Black Lives Matter

The Lane Community College Education Association (LCCEA) expresses deep sadness about the senseless killing of George Floyd in Minneapolis, Minnesota; Breonna Taylor in Louisville, Kentucky; Ahmaud Aubery in Brunswick, Georgia; and so many others. We stand in solidarity with those demanding swift justice and with the Black community, affirming that Black lives do matter. We are committed to advocating for the well-being of our colleagues, students, campus, and community members who are victims of racism, violence, and oppression, as well as supporting the eradication of institutional racism, inequity, and injustice in all their forms.

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Bargaining Update 8/6/2020

August 6, 2020

LCC Faculty Colleagues,

Your LCCEA Bargaining Team met with College representatives on Monday. After nearly three hours of discussion, both sides came away with a better understanding of each other’s interests. For instance, the College articulated an interest in maintaining the possibility that face-to-face faculty work could include lecture and/or student services (e.g. counseling).

Please find an updated LCCEA proposal here: Coronavirus Phase1-2 Working Conditions MOA Draft.

The proposal:
* Continues to provide remote work options for faculty in OHA designated at-risk categories;
* Ensures faculty in expanded categories of risk not identified by OHA (e.g. BIPOC, age 60+) or with a vulnerable household member have the option of working remotely or receiving other reasonable accommodations;
* Provides more specific language on PPE for faculty working face-to-face;
* Ensures faculty are respected as professionals with discretion over pedagogy in their classes and without monitoring by deans or other managers;
* Provides CD funding for part-time faculty teaching new courses online or remotely;
* Provides additional compensation for faculty with extra teaching time resulting from social distancing when teaching face-to-face;
* Allows faculty to access campus with a requirement to report visits through a streamlined process but without a requirement that faculty request permission; and
* Protects faculty personal health data,
* among other provisions.

In addition to the proposal, your Bargaining Team also presented a Resolution on Reopening from the LCCEA Executive Council, which includes the following data from the most recent all- faculty survey with 342 participants:
* 93% of faculty strongly support or support, with 85% expressing strongest
support for, allowing faculty members in an at-risk category to work
remotely;
* more than 91% of faculty strongly support or support, with 82% expressing
strongest support for, allowing faculty members with an at-risk household
member to teach remotely;
* 89% of faculty indicate it is very important or important, with the majority
choosing very important, to honor academic freedom so that faculty teaching
remotely make decisions about instructional methods, including whether to
teach synchronously, asynchronously, or a combination of the two;
* more than 90% of faculty indicate that it is very important or important, with the
strong majority choosing very important, that faculty choose whether to teach
face-to-face; and
* 88% of faculty strongly support or support, with more than 75% expressing
strongest support for, ensuring that faculty are provided the opportunity to
participate in developing departmental reopening plans.

We look forward to reaching a reasonable agreement that honors faculty as professionals and protects the health and safety of faculty and the campus community without further delay so that the college may indeed proceed with reopening and so that we may turn our collective attention to the college mission.

Your LCCEA Bargaining Team
Kelly Collins
Christina Howard
Adrienne Mitchell
Russell Shitabata

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Updates August 3, 2020

LCC Faculty Colleagues,

Part-time Faculty Insurance Restored

Part-time faculty who will continue to teach at LCC and who had been previously notified that their insurance would be dropped at the end of July received notice that they will retain insurance. Thank you to the faculty who took action to support affected part-time faculty, the Bargaining Team, and to the OEA (Oregon Education Association, of which LCCEA is an affiliate) for their advocacy and support in contributing to this resolution at this critical time.

Workload Taskforce

The Joint Workload Taskforce has finalized and signed the MOA that codifies instructional workloads. This multi-year process protects faculty workloads, including class sizes, going forward. Thank you to the countless LCCEA representatives and department reps who have contributed to this endeavor over several years. See the final agreement here: Workload MOA Final Signed 0611 2020.

Advanced Tech Grievance Settlement

LCCEA and the College reached an agreement to settle a workload grievance affecting all faculty in the Advanced Tech division who teach lecture-lab. The resolution provides substantial workload relief with resulting increased compensation for faculty who have historically had some of the most demanding workloads on campus, most of whom teach 24 hours per week in the classroom every term.

2019-2024 Contract

The contract is (finally!) going to print, and copies will be provided to faculty once they are available. The final electronic file is here: 2019-2024 LCCEA-Lane Contract 07 20 2020.

Reopening

Faculty who are in departments that may hold face-to-face instruction are encouraged to work collaboratively with their deans on a department safety plan. These plans must adhere to the overall LCC safety reopening plan guidelines, which is pending approval by Lane County Public Health. A definitive list of departments and disciplines that will have face-to-face instruction is not yet available. However, Health Professions and Advanced Tech along with possible lab instruction time for Science and Arts are the most likely candidates for limited face-to-to face instruction.

Bargaining over Reopening

Reopening is also subject to an agreement with LCCEA over working conditions affecting both safety and instruction. College representatives have not been available to meet since July 13 but have agreed to meet to negotiate on August 3. Your LCCEA Bargaining Team will provide an update with more information when it is available. Thank you to the hundreds of faculty who have completed the LCCEA survey and demonstrated tremendous support and solidarity for safety protections for faculty who will teach face-to-face, remote work options for faculty who are in at-risk categories or with vulnerable household members, and recognition and respect for faculty as teaching professionals.

Work Year and Fall Term Begin Wednesday, September 30

A reminder — due to furlough days and course prep days rescheduled to July, the first day of the work year for Fall term is Wednesday, September 30, which is also the first day of Fall term instruction. (The College is closed Monday, September 28 for Yom Kippur, and the instructional work day Tuesday, September 29 day was rescheduled as a furlough day in July. The four days of inservice week were rescheduled to July also as furlough or course prep time, so there are no working days during the week of September 21.)

Interested in learning more about your rights as an educator during the COVID-19 pandemic?

Read about accommodations, rights to leave under federal law, liability, workers compensation, and more on the NEA website (National Education Association, of which LCCEA is an affiliate) at: https://educatingthroughcrisis.org/your-rights/

What can you do to help protect funding for public education? 

State budgets are being depleted due to reduced revenue caused by the pandemic. The U.S. House passed the HEROES Act, which is critical to provide support for states as well as directly to higher education, but the Senate has not taken action. One simple way to advocate is to take action by writing your U.S. senators and other options through the NEA website at: https://educatingthroughcrisis.org/take-action/

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Bargaining Update July 27, 2020

Bargaining Update July 27, 2020

LCC Faculty Colleagues,

The College provided the following response to the LCCEA proposal regarding working conditions for reopening without an explanation:
Coronavirus Phase1-2 WorkingConditions 7 27 20

Your LCCEA Bargaining Team finds that the College’s response meets virtually none of the baseline requirements to ensure faculty safety and other working conditions interests. It is unacceptable for numerous reasons, including:

Health and Safety

 

1) Risk:

* Exclusion of proposed binding language that would ensure faculty who are at-risk under OHA guidelines are provided the opportunity to work remotely

* Exclusion of language that would ensure faculty who are at-risk under expanded guidelines or who are members of groups disparately impacted by covid-19 are provided the opportunity to work remotely

* Exclusion of language that would ensure that faculty who have an at-risk household member are provided the opportunity to work remotely

2) Protection for faculty teaching face-to-face:

* Even though face coverings will be required and provided under the current Reopening Plan, exclusion of a provision that would require via binding language that the College will provide face coverings to students who arrive on campus without one

* Exclusion of language that would require the College to provide PPE such as N95 masks to faculty teaching face-to-face upon request

3) Insurance, Personal Health Data, and Reopening Planning:

* Removal of language that would maintain insurance for part-time faculty who would lose insurance over summer even though they are expected to teach in Fall. (The College has recently provided notice to 21 part-time faculty members who have been teaching at LCC from 1 – 26 years with an average of 9.5 years of service — the vast majority of whom will be teaching again in Fall. This would mean the faculty would lose insurance for 3 months or more and could possibly be teaching face-to-face without insurance in the middle of a pandemic.)* Exclusion of language that would protect faculty privacy and prohibit the collection of daily health assessment data from faculty, which could be implemented via a third party app and cause private health data to be available to the third party

*  Language that does not fully ensure faculty participation in development of departmental safety plans
Pedagogy and Academic Freedom* Exclusion of language that would provide faculty discretion in choosing whether to teach face-to-face

* Establishment of a new requirement that all remote and online instruction be delivered through Moodle

* Inclusion of language that allows managers and administrators to access and review faculty Moodle shells

* Exclusion of language that protects faculty academic freedom in presentation of course material, including discretion over course delivery modality, in violation of the current contract

Other impacts to working conditions due to pandemic
* Exclusion of language that would allow faculty who need childcare to access open spaces at the campus child development center even though faculty would be required to pay for the childcare

* Removal of language that would provide that faculty access to campus is not limited more than limitations set by the Governor

Needless to state, the College response is not one that will facilitate an agreement. These issues, which have a direct and substantial impact on faculty safety, must be resolved in a manner that respects faculty as professionals and protects the health and safety of faculty, students, the campus community and beyond. Please contact lcceaaction@lanecc.edu for more information on actions you can consider to support a reasonable agreement.

At this time, it appears the College is unavailable to meet until August 3 due to furloughs and vacations.

Your LCCEA Bargaining Team

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Bargaining Update July 21, 2020

Your LCCEA Bargaining Team met with the College last Monday to negotiate over safety, instruction, and working conditions for reopening. Please see LCCEA proposal attached.

You will find that the LCCEA proposal prioritizes:

* Faculty and campus community safety;
* Provisions for faculty in at-risk categories for COVID-19 to work remotely;
* Accommodations for faculty with a household member in an at-risk category to elect to work remotely;
* Requiring face coverings indoors on campus and providing them to individuals who arrive on campus without one;
* Provision of PPE such as an N95 mask upon request by faculty teaching face-to-face;
* Curriculum development funding for part-time faculty teaching remote/online classes they have not previously taught remotely/online;
* Compensation for faculty who have additional teaching time required due to social distancing (e.g. lab instruction with class sections split into smaller groups);
* Provision of insurance to a group of part-time faculty teaching in Fall term who will otherwise lose insurance for three or more months this summer;
* Ensuring that faculty participate in the development of departmental safety plans for any face-to-face instruction;
* Faculty discretion in terms of choosing to teach face-to-face; and
* For remote instruction, faculty discretion in choosing synchronous, asynchronous, or a combination.

Thank you to the record number of faculty members — 342 — who participated in the recent all-faculty survey. Your LCCEA Bargaining Team developed the proposal with faculty input from the survey, as well as through a thorough review of the LCC Reopening Plan, which does not adequately meet faculty express interests for safety, nor cover all relevant working conditions.

Results from the survey include the following:
93% strongly support or support, with 85% expressing strongest support, for allowing faculty members in an at-risk category to work remotely.

More than 91% strongly support or support, with 82% expressing strongest support, for allowing faculty members with an at-risk household member to teach remotely.

89% indicate it is very important or important, with the majority choosing very important, to honor academic freedom  and provide that faculty teaching remotely make decisions about instructional methods, including whether to teach synchronously, asynchronously, or a combination.

More than 90% indicate that it’s very important or important that faculty choose whether to teach face-to-face, with the strong majority choosing very important.

In addition, faculty indicated overwhelming support for requiring a ratification vote to approve any MOA on reopening, which LCCEA is committed to provide to our members.

Likewise, faculty have indicated overwhelming solidarity and support to engage in collective action if an agreement is not reached that protects faculty safety (e.g. unified faculty job actions up to and including not returning to campus as a faculty until safety measures have been agreed and implemented).

The College has not yet responded nor indicated when they will respond. We will keep you apprised of the negotiations, and you may also hear from the LCCEA Action Team with updates and requests. In the meantime, if you are interested volunteering to stand in solidarity with your faculty colleagues for a reasonable agreement on safety and working conditions, please email lcceaaction@lanecc.edu

Your LCCEA Bargaining Team on Reopening:
Kelly Collins
Christina Howard
Adrienne Mitchell
Russell Shitabata

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