Lane Community College Education Association

Colleagues,

Happy New Year!
 
As more instruction and student services take place in-person this winter, please find resources that may be of use below.

The 2021-2022 LCCEA-LCCEF-LCC MOA — The agreement outlining faculty rights and safety provisions for working this year through ongoing pandemic conditions, along with provisions for curriculum development funding for part-time faculty, additional compensation for teaching sections that are “split” to accommodate social distancing, required notification to faculty when a student in their class tests positive, opportunity to request flexible workplace arrangements, and many others.

The CTL Teaching During COVID Handbook — A succinct FAQ for LCC faculty with information on topics such as: classroom safety, masks, vaccination, how to request a HEPA filter for a classroom or other shared space, what to do if a student tests positive for COVID, how to request a portable microphone for use teaching while masked, etc., compiled by Aryn Bartley and Kevin Steeves.

Concerns or Safety Issues Reporting Form — Please use this form to report to LCCEA: questions, concerns, or COVID-safety issues related to the Winter 2022 expansion of in-person classes and services on campus. Faculty are also encouraged to submit requests for resolution of safety issues by email to the LCC COVID compliance manager, Dawn Barth at: covidcompliance@lanecc.edu.

LCCEA Member Resources, including the Emergency Fund Request form for faculty, Sunshine Cards for Colleagues, and OEA grants for students
The LCC website with current campus COVID information, including the daily health assessment

Your Association

Website: lccea.org
Instagram:  https://www.instagram.com/lccea/Facebook: https://www.facebook.com/LCCEAAction/Twitter: https://twitter.com/college_lane

Lane Community College Education Association

LCCEA 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.

LCC Faculty Colleagues,

Your LCCEA Bargaining Team is pleased to announce an agreement reached with the College today regarding impacts and savings resulting from SB551. (See below.) The agreement provides for: building a strong foundation for ongoing collaboration with HR toward mutual interests in expanding diverse representation among the faculty; ensuring that part-time faculty receive affordable healthcare; restoring some long-lost compensated non-instructional time for contracted faculty; and providing additional compensated time for part-time faculty. The agreement is made possible through new funding provided by the Oregon legislature – please thank your legislators for their support of community colleges and part-time faculty!

The agreement will:

• Generously meet college needs by providing 10% of savings for administrative implementation costs;
• Effective January 1, 2022*, increase College contributions for part-time faculty selecting employee plus spouse/partner or children and full-family insurance to 90% and 95% of medical costs respectively;
• Retroactive to Summer 2021, modify eligibility language to ensure that PT faculty do not lose insurance only to qualify again during a subsequent term;
• Beginning with the 2022-2023 academic year, add either one or one and a half** compensated days to the contracted faculty work year, restoring 1 – 1.5 of the remaining furlough days that had become permanent with one half day reserved for class prep and the remainder for assessment activities;
• Beginning with the 2022-2023 academic year, add eight or twelve** hours of inservice/ meeting/workshop compensation for part-time faculty with four or eight** of the hours reserved for use for assessment activities;
• Provide $20,000 to a fund for course curriculum development focused on on diversity, equity, and inclusion to be administered by Faculty Professional Development; and
• Establish a justice, equity, diversity, and inclusion faculty fellowship program which will add no less than two full-time temporary contracted positions each year with a pathway to permanency for fellowship faculty and expanded support for professional development and retention of faculty from historically underrepresented groups, including $20,000 for Faculty Professional Development for this purpose.

Your LCCEA Bargaining Team:

Kelly Collins

Joseph Colton

Adrienne Mitchell

Nancy Wood

LCC Faculty Colleagues,

Your LCCEA Bargaining Team met with the College on Tuesday and again yesterday for bargaining regarding the impacts of SB551, new legislation and funding for part-time faculty healthcare.

Each party has made updated proposals (see below) that bring us closer to an agreement. Two additional bargaining sessions are scheduled for next week. 

LCCEA presented a new proposal yesterday, which will:

• Generously meet college needs by providing 10% of savings for administrative implementation costs;
• Increase College contributions for part-time faculty selecting employee plus spouse/partner or children and full-family insurance to 90% and 95% of medical costs respectively;
• Modify eligibility language to ensure that PT faculty do not lose insurance only to qualify again during a subsequent term;
• Add one and a half compensated days to the contracted faculty work year, restoring 1.5 of the remaining furlough days that had become permanent with one day dedicated to assessment activities and one additional half day for class preparation;
• Add twelve hours of inservice/ meeting/workshop compensation for part-time faculty (four for PT faculty working in Fall and eight for PT faculty working in Winter) with eight of the hours reserved for use for assessment activities;
• Provide $40,000 to a fund for course curriculum development focused on on diversity, equity, and inclusion to be administered by Faculty Professional Development; and
• Establish a justice, equity, diversity, and inclusion faculty fellowship program which will add no less than two full-time temporary contracted positions each year with a pathway to permanency for fellowship faculty and expanded support for professional development and retention of faculty from historically underrepresented groups.

We look forward to reaching an agreement with the College before the end of next week, in time to ensure that the full $500,000-$700,000 will indeed be received from the new state fund. 

Your LCCEA Bargaining Team:

Kelly Collins

Joseph Colton

Adrienne Mitchell

Nancy Wood

LCC Faculty Colleagues,

Your LCCEA Bargaining Team met with the College on November 18 for a brief discussion and again yesterday regarding the impacts of SB551, new legislation and funding for part-time faculty healthcare.

We are happy to report that the College did finally make a proposal (below) in good faith late on Thursday. While there are some items in the proposal that are not acceptable such as a provision that would require that some of the savings first pay for hypothetical insurance rate increases for all employee groups before provision of any savings for the benefit of faculty, the College proposal, overall, does represent a good first step toward agreement. For instance, the College did agree to LCCEA-proposed language for increasing PT faculty eligibility for insurance coverage and for increasing College contributions to insurance coverage for family members of PT faculty.

In turn, LCCEA presented an updated proposal (see below) yesterday. The current LCCEA proposal will:

• Meet college needs by providing 5% of savings for administrative implementation costs;
• Increase College contributions for part-time faculty selecting employee plus spouse/partner or children and full-family insurance to 90% and 95% of medical costs respectively;
• Modify eligibility language to ensure that PT faculty do not lose insurance only to qualify again during a subsequent term;
• Add one compensated day to the contracted faculty work year, restoring one of the remaining furlough days that had become permanent;
• Add twelve hours of inservice/ meeting/workshop compensation for part-time faculty (four for PT faculty working in Fall and eight for PT faculty working in Winter);
• Provide $40,000 to a fund for course curriculum development focused on on diversity, equity, and inclusion to be administered by Faculty Professional Development; and
• In order to meet student needs, dedicate all remaining savings to increase PT and/or FT faculty counseling staffing, which is direly needed and which was highly prioritized by faculty at-large in the LCCEA all faculty survey this month.

We currently have bargaining sessions scheduled twice per week for the next two weeks and look forward to reaching an agreement with the College in time to ensure that the full $500,000-$700,000 will indeed be received from the new state fund. 

Your LCCEA Bargaining Team:

Kelly Collins

Joseph Colton

Adrienne Mitchell

Nancy Wood

LCC Faculty Colleagues,

Please find below a statement from the LCCEA Racial Equity and Social Justice with recommendations for recruitment and retention of BIPOC Faculty.

Recommendations for Recruitment and Retention of BIPOC Faculty

The Committee on Racial Equity and Social Justice has been working to envision a future for a more just campus, including concrete strategies for increasing recruitment and retention of BIPOC faculty. The Committee presents these strategies as a matter of public concern with recommendations to: raise awareness of challenges to recruitment and retention, give voice to faculty concerns, and present concrete ideas for a future that is more inclusive and equitable for the benefit of the students, Lane Community College, and the entire community. 

The LCCEA Committee on Racial Equity and Social Justice calls for the implementation of the following action items in order to increase recruitment and retention of faculty from diverse backgrounds, including Black, Indigenous, and People of Color (BIPOC) faculty.

Recruitment

1. Expand/amend protected classes in Board Policy 505 (Affirmative Action) to include: first language(s), socioeconomic status, and LGBTQI status. Expand definition of diverse workforce to include LGBTQi, non-binary identities.
2. Establish Diversity Recruitment Plan to include targeted recruitment at colleges and universities that have a relatively high percentage of minority graduate students with progress toward recruitment and retention goals reviewed on an ongoing basis, no less than annually.
3. Expand scope of the College Affirmative Action (AA) plan; add Board of Education annual review and approval of plan, plan metrics, and assessment of progress. 
   1. Ensure that the annual AA Plan consists of three overarching components: 
      1. an annual focus which is measurable, rigorous, progressive, aggressive, and timely;
      2. a 3-year focus which is more strategic with specific goals to achieve, and; 
      3. a 5-year plan with projected outcomes. Ensure significant effort and dedicated resources are used to quantifiably and statistically increase the AA “Protected Classes” which are underrepresented at the College.
4. Post all contracted faculty positions according to standard academic hiring cycle and  within a reasonable timeframe in advance of Fall term.
5. Add a requirement to post to at least 5 publications and/or services that actively promote or recruit diverse applicant pools for every contracted faculty position.
6. Establish a new requirement to extend recruitment time if the candidate pool is not sufficiently diverse and provide annual report on candidate pools, interview recipients, and faculty hires.
7. Provide access to interviews for part-time faculty seeking contracted positions who are members of protected classes under AA plan.
8. Establish and implement a diversity faculty fellowship program with the first year for fellowship awardees, a career pathway for faculty from underrepresented ethnic minority groups to move to FT positions,enhanced professional development funding, and appropriate workloads to facilitate professional development.
9. Establish an internship/mentorship program for potential faculty who have career technical experience especially in trades but no teaching experience; explore partnerships (e.g. Oregon community colleges, K12, UO, OSU, PSU) to promote K12 and community college teacher hires in CTE after internship at LCC.
10. Remove barriers to moving to Lane County for newly recruited faculty of color (e.g., moving stipends).
11. Ensure that all levels of management and upper administration positions include strong representation of ethnic minorities and members of the LGBTQi community, including through: required external posting of all positions, required internal posting of all interim positions, and interim positions limited to twelve months.
12. Review and revise hiring policies and practices for systemic racism and disparate impact (e.g. newly implemented criminal background check prior to hire, implementation of hiring bias training, consideration of blind review processes.) 
13. Discontinuation of favoritism and any/all practices that do not provide equitable opportunities, which includes all steps within hiring practices starting with formation of search committees and creation of job postings. (Please see expanded definition of this item in document in front of you.)
    1. Posting of all internal faculty leadership and coordination positions for all qualified faculty to apply.
    2. Discontinuation of the provision of contracted faculty overloads that displace part-time faculty.
    3. Prior to providing overloads to contracted faculty, provision of  the opportunity for assignments to all qualified part-time faculty.

Retention

1. Consider Loan Forgiveness as a tool for recruitment and retention. 
2. Promote opportunities and professional development for employees from ethnic minority groups, including expanded funding for additional degrees and leadership development opportunities.
3. Appropriate workload consideration for any/all bilingual/multilingual faculty who use these skills in faculty work, including tribal languages and ASL teachers. 
4. Provision of trained mentors with diverse racial, ethnic, and/or linguistic backgrounds for new BIPOC faculty. 
5. Funding for regular collaboration opportunities for faculty of color, LGBTQi+, or other marginalized communities, who are isolated in departments or disciplines with few/no other teachers of diverse backgrounds.
6. Appropriate workload considerations in recognition of the additional work (e.g. committee service and student mentorship) BIPOC faculty do.
7. Adoption of a restorative justice model (with adequate education and professional development) in dealing with bias, discrimination, and related complaints, especially ones affecting BIPOC, LGBTQi, and other underrepresented populations.
8. Provision of mediation upon request when cultural insensitivity, bias, and/or microaggressions have led to concerns and/or conflict affecting ethnic minority faculty. (Please see expanded definition of this item in document in front of you.)
   1. Mediation by third-party, external, and culturally literate, professional mediators. Qualified, culturally literate college employees with mediation expertise and experience have the opportunity to serve as mediators with appropriate workload consideration. 
   2. The person who experienced the negative behavior or microaggressions has the opportunity to choose internal peer facilitation or external mediators.
   3. The person who experienced the negative behavior or microaggressions has the opportunity to move or request the move of the other party (e.g. to a different office,  reporting structure, or alternative team structure). 
   4. Assurance that no person experiencing cultural insensitivity, bias, and/or microaggressions may be demoted, financially penalized, or face any retribution.
   5. Appropriate workload consideration for peer facilitation (e.g. culturally competent counselors) in response to bias incidents. 
9. Equitable provision of leave time to accommodate family care needs and bereavement
10. Appropriate definition of family to be more inclusive of extended and non-traditional relationships.
11. Expanded list of paid holidays to be more inclusive (e.g. Juneteenth, Indigenous People’s Day, Yom Kippur, Hanukkah, Eid al-Fitr, Eid al-Adha, and Kwanzaa.) 
12. Assurance that faculty from diverse backgrounds within disciplines receive course assignments, recognition as faculty, salary schedule placement equity, and compensation consistent with the faculty contract.
13. Retirement incentives prior to and in order to obviate layoffs stemming from budgetary concerns. Recognizing that most, but not all, program cuts result not in layoffs but in contracted faculty transfers to other disciplines that they are qualified to teach, it is important to encourage faculty professional development, and provide additional, funded professional development for faculty seeking certification in a discipline outside their primary teaching area in lieu of layoff.
14. Expansion of requirements and funding for Cultural Competence Professional Development.