LCCEA-College Discussions of Budget, Furlough Days, and Workshare

LCC Faculty Colleagues,

Your LCCEA Bargaining Team has initiated negotiations over safety for Phase 1 and will do so shortly regarding the recently announced Phase 2 guidelines as well as working conditions for Fall.

As you are likely aware, there are fiscal pressures to the College budget due to the impacts of the pandemic on operations as well as overspending this year prior to the pandemic (e.g. $800K+ over-budget in Fund IX and addition of 11 non-faculty contracted positions by October 2019 that had not been included in the budget, etc). While there remains considerable uncertainty about impacts to next year’s budget, the May 20 fiscal forecast from the state was better than anticipated. The HECC released a new update today estimating that, if the Governor were to make across the board cuts to public funding, the percentage would be roughly 4% instead of 8.5% — the HECC calculations indicate a reduction to funding for LCC that would be $2.4M instead of $5M. While a $2.4M reduction in state funding would be significant, it represents 2.6% of the $91M LCC general fund budget for FY21. At the same time, enrollment has the potential to increase due to high unemployment rates, and LCC’s performance relative to other mid- to large-sized community colleges in the state will likely result in an increased percentage of state funding for LCC. The extent to which there will be additional funding made available through state reserves such as the Rainy Day fund or additional federal funding to states is still uncertain, but these are both areas of substantial lobbying efforts by OEA and NEA. Nonetheless, it is reasonable to assume that there will be some budget impact to LCC next year.

At a meeting to discuss Phase 1 safety yesterday, the College made a proposal (link: COLLEGE PROPOSAL LCCEA Covid MOA 5.26 Salary Freeze) to freeze all faculty salaries and step advancements for 2020-2021 and “ongoing until such a time that this MOA is terminated by mutual agreement between the College and LCCEA.” This proposal would freeze all faculty compensation increases for both part-time and full-time faculty essentially indefinitely until a new agreement were reached at an undetermined point in the future. LCCEA did not accept this proposal.

As you are likely aware, the faculty contract is settled, including economic components, through 2022. The College may not unilaterally impose salary reductions. In addition, the contract requires a minimum number of faculty positions. Thus, even if there were programs cuts and layoffs, the college would save little due to the need to replace any eliminated positions. In discussions about the budget, the College has raised the specter or program cuts, which could not take place until Winter 2021 or later due to contractual deadlines that have passed, stating that positions eliminated would be replaced with new positions in “high demand” programs.

As noted at the LCCEA membership meeting, LCCEA leaders have been exploring proactive, creative options to generate revenue, tap external funding sources, and produce savings for next year. One manner in which numerous K-12 school districts and some universities within the state have addressed the anticipated budget shortfall is by pivoting quickly to take advantage of the WorkShare program, which seeks to preserve jobs but produce savings through limited furloughs. This program taps federal unemployment funding that is available and administered through a streamlined process by the state. The employer applies, and after the employer’s application is approved, employees fill out paperwork once to qualify for reimbursements. When incorporating the additional CARES Act unemployment funding that is available through July, it is possible to ensure that any reduction in compensation through furlough days is largely offset by reimbursements to individuals through the WorkShare program. While your LCCEA representatives have proactively discussed this option informally with the College since early May, College representatives did not indicate an interest in pursuing it in earnest at this time until yesterday afternoon. Given the limited time available this term and the additional CARES Act funding set to expire in July, there is a narrow window to consider a WorkShare plan that incorporates the substantial external funding that would offset impacts to individuals and make such a plan reasonable and possible.

As such, your LCCEA Team made a proposal today (link here: WorkShareMOADraft05262020 B), which, if accepted, would only take effect if ratified by the LCCEA membership and only if the College’s WorkShare application is approved. The proposal includes furlough days for contracted faculty only — two furlough days for this Spring (one each for each work week this June) and two days for the 2020-2021 year (one Fall inservice day and Spring Conference day). In addition, the proposal provides that there shall be no program cuts or contracted faculty layoffs for the 2020-2021 year, which would protect both contracted and part-time faculty in any programs identified for reduction. The net impact of the proposal to the College budget would be a savings of approximately $485K according to the college bargaining calculator. However, the additional federal funding would mitigate the impact to compensation for individual contracted faculty, and the salary reduction would be largely, though not entirely, recuperated by reimbursement to individuals through the streamlined WorkShare program. Thus, the proposal would protect faculty jobs, provide substantial savings to the college budget during a challenging time, and limit the impact on individual contracted faculty compensation with external funding.

We understand that there will likely be many questions, and as yet it is unclear if the College will be agile enough to pursue this option at such a late date. Should the proposal be accepted, we will provide more information as well as a ratification vote. In the meantime, for general information about the WorkShare program, please see the WorkShare Fact Sheet here: Workshare_FactSheet 2-6-17. Portland Public Schools, which is one of the many districts that has proactively implemented a similar plan, has a thorough FAQ on their website . The specific details for LCC would differ, of course, but it is a good resource for general information.

Your LCCEA Bargaining Team:

Kelly Collins
Adrienne Mitchell
Russell Shitabata
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Membership Meeting May 18

LCCEA Membership meeting: Monday, May 18 at 2:00 p.m.

All LCCEA members are cordially invited to attend. Agenda items will include LCCEA and OEA updates, closing of officer nominations, college budget information, and other general updates as well as a Q & A session. The Q & A time will be dedicated to general questions. Please do send any questions that you hope will be addressed at the meeting in advance to lccea@lanecc.edu. If you have individual questions, we ask that you contact an Association rep so that we may best support you.

If you plan to attend, please be sure to register. If you are not sure of your membership status or wish to join, please contact LCCEA Membership Chair, Wendy Simmons
Please register in advance for this webinar:
https://lanecc.zoom.us/webinar/register/WN_aIOMarAESL67bKDzzBX6BQ


After registering, you will receive a confirmation email containing information about joining the webinar.

Looking forward to seeing you!

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Part Time Faculty Benefits for Spring 2020

New Benefit for Part-time Faculty Who Have No Class Assignments Spring 2020

Unlimited Tuition Waiver this Term for Part-time Faculty Without Assignments

The College and Association reached agreement yesterday that part-time faculty who have no assignment this term due to class cancellations are eligible for an unlimited tuition waiver for the term.

Tuition Waiver for All Part-time Faculty

The current Article 19 contract provisions remain in effect. All part-time faculty accrue a tuition waiver at the rate of one class per term of teaching. The tuition waiver may be used anytime during the term of teaching or during the next three terms. If you wish to use a tuition waiver earned during one fiscal year (July 1 – June 30) during next fiscal year, you may request to HR that the tuition waiver be carried over to next year before June 30 each year. (See 19.2)

Compensation for Part-time Faculty Teaching Spring 2020

If you are teaching a class this term that was originally scheduled to be face-to-face AND you have not taught the same class online before, you are eligible for additional curriculum development pay. The amount of compensation is 1.25 x the number of hours of class each week. Thus, if you were scheduled to teach a class that would meet 4 hours per week, you are eligible for 4 x 1.25 = 5 hours of curriculum development pay each week for the 10 instructional weeks of the term for a total of 50 hours pay at the CD rate. In order to receive this compensation, please record the hours on the curriculum development line on your timesheet each week.

If you have taught the class online before, you are not eligible for this additional compensation. Likewise, if the class was originally scheduled to be online, you are not eligible for this additional compensation.

If you are teaching more than one section of the same class (and the class was scheduled face-to-face and you have not taught it online before), this additional compensation applies to one section only.

In-service Hours for Part-time Faculty who Taught during Fall 2019

Part-time faculty who taught during Fall 2019 are eligible to use 24 hours for Fall 2019 in-service or for any meetings or workshops on campus (including remote meetings and workshops this term). Part-time faculty teaching in any Fall term will be eligible for these hours each year based on the new contract.

In-service Hours for Part-time Faculty who are Teaching Spring 2020

All part-time faculty teaching in Spring each year are eligible for 8 hours in-service pay for Spring Conference or for any meetings or workshops on campus (including remote meetings and workshops this term). Consistent with the Coronavirus MOA, Part-time faculty teaching this Spring 2020 are also eligible for an additional 8 hours for a total of 16 hours compensation for meetings, workshops, and professional development related to online delivery this term only. These 16 hours are in addition to any hours that individual part-time faculty may have remaining from the Fall 2019 allocation.

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President’s Update April 6 2020

LCC Faculty Colleagues,

I hope this message finds you well, safe, and healthy as we navigate the first week of Spring term remote instruction.

I’m writing with updates on the MOA reached regarding faculty work this term including compensation for part-time faculty, support for faculty and students including the OEA Relief Fund for part-time faculty who have experienced class cancellations and the LCCEA Emergency Fund, the College budget and enrollment, campus access, contracted faculty schedules, PT classified staff layoffs, and new Federal Emergency Sick Leave and expanded FMLA provisions.

Memorandum of Agreement
The College and Association have agreed to the terms on the attached MOA, which include but are not limited to the following:

  • Compensation for part-time faculty – beginning the week of April 6, part-time faculty may claim 1.25 hours at the CD rate for every hour of scheduled class time per prep each week in Spring.
  • A paid, non-scheduled day for all faculty for Spring Conference. Part-time faculty teaching in Spring may claim 8 hours paid time for professional development for online teaching using in-service hours or additional hours if in-service hours are exhausted. This is essentially a paid, non-working day for all faculty. This also means part-time faculty may claim up to 16 hours for professional development time if teaching in Spring, in addition to any remaining in-service hours from Fall.
  • One additional paid, non-scheduled / non-working day during the 20-21 academic year, which will either be Tuesday of Fall Inservice or Spring Conference for FT and PT faculty.
  • Online delivery may meet minimum standards required to maintain base level continuity*. Faculty are not required to meet all standards of best teaching practices for online teaching. Faculty are not required to cover the same amount of content and assessments that would typically take place during the first three weeks in a face-to-face format and may adjust schedules accordingly. All faculty teaching in Spring may have flexibility in course scheduling and may include non-instructional time equivalent to up to five days for the purpose of course preparation. Faculty may choose when to schedule the non-instructional time and are encouraged to build non-instructional time into the first two weeks of Spring by limiting instruction to a “continuity” model rather than fully developed online teaching. Faculty may incorporate week 11 as instructional time at their discretion.
  • The College shall provide hardware and software for online teaching to faculty who do not have the necessary equipment.
  • Committees shall meet (virtually) on a must-need basis only during the online teaching period for Spring term.

OEA Relief Fund for Part-time Faculty
Part-time faculty who are members of OEA/LCCEA and who have experienced loss of pay or class cancellation for Spring may apply for up to $1000. Faculty must have been LCCEA/OEA members as of March 2, 2020 and must submit documentation of expenses (e.g. housing payment, food, childcare, medical, etc.) and documentation of lost income (e.g. email from dean about class cancellation or statement by faculty member certifying they had a class cancelled). Apply at: https://docs.google.com/forms/d/1OGmnyt_dBju21Qo5UhVTf3A1LdqhTfXfj0rKltN8XmQ/

LCCEA Emergency Fund for LCCEA Members
LCCEA members (part-time or full-time) with a financial need, which could be due a class cancellation, unanticipated medical expense, etc., may request up to $300 for emergency expenses. Please fill out the form at: https://forms.gle/7Exv618xDD9y9uU79 If you have questions about your membership status, please contact Membership Chair, Wendy Simmons, at simmonsws@lanecc.edu

OEA Foundation Funds – Grants for Students
Any LCCEA member may apply for grants for their students through a quick request process at:  http://oeafoundation.oregoned.org/apply-for-a-grant These grants may be used directly for student expenses such as Chromebooks, textbooks, rent, utilities, or other basic needs. The maximum grant per student is usually $100, but faculty are encouraged to apply for up to $250 if the student needs a Chromebook.

Cards for Colleagues —  Fill out a brief form, and LCCEA will send a card to a faculty colleague. Faculty members may request that a card be sent to a colleague for life events such as birth, adoption, or death in the family, marriage or domestic partnership, illness, or simply to cheer up or send well wishes to a colleague for any reason, facilitated by LCCEA Membership Committee.

College Budget, Enrollment, and Federal funding
In addition to spending that exceeded budgeted resources this year and deficits carried over from previous years, which still must be reconciled this year (e.g. Food Services and Bookstore), there are numerous additional strains on the College budget resulting from the pandemic, including the loss of significant rental revenue from the college-owned Titan Court apartment complex this term as well as the added expenses such as laptops for remote instruction.


On a positive note, LCC appears to be faring better than many community colleges in the state in terms of enrollment. While some colleges have reported enrollment drops of 15-20%, the first day enrollment at LCC indicates that, for credit courses, Spring enrollment is down 3.0%, total credits are essentially flat (up 0.1%), and FTE is down 1.6%. (See attached.) The figures that will most impact the college budget are total credits when tuition is assessed at the end of week 1 and FTE at the end of week 3. In addition to direct tuition revenue, LCC’s enrollment in relation to other community colleges is important because it will impact and could potentially increase our percentage allocation from the state Community College Support Fund.

In addition, the CARES Act passed by the U.S. Congress provides relief funding for higher education, including community colleges. An initial, rough estimate for LCC is that the college will receive $3.3M in additional funding to offset expenses and losses due to the pandemic. Learn more about funding for higher ed in the CARES Act at: https://ticas.org/affordability-2/whats-in-the-cares-act-higher-education-student-debt/ 

Contracted faculty schedules
In a very limited number of disciplines, contracted faculty may teach in Summer in lieu of Spring term, primarily due to external regulations requiring face-to-face instruction. The contract provides for such “exchanges” of academic terms in Article 9 as long as there is a three-party agreement between the College, Association, and individual faculty member. Please contact LCCEA as soon as possible if you are a contracted faculty member who anticipates teaching during summer as a result of required face-to-face instructional time.

Campus Access

Some faculty members have raised questions and concerns about campus access after receiving contradictory messages from administration and department deans. Faculty members should request permission from their dean to access campus and should also notify Public Safety when they arrive and depart. In addition, faculty are encouraged to plan in advance, but VP Jarrell confirmed that it should take no longer than 24 hours to receive permission to access campus. Please note that the College administration has also confirmed that it is recommended that faculty access campus between 8-5, but not required as it may not be possible in all circumstances. Please do continue to contact LCCEA for support if you experience delays or other challenges to accessing your office for necessary materials or for other work that cannot be accomplished remotely.

PT Classified Staff Layoffs
Our hearts go out to the 300+ PT staff who were laid off at the end of March. Since that time, LCCEA has advocated for staffing in areas that most directly support critical student needs. 78 PT classified staff members have since been restored, at least temporarily. LCCEA will continue to advocate for classified staff and work collaboratively with LCCEF to ensure classified staffing is provided in a manner consistent with both the LCCEF contract and Oregon’s Public Employees Collective Bargaining Act.

In addition to the impact of PT classified staff layoffs on programs and student success, LCCEA has surveyed department reps and found substantial impacts to faculty work in ABSE, ESL, International Program, Studio Art, Media Arts, Academic Technology, SHeD, Tutoring, Counseling, Science, Music, and Welding. If your department/discipline is not on this list but you anticipate impacts to faculty work if classified staffing is not restored once face-to-face classes resume, please contact your department rep and/or LCCEA directly.

New Federal Emergency Sick Leave and FMLA Expansion 
As a result of the COVID-19 pandemic, the Federal government has provided for additional paid emergency sick leave as well as expanded guidelines for Family and Medical Leave (FMLA). See attached guidance from OEA legal counsel for additional details. Please note that the new law provides 10 days paid emergency leave. This emergency paid sick time may be used prior to any existing paid leave. Employers are prohibited from requiring employees to use other paid leave first, and may not modify their existing paid leave policies to avoid being subject to this requirement.

Leave may be used only if the employee is unable to work (or telework) because of any of the following:
1. Employee is subject to a federal, state, or local quarantine or isolation order related to coronavirus;
2. Employee has been advised by a health care provider to self-quarantine due to concerns related to coronavirus;
3. Employee is experiencing coronavirus symptoms and seeking a medical diagnosis;
4. Employee is caring for an individual who is subject to a federal, state, or local quarantine or isolation order related to coronavirus; or who has been advised by a health care provider to self-quarantine due to concerns related to coronavirus Note: There does not appear to be any particular relationship requirement to this “caring for” provision
5. Employee is caring for a son or daughter if a school or place of care has been closed due to coronavirus, or the childcare provider of the son or daughter is unavailable due to coronavirus;
“Son or daughter,” as under the FMLA, includes a biological, foster, or adopted child, a stepchild, a child of a domestic partner, a legal ward, or the child of a person standing in loco parentis, under 18 years of age.
6. The employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of Labor and Secretary of the Treasury.

You will also information on resources for faculty and others at: https://lccea.org/lccea-covid-19-response/

Thank you

A special thank you to Tracy Henninger who stepped in as Interim Communications Chair and kept our LCCEA website and social media up-to-date over the past two terms, and welcome back to Anne McGrail who is returning to serve as Chair.

I hope your first week of remote delivery goes well for you and your students during these challenging circumstances. 
Please do not hesitate to contact me at any time with questions, concerns, or requests for union support.

My best,
Adrienne
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LCCEA President’s Update April 6 2020

LCC Faculty Colleagues,

I hope this email finds you well, safe, and healthy as we navigate the first week of Spring term remote instruction.

I’m writing with updates on the MOA reached regarding faculty work this term including compensation for part-time faculty, support for faculty and students including the OEA Relief Fund for part-time faculty who have experienced class cancellations and the LCCEA Emergency Fund, the College budget and enrollment, campus access, contracted faculty schedules, PT classified staff layoffs, and new Federal Emergency Sick Leave and expanded FMLA provisions.

Memorandum of Agreement
The College and Association have agreed to the terms on the attached MOA, which include but are not limited to the following:

  • Compensation for part-time faculty – beginning the week of April 6, part-time faculty may claim 1.25 hours at the CD rate for every hour of scheduled class time per prep each week in Spring.
  • A paid, non-scheduled day for all faculty for Spring Conference. Part-time faculty teaching in Spring may claim 8 hours paid time for professional development for online teaching using in-service hours or additional hours if in-service hours are exhausted. This is essentially a paid, non-working day for all faculty. This also means part-time faculty may claim up to 16 hours for professional development time if teaching in Spring, in addition to any remaining in-service hours from Fall.
  • One additional paid, non-scheduled / non-working day during the 20-21 academic year, which will either be Tuesday of Fall Inservice or Spring Conference for FT and PT faculty.
  • Online delivery may meet minimum standards required to maintain base level continuity*. Faculty are not required to meet all standards of best teaching practices for online teaching. Faculty are not required to cover the same amount of content and assessments that would typically take place during the first three weeks in a face-to-face format and may adjust schedules accordingly. All faculty teaching in Spring may have flexibility in course scheduling and may include non-instructional time equivalent to up to five days for the purpose of course preparation. Faculty may choose when to schedule the non-instructional time and are encouraged to build non-instructional time into the first two weeks of Spring by limiting instruction to a “continuity” model rather than fully developed online teaching. Faculty may incorporate week 11 as instructional time at their discretion.
  • The College shall provide hardware and software for online teaching to faculty who do not have the necessary equipment.
  • Committees shall meet (virtually) on a must-need basis only during the online teaching period for Spring term.

OEA Relief Fund for Part-time Faculty
Part-time faculty who are members of OEA/LCCEA and who have experienced loss of pay or class cancellation for Spring may apply for up to $1000. Faculty must have been LCCEA/OEA members as of March 2, 2020 and must submit documentation of expenses (e.g. housing payment, food, childcare, medical, etc.) and documentation of lost income (e.g. email from dean about class cancellation or statement by faculty member certifying they had a class cancelled). Apply at: https://docs.google.com/forms/d/1OGmnyt_dBju21Qo5UhVTf3A1LdqhTfXfj0rKltN8XmQ/

LCCEA Emergency Fund for LCCEA Members
LCCEA members (part-time or full-time) with a financial need, which could be due a class cancellation, unanticipated medical expense, etc., may request up to $300 for emergency expenses. Please fill out the form at: https://forms.gle/7Exv618xDD9y9uU79 If you have questions about your membership status, please contact Membership Chair, Wendy Simmons, at simmonsws@lanecc.edu

OEA Foundation Funds – Grants for Students
Any LCCEA member may apply for grants for their students through a quick request process at:  http://oeafoundation.oregoned.org/apply-for-a-grant These grants may be used directly for student expenses such as Chromebooks, textbooks, rent, utilities, or other basic needs. The maximum grant per student is usually $100, but faculty are encouraged to apply for up to $250 if the student needs a Chromebook.

Cards for Colleagues —  Fill out a brief form, and LCCEA will send a card to a faculty colleague. Faculty members may request that a card be sent to a colleague for life events such as birth, adoption, or death in the family, marriage or domestic partnership, illness, or simply to cheer up or send well wishes to a colleague for any reason, facilitated by LCCEA Membership Committee.

College Budget, Enrollment, and Federal funding
In addition to spending that exceeded budgeted resources this year and deficits carried over from previous years, which still must be reconciled this year (e.g. Food Services and Bookstore), there are numerous additional strains on the College budget resulting from the pandemic, including the loss of significant rental revenue from the college-owned Titan Court apartment complex this term as well as the added expenses such as laptops for remote instruction.
On a positive note, LCC appears to be faring better than many community colleges in the state in terms of enrollment. While some colleges have reported enrollment drops of 15-20%, the first day enrollment at LCC indicates that, for credit courses, Spring enrollment is down 3.0%, total credits are essentially flat (up 0.1%), and FTE is down 1.6%. (See attached.) The figures that will most impact the college budget are total credits when tuition is assessed at the end of week 1 and FTE at the end of week 3. In addition to direct tuition revenue, LCC’s enrollment in relation to other community colleges is important because it will impact and could potentially increase our percentage allocation from the state Community College Support Fund.
In addition, the CARES Act passed by the U.S. Congress provides relief funding for higher education, including community colleges. An initial, rough estimate for LCC is that the college will receive $3.3M in additional funding to offset expenses and losses due to the pandemic. Learn more about funding for higher ed in the CARES Act at: https://ticas.org/affordability-2/whats-in-the-cares-act-higher-education-student-debt/ 
Contracted faculty schedules
In a very limited number of disciplines, contracted faculty may teach in Summer in lieu of Spring term, primarily due to external regulations requiring face-to-face instruction. The contract provides for such “exchanges” of academic terms in Article 9 as long as there is a three-party agreement between the College, Association, and individual faculty member. Please contact LCCEA as soon as possible if you are a contracted faculty member who anticipates teaching during summer as a result of required face-to-face instructional time.

Campus Access

Some faculty members have raised questions and concerns about campus access after receiving contradictory messages from administration and department deans. Faculty members should request permission from their dean to access campus and should also notify Public Safety when they arrive and depart. In addition, faculty are encouraged to plan in advance, but VP Jarrell confirmed that it should take no longer than 24 hours to receive permission to access campus. Please note that the College administration has also confirmed that it is recommended that faculty access campus between 8-5, but not required as it may not be possible in all circumstances. Please do continue to contact LCCEA for support if you experience delays or other challenges to accessing your office for necessary materials or for other work that cannot be accomplished remotely.

PT Classified Staff Layoffs
Our hearts go out to the 300+ PT staff who were laid off at the end of March. Since that time, LCCEA has advocated for staffing in areas that most directly support critical student needs. 78 PT classified staff members have since been restored, at least temporarily. LCCEA will continue to advocate for classified staff and work collaboratively with LCCEF to ensure classified staffing is provided in a manner consistent with both the LCCEF contract and Oregon’s Public Employees Collective Bargaining Act.

In addition to the impact of PT classified staff layoffs on programs and student success, LCCEA has surveyed department reps and found substantial impacts to faculty work in ABSE, ESL, International Program, Studio Art, Media Arts, Academic Technology, SHeD, Tutoring, Counseling, Science, Music, and Welding. If your department/discipline is not on this list but you anticipate impacts to faculty work if classified staffing is not restored once face-to-face classes resume, please contact your department rep and/or LCCEA directly.

New Federal Emergency Sick Leave and FMLA Expansion 
As a result of the COVID-19 pandemic, the Federal government has provided for additional paid emergency sick leave as well as expanded guidelines for Family and Medical Leave (FMLA). See attached guidance from OEA legal counsel for additional details. Please note that the new law provides 10 days paid emergency leave. This emergency paid sick time may be used prior to any existing paid leave. Employers are prohibited from requiring employees to use other paid leave first, and may not modify their existing paid leave policies to avoid being subject to this requirement.

Leave may be used only if the employee is unable to work (or telework) because of any of the following:
1. Employee is subject to a federal, state, or local quarantine or isolation order related to coronavirus;
2. Employee has been advised by a health care provider to self-quarantine due to concerns related to coronavirus;
3. Employee is experiencing coronavirus symptoms and seeking a medical diagnosis;
4. Employee is caring for an individual who is subject to a federal, state, or local quarantine or isolation order related to coronavirus; or who has been advised by a health care provider to self-quarantine due to concerns related to coronavirus Note: There does not appear to be any particular relationship requirement to this “caring for” provision
5. Employee is caring for a son or daughter if a school or place of care has been closed due to coronavirus, or the childcare provider of the son or daughter is unavailable due to coronavirus;
 “Son or daughter,” as under the FMLA, includes a biological, foster, or adopted child, a stepchild, a child of a domestic partner, a legal ward, or the child of a person standing in loco parentis, under 18 years of age.
6. The employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of Labor and Secretary of the Treasury.

You will also information on resources for faculty and others at: https://lccea.org/lccea-covid-19-response/

Thank you

A special thank you to Tracy Henninger who stepped in as Interim Communications Chair and kept our LCCEA website and social media up-to-date over the past two terms, and welcome back to Anne McGrail who is returning to serve as Chair.


I hope your first week of remote delivery goes well for you and your students during these challenging circumstances. Please do not hesitate to contact me at any time with questions, concerns, or requests for union support.

My best,
Adrienne

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LCCEA President’s Letter to the Special Joint Committee on Coronavirus Response calling for Emergency Funding

I urge you to consider expanding need-based funding for community college students and implementing emergency funds for this vulnerable population who may not otherwise be included in general protections for low-income workers. “

I request that you consider enacting emergency funding and healthcare for part-time faculty in need and that you develop special emergency guidelines to provide unemployment support to part-time faculty who suffer class cancellations and loss of employment as a result of this crisis.”

In addition, part-time hourly staff at community colleges also lack healthcare and will likely face wage loss as a result of the pandemic and merit similar consideration.

March 16, 2020

Members of the Special Joint Committee on Coronavirus Response

Co-Chairs: Senator Roblan and Representative Holvey

Members: Senators Boquist, Knopp, Steiner Hayward, and Taylor and Representatives Barreto, Bynum, Evans, Moore-Green, Salinas, Stark

900 Court St., N.E.

Salem, OR 97301

Esteemed Co-Chairs Roblan and Holvey and Esteemed Members of the Special Joint Committee on Coronavirus Response:

Thank you for your leadership and service on the Special Joint Committee. As you engage in the critical work of developing budget and policy recommendations for the Legislature to mitigate the impact of the coronavirus pandemic, I ask that you consider the impact on public institutions, and in particular, community colleges, their students, and their low-income workers.

Community college students already face substantial food and housing insecurity. The impact of coronavirus and the need to move coursework to an online format at colleges statewide will impact students directly with: increased needs for personal computers; delayed coursework for some CTE programs that require clinicals resulting in additional tuition expenses in future terms; and decreased paid time as student workers on campus, among other challenges.  I urge you to consider expanding need-based funding for community college students and implementing emergency funds for this vulnerable population who may not otherwise be included in general protections for low-income workers.

Community college low-income workers also face significant impacts from the virus outbreak. The majority of community college faculty in Oregon are part-time, and the majority of part-time faculty lack healthcare. One in four nationwide and at LCC report relying on government assistance. This group of low-income workers will face substantial loss of employment due to inevitable drops in enrollment and class cancellations. In addition, part-time faculty frequently face difficulty in unemployment claims due to the nature of their employment and outdated administrative rules. I request that you consider enacting emergency funding and healthcare for part-time faculty in need and that you develop special emergency guidelines to provide unemployment support to part-time faculty who suffer class cancellations and loss of employment as a result of this crisis.

In addition, part-time hourly staff at community colleges also lack healthcare and will likely face wage loss as a result of the pandemic and merit similar consideration.

Finally, community colleges suffer from insufficient funding and historic disinvestment in public higher education. Furthermore, community college budgets are precariously balanced with tuition dollars as a critical revenue stream. Tuition revenue will likely drop precipitously in Spring and possibly beyond at the same time that colleges face increased expenses. For instance, at LCC a survey of all faculty last week indicated that 20% do not own the computer hardware (e.g. laptop) suitable for online teaching, and campus computers in faculty offices lack webcams and microphones required for extended online course delivery. This is just one example of a substantial increased cost that colleges will incur in order to maintain academic continuity at this critical time. An emergency investment in community colleges will protect against inevitable programs cuts that would ripple through the community next year and exacerbate the downward spiral of the economy. As such, I respectfully request that you consider allocating emergency funding for community colleges.

Thank you for your consideration.

Sincerely and with deep appreciation for your service,

Adrienne Mitchell

Adrienne Mitchell, M.A., M.Ed.

President, Lane Community College Education Association,

representing the 370 part-time and 200 full-time faculty of LCC

Treasurer, Oregon Education Association Community College Council

 

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Important Updates for Faculty RE: Coronavirus (COVID-19)

Dear colleagues,

I’m writing with a few updates specifically pertaining to the college’s response to coronavirus, impacts on faculty, and answers to some frequent faculty questions.

Protecting public health for the benefit of the community

The purpose of community health measures is, of course, to mitigate the impact on the community by reducing exposure with the goal of reducing the number of cases and fatalities. Thank you to biology instructor, Stacey Kiser, for sharing this graph from social media that illustrates how protective measures can help ensure that our healthcare system is not overwhelmed.

What else should faculty consider beyond all the general recommendations for prevention such as handwashing?

Please make announcements in your classes that students should follow CDC and OHA recommendations to stay home while sick, especially with a fever and/or cough and even if the symptoms are mild. In addition, faculty should follow the recommendations and stay home while sick as well.

What if I have symptoms but no sick leave?

The College and Association have reached an agreement that any faculty member who has exhausted sick leave may stay home while sick without loss of pay during this period of heightened concern around coronavirus.

What about classes this term?

While the College remains open for face-to-face classes, faculty may also wish to consider changing or implementing policies that do not encourage students to attend class while sick. This could include, for example, discontinuing grading for participation, allowing for remote participation in the calculation of participation grades, or making graded in-class activities such as exams also available electronically for sick students.

What about individuals with heightened risk?

Faculty members who anticipate the need to work from home should contact their dean. The Association is here to support faculty with individual requests or needs, so please do not hesitate to contact me or another union rep.

What if the college has to close?

Under our contract, all faculty are protected from loss of salary in the event of a college closure. Faculty will continue to be paid for their regular schedule during any closure.

What about the new requirement that faculty move coursework online for the first two weeks of Spring as a preparation measure?

As you likely read in VP Jarrell’s email, LCC is now requiring that faculty members take specific steps to be ready to maintain academic continuity for Spring term online with Moodle and Zoom, including preparing the first two weeks of coursework for online delivery. The Association will negotiate to ease impact on faculty and ensure sufficient support for faculty members at this time, given the increased workload this will represent for many faculty.

We will send out a short survey to all faculty to assess needs. Please be sure to complete it as soon as possible even if you are an experienced online instructor because it is important to have a full picture of current capacity and needs. Please check both Lane and personal emails for a link to the survey. Thank you!

There are many resources and steps that faculty can take proactively, and faculty instructional designers are available to provide assistance. 

Travel restrictions – what is required?

Regarding international travel, anyone traveling to a country that the CDC rates as a “level 3” travel health risk will be asked to stay home under self-quarantine for 14 days according to CDC and OHA guidelines. 

As you have likely read, the College also announced restrictions on travel, including prohibiting all college-affiliated travel outside Oregon. Furthermore, the college has discouraged faculty, staff, and students from personal travel to areas with higher incidence of coronavirus.

The College has clarified that there are no plans for LCC employees or students to be required to undergo quarantines beyond any required by the CDC or OHA. This means that faculty, staff, or students who make personal travel out of Oregon will not face any quarantine off-campus simply as a result of travel unless CDC or OHA require a quarantine.

That stated, making the decision to not travel to areas with greater incidence of coronavirus is a decision that can help to protect the community and public health.

LCCEA is collaborating with FPD and will work to address any faculty professional development that may be impacted by the travel restrictions.

General info

As you are likely aware, Oregon recently joined California, Washington, and New York in declaring a state of emergency due to the rise in COVID-19 (coronavirus) cases. At the same time, the Oregon Health Authority released interim guidance that schools and universities should remain open if there are no active cases, noting that institutions of higher ed may also consider remote learning. 

We will keep you informed as more information becomes available about changes for spring term and impacts on faculty and the campus as a result of coronavirus.

Best,

Adrienne

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LCCEA President’s Update, 02/03/2020

LCC Faculty Colleagues,

I hope your winter term is going well thus far. I’m writing with many updates including: (not yet) required workshops, IT blocking of websites on LCC computers and wifi, reorganization and faculty chairs, college budget, LCCEA news, grievances, LCC Bond and other endorsements, as well as upcoming events.

Contracts
The Association is working with HR on finalizing the full contract file, which will be posted electronically once it is complete, and then copies will be printed for faculty and managers.

Contracted faculty retirement survey
A reminder — in order to ensure sufficient faculty staffing for next year, please complete this two-minute survey if you are considering retirement within the next year.  Your response is not binding, and you may choose to keep your name and department confidential; however, sharing your name or discipline may increase the likelihood of filling your position post-retirement.

Workshops / Online trainings
The College and Association are working on an agreement regarding a number of online workshops/ trainings for faculty that the College would like to require. The agreement will likely include a timeline that allows faculty through summer to complete the workshops. In the meantime, there is no requirement to complete the cybersecurity or SafeColleges online trainings that you may have received emails about.

Website blocking
The Association is currently conducting an investigation pertaining to blocking of websites based on their content through an IT application and potential IT monitoring of faculty web use. The IT software appears to block several categories of websites and blocks them not only on LCC computers but also on personal computers using LCC wifi and tracks attempts to access blocked websites. The software also appears to miscategorize some websites, resulting in additional blocking of web content. 
Blocking websites based on their content is, in effect, a new policy which – like the recent consideration of a restrictive email distribution list policy — did not pass through the governance system.

The LCCEA is investigating the extent to which the blocking of web content interferes with faculty work, the teaching and learning environment, the quintessential function of an institution of higher education, as well as the extent to which it abrogates faculty contractual rights pertaining to academic freedom, professional freedom, and privacy, among others. If you have experienced blocked access to websites on LCC wifi or an LCC computer, please fill out this anonymous form

Reorganization / Faculty Chairs
You have likely heard that several divisions on campus will be joined, each under a single dean: LLC and Arts; Science and Math; BCIT/Culinary/Hospitality and Advanced Tech as the college moves to eliminate interim dean positions and establish faculty chairs. Faculty chairs are not entirely new to LCC; many faculty members have served sporadically as chairs and/or program leads in their departments or disciplines. Faculty Council will be leading a work group focused on the faculty chair model.

The College and LCCEA will handle any negotiations that become necessary to systematically implement faculty chairs. The contract does already provide for these types of positions, which are called FASAs (Faculty Administrative Support Assignments) and are governed by Article 38, which faculty are encouraged to review

In addition, the College and Association will conduct a review of reassignment time campus-wide in an effort to develop an equitable formula. We have not yet begun this review as we await fulfillment of an information request from the College.

LCCEA News
LCCEA Executive Council welcomes Paula Thonney, who has kindly agreed to serve as interim Secretary for the remainder of this year. Welcome, Paula!

As we transition from an intensive bargaining campaign last Fall (and a twelve-year period that contained very few breaks from negotiations!), the LCCEA Exec Council members and emerging LCCEA leaders are working with OEA’s Powerful Locals program to focus on strategic planning, organizing and member support structures with the goal of maintaining and building a strong union into the future. More to come…

College budget
Some questions have been raised regarding the impact of faculty compensation increases on the college budget. The College budget has a significant gap for this year, with an estimate of $3.7M presented to the Board of Education in December and a newer, reduced estimate of $2.8M presented to the Budget Development Subcommittee last week – a reduction achieved by shifting some of the deficit from this year to next year but which results in a projected deficit next year of $5.9M.

Please note that this is qualitatively different from many of the budget deficits that LCC has faced because there is a significant deficit in the current year. As you likely recall, the College had balanced the budget last spring and then received an additional state allocation of approximately $2.25M more than had been included in the balanced budget. For LCC to have a $2.8M deficit this year after receiving an additional $2.25M means that the difference between what the College had planned to spend in the budget and what the College estimates spending this year is roughly $5M.

At the December 18 Board meeting, the college reported that the primary part of the budget that is not on target for this year is personnel (salaries and OPE) largely because the budget for this year had slated savings to be achieved by not filling some vacancies. However, that savings was not fully realized due to the filling of more vacancies and creation of new (non-faculty) positions that had not been included in the balanced budget for this year. In addition, the Board directed and the administration included $0 for employee compensation increases in this year’s budget.

Importantly, please also note that the increases in faculty compensation for this year represent an amount that is consistent with the historical average for faculty compensation and, at approximately $1M by the College’s own calculation methods, falls well within the $2.25M additional funding provided by the state for this year. Thus, faculty compensation increases have not caused the budget deficit.

Grievances
Faculty have experienced a slight uptick in grievances (contract violations) in recent months; however, all have been resolved at the informal level thus far. Examples of recent grievances resolved favorably include: restoration of excess salary deductions for unpaid leave, retroactive compensation for 10 part-time faculty members paid at an insufficient rate, and remedying two highly unusual managerial decisions: reversal of significant disciplinary action against a faculty member for holding class over for a few minutes and reversal of refusal to grant leave to a faculty member to attend a healthcare appointment. If you have contract questions or questions about potential grievances, please contact Grievance Chair, Russell Shitabata, at lcceagrievance@lanecc.edu.

Weingarten Rights – A reminder
The Association recently handled a grievance following a situation in which a manager discouraged a faculty member from bringing a union rep to a meeting, at which the faculty member was informed of serious disciplinary action the college would take.

Please remember that faculty members have a right to an Association representative at any meeting for which they have a reasonable belief that discipline may result. These rights, called Weingarten Rights, apply to all LCC faculty and to any type of meeting that may be investigatory in nature. In addition, our contract provides in 25.10 that the College will provide notice about this right in any meeting that may lead to discipline. This provision also requires that the College will accommodate the Association and faculty member when scheduling such a meeting.

The Association strongly encourages all faculty members to attend any meeting that may be investigatory or disciplinary with a union rep.

Endorsements
LCCEA Executive Council and Legislative Action Committee endorse Matt Keating for Eugene City Council, Ward 2. Matt continues to serve on LCC Board of Education and has consistently voted in support of progressive policies and labor.

LCC Bond
LCCEA Executive Council and Legislative Action Chair have endorsed the LCC Bond. The bond will provide $121 Million in much-needed funding to campus infrastructure. In addition to classroom, seismic, ADA, and sustainability upgrades, the bond funding will pay more than 50% of deferred maintenance costs. Lane has had roughly $90 Million accumulating in maintenance projects that place significant pressure on the college budget each year. Utilizing bond funds for such expenses will mitigate pressure on the college general fund budget and ensure that more funds are dedicated directly to instruction and student services. Other local unions such as Eugene Education Association and the Lane County Chapter of the AFL-CIO also support LCC and endorse the Bond. LCCEA endorses the bond and recommends a YES vote.

Faculty Accomplishments
LCCEA and FPD will partner to publish the second annual “Faculty Accomplishments” newsletter again this spring. Please submit your accomplishments or those of your colleagues and view last year’s publication for inspiration. 

Save the Dates
“Intersectionality and the Intergenerational Labor Movement,” April Sims will explore the concept of intersectionality through the lens of personal narrative, intergenerational reflections on working-class experiences that shaped her political consciousness as a woman and as a black person, and the ways in which those anecdotes directly informed her life as a unionist and leader in the labor movement. Feb. 20, 3-5 p.m. at Lyllye Reynolds-Parker Black Cultural Center at UO. Refreshments provided by UO Labor Education Research Center (LERC) 3:00-3:30, talk begins at 3:30 and qualifies for CCPD. Read the flyer here. Following the talk, LCC faculty are cordially invited to an ad hoc LCCEA Social Hour, location TBD.

OEA: Student Assessment and Meaningful feedback workshop*2/18 in Eugene Register here.
OEA White-Allyship Symposium* will focus on what it means to be a white ally or a person of color engaged in collaborative racial equity work. 9-4, March 14, Clackamas, OR  Read more here.

OEA Representative Assembly* April 17-18, Portland – Please keep your eyes peeled for an announcement from Paula Thonney in February, calling for delegate nominees to represent LCCEA.

LCCEA Anniversary – Lane Community College Education Association was formed on April 11, 1975. Stay tuned for details on commemorating the 45-year anniversary of LCCEA!

OEA Summer Conference*, 7/28-7/30, Bend, 
*Free to members
Best regards,Adrienne

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Call for Participation

LCC Faculty Colleagues,

LCCEA seeks statements from faculty members interested in serving as LCCEA appointees to:

Diversity Council, Finance Council, IEC (Institutional Effectiveness Committee), Learning Council, and Technology Council*

*Tech Council appointment is for Winter term interim.

Diversity Council meets the first Friday of each month, 9-11 a.m.

Finance Council meets the third Thursday of each month, 2:00-3:00 p.m.

For information on IEC, please see: https://www.lanecc.edu/pie/institutional-effectiveness-committee-iec  The committee currently has a meeting schedule that varies.

Learning Council meets the second and fourth Friday of each month, 1:00-3:00 p.m.

Technology Council meets the first and third Wednesday of each month, 3:00-4:30 (winter term appointment only)

Please note that LCC’s governance system is currently under review. For more information about Lane’s current system and the work of each council, please see: https://www.lanecc.edu/governance   

Responsibilities for LCCEA appointees to governance councils include:

  • Attending (Diversity, Finance, Learning, or Technology) Council meetings;
  • Advocating for faculty interests on the governance council; and
  • Providing an occasional report to LCCEA Exec Council.

For consideration, please submit a brief statement explaining your interest in and ability to serve as an LCCEA faculty representative to one of the open Council positions to lccea@lanecc.edu by Wednesday, January 29.

LCCEA Officers have been elected by you and your fellow faculty. Please do not hesitate to contact us with questions.

LCCEA Exec Council:

 

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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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