FAQ: Faculty Coordinator/Faculty Chair Assignments

Please find below responses to frequently asked questions on Faculty Coordinator/Faculty Chair FASA assignments.

Faculty Coordinator/Faculty Chair FASA FAQ

What is a FASA?

A FASA is a Faculty Administrative Support Assignment.

What are examples of FASAs?

Faculty Chairs, program leads, discipline leads, faculty departmental or divisional coordinators, and faculty with release time for specific assignments are FASAs.

Where can one find more information about contractual guidelines for FASAs?

Article 38 of the faculty contract is devoted to FASAs. The current 2019-2024 contract is posted at: https://lccea.files.wordpress.com/2020/08/2019-2024-lccea-lane-contract-07-20-2020.pdf

Are the recently announced Faculty Coordinator assignments FASAs?

Yes – they are Discipline and Department/Division Level FASAs outlined in 38.3 and relevant sub articles of the faculty contract. (Please note: FASAs, which may be called “coordinators,” differ from permanent program coordinator positions for faculty who were hired as coordinators in their original external LCC job posting.)

What role can deans and faculty play in customizing assignment descriptions for FASAs?

Consistent with 38.3.3, “Specific assignment descriptions of FASAs will be developed by the responsible department/division chair/manager in consultation with stakeholders.”

What is the process for filling the new Faculty Coordinator FASA roles?

Consistent with 12.6, all qualified, eligible faculty (e.g. contracted faculty in the department, discipline, or division) must be informed in writing and have the opportunity to apply. Contracted faculty are eligible for FASA positions.

How are FASAs selected?

Consistent with 38.3.4, individual faculty assigned to FASAs must be recommended by all faculty members affected by the position (or selected by rotation) subject to approval of the appropriate manager. The recommendation process may be conducted through regular departmental decision-making processes (e.g. voting, consensus, etc.).

Do FASAs supervise classified staff or faculty?

No. FASAs specifically exclude supervisory duties. (See 38.2.1)

Is it possible for a faculty member who serves as a FASA to return to full-time teaching?

Yes. FASAs are not permanent. They have fixed terms, and reappointment may occur. In addition, faculty may resign from FASA assignments, and FASAs retain seniority rights and the right to return to their regular position. (See 38.2.2, 38.2.5, and 38.2.7).

Is it possible for a faculty member to be required to serve as a FASA or Faculty Coordinator?

No. Consistent with 38.2.9, “No employee shall be required to accept such assignments.”

Lane Community College Education AssociationLCCEA is the faculty union representing the 200 full-time and 375 part-time faculty of Lane Community College.

Our mission

LCCEA engages in collective action to ensure an equitable learning and working environment and advocates for social justice and systemic change for the public good.

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LCC Faculty Colleagues,

Your LCCEA Bargaining Team met with the College again on Monday and made the attached proposal. 

The teams had a productive discussion and made progress on a number of issues, including movement toward agreement on:

* protection from loss of salary for faculty who exhaust leave but are required to quarantine;

* appropriate PPE for face-to-face work; 

* remote work options for faculty at-risk; and 

* accommodations for faculty not at-risk but who request a remote work accommodation or other alternatives, if remote work is not possible, such as the option to use paid or unpaid leave. 

One substantial point of disagreement is whether the college assigns faculty to teach synchronously when providing remote instruction.

In addition, we proposed a process that would allow faculty whose requests to teach face-to-face are denied to appeal on the basis of instructional and student learning needs to a Faculty Council appointed committee, which would make recommendations about the disposition of the appeal. The College voiced strong objections to creation of an appeal process and such a committee.

The teams will meet again next Monday.

Your LCCEA Bargaining Team

Kelly Collins

Christina Howard

Adrienne Mitchell

Russell Shitabata

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Bargaining Update 8/6/2020

August 6, 2020

LCC Faculty Colleagues,

Your LCCEA Bargaining Team met with College representatives on Monday. After nearly three hours of discussion, both sides came away with a better understanding of each other’s interests. For instance, the College articulated an interest in maintaining the possibility that face-to-face faculty work could include lecture and/or student services (e.g. counseling).

Please find an updated LCCEA proposal here: Coronavirus Phase1-2 Working Conditions MOA Draft.

The proposal:
* Continues to provide remote work options for faculty in OHA designated at-risk categories;
* Ensures faculty in expanded categories of risk not identified by OHA (e.g. BIPOC, age 60+) or with a vulnerable household member have the option of working remotely or receiving other reasonable accommodations;
* Provides more specific language on PPE for faculty working face-to-face;
* Ensures faculty are respected as professionals with discretion over pedagogy in their classes and without monitoring by deans or other managers;
* Provides CD funding for part-time faculty teaching new courses online or remotely;
* Provides additional compensation for faculty with extra teaching time resulting from social distancing when teaching face-to-face;
* Allows faculty to access campus with a requirement to report visits through a streamlined process but without a requirement that faculty request permission; and
* Protects faculty personal health data,
* among other provisions.

In addition to the proposal, your Bargaining Team also presented a Resolution on Reopening from the LCCEA Executive Council, which includes the following data from the most recent all- faculty survey with 342 participants:
* 93% of faculty strongly support or support, with 85% expressing strongest
support for, allowing faculty members in an at-risk category to work
* more than 91% of faculty strongly support or support, with 82% expressing
strongest support for, allowing faculty members with an at-risk household
member to teach remotely;
* 89% of faculty indicate it is very important or important, with the majority
choosing very important, to honor academic freedom so that faculty teaching
remotely make decisions about instructional methods, including whether to
teach synchronously, asynchronously, or a combination of the two;
* more than 90% of faculty indicate that it is very important or important, with the
strong majority choosing very important, that faculty choose whether to teach
face-to-face; and
* 88% of faculty strongly support or support, with more than 75% expressing
strongest support for, ensuring that faculty are provided the opportunity to
participate in developing departmental reopening plans.

We look forward to reaching a reasonable agreement that honors faculty as professionals and protects the health and safety of faculty and the campus community without further delay so that the college may indeed proceed with reopening and so that we may turn our collective attention to the college mission.

Your LCCEA Bargaining Team
Kelly Collins
Christina Howard
Adrienne Mitchell
Russell Shitabata

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Updates August 3, 2020

LCC Faculty Colleagues,

Part-time Faculty Insurance Restored

Part-time faculty who will continue to teach at LCC and who had been previously notified that their insurance would be dropped at the end of July received notice that they will retain insurance. Thank you to the faculty who took action to support affected part-time faculty, the Bargaining Team, and to the OEA (Oregon Education Association, of which LCCEA is an affiliate) for their advocacy and support in contributing to this resolution at this critical time.

Workload Taskforce

The Joint Workload Taskforce has finalized and signed the MOA that codifies instructional workloads. This multi-year process protects faculty workloads, including class sizes, going forward. Thank you to the countless LCCEA representatives and department reps who have contributed to this endeavor over several years. See the final agreement here: Workload MOA Final Signed 0611 2020.

Advanced Tech Grievance Settlement

LCCEA and the College reached an agreement to settle a workload grievance affecting all faculty in the Advanced Tech division who teach lecture-lab. The resolution provides substantial workload relief with resulting increased compensation for faculty who have historically had some of the most demanding workloads on campus, most of whom teach 24 hours per week in the classroom every term.

2019-2024 Contract

The contract is (finally!) going to print, and copies will be provided to faculty once they are available. The final electronic file is here: 2019-2024 LCCEA-Lane Contract 07 20 2020.


Faculty who are in departments that may hold face-to-face instruction are encouraged to work collaboratively with their deans on a department safety plan. These plans must adhere to the overall LCC safety reopening plan guidelines, which is pending approval by Lane County Public Health. A definitive list of departments and disciplines that will have face-to-face instruction is not yet available. However, Health Professions and Advanced Tech along with possible lab instruction time for Science and Arts are the most likely candidates for limited face-to-to face instruction.

Bargaining over Reopening

Reopening is also subject to an agreement with LCCEA over working conditions affecting both safety and instruction. College representatives have not been available to meet since July 13 but have agreed to meet to negotiate on August 3. Your LCCEA Bargaining Team will provide an update with more information when it is available. Thank you to the hundreds of faculty who have completed the LCCEA survey and demonstrated tremendous support and solidarity for safety protections for faculty who will teach face-to-face, remote work options for faculty who are in at-risk categories or with vulnerable household members, and recognition and respect for faculty as teaching professionals.

Work Year and Fall Term Begin Wednesday, September 30

A reminder — due to furlough days and course prep days rescheduled to July, the first day of the work year for Fall term is Wednesday, September 30, which is also the first day of Fall term instruction. (Monday, September 28 is Yom Kippur. The instructional work day Tuesday, September 29 day was rescheduled as a furlough day in July. The four days of inservice week were rescheduled to July also as furlough or course prep time, so there are no working days during the week of September 21.)

Interested in learning more about your rights as an educator during the COVID-19 pandemic?

Read about accommodations, rights to leave under federal law, liability, workers compensation, and more on the NEA website (National Education Association, of which LCCEA is an affiliate) at: https://educatingthroughcrisis.org/your-rights/

What can you do to help protect funding for public education? 

State budgets are being depleted due to reduced revenue caused by the pandemic. The U.S. House passed the HEROES Act, which is critical to provide support for states as well as directly to higher education, but the Senate has not taken action. One simple way to advocate is to take action by writing your U.S. senators and other options through the NEA website at: https://educatingthroughcrisis.org/take-action/

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Bargaining Update July 27, 2020

Bargaining Update July 27, 2020

LCC Faculty Colleagues,

The College provided the following response to the LCCEA proposal regarding working conditions for reopening without an explanation:
Coronavirus Phase1-2 WorkingConditions 7 27 20

Your LCCEA Bargaining Team finds that the College’s response meets virtually none of the baseline requirements to ensure faculty safety and other working conditions interests. It is unacceptable for numerous reasons, including:

Health and Safety


1) Risk:

* Exclusion of proposed binding language that would ensure faculty who are at-risk under OHA guidelines are provided the opportunity to work remotely

* Exclusion of language that would ensure faculty who are at-risk under expanded guidelines or who are members of groups disparately impacted by covid-19 are provided the opportunity to work remotely

* Exclusion of language that would ensure that faculty who have an at-risk household member are provided the opportunity to work remotely

2) Protection for faculty teaching face-to-face:

* Even though face coverings will be required and provided under the current Reopening Plan, exclusion of a provision that would require via binding language that the College will provide face coverings to students who arrive on campus without one

* Exclusion of language that would require the College to provide PPE such as N95 masks to faculty teaching face-to-face upon request

3) Insurance, Personal Health Data, and Reopening Planning:

* Removal of language that would maintain insurance for part-time faculty who would lose insurance over summer even though they are expected to teach in Fall. (The College has recently provided notice to 21 part-time faculty members who have been teaching at LCC from 1 – 26 years with an average of 9.5 years of service — the vast majority of whom will be teaching again in Fall. This would mean the faculty would lose insurance for 3 months or more and could possibly be teaching face-to-face without insurance in the middle of a pandemic.)* Exclusion of language that would protect faculty privacy and prohibit the collection of daily health assessment data from faculty, which could be implemented via a third party app and cause private health data to be available to the third party

*  Language that does not fully ensure faculty participation in development of departmental safety plans
Pedagogy and Academic Freedom* Exclusion of language that would provide faculty discretion in choosing whether to teach face-to-face

* Establishment of a new requirement that all remote and online instruction be delivered through Moodle

* Inclusion of language that allows managers and administrators to access and review faculty Moodle shells

* Exclusion of language that protects faculty academic freedom in presentation of course material, including discretion over course delivery modality, in violation of the current contract

Other impacts to working conditions due to pandemic
* Exclusion of language that would allow faculty who need childcare to access open spaces at the campus child development center even though faculty would be required to pay for the childcare

* Removal of language that would provide that faculty access to campus is not limited more than limitations set by the Governor

Needless to state, the College response is not one that will facilitate an agreement. These issues, which have a direct and substantial impact on faculty safety, must be resolved in a manner that respects faculty as professionals and protects the health and safety of faculty, students, the campus community and beyond. Please contact lcceaaction@lanecc.edu for more information on actions you can consider to support a reasonable agreement.

At this time, it appears the College is unavailable to meet until August 3 due to furloughs and vacations.

Your LCCEA Bargaining Team

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