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.

FAQ on Union Strikes

Going on strike is a very serious matter. Every day on strike is a day without pay. But it might be the only way to get a decent raise, one that will help all PCC employees afford a decent standard of living. And the only way for a strike to be successful is if the union members stick together and refuse to work. 

Some people will say “I can’t go on strike because I have bills to pay.” We all have bills to pay. Strikes are painful, there is no getting around that. But if we are all in it together, we have a much better chance of making it pay off with a contract that provides you with fair pay. 

What is a strike?

A strike happens when workers collectively vote to withhold their labor, usually due to the failure to reach a satisfactory agreement in contract bargaining. 

Going on strike can be a slow process. First we’d have official mediation. Then we’d have consultation and a vote by members, which would set a strike date.

Will I get paid while on strike?

No. But our union is discussing ways to help members pay bills during a strike.

What’s mediation? 

Mediation is a process where an independent mediator from the state Employment Relations Board (ERB) meets separately with each side, helping them examine their bottom line and figure out what movement they can make to reach agreement with the other side. This usually leads to an agreement, but how far management is willing to move is greatly influenced by the union’s solidarity. If we actively and visibly support the union bargaining team (now and even if we enter mediation) then we have a better chance of leaving mediation with a good contract. 

What can I do now to avoid a strike?

Continue to show solidarity with your coworkers, participate in workplace and campus actions, and if there is a strike vote, then vote in favor of a strike. Our bargaining team would not ask for a strike vote if we didn’t think it was necessary. Just because you vote in favor of a strike doesn’t mean it will happen! The strike vote is a way for the union to determine how much support there would be for a strike if we had one. If a majority of the members vote not to strike, then we will know that striking is not an option and we may have to accept whatever deal management has put on the table. 

What happens to students?

Classes will have to be cancelled. But many other teachers unions have gone on strike. Part of what we are fighting for is to have the financial support and college structures to do better and more for our students. In many cases, the community has supported striking teachers, including recently in Los Angeles.

Can anyone be fired or replaced for striking?

You cannot be disciplined for participating in a lawful strike. And even though management has the right to permanently replace striking workers, PCCFFAP would not agree to a settlement unless all striking members are returned to their jobs.  

Can I use vacation time or sick leave so I get paid during a strike?

No.

Can I collect unemployment benefits while on strike?

No. 

What happens if you cross the picket line? 

You greatly weaken our chances to win a good contract, which means you weaken your chances of getting a decent raise.  The success of a strike depends on everyone sticking together. 

Who decides to conduct a strike?

The union members. Our bargaining team will conduct a strike authorization vote and all dues-paying members will have the right to vote on whether or not to go on strike.

Who can vote?

All members in good standing. Non-dues payers may sign a membership card at any time and become eligible to vote.

Who can strike?

All members, non-dues payers and probationary employees in the bargaining unit may strike.

How long would a strike last?

That’s up to the union members. During the course of a strike the union bargaining team will continue to try and reach agreement with management. Usually a strike ends when the membership votes to accept a proposal from management. 

Are all members expected to walk a picket line?

Yes. A strong picket line is absolutely necessary for a strike to be successful. If there is a strike, there will be rotating shifts so there are always a lot of people on the line.  For those with health conditions that make it difficult or impossible to walk the line, the union will make accommodations.

Bargaining Update #24

Last Friday, the joint bargaining team met with PCC administration from 1:00 -8:30 p.m. to try to finalize a contract settlement. The administration came up a little, the federations came down a  little, but we are still several million dollars apart, and the federation bargaining team ended the night feeling that we had hit our limit. We KNOW the college has the money, and frankly, we are done whittling away at our priorities. It’s time for the administration to settle the contract—fairly, so that PCC faculty and staff can have some relief from the economic pressures of the last ten years.

The administration’s latest offer included:

  • Step compression in years 2 and 4 (see here for details)
  • 2.5% COLA in each of years 1, 2, 3, and 4
  • PT instructional pay parity: over four years, increase the number of PT steps to 17 (from 11), with new steps to be 70% of FT faculty rate
  • 2% lump sum payment in years 1&2 for FT Faculty and APs on the top step
  • PT faculty mid-year step advancement for those within 100 hours of the next step in September.
  • PT faculty sick leave: additional 40hrs may be banked for a FMLA-defined issue
  • PT faculty health insurance trust fund of $40,000
  • AP leave bank: hours rolled over in the bank from the previous year can be used for caregiving
  • Parental leave: 4 weeks emplopyer-paid time off, employee may retain 40 hours of their own leave
  • FDC compensation structure changes (see here for details)
  • Maintenance of current health insurance caps 

It did NOT include (and we will keep fighting!):

  • New top step for FT faculty
  • Redress for AP 6&7 (see here for details)
  • A COLA that keeps up with the Consumer Price Index (CPI) over the next four years

It may seem like we are most of the way to a deal, and while that might be true, the total amount of money the administration is offering for 2019-21 is $2 million below the amount that settled the contract re-opener in 2017, when the amount of state funding for PCC was $17 million lower. We think we can successfully bargain for a combination of gains including a higher COLA, a new top step for FT Faculty, and a fair redress for APs on the issue of Levels 6&7. We hope members have our backs in this effort! Thank you and I hope to see many of you at bargaining on Friday, from 9am-2pm at CLIMB. Click here to sign up to observe. Feel free to reach out to me or any of the members of the negotiations team (names contact info here) with questions or feedback.

Update on AP 6&7

(This is copied from an email sent to APs on November 19, 2019)

In 2005, the PCC administration agreed to add 2 new levels to the AP pay scale, expanding it from 5 levels to 7. Since then, not a single AP has been placed or reclassified at AP 6 or 7. This has been a source of frustration and confusion for APs! Over the years, we’ve been told:

-An AP whose duties are more complex than a level 5 would be a manager.
-The college paid an outside organization to develop the 5-level scale, using a system that is proprietary.
-Expanding the scale to 7 levels would be too expensive/complicated/disruptive!

During bargaining, the college admitted *on the record* that it is 100% impossible for an AP to achieve level 6 or 7. And yet, AP 6&7 remain in the contract, like Lucy with the football, and APs keep running up to it, only to fall on our backs . (Not sure if my metaphor works – at least in the Lucy scenario the football is real!)

In bargaining, we proposed a solution: Eliminate Levels 1&7, and bump every AP up one level, resulting in an across-the-board 6.5% pay increase for every AP. We felt this was a fair solution to the college’s seemingly bad-faith installation of salary levels that were unattainable.

We were and remain open to phasing this in over 2-4 years. But the college has been completely unwilling to entertain this solution, nor have they proposed an alternative.Here’s the thing, though: the college is contractually obligated to “maintain a job classification system for Academic Professionals.” (reference Article 5.71) By refusing to provide a system that includes levels 6&7, they are  in violation of the contract.

To address this, our Labor Relations Specialist, Vincent Blanco will soon file a group grievance (kind of like a class-action lawsuit) on behalf of all APs. Were it to be resolved in our favor (which we are quite confident it would be), the grievance would force the college to create a system that includes 6&7. We are also asking for backpay for APs who have been negatively impacted by this situation.

Alternatively, the college could meet our demands at the bargaining table. APs would agree to a five-level system in exchange for a pay adjustment, and, presumably, the grievance goes away.

Since the grievance is being filed on behalf of all APs, I wanted to let you know. Please reach out to Michelle DuBarry (michelle.dubarry@pccffap.org) or Heidi Edwards (heidi.edwards@pccffap.org) if you have any questions or concerns.

Thank you and we hope to see many of you later this week on the picket line, at the board meeting, or the bargaining room.

Tell the PCC Board of Directors – we need a fair contract!

After an EIGHT-hour negotiating session on Friday December 6, our federation has bent in just about every way we can. We want a fair contract now. But the administration team still asks us to give up more. If the college administration can’t see our needs, maybe the board will.

We need to tell the PCC Board it’s time to settle this contract. We started negotiations last Winter term. That’s Winter 2019. And, without quick action, the college will have us still negotiating in Winter 2020.We know it’s a busy time of year. We’re asking all of our members to send a short letter to the board member who represents your home district (info below) telling them why settling a contract now is essential. Tell them why a fair contract matters to you. A

Board Member Names & Contact info

If you write to them now, please CC the Federation at mary.sykora@pccffap.org.