Lane Community College Education Association

LCC Faculty Colleagues,

I hope this message finds you well.

I’m writing with a few brief updates regarding: Winter term, a resolution on contracted faculty positions, college budget and enrollment, Minimum Qualifications and Instructor Certification procedures, and the All Faculty Survey.

Winter Term Safety Protocol

LCCEA and LCCEF have coordinated to ensure that social distancing will continue on campus in Winter. Classes will be scheduled at 50% of the room capacity in order to facilitate social distancing, consistent with the LCCEA-LCCEF Joint COVID MOA. The MOA provides that campus safety measures align with the most protective guideline from any of the four cited public health authorities (i.e. CDC, OHA, Lane Co. Public Health, OSHA). Current CDC guidelines indicate social distancing indoors, so that will be required for Winter term unless that guideline is removed from public health guidelines. (Please note: room capacity is not the same as maximum class size. Class capacity will not exceed the maximum class size allowed by contract for the course, but will vary depending on the size of the room where the section is scheduled. Please see attached spreadsheet for room capacities with 50% listed in column H.)

Other safety protocol include: masks, provision of HEPA filters for classrooms and shared spaces upon request, daily cleaning of high touch surfaces by Facilities, etc. In addition to safety measures, the MOA outlines a good number of provisions related to compensation as well as requests for remote work accommodations. Another resource for information is a succinct FAQ written especially for LCC faculty by Aryn Bartley and Kevin Steeves. Please see the Center for Learning Handbook’s section on teaching during COVID. The FAQ includes details on how to request a HEPA filter, how to check out a wireless microphone for teaching while masked from the library, among many others.

Contracted Faculty Positions Resolution

As you may recall, the College was required to ensure that contracted faculty positions and FTE (full-time equivalency) for the 2021-2022 year total at least 195.864 for Fall; however, the contracted FTE as of September 25 was only 187.821 – a full 8 positions below the contractually required FTE.

LCCEA filed a grievance over this contract violation, and I am pleased to announce that the parties have reached an agreement to resolve this matter favorably. The resolution requires that the College fulfill numerous remedies to make the faculty whole. The College will:

o   Hire at least eight temporary contracted faculty to begin no later than Winter 2022;

o   Hire eight extra permanent contracted faculty above the number required for this year to begin no later than Fall 2022 for a total of no fewer than sixteen such that the contracted FTE at the beginning of Fall 2022 will be no less than 203.864 (eight more than the 195.864 that had been required for this Fall);

o   Provide all savings accrued from not filling the contracted positions for Fall 2021 to the Faculty Professional Development fund;

o   Require all upper administrators to attend a one-hour workshop on the requirements of the Public Employees Collective Bargaining Act (PECBA) and the contract;

o   Post all future positions by February 15 each year, and strive to post by January 15 each year;

o   Post publicly on the LCC website a list of all positions approved for hire with posting dates, and periodic updates on the status of each search; and

o   Change the system going forward so that the number of full-time positions required is determined far in advance (i.e., Winter FTE each year determines the number of positions/ FTE required for Fall of the subsequent calendar year, for example Winter 2022 for Fall 2023) to provide ample time for planning and to help ensure that this lapse in hiring sufficient faculty does not happen again.

College Budget, Enrollment, Programs under “Review,” and College Revenue Background Information

There are three primary revenue streams that fund college operations: tuition, state funding, and local property tax revenue. Enrollment impacts College revenue in two ways. The number of credits for which students are registered drives tuition revenue, and student FTE drives state reimbursement. State FTE reimbursement to LCC also depends on how LCC’s enrollment tracks in relation to other community colleges in the state. For instance, when LCC has enrollment increases that exceed other similar sized colleges, LCC’s reimbursement increases because LCC receives a greater “share” of the state’s Community College Support Fund (CCSF). Likewise, when LCC’s enrollment decreases less than other similar sized colleges, LCC’s reimbursement increases. In addition, because the CCSF is a fixed amount for the 2021-2023 biennium, when FTE is down statewide as it is now, the reimbursement per FTE increases.

Enrollment

As you are likely aware, LCC –like community colleges throughout the state and nation– has seen enrollment declines over the course of the pandemic. According to data from Institutional Research, credits and FTE at LCC decreased 19.89% and 19.6% respectively over a two-year period from Fall 2019 to Fall 2021. However, state reimbursement per FTE to LCC has increased by 23.98% over the same period because LCC has fared better than other community colleges in the state and because the overall funding for community colleges also increased. Please see table below. While the enrollment decline negatively impacts the college budget in terms of tuition revenue, the nearly 24% increase to LCC’s state reimbursement per FTE is a substantial mitigating factor.

Comparison of Enrollment and State Funding Pre-Pandemic to Current (Fall 2019 to Fall 2021)

	Credits	FTE	State reimbursement per FTE
Fall 2019	74,618	2018	$3,223
Fall 2020	67,128	1802	$3,445
Fall 2021	59,779	1622.5411	$3,996
Actual Change over two-year period (2019 to 2021)	-14,839	-395.4589	$                       773
Percent change over two-year period (2019-2021)	-19.89%	-19.60%	23.98%

Budget Development

Jim Arnold, LCCEA Vice President for Part-time Faculty, and I serve as your representatives on the College Council Budget Development Subcommittee this year, which has just begun to meet. We will strive to keep faculty appraised of the process as it goes into full swing in Winter term.

Programs Under Review

In the meantime, the College has requested meetings with three programs that had been identified last year for “review.” These are Culinary, Manufacturing, and Hotel, Restaurant, and Tourism Management (HRTM). These meetings have been identified as a “follow up” from last year and are scheduled for next week. One noteworthy issue is the status of HRTM, which has suffered enrollment losses after the program was suspended while a new two-year degree was developed. The new two-year degree was approved last Spring, yet the Administration asked the program during the summer to create a one-year certificate to replace the newly approved two-year degree. Since that time, however, the Administration has advised the program that they are disallowed from presenting a new one-year certificate proposal to the Curriculum Committee because it remains “under review” by the Administration. We look forward to learning more about these “reviews.”

While enrollment declines and budget deficits frequently raise discourse around potential program reductions, it is important to note that the vast majority of programs produce net revenue for the college, without which the college could not operate.

Minimum Qualifications and Instructor Certification Procedures

As previously reported, Academic and Student Affairs (ASA) published final procedures in COPPS for MQs and Instructor Certification and announced their publication via the September 28 Weekly e-newsletter. These procedures are inconsistent with the faculty contract and also represent unilateral changes to mandatory subjects of bargaining (issues about which negotiations are legally required). An analysis of the procedures by the LCCEA Executive Council and Grievance Team as well as legal counsel indicates that the procedures: reduce the role of faculty in determining the minimum qualifications for their discipline and also contravene job security and assignment rights for both part-time and contracted faculty.

OEA-appointed legal counsel has notified the College of their legal obligation to negotiate and, absent a response, that the actions of the College constitute an unfair labor practice. LCCEA will continue to keep faculty updated as more information becomes available.

All Faculty Survey

All faculty members should have received an email invitation earlier this week to participate in a comprehensive all faculty survey. The survey is longer than many recent LCCEA surveys and includes questions that seek broad information on faculty working conditions at Lane in order to inform bargaining priorities as well as advocacy on behalf of faculty. Please do schedule 20-40 minutes to complete the survey as your input is vital. Thank you! If you do not find the invitation or experience technical issues, please contact Joe Escobar at: lccea-elections@lanecc.edu

Solidarity

Stay tuned for more information about the emerging Lane County Education Caucus — a newly formed coalition of education unions representing classified staff, teachers, faculty, and all education workers from K12 through university within Lane County. We are stronger together.

Best wishes for a wonderful rest of the week and weekend.

My best,

Adrienne

LCC Faculty Colleagues,

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

The new funding available to LCC will amount to approximately $500,000 – $700,000 per year, according to both LCCEA and College estimates. As you may be aware, savings resulting from this bill are reserved for labor relations under the law.

In order to maximize the reimbursements to LCC, however, the College and Association must reach an agreement that will streamline the process for automatically designating LCC as the “home institution” for eligible part-time faculty (with an opt-out option for rare instances, if any, of part-time faculty electing a different public institution of higher education).

The College had previously indicated that their interest is in an agreement where only the actual, realized savings are included. Given the reasonableness of the College request, LCCEA proposed utilizing only actual, realized savings (i.e. reimbursements from the new state fund to LCC resulting from the new law). (As a reminder, please see the explanation below this message regarding the LCCEA proposal for use of the savings.)

However, yesterday, the College informed your LCCEA representatives that they are not willing to negotiate to direct the use of any of the savings at this time. This is despite the fact that LCCEA has made a proposal limited to the actual savings in alignment with the College’s request and despite the fact that the savings are expressly reserved for labor relations (i.e. negotiations) under the law. Because the LCCEA proposal is tied to the actual reimbursements to LCC, there is no risk to the College of making a commitment that cannot be fulfilled.

Without an agreement to a streamlined process with LCCEA, it will be impossible for LCC to receive reimbursements from the new state fund of $500,000 – $700,000 per year.

We struggle to understand why the College would take such a position and have asked the College to reconsider, reminding College representatives of their obligation under the new law, the Public Employees Collective Bargaining Act, and the requirements of good faith bargaining.

We look forward to meeting with the College again next week and expect that the College will recognize that it is not in our mutual interests to squander the opportunity to work together to receive this substantial amount of additional state funding and to negotiate in good faith over its use.

Your LCCEA Bargaining Team:

Kelly Collins

Joseph Colton

Adrienne Mitchell

Nancy Wood

LCCEA proposed using the savings as follows:

1. Increasing College contributions for participating part-time faculty members’ Sec 125 accounts by $640/ year to $1340/ year for employee+ spouse/partner and employee + child(ren) tiers and increasing College contributions by $960/ year to $1860 / year for full family. This would apply to all part-time faculty who are eligible and participating in Section 125 medical reimbursement accounts in order to help reduce out-of-pocket insurance expenses beyond the employee-only tier.
2. Language to ensure that more part-time faculty are able to maintain insurance as follows.
   1. Correcting some contractual issues by modifying the eligibility language for part-time faculty insurance to prevent some part-time faculty from losing insurance for one term only to re-qualify in a subsequent term. (The 1.2 term FTE eligibility threshold for insurance maintenance would apply to any two of four terms and allow a part-time faculty member to maintain insurance for all four terms as long as they work 1.2 term FTE over two terms. The .2 FTE/ term for insurance maintenance would also remain in effect as an alternative way to maintain insurance.)
   2. Eliminating the .5 FTE maximum limit on the amount of FTE for Summer term that can “count” toward insurance eligibility for part-time faculty.
3. Providing all remaining savings from state reimbursements to LCC as annual lump sum payments to all faculty as a percentage of annual earnings such that contracted faculty receive a percentage and part-time faculty receive twice that percentage for the purpose of progress toward pay parity. For instance, if the percentage of salary paid as a lump sum payment is 1% to contracted faculty, the percentage would be 2% for part-time faculty. The percentages will be determined by a formula and depend on the actual amount of savings provided to LCC from the new state fund each year. Please note: these lump sums are separate from and in addition to regular cost of living adjustments and steps for all faculty as well as PT faculty pay parity adjustments already required under the contract.

LCC faculty colleagues,

Please find below a statement from the LCCEA Racial Equity and Social Justice Committee on Curriculum and Learning and Working Conditions for a More Just Campus. Another statement on recruitment and retention is forthcoming.

LCCEA Racial Equity and Social Justice Committee Statement on Curriculum and Learning and Working Conditions for a More Just Campus

The LCCEA Committee on Racial Equity and Social Justice Committee expresses unwavering support for the following:

• faculty academic freedom rights; 
• the role, responsibility, and right to teach diverse, comprehensive, culturally-accurate history and narratives, including critical race theory and restorative justice concepts; and
• curriculum that promotes understanding of the experiences and needs of marginalized communities as well as systems of oppression with the goal of advancing social justice and equity.

As such the Committee calls for the following.

Curriculum and Academics

1. The College will support and fund curriculum development that reflects the needs of marginalized communities, promotes equity and inclusion, and understanding of systemic oppression. The employer and union will regularly review compliance.
2. The College will actively promote and market courses with curriculum that includes critical race theory and cultural competence, and/or addresses the needs and experiences of marginalized communities.
3. The College will actively promote and market expanded English Language Learning offerings at community locations and offerings at locations that best serve marginalized populations.
4. The College will provide tuition waivers for undocumented and/or indigenous students.
5. The College will preserve and amply fund academic programs that serve relatively high numbers of students from ethnic minority groups.
6. The College will increase textbook affordability through:
   1. Providing funding to faculty for OER development, adaptation, and adoption; 
   2. And negotiating reduced mark-up on textbook and course materials at the campus bookstore.

Staffing and Resources

7. The College will contract with a third party to conduct an independent, comprehensive annual survey of employee morale, including a report on working conditions affecting faculty from statistically marginalized and ethnic minority backgrounds. Results will be reported in full to the Board of Education.
8. The College will conduct exit interviews of all separated, LGBTQi and Black, Indigenous, and People of Color (BIPOC) employees. The employer will provide the union the opportunity to conduct their own exit interview prior to the employee’s last day of work.
9. The College will ensure appropriate FT:PT staffing ratios in departments that serve greater percentages of LGBTQi and BIPOC students and marginalized populations (e.g. MCC, ESL, ABSE, GEC).
10. The College will ensure ample LGBTQi and BIPOC staffing in programs that historically lack sufficient diversity among faculty, classified staff, and management.
11. The College will ensure an equitable distribution of resources, equipment, classrooms, and physical space for departments serving LGBTQi and underrepresented ethnic minority students.

Other Equity and Justice Goals

12. The College will provide sufficient staffing and funding for the Food Pantry on campus with expanded hours as well as access for students, faculty, and classified employees in order to address food insecurity.
13. The College will address housing insecurity by dedicating an adequate number of apartments with subsidised rent at Titan Court to low income students, faculty, and classified employees.
14. The College will track student discipline and campus public safety reports by race, ethnicity, and gender and provide an annual report to the Board of Education.
15. The College will ensure campus safety remains unarmed.
16. The College will keep ICE off campus and enhance sanctuary campus status.
17. The College will ensure that responses to mental health emergencies call appropriate social services (e.g. CAHOOTS, not the Lane County Sheriff’s department).
18. The College will make Election Day a holiday. The College will make the last day to register to vote a paid, non-instructional work day to facilitate voter registration and a teach-in on civic engagement, including voting rights with activities to take place at multiple locations in the community, including all LCC campuses.
19. The College will eliminate low wage work on campus by providing a minimum standard for all (e.g. outsourced workers, student workers). The College will only contract with socially responsible businesses that pay a minimum of $15/hour and provide sick days and will prioritize women- and minority-owned businesses.
20. The College will adopt a campus plan that addresses climate change, adaptation, and resilience, recognizing the disparate impact on BIPOC and economically marginalized populations and the need for environmental safety and justice. 

LCCEA Racial Equity and Social Justice Committee members:

Wynona Burks, Susie Cousar, Cybele Higgins, Adrienne Mitchell, Rosa Lopez, & Lori Tapahonso with contributions from former committee members, Michael Samano and Nancy Wood

Website: lccea.org

Instagram:  https://www.instagram.com/lccea/

Facebook: https://www.facebook.com/LCCEAAction/

Twitter: https://twitter.com/college_lane

LCC Faculty Colleagues,

LCCEA and LCC have reached an agreement on reassignment time and compensation for shared governance. Please see the MOA here.

The Memorandum of Agreement provides:* One course release per term up to .25 FTE* for chairs of governance councils, including Faculty Council;* Commensurate compensation for part-time faculty serving as chairs;* Compensation for part-time faculty serving on governance councils but not as chairs at the rate of 2 hours at regular rates for every 1 hour of meeting attendance (to account for additional committee work outside of meeting time).

*For faculty whose individual courses exceed .25 FTE, consistent with current contract language, this may mean that a faculty member has release for two terms instead of three with any remaining / unused release FTE paid as overload.

We find this agreement to be reasonable and demonstrative of a renewed commitment to the shared governance system.

Your LCCEA Bargaining Team

Kelly Collins

Joseph Colton

Adrienne Mitchell

Nancy Wood

LCC Faculty Colleagues,

I hope your first week of Fall term went smoothly, especially for so many faculty who are navigating recent changes to their course modalities.

I’m writing with updates regarding the vaccine requirement implementation, LCC presidential search, SB 551, public service loan forgiveness, and labor relations issues.

Vaccine Requirement Implementation

As confirmed at the September 15 Board meeting, the vaccine requirement for LCC students and employees will be fully implemented no later than October 25. IT is working on a new process for submission of proof of vaccination status (e.g., photo of vaccine card) and submission of documents required for anyone seeking a medical or religious exemption. Please see OHA forms at the end of this message, which will be required for requests for medical or religious exemptions. No other exemption types will be available.

The system will go “live” sometime later in October, and employees will have only five working days to submit documents. Please note that a healthcare provider signature is required on the medical exemption request form, so it is recommended that any employees or students seeking a medical exemption start now by making an appointment with their healthcare provider. Faculty members needing assistance with the process should contact LCCEA for support.

Current plans include placing holds on student winter term registration until their documents have been submitted, reviewed, and approved. Because student registration for Winter term begins November 1, this will likely require a very quick turnaround for document submission and verification, and the administration may ask for faculty assistance in communicating with students later in October.

Other Safety and Working Conditions Updates

For more details on safety requirements and other MOA provisions in effect for this year, including required notice of COVID exposure in a classroom, MERV-13 filters installed in the campus HVAC systems, prioritization of in-person instruction for faculty who wish to teach in-person, flexible workplace accommodation requests, curriculum development funding for part-time faculty, and more, please review the September 19 communication from your LCCEA Bargaining Team at: https://lccea.org/2021/09/19/1587/ and the full 2021-2022 COVID MOA at: https://lccea.org/wp-content/uploads/2021/09/signed-covid-moa-9-18-21-lcc.pdf  Please do not hesitate to contact your LCCEA Bargaining Team members and elected officers with any questions you may have. A full list of LCCEA committee members and reps is at: https://lccea.org/committees/

The COVID page on the LCC website at: https://www.lanecc.edu/covid19 provides additional information, including links to official college communications to students and employees, the campus COVID case dashboard with information on current and cumulative cases associated with LCC since June 21, 2021, as well as details on voluntary testing (for asymptomatic individuals) available on campus every Tuesday 9 – 4 through October. Periodic testing may be required in the future for unvaccinated and/or vaccinated students and employees.

Facilities is making progress fixing outstanding ventilation issues in a few buildings in order to proceed with balancing/engineering firm consultation to confirm ventilation rates, outside air damper operation, room airflow, etc. Outstanding repairs remain in buildings 3, 4, 5, 6, 9, 12, 16, 17, and 19. (Please see attachments provided 9/19 for a complete list, many of which have been addressed.) Through Summer 2022, faculty will be provided HEPA filters upon request for classrooms, shared offices, and any other shared spaces on campus as an additional measure to mitigate risk of COVID transmission.

Search for a New LCC President

After President Hamilton announced her retirement in June, the Board of Education began planning the presidential search. The Board retains hiring authority for the position and will have a significant role in interviewing finalists and selecting the next president. The initial stages of the search allow for community input via forums and a survey, followed by the work of the Presidential Search Advisory Committee to screen candidates and recommend semi-finalists.

Faculty are encouraged to attend one of the forums this week to help shape the vision for the president and/or to participate in the survey, which is open through 3:00 p.m. on October 12 at: https://www.surveymonkey.com/r/lane-community-college-presidential-search

Forums for LCC employees are scheduled this week as follows.
Wednesday, Oct. 6, noon to 1 p.m. https://lanecc.zoom.us/j/96677086566 
Friday, Oct. 8, 2-3 p.m. https://lanecc.zoom.us/j/92790324709 

In addition, plans for public forums with finalists are tentatively scheduled for the week of March 7, 2022.

SB 551 Implementation and Bargaining

The Oregon legislature passed SB 551, providing employee-only medical care to part-time faculty at public colleges and universities. Part-time faculty who work half time or more at least three terms/year at any combination of public institutions of higher education in the state now qualify for insurance with 90% of costs paid by a new state fund. This will be transformational for so many colleagues throughout the state. Thank you to our state union, OEA, and AFT-O for their longstanding advocacy on this issue!

Insurance benefits for part-time faculty at LCC provided through our contract are more generous, including vision and dental care, a lower threshold for eligibility, a 100% contribution for employee-only insurance, and options for coverage up to full family. Insurance benefits for LCC faculty will not change as a result of this new law.

The new law will provide reimbursements to LCC for eligible part-time faculty with savings reserved for labor relations (i.e., negotiations for the benefit of faculty in accordance with all faculty survey results), which we estimate at approximately $500,000 or more per year.

Your LCCEA Bargaining Team members (Kelly Collins, Joseph Colton, Adrienne Mitchell, and Nancy Wood) met with the College last week for an initial discussion regarding streamlining the implementation of the bill at LCC in order to maximize reimbursements to LCC while allowing an opt-out option for eligible individuals to select a different institution to provide healthcare benefits, if desired. We have two additional bargaining sessions scheduled this week and will provide more information as soon as possible.

Public Service Loan Forgiveness – Changes to calculations of working hours for Oregon higher ed faculty

The Oregon legislature also passed HB 3255, which is now in effect. The new law establishes requirements for public education institutions to inform employees of eligibility and provide information about public service loan forgiveness (PSLF). (See: https://olis.oregonlegislature.gov/liz/2021R1/Downloads/MeasureDocument/HB3255/Enrolled )

Importantly, the law also requires a 3.35 factor be applied to every instructional hour when calculating full time equivalent work hours for the purpose of public service loan forgiveness. For instance, a faculty member teaching 10 hours per week in Oregon will receive credit for 33.5 hours of work for the purpose of qualifying for the federal public service loan forgiveness program.

This issue is very important to many faculty, especially part-time faculty who sometimes have faced challenges in qualifying for PSLF, who carry heavy student loan burdens from attaining the advanced degrees most often required to work as faculty. For example, our last survey on student debt carried by faculty was in Fall 2019. Results from 333 faculty respondents are below.

Student debt at time of survey

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.

Highest previous balance of student debt

6.8% of part-time faculty and 7.0% of contracted faculty report having previous student debt with the highest balance of $100,000 or more.

Other Labor Relations and Contractual Issues

Contracted Faculty Positions

The College was required to ensure that contracted faculty positions and FTE (full-time equivalency) for the 2021-2022 year total at least 195.864 for Fall, which would then reduce to 193.864 for the remainder of the year after two December retirements; however, the contracted FTE as of September 25 was only 187.821 – a full 8 positions below the contractually required FTE. As you may be aware, numerous positions that were approved in April or earlier were not posted until June, July, or August. Most remain unfilled due to a dearth of applicants, resulting from last minute, off-cycle posting and abbreviated timelines.

These delays have had a significant impact on some programs and disciplines such as Health Information Management and Dental Hygiene, both of which need a faculty program coordinator to meet their external program accreditation requirements, as well as disciplines like Chemistry, which do not have sufficient full-time or part-time faculty to meet student demand for classes.

The College’s representative has apologized profusely, acknowledging that the College “wasn’t even close” to hiring sufficient faculty for this year, but did not provide an explanation as to why ASA (Academic and Student Affairs) had not authorized nor ensured posting of more positions in a more timely fashion.

LCCEA will seek a full remedy for this issue through the appropriate procedures.

Minimum Qualifications and Instructor Certification Procedures

ASA published final procedures for MQs and Instructor Certification in COPPS (College Online Policies and Procedures) and announced their publication via the September 28 Weekly e-mail newsletter. These procedures, which were also the subject of many faculty concerns at last year’s Faculty Council meetings, are inconsistent with the faculty contract and also represent potential unilateral changes to mandatory subjects of bargaining (issues about which negotiations are legally required). An analysis of the procedures by the LCCEA Executive Council and Grievance Team indicates that the procedures: contravene job security and assignment rights for both part-time and contracted faculty and also reduce the role of faculty in determining the minimum qualifications for their discipline.

The College did not meet requirements under the contract and the PECBA (Public Employees Collective Bargaining Act) to provide notice to the Association before implementing the new procedures even though LCCEA  provided numerous courtesy reminders regarding the College’s notice and labor relations obligations prior to implementation of new policies. LCCEA will address faculty concerns through all means with support from OEA-appointed legal counsel.

Resources for Faculty and Upcoming Events

Professional Development

A reminder that LCCEA members are invited to attend free professional learning events sponsored by OEA at any time. Upcoming opportunities include a Fall Conference beginning October 16, a workshop on student debt relief October 21, and an introduction to trauma-informed practices November 18.

Peer Mediation and Facilitation

Both LCCEA and OEA provide free, confidential peer mediation, facilitation, and consultation services to faculty. Faculty members may contact LCCEA Peer Facilitators, Counseling faculty members Jessica Alvarado or Anthony Hampton, for confidential assistance. In addition, faculty may seek peer mediation through OEA’s statewide mediation network.

All Faculty Survey

Please watch for a comprehensive all faculty survey later this term. The survey will be longer than many recent LCCEA surveys and will include questions that seek broad information on faculty working conditions at Lane, faculty interests, and recommendations set forth by the LCCEA Committee on Racial Equity and Social Justice for recruitment and retention of BIPOC faculty and for a more just campus.

Best wishes for a wonderful week 2 and ‘hope to see you at one of the presidential forums this week!

My best,

Adrienne

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