1. The Board hereby recognizes the Union as the sole negotiating representative for all full-time members of the faculty of the College of Lake County for all matters hereafter provided. As used herein, "full-time faculty" shall refer to those persons who enter the bargaining unit and remain in the unit for the duration of their employment once they have been assigned at least fourteen (14) faculty load hours in a semester or at least twenty-five (25) faculty load hours in an academic year or thirty-five (35) clock hours in a week for guidance counselors and librarians and other professionals not excluded herein.
   
   As used herein, "faculty" shall include teachers, guidance counselors and librarians, but shall not include the President, Vice Presidents, Deans, Business Manager, Director of Nursing, members of the central administrative staff, deans or directors, or similar administrative positions which may be hereafter created. As used herein, "faculty" shall not include those positions described by the Board as "professional" in the College of Lake County Administrative Staff Analysis and Reorganization: Final Report and Recommendation.
   
   As used herein, faculty shall not include any persons employed pursuant to the Comprehensive Employment Training Act (CETA) or comparable program, or any adjunct employees (persons hired for a limited term to carry out the objectives of special projects funded in whole or in part by an external agency for a specific and/or restricted purpose, including persons employed to implement a contractual program with the United States Navy for instructing personnel at the Great Lakes Naval Training Center, or any part-time faculty member who fills in temporarily on an approved leave of absence and then returns to part-time employment). Any full-time faculty member who enters into a CETA or comparable program, or adjunct employee position shall automatically be placed on General Leave (Article 43) for the duration of their adjunct position. Service during such General Leave shall not be considered consecutive service pursuant to Article 36 of this Agreement. Notwithstanding the foregoing, during the first year full-time employment by the College, the Board and the faculty member may agree that the faculty member shall be employed for eleven (11) to thirteen (13) hours during either or both semesters of such first year and compensated at the rate of 11/15 to 13/15 of the amount prescribed in Article 13 of this Agreement, but all other provisions of the Agreement shall be applicable to such faculty member.

2. The Board agrees not to negotiate with any other faculty organization for the duration of this agreement over matters defined as negotiable herein.

3. The term "faculty" or "faculty members" when used hereinafter in this Agreement shall refer to those persons who are in the unit as defined in Section A of this Article.

4. The Board agrees not to negotiate with any faculty member individually during the duration of this Agreement on matters covered by this Agreement, provided that the foregoing shall not be construed as to prevent the Board from issuing individual contracts of employment to non-tenured personnel for the succeeding academic year, which individual contracts shall thereafter conform with any master agreement entered into by the parties hereto.
   
   The Union agrees not to negotiate with any Board member individually on matters covered by this Agreement.

5. Nothing in this Article shall be construed as to affect in any manner the make-up of a normal faculty load, nor the determination of what is an overload.

An organization that desires to challenge the right of the Union to represent the faculty members as bargaining agent shall follow the procedures therefore as set forth in the Illinois Educational Labor Relations Act and the Rules and Regulations promulgated thereunder. If for any reason such Act shall be repealed or amended as to be inapplicable to a representation challenge, the following procedures shall apply:

1. The challenging organization must submit a letter, requesting an election for bargaining rights along with signed and dated petition forms to the Secretary of the Board by certified mail. The petitions must contain the signatures of at least thirty (30) percent of the full-time faculty. The signed petitions shall be in a sealed envelope.

2. At the same time the certified letter is sent to the Board, copies of this letter shall be sent to the President of the College, and the President and the Secretary of the Union by certified mail.

3. A letter of challenge and the accompanying petitions can be filed only in an academic year when an existing contract between the Board and the Union will expire. The challenge must be filed between November 1 and December 1.

4. The signatures of all petitions must be dated with no date in excess of ninety (90) calendar days from the date of submission of the letter of challenge.

5. Upon receipt of the letter and the petitions, the Secretary of the Board shall furnish to all contending parties a complete list of faculty members eligible to execute such a petition. Any objections to such an eligibility list shall be filed with the Secretary of the Board within five calendar days of the receipt of the list. The sealed envelope with the petitions and the eligibility list (together with any unresolved objections thereto) shall be transmitted to a third party mutually agreeable to the Secretary and to the contending parties. The third party shall determine whether or not the requisite number of signatures appear on the petition (without counting any persons who are objected to in the aforementioned procedure).

1. If the parties cannot agree on a third party, the American Arbitration Association shall be utilized. The cost of such arbitration shall be borne by the challenging party.

2. If a determination of the adequacy of the petition cannot be made without resolving the objections, the matter shall be referred to the American Arbitration Association for a binding determination of all questions pursuant to expedited Arbitration procedures. All costs of this procedure shall be borne by the challenging party.

6. Upon determination of the adequacy of the petition, an election shall be scheduled and conducted within 15 calendar days. The parties shall enter into an election agreement to determine all issues incident to such an election. In the absence of such an agreement, the election shall be conducted by the American Arbitration Association under rules and procedures which it shall promulgate. The cost of the election (but not including the campaign, legal, representational or poll-watching expenses of any of the contending parties) shall be borne by the challenging party.

7. The election shall be decided in favor of the party receiving a majority of the ballots cast.

8. In cases where no organization received a majority of the votes cast, there shall be a run-off election between the two organizations receiving the most votes. Such election shall be held within five (5) employment days of the indecisive election.

1. A faculty member who does not join the Union will execute an authorization for the deduction of a sum equivalent to the proportionate share of the cost of the services rendered by the Union in the same manner as provided in Article 14, or a like sum.

2. In the event such an authorization is not signed within thirty (30) days following the commencement of employment of the faculty member or the effective date of this Agreement, whichever is later, the Board shall deduct such amount in equal payments from the regular salary check of the faculty member in the same manner as provided in Article 14.

3. The Union, the Illinois Federation of Teachers and the American Federation of Teachers agree to defend, indemnify, and hold the Board harmless against any claims, demand, suit, or other form of liability which may arise by reason of any action taken by the Board in complying with the provisions of this Article, provided that this Article shall not apply to any claim, demand, suit or other form of liability which may arise as a result of the Board's failure to comply with the obligations imposed upon it by this Article.

4. The Union shall annually certify to the Board the amount constituting each non-member employee's share. Such certification shall be made in writing by the Union President or designee at the time he/she notifies the business office of regular member dues. In the event a faculty member objects to the amount of such fee, the Union shall place the objecting faculty member's fees in a blind escrow or blind trust pending final determination on the appropriateness of the fee imposed. Such determination shall be made only after a hearing as required by law before the Illinois Educational Labor Relations Board, any impartial fact-finder appointed by the IELRB, or as otherwise required by law. If the faculty member is entitled to a refund, the faculty member shall receive such refund plus any interest earned on the refund during pendency of the action.

5. If a non-member faculty member declares the right of non-association based upon bona fide religious tenets or teaching or a church or religious body of which such faculty member is a member, such faculty member shall be required to pay an amount equal to the faculty member's proportionate share to a non-religious charitable organization mutually agreed upon by the faculty member and the Union. If the faculty member and the Union are unable to reach agreement on the matter, a charitable organization shall be selected from a list established and approved by the Illinois Educational Labor Relations Board in accordance with its rules.

1. Both parties agree that it is their mutual responsibility to confer upon their respective representatives the necessary power and authority to make proposals, consider proposals, make counter-proposals in the course of negotiations, and to reach tentative agreements which shall be presented respectively to the Board and Union for ratification.

2. Negotiations shall begin on such date as shall be mutually agreed upon between the parties, and in the absence of such agreement, as provided by law.

3. The parties agree that they will bargain in good faith as provided by law.

4. Each party may utilize consultants or advisors as it deems appropriate, provided only that no member of the Board negotiating team will be a member of the faculty, and that no member of the faculty negotiating team shall be an employee of the College who is not a member of the faculty. The parties acknowledge that the designation of the respective negotiation teams is the sole responsibility of the party represented by such team, that such negotiations teams shall be limited to a reasonable number of persons, and that no member of either party to this contract shall be excluded from participation on such teams (on an itinerant or continuing basis) except as expressly provided herein.

5. When a tentative agreement is reached in all matters, it shall be submitted as soon as reasonably possible to the Union and to the Board of Trustees for ratification.

1. 1. A grievance is defined as any claim by the Union or by an affected faculty member or group of faculty members that there has been a violation, misinterpretation, or misapplication of the terms of this Agreement.

   2. Used in this Article, the term "days" shall mean days on which the College Human Resources Department is open.

   3. At least one Union representative may be present at any meeting, hearing appeal or other proceedings relating to a grievance which has been formally presented. Nothing contained herein shall be construed as limiting the right of any faculty member having a grievance to discuss the matter informally with one's supervisor and have the grievance adjusted without intervention of the Union, provided the adjustment is not inconsistent with the terms of this Agreement.

2. Filing. The written grievance shall be filed either by the Union or individual grievant not later than thirty (30) days of the date of the occurrence giving rise to the grievance or from the date when the grievant might reasonably have become aware of the occurrence. The written grievance shall identify the grievants, summarize the relevant facts, identify the provisions of the Agreement allegedly violated, and describe the remedy which is requested.
   
   The grievance shall be filed with the President of the College.

1. The arbitrator, in his opinion, shall not amend, modify, nullify, ignore, or add to the provisions of this Agreement. His authority shall be strictly limited to deciding only the issue or issues presented to him by the Board and the Union, and his decision must be based solely upon his interpretation of the meaning or application of the express, relevant language of this Agreement.

2. The arbitrator is empowered to include in his award such remedies as shall be within his lawful authority.

3. Each party shall bear the full costs for its representation in the arbitration. The cost of the arbitrator and the AAA shall be divided equally between the parties.

4. If either party requests a transcript of the proceedings, that party shall bear the full cost for that transcript. If both parties order a transcript, or the arbitrator requests a transcript, the cost thereof shall be divided equally between the parties.

3. Formal Procedure. Upon receipt of the written grievance, the President shall either represent the Board directly or appoint a management representative to seek to resolve the grievance.
   
   The parties shall meet and otherwise communicate as often as they jointly agree in a good faith effort to resolve the grievance. "Good faith" shall mean that the parties shall meet and otherwise communicate with an open mind and a sincere effort to resolve the matter(s) before them. The parties may include any individual(s) who may contribute to the resolution of the grievance in their meeting(s).
   
   Not later than thirty (30) days after the filing date of the grievance the President or designee shall submit a written response to the President of the Union and Union Grievance Chair. Such response shall contain all of the reasons for either approval, denial, or joint resolution of the grievance.
   
   If the Union is not satisfied with such response, it shall, if it desires, proceed to binding arbitration by notifying the President or designee not later than thirty (30) days from the receipt of the Board's written response. No individual or organization other than the Union shall have the right to proceed to binding arbitration. If the demand for arbitration is not filed within the prescribed time limits or if there has been no mutual agreement to extend such time limits, the grievance shall be deemed withdrawn.
   
   Any time limits herein may be extended by mutual agreement of the parties.
   
   The parties shall appoint a panel of arbitrators mutually approved by the legal representatives of each party. The names of such arbitrators shall be listed numerically by lot and shall be in the possession of each party.
   
   Each arbitrator in turn shall be contacted by the parties until one is available to participate in the grievance arbitration case pursuant to the conditions set forth herein.
   
   Before the same arbitrator shall be used in cases in the same district in any twelve month calendar period, the parties shall first proceed through the entire rotation of arbitrators. If none is available and if either party objects to the use of the same arbitrator during such twelve month period, the parties shall attempt to agree on an alternate arbitrator. If such agreement is not concluded within one week from the date of either party's original objection, the American Arbitration Association rules shall be used.
   
   Such panel of arbitrators shall continue for at least two years. At the request of either party any name(s) shall be deleted from such panel after two years and replaced by any mutually approved arbitrator(s) or added to the end of the list if it is expanded. No pending case shall be delayed as the result of the deletion for any reason of an arbitrator from the list.
   
   Once the arbitrator has been selected, every effort shall be made to schedule the hearing within thirty (30) calendar days of the date of appeal to arbitration. If the hearing cannot be scheduled within sixty (60) calendar days of such appeal, the next available arbitrator shall be selected unless the parties otherwise mutually agree.
   
   Briefs if required shall be due within thirty (30) calendar days of the completion of the hearing. Briefs shall be submitted in duplicate directly to the arbitrator, who upon receipt shall submit one copy to each party.
   
   The arbitrator's decision shall be due within thirty (30) calendar days of his/her receipt of both briefs.
   
   Failure of either or both parties to comply with any of the rules incorporated herein shall result in enabling either or both parties to implement American Arbitration Association procedures to (a) select an arbitrator for any pending grievance arbitration case and (b) resolve any dispute over failure to comply with these rules.
   
   These rules shall become effective upon agreement of the arbitrators included herein to serve on such panel. Until such agreement is reached, the American Arbitration Association shall be used.

4. The Board acknowledges the right of the Union's grievance representative to participate in the processing of a grievance at any formal level and no faculty member shall be required to discuss any grievance if the Union's representative is not present.

5. The Board and the administration shall cooperate with the Union in its investigation of any grievance.

6. No reprisals of any kind shall be taken by the Board or the administration against a faculty member because of participation in this grievance procedure.

7. Should the processing of any grievance require that a faculty member or a Union representative be released from regular assignment, no loss of pay or benefit shall be incurred.

8. All records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants.

9. A grievance may be withdrawn at any level without establishing a precedent, but if withdrawn, such grievance shall be treated as though never having been filed in the first instance.

1. If the Board shall determine that it is necessary to decrease the number of tenured faculty employed by the Board or to discontinue or reduce some particular type of teaching service or program, written notice of termination of employment by personal service or by certified mail shall be given to all affected faculty members and the Union, as required by law. In such instances, the Board shall first terminate non-tenured faculty members who are in the affected areas(s) prior to terminating any tenured faculty so involved.

2. If tenured faculty must be affected, all such shall be in inverse order to the number of years of continuous full-time service to the College as a faculty member. Periods of leaves of absence shall not be deemed to interrupt continuous service, but any period of leave for which advancement on the salary schedule is not granted shall not be included in the years of service. Tenured faculty members on leave of absence at the time a reduction of staff is effectuated shall be treated no differently than other faculty members. If the number of years of service are the same, the selecting of the tenured faculty member(s) to be affected shall be within the discretion of the Board.

3. Tenured faculty members in an affected teaching service or program shall not be released if part-time and/or overload assignments in the affected area are being maintained which would constitute a full-time load for which the released faculty member is fully qualified to teach and which can be reasonably scheduled. If the Board shall determine to restore an affected teaching service or program which necessitates an increase in full-time faculty (i.e., when course offerings, enrollments, or student needs for at least one academic year are sufficient in the affected area so as to justify the employment of a full-time faculty member) or to restore individual faculty positions in any affected area, prior to the beginning of the third academic year following the year the faculty member(s) was terminated, the Union shall be notified. Such added position(s) shall be first offered to qualified faculty member(s) released in inverse-order to the order of termination. Such offer shall be sent by certified mail to the faculty member's last known mailing address. If the notified faculty member(s) accepts the restored position(s), there will be no loss in tenure status. If the faculty member does not respond affirmatively by certified mail within ten (10) calendar days of receipt of such offer of reemployment, the Board's obligations hereunder shall be terminated.

1. This agreement shall become effective on the first faculty employment day of the 2001-2002 academic year.

2. This agreement shall continue in effect through 11:59 P.M. of the day preceding the first faculty employment day of the 2004-2005 academic year.

3. If agreement shall not have been reached sixty (60) calendar days prior to the expiration date first set forth in the preceding paragraph, either party may give written notice to the Federal Mediation and Conciliation Service.

1. The terms and conditions set forth in this Agreement represent the full and complete understanding and commitment between the parties hereto. The terms and conditions may be altered, changed, added to, deleted from or modified only through the voluntary, mutual consent of the parties in a written agreement.

2. Should any provision of this Agreement be declared illegal by a court of competent jurisdiction, then such provision shall be deemed deleted from this Agreement to the extent that it violates the law. The parties will promptly meet to seek to renegotiate such provision.

3. The parties acknowledge that during the negotiations which resulted in this agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any matter or subject not removed by law or by specific agreement of the parties from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right are set forth in this Agreement. Therefore, the Board and the Union, for the life of this Agreement, each voluntarily and unqualifiedly waives any right which might otherwise accrue to them under law to bargain collectively with respect to any subject or matter not specifically referred to or covered in this Agreement.

1. Column Definitions
   
   The compensation schedule consists of six columns defined as follows:
   
   Column A:

   1. Master's Degree in subject area or

   2. Bachelor's Degree and at least three (3) years of approved experience in a related technical field. ¹

   Column B:

   1. Forty-five (45) semester hours of approved graduate credit (which must include a Master's Degree) of which at least one-half are in the subject area or

   2. Bachelor's Degree and at least three (3) years of approved experience in a related technical field and twenty-two (22) semester hours of approved credit directly related to the subject area or the instructional function. ¹

   Column C:

   1. Sixty (60) semester hours of approved graduate credit (which must include a Master's Degree) of which at least one-half are in the subject area or

   2. Bachelor's Degree and at least three (3) years of approved experience in a related technical field and forty-five (45) semester hours of approved credit (which may include hours earned toward a Master's Degree) of which at least three-fourths are directly related to the subject area or the instructional function. ¹

   Column D:

   1. Seventy-five (75) semester hours of approved graduate credit (which must include a Master's Degree) of which at least one-half are in the subject area or

   2. Bachelor's Degree and at least three (3) years of approved experience in a related technical field and sixty-seven (67) semester hours of approved credit (which may include hours earned toward a Master's Degree) of which at least sixty percent (60%) is directly related to the subject area or the instructional functions. ¹

   Column E: Ninety (90) semester hours of approved graduate credit (which must include a Master's Degree) of which forty (40) hours are in the subject area.
   
   Column F: Earned Doctorate in the subject field or an earned Doctorate with a minimum of forty (40) hours in the subject field.

2. Special Faculty
   
   Faculty in fields where experience and performance may be legitimately substituted for academic training may be employed at a rate commensurate with their pay in business and industry. The initial step and placement of such faculty members shall be within the sole discretion of the Board, but once placed upon the compensation schedule, the faculty member shall advance solely in accordance with the terms of this Article.

3. Approved Credit
   
   Approved credit for the purpose of this salary schedule is defined as follows:
   
   

   1. Academic credit in the subject area.

   2. Academic credit which qualifies for tuition reimbursement pursuant to Article 27 of this Agreement.

   3. Academic credit in courses which contribute to effective performance of assigned duties at the College.

   The appropriate Vice President shall determine in advance whether courses fall within any of the foregoing, provided that in all instances to receive credit the course must be satisfactorily completed with a grade (if such be awarded) of "C" or higher or "Pass" on a pass/fail basis, and such credit shall have been awarded in graduate courses by regionally accredited institutions of higher learning.
   
   In lieu of academic credit, the appropriate Vice President may also approve work in institutes, seminars, other types of academic or non-academic experiences, continuing education courses, upper level under-graduate courses, and repeated courses where the course content has significantly changed. In such cases the Vice President will determine the equivalent academic credit. Such determination shall be on a case-by-case basis, and the determination in one instance shall not serve as a precedent. Such determination shall not be subject to the provisions of Article 7 (Grievance Procedure) hereof.

4. Advancement on the Compensation Schedule
   
   

   1. Advancement on the compensation schedule is upon recommendation of the President of the College.

   2. Advancement is based upon demonstration of successful teaching and performance of duties. Normally, faculty will be recommended annually for advancement in compensation by one step in the appropriate compensation column, but such advancement shall not occur as a matter of right.

   3. Similarly, less than satisfactory performance may result in withholding a recommendation for placement.

   4. On the basis of supporting evidence (an official transcript), an employee shall be reclassified at the beginning of the fall semester and/or the beginning of the spring semester provided the faculty member satisfies the definitional requirements specified in Article 13, Section B of this agreement.
      
      Faculty requesting column movement for the fall semester must provide the Director of Human Resources or designee with all required supporting documentation by September 30 of the semester in which column movement is contemplated. Faculty requesting column movement in the spring semester must provide the Director of Human Resources or designee with all required documentation by February 1 of the semester in which column movement is contemplated.
      
      Salary increases resulting from approved column movement will be retroactive to the beginning of the semester in which appropriate documentation was received in the Office of Human Resources. For example, if the Human Resources Office receives the required documentation from the faculty member by September 30, 2001 and the column movement is approved, the faculty member’s compensation adjustment will be effective with the beginning of the fall semester 2001. If the Office of Human Resources receives the required documentation from the faculty member by February 1, 2002 and the column movement is approved, the faculty member’s compensation adjustment will be effective with the beginning of the spring semester 2002.
      
      If official transcripts are not presented by the specified deadlines, the faculty member must provide evidence on or before the appropriate deadline of a written letter indicating a request for transcripts within ten (10) days of completing a course(s).

5. Payment to the State Universities Retirement System
   
   From the Compensation Schedules the Board shall deduct and remit for each faculty member the sum equal to eight and one-half percent (8.5%) of the amount due such faculty member pursuant to the Compensation Schedule to the State Universities Retirement System to be applied for the retirement account of such faculty member. It is the intent of the parties by this Agreement to qualify these payments as employer payments under Section 414(h) of the Internal Revenue Code. The faculty members have no right or claim to the funds so remitted except as they may subsequently become available upon retirement or resignation from the State Universities Retirement System.
   
   The balance of the amount due each faculty member pursuant to such Compensation Schedule shall be payable to the faculty members as salary in installments as otherwise provided herein, provided the Board shall deduct therefrom all monies as required by law or as authorized by the faculty member pursuant to this Agreement, or as otherwise authorized by the Board. Such withholding shall include any and all additional amounts required to be paid to the State Universities Retirement System for the account of such faculty member.
   
   This provision shall be applicable to all faculty members without exception and is granted to assure future provision of services by faculty members.

1. Full-time faculty members shall have the option of receiving their paychecks in 20, 22, 24, or 26 installments. Paychecks will be issued at the first regular pay period after the beginning of the fall semester and, for those faculty members who elect 26 installments, the installments will run through the end of the academic year or through the end of the summer session at the election of the faculty member. The choice of payroll plans shall be made no later than the sixth (6th) employment day preceding the first (1st) payroll of the academic year. Once decided upon, the payroll option shall not be changed without the approval of the Vice President for Administrative Affairs or designee. If no choice of payroll plan is made, payment shall be on the basis of the prior year selection.

2. Provisions shall be made with the Vice President for Administrative Affairs for payroll deductions according to policies of the Board.

3. Payment for overload shall be made at the faculty member's option either in equal pay period installments during the semester in which the overload is contracted or in one lump sum at the completion of said semester. If payment in equal pay period installments is elected, payment shall commence no later than thirty (30) days after the commencement of the overload duties.

1. The Board shall deduct from the salary of each faculty member current membership dues of the Union, provided that at the time of such deduction there is in the possession of the Board a current written authorization for such dues deduction executed by such faculty members, subject to the following:
   
   

   1. Such authorization shall specify the amount of dues to be deducted from each faculty member's salary for the first semester.

   2. All deductions shall be made within the first semester.

   3. The deduction for each faculty member shall be identical for each payroll in which dues payments are made.

   4. Faculty members employed on or before the start of the academic year shall present such authorization to the Business Office no later than January 1st.

   5. Such authorization shall be revocable by the faculty member giving written notice of such revocation to the Business Office, such to be effective not later than thirty (30) calendar days thereafter. Revocation shall be deemed to have been given upon termination of employment.

2. The Board shall transmit to the President of the Union or designee all dues deducted hereunder no later than twenty (20) calendar days following each payroll.

3. The Union shall indemnify and save harmless the Board from any and all claims, demands, suits and costs resulting from any reasonable action taken or omitted by the Board for the purpose of complying with the provisions of this Article.

1. Designation of faculty members for co-curricular activities shall be made annually by the Board, subject to acceptance by the faculty member, provided emergency or temporary appointments of qualified faculty may be made if no other qualified faculty is available to fill the position. Such emergency or temporary appointment shall be so indicated when the appointment is presented to the Board. The Board will post notices of vacancies in co-curriculum activities for a period of five (5) days before filling the vacancy except in unusual circumstances. Full-time faculty members will be considered for such positions.

2. Prior to an appointment, the faculty member and the appropriate supervisor shall review the duties and extent of the activity for the period involved for accomplishing the objectives and agree on the assignment to be undertaken. The duties and the agreed upon number of hours shall be in writing.

3. Compensation shall be based on reduction of teaching load (i.e., released time) and stipend (where applicable) in accordance with the following schedule:

Baseball Coach	Per Year	7 hours + $535.50 stipend
Softball Coach	Per Year	5 hours + $299.25 stipend
Golf Coach	Per Year	5 hours + $299.25 stipend
Basketball Coach (men)	Per Year	7 hours + $882.00 stipend
Basketball Coach (women's)	Per Year	7 hours + $882.00 stipend
Volleyball Coach	Per Year	5 hours + $472.50 stipend
Tennis Coach (men's)	Per Year	5 hours + $299.25 stipend
Tennis Coach (women's)	Per Year	5 hours + $299.25 stipend
Wrestling Coach	Per Year	7 hours + $535.50 stipend
Soccer Coach	Per Year	5 hours + $472.50 stipend
Cross Country Coach	Per Year	5 hours + $299.25 stipend
Cheerleading Coach	Per Year	3 hours
Newspaper Advisor	Per Semester	6 hours
Director of Theater	Per Semester	3 hours
Play Director	Per Show	3 hours
Technical Supervisor and Set Director	Per Show	3 hours

NOTE: Faculty members shall have the option of substituting overload (where applicable) for released time.

4. In the case of coaching, if the duties are extended for another season because a team qualified for a national NJCAA tournament, the coach shall receive compensation commensurate with the duties he must perform in connection therewith.

5. Nothing herein shall restrict the Board in determining: (1) whether any co-curricular activity shall be conducted; (2) the policies for the co-curricular program or (3) the number, if any, of appointments to be made. The Board shall have the right to appoint persons other than faculty members to direct co-curricular activities under such terms and conditions as it shall prescribe.

1. A faculty member required to substitute for another faculty shall be compensated at the rate of $30.00 per faculty load hour. Nothing herein stated shall preclude at the faculty member's option an informal arrangement to handle substitution on a reciprocal basis, provided any arrangement for substitution under a reciprocal or other informal basis shall be made known to and approved in advance by the appropriate Dean or designee. Substitution, if successive, shall in no instance exceed two consecutive weeks of the entire course (if at least eight calendar weeks in duration), or such lesser time as the Executive Vice President for Educational Affairs or designee shall deem appropriate under all the circumstances. Substitution in excess of the foregoing shall be compensated pursuant to Article 22 of this Agreement.

2. This Article shall be applicable to substitution of faculty members attending meetings or conferences or the like (other than those attended at the request of the Board), provided the Dean, or designee, may otherwise determine, and if so determined, such exception shall be non-precedential and in the sole discretion of the Dean or designee.

3. In no event shall compensation for substitution apply to a faculty member during a time period when such faculty member is regularly assigned but not including office hours.

4. Nothing herein shall preclude an informal arrangement by which one faculty member voluntarily agrees to substitute without compensation for a faculty member who has been authorized to be absent from his/her regular assignment where the substituting faculty member is qualified to teach the affected class provided the appropriate supervisor has been fully informed of this substitution.

1. Regular Load
   
   Load for faculty is fifteen (15) hours per semester. Faculty load will include a combination of classes to bring their load to at least 15 equated hours. If the combination of classes selected creates an overload situation, in lieu of being paid at the overload rate for those hours in excess of 15, faculty may elect to set aside those overload hours which may be used in subsequent semesters in place of normal load. A limit of five (5) hours per semester shall be designated as "set aside" hours or paid at the overload rate in effect in the subsequent semester. A maximum of three (3) "set aside" hours shall be used to establish regular load. Such set aside hours may accumulate to eight (8) hours.[1]
   
   Release time for coordinator and other activities shall be regular load hours.
   
   Any "set aside" load hours remaining at the time of retirement or resignation shall be paid to the faculty member at the overload rate current at the time of retirement or resignation.
   
   

2. Voluntary Overload
   
   Full-time faculty members may request overload equated load hours in excess of hours described in part A above. However, these voluntary overload hours may not be included as "set aside" load hours. Compensation for voluntary hours will be at the overload rate. Such compensation will be paid in the same semester the overload is taught.
   
   Acceptance of voluntary overload assignments shall be described in a written memorandum agreed to by the faculty member and the dean or designee. The faculty member shall inform the dean or designee of his/her desire to teach overload classes no later than one (1) month prior to the beginning date of the semester or session in which the overload is to be taught. Faculty who seek overload assignments and who have given the one month notice shall be preferred over part-time instructors, qualifications being equal.
   
   

3. Equated Load Hour Equivalents
   
   

   1. Load Hours. For faculty whose load is determined by contact hours, the normal assignment shall be thirty-five (35) hours per week which includes the normal ten (10) office hours. For the purpose of overload or load when contact hour and class assignments are mixed, one contact hour, i.e., one (1) hour each week of the semester, shall be computed as equivalent to 0.60 faculty load hours.

   2. Laboratory and Activity Hours. In determining equated faculty load hours, an activity or a laboratory hour in the following discipline shall be computed as an equivalent to 1.0 of a regular class hour:
      
      ABR, AOS, ARC, ART, AST, AUT, BCT, BIO, CAD, CNA, CHM, CIS, CIV, CNC, COM, CRJ, DHY, DFT, ECE, EGR, ELC, ELT, EMF, EMT, GEO, HIT, HRT, ISE, IMR, LTA, MTT, MCD, MIM, MLT, MUS, NUR, PHY, RAC, ROB, VST, WWW, WLD
      
      

      1. Procedures for Changing .75 Lab or Activity Hours to .85 Lab or Activity Hours: A joint committee comprised of two (2) administrators appointed by the Executive Vice President of Educational Affairs or designee and two (2) faculty members appointed by the Union President or designee shall review course prefixes which are compensated at the .75 ratio. Such review shall be for the purpose of determining whether such course prefixes appropriately qualify for a .85 lab-to-lecture ratio or whether they should be retained at the .75 ratio. If a majority of such committee shall agree, the ratio shall be converted to .85 effective the following semester, which includes summer school. Such review shall be initiated upon the written application to the Executive Vice-President of Educational Affairs or designee by three (3) faculty members teaching courses with such prefixes, or by 50% of the department thereof, whichever shall be the lesser number. (Such review shall occur in the order in which such applications are filed, but not more than once during this Agreement, provided that priority shall be given to those prefixes which were not in existence prior to the 1981-82 academic year.)

      2. Procedures for Changing .85 Lab and Activity Hours to 1.0 Equated Load Hour
         
         

         1. A joint committee, comprised of two (2) administrators appointed by the Executive Vice President of Educational Affairs or designee and two (2) faculty members appointed by the Union President or designee shall be created to establish, by a majority of the committee, criteria to apply in determining whether a course (lab or activity) compensated at .85 equated hours should be converted to and compensated at 1.0 equated load hours.

         2. Committees comprised of two (2) administrators appointed by the Executive Vice President of Educational Affairs or designee and two (2) faculty members appointed by the Union President or designee shall be created and review course prefixes which, on the effective date of this Agreement are compensated at the .85 ratio. Such review shall be for the purpose of determining whether such course prefixes appropriately qualify for the 1.00 lab-to-lecture ratio or whether they should be retained at the .85 ratio. If a majority of such committee shall agree, the ratio shall be converted to 1.0 effective with the following academic year. Such review shall be initiated upon the written application to the Executive Vice-President of Educational Affairs or designee by three (3) faculty members teaching courses with such prefixes, or by 50% of the department thereof, whichever shall be the lesser number. Such review shall occur in the order in which such applications are received by the Executive Vice President of Educational Affairs or designee, but not more than once for any course during this Agreement. In no event will more than twenty-five percent (25%) of the College's eligible disciplines (on the effective date of this Agreement) increase from .85 to 1.0 in any academic year. If more than this number of courses are approved for conversion, the conversions will be in the order they were received by the Executive Vice President of Educational Affairs or designee, with the first courses approved to be converted the following academic year and the remaining courses to be converted in subsequent years.

      3. Courses may not be converted directly from .75 to 1.0 equated load hours. The joint committee's decision on conversions is final and the decision or failure to convert courses to higher equated load hours may not be grieved or appealed by either party.

   3. Leave of Absence Load Hours. A faculty member on leave of absence for a semester shall be deemed to have had a faculty load of fifteen (15) equated faculty load hours during such semester.

   4. Telecourses. The equated faculty load of a pre-packaged telecourse or equivalent shall be counted as normal class lecture. A faculty member shall not be required to teach such telecourses unless necessary to provide a full load for such faculty member.

   5. Interactive Distance Learning. A $200.00 stipend per credit hour will be paid the first time a faculty member teaches a particular interactive distance learning course. A faculty member shall not be required to teach such interactive distance learning courses unless necessary to provide a full load for such faculty member.

4. Overload Compensation
   
   All equated load hours in excess of fifteen (15) in each semester, if not used as "set aside" hours shall be compensated at the rate of $650.00 during this Agreement.

5. Alternative Load Option
   
   By mutual consent of a tenured faculty member, his or her associate dean, and the Executive Vice President for Educational Affairs or designee, a faculty member may be assigned load hours for teaching customized courses, team teaching, conducting workshops, participating in development work, working on grants and participating in other special projects. Load hours resulting under this article shall be assessed as regular load under provisions of Article 22, paragraph A.

   
   
   

   1. Instructional Alternative Load. For teaching customized courses, team teaching, workshops, and other instructional experiences, sixteen (16) clock hours of instructional time (i.e., in class instruction) would equate to one (1) load hour. In addition, the faculty member would assume responsibility for the necessary hours for the preparation, student evaluation and other work associated with teaching a customized course or conducting a workshop.

   2. Non-Instructional Alternative Load. For alternative load hours other than instructional load, load used for special projects such as developing curriculum, developing assessment standards, working on grants and participating in workplace training, every load hour represents 3 clock hours of time on task per week for sixteen (16) weeks.

   The nature of the work and the time required along with all appropriate approvals must be established at least 2 weeks prior to the beginning of a semester or by the sixth week of a semester when work is to be done during the second half of the semester.
   
   Office hours associated with alternative load: Each load hour of alternative load would reduce office hour requirements by 2/3 of an office hour. If one's entire load consisted of alternative load hours then, 15 hours x 2/3 - a reduction of 10 office hours. The parties understand that these office hours would be regained through the required time on task hours per week as: 15 load hours x 3 clock hours time on task = 45 clock hours per week.
   
   If a faculty member does not have a full load in a given semester, the provisions of paragraph E.2. of this Article may be used by the College to establish a full load.
   
   

1. Designation of coordinators for occupational or other programs shall be made annually by the Board, subject to acceptance by the faculty member, provided in an emergency temporary appointments may be made, and provided where only one (1) full-time faculty member is employed in the program a non-voluntary appointment may be made until some appropriate alternative may be implemented. Such emergency or temporary appointments shall be so indicated when presented to the Board for final approval. Appointments shall be for the entire academic year unless otherwise agreed to by both parties. Appointments typically shall be made no later than May 1.

2. Prior to such appointment, the coordinator-designate and designated administrators shall analyze the goals and objectives of the specific program to serve as a basis for establishing an appointment agreement. The Board shall identify the coordinator's immediate supervisor.

3. The Board shall make readily available a general job description for coordinators, provided such shall not preclude the inclusion or exclusion of specific responsibilities pursuant to the preceding Section B.

4. The normal load for coordinators shall be three (3) faculty load hours per semester. Additional faculty load hours may be granted by the Board. Coordinators of program areas with limited enrollments or requirements may receive less than the normal load for coordinators.

5. Nothing herein shall be construed as precluding an agreement between the Board and an individual faculty member wherein acceptance of the duties of coordinator shall be incorporated into regular duties of the faculty member.

6. Summer coordination shall be voluntary on the part of the faculty member. Responsibility and compensation shall be memorialized prior to the onset of the summer session. The Board shall seek to determine the necessity for summer coordination prior to May 1 preceding the summer session.

7. Acceptance of an appointment as a program coordinator shall preclude the faculty member scheduling a four-day week. Exceptions to such requirement may be made by the Dean and Coordinator in recognition of the Coordinator's particular duties.

1. If at any time during the term of this Agreement the Board shall become obligated as a result of statutory enactments to pay any portion of the faculty member's health/surgical and/or major medical protection or otherwise compels the Board to provide same specific health/surgical and/or major medical protection, the benefits provided herein shall be reduced accordingly.
   
   If at any time during the term of this Agreement an insufficient number of persons shall elect the options of group insurance plans as to endanger the group status of such plans, the Board may adopt a reasonable plan to guarantee the continuation of such group plan, provided the Board shall first consult with the President or designee of the Union with respect to such plan.
   
   The minimum amount of participation in the Local Governmental Health Plan shall be 80% of the faculty.

2. Effective September 1, 2002, the Board shall provide group term life insurance in the amount of $50,000 for each faculty member.

3. During the term of this Agreement the Board shall maintain a group policy of health/major medical insurance and a group dental policy except as altered pursuant to the next following paragraph. The faculty member shall be entitled to pay the premium for such insurance which premium shall be reimbursed to the faculty member who appropriately submits timely notice under the flexible benefit plan adopted hereunder.
   
   The College shall select, maintain and pay the premium for a supplemental group dental policy for faculty who desire to participate.
   
   During the term of this Agreement, the parties shall evaluate the existing insurance benefit program. Such evaluation shall be conducted by the existing insurance review committee. The committee shall have the authority to recommend a change in any aspect of the health/major medical/dental program, such to be effective from and after such date as shall be established by the committee, but not after the expiration date of this Agreement, subject to the approval of the Board of Trustees and the Executive Committee of the Union. The faculty representative on such committee shall be appointed by the Union.

4. Effective January 1, 1988, the Board shall establish a flexible benefit plan. Such plan shall be developed in consultation with the union and shall provide an opportunity, pursuant to relevant Internal Revenue Service Guidelines and Regulations for faculty members to deduct health, dental and disability insurance as allowed by law and such other items as may be hereafter agreed between the Board and the Union from their overall compensation and to be subsequently reimbursed therefor upon the timely filing of evidence of payment of such insurance and with the other provisions of such flexible benefit plan.
   
   In addition to the other benefits provided under this contract, the College shall provide the following flexible compensation allowances to faculty which the faculty member may receive as tax-sheltered income under the Internal Revenue Service statutes and regulations pertaining to flexible benefit plans or as regular income:
   
   

   1. In the 2001-2002 academic year the sum of two thousand one hundred dollars ($2,100);

   2. In the 2002-2003 academic year the sum of four thousand dollars ($4,000);

   3. In the 2003-2004 academic year the sum of five thousand seven hundred dollars ($5,700).

For the purposes of this agreement the term “spouse” shall include domestic partners, and all rights and benefits afforded to employee spouses under this agreement shall be extended to domestic partners as defined below. Similarly, dependent children of employees’ domestic partners shall be defined as employees’ dependent children for the purposes of this agreement. This definition of the term “spouse” shall not apply to benefits which are prohibited by a third party contract.

To be eligible for coverage as a Domestic Partner, the College employee and the Domestic Partner must complete and file with the Human Resources Office an “Affidavit of Domestic Partnership” in which they attest that (a) they are each other’s sole domestic partner, responsible for each other’s common welfare, (b) neither party is married, (c) the partners are not related by blood closer than would bar marriage in the State of Illinois, (d) each partner is at least 18 years of age and of the same sex, and (e) three of the following conditions exist for the partners:

1. The partners have been residing together for at least twelve (12) months prior to filing the Affidavit of Domestic Partnership.

2. The partners have common or joint ownership or lease of a residence.

3. The partners have at least two of the following arrangements:
   
   

   1. Joint ownership of a motor vehicle;

   2. A joint credit account; or

   3. A joint banking account.

4. The Domestic Partner has been designated as a beneficiary for the death benefit payable from the employee’s retirement annuity contract or from the College of Lake County’s Group Life Insurance or the College employee declares that the Domestic Partner is identified as a primary beneficiary in the employee’s will.

5. The Domestic Partners have executed a “relationship contract,” which (a) obligates each of the parties to provide support for the other party and (b) provides, in the event of the termination of the domestic partnership, for a substantially equal division for any property acquired during the relationship.

1. SURS Early Retirement Plan for Faculty Age 55-59
   
   The early retirement program under the State Universities Retirement System Public Act 82-435 shall be implemented so long as it remains in effect. To be eligible for the SURS early retirement plan, a faculty member must meet the eligibility requirements of the SURS early retirement plan, or shall apply for participation, in writing, to the appropriate vice president, or designee, in accordance with the deadline dates specified in Section B. Such deadlines may be waived by the Board of Trustees in its sole discretion and without precedential effect. According to the SURS Early Retirement Plan, the employer and the employee are each required to make a one-time lump sum payment to SURS based upon percentages stipulated by SURS.

2. College Retirement Plan

   
   
   

   1. To be eligible for the College of Lake County Retirement Plan, the faculty member must:
      
      

      1. Have completed at least twenty (20) or more years of continuous full-time service as a faculty member or administrator at the College of Lake County immediately preceding retirement.

      2. Be at least fifty-five (55) years of age at the time retirement begins.

      3. Retire on or before May 30, 2004.

      4. Provide professional services to the College, in addition to his/her regular teaching load in areas that may include, but are not limited to, curriculum modification, design and program development; mentoring new full and part-time College faculty members, and research and analysis. The content and parameters of such a plan shall be proposed and prepared by the eligible faculty member and, if acceptable, approved by the Executive Vice President for Educational Affairs or designee.

      5. Provide notice in writing of retirement to the President of the College as described below, which notice is irrevocable unless mutually agreed to by the College and the faculty member.

      6. Not have given notice of intent to retire under any other program offered by the College.

   2. As compensation for the additional services and promises described in this Article, each participating faculty member shall receive the following:
      
      

      1. For faculty who give written notice on or before February 1, 2002 of their intent to retire on or before May 30, 2004, commencing the fall academic year of 2002-2003 the College will increase the faculty member's base salary by 20% more than the faculty member's 2001-2002 base salary and the faculty member's 2003-2004 base salary by 20% more than the faculty member's 2002-2003 base salary. Throughout this Article, the term "base salary" excludes amounts earned in excess of those amounts shown on the salary schedules at Article 13. By way of example "base salary" does not include earnings for winter/summer instruction, overload, co-curriculum or extended activities.
         
         Example: A faculty member gives written notice before February 1, 2002 of his or her intent to retire and in the 2001-2002 academic year earns $80,000 in base salary and $15,000 in overload and winter/summer instruction. In the 2002-2003 academic year the faculty member would earn $96,000 in base salary and in the 2003-2004 academic year would earn $115,200 in base salary.

      2. For faculty who give written notice after February 1, 2002 but on or before February 1, 2003 of their intent to retire on or before May 30, 2004, commencing the fall academic year of 2003-2004, the College will increase the faculty member's base salary by 20% more than the faculty member's 2002-2003 base salary subject to the limitations described in Article 26.B.1. and 2.

   3. Faculty members who have applied for or given notice to retire under any other College retirement program such as the College Senior Service Option are not eligible to participate in this Plan and this retirement plan may not be combined with any other retirement plan offered by the College. Death or retirement shall terminate the College's obligation to pay salary or salary enhancements. The College will not deduct any retirement penalties the College may owe under the State University Network System Public Act 82-435 from the base salary enhancements described above, but should the Illinois General Assembly enact another early retirement incentive plan, the provisions of this plan (the College Retirement Plan) will not be accessible to retirees opting for such plan.

3. Insurance Coverage
   
   

   1. The Board shall provide group medical insurance coverage to individuals retiring under paragraphs A and B of this article, subject to eligibility provisions contained in the summary plan description and provided such retiree was participating in such coverage on the effective date of retirement. The retiree shall pay and be reimbursed for all premiums in conjunction with individual medical insurance coverage through the college plan subject to the availability of special state funding. Such reimbursement shall continue until the retiree shall reach age 65.
      
      In the event special state funding is discontinued, or if funding falls short, the Board shall pay the premium for such individual coverage until the retiree shall reach the age of 65.
      
      If at the time of retirement, the retiree shall elect to purchase insurance other than through the College's plan, the Board will contribute thereto in an amount equal to the cost of individual coverage through the College's plan until the retiree shall reach the age of 65. Such payment of premiums shall be made in the form of quarterly reimbursement to the retiree, provided the retiree shows proof of payment of such premiums.
      
      Upon attainment of age 65, the retiree shall be eligible to purchase the college sponsored Medicare supplement plan subject to eligibility provisions contained in the summary plan description. The Board shall reimburse the retiree for such supplemental cost with special state funding to the extent it is available.
      
      The retiree shall have the option to purchase dependent coverage through the College's group medical insurance program subject to the eligibility provisions contained in the summary plan description, if dependent coverage is in effect at the date of retirement. When a covered dependent reaches the age of 65, the College medical insurance coverage shall be replaced by Medicare. Covered spouses are eligible to purchase the Medicare supplement.

   2. Notwithstanding any other terms of this Article, faculty who retire after August 1, 1998 during this contract will not be eligible to participate in the College's group health plan (the Local Government Health Plan or the self-funded plan) or to purchase Medicare supplemental coverage or dependent coverage through the College plan once SURS retirees may begin enrolling in the SURS retiree health plan being developed pursuant to amendments made to Public Act 90-497 by S.B. 423.
      
      After retirees may begin enrolling in the SURS health plan, the College will reimburse faculty who actually purchase single health insurance coverage from SURS or another carrier (and who participated in the College's group health plan on the date of their retirement) for the cost of single health premiums to the age of 65 in an amount not to exceed:
      
      

      1. the cost of single health insurance premiums offered under the SURS P.P.O. plan (or if SURS offers more than one P.P.O. plan, the least expensive P.P.O. plan);

      2. the cost of single health insurance premiums for the health insurance plan or policy actually purchased by the retiree;

      3. the cost of single health insurance premiums under the College's Local Government Health Plan;

      whichever is least expensive.
      
      If the SURS plan permits, the retiree may upgrade his or her single coverage to the level of coverage offered under the P.P.O. ("Quality Care" program) coverage under the Illinois Central Management Services Local Government Health Plan and the College will reimburse the retiree for the cost of the premium upgrade.

4. Professor Emeritus
   
   The position of Professor Emeritus is established as follows:
   
   

   1. A faculty member who retires under SURS and wishes to continue employment with the College may become eligible to participate in the Professor Emeritus program by submitting a written request to the President by March 30 of the last academic year preceding retirement. It is the responsibility of the faculty member to satisfy the 60 day hiatus in employment in the same system required by SURS in order to provide inclusion in the appropriate semester.

   2. The President or designee may approve or disapprove the request. Participation in the program shall entitle the retiree to Professor Emeritus status for two (2) years or as otherwise mutually agreed-upon between the retiree and President. Such years shall be consecutive.

   3. Subject to course availability, the Professor Emeritus may elect to teach a combination of courses which will not exceed 40% of a basic contractual assignment per academic year. Such faculty who had been previously employed on the basis of a 35 hour week may elect to work a maximum of 40% of the total number of hours required to fulfill the annual contract. The Professor Emeritus shall have the responsibility to determine the maximum he/she may earn without affecting his/her retirement annuity and not accept or seek employment beyond the maximum.

   4. The Professor Emeritus shall work subject to the following conditions:
      
      

      1. Participation in this program is subject to the availability of work for which the Professor is qualified under the Qualification to Teach standards.

      2. The Professor shall have priority in the selection of course(s) (but not course selections) after all full-time faculty have obtained load and voluntary overload but before part-time faculty assignments are made unless a demonstrably special circumstance exists in which a particular part-time faculty member is desirable. Where more than one (1) such Professor seeks available work, the one with the greatest seniority prior to retirement shall select first.

      3. The rate of pay shall be the then current overload rate or the part-time rate of pay, whichever is higher.

      4. He/she shall receive insurance benefits as provided in this Article for retirees and pro rata sick and emergency leave.

      5. The tuition waiver article in this Agreement shall apply to him/her.

      6. Nothing in this Article shall prohibit or limit the right of the College to hire or retain a retired faculty member on an independent contract basis.

   5. Compliance with this Section shall not prevent the College from employing a full-time faculty member to teach courses the Professor Emeritus would otherwise be qualified to teach or from offering courses to a faculty member to complete a full load which could not otherwise be completed.

5. Service Credit Purchase
   
   The College may contribute an amount not to exceed $10,000.00 toward purchase of prior service credit for a retiring faculty member provided that:
   
   

   1. The purchase of such years of service credit will not exceed the number of years needed to permit a faculty member to retire without a SURS penalty payment by the College; and

   2. In no event will the amount the College pays to purchase such service credit exceed the amount to be saved by the College in SURS penalties by purchasing the service credit for the faculty member.

   To obtain this contribution, the faculty member must notify the Board, in writing, of his or her desire to have the Board make such contribution at least one (1) year before the faculty member is to retire.

The Board shall reimburse faculty members for the actual (and receipted) cost of tuition and required fees (but not including travel or other costs) paid at accredited institutions of higher learning up to a maximum $3,000 per year. The maximum number of semester hours any faculty member may claim for reimbursement in any one year shall be twelve (12). In lieu of such tuition reimbursement, up to $2,000 of such amount may be substituted for reimbursement for expenses incurred (including travel) for pre-approved seminars, workshops, and other professional activities that may enhance performance or otherwise benefit the College; except that participation by College full-time faculty in College of Lake County travel courses will be reimbursed at up to fifty percent (50%) of the course fees. The College shall not be obligated to expend more than $85,000 in 2001 – 2002 and 2002 – 2003 except that the aggregate cap for tuition reimbursement shall not be subject to this limit for the purposes described in this Article. For 2003 – 2004, the College shall not be obligated to expend more that $80,000 except that the aggregate cap for tuition reimbursement shall not be subject to this limit for the purposes described in this Article.

Both tuition reimbursement and other expenses reimbursed under this Article must be approved in advance by the supervisor and vice president. Advances will be paid no sooner than ninety (90) days before the activity. All advances must be reconciled before any other advances or reimbursements will be made unless multiple professional learning activities fall within a 30 day period.

Continuing the previous practice when workshops, seminars, etc., were deemed highly valuable and therefore financed in whole or in part by the College, the above individual allotment for non-tuition activities may be supplemented with additional divisional or other College funds.