the Association of the Step Two decision of the President of the College, submit such grievance to the PERC in accordance with the rules and regulations of such organization. The arbitrator's decision shall be advisory and Article III continued: shall not be binding on either party. The arbitrator's decision shall be in writing and shall set forth his findings of fact, reasoning and conclusion of the issue submitted. The costs of arbitration, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, and the cost of a hearing room shall be borne equally by the College and the Association. Any other expenses incurred shall be paid by the party incurring same. G. Election of Remedies 1. The filing of a non-contractual or grievance with the Vice President of Human Resources and Labor Relations shall be deemed an acknowledgement by the grievant that the subject matter appealed is beyond the definition of "contractual grievance" as set forth in Section E (1) of this Article. 2. If the grievant or Association initiates a proceeding or appeal arising out of the same factual circumstances or seeking similar relief before any administrative agency or judicial authority to which jurisdiction of the subject matter has been conferred by law, the pending contractual, non-contractual, or statutory-regulatory grievance proceeding shall be stayed until such administrative agency or judicial authority renders a final determination or remands the matter for continuation of the grievance proceeding. Nothing contained herein shall limit the right of the grievant or the Association to take a judicial appeal or initiate administrative proceedings after the grievance proceeding has been concluded. ARTICLE IV
(45) days written notice of the effective date of the change in health plans. Affected employees shall be furnished with a description of the substitute health plan. During the forty-five (45) day period, employees shall have the option of electing any benefit options that may be offered by the substitute health insurance plan. Article XXII continued: 3. If the College ceases to participate in the SEHBP, the College Department of Human Resources will continue to provide on-campus administration of health benefits and will distribute to affected employees notification of changes in the level of benefits. The Department of Human Resources will assist the employee in obtaining an expeditious determination by the insurance carrier of any appeal of a denial of coverage or benefits. 4. All questions and disputes arising under the terms of any health insurance plan substituted for the SEHBP shall be determined under the appeal process established by the insurance carrier and not under the grievance procedure set forth in Article III. A decision of the College to withdraw from the SEHBP and the selection of the health insurance plan providing substitute coverage are prerogatives of management and are not grievable. However, the Staff Association shall have the right within (45) days after its receipt of the master contract for the new plan, within which to advise the College in writing of its position that the substitute health insurance plan does not provide benefit levels that, in the aggregate, are equal to or more beneficial to the covered employees than the two medical plans having the greatest enrollment of CCM employees at the time of withdrawal from the SEHBP ("Notice of Dispute"). Within ten (10) days from the College's receipt of the Notice of Dispute, the College and the Staff Association will agree upon the appointment of an independent employee benefit specialist firm or individual. Should any other collective bargaining unit(s)
submit the eligibility determination to a third physician. If the Association requests submission to a third physician, the College physician and the employee's treating physician shall select a qualified physician to determine the matter. If the College and the employee's physician are unable to agree upon the selection of a third physician, such third physician shall be designated by the President of the Morris County Medical Society. The determination of the physician so selected, as to whether the employee is unable to work because of a disability covered under this plan, shall be binding upon the College, the Association and the employee. The cost of the services of the third physician shall be equally paid by the College and Association, and shall not be subject to further grievance. Limit of Benefits No benefits shall be payable for any periods of disability which did not commence while the employee was employed by the College, for any period of disability due to willfully or intentionally self-inflicted injury, or for any period during which the employee performs any work for remuneration or profit. Article XXIII continued: Limit of Liability The Board shall not be liable for any benefits under the Association Salary Continuation Plan in excess of $35,000 payable during any one fiscal year. In the that claims for benefits to the entire Association bargaining unit exceed that amount, the College will reduce the accrual of one day of sick leave by each employee in the bargaining unit, which shall be accounted according to the hourly rate of each employee that may be in effect at the time, and such additional amount of money shall be made available to pay additional claims for benefits. If this additional funding is also exhausted,
SR. GROUNDSKEEPER SR. SECURITY OFFICER E-40 AUTOMOTIVE MECHANIC HVAC MAINTENANCE MECHANIC MAINTENANCE MECHANIC SECURITY SERGEANT SR. SECURITY COORDINATOR F-40 SR. MAINTENANCE MECHANIC G-40 ELECTRICAL SPECIALIST HVAC SPECIALIST CCMSA Exhibit C Salary Grade Charts FY1718 to FY1920 Fiscal Year 2017 - 2018 Fiscal Year 2018 - 2019 Fiscal Year 2019 - 2020 Grade Minimum Maximum Minimum Maximum Minimum Maximum $30,000 $46,745 $30,000 $47,446 $30,000 $48,158 Grade $30,000 $49,171 $30,000 $49,908 $30,000 $50,657 Grade $30,000 $52,641 $30,000 $53,431 $30,403 $54,232 Grade $30,843 $55,068 $31,306 $55,894 $31,776 $56,733 Grade $32,173 $57,844 $32,656 $58,711 $33,145 $59,592 Grade $36,501 $63,740 $37,048 $64,696 $37,604 $65,666 Grade $40,823 $70,679 $41,436 $71,739 $42,057 $72,815 Grade $30,000 $51,600 $30,000 $52,374 $30,395 $53,159 Grade $32,839 $56,802 $33,331 $57,654 $33,831 $58,518 Grade $34,503 $60,272 $35,020 $61,176 $35,546 $62,094