Bargaining Update #6

This update covers bargaining sessions held on July 19 and August 2, 2019.

  • Article 4.211 Notice to PT Faculty re: Class Openings FFAP proposes requiring that unassigned class sections be offered to qualified PCC PT faculty before hiring outside the existing pool.   
  • Future of Multiyear Contracts (MYC) and Assignment Rights (AR ) FFAP proposes continuing MYCs, and making them multi-campus to meet the 1.5 FTE minimum, and creating a new tier of MYCs for current AR-holders. This would sunset ARs but guarantee one class per term to current AR holders.
  • PT Faculty Career Path and Job Security FFAP proposes that PT teachers with five years of experience get an automatic interview when applying for MYCs and FT positions. FFAP also proposes using a matrix for determining who is the “best available instructor” when chairs or deans are assigning open sections, based on a variety of factors including professional development, student-centered and active learning course design, etc. 
  • PT Faculty Compensation for Non-Instructional Work FFAP proposes payment for non-instructional work of PT faculty, which will increase their involvement in college service as well as alleviate some workload challenges of FT faculty. 
  • Article 7.282  PT Faculty Assessment FFAP proposes that factors in addition to student evaluations be considered in PT faculty assessments.
  • Article 24 Transfer and Recall Rights for APs Affected by Layoffs and FTE Reductions FFAP proposed improving transfer opportunities for APs, so that an AP who receives a notice of layoff or FTE reduction can transfer to any open position at the College for which they are qualified. Administration replied that employees may apply for open positions, but they want recruitment to be competitive and for managers to have sole discretion over who gets hired. FFAP asked for a counter proposal and Admin said they would consider. 
  • Article 8.23 and Article 16.3246 AP Teaching Stipends vs. Overload FFAP proposed contract language requiring managers to notify APs who teach whether they will be paid a stipend or instructional overload rate. Admin acknowledged the problem which has sometimes resulted in overpayment or underpayment of APs who teach. They did not accept FFAP’s contract language but agreed to work with FFAP to come up with a notification process by Winter term.
  • AP Duties and Compensation FFAP proposed the creation of a “Lead” or “Senior” designation for APs, modeled on the Faculty Department Chair position for faculty, to recognize advanced qualifications and allow managers to delegate management-level responsibilities to APs. This would benefit APs who are looking to advance their careers and enable them to meet the minimum qualifications for management positions.  FFAP also proposed changes to the AP compensation that would eliminate Levels 6&7 while increasing compensation for APs at every level. (The background is that AP 6&7 were created during 2005 negotiations but no AP has since been placed or reclassified at those levels, and management has said that it’s impossible under the current system for an AP to be placed in those levels.) Management was receptive and agreed to give us more formal feedback at the August 12 negotiations session.
  • Article 19 AP Leave Bank FFAP requests that the AP Leave Bank be made available to APs who are caring for a sick or injured family member. This proposal was originally presented on May 17, and FFAP has followed up on this proposal at each subsequent bargaining session. Finally Administration rejected FFAP’s proposal, saying that leave bank was originally conceived as a way to help an employee who is waiting to qualify for long-term disability, and that it would be too complicated to implement this change alongside a new state law implementing paid family leave. FFAP pushed back, proposing a 2-year pilot or caps on the amount of hours and/or leave time the employee would be eligible to claim. Management appreciates the flexibility and committed to more discussion during the economic portion of bargaining.
  • Article 19.82 (followup) Closures for Inclement Weather Administration agreed to change the contract language to require APs to make up the work as opposed to the time lost due to closures. (T.A* signed on August 2.)
  • Article 19.84 (followup) Compensation for PT counselors, librarians, and tutors during closures. Management agreed to contract language stipulating that PT counselors, librarians, and tutors can be paid for closures provided they work by alternative means with supervisor’s approval. (T.A.* signed on Aug. 2)
  • Article 5.42 (followup) PT Faculty Meeting Attendance FFAP seeks clearer language around PT faculty meeting participation to determine if attending staff meetings virtually will meet the requirements outlined in Article 5.42. Admin agreed to add contract language saying that participation in meetings can be fulfilled through other means such as virtual attendance with written authorization of the Division Dean. (T.A.* signed on August 2)
  • Article 27 (followup) Campus Safety In May, FFAP proposed changes to Article 27 in light of recent, high-visibility acts of campus violence. FFAP also requested changes to the Student of Concern reporting and communication process, as well as mandatory, compensated training for all faculty and APs on assessing and addressing the threat of violence in the classroom and on campus. FFAP would also like to remove “Safety” from article 27 (which also covers facilities and parking) and create a standalone article to address safety. Management agreed to create a separate article for safety using existing contract language only, and cited the many efforts currently underway to address safety concerns at the college. There was some discussion about whether the other changes belonged in the contract or in college policies. Both sides committed to further discussion. 

Joint FFAP-Administration FDC Subcommittee (Management: Kurt Simonds, Jeremy Estrella, Jen Piper, and Karen Sanders.  Faculty: Matt Stockton, Shannon Baird, Ken Friedrich, and Heather Mayer) The subcommittee was convened to consider and recommend improvements to the Faculty Department Chair position, duties, and release/compensation.  , FFAP presented the subcommittee’s recommendations with agreement to continue the discussion during the economic portion of bargaining. FDC Subcommittee recommendations include:

  • Changing the FDC release and stipend formula to reflect the following goals:
    1. All CTE FDCs receive 50% release time and some LDC (Lower Division Credit) FDCs, such as Art and Biology, should receive credit for facilities management.
    2. No LDC FDCs should be harmed by the changes.
    3. The number of PT faculty under an FDC should be removed from the formula without reducing current FDC release and stipends..
    4. There should be a defined upper limit to FDC workload.
    5. The changes should be cost efficient. 
  • Allow PT Faculty to be appointed as FDCs if there is no other available and/or interested FT Faculty available or to be a co-FDC alongside a continuous appointment FDC.
  • Implement three-year contracts for LDC (Lower Division Credit) FDCs except CTE instructors who have no specified contract duration.  There are no term limits, but other interested faculty are allowed to apply for the position every cycle.  
  • PT Faculty assessments are valid district-wide, available to all relevant FDCs, and will be assigned by the hiring campus and/or by the relevant deans if a part-time instructor teaches at multiple campuses.  A dean may request an additional assessment if an instructor is teaching at their campus for the first time. 
  • The FDC job description should express that, when applicable, it is considered a best practice for FDCs to consult with other discipline related FDCs across the district when making scheduling and hiring decisions.  FDCs who lack an academic background in the hiring discipline shall consult with a discipline specific full-time faculty member when considering staffing needs.
  • Increase the number of expected hours to be compensated for assessment up to five at the FDC rate.