Local News Reports on Economic Precarity of Lane Faculty

LCCEA President Adrienne Mitchell shared the results of a survey of 249 Lane faculty on local news channel KEZI on Thursday, May 12. She said that the results showed that there is a “dire need for more state investment in the community college system.”

The story can be seen and read here:

Screencapture of KEZI Story aired May 12 reporting on results of faculty surveyhttps://www.kezi.com/news/financial-hardships-felt-by-faculty-at-lane-community-college-survey-shows/article_b98160d6-d259-11ec-bee3-971ac73c9468.html
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Bargaining Update: Little Movement

LCC Faculty Colleagues,

Your LCCEA Bargaining team met with the College again today, and the College presented a new proposal (below).

The College proposal:

  • Makes no changes to their COLA proposal of 2.25% for 22-23 and 23-24;
  • Adds an additional non-instructional day to the contracted work year which can be scheduled at any time based on “administration identified priorities;”
  • Adds 4 additional hours to their previous proposal for PT faculty inservice/meetings for a total of 8 additional hours more than the current contractual agreements; 
  • Provides a 1% pay parity adjustment for part-time faculty for 22-23 only and no pay parity adjustment for 23-24; and 
  • Adds Juneteenth as a paid holiday (only affecting faculty members working in summer when Juneteenth coincides with summer term).

The College and LCCEA proposals still remain far apart. 

Significant differences include:

  • COLAs
  • Steps at the top of the salary schedules
  • Pay parity adjustments for part-time faculty
  • Two floating holidays for religious celebrations not recognized by LCC
  • Indigenous People’s Day
  • Bilingual/multilingual differential compensation
  • Applying pay parity adjustments to part-time coaches and part-time flight tech faculty

Today’s proposal from the College provides little toward pay parity for part-time faculty, still no movement for faculty at the top of the salary schedules (the majority of faculty), and continues to result in a net decrease in the value of compensation because of inflation.

The parties took some time to discuss questions, including whether the College will add Indigenous People’s Day, which is now a state holiday. The College’s position is that the Board must make this decision, but they indicated they have not asked the Board to consider it. 

At this point the only area where the parties are close to agreement is expanding the definition of family for the purpose of leaves and tuition waivers.

The College has canceled bargaining for next Thursday. In the meantime, your LCCEA team will prepare a response.

Your LCCEA Bargaining Team

Kelly Collins

Joseph Colton

Adrienne Mitchell

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Bargaining Update: College Proposes Nothing More

LCC Faculty Colleagues,

Your LCCEA Bargaining team met with the College today to exchange new proposals. 

We were shocked to see the College present a regressive proposal today that included a range of 1% – 2.25% COLA for year 2, taking a step backward from the 2.25% COLA previously presented. The College admitted this was an error and reverted to their proposal from last week, which amounts to no change. 

Thus, the College took a step backward and then returned to their previous position from last week. The only movement they made today was to increase the curriculum development rate from $32 to $32.50. The total amount the College budgets for curriculum development does not typically increase from year-to-year even when the CD rate changes, so this represents a $0 increase from the College’s proposal last week. (See below.)

To be clear, the College put nothing more on the table. 

The College still proposes nothing more than 2.25% COLAS, 1 day added to the contract year, and 4 hours inservice for PT faculty. 

This provides nothing toward pay parity for part-time faculty, no movement for faculty at the top of the salary schedules (the majority of faculty), and results in a net decrease in the value of compensation because of inflation for all faculty.

Because we promised to make a new proposal and are committed to good faith bargaining, your LCCEA Team made some adjustments to our proposal from last week:

  • Changes to language to make the definition of family more inclusive for the purpose of tuition waivers and leaves in a manner that aligns the proposals of the parties more closely;
  • Making pay parity adjustments for part-time faculty of 4% in year 1 and 2% in year 2; and
  • Setting the CD rate at $32 and applying COLAs to ensure that the rate keeps up with inflation in future years as part of the overall package.

Your LCCEA Bargaining Team also maintained all other proposals, including those that faculty have identified as critical (e.g. COLAs, steps at the top, etc.). (See complete proposal below.)

The College’s proposal does nothing to acknowledge the tremendous workload faculty have taken on during the pandemic to help students be successful. Due to substantial relief funding from the federal government, LCC’s reserves have never been stronger at any time in the past five years. 

Surprisingly, the College proposal still does not match the initial proposal made to our hard working colleagues represented by LCCEF, let alone the final agreement. 

For more information on faculty sacrifices, see the emails sent today by Action Team Co-Chairs, Peggy Oberstaller and Wendy Simmons.

Stay tuned for more opportunities to show solidarity and support for a fair contract for faculty.

The parties will meet again next Thursday. 

Your LCCEA Bargaining Team

Kelly Collins

Joseph Colton

Adrienne Mitchell

Nancy Wood

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LCCEA Members Speak to the Board of Education and President Hamilton about a Fair Contract

Clad in “Red for Ed” LCCEA T-shirts, Association members spoke to the Board of Education on Wednesday. Sharing stories of faculty economic hardship, increased workload, and falling behind peer state institutions, faculty shared their own stories and stories of their colleagues. Both in-person and remote/Zoom speakers spoke about the impact of the pandemic on their teaching assignments and workload, and shared statistics and data with the Board.

But first pizza! After months–even years–away from campus, LCCEA members first gathered in the Center building cafeteria for pizza and bubbly water to share a laugh and reconnect before heading over to the Board meeting.

Thanks to Wendy Simmons, Peggy Oberstaller and the LCCEA Action Team for organizing. And thanks to Russell Shitabata for photographing the event!

In the slideshow below: Beth Thorpe, Kelly Collins (Bargaining Team), Adrienne Mitchell (LCCEA President and Bargaining Team); Rachel Knighten, Kevin Steeves, Anne McGrail; Paula Thonney, Jessica Alvarado, Rachel Knighten; April Myler, Zara Pastos; Jessica Alvarado; Kendra Rivera; April Myler; Anne McGrail; Aryn Bartley; Claire Dannenbaum; Jim Salt; Paula Thonney; Peggy Oberstaller (LCCEA Action Team Co-Chair); Sarah Erickson; Wendy Simmons (LCCEA Action Team Co-Chair), Paula Thonney, Wendy Lightheart, Sarah Erickson; Jessica Knoch (remotely); Gerry Meenaghan (remotely) Gary Mort (remotely); Kate Sullivan (remotely);

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Bargaining Update: College Offers Negligible Increase

LCC Faculty Colleagues,

Your LCCEA Bargaining team met with the College today to exchange new proposals. 

Your LCCEA Team proposed:

  • COLAs based on inflation but limited to a reasonable range of 1-4%, which would be 4% in year 1 and 1-4% in year 2, depending on actual inflation;
  • Pay parity adjustments for part-time faculty of 5% in year 1 and 3% in year 2;
  • Restoration of contract work days (furlough days that had become permanent) with commensurate increase in PT faculty inservice hours;
  • 1 step at the top of all the salary schedules with the addition of two longevity steps for faculty remaining at the top step for several years;
  • Allowing reimbursement to faculty for unused personal days each year not to exceed vacation leave payout allowed for other employees on campus;
  • Implementation of Juneteenth and Indigenous Peoples’ Day holidays; 
  • Two floating holidays for religious or cultural celebrations not recognized by LCC; 
  • Addition of bereavement leave; and
  • A more inclusive definition of family for the purpose of tuition waivers and leaves, among others (See below for summary and complete proposal.)

The College proposed:

  • No changes to their 2.25% COLA proposal for year 1 and year 2;
  • No changes to their proposal to add 1 work day to the contracted faculty work year;
  • Removing reference to an inflation index from the contract;
  • Removing language from the contract that requires steps be added to the top of the salary schedule for part-time faculty whenever they are added to the top of the salary schedule for contracted faculty;
  • Adding 4 hours for PT faculty inservice compensation;
  • Increasing the curriculum development rate from $30 to $32 per hour;
  • Movement toward a more inclusive family definition language for the purpose of tuition waivers, parental leave; and
  • Addition of bereavement leave upon approval of the responsible administrator. (See below.)

The College proposal represents negligible increases to the economic offer because the majority of changes have little to no cost. 

Substantial differences remain. For example, the College proposal does not come close to keeping up with inflation; makes no movement toward pay parity for PT faculty; does not include steps for faculty at the top of the salary schedules; and restores only one day of the 2-2.5 furlough days that had become permanent. Furthermore, the College proposal does not even include making Juneteenth a paid holiday even though the Board publicly directed the College to do so last June. (For faculty, this addition would impact only summer classes when they coincide with Juneteenth, so the inclusion of the new federal holiday would have virtually no cost, if any, to the College.)

Surprisingly, the College proposal still does not match the initial proposal made to our hardworking colleagues represented by LCCEF, let alone the final agreement. In addition, the College indicated they are not likely to make much improvement to their economic offer.

We greatly appreciate all the faculty who have shared or read stories at public meetings. Stay tuned for more information from the Action Team Co-Chairs Peggy Oberstaller and Wendy Simmons or your department rep to learn more about how you can show support at next Wednesday’s Board meeting on May 4 in building 3, room 216.

The parties will meet again next Thursday to present counter proposals. 

Your LCCEA Bargaining Team

Kelly Collins

Joseph Colton

Adrienne Mitchell

Nancy Wood

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