Negotiations Update
Negotiations are in full swing, with the teams attempting to develop a complete proposed agreement (2013-2016 Contract) by the end of the semester. If so, CCFT will send a proposal to our membership for ratification by May 28; if not, membership will ratify at the beginning of the fall semester.
Here’s where we are with the following items:
Compensation
Discussion is underway regarding the three main items that fall under compensation: salaries, benefits, and pro rata/overload pay.
At this point we have not reached tentative agreement on these issues.
Salary
This is currently THE top priority for CCFT.
Benefits
Teams have agreed to combine salary and benefits to look at “total compensation.” For the coming year, CCFT will focus on salary and will likely maintain an agreement on benefits similar to what was agreed to last year.
For more on benefits, refer to the separate update by Debora Bone.
Pro Rata Pay Increase for Adjunct/Overload Units
Article 13.1.2.1.1 of the contract sets a goal of raising the Adjunct/Overload Faculty Schedule to 80% of the Contract/Regular Salary Schedule up to and including step 12 (thus equalizing the Adjunct/Overload Faculty Salary Schedule and the Adjunct Academic Specialist/Overload Salary Schedule).
Discussion of movement towards this goal is part of the general discussion on total compensation. CCFT membership strongly supports making progress on this issue.
Tentative Agreements
Teams have reached tentative agreement on the following items:
185-Day Work Year for Counselors (changes Article 11.5.2.3)
In response to District concerns about responding to forthcoming “Student Success” mandates, CCFT and the District have tentatively agreed to formalize the additional 10 days worked by most Counselors—currently paid at the per diem rate as the days are required outside the normal contract—into a 185-day extended-year contract for Counselors. The agreement applies to faculty in the Counseling Department; those outside the Counseling Department may work the 185-day contracts depending on program needs and financial resources. Payment for per diem days (normally scheduled prior to each flex week) will be eliminated. The additional 10 days can be flexibly scheduled outside the 175-day academic year. This will help assure the District that it has the flexibility needed to respond to possible statewide changes.
Retirement Incentive (Art 18.7—replaces current language)
Teams have reached tentative agreement NOT to offer an incentive for 2013-14. We propose to formalize the language for the process for any future retirement incentives. Teams will meet before the end of the spring semester to determine if a program will be offered the following year. When offered, the incentive provides the following to qualifying faculty:
10 years service: $8,000
15 years service: $10,000
20 years of service: $15,000
Article 11, Workload (various sections)
- Special Studies (11.4.4—adds 11.4.4.1 and 11.4.4.2)
Addition of contract language noting that if special studies units are part of a regular class there is no additional compensation as per current practice. - Distance Education (renumbering in 11.2.2.14 and addition of the following):
Adds an online workload limit of 60%. Under special circumstances, and for a limited time period, the load limit may exceed 60% with the prior approval of the unit Dean and the Vice President of Instruction. Agreement excludes one FT faculty member who has been teaching 100% online load for many years. - Semester Load Factor: updates course listings; incorporated Appendix E, Writing Factor.
Adjunct Faculty (Article 16)
~Adds language clarifying current college policy that if an adjunct faculty member is also a classified employee of the college, the adjunct assignment shall not cause the employee’s work week to exceed 40 hours per week nor the workday to exceed 8 hours per day.
~Direct deposit for adjunct faculty: Direct deposit is available to all adjunct faculty after teaching for four consecutive semesters (13.14). Because the District recently agreed to authorize 5 paychecks each spring—even when there are no work days in January—CCFT has agreed to leave this as is.
Sabbaticals (9.1.5.7 & 9.1.9.1.1)
~Clarifies that the term of a sabbatical leave does not include summer or winter sessions.
~Defines the Sabbatical Leave Review Board (SLRB) Chair compensation at 2 units per semester when a faculty serves. (Current language says we will negotiate as needed; 2 units/semester has been practice for many years).
Student Health Services Director
In 2012-13 the Director of Student Health Services switched from an administrative position to a faculty position. We have incorporated the Side Letter that detailed the faculty compensation for the 195-day work year and 3 additional units into the contract. Note that the current faculty Director hopes this position will eventually revert back to an administrative position.
Appendices
~Appendix U, Faculty Service Areas: updated (Occupational Therapy Assisting, Stroke Center eliminated given that it is no longer relevant)
~Appendix S, Application for Alternative Methods of Unit Credit: updated as per recommendations of Sabbatical Leave Review Board
by Maya Bendotoff