Contract

AGREEMENT

Between

The Yuba Community College District

and

Yuba College

American Federation of Teachers

July 1, 2008 through June 30, 2011

TABLE OF CONTENTS

PAGE

Article 1 Recognition.................................................................................................................1

Article 2 Federation Rights........................................................................................................1

Article 3 District Rights.............................................................................................................3

Article 4 Workload/Assignments...............................................................................................4

Article 5 Distance Learning.......................................................................................................6

Article 6 Public Safety Facilitators ...............................................................................................6

Article 7 Salaries/Benefits.........................................................................................................7

Article 8 Office Hours ...............................................................................................................9

Article 9 Leaves with Pay........................................................................................................10

Article 10 Conference and Travel..............................................................................................12

Article 11 Evaluations................................................................................................................13

Article 12 Grievance Procedure.................................................................................................14

Article 13 Duration of Agreement.............................................................................................16

Article 14 No Strike/Lockout.....................................................................................................17

Article 15 Personnel Files..........................................................................................................17

Signature Page ........................................................................................................................17

Exhibit A - Load Verification Form ...................................................................................................18

Exhibit B - Workload Calculation Formula .......................................................................................19

Exhibit C - Salary Schedule................................................................................................................23

Exhibit D - Adjunct Evaluation Agreement and Timesheet...............................................................24

ARTICLE 1 -- RECOGNITION

The Yuba Community College District (District) recognizes the Yuba College-American Federation of Teachers, Local 4952, AFT/AFL-CIO (YC-AFT), as the exclusive representative for the bargaining unit whose membership is composed of all adjunct classroom instructors and the following other academic employees: counselors, librarians, nurses and athletic coaches, whose contractual obligation is greater than .1 FTE but less than .6 FTE and shall exclude all other District employees. Members of this unit shall be covered by this contract during both regular semesters and summer sessions. Unit members who work exclusively in a summer session are covered by this contract.

ARTICLE 2 -- FEDERATION RIGHTS

2.1 YC-AFT Access to District Facilities

YC-AFT shall have the right to use the school mailboxes and bulletin board spaces designated by the District subject to the following conditions: (a) all postings for bulletin boards or items for school mailboxes must contain the date of posting or distribution and the identification of the organization, together with a designated authorization by a YC-AFT officer; (b) YC-AFT will not post or distribute information which is derogatory or defamatory of the District or its personnel.

2.1.1 YC-AFT shall have the right to use District facilities at reasonable times for the purpose of meetings concerned with the exercise of rights provided by the Rodda Act, and providing that the conduct of such business does not interfere with District operations or with the duties of District employees.

2.1.2 YC-AFT representatives shall have the right of access to unit members, provided it doesn't interfere with the educational process. Such duly authorized representatives shall be permitted to transact official business as necessary to the performance of YC-AFT responsibilities to members of the bargaining unit, except that such access shall not interfere with the operations of the District and shall not interfere with the duties of unit members or other District employees.

2.2 Information to YC-AFT

2.2.1 The District shall furnish to YC-AFT information upon request concerning the bargaining unit and budget data. Board agendas and minutes will be sent automatically.

2.2.2 The name and non-confidential addresses and telephone numbers of unit members, as provided to the District by the unit members, shall be provided to YC-AFT. The information shall include the number of units being taught, and the worksites of the unit members:

2.2.2.1 Within thirty (30) days after the start of fall and spring semesters.

2.2.2.2 Within two (2) weeks after the start of the summer session.

2.2.3 The District shall provide YC-AFT a copy of the current Board Policies and Administrative Procedures and shall, for the duration of this agreement, provide YC-AFT with necessary copies of all changes to Board Policies and Administrative Procedures.

2.3 Dues and Agency Fees

2.3.1 Upon receipt of written authorization from unit members, the District shall deduct from the pay of unit members the normal and regular monthly YC-AFT membership dues of 1.5%. The District shall deduct the normal and regular agency fee of 1.5% from the pay of all unit members who have not authorized YC-AFT membership dues. All such deductions shall be forwarded to YC-AFT, within seven (7) business days.

2.3.1.1 Upon receipt of written authorization from the YC-AFT the District shall reduce, discontinue, or reinstate the agency fee for any named unit member.

2.3.1.2 The District shall not be obligated to put into effect any new, changed, reinstated or discontinued deduction unless the change is in the District payroll office prior to the tenth (10th) of the month.

2.3.1.3 YC-AFT agrees to indemnify, defend, and hold the District harmless against any claims made of any nature whatsoever and against any claim or suit instituted against the District arising from its collection and deduction and payment of YC-AFT membership dues or agency fees.

2.3.1.4 At the request of YC-AFT, the District will refund any agency fees withheld up to a maximum of three (3) months.

2.4 College Membership Meetings

2.4.1 On twenty-four (24) hour notice to the college president or designee, YC-AFT's campus representative shall have the right to schedule campus membership meetings during normal operating hours in the buildings of the campus, provided that no member shall be released from his/her scheduled classes for such meetings, and provided that facilities are available.

2.5 Copies of this Agreement

2.5.1 The cost of printing the copies of this agreement shall be shared equally between YCCD and YC-AFT. After it becomes effective, a copy shall be distributed to each member of the bargaining unit now employed, or hereafter employed.

2.6 Release Time

2.6.1 YCCD shall provide to YC-AFT the equivalent of fifteen (15) units of pay at the hourly rate of step one, column one (Lecture), per semester for the purpose of contract administration and grievance processing.

ARTICLE 3 -- DISTRICT RIGHTS

3.1 The District shall have the power and authority to direct, manage and control its operations and mission in conformance with the law. Matters not specifically enumerated as within the scope of negotiations in Government Code 3543.2 and as set forth in final PERB decisions and final court decisions are reserved to the District. Included in those duties and powers is the exclusive right to:

3.1.1 Determine its organization;

3.1.2 Direct the work of its employees;

3.1.3 Determine the kinds and levels of service to be provided, and the methods and means of providing them. In addition to the provision in subparagraph 3.1 above, this paragraph does not constitute a waiver of the YC-AFT's right to bargain over actual duties of unit members;

3.1.4 Establish its educational policies, goals and objectives;

3.1.5 Insure the rights and educational opportunities of students;

3.1.6 Determine the number and kinds of personnel required;

3.1.7 Maintain the efficiency of District operations;

3.1.8 Determine the curriculum;

3.1.9 Build, move or modify facilities;

3.1.10 Establish budget procedures and determine budgetary allocation;

3.1.11 Determine the methods of raising revenue, contract out work, and;

3.1.12 Take action on any matter in the event of an emergency.

3.2 In addition, the Board retains the right to hire, classify, assign, evaluate, promote, terminate and discipline employees. The exercise of the foregoing powers, rights, authority, duties and responsibilities by the District, the adoption of policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express items of this agreement, and then only to the extent such specific and express terms are in conformance with law. All matters not specifically enumerated as within the scope of negotiations in Government Code 3543.2 are reserved to the District.

3.2.1 An adjunct faculty member may not be dismissed, suspended or reprimanded without just cause.

3.2.2 Just cause shall include a violation of education code or board policy that all certificated and classified employees may be disciplined or dismissed for.

ARTICLE 4 -- WORKLOAD/ASSIGNMENTS

4.1 Assignments shall be made to meet the needs of the District and shall be made considering the following factors: qualifications, satisfactory evaluations (in all aspects of the evaluation) special job related skills, and scheduling needs of the District (Exhibit A).

4.1.1 Unit members may teach up to sixteen (16) load units per academic year (excluding summer session). With concurrence of the Director of Human Resources Development and Personnel Services, a maximum of eighteen (18) units may be taught.

4.1.2 Unit members may be assigned a combination of teaching and non-teaching blended academic assignments to a maximum of not more than 53.3% of a full-time assignment, e.g., a unit member who is teaching three (3) units may also complete 17.06 hours of non-teaching per week (see Exhibit B). With concurrence of the Director of Human Resources Development and Personnel Services, a maximum of 60% of a full-time equivalent load may be assigned.

4.1.2.1 60% teaching load is the maximum allowable assignment for certificated duties. Professional ancillary duties such as Academic Senate, committee assignments and assignment as a Public Safety Facilitator, and other assignments as mutually agreed upon, shall not count towards the 60% certificated assignment.

4.1.3 In a non-teaching assignment, unit members may complete twenty-one (21) hours of non-teaching per week for a maximum of 756 hours per academic year (exclusive of summer session). With the concurrence of the Director of Human Resources Development and Personnel Services, a maximum of twenty-four (24) hours per week may be assigned.

4.1.4 The performance of substitute services on a day-to-day basis by members of the unit shall not be considered as an assignment within the meaning of this Agreement, or for the purposes of determining whether an individual is performing 53.3% or more of a full-time assignment within the meaning of the Ed Code §87482.5.

4.1.5 Adjunct Faculty Member Return Rights.

4.1.5.1 Within the schedule of classes as determined by the college, adjunct faculty who teach:

4.1.5.1.1 General education courses;

4.1.5.1.2 Who have been teaching at the college site for three (3) of the last six (6) semesters,

4.1.5.2 Shall have rights to continue teaching a load equal to the highest load taught in the last six (6) semesters up to a maximum load of six (6) semester units.

4.1.5.3 Courses taught during summer session shall not be counted in determining an adjunct faculty member's load. Intersession is considered a part of spring load.

4.1.5.4 The return rights set forth in Sections 4.1.5.1 through 4.1.5.3 above are to a load that the adjunct faculty member has taught in three (3) of the last six (6) semesters, and the adjunct faculty member has received a satisfactory evaluation. Adjunct faculty who receive an unsatisfactory evaluation shall lose return rights.

4.1.5.4.1 Counselors and Librarians shall have the same return rights as instructors.

4.1.5.5 There shall be two (2) tiers of seniority. The tier of seniority that the adjunct faculty member has earned shall be determined by the adjunct faculty member's step on the adjunct academic employee's salary schedule.

4.1.5.6 The two-tier system of seniority will consist of he following groups:

4.1.5.6.1 Tier No. 1 will include salary steps 1-4.

4.1.5.6.2 Tier No. 2 will include those unit members at step 5 or above.

4.1.5.7 Seniority shall be earned at a specific site, and return rights to teach a load at the site at which seniority is earned. Seniority for outreach areas will be earned for the site for which the outreach is designated. (i.e., Colusa outreach is designated to WCC) Adjunct faculty members shall earn a tier of seniority at one of the following sites:

4.1.5.7.1 Yuba College

4.1.5.7.2 Woodland Community College

4.1.5.7.3 Clear Lake Campus

4.1.5.8 Teaching assignments will be offered to adjunct faculty members based upon their earned tier of seniority. Management has the right to offer assignments to any qualified adjunct faculty member within the tier, except that all qualified adjunct faculty members in the more senior tier shall be offered assignments to their load maximum before assignments are offered to adjunct faculty members in the next more senior tier.

4.1.5.9 The return rights articulated in this Article 4.1.5 are for initial scheduled assignments only. In the event a class is canceled, there are no bumping rights.

4.1.5.10 In the event that a teaching assignment is offered to an adjunct faculty member who is on a lower step within Tier No. 2 on the salary schedule than an otherwise qualified faculty member who is on a higher step within Tier No. 2, that adjunct faculty member who is on the higher step shall, upon request, be given a written explanation as to the reasons the assignment was offered to the unit member on the lower step on the salary schedule.

4.1.5.11 Witten explanations as provided pursuant to this article shall not be subject to grievance.

4.1.5.12 A unit member may opt to have their return rights transferred to a different location within the District. To do so, a unit member must notify the District, in writing, of their interest to transfer their return rights to a different location within the District.

4.2 Effective with the summer 2006 session, unit members will begin to accrue summer return rights to a load equal to that which the member has taught in previous summer semesters, to a maximum of six (6) units. Summer return rights only apply to summer courses in subsequent years.

4.3 The District will make available to currently employed unit members a form on which they may indicate their interest in an assignment for a subsequent semester, including the summer session. Those adjunct unit members who respond by the deadline will be notified no later than thirty (30) days prior to the start of the semester of the requested assignment if they are not to be sent a tentative contract.

4.3.1 An administrative oversight that may cause failure to provide such notice will not entitle the affected member to an assignment.

4.4 All available adjunct positions (not already assigned) shall be posted on the affected division bulletin board and a copy will be sent to the YC-AFT President.

4.5 Emergency Hires

4.5.1 An emergency hire is an abrupt short turn around time in which a faculty must begin a class, e.g., when a class is abandoned by current faculty or no pool exists for replacement personnel.

4.5.2 At the end of each semester, the District will provide a list to the YC-AFT President of emergency hires and the incentives.

4.6 Leave of Absence

4.6.1 A unit member may notify the District, in writing, of their interest to take an unpaid leave of absence for up to two (2) semesters, with approval from the District. If a unit member requests and is approved for a leave of absence, the duration of the leave will not be counted towards achieving or loss of return rights.

ARTICLE 5 -- DISTANCE LEARNING

The District and YC-AFT may develop a Task Force to review this section.

ARTICLE 6 -- PUBLIC SAFETY FACILITATORS

6.1 Public Safety Facilitators are certificated non-teaching assignments. Therefore, each Facilitator will meet the minimum qualifications for the assignment.

6.1.1 Public Safety Facilitators are designated as an "ancillary duty" and shall not be counted towards the calculation of 60%.

6.2 Public Safety Facilitators will work under the direction of the Director of Public Safety and will be responsible for:

• Preparing and maintaining equipment for their respective assignment

• Assigning equipment to cadets in their respective academies

• Attending meetings with governmental agencies as directed by the Director of Public Safety

• Assure that all cadets of the respective academy meet the minimum standards

• Assure that instructors for the respective assignment maintain and update all required certifications to meet minimum qualifications

6.3 Public Safety Facilitators are defined as an ancillary duty as noted in 6.1.1. As such, Facilitators may have a teaching assignment combined with an assignment as a Facilitator.

6.3.1 A combined assignment between the Facilitator role and a teaching role may not exceed 36 hours in any given week.

6.3.2 A combined assignment teaching/facilitator requires that the teaching assignment not exceed 60% in any combination.

6.4 Public Safety Facilitators will be compensated as follows for the 2008-2011 academic year and subsequent years:

Step 1: $25.81 per hour <3 years Facilitator experience

Step 2: $27.46 per hour 3 - 5 years Facilitator experience

Step 3: $30.21 per hour >5 years Facilitator experience

Unit members currently performing the duties as described above will be initially assigned at their current pay rate or the appropriate placement as identified above, whichever is higher. The unit member will earn subsequent step advancement as identified above.

6.5 The following Public Safety Facilitators are covered under the provisions of this agreement:

Police Basic Academy

Police Level I, II and III

Short term Law Enforcement Academies

SIBC

832 Daytime Academy

EMT Academy

Fire Academy

Administration of Justice – Woodland

Equipment Manager

Event Manager

Any other Facilitator or Coordinator roles not listed in this agreement are not subject to the provisions of this agreement unless mutually agreed upon by YC-AFT and District.

ARTICLE 7 -- SALARIES/BENEFITS

7.1 Effective July 1, 2008, the Salary Schedule shall be increased by the State COLA less salary-driven mandated benefits of 8.175% of the COLA (i.e., COLA x 91.825). COLA, if any, will be applied to the salary schedule, stipends.

7.2 Effective July 1, 2009, the Salary Schedule shall be increased by the State COLA less salary-driven mandated benefits of 8.175% of the COLA (i.e., COLA x 91.825). COLA, if any, will be applied to the salary schedule, stipends.

7.3 Effective July 1, 2010, the Salary Schedule shall be increased by the State COLA less salary-driven mandated benefits of 8.175% of the COLA (i.e., COLA x 91.825). COLA, if any, will be applied to the salary schedule, stipends.

7.4 The District and YC-AFT agree to endeavor to reach the agreed upon "Parity" definition dependent upon the funding allocation provided for Part-Time Faculty Compensation.

7.5 Effective July 1, 2008, initial placement on the Salary Schedule will be based on the experience of the unit member. Prior experience will be determined by full-time equivalent experience (30 units per step) up to a maximum placement of Step 3. Subsequent movement will occur when an adjunct faculty member successfully completes 15 load units of teaching within the District, including summer session or the equivalent of fifteen (15) load units for non-teaching adjunct faculty.

7.5.1 Former full-time faculty who are currently employed by the District in an adjunct faculty bargaining unit position and are being paid according to an appropriate Full-Time Extra Pay Schedule shall continue at their current rate of pay, not receiving increases as the Extra Pay Schedule rises, until the top step of the Adjunct Salary Schedule exceeds their frozen hourly rate. At that time the employee shall be transferred to the top step of the Adjunct Salary Schedule and shall participate fully in all future increases of that schedule.

7.5.2 Former full-time academic employees who are subsequently hired by the District (August 1, 2002) in an Adjunct Faculty bargaining unit position within two (2) years of their retirement or otherwise leaving their full-time employment with the District shall be placed on the appropriate step of the Adjunct Faculty salary schedule. Placement shall be determined according to the number of load units they have had credited with the District. They shall be raised one step for every fifteen (15) load units credited.

7.5.3 If there is a voluntary break in service of more than two (2) years, the schedule step credits shall be forfeited. If the break in service is involuntary, other than for performance reasons, the unit member shall be placed on the salary schedule as if there had been no break in service.

7.5.4 A longevity step will be provided on the salary schedule as an additional step. An adjunct will receive this longevity step after successful completion of 75 semester units, after reaching step seven (7).

7.6 Committee Service

7.6.1 Adjunct Faculty members elected or appointed to the Academic Senate, or College Council(s) will be compensated as follows:

Academic Senate: maximum of two unit members, stipend to be paid at end of each semester. The unit member(s) assigned to Academic Senate from Yuba College will earn a stipend of $825 per semester per unit member. A unit member assigned from an outlying campus(s) will be provided a stipend of $1,100 per semester per unit member.

In the event that each College has its own official Academic Senate, a maximum of two unit members per each College may earn a stipend of $825 per semester.

College Council: maximum of one unit member per college, stipend to be paid at end of each semester at $825 per semester per unit member.

7.6.2 Unit members may divide the assignment between multiple members for each semester assignment, as allowed by the committee, and will be compensated at the end of the semester only for the semester that they are active in the committee. The selected unit member shall attend a minimum of 80% of the meetings in order to be compensated.

7.7 Holistic Scoring

7.7.1 Unit members in the Language Arts Department who participate in the holistic scoring process shall be entitled to compensation for up to three (3) hours per class for which the holistic scoring system is utilized.

7.7.2 Compensation will be at the unit member’s lecture hourly rate of pay.

7.7.3 Unit members are required to submit written documentation showing their time spent in holistic scoring.

7.8 Retirement

7.8.1 All YC-AFT unit members will be included in an appropriate retirement plan in accordance with contract language, regulation or law as follows:

7.8.1.1 All newly employed unit members who are required by regulation or law to be in the STRS Defined Benefit Plan shall be placed in that Plan.

7.8.1.2 All newly employed unit members who are eligible for either the STRS Defined Benefit or Cash Balance Plans shall make their election within thirty (30) days. If they fail to make an election, they will be placed in the STRS Cash Balance Plan.

7.8.1.3 All unit members not eligible to be members of the STRS Defined Benefit Plan shall be placed in the STRS Cash Balance Plan, except for those unit members currently in Social Security with the District.

7.8.1.4 Any unit member that is not required by law to participate in STRS Defined Benefit or Cash Balance plans may elect not to participate in those plans at the unit members discretion.

7.8.1.5 All continuing unit members who are currently in Social Security with the District shall remain in Social Security until either they elect or are required by regulation or law to transfer to an appropriate STRS plan.

7.8.1.6 All unit members who are eligible for STRS Defined Benefit Plan may elect to be placed in that Plan at any time.

7.8.2 Participation in a retirement plan is based on eligibility at the time of hire.

7.9 Section 125 Plan:

7.9.1 Unit members may participate in a Section 125 Benefit Plan offered to all employees of the District and approved by the District.

ARTICLE 8 -- OFFICE HOURS

8.1 The District and YC-AFT acknowledge that unit members are not required to provide office hours to students to contribute to the overall academic success of the student.

8.2 The District will provide a pooled equipped office space at each official college, campus or center within the District for utilization for the office hour program.

8.3 Eligibility for unit members to participate in the program will be members teaching during the fall and spring semesters, or 9-week courses during the regular semester, limited to a maximum of one (1) per week for the duration of the semester excluding the week of finals. Unit members must be teaching unit bearing, transfer, degree or certificate courses. Additionally, to be eligible, each unit member will be required to have a minimum load of 20% or 3 units in the semester of the request.

8.3.1 Unit members provided with a temporary full-time teaching contract will be provided one office hour per course listed in the agreement first, as a priority, from the pool of office hours available to all other adjuncts (8.4)

8.4 The District will establish as the pool of funds for the office hour program at $50,000 per year, for the term of the contract.

8.5 Each unit member that is eligible as described in 8.3 will be compensated at $25 per office hour as applied for and approved by the Division Dean, up to the maximum of one (1) hour per week of the semester excluding the week of finals.

8.6 Unit members approved for Office Hours will be required to list their approved office hour on their syllabus and distribute it to students. Additionally, the unit member will submit a timecard at the end of the semester for approval by the Division Dean for those office hours that were actually completed. Missed office hours will not be compensated.

8.7 Unit members who request compensation for office hours must complete the "Request for Office Hours" form and submit to the appropriate Dean prior to the end of the first week of the course. The Dean will approve or deny the request based on the following criteria:

• Demonstrated student need

• The likelihood of student participation

• The requested time contributes to student participation

The Dean will forward all requests to the Director of Human Resources Development and Personnel Services for review of the requests. The Director of Human Resources Development and Personnel Services will establish the approved hours for each request based on the percentage of the pool that is requested. The Director of Human Resources Development and Personnel Services, or designee, will notify each Dean of the approved allotment of hours.

ARTICLE 9 -- LEAVES WITH PAY

9.1 Sick Leave

9.1.1 Unit members shall earn sick leave credit at the rate of one (1) hour for each eighteen (18) hours of paid service during the academic year. Sick leave credit will not be earned for any fraction of eighteen (18) hours. Sick leave earned may not be credited to sick leave accrued during other District employment, nor may sick leave earned during other District employment be utilized for absence during hourly employment.

9.1.2 Reporting and Verification — Any member using sick leave benefits under provisions of this Article shall provide the employee's Immediate Supervisor with a signed REPORT OF ABSENCE form upon return to duty.

9.1.3 Notification of Absence — The employee shall notify the immediate supervisor and/or the Division Secretary as soon as practically possible so that arrangements can be made for cancellation of class or obtaining a substitute. If the employee becomes ill or another emergency arises during the day, he/she shall notify the immediate supervisor and/or the Division Secretary of the absence.

9.2 Personal Necessity Leave

9.2.1 Members of the bargaining unit may not use more than four (4) days of accumulated Sick Leave credit in a school year for Personal Necessity Leave.

9.2.2 A unit member shall submit notification for Personal Necessity to his/her supervising dean at least one (1) day prior to the beginning date of the leave, except where extenuating circumstances make this impossible.

9.2.3 Such leave may be used at the discretion of the unit member.

9.2.4 Upon return to work, the Report of Absence form shall be filed with the unit member’s supervising dean.

9.3 Bereavement Leave

9.3.1 Members of the bargaining unit may be granted, without loss of salary or other benefits, leave of absence not to exceed three (3) consecutive calendar days within one (1) week, or five (5) working days within one (1) week if travel of more than 300 miles is required, per occurrence on account of death of any member of the member's immediate family.

9.3.2 "Member of the immediate family," as used in this section means the mother, father, grandmother, grandfather, or grandchild of the member or of the member's spouse, and the spouse, son, son-in-law, daughter, daughter-in-law, brother, sister, or any immediate relative living in the immediate household of the member.

9.3.3 An extension of bereavement leave may be requested under personal necessity leave.

9.3.4 Upon return to duty, the REPORT OF ABSENCE form shall be filed with the employee's immediate supervisor. The member shall provide verification satisfactory to the District.

9.4 Industrial Accident and Illness Leave

9.4.1 For an accident or illness which is job-incurred, and upon the written request of the employee, members of the unit shall be provided leave benefits as stipulated by law not to exceed sixty (60) days.

9.4.2 Periodic medical reports may be required during extended absence of an employee. Employees returning to work from industrial accident or illness leave shall be required to present a doctor's release verifying medical permission to return to work, including any restrictions.

9.4.3 Upon return to duty, the REPORT OF ABSENCE form shall be filed with the employee's Immediate Supervisor.

9.5 Jury Duty

9.5.1 When regularly called for jury duty in the manner provided by law, members of the bargaining unit shall be granted a leave of absence without loss of pay for the time the employee is required to perform jury duty during the employee's regularly assigned working hours.

9.5.2 Request for jury service leave should be made by presenting as soon as possible the official court summons to jury service to the member's immediate supervisor and to the District payroll office through regular administrative channels.

9.5.3 Reimbursement to the District of any monies earned as a juror, except mileage, shall be made by the member.

9.5.4 A member regularly called for jury duty shall not be encouraged in any way to seek exemption from such duty nor shall he/she be discriminated against in any way for not seeking such exemption.

9.5.5 The District may require verification of jury duty time prior to, or subsequent to, providing jury duty compensation.

9.5.6 Upon return to duty, the REPORT OF ABSENCE form shall be filed with the employee's immediate supervisor.

ARTICLE 10 -- CONFERENCE AND TRAVEL

10.1 Adjunct Faculty Conference and Travel funds are the funds available to Adjunct employees from the Staff Development Funds and are to be used to upgrade or improve the staff member's ability to perform his/her assignment.

10.1.1 The funds may be used to cover the cost of transportation, meals, lodging, registration fees or other expenses related to a professional conference, seminar or class.

10.2 Guidelines

10.2.1 To be eligible, an adjunct faculty member must have taught a minimum of four (4) out of the last eight (8) semesters (or summer session) for the District.

10.2.2 Funds are awarded on a first come, first served basis.

10.2.3 The maximum amount per unit member shall be determined by the District’s Staff Development Committee.

10.2.4 An eligible adjunct faculty member will be funded over a two (2) year period of time the amount determined by the District’s Staff Development Committee.

10.2.5 At the conclusion of the funded activity, the adjunct instructor must file a one (1) page report summarizing the activity. The report should include how the information obtained will be used in the member's assignment. The report will be sent to the Director of Human Resources Development and Personnel Services.

ARTICLE 11 – EVALUATIONS

11.1 Except for programs that do not follow the semester schedule, such as police academy, fire academy, etc, evaluation will follow the evaluation schedule as follows:

Evaluation Timeline	Fall Semester	Spring Semester
Begin Semester based on Academic Calendar:	Approximately August 20	Approximately January 14
Dean or Director Schedules "peer evaluator":	On or before October 1	On or before March 1
Peer Evaluator schedules and performs classroom evaluation:	On or before November 15	On or before April 15
Peer Evaluator completes evaluation, meets with unit member and submits to supervising Dean or Director:	On or before November 30	On or before April 30
Supervising Dean completes evaluation of unit member, including meeting and reviewing evaluation, if requested by either party:	On or before December 15	On or before May 15

AFT Yuba

Contract

Pay Scale

Contract