Negotiations (2012)

The administrative, staff associations and the faculty senate reached an agreement on salary and benefit packages for the next two fiscal years (fiscal years 2013 through 2014).

The package includes no salary increase for year one and a one percent (1.0%) to the midpoint salary increase for all benefit eligible groups for year two.  Based upon insurance increases ranging from 9.0% to 15.0% for year one and 10.0% for year two, the total compensation packages range from 0.59% to 0.96% in 2012-2013 and from 2.09% to 2.48% in 2013-2014.  There is an agreement with the staff association to change the calculation of pay for reclassified employees.  There is also agreement with the faculty group to grandfather current faculty summer pay provisions with new faculty starting at a new agreed upon rate as well as a review by a task force of division chair salary structure to include a reducation of total aggregate salaries by 8.5% and non teaching faculty work during peak coverage time periods. In addition, the faculty group has agreed to no increase in the overload rate for either year. Major general parameters of the agreements include no adjustments to the schedules, a salary increase for year two provided as a percentage of the midpoint, and other changes in conditions of employment negotiated between the employee groups and the administration.

 

ADMINISTRATIVE DRAFT PROPOSALS  – submitted

Highlights: Administrator Total Compensation – October 28, 2011

1)      No pay increase for the 1st year; 1% increase to the mid-point for the 2nd year
2)      Two year contract
3)      Healthcare funding will be increased by approximately $325,000 for year 1 and $360,000 for year 2, subject to retirement considerations around insurance
4)      Dental, vision, retirement, etc. included in the total compensation package for both years.

Highlights: Faculty Total Compensation – October 28, 2011

1)      No pay increase for the 1st year; 1% increase to the mid-point for the 2nd year
2)      Two year contract
3)      Healthcare funding will be increased by approximately $325,000 for year 1 and $360,000 for year 2, subject to retirement considerations around insurance
4)      Dental, vision, retirement, etc. included in the total compensation package for both years.
5)      All full-time faculty as of June 30, 2012 will be grandfathered with respect to the pay schedule for summer pay.  Full-time faculty hired as of July 1, 2012 and thereafter, will be paid at the adjunct rate plus $125 for up to 9 work units in the summer.  Work above 9 units in the summer is paid at the adjunct rate.
6)      12 month contract (210 days) for faculty (counselors and librarians) with current summer pay grandfathered as indicated above and new counselors and librarians paid according to above.
7)      An increase of $20 to the adjunct/overload rate included in the total compensation package for both years.
8)      $1,000 per year of service credit
9)      Division chair task force – withdraw the following from negotiations based upon a task force being convened to focus on the following with all work being completed by May 16, 2012 and the recommendations going into effect by June 30, 2013.  Moratorium on division chair elections until June 30, 2013.  Any changes to classification or pay schedule will go into the salary schedule and be effective as of July 1, 2013.

  1. Qualifications
  2. Teaching load
  3. Management requirements/job description
  4. Administration or faculty classification
  5. Work schedule
  6. Pay rate
  7. Selection process

 

Highlights: Staff Total Compensation Package – October 28, 2011

1)MCC Administration recognizes knowledge gained within MCC is valuable and critical to the success of our organization as a whole. In order to foster and acknowledge this, we will allow all full-time experience at MCC count towards comparison against minimum experience for a higher level position. With this comparison, placement within the hiring range (minimum + up to 9.27%) will be used as one factor to determine salary for upward movement.
This comparison will maintain the integrity of our salary placement system for Staff employees.

Recommendation for revision to the Salary of Schedule & Conditions:
II. CONDITIONS

A. Advancement
5. Reclassification or Appointment to a Higher Level Position: Staff employees whose positions are reclassified to a higher salary range or who are appointed to a different position within a higher salary range, will be placed on the new range at the greater of:

a.  Application of all full-time internal MCC
experience compared against minimum requirements for the position
will determine placement within hiring range for position
(minimum + up to 9.27%), or

b. The current salary increased by a minimum of 5% of the midpoint of the new range times the number of ranges moved to a maximum of 2 ranges.

2) All previously agreed upon issues not involved in current discussions will continue to be honored through the duration of the next contract.

a. Yes, with the following changes.
i. Section II: Conditions, A. 1-3 will need to reflect the salary rate agreed to in these negotiations.
ii. Section II: Conditions, K.2 needs to be eliminated, effective July 1, 2013.

3) No pay increase for the 1st year; 1% increase to the mid-point for the 2nd year.
4) Two year contract
5) MCC covers employer portion of any increases to the state retirement contributions
6) Healthcare funding will be increased by approximately $325,000 for year 1 and $360,000 for year 2, subject to retirement considerations around insurance.
7) Dental, vision, retirement, etc. included in the total compensation package for both years.

 

For information on meetings prior to September 2011, please visit the old Budget Source Negotiations Page.