14th District State Representative Julie Fahey Sends Letter of Support

Representative Julie Fahey sent a letter of support for LCC faculty to Marge Hamilton and the Board. Read her letter by clicking below:

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Democratic Party of Lane County Unanimously Passes Resolution in Support of LCCEA

You can read the resolution below:

Dear Members of the LCC Board and President Hamilton,
At its meeting on Thursday, November 21, the Democratic Party of Lane County Central Committee passed by unanimous vote the following resolution relating to collective bargaining at LCC:
WHEREAS, it is the responsibility of the Democratic Party of Lane County, according to the DPLC Platform of 2017, to “[Protect] workers’ rights to organize and collectively bargain;” and

WHEREAS, the DPLC has previously resolved in 2019 to support UFCW Local 555, SEIU Local 49, SEIU Local 503 and the Graduate Teaching Fellows Federation in their attempts to secure a fair contract; and

WHEREAS, Lane Community College faculty have been in contract negotiations for 11 months and have been working under an expired contract since July 1; and

WHEREAS, part-time LCC faculty, who have the same qualifications as full-time faculty, are receiving wages at only 60 percent of full-time faculty on a per-credit basis; and

WHEREAS, on November 15, Congressman Peter DeFazio expressed his concerns in a letter to the President of Lane Community College that called on “LCC Board of Education to offer a fair contract proposal that adequately compensates both full-time and part-time faculty;” and

WHEREAS, all seven members of the LCC Board of Education are registered Democrats, five of whom sought and received the endorsement of the DPLC during their most recent elections.

THEREFORE, the Democratic Party of Lane County resolves:

SECTION 1: To join Congressman DeFazio in calling on the LCC Board of Education to offer a fair contract proposal that adequately compensates both full-time and part-time faculty.

SECTION 2: To communicate our position on this issue to the LCC Board of Education.

SECTION 3: To stand in solidarity with the workers represented by Lane Community College Education Association and their families if LCC’s inability to offer a fair contract results in a strike.

SECTION 4: To raise awareness of this issue through traditional and social media if opportunities for action present themselves.
I have also attached a copy of the resolution as a PDF for your records.
Thank you for considering the DPLC’s position in this matter, and please let me know if there is anything I can do to help. In my opinion as a local taxpayer, lining up with Congressman DeFazio, our local legislators and your own Party seems like a no-brainer. Let’s get this done.
Sincerely,

Chris WigDPLC Chair

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President’s Update 11.22.2019

Dear Colleagues,

I’m writing to express deep gratitude to you all, to share news of growing community support for a fair contract for Lane faculty, and to address next steps.

Appreciation
Thank you to all of you who have written letters to the Board of Education, who attended Monday’s meeting to demonstrate support for a fair faculty contract, and who have expressed support in other ways, and a special thank you to the contributions of our Action Team Chairs, members, department reps, and faculty organizers.

About 130 faculty and community members stood together to demonstrate over concerns about the trajectory of Lane Community College and the decision-making that has led to continued disinvestment in instruction at the college. (One photo below — follow LCCEA Action Team on Instagram, Twitter, or Facebook for more.) 

Community Support
Supporters include OEA President John Larson, OEA Vice President Reed Scott-Schwalbach, former OEA President Hanna Vaandering, other OEA leaders as well as presidents and leaders from Eugene Education Association, Springfield Education Association, Roseburg and Fern Ridge schools, among others.

In addition, retired faculty members and one retired dean made public statements at the meeting in support of fair compensation for all faculty, movement toward pay equity for part-time faculty, a minimum number of full-time faculty, and the critical need to reverse the trends in college spending and instead invest in the instructional mission.

Both the former student body president, Nick Keough, and the current student body president, Bryant Everett, made strong statements in support of fair compensation for all faculty. (See attached.)

Support from Legislators
There has been a groundswell of support among community leaders as well. In addition to US Congressman Peter DeFazio, State Representatives John Lively, Marty Wilde, and Julie Fahey as well as State Senators Lee Beyer and Floyd Prozanski have expressed support for a fair faculty contract.

State Senator Floyd Prozanski wrote an incredibly strong letter to LCC President Hamilton and Board Chair Eyster urging them to come to a “quick, fair resolution” in faculty contract negotiations. (See attached.) He explained that the legislature intended the additional funding provided to community colleges to be invested in the types of salary adjustments LCCEA seeks, such as COLAs and part-time faculty salary schedule changes.

Sen. Prozanski writes, “The Legislature made education funding a key focus during the 2019 session, including increased funding for community colleges. I’m pleased this investment and additional savings brought an additional $2 million to LCC. However, part of our intention with these investments was to ensure that education jobs remained good jobs — jobs where we could recruit and retain an experienced and motivated workforce to educate our students.”
“The investments that LCCEA seeks in COLAs and in adjustments to part-time faculty pay represent the kind of investments I had hoped to see. I urge you to come to a quick and fair resolution, so LCC can remain focused on its mission of education.”
It is imperative that the College make these investments, lest LCC risk undermining the ability to seek support and funding from the legislature in the future.

State Representative Julie Fahey wrote a compelling letter (also attached) in support of a fair faculty contract expressing concerns that, “Decisions about internal spending have led to a disinvestment in faculty, with faculty FTE down 20% and management FTE up 9% since 2012.” “But the success of LCC and those students can only be as great as the faculty we are able to hire and retain for the long term. While pay and benefits are not the driving reason for most who enter a teaching career, we can still ensure they are being compensated well enough to support their families and to enable them to focus on their teaching.”

The LCCEA is grateful for the support of so many local legislators who have advocated on our behalf for an investment in faculty and in the college mission.

Next steps
There are two bargaining sessions remaining this term: Monday 11/25 (noon – 5 p.m.) and Monday 12/2 (1 p.m.-5 p.m.). We remain optimistic that the Board of Education and College Administration have heard the faculty and the community and that the College will come prepared to demonstrate a real commitment to faculty and to do the work at the bargaining table necessary to reach a reasonable agreement.  
At the same time, given that the contract expired June 30, if the parties do not reach agreement by the end of the term, we will need to proceed to the next step in collective bargaining, which is formal mediation. 
We know that many faculty members have questions about next steps and options to address the lack of a contract agreement. Please save the date for Wednesday, January 8 at 3 p.m. (week 1 of Winter term) for a meeting open to all LCCEA members where we will answer questions and discuss in detail: bargaining, timelines, and next steps.

In the meantime, faculty are standing together, and our community and our legislators are standing with us.

With appreciation,
Adrienne

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Oregon State Senator Floyd Prozanski shows support of LCCEA

Oregon Senator Floyd Prozanski wrote LCC President Hamilton and Board Chair Eyster urging them to come to a “quick, fair resolution” in faculty contract negotiations. 

Sen. Prozanski writes, “The Legislature made education funding a key focus during the 2019 session, including increased funding for community colleges. I’m pleased this investment and additional savings brought an additional $2 million to LCC. However, part of our intention with these investments was to ensure that education jobs remained good jobs — jobs where we could recruit and retain an experienced and motivated work force to educate our students.”

“The investments that LCCEA seeks in COLAs and in adjustments to part-time faculty pay represent the kind of investments I had hoped to see. I urge you to come to a quick and fair resolution, so LCC can remain focused on its mission of education.”

LCCEA deeply appreciates the support of the Senator Prozanski and the recognition of the intended purpose of state investment in community colleges and the importance of maintaining the educational value of LCC to its students through adequate faculty compensation.  #PTFTFacultyUnited #SupportLCCFaculty #Red4Ed 

See Sen. Prozanski’s email to President Hamilton and Board Chair Eyster supporting our faculty by clicking on the link below:

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Bargaining Update 11.15.19

LCC Faculty Colleagues,

Your LCCEA Bargaining Team met with College representatives on Friday. Please see attached summary comparison of proposals.

The College made an updated proposal including the following:
* Full-time faculty step “freeze” this year with 1/2 steps July 1 and Jan 1 for each of the next two years
* FT faculty COLAs of 1%, 1.25%, and 1.5% for the three years
* PT faculty COLAs of 1.5%, 2.0%, 2.5% for the three years
* Elimination of Sec 125 in 2021
* Elimination of faculty access to health clinic
* Add 1/2 steps at the top in 2021 for both PT and FT
* 1 additional paid contract day for contracted faculty but only 4 additional hours of inservice pay for part-time faculty
* Restructuring of part-time faculty coaches stipends based on a formula
* Equitable treatment of part-time flight tech faculty on college closure days

While the College’s proposal represents some movement, especially for part-time coaches who have salaries below the regular part-time faculty salary schedule, the total amount dedicated to faculty compensation would still fall considerably below the total average amounts from the last ten years, including years when the college faced significant budget deficits. According to the college’s own calculation methods, the total cost for the three years would be roughly 2/3 of the average amount calculated for faculty compensation increases.

Remaining challenges include:
• The college offer will not make a significant shift in reversing the trends that have resulted in college disinvestment in the instructional mission (with current investment in instruction at only 35.4% of operating expenditures for FY18, the most recent year’s data).
• Full-time faculty who are step eligible this year would receive disparate treatment and suffer lost wages for the rest of their careers under the college’s proposal. The college did mention the possibility of making a one time payment that would remedy disparate treatment of full-time faculty who were placed on the salary schedule under the old placement system which would mitigate this impact, but the permanent loss of a step in future years would affect step-eligible faculty every year with reduced salaries.
• The College’s proposal does move slightly to improve part-time faculty compensation but would still leave PT faculty at only 61.9% of FT salaries after three years (an increase of 1.6% from 60.6%) with part-time faculty on steps 1- 6.5 with annual salaries still less than $20,000 at half time, and part-time faculty on steps 1-9 (on 15 step schedule) still eligible for food stamps with a family of two.
• The college offer to have a minimum of 209 full-time faculty positions by year three is still 10 positions less than college actual expenditures for full-time faculty FTE last year. (The College reported to the Board of Education in October spending the equivalent of 17 full-time positions in temporary faculty contracts and faculty overloads to meet student demand when there was a dearth of available instructors in certain disciplines last year. Due to the unplanned addition of so many temporary contracts and overloads, the College expenses for full-time faculty amounted to 219.4 FTE even though there were far fewer permanent full-time faculty last year. The money is there for full-time positions as is the demonstrated need. The College budgeted $1.3M for new contracted faculty positions this year, but full-time faculty numbers remain lower this year than last and that funding remains unused. The College continues to replace most vacant contracted faculty positions with new part-time faculty hires, hiring 40 new part-time faculty in the past year.)

The Action Team is hosting a dinner on Monday at 5 in the cafeteria where faculty will be joined by OEA leaders, community members, students, staff, and retirees for a brief rally at 5:30 p.m. before the Board meeting. All faculty are cordially invited to attend the event and following Board of Education meeting at 6 p.m.

Please see attached letter of support from U.S. Congressman Peter DeFazio. LCCEA has also received notice of support for a fair faculty contract from OR state Representative Marty Wilde, and OR state Senators Beyer and Prozanski.
Your LCCEA Bargaining Team: Kelly Collins Adrienne Mitchell Russell Shitabata Nancy Wood

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Congressman Peter DeFazio Writes Letter of Support for Pay Equity

U.S. Congressman Peter DeFazio wrote LCC President Hamilton urging her and the Lane Community College Board of Education to offer a fair contract proposal that adequately compensates both full-time and part-time faculty. He notes that “LCC depends on the strong commitment of all faculty to teaching” and that “faculty are essential to the institutional success of LCC.”


LCCEA deeply appreciates the support of the Congressman and the recognition of the essential role of faculty in the fulfillment of the Lane Community College mission. The faculty call on LCC to adequately fund instruction and to invest in all faculty.

“LCC depends on the strong commitment of all faculty to teaching”

“…faculty are essential to the institutional success of LCC.”

U.S. Congressman Peter DeFazio

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Attend the upcoming board meeting!!

LCC Faculty Colleagues,
 
We’ve just been notified of this time change.  Join us this Monday, November 18, for the board meeting from 6:00 – 7:00 p.m. and wear red.  For a free meal before the meeting, come to the cafeteria at 5:00 p.m.  We will walk over to the board meeting together at 5:45 p.m.
The top 10 reasons to attend the board meeting are to:
10. Support the hard work of your Bargaining Team – Kelly Collins, Adrienne Mitchell, Russell Shitabata and Nancy Wood.
9. Get a free meal from Cafe’ Yumm before the meeting.
8. Show off your red t-shirts/outfits. There will be a prize for the best “dressed in red.”
7. Stand with a record number of faculty, classified staff and community members in packing the Board room.
6. Socialize with your colleagues and solve all the world’s other problems.
5. Take a break from the NFL because the football game will be a blow out anyway.
4. Celebrate National Vichyssoise Day!
3. Have a really good reason to hit the pause button on your grading.
2. Support pay equity for part-time faculty.
1. Observe the look on the faces of the Board Members when they receive special gifts.
Also, if you haven’t yet, please take a few moments to send a letter to the Board/President Hamilton.  Here’s the link https://actionnetwork.org/letters/send-a-fair-faculty-contract-message-to-the-lcc-board  
You will be asked to enter your email address, name, and address, but you can simply use 4000 E 30th Ave for the address (LCC’s address) if you would like.

You will have the option to send a pre-written message, and it only takes literally seconds to send, OR you can edit the subject line and message by clicking in the fields and typing a message.
In appreciation and solidarity,

Wendy Simmons & Lee Imonen, LCCEA Action Team Co-Chairs
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Update for Faculty 3.18.19

18 October 2019

Dear Colleagues,
 
I’m writing with a quick update from Wednesday’s tremendous action at the Board meeting. About 65 faculty members attended — filling the Boardroom seats, aisle, and spilling into the hallway. Faculty members delivered the life-sized “Fair Contract Now” letter to the Board and College Administration with more than 120 faculty signatures. (We lost count! Photos below.)
 
Fourteen faculty members spoke sharing compelling stories of hardships faced by part-time faculty, the impact of large class sizes on student success and retention, the disparities and inequities of the two-tiered faculty system, the continued decrease in full-time positions at LCC, the College’s (still incomplete) contractual obligation to document workload, the numerous financial sacrifices made by faculty over recent years, the problems of the college’s proposals such as undermining part-time seniority, and the reasonableness of the faculty proposal.
 
The Wednesday evening action was inspiring and moving and an excellent step toward ensuring that the Board and Administration hear this important faculty message. 
 
Over several years, the College has effectively disinvested in the mission by dedicating a decreasing proportion of operating expenditures to instruction from 40.0% in FY16 to 37.2% in FY17, and 35.1% in FY18, well below the national average of 41.6% for public community colleges. 
 
Your LCCEA proposals in bargaining help shift the college to begin to reinvest in faculty, in instruction, and back toward the central mission of Lane Community College, underscoring the critical importance of this bargain for the overall health of the institution and, ultimately, for students we serve.
 
Standing together, we are making an impact. At the end of the meeting, Board members called for an Executive Session to discuss collective bargaining and address questions stemming from the testimony provided by faculty, and there has been renewed attention to our proposals and bargaining by the administration.
 
Thank you to all who came, to all who spoke, to all who shared your stories so that they could be read publicly, and to our amazing Action Team Chairs, Wendy Simmons and Lee Imonen. And thank you to the dozens of faculty who sent messages of support even though you were teaching or away from campus and could not attend.
 
The next bargaining session is scheduled for October 28, and we expect a reasonable proposal from the College at that time. 
 
In the meantime, LCCEA will conduct a survey of all faculty, which will be more focused than our most recent bargaining survey. Please keep an eye out for the survey next week. As always, the faculty goals and interests guide the Bargaining Team, so your input is important. The Action Team, Department reps, and Action reps will continue to organize and share ways for you to get involved.
 
My best,
Adrienne
 
p.s. If you have any photos from the event or photos of yourself in red, please send them to lcceaaction@lanecc.edu

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President’s Update 11.4.19

4 November 2019

LCC Faculty Colleagues,

I’m writing with updates on workshops and required professional development, faculty survey results, bargaining, college budget, and more.

Workshops and required professional development
You may have read an email from the new Chief Human Resources Officer, Shane Turner, regarding required trainings and cultural competence professional development. You may have also received an email with links to a required “SafeCollege” video training on FERPA and possibly other topics. The college does wish to develop a list of new professional development requirements for faculty, but that list is not yet complete. The Association has committed to work collaboratively with the College to address professional development needs once that list has been finalized by the College. In the meantime, there are no new required workshops.

Regarding cultural competence professional development, LCCEA fully supports CCPD and has made proposals since April (and in past negotiations) that require the same professional development hours as those indicated by Greg Evans, AVP for Equity and Inclusion, in his recent memo to all employees. The College did not make any proposals about this issue (in this contract negotiation or previous ones) until Oct 28 when they incorporated some of our language into a new proposal but have yet to put in writing compensation for part-time faculty for any additional hours of professional development time, which is, of course, an equity issue in its own right. More information will be provided as it develops.

Results from the All-Faculty Survey
By and large, faculty members are fully engaged and committed in this bargaining process. 333 faculty members – a record number — participated in the survey between Oct 21 through Oct 28, 2019. Participants include all categories of faculty: contracted, temporary contracted, part-time, part-time flight tech, part-time coaches, and part-time faculty who are retired (from LCC or elsewhere) but who are working as part-time faculty at LCC as well as both members and non-members of LCCEA. (The previous survey maximum was 225 faculty participants.)

Results indicate overwhelming support for bargaining goals across all sectors of the faculty as well as exceptionally strong commitment to a fair contract and the steps it will take to achieve one.

One of the most notable trends in the survey is the broad support for goals, regardless of faculty status. For example, the survey indicates that both part-time and full-time faculty strongly support the goals of incrementally increasing part-time faculty salaries on a per credit basis and establishing a minimum number of full-time positions as well as movement of part-time faculty coaches to the part-time salary schedule.

Thus, broadly speaking, faculty demonstrate significant commitment to equity and fairness for all faculty, regardless of whether they stand to individually benefit from a particular goal (e.g. steps, for which a relatively small percentage are eligible due to large percentages already at the top of all the salary schedules).

Furthermore, the survey results underscore significant concerns among faculty about college budgetary expenditures and choices that are drifting further from the instructional and student services mission. For instance, more than 70% of faculty respondents oppose or strongly oppose the creation of new administration positions such as a third Vice President, College Attorney, and Chief of Staff manager with, by far, the largest number of faculty choosing “strongly oppose.”

The results also indicate the critical need to improve part-time faculty working conditions and compensation as evidenced by the following. Part-time faculty (all categories of PT faculty) juggle other jobs while working as a faculty members at LCC.

65.1% report having one or more other jobs.
36.9% report having one other job.
20.1% report having two other jobs.
8.1% report having three or more other jobs.

While working as a faculty member at LCC, part-time faculty report having relied on government assistance such as food stamps, unemployment, housing assistance, or other similar supports as follows.

22.6% of part-time faculty (all categories of PT faculty) report having relied on government assistance while working as a faculty member at LCC.
25.9% of part-time faculty (all categories of PT faculty EXCEPT retirees who are working as part-time faculty at LCC) report having relied on government assistance while working as a faculty member at LCC.

Part-time and full-time faculty alike suffer the burden of student debt.

5% of part-time faculty and 6.4% of contracted faculty report having current student debt of $100,000 or more.
13.2% of part-time faculty report current student debt of $50,000 or more.
18.2% of part-time faculty report current student debt of $30,000 or more.

6.8% of part-time faculty and 7.0% of contracted faculty report having previous student debt highest balances of $100,000 or more.

It is critical that we improve faculty working conditions and compensation in order to fully focus on serving our students.

Bargaining and Actions to Support a Fair Contract
As you are likely aware, the bargaining process took a glacial pace through early October. However, the College and Board of Education members are certainly taking note of the many actions and expressions of support by innumerable faculty at this point, from the Inservice day action to the October Board meeting to the campus signs and letters pouring into their email boxes. Take heart –we are having an impact. Thank you to everyone who has participated and continues to do so!

Action Team Co-Chairs, Wendy Simmons and Lee Imonen, along with the Action Team and LCCEA Executive Council, have a number of upcoming activities planned. You will likely hear from the Action Team Reps, Faculty Organizers, your Department Reps and other union reps over the next few weeks.

Save the dates:
The Action Team has two dates reserved for upcoming events and will share details about these and other actions over the course of the rest of the term.
Wednesday, November 6, 2019 – Stop by the LCCEA tables in the cafeteria between 11 a.m. and 2 p.m. for a unique message and treat.
Wednesday, November 20, 2019 – Plan to attend the Board of Education meeting wearing red. The Action Team will provide more details about dinner and child care reimbursement to help remove any barriers to attendance.

Community College Funding and College Budget
You are likely aware the legislature made an increased allocation to community colleges set at $640.9+ million. This means that Lane Community College will receive approximately $2.25 million more per year than projected.

In addition to the $2.25 Million from the state, which is on top of the already balanced budget for this year, the College and Board have noted several other new revenue sources – also coming in on top of the balanced budget — including the $500,000 sale of the old downtown center building, an approx. $400,000 offer for purchase of a parcel of college-owned land in Florence, a $2.2 Million Title III grant, a $1.2 Million deal with Pacific University, and no less than $300,000 this year from Follett, the outsourced bookstore operator.

At a time when funding is strong and enrollment has stabilized, instructional spending at LCC is still below the national average and continues to decrease while faculty salaries have fallen behind inflation by more than 8%, and one in four part-time faculty members has had to rely on government assistance while working at LCC, and the number of full-time faculty decreased again this year, it is clear that the direction of Lane Community College must change.

The College’s current offer to faculty is not sufficient to begin to remedy these concerns and appears out of step with the context of labor negotiations within the state and nation, the optimistic college budget, and the will of the legislature in awarding us more funding.

Standing Together
The faculty of Lane Community College – part-time and full-time faculty alike — are standing together in solidarity and are demonstrating a commitment to a fair contract that will help ensure that Lane carries on its mission into the future.

As a member of the faculty, I am deeply proud to stand together with all of you as colleagues.

Thank you for all that you have done to contribute to this effort and for all that you do as faculty every day!

With appreciation,
Adrienne

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LCC: A Diminishing Focus on Instruction

LCCEA Releases “Lane Community College: A Diminishing Focus on Instruction” Report by Independent Researcher

Daniel Morris, Ph.D., has identified key findings about trends at Lane Community College.
  • Compared to other public, two year colleges in the U.S., LCC is below average for instructional spending. In FY2017, 35.4% of LCC’s spending was on instruction, compared to the national average of 42.6%.

  • While Management and Classified FTE have increased in recent years, faculty FTE trended downwards. Compared to FY2011-12, in FY2020 Managers FTE is 9% higher while full-time faculty FTE is 20% lower.

  • Among 367 part-time faculty instructors who worked the 2018-19 school year, median pay was $17,135. A full-time minimum wage worker in Lane County earns $23,400 a year.

  • 65% of LCC’s part-time faculty work other jobs, and over one-in-four work two or more other jobs.

  • Excluding retirees who are working as part-time faculty, 26% of part-time faculty have relied on government assistance while working at LCC.

Morris’ analysis concludes, “Statewide enrollment decline and reduced funding have impacted college resources, but spending allocations that have failed to prioritize instruction and faculty have exacerbated these trends at LCC.”

After the legislature increased investment in community colleges by more than 12% this biennium, LCC has not allocated new funding to instruction to remedy these trends this year. Instead, LCC officials have created new management positions, including a third vice president, and have not shared plans of how they intend to spend the rest of the $2 – 2.25 million annual increase in state funding this year.

Faculty members at Lane Community College have been working without a contract since July 1 and tensions on campus are heating up. “Our salaries are already 8% behind inflation, and under the administration’s 1% offer / “step freeze” for this year, we would fall even farther behind.” says faculty member and LCC Education Association president Adrienne Mitchell. “But this contract is not just about wages. It’s about the future of Lane Community College and what is best for our students.”

The faculty call on LCC officials to adequately fund the instructional mission of the college.

See Full Report Here: LCCTrends_web

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