Common use of UNIT RECOGNITION Clause in Contracts

UNIT RECOGNITION. The establishment of College Term Position(s) will not replace existing bargaining unit positions. DATE: August 27, 2008 COPIES TO: TO: ▇▇▇▇▇ ▇▇▇▇▇, President OCCCSA FROM: D. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇ SUBJECT: Memorandum of Understanding – Lag Payroll The Association understands and agrees with the College’s need to change its current practice of paying full- time staff employees on a current payroll basis to paying all staff employees on a one-week lag basis. It is understood that the current frequency of payroll dates on alternate Fridays (26 paychecks per year) will remain unchanged. However, the payroll check being issued on Friday, January 11, 2008, will cover a one- time, one-week pay period of December 30, 2007, through January 5, 2008. To ease the transition, and to avoid any hardship resulting from receiving only one week’s pay on January 11, 2008, full-time staff employees will be paid the equivalent of one week’s pay on January 11, 2008 for the period January 6 through January 12, 2008. This will be referred to as ―transition pay.‖ Income tax, SURS, College Insurance, Union dues, and (if applicable) Medicare will be deducted on the transition pay as well as any optional deferred compensation (403B and 457B) and optional deductions (Health Insurance, Section 125-Flex Spending Account, credit union, optional life insurance, Joint Appeal, etc.). No deductions will be taken when transition pay is paid back (either during employment or at separation). The transition pay payback is not eligible for deferred compensation (403B and 457B). The transition pay can be paid back (entire balance — no installments) either: A) At separation (retirement, resignation or death) or; B) Any time during employment at the College • If paid back during employment, at separation you will receive full amount earned in pay period (up to and including the separation date). Each employee will receive a document stating the exact dollar amount of the transition pay. The College payroll department will track each individual who receives the pay and the College will receipt the repayment of transition pay if paid back prior to separation. The Association will also receive a document reporting the amount of transition pay for each full-time Classified Staff employee.

UNIT RECOGNITION. The establishment of College Term Position(s) will not replace existing bargaining unit positions. This Agreement is effective in correlation with the dates of the current contact. DATE: August 27, 2008 COPIES TO: TO: ▇▇▇▇▇ ▇▇▇▇▇, President OCCCSA FROM: D. ▇. ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇ SUBJECT: Memorandum of Understanding – Lag Payroll The Association understands and agrees with the College’s need to change its current practice of paying full- time staff employees on a current payroll basis to paying all staff employees on a one-week lag basis. It is understood that the current frequency of payroll dates on alternate Fridays (26 paychecks per year) will remain unchanged. However, the payroll check being issued on Friday, January 11, 2008, will cover a one- time, one-week pay period of December 30, 2007, through January 5, 2008. To ease the transition, and to avoid any hardship resulting from receiving only one week’s pay on January 11, 2008, full-time staff employees will be paid the equivalent of one week’s pay on January 11, 2008 for the period January 6 through January 12, 2008. This will be referred to as ―transition pay.‖ pay. Income tax, SURS, College Insurance, Union dues, and (if applicable) Medicare will be deducted on the transition pay as well as any optional deferred compensation (403B and 457B) and optional deductions (Health Insurance, Section 125-Flex Spending Account, credit union, optional life insurance, Joint Appeal, etc.). No deductions will be taken when transition pay is paid back (either during employment or at separation). The transition pay payback is not eligible for deferred compensation (403B and 457B). The transition pay can be paid back (entire balance — no installments) either: A) At separation (retirement, resignation or death) or; B) Any time during employment at the College • If paid back during employment, at separation atseparation you will receive full amount earned in pay period (up to and including the separation date). Each employee will receive a document stating the exact dollar amount of the transition paytransitionpay. The College payroll department will track each individual who receives the pay and the College will receipt the repayment of transition pay if paid back prior to separation. The Association will also receive a document reporting the amount of transition pay for each full-time Classified Staff employee. DATE: August 27, 2008 COPIES TO: TO: ▇▇▇▇▇ ▇▇▇▇▇, President of OCCCSA FROM: ▇▇▇▇▇▇ ▇. ▇▇▇▇▇▇▇▇▇ SUBJECT: Additional Understandings for OCCCSA Contract 2008-2012 1. Current part-time employees (as defined in Section 1.7) who have health insurance coverage on July 1, 1995, may continue that coverage with the Insurance Fund, paying five-eighths (5/8) of the share paid for full-time employees and dependents. 2. Effective with the signing of the 1995 Agreement, no employee covered by that Agreement and by this Agreement shall regularly work 21, 22, 23 or 24 hours perweek. DATE: April 15, 2022 COPIES TO: TO: ▇▇▇▇▇▇▇ ▇▇▇▇▇-▇▇▇▇▇, President of OCCCSA FROM: ▇▇▇▇▇▇▇ ▇▇▇▇▇, Chief Human Resources Officer [NEW] An MOU to develop a remote/hybrid/condensed schedule work program for implementation effective August 1, 2022. This MOU is effective for the term of the 2021 CSA Agreement and may be renewed or renegotiated. This MOU will be added as an appendix to the 2021 CSA Agreement. The program will include the following components: 1. The College will review and analyze the operational needs, responsibilities, and staffing of departments and positions to decide whether the specific department and position is eligible for remote, hybrid or condensed schedule work assignments. The decision and rationale will be communicated to the Association by July 1, 2022. Remote work assignments are defined as those performed 100% off campus. Hybrid work assignments are defined as those requiring performance of work both on and off campus. Condensed work schedule is defined as regularly scheduled hours worked and fixed over fewer than five days. (e.g.: employee works four – 10-hour days, Monday through Thursday). Section 1.10 B&D [Professional/Technical] and Section 4.1 [Work Week] do not apply to the condensed work schedule.