2019 Tentative Agreement Summary

Monetary

1COLAs (Cost Of Living Adjustments) are percentage increases of one’s salary, normally applied at the start of a contract year (September 1). The above table’s COLAs are in addition to annual step movement for those not on the top step. Step movement is 3.5% per year for APs (a 14% increase over the next four years). Step movement is 3.5% per year for faculty, phasing in step compression to 3% per year in the final contract year (a 13% increase over the next four years). See footnote #5 below for Step Compression information.

2In order to achieve the security and predictability of a four-year contract, both parties agreed that in the unlikely event that our state funding or enrollment forecast dramatically changes up or down in August 2021, then a small graduated change (in tenths of one percent) in COLA would occur in years 3 and 4. This would not apply to the compression or “catchup” COLAs. 

3FT Faculty will receive a new top step and the bottom step will be eliminated. For top step faculty this is worth a 3% increase, in addition to the 10% colas over four years. This new top step will be phased in during years 2&4. This was repeatedly resisted by PCC administration, but we held firm. At the very end, this was a very hard-fought win for our top step faculty!

4PT Faculty: in addition to the annual COLA and any step movement, there will be both an increase of the PT instructional pay rate to 70% of the FT salary by Fall 2022, AND an increase in the number of steps from 11 to 13 (Fall 2020), to 15 (Fall 2021), to 17 (Fall 2022) to match the number of FT steps. In Fall 2022, steps will be 3% apart. If a longtime PT with many contact hours were to progress as described here, from Step 11 to Step 17, those two step movements per year alone translates to a 6% annual increase. 

5Step Compression for FT Faculty and PT Faculty is a concept introduced by FFAP that decreases the distance between steps from 3.5% to 3%. This results in a pay increase ranging from 0% to 4%, in each of year 2 and year 4. Those on Step 1 receive a 4% increase and for each subsequent step higher, 0.25% per step less is received (e.g., Step 2 receives a 3.75% increase, Step 3 receives a 3.50% increase, etc.)  If you want to see how that might affect you, this spreadsheet shows the current steps compared to what your salary would be with step compression.  While a bit less than the “catchup” provision that APs will receive, step compression enables the lower paid FT and PT faculty to receive a significant pay increase including meeting a key platform goal of instructional pay parity.

Maintain health insurance caps at current levels. This is due to current caps already being higher than the long-held, jointly agreed upon, goals of the cap covering the premium at 100% for self only, 85% for self+partner, 95% for self+child(ren), and 75% for self+family.

Parental Leave: 4 weeks of employer-paid time off; employee may retain up to 40 hours of their own leave.

Faculty non-instructional hours: We agreed to jointly work on this following negotiations in order to document the ever-increasing workload being experienced. This will help categorize how much of a FT faculty’s work is instructional related vs. non-instructional. That will give further insight as we roll out PT faculty pay parity, which links PT faculty salary schedule to the FT faculty salary schedule in Fall 2022.

AP 6&7: The administration offered APs significantly higher COLAs in exchange for our withdrawal of AP 6&7 redress. However, and importantly, we did NOT agree to remove Level 6&7 from the contract and will continue pursuing a remedy via the grievance process.

AP Leave Bank: Expand the use of AP leave bank to include leave for caregiving for a FMLA-defined issue. Capped at 250 hours per person and 2500 hours per year. (This is a one-year pilot in order to examine its efficacy with the intent to continue thereafter.) 

PT Faculty mid-year step advancement: If, in September a PT faculty is within 100 hours of the next step, and after Fall term’s conclusion would have reached the next step, they will advance to the next step in Spring term rather than having to wait till the following Fall term for step advancement. 

PT faculty sick leave: in addition to one’s maximum 32 hours sick leave balance, an additional 40 hours will be provided by the College to meet the need to use sick leave for a FMLA-defined issue.

PT faculty annual health insurance trust fund of $40,000 to be made permanent (so we don’t have to include it as an increased cost in negotiations)

PT Faculty stipend: The $25/hour stipend rate (which was a significant increase won in the 2017 reopener)  will be added to the contract to reflect current practice.

Faculty Department Chair (FDC) Changes Starting Fall Term 2020:

  • All CTE (Career Technical Education) FDCs will receive 50% release time and those LDC (Lower Division Credit) FDCs responsible for disciplines utilizing lab or studio space such as Biology and Art will receive compensation/release formula credit for facilities management.
  • Part-Time Faculty are eligible to be considered for FDC if there are no interested or available Full-Time Faculty.  
  • FDCs shall serve 3-year appointments unless terminated prematurely by either them or their Administrative Supervisor.  At the conclusion of the appointment or when the position is vacated the Administrative Supervisor must announce the opening to eligible faculty and solicit the advice of department faculty as is already required by our current contract.  Current FDCs remain eligible to apply for consideration upon the opening of their position.  
  • Existing FDCs possibly affected negatively by compensation and release formula changes will be afforded a ‘do no harm’ grace period where they will be able to continue serving under their current agreement.  The majority of FDC positions will see either no change or an improvement to their current compensation and release status. Additional details of the compensation and release formula will be made available upon finalization since that agreement exists outside of the PCCFFAP contract.

Non-Monetary

Housekeeping: Administration requested several changes to contract language updating titles to reflect current job titles. 

Casual Professionals: Administration and FFAP agreed on changes to the contract allowing casual employees to apply for temporary and permanent internal job postings. 

Grievance procedure: The Federation and Administration agreed that if the College fails to comply with grievance timelines, the grievance will proceed to the next step. If the Federation fails to comply with the grievance timelines at Step 1, the grievance shall be withdrawn.

Part-time specific Items

Multi-Year Contracts (MYC) and Assignment Rights (AR): The administration agreed to the following:

  • Maintain 300 MYCs and pilot cross-campus and/or district MYCs.
  • Maximize workloads for MYC faculty up to part-time limits when feasible.
  • Create a system for part-time faculty to indicate interest and availability to teach unstaffed courses on all campuses by Fall 2020. 
  • Sunset all ARs at the conclusion of Summer term 2021.
  • For more details, email shirlee.geiger@pccffap.org.

Faculty Assessment: FFAP and administration agreed to contract language stating that student evaluations should not be the sole basis of assessment for PT faculty. Both sides also agreed that PT instructors who teach in the same subject area at more than one campus/center will be given an initial assessment at each campus/center, but that FDCs and/or administrative supervisors will collaborate on future assessments. Finally, both sides agreed results of student evaluations for FT faculty for at least one section per term will be made available to the Division Dean/administrative supervisor, and that if the faculty member does not identify the course prior to the start of the term, the dean/supervisor will have the discretion to select the course.

Former employees who subsequently become PT instructors will be placed on a pay step based on accumulated hours in accordance with Article 18.23. Part time faculty who are rehired after a period of separation will be placed at the step they were on at the time of separation. 

PT Faculty Workload Exceptions: For part-time instructors teaching both Lecture and Lab CRNs of linked lab Science classes, the workload limit will be up to .91 per term for three terms per year, and there will be no one-term exception of 1.09.  A fourth term (e.g. summer) limit will remain under .82. 

Full-Time Faculty specific items

Amended contract to reflect that the FT faculty work year begins with fall term and ends with summer term.  FFAP agreed as long as some exceptions could be made for FT faculty who wish to work an alternative to the traditional Fall-Winter-Spring instructional year. 

Librarian and Counselor Duties: updated to reflect current duties.

AP-specific items

Career Path for APs: Administration agreed to two meetings between the Director of HR Administrative Services and up to five APs to discuss career advancement opportunities for APs. As part of this effort, the Federation will be seeking input and involvement from every AP. 

Transfer and Recall Rights for APs: HR will explore the possibility of creating transfer opportunities within the following job groupings: Academic Advising Specialist, Student Resource Specialist, Learning Skills Specialist Career Services Coordinator, Career Pathways Coordinator, Cooperative Education/Placement Coordinator Employment Specialist, Cooperative Education/Student Employment Specialist. This review will be conducted during the 2019-20 academic year.