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Elgin Community College Faculty Association
8.1 Other Applicable Sections.
The following Sections from the 2011-2013 Agreement shall be applicable to Unit Adjunct Faculty II:
8.2 Unit Adjunct Faculty II Workload.
- Teaching Faculty. The minimum-workload offered to unit adjunct
faculty II shall be six (6) credit or contact hours per semester and shall
not exceed ten (10) credit or contact hours each semester without the
written approval of the Vice President of Teaching, Learning and Student
Development and the Association within 48 hours of the request from
the dean provided such hours are available and the faculty member is
qualified to teach them. Such approved load shall never exceed twelve
(12) credit or contact hours, except as set forth in Appendix C-6 Letter of
Agreement Regarding Excess Load for Unit Adjunct Faculty.
- Counseling and Library Faculty. The minimum workload offered to
unit adjunct II counseling and library faculty shall be 14 hours per week
during the academic year plus an additional 126 clock hours during the
remainder of the calendar year. Such unit adjunct counseling and library
faculty may work as many additional hours as are available and for which
they are qualified-not to exceed 21 hours per week-without the written
approval of Vice President of Teaching, Learning and Student Development
and the Association within 48 hours of the request from the dean.
Such additional approved load shall never exceed twenty-eight (28) clock
hours per week.
A unit adjunct II counseling or library faculty will have preference over
unit adjunct I and non-unit adjunct counseling or library faculty for work
they are qualified to do.
- Determination of Load. Following the determination of load and one
overload for full-time teaching faculty and prior to the determination of
load for unit adjunct faculty I and non-unit adjunct faculty, unit adjunct
teaching faculty II shall have the opportunity to select at least the minimum
load of six (6) up to the maximum ten (10) credit or contact hours
provided such hours are available, and the faculty member is qualified to
teach them. However, the dean/supervisor, with the approval of the Vice
President of Teaching, Learning and Student Development, maintains
the discretion to assign courses or workload based on the interest of the
College.
Load will be offered and then assigned as follows:
-
Full-time faculty members shall be assigned their regular load
and one (1) overload, if desired.
-
Unit adjunct faculty II members shall be assigned a minimum
of six (6) up to a maximum of ten (10) credit or contact hours,
provided that such hours are available for assignment.
-
Unit adjunct faculty I members shall be assigned a minimum
of three (3) up to a maximum of six (6) credit or contact hours,
provided such hours are available for assignment.
-
Full-time faculty members may be assigned additional hours up
to a total of twenty-four (24) credit or contact hours.
- When all contractual loads have been met, it will be at the dean/supervisor's discretion to assign remaining load.
A reduction in the six (6) credit or contact hour load or workload requirement each semester to perform other College business or to seek an approved medical leave without compensation must be approved by the dean/supervisor.
-
Full-time faculty members shall be assigned their regular load
and one (1) overload, if desired.
- Seniority. Seniority will be used to resolve conflicts between unit
adjunct faculty II members who are qualified to teach and wish to teach
the same courses. Seniority will be used to resolve conflicts between unit
adjunct counseling and library faculty who are qualified and wish to work
the same hours.
Seniority is determined in the following order:
- Date of entry into the bargaining unit as a unit adjunct II.
- The total number of semesters worked as adjunct faculty at the College, the person having taught more semesters being senior.
- By lot (i.e. random number assignment generated by Human
Resources for each instance).
- Cancellation. In the event that a course assigned to a unit adjunct teaching
faculty II (UAFII) member is cancelled, the following process will
apply to replace the cancelled assignment, provided that it is in the UAFII
member's discipline and the UAFII member is qualified and available to
teach it:
- UAFII shall have the opportunity to be reassigned to a course that remains unassigned.
- If no such unassigned course exists, then the UAFII may select a course that had previously been assigned to a non-unit adjunct teaching faculty member.
- If no such course assigned to a non-unit adjunct teaching faculty member exists, the UAFII member shall have the opportunity to select a replacement course from a UAFI member, starting with the least senior unit adjunct faculty I (UAFI) member.
- If no such course assigned to a unit adjunct teaching faculty I (UAFI) member exists, the UAFII member shall have the opportunity to select a replacement course starting with those assigned to the least senior unit adjunct faculty II (UAFII) member.
If within five (5) calendar days before the official first day of classes, a unit adjunct teaching faculty II member's assigned class is cancelled, and if a replacement class, excluding a telecourse, is not available when the unit adjunct teaching faculty II member can teach, and if an independent study is not offered, the College shall pay the unit adjunct teaching faculty II member a one hundred dollar ($100) stipend.
8.3 Office Hours.
Unit adjunct teaching faculty II shall maintain one and one quarter (1 1/4) office hours per week for every three (3) credit hours of load assignment. Office hours must be held at times and places convenient to both the faculty member and students.
The office hour schedule must be submitted in writing to the dean/supervisor by the tenth day of instruction for approval. All office hours will be posted outside the instructor's office, and the division administrative assistant/office coordinator will be kept informed if the instructor is not in the office or laboratory during office hours for any prolonged period.
Instructors who teach off-campus or online may, with the dean/supervisor's approval, hold office hours in an appropriate location or virtual hours through the college's course management system.
Any disagreements regarding office hour schedules may be appealed to the Vice President of Teaching, Learning and Student Development.
8.4 Instructional Area Meetings.
Unit adjunct faculty II members will attend instructional area meetings that apply specifically to them under the same terms as full-time faculty under Section 4.18. If unit adjunct faculty II members are unable to attend, they will be given materials and/or minutes from the meeting.
8.5 Professional Expense and Development.
Each unit adjunct faculty II will be granted two hundred dollars ($200) per active semester, not including summer semester, for professional development activities and incurred professional expenses that occur during an active semester directly applicable to their position at the college. If a unit adjunct II faculty does not use all of the $200 during an active fall semester, the remainder will carry over and be added to the spring semester if the unit adjunct II is active in the spring.
Professional development activities and incurred professional expenses may include professional travel expenses, conferences and workshops, tuition, books, professional publications, hardware and software, and other professional activities and supplies. The following are examples of reimbursement claims which are not considered professional development activities and professional expenses: party expenses, snack, 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.
All requests for reimbursement must be submitted to the dean/supervisor for approval with attached original receipts and completion certificates. Any unused monies shall be automatically deposited in the Unit Adjunct Faculty Professional Development and Expense account.
Reimbursement requests must be submitted no later than thirty (30) calendar days following the end of the academic year in which the expense was incurred.
8.6 Evaluation.
Unit adjunct faculty II shall be evaluated in the manner prescribed in all applicable sections of the Faculty Evaluation Handbook. No tenure status will be accrued or granted to the unit adjunct faculty II member. Unit adjunct faculty I who attain unit adjunct faculty II status shall be evaluated no later than three (3) years from their last evaluation and on a triennial basis thereafter. If formally evaluated more frequently, the unit member's dean/supervisor shall discuss the reasons with the unit member and Association representative (at the unit member's option) prior to such formal evaluation.
- Unit Adjunct Faculty II members shall facilitate submission of student evaluations to the Office of Institutional Research (IR) for all classes every semester. Aggregate data reports shall only include identifiers down to the course level. Data on courses taught by just one faculty member shall not include individual course identifiers but rather shall be reported in a single aggregate category by division.
- For Unit Adjunct Faculty II members undergoing triennial evaluation, IR shall tabulate student evaluation data for all classes taught during the two semesters prior to the triennial review.
- Student evaluations may be used for the purpose of improvement of instruction, and may be compiled in the aggregate to meet accreditation and other assessment of learning accountability measures. No punitive action may be taken against faculty based upon student evaluations.
- Each year the faculty member will submit a self-assessment, including a professional growth plan, to the dean/supervisor. The forms, procedure and deadlines for this evaluation are specified in the Faculty Evaluation Handbook.
8.7 Discipline.
Disciplinary actions are made subject to the grievance procedure. The College agrees that disciplinary action shall be in a timely fashion with progressive and corrective discipline, as appropriate.
8.8 Salary.
- Vertical step movement shall be granted to active members of the bargaining
unit who taught during the previous calendar year.
- Vertical step movement, when appropriate, occurs at the beginning of the
spring semester.
- The maximum horizontal movement is one (1) lane per year. 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.
- Alternate lane movement shall be permitted according to criteria and procedures
outlined in the Faculty Development Handbook. Work experience shall not
be considered an eligible alternate activity for unit adjunct faculty. The source of
funding, personal, institutional, or other, will not be a consideration for any professional
growth activity.
- Initial placement on the schedule beyond Lane I shall be based on transcripts
or other documentation submitted by the unit adjunct faculty member to Human
Resources. This documentation shall be required within 45 calendar days of
the start of the semester in which the instructor qualifies for membership in the
bargaining unit.
- For purposes of compensation placement for unit adjunct faculty, placement at
Lane 2 shall require a Masters degree or equivalent experience. Equivalent experience
shall be defined as formal recognition within their vocational field in terms of
external certification, licensing, or journeyman status to be approved by both the
dean and Human Resources.
8.10 Professional Resources.
Each unit adjunct faculty II shall receive a permanent parking tag, a voice mail number, an e-mail address and access to a copy machine. Unit adjunct faculty II names, voice mail numbers, and office numbers shall appear on the telephone list of College employees and in the employee directory.
Shared office space and a shared space for confidential meetings shall be provided for each unit adjunct faculty member. Upon request, each unit adjunct office shall be equipped with secured file space for each person assigned to that office.
Further, an appropriate number of computers and printers, and a telephone extension will be provided.
8.11 Unit Adjunct Faculty II Who Accept Administrative Positions.
Unit adjunct faculty II members who accept an administrative position for 32 or more hours per week or a position as a supervisor, confidential, or managerial employee [as defined in Chapter 115 of the IELRA] will be considered inactive in the bargaining unit and the terms of the contract shall not apply to them for the duration of the administrative appointment. At the termination of the administrative appointment or if administrative responsibilities fall below 32 hours per week, and they are still employed to teach at the college, they will return to the bargaining unit at the same seniority and salary placement they held previously. Time spent in administration shall not count in the calculation of seniority.
8.12 Sick Leave.
Unit adjunct faculty II shall have the right to utilize sick leave due to personal illness or disability or because of a medical emergency or death in the faculty member's family defined as spouse, children, parents, grandparents and grandchildren. If extenuating circumstances arise, the College President may approve additional leave. A doctor's statement substantiating the illness and/or verifying ability to return to work may be required.
Sick leave for Unit adjunct II teaching faculty shall be earned at the rate of three (3) days per semester with unlimited accumulation for reporting to SURS. All sick days shall be available on the first day of the semester. Only three (3) sick days may be used per semester. No payment for unused sick time accrued will be made. One (1) day of the three (3) may be used for personal or professional meeting leave. Notice to use a sick day for personal or professional meeting leave shall be given in writing to the dean/supervisor or designee at least seventy-two (72) hours in advance, except in an emergency; when such notice shall be given orally as soon as possible, and thereafter promptly confirmed in writing.
Unit adjunct counseling and library faculty II shall earn six (6) days sick leave per calendar year with unlimited accumulation for reporting to SURS. All sick days shall be available on the first day of the year. No payment for unused sick time accrued will be made. Two (2) days of the six (6) may be used for personal or professional meeting leave. Notice to use a sick day for personal or professional meeting leave shall be given in writing to the dean/supervisor or designee at least seventy-two (72) hours in advance, except in an emergency; when such notice shall be given orally as soon as possible, and thereafter promptly confirmed in writing. Only six (6) sick days per year may be used.
8.13 Inactive Status.
A unit adjunct faculty II member who is not teaching or providing counseling or library service at the college, irrespective of the reason, during a fall or spring semester will be considered an Inactive member of the bargaining unit.
Unit adjunct faculty II members who are inactive for four (4) consecutive semesters excluding summers, will no longer be considered part of the bargaining unit. The terms of this contract shall not apply to unit adjunct faculty members during semesters when they are inactive. No step movement or seniority will be accumulated for semesters of inactivity.
A unit adjunct faculty member II who resigns from the college in writing will no longer be considered a bargaining unit member and must re-apply for employment if he or she wishes to return to the college.
To re-enter the bargaining unit, adjunct faculty II who have forfeited their membership through inactivity or resignation must qualify again by criterion set forth in Article I of this contract. Employment prior to the period of inactivity or resignation will not count toward qualification.
A retired unit adjunct faculty II member who is hired again as a part-time faculty member shall be considered part of the bargaining unit. The retired faculty member will be compensated at the unit adjunct rate and will begin at Step One in the appropriate lane and shall accrue seniority as any unit adjunct faculty member II, excluding semesters taught previous to retirement.
8.15 Committee Appointment and Participation.
From time to time the College President or Administration will establish ad hoc or standing advisory committees. If unit adjunct faculty II representation is requested, those unit adjunct faculty II mutually acceptable to the Association and the College may serve and will be paid twenty-five dollars ($25) per committee meeting hour. Unit adjunct faculty II shall submit timesheets recording their participation for those hours biweekly to the dean or administrator from whose budget the unit adjunct will be paid. No unit adjunct faculty II will be required to participate on any committee.
8.16 Tuition Reimbursement.
Unit adjunct faculty II, spouses, and children age 25 or younger shall have the right to receive reimbursement of tuition for all credit courses taken at ECC, in which they receive a grade of "C", or better.
8.17 Reduction in Force.
Prior to the layoff or reduction of any bargaining unit adjunct or full-time faculty member covered by this Agreement, the Board shall eliminate all non-unit adjunct faculty, then all voluntary overload assignments to courses which the full-time faculty member is competent to fill pursuant to the qualifications of this provision provided the Board may retain those adjunct or voluntary assignments to courses which unavoidably run at the same time as other identical adjunct or voluntary assignments to courses. Therefore, bargaining unit adjunct faculty I positions shall be eliminated prior to the layoff of unit adjunct faculty II positions, and bargaining unit adjunct faculty II positions shall be eliminated prior to the layoff of full-time faculty.
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