Negotiations Update – November 10, 2015
CFE and District management are going to pre-impasse mediation. We agreed with management to use a state appointed mediator. The mediator helps both sides find common ground that could help us come to an agreement.
Benefits – CFE agreed that all health plans will not trigger the Affordable Care Act “Cadillac Tax” by 2018. This agreement would save the district an estimated three million dollars.
Salary and Flex Days – CFE proposed two (2) all college (on campus) flex days and one (1) virtual flex day (online, on campus, or off campus activity). The proposal includes additional pay for each day.
Benefits – Management proposed a “hard cap” on health benefits premiums.
This means that employees would pay (100%) of all future premium increases above the cap.
The district projects these increases could be between 7% and 9.5% per year. Under the district proposal these increases could be taken out of faculty salaries….Their proposal means that faculty salaries could be cut by 2% – 5% every year because health benefit increases would be passed along to faculty.
Salary and Flex Days – Management proposed two (2) new all college flex days (on campus) and one (1) virtual flex day (online, on campus, or off campus activity. Management proposal does not provide additional compensation for the flex days.
In an effort to fight for our salary and benefits, CFE may be asking you to provide input, to take action, and to support the negotiation team.
We will be updating faculty regularly.
Please check for additional updates at www.cfe1911.org and follow us for up to the minute updates @CFE1911 on twitter, Facebook, and Instagram.
If you have any questions or comments please email us at coastCFE@gmail.com or firstname.lastname@example.org.
The California Federation of Teachers is committed to building power. You faculty union, Coast Federation of Educators (CFE), AFT Local 1911 is assisting with this campaign on Coast District campuses: Golden West, Orange Coast, and Coastline Colleges. If you want to join fellow colleaugues and make your voice heard, please sign our commitment card and send it to the CFE/AFT union office at Orange Coast College. We look forward to building solidarity with you.
A Message From AFT President Randi Weingarten
In honor of Labor Day, AFT President Randi Weingarten has this to say on why unions matter for working families:
“Our union is our members, and on this Labor Day weekend, I couldn’t be prouder of the 1.6 million hardworking nurses, teachers, paraprofessionals, higher education faculty and public employees who work day in and day out to teach our kids, keep our families healthy and improve our communities. They deserve our thanks and our gratitude.
“Even though, as we celebrate this Labor Day, the attacks on labor are unrelenting, it should go without saying that a robust American Labor movement remains essential to our nation’s democracy and economy. Here’s the truth: Unions built the American middle class, and the benefits of being in a union continue to be undeniable. Union workers make an average of 30 percent more than nonunion workers; 92 percent of union workers have job-related health coverage, compared with 68 percent of nonunion workers; and union workers are more likely to have retirement security. And a new report from the Institute for Women’s Policy Research shows that a union contract significantly reduces the wage gap between men and women.
“Our union has been on the forefront of advocating for great neighborhood public schools regardless of wealth or race. We have made incredible strides in turning around struggling schools and advancing our community schools agenda, and in pushing for better practices for safe patient handling and better staffing ratios for health professionals. And we will continue to press for hardworking Americans to have the right to collectively bargain so they can negotiate for the fair wages and benefits they deserve.
“AFT members dedicate themselves every day to improving the lives of those they serve. We are a union that believes in creating a better future for ourselves, our families and our communities, which is why we champion fairness, democracy and economic opportunity. So on this Labor Day, thank you, sisters and brothers, for who you are, for having each other’s back and for having the community’s best interests at heart. We are our union.”
[AFT press release]
– See more at: http://cfe.ca.aft.org/news/labor-day-we-honor-all-our-members#sthash.6yJ7sAxA.dpuf
Families with income under $80,000 will now receive a full tuition scholarship.
UC’s Blue and Gold Opportunity Plan will ensure that you will not have to pay UC’s systemwide tuition and fees out of your own pocket if you are a California resident whose total family income is less than $80,000 a year and you qualify for financial aid — and that’s just for starters.
If you are eligible, your systemwide tuition and fees will be fully covered by scholarship or grant money. The plan combines all sources of scholarship and grant awards you receive (federal, state, UC and private) to go toward covering your tuition and fees.
Students with greater financial need can qualify for even more grant support to help defray other educational expenses (like books, housing, transportation, etc.).
You don’t need to fill out a separate application to qualify for the Blue and Gold Opportunity Plan. You will receive the benefits of the Blue and Gold plan automatically if you qualify.
- Submit a FAFSA or California Dream Act Application and Cal Grant GPA Verification Form by March 2
- California resident or have AB 540 status
- Demonstrate total family income below $80,000 and financial need, as determined for federal need-based aid programs
- Be in your first four years as a UC undergraduate (first two for transfer students)
- Meet other campus basic requirements for UC grant aid (for example, be enrolled at least half-time during the academic year, meet campus academic progress standards, not be in default on student loans, etc.)
CFE will be sharing more information about this with faculty in the coming months.
Follow us on twitter: CFE1911
Adjunct faculty lack many things: office space, opportunities for professional development, influence over course content and fair pay. But what rises to the top of this litany of deficits is respect, according to a new study published by the Journal of Higher Education.
Combining survey results with psychological research on the nature of job satisfaction, researchers concluded that when part-time faculty get no respect on the job, the added insult of what otherwise might be less consequential deprivations heighten their sense of dissatisfaction.
Some needs are categorized as “higher order,” according to the report, “Supporting the Academic Majority: Policies and Practices Related to Part-Time Faculty’s Job Satisfaction.” Among those are satisfying relationships with administrators and colleagues—relationships that convey respect, inclusion and a sense of being valued for contributions—and opportunities for professional development and growth. These satisfy the desire for self-esteem, growth and self-actualization.
When these needs go unmet, “lower order” needs no longer feel inconsequential; they feel essential, and the lack of attention to them feels unjust. Such needs may include access to office space and computers, and to clerical and administrative support. Other areas of concern include job security and contract length, participation in campus governance, the ability to teach other subjects, and even access to parking.
The study uses data from the Higher Education Research Institute 2010-11 Faculty Survey and incorporates underemployment theory as well as existence, relatedness and growth (ERG) theory. And it teases out the important difference between job satisfaction among part-time faculty who would prefer to be working full time, and part-time faculty who prefer an abbreviated schedule: Those in the latter group are much more satisfied than those who would rather have a full-time job—and the full-time paycheck and job security that goes with it.
After analyzing the data, the report suggests improvements that could raise job satisfaction among part-time faculty. Among them:
- Improve campus climate by including part-time faculty in departmental and institutional decision-making such as textbook and curriculum selection.
- Recognize good teaching by inviting part-time faculty to apply for teaching awards.
- Give part-time faculty access to professional growth opportunities.
- Provide on-campus office space.
With an increasing percentage of faculty working part time—49.3 percent of all college faculty in 2009, according to the National Center for Education Statistics—such changes are particularly important. Without them, faculty cannot serve students as effectively as they might, and turnover will continue to plague college classrooms, disrupting the mission of public higher education: to provide a high-quality experience to students.
– See more at: http://cfe.ca.aft.org/news/not-just-money-study-shows-adjuncts-want-respect#sthash.1ROOLO5f.dpuf