Background:

 

A contract -- The Collective Bargaining Agreement between the College District and the CCFT -- not only governs the relationship between those two entities, it actually defines the area in which they interact.  Those areas are Academic Freedom; Compensation; Work Hours, Work Load, and Work Year; Leaves of Absence; Evaluation Procedures and Tenure Review Process; Personnel Files; Disciplinary Action; Safety Conditions; Grievance Procedures; and the Rights of each of the two parties to the Agreement. Anything outside these areas isn't, in the legal sense, a union matter.

 

If either side -- the District or the faculty union -- would like to see a change, addition, or deletion in any of the areas covered by the contract, those changes must be formally listed once a year (reopeners) by each party, the lists exchanged, so to speak, and the issues formally negotiated.  "Good faith bargaining" means negotiating with a willingness to consider seriously the other side's proposals; if the side cannot immediately accede, it can give a counter-proposal.  It may be the case that a few issues are rejected out of hand, but if many are, the rejecting side will not appear to be and will not in fact be making an attempt to come to agreement.

 

So Where are We Now?

 

In the issue of the 1999-2000 Salary Formula, CCFT had to ask for arbitration, in the face of failure to get the District to consider our position.  That arbitration should take place soon.

 

A few issues had been introduced the previous year and were near agreement -- the big one was the Intellectual Property Rights Agreement. We're really pleased with the work of both sides; actual agreement has finally been achieved.  Tentative agreement has been reached by both sides on some District issues of semantic import.

 

In the first five negotiating sessions, we rejected only one of this year's District reopeners.  We made counter-proposals on four and asked for clarification on three.  Their reopeners involved the salary placement schedule, compensation formula; work hours, summer session, development of distance education courses, evaluation procedures and tenure process modifications, and disciplinary action modifications.

 

In those same sessions the District rejected eight of our reopeners, gave no response to two, and unclear responses to two.  If you remember from previous communications, our reopeners were to establish 5% between salary steps, add a new column F and a step 15 for all faculty, fully cover employees and dependents with health benefits and life insurance, give health benefits to part-time faculty at 40%, a retirement incentive plan, better compensation for Division Chairs, movement to contract language for the agreed-upon principle of pro-rata pay (as defined) for part time faculty, a change in large lecture factor, off-campus professional growth for service faculty, and full-time faculty status for the Art Gallery Director.

 

It is of no avail, but rather a waste of time, for one side to go to the bargaining table if none of their issues will be bargained by the other side.  If there is a refusal to bargain the issues of one side for several meetings, impasse can be declared; the negotiations are held in suspense, and PERB assists in assigning a mediator to get negotiations back on track. The District, for several sessions, rejected most issues without counter-proposal.  CCFT cannot see anything to be gained at this time by continuing sessions until a mediator can possibly help resume serious communication.

Dear Part-time Faculty;

June Henry, Part-time representative to CCFT, ext. 2615, junethan@juno.com

 

It’s a great time to be a part-timer at Cuesta! Why? Support for part-timers has never been higher. Nationally, according to “Part-Timer” newsletter, Fall 2000, the American Federation of Teachers (AFT) recognizes that we make up “43% - and growing - of the country's higher education teaching force.”

 

At this year’s national convention, a resolution recognized AFT’s commitment to “end the financial and professional exploitation of part-time faculty.”  And the California Federation of Teacher’s (CFT) Part-Timer committee, up until now only an occasional committee, is now officially a standing committee of the CFT’s Community College Council. Support of part-timers makes itself known closer to home as well. The Cuesta College district, for the first time, has stated that its “goal [is] to compensate part-time faculty at 87.5% of full-time pay.” Finally, recompense in a manner commensurate with contributions made by part-time faculty concern not only our local, state and national unions but our very own district as well.

We still have work to do! Sending a clear message to our district in support of fair compensation for part-timers can be as easy as joining the union. Please don’t do anything that might jeopardize the strength of your union.

 

Whether you choose to be a member or not, CCFT remains your exclusive representative to the district and will fight for your rights should the need arise. I know you are busy. I know you carefully balance time spent on teaching because you aren’t compensated for time spent elsewhere. I want you to know that your membership alone is a valuable contribution (and may lead to fair compensation in the future!). If you ever wonder what rights you have as a part-timer, or if you just want to know the answers to some questions - what a “grievance” is or what “fair share” means or how the district and the union work things out – contact me. I’m here to help.  Thanks for working so hard! It clearly demonstrates that part-timers are worth equal pay.

 

 

Nationwide Conference on Part-time Faculty Issues

Christine Marchant

 

Part-time representatives from across the nation are coming together in January to hold the first conference on part-time academic labor.  Conference organizers expect to draw hundreds of part-time college and university faculty to discuss important issues, such as salary inequities, job security, and organizing techniques. 

 

 The goal is to create more permanent ties between part-time faculty organizations nationwide, with the idea of also developing a multi-faceted approach to organizing in the future. Taking place in San Jose on the 13 and 14 of January, the conference is a must to anyone interested in improving the lot of part-time faculty.  Call me if you are interested in attending.

 

Unemployment Benefits

Christine Marchant

 

Part-time faculty, did you know that you are entitled to claim unemployment benefits between semesters?  On the last day of the semester call the unemployment office at 544-9050 and inform them that you do not have a written contract--therefore a permanent guarantee of employment-- for next semester.

They will send you a form to fill out and you

should receive a weekly stipend during the vacation period.

 

If for some reason the employee seems confused about your claim, cite the CERVISI decision, a hard-won union gain giving part-timers the right to these unemployment benefits. 

 

 

Academic Calendar Survey Results

Marilyn Rossa

PUT IN WHAT I WROTE ON THE PAPER

 

 

Please note item IIC, the February/Presidents’ holidays: although the largest number of responses appear to say to continue the 4–day weekend, the combined responses of #2 and #3 actually amount to a much higher total than #1 alone—and here at Cuesta we only allow one response per question and no dimpled chads!  Our wording of questions #2 and #3 gave us a response that was difficult to interpret.  Nonetheless our Calendar Committee reps proposed the response to II.C.1 but compromised on C3 in solidarity with our classified colleagues who have wanted two 3-day weekends for quite awhile—one reason being the expense of finding childcare on a 4-day weekend since local K12 schools celebrate on two, 3-day weekends (But our 3-day weekends will include one Monday and one Friday to balance instruction).   The most pleasantly surprising responses were those on the 16-week semester.  See for yourself.  Because of what faculty told us, we are moving ahead with serious intent to bring more information to you so that we can negotiate a 16-week semester with the district in the not too distant future.

 

The negotiated responses are in bold type. Thanks to all of you who directed us in this bargaining matter.

Results of the 2001/2002 Academic Calendar Survey

 

I...... Flex Days. Taking some flex days at the beginning of the semester helps move the first census date earlier into the semester. This is important when calculating FTES for funding. But other flex days could be moved around. The only flex days currently within the teaching portion of either semester are the two days in October and the one in November before Thanksgiving.

 

A.... October Flex Days. Which of the following expresses your opinion about the two October flex days that we currently have scheduled?

1..... Keep the October flex days as they are........................................................................................................... 54.55

2..... Move the October flex days to Thanksgiving, creating a Thanksgiving Week............................................ 33.57

3..... Move the October flex days to two different days of the week (not a Monday or Friday) to balance out the time missed in evening and weekly classes. ............................................................................................................................................ 5.59

4..... Move the October flex days to the beginning or end of the semester............................................................. 3.50

5..... Other:................................................................................................................................................................... 2.80

 

B.... Number of Flex Days. Which of the following expresses your opinion about the number of flex days that we currently have scheduled?

1..... Keep the number of flex days as is (10)........................................................................................................... 70.29

2.__ Increase the number of flex days. Number:____________ (15 is the maximum.)........................................ 19.57

3.__ Decrease the number of flex days. Number:___________ (  0 is the minimum.)........................................ 10.14

 

II.... Holidays and Breaks. Please let us know what you think of these ideas about our holidays and breaks.

 

A.... Veterans Day Holiday

1..... The holiday should be taken on November 11 (the actual date of Veterans Day), no matter what day that might be in the instructional week........................................................................................................................................................... 8.90

2..... The holiday should be aligned with the local K-12 public schools as much as possible............................ 39.73

3..... The holiday should be taken on a Monday or Friday to make a three-day weekend.................................... 47.95

4..... Other:.................................................................................................................................................................... 3.42

 

B.... Spring Break

1..... Spring Break should be aligned with the local K-12 public schools as much as possible.......................... 53.10

2..... Spring Break should be taken at exactly mid-semester each year................................................................ 33.79

3..... Spring Break should be eliminated. .................................................................................................................. 3.45

4..... Spring Break should be taken at another time. Specify.................................................................................... 9.66

 

C.... The February/Presidents’ Holidays (2). The day of Washington’s celebration is mandated by state law. It will be on February 18 in the year 2002. Lincoln’s day is flexible.

1..... The February holidays should create one, 4-day weekend............................................................................. 38.26

2..... The February holidays should create two, 3-day weekends. ......................................................................... 29.53

3..... The February holidays should be aligned with the local K-12 public schools as much as possible. ........ 24.83

4..... The February holidays should be moved to mid-week so we do not miss so many Mon. or Friday. ........... 3.36

5..... Other:.................................................................................................................................................................... 4.03

 

III... Possible 16-Week Calendar. A 16-week semester academic calendar could be created that would shorten the academic semester by two weeks, while maintaining the same number of classroom contact hours (or increasing them slightly if flex days were decreased). This is generally accomplished by lengthening the period of time spent in each class session, e.g., hour-long class sessions with ten minute pass periods.

....... Given your current understanding of how such a calendar might work, which of the following best expresses your view regarding a 16‑week academic calendar?

1..... I favor the move to a 16-week calendar................................................................................................................... 28.08

2..... I generally favor a 16-week calendar but would need to see and discuss the details of such a plan.................. 28.08

3..... I favor the current calendar (do not change the current calendar)......................................................................... 13.01

4..... I generally favor the current calendar but might be persuaded to support the move to a 16‑week calendar after seeing and discussing the details of such a plan................................................................................................................................................. 23.29

5..... I am neutral on the issue and need more information before I have any preference.............................................. 7.53

Where Do My Dues Go?

 

by Mark Tomes, CCFT Secretary-Treasurer

 

I periodically am asked, “Where do my dues go?” This article will try to answer that question in a general manner. If you have any specific questions that are not addressed here, feel free to contact me in DSPS or at extension 2223.

 

Nearly all of CCFT’s expenses are paid from members’ dues. (For a specific breakdown of our income and expenses, refer to the budget report I recently sent to you.)

 

Expenses can be broken down into two categories: expenses that are considered “dues” to our state and national affiliates (which we have no control over) and expenses that we choose to have on a local level. The former are paid each month and include dues to CFT, AFT, the state AFL-CIO, the Tri-Counties Central Labor Council (our local AFL-CIO branch), and AFT occupational liability insurance (to protect each CCFT member). The latter we pay as we need to; these include copies, postage, supplies (printer paper, ink cartridges, etc.), attorney expenses, travel and conference expenses, etc.

 

The following shows the amounts and percentages of the dues we owe to our affiliates each month for a typical full-time CCFT faculty member.

 

Median salary of full-time CCFT member: $48,640

                        Monthly dues:      $48.64

 

                                  to AFT:         9.10                  18.7      %

                                   to CFT:       19.15                  39.4

                    to CA AFL-CIO:           .35                      .7

                              to TCCLC:           .20                      .4

       for occup. liability. insur:         1.00                    2.0

                                      Total:       29.80                  61.2

 

               Left over for CCFT:       18.84                  38.8

 

The following shows a similar breakdown for a typical part-time CCFT faculty member.

 

Median salary of part-time CCFT member: $5,863

                        Monthly dues:   $17.59

 

                                  to AFT:         2.275                12.9      %

                                   to CFT:         2.39                  13.6

                    to CA AFL-CIO:           .35                    2.0

                              to TCCLC:           .20                    1.1

       for occup. liability. insur:         1.00                    5.7

                                      Total:         6.215                35.3

 

               Left over for CCFT:       11.375                64.7

 

Currently, about 64% of our dues income goes to our affiliates and other related costs. Our affiliates use their income for legal defense funds (grants to locals to help pay for legal costs associated with grievances and court cases, of which we have been the beneficiary), printing of newsletters, convention costs, administrative costs, etc.

 

A very small part of a member’s dues (about 25 cents per member) goes to the national AFL-CIO. For those of you who wonder how much is going to the AFL-CIO Political Education campaign for or against a particular candidate (you have probably seen the ads on TV), it is less than one-hundredth of a penny of your monthly dues.