Workload for Regular Part-time Faculty Employees. With regard to workload allocation, regular part-time employees shall be considered in a way similar to full-time faculty employees. If assigned an increased level of work, she or he may, in consultation with his or her educational administrator remain at their current level, or accept the increased level of work. If the level of work decreases, she or he may accept the reduced workload, request a leave of absence without pay, be laid off, or resign. The following provisions shall apply to workload allocation:
a. If there is additional work available beyond the annualized percentage, it shall be assigned to any qualified full-time employee who does not have a maximum workload.
b. If there is no qualified full-time employee who can be assigned this work, it shall be offered to the regular part-time faculty employee who is qualified and who has the most cumulative service at that campus. If s/he is unable to accept the additional workload, s/he shall notify the College within seven (7) working days.
c. If the available workload for these employees decreases to less than 50%, their appointment status shall not change, and they shall continue to receive pro-rated pay based on the percentage of their revised appointment.
d. If an employee is unable to accept the reduced workload, s/he may choose to take a leave of absence; if the reduction continues into a second year, the employee may opt to take the workload, a second leave of absence, or be laid off, and, in special circumstances with the approval of the President, receive severance at the beginning of the second year under Article 6.8 of the local agreement.
e. If the workload reduction occurs after the employee has accepted in writing the terms of his/her annual letter, the employee shall receive 25% of the difference between the expected percentage and the actual percentage of annual work. The employee has seven (7) days from the time of receipt of the letter of offer to indicate his/her acceptance.
f. If no work is available for a two year period, the employee shall receive severance as per Article 6.8 of the local agreement.
g. If a faculty employee requests 30 consecutive days of vacation, and if it cannot be scheduled, the work may be assigned to another faculty employee; or, by mutual agreement of the faculty employee and his or her educational administrator, the faculty employee may accept a pay-out of vacation time.
h. If the workload assignment makes it impossible to schedule Professional Developm...
