Contra Costa Community College District

(4CD)

PART-TIME FACULTY HANDBOOK

Prepared by

United Faculty of 4CD

Fourth Edition

2017

Contents

Section 1: Union Membership and Representation ............ 5Section 2: Department/Division Membership .................... 7

Academic (Faculty) Senate .............................................. 7Faculty Load, Class Size, and Responsibilities ............. 8Class Cancellation for Low Enrollment ......................... 8Calculating Load .............................................................. 867% Law ............................................................................. 9Class Rosters ..................................................................... 9Class Size ........................................................................... 10Using InSite/WebAdvisor .............................................. 10Course Curriculum/Course Outlines (COOR) .......... 11Syllabi .............................................................................. 11Student Learning Outcomes and Program Review ... 12Textbooks ......................................................................... 12Class & Teaching Obligations ....................................... 13Final Exams ..................................................................... 13Grades .............................................................................. 13Photocopying .................................................................. 14Online Tools ..................................................................... 14Office Hours .................................................................... 15Flex Obligation ................................................................ 15Communications ............................................................ 16PT Faculty Professional Responsibilities ..................... 17Optional/Voluntary Part-Time Faculty Activities ..... 17

Section 3: Scheduling & Cancellation of Classes ............ 18Scheduling ....................................................................... 18Staffing Appeals .............................................................. 18Class Cancellations and Bumping ................................ 19

Section 4: Salary, Load Adjustments, and Parity Pay ... 19Load Adjustments .......................................................... 20Load Reports ................................................................... 20Parity Pay ........................................................................ 20

Section 5: Moving Up the Salary Schedule ..................... 21Section 6: Leaves of Absence ............................................... 22

Sick Leave ........................................................................ 22Personal Necessity/Conference/Family Leave ......... 23Bereavement Leave, Judicial Leave .............................. 23Military Leave ................................................................. 23Parental Leave (Maternity, Paternity, Adoption) ........ 24Religious Observance and Other Leaves ..................... 24

Section 7: Working Conditions & Grievances ................ 24Section 8: Evaluations ........................................................ 26Section 9: Reemployment Staffing Preference ................ 27Section 10: Personnel Files .................................................. 28Section 11: Disruptive Students/Student Complaints ... 29Section 12: Health Benefits .................................................. 30

Affordable Care Act (Covered California) ................... 31Section 13: Retirement Options .......................................... 31

CalSTRS Defined Benefit (DB) ...................................... 31CalSTRS Cash Balance ................................................... 32Social Security ................................................................. 32PERS (Public Employees Retirement System) ............ 33

Section 14: Unemployment ................................................. 33EDD Unemployment Frequently Asked Questions .. 34

Section 15: State Disability Insurance and Paid Family Leave ............................................ 39Section 16: Contacting the United Faculty ....................... 40

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Section 1: Union Membership and Representation

The United Faculty of Contra Costa Community College District (UF) is the sole collective-bargaining agent for part-time and full-time faculty in the Contra Costa Community College District (4CD). This means that the UF represents all faculty at DVC, CCC and LMC, including SRC and the Brentwood Center, in labor negotiations with the District.

The negotiated contract that governs working conditions, salaries and benefits in 4CD is available at the UF website: www.uf4cd.org. The website has evaluation forms and guidebooks, back issues of the Union’s newsletter, Table Talk, and information on a wide range of subjects.

Dues & Membership4CD is an agency shop, which means that membership in the UF is voluntary, but all non-members pay an agency fee equal to the cost of union dues (excluding money specifical-ly dedicated for political action). In return, the UF has a legal obligation to represent all faculty (including non-members) in collective bargaining, grievances, and related matters.

• Member dues are paid as a percentage of your gross monthly earnings (0.35% for part-time faculty in 2017) plus a flat monthly contribution of $0.42 designated for the Union’s political action fund. Membership allows you to:

o Vote in UF elections, including the ratification of any negotiated changes to the contract;

o Elect UF officers; and

o Vote to ratify any changes to the UF constitution.

• Non-member faculty (part-timers who do not register to join the union) pay an agency fee (the same amount as members), but are not charged the $0.42 for political action. Non-members may not vote in UF elections.

Faculty Association (FACCC) Membership and DuesThe UF is a “contract member” of the Faculty Association of California Community Colleges (FACCC), which means that all UF members are also FACCC members. FACCC is the statewide community college faculty professional orga-nization and a key voice for faculty in Sacramento.

FACCC dues for part-time faculty are $4.50/month (tax de-ductible), and are deducted automatically from paychecks of UF members. Non-UF members (also called “agency fee” members) are not automatically enrolled in FACCC.

United Faculty Structure

The basic structure of the UF includes:

•Anelectedpresident; •Onevice-presidentandonepart-time representative from each college (twopart-timerepsfromDVC); •Onedistrict-widepart-timefacultyadvocate; •A23-memberExecutiveBoard(E-Board), whichincludesalltheabovemembers; •Anegotiatingteam,whichincludesthe president, vice-presidents and part-time facultyadvocate;and •Severalwork-groupsandrotatingleadership positions.

All part-time positions are paid and are open to any UF member who teaches part-time in 4CD. For information about serving on the UF E-Board, contact the UF Office at uf@uf4cd.org.

The UF holds regular workshops for part-time faculty on a variety of topics, including benefits and retirement plan-ning. We also engage in regular political action and advo-

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cacy at both the state and local level to support community college funding and improve faculty working conditions.

To stay informed, we recommend that you join the UF’s “Part-Time Faculty Listserv” by sending an email to:uf@uf4cd.org. In your email, specify that you wish to join the Part-Time Listserv; note your college; and provide a non-District email address. The UF also has a Facebook page for political updates: www.facebook.com/UnitedFac-ultyofContraCostaCCD.

There is useful information published in the United Faculty newsletter, Table Talk, which comes out on a regular basis via campus mailboxes. Back issues are available on the UF website.

Section 2: Department/Division Membership

Part-time faculty may be employed by more than one col-lege in the District and may also teach in more than one department at any college.

Eachdepartment:•staffsitsownclassesbyproposingascheduleto management;•isresponsibleforevaluatingfaculty;•hasitsownstaffingpreferencelist(seeSection10, “ReemploymentandStaffingPreference”);•has(orshouldhave)itsownsetofbylawsavailablefor allfacultytoreview.Bylawsshouldcover attendancepoliciesfordepartmentmeetings(never compulsoryforPTfaculty)andstaffingpolicies;•ispartofadivisionmanagedbyadivisiondean.

Academic (Faculty) SenateAll faculty members employed in academic positions that are not designated as supervisory or management are mem-bers of their college’s Academic Senate. CCC, DVC, and

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LMC each have their own, separate faculty senates. The San Ramon Center and Brentwood Center are part of the aca-demic senates of their respective colleges.

State law requires that 4CD reach joint agreement with or rely primarily on the advice and judgment of the district’s academic senates concerning “academic and professional matters” (referred to as 10+1 items) through a process of shared governance.

Senate Councils meet regularly at each college to discuss ac-ademic and professional matters. The councils are made up of representatives from each division, part-time represen-tatives, and other academic representatives. All Academic Senate Council meetings are open to the public.

Faculty Load, Class Size, and Responsibilities Class Cancellation for Low EnrollmentDetailed information on faculty load and class sizes can be foundinArticle7oftheUFContract(availableontheUFwebsite atwww.uf4cd.org).Any class sectionwith fewerthan 20 registered students can be canceled for low enroll-ment before the end of the late-add period.

Calculating LoadWithinthefirst fourweeksof instruction,everysemester,your division will provide a notice of assignment, which will state your current load. Class loads vary by instruction type(suchaslecture,laborEnglishcomposition).•3-hours-per-weeklecturecoursesare20%load.•3-hours-per-weekcompositioncoursesare25%load.•Mostlabcoursesandassignmentsare5%loadpercontacthour.Forexample,3hoursoflabis15%load.•MostPEassignmentsare4.5%loadpercontacthour.•Full-timecounselingloadis27.5student-contact hoursperweek.•Full-timelibrarianloadis35scheduledhours/week.

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Courses may have a calculated load that includes part lec-ture and part lab.

Calculating load is important for several reasons. Your total teaching load is the basis on which you may participate in theofficehourprogram(see“OfficeHours”).Part-timeloadisalsocappedbylawandcontractat67%(seebelow).Forfacultywith“staffingpreference”(reviewedinSection9ofthis guide), historical load is used to determine your rights underArticle 25. There is a detailed guide to calculatingloadforstaffingpreferenceontheUFwebsite:http://uf4cd.org/part-time-faculty/guide-to-calculating-load-for-part-time-faculty-with-staffing-preference.

67% LawThe California Education Code does not allow part-timefacultytoworkmorethan67%ofafull-timeloadmorethantwice inany three-yearperiodwithinadistrict.Eachcol-legehandlesthe67%ruledifferently.Generally,oneneedsmanagement approval and a contract variance from the UF toexceed67%loadinanysemester.(UFguidelinesforvari-ancesareontheUFwebsite:www.uf4cd.org.)

Class RostersOpeningDayRosters:Rosters and late-add codeswill beemailed to your district email address the morning of your firstclass.Facultymayalsoprintrostersandlate-addcodesfromInSite/WebAdvisor. Census Rosters:Acensusrosterwillbeprovidedthroughcampusmail at the end of late registration. State law re-quires faculty to drop students who do not show up for thecoursebytheendof thesecondweekof thesemesteror who are not enrolled at the end of late registration. You mayalsodropastudentwhodoesnotattendthefirstdayofclass if you have students on a wait list or who are present anddesiretoaddtheclass.Todropastudentortoconfirmthat none of your students should be dropped, follow the

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procedures notated on the census roster and then submit theoriginal,signedrostertoAdmissions.Keepacopyforyour records.

Statefundingisbasedupontheinformationonthecensusrosters. Part-time faculty with Staffing Preference can lose that status for failing to submit census rosters on or before the due date established by Admissions.

Class SizeMaximum class size varies by course and is a negotiateditem. Since class sizes are contractual, they don’t changefromsectiontosectionexceptinrarecases.

Registration into your course will automatically stop at the contractualmaximumduring the registrationperiod.Youare not required to enroll more students than the contractu-almaximum,althoughyoumaytakeextrastudentsatyourown discretion. You are required to add students up to the coursemaximumuntiltheendofthelateregistrationperi-od, a date that will be printed on your class rosters.

Using InSite/WebAdvisorToaccessInSite/WebAdvisor,youneedafacultycodeandpassword. Contact theOffice of Instruction, DivisionOf-fice,HROffice,orAdmissionsandRecords toobtain thisID number.

InSite/WebAdvisorisusedfor:•Accessingthemostup-to-daterosters;•Accessingaddcodesforyourclass;•Accessingstudentcontactinformation;•Droppingstudents;•Enteringfinalgradesandpositiveattendancehours;•Viewingpastcoursesandassignedgrades.•Viewingorupdatingpersonalemployeeinformation.

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Course Curriculum/Course Outlines (COOR)Adetailedoutlineofeverycollegecourse,includinginfor-mationaboutcontent,requirements,methodologies,texts,courseobjectivesandgradingisfoundintheCourseOut-lineofRecord(COOR).TheCOORisanofficialdocumentthat has been accepted by the College Curriculum Commit-teeasrequiredbyTitleVoftheCaliforniaEducationCode.You need a copy of this outline before you teach a course, because your individual syllabus and class content need to alignwiththeCOOR.YoucanobtainacopyoftheCOORforyourcourseintheOfficeofInstructionatyourcollege,fromyourDivisionOffice,oronline.Atsomecolleges,themost current document will be found online.

SyllabiYour course syllabus is your individual contract with the students.Itmustinclude:•Yournameandcontactinformation (phone/email/officelocation);•Office-hourtimesandlocation(ifany).Foron-line officehours,includeinformationaboutthemethod ofcontact;•Adescriptionofthecourse,objectivesandstudent learningoutcomesbasedontheCOOR(seeabove);•Alistofrequiredmaterials;•Policiesfor:grading,attendance,participation, dropping,missedtests/homeworkandthemeans (ifany)formakingupassignments,plagiarism and/orcheating.

Itisalsoagoodideatoinclude:•Acalendarofactivities(includingtheFinalExam);•Yourpoliciesrelatedtowebsites,electronicsources andothermaterialstobeusedinclass;•Informationaboutcampusstudent-supportservices.

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Syllabicanbepersonalizedforyourcourse.Forexamplesofsyllabi,gotoyourdivisionoffice/OfficeofInstruction.Thecollegesexpectyoutokeepacurrentcopyofyoursyllabionfileinyourdivisionoffice.Thesetypicallyshouldbesenttoyourdivisionofficeatthebeginningofeachsemester.

Student Learning Outcomes and Program ReviewStudentLearningOutcomes(SLOs)referstoasystem-wideassessment project connected to program review and ac-creditation.AssessingSLOsisprimarilyaprofessionaldutyof full-time faculty, although all faculty may be required to collect and share data, and some departments or colleges mayalsomakefundsavailableforpart-timefacultytohelpconduct program or course reviews. Your department may inviteyoutoparticipateinpartsoftheSLOproject,butitisnotpartofapart-timer’snormalresponsibilitiestoassessSLOsorreviseCourseOutlinesofRecord.Yourcontribu-tions will be voluntary.

TextbooksTextbook policies vary throughout theDistrict. Typically,the texts listed on theCourseOutline ofRecord are onlysuggestions or samples. In some departments, faculty may selecttheirowntexts,butotherdepartmentshavestandard-ized selections. Checkwith your department chair aboutpoliciesforselectingandorderingtextbooks.

Mostpublisherswill sendyoua freedesk-copyevery se-mesterifyouassigntheirtextbook.Toputacopyonreservefor students, contact your local college librarian.

Federallawrequiresthattextbookinformationbeavailableto studentswhen they are registering for class. Textbookorders are due as department schedules are being submit-tedinordertoallowtimeforthebookstoretoprocesstherequests.Checkwithyourdepartment chair for the exactdeadline each semester.

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Class & Teaching ObligationsInstructionalFacultyareexpectedtoprepareclasslectures,handouts,testsandothermaterialsasnecessary;beontimetoclass;comepreparedtoteachfortheentireclasssessionfor every scheduled class meeting; and respond to stu-dent questions outside of class via phone, email, or during scheduledofficehours.Absencesmustbereportedtoman-agement(seeMissingClass).Facultymembersareexpectedtoreturnstudentworkwithintwoweeksofreceivingit.

A complete list of criteria based upon which faculty areevaluatedintheclassroomcanbefoundinAppendixXoftheContract(alsocalledthe“EvaluationGuidebooks”).TheEvaluation Guidebooks are available on the UFWebsite:www.uf4cd.org,aswellontheDistrict’sHumanResourcesWebsite:www.4cd.edu/hr.

Final ExamsYouarerequiredtoholda“Final”ofsomesort.AFinaldoesnot necessarily mean a test, but it does mean that you meet with students and engage in an academic activity during yourscheduledfinal.Eachcollegepublishes itsownfinalexaminationschedule.

GradesYouarerequiredtoinputyourowngradesinInSite/Web-Advisorprior to thedeadline set every semester byyourcollege’sAdmissions andRecordsDepartment. 4CDuseswholegradesonly; you cannot inputplussesorminuses.Gradesarevalidatedeverynightatmidnight, soyoucanchangeagradeonWebAdvisorthesamedayyouenteredit.After that,gradechangesmustbemadethroughA&R.FormscanonlybeobtainedfromAdmissionsandRecordsandwillrequireyourdean’ssignature.

Failure to submit grades on time can result in the loss of part-time staffing preference.

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Togiveanincomplete grade,youmustfilloutaformavail-able from theAdmissions andRecordsOffice.An incom-plete grade is a contract with a student to be used when unforeseeable circumstances (such as illness) prevent a student fromcompletingyour course.The formasksyouto list those activities a student must complete (such as a finalessayortakingafinalexam)andalsotolistthegradeyour student will receive as a consequence if he or she fails to complete the assignments (usually but not always an F orD).Thisformmustincludeyoursignatureandthesig-nature of the student. If the student is unable to sign the form, then a record of your communication with the stu-dentmustbe submitted toAdmissions andRecordswiththe incomplete-grade form. If you agree to assign a grade ofIncomplete,youmustalsogradetheworkwhenthestu-dentsubmitsit.Youwillnotreceiveextracompensationforthis.Studentshaveoneyeartocompleteanyincomplete.

PhotocopyingEachcollegehasdifferentpoliciesand locations fordo-it-yourself copying or print-shop reprographics. Ask yourdepartment chair for details. You should not have to pay for your own photo-copying (although budgets are limited, and in some cases, you may be advised to compile a read-er for students to purchase). Your college print-shop may allow you to email documents, including secure email for tests;checklocallyfordetails.

Online ToolsTheDistrict on-line coursemanagement system (CMS) isCanvas.Allon-linecoursesarerequiredtousesameCMS,selected by the District’s Distance Education Committee,andallfacultyhaveaccesstotheCMSfortheircourses(in-cluding hybrid and face-to-face). Contact your professional developmentorITleadershipfortraining.

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Office Hours Part-timefacultyarenotrequiredtoholdregularlysched-uledofficehoursbutmaybepaidasfollows: ½ hour paid office hour for every 20% load (0.2) taught up to a maximum of 1.5 hours/week. Your load can be found on your notice of assignment (see “Calculating Load” above). For standard lecture classes,thismeans½anofficehourforeveryclasstaughtinase-mester.

Tohavepaidofficetime,youmustsignupatthestartofthesemesterwithyourdivisionofficeorOfficeofInstruction.Officehoursarepaidinfourequalpaymentspersemester.

Some office hours may be held on-line, including thoseassociated with online classes and up to one hour of regu-larofficehours.Theonlineofficehourmustbearegularlyscheduledhour,postedalongwithon-campusofficehours,during which the faculty member is available on-line (via Canvas,Skype,email,orotherelectronicmeans)toconsultwith and respond to students.Part-time facultymembersmust have and use a District email address in order to des-ignateanofficehour(orhalfhour)asonline.

Flex Obligation Depending on the academic calendar each semester, part-time faculty may have an hourly requirement beyond their in-class hours and holidays. This time is called the “FlexObligation”(meaning“flexibletime”).TheFlexObligationchanges each semester depending upon the negotiated cal-endar.Since4CDpayspart-timefacultypercoursebasedonastandardnumberofdays,theFlexObligationishowpart-timers “makeup” anydays forwhich they are paidthatarenotpartoftheofficialsemester.Thiscansometimesbe confusing when semesters have fewer Tuesdays thantheydoFridaysorsimilaranomalies.TheFlexObligationisprintedontheAcademicCalendarandannouncedbythe

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ProfessionalDevelopmentCoordinators.Yourdepartmentchair can give you more information too.

TheFlexObligationcanbecompletedthroughavarietyofactivitiesincluding:attendingdepartmentmeetings,work-shops and conferences; non-paid student mentoring andadvising; updating classroommaterials; textbook review;andmore.Yourprofessionaldevelopmentofficepublishesabookofworkshops,andyourdivisionmayalsohavealistofapprovedflexactivities.You must turn in a Flex Form at the end of every semester that itemizes the activities you completed to meet your Flex Obligation. Failure to meet yourFlexObligationcanresult infinancialconsequences,suchasdockedpay.

CommunicationsAllfacultymembersaregivenamailfolderormailboxattheir campus. It is important to retrieve your mail at least onceaweek.Everyfacultymemberisalsoassigneddistrictemailaddress.Contactyourdivisionofficeforinstructionsonhowtoaccessyouraccountforthefirsttime.Somedis-trict information only comes in email form, so it is important tocheckyourdistrictemailregularly.Districtemailisusedfor reminders about rosters and census deadlines, surveys fromthecollegeorUF,electronicversionsofnewsletters,announcements about emergencies and other pertinent in-formation. The UF strongly encourages all faculty to use a Dis-trict email address and to check it regularly.Wealsoaskmem-berstoprovidetheUFofficewithanon-DistrictaddressforUnion communications.

All faculty members are expected to respond to studentemails and emails from colleagues and administrators in a timely manner (typically within two business days).

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Part-Time Faculty Professional Responsibilities•Regularlypickupcollegemailandrespondtoemails.•MeetyourFlexObligation(asdefinedpersemester).•Beontimeforyourassignments.•Respondinatimelymanner(within2days)to department chair, dean and student communication.•Reportsickleavetotheappropriatemanagerbefore class or assignment.•Filloutappropriatepaperworkforleaves(suchasfield trips, personal necessity, conference).•[Instructionalfaculty]Distributeasyllabusthatis alignedwiththeCourseOutlineofRecord(COOR) onthefirstdayofclass.•[Instructionalfaculty]Teachfortheentireclass period.•[Instructionalfaculty]Turnincensusroster(s)bythe required due date.•[Instructionalfaculty]Meetwithclassduringthefinal examinationperiodduringfinalsweek.•[Instructionalfaculty]Turningradesbytherequired due date.

Optional/Voluntary Part-Time Faculty Activities:•Attendanorientation.•AttendinformationalworkshopsbytheUForSenate (suchasanEvaluationWorkshop).•Votetoratifyunioncontractsandinofficerelections (for United Faculty members only).•AttendAllCollegeDayorotherflex-weekactivities.•Holdpaidofficehours(avoluntaryprogram).•AttendDepartmentand/orDivisionmeetings (policiesregardingpart-timersattendingmeetings vary;pleaseconsultyourdepartmentchairor dean).•Serveoncollegecommittees.•Attendgraduation.

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Section 3: Scheduling & Cancellation of Classes

SchedulingSchedulingrulesarefoundinArticle8oftheUFcontract.Faculty are guaranteed participation in assignments and scheduling,asestablishedinArticle8aswellasindepart-ment bylaws and division guidelines. You may request a copyofyourdepartment’sbylaws, includingstaffingpol-icies, from your department chair or by contacting the UF. It is a good idea to be vocal and proactive in requesting sec-tions and schedules that meet your needs. Your department should give you an opportunity every semester to state your preferencesandrequestassignments.Youmaycheckwithyourdepartmentchairtofindouthowstaffingdecisionsaremade in your area. Departments typically propose sched-ulestomanagementfarinadvance,soifyouarelookingtochange your schedule or to increase your teaching load, you should communicate with your department chair or sched-ulingcommitteeasearlyaspossible.

Part-timefacultywith“staffingpreference”mustbeofferedtheir historical load, when possible, before sections can be assignedtopart-timerswithoutstaffingpreference.Forde-tails, see Section 10: Reemployment Staffing Preference.StaffingPreferencedoesnotguaranteechoiceofassignment.

Staffing AppealsAnyfacultymembermayrequesttheformationofaUnit-edFacultyappealscommitteewhenitisallegedadepart-ment’s recommendation for schedulingwas notmade inaccordancetothedepartment’srulesandprocedures.

Class Cancellations Due to Low EnrollmentBycontract,anysectionwithfewerthan20studentsenrolledatthefirstclassmeetingmaybecanceled.Sectionscanbecanceledduetolowenrollmentsbeforethefirstmeetingaswell, atmanagement’s discretion. In some cases, sections

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with fewer than 20 students may be allowed to meet once or twice during the late registration period in order to gain morestudents.Ifasectioniscanceledafterthefirstmeeting,part-time faculty are paid for the hours spent in class.

Bumping In rare instances, a full-time faculty member whose course has been canceled due to low enrollment may elect to “bump”apart-timefacultymemberandtakehisorhersec-tion. If this happens after you have met with your class, you will be compensated for the hours you have spent in class. ReemploymentStaffingPreferencerights,perArticle25ofthe UF Contract, do not include the right to bump other part-timefaculty(seeSection10).

Section 4: Salary, Load Reports, Load Adjustments and Parity Pay

For part-time instructional faculty, we have a pay-per-coursesystem.Thatmeansyourweeklyclassobligationismultipliedtimes18weeksinthesemesterandthenpaidin5equalpaymentspersemester.Thisallowspart-timefacul-ty to be paid for holidays. Non-instructional faculty mem-bers and short-term instructional faculty submit time cards and are paid by the hour.

Questionsaboutyourpaycheckmaybeaddresseddirectlyto the payroll department on your campus (or to District PayrollortotheUF).Ifyouevernoticeamistakeinyourpaycheck,youshouldreportitimmediately.Payrollaccu-racy, by contract, is a joint responsibility, which means that youhaveanobligationtoreviewyourownpaychecksforaccuracy.IftheDistrictmakesamistakeinyourfavor,youcan(andlikelywill)beaskedtoreturnoverpayments.IftheDistrictmakesamistakebypayingyoutoolittleoratthewrongpayscale,yourrighttoseekredressmaybeaffect-edby time lines.TheUF recommends that you regularly

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reviewyourpaychecks, and letusknow if youhaveanyquestions or concerns.

Load AdjustmentsFormostpart-timefaculty,payisaffectedbyaloadadjust-ment.This isamultiplierappliedtoyourhourspaidthatincreasesyourtotalcompensation.Themultipliervariesbyassignmenttype(whichiswhy4CDusesloadadjustments;itallowstheDistricttopaydifferentratesfordifferentas-signment types without having multiple salary schedules). A lab assignment, for example,may have amultiplier of2%,so ifa facultymember’scourse involves100hoursofstudentcontact,theDistrictwillpaybasedon102hours.Alectureassignmentmayhavea10%multiplier,so100hourspaysasifitwere110hours.Notethattheactualworkloadfor facultydoesnotchange.Loadadjustmentsallowrais-es and parity pay (see below) to be added to part-time pay without changing the salary rate itself.

Loadadjustmentfactorsarenegotiatedandcanbefoundatthebottomofthepart-timesalaryschedule.Salarysched-ules are on the UF Website, www.uf4cd.org, and on the District website onHuman Resources home page: http://www.4cd.edu/hr. If you have questions about load adjust-ments,pleasecontacttheUFOffice.

Load ReportsEvery semester, youwill be required to review and signa loadreport reflectingyour teachingassignment for thatterm.Managementwillnotifyyouofthedetailsofthispro-cess in your area.

Parity PayParityPayisanadditionalsalarypaymentforthoseinstruc-tional faculty members who are currently compensated be-lowthenegotiateddefinitionofparity.Ourdistrictdefinespayparity(bynegotiatedagreement)asbeingpaid75%of

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afull-timefacultymember’ssalaryforthesameworkloadand in the sameworkclassification (equivalenteducationandexperienceasreflectedonoursalaryschedule).ParitypaywasestablishedbytheStateLegislaturethroughacat-egoricalprogramcalledthePart-timeFacultyEquityFund.

In our district, the main assignments that receive an addi-tionalparitypaymentfundedbythePart-timeFacultyEq-uity Fund are English Composition and Lecture courses.Officehours,mostlabassignments,PE,counselingandli-brarian assignments do not currently qualify for parity pay.

Paritypay,bynegotiatedagreement,isfactoredintopart-time loadadjustments (seeabove).TheDistrictno longerpays a separate parity payment at the end of the semester. Paritypay,becauseitisfactoredintoregularpayasaloadadjustment, is paid monthly as part of regular part-time paychecks.

Section 5: Moving up on the Salary Schedule (Step and Column Increases)

Whenyouarehired,theDistrictplacesyouinaspecificcol-umn on the salary schedule based on your degree and the number of units you have earned beyond your degree. You arealsoplacedonaspecificstepbasedonworkexperience.If you have questions about your initial salary placement, youshouldspeaktotheHumanResourcesdepartmentonyour campus or consult the UF.

You receive step advancement on the pay schedule for ev-eryFTE(full-timeequivalent)yearyoucomplete.Forworkin the District, you are automatically advanced on the pay schedule. For out-of-district experience, youmust submitanapplicationformthatwillconfirmtheworksoitcanbeadded to yourwork history for step advancement. Someacademic activities, such as publishing or earning units by

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takingclasses,canalsobeusedforcolumnadvancementonthe pay schedule. For a detailed list of activities and proce-duresconsultArticle20oftheUFContract.

Section 6: Leaves of Absence

Allfacultymembersearnandmayusesickleaveandava-riety of other leaves of absence, listed in the UF Contract in Article12.Instructionalfacultyearnhourlysickleaveatarateofonehourforeveryninehoursofteaching.Thehoursrollovereverysemester.Non-instructionalfacultyearnsickleaveat a rate equal toapercentageof theirweekly timecommitment. You must contact your Division Office or Office of Instruction or Dean in advance if you need to miss a class because you are ill or for any other reason.

Specificproceduresforarrangingsubstitutesvarybydivi-sion. It is important thatyouwork throughyourDepart-mentorDivisionOffice(orOfficeofInstruction)onanyab-sence,includingfieldtrips.Do not make changes to your class schedule or arrange for a substitute independently.

AllleaverequestsmustbesubmittedtoyourDeanforap-provalandacceptance.ContactyourDivisionOfficeorOf-ficeofInstructionforthenecessaryforms.

Sick LeaveSickleaveistobeusedwhenyouaretooilltoattendclassorfulfillyourassignment.Sickleaveforpart-timefacultyisusedonaper-hourbasisfromaccruedsickleave.Thereisalsoasick-leavedonationprogramforfacultywhohaveex-haustedtheirsickleave.Part-timefacultymayonlydonatesickleavetootherpart-timefaculty.Full-timersmaydonateto part-timers.

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Personal Necessity Leave PersonalNecessityLeave(PNL)isforcompellingpersonalbusinessthatrequiresyoutobeawayfromthecollege.PNLislimitedtosevendays(56hours)peryearandisdeductedfromyourearnedsick-leavebank.Afacultymembercan-not be required bymanagement to supply a specific rea-sonwhenusingpersonalnecessityleave.Personalnecessityleave is not intended for vacation.

Educational Conference Leave All facultymay apply for EducationalConference Leave,which requires management approval and does not deduct fromyoursick-leavebank.

Family Leave FamilyLeavemaybeusedtocareforanimmediatefamilymember,asdefinedbytheFederalFamilyLeaveAct,andislimitedtosixdaysperyear(plusyoumayuseyoursevendaysofPersonalNecessityLeavetocareforfamilymemberwho is ill).AdditionalFamilyLeave isavailablebasedonavailable funding, so contact the UF if you need more time to care for a family member. Family leave uses hours from youraccruedsickleave.

Bereavement Leave BereavementLeaveispaidleaveuptoamaximumof5daysperacademicyearandcoversadeath inone’s immediatefamily.Facultymayapplyforanextensionofbereavementleavenottoexceedsixdays.

Jury Duty/Judicial LeaveJudicial leave includes time to be on a jury or a witness in a court case.

Military LeaveMilitaryleaveisusedforrequiredmilitaryduty.

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Parental Leave (Maternity, Paternity, Adoption)ThereareparentalleavechartsontheUFwebsitethatdetailfaculty options (www.uf4cd.org …searchfor“maternity”and theycomerightup).Parental leave isdeducted fromyouraccumulatedsick-leavebank,butthereareoptionsforextensionsdependingonyourcircumstances. Ifyouhavequestions,contactDistrictHumanResourcesorcalltheUFOffice.

Religious Observance LeaveReligiousObservanceLeaveisgrantedforspecialreligiousobservancesthatfallonaregularworkday.

Industrial Accident and Illness LeaveFor job-incurred accidents or illnesses, 60 days leave may beavailable.Part-TimefacultyalsohaveStateDisabilityIn-surance. For any job-incurred accident or illness, we recom-mendcontactingHumanResourcesandtheUFOffice.

Extended and/or Unpaid LeaveThere are often options available, including combiningleavesand takingunpaid leave, incaseofurgentneed. Ifyou are faced with a crisis that requires you to be absent fromclassforanextendedperiod,werecommendthatyoucontactboththeHumanResourcesDepartmentatyourcol-lege and the UF to discuss your options.

In calculating leave limits, any part of a day missed counts asafullday,regardlessofthenumberofhoursyouworkthat day.

Section 7: Working Conditions & Grievances

Youhavea legalandcontractualright toaworkingenvi-ronmentthatissafeandharassment-free.Anyactbyastu-dent, faculty member, or administrator that you feel threat-ensyoursafetyorthatcreatesahostileworkenvironment

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should be immediately reported to your dean and to the UF.

If you feel that your contractual rights have been violated, you should consultwith yourUFVice President or Part-TimeFacultyAdvocate.YoucanalsocontacttheUFpart-timefacultyrepresentativeforyourcollege.Thereisastaffdirectory on the UFwebsite:www.uf4cd.org. Contacting theUFOffice is always agoodfirst step: 925-680-1771oruf@uf4cd.org.

Filing GrievancesEveryfacultymemberhastherighttofileagrievanceifthatmember believes that his or her rights have been violated. The grievance procedures can be found in Article 19 of the UF contract. You may download a grievance form from the UF website:www.uf4cd.org.Becausegrievancesmustpointtospecificarticlesofthecontractandcanbedismissedonfor-mal grounds, we recommend consulting with the UF before youfileagrievance.Butthisisnotarequirement.

You also should always respond to any perceived contract violation(includingpayrollmistakes)assoonaspossible,since there is a time limit for formalgrievances.Thefirststep in the process is an informal conversation with your college president (or whomever the president designates). Your UF representative can help you arrange this, or you maycontactthePresident’sofficedirectly.

Grievances are not always necessary to solve problems.Misunderstandings,disagreementsandevencontractvio-lations can often be resolved informally by UF leadership. YouhavearighttoconfidentialityinyourdealingswiththeUnion.Soyoushouldneverhesitatetoaskforclarificationon a concern.

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Section 8: Evaluations

All facultymembersarerequiredunderState lawandbycontract tohaveperiodicevaluations.TheDistrictevalua-tion procedures for part-time faculty are based on peer and studentevaluations.Part-timefacultyareevaluatedintheirfirst, fourth, and seventh semesters, and then every sixthsemester thereafter. Information on evaluation criteria, pro-cesses and forms can be found in evaluation guidebooksthatmake upAppendix X of theUFContract. These areavailableforreviewateverydivisionoffice(andtheOfficeofInstructionatLMC)andfromtheUnitedFacultyontheUFwebsite:www.uf4cd.org.

We strongly recommend that you download the appropriate guide-book from the UF website and read through it before every eval-uation.Wealsorecommendthatyouattendanevaluationworkshop(offeredperiodicallyoneachcollegecampus)toacquaint yourself with the forms and procedures.

Evaluationsareimportantnotonlyaslearningandmento-ring opportunities but also because they serve as the basis forReemploymentStaffingPreference in 4CD.Knowingyourrightsandresponsibilitiescanmakeabigdifference.Forexample,everyevaluationwillbeginwithyourdepart-mentassigninganevaluator(exceptinyourseventhsemes-ter, when the department must assign two evaluators). You also have the right to request an additional evaluator of your own choosing (any tenured full-time faculty member, evenfromoutsideyourowndepartment,mayserve).TheDepartment could then assign a third evaluator, and man-agement also has the right to add another, but usually, your choice is between one or two evaluators. If you do elect to add an additional evaluator, you must do so at the start of the process.

Theevaluationprocessincludesaclassroom/workplaceob-servation with both a pre-evaluation and post-evaluation meetingwithone’sevaluator(s),aself-evaluation,andstu-

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dentevaluations.BediligentaboutfillingoutyourClass-roomObservationPlan(todescribethelecture/activitythatwillbeobservedandhowitfitsintothetotalcourse)andgiving the appropriate documents to your evaluators, such assyllabus,sampletestsandassignments.Beontime;teachfor the full amount of the class period. Use a variety of meth-odologies(don’tspendthewholehourlecturingwithpow-er-point;becreativeandvaried:writeontheboard,engageindialogwiththestudents;usetheinternetifappropriate);be upbeat, prepared, and enthusiastic about your subject. Think of your evaluation as a teaching demonstration ofthesortthatyoumightconductduringajobinterview.Beyourself, but knowalsowhatquestionsyour evaluator isasked on the classroom/workplace observation form, andtry to provide evidence that will help your evaluator give you high scores.

Section 9: Reemployment Staffing Preference

Staffing Preference (sometimes called “Rehire Rights”) isdescribedinArticle25oftheUFContract.ThepurposeofStaffingPreference is togiveestablishedpart-timefacultysomejobsecurityandstability.FacultymayapplyforStaff-ingPreferenceany timeafter the seventh semester evalu-ationshavetakenplace.Toqualify,oneneedstohavere-ceivedasummaryscoreof“ConsistentlyHighRatings”onone’smostrecentevaluationortohavereceivedascoreof“Satisfactory”withamajorityof4sand5sonboththeclass-room observation and student evaluation forms. For more details about applying or qualifying, please consult the UF Office.

StaffingPreferenceisnotawardedautomatically.Youneedtofilloutanapplicationandqualify.Applicationsaredueby theendof thesecondweek inanysemester toqualifyforPreferenceStatusbeginninginthefollowingsemester.NotetoothatyoucanbedeniedPreference(orloseit)for

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a number of disqualifying actions, such as not turning in rosters and grades in a timely manner or failing to follow therulesforleavesofabsence,suchassickleave.Onceyouhave Staffing Preference, you must re-qualify with eachnew evaluation, but you do not need to apply again. Faculty memberswithStaffingPreferenceareautomaticallyrecon-sideredeverysixsemesters(aftereachnewevaluation).

Having Staffing Preference means that your departmentmust offer you courses every semester based upon yourhistoricalload,beforetheycanofferthosecoursestootherpart-timefacultywhodonothaveStaffingPreference.Pref-erencedoesnotgiveyoutherighttospecificcoursesorsec-tions,however,butonlytobeofferedloadatyourhistoricallevel, if possible.

Your historical load is determined by a formula outlined inArticle25.TheUFhasadetailedguideonourwebsiteto help faculty understand and calculate historical load (modal load or median load) and to answer common ques-tions, such as what happens when one misses a semester or whenone’sloadchanges.Fordetails,gotohttp://uf4cd.org/part-time-faculty/guide-to-calculating-load-for-part-time-faculty-with-staffing-preference.

Section 10: Personnel Files

Allfacultyhaveapersonnelfile.ThesecanbefoundintheHumanResourcesdepartmentofyourcollege.Youhavearight to review thematerials in your personnel file uponrequest. Typically, the information in your file includesyourevaluations,transcripts,andthebasisofstep/columnplacement including additional units taken after initialplacement. No other material, such as student complaints or administrative letters of reprimand, may be placed inyourpersonnelfilewithoutyourfirsthavingbeenshownthematerialandbeengiventhechancetowritealetterin

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responseforyourfile.Personnelfilesareconfidentialandare not used in hiring.

Section 11: Disruptive Students and Complaints

Disruptive StudentsIf you need help with a disruptive student, contact the Dean ofStudentLife/Services/Development(thetitlechangesbycollege). You should report and document any unusual circumstance involving a student and get advice from the Dean.Ifyouaskadisruptivestudenttoleaveyourclass,thestudent will need to meet with the appropriate dean before returning.Ifitisacaseofastudentstalkingorharassingaprofessor,thenthestudentcanbesuspendedorexpelled.

Anytimeyourinteractionwithastudentfallsoutsidethenormal range of interactions in class, we recommend that youconsulttheDean.Youshouldalsowriteandkeepnotesfor yourself describing any incident.

Student ComplaintsIf a student has a complaint about an employee, the student shouldfollowtheStudentGrievanceProcedureoutlinedintheStudentCodeofConduct (printed in thecollegecata-logs).Beforefilinga formalgrievance, thestudentshouldcontactthedepartmentchairtoseekaninformalresolution.Arangeofinformalandformalproceduresmayfollow.

If a student complains about you, you may be invited to an informal meeting with your department chair or dean or both. Depending on the nature of the complaint, you may alsobeaskedtomeetwithaseniordeanoradistrictinvesti-gator (sometimes a lawyer or paralegal). In any of these cases, and whenever there is a possibility that a meeting may result in disciplinary action, you have the right to have a Union represen-tative with you at the meeting. You also have the right to de-lay the meeting (with no negative consequences to you for

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the delay) until a UF representative is available to join you. These are called your “Weingarten Rights” (named afterthe legal case where these rights were established).

The UF strongly recommends that you ALWAYS invoke your We-ingarten Rights and insist that a Union representative join you if you are asked to meet to discuss an allegation of misconduct. Evenwhenyouaresurethatyouhavedonenothingwrong,you should have a UF representative at any meeting that is part of an investigation (both to protect your rights and tobeawitness towhat isaskedandanswered).Youalsohave the right to interrupt a meeting after it has started, to askthatthediscussionstopuntilaUnionrepresentativecanjoin you.

Section 12: Health Benefits

4CDoffersavarietyofhealthbenefitstoeligiblepart-timefaculty.Tobe eligible fordistrict benefits, onemusthaveworked in theDistrict foroneyearandhaveaveragedatleast 30% load for the previous academic year (fall andspring).

Available health options for individuals and families in-cludeKaiser,AnthemBlueCrossHMO,andAnthemBlueCrossEPO.DetailsareontheDistrictwebsiteatwww.uf-4cd.edu/hr/benefits. TheDistrict contributes towards pre-mium costs according to the percentage of load that you workedinthepreviousyear,andthefacultymemberpaysthebalance.Therearethreecontributiontiers,asfollows: 30%loadandgreater–Districtcontributes40% 40%loadandgreater–Districtcontributes50% 60%loadandgreater–Districtcontributes75%TheDistrictalsoofferspart-timefacultyDeltaDentalandVSP Vision Care at an employee full buy-in. For detailsaboutenrolling,contactHumanResourcesatyourcollege

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or the UF. Faculty who buy health care through the Dis-trictandwhoseloaddropsbelow30%oneyearshouldcallReedRawlinsonatDistrictHR(1-925-229-6853)todiscussoptions.

Affordable Care Act (Covered California)Part-time facultywhoneedhealth insurance shouldcom-pare District options to plans available through Covered California by visiting their website at www.coveredca.com.

Section 13: Retirement Options

Part-timefacultyarerequiredbylawtoselectaretirementplanatthetimeofinitialemployment.ThisisdonethroughtheHR department. Your options include: State TeachersRetirementSystem(STRS)DefinedBenefitPlan(DB);STRSCashBalancePlan(CB);orSocialSecurity(FICA).Ifyouareinavarietyofplans,werecommendthatyoupickoneandconsolidate your plans.

Below,youwillfindabriefsummaryofeachplan.TheUFalso has a more detailed comparison published on our web-site at http://uf4cd.org/part-time-faculty/retirement-plan-options-for-part-time-faculty.

CalSTRS Defined Benefit (DB)CalSTRS Defined Benefit (DB) takes 8% of yourmonthly gross income plus an 8.25% contribution bythe District.It requires 5 full-time-equivalent (FTE) yearstovest in theplantoreceiveapensionaftertheageof55.This option is the only one available in all community college districts in the state. It also is the only option that allows you to roll unused sick leave into the formula attime of retirement. Im-portant here is that you need the load and time to vest in the program.Yourpension,ifyoudoenroll inSTRSDB,willbebasedonyourFTEyearsofservice,yourageatretirement,

31Please note that the current deduction is 9.205% for people hired after 12/31/12; the employer match is 14.43% in 2017-2018; 16.28% in 2018-2019; and 19.10% in 2020. cl

andyourthreehighest,consecutiveyearsofFTEearnablesalary (adefined formula), andnotonhowmuchmoneyyou personally have contributed to the plan.

CalSTRS Cash Balance (CB)CalSTRSCashBalance(CB)isadefined-benefithybrid,of-feredasanalternativetoDBforpart-timefacultybySTRS.Ittakes4%monthlyfromtheemployeeplusa4%contribu-tionbytheemployer.ThepensionisconsiderablylessthanSTRSDB,butitdoesnotrequirevesting.UnlikeSTRSDB,yourpensioninthisplanisnotdefinedbyasalaryformula,butbyyourspecificcontributions.Thisisagoodplanforfacultywhoworkfull-timeinanotherjoborwhoworklim-itedloadinthecommunitycollegesystem.Thisplanmaybetakenlumpsumorinatime-specificorlife-timemonthlypension.

BothSTRSDBandCBplanscanbeaffectedbytheSocialSecurityWindfall Elimination Provision (WEP) andGov-ernmentPensionOffset(GPO)lawsthatreduceyourSocialSecuritybenefitifyouparticipateinapublicpensionplan.BesuretocheckwithSocialSecurityortheUFtoseeifthismightaffectyou.Also,STRSDBandCBenforcea180-day(6-month) break in service or $0 earnings off-set in yourSTRSbenefitafteryouretireintheK-14system.(ThisdoesnotaffectCSUorUCsystemwork).Ifyouhaveatleast30yearsofsubstantialearnings inSocialSecuritythere isnoWEP/GPOforaSTRSpensionbenefit.

Social Security SocialSecurityistheFederalGovernment’ssocialpensionsystem.Sincemanypart-timefacultyalsoworkinthepri-vate sector in which they pay into Social Security, somewanttostayinSocialSecuritywith4CDaswellastoavoidlosingmoneytotheWEPandGPO(discussedabove).

FormoreinformationcontacttheUF.Therearealsoinfor-mationaldocumentsontheUFwebsite,andweholdwork-32

shops on this yearly.

PERS (Public Employees Retirement System)Some 4CD facultymembers also contribute to PERS (butthisisnotoneoftheoptionsonemaypickatthetimeofini-tialemploymentin4CD).STRSandPERShaveareciprocityagreementtoaccepteachother’sworkhistoryrecord.Soifyou are in both systems, you need vest in only one to re-ceiveapensionbenefitfromboth.

Section 14: Unemployment

Part-time community-college faculty members are eligi-ble forunemploymentbenefitsbetween semesters (if youhave no other source of income). You may also be eligible for“under-employmentbenefits”ifyourloaddropsfromonesemestertothenext.Unemploymentforallpart-timecommunity college faculty is based upon the Cervisi Deci-sion and the fact that part-time faculty have “no reasonable assurance” of employment because their status is legallyconsidered“temporary”andcontingentuponfunding,en-rollment, and program needs.

Youmayapplyforunemploymentbenefitsafterthesemes-terends.Thiscanbedoneonlineatwww.edd.ca.govorviaphone(seephonenumbersontheEDDwebsite).Thereismore information about EDD, benefits, applications andproceduresontheUFwebsiteandtheFACCCwebsite(un-der part-time information and issues).

Part-time faculty may legally apply for unemploymentwhilereceivingotherpensionbenefits,suchasSocialSecu-rityorSTRSDB.

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EDD Unemployment Key Points and FAQs1. Application question: “Are you a member of a union?” NO.AlthoughyoumaybeamemberoftheUnitedFaculty,asfarasEDDisconcernedyouarenotamemberofaunion.TheUnitedFacultyAssociationisabargainingagentonlyforcontractandworkingconditions.WhenEDDasksaboutaunion,theyarereferringtotradeunionssuchasthecarpenters,pipefitters,etc.,whohavetheirmembersregistertohelpthemfindwork.

2. Information about your “very last employer.” Ifyouworkinmultipledistricts,theymeantheverylastemployerforwhichyoudidcreditableworkorwhosesemester/quarterendedlast.Iftheybothendonthesameacademiccalendardate, justpicktheoneyouworkatthemost.Besuretolistallemploymentinthelast18months.

3. What is the full name of the person who was your im-mediate supervisor? For this answer, you may use your department chair or dean.

4. Last date worked ThiswouldbethelastdateofthesemesterbecausetechnicallyyouarestillworkingfortheDistrictasyoufin-ishyourfinal examinationsandstudentgrades.Also, theDistrictisnotpayingyoubythehour;ifyouareaninstruc-tor,theyarepayingyoubythecourseforthefull18-weeksemester (unless you are teaching a short-term or positive attendanceclass).Ifyouareanhourlyemployee,thenitisthat last date you put in hours.

5. “What are your gross wages for your last week of work?” For instructional faculty, it would be the normal numberofhoursyouworkperweekdoinginstructionmul-tipliedbyyourhourlyrateofpayplusofficehours (mul-tiplied by that rate of pay). So if you typically teach two

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three-hour classes plus office time, itwould be six hoursmultipliedbyyourinstructionalrateplus1houratyourof-ficerate=grossforlastweekofwork.Fornon-instructionalfaculty it is the number of hours multiplied by your rate.

6. Reason no longer working Answer:“LaidOff/LackofWork.”

7. Please provide a brief explanation. Answer: “I am a part-time, temporary, contingentCommunityCollegeInstructor,laidoffwithnoexpectationor reasonable assurance of reemployment. I have no con-tractandamcoveredbytheCervisiDecision.”(See#19formore information on Cervisi).

8. Do you expect to return to work for a former employer? NO.Sinceyoudonothaveacontract,youhavenolegalexpectationtoreturntowork.Anywrittenorverbal“offer”ofaclassfor thenextsemester isNOTreasonableassurance to return towork. It isnot a contract, and it isnon-binding.Soiftheyask:wereyougivenaverbalcom-mitmenttoreturntowork?--againtheanswerisNO.

9. Do you have a date to start work? NO–againbecauseyour“possible”workiscontin-gent upon enrollments and funding, and you have at best anon-bindingoffer–youdonottechnicallyhaveadatetostartworkuntiltheactualdayyoustart.

10. Question 32 about expectation to receive “other” pay from an employer. Answer:NOtoallquestions(unlessyouhaveoth-er employment besides your part-time community-college teaching).

11. Are you an employee of a school, educational institu-tion, or training facility? NO–byEdCode,youarea temporaryemployeeand are released from employment service at the end of

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eachsemester/quarter/inter-session.Soyouarenotanem-ployee of the district once the semester ends because you have no contract.

12. Providing employment history for last 18 months. Thisisall-inclusiveofalljobsyoumayhaveworkedinthelast18months.Thatincludeseducationalandnon-ed-ucationalwork.Ifyoureceiveparitymoney,youshouldin-clude that as well as your regular wages.

13. Employer worked the longest. Inthiscaseyouwanttoconsidertotalworkhistory(notlast18months)andstateapproximatelyforhowlongyouworkedforyouremployer.Notethatyoutechnicallyworkforthe4CD(notyourindividualcollege)andshouldusetheDistrictaddressasemployer(500CourtStreet,Mar-tinez,94553).

14. “Are you available for immediate full-time work in your usual occupation?” YES.EDDexpectsyoutoaffirmthatyouarelookingforandwantingfull-timeworkinTHISfield.Thatwouldalsobethesameonthebi-monthlyEDDbenefitform.Allanswers are NO (unless your circumstances differ fromsomeonewhose only source ofwork and income is part-timeteachinginourdistrict),excepttheonethatasks,“Didyou lookforFTwork?”– thatone isYES.Even ifnocol-leges/districtswereadvertisingjobsorseekingapplicationsin your area, even if you did not submit an application, that doesnotmatter.Lookingforworkincludessuchactivitiesas reading the Chronicle of Higher Education for job openings, lookingforjobsontheinternet,callingjobhotlines,etc.

15. You must keep an up-to-date resume on CalJobs web-site, and that is easy to set up and to update each term/year.

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16. When can you apply? Instructional faculty should wait to apply until the semester isactuallyover,meaningtheMondayafterfinalexaminationshave concluded.Youarebeingpaid for thefull semesterall theway throughfinals throughourpay-per-coursesystem.Onlytruehourlyemployees,likecoun-selors and librarians or faculty doing short term or positive attendancerosters,arepaidbythehour.

17. Breaks in Service You are eligible for unemployment during breaksbetweensemesters,NOTduringbreaksduringasemester.Sowinterbreakandsummerbreakafterthespringsemes-ter ends are actually breaks in service because your obli-gation to the college (classes and assignments) have end-ed, and you no longer have reasonable assurance to return towork.ButThanksgivingorspringbreaksarenotactualbreaksinservicebecauseyoudohavereasonableassurancetoreturntoworktofinishyourclassesandassignmentstothecollege.Also,ourdistrictpaysbythecourse(18weeksxhours/week),whichmeanstheydopayusforholidays.

18. Under-employment Youare“under-employed”whenthe loadyouareworking is less than previous semesters and the amountyouwillearnislessthantheEDDunemploymentbenefit.In otherwords, youmayqualify as “under-employed” ifyour teaching assignment is reduced below your historical assignment over the last 18months, and if you earn lessthan$450/week.Remember,EDDtakesintoconsiderationALLemployment,not justteaching.Ifyouhavearegularnon-teachingjob,whetherPTorFT,youwouldnotqualifyforunder-employmentunlesstheloadhassignificantlydi-minished.

19. Cervisi Decision The court case defining unemployment for part-timecommunitycollegefacultyisCERVISIvUNEMPLOY-

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MENT INSURANCE APPEALS BOARD, Feb. 1, 1989,which states in part, “an assignment that is contingent on enrollment, funding, or program changes is not a ‘reason-ableassurance’ofemployment.”(Sec.1253.3,subd.(g)) Part-time,temporaryfacultyofCaliforniacommunitycol-leges are entitled to unemployment compensation for pe-riods between semesters, including summer breaks. Thisprinciple was established in Unemployment Insurance Code1253.3andCERVISIv.CALIFORNIAUNEMPLOY-MENT INSURANCE APPEALS BOARD (1989) 208 Cal.App.3d654.

CERVISIcoversallpart-timefacultymembers–instructors,nurses, librarians, counselors, and other academic employ-ees.FacultymembersobtainthebenefitsofCERVISIevenif they receive an assignment for the upcoming school year andareassuredofteachingatleastoneclasssession.Gen-erally, that one class session is still subject to cancellation prior to the commencement of the class based upon enroll-ment, funding, or district needs.

Afterfiling,ifpersonneloftheEDDcontactyou,youshouldquotetheCERVISIcasetothem.FollowingCERVISI,EDDissuedFieldDirective89-55UI,nowpartofitsmanualforEDDoffices,describingCERVISI.TellwhoeverfromEDDisquestioningyoutolookatFieldDirective89-55UI,becauseitexplainstoallEDDpersonnelthedefinitionof“reason-ableassurance”andhowCERVISIistobeapplied.

As awarning,EDD representatives sometimesmisunder-stand CERVISI and don’t understand how part-time as-signmentsincommunitycollegeswork.Ifyouaredeniedbenefits,youhavearighttoappeal,andtheUF’sPart-TimeFacultyAdvocatecanhelpyouwiththis.Anappealdoesn’tcost money.

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20. Filing a ClaimManyunemploymentoffices around the State are closingand most claims are now handled by telephone. Within California,theEDDofficecanbereachedat(800)300-5616betweenthehoursof8:00AMand5:00PM.Whencallinginaclaimyoumusthavethefollowinginformationavailable:SocialSecuritynumber,thenameofyourverylastemploy-er,employer’smailingaddressandzipcode.Whenyoucalltofileaclaim,havetheaboveinformationreadyandfollowthe selections of the recorded messages. It is that simple.

Toclaimunemploymentbenefits,aclaimantmustbeunem-ployed and not receiving funds from another job or other sources.Unemploymentbenefitsarenotautomatic; to re-ceivethesebenefits,onemustfileaclaim.Aclaimantcannotbeforcedtoacceptajoboutofhis/herfieldofemployment.

21. What if I am denied unemployment benefits? (Appeals)Ifyouaredeniedbenefits,youhavearighttoappeal,andtheUFcanhelpyouwiththis.Anappealdoesnotcostmon-ey.Occasionally,EDDstaffarenotfamiliarwiththeregu-lations pertaining to part-time faculty, and unemployment claimsaredenied.Afterfiling,ifyouarecontactedbyper-sonnel fromEDD,be sure tomention theCervesi case tothemandthefielddirectiveissuedtoEDDoffices.Follow-ingCervesi,EDDissuedFieldDirective89-55UItoexplainthedefinitionof“reasonableassurance”andhowCervesiisto be applied for part-time faculty.

Section 15: State Disability Insurance and Paid Family Leave

Allpart-timefacultyof4CDarechargedapremiumtopar-ticipateinStateDisabilityInsurance(SDI)andPaidFamilyLeave(PFL),approximately1.1%ofgrosssalarydeductedfromyourpaycheck.

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SDI covers members for unforeseen disabilities, such asextended illness or injury (including pregnancy) duringthe academic year and during periods of unemployment. PFL coversmemberswho need to take care of an imme-diate family member who becomes ill and for baby and child-adoption bonding.

Oneneeds to have paid premiums for sixmonths beforeonecanmakeaclaim.Theamountofthebenefitdependsonyourhighestquarterofearningsinthelast6-18months,andtypicallypays55%ofearnings (similar tounemploy-mentbenefits).

Section 16: Contacting the United Faculty

If you have any questions or concerns related to your em-ployment at 4CD, do not hesitate to contact one of your UnitedFacultyRepresentativesortheUnitedFacultyoffice.TheUFisyourcollectivebargainingagent,whetherornotyouhavechosentojointheUnion.Werespectyourconfi-dentialityandwillmakeeveryefforttohelpinformyouandto represent your interests.

TheUnitedFacultyOfficecanbefoundontheDiabloVal-leyCollegecampus,roomFO-151.OurofficeisopenMon-day-Friday from8:30am to5pm.Ourofficeadministratoris Terri Adame. You may reach Terri at 925-680-1771 orthroughtheDistrictphonesystematextensionx22494.

AllUFofficersandExecutiveBoardMembersareelected.Youmay find a listwith contact numbers and email ad-dressesontheUFwebsite:www.uf4cd.org.Thewebsitealsohousesback-issuesofournewsletter,Table Talk, and many postings of interest to part-time faculty. You may email the UF at uf@uf4cd.org.

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IndexAbsences 22-24Academic(Faculty)Senate 7AffordableCareAct 30Benefits 30Bumping 19Bylaws,Department 7CensusRosters 9CervisiDecision 37ClassCancellationPolicies 8,18ClassSize 10Communications 16ConferenceLeave 23Contacting the UF 40Contract 5CourseOutlines(COOR) 11CoveredCalifornia 30Curriculum 11Departments/Divisions 7Disability 39DisruptiveStudents 29Dues 5Email 16EvaluationofFaculty 26ExecutiveBoardofUF 6FACCC 6FacultySenate 7FamilyLeave 23FieldTrips 22FinalExams 13FlexObligation 14Grades 13GrievanceProcedure 25HealthBenefits 30IncompleteGrades 14InSite/WebAdvisor 10Investigations,District/College 29

Leaves 22-24Listserv 7Load 8,28LoadAdjustments 19,20LoadReports 19,20Mailboxes 16MaternityLeave 24MembershipinUnion 5MissingClass 22OfficeHours 15On-LineTools 14ParityPay 20PaternityLeave 24Payroll 19PayrollMistakes 19PersonalNecessityLeave 23PersonnelFiles 28PERS 33Photocopying 14PoliticalActionFund 5ProfessionalResponsibilities 17ProgramReview 12Reemployment(seeStaffingPreference) 27RehireRights(seeStaffingPreference) 27Retirement 31ReturningStudentWork 13Rosters 9Salary 19,21Scheduling 18Senate,Faculty 7SickLeave 22Sixty-SevenPercentLaw 9SLOs(StudentLearningOutcomes) 12SocialSecurity 32StaffingAppeal 18StaffingPreference 27StateDisabilityInsurance(SDI) 39StepandColumnIncreases 20

STRS 31StudentComplaints 29StudentLearningOutcomes 12Substitutes 22Syllabi 11TeachingObligations 13Textbooks 12Unemployment 33-39UnionMembership/Dues 5VotinginUFElections 5WebAdvisor 10WeingartenRights 30