Common use of Work Year Clause in Contracts

Work Year. All workers in the bargaining unit shall be employed as 12-month, 11-month, 10-month, academic-day or academic day plus summer session workers. 7.7.1 The work year for each 12-month worker shall be 12 months every fiscal year. 7.7.2 The work year for each 11-month worker shall be 11 months every fiscal year with the worker in non-paid status for four consecutive weeks or one month between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which an 11-month worker is to be in non- paid status shall be determined by mutual agreement between the worker and his/her supervising manager based on program needs or, if a mutual agreement cannot be reached, by the reasonable needs of the District determined by the President or the Chancellor for Central Services. In the event that either the District or an eleven (11) month worker wishes to have the worker’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.3 The work year for each 10-month worker shall be 10 months every fiscal year with the worker in non-paid status for eight consecutive weeks or two months between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which a 10-month worker is to be in non- paid status shall be determined by mutual agreement between the worker and his or her supervising manager based on the needs of the program or, if a mutual agreement cannot be reached, by the reasonable needs of the District as determined by the President or the Chancellor for Central Services. In the event that either the District or a ten (10) month worker wishes to have the worker’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.4 The work year for each academic-day worker shall be 176 days of the academic calendar. Each academic day worker shall be paid as a 10-month worker but only for days worked, for each of the holidays that falls between the first day of the fall academic term and the last day of the spring academic term, and for each day of earned vacation, which must be taken between the beginning of the fall academic term and the end of the spring academic term. 7.7.4.1 The work year for each academic-day plus summer session worker shall be 176 days of the academic calendar year plus the appropriate summer session. 7.7.5 Any 11-month, 10-month, or academic-day worker whose contract is extended beyond the worker's regular work year shall be paid a pro rata amount for the additional time worked and shall accrue benefits for the additional time worked at the worker's normal rate of accrual. 7.7.6 When an 11-month, 10-month, or academic-day contract has been extended for 2 consecutive years, the District and the Union shall meet and confer to determine whether the contract should be extended permanently. 7.7.7 All 11-month, 10-month, and academic-day workers including academic- day plus summer session workers shall earn pro-rated vacation leave, sick leave, and service recognition awards, and shall receive all paid benefits. To have paid benefits continue during the summer months each 11-month, 10-month, and academic day worker must file a statement with the Director of Human Resources setting forth the worker's intent to return to work and, for 10-month and 11-month workers, the weeks during which the worker will be in non-paid status. The Office of Human Resources shall send out required forms to each affected worker no later than May 15.

Work Year. All workers in the bargaining unit shall be employed as 12-month, 11-month, 10-month, academic-day or academic day plus summer session workers. 7.7.1 The work year for each 12-month worker shall be 12 months every fiscal year. 7.7.2 The work year for each 11-month worker shall be 11 months every fiscal year with the worker in non-paid status for four consecutive weeks or one month between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which an 11-month worker is to be in non- paid status shall be determined by mutual agreement between the worker and his/her their supervising manager based on program needs or, if a mutual agreement cannot be reached, by the reasonable needs of the District determined by the President or the Chancellor for Central Services. In the event that either the District or an eleven (11) month worker wishes to have the worker’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.3 The work year for each 10-month worker shall be 10 months every fiscal year with the worker in non-paid status for eight consecutive weeks or two months between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which a 10-month worker is to be in non- paid status shall be determined by mutual agreement between the worker and his or her their supervising manager based on the needs of the program or, if a mutual agreement cannot be reached, by the reasonable needs of the District as determined by the President or the Chancellor for Central Services. In the event that either the District or a ten (10) month worker wishes to have the worker’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.4 The work year for each academic-day worker shall be 176 days of the academic calendar. Each academic day worker shall be paid as a 10-month worker but only for days worked, for each of the holidays that falls between the first day of the fall academic term and the last day of the spring academic term, and for each day of earned vacation, which must be taken between the beginning of the fall academic term and the end of the spring academic term. 7.7.4.1 The work year for each academic-day plus summer session worker shall be 176 days of the academic calendar year plus the appropriate summer session. 7.7.5 Any 11-month, 10-month, or academic-day worker whose contract is extended beyond the worker's regular work year shall be paid a pro rata amount for the additional time worked and shall accrue benefits for the additional time worked at the worker's normal rate of accrual. 7.7.6 When an 11-month, 10-month, or academic-day contract has been extended for 2 consecutive years, the District and the Union shall meet and confer to determine whether the contract should be extended permanently. 7.7.7 All 11-month, 10-month, and academic-day workers including academic- day plus summer session workers shall earn pro-rated vacation leave, sick leave, and service recognition awards, and shall receive all paid benefits. To have paid benefits continue during the summer months each 11-month, 10-month, and academic day worker must file a statement with the Director of Associate Vice Chancellor, Human Resources setting forth the worker's intent to return to work and, for 10-10- month and 11-month workers, the weeks during which the worker will be in non-non- paid status. The Office of Human Resources shall send out required forms to each affected worker no later than May 15.

Work Year. All workers a. Duty days for the academic year, as defined by the Board approved Academic Year Calendar, will commence two (2) duty days (with an assessment of the transition to be provided by faculty in Spring of 2020 to determine feasibility of going to one (1) duty day) prior to the bargaining unit shall be employed as 12-month, 11-month, 10-month, academic-first (1st) day or academic day plus summer session workers. 7.7.1 of classes in each semester for purposes of student advisement and other scheduled College activities. The work year for each 12-month worker shall be 12 months every fiscal year. 7.7.2 The work year for each 11-month worker shall be 11 months every fiscal year with the worker in non-paid status for four consecutive weeks or one month between the last day of non-instructional faculty shall be three (3) days after the spring academic term and the first day latter of the fall academic term. Selection scheduled class days for Monday through Thursday classes. b. In April of the specific period during which an 11-month worker is to be in non- paid status shall be determined by mutual agreement between the worker and his/her supervising manager based every year, faculty that are on program needs or, if a mutual agreement cannot be reached, by the reasonable needs of the District determined by the President mutually agreed ten (10) or the Chancellor for Central Services. In the event that either the District or an eleven (11) month worker wishes to have the worker’s unpaid time off taken at a time other than that provided for in this sectionschedule will review, with their Xxxx, the consent of need to continue, discontinue, or revise their schedule. c. The dialogue between the DistrictXxxx and any postsecondary non-instructional faculty requesting to work a ten (10), eleven (11), or twelve (12) month work year for the worker and the Union is required following academic year shall begin as early as possible, but no later than six months prior to implementation April 1. For compensation purposes, the agreed schedule shall be finalized no later than the end of the leaveacademic year. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that departmentWritten justification must be provided to support the postsecondary non-instructional faculty request. 7.7.3 The work year d. At the Xxxx’x and Vice President for each 10-month worker shall be 10 months every fiscal year with Academic Affairs’ recommendations and approval of the worker in President, postsecondary non-paid status for eight consecutive weeks or two months between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which a 10-month worker is to instructional faculty may be in non- paid status shall be determined by mutual agreement between the worker and his or her supervising manager based placed on the needs of the program or, if a mutual agreement cannot be reached, by the reasonable needs of the District as determined by the President or the Chancellor for Central Services. In the event that either the District or a ten (10) month worker wishes to have (includes an additional twenty (20) work days beyond a nine (9) month assignment calculated at the workertrue hourly rate), eleven (11) month (includes an additional forty (40) work days beyond a nine (9) month assignment calculated at the true hourly rate), or twelve (12) month assignment. Beyond a nine (9) month assignment, but less than a twelve (12) month assignment, compensation will be calculated at an hourly rate based on the postsecondary non-instructional faculty’s unpaid time off taken at a time other than that provided academic year salary for in this section, the consent any extension of the District, normal work year. e. Each department or program is responsible for ensuring that the worker and services necessary to meet the Union is required no later than six months prior to implementation Mission of the leaveCollege are provided, with priority given to those services necessary to fulfill the educational needs of students and instructional needs of faculty. Accommodation Additionally, each department or program shall be responsible for ensuring that the College’s established hours of any such request operation are adequately covered based on assessed student needs and available resources. This shall not result be reflected in a reduction in contract for any position(seach faculty member’s Faculty Load Schedule (Non-Instructional) in that department(Appendix D). 7.7.4 The work year for each academic-day worker shall be 176 days of the academic calendar. Each academic day worker shall be paid as f. For faculty working a 10-twelve (12) month worker but only for days workedschedule, for each of the holidays that falls between the first day of the fall academic term and the last day of the spring academic term, and for each day of earned vacation, which must be taken between the beginning of the fall academic term and twelve (12) month schedule shall begin on the end of the spring academic term. 7.7.4.1 The work year day that faculty report for each academic-day plus summer session worker shall be 176 days of the academic calendar year plus as defined in the appropriate summer session. 7.7.5 Any 11-monthAcademic Calendar. The faculty working a twelve (12) month schedule shall work forty (40) hours per week, 10-month, or academic-day worker whose contract is extended beyond the worker's regular work year shall be paid a pro rata amount for the additional time worked and shall accrue benefits for the additional time worked at the worker's normal rate of accrual. 7.7.6 When an 11-month, 10-month, or academic-day contract has been extended for 2 consecutive years, the District and the Union shall meet and confer to determine whether the contract should be extended permanently. 7.7.7 All 11-month, 10-month, and academic-day workers including academic- day plus summer session workers shall earn pro-rated vacation leave, sick annual leave, and service recognition awards, and shall receive all paid benefitsobserve only Government of Guam holidays. To have paid benefits continue during the summer months each 11-month, 10-month, and academic day worker must file School holidays are not observed by faculty working a statement with the Director of Human Resources setting forth the worker's intent to return to work and, for 10-twelve (12) month and 11-month workers, the weeks during which the worker will be in non-paid status. The Office of Human Resources shall send out required forms to each affected worker no later than May 15schedule per GCC Board Policy 435.

Work Year. All workers in the bargaining unit supervisors shall be employed as 12-month, 11-month, or 10-month, academic-day or academic day plus summer session workers. 7.7.1 month employees. The work year for each 12-month worker supervisor shall be 12 months every fiscal year. 7.7.2 . The work year for each 11-month worker supervisor shall be 11 months every fiscal year with the worker supervisor in non-paid status for four consecutive weeks or one month month, normally between the last day of the spring academic term and the first day of the fall academic termterm or another time mutually agreed upon by the supervisor and administrator. Selection of the specific period during which an 11-month worker supervisor is to be in non- non-paid status shall be determined by mutual agreement between the worker supervisor and his/her supervising manager administrator based on program needs or, if a mutual agreement cannot be reached, by the reasonable needs of the District determined by the President or the Chancellor for Central Services. In the event that either the District or an eleven (11) month worker supervisor wishes to have the workersupervisor’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker supervisor and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.3 . The work year for each 10-month worker supervisor shall be 10 months every fiscal year with the worker supervisor in non-paid status for eight consecutive weeks or two months between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which a 10-month worker supervisor is to be in non- non-paid status shall be determined by mutual agreement between the worker supervisor and his or her supervising manager administrator based on the needs of the program or, if a mutual agreement cannot be reached, by the reasonable needs of the District as determined by the President or the Chancellor for Central Services. In the event that either the District or a ten (10) month worker supervisor wishes to have the workersupervisor’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker supervisor and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.4 The work year for each academic-day worker shall be 176 days of the academic calendar. Each academic day worker shall be paid as a 10-month worker but only for days worked, for each of the holidays that falls between the first day of the fall academic term and the last day of the spring academic term, and for each day of earned vacation, which must be taken between the beginning of the fall academic term and the end of the spring academic term. 7.7.4.1 The work year for each academic-day plus summer session worker shall be 176 days of the academic calendar year plus the appropriate summer session. 7.7.5 Any 11-month, 10-month, or academic-day worker supervisor whose contract is extended beyond the workersupervisor's regular work year shall be paid a pro rata amount for the additional time worked and shall accrue benefits for the additional time worked at the workersupervisor's normal rate of accrual. 7.7.6 . When an 11-month, 10-month, or academic-day contract has been extended for 2 consecutive years, the District and the Union shall meet and confer to determine whether the contract should be extended permanently. 7.7.7 . All 11-month, month or 10-month, and academic-day workers including academic- day plus summer session workers month supervisors shall earn pro-rated vacation leave, sick leave, and service recognition awards, and shall receive all paid benefits. To have paid benefits continue during the summer non-paid months each 11-month, and 10-month, and academic day worker month supervisor must file a statement with the Director of Human Resources setting forth the workersupervisor's intent to return to work and, for 10-month and 11-month workers, the weeks during which the worker supervisor will be in non-paid status. The Office of Human Resources shall send out required forms to each affected worker no supervisor not later than May 15.

Work Year. All workers in the bargaining unit shall be employed as 12-month, 11-month, 10-month, month or academic-day or academic day plus summer session workers. 7.7.1 The work year for each 12-month worker shall be 12 months every fiscal year. 7.7.2 The work year for each 11-month worker shall be 11 months every fiscal year with the worker in non-paid status for four consecutive weeks or one month between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which an 11-month worker is to be in non- non-paid status shall be determined by mutual agreement between the worker and his/her supervising manager based on program needs or, if a mutual agreement cannot be reached, by the reasonable needs of the District determined by the President or the Chancellor for Central Services. In the event that either the District or an eleven (11) month worker wishes to have the worker’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.3 The work year for each 10-month worker shall be 10 months every fiscal year with the worker in non-paid status for eight consecutive weeks or two months between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which a 10-month worker is to be in non- non-paid status shall be determined by mutual agreement between the worker and his or her supervising manager based on the needs of the program or, if a mutual agreement cannot be reached, by the reasonable needs of the District as determined by the President or the Chancellor for Central Services. In the event that either the District or a ten (10) month worker wishes to have the worker’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.4 The work year for each academic-day worker shall be 176 days of the academic calendar. Each academic day worker shall be paid as a 10-month worker but only for days worked, for each of the holidays that falls between the first day of the fall academic term and the last day of the spring academic term, and for each day of earned vacation, which must be taken between the beginning of the fall academic term and the end of the spring academic term. 7.7.4.1 The work year for each academic-day plus summer session worker shall be 176 days of the academic calendar year plus the appropriate summer session. 7.7.5 Any 11-month, 10-month, or academic-day worker whose contract is extended beyond the worker's regular work year shall be paid a pro rata amount for the additional time worked and shall accrue benefits for the additional time worked at the worker's normal rate of accrual. 7.7.6 When an 11-month, 10-month, or academic-day contract has been extended for 2 consecutive years, the District and the Union shall meet and confer to determine whether the contract should be extended permanently. 7.7.7 All 11-month, 10-month, and academic-day workers including academic- day plus summer session workers shall earn pro-rated vacation leave, sick leave, and service recognition awards, and shall receive all paid benefits. To have paid benefits continue during the summer months each 11-11- month, 10-month, and academic day worker must file a statement with the Director of Human Resources setting forth the worker's intent to return to work and, for 10-month and 11-month workers, the weeks during which the worker will be in non-paid status. The Office of Human Resources shall send out required forms to each affected worker no later than May 15.

Work Year. All workers in the bargaining unit shall be employed as 12-month, 11-month, 10-month, month or academic-day or academic day plus summer session workers. 7.7.1 The work year for each 12-month worker shall be 12 months every fiscal year. 7.7.2 The work year for each 11-month worker shall be 11 months every fiscal year with the worker in non-paid status for four consecutive weeks or one month between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which an 11-month worker is to be in non- paid status shall be determined by mutual agreement between the worker and his/his/ her supervising manager based on program needs or, if a mutual agreement cannot be reached, by the reasonable needs of the District determined by the President or the Chancellor for Central Services. In the event that either the District or an eleven (11) month worker wishes to have the worker’s unpaid time off taken at a time other than that provided for in this sectionsec- tion, the consent of the District, the worker and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request re- quest shall not result in a reduction in contract for any position(s) in that departmentdepart- ment. 7.7.3 The work year for each 10-month worker shall be 10 months every fiscal year with the worker in non-paid status for eight consecutive weeks or two months between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which a 10-month worker is to be in non- paid status shall be determined by mutual agreement between the worker and his or her supervising manager based on the needs of the program or, if a mutual agreement agree- ment cannot be reached, by the reasonable needs of the District as determined by the President or the Chancellor for Central Services. In the event that either the District or a ten (10) month worker wishes to have the worker’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.4 The work year for each academic-day worker shall be 176 days of the academic calendar. Each academic day worker shall be paid as a 10-month worker but only for days worked, for each of the holidays that falls between the first day of the fall academic term and the last day of the spring academic term, and for each day of earned vacation, which must be taken between the beginning of the fall academic term and the end of the spring academic term. 7.7.4.1 The work year for each academic-day plus summer session worker shall be 176 days of the academic calendar year plus the appropriate summer session. 7.7.5 Any 11-month, 10-month, or academic-academic day worker whose contract is extended beyond be- yond the worker's ’s regular work year shall be paid a pro rata amount for the additional addi- tional time worked and shall accrue benefits for the additional time worked at the worker's ’s normal rate of accrual. 7.7.6 When an 11-month, 10-month, or academic-day contract has been extended for 2 consecutive years, the District and the Union shall meet and confer to determine whether the contract should be extended permanently. 7.7.7 All 11-month, 10-month, and academic-academic day workers including academic- day plus summer session workers shall earn pro-rated vacation leave, sick leave, and service recognition awards, and shall receive all paid benefitsben- efits. To have paid benefits continue during the summer months each 11-month, 10-month, and academic day worker must must, file a statement with the Director of Human Hu- man Resources setting forth the worker's ’s intent to return to work and, for 10-10- month and 11-month workers, the weeks during which the worker will be in non-non- paid status. The Office of Human Resources shall send out required forms to each affected worker no not later than May 15.

Work Year. All workers in the bargaining unit supervisors shall be employed as 12-month, 11-month, or 10-month, academic-day or academic day plus summer session workers. 7.7.1 month employees. The work year for each 12-month worker supervisor shall be 12 months every fiscal year. 7.7.2 . The work year for each 11-month worker supervisor shall be 11 months every fiscal year with the worker supervisor in non-paid status for four consecutive weeks or one month month, normally between the last day of the spring academic term and the first day of the fall academic termterm or another time mutually agreed upon by the supervisor and administrator. Selection of the specific period during which an 11-month worker supervisor is to be in non- non-paid status shall be determined by mutual agreement between the worker supervisor and his/her their supervising manager administrator based on program needs or, if a mutual agreement cannot be reached, by the reasonable needs of the District determined by the President or the Chancellor for Central Services. In the event that either the District or an eleven (11) month worker supervisor wishes to have the workersupervisor’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker supervisor and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.3 . The work year for each 10-month worker supervisor shall be 10 months every fiscal year with the worker supervisor in non-paid status for eight consecutive weeks or two months between the last day of the spring academic term and the first day of the fall academic term. Selection of the specific period during which a 10-month worker supervisor is to be in non- non-paid status shall be determined by mutual agreement between the worker supervisor and his or her supervising manager administrator based on the needs of the program or, if a mutual agreement cannot be reached, by the reasonable needs of the District as determined by the President or the Chancellor for Central Services. In the event that either the District or a ten (10) month worker supervisor wishes to have the workersupervisor’s unpaid time off taken at a time other than that provided for in this section, the consent of the District, the worker supervisor and the Union is required no later than six months prior to implementation of the leave. Accommodation of any such request shall not result in a reduction in contract for any position(s) in that department. 7.7.4 The work year for each academic-day worker shall be 176 days of the academic calendar. Each academic day worker shall be paid as a 10-month worker but only for days worked, for each of the holidays that falls between the first day of the fall academic term and the last day of the spring academic term, and for each day of earned vacation, which must be taken between the beginning of the fall academic term and the end of the spring academic term. 7.7.4.1 The work year for each academic-day plus summer session worker shall be 176 days of the academic calendar year plus the appropriate summer session. 7.7.5 Any 11-month, 10-month, or academic-day worker supervisor whose contract is extended beyond the workersupervisor's regular work year shall be paid a pro rata amount for the additional time worked and shall accrue benefits for the additional time worked at the workersupervisor's normal rate of accrual. 7.7.6 . When an 11-month, 10-month, or academic-day contract has been extended for 2 consecutive years, the District and the Union shall meet and confer to determine whether the contract should be extended permanently. 7.7.7 . All 11-month, month or 10-month, and academic-day workers including academic- day plus summer session workers month supervisors shall earn pro-rated vacation leave, sick leave, and service recognition awards, and shall receive all paid benefits. To have paid benefits continue during the summer non-paid months each 11-month, and 10-month, and academic day worker month supervisor must file a statement with the Director of Human Resources setting forth the workersupervisor's intent to return to work and, for 10-month and 11-month workers, the weeks during which the worker supervisor will be in non-paid status. The Office of Human Resources shall send out required forms to each affected worker no supervisor not later than May 15.