LCC Faculty Colleagues,
Your LCCEA Bargaining Team is pleased to announce an agreement reached with the College today regarding impacts and savings resulting from SB551. (See below.) The agreement provides for: building a strong foundation for ongoing collaboration with HR toward mutual interests in expanding diverse representation among the faculty; ensuring that part-time faculty receive affordable healthcare; restoring some long-lost compensated non-instructional time for contracted faculty; and providing additional compensated time for part-time faculty. The agreement is made possible through new funding provided by the Oregon legislature – please thank your legislators for their support of community colleges and part-time faculty!
The agreement will:
- Generously meet college needs by providing 10% of savings for administrative implementation costs;
- Effective January 1, 2022*, increase College contributions for part-time faculty selecting employee plus spouse/partner or children and full-family insurance to 90% and 95% of medical costs respectively;
- Retroactive to Summer 2021, modify eligibility language to ensure that PT faculty do not lose insurance only to qualify again during a subsequent term;
- Beginning with the 2022-2023 academic year, add either one or one and a half** compensated days to the contracted faculty work year, restoring 1 – 1.5 of the remaining furlough days that had become permanent with one half day reserved for class prep and the remainder for assessment activities;
- Beginning with the 2022-2023 academic year, add eight or twelve** hours of inservice/ meeting/workshop compensation for part-time faculty with four or eight** of the hours reserved for use for assessment activities;
- Provide $20,000 to a fund for course curriculum development focused on on diversity, equity, and inclusion to be administered by Faculty Professional Development; and
- Establish a justice, equity, diversity, and inclusion faculty fellowship program which will add no less than two full-time temporary contracted positions each year with a pathway to permanency for fellowship faculty and expanded support for professional development and retention of faculty from historically underrepresented groups, including $20,000 for Faculty Professional Development for this purpose.
Your LCCEA Bargaining Team: