PREAMBLE
We, the undersigned parties, commit to transcending traditional position-based bargaining by engaging in an interest-based collective bargaining process This collaborative approach fosters joint problem-solving, promotes mutual gains, and encourages parties to support one another in achieving positive outcomes By adopting this method, we lay the groundwork for significant improvements in our collaboration, not only in the specific issues addressed during collective bargaining but also within the wider college community.
We recognize that not every circumstance and situation will be anticipated in an agreement, but our guiding principles remain essentially unchanged
1 We value relationships based on integrity, honesty, collaboration, open communication, civility and trust Together we agree that we will not engage in behaviors that endanger these relationships
2 We recognize that in an atmosphere of mutual collaboration, the more information we share, the more we can support the interests of each party
In today's fast-paced world, it is essential to address the interests and needs of various stakeholders, including our students and their future employers, the taxpayers funding our initiatives, our colleagues, and the communities we inhabit.
4 In an increasingly competitive environment, we must find ways to be more effective, more responsive, more accessible and more efficient
To ensure exceptional faculty guide student learning in a competitive landscape, we focus on offering market-competitive salaries, benefits, and incentives aimed at attracting, rewarding, and retaining individuals who can significantly impact education.
6 We emphasize contribution, and we de-emphasize status
We believe that a College is the people and as we improve how we treat each other, we improve our College and the learning environment.
RECOGNITION
The District Board of Trustees (DBOT) at Florida State College at Jacksonville officially acknowledges the United Faculty of Florida as the exclusive collective bargaining representative for faculty members certified by the Public Employee Relations Commission in Case RC-2001-061, Certification No 1359, dated April 22, 2002 This recognition pertains to negotiations regarding wages, hours, and other employment terms and conditions for College faculty.
INCLUDED: All full-time professional employees paid on the instructional salary schedule, including teaching faculty, librarians and counselors of students
EXCLUDED: All administrative personnel, career employees, part-time faculty, department chairs, faculty program coordinators, managerial and confidential employees.
GENERAL PROVISIONS
In the event that any provision of this Agreement is found to be unlawful or in violation of State Board of Education Rules, that specific provision will be rendered invalid only to the extent permitted by law All remaining provisions and applications of this Agreement will remain in effect until the Agreement is terminated.
The waiver clause states that if one party does not enforce a provision of the agreement, it does not affect their right to require performance in the future Additionally, any waiver of a breach of a provision does not imply that the same provision can be waived again later.
The parties acknowledge that throughout the negotiations leading to this Agreement, the Union had the complete freedom to propose and discuss any issues eligible for collective bargaining All agreements and understandings reached during this process are documented within this Agreement, which serves as the exclusive and comprehensive contract between the parties for its duration.
Under this Agreement, both the College and the Union willingly waive their right to engage in collective bargaining on any issue, regardless of whether it was addressed in the Agreement or known to the parties during negotiations.
Voluntary communications between the parties shall not be considered collective bargaining as waived in this article.
FACULTY RIGHTS
BARGAINING UNIT RIGHTS – All rights, privileges and benefits expressed in this agreement shall remain in effect for the duration of this agreement
UNION REPRESENTATION – A faculty member who has the expectation that disciplinary action may be initiated by the College has the right to request Union representation
All full-time faculty members at the College have the right to join or abstain from joining the Union without fear of discrimination This Agreement ensures that neither the College nor the Union will discriminate against any employee based on their Union membership status.
Any claim or charge of discrimination or unfair labor practice regarding Union activity may be processed through the grievance procedure provided for in this Agreement
Each faculty member will have a single official personnel file, which will be kept in the College’s Human Resources Department This file will not contain any negative materials regarding a faculty member’s conduct, service, character, or personality, except for documents related to work performance or issues that may warrant disciplinary actions, suspension, or dismissal as per Florida laws.
Anonymous letters or materials are prohibited from being included in personnel files Faculty members will be informed of any derogatory content added to their files and will receive a copy, in accordance with Florida statutes and applicable rules or regulations.
Faculty members have the right to access their personnel files and respond to any material within them Additionally, their responses will be attached to the file in accordance with Florida state laws.
Faculty members are entitled to receive a copy of their personnel file and can request a waiver for any associated fees, with such requests being unreasonably denied.
PARKING – Designated faculty parking shall be provided on each campus at no cost to the faculty member
OFFICE SECURITY – The College shall safeguard the security of College property including offices, equipment and files
The College will not take disciplinary action against faculty members for their private or personal activities, unless mandated by state statutes or regulations.
Academic freedom is a fundamental principle in higher education that protects both individual faculty members and the institution as a whole It ensures that faculty can engage in study, research, and presentation without facing arbitrary restrictions, fostering an environment of intellectual exploration and integrity.
MANAGEMENT RIGHTS
The College retains all unilateral rights and responsibilities as outlined in Section 447.209 of the Florida Statutes and other relevant laws, including the authority to define its mission, objectives, policies, and the necessary resources for its programs This encompasses the administration of the personnel system, workforce management, maintenance of faculty discipline, and establishment of academic programs and grading systems While the College holds these rights, faculty and their representatives are still entitled to raise grievances if decisions conflict with existing collective bargaining agreements.
According to Section 1001.64 of Florida Statutes, the College is tasked with making cost-effective policy decisions aligned with its mission, ensuring the implementation and upkeep of high-quality educational programs in compliance with State Board of Education regulations, measuring performance, reporting relevant information, and contributing to state policy, budgeting, and education standards.
The parties acknowledge that all standard rights, powers, functions, and authority held by the College are retained and will be exclusively exercised by the College throughout the duration of this Agreement In fulfilling its responsibilities, the College may opt to engage committees or other consultative bodies, provided this approach aligns with the collective bargaining agreement.
Academic freedom serves as a fundamental principle for higher education institutions, granting both individual faculty members and the College the authority to make decisions based on academic criteria This includes the College's right to determine who is qualified to teach, what subjects are offered, the methods of instruction, and the criteria for student admissions.
UNION RIGHTS
The Agreement upholds the right of authorized Union representatives to express the Union's views on matters impacting the welfare of its members, ensuring freedom of expression is maintained.
The Union and its representatives are entitled to utilize College facilities for meetings at no cost, subject to availability, during the College's operating hours.
U.S.MAIL DELIVERY – United States mail on which postage has been paid which is received by the
College addressed to a faculty member shall be delivered unopened to the faculty member
The College commits to providing Union officers and members with access to information and records, as permitted under Florida Statutes.
The College will supply the Union with a comprehensive membership roster that includes the names, home addresses, campus locations, and departments of all bargaining unit members This information will be provided at no cost to the Union upon request during the fall and spring terms.
BOARD PACKETS – The College agrees to supply the Union President with a copy of the Board
OFFICIAL COMMUNICATION – The Union may post official notices on designated campus bulletin boards in faculty areas
The Union is permitted to utilize the College's mail and email services, including faculty mailboxes, for official communications, provided that these communications are conducted responsibly.
During the College's new faculty orientation, UFF-FSCJ has the option to distribute an informational packet alongside the program materials.
• the information packet is submitted to the College in advance for approval based upon reasonableness of volume and by an agreed upon deadline date;
• the information does not contain political information or solicitation for union membership as prohibited by F.S 447.509; and
• the copying of the information packet will be done by the Union and will not result in any cost to the College
The College will allocate six workload units of re-assigned time to the Union President for the academic year, enabling them to actively collaborate with the College's administration.
DUES CHECKOFF
The College will deduct Union dues bi-monthly for employees who voluntarily authorize these deductions in writing using the designated UFF-FSCJ Membership Form The Union must inform the College of the specific dues amount, providing written certification Any adjustments to the Union dues require a 30-day written notice to enable the College to implement necessary payroll and program changes.
The College will implement an initial administrative fee and a monthly charge, agreed upon within sixty days, to recover costs associated with withholding dues and remitting them to the Union Each month, the College will send the collected dues and a list of employees contributing to the Union by the twenty-first day of the following month Remittance is considered complete once it is mailed with prepaid postage.
The Union agrees to indemnify and hold the College harmless from any liability claims arising from the deduction of Union dues, in accordance with the College’s agreement to facilitate these deductions.
Employees have the right to withdraw from Union membership and revoke their deduction authorization at any time by providing written notice to both the College and the Union Once the College receives this notification, it will stop the dues within thirty (30) days or as soon as feasible.
NO STRIKE AND NO WORK STOPPAGE
The Union, its officers, agents, members, and bargaining unit employees agree to refrain from any actions that disrupt the College's operations, including strikes, demonstrations, or work stoppages They commit to taking necessary measures to uphold this agreement and ensure the smooth functioning of the College's official business.
Picketing is defined in this article as any demonstrative action that disrupts the entry and exit of individuals or restricts access for employees, students, or the general public.
DISCIPLINE
Discipline shall be for proper cause and shall be administered as follows:
Faculty reprimands, issued by the supervising academic administrator, aim to encourage corrective action and prevent future misconduct Depending on the severity of the offense, reprimands can be verbal or written In cases of written reprimands, a copy is given to the faculty member and another is submitted to the Human Resources records department for inclusion in the faculty member’s personnel file.
A faculty member may face suspension, with or without pay, following a recommendation from the Provost/Vice President of Academic Affairs to the College President, after consulting with supervising academic administrators The College President must inform the District Board of Trustees (DBOT) about the suspension, and the faculty member is entitled to present their perspective on the issue at the next DBOT meeting Suspensions without pay may be subject to arbitration, although non-renewal of annual contracts or decisions regarding continuing contracts are not eligible for arbitration.
The dismissal of a faculty member requires a recommendation from the College President to the DBOT, ensuring that the faculty member has the right to a public hearing Dismissal charges must be grounded in misconduct, gross insubordination, willful neglect of duty, or a conviction related to moral turpitude.
Faculty members have the right to have their union representative present during any meeting with a supervisor that could lead to disciplinary action It is the faculty member's responsibility to inform their union representative of such meetings.
According to Rule 6A-14.0411 of the Florida Administrative Code, if the College President recommends the dismissal of a faculty member on a continuing contract or reverts them to an annual contract, the faculty member must be notified in writing The faculty member has twenty-one (21) days from receiving this notice to file a petition with the District Board of Trustees (DBOT) if they choose to pursue one of the following options: (1) a public hearing in line with College policies, (2) an administrative hearing as outlined in State Board of Education Rule 6A-14.0411, or (3) an agreement between the parties for an independent hearing procedure or alternative dispute resolution.
GRIEVANCE AND ARBITRATION PROCEDURES
The parties commit to resolving issues informally and amicably before initiating a grievance, aiming to foster positive relationships and an environment of trust, respect, and collaboration During this amicable resolution process, the timeline for the grievance procedure will be temporarily suspended.
The grievance procedure aims to ensure a prompt and fair resolution of disputes, reflecting the mutual interests of both parties To facilitate this, the Union and the College commit to addressing grievances at their source and sharing all relevant information to promote effective resolution and maintain a harmonious college environment.
DEFINITIONS OF THE GRIEVANCE PROCEDURE – The following definitions will be used for the grievance procedure in this Agreement:
Grievance – an alleged violation of the terms of this Agreement
Aggrieved or Grievant – any faculty member, group of faculty members or the Union that files a grievance as defined in this article
Faculty Member – any member of the bargaining unit
In this article, the terms "Days," "Work Days," or "Working Days" refer specifically to Monday through Friday, aligning with the Board-approved College calendar, unless "calendar days" is explicitly mentioned.
Respondent – the College or the appropriate administrative official
The Union has the right to represent faculty members and be present at every stage of the Grievance Procedure All timelines are defined as the close of the specified working day To ensure grievances are processed swiftly, the maximum number of days at each level should be adhered to, with a concerted effort made to expedite the process.
In the first step of the grievance process, the grievant must engage in an informal discussion with the respondent, either directly or through the Union’s representative, aiming to resolve the issue within twenty days of discovering it The respondent is required to provide a verbal decision to the faculty member within fifteen days of this initial discussion If the respondent is unavailable during the twenty working days following the alleged violation, the faculty member should meet with the acting supervisor to express their intention to pursue the informal discussion procedure.
If a grievance remains unresolved after Step 1 or the aggrieved individual is dissatisfied, they may submit a written grievance to the respondent within ten days, also sending copies to the Union and the Chief Human Resource Officer The respondent is required to provide a written response to the grievant within ten days of receiving the Step 2 grievance, with copies sent to both the Union and the Chief Human Resource Officer.
If a grievance remains unresolved after Step 2 or is not addressed within ten days, the grievant may escalate the issue by submitting a written grievance to the respondent’s immediate administrative supervisor, while also notifying the Union and the Chief Human Resource Officer The supervisor is required to meet with the grievant and/or the Union representative within five days to seek a resolution Following this meeting, a written decision must be provided to the grievant, with copies sent to the Union and the Chief Human Resource Officer, within five days.
If a grievance remains unresolved after Step 3 or if there is no response within five days of the meeting, the grievant can request the Union to file a written appeal to the College President or their designee This appeal must be submitted within ten days of receiving the response from Step 3, or within ten days if no response was provided A copy of the appeal should also be sent to the Chief Human Resource Officer.
Within ten days of the grievance filing, the College President or their designee will meet with the aggrieved individual and the Union representatives to seek resolution Following this meeting, the College President has an additional ten days to provide a written response to the grievant via the Union's grievance chairperson, with a copy sent to the Chief Human Resource Officer.
If the aggrieved individual(s) are dissatisfied with the outcome of the formal grievance process, the Union has the option to appeal the grievance to arbitration This appeal must be submitted in writing to the College President within twenty (20) days of receiving the College's final decision Arbitration is restricted to grievances that have followed the established Grievance Procedure as outlined in this Article Additionally, the aggrieved individual(s) or the Union may withdraw their request for arbitration at any time.
Within twenty days of receiving the notification to appeal to arbitration, the President's representatives and the Union will convene to select an arbitrator If they cannot reach an agreement within this timeframe, they must jointly request a panel of five arbitrators in writing from the Federal Mediation and Conciliation Service.
Arbitrators must be members of the National Academy of Arbitrators, and the Union will be designated as the arbitrator The parties involved are required to notify the Federal Mediation and Conciliation Service in writing.
AUTHORITY OF THE ARBITRATOR – The arbitrator shall be limited to the grievance submitted
In financial award cases, an arbitrator's authority is restricted to situations where an individual has been wrongfully discharged or suspended, with the only remedies being reinstatement and any applicable back pay The arbitrator cannot grant continuing contract status Additionally, if back pay is awarded, any interim earnings from other employment will be subtracted from the total Consideration of failure to mitigate damages and laches may also lead to further deductions from the award.
The arbitrator's decision, as long as it adheres to the specified authority and Florida Statutes, will be final and binding The arbitrator is prohibited from modifying, adding to, or subtracting from any terms of this Agreement.
Arbitration is limited to the specific facts and issues presented, with the arbitrator lacking the authority to address any additional matters The arbitrator must avoid expressing opinions or conclusions that are not directly relevant to the submitted issues In cases where an administrator has exercised discretion, the arbitrator cannot replace their judgment with their own If a violation of the Agreement is found, the arbitrator is responsible for instructing the College to implement suitable corrective measures.
The arbitrator shall only have the power to hear or arbitrate grievances which arise under the terms and during the duration of this Agreement
FACULTY EVALUATION
Faculty evaluation in Florida must adhere to state laws and regulations regarding full-time faculty responsibilities This process will be conducted fairly and objectively, aiming to enhance the quality of instruction and support services aligned with the College's mission The evaluation seeks to promote and acknowledge excellence in faculty performance while facilitating regular and consistent discussions between faculty members and their supervisors.
Performance Criteria: Essential Specific Responsibilities
All faculty members, whether they are teachers, librarians, or counselors, will be evaluated based on essential responsibilities Additionally, specific responsibilities related to their roles will serve as supplementary criteria, offering more detailed insights during the performance evaluation and feedback process For a comprehensive list of these essential and specific responsibilities, please refer to Appendix B, Evaluation of Faculty Forms.
Faculty on annual contract will be evaluated once a year First year faculty will be evaluated during their second semester of employment
Faculty members on continuing contracts are evaluated every three years, although supervisors may conduct more frequent evaluations if concerns about the faculty member's instructional quality or methods arise It is essential for supervisors to consult with faculty promptly regarding any perceived issues.
The supervising administrator will utilize various data sources, including observation findings, student surveys on course instruction, student performance results, and relevant anecdotal evidence, to complete the evaluation form A discussion will follow between the administrator and the faculty member regarding the conclusions on the final evaluation form, which both will sign; however, the faculty member's signature does not indicate agreement with the evaluation The faculty member will receive a copy of the signed evaluation, while the original will be submitted to Human Resources for their records Additionally, the faculty member has the option to attach a statement that will be included in the evaluation.
Observations for both seated and online classes will take place during the faculty member's regular duties, initiated by the supervising administrator who schedules a mutually agreed-upon date and time The faculty member will be informed of the observation's purpose, and after the observation, feedback will be given through a conference summary memo, which will contribute to the overall evaluation of the faculty member's performance.
Students can complete the FSCJ Student Evaluation of Instruction (SEI) form online for each course taught by their instructor The feedback will be shared with the faculty member, their supervisor, and the Executive Chair or Campus President Additionally, program and discipline reports will be submitted to the Provost/Vice President of Academic Affairs The final SEI form includes 15 standard questions along with five additional questions selected by a joint committee.
The faculty member’s performance will be measured against the performance criteria and will be rated as follows:
• Exemplary – Responsibilities exceeded and is deserving of special recognition
• Needs Improvement – Improvement is needed to meet responsibilities
• Not Applicable (NA) – Does not apply to the faculty member’s current assignment
A joint committee, comprising equal members from both the Union and the Administration, will be formed to create non-binding recommendations for enhancing the faculty evaluation tool and student survey These recommendations will be presented during the upcoming contract negotiations The committee is expected to deliver its initial progress report to both the Union and Administration by March 31, 2022.
If a faculty member receives an overall rating of "Needs Improvement," specific examples for each responsibility will be provided, and the supervising administrator must consult with the Executive Chair or Campus President for concurrence The faculty member will have the opportunity to enhance their performance through a collaboratively developed improvement plan with their immediate supervisor This performance improvement period will last no longer than one semester following the initial rating or until the annual contract appointment is due.
An Unsatisfactory overall rating necessitates agreement from the Executive Chair or Campus President, who may choose to create an improvement plan at their discretion.
Nothing in this Article is intended to preclude any due process proceeding addressing disciplinary action, as appropriate.
ISSUANCE OF ANNUAL CONTRACTS
Faculty members not on a continuing contract will receive an annual contract as specified by the District Board of Trustees (DBOT) This contract does not guarantee employment beyond its term Faculty will be informed of non-renewal by April 30th at the latest, but they are not entitled to the reasons for non-renewal or a hearing regarding the decision.
Contracts are conditioned on a minimum number of students
Payment of salary for contracts issued to full-time faculty who are employed by sponsored projects, grants, or contracts for services are conditioned on the availability of funds
Standard annual contracts will align in duration with those for faculty on continuing contracts, with the possibility of issuing pro rata annual contracts Additionally, annual contracts may also be provided for practitioners, with contract lengths differing for both pro rata and practitioner employment.
CONTINUING CONTRACTS
Eligible faculty, including full-time teaching staff, librarians, and counselors, will be granted a continuing contract by the Board in accordance with State Board of Education Rule 6A-14.0411 and the established review process.
• A faculty member must serve at least ninety-one (91) workdays in that year to receive credit for the year
• Effective with the 2014-15 academic year, any faculty member hired prior to August
13, 2013 will be eligible to apply for continuing contract if they have completed three
(3) years of continuous satisfactory service at Florida State College at Jacksonville over the previous five (5) year period except for leave duly awarded and granted
Starting from the 2014-15 academic year, faculty members hired on or after August 14, 2013, can apply for a continuing contract after completing five years of continuous satisfactory service at Florida State College at Jacksonville within a seven-year timeframe, excluding any awarded leave Additionally, faculty members may apply for a continuing contract after eight or more years of continuous service at FSCJ, provided they meet the specified service criteria.
Newly hired faculty members can receive credit for up to three years of documented satisfactory service as a continuing contract faculty member at a regionally accredited higher education institution, which will count towards their eligibility for a continuing contract at the College.
Continuing contract satisfactory service is defined as:
• Service that meets or exceeds the professional responsibilities that are an integral part of the faculty evaluation system
• Professional development that contributes to the individual’s professional knowledge in his or her discipline/program at the College
• Any other representation of professional service at the College as may be appropriate
A faculty member at FSCJ who has held an administrative position for over 24 consecutive months and was previously a continuing contract faculty member will automatically receive a continuing contract upon returning to a full-time faculty role, provided they demonstrate satisfactory performance for two years, bypassing the standard procedures.
A faculty member at FSCJ who holds a non-instructional position for up to twenty-four consecutive months will retain their previous faculty contract status upon returning to a faculty role.
The transition of a faculty member from a continuing contract to an annual contract occurs due to documented disciplinary actions related to infractions, as outlined in Article 9, or failure to meet the requirements of a written performance improvement plan under Article 11 This improvement plan will explicitly indicate the potential jeopardy of the continuing contract Such decisions must adhere to State Board of Education Rule 6A-14.0411, and faculty members are entitled to reasonable notice regarding this change.
The Union President will be notified within ten (10) workdays of the receipt by Human Resources of the final needs improvement plan
For the 2014-15 academic year, faculty members who transitioned from a continuing contract to an annual contract can re-apply for a continuing contract after completing a minimum of three years of satisfactory service within a five-year period, beginning from their first year on the annual contract.
Starting from the 2015-16 academic year, faculty members who previously earned a continuing contract and are now on an annual contract may reapply for a continuing contract after completing a minimum of five years of continuous satisfactory service within a seven-year period, beginning from their first year back on an annual contract.
The contract review process necessitates letters of endorsement or non-endorsement at each stage If an endorser agrees with a subordinate's endorsement, they can simply sign the subordinate's letter Conversely, if any level recommends non-endorsement, specific reasons related to the major criteria must be provided Regardless of the outcome, applicants will receive a copy of the relevant letter at every step Importantly, a non-endorsement at any stage does not halt the overall process.
Applicants must electronically submit all required materials to their immediate supervisor by September 1st of the eligible year, following the guidelines set by the Collegewide Continuing Contract Committee.
The immediate supervisor will assess the application for completeness and send the package to the relevant dean by September 15th, accompanied by a letter indicating either endorsement or non-endorsement, reflecting the consensus of the department members.
3 The dean will review the application and forward it to the Campus Continuing Contract Committee by October 1 st , with a letter of endorsement or non-endorsement
The Campus Continuing Contract Committee will evaluate the application and recommendations, potentially interviewing the candidate They will include their consensus recommendation in the application packet; if no consensus is achieved, a majority vote will determine the recommendation All deliberations and voting will remain confidential, and the committee will submit the application to the Collegewide Continuing Contract Committee by November 1st.
The Collegewide Continuing Contract Committee will evaluate the application and recommendations, potentially conducting interviews at their discretion They will include their consensus recommendation in the application packet, and if no consensus is achieved, a majority vote will determine the recommendation All deliberations and voting processes will remain confidential, and the committee will submit the application to the Executive Chair/Campus President by the conclusion of the fall term.
The Executive Chair/Campus President will assess the application package and recommendations, potentially conducting an interview with the candidate By January 31st, the application will be sent to the College President or their designee, accompanied by a statement of endorsement or non-endorsement Additionally, the Executive Chair/Campus President must demonstrate the ongoing necessity for the position in accordance with Board Rule 6Hx7-3.6.
The College President or their designee will inform candidates about the status of their application by the end of February Successful applicants will be presented to the District Board of Trustees (DBOT) during the first Board meeting after this notification These candidates will adhere to Article 12 regarding the issuance of annual contracts and will maintain their active annual contract status until the Board takes action on continuing contracts.
In the event an applicant is not successful, the application may be re-submitted one (1) calendar year after the previous submission
TEACHING QUALIFICATIONS
Full-time faculty must meet the minimum qualifications established by the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC) (see SACSCOC Comprehensive Standard 3.7.1)
To ensure compliance with employment requirements, all official transcripts from degree-granting institutions, featuring the institution's seal and the registrar's signature, must be submitted to the Human Resources records department before the start of the first term of employment at the College Additionally, any other relevant documentation may also be required.
• For international institutions, a copy of the Foreign Evaluation Verification Letter from an approved NACES agency
• For occupational credentialing, a copy of the non-expired State Occupational License or Industry Certification/License
For occupational and adult education credentialing, it is essential to verify work experience documented on the employer’s official business stationery This verification should include specific job titles held, along with precise beginning and ending dates, covering the last 3-5 years of employment.
FACULTY SABBATICAL
The Faculty Sabbatical Program aims to promote professional growth among full-time faculty by providing opportunities for program development, innovative instructional methods, collaboration with industry, research, or significant writing projects that align with the College's objectives Sabbaticals can range from one semester to an entire academic year, offering flexibility to meet diverse professional needs.
Full-time faculty members on continuing contracts are eligible to apply for a sabbatical if they have not taken one in the past five years and have received satisfactory or better evaluations.
The number of faculty on sabbatical at any time shall not exceed 5% of the total number of full-time faculty positions
Application must be completed no later than the first Monday in February of the academic year preceding the sabbatical period
Sabbatical requests will first be evaluated by the faculty member's direct supervisor and the relevant dean Upon approval, the Faculty Sabbatical Proposals will then undergo review by the Faculty Sabbatical Review Committee, which is comprised of nine members.
• Three (3) faculty members appointed by the Union;
• Three (3) administrators appointed by the Provost/Vice President of Academic Affairs in consultation with the Executive Chairs/campus presidents;
• Two (2) faculty members appointed by the Faculty Senate; and
The Committee Chair, designated by the Provost/Vice President of Academic Affairs, will be one administrator who does not participate in voting, except when necessary to resolve a tie.
The committee will meet by the first Monday in March and will submit its recommendations to the Executive Chair/Campus President by the last Friday in March
Membership on the sabbatical committee prohibits the awarding of a sabbatical in the same year Recommendations made by the committee are sent to the Executive Chair or Campus President of the faculty member's assignment, who will then forward them to the Provost/Vice President of Academic Affairs for review After this review, the recommendation is passed to the College President If approved, the College President will present the recommended faculty members to the District Board of Trustees during the May meeting for final approval Applicants will receive written notification from the College President if their sabbatical application is denied prior to the May Board meeting.
Upon approval, faculty members may request to postpone the start date of their sabbatical to a later time within the same academic year, subject to the consent of their supervising administrator.
Criteria for the award of the sabbatical shall include:
• Support of immediate supervisor, appropriate campus dean, and Executive Chair/Campus
• Cost of the proposed sabbatical
• Enhancement to student learning outcomes
Faculty awarded a sabbatical shall receive salary at the rate of 70% of the current base salary plus continuation of current benefits
Faculty accepting a sabbatical agree to continue working full-time for the College for a length of time that is twice the number of days of the sabbatical awarded
If a faculty member's full-time employment with the College is terminated by the College before the payback period ends, any remaining obligations will be canceled effective the termination date However, if the termination is for cause or initiated by the faculty member, the College will recover a pro-rated amount of salaries received during the sabbatical period as a debt, which will be deducted from the final pay If the final pay does not cover the debt, the faculty member remains responsible for the outstanding balance, and failure to pay may result in the College pursuing legal collection procedures.
Should the faculty member fail to comply with all requirements of this Article, the faculty member shall pay back the College in full the 70% salary awarded during the sabbatical
Should the faculty member request termination of the sabbatical before its completion, the College shall determine whether to grant or deny the request
When a faculty member returns to the College, full salary shall be paid Payback rules shall apply for the number of days actually on sabbatical
During the sabbatical period, faculty members are prohibited from taking employment with any outside sources, except for approved externships that align with the sabbatical's objectives and any pre-existing part-time jobs.
Upon finishing the sabbatical, the faculty member is required to submit a written report assessing the sabbatical's outcomes in relation to the objectives outlined in their application This report must be delivered to the Executive Chair, Campus President, and Provost/Vice President of Academic Affairs within eight weeks of the sabbatical's conclusion.
LEAVES
Full-time faculty members at the College accrue eight hours of sick leave for each calendar month of employment, or for any significant portion of a month worked (defined as more than half the month's days) This sick leave is cumulative and carries over from year to year.
Faculty members are entitled to use a maximum of four days (32 hours) of personal leave each calendar year, with these hours deducted from their accrued sick leave It is important to note that personal leave does not carry over from one year to the next.
Faculty, counselors, and librarians will incur an eight-hour deduction of sick leave for a full day taken off due to illness or personal reasons If only a portion of a scheduled day is utilized for sick or personal leave, the actual hours taken will be deducted accordingly.
Faculty at FSCJ can join the College sick leave pool if they have accrued 72 or more sick leave hours and have been employed for at least one year To enroll, eligible faculty must contribute 16 hours from their personal sick leave account using an application form Enrollment occurs annually, effective from the first workday in January, with eligibility determined one month prior to this date Employees must meet the criteria by the first pay date in December to qualify for enrollment.
Administration of Sick Leave Pool – The sick leave pool shall be administered by a Sick Leave Pool Committee The Union shall appoint two (2) faculty members to the committee
Terminal Leave Pay provides compensation for unused sick leave upon retirement or death of a full-time employee in the State of Florida Employees or their beneficiaries are entitled to receive terminal pay calculated based on the total accumulated sick leave days at the time of retirement or death.
• During the first three (3) years of service at the College, the daily rate of pay multiplied by 35% times the number of days of accumulated sick leave
• During the next three (3) years of service at the College, the daily rate of pay multiplied by 40% times the number of days of accumulated sick leave
• During the next three (3) years of service at the College, the daily rate of pay multiplied by 45% times the number of days of accumulated sick leave
• During the tenth (10) year of service at the College, the daily rate of pay multiplied by 50% times the number of days of accumulated sick leave
Over the next 20 years of service, employees will receive a daily pay rate increased by 50%, along with an additional 2.5% for each year of service beyond the initial 10 years, calculated based on their total accumulated sick leave days.
Payment of Sick Leave Upon Separation – A full-time employee terminating his/her employment shall receive terminal pay for accumulated sick leave as follows:
• During the seventh (7), eighth (8) or ninth (9) year of service at the College, the daily rate of pay multiplied by 45% times the number of days of accumulated sick leave
• During the tenth (10) year of service at the College, the daily rate of pay multiplied by 50% times the number of days of accumulated sick leave
Over the next twenty years of service, employees will receive a daily pay rate increased by 50%, along with an additional 2.5% for each year of service exceeding ten years, calculated based on the total number of accumulated sick leave days.
Employees may be granted an extended leave of absence without pay for up to one year due to medical necessity after exhausting all personal and sick leave options The Board has the discretion to extend this leave beyond the standard duration, provided that any such extension is recommended by the College President.
A faculty member’s request shall be responded to by the Executive Chair/Campus President or, if applicable, the appropriate Vice President within ten (10) workdays of receipt
Faculty members seeking leave without pay for study or professional development must submit a written request for up to one academic term This application should be directed through the supervising academic administrator(s) to the Executive Chair or Campus President by the midpoint of the previous academic term Approval is contingent upon securing a qualified substitute, and faculty members will receive written notice of the decision at least fifteen days before the start of the academic term or the proposed leave date, whichever comes first.
TRANSFERS
Full-time faculty members shall have the right to seek a transfer to an announced vacancy for which they meet the advertised minimum qualifications, as follows:
When a faculty vacancy becomes available and is approved to be filled through the College’s standard employment processes, regularly appointed full-time faculty may apply for a transfer
Full-time faculty will be provided notice that a faculty vacancy will be advertised through the College’s email system Interested faculty must then notify the HR Employment Manager within ten
(10) workdays by email if there is an interest in being considered for transfer
Full-time transfer applicants with the required qualifications and a satisfactory evaluation rating will be prioritized for the position over external candidates, including adjunct instructors.
A transfer screening committee, appointed by the hiring administrator, will evaluate transfer requests This committee must consist of at least three members, predominantly faculty, including one member from the specific discipline of the position Adjunct instructors are ineligible to serve The chairperson of the committee will be the relevant campus dean or their designee The final recommendation for transfer approval or denial will be made by the Executive Chair or Campus President.
If a transfer request is denied, the Executive Chair or Campus President will inform the applicant in writing about the reasons for the denial and outline the specific criteria that were considered in making the decision, prior to the opening of external applications for screening committee review.
VACANCIES
Full-time faculty members shall serve on screening committees when faculty vacancies occur and are approved to be filled through the College’s standard employment procedures
The Faculty Senate President and the hiring administrator shall jointly select the faculty members of the search committee
Committees should consist of faculty and college staff, with priority given to faculty who fulfill the credentialing criteria for the advertised roles.
If a college lacks sufficient faculty in a specific discipline to serve on hiring committees, the hiring administrator may appoint representatives from advisory committees or field experts as needed However, no more than one-third of the committee can consist of non-full-time employees Additionally, newly hired faculty can request to be included on screening committees.
The screening committee must be led by a faculty member, with priority given to those who have expertise and credentials in the relevant discipline for the position.
When a position is advertised, the hiring administrator shall appoint a screening committee as follows:
The committee must consist of at least five members, with the majority being full-time faculty Ideally, most members should represent the relevant or a similar discipline, and at least two faculty members should be from the campus where the vacancy exists.
When multiple vacancies arise simultaneously in the same discipline across different campuses, hiring administrators have the option to form a collegewide committee to address the hiring process This committee must consist of at least seven members, predominantly full-time faculty, with a majority ideally representing the specific discipline or a closely related field Additionally, the committee should include at least one faculty member from each campus with open positions, ensuring a comprehensive and equitable selection process.
Clerical assistance will be provided throughout the process by the office of the hiring administrator The Office of Human Resources is available throughout the process for consultation
RESPONSIBILITIES OF THE SCREENING COMMITTEE CHAIR
Create a detailed schedule for the interview process and inform the hiring administrator of the timings for all interviews and visits, ensuring they have the chance to meet with candidates.
• Coordinate the interview process including contacting candidates, scheduling interviews and notifying the hiring administrator
• Collect all interview documents and provide to the hiring administrator
RESPONSIBILITIES OF THE HIRING ADMINISTRATOR
• Conduct a telephone check of references for applicants and notify the committee of important information
• Assist the out of town applicant(s) with completing the reimbursement request form as appropriate insuring that all charges are properly documented with receipts
• Forward the reimbursement requests completed by out of town interviewee(s) directly to the director of budget and payroll for approval and payment in accordance with established procedures
• Call, email or write to all applicants brought to the college about the decision to hire or not, with the assistance of Human Resources
• Ensure all written material is collected at the end of the process and submitted to Human Resources
RESPONSIBILITIES OF THE SCREENING COMMITTEE
During the initial meeting, the hiring administrator outlines the instructional and academic requirements for the open position, while a representative from the Office of Human Resources provides essential guidance.
Before reviewing applications, screening criteria tailored to the specific needs of the advertised position will be established This criteria must be documented and receive approval from the majority of committee members, ensuring that all applicants are evaluated consistently based on these agreed-upon standards.
• Develops a plan whereby they are able to assess each candidate’s teaching and other relevant skills This should include observation of instructional methods as appropriate
• Reviews all applications received using the stated and approved criteria and develops a list of applicants recommended for interview
• Conducts an initial interview via a telephone or video conference call if needed
• Conducts face-to-face interviews including a teaching demonstration when appropriate
• Identifies strengths and weaknesses of finalists recommended for the position, and strengths and weaknesses of finalists not recommended for the position
At the end of the screening committee interviews, the chair will recommend the most suitable candidates for the single vacancy to the hiring administrator The recommendations will include the candidates' names listed in alphabetical order, accompanied by a summary of their strengths and weaknesses There is no specified minimum or maximum number of candidates to be recommended.
At the end of the screening committee interviews, the chair will recommend the most suitable candidates for the position to the hiring administrator(s) Candidates will be listed in alphabetical order, accompanied by a summary of their strengths and weaknesses There is no set limit on the number of candidates that can be recommended.
Upon completion of the interview process, the committee chairperson will submit the finalist list to the hiring administrator
If the hiring administrator does not select one of the recommended candidates, the screening committee will reconvene to examine other possibilities
If the hiring administrator does not recommend any candidates after the screening committee's review, the search process must be restarted with a new call for applicants A new selection committee may be formed, potentially including members from the original committee.
After the screening committee's recommendation is received, the hiring administrator will propose employment to the Executive Chair/Campus President Once approved, this recommendation is sent to the Office of Human Resources If there are any concerns from the Chief Human Resource Officer or their designee, they will reach out to the Executive Chair/Campus President to address the issue.
If the search for a vacancy does not yield a suitable candidate or if time constraints prevent a thorough search process, a temporary appointment of a faculty member will be made This temporary appointment is limited to a maximum duration of one academic year.
Upon completion of the process, Human Resources will notify all applicants of the college’s decision to hire or not hire the candidate.
REDUCTION IN FORCE
A Reduction in Force (RIF) involves the permanent elimination of full-time faculty positions, with no expectation of their reinstatement, directly impacting affected faculty members.
18.2 Determination of Need and Scope
The parties agree that employment decisions will prioritize the best interests of students and the College In the event that full-time faculty positions must be eliminated, the administration will first identify the affected academic areas, programs, or disciplines Reductions in faculty will be implemented based on two criteria: first, the relevant teaching credentials, and second, seniority.
When the seniority time is equal, the College will make the determination
In the event that the College must reduce its programs or staff due to resource limitations, affected full-time faculty will complete their current contract year and will be notified of contract termination by March 31 whenever possible Furthermore, faculty members impacted by a reduction in force will have the first opportunity to accept or decline a return to their positions as outlined in the policy.
The offer of return pursuant to this rule shall continue for twelve (12) months following the displaced faculty member’s termination date
The provisions cited herein are applicable whenever a vacant position becomes available:
• which is substantially similar to the position held by the affected individual at the time of separation caused by the reduction in force, and
• for which the affected individual is qualified and credentialed
The offer for first acceptance or refusal will remain valid for ten (10) workdays after the affected individual receives notice via certified mail regarding the position availability If the individual does not respond in writing within this period, the College will assume they are no longer interested in the employment opportunity It is the responsibility of the affected individual to ensure that the College has an accurate mailing address for all related correspondence.
When a faculty member is reinstated to their position, they will regain their original seniority, salary, and benefits that were in effect at the time of their termination Furthermore, they will also receive any contractual salary increases that were granted to all faculty members during their absence.
If the offer provided above is refused for whatever reason, this rule shall no longer have any applicability to the affected individual’s employment status at the College
For six months after termination due to a reduction in force, displaced employees will be offered an interview for a different position if they express interest, meet qualifications, and apply through the College’s job application system To be considered, displaced employees must also submit the Faculty Dissimilar Position Notification Form (Appendix F) to Human Resources by the specified close date or first review date of the position.
The provisions of this rule shall be applicable only to full-time faculty whose positions are not funded from categorical, sponsored, contracted or project fund sources
Full-time faculty members who are affected by a reduction in force and do not receive another full-time position at the college upon the conclusion of their current faculty role qualify for complimentary COBRA health plan coverage, as outlined in the details provided below.
The college will cover the COBRA costs for employee-only coverage, while outgoing faculty members must pay for dependent coverage If the employee does not pay their share of the costs, all COBRA coverage will end as usual.
• College will continue covering the noted COBRA charges for a period of up to four months (September through December)
• The outgoing faculty member must elect COBRA during the period allowed by Federal law
• The outgoing faculty member must sign an affidavit stating they do not have current coverage under another employer-provided health care plan
If an outgoing faculty member starts a new job and receives health care coverage before January, the College's COBRA subsidy will end It is the responsibility of the faculty member to inform the College before they begin coverage with the new employer.
SUBSTITUTE COVERAGE
Faculty members must attend all scheduled classes for the full duration In cases of personal or family illness, or if assigned duties elsewhere prevent attendance, it is essential for the faculty member to inform their supervisor and suggest suitable substitutes or alternative assignments for students, whenever feasible.
Prior approval must be given by the appropriate administrator for substitute coverage
When a full-time faculty member substitutes for other full-time faculty members for more than three
(3) contact hours in a given term, the substituting faculty member shall be paid at the established part- time rate commencing with the fourth contact hour.
TEXTBOOK SELECTION
The selection of textbooks and supplementary materials is the responsibility of full-time faculty, guided by departmental policies Ensuring students have access to affordable, high-quality textbooks is vital for their academic success and aligns with legal standards Both faculty and administration are dedicated to developing policies and procedures that enhance student access and affordability of course materials To address these issues, a committee with equal representation from the Union and Administration will be established to provide annual non-binding recommendations on textbook affordability, considering insights from the State audit report The committee's first meeting is scheduled by November 1, 2021, with recommendations to be submitted to the Provost and Faculty Senate President by the end of each academic year.
Textbooks to be used for a non-sequential, college credit course shall be selected by each faculty member from a list of textbooks agreed upon by the faculty
In the interests of students, academic departments or discipline shall agree upon texts to be used collegewide in sequential* courses using the following procedure:
Faculty members from each department across all campuses will participate in a collegewide committee tasked with selecting a single textbook for each course in the sequence, with the decision made by majority vote.
Faculty members have the flexibility to choose supplemental texts and instructional materials alongside the primary course text, allowing them to tailor resources to the specific needs of their discipline.
Textbooks chosen by the collegewide committee will be utilized for a minimum duration of two years, unless the committee decides otherwise based on specific circumstances.
The list of selected textbooks will be submitted by the established deadline or the textbooks in current use will be reordered
* A sequential course is a course as defined by the collegewide committee.
PROPRIETARY RIGHTS / INTELLECTUAL PROPERTY
The College and its faculty aim to create an environment that nurtures individual creativity, enabling faculty members to develop and publish scholarly and creative works, as well as educational materials These endeavors enhance professional knowledge, offer creative models for students, and elevate the College's recognition This Article seeks to clarify the ownership, uses, and rights associated with specific Intellectual Property created by faculty members, aligning with the shared goal of fostering innovation and excellence in academia.
DEFINITIONS – The following definitions shall apply to this Article:
Intellectual Property encompasses a wide range of copyrightable materials, including derivative works, inventions, trademarks, trade names, and trade secrets It specifically includes educational resources, books, articles, artistic works, photographs, films, audio and video recordings, software, web content, architectural designs, choreography, and various discoveries and processes This broad definition highlights the importance of protecting creative and innovative outputs across diverse fields.
Scholarly Works refer to the intellectual property created by faculty at the College aimed at educating students or sharing academic research findings This includes a wide array of materials such as textbooks, class notes, instructional presentations, research articles, and educational media Additionally, it encompasses recordings, software, photography, web content, publications, artistic expressions like choreography, visual arts, music, drama, poetry, and both fiction and nonfiction works.
Substantial College Support refers to the additional financial, personnel, or other resources that a college offers to faculty beyond their regular compensation and basic services This support encompasses various forms, such as access to lab space for research, the provision of research assistants, and enhanced technological resources Examples include significant assistance that goes beyond minimal office supplies, secretarial support, and local telephone use, ultimately facilitating faculty development and research initiatives.
Work-For-Hire refers to any work commissioned by the College or materials created during specific tasks or projects by faculty members outside their regular teaching duties, for which they receive additional compensation It is essential for the involved parties to strive for a written agreement detailing the work performed, materials developed, and compensation However, a written document is not a requirement to establish a Work-For-Hire Additionally, any Scholarly Work developed prior to but included within the project remains relevant in this context.
Net Revenues refer to the total gross revenue received after deducting expenses related to the creation, commercialization, and protection of Intellectual Property This includes direct costs for obtaining and marketing copyrights or patents, indirect costs, and reasonable attorney fees Under this Agreement, only the Net Revenues collected by the College are considered.
Faculty members shall retain sole ownership of the Intellectual Property they create, with the College waiving all ownership interests in such works.
1 Any and all Intellectual Property created without Substantial Support
2 Any and all Scholarly Work that is part of the faculty member’s instructional assignments, regardless of the degree of support provided by the College
3 The parties acknowledge and agree that this section shall not apply to Intellectual
Intellectual Property developed by faculty members under a "Work-for-Hire" agreement with the College, or through grant funding secured by the College for specific projects, is owned by the institution.
The College retains sole and exclusive ownership of the specified Intellectual Property, with the faculty member waiving all rights and ownership interests in it.
1 Intellectual Property wherein the faculty member(s) received Substantial Support from the College (except for Scholarly Works)
2 Intellectual Property created by a faculty member through grant funds obtained by the College for the creation of that specific Intellectual Property, unless otherwise noted in the grant
3 Intellectual Property created by a faculty member for the College as a Work- For-Hire USE OF INTELLECTUAL PROPERTY –
1 The College acknowledges that a faculty member owns all legal rights in the Intellectual Property (s)he owns, including the right to use, reproduce, distribute, and prepare derivative works
2 The Faculty acknowledge that the College owns all legal rights in the Intellectual Property it owns, including the right to use, reproduce, distribute, and prepare derivative works
3 Either Party may use Intellectual Property owned by the other Party as authorized by law (i.e., “Fair Use”)
Faculty members at the College may utilize the institution's Intellectual Property solely for instructional purposes unless a written agreement specifies otherwise.
Faculty members must obtain written approval from the Provost or Vice President of Academic Affairs before identifying their relationship with the College regarding any owned intellectual property If there is no response within thirty calendar days, the request will be considered approved.
The College must obtain written approval from faculty members before using their Intellectual Property in promotional or marketing materials If a faculty member does not respond within 30 calendar days, the request will be considered approved Additionally, the College will comply with any faculty request to remove their name from College-owned Intellectual Property attributed to them.
If a faculty member incorporates their Scholarly Work into a Work-For-Hire, the College will automatically receive a perpetual, royalty-free license to utilize that Scholarly Work for the intended purposes of the Work-For-Hire, unless a different agreement is established in writing.
Faculty members who develop College-owned Intellectual Property will receive compensation from the College based on mutually agreed terms outlined in writing This compensation will cease once the statutory protection period for the Intellectual Property expires Before any monetization of the College-owned Intellectual Property occurs, a written agreement must be executed between the College and the involved faculty members, acknowledging one of the specified compensation arrangements.
The College will allocate 40% of the Net Revenues generated from each Intellectual Property created to be distributed equally among the faculty member creators Co-creators can establish an alternative distribution arrangement through a written agreement with the College While the College is not required to pursue uncollected Net Revenues, faculty members retain the right to seek any uncollected amounts owed to them.
2 A flat rate negotiated in advance between the College and the faculty member creator(s)
GRANT/SPONSOR SUPPORTED EFFORTS AND OTHER CONTRACTS ENTERED INTO BY
OUTSIDE EMPLOYMENT
Faculty members shall ensure that outside and self-employment must not affect the member’s scheduled assignments or scheduled responsibilities at the College
Faculty members are prohibited from representing the College in any outside employment, including self-employment or business activities Additionally, they must refrain from conducting such business during their duty hours and are not allowed to use College equipment or supplies for these purposes.
Faculty members are prohibited from engaging in full-time outside employment.
EMPLOYEE BENEFITS
The College offers a range of benefits to faculty members, aligning with the approved benefits program available to all employees These benefits are integral to the faculty member's overall annual compensation package.
Article 23: Employee Benefits will be reopened annually The faculty union and the College administration will begin bargaining Employee Benefits no later than January 31 of each year
Specific for the 2022 benefit plan year (calendar year), bargaining will begin no later than August 5,
The Employee Benefits Advisory Committee (EBAC) will convene regularly to assess current employee benefits and premiums, aiming to identify the most advantageous options for college employees Their primary focus will be to recommend changes, deletions, or enhancements to the existing benefits package.
The EBAC will implement an Interest-Based Approach to ensure a fair and participative evaluation of all health insurance benefit options Before entering a new health insurance contract, a comprehensive evaluation will take place, including a formal bid process and a written recommendation from the EBAC to the Chief Human Resource Officer (CHRO) outlining the preferred plan If the CHRO does not accept the EBAC's recommendation, a written justification and fiscal analysis will be provided to the EBAC prior to finalizing the health insurance contract.
The Union will designate two representatives for a two-year term starting July 1, with staggered expirations to ensure one member's term ends each year The Union has the discretion to reappoint an existing EBAC representative upon the expiration of their term.
The College administration will not decrease the dependent subsidy matrix as it relates to faculty without bargaining with the faculty union first
The administration shall have an open enrollment period for benefits that shall be at a minimum twelve days
Current benefits include the following:
Dental Insurance Long-term Disability Insurance
Vision Insurance Employee Assistance Plan
PROFESSIONAL DEVELOPMENT
Professional development opportunities for faculty members will be grounded in nationally recognized best practices for teaching, counseling, and librarianship These opportunities may include AFPD and FSCJ courses, workshops, seminars, and approved conferences at local, state, and national levels The primary goal of professional development is to foster a community of lifelong learners among the College faculty, committed to enhancing effective student learning and exemplary teaching.
OTHER BENEFITS
Tuition Reimbursement – Faculty shall be reimbursed in an amount not to exceed $4,000 per fiscal year for tuition and lab fees
Florida State College at Jacksonville offers free tuition for faculty, their spouses, and eligible children, allowing them to benefit from tuition reimbursement or waivers for courses taken at the institution.
Eligible faculty members and their dependents must meet the admission criteria established by the Board and provide a certificate confirming the successful completion of all required courses in accordance with this rule.
B As an option, faculty members may execute a payroll deduction authorization form and provide related course completion information as required
Eligible dependents for benefits include a spouse and dependent children under the age of 26 Additionally, dependent children who are permanently disabled and reside with a full-time employee qualify for coverage regardless of their age.
WORKLOAD
The teaching faculty's workload will be measured using "workload units" (WLU), which are linked to each course in the College's curriculum and the non-teaching hours assigned weekly Each course's workload unit value will be determined based on the master course outline established by the College's curriculum committee.
The workload for non-teaching faculty shall be expressed in terms of work hours per week
A joint committee, composed of equal members from both the Union and the Administration, will be formed to evaluate options, assess fiscal implications, and create non-binding recommendations regarding potential changes to workload definitions and calculations This initiative aims to promote equity among faculty and will culminate in a report to be submitted to both parties by January 31, 2017.
• Course Release: one course release is defined as the equivalent of 3.0 to 5.5 workload units
• Home Campus: the campus/center where the faculty member was originally hired to serve or to which the faculty member was subsequently transferred
Office hours provide designated times for students to engage with faculty outside the classroom, enhancing academic support and interaction These sessions can take place in various settings, including faculty offices, campus locations, student clubs, libraries, or through electronic communication, allowing flexibility to meet students' needs as determined by faculty in collaboration with administrators.
• Reassigned (Release) Time: can be offered in any amount of workload units or designated as a course release
• Semester: designated as Fall, Spring, and Summer
• Term: any subset of the semester or academic year, generally broken into 16, 12, 8, and 4 weeks
Note that these subsets are sometimes referred to as “sessions”
Full-time faculty are assigned a base teaching load of 30 workload units (WLUs) across two semesters: fall, spring, and/or summer, along with 180 days of service, including ten official College holidays Administrators will collaborate with faculty to ensure workloads align with student and institutional needs In cases of overload or underload, banking procedures may be utilized Cumulative WLUs between 29.5 and 29.9 will be rounded up to 30 Courses not calculated under Category B in Appendix E contribute to the base workload before those that do Classes are counted towards the load before any reassigned time, and sections exceeding the base load will be calculated at the base rate The calendar for required workdays will be established based on the remaining days in the contract year, with faculty expected to fulfill their contractual obligations.
Individuals can complete 30 workload units across two semesters and have the option to earn additional overload units Those who opt not to teach during the summer semester, or who prefer to teach only part-time in the summer, may work fewer days, with the understanding that their compensation will be adjusted accordingly on a pro rata basis.
In this context, workload units (WLUs) can either be considered as overload or dynamically banked For academic years with pro rata days, the corresponding percentage of proration will apply to WLUs, with any excess beyond the pro rata amount classified as overload Additionally, new hires teaching only one semester in their first year will have a contract duration capped at 90 days.
For the academic years 2020-21 through 2023-24, if a contract extension is not ratified by July 1, 2023, full-time Adult Ed and ESOL faculty will receive six WLUs of reassigned time, included in their base teaching load of 30 WLUs The professional activities during this reassigned time will be collaboratively determined in discussions between the faculty member and the relevant administrator, with the faculty union president receiving copies of the finalized reassigned time documents Should the contract expire, the six WLUs of released time will remain in effect until a new agreement is established.
A Teaching Faculty (180 days and 40 hours per week)
Full-time teaching faculty are required to dedicate a standard forty hours each week to College activities, with thirty of those hours scheduled for direct instructional duties The remaining ten hours are allocated for professional activities related to the College, as outlined in Section III of this article.
Each teaching faculty member shall schedule thirty (30) hours which includes classroom contact hours, posted office hours available, and instructional support time
Faculty members will schedule ten office hours, approved by their supervising administrator, to accommodate student needs For those with over twenty classroom contact hours per semester, office hours will be calculated as 30 minus their classroom hours Up to half of these office hours can be conducted virtually or off-campus Faculty may reschedule office hours as necessary, and when possible, they will provide advance notice to students and the relevant administrator's office regarding any changes in availability.
Faculty's professional activities during off-hours will be established through discussions with the relevant administrator and assessed annually Reassigned time can be initiated by an Executive Chair or Campus President, subject to the administrator's discretion or approval by the Provost/Vice President of Academic Affairs in conjunction with an Executive Chair or Campus President The supervising administrator is responsible for ensuring a complete teaching load for all full-time faculty across the two required semesters, with priority given to full-time faculty for load assignments.
For Adult Ed/ESOL classes, scheduling will be reasonably constructed so that faculty are not required to teach more than four (4) consecutive hours without a break unless jointly approved
To create an effective class schedule that enhances enrollment, student success, and completion rates, collaboration between faculty and administrators is essential Faculty will receive the draft base load schedule for the upcoming semester for review and feedback as soon as it is available They can submit requests for revisions to the supervising administrators after reviewing the draft Full-time faculty with appropriate credentials will be prioritized over adjuncts for course selection, regardless of the teaching modality Additionally, faculty teaching online courses must complete approved training or demonstrate proficiency in that modality before teaching By August 15, 2017, faculty teaching hybrid courses are also required to complete approved training or show proficiency in the relevant modality.
B Librarians (180 days and 40 hours per week)
Full-time librarians are required to work 40 hours per week, with 30 hours dedicated to scheduled college activities, ensuring student needs are prioritized, especially during peak times Professional responsibilities for the remaining hours will be established through annual conferences with administrators Each spring, librarians will collaborate with their supervisors to create and approve annual work schedules that guarantee sufficient coverage for student support Additional assignments may be given based on institutional requirements Librarians may also teach classes with prior approval and can receive up to five hours of reassigned time for special projects Furthermore, those on a 220-day contract as of March 1, 2003, have the option to maintain their contract or switch to a shorter one through mutual agreement, with a minimum of 180 days.
C Counselors (180 days and 40 hours per week)
Full-time counselors are required to work a standard 40-hour week, with 30 hours scheduled for college activities, and may extend to 40 hours during peak times to meet student needs Professional activities for the remaining hours will be determined through annual evaluations and conferences with administrators Collaborative work schedule meetings will occur before each semester to allow for flexible assignments, ensuring adequate coverage for student support Counselors can teach classes with approval and may receive up to five hours of reassigned time for special projects Additionally, counselors on a 220-day contract as of March 1, 2003, have the option to remain on that contract or switch to a shorter one by mutual agreement, with a minimum of 180 days.
An extra teaching semester may be offered to teaching faculty in designated programs at a flat
Additional non-teaching weeks may be provided to faculty based on institutional needs and with the approval of the Provost/Vice President of Academic Affairs These weeks will include activities aligned with the College's objectives, and faculty will receive compensation equivalent to 2.5% of their base salary for each week.
Convocation Week will consist of a maximum of two days allocated for meetings and events across all Colleges, Schools, and Departments The remaining days will be reserved as “Instructional Preparation Days,” allowing faculty to prepare effectively for their upcoming classes.
COMPENSATION
Faculty salaries will be determined by the highest relevant degree held, as verified by official transcripts maintained in the individual's personnel file within Human Resources.
Pay Level I Bachelor’s Degree Pay Level II Master’s Degree Pay Level III Earned Doctorate or MFA Faculty shall see a base salary increase for the following pay level changes:
Level II to Level III* 13%
*Faculty who were previously at a Masters +30 level will see an 8% increase in going from Level II to Level III
Recommendations for changes in pay levels must be submitted for Board approval by the second Board of Trustees meeting following the application’s submission to the assigned dean.
Pay level changes shall be effective on the first payroll date following District Board of Trustees approval
Full-time faculty members at the College for the 2020-21 academic year will receive a one-time lump sum payment of 2.5% of their base salary, with a minimum payment of $1,250 This payment will be issued within two pay periods following contract ratification and Board approval To qualify for this payment, faculty must be employed by the College at the time of Board approval.
Full-time faculty members at the College for the 2020-21 academic year will see a 1.5% increase in their base salary for the 2021-22 academic year, effective from August 16, 2021.
Full-time faculty members at the College for the 2021-22 academic year will receive a one-time payment of 1% of their base salary, with a minimum of $500, included in the December 23, 2021 payroll To be eligible for this payment, faculty must have been employed by the College on December 1, 2021.
If either of the other employee groups receives an across-the-board increase to base-pay greater than 1.5% for the 2021-2022 academic year, the faculty will receive the difference
If the High Deductible Health Plan (HDHP) is established as the sole base plan for the College, the PPO will remain available as one of the two primary health insurance options for faculty.
Base salaries for teaching faculty and librarians and counselors hired after August 15,
2003, shall be based on 180 workdays per contract year
2 Initial salary placement for new faculty shall be:
Level I $41,300 Level II $45,000 Level III $50,800
New faculty members may be offered salary increases above the minimum base rate to acknowledge relevant college teaching experience or professional qualifications, as well as to address specific labor market conditions These adjustments must be requested by the recommending administrator and validated by Human Resources to ensure justification.
Any application of this provision will be communicated to the UFF-FSCJ President within
30 days of acceptance of the College’s offer
1 Overload assignments are as defined in Section II of Article 26 and begin after the 30 th base workload unit taught in the academic year
2 Payment for overload assignments will be per WLU over 30 within the academic year at the rate of $690 per WLU, or the certified adjunct pay rate, whichever is higher
Payments for overload assignments for the academic year will be processed as soon as possible during February through August, following the confirmation of overload status.
C Increases in Health Insurance Premiums During Term of Agreement
The College will cover the increased costs of employee health insurance premiums for the base health plan throughout the duration of this agreement, although this coverage does not apply to the dependents of faculty members.
Cost increases linked to premium rate hikes are covered under this guideline; however, it does not extend to premium increases resulting from plan changes or the addition of coverage for family members.
D Pay for Non-teaching Extra Weeks
Payment for non-teaching extra weeks will be 2.5% of base salary per week when non-teaching weeks are authorized by the administration
E Pay for Extra Teaching Terms
Faculty who accept an opportunity to teach 15 workload units in a third full term during a contract year will receive an additional $12,000 added to their base salary for that year The work and office hour requirements will remain consistent with those in other terms, and workload units will be established in accordance with Article 26.
Stipends for special assignments are granted at the administration's discretion and require approval from the College President or their designee Additionally, individual faculty members are limited to a maximum of $10,000 in stipends per year.
Effective June 8, 2021, full-time faculty can earn $50 for each hour of professional development (PD) completed from an approved list of courses, with a maximum payout of $2,000 for up to 40 hours of coursework Payments will be processed in the November 23, 2021, payroll for courses finished by October 31, and in the March 23, 2022, payroll for courses completed between November 1 and February 28, 2022, with all courses needing to be completed by February 28, 2022 These courses do not count towards the 1% salary incentive for PD Faculty who create or teach these courses will receive credit toward their 40-hour limit for each session conducted, but cannot receive credit for the same course if they are already compensated for teaching it The Academy for Teaching and Learning, in conjunction with Training and Organizational Development, will determine acceptable courses, and any appeals regarding course inclusion should be directed to the Chief Human Resource Officer and UFF-FSCJ President.
H Reimbursement for College Required Licensure
License renewal fees for required professional licenses shall be reimbursed to eligible employees beginning August 16, 2019 A required professional license is defined as either:
To meet the minimum credentialing standards for courses within their primary program or discipline, faculty members must possess a license specified in FSCJ’s faculty credentialing matrices Additionally, they are required to have taught a course under the relevant credentialing requirement at least once in the three terms preceding the issuance of the license Licenses associated with alternative credentials that do not fulfill the minimum credentialing standards are not eligible.
2 One that is specified as required by faculty as part of an institutional or program accreditation that the College holds at the time of the license renewal deadline
License renewals can be paid and reimbursed before the renewal deadline; however, the deadline is crucial as it dictates eligibility for reimbursement This policy specifically pertains to the cost of the license renewal itself, excluding any additional fees or charges.
I Reimbursement for Travel Expense Incurred for College-related Travel
Faculty will be reimbursed for travel expense that is incurred for college-related travel in accordance with College policy and Florida Statute 112.061
Terminal leave pay shall be paid pursuant to applicable Florida law and Article 16