9.1 Basic Salary Plans.
A. Definition: The term basic salary shall mean the annual salary, exclusive of any supplemental salary received or other forms of additional compensation, paid to the employee in connection with their normal professional obligation.
B. Basic salary upon initial appointment shall be at an amount which is commensurate with the credentials and experience of the candidate and their anticipated value to the College in the judgment of the Board.
C. The minimum salary levels for the unit job titles shall be:
|
|
|
2021-2022 |
2022 – 2023 |
2023 – 2024 |
| Instructor |
|
51,147 |
52,426 |
53,736 |
| Asst Prof |
|
55,780 |
57,174 |
58,604 |
| Assoc Prof |
|
61,318 |
62,850 |
64,422 |
| Professor |
|
73,410 |
75,245 |
77,126 |
|
|
|
|
|
|
|
|
2021-2022 |
2022 – 2023 |
2023 – 2024 |
| Grade 1 |
Level 1 |
38,891.00 |
40,888.28 |
41,910.48 |
|
Level 2 |
|
|
48,214.23 |
|
|
Level 3 |
|
54,213.28 |
55,568.61 |
|
|
Level 4 |
60,891.00 |
62,413.28 |
63,973.61 |
|
| Grade 2 |
Level 1 |
43,547.00 |
44,635.68 |
45,751.57 |
|
Level 2 |
|
|
52,055.32 |
|
|
Level 3 |
|
57,960.68 |
59,409.69 |
|
|
Level 4 |
64,547.00 |
66,160.68 |
67,814.69 |
|
| Grade 3 |
Level 1 |
51,145.00 |
52,423.63 |
53,734.22 |
|
Level 2 |
|
|
60,037.97 |
|
|
Level 3 |
|
65,748.63 |
67,392.34 |
|
|
Level 4 |
72,145.00 |
73,948.63 |
75,797,34 |
|
| Grade 4 |
Level 1 |
53,826.00 |
55,171.65 |
56,550.94 |
|
Level 2 |
|
|
62,854.69 |
|
|
Level 3 |
|
68,496.65 |
70.209.07 |
|
|
Level 4 |
74,826.00 |
76,696.65 |
78,614.07 |
|
| Grade 5 |
Level 1 |
57,375.00 |
58,809.38 |
60,279.61 |
|
Level 2 |
|
|
66,583.36 |
|
|
Level 3 |
|
72,134.38 |
73,937.73 |
|
|
Level 4 |
78,375.00 |
80,334.38 |
82,342.73 |
For the Fiscal year 2021-2022, members will receive the raise stipulated in 9.2 or be raised to the new minimum salary for level 4, whichever is greater.
For the Fiscal year 2022-2023, members will receive the raise stipulated in 9.2 or be raised to the new minimum salary for level 3, whichever is greater.
For the Fiscal year 2023-2024, members will receive the raise stipulated in 9.2 or be raised to the new minimum salary for level 2, whichever is greater.
9.2 Basic Salary Adjustment.
A.
1. Each employee who continues in service for the year 2021-22 shall receive a salary increase of 2.5% to be added to the employee’s 2021-22 base salary effective at the beginning of the employment year as defined in Section 5.3 or as provided in Section 9.2.B.2.
2 . Each employee who continues in service for the year 2022-23 shall receive a salary increase of 2.5% to be added to the employee’s 2022-23 base salary effective at the beginning of the employment year as defined in Section 5.3 or as provided in Section 9.2.B.2.
3. Each employee who continues in service for the year 2023-24 shall receive a salary increase of 2.5% to be added to the employee’s 2023-24 base salary effective at the beginning of the employment year as defined in Section 5.3 or as provided in Section 9.2.B.2.
B. Effective September 1, 2021 if an employee’s base salary falls below the stated minimum in the employee’s pay category, said salary shall be adjusted to the minimum prior to the application of the foregoing percentage adjustments. This provision shall not apply to raise the reduced salary amounts of those employees electing reduced load pursuant to Section 5.6.A hereof.
1 . Nothing herein shall prevent the granting of selective increases by the Board upon recommendation of the President.
2.
a. A fiscal year employee whose first day of work in on or after September 1 but no later than the last day of February of the initial year of employment shall be eligible for 100% of increases under this article on September 1 of the next employment year. A fiscal year employee whose first day of work is on or after March 1 of the first employment year shall be eligible for increases under this article as follows:
| First Day of Work | Percent of Annual Increase |
| March 1 to March 31 |
90%
|
| April 1 to April 30 |
80%
|
| May 1 to May 31 |
70%
|
| June 1 to June 30 |
60%
|
| July 1 to July 31 |
50%
|
A fiscal year employee whose first day of work is August 1 to 31 shall be eligible for increases under this article on September 1 of the next calendar year.
b. An academic year employee whose first day of work is on or after the beginning of the employment year but no later than the last day of January shall be eligible for 100% of increases under this article at the beginning of the next employment year. An academic year employee whose first day of work is on or after February 1 of the initial year of employment shall be eligible for increases under this article as follows:
| First Day of Work | Percent of Annual Increase |
| February 1 to February 28(9) |
90%
|
| March 1 to March 31 |
75%
|
| April 1 to April 30 |
65%
|
| After April 30 |
50%
|
The above dates are based on an academic calendar in which second semester begins in mid to late January. If that date is changed, the parties will adjust the increase dates for Academic Year employees accordingly.
The following shall not disqualify a bargaining unit member from receiving increases under this article:i. Changes in title
ii. Changes in rank
iii. Changes in promotional level
iv. Changes from faculty to non-teaching professional
v. Changes from non-teaching professional to faculty
Each current or former bargaining unit member employed during the term of this Agreement shall receive a retroactive payment. This payment will be computed based on the difference between their new base salary rate(s) effective for the year 2021-22, and the base salary rate(s) previously used to determine compensation for hours worked, including overload and overtime for bargaining unit members where applicable for the 2021-2022 academic year.
Compensation for overload as outlined in paragraphs 5.6.A, 5.6.C, and 5.9 and for instructional services rendered during summer sessions shall be $66.63 per hour effective beginning the Fall semester, 2021; $68.29 effective beginning the Fall semester, 2022; and $70.00 effective beginning the Fall semester, 2023. Compensation for bargaining unit members under this section will be prorated when a bargaining unit member is unable to complete their assignment due to an approved leave of absence of eight (8) consecutive calendar days during which classes are normally scheduled.
Bargaining unit members who perform academic advisement services beyond that required by their professional obligation shall be paid at an amount equal to one-half (½) the overload rate as contained in 9.3.
Compensation for overload service will be paid as earned in accordance with the normal payroll schedule.
During the ajar period, the college may opt to assign an employee of Instructional Technologies or Educational Technologies to “on-call” scheduling. An employee assigned to an “on-call” schedule shall be compensated at one-third (1/3) of their hourly rate of pay and will report to duty within one hour of notification. Should an employee’s status change from “on-call” to “report to the college”, the employee will be compensated at a rate of pay equal to one and one-half (1 1/2) their normal rate of pay including travel time. The parties recognize that additional special events or circumstances where utilizing “on-call” employees would be beneficial. The parties further agree to meet and negotiate in good faith the utilization of “on-call”employees for those events/circumstances.
In the event an employee accepts assignments to perform services for which no compensation rate is specified herein including but not limited to services beyond their work year, they will receive additional compensation at the rate of their annual salary for each week (1/5 of 1/40 for each day) of said service to the College.
The assignment and compensation for individual study shall be based upon mutual agreement between the teaching faculty member and the College Administration.The assignment of bargaining unit members who evaluate applications for credit for life experience and who administer and evaluate credit by examination shall be based upon mutual agreement between the bargaining unit member and the College. Compensation shall be two-thirds of the fee contained in the then current tuition and fee schedule.
A teaching faculty member who volunteers and is assigned to provide tutoring services shall be compensated at an amount equal to two-thirds (2/3) of the overload rate as contained in 9.3.
Except as provided in Article 5.4.B, should a non-teaching faculty member be required to work in excess of their normal schedule, they will receive compensatory time off, said time to be mutually agreeable to the employee and the appropriate College Administrator. Absent mutual agreement, the employee will receive payment for the unused compensatory time no later than the employee’s second regular pay date following the work in excess of their normal schedule. Should the employee work more than forty (40) hours in a week, the employee shall receive 1.5 hours of compensatory time for each hour worked over forty (40). Vacation, personal, and compensatory time taken shall not be counted as hours worked for purposes of determining when the rate of 1.5 is applied.
Fiscal year employees who are contacted off-campus to report to work outside of their normal schedule shall be compensated for a minimum of three (3) hours.
Compensation for substitute instruction will follow past practice.
Longevity. Effective September 1, 2021, each employee shall be eligible for the following annual longevity payments applied to base salary:
- After five (5) years of service – $400
- After ten (10) years of service – an additional $400
- After fifteen (15) years of service – an additional $400
- After twenty (20) years of service – an additional $400
- After twenty-five (25) years of service – an additional $400
- After thirty (30) years of service – an additional $400
- After thirty-five (35) years of service – an additional $400
The compensation rate for bargaining unit members who perform STEP and CSTEP tutoring or mentoring shall be paid at an amount equal to the tutoring rate as specified in 9.8 of the Collective Bargaining Agreement.The compensation rate for bargaining unit members who perform STEP and CSTEP group teaching presentations shall be paid per hour at an amount equal to the overload rate as specified in 9.3 of the Collective Bargaining Agreement.
The compensation rate for bargaining unit members who perform an initial mentorship of a high school teacher teaching a dual-credit course shall be paid at 8 (eight) times an amount equal to the overload rate as specified in 9.3 of the Collective Bargaining Agreement per semester.The compensation rate for bargaining unit members who perform a subsequent mentorship of a high school teacher teaching a dual-credit course shall be paid at 5 ( five) times an amount equal to the overload rate as specified in 9.3 of the Collective Bargaining agreement per semester when observation of the high school dual credit instructor is required.Those unit members who conduct dual-credit site visits at a high school and who use their own vehicles for transportation will be reimbursed at the federal mileage rate according to the following formulae:
Reimbursable mileage = (total distance traveled per day for site visits) minus (10) minus (round trip distance normally traveled to meet on-campus professional obligation)
Reimburseable mileage = (total distance traveled per day for site visits and round trip distance normally traveled to meet on-campus professional obligation) minus (10) minus (round trip distance normally traveled to meet on-campus professional obligation)For the purposes of this agreement these distances will be determined by a mutually agreed upon online driving distance calculation website.
The compensation rates for bargaining unit members who perform SUNY Strengthened Campus-Based Assessment (SCBA) activities for mathematics, critical thinking, and written communication shall be as follows:Attendance at off-campus SUNY Strengthened Campus-Based Assessment (SCBA) rubrics and standards training workshops shall be compensated at $150 per day. The College shall provide travel expenses and meals, at the per diem rate.A presenter for on-campus SUNY Strengthened Campus-Based Assessment (SCBA) rubrics and standards training workshops shall be compensated per hour at an amount equal to the overload rate as specified in 9.3 of the Collective Bargaining Agreement. Presenters will also receive an additional .5 hours of compensation at an amount equal to the overload rate as specified in 9.3 of the Collective Bargaining Agreement.Attendance at on-campus SUNY Strengthened Campus-Based Assessment (SCBA) rubrics and standards training workshops shall be compensated per hour at an amount equal to the tutoring rate as specified in 9.8 of the Collective Bargaining Agreement.Second and third readings of SCBA student “artifacts” shall be compensated per hour at an amount equal to the overload rate as specified in 9.3 of the Collective Bargaining Agreement. The College reserves the right to adjust the bargaining unit members’ compensation should a bargaining unit member score less than six “artifacts” per hour. The College shall not unreasonably apply this right.
The compensation for bargaining unit members who perform scoring of placement test writing samples shall be paid per hour an amount equal to the overload rate as specified in 9.3 of the Collective Bargaining Agreement.
The compensation rate for all bargaining unit members who volunteer and are assigned to provide instruction in a Learning Community shall be paid per hour for pre-semester initial planning and for pre-semester final planning at the per diem rate as specified in Article 9.6 of the Collective Bargaining Agreement if such planning falls outside of obligation or during intersession.For Learning Community planning that occurs during obligation, compensation shall be per hour at an amount equal to 2/3 of the overload rate as specified in Article 9.3 of the Collective Bargaining Agreement.
Should a non-teaching bargaining unit member agree to teach a class as part of a Learning Community during the regular work day, mutually satisfactory arrangements shall be made to permit the individual to meet his/her regular obligations as per Article 5.6.D.3.Non-teaching bargaining unit members shall be compensated to teach Learning Community courses at the overload rate according to 9.3 of the Collective Bargaining Agreement.
Bargaining unit members who volunteer and are assigned to mentor a student in an honors project related to a credit bearing course shall be compensated at the tutoring rate listed in 9.8 above for 10 hours per student.