District/DCC CBA July 2023

COLLECTIVE BARGAINING

AGREEMENT

BETWEEN

SAN FRANCISCO COMMUNITY

COLLEGE DISTRICT

AND THE

DEPARTMENT CHAIRPERSON

COUNCIL

July 1, 2023 – December 31, 2025

TABLE OF CONTENTS

TOC 1

Page

PREFACE........................................................................................................................... 1

ARTICLE 1 RECOGNITION............................................................................................. 2

ARTICLE 2 EFFECT OF AGREEMENT.......................................................................... 3

ARTICLE 3 PAST PRACTICES....................................................................................... 4

ARTICLE 4 SEPARABILITY AND SAVINGS .................................................................. 5

ARTICLE 5 NON-DISCRIMINATION............................................................................... 6

ARTICLE 6 MANAGEMENT RIGHTS ............................................................................. 7

ARTICLE 7 ASSOCIATION RIGHTS .…………………………………….………..…….8

ARTICLE 8 PURPOSE, SCOPE & AUTHORITY OF CHAIRPERSONS ..................... 12

ARTICLE 9 RIGHTS OF UNIT MEMBERS ................................................................... 14

ARTICLE 10 EVALUATION ........................................................................................... 15

ARTICLE 11 PERSONNEL FILES................................................................................. 22

ARTICLE 12 WORK ENVIRONMENT........................................................................... 26

ARTICLE 13 LEAVES .................................................................................................... 27

ARTICLE 14 ELECTION/SELECTION OF DEPARTMENT CHAIRPERSONS ........... 29

ARTICLE 15 WORK YEAR/WORK WEEK/ASSIGNMENT AND CLASS SIZE ........... 36

ARTICLE 16 COMPENSATION/SALARIES.................................................................. 39

ARTICLE 17 REASSIGNED TIME................................................................................. 43

TABLE OF CONTENTS

TOC 2

ARTICLE 18 FRINGE BENEFITS.................................................................................. 46

ARTICLE 19 GRIEVANCE PROCEDURE .................................................................... 47

ARTICLE 20 DISCIPLINARY ACTION .......................................................................... 51

ARTICLE 21 DURATION………………………………………….………………………...52

APPENDIX A-1

PERB DECISION RE SCOPE OF BARGAINING UNIT………………………….………..…I

APPENDIX A-2

LIST OF DEPARTMENTS ………..…………………………….…………………………………....V

APPENDIX B

ADMINISTRATOR'S EVALUATION OF DEPARTMENT CHAIRPERSON ......................VI

APPENDIX C

FACULTY & CLASSIFIED STAFF REVIEW FORM FOR DEPARTMENT

CHAIRPERSON ..................................................................................................................X

APPENDIX D-1

FACULTY MEMBERS ELIGIBLE TO SERVE AS DEPARTMENT CHAIRPERSON.......XV

APPENDIX D-2

FACULTY MEMBERS ELIGIBLE TO VOTE FOR DEPARTMENT CHAIRPERSON .....XVI

APPENDIX D-3

DEPARTMENT CHAIRPERSON BALLOT ..................................................................... XVII

APPENDIX E

STATEMENT OF GRIEVANCE........................................................................................XIX

APPENDIX F

DEPARTMENT CHAIRPERSON APPOINTMENT* ........................................................XXI

APPENDIX G

POSITION DESCRIPTION – DEPARTMENT CHAIRPERSON.................................... XXII

APPENDIX H

JOINT DCC/AFT/DISTRICT LETTER RE: BARGAINING UNIT STATUS ................... XXVII

PREFACE

This Collective Bargaining Agreement (“Agreement”) between the Department 1

Chairpersons Council (“DCC”) and the San Francisco Community College District 2

(“District”) sets forth the terms and conditions of employment of Department 3

Chairpersons represented by the DCC. The terms and conditions of employment 4

set forth herein are intended to recognize and reinforce both the District’s 5

management authority over City College operations and the Department 6

Chairpersons’ supervisory authority as District representatives and spokespersons 7

for their departments. 8

ARTICLE 1 RECOGNITION

A. Bargaining Unit 1

The Board of Trustees of the San Francisco Community College District, hereinafter 3

referred to as "Board" or "District," recognizes the Department Chairperson Council 4

(DCC or "Association") as the sole and exclusive representative of the supervisory 5

employees in positions enumerated in the EERB Decision HO-R-48, Case No. SF-6

R-519-525, dated December 22, 1977, which includes the positions enumerated 7

and agreed to in Appendix A-1, attached hereto and incorporated herein by 8

reference. It is understood and agreed by the District and the Association that the 9

term “Department Chairperson(s)” as used throughout the provisions of this 10

Agreement is synonymous with “supervisor(s)”; and, the term “Department 11

Chairperson(s)” as used throughout the provisions of this Agreement refers to and 12

includes positions with the title of Department Chairperson and positions with the 13

title of Department Program Director. 14

B. New Positions 16

Any new position(s) designated by the Board as supervisory or any new position(s) 18

that the Association views as supervisory shall be discussed by the 19

representative(s) of the District with the representative(s) of the Association and 20

such position(s) shall, if mutually agreed, be included within the unit. Any position(s) 21

in dispute shall be referred to the PERB for determination without recourse to the 22

grievance procedure herein. 23

C. Classification 25

A Department Chairperson shall be classified as a contract scheduled academic, 27

regular scheduled academic, categorically funded academic, temporary (part-time) 28

academic, or pro-rata academic employee. 29

D. Temporary (Part-Time) Employee 31

A temporary (part-time) employee (one hired for no more than the equivalent of ten 33

(10) units) designated as a Department Chairperson shall immediately become a 34

member of the unit. To the extent that the District hires temporary (part-time) 35

Department Chairpersons, such hiring will not be for purposes of evading the 36

provisions of this Agreement. 37

ARTICLE 2 EFFECT OF AGREEMENT

It is agreed that the specific terms and provisions of this Agreement shall prevail over 1

District practices and written policies wherever such practices or written policies are 2

inconsistent with such terms and provisions. 3

ARTICLE 3 PAST PRACTICES

A. Entire Agreement - It is agreed that this contract comprises the entire agreement 1

between the Association and District on all matters within the scope of 2

representation, and neither party hereto has any further obligation to meet and 3

negotiate on any such matters during the term of this Agreement, with the exception 4

of matters subject to reopener negotiations as specified in this Agreement. 5

B. Obligation to Bargain - The above provision is not intended to relieve the District of 7

the obligation to bargain prior to changing any existing written rules, regulations or 8

practices where such rules, regulations, and practices are within the scope of 9

representation. 10

ARTICLE 4 SEPARABILITY AND SAVINGS

A. If any provision of this Agreement or any application of this Agreement to any 1

employee or group of employees is rendered invalid by operation of law or held 2

invalid by a court or other tribunal of competent jurisdiction, such provision shall be 3

inoperative, but all other provisions shall not be affected thereby and shall continue 4

in full force and effect. The parties agree that they shall, upon the request of either 5

party, within fifteen (15) workdays subsequent to any such decision, meet for the 6

purpose of negotiating such new terms or conditions required to correct the 7

declaration of invalidity. Neither party shall go to court with the intent to overturn 8

any provisions of this contract. 9

B. If closure of the College or consolidation with another community college district is 11

required by a final decision in the accreditation process, the District will consult with 12

the DCC before determining a course of action. 13

ARTICLE 5 NON-DISCRIMINATION

A. City College of San Francisco prohibits discrimination on the basis of race, religion, 1

sex, national origin, creed, ethnicity, age, physical or mental disability, political 2

affiliation, sexual orientation, ancestry, color, medical condition (e.g., cancer or 3

cancer related illness; HIV/AIDS or related conditions), genetic characteristics (e.g., 4

non-symptomatic carriers of inheritable diseases), gender identity, marital or 5

domestic partner status, parental status, veteran status, height, or weight. 6

B. The Grievance Procedure herein may not be used for any claims arising hereunder 8

for which another administrative forum, such as the Equal Employment 9

Opportunities Commission (EEOC) or the Department of Fair Employment and 10

Housing (DFEH) is provided by law. For purposes of this Article, the Public 11

Employment Relations Board shall not be considered an administrative forum. 12

ARTICLE 6 MANAGEMENT RIGHTS

A. The District’s exercise of its express and implied legal powers, rights, duties, and 1

responsibilities, e.g., the adoption of policies, rules, regulations, and practices in 2

furtherance of these powers, and the use of judgment and discretion in connection 3

therewith, shall be limited only by the specific and express terms of this Agreement. 4

ARTICLE 7 ASSOCIATION RIGHTS

A. No Reprisals - The Association and Employer agree that no reprisals will be taken 1

against any person who exercises rights guaranteed by law or this contract or who 2

executes responsibilities imposed by law or this contract. 3

B. Negotiations with Other Organizations 5

1. The Board or its representative(s) agree not to negotiate with any other 7

organization or individual in matters upon which the Association is the 8

exclusive representative. The Association agrees that neither it nor its 9

representative(s) will negotiate privately or individually with any person or 10

persons not officially designated by the Board as its representative(s) in 11

matters upon which the Association is the exclusive representative. 12

2. This Agreement shall constitute the full and complete commitment between 14

both parties and may be altered, changed, added to, deleted from or modified 15

only through the mutual consent of the parties in a written and signed 16

amendment to this Agreement. 17

C. Dues Deduction 19

The District will deduct from the pay of Association members and pay to the 21

Association the normal and regular monthly Association membership dues as 22

voluntarily authorized by Association members, in writing, by the employee on the 23

District Payroll Deduction Authorization form, subject to the following conditions: 24

1. The District agrees to such deduction for all Association members within the 26

unit who have signed deduction forms, provided dues are in uniform amounts. 27

2. Such deduction shall be made only upon the submission on a District Payroll 29

Deduction Authorization form of a duly executed and revocable authorization 30

by the employee. 31

3. Such dues deduction shall remain in effect until cancelled by the Association 33

member or by the Association, or until the member resigns from the District or 34

returns to the faculty unit. 35

4. The Association agrees to hold the District harmless against any claims made 37

of any nature whatsoever, and against any claim or suit instituted against the 38

District arising from its collection and deduction of Association dues. 39

D. Organizational Use of Facilities 41

The Association will provide, in accordance with established Board procedures, 43

advance notice if it wishes to utilize a District facility during normal working hours. The 44

Association agrees to leave the facility in the exact same condition of cleanliness as 45

existed prior to its use. 46

ARTICLE 7 ASSOCIATION RIGHTS

E. Parking Permits 2

The Association shall be provided by the District with four (4) permanent parking 4

permits for use by Association representatives at those District facilities that have on-5

site parking. 6

F. Equipment 8

The Association and its duly authorized representatives may be allowed to 10

occasionally use District equipment, with advance approval of management, without 11

cost, when such equipment is not otherwise in use. Supplies for all printed materials 12

must be solely at the expense of the Association. District requirements shall at all 13

times have priority over those of the Association. 14

G. Released Time/Association Business 16

1. Negotiations - A maximum of three (3) authorized Association negotiation 18

team members shall be released from their regular work duties, without loss 19

of pay or benefits, when negotiation meetings with management are 20

scheduled during regular working hours of the members involved. By mutual 21

written agreement between the DCC and the District during negotiations, the 22

maximum of three (3) may be waived to permit up to seven (7) authorized 23

members to be released from their regular work duties without loss of pay or 24

benefits. 25

Requests for released time shall be made in writing by the President of the 27

DCC or designee to the Director, Employee Relations, or designee, and shall 28

be received as early as possible prior to a scheduled session. In no event, 29

however, may a request for such released time be received less than one 30

workday in advance in order for a member to be eligible for released time. 31

2. Grievances - No paid released time shall be used or granted Association 33

representatives for grievance preparation. Association representatives shall 34

be released from their regular work duties without loss of pay or benefits, when 35

grievance resolution meetings with management are scheduled during the 36

regular working hours of the members involved. 37

2.1 Substitutes - District and DCC may mutually agree to make adequate 39

arrangements for a member of the bargaining unit who is absent from 40

her/his duties for the purpose of processing grievances. 41

3. Reassigned Time for Association Business – Sixty percent (60%) of a full-time 43

load (i.e., six units) of paid reassigned time shall be granted to the Association. 44

ARTICLE 7 ASSOCIATION RIGHTS

3.1 Such reassigned time shall be used for Association business, 1

grievance, or negotiations. 2

3.2 For Association designees whose combined departmental and 4

Association reassigned time exceeds 29 units annually, the 5

Association designee shall be granted instructionally-related overload 6

for any excess reassigned units consistent with Article 16.C. The 7

Association designee may request that some excess reassigned units 8

be granted to another Association member for the conduct of 9

Association business, e.g., grievances, negotiations or consultation. 10

H. Mailboxes/Bulletin Boards - The Association shall utilize mailboxes and/or bulletin 12

boards for its communications as long as such communications are dated and bear 13

Association identification as the originator and/or distributor. 14

I. Information to Association – District will provide the following information to the 16

Association President either in hard copy via mail, electronic copy attached to an e-17

mail or hyper-link included in an e-mail: 18

1. Board Agenda/Minutes - The Board Agenda packet, excluding all confidential 20

information and materials as defined by applicable law. This shall be 21

furnished to the Association President no later than the time it was furnished 22

to the Board. Any updates or changes after this information has been sent 23

will also be provided to the Association President. 24

2. Policies/Administrative Regulations - At the beginning of each contract 26

period, during the term of this Agreement, one full set of Board Policies; and, 27

during the term of this Agreement, any changes, additions, alterations, or 28

deletions to Board Policies or administrative regulations simultaneously with 29

distribution to management. 30

3. Budgets/Studies - At the time of submission to the Board of Trustees: 32

1. One (1) copy of each CCFS-311 and CCFS-311Q and each District 34

Quarterly Report and the District’s Annual Audit Report 35

2. One (1) copy of CCSF Faculty Load Report (when available) 36

3. One (1) copy of Attendance Report CCFS-320 37

4. One (1) copy of the Budget in final adopted form 38

5. One (1) copy of each Board presentation: Preliminary, tentative, 39

publication budget packets, as prepared for public usage 40

6. One (1) copy of the District's Affirmative Action/Staff Diversity Plan and 41

all subsequent updates/modifications (when available) and one (1) 42

copy of the District’s annual Staff Data Report. 43

7. One (1) copy of the District’s Classified Staffing Chart/Report 44

ARTICLE 7 ASSOCIATION RIGHTS

8. One (1) copy of the quarterly detailed revenue and expenditure 1

forecasts for the current budget year in the General Fund and 2

Categorical Accounts. 3

4. Copies of Agreement - The District will cover the District's cost of 5

photocopying the Agreement in-house. DCC will arrange for reproduction and 6

distribution to all unit employees. 7

J. Consultation 9

The parties agree that communication involving employer-employee relations, 11

specifically administration of the contract in force, may be facilitated by consultation 12

meetings. Either party may request a consultation meeting where they believe a 13

resolution of a problem or problems may be feasible. The party requesting such a 14

meeting shall, in writing, submit an agenda to allow an understanding of the problem 15

to be discussed or resolved and the date, place, and time requested. The receiving 16

party shall, within three (3) workdays, notify the requesting party of agreement or non-17

agreement to the meeting. Such meeting shall not be unreasonably denied. Meetings 18

shall be held during the Association members' non-working hours. Neither party shall 19

have more than three (3) representatives at any such meeting unless mutually agreed 20

to prior to the meeting. These meetings are not intended to bypass the grievance 21

procedure and shall not constitute an invitation to renegotiate any provisions of the 22

Agreement. 23

K. Change in Structure 25

To the extent that changes in the District's institutional structure, such as closure of a 27

Campus where a Department Chairperson is located; the reduction or elimination of 28

categorical grant funding for a program headed by a Department Chairperson; 29

elimination or consolidation of a department; and the like, will adversely affect a 30

member of the Association, the District will inform in writing the Association in advance, 31

wherever possible, of the implementation of such changes and will consult with the 32

Association over the effects of such changes upon written request to do so by the 33

Association. 34

ARTICLE 8 PURPOSE, SCOPE & AUTHORITY OF CHAIRPERSONS

Under the direction of a Dean and in the area of responsibility, a Department Chairperson 1

(“Chairperson”) has the dual purpose to: 2

1) Implement academic policies and procedures at the department level that flow from 4

CCSF’s mission; and 5

2) Provide academic leadership to faculty in meeting the needs of students. 6

As a front-line supervisor, a Chairperson is both a representative of the administration 8

and a department spokesperson. In representing CCSF administration to faculty, the 9

Chairperson articulates the needs, concerns, and goals of the District and implements 10

administrative policies and procedures at the department level in support of officially 11

adopted College Plans and Board Goals. In representing a department to administration, 12

the Chairperson articulates the needs, concerns and goals of the department in order to 13

inform administrative decision-making. Chairpersons have supervisory authority within 14

the College’s organizational structure related to one or more disciplines and the specific 15

exercise of such authority is subject to approval by the Dean. 16

The Chairperson’s role includes the following: 18

• Coordinate the duties, responsibilities and evaluation of faculty. 20

• Hire, orient, schedule, supervise and evaluate emergency faculty hires, 22

substitute faculty, classified employees assigned within the department, student 23

workers, individuals under contract, and volunteers. 24

• Recommend a plan for the direction of academic programs. 26

• Facilitate the development of and recommend curriculum that meets the quality 28

standards set by the State Chancellor of Community Colleges and CCSF District 29

Administration, and coordinate course development with other departments, 30

programs, and services as appropriate. 31

• Develop and recommend a schedule of classes in advance of each semester 33

that meets students’ needs, enrollment goals, and department instructional 34

budgets. 35

• Recommend effective enrollment strategies to her/his Dean; initiate, after 37

consultation with the Dean, the cancellation of low enrolled classes and the 38

addition of new and combined sections; work with students affected by changes to 39

the schedule of classes; and implement administrative direction, after consultation 40

with her/his Dean, with respect to the preceding in compliance with College policies 41

and contracts. 42

• Develop and assign faculty work schedules that correspond to the schedule of 44

classes and other departmental activities that meet student need and demand, 45

ARTICLE 8 PURPOSE, SCOPE & AUTHORITY OF CHAIRPERSONS

subject to the final approval of the Dean, and supervise faculty performing 1

instructionally related activities affecting the department. 2

• Facilitate the hiring process for full time and part time faculty in compliance with 5

College policy and contracts. 6

• Ensure that the courses taught to students at the College are current as to general 8

educational and specific topical trends, ideas, methods and techniques. 9

• Demonstrate primarily through an annual plan or program review, how the 11

department accomplishes its goals, assess student learning outcomes, and 12

maintains academic integrity and high quality education. 13

• Monitor and report on the academic integrity and performance of the delivery of 15

the highest quality of education to students. 16

• Demonstrate effective leadership while contributing to participatory governance 18

at CCSF. 19

• Implement the policies and procedures set by CCSF District Administration and 21

provide department input to the Administration on policies and procedures within 22

the College’s administrative structure. 23

• Plan and report on the operational needs of the department. 25

• Support the Dean to achieve academic and budgetary goals and provide the 27

Dean with departmental input necessary for the development, achievement, and 28

success of these goals. 29

• Effectively communicate with her/his dean, administration, students and faculty. 31

• Develop and maintain positive relationships with administration, faculty, 33

classified staff, students, and communities served by the College. 34

• Lead department meetings. 37

The complete job description, including duties and responsibilities, of Department 39

Chairpersons appears at APPENDIX G. 40

ARTICLE 9 RIGHTS OF UNIT MEMBERS

A. Opportunity for Input 1

Through established administrative channels, unit members are afforded notice 3

and an opportunity to provide input to the Administration preceding substantive 4

decisions affecting the department or discipline or program for which the unit 5

member is responsible. The opportunity for input exists both during and outside 6

the regular calendar. This provision does not limit DCC’s right of consultation 7

pursuant to Article 7.J. 8

B. Retreat 10

Where a Department Chairperson position is eliminated, an incumbent regular 12

or contract Department Chairperson shall, consistent with her/his District and 13

Education Code rights as a regular or contract employee, return to the faculty. 14

C. Layoff 16

Where a District layoff of academic employees is to be implemented, a 18

Department Chairperson in District contract or regular status shall be 19

considered, consistent with her/his District and Education Code provisions and 20

rights, as a regular or contract employee of the District along with all other 21

regular or contract faculty within the District. 22

D. Accrual 24

A unit member in a contract or regular scheduled status shall accrue contract, 26

regular, and seniority rights as a scheduled academic employee. 27

E. Categorical, Credit Pro-Rata, and Temporary (Part-time) Employees 29

Terms and conditions not specifically enumerated herein in regard to categorical, 31

credit pro-rata, and temporary (part-time) unit members shall be in accordance 32

with the District/AFT Contract. 33

ARTICLE 10 EVALUATION

A. Purpose 1

1. The purpose of department chair evaluations is to recognize the strengths 3

and special qualities of the evaluatee and to define areas that need 4

improvement, 5

B. Applicability and Calendar 7

1. All Department Chairpersons shall be evaluated by their supervising 9

Dean with regard to the performance of their supervisory duties and 10

responsibilities (Article 8 and Appendix G) year of service as department 11

chair. At the end of each academic year supervising Deans shall, in 12

consultation with Department Chairpersons, determine which Department 13

Chairpersons are to be evaluated in the Fall Semester and which will be 14

evaluated in the Spring semester of the following year. Deans will inform 15

Department Chairpersons of the evaluation cycle prior to the end of the 16

preceding academic year. 17

2. The evaluation process shall include an informal review/evaluation by the 19

academic and classified members assigned to the department, as 20

described in Article 10.C below. The Dean shall endeavor to conduct this 21

informal review/evaluation in September/October (for Fall evaluations) or 22

February/March – (for Spring evaluation) -- but no later than November 23

15/April 15. 24

3. The evaluation process shall include the opportunity for a Department 26

Chairperson to share with the supervising Dean their goals, activities, and 27

accomplishments for the period of evaluation. 28

4. The Dean shall endeavor to complete the formal evaluation process, as 30

described in Article 10.D below, one month prior to the end of the 31

semester– but no later than December 15/May 15. 32

C. Faculty and Staff Review/Evaluation 34

An informal review/evaluation of each Department Chairperson by the 36

academic and classified members of her/his department shall be conducted 37

using a District/Association-developed form (Appendix C). The Department 38

Chairperson and the supervising Dean shall examine and discuss all forms 39

submitted by faculty and staff. The Dean shall summarize the informal review 40

results on a blank copy of the form at Appendix C, which copy shall then be 41

attached to the report from Article 10.D. The parties agree to collaborate on 42

exploring an electronic option of this process. 43

D. Management Evaluation 45

ARTICLE 10 EVALUATION

The Dean will complete an evaluation using a District/Association-developed 1

form (Appendix B). 2

E. Signature on Evaluation Report 4

The Department Chairperson shall sign the report indicating he/she has 6

received it. If the evaluatee refuses to sign that he/she received the report, 7

the Dean shall so indicate on the report, signing her/his own name. 8

F. Follow-up to Satisfactory Evaluation 10

1. The completed evaluation from 10.D along with the summary from 12

10.C will be placed in the Department Chairperson’s personnel file in 13

accordance with Article 11, Personnel Files. 14

2. The evaluatee may file a rebuttal within fifteen (15) workdays of 16

receipt. Any rebuttals received shall be attached to the evaluation and 17

placed in the Department Chairperson’s personnel file. 18

G. Follow-up to Needs Improvement 20

1. When the overall evaluation rating is needs improvement, the 22

Department Chairperson will work with her/his Dean for one 23

semester based on a written improvement plan. The plan will contain 24

specific goals developed by the Dean in consultation with the 25

Department Chairperson, and will be developed within fifteen (15) 26

workdays of receipt of the completed evaluation. 27

2. At the end of the designated semester, the Department Chairperson 29

shall submit a report to the Dean detailing the extent to which the 30

elements of the improvement plan have been achieved. 31

3. At the end of the designated semester, the Dean will review the 33

report from the Department Chairperson, consult with the 34

appropriate Associate Vice Chancellor, and determine the extent to 35

which the Department Chairperson has met the goals of the 36

improvement plan. This determination will be delivered to the 37

Department Chairperson in writing. 38

4. The evaluatee may file a rebuttal within fifteen (15) workdays of 40

receipt of the Dean’s determination of improvement. 41

5. The completed evaluation, improvement plan, Chair’s improvement 43

report, Dean’s determination of improvement, and possible Chair’s 44

rebuttal shall be included as a packet in the personnel file in 45

accordance with Article 11, Personnel Files. 46

ARTICLE 10 EVALUATION

H. Follow-up to Unsatisfactory Evaluation 2

Where the overall evaluation rating is unsatisfactory, the Dean shall ensure 4

that the evaluation document states with specificity the basis of the 5

unsatisfactory performance. The Department Chairperson has four options, 6

described in subsections H.1 – H.4 below. 7

1. The Department Chairperson may choose to accept the evaluation by 9

means of a written response to the appropriate Associate Vice 10

Chancellor within 15 workdays of receipt of the evaluation. 11

1.1 In that event, the appropriate Associate Vice Chancellor shall 13

assign the Department Chairperson to work with a Dean for 14

one semester, based on a written improvement plan with 15

specific goals developed by the Dean in consultation with the 16

Department Chairperson. The evaluation plan shall be 17

developed within fifteen (15) workdays of receipt of the 18

Department Chairperson’s response. 19

1.2 At the end of that semester, the Dean, in consultation with the 21

appropriate Associate Vice Chancellor, may determine that the 22

Department Chairperson’s performance has improved to the 23

point of being satisfactory. This determination shall be 24

communicated to the Department Chairperson in writing. 25

1.3 At the end of that semester, or at any time during the period, 27

the Dean, in consultation with the appropriate Associate Vice 28

Chancellor, may determine that the Department Chairperson’s 29

performance has not improved to the point of being 30

satisfactory and may recommend that the Department 31

Chairperson resign as Department Chairperson. This 32

determination shall be communicated to the Department 33

Chairperson in writing. 34

1.3.1 The Department Chairperson may accept the 36

recommendation and resign as Department 37

Chairperson. 38

1.3.1.1 In that event, the Department Chairperson 40

shall retain her/his faculty status. 41

1.3.1.2 Such resignation will prohibit the Department 43

Chairperson from serving as Department 44

Chairperson for three (3) years, but no other 45

penalty shall be applied unless the underlying 46

ARTICLE 10 EVALUATION

conduct presents cause for discipline pursuant 1

to Education Code section 87732. 2

1.3.2 The Department Chairperson may choose to appeal 4

the Dean’s decision, in writing, to the appropriate Vice 5

Chancellor within fifteen (15) workdays of receipt of the 6

Dean’s recommendation to resign. 7

1.3.2.1 The Department Chairperson’s written 9

response shall set forth with specificity the 10

basis for the appeal. The Department 11

Chairperson may meet with the appropriate 12

Vice Chancellor to present the appeal in 13

person. The appropriate Vice Chancellor shall 14

make a decision and communicate it to the 15

Department Chairperson in writing within ten 16

(10) workdays after the meeting or, within 17

twenty (20) workdays of submission of the 18

appeal if no meeting occurred. 19

1.3.2.2 The appropriate Vice Chancellor may 21

determine that the Department Chairperson’s 22

performance was satisfactory. In that event, the 23

Dean’s original evaluation along with the 24

appropriate Vice Chancellor’s determination of 25

satisfactory performance shall be maintained in 26

a sealed folder in the personnel file. Only the 27

Chancellor or Vice Chancellor of Human 28

Resources may authorize unsealing the folder. 29

1.3.2.3 The appropriate Vice Chancellor may sustain in 31

writing Dean’s recommendation that the 32

Department Chairperson resign. 33

Such a recommendation shall be accepted by 35

the Department Chairperson, who shall retain 36

her/his faculty status. 37

Such resignation will prohibit the Department 39

Chairperson from serving as Department 40

Chairperson for three (3) years, but no other 41

penalty shall be applied unless the underlying 42

conduct presents cause for discipline pursuant 43

to Education Code section 87732. 44

ARTICLE 10 EVALUATION

1.4 The Dean’s evaluation, the Chair’s improvement plan, the 1

written determination of improvement, or failure to improve, and 2

any resignation shall be included as a single packet in the 3

personnel file in accordance with Article 11, Personnel Files. 4

2. The Department Chairperson may choose to contest the evaluation 6

by initiating an appeal in writing, to the appropriate Associate Vice 7

Chancellor within fifteen (15) workdays of receipt of the evaluation. 8

2.1 The Department Chairperson’s written response shall set forth 10

with specificity the basis of the appeal. The Department 11

Chairperson may meet with the appropriate Associate Vice 12

Chancellor to present the appeal in person. The appropriate 13

Associate Vice Chancellor shall make a decision and 14

communicate it to the Department Chairperson in writing 15

within 10 workdays after the meeting or, within twenty (20) 16

workdays of submission of the appeal if no meeting occurred. 17

2.2 The appropriate Associate Vice Chancellor may determine that 19

the Department Chairperson’s performance was satisfactory. 20

In that event, the Dean’s original evaluation along with the 21

appropriate Associate Vice Chancellor’s determination of 22

satisfactory performance shall be maintained in a sealed folder 23

in the personnel file. Only the Chancellor or Vice Chancellor 24

Human Resources may authorize unsealing the folder. 25

2.3. The appropriate Associate Vice Chancellor may sustain in 27

writing the allegations in the Dean’s evaluation. 28

2.3.1 In that event, the appropriate Associate Vice 30

Chancellor has the discretion to assign the Department 31

Chairperson to work with a Dean for a designated 32

period not less than one (1) semester based on a 33

written improvement plan with specific goals developed 34

by the Dean in consultation with the Department 35

Chairperson. The evaluation plan shall be developed 36

within fifteen (15) workdays of receipt of the 37

appropriate Associate Vice Chancellor’s response. 38

2.3.2 At the end of that period, the Dean in consultation with 40

the appropriate Associate Vice Chancellor, may 41

determine that the Department Chairperson’s 42

performance has improved to the point of being 43

satisfactory. This determination shall be communicated 44

to the Department Chairperson in writing. 45

ARTICLE 10 EVALUATION

2.3.3 At the end of the designated period, or at any time 1

during the period, or in the event that the appropriate 2

Associate Vice Chancellor chooses not to request the 3

development of an improvement plan, the Dean, in 4

consultation with the appropriate Associate Vice 5

Chancellor and Vice Chancellor, may recommend that 6

the Department Chairperson resign as Department 7

Chairperson. 8

2.3.3.1 Such a recommendation shall be accepted by 10

the Department Chairperson, who shall retain 11

her/his faculty status. 12

2.3.3.2 Such resignation will prohibit the Department 14

Chairperson from serving as Department 15

Chairperson for three (3) years, but no other 16

penalty shall be applied unless the underlying 17

conduct presents cause for discipline pursuant 18

to Education Code section 87732. 19

2.3.4 The Dean’s allegation letter, the appropriate Vice 21

Chancellor/Associate Vice Chancellor letter, the Chair’s 22

improvement plan, the written determination of 23

improvement, or failure to improve, and any resignation 24

shall be included as a single packet in the personnel file 25

in accordance with Article 11, Personnel Files. 26

3. The Department Chairperson may choose to resign, in writing, within 28

fifteen (15) workdays of receipt of the Dean’s evaluation. 29

3.1 Resignation shall not affect her/his faculty status. 31

3.2 Resignation will prohibit the Department Chairperson from 33

serving as Department Chairperson for three (3) years, but no 34

other penalty shall be applied unless the underlying conduct 35

presents cause for discipline pursuant to Education Code 36

section 87732. 37

3.3 The original evaluation from the Dean shall be processed in 39

accordance with Article 11, Personnel Files. 40

4. The Department Chairperson may decline to respond. 42

4.1 Failure to respond within fifteen (15) workdays of receipt of the 44

Dean’s evaluation shall be deemed a response of “no contest” 45

ARTICLE 10 EVALUATION

and shall result in automatic resignation, effective the day after 1

the written response of the Department Chairperson was due. 2

4.2 Automatic resignation shall not affect her/his faculty status. 4

4.3 Automatic resignation will prohibit the Department Chairperson 6

from serving as Department Chairperson for three (3) years, but 7

no other penalty shall be applied, unless the underlying conduct 8

presents cause for discipline pursuant to Education Code 9

section 87732. 10

4.4 The original evaluation from the Dean shall be processed in 12

accordance with Article 11. 13

ARTICLE 11 PERSONNEL FILES

A. There shall be one (1) official District personnel file for each unit member, 1

which shall be maintained in the Human Resources Department. The file 2

shall consist of records of employment with the District, records of 3

educational advancement and other work or experience pertaining to the 4

status of the unit member's employment with the District, Department 5

Chairperson appointment request forms, leave forms, transcripts, 6

recommendations and evaluations for job application, official evaluations, 7

and correspondence pertaining to the member. 8

B. The following items, even though maintained separately, shall be considered 10

as part of the official District personnel file: Time rolls, attendance and payroll 11

records, work orders, TB records, history cards, salary cards, credential 12

records, schedule and assignment files. The District may add similar 13

categories of routine personnel record-keeping to this list provided that the 14

Association is notified that the list will be expanded. 15

C. Only materials in the official District personnel file (augmented by records 17

maintained by other governmental agencies) shall be used in any proceeding 18

affecting the status of the unit member's employment with the District, and 19

this file shall be the only file used in any disciplinary or dismissal proceeding. 20

1. A unit member may inspect her/his personnel file upon written notice 22

and during normal business hours at such times when the unit 23

member is not otherwise required to render service to the District. A 24

unit member may, upon her/his written authorization, designate a 25

representative to review the file in the presence or the absence of the 26

unit member. Where the member selects an Association 27

representative to review the member's file, the Association and 28

member agree to indemnify and hold harmless the District for any loss 29

or damage whatsoever arising from operation of this subsection. 30

District agrees to be bound by applicable federal and/or state statutes 31

concerning the privacy and confidentiality of such records and files. 32

Access to the official District personnel file shall be limited to District 33

management employees and their properly authorized classified and 34

confidential staff. 35

2. All reviews shall be done in the presence of a management employee 37

or designee who shall be positioned in a manner ensuring 38

confidentiality to the parties and security of the file. 39

3. Any item to be placed in the file shall be clearly identifiable as to its 41

source or originator and its date of receipt by the District. 42

4. If derogatory material or complaints, except student complaints, are 44

received which may result in placement in a Department 45

Chairperson's personnel file, the following procedure shall be utilized: 46

ARTICLE 11 PERSONNEL FILES

4.1 If the material or complaint is deemed serious enough for 2

further action (e.g., placement in the personnel file of a 3

Department Chairperson), the material shall be submitted to 4

the appropriate Vice Chancellor for review. 5

4.2 If any further action is deemed warranted by the Vice Chancellor 7

(e.g., placement in the personnel file of the Department 8

Chairperson), he/she will send a copy of the derogatory material 9

to the Department Chairperson within ten fifteen (15) workdays 10

of the Vice Chancellor’s receipt of material. 11

4.3 Management shall arrange a meeting with the Department 13

Chairperson to review the material and establish whether or not 14

a factual basis for the material exists. The Department 15

Chairperson may have a representative at this meeting. 16

4.4 Derogatory material placed in the file must include the factual 18

substantiation for that material. 19

4.5 If material to be placed in a Department Chairperson's 21

personnel file is documentation of a conference with the 22

Department Chairperson, the procedure outlined in 4.1 - 4.3 23

above need not be followed. 24

5. A Department Chairperson shall be notified in writing of any intended 26

entry into her/his file which is deemed derogatory in nature other than 27

formal evaluations. The Department Chairperson shall have the right 28

to respond in writing within fifteen (15) workdays of official receipt of 29

the notice of proposed placement of derogatory material in her/his file. 30

Date of receipt shall be indicated either by certified mail with return 31

receipt or by hand delivery by management/designee with a 32

verification of date of delivery by the management/designee where the 33

unit member refuses to acknowledge receipt by her/his signature and 34

date. Nothing herein precludes any other reasonable verification of 35

receipt. 36

6. Appeal Procedure 38

6.1 Notwithstanding 4 or 5 above, if a unit member wishes a 40

removal or correction of material being placed in her/his file, 41

he/she shall, within fifteen (15) workdays from the time he/she 42

was informed of the intention to place derogatory material in 43

her/his file: 44

ARTICLE 11 PERSONNEL FILES

6.1.1 Prepare in writing a detailed and complete explanation 1

of the reason(s) such material in question should be 2

removed or corrected. 3

6.1.2 Send by certified mail or hand delivery, with official 5

signature of receipt obtained, this explanation, along 6

with a request for review of the matter, to the Associate 7

Vice Chancellor of Human Resources/designee. 8

6.2 Based upon the facts presented in the explanation, the 10

Associate Vice Chancellor of Human Resources/designee 11

shall respond in writing within fifteen (15) workdays as to 12

her/his decision. 13

6.3 An appeal to the appropriate Vice Chancellor may be filed by 15

the unit member by certified mail or hand delivery, with official 16

signature obtained, within fifteen (15) workdays following 17

receipt of the decision of the Associate Vice Chancellor of 18

Human Resources/designee. 19

6.3.1 Such appeal must include the original explanation and 21

reasons for appeal as well as the Associate Vice 22

Chancellor of Human Resources/designee decision, 23

and 24

6.3.2 Shall identify, in writing, why, specifically, the Associate 26

Vice Chancellor of Human Resources/designee 27

decision is being appealed. 28

6.4 Either the employee or the appropriate Vice Chancellor may 30

request a personal conference. Any such conference shall be 31

by mutual agreement and held, where possible, within fifteen 32

(15) workdays. Such conference shall be limited to only those 33

matters presented in writing in 6.3.1 and 6.3.2 of the previous 34

step. The unit member is entitled to representation at this 35

conference, but he/she may waive this right. 36

6.5 The appropriate Vice Chancellor shall communicate her/his 38

decision, in writing, within fifteen (15) workdays of initial receipt, 39

or ten (10) workdays subsequent to a conference held between 40

the parties, whichever is the longer period. The appropriate 41

Vice Chancellor’s decision is final and binding. 42

6.6 Failure of the unit member to comply with the time limits at any 44

step shall forfeit all rights to further processing. District’s failure 45

to respond within time limits constitutes an automatic denial 46

ARTICLE 11 PERSONNEL FILES

and automatically entitles the petitioner to proceed to the next 1

step. Time is of the essence in all steps; time limits and steps 2

may be waived by mutual agreement. 3

7. Material excluded from review by the unit member and the Association 5

includes ratings, reports and records obtained prior to the employment 6

of the unit member and any other material related to application for 7

other positions in the District. Where inconsistent with the law, this 8

subsection shall not apply. 9

8. Upon request by a unit member, copies of any material which he/she 11

is entitled to review shall be made for her/him. The first copy of 12

material used by the District in any disciplinary, dismissal, or grievance 13

proceeding will be provided at no cost. Any other copies will be at 14

cost. 15

9. The District shall inform each unit member requesting to see her/his 17

file of the existence of those records maintained separately. Where a 18

unit member specifically requests to review those official records, the 19

District shall provide for such review. 20

ARTICLE 12 WORK ENVIRONMENT

A. The District shall comply with all health and safety regulations of the California 1

Occupational Safety and Health Act of 1991 as applied to California community 2

colleges. Unit members will actively participate in these compliance efforts, 3

including reporting any work environmental issues to their supervisor and to other 4

appropriate offices. 5

B. The District shall make reasonable efforts to provide adequate clerical support to 7

unit members. Where clerical support assistance is not available or timely, 8

Department Chairpersons may contact their appropriate Dean, who shall assess 9

the situation and make reasonable efforts to accommodate as warranted by the 10

situation. 11

C. To the extent practicable, the District shall inform DCC and affected Department 13

Chairpersons in writing prior to implementation of plans affecting the level of 14

classified support received by unit members. DCC may request consultations 15

within ten (10) workdays after notification. 16

ARTICLE 13 LEAVES

A. Unit members shall receive paid and unpaid leave benefits in accordance with the 2

current District/AFT Contract. No Department Chair compensation (detailed in 3

Article 16.A.2) shall be paid to a unit member while on a sabbatical leave. 4

Department Chairpersons in a categorically funded status shall receive paid and 5

unpaid leave benefits in accordance with the provisions of their applicable grant 6

contracts. 7

B. A unit member on a leave for no more than eight (8) consecutive regularly scheduled 9

workweeks shall have the right to return to her/his Department Chairperson position 10

after such a leave. He/she shall continue to receive the Department Chairperson 11

compensation during this leave unless (1) a Dean selects a temporary replacement 12

in accordance with Article 14.I, or (2) the Dean temporarily assumes the duties and 13

responsibilities of the Department Chairperson who is on leave. In either event, the 14

Dean shall complete the appropriate form (Appendix F) and the Department 15

Chairperson compensation protion of the salary shall be suspended. The 16

Association shall be immediately informed in writing when such temporary 17

replacements occur. 18

C. For leave requests of more than eight (8) consecutive regularly scheduled 20

workweeks during a semester, the District shall decide at the time the leave is 21

requested whether or not the unit member will be allowed to resume her/his position 22

upon return from the leave, except where otherwise provided by law. 23

1. The unit member may, upon her/his request, have a personal conference with 25

the Dean as part of the leave application process. 26

2. If the leave is granted without the condition that the unit member may not return 28

to her/his duties upon return from leave, then the unit member may return to 29

her/his duties upon return from leave. 30

3. If the leave is granted with the condition that the unit member may not return to 32

her/his duties upon return from leave, then the Dean must indicate in writing the 33

reasons for this decision. The Dean’s statement of reasons must be included in 34

or attached to the District’s letter in which the leave is granted. Within ten (10) 35

workdays of receipt of the Dean’s decision, the unit member may withdraw the 36

leave application. No unit member shall be removed from her/his position as a 37

result of a leave application that is withdrawn pursuant to this provision. A unit 38

member who withdraws her/his leave application may appeal the Dean’s 39

decision under Article 13.C.5. 40

4. If the leave request is denied, then the Dean must indicate in writing the reasons 42

for this decision. The Dean’s statement of reasons must be included in or 43

attached to the District’s letter in which the leave is denied. 44

ARTICLE 13 LEAVES

5. Within ten (10) workdays of receipt of the Dean’s decision to either deny the 1

leave or to grant the leave with the condition that the unit member may not return 2

to her/his duties upon return from the leave, the unit member may appeal to the 3

appropriate Vice Chancellor. The Vice Chancellor must respond within ten (10) 4

workdays of receipt of the unit member’s appeal. Within ten (10) workdays of 5

receipt of the Vice Chancellor’s response, the unit member may appeal to the 6

Chancellor. The Chancellor must respond within ten (10) workdays of receipt 7

of the unit member’s appeal. The Chancellor’s decision shall be final. 8

ARTICLE 14 ELECTION/SELECTION OF DEPARTMENT CHAIRPERSONS

A. The procedures outlined below are designed to assure that the selection of a 2

Department Chairperson reflects the needs of faculty in the department as well as 3

the needs of management. Selection of all Department Chairpersons shall be a 4

management prerogative, subject to the following procedures: 5

B. Election - The procedure outlined in Article 14.C through 14.K. below shall apply to 7

all departments except cross-curricular departments. Cross-curricular departments 8

shall follow the procedure outlined in 14.L and the provisions of 14.E and 14.F. 9

C. Eligibility to Serve - Eligibility to serve as Department Chairperson shall be limited to 11

1. Full-time faculty members of the department who are tenured or tenure-13

tracked and who have taught/worked the majority of their load during the 14

current and immediately preceding semesters in the involved department. 15

For the purpose of this Article, sabbatical leave shall be considered 16

"teaching/working." 17

2. Part-time faculty shall be eligible to serve in special circumstances with prior 19

mutual agreement between DCC and District. 20

D. Eligibility to Vote - Eligibility to vote in Department Chairperson elections shall be 22

limited to 23

1. Those full-time faculty (including categoricals) who have taught/worked the 25

majority of their load in the department during the current and immediately 26

preceding semesters. For the purpose of this Article, sabbatical leave shall 27

be considered "teaching/working," and those on sabbatical leave during the 28

current semester shall be polled by mail at their last known address. 29

2. Those part-time faculty and long-term substitutes (including categoricals) 31

who have taught/worked the majority of their load in the department during 32

the current semester and have taught in any department in any two preceding 33

semesters. Such faculty shall be entitled to one-half (½) of a vote. 34

E. Voting Procedure - Where, in a current or newly-formed department, due to 36

resignation, retirement, end of term, or removal for adverse cause, a Department 37

Chairperson position is open, all faculty in the department shall be so informed in 38

writing, and those faculty eligible to vote shall express their preference in the 39

following manner: 40

1. Two lists of faculty in the department shall be compiled by the Human 42

Resources Office and verified by the DCC by September 15, using the forms 43

in Appendices D-1 and D-2: a list of those eligible to serve as chairperson, 44

and a list of those eligible to vote. 45

2. The official list of those eligible to serve as Department Chairperson, along 47

ARTICLE 14 ELECTION/SELECTION OF DEPARTMENT CHAIRPERSONS

with a small envelope and a large envelope, shall be sent to all faculty 1

members of the department who are eligible to vote by October 15. Each 2

eligible voter shall cast one (1) vote (or one-half (½) vote) for her/his choice 3

for Department Chairperson, and 4

2.1 Place the completed form in the small envelope, and seal; 6

2.2 Place the small sealed envelope in the large envelope bearing her/his 8

name, sign under the printed name, and seal; 9

2.3 Return the envelope to the polling box within two (2) calendar weeks 11

from the original date of mailing. 12

3. Ballots shall be opened and tallied by one District representative and one 14

DCC representative within the three (3) workdays following the voting 15

deadline. 16

4. Following the tally, the DCC and the Human Resources Office shall each 18

notify the individual of her/his election by the department, but not the vote 19

counts. The results of the voting shall be confidential except that, within 20

four (4) workdays of the tally, the overall vote totals (percentage) shall be 21

available for scrutiny at the Human Resources Office by those receiving 22

votes. 23

5. If no candidate receives greater than 50% of the vote, a run-off election shall 25

be held between the top two (2) candidates, following the procedure outlined 26

above in 14.E.2-3. In unusual situations that do not fit this formula, those 27

candidates to be included in the run-off election shall be determined in 28

consultation between the District and the DCC. Run-off elections shall be 29

held as quickly as practical. 30

F. Interview by the Chancellor /Designee. - The results of the election shall be 32

forwarded to the Chancellor/Designee, who shall interview the highest vote-getter. 33

If the second highest vote-getter in the department receives votes within ten (10) 34

percentage points of the candidate with 50% or more of the vote, that person shall 35

be similarly interviewed by the Chancellor/Designee. The appointment shall be 36

made before the end of November, unless a run-off or second election requires the 37

extension of this deadline. 38

G. Appointments 41

1. If the Chancellor/Designee accepts the qualifications of (one of) the 43

individual(s), that individual shall be officially named Department Chairperson 44

for a three-year term. 45

2. If the Chancellor/Designee has cause, the Chancellor/Designee may appoint 46

the individual to a one-year term. The Chancellor/Designee and the Dean 47

ARTICLE 14 ELECTION/SELECTION OF DEPARTMENT CHAIRPERSONS

shall meet with the individual, who may be accompanied by a DCC 1

representative, to explain the cause. During this one-year term, a routine 2

evaluation shall be conducted in accordance with Article 10. 3

2.1 If the evaluation is satisfactory, the individual shall be appointed to the 5

remaining years of the term. 6

2.2 If the evaluation is “needs improvement,” Article 10.G will not be 8

invoked. The appropriate Vice Chancellor may decide to continue the 9

individual’s appointment as Chair. If the appropriate Vice Chancellor 10

decides not to continue the individual’s appointment, the Department 11

Chairperson shall resign and an election to fill the remainder of the 12

term shall be held. The appropriate Vice Chancellor and the Dean 13

shall meet with the individual, who may be accompanied by a DCC 14

representative, to explain the basis for the decision. 15

2.3 If the evaluation is unsatisfactory, Article 10.H will not be invoked. 17

The Department Chairperson shall resign and an election to fill the 18

remainder of the term shall be held. The appropriate Vice Chancellor 19

and the Dean shall meet with the individual, who may be 20

accompanied by a DCC representative, to explain the basis for the 21

decision. 22

3. If the Chancellor/Designee determine not to appoint the individual referred to 24

them, that individual shall be entitled to subsequently meet with the 25

Chancellor/Designee for the purpose of hearing the Chancellor/Designee's 26

rationale for not appointing the individual. The individual shall be entitled to 27

Association representation at any meeting held between the 28

Chancellor/Designee and the individual not being appointed. 29

4. The parties agree to collaborate on a training program for new Department 31

Chairpersons. 32

H. Department Chairpersons’ Terms of Office 34

1. Department Chairpersons serve a three-year term, except as provided for 36

in Sections G.2, I, and K. 37

2. Selection Procedure Conducted in 2023/24. 39

Art 41

Asian Studies 42

Asian American Studies 43

Astronomy 44

Chemistry 45

Computer Networking and Information Technology 46

ARTICLE 14 ELECTION/SELECTION OF DEPARTMENT CHAIRPERSONS

Culinary Arts and Hospitality Studies 1

Dental Assisting 2

Earth Sciences 3

English 4

English as a Second Language 5

Journalism 6

Lesbian, Gay, Bisexual and Transgender Studies 7

Library and Learning Resources 8

Library Information Technology 9

Physics 10

Radiologic Sciences 11

3. Selection Procedure Conducted in 2024/25. 13

Biological Sciences 15

Broadcast Electronic Media Arts 16

Child Development and Family Studies 17

Cinema 18

Disability Services & Programs for Students 19

Fashion 20

Interdisciplinary Studies 21

Latin American and Latina/o/e/x Studies 22

Learning Assistance 23

Mathematics 24

Nursing – Registered 25

Older Adults 26

Social Sciences 27

Transitional Studies 28

Visual Media Design 29

World Languages and Cultures 30

4. Selection Procedure Conducted in 2025/26 32

Administration of Justice/Fire Science 34

African American Studies 35

Aircraft Maintenance Technology 36

Automotive, Motorcycle, and Building Maintenance 37

Behavioral Sciences 38

Business 39

Communication Studies 40

Community and Public Health 41

Computer Science 42

Counseling Services & Programs 43

Educational Technology 44

Engineering and Architecture 45

Environmental Horticulture and Floristry 46

ARTICLE 14 ELECTION/SELECTION OF DEPARTMENT CHAIRPERSONS

Health Care Technology 1

Kinesiology, Athletics, and Dance 2

Labor and Community Studies 3

Music and Theatre Arts 4

Nursing, Licensed Vocational 5

Philippine Studies 6

Photography 7

Student Health Services 8

Women’s and Gender Studies 9

I. Temporary Appointments - Where a Department Chairperson's position is vacated 12

during the current term of office, 13

1. If the vacancy is for more than two (2) semesters, the new Chairperson shall 15

be selected in accordance with the preceding procedures, which shall be 16

implemented within four (4) weeks of the vacancy being declared. The 17

appropriate Vice Chancellor has discretion to select, on an interim basis for 18

service until implementation of the regular selection process is completed, 19

the candidate he/she deems to be most qualified, while giving priority to: 1) 20

member(s) within the department recommended by the vacating 21

Department Chairperson, 2) other eligible faculty members within the 22

department as defined in 14.C or 14.K, 3) faculty in related departments, 4) 23

faculty from another department. 24

2. If the vacancy is of two (2) or fewer semesters, the appropriate Vice 26

Chancellor, Associate Vice Chancellor (as applicable) and the Dean shall 27

appoint an interim Department Chairperson within twenty (20) workdays of 28

the vacancy being declared. The appropriate Vice Chancellor has discretion 29

to select the candidate he/she deems to be most qualified, while giving 30

priority to: 1) member(s) within the department recommended by the 31

vacating Department Chairperson, 2) other eligible faculty members within 32

the department as defined in 14.C or 14.K above, 3) faculty in related 33

departments, 4) faculty from another department. 34

3. If the vacancy is of two (2) or fewer semesters, the appropriate Vice 36

Chancellor, Associate Vice Chancellor (as applicable) and the Dean shall 37

notify the DCC and the involved department's faculty, in writing, within ten 38

(10) workdays of the appointment. 39

4. In the event of a vacancy occurring in a Department Chairperson position for 41

any reason, an existing Department Chairperson shall not be assigned 42

temporarily to cover that position without her/his written consent. 43

J. Resignation 45

1. The resignation of a Department Chairperson from her/his Department 47

ARTICLE 14 ELECTION/SELECTION OF DEPARTMENT CHAIRPERSONS

Chairperson's position shall be in writing and submitted to the Dean with a 1

copy to the Vice Chancellor and Associate Vice Chancellor as applicable. 2

2. Where the Department Chairperson is also resigning from the District, such 4

resignation shall be in writing and in accordance with contract provisions in 5

the District/AFT Contract. 6

K. Probationary Faculty 8

1. A probationary faculty member may not be appointed to a term of office as a 10

Department Chairperson that would exceed the period of her/his faculty 11

contract. A second and/or third year appointment would not require a new 12

vote/consensus procedure. 13

L. Cross-curricular Selection Procedure/Eligibility 15

1. The Cross-curricular Departments are: 17

African American Studies 19

Asian Studies 20

Asian American Studies 21

Interdisciplinary Studies 22

Latin American and Latina/o/e/x Studies 23

Lesbian, Gay, Bisexual and Transgender Studies 24

Philippine Studies 25

Women's and Gender Studies 26

2. Eligibility to Serve and Voting Rights - Any current faculty member who was 28

eligible and scheduled to teach a course listed by a cross-curricular 29

program/disciplines in any of the last four (4) semesters is eligible to vote in 30

that department's voting (14.D and 14.E). Full-time faculty who meet this 31

criterion are eligible to serve as Department Chairpersons of cross-curricular 32

departments. Department Chairpersons of cross-curricular departments shall 33

submit a list each semester of the faculty who are teaching in their 34

departments. 35

2.1 In special circumstances, DCC and District may agree to include part-37

time faculty as eligible to serve as Department Chairpersons. One such 38

circumstance may be when the eligible full-time faculty members are 39

unable or unwilling to serve as Department Chair. 40

2.2 In special circumstances, DCC and District may agree to include 42

instructionally related faculty (librarians and counselors) as eligible to 43

vote and/or to serve as Department Chair. The special circumstances 44

shall include a certification by the incumbent Department Chairperson 45

that the instructionally related faculty have been making significant 46

contributions to the department. 47

ARTICLE 14 ELECTION/SELECTION OF DEPARTMENT CHAIRPERSONS

3. Voting procedure shall follow Article 14.E, above. 2

4. Individual faculty members may attain eligibility to vote or serve in more than 4

one cross-curricular department by meeting the criteria above. 5

5. Interviews by the appropriate Vice Chancellor, Associate Vice Chancellor 7

(as applicable) and the Dean shall follow Article 14.F, above. 8

ARTICLE 15 WORK YEAR/WORK WEEK/ASSIGNMENT AND CLASS SIZE

A. Work Year 1

1. Calendar 3

1.1 A unit member shall serve on only one of the instructional calendars 5

(e.g., credit, non-credit, apprenticeship) for scheduled academic 6

employees as contained within the current District/AFT Contract. 7

However, Student Services chairpersons may work on the Counseling 8

Calendar whenever agreed to in advance by the Department 9

Chairperson and the administrator to whom he/she reports. 10

2. Work Outside of Calendar 12

2.1 Additional Work Year Requirements – if contacted by the appropriate 14

dean a Department Chairperson shall be available in person, on site, 15

or by telephone, or email for days outside her/his appropriate calendar 16

without additional compensation as follows: 17

2.1.1 Four working days immediately prior to the Spring semester 19

professional flex day. 20

2.1.2 Four working days immediately prior to the Fall semester 22

professional flex day. 23

2.1.3 Three working days immediately prior to the start of the 25

summer session classes and the first two days of the summer 26

session, if the department is offering classes during the 27

summer. 28

A Department Chairperson shall submit in writing to her/his 30

Dean details of their availability for these periods no later than 31

fifteen (15) workdays prior to the end of the fall and spring 32

semesters, The Department Chair may also include the name 33

of the alternate to be contacted if the Department Chairperson 34

cannot be reached. 35

Supervising Deans will endeavor to work with Department 37

Chairs when recommendations that would normally be made 38

by the department chairperson need to be made outside the 39

days noted above, however, if a Department Chair is not 40

available, after allowing a reasonable time for response, the 41

Supervising Dean will take actions as needed. 42

ARTICLE 15 WORK YEAR/WORK WEEK/ASSIGNMENT AND CLASS SIZE

2.2 Absent good cause, each Department Chairperson shall participate in 1

the College-wide Graduation dressed in ceremonial robes (to be 2

provided by the District as necessary). When graduation occurs on a 3

workday, that day will count as one of the four mandatory summer 4

workdays for Department Chairpersons who attend graduation. 5

2.3 Any additional days and/or hours of fiscally compensated service (over 6

and above 15.A.1 and 15.A.2 above) shall be only as required by a 7

categorical grant or as mutually agreed between the involved unit 8

member and the Dean. (See Article 16.B.) 9

B. Work Week/Work Load 11

1. Unit members who are full-time faculty shall work on site(s) five days a week. 13

Part-time unit members shall work on site(s) as arranged with their Dean. 14

2. Unit members in contract or regular District status shall work the same 16

equated load as members of the regular faculty. This will comprise 17

supervisory hours and, where applicable, teaching hours. There will be an 18

equated 15-unit workload each week for unit members. 19

Supervisory duties are based on 35 hours/week = 15 units 21

Counseling/Student Services duties 23

are based on 30 hours/week = 15 units 24

Credit Lecture classes are based on 15 hours/week = 15 units 26

Non-credit classes are based on 25 hours/week = 15 units 28

Instructionally related assignments 30

are based on 35 hours/week = 15 units 31

3. The current workweek for unit members is: 33

1) 15-unit Weekly Base Load 35

2) 2.33 hours per week equal to each 1 unit of supervisory reassigned 37

units 38

ARTICLE 15 WORK YEAR/WORK WEEK/ASSIGNMENT AND CLASS SIZE

WEEKLY SUPERVISORY

REASSIGNED UNITS

WEEKLY SUPERVISORY

WORK HOURS

WEEKLY TEACHING/

FACULTY UNITS

3 7 12 1

4 9.33 11 2

5 11.66 10 3

6 14 9 4

7 16.33 8 5

8 18.66 7 6

9 21 6 7

10 23.33 5 8

11 25.66 4 9

12 28 3 10

13 30.33 2 11

13.5 31.46 1.5 12

14 32.66 1 13

15 35 0 14

C. Maximum Release Time 16

All unit members must perform regular faculty service in their area equivalent to at 18

least one workload unit per year as part of their regular load. 19

D. Assignments/Class Size 21

Unit members who teach shall determine the courses, hours, and days that they will 23

teach subject to the approval of their immediate dean. Courses taught shall be 24

governed by the provisions of the District/AFT Contract relating to load, class size, 25

and teaching units. 26

Unit members in non-instructional areas (for example, counseling, librarian services, 28

student health services, education technology, etc.) shall determine their schedules 29

subject to their Dean’s approval, per the provisions of the District/AFT Contract. 30

ARTICLE 16 COMPENSATION

A. Compensation 1

1. Compensation for Department Chairpersons shall consist of the sum of the 3

applicable provisions of the District/AFT Contract combined with the tables in A.2 4

below and shall be divided into twelve (12) equal monthly payments. 5

2. Commencing January 1, 2019, Department Chairpersons shall receive the 7

compensation reflected in the table below, based on their years of service and 8

reassigned units provided by Article 17.B. 9

Reassigned

Units

Year of Service

Step

Year 1

Additional

Compensation

7/1/23

Year 2

Additional

Compensation

7/1/24

Increase by final

State COLA,

minimum of 2%

Year 3

Additional

Compensation

7/1/25

Increase by final

State COLA,

minimum of 2%

First year

Step 1

5,089

5,191

5,295

After one year

Step 2

6,103

6,225

6,350

After two years

Step 3

7,302

7,448

7,597

After three years

Step 4

8,319

8,485

8,655

After four years

Step 5

9,335

9,522

9,712

After five years

Step 6

10,350

10,557

10,768

After six years

Step 7

11,370

11,597

11,829

After seven years

Step 8

12,390

12,638

12,891

After eight years

Step 9

13,410

13,678

13,952

First year

Step 1

10,168

10,371

10,578

After one year

Step 2

11,192

11,416

11,644

After two years

Step 3

12,205

12,449

12,698

After three years

Step 4

13,221

13,485

13,755

After four years

Step 5

14,237

14,522

14,812

After five years

Step 6

15,256

15,561

15,872

After six years

Step 7

16,272

16,597

16,929

After seven years

Step 8

17,296

17,642

17,995

After eight years

Step 9

18,315

18,681

19,055

First year

Step 1

15,257

15,562

15,873

After one year

Step 2

16,276

16,602

16,934

After two years

Step 3

17,296

17,642

17,995

After three years

Step 4

18,310

18,676

19,050

After four years

Step 5

19,323

19,709

20,103

After five years

Step 6

20,342

20,749

21,164

After six years

Step 7

21,355

21,782

22,218

After seven years

Step 8

22,378

22,826

23,283

After eight years

Step 9

23,400

23,868

24,345

First year

Step 1

20,346

20,753

21,168

After one year

Step 2

21,363

21,790

22,226

After two years

Step 3

22,374

22,821

23,277

ARTICLE 16 COMPENSATION

After three years

Step 4

23,397

23,865

24,342

After four years

Step 5

24,410

24,898

25,396

After five years

Step 6

25,427

25,936

26,455

After six years

Step 7

26,445

26,974

27,513

After seven years

Step 8

27,468

28,017

28,577

After eight years

Step 9

28,489

29,059

29,640

13.5

First year

Step 1

22,890

23,348

23,815

13.5

After one year

Step 2

23,906

24,384

24,872

13.5

After two years

Step 3

24,925

25,424

25,932

13.5

After three years

Step 4

25,940

26,459

26,988

13.5

After four years

Step 5

26,957

27,496

28,046

13.5

After five years

Step 6

27,972

28,531

29,102

13.5

After six years

Step 7

28,988

29,568

30,159

13.5

After seven years

Step 8

30,010

30,610

31,222

13.5

After eight years

Step 9

31,030

31,651

32,284

3. Department Chairpersons shall be credited, for purposes of placement on the 4

tables in A.2 above, with the number of previous years of service in a Department 5

Chairperson position. 6

4. Such Department Chairperson compensation for reassigned units are for a full 8

instructional calendar year of performance of Department Chairperson duties and 9

responsibilities. Department Chairperson compensation for service of less than 10

a full year shall be prorated to the number of days served in relation to the service 11

days required in the instructional calendar, except for the provisions stated in 12

Article 13.B. 13

5. In no case shall any Department Chairperson receive additional Department 15

Chairperson compensation for Department Chairperson duties and 16

responsibilities in more than one department. 17

6. District shall pay during each academic year, for those who are members, District 19

contribution to the State Teachers’ Retirement System or the San Francisco City 20

and County Employee’s Retirement System for all compensation. 21

B. Extra Pay for Work Beyond the Appropriate Calendar 24

All hours/days worked by Department Chairpersons in excess of the Work Year 26

(Article 15.A) shall be eligible for compensation only with mutual agreement between 27

a Department Chairperson and her/his immediate Dean, or, where applicable, as 28

required by a categorical grant. The supervising administrator must give prior 29

approval for extra pay for Department Chairperson duties to be completed outside 30

ARTICLE 16 COMPENSATION

the appropriate calendar, and Department Chairpersons must submit a timesheet 1

identifying work completed. 2

Such compensation shall be at the credit instructional or counseling overload hourly 4

rate applicable in accordance with the compensation provided in the current 5

District/AFT Contract if the work performed by the Department Chairpersons is 6

supervisory in nature. All other hours of non-supervisory work performed by 7

Department Chairpersons shall be at the instructionally-related hourly rate in 8

accordance with the compensation provided in the current District/AFT Contract. 9

C. Overload 11

Department Chairpersons, with the approval of the immediate dean, may teach/work 13

one overload class or its equivalent each semester at the appropriate salary rate. 14

Such overload assignments shall not exceed six (6) hours in any academic year. 15

Exceptions may be made only with the approval of the appropriate Vice Chancellor. 16

An additional overload class of three (3) hours, provided it is scheduled in the evening 17

or on Saturday, shall be given due consideration by the administration. The annual 18

total of overload assignments shall not exceed twelve (12) hours in any academic 19

year, with no carryover of these hours from year to year. 20

D. Payment Policy 22

1. Installments - A Department Chairperson on an annual salary basis, who has 24

served a complete school year in a contract or regular status, shall be paid in 25

twelve (12) equal monthly installments. A Department Chairperson in a 26

categorically funded full-time status may be paid in twelve (12) equal monthly 27

installments, or in accordance with the terms of a grant contract. 28

2. Less Than Full Work Year - A District contract or regular scheduled employee 30

who serves less than a full work year shall receive as salary only an amount 31

that bears the same ratio to the established annual salary for the position as 32

the number of working days he/she serves bears to the total number of work 33

year working days specified in this contract. 34

A Department Chairperson who serves less than a full work year shall have 36

her/his annual salary divided into equal installments if possible. 37

E. Professional Growth 39

Department Chairpersons shall receive the professional growth benefits in 41

accordance with the District/AFT Contract provisions. 42

ARTICLE 16 COMPENSATION

For attendance at professional meetings related to the Duties and Responsibilities 1

described in Article 8 and Appendix G, Department Chairpersons shall also be 2

eligible to apply for administratively assigned travel funds. 3

F. Substitute Teaching 4

It is not the responsibility of Department Chairpersons to teach the classes of 6

instructors who are absent. However, where consistent with the policy on class 7

substitutions, and where no qualified instructor can be located, the Department 8

Chairperson may substitute in the instructor's classes. Monetary compensation for 9

such substitution shall be the same as that received by instructors normally 10

substituting for such classes. 11

G. Retirement 13

Department Chairpersons in District regular or contract status shall retain the same 15

retirement benefits as regular and contract academic employees consistent with their 16

status as determined by the State Teachers' Retirement System or the San Francisco 17

City and County Employees' Retirement System, and relevant Education Code 18

provisions. 19

ARTICLE 17 REASSIGNED TIME

A. FTES and FTEF for disciplines - The reassigned units assigned to Department 2

Chairpersons for their duties and responsibilities for a given academic year shall be 3

determined by FTES (Full-Time Equivalent Students) or FTEF (Full-Time Equivalent 4

Faculty) as defined below. Such figures shall be verified by DCC prior to 5

implementation by the District. 6

1. FTES shall include the FTES for resident, non-resident, and international 8

students for all classes in a department. 9

FTES for the academic year shall be determined by summing the fall, spring, 11

and the following summer of the academic year. 12

FTES generated by an individual class shall be counted in only one department. 14

2. FTEF shall be determined by the full-time equivalent instructional and/or 16

instructionally related assignments in the department including day, evening, 17

and weekend instructional and/or instructionally-related assignments of both 18

full-time and part-time academic personnel, each academic semester, as of the 19

first census day. 20

FTEF for the academic year shall be determined by summing the fall, spring, and 22

the following summer of the academic year. 23

FTEF shall be counted in only one department. 25

B. Reassigned Units for Department Chairpersons 27

1. The following table shall be used in determining the reassigned units for all 30

Department Chairpersons, including terms that begin in August 2019: 31

Annual

Department

FTES

Annual

Department

FTEF

Reassigned

Units per

Semester

Under 220

Under 13

3.0

220 to 440

13 to 26

6.0

440 to 880

26 to 52

9.0

880 to 2,200

52 to 135

12.0

2,200 or more

135 or more

13.5

Refer to Appendix A-2 for a list of departments. 34

ARTICLE 17 REASSIGNED TIME

The DCC and the College administration have a shared interest in increasing both 1

enrollment and productivity. Aligned with state apportionment formulas, the overall 2

college productivity goal is 17.5 (FTES divided by FTEF). 3

Where department FTES and FTEF would yield different amounts of reassigned 5

units, the higher reassigned units shall be used. 6

The reassigned units for a Department Chairperson shall be determined in the year 8

of selection (as noted in Article 14.H) based on the FTES and FTEF values of the 9

academic year immediately preceding the selection year. 10

Reassigned units shall remain constant for the three-year Department Chairperson 12

term, regardless of changes during that term to Department FTES and FTEF, or 13

any temporary chairperson appointments made pursuant to Article 14.I. 14

For the duration of this agreement, reassigned units for Department Chairpersons 16

shall not drop below the values calculated based on FTES and FTEF figures from 17

the 2019-2020 academic year. 18

C. Additional Reassigned Units (formerly Extra Specific Reassigned Units – ESRU) 21

Additional Reassigned Units over and above those assigned pursuant to the base 23

formula in Article 17.B. may be allocated to the department by the Vice Chancellor 24

of Academic Affairs. Such additional reassigned time is designed to recognize 25

additional work required by department chairpersons that is not reflected in the 26

base formula, and/or additional work performed by department faculty in support 27

of the department chairperson. All additional reassigned time for departmental 28

activities that fall within the Department Chairperson’s contractual responsibilities 29

(Article 8 and Appendix G) shall be evaluated using the process indicated below. 30

Department Chairpersons may make requests for renewal of existing additional 32

reassigned units or for new additional reassigned units. Requests must specify 33

whether the additional reassigned units are for the Department Chairperson or for 34

department faculty, the applicability of the request to the complexity factors listed 35

below, and the duration of the requested units. 36

Requests must be made in writing to the Vice Chancellor/designee before the end 38

of the fourth week of the Fall semester for the following academic year (e.g. request 39

in Fall 2018 for units to be assigned for the 2019/20 academic year). Requests for 40

additional reassigned time may also be made at other times when sudden, 41

extenuating circumstances arise. 42

The Vice Chancellor must respond to the requests in writing by the end of the 44

seventh week of the semester. The response shall specify the duration and amount 45

of any allocation. 46

ARTICLE 17 REASSIGNED TIME

Prior to the beginning of each semester the Vice Chancellor/designee shall 2

forward a report of the current distribution of existing additional reassigned units 3

to the DCC and appropriate department chairpersons. Where additional 4

reassigned units are assigned to department faculty, department chairs shall 5

ensure that the details of such assignments are submitted in a timely manner to 6

the Office of Instruction. 7

In evaluating requests for additional reassigned units, the Vice Chancellor shall 9

consider, but not be limited to, the following complexity factors: 10

1. Academic Program and Student Support. Departments that have distinct 12

programs that require focused coordination and/or student advising; 13

departments that screen student applications. 14

2. Unusual Levels of Supervision. Departments that have significant 16

programs at multiple campus/center locations; departments that have a 17

large number of classified support staff; departments where typical 18

department chairperson activities (e.g. schedule development) are 19

significantly complex. 20

3. Coordination with External Entities. Departments that have external special 22

accreditation; departments with a high number of clinical placements; 23

departments with a high number of internships/externships. 24

4. Physical Environment and Facilities. Departments that require the 26

supervision and maintenance of extensive equipment and discipline-27

specific facilities. 28

5. Other. Departments with other complexities not specified above. 30

ARTICLE 18 FRINGE BENEFITS

A. Full-time Department Chairpersons will receive fringe benefits in accordance with 1

the provisions of the current District/AFT Contract. 2

B. Temporary (part-time) Department Chairpersons who are in the unit will receive 4

fringe benefits in accordance with the provisions of the current District/AFT 5

Contract. 6

ARTICLE 19 GRIEVANCE PROCEDURE

A. Purpose - To provide an orderly procedure for reviewing and resolving grievances 1

promptly. 2

B. Definitions 4

1. Grievance - An allegation by a Department Chairperson that she/he has 6

been adversely affected by a violation of a specific article, section or 7

provision of this Agreement. Exclusions to this process are noted in Article 8

5.B. 9

1.1 A grievance, as defined in this Agreement, shall be brought only 11

through this procedure. 12

1.2 Action to challenge or change the policies of the District as set forth 14

in the policies, rules and regulations, or administrative regulations 15

and procedures not contained within this Agreement, must be 16

undertaken under processes determined by present existing policies. 17

2. Grievant 19

2.1 Any unit member with a grievance; 21

2.2 Any group of unit members having the same grievance; 23

2.3 The Association where there is a specific Association right alleged to 25

have been violated, e.g., use of mailboxes/bulletin boards, use of 26

equipment, Association parking permits, etc. 27

3. Day (for purposes of this Grievance Article) - Any day on which the central 29

administrative functions are conducted by the District. 30

C. Time Limits 32

1. Grievant who fails to comply with established time limits at any step shall 34

forfeit all rights to further application of this Grievance Procedure for that 35

grievance. 36

2. District failure to respond within established time limits at any step 38

constitutes denial, and entitles the grievant to proceed to the next step in 39

accordance with established time limits. However, at Procedural Step Two 40

(Administrative Level), the District shall always insure that the grievant 41

receives in writing a detailed explanation for a denial of the grievant's 42

grievance.’ 43

3. Time is of the essence in all processing of grievances. 45

ARTICLE 19 GRIEVANCE PROCEDURE

4. Time limits and procedural steps may be waived by mutual agreement 1

D. Other Provisions 3

1. Nothing contained herein shall deny to any unit member her/his legal rights 5

under state or federal constitutions and laws. 6

2. A unit member may be represented and accompanied by a designee of 8

her/his choosing at any step in this procedure. 9

When there are class-action/group grievances, one (1) unit member shall 11

represent, at all steps and levels, the entire group, excepting those 12

specifically not desiring to be included. 13

2.1 In all grievance proceedings, except the final step of this procedure, 15

including class-action/group grievances, both the Association and 16

the District shall be limited to a total of three (3) representatives each, 17

unless mutually agreed otherwise. 18

3. Any grievance or alleged grievance that occurs during the period between 20

the termination date of this Agreement and the effective date of a new 21

agreement shall be processed under this Grievance Procedure. 22

4. The time and date of any meetings at any stage or level of this procedure 24

shall be by mutual agreement among the grievant, her/his designee, and 25

administration. Any such meeting shall, whenever possible, be during non-26

duty hours of the grievant or designee. 27

5. Whenever any meeting is agreed to, or required, during the grievant's or 29

designee's regular duty hours, he/she shall be excused with pay for that 30

purpose. 31

6. Only matters essential to the proper maintenance of an accurate personnel 33

file may be placed in a Department Chairperson's personnel file. Except for 34

the final remedy, no material used or developed solely for processing a 35

grievance shall be placed in the Department Chairperson's personnel file. 36

7. If the grievant chooses to represent herself/himself, the Association shall be 38

given a copy of the grievance at the time of submission at Procedural Step 39

Two. 40

When the Association is not the designated representative of a unit member 42

in the Grievance Procedure, the District shall not agree to a resolution of 43

the grievance at any formal step until the Association has received by 44

certified mail a copy of the grievance and the proposed resolution, and has 45

been given an opportunity to file a response. Such response shall be filed 46

ARTICLE 19 GRIEVANCE PROCEDURE

by the Association within ten (10) workdays of receipt of such proposed 1

resolution. Failure of the Association to respond within this time period 2

constitutes agreement with the proposed resolution. 3

8. The parties shall exchange, upon request, pertinent information necessary 5

or required to process any grievance. 6

9. Unit members or designees shall not investigate or prepare grievances 8

during their regular duty-hour assignments except to the extent required in 9

19.D.5. 10

10. Grievant shall not be allowed or permitted to assert any new grounds or new 12

evidence beyond Procedural Step Two (Administrative Level) which were 13

not included, in writing, on the original grievance form submitted at 14

Procedural Step Two, unless in direct response to additional items brought 15

up in the written decision(s) of the administrative representative(s). 16

E. Procedure 18

1. Step One 20

1.1 Within twenty (20) workdays of the time a unit member knew or 22

reasonably should have known of the occurrence of an alleged 23

grievance, the unit member shall discuss the alleged violation with 24

the administrator involved. The unit member may be accompanied 25

by a representative. 26

1.2 Within ten (10) workdays, if a satisfactory resolution is not reached, 28

the grievant will notify the appropriate Vice Chancellor who will 29

assign an uninvolved administrator to facilitate a second resolution 30

meeting of the unit member and the administrator involved. The 31

process described herein will be accomplished within ten (10) 32

workdays. 33

2. Step Two - Administrative Level 35

2.1 If a satisfactory resolution is not reached in Step One, the unit 37

member shall submit within five (5) workdays, in writing, on the 38

Statement of Grievance Form--Step Two (Appendix E), the detailed 39

particulars of the alleged violation(s) to the administrator to whom the 40

unit member reports. The administrator shall promptly certify in 41

writing to the grievant the receipt of the grievance form. 42

2.1.1 The administrator shall communicate, with substantiating