TMCC NFA Contract

Nevada Faculty Alliance (NFA) NFA Contract 2022-2025 TMCC 12/16/2022

NFA CONTRACT FOR 2022-2025 Truckee Meadows Community College

Table of Contents Overview....................................................................................................................................................... 1 Preamble ....................................................................................................................................................... 2 Article 1 Recognition ................................................................................................................................... 3 Article 2 Definitions .................................................................................................................................... 4 Article 3 Academic Freedom, Shared Governance, and NFA Prerogatives and Responsibilities ............... 6 Article 4 Academic Year and Instructional Days ........................................................................................ 9 Article 5 Salary .......................................................................................................................................... 12 Article 6 Benefits ....................................................................................................................................... 17 Article 7 Additions to the Workforce ........................................................................................................ 21 Article 8 Faculty Workload ....................................................................................................................... 25 Article 9 Additional Assignments.............................................................................................................. 35 Article 10 Department Chair Responsibilities and Compensation ............................................................ 39 Article 11 Academic Program Coordinators and Academic Program Directors ...................................... 57 Article 12 Faculty Evaluation Process ....................................................................................................... 76 Article 13 Disputes Regarding Annual Performance Evaluations ............................................................. 83 Article 14 Disputes Regarding Code, Contract, Bylaws, or Policy ........................................................... 88 Article 15 Retrenchment ............................................................................................................................ 96 Article 16 Miscellaneous ........................................................................................................................... 98 Article 17 Conclusion of Negotiations..................................................................................................... 101

Overview The parties to this agreement are the Board of Regents (BOR) of the Nevada System of Higher Education (NSHE) acting on its behalf and on behalf of the Truckee Meadows Community College (TMCC), (hereinafter collectively and individually called “administration”), and the Truckee Meadows Community College Nevada Faculty Alliance, (hereinafter called “TMCCNFA”). 2022-2025 TMCC-NFA Contract Overview Page 1

Preamble The intent of both parties in carrying out their responsibilities is to promote the quality and effectiveness of education at TMCC and to establish an orderly procedure for the resolution of differences between the NSHE and the faculty who are members of the bargaining unit. These objectives are best accomplished by a good faith, cooperative and collegial relationship in the Nevada System of Higher Education (NSHE). This Preamble being a statement of intent is not subject to the grievance procedures contained in this Agreement. 2022-2025 TMCC-NFA Contract Preamble Page 2

Article 1 Recognition The NSHE hereby recognizes that the TMCC-NFA has been elected as the sole and exclusive representative for purposes of collective bargaining activities as described in the Board of Regents Handbook for all professional employees (including but not limited to the instructional, counseling, and library faculty) employed by TMCC in the professional service of the NSHE for a period exceeding six months at .50 FTE or more but excluding adjunct faculty members and administrators. See definitions below. 2022-2025 TMCC-NFA Contract Article 1 Page 3

Article 2 Definitions A-Contract – Faculty that work for 12 months on a full-time contract. Entitled to regular state and federal holidays. Employees on an A-Contract accrue annual and sick leave. See BOR Title 4, Chapter 3, Section 20 B-Contract – Faculty that work 172 days per academic year. Employees on a B-Contract do not accrue annual leave but do accrue sick leave and are entitled to regular state and federal holidays and student breaks in conformity with the adopted TMCC academic calendar Academic Faculty – Instructional faculty, librarians and counselors on professional contracts who create and disseminate scholarly information or provide professional services through teaching, counseling, or library services, as their primary responsibility Academic Year – The period traditionally between the beginning of the academic term in the fall, and the end of the academic term in the spring as defined by the academic calendar Administrative Faculty – Administrative Faculty are those on professional contracts who perform responsibilities related to the formation and implementation of managerial policies or general operations of the college, as their primary responsibility. Pursuant to the Board of Regents Code, some Administrative Faculty are not covered by this NFA Contract Administrator – Any Assistant or Associate Dean, Dean, Vice President, or professional employees in the President’s Office, confidential, supervisory or managerial employee or assistant to any of the above-named administrators Bargaining Unit – Faculty members who are covered by the NFA Contract Benefits – Compensation, leave, or recognition of employees Contract Days – the 172 days B-Contract faculty are required to work per academic year Contact Hours – the primary unit of measure for workload and, a unit of instruction whereby faculty are involved with students in a class or laboratory setting. A standard workload is fifteen (15) contact hours per semester Fiscal Year – July 1 through June 30 FTE –Full Time Equivalent Full Load – 30 credit or equivalent teaching per academic year for instructional teaching faculty 2022-2025 TMCC-NFA Contract Article 2 Page 4

Grievance – “A grievance is an act or omission to act by the respective administrations of the System institutions, allegedly resulting in an adverse impact on the employment conditions of a faculty member relating to promotion, appointment with tenure or other aspects of contractual status, or relating to alleged violations of the NSHE Code or institutional bylaws. Decisions of the Board of Regents are not subject to review by grievance procedures. Any decision which involves the nonreappointment to or termination of employment of faculty as provided in Subsections 5.4.2, 5.8.2, 5.9.1, 5.9.2, 5.9.3 and 5.9.4 of the NSHE Code, or the furlough or lay off of faculty for financial exigency or curricular reasons is not subject to review by grievance procedures.” NSHE Code, Title 2, Section 5.7.2 Grievance Counting Days – Always start counting working days excluding the first day, but including the last day HR –The abbreviation for the TMCC Human Resources Office. Instructional Faculty –Faculty members with teaching as their primary work responsibility, including Department Chairs, Discipline Coordinators, Academic Program Coordinators and Academic Program Directors Non-instructional Days –Non-teaching contract workdays for teaching faculty Overload –Compensation paid or work performed beyond the contract determined “full load” Plus Days – compensated days assigned to do work in addition to the designated contract days Re-assigned/Release Time – Teaching load that is reduced in consideration of the performance of alternate duties Stipend – A monetary compensation for services rendered beyond the base contract Tenured – Faculty members who have been granted tenure by the Board of Regents TMCC-NFA — The collective bargaining unit for faculty members at TMCC. Any reference in this contract to agree, consult, notify, contact, etc. with/to TMCC-NFA will be made with the TMCC-NFA Chapter President or their designee. Working days – Traditionally Monday through Friday, including holidays not observed by NSHE. Workload – Teaching and other assignments that are contractually determined. 2022-2025 TMCC-NFA Contract Article 2 Page 5

Article 3 Academic Freedom, Shared Governance, and NFA Prerogatives and Responsibilities 3.1 Academic Freedom Academic freedom is a cornerstone of public higher education, and TMCC recognizes its value and importance to our academic mission. The freedom of intellectual inquiry, together with the freedom to express views on academic and professional issues without fear of reprisal, are essential to delivering quality programs with integrity and fidelity. Academic freedom extends to research, creative activities, and also to classroom instruction, including to the topics discussed and the pedagogies adopted therein, as appropriate to the discipline. A college that promotes civil, rational, and collegial discourse is one that promotes intellectual diversity and seeks collaborative solutions. 3.2 Shared Governance In parallel, TMCC welcomes and values collaboration with faculty on institution-wide matters through the practice of shared governance, which gives faculty, through bodies such as TMCC-NFA and Faculty Senate, a prominent and meaningful role in college planning and decision-making. These bodies collaborate with administration on the development of policies and standards pertaining to their charters. Further to TMCCNFA’s role in shared governance: 1. TMCC-NFA represents bargaining unit members in all matters included in this Collective Bargaining Agreement. 2. When the administration forms a shared governance committee that deals with issues regarding the Collective Bargaining Agreement or defined in the Board of Regents 2022-2025 TMCC-NFA Contract Article 3 Page 6

Handbook, Title 4, Chapter 4, Section 13, TMCC-NFA will appoint a representative. 3. The college will provide a space (without charge) for TMCC-NFA members to conduct business or in which to stage contract negotiations. 4. TMCC shall provide a full list of all faculty who are members of the bargaining unit each semester (Fall and Spring). 5. Service as a member of the TMCC-NFA Negotiating Team when this Collective Bargaining agreement is open for negotiations shall count toward the five (5) hours of institutional service required of faculty in Article 8: Faculty Workload. This service shall include training, preparation for sessions, negotiation sessions, and any ancillary work required to complete contract negotiations. 6. TMCC shall create a page on the college website that contains a link to the current TMCC-NFA Contract and any MOUs or addenda, a list of current TMCC-NFA officers with contact information, and a link to the TMCC-NFA website hosted on the State NFA web server. TMCC-NFA will be responsible for providing current information to TMCC for the web page. 3.3 Non-Discrimination 1. Both the NSHE and the TMCC-NFA agree that the provisions of this Agreement shall be applied uniformly to all members of the bargaining unit as applicable. 2. The NSHE agrees that it will not discriminate against any member of the bargaining unit with respect to hours, wages, or any other terms and conditions of employment as described in the Board of Regents Handbook and in this Contract by reason of membership in the TMCC-NFA, participation in any lawful activities of the TMCCNFA, or any grievance, complaint or proceeding under this agreement. 2022-2025 TMCC-NFA Contract Article 3 Page 7

3. The TMCC-NFA agrees that it will represent all members of the bargaining unit fairly and without reference to membership in TMCC-NFA. TMCC-NFA asserts that membership in the TMCC-NFA is not compulsory and that members of the bargaining unit have the right to join or not join the TMCC-NFA as each may decide. Neither TMCC-NFA nor NSHE shall coerce or discriminate against any faculty member in the exercise of such right. 3.4 Contract Administration Training/Attendance at Conventions TMCC-NFA shall have a total of up to twenty (20) working days paid leave per year to be distributed by TMCC-NFA to delegates to attend contract administration/training conventions. Participation by any one individual will not exceed five (5) working days per year. Each person who will be absent has the responsibility to arrange for a qualified replacement and TMCC shall not be liable for any compensation for the replacement. TMCC-NFA shall provide ten (10) working days’ notice to the President of TMCC, or designee, and to the supervisor of the individuals who are seeking to attend such programs.and the identity of the replacements. It is expected that the President, or designee, will approve such requests or present reasons for denial to the faculty member. 2022-2025 TMCC-NFA Contract Article 3 Page 8

Article 4 Academic Year and Instructional Days 4.1 Academic Year The academic year shall be defined by the academic calendar as approved by the President following the recommendation of the Faculty Senate and the Vice President for Academic Affairs. Calendars are proposed by the Vice President for Academic Affairs in two-year blocks at the beginning of Spring semester. In the absence of any recommendation, the President may determine the academic year. 4.2 Non-Instructional Days Non-instructional days shall be used for carrying out other professional responsibilities (individual and group work) such as course and curriculum development or revision, student advising, laboratory maintenance, routine preventative shop maintenance, conducting educational research review and/or preparation of audio/visual computer assisted instructional aids, visitation of proposed clinical sites, professional development, etc. Faculty are required to meet departmental and college obligations during noninstructional days. 4.3 Changes in Contract Assignments 1. Faculty shall be offered A, B or B+ contracts each year as provided for in the TMCC Workload Policy and Administrative Manual. 2. Changes in contract assignments after the initial assignment which affect compensation and/or hours worked shall first be discussed between administration and the faculty member involved, seeking mutual agreement. If no agreement is reached following this discussion and exploration of alternatives, if any, suggested by 2022-2025 TMCC-NFA Contract Article 4 Page 9

the participants a final decision may be implemented at the discretion of administration. If administration chooses to exercise this option after failure to reach agreement through discussion, a minimum of six (6) months advance notice shall be given before any changes in contract takes effect. Nevertheless, it is recognized that it is in the best interests of TMCC and the faculty if such changes are accomplished by mutual agreement. 4.4 Changes in Campus Assignments As part of their professionalism and devotion to their students, faculty members recognize that they should teach where their students are available for instruction. With regard to changing assignments from day to night, night to day, from one site to another, or between online and face-to-face instruction, the Department Chair/Director/APC/APD shall take into consideration the preferences of the affected faculty member(s) as well as the needs of the Truckee Meadows Community College students. In the absence of agreement between the Department Chair/Director/APC/APD and the faculty member, the matter may be taken by either party to the Dean for resolution. 4.5 Emergency Changes in Teaching Assignments In the event of emergency changes in teaching assignments—that is, re-assignments necessitated by unanticipated events (such as enrollment shortfalls requiring course cancellations, illness or resignation) occurring within a period of two (2) weeks before the semester through the end of the semester—the Department Chair/APC/APD may independently determine faculty re-assignment. In making such determination, however, the Department Chair/APC/APD shall take into consideration the preferences 2022-2025 TMCC-NFA Contract Article 4 Page 10

of the affected faculty member(s) as well as the staffing needs of the division. Emergency assignments of this kind shall not constitute precedent for assignments in succeeding semesters. 2022-2025 TMCC-NFA Contract Article 4 Page 11

Article 5 Salary 5.1 Definitions As used in this article: 1. The academic year shall be defined by the academic calendar as approved by the President following the timely recommendation of the Faculty Senate and the Vice President for Academic Affairs. The academic year shall include a period prior to the beginning of instruction and a period following the conclusion of examinations in the Fall and Spring semesters as specified in the academic calendar. The academic year will consist of 172 days. 2. Salary will be governed by the basic concepts of the Community College Academic Salary Schedule as established in Chapter 3, section 3, of the Nevada System of Higher Education Procedures and Guidelines Manual. 5.2 Placement 1. The Community College Academic Salary Schedule shall govern the placement of new faculty members on the salary schedule as specified in the NSHE Procedures and Guidelines Manual. Initial placement for new faculty should be based on factors such as: the degrees obtained, licenses and certifications, teaching/counseling experience, and occupational/related work experience. Original placement made upon contract start date can be adjusted following appropriate verification of academic credentials within thirty (30) calendar days of the effective date of employment to establish teaching and related work experience. 2. Authorizing a higher salary to attract an applicant in disciplines pre-defined as 2022-2025 TMCC-NFA Contract Article 5 Page 12

difficult to recruit starts when HR, in consultation with Faculty Senate, submits recommendations to the President for designating difficult to recruit positions. The President shall review the recommendations and forward their determinations to the Chancellor. As outlined in the NSHE Procedures and Guidelines Manual (Chapter 3, Section 3.2b), “designating difficult to recruit positions will be reviewed on a yearly basis by the NSHE and approved by the Chancellor. The President will make the final determination on initial salary placement for positions determined to be difficult to recruit.” 3. At the time of hiring, faculty members shall be offered appropriate A, B, or B+ Contracts as defined in Article 8 of this Collective Bargaining Agreement. Workdays for B-Contract faculty in areas such as Counseling or Library that require prescribed staffing periods, shall be selected by the faculty member in consultation with their supervisor. In the absence of consensus, assignments shall be made by the administration. 4. Existing faculty shall be paid according to the Community College Academic Salary Schedule. 5.3 Additional Compensation Compensation for any work in addition to the B-Contract shall be determined in one of the following ways: 1. If additional work is based upon a fixed number of days as determined by administration and accepted by the faculty member, the following formula will be used. The faculty member’s base salary divided by 172 days shall provide the daily rate for that faculty member. The daily rate multiplied by the number of days beyond the B-Contract shall equal the additional compensation. 2022-2025 TMCC-NFA Contract Article 5 Page 13

2. If the additional work is based upon completion of a project or assignment and not on a fixed number of days, compensation shall be at a rate determined by the Dean and the Vice President. 5.4 Movement on the Salary Schedule Provisions for movement within the Community College Academic Salary Schedule are provided in the NSHE Procedures and Guidelines Manual. The Professional Advancement Program is defined in Section 35 of Title 4, Chapter 3 in the Board of Regents Handbook. It provides mechanisms for advancing skills or a degree to move on the salary schedule. 5.5 Salary Adjustments 1. TMCC will work with TMCC-NFA through shared governance bodies when formulating policies and procedures related to salary adjustments for the collective bargaining unit, including Cost of Living Adjustments, Merit Increases, Salary Equity Studies and Adjustments, Rank Advancement, and so on. Resulting policies will be published by the administration and maintained jointly with faculty. TMCCNFA recognizes that during periods of financial difficulty, such as when the biennial state budget is cut by ten (10) percent or more, plans regarding salary changes may need to be paused or reconfigured and the administration may require added flexibilities. Where the college must consider budget reduction measures, the administration will consult with TMCC-NFA and other employee groups through shared governance bodies to seek input from all stakeholders. 2. COLA increases funded by the Nevada Legislature and/or established by the NSHE for all community college faculty occurring before, during, or after ratification of 2022-2025 TMCC-NFA Contract Article 5 Page 14

this Contract shall be incorporated into the Salary Schedule base for all employees covered by this Contract. 5.6 One-Time Salary Payments By no later than June 30, 2023, TMCC will disburse a one-time extra salary payment to all faculty covered by this contract, in the amount described herein. 1. Faculty with a gross annual salary up to $49,999.00 will receive a $2,600.00 onetime payment; 2. Faculty with a gross annual salary between $50,000.00 and $99,9990.00 will receive a $2,300.00 one-time payment; and 3. Faculty with a gross annual salary over $100,000.00 will receive a $2,000.00 one-time payment. 5.7 Summer School 1. Compensation for summer school shall be paid to members of the academic faculty under the authority of NSHE Procedures and Guidelines Manual (Chapter 3.6.6). a. B-Contract Academic Faculty will be paid 1.875% of their base contract amount from the TMCC salary scale per credit hour. This rate shall not go below the parttime faculty rate and shall not exceed the maximum of the faculty member’s pay range. B-Contract Academic Faculty may teach a maximum of nine (9) credits total during Summer School. b. A-Contract Academic and Administrative faculty teach Summer School as an overload and are paid at the part-time faculty rate unless their contract requires a Summer School load. In that case, they are paid as stipulated in their agreement upon hire. As this is an overload, these faculty may only teach (6) credits total in 2022-2025 TMCC-NFA Contract Article 5 Page 15

Summer unless their contract stipulates otherwise. 2. If enrollments in all of a B-Contract faculty member’s Summer School classes fail to produce the revenues required to cover the instructor’s salary for all the classes they are teaching, the Vice President of Academic Affairs may negotiate a mutually agreeable lower rate instead of canceling the classes. 3. Additional credits may be taught under extenuating circumstances when recommended by the Department Chair/APC/APD /Director and with the approval of the Dean and the Vice President of Academic Affairs. 4. Department members, in consultation with the department chair shall create an equitable policy for assigning summer classes to interested faculty members. Fulltime faculty members have the right of first refusal regarding initial assignment of summer classes. 5.8 Workload Article 8 of this Collective Bargaining Agreement constitutes the approved TMCC Faculty Workload Policy. This policy may be reviewed and renegotiated by mutual agreement of the TMCC-NFA and administration and amended by a memorandum of understanding to this contract at any time during the contract period. 2022-2025 TMCC-NFA Contract Article 5 Page 16

Article 6 Benefits 6.1 General Provisions 1. The following benefits shall continue according to their own terms unless otherwise addressed by this Contract. Any subsequent increase/addition or decrease/deletion of benefits by the NSHE applicable to all NSHE faculty shall be applicable to all employees covered by this Contract. The following represent current benefits or issues pertaining to benefits covered in the Board of Regents handbook: a. Death Benefits b. Leave of Absence Without Salary c. Sabbatical Leave d. Sick Leave e. Annual Leave f. Family and/or Medical Leave g. Military Leave h. Judicial Leave i. Reduced Appointments for Tenured Faculty j. Emeritus Status Samples of the benefits provided include (in alphabetical order): a. Automatic Withdrawal b. Computer Loan Program c. Direct Deposit d. Employee Assistance Programs 2022-2025 TMCC-NFA Contract Article 6 Page 17

e. “Grant-In-Aid” Fee Waivers that can be used at all NSHE Campuses f. Medicare Participation g. Mileage Reimbursement h. Voluntary Benefits (Personal Accident, Supplemental Term Life, Cancer Care, Short-Term Disability, Long-Term Care and Auto- Homeowners/Renters, Prepaid Legal, Pet Insurance) i. Phased-in Retirement j. Retirement: Defined Contribution Plan k. Safe Working/Learning Environment l. Section 125 Plan m. State Deferred Compensation Plan n. Tax Sheltered Annuities\ o. Unemployment Compensation Insurance p. Worker’s Compensation Insurance q. Holidays. The following system-wide legal holidays are provided to members of the bargaining unit: January 1 New Year’s Day 3rd Monday in January Martin Luther King, Jr. Day 3rd Monday in February Presidents Day Last Monday in May Memorial Day July 4 Independence Day 1st Monday in September Labor Day Last Friday in October Nevada Day November 11 Veterans Day 4th Thursday in November Thanksgiving Day Friday following Thanksgiving Family Day December 25 Christmas Day 2022-2025 TMCC-NFA Contract Article 6 Page 18

2. Faculty members covered by this Contract shall be eligible to participate in the System-wide plans, as covered by Section 6.1 of this Contract. Whenever TMCC has the authority to select or recommend representatives to any NSHE committee dealing with compensation and/or benefits which includes one or more academic faculty representatives, at least one TMCC representative on any such committee shall be a TMCC-NFA bargaining unit member and shall be a full member of such committee which includes, but is not limited to, the right to vote and to be reimbursed for related expenses. 6.2 Insurance Programs-Change in Funding or Cost The NSHE is part of the State Insurance Plan and agrees to make available group medical, vision, dental, life and other appropriate insurance programs as provided in that Plan and as funded by the Legislature. In the case of premium increases not matched by an increase in the appropriation from the legislature, or in the case of a reduction in the legislative appropriation, or in the case of decreased benefits available in the State plan, the TMCC administration will advocate to NSHE to preserve the highest possible benefit levels at the lowest possible cost to unit members. In these situations, the NSHE will also examine the feasibility of either adopting an alternative plan or supplementing the State plan with other available. 6.3 Personal Day A B-Contract Faculty member shall have one contract day per academic year to conduct personal business. The faculty member shall obtain prior approval from their supervisor. No class cancellation is permitted. Coverage for classes is the responsibility of the individual taking the personal day. Personal days do not rollover and must be 2022-2025 TMCC-NFA Contract Article 6 Page 19

used in the same academic year awarded. 2022-2025 TMCC-NFA Contract Article 6 Page 20

Article 7 Additions to the Workforce 7.1 Selection of Full-Time Tenure-Track Faculty 1. Replacement of Academic Faculty: A tenured academic faculty position that becomes available will be replaced with a tenure-track position. A tenure-track faculty position shall be advertised for at least thirty (30) calendar days prior to the date the position is closed. 2. Faculty Search Committee, Tenure Track Positions a. Search Committee Chair. A faculty search committee for tenure-track, faculty positions shall be chaired by the Department Chair, Director or Program Coordinator, or their designee, as approved by the Dean. b. Search Committee Composition. i. Four (4) other faculty members, preferably tenured, (three (3) from the division – two (2) of whom are from the same discipline as the vacant position if possible, and the fourth from outside the division), selected by a Search Committee chair in consultation with HR will constitute the voting search committee. ii. Because of the unique, departmental, and student perspective that classified employees can bring to searches, it is desirable that (1) one classified employee participate in each search, as an ad hoc observer. This person will be invited to attend all candidate interviews, teaching demonstrations, and informal meetings as time permits to form 2022-2025 TMCC-NFA Contract Article 7 Page 21

recommendations that will be shared with the committee Chair and considered by the committee. iii. At the discretion of the search committee, a community representative may also be included as a non-voting member. 3. Training for the Search Committee. A representative from HR and/or Equity, Inclusion and Sustainability will provide training in EEO compliance as well as procedures for conducting a search committee meeting and will be available as needed. 4. After the completion of the search committee process, the search committee will forward a recommendation of up to three (3) candidates, including any ancillary information, to the Dean. At any point, a recommendation may include no candidate being put forward for the position and the subsequent reopening of the existing pool of applicants or vacating the entire pool. The Dean will then make a recommendation to the Vice President given the information from the search committee. If the Vice President does not concur with this recommendation, the decision will be explained to the Dean and the committee. The committee will then, at its discretion, either recommend other candidates from the existing pool or choose to reopen the search. 5. Whenever possible, the search committee will assist with the development of the job announcement. 7.2 Selection of Full-Time Temporary Faculty When there is insufficient time or funds to fill the position with a search as defined in 2022-2025 TMCC-NFA Contract Article 7 Page 22

Article 7.1, a search for a temporary faculty member may be made with the agreement of the TMCC-NFA President or their designee and with the approval of the Dean, the Vice President, and the President. A temporary full-time faculty position shall be advertised for at least thirty (30) calendar days prior to the date the position is closed. If the search for a temporary faculty position is not known until after July 1 for Fall Semester or November 15 for Spring Semester, a ten-day period of advertisement may occur if approved by the Dean. 1. Full-time temporary hires may be rehired beyond one year only if necessary, based on a budgetary or programmatic reason that precludes conducting a tenure-track hire. Any extension of the one-year hire must be justified in writing annually and approved by the Vice President and the President in agreement with TMCC-NFA. Temporary (multi-year) academic positions may be hired on grant or contract related requirements and commitments. These positions shall be approved within the college’s budgetary process. 2. Except under unusual circumstances, a search committee will be utilized as described in Article 7.1 to hire temporary full-time faculty. The Vice President may waive this requirement, but only after consultation with the Dean and agreement with the TMCC-NFA. Any request for a waiver shall include clear reasons for it. 3. Given the temporary status of this position, the search process will use a reasonable and economical means to seek qualified candidates, including advertising and travel stipend for candidates except in special circumstances and where additional funds are available. 7.3 Selection of Full-Time Emergency Temporary Faculty 2022-2025 TMCC-NFA Contract Article 7 Page 23

1. In the very unusual circumstances that a position needs to be filled less than 15 working days before the start of a semester, the Dean, with agreement of TMCCNFA, may approve an emergency temporary hire. All requirements in 7.1 and 7.2 may be waived at the discretion of the Dean with approval of the Vice President and in agreement with the TMCC-NFA President or designee. Due to the emergency status of the replacement, the department may utilize the existing pool to fill the vacancy and make the recommendation to the Dean for approval. 7.4 Tenure Probationary Committee Once seated a Tenure Probationary Committee member may not be removed from the Committee without justifiable cause and then only with the approval of the Vice President for Academic Affairs in consultation with the NFA. 2022-2025 TMCC-NFA Contract Article 7 Page 24

Article 8 Faculty Workload Workload is the primary measure of how a faculty member fulfills their contract. It is measured in contact hours and applied uniformly throughout the College. The Board of Regents Code defines a minimum load for a faculty member at a community college as thirty (30) credits per academic year. Every attempt should be made to ensure that student needs and faculty welfare are considered in the assignment of faculty workload. 8.1 Rules Governing Workload 1. Contact hours include formal class/lab meetings, whether for credit or not for credit, but part of a for-credit program. 2. A standard of fifteen (15) contact hours per week per semester should be used to schedule full-time instructional faculty. Except in extraordinary circumstances, tenured faculty may refuse a teaching assignment beginning after 5:00 p.m. which is directly followed by an early morning assignment (before 9:00 a.m.) or for more than two consecutive courses in a row. Department course schedules are designed to meet student and programmatic needs. Departments shall establish and maintain an equitable process for course assignments. 3. A six-credit (6) per semester overload teaching limit, paid at the part-time rate, will be upheld consistently throughout all instructional divisions except in the case of an emergency (sudden resignation, unexpected absence, etc.) when a faculty member may be granted an exception with the recommendation of the Department Chair and approval of the Dean and Vice President. 4. Independent Study courses and Internship courses are scheduled as single-seat 2022-2025 TMCC-NFA Contract Article 8 Page 25

sections for directed learning by individual students. These sections will not count toward faculty contractual loads or overload but are instead paid at the Independent Study rate found in Table 2.0 of this Article. The maximum number of Independent Study and/or Internship students that a single faculty member may oversee shall not exceed ten (10) in a single semester. Note: Independent Study does not refer to scheduled group-instruction courses in which students perform work semiindependently, such as project-based learning or undergraduate research. Such group-instruction sections will count toward faculty contractual loads or overloads. Low-enrolled courses shall not be paid at the Independent Study rate. 5. Course enrollment caps are determined by the department with the approval of the Dean and Vice President. Course enrollment caps reflect the responsibilities other than direct instruction, including but not limited to, the pedagogical methods employed, safety concerns, and the need for individualized attention. No discipline may set their maximum class size to greater than fifty (50) students, with the exception of instructor-assisted open entry classes. No overload will be paid for classes wherein the enrollment exceeds its established enrollment cap when done with the consent of the individual instructor. 6. Faculty members who co-teach a class will be compensated on a prorated basis not to exceed the number of total contact hours that a single faculty member would be credited for if they taught the course (for example two faculty members who teach a three (3) credit (3 contact hours) class will each get 1.5 contact hours or some other combination leading to a total of 3 contact hours). This section does not apply to learning community teaching assignments. 2022-2025 TMCC-NFA Contract Article 8 Page 26

7. Academic faculty members who teach noncredit or continuing education classes that are not a part of their regular workload will be paid as reflected in the agreements between the hiring supervisor and the faculty member. Faculty shall not be paid for teaching noncredit classes that conflict with their normal contractual obligations. 8. Counseling faculty work thirty-five (35) hours/week with the number of scheduled days determined by the approved academic calendar. Counselors’ schedules are agreed upon by the respective Vice President. 8.2 Online Instruction The college recognizes the growing importance of online instruction, including online teaching as well as any course that has online components. Faculty and staff have invested significant amounts of time to develop courses, online degrees, and certificates. 1. If there is need for a course to be created or modified to support a specific degree or certificate, the college may offer faculty a stipend or release time for development through the negotiated process for special assignments agreed upon in the NFA contract. 2. The Web College Department will work with faculty, Deans, and Directors in the development and support of online courses to include design, approaches to online learning as well as adherence to the Faculty Standards for Online Instruction as approved by Faculty Senate. 3. The Web College Department will ensure appropriate training for faculty teaching online is held each semester. 2022-2025 TMCC-NFA Contract Article 8 Page 27

4. Online courses are subject to the same academic discipline standards and management as any course in a traditional classroom setting. 8.3 Full Time Faculty Contractual Load(based on Contact Hours) 1. B-Contract Faculty B-Contract faculty are faculty who are capable of, and committed to, being involved in a multitude of related activities which include teaching, student interaction and institutional service. B-Contract faculty are teaching and counseling faculty. BContract faculty work a ten (10)-month year and do not earn annual leave. a. Teaching Workload. B-Contract faculty teach thirty (30) contact hours per year, split as evenly as possible between each semester (Fall and Spring). b. Student Support Times (AKA Office Hours): B-Contract faculty maintain five (5) hours per week outside of scheduled instruction to provide personalized assistance to meet student needs in a variety of ways. i. There are two different types of student support time: 1. Scheduled office hours consistent with the mode of instruction (e.g., In Person, Online, etc.), and 2. Other Support Time activities such as: Providing One-on-One Support for students who need extra help, Review Sessions, Study Sessions, Advising, Student Conferences, Student Requested Appointments, Meetings with Students in alternate modalities if requested. ii.. Faculty will deliver and be accountable for: 1. At least three (3) hours of regularly scheduled student support times consistent with the mode(s) of instruction and 2. No more than two (2) hours of Other Support Time. iii. Faculty will detail their approach to Student Support Time in the syllabus 2022-2025 TMCC-NFA Contract Article 8 Page 28

under the heading “Student Support Time and Office Hours” iv. Modifications to the established Student Support Time Approach in the Syllabus must be clearly communicated to students and must be coordinated with the faculty member’s supervisor. v. With regard to accountability, faculty should be prepared to verify the delivery of Student Support Time as detailed in their syllabi. c. Institutional Service Hours: B-Contract faculty perform five (5) hours per week of service to students and the institution. This can come in many forms, with as much of this on campus as possible. This service may include but is not limited to: committee work, professional development, meetings, workshops, student events, etc. d. B-Contract faculty work at least ten (10) hours per week on instructional activities including grading, preparation, etc. e. B-Contract faculty work a minimum of 172 days in an academic year. f. The following events are mandatory for faculty to attend: Convocation (Fall and Spring) and Commencement. g. In some circumstances plus days may be added to “B” contracts to accommodate additional assignments per approval of the Vice President. h. B-Contract Counseling and Library faculty work thirty-five (35) hours/week with the number of scheduled days determined by the approved academic calendar. Counselors’ schedules are agreed upon by the appropriate Vice President or designee. i. If the contact hours referenced in section c above are reduced, hours in sections d, 2022-2025 TMCC-NFA Contract Article 8 Page 29

e, and f would be proportionally reduced excluding instructional overload assignments. 2. A-Contract Faculty A-Contract faculty have the same workload expectations as B-Contract faculty. In addition, A-Contract faculty work year-round and earn annual leave. A-Contract instructional faculty work the equivalent of fifteen (15) contact hours per semester (Fall and Spring) and work thirty-five hours per week during the summer and academic breaks. No overload is paid to instructional A-Contract faculty except for work done outside of the work hours as approved by the division Dean. 3. Variable Instructional Workload Non-traditional instructional programs or services such as industry training and other unique training needs may require instructional delivery at a different pace than traditionally scheduled courses. To accommodate those needs, faculty may need to modify their working hours to deliver the requested instruction in prior consultation with their supervisor. a. For the purpose of calculating workload in this model, fifteen (15) contact hours will count as the equivalent of one (1) credit toward workload, unless otherwise specified by accreditation or certification agreements. b. This modified workload may also be accommodated through an Additional Assignment or through a written agreement between the TMCC-NFA and the administration. 8.4. Faculty Advising Full-time faculty are eligible to receive the equivalent of 3 credits of workload annually 2022-2025 TMCC-NFA Contract Article 8 Page 30

to participate in the TMCC faculty advising program with mutual agreement between the Faculty member and the faculty member’s supervisor. The program requires: 1. Advising 25 to 30 students annually, unless otherwise agreed upon; 2. Annual training provided by TMCC Advising; 3 Assignment and co-reporting to a full-time TMCC advisor specific to this workload responsibility with the intent of providing ongoing support, student interaction tracking and assessment. 8.5. Contact Hour Calculations 1. Definitions for Table 1.0 a. Contact Hour (CH) is the primary unit of measure for workload and is a unit of instruction whereby faculty are involved with students in a class or laboratory setting. A standard workload is fifteen (15) contact hours per semester. b. Compensated Contact Hours (CCH) is the number of Contact Hours the instructor is compensated for. c. Contact Hour Ratio (CHR) is the ratio of Contact Hours to the Compensated Contact Hours (CCH). d. CCH = CH x CHR. When the Contact Hour Ratio = 1.0, then the Contact Hours (CH) equals the Compensated Contact Hours (CCH). When the CHR is less than 1.0, then the Contact Hours does not match the Compensated Contact Hours. o Example 1:an instructor is in a lab for 2 hours per week and the lab has a CHR of 0.60, the instructor is compensated for 1.20 Contact 2022-2025 TMCC-NFA Contract Article 8 Page 31

Hours (CCH = 1.20). o Example 2: (non-major Science class): An instructor teaches a lecture class that has 3 Contact Hours per week, plus a lab that meets 4 times per semester for 3 hours each, for a total of 12 lab hours per semester. The lab Contact Hours per week = 12/15 = 0.80 CH.The lecture and lab both have a CHR = 1.0. CCH = (3 lecture CH x 1.0 CHR) + (0.80 lab CH x 1.0 CHR) = 3.80 CCH o Example 3: (Visual Arts combined lecture/lab class): An instructor teaches four lecture/lab classes that have 5 Contact Hours per week: 3 are lecture and 2 are lab. The lecture CHR = 1.0, and lab CHR = 0.60. ● Compensated Contact Hours for each class: o (3 lecture CH x 1.0 CHR) + (2 lab CH x 0.60 CHR) = 4.20 CCH. o Total workload Contact Hours = four classes x 4.20 = 16.8 CCH. o Overload = 16.8 – 15.0 = 1.8 CCH 8.6 Table 1.0: Contact Hour Ratios Instructional Area Contact Hour Ratio (CHR) Example Class with Contact Hours (CH) and Compensated Contact Hours (CCH) Standard Instruction 1.0 CHR Contact hours per week (per 3 credit class): 3 Contact Hours = 3.0 CCH Standard Science Labs (Majors Lab) that meet weekly 1.0 CHR Contact hours per week (per 3 credit class): 3 Contact Hours = 3.0 CCH Science Labs (“Non-majors Lab”) that meet four times per semester (E.G.: BIO 100, CHEM 100, ENV 100, PHYS 100 and any other labs with four total meetings/course) 1.0 CHR 4 labs per semester with 3.0 CH per lab = 12 Contact Hours per semester. 2022-2025 TMCC-NFA Contract Article 8 Page 32

0.80 Contact Hours per week 0.80 CCH Allied Health Clinical: Instruction that requires monitoring of students at distant clinical sites, but not direct supervision of students when on-site 0.75 CHR 3 Contact Hours = 2.25 CCH Labs or Studios for Physical Education (PEX), Dance (DAN), Studio Art (ART), Graphic Arts (GRC, VIS), Music (MUS, MUSA) Theatre (THTR) Labs or Studios 0.60 CHR Example: PEX Lecture/Lab class: 2 Contact Hours per week total (1 hr Lecture x 1.0 CHR) + (1 hr Lab x 0.60 CHR) = 1.60 CCH. Example: ART Lecture/Lab class: 5 Contact Hours per week total (3 hr Lecture x 1.0 CHR) + (2 hr Lab x 0.60 CHR) = 4.2 CCH. 8.7 Table 2.0: Compensation and Reassign Time Independent Instruction Compensation Independent Study, Internships, Practicum Compensation per student is calculated by multiplying the compensated contact hours listed for the appropriate instructional type (See Appendix A, Table 1.0) by the State Operating Budget portion of the registration fees (at the current Lower or Upper Division level) as defined in Chapter 7, Section 17 of the NSHE Procedures and Guidelines Manual Private Instruction $300/semester for ½- hour lessons per week per student. Position Reassigned Time Department Chairs Determined by NFA Contract, Per approval of VP. Academic Program Coordinators and Academic Program Directors Determined by NFA Contract, Per approval of VP. Faculty Senate Chair 50% release time Consisting of 15 credits per year or 7.5 credits per semester excluding summer/winter term. B+20 days. Faculty Senate Chair-Elect 25% release time, consisting of 7.5 credits per year or 3.75 credits per semester excluding summer/winter term. $1000 stipend Faculty Senate Committee Chairs 15 credits per semester to be allocated by the Faculty Senate as deemed equitable at its discretion. Faculty Senate must notify Human Resources in writing of the allocation. Other College Approved Assignments Variable, Administrative approval. Non-Reoccurring Assignment/Medical Leave 1-15 credits per semester, Administrative approval. Reassigned time may be altered by NFA contract and is awarded at the rate of thirty-five (35) hours per credit adjusted for the term. 2022-2025 TMCC-NFA Contract Article 8 Page 33

8.8 Overload Policies 1. Instructional overload will be paid at the TMCC approved rate for part-time instruction. 2. In an individual semester, faculty may teach no more than six (6) overload contact hours (including release time, classes, and web classes) over their established regular faculty workload contract except with the recommendation of the Department Chair/Academic Program Coordinator/Director and approval of the appropriate Dean and Vice President. 3. Summer school overload must be approved by the Vice President or their designee. 2022-2025 TMCC-NFA Contract Article 8 Page 34

Article 9 Additional Assignments 9.1 Purpose and Scope This section is intended to address all Additional Assignments that may be assigned to any person covered by the terms of this Contract. The various positions that are covered may include (but not be limited to) Clinical Coordinator, Discipline Coordinator, Student Learning Outcomes and Assessment Coordinator, Lead Faculty, and any other positions which falls under the category of Additional Assignment. When the Vice President has determined that there is a need for a special project or assignment, a description shall be disseminated to all employees via e-mail. Faculty who are interested in special assignments are responsible for checking their e-mail accounts. In order to provide that members of the faculty learn of projects or assignments; such descriptions shall be announced a minimum of ten (10) working days prior to the decision to hire. The appropriate TMCC administrator shall make a decision and inform all applicants. 9.2 Authority and Responsibility Responsibilities may include (but not be limited to) the following representative duties: 1. Provide a communication link between faculty, Department Chair/APC/APD/Director and academic administrators. 2. Recommend a schedule of course offerings and faculty schedules to the Department Chair/APC/APD/Director. 3. Meet regularly with the academic administrators and Department Chair/Program Coordinator/Director. 2022-2025 TMCC-NFA Contract Article 9 Page 35

4. Facilitate group or program meetings. 5. Serve as a liaison to the Curriculum Committee. 6. Participate in new faculty orientation and faculty mentoring in the discipline. 7. Make recommendations to the Department Chair/APC/APD/Director and the Dean for the program design, development, and review process. 8. Make recommendations to the Department Chair/APC/APD/Director and Dean for the discipline review process. 9. Assist with new program development. 10. Under the supervision of the Department Chair/APC/APD/Director work with HR to recruit, recommend for hire and evaluate part-time faculty. 11. Gather and disseminate advisory committee meeting minutes (if appropriate). 12. Secure book orders for part-time faculty. 13. When applicable meet with external college faculty for curricular purposes. 14. Where applicable, oversee maintenance of facilities such as labs and related equipment 9.3 Accountability The faculty member with an Additional Assignment is accountable to the appropriate Department Chair/APC/APD/Director for all the responsibilities agreed upon in writing at the time of appointment. The faculty member will account for the Additional Assignment in a letter report addendum to their Annual Evaluation. 9.4 Appointment When an Additional Assignment position opens, a description of the position with proposed compensation, including specific start and end dates, shall be disseminated to 2022-2025 TMCC-NFA Contract Article 9 Page 36