Instructors 7.1 All instructors teaching COLLEGE courses offered as part of this CCAP Agreement must meet the minimum qualifications for instruction in a California community college as set forth in sections 53410 and 58060 of Title V of the California Code of Regulations, as required or hired as part of an Instructional Service Agreement. Instructor qualifications are consistent with requirements courses given by the WVMCCD. Cal. Code Regs., Title 5, § 53410.
7.2 Consistent with the terms negotiated between WVMCCD and the faculty union, WVMFT instructors for courses offered as part of this CCAP Agreement shall be assigned as follows: • Courses will first be offered to regular faculty of COLLEGE that meet the above- stated minimum qualifications and have participated. • If courses are not filled by regular faculty, they will be offered to COLLEGE adjunct faculty who possess contractual rehire preference rights, and who meet the above-stated minimum qualifications. • If courses are still not filled, they may be offered to junior adjunct faculty and employees of CUHSD who meet the above-stated minimum qualifications.
7.3 WVMCCD shall be solely responsible for all salaries, wages, and benefits due to dual enrollment faculty who are WVMCCD employees. The CUHSD shall be solely responsible for the salaries, wages, and benefits due to the dual enrollment faculty who are CUHSD employees, unless otherwise agreed by CUHSD and WVMCCD.
7.4 The CCAP Agreement Appendix A shall specify which participating institution, either CUHSD or WVMCCD, will be the employer of record for purposes of assignment monitoring and reporting to the county office of education. (Ed. Code § 76004 (m)(1).)
7.5 CUHSD will assume reporting responsibilities pursuant to applicable federal teacher quality mandates. (Ed. Code § 76004 (m)(2).)
7.6 Instructors who teach courses offered as part of this CCAP Agreement must provide the supervision and control reasonably necessary for the protection of the health and safety of students and may not have any other assigned duty during the instructional activity. In the event of an emergency during the teaching of a course, instructors will act in accordance with WVMCCD policies, procedures and code of conduct and inform CUHSD as soon as reasonably possible. If the course is held on CUHSD property, instructors shall follow the direction of the Principal or his/her designee to coordinate the safety of the students in attendance during the emergency.
7.7 Instructors who teach courses under this CCAP Agreement shall comply with the fingerprinting requirements set forth in Ed Code section 45125 or as amended; the tuberculosis testing and risk assessment requirements of California Health and Safety Code section121525 or as amended; completion of training on mandated reporting as set forth in Education Code section 44691or as amended; and submission of a New Employee Data Input Form (i.e., Emergency Contact Information). In addition to any other prohibition or provision, no person who has been convicted of a violent or serious felony, as defined by Education Code section 44332.6 (c) shall be eligible to teach any courses offered as part of this CCAP Agreement or otherwise provide services on a CUHSD site. The CCAP Agreement Appendix shall specify additional procedures for faculty under this agreement.
7.8 Prior to teaching, faculty provided by the CUHSD shall receive discipline-specific training and an orientation from WVMCCD at COLLEGE regarding, but not limited to, course curriculum, assessment criteria, pedagogy, course philosophy, testing and grading procedures record keeping, and other instructional responsibilities. Said training shall be approved by WVMCCD. In the event WVMCCD and CUHSD disagree regarding faculty training guidelines, the parties agree to meet and confer in good faith. If the parties cannot reach agreement within a reasonable time, WVMCCD shall make the final decision regarding the appropriate training and orientation for CUHSD faculty.
7.9 Faculty provided by the CUHSD may participate in professional development activities sponsored by the WVMCCD and shall be encouraged to participate in ongoing collegial activities address items such as address course content, course delivery, assessment, evaluation, and/or research and development in the field.
7.10 Faculty performance of all instructors, regardless of whether they are WVMCCD or CUHSD employees shall be evaluated by WVMCCD using the adopted evaluation process and standards for faculty of the WVMCCD. In conducting the evaluation, WVMCCD will provide CUHSD the opportunity to provide input. Such input will be given reasonable consideration.
7.11 WVMCCD shall determine the number of instructors, the ratio of instructors to students, and the subject areas of instruction, subject to approval by CUHSD. In the event of any disagreement, the parties agree to meet and confer in good faith. If the parties do not reach agreement, WVMCCD shall make the final determination.
Instructor Associated with the position of Instructor is a nominal workload of 195 hours per half-credit course. This nominal workload is normally made up of scheduled contact time with students and non-classroom time. The non-classroom time is made up of preparation of lectures, student consultation, marking or grading and course administration, including grade appeals and cases of academic dishonesty. In the case of a two-hour lecture per week, or the equivalent of a two-hour lecture per week, the incumbent shall also be responsible for the first hour of seminar in each course. Upon request by an Instructor, the Employer and the Instructor will review the workload for the course to ensure that assigned duties can be completed within the assigned workload of 195 nominal hours per half credit course (see Article
22.01 (a)). If it is determined that the work cannot be completed within the assigned time, the Employer may either 1) amend the contract to provide enough nominal hours to complete assigned duties; 2) provide additional resources (e.g. TAs, Course Coordinators, Marker-Graders, etc) to assist the member in completing the work within the assigned time; or 3) confirm the original workload assignment. In the case that the employer confirms the original workload assignment, the employee may request written instruction on how to complete the duties in the assigned time. If requested by the employee, the employer shall provide such written instruction.
Technical Training The CAISO and the Participating TOs shall respond to reasonable requests for support and provide relevant technical training to each other’s employees to support the safe, reliable, and efficient operation of the CAISO Controlled Grid and to comply with any NERC or WECC operator certification or training requirements. Examples of such technical training include, but are not limited to: (1) the theory or operation of new or modified equipment (e.g., control systems, Remedial Action Schemes, protective relays); (2) computer and applicator programs; and (3) CAISO (or Participating TO) requirements. The Parties shall enter into agreements regarding the timing, term, locations, and cost allocation for the training.
Scheduling i) The designated employer will provide the employee with their schedule of shifts in accordance with the collective agreement for both homes. [Insert the split/sharing of shift numbers here] Similarly, the employee will submit all requests for time off including vacation to the designated employer in accordance with the collective agreement.
ii) Posted schedules will include home identification. An employee will only be scheduled in one home per shift.
iii) Overtime payment and other premiums will be in accordance with the collective agreement of the designated employer.
iv) Weekends off, consecutive work days and all other scheduling provisions will be in accordance with the collective agreement at the designated employer.
First Aid Training In the interests of the occupational safety and health of employees, the Employer will undertake an in-service program of first aid training aimed at providing a first aid officer for each department.
Work Scheduling Except at the request of an affected employee, no employee shall have the number of hours they are normally scheduled to work reduced as the result of the use of non-permanent employees such as, but not limited to: seasonal, intermittent, student interns, interns, interim, established term, or temporary employees, due to the performance of such employee’s duties by the nonpermanent employee.
Customer Support and Training System Agency will provide support for the CMBHS, including problem tracking and problem resolution. System Agency will provide telephone numbers for Grantees to obtain access to expert assistance for CMBHS-related problem resolution. System Agency will provide initial CMBHS training. Grantee shall provide subsequent ongoing end-user training.
Innovative Scheduling Schedules which are inconsistent with the Collective Agreement provisions may be developed in order to improve quality of working life, support continuity of resident care, ensure adequate staffing resources, and support cost-efficiency. The parties agree that such innovative schedules may be determined locally by the Home and the Union subject to the following principles:
(a) Such schedules shall be established by mutual agreement of the Home and the Union;
(b) These schedules may pertain to full-time and/or part-time employees;
(c) The introduction of such schedules and trial periods, if any, shall be determined by the local parties. Such schedules may be discontinued by either party with notice as determined through local negotiations;
(d) Upon written agreement of the Home and the Union, the parties may agree to amend collective agreement provisions to accommodate any innovative unit schedules;
(e) It is understood and agreed that these arrangements are based on individual circumstances and each agreement is made on a without prejudice or precedent basis.
(f) It is understood and agreed that these arrangements can be utilized for temporary job postings for seasonal coverage (e.g. weekend workers, etc.).
Self Scheduling The Home and the Union may agree to implement a self-scheduling process. Self-scheduling is the mechanism by which employees in a Home create their own work schedules. The purpose of self scheduling is to improve job satisfaction and quality of work life for the participating employees. Self scheduling requires a collaboration of employees and management to ensure proper coverage of the Home and to meet the provisions of the Collective Agreement. It is agreed that self scheduling will be negotiated locally by the Home and the Union and will include a trial period. Each Home must have the majority agreement of the full-time and part-time employees who vote on the issue to agree on a trial period of up to six months. Once the trial period is complete, each Home must have a minimum of 66⅔% agreement of the full-time and part-time employees who vote on the issue to continue with the new schedule on a permanent basis.
Overtime Scheduling 1. Each employee interested in working overtime may volunteer by requesting, in writing, to be added to the voluntary overtime list within his/her building and/or the district-wide voluntary overtime list. They will also indicate whether they wish to work during their vacation period. Such written request to be added to or deleted from the overtime lists may be made at any time; however, if the employee is requesting to be deleted from the list(s), he/she shall not be allowed to rejoin the list(s) for a ninety (90) calendar day period. Such lists shall be maintained on a yearly basis, from September 1st to August 31st of each year. The employer will serve notice to the employees, by a memo into each work area, that overtime lists are being formulated, by August 15th of each year.
2. The list will be compiled for September with the volunteers listed in seniority order. Overtime shall be rotated among volunteers. The rotation shall be continuous through the year until a new list is compiled the following September. If an employee volunteers who was not on the list he/she shall be placed on the list according to his/her seniority and he/she shall be eligible to work overtime in accordance with the normal rotation.
3. To the extent possible, employees will be notified at least four (4) hours prior to the end of the shift of any overtime for that day and by noon on Friday for any Saturday overtime. Any employee who has volunteered to work overtime and is notified in accordance with this paragraph shall be obligated to work the overtime hours in their building unless excused by the supervisor.
4. Overtime assignments will be on a rotating schedule among the qualified employees within each classification who have expressly volunteered for such overtime work. The employer’s obligation to rotate overtime shall be satisfied by calling employees who are working at the time the overtime determination is made (i.e., not on vacation or other leave of absence) in seniority order and offering them the opportunity to work.
5. If there are insufficient volunteers available for any specific assignment, the employer may require the least senior employee in the division to perform the work.
6. Substantiated errors made in the rotation of overtime (Article XIII Section G.4) will be corrected on the basis of offering the by-passed employee an amount of overtime equal to the time lost due to the error of assignment. Depending on the number of hours involved, it is possible that this may take more than (1) one overtime offer/assignment. Acceptance of the compensatory overtime will not change the employees spot in the overtime rotation, thus the employee will remain eligible for overtime in the same rotation as before the error. The compensatory overtime will not be offered at such a time or in such a manner that would purposefully cause inconvenience or inability to the effected employee to comply. In the event the employee declines the offered overtime work, the employee shall forfeit any future claim to the overtime hours in dispute.
