MAT
Meet & Confer
1995-96
End of The Year Report
Committee Members:
Nancy Markowski PVCC
Susan Starrfield SMCC
Raul Monreal PVCC
Gail Mee MCC
Patti Johnson CGCC
Bruce Dickson MCC
Henrietta Harris SMCC
Meeting Dates:
October 11, 1995 December 18, 1995 March 12, 1996
October 19, 1995 January 5, 1996 March 14, 1996
October 24, 1995 January 9, 1996 April 2, 1996
November 8, 1995 January 23, 1996 April 9, 1996
November 30, 1995 February 13, 1996
December 8, 1995 February 23, 1996
December 13, 1995 February 27, 1996
My first assignment as MAT President was to facilitate the MAT Meet &
Confer Ratification for 1995-96. (The process took place between June 29, 1995
and July 11, 1995.)
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September 13, 1995:
Received A-1 from Dr. Waechter, asking for an opportunity to meet with the MAT
executive committee, regarding communications with the governing board on the
issues of wages, salary and working conditions.
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October 24, 1995: A-1: The following reply was sent to Dr. Waechter in
response to his request to abolish or change the Meet & Confer process:
The MAT Executive Council met to discuss a better way to approach Meet
and Confer. The MAT Executive Council decided that, at this time, we do not
want to abolish or change the present Meet and Confer process. When the
current 1994-97 MAT Policy agreement expires, the MAT Executive Council might
be willing to study a change in the process:
There are many factors which will influence a possible revision of the
Meet and Confer Process including:
A. The use of Quantum Quality principles to arrive at a
decision necessitates time and participation.
B. The outcome of the organizational analysis in the Apollo
project will impact employee group structure.
C. The resolution of the Faculty Meet and Confer grievance may
provide legal precedent for the process.
D. The uniformity of the Meet and Confer process for each
MCCCD employee group is designed to maintain equity.
We may be on the right track by opening a dialogue; we simply want to
travel at a reasonable speed. In support of MCCCD continuous quality
improvement, the MAT Employee Group will participate, with other employee
groups, in future dialogues. Currently the MAT Executive Council will proceed
with the Meet and Confer process in accordance with the agreed upon 1994-97 MAT
policies.
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October 25, 1995: Reply from Dr. Waechter regarding our October 24, 1995 A-1.
Let me begin this note by offering a genuine apology for not having
communicated clearly when Ron and I met with you on October 11. The message
that I had hoped to leave with you was one which indicated that the Governing
Board is looking for a different process by which to handle the formulation of
the MAT Policy Manual.
It is not the Board's desire, nor mine, to meet in an adversarial
relationship with our own management team in terms of determining areas of the
policy manual which need to be modified.
Section 2 of the current policy manual indicates "The MAT group shall
have the right to be organized for the primary purpose of communication within
its membership. A part of the organization shall include a "meet and confer"
committee to work with the Vice Chancellor Quality and Employee Development on
the MAT Policies document."
I am looking for that "meet and confer" committee to work with me and
with Dr. Bleed to determine which sections of the policy manual need attention.
Use of electronic mail is a very poor substitute for face to face,
eyeball to eyeball dialogue. Ron and I would very munch appreciate being
invited to meet with your Executive Council so that our positions can be
clearly stated and understood.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * *
November 30, 1995 and December 18, 1995: Sent to all MAT members soliciting
assistance in identifying issues for '96-97 Meet & Confer and suggestions for
additions or changes to the '96-97 Policy Manual.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
December 1, 1995: Corresponded with the president's of the other employee
groups to solicit information regarding their Meet & Confer issues.
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December 8 & 11, 1995: Met with Dr. Waechter and Bleed to set ground rules and
review MAT's salary/economic issues with the Board.
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December 12, 1995: The following items were the tentative language on
salary/economics that MAT wanted:
1. A 5% cost of living effective July 1, 1996.
2. A step effective July 1, 1996
3. Support for MAT - Total monetary request of $15,000 to be used for
support of MAT President and office space and equipment at the
District office for the MAT Association.
4. Monies for MAT Professional Growth/Sabbatical leave - Professional
Growth increase by 20% and Sabbatical leave increase by 5%.
5. Members to be given the option of returning for compensation up to
6 banked vacation days a year.
6. Education Stipend
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
December 13, 1995: Received from Dr. Waechter, policy manual suggested
sections for change.
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December 18, 1995 - May 15, 1996 (11 Meetings) January 5,9,23, 1996; February
13, 23, 27 1996; March 12, 14, 1996; April 2 and 9, 1996: Met in working
sessions with Drs. Bleed and Waechter to review the language of the policy
manual. These meetings were related to the economic issues and the policy
manual issues.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
May 16, 1996: A-1 sent to 319 MAT members for ratification:
Background
To give the history of the MAT Policies, the Meet and Confer team requested:
1. A five percent cost of living effective July 1, 1996.
2. A step effective July 1, 1996.
3. Support for MAT - Total monetary request of $15,000 to be used to
support the MAT President, office space, and equipment at the
District office for the MAT Association.
4. Monies for MAT Professional Growth/Sabbatical leave - Professional
Growth increased by 20% and Sabbatical leave increased by 5%.
5. Members to be given the option of returning for compensation up to
6 banked vacation days a year.
6. A district funded Education Stipend
.
Recommendations Management/Administrative Technological Polices 1996-97
The following recommendations which were made by the Governing Board are being
sent to you for ratification.
1. MAT members eligible for step advancement will receive a step.
2. A two percent (2%) increase to the salary schedule at the midpoint
effective July 1, 1996.
3. MAT members who are red-lined will receive a one percent (1%)
increase.
4. $25,000 will be added to the MAT Professional Growth Fund (These
funds can be used for professional growth, sabbaticals and
educational stipends.)
5. The changes in the language shich simplify and clarify the MAT
Policy Manual.
The District's contributions to employee flexible benefit accounts
will remain unchanged for 1996-97.
These provisions become effective on July 1, 1996 and continue in effect until
June 30, 1997 or until modified by the Governing Board.
The recommendations were ratified by the MAT membership and received board
approval on June 25, 1996.
The following are the changes to the MAT Policy Manual for 1996-97.
1. MAT ORGANIZATION OK
2. MAT POLICY COMMITTEE OK
3. PURPOSE AND AUTHORITY: POLICY DOCUMENT OK
4. Delete heading and replace with
COLLABORATIVE RESOLUTION
Move section 10.5 here (ahead of existing language) with one change
"Director of Human Resources: becomes "Appropriate vice chancellor or
designee"
5. Change heading to: Voluntary Transfer
Eleminate the words "will be to a position of the same or lower grade,
will be handled in consultation with the Director of Human Resources"
6. REASSIGNMENT
6.2 Delete the word "/promotion"
6.3 Delete the word "/demotion"
6.4 New Language "MAT employees may be assigned to different
positions " acting" status. In this case, they will retain
reversion rights to their previou position"
6.5 Eliminate, replace with old section6.7 renumbered to 6.5
6.6.2 Delete the words "The president of MAT and one MAT
representative at each district location (as designated by the
MAT president)" replace with "ALL MAT"
6.7 Renumber to 6.5
7. RECLASSIFICATION
Delete old sections 7.1 and 7.2, new language
7.1 The District has a classification process by which all regular
full-time employees (except faculty) are assigned to job title
and grade.
Members of MAT are entitled to request reclassification if they
believe that they are inappropriately placed. If that request
does not result in placement to a higher grade, the employee
will retain his/her current title and grade.
(pickup with section7.3 without the number)
7.2 Renumber old 7.4 to 7.2
8. EVALUATION
8.3 Change the words "will be allowed" to "has the right"
9. RETENTION AND DISMISSAL
9.1.1 Probationary Period
Replace first sentence with:
"The probationary period for MAT employees shall be one (1)
year from the date of service under a MAT contract approved by
the Govering Board."
An additional supplement to 9:
"Upon completion of the probationary period the MAT employee
retains rights from the first date of hire or as per Governing
Board approval."
9.3 Dismissal
Omit the word "nonprobationary" in the first sentence.
10. GRIEVANCE PROCEDURE
10.4 Miscellaneous
10.4.1 Delete section, replace with "Once a grievance is initially
presented, an employee may not present new allegations at a
subsequent step.
10.4.4 Do not capitalize grievance procedure
10.4.5 Do not capitalize grievance procedure,
Delete second sentence, replace with "This does not preclude
any external remedies available to the employee."
10.5 Revised and moved to section4.
11. SALARY AND RELATED ITEMS
11.1 Administrative Pay Structure
Change word "determined" to "recommended"
11.2 Placement and advancement on the Salary schedule
11.2.2 Change "the schedule on which the position is place" to "that
position"
11.2.3 Change "Human Resources" to "Quality and Employee Development"
11.3 Education Stipend (moved from 17.12)
11.4 Shift differential (Computer Staff) (renumbered from 11.3)
11.5 Salaries (renumbered from 11.4)
12. HOLIDAYS OK
(correct holidays)
13. SICK LEAVE OK
14. VACATION OK
15. EMPLOYEE BENEFIT PROGRAM
15.1 Flexible Benefits
The parties recognize that the Employee Benefits Advisory
Committe is charged with the responsibility of recommending not
only benefit programs, but also appropriate funding levels as
well as benefit credits which come to each employee. The MAT
employee group is represented on the Employee Benefits Advisory
Committee.
MAT employees are encouraged to contact the Benefits' Office if
there are any questions and to maintain a copy of what is
received during the open enrollment period so it can be
referenced during the academic year.
16. LEAVE WITHOUT PAY
16.1 Replace last two words "for consideration" with "as required"
16.2 Correct typo - eliminated on "be" in last sentence
17. PROFESSIONAL GROWTH/SABBATICAL LEAVE
17.12 Educational Stipend (moved to 11.3)
17.6 $25,000 will be added to MAT Professional Growth Fund. (these
funds can be used for professional growth, sabbaticals and
educational stipends)
18. ADMINISTRATIVE LEAVE
18.1 Insert the word "paid" after two (2) month
19. OVERTIME PAYMENT AND/OR COMPENSTORY TIME OK
20. EMPLOYMENT OTHER THAN BASIC CONTRACTUAL EMPLOYMENT OK
21. POLICY REVISION AND INTERPRETATION OK
22. DURATION
Change title to POLICY DURATION
23. STATEMENT OF GOOD FAITH OK
24. RENEWAL AND PROCESS FOR SUCCESSOR AGREEMENT(S) OK
25. CLASSIFICATION GROUPING INTO SALARY GRADES
(needs complete up-to-date list of all grades)
Return to June 12, 1996 Minutes