Reopening MOA Ratified

LCC Faculty Colleagues,

Thank you to LCCEA members who have participated in the vote. Faculty ratified the 2020-2021 Reopening MOA (attached) with votes as follows:

Yes — 98.6% (209 votes)

No — 1.4% (3 votes)

Your LCCEA Bargaining Team

Kelly Collins
Christina Howard
Adrienne Mitchell
Russell Shitabata

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Wildfire Relief Resources

Dear Faculty Colleagues,
It is with deep sadness that I am writing today to provide you with some information  regarding resources for people impacted by the tragic wildfires in our state. I will keep my words brief, so that you may focus on getting the information you need. Below you will find information about resources from the College, LCCEA, OEA, and other community/state organizations. 

The Titan Download: Wildfire Relief Response Resources and Information
This was sent to your Lane email on Friday September 11 at 5:30 pm. This edition of the Titan Download has valuable information about Wildfire Relief Resources including information about evacuations, donations (both goods and monetary), the Titan Resource exchange, temporary housing assistance, and other resources. See both The Titan Download and The Lane Weekly for updates in the coming weeks.
For Lane County:

For Linn County:
Statewide Resources:Oregon Wildfire Aid Master Doc Cross Safe and Well Registration:
RESOURCES FOR FACULTY IN NEED OF ASSISTANCE: Lane Employee Wildlife Relief Resource Needs RegistrationThe College is collaborating with partners to identify resources for needs expressed by employees. If you are in need of assistance, please fill out this form or contact Marsha Sills, sillsm@lanecc.edu
LCCEA Emergency Response Fund-  available to LCCEA members for any type of emergency-up to $300 Members Wildfire Relief Fund Grants Application- grants range from $100-$1,000. For complete information on application guidelines and deadlines as well as a link to the application form, see the attached PDF.
OEA MembersCOVID Relief Fund for Part-Time Community College Faculty- up to $1,000For complete information on application guidelines and deadlines as well as a link to the application form, see the attached PDF.  

RESOURCES FOR STUDENTS IN NEED OF ASSISTANCE:Lane Student Wildfire Relief Resource Needs Form-Information is being gathered by Student Affairs to identify students in need of assistance. Please make sure any students in need fill out this form.
OEA Funds for StudentsLCCEA/OEA Foundation: Members may apply for emergency funds on behalf of a student in need of support during this term.   Visit the OEA site for additional information about the program.
VOLUNTEERINGMarsha Sills and I (Nancy Wood) are gathering names of people who are interested in volunteering. Currently, we do not have any volunteer opportunities via Lane, but this may change in the future as we identify needs. If you are interested in being placed on this list, please email me at
For those interested in volunteering immediately, please sign up for a shift at the Four Corners Donation Site using the link below.  I helped sort donations yesterday, and it was incredible to see how this community is stepping up to the need. Please be aware that Four Corners requires volunteers to sign up in advance.

Silke Field at Springfield High School no longer needs volunteers. If anyone has information about other organizations that are in need of volunteers, please share that info with me, and I will try to help connect interested volunteers with areas of need.
I think this is everything I can share at this point. We will continue to provide updates as they become available.
I hope all of you who have been impacted by the Wildfires are finding what you need, and please do not hesitate to reach out if you need support. 

Nancy WoodLCCEA Wildfire Response 

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Tentative Agreement Reached for COVID-19 Working Conditions

LCC Faculty Colleagues,

Your LCCEA Bargaining Team has reached a tentative agreement with the College on working conditions for the 20-21 year for reopening during the COVID-19 pandemic.

As promised, LCCEA members will receive a link to vote to ratify the agreement soon. Please be sure to check both LCC and personal emails.

There will be a Q & ASession for faculty tomorrow (Thursday), September 3, 1:00-2:00 p.m. Please feel free to stop by to talk with members of the Bargaining Team on zoom at:  (Meeting ID: 411 403 5259).

The MOA is a lengthy one, and we encourage all faculty to read it in its entirety. (Please see attached.)

Provisions for health and safety include:
* Ensuring face coverings are required on campus and other face-to-face faculty worksites;
* Maintaining confidentiality and privacy rights regarding faculty health data;
* Ensuring classrooms are cleaned after each use and a cleaning log is provided for verification;
* Provision of PPE to faculty and students as required by public health guidelines, department plans, the LCC reopening plan, or industry safety standards, whichever has the highest level of protection;
* Provision of N95 masks in Health Professions when indicated;
* Provision of N95 masks upon request to faculty in at-risk categories who work face-to-face; and
* Provision of single-use procedure masks upon request to faculty working face-to-face.

Provisions for remote work:
* Option for faculty who are in OHA at-risk categories to work remotely; and
* Option for any faculty members who are not in OHA at-risk categories to seek a reasonable accommodation to work remotely if scheduled for face-to-face work, and the option to choose to use paid or unpaid leave if no remote work options are possible.

OHA at-risk categories include:
a. People 65 years and older
b. People with chronic lung disease (other than mild asthma)
c. People who have serious heart conditions
d. People who are immunocompromised
e. People with obesity (body mass index [BMI] of 30 or higher);
f. People with diabetes;
g. People with chronic kidney disease undergoing dialysis;
h. People with liver disease; and
i. Any other medical conditions identified by OHA, CDC or a licensed healthcare provider.

Provisions related to compensation and benefits:
* No loss of salary for faculty who exhaust leave time and must quarantine or are ill with COVID or COVID-like symptoms;
* Part-time faculty teaching courses they have not taught online or remotely before are eligible for 1.25 hours pay at the CD (curriculum development) rate for each hour of (normally under F2F operations) scheduled class time as long as have participated (or do participate) in professional development options through ATC — please note: this CD funding is limited to hours of instruction delivered asynchronously;
* Part-time faculty are eligible for up to 4 additional hours of compensation for paid workshop / meeting time for the purpose of professional development and ATC consultation for online or remote teaching;
* For faculty teaching face-to-face, additional compensation for any extra instructional time resulting from “splitting” a section to meet social distancing requirements at the rate of 1.25 hours for every additional 1 hour of teaching at regular salary rates (or contracted overload rate when applicable); and
* Priority for employees to access open spots at campus child development center for childcare.

Provisions related to instruction:
* No required face-to-face (in-person) office hours;
* In the event that a student for a face-to-face class has an accommodation to not wear a face covering, faculty shall receive advance notice and shall be provided an N95 mask and other PPE upon request in advance of the class or the faculty member shall be provided the option of remote work;
* In cases of student not compliance with health and safety requirements (e.g. face covering), faculty must notify Public Safety, and faculty have the right to move class outside or cancel the class session;
* Courses not previously taught in online or remote format may meet minimum standards;
* Faculty are encouraged to use Moodle;
* No manager oversight or surveillance of faculty courses on Moodle;
* Language ensures faculty participation on departmental reopening plan development and changes in Fall and beyond; and
* College shall make every reasonable effort to ensure face-to-face faculty work is assigned to faculty choosing to work F2F.

Provisions related to other working conditions:
* The College shall provide hardware and software to faculty who do not have the necessary equipment;
* No restrictions on faculty access to campus beyond external regulations or Governor’s order with no requirement to seek permission;
* Requirement that faculty making unscheduled campus visits report the time and location to Public Safety and their dean; and
* Ensures the College will fulfill requirements of LCC Reopening Plan (e.g. signage; provision of face coverings to students who do not have them, etc.)

What the agreement does NOT include:
There is no provision regarding synchronous or asynchronous instruction. As you are likely aware, this issue was a significant sticking point for the College and Association, about which we were unable to reach agreement. While there is no provision in the MOA about this issue, the College did finally provide clarity at the last bargaining session on Monday and subsequently by email about their intent and plans, which was productive. College representatives acknowledged that there was confusion and miscommunication about the Fall schedules and that they do not accurately reflect faculty plans for teaching. 

Specifically, the Provost provided assurance that:
* no new requirements for Fall remote classes will be announced;
* faculty who find problems with how their courses are listed on the schedule for Fall should contact their dean to correct the issue so that synchronous schedules do reflect the days/times students can expect synchronous time;
* the College will make every reasonable effort to accommodate faculty wishes in the process for Winter and beyond; and
* it is not in the best interest of the college to require faculty to teach in a manner that is against their wishes.

For any synchronous instructional time, faculty have full discretion to determine how that time will be used (e.g. lecture, group activities, Q & A, etc.).  

Your LCCEA Bargaining Team has made clear that the academic freedom language in Art. 15.2 and 5.4 of the distance learning MOA still apply and will solicit faculty feedback as to how the process of Fall schedule corrections and subsequent term schedule development goes. LCCEA will provide a form where faculty may record any challenges in making adjustments to Fall schedules and/or to report problems in Winter or Spring schedule development so that LCCEA may best support you and advocate for all faculty.

Overall, your LCCEA Bargaining Team recommends the MOA for ratification.

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

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Bargaining Update August 26, 2020

LCC Faculty Colleagues,

Your LCCEA Bargaining Team met with the College again Monday for an extended bargaining session. The pace of bargaining has quickened as the two parties strive to reach an agreement within a reasonable timeframe before Fall. The College had sent a response (below) by email in advance of our meeting, and your LCCEA Bargaining Team, in turn, presented a response (below).

We have reached agreement on many points. 

The most significant issue of disagreement is whether the College will “assign” faculty to teach synchronously. The College representatives have voiced their strong opinion that managers have the right to assign faculty to teach remote courses synchronously. At the same time College representatives have not answered questions about what they do / do not plan to require, which makes it challenging to understand the College’s position and intent. 

Your LCCEA Bargaining Team has continued to advocate for honoring faculty expertise as academic professionals by allowing faculty discretion in determining how to teach their remote classes, including whether to include synchronous time and how much, consistent with Article 15.2 academic freedom protections.

We will meet again next Monday.

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

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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:

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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