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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Hyflex MOA Agreement Reached and Other Bargaining Updates

LCC Faculty Colleagues,

Your LCCEA Bargaining Team met with the College again yesterday and reached agreement on an MOA (below) regarding the impacts of hyflex instruction:

 The MOA provides:

  • The College will provide a fully functioning, up-to-date computer in classrooms for use during hyflex instruction, and if it is not functioning and cannot be remedied within five days or moved to another classroom, the faculty member has discretion to offer the class face-to-face or online.
  • The College will provide functioning wifi at reasonable speeds to facilitate streaming in faculty offices and instructional spaces or will provide alternative space if it takes more than five days to fix wifi issues.
  • Faculty teaching hyflex who attend workshops on the use of Dtens shall be compensated at regular rates.
  • If the College offers professional development workshops on hyflex instruction, part-time faculty who have exhausted in-service hours shall be compensated at regular rates.
  • Faculty who convert courses to hyflex modality shall be compensated for 70 hours at the Curriculum Development rate as part of regular ATC processes. These hours are in addition to any hours awarded previously for development of the online or hybrid course.
  • Classes in hyflex modality shall have the maximum class size reduced by 12.5%.
  • For courses that are team taught where class sizes cannot be reduced, faculty teaching in the hyflex modality shall be compensated an additional 0.67 hours (at regular rates below 1.0 FTE and at the overload rate above 1.0 FTE) for each hour of synchronous hyflex instruction.
  • Upon request, the College shall make all reasonable efforts to identify, hire, and train a student assistant who shall be provided and assigned to attend all synchronous hours of hyflex courses.
  • The College shall provide data including course success rates for in hyflex courses. Consistent with Art. 39.1.2 Faculty Council shall participate in developing campus-wide tools to assess the hyflex modality.
  • Individual faculty may refuse distance learning courses (including hyflex) consistent with the Distance Learning MOA.
  • All other provisions of the contract and MOAs remain in effect, and this MOA will expire at the time a new contract is completed (e.g. June 30, 2024 or thereafter).

On whole, we think this MOA protects workloads for faculty teaching in hyflex modality through the provision of student assistants and reduced class sizes while also providing compensation for time devoted to curriculum development, and ensures that other basic necessities are provided (e.g. functioning hardware and wifi) to set the stage for faculty to do their best work in serving students. (Please note: the attachment is the messy document used in bargaining. The properly formatted, signed MOA will be posted on the LCCEA website as soon as it is available.)

On an unrelated note, LCCEA has not yet received a response from the College regarding reassignment time for faculty participating on governance councils and looks forward to receipt of a response that demonstrates a renewed commitment to shared governance. (For details see update sent to all faculty on May 28).

In addition, while an MOA is in place for Summer term working conditions, the parties have not begun negotiations regarding Fall reopening. We anticipate more changes to health and safety guidelines soon within Oregon. Given the many changes that have already occured since the April survey of all faculty (e.g. CDC no longer requires masks for fully vaccinated individuals), your LCCEA Bargaining Team may initiate another survey during the summer, if needed, once anticipated updates to health guidelines are announced. 

Your LCCEA Bargaining Team

Kelly Collins

Adrienne Mitchell

Nancy Wood

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LCC Bargaining Update: Summer 2021

LCC Faculty Colleagues,

Your LCCEA Bargaining Team reached agreement with the College on an MOA for Summer (linked below):

In addition to provisions already agreed as of our last update (below), we are happy to report that the MOA meets the strong interest of faculty in requiring the College to notify faculty if they have been in contact with a person who has tested positive for COVID-19 on campus or at LCC activities, a practice that had not been in place unless the circumstances required contact tracing as determined by Lane County Public Health (e.g. close contact of less than 6’). See #22 on attached for details. The MOA also provides that social distancing and mask requirements shall continue for summer in accordance with whichever external guideline in effect is most protective (e.g. CDC, OHA, etc.)

Among other provisions on the MOA, LCC and LCCEA agreed as follows to:

  • Extend additional CD (curriculum development) funding for part-time faculty who are teaching classes that they have not taught before in an online or hybrid format at the rate of 1.25 hours of CD compensation for every hour of instruction delivered asynchronously that would otherwise be face-to-face class time;
  • Provide additional compensation for faculty members who teach extra hours to accommodate social distancing requirements at the rate of 1.25 times the hourly rate for every extra hour of instruction;
  • Maintain numerous safety provisions
 for Summer;
  • Require that managers make reasonable efforts to collaborate with faculty stakeholders in developing or amending department reopening plans
  • Protect faculty from loss of pay if all sick leave has been exhausted and the faculty member becomes ill with COVID-19; and
  • Ensure provision of hardware and software for online teaching to faculty who do not have the necessary equipment, among other provisions.

We appreciate the robust participation of faculty in the bargaining survey and your support in achieving this agreement. Please watch for more updates regarding negotiations over the impacts of the hyflex modality soon.

Your LCCEA Bargaining Team:

Kelly Collins

Adrienne Mitchell

Nancy Wood

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LCCEA President’s Update May 5, 2021

LCC Faculty Colleagues,

I’m writing with a number updates on behalf of LCCEA regarding: bargaining, College communications about campus COVID cases, shared governance redesign, an important grievance resolution, May election endorsements, OEA updates, legislative updates, and compensation increases for next year.

Thank you to the more than 300 faculty members who participated in the LCCEA All-Faculty survey in April! Your voice is critical to ensuring LCCEA best represents faculty interests in negotiations regarding both hyflex* instruction and reopening as the campus transitions to more in-person offerings.

Summer Reopening MOA

Given that the pandemic continues to impact our campus and larger community, your LCCEA Bargaining Team (Kelly Collins, Adrienne Mitchell, and Nancy Wood) has proposed an extension of the current COVID-Working Conditions MOA for Summer term in order to protect the safety of faculty and provide adequate compensation for faculty working in Summer. Please see the draft below and look for an update to all faculty once we have received a response from the College.

Bargaining regarding impacts of “hyflex” teaching

Negotiations over the impacts of “hyflex,” streaming instruction are scheduled to begin today (Monday, May 5). Your LCCEA Bargaining Team had an initial meeting with the College on April 23 in order to gather information about the plan for a proposed hyflex* pilot. *Hyflex teaching is a modality that is a distinct version of hybrid courses. Like hybrid courses, the hyflex modality offers some face-to-face instructional time with the remainder of the course online. However, for the face-to-face time in hyflex courses, instructors teach live in a classroom with some students physically present while simultaneously teaching some students who are off campus via Zoom for the “in-person” portion of the course. Students decide on a day-to-day basis whether to attend in person or via Zoom.

Fall Reopening

Your LCCEA Bargaining Team will also negotiate over impacts to working conditions for Fall in order to best protect faculty interests as more instruction and services re-open in-person. We anticipate these negotiations will begin after an agreement is finalized for Summer term and revised OHA and CDC guidelines are announced.

Please keep an eye out for updates from your LCCEA Bargaining Team on negotiations regarding: Summer, hyflex, and Fall reopening.

College Communications Regarding COVID cases

As many faculty members may be aware from recent announcements and forums, LCC is not providing notice to employees and students when they have been physically present at a campus activity with a person who has tested positive for COVID-19 unless Lane County Public Health determines that there was “close contact,” currently defined as less than 6’ social distancing for more than 15 minutes over a 24-hour period. This means, for instance, that if a student attending in-person tests positive but only attended classes where there was at least 6’ distancing in place with masks, the faculty member(s) and other students will not receive any notice. In the LCCEA all-faculty survey, faculty expressed overwhelming support for requiring notice in such circumstances, and you will see in the Summer MOA proposal attached that your Bargaining Team has included a requirement for such notice, and your LCCEA representatives will advocate for more transparent communication that also protects individual health privacy. For reference, case counts among students and employees can be viewed on the LCC COVID  dashboard .

Shared Governance Redesign

The LCC shared governance system has been undergoing a redesign process for several years, and the College Council approved the Governance Implementation Team’s recommendations and work plan at the April meeting. Changes include: making Faculty Council a formal council of the governance system as well as implementing a notice and comment process for new and revised policies. In addition, you will see that one of the recommendations is to “Support adequate compensation/release time for governance participants,” which will also be the subject of negotiations on behalf of faculty. Overall, these changes should promote greater transparency and help elevate faculty voices through formal inclusion of Faculty Council, which retains academic and grading policies within its purview.

The extent to which faculty voices and Faculty Council decisions will be honored is unclear. For example, at the most recent meeting, Faculty Council formed a Taskforce, which includes faculty from both Academic Technology and instructional departments, to revise definitions for teaching modalities (e.g. online, hybrid, etc). However, while the Taskforce is still conducting its work, the Provost announced modality definitions in an email to all employees. (Some members of Faculty Council also expressed concerns about the announced definitions, including that they do not account for the option of proctored testing for online courses. The need for proctored testing was reflected in the LCCEA All-Faculty survey results as well.)

Shared governance will only have efficacy and meaning if the Administration honors and respects the value and voice of faculty.

Grievance Resolution

Your LCCEA Grievance Team recently reached an important resolution with the College. A group of part-time faculty had been hired to do instructional work beginning in Fall 2020 without being properly classified as faculty, resulting in: no consideration of education or experience in salary placement, insufficient compensation below contractual salary schedule rates, and lack of rights and benefits under the contract. The resolution provides that the affected faculty are now retroactively correctly classified as part-time faculty, receiving full retroactive compensation and contractual benefits to the date of hire, including the ability to qualify for healthcare and part-time seniority over time.

Oregon Education Association Updates

Congratulations to Enrique Farrera, who was elected to serve as Vice President of the OEA, our statewide union. Enrique is a community college member from Clackamas CC, who will help amplify the voice of the community college sector as a statewide leader.

The delegates to the statewide OEA Representative Assembly voted to approve a by-laws change to make dues for part-time faculty more affordable and equitable. OEA dues for PT faculty will be assessed based on salary rather than FTE beginning in Fall 2021. Many PT faculty will see a reduction in OEA dues deductions as a result of this change.

Legislative Advocacy

With the Oregon legislative session in full swing, your LCCEA and OEA representatives are engaged in advocacy around a number of goals in support of community college members.

These include: support for increased funding for the need-based Oregon Opportunity grant for students, advocacy for part-time faculty healthcare statewide, and increased funding for the CCSF (Community College Support Fund). Thank you to Welding faculty member, Doug Ford (pictured below), for testifying before the Joint Ways and Means Committee in support of $702M CCSF funding for the next biennium. Thank you also to Nursing Faculty member, Jeremy Kaufman, for additional testimony provided to the Ways and Means! You will find Doug’s testimonyJeremy’s testimony, and LCCEA testimony on the Oregon Legislature’s website for the hearing.


May Elections and LCCEA Endorsements

LCCEA proudly endorses Austin Folnagy (Zone 4), Holli Johnson (Zone 1), and Steve Mital (Zone 5) for LCC Board of Education as well as Rose Wilde for Lane ESD Board for the upcoming election in May. Thank you to LCCEA Legislative Action Committee and Executive Council members for conducing the interviews and endorsement process.

In addition, LCCEA stands in solidarity with our colleagues in Eugene 4j in support of EEA-Endorsed candidates for the 4j school board: Tom Di Liberto, Laural O’Rourke, and Maya Rabasa and also supports Ashley Espinosa for Bethel Board. Ballots are due by May 18. 

Compensation Increases for 2021-2022

A reminder to all faculty – through the overwhelming organizing efforts and support of faculty in Fall 2019, salary schedule increases are coming for the 2021-2022 year as provided in our contract. Compensation will increase for all faculty as follows.

For part-time faculty:

Beginning in July, 1.5% COLA, plus 3% pay parity adjustment**, plus full steps (3.75%) as earned. For faculty at the top of the salary schedule, one half-step (1.875%) will be added, and the bottom step will be dropped. Total increases for step-eligible PT faculty: 8.25%. Total increases for PT faculty already at the top: 6.375%. **Pay parity adjustments make incremental change toward pay equity for part-time faculty; a long-term goal of the Association is to address the systemic inequity that affects part-time faculty at LCC and in community colleges nationwide.

For contracted (e.g. full-time) faculty:

First, in July, salaries for contracted faculty affected by furloughs this year will return to normal 2020-2021 levels. (2020-2021 salaries were reduced for ten months only to account for furlough days. Reductions were largely offset by tax-free reimbursements by Workshare through an agreement that moved six paid course preparation days to Summer 2020.)

Then, beginning in July for those working in Summer or September for those not working Summer: 1.5% COLA, plus full steps (3.75%). For faculty already at the top of the salary schedule, one half-step (1.875%) will be added, and the bottom step will be dropped. Total increases for step-eligible contracted faculty: 5.25% and for FT faculty already at the top: 3.375%. (Please note: the increase from current paychecks for faculty affected by furloughs will be 9.93% for step-eligible faculty and 7.92% for faculty already at the top.)

Coming up today, this month, and beyond:

* Today at 4:00 p.m, Know Your Contract Info Session: Calculating Instructional Workload, hosted by your LCCEA Grievance Team Register here. 

* May 7 and June 11: Contracted faculty furlough days; these are non-working, non-instructional days

* LCCEA Meeting, later this month, date TBD

* LCCEA Elections, the Treasurer and five Vice President positions will be up for election later this month

* June 10: last day of the Spring term work year

* September 21: first day of the contracted faculty work year for 21-22

* September 23: All campus in-service and All-Faculty LCCEA meeting

* September 27: first day of Fall term

My best,


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Support Funding Healthcare for Part-Time Faculty Statewide

Let your voice be heard! Faculty may take action to support funding healthcare for part-time faculty statewide by sending an automatic letter to your legislators at: 

It only takes one minute, and it is possible to modify the letter if desired. Faculty may wish to also include a note about the need for $702 Million for the Community College Support Fund, the amount needed to maintain “current service levels” at community colleges throughout Oregon.

While many part-time faculty at LCC receive healthcare benefits through our contract, most community colleges in OR provide no benefits to part-time faculty. Faculty are encouraged to stand in solidarity with our part-time colleagues throughout the state. This bill, if enacted, will also reduce pressure on the LCC budget, and savings will be reserved for labor relations and negotiated for the benefit of faculty.
Your LCCEA Legislative Action Representatives


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LCCEA President Update April 7, 2021

LCC Faculty Colleagues,

I hope your term is going well thus far.

I’m writing on a number of topics including atrocious, increasing Anti-Asian violence as well as local and statewide updates regarding: reopening, “hyflex” modality, program “sustainability analysis,” one retrenchment, the college budget and federal funding, state funding and legislation, LCCEA endorsements for Board of Education, the separation incentive, and more.

Increasing Bias and Hate-Based Violence Against Asians and Asian Americans

Thank you to Anne McGrail and many colleagues who have brought forward concerns about increasing Anti-Asian sentiment and violence for public discussion among faculty after the deadly shootings in Atlanta. Horrifyingly, such acts continue. (See a recent New York Times analysis.) It is paramount that we condemn all acts of hate-based violence as well as the underlying biases they evince and recognize that the impacts of hate-based violence are broad, complex and extend to the entire community to which survivors belong. LCCEA stands in solidarity with our Asian and Asian American colleagues, students, and community members and asks each of you to do the same and to reaffirm our commitment to building a supportive community and just society through our work as faculty.

Local and Statewide Updates:

Reopening and “hyflex” modality

The College has announced a plan to offer approximately 50% of instruction face-to-face in Fall term, which diverges from typical pre-pandemic offerings when approximately 75% of instruction took place in person. Given that the current COVID-19 Working Conditions MOA expires at the end of this term, LCCEA will negotiate provisions regarding safety and working conditions impacts for the Summer term interim.

In addition, your LCCEA Bargaining Team will conduct a survey to assess faculty interests regarding safety, working conditions, workload, and compensation pertaining to substantial reopening planned for Fall as well as hyflex* teaching. Please keep an eye out for the survey — your participation and your voice are important to help ensure LCCEA can best represent faculty interests. Thank you to Kelly Collins and Nancy Wood for their service on the Bargaining Team.

* Provost Jarrell has announced the introduction of a new modality, “hyflex.” Hyflex teaching is a modality that is a distinct version of hybrid courses. Like hybrid courses, the hyflex modality offers some face-to-face instructional time with the remainder of the course online. However, for the face-to-face time in hyflex courses, instructors teach live in a classroom with some students physically present while simultaneously teaching some students who are off campus via Zoom for the “in-person” portion of the course

“Program Sustainability” Update and Retrenchment Notice

As noted in my all-faculty email in Winter term, the College Administration has been conducting a review of programs and services to determine their long-term sustainability. As of January, the Administration had identified a preliminary list of programs that were undergoing consideration for possible elimination, including the following instructional programs: Aviation Maintenance, Culinary, Flight Technology, and Hospitality, as well as the following services or non-academic programs: Printing and Graphics, Senior Companion, and Specialized Support Services (S3). Academic Learning Skills had also been identified for possible restructuring or reorganization, and Manufacturing was identified for curricular revision.

As of early February, the Administration determined that Flight Technology and Aviation Maintenance would not be considered for elimination this Spring. Also in early February, the Administration scheduled meetings with the faculty in both Culinary and in Hospitality to inform them that their programs had been identified as programs for possible recommendation for elimination. On a positive note, after hearing overwhelming community support and advocacy for the programs, the Administration later removed both Culinary and Hospitality from the list of programs that would be considered for possible recommended elimination as of the end of February. Thank you to LCCEA Action Team Co-Chairs, Wendy Simmons and Paula Thonney, as well as to numerous faculty advocates for their successful organizing effort.

However, the Administration did provide official notice to LCCEA of intent to retrench (i.e. lay off) one full-time non-instructional contracted faculty position, affected by proposed departmental reorganization. LCCEA and Administration representatives have met to discuss alternatives consistent with Article 10.2. LCCEA has advocated that this proposed reorganization be presented to the Board of Education publicly in accordance with Board Policy and the role of the Board in decision making.

In addition, this week the Administration has “announced” more detailed plans for continued “sustainability” analysis. The “announcement” was not actually an announcement but rather has been made public by posting documents this week on the LCC BoardDocs website for the Board of Education work session tonight. In the documents, the Administration again identifies the following programs: Academic Learning Skills, Aviation Academy, including both Flight Tech and Aviation Maintenance, Culinary Arts, Hospitality, Manufacturing, and Specialized Support Services (S3).

The Administration’s recommendations for each instructional program are to continue the analysis next year for decision-making in Spring 2022 as follows:

Academic Learning Skills: “review the need for a separate ALS department… should the department be eliminated; current ALS faculty may need to be ‘transferred’ to other departments… Should retrenchment be necessary, the College will work within the requirements of the [contract].”

Aviation Maintenance: “Complete Program Review … review staffing levels … Should retrenchment be necessary, the College will work within the requirements of the [contract]”

Flight Technology: “Consider moving … to the general fund … continue to regularly assess program outcomes.”

Culinary: “Continue to support the CA program in [its] new design…”

Hospitality (Hotel, Restaurant, and Tourism Management): “Eliminate the HRTM AAS* and restructure this program to a 1-year Hospitality certificate and a stackable Career Pathways Certificate.” 

[Please note: the current (new) HRTM AAS was just approved by the Board of Education in March and is on the consent agenda at the HECC (Oregon’s Higher Education Coordinating Commission) for tomorrow. After requiring the sole remaining contracted faculty member in the program to develop a new version of the HRTM AAS, the Administration is now recommending eliminating the same new HRTM AAS next year that was just approved last month, replacing it with certificate programs.]

Manufacturing: “Eliminate the current AAS degrees and restructure this program into stackable, shorter certificates… [Utilize grant funding to develop] a new Advanced Manufacturing AAS.”

It is important to note that this information is preliminary and that the Board of Education is ultimately responsible for making decisions about program cuts or major substantive changes to programs should any programs be recommended for reduction or elimination in Spring 2022. Please also note that the fiscal data presented about many of the programs are already outdated due to the retirements or other separations of full-time faculty in multiple programs on these documents. The attached reports appear to be the first presentation of this data to the Board of Education and campus community. LCCEA will keep faculty appraised of new developments and opportunities for advocacy should the program “sustainability analysis” continue as planned next year.

As many are aware, among other deleterious effects, cutting instructional programs results in lost revenue, which has sent the college budget into a downward spiral in years past. At this time, however, the fiscal outlook for the College has improved dramatically, making program cuts for financial reasons entirely unnecessary. (Details below.)

Federal Relief Funding, State Funding, and the College Budget

Excellent news on the budget front –

While Governor Brown had proposed keeping the CCSF (Community College Support Fund) flat at $641M for 2021-23, the legislature’s Ways and Means Co-Chairs have initially recommended $673M, a 5% increase, which would result in approximately $1.4M in additional funding each year for LCC. While this falls short of the $703M requested by OEA, OCCA, and other statewide partners, it is a very positive development especially relatively early in the legislative session. The CCSF allocation will likely be finalized in late May or June and could increase more.

In addition, LCC will receive substantial relief funds from the federal government, which will also directly benefit students. 

CARES Act (March 2020): $3M for LCC with $1.5M of that sum dedicated to emergency grants for students.

CRRSAA Allocations (December 2020): $8.9M for LCC with $1.5M of that sum dedicated to emergency grants for students.  

American Rescue Act Allocations for Higher Ed (March 2021): $15.7M for LCC with $7.9M of that sum reserved for students 

Total: $27.6 M, including $10.9M for students and $16.7M for institutional use

This funding far exceeds lost revenue due to enrollment declines (estimated at approx. $2.5M for this fiscal year) and increased expenses from the pandemic. The federal grants will also help restore the general fund ending fund balance and set LCC back on a path toward fiscal sustainability. (For context, the total projected annual expenditures in Funds I (general fund) and IX for next year amount to $90.9M.)  

Oregon Legislative Updates

In other promising news, the twin Senate and House statewide part-time faculty healthcare bills have both passed out of committee and on to Ways and Means.  If they pass, Oregon will establish and make appropriations to a “first-in-the-nation” statewide part-time faculty healthcare fund, providing much-needed affordable healthcare to part-time faculty throughout the state. While the LCCEA contract is one of the few community colleges in the state that provides healthcare to part-time faculty, the additional positive impact for LCC if the bills are enacted includes mitigating pressure on the LCC budget and providing that savings be utilized for the purpose of labor relations (i.e. negotiated for the benefit of faculty). For more information, please read details on the bill and LCCEA testimony. Please keep an eye out for more details on how to advocate for part-time faculty healthcare from our statewide union, OEA.

Congratulations to the LCC Torch Student Newspaper!

Congratulations to the LCC Torch on winning the Oregon Education Association News Media Award for thorough reporting on LCC-LCCEA contract negotiations in Fall 2019, including coverage of part-time faculty pay inequity and declining full-time faculty positions. Editor-in-chief David Galbreath and Faculty Advisor Charlie Deitz participated in a virtual ceremony to accept the award.



LCCEA Endorsements

LCCEA proudly endorses Austin Folnagy and Holli Johnson for LCC Board of Education for the upcoming election in May. We are very fortunate to have such highly qualified candidates running for the Board. Learn more about Austin and about Holli. Thank you to LCCEA Legislative Action Chair, Cybele Higgins, for coordinating the endorsement process.

In addition, Lane ESD Candidate, Rose Wilde, invites LCC faculty to attend a virtual house party hosted by LCC faculty member (and Lane ESD Board member)Leonora Kent on April 11th at 2pm, for Lane ESD candidates and for Holli Johnson, who is running for LCC Board.  Faculty may register here.

Shout Out

Please join me in thanking Christina Howard as she continues her incredible work as Grievance Chair in developing a team approach to protecting contractual rights for all faculty and ensuring faculty are well represented.

Separation Incentive—deadline this Friday, April 9

A quick reminder for contracted faculty considering the separation incentive – the deadline to submit paperwork to Human Resources is this Friday, April 9. You will find the details of the separation incentive on the MOA.

Coming Up This Term for All Faculty:

LCCEA All-Faculty Survey, watch your email in-box for a link in the next few days

Know Your Contract Info Session on Workload, Date TBD

Coming Up This Term for LCCEA Members:

LCCEA Meeting, mid-May, date TBD

LCCEA Elections, late May, dates TBD — the Treasurer and five Vice President positions will be up for election

If you are unsure of your membership status, please contact LCCEA Membership Chair, Wendy Simmons. In case you missed it, you may enjoy watching the delightful faculty “Show and Tell” video organized by Wendy and the Membership Committee in winter term.

Thank you for the work you do today and every day.

My best,


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