Summer Programs. 1. The Human Resources Department shall publish a list of known available summer school teaching positions. Summer Programs applications shall be made available to all teachers so that teachers may indicate their area(s) of certification/licensure and request consideration of summer school assignment. Applications must be sent to the Human Resources Department.
2. Assignments shall be made as early as possible but shall be based upon enrollment and need.
3. Summer program salaries shall be established at the hourly rates as set forth in Paragraph N. “Rates of Pay,” above.
4. Summer program assignments shall be for a period of not more than six weeks/thirty days including July 4 (Independence Day), which shall be a paid holiday if it falls during the summer programs assignment. Summer programs teachers shall be issued payment at the rates established Paragraph N., “Rates of Pay” above. In addition, if there is a summer programs staff meeting prior to the opening of the summer program, all teachers are required to attend and will be paid at the hourly summer program rate in Paragraph N, “Rates of Pay,” above. Salary payments shall be issued on the Board’s regular bi-weekly schedule with a two- week lag in pay, so the first pay will be either three or four weeks after the start of the program.
5. In the event of an absence, the teacher shall report by telephone to the summer school office or other designated number. No teacher shall receive payment for days absent incurred subject to this section. The summer school office shall arrange substitute(s) in the event of teacher absences.
6. The provisions of Compulsory Leave, of the negotiated agreement between the board and the union, shall be in force and apply to all summer program teachers. Absences due to Compulsory Leave shall not cause a reduction in pay for summer program assignments. Time served for compulsory leave, shall not be charged to the teacher’s regular accumulation of sick leave or personal leave.
7. The provisions of Assault Leave, of the negotiated agreement between the board and the union, shall be in force and apply to all summer programs teachers who are absent due to incidents of assaults during the summer programs. Absences due to Assault Leave shall not cause a reduction in pay for summer programs assignment as per Article 9 Paragraph L – Assault Leave. Days absent due to assault leave shall not be charged to the teacher’s regular accumulation of sick leave or personal leave.
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Summer Programs. Summer courses occur outside of a faculty member’s normal workload. It is assumed that summer teaching is voluntary and not mandatory. The purpose of summer session is to offer students the following:
1. The same quality of instruction as is provided during the academic year,
2. A variety of courses covering a diverse group of subjects,
3. An opportunity for students to remove deficiencies or get ahead in progress towards a degree, and
4. Completion of the academic program within the scheduled timeframe. Summer session pay for faculty covered by this contract will be determined in the following manner:
1. Faculty teaching full-time will be compensated at 2/9th of the state funded academic year base salary for a full-time summer teaching load.
2. A full-time summer teaching load will be defined as eight (8) or more credits of fully- subscribed classes.
a. A fully-subscribed class is defined at the campus level by May 1. The students in all classes in a faculty member’s teaching load may be combined and averaged to meet this requirement.
b. If the faculty member’s average class size is less than fully subscribed on the first day the class meets, the 2/9th compensation will be prorated.
c. A faculty member may teach more than eight (8) fully subscribed credits, but will receive no compensation for the additional credits.
3. The salary of a faculty member teaching less than eight (8) credits will be prorated to reflect the less than full-time teaching load.
4. The salary of a faculty member teaching more than eight (8) credits which are not fully subscribed will be proportionately increased up to a maximum of 2/9th of the state funded academic year base salary.
5. A class may be cancelled if the enrollment is deemed inadequate or a determination is made that the class should not be offered.
6. Campuses offering courses not easily tied to credit hours will continue to determine the formula used to calculate the hour to credit conversion rate.
7. Faculty compensated for summer work are expected to hold the same professional responsibilities as outlined in the Agreement in proportion to the summer workload. Assignment of summer session teaching will be at the discretion of the College.
Summer Programs. Faculty members teaching summer assignment shall be compensated at the rate of $800 per credit for full time faculty teaching summer classes. This provision shall not be used to determine compensation for continuing education courses.
Summer Programs. Faculty members teaching summer assignment shall be compensated at the Adjunct rate plus an additional $50 based on each Carnegie course credit. This provision shall not be used to determine compensation for continuing education courses.
Summer Programs. Employees shall lose their seniority as a result of the following:
Summer Programs. Employees working in summer program positions shall be placed on the wage schedule as follows:
a. For employees working in the same job classification or classification series during the summer as during the regular school year, placement will be at the same step as their regular school year position.
b. For employees working in a different job classification or classification series during the summer as during the regular school year, placement will begin at Step 1 on the wage schedule, with experience in that job classification or classification series accumulating from summer to summer.
Summer Programs. 1. When an employee places a bid on a summer route, he/she must accept the entire package as a whole. Rejection or refusal of any portion of a package or route will constitute rejection or refusal of the package in its entirety. Partial packages will not be accepted and drivers will not be allowed to turn back in any part or portion of a route or package.
Summer Programs. 1. Summer employees will be paid at their hourly rate computed from their annual salary. In addition, 5% will be added to their hourly rate in lieu of sick leave earned.
2. Summer pay will be based on the salary schedule adopted for the days employed.
3. No sick leave will be accrued during summer employment outside of the regular contract year. Any personal or sick leave taken during summer employment will be unpaid.
4. Positions for summer employment will first be offered to current employees. Bargaining unit employees will have first choice for positions within their regular job description classification. If there is not an employee in that job classification who desires summer employment, the job will then be given on the basis of evaluation, qualification and seniority. Summer employees taking jobs outside of their regular job description classification will be paid the current rate for the position they are filling.
Summer Programs. Summer Program refers to programs that are consistent with the current Summer Programs being offered by the District. These programs include, and are not limited to Extended School Year, Summer Intersession and Summer Meals (excluding registration or enrollment). Summer Programs serve at-risk students for a predetermined amount of time, while offering support and methods to improve academic and personal well-being in unique ways. Temporary Employee: Same as Short-Term/Limited-Term employee. Transfer: A change of location or position within the same classification and salary range.
Summer Programs. 1. A. Summer Programs shall mean a program separate from the regular school year which is funded by state or federal funds. This article shall not apply to Paraprofessional(s) working an extended school year.
