Common use of Letter of Understanding Re Clause in Contracts

Letter of Understanding Re. Flexible Configurations of Work 1. recognize that faculty members may participate as Contract Instructors in work of the College which is outside of the Bargaining Unit 2. allow faculty members to receive appropriate compensation for such work, either in the form of future release time or other direct compensation 3. recognize that faculty members may, from to time, work in an overload situation and to establish a mechanism to track such work overloads 4. allow for workload averaging beyond one academic year The principles surrounding this Letter of Understanding are: • Except for PLA, which is work that the College may assign to a faculty member, a faculty member’s participation in work that is described by this letter will be voluntary. (CORFA will be provided with a copy of any individual agreements developed pursuant to this letter.) • All aspects of this letter apply to Regular faculty and to Term faculty subject to item (5) below. Aspects of this letter that deal with work which is outside of the bargaining unit, CTM work, and PLA work, will also apply to Auxiliary faculty. • For the purpose of workload averaging of bargaining unit work over two years or more, this Letter of Understanding includes only work that is contact hour driven, or CTM or PLA work. • The Human Resources Department will be responsible for establishing and maintaining a system for tracking work accrued for future release time. • The right of first refusal will not apply to work outside the bargaining unit. It will only apply to work made available when a faculty member is replaced due to release time granted per the provisions of this letter. Specifically, this Letter of Understanding commits CORFA and the College to the following:

Letter of Understanding Re. Flexible Configurations of WorkWork‌ 1. recognize that faculty members may participate as Contract Instructors in work of the College which is outside of the Bargaining Unit 2. allow faculty members to receive appropriate compensation for such work, either in the form of future release time or other direct compensation 3. recognize that faculty members may, from to time, work in an overload situation and to establish a mechanism to track such work overloads 4. allow for workload averaging beyond one academic year The principles surrounding this Letter of Understanding are: • Except for PLA, which is work that the College may assign to a faculty member, a faculty member’s participation in work that is described by this letter will be voluntary. (CORFA will be provided with a copy of any individual agreements developed pursuant to this letter.) • All aspects of this letter apply to Regular faculty and to Term faculty subject to item (5) below. Aspects of this letter that deal with work which is outside of the bargaining unit, CTM work, and PLA work, will also apply to Auxiliary faculty. • For the purpose of workload averaging of bargaining unit work over two years or more, this Letter of Understanding includes only work that is contact hour driven, or CTM or PLA work. • The Human Resources Department will be responsible for establishing and maintaining a system for tracking work accrued for future release time. • The right of first refusal will not apply to work outside the bargaining unit. It will only apply to work made available when a faculty member is replaced due to release time granted per the provisions of this letter. Specifically, this Letter of Understanding commits CORFA and the College to the following:

Letter of Understanding Re. Flexible Configurations of Work 1. recognize that faculty members may participate as Contract Instructors in work of the College which is outside of the Bargaining Unit 2. allow faculty members to receive appropriate compensation for such work, either in the form of future release time or other direct compensation 3. recognize that faculty members may, from to time, work in an overload situation and to establish a mechanism to track such work overloads 4. allow for workload averaging beyond one academic year The principles surrounding this Letter of Understanding are: • Except for PLA, which is work that the College may assign to a faculty member, a faculty member’s participation in work that is described by this letter will be voluntary. (CORFA will be provided with a copy of any individual agreements developed pursuant to this letter.) • All aspects of this letter apply to Regular faculty and to Term faculty subject to item (5) below. Aspects of this letter that deal with work which is outside of the bargaining unit, CTM work, and PLA work, will also apply to Auxiliary faculty. • For the purpose of workload averaging of bargaining unit work over two years or more, this Letter of Understanding includes only work that is contact hour driven, or CTM or PLA work. • The Human Resources Department will be responsible for establishing and maintaining a system for tracking work accrued for future release time. • The right of first refusal will not apply to work outside the bargaining unit. It will only apply to work made available when a faculty member is replaced due to release time granted per the provisions of this letter. Specifically, this Letter of Understanding commits CORFA and the College to the following: 1. Faculty may participate in work outside of the Bargaining Unit as per 5. 2. For time worked outside the bargaining unit, the faculty member and the College will, by mutual agreement, determine whether the faculty member will receive direct compensation or release time. Such release time may be scheduled immediately or banked as per section 5 below. 3. The faculty member and the College will negotiate, in advance of each case, the direct compensation or equivalent amount of release time to be made available to the faculty member for participating in work outside the bargaining unit. The amount of cash payment or release time will normally be equal to or greater than what the faculty member would be entitled to if the work had been in the bargaining unit. 4. However, where the market dictates lower rates and the faculty member and the College mutually agree, the faculty member may be paid less. In such circumstances, the College will encourage the faculty member to discuss those rates with CORFA prior to entering into such an agreement. 5. A Regular faculty member may, with their supervisor’s agreement, perform bargaining unit work that is beyond an annual workload in any one year and bank that work toward future release time. 6. Where there is no Auxiliary faculty member with a right of first refusal to do the work, a term faculty member may, with their supervisor’s agreement, perform bargaining unit work that is beyond an annual workload in any one year and bank that work toward future release time within the Term. The College will notify the Association prior to offering the overload to the term faculty member. If the release time is not scheduled within the Term, the faculty member will receive payment for the banked time at the completion of their appointment. 7. A faculty member who banks release time can schedule that release time, by mutual agreement, with their supervisor once a discrete unit of release time is accrued. The faculty member’s schedule will be amended within the next year to average the workload. If that is not practical, the faculty member will bank the overloaded work for release time within a three-year period. The measure of a discrete unit will vary from program to program (weeks, sections, etc.) 8. If a faculty member terminates employment prior to using banked time, s/he will be paid out for that banked time. Neither a faculty member nor a supervisor should be unreasonable in agreeing to the scheduling of banked release time.

Letter of Understanding Re. Flexible Configurations of WorkWork‌ 1. recognize that faculty members may participate as Contract Instructors in work of the College which is outside of the Bargaining Unit 2. allow faculty members to receive appropriate compensation for such work, either in the form of future release time or other direct compensation 3. recognize that faculty members may, from to time, work in an overload situation and to establish a mechanism to track such work overloads 4. allow for workload averaging beyond one academic year The principles surrounding this Letter of Understanding are: • Except for PLA, which is work that the College may assign to a faculty member, a faculty member’s participation in work that is described by this letter will be voluntary. (CORFA will be provided with a copy of any individual agreements developed pursuant to this letter.) • All aspects of this letter apply to Regular faculty and to Term faculty subject to item (5) below. Aspects of this letter that deal with work which is outside of the bargaining unit, CTM work, and PLA work, will also apply to Auxiliary faculty. • For the purpose of workload averaging of bargaining unit work over two years or more, this Letter of Understanding includes only work that is contact hour driven, or CTM or PLA work. • The Human Resources Department will be responsible for establishing and maintaining a system for tracking work accrued for future release time. • The right of first refusal will not apply to work outside the bargaining unit. It will only apply to work made available when a faculty member is replaced due to release time granted per the provisions of this letter. Specifically, this Letter of Understanding commits CORFA and the College to the following: 1. Faculty may participate in work outside of the Bargaining Unit as per 5. 2. For time worked outside the bargaining unit, the faculty member and the College will, by mutual agreement, determine whether the faculty member will receive direct compensation or release time. Such release time may be scheduled immediately or banked as per section 5 below. 3. The faculty member and the College will negotiate, in advance of each case, the direct compensation or equivalent amount of release time to be made available to the faculty member for participating in work outside the bargaining unit. The amount of cash payment or release time will normally be equal to or greater than what the faculty member would be entitled to if the work had been in the bargaining unit. 4. However, where the market dictates lower rates and the faculty member and the College mutually agree, the faculty member may be paid less. In such circumstances, the College will encourage the faculty member to discuss those rates with CORFA prior to entering into such an agreement. 5. A Regular faculty member may, with their supervisor’s agreement, perform bargaining unit work that is beyond an annual workload in any one year and bank that work toward future release time. 6. Where there is no Auxiliary faculty member with a right of first refusal to do the work, a term faculty member may, with their supervisor’s agreement, perform bargaining unit work that is beyond an annual workload in any one year and bank that work toward future release time within the Term. The College will notify the Association prior to offering the overload to the term faculty member. If the release time is not scheduled within the Term, the faculty member will receive payment for the banked time at the completion of their appointment. 7. A faculty member who banks release time can schedule that release time, by mutual agreement, with their supervisor once a discrete unit of release time is accrued. The faculty member’s schedule will be amended within the next year to average the workload. If that is not practical, the faculty member will bank the overloaded work for release time within a three-year period. The measure of a discrete unit will vary from program to program (weeks, sections, etc.) 8. If a faculty member terminates employment prior to using banked time, the faculty member will be paid out for that banked time. Neither a faculty member nor a supervisor should be unreasonable in agreeing to the scheduling of banked release time.

Letter of Understanding Re. Flexible Configurations of Work 1. recognize that faculty members may participate as Contract Instructors in work of the College which is outside of the Bargaining Unit 2. allow faculty members to receive appropriate compensation for such work, either in the form of future release time or other direct compensation 3. recognize that faculty members may, from to time, work in an overload situation and to establish a mechanism to track such work overloads 4. allow for workload averaging beyond one academic year The principles surrounding this Letter of Understanding are: •  Except for PLA, which is work that the College may assign to a faculty member, a faculty member’s participation in work that is described by this letter will be voluntary. (CORFA will be provided with a copy of any individual agreements developed pursuant to this letter.) •  All aspects of this letter apply to Regular faculty and to Term faculty subject to item (5) below. Aspects of this letter that deal with work which is outside of the bargaining unit, CTM work, and PLA work, will also apply to Auxiliary faculty. •  For the purpose of workload averaging of bargaining unit work over two years or more, this Letter of Understanding includes only work that is contact hour driven, or CTM or PLA work. •  The Human Resources Department will be responsible for establishing and maintaining a system for tracking work accrued for future release time. •  The right of first refusal will not apply to work outside the bargaining unit. It will only apply to work made available when a faculty member is replaced due to release time granted per the provisions of this letter. Specifically, this Letter of Understanding commits CORFA and the College to the following: 1. Faculty may participate in work outside of the Bargaining Unit as per 5. 2. For time worked outside the bargaining unit, the faculty member and the College will, by mutual agreement, determine whether the faculty member will receive direct compensation or release time. Such release time may be scheduled immediately or banked as per section 5 below. 3. The faculty member and the College will negotiate, in advance of each case, the direct compensation or equivalent amount of release time to be made available to the faculty member for participating in work outside the bargaining unit. The amount of cash payment or release time will normally be equal to or greater than what the faculty member would be entitled to if the work had been in the bargaining unit. 4. However, where the market dictates lower rates and the faculty member and the College mutually agree, the faculty member may be paid less. In such circumstances, the College will encourage the faculty member to discuss those rates with CORFA prior to entering into such an agreement. 5. A Regular faculty member may, with their supervisor’s agreement, perform bargaining unit work that is beyond an annual workload in any one year and bank that work toward future release time. 6. Where there is no Auxiliary faculty member with a right of first refusal to do the work, a term faculty member may, with their supervisor’s agreement, perform bargaining unit work that is beyond an annual workload in any one year and bank that work toward future release time within the Term. The College will notify the Association prior to offering the overload to the term faculty member. If the release time is not scheduled within the Term, the faculty member will receive payment for the banked time at the completion of their appointment. 7. A faculty member who banks release time can schedule that release time, by mutual agreement, with their supervisor once a discrete unit of release time is accrued. The faculty member’s schedule will be amended within the next year to average the workload. If that is not practical, the faculty member will bank the overloaded work for release time within a three-year period. The measure of a discrete unit will vary from program to program (weeks, sections, etc.) 8. If a faculty member terminates employment prior to using banked time, s/he will be paid out for that banked time. Neither a faculty member nor a supervisor should be unreasonable in agreeing to the scheduling of banked release time.