|
6.1 Maintenance of Benefits.
Health insurance benefits shall be maintained at the levels not less than that in effect on January 1, 2007, unless changes are agreed to by the Board and Association.
6.2 Health Insurance.
The Board shall provide at its expense two hundred dollars ($200) deductible comprehensive Major Medical Health and accident insurance for faculty. The Board shall pay the premium for individual coverage for each full-time faculty member. The Board shall pay 80% of the premium for dependent coverage except that the faculty member shall contribute 20% of the dependent premium for those faculty enrolled in a Health Maintenance Organization (HMO). Faculty members enrolled in the self-insured program shall contribute 1.9% of base salary for dependent coverage until July 1, 2008.
From July 1, 2008, to July 1, 2009, the faculty members enrolled in the self-insured plan with the following ranks will pay the listed percentage of the dependent premium:
- From July 1, 2008, to July 1, 2009, the faculty members enrolled in the self-insured plan with the following ranks will pay the listed percentage of the dependent premium:
- Assistant Professor I and II will pay 12% of the dependent premium
- Associate Professor I and II will pay 14% of the dependent premium
- Professor I and II will pay 16% of the dependent premium
After July 1, 2009, the faculty members enrolled in the self-insured plan with
the following ranks will pay the listed percentage of the dependent premium:
- Instructors will contribute 10% of the dependent premium
- Assistant Professor I and II will pay 12% of the dependent premium
- Associate Professor I and II will pay 15% of the dependent premium
- Professor I and II will pay 20% of the dependent premium
In addition, for faculty members enrolled in the self-insured plan, the out-of-pocket maximum shall be seven hundred fifty dollars ($750) for the employee and fifteen hundred dollars ($1500) for dependents, exclusive of the deductibles.
See Letter of Agreement Regarding Standing Insurance Committee, Appendix C
6.2A Dental Insurance.
The Board shall provide at its expense dental insurance for faculty. The Board shall pay 100% of the premium for the faculty member and 80% of the premium for dependent coverage, provided the cost of the premium/benefit paid by the Board shall not exceed $45,980, the first year of the program (1998) and in subsequent years the Board's contribution into the program shall not exceed a 10% increase in premiums/benefits each year.
6.3 Life Insurance.
The Board shall provide at its expense a life insurance policy for faculty in the amount of 2 times his/her annual base salary rounded to the nearest one thousand dollars ($1,000), including any insurance associated with the health insurance program.
6.4 Flexible Spending Account.
The Board shall provide a flexible spending account. This plan shall provide an opportunity, pursuant to relevant Internal Revenue Service Guidelines and Regulations, for faculty to deduct health, dental, optical and other non-reimbursed medical and child care expenses allowed by law and other items as hereinafter may be agreed between the Board and the Association from their overall compensation and to be subsequently reimbursed for upon the timely filing of evidence of payment of such insurance and expense and with the other provisions of such flexible benefit plan.
The Board shall provide the option for faculty to tax shelter their ECC dependent health insurance premiums.
The Board shall pay the initial start up costs for the plan and the participating faculty shall pay the subsequent maintenance fees.
6.5 Domestic Partners.
For the purposes of this agreement the term "spouse" shall include domestic partners, and all rights and benefits afforded to employee spouses and dependents under this agreement shall be extended to domestic partners as defined below. Similarly, dependent children of employees' domestic partners shall be defined as employees' dependent children for the purposes of this agreement.
To be eligible for coverage as a Domestic Partner, the College employee and the Domestic Partner must complete and file with the Human Resources Office an "Affidavit of Domestic Partnership": in which they attest that (a) they are each other's sole domestic partner, responsible for each other's common welfare, (b) neither party is married, (c) the partners are not related by blood closer than would bar marriage in the State of Illinois, (d) each partner is at least 18 years of age and of the same sex, and (e) three of the following conditions exist for the partners:
- 1. The partners have been residing together for at least twelve (12) months prior to filing the Affidavit of Domestic Partnership.
- 2. The partners have a common or joint ownership or lease of a residence.
- 3. The partners have at least two of the following arrangements:
a. Joint ownership of a motor vehicle;
b. A joint credit account; or
c. A joint banking account.
- 4. The Domestic Partner has been designated as a beneficiary for the death benefit payable from the employee's retirement annuity contract or from Elgin Community College or the College employee declares that the Domestic Partner is identified as a primary beneficiary in the employee's will.
- 5. The Domestic Partners have executed a "relationship contract," which (a) obligates each of the parties to provide support for the other party and (b) provides, in the event of the termination of the domestic partnership, for a substantially equal division for any property acquired during the relationship.
Additional Provisions:
- 1. Notification of Changes: The parties must agree to notify the Human Resources Office of any change in the circumstances which have been attested to in the documents qualifying a person for coverage as a domestic partner within 30 calendar days.
- 2. Liability for False Statements: If any company or Elgin Community College suffers a loss because of false statement contained in the documents submitted in connection with coverage for a domestic partner or as a consequence of the failure to notify the Human Resources Office of a changed circumstance, the company, or Elgin Community College, will be entitled to recover reasonable attorney fees in addition to damages for such losses.
- 3. Termination: The employee shall file a statement with the Human Resources Office indicating the relationship has ended within 30 calendar days. A copy of the termination will be mailed to the other partner unless both have signed the termination statement.
- 4. COBRA: A domestic partner and their dependents are not eligible for benefits under COBRA or Section 125 as provided by applicable law.
- 5. Children of a domestic partner may be enrolled in the Plan if they meet the definition of an eligible dependent as defined by the College's Health Instrument Summary Plan Description (SPD).
All information supplied by the employee or the domestic partner will be kept confidential and this information is not released to any party outside the Human Resources department which is not involved in the processing of the enrollments and administration of benefits.
6.6 Professional Expense Reimbursement and Professional Development Benefits.
Professional development activities may include professional travel expenses, conferences and workshops, tuition, and other professional activities. Professional expenses may include dues, books, professional publications, hardware, software, and other supplies used in the performance your duties of your position with the college.
The following are examples of reimbursement claims which are not considered professional development activities or professional expenses: party expenses, snacks, candies for students or colleagues, gifts for students or staff, fitness center memberships, personal enrichment classes, cell phones or phone contracts, subscriptions to music download companies or movie providers, dues for professional associations not related to your position at the college, furniture, desks, chairs, equipment not directly utilized in performing the duties of your position.
- A. Professional Expense Reimbursement Benefit. Each full-time faculty member will be granted seven hundred dollars ($700) for 2007 and 2008 and seven hundred fifty dollars ($750) for 2009 and 2010 per active year for incurred professional expenses directly applicable to their position with the college.
All requests for reimbursement must be submitted to the dean/supervisor for approval with attached original receipts & completion certificates. Reimbursement requests shall be submitted no later than 30 days following the end of the calendar year in which the expense was incurred.
Disagreement may be appealed to the Vice President for Instruction and Student Services.
Unused funds shall automatically be deposited in the professional development and expense account.
- B. Professional Development Benefit. For each full-time faculty member, seven hundred dollars ($700) for 2007 and 2008 and seven hundred fifty dollars ($750) for 2009 and 2010 per active year will be deposited in the Professional Development and Expense account for professional development activities. These funds will be allocated on a competitive basis by the Faculty Development Committee and shall be subject to the approval of the Vice President for Instruction and Student Services.
6.7 Equipment Maintenance and Repair.
Full-time faculty in science and vocational-technical areas with assigned teaching loads involving laboratories, who teach a minimum of thirty (30) contact hours per year may be awarded an additional contract for the increased responsibilities of laboratory management, i.e., equipment repair and preventive maintenance inherently generated by the instructional area and not subsequently covered by maintenance agreements or qualified paraprofessionals. The contract shall be established between the Board and the department faculty based on twenty-five dollars ($25) per hour.
Any individual contract between the Board and faculty currently in effect shall not be altered as a result of the rate established in paragraph one above. Further, such rate shall not serve as a precedent for contracts and rates in other areas.
6.8 Tuition Reimbursement.
Each full-time faculty, spouse and children age 25 or younger shall have the right to receive reimbursement of tuition for all credit courses taken at ECC, in which faculty, spouse or children age 25 or younger receive a grade of “C”, “pass”, or better. Faculty shall contact Human Resources to exercise this option.
6.9 Proficiency Testing. Faculty will be compensated thirty dollars ($30) for each proficiency test they grade which can only be graded by faculty. Tests which can be scored by machines or by another employee with a master key will be scored in the Learning Skills Center.
When requested by the dean/supervisor, faculty will be compensated one hundred dollars ($100) for each proficiency test they construct and grade. After the test has been constructed it will become the property of the College and will be kept on file in the dean's office.
6.10 Substituting. Faculty who substitute shall be paid the Lane II Step 2 Unit Adjunct II Counselors & Librarians rate per hour. No faculty shall be paid extra for teaching two (2) sections at the same hour, nor shall he/she be required to do so. All substitutes must be hired by the appropriate dean/supervisor. Faculty may substitute for one another without remuneration when, in the opinion of the appropriate dean/supervisor, it is in the best interest of the College.
6.11 Independent Study.
Independent Study shall be compensated at the rate of seventy-five dollars ($75) per credit hour for each student in the class, except when assigned as part of a full-time teaching load.
6.12 Working at Two or More Locations.
Faculty whose work assignments require them to travel between two or more locations will be reimbursed at the established rate for mileage for the miles driven from the first site to the second site. Faculty will not be reimbursed for travel to assignments accepted as voluntary overload.
6.13 Tax-Deferred Annuity.
Salary reduction agreements for retirement annuity contracts (tax-deferred annuities) shall be available to all faculty. Contracts shall be arranged individually through the Office of the Vice President for Finance and Administration or designee.
6.14 Summer School Contracts.
Summer school contracts shall be treated as voluntary overloads and shall be compensated at the eight hundred ninety dollars ($890) for 2007, nine hundred twenty-five dollars ($925) for 2008, nine hundred sixty dollars ($960) for 2009, and one thousand dollars ($1000) for 2010, per semester contact hour. During the summer instructors will provide students with contact information in their syllabi. Full-time faculty will have first refusal over adjunct instructors for classes offered in the discipline in which they teach. A faculty member cannot be assigned more than ten (10) credit hours of concurrent instruction, exclusive of telecourses and independent study, without the written consent of the Vice President for Instruction and Student Services. No other provision in this contract shall relate to the summer school schedule unless expressly mentioned in this contract.
6.15 Voluntary Overload.
Additional assignments accepted voluntarily during the academic year shall be paid at the rate of seven hundred eighty-five dollars ($785) for 2007, eight hundred fifteen dollars ($815) for 2008, eight hundred fifty dollars ($850) for 2009, and eight hundred and eighty-five dollars ($885) for 2010,per semester contact hour. The voluntary per hour rate for counselors and librarians shall be $52 per hour or pro rata, whichever is lesser.
No faculty shall accept additional assignments, credit or noncredit in excess of sixty (60) percent of the standard instructor workload without the agreement of his/her dean/supervisor. Full-time faculty will have first refusal of one (1) class offered in their area and full-time counselors and librarians will have first refusal of work in their areas when there is no conflict with their regular assignments. Non-teaching faculty, i.e., librarians and counselors, shall not accept additional assignments in excess of 10 days of the standard workload without the agreement of the dean/supervisor. Librarians and counselors hired after January 1, 2007, shall not accept voluntary overload assignments in excess of 45 days of the standard workload without the approval of the dean/supervisor.
Courses offered with other entities or community partners prior to January 1, 2007 shall be exempt from right of first refusal.
6.16 Involuntary Overload.
Additional assignments which are made involuntarily shall be compensated at the pro rata rate of 1/30 of full-time salary per credit hour of instruction for every hour over thirty (30) or 1/168 of annual salary for each day of work for counselors and librarians over one hundred sixty-eight (168). Counselors employed prior to January 1, 2007, shall be guaranteed a minimum of thirty-three (33) involuntary overload days during the contract year plus an additional pool of eighty-four (84) days to be worked during the contract year. Librarians employed prior to January 1, 2007, shall be guaranteed a minimum of thirty-seven (37) involuntary overload days during the contract year plus an additional pool of sixteen (16) days to be worked during the contract year. These additional days will be assigned by the Associate Dean of Counseling or Director of the Library in consultation with the faculty.
Counseling Faculty Involuntary Overload.
1. On dates when less than full staff is required on an involuntary overload date, scheduling conflicts shall be resolved by seniority until the minimum staffing level/maximum refusals match staffing needs.
2.Full-time counseling faculty employed prior to January 1, 2007 shall be scheduled for involuntary overload dates prior to the scheduling of adjunct counselors.
6.17 Salary and Pension Contribution.
1. The maximum vertical movement is one step per year. The maximum horizontal movement is two (2) lanes per year except for movement that is accomplished within an approved degree program. In this case, the maximum horizontal movement is three (3) lanes per year. In addition to approved graduate hours, faculty may move on the salary schedule by performing alternate activities which are recommended by the Faculty Development Committee and approved by the Vice President for Instruction and Student Services. The source of funding, personal, institutional, or other, will not be a consideration for any professional growth activity.
All applications that request preapproval of certified credit and approval of alternate lane credit for the coming salary year shall be submitted by the faculty to the dean/supervisor by October 1 of each year this contract is in effect.
Lane change activities completed by December 31, and documented no later than February 15, shall be awarded on the salary schedule for that calendar year.
2. From the Compensation Schedule, the Board shall deduct for faculty a sum equal to eight percent (8%) of the amount due faculty pursuant to the Compensation Schedules to the State Universities Retirement System (SURS), to be applied for the retirement account of such faculty. It is the intent of the parties by this Agreement to qualify these payments as “picked-up” contributions within the meaning of Section 414(h)(2) of the Internal Revenue Code so as to be excludable from the gross income of all faculty. Faculty shall have no right or claim to the funds so remitted except as they may subsequently become available upon retirement or resignation from the State Universities Retirement System (SURS).
3. Faculty who are participants in the State Universities Retirement System shall not have the option of choosing to receive the amounts contributed by the Board directly, and the assumption and payment of the faculty members' required contribution to the State Universities Retirement System (SURS) is a condition of employment made in order to secure the faculty members' future services, knowledge and experience.
4. The balance of the amount due each faculty member pursuant to such Compensation Schedule shall be payable to the faculty member as salary installments as otherwise provided herein, provided the Board shall deduct therefrom all monies as required by law or as authorized by the faculty member pursuant to this Agreement, or as otherwise authorized by the Board. Such withholding shall include any and all additional amounts required to be paid to the State Universities Retirement System (SURS) for the account of such faculty member.
5. Internal Revenue Service Revenue Rulings indicate that the amount paid the State Universities Retirement System (SURS) is properly excluded from the gross income of the faculty member for income taxation purposes, and the Board will not withhold Federal and State income taxes on funds remitted to the State Universities Retirement System (SURS) on behalf of faculty members unless and until the Internal Revenue Service or a court shall determine that such amounts are not properly excludable.
6. The Association and faculty will defend, indemnify, and hold harmless the Board, its members, its agents, and its employees from any and all claims, demands, actions, complaints, suits or other liability by reason of a faithful payment of contributions to the State Universities Retirement System (SURS) pursuant to the provisions of this Section. No such claim, demand, action, or suit may be settled or compromised by the Association without the written consent of the Board, if such claim, demand, action, or suit adversely affects the Board, its members, its agents, and/or its employees.
6.18 Longevity Step.
Faculty who have remained for one (1) year in lane ten (X), on step 20 of the salary schedule, shall receive a $1,500.00 employer contribution to their 403(b) account annually.
6.19 Professor Emeritus.
1. All full-time faculty retiring from the College may request appointment as a Professor Emeritus of Elgin Community College.
2. Emeritus faculty members will be entitled to have their names listed in a section of the College catalog and to use the designation in any publications or professional associations.
back to top
|
