Current through all regulations passed and filed through September 16, 2024
(A) Benefits
The college will pay instructional fees for college courses in
accordance with this procedure. Except as explicitly set forth in this
procedure, remission of fees benefits do not accumulate from term-to-term and
they expire unless used during the term available
(B) Non-instructional fees - credit courses
The college's general fee and any supplemental, incidental,
technical, and other non-instructional fees shall be paid by the employee or
dependent.
(C) Non-credit
courses
(1) Non-credit courses shall be
covered in accordance with the procedure referenced in this rule.
Coverage cannot exceed the employee's and/or dependent's per-term, non-credit
limit as defined in this procedure.
(a)
Professional development courses with CEUs, fire academy, police academy and
private security training will be covered at one hundred
per
cent.
(b) Group lessons and
summer camps will be covered at a maximum of fifty
per
cent.
(c) Private lessons
will not be covered.
(D) Full-time employees and their dependents.
(1) The instructional fees for full-time
employees who take credit, audit, and/or applicable non-credit courses will be
reduced by an amount not to exceed the in-county instructional fee rate for
eight hours of credit courses.
(2)
The instructional fees for dependents of full-time employees who take credit,
audit, and/or applicable non-credit courses will be reduced by an amount not to
exceed the in-county instructional fee rate for seventeen hours of credit
courses.
(3) For dependents of
employees who are employed full-time at the time of the employee's death, the
foregoing benefits shall extend for three academic years or until the dependent
child becomes twenty-three years old, whichever comes
first.
(E) Adjunct
faculty and their dependents.
The following employees are eligible for remission of
instructional fees in an amount not to exceed the in-county instructional fee
rate for three hours of credit courses:
(a) employees who
teach at least one instructional credit assignment for an academic
semester,
(b) employees who fulfill the nonteaching equivalent
of one equated semester unit per semester,
(c) and adjunct
faculty with non-instructional assignments, including counselors and
librarians, who worked at least twenty hours per week. This eligibility applies
to credit, audit, and/or applicable non-credit courses but does not accumulate;
it expires unless used during the academic term immediately following the
instructional assignment. (In the case of a spring semester assignment, the
benefit may be utilized during summer session or fall semester.) Dependents of
such employees are eligible for the same benefits.
(F) Non-instructional proffers.
The instructional fees for proffered employees with
non-instructional assignments working twenty or more hours per week who take
credit, audit, and/or applicable non-credit courses will be reduced by an
amount not to exceed the in-county instructional fee rate for three hours of
credit courses. This benefit does not accumulate; it expires unless used during
the academic term immediately following the term worked. (In the case of a
spring semester assignment, the benefit may be utilized during summer session
or fall semester.) Dependents of proffered employees with non-instructional
assignments are not eligible for the remission of fees benefit.
(G) Part-time non-bargaining
support staff and their dependents.
(1)
Part-time non-bargaining support staff employees are eligible for the following
benefits:
(a) Employees with one to five years
of service are eligible for one credit course per semester.
(b) Employees with more than five years of
service are eligible for eight credit hours per semester.
(2) Dependents of part-time non-bargaining
support staff with one or more years of service are eligible for one credit
course per semester.
(H)
Definitions.
(1) For the purposes of this
procedure, a "dependent" is
(a) a legal spouse,
(b) a domestic
partner, or
(c) an unmarried dependent child whose principal
residence is with the employee (unless the vice president of human resources of
the VP"s designee approves another place of residence).
(2) For the purposes of this procedure, a
"child" is an employee's (a) biological child;
(b) stepchild;
(c)
legally-adopted child;
(d) child placed and approved for adoption;
(e) child
for whom the employee, or employee's spouse or domestic partner is the legal
guardian or custodian;
(f) child who, by court order, must be provided
health care coverage by the employee, or employee's spouse or domestic partner
and whose age is under twenty-three; and
(g) spouse's or
domestic partner's unmarried biological or legally adopted child whose age is
under
twenty-three and whose principal residence is with the
employee (unless the vice president of human resources or the VP's designee
approves another place of residence).
(3) For the purposes of this procedure, a
"domestic partner" is a person who is in an exclusive, committed relationship
with an employee, if:
(a) the relationship is intended to be
permanent
(b) both parties are at least
eighteen
years of age,
(c) neither party is legally married to another
person,
(d) the parties are not be related by blood to a
degree of closeness that would prohibit marriage,
(e) the parties share
a mutual obligation of support and responsibility for each other's common
welfare and
(f) the parties have continuously shared a principal
residence for at least the previous six months, and intend to do so
permanently.
(I) Courses taken during work hours.
Employees are expected to attend courses during their
non-working hours. However, the college recognizes the desirability of planned
individual development which may necessitate attending a course that meets
during the employee's established working hours. When this necessity occurs the
employee may register for one course which meets during the employee's working
hours each semester, if all of the following criteria are met:
(1) The course is not offered during
non-working hours.
(2) The course
is a requirement of a degree program in which the employee is officially
enrolled or, in the opinion of the immediate supervisor, the course directly
contributes to the employee's skills in their work assignments.
(3) The employee makes arrangements
satisfactory to his/her supervisor to make-up the time lost attending class
before or after regular work hours. Make-up time may not include rest breaks or
more than a half hour of the employees lunch period.
(4) The employee has the approval of the
immediate supervisor and the office of human resources.
(J) To the extent that the cost of a
course(s) exceeds the remission of fee limit, the employee is responsible for
the remaining balance due. Individual college departmental budget funds, if
available, may only be used to cover a remaining balance if all the following
conditions are met:
(1) The course(s) are for
professional development and in the opinion of the immediate supervisor, the
course(s) directly contributes to the employee's skills in their work
assignments.
(2) Prior to
registration and the start of the class, the employee receives written approval
by their immediate supervisor and budget unit leader to utilize college
funds.
(3) The immediate supervisor
and budget unit leader has sole authority to approve or disapprove the
request.
(4) Should the department
approve the request, the employee is responsible for paying the remaining
balance upfront and submitting a request for reimbursement after payment has
been made.
(K) The
president or the president's designee shall take all steps necessary and
appropriate for the effective implementation of this procedure.
