Database name
Database login
Database password

Database lccea_pm

Table pm_categories

idcategoryweblog
1Bargainingweblog
2Presidentweblog
3Grievanceweblog
4Workload Advisory Committeeweblog
5Building & Environmental Health Committeeweblog
6Faculty Professional Developmentweblog
7Electionsweblog
8Announcementsweblog
9Labor Relationsweblog
10ESSNweblog
11Introductionweblog
12SLIweblog

Table pm_comments

comment_idpost_idmember_idt_stampbodyweblogpreview

Table pm_events

idlink_idrepeatt_stampyearmonthdayshow_timetitledescription

Table pm_hit_counter

idtitlehit_counthit_start
1hitcounter101981

Table pm_ipaddresses

ipaddressmember_id
10.24.1.652
10.9.128.2193
10.9.128.2094
10.9.131.871
64.28.62.608
67.42.49.833
216.239.173.1338
10.24.1.84
10.9.129.1367
24.20.206.1291
64.28.50.528
64.28.62.1858

Table pm_ipbanning

ipaddressusername

Table pm_mailinglist

idemail
1escobarj@lanecc.edu
2saltj@lanecc.edu
3taylors@lanecc.edu
4mcdonaldm@lanecc.edu
5brodericks@lanecc.edu
6sullivank@laneccc.edu
7rossj@lanecc.edu
8syrettc@lanecc.edu
9lccea@lanecc.edu
10thompsone@lanecc.edu
11menior@figo.it
12abus@jiol.it
13acel@mh.jp
14akoop@beef.com
15amil@zigd.dk
16asid@asir.fr
17amion@jio.com
18amir@hul.jp
19kgd8i9t@mail.ru
20cpc4zib@mail.com
21ahlq8be@mail.com

Table pm_mbr_notify

idpost_idmember_id

Table pm_members

idmember_idusernamepasswordsignatureemaillocationurloccupationinterestsbiobday_daybday_monthbday_yearicqaol_imyahoo_immsn_imshow_emailget_emailjoindatenumentriesnumcommentslastpoststatusipaddressdeft_weblog
11720177220407823fca4848saltj9e02bb0c69606a54f2c7076b379df750Jim Saltsaltj@lanecc.eduyesyes10816153564010957366001110.24.1.68weblog
21567476917407878075500fescobarj4b0b77a70b3096bb9359891d2cb1dc1eJoe Escobarescobarj@lanecc.eduyesyes10816368711010848517231210.24.1.65weblog
31649800793407a0e676ca06taylors175c7196d125245938b8e16c558cc88dStan Taylortaylors@lanecc.eduyesyes1081740903301095728138710.24.1.64weblog
41017353101407a0e9bf295cmcdonaldmd370188be9a6d2f89153313ddfc5551aMichael McDonaldmcdonaldm@lanecc.eduLCCEA Grievance Chair/Treasureryesyes1081740955601095701425710.9.128.209weblog
5331034165407a0ec7f365abrodericksfb1cb9479466e65801fe19cf6771fdadSheila Broderickbrodericks@lanecc.eduyesyes1081740999301095729062710.24.1.64weblog
61475937243407a0eeb7c352sullivank29ddc288099264c17b07baf44d3f0adcKate Sullivansullivank@laneccc.eduyesyes1081741035101084839607710.24.1.64weblog
7359862392407a0f10c57ebrossj35f4cd5e6f9c0abf03e9ddd85aa10fb4Jerry Rossrossj@lanecc.eduhttp://users.rio.com/ross/instructorpainting, Italy, Italian, social verismo11051944yesyes1081741072301095714183710.5.130.246weblog
847241046940849732ad54bsyrettcb48fb6576bc5838fdbc29041a4f52b29Claire Syrettsyrettc@lanecc.eduyesyes1082431282501100635152710.9.131.87weblog
11183481849340a987ef39e42thompsone29f8ccda86316d1a3bf9c6681c7fed2aEileen Thompsonthompsone@lanecc.eduyesyes1084852207101084839526710.9.131.87weblog
10136664568040a9831419fb2Newsb3f952d5d9adea6f63bee9d4c6fceeaaNewsletter Committeelccea@lanecc.eduyesyes1084850964101084841719710.9.131.87weblog
1812060131514191eeab75341iahizbyctsa2fa9f73ba048733e42d3b5c815bbbe9xurhufazrzueukm31@mail.runono1100082859000366.199.238.21
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165199614984187622f44fddjwjyjz446cd157e7087dab9b4fb0386153f215Greyovvwasd@mail.ruhttp://www.yandex.ru1099391535000364.237.57.150
176174251714190b407de9b6ibcegid3134a055ff778f23dc6ab858b9523f8khadbzueukm29@mail.runono1100002311000366.199.238.21
1913581501041936bab96c59zieptcyenme8ef4d5d78242ed4425e2afc8d84eaf2xmwwmzjighueukm28@mail.runono1100180395000366.199.238.21
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211231554932419b0d288912bprvvwfesga322e2ee0f090b76ebfbd42c253d40048exgurjgpeuueukm16@mail.runono1100680488000366.199.238.21
221994903210419b0d28893adkojnqubvngfecaab8625e604b07c7cf4e7eb5a6e80ifphwsnmgoueukm17@mail.runono1100680488000366.199.238.21
2367904570419b0d28949d5nhdejhkjioc7efdace217d492734e05bbbdca26f5apboeelmggvueukm15@mail.runono1100680488000366.199.238.21
2432873942419b0e19d995ehrjxirthbke8efe34ba7a5289072d2b510ec2a5f51fvorobfmutueukm19@mail.runono1100680729000366.199.238.21
25185042409419b0e19e3684tszukfrxmt826606021585ac59cf0067c98dd28241vljgfwtuwnueukm18@mail.runono1100680729000366.199.238.21
26510899996419b64744284bozpmctlpoj133cc8e2d1ef625379de90c5bd6794a2dgnykkamzpueukm21@mail.runono1100702836000366.199.238.21
272050770488419b647443528fwcexipios5b003525952068ca7d052f9761521a3ernumqfazgoueukm22@mail.runono1100702836000366.199.238.21
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291250450160419b64f1f25c5runrxwgchm6410044bfeadd78aae8a0b3c71f8ba3atbxqfaizfgueukm23@mail.runono1100702961000366.199.238.21
301086700711419b650ea389cbgfsuchseb758a556be7a95bc3bee9eca07021efc5dndrptwpbvueukm24@mail.runono1100702990000366.199.238.21
31622723688419b65e0461d2rbcnowjkqh0a9246432ae6ec86806e1a61fba8fbc7cfihhtvpwdueukm25@mail.runono1100703200000366.199.238.21
32600529369419b6657223d7ajdqwgcyjd033dda2348c246f721d8a77400387ab5cpoceksvgkueukm27@mail.runono1100703319000366.199.238.21
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34549812399419b76997eefapvmafbgzvu57966d083f39c8b7bf8cdf534ffd535aazfvyysroqueukm34@mail.runono1100707481000366.199.238.21
35677109666419b769ad4c1cwasafyeyla88f9dd0e9c47b891cb3aaa01dcef3f7ciqyvyvqcdvueukm33@mail.runono1100707482000366.199.238.21
36281358774419b76b6a7195acdeevvbnf380eec56de7137e1c2404290c02372dcpjndmmllxlueukm35@mail.runono1100707510000366.199.238.21
371258992478419b76c41f952yqusjbpmtfee4a2870fd7e839bc3aafe270c53b270ajfersrjrmueukm36@mail.runono1100707524000366.199.238.21
38235314247419b76d114e1crflwgstfytd007cef6d59aec518ec3fd161ccbd6a4gzvvbwipjmueukm37@mail.runono1100707537000366.199.238.21
391321778425419b77076ab94pwcrebeaqb6efaaf01e05892b8dd46ce3d4a14c3cdepmdmguxbiueukm38@mail.runono1100707591000366.199.238.21
40205616544441a1cecbc89a7netatbiz912ec803b2ce49e4a541068d495ab570" Netatbiz "office@netatbiz.comwww.netatbiz.comnono11011232750003212.122.76.90
4167685453141a8a95915e70ywxuxtwggm7550ba8a3f96802ed3e6266fa215a1efwmqbqqhxmhueukm32@mail.runono1101572441000366.199.238.21
42209379400441adbd7a547e5pczllvnfvnc98aa726b4c39ebcebe5dd699ac66b26ogsfrfzwoiueukm26@mail.runono1101905274000366.199.238.21
43137824696141b0a4a7ee4e3mmzrpvgjou0ae1f6c2f4e39c59b175e5380c81d1d4hoaghybwcsueukm13@mail.runono1102095527000366.199.238.21
44201939814441b0a4a84ce08tvyylmlvao26f0ab92606728b6736c53f642dcaf43nxzocctunzueukm11@mail.runono1102095528000366.199.238.21
4550367368941b0a4a884327ngqqooymut7d26c79323930cea1e5ca3216e9916dapzbpifnjsnueukm14@mail.runono1102095528000366.199.238.21
46153668368941b0a4a8f08aexdzjnjkqnq19fc02517af376e5ee1271bebadb3c81wgedtgjitmueukm12@mail.runono1102095528000366.199.238.21
4744153349441b0a4a902783xnjixzafwjf574de50122af3f199fe641435cc0f88mgghrdcphqueukm02@mail.runono1102095529000366.199.238.21
48143385618441b0a4a90cb24wwsifcdfig183f36b4771c647c48f34c00db42fe48lddungtptaueukm06@mail.runono1102095529000366.199.238.21
4985386665841b130774c457meniuo70b0a4b00457253adf8d0f4b23b2e8a8meniuomenior@figo.ithttp://xadult.webpark.plyesyes11021313190003127.0.0.1
50123720931841b137b4ba362abus70b0a4b00457253adf8d0f4b23b2e8a8abusabus@jiol.ithttp://xanal.webpark.plyesyes11021331720003203.59.134.106
51205289998541b18603a1b40aapokl70b0a4b00457253adf8d0f4b23b2e8a8aapoklacel@mh.jphttp://www.scatporn.infoyesyes1102153219000381.115.170.2
52823913841b1862c0c3d8akopp70b0a4b00457253adf8d0f4b23b2e8a8akoppakoop@beef.comhttp://www.xxx-stories.netyesyes1102153260000380.24.119.73
53185590491541b186505e335amil70b0a4b00457253adf8d0f4b23b2e8a8amilamil@zigd.dkhttp://www.zoo-zone.comyesyes1102153296000381.115.170.2
54164750573141b1e47bf1b49asid70b0a4b00457253adf8d0f4b23b2e8a8asidasid@asir.frhttp://www.playgay.bizyesyes11021774030003200.212.114.3
5534190628441b1e4b69dc2famion70b0a4b00457253adf8d0f4b23b2e8a8amionamion@jio.comhttp://www.incest-reality.comyesyes11021774620003127.0.0.1
56172637737441b1ee1246965Ann1980e5d76e1789a332b31cbf774b9305c8e3Ann1980annmaretsky@glass-eggs.comhttp://www.glass-eggs.com/nono1102179858000364.237.41.92
5755447995341b25d1f576c9amiri70b0a4b00457253adf8d0f4b23b2e8a8amiriamir@hul.jphttp://b-d-s-m.orgyesyes1102208287000361.19.243.12
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7141565119841c85e76495efqfxilxcyfj3dc9bd06601bf6044568ccaa9f34bef2xhyxcmxyfhueukm80@mail.runono1103650422000366.199.238.21
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80180590470341e65ddbbc2cbalropghfatcb58309a6f0fc2b9eb45410e8a41f88dmpkvvqfxgcueukm100@mail.runono1105616347000366.199.238.21
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1023022763254250721914bf2aaabr2b30c7636ed58180b4c1a601d8d1f3a8aaabr\@bk.ruhttp://www.winston-cigarettes.orgnono1112568345000367.18.98.36
103304446784250721ba60a3avtomius2b30c7636ed58180b4c1a601d8d1f3a8avtomius\@mail.ruhttp://www.discount-cigarettes-online.infonono1112568347000367.18.98.36
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10524105206642507220b2dc6azzazel2b30c7636ed58180b4c1a601d8d1f3a8azzazel\@bk.ruhttp://www.cheap-camel-cigarettes.netnono1112568352000367.18.98.36
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11019034231554250722d2844f412389f2eb134d3f900adb46453171474fd94123\@bk.ruhttp://www.immortia.comnono1112568365000367.18.98.36
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8310823957222000000000Bargaining Update In December we successfully settled the Economic Agreement for July 1, 2003-June 30, 2005. In January membership strongly ratified the agreement, with over 98% of those who cast votes affirming the contract. You have already seen benefits from this agreement in the form of increases to the salary schedules, step increases, retroactive pay in both categories, and increased employer contributions to the Flexible Spending Section 125 Medical plan. We are currently working on several important issues described in detail below. These include: 1) completion of the Faculty Compensation Study for both contracted and part-time faculty, 2) the 3 to 4 credit conversion process, 3) the Flight Tech Demand to Bargain, and 4) a general bargaining survey to prepare for the next round of bargaining. Faculty Compensation Survey: Contracted and Part-time Currently we are working to complete the faculty compensation study provided for in § 2.3. This study builds on and extends the faculty compensation study already developed. In addition to utilizing more data points, it identifies the peer colleges that can be used for comparative purpose. In Oregon these include Portland Community College, Mount Hood Community College, Clackamas Community College, and Chemeketa Community College. Community Colleges from outside the state identified as peer colleges include Clark College (Vancouver, Washington), Delta Community College (University Center, Michigan), Kirkwood Community College (Cedar Rapids, Iowa), and Truckee Meadows (Reno, Nevada). A data survey developed jointly between the LCCEA and the College has been sent to these peer colleges. The deadline for response is April 23, 2004. Joint meetings to synthesize the data collected are scheduled for the week of April 26, 2004. The contract calls for the study to be completed by April 30, 2004. The results of the study will then be considered at a LCC Board of Education workshop in May. If the study verifies the discrepancy in comparative compensation between LCC and the peer colleges that the earlier study indicated, or if the study is not completed by the deadline, then pursuant to § 2.2 of the Economic Agreement, 2% will be added to the contracted faculty top step for Levels 1, 2, and 3 to create step 11.5 effective July 1, 2004. Regarding the part-time portion of the faculty compensation study, we are working on the collection of quality of life data that includes factors like the percentage of Lane part-time faculty who qualify for food stamps, the percentage who do not make a living wage, and how many can purchase insurance for themselves and their families. Part-time faculty should expect communications and requests for information on this topic this week. A real picture of the lives of our part-time faculty is crucial for future bargaining. 3 to 4 Credit Conversion Process Also currently on the table are workload issues related to the 3 to 4 credit conversion process. This year the Strategic Learning Community made the voluntary 3 to 4 credit conversion process one of their key projects. SLI's work proceeded to the point that workload issues surrounding the conversion from 3 to 4 credits were brought to the LCCEA for bargaining. To facilitate this process the LCCEA and the College, through the Faculty Workload Advisory Committee have prioritized the faculty workload survey called for in the Workload Advisory MOA. It is extremely important that all faculty, both contracted and part-time, complete the workload survey so we can get a comprehensive picture of faculty workload. Flight Tech Demand to Bargain We have given the College a Demand to Bargain for Flight Tech. In a nutshell, the College unilaterally changed its policy regarding the amount of paid time that can be claimed for Oral Exams administered to students in the Flight Technology Part 141 program. Since faculty members were previously paid for the actual amount of time it took to administer the exams, this change of policy constitutes a material change in working conditions. The policy change means Flight Tech faculty members are being required to do the work, but being paid for a fraction of the time it takes to accomplish the task. General Bargaining Survey to Set Future Bargaining Priorities We have begun preliminary work on a general bargaining survey to prepare for the next round of bargaining. Faculty will be surveyed this term. Our current main six-year contract expires on June 30, 2005. This means that the next round of bargaining will be very important since the entire contract will be subject to renegotiation. Our intent is to get ahead of the curve by starting bargaining on the new contract when we return from summer break in the fall of 2004. The survey will help the bargaining team to establish the priorities for bargaining. Faculty Solidarity is the Foundation of Our Effectiveness Finally, we want to thank the faculty for the support the bargaining team received as we bargained the Economic Agreement. It was hard work. At times things were touch and go. However, your support and solidarity did not waiver and this is what made the outcome possible. When we stand together we can accomplish great things. open04200419weblog100001766840011
9410824003662000000000Grievance Committee Report, submitted by Michael McDonald, Chair Overview: Grievances have been brought over violations of the following areas of the current contract: 1. Reduction in Force (Article 10) --Two grievances currently being heard by an outside arbitrator 2. Part-time Seniority (Article 34.5.1) --Grievance resolved when department chair agreed, in writing, to observe contractual obligations 3. Complaint procedures (Article 25.8) --Informal grievance, resolution pending (as stipulated in the contract, faculty must recieve, in writing, any complaint that the College deems to have merit, and within contractually-stipulated timelines) 1. LCCEA currently has two grievances being heard by an outside arbitrator. Both grievances stem from, and are associated with violations we allege of current contract language on Reduction in Force (Article 10). Specific allegations include: Failure to protect full-time positions (Article 10.10.2) Dividing a contracted position among part-time faculty (Article 10.7.1; 10.7.3) Failure to offer a laid-off faculty member all work to which she was entitled (Article 10.20) We believe that these are important grievances, since Reduction in Force language is intended to ensure, and needed to ensure, that contracted positions are eliminated for clear, specific, and contractually justifiable reasons, and must therefore be protected and defended to our utmost ability. 2. In Fall 2003, we initiated a grievance over violations of the Part-time Seniority language (Article 34.5.1) in the current contract. This grievance was resolved when the chair of the department where these violations were occurring stated, in writing, his intention to observe his contractual obligations, in this regard. Since that time, no further violations of this article have been observed in the affected department. 3. LCCEA is currently pursuing an informal grievance, on behalf of all members (i.e., an "Association grievance"), over violations of contract language specifying the manner through which all complaints deemed to have merit, by the College, are to be reduced to writing and forwarded to faculty members who are subject to such complaints (Article 25.8). Specifically, the Association has become aware of at least two instances where faculty members were not forwarded written complaints, even as College officials moved to act on the complaints in question. I believe that we are close to resolving this grievance, and expect to submit a fuller report on this grievance and its outcome next month. 4. The Grievance Committee welcomes Claire Syrett as a new member, joining Sheila Broderick, Jim O'Brien, and Michael McDonald.open04200419weblog300001676330011
10410824012192000000000Nominations Committee ReportThe Nominations Committee (Jose Chaves, Michael McDonald, Ken Zimmerman) hereby solicits nominations for the following LCCEA positions: President Vice President for Off-campus Faculty Secretary Before nominating someone, please make sure that she or he is willing to run for, and serve in, the office in question. Please send your nomination(s) to any member of the committee. Self-nominations will be fine too.open04200419weblog7000016600011
11710824084912000000000Faculty Professional Development Report, submitted by Jerry Ross, Chair [b]Faculty Professional Development News[/b] The Spring Conference will feature as keynote speaker, Dr. Allan Johnson, author of Power, Privilege, and Difference. A Tentative Schedule is available on the FPD web site: [url=http://teach.lanecc.edu/rossj/fpd/spconf]http://teach.lanecc.edu/rossj/fpd/spconf[/url] Click "More..." for information on: [b]Short Term Leave Funds for Spring Term Fulbright Program Applications Other Professional Development Opportunities[/b] [b]Short Term Leave Funds for Spring Term[/b] Although LCCEA and the College have negotiated an amount for the faculty professional development budget based on overall faculty salaries, to date the exact amount available has not been determined. Consequently, the Short Term Leave Committee cannot meet to approve new applications (until we know that funds more funds exist and exactly how much). [b]Fulbright Program Applications[/b] The Fulbright Scholar Program's annual competition is due every March 1 for lecturing, research and lecturing/research grants in over 140 countries. Each year 800 American scholars go abroad as part of the Fulbright Scholar Program. For more information: [url=http://teach.lanecc.edu/~rossj/fpd/fulbright]http://teach.lanecc.edu/~rossj/fpd/fulbright[/url] [url=http://teach.lanecc.edu/~rossj/fpd/fulbright]http://teach.lanecc.edu/~rossj/fpd/fulbright[/url] [b]Other Professional Development Opportunities[/b] Georgeanne Cooper, Director of the Teaching Effectiveness Program, Academic Services Department of the University of Oregon has announced a professional development program for new teachers. LCC faculty are welcome to participate. See the following: [url=http://teach.lanecc.edu/rossj/fpd/UOTeach.htm]http://teach.lanecc.edu/rossj/fpd/UOTeach.htm[/url] [url=http://teach.lanecc.edu/rossj/fpd/UOTeach.htm]http://teach.lanecc.edu/rossj/fpd/UOTeach.htm[/url]open04200419weblog600001646150011
12110824169402000000000President's Report - Jim Salt It is a pleasure to provide a president's report in this first edition of our new online newsletter. There are a number of important issues addressed in this month's report; see the following outline. Click on "More..." to see the report on these issues. [b]College Governance Taskforce Proposal OEA RA Report LCCEA Organizing Collective Bargaining Training with Managers Online Student Evaluations College's Proposed 'Children in the Workplace Policy' Faculty Evaluation Handbook Faculty Workload Survey Candidate Endorsements Labor Management Committee Hiring Practices Training Subcommittee Report Faculty Professional Development Committee – Coordinator Vice President for Instruction and Student Services Search[/b] [b]College Governance Taskforce Proposal[/b] The College Taskforce met several times after gathering feedback from the college on its preliminary proposal. As expected, we have resolved satisfactorily key problems with the preliminary proposal; other issues remain under discussion. We are also meeting with the College to bargain a Memorandum of Agreement (MOA) addressing key concerns of the administration and the Association, as well as providing reassignment time for participants in the governance system. The Board of Education has approved, in general terms, adoption of the taskforce’s recommendations, pending approval of an MOA between the College and the Association addressing these key concerns. A full report on the status of these talks, the College Governance system, and next steps in the process will be issued this week. [b]OEA RA Report[/b] The Oregon Education Association held its annual Representative Assembly in Portland this past weekend. We sent seven representatives to the Assembly. Perhaps the most important decision made at the Assembly was a decision to form a joint Unity Committee with the American Federation of Teachers – Oregon (AFT-O) to develop a merger framework. LCCEA delegates, along with other Oregon community college delegates, strongly supported the proposal, and were instrumental in its passage. The merger framework developed by the joint committee will be presented to delegates at next year’s Representative Assembly. We will report on the progress of the joint committee as it works this year to develop a proposed framework for merger, and will discuss the implications for our local and other education employees in Oregon. A second issue led by the Community College delegates was to restructure OEA dues for part-time faculty members. Previously faculty members working less than full-time had to pay one–half the full-time rate if they worked 50-99%, one-fourth if they worked 26-49%, and one-eighth if they worked 25% or less. The new rule will have part-time faculty members paying one-fourth OEA dues if they work greater than 33% and one-eighth if they work 33% or less. Part-time faculty members will save up to $100 a year in dues as a result of this change. Given the low rates of pay that part time community college faculty members receive, we had little trouble getting roughly 700 delegates from across Oregon to unanimously agree to reduce part time community college faculty member’s dues! [b]LCCEA Organizing [/b] In order to better organize our work and strengthen our organization, the LCCEA Board voted to create the position of Organizer. Claire Syrett, Flight Instructor and Department Representative, as well as a member of the LCCEA Bargaining Team, was hired to serve as LCCEA Organizer. Claire is working on a number of projects, including working with Department Representatives, supporting the Faculty Workload survey, developing better means of communicating with LCCEA members, and organizing the LCCEA office. Please welcome Claire and support her vital work! [b]Collective Bargaining Training with Managers [/b] The College and the Association have agreed to organize a training for college administrators, managers, and LCCEA representatives on collective bargaining law and how to work in accordance with these laws and with one another. A need for such trainings became apparent from several incidents in recent years where a lack of understanding or appreciation of labor law led to possible violations on campus. Rather than pursue these in court, we proposed and the college agreed to first raise consciousness about relevant labor laws, and then to hold everyone to a high standard on following them. We are currently working with Kevin Boyle (of Boyle and Associates), a labor consultant with experience and expertise in collective bargaining law and trainings, to design a training that will best meet our needs and help prevent future violations and conflicts. [b]Online Student Evaluations[/b] The joint taskforce consisting of representatives of the Faculty Council, the Faculty Association, and the College, met last week to review the response rate and associated data for the Winter 2004 student course evaluations. The student response rate for courses evaluated online nearly tripled from the Fall 2003 term, going from 11% to nearly 30% of registered students. However, the latter figure is just half the response rate of courses evaluated using Scantron forms (approximately 60%) and remains unacceptably low. Given both the great improvement but also the continuing low response rate, the taskforce agreed to continue to work on improving the processes and increasing the response rate for Spring 2004, while continuing to treat online evaluations as an experiment. The final determination of which method or methods will be used in the future will be made based on the results and will protect the integrity of the evaluations and their use in evaluating faculty members. [b]College's Proposed 'Children in the Workplace Policy'[/b] As reported previously, I received a great number of responses to the College's Proposed 'Children in the Workplace Policy', most of them concerned about its overly restrictive policies. Approximately a week ago, several faculty members and I met with Dennis Carr, HR Executive Director, to discuss our concerns. I believe the meeting was very effective in communicating such concerns and pressing for more reasonable and effective ways to meet the needs of the college and its employees. Dennis Carr communicated his receptiveness to our concerns and recommendations and promised to take them to the Executive Team and to advocate for a better policy. I have also communicated our concerns to the Board of Education, and spoken privately with its chair, Mike Rose. I strongly encourage faculty members concerned about the proposal to communicate your concerns and recommendations directly to President Mary Spilde (spildem@lanecc.edu), HR Director Dennis Carr (carrd@lanecc.edu), and Board Chair Mike Rose (rosem@lanecc.edu) (please cc me [email]saltj@lanecc.edu[/email]). You may also wish to communicate with your department chairs and colleagues in your departments about this proposal. [b]Faculty Evaluation Handbook[/b] The Faculty Evaluation Handbook, to be used by faculty members and their evaluation committees in developmental evaluations, has been completed. This project was begin over seven years ago, and has involved numerous people over the years. Final acceptance of the handbook by the College and the Association hung up in 2002 over two matters, which were satisfactorily resolved earlier this month. One issue entailed who was responsible for the current and future editions of the handbook; consistent with Article 13.10 of the Main Agreement, it was resolved that the College and the Association are responsible for the handbook and for regularly reviewing and improving it. The second issue was over College proposed language on evaluating faculty member’s interactions with other members of the college. We were concerned about the tone of the proposed language and also over how it might be used. Instead, we agreed with the College on adding the following language, which we believe will be more useful to faculty members and more consistent with academic principles that should govern faculty evaluations: "Discuss and evaluate your efforts to create and contribute to a respectful working and learning environment." While the Faculty Evaluation Handbook likely needs revisions and can benefit from lessons learned in using it, we are pleased to see a formal agreement on the handbook that will allow it to be used in faculty evaluations, and are deeply appreciative of the contributions of all those who worked on it. [b]Faculty Workload Survey[/b] As reported upon separately in this newsletter, the Faculty Workload Advisory Committee is hard at work on several applications for workload adjustments, and on organizing the annual workload survey. I strongly urge you to respond to this survey. We need this data to develop more reasonably and equitable workloads for all faculty members. [b]Candidate Endorsements [/b] The LCCEA Board and OEA-PIE members have endorsed Paul Holvey for State Representative for House District 8. Representative Holvey was recently appointed to the seat to take the place of Floyd Prozanski, who left to take a seat in the State Senate. We believe Holvey will be a strong voice for community colleges and for labor. Representative Holvey recently ran for the Lane Community College board and previously served on the Lane Community College Citizen Advisory Committee. He also served as Vice-President of the Lane County Labor Council, and currently serves on the Oregon-SW Washington Carpenters Joint Apprenticeship and Training Committee, the Economic and Workforce Development Committee of the Lane County Labor Council, the Siuslaw National Forest Resource Advisory Committee, and as a Board Member of the Lane Business Education Compact. You can find out more about Representative Holvey by going to the official House of Representatives website at: [url=http://www.leg.state.or.us/holvey/home.htm]http://www.leg.state.or.us/holvey/home.htm[/url] You can see a full list of OEA endorsements for races across the state at: [url=http://www.oregoned.org/legislation_and_politics/election_2004.htm]http://www.oregoned.org/legislation_and_politics/election_2004.htm[/url] [b]Labor Management Committee[/b] The Labor Management Committee (see Article 3.3 of the Main Contract) meets monthly to discuss and problem solve issues and concerns of the College and the Association. Membership of the committee currently includes: Dennis Carr, Human Resources Executive Director Michael McDonald, LCCEA Grievance Committee Chair Tamara Pinkas, LCCEA Vice President for Technical Professional Faculty Jim Salt, LCCEA President Mary Spilde, College President Stan Taylor, LCCEA Bargaining Committee Chair (Cheryl Roberts also served on the committee until her departure; her position on the committee has not yet been filled) The committee has worked and/or is working on a wide variety of issues this year, including: Additional Days Administering in a Collective Bargaining Environment Training Association Release Time Campus weather closures CCIL Children in the Workplace – College’s Proposed policy Economic Reopener Bargaining Faculty Evaluation Handbook Faculty Workload Advisory Committee Work FASPs Grievance Processing Health Clinic Survey Hiring Policy, Procedures, and Training Committee PERS Break-in-Service language Processing Complaints against Faculty Members Special Faculty Appointments and Compensation Substantially Full-time Faculty Supporting Contractually-initiated Joint Committees Transportation and Technology fees Vacant Positions Work Roles and Relationships - Suspension of Agreement Future editions of this newsletter will include reports on current LMC work. [b]Hiring Practices Training Subcommittee Report[/b] The Hiring Practices Training Subcommittee has been meeting to review and revise college hiring practices and the associated training. We are working to develop hiring policies and practices that provide for high quality, fair, and less rigid selection procedures, as well as effective and useful trainings for hiring committee members. The committee aims to produce a proposal with new hiring policies and procedures and trainings by the end of this term. If you have questions or advice, please contact Mason Davis or me. [b]Faculty Professional Development Committee – Coordinator[/b] As directed by the contract (Article 23.5), I have asked the Faculty Professional Development Committee to advertise in-house for a faculty professional development coordinator. Such appointments are for two years, and provide for reassignment time from .2 to .5 FTE. The position will run Fall 2004 – Summer 2006. All current contracted faculty members are eligible to apply. Please direct any questions to Jerry Ross, Faculty Professional Development Coordinator (rossj@lanecc.edu). [b]Vice President for Instruction and Student Services Search [/b] The search has begun for a replacement for Cheryl Roberts, who resigned as Vice President for Instruction and Student Services in January. While it was announced that I would be a member of the search committee, I should note that I removed myself from the committee soon after the announcement, as I became more realistic about the impact serving would have on my ability to meet prior commitments. In my place, I have appointed Michael McDonald, who will join Dean Bergen, Mary Brau, and Mark Harris as faculty members on the committee. I hope I join other faculty members in urging the committee to work to select a new Vice President who will work closely with the faculty, and to engage the entire college in the selection process. We hope the selection process and the final selection will reflect how vital this position is for the college and for the faculty. open04200419weblog200001596600011
13810824174072000000000Eugene Springfield Solidarity Network Program Committee Update [b]by Claire Syrett[/b] Last Fall, the LCCEA Executive Board voted to join the ESSN Program Committee and appointed me to be our representative on this body. The purpose of the Program Committee is to develop local campaigns around issues relevant to the various groups represented; these include non-profit community organizations, union workplaces, and church groups. While committee members have provided support and publicity for various local actions, such as the April 22 anti- Wal Mart rally, the main work of the group is the community standards campaign. We are in the process of developing a set of criteria to be applied by local government when doling out public subsides to private businesses. Examples of community standards include: hiring and promotion from the local community, abiding by local and state labor laws, non-interference in union organizing drives, and “take back” provisions for companies that fail to follow through on these commitments. We are still in the process of finalizing these standards. Once we have reconciled our list with those being created by other stakeholders, we plan to bring the campaign to the larger community, specifically targeting the Lane County Commissioners. We believe they will be the most responsive to our efforts allowing us to gain more allies as the campaign progresses. You can look forward to hearing more about this campaign as we get closer to launching it publicly. I have also committed to work with ESSN in establishing a worker’s rights board for the Eugene/Springfield area. This body would provide a public forum for local workers to air grievances, solicit support and resolve worker/employer issues. In its final form it will include a diversity of representatives from the community. I will provide you with more information as this project takes shape. In the meantime you will probably see more email from me concerning various activities and events relevant to worker’s rights and community welfare. In Solidarity, Claire Syrett VP Off-Campus Facultyopen04200419weblog1000001596210011
14110824245962000000000New LCCEA Faculty Newsletter – Welcome! [u]Brought to you by the LCCEA Faculty Newsletter Committee:[/u] Joe Escobar Michael McDonald Jim Salt Claire Syrett Welcome to the first edition of a monthly LCCEA faculty newsletter, to be published the third Monday of the month, September through June. Earlier efforts to develop a faculty newsletter faced competition from other heavy commitments (especially bargaining, grievance, and college governance work) as well as some unanticipated complications, so we’re delighted to now have in place a mechanism for publishing Association reports, updates, news, and other information relevant to LCC faculty members. We hope you find it useful in staying in touch with LCCEA work and issues related to LCC faculty members. We chose this weblog software to use for the newsletter, for a number of reasons. Reports and other items are easily submitted and organized and published on a scheduled format. These are also automatically archived by category. We also get to include our ugly mugs with our reports, so we're literally not just "faceless bureaucrats!" We hope this format will be easy to use, both for writers and readers. Since this is our first time using the software, we suspect there may be some changes as we develop our understanding of its capabilities. For example, as we get more organized, we may wish to begin using the built in calendar to identify important union meetings and other events of relevance to faculty members. We also apologize in advance for any shortcomings in the software's use. We will continue to use the LCCEA website (http://lccea.lanecc.edu/association.php), but now in conjunction with this newsletter. Reports and other ‘less permanent’ information will be published in this newsletter, while the website will be used for more permanent information and links to other resources. Of course, the exact roles of the newsletter and website will likely change over time as we determine their best usage. Finally, for faculty members who prefer a printed newsletter, we’re looking into the possibility of providing hard copies. More on this to come. open04200419weblog800001696080011
15510823876302000000000Faculty Workload Advisory Committee (FWAC) ReportThe Faculty Workload Advisory Committee (FWAC) was created by a Memorandum of Agreement with the College to clarify and define faculty workload benchmarks and to resolve workload issues and concerns(see Article 1.1 of the MOA). It is also the body responsible for collecting the data from the workload survey that was sent out last week to Instructional Managers and Association Division/Department Representatives. Please see the following report on the status of specific faculty workload requests and the annual faculty workload survey.[b]SPECIFIC FACULTY WORKLOAD REQUESTS[/b] Four separate faculty groups, Media Arts, English as a Second Language, Speech, and Nursing, petitioned the Faculty Workload Advisory Committee (FWAC) in 2002-03. Three of the faculty petitions were requests for reductions in workload. FWAC, which consists of three management representatives and three faculty representatives, addressed those petitions by reviewing the data the faculty and their Division chairs provided in support of the petitions. FWAC sent their unanimous recommendations for a reduction in workload for the three faculty groups to the College Administration and the Association for review last June. The College response sent out during Fall term, denied the requests. The Association response supported FWAC’s initial recommendations and urged that a timely final investigation and recommendation be completed by the end of Winter term. That directive has not taken place. The lack of progress on these workload issues can be found primarily in the College’s response and denials of the FWAC recommendations. In each case, they asserted that “comparable program and national data” was lacking and must be supplied before any further investigation would be completed. The College also stated that “general guiding principles” must be in place for FWAC before it can consider any further recommendations on faculty workload. The Association responded that administration representatives on the committee had agreed with the faculty representatives last Spring to proceed with reviewing these applications, and not to wait until a more formal review system could be developed. The three recommendations already agreed to by FWAC should not be delayed until the guiding principles are drawn up and put into practice, nor should they be made subject, after the fact, to those guiding principles. Nonetheless, management is pressing for those guiding principles to be agreed to by FWAC, and to use them to review the petitions from English as a Second Language, Speech, and Nursing. The faculty representatives on FWAC are continuing to press forward for final review and recommendations. And, the Association will continue to press for a rapid and satisfactory response to faculty members suffering under excessive workloads. [b]BENCHMARKS AND WORKLOAD SURVEY[/b] In order to continue to work toward a fair and equitable workload for faculty, FWAC is attempting to develop and define workload benchmarks that can be used to examine future faculty petitions and concerns. To get to that point, however, the committee needs the help of faculty in filling out the faculty workload survey form that has been sent out to all Divisions. Please work with your Association Representative and Division Chair in ensuring that the survey has accurate information about your specific workload and any concerns and issues that you as an individual would like to have brought to the attention of FWAC. open04200419weblog400001516380011
16410848402102000000000Grievance Committee Report Last month, I reported that LCCEA was pursuing an informal grievance, on behalf of all members (i.e., an "Association grievance"), over violations of contract language regarding the manner whereby all complaints that are deemed to have merit, by the College, must be reduced to writing and forwarded to faculty members who are subject to such complaints (Article 25.8). Specifically, the Association had become aware of at least two instances where faculty members were not forwarded written complaints, in timely fashion, even as College officials moved to act on the complaints in question. This grievance has been resolved at the informal stage. A College representative sent a statement of apology to one faculty member who had not been informed, in timely fashion, of the filing of a formal complaint against her. In addition, we received a written statement from the Director of Human Resources acknowledging the importance of observing contract language in insuring faculty rights to due process. Given these written statements, the Association will be in a very strong position to proceed with a formal grievance, in the event of further violations of Article 25.8.open05200417weblog3000018000011
17410848414242000000000Nominations Committee ReportThe LCCEA Nominations Committee received the following nominations for currently open positions: [b]President: Jim Salt Secretary: David Shellabarger Vice President for Off-campus Faculty: Claire Syrett[/b] No further nominations were received from the floor, during the All-faculty meeting on May 6, and nominations were declared closed. Joe Escobar will serve as Election Supervisory Committee Chair. Elections for officers and votes on the 2004-2005 LCCEA Budget will be held next week, May 24 - 28. Election information will be provided by the Election Supervisory Committee. Submitted by Michael McDonald, Chair, on behalf of Jose Chaves and Ken Zimmerman.open05200417weblog7000017400011
18810848393262000000000ESSN Program Committee Update This week the ESSN Program Committee finalized draft language for the Community Standards Campaign. This campaign, to be launched in the next month or so, is focused on creating viable community standards for the granting of public subsides to private corporations in Lane County. The Program Committee, which represents unions, religious groups and local non-profits, worked on these standards in cooperation with other community and labor committees in Eugene and Springfield. While the draft language contains many specific requirements for public grants, highlights include; provisions for the return of grants if company fails to follow through on commitments, hiring, retention and promotion of local residents, wage guarantees, use of local vendors first, and promotion of sustainable development. The next step for this campaign is to make presentations of these standards to groups around the county with the eventual goal of seeking their adoption by the Lane County Commissioners. If you would like more details on the standards please feel free to contact ESSN: [url=mailto:essn@efn.org]essn@efn.org[/url], [url=http://www.solidaritynetwork.org]www.solidaritynetwork.org[/url], or me [url=mailto:syrettc@lanecc.edu]Claire Syrett[/url]. ESSN has taken on the challenge of creating a Worker’s Rights Board for Eugene/Springfield. Similar boards exist in Portland and a number of other cities around the country. The idea of the board is to provide a visible public forum for local workers to air concerns, raise awareness of issues that affect the public, and to put public pressure on employers to change anti-worker practices. These boards have been created in the wake of the history of pro-business National Labor Relation Boards which have not served workers well or fairly. The first Worker’s Rights Board hearing will focus on working conditions at our local hospitals and the effect on patient care. It is tentatively scheduled for June 29th. Our first step is to recruit members to serve on the board. Typically the board would include local office holders, school board members, journalists, educators, business owners and individuals with a background in the issue before the board. Board members would be responsible for participating in the pubic hearing and following through on any recommended action. If you have suggestion of possible board members please let me know. ESSN is still in the forefront of opposing Wal Mart’s expansion to a gigantic super center on w 11th. Hard work by Hope Marston has revealed a number of environmental concerns over the proposed expansion which will involve the paving over of wetlands and directly impact Willow Creek. She plans to take this information to the city planner, as well as to local environmental groups. Just yesterday it was announced on the news that Wal Mart has agreed to pay a huge fine after being found guilty of violating the Clean Water Act in 9 states at 20 different construction sites. Most of these violations invovled run-off from these contruction sites into nearby streams and creeks. The Eugene City Council has the “big-box” issue on their agenda for future meetings so keep your eyes and ears open for more on this. open05200417weblog1000001695710011
191010848417192000000000Second Edition of the LCCEA Faculty Newsletter! Welcome to the second edition of a monthly LCCEA faculty newsletter, published the third Monday of the month, September through June. May 17th entries can be found at the top of this 'page'; previous editions can be found below. Brought to you by the LCCEA Faculty Newsletter Committee: Joe Escobar Michael McDonald Jim Salt Claire Syrett open05200417weblog11000017600011
20110848408582000000000President's Report Click on "More..." for a report on the following issues: [b][u] New Subjects[/u] Part Time In-service Compensation Long Term Care Insurance Managerial “Upward Evaluations” Graduation Ceremony [u] Previous Subjects[/u] College's Proposed 'Children in the Workplace Policy' New College Governance System Candidate Endorsements Payroll Issues[/b] [u][b]New Subjects[/u] Part Time In-service Compensation[/b] Objections to proposed pay rates for part time faculty members attending the Spring In-service have been made to the College. While questions about whether part time faculty would be paid for all hours attended were resolved affirmatively, the College directed departments to pay part time faculty members $15 per hour for inservice attendance. However, Article 9.3 calls for part time faculty members attending inservice to be paid based on their individual credit hour rate, with resulting pay rates ranging from $21.02 to $37.98 per hour. We are working with the College to resolve this issue rapidly and favorably; should that not occur, the Grievance team will pursue an informal grievance to resolve the issue. We will also ensure that any faculty members already paid at rates below those provided for will receive retroactive corrections. [b]Long Term Care Insurance [/b] The College is arranging to have Long Term Care (LTC) insurance available for purchase by LCC staff through the College, beginning in November. HR and representatives of the faculty, classified, and managers have been meeting this year to review Requests For Proposals from several LTC providers, and to make decisions about the insurance package and how it will be made available to LCC staff and their family members. Details on the plans, including costs and eligibility, will be provided by HR in the coming weeks. All members of the LCCEA Bargaining Unit (i.e., contracted and part time faculty members), as well as their family members, will be eligible to purchase this insurance. [b]Managerial “Upward Evaluations” [/b] An apparent lack of any “upward evaluations” this year of managers led us to ask the College and some representatives of managers about this. We have been told in response that this was simply an "oversight" due to the new managerial evaluation procedures agreed to by managers and the College. Managers and the College are now working on a mechanism for managers to be evaluated by the staff members in their departments in the next few weeks. Faculty members wishing to ensure they have an opportunity to evaluate their managers this year may wish to ask their manager about the status of such evaluations. [b]Graduation Ceremony[/b] As previously reported, the work year was modified this year to replace one fall in-service day with graduation day, which this year is Friday, June 1th. We came to agreement with the College in recommending this calendar change that faculty members would be warmly invited and encouraged to attend graduation; while attendance will not be taken, it is hoped that faculty members will attend and participate in the ceremony. Many faculty members regularly attend the ceremony and greatly enjoy celebrating with our students their educational achievements. We also have agreed with the College that the faculty’s role in the ceremony needs to reflect its role in the college and in the lives of our students. I invite faculty members who would like to help organize our role in the ceremony to contact me as soon as possible. [b][u]Previous Subjects[/b][/u] [b]College's Proposed 'Children in the Workplace Policy'[/b] In response to our concerns about the College's proposed 'Children in the Workplace Policy', President Spilde has agreed to withdraw the proposal and instead develop a much more general and family-friendly policy, along the lines we suggested. Thank you to all faculty members who shared their views on the original proposal, and especially to those who met with Dennis Carr and I to share our concerns. I will, of course, share with the faculty any new proposal coming from the College. [b]New College Governance System[/b] A framework for dividing faculty seats in the College Council and Governance Councils was presented to the the LCCEA Board on May 3rd, the faculty at the All-Faculty meeting May 6th, and to the Faculty Council May 14th. This framework is based on: 1) a need to reflect the understanding clarified in the Governance system that “the Faculty Association represents the faculty on ‘all matters bargainable under Oregon law’ and ‘provides a common voice for LCCEA members in matters pertinent to their general welfare’ … [while] the Faculty Council serves as a faculty forum and referendum holder for all subjects, but particularly academic matters, of the college"; and 2) both the faculty as a whole and the Faculty Council need representation in the governance system. Given this, the framework calls for appointments to be made by the LCCEA and the Faculty Council via their respective selection methods, as follows: [u]LCCEA[/u] College Council - LCCEA President Diversity Council - One Seat Facilities Council - One Seat Finance Council - Two Seats Learning Council – Three Seats (Including LCCEA President or designee) Student Affairs Council - No Seats Technology Council – One Seat * [u]Faculty Council[/u] College Council - One Faculty Council Co-Chair Diversity Council - One Seat Facilities Council - One Seat Finance Council - No Seats Learning Council – Two Seats(Including One Faculty Council Co-Chair) Student Affairs Council – Two Seats Technology Council – One Seat * *One (at least) Webmaster to be appointed by either the LCCEA or the Faculty Council Please contact Stan Taylor, Bob Barber, Mason Davis, or Jim Salt if you have questions or recommendations about these appointments. Negotiations with the College on language and reassignment time for council members are proceeding. The current tentative framework for reassignment time provides for one course reassignment per term for the Faculty Council Co-Chairs, College Council members, and Governance Committee Chairs, and one course reassignment per year for all other governance council members. We are discussing a number of related issues, including ensuring the reassignment time is equitable, determining how reassignment time can be used, and addressing part time faculty member reassignment time issues. We hope to conclude the negotiations shortly. Please contact me if you have questions or recommendations. [b]Candidate Endorsements [/b] If you haven’t voted in the state and local elections yet, please be sure to do so before polls close tomorrow (Tuesday, May 18th). As previously reported here, the LCCEA Board and OEA-PIE members have endorsed Paul Holvey for State Representative for House District 8. Also, the Oregon Supreme Court elections are very important this round, especially since the Court will take up the lawsuit against the PERS legislation passed last year. The OEA’s endorsements can be found at: [url=http://www.oregoned.org/legislation_and_politics/election_2004.htm]http://www.oregoned.org/legislation_and_politics/election_2004.htm[/url] [b]Payroll Issues [/b] All faculty members who received incorrect paychecks last term have been notified by HR, and should have made arrangements by now with HR to make corrections. If you (ever) have questions about whether you were paid correctly, please contact Germaine Mock in HR. She will address your questions and review the correctness of your paychecks. If after doing so, you have concerns or questions remaining, please contact me or Michael McDonald. Jim Salt LCCEA President open05200417weblog200001656300011
21610848396072000000000LCCEA Building and Environmental Health Committee The LCCEA Building and Environmental Health Committee has been working on a health survey, to be distributed Fall of 2004 to all faculty at LCC. The survey will be used to create a database to help us track and understand health problems and concerns related to our work environment. We hope to use the information gathered through the survey to assist the administration in identifying and remediating problems related to indoor air quality and environmental health and improve our working conditions. The BEH Committee will provide more information about the survey during Fall Inservice, 2004. Questions about or interest in assisting with this project can be directed to Kate Sullivan, English, or Judy McKenzie, Academic Learning Skills. Currently, McKenzie is working on the design of the database.open05200417weblog5000018100011
251110848395262000000000The Strategic Learning Initiative: Framing InnovationBy Eileen Thompson, SLI Coordinator “SLI? What is that again? Didn’t we do that at Inservice?” Over the past several years, Fall Inservice is about the only time when the focus of the faculty, for one day, is directly on the Strategic Learning Initiative. It is a designated time when we are asked to think about the “big picture” of what would make learning happen more effective in our classrooms, about the way instruction is delivered and supported, about the systems of our work that effect all Lane employee groups to best serve the adults who come to Lane to learn. But once the conversation happens, (unfortunately with fewer and fewer participating with each passing year because they have, after all, already done it and have lots to get done before classes begin) the SLI seems to disappear back into the woodwork. Actually, that is exactly what happens. The SLI is the woodwork, the underlying structure that supports new ways of thinking about and taking risks with new approaches to what we do as teachers. It provides faculty (contracted and part time) with resources for curriculum development, reassignment time to pursue both research about teaching and/or the opportunity to team teach or link courses with other colleagues, access and training for electronic learning environments that enrich our teaching and, finally, our students’s learning. Of course, good teachers have been doing such things at Lane for many years. We share best practices in the staff lunch room. We shape our syllabi with new ways of understanding our disciplines and the way students learn. The difference is that, with the SLI, the risks we take to innovate are supported with college resources so that we don’t have to exhaust ourselves (or our checkbooks) to try something new. It is a contractually negotiated, college-supported “vehicle” that puts fosters a system to support change by putting time and money at our disposal to learn and be better teachers. But like any good system or infrastructure, it tends to disappear from view and the results of the work it anchors are what is seen. SLI provides support for projects and activities that are easily recognizable as significant college initiatives: Learning Communities, Service Learning, the Reading Together project, the American Indian Languages program, those faculty webmasters, faculty servers and support for web-based teaching environments, the 3 to 4 Credit Conversion project that is facilitating the enormous coordination effort to change course credits from 3 to 4, and the orientation program for new faculty, “Faculty Connections”, to name a few. A quirky characteristic of the development of the SLI is that the individuals reassigned to coordinate the various projects split their time between teaching and their SLI assignments and managed both tasks out of their division offices. With nonrecurring funding for the first years, any resources designated for the SLI from the College’s discretionary budgets went to curriculum development and reassignment costs and publication materials for faculty innovation efforts. There was no money for offices, phones, a copy machine or computers. This made the SLI even harder to see since the people who stepped up to make it happen were spread all over campus. That is changing. Last year, the administration added line items in the College’s recurring budget for innovation efforts. While the budgeted amounts were modest, the organization of the budget to support new and existing innovation efforts was a major step in “mainstreaming” the SLI’s work. Vice President Cheryl Roberts convened the coordinators and representatives from a number of innovative projects to discuss the idea of a center that would create a place and administrative support for systemic innovation efforts. Through many months of discussion, research, and discovery, the vision for the structure known as the Center for Connection and Innovation in Learning (or CCIL) emerged. The vision of what CCIL is and could be is still in the preliminary stages, and a group of faculty representatives, including LCCEA executive team members, and administrators are coordinating how to frame an inclusive college-wide conversation to determine what goals and management structures will shape CCIL. In the interim, the SLI needed a place to “mainstream” successful innovation efforts that cut across traditional department lines. Building 20 (the “Pizza Hut”) became available with the completion of the Bond remodel, and offices for the coordinators of a number of individual projects, both SLI and other cross-disciplinary innovation efforts, are being prepared for occupancy. The innovation budget also allocated funding to hire an administrative specialist to support both CCIL projects and to assume the Faculty Professional Development administrative duties. CCIL marks another significant stage in the maturation of the Strategic Learning Initiative. It continues, after many years, to provide the support for successfully tried innovations to become integrated into the life of the College. Its new address in Building 20 is the place to watch and see what comes out of the woodwork. open05200417weblog1200001765660011
23510848399052000000000Faculty Workload Advisory CommitteeThe Faculty Workload Advisory Committee is now meeting weekly. We expect in the next two weeks to provide final recommendations to the College and Association on workload adjustments for current applications. The College has agreed that any such adjustments will go into effect beginning Fall (2004) term. The committee has also begun to review the workload surveys for use in making reasonable and equitable workloads. open05200417weblog4000018200011
24410848411582000000000Proposed LCCEA Budget 2004-2005 - Submitted by Michael McDonald, LCCEA TreasurerOn behalf of the LCCEA President and Executive Board, I submit the following proposed LCCEA Budget for 2004-2005. We have highlighted the significant changes from last year’s budget, identifying significantly increased items in bold and significantly decreased items by underlining. To balance the books, we are proposing raising LCCEA dues for full time faculty members from 10.32 to $16.00 per month for nine months per year, and part time dues (which are set at half the full time rate) from $5.16 to $8 per month. While this represents a significant percentage increase in LCCEA dues, these are only a small portion of our total dues, which include NEA and OEA dues, and which are changing very little. LCCEA dues need to be increased to balance the budget due to: a) dues have not been raised in many years, despite the inflationary impact on our costs; b) release time was not taken by all LCCEA officers due it; and c) support for two faculty members working on the Building and Environmental Health Committee’s health survey and LCCEA organizing (the sixth and seventh Expense items, below, respectively). LCCEA elections next week will include a vote on the budget as a whole, as well as a separate vote on a proposed budget item to provide monthly financial support for the Eugene Springfield Solidarity Committee’s work. Please see the Board’s recommendation on this item, following the budget. The LCCEA Board recommends your support for both the overall budget and the ESSN contribution. [b][u]LCCEA Proposed Budget 2004-2005[/u] Income[/b] Contracted Faculty Dues - 250 @ [b]$16[/b] per month @ 9 months [b]$36,000.00[/b]: Part Time Faculty Dues - 309 Part time Faculty @ [b]$8.00[/b] per month @ 9 months [b]$22,248.00 [/b] Interest Income $240.00 [b]Total Income $58,488.00 [/b] [b]Expenses[/b] UNISERV Dues [b]$2,854.50[/b] Conference Expenses $1,000.00 .5 Contract Reassignment—President $19,000.00 .2 Contract Reassignment—Grievance Chair $11,000.00 .2 Contract Reassignment—Bargaining Chair $9,000.00 1 term .2 Contract Reassignment—BEHS Survey Coordinator [b]$3,000.00 [/b] Salary Exp.—LCCEA Aide [b]$4,500.00 [/b] Attorney Fees [u]$2,000.00[/u] Supplies/Materials/Postage $250.00 Printing/Graphics $250.00 Telephone/fax [u]$100.00[/u] Political Activities $300.00 FairShare Refunds $50.00 Meeting Costs $800.00 Public Relations $100.00 Repair & Maintenance [u]$0.00[/u] Service Charges SELCO $100.00 Office expenses—Hardware/Software $100.00 MOA on Diversity $1,000.00 Committee Expenses—Negotiations $500.00 Committee Expenses—Grievance $100.00 Committee Expenses—Membership [u]$0.00[/u] [b]Total Expenses $56,004.50 [/b] [b][i]Operating Surplus/Deficit $2,483.50 [/b][/i] [b] Proposed Additional Expenditure: ESSN ($120.00 per month) $1,440.00 [i]Resultant Surplus/Deficit (to/from Carryover)[/i] $1,043.50 [/b] Figures in bold = significant increases from previous year Figures underlined = significant decreases from previous year [b]ESSN Support Proposal - Claire Syrett, on behalf of the LCCEA Board[/b] In the upcoming LCCEA election you are being asked to vote on a ballot measure that would approve a $120 monthly financial contribution to the Eugene-Springfield Solidarity Network (ESSN), an organization made up of unions, religious organizations and non-profit groups. ESSN is dedicated to giving a voice to working people in Lane County. LCCEA and ESSN have a long history of sharing board members and working together for common goals. Currently the LCCEA Vice President for Off-Campus Faculty is serving on the ESSN Program committee (see related article for details). As one of the strongest unions in the metro area, LCCEA has the ability to lend even greater support to ESSN’s mission. By authorizing a monthly financial contribution to ESSN you will be helping to ensure that important work can actually be done. This is an opportunity for LCCEA to show leadership and solidarity. What do we get in return? Besides that good feeling that goes along with supporting others in need, we are creating allies who can be called upon to help us in our efforts here on campus. When we face tough bargaining that threatens to reduce our health care benefits or freeze our wages, we can turn to the larger community and know that other working people will be there to write letters, show up at meetings, and generally raise consciousness on our behalf. We are all aware that the public funds our work. By strengthening our relationship with ESSN will help ensure that community support is there for us when we need it. That is why the LCCEA Executive Board recommends a YES vote on the ESSN ballot measure. open05200417weblog800001615860011
26310848405412000000000Bargaining Team ReportContracted Step 11.5 Created Effective July 1, 2004 As recently reported in the May 4, 2004 Bargaining Update, 2% will be added to the contracted faculty top step for Levels 1, 2, and 3 to create step 11.5 effective July 1, 2004. This additional half step was negotiated in the Economic Agreement for July 1, 2003 - June 30, 2005, mandating the salary increase if the joint faculty compensation study was not completed by the end of April 2004. Despite the good faith efforts of both the Administration and the LCCEA, the Faculty Compensation Study is not complete. While all eight of the peer schools were sent surveys, we did not receive responses from several of the out of state colleges. In addition, we still need to work on making the data received comparable. However, the data we have received confirms our earlier work that adding the 2% to create 11.5 is justified. So where do we stand now? First, we will continue to jointly work on the faculty compensation surveys in preparation for next years bargaining. Second, we will present the interim data to the LCC Board of Education at their June work session. Part-time Quality of Life Salary Study Regarding the part-time portion of the faculty compensation study, we are working on the collection of quality of life data that includes factors like the percentage of Lane part-time faculty who qualify for food stamps, the percentage who do not make a living wage, and how many can purchase insurance for themselves and their families. A real picture of the lives of our part-time faculty is crucial for future bargaining. Future Bargaining Our current main six-year contract expires on June 30, 2005. This means that the next round of bargaining will be very important since the entire contract will be subject to renegotiations. Our intent is to get ahead of the curve by starting bargaining on the new contract when we return from summer break in the fall of 2004. We have begun preliminary work on a general bargaining survey to prepare for the next round of bargaining. Faculty will be surveyed early in fall term. The survey will help the bargaining team establish priorities for bargaining. open05200417weblog100001615920011
27810956980202000000000Eugene-Springfiled Solidarity Network Update In our election this spring, you, the LCCEA approved a ballot measure to provide on-going financial support to the Eugene-Springfield Solidarity Network (ESSN). I congratulate you all on this decision to step up to our commitment to building coalitions of community support in Lane County. I pass along the thanks of Hope Marston and Erik Mueller, two key ESSN folks, who also appreciate your support. These funds will help us begin our campaign for community standards for public subsidies to private business. We have finalized the standards with the input of many local groups and unions. Now we are creating the presentation we plan to make to other community members and local governing bodies. Our original plan was to target the County Commissioners, as they seemed most likely to listen. However with the recent city election results we will most likely bring our campaign to the Eugene City Council as well. By coincidence, Kitty Piercy incorporated many of our community standards into her proposed economic plan, so we expect Eugene’s new mayor to be particularly interested in the ESSN community standards campaign. We are continuing work on forming a Worker’s Rights Board. There are no new developments at this time. We are still seeking labor-friendly community activist and leaders for seating on the board. Please feel free to pass along suggestions for our consideration. Thank you again for your commitment to this important work. open09200420weblog10000016500011
34810979676682000000000Community Standards CampaignVOTE!! VOTE!! VOTE!! (Just a reminder!) The Eugene Springfield Solidarity Network (ESSN) is in the very beginning stage of our Community Standards Campaign. To begin what we hope will be a county wide conversation about economic development and public accountability we are holding a town forum in Cottage Grove on Thursday October 21st. County Commissioner Don Hampton will be on hand to address how effective (or ineffective) economic development tools have been for this area. ESSN will outline the specific standards we developed in coalition with other organizations over the last year. Our hope is to educate and actively engage community members in the process of how our public money is used to subsidize private industry in Lane County. As our campaign continues we plan to visit other towns and cities in the county in order to hear how they think public accountability should be brought into the economic development granting process. These forums will allow ESSN to share the Community Standards we developed and incorporate new ideas from the rest of the community. If you live in Cottage Grove please join us at the Cottage Grove community Center at 7pm. October 21st. You can find more details on the ESSN Community Standards and our campaign at [url=http://www.solidaritynetwork.org/]http://www.solidaritynetwork.org/[/url] On the LCCEA front we are gearing up for Main Contract bargaining. This means that as your LCCEA Organizer I have been busy working to turn folks out for meetings. We have had one meeting specifically for Part Time faculty and another is scheduled for October 25th at 3:30 in Forum 310. These are great opportunities for Part Timers to provide input to the bargaining team as well as address other issues of particular importance to Part Time faculty. We had a small but engaged group at the first meeting. I hope more of you will be able to attend our Monday meeting. In addition to holding meetings, your bargaining team is preparing a faculty survey. The purpose is to find out what issues are most important to faculty and how do you would like to see them addressed. We are working with your department representative to get surveys out to faculty and returned to the bargaining team. (A list of department reps is available on the LCCEA web page.) These surveys are an important tool in determining our approach to bargaining. The greater the level of response, the more effective the bargaining team will be in representing the faculty. We hope to have the survey out to faculty within the next week. Once you receive yours please respond promptly. We all know how things are easily buried in our piles of papers. Through both LCCEA and ESSN I will be continue to find ways of engaging you in community and union projects. You can expect more emails, phone calls and flyers. Please let me know of events or projects you think LCCEA should consider promoting. And remember to VOTE!!! open10200416weblog10000014200011
28410957014252000000000Grievance Committee NewsAround this time last year, I sent a message to all faculty concerning Article 10.9.5, which can be found on page 17 of the current faculty contract. In the interim, nothing has diminished my sense that this section of the contract provides crucial protections for faculty, and that faculty generally need to be better apprised of the need to study their RIF reports, primarily in order to insure that their course certifications are correct and up-to-date. When disputes arise concerning what courses individual faculty members are qualified to teach, the yearly RIF report (issued by October 15, according to the terms of the contract) becomes the chief arbiter of such discussions. If errors are not caught, and addressed, within 30 working days of receiving the report, faculty have no contractual means (or avenues via college policy) to appeal those errors, until a new report is generated the following year. Thus the importance of Article 10.9.5, which enables faculty to initiate a grievance within 30 working days of receiving the yearly RIF report. The grievance process provides the fastest and strongest way for those who believe the report to be in error to address concerns about course certifications, and/or their status with respect to seniority. I therefore wish to urge us all to examine the RIF report with great care, and to promptly communicate any concerns to LCCEA department representatives, or directly to a member of the Grievance Committee. Speaking of which, I am delighted to announce that Claire Syrett (Flight Technology) has joined Sheila Broderick, Jim O'Brien, and me, as a member of the Grievance Committee.open09200420weblog3000016200011
29710957217402000000000Great Teaching Seminar 2004 Top row: David Kessel, Mary Lou Lynch, Jessica Alvarado, Tracy Henninger, Daphni Gabrieli, Janet Welch, Jan Moore Bottom Row: Rosanna Walker, Nate Capehart, Vanessa Pepe, Wendy Ames, Ann Marie Prengaman, Michael Samano, Jerry Ross Last but not least: Clive WanstallThis year’s Great Teaching Seminar was held again at Triangle Lake Sept 14, 15, and 16. This year I facilitated the seminars, thus saving us some money. The GTS allows time for faculty to break into small groups to discuss teaching challenges, successes, nonastounding techniques, hot topics, books and articles. The GTS follws the principles set forward by David Gotshall: rigid, minimal structure, no holding back, nobody dominates, ample freetime. Plans exist to attend a Winter Term GTS so stay tuned if you missed this one. Also, information shared at the Sept. GTS will be posted to the FPD web site: [url=http://teach.lanecc.edu/fpd/]http://teach.lanecc.edu/fpd/[/url] Jerry Ross open09200420weblog600001495670001
30310957281382000000000Bargaining Update This year will be an important year in bargaining. We are entering the last year of the six-year Main Agreement. This means that we will be bargaining both the economics and the language that defines our legal rights under the contract. Our current Main Contract extends from July 1, 1999 to June 30, 2005. It provides for an economic reopener every two years. This past January we ratified the last economic reopener under the current Main Contract for the period from July 1, 2003 through June 30, 2005. As a result of that bargain, effective July 1, 2004, your paychecks reflect a compensation adjustment of 1.93% based on the CPI all cities, step increases, a half step increase to the top step for contracted faculty to create step 11.5, a small increase in insurance out of paycheck costs, and an increase in the employer contribution into the Flexible Spending Section 125 Medical (Once the faculty member has contributed $240 the College will contribute $150 for those who elect Employee Only insurance, $250 for Employee Plus One, and $300 for Full Family). Also as a result of this bargain, a joint College and LCCEA Faculty Compensation Study was completed showing contracted faculty salaries at Lane Community College are approximately 5% lower than the closest peer college in Oregon. This should position us well for bargaining the economics in the next contract. In addition to economics, the Main Agreement includes important language that defines our rights and obligations as faculty. A non-exhaustive list includes grievance procedures, step and level placement, tuition waivers, faculty evaluations, workload, part-time seniority, department and division charters, intellectual property rights, retrenchment provisions, Faculty Administrative Support Positions, and the Strategic Learning Initiative. We expect formal bargaining to begin in early November. Now is the time for all faculty to review the Main Contract. If there are provisions that you have been responsible for or involved with as faculty your insights into the strengths and weaknesses of the contract will help the bargaining team establish our bargaining blueprint. Contact a member of the LCCEA bargaining team directly. This year your bargaining team consists of the following faculty: Stan Taylor, Bargaining Chair, [email]taylors@lanecc.edu[/email] , 463-5820 Dean Bergen, [email]bergend@lanecc.edu[/email] , 463-5385 Tamara Pinkas, [email]pinkast@lanecc.edu[/email] , 463-5011 Claire Syrett, [email]syrettc@lanecc.edu[/email] , 463-4315 Jim Salt, LCCEA President, [email]saltj@lanecc.edu[/email] , 463-5433 Expect to hear from us soon in a variety of ways. However, if you have an issue that needs to be raised in bargaining don’t wait for us to find you. Contact us with your issues. We represent you. During the last bargaining, when the Administration team attempted to undermine us by sending e-mail communications directly to the faculty, it was your solidarity that made the good outcomes possible. This solidarity will provide the foundation for our success in bargaining a new long-term agreement.[b][/b]open09200420weblog1000015700011
31710957141832000000000Introducing Wendy Ames!Introducing Wendy Ames!! Wendy Ames: CCIL Admin Specialist Before the end of Spring Term, the Center for Connection and Innovation in Learning (CCIL) hiring committee, hired Wendy Ames. Wendy will be replacing Ann Wilkerson as Faculty Professional Development support staff person. She will be able to help you with leaves, sabbaticals, forms, registrations, and many other sundry tasks. Wendy hails from Indiana and has an extensive background in higher education (Cultural Ethnology) and is very interested in professional development. She also speaks Indonesian and has spent time working for human rights in that country. Wendy can be reached at: ext 3650 ort email: [email]amesw@lanecc.edu[/email] open09200420weblog6000016100011
32510957290622000000000Faculty Workload Advisory Committee ReportThe Faculty Workload Advisory Committee met during the summer to finalize the recommendations that have been the focus of the committee for the last year. Specifically, the faculty groups for which the committee was finalizing recommendations were: Nursing, Speech, ESL, and Media Arts. The committee as a whole, however, could not agree on the final recommendations for Nursing, Speech, and Media Arts. Instead, the committee split its recommendations, with the faculty representatives supporting the requests to change the workload for the above groups in accordance with the preliminary agreement of Spring term*, and the management representatives asserting that they could not. Thus, two sets of final recommendations have been signed and are being sent to the College Administration and the LCCEA President. Further, after learning that the management representatives could not support their requests, each of these faculty groups have asked that their cases be taken to interest arbitration. Faculty and management representatives did agree to a compromise for the final recommendation for ESL, with the support of the ESL faculty. This recommendation calls for a maximum of 48 credits for the 2004-05 academic year and a maximum of 45 credits for the 2005-06 academic year for the ESL contract faculty. The Faculty Workload Advisory Committee will start meeting this academic year on Monday, October 11. We encourage faculty members, as individuals, departments, or divisions, to bring their workload concerns to the committee. * See previous FWAC reports in the LCCEA newsletter, below. open09200420weblog4000015200011
33110957366002000000000Presidential Update [b][u]Outline[/u] Fall General Membership Meeting Welcome to New Faculty Members and Administration Members [u]Contract Maintenance Agreement [/u] * Substitute Pay Rate and Part Time Hourly Calculations * Temporary Special Appointments (TSAs) and Identifying Vacant Positions * Levels 4 – 6: New Top Steps * Part Time Faculty In-service Pay * Faculty Professional Development Funds * Flight Tech Faculty Demand to Bargain Settled * Staff Health Center * Transportation Fee Waiver (limited) College Governance Hiring Training Subcommittee Long Term Care Insurance Substantially Full-time Committee Timesheet processing Part Time Unemployment Benefits Flex days Annual Plan[/b] [i][click "More" for update on these subjects][/i] Dear Colleagues/Friends: [b]Fall General Membership Meeting[/b] I hope this finds you well and ready to begin the fall term. I am writing to update you on a number of issues, introduce some of the work we have in store for us this coming academic year, and to strongly encourage you to attend the all-faculty meeting Tuesday, September 21st, 1:00 – 3:0 p.m., in Forum 309. This year promises to be a very important year in the life of the college and our Association. I truly hope you will make it your top priority to attend Tuesday’s meeting where we will begin to discuss many of the upcoming work. Finally, I apologzie in advance for the length of this update; but as you can see, it's been a busy summer! [b]Welcome to New Faculty Members and Administration Members[/b] I would like to welcome the many new faculty members to Lane Community College. We hired approximately 20 new contracted faculty members and many new part time faculty members this year. This represents a real step forward for the college, following the loss of dozens of contracted faculty members in the last two years due to budget cuts and reductions in PERS benefits. Nearly all vacant contracted positions were successfully filled this year, bringing many new faculty members to our college, who will no doubt provide a new vibrancy to Lane and our association. Welcome! Also, as you likely have already learned, Sonya Christian, previously Associate Vice President for Instruction, has been hired as Vice President of Instruction and Student Services. Replacing her, Patrick Lanning has been appointed to serve as Interim Associate Vice President. Both Sonya and Patrick have worked closely with the faculty. We look forward to continuing this work with them in their new roles. [u][b]Contract Maintenance Agreement [/b][/u] In June, with a seemingly growing number of questions and issues related to our contract arising or unresolved, I proposed to the College we pursue a “Contract Maintenance Agreement” to resolve outstanding issues of concern to the LCCEA and/or College. We worked over the summer, primarily with Dennis Carr, HR Executive Director, and reached agreement on a number of issues at the end of August. Key agreements include the following: • Part time faculty members will be eligible to use the Student/Staff Health Clinic beginning July 1, 2004, and will pay $1 per pay period beginning October 10th, 2004; all staff members with acute/emergency needs will be helped regardless of eligibility. Contingent upon the pilot project’s success, all faculty bargaining unit members will be eligible to use the Health Clinic beginning January 1, 2005, and will pay $1 per pay period. This agreement meets several interests of the college and the faculty. First, by rolling in eligibility, we help ensure that expanding the student health clinic to include staff doesn’t impede student access. Second, given the need to roll in eligibility, providing access to part time faculty members first will result in the provision of basic medical care to some faculty members who currently have no insurance at all. • Levels 4, 5, and 6 will have an additional step added to their salary schedule effective July 2004, with the new step receiving a 2% increase above the previous top step, as was previously bargained for Levels 1-3. • Part-time faculty members attending Fall 2004 in-service activities shall be paid for up to sixteen hours of attendance at their per diem rate. This doubles the number of hours of in-service attendance the College will compensate part-time faculty members and sets the rate for all sixteen hours at per diem rates. We also anticipate reaching agreement during Main Contract negotiations with the College that all hours attended in the Spring Conference “In-service” will be fully compensated at per diem rates. • Beginning September 2004, the substitute pay will use part time salary schedule hourly rates rather than the curriculum development rate. Part time salary schedule hourly rates shall reflect a 165 day year. The result of these two agreements is that part time faculty members will receive rates commensurate with their Level and Step placement when substituting, and hourly rates are increased approximately 3%. • We agreed upon the method for determining College contributions to the Faculty Professional Development budget for 2003-2004 and 2004/2005, an agreement that in the end raised College contributions by approximately $55,000 for FY04 and FY05, when compared with FY02 and FY03. We also identified and are receiving retroactive payment from the College of an additional $55,000 in contributions for FY04, negotiated in the current economic reopener but not previously paid, as well as an additional $180,000 in carryover funds from FY04. The result is that the FPD account, despite funding more than twice the normal number of paid long term leaves this year, is on solid financial footing (albeit far less than necessary to provide full support for faculty leaves and other professional development activities). I should also note that we have worked hard this spring and summer to gain far greater access to and control over Faculty Professional Development budget information. This step alone will improve the committee’s ability to support faculty professional development in more timely and predictable ways. • A Demand to Bargain regarding Flight Tech faculty compensation was resolved with an agreement that faculty members will be paid for the actual time worked when administering FAA tests, capped at one hour above FAA minimum. This replaced a recent College practice of paying only the FAA minimum. • We accepted a College proposal to modify Article 13.3.2 to read “at least every fifth (5th) year, or more frequently upon faculty request”, thus requiring post-probationary faculty reviews a minimum of every five years rather than the present three years. • This summer the LCCEF (classified staff's union) bargained an agreement with the College that was extended to the LCCEA and managers, in which tuition waivers will include an exception from the transportation fee for a minimum of six classes exempted. In future terms, the six classes shall be identified prior to each academic term by mutual agreement between the College and the Association. For Fall 2004, the six courses will be the Fitness Center and three others to be identifed shortly. Please note, however, that this agreement does NOT represent an acceptance on our part that faculty members (and family members) taking classes for which tuition is waived should nonetheless have to pay the transportation fee. We, along with the LCCEF, will continue to press the College to eliminate this fee, as we do not consider it reasonable that just because we take a class our car sitting in the parking lot suddenly deserves to be charged a transportation fee. • The College had requested Association approval for several “repeat Temporary Special Appointments”; these require Association approval so that positions are made permanent and not kept in temporary, and thus insecure states. We agreed to the requests, contingent on the College resolving the reasons for such repeat special appointments this Fall 2004, with resulting permanent contracted positions to be posted this fall and hired for fall 2005. The College and Association also agreed to conduct a joint study to develop a formal system to identify contracted positions and vacancies. • Finally, in conclusion, I would like to note that we entered these informal contract maintenance discussions with good faith commitments to resolve outstanding issues based on principled and collaborative processes. At times this required that one or both sides not struggle over the letter of the contract, but rather to settle on the “right thing to do” or in the interest of both parties. For example, the college agreed to apply the step increases previously bargained for Levels 1 – 3, to Levels 4 - 6, and to fund the Faculty Professional Development budget at the figures intended in bargaining rather than applying a strict reading of the contract language. I appreciate the College’s good faith efforts and believe such a collaborative approach represents a step forward for [i]real[/i] “interest-based bargaining.” It also reflects and advances the significant ground gained in recent years in developing positive and productive relations with the College. [b]College Governance[/b] We reached agreement and signed an MOA with the College this summer on the new college governance system, consistent with previous discussions and reports. The agreement (available at [url=http://lccea.lanecc.edu/contract/governanceMOA.html]http://lccea.lanecc.edu/contract/governanceMOA.html[/url] ) includes the following elements: • Protecting Collective Bargaining Processes and Protecting the Representational Rights of the Association • Excluding Governance policies, plans, and recommendations from the grievance procedures. • Providing Reassignment for faculty members of governance councils, as follows: * Faculty Council co-chairs, faculty members serving on the College Council:, and faculty members serving as council chairs: .25 FTE per term. * All other members of governance councils: .25 FTE per term. • Reassignment Limits: Faculty members' governance reassignment time may not exceed .5 FTE in any term. • Course releases and overload pay. Faculty members are expected to use the reassignment time to be released from other assignments, but may choose to take the reassignment time provided as overload pay. Reassignment time provided may be used in any term or taken as overload pay within the academic year. • Facilitating part time faculty member participation: If governance reassignment time for a part time faculty member produces a total assignment of .6 FTE or below for the academic year, reassignment time will contribute toward workload and be compensated as any part time teaching assignment below .5 FTE. Governance reassignment time will not result in movement of a part time faculty member to contracted status. We are now in the final stages of identifying Association representations for the new college governance councils, and are working actively with other participants to roll out the new system. This now includes Ted Romoser, former LCCEA president and former OEA president, who has been appointed by the college to help implement the governance system. We look forward to working closely with Ted. [b]Long Term Care Insurance[/b] Long term care insurance will soon be available for purchase through the college, as reported this spring. However, my earlier report that this would be available to all faculty members is now incorrect, as the carriers responding to the college’s RFP (request for proposoal) later “clarified” that they would only make the policy eligible to employees working nearly .5 FTE or greater. The college will soon announce more fully the eligibility criteria and other plan details. In the meantime, the Association is pursuing other options for long term care insurance that will be available to all faculty members. [b]Substantially Full-time Committee[/b] The Substantially Full-time Committee, a joint Association/College Committee, was reconstituted this spring and has begun studying ways of significantly increasing the contracted proportion of the faculty. I will report in more detail on this work in upcoming weeks. [b]Timesheet processing[/b] Since the College started the current, Banner-based payroll system nearly two years ago, having to remember to enter leave time use (or, more commonly, non-use) on a semi-monthly basis has frustrated many faculty members. We have throughout this time pushed the College to significantly ease or eliminate this requirement for all “exempt employees”, as it represented both an irritant for faculty members, and a significant problem for administrative assistants. The College has recently explored our proposal to eliminate this practice, but has been threatened with a ‘finding’ by the College’s auditors if it stops collecting leave entry information. As a result, the College has not agreed to any changes in entry practices. Nonetheless, we believe a solution that meets the interests of the College’s auditors, while alleviating the impact of this practice on the faculty and the AAs, can still be found, and are committed to finding such a solution. In the meantime, however, I ask all faculty members to do their very best to remember to perform the time entry by the dates prescribed by the payroll system. Failure to do so (and I’ve neglected to do so a number of times myself) results in a very burdensome task for our department administrative assistants. Users of Banner won’t find it hard to believe that it takes much more time for an AA to process a single faculty member’s entry than it does for the member to do their own. In solidarity with the AAs, who are both members of our departments and of our sister union, the LCCEF, it isn’t fair for us to burden them with this task. Many currently spend several hours twice a month working on uncompleted entries. To be clear, however, I am not asking you to accept this responsibility permanently. I believe we can and will find a solution that meets the needs for accountability for sick and personal leave accumulation, without requiring us to report the non-use of leave on a semi-monthly basis. Even the best efforts to remember to complete the entry will likely continue to result in a less-than-100% completion rate, leaving our AAs having to spend needless hours working just to ensure we get paid. Therefore, I encourage you to contact Dennis Carr, HR director, and urge him to continue to try to find a way to eliminate this practice and free all of us up to focus on our real work, educating, and supporting the education of, our students. [b]Part Time Unemployment Benefits [/b] In order to fully protect the rights of part time faculty members to collect unemployment benefits in the summer should they not find expected employment, we asked the OEA for a legal opinion on the state’s practice of denying such benefits by claiming that ‘summer is not a real term.’ Unfortunately, the resulting examination of case histories strongly suggested that challenging the practice in the courts offered little or no hope of success. Therefore, we, along with other members of the Oregon Community College Uniserv, have passed a resolution to request that the OEA lobbying office recommit their resources to lobbying for legislative relief, so that part time faculty members who traditionally count on receiving paychecks in the summer, are eligible for unemployment insurance should they not be assigned classes. Part time faculty members interested in supporting this lobbying effort are encouraged to contact me. Relatedly, part time faculty members who didn’t work in the summer and who end up without anticipated assignments in the fall, ARE eligible for retroactive unemployment benefits. If you find yourself in this state, be sure to apply for all benefits for which you are eligible. Please contact me if you have questions or problems in receiving the benefits you are due. [b]Flex days[/b] Some departments were read a letter at Friday’s in-service meeting, from Dennis Carr, HR Executive Director regarding flex days. We will discuss this issue at Tuesday’s All-Faculty meeting. [b]Annual Plan[/b] * Finally, we developed an Annual Plan for the coming year at our recent LCCEA Executive Board Annual Retreat. A selection of key goals and plans includes: * Bargain a new Main Contract, after completing contracted, part time, Flight Tech, and Level 4/5/6 compensation studies, and surveying the faculty and fully reviewing our contract with faculty members. * Fully participate in and help implement the new college governance system, including developing representative communication systems for LCCEA Council representatives. * Support Oregon Community College Uniserv projects, including supporting the OEA/AFT-O merger, organizing a “PIE Drive” to raise funds to support pro-education candidates, and working with other community colleges faculty, staff, students, administrators, and board members to develop better state funding distribution systems, as well as more funding, for community colleges. * Register students and faculty to vote, support OEA and NEA endorsed candidates and ballot measures, and get out the vote. * Further develop our departmental representative system, with quarterly meetings with all department reps, and more communication, training, and support. * Continue to publish the LCCEA newsletter monthly, continue developing the LCCEA webpage, and make use of the LCCEA listserv as appropriate. * Continue to ensure College compliance with the contract and to educate faculty members about our contract. * Ensure that departmental/individual workload reduction/adjustment applications are processed in the Workload Advisory Committee and by the College fairly and in a more timely fashion, using appropriate workload review standards and processes, and using the established arbitration procedures for unresolved applications, as well as revising and completing the annual workload survey. * Support the Strategic Learning Initiative’s projects, promote new projects, and ensure its stable funding. * Complete the Substantially Full Time Faculty Committee’s study and bargain agreements based on the results. * Support the three-to-four credit conversion project. * The Building and Environmental Health Committee will conduct a health survey of the faculty, analyze the results, and ensure we work in healthy and safe environments. * Develop a system with the College to identifying vacant positions and ensure positions are filled. * Work with the College, the LCCEF, and Managers to reform hiring practices to promote timely, successful, less rigid practices that help promote a diverse and excellent faculty and staff. * Continue to closely monitor the test pilot use of online student evaluations and ensure that student evaluation methods meet the highest standards and the needs of the faculty and students. * Support development of departmental charters. * Continue to build our relationships with the ASLCC, LCCEF, the administration, the Board of Education, and other college organizations and bodies. We will continue to consult regularly with the LCCEF leaders, and are working on organizing common events that build solidarity and mutual respect between our unions and members. * Actively support the Eugene Springfield Solidarity Committee, the Central Labor Council, and local labor unions. Obviously, to accomplish so many important goals, we need even greater participation of all faculty members. Towards that end, I ask that each of you identify at least one additional way you can actively support our work. Whether that is serving on a LCCEA committee or as an LCCEA representative, helping write a departmental/divisional charter, getting out the vote or lobbying for state funding for education, actively supporting the bargaining team as they negotiate our new contract, reviewing your departmental workload, serving as your LCCEA departmental representative, attending a rally in Salem or supporting local labor negotiations, etc etc. Attached you will find a “volunteer form”, where you can communicate your commitment and indicate your interests. I ask that all of you complete the form and mail or e-mail it to me. Finally, I also ask, again, that you make it a priority to attend Tuesday’s All-Faculty Meeting, as well as all LCCEA General Membership meetings this year. ……………………………………………………………………………………………………………………… [b]LCCEA Volunteer Form[/b] (Please copy, print, fill out, and return to Jim Salt, LCCEA President, Social Science Department, [email]saltj@lanecc.edu[/email]) Name: Department LCC Phone number: Email Address: I am interested in (mark all that apply): o Working in the Register/Educate/Get Out the Vote campaign for the November elections. o Serving as a Department Representative o Serving on an LCCEA committee or representing the faculty on a College Committee; identify any specific committees you are interested in: LCCEA: College Committees with LCCEA Representatives: o Working in the campaign to promote state funding for Community Colleges and make college more affordable for students o Helping write your department’s charter/Receiving support in writing your department’s charter o Other: o I’m not sure what I’m interested and able to do, but please contact me to discuss it open09200420weblog200001576020011
35811006351522000000000Community Standards Campaign/Bargaining Prep The Eugene Springfield Solidarity Network (ESSN) is in the very beginning stages of our Community Standards Campaign. As a first step we held a forum in Cottage at which County Commissioner Don Hampton spoke about economic development in the local area. Although we had a small number of attendees, this first forum on the Community Standards gave us important feedback and ideas. We are considering this feedback along with local election outcomes as we decide how to proceed with the campaign. With Don Hampton leaving the commission, ESSN is losing an important ally in the effort to bring greater accountably to the public subsidy process. But the election of Kitty Piercy offers a positive counterpoint to Donā€™s defeat. During her campaign Kitty included a number of economic development proposals that mirror those found in ESSNā€™s Community Standards. I will keep you up to date as our strategy develops. You can find more details on the ESSN Community Standards and our campaign at [url=http://www.solidaritynetwork.org/]http://www.solidaritynetwork.org/[/url] On the LCCEA front we are gearing up for Main Contract bargaining. LCCEA has held two meetings specifically for Part Time faculty as well as with Department Reps and other faculty groups. Stan Taylor has been working tirelessly to meet with as many faculty as possible. This is an important part of working to ensure your voice is well represented when we finally get to the bargaining table. In addition to holding meetings, your bargaining team is preparing a faculty survey. The purpose is to find out what issues are most important to faculty and how do you would like to see them addressed. We are working with your department representative to get surveys out to faculty and returned to the bargaining team. (A list of department reps is available on the LCCEA web page.) These surveys are an important tool in determining our approach to bargaining. The greater the level of response, the more effective the bargaining team will be in representing the faculty. We hope to have the survey out to faculty within the next week. Once you receive yours please respond promptly. We all know how things are easily buried in our piles of papers. Through both LCCEA and ESSN I will be continue to find ways of engaging you in community and union projects. You can expect more emails, phone calls and flyers. Please let me know of events or projects you think LCCEA should consider promoting. open11200416weblog10000014500011