Community College of Allegheny County (CCAC)

Community College of Allegheny County

AFT - Article XXVI: Compensation and Fringe Benefits

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A.  ANNUAL BASE SALARY

1.  Employees shall receive increases as set forth in Appendix A.

2. The twelve (12)-month hiring and promotion salary schedule and a twelve (12)-month salary is based on a differential of twenty-five (25%) percent over the ten (10)-month hiring and promotion salary schedule and ten (10)-month salary.

a) Employees hired during the term of this Agreement shall have their credentials evaluated in accordance with the provisions of College Policy XII and shall be assigned a salary and rank  in accordance therewith.

B.  FRINGE BENEFITS

1.   HEALTH, DENTAL AND VISION INSURANCE

Effective January 1, 2007, the College shall become a member of the Allegheny County Schools Health Insurance Consortium (the Consortium) and the healthcare benefits provided to Employees from and after the aforementioned date shall be those provided by the Consortium (ACSHIC) under the same terms and conditions as are applicable to all members of the Consortium.  The College will continue its present participation in the hospitalization insurance plans at a rate of ninety (90%) percent of the cost for each participating Employee.  An Employees who elects to participate in one of the plans shall contribute ten (10%) percent of the current cost of the health insurance option selected.

2.     TAX SHELTER OPTIONS

a)       Tax Sheltered Insurance Premiums
Effective January 1, 1990, the College shall provide tax sheltered deductions for Employee contributions of premiums paid for hospital plans, health maintenance organizations, and dental and vision insurance.

b)       Flexible Spending Account
Effective January 1, 1990, the College shall provide, at the Employee's option, a flexible spending account in accordance with I.R.S. Sections 125 and 129 administered through an outside agency for payment of I.R.S. allowable expenses including, but not limited to, medical, dental, vision, and child and dependent care expenses not covered by the College insurance program.  By March 31, the remaining money from the previous calendar year shall be returned to the participants in equal proportional shares.

The College may cancel the establishment or continuance of the flexible spending account at each enrollment period pending sufficient Employee enrollment to cover administrative costs.

3.    HEALTH INSURANCE PROTECTION FOR DEPENDENTS OF DECEASED EMPLOYEES

The College shall continue to provide and wholly contribute to a ninety (90) day extension of an Employee's medical programs for dependents of a deceased Employee who has participated in such programs.

 

4.       SALARY PROTECTION DUE TO SICKNESS AND ACCIDENT (SHORT-TERM DISABILITY)

a)       Employees who are absent due to non-occupational sickness or accident shall be entitled to short-term disability coverage paid by the College for a maximum of ninety (90) calendar days counted during their regular work schedule from the initial date of illness.  Employees shall receive full base pay for the first eight (8) calendar days of absence (during collegial cooperation); two-thirds (2/3) of base pay from the ninth (9th) through the thirty-first (31st) calendar day of absence; and full base pay for the second and third months of absence.  (For ten-(10) month teaching Employees, ninety (90) calendar days shall not include semester breaks.)

b)       Short-term disability payments shall be calculated upon base salary on an annualized twelve (12) month basis:  current annual salary ÷ three hundred sixty (360) days = full daily rate of pay; and two-thirds (2/3) x full daily rate for the ninth (9th) through the thirty-first (31st) calendar days.

c)       Employees absent for more than eight (8) calendar days shall provide a certified physician's or other health practitioner's statement of disability and anticipated length of absence.  This certification shall be provided to the appropriate administrator or immediate supervisor, who will forward it to the Business Office for payroll purposes.

d)       At such time when short-term disability coverage ceases or no sooner than the ninety-first (91st) day of disability, Employees with one (1) or more years of service are eligible for long-term disability insurance coverage provided by the College as described in Paragraph 8 below.  At no time shall short-term and long-term disability payments overlap.  Employees who anticipate that disability will extend to long-term status should contact the Benefits Department, College Office, to obtain the necessary insurance application form.

When an Employee qualifies for long-term disability insurance, the College will reimburse the Employee for the one-third (1/3) deduction applied for the ninth (9th) through the thirty-first (31st) calendar day of disability.

5.       DISABILITY INSURANCE

a)       The College shall continue to provide and wholly contribute to the long-term disability insurance plan in effect prior to the signing of this agreement.  The maximum monthly payment shall continue to be sixty (60%) percent of monthly base salary.

b)       The College will provide and wholly contribute to the Medical Insurance in effect for the Employee for the duration of the disability not to exceed one (1) year.

6.       GROUP LIFE INSURANCE

a)       The College shall continue to provide and wholly contribute to the life insurance program in effect immediately prior to the execution of this Agreement.  The maximum life insurance benefit shall be one hundred thousand ($100,000) dollars.

b)       The College shall continue to provide and wholly contribute to the double indemnity accidental death and dismemberment provision attached to this life insurance program.

c)       Effective with this Agreement, the College shall provide and wholly contribute to life insurance for spouse at five thousand ($5,000) dollars and each dependent child at one thousand ($1,000) dollars.

7.       RETIREMENT

The College shall continue to participate in the authorized pension programs in effect immediately prior to the execution of this Agreement.  There shall be no forced retirement age.  All benefits guaranteed by this Agreement shall continue regardless of age, so long as the Employee continues to work, but shall be reduced or discontinued where required because of statutory law or contractual restrictions imposed upon the College by an outside party.

8.       TRAVEL INSURANCE

Accidental death and dismemberment insurance in the amount of one hundred thousand ($100,000) dollars is provided for all active full-time employees traveling on authorized College business.  Certain policy limits and exclusions apply.  Normally, the form set forth in Appendix D shall be utilized.

9.       TUITION REIMBURSEMENT

The College shall continue to provide tuition reimbursement benefits as set forth in Article XXIV.


10.       DUES REIMBURSEMENT

The Employee shall pay a ten ($10) dollar deductible amount for reimbursement of professional dues and memberships.  The College shall provide fifty ($50) dollars for professional dues reimbursement provided the organization(s)' purposes and objectives directly relate to the Employee's area(s) of competence.  For reimbursement of dues in excess of sixty ($60) dollars, the Employee may apply for carry-over money from the common fund for dues reimbursement and travel allowance up to a maximum total from the College of two hundred ($200) dollars.

a)       Nursing and Allied Health faculty shall receive up to one hundred and fifty ($150) dollars per year in reimbursement payments for properly authenticated licensing requirement fees, or other fees for professional organizations, so long as no such payment is made to or for that organization's representation of employees.

11.    DEPARTMENTAL TRAVEL BUDGETS

a)       The College shall provide three hundred ($300) dollars per Employee per annum for travel and professional development, including but not limited to meetings, conferences, and workshops.  Such sums shall be allocated to individual departments on the basis of the number of department Employees.

b)       The College shall continue its practices regarding application and approval procedures for such professional activities.

c)       After each March 1, the Department Heads of each division shall, in cooperation with the appropriate administrator, determine the most appropriate use of any sum remaining.

d)       Reimbursement for expenses incurred in such professional activities shall be in accordance with established College Policy pertaining thereto.  Mileage reimbursement shall not be less than the current Internal Revenue Service standard.  Should the mileage reimbursement be increased for any College employee, then this rate shall correspondingly be increased for the purposes of this Agreement.

12.    CONSOLIDATION

a)       The monies provided for dues reimbursement and travel allowance shall be considered a common fund and shall be interchangeable provided individual entitlements have been observed.

b)       Unused portions of this common fund in any one (1) year shall be carried over and added to the fund in the next year.

c)       Each year, by September 30, the College shall provide the Federation with an itemized accounting of this fund, including any money being carried over and added to the fund in the next year.

C.       ADDITIONAL COMPENSATION

Employees who, in addition to normal full-time workloads, accept further College-authorized responsibilities and/or work shall receive additional compensation as follows:

1.       TEACHING OVERAGES

a)       All semester and summer session teaching overages will be recommended by the Department Head in consultation with the Department and/or Faculty, while maintaining the following process:

(1)  The qualifications are met by the individual.

(2)  That the overages are granted to all members of the department/discipline on a rotating seniority basis, whereas no one individual will receive an additional overage before every individual qualified in the department/discipline has been afforded the opportunity of receiving an overage.

(3)   Only when these criteria are strictly adhered to will an additional overage be granted to an    individual.

b)       Employees scheduled to teach in the summer session(s) shall be offered courses, as available on a rotating basis, and may teach as many as sixteen (16) credits provided this does not deprive any other Employee of an overage.  Where four (4)-week summer sessions are scheduled, Employees shall teach no more than four (4) credits per four (4)-week summer session.

c)       Employees shall teach no more than nine (9) credits on an overage basis per semester in the academic year; to start Spring Term 2003.

d)       The Department Head, in cooperation with the department, shall review and recommend overage assignments in the following sequence:

(1)     Qualified Employees within the department.

(2)     Qualified Employees from other departments.

(3)     Qualified College employees approved by the department.

(4)     Part-time employees approved by the department.

e)       Descriptions of all non-teaching overages shall be made available to each department head and to the AFT Vice Presidents.  Descriptions of ongoing non-teaching overages will be provided to department members on a timely basis to permit them to consider these additional assignments as they build their schedules for the next semester.  All ongoing and other non-teaching overages, including the nature and scope of the responsibilities and the amount of compensation, will be posted in accordance with Article XVII, Section B unless only one Employee is qualified for the non-teaching overage.  A listing of these non-teaching overages along with the Employees receiving them will be made available to the AFT Campus Vice Presidents and AFT office no later than the second week of every semester and term.  All Employees may request consideration for non-teaching overages for which they are qualified.

          NON-TEACHING OVERAGES

a)       Employees who accept additional responsibilities in such areas as program development and coordination, course and curriculum development, coordination and/or direction of fine arts activities falling within Student Activities funding guidelines, or who accept responsibilities in any non-teaching activity authorized and approved by the College, shall earn additional compensation at the prevailing per credit hour compensation rate if such rate is applicable.

b)       Compensation in the form of stipends, per diems, or other remunerative forms, including but not limited to released time, will be applied to responsibilities or work not reducible to the per credit hour rate of overage compensation.

c)       The Employee and the Campus’s chief executive officeror her/his designee shall mutually agree on the total amount of overage compensation.

d)       All non-teaching overage assignments between Employees and the College shall be stipulated in writing on the form specified in Appendix F.  A copy of this completed form shall immediately be sent to the Federation.

e)       Descriptions of all non-teaching overages shall be made available to each department head and to the AFT Vice Presidents.  Descriptions of ongoing non-teaching overages will be provided to department members on a timely basis to permit them to consider these additional assignments as they build their schedules for the next semester.  All ongoing and other non-teaching overages, including the nature and scope of the responsibilities and the amount of compensation, will be posted in accordance with Article XVII, Section B.  Employees may request consideration for non-teaching overages for which they are qualified.

f)        Overage assignments, including teaching assignments, shall not exceed fourteen (14) credits per semester; to start Spring Term 2003.

2.       OVERAGE COMPENSATION RATE

Effective the Fall Semester 2008, " the per credit hour for teaching and non-teaching overages shall be increased to ($835) Eight Hundred Thirty Five Dollars in Fall 2008 and then ($850) Eight  Hundred Fifty in Fall 2009,  and ($870)  Eight  Hundred Seventy in Fall 2010.

3.       PER DIEM COMPENSATION RATE

The per diem rate shall be two hundred five ($205) starting Fall 2008 and then ($215) two hundred fifteen in Fall 2009,  and ($225 ) two hundred twenty-five in Fall 2010.
Faculty teaching a Co-operative education course (Co-op) will be compensated on a per diem rate when student enrollment in the Co-op program is one (1) to nine (9) student(s) and on a course overage basis when the Co op program enrollment is ten (10) or more students.
Only Advising during holiday periods as defined in Article XXIII, A & B, will be paid at one and one-half the prevailing per diem rate.

D.      PAY PERIODS

1.    Employees, other than Educational Technicians, shall be paid monthly over a twelve (12)-month period. "

Educational Technicians shall be paid semi-monthly over a twelve (12)-month period.

2.    An Employee whose additional duties during the semester qualify him/her for a stipend or overage compensation shall have such stipend or overage compensation paid in four (4) equal installments commencing in September and February.  Annual stipends shall be paid in the same manner with one-half (1/2) the annual stipend accruing each semester.

3.    Present practices as to payment of earnings for summer school work shall continue; however, the College shall provide the Employee with the option to have taxes withheld in accordance with the form provided in Appendix F.

4.    Per diem stipends shall be paid in the month following that in which the additional duties were performed.

5.    Within thirty (30) days of the effective date of this Agreement, the College will consult with the Federation concerning a letter explaining the accrual policy for salaries.  Within sixty (60) days from the effective date of this Agreement, the College shall send a copy of such letter to all Employees.