CCCLOC IS PREPARING TO VOTE ON A NEW CONTRACT IN APRIL

On March 12, 2018, CCCLOC and CCC entered into a tentative contractual agreement to replace the expired June 30, 2012 Collective Bargaining Agreement.

Below is a  overview of the tentative agreement.  A final draft with additional edits is currently being prepared by City College's Legal Department. 

           CCC Comprehensive Economic and Non-Economic Proposal to CCCLOC

Non-Economic Proposal to CCCLOC

ECONOMIC PROPOSALS

1.     A contract term of eight years, July 1, 2012 to June 30, 2020.

2.     Wage rates for the Union shall be as follows: (July 1 of each year);

Steps               Lane 1             Lane 2             Lane 3

July 1, 2017          Years               MA                 MA +30          PhD

                              1 to 1.9            862                  880                  941

                              2 to 4.5            882                  900                  961

                              4.6 to 6.9         902                  920                  981

                              7 or more         922                  940                  1001

July 1, 2018         

                              1 to 1.9            879                  898                  960

                              2 to 4.5            900                  918                  980

                              4.6 to 6.9         920                  938                  1001

                              7 or more         940                  959                  1021

July 1, 2019

                              1 to 1.9            897                  916                  979

                              2 to 4.5            918                  936                  1000

                              4.6 to 6.9         938                  957                  1021

                              7 or more         959                  978                  1041

Librarians:  (2%)

                              Years  

July 1, 2017          0-2                   24.51

                              2+ to 7 25.72 – 28.18

                              7 +                   29.40 – 30.61

July 1, 2018          0-2                   25.00

                              2+ to 7 26.23 – 28.74

                              7+                    29.99 – 31.22

July 1, 2019          0-2                   25.50

                              2+ to 7 26.75 – 29.31

                              7+                    30.59 – 31.84

Adjunct faculty and librarians employed on the date of ratification are eligible for retroactive payment.

                  Adjunct faculty and librarians shall receive the equivalent of a 2% increase to their pay rate on 7/1/12.  Each year thereafter, these employees shall receive the equivalent of an additional 2% each July 1, compounded on the previous year, to June 30, 2017.  This is a lump sum payment and not intended to be an across the board increase for each of retro year. Retroactive pay for 2017-2018 shall be based on the negotiated salary schedules for 2017-2018.  CCC shall make best efforts to pay all eligible employees their retroactive pay within sixty (60) days of Board approval and will make best efforts to provide retroactive payments in a separate paycheck.

                  Adjunct faculty that teaches online courses shall be compensated per the salary scale, effective Fall 2018, at their appropriate step on the scale. Adjunct faculty shall not be eligible for back pay for teaching online courses.

3.     Additional Paid Absence:

Instructors shall receive a second paid absence per semester if they teach two or more classes six contact hours or more. Such days shall not be carried over and are forfeited at the end of the semester. The second paid day off is intended to be used for purposes outlined in the Board Rules, such as sickness or bereavement.

4. Ethics and FERPA Training Pay:

    If Ethics and/or FERPA training are required, they will be included as part of the office hour included in the contract.

            5. Hard to Fill Categories:

Hard to Fill (Appendix F) would be eliminated from the contract and current Article X(A)(2)(d) language would be stricken and replaced with, “The Board may provide a premium equivalent to the employee’s appropriate Lane 3 salary, in disciplines/fields which the Board deems there is a shortage of qualified part-time faculty candidates in the local labor pool.  Should the Board decide to invoke this language, the Board shall give CCCLOC 30 days notice of the disciplines/fields so designated.  There is no guarantee of market demand designation from semester to semester.”

Adjunct faculty who are currently teaching a class at a Hard to Fill rate, but would otherwise not qualify for the Lane 3 rate, shall be grandfathered at their current rate until the adjunct faculty; 1) no longer teaches the particular class for which they originally were offered the Hard to Fill rate; 2) the regular negotiated pay rate exceeds the current Hard to Fill rate; or, 3) another employee in the same or lower step and in that same designationdiscipline/field receives a higher premium the hard to fill rate from the Board.

NON-ECONOMIC PROPOSALS

1.     Adjunct Faculty Evaluations – CCC proposes the following points:

Article VIII(B) Part-Time Faculty Class Assignments & Classroom Observations:

a.     All adjunct faculty who are members of CCCLOC are eligible, per Article VIII(E), for the first round robin for course section assignment.

b.     CCC will agree to a second round-robin for course section assignment at the home principal college for CCCLOC members who successfully complete an evaluation process, including a post-observation reflection. Employees who have no evaluation on record from the previous two years shall remain eligible. Employees who CCC fails to evaluate shall also remain eligible. Absence of a second round-robin opportunity does not preclude an adjunct from receiving additional classes at the discretion of the unit member’s department. Evaluation at the home principal college does not preclude evaluation at other colleges where adjunct faculty are also scheduled to teach. Round-robin eligibility only applies to the home principal college, defined as the college where the first round-robin takes place.

c.     Each CCCLOC instructor will be evaluated through a course evaluation process conducted by a trained administrator, department chair, or designee at least once per academic year every four semesters that an instructor is scheduled to teach. The evaluator shall communicate with the evaluatee adjunct faculty member prior to the observation to schedule an appropriate classroom date.

[we will wait for a proposal from CCCLOC regarding equitable rotation of evaluations]

d.     Adjunct instructors will need to meet expectations using the evaluation  Classroom Observation process (including the post-observation reflections) in order to be eligible for a second round-robin.

e.     Any adjunct instructor who is evaluated as below expectations will have one additional semester of teaching at least one class to satisfy the written remedial expectations provided by the department. If an instructor is evaluated below expectations for two successive evaluation cycles and in doing so has failed to meet remedial expectations and has received remedial expectations, dismissal processes may begin, subject to the provisions of Article VIII(C). A different person will do the second evaluation.

f.      CCC will ensure access to faculty development resources, which may include workshops, online resources, one-on-one consulting, and mentorship. Such resources are provided for instructional improvement of adjunct faculty with no obligation by CCC to compensate adjunct faculty for their use.

g.     The Board and the Union shall form a committee consisting of eight (8) members, which shall include four (4) representatives designated by the Union and four (4) representatives designated by the Board, to review and make recommendations on changes to the evaluation process.  The initial review of the evaluation process shall conclude within 30 days of the approval of this contract. The committee’s recommendations shall be approved, approved with modifications, of disapproved by the Chancellor. Evaluations shall commence following the initial review of the evaluation process. approval of this contract.

This proposal shall replace the language currently contained in Article VIII(B) in its entirety.

2.     Professional Development:

After two years of bargaining unit eligibility, Adjunct Faculty who are regularly scheduled to two classes per year shall be entitled to apply for reimbursement of professional development expenses as set forth herein.  A request for funding form will be developed and provided by the College.

CCC and the Union agree that each year the sum of $100,000 shall be provided as a pool from which Adjunct Faculty may apply for reimbursement for workshop, course or program expenses. This pool shall not carry over year to year. The reimbursement amount per person, per fiscal year, shall not exceed $1500.

Adjunct Faculty may not apply unless they have received the written approval of their Department Chair, in advance, of the course or program to be taken. Upon receiving approval from the Department Chair, the Adjunct Faculty shall forward the Department Chair’s approval to the College’s Dean of Curriculum and Development for secondary approval. 

Once approval is obtained from the Department Chair and Dean, the application shall be forwarded to the College President for final approval and disbursement of funds.  If either the Department Chair or Dean has denied the request, the Adjunct Faculty can appeal to the College President for a final decision.

Expenses will only be approved for work related to the Adjunct Faculty. CCC will endeavor to allocate the available resources fairly among the campuses and applying Adjunct Faculty.  Approval of the professional development funds shall not be unreasonably denied. 

3.     Description of Unit:

CCC accepts CCCLOC’s proposal 1(A) of March 17, 2017. 

Vocational lecturers eligible to be in the CCCLOC unit shall receive a 2% across the board wage increase on July 1, 2017, July 1, 2018 and July 1, 2019.

Vocational lecturers shall not be eligible for the retroactive pay proposed to adjunct faculty and part-time librarians.  Vocational lecturers who have been included in the bargaining unit prior to the execution of this contract shall be eligible for retroactive pay.

·      All previously agreed to Tentative Agreements shall be incorporated into the successor contract; and

·      All open proposals shall be dropped and revert to current contract language.