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Article 33: Compensation

Collective Bargaining Agreement for Full-Time Faculty

33.1

Each regular full-time employee will receive a $1000.00 recurring increase to the employee’s base pay and an additional one percent (1%) recurring increase to the employee’s new base pay effective the first day of the first pay period after the parties reach a total final settlement. Each regular full-time employee will also receive an additional two percent (2%) recurring increase to the employee’s base pay effective with the beginning of the 2018 Fall Semester.

33.1.1

If the Governing Board does not approve an annual increase for non-represented employees in the 2020 fiscal year budget, the College shall increase faculty base pay by at least one percent (1%) effective with the beginning of the 2019 Fall Semester, in which case there will be no wage re-opener.

33.1.2

If the Governing Board does approve an annual increase for non-represented employees in the 2020 fiscal year budget, the College shall increase faculty base pay by at least one percent (1%) more than that awarded to non-represented employees, effective with the beginning of the 2019 Fall Semester; in which case there will be no wage re-opener

33.1.3

If the College does not provide the one percent (1%) increase as stated in either 33.1.1 or 33.1.2 above, the Union may reopen negotiations in the month of May 2019, on the limited issue of base pay and two other non-economic items, and the College may put forth a proposal for one non-economic item.

If the Governing Board, during Academic Year 2018-2019 or Academic Year 2019- 2020, grants an out of cycle wage increase to the total population of non-represented employees, and the parties are not already engaged in collective bargaining, the same wage increase with the same effective date will automatically be granted to full-time faculty, unless the Union or the College requests to change a term or condition of employment that must be negotiated. In the event that the Union or the College requests to change a term or condition of employment, the parties shall commence negotiations immediately following approval of the wage increase granted by the Governing Board to the total population of non-represented employees. If out of cycle negotiations are opened, they will be limited to wages and one other item. The Union and the College agree that the additional item will not include an extension of the contract end date. See the MOU’s (attached at the appendix) between CNM and CNMEU that were signed on June 30, 2014, and October 18, 2016, for additional increases to compensation.

The participation agreement extra compensation rate shall increase to $34 per hour. 

33.2 Philosophical Agreement of the Parties

33.2.1

The parties agree that by accepting this Agreement, the issue of CNM being a three term versus a two term institution is now resolved.  This language in no way prohibits the Union from advocating or proposing pay increases for employees in negotiations for successor agreements.

33.3

In order to maximize the opportunity for instructors to reduce their summer workload, the following conditions shall apply.

33.3.1

Rather than continue the current method of docking an instructors pay on a prorated amount for each course the instructor is allowed to not teach during the summer term, the instructors rate of pay will be reduced by a fixed replacement cost amount for each hour reduced that is part of a full course. Workloads can only be reduced by a full course under this provision except hourly reduction is available in Health Occupations. The total amount of course reduction using this method cannot exceed the complete full-time summer term workload.

33.3.2

The replacement cost per contact hour is based on the attached summer term replacement cost schedule.

33.3.3

For an instructor to be eligible for a full reduction for the summer term the instructor must make a request in writing to their dean by August 1st in a given year of the year preceding the summer in which they wish to reduce their workload. Reduction of less than a full summer term should be requested as soon as known to the instructor and may be approved at the discretion of the dean. For an instructor to be eligible for the summer reduction rate he/she must carry a full workload in accordance with the workload appendix for the fall and spring terms immediately preceding the summer of the requested reduction.

33.3.4

The dean shall make reasonable efforts to accommodate the request of the instructor for a reduced summer workload received by August 1st, in a given year and shall not deny such request without a verifiable operational reason for doing so, such as, but not limited to, no suitable part-time replacement instructor. Once an individual has committed to a summer workload reduction in a given academic year, subsequent requests during that academic year for additional summer course(s) will be granted at the discretion of the dean.

33.3.5

When courses cannot be filled with suitable part-time instructors to the satisfaction of the dean, such courses shall be offered to suitable full-time instructors on a voluntary basis. The dean shall assign courses from the available volunteers. When there is an insufficient number of full-time volunteers, or the dean determines that the volunteers are not suitable to teach the course. The deans judgment on suitability is final and not subject to challenge except in the case of a verifiable operational reason when the employee has submitted a request for summer course reduction by the deadline in # 33.4.3 above.

33.3.6

Sick and personal leave accruals shall be reduced on a prorated basis according to time worked when an instructor reduces his/her workload. No leave is earned for working an overload but earned leave can be used while working overloads.

33.3.7

When an instructor does not work some or all of the summer term, CNM will continue to pay the employers portion of the insurance premium.

33.3.8

With dean approval an employee who receives a grant may choose to be compensated for the grant by course release or overload pay at the current extra compensation participation agreement rate.

33.4

There shall be no other pay increases during the term of this Agreement other than those contained herein.  In the event of shared course work, team teaching arrangements and other non-traditional assignments, pay rates are subject to the approval of the Vice President of Academic Affairs and the Human Resources Executive Director.  

33.5 Two Term Faculty

A

Full-time three term faculty may apply to permanently change their status to that of a two term faculty member.  The College and the departments will make reasonable attempts to comply with such requests.  In the event a faculty member applies and is selected into a two term position, the following conditions shall apply.

  1. The faculty member’s two term rate of pay will be calculated as a three term employee who is taking the summer reduction option offered in accordance with the provisions of  33.3 and this amount will become his/her new base rate of pay.

  2. The faculty members leave accrual will be prorated on a two term basis. No leave is earned for working an overload.

  3. The faculty member shall be eligible to work in the summer term and, if selected to do so, will be paid the overload rate.

B

When full-time faculty vacancies are advertised and filled, the College shall make a determination as to whether the needs of the College are best filled by a two or three term faculty and will fill the position accordingly.