Staff Resources - Management Employees Working Conditions

Lane Community College
Management Steering Committee

MANAGEMENT EMPLOYEES WORKING CONDITIONS

FY 2001-2002

Index 

• Article 1:  Statement of Purpose
• Article 2:  Definitions
• Article 3:  College Responsibilities
• Article 4:  Responsibilities of Management Employees
• Article 5:  Conditions of Employment
• Article 6:  Management Staff Benefits
• Article 7:  Grievance Procedure
• Appendix A:  Salary and Insurance Coverage
• Appendix B:  Guidelines for Management Professional Leave
• Appendix C:  Family Tuition Waiver Policy
• Appendix D: Bylaws of the Management Employees Group

ARTICLE 1 - STATEMENT OF PURPOSE 

1.1 The purpose of this statement is to set forth LCC employment policies pertaining to working conditions for management employees. In the event of a conflict between these policies and general College employment policies, the provisions of these policies shall apply to management employees.

ARTICLE 2 - DEFINITIONS 

2.1 Management Employees 

2.1.1 Administrator: An employee of the College who is designated a management employee by the administration; e.g., vice presidents, division, department and associate department chairs, directors, supervisors, managers.

2.1.2 Support Staff: Those employees who perform duties of a confidential nature involved with collective bargaining strategy, decisions and negotiations.

2.2 President: As used in this document, the president means the president of the College or a designee.

2.3 Validity Period: These Working Conditions and all the provisions herein shall become effective on July 1, 2001, and shall remain in effect until the board ratifies a revised set of Working Conditions.

ARTICLE 3 - COLLEGE RESPONSIBILITIES

3.1 The College shall provide compensation and benefits to each management employee in accordance with the policies outlined in this document and abide by these policies as to terms and conditions of employment. Salary ranges shall be as set forth in Appendix A, which shall be reviewed annually. 

ARTICLE 4 - RESPONSIBILITIES OF MANAGEMENT EMPLOYEES 

4.1 It is the responsibility of management employees to perform their duties as outlined in a College approved job description, to work in support of the goals and objectives of the College, to administer and follow the policies and procedures adopted by the administration and/or the Board of Education.

ARTICLE 5 -  CONDITIONS OF EMPLOYMENT 

5.1 Terms of Employment 

5.1.1 Term of Employment: A management employee's employment shall be extended each year from July 1 to the succeeding July 1 unless terminated as provided in these policies.

5.1.2 Probation: Management employees are probationary for the first twelve months of regular assigned management employment. A probationary employee may be terminated at any time, for any reason as determined by the College. Upon request, the employee shall be provided a written statement of such reason(s). Such reasons or grounds for termination shall not be subject to the grievance procedures provided herein, nor to other College grievance procedures and policies.

5.2 Evaluation

5.2.1 The College shall conduct a comprehensive evaluation for each Management Employee as follows:

5.2.1.1 In each of their first three years of management employment.

5.2.1.2 Thereafter, all other managers every two years.

5.2.1.3 Human Resources will distribute the comprehensive evaluation
forms no later than May.

5.2.1.4 Conferences between supervisor and manager will be held
as soon as reasonably possible after all evaluation forms are returned and summarized.

5.2.2 Each year, for managers not receiving a comprehensive evaluation, the College shall file in the management employee's personnel file a written evaluation. 

5.2.3 The management employee shall have the right to respond in writing to any evaluation and to have that writing included in his or her personnel file. A copy of this written response will be sent to the employee's supervisor.

5.3 Elimination of Positions

5.3.1 If a general fund position is eliminated due to reorganization or financial exigency, no less than three months written notice of termination of employment shall be given to the management employee. If the position is funded by other than the general fund, such notice shall be given not less than one month prior to termination of said funding.

5.3.2 During the period of notice the employee shall be considered for any open management position for which the employee applies and is reasonably qualified. Determination of qualification shall be at the sole discretion of the College. The employee shall also have the opportunity to request a change to a non-management assignment if a vacancy exists in a position for which the management employee is qualified. Any resulting reassignment to a non-management position shall be made in accordance with College procedures and all existing collective bargaining agreements.

5.3.3 The employee whose position is eliminated because of reorganization or financial exigency may request to have the College provide copies of job posting notices of open management positions for a period of one year from the date of termination. The employee shall make application in accordance with the College posting procedure. 

5.3.4 The management employee whose position has been eliminated has the option of being placed on leave without pay for up to twelve months. 

5.3.5 A management employee whose position has been eliminated shall have the right to the tuition waiver option for employee only for a period of one year from the date of termination. 

5.4 Reassignment

5.4.1 The College has the right to reassign management employees to other management positions and to effect changes in job descriptions and job titles, after consultation with the affected employee(s). 

5.4.2 The College retains the right to change the duties, position or title of a manager and to adjust compensation commensurate with changes in position and responsibility. The College shall, however, give three months notice in writing of any significant changes in status or compensation. When a manager is reassigned for strategic purposes to a management position of lower classification, the president may approve continuation of pay and benefits at the previous level.

5.4.3 When a request for reclassification of a manager on the salary schedule is initiated, the request shall be processed within 60 calendar days from the date of submittal to the date of final determination being delivered to the submitter. 

5.4.4 When one manager temporarily assumes the duties of another manager in addition to his/her own duties for a period of longer than 30 calendar days, he/she shall be compensated at the rate of 105% of his/her current salary for the entire duration of the assignment. This paragraph applies only to temporary assignment (not to exceed one year) of an entire department to a manager of an existing department due to a vacant managerial position. This paragraph may be superseded by agreement between the affected manager and his/her supervisor provided that the total compensation for the duration of the assignment equals or exceeds the 105% of salary as stated above. 

5.5 Discipline/Termination

5.5.1 Discipline: In the event of performance problems warranting administrative action, the management employee shall be given notice in writing by his or her immediate supervisor indicating the period of occurrence, the circumstances and the action taken. 

5.5.2 Termination for Cause: Management employees may be terminated at any time for cause. Cause shall include but is not limited to: 

5.5.2.1 Inadequate performance

5.5.2.2 Insubordination

5.5.2.3 Physical or mental incapacity

5.5.2.4 Conviction of a crime involving moral turpitude

5.5.2.5 Conviction of a felony

5.5.2.6 Failure to comply with such requirements as the College may prescribe for professional growth.

5.5.2.7 Willful failure to adhere to Board policy

5.5.3 Permanent management employees shall be entitled to notice of the charges and the sanctions considered and shall be given an opportunity to refute them, either orally or in writing, before the president or his or her authorized designee shall make or recommend a final decision. An employee terminated for cause shall have the right to appeal such termination by following the grievance procedures contained in Article 7, herein. 

5.5.4 Other Termination: If it is determined by the administration that it is not in the best interest of the College to continue a management employee for reasons other than reorganization, financial limitation or termination for cause, a minimum notice of six months shall be given. 

5.5.5 Nondiscrimination: These policies shall apply equally to all LCC management employees regardless of race, gender, age, marital status, sexual orientation, national origin, religion, disability, or any other circumstance extraneous to competence and ability to perform assigned tasks and responsibilities.

ARTICLE 6 -  MANAGEMENT STAFF BENEFITS 

6.1 Leaves with Pay 

6.1.1 Management employees shall be provided the following benefits during any period of paid leave of absence.

6.1.1.1 Vacation Leave: Management employees shall accrue paid vacation days by using the following computations: at a rate of 13-1/3 hours per month employed until completion of 120 months of continuous full-time employment at Lane Community College, or until completion of 60 months of continuous full-time employment as a management employee at Lane Community College, at which time the accrual rate for paid vacation will increase to 16 hours per month. These rates shall be prorated for less than full-time personnel. The unused portion of vacation leave may accumulate to a maximum of 240 hours. The 240 hour maximum accrual is effective on a year-by-year basis; e.g., any vacation accrued above the maximum on June 30 shall be deleted from the records. Vacation leave shall be used at a time mutually agreed upon by the employee and his or her immediate supervisor. The management employee may be denied the right to use all of the accumulated leave at one time. Under special circumstances, as determined by the president, management employees may be required to remain on duty and thus not use their vacation within the allotted time. Under these conditions, the President shall grant an extension of time for use of excess balances. Human Resources shall provide a paper or electronic monthly summary of each manager's vacation time, used, unused and accrued, and shall provide a paper or electronic notice to the employee when vacation time is deleted from the records for compliance with the maximum permitted accrual. 

6.1.1.2 Unused accrued vacation, up to 240 hours, shall be paid for upon termination or retirement.

6.1.2 Civil Duty Leave: Management employees shall be granted leaves of absence for required jury duty, to serve as witnesses at trials or to exercise other civil duty under subpoena. In such instances, the employee shall remit to the College any amount received for such civil duty less expenses and taxes so there is neither financial gain nor loss to the employee.

6.1.3 Sick Leave: Each management employee shall accrue 12 hours of leave per month employed for use when the employee is unable to work because of illness, injury or medical evaluation/ treatment. That rate of accrual shall be prorated for personnel employed less than full-time. The unused portion of sick leave shall accumulate for an unlimited number of days.

6.1.3.1 Upon retirement, the value of the accumulated sick leave shall be used in accordance with Public Employees Retirement System procedures for the purpose of computing retirement benefits.

6.1.3.2 Each employee who is absent due to illness or injury may be required to keep his or her supervisor informed as to his or her health status.

6.1.3.3 Upon becoming employed by the College, an employee shall be credited with sick leave accumulated in other Oregon public employment in accordance with Public Employees Retirement System procedures for sick leave transfer.

6.1.3.4 Pregnant employees shall be permitted to work as 
long as they have medical approval to do so. Pregnant employees shall be permitted to use accrued sick leave during the period(s) of actual medical absence as a result of pregnancy. 

6.1.3.5 The Management Employees Group, through the
Management Steering Committee (MSC), shall manage a voluntary Sick Leave Transfer System for the benefit of all active managers. The purpose of the Transfer System is to provide paid sick leave hours for bridging the gap between the exhaustion of all available leave and the completion of the sixty day Long Term Disability Benefits Elimination Period and/or, for bridging the gap when a manager has exhausted all available personal and emergency leave in a highly demanding and compassionate situation. A manager in need of additional leave hours may request the MSC to put forth a "call for donation of vacation leave" from other managers. The identity of the requesting manager shall not be disclosed by the Management Steering Committee. The donated vacation leave shall be transferred from the donors and credited to the sick or vacation leave account of the manager in need, by memo from the MSC chairperson to Human Resources denoting the particulars of the transfers.

6.1.4 Personal and Emergency Leave:

6.1.4.1 Personal Leave: An employee may be granted up to three days personal leave with pay by her/his supervisor under the following conditions:

6.1.4.1.1 When possible, at least two days notice is to be provided prior to taking personal leave.

6.1.4.1.2 Personal leave shall not be used for recreational purposes.

6.1.4.1.3 Personal leave shall not be used to extend holiday or vacation periods unless required by personal business.

6.1.4.2 Emergency Leave: In the case of death, serious illness or accident in the employee's immediate family, the employee may be granted up to five days leave with pay by her/his supervisor. Up to an additional five paid leave days may be granted by the president upon written request. The employee shall provide the earliest possible notice of his or her absence to his or her supervisor. He or she may be required to submit a written validation of the reason for the leave. For the purposes of this article, immediate family includes: parents, step-parents, spouse or same sex domestic partner, children, including step and foster, siblings, in-laws (mother, father, son, daughter, sister, brother), grandparents, grandchildren, or any person residing in the employee's household who is dependent upon the employee for care.

6.1.5 Military Training Leave: The College will provide, as specified in Oregon Revised Statutes, for up to fifteen calendar days leave in any calendar year of which a maximum of eleven shall be paid leave for required service in the reserve components of the National Guard, Armed Forces, and Public Health Service.

6.2 Professional Development

6.2.1 Professional Leave and Advanced Study

The College will maintain a Professional Leave Fund, with an annual allocation of $10,000. The intent of the Management Professional Leave monies is to provide an opportunity for managers to pursue professional leave or advanced study as described in Articles 6.2.1.1 and 6.2.1.2. Funds not expended shall be retained in that account for the ensuing year.

While a management employee is on professional leave, all benefits shall accrue to that employee as if the employee were working on the college premises.
 

6.2.1.1 Professional Leave

6.2.1.1.1 Management employees may be granted professional leave on the basis of one month of leave eligibility for each year of continuous College employment at half time or more up to twelve months of maximum eligibility at any one time. The number of management employees on professional leave at any one time will be limited to two per term, unless approved by the president.

6.2.1.1.2 When a professional leave has been taken, the employee's years of College employment for the purpose of computing future professional leave eligibility are reduced by one year for each month of professional leave taken. (See Appendix B, Guidelines for Management Professional Leave).

6.2.1.1.3 Management employees may utilize professional leave for activities such as: advanced study, professional consulting, exchange teaching or administration, professional improvement through study of business or industry or as an employee or intern, research related to one's area of responsibility, work for a federal or state agency in a capacity related to one's area of responsibility.

6.2.1.1.4 A Management Professional Development Committee (MPDC), consisting of at least three members, shall be established to make recommendations to the president or a designee. The president shall appoint one member from the management group. The vice chair of the MSC shall serve as chair of the MPDC, and at least one other member of the MSC shall serve on the MPDC. 

6.2.1.1.5 The president shall have final approval of all professional leave requests.

6.2.1.1.6 Management employees on professional leave with pay shall receive up to 75 percent of their base salary and annuity in accordance with the salary line budgeted for that employee. Computation of the leave salary shall be based on the salary of the fiscal year in which the leave is taken. The Professional Leave Fund shall be used to provide for department expenses needed to backfill for the absent manager. 

6.2.1.1.7 Upon return from professional leave with pay, management employees shall maintain their relative salary position plus any other benefits granted during the leave. 

6.2.1.1.8 Upon return from professional leave, a management employee shall remain at the College for a period of time equal to twice the length of the leave taken, or shall return the salary, management annuity, and insurance premium payment and/or residue paid during the leave. This reimbursement shall be prorated proportionate to the time difference. 

6.2.1.1.9 Details of the application process and selection criteria are provided in Appendix B, Guidelines for Management Professional Leave.

6.2.1.2. Advanced Study 

6.2.1.2.1 A management employee who enrolls in a degree program that will benefit the College and results in a terminal degree (bachelor, master, doctorate) may choose this option.

6.2.1.2.2 The management employee shall maintain a full work load less the paid leave, missing no more than a maximum of five hours per week to attend classes unless additional hours are needed, which may be approved by the president. For every three years of full-time employment, the management employee may earn one hour of paid leave per week to attend classes. This option may not exceed five hours. 

6.2.1.2.3 A manager may apply for reimbursement for tuition, fees and book expenses, up to a lifetime maximum of $10,000. (See Appendix B for details of the application and selection process).

6.3 Conferences, Workshops, Short-term Training 

The College shall make funds available for the purpose of providing management employees an opportunity to attend conferences, workshops, and short-term training. These funds will be for activities considered separate from leaves of absence without pay or professional leaves with pay. Any funds not expended will be retained in the account for the ensuing year. The annual college general fund budget shall provide $40,000 for this purpose. The Management Professional Development Committee (MPDC) shall administer conferences, workshops, and short-term training funds in accordance with the established guidelines. Primary criteria to be used for granting any funds shall be:

6.3.1 That the College will benefit from the activity.

6.3.2 The employee has provided a statement showing how the activity will improve the employee's ability to do his or her job.

6.3.3 That, depending on the availability of funds, the monies would facilitate a reasonable number of participants. Requests for these funds shall be made on paper or electronically through the supervisor to the MPDC. In the event of a disagreement between the applicant and the MPDC (See Appendix D, Bylaws), the issues may be appealed to the Management Steering Committee (MSC). The MSC's ruling shall be final.

6.4 Leaves Without Pay

6.4.1 College paid fringe benefits shall be discontinued for employees on unpaid leave of absence beginning with the first full calendar month of leave without pay. Contingent upon carrier approval, employees on approved leaves of absence may continue to pay for insurance coverage at the group rate for twelve months or as specified in applicable State and Federal insurance continuation legislation, whichever is greater. If this option is selected, employees shall pay their own insurance premiums beginning with the first full calendar month of leave without pay.

6.4.1.1 Military Leave: Management employees shall be granted leave to serve in the Armed Forces if called into active service. Upon returning from active duty, the employee shall be placed at the same salary he or she would have achieved if not called to active duty, or an equal position shall be made available upon return to the College within one month after obligatory service is terminated.

6.4.1.2 Parental Leave: Upon request, management employees shall be allowed up to one year leave without pay for maternity, paternity or adoption.

6.4.1.3 Personal Leave Without Pay: A management employee may be granted a leave of absence without pay for up to one year. Requests for such leaves shall be in writing and shall establish sufficient justification for approval. Such requests shall be submitted to the president through the employee's supervisor in such time as to allow adequate review. Response to such a request shall be given to management employees reasonably in advance of the period for which the leave of absence is requested. Management employees returning from such leaves shall be returned to their previous position or to a position of equal pay provided they notify the president in writing of their intentions to return at least sixty days prior to the expiration of the leave.

6.5 Other Staff Benefits

6.5.1 Holidays: Management employees shall receive the following paid holidays: New Year's Day, Martin Luther King, Jr. Day, President's Day, Memorial Day (last Monday in May), Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Friday following Thanksgiving Day, Christmas Day, last working day before Christmas, first working day after Christmas except when Christmas falls on a Wednesday, in which case the following Thursday and Friday shall be observed as holidays. When Christmas falls on a Saturday or Sunday, it shall be observed on either the Friday before or the Monday following Christmas, as determined by the College. The intention is to provide three paid holidays at Christmas.

6.5.2 Tuition Waiver: Management employees and eligible family members shall be eligible for tuition-free classes not in conflict with the manager's responsibilities. Retired management employees shall also be eligible for tuition-free classes on a space available basis. Guidelines for eligibility and use of tuition waivers for employees, dependents and retirees shall be promulgated by the college and approved by the Board of Education and revised, as necessary, in conjunction with revision of these Working Conditions. (See Appendix C, Family Tuition Waivers.)

6.5.3 Early Retirement

6.5.3.1 The College shall provide the benefits described below to management employees upon early retirement (see minimum age requirements, below) providing the employee: 1) was hired into a management position prior to July 1, 1991; and 2) has completed at least one hundred twenty months of continuous service. Contracted faculty employees who give up eligibility for faculty early retirement benefits in order to accept a management assignment shall also be eligible for the management early retirement plan. In addition to the above, classified bargaining unit employees hired before July 6, 1986 who are hired into a management position on or after July 1, 1991 shall also be eligible for the management early retirement plan, provided they were continuously employed in a unit position.

6.5.3.1.1 Early Retirement Insurance - Employees who elect to retire after reaching age fifty-eight but before reaching age sixty-five shall be eligible for early retirement insurance coverage. The College shall pay the premiums for insurance benefits set out in Appendix A (excluding long-term disability) and the College shall pay premiums for employee's spouse or same sex domestic partner for medical, dental and vision insurance. These benefits shall continue until the employee qualifies for Medicare. The College paid premiums for benefits for the retiree and the retiree's spouse or same sex domestic partner under this provision shall not exceed $365.35 per month. Premiums in excess of this amount shall be paid by the employee or adjusted by reduction in other benefits agreed upon herein.

6.5.3.1.2 Management employees who elect to retire before reaching age fifty-eight shall be eligible for the early retirement insurance described above if they have completed thirty years of creditable service in the Oregon Public Employees Retirement System (PERS). Management employees who are less than fifty-five when they elect to retire shall have the cost of insurance premiums deducted from their early retirement stipend until they reach age fifty-five. Upon attaining age fifty-five, the College shall begin paying premiums as outlined above. Management employees who elect to drop insurance coverage in order to receive the maximum monthly stipend under this early retirement option shall not be permitted to reestablish insurance coverage under any College plan at a later date.

6.5.3.1.3 When a retired employee qualifies for Medicare coverage, the employee may purchase group health insurance coverage for self and/or spouse or same sex domestic partner contingent upon carrier approval. In the event of the death of the retired employee prior to the date the spouse or same sex domestic partner qualifies for Medicare coverage, the spouse or same sex domestic partner may continue to pay such coverage contingent upon carrier approval until he or she attains the age to qualify for Medicare coverage.

6.5.3.2 Early Retirement Stipend - Employees who elect to retire after reaching age fifty-eight but before reaching age sixty-five shall be eligible to receive a monthly stipend equal to 1.25% of their last regular monthly salary, multiplied by the number of full months of continuous permanent employment up to 192 months divided by 12.

6.5.3.2.1 The stipend shall continue for eighty-four months or until the employee reaches the age of sixty-five, whichever comes first, and is not transferable to the employee's spouse or same sex domestic partner or third parties in the event of death of the employee. Management employees affected by increases in the Social Security full retirement age may elect to receive stipend payments after age sixty-five. In such instances the total value of the regular stipend (described above) shall be reapportioned in equal monthly installments ending at the month the employee reaches the new Social Security full retirement age. 

6.5.3.2.2 Management employees who elect to retire before reaching age fifty-eight, shall be eligible to receive a monthly stipend calculated according to the formula described above if they have completed thirty years of creditable service from the Oregon Public Employees Retirement System (PERS).

6.5.3.3 Vesting of Early Retirement - Management employees hired before July 1, 1991 who have completed at least 120 months of continuous service to the College as permanent employees and who have worked at least half time during the 120 months shall be vested in the early retirement described above in the event of layoff or medical disability. Once an employee is vested, that employee can draw the monthly benefits at normal retirement age, as outlined above (See Early Retirement, Paragraph 6.5.3.1 - 6.5.3.2.2). Should a vested employee be denied participation in the College's group insurance plans by the carrier(s) and thus not be able to have the insurance coverages as set forth above, the premium amount that would have been paid by the College to the College's group insurance carrier(s) shall instead be paid to insurance carriers selected by the vested employee. If the premium for the plan selected by the vested employee exceeds the College contribution described above, the difference shall be paid to the College by the vested employee by payroll deduction or personal check. Employees who terminate voluntarily before reaching the minimum age to qualify for early retirement benefits or who are involuntarily terminated for reasons other than layoff or medical disability shall not be vested in the program.

6.5.3.4 Tuition Waiver - Employees electing early retirement under this section shall be eligible for tuition-free classes on a space available basis. There is no minimum Lane Community College service requirement for the tuition waiver benefit. 

6.5.3.5 Managers between the ages of 55 and 58 years of age may apply directly to the president for negotiation of an individual retirement contract. The manager may use the services of a member of the Management Steering Committee as his/her advocate throughout this process. 

6.5.3.6 Retired managers may choose to continue their college-wide network account without cost. After voluntary cancellation of such an account it may not be renewed.

6.5.4 Insurance

6.5.4.1 Management employees working half time or more shall be eligible for full family medical, dental and vision insurance coverage and employee-only life and long-term disability coverage (See Appendix A, Salary and Insurance Coverage).

6.5.4.2 The premiums for full-family medical, dental, vision, and for employee-only life insurance will be College paid and premiums for long-term disability insurance will be College paid to the extent defined in Appendix A.

6.5.4.3 If the actual cost of the coverages selected by the employee is less than $506.17, the difference shall be applied to a tax-sheltered annuity. The amount of this annuity will be reduced by an amount equal to all PERS and FICA taxes due. Any management employee hired after July 1, 1994 will not be eligible to collect or apply any insurance residue toward an annuity.

6.5.4.4 The College has agreed to make available to managers the option to buy additional long-term disability insurance.

ARTICLE 7 - GRIEVANCE PROCEDURE 

7.1 Grievance Definition: 

7.1.1 For the purpose of this document, a grievance is defined as a dispute between a management employee and the College arising out of the application or interpretation of a particular clause of this document. Matters arising out of economic reductions-in-force termination shall be resolved under this process.

7.1.2 Grievances shall be processed in the following manner and within the stated time limits. Grievances shall have occurred within the last ten working days or the employee shall have had knowledge of them for no longer than the past ten working days to be eligible for processing, unless extenuating circumstances as determined by the president prevent reasonable adherence to this requirement.

7.1.2.1 Step 1: The grievance shall be discussed with the employee's immediate supervisor. If the grievance is not resolved within three working days, the employee proceeds to Step 2.

7.1.2.2 Step 2: The grievance shall be described in writing, dated and signed by the employee and shall include the following: 

7.1.2.2.1 A statement of the grievance and the facts upon which it is based.

7.1.2.2.2 An attached copy of all-pertinent correspondence and/or documents.

7.1.2.2.3 The section(s) of this document to which the grievance relates.

7.1.2.2.4 The remedial action requested.

7.1.2.2.5 The grievance and accompanying documents shall be filed with the employee's vice president within ten working days of the failure of resolution at Step 1 and the vice president or a designee shall respond in writing within ten working days of receipt. If the response does not resolve the issue, the employee may proceed to Step 3.

7.1.2.3 Step 3: The grievance and all accompanying documents shall be filed with the president within ten working days of the failure of resolution at Step 2. The president or a designee shall respond in writing within fifteen working days of receipt. If the president's response does not resolve the issue, the employee may proceed to Step 4.

7.1.2.4 Step 4: A written request for consideration by the board shall be filed with the board at the Office of the President within ten working days of the date of the written response of the president or designee under Step 3 in the event of the failure of resolution at Step 3. A written request for consideration by the board shall contain all of the information and materials specified in Step 2 and copies of all correspondence and pertinent documents issued subsequent to that date. The request may, at the discretion of the employee, include a summary of argument for his/her position. The information submitted by the employee and a statement of the president's position with such other documentation as may apply shall be submitted to the board for consideration during an Executive Session. The board shall have the option of considering the matter on the record submitted, or holding a hearing at which time testimony will be taken. The board's decision shall be communicated to the grievant by the first regular meeting following consideration. The board's decision is the final step in the grievance procedure.

APPENDIX A 

SALARY & INSURANCE COVERAGE

1) FY 01/02 Salary Ranges

The FY 01/02 Management Salary Schedule is shown on the attachment immediately following this page. 

In addition to other pay benefits, the College shall provide a monthly annuity of $400.00 to each management employee. This annuity may be invested in an approved Tax Sheltered Annuity (TSA) program, or taken as direct compensation at the discretion of the employee. If taken as an annuity, it will be Social Security taxable according to Social Security guidelines. The annuity shall be prorated for employees working less than full-time (1.0 FTE).

2) Insurance Coverage

Type of Coverage/Limits

Medical insurance: Comprehensive plan with optional preferred provider benefits up to a lifetime maximum of $1,000,000 per person (indemnity plan) including homeopathic, naturopathic and massage therapy coverage.

Dental insurance: 70-100% incentive plan. Plan benefit payable up to a maximum of $5,000 per year per covered member and each dependent at 120% of the usual & customary rates.

Vision insurance: No cost to member when using a participating provider. Payment by schedule if participating provider not selected. Coverage of $125 frame allowance when using participating providers.

Long-term disability: 66 2/3% of insured earnings up to $3,000 salary per month (premiums for up to $3,000 per month college-paid; $3,000 and above per month, premiums employee-paid up to a maximum of $10,000 per month of insured earnings).

Life insurance: $50,000 plus Accidental Death and Disability

APPENDIX A  FY 01/02 SALARY SCHEDULE
Management 1 Target Range	$24,000 - $48,000 $26,400 - $40,800
Management 2  Target Range  Target Range	$30,000 - $60,000 $37,500 - $52,500 $42,000 - $57,000
Management 3  Target Range  Target Range	$37,500 - $75,000 $46,875 - $65,625 $52,500 - $71,250
Management 4  Target Range  Target Range	$46,875 - $93,750 $51,563 - $79,688 $56,250 - $84,375
Management 5  Target Range	$58,593 - $117,187 $67,382 - $111,328
Management 6  Target Range	$73,242 - $156,249 $80,566 - $128,417

APPENDIX B 

GUIDELINES FOR MANAGEMENT PROFESSIONAL LEAVE 
 

The intent of the Management Professional Leave monies is to provide an opportunity for managers to pursue professional leave or advanced study as described in Article 6.2.1 of the Management Working Conditions.

Selection Criteria

To be considered, applications shall demonstrate that the leave proposal is directly related and beneficial to the employee in his/her assignment and that the College will benefit from the leave. Each application shall be considered on its own merits with reference to these two criteria.

It is the applicant's responsibility to submit a complete application according to the application guidelines below.

Application Process
Managers must submit applications in writing, using the Professional Leave Application Form. This form is provided to managers annually by the MPDC, and is available on request from the chair of the MPDC. 

The Professional Leave and Advanced Study process will include the following steps:

1. The manager completes the leave request section of the application.
2. The manager and/or his/her supervisor develops a Department Backfill Plan, including the total funding requested from the Management Professional Leave and Advanced Study fund to execute the backfill plan.
3. The supervisor provides a signoff statement that s/he has reviewed the leave request and approves the backfill plan.
4. The MPDC reviews the application and makes a recommendation to the president.
5. The president notifies the MPDC chair of his/her approval or denial of the request.
6. The chair of the MPDC notifies the applicant, supervisor, MPDC members and MSC chair of the president's action. If the leave is approved, the chair of the MPDC will provide additional information to the manager and his/her department regarding the next process steps.

The MPDC shall review applications four times per year, according to the following schedule:

Application Deadline	Recommendation to President
July 2	July 16
October 15	October 31
January 15	January 31
April 15	April 30

APPENDIX C 

FAMILY TUTION WAIVER POLICY

Effective fall term, 1999, the college shall provide tuition waivers to the family members of management employees as follows: 

1) The legal spouse or same sex domestic partner and dependents of active Management Employees shall be eligible to register for and take any course offered by the college without charge for tuition.

2) For the purposes of this policy, "dependents" means IRS dependents or family members for whom the manager is legal guardian. 

3) There is no limit on the number of eligible family members who may make use of this benefit. There shall be no limit on the number of credits taken, collectively or individually, by members of a manager's family.

4) The college shall establish an administrative process for the pre-certification of eligible family members by management employees. This pre-certification must take place before the term begins and before the student registers for the class(es). Tuition waivers will not be processed for students who are not pre-certified as family members at the time of registration nor will they be processed retroactively for students who become certified after completing the registration process.

5) When a tuition waiver is utilized, it shall enable the student to take and receive credit for any course without paying the tuition associated with that course. The student shall be fully responsible for payment of all general fees, registration fees, fitness center fees, student body fees, other associated costs, and for all books and supplies.

6) This benefit shall terminate at the end of any term during which the employee ceases to be an active management employee of the college.
 

APPENDIX D 

Membership

The management employees group consists of Lane Community College employees working half time or more in an administrative, supervisory or confidential capacity and not a member in any other collective bargaining unit recognized by the Lane Community College Board of Education.

The President of the college, as the representative of the Board of Education, is not a member of the Management Employees Group.  The Vice presidents may also choose to be exempt from membership. 

Purpose

The Management Employees Group exists for the purpose of recommending proposals to the college president relating to management employee salaries, fringe benefits, and working conditions. It is the intent to have a working agreement in place by July 1 of each year.

Differences in recommendations between the college president and the Management Employees Group in the annual proposal to the Board of Education will be made clear in the document submitted to the Board.

If there is impasse in reaching an agreement, the Management Employees Group may present its proposal directly to the Board.  Every effort will be made to reach agreement by July 1st. 

Committees

The Management Steering Committee (MSC) is an elected leadership committee of the Management Employees Group.  The MSC shall handle all negotiations on behalf of the Management Employees Group with regard to salaries, fringe benefits, and working conditions.   While work in these areas may occur throughout the year, the primary function of the MSC is to survey the Management Employees Group annually, to draft proposals according to the purpose stated in Section 2, and to present the proposals to the college president.  In addition, the MSC is responsible for updating and the rewriting of the Management Employees Working Conditions document each year.  The MSC may also provide assistance to individual managers who request such help in negotiating retirement packages with the President.

The MSC shall consist of five members, and one ad-hoc member.  Of these, one member shall be from Human Resources who is well versed in the college insurance plans and administration process.  One member shall be from College Finance, or the Budget Office, and be well versed in the general fund budget process.  Three additional "at-large" members shall be elected annually by the Management Employees Group.  The past Chairperson shall continue as an ad-hoc, non-voting member for one year.  The Management Council shall have the responsibility for ensuring the members are elected in a timely manner each fall.

The Professional Development Team (PDT) is the only standing subcommittee of the MSC, and shall be chaired by the Vice-Chair of the MSC.  The PDT shall consist of at least three members in addition to the Chair, and may include any member of the Management Employees Group willing to serve. 

Officers

Officers of the MSC shall consist of the following and be elected annually by members of the management group at their first annual meeting.

A Chairperson who shall convene all meetings and be generally responsible for ensuring the work of the MSC is completed in a timely way.  The Chairperson shall be the primary contact for the President on matters of salaries, fringe benefits, and working conditions.

A Vice-Chairperson who shall carry on the duties of the Chairperson in his or her absence, and serve as Chair of the Management Professional Development Team.

A Recorder who shall record and distribute group and MSC proceedings.  The Recorder shall maintain all MSC records, meeting minutes and archives. 

Amendments

Amendments to these bylaws shall be approved by a majority vote of a quorum of the Management Employees Group.  A quorum is defined as 70% of the membership. 

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