459 3,632 3,814 4,005 4,205
22 HOUR 22.14 23.25 24.41 25.63 26.92 MONTH 3,550 3,728 3,914 4,110 4,316
23 HOUR 22.73 23.87 25.06 26.31 27.63 MONTH 3,645 3,827 4,018 4,219 4,430
24 HOUR 23.32 24.49 25.71 26.99 28.34 MONTH 3,739 3,926 4,122 4,328 4,544
25 HOUR 23.92 25.12 26.37 27.69 29.07 MONTH 3,835 4,027 4,228 4,439 4,661
26 HOUR 24.69 25.92 27.22 28.58 30.01 MONTH 3,958 4,156 4,364 4,582 4,811
27 HOUR 25.47 26.74 28.08 29.48 30.95 MONTH 4,084 4,288 4,502 4,727 4,963
28 HOUR 26.27 27.59 28.96 30.41 31.93 MONTH 4,212 4,423 4,644 4,876 5,120
29 HOUR 27.12 28.48 29.90 31.40 32.97 MONTH 4,349 4,566 4,794 5,034 5,286
30 HOUR 27.98 29.38 30.85 32.39 34.01 MONTH 4,486 4,710 4,946 5,193 5,453
31 HOUR 28.86 30.31 31.82 33.41 35.08 MONTH 4,628 4,859 5,102 5,357 5,625
32 HOUR 29.77 31.26 32.83 34.47 36.19 MONTH 4,773 5,012 5,263 5,526 5,802
33 HOUR 30.66 32.20 33.80 35.49 37.27 MONTH 4,916 5,162 5,420 5,691 5,976
SS-55 7/26/2017
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APPENDIX C
CASH-IN-LIEU-OF BENEFITS TABLE
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APPENDIX C: CASH-IN-LIEU TABLE
Annual Rates:
Medical/Hospital Insurance
Dental Plan
Employee
Only
Employee
Plus One
Dependent
Employee
Plus Two or
More
Dependents
Employee With
No
Medical/Hospit
al Coverage
Employee
Only
$923.40
$440.60
$249.80
$1,498.00
Employee
Plus
One
Dependent
$788.10
$305.30
$114.50
$1,362.70
Employee
Plus Two or
More
Dependents
$673.60
$190.80
$0
$1,248.20
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APPENDIX DC
CLASSIFIED BARGAINING UNIT
Definitions of Excluded Positions
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APPENDIX DC: DEFINITIONS OF EXCLUDED POSITIONS
Definitions of management, supervisory, and confidential are provided in Board policy.
Definitions of certificated (faculty) are included in the collective bargaining
agreements of the Faculty Association of Allan Hancock College and California
Federation of Teachers/Part-time Faculty Association of Allan Hancock College
Local 6185.
Substitute – “Substitute employee,” means a person employed to replace anyclassified employee who is temporarily absent from duty. In addition, if the district is then engaged in a procedure to hire a permanent employee to fill a vacancy in any classified position, the district may fill the vacancy through the employment for not more than 100 calendar days. Ed. Code 88003 and CBA Article 22.2
Short-term – “Short-term employee,” means any person employed to perform aservice for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis. Before employing a short-term employee, the district, at a regularly scheduled board meeting, shall specify the service required to be performed by the employee pursuant to the definition of “classification” in subdivision (a) of Section 88001, and shall certify the ending date of the service. The ending date may be shortened or extended by the district, but shall not extend beyond seventy-five (75) percent of a school year. “Seventy-five (75) percent of a college year”means one hundred ninety-five (195) days, including holidays, sick leave,vacation and other leaves of absences, irrespective of number of hours workedper day. Ed. Code 88003
Professional Expert – “Professional Expert,” is an employee with specializedknowledge or expertise not generally required of, or found within, the employee classifications established by the Board pursuant to Section 88001 and recognized in CBA Article 1. The service performed is also described in terms of a discrete and finite project. The term of employment is also finite in nature, meaning that the district need is temporary. The length of service for professional experts is not capped as it is for short-term employees.
Student Employee – Employment of either full-time or part-time students in anycollege work-study program, or in a work experience education program shall not result in the displacement of classified personnel or impair existing contracts for services. Ed. Code 88003
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ACTION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Change of Status of Faculty Members Item Number:
13.E.
Strategic Goal:
Goal IR1: To recruit and retain quality employees. Enclosures: Page 1 of 2
BACKGROUND: The following personnel actions are recommended: Workload Reduction under California Education Code 87483 (Willie Brown Act) 1. Marla Allegre, English instructor, English department, was approved at the regular board of trustees meeting on
February 14, 2017 for a workload reduction (Willie Brown Act) from 100 percent to 74.8 percent full-time equivalency for spring semester 2017. Ms. Allegre is requesting to revise her workload reduction (Willie Brown Act) for the 2017-2018 academic year from 74.8 percent (a reduction of 25.2 percent) to 56 percent (a reduction of 44 percent) for the 2017-2018 academic year.
It is anticipated that Ms. Allegre will return to full-time status at the beginning of fall semester 2018 or will submit a request to continue working a reduced workload.
(Continued) FISCAL IMPACT 1. The savings to the unrestricted general fund is approximately $35,245 for the 2017-2018 fiscal year. Backfill will
be provided by part-time faculty. 2. The cost to the unrestricted general fund is approximately $13,294 for the 2017-2018 fiscal year. These costs will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the revised reduced workload (Willie Brown Act) for Marla Allegre, English instructor, English department, from 100 percent to 56 percent full-time equivalency for the 2017-2018 academic year, under the provisions of California Education Code Section 87483 (Willie Brown Act) and the District’s contractual agreement with the Faculty Association of Allan Hancock College, and to be renewed each year for a maximum of ten years unless the instructor and the district mutually agree to change the conditions of the reduced workload; and approve the request to terminate the reduced workload (Willie Brown Act) of Linda Metaxas, physics instructor, life and physical sciences department, and return to 100 percent full-time equivalency for the 2017-2018 academic year, under the provisions of California Education Code Section 87483 (Willie Brown Act) and the District’s contractual agreement with the Faculty Association of Allan Hancock College. Termination of Workload Reduction under California Education Code 87483 (Willie Brown Act)
Administrator Initiating Item: Kelly Underwood
Final Disposition:
201 - 1 Revised
2. Linda Metaxas, physics instructor, life and physical sciences department, has requested to discontinue her reduced
workload of 79.4 percent for the 2017-2018 academic year, under the provisions of California Education Code Section 87483 (Willie Brown Act) and the District’s contractual agreement with the Faculty Association of Allan Hancock College. Ms. Metaxas requests to return to 100 percent workload effective August 2017.
201 - 2 Revised
ACTION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Revised Supervisory/Confidential Salary Schedule Item Number:
13.F.
Strategic Goal:
Goal IR2: To develop district financial resources adequate to support quality programs and services.
Enclosures: Page 1 of 3
BACKGROUND Under the Federal Labor Standards Act the majority of the District’s confidential and supervisory employees qualify for exempt status. Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. Section 13(a)(1) and Section 13(a)(17) also exempt certain computer employees. To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $455 per week. Job titles do not determine exempt status. The proposed changes to the supervisory/confidential salary schedule accounts for regular and consistent overtime worked by those employees who qualify for exempt status. The Executive Secretary I (Office of the Superintendent/President) and Technical Services Specialist positions do not qualify for exempt status. Placement on the salary schedule was determined based on the following criteria:
1) Responsibility level of the functions of the position 2) Expertise required to perform the functions of the position 3) A review of overtime and compensatory reported or overtime worked but not reported
Individual merit or performance were not criteria used to determine placement. The Human Resources Director has met with each affected employee to discuss the new placement of their position. Additionally, the Human Resources Director has reviewed job descriptions for positions in need of revision. While the range placements of those positions are included in the proposed salary schedule, the revised job descriptions will be presented at a future board meeting upon approval of the changed salary schedule. The proposed change to the salary schedule is a meet and confer item. Salary Schedule #40 for Supervisory/ Confidential employees had not been reviewed or updated (save for applying COLA increases) since 2005. Because overtime and compensatory time are not budgeted the District has not been able to plan for what has become consistent overtime in the performance of the work of this employee group. Inclusion of overtime in the salary schedule allows for long-term budgeting while keeping the employee whole. FISCAL IMPACT The cost to the unrestricted general fund is offset by current overtime, compensatory time, and longevity. This totals approximately $250,000 to $280,000 for the 2017-2018 fiscal year, depending on step placements of employees, and will be included in the 2017-2018 fiscal year budget. The cost of this increase includes an assumption of the 1.56% COLA. There is no impact from the change to longevity calculations until the 2019-2020 budget year. RECOMMENDATION Staff recommends that the board of trustees approve revisions to the Supervisory/Confidential Salary Schedule as presented.
Administrator Initiating Item: Kelly Underwood
Final Disposition:
202 - Revised
ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT SUPERVISORY/CONFIDENTIAL EMPLOYEES
SALARY SCHEDULE JULY 1, 2017
RANGE
STEP A STEP B STEP C STEP D STEP E STEP F
1
97,998 102,898 108,043 113,445 119,117 125,073
2
93,331 97,998 102,898 108,043 113,445 119,117
3
88,887 93,331 97,998 102,898 108,043 113,445
4
84,654 88,887 93,331 97,998 102,898 108,043
5
80,623 84,654 88,887 93,331 97,998 102,898
6
76,784 80,623 84,654 88,887 93,331 97,998
7
73,127 76,783 80,622 84,653 88,886 93,330
8
69,645 73,127 76,783 80,622 84,653 88,886
19
66,329 69,645 73,127 76,783 80,622 84,653
210
63,047 66,199 69,509 72,984 76,633 80,465
311
60,341 63,358 66,526 69,852 73,345 77,012
412
57,645 60,527 63,553 66,731 70,068 73,571
513
54,940 57,687 60,571 63,600 66,780 70,119
614
52,234 54,846 57,588 60,467 63,490 66,665
715
49,536 52,013 54,614 57,345 60,212 63,223
816
46,833 49,175 51,634 54,216 56,927 59,773
917
44,133 46,340 48,657 51,090 53,645 56,327
1018
41,427 43,498 45,673 47,957 50,355 52,873
SS-40 07/01/2016
RANGE TITLE - SUPERVISORY AND CONFIDENTIAL POSITIONS 1 Administrative Assistant to the Superintendent/President and the Board of Trustees
Budget Analyst Purchasing Supervisor
2 Maintenance Supervisor
3 Campus Graphics Supervisor Accounting Supervisor Auxiliary Accounting Supervisor Payroll Supervisor Coordinator, Employee Relations/Classification Coordinator, Human Resources/Professional Development Coordinator, Recruitment College District Police Sergeant Landscape Supervisor
4 Operations Supervisor 5 Executive Secretary III to the Associate Superintendent Vice President, Finance/Administration
Supervisor, Custodial Services (Evening) Executive Secretary I - (Office of Superintendent/President)
6 None 7 None 8 Technical Services Specialist 9 None
10 None
203 - Revised
Supervisory Range Confidential Range *Purchasing Supervisor 3 *Administrative Executive Assistant to the
Superintendent/President and the Board of Trustees
1
*Maintenance Supervisor 3 *Budget Analyst 1 *Accounting Supervisor 3 *Coordinator, Employee
Relations/Classification 4
*Technical Service Supervisor 4 *Coordinator, Human Resources/Professional Development
4
*Auxiliary Accounting Supervisor 4 *Coordinator, Recruitment 4 *College District Police Sergeant 5 Executive Secretary (Office of
Superintendent/President) 10
*Payroll Supervisor 6 Technical Services Specialist 16 *Landscape Supervisor 6 *Campus Graphics Supervisor 6 *Operations Supervisor 7 *Supervisor, Custodial Services 9 (*) Indicates exempt status in accordance with FLSA regulations. STEP INCREASES Annual step movement is not automatic, but contingent upon satisfactory work performance and the recommendation of the superintendent/president.
LONGEVITY INCREASES Employees on the Supervisory/Confidential employees Salary Schedule hired by the district as regular confidential and supervisory employees prior to September 5, 1993, shall receive longevity steps (2.1 percent of base pay) which will be factored in one year for each three years worked as regular district employees beginning the first year after Column E is reached. Longevity steps accumulate, but no more than one additional step per year may be granted. Employees on the Supervisory/Confidential Salary Schedule hired by the district as regular supervisory/confidential employees after September 5, 1993, shall receive longevity steps (2.1 percent of base pay) which will be factored at the end of each full two-year work period after the final step of the range is reached. Longevity increases (2.1 percent of base pay) granted on or after January 1, 2000, will be based on a one-year work period after the final step of the range is reached, . except for employees hired by the district as regular confidential and supervisory employees prior to September 5, 1993. For those employees, any longevity service accumulated prior to January 1, 2000, will continue to be recognized by longevity increases each year based on three- year intervals until the number of longevity increases equals one-third of the number of total years of district service. Thereafter, future longevity increases will be on the two-year cycle.
Longevity increases shall be based on a one-year cycle and calculated at an increment of 1.25% against the base salary for each longevity period.
Longevity increments are not automatic but are contingent upon satisfactory work performance and the recommendation of the superintendent/president.
204 - Revised
Administrator Initiating Item:
Felix Hernandez Jr. Final Disposition:
ACTION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Authorization, Joint Use Agreement with the County of Santa Barbara’s
Fire Department
Item
Number: 13.G.
Strategic
Goal:
Goal IR2: To develop district financial resources adequate to support
quality programs and services. Enclosures: Page 1 of 1
BACKGROUND
The district developed and constructed the Lompoc Valley Center, Public Safety Complex (“Project”) in anticipation
of the facilities to be used for training by local public safety agencies. The district and the County of Santa Barbara
Fire Department’s (“County”) current partnership includes an instructional service agreement. There’s a joint interest
to expand the County’s site presence to facilitate establishing a program that will provide AHC fire academy
graduates the opportunity to receive a state fire training certification as Firefighter 1; in addition, this will foster
expanding the district’s current educational offerings. Extensive discussions between the district and the County has
resulted in a joint use agreement for their use of the fire tower, burn building, behavior prop portion of the facilities,
one classroom, and one office with the principal terms of the joint use agreement described as follows:
Joint Use Area Public Safety Complex
Term 3 Years, September 1, 2017 to August 31, 2020
Termination District has right of termination for convenience with a 10 day
notice.
Facility Use Use of fire tower, burn building, behavior prop portion of the
facilities, one classroom, and one office subject to 5-day advance
arrangements with district staff. District programs take priority.
Utilities &
Maintenance
District provides utility services and the County is responsible for
janitorial/custodial services relating to use.
The district is authorized by Education Code §81420 to enter into joint use agreements with a city for use of district real
property provided that the proposed joint use “will not interfere with the educational program or activities of any school
or class conducted upon the real property or in any such building” subject to the joint use agreement. The 5-day
advance scheduling requirement of the joint use agreement ensures that there will be no use of the fire tower, burn
building, behavior prop portion of the facilities, one classroom, and one office by the County which interferes with
district education programs.
FISCAL IMPACT
There is no fiscal impact to execute this joint use agreement.
RECOMMENDATION
Staff recommends that the board of trustees authorize the superintendent/president to execute a joint use agreement
between the district and County of Santa Barbara’s Fire Department once amendable terms are reached.
205
Administrator Initiating Item:
Felix Hernandez Jr.
Final Disposition:
ACTION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Resolution 17-30, Authorization to Utilize Design-Build Process Fine
Arts Complex Project
Item
Number: 13.H.
Strategic
Goal:
Goal IR4: To provide a safe, attractive, and accessible physical
environment that enhances the ability to teach, learn, and work. Enclosures: Page 1 of 6
BACKGROUND
The Fine Arts Complex is a new 68,000 sq. ft. two-story building that includes visual arts, multi-media and applied
design, photography, film and video, dance, music, and shared amenities. The project consolidates all of the fine arts
and performing arts (except theatre arts) currently in buildings D (Theatre Arts Center), E (Music), F (Fine Arts), O
(Industrial Technology), and S (Community Education) into one Fine Arts Complex. The project is funded by 50%
state funds and 50% local funds. On July 26, 2017, the district received authorization from the California State
Department Finance through the Chancellor’s Office Facilities Planning Unit to commence development of
preliminary plans utilizing state funds.
The district is in the process of seeking authorization from the Department of Finance to deliver the Fine Arts
Complex utilizing the design-build delivery method. This is a process whereby the district retains the services of an
architect to develop plans and specifications then solicits bids in the open market for a contractor. In an effort to
expand the delivery method for community colleges in the state, California passed legislation to allow the use of the design-build delivery approach to shorten the development process. (Ed Code 81702-81703). The design build process allows the district to solicit bids for both the design and construction, whereby the contractor and architect are
teaming up to bid the project.
The district successfully completed the Industrial Technology and Physical Education/Athletics Fields for a total
project cost of $24,712,722, in fall of 2013 utilizing the design-build delivery method. This project constructed
approximately a 35,000 square-foot Industrial Technology Complex. In addition, the project relocated and
constructed a new synthetic running track and practice fields for football and soccer, as well as a new baseball field
across College Drive.
In reviewing the Fine Arts Complex project proposal scope, the project is a candidate for the design-build project
delivery method. Before the district can proceed to develop a project and seek proposals under the design-build
method, it must first receive authorization from the Department of Finance through the Chancellor’s Office. In
addition, the board of trustees are required to adopt a resolution establishing the project minimum design and
construction value of $2.5 M or more; make the following findings: design-build method will reduce project cost,
expedite project completion, and/or provide features not available through a design-bid-build process and give
authorization to proceed as a design-build project.
(continued)
FISCAL IMPACT
The cost to develop and issue the request for proposal is funded by district capital outlay funds.
RECOMMENDATION
Staff recommends that the board of trustees adopt resolution 17-30, Authorization to Utilize Design Build Process for
the Fine Arts Complex Subject to Approval by State of California Department of Finance and the Chancellor’s Office.
206
Ed. Code also requires the board to review the design-build guidelines. The California Community College design-
build guidelines where provided to the board.
The board is being asked to adopt the attached resolution, “Authorization to Utilize Design-Build Process for the Fine
Arts Complex” establishing the project meets the criteria established by Ed. Code and this authorization is subject to
the district receiving Department of Finance approval to utilize the design-build project delivery method.
207
Allan Hancock Joint Community College District
Resolution No. 17-30
Authorization to Design-Build Fine Arts Complex
Allan Hancock Joint Community College District Board of Trustees
Resolution No. 17-30
Authorization to Utilize Design-Build Process for the Fine Arts Complex Subject to Approval by State of California Department of Finance and
the Chancellor’s Office
WHEREAS, applicable law relating to the design and construction of District works of improvement typically requires the District to engage in a process commonly described as “Design-Bid-Build” with the District entering into separate contracts with separate entities for preparation of Design Documents and for construction of the work of improvement.
WHEREAS, Education Code §§81700 et seq. authorizes community college districts, such as the District, to utilize the “Design-Build” process to design and construct District works of improvement if the expenditures necessary to complete the Design-Build process for a work of improvement exceeds Two Million Five Hundred Thousand Dollars ($2,500,000) and the funds to pay for such expenditures are not State of California capital outlay appropriations.
WHEREAS, before the district can proceed to develop a project and seek proposals
under the design-build method, it must fist receive authorization from the Department of Finance through the Chancellor’s Office.
WHEREAS, under the Design-Build approach, in lieu of contracting with separate
entities for design and construction of a work of improvement, the design and construction obligations are contracted for with a single entity.
WHEREAS, subject to compliance with other requirements established by Education Code §§81700 et seq., Section 81702 empowers the District’s Governing Board to authorize the Design-Build process for a District facility if, after evaluation of the traditional design, bid, and build process, and of the design-build process, in a public meeting, the governing Board makes written findings that the use of the design-build process on the specific project under consideration will reduce comparable project costs, expedite the project’s completion, or provide features not achievable through the traditional design-bid-build method.
WHEREAS, Education Code §81706 requires that the Chancellor of the California
Community Colleges (“the Chancellor”), in consultation with State of California agencies, community college representatives and industry representatives, develop guidelines for Design-Build projects.
WHEREAS, in May, 2003, the Chancellor published Design-Build Guidelines entitled
“California Community Colleges Design-Build Guidelines” (“the Guidelines”). WHEREAS, District staff has obtained copies of the Guidelines and has provided such
copies to each individual member of the District’s Board of Trustees for review and reference. WHEREAS, each member of the District’s Board of Trustees has received and generally reviewed the Guidelines.
WHEREAS, District staff has identified a District work of improvement commonly described as the Fine Arts Complex (“the Project”) as being suitable for the Design-Build process.
WHEREAS, the anticipated cost to complete design and construction of the Project is
estimated at Forty-Six Million Six Hundred Thirty-Eight Thousand Dollars ($46,638,000); all
208
Allan Hancock Joint Community College District
Resolution No. 17-30
Authorization to Design-Build Fine Arts Complex
funds to complete design and construction of the Project will be derived from State of California capital outlay funds and local District funds.
WHEREAS, Education Code §81703 requires the District to prepare a request for proposals setting forth the scope of the Project, including performance specifications, and further requires that any Project performance specifications and plans shall be prepared by a design professional duly licensed or registered in this state to perform the services required by the Field Act.
WHEREAS, Education Code §81705 strongly encourages the District’s Board to retain
the services of a California licensed architect or California registered structural engineer throughout the course of the Project in order to ensure compliance with Education Code §§81700 et seq.
WHEREAS, the District intends to retain KBZ Architects as a California licensed
architect to assist the District in the development of performance specifications/requirements, preliminary plans and other Project criteria for design and construction of the Project by the Design-Build process.
WHEREAS, the District further intends to retain KBZ Architects to provide oversight and
input throughout the course of the Project. WHEREAS, District staff has evaluated the relative benefits of utilizing the Design- Build
rather than the Design-Bid-Build process for design and construction of the Project. WHEREAS, it is estimated that 16 months are necessary to complete Design
Documents sufficient for submittal to the Division of State Architect (“DSA”) for review and acquire plan check approval, if the Project is implemented through the Design-Bid-Build approach.
WHEREAS, under the Design-Build process for the Project, it is estimated that the
Design Documents for the Project can be developed and acquire DSA plan check approval completed in 12 months.
WHEREAS, it is estimated that 24 months are necessary for completing
construction of the Project under the Design-Bid-Build process. If the project is constructed under the Design-Build method the estimated construction time is 18 months.
WHEREAS, it is anticipated that subcontractors and others retained by the Design Build Entity (“DBE”) under a Design-Build approach can accelerate completion activities necessary for construction of the project relative to completion of the same activities under the Design-Bid-Build approach; these activities may include without limitation, preparation of shop drawings, placement of orders for materials and equipment and development of construction sequencing and schedules.
WHEREAS, the accelerated completion of Design Documents and the accelerated completion of construction of the Project under the Design-Build approach is estimated to result in time-savings by completion of Project design and construction within 28 months rather than the 40 months anticipated under the Design-Bid-Build approach.
WHEREAS, there is continuing cost volatility occurring in construction marketplace
labor, materials and equipment which generally affect all marketplace costs (i.e., general inflationary factors, extraordinary petroleum costs, etc.) and cost volatility which specifically affect the construction industry marketplace (i.e., lumber, concrete, copper prices).
209
Allan Hancock Joint Community College District
Resolution No. 17-30
Authorization to Design-Build Fine Arts Complex
WHEREAS, construction cost volatility factors erode the extent, scope and/or quality of
physical facilities/improvements which can be constructed within a fixed construction budget and/or require increases to a fixed construction budget in order to achieve the planned extent, scope and quality of the physical facilities/improvements of a project.
WHEREAS, achieving an earlier Project completion date will commensurately reduce the District’s exposure to construction marketplace cost volatility by shortening the time that the District can be affected by any labor cost increases, material shortages or escalating material costs.
WHEREAS, unlike the Design-Bid-Build process, the Design-Build process allows both
design services and construction services to be provided by a single Design Build Entity thereby enhancing the District’s ability to reduce Project costs by receiving and incorporating input from the construction contractor regarding cost saving changes during the design process.
WHEREAS, the District’s receiving and incorporating cost saving input from the
construction contractor during the design process will also allow the District to avoid substantial delays by identifying and implementing value engineering changes before, rather than after, the design documents have been completed.
WHEREAS, receiving input from the construction contractor during the design process
will also allow the District to determine actual construction costs and the affordability of enhanced Project features (i.e. better quality equipment, materials, or added improvements) at a time when the District is still able to modify the Project design to incorporate those features.
WHEREAS, the District’s ability to incorporate enhanced features during the design phase could result in the utilization of more energy efficient or green building features that will reduce future energy costs related to ongoing Project operations.
WHEREAS, unlike the Design-Bid-Build process, because the Design-Build process allows both design services and construction services to be provided by a single Design Build Entity, it is the Design Build Entity, rather than the District, which assumes the risk of design errors and, therefore, the Design-Build process, unlike the Design-Bid-Build process, substantially reduces or eliminates the District’s exposure to potential liability for additional construction costs arising out of deficiencies in the design documents. NOW THEREFORE, the following Resolutions are adopted:
RESOLVED, that the Board finds that the utilization of the Design-Build process for the Project will reduce design/construction costs relative to the Design-Bid-Build process.
FURTHER RESOLVED, that the Board finds that the utilization of the Design-Build process for the Project will expedite completion of Project design and construction relative to the Design-Bid-Build Process.
FURTHER RESOLVED, that the Board finds that the utilization of the Design-Build process for the Project will provide features not otherwise achievable through the Design-Bid-Build Process.
FURTHER RESOLVED, that the Board finds the District’s best interests relating to the Project are served by utilization of the Design-Build process in lieu of the Design-Bid-Build process.
210
Allan Hancock Joint Community College District
Resolution No. 17-30
Authorization to Design-Build Fine Arts Complex
FURTHER RESOLVED, that design and construction of the Project shall be completed by the Design-Build process authorized under Education Code §§81700 et seq.
FURTHER RESOLVED, that the District shall retain KBZ Architects to assist the District in the development of performance specifications/requirements, preliminary plans and other Project criteria for design and construction of the Project by the Design-Build process and the District shall further retain KBZ Architects to provide ongoing oversight and input throughout the course of the Project.
FURTHER RESOLVED, that District staff, in conjunction with KBZ Architects and other appropriate consultants, are authorized to develop and issue a Request for Proposals, conforming to the requirements and standards set forth in Education Code §81703, to solicit proposals from design-build entities to provide design-build services to complete design and construction of the Project by the Design-Build process subject to receiving authorization from the California State Department Finance through the Chancellor’s Office Facilities Planning Unit.
The Board of Trustees takes the following action on these Resolutions: On the motion of ________________________ and seconded by _______________________. ROLL CALL: AYES ____ NOES _____ ABSTAIN _____ The foregoing Resolutions are adopted by the Board of Trustees of the Allan Hancock Joint Community College District at a regularly scheduled meeting of the Board of Trustees this 14th day of August, 2017. ____________________________ _____________________________ Clerk of the Board of Trustees President of the Trustees
211
Administrator Initiating Item:
Susan Houghton Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Grant Proposals Submitted Item
Number: 14.A.
Strategic
Goal:
Goal IR2: To develop district financial resources adequate to support
quality programs and services. Enclosures: Page 1 of 2
BACKGROUND
The office of institutional grants has submitted the following grant applications for a total of $30,000 in requested
funds:
1. Wells Fargo: Improvement of Advancement and Completion Rates of Noncredit Students to Credit Courses ($10,000)
The college has submitted a proposal for funding to increase the advancement and completion rates of AIM students transitioning from noncredit to credit courses. These students frequently face financial barriers that preclude them from this transition. Additionally, this proposal requests that a $1,000 of the amount requested be used to secure Wells Fargo’s participation in the President’s Circle, where fund use is unrestricted.
There is no matching fund requirement. The project period is for the 2017-2018 academic year. (Submitted by Natalie Rucobo)
2. Roy and Ida Eagle Foundation: Improving Advancement and Completion Rates of Noncredit Students
($20,000)
The college has submitted a proposal for funding to support the AIM program, which aids in transitioning ESL and Basic Skills students from noncredit to credit bearing courses. The goal of the program is to increase
the advancement and completion rate of these students and to provide them with out-of-state tuition, textbooks, uniforms, school supplies, and material fees for courses.
No matching funds are required. The project period is for the 2017-2018 academic year. (Submitted by Natalie Rucobo)
3. The Bill Belichick Foundation: Bulldog Academic Library ($10,000)
The college has submitted a proposal for funding to establish an academic lending library for the Allan Hancock College Athletic Department. This program will allow student athletes with limited financial resources to borrow textbooks to improve their grades and pass their courses. As a result, more of these athletes will successfully complete their community college studies and transfer to four-year institutions.
No matching funds are required. The project period is for the 2017-2018 academic year. (Submitted by Susan Houghton)
212
4. Hutton Parker Foundation: Core Support ($50,000)
The college has submitted a proposal for funding to provide core support for the Promise program and the
Foundation’s 40th Anniversary Gala
No matching funds are required. The project period is for the 2017-2018 academic year. (Submitted by Susan
Houghton)
213
Administrator Initiating Item:
Felix Hernandez Jr. Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Fine Arts Complex Project, Release of Preliminary Plans Funding Item
Number: 14.B.
Strategic
Goal:
Goal IR4: To provide a safe, attractive, and accessible physical
environment that enhances the ability to teach, learn, and work. Enclosures: Page 1 of 1
BACKGROUND
On July 26, 2017, the district received notice of release of preliminary plans funding. Funds for the Fine Arts Complex
project have been appropriated from the 2016 California Community College Capital Outlay Bond Fund in fiscal year
2017/18 in the amount of $945,000. This authorizes the district to expend state funds for preliminary plans for this
project and to submit reimbursement claims for these funds. Since the liquidation period is two years, preliminary plans
claim reimbursement must be finalized by April 30, 2020.
Prior to releasing the working drawings (construction drawings) funds, the preliminary plans for this project must be
approved by the State Public Works Board (SPWB) prior to the end of the fiscal year 2017/18 (June 30, 2018). The
project’s schedule calls for the preliminary plans to be approved no later than June 30, 2018. To help accomplish this
and to avoid delay in the funding of future phases, the preliminary plans package must be submitted to the Chancellor’s
Office no later than March 1, 2018.
214
Administrator Initiating Item:
George A. Railey & Felix Hernandez Jr. Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Department of State Hospital, Instructional Service Agreement Update Item
Number: 14.C.
Strategic
Goal:
Goal IR2: To develop district financial resources adequate to support
quality programs and services. Enclosures: Page 1 of 1
BACKGROUND
Instructional Services Agreements (ISAs) allow the district to partner with local agencies to meet their training needs.
Under these agreements, agency employed instructors who meet minimum qualifications are vetted by the district and
then deliver the mutually agreed upon instruction. These instructors are required to sign an instructor agreement and
are evaluated per district policy. For training conducted within another college district, a memorandum of
understanding is required. ISAs increase full-time equivalent student (FTES) for the district by delivering
apportionment bearing courses that, due to agency locations and schedules, would not be possible if delivered solely
on district campuses.
The district recently executed an instructional services agreement for the 13th year in a row with the Department of
State Hospitals at Atascadero. This long-standing partnership began on July 1, 2005 with a simple agreement whereby
various credit courses were held at Atascadero State Hospital and nearby locations. In 2009, Lieutenant Troy Parker
(training officer at Atascadero State Hospital) and Rick Rantz (dean, academic affairs) developed a 17-unit course (LE
329) to train state hospital peace officers. First offered in the summer of 2010, this became known as the Atascadero
State Hospital (ASH) Academy.
This year marks another milestone is this historic partnership. LE 329 quickly became recognized throughout the state
of California as an exemplary program for training state hospital peace officers. The Department of State Hospitals
recently decided that all peace officers employed to work in California State Hospitals would be required to complete
Allan Hancock College’s LE 329 course.
45 trainees completed the ASH Academy during the 2016-17 academic year and this generated 30.1 FTES. The new
agreement projects an estimated 154.28 FTE’s may be generated by 150 trainees in the 2017-2018 academic year.
The vice presidents of academic affairs and operations will give an update on the instruction service agreement with the
Department of State Hospital.
215
Administrator Initiating Item:
Michael R. Black Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Futuris Public Entity Investment Trust Annual Notice Item
Number: 14.D.
Strategic
Goal:
Goal IR2: To develop district financial resources adequate to support
quality programs and services. Enclosures: Page 1 of 5
BACKGROUND
California Government Code Section 53216.4 requires an annual reporting of the funds held in the district’s other post-
employment benefits (OPEB) trust to beneficiaries of the trust. At its next meeting on September 21, 2017, the
Retirement Board of Authority will review and accept the annual report and notification to trust beneficiaries for the
fiscal year ending June 30, 2017.
The attached letter from Keenan Financial Services, the Program Coordinator, contains the link to view the trust’s
annual statement for the period July 1, 2016 through June 30, 2017, which is posted on www.hancockcollege.edu on
the “About AHC” tab. Also attached is the cover letter of the Summary Annual Report that is posted with the annual
statement, along with the market value summary page and the asset summary page.
216
July 24, 2017 Allan Hancock Joint Community College District Finance and Administration 800 South College Drive Santa Maria, CA 93454-6399 Re: Allan Hancock Joint Community College District Futuris Public OPEB Trust In March 2015 the District contracted with Keenan & Associates to provide a GASB compliant OPEB Trust. The irrevocable trust was established to provide retiree medical benefits for retirees of Allan Hancock Joint Community College District. Specifically, to assure that the asset allocation of the Trust was designed to achieve the listed target net rate of return over a 3 to 5 year business cycle and the Trust complied with all requirements therein listed regarding diversification and permitted investments. Keenan Financial Services, as the Program Coordinator for the above referenced trust, hereby certifies that as of July 1, 2017 the AHJCCD was in compliance with Brown Act requirements in their posting procedures that warrant the plan participants and their beneficiaries have access to view the Trust’s annual statement. The documentation can be viewed on the district website via this link http://tiny.cc/ahcfuturis Should the Board of Trustees, staff or beneficiaries of the Trust have specific questions regarding the compliance of the Trust, please refer them to me for further detail at (310) 212-3344, ext. 3602. Sincerely, Gail Beal Senior Vice President, KFS
2355 Crenshaw Blvd.
Suite 200
Torrance, CA 90501
P.O. Box 4328
Torrance, CA 90510
800.444.9995 x 3613
310.212.3344 x 3613
310.533.1329 FAX
cmurray@keenan.com
www.keenan.com/fs
License No. 0451271
217
ANNUAL REPORT FOR THE ALLAN HANCOCK COMMUNITY COLLEGE DISTRICT
FUTURIS TRUST AUGUST 2017
The Allan Hancock Community College District has established the Futuris Public Entity Investment Trust. This Trust is an IRS Section 115 Trust that is used for the purposes of investment and disbursement of funds irrevocably designated by the District for the payment of its obligations to eligible employees (and former employees) of the District and their eligible dependents and beneficiaries for life, sick, hospitalization, major medical, accident, disability, dental and other similar benefits (sometimes referred to as “other post-employment benefits,” or “OPEB”), in compliance with Governmental Accounting Statement Nos. 43/74 and 45/751.
The Governmental Accounting Standards Board (GASB) adopted Statements 43/74 and 45/75 for public sector employers to identify and report their Other Post-Employment Benefits (OPEB) liabilities. GASB Statements 43 and 45 establish uniform financial reporting standards for OPEB and improve relevance and usefulness of the reporting. Both of these standards provide instructions for calculating expenses and liabilities as well as requiring supplementary information schedules to be added to the year–end financial reports. GASB 74 and 75 build on the prior standards, requiring more disclosure, as well as more uniformity in calculating an agency’s OPEB liability.
The District has created a Retirement Board of Authority consisting of District personnel to oversee and run the Futuris Trust. Benefit Trust Company is the qualified Discretionary Trustee for asset and fiduciary management and investment policy development. Keenan & Associates is the Program Coordinator for the Futuris Trust providing oversight of the Futuris program and guidance to the District.
Attached to this notice is the most recent annual statement for the Trust. This statement shows (as of the date of the statement); the total assets in the Trust, the market value, the book value, all contribution and distribution activity (including all fees and expenses associated with the Trust), income activity, purchase activity, sale activity, and realized gains and losses. Please note that the Trust is not itself an employee benefit plan. Rather, the assets in the Trust are irrevocably designated for the funding of employee benefit plans. You are being provided this information pursuant to California Government Code Section 53216.4.
For more information regarding the Futuris Public Entity Investment Trust, please contact Michael R. Black, Associate Superintendent/Vice President, Finance and Administration at
(805) 922-6966, ext. 3221 with the Allan Hancock Joint Community College District.
1 GASB Standard No. 43 was superseded by Statement No. 74 for fiscal years beginning after June 15, 2016. GASB Standard No. 45 will be superseded by Statement No. 75 as of fiscal years beginning after June 15, 2017.
218
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220
Administrator Initiating Item:
Paul M. Murphy Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Institutional Assessment Plan Item
Number: 14.E.
Strategic
Goal:
Goal SLS1: To ensure continuous improvement based on Student
Learning Outcomes assessment data. Enclosures: Page 1 of 1
BACKGROUND
In May 2017 the Learning Outcomes Assessment Committee, Academic Affairs and Student Services, reviewed and
revised the Institutional Assessment Plan (IAP). The plan was reviewed through the shared governance process and
accepted as presented.
The purpose of the IAP is to document the assessment policy for Allan Hancock College; provide a structure and
reference for campus wide outcomes and assessment efforts; and clearly state roles, responsibilities and timelines for
outcomes and assessment activities. Revisions to the plan include clarifying roles involved in the assessment process
and updating timelines, processes, and wording to align with current practice since the original adoption of this plan in
spring 2014.
221
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject:
Employee Resignations and Retirements
Item Number:
14.F.
Enclosures: Page 1 of 2
BACKGROUND: The superintendent/president has accepted the following: *Revised effective date. Retirements
1. Michael Black, associate superintendent/vice president, finance and administration, effective *December 31, 2017.
Mr. Black has been employed with the district since January 22, 2007.
2. Felix Hernandez Jr., vice president, operations, effective October 1, 2017.
Mr. Hernandez has been employed with the district since September 1, 2002.
3. Deb Annibali, director, law enforcement training, public safety department, effective *September 18, 2017. Ms. Annibali has been employed with the district since January 6, 2010.
4. Ginette Pepin, assessment technician, testing center, effective December 31, 2017. Ms. Pepin has been employed with the district since August 17, 1990.
Resignations 5. John Staugaard, district police sergeant, campus police, effective August 7, 2017.
Mr. Staugaard has been employed with the district since October 15, 2001.
6. Juan Arciniega, heating, ventilation, air conditioning, and controls technician, plant services, effective August 12,
2017.
Mr. Arciniega has been employed with the district since October 1, 2016.
(Continued) Administrator Initiating Item: Kelly Underwood
Final Disposition:
222 - 1 Revised
7. Joscelynn Murdock, EOPS program specialist, extended opportunity program and services (EOPS), effective September 16, 2017. Ms. Murdock has been employed with the district since January 1, 2017.
222 - 2 Revised
Administrator Initiating Item:
George A. Railey Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Monthly Report, Associate Superintendent/Vice President, Academic
Affairs
Item
Number: 14.G.
Strategic
Goal:
Goal IE1: To identify the institutional capacity to fulfill the college
mission Enclosures: Page 1 of 1
BACKGROUND
The Associate Superintendent/Vice President of Academic Affairs will report on the items listed below in regards to
academic affairs:
More & Better CTE Forum (Goal SLS2: To support student access, achievement, and success.) (Goal G3: To
refine a committee/process improvement initiative, across campus, to improve coordination, communication, and
effectiveness.) Allan Hancock College will host a regional “More & Better CTE Forum” on the morning of Monday,
October 23, 2017, in the O-112 CAD Lab. Co-sponsored by the CCCCO’s Doing What Matters for Jobs, an
Economy strategic initiative, and the California Community College Association for Occupational Education
(CCCAOE), the forum empowers local CTE faculty, deans, directors, and other professionals to strengthen their
programs through access to state and regional Strong Workforce Program planning and accountability resources.
Complimentary light breakfast fare will be served.
Administrators’ Professional Development (Goal IR1: To recruit and retain quality employees.) The
Association of California Community College Administrators (ACCCA) has selected academic deans Sofia Ramirez-
Gelpi, Richard Mahon, and Margaret Lau to participate in it 2017-18 statewide cohorts of its Administration 101
(Ramirez-Gelpi) and Great Deans Programs (Mahon and Lau). Following a pair of two regional sessions, the Great
Deans Program will conclude at the February 2018 ACCCA Conference in Santa Rosa.
223
Administrator Initiating Item:
Nohemy Ornelas Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Monthly Report, Associate Superintendent/Vice President, Student
Services
Item
Number: 14.H.
Strategic
Goal:
Goal IE1: To identify the institutional capacity to fulfill the college
mission Enclosures: Page 1 of 1
BACKGROUND
The Associate Superintendent/Vice President of Student Services will report on the items listed below in regards to
student support services and special programs, and/or other matters affecting student success:
Associate Degrees for Transfer (Goal SLS2: To support student access, achievement, and success.) In June,
Admissions staff evaluated and posted over 400 degrees to meet the CSU deadline for Associate’s Degrees for
transfer. All CSU and IGETC certifications of general education for the same student population were completed to
ensure final transcripts could be received at the transfer institution within the first week of July.
High School Transcript Evaluation (Goal SLS2: To support student access, achievement, and success.) Throughout
late spring and the summer, in addition to evaluating more than 1000 external college transcripts, Admissions staff
have evaluated more than 1500 high school transcripts; ensuring students meet multiple measures placement for
courses. This permits high school coursework to fulfill prerequisites, and removes the requirement of placement
testing.
Cal-SOAP Tutoring Opportunities (Goal SLS2: To support student access, achievement, and success.) In July, the
Cal-SOAP project hired 57 college students for tutoring jobs in the fall and have 25 openings available.
Community College Completion Grant (Goal SLS2: To support student access, achievement, and success.)
Dr. Parisi, student services dean, is currently working with the Chancellor’s Office Task Force ron the new Community College Completion Grant. He has been working on implementation guidelines for this $25 million
funding that is designed to incentivize Cal Grant and Full Time Student Success Grant students to enroll in 15 or more
units per semester. Students will receive an estimated $2,000 grant per year. The grant is to be available beginning
fall 2017.
224
Administrator Initiating Item:
Paul. M Murphy Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Monthly Report, Vice President, Institutional Effectiveness Item
Number: 14.I.
Strategic
Goal:
Goal IE1: To identify the institutional capacity to fulfill the college
mission Enclosures: Page 1 of 1
BACKGROUND
Segment Cluster Analysis (Goal IE2: Provide valid and reliable assessment of institutional processes in a consistent
and timely manner.) Segment cluster analysis is a convenient method for identifying similar groups of objects called
clusters. This allows us to analyze each segment separately. The Enrollment Management Committee will work with
college functional and constituency groups to establish and assess enrollment targets for the various student segments.
An example of segment enrollment analysis using fall 2016 student data will be handed out.
Institutional Effectiveness Newsletter (Goal IE1: To identify the institutional capacity to fulfill the college mission.)
The Office of Institutional Effectiveness (IE) is excited to introduce their new monthly newsletter, “Data Sizzle.” The
monthly newsletter will include various data such as enrollment, graduation, survey results, and much more. The
newsletter will be posted on the IE webpage each month. A sample newsletter was handed out to participants at the
Leadership Academy in July; the inaugural issue will go out this month (August).
225
Administrator Initiating Item:
Susan Houghton Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Monthly Report, Executive Director, College Advancement Item
Number: 14.J.
Strategic
Goal: Goal I1: Community Integration Enclosures: Page 1 of 1
BACKGROUND
The Executive Director of College Advancement will report on the items listed below in regards to college
advancement:
Foundation’s Launch of the Community Ambassador’s Program (Goal I1: Community Integration.)
The Foundation will launch the first Community Ambassador’s Program on Thursday, August 17, 2017.
The Ambassador Program is designed specifically for community leaders and business executives to
provide an overview of campus operations, programs, and student success. The Foundation received
applicants from 27 community members, who will meet on campus for six half-day sessions. Each session
will offer special insight in one area of the college.
Promotion of Hancock Hello! (Goal SLS3: Ensure students are directed.) (Goal SLS5: Nurture students. )
(Goal SLS7: Ensure students are connected.) The Public Affairs and Campus Graphics teams are helping
Student Services get the word out about Hancock Hello, the orientation held for new students on August 15.
Special postcards were mailed to all first-time college students who have registered for fall classes. Radio
ads in English and Spanish, as well as social media posts were also completed to help.
Leadership Santa Maria Valley (Goal I1: Community Integration.) (Goal 12: Employee Integration.)
Two administrators, Andrew Masuda (Public Affairs and Publications) and Petra Gomez (CAN/TRiO), are
in Leadership Santa Maria Valley’s Class of 2018. The 11-month program, designed to foster and create
future community leaders, starts later this month. There’s another Hancock connection with Leadership
Santa Maria Valley - Lee-Volker Cox, a director on the AHC Foundation Board, was recently sworn in as
the new LSMV president.
226
Administrator Initiating Item: Michael R. Black
Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Monthly Report, Associate Superintendent/Vice President, Finance and Administration
Item Number:
14.K.
Strategic Goal:
Goal IE1: To identify the institutional capacity to fulfill the college mission
Enclosures: Page 1 of 1
BACKGROUND The Associate Superintendent/Vice President, Finance and Administration will report on the items listed below in regards to administrative services.
PCPA Breaks Income Records (Goal IR2: To develop district financial resources adequate to support quality programs and services.) Preliminary results indicate that PCPA earned revenue in excess of expenses of $269,862, more than doubling the ending fund balance. This has been a transitional year for PCPA, as they have taken on the role of development from the PCPA Foundation. Kudos to Jennifer Schwartz, Mark Booher, and the amazing PCPA staff for this achievement. Food Service (Goal IE1: To identify the institutional capacity to fulfill the college mission.) A two-year contract extension is in place with Testa’s Campus Cuisine. The contract stipulates that the district will provide several needed upgrades to the cafeteria facility, and Testa’s Campus Cuisine will provide a new point of sale system, signage, revised menu options, and an aggressive marketing campaign. These contract provisions are included in an effort to address improvements suggested by the Food Service Task Force. Jessica Blazer did a great job in negotiating and revising the contract.
227
Administrator Initiating Item:
Michael R. Black Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: A Monthly Report on the Year-to-Date Financial Data for Various Funds Item
Number: 14.L.
Strategic
Goal:
Goal IR2: To develop district financial resources adequate to support
quality programs and services. Enclosures: Page 1 of 15
BACKGROUND
Attached are copies of financial statements for the following funds:
General Fund Unrestricted - Monthly Budget Report
General Fund - Unrestricted
General Fund - Restricted
Child Development Fund
PCPA Fund
Capital Outlay Projects Fund
General Obligation Bond Building Fund
Dental Self-Insurance Fund
Health Exams Fund
Property and Liability Self-Insurance Fund
Post-Employment Benefits Fund
Other Post-Employment Benefits (OPEB) Trust Summary
Student Financial Aid Trust Fund
Scholarship and Loan Trust Fund
Associated Students Trust Fund
Student Representation Fee Trust Fund
Student Body Center Fee Trust Fund
District Trust Fund
Student Clubs Agency Fund
Foundation Agency Fund
AHC Viticulture & Enology Foundation Agency Fund
The statements reflect year-to-date data and the resulting impact on fund balances.
228
229
230
231
232
233
234
235
236
237
238
239
240
241
242
Administrator Initiating Item:
Felix Hernandez Jr. Final Disposition:
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: Monthly Report, Vice President, Operations Item
Number: 14.M.
Strategic
Goal:
Goal IR4: To provide a safe, attractive, and accessible physical
environment that enhances the ability to teach, learn, and work. Enclosures: Page 1 of 1
BACKGROUND
Solvang Center Relocation to the Santa Ynez Valley Center (Goal IR4: To provide a safe, attractive, and
accessible physical environment that enhances the ability to teach, learn, and work.) Staff and administration met on
July 26, 2017 to review the progress of the Solvang Centers relocation to the Santa Ynez Valley Center. Plant
Services, Audio Visual, Public Affairs, and Information Technology reported that they’re on schedule and the
anticipated move in date is August 7, 2017. Public Affairs plans to host an open house for the new location on
September 9, 2017.
Lompoc Valley Botanic and Horticultural Society (Goal IR4: To provide a safe, attractive, and accessible physical
environment that enhances the ability to teach, learn, and work.) The Lompoc Valley Botanic and Horticultural
Society met with administration to review the current memorandum of understanding (MOU). The society assists the
district in maintaining the botanical gardens. They’ve requested that the MOU be extended to August 2022. The
agreement promotes, collects, preserves, and studies plants native to California, especially those native to the Lompoc
Valley and support the offering of educational programs designed to promote awareness of the Burton Mesa chaparral
plant community.
Santa Barbara County Sheriff’s Office (Goal IR2: To develop district financial resources adequate to support
quality programs and services.) Leaders from Santa Barbara County Sheriff’s Office met with administration to share
their interest in expanding partnership opportunities with the district. In concept, this expansion would include an
instruction service agreement and facility use agreement providing an opportunity to share resources for betterment of
our students.
Pre-Construction Meeting – Site Concrete Replacement Project, Lompoc Valley Center (Goal IR4: To provide a
safe, attractive, and accessible physical environment that enhances the ability to teach, learn, and work.) The pre-
construction meeting for the Site Concrete Replacement Project at the Lompoc Valley Center, has been scheduled for
August 10, 2017. Construction is anticipated to begin in August.
243
INFORMATION ITEM
To: Board of Trustees Date:
From: Superintendent/President August 14, 2017
Subject: A Status Report on Bond Measure I Projects Item
Number: 14.N.
Strategic
Goal:
Goal IR4: To provide a safe, attractive, and accessible physical
environment that enhances the ability to teach, learn, and work. Enclosures: Page 1 of 3
STATUS
Project Phase Key
C: Construction
WD: Working Drawings
Administrator Initiating Item:
Felix Hernandez Jr. Final Disposition:
Capital Construction
Project
Name
& Phase
BMI
Funding
Other
Funding Encumbered Expended Balance
Project
Percentage
Complete
Projected
Occupancy or
Completion
Public
Safety
Complex
(C)
$37,930,509
$5,000
Priv.
Donation $293,577 $38,620,570 ($978,638) 98% TBD
Total Capital Projects $37,935,509 $293,577 $38,620,570 ($978,638)
Technology Projects
Project Name
& Phase
BMI
Funding Other Funding Encumbered Expended Balance
Project
Percentage
Complete
Projected
Occupancy
or
Completion
Technology and
Instructional
Equipment
Modernization
$10,966,255 0 $0 $10,858,593 $107,662
99%
Summer
2017
Total Information
Technology $10,966,255 $0 $10,858,593 $107,662
244
Project Phase Key
C: Construction
WD: Working Drawings
Capital Construction Projects - Completed Phase
Project Name BMI
Funding Other Funding Encumbered Expended Balance
One Stop Student Services Center $20,560,907 $16,558,250
State
$128,131 $37,879,114 $-888,088
Childcare Center Addition 8,432,953 150,000
Orfalea Grant
0 8,521,474 61,479
Fine Arts Complex 4,441,759 0 0 4,180,800 260,959
Theatre Arts Complex 362,247 0 0 305,049 57,198
Industrial Technology/ Physical Education
and Athletic Fields 25,053,520
250,000
City of SM
250,000
Cap. Restricted
36,564 24,977,762 539,194
Total Capital Projects $58,851,386 $17,208,250 $164,695.00 $75,864,199.00 $30,742
Schedule Maintenance Projects – Completed Phase
Project Name Total Expended
Building D Repairs and Upgrades $5,711,048
Parking Lot 1 Expansion 1,483,196
Building C, Roof, Paint, and Flooring 1,372,916
LVC EMS Upgrade & HVAC Repair 447,195
Pool Resurfacing 55,499
Building N Roof, Phase III 355,542
M300 HVAC Upgrades Phase I 335,748
Phase I Energy 535,787
Roof Repair and Replacement, Buildings E, F, G & M300 487,916
Underground Fuel/Oil Tank Repair & Replacement 124,204
Campus Upgrade to VOIP & Copper Cabling Project 2,731,970
Total Scheduled Maintenance $13,641,021
245
Planning/Design/Issuance$2,355,656
2%
COP Repayment$8,275,496
5%
Project Management$3,300,795
2%
Construction Projects$104,439,955
69%
Scheduled Maintenance$13,804,679
9%
Technology$20,044,193
13%
Measure I Expenditures Through December 31, 2016
$152,220,774
Citizens' Oversight Committee Financial ReportApril 10, 2017 Meeting
Public Safety Complex$38,217,399
37%
Skills Center$1,971,485
2%
Science Building$4,611,072
4%
One-Stop Center$21,295,953
21%
Industrial Tech Building
$24,730,059 24%
Child Care Addition$8,371,957
8%
Fine Arts Complex$4,180,800
4%
Measure I Construction ProjectsThrough December 31, 2016
$103,378,725
Citizens' Oversight Committee Financial ReportApril 10, 2017 Meeting
246
AUGUST 2017 Sun Mon Tue Wed Thu Fri Sat
1 2 Eight Week Summer
Classes End
3 Eight Week Summer
Final Exams
4 5
6 7
8
9 10
11
12
13 14
6:00 p.m.
Board of Trustees
Meeting
15
4:00 p.m.
Hancock Hello!
Student Center
16
Twelfth Night
through August 19
Marian Theatre
17
Professional Development Day
18
9:00 a.m. All Staff Day
Marian Theatre
19
20 21
Fall Classes Begin
22
23
24
Twelfth Night
through
September 10
Solvang Festival
Theatre
25
4:00 p.m.
Men’s Soccer
vs. Monterey
26
27 28
29
4:00 p.m.
Men’s Soccer
vs. Bakersfield
30 31
Allan Hancock College
247
SEPTEMBER 2017
Sun Mon Tue Wed Thu Fri Sat
1
4:00 p.m.
Men’s Soccer
vs. Taft
Twelfth Night
through
September 10
Solvang Festival
Theatre
2
6:00 p.m.
Football vs.
Bakersfield
3 4
Labor Day Holiday
College Closed
5
4:00 p.m.
Men’s Soccer
vs. Lemoore
6
4:00pm Santa Ynez
Valley Center Open House
7 8
Men’s Soccer
Consumes River
Showcase
4:00 p.m.
Women’s Soccer
vs. Hartnell
9
Men’s Soccer
Consumes River
Showcase
2:00 p.m.
Football vs.
East Los Angeles
10 11 12
6:00 p.m.
Board of Trustees
Meeting
4:00 p.m.
Men’s Soccer
vs. College of
Sequoias
13 14
4:00 p.m.
Women’s Soccer
vs. Skyline
15
6:00 p.m.
Women’s
Volleyball vs.
Cal Lutheran
16
11:00 a.m.
Women’s Soccer
vs. Ohlone
2:00 p.m.
Football vs.
Pasadena City
17 18 19
4:00 p.m.
Men’s Soccer
vs. Clovis
20
4:00 p.m.
Women’s
Volleyball vs.
Cerro Coso
21 22
3:00 p.m.
Women’s Soccer
vs. Taft
4:00 p.m.
Men’s Soccer
vs. Chabot
23
4:00 p.m.
Football vs.
Santa Ana
24 25 26
4:00 p.m.
Men’s Soccer
vs. Victor Valley
27 28 29
2:00 p.m.
Men’s Soccer
vs. Citrus
30
2:00 p.m.
Football vs.
San Bernardino
Allan Hancock College
248