LCC Faculty Colleagues –

What do you want your future at LCC to look like? 

Does it include mandatory overloads for full-time faculty and resulting job loss for part-time faculty? Does it include class sizes decided by the VPAA and bargaining a whole new contract again next January? Does it include a 2% COLA that is not retroactive to July 1 for all faculty and zero pay parity adjustments for part-time faculty? Would you like reduced job security for both full-time and part-time faculty?

If not, your Bargaining Team calls on you to take action!

Today’s marathon six-hour bargaining session was much the same as bargaining has been in the past—little substantive movement on the issues about which faculty care the most. After nearly a month since our last bargaining session, the Administration came in with a whopping three proposals with minor changes on initial salary placement, a 2% COLA still with no retro pay, and ½ hour pay for prep time for part-time faculty serving as subs. After 90 minutes of caucus, they also brought counter-proposals on moving to Canvas and budget exigency (see folder here). 

The Administration also called for a 2+ hour caucus and came back with a concerning workload proposal that still requires mandatory overloads for many full-time faculty, reducing course assignments for part-time faculty; paying the overloads at 85% and only for the TLCs above 46. Class sizes would be recommended by a committee to the VPAA who would decide unilaterally. The Administration did add back the current Office Hours requirement language and the dispute resolution process, which are of benefit to faculty. 

All this while economic conditions at LCC remain strong. See the independent researcher report, “LCC Review– Invest in People for a Stronger Lane Community College,” showing that LCC is in better financial shape than it has been in years but is increasing spending on management at five times the rate of faculty. At the same time, the Administration has budgeted 6% salary increases each year for the next three years, but still offering a 2% COLA with no retro at the table.

Your team, on the other hand, made 16 counter-proposals (see folder here) to clearly show we are bargaining in good faith and making real movement toward the College’s stated priorities. These include subcontracting (Art. 4), funding (Art. 6), nondiscrimination (Art. 7), Association matters (Art. 11 & 31), AI (Art. 15), personal rights (Art. 16), FPD (Art. 23), salary (Art. 26), modifications (Art. 34), workload (Art. 35), equitable workload and working conditions for student success (Art. 42), certifications and minimum requirements (Art. 44), safety (Art. 45), Oregon residency (Art. 47), and an MOA on impacts to LMS changes. 

We made a large number of changes to simplify and condense previous proposals on safety, AI, student needs, and faculty working conditions. The two most significant changes we made were: moving to 5% pay parity adjustments for part-time faculty and a new Article 35 proposal on workload. 

The new LCCEA Art. 35 proposal simplifies workload language, makes it more equitable, and preserves reasonable class size limits. The proposal would allow flexibility with assignments up to 18.5 TLCs for one term, but all faculty would not exceed the 45 TLC maximum per year while also protecting part-time faculty assignments. In addition, 450 weekly student contact hours or 4 preps in one term would equate to 15 TLCs, allowing flexibility for faculty and the College.

In addition, we signed tentative agreements on Art. 41—Retirement and two MOAs on part-time coaches and Common Course Numbering / Major Transfer Maps compensation, all which preserve critical faculty rights and benefits. 

See this updated summary comparison chart and complete side-by-side comparison below.

What’s next?

We are at an urgent and critical moment. With only one bargaining session next week with a substitute for the Administration’s attorney leading negotiations and no more bargaining scheduled until mediation on February 12, what happens next depends on you. Our power at the bargaining table is directly influenced by faculty participation in actions. What can motivate the Administration to move at this point and prevent a strike? You can! Our collective power to withhold labor is our strongest leverage to create movement in bargaining and mediation. 

Call to Actions!

Attend the LCCEA Winter Meeting for all union members on Friday, Jan 23, at 1:30. 

Mark your calendars to attend the Feb 4 Board of Education meeting.

Sign up for one of the scheduled strike schools scheduled beginning the week of January 26. Strike schools are 90-minute informational/ training sessions for all LCCEA members covering the basics of what it would mean for LCC faculty to go on strike. All LCCEA members* are asked to attend one of the Strike-Ready School** sessions.

Watch for communications about strike schools, Board meeting actions, mediation actions, and other critical information from your department reps and Action Team.

Please join us on Tuesday, Jan 20, 10am – 4pm in building 2, room 213 for our last scheduled bargaining session before mediation when faculty will no longer be able to observe.

Finally, thank you very much to the ~80 faculty members who showed up last Wednesday for the informational picketing action and Board of Education meeting. The dedication of our faculty colleagues marching together and chanting slogans of solidarity in the cold and rain was inspiring to say the least. 

Your LCCEA Bargaining Team Leads,

Adrienne Mitchell

April Myler

Gerry Meenaghan

Michael Marchman

Peggy Oberstaller

Russell Shitabata

*(If you are not sure of your union membership status or would like to join, please contact Membership Chair, Aryn Bartley.)

**Strike-ready schools? What is this all about?

Get your questions answered. Find out what is at stake and what support is available, including OEA crisis funds for union members. \

Side-by-Side Proposal Comparison Chart (complete):