Representative Julie Fahey sent a letter of support for LCC faculty to Marge Hamilton and the Board. Read her letter by clicking below:
LCC Faculty Colleagues,
Your LCCEA Bargaining Team met with College representatives on Friday. Please see attached summary comparison of proposals.
The College made an updated proposal including the following:
* Full-time faculty step “freeze” this year with 1/2 steps July 1 and Jan 1 for each of the next two years
* FT faculty COLAs of 1%, 1.25%, and 1.5% for the three years
* PT faculty COLAs of 1.5%, 2.0%, 2.5% for the three years
* Elimination of Sec 125 in 2021
* Elimination of faculty access to health clinic
* Add 1/2 steps at the top in 2021 for both PT and FT
* 1 additional paid contract day for contracted faculty but only 4 additional hours of inservice pay for part-time faculty
* Restructuring of part-time faculty coaches stipends based on a formula
* Equitable treatment of part-time flight tech faculty on college closure days
While the College’s proposal represents some movement, especially for part-time coaches who have salaries below the regular part-time faculty salary schedule, the total amount dedicated to faculty compensation would still fall considerably below the total average amounts from the last ten years, including years when the college faced significant budget deficits. According to the college’s own calculation methods, the total cost for the three years would be roughly 2/3 of the average amount calculated for faculty compensation increases.
Remaining challenges include:
• The college offer will not make a significant shift in reversing the trends that have resulted in college disinvestment in the instructional mission (with current investment in instruction at only 35.4% of operating expenditures for FY18, the most recent year’s data).
• Full-time faculty who are step eligible this year would receive disparate treatment and suffer lost wages for the rest of their careers under the college’s proposal. The college did mention the possibility of making a one time payment that would remedy disparate treatment of full-time faculty who were placed on the salary schedule under the old placement system which would mitigate this impact, but the permanent loss of a step in future years would affect step-eligible faculty every year with reduced salaries.
• The College’s proposal does move slightly to improve part-time faculty compensation but would still leave PT faculty at only 61.9% of FT salaries after three years (an increase of 1.6% from 60.6%) with part-time faculty on steps 1- 6.5 with annual salaries still less than $20,000 at half time, and part-time faculty on steps 1-9 (on 15 step schedule) still eligible for food stamps with a family of two.
• The college offer to have a minimum of 209 full-time faculty positions by year three is still 10 positions less than college actual expenditures for full-time faculty FTE last year. (The College reported to the Board of Education in October spending the equivalent of 17 full-time positions in temporary faculty contracts and faculty overloads to meet student demand when there was a dearth of available instructors in certain disciplines last year. Due to the unplanned addition of so many temporary contracts and overloads, the College expenses for full-time faculty amounted to 219.4 FTE even though there were far fewer permanent full-time faculty last year. The money is there for full-time positions as is the demonstrated need. The College budgeted $1.3M for new contracted faculty positions this year, but full-time faculty numbers remain lower this year than last and that funding remains unused. The College continues to replace most vacant contracted faculty positions with new part-time faculty hires, hiring 40 new part-time faculty in the past year.)
The Action Team is hosting a dinner on Monday at 5 in the cafeteria where faculty will be joined by OEA leaders, community members, students, staff, and retirees for a brief rally at 5:30 p.m. before the Board meeting. All faculty are cordially invited to attend the event and following Board of Education meeting at 6 p.m.
Please see attached letter of support from U.S. Congressman Peter DeFazio. LCCEA has also received notice of support for a fair faculty contract from OR state Representative Marty Wilde, and OR state Senators Beyer and Prozanski.
Your LCCEA Bargaining Team: Kelly Collins Adrienne Mitchell Russell Shitabata Nancy Wood
U.S. Congressman Peter DeFazio wrote LCC President Hamilton urging her and the Lane Community College Board of Education to offer a fair contract proposal that adequately compensates both full-time and part-time faculty. He notes that “LCC depends on the strong commitment of all faculty to teaching” and that “faculty are essential to the institutional success of LCC.”
LCCEA deeply appreciates the support of the Congressman and the recognition of the essential role of faculty in the fulfillment of the Lane Community College mission. The faculty call on LCC to adequately fund instruction and to invest in all faculty.
“LCC depends on the strong commitment of all faculty to teaching”
“…faculty are essential to the institutional success of LCC.”U.S. Congressman Peter DeFazio
18 October 2019
4 November 2019
LCC Faculty Colleagues,
I’m writing with updates on workshops and required professional development, faculty survey results, bargaining, college budget, and more.
Workshops and required professional development
You may have read an email from the new Chief Human Resources Officer, Shane Turner, regarding required trainings and cultural competence professional development. You may have also received an email with links to a required “SafeCollege” video training on FERPA and possibly other topics. The college does wish to develop a list of new professional development requirements for faculty, but that list is not yet complete. The Association has committed to work collaboratively with the College to address professional development needs once that list has been finalized by the College. In the meantime, there are no new required workshops.
Regarding cultural competence professional development, LCCEA fully supports CCPD and has made proposals since April (and in past negotiations) that require the same professional development hours as those indicated by Greg Evans, AVP for Equity and Inclusion, in his recent memo to all employees. The College did not make any proposals about this issue (in this contract negotiation or previous ones) until Oct 28 when they incorporated some of our language into a new proposal but have yet to put in writing compensation for part-time faculty for any additional hours of professional development time, which is, of course, an equity issue in its own right. More information will be provided as it develops.
Results from the All-Faculty Survey
By and large, faculty members are fully engaged and committed in this bargaining process. 333 faculty members – a record number — participated in the survey between Oct 21 through Oct 28, 2019. Participants include all categories of faculty: contracted, temporary contracted, part-time, part-time flight tech, part-time coaches, and part-time faculty who are retired (from LCC or elsewhere) but who are working as part-time faculty at LCC as well as both members and non-members of LCCEA. (The previous survey maximum was 225 faculty participants.)
Results indicate overwhelming support for bargaining goals across all sectors of the faculty as well as exceptionally strong commitment to a fair contract and the steps it will take to achieve one.
One of the most notable trends in the survey is the broad support for goals, regardless of faculty status. For example, the survey indicates that both part-time and full-time faculty strongly support the goals of incrementally increasing part-time faculty salaries on a per credit basis and establishing a minimum number of full-time positions as well as movement of part-time faculty coaches to the part-time salary schedule.
Thus, broadly speaking, faculty demonstrate significant commitment to equity and fairness for all faculty, regardless of whether they stand to individually benefit from a particular goal (e.g. steps, for which a relatively small percentage are eligible due to large percentages already at the top of all the salary schedules).
Furthermore, the survey results underscore significant concerns among faculty about college budgetary expenditures and choices that are drifting further from the instructional and student services mission. For instance, more than 70% of faculty respondents oppose or strongly oppose the creation of new administration positions such as a third Vice President, College Attorney, and Chief of Staff manager with, by far, the largest number of faculty choosing “strongly oppose.”
The results also indicate the critical need to improve part-time faculty working conditions and compensation as evidenced by the following. Part-time faculty (all categories of PT faculty) juggle other jobs while working as a faculty members at LCC.
65.1% report having one or more other jobs.
36.9% report having one other job.
20.1% report having two other jobs.
8.1% report having three or more other jobs.
While working as a faculty member at LCC, part-time faculty report having relied on government assistance such as food stamps, unemployment, housing assistance, or other similar supports as follows.
22.6% of part-time faculty (all categories of PT faculty) report having relied on government assistance while working as a faculty member at LCC.
25.9% of part-time faculty (all categories of PT faculty EXCEPT retirees who are working as part-time faculty at LCC) report having relied on government assistance while working as a faculty member at LCC.
Part-time and full-time faculty alike suffer the burden of student debt.
5% of part-time faculty and 6.4% of contracted faculty report having current student debt of $100,000 or more.
13.2% of part-time faculty report current student debt of $50,000 or more.
18.2% of part-time faculty report current student debt of $30,000 or more.
6.8% of part-time faculty and 7.0% of contracted faculty report having previous student debt highest balances of $100,000 or more.
It is critical that we improve faculty working conditions and compensation in order to fully focus on serving our students.
Bargaining and Actions to Support a Fair Contract
As you are likely aware, the bargaining process took a glacial pace through early October. However, the College and Board of Education members are certainly taking note of the many actions and expressions of support by innumerable faculty at this point, from the Inservice day action to the October Board meeting to the campus signs and letters pouring into their email boxes. Take heart –we are having an impact. Thank you to everyone who has participated and continues to do so!
Action Team Co-Chairs, Wendy Simmons and Lee Imonen, along with the Action Team and LCCEA Executive Council, have a number of upcoming activities planned. You will likely hear from the Action Team Reps, Faculty Organizers, your Department Reps and other union reps over the next few weeks.
Save the dates:
The Action Team has two dates reserved for upcoming events and will share details about these and other actions over the course of the rest of the term.
Wednesday, November 6, 2019 – Stop by the LCCEA tables in the cafeteria between 11 a.m. and 2 p.m. for a unique message and treat.
Wednesday, November 20, 2019 – Plan to attend the Board of Education meeting wearing red. The Action Team will provide more details about dinner and child care reimbursement to help remove any barriers to attendance.
Community College Funding and College Budget
You are likely aware the legislature made an increased allocation to community colleges set at $640.9+ million. This means that Lane Community College will receive approximately $2.25 million more per year than projected.
In addition to the $2.25 Million from the state, which is on top of the already balanced budget for this year, the College and Board have noted several other new revenue sources – also coming in on top of the balanced budget — including the $500,000 sale of the old downtown center building, an approx. $400,000 offer for purchase of a parcel of college-owned land in Florence, a $2.2 Million Title III grant, a $1.2 Million deal with Pacific University, and no less than $300,000 this year from Follett, the outsourced bookstore operator.
At a time when funding is strong and enrollment has stabilized, instructional spending at LCC is still below the national average and continues to decrease while faculty salaries have fallen behind inflation by more than 8%, and one in four part-time faculty members has had to rely on government assistance while working at LCC, and the number of full-time faculty decreased again this year, it is clear that the direction of Lane Community College must change.
The College’s current offer to faculty is not sufficient to begin to remedy these concerns and appears out of step with the context of labor negotiations within the state and nation, the optimistic college budget, and the will of the legislature in awarding us more funding.
The faculty of Lane Community College – part-time and full-time faculty alike — are standing together in solidarity and are demonstrating a commitment to a fair contract that will help ensure that Lane carries on its mission into the future.
As a member of the faculty, I am deeply proud to stand together with all of you as colleagues.
Thank you for all that you have done to contribute to this effort and for all that you do as faculty every day!
LCCEA Releases “Lane Community College: A Diminishing Focus on Instruction” Report by Independent Researcher
Compared to other public, two year colleges in the U.S., LCC is below average for instructional spending. In FY2017, 35.4% of LCC’s spending was on instruction, compared to the national average of 42.6%.
While Management and Classified FTE have increased in recent years, faculty FTE trended downwards. Compared to FY2011-12, in FY2020 Managers FTE is 9% higher while full-time faculty FTE is 20% lower.
Among 367 part-time faculty instructors who worked the 2018-19 school year, median pay was $17,135. A full-time minimum wage worker in Lane County earns $23,400 a year.
65% of LCC’s part-time faculty work other jobs, and over one-in-four work two or more other jobs.
Excluding retirees who are working as part-time faculty, 26% of part-time faculty have relied on government assistance while working at LCC.
Morris’ analysis concludes, “Statewide enrollment decline and reduced funding have impacted college resources, but spending allocations that have failed to prioritize instruction and faculty have exacerbated these trends at LCC.”
After the legislature increased investment in community colleges by more than 12% this biennium, LCC has not allocated new funding to instruction to remedy these trends this year. Instead, LCC officials have created new management positions, including a third vice president, and have not shared plans of how they intend to spend the rest of the $2 – 2.25 million annual increase in state funding this year.
Faculty members at Lane Community College have been working without a contract since July 1 and tensions on campus are heating up. “Our salaries are already 8% behind inflation, and under the administration’s 1% offer / “step freeze” for this year, we would fall even farther behind.” says faculty member and LCC Education Association president Adrienne Mitchell. “But this contract is not just about wages. It’s about the future of Lane Community College and what is best for our students.”
The faculty call on LCC officials to adequately fund the instructional mission of the college.
See Full Report Here: LCCTrends_web
LCC Faculty Colleagues,
Your LCCEA Bargaining Team met again with the College on Monday. The three-hour meeting focused largely on a discussion of the college’s interests regarding evaluations.
The College declined to provide an updated economic offer despite the fact that the College budget has been balanced since early April and despite the overwhelmingly good news from Salem. The legislature is set to make allocations to community colleges at nearly $641 Million dollars, a $50 Million increase from February, which will result in an additional $2 Million in funding to LCC each year for the next two years.
The College’s offer remains at $0 with a 0% cost of living adjustment and a “step freeze.”
We will be back at the table in early October when the College has stated that they will provide an updated offer.
Your LCCEA Bargaining Team:
Elections for LCCEA Officers for 2019 – 2021 are now open.
The following nominations were received and accepted:
Vice President At-large: Russell Shitabata
Vice President for Learning Advancement: Wendy Simmons
Vice President for Part-Time Faculty: Nancy Wood
Vice President for Professional Technical Faculty: Christina Howard
Vice President for Transfer Credit: Lee Imonen
Treasurer: Marge Helzer
Voting is open through 5 p.m., Friday, June 7th, 2017.
If you still have trouble voting, please email email@example.com