Bargaining Update #4

This update covers bargaining sessions held on June 14 & June 28, 2019

  • Articles 3.64 and 3.13 (followup) Admin and FFAP agreed on changes to Article 3.64 to specify that non-bargaining unit members (i.e. casuals, classified employees) are eligible to apply for temporary AP/Faculty positions (this is current practice). FFAP proposed similar changes to Article 3.13, so that non-bargaining unit members would be eligible to apply for permanent internal job postings. Admin is resistant to this change because it would allow non-bargaining unit employees (e.g. casuals) to bypass the formal screening committee when applying for permanent positions. We settled on adding some language to 3.13 that would require managers to consult with faculty and APs in the affected department but would ultimately leave it to the manager’s discretion whether to limit internal applicants to current bargaining unit members. We hope for a T.A. to that effect during the next session. 
  • Article 25 Grievance Procedure FFAP is proposing contract language clarifying that members are entitled to bring grievances on issues that are not contract-related. FFAP also seeks to reduce the number of formal steps in the grievance process and clarify that the grievance timeline begins on the day the violation occurred OR the day on which the grievant became aware of the violation. 
  • Article 15 (followup) Regarding the tuition waiver for dependents of PT employees, Admin is seeking to add contract language reflecting a cap similar to the one affecting FT employees, who are capped at the “maximum number of credits required to obtain a two-year degree”. Admin claims this was an oversight that occurred while drafting the language in 2005 and that they enforce the cap for dependents of PT faculty regardless. FFAP submitted a counter-proposal acceding to the overall credit cap while also raising the per-term cap from 6 to 19 credits for dependents of part-time employees. 
  • Article 18.22 (followup) FFAP and management agreed that 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. (T.A. signed on June 28, 2019.)* 
  • Article 1.07 Regarding the definition of “business days,” both sides agreed that contract language does not need to be changed but FFAP would like the notes to reflect that where the contract references business-day timelines, these may be extended by mutual agreement. 
  • Article 19.212 Currently managers can request verification of illness or injury after five consecutive days of sick leave. Admin would like to reduce that to three days to be consistent with Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA). FFAP is concerned this could adversely affect employees with children who may be out sick with minor consecutive ailments (i.e. a cold or stomach bug migrating through a household.) Admin will consider clarifying that the consecutive days of leave should be per instance. 
  • Article 27 (followup) Admin is amenable to creating a separate article to address campus safety and willing to consider mandatory safety training for all employees. They are consulting with stakeholders and weighing the economic impact. 
  • Article 6.223 FFAP proposes striking Article 6.223 from the contract and aligning Developmental Education (DE) workload with Comp/Lit (Article 6.222), so that credit/conference hours are consistent and instructors are not disincentivized from teaching DE classes. 
  • Article 19 (followup) Admin is still trying to determine the economic impact of making the AP leave bank available to APs who are caring for a sick or injured family member. FFAP expressed frustration with the delay as the proposal was first presented on May 17. 
  • Article 9  (followup) Admin requested that a substitute “may be authorized” for instructor absences, instead of “will be authorized.” FFAP requested language reflecting that substitutes “or other alternative instructional modalities”  may be authorized and that the record reflect that the instructor’s judgement would be honored. (T.A. signed on June 3, 2019.)*
  • Article 6 FFAP is interested in addressing FT faculty workload imbalances – the fact that many FT faculty are overloaded with non-teaching duties. Both sides are interested in finding a way to assess workload and achieve a more equitable distribution of non-teaching duties, as well as increasing PT faculty involvement in non-instructional work. 

*T.A. = Tentative Agreement, meaning both sides have agreed but the decision will not be put into effect until each side has voted to approve the final contract in its entirety. 

Questions? Feedback? Contact the Bargaining team!

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