Economic Reopener Agreement
for
July 1, 2008 - June 30, 2009
within
the 2005 – 2011 Main Agreement
between
Lane Community College
Board of Education
and
Lane Community College Education Association
2008 – 2009 Economic Reopener Agreement
The following constitutes agreement between the College and the Association from the economic negotiations mandated by the 2005 – 2011 Main Agreement.
A. 2008 – 2009 Economic Reopener Provisions
Period Covered by the Agreement. This agreement covers the academic year beginning July 1, 2008 and ending June 30, 2009.
ARTICLE 9 – CALENDAR
9.6 Calendar - See OEBB Supplemental Agreement, in Appendix.
9.6.1 In partial recognition of 2008 – 2009 Cost of Living Adjustments less than the Consumer Price Index change and the provision of only half-steps to eligible faculty, May Day 2009 shall be a paid holiday for all faculty members. If the College holds a Spring 2009 In-Service all part-time members attending will be paid as provided in Article 9.2.2.2.
ARTICLE 23 – PROFESSIONAL DEVELOPMENT AND ACADEMIC SCHOLARSHIP
23.15Curriculum Development Rate. The curriculum development hourly rate for the 2005/2006 academic year shall be $27.00, effective upon ratification. The curriculum development hourly rate for the 2006/2007 academic year shall be the 2005/2006 year rate, adjusted by the 2006/2007 cost of living adjustment. The curriculum development rate for 2007/2008 shall be the 2006/2007 year rate, adjusted by the 2007/2008 cost of living adjustment. The curriculum development rate for 2008/2009 shall be the 2007/2008 rate, plus 1%.
23.2 The Faculty Professional Development Fund shall be funded annually based on the Total Budget Direct Salary (contracted) in the approved budget each June. This rate shall be 2.25% for the 2005-2006 year, 2.25% for the 2006-2007 year, and 2.35% for the 2007-2008 year, and 2.35% for the 2008 – 2009 year.
ARTICLE 26 – SALARY
1. Salary. The College and the Association have agreed to the following with regard to salary and reflected in the attached salary schedules.
1.1 Salary Steps
1.1.1 Contracted Faculty. There will be half-step advancement for all contracted faculty and a half-step longevity payment to contracted faculty on Step 13, all retroactive to July 1, 2008.
1.1.2 Part-time Faculty. There will be half-step advancement for all part-time faculty who earn step advancement eligibility during the 2008 – 2009 fiscal year, retroactive to July 1, 2008.
1.1.3 Part-time Flight Tech Faculty. There will be full-step advancement for all part-time flight tech faculty who earn step advancement eligibility during the 2008 – 2009 fiscal year, retroactive to July 1, 2008.
1.2 Salary Increases
1.2.1 2008 – 2009 Salary Schedule Increases. Salary schedules, effective for the 2008 – 2009 fiscal year, shall be increased by 1.0%, retroactive to July 1, 2008.
1.2.2 Other 2008 – 2009 Salary Increases
1.2.2.1 All faculty shall be paid one-time Temporary Supplemental Salary Adjustment of 1.75% OEBB minimum savings. See OEBB Supplemental Agreement, in Appendix.
1.2.2.2 Contracted faculty shall be paid an additional .25% one-time salary adjustment, retroactive to July 1, 2008.
B. Modifications to the 2005 – 2011 Main Agreement
Period Covered by the Agreement. The following agreements revise the 2005 – 2011 Main Agreement.
ARTICLE 16 – PERSONAL RIGHTS
16.2 Privacy. The privacy of an employee's mailbox, office, e-mail, phones, computer, and personal material shall be respected. No information from these sources shall be gathered, stored or exchanged without explicit and timely, prior notice to the faculty member. Exceptions to such notice may be justified due to emergency situations, shall be limited as much as feasible, and shall be reported as soon as feasible to the employee and the Association. “Emergency situations” are defined as, and limited to, physical threats to people, property, or situations that present a substantial legal or financial risk to the College. Any breach of normal privacy in these circumstances shall be done with the cooperation, and in the presence of, a third party.
ARTICLE 20 – LEAVES WITHOUT PAY
20.6 Family Medical Leave. Family medical leave shall be allowed in accordance with State and Federal statutes and relevant Oregon Bureau of Labor administrative regulations. The College shall comply with state and federal family medical leave guidelines concurrently in a manner that affords the employee the maximum allowable benefit of accrued leave and family medical leave. Note the definition of “immediate family” in Article 21.2.2. Faculty may use accrued sick leave consistent with the Oregon Family Medical Leave Act (OFLA) consistent with COPPS Procedure: Leaves With and Without Pay.
ARTICLE 21 - LEAVES WITH PAY
21.1 Sick Leave
21.1.1 Unused sick leave for all employees shall accumulate for an unlimited number of days and shall accumulate at the rate of ten (10 12) days per academic year or 1.2 days per month employed, whichever is greater. New employees shall be credited all their sick leave for the first five (5) months at the start of their employment. Sick leave shall be reported by faculty in hourly increments of two, four or eight hours based upon actual work missed.
21.2 Emergency Leave
21.2.2 For the purposes of this Article, immediate family includes: parents (including step), spouse or domestic partner, children (including step and foster), siblings, mother- or father-in-law, son- or daughter-in-law, sister-in-law, brother-in-law, grandparents, grandchildren, members of the immediate household whose official residence is the same as that of the employee, persons for whom the employee is legally responsible, and persons who are dependent upon the employee for care.
21.5 The Association withdraws from participation in the College Sick Leave Bank with the understanding that College intends to eliminate it.
ARTICLE 25 – EMPLOYMENT STATUS
25.5 Dismissal of Permanent Employee. Upon successful completion of the probationary period, an employee shall be considered permanent and may be dismissed only for just cause and the committing of egregious behavior.
25.9 Formal Complaint Procedure. Within ten (10) working days of receiving written complaints, or fifteen (15) working days of receiving unwritten complaints, the College shall make a determination of whether the complaint is significant enough that if established as factual could lead to discipline. The College will also determine the degree and extent of any investigation warranted by the complaint based on its merit. Complaints will be terminated when a lack of merit is determined at any stage of the investigation.
25.9 1 Any materials utilized in the investigation of a complaint that is found to be without merit will be expunged from all College records, excepting those records that are required to document investigations.
25.9.2 The College shall not investigate complaints or other allegations that are untimely, unless the complaint or allegation, if true, would constitute violation of an Oregon statute; complaints or allegations about alleged behavior occurring more than one year prior to the notice to the faculty member shall be deemed untimely. The College shall not investigate complaints or other allegations regarding behavior previously known to the College in which the College did not initiate complaint investigations within the timeframe allowed in the complaint investigation section of this agreement.
25.9.3 Unwritten complaints that are determined to be established consistent with the above shall be reduced to writing. Once a determination has been made that a complaint may lead to discipline, the College shall provide written notice of the complaint to the faculty member. The employee will be given a copy of the complaint and an adequate opportunity to respond to and/or rebut such complaint. All complaints that meet the above conditions shall be timely investigated.
25.9.4 The investigation shall include an opportunity for the faculty member to meet with the manager/investigator, understand all allegations, be provided the name of the complainant except when prohibited by law or if grades are still pending, and respond to and/or rebut the evidence. Investigations of complaints will be completed within twenty (20) working days from the time the College determines the complaint may lead to discipline and provides the written notice of the complaint to the employee, unless a written agreement between the College and Association extends the timeline. When the twenty (20) working day investigation period extends into the summer term, the employee shall have the option to have the investigation completed within the assigned work days in the following academic year.
25.9.5 In the investigation of allegations of employee violation of College policy, state law, or other governing standards, the College shall reference the controlling language within the College policy, state law, or other governing standard, and shall specifically identify how the alleged behavior would violate said standards.
25.9.5.1 The College shall adhere to its established policies and procedures in responding to complaints and concerns raised about employees.
ARTICLE 33 - INSURANCE BENEFITS & HEALTH CLINIC
33.2 Part-time Faculty Insurance
33.2.3 Part-time employees not establishing eligibility by working during the previous four (4) terms may do so by working at least five (5) credit hours or .333 FTE in one (1) term and being scheduled to work at least five (5) credit hours or .333 FTE the following term. Coverage shall be effective the first of November for fall term, the first of February for winter term, the first of May for spring term, and the first of August for summer term, and shall continue for three (3) consecutive months.
33.2.3.1 Part-time faculty members working a total of 1.5 FTE or greater cumulatively in the Fall, Winter, and/or Spring terms shall be eligible for insurance in the subsequent summer term.
33.2.4 Once eligible, part-time employees maintain eligibility by working five (5) credit hours or .333 FTE each consecutive term, except that spring term only requires .2 FTE.
33.2.4.1 Part-time faculty members working a total of 1.2 term FTE or greater cumulatively in two consecutive terms of the Summer, Fall, Winter, and/or Spring shall maintain eligibility for insurance for the subsequent term. A maximum of 0.5 FTE from Summer term will count toward this total.
33.2.4.2 Part-time faculty members working a total of 1.5 term FTE or greater cumulatively over three consecutive terms in the Summer, Fall, Winter, and/or Spring terms shall maintain eligibility for insurance in the subsequent term. A maximum of 0.5 term FTE from Summer term will count toward this total.
33.3 Insurance Benefits
33.3.5 Disability Coverage. The College will provide insurance coverage for employees who were disabled while employed for Lane Community College. Such coverage shall continue for up to twelve (12) months and the employee may purchase an additional six (6) months' coverage. The College shall make available to eligible faculty the option to buy additional long-term disability insurance coverage through a “buy-up” option under the existing long-term disability insurance plan and coverage. Faculty shall self-pay the additional premiums costs related to all decisions to “buy-up” higher levels of long-term disability coverage.
33.7 Joint Insurance Committee (JIC). The College and the Association agree to engage in good faith negotiations and multi-lateral discussions through the JIC process, to resolve the following benefits related issues:
33.7.1 Employee Health Clinic Participation and Contributions
33.7.2 Medical Section 125 Flexible Spending
33.7.3 College Sick Leave Bank Participation Guidelines
33.7.4 Alternative Medical Insurance Options for Part-time Faculty. One focus of the discussions of alternative medical insurance for part-time faculty will be to seek ways that quality affordable family insurance (E+1 and FF equivalent) can be made available.
ARTICLE 41 - EARLY RETIREMENT
41.3 403b Retirement Account Providers
41.3.1 The College will include on its list of eligible 403b retirement fund providers any bona fide provider requested by at least seven faculty members who elected to have College payroll deductions made and deposited to 403b accounts.
C. 2005 – 2011 MAIN AGREEMENT CORRECTIONS
Current Language
Correction
11.4.3 In consideration of this leave, the Association will reimburse the College according to the following formula: The replacement cost, or if the replacement involves faculty at the contracted rate, replacement of that portion of the replacement at the Level 1, Step 8 salary. Payment shall be made not later than May 1. Replacement cost is defined for this article as salary plus the OPE rate.
11.4.3 In consideration of this leave, the Association will reimburse the College according to the following formula: The replacement cost, or if the replacement involves faculty at the contracted rate, replacement of that portion of the replacement at the Step 7 salary. Payment shall be made not later than May 1. Replacement cost is defined for this article as salary plus the OPE rate.
12.6 Positions Outside of Regular Teaching Format. Faculty will be informed in writing of all positions outside of the regular teaching format for which they may be qualified to teach, and will be given an opportunity to apply for the positions. E-mail posting to the full faculty list and posting in The Daily is sufficient written notification.
12.6 Positions Outside of Regular Teaching Format. Faculty will be informed in writing of all positions outside of the regular teaching format for which they may be qualified to teach, and will be given an opportunity to apply for the positions. E-mail posting to the full faculty list and posting in the LCC digital employee newsletter is sufficient written notification.
32.2 … Part-time faculty will be paid for Fall in-service hours consistent with Article 9.3.1 by October 10th.
32.2 …Part-time faculty will be paid for Fall in-service hours consistent with Article 9.2.2 by October 10th, assuming time sheets are submitted via ExpressLane by September 30.
________________________ ________________________
James Salt Patrick Albright
LCCEA President Chair – Board of Education
________________________ ________________________
Date Date
________________________ ________________________
Dean Bergen Mary Spilde
LCCEA Bargaining Chair LCC President
________________________ ________________________
Date Date
D. 2008 – 2009 SALARY SCHEDULES
LANE COMMUNITY COLLEGE
CONTRACTED FACULTY
2008 – 2009 SALARY SCHEDULE
Effective 7-1-08 through 6-30-09
1% Increase, 1/2 Step Increase
STEP
ANNUAL SALARY SCHEDULE Based on Contract Work Year of 175 Days
ADJUSTED ANNUAL SCHEDULE Based on 172 Work Days and 3 Furlough Days *
12 MONTH PAYMENTS (24 Pay Periods)
10 MONTH PAYMENTS (20 Pay Periods)
HOURLY PAYMENTS Based on 172 days
1
46,496
45,699
1904.13
2284.95
33.21
1.5
47,368
46,556
1939.83
2327.80
33.83
2
48,239
47,412
1975.50
2370.60
34.46
2.5
49,143
48,301
2012.54
2415.05
35.10
3
50,048
49,190
2049.58
2459.50
35.75
3.5
50,986
50,112
2088.00
2505.60
36.42
4
51,926
51,036
2126.50
2551.80
37.09
4.5
52,900
51,993
2166.38
2599.65
37.79
5
53,873
52,949
2206.21
2647.45
38.48
5.5
54,883
53,942
2247.58
2697.10
39.20
6
55,893
54,935
2288.96
2746.75
39.92
6.5
56,941
55,965
2331.88
2798.25
40.67
7
57,989
56,995
2374.79
2849.75
41.42
7.5
59,077
58,064
2419.33
2903.20
42.20
8
60,163
59,132
2463.83
2956.60
42.97
8.5
61,292
60,241
2510.04
3012.05
43.78
9
62,420
61,350
2556.25
3067.50
44.59
9.5
63,590
62,500
2604.17
3125.00
45.42
10
64,760
63,650
2652.08
3182.50
46.26
10.5
65,974
64,843
2701.79
3242.15
47.12
11
67,191
66,039
2751.63
3301.95
47.99
11.5
68,450
67,277
2803.21
3363.85
48.89
12
69,707
68,512
2854.67
3425.60
49.79
12.5
71,014
69,797
2908.21
3489.85
50.72
13
72,324
71,084
2961.83
3554.20
51.66
* This was the salary schedule upon which contracted faculty compensation was based for 2008/2009, consistent with the economic re-opener agreement for 2008/2009.
6/1/2010
LANE COMMUNITY COLLEGE
PART-TIME CREDIT INSTRUCTOR
2008 - 2009 SALARY SCHEDULE
Effective 7-1-08 through 6-30-09
1% Increase, 1/2 Step if Eligible
STEP
SCHEDULE - Per Credit Based on Contract Work Year of 175 Days
ADJUSTED SCHEDULE - Per Credit Based on 172 Work Days and 3 Furlough Days *
HOURLY RATE
FULL TIME TERM PAY
1
618
607
20.69
9,105
1.5
629
618
21.07
9,270
2
641
630
21.48
9,450
2.5
653
642
21.89
9,630
3
665
654
22.30
9,810
3.5
679
667
22.74
10,005
4
691
679
23.15
10,185
4.5
703
691
23.56
10,365
5
716
704
24.00
10,560
5.5
730
717
24.44
10,755
6
743
730
24.89
10,950
6.5
757
744
25.36
11,160
7
771
758
25.84
11,370
7.5
785
772
26.32
11,580
8
801
787
26.83
11,805
8.5
816
802
27.34
12,030
9
829
815
27.78
12,225
9.5
844
830
28.30
12,450
10
861
846
28.84
12,690
10.5
877
862
29.39
12,930
11
893
878
29.93
13,170
11.5
910
894
30.48
13,410
12
927
911
31.06
13,665
12.5
944
928
31.64
13,920
13
960
944
32.18
14,160
13.5
979
962
32.80
14,430
14
997
980
33.41
14,700
* This was the salary schedule upon which part-time faculty compensation was based for 2008/2009, consistent with the economic re-opener agreement for 2008/2009.
6/1/2010
LANE COMMUNITY COLLEGE
FLIGHT INSTRUCTORS
SALARY SCHEDULE
Effective 7-1-08 through 6-30-09
1.0% Increase
Step if Eligible
SCHEDULE - HOURLY Based on Contract Work Year of 175 Days
ADJUSTED SCHEDULE - HOURLY Based on 172 Work Days and 3 Furlough Days *
LEVEL 1
STEP
1
18.92
18.60
2
19.88
19.54
3
20.85
20.49
4
21.91
21.53
5
23.09
22.69
6
24.06
23.65
7
25.87
25.43
LEVEL 2
STEP
1
23.00
22.61
2
24.17
23.76
3
25.43
24.99
4
26.79
26.33
5
28.13
27.65
6
29.67
29.16
7
31.60
31.06
* This was the salary schedule upon which contracted faculty compensation was based for 2008/2009, consistent with the economic re-opener agreement for 2008/2009.
E. MEMORANDA OF AGREEMENT
MEMORANDUM OF AGREEMENT
BETWEEN
LANE COMMUNITY COLLEGE AND THE LCC EDUCATION ASSOCIATION
OEBB MOA
A: This agreement modifies the following sub-articles of Article 33 of the Main Agreement as follows:
…
33.4 Solicitation for New Insurance Carrier. If state law provides an option to leave Oregon Educators Benefit Board insurance plans, the Association may request an RFP and may select an alternative carrier provided no benefit reduction and no cost increase; the College must agree on any change in carrier. If state law provides an option to leave OEBB insurance, the College may solicit for a new insurance (health, dental, vision) carrier during the term of this Main Agreement; the LCCEA must agree on any change in carrier. Such solicitations shall not cause a change in benefits provided to employees unless there is mutual agreement between the College and the Association.
…
33.3 Insurance Benefits
…
33.3.2 Employee Out-of-Paycheck Contributions
33.3.2.1 Effective September 1, 2005, contracted and part-time faculty employee out-of-paycheck insurance contributions for medical, dental, and vision insurance premiums shall remain the same as the 2004/2005 benefit year unless modified by the formula outlined in Articles 33.2.2.2 – 33.3.2.4.
33.3.2.2 Effective October 1, 2009 and through September 30, 2010, the College shall pay the first ten (10) percentage points of insurance rate hikes to the College base plan. When insurance rate increases for the College base plan exceed 10%, the difference in excess of 10% shall be equally shared by the employee and the College, except that the employee responsibility shall be limited by the “stop loss” and “cost neutrality” provisions specified herein.
33.3.2.3 Employee contribution “Stop-loss”: If as a result of the above “base” formula, the aggregate ratio between the College contributions and the employee out-of-paycheck contributions for medical, dental and vision insurance premiums reaches an 80/20 contribution split, this 80/20 ratio shall then determine the amount of College contributions and employee out-of-paycheck contributions for the duration of this agreement, except that this determination shall be subject to the limitations of the “cost neutrality” provision specified herein.
33.3.2.4 Employee Contribution “Cost Neutrality”: Irrespective of renewal rates or other factors in the cost-sharing formula, there shall be a cap on the amount by which the payroll deductions may increase in any one year. That amount shall be 100% of the COLA applied at the top step of the part-time pay scale (expressed as an absolute gross compensation value, and assuming a .50 FTE with 45 credits equaling a 1.0 FTE assignment). In the event that this cap applies, the EO and E+1 payroll deduction shall be increased by a percentage equal to the percentage increase for the Full Family increase.
…
33.8 Oregon Insurance Pool
33.8.1 The parties recognize that Oregon has established a statewide insurance pool for school employees entitled the Oregon Educators Benefit Board (OEBB) and that participation in this pool is optional for community colleges. The College and Association agree to convert from the current insurance plan provided under the Main Agreement to OEBB plans provided through this statewide pool, effective October 1, 2008.
33.8.2 College and Employee contributions: The PPO plan closest but not less than the value of the current plan, as determined by OEBB actuarial analysis, becomes the college base medical plan. The most comprehensive dental, pharmaceutical, and vision plans, as determined by OEBB plan cost, become the college base dental, pharmaceutical, and vision plans, respectively. The college base medical, dental, pharmaceutical, and vision plans together become the college base plan. Employee-only and Full Family payroll deductions for the base plan shall remain the same from the 2007-2008 year plans. Employee payroll deductions for Employee-plus-spouse benefits shall remain the same as those for Employee-plus-one benefits during the 2007-2008 year; in recognition of the reduced costs of the following new insurance level, employee payroll deductions for Employee-plus-children shall be 89% of the Employee-plus-one payroll deductions during the 2007-2008 year. College contributions to the college base plan will be the college contributions for all plans for the 2008-2009 year, but no more than the full cost of the insurance plan.
33.8.3 Except by mutual agreement between the College and the Association, converting to plans offered under the statewide insurance pool will not alter any of the provisions of the current Collective Bargaining Agreement.
33.8.4 Plan Selection
33.8.4.1 The Association will select up to the maximum number of plans for each type of coverage (medical, dental, vision, etc.) currently provided under the terms of the Main Agreement and provided by OEBB. Additional plan types may be added by mutual agreement between the College and the Association. The Association shall notify the College of any changes to its selection of plans by dates consistent with state and college requirements, to be determined by the College and Association mutually.
33.8.4.2 The selection of plans from the statewide pool shall not alter the College’s contractual insurance contribution obligations except by mutual agreement between the College and the Association.
33.8.4.3 Faculty members may choose any of the plans selected by the Association, and may switch plans during any open enrollment period or any OEBB qualifying event.
33.8.4.4 The College Base Plan shall be the OEBB default plan.
33.8.4.5 Contracted faculty members may opt out of insurance coverage upon providing proof of other coverage. Part-time faculty members are not required to select any insurance coverage.
33.8.5 OEBB Savings
33.8.5.1 A 2008-2009 Temporary Supplemental Salary Adjustment shall be provided as follows:
a) The difference between College contributions to OEBB FY09 Employee Only, Employee Plus Spouse, Employee Plus Children, and Full Family rates under the College Base Plan, and PacificSource FY09 Employee Only, Employee Plus One, and Full Family rates, respectively, assuming a PacificSource FY09 4.5% renewal rate,
b) With these differences each multiplied by the current total contracted/part-time/retired faculty members assuming the distribution of all faculty as they would move onto OEBB four-tier system as determined by PacificSource in May 2008
c) Including savings from faculty retirees based upon College contractual responsibility for current members, to be determined individually assuming College responsibility for up to the College contribution to the Employee + 1 level at the time of each individual retirement,
d) Resulting in a total monthly savings, to be multiplied by twelve (12) to create a FY09 Total Annual Savings. This FY09 Total Annual Savings will be multiplied by .75 to recognize the nine months of OEBB savings in 2008-2009. This .75 FY09 Total Annual Savings will be divided by the total contracted and part-time faculty salary budget projection adopted by the Budget Committee in May 2008 and assuming a 'direct OPE rate' of 20% to create the FY09 Savings Adjustment Percentage.
e) This FY09 Savings Adjustment Percentage shall be applied equally to all faculty salary payments, but not placed on the contracted faculty salary schedules, to create the 2008-2009 Temporary Supplemental Salary Adjustment, in a method to be determined by the College and Association.
33.8.5.2 2009-2010 faculty salary schedules shall be adjusted as follows:
a) The OEBB FY10 monthly premium rate increase for the College base plan (if OEBB provides unequal rate hikes for insurance tiers, a weighted rate hike percentage shall be calculated, using the May 2009 faculty insurance tier distribution) shall be added to the total annual College cost of OEBB insurance for all faculty for FY09, which shall be subtracted from
b) the PacificSource FY10 monthly premium rate increase for LCC classified and managers, incorporating the FY10 renewal rate and assuming no changes from the FY09 plan, and then adding an additional two percentage point rate increase, with this rate increase added to the total projected FY09 annual College cost of PacificSource insurance for all faculty, assuming PacificSource’s May 2008 OEBB tier distribution projection,
c) to create the FY10 Total Annual Savings.
d) This FY10 Total Annual Savings shall be divided by the FY10 total contracted and part-time faculty salary budget projection adopted by the Budget Committee in May 2009, assuming a 'direct OPE rate' of 20%, to create the FY10 Savings Adjustment Percentage.
e) This FY10 Savings Adjustment Percentage shall be applied to all faculty salary schedules effective July 1, 2009, prior to and regardless of the status of the 2008-2011 Economic Reopener. If it’s not possible to timely apply this Savings Adjustment Percentage by July 1st, 2009, due to OEBB renewal rate timing, this savings shall be applied retroactively, as soon as feasible.
33.8.6 The statewide insurance pool may not offer plans for every type of insurance coverage currently provided under the Collective Bargaining Agreement. As allowed by law, the College shall continue to provide such insurance coverage though contracts with other insurance providers.
33.8.7 Employees shall be provided an enrollment period of no less then forty-five (45) days unless otherwise required by law to facilitate moving to OEBB plans. Following the transition, employees shall be provided an open enrollment period of no less than thirty (30) days annually and whenever an OEBB qualifying event occurs.
33.8.8 Until such time as such new plan(s) are in effect, the College shall maintain the status quo and the level of benefits defined in this Agreement.
B. This Memorandum shall become effective upon execution by the parties.
For the College Date
For the Association Date
MEMORANDUM OF AGREEMENT
BETWEEN
LANE COMMUNITY COLLEGE AND THE LCC EDUCATION ASSOCIATION
OEBB MOA Supplemental Agreement
A: This agreement modifies the OEBB Memorandum of Agreement as follows:
Article 33.8.5 – OEBB Savings
33.8.5.1 A 2008-2009 Temporary Supplemental Salary Adjustment shall be provided as follows:
…
f. The 2008-2009 Temporary Supplemental Salary Adjustment, related to OEBB, shall be a minimum of 1.75%.
Article 9 – 2008-2009 Work Year
For the 2008-2009 work year only, the College and the Association agree upon the following one-time only revisions. This agreement is tentative, pending final agreement and faculty ratification of the 2008 – 2011 Economic Reopener. If the faculty do not ratify an agreement that reduces the work year to 172 days for 2008-2009, the College and Association shall meet to reschedule these three days.
9.1 Work Year. The work year shall be temporarily reduced from 175 to 172 days for the 2008-2009 year only. This temporary change results in a work year of 165 instructional days, and ten (10) seven (7) non-instructional days.
9.2 Non-instructional Days
9.2.1 Non-instructional Days - Contracted. Ten (10) Seven (7) non-instructional days may be scheduled by the College for contracted faculty prior to the beginning of classes each fall term. Eight (8) Five (5) of the non-instructional days shall be assigned for Fall in-service activities as described in Article 9.3.
9.3 In-service. For the 2008-2009 work year only, the College and the Association agree upon the following one-time only revisions: The College and Association shall meet and mutually plan in-service scheduling. Two (2) of these days, or sixteen (16) hours, may be scheduled and assigned by the College. The Association is exclusively responsible for planning one and one-half (1 & ½) of the eight (8) five (5) in-service days for Association activities (e.g. union meetings, faculty professional development, sabbatical reports). No other faculty events may be scheduled during the Association’s one-half day fall in-service all-faculty Association meeting. The eight (8) five (5) required non-instructional days shall start on Wednesday Monday of the second week immediately before fall term. At least two days of fall in-service shall be devoted to class preparation for contracted teaching faculty; no required activities may be scheduled for faculty members on these days. One (1) non-instructional day shall be scheduled jointly for interdisciplinary work (e.g. cooperative education, learning communities). All other Association and College non-instructional days shall be scheduled collaboratively, consistent with the overall instructional in-service schedule. The schedule shall include adequate time for Human Resources to meet with and provide and collect information related to salary and benefit administration for all new faculty members.
B. This Memorandum shall become effective upon execution by the parties.
For the College Date
For the Association Date