ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT … Board Book.pdf · 14/08/2017 · 8 Allan Hancock Joint Community College District Board of Trustees August 14, 2017 Page Tent

ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT

BOARD OF TRUSTEES

Agenda Regular Board Meeting

Monday, August 14, 2017

Allan Hancock College

Closed Session - Captain’s Room, B-102

Open Session - Boardroom, B-100

800 South College Drive, Santa Maria, CA 93454

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1. Call to Order 4:00 PM

2. Public Comment to Closed Session

This section of the agenda is intended for members of the public to address the Board of Trustees

on items involving the community college district that are being considered in Closed Session.

Please note that Board members are prohibited by the Brown Act from responding to comments

made regarding topics not on the official agenda. The leading speaker from the audience on each

side of an issue will be limited to five (5) minutes. Additional speakers are limited to two (2)

minutes. To address the Board of Trustees, please fill out a Request to Address the Board of

Trustees form and provide it to the superintendent/president prior to this part of the agenda.

3. Adjourn to Closed Session 4:00 PM

3.A. Discipline/Dismissal/Release of Public Employee (2 cases) (Govt. Code §54957)

3.B. Evaluation of the Superintendent/President

3.C. Potential Litigation (2 cases) (Govt. Code §54956.9(b)

There are two potential litigation items related to two construction projects. The district

has a claim against an architect and a general contractor has a claim against the district.

3.D. Conference with Labor Negotiator – (Government Code §54957.6)

Employment of Public Employee

Unrepresented Employee: Superintendent/President

Agency Designated Representative: Kelly Underwood

Agency designated representatives: Dr. George Railey, Kelly Underwood

Employee Association: Faculty Association

Gregory A. Pensa, President Hilda Zacarías, Vice President

Jeffery C. Hall Dan Hilker Larry Lahr

Yesenia Beas, Student Trustee

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Allan Hancock Joint Community College District

Board of Trustees

August 14, 2017

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Agency designated representative: Kelly Underwood

Employee Association: Part-Time Faculty Association

Agency designated representative: Dr. Kevin Walthers

Unrepresented Employees: Management

Agency designated representative: Dr. Kevin Walthers

Unrepresented Employees: Supervisory/Confidential

Agency designated representative: Felix Hernandez Jr.

Employee Organization: California School Employees Association (CSEA) Chapter #251

4. Reconvene to Open Session 6:00 PM

5. Action Taken in Closed Session

6. Pledge of Allegiance

7. Approval of Agenda as Presented

8. Public Comment

The section of the agenda is intended for members of the public to address the

board on items involving the school district. Time limits and procedures to

address the Board of Trustees, as stated in the Public Comment to Closed

Session, apply to this part of the agenda. Public comment not pertaining to

specific agenda items is welcome under public comment. Please note that

Board members are prohibited by the Brown Act from responding to

comments made regarding topics not on the official agenda. Testimony on

specific agenda items will be welcome during consideration of the item by the

Board of Trustees. When public testimony is completed regarding a specific

agenda item, discussion is then confined to board members only. This

practice is in accordance with laws governing Board of Trustees public

meetings.

9. Approval of Minutes

9.A. Approval of Minutes from the July 11, 2017 regular board meeting. 10

9.B. Approval of Minutes from the July 25, 2017 special board meeting. 18

10. Presentation

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Board of Trustees

August 14, 2017

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10.A. Check presentation from Phillips 66

Representatives from Phillips 66 will present a check in the amount

$25,000 for the STEM Week of Discovery.

10.B. Title V Advance, Innovate and Maintain (AIM) Grant Activities

Update

Mayte Solis, basic skills coordinator; and Andria Keiser, non-credit

ESL faculty, will present an update on Title V AIM activities.

11. Consent Agenda

Consent Agenda items are consistent with adopted policies and approved

practices of the district and are deemed routine in nature. They will be acted

upon by roll-call vote in one motion without discussion unless members of the

board request an item’s removal from the Consent Agenda.

6:15 PM

11.A. Register of Warrants

Payroll 6/1/17 through 6/30/17

A recommendation that the board of trustees approve commercial

warrants.

21

11.B. Fourth Quarter Financial Status Report

A recommendation that the board of trustees accept the fourth quarter

financial status report, a routine report that monitors the financial

health of the district, to be submitted to the State Chancellor’s Office.

23

11.C. Part-time Faculty Appointments, Regular Faculty Overload

Assignments and Special Assignments/Stipends

A recommendation that the board of trustees approve part-time

faculty appointments, regular faculty overload, and special

assignments/stipends.

28

11.D. Community Services (Fee-Based) Education Courses

A recommendation to approve proposed community services (fee-

based) classes for fall 2017.

48

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11.E. Short-Term, Substitute, and Professional Expert Appointments

Exempt From Classified Service

A recommendation that the board of trustees approve the short-term,

substitute, and professional expert appointments exempt from

classified service as presented.

51

11.F. Appointments, Transfers, and Promotions of Classified Service

Employees

A recommendation that the board of trustees approve the appointment

of Jesse Santillan Jr., groundskeeper I, plant services, effective

September I, 2017. A recommendation may be made that the board of

trustees approve the appointments of administrative assistant III,

academic affairs; and campus safety officer, campus police. If a

recommendation is made, a revised board agenda item will be

presented.

53

11.G. Transfer of Full-Time Faculty Member

A recommendation that the board of trustees approve the transfer of

Michael Messina, full time, temporary, noncredit vocational

faculty/coordinator, community education, effective August 21, 2017

through May 20, 2018, and contingent upon continued funding.

54

11.H. Appointment of Classified Management Position

A recommendation may be made that the board of trustees approve

the appointment of director, institutional grants. If a recommendation

is made, a revised board agenda item will be presented.

55

11.I. New and/or Revised Classified Bargaining Unit Job Descriptions

A recommendation that the board of trustees approve the new

classified bargaining unit job descriptions as follows: application

programmer; and programmer/analyst, as presented.

56

11.J. Coaching Appointment and Stipends

A recommendation that the board of trustees approve the coaching

appointments and stipends as presented, or earlier per district need.

62

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11.K. Out-of-Classification Assignments of Classified Service Employees

A recommendation that the board of trustees approve the out-of-

classification out of bargaining unit assignment of Elaine Healy,

coordinator, community education, community education department

(50 percent) and director, special projects (50 percent), retroactive to

July 1, 2017 through December 31, 2017, or earlier per district need,

and contingent upon continued funding; and to approve the out-of-

classification assignments of Cynthia Wheeler, administrative

assistant II, summer & evening, academic affairs, retroactive to July

1, 2017 through June 30, 2018, or earlier per district need; Armida

Velasquez, coordinator, writing center laboratory, learning resources,

retroactive to August 1, 2017 through December 31, 2017, or earlier

per district need; and Anna Rice, distance learning/academic support

technical specialist, learning resources, retroactive to August 4, 2017

through December 31, 2017, or earlier per district need.

63

11.L. Temporary Appointment Nontenure-Track Faculty Member

A recommendation may be made that the board of trustees approve

the appointment of a temporary, nontenure-track basic skills

faculty/coordinator. If a recommendation is made, a revised board

agenda item will be presented.

65

11.M. Equivalency Certification for Faculty

A recommendation to approve equivalency certifications for faculty

members who have been authorized to teach, as needed, based on

equivalency criteria specified in Board Policy 7211 and as restricted

by the equivalency certification document.

66

12. Oral Reports 6:35 PM

12.A. Superintendent/President’s Report

12.B. Board Member Reports

12.C. Association Reports 6:45 PM

1) Academic Senate

2) California School Employees Association

3) Associated Student Body Government

4) AHC Foundation

5) Management Association

6) Part-Time Faculty Association

7) Faculty Association

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13. Action Items 7:15 PM

13.A. Acceptance of Grants Approved

A recommendation to accept funded proposals.

69

13.B. Affirmation of Award of Contract, Building K Roof Replacement,

Informal Bid No. 17-200

A recommendation that the board of trustees affirm the award of

contract for the Building K Roof Replacement project to Craig

Roofing Company, Inc. in the amount of $129,488.

71

13.C. Appointment of Interim Classified Management Position

A recommendation that the board of trustees approve the temporary

appointment of Ronald Schram, interim district police chief, campus

police, effective August 15, 2017 through December 31, 2017, or

earlier per district need, and pending successful completion of pre-

employment requirements.

72

13.D. Ratification of the Agreement between the Allan Hancock College

Joint Community College District and the California School

Employees Association Allan Hancock College Chapter #251

Contract Reopeners on the Entire Agreement for Fiscal Year 2017-

2018 through 2019-2020

Staff recommends that the board of trustees ratify the Collective

Bargaining Agreement between the Allan Hancock Joint Community

College District and the California School Employees Association,

Allan Hancock College Chapter #251, pending ratification by CSEA.

73

13.E. Change of Status of Faculty Member

A recommendation that the board of trustees approve the revised

reduced workload (Willie Brown Act) for Marla Allegre, English

instructor English department, from 100 percent to 56 percent full-

time equivalency for the 2017-2018 academic year, under the

provisions of California Education Code Section 87483 (Willie

Brown Act) and the District’s contractual agreement with the Faculty

Association of Allan Hancock College, and to be renewed each year

for a maximum of ten years unless the instructor and the district

mutually agree to change the conditions of the reduced workload.

201

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August 14, 2017

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13.F. Revised Supervisory/Confidential Salary Schedule

A recommendation may be made that the board of trustees

approve revisions to the Supervisory/Confidential Salary

Schedule. If a recommendation is made, a revised board agenda

item will be presented.

202

13.G. Authorization, Joint Use Agreement with the County of Santa

Barbara’s Fire Department

A recommendation that the board of trustees authorize the

superintendent/president to execute a joint use agreement between the

district and the County of Santa Barbara’s Fire Department for use of

the Public Safety Complex.

205

13.H. Resolution 17-30, Authorization to Utilize Design-Build Process,

Fine Arts Complex Project

A recommendation that the board of trustees adopt Resolution 17-30,

authorizing the development and issuing a request for proposals for

the Fine Arts Complex project using the design-build delivery

method.

206

14. Information 7:50 PM

14.A. Grant Proposals Submitted

A report on grant proposals submitted

212

14.B. Fine Arts Complex Project, Release of Preliminary Plans Funding

An update on the release of preliminary funds for the Fine Arts

Complex Project.

214

14.C. Department of State Hospital, Instructional Service Agreement

Update

The vice presidents of academic affairs and operations will give an

update on the instruction service agreement with the Department of

State Hospital.

215

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August 14, 2017

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14.D. Futuris Public Entity Investment Trust Annual Notice

Notification of posting the summary annual report on the irrevocable

trust for the district’s other post-employment benefits (OPEB)

obligations.

216

14.E. Institutional Assessment Plan

An update on the 2017 Institutional Assessment Plan

221

14.F. Employee Resignations and Retirements

The superintendent/president has accepted the retirements of Michael

Black, associate superintendent/vice president, finance and

administration, effective January 1, 2018; Felix Hernandez Jr., vice

president, operations, effective October 1, 2017; and Deb Annibali,

director, law enforcement training, public safety department, effective

September 15, 2017; and the resignation of John Staugaard, district

police sergeant, campus police, effective August 7, 2017.

222

14.G. Monthly Report, Associate Superintendent/Vice President, Academic

Affairs

223

14.H. Monthly Report, Associate Superintendent/Vice President, Student

Services

224

14.I. Monthly Report, Vice President, Institutional Effectiveness 225

14.J. Monthly Report, Executive Director, College Advancement 226

14.K. Monthly Report, Associate Superintendent/Vice President, Finance

and Administration

227

14.L. A Monthly Report on the Year-to-Date Financial Data for Various

Funds.

228

14.M. Monthly Report, Vice President, Operations 243

14.N. A Status Report on Bond Measure I Projects 244

15. New Business 8:30 PM

16. Calendar 247

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Board of Trustees

August 14, 2017

17. Adjournment

The next regular meeting of the Board of Trustees will be held on Tuesday,

September 12, 2017. Closed session begins at 5:00 p.m. Open session begins

at 6:00 p.m.

In compliance with the Americans with Disabilities Act, if you need assistance

to participate in this meeting, please contact the President’s Office at (805)

922-6966 ext. 3245. Please make requests 48 hours prior to the meeting in

order to make reasonable arrangements to ensure accessibility to this meeting.

Kevin G. Walthers, Ph.D.

Secretary to the Board of Trustees

Allan Hancock Joint Community College District Board of Trustees July 11, 2017


BOARD OF TRUSTEES

Minutes Regular Board Meeting Tuesday, July 11, 2017

Allan Hancock College Closed Session - Captain’s Room, B-102

Open Session - Boardroom, B-100 800 South College Drive, Santa Maria, CA 93454

1. Call to OrderTrustee Pensa called the meeting to order at 4:03 p.m. with the following trustees present:Hall, Hilker, Lahr, Pensa, Zacarías

Trustees absent: None


No public comment was made.

3. Adjourn to Closed Session

Trustee Pensa adjourned the meeting to closed session at 4:03 p.m.

4. Reconvene to Open Session

Trustee Pensa reconvened the meeting to open session at 7:15 p.m.

5. Action Taken in Closed Session

Trustee Pensa announced the Board took action to approve a settlement agreement with Chief ofPolice Paul Grohowski, providing for a resignation and release of claims in exchange forseverance equal to ten months service on a roll call vote as follows:

Ayes: Hall, Lahr, Pensa, ZacariasAbstain: Hilker

6. Pledge of Allegiance

Janet Cruz, student body president, led the audience in the pledge of allegiance.

Gregory A. Pensa, President Hilda Zacarías, Vice President



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7. Approval of Agenda as Presented

Items 11.U., 11.V., and 11.W., were removed from the agenda. Item 11.T. was moved to theaction section of the agenda.

On a motion by Trustee Hall, seconded by Trustee Hilker, the Board approved the agenda, asrevised, on a roll-call vote as follows:

Ayes: Hall, Hilker, Lahr, Pensa, Zacarías Noes: None

Abstentions: None Concur: Student Trustee

8. Public Comment

John Hood, chair of fine arts department, is in full support of hiring Jesus Solorio as the newdance instructor. Mr. Hood served on the hiring committee in 2014 and 2017 where Mr. Soloriowas ranked highest from a pool of talented and accomplished candidates in both employeesearches and stood out in skill and experience. He spoke of the rigor and fairness of the hiringprocess. He noted Mr. Solorio was granted equivalency to teach at the college level. He said itwas easy for the eight-person committee to recognize Mr. Solorio’s accomplishments and notedhis success was on par with the traditional academic experience.

Mr. Hood read a letter from Nancy Jo Ward, Academic Senate representative, who was unableto attend the meeting. “Ms. Ward participated in the two fine arts hiring committees andrepresented Senate Exec in second interviews. The hiring practices that she experiencedrepresent a well-designed system that requires integrity and collegiality among college faculty,staff, administrators, and student representatives. Although they had unique perspectives andexperiences to draw from in making decisions, the candidates sent forward were vetted with theutmost respect for the process and represents the best decisions possible.”

Candice Rivera, part-time dance faculty member, shared her experience as a dance instructor.She said she represents seven of nine part-time dance faculty regarding their concerns of Mr.Solorio’s selection as a full-time dance faculty member. She referred to the hiring process fromlast year when part-time faculty objected to his hiring. She believes Mr. Solorio’s professional

experience is being used to attract attention to the program. She went on to give a list ofconcerns that should prevent Mr. Solorio from being hired and potential problems she foresees.She requested the appointment of Mr. Solorio be removed from the consent agenda.

Kelly Claveri, part-time faculty, read a letter from Monique Segura. She read Ms. Segura’s

letter that includes her academic history and concerns with hiring Jesus Solorio.

Bailey Hall, former dance class student, said she believes hiring Mr. Solorio will be detrimentalto the dance program and its students. She relayed a few of Mr. Solorio’s negative behaviors

she has observed and reported to the department chair. She is concerned with the future of thedance program.

Monique Hoyos, wife of Officer Jason Hoyos, is very disappointed in the administration. Sheshared how her husband’s home life has changed. She is extremely disappointed her husband’s

complaints were not addressed in a timely manner.

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9. Approval of Minutes

9.A. Approval of Minutes from the June 13, 2017 special board meeting.

On a motion by Trustee Lahr, seconded by Trustee Hilker, the Board voted unanimously to approve the minutes for the June 13, 2017 special board meeting as submitted. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)

9.B. Approval of Minutes from the June 13, 2017 regular board meeting.

On a motion by Trustee Lahr, seconded by Trustee Hilker, the Board voted unanimously to approve the minutes for the June 13, 2017 regular board meeting as submitted. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)

10. Presentation

10.A. Orfalea Children’s Center Report

Yvon Frazier, Program Director, Orfalea Children’s Center Lab School, presented the Center’s outcomes for 2016-2017. She reviewed the programs and the demographics served. She explained the program’s self-evaluation process and reviewed the areas that met the standards as well as the areas that require improvement. She shared the comments and suggestions for program improvement from the survey. She ended the presentation after sharing the highlights and accomplishments of the program.

11. Consent Agenda

Items 11.U., 11.V., and 11.W., were removed from the agenda. Item 11.T. was moved to theaction section.

On a motion by Trustee Lahr, seconded by Trustee Hilker, the Board voted to approve theconsent agenda, as revised, on a roll-call as follows:

Ayes: Hall, Hilker, Lahr, Pensa, Zacarías Noes: None

Abstentions: None Concur: Student Trustee

12. Oral Reports12.A. Superintendent/President’s Report

Dr. Walthers gave an update on Senate Bill 679 – Baccalaureate Degree Pilot Program. He noted the bill has been revised to allow the 15 existing pilot programs at community colleges but has been reduced in scope. The positive side is meetings have been scheduled with Cal Poly to work together. He and five faculty and members were able to attend the LIFT conference.

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12.B. Board Member Reports

Trustee Hall thanked the Pepe family for allowing the Foundation to meet at their home.

Trustee Pensa did not have a report.

Trustee Zacarías did not have a report.

Trustee Hilker attended the CAN program mentor recognition last month. He thanked the staff members who support our students.

Trustee Lahr did not have a report.

Student Trustee Beas thanked everyone for the Food Share..Because We Care program.

12.C. Association Reports

1) California School Employees Association

No report was given.

2) Associated Student Body Government

Janet Cruz, congratulated former ASBG officers who moved on to pursue theireducation. She said the mural at the Lompoc Valley Center is in process. Sheinvited the board of trustees to attend Hancock Hello.

3) AHC Foundation


4) Management Association


5) Part-Time Faculty Association


6) Faculty Association


7) Academic Senate


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13. Action Items

11.T. Appointments of Tenure-Track Faculty Members

Dr. Walthers addressed the process for hiring faculty members. He noted that the faculty determine if someone meets the equivalency requirements and there are no “levels” in that process. Dr. Walthers said that the appropriate processes were followed and that Mr. Solorio was the top candidate in the selection process.

On a motion by Trustee Lahr, seconded by Trustee Hall, the Board approved the tenure-track appointments of Amiko Matsuo, Kenneth Cope, and John Ceceña as submitted. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)

On a motion by Trustee Lahr, seconded by Trustee Hall, the Board approved the tenure-track appointment of Jesus Solorio as submitted (Ayes: Hall, Lahr, Pensa; Noes: Hilker, Zacarías; Absent: None; Student Advisory Vote: Object)

13.A. Acceptance of Grants Approved

On a motion by Trustee Hilker, seconded by Trustee Lahr, the Board accepted funded proposals as submitted. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)

Trustee Zacarias left the meeting at 8:23 p.m. 13.B. Resolution 17-28, California Department of Education, California Preschool Programs

On a motion by Trustee Hall, seconded by Trustee Hilker, the Board adopted Resolution No. 17-28, California Department of Education, California Preschool Programs. (Ayes: Hall, Hilker, Lahr, Pensa; Noes: None; Absent: Zacarías; Student Advisory Vote: Concur)

Trustee Zacarías returned to the meeting at 8:25 p.m.

13.C. Resolution 17-29, California Department of Education, General Child Care and Development Programs

On a motion by Trustee Zacarías, seconded by Trustee Hall, the Board adopted Resolution No. 17-29, California Department of Education, General Child Care and Development Programs. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)

13.D. Award of Contract for the Site Concrete Replacement Project, Lompoc Valley Center, Bid No.17-01

On a motion by Trustee Lahr, seconded by Trustee Hilker, the Board awarded the contract for the Site Concrete Replacement Project, Lompoc Valley Center to Jeff Ploutz Construction, Inc. DBA J & P Construction in the amount of $145,222.00. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)

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13.E. Public Hearing on the California Federation of Teachers/Part-time Faculty Association of Allan Hancock College, Local 6185 with the Allan Hancock Joint Community College District Contract Reopener on Article 18, Organizational Security, for Fiscal Years 2017-2018 through 2019-2020.

Trustee Pensa opened the meeting for public comments.

No comments were made.

Trustee Pensa closed the meeting for public comments.

13.F. Public Hearing on the Faculty Association of Allan Hancock Joint Community College Initial Proposal with the Allan Hancock Joint Community College District on the Entire Agreement for 2018-2021




13.G. Public Hearing on the Allan Hancock Joint Community College District’s Initial

Proposal with the Faculty Association of Allan Hancock Joint Community College on the Entire Agreement for 2018-2021




13.H. Authorization of Dental Insurance Premium Rate Increase

On a motion by Trustee Hall, seconded by Trustee Zacarías, the Board authorized a 5.45 percent dental insurance premium rate increase, effective October 1, 2017. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)

13.I. Memorandum of Understanding Between the Allan Hancock Joint Community College District “District” and the Faculty Association of Allan Hancock College

“FA” on Faculty Evaluations for Distance Education

This item was removed from the agenda.

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13.J. Campus Safety Organization Options

Favel Jens, CSEA labor representative, noted the shortfalls in the police department did not happen overnight. CSEA would like to work together to find solutions.

On a motion by Trustee Zacarías, seconded by Trustee Hilker, the Board authorized staff to enter into the collective bargaining process with CSEA to develop an agreement to address safety issues, inefficiencies, and concerns in the delivery of campus law enforcement services. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None; Student Advisory Vote: Concur)

14. Information Items14.A. 2017-18 State Budget Update

Associate Superintendent Black gave a brief summary of the 2017-18 state budget.

14.B. Grant Proposals Submitted

Executive Director Houghton briefly reviewed the grant proposals.

14.C. Technology Master Plan

Carol Moore provided an update on the Technology Master Plan Mid-Term Report.

14.D. Employee Resignations and Retirements

Dr. Walthers acknowledged the service of employees listed.

14.E. Monthly Report, Associate Superintendent/Vice President, Academic Affairs

Dr. Walthers noted Dr. Railey was with his son who is on military leave.

14.F. Monthly Report, Associate Superintendent/Vice President, Student Services

Associate Superintendent Ornelas attended a Title IX training that focused on violence against women and state law. She said all administrators receive mandatory training and faculty and staff are encouraged to attend.

14.G. Monthly Report, Vice President, Institutional Effectiveness

Dr. Murphy reported a decrease in summer enrollment. He noted an increase in the Lompoc Valley Center and Lompoc prison and compared the number of dropped students.

14.H. Monthly Report, Executive Director, College Advancement

Executive Director Houghton shared and update on upcoming 40th Anniversary Gala, and the advertisement efforts to increase enrollment.

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14.I. Monthly Report, Associate Superintendent/Vice President, Finance and Administration

Associate Superintendent Black reported auditors worked with Admissions and Records staff and were impressed with the completeness of their records.

14.J. A Monthly Report on the Year-to-Date Financial Data for Various Funds

Associate Superintendent Black said he the closed budget to come in very close to the projected budget.

14.K. Monthly Report, Vice President, Operations

Vice President Hernandez thanked Student Body Government members who participated in the Lompoc Flower Festival Parade. He said the college should receive funding from the state for Fine Arts Complex construction project.

14.L. A Status Report on Bond Measure I Projects

Dr. Walthers invited the board and audience to review the report.

16. New Business

Trusteed Pensa requested the Clery report to be audited for compliance. Trustee Hall asked staffto look into food vendors for the Lompoc Valley Center and having a special recognition forLompoc graduates at the Lompoc Valley Center.

17. Calendar

Dr. Walthers noted the August board meeting is scheduled to take place on Monday, August 14.

18. AdjournmentTrustee Pensa adjourned the meeting at 8:53 p.m.

Kevin G. Walthers, Ph.D. Secretary to the Board of Trustees

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BOARD OF TRUSTEES

Minutes

Board Retreat Meeting

Tuesday, July 25, 2017

Santa Ynez Valley Union High School

Library

2975 East Highway 246

Santa Ynez, California 93460

1. Call to Order

Trustee Pensa called the meeting to order at 1:12 p.m. with the following trustees present:

Hall, Hilker, Lahr, Pensa, Zacarías


2. Public Comment

Monique Segura relayed a story of a former foster student and the challenges encountered in a

jazz dance class. She shared her concerns with the recent hiring of an instructor who does not

have a college degree.

3. Trustee Pensa adjourned the meeting at 1:17 p.m. to tour the Hancock College Center at Santa

Ynez Valley High School.

4. Call to Order

Trustee Pensa called the meeting to order at 1:41 p.m. with the following trustees present:

Hall, Hilker, Lahr, Pensa, Zacarías


5. Information

5.A. Minimum Qualifications and Equivalency

Marla Allegre, Academic Senate president, reviewed the minimum qualifications in

Education Code. She said the discipline list in the code is prepared and reviewed

primarily by the Academic Senate for California Community Colleges. She reviewed

the path the disciplines take when reviewed or adopted and the minimum

qualifications in the Education Code. She noted that the board of trustees relies

primarily upon the advice and judgment of the Academic Senate when determining if

someone meets equivalency requirements. She explained what “relies primarily” on

the advice and judgement of the Senate means and under what circumstances the

board may disagree with their decision. She went on to explain that someone who

Gregory A. Pensa, President

Hilda Zacarías, Vice President



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5.B.

5.C.

5.D.

5.E.

meets the minimum qualifications does not guarantee they will be hired. Hiring a

faculty member is the task of a hiring committee who recommends a few candidates

to the president. The president, along with other faculty and senior staff members,

then interviews the candidates, and makes a final selection.

Multi-Year Budget – Retirement Obligation

Associate Superintendent Black reviewed the budget assumptions for the next three

years. He explained how the base funding for 2016-17 was calculated at 10,000 full-

time equivalents. He reviewed the enrollment outlook and how it will affect the

budget. He pointed out 2016-17 money from mandated funds and mandated reserves

have not been used. He went over the PERS and STRS obligation for the next three

years.

Funding for Fine Arts Building

Dr. Walthers said the college’s bond capacity is based on the assessed value of the

homes in the service area. He reviewed two general obligation refunding scenarios to

fund the Fine Arts Complex. He went over the funds in place and the amount needed

to completely fund the project. The college may need to issue Certificates of

Participation to fund the project. He reviewed the options available and there was a

discussion on funding possibilities.

Annual Report of District Accomplishments for 2016-2017

Dr. Walthers shared the district’s goals and accomplishments with the board of

trustees. He noted the college hopes to acquire fiscal independence from the County

Office of Education in a couple of years. Dr. Walthers gave an update on the

progress made to offer 4-year degrees. He also noted the college is one of 19 fully

accredited colleges from 40 that went through the accreditation review. Trustee Lahr

noted that the accomplishments are above and beyond the daily responsibilities.

Trustee Hall commended Dr. Walthers for establishing goals and reporting back on

the progress.

Board Self-Evaluation

Dr. Walthers shared a summary that compares the community survey from 2015-16

and 2016-17.

6. Consent

On a motion by Trustee Hall, seconded by Trustee Lahr, the Board voted to approve the consent

agenda on a roll-call as follows:

Ayes: Hall, Hilker, Lahr, Pensa, Zacarías

Noes: None

Abstentions: None

7. Action

7.A. Open Hour for Board of Trustees

On a motion by Trustee Zacarías, seconded by Trustee Hall, the Board voted to hold an

19


open hour with a member of the board of trustees on a monthly basis. (Ayes: Hall,

Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None)

7.B. Salary Schedule Revisions for On-Call/Short-Term/Professional Expert Employees

On a motion by Trustee Zacarías, seconded by Trustee Hilker, the Board approved the

revised On-Call/Short-Term/Professional Expert Employees salary schedule revisions

as presented, retroactive to July 1, 2017. (Ayes: Hall, Hilker, Lahr, Pensa, Zacarías;

Noes: None; Absent: None)

7.C. District Goals and Priorities for 2016-17 and 2017-18

On a motion by Trustee Hall, seconded by Trustee Zacarías, the Board set new

priorities for the district that are consistent with 2014-2020 Strategic Plan. (Ayes: Hall,

Hilker, Lahr, Pensa, Zacarías; Noes: None; Absent: None)


No public comment was made.

9. Adjourn to Closed Session

Trustee Pensa adjourned the meeting to closed session at 4:25 p.m.

10. Adjournment

Trustee Pensa adjourned the meeting at 5:00 p.m.

Kevin G. Walthers, Ph.D.

Secretary to the Board of Trustees

20

Administrator Initiating Item:

Michael R. Black Final Disposition:

CONSENT ITEM

To: Board of Trustees Date:

From: Superintendent/President August 14, 2017

Subject: Register of Warrants Item

Number: 11.A.

Strategic

Goal:

Goal IR2: To develop district financial resources adequate to support

quality programs and services.

Enclosures: Page 1 of 2

Full Warrant Register online

BACKGROUND:

The following summary is submitted for board of trustees approval. The full warrant register will be posted on

the district’s website in the electronic board agenda for review prior to the board meeting.

GENERAL FUND 9410

INVOICE WARRANTS $ 2,971,979.35

PAYROLL 6/1/17 – 6/30/17 3,490,470.99

TOTAL GENERAL FUND $ 6,462,450.34

CHILD DEVELOPMENT FUND 9433

INVOICE WARRANTS 2,207.42

PAYROLL 6/1/17 – 6/30/17 63,445.36

TOTAL CHILD DEVELOPMENT FUND 65,652.78

GO BOND CLEARING FUND 9446

INVOICE WARRANTS 0.00

TOTAL GO BOND CLEARING FUND 0.00

GO BOND BUILDING FUND 9447


TOTAL GO BOND BUILDING FUND 172,669.63

CAPITAL OUTLAY PROJECTS FUND 9441


TOTAL CAPITAL OUTLAY PROJECTS FUND 31,542.29

SELF INSURANCE DENTAL FUND 9461

INVOICE CHECK 63,611.00

TOTAL SELF INSURANCE DENTAL FUND 63,611.00

STUDENT CENTER FEE TRUST FUND 9473

INVOICE WARRANTS 0.00

TOTAL STUDENT CENTER FEE TRUST FUND 0.00

SELF INSURANCE HEALTH FUND 9462


TOTAL SELF INSURANCE HEALTH FUND 9,031.09

SELF INSURANCE PROPERTY/LIABILITY FUND 9463


TOTAL SELF INSURANCE PROPERTY/LIABILITY FUND 20,410.28

GRAND TOTAL ALL FUNDS $ 6,825,367.41

RECOMMENDATION:

Staff recommends that the board of trustees approve commercial warrants 1857039 through 1857849 for a subtotal

of $3,271,451.06, and payroll warrants in the amount of $3,553,916.35, for a grand total of $6,825,367.41.

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CONSENT ITEM



Subject: Fourth Quarter Financial Status Report Item

Number: 11.B.

Strategic

Goal:


quality programs and services. Enclosures: Page 1 of 5

BACKGROUND

The fourth quarter financial status report is a routine report which must be submitted to the State Chancellor's Office

on a quarterly basis. It is used by that office to monitor the financial health of a district both as to cash flow and

fiscal solvency.

FISCAL IMPACT

None.

RECOMMENDATION

Staff recommends that the board of trustees accept the fourth quarter financial status report, a routine report that

monitors the financial health of the district, to be submitted to the State Chancellor's Office.

23

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27


George A. Railey Final Disposition:

CONSENT ITEM



Subject: Part-time Faculty Appointments, Regular Faculty Overload Assignments

and Special Assignments/Stipends

Item

Number: 11.C.

Strategic

Goal: Goal SLS2: To support student access, achievement, and success. Enclosures: Page 1 of 20

BACKGROUND

Credit and noncredit instruction and non-instructional assignments for part-time faculty and overload and special

assignments/stipends for regular full-time faculty are recommended for the time periods designated on the attached

list, as per the California Education Code, Section 87482.5.

FISCAL IMPACT

Budgeted for the 2017-2018 fiscal year.

RECOMMENDATION

Staff recommends that the board of trustees approve the attached list of part-time faculty appointments and regular

faculty overload and special assignments/stipends.

28

PART-TIME FACULTY ASSIGNMENTS - CREDIT

FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE ACCOUNTING

Carmody, Richard 20218 ACCT 100 Accounting for Entrepreneurs .200

Galloway, Michael 20866 ACCT 170 Introduction to Tax Accounting .200

Lebar, Christine 20226 ACCT 317 Bookkeeping 1 .200

Mcgill, Myra 20228 ACCT 327 Payroll Accounting .200

Shafer, Nancy 20610 ACCT 140 Managerial Accounting .200

Shafer,,Nancy 20865 ACCT 150 Intro to Accounting Information Systems .200

ADMINISTRATION OF JUSTICE

Amsbaugh, Marian 20601 AJ 120 Juvenile Law and Procedures .200

Barber, David 20773 AJ 150 Introduction to Forensics .200

Fuss, Glenn 20609 AJ 130 Intro to Corrections .200

Fuss, Glenn 21578 AJ 102 Criminal Procedures .200

Harris, Marguerite 20114 AJ 101 Intro to Criminal Justice .200

Kruse, Kurt 20656 AJ 102 Criminal Procedures .200

Kruse, Kurt 20919 AJ 101 Intro to Criminal Justice .200

Lupo, Edward 20113 AJ 101 Intro to Criminal Justice .200

Lupo, Edward 20608 AJ 105 Community Relations .200

Lupo, Edward 21031 AJ 120 Juvenile Law and Procedures .200

Martino, Maria 20117 AJ 104 Legal Aspects of Evidence .200

Vaughan. Chris 20116 AJ 103 Concepts of Criminal Law .200

Vaughan, Chris 20657 AJ 105 Community Relations .200

AGRIBUSINESS

Braun, Douglas 20177 AG 103 Sensory Evaluation of Wine .200

Brown, Christopher 20181 AG 310 Winemaking Operations I .255

Burroughs, Virginia 22026 AG 152 Introduction to Animal Science .200

Fuller, Richard 20178 AG 120 Viticulture Operations 1 .321

Guerra, Guillermo 20966 AG 156 Environmental Horticulture .200

Guerra, Miguel 21577 AG 154 Introduction to Fruit Science .200

Krier, Erin 20874 AG 150 Introduction to Agribusiness .200

Shiers, Eric 20179 AG 125 Soils and Plant Nutrition .388

Vonheckler, Michael 21062 AG 301 Pairing Wine and Food .062

Vonheckler, Michael 21063 AG 304 Dessert Wine & Food Pairing .062

Vonheckler, Michael 21064 AG 305 Pairing the Wines and Food of Provence .062

Vonheckler, Michael 21065 AG 306 Pairing the Wines and Foods of Tuscany .062

Vonheckler, Michael 22015 AG 302 Advanced Pairing Wine and Food .062

Vonheckler, Michael 22016 AG 303 Epicurean Wine and Food .062

Woodman, Christine 21574 AG 157 Ag Sales, Communication & Leadership .200

AMERICAN SIGN LANGUAGE

Caldwell, Jennie 20942 ASL 120 American Sign Language 1 .200

Chavez, Camille 20717 ASL 120 American Sign Language 1 .200

Rivera, Maria 20358 ASL 120 American Sign Language 1 .200

Rivera, Maria 22098 ASL 121 American Sign Language 2 .200

ANTHROPOLOGY

Kinsella, Michael 20854 ANTH 102 Intro to Cultural Anthropology .200

Kinsella, Michael 21722 ANTH 102 Intro to Cultural Anthropology .200

Roberts, Paul 21067 ANTH 102 Intro to Cultural Anthropology .200

Scott, Linda 21066 ANTH 101 Intro to Biological Anthropology .200

29


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE ARCHITECTURE

Sturas, Jonas 20290 ARCH 111 Arch. Graphics & Design I .368

Sturas, Jonas 20862 ARCH 131 Building Construction .200

ART

Doe, Kristopher 20661 ART 120 Drawing 1 .383

Doe, Kristopher 20961 ART 101 Art Appreciation .200

Durham, William 20414 ART 101 Art Appreciation .200

Durham, William 20416 ART 101 Art Appreciation .200

Fast, Martha 20427 ART 122 Life Drawing 1 .383

Noyes, Cecilia 20849 ART 112 Design Color Theory .383

Shaw, Susan 21606 ART 366 Working the Potter’s Wheel .243

Thayer, Jill 21752 ART 101 Art Appreciation .200

Thomas, Laura 20418 ART 101 Art Appreciation .200

Thomas, Laura 20421 ART 107 Computer Fine Art .383

Tye Talkin, Helen 20419 ART 103 Art History Ancient to Medieval .200

Tye Talkin, Helen 20748 ART 101 Art Appreciation .200

Vosburg, Candace 20434 ART 160 Ceramics 1 .368

Weiss, Cheryl 22059 ART 380 Art Lab 1 (Ceramics) .588

ATHLETIC TRAINING

Helvey, Rochelle 20136 ATH 104 Care/Prevention-Athletic Injuries .259

AUTO BODY

Hill, Robert 21632 AB 351 Auto Body Metal .368

Watanabe, John 20978 AB 356 Automotive Painting Techniques .368

AUTOMOTIVE TECHNOLOGY

Ayala, Michael 21634 AT 100 Automotive Fundamentals .376

Horstmann, Jay 20706 AT 100 Automotive Fundamentals .376

Leonard, Richard 21637 AT 343 Engine Performance/Diagnosis .553

Mathiesen, Per 20379 AT 100 Automotive Fundamentals .376

Rosenthal, Mark 20330 AT 100 Automotive Fundamentals .376

BIOLOGY

Devine, Domenica 20187 BIOL 100 Introductory Biology .388

Devine, Domenica 22123 BIOL 100 Introductory Biology .188

Doyle, Timothy 20204 BIOL 100 Introductory Biology .388

Doyle, Timothy 22156 BIOL 100 Introductory Biology .188

Grant, Christopher 22124 BIOL 125 Human Physiology .188

Hadley, Wendy 20704 BIOL 100 Introductory Biology .388

Knowles, Juliet 20892 BIOL 120 Humans & the Environment .200

Knowles, Juliet 20893 BIOL 120 Humans & the Environment .200

Morris, Jennifer 20189 BIOL 100 Introductory Biology .388

Morris, Jennifer 22126 BIOL 100 Introductory Biology .188

Mullen, Marcy 20215 BIOL 124 Human Anatomy .388

Mullen, Marcy 22127 BIOL 124 Human Anatomy .188

Pierce, Kerry 20207 BIOL 100 Introductory Biology .388

Shiers, Eric 21309 BIOL 120 Humans & the Environment .200

Valencia, Lisa 20607 BIOL 128 Microbiology .513

30


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE BUSINESS

Gallina, Henry 21670 BUS 356 Managing Organizations .033

Gallina, Henry 21671 BUS 358 Managing Individuals .033

Gallina, Henry 21673 BUS 361 Your Leadership Style .033

Murray, Earl 20583 BUS 160 Business Communications .200

Murray, Earl 20994 BUS 104 Business Organization & Mgmt. .200

Nowicki, Alicia 21706 BUS 357 Management: Listening .033

Sherrod, Jerry 21704 BUS 396 Performance Measurement .033

Wagner, Stephen 21702 BUS 369 Employment Law .033

Wagner, Stephen 21703 BUS 374 Business Incorporation .033

BUSINESS INFORMATION SYSTEMS

Reinwald, Eileen 20635 CBIS 371 Intro to Excel .067

Robertus, Paul 20246 CBIS 101 Computer Concepts & Apps .200

Robertus, Paul 20247 CBIS 101 Computer Concepts & Apps .200

BUSINESS OFFICE TECHNOLOGY

Kozel, Mark 20630 CBOT 100 Keyboarding .067

Reinwald, Eileen 20667 CBOT 312 Keyboarding Speed & Development .067

Reinwald, Eileen 21036 CBOT 312 Keyboarding Speed & Development .067

Wagner, Karin 20778 CBOT 305 Legal Office Procedures .200

CHEMISTRY

Ahler, Michael 20259 CHEM 120 Introductory Chemistry .388

Oakes, Raymond 20258 CHEM 120 Introductory Chemistry .388

Phillips, Tracy 20647 CHEM 120 Introductory Chemistry .388

Phillips, Tracy 22130 CHEM 120 Introductory Chemistry .188

Schroeder, Feride 20263 CHEM 120 Introductory Chemistry .388

COMPUTER SCIENCE

Reinwald, Carl 20924 CS 131 Computer Organization .200

COUNSELING

Clardy, Daniel Assigned Counseling Adult Ed Block Grant .487

Davis, Henry Assigned Counseling 3SP .243

Eulloqui, Angelica Assigned Counseling Student Equity .649

Garcia, Beverly Assigned Counseling CTEA/EOPS .595

Machado, Michelle Assigned Counseling 3SP .595

McKinley, Lisa Assigned Counseling 3SP .486

Paz, Cynthia Assigned Counseling 3SP .512

Teniente, Cecelia Assigned Counseling CARE .087

Teniente, Cecelia Assigned Counseling EOPS .264

West, Veronica Assigned Counseling Student Equity .525

Wright-Morgan, Christina Assigned Counseling 3SP .499

CULINARY ARTS

Cardiel, Kathleen 20640 CA 124 Sanitation, Safety & Equipment .200

Liddi, Scott 20856 CA 123 Principles of Foods 2 .243

Liddi, Scott 21688 CA 118 Beverage Management .067

Lovell, Ronald 21753 CA 119 Intro to Hospitality Industry .133

31


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE Lovell, Ronald 21755 CA 125 Supervision & Training .200

Lovell, Ronald Assigned CA Culinary Arts Coordinator .400

Peters, Dawn 20119 CA 120 Principles of Foods 1 .376

Peters, Dawn 20122 CA 324 Cake Decorating & Decorative Work .121

DANCE

Claverie, Kellie 20616 DANC 133 Hip Hop Dance .188

Claverie, Kellie 20851 DANC 156 Techniques for Stretch .176

Heredia, Horacio 20588 DANC 110 Beginning Modern Dance .188

Heredia, Horacio 20598 DANC 140 Beginning Folklorico .188

Heredia, Horacio 22062 DANC 111 Intermediate Modern Dance .095

Johnson, Michael 22060 DANC 182 Technical Production Lab .588

Kim, Young 21612 DANC 133 Hip Hop Dance .188

Kline, Valerie 20587 DANC 101 Dance Appreciation .200

Kriewall, Jaclyn-Sue 20589 DANC 120 Beginning Ballet .188

Kriewall, Jaclyn-Sue 22061 DANC 121 Intermediate Ballet .094

Mann, Shandy 21069 DANC 120 Beginning Ballet .188

Reyes, Benjamin 21613 DANC 137 Funk Dance .188

Segura, Monique 20970 DANC 152 Beginning Tap .188

Valenzuela, Cynthia 22061 DANC 121 Intermediate Ballet .095

DENTAL ASSISTING

Detter, Diane 22047 DA 318 Basic Dental Assisting Skills .285

Detter, Diane 22055 DA 318 Basic Dental Assisting Skills .279

*Gisclon, Amy 20957 DA 319 DA Administrative Skills .200

*Gisclon, Amy 21487 DA 317 Dental Assisting Theory .467

*Gisclon, Amy Assigned DA Dental Coordinator .400

Gomez, Michael 20285 DA 314 Introduction to Bio-Dental Science .200

Gomez, Michael 22047 DA 318 Basic Dental Assisting Skills .011

Kucska, Simone 22047 DA 318 Basic Dental Assisting Skills .279

Kucska, Simone 22055 DA 318 Basic Dental Assisting Skills .279

Titus, Maureen 22047 DA 318 Basic Dental Assisting Skills .279

Titus, Maureen 22055 DA 318 Basic Dental Assisting Skills .279

Traylor, Shelby 22047 DA 318 Basic Dental Assisting Skills .297

Traylor, Shelby 22055 DA 318 Basic Dental Assisting Skills .279

*Hired under California Education Code, Section 87482

DRAMA

Blanchard Foster, Danielle 21484 DRMA 103 Introduction to Theatre .200

Martin,Wendy 20444 DRMA 110 History of World Theatre 1 .200

EARLY CHILDHOOD STUDIES

Graham, Michelle 20124 ECS 100 Child Growth and Development .200



Malinowski, Marya 20126 ECS 100 Child Growth and Development .200

Malinowski, Marya 21023 ECS 112 Intro Young Child with Special Needs .200

Murray, Lisa 20128 ECS 101 Child, Family and Community .200

Shaw, Michael 20163 ECS 122 Positive Child Guidance .200

Shaw. Michael 20585 ECS 132 Child – Identity & Learning .309

32


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE Viker, Sharol 20133 ECS 105 Observation and Assessment .200

Viker, Sharol 21663 ECS 104 Principles and Practices .200

ECONOMICS

Avery, Helena 21343 ECON 101 Principles of Macro-Economics .200

Avery, Helena 22056 ECON 101 Principles of Macro-Economics .200

Baum, Richard 21655 ECON 102 Principles of Micro-Economics .200

Murphy, Paul 20900 ECON 101 Principles of Macro-Economics .200

Zacharia, Dan 20959 ECON 101 Principles of Macro-Economics .200

ELECTRONICS

Keinert, Kevin 21638 EL 106 Networking Essentials 1 .309

Keinert, Kevin Assigned EL Electronics Coordinating .100

Peterschick, Mark 20982 EL 320 A+ Certification .251

Ruiz, Joshua 21639 EL 105 PC Care and Upgrade .310

Schug, Gregory 20514 EL 118 Fundamentals of Circuit Analysis .200

Schug, Gregory 20516 EL 119 Fund of DC and AC Circuits Lab .353

Wilson, Jeff 20864 EL 104 Intro to Robotics & Mechatronics .309

EMERGENCY MEDICAL SERVICES

McDonough, Michael 20992 EMS 319 Emergency Response to Terrorism .200

Roehl, Susan 21730 EMS 301 EMS Academy – 1A (EMT) .620

Schuetz-Jones, Deborah 20673 EMS 306 CPR for Healthcare Providers .033

Schuetz-Jones, Deborah 20674 EMS 306 CPR for Healthcare Providers .033

Wilmerding, David 22063 EMS 401 EMT 1 (Basic) Refresher .117

ENGINEERING

Gerrity, John 20873 ENGR 162 Materials Science Lab .188

Gerrity, John 21033 ENGR 162 Materials Science Lab .188

ENGINEERING TECHNOLOGY

Breschini, Timothy 20517 ET 140 Engineering Drawing .368

Breschini, Timothy 20801 ET 117 Print Reading & Interpretation .200

Nguyen, Lee 20387 ET 100 Computer-Aided Drafting .309

ENGLISH

Aro, Diane 20572 ENGL 514 Writing Skills 4 .406

Aro, Diane 20883 ENGL 103 Critical Thinking & Composition .216

Ayres, Amanda 21040 ENGL 101 Freshman Comp: Exposition .288

Ayres, Amanda 21041 ENGL 101 Freshman Comp: Exposition .288

Bartley, Kymba 20790 ENGL 103 Critical Thinking & Composition .216

Belknap, Jacquelyn 22009 ENGL 306 Writing Laboratory .190

Byrne, Jean 22009 ENGL 306 Writing Laboratory .143

Carroll, Christopher 20385 ENGL 103 Critical Thinking & Composition .216

Carroll, Christopher 20390 ENGL 103 Critical Thinking & Composition .216

Dailey, Allen 20546 ENGL 101 Freshman Comp: Exposition .288

Davis, Jessica 22009 ENGL 306 Writing Laboratory .143

Farrell, Tim 21585 ENGL 101 Freshman Comp: Exposition .288

Farrell, Tim 21725 ENGL 101 Freshman Comp: Exposition .288

Greenelsh, Shawn 22009 ENGL 306 Writing Laboratory .452

33


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE Guido Brunet, Melanie 22009 ENGL 306 Writing Laboratory .499

Halderman, Anthony 20833 ENGL 103 Critical Thinking & Composition .216

Halderman, Anthony 20847 ENGL 514 Writing Skills 4 .288

Hamilton, Dawn 20561 ENGL 511 Writing Skills 1 .406

Harmon, Colleen 22009 ENGL 306 Writing Laboratory .143

Harris, Laura 20848 ENGL 514 Writing Skills 4 .288

Harris, Laura 21586 ENGL 101 Freshman Comp: Exposition .288

Hidinger, Matthew 20948 ENGL 101 Freshman Comp: Exposition .288

Hidinger, Matthew 21590 ENGL 101 Freshman Comp: Exposition .288

Huk, Peter 20383 ENGL 101 Freshman Comp: Exposition .288

Huk, Peter 21708 ENGL 101 Freshman Comp: Exposition .288

Kazarian, Albert 22009 ENGL 306 Writing Laboratory .143

Loomis, Sherry 20824 ENGL 514 Writing Skills 4 .288

Loomis, Sherry 22009 ENGL 306 Writing Laboratory .071

McMahon, Michael 22009 ENGL 306 Writing Laboratory .540

Mclaughlin, Michael 21723 ENGL 101 Freshman Comp: Exposition .288

Mclaughlin, Michael 21724 ENGL 101 Freshman Comp: Exposition .288

Miller, Mark 20391 ENGL 103 Critical Thinking & Composition .216

Miller, Mark 20645 ENGL 101 Freshman Comp: Exposition .288

Miller, Mark 22009 ENGL 306 Writing Laboratory .048

Moretti, Alicia 22009 ENGL 306 Writing Laboratory .143

Mosson, Leslie 22009 ENGL 306 Writing Laboratory .238

Romo, Alina 22009 ENGL 306 Writing Laboratory .207

Scovil, Tracy 20369 ENGL 101 Freshman Comp: Exposition .288

Shattuck, Patrick 21588 ENGL 101 Freshman Comp: Exposition .288

Shields, Nathan 20566 ENGL 513 Writing Skills 3 .288

Slama, Jane 20381 ENGL 101 Freshman Comp: Exposition .288

Slama, Jane 22009 ENGL 306 Writing Laboratory .333

Sukrad, Wilma 22009 ENGL 306 Writing Laboratory .333

Sullivan, Darren 21013 ENGL 595 Accelerated Reading and Writing Skills .406

Sullivan, Darren 21037 ENGL 103 Critical Thinking & Composition .216

Weyandt, Mary 20691 ENGL 101 Freshman Comp: Exposition .288

ENGLISH AS A SECOND LANGUAGE

Ward, Amy 21581 ESL 572 Public Speaking Skills .200

FAMILY AND CONSUMER SCIENCE

Behnke, Ginger 20885 FCS 137 Fashion Industry & Marketing .200

Behnke, Ginger 20886 FCS 139 Textiles .200

Behnke, Ginger Assigned FCS FCS Coordinating .200

Connolly, Linda 20170 FCS 131 Life Management .200

Curtis, Kathleen 20639 FCS 131 Life Management .200

Gil, Bessy 20539 FCS 109 Basic Nutrition for Health .200

Gil, Bessy 20816 FCS 109 Basic Nutrition for Health .200

Hendey Mckee, Kealoha 21666 FCS 170 Interior Design .259

Parker, Elizabeth 20537 FCS 109 Basic Nutrition for Health .200

Parker, Elizabeth 20538 FCS 109 Basic Nutrition for Health .200

Selby, Megan 21665 FCS 140 Apparel Construction .243

FILM

Hiramatsu, Glenn 20575 FILM 126 Intro to Motion Graphics .381

34


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE Moret, Jeanine 20445 FILM 101 Film Art & Communication .261

Simonsen, Michele 20759 FILM 101 Film Art & Communication .261

Simonsen, Michele 20841 FILM 101 Film Art & Communication .261

Smith, Robin 20502 FILM 125 Computer Video Editing .261

FIRE TECHNOLOGY

Champion, Leonard 22131 FT 307 Firefighter 1 Academy 1A .032

Dickson, Douglas 22131 FT 307 Firefighter 1 Academy 1A .017

Harwick, Phillip 22131 FT 307 Firefighter 1 Academy 1A .033

Janatsch, Bruce 22131 FT 307 Firefighter 1 Academy 1A .165

Markley, John 22131 FT 307 Firefighter 1 Academy 1A .017

Martinez, Christopher 22131 FT 307 Firefighter 1 Academy 1A .059

McLeod, Derek 22131 FT 307 Firefighter 1 Academy 1A .059

Mcmann, Scott 22131 FT 307 Firefighter 1 Academy 1A .061

Senior, Cristin 21646 FT 107 Apparatus and Equipment .200

Senior, Cristin 21647 FT 341 Fire Hydraulics .200

Vernon, Sherman 22112 FT 310 Fire Service Physical Fitness .264

FOOD SCIENCE AND NUTRITION

Benedict, Patricia 20712 FSN 110 Nutrition Science .200

Benedict, Patricia 22121 FSN 134 Food/Nutrition/Customs/Culture .201

Farrington, Susan 20174 FSN 109 Basic Nutrition for Health .200

Farrington, Susan 20185 FSN 110 Nutrition Science .200

Gariepy, Chantal 21652 FSN 109 Basic Nutrition for Health .200

Gariepy, Chantal 21701 FSN 110 Nutrition Science .200

Kohlen, Corinne 20859 FSN 110 Nutrition Science .200

Liddi, Scott 22121 FSN 134 Food/Nutrition/Customs/Culture .176

FRENCH

Lewis, Corin 20984 FRCH 101 Elementary French .333

GEOGRAPHY

Chaudhari, Rajni 20695 GEOG 102 Human Geography .200

Chaudhari, Rajni 22014 GEOG 101 Physical Geography .200

GEOLOGY

Schroeder, Feride 20273 GEOL 141 Environmental Geology .200

GLOBAL STUDIES

Ashbaugh, John 20768 GBST 101 Introduction to Global Studies .200

GRAPHICS

Hiramatsu, Glenn 22057 GRPH 360 Applied Design Graphics Lab 1 .132

Schuldt, Mandy 20453 GRPH 110 Introduction to Graphic Design .261

Tippitt, Brian 20454 GRPH 112 Digital Imagery .261

Tippitt, Brian 20488 GRPH 111 Digital Imagery Lab .188

HEALTH EDUCATION

Clark, Jada 20151 HED 100 Health and Wellness .200

Griego, Clarence 20145 HED 100 Health and Wellness .200

35


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE Griego, Clarence 20149 HED 100 Health and Wellness .200

Griego, Clarence 20154 HED 100 Health and Wellness .200

Hazard-Mcloughlin, Kelly 20147 HED 100 Health and Wellness .200

Hazard-Mcloughlin, Kelly 20749 HED 100 Health and Wellness .200

King, Roy 20146 HED 100 Health and Wellness .200

Maltagliati, Frank 20642 HED 100 Health and Wellness .200

Motenko, Joshua 20547 HED 100 Health and Wellness .200

Nickason, Scott 20153 HED 100 Health and Wellness .200

Weare, Myrna 20152 HED 100 Health and Wellness .200

HEALTH SERVICES

Feld, Christine Assigned Health Health Services .203

Redding-Stewart, Deborah Assigned Health Health Services .649

Rice, Joan Assigned Health Health Services .030

Santa Cruz, Dalila Assigned Health Health Services .405

Stagnolia, Beth Assigned Health Health Services .608

Vonfrausing-Borch, Ole Assigned Health Health Services .027

Zachrich, Richard Assigned Health Health Services .051

HISTORY

Ashbaugh, John 20034 HIST 118 US History .200

Ashbaugh, John 20769 HIST 107 US History to 1877 .200

Christoferson, Jalaine 20024 HIST 105 Western Civilization Since 1650 .200

Christoferson, Jalaine 20030 HIST 108 US History 1877 to Present .200

Fischer, Klaus 20032 HIST 108 US History 1877 to Present .200

Gerich, Robert 20987 HIST 118 US History .200

Jenkins, Basil 20022 HIST 104 Western Civilization to 1650 .200

Jenkins, Basil 20662 HIST 105 Western Civilization Since 1650 .200

Mccomb, James 21068 HIST 118 US History .200

Mccomb, James 22081 HIST 107 US History to 1877 .200

Moreno, Michelle 20031 HIST 108 US History 1877 to Present .200

Moreno. Michelle 20035 HIST 118 US History .200

Nerelli, Cary 20026 HIST 107 US History to 1877 .200

Severn, Josh 20840 HIST 119 History of California .200

Severn, Josh 21361 HIST 118 US History .200

Simpson, Roger 20039 HIST 118 US History .200

Simpson, Roger 20664 HIST 118 US History .200

Wilson, Jonathan 20036 HIST 118 US History .200



HUMAN SERVICES

Connolly, Linda 20194 HUSV 106 Family Systems, Addiction & Trauma .200

Connolly, Linda 20713 HUSV 112 Gentle Communication Skills for Change .200

Elam, Sharon 20191 HUSV 103 Basic Counseling Skills .200

Elam, Sharon 20202 HUSV 128 Positive Psychology .200

Hayes, Grace 20211 HUSV 132 Drugs, the Brain and the Body .200

McGarigle, Rebecca 20190 HUSV 101 Becoming a Helping Professional .200

Rodriguez, Roberto 21660 HUSV 111 Addiction Treatment & Recovery .200

Rodriguez, Roberto 21661 HUSV 142 Co-occurring Disorders: Engagement .200

Segura, Raymond 20192 HUSV 104 Group Dynamics .200

36


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE Traga, Larissa 20196 HUSV 108 Crisis Intervention Strategies .200

ITALIAN

Matarrese, Teresiana 21567 ITAL 101 Elementary Italian .333

LAW ENFORCEMENT

Day, Alan 20828 LE 320 Basic Law Enforcement Academy .059

Dillard, Bryan 20828 LE 320 Basic Law Enforcement Academy .033

Gerber, Sonny 20828 LE 320 Basic Law Enforcement Academy .037

Gotschall, Christopher 20828 LE 320 Basic Law Enforcement Academy .088

Hieatt, Jay 20828 LE 320 Basic Law Enforcement Academy .017

Hollis, Michael 20828 LE 320 Basic Law Enforcement Academy .028

Klapakis, Jeffery 20828 LE 320 Basic Law Enforcement Academy .088

Kuhl, Perry 20828 LE 320 Basic Law Enforcement Academy .017

Linver, Solomon 20828 LE 320 Basic Law Enforcement Academy .025

Lopez, Joe 20828 LE 320 Basic Law Enforcement Academy .059

Lovato, Chris 20828 LE 320 Basic Law Enforcement Academy .066

Martinez, Alison 20828 LE 320 Basic Law Enforcement Academy .125

McBeth, Jerald 20828 LE 320 Basic Law Enforcement Academy .100

Miller, Steven 20828 LE 320 Basic Law Enforcement Academy .088

Perkins, Michael 20828 LE 320 Basic Law Enforcement Academy .067

Purcell, Mark 20828 LE 320 Basic Law Enforcement Academy .059

Reid, Robert 20828 LE 320 Basic Law Enforcement Academy .076

Rylant, Chuck 20828 LE 320 Basic Law Enforcement Academy .175

Vega, Woodrow 20828 LE 320 Basic Law Enforcement Academy .126

Whitham, David Assigned LE POST Coordinator .500

LIBRARY

Beck, Colleen Assigned Librarian Student Equity/Coord .027

Beck, Colleen Assigned Librarian SM .243

Meddings, Nancy Assigned Librarian Student Equity/Coord .133

Mosson, Leslie Assigned Librarian Student Equity/Coord .014

Pendleton, Kim Assigned Librarian LVC .108

Reid, Daniel Assigned Librarian LVC .108

Wyngard, Michele Assigned Librarian Student Equity/Coord .041

Wyngard, Michele Assigned Librarian SM .088

Yurasek, James Assigned Librarian Student Equity/Coord .027

Yurasek, James Assigned Librarian SM .142

Yurasek, James Assigned Librarian LVC .216

MACHINING & MANUFACTURING TECHNOLOGY

Tapper, David 20911 MT 109 Survey of Machining and Mfg. .486

Vega, Rafael 20804 MT 300 Shop Math and Measurement .200

MATHEMATICS

Abela, Alexander 20515 MATH 181 Calculus 1 .333

Adams, David 20720 MATH 131 College Algebra .267

Adams, David 21731 MATH 309 Algebra and Math Literacy .333

Barker, Laurie 21684 MATH 531 Pre-Algebra .200

Barker, Laurie 21685 MATH 531 Pre-Algebra .200

Crain, Richard 20327 MATH 311 Algebra 1 .267

37


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE Felix, Christopher 20315 MATH 141 Precalculus .400

Frainer, Marcia 20786 MATH 521 Foundations of Mathematics .400

Gildea, John 20344 MATH 331 Algebra 2 .333

Gildea, John 20882 MATH 311 Algebra 1 .267

Lee, Laurene 21051 MATH 311 Algebra 1 .267

Lee, Laurene 21052 MATH 311 Algebra 1 .267

Lombard, Amanda 20345 MATH 331 Algebra 2 .333

Lombard, Amanda 20351 MATH 531 Pre-Algebra .200

Macias, Eva 20932 MATH 123 Elementary Statistics .333

McDonald, Karl 21686 MATH 141 Precalculus .400

Meidell, Ronald 20328 MATH 311 Algebra 1 .267

Meidell, Ronald 20347 MATH 331 Algebra 2 .333

Mendoza, Kenya 20349 MATH 531 Pre-Algebra .200

Mesri, Parivash 20340 MATH 331 Algebra 2 .333

Mesri, Parivash 20343 MATH 331 Algebra 2 .333

Mickle, Gary 20325 MATH 311 Algebra 1 .267

Mickle, Gary 20652 MATH 331 Algebra 2 .333

Ohap, Richard 20881 MATH 123 Elementary Statistics .333

Ohap, Richard 20918 MATH 331 Algebra 2 .333

Pande, Anurag 20348 MATH 331 Algebra 2 .333

Porter, Matthew 20342 MATH 331 Algebra 2 .333

Porter, Matthew 21022 MATH 309 Algebra and Math Literacy .333

Rose, Kimberly 20309 MATH 123 Elementary Statistics .333

Shimabuku, Ashley 20346 MATH 331 Algebra 2 .333

Shimabuku, Ashley 21693 MATH 331 Algebra 2 .333

Silva, Douglas 20650 MATH 123 Elementary Statistics .333

Underwood, Scott 20934 MATH 333 Algebra 2: Part1 .259

Wang, Yi-Hui 20310 MATH 123 Elementary Statistics .333

Woods, Anne 20323 MATH 311 Algebra 1 .267

Woods, Anne 20766 MATH 123 Elementary Statistics .333

Yundt, David 20311 MATH 131 College Algebra .267

MEDICAL ASSISTING

Adkins, Robyn 20755 MA 352 MA Administrative Procedures .376

Austin, George 20526 MA 352 MA Administrative Procedures .376

Grant, Christopher 20754 MA 305 Body Systems and Disease .333

Osuna, Gerri 21998 MA 351 MA Clinical Procedures 1 .176

MULTIMEDIA ARTS AND COMMUNICATIONS

Neumann, Thomas 20457 MMAC 112 Web Page Design .309

MUSIC

Becker, David 20666 MUS 100 Music Appreciation .200

Coelho, Jerry 20473 MUS 125 Beginning Guitar .180

Foreman, Karen 20468 MUS 120 Beginning Piano .121

Foreman, Karen 21616 MUS 110 Music Fundamentals .133




Osborne, Charles 20505 MUS 146 Jazz Ensemble .176

Sargen, Kimberly 20471 MUS 133 Class Vocal Techniques .243

38


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE Stoll, Greg 20477 MUS 140 Symphonic Band .176

NURSING

Bianchi, Joelle 22000 NURS 108 RN Practicum 2 .644

Bissin, Carmen 22002 NURS 300 CNA/Acute Care Aide .176

Brown, Douglas 22002 NURS 300 CNA/Acute Care Aide .265

Colon, Benjamin 22000 NURS 108 RN Practicum 2 .412

Conner, Bethany 21999 NURS 370 Intravenous Therapy .055

Conner, Bethany 22004 NURS 338 Clinical Lab 3 .293

Deleija, Luz 22004 NURS 338 Clinical Lab 3 .383

Eckles, Deborah 22004 NURS 338 Clinical Lab 3 .353

Hall, Deanette 22002 NURS 300 CNA/Acute Care Aid .206

Jay, Beaulah 22004 NURS 338 Clinical Lab 3 .383

Kuras, Julie 22002 NURS 300 CNA/Acute Care Aid .121

Machado, Marilyn 22000 NURS 108 RN Practicum 2 .643

Miller, Jacqueline 22000 NURS 108 RN Practicum 2 .515

Miller, Jacqueline 22004 NURS 338 Clinical Lab 3 .147

Page, Randolph 22000 NURS 108 RN Practicum 2 .643

Quigley, Catherine 22000 NURS 108 RN Practicum 2 .257

Royce, Geraldine 22003 NURS 300 CNA/Acute Care Aide .218

Salazar, Patricia 22004 NURS 338 Clinical Lab 3 .118

PARALEGAL STUDIES

Bixby, David 21667 PLGL 102 Criminal Law & Procedure .200

Bixby, David 21707 PLGL 107 Ethics for Paralegals .067

Hinden, John 20668 PLGL 104 Legal Research & Writing .200

Wagner, Stephen 20573 PLGL 101 Intro to Paralegal Studies .200

Wagner, Stephen 20669 PLGL 110 Intellectual Property Law .200

PERSONAL DEVELOPMENT

Stein, Jeffrey 20722 PD 100 Personal & Career Exploration .200

Stein, Jeffrey 20753 PD 110 College Success Seminar .067

Wong, Nicole 20079 PD 100 Personal & Career Exploration .200

PHILOSOPHY

Fischer, Klaus 20053 PHIL 102 Existence & Reality .200

Heiges, Kenneth 20057 PHIL 114 Critical Thinking .216

Heiges, Kenneth 20058 PHIL 114 Critical Thinking .216

Heiges, Kenneth 22080 PHIL 121 Religions of the Modern World .200

Mahon, Richard 20060 PHIL 121 Religions of the Modern World .200

Nolan, Francis 20054 PHIL 105 Ethics .200

Nolan, Francis 20056 PHIL 112 Logic .200

Nolan, Francis 20771 PHIL 121 Religions of the Modern World .200

Tennberg, Chris 21092 PHIL 105 Ethics .200

PHOTOGRAPHY

Gingras, Theresa 20975 PHTO 170 Digital Photography .309

Gingras, Theresa 21631 PHTO 150 Intro to Commercial Photography .185

Jacoby, Richard 20480 PHTO 110 Basic Photography .309

Jacoby, Richard 21629 PHTO 140 Intro to Color Photography .309

Weiner, Betsy 22058 PHTO 380 Black and White Photo Lab 1 .183

39


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE PHYSICAL EDUCATION

Armendariz, Victor 21733 PE 167 Basketball .143

Armendariz, Victor 22005 PE 140 Physical Fitness Laboratory .143

Ashmore, Michael 20600 PE 100 Introduction to Kinesiology .200

Bittle, Cynthia 20750 PE 132 Cardio Kickboxing .143

Clark, Jada 20686 PE 143 Step Aerobics .143

Clark, Jada 21016 PE 142 Low Impact Condition Exercises .143

Clark, Jada 21019 PE 133 Yoga Fitness .143

Clark, Jada 22005 PE 140 Physical Fitness Laboratory .039

Claverie, Kellie 20159 PE 132 Cardio Kickboxing .143

Conde, Vincent 21735 PE 167 Basketball .143

Dorfhuber, Rosabeth 20164 PE 133 Yoga Fitness .143

King, Roy 20155 PE 120 Beginning & Intermediate Swimming .143

King, Roy 22006 PE 121 Swim Fitness Lab .238

Koivisto, Patricia 20161 PE 133 Yoga Fitness .143

Koivisto, Patricia 20184 PE 143 Step Aerobics .143



Koivisto, Patricia 22005 PE 140 Physical Fitness Laboratory .096

Landers, Shannon 20158 PE 130 Self Defense .143

Landers, Shannon 20165 PE 134 Martial Arts Techniques .143

Landers, Shannon 20889 PE 130 Self Defense .143

Melena, Jennifer 21021 PE 100 Introduction to Kinesiology .200

Melena, Jennifer 22005 PE 140 Physical Fitness Laboratory .143

Melena, Jennifer 22006 PE 121 Swim Fitness Lab .096

Miller, Leslie 20206 PE 154 Jogging/Walking .143

Miller, Leslie 22005 PE 140 Physical Fitness Laboratory .116

Motenko, Joshua 20719 PE 167 Basketball .143

Nickason, Scott 22005 PE 140 Physical Fitness Laboratory .143

Schuetz-Jones, Deborah 22162 PE 129 First Aid-CPR: Educator/Coach .067

Schuetz-Jones, Deborah 22176 PE 129 First Aid-CPR: Educator/Coach .134

Twitchell, Mary 22006 PE 121 Swim Fitness Lab .638

Vernon, Sherman 20751 PE 146 Strength and Flexibility .143

Voss, Caitlin 20890 PE 132 Cardio Kickboxing .143

PHYSICAL EDUCATION INTERCOLLEGIATE ATHLETICS

Ashmore, Michael 22173 PEIA 185 Intercollegiate Swimming Women .430

Maltagliati, Frank 20814 PEIA 100 Intercollegiate Football .476

Miller, Dominique 22125 PEIA 195 Intercollegiate Conditioning .477

Miller, Dominique 22173 PEIA 185 Intercollegiate Swimming Women .018

Miller, Leslie 22129 PEIA 135 Intercollegiate Basketball, Women .089

Molina, Julio 20492 PEIA 125 Intercollegiate Volleyball .476

Nerelli, Cary 22129 PEIA 135 Intercollegiate Basketball, Women .388

Quintana. Louie 20938 PEIA 155 Intercollegiate Track, Women .476

Vinnedge, Billy 20493 PEIA 110 Intercollegiate Soccer, Man .476

PHYSICAL SCIENCE

Fulton, Michelle 21683 PHSC 199H Eastern Sierra NV-Advanced Studies .301

40


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE PHYSICS

Schmidt, Jason 22022 PHYS 141 General Physics 1 .188

POLITICAL SCIENCE

Den Otter, Ronald 20701 POLS 103 American Government .200

Mahon, Cynthia 21717 POLS 103 American Government .200

Payne, Daniel 20063 POLS 103 American Government .200

Payne, Daniel 20631 POLS 103 American Government .200

Sprecher, Christopher 22144 POLS 105 Comparative Politics .200

Sprecher, Christopher 22145 POLS 105 Comparative Politics .200

Weinstock, Rita 20065 POLS 103 American Government .200

Weinstock, Rita 21336 POLS 103 American Government .200

PSYCHOLOGY

Curtis, Kathleen 21657 PSY 118 Lifespan Development .200

Eybel, Ernest 20077 PSY 101 General Psychology .200

Gaona, Daniel 20855 PSY 101 General Psychology .200



Kindell-Vandermollen,

Claudia

20772 PSY 117 Child Psychology .200

Mandziara, Maria 20074 PSY 101 General Psychology .200

Mandziara, Maria 20821 PSY 112 Human Sexuality .200

Melena, Jennifer 20794 PSY 118 Lifespan Development .200

Rock, Sabrina 20075 PSY 101 General Psychology .200

Vonfrausing-Borch, Ole 20073 PSY 101 General Psychology .200



READING

Loomis, Sherry 20780 READ 110 Reading for College 4 .259

Pirman, Deborah 20782 READ 110 Reading for College 4 .259

Sukrad, Wilma 20779 READ 110 Reading for College 4 .259

REAL ESTATE

Rigali, James 21668 RE 100 Real Estate Principles .200

RECREATION

Armendariz, Victor 21732 REC 101 Intro to Recreation Management .200

Conde, Vincent 21734 REC 101 Intro to Recreation Management .200

LeSage, Paul 20213 REC 101 Intro to Recreation Management .200

LeSage, Paul 20214 REC 105 Program Planning – Recreation .200

LeSage, Paul 20216 REC 107 Recreational Sport Programming .200

Motenko, Joshua 21345 REC 179A Outdoor & Adventure Recreation .200

SOCIOLOGY

Rock, Sabrina 21030 SOC 106 Alcohol, Drugs and Addiction .200

Traga, Lulzim 20500 SOC 101 Intro to Sociology .200

41


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE SPANISH

Leon Merino, Hilda 20359 SPAN 101 Elementary Spanish I .333

Leon Merino, Hilda 21729 SPAN 101 Elementary Spanish I .333

Ruvalcaba Heredia, Erica 20718 SPAN 101 Elementary Spanish I .333

SPEECH COMMUNICATION

Byrne, Jean 20398 SPCH 101 Public Speaking .200

Byrne, Jean 20403 SPCH 101 Public Speaking .200

Coggins, Lynn 20404 SPCH 101 Public Speaking .200

Coggins, Lynn 20692 SPCH 102 Small Group Communication .200

Coggins, Lynn 22146 SPCH 101 Public Speaking .200

Gerbasi, Suzanne 20406 SPCH 102 Small Group Communication .200

Gerbasi, Suzanne 20408 SPCH 102 Small Group Communication .200

Gerbasi, Suzanne 21658 SPCH 101 Public Speaking .200

Greco, Ashley 20401 SPCH 101 Public Speaking .200

Greco, Ashley 20693 SPCH 106 Argumentation and Debate .200

Greco, Ashley 21071 SPCH 101 Public Speaking .200

Henderson, Bruce 20531 SPCH 102 Small Group Communication .200

Henderson, Bruce 20599 SPCH 101 Public Speaking .200

Magruder, Amy 20407 SPCH 102 Small Group Communication .200



Ward, Amy 20507 SPCH 101 Public Speaking .200

Ward, Amy 20543 SPCH 101 Public Speaking .200

THEATRE

Allen, Jeffery 22049 THEA 110 Beg Production Lab .052

Allen, Jeffery 22052 THEA 198J Rep of 12th Night and Fences .089

Allen, Jeffery 22053 THEA 301 Beg Prep for Rep Production .105

Allen, Jeffery 22054 THEA 305 Materials, Tools, & Tech 1 .157

Barrows, Eddy 22049 THEA 110 Beg Production Lab .052

Barrows, Eddy 22054 THEA 305 Materials, Tools, & Tech 1 .157

Bolen, Jason 22049 THEA 110 Beg Production Lab .052

Bolen, Jason 22054 THEA 305 Materials, Tools, & Tech 1 .157

Carroll, Brad 22050 THEA 114 Beg Performance Lab .065

Carroll, Brad 22051 THEA 120 Advanced Professional Acting I .220

Firestone-Walker, Polly 22048 THEA 101 Applied Professional Acting I .126

Firestone-Walker, Polly 22051 THEA 120 Advanced Professional Acting I .387

Hendricks, Karin 22050 THEA 114 Beg Performance Lab .065

Hendricks, Karin 22051 THEA 120 Advanced Professional Acting I .131

Hogan, Abigail 22049 THEA 110 Beg Production Lab .052

Hogan, Abigail 22054 THEA 305 Materials, Tools, & Tech 1 .157

Hogan, Tim 22049 THEA 110 Beg Production Lab .052

Hogan, Tim 22053 THEA 301 Beg Prep for Rep Production .052

Hogan, Tim 22054 THEA 305 Materials, Tools, & Tech 1 .157

Kline, Valerie 20736 THEA 103 Begin Prof Thea Dance Styles .243

Marszalkowski, Paul 22048 THEA 101 Applied Professional Acting I .152

Marszalkowski, Paul 22050 THEA 114 Beg Performance Lab .065

Newell, Robin 22049 THEA 110 Beg Production Lab .052

Newell, Robin 22054 THEA 305 Materials, Tools, & Tech 1 .157

Stein, Erik 22048 THEA 101 Applied Professional Acting I .105

42


FALL 2017

INSTRUCTOR CRN COURSE COURSE NAME FTE Stewart, Donald 22048 THEA 101 Applied Professional Acting I .394

Wackowski, Katie 22048 THEA 101 Applied Professional Acting I .197

Walker, George 22048 THEA 101 Applied Professional Acting I .152

Walker, George 22050 THEA 114 Beg Performance Lab .065

Weidner, Elisabeth 22049 THEA 110 Beg Production Lab .052

Weidner, Elisabeth 22054 THEA 305 Materials, Tools, & Tech 1 .157

Wiseman, Zoia 22049 THEA 110 Beg Production Lab .052

Wiseman, Zoia 22052 THEA 198J Rep of 12th Night and Fences .089

Wiseman, Zoia 22054 THEA 305 Materials, Tools & Tech 1 .157

Zornow, Jennifer 22049 THEA 110 Beg Production Lab .052

Zornow, Jennifer 22054 THEA 305 Materials, Tools, & Tech 1 .157

WELDING TECHNOLOGY

Castle, Joseph 20927 WLDT 305 Welded Sculptural Projects .121

Gonzalez, Eric 21045 WLDT 306 Layout Fabrication Interpretation .368

Howard, Daniel 20627 WLDT 106 Beginning Welding .368

Lang, Mark 20397 WLDT 106 Beginning Welding .368

Rexrode, Steven 20826 WLDT 106 Beginning Welding .368

Sjostedt, Nohl 20441 WLDT 107 Advanced Welding .368

Snowden, Rayvell 20777 WLDT 107 Advanced Welding .368

Vea, Larry 20928 WLDT 312 Pipe Fitting & Welding .368

43

FACULTY ASSIGNMENTS

FULL-TIME AND PART-TIME FACULTY – STIPENDS

INSTRUCTOR ASSIGNMENT DOLLAR AMOUNT

Arvizu-Rodriguez, Maria Provide Multiple Measures professional training for high

school and college faculty and staff (4/28/17).

$400.00

Bianchi, Catherine Professional Development: Participation and completion

of Academy Instructor Certification Course (5/1 –

5/5/17).

$1,446.00

Bianchi, Catherine Coordination duties for LE Program/Contract Education

(outline development for FTO and Crisis Intervention

Training/SLO PD) spring 2017 (5/18 – 5/24/17).

$144.60

Bianchi, Catherine Coordination duties for LE Program/Contract Education

(Class preparation: Lesson plans, outline-development,

power-point development, booklet/handout update and

development, and schedule instructors for FTO and

Crisis Intervention Training/SLO PD) summer 2017 (6/9

– 6/21/17).

$415.73

Bierly, Gary Stipend for large class: PHIL 101, CRN 10072 had 79

students at census, $355 per unit x 3 units = $1,065, per

faculty agreement 14.6.5 (6/12 – 7/20/17).

$1,065.00

Bierly, Gary Stipend for large class: HIST 105, CRN 10179 linked

with HUM 105, CRN 10181 had 82 students at census,

$410 per unit x 3 units = $1,230, per faculty agreement

14.6.5 (6/12 – 7/20/17).

$1,230.00



$464 per unit x 3 units - $1,392, per faculty agreement

14.6.5 (6/12 – 7/20/17).

$1,392.00



$464 per unit x 3 units = $1,392, per faculty agreement

14.6.5 (6/12 – 7/20/17).

$1,392.00

Ceceña, John Coordination and scheduling for Fire Technology

Program for Contract Education (not-for-credit) (6/20 –

6/23/17).

$763.32

Ceceña, John Contract Education: Rescue Systems II (not-for-credit)

(6/26 – 6/30/17).

$2,135.00

Chaudhari, Rajni Stipend for large class: GEOG 101, CRN 10117 had 68

students at census, $286 per unit x 3 units = $858, per

part-time faculty agreement 12.14 (6/12/ - 7/20/17).

$858.00

Dal Bello, Dom Compensation as an existing co-chair (Institutional

Effectiveness Council) for spring 2017 at the daily

prorated amount of 4 days. Payment based on full-time

faculty agreement 16.7.1.b (1/23 – 5/24/17).

$2,086.12

Dal Bello, Dom Provided tutoring to students during the Study-A-Thon

event to prepare for finals for the spring 2017 semester

(5/15 – 5/20/17).

$1,500.00

Dal Bello, Dom Serve as the MESA Faculty Sponsor for fall 2017 term

per the MESA grant work plan (8/21 – 12/14/17).

$500.00

Diaz, Chris Summer recruitment, dance (6/14/17). $149.11

44

FACULTY ASSIGNMENTS



Diaz, Cynthia Conducted New Student Orientation and Academic

Advisory Workshop at Pioneer Valley High School

(3/18/17).

$458.56

Dodds, Kyle Assist in the coordination of AHC’s Rescue Systems II

class (6/12 – 8/3/17).

$2,343.00

Fox, Alicia Summer recruitment, chemistry (5/30 & 5/31/17). $328.86

Hart, Stanley Provide not-for-credit safety training for oil and gas

company employees via Contract Education (6/12/17).

$768.84

Hood, John Course Modification: ART 108 (1/23 – 5/4/17). $150.00

Hood, John Summer recruitment, art 3-D, dance (6/7, 6/8 & 6/14/17). $199.06

Janatsch, Bruce Fire Control Officer/Instructor for USFS ISA Car Fire

class (6/6 & 6/7/17).

$780.00

Keiser, Andria Annual program update for Noncredit ESL program,

spring 2017 semester (4/4 – 5/23/17).

$250.00

Kelly, Chad Coordinate revision of the California Acceleration

Project (CAP) curriculum- course theme on Empathy

(Jan. – May 2017).

$600.00

Lau, Bowman Provide not-for-credit safety training for oil and gas

company employees via Contract Education (6/7/17).

$748.80

LeMaire, Neal Core Academy Director/Coordinator Training, summer

2017 (6/13/17).

$289.20

LeMaire, Neal Coordination duties for Core Custody Academy, summer

2017 (7/17 – 7/20/17).

$723.00

LeMaire, Neal Coordination duties for Core Custody Academy, summer

2017 (7/24 – 7/31/17).

$1,265.25

Majoue, Mary Alice Coordination and curriculum reparation for College for

Kids Explorations in Math/Engineering/CS Camp

(June/July 2017).

$1,496.40

Martinez, Alison Coordination duties for LE Program, summer 2017

(Class #113/Recruit Orientation) (7/11/17).

$289.20

Martinez, Alison Coordination duties for LE Program, fall 2017

(scheduling, recruit counseling, evaluations, surveys, and

instructor evaluation) (7/18 – 7/21/17).

$939.90

Martinez, Essex Fire Control Officer/Instructor for USFS ISA Car Fire

class (6/6 & 6/7/17).

$390.00

McLeod, Derek Assist in the coordination of AHC’s site certification

with the State Fire Marshal’s office for Rescue System

courses and preparation for the Fall Fire Academy (6/20

– 8/03/17).

$3,065.00

McMahon, Dianne New Course Development: DANC 379C & DANC

379D, Course Modification: DANC 152, DANC 153,

DANC 151, DANC 156, and DANC 160 (8/21/16 –

4/28/17).

$1,250.00

Miller, Steven Contract Ed: EVOC course (not-for-credit) (6/6, 6/16 &

6/22/17).

$1,429.20

Montanez-Rodriguez,

Carmen

Summer recruitment, multimedia (6/6/17). $208.97

Morales, Mayra Provide Multiple Measures professional training for high


$400.00

45

FACULTY ASSIGNMENTS



Morales, Mayra Bilingual Summer Bridge Program: Introduce first time

college students to the college and its resources and

advise them on the appropriate level of classes (6/12 –

6/22/17).

$5,052.40

Nelson, Mary Pat Provide orientations, advising, tours, follow-up and

counseling to noncredit students during the Estudiantes

Unidos Event (2/6 & 2/16/17).

$400.00

Passage, David Summer recruitment, multimedia (6/6/17). $149.11

Patrick, Fred Stipend for large class: POLS 103, CRN 10149 had 77

students at census, $355 per unit x 3 units = $1,065, per

faculty agreement 14.6.5 (6/12 – 7/20/17).

$1,065.00

Ralston, Lawrence Coordination duties for Advanced Officer Training

Program, summer 2017 (7/10 – 7/31/17).

$2,470.16

Ramirez, Antonio Provide Multiple Measures professional training for high


$400.00

Ramirez, Antonio Summer recruitment, dance, fire technology (6/14 &

6/20/17).

$298.22

Reid, Robert Class preparation for Perishable Skills Contract

Education (prepare and update lesson plans, power point

presentation and schedule instructors), summer 2017

(7/11 – 7/26/17).

$1,356.96

Reid, Robert Coordination and scheduling for Perishable Skills

Program (not-for-credit) classes (coordinate training

dates with agency training managers and schedule

perishable skills course), summer 2017 (7/5 – 7/20/17).

$1,454.80

Reid, Robert Class preparation for Perishable Skills Contract

Education (not-for-credit) classes (prepare and update

lesson plans, power point presentations and schedule

instructors for upcoming perishable skills course), fall

2017 (8/23/17).

$468.64

Robertus, Paul Provide not-for-credit computer training via Contract

Education to Zodiac Seat Shells, LLC manufacturing, 6

hours of instruction (5/10, 5/16 & 5/24/17).

$429.84

Robertus, Paul Provide not-for-credit computer training via Contract

Education to Zodiac Seat Shells, LLC manufacturing, 10

hours of prep (1/25, 5/9.6 & 5/23/17).

$454.10

Shay, Kevin Fire Control Officer/Instructor for USFS ISA Car Fire

class (6/6 & 6/7/17).

$390.00

Stevens, Chris Summer Baseball Camp 2017 (6/19 – 6/29/17). $1,157.84

Stokes, Brian Summer recruitment, chemistry (5/30 & 5/31/17). $379.02

Tobin, Vincent Provided tutoring to students during the Study-A-Thon

event to prepare for finals for the spring 2017 semester

(5/20/17).

$250.00

Tuan, Juanita Bilingual Summer Bridge Program: Introduce first time



6/29/17).

$3,978.24

Wagner, Michael Completion of 6-year comprehensive program review for

Computer Science Program (Aug. 2016 – June 2017).

$1,500.00

46

FACULTY ASSIGNMENTS



Ward, Nancy Jo Provide orientations, advising, tours, follow-up and

counseling to noncredit students during the Estudiantes

Unidos Event (2/6 – 2/16/17).

$800.00

Ward, Nancy Jo Summer recruitment, multimedia, dance (6/6 & 6/14/17). $360.98

Whitham, David Coordination duties for Advanced Officer Training

Program, summer 2017 (7/10, 7/11 & 7/14/17).

$1,034.83

Whitham, David Coordination duties for Advanced Officer Training

Program, summer 2017 (7/17 – 7/31/17).

$1,952.50

Ying, Chellis Coordinate revision of the California Acceleration

Project (CAP) curriculum- course theme on Empathy

(Jan. – May 2017).

$600.00

Zepeda, Dayana Bilingual Summer Bridge Program: Introduce first time



6/22/17).

$3,420.50

Zepeda, Dayana Bilingual Summer Bridge Program: Introduce first time



7/27/17).

$3,554.57

47



CONSENT ITEM



Subject: Community Services (Fee-Based) Education Courses Item

Number: 11.D.

Strategic

Goal:

Goal IE1: To identify the institutional capacity to fulfill the college

mission Enclosures: Page 1 of 3

BACKGROUND

The following pages list the proposed community services and College for Kids (fee-based) classes for fall 2017.

FISCAL IMPACT

There is no fiscal impact to the district. Fees collected from students support these classes.

RECOMMENDATION

Staff recommends that the board of trustees approve the proposed community services (fee-based) classes for fall 2017.

48

COMMUNITY SERVICES

(FEE-BASED) EDUCATION COURSES

FALL 2017

Date Class Instructor Fee

8/21-12/6/17 Football Techniques Ages 16+ Dutra, Kris $20

8/21-12/6/17 Physical Fitness Lab Dutra, Kris $46

8/21-12/6/17 Sports Techniques Ages 16+ Staff $20

8/21-12/6/17 Swim Lab Stevens, Chris $46

8/21-12/9/17 Symphonic Band Stoll, Greg $20

8/23-10/11/17 Beginning Yoga Mann, Shandy $32

8/23-1011/17 Beginning Tai Chi Mann, Shandy $32

8/25-10/13/17 Beginning Yoga Mann, Shandy $32

8/30-11/1/17 American Sign Language (ASL) A Lippincott, Laura $90

8/30-10/4/17 Conversational ASL A Lippincott, Laura $72

9/5-12/7/17 Advanced Ballet/Pointe Ages 12-18 Grimnes, Courtney $324

9/5-12/7/17 Beginning Hip-Hop/Jazz Ages 10-14 Andrade, Cecelia $216

9/5-12/7/17 Beginning Pointe Ages 12-18 Grimnes, Courtney $108

9/5-12/7/17 Interim/Adv. Jazz-Funk/Hip-Hop Ages 12-18 Andrade, Cecelia $216

9/5-12/7/17 Intermediate Ballet II Ages 10-18 Grimnes, Courtney $216

9/5-12/7/17 Intermediate Pointe Ages 12-18 Grimnes, Courtney $108

9/5-12/7/17 Intermediate/Advanced Ballet Ages 12-18 Grimnes, Courtney $268

9/9-9/23/17 Beekeeping: Diseases/Parasites Hupp, John $54

9/9-12/9/17 Beg/Int Ballet Folklorico Ages 10-15 Vega, Marlene $88

9/9-12/9/17 Beg/Int Ballet Folklorico Ages 6-9 Vega, Marlene $88

9/6-12/6/17 Beginning Ballet I Ages 6-12 Yolar-Gropetti, Madison $216

9/6-12/6/17 Beginning Ballet II Ages 7-13 Grimnes, Courtney $216

9/6-12/6/17 Beginning Hip-Hop/Jazz Ages 6-9 Andrade, Cecelia $216

9/9-12/9/17 Beginning Tap Ages 6-12 Yolar-Gropetti, Madison $96

9/8-12/8/17 Int/Adv. Contemporary Dance Ages 11-18 Yolar-Gropetti, Madison $144

49

COMMUNITY SERVICES

(FEE-BASED) EDUCATION COURSES

FALL 2017

9/6-12/6/17 Intermediate Ballet I Ages 8-18 Grimnes, Courtney $216

9/9-12/9/17 Intro to Hip-Hop & Jazz Funk Ages 4-5 Yolar-Gropetti, Madison $72

9/9-12/9/17 Introduction to Ballet Ages 4-5 Yolar-Gropetti, Madison $72

9/15-9/22/17 Fresh Pasta! The Italian Way Liddi, Scott $36

9/18-9/25/17 Gluten-Free Baking Peters, Dawn $36

9/19-9/26/17 Smartphone Photography 101 Messina, Michael $36

9/23-12/9/17 Nutcracker Production Ages 6-18 Grimnes, Courtney $100

9/23-12/9/17 Youth Dance Company Ages 12-18 Grimnes, Courtney $110

9/30-10/14/17 Honey Harvesting & Packaging Hupp, John $54

10/17-10/24/17 BAR Smog Update Training Leonard, Richard $200

10/19-10/19/17 Loan Signing Specialist Masters Notary Academy $36

10/21-10/21/17 Become a CA Notary Public Masters Notary Academy $65

10/28-10/28/17 Day of the Dead Makeup Tutorial Garvin, Christina $24

50

CONSENT ITEM



Subject:

Short-Term, Substitute, and Professional Expert Appointments Exempt from Classified Service

Item Number:

11.E.

Strategic Goal:

Goal IR1: To recruit and retain quality employees. Enclosures: Page 1 of 2

BACKGROUND The college hires substitutes, short-term employees, and professional experts exempt from classified service per Education Code Section 88003. All appointments are contingent on availability of funding and ending dates could change based on district need. The following is a list of such appointments: Short-Term/On-Call:

Name Position Title Dates Duties/Responsibilities Hourly Rate

Campisi, Marianela

Program Assistant V 7/24/17 – 7/31/17 Assist with Adult Education Block Grant Data

$25.00

Garcia, Maria Elena

Program Specialist 8/1/17 – 6/30/18 Cal-SOAP Coordinator Lompoc Unified School

District

$20.00

(Continued)

FISCAL IMPACT Assignments for the 2017-2018 fiscal year will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the short-term/on-call, substitute, and professional expert appointments exempt from classified service as presented.

Administrator Initiating Item: Kelly Underwood

Final Disposition:

51 - Revised

Substitutes:


Avila, Theresa Executive Secretary III to the Associate

Superintendent/Vice President Finance and

Administration

8/1/17 – 10/31/17 Substitute during recruitment up to 100 days,

Administrative Services

$34.71

Ferdinandi, Tom Equipment Attendant/Custodian

7/1/17 – 7/10/17 Substitute during recruitment up to 100 days, Kinesiology, Recreation and

Athletics department

$17.76

Professional Experts:


Carlson, Jason Program Assistant III 9/1/17 – 6/30/18 Statistician; score board keeper; clock operator;

announcer; video/camera operator; event manager,

broadcasting; sports camp, Kinesiology, Recreation and


$15.59

Coleman, Terri Lee

Program Specialist 8/1/17 – 12/31/17 Working with foundation and grants to pursue external

funding support and backfilling for employee on

leave

$35.00

Gonzalez, Natala Lifeguard I 7/1/17 – 6/30/18 Lifeguard for instructional credit/noncredit courses

$12.20

Griego, Clarence Program Assistant III 9/1/17 – 6/30/18 Statistician; score board keeper; clock operator;




$15.59

Nickason, Scott Program Assistant III 9/1/17 – 6/30/18 Statistician; score board keeper; clock operator;




$15.59

Revisions/Additions Short-Term/On-Call:


Santillan, Stephanie

Program Assistant III 8/14/17 – 12/31/17 Provide assistance in the Tutorial/OACL, Learning

Resources

$15.59

52 - Revised

CONSENT ITEM



Subject:

Appointments, Transfers, and Promotions of Classified Service Employees

Item Number:

11.F.

Strategic Goal: Goal IR1: To recruit and retain quality employees. Enclosures: Page 1 of 2

BACKGROUND The following personnel actions are recommended: Appointments 1. Jesse Santillan Jr., groundskeeper I, plant services, full time, 12 months, 37 hours weekly, range 12-A, classified

bargaining unit salary schedule, effective September 1, 2017.

Reason: New position at Lompoc Valley Center 2. José Zaragoza, campus safety officer, campus police, full time, 12 months, 37 hours weekly, range 14-B,

classified bargaining unit salary schedule, effective September 1, 2017.

Reason: Mr. Zaragoza fills the vacancy of Daniel Meraz, who resigned, effective May 13, 2017. FISCAL IMPACT 1. The cost to the unrestricted general fund is approximately $46,091 for the 2017-2018 fiscal year. 2. The cost to the unrestricted general fund is approximately $49,943 for the 2017-2018 fiscal year. 3. The cost to the unrestricted general fund is approximately $57,648 for the 2017-2018 fiscal year. These costs will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the appointment of Jesse Santillan Jr., groundskeeper I, plant services, effective September I, 2017; and José Zaragoza, campus safety officer, campus police, effective September 1, 2017; and the promotion of Janet McGee, administrative assistant III, academic affairs, effective September 1, 2017.


Final Disposition:

53 - 1 Revised

Promotion 3. Janet McGee, FROM office services technician II (grants), community education, part time, 12 months, 30 hours

weekly, range 15-D (prorated at .81081), classified bargaining unit salary schedule TO administrative assistant III, academic affairs, full time, 12 months, 37 hours weekly, range 25-A, classified bargaining unit salary schedule, effective September 1, 2017.

Reason: New position

53 - 2 Revised

CONSENT ITEM



Subject: Transfer of Full-Time Faculty Member Item Number:

11.G.

Strategic Goal:

Goal SLS2: To support student access, achievement, and success. Enclosures: Page 1 of 1

BACKGROUND The following personnel action is recommended: Michael Messina, FROM full time, emergency medical services instructor/coordinator, public safety department, full time, 10 months, column II, step 20, faculty contract salary schedule TO temporary noncredit vocational coordinator, community education department, full time, 10 months, column II, step 20, faculty contract salary schedule, effective August 21, 2017 through May 20, 2018, and contingent upon continued funding. Reason: New position. FISCAL IMPACT The cost to the Adult Education Block Grant (AEBG) is approximately $97,167 (91 percent) and the cost to the unrestricted general fund is approximately $9,610 (9 percent) for a total cost of approximately $106,777 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the transfer of Michael Messina, full time, temporary, noncredit vocational faculty/coordinator, community education, effective August 21, 2017 through May 20, 2018, and contingent upon continued funding.


Final Disposition:

54

CONSENT ITEM



Subject: Appointment of Classified Management Position

Item Number:

11.H.

Strategic Goal:

Goal IR2: To develop district financial resources adequate to support quality programs and services.


BACKGROUND The following personnel action is recommended: Leana Bowman, director, institutional grants, full time, 12 months, 37 hours weekly, range 13-A, management salary schedule, effective September 11, 2017. Reason: Ms. Bowman replaces Suzanne Valery, who retired, effective December 31, 2016. Ms. Bowman earned an MBA in Business Administration from Walden University, Minneapolis, Minnesota; a bachelor’s degree from Capella University, Minneapolis, Minnesota; and she earned an associate of arts degree from Santa Barbara City College, Santa Barbara, California. Ms. Bowman has a certificate in Non-Profit Leadership and Management; and a certificate in Grant Writing – A Professional Approach. Ms. Bowman has been a Grant Coordinator at Santa Barbara City College, Santa Barbara, California from February 2009 to present; she was the Marketing Director at Ventura County Museum of History & Art, Ventura, California from August 2004 to March 2005; she was the Executive Director for Gull Wings Children’s Museum, Oxnard, California from March 1998 to August 2004; and she has been self-employed providing grant writing, marketing, and non-profit formation consultation services from January 2001 to present. Ms. Bowman has been a part-time instructor at Johns Hopkins University, Baltimore, Maryland from 2017 to present; a part-time instructor at Santa Barbara Business College, Santa Maria, California from 2017 to present; and she has been a part-time instructor at Cuesta College, San Luis Obispo, California from 2016 to present. FISCAL IMPACT The cost to the unrestricted general fund is approximately $106,365 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the appointment of Leana Bowman, director, institutional grants, effective September 11, 2017.


Final Disposition:

55 - Revised

CONSENT ITEM



Subject: New and/or Revised Classified Bargaining Unit Job Descriptions Item Number:

11.I.

Strategic Goal:


BACKGROUND After review by the appropriate administrators, the director of human resources, and CSEA, the following new classified bargaining unit job descriptions are recommended for approval: NEW Application Programmer Technical – Range 30 Programmer/Analyst Technical – Range 32 FISCAL IMPACT To be determined when the positions are filled. RECOMMENDATION Staff recommends that the board of trustees approve the new classified bargaining unit job descriptions as follows: application programmer; and programmer/analyst, as presented.


Final Disposition:

56

Allan Hancock College Classified – Technical Human Resources Range 30

New APPLICATION PROGRAMMER

DEFINITION: Under direction of the Director, Information Technology Services, this position supports, upgrades, tests, documents and enhances existing applications and programs. Designs, develops, implements and supports enterprise system data reports. Creates user documents, web forms, training material and videos. Provides technical assistance on applications and enterprise systems to users. Values and promotes the mission and the vision of the college. CLASS CHARACTERISTICS: Under general supervision, the incumbent in this position performs technical and professional work in support of the district’s various software applications and utilities. The incumbent will interface with users to gather and document reporting requirements to meet business needs. The incumbent will translate business requirements into specifications and use these to implement the required reports. The incumbent will be responsible for creating and maintaining the various electronic and web-based technical user request forms. The incumbent will be responsible for managing and publishing technical training material and videos for the department. ESSENTIAL FUNCTIONS: 1. Work with users to gather and document requirements for programs, reports, forms, and

training material. 2. Develop and test solutions that match the specified requirements. 3. Using database views develop enterprise reports as needed by functional users. 4. Maintain existing applications by performing upgrades, testing, creating user documentation,

and providing training. 5. Evaluate existing applications to reprogram, update and add new features. 6. Develop technical procedures and training material that accurately represent the functionality

of the application. MINIMUM QUALIFICATIONS Knowledge of: • Knowledge of at least one programming language; • Relational data base concepts, tools and techniques including the use of Structured Query

Language (SQL); • Oracle or Microsoft SQL server; • PC/computer skills including experience with Microsoft Office products (Word, Excel,

Visio, PowerPoint); • Excellent written and communication skills.

57

Demonstrated ability to: • Think in a logical, sequential manner; • Learn new programming and report writing skills quickly; • Analyze user requests and determine design of reports as needed; • Work independently; • Establish and maintain effective work relationships with those contacted in the performance

of required duties; • Manage multiple tasks and meet tight deadlines; and • Perform work with great attention to detail. Education and Experience: Possession of or the equivalent to a bachelors’ degree in computer science, information systems, or a related field. Working Conditions: • Duties primarily performed in an office environment at a desk or personal computer. • The incumbent will experience interruptions while performing normal duties during the

regular workday. • The incumbent will have contact, in person, by email, or on the telephone, with executive,

management, supervisory, academic, and classified staff and the general public. Physical Demands: • Typically may sit for extended periods of time. • Operates a computer. • Communicates over the telephone, by email, and in person. • May lift, carry and/or moves objects weighing up to 20 pounds.

Special Qualification: A sensitivity to and an understanding of the diverse academic, socioeconomic, cultural, and ethnic backgrounds of staff and students and to staff and students with disabilities.

8/17

58

Allan Hancock College Classified – Technical Human Resources Range 32

New PROGRAMMER/ANALYST

DEFINITION: Under direction of the Director, Information Technology Services, this position analyzes needs, designs, writes and tests new programs and applications. Programs developed or modified are typically linked to several other programs and databases. Programs are implemented on application servers, web servers, and mobile devices. Maintains and revises existing .Net programs. Provides technical assistance to users as well as to others in IT Services. Values and promotes the mission and the vision of the college. CLASS CHARACTERISTICS: Under minimal supervision, the incumbent in this position performs highly technical and professional work in the development and support of the district’s various software applications and utilities. The incumbent will interface with multiple vendors and users to manage and maintain enterprise wide and department specific programs. The incumbent is expected to keep abreast of changing technologies and to make recommendations to the director, information technology services for improved software solutions to meet changing user and service needs. ESSENTIAL FUNCTIONS: 1. Analyze business, curriculum, student services, research and other needs of various

departments and translate into programmable form. 2. Evaluate and recommend packaged software to meet the District needs. 3. Coordinate and implement installation of software packages. 4. Develop programs and database views to meet requirements of various departments. 5. Install, test, modify, and correct various information systems programs to assure their proper

and effective operation. 6. Provide training during implementation of new projects, modifications or conversions. 7. Review, define, and resolve information systems problems with particular emphasis on

developing effective resolutions. 8. Prepare test data and testing schedules for programs, applications or systems. 9. Support Internet Information Server applications developed for the Internet or District portal. 10. Hardware usage may vary from personal computers to virtual servers to mobile devices. MINIMUM QUALIFICATIONS Knowledge of: • Programming languages for the .Net platform; • Visual Studio; • Relational data base concepts, tools and techniques including the use of Structured Query

Language (SQL) and Open Database Connectivity (ODBC);

59

• Oracle or Microsoft SQL server ; • PC/computer skills including experience with Microsoft Office products (Word, Excel,

Visio, PowerPoint); • Microsoft Windows environment including Internet Information Server (IIS); • Windows-based file management; • Excellent written and communication skills.

Demonstrated ability to: • Think in a logical, sequential manner; • Develop, modify and implement information system programs using current application

programming and relational database management system toolsets; • Analyze user requests and determine design of system as needed; • Translate problem statements into programming language; • Work independently; • Establish and maintain effective work relationships with those contacted in the performance

of required duties; • Maintain a high level of technical currency in support of application design, maintenance,

administration, and security; • Manage multiple tasks and meet tight deadlines; and • Perform work with great attention to detail. Education and Experience: Possession of or the equivalent to a bachelors’ degree in computer science, information systems, or a related field. Three years of full-time recent programming experience using .Net platform and SQL. Experience with HTML5, XML, and CSS desirable. Experience with a system information system such as Ellucian Banner® is a plus. Working Conditions: • Duties primarily performed in an office environment at a desk or personal computer. • The incumbent will experience interruptions while performing normal duties during the

regular workday. • The incumbent will have contact, in person, by email, or on the telephone, with executive,

management, supervisory, academic, and classified staff and the general public. Physical Demands: • Typically may sit for extended periods of time. • Operates a computer. • Communicates over the telephone, by email, and in person. • May lift, carry and/or moves objects weighing up to 20 pounds.

60

Special Qualification: A sensitivity to and an understanding of the diverse academic, socioeconomic, cultural, and ethnic backgrounds of staff and students and to staff and students with disabilities.

8/17

61

CONSENT ITEM



Subject: Coaching Appointments and Stipends Item Number:

11.J.

Strategic Goal:

Goal SLS2: To support student access, achievement, and success. Enclosures: Page 1 of 1

BACKGROUND The following personnel actions for coaching appointments and stipends are recommended. The college reserves the right to cancel any coaching appointment or to reassign the area of service. Coaching Appointments and Stipends Head Coach: The coaching appointment for the period of July 1, 2017 through May 31, 2018, or earlier per district need. 1. *Vinnedge, Billy Soccer (W) $7,000

*Replacement for Rob Cantrell, reported at the July 11, 2017, Board of Trustees meeting. Assistant Coaches:

The coaching appointments for the period of September 1, 2017 through November 30, 2017, or earlier per district need. 2. Ponce, Erubey Soccer (W) $1,032 3. Vinnedge, Catrina Soccer (M) $900 4. Eskew, Travis Cross Country (W) $1,000

The coaching appointments for the period of September 1, 2017 through May 31, 2018, or earlier per district need. 5. Allen, Charles (James) Baseball $2,500 6. Armendariz, Victor Basketball (M) $4,332 7. Carlson, Jason Baseball $1,000 8. Motenko, Josh Basketball (M) $4,400 9. Nickason, Scott Baseball $1,866 10. Robertson, Dustin Soccer (M) $2,700

FISCAL IMPACT The cost to the unrestricted general fund is approximately $31,485 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the coaching appointments and stipends as presented, or earlier per district need.


Final Disposition:

62 - Revised

CONSENT ITEM



Subject: Out-of-Classification Assignments of Classified Service Employees Item Number: 11.K.


BACKGROUND

In accordance with Education Code 88010, the following out-of-classification assignments are recommended to the classified services:

1. Elaine Healy, FROM coordinator, community education, community education department, full time, 12 months,37 hours weekly, range 33-E, classified bargaining unit salary schedule TO coordinator, community education,community education department, full time, fifty (50) percent, 12 months, range 33-F, classified bargaining unitsalary schedule and director, special projects, full time, fifty (50) percent, 12 months, range 20-F, managementsalary schedule, retroactive to July 1, 2017 through December 31, 2017, or earlier per district need, andcontingent upon continued funding.

Reason: This is a continuation of the out-of-classification out of bargaining unit assignment approved at the June14, 2016 Board of Trustees meeting. Per article 9.15 of the classified bargaining agreement, Ms. Healy isperforming duties of project director for the Adult Education Block Grant (AB104) for fifty (50) percent of thisout-of-classification out of bargaining unit assignment. Ms. Healy will return to her regular assignment effectiveJanuary 1, 2018, or earlier per district need, and contingent upon continued funding.

(Continued)

FISCAL IMPACT

1. The cost to the Adult Education Block Grant (AEBG) is approximately $10,941 for the 2017-2018 fiscal year.2. The cost to the unrestricted general fund is approximately $5,517 for the 2017-2018 fiscal year.3. The cost to the unrestricted general fund is approximately $2,166 for the 2017-2018 fiscal year.4. The cost to the unrestricted general fund is approximately $1,601 for the 2017-2018 fiscal year.

These costs will be included in the 2017-2018 fiscal year budget.

RECOMMENDATION

Staff recommends that the board of trustees approve the out-of-classification out of bargaining unit assignment of Elaine Healy, coordinator, community education, community education department (50 percent) and director, special projects (50 percent), retroactive to July 1, 2017 through December 31, 2017, or earlier per district need, and contingent upon continued funding; and to approve the out-of-classification assignments of Cynthia Wheeler, administrative assistant II, summer & evening, academic affairs, retroactive to July 1, 2017 through June 30, 2018, or earlier per district need; Armida Velasquez, coordinator, writing center laboratory, learning resources, retroactive to August 1, 2017 through December 31, 2017, or earlier per district need; and Anna Rice, distance learning/academic support technical specialist, learning resources, retroactive to August 4, 2017 through December 31, 2017, or earlier per district need.


Final Disposition:

63

2. Cynthia Wheeler, FROM administrative assistant II, summer & evening, academic affairs, full time, 12 months, 37

hours weekly, range 18-E, classified bargaining unit salary schedule TO administrative assistant II, summer & evening, academic affairs, full time, 12 months, 37 hours weekly, range 28-A, classified bargaining unit salary schedule, retroactive to July 1, 2017 through June 30, 2018, or earlier per district need. Reason: This is a continuation of the temporary out-of-classification assignment approved at the regular board of trustees meeting on May 10, 2016. Ms. Wheeler will continue to perform duties of the coordinator, cosmetology program. Ms. Wheeler will return to her regular assignment, effective July 1, 2018, or earlier per district need.

3. Armida Velasquez, FROM instructional assistant writing center laboratory, learning resources, full time, 10 months, 37 hours weekly, range 20-E, classified bargaining unity salary schedule TO coordinator, writing center laboratory, learning resources, full time, 10 months, 37 hours weekly, range 28-B, classified bargaining unit salary schedule, effective August 1, 2017 through December 31, 2017, or earlier per district need. Reason: This is a continuation of the out-of-classification assignment approved at the August 14, 2016 Board of Trustees meeting. Ms. Velasquez will temporarily continue to perform the duties of the coordinator, writing center laboratory, learning resources, due to the appointment of Kelly Underwood as director, human resources, effective January 20, 2016. Ms. Velasquez will return to her regular assignment effective January 1, 2018, or earlier per district need.

4. Anna Rice, FROM distance learning/academic support technical specialist, learning resources, full time, 12 months, 37 hours weekly, range 27-E, classified bargaining unit salary schedule TO distance learning/academic support technical specialist, learning resources, full time, 12 months, 37 hours weekly, range 27-E plus five percent, retroactive to August 4, 2017 through December 31, 2017, or earlier per district need.

Reason: This is a continuation of the out-of-classification assignment approved at the June 13, 2017 Board of Trustees meeting. Ms. Rice will temporarily continue to assume additional responsibilities of the tutorial/open access computer lab (OACL) technician, learning resources, due to employee out on leave. Ms. Rice will return to her regular assignment effective January 1, 2018, or earlier per district need.

64

CONSENT ITEM



Subject: Temporary Appointment Nontenure-Track Faculty Member

Item Number:

11.L.

Strategic Goal: Goal SLS2: To support student access, achievement, and success. Enclosures: Page 1 of 1

BACKGROUND In accordance with California Education Code, section 87470, the following temporary, nontenure-track faculty appointment is recommended: Kathy Beckelhymer, temporary, nontenure-track basic skills faculty/coordinator, full time, column II, step 8, faculty contract salary schedule, effective August 17, 2017 through May 20, 2018, and contingent upon continued funding. Reason: New position. FISCAL IMPACT The cost to the Adult Education Block Grant (AEBG) is approximately $87,301 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the temporary, nontenure-track appointment of Kathy Beckelhymer, basic skills faculty/coordinator, effective August 17, 2017 through May 20, 2018, and contingent upon continue funding.


Final Disposition:

65 - Revised



CONSENT ITEM



Subject: Equivalency Certification for Faculty Item

Number: 11.M.

Strategic

Goal: Goal IR1: To recruit and retain quality employees. Enclosures: Page 1 of 7

BACKGROUND

In accordance with California Code of Regulations Title 5, Division 6, Chapter 4, Subchapter 4, Article 2, Section

53410, and Allan Hancock College’s Board Policy 7211 (formerly 4105), those who have equivalent qualifications to

the state minimum qualifications as established by the Board of Governors can teach classes within their designated

discipline areas.

Attached are equivalency certifications for faculty members who have been authorized to teach credit or noncredit

classes, as needed, at Allan Hancock College based on equivalency criteria specified in Board Policy 7211 and as

restricted by the equivalency certification document.

Regular Equivalency Certification

Name Discipline

Nickolas Harvey Apprenticeship

Marcy Mallette Agribusiness

Heather Penk Math

FISCAL IMPACT

None

RECOMMENDATION

Staff recommends that the board of trustees approve the attached equivalency certifications for faculty members who

have been authorized to teach, as needed, based on equivalency criteria specified in Board Policy 7211 and as

restricted by the equivalency certification document.

66 - Revised

ALLAN HANCOCK COLLEGE E\¿ Equivçlency Approval Date:

3lÕ lrnNot Approved Date:

EQUIVALENCY CERTIFICATION FOR

DISCIPLINES NOT REQUIRING THE MASTER'S DEGREE(For Credit Courses)

NAME: Nickolas Harvev DIVISION: Academic Affairs

DEPARTMENT: lndustrial Technology DISCIPLINE: Apprenticeship

tr Bachelor's degree in any discipline; plus two years of teaching experience or two years of occupationalexperience in the discipline of the assignment, lf required, appropriate certification to practice or licensure, or itsequivalent.

tr Course work equivalent to a bachelo/s degree in any discipline (Defined as the successfulcompletion of 120semester units, including the completion of courses usual to a general education component); plus two years ofteaching experience or two years of occupational experience in the discipline of assignment. lf required,appropriate certification to practice or licensure, or its equivalent,

f Associate degree in any discipline; plus six years occupational experience in the discipline of the assignment, orsix years of teaching experience in the discipline of the assignment, lf required, appropriate certification topractice or licensure, or its equivalent,

f Course work equivalent to an associate degree in any discipline (to include the Title 5 section 55063 GeneralEducation Areas); plus six years of occupational experience in the discipline of the assignment or six years ofteaching experieäie in the ðiscipline of the assignmðnt. lf required, appiopriate certification to practice orlicensure, or its equivalent.

f State licensure or certification to teach in a discipline where the license or cerlifícation requires specified hours offormal instruction,

X Recognized accomplishments which demonstrate expertise and skill in the field of study beyond that normallyachieved through formal education and provide evidence of attaining coursework or experience equal to thegeneral education requirements as outlined in Title 5 section 55063.

NOTE: Teaching and occupational experience may be combined to total the required number of years.

NOTE: Official copies of transcripts are required for all coursework being submitted for equivalency.

NOTE: An Allan Hancock College Verification of Employment (VOE) form is required for all employment beingsubmitted for equivalency.

67 - Revised

RATIONALE: Explain how the applicant's qualifications meet the selected guideline. Qualifications must beverified with appropriate documentation. Please refer to Professional Standards Guidelines foroutline fo-rmaf (_Signature block on the reverse side of this form.)

WORK EXPERIENCE:4/2010-PresenUPipe Trades Apprenticeship lnstructor/UA Local 114

I hereby certiñ7 that all information submitted above is true and correct.

I have reviewed all documentation and recommend approval of the equivalency.

f lÅl4W P \rlLLhwr<_,

lac\msoffìce\winword\oo30d.doc

68 - 1 Revised

ALLAN HANCOCK COLLEGE # Equiyalçncy$pproval Date:

VititaNot Apþrovêd Date:


DISCIPLINES NOT REQUIRING THE MASTER'S DEGREE(For Credit Courses)

NAME: Marcy Mallette DIVISION: Academic Affairs

DEPARTMENT: Life and Phvsical Science DISCIPLINE: Aqribusiness

X Bachelo/s degree in any discipline; plus two years of teaching experience or two years of occupationalexperience in the discipline of the assignment. lf required, appropriate certification to practice or licensure, or itsequivalent.

I Course work equivalent to a bachelo/s degree in any discipline (Defined as the successful completion of 120semester units, including the completion of courses usual to a general education component); plus two years ofteaching experience or two years of occupational experience in the discipline of assignment. lf required,appropriate certification to practice or licensure, or its equivalent.

I Associate degree in any discipline; plus six years occupational experience in the discipline of the assignment, orsix years of teaching experience in the discipline of the assignment. lf required, appropriate certification topractice or licensure, or its equivalent.

f Course work equivalent to an associate degree in any discipline (to include the Title 5 section 55063 GeneralEducation Areas); plus six years of occupational experience in the discipline of the assignment or six years ofteaching experieäie in the riiscipline of tlie assignmônt, lf required, appiopriate certificatlon to practice orlicensure, or its equivalent,

f, State licensure or certification to teach in a discipline where the license or certification requires specified hours offormal instruction.

I Recognized accomplishments which demonstrate expertise and skill in the field of study beyond that normallyachieved through formal education and provide evidence of attaining coursework or experience equal to thegeneral education requirements as outlined in Title 5 section 55063,

NOTE: Teaching and occupational experience may be combined to total the required number of years.

NOTE: Official copies of transcripts are required for all coursework being submitted for equivalency.

NOTE: An Allan Hancock College Verification of Employment (VOE)form is required for all employment beingsubmitted for equivalency.

',f'-e

68 - 2 Revised

RATIONALE: Explain how the applicant's qualifications meet the selected guideline, Qualifïcations must beverified with appropriate documentation. Please refer to Professional Standards Guidelines foroutline format. (Signature block on the reverse side of this form.)

Applicant has significantwork experience in the field. Since year 2006 until present, Marcy has been workingas enologisl, winemaker, cellar master and technicalwinemakèr.

Positions held include:Laffort USA - Technfcaf Winemaker -2015- PresentE&J Gallo - Winemaker - 2013.2015Long Meadow Ranch ì/Vinery, ST.Helena, CA - 2012.2013

I hereby certify that all information submitted above is true and correçt.

Llate:

û/zd /z¿/7

I have reviewed all documentation and recommend approval of the equivalency,

iI

i.

ladlmsôffi oêì.wlnwordlpoSod.d oc R6/90

68 - 3 Revised

ALLAN HANCOCK COLLEGE J Eouivalencv Approval Date:' RTnnl'¡'nNot Apploved'Date:


DISCIPLINES NOT REQUIRING THE MASTER'S DEGREE

(For Credit Courses)

NAME: Penk, Heather DIVISION : Academic Affairs

DEPARTMENT: Mathematical Sciences DISCIPLINE: Math

X Bachelor's degree in any discipline; plus two years of teaching experience or two years of occupational experience

in the discip'iine of the'assignment. lf requiied, appropriate certification to practice or licensure, or its equivalent.

f Course work equivalent to a bachelor's degree in any discipline (Defined as the successful completion of 120

semester units, including the completion ofcourses úsual to a general education component); plus two years ofteaching experience or two years of occupational experience in the discipline of assignment. lf required,

appropriate certification to practice or licensure, or its equivalent.

I Associate degree in any discipline; plus six years occupational experience in the discipline of the-assignment, or

six years of teãching efperience in ihe discipline of the assignment. lf required, appropriate certification to

practice or licensure, or its equivalent.

n Course work equivalent to an associate degree in any discipline (to include the Title 5 section 55063 General

Education Areab); plus six years of occupational exp-erience in the discipline of the assignment or six years ofteaching experiehce in the discipline of the assignment, lf required, appropriate cerlification to practice or

licensure, or its equivalent.

I State licensure or certification to teach in a discipline where the license or certification requires specified hours offormal instruction.

! Recognized accomplishments which demonstrate expertise and skill in the field of study beyond that normally

achieùed through formal education and provide evidence of attaining coursework or experience equal to thegeneral education requirements as outlined in Title 5 section 55063,

NOTE: Teaching and occupational experience may be combined to total the required number of years,

NOTE: Official copies of transcripts are required for all coursework being submitted for equivalency,

NQTE: An Allan Hancock College Verification of Employment (VOE) form is required for all employment being

submitted for equivalency.I'i

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68 - 4 Revised

RATIONALE: Explain how the applicant's qualifications meet the selected guideline. Qualifications must be

verified with appropriate documentation. Please refer to Professional Standards Guidelines foroutline format. (Signature block on the reverse side of this form,)

Bachelor's degree in any discipline and 16 years'experience teaching high school mathematics.

I hereby certify that all information submitted above is true and correct.

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I have reviewed all documentation and recommend approval of the equivalency.

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68 - 5 Revised


Susan Houghton Final Disposition:

ACTION ITEM



Subject: Acceptance of Grants Approved Item

Number: 13.A.

Strategic

Goal:



The office of institutional grants has been notified of the funding for the following grants in the amount of

$1,199,997.

BACKGROUND

1. Santa Maria Recreation and Parks Department: Partnership Grant ($10,000)

The college has been awarded funding for a new athletic scoreboard. These funds will be used toward the

purchase of a new scoreboard, which will be placed in the current location of the existing scoreboard on the

AHC football field and track. This new scoreboard will include the ability to relay track and field scoring

elements as well as football scores.

The grant will augment funds already raised by the AHC Athletics Booster Club. The project period is one

year. (Submitted by Kim Ensing)

(continued)

FISCAL IMPACT

1. Santa Maria Recreation and Parks Department: Partnership Grant ($10,000). The grant will augment funds

already raised by the AHC Athletics Booster Club. The project period is one year.

2. California Community Colleges Chancellor’s Office: Deputy Sector Navigator: Agriculture, Water, and

Environmental Technology ($200,000). There is a $200,000 matching requirement that will be provided by

in-kind cost of personnel, facility use, and contributions from local industry. The project period is July 1,

2017 – June 30, 2018.

3. California Community Colleges Chancellor’s Office: Perkins Career Technical Education Act (CTEA) and

Career Technical Education (CTE) Transitions ($571,497). No matching funds are required. The project

period is July 1, 2017 – June 30, 2018.

4. California Community College Chancellor’s Office: CCC Maker Implementation Grant ($350,000). There is

a $116,550 matching requirement that will be provided by in-kind cost of personnel, facility use, and

contributions from local industry and partnering organizations. The project period is July 1, 2017 – June 30,

2019.

5. California Community College Chancellor’s Office: Enrollment Growth for Associate Degree Nursing

Program ($68,500). No matching funds required. The project period is July 1, 2017 – June 30, 2018.

RECOMMENDATION

Staff recommends that the board of trustees accept these contracts for a total of $1,131,497 in restricted funds to the

district.

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2. California Community Colleges Chancellor’s Office: Deputy Sector Navigator: Agriculture, Water,

Environmental Technology ($200,000)

The college has been awarded continued funding to serve the South Central Coast Regional Consortium in the

Agriculture, Water, and Environmental Technology sector. The project will work with employers, industry,

and labor organizations to strengthen programs at regional colleges and high schools; provide incumbent

worker training; and promote opportunities for contract education and faculty professional development.

There is a $200,000 matching requirement that will be provided by in-kind cost of personnel, facility use, and

contributions from local industry. The project period is July 1, 2017 – June 30, 2018. (Submitted by Holly

Nolan Chavez; Margaret Lau)

3. California Community College Chancellor’s Office: Perkins Career Technical Education Act (CTEA) and

Career Technical Education (CTE) Transitions ($571,497)

The college has been awarded funding through the CTEA and CTE Transitions to modernize technology in

CTE programs, integrate academics in the CTE curriculum, and improve outcomes for special populations.

CTE Transitions will continue collaboration with local high schools to expand articulation agreements and

develop career pathways to meet California CTE academic standards.

There is no matching funds requirement. The project period is July 1, 2017 – June 30, 2018. (Submitted by

Margaret Lau)

4. California Community College Chancellor’s Office: CCC Maker Implementation Grant ($350,000).

The college has been awarded funding through the California Community Colleges Chancellor’s Office, with

Sierra College as fiscal agent, to implement a community of Makerspaces. The goal of this two-year program

is to engage students through mentoring and internships to discover and prepare them for STEAM careers,

plan and implement a Makerspace, integrate with the statewide CCC Maker community, and support

innovation across disciplines. Partnerships will be formed with the Santa Maria Valley Discovery Museum

and the Santa Maria Public Library.

There is a $116,500 matching requirement that will be provided by in-kind cost of personnel, facility use, and

contributions from local industry and partnering organizations. The project period is July 1, 2017 – June 30,

2019. (Submitted by Robert Mabry; Margaret Lau)

5. California Community Colleges Chancellor’s Office: Enrollment Growth for Associate Degree Nursing

Program ($68,500)

The college has been awarded continued funding to enroll additional students in the Associate Degree

Nursing Program and to provide support to enhance retention and increase the number of students who pass

the National Council Licensure Examination for Registered Nurse.

No matching funds are required. The project period is July 1, 2017 – June 30, 2018 (Submitted by Daphne

Boatright; Margaret Lau)

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Felix Hernandez Jr.

Final Disposition:

CONSENT ITEM



Subject: Affirmation of Award of Contract, Building K Roof Replacement,

Informal Bid No. 17-200

Item

Number: 13.B.

Strategic

Goal:

Goal IR4: To provide a safe, attractive, and accessible physical

environment that enhances the ability to teach, learn, and work.

Enclosures:

Page 1 of 1

BACKGROUND

The Building K Roof Replacement project scope of work includes replacement of the existing roof with a new PVC

roof type system. PVC is a flexible, thermoplastic membrane manufactured using an ultraviolet-resistant polyvinyl

chloride. The current building roof flashing and edge fascia will also be replaced as part of the roof project.

In January 2015, the board of trustees adopted Resolution 15-03 enacting informal bidding procedures under the

California Uniform Public Construction Cost Accounting Act (CUPPCCA). The resolution, in part, authorized the

vice president, operations, without further action or authorization of the governing board of the district, to award

contracts pursuant to the informal bidding procedures adopted by these resolutions to the pre-qualified bidder

submitting the lowest priced responsive bid proposal in the amount of $175,000 or less.

On June 19, 2017 a solicitation of bids for the Building K, Roof Replacement project, 17-200 was emailed to local

roofing contractors on the district’s annual contractor list (as required by CUPPCCA). Informal bids were received on

July 11, 2017. The results are below:

Vendor Location Total

Craig Roof Company, Inc. Santa Barbara, CA $129,488

Best Contracting Services, Inc. Gardena, CA $246,499

Channel Islands Roofing, Inc. Oxnard, CA $194,833

Chip Cooper's Roofing, Inc. Santa Maria, CA $267,172

The contract was awarded on July 26, 2017 to the lowest responsive bidder, Craig Roof Company, Inc. by the vice

president, operations.

FISCAL IMPACT

The construction contract is $129,488 and will be funded from the state scheduled maintenance and special repairs

program funds.

RECOMMENDATION

Staff recommends that the board of trustees affirm the award of the contract for the Building K Roof Replacement

project to Craig Roof Company, Inc. in the amount of $129,488.

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CONSENT ITEM



Subject: Appointment of Interim Classified Management Position Item Number:

13.C.

Strategic Goal:

Goal IR4: To provide a safe, attractive, and accessible physical environment that enhances the ability to teach, learn, and work.


BACKGROUND

Ronald Schram, interim district police chief, campus police, full time, 12 months, range 16-F, management salary schedule, effective August 15, 2017 through December 31, 2017, or earlier per district need, and pending successful completion of pre-employment requirements.

Reason: Mr. Schram will temporarily fill the vacancy due to the resignation of Paul Grohowski, effective July 31, 2017.

Mr. Schram was a sergeant for the Los Angeles County Sheriff’s Department from February 1978 to February 2009; he was a sergeant for Cuesta College Police Department, San Luis Obispo, from February 2009 to February 2014; and he was a detective consultant for the City of Santa Maria Police Department from December 2015 to May 2017.

FISCAL IMPACT

The cost to the unrestricted general fund is approximately $53,411 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget.

RECOMMENDATION

Staff recommends that the board of trustees approve the temporary appointment of Ronald Schram, interim district police chief, campus police, effective August 15, 2017 through December 31, 2017, or earlier per district need, and pending successful completion of pre-employment requirements.


Final Disposition:

72

ACTION ITEM



Subject:

Ratification of the Agreement between the Allan Hancock College Joint Community College District and the California School Employees Association Allan Hancock College Chapter #251 Contract Reopeners on the Entire Agreement for Fiscal Year 2017-2018 through 2019-2020

Item Number:

13.D.


BACKGROUND Negotiations between the District and California School Employees Association, Allan Hancock College Chapter #251, began March 30, 2017 and completed on July 27, 2017, when a tentative agreement was reached on the reopeners for the entire agreement, retroactive to July 1, 2017 through June 30, 2020. It is recommended that the board of trustees approve the Agreement between the Allan Hancock College Joint Community College District and the California School Employees Association, Allan Hancock College Chapter #251, pending ratification by CSEA. There are placeholders in the contract for the Table of Contents and Appendix A-2 and A-3. These items will be updated once all changes are accepted. FISCAL IMPACT The cost to the unrestricted general fund is approximately $591,780 for the 2017-2018 fiscal year and will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees ratify the Collective Bargaining Agreement between the Allan Hancock Joint Community College District and the California School Employees Association, Allan Hancock College Chapter #251, pending ratification by CSEA.


Final Disposition:

73

AGREEMENT

BETWEEN


AND THE

CALIFORNIA SCHOOL EMPLOYEES ASSOCIATION

AND ITS ALLAN HANCOCK COLLEGE CHAPTER #251

EFFECTIVE

JULY 1, 20142017 through JUNE 30, 20172020

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Table of Contents

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ARTICLE 1: RECOGNITION

1.1 Recognition of Bargaining Unit and Position TitlesThe Allan Hancock College Joint Community College District, hereinafter referred

to as the “District” or “district” recognizes the California School Employees

Association and its Allan Hancock College Chapter #251, hereinafter referred to

as “CSEA” or the “Association” as the sole and exclusive bargaining agent for

classified employees occupying classes listed in Appendix A.

1.2 Positions Excluded From the Bargaining Unit All management, supervisory, confidential, substitute and short-term (as defined

in Ed Code 88003), professional experts, certificated (faculty), and student

employees shall be excluded from the unit. See definitions in Appendix DC.

1.3 Other Positions Excluded 1.3.1 Employees who are not part of the classified service:

• Auxiliary programs corporation employees

• AHC Foundation employees

1.3.2 The district shall seek consultation with CSEA regarding the determination

of new and vacant confidential and supervisory positions. All disputes will

be submitted to Public Employment Relations Board (PERB).

1.4 Recognition of the District Board of Trustees The CSEA in turn, recognizes the College District Board of Trustees as the duly

elected representatives of the people and agrees to negotiate exclusively with

the District Board of Trustees or designated representative through the

provisions of Government Code Section 3540, et seq.

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ARTICLE 2: NO DISCRIMINATION

2.1 Discrimination Prohibited No employee in the bargaining unit shall in any way be favored or discriminated

against in wages, hours, or other terms and conditions of employment because

of his/her political opinion or affiliations, union affiliation, ethnic group

identification, race, color, religion, gender, national origin, ancestry, age,

disability, medical condition, status as a military veteran, marital status, sexual

orientation, or any other legally protected category.

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ARTICLE 3: MANAGEMENT RIGHTS AND RESPONSIBILITIES

3.1 Management Rights The Board, on its own behalf and on behalf of the electors of the district, hereby

retains and reserves unto itself, without limitation, all powers, rights, authority,

duties, and responsibilities conferred upon and vested in it by the laws and

Constitution of the State of California, and of the United States, including, but

without limiting the generality of the foregoing, the right:

3.1.1 The executive management organization and administrative control of the district and its properties and facilities, and the activities of its employees;

3.1.2 To direct the work of its employees, determine the time and hours of operations and determine the kinds and levels of services to be provided and the methods and means of providing those services including entering into contracts with private vendors for services;

3.1.3 To hire all employees, and, subject to the provisions of law, to determine their qualifications and the conditions for their continued employment, discipline, dismissal or demotion; and to promote, assign, and transfer all such employees;

3.1.4 To establish educational policies, goals and objectives; to insure the rights and educational opportunities of students; to determine staffing patterns; to determine the number and kinds of personnel required in order to maintain the efficiency of district operations; and

3.1.5 To build, move or modify facilities; establish budget procedures and determine budgetary allocation; determine the methods of raising revenue; and take action on any matter in the event of an emergency.

3.2 Exercise of Management Rights The exercise of the foregoing powers, rights, authority, duties, and

responsibilities by the Board, 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 terms of

this agreement and then only to the extent such specific and express terms

hereof are in conformance with the Constitution and laws of the State of

California and the Constitution and laws of the United States.

3.2.1 The exercise of the foregoing rights of the Board shall not be subject to

review or determination through the provisions of the grievance procedure,

Article 7.

3.2.2 The district requires that each employee advise the office of Human

Resources of their current home address and mailing address if different

and phone number.

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3.3 Policy Modifications in Case of Emergency The district retains its right to amend, modify or rescind policies and practices

referred to in this article in case of emergency. For purposes of this article

emergency shall include disasters resulting from storms, flood, fire or other

calamitous events which affect the health, safety, convenience and welfare of the

public or college.

3.4 Contracting Out 3.4.1 The District is authorized to contract out services currently or customarily

performed by the bargaining unit employees as allowed in Ed Code

88003.1 and Public Contract Code 20655 and 20656.

3.4.2 Notice to CSEA: In the event the district is considering contracting out

services currently or customarily performed by the bargaining unit

employees , the district will notify the CSEA chapter president, or

designee, in writing.

3.4.2.1 Such notice shall be given sufficiently in advance to allow for

discussion, if necessary, unless in the case of emergency as

defined in Ed code.

3.4.3 If Education Code Section 88003.1 is modified during the term of this

contract, the amended code shall supersede Section 3.4. If Education

Code Section 88003.1 is repealed, the entire Section 3.4 will be deleted

from the agreement and replaced with the following language (new 3.4 if

law is repealed):

3.4.3.1 The district agrees that it will meet and negotiate with CSEA

before deciding to contract out work normally and customarily

performed by bargaining unit employees if contracting out would

displace a classified employee.

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ARTICLE 4: ASSOCIATION RIGHTS

4.1 Bulletin Boards and Mail Boxes CSEA shall have the right to use without charge the bulletin board space

provided for communication with bargaining unit employees at work sites. Prior to

any change in the location of a bulletin board or the installation of a new bulletin

board, the district will meet with CSEA. CSEA is authorized to place CSEA

communications in college mailboxes for distribution to bargaining unit

employees. Any material to be posted must be dated and must identify the

Association as the source of the material. A copy of any material for general

distribution to CSEA bargaining unit employees will be provided to the director of

human resources.

4.2 Mail System The district authorizes the association to place CSEA communications in the

college internal mail system for distribution to bargaining unit employees. A copy

of any material for general distribution to CSEA bargaining unit employees will be

provided to the director of human resources at time of distribution. Any use of

the electronic communications system will be governed by Board Policy 8990

and by Administrative Procedure 8990.1.

4.2.1 CSEA Allan Hancock College Chapter 251 and its representatives have

the right to use the district email system for association purposes; to send

and receive emails both internally and externally. This shall include the

right to send email communications to all bargaining unit employees, as

long as such use does not interfere with the college business purpose of

email or the work production of any college employee.

4.3 Documents 4.3.1 The district shall make available prior to each monthly meeting of the

board of trustees a complete agenda for the current meeting

4.3.2 The district shall provide to CSEA, upon request, a copy of other college

produced documents, excluding confidential communications, which can

reasonably be expected to have an impact on the implementation and

administration of this agreement.

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4.3.3 The district shall provide CSEA with a personnel roster giving home address and phone number (unless restricted by the bargaining unit employee), the name, job title, principal department, step and range, hours worked per week, and number of months worked per year of all employees of the bargaining unit. This roster will be provided annually during the month of September.

3.1.6

4.4 Release Time

Purpose Release Time 4.4.1 Annual Conference 5 days for appointees

4.4.2 Officers Up to 5 hours/week per officer

4.4.3 Negotiations Reasonable release time to participate in negotiations for 6 employees

4.4.4 Council Memberships Release time for scheduled meetings

4.4.5 CSEA Hour 2 hours twice a year

4.4.6 Grievance/Labor Relations

Reasonable release time to resolve complaints/grievances

4.4.7 Job Stewards Reasonable release time to resolve complaints/grievances

4.4.1 CSEA Annual Conference The district agrees to provide five (5) days of release time without loss of

regular salary, to three CSEA appointed delegates to attend CSEA annual

conference. CSEA shall provide sixty (60) calendar days advance written

notice to the district designating the delegates to be released.

4.4.2 Chapter Business and Release TimeCSEA agrees that all chapter business shall be conducted at other than

the regular working hours of bargaining unit employees, except as set

forth below. CSEA business may be conducted during a bargaining unit

employee’s rest breaks not to interfere with college business or the

instructional program. The district will provide CSEA chapter executive

board members up to a total of five hours per week of release time to

conduct CSEA Chapter 251 business during the life of this agreement.

Release time, when used, should be taken at a time so as not to interfere

with college business or instructional programs.

4.124.2.1 CSEA Chapter 251 business is defined as meetings

with district administrators and/or supervisors regarding employer-

employee relations as well as with bargaining unit employees

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regarding the terms and conditions of employment covered by the

agreement between the district and CSEA Chapter 251.

4.124.2.2 The chapter officer shall notify his/her immediate supervisor

in writing at least 24 hours in advance, except in extenuating

circumstances, when he/she will be leaving the job site for chapter

business. If the chapter officer will be meeting with another

bargaining unit employee, he/she shall notify that employee's

immediate supervisor in writing at least 24 hours in advance except

in extenuating circumstances.

4.124.2.3 If, as determined by the immediate supervisor, an adequate

level of service cannot be maintained in the absence of either the

chapter officer or the bargaining unit employee, CSEA business will

be conducted at another time.

4.124.2.4 It is not the intent of section 4.124.2 to waive any part of

Education Code Section 88210.

4.4.3 Release Time for Negotiations

CSEA shall have the right to designate up to six (6) employees who shall

be given reasonable release time to participate in negotiations.

4.4.4 Council Membership CSEA will make all appointments of classified employees in the bargaining

unit to serve as CSEA representatives on the following shared governance

councils:

• College Council • Budget Council • Facilities Council • Human Resources Council • Institutional Effectiveness Council • Student Learning Council • Student Services Council • Technology Council

4.134.4.1 Committee Membership: Under each council may be a

series of standing committees, subcommittees, and task forces.

Unit member participation on those committees will be based on

work knowledge and/or appointments by CSEA.

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4.134.4.2 It is recommended that a bargaining unit employee not serve

on more than one council, or two standing committees,

subcommittees, or task forces during any fiscal year. This

restriction does not apply if the employee serves on his/her own

time rather than district time. The amount of time spent in

participation should be reasonable and not interfere with work

performance.

4.134.4.3 Bargaining unit members have the responsibility to notify

their supervisor of their appointment to a council, committee, and/or

taskforce and include a schedule of all meetings.

4.4.4.4 The district Safety Committee shall include proportional

representation from CSEA. The committee shall review health,

safety, sanitation and working conditions to ensure compliance with

Section 20.1. The committee shall make recommendations to the

district concerning improvements in health, safety, sanitation, and

working conditions.

4.4.4.4.1 Release time: The bargaining unit members of the

committee shall be allowed reasonable release time to

attend meetings of the committee or related activities.

4.4.5 CSEA Hour Twice a year, the district agrees the association shall be granted no

more than onetwo hours for the purpose of an informational meeting for all

bargaining unit employees so long as it is not disruptive to campus

operations. CSEA shall be responsible for notifying the human resources

director of the time and date of the meeting.

4.4.6 Grievance/Labor Relations Release Time The Chapter 251 President or other Chapter 251 officers shall have

reasonable release time for processing or resolving grievances or other

district/CSEA labor relations matters in accordance with the provisions of

Article 4.164.7.

4.4.7 Union Stewards It is agreed that CSEA in appointing such representatives does so for the

purpose of promoting an effective relationship between the district and

employees by helping to settle problems at the lowest level of supervision.

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4.4.7.1 Selection of Union Stewards

CSEA will designate the method of selection of Union Stewards.

CSEA will notify the district in writing of the names of not more than

eight (8) Union Stewards and the group or groups they represent.

If a change is made, the district (director, human resources) will be

advised in writing of such change.

4.4.7.2 Duties and Responsibilities of Union Stewards

The following will be understood to constitute the duties and

responsibilities of Union Stewards:

4.4.7.2.1 After notifying his/her immediate superior as

much in advance as possible, a union steward will be

permitted to leave his/her normal work area during

reasonable times in order to process grievances. The union

steward will advise the supervisor and the grievant of his/her

presence. The union steward is permitted to discuss any

problem with all employees immediately concerned, and, if

appropriate, to attempt to achieve settlement in accordance

with the grievance procedure.

4.4.7.2.2 If, due to an emergency, an adequate level of

service cannot be maintained in the absence of a union

steward at the time of the notification mentioned in section

4.18.1, the union steward will be permitted to leave his/her

normal work area immediately following the emergency.

4.4.7.3 CSEA Staff Assistance

Union Stewards will be entitled to seek and obtain assistance from

CSEA staff personnel at any time, in accordance with Subsection

4.18 for the purpose of processing grievances and matters related

thereto and other reasons relating to wages, hours, and terms and

conditions of employment covered by this agreement.

4.5 Distribution of Contract

Within forty-five (45) days after the execution of this contract, the district shall

post the Agreement and/or Amendments to the Agreement on the AHC website

and the myHancock portal. Hard copies shall be provided to the CSEA

Executive Board Members, negotiating team members, and new employees.

Copies will also be provided to individual bargaining unit employees upon

request.

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4.6 Facility Use The district authorizes CSEA Chapter 251 to use college classroom facilities at

no charge unless extra cost is incurred for reasonable and lawful purposes at

times other than normal working hours and hours of student instruction as long

as CSEA submits the proper facility use form to the district and receives district

approval.

4.7 Equipment Use The District authorizes CSEA to use college office and duplicating equipment as

long as the use of such equipment does not interfere with student instruction or

work production, and CSEA pays the cost of materials and supplies associated

with equipment use. To capture the cost of the materials, copies should be made

through Campus Graphics.

4.8 Telephone The district authorizes CSEA to use district telephones (excluding fax machines)

so long as calls are placed only to college work sites and that use of telephone

equipment does not interfere with the college business purposes of telephone

equipment or the work production of any bargaining unit employee. Long

distance telephone calls will not be made from district telephones unless

circumstances make a call essential, and in such cases the call will be logged in

advance with the district administrative services office which will bill CSEA for the

cost.

4.9 Access to Work Areas CSEA shall have the right of access at reasonable times to areas in which

employees work.

4.10 New Employee Orientation The district provides an orientation for all new employees. At that orientation,

CSEA will have the opportunity to present contract awareness details to all

bargaining unit employees.

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4.11 Notice of CSEA Executive Board Members CSEA will provide the district (director, human resources) with a list of CSEA,

Chapter 251 Executive Board members, including Union Stewards, in the month

of January of each year. If a change is made, the district will be advised in

writing of such change.

4.12 Chapter Business and Release TimeCSEA agrees that all chapter business shall be conducted at other than the regular working hours of bargaining unit employees, except as set forth below. CSEA business may be conducted during a bargaining unit employee’s rest breaks not to interfere with college business or the instructional program. The district will provide CSEA chapter executive board members up to a total of five hours per week of release time to conduct CSEA Chapter 251 business during the life of this agreement. Release time, when used, should be taken at a time so as not to interfere with college business or instructional programs.

4.12.1 CSEA Chapter 251 business is defined as meetings with district administrators and/or supervisors regarding employer-employee relations as well as with bargaining unit employees regarding the terms and conditions of employment covered by the agreement between the district and CSEA Chapter 251.

4.12.2 The chapter officer shall notify his/her immediate supervisor in writing at least 24 hours in advance, except in extenuating circumstances, when he/she will be leaving the job site for chapter business. If the chapter officer will be meeting with another bargaining unit employee, he/she shall notify that employee's immediate supervisor in writing at least 24 hours in advance except in extenuating circumstances.

4.12.3 If, as determined by the immediate supervisor, an adequate level of service cannot be maintained in the absence of either the chapter officer or the bargaining unit employee, CSEA business will be conducted at another time.

4.12.4 It is not the intent of section 4.12 to waive any part of Education Code Section 88210.

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4.13 Council Membership

CSEA will make all appointments of classified employees in the bargaining unit to serve as CSEA representatives on the following shared governance councils:

• College Council • Budget Council • Facilities Council • Human Resources Council • Institutional Effectiveness Council • Student Learning Council • Student Services Council • Technology Council 4.13.1 Committee Membership: Under each council may be a series of standing

committees, subcommittees, and task forces. Unit member participation on those committees will be based on work knowledge and/or appointments by CSEA.

4.13.2 It is recommended that a bargaining unit employee not serve on more than one

council, or two standing committees, subcommittees, or task forces during any fiscal year. This restriction does not apply if the employee serves on his/her own time rather than district time. The amount of time spent in participation should be reasonable and not interfere with work performance.

4.13.3 Bargaining unit members have the responsibility to notify their supervisor of their

appointment to a council, committee, and/or taskforce and include a schedule of all meetings.

4.14 CSEA Hour Twice a year, the district agrees the association shall be granted no more than

one hour for the purpose of an informational meeting for all bargaining unit employees so long as it is not disruptive to campus operations. CSEA shall be responsible for notifying the human resources director of the time and date of the meeting.

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4.15 Grievance/Labor Relations Release Time

The Chapter 251 President or other Chapter 251 officers shall have reasonable release time for processing or resolving grievances or other district/CSEA labor relations matters in accordance with the provisions of Article 4.16.

4.16 Union Stewards Purpose

It is agreed that CSEA in appointing such representatives does so for the purpose of promoting an effective relationship between the district and employees by helping to settle problems at the lowest level of supervision.

4.17 Selection of Union Stewards

CSEA will designate the method of selection of Union Stewards. CSEA will notify the district in writing of the names of not more than eight (8) Union Stewards and the group or groups they represent. If a change is made, the district (director, human resources) will be advised in writing of such change.

4.18 Duties and Responsibilities of Union Stewards

The following will be understood to constitute the duties and responsibilities of Union Stewards:

4.18.1 After notifying his/her immediate superior as much in advance as possible, a

union steward will be permitted to leave his/her normal work area during reasonable times in order to process grievances. The union steward will advise the supervisor and the grievant of his/her presence. The union steward is permitted to discuss any problem with all employees immediately concerned, and, if appropriate, to attempt to achieve settlement in accordance with the grievance procedure.

4.18.2 If, due to an emergency, an adequate level of service cannot be maintained in

the absence of a union steward at the time of the notification mentioned in section 4.18.1, the union steward will be permitted to leave his/her normal work area immediately following the emergency.

4.19 CSEA Staff Assistance

Union Stewards will be entitled to seek and obtain assistance from CSEA staff personnel at anytime, in accordance with Subsection 4.18 for the purpose of processing grievances and matters related thereto and other reasons relating to

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wages, hours, and terms and conditions of employment covered by this agreement.

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ARTICLE 5: ORGANIZATIONAL SECURITY

5.1 Membership Effective January 1, 2001, if requested by CSEA, classified bargaining unit

employees shall join the California School Employees Association or pay the

organization a fair share services fee, as required by Government Code Section

3546.

5.2 CSEA Members

The district will deduct from the pay of bargaining unit members who are

members of CSEA and pay to the association the normal and regular monthly

association membership dues as voluntarily authorized in writing by the

employee on the appropriate district form, subject to the following conditions:

5.2.1 Such deduction shall be made only upon the submission of a district approved form on a duly executed and revocable authorization by the employee.

5.2.2 The district shall not be obligated to put into effect any new, changed, or discontinued deduction until the pay period commencing fifteen (15) working days or more after such submission.

5.2.3 An employee is required to maintain his or her membership in good standing for the duration of this agreement. The employee may terminate his or her obligation to the employee organization and convert to service fee status within a period of 30 days following the expiration of the agreement.

5.3 Service Fee Payers For employees who do not submit the form referenced in Section 5.2.1, the district pursuant to Education Code 88167 (b), will make an involuntary deduction of a service fee and pay it to the association within thirty (30) days.

5.3.1 A payroll deduction authorization form shall not be required for such deductions.

5.3.2 Any employee may pay service fees directly to CSEA in lieu of payroll deductions. The employee shall be responsible to provide the district proof of said payment.

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5.4 Religious Objection Any employee covered by the Collective Bargaining Agreement who is a member

of a verified religious body whose traditional tenets or teachings include

objections to joining or financially supporting employee organizations shall not be

required to support CSEA; except that such employee shall be required, in lieu of

a service fee, to pay sums equal to such service fee either to a nonreligious, non

labornon-labor organization, charitable fund exempt from taxation under Section

501(c)(3) of Title 26 of the Internal Revenue Code, chosen by the employee from

the following list:.

Allan Hancock College Foundation

United Way of Northern Santa Barbara County

PCPA Foundation

American Red Cross Santa Barbara County

American Cancer Society

American Lung Association

5.4.1 Any bargaining unit member claiming this religious exemption must file a written request for exemption with the CSEA Legal Department as noted below in section 5.4.4. If the request is granted, CSEA shall inform the district of the bargaining unit employee’s designated charity and the District shall ensure that all future deductions of the service fee from the employee’s pay warrant be paid to the designated charity. Either CSEA or the district may require that proof of such payments be made on an annual basis to the district as a condition of continued exemption from the requirement of financial support to the recognized employee organization.

5.4.2 The California School Employees Association and its Allan Hancock College Chapter #251 agree to save and hold harmless the district from all claims, demands, suits or any other action arising as a result of the enforcement of Article Five of the agreement and agree to assume the defense upon request of the district in connection with any legal proceedings under this article.

5.4.3 The district shall promptly notify CSEA of any and all legal actions against this provision and CSEA shall have the exclusive right to decide what, if any, legal actions should be attempted in defense of this provision.

5.4.4 Any bargaining unit employee claiming such religious exemption shall submit in a written request to CSEA’s legal department for review and processing. Such written requests must be submitted to:

Legal Department

Attn: Religious Exemption Request

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California School Employees Association

2045 Lundy Avenue

San Jose CA, 95131

CSEA, upon verification of eligibility for exemption, shall notify the district

with appropriate instructions.

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ARTICLE 6: PERSONNEL FILES/ EVALUATIONS

6.1 Personnel Files 6.1.1 The official personnel file of each bargaining unit employee shall be

maintained in the district's human resources office.

6.1.2 The official personnel file shall be limited to include copies of each official

performance evaluation, notice of employment or change in status, official

commendations when noted in or attached to the performance evaluation,

reprimands, warnings when attached to an official reprimand, and such

other documents which may be deemed appropriate by the district.

6.1.3 Employees shall be provided with copies of any written material ten (10)

workdays before it is placed in the employee's official personnel file. An

employee is entitled to respond to the material within those ten (10)

workdays. The written response shall be attached to the material. Within

the ten (10) working days, an employee and/or union representative may

request, in writing, a meeting with the director of human resources,

regarding the material.

An employee may use up to one (1) hour of duty time to prepare a

response to the material, scheduled with the approval of the immediate

supervisor.

Any material related to a disciplinary action placed in the file will be done

in compliance with Article 19.5.1 .

6.1.4 Bargaining unit employees shall receive reasonable release time to

examine the contents of his/her official personnel file. A bargaining unit

employee upon request may receive a copy of any document in the official

personnel file.

6.1.5 All bargaining unit employee personnel files shall be kept in confidence in

the human resources office and shall be available for inspection only by

authorized employees of the district (the immediate supervisor, human

resources) in the proper administration of the district's affairs or the

supervision of the employee. Other personnel may be allowed access

with the written permission of the employee.

The district shall keep a log of the persons with the exception of the

personnel administration who have examined a personnel file as well as

the date such examinations were made. Such log and the employee's

personnel file shall be available for examination by the employee or

his/her CSEA representative if authorized in writing by the employee. The

log shall be maintained in the employee's personnel file.

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6.1.6 Any materials placed in the personnel file shall contain the date on which

such material was originated and the name of the person who originated

the document.

6.1.7 No disciplinary action shall be taken for any cause which arose prior to the

employee's becoming permanent, nor for any cause which arose more

than two years preceding the date of the filing of the notice of cause

unless such cause was concealed or not disclosed by such employee

when it could be reasonably assumed that the employee should have

disclosed the facts to the employing district.

6.2 Evaluation Timeframe 6.2.1 Probationary Employees:

6.2.1.1 New employees of the district shall serve a one-year probationary

period before becoming permanent.

6.2.1.2 Probationary bargaining unit employees shall be evaluated three

times during the initial probationary period during the 3rd, 6th and

9th month of their assignment, except for extenuating

circumstances, and then at their one year scheduled evaluation

period.

6.2.1.3 Employees who have been employed by the district for one year

or more but who are promoted shall serve a probationary period

of six (6) months in the new position. Bargaining unit employees

shall be evaluated two (2) times during the six month probationary

period, usually during the 3rd month of their assignment, and

again prior to the completion of their six month probationary

period.

6.2.1.4 Any employee who is unsuccessful in passing a promotional

probationary period because of the employee’s performance shall

have reversion rights to his/her former or equivalent position. If

neither the employee’s previous position nor an equivalent

position is available, the employee will have the right of first

refusal to the next opening in an equivalent position. Upon

reverting back to his/her former or equivalent position, the

employee shall receive the former salary, work hours and monthly

assignment.

6.2.2 Permanent Employees:

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6.2.2.1 Permanent bargaining unit employees will be evaluated annually

and may be evaluated more frequently as deemed necessary by

the employee's immediate supervisor.

6.3 Evaluation Process for All Employees 6.3.1 The Classified Performance Evaluation Instructions & Guide is the only

guide to be used in completing the evaluation.

6.3.2 The evaluation will be based upon the observation and/or investigation by the evaluator. Evaluations will be done only by the employee’s immediate supervisor as defined in Section 6.2.2.1. If the current immediate supervisor has not been in this position for at least half of the evaluation period, the evaluation will be done in consultation with the next line level supervisor. The next line level supervisor should include observations from employees who have worked directly with the bargaining unit employee.

6.3.3 Any evaluation with an “improvement needed” or “unsatisfactory” rating in any category shall include specific recommendations for improvements and provisions for assisting the employee in implementing any recommendations made.

6.3.4 For evaluation purposes, “immediate supervisor” is defined as the lowest level supervisor/manager assigned to supervise the employee. In the absence of the immediate supervisor/manager, the next line level supervisor will serve as the evaluator.

6.3.5 No evaluation of any employee shall be placed in any personnel file without the opportunity for discussion between the employee and the evaluator. Each bargaining unit employee shall be required to sign a copy of the evaluation, which shall be retained by the district. The immediate supervisor shall provide a signed copy of the evaluation to the bargaining unit employee.

6.3.6 The bargaining unit employee's signature on the evaluation does not necessarily signify concurrence with the evaluation. A bargaining unit employee not in agreement with the evaluation report shall have the right to respond to such evaluation in writing within ten (10) working days from the date the employee received evaluation from his/her immediate supervisor.

6.4 Grievance 6.4.1 The provisions of Article 7, Grievance Procedure, shall not apply to

Section 6.2 and 6.3. However, an employee and/or union representative

may request, in writing, a meeting with the director of human resources

regarding the evaluation timeframe and process (Sections 6.2 and 6.3).

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ARTICLE 7: GRIEVANCE PROCEDURE

7.1 Definitions 7.1.1 A "grievance" is an allegation by a grievant that she/he has been

adversely affected by a misinterpretation, misapplication or violation of a

specific provision of this Agreement.

7.1.2 A "grievant" is any bargaining unit employee and/or CSEA.

7.1.3 A "working day" is any day in which the district business offices are open for business.

7.1.4 The "immediate supervisor" is the lowest level supervisor/manager assigned to supervise the grievant.

7.2 Grievant Rights A grievant may withdraw a grievance at any step of the grievance procedure by serving written notice of the withdrawal to the manager at the respective level. The parties agree to encourage the handling of grievances in as informal, timely, and confidential manner as possible. A grievant shall receive paid release time to attend scheduled meetings with management for grievance resolution within the procedures of this article.

7.3 Informal Level, Immediate Supervisor Before filing a formal written grievance, the grievant shall attempt to resolve it by

scheduling and attending an informal conference with his/her immediate

supervisor. The bargaining unit employee may be accompanied by his/her CSEA

representative at informal grievance resolution meetings with the immediate

supervisor(s), and at any other level.

7.4 Formal Level, Level I, Immediate Supervisor 7.4.1 Within 45 working days after the occurrence of the act or omission giving

rise to the grievance or the date on which the grievant should have

reasonably known of the act or omission, the grievant shall present his/her

grievance in writing on the District Classified Grievance Form to his/her

immediate supervisor.

7.4.2 This statement shall be a clear, concise statement of the circumstances

giving rise to the grievance, citation of the specific article, section, and

paragraph of this agreement that is alleged to have been violated, the

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decision rendered at the informal conference, and the specific remedy

sought.

7.4.3 The supervisor or designee shall communicate his/her decision to the

bargaining unit employee in writing within ten (10) working days after

receiving the grievance. A failure on the part of the supervisor to

communicate his/her decision within this time period shall automatically

refer the grievance to Level II.

7.4.4 Within the above time limits, either party may request a personal

conference.

7.4.5 If the grievant is not satisfied with the decision of the supervisor at Level I,

he/she may within ten (10) working days submit an appeal of the decision

to Level II.

7.5 Formal Level, Level II, Next Level Manager(s) 7.5.1 An appeal of the grievance from Level I shall be submitted to the next

level manager on the District Classified Grievance Form. The appeal shall

include a copy of the original grievance, the decision rendered at Level I,

and a clear, concise statement of the reasons for the appeal. The next

level manager shall submit to the grievant a decision within ten (10)

working days of the receipt of the appeal. A failure on the part of the next

level manager to communicate his/her decision within this time period

shall automatically refer the grievance to Level III.

7.5.2 Within the above time limit, either party may request a personal

conference.

7.5.3 Once the grievant has submitted the Level II appeal, and if additional

levels of supervision exist, all levels of line supervision may be involved in

the decision.

7.5.4 If the grievant is not satisfied with the decision of the next level manager,

the grievant may, within ten (10) working days, submit an appeal of the

decision to Level III.

7.6 Formal Level, Level III, Grievance Officer 7.6.1 An appeal of the grievance from Level II shall be submitted to the district

grievance officer or district designee on the District Classified Grievance

Form. The appeal shall include a copy of the original grievance, the

decision rendered at Level I and Level II, and a clear, concise statement of

the reasons for the appeal. The district grievance officer or designee shall

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submit to the grievant a decision within ten (10) working days of the

receipt of the appeal. A failure on the part of the district grievance officer

or designee to communicate his/her decision within this time period shall

automatically refer the grievance to Level IV.


conference.

7.6.3 If the grievant is not satisfied with the decision at level III, the grievant may

request CSEA to submit it to Level IV on his/her behalf.

7.6.4 Only upon agreement by CSEA and the grievant shall the grievance go

forward to Level IV.

7.7 Formal Level, Level IV, Mediation 7.7.1 CSEA shall, on behalf of the grievant, request a mediator from the

California State Mediation and Conciliation Service within 10 working days

of the receipt of the Level III decision.


conference.

7.7.3 If there is no resolution from mediation, then CSEA may submit the

grievance to Level V.

7.8 Formal Level, Level V, Advisory Arbitration

7.8.1 Arbitrated Grievance: If CSEA is not satisfied with the decision at Level

IV, CSEA may submit the grievance to arbitration on the District Classified

Grievance Form. As soon as possible, the district and CSEA shall select

an arbitrator from the California State Mediation & Conciliation Service by

the method of alternate striking from a list of arbitrators supplied by the

C.S.M. & C.S. The request for such list shall be made by the district within

five (5) working days of the receipt of the District Classified Grievance

form notifying the district of the intent to move to arbitration.

7.8.2 The striking and resultant request for an arbitration hearing date shall be

made by the district and CSEA as soon after receipt of the arbitrator list as

possible.

7.8.3 The arbitrator shall render a recommendation to the Board of Trustees as

soon as possible. With the agreement of the grievant, a request may be

made for a hearing bench decision. The arbitrator shall not have the

authority to delete, add to or otherwise modify the provisions of this

agreement. The arbitrator's authority shall be limited to deciding whether

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the district has violated, misinterpreted or misapplied the referred to

express provision of this agreement and such decision shall not imply

obligations and conditions to restrict the district in its administration of the

terms of this agreement; it being understood that any matter not

specifically set forth herein remains within the management rights of the

district.

7.9 Formal Level, Level VI, Board of Trustees: 7.9.1 The decision of the arbitrator within the limits herein prescribed shall be in

the form of a recommendation to the Board of Trustees. The board shall

undertake review of the advisory recommendation at its next regularly

scheduled meeting and take formal action accepting or rejecting the

advisory recommendations. If a request for review is filed with the board

at least two (2) working days before the board meeting, the board may

permit oral arguments by representatives of the parties, but only in the

presence of one another. The board shall then render a decision on the

matter, which decision shall be final and binding on all parties.

If the board does not render such a decision within thirty (30) working days

of the board meeting then it shall be deemed to have adopted the

recommendations of the arbitrator.

7.9.2 The fees and expenses of the arbitrator shall be borne equally by the

district and the association.

7.10 Employee Processed Grievance An employee covered by this agreement may present a grievance directly and

have such grievance adjusted without intervention of CSEA as long as the

adjustment is not inconsistent with the terms of this agreement. CSEA shall be

provided copies of any grievances filed by employees directly and any responses

by the district. Prior to any resolution of any grievance, CSEA shall be provided

with a copy of the proposed resolution for review.

7.11 Association Grievance If a grievance involves the same grievable issues and the same or similar facts

and/or the employees grieving have different immediate supervisors, and/or the

grievance involves an alleged district-wide misinterpretation of this agreement,

the grievance may be submitted by CSEA on the group’s behalf at Level III.

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7.12 Grievance Witnesses The district shall grant reasonable release time to any district employee who is a

witness in connection with the grievance procedure. Said employee shall be

placed on an on-call status as a witness, and shall return to work immediately

after his/her testimony is taken.

7.13 Separate Grievance File All materials concerning an employee's grievance shall be kept in a file separate

from the employee's personnel file and shall be maintained by the Director of

Human Resources and be available for inspection only by the employee or his or

her designee and the Director of Human Resources.

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ARTICLE 8: HOURS, OVERTIME, AND ALLOWANCES

8.1 Work Year The normal work year shall begin on July 1 and end twelve (12) months later on

June 30. Certain positions have been designated as having a work year of nine,

ten, or eleven months.

8.1.1 Nine Month Employee: For nine (9) month employees hired after June 30,

2013, the normal work year shall have three (3) months or three (3) 20

consecutive non-work day periods without pay each year as assigned by

the district, provided there is no reduction in the employees current number of paid days. The normal work year for nine-month employees

hired prior to July 1, 2013 shall be nine months each year with three (3)

consecutive months or sixty (60) consecutive work days off each summer

without pay.

8.1.2 Ten Month Employee: For ten (10) month employees hired after June 30,

2013, the normal work year shall have two (2) months or two (2) 21

consecutive non-work day periods without pay each year as assigned by

the district, provided there is no reduction in the employees current number of paid days. The normal work year for ten (10) month

employees hired prior to July 1, 2013 shall be ten (10) months each year

with two (2) consecutive months or forty-three (43) consecutive work days

off each summer without pay.

8.1.3 Eleven Month Employee: For eleven (11) month employees hired after

June 30, 2013, the normal work year shall have one (1) month or one (1)

22 consecutive non-work day period without pay each year as assigned by

the district, provided there is no reduction in the employees current number of paid days. The normal work year for eleven-month employees

hired prior to July 1, 2013 shall be eleven (11) months each work year with

one (1) month or twenty-two (22) consecutive workdays off each summer

without pay.

8.2 Standard Workweek and Workday 8.2.1 The standard workweek for full-time employment shall be five (5)

consecutive days, determined by the district as not less than thirty-seven

(37) hours per week. The standard workday for full-time bargaining unit

employees shall consist of not less than seven (7) nor more than seven

and one half (7.5) hours per day. Employees are required to report for

duty at the assigned time.

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8.2.2 Part-time Work in Excess of Assignment: A classified employee who

works a minimum of thirty (30) minutes per day in excess of the regular

part-time assignment for a period of twenty (20) consecutive working days

or more, shall have the basic assignment changed to reflect the longer

hours in order to acquire fringe benefits on a properly pro-rated basis,

such as vacation and sick leave.

8.2.3 A part-time bargaining unit employee shall be less than thirty-seven (37)

hours per week.

8.2.4 The workweek and workday shall be designated by the district for each

classified assignment at the time of hire/transfer/promotion, with each

bargaining unit employee receiving a copy of their work schedule at the

time they begin their new assignment. Each bargaining unit employee

shall be assigned a fixed, regular, and ascertainable number of hours.

Should the district have an operational need to change a bargaining unit

employee’s work schedule and the bargaining unit does not agree with the

change, the district and CSEA shall meet to attempt to resolve the dispute.

It is understood that a temporary change of a work schedule for an

emergency is permitted. An “emergency” for the purposes of this Article is

defined as circumstances which could not have been planned for.

8.2.4.1 Reduction in Assigned Time: Any reduction in assigned time shall

be accomplished in accordance with Article 18, Layoff and

Reemployment. In the event the district reduces a unit member’s

percentage of employment and/or work days, the district shall

provide notice and an opportunity to bargain the decision to

reduce and the effects of the reduction in assigned time and/or

workdays.

8.3 Alternative Work Week or Flexible Modified Work Assignment 8.3.1 Alternative Work Week: The employee’s alternative work schedule must

not adversely affect the normal operations of his/her department. Fiscal

neutrality and a continued or improved level of service must be

maintained.

8.3.1.1 A full-time employee and his/her supervisor and the cabinet-level

administrator, may agree to a permanent or temporary alternative

work schedule that is not less than thirty-seven (37) hours per

week or seventy-four (74) hours every two (2) weeks (Per Ed Code 88040) with the approval of the superintendent/president

and CSEA and in consultation with human resources.

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8.3.1.2 No additional shift differential stipends will be generated and

overtime or compensatory time off will not be granted unless

hours worked exceed the scheduled workweek.

8.3.1.3 Employees not working a standard work week during a week in

which there is a district holiday will revert back to a standard work

week.

8.3.1.4 For purposes of calculating leave time used during an alternative

schedule, accrued leave days will be converted to hours when

used.

8.3.2 Flexible Modified Work Assignment: With the approval of his/her supervisor a full-time employee has the option to work modified work hours provided the work schedule is not less than 37 hours per week. This agreement shall be in writing and an agreement for any flexible modified assignment more than a day shall be forwarded to the Director of Human Resources and CSEA. 8.3.2.1 Less than 20 Hour Part-Time Flexible Modified Work Schedule: The

district may establish a flexible modified work schedule for less than 20

hour part-time bargaining unit positions that support scheduled

programs, activities, or events requiring flexible working hours or days.

CSEA and the district will identify such positions prior to recruitment.

8.3.2.2 The flexible modified work schedule, not to exceed 5 work days or

19.5 hours in a work week, shall be assigned by the district with

employee input and based on district need. At least one month

prior to the beginning of each semester, bargaining unit members

shall review with their supervisor a written schedule indicating the

days and hours the employee is assigned to work during the

upcoming semester. A copy of the agreed upon schedule shall

be forwarded to the Director of Human Resources and CSEA.

8.3.2.3 No part-time bargaining unit member’s schedule shall be changed

to avoid overtime opportunities for greater than 20-hour a week

bargaining unit members.

8.3.5 Summer 4-Day Workweek

If either the district or CSEA has an interest in negotiating an agreement to

establish a 4-day workweek during the summer months, written

notification must be sent by the interested party no later than November 1 for

any proposed changes in the following summer months.

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8.4 Meal Period 8.4.1 Bargaining unit employees who work more than five (5) consecutive hours

per day shall be entitled to an unpaid, uninterrupted meal period of not

less than thirty (30) minutes nor more than one (1) hour.

8.4.2 The time scheduled for the meal period shall be assigned by each

bargaining unit employee's immediate supervisor as noted in this Article.

8.4.3 An employee required by their supervisor to work during his or her lunch

period shall receive a full, uninterrupted lunch period during the workday,

or overtime. The district shall encourage all bargaining unit employees to

take their lunch period.

8.5 Rest Period 8.5.1 All bargaining unit employees who work four (4) hours or more per day

shall be granted paid rest periods at the rate of fifteen (15) minutes for

each four (4) hours of work in any one workday.

8.5.2 Rest periods shall be scheduled by the bargaining unit employee's

immediate supervisor and normally shall be approximately at the midpoint

of a four-hour shift.

8.5.3 Unit employees working less than four (4) hours per day shall not be

entitled to a scheduled rest period.

8.5.4 A rest period of a total of thirty (30) minutes for employees working full-

time may be scheduled by mutual agreement of the employees and their

supervisors.

8.5.5 Rest periods are a part of the regular workday and shall be compensated

at the regular rate of pay for the employee.

8.5.6 Rest facilities: The district shall make available lunchroom, rest room, and

lavatory facilities for classified employees' use.

8.5.7 Rest breaks shall not be used to shorten the workday or to lengthen the

meal periods.

8.6 Call-Back Pay 8.6.1 Bargaining unit employees who are called back when off duty and

required to report for duty at the work site shall receive a minimum of two

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(2) hours pay at the appropriate rate unless the bargaining unit employee

has worked his/her normal shift and is still on district property.

8.6.2 If the time so worked runs into the unit employee's regular scheduled work

shift, the two (2) hour minimum shall not be payable, but the employee

shall receive payment for the actual time worked, payable in increments of

fifteen (15) minutes of working time at the appropriate rate.

8.7 Call-In Time 8.7.1 Bargaining unit employees who are called in to work on a non-duty day

and required to report for duty at the work site shall receive a minimum of

two (2) hours pay at the appropriate hourly rate, provided at least two (2)

hours have elapsed since the completion of the employee's last work shift

assignment or previous call-back period.

8.8 Overtime 8.8.1 Any and all overtime must be approved in advance by the employee’s

supervisor and submitted on the designated form within 30 days of the

overtime worked. when possible. Failure to procure advanced approval

will result in the rejection of overtime request(s) except for emergencies.

Failure to comply with this article may lead to disciplinary action.

8.8.2 Overtime is ordered and authorized working time in excess of 7.5 hours

Mondays through Thursday and seven (7) hours on Friday or thirty-seven

(37) hours in one work week. No bargaining unit employee’s assignment

shall be changed for the sole purpose of avoiding overtime.

8.8.3 This overtime provision does not apply to employees working a four-day

workweek 9.25 hours a day unless the employee works more than thirty-

seven (37) hours per week.

8.8.4 A bargaining unit employee who works authorized overtime shall be paid

at a rate equal to one and one-half (1.5) times the employee's regular rate

of pay for the amount of overtime worked or when mutually agreed receive

compensatory time off at a rate equal to one and one-half (1.5) times the

amount of overtime worked.

8.8.5 Bargaining unit employees working four (4) hours or more per day shall be

paid for overtime on the sixth (6th) and seventh (7th) days of work at one

and one-half (1.5) the regular pay rate.

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8.8.6 Bargaining unit employees working less than four (4) hours per day shall

be paid for overtime on the seventh (7th) day of work at one and one-half

(1.5) the regular pay rate.

8.8.7 All properly authorized overtime shall be submitted monthlywithin 30 days

on the designated classified district overtime authorization form and shall

be signed by the immediate supervisor.

8.8.8 Bargaining unit employees required to work on designated holidays

(Article 12) shall be paid at a rate of one and one-half (1.5) times the

regular hourly rate in addition to the regular hourly rate of pay for the

holiday.

8.8.9 Overtime of less than fifteen (15) minutes shall not be credited; all

overtime shall be reported and credited in multiples of fifteen (15) minutes

of working time.

8.8.10 The district shall distribute overtime equitably among unit members within

the same classification in the department first to those who regularly

perform the duties and next to those skilled in the duties.

8.8.11 Compensatory time off shall be granted within twelve (12) months from the

month in which it was earned. When employees schedule vacation time,

the employee shall use accrued compensatory time before accrued

vacation time.

8.8.12 If an off-campus organization requests specific employees to work

overtime at their on-campus functions, such requests shall be excluded

from the provisions of Section 8.8.10.

8.9 District-Initiated Flexible Work Assignment At the request of his/her supervisor a full time employee has the option to work

flexible work hours provided the work schedule is not less than 37 hours per

week. This agreement shall be in writing and an agreement for any flexible

assignment more than a day shall be forwarded to the Director of Human

Resources and CSEA.

8.10 Less than 20 Hour Part-Time Flexible Work Schedule The district may establish a flexible work schedule for less than 20 hour part-

time bargaining unit positions that support scheduled programs, activities, or

events requiring flexible working hours or days. CSEA and the district will

identify such positions prior to recruitment.

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8.10.1 The flexible work schedule, not to exceed 5 work days or 19.5 hours in a

work week, shall be assigned by the district with employee input and

based on district need. At least one month prior to the beginning of each

semester, bargaining unit members shall review with their supervisor a

written schedule indicating the days and hours the employee is assigned

to work during the upcoming semester. A copy of the agreed upon

schedule shall be forwarded to the Director of Human Resources and

CSEA.

8.10.2 No part-time bargaining unit member’s schedule shall be changed to

avoid overtime opportunities for greater than 20-hour a week bargaining

unit members.

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ARTICLE 9: PAY AND ALLOWANCES

9.1 Regular Pay 9.1.1 Definitions

Base Pay: Base pay for employees are determined by the employee’s

position and step/range on the salary schedule.

Regular Rate of Pay: The regular rate of pay includes all compensation for

employment except payments specifically exempted by FLSA. Additional

types of pay may include but may not be limited to longevity, shift

differential, and bilingual stipend.

9.1.21 2014-152017-18 Fiscal Year: Effective July 1, 20147, the 2016-2017

classified bargaining unit salary schedule listed in Appendix B shall be

increased by 1.56% as indicated in the 2017-18 California State Adopted

Budget for Cost of Living Adjustment (COLA).two percent (2.0%). Any

retroactive pay due to any bargaining unit member employed on or after

July 1, 2014, shall be made no later than April 30, 2015. In order to offset

increased costs of health benefits for the duration of this contract, benefits

eligible employees will receive a one-time payment of $1200.00 prorated

per Article 11.1.3 and paid in the Novembera supplemental payroll.

9.1.1.1 Effective January 1, 2015, the classified bargaining unit salary

schedule listed in Appendix B shall be increased by an

additional four point five percent (4.5%). Additionally, effective

January 1, 2015, all bargaining unit employees shall pay 100%

of their CalPERS employee contribution.

9.1.32 2015-162018-19 Fiscal Year: Effective July 1, 20158, the classified

bargaining unit salary schedule listed in Appendix B shall be increased by

half the percentage amount indicated in the 2014-152018-19 California

State Adopted Budget for Cost of Living Adjustment (COLA). In order to

offset increased costs of health benefits for the duration of this contract,

benefits eligible employees will receive a one-time payment of $1200.00

prorated per Article 11.1.3 and paid in the Novembera supplemental

payroll.

9.1.43 2016-172019-20 Fiscal Year: Effective July 1, 20169, the 2018-19

classified bargaining unit salary schedule listed in Appendix B shall be

increased by half the percentage amount indicated in the 2015-162019-20

California State Adopted Budget for Cost of Living Adjustment (COLA). In

order to offset increased costs of health benefits for the duration of this

contract, benefits eligible employees will receive a one-time payment of

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$1200.00 prorated per Article 11.1.3 and paid in the Novembera

supplemental payroll.

9.1.5 The funds allocated for the $1200.00 offset to health benefits increases

are not intended to sunset with the 2017-2020 collective bargaining

agreement.

9.1.64 Educational Recognition Pay: All bargaining unit employees who have earned an Aassociate’s Ddegree from an accredited college/university shall receive an annual payment of $250. All bargaining unit employees who have earned a Bbachelor’s Ddegree from an accredited college/university shall receive an annual payment of $500. All bargaining unit employees who have earned a master’s degree from an accredited college/university shall receive an annual payment of $750. All bargaining unit employees who have earned a doctorate degree from an accredited college/university shall receive an annual payment of $1000. Only one degree shall be recognized for this provision. Annual payments shall be made to bargaining unit employees who are active employees of the district on June 30th 1st of each year on the June supplemental payroll. There shall be no proration of this pay for bargaining unit employees who terminate employment prior to June 1st30th of each year.

9.2 Longevity 9.2.1 Effective July 1, 20142017, bargaining unit employees shall be entitled to

Longevity pay in addition to their regular pay which is considered pensionable special compensation pursuant to Title 2, California Code of Regulations, Section 571. This Llongevity Ppay computed from the date of hire, shall be paid as follows:

Upon the employee’s anniversary date at the beginning of the Sixth Year

of Service, employees will earn 1.75% of monthly salary.

Upon the employee’s anniversary date at the beginning of the Seventh

Year of Service, employees will earn an additional 1.75% of monthly

salary.

Upon the employee’s anniversary date at the beginning of the Eight Year

of Service and following, employees will earn 0.5% compounded longevity

on the monthly salary.

Beginning of: Amount/Percentage:

Seventh Year of Service Four percent (4%) of monthly salary

Tenth Year of Service Five percent (5%) of monthly salary

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Fourteenth Year of Service Six percent (6%) of monthly

salary

Seventeenth Year of Service Seven percent (7%) of monthly

salary

Twenty-First Year of Service Eight percent (8%) of monthly salary

9.3 Shift Differential Bargaining unit employees whose regular work schedule requires work after 6:00

p.m. and before 6:00 a.m. for two (2) or more days per week shall receive a shift

differential according to the following schedule:

9.3.1 Five percent (5%) above their regular rate of pay for all hours worked

provided the shift includes four (4) hours between 6:00 p.m. and 6:00 a.m.

9.3.2 Two-and-one-half percent (2.5%) above their regular rate of pay for all

hours worked provided the shift includes two (2) hours between 6:00 p.m.

and 6:00 a.m.

9.3.3 One percent (1%) above their regular rate of pay for all hours worked

provided the shift includes one (1) hour between 6:00 p.m. and 6:00 a.m.

9.4 Night Custodian Shift Custodians assigned to the late night shift will have a start time of 10:00 p.m. and

end time of 6:00 a.m. A fifteen percent (15%) shift differential shall be paid for all

hours worked provided the shift includes five (5) hours between 12:00 a.m. and

6:00 a.m.

9.5 Compensation During Training If district approved training, initiated by either employee or their supervisor takes

place during regular working hours there will be no loss of pay or benefits to

employees. Attendance at district approved training must be preapproved by the

employee’s supervisor.

9.6 Salary on Promotion A bargaining unit employee who is promoted to a class allocated a higher salary

range shall be placed on the appropriate salary step so that the unit member will

receive not less than a five percent (5%) salary increase except that no unit

employee shall be placed beyond the last step of the range.

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9.7 Salary upon Reclassifications A bargaining unit employee who is in a position that is reclassified to a position in

a higher salary range shall be placed on the appropriate salary step at which the

unit member will receive not less than a five percent (5%) salary increase. In no

event shall a bargaining unit member receive less than the lowest step or more

than the highest step of the salary range of the new classification.

9.8 Payroll Adjustments 9.8.1 Underpayment: Any payroll error resulting in insufficient payment for an

employee in the bargaining unit shall be corrected, and a supplemental

check issued, not later than five (5) working days after it has been

determined that a payroll error has been made.

9.8.2 Overpayment: Any payroll error resulting in an overpayment for an

employee in the bargaining unit shall be corrected, and repayment

arrangements using the Repayment of Overpayment Authorization Form.

9.9 Lost Checks Any paycheck for an employee in the bargaining unit which is lost after receipt by

the district or which is not delivered within five (5) days of mailing, if mailed, shall

be replaced upon notification as soon as possible upon any available district

funds.

9.10 Meals, Mileage and Lodging The district shall reimburse unit employees for expenses of meals, mileage and

lodging incurred during the conduct of authorized district business at the rates

established by the Board for such purposes.

9.11 Part-Time Employment A part time employee is an employee who works less than full-time. All pay and

allowances covered under this article will be prorated except as noted in 9.13.

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9.12 Full-time employment Is defined as employment for thirty-seven (37) hours per week in a position

requiring nine (9) months or more service each year when the position is

designated as full time by the district.

9.13 Bilingual Stipend Employees who are required by the district to orally translate in Spanish to

English and/or English to Spanish and who are proficient in Spanish as

determined by a district selected and administered examination, shall receive an

additional $50.00/month. The district reserves the right to reevaluate the

payment of this stipend at least once a year. Employees who translate Spanish

to English and/or English to Spanish on an occasional, casual or incidental basis

shall not be eligible for this stipend. Effective date is July 1, 1992.

9.14 Employee Achievement Awards The district will provide an annual program of monetary awards for valuable

suggestions, services, or accomplishments to three (3) bargaining unit

employees. The amount of these monetary awards will be $200 each.

9.15 Compensation for Working Out of Classification Within the Bargaining Unit 9.15.1 A unit employee shall not be required to perform duties which are not

fixed and prescribed for the position by the governing Board unless the

duties reasonably relate to those fixed for the position by the Board, for

any period of time which exceeds five (5) working days within a fifteen

(15) calendar day period except as provided in this section.

9.15.2 No out -of- class assignment shall be offered to the employee by the

supervisor without prior approval of Human Resources. This approval

will include confirmation of duties and pay.

9.15.3 A bargaining unit employee who is required to perform duties

inconsistent with their job description for more than five (5) working days

shall have their salary adjusted upward by five percent (5%) for the

entire period he/she is required to perform duties inconsistent with their

job description.

9.15.4 If a bargaining unit employee is assigned to perform duties found in a job

description in a higher classification, the employee shall advance to the

first step in the salary range in that higher classification that affords them

at least five percent (5%) salary increase for the higher classification

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duties they are temporarily performing for the entire period they are

performing those higher duties.

9.15.5 The unit member working outside of classification but within the

bargaining unit may, in consultation with the supervisor, voluntarily return

to his/her permanent position prior to the completion of the assignment.

9.15.6 A temporary pay increase for the purpose of working out of classification

shall have no bearing on a bargaining unit employee’s request for

reclassification or the determination by the Reclassification Task Force

for salary placement upon reclassification.

9.16 Compensation for Working Out of Classification Outside the Bargaining Unit 9.16.1 Any permanent unit member may accept an assignment within the

district, outside of the bargaining unit, to an interim faculty, supervisory,

confidential, or administrative position. During service in such a position,

the employee will remain a member of the bargaining unit and shall

continue to pay union dues or fees. The employee will receive all

benefits and compensations afforded the interim position. Other terms

and conditions of this agreement no longer apply.

9.16.2 The unit member working outside of the bargaining unit, may, in

consultation with the supervisor, voluntarily return to his/her permanent

position prior to the completion of the interim assignment.

9.17 Extra Work Assignment Opportunity An extra work assignment is work assigned to and worked by less-than-12 month bargaining unit members during their scheduled non-work periods (per Article 8.1).

9.17.1 If a less than 12 month position is extended by extra assignment for three (3) consecutive years, the position shall be changed to an 11 or 12 monthposition.

9.17.12 Extra work assignment opportunities shall be offered to the incumbent in the regular work assignment then, if declined, posted and made available to all currently-employed unit members for a period not less than five (5) work days.

9.17.12.1 If the incumbent declines or does not fulfill the extra work assignment for any reason, the incumbent will lose entitlement to future extra work assignments.

9.17.2.2 Employees interested in applying for a posted extra assignment position shall complete the Extra Assignment

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Opportunity Form and submit it to Human Resources by the posted deadline.

9. 17.23 When the District has an extra work assignment opportunity, iInterested employees shall be assigned based on the bargaining unit employee who is best qualified for the extra assignment, regardless of his/her regular classification. following selection criteria in the listed order of priority:

9.17.2.1 The bargaining unit employee who normally performs the assigned work during his/her regular work assignment.

9.17.2.2 The bargaining unit employee who is best qualified for the extra assignment, regardless of his/her regular classification.

9.17.34 A bargaining unit employee’s compensation for an extra work assignment shall be determined in one of the following ways:

a) If assigned a position different than the bargaining unit member’s current position, the bargaining unit employee shall be placed on the salary range of the assigned position and the step which most approximates the unit employee’s regular salary.

b) If assigned a position that is the same as the bargaining unit member’s current position, the bargaining unit employee’s rate of pay shall remain the same.

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ARTICLE 10: EMPLOYEE EXPENSES AND MATERIALS

10.1 Uniforms 10.1.1 The district shall pay the full cost of the purchase, lease, rental, cleaning

and maintenance of uniforms if required by the district to be worn by

bargaining unit employees. Bargaining unit employees required by the

district to wear uniforms will be responsible for replacing them if lost.

10.1.2 The district agrees to provide protective aprons or other outer garments

for employees who are regularly required to come in contact with ink

and/or chemicals which may damage clothing.

10.2 Safety Footwear:

10.2.1 Appropriate foot protection or safety footwear shall be required for

bargaining unit employees who are exposed to foot injuries from electrical

hazards, hot, corrosive, poisonous substances, falling objects, crushing or

penetrating actions, which may cause injuries or who are required to work

in abnormally wet locations. (California Code of Regulations, Title 8,

section 3385(a) Foot Protection.)

10.2.2 Protective and appropriate footwear for employees shall meet OSHA

standards and conform to the performance requirements and

specifications in American Society for Testing and Materials (ASTM) F

2412-05 and Standard Test Methods for Foot Protection, and ASTM F

2413-05.

10.2.3 Bargaining unit employees listed in the positions below are required to

wear safety footwear during working hours.

Automotive Mechanic

Cook-Children Center

Coordinator, Campus Graphics

Copy Center Technician

Courier

Custodial Lead Worker

Custodial Lead Worker, Off-Campus Programs

Custodian

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Custodian/Athletic Equipment Attendant

Fire, Safety and Emergency Medical Services Maintenance Specialist

Groundskeeper I

Groundskeeper II

Groundskeeper III

Heating and Refrigeration Mechanic

Heating, Ventilation, Air Conditioning and Controls Technician

Instructional Assistant, Automotive Technology

Instructional Assistant, Emergency Medical Technician

Instructional Assistant, Engineering

Instructional Assistant, Fire Science

Instructional Assistant, Life Science Laboratory

Instructional Assistant, Life and Physical Sciences Laboratory

Instructional Assistant, Physical Sciences Laboratory

Instructional Assistant, Police Academy

Instructional Assistant, Welding

Laboratory Assistant, Life and Physical Science

Lead Groundskeeper

Maintenance Specialist – Carpenter

Maintenance Specialist – Electrician

Maintenance Specialist - Locksmith

Maintenance Specialist – Painter

Maintenance Specialist – Plumber

Maintenance Repair Worker I

Maintenance Repair Worker II

Maintenance Repair Worker III

Multi-Media Services Technician

Multi-Media Services Technician II

Production Specialist, Campus Graphics

Shipping & Receiving Clerk – Bookstore

Shipping & Receiving Clerk – Plant Services

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Skilled Carpenter/Maintenance Craftsman

Telecommunication Technician Support Specialist

Women’s Equipment Manager/Custodian

These The bargaining unit positions requiring protective footwear are the

positions currently identified (and are also noted with an asterisk in

Appendix A). Other positions may be added if they meet the criteria as

stated in 10.2.1. Either the district or individual unit employee can request

a review to determine if safety footwear is appropriate for their position.

Final determination will be made via consultation between CSEA and

Human Resources.

10.2.4 Safety footwear which is defective or inappropriate to the extent

that its ordinary use creates the possibility of foot injuries shall not be

worn. (California Code of Regulations, Title 8, section 3385(b) Foot

Protection.). A request by the bargaining unit employee for replacement of

safety footwear that may be defective and/or no longer effective shall be

made to their immediate supervisor.

10.2.5 Required safety footwear will be paid for by the district. If the cost

is in excess of $125.00 the employee will be responsible for paying the

balance. Safety footwear shall be purchased from a designated vendor

selected by the district.

10.3 Safety Glasses

Bargaining unit employees who are required by the district to wear safety glasses

shall be provided such glasses by the district.

10.3.1 Employees working in locations where there is a risk of receiving eye

injuries, such as punctures, abrasions, contusions, or burns as a result of

contact with flying particles, hazardous substances, projections, or

injurious light rays which are inherent in the work or environment, shall be

safeguarded by means of face or eye protection. Suitable screens or

shields isolating the hazardous exposure may be considered adequate

safeguarding for nearby employees. (California Code of Regulations, Title

8, section 3382)

10.3.2 Employees who do not wear prescription glasses will be provided with

appropriate eye protection as approved by the Santa Barbara County

SIPE safety officer.

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10.3.3 Employees who do wear prescription glasses will be provided with

appropriate eye protection that can be worn over the prescription lenses

without disturbing the proper position, fit, or usefulness of the prescription

lenses. Appropriate eye protection will be the type approved by Santa

Barbara County SIPE safety officer.

10.3.4 Employees who do wear prescription glasses, whose proper position, fit,

or usefulness is impeded by eye protection worn over prescription lenses

as provided in 10.3.3 will be provided with prescription safety glasses from

a vendor selected by the district and approved by the Santa Barbara

County SIPE safety officer.

10.3.5 The employee who must wear prescription safety glasses will provide the

lens prescription at no cost to the district.

10.3.6 The district will replace prescription safety glasses once every two years

or at an earlier date if the employee’s lens prescription changes or if the

glasses are damaged on the job. Work related damage must be verified

by the district. The employee will be responsible to replace lost safety

glasses and prescription safety glasses at employee’s expense.

10.4 Non-Owned Automobile Insurance The district agrees to provide secondary coverage for personal injury and

property damage insurance to protect employees in the event that employees are

required to use their personal vehicles on employer business. The employee

must provide primary insurance coverage and must provide the district with a

copy of a valid driver’s license and proof of insurance.

10.5 Physical Examinations The district agrees to provide the full cost of any medical examination required as

a condition of employment or continued employment.

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ARTICLE 11: HEALTH AND WELFARE BENEFITS

11.1 General Provisions 11.1.1 The district reserves the right to select a carrier to provide claims

administration and services at appropriate benefit levels. The district will

consult with CSEA in considering the selection of a carrier. All

contemplated changes in carrier and individual plans shall be discussed

with the Allan Hancock College Staff Benefits Committee prior to

implementation. CSEA shall have three (3) representatives on that

committee.

11.1.2 The district reserves the right to determine the basis for establishing

equivalency in considering individual carrier plans.

11.1.3 All health and welfare benefits covered under this article will be prorated

for employees hired after December 31, 1986, who work less than full-

time, but twenty (20) hours per week or more.

11.1.4 Full-time employment is defined as employment for thirty-seven (37) hours

per week in a position requiring nine (9) months or more service each year

when the position is designated as full time by the district.

11.1.5 Eligibility: Eligibility shall be defined as all bargaining unit employees

assigned and working twenty (20) hours or more per week.

11.1.6 Prior to implementing any new premium costs through payroll deductions,

the district will meet with CSEA to consider alternatives such as revisions

to coverage including but not limited to deductibles and kinds and levels of

service, in order to reduce the cost of insurance.

11.2 Health and Welfare Insurance Benefits 11.2.1 Health/Medical Benefits: For each eligible bargaining unit employee and

dependent the district will make a monthly contribution for health

insurance through SISC or alternative coverage. A prescription drug plan

and an Employee Assistance Plan (EAP) are included.

11.2.1.1 The district is not obligated to pay any increase in premium cost

after September 30, 2010. Any increase in cost shall be borne by

the bargaining unit employee through payroll deduction. Effective

October 1, 2013, the district will pay $448.02 per month for single

coverage, $848.05 per month for two-party coverage, and

$1,176.17 per month for family coverage.

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11.2.1.2 The difference in cost between the insurance plan selected and

the district contribution will be paid for by the individual bargaining

unit member through payroll deduction unless otherwise

negotiated.

11.2.1.3 Health/medical insurance for the eligible bargaining unit employee

is mandatory unless an employee submits proof of coverage

elsewhere.

11.2.2 Dental Insurance: The district shall provide each eligible bargaining unit

employee and dependent a monthly district contribution for dental

insurance through the district self-insurance dental plan.



the bargaining unit employee through payroll deduction. Effective

October 1, 2010, the district will pay $55.53 per month for single

coverage, $114.06 per month for two-party coverage, and

$163.80 per month for family coverage. The employee will pay

any additional cost through payroll deduction.

11.2.2.2 Each eligible employee of the bargaining unit is required to have

district provided dental insurance.

11.2.3 Life Insurance: The district will provide each eligible bargaining unit

employee paid life insurance with a maximum benefit upon death of

$6,000, including accidental death and dismemberment, and a paid

decreasing term life insurance with accidental death and dismemberment.


district provided life insurance.



the bargaining unit employee through authorized payroll

deduction.

11.2.4 Income Protection Insurance: For each eligible bargaining unit employee

the district will pay $0.99 per $100 of payroll for Income Protection

Insurance.


district provided income protection insurance.


after September 30, 2010. Any increase in cost shall be paid by

the bargaining unit employee through authorized payroll

deduction.

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11.2.5 Vision Insurance: Effective January 1, 2013, the district shall provide each

eligible bargaining unit employee a monthly district contribution for vision

insurance through the district vision plan.

11.2.5.1 The district will pay a premium cost up to $5.67 65 per month for

single coverage. The district is not obligated to pay any increase

in the premium cost. Any increase in cost shall be borne by the

bargaining unit employee through payroll deduction.

11.2.5.2 Vision insurance for the bargaining unit employee is mandatory

unless an employee submits proof of coverage elsewhere.

11.3 Cash-in-Lieu-of Benefit Program An employee who waives District medical insurance with proof of other insurance

meets the conditions as defined in Appendix C may receive a cash-in-lieu of

benefit as outlined below:in accordance with the amounts listed in Appendix C

Employee Only: $1,498.00 paid over twelve (12) months

Employee Plus One Dependent: $1,362.70 paid over twelve (12) months

Employee Plus Two or More Dependents: $1,248.20 paid over twelve (12)

months

11.4 Insurance Rebate If any insurance premium costs decrease, or if any premium costs remain static

and the district receives a distribution resulting from a credit, dividend, refund, or

similar mechanism for the period beginning October 1, 1997, through September

30, 2011, the amount of the distribution which is the classified bargaining unit’s

share at the time of the cost decreases or distribution shall be placed in an

account to be used solely for the purpose of offsetting future premium increases

until the account is exhausted.

11.4.1 The amount of the distribution as defined above, shall be used to offset

increases for health/medical insurance, dental insurance, life insurance,

and income protection insurance through September 30, 2012, unless the

account is exhausted an earlier date.

11.4.2 Insurance premiums in effect on October 1, 2012, will be used as the base

from which to determine increases in premium cost from which to draw

against the account.

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11.5 Physical Examination

11.5.1 The Board agrees to provide each eligible bargaining unit employee up to three hundred dollars ($300) reimbursement each fiscal year. Such allowance may be accrued on a year-to-year basis up to a total of seven hundred dollars ($700) after which the accrued amount above seven hundred dollars ($700) if not expended, shall revert to the district.

11.5.1.1 The fiscal year allowance (July 1 through June 30), as well as any

existing accrued amount, may only be used to reimburse for services provided in that same fiscal year. The bargaining unit employee will have until July 31 each year to turn in the previous fiscal year claims.

11.5.2 This benefit may be used for: 11.5.2.1 the purpose of obtaining a physical examination by a physician of the

unit employee’s choice; 11.5.2.2 out of pocket expenses not covered by dental or medical insurance

(does not include premiums or co-pays); 11.5.2.3 annual flu shot; 11.5.2.4 eye examinations and the purchase of prescription glasses and/or

contact lenses; there shall be no limitation on the number of eyewear purchased so long as the amount does not exceed the accrued allowances;

11.5.2.5 these same expenses incurred by eligible dependents of a bargaining unit employee. Dependents must qualify for bargaining unit employee insurance coverage.

11.5.3 Each bargaining unit employee shall be furnished a yearly balance of

physical examination fund no later than May 15.

11.65 Medical Insurance for Eligible Retirees 11.65.1 Retiree coverage under district sponsored medical insurance shall

terminate at age 65 or at any earlier date upon eligibility of the employee

to enroll in Federal or State medical insurance programs available to

persons receiving OASDI or PERS medical benefits or coverage as an

employee or dependent by another employer.

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11.56.2 The district will maintain coverage for a retiree to age 65 at the

same dollar contribution level available to current employees. Coverage is

provided under the medical insurance plan upon PERS retirement as

evidenced by the receipt of monthly retirement benefit payments from the

Public Employees Retirement System, provided the unit member is at

least 55 years of age but less than age 65 at the following levels:

11.65.2.1 For bargaining unit employees hired before March 31, 1983,

and has been a regular employee of the district for five (5) or

more consecutive years of service.

11.65.2.2 For bargaining unit employees hired on March 31, 1983

through December 31, 1988, and has been a regular employee of

the district for ten (10) or more consecutive years of service.

11.65.2.3 For bargaining unit employees hired on January 1, 1989

through June 30, 1993, and has been a regular employee of the

district for fifteen (15) or more consecutive years of service.

11.56.2.4 For bargaining unit employees hired on July 1, 1993 through

December 31, 1997, and has been a regular employee of the

district for twenty (20) or more consecutive years of service. The

retiree's spouse/domestic partner shall not be eligible for this

benefit through district paid premium. However, the retiree may

purchase spousal/domestic partner coverage.

11.65.3 For bargaining unit employees hired on or after January 1, 1998,

the district will maintain coverage at the same dollar contribution level

provided to current employees for a retiree under the medical insurance

plan upon PERS retirement as evidenced by the receipt of monthly

retirement benefit payments from the Public Employees’ Retirement

system provided the unit member is at least 60 years of age but less than

65 and has been a regular employee of the district for twenty-five (25) or

more consecutive years of service. The retiree’s spouse/domestic partner

shall not be eligible for this benefit through district-paid premium.

However, the retiree may purchase spousal/domestic partner coverage.

11.65.4 Spousal/Domestic Partner Coverage Provisions

11.65.4.1 Coverage for insurance at the same dollar contribution level

provided to current employees is extended to the eligible spouse

/domestic partner of a bargaining unit employee to age 65 hired

prior to January 1, 1989, who is covered by district provided

health insurance and who retires with ten (10) consecutive years

of service to the district. Coverage is subject to the provisions of

this section.

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11.65.4.2 Coverage for insurance at the same dollar contribution level

provided to current employees is extended to the eligible spouse

/domestic partner of a bargaining unit employee hired on January

1, 1989, or later, who is covered by district provided health

insurance and who retires with fifteen (15) consecutive years of

service to the district. Coverage is subject to the provisions of this

section.

11.65.4.3 The decision to take advantage of this benefit must be made

within thirty-five (35) days from the last date of employment.

11.65.4.4 After the spouse/domestic partner reaches the age of 65, or

participates in the plan for ten (10) years, whichever is first, the

spouse/domestic partner then becomes eligible to participate at

his/her expense if he/she does not qualify for Medicare or other

medical coverage.

11.65.4.5 Should the retiree die, the survivor will be allowed to stay on

the policy at district expense for ten (10) years from date of initial

coverage benefit. After ten (10) years participation Section

11.6.4.4 applies.

11.65.4.6 If the spouse/domestic partner has another source of

medical insurance coverage, that policy becomes the primary

policy and the AHC policy becomes the secondary policy. A

person cannot take cash-in-lieu money in lieu of this benefit.

The retiree’s contribution or premium payments, when applicable,

will be paid quarterly in advance. Exceptions to this stipulation

must be approved by the Board of Trustees.

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ARTICLE 12: HOLIDAYS

12.1 Paid Holidays The Board agrees to provide 15 (fifteen) paid holidays to employees of the

bargaining unit as follows:

Independence Day Holiday

Labor Day Holiday

Veterans Day Holiday

Thanksgiving Day Holiday

The Day after Thanksgiving

Christmas Eve Holiday

Christmas Day Holiday

New Year's Eve Holiday

New Year's Day Holiday

Martin Luther King Day Holiday

Lincoln's Day Holiday

Washington's Day Holiday

Spring Holiday

Memorial Day Holiday

Birthday Floating Holiday (to be used as an in lieu holiday for California

Admission Day). Employees are entitled to a birthday floating holiday to be taken

within the fiscal year (July 1-June 30).

12.2 Birthday Holiday The birthday holiday will be scheduled at a time which is mutually agreeable to

the bargaining unit employee and the immediate supervisor.

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12.3 Government Holidays Every day appointed by the Governor as a day for a public fast, thanksgiving, or

holiday shall be a paid holiday for eligible employees of the bargaining unit, if the

Governor provides that the community college shall close. Every day appointed

by the President as a public fast, thanksgiving, or holiday, shall be a paid holiday

for eligible employees of the bargaining unit, unless it is a special or limited

holiday.

12.4 Observance of Weekend Holidays When a holiday falls on a Saturday, the preceding workday not a holiday shall be

deemed to be that holiday. When a holiday falls on Sunday, the following

workday not a holiday shall be deemed to be that holiday. The district shall

publish a calendar on or before July 1 of each year specifying the calendar date

of observance of each of the foregoing holidays.

12.4.1 The standard workweek for full-time employment shall be five (5)

consecutive days. If a holiday falls outside their five (5) consecutive days, the

employee will take the working day immediately succeeding the holiday as their

holiday.

12.5 Holiday Pay Eligibility To be eligible for holiday pay the bargaining unit employee must be in a paid

status on the scheduled working day immediately preceding or succeeding the

holiday (California Ed Code Section 88203). All employees, including part-time,

will be paid for one full day on the holiday. Employees may not substitute

negotiated holidays for another working day except as defined in 12.4.1.

12.6 Holiday Pay Eligibility for Less Than Twelve Month Employees Bargaining unit employees who are not normally assigned to duty during the

Christmas Eve, Christmas Day, New Year's Eve, New Year's Day, or Spring

Holiday, shall be paid for those holidays providing the bargaining unit employee

was in a paid status during the working day of their normal assignment

immediately preceding or succeeding the holiday period.

12.76 Non-Holiday District Mandated Closure When the district opts to close the district and it does not fall on a paid holiday,

employees who normally work on those days will be given three choices:

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12.76.1 Employee may choose to work. They may be assigned by the district to

their own or another location and/or assignment.

12.76.2 Employee may use accrued vacation or compensatory time to remain in

paid status

12.76.3 Employees may take unpaid leave

Note: Reference California Education Code, Sections 88203-88206.

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ARTICLE 13: VACATION

13.1 Vacation Accrual Full-time bargaining unit employees shall earn vacation according to the

schedule provided in 13.1.1-13.1.3., retroactive to July 1, 2012. In order to

ensure that no bargaining unit employees’ vacation accrual rates are reduced,

those employees who would have experienced a reduction as a result of this

change will maintain their current rate of accrual until they meet the next

threshold.

13.1.1 During the first year of employment through and including the ninth year of

employment, 1.25 days of paid vacation for each calendar month served.

13.1.2 Beginning the tenth year of employment through and including the

fourteenth year of employment, 1.50 days of paid vacation for each

calendar month served.

13.1.3 Beginning the fifteenth year of employment and thereafter, 1.75 days of

paid vacation for each calendar month served.

13.1.4 Regular part-time bargaining unit employees shall earn paid vacation at

such pro-rata share as their employment bears to full-time employment.

13.1.5 Vacation benefits are earned on a fiscal year basis July 1 through June

30.

13.1.5.1 Such vacation leave shall be credited monthly based on the

above accrual rates per month worked.

13.2 Earned Vacation Earned vacation shall become a vested right of the bargaining unit employees

upon completion of the initial six months of employment. For new employees

who have not completed their initial six months, vacation may not be used before

it is earned unless otherwise approved by the Director of Human Resources.

13.3 Less than Twelve (12) Month Employees Employees who work less than twelve (12) months per year must take their

vacation within the winter and spring recess periods and semester breaks unless

their supervisors have authorized their working during these periods.

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13.4 Using Vacation Days in Advance Employees who are permitted to use vacation in advance may not take more

days than the employee earns during the current fiscal year.

13.5 Termination After Use of Vacation Not Yet Earned If the employee is terminated and had been granted vacation which was not yet

earned at the time of termination of his/her services, the district shall deduct from

the employee's final paycheck the full amount of salary which was paid for such

unearned days of vacation taken.

13.6 Vacation Pay Upon Termination Separation When an employee in the bargaining unit separates from the Districtis

terminated, the employee is entitled to all vacation pay earned and accumulated

up to and including the effective date of separationtermination, except that

employees who have not completed six (6) months of employment shall not be

entitled to such compensation.

13.6.1 Vacation pay shall be paid by the tenth business day after separation.

13.7 Requesting Vacation Time Bargaining unit employees shall request vacation at times convenient to the

bargaining unit employee and consistent with the needs of the district.

13.8 Classified Leave Request Form The bargaining unit employee’s request for a vacation shall be submitted to the

immediate supervisor as much in advance as possible and then forwarded to the

office of human resources for processing.

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13.9 Excess Vacation Vacation earned but not taken during the fiscal year in which it is earned may be

carried over for a period not to exceed one additional fiscal year. Unless

approved as outlined in 13.9.1, Eexcess vacation days (earned days beyond a

two year accrual) not taken by June 30th shall be paid for at the bargaining unit

employee's current regular rate of pay upon request. Employees will be notified

by Human Resources of vacation balances and identified excess vacation, if

applicable, no later than March 31. and will be provided with the Excess Vacation

Form in order to request rollover and/or payout of excess days.

13.9.1 Bargaining unit employees who request a rollover of excess vacation shall

submit a vacation plan to their supervisor by April 30. The plan should

include approximate dates of vacation usage for the subsequent fiscal

year and be inclusive of all days to be taken to ensure the reduction of

excess vacation.

13.10 Paid Holidays During Vacation Time When a holiday falls during the scheduled vacation of a bargaining unit

employee, such bargaining unit employee shall be granted regular pay for the

holiday without deduction from credited vacation.

13.11 Termination/Interruption of Vacation Time An employee in the bargaining unit shall be permitted to interrupt or terminate

vacation leave in order to begin another type of paid leave provided by this

agreement without a return to active service, provided the employee supplies

notice and supporting information regarding the basis for such interruption or

termination.

13.12 Vacation Occurring During Other Leave If a bargaining unit employee's vacation becomes due during a period when the

employee is on leave due to illness or injury, the employee may request that the

vacation date be changed or may request to carry over the vacation or receive

compensation in accordance with Section 13.9 herein.

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ARTICLE 14: LEAVES

14.1 Leave Provisions The benefits which are expressly provided by this Article 14 are the sole leave

benefits which are part of this collective agreement, and it is agreed that other

statutory or regulatory leave benefits are not incorporated with this agreement,

nor are such other benefits subject to the grievance procedure, Article 7.

14.2 Leave Notifications The employee is required to notify his/her immediate supervisor when he/she will

be absent. Notification to your supervisor does not authorize the absence. In the

event the absence was not authorized in advance, a leave form must be

completed, signed, and given to your supervisor immediately upon return to

work. Failure to comply with the procedure above may result in ineligibility for

paid leave and may be considered an unauthorized absence.

14.3 Sick Leave 14.3.1 Sick leave utilization, unless otherwise provided in this article, shall be

for an illness, personal injury, or legally established quarantine, an

employee who is a victim of domestic violence, sexual assault, or

stalking, or an employee’s own or family member’s diagnosis, care or

treatment of an existing health condition or preventative care or for

specified purposes which renders the bargaining unit employee unable

to perform normal duties on a scheduled workday or for family sick leave

as provided herein. Employees of the bargaining unit employed by the

district full time, five (5) days per week, and twelve (12) months per fiscal

year shall be entitled to twelve days leave absence for illness or injury,

exclusive of days they are not required to render service. Day, as used

in this article, means the bargaining unit employee's regularly assigned

work day, exclusive of overtime. The bargaining unit employees

employed less than five days a week, less than a full day, or less than a

full fiscal year are entitled to that portion of twelve days leave of absence

for illness or injury as their employment relates to full-time employment.

14.3.2 Pay for any day of such absence shall be the same as the pay which

would have been received had the employee served during the day of

illness.

14.3.3 At the beginning of each fiscal year, the full amount of sick leave granted

under this section shall be credited to each employee. Credit for sick

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leave need not be accrued prior to taking such leave and such leave

may be taken at any time during the year. However, a new employee of

the district shall not be eligible to take more than six (6) days until the

first day of the calendar month after completion of six months of active

service with the district.

14.3.4 If a bargaining unit employee has not taken the full amount of leave

allowed in any year, the amount not taken shall be accumulated from

year to year. The employee may convert unused sick leave to

retirement credit in accordance with the Government Code if the

employee is filing a request for retirement.

14.3.5 In order to be eligible for paid sick leave, employees of the bargaining

unit absent due to illness or injury should notify their immediate

supervisor of the anticipated duration of the illness as soon as

practicable in a reasonable time and by the beginning of the work shift,

but in no instance later than one hour after the start of any work shift

except in extenuating circumstances.

14.3.5.1 In case of chronic absenteeism, employees of the bargaining

unit requesting paid sick leave may be required at the

discretion of the district to provide a medical statement on a

form provided by the district and signed by a licensed

California physician. Any medical costs shall be borne by

the employee. 14.3.5.2 Employees of the bargaining unit absent due to injury or

illness or absent for more than three (3) or more consecutive

assigned work days may be required to submit to the

immediate supervisor a medical release signed by a licensed

California physician before being permitted to return to work.

If the required medical release is required but not submitted

by the employee, such leave will be without pay. 14.3.5.3 Employees of the bargaining unit shall be required to submit

to medical examination by a district appointed physician at

district expense at the discretion of the district.

14.3.6 Kin Care: Bargaining unit employees may use up to one-half of their

annual accrual of sick leave for the illness or injurycare of a parent, child,

spouse, or domestic partner, parent-in-law, sibling, grandchild, or

grandparent as defined in any applicable state and federal law (as

defined in California Family Code sections 297, et seq.). This section

may be used in conjunction with Article 14.11 (Personal Necessity

Leave) for a maximum of thirteen (13) earned sick days.

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14.3.7 Entitlement to Other Sick Leave: Upon exhaustion of all accumulated

paid sick leave an employee who continues to be sick shall be entitled to

the balance of a maximum of one hundred (100) days of sick leave per

fiscal year at fifty percent (50%) of their salary. The one hundred (100)

days are tracked concurrently with paid sick leave. These days of

additional sick leave are not accumulative from year to year. This paid

sick leave is exclusive and cannot be used in conjunction with any other

paid leave, holidays, vacation, or compensatory time to which the

employee may be entitled. If qualified, the employee may apply for the

catastrophic leave donation program explained in Section 14.13.

14.3.8 Medical Appointments: When possible it is the responsibility of the

bargaining unit employees to schedule all medical and dental

appointments during non-duty hours.

14.4 Pregnancy Disability Leave Employees are entitled to up to four months of unpaid pregnancy disability leave.

Pregnancy disability leave shall not be used for childcare, preparation for childcare, or child rearing, but shall be limited to medical disabilities caused or contributed to by pregnancy, childbirth, or related medical conditions. The district will require an employee to exhaust sick leave during her pregnancy disability leave. The employee may also request use of her vacation leave and any other paid leave credits she has to receive compensation for the remaining unpaid portion of her leave.

14.5 Family and Medical Care Leave The district will provide family and medical care leave for eligible employees as

required by State and Federal law. The following provisions set forth employee's rights and obligations with respect to such leave. Rights and obligations which are not specifically set forth below are set forth in the Department of Labor regulations implementing the Federal Family and Medical Leave Act of 1993 (FMLA) and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA). Unless otherwise provided by this article, "Leave" under Section 14.13 through 14.13.9 of this article shall mean leave pursuant to the FMLA and CFRA. 14.5.1 An employee is eligible for leave if the employee:

A. has been employed for at least twelve (12) months; and

B. has been employed for at least 1,250 hours during the twelve (12) month period immediately preceding the commencement of the leave.

14.5.2 Reasons for Leave: A. Leave is permitted for only the following reasons:

1. The birth of a child or to care for a newborn of the employee.

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2. The placement of a child with the employee in connection with the adoption or foster care of a child.

3. Leave to care for a child, parent, spouse, or domestic partner, parent-in-law, sibling, grandchild, or grandparent as defined in applicable state and federal law who has a serious health condition.

4. Leave because of a serious health condition that makes the employee unable to perform the functions of his/her position.

5. Leave for a qualifying exigency arising out of the fact that the employee’s spouse, domestic partner, child, or parent, parent-in-law, sibling grandchild, or grandparent as defined in any applicable state and federal law is on covered active duty or called to active duty status in the Armed Forces.

6. Leave to care for a spouse, domestic partner, child, parent, parent-in-law, sibling, grandchild, or grandparent as defined in any applicable state and federal law, or “next of kin” who is a covered service member of the Armed Forces who has a serious injury or illness incurred in the line of duty while on active military duty or that existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces.

14.5.3 Amount of Leave: Eligible employees are entitled to a total of twelve (12) workweeks of leave (or 26 weeks to care for a covered servicememberservice member) during any twelve (12) month period.

A. An employee's entitlement to leave for the birth or placement of a child for adoption or foster care expires twelevetwelve (12) months after the birth or placement. In addition, the basic minimum duration of such leave is two weeks. However, an employee is entitled to leave for one of these purposes (e.g. bonding with a newborn) for at least one day, but less than two weeks duration on any two occasions during the twelve (12) week period.

B. If leave is requested to care for the employee him/herself, a child,

parent, spouse, domestic partner, parent-in-law, sibling, grandchild,

or grandparent as defined in any applicable state and federal lawor

the employee him/herself with a serious health condition, there is

no minimum amount of leave that must be taken. However the

notice and medical certification provisions of this article must be

complied with.

C. In any case in which the parents who are husband and wife are both employed by the Allan Hancock Joint Community College district and are entitled to leave, the aggregate number of workweeks of leave to which both may be entitled will be limited to twelve (12) workweeks during any twelve (12) month period if leave is taken for the birth or placement for adoption or foster care of the employees' child (or 26 weeks to care for a covered service member). This limitation does not apply to any other type of leave under this policy.

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D. "Twelve (12) month period" means the twelve (12) month period measured from July 1 of each year.

14.5.4 Employee Benefits While on Leave: A. Leave under this article is unpaid after other applicable paid leave

is exhausted (See Section 14.5.5A and Section 14.5.5B below). Any applicable paid leave is counted toward the twelve (12) week allowance. While on leave, an employee will continue to be covered by the district's group health insurances which will include medical, dental, and income protection insurances to the same extent that coverage is provided while the employee is on the job. However, an employee will not continue to be covered under the district's non-health benefit plans which includes TSA, life insurance, and other non-health benefit plans unless an employee makes the appropriate contributions for continued coverage. An employee may make the appropriate contributions for continued coverage under the preceding non-health benefit plans by payroll deductions or direct payments made to these plans. Employee contribution rates are subject to any change in rates that occurs while the employee is on leave.

B. If an employee fails to return to work after his/her leave entitlement has been exhausted or expires, the district shall have the right to recover its share of health plan premiums for the entire leave period, unless the employee does not return because of the continuation, recurrence, or onset of serious health condition which would entitle the employee to leave, or because of circumstances beyond the employee’s control. The district shall have the right to recover premiums through deduction from any sums due to the employee from the district (such as unpaid wages, vacation pay, etc.).

14.5.5 Use of Other Accrued Leaves While on Leave: A. If an employee requests leave for any reason permitted under

Section 14.5.2 he/she must exhaust all accrued leaves, except sick leave, in connection with the leave. The exhaustion of accrued leave will run concurrently with the leave.

B. If an employee requests leave for his/her own serious health condition, in addition to exhausting accrued leave, the employee must also exhaust accrued sick leave. The exhaustion of accrued leave will run concurrently with the leave.

14.5.6 Certification and Intermittent Leave: A. The district will require an employee who requests leave to provide

written certification on a form approved by the district from the health care provider of the individual requiring care. If the leave is requested because of the employee's own serious health condition, the certification must include a statement that the employee is unable to perform the essential function of his/her position. An employee need not, but may at the employee’s option, identify the serious health condition involved.

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B. Employees who request leave to care for a covered service member who is a child, spouse, domestic partner, parent, parent-in-law, sibling, grandchild, or grandparent as defined in any applicable state and federal law or “next of kin” of the employee must provide written certification from a health care provider regarding the injured service member’s injury or illness.

C. The first time a bargaining unit employee requests leave because of a qualifying exigency, the employee is required to provide the district with a copy of the covered military member’s active duty orders or other documentation issued by the military which indicates that the covered military member is on active or called to active duty in a foreign country with the dates of active duty service. New active duty orders or similar documentation shall be provided to the district if the need for qualifying exigency leave arises out of a different active or call to active duty status of the same or a different covered military member.

D. If the district has reason to doubt the validity of a certification, the district may require a medical opinion of a second health care provider chosen by the district. If the second opinion is different from the first, the district may require the opinion of a third provider jointly approved by the district and the employee. The opinion of the third provider will be binding.

E. If an employee requests leave intermittently (a few days or hours at a time) or on a reduced leave schedule to care for an immediate family member with a serious health condition, the employee must provide medical certification that such leave is medically necessary. "Medically necessary" means there must be a medical need for the leave and that the leave can best be accomplished through an intermittent or reduced leave schedule.

14.5.7 Employee Notice of Leave: Although the district recognizes that emergencies arise which may require an employee to request immediate leave, an employee is required to give as much notice as possible of their need for leave. If leave is foreseeable, at least thirty (30) day notice is required. In addition, if an employee knows that he/she will need leave in the future, but does not know the exact date(s) (e.g., for birth of a child or to take care of a newborn), the employee shall inform his/her supervisor as soon as possible that such leave will be needed. Such notice may be given orally. If the district determines that an employee's notice is inadequate or the employee knew about the requested leave in advance of the request, the district may delay the granting of the leave until it can, at its discretion; adequately cover the position with a substitute.

For foreseeable leave due to a qualifying exigency, an employee must provide notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable.

14.5.8 Reinstatement Upon Return From Leave: A. Upon expiration of leave, an employee is entitled to be reinstated to

the position of employment held when the leave commenced or to an equivalent or comparable position.

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B. As a condition of restoration of an employee whose leave was due to the employee's own serious health condition, which made the member unable to perform his/her job, the employee shall obtain and present a fitness-for-duty certification on a form approved by the district from the health care provider that the employee is able to resume work. Failure to provide such certification will result in denial of restoration.

14.5.9 Request for Leave: Employees must fill out the following applicable forms in connection with leave under this article. These forms enable the district to satisfy its record keeping obligations.

1. "Request for Family or Medical Leave" to establish eligibility.

2. Medical Certification - either for the employee's own serious health condition or the serious health condition of a child, parent, or spouse.

3. "Authorization for Payroll Deductions for Benefit Plan Coverage Continuation" form.

4. "Fitness for Duty to Return from Leave Certification" form.

14.6 Industrial Accident or Illness Leave 14.6.1 Employees of the bargaining unit who sustain an illness or injury arising

directly out of and in the course and scope of their employment, shall be

eligible for a maximum of sixty working days paid leave in any one fiscal

year. This leave shall not be accumulated from year to year. Industrial

accident or illness leave shall commence on the first day of absence.

Payment for wages lost on any day shall not, when added to an award

granted under the workers’ compensation laws of this state, exceed the

normal wage for the day. Industrial accident and illness leave will be

reduced by one day for each day of authorized absence, regardless of a

compensation award made under workers’ compensation. When an

industrial accident or illness occurs at a time when the full sixty (60) days

overlap into the next fiscal year, the bargaining unit employee shall be

entitled to only the amount remaining at the end of the fiscal year in

which the industrial injury or illness occurred, for the same illness or

injury. Bargaining unit employees shall upon demand of the district,

endorse to the district workers’ compensation checks issued in the name

of the bargaining unit employee. The district, in turn, shall issue the

employee appropriate warrants for payment of wages or salary and shall

deduct normal retirement and other authorized contributions.

14.6.2 Industrial accident or illness leave is to be used in lieu of normal sick

leave benefits. When entitlement to industrial accident or illness leave

under this section has been exhausted, accumulated sick leave,

vacation or other applicable paid leave will be used in full day increments

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for each day of industrial accident or illness absence. If, however, the

bargaining unit employee is still receiving temporary disability payments

under the Workers’ Compensation laws of this state at the time of

exhaustion of benefits under this Section, the bargaining unit employee

shall be entitled to use only so much of the person's accumulated or

available sick leave, accumulated compensatory time, vacation or other

available leave, which when added to the worker's compensation award,

provides a regular day's pay at the bargaining unit employee's regular

rate of pay.

14.6.3 Any time a bargaining unit employee on industrial accident or illness

leave is able to return to work, he/she may be reinstated to his/her class

without loss of status or benefits. A bargaining unit employee returning

to work after an industrial accident or illness shall be required to submit a

medical release to the district and may at district option be required to

submit to a physical examination, at district expense, by a district

appointed physician. A bargaining unit employee who is unable to return

to work when all available leave has been exhausted shall be released

from employment and be placed on a reemployment list for a period of

thirty-nine (39) months. Upon receiving and presenting to the district a

full medical release, signed by a licensed California physician, the

employee shall be employed in the first vacant position in the class of

his/her previous assignment over all other available candidates, except

for those bargaining unit employees on a reemployment list established

because of layoff in which case the bargaining unit employee shall be

listed in accordance with Education Code Section 88127.

14.6.4 Any employee receiving benefits as a result of this article shall, during

periods of injury or illness, remain within the State of California unless

the district authorizes travel outside the state.

14.7 Bereavement Leave The district agrees to grant necessary leave of absence with pay at the

employee's regular rate of pay not to exceed for three (3) days, or five (5) days if

travel is out of state, or over 300 road miles one -way is required, on account of

the death of any member of the immediate family of an employee of the

bargaining unit. Members of the immediate family shall mean the mother, father,

grandmother, grandfather, or grandchild, aunt, uncle, niece, or nephew of the

employee or of the spouse or domestic partner of the employee, and the spouse

or domestic partner, son, son-in-law, daughter, daughter-in-law, brother, brother-

in-law, sister, sister-in-law, step-parent, step-son, or step-daughter of the

employee, or legal ward or a child of a person standing in loco parentis, or any

relative living in the immediate household of the employee.

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14.7.1 Employees of the bargaining unit may request permission of their

immediate supervisor to be absent without pay or use accrued vacation

leave or accrued compensatory time on account of the death of any

relative who is not a member of the immediate family.

14.7.2 Employees of the bargaining unit shall when practicable be required to

contact their immediate supervisor or department office not later than

four (4) hours after the start of the first regular work shift of absence to

request bereavement leave unless there are extenuating circumstances.

14.7.3 Employees of the bargaining unit shall be required to complete an

absence verification form provided by the district upon return from

bereavement leave and may be required to provide proof of eligibility

such as a newspaper obituary notice or death certificate for

bereavement leave benefits as may be required by the district.

14.7.4 In the event of a death of any present or past district employee where

the funeral or memorial service is held locally during work hours, the

bargaining unit employee may take two one and one-half (21.5) hours of

bereavementchargeable to vacation or compensatory time.

14.8 Jury Duty An employee shall be entitled to leave without loss of pay for any time the

employee is required to perform jury duty. If the employee is paid for jury duty by

the court, the employee shall endorse the check to the district and deliver to the

human resources department. The district shall then pay the employee his or her

regular salary. Any meals, mileage, and/or parking allowance provided the

employee for jury duty shall not be considered in the amount received for jury

duty.

14.8.1 Any day during which an employee who is assigned to an evening shift

and who is required to serve any part of a day(s) shall be relieved from

work with pay for that day(s).

14.8.2 Bargaining unit employees are required to report for work during any day

or portion of a day equal to or greater than one-half of the work shift in

which jury duty services are not required. In such instances the

bargaining unit employee shall be required to work a number of hours

which when added to the jury duty time (including a reasonable driving

time) will equal a full work day for the bargaining unit employee

(including lunch and break time). The district may require verification of

jury duty time before or after providing jury duty compensation.

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14.9 Military Leave An employee shall be entitled to any military leave provided by law and shall

retain all rights and privileges granted by law arising out of the exercise of military

leave.

14.10 Unpaid Parental Leave An employee who is the natural or adoptive parent of a child may be entitled to

an unpaid leave of absence for the purpose of child rearing or preparation for

childbearing. Such leave shall be no longer than twelve (12) consecutive months

and may be granted at the discretion of the district upon giving the district four (4)

weeks noticeweeks’ notice prior to the anticipated date on which the leave is to

commence. Denials of unpaid leave shall not be arbitrary or capricious.

14.11 Personal Necessity Leave 14.11.1 Employees of the bargaining unit may use a maximum of seven (7) days

of sick leave in any fiscal year for personal necessity purposes. (See

section 14.3.6 regarding sick leave). Unused personal necessity leave

entitlement shall not be accumulated from year to year. The number of

days of personal necessity leave entitlement shall not exceed the

number of full days of unused sick leave to which the bargaining unit

employee is entitled. Personal necessity leave may be granted for the

following reasons:

14.11.1.1 Death of a member of the immediate family of the bargaining

unit employee when additional leave is required beyond that

provided in the bereavement provisions of this Article. For

purposes of personal necessity immediate family shall be

defined in the same manner as in the bereavement

provisions in this article except that one day of personal

necessity leave shall be allowed for the death of a niece,

nephew, aunt or uncle of the unit member or unit member's

spouse or domestic partner, per death.

14.11.1.2 Accident, involving the bargaining unit employee's person or

property, or the person or property of a member of his/her

immediate family.

14.11.1.3 Appearance in any court or before any administrative

tribunal as a litigant, party or witness under subpoena or any

order made with jurisdiction.

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14.11.1.4 Illness of a member of the immediate family of a bargaining

unit employee.

14.11.1.5 Absence for father on the occasion of childbirth, and

absence for mother and/or father to meet legal compliance

for adoption.

14.11.1.6 Other emergency or personal necessity involving essential

employee welfare which is substantiated by the employee

and approved by the district.

14.11.2 The bargaining unit employee shall submit a request for personal

necessity leave approval on a district approved form to his/her

immediate supervisor not less than two (2) work days prior to the

beginning of the date of leave except for the purposes specified in

14.11.1.1 and 14.11.1.2 or where extenuating circumstances make such

notice impracticable. If the circumstances of personal necessity make it

impractical for the employee to obtain advance authorization for personal

necessity leave, the bargaining unit employee, must contact the

immediate supervisor as soon as practicable, but, in no instance, later

than two (2) hours after the start of the bargaining unit employee's

regular work shift, provide reasons for the requested absence, and

attempt to gain approval from the supervisor. The district, at its

discretion, may waive the above requirement when it deems an

emergency existed which made it impossible for the employee to comply

with the notification procedure.

14.12 Personal Business Leave 14.12.1 Permanent bargaining unit employees and probationary bargaining unit

employees who have completed six months of service may request a

paid personal business leave of absence for reasons not enumerated

elsewhere in this Agreement. Paid personal business leave shall not

exceed one (1) working day in any fiscal year to be used in increments

of not less than one-half workday. Paid personal business leave shall be

non-accumulative and shall be for personal business matters which

demand the bargaining unit employee's attention and which cannot

reasonably be attended to during off-duty hours.

14.12.2 In no event shall personal business leave be utilized for any of the

following reasons:

(1) Political activities or demonstrations

(2) Vacation, recreation or social activities

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(3) Employee Association activities

(4) Routine personal activities

(5) Job search or investigation

(6) Any form of concerted activities, including work stoppage.

14.12.3 A bargaining unit employee requesting use of paid personal business

leave shall submit a written request on a district approved form not less

than two (2) days prior to the date of requested absence.

14.12.4 The bargaining unit employee shall not be required to state the specific

nature of the business if the bargaining unit employee feels that the

matter is personal, but shall be required to state that a personal situation

exists and that the leave is not being utilized for any of the foregoing

enumerated items.

14.12.5 The immediate supervisor may reject a request for paid personal

business leave when in the judgment of the immediate supervisor the

absence of the bargaining unit employee will seriously affect work

production, the operation of the department, or where more than one

bargaining unit employee in the department has requested leave on the

same date.

14.12.6 Where more than one bargaining unit employee requests leave on a

given date, the immediate supervisor shall give consideration to the

requests in the order received.

14.13 Catastrophic Leave Donation Program 14.13.1 An employee must have completed probation in order to participate in or

donate to the catastrophic leave program. An employee may donate earned vacation in one day increments to the catastrophic leave program and may donate up to five earned vacation days per fiscal year.

14.13.2 Process for Participation:

14.13.2.1 The employee must submit a request to participate in the catastrophic leave program to the director of human resources. The director of human resources may require the employee to provide verification to support the catastrophic leave request.

14.13.2.2 An employee may be eligible to receive catastrophic leave donations for his/her catastrophic event or for the catastrophic event of the employee’s spouse, domestic partner, parent, or child(ren).

14.13.2.3 The Director of Human Resources will determine whether the employee meets the requirements for catastrophic leave.

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14.13.2.4 An employee may use up to thirty (30) work days of catastrophic leave donations per catastrophic event.

14.13.3 Process for Donation:

14.13.3.1 All catastrophic leave donations are irrevocable.

14.13.3.2 Employees making catastrophic leave donations must maintain a balance of at least five (5) days of earned vacation after donation.

14.13.3.3 Excess catastrophic leave donations shall be maintained in the catastrophic leave bank for future use.

14.13.3.4 The Director of Human Resources will notify the CSEA

President when CSEA employee catastrophic leave requests

are received. CSEA will notify all eligible staff of the request

for catastrophic leave donations.

14.14 Leave of Absence (Voluntary) When no other leaves are available, a leave of absence may be granted to an

employee on a paid or unpaid basis at any time upon any terms acceptable to

the district and an employee. Denial of this leave is not subject to the grievance

procedures of

Article 7.

14.15 Break in Service No absence under any paid leave provisions of this article shall be considered as

a break in service for any employee who is in paid status, and all benefits

accruing under the provisions of this agreement shall continue to accrue under

such absence.

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ARTICLE 15: LEAVE OF ABSENCE FOR RETRAINING AND STUDY

15.1 Leave of Absence The governing board may grant any bargaining unit employee a leave of absence

not to exceed one (1) year for the purpose of permitting study by the employee or

for the purpose of retraining the employee to meet changing conditions within the

district.

15.1.1 The governing board may provide that such a leave of absence shall be

taken in separate six-month periods or in any other appropriate periods,

rather than for a continuous one-year period; provided, that the separate

periods of leave of absence shall be commenced and completed within a

three-year period.

15.1.2 Any period of service by the individual intervening between the authorized

separate periods shall comprise a part of the service required for a

subsequent leave of absence for study or retraining purposes.

15.2 Granting A Leave of Absence No leave of absence shall be granted under this article to any employee for study

purposes who has not rendered service to the district for at least seven

consecutive years, or for retraining purposes who has not rendered service to the

district for at least three consecutive years preceding the granting of the leave,

and no more than one such leave of absence shall be granted in each seven or

three-year period, respectively.

15.2.1 The governing board may prescribe standards of service which shall

entitle the employee to the leave of absence.

15.2.2 Any leave of absence granted under this article shall not be deemed a

break in service for any purpose, except that such leave shall not be

included as service in computing service for the granting of any

subsequent leave under this Article.

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15.3 Performing Services During Leave

Every employee granted a leave of absence may be required to perform such

services during the leave as the governing board of the district and the employee

may agree upon in writing. The employee shall receive such compensation

during the period of the leave as the governing board and the employee may

agree upon in writing, which compensation shall not be less than the difference

between the salary of the employee on leave and the salary of a substitute

employee in the position which the employee held prior to the granting of the

leave. However, in lieu of such difference, the board may pay one-half of the

salary of the employee on leave or any additional amount up to and including the

full salary of the employee on leave.

15.4 Compensation During Leave Compensation granted by the governing board to the employee on leave may be

paid in two equal annual installments during the first two (2) years of service

rendered in the employ of the governing board following the return of the

employee from the leave of absence. The compensation shall be paid the

employee while on the leave of absence in the same manner as if the employee

were working in the district, upon the furnishing by the employee of a suitable

bond indemnifying the governing board of the district against loss in the event

that the employee fails to render at least two years' service in the employ of the

governing board following the return of the employee from the leave of absence.

The bond shall be exonerated in the event the failure of the employee to return

and render two years' service is caused by the death or physical or mental

disability of the employee. If the governing board finds, and by resolution

declares, that the interests of the district will be protected by the written

agreement of the employee to return to the service of the district and render at

least two years' service therein following his return from the leave, the governing

board in its discretion may waive the furnishing of the bond and pay the

employee on leave in the same manner as though a bond is furnished.

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ARTICLE 16: TRANSFERS AND PROMOTIONS

16.1 Definition of Terms 16.1.1 Reassignment: A reassignment is a change in an employee’s

assignment within the same department and within the same class.

16.1.2 Transfer: A transfer is a change in an employee’s assignment from one

department to another within the same class or a change to a position in

a similar or related class with the same salary range.

16.1.3 Promotion: A promotion is a change in the permanent

assignment of an employee from a position in one class after an

examination process to a vacant position in another class with a higher

salary range.

16.1.4 Demotion: A demotion is a change in the permanent assignment of an

employee from a position in one class to a vacant position in another

class with a lower salary range.

16.2 Types of Transfers 16.2.1 Voluntary Transfer/Demotion: Any employee of the unit may request a

transfer at any time. A request for a transfer or voluntary demotion shall

be made in writing to the director of human resources and shall include

the number of work hours the unit member is willing to accept, the

specific position or classification requested and the number of months

the unit employee is willing to work. Said requests shall remain on file in

the office of human resources for a period of twelve (12) months. Such

requests may include transfer to a vacant position with a lower maximum

salary rate and/or to a position with fewer months of work.

16.2.1.1 As long as the salary range is the same, a transfer may also

include an increase or decrease in the number of months worked.

An employee will not be transferred to a position with fewer

months of work, unless the employee has requested an

assignment with fewer months of work. A change in assignment

within the same class and within the same department does not

constitute a transfer.

16.2.2 Involuntary Transfers: A transfer of any employee without their

agreement whether temporary or permanent at any time.

16.2.3 Administrative Transfer: A unit member may be transferred on a

temporary or permanent basis at any time. Such transfer shall be necessary to meet the needs of the district. The affected unit members

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and CSEA shall be given notice five (5) workdays prior to the final

decision in order to schedule a meeting to discuss the transfer if the unit

member requests the meeting.

16.2.4 Medical Transfers: When the required determination has been made

pursuant to state and federal law that a permanent employee is

medically unable to satisfactorily perform his/her regular job class duties

because of illness or injury, the district may give alternate work when the

same is available that is within the employee's capabilities. The transfer

or reassignment, if any, shall be as follows:

16.2.4.1 The employee's duties in his/her regular position may be

altered in accordance with the capabilities of the employee.

Such change in duties may require reclassification if the

change in duties is permanent.

16.2.4.2 The employee may accept demotion or transfer to a less

demanding class or assignment.

16.2.4.3 The employee may accept assignment to a higher class in

accordance with the selection procedures enumerated in the

Agreement.

16.3 Position Vacancies for Which There is a Recruitment 16.3.1 Posting of Notice: When a new bargaining unit position is created or an

existing bargaining unit position becomes vacant and is to be filled, a

notice of vacancy shall be posted on the AHC Web site and other

appropriate venues for a period of not less than five (5) workdays. Any

employee in the unit may apply for transfer or promotion to that position.

16.3.2 Notice Contents: The job vacancy notice shall include: The job title; a

brief description of the position and duties; the minimum qualifications for

the position; the assigned job site; the number of hours per day if less

than full time; the normal assigned work shift, days per week, and

months per year assigned to the position. The salary range and the

deadline for filing to fill the vacancy shall be included.

16.3.3 Filing: An employee in the unit may file for the vacancy by submitting the

appropriate application form to the human resources office within the

filing period. Any employee on leave or vacation may authorize his/her

job steward to file, but not prepare or sign, a job application on the

employee's behalf.

16.3.4 Consideration of Applicants:

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16.3.4.1 Transfers - Bargaining unit employees who apply for a transfer or

voluntary demotion to a vacancy and meet the minimum qualifications

will be given an opportunity for an interview and will be required to take

any tests which are required under human resources office procedures.

16.3.4.2 Promotions - All bargaining unit employees who apply for a promotion

will be required to take any tests which are required under human

resources office procedures and will be considered along with other

applicants for the position if all required application materials are

submitted before the closing date.

16.3.4.3 Selection shall be made on the basis of merit including, but not limited

to, such factors as skill, knowledge, personal qualifications, and potential

for growth. Final decision on selection to fill vacancies shall be made by

the district.

16.4 Mileage Compensation During Temporary Assignments Any employee required to work at a work site on temporary assignment which is

more than five (5) miles from his/her normal work site, shall be compensated for

the total mileage difference between his/her normal work site and his/her

temporary work site at the amount established in this Agreement for

reimbursement for mileage up to twelve (12) months. Employees are required to

submit the appropriate reimbursement claim to the business services office at the

end of each month of temporary service.

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ARTICLE 17: CLASSIFICATION AND RECLASSIFICATION

CLASSIFICATION:

17.1 Classification Every bargaining unit position shall be placed in a class.

17.2 New Positions or Classes of Positions New classifications created or positions added to classes that could reasonably

be placed within the CSEA bargaining unit shall be subject to negotiation

between the district and CSEA to determine if they are to be included in the

bargaining unit.

17.3 Unit Placement Disputes Disputed cases regarding bargaining unit placement shall be submitted to the

Public Employment Relations Board (PERB) and shall not be subjected to the

grievance procedures contained in this contract.

RECLASSIFICATION:

17.4 Definitions Reclassification: The upgrading of a position to a higher classification as a result

of the gradual increase of the duties being performed by the incumbent in that position. (Ed Code 88001). For the purposes of this article, “duties” and “functions” are used synonymously.

Functions: Specific assignments that collectively establish the broad scope of

responsibility in the position.

Tasks: Methods by which the function is completed.

17.4.1 Qualifying Criteria for Reclassification:

1. As directed by their supervisor, the employee consistently performs a function above the scope of their current job description and is expected to continuously perform these functions.

2. Not performing these functions would be detrimental to the operation of the department.

3. A bargaining unit member must have completed his or her probationary period.

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The following do not qualify for Reclassification:

1. An increase in the volume of work currently performed.

2. Functions are already listed in the current job description.

3. Performing a function or function(s) outside the scope of the current job description without the knowledge of or direction of the supervisor.

4. Recommendation for reclassification was approved in the last year.

17.4.2 Incumbent Rights When an entire class of positions or a position is reclassified, the

incumbents in the positions shall be entitled to serve in the new positions.

It is the employee’s right to apply for reclassification. Supervisor feedback

is considered by the taskforce but does not preempt the employee’s right

to apply.

17.4.3 Timeline

Date Event

April 1st Notice sent by HR for upcoming application period

May 1st thru June 30th

Application Period

July 1st Reclassification Taskforce members appointed

By July 16th Supervisor shall provide feedback on the request

August Taskforce meets and reviews applications

By September 20th HR notifies employee and supervisor of decision to approve/deny reclassification

By October 15th Appeal resolution recommendation and results sent to employee

By November 2nd Employee & supervisor receive copy of revised job description

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By January 10th Employees approved for reclassification can request a meeting with the Taskforce

January 15th

HR responds with any recommendations resulting from the employees meeting with the Taskforce

HR and CSEA meet with the Superintendent/President

February 15th The Superintendent/President sends his recommendation to the employees

March Reclassification recommendations are sent to the Board of Trustees for approval

July 1st Reclassification becomes effective

17.5 Unit Member Request for Reclassification 17.5.1 The Human Resources Department will notify the unit members of the

reclassification open window period by August 31stApril 1st and provide

information about accessing the reclassification forms and guidelines.

17.5.2 In order to be eligible for a reclassification study, a bargaining unit

member must have completed his or her probationary period.

17.5.32 Any request for reclassification must be submitted by the unit member to

the Human Resources Department between September May 1st and

October 1stand June 30th for consideration during the current next fiscal

year.

17.5.43 Approved reclassifications will become effective July 1st of the following

fiscal year.

17.5.54 A denial of the request for reclassification shall not prohibit the unit

member’s eligibility to apply for a reclassification in the following year.

17.5.65 As part of the reclassification process, the immediate supervisor shall

provide feedback on the reclassification request form by October July

16th.

17.6 Reclassification Taskforce 17.6.1 The Human Resources Department will ensure that Reclassification

Taskforce members have been appointed by the first working day in

NovemberJuly. The Human Resources Department will provide

orientation to the Taskforce members.

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17.6.1.1 The Reclassification Taskforce shall consist of six (6) voting

members as follows:

17.6.1.1.1 Three CSEA representatives plus one non-voting

alternate appointed by the CSEA President.

17.6.1.1.2 Three district representatives plus one non-voting

alternate appointed by the Superintendent/President.

17.6.1.1.3 Alternate srepresentatives willmay be scheduled at

the Reclassification Taskforce’s discretion.

17.6.2 Taskforce members will serve a minimum of two (2) years beginning

the first working day of November. Appointments will be staggered.

17.6.32 Conflict of Interest

17.6.32.1 A unit member requesting reclassification may not serve on

the taskforce

17.6.23.2 The immediate supervisor of a bargaining unit employee

who has applied for a reclassification may not serve on the

reclassification taskforce. The immediate supervisor will not be

present, vote, or take part in any discussion regarding their

employee’s reclassification.

17.6.43 With guidance from the Director of Human Resources or designee the

Reclassification Taskforce shall conduct reclassification reviews. The

Reclassification Taskforce’s review may include but is not limited to, an

analysis of job descriptions, salary surveys or benchmarks, and internal

and external parity.

17.6.54 All actions of the Reclassification Taskforce shall be taken only in official

meetings called, scheduled and conducted with all members, including

alternates, present.

17.6.65 All recommendations by the taskforce must be made by a majority vote of

all members of the Reclassification Taskforce.

17.6.76 The Director of Human Resources or designee shall send written

notification to the unit member and his or her immediate supervisor of the

taskforce’s recommendation by December September 20th.

17.6.87 The bargaining member receiving a recommended reclassification shall

be given a written copy of the revised job description including title and

salary range by March November 2nd.

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17.6.98 The Reclassification Taskforce shall make a recommendation to the

Superintendent/President to approve or deny each request for

reclassification.

17.7 Appeal Process - Recommendation to Deny 17.7.1 A unit member receiving a recommendation to deny his/her request

for reclassification may file a written appeal to the Reclassification

Taskforce within ten (10) working days of receipt of the recommendation.

17.7.1.1 The Reclassification Taskforce may interview the unit member

and other appropriate parties in its consideration of the appeal.

17.7.1.2 The Director of Human Resources or designee shall respond, in

writing, to the unit member with the recommendation of the

taskforce regarding the appeal. A copy shall be sent to the

immediate supervisor and CSEA by January 15th.

17.7.1.3 If, following the appeal, the Reclassification Taskforce does not

recommend approval of a request for reclassification, the district

shall determine whether the bargaining unit member will be

considered for out of classification compensation (per Article 9.13)

or revert back to or maintain their original job description.

17.8 Appeal Process - Recommendation to Approve 17.8.1 A bargaining unit member receiving a recommendation for an approved

reclassification can request one (1) meeting with the Reclassification

Taskforce to review the revised job description, title, and salary range for

the purpose of clarification and/or modification by March January 10th.

17.8.1.1 After the bargaining unit member’s questions and/or comments

are taken under consideration by the Reclassification Taskforce,

the Director of Human Resources or designee shall respond, in

writing, to the unit member with the recommendation of the

taskforce regarding the appeal. A copy shall be sent to the

immediate supervisor and CSEA by March January 15th.

17.9 Recommendation to the Superintendent/President and Board of Trustees 17.9.1 The Director of Human Resources or designee and a CSEA

representative from the Reclassification Taskforce shall present the

recommendations to the Superintendent/President by April January 15th.

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17.9.2 The Superintendent/President shall make his/her recommendation for

reclassification and shall direct written notification to the unit member,

immediate supervisor, Director of Human Resources and CSEA by May

February 15th.

17.9.3 If the Superintendent/President recommends approval of a request

for reclassification, Human Resources shall prepare the Board agenda

item for consideration at the Board of Trustees meeting in JuneMarch.

17.9.4 If the Board of Trustees approves the request for reclassification,

Human Resources shall ensure the necessary forms and appropriate

documents are prepared.

17.9.5 If the Superintendent/President does not recommend approval of a

request for reclassification, the district shall determine whether the

bargaining unit member will be considered for out of classification

compensation (per Article 9) or revert back to his or her original job

description.

17.10 Reclassification Implementation: Salary Step Advancement, Evaluations, and Employment Dates 17.10.1The salary range of the unit member in a position which is reclassified

shall be placed within the existing salary schedule (SS-55).

17.10.2The unit member’s evaluation and salary step advancement date, for

purposes of step increases and longevity, shall not change.

17.11 Reclassification Forms and Guidelines The district and CSEA will meet and confer regarding updating and changing the

appropriate forms and guidelines. This will occur following the Reclassification

Taskforce’s final recommendation to the Superintendent/President and before

ratification of the current year contract. Reclassification Taskforce input will be part

of the meet and confer discussion.

17.12 Grievance All reclassification recommendations shall not be subject to the grievance

procedure.

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ARTICLE 18: LAYOFF AND REEMPLOYMENT

18.1 Layoff and Re-Employment

In accordance with established law, the district will provide advanced notice and

an opportunity to meet and negotiate with CSEA regarding the effects of a

decision to layoff employees covered by this agreement.

If the district is not eliminating a position, the district agrees to provide advanced

notice and an opportunity to meet and negotiate a decision regarding the

reduction of bargaining unit positions’ scheduled work hours, as well as the

effects of any such reduction.

18.2 Layoff Layoff shall occur only for lack of work or lack of funds.

18.2.1 When, as a result of the expiration of a specially funded program,

bargaining unit positions must be eliminated at the end of any school year,

and bargaining unit employees will be subject to layoff for lack of funds,

the bargaining unit employees to be laid off at the end of such school year

shall be given written notice on or before April 29th informing them of their

layoff effective at the end of the school year and of their displacement

rights, if any, and reemployment rights. However, if the termination date

of any specially funded program is other than June 30th, such notice shall

be given not less than sixty (60) calendar days prior to the effective date of

their layoff.

18.2.2 When, as a result of a reduction or elimination of the service being

performed by any department, bargaining unit employees shall be subject

to layoff for lack of work, affected bargaining unit employees shall be given

written notice of layoff not less than sixty (60) calendar days prior to the

effective date of layoff.

18.2.3 Nothing herein provided shall preclude a layoff for lack of funds in the

event of actual and existing financial inability to pay salaries of bargaining

unit employees, nor layoff for lack of work resulting from causes not

foreseeable or preventable by the Board, without the notice required by

subdivisions 18.1.1 or 18.1.2 hereof.

18.2.4 The district will notify CSEA of any reductions, layoffs, or eliminations of

services at least fifteen (15) days prior to notification of employees. At

least sixty (60) calendar days prior to a layoff and/or reduction of any

bargaining unit positions, the district will meet with CSEA to review and

respond to the order of layoff.

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18.3 Reduction in Hours and Demotions Employees who take a voluntary demotion or voluntary reduction in assigned

time in lieu of layoff shall receive the same reemployment rights as employees

who are laid off and shall retain eligibility to be considered for reemployment for

an additional period of up to twenty-four (24) months.

18.4 Order of Layoff/Reduction Whenever a classified employee is laid off, the order of layoff/reduction within the

class shall be determined by length of service. The employee, who has been

employed the shortest time in the class, plus higher classes, shall be laid off first.

Reemployment shall be in the reverse order of layoff.

For purpose of determining seniority, the length of service shall mean date of

hire.

Date of hire is defined as the date the employee entered into a probationary or

permanent status in the classified service.

18.5 Bumping Rights An employee laid off or reduced from his/her present class may bump into the

next lowest class in which the employee has greatest seniority considering

his/her seniority in the lower class and any higher classes. The employee may

continue to bump into lower classes to avoid layoff/reduction.

18.6 Layoff in Lieu of Bumping An employee who elects a layoff in lieu of bumping maintains his/her

reemployment rights under this Agreement.

18.7 Equal Seniority If two (2) or more employees subject to layoff have equal class seniority, the

determination as to who shall be laid off/reduced will be made on the basis of the

greater hire date seniority; if they are equal, then the determination shall be

based on the number of hours an employee has been in a paid status in the

class plus higher classes; and if they are still equal, the determination shall be

made by lot.

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18.8 Reemployment Rights When on the reemployment list, lLaid off persons are eligible for reemployment in

a position in any classification to which he/she has reemployment rightsthe class

from which laid off for a thirty-nine (39) month period and. Such persons shall be

reemployed in the reverse order of layoff. Their reemployment in the classany

classification in which they meet minimum qualifications shall take precedence

over any new employment in the class.

In addition, they shall have the right to apply for promotional positions within the

filing period specified in the Transfers and Promotions Article 16 of this

agreement for a period of thirty-nine (39) months following layoff. An employee

on a reemployment list shall be notified of promotional opportunities.

189.8.1 Bargaining unit employees who take voluntary demotions or

voluntary reductions in assigned time in lieu of layoff shall be, at the option

of the bargaining unit employee, returned to a position in their former class

or to positions with increased assigned time as vacancies become

available, but if there is a valid reemployment list they shall be ranked on

that list in accordance with their proper seniority for an additional twenty-

four (24) months.

18.9 Retirement in Lieu of Layoff 18.9.1 Any employee in the bargaining unit may elect to accept a service

retirement in lieu of layoff, voluntary demotion, or reduction in assigned

time. Such employee shall within five (5) workdays prior to the effective

date of the proposed layoff complete and submit a form provided by the

district for this purpose.

18.9.2 The employee shall then be placed on a thirty-nine (39) month

reemployment list.

18.9.3 The district agrees that when an offer of reemployment is made to an

eligible person retired under this article, and the district receives within ten

(10) working days a written acceptance of the offer, the position shall not

be filled by any other person, and the retired person shall be allowed

sufficient time to terminate his/her retired status.

18.9.4 An employee subject to this section who retires and is eligible for

reemployment and who declines an offer of reemployment up to and equal

to that from which laid off, shall be deemed to be permanently retired.

18.9.5 Any election to retire after being placed on a reemployment list shall be

retirement in lieu of layoff within the meaning of this section.

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18.10 Notification of Reemployment Opening Any employee who is laid off and is subsequently eligible for reemployment shall

be notified in writing by the district of an opening in their previous classes. Such

notice shall be sent by certified mail to the last address given the district by the

employee, and a copy shall be sent to CSEA by the district, which shall acquit

the district of its notification responsibility.

18.11 Employee Notification to District An employee shall notify the district of his/her intent to accept or refuse

reemployment within ten (10) working days following receipt of the reemployment

notice. If the employee does not accept the reemployment, after the second

notification, the employee's eligibility on the reemployment list shall terminate.

18.12 Reemployment in Highest Class Employees shall be reemployed in the highest rated job classification available in

accordance with their class seniority. Employees who accept a position lower

than their highest former class shall retain their original thirty-nine (39) month

rights to the higher paid position, or in the case of a voluntary reduction, for a

total of sixty-three (63) months.

18.13 Seniority Roster The district shall maintain an updated seniority roster indicating employee’s

length of service. Such roster shall be provided to CSEA at least forty-five (45)

days prior to any layoff and on October 1st of each year.

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ARTICLE 19: DISCIPLINARY ACTION

19.1 Disciplinary Action “Disciplinary action” shall include written reprimand, suspension, demotion and

dismissal. Investigation and disciplinary action against police officers shall follow

California Peace Officer Bill of Rights (POBR) sections 3303 and following.

19.1.1 Written reprimand shall be a separate written statement identifying

misconduct or performance deficiencies clearly identified as a

reprimand.

19.1.2 Suspension shall be a temporary separation from service without pay for

disciplinary reasons, not to exceed thirty (30) working days.

19.1.3 Demotion shall be a reduction from one classification to a lower

classification within the same or similar job family at a lower rate of pay

for disciplinary reasons or a decrease in salary to a lower step within a

salary range for disciplinary reasons.

19.1.4 Dismissal shall be separation from employment for disciplinary reasons.

19.1.5 Generally, discipline will follow a progressive approach, which attempts

to correct, resolve or remove the employee’s problem(s) at the lowest

most effective level. The district and CSEA recognize that there are

some situations where progressive discipline is not appropriate.

19.2 Just Cause Discipline shall be imposed on permanent employees of the bargaining unit only

for just cause. Disciplinary action is final upon the effective date set forth in the

final notice (see 19.5.3). If the employee is dismissed, then the employee will not

be paid after that effective date.

19.2.1 No disciplinary action shall be taken for any cause which arose prior to

the employee’s becoming permanent, nor for any cause which arose

more than two (2) years preceding the date of the filing of the notice of

cause unless such cause was concealed or not disclosed by such

employee when it could be reasonably assumed that the employee

should have disclosed the facts to the employing district, except that the

district can use information regarding the employee’s conduct or

performance which is more than two (2) years old to show continuing

conduct or performance.

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19.3 Employee Right to Representation When In compliance with Weingarten Rights, prior to being called into a meeting

with their supervisor, bargaining unit employees shall be notified of the purpose

or subject of the meeting. If the purpose of the meeting is investigatory and

could reasonably lead to discipline of the employee, the employee may request

representation. Employees shall be allowed to have their representative present

during the meeting if requested as set forth above. If the employee requests

representation, the supervisor must stop the meeting or reschedule it until a

representative is present. Constructive criticism is not a basis for representation.

19.4 Written Reprimand 19.4.1 An employee who receives a written reprimand shall have the right to

respond in writing within ten (10) working days of receipt of the

reprimand. The written response will be attached to the reprimand when

placed in the personnel file.

19.4.2 The disciplinary procedures set forth below (19.5 through 19.8) do not

apply to written reprimands.

19.5 Disciplinary Action for Suspension, Demotion and Dismissal Disciplinary action shall be taken in compliance with the following procedures:

19.5.1 Notice of Intent:

Whenever the appropriate authority intends to suspend an employee,

demote the employee, or dismiss the employee, the appropriate authority

shall give the employee a written notice of discipline which sets forth the

following:

19.5.1.1 The disciplinary action intended;

19.5.1.2 The charges in ordinary and concise language of the specific act

and omissions upon which the action is based;

19.5.1.3 The cause for the action being taken, whether it is an action

based on a violation of a rule, regulation or policy of the district.

The rule or regulation shall be set forth;

19.5.1.4 A copy of all written materials, reports, or documents upon which

the discipline is based;

19.5.1.5 Notice of the employee’s right to respond to the charges either

orally and/or in writing to the appropriate authority (commonly

referred to as a Skelly meeting);

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19.5.1.6 Notice of the employee’s right to bring any representative of

CSEA, attorney or any representative to the Skelly meeting, if

any;

19.5.1.7 The date, time and person before whom the employee may

respond, upon the employee’s request, in no less than five (5)

working days;

19.5.1.8 Notice that failure to respond at the time specified shall constitute

a waiver of the right to respond prior to final discipline being

imposed.

19.5.2 Response by Employee:

The employee shall have the right to respond to the appropriate authority

orally or in writing. The employee shall have a right to be represented at

any meeting (commonly referred to as a Skelly meeting) set by the

appropriate authority to hear the employee’s response. In cases of

suspensions, demotions, or dismissal, the employee’s response will be

considered before final action is taken.

19.5.3 Final Notice:

After the response or the expiration of the employee’s time to respond to

the notice of intent, the appropriate authority shall: (1) dismiss the notice

of intent and take no disciplinary action against the employee; or (2)

modify the intended disciplinary action; or (3) prepare and serve upon the

employee a final notice of disciplinary action. The final notice of

disciplinary action shall include the following:

19.5.3.1 The disciplinary action taken;

19.5.3.2 The effective date of the disciplinary action taken which shall not

be less than ten (10) working days from the date of the notice;

19.5.3.3 The charges in ordinary and concise language of the specific act

and omissions upon which the action is based;

19.5.3.4 The cause for the action taken, whether it is an action based on a

violation of a rule, regulation or policy of the district. The rule or

regulation shall be set forth;

19.5.3.5 The written materials, reports and documents upon which the

disciplinary action is based;

19.5.3.6 The employee’s right to appeal within ten (10) working days;

19.5.3.7 A document, the signing of which shall constitute a demand

for a hearing.

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19.6 Appeal 19.6.1 If within ten (10) working days the employee appeals the discipline, the

Human Resources Director shall schedule a hearing before the Board of

Trustees.

19.6.2 The hearing shall be set no later than forty (40) calendar days from the

date of the filing of the appeal. All interested parties shall be notified of

the date, time and place of the hearing at least ten (10) working days

before the hearing. The Board may, prior to or during a hearing, grant a

continuance for good cause.

19.6.3 All hearings shall be private; provided, however, that the employee may

request a hearing open to the public. Any request for an open hearing

shall be submitted five (5) working days prior to the hearing date or the

hearing will be closed.

19.6.4 Both district and the employee are allowed to be represented by legal

counsel and/or other designated representative.

19.6.5 The hearing shall be tape recorded. If either party requests a court

reporter or transcript, the requesting party shall pay the cost.

19.6.6 The Board may, and shall if requested by the district or the employee,

issue subpoenas for necessary witnesses, and/or require the production

of unprivileged documents or other material evidence prior to the

commencement of such hearing as long as the request is received in

writing at least five (5) working days prior to the date set for the hearing.

After the commencement of such hearing, subpoenas shall be issued

only at the discretion of the Board if the need for the subpoena could not

reasonably have been anticipated before the hearing.

19.6.7 Five (5) working days prior to the date set for the hearing, each party

shall serve upon the other party and submit to the Human Resources

Department a list of all witnesses and all exhibits. Number shall

designate the employer’s exhibits. Alphabetical letter shall designate the

employee’s exhibits. Neither party will be permitted to call during the

hearing a witness not identified pursuant to this section nor use any

exhibit not provided pursuant to this section unless that party can show

that they could not reasonably have anticipated the prior need for such

witness or exhibit.

19.6.8 The hearing need not be conducted in accordance with technical rules

relating to evidence and witnesses but hearings shall be conducted in a

manner most conducive to determination of the truth. Any relevant

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evidence may be admitted if it is the type of evidence on which

responsible persons are accustomed to rely in the conduct of serious

affairs. Hearsay evidence may be used for the purpose of

supplementing or explaining any direct evidence but shall not be

sufficient in itself to support a finding. The rules dealing with privileges

shall be effective to the same extent that they are not or hereafter may

be recognized in civil actions, and irrelevant and unduly repetitious

evidence may be excluded. Decisions made by the Board shall not be

invalidated by any informality in the proceedings, and the Board shall not

be bound by technical rules of evidence.

19.6.9 The Board shall rule on the admission or exclusion of evidence.

19.6.10 Each party shall have these rights: To make opening and closing

statements; to call, examine, and redirect witnesses; to introduce

evidence; to cross-examine opposing witnesses on any matter relevant

to the issues; to impeach any witness regardless of which party first

called him or her to testify; and to rebut the evidence against him/her.

19.6.11 Oral evidence shall be taken only on oath or affirmation.

19.6.12 The Board shall determine relevancy, weight, and credibility of testimony

and evidence, and shall base all findings on the preponderance of

evidence. The burden of proof shall rest upon the district.

19.7 Board of Trustees’ Decision 19.7.1 The Board of Trustees shall as soon as possible render findings and a

decision.

19.7.2 The Board shall submit in writing to all parties its findings and

conclusions.

19.7.3 The Board may sustain or reject any of the charges and may sustain,

reject or modify the discipline. If the Board reinstates a terminated

employee, the employee is entitled to back pay for the period of absence

minus any money the employee has earned during this period, except

any money earned at any job which was held prior to the effective date

of the disciplinary action.

19.7.4 The decision of the Board of Trustees is final.

19.8 Sex and Narcotics Offenses 19.8.1 Any employee charged by complaint, information or indictment filed in a

court of competent jurisdiction with any sex offense as defined in Section

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87010 of the Education Code, any narcotics offense as defined in

Section 87011 of the Education Code, or any other offense enumerated

in Section 88123 of the Education Code, may be placed on a

compulsory leave of absence for such period of time, and subject to

such conditions, as are set forth in Section 88123 of the Education

Code. The employee may receive compensation as provided for in

Section 88123 of the Education Code, or the Board of Trustees may

provide that the leave be with pay without the need to post a bond or

without need to repay the district in the event the employee is convicted

of such charges, or does not return to service after the expiration of the

leave.

19.8.2 The employee will be provided the following prior to being placed on

leave:

a. Written notice of the proposed action;

b. The reasons for the proposed action;

c. A copy of any material upon which the proposed action is to be based;

d. A right to respond orally or in writing to the proposed action.

19.8.3 The superintendent/president, or his/her designated representative, has

the authority to suspend an employee pending action by the Board of

Trustees at its next regularly scheduled meeting, or at a special meeting

called for the purpose of considering placement of the employee on a

compulsory leave of absence, if after considering the employee’s

response, if any, the superintendent/president, or his/her designee, is of

the opinion that such action is in the best interests of the district.

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ARTICLE 20: WORK PLACE SAFETY

20.1 District Compliance The district shall conform to and comply with all health, safety, and sanitation

requirements imposed by state or federal law or regulations adopted under state

or federal law.

20.2 Reporting Unsafe Conditions Any time a bargaining unit employee encounters an unsafe condition on the job,

the affected employee(s) should file a report regarding the possible unsafe

condition through the plant services work order system on the MyHancock portal.

Alternatively, the employee may complete the Safety Hazard/Suggestion Report

Form also available on the MyHancock Portal. CSEA is represented on the

Safety Committee, and may provide input to any investigation.

20.2.1 No employee shall be in any way retaliated against as a result of reporting

any condition believed to be a violation of this section.

20.3 Safety Committee The district Safety Committee shall include proportional representation from

CSEA. The committee shall review health, safety, sanitation and working

conditions to insure compliance with Section 20.1. The committee shall make

recommendations to the district concerning improvements in health, safety,

sanitation, and working conditions.

20.3.1 Release Time: The bargaining unit members of the committee shall be

allowed reasonable release time to attend meetings of the committee or

related activities.

20.4 Drug and Alcohol Testing Pursuant to the United States Department of Transportation Regulations Per Board Policy 30406950 20.4.1 This section shall only apply to bargaining unit employees in positions

identified by Board Policy 3040 6950and Administrative Procedure

3040.01.

20.4.2 Prohibited conduct may result in disciplinary action up to and including

termination in accordance with the procedures set forth in Article 19.

20.4.3 Any drug/alcohol treatment and/or rehabilitation cost shall be borne by

the bargaining unit employee if such cost is not covered by the district

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medical insurance plan as provided by Article 11, Health and Welfare,

Section 11.2.

20.4.4 Any leave approved by the district for alcohol/drug treatment and/or

rehabilitation during the bargaining unit employee’s contract year shall

be in accordance with

Article 14, Leaves, and shall be taken from the employee’s sick leave if

sick leave is available.

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ARTICLE 21: COLLEGE DISTRICT POLICE

This Article applies solely to the classifications of College District Police Officer.

Section 21.9 applies to the classifications of Dispatcher and Safety Officer only.

21.1 Uniforms and Equipment

21.1.1 The cost of the purchase of uniforms, equipment, identification badges,

emblems, shoulder patches, badge patches, and business cards

required by the District shall be fully paid by the district.

21.1.2 The cost of embroidering a bargaining unit employee’s name on all

uniform shirts shall be fully paid by the district, whether the district or

the bargaining unit employee owns the shirts.

21.1.3 The District agrees to provide the following initial uniform and

equipment items for all new bargaining unit employees prior to their

starting date.

Uniform items:

One (1) pair Class A uniform pants;

Two (2) pairs Class B uniform pants;

One (1) Class A blue long sleeve uniform shirt;

Two (2) Class B blue short sleeve uniform shirts;

One (1) Class C uniform shirt;

One (1) gold tie bar;

One (1) navy blue hat/cap;

One (1) district authorized metal badge and ID card issued by the

police department.

Equipment items:

The following items shall be purchased and maintained by the district

and will remain the property of same. Upon termination of employment,

the below items shall be returned to the district:

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One (1) nylon duty belt + liner belt;

One (1) key holder silent or regular;

Four (4) belt keepers;

One (1) double handcuff case;

Two (2) pair of handcuffs;

One (1) rechargeable flashlight with AC charger and holder;

One (1) mace/pepper spray and holder;

One (1) collapsible baton and holder or Koga baton and holder;

One (1) radio holder;

Soft Body Armor, Level III A or higher threat level (the safety vest may

include a hard and soft trauma plate);

Raingear (Jacket, shirt, pants);

Gun holster;

Duty Weapon;

Double magazine pouch;

Three (3) magazines for the primary duty weapon;

One (1) Black uniform Jacket (All weather jacket w/ liner);

One (1) district authorized metal badge and ID card issued by the

police department.

21.2 Uniform Allowance

For the purchase and maintenance of required uniforms, equipment, and rain

gear, bargaining unit employees will receive an annual allowance of $500850 on

the November payroll. The $500850 allowance pertains to police officers only.

Newly hired bargaining unit employees shall commence receiving the uniform

allowance after successful completion of a one year probationary period.

21.3 Personal Property

21.3.1 Personal property, which is destroyed or damaged in the course of

employment, shall be repaired or replaced by the district within sixty (60)

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calendar days from the date the bargaining unit employee submitted a

claim to the district.

21.3.2 Personal property are those items necessary during job-related

activities. Items include uniforms, eye glasses, and watches.

21.3.3 Personal property shall not include those items not required for job

related activities. Items not included are necklaces or chains; earrings,

bracelets, and other jewelry.

21.3.4 The total payable claims for prescription eye glasses shall not exceed

$175 per occurrence. The total payable claims for watches shall be $50

per occurrence.

21.3.5 The procedure for the repair or replacement of damaged personal

property shall be the same for district property as described in the

AHJCDPD Policy Manual.

21.4 Overtime/Compensatory Time

21.4.1 The choice of payment for overtime or receiving compensatory time off

shall be at the discretion of the bargaining unit employee.

21.4.2 Should a bargaining unit employee be required to finish a report prior to

leaving duty at the end of their regular duty shift, the time necessary to

complete those reports shall be automatically approved for

overtime/compensatory time (as noted above).

21.5 Call-Back/Call-In Duty

21.5.1 All bargaining unit employees called back or called in to duty shall be

compensated at their overtime rate of pay for two (2) hours or the

number of hours actually spent on duty, whichever is greater.

Call-back time is defined as a bargaining unit employee called back to

work after completion of their regular assignment.

Call-in time is defined as a bargaining unit employee called in to work on

a day when the bargaining unit employee is not scheduled to work.

21.6 Work Week

21.6.1 The work week shall consist of five consecutive days or thirty seven (37)

hours per week. This Article shall not restrict the extension of regular

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workday or workweek on an overtime basis for emergencies. An

“emergency” for the purposes of this Article is defined as circumstances

which could not have been planned for.

21.6.2 Alternate Work Schedule: Nothing in this section shall prohibit an

individual bargaining unit employee and the district from mutually

agreeing to implement a schedule of 9.25 hours per day, thirty-seven

(37) hours per week on four (4) consecutive days, or some other flexible

work schedule, while maintaining thirty-seven (37) hours in the work

week. If the four-day plan, or some other flexible schedule, is

implemented, the bargaining unit employee shall not earn overtime for

hours in excess of 7.5 hours in one (1) day, but shall earn overtime for

hours worked in excess of 9.25 in one day (if that is the agreed upon

standard workday)37 hours in a week. Bargaining unit employees not

working a standard work week during a week in which there is a paid

holiday will revert back to a standard work week.

21.6.3 Alternate Work Week Holiday: Unit members working an alternative

workweek shall be given a substitute holiday or provided compensation

in the amount to which the employee would have been entitled to had

the holiday fallen within his or her normal work schedule. (Per Ed Code

88206)

21.7 Lunch Period

21.7.1 Lunch Period: All bargaining unit employees covered by this Article for

the district Police Department shall be given a one half (1/2) hour paid

lunch period at an undesignated time as part of their workday. It is

understood that as this lunch period is paid, the bargaining unit

employee shall still be required to answer urgent calls to service during

his/her lunch period. The bargaining unit employee shall be allowed to

go off campus, but no more than four (4) miles from the campus.

21.8 Rest Periods

21.8.1 All bargaining unit employees shall be granted rest periods, which, insofar

as practicable, shall be in the middle of each full-time work period in the

morning and afternoon, at the rate of fifteen (15) minutes. The bargaining

unit employee shall be allowed to go off campus, but no more than four (4)

miles.

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21.8.2 Time from unused rest periods may not be used to lengthen the lunch

break or shorten the work day. Rest periods shall not be applied to any

time owed the district that is to be made up.

21.8.3 Rest periods are part of the regular work day and shall be taken during the

regular work day and compensated at the regular rate of pay for the

bargaining unit employee.

21.9 Dispatcher and Safety Officer Classifications (only)

21.9.1 Uniform Allowance: For the purchase and maintenance of required

uniforms, equipment, and rain gear, bargaining unit employees shall

receive an annual allowance of $2350 annually on the November payroll.

Newly hired bargaining unit employees shall commence receiving the

uniform allowance after successful completion of a one year probationary

period.

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ARTICLE 22: HIRING

22.1 Bargaining Unit Distribution of Job Information Upon initial employment and each change in classification each affected

employee in the bargaining unit shall receive a copy of the applicable job

description, a specification of the monthly and hourly rates applicable to his/her

position, the regularly assigned work shift, the hours per day, days per week, and

months per year.

22.2 Non-Bargaining Unit Employees Short-term employees, student employees, professional experts, and substitute

employees will be hired in accordance with Appendix DC.

22.3 Volunteers The district shall use volunteers in accordance with Ed Code Section 72401 and

the applicable state and federal law.

22.3.1 An individual shall not be considered a volunteer if the individual is

otherwise employed by the district to perform the same type of services as

those for which the individual proposes to volunteer.

22.3.2 An individual shall not perform hours of volunteer service for the district

when such hours involve the same type of services which the individual is

employed to perform for the district.

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ARTICLE 23: SEVERABILITY

23.1 Savings Clause If during the life of this Agreement there exists any applicable law or any

applicable rule, regulation, or order issued by governmental authority other than

the district which shall render invalid or restrain compliance with or enforcement

of any provision of this Agreement, such provision shall be immediately

suspended and be of no effect hereunder so long as such law, rule, regulation, or

order shall remain in effect. Such invalidation of a part or portion of this

Agreement shall not invalidate any remaining portions which shall continue in full

force and effect.

23.2 Replacement for Severed Provision In the event of suspension or invalidation of any Article or Section of this

Agreement, the parties agree to meet and negotiate within thirty (30) days after

such determination for the purpose of arriving at a mutually satisfactory

replacement for such Article or Section.

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ARTICLE 24 PROFESSIONAL GROWTH

24.1 Professional Growth

On either a reduced pay or an adjusted work schedule basis, a bargaining unit employee may submit a request for permission to take a college course during his/her regularly scheduled work day to the immediate supervisor with final approval by director of human resources. Approval of such a request shall be contingent upon the following conditions:

24.1.1 The course will improve the employee's service to the district.

24.1.2 Additional funds will not be required.

24.1.3 Classes taken during regular work hours must meet the following

conditions:

a. The absence of the employee will not adversely affect the normal working operations of his/her department.

b. The class will improve the employee's service to the district; or,

c. The class is required for the degree the employee is seeking;

d. Adjusted hours will be made up on the same day they are taken;

e. Two (2) or more employees will not take classes on an adjusted work schedule basis, and be gone from the work unit at the same time;

f. When two (2) employees in the same work unit have applied for the same hours of release time, the employee with the most seniority will have priority.

24.1.4 The maximum number of adjusted work hours per week which may be

allowed will be determined by the district.

24.1.5 The amount of reduced pay shall be proportionate to the time taken from

the regular workweek.

24.1.6 Unit employees shall be allowed to take classes at Allan Hancock

College during their assigned lunch break provided the classes do not

interfere with the assigned work schedule.

24.2 District Reimbursement

The district shall reimburse bargaining unit employee for the registration fees, unit

fees, cost of books, and required materials for all classes taken at Allan Hancock

College. Reimbursements for these bargaining unit employee expenses shall be

made upon completion of the class with a grade of “C,” “P,” or better and upon

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presentation of a receipt and completion of the reimbursement claim form which

shall be submitted to the Business Services department for processing.

24.3 Academic Degrees beyond Associate Level

Employees pursuing academic degrees beyond the associate level shall be

reimbursed the cost of tuition and enrollment fees upon completion of courses with

a grade of "C" or better, and upon presentation of receipt for said costs and

completion of the reimbursement claim form which is submitted to the business

services department for processing. Reimbursement shall be limited to $1,000 per

employee per fiscal year in which the course(s) are completed and a yearly fiscal

collective total of a maximum of $6,000 for the bargaining unit.

24.4 District Required Training Time spent in taking an Allan Hancock College course which is necessary for the performance of an employee's job and which the employee's supervisor directs him/her to take, with approval from the appropriate district vice president and the director of human resources, will be considered part of the employee's regular work schedule. Approval of such request shall be contingent upon the following conditions:

24.4.1 The employee has successfully completed the probationary period in

that position.

24.4.2 The course is necessary for providing or improving district services.

24.4.3 Additional funds will not be required for substitute help.

24.4.4 No more than one course or four units, whichever is greater, can be

taken in any one semester or term.

24.4.5 Two or more employees from the same work unit will not take classes at

the same time.

24.4.6 The district will pay the enrollment fee and the cost of instructional

materials including required textbooks.

24.4.7 The absence of the employee will not adversely affect the normal

working operations of his/her department.

24.4.8 The expectation is that the employee will successfully complete the

training. If the employee does not complete the training, or does not

successfully complete the training, the employee will be responsible for

the cost of the enrollment fee and instructional materials including

required textbooks.

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24.5 Professional Growth Stipend

As an alternative to using Sections 24.2 and/or 24.3, the following professional growth opportunity shall be offered to bargaining unit employees: All regular bargaining unit employees are eligible for a professional growth stipend. Each unit is one (1) college semester unit taken at Allan Hancock College for credit. If an employee requests reimbursement and is reimbursed for fees and texts/materials under section 24.2 or 24.3, or if the district has paid such fees under 24.4.6, the employee will not be entitled to receive professional growth stipends for the same courses.

24.5.1 Eligible bargaining unit employees shall receive the following temporary

professional growth stipend in addition to regular pay:

(9 units) - $45/month

(18 units)-$90/month

24.5.2 The terms “regular bargaining unit employees” shall include the following

types of classified employees for purposes of determining eligibility to any

professional growth stipend.

a. Persons in full-time classified service who have served at least one school

year, or major portion thereof in permanent status in the Allan Hancock Joint

Community College district immediately prior to the school year for which

application for a professional growth stipend is made.

b. Persons in part-time classified service who have served at least one school

year or major portion thereof in the Allan Hancock Joint Community College

district immediately prior to the school year for which application for a

professional growth stipend is made. Part-time regular employees shall

have their stipends pro-rated.

24.5.3 The term “regular bargaining unit employees” shall exclude the following

types of classified employees for purposes of determining eligibility to any

professional growth stipend:

a. Probationary employees

b. Permanent employees with less than one school year (or major portion

thereof) of service immediately prior to the year for which application for a

professional growth stipend is made

c. Persons in the following types of non-classified service positions:

• Substitutes

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• Short-term employees

• Students employed at hourly student salary rates

• Apprentices

• Professional experts employed on a temporary basis

d. Terminated employees in any type of classified position.

24.5.4 Acquiring Professional Growth Units

Eligible bargaining unit employees may earn units by taking Allan Hancock

College credit classes which are job-related and enhance their skills to

perform their current jobs more effectively and/or to enhance their

opportunities for promotion to other positions at Allan Hancock College.

24.5.5 Procedures

Professional growth candidates should submit a request in the form of a

memo for professional growth credit—with endorsement of the lowest level

manager in the direct line of supervision—to the director of human

resources at least fourteen (14) days prior to the start of the course. The

director of human resources may grant or deny approval of the class for

professional growth credit. The memo should include the class(es), ticket

number(s), and number of units for each class with a grand total of course

units, The memo should include the date and signature of endorsement by

the manager. A copy of the memo with approval by the director, human

resources, will be returned to both the employee and supervisor. The

approved original will be placed in the employee’s personnel file. The

employee and supervisor will also be notified of unapproved requests.

24.5.6 All professional growth candidates taking courses must obtain a passing

grade of “C” or better.

24.5.7 Employees must submit evidence of satisfactory completion of course work

within two months from the date of the completion of the course work in

order to receive professional growth units. The form is available from the

admissions and records office. Admissions and Records Department will

forward the proof of satisfactory completion course work request form to the

director, human resources.

24.5.8 This program is not intended to restrict in any way the training and self-

improvement efforts a classified bargaining unit employee may undertake

on the employee’s own initiative. However, such training shall be

considered as applicable to a professional growth stipend only if it meets the

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requirements specified by this provision. Employees who are approved for

the professional growth stipend program are not eligible for course

reimbursements as defined under sections 24.2 and 24.3.

24.5.9 General Rules

a. A stipend shall be granted beginning with the semester following the earning

of the nine (9) units. After three (3) fiscal years, the stipend will cease

unless an additional nine (9) units has been accumulated, with the total

increased stipend of $90 ending at the original three fiscal year period.

4 Earned stipends shall be paid in addition to the employee’s regular salary, and shall be subject to customary payroll withholding tax, and time off with loss of salary, etc.

5 Eligible classified employees who are employed less than nine (9) calendar months a school year shall be paid professional growth stipend(s) of $45.00/month or $90.00/month only for the months the employee works.

6 An employee must be in paid status to receive any portion of the professional growth stipend the employee has been granted, and such payments will end if the employee’s employment is terminated for any reason.

7 If a classified employee who is being paid for all or any portion of a professional growth stipend terminates employment with the Allan Hancock Joint Community College district for any reason and is subsequently re-employed in a classified position, the employee shall not be entitled upon such reemployment to credit or payment for any professional growth stipends to which the employee may previously have been entitled.

8 Records concerning the Professional Growth Program shall be maintained by the office of Human Resources.

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ARTICLE 25: PARKING

25.1 Issued Parking Permits Annually, bargaining unit employees will receive one parking pass that will be

authorized for use at the Santa Maria and Lompoc campuses.

25.1.1 Commencing with the fall semester of 2014, a one-year parking pass

will be issued annually to all bargaining unit employees at no cost. The

parking permit shall be portable and may be used with multiple vehicles.

Each bargaining unit employee will be issued one permit only.

Exception: A second permit may be issued for motorcycles only at a

cost of $2 to be paid by a bargaining unit employee.

25.2 Stolen Permits All bargaining unit employees will be responsible for contacting campus security

if their permit is lost or stolen.

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ARTICLE 26: CONCERTED ACTIVITIES

26.1 No Strike Clause It is agreed and understood that there will be no strike, work stoppage, slow

down, or other concerted action by CSEA, or by its officers, agents, or members

during the term of this Agreement. In the event of a strike, work stoppage, slow

down or other interference with the operations of the College by bargaining unit

members who are represented by CSEA, the CSEA agrees in good faith to take

all necessary steps to cause those members to cease such action. It is agreed

and understood that any bargaining unit member violating this Article may be

subject to discipline up to and including termination by the Board.

26.2 No Lock Out It is agreed and understood that the district will not lock out bargaining unit

employees.

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ARTICLE 27: NEGOTIATIONS AND COMPLETION OF AGREEMENT

27.1 Notification and Public Notice If either party desires to alter or amend this Agreement, it shall provide written

notice and a proposal to the other party of said desire and the nature of the

amendments and cause the public notice provisions of the law to be fulfilled.

27.2 Commencement of Negotiations Negotiations shall commence within thirty (30) working days of satisfaction of the

public notice requirements. Negotiations shall commence at a mutually

acceptable time and place for the purpose of considering changes in this

Agreement.

27.3 Impasse If notice has been given in accordance with the preceding sections, and the

parties have not been able to agree upon terms of a new Agreement, either party

may institute impasse procedures according to the Government Code. Once

impasse procedures have been invoked, this Agreement shall remain in full force

and effect until the conclusion of the impasse process.

27.4 Release Time for Negotiations CSEA shall have the right to designate up to six (6) employees who shall be

given reasonable release time to participate in negotiations.

27.5 Re-Openers The parties agree to reopen and negotiate one (1) Article selected by each party

with the exception of Article 9 (Pay and Allowances) and Article 11 (Health and

Welfare) for 2015-16 and 2016-17. Except upon the mutual agreement of both

parties, there shall be no reopeners of Article 9 and/or Article 11 in the current

collective bargaining agreement (ending June 30, 2017). Should negotiations be

reopened with another employee organization prior to the expiration of an

exisiting multi-year contract on the issues of wages and/or health benefits those

applicable articles shall also be reopened with CSEA.

108

181

27.65 Ratification of Additions or Changes Any additions or changes in this Agreement shall not be effective unless reduced

to writing and properly ratified and signed by both parties.

27.67 Completion of Agreement This Agreement shall constitute the full and complete commitment between both

parties and shall supersede and cancel all previous agreements both written and

oral. This Agreement may be altered, changed, added to, deleted from or

modified only through the voluntary mutual consent of the two parties in a written

and signed amendment to this Agreement.

109

182

110

183

APPENDIX A

CLASSIFIED BARGAINING UNIT POSITIONS LIST

The positions noted with an asterisk (*) in Appendix A are entitled to safety footwear as outlined in Article 10.

111

184

APPENDIX A: BARGAINING UNIT POSITION LIST

A.1 Sorted Alphabetically

Position Titles Category Range Academic Affairs Support Technician Technical 18

Academic Load/Scheduling Specialist Technical 33

Academic Resources Technical Specialist Technical 32

Accounting Services Technician I Fiscal 14

Accounting Services Technician II Fiscal 1618

Accounting Services Technician III Fiscal 1720

Accounts Receivable Technician Fiscal 17

Adaptive Technology/Internet Access Specialist Technical 25

Administrative Secretary IAdministrative Assistant II

Clerical 1517

Administrative Assistant II (Student Services) Clerical 17

Administrative Assistant II, Summer & Evening Clerical 18

Administrative Secretary II Clerical 19

Administrative Secretary IIIAdministrative Assistant III

Clerical 2125

Administrative Assistant III (Student Services) Clerical 25

Administrative Secretary III/Coordinator Cosmetology Professiona

28

Administrative Secretary IV Clerical 21

Administrative Secretary Assistant V Clerical 29

Coordinator, Student Services/Administrative Assistant V Professiona

31

Administrative Systems Analyst Technical 33

Admissions & Records Clerk Clerical 11

Admissions & Records Technician I Clerical 12

Admissions & Records Technician II Clerical 15

Admissions & Records Technician III Clerical 16

Alternative Media Specialist Technical 25

Application Programmer Technical 30

Assessment Technician – Community Education Professiona

20

Assessment Technician Professiona

19

Assistant Athletic Trainer Professiona

30

Athletic Equipment Manager* Services 12

Athletic Trainer Professiona

31

Automotive Mechanic* Crafts 21

Auxiliary Accounting Services Technician Bookstore Fiscal 14

Auxiliary Accounting Specialist Fiscal 2126

Auxiliary Accounting Specialist II Fiscal 26

Auxiliary Accounting Technician Fiscal 18

Basic Skills Coordinator Professiona

29

Benefits TechnicianCoordinator Fiscal 2730

Bookstore Buyer I Fiscal 17

112

185

Bookstore Buyer II Fiscal 19

Bookstore Buyer III Fiscal 21

Bookstore Technician Fiscal 14

Cal-SOAP Secretary Fiscal Administrative Technician ClericalTec

1519

Cal-WORKs Coordinator Professiona

29

Campus Safety Officer Technical 14

CARE Program Specialist Clerical 19

Career Center Technician Technical 17

Career/Job Placement Services Assistant Clerical 14

Career/Job Placement Services Program Specialist Technical 20

Cashier Technician Fiscal 1416

Cashier II Fiscal 16

Children’s Center Administrative Secretary Academic Support Specialist – Children’s Center

Clerical 1217

College Achievement Now (CAN/TRiO) SSS Assistant Technical 18

College District Police Corporal Technical 29

College District Police Officer Technical 28

Community Education Program Technician II Technical 16

Community Education Public Information Specialist Technical 20

Community Education Technician III Technical 17

Community Education Technician/Clerk II Technical 13

Community Education Technician/Clerk III Technical 14

Cook-Children Center* Services 12

Coordinator of Assessment Technical 28

Coordinator, Academic Affairs/Administrative Secretary

Professiona

31

Coordinator, Admissions & Records Services Professiona

30

Coordinator, Campus Graphics* Technical 31

Coordinator, Career and Job Placement Professiona

29

Coordinator, Cashier Services Fiscal 2629

Coordinator, Community Education Professiona

33

Coordinator, Contract Education Professiona

31

Coordinator, Facilities & Construction Professiona

29

Coordinator, Financial Aid Professiona

30

Coordinator, Institutional Research and Planning Professiona

32

Coordinator, Instructional Technology Professiona

30

Coordinator, Interpreting and Communications Services Professiona

28

Coordinator, Mathematics Center Professiona

28

Coordinator, Noncredit English as a Second Language

Professiona

27

Coordinator, Noncredit Programs Professiona

28

Coordinator, Plant Services Professiona

24

Coordinator, Public Safety Professiona

28

Coordinator, Student Activities Professiona

2629

Coordinator, Tech Prep Technical 29

Coordinator, The Extended Campus Professiona

2831

113

186

Coordinator, Writing Center Laboratory Professiona

28

Coordinator/Instructional Assistant, Computer Resources Center

Professiona

22

Copy Center Technician* Technical 17

Counseling Assistant Professiona

20

Counseling Program Specialist – Non Credit Professiona

20

Counseling Services Technician – Non Credit Clerical 12

Courier* Services 11

Curriculum Specialist Technical 28

Custodial Lead Worker* Services 14

Custodial Lead Worker, Off-Campus Programs* Services 15

Custodian* Services 11

Custodian/Athletic Equipment Attendant/Custodian* Services 1115

Design Specialist, Campus Graphics* Technical 20

Distance Learning Technical Assistant Technical 30

Distance Learning/Courseware TechnicianAcademic Support Technical Specialist

Technical 2427

DSPS Assistant Professiona

16

DSPS Specialist Professiona

21

Educational Technology Specialist Professiona

26

EOPS Assistant Technical 18

EOPS Program Specialist Professiona

19

EOPS/CalWORKs Specialist Professiona

19

EOPS Program Coordinator Professiona

29

EIOPS Specialist/Counseling Assistant Professiona

20

EOPS/Financial Aid Specialist Professiona

19

Equipment Specialist I* Services 18

Equipment Specialist II* ServicesTe

20

ESL Clerk Technical 12

Financial Aid Accounting Technician Fiscal 1621

Financial Aid Assistant Technical 1819

Financial Aid Specialist/Counseling Assistant Professiona

2021

Financial Aid Systems TechnicianTechnical Specialist Technical 1927

Financial Aid Technician Technical 19

Financial Aid Support Technician Clerical 12

Fine Arts Assistant (50 percent FTE with Admin Asst. II) Technical 17

Fire, Safety and Emergency Medical Services (EMS) Maintenance Specialist* Maintenance Mechanic/ Heavy Equipment Operator*

Crafts

23

Grant Coordinator Professiona

29

Grants & Special Projects SpecialistAccountant TechnicalFi

2728

Grants Analyst Professiona

29

Grants Analyst II Professiona

30

Graphic Designer, – Campus Graphics Technical 27

114

187

Groundskeeper I* Services 12

Groundskeeper II* Services 14

Groundskeeper III* Services 16

Health Sciences Program Technician Technical 16

Heating and Refrigeration MechanicHeating, Ventilation, Air Conditioning, and Controls Technician II*

Crafts 2630

Heating, Ventilation, Air Conditioning, and Controls Technician*

Crafts

28

Human Resources Assistant Clerical 18

Information Technology Network Administrator and Data Security Specialist

Technical 32

Information Technology Technical Support AssistantHelp Desk Technician

Technical 2223

Information Technology Technical Support Coordinator Technical 27

Information Technology Technical Support Specialist I Technical 25

Information Technology Technical Support Specialist II Technical 27

Instructional Assistant, Automotive Technology* Technical 20

Instructional Assistant, Ceramics/Sculpture Studio Professiona

20

Instructional Assistant, Community Education Technical 18

Instructional Assistant, CRC Lompoc Valley Center Technical 20

Instructional Assistant, Emergency Medical Technician* Professiona

20

Instructional Assistant, Engineering* Technical 20

Instructional Assistant, Fire Science* Professiona

20

Instructional Assistant, Language Labs Professiona

20

Instructional Assistant, Learning Assistance Program Professiona

20

Instructional Assistant, Life and Physical Sciences Laboratory* Science Laboratory

Professiona

2027

Instructional Assistant, Life Sciences Laboratory* Professiona

20

Instructional Assistant, Mathematics Professiona

20

Instructional Assistant, Physical Sciences Laboratory* Professiona

20

Instructional Assistant, Piano Accompanist Professiona

20

Instructional Assistant, Police Academy* Professiona

20

Instructional Assistant, Public Safety* Professiona

20

Instructional Assistant, Stem Center Professiona

20

Instructional Assistant, Welding* Technical 20

Instructional Assistant, Writing Center Laboratory Professiona

20

Instructional Associate, Computer Resource Center Technical 18

Instructional Technician, Media Labs Technical 22

Instructional Technician, Dental Laboratory Technical 20

Laboratory Assistant I-CRC Technical 13

Laboratory Assistant, Business Skills Technical 13

Laboratory Assistant, Learning Assistance Program Technical 13

Laboratory Assistant, Life and Physical Science* Technical 13

115

188

Laboratory Assistant, Writing Center Laboratory Technical 13

Laboratory Technician, Community Education Technical 11

Lead Groundskeeper - Lead* Services 18

Lead Library/Multi-Media Services Technician Technical 24

Learning Assistance Assessment Technician Professiona

20

Learning Outcomes Analyst Technical 28

Library/Multi-Media Services Technician Technical 1820

Maintenance Lead Worker Crafts 32

Maintenance Repair Worker I* Services 12

Maintenance Repair Worker II* Services 15

Maintenance Repair Worker III* Services 17

Maintenance Specialist – Carpenter* Crafts 21

Maintenance Specialist – Electrician* Crafts 25

Maintenance Specialist – Locksmith* Crafts 22

Maintenance Specialist – Painter* Crafts 2120

Maintenance Specialist – Plumber* Crafts 21

Media Production Assistant/Photographic Technical 21

Multimedia Services Technician II* Technical 28

Multimedia Services Technician* Technical 2425

Office Services Assistant I Clerical 11

Office Services Assistant II Clerical 11

Office Services Technician I Clerical 12

Office Services Technician I – EOPS/CARE/CalWORKs Clerical 12

Office Services Technician II (Off-Campus Programs) Clerical 15

Office Services Technician II Grants Clerical 15

Payroll Technician Fiscal 30

Physical Education and Athletic Technician* Services 11

Police Services Dispatcher Technician Technical 20

Police Support Services Technician Clerical 12

Program Technician Technical 17

Production Specialist, Campus Graphics* Technical 20

Program Analyst Technical 32

Public Affairs & Publications Communications Coordinator Clerical 22

Public Affairs & Publications Communications Technician Clerical 18

Public Safety Program Technician Technical 16

Public Safety Support Technician I Clerical 12

Public/Sports Information Specialist Professiona

23

Purchasing Technician Fiscal 1720

Research Information Technician Technical 26

Scheduling/Course Data Tech II Technical 26

Scholarship & Veterans Affairs TechnicianFinancial Aid Analyst

Technical 1926

Senior Accounting Specialist Professiona

30

Senior Institutional Research & Planning Analyst Professiona

29

116

189

Server Administrator Technical 30

Shipping & Receiving Clerk (Bookstore)* Clerical 12

Shipping & Receiving Clerk (Plant Services)* ClericalServ

1213

Skilled Carpenter/Maintenance Craftsman* Crafts 21

Software Development/System Support Specialist I Web Services Specialist I

Technical 2730

Software Development/System Support Specialist II Technical 30

Student Activities Assistant Technical 18

Student Services Medical Assistant Technical 14

Student Services Technician I Clerical 13

Student Services Technician II Clerical 1517

Student Success and Support (3SP) Technical Specialist Professiona

27

Student Success Outreach/Retention Specialist Clerical 20

Student Success Technician Clerical 15

Student Systems Analyst Technical 33

Systems AnalystSupport Specialist Technical 3330

Telecommunication Technical Support Specialist* Technical 27

Testing Specialist Technical 20

Testing Technician Technical 19

Transcript Evaluator Technical 18

Transfer and Career/Job Placement Technician Technical 19

Transportation and Equipment Lead Technician * Crafts 25

Tutorial/Open Access Computer Lab Technician Technical 19

University Transfer Center (UTC) Technician Technical 16

Web Content Coordinator Technical 28

Web Services Specialist II Technical 32

Wellness Program Specialist Professiona

18

Women’s Equipment Manager/Custodian* Services 12

117

190

Appendix A.2 Sorted by Category

118

191

Appendix A.3 Sorted by Range

119

192

APPENDIX B-1

CLASSIFIED BARGAINING UNIT

MONTHLY SALARY SCHEDULE

Increases to the salary schedule are applied to Step A with all the subsequent steps being 5% higher than the previous step

(all steps are rounded to the nearest dollar)

120

193


CLASSIFIED BARGAINING UNIT SALARY SCHEDULE

JULY 1, 2017 1.56% COLA

RANGE

STEP A STEP B STEP C STEP D STEP E 11 MONTH 2,527 2,653 2,786 2,925 3,071

12 MONTH 2,618 2,749 2,886 3,030 3,182

13 MONTH 2,701 2,836 2,978 3,127 3,283

14 MONTH 2,798 2,938 3,085 3,239 3,401

15 MONTH 2,892 3,037 3,189 3,348 3,515

16 MONTH 2,996 3,146 3,303 3,468 3,641

17 MONTH 3,096 3,251 3,414 3,585 3,764

18 MONTH 3,180 3,339 3,506 3,681 3,865

19 MONTH 3,273 3,437 3,609 3,789 3,978

20 MONTH 3,369 3,537 3,714 3,900 4,095

21 MONTH 3,459 3,632 3,814 4,005 4,205

22 MONTH 3,550 3,728 3,914 4,110 4,316

23 MONTH 3,645 3,827 4,018 4,219 4,430

24 MONTH 3,739 3,926 4,122 4,328 4,544

25 MONTH 3,835 4,027 4,228 4,439 4,661

26 MONTH 3,958 4,156 4,364 4,582 4,811

27 MONTH 4,084 4,288 4,502 4,727 4,963

28 MONTH 4,212 4,423 4,644 4,876 5,120

29 MONTH 4,349 4,566 4,794 5,034 5,286

30 MONTH 4,486 4,710 4,946 5,193 5,453

31 MONTH 4,628 4,859 5,102 5,357 5,625

32 MONTH 4,773 5,012 5,263 5,526 5,802

33 MONTH 4,916 5,162 5,420 5,691 5,976

SS-55 7/26/2017

121

194

APPENDIX B-2


HOURLY SALARY SCHEDULE

The hourly salary schedule will only be used to calculate overtime, extra assignments, and/or docked pay. Hourly pay equals monthly salary times twelve

(12) divided by 1,924.

122

195

37 HOURS WEEK HOURLY RATES

ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT CLASSIFIED BARGAINING UNIT SALARY SCHEDULE

JULY 1, 2017

1.56% COLA

RANGE STEP A STEP B STEP C STEP D STEP E

11 HOUR 15.76 16.55 17.38 18.24 19.15 MONTH 2,527 2,653 2,786 2,925 3,071

12 HOUR 16.33 17.15 18.00 18.90 19.85 MONTH 2,618 2,749 2,886 3,030 3,182

13 HOUR 16.85 17.69 18.57 19.50 20.48 MONTH 2,701 2,836 2,978 3,127 3,283

14 HOUR 17.45 18.32 19.24 20.20 21.21 MONTH 2,798 2,938 3,085 3,239 3,401

15 HOUR 18.04 18.94 19.89 20.88 21.92 MONTH 2,892 3,037 3,189 3,348 3,515

16 HOUR 18.69 19.62 20.60 21.63 22.71 MONTH 2,996 3,146 3,303 3,468 3,641

17 HOUR 19.31 20.28 21.29 22.36 23.48 MONTH 3,096 3,251 3,414 3,585 3,764

18 HOUR 19.83 20.83 21.87 22.96 24.11 MONTH 3,180 3,339 3,506 3,681 3,865

19 HOUR 20.41 21.44 22.51 23.63 24.81 MONTH 3,273 3,437 3,609 3,789 3,978

20 HOUR 21.01 22.06 23.16 24.32 25.54 MONTH 3,369 3,537 3,714 3,900 4,095

21 HOUR 21.57 22.65 23.79 24.98 26.23 MONTH 3,459 3,632 3,814 4,005 4,205

22 HOUR 22.14 23.25 24.41 25.63 26.92 MONTH 3,550 3,728 3,914 4,110 4,316

23 HOUR 22.73 23.87 25.06 26.31 27.63 MONTH 3,645 3,827 4,018 4,219 4,430

24 HOUR 23.32 24.49 25.71 26.99 28.34 MONTH 3,739 3,926 4,122 4,328 4,544

25 HOUR 23.92 25.12 26.37 27.69 29.07 MONTH 3,835 4,027 4,228 4,439 4,661

26 HOUR 24.69 25.92 27.22 28.58 30.01 MONTH 3,958 4,156 4,364 4,582 4,811

27 HOUR 25.47 26.74 28.08 29.48 30.95 MONTH 4,084 4,288 4,502 4,727 4,963

28 HOUR 26.27 27.59 28.96 30.41 31.93 MONTH 4,212 4,423 4,644 4,876 5,120

29 HOUR 27.12 28.48 29.90 31.40 32.97 MONTH 4,349 4,566 4,794 5,034 5,286

30 HOUR 27.98 29.38 30.85 32.39 34.01 MONTH 4,486 4,710 4,946 5,193 5,453

31 HOUR 28.86 30.31 31.82 33.41 35.08 MONTH 4,628 4,859 5,102 5,357 5,625

32 HOUR 29.77 31.26 32.83 34.47 36.19 MONTH 4,773 5,012 5,263 5,526 5,802

33 HOUR 30.66 32.20 33.80 35.49 37.27 MONTH 4,916 5,162 5,420 5,691 5,976

SS-55 7/26/2017

123

196

APPENDIX C

CASH-IN-LIEU-OF BENEFITS TABLE

124

197

APPENDIX C: CASH-IN-LIEU TABLE

Annual Rates:

Medical/Hospital Insurance

Dental Plan

Employee

Only

Employee

Plus One

Dependent

Employee

Plus Two or

More

Dependents

Employee With

No

Medical/Hospit

al Coverage

Employee

Only

$923.40

$440.60

$249.80

$1,498.00

Employee

Plus

One

Dependent

$788.10

$305.30

$114.50

$1,362.70

Employee

Plus Two or

More

Dependents

$673.60

$190.80

$0

$1,248.20

125

198

APPENDIX DC


Definitions of Excluded Positions

126

199

APPENDIX DC: DEFINITIONS OF EXCLUDED POSITIONS

Definitions of management, supervisory, and confidential are provided in Board policy.

Definitions of certificated (faculty) are included in the collective bargaining

agreements of the Faculty Association of Allan Hancock College and California

Federation of Teachers/Part-time Faculty Association of Allan Hancock College

Local 6185.

Substitute – “Substitute employee,” means a person employed to replace anyclassified employee who is temporarily absent from duty. In addition, if the district is then engaged in a procedure to hire a permanent employee to fill a vacancy in any classified position, the district may fill the vacancy through the employment for not more than 100 calendar days. Ed. Code 88003 and CBA Article 22.2

Short-term – “Short-term employee,” means any person employed to perform aservice for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis. Before employing a short-term employee, the district, at a regularly scheduled board meeting, shall specify the service required to be performed by the employee pursuant to the definition of “classification” in subdivision (a) of Section 88001, and shall certify the ending date of the service. The ending date may be shortened or extended by the district, but shall not extend beyond seventy-five (75) percent of a school year. “Seventy-five (75) percent of a college year”means one hundred ninety-five (195) days, including holidays, sick leave,vacation and other leaves of absences, irrespective of number of hours workedper day. Ed. Code 88003

Professional Expert – “Professional Expert,” is an employee with specializedknowledge or expertise not generally required of, or found within, the employee classifications established by the Board pursuant to Section 88001 and recognized in CBA Article 1. The service performed is also described in terms of a discrete and finite project. The term of employment is also finite in nature, meaning that the district need is temporary. The length of service for professional experts is not capped as it is for short-term employees.

Student Employee – Employment of either full-time or part-time students in anycollege work-study program, or in a work experience education program shall not result in the displacement of classified personnel or impair existing contracts for services. Ed. Code 88003

127

200

ACTION ITEM



Subject: Change of Status of Faculty Members Item Number:

13.E.

Strategic Goal:


BACKGROUND: The following personnel actions are recommended: Workload Reduction under California Education Code 87483 (Willie Brown Act) 1. Marla Allegre, English instructor, English department, was approved at the regular board of trustees meeting on

February 14, 2017 for a workload reduction (Willie Brown Act) from 100 percent to 74.8 percent full-time equivalency for spring semester 2017. Ms. Allegre is requesting to revise her workload reduction (Willie Brown Act) for the 2017-2018 academic year from 74.8 percent (a reduction of 25.2 percent) to 56 percent (a reduction of 44 percent) for the 2017-2018 academic year.

It is anticipated that Ms. Allegre will return to full-time status at the beginning of fall semester 2018 or will submit a request to continue working a reduced workload.

(Continued) FISCAL IMPACT 1. The savings to the unrestricted general fund is approximately $35,245 for the 2017-2018 fiscal year. Backfill will

be provided by part-time faculty. 2. The cost to the unrestricted general fund is approximately $13,294 for the 2017-2018 fiscal year. These costs will be included in the 2017-2018 fiscal year budget. RECOMMENDATION Staff recommends that the board of trustees approve the revised reduced workload (Willie Brown Act) for Marla Allegre, English instructor, English department, from 100 percent to 56 percent full-time equivalency for the 2017-2018 academic year, under the provisions of California Education Code Section 87483 (Willie Brown Act) and the District’s contractual agreement with the Faculty Association of Allan Hancock College, and to be renewed each year for a maximum of ten years unless the instructor and the district mutually agree to change the conditions of the reduced workload; and approve the request to terminate the reduced workload (Willie Brown Act) of Linda Metaxas, physics instructor, life and physical sciences department, and return to 100 percent full-time equivalency for the 2017-2018 academic year, under the provisions of California Education Code Section 87483 (Willie Brown Act) and the District’s contractual agreement with the Faculty Association of Allan Hancock College. Termination of Workload Reduction under California Education Code 87483 (Willie Brown Act)


Final Disposition:

201 - 1 Revised

2. Linda Metaxas, physics instructor, life and physical sciences department, has requested to discontinue her reduced

workload of 79.4 percent for the 2017-2018 academic year, under the provisions of California Education Code Section 87483 (Willie Brown Act) and the District’s contractual agreement with the Faculty Association of Allan Hancock College. Ms. Metaxas requests to return to 100 percent workload effective August 2017.

201 - 2 Revised

ACTION ITEM



Subject: Revised Supervisory/Confidential Salary Schedule Item Number:

13.F.

Strategic Goal:

Goal IR2: To develop district financial resources adequate to support quality programs and services.


BACKGROUND Under the Federal Labor Standards Act the majority of the District’s confidential and supervisory employees qualify for exempt status. Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. Section 13(a)(1) and Section 13(a)(17) also exempt certain computer employees. To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $455 per week. Job titles do not determine exempt status. The proposed changes to the supervisory/confidential salary schedule accounts for regular and consistent overtime worked by those employees who qualify for exempt status. The Executive Secretary I (Office of the Superintendent/President) and Technical Services Specialist positions do not qualify for exempt status. Placement on the salary schedule was determined based on the following criteria:

1) Responsibility level of the functions of the position 2) Expertise required to perform the functions of the position 3) A review of overtime and compensatory reported or overtime worked but not reported

Individual merit or performance were not criteria used to determine placement. The Human Resources Director has met with each affected employee to discuss the new placement of their position. Additionally, the Human Resources Director has reviewed job descriptions for positions in need of revision. While the range placements of those positions are included in the proposed salary schedule, the revised job descriptions will be presented at a future board meeting upon approval of the changed salary schedule. The proposed change to the salary schedule is a meet and confer item. Salary Schedule #40 for Supervisory/ Confidential employees had not been reviewed or updated (save for applying COLA increases) since 2005. Because overtime and compensatory time are not budgeted the District has not been able to plan for what has become consistent overtime in the performance of the work of this employee group. Inclusion of overtime in the salary schedule allows for long-term budgeting while keeping the employee whole. FISCAL IMPACT The cost to the unrestricted general fund is offset by current overtime, compensatory time, and longevity. This totals approximately $250,000 to $280,000 for the 2017-2018 fiscal year, depending on step placements of employees, and will be included in the 2017-2018 fiscal year budget. The cost of this increase includes an assumption of the 1.56% COLA. There is no impact from the change to longevity calculations until the 2019-2020 budget year. RECOMMENDATION Staff recommends that the board of trustees approve revisions to the Supervisory/Confidential Salary Schedule as presented.


Final Disposition:

202 - Revised

ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT SUPERVISORY/CONFIDENTIAL EMPLOYEES

SALARY SCHEDULE JULY 1, 2017

RANGE

STEP A STEP B STEP C STEP D STEP E STEP F

1

97,998 102,898 108,043 113,445 119,117 125,073

2

93,331 97,998 102,898 108,043 113,445 119,117

3

88,887 93,331 97,998 102,898 108,043 113,445

4

84,654 88,887 93,331 97,998 102,898 108,043

5

80,623 84,654 88,887 93,331 97,998 102,898

6

76,784 80,623 84,654 88,887 93,331 97,998

7

73,127 76,783 80,622 84,653 88,886 93,330

8

69,645 73,127 76,783 80,622 84,653 88,886

19

66,329 69,645 73,127 76,783 80,622 84,653

210

63,047 66,199 69,509 72,984 76,633 80,465

311

60,341 63,358 66,526 69,852 73,345 77,012

412

57,645 60,527 63,553 66,731 70,068 73,571

513

54,940 57,687 60,571 63,600 66,780 70,119

614

52,234 54,846 57,588 60,467 63,490 66,665

715

49,536 52,013 54,614 57,345 60,212 63,223

816

46,833 49,175 51,634 54,216 56,927 59,773

917

44,133 46,340 48,657 51,090 53,645 56,327

1018

41,427 43,498 45,673 47,957 50,355 52,873

SS-40 07/01/2016

RANGE TITLE - SUPERVISORY AND CONFIDENTIAL POSITIONS 1 Administrative Assistant to the Superintendent/President and the Board of Trustees

Budget Analyst Purchasing Supervisor

2 Maintenance Supervisor

3 Campus Graphics Supervisor Accounting Supervisor Auxiliary Accounting Supervisor Payroll Supervisor Coordinator, Employee Relations/Classification Coordinator, Human Resources/Professional Development Coordinator, Recruitment College District Police Sergeant Landscape Supervisor

4 Operations Supervisor 5 Executive Secretary III to the Associate Superintendent Vice President, Finance/Administration

Supervisor, Custodial Services (Evening) Executive Secretary I - (Office of Superintendent/President)

6 None 7 None 8 Technical Services Specialist 9 None

10 None

203 - Revised

Supervisory Range Confidential Range *Purchasing Supervisor 3 *Administrative Executive Assistant to the

Superintendent/President and the Board of Trustees

1

*Maintenance Supervisor 3 *Budget Analyst 1 *Accounting Supervisor 3 *Coordinator, Employee

Relations/Classification 4

*Technical Service Supervisor 4 *Coordinator, Human Resources/Professional Development

4

*Auxiliary Accounting Supervisor 4 *Coordinator, Recruitment 4 *College District Police Sergeant 5 Executive Secretary (Office of

Superintendent/President) 10

*Payroll Supervisor 6 Technical Services Specialist 16 *Landscape Supervisor 6 *Campus Graphics Supervisor 6 *Operations Supervisor 7 *Supervisor, Custodial Services 9 (*) Indicates exempt status in accordance with FLSA regulations. STEP INCREASES Annual step movement is not automatic, but contingent upon satisfactory work performance and the recommendation of the superintendent/president.

LONGEVITY INCREASES Employees on the Supervisory/Confidential employees Salary Schedule hired by the district as regular confidential and supervisory employees prior to September 5, 1993, shall receive longevity steps (2.1 percent of base pay) which will be factored in one year for each three years worked as regular district employees beginning the first year after Column E is reached. Longevity steps accumulate, but no more than one additional step per year may be granted. Employees on the Supervisory/Confidential Salary Schedule hired by the district as regular supervisory/confidential employees after September 5, 1993, shall receive longevity steps (2.1 percent of base pay) which will be factored at the end of each full two-year work period after the final step of the range is reached. Longevity increases (2.1 percent of base pay) granted on or after January 1, 2000, will be based on a one-year work period after the final step of the range is reached, . except for employees hired by the district as regular confidential and supervisory employees prior to September 5, 1993. For those employees, any longevity service accumulated prior to January 1, 2000, will continue to be recognized by longevity increases each year based on three- year intervals until the number of longevity increases equals one-third of the number of total years of district service. Thereafter, future longevity increases will be on the two-year cycle.

Longevity increases shall be based on a one-year cycle and calculated at an increment of 1.25% against the base salary for each longevity period.

Longevity increments are not automatic but are contingent upon satisfactory work performance and the recommendation of the superintendent/president.

204 - Revised


Felix Hernandez Jr. Final Disposition:

ACTION ITEM



Subject: Authorization, Joint Use Agreement with the County of Santa Barbara’s

Fire Department

Item

Number: 13.G.

Strategic

Goal:



BACKGROUND

The district developed and constructed the Lompoc Valley Center, Public Safety Complex (“Project”) in anticipation

of the facilities to be used for training by local public safety agencies. The district and the County of Santa Barbara

Fire Department’s (“County”) current partnership includes an instructional service agreement. There’s a joint interest

to expand the County’s site presence to facilitate establishing a program that will provide AHC fire academy

graduates the opportunity to receive a state fire training certification as Firefighter 1; in addition, this will foster

expanding the district’s current educational offerings. Extensive discussions between the district and the County has

resulted in a joint use agreement for their use of the fire tower, burn building, behavior prop portion of the facilities,

one classroom, and one office with the principal terms of the joint use agreement described as follows:

Joint Use Area Public Safety Complex

Term 3 Years, September 1, 2017 to August 31, 2020

Termination District has right of termination for convenience with a 10 day

notice.

Facility Use Use of fire tower, burn building, behavior prop portion of the

facilities, one classroom, and one office subject to 5-day advance

arrangements with district staff. District programs take priority.

Utilities &

Maintenance

District provides utility services and the County is responsible for

janitorial/custodial services relating to use.

The district is authorized by Education Code §81420 to enter into joint use agreements with a city for use of district real

property provided that the proposed joint use “will not interfere with the educational program or activities of any school

or class conducted upon the real property or in any such building” subject to the joint use agreement. The 5-day

advance scheduling requirement of the joint use agreement ensures that there will be no use of the fire tower, burn

building, behavior prop portion of the facilities, one classroom, and one office by the County which interferes with

district education programs.

FISCAL IMPACT

There is no fiscal impact to execute this joint use agreement.

RECOMMENDATION

Staff recommends that the board of trustees authorize the superintendent/president to execute a joint use agreement

between the district and County of Santa Barbara’s Fire Department once amendable terms are reached.

205


Felix Hernandez Jr.

Final Disposition:

ACTION ITEM



Subject: Resolution 17-30, Authorization to Utilize Design-Build Process Fine

Arts Complex Project

Item

Number: 13.H.

Strategic

Goal:


environment that enhances the ability to teach, learn, and work. Enclosures: Page 1 of 6

BACKGROUND

The Fine Arts Complex is a new 68,000 sq. ft. two-story building that includes visual arts, multi-media and applied

design, photography, film and video, dance, music, and shared amenities. The project consolidates all of the fine arts

and performing arts (except theatre arts) currently in buildings D (Theatre Arts Center), E (Music), F (Fine Arts), O

(Industrial Technology), and S (Community Education) into one Fine Arts Complex. The project is funded by 50%

state funds and 50% local funds. On July 26, 2017, the district received authorization from the California State

Department Finance through the Chancellor’s Office Facilities Planning Unit to commence development of

preliminary plans utilizing state funds.

The district is in the process of seeking authorization from the Department of Finance to deliver the Fine Arts

Complex utilizing the design-build delivery method. This is a process whereby the district retains the services of an

architect to develop plans and specifications then solicits bids in the open market for a contractor. In an effort to

expand the delivery method for community colleges in the state, California passed legislation to allow the use of the design-build delivery approach to shorten the development process. (Ed Code 81702-81703). The design build process allows the district to solicit bids for both the design and construction, whereby the contractor and architect are

teaming up to bid the project.

The district successfully completed the Industrial Technology and Physical Education/Athletics Fields for a total

project cost of $24,712,722, in fall of 2013 utilizing the design-build delivery method. This project constructed

approximately a 35,000 square-foot Industrial Technology Complex. In addition, the project relocated and

constructed a new synthetic running track and practice fields for football and soccer, as well as a new baseball field

across College Drive.

In reviewing the Fine Arts Complex project proposal scope, the project is a candidate for the design-build project

delivery method. Before the district can proceed to develop a project and seek proposals under the design-build

method, it must first receive authorization from the Department of Finance through the Chancellor’s Office. In

addition, the board of trustees are required to adopt a resolution establishing the project minimum design and

construction value of $2.5 M or more; make the following findings: design-build method will reduce project cost,

expedite project completion, and/or provide features not available through a design-bid-build process and give

authorization to proceed as a design-build project.

(continued)

FISCAL IMPACT

The cost to develop and issue the request for proposal is funded by district capital outlay funds.

RECOMMENDATION

Staff recommends that the board of trustees adopt resolution 17-30, Authorization to Utilize Design Build Process for

the Fine Arts Complex Subject to Approval by State of California Department of Finance and the Chancellor’s Office.

206

Ed. Code also requires the board to review the design-build guidelines. The California Community College design-

build guidelines where provided to the board.

The board is being asked to adopt the attached resolution, “Authorization to Utilize Design-Build Process for the Fine

Arts Complex” establishing the project meets the criteria established by Ed. Code and this authorization is subject to

the district receiving Department of Finance approval to utilize the design-build project delivery method.

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Resolution No. 17-30

Authorization to Design-Build Fine Arts Complex

Allan Hancock Joint Community College District Board of Trustees


Authorization to Utilize Design-Build Process for the Fine Arts Complex Subject to Approval by State of California Department of Finance and

the Chancellor’s Office

WHEREAS, applicable law relating to the design and construction of District works of improvement typically requires the District to engage in a process commonly described as “Design-Bid-Build” with the District entering into separate contracts with separate entities for preparation of Design Documents and for construction of the work of improvement.

WHEREAS, Education Code §§81700 et seq. authorizes community college districts, such as the District, to utilize the “Design-Build” process to design and construct District works of improvement if the expenditures necessary to complete the Design-Build process for a work of improvement exceeds Two Million Five Hundred Thousand Dollars ($2,500,000) and the funds to pay for such expenditures are not State of California capital outlay appropriations.

WHEREAS, before the district can proceed to develop a project and seek proposals

under the design-build method, it must fist receive authorization from the Department of Finance through the Chancellor’s Office.

WHEREAS, under the Design-Build approach, in lieu of contracting with separate

entities for design and construction of a work of improvement, the design and construction obligations are contracted for with a single entity.

WHEREAS, subject to compliance with other requirements established by Education Code §§81700 et seq., Section 81702 empowers the District’s Governing Board to authorize the Design-Build process for a District facility if, after evaluation of the traditional design, bid, and build process, and of the design-build process, in a public meeting, the governing Board makes written findings that the use of the design-build process on the specific project under consideration will reduce comparable project costs, expedite the project’s completion, or provide features not achievable through the traditional design-bid-build method.

WHEREAS, Education Code §81706 requires that the Chancellor of the California

Community Colleges (“the Chancellor”), in consultation with State of California agencies, community college representatives and industry representatives, develop guidelines for Design-Build projects.

WHEREAS, in May, 2003, the Chancellor published Design-Build Guidelines entitled

“California Community Colleges Design-Build Guidelines” (“the Guidelines”). WHEREAS, District staff has obtained copies of the Guidelines and has provided such

copies to each individual member of the District’s Board of Trustees for review and reference. WHEREAS, each member of the District’s Board of Trustees has received and generally reviewed the Guidelines.

WHEREAS, District staff has identified a District work of improvement commonly described as the Fine Arts Complex (“the Project”) as being suitable for the Design-Build process.

WHEREAS, the anticipated cost to complete design and construction of the Project is

estimated at Forty-Six Million Six Hundred Thirty-Eight Thousand Dollars ($46,638,000); all

208




funds to complete design and construction of the Project will be derived from State of California capital outlay funds and local District funds.

WHEREAS, Education Code §81703 requires the District to prepare a request for proposals setting forth the scope of the Project, including performance specifications, and further requires that any Project performance specifications and plans shall be prepared by a design professional duly licensed or registered in this state to perform the services required by the Field Act.

WHEREAS, Education Code §81705 strongly encourages the District’s Board to retain

the services of a California licensed architect or California registered structural engineer throughout the course of the Project in order to ensure compliance with Education Code §§81700 et seq.

WHEREAS, the District intends to retain KBZ Architects as a California licensed

architect to assist the District in the development of performance specifications/requirements, preliminary plans and other Project criteria for design and construction of the Project by the Design-Build process.

WHEREAS, the District further intends to retain KBZ Architects to provide oversight and

input throughout the course of the Project. WHEREAS, District staff has evaluated the relative benefits of utilizing the Design- Build

rather than the Design-Bid-Build process for design and construction of the Project. WHEREAS, it is estimated that 16 months are necessary to complete Design

Documents sufficient for submittal to the Division of State Architect (“DSA”) for review and acquire plan check approval, if the Project is implemented through the Design-Bid-Build approach.

WHEREAS, under the Design-Build process for the Project, it is estimated that the

Design Documents for the Project can be developed and acquire DSA plan check approval completed in 12 months.

WHEREAS, it is estimated that 24 months are necessary for completing

construction of the Project under the Design-Bid-Build process. If the project is constructed under the Design-Build method the estimated construction time is 18 months.

WHEREAS, it is anticipated that subcontractors and others retained by the Design Build Entity (“DBE”) under a Design-Build approach can accelerate completion activities necessary for construction of the project relative to completion of the same activities under the Design-Bid-Build approach; these activities may include without limitation, preparation of shop drawings, placement of orders for materials and equipment and development of construction sequencing and schedules.

WHEREAS, the accelerated completion of Design Documents and the accelerated completion of construction of the Project under the Design-Build approach is estimated to result in time-savings by completion of Project design and construction within 28 months rather than the 40 months anticipated under the Design-Bid-Build approach.

WHEREAS, there is continuing cost volatility occurring in construction marketplace

labor, materials and equipment which generally affect all marketplace costs (i.e., general inflationary factors, extraordinary petroleum costs, etc.) and cost volatility which specifically affect the construction industry marketplace (i.e., lumber, concrete, copper prices).

209




WHEREAS, construction cost volatility factors erode the extent, scope and/or quality of

physical facilities/improvements which can be constructed within a fixed construction budget and/or require increases to a fixed construction budget in order to achieve the planned extent, scope and quality of the physical facilities/improvements of a project.

WHEREAS, achieving an earlier Project completion date will commensurately reduce the District’s exposure to construction marketplace cost volatility by shortening the time that the District can be affected by any labor cost increases, material shortages or escalating material costs.

WHEREAS, unlike the Design-Bid-Build process, the Design-Build process allows both

design services and construction services to be provided by a single Design Build Entity thereby enhancing the District’s ability to reduce Project costs by receiving and incorporating input from the construction contractor regarding cost saving changes during the design process.

WHEREAS, the District’s receiving and incorporating cost saving input from the

construction contractor during the design process will also allow the District to avoid substantial delays by identifying and implementing value engineering changes before, rather than after, the design documents have been completed.

WHEREAS, receiving input from the construction contractor during the design process

will also allow the District to determine actual construction costs and the affordability of enhanced Project features (i.e. better quality equipment, materials, or added improvements) at a time when the District is still able to modify the Project design to incorporate those features.

WHEREAS, the District’s ability to incorporate enhanced features during the design phase could result in the utilization of more energy efficient or green building features that will reduce future energy costs related to ongoing Project operations.

WHEREAS, unlike the Design-Bid-Build process, because the Design-Build process allows both design services and construction services to be provided by a single Design Build Entity, it is the Design Build Entity, rather than the District, which assumes the risk of design errors and, therefore, the Design-Build process, unlike the Design-Bid-Build process, substantially reduces or eliminates the District’s exposure to potential liability for additional construction costs arising out of deficiencies in the design documents. NOW THEREFORE, the following Resolutions are adopted:

RESOLVED, that the Board finds that the utilization of the Design-Build process for the Project will reduce design/construction costs relative to the Design-Bid-Build process.

FURTHER RESOLVED, that the Board finds that the utilization of the Design-Build process for the Project will expedite completion of Project design and construction relative to the Design-Bid-Build Process.

FURTHER RESOLVED, that the Board finds that the utilization of the Design-Build process for the Project will provide features not otherwise achievable through the Design-Bid-Build Process.

FURTHER RESOLVED, that the Board finds the District’s best interests relating to the Project are served by utilization of the Design-Build process in lieu of the Design-Bid-Build process.

210




FURTHER RESOLVED, that design and construction of the Project shall be completed by the Design-Build process authorized under Education Code §§81700 et seq.

FURTHER RESOLVED, that the District shall retain KBZ Architects to assist the District in the development of performance specifications/requirements, preliminary plans and other Project criteria for design and construction of the Project by the Design-Build process and the District shall further retain KBZ Architects to provide ongoing oversight and input throughout the course of the Project.

FURTHER RESOLVED, that District staff, in conjunction with KBZ Architects and other appropriate consultants, are authorized to develop and issue a Request for Proposals, conforming to the requirements and standards set forth in Education Code §81703, to solicit proposals from design-build entities to provide design-build services to complete design and construction of the Project by the Design-Build process subject to receiving authorization from the California State Department Finance through the Chancellor’s Office Facilities Planning Unit.

The Board of Trustees takes the following action on these Resolutions: On the motion of ________________________ and seconded by _______________________. ROLL CALL: AYES ____ NOES _____ ABSTAIN _____ The foregoing Resolutions are adopted by the Board of Trustees of the Allan Hancock Joint Community College District at a regularly scheduled meeting of the Board of Trustees this 14th day of August, 2017. ____________________________ _____________________________ Clerk of the Board of Trustees President of the Trustees

211



INFORMATION ITEM



Subject: Grant Proposals Submitted Item

Number: 14.A.

Strategic

Goal:



BACKGROUND

The office of institutional grants has submitted the following grant applications for a total of $30,000 in requested

funds:

1. Wells Fargo: Improvement of Advancement and Completion Rates of Noncredit Students to Credit Courses ($10,000)

The college has submitted a proposal for funding to increase the advancement and completion rates of AIM students transitioning from noncredit to credit courses. These students frequently face financial barriers that preclude them from this transition. Additionally, this proposal requests that a $1,000 of the amount requested be used to secure Wells Fargo’s participation in the President’s Circle, where fund use is unrestricted.

There is no matching fund requirement. The project period is for the 2017-2018 academic year. (Submitted by Natalie Rucobo)

2. Roy and Ida Eagle Foundation: Improving Advancement and Completion Rates of Noncredit Students

($20,000)

The college has submitted a proposal for funding to support the AIM program, which aids in transitioning ESL and Basic Skills students from noncredit to credit bearing courses. The goal of the program is to increase

the advancement and completion rate of these students and to provide them with out-of-state tuition, textbooks, uniforms, school supplies, and material fees for courses.

No matching funds are required. The project period is for the 2017-2018 academic year. (Submitted by Natalie Rucobo)

3. The Bill Belichick Foundation: Bulldog Academic Library ($10,000)

The college has submitted a proposal for funding to establish an academic lending library for the Allan Hancock College Athletic Department. This program will allow student athletes with limited financial resources to borrow textbooks to improve their grades and pass their courses. As a result, more of these athletes will successfully complete their community college studies and transfer to four-year institutions.

No matching funds are required. The project period is for the 2017-2018 academic year. (Submitted by Susan Houghton)

212

4. Hutton Parker Foundation: Core Support ($50,000)

The college has submitted a proposal for funding to provide core support for the Promise program and the

Foundation’s 40th Anniversary Gala

No matching funds are required. The project period is for the 2017-2018 academic year. (Submitted by Susan

Houghton)

213



INFORMATION ITEM



Subject: Fine Arts Complex Project, Release of Preliminary Plans Funding Item

Number: 14.B.

Strategic

Goal:



BACKGROUND

On July 26, 2017, the district received notice of release of preliminary plans funding. Funds for the Fine Arts Complex

project have been appropriated from the 2016 California Community College Capital Outlay Bond Fund in fiscal year

2017/18 in the amount of $945,000. This authorizes the district to expend state funds for preliminary plans for this

project and to submit reimbursement claims for these funds. Since the liquidation period is two years, preliminary plans

claim reimbursement must be finalized by April 30, 2020.

Prior to releasing the working drawings (construction drawings) funds, the preliminary plans for this project must be

approved by the State Public Works Board (SPWB) prior to the end of the fiscal year 2017/18 (June 30, 2018). The

project’s schedule calls for the preliminary plans to be approved no later than June 30, 2018. To help accomplish this

and to avoid delay in the funding of future phases, the preliminary plans package must be submitted to the Chancellor’s

Office no later than March 1, 2018.

214


George A. Railey & Felix Hernandez Jr. Final Disposition:

INFORMATION ITEM



Subject: Department of State Hospital, Instructional Service Agreement Update Item

Number: 14.C.

Strategic

Goal:



BACKGROUND

Instructional Services Agreements (ISAs) allow the district to partner with local agencies to meet their training needs.

Under these agreements, agency employed instructors who meet minimum qualifications are vetted by the district and

then deliver the mutually agreed upon instruction. These instructors are required to sign an instructor agreement and

are evaluated per district policy. For training conducted within another college district, a memorandum of

understanding is required. ISAs increase full-time equivalent student (FTES) for the district by delivering

apportionment bearing courses that, due to agency locations and schedules, would not be possible if delivered solely

on district campuses.

The district recently executed an instructional services agreement for the 13th year in a row with the Department of

State Hospitals at Atascadero. This long-standing partnership began on July 1, 2005 with a simple agreement whereby

various credit courses were held at Atascadero State Hospital and nearby locations. In 2009, Lieutenant Troy Parker

(training officer at Atascadero State Hospital) and Rick Rantz (dean, academic affairs) developed a 17-unit course (LE

329) to train state hospital peace officers. First offered in the summer of 2010, this became known as the Atascadero

State Hospital (ASH) Academy.

This year marks another milestone is this historic partnership. LE 329 quickly became recognized throughout the state

of California as an exemplary program for training state hospital peace officers. The Department of State Hospitals

recently decided that all peace officers employed to work in California State Hospitals would be required to complete

Allan Hancock College’s LE 329 course.

45 trainees completed the ASH Academy during the 2016-17 academic year and this generated 30.1 FTES. The new

agreement projects an estimated 154.28 FTE’s may be generated by 150 trainees in the 2017-2018 academic year.

The vice presidents of academic affairs and operations will give an update on the instruction service agreement with the

Department of State Hospital.

215



INFORMATION ITEM



Subject: Futuris Public Entity Investment Trust Annual Notice Item

Number: 14.D.

Strategic

Goal:



BACKGROUND

California Government Code Section 53216.4 requires an annual reporting of the funds held in the district’s other post-

employment benefits (OPEB) trust to beneficiaries of the trust. At its next meeting on September 21, 2017, the

Retirement Board of Authority will review and accept the annual report and notification to trust beneficiaries for the

fiscal year ending June 30, 2017.

The attached letter from Keenan Financial Services, the Program Coordinator, contains the link to view the trust’s

annual statement for the period July 1, 2016 through June 30, 2017, which is posted on www.hancockcollege.edu on

the “About AHC” tab. Also attached is the cover letter of the Summary Annual Report that is posted with the annual

statement, along with the market value summary page and the asset summary page.

216

http://www.hancockcollege.edu/

July 24, 2017 Allan Hancock Joint Community College District Finance and Administration 800 South College Drive Santa Maria, CA 93454-6399 Re: Allan Hancock Joint Community College District Futuris Public OPEB Trust In March 2015 the District contracted with Keenan & Associates to provide a GASB compliant OPEB Trust. The irrevocable trust was established to provide retiree medical benefits for retirees of Allan Hancock Joint Community College District. Specifically, to assure that the asset allocation of the Trust was designed to achieve the listed target net rate of return over a 3 to 5 year business cycle and the Trust complied with all requirements therein listed regarding diversification and permitted investments. Keenan Financial Services, as the Program Coordinator for the above referenced trust, hereby certifies that as of July 1, 2017 the AHJCCD was in compliance with Brown Act requirements in their posting procedures that warrant the plan participants and their beneficiaries have access to view the Trust’s annual statement. The documentation can be viewed on the district website via this link http://tiny.cc/ahcfuturis Should the Board of Trustees, staff or beneficiaries of the Trust have specific questions regarding the compliance of the Trust, please refer them to me for further detail at (310) 212-3344, ext. 3602. Sincerely, Gail Beal Senior Vice President, KFS

2355 Crenshaw Blvd.

Suite 200

Torrance, CA 90501

P.O. Box 4328

Torrance, CA 90510

800.444.9995 x 3613

310.212.3344 x 3613

310.533.1329 FAX

[email protected]

www.keenan.com/fs

License No. 0451271

217

http://tiny.cc/ahcfuturis

ANNUAL REPORT FOR THE ALLAN HANCOCK COMMUNITY COLLEGE DISTRICT

FUTURIS TRUST AUGUST 2017

The Allan Hancock Community College District has established the Futuris Public Entity Investment Trust. This Trust is an IRS Section 115 Trust that is used for the purposes of investment and disbursement of funds irrevocably designated by the District for the payment of its obligations to eligible employees (and former employees) of the District and their eligible dependents and beneficiaries for life, sick, hospitalization, major medical, accident, disability, dental and other similar benefits (sometimes referred to as “other post-employment benefits,” or “OPEB”), in compliance with Governmental Accounting Statement Nos. 43/74 and 45/751.

The Governmental Accounting Standards Board (GASB) adopted Statements 43/74 and 45/75 for public sector employers to identify and report their Other Post-Employment Benefits (OPEB) liabilities. GASB Statements 43 and 45 establish uniform financial reporting standards for OPEB and improve relevance and usefulness of the reporting. Both of these standards provide instructions for calculating expenses and liabilities as well as requiring supplementary information schedules to be added to the year–end financial reports. GASB 74 and 75 build on the prior standards, requiring more disclosure, as well as more uniformity in calculating an agency’s OPEB liability.

The District has created a Retirement Board of Authority consisting of District personnel to oversee and run the Futuris Trust. Benefit Trust Company is the qualified Discretionary Trustee for asset and fiduciary management and investment policy development. Keenan & Associates is the Program Coordinator for the Futuris Trust providing oversight of the Futuris program and guidance to the District.

Attached to this notice is the most recent annual statement for the Trust. This statement shows (as of the date of the statement); the total assets in the Trust, the market value, the book value, all contribution and distribution activity (including all fees and expenses associated with the Trust), income activity, purchase activity, sale activity, and realized gains and losses. Please note that the Trust is not itself an employee benefit plan. Rather, the assets in the Trust are irrevocably designated for the funding of employee benefit plans. You are being provided this information pursuant to California Government Code Section 53216.4.

For more information regarding the Futuris Public Entity Investment Trust, please contact Michael R. Black, Associate Superintendent/Vice President, Finance and Administration at

(805) 922-6966, ext. 3221 with the Allan Hancock Joint Community College District.

1 GASB Standard No. 43 was superseded by Statement No. 74 for fiscal years beginning after June 15, 2016. GASB Standard No. 45 will be superseded by Statement No. 75 as of fiscal years beginning after June 15, 2017.

218

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220


Paul M. Murphy Final Disposition:

INFORMATION ITEM



Subject: Institutional Assessment Plan Item

Number: 14.E.

Strategic

Goal:

Goal SLS1: To ensure continuous improvement based on Student

Learning Outcomes assessment data. Enclosures: Page 1 of 1

BACKGROUND

In May 2017 the Learning Outcomes Assessment Committee, Academic Affairs and Student Services, reviewed and

revised the Institutional Assessment Plan (IAP). The plan was reviewed through the shared governance process and

accepted as presented.

The purpose of the IAP is to document the assessment policy for Allan Hancock College; provide a structure and

reference for campus wide outcomes and assessment efforts; and clearly state roles, responsibilities and timelines for

outcomes and assessment activities. Revisions to the plan include clarifying roles involved in the assessment process

and updating timelines, processes, and wording to align with current practice since the original adoption of this plan in

spring 2014.

221

INFORMATION ITEM



Subject:

Employee Resignations and Retirements

Item Number:

14.F.


BACKGROUND: The superintendent/president has accepted the following: *Revised effective date. Retirements

1. Michael Black, associate superintendent/vice president, finance and administration, effective *December 31, 2017.

Mr. Black has been employed with the district since January 22, 2007.

2. Felix Hernandez Jr., vice president, operations, effective October 1, 2017.

Mr. Hernandez has been employed with the district since September 1, 2002.

3. Deb Annibali, director, law enforcement training, public safety department, effective *September 18, 2017. Ms. Annibali has been employed with the district since January 6, 2010.

4. Ginette Pepin, assessment technician, testing center, effective December 31, 2017. Ms. Pepin has been employed with the district since August 17, 1990.

Resignations 5. John Staugaard, district police sergeant, campus police, effective August 7, 2017.

Mr. Staugaard has been employed with the district since October 15, 2001.

6. Juan Arciniega, heating, ventilation, air conditioning, and controls technician, plant services, effective August 12,

2017.

Mr. Arciniega has been employed with the district since October 1, 2016.

(Continued) Administrator Initiating Item: Kelly Underwood

Final Disposition:

222 - 1 Revised

7. Joscelynn Murdock, EOPS program specialist, extended opportunity program and services (EOPS), effective September 16, 2017. Ms. Murdock has been employed with the district since January 1, 2017.

222 - 2 Revised



INFORMATION ITEM



Subject: Monthly Report, Associate Superintendent/Vice President, Academic

Affairs

Item

Number: 14.G.

Strategic

Goal:



BACKGROUND

The Associate Superintendent/Vice President of Academic Affairs will report on the items listed below in regards to

academic affairs:

More & Better CTE Forum (Goal SLS2: To support student access, achievement, and success.) (Goal G3: To

refine a committee/process improvement initiative, across campus, to improve coordination, communication, and

effectiveness.) Allan Hancock College will host a regional “More & Better CTE Forum” on the morning of Monday,

October 23, 2017, in the O-112 CAD Lab. Co-sponsored by the CCCCO’s Doing What Matters for Jobs, an

Economy strategic initiative, and the California Community College Association for Occupational Education

(CCCAOE), the forum empowers local CTE faculty, deans, directors, and other professionals to strengthen their

programs through access to state and regional Strong Workforce Program planning and accountability resources.

Complimentary light breakfast fare will be served.

Administrators’ Professional Development (Goal IR1: To recruit and retain quality employees.) The

Association of California Community College Administrators (ACCCA) has selected academic deans Sofia Ramirez-

Gelpi, Richard Mahon, and Margaret Lau to participate in it 2017-18 statewide cohorts of its Administration 101

(Ramirez-Gelpi) and Great Deans Programs (Mahon and Lau). Following a pair of two regional sessions, the Great

Deans Program will conclude at the February 2018 ACCCA Conference in Santa Rosa.

223


Nohemy Ornelas Final Disposition:

INFORMATION ITEM



Subject: Monthly Report, Associate Superintendent/Vice President, Student

Services

Item

Number: 14.H.

Strategic

Goal:



BACKGROUND

The Associate Superintendent/Vice President of Student Services will report on the items listed below in regards to

student support services and special programs, and/or other matters affecting student success:

Associate Degrees for Transfer (Goal SLS2: To support student access, achievement, and success.) In June,

Admissions staff evaluated and posted over 400 degrees to meet the CSU deadline for Associate’s Degrees for

transfer. All CSU and IGETC certifications of general education for the same student population were completed to

ensure final transcripts could be received at the transfer institution within the first week of July.

High School Transcript Evaluation (Goal SLS2: To support student access, achievement, and success.) Throughout

late spring and the summer, in addition to evaluating more than 1000 external college transcripts, Admissions staff

have evaluated more than 1500 high school transcripts; ensuring students meet multiple measures placement for

courses. This permits high school coursework to fulfill prerequisites, and removes the requirement of placement

testing.

Cal-SOAP Tutoring Opportunities (Goal SLS2: To support student access, achievement, and success.) In July, the

Cal-SOAP project hired 57 college students for tutoring jobs in the fall and have 25 openings available.

Community College Completion Grant (Goal SLS2: To support student access, achievement, and success.)

Dr. Parisi, student services dean, is currently working with the Chancellor’s Office Task Force ron the new Community College Completion Grant. He has been working on implementation guidelines for this $25 million

funding that is designed to incentivize Cal Grant and Full Time Student Success Grant students to enroll in 15 or more

units per semester. Students will receive an estimated $2,000 grant per year. The grant is to be available beginning

fall 2017.

224


Paul. M Murphy Final Disposition:

INFORMATION ITEM



Subject: Monthly Report, Vice President, Institutional Effectiveness Item

Number: 14.I.

Strategic

Goal:



BACKGROUND

Segment Cluster Analysis (Goal IE2: Provide valid and reliable assessment of institutional processes in a consistent

and timely manner.) Segment cluster analysis is a convenient method for identifying similar groups of objects called

clusters. This allows us to analyze each segment separately. The Enrollment Management Committee will work with

college functional and constituency groups to establish and assess enrollment targets for the various student segments.

An example of segment enrollment analysis using fall 2016 student data will be handed out.

Institutional Effectiveness Newsletter (Goal IE1: To identify the institutional capacity to fulfill the college mission.)

The Office of Institutional Effectiveness (IE) is excited to introduce their new monthly newsletter, “Data Sizzle.” The

monthly newsletter will include various data such as enrollment, graduation, survey results, and much more. The

newsletter will be posted on the IE webpage each month. A sample newsletter was handed out to participants at the

Leadership Academy in July; the inaugural issue will go out this month (August).

225



INFORMATION ITEM



Subject: Monthly Report, Executive Director, College Advancement Item

Number: 14.J.

Strategic

Goal: Goal I1: Community Integration Enclosures: Page 1 of 1

BACKGROUND

The Executive Director of College Advancement will report on the items listed below in regards to college

advancement:

Foundation’s Launch of the Community Ambassador’s Program (Goal I1: Community Integration.)

The Foundation will launch the first Community Ambassador’s Program on Thursday, August 17, 2017.

The Ambassador Program is designed specifically for community leaders and business executives to

provide an overview of campus operations, programs, and student success. The Foundation received

applicants from 27 community members, who will meet on campus for six half-day sessions. Each session

will offer special insight in one area of the college.

Promotion of Hancock Hello! (Goal SLS3: Ensure students are directed.) (Goal SLS5: Nurture students. )

(Goal SLS7: Ensure students are connected.) The Public Affairs and Campus Graphics teams are helping

Student Services get the word out about Hancock Hello, the orientation held for new students on August 15.

Special postcards were mailed to all first-time college students who have registered for fall classes. Radio

ads in English and Spanish, as well as social media posts were also completed to help.

Leadership Santa Maria Valley (Goal I1: Community Integration.) (Goal 12: Employee Integration.)

Two administrators, Andrew Masuda (Public Affairs and Publications) and Petra Gomez (CAN/TRiO), are

in Leadership Santa Maria Valley’s Class of 2018. The 11-month program, designed to foster and create

future community leaders, starts later this month. There’s another Hancock connection with Leadership

Santa Maria Valley - Lee-Volker Cox, a director on the AHC Foundation Board, was recently sworn in as

the new LSMV president.

226

Administrator Initiating Item: Michael R. Black

Final Disposition:

INFORMATION ITEM



Subject: Monthly Report, Associate Superintendent/Vice President, Finance and Administration

Item Number:

14.K.

Strategic Goal:

Goal IE1: To identify the institutional capacity to fulfill the college mission


BACKGROUND The Associate Superintendent/Vice President, Finance and Administration will report on the items listed below in regards to administrative services.

PCPA Breaks Income Records (Goal IR2: To develop district financial resources adequate to support quality programs and services.) Preliminary results indicate that PCPA earned revenue in excess of expenses of $269,862, more than doubling the ending fund balance. This has been a transitional year for PCPA, as they have taken on the role of development from the PCPA Foundation. Kudos to Jennifer Schwartz, Mark Booher, and the amazing PCPA staff for this achievement. Food Service (Goal IE1: To identify the institutional capacity to fulfill the college mission.) A two-year contract extension is in place with Testa’s Campus Cuisine. The contract stipulates that the district will provide several needed upgrades to the cafeteria facility, and Testa’s Campus Cuisine will provide a new point of sale system, signage, revised menu options, and an aggressive marketing campaign. These contract provisions are included in an effort to address improvements suggested by the Food Service Task Force. Jessica Blazer did a great job in negotiating and revising the contract.

227



INFORMATION ITEM



Subject: A Monthly Report on the Year-to-Date Financial Data for Various Funds Item

Number: 14.L.

Strategic

Goal:



BACKGROUND

Attached are copies of financial statements for the following funds:

General Fund Unrestricted - Monthly Budget Report

General Fund - Unrestricted

General Fund - Restricted

Child Development Fund

PCPA Fund

Capital Outlay Projects Fund

General Obligation Bond Building Fund

Dental Self-Insurance Fund

Health Exams Fund

Property and Liability Self-Insurance Fund

Post-Employment Benefits Fund

Other Post-Employment Benefits (OPEB) Trust Summary

Student Financial Aid Trust Fund

Scholarship and Loan Trust Fund

Associated Students Trust Fund

Student Representation Fee Trust Fund

Student Body Center Fee Trust Fund

District Trust Fund

Student Clubs Agency Fund

Foundation Agency Fund

AHC Viticulture & Enology Foundation Agency Fund

The statements reflect year-to-date data and the resulting impact on fund balances.

228

229

230

231

232

233

234

235

236

237

238

239

240

241

242



INFORMATION ITEM



Subject: Monthly Report, Vice President, Operations Item

Number: 14.M.

Strategic

Goal:



BACKGROUND

Solvang Center Relocation to the Santa Ynez Valley Center (Goal IR4: To provide a safe, attractive, and

accessible physical environment that enhances the ability to teach, learn, and work.) Staff and administration met on

July 26, 2017 to review the progress of the Solvang Centers relocation to the Santa Ynez Valley Center. Plant

Services, Audio Visual, Public Affairs, and Information Technology reported that they’re on schedule and the

anticipated move in date is August 7, 2017. Public Affairs plans to host an open house for the new location on

September 9, 2017.

Lompoc Valley Botanic and Horticultural Society (Goal IR4: To provide a safe, attractive, and accessible physical

environment that enhances the ability to teach, learn, and work.) The Lompoc Valley Botanic and Horticultural

Society met with administration to review the current memorandum of understanding (MOU). The society assists the

district in maintaining the botanical gardens. They’ve requested that the MOU be extended to August 2022. The

agreement promotes, collects, preserves, and studies plants native to California, especially those native to the Lompoc

Valley and support the offering of educational programs designed to promote awareness of the Burton Mesa chaparral

plant community.

Santa Barbara County Sheriff’s Office (Goal IR2: To develop district financial resources adequate to support

quality programs and services.) Leaders from Santa Barbara County Sheriff’s Office met with administration to share

their interest in expanding partnership opportunities with the district. In concept, this expansion would include an

instruction service agreement and facility use agreement providing an opportunity to share resources for betterment of

our students.

Pre-Construction Meeting – Site Concrete Replacement Project, Lompoc Valley Center (Goal IR4: To provide a

safe, attractive, and accessible physical environment that enhances the ability to teach, learn, and work.) The pre-

construction meeting for the Site Concrete Replacement Project at the Lompoc Valley Center, has been scheduled for

August 10, 2017. Construction is anticipated to begin in August.

243

INFORMATION ITEM



Subject: A Status Report on Bond Measure I Projects Item

Number: 14.N.

Strategic

Goal:



STATUS

Project Phase Key

C: Construction

WD: Working Drawings



Capital Construction

Project

Name

& Phase

BMI

Funding

Other

Funding Encumbered Expended Balance

Project

Percentage

Complete

Projected

Occupancy or

Completion

Public

Safety

Complex

(C)

$37,930,509

$5,000

Priv.

Donation $293,577 $38,620,570 ($978,638) 98% TBD

Total Capital Projects $37,935,509 $293,577 $38,620,570 ($978,638)

Technology Projects

Project Name

& Phase

BMI

Funding Other Funding Encumbered Expended Balance

Project

Percentage

Complete

Projected

Occupancy

or

Completion

Technology and

Instructional

Equipment

Modernization

$10,966,255 0 $0 $10,858,593 $107,662

99%

Summer

2017

Total Information

Technology $10,966,255 $0 $10,858,593 $107,662

244

Project Phase Key

C: Construction

WD: Working Drawings

Capital Construction Projects - Completed Phase

Project Name BMI

Funding Other Funding Encumbered Expended Balance

One Stop Student Services Center $20,560,907 $16,558,250

State

$128,131 $37,879,114 $-888,088

Childcare Center Addition 8,432,953 150,000

Orfalea Grant

0 8,521,474 61,479

Fine Arts Complex 4,441,759 0 0 4,180,800 260,959

Theatre Arts Complex 362,247 0 0 305,049 57,198

Industrial Technology/ Physical Education

and Athletic Fields 25,053,520

250,000

City of SM

250,000

Cap. Restricted

36,564 24,977,762 539,194

Total Capital Projects $58,851,386 $17,208,250 $164,695.00 $75,864,199.00 $30,742

Schedule Maintenance Projects – Completed Phase

Project Name Total Expended

Building D Repairs and Upgrades $5,711,048

Parking Lot 1 Expansion 1,483,196

Building C, Roof, Paint, and Flooring 1,372,916

LVC EMS Upgrade & HVAC Repair 447,195

Pool Resurfacing 55,499

Building N Roof, Phase III 355,542

M300 HVAC Upgrades Phase I 335,748

Phase I Energy 535,787

Roof Repair and Replacement, Buildings E, F, G & M300 487,916

Underground Fuel/Oil Tank Repair & Replacement 124,204

Campus Upgrade to VOIP & Copper Cabling Project 2,731,970

Total Scheduled Maintenance $13,641,021

245

Planning/Design/Issuance$2,355,656

2%

COP Repayment$8,275,496

5%

Project Management$3,300,795

2%

Construction Projects$104,439,955

69%

Scheduled Maintenance$13,804,679

9%

Technology$20,044,193

13%

Measure I Expenditures Through December 31, 2016

$152,220,774

Citizens' Oversight Committee Financial ReportApril 10, 2017 Meeting

Public Safety Complex$38,217,399

37%

Skills Center$1,971,485

2%

Science Building$4,611,072

4%

One-Stop Center$21,295,953

21%

Industrial Tech Building

$24,730,059 24%

Child Care Addition$8,371,957

8%

Fine Arts Complex$4,180,800

4%

Measure I Construction ProjectsThrough December 31, 2016

$103,378,725

Citizens' Oversight Committee Financial ReportApril 10, 2017 Meeting

246

AUGUST 2017 Sun Mon Tue Wed Thu Fri Sat

1 2 Eight Week Summer

Classes End

3 Eight Week Summer

Final Exams

4 5

6 7

8

9 10

11

12

13 14

6:00 p.m.

Board of Trustees

Meeting

15

4:00 p.m.

Hancock Hello!

Student Center

16

Twelfth Night

through August 19

Marian Theatre

17

Professional Development Day

18

9:00 a.m. All Staff Day

Marian Theatre

19

20 21

Fall Classes Begin

22

23

24

Twelfth Night

through

September 10

Solvang Festival

Theatre

25

4:00 p.m.

Men’s Soccer

vs. Monterey

26

27 28

29

4:00 p.m.

Men’s Soccer

vs. Bakersfield

30 31


247

SEPTEMBER 2017

Sun Mon Tue Wed Thu Fri Sat

1

4:00 p.m.

Men’s Soccer

vs. Taft

Twelfth Night

through

September 10

Solvang Festival

Theatre

2

6:00 p.m.

Football vs.

Bakersfield

3 4

Labor Day Holiday

College Closed

5

4:00 p.m.

Men’s Soccer

vs. Lemoore

6

4:00pm Santa Ynez

Valley Center Open House

7 8

Men’s Soccer

Consumes River

Showcase

4:00 p.m.

Women’s Soccer

vs. Hartnell

9

Men’s Soccer

Consumes River

Showcase

2:00 p.m.

Football vs.

East Los Angeles

10 11 12

6:00 p.m.

Board of Trustees

Meeting

4:00 p.m.

Men’s Soccer

vs. College of

Sequoias

13 14

4:00 p.m.

Women’s Soccer

vs. Skyline

15

6:00 p.m.

Women’s

Volleyball vs.

Cal Lutheran

16

11:00 a.m.

Women’s Soccer

vs. Ohlone

2:00 p.m.

Football vs.

Pasadena City

17 18 19

4:00 p.m.

Men’s Soccer

vs. Clovis

20

4:00 p.m.

Women’s

Volleyball vs.

Cerro Coso

21 22

3:00 p.m.

Women’s Soccer

vs. Taft

4:00 p.m.

Men’s Soccer

vs. Chabot

23

4:00 p.m.

Football vs.

Santa Ana

24 25 26

4:00 p.m.

Men’s Soccer

vs. Victor Valley

27 28 29

2:00 p.m.

Men’s Soccer

vs. Citrus

30

2:00 p.m.

Football vs.

San Bernardino


248