Tentative Contract Agreement Highlights

HIGHLIGHTS & SUMMARY OF TENTATIVE AGREEMENT BETWEEN CCCLOC AND CITY COLLEGES CHICAGO

Key Highlights:

·               CCCLOC membership to receive over $3 million in retroactive pay bonuses.

·               2017-18 market equity adjustments for adjuncts ranging from 7% to 25%.

·               CCCLOC able to bloc CCC effort to eliminate/freeze Steps and Lanes.

·               Rights for members to receive 2^nd class assignment via seniority.

·               Professional Development Fund of $100,000 for use by CCCLOC members.

·               Vocational Lecturers gain right to be represented by CCCLOC.

·               Additional paid absence for those teaching two classes.

Contract Changes

A.  Non-Economic

1.     Contract Duration

July 1, 2012 – June 30, 2020

2.     College to Provide Additional Unit Information to Union

College will provide additional information to CCCLOC as follows: Rate of pay, lane, step, college location, job title, and all phone numbers and email addresses known to the College.

3.     Class Assignments

Unit members who meet or exceed expectations on evaluations shall be provided opportunity to have a second class assigned through the same “round-robin” technique used to assign the first class (rotation by seniority).

4.     Room Requests

College shall respond to Union’s room request within 3 business days.

5.     Credentials

·      Union to be notified at least 30 days prior to any change in credential requirements and shall have the right to meet with College regarding such changes.

·      Eligible employees who no longer meet credential requirements for their classes shall be given two years to become qualified.

6.     Professional Development

After 2 years of bargaining unit eligibility, unit members who teach two (2) classes per year shall be eligible for up to $1,500 in reimbursement for professional development expenses.

7.     Adjunct Orientation

Union speaker shall be allowed to speak during the 1^st half of the orientation.

8.     Maintenance of Bargaining Unit Status

Unit members without teaching assignments are eligible to remain in the bargaining unit for three consecutive semesters, and upon teaching a class in the next (fourth) semester.

9.     Evaluations

·               Review and recommendations regarding CCC’s evaluation procedure to be made by committee of eight (8) – four from Union and four designated by Board, subject            to final approval by the Chancellor.

·               Employee evaluations only to be conducted by trained personnel.

·               Evaluations shall take place at least every four semesters.

·               Evaluation at employee’s principal campus does not preclude being evaluated at a           different campus in which the adjunct is scheduled to teach.

·               Advance communication required between evaluator and employee being           evaluated to schedule appropriate classroom date.

·               Employees who fail to meet expectations will be provided with written     improvement plan that will include a written report of the initial evaluation and    suggestions for improvements and/or changes.

·               Any employee undergoing an improvement plan shall be given one additional      semester, with at least one assigned class, to meet expectations.

·               A person under remediation may be evaluated no sooner than the following        semester, and only if the evaluation process includes a different person.

·               CCC will ensure access to faculty development resources, including workshops, on-          line resources, one on one consulting, and mentorship.

·               Any person who fails to meet expectations for a second time evaluation after       undergoing remediation may be subject to discipline provisions of Article VIII (C). 

10.  Grievance Procedure Improvements

·               Union right to file grievance

·               45 calendar days to file grievance; 90 days for paycheck error

·               Shorter time frame (15 days) for Step 2 meeting

·               Electronic notification to Union re all grievance steps

·               Notification to grievant also to be sent to CCCLOC president, grievance chair and Campus Representative

11.  Membership and Fair Share

Dues and fees to be deducted from 2^nd and 3^rd paycheck during Fall and Spring semesters, or if changed by mutual agreement.

12.  Performance-Related Discipline

Further clarifies that employees who do not meet performance standards shall be provided remediation with due process, and may only be terminated for just cause.

A. Economic 

1. Retroactive Pay

All employed unit members to receive retroactive, lump-sum bonuses for years 2012-13 to 2016-17 in the following amounts:* (The amount of bonus percentages are compounded each year.) 

• AY 2012 - 13 2.00   % bonus for all adjunct earnings for the year

• AY 2013 – 14 4.04   % bonus for all adjunct earnings for the year

• AY 2014 – 15 6.12   % bonus for all adjunct earnings for the year

• AY 2015 – 16 8.29   % bonus for all adjunct earnings for the year

• AY 2016 – 17 10.41 % bonus for all adjunct earnings for the year **

• AY 2017—18   To be distributed based on unit member’s new negotiated salary schedule rate and unit member’s earnings for the year to date.

* City Colleges agrees to make best efforts to provide retroactive payments within 60 days, and in a separate paycheck.

** By the time of the ratification vote, the Union will be able to provide each unit member with the expected amount of their individual retroactive pay in dollars for AY 2012 – 2017.

2. Part-time Faculty Salary Increases – Academic Years 2017-18, 2018-19, 2019-20

New Salary Schedule:

        Steps Lane 1 Lane 2 Lane 3

July 1, 2017 Years MA        MA + 30         PhD/Terminal

     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      1,001

Steps      Lane 1 Lane 2 Lane 3

July 1, 2018 Years MA     MA + 30 PhD/Terminal

   1 to 1.9                 879        898         960

2 to 4.5                 900        918         980

4.6 to 6.9                920        938       1,001

7 or more        940        959       1,021

Steps Lane 1 Lane 2 Lane 3

July 1, 2019 Years    MA MA + 30     PhD/Terminal

1 to 1.9        897           916 979

2 to 4.5       918           936 1,000

4.6 to 6.9        938           957 1,021

7 or more 959           978 1,041

3. Librarians Yearly Salary Increases – 2017-18, 2018-19, 2019-20 

New Salary Schedule:

July 1, 2017 Years Masters

0 to 2         24.51 

2+ to 7        25.72 – 28.18

7 +                29.40 – 30.61

July 1, 2018 Years Masters

0 to 2         25.00 

2+ to 7         26.23 – 28.74

7 +                 29.99 – 31.22

July 1, 2019 Years Masters

     0 to 2                25.50

2+ to 7        26.75 – 29.31

7 +                30.59 – 31.84

4. Vocational Lecturers Yearly Salary Increases

                                                            2017-18 2%

                                                            2018-19 2%

                                                           2019-20 2%

5. Faculty Teaching On-line Classes

• Faculty teaching on- line classes are not eligible for retroactive pay due to the fact that pay levels for on-line classes have been set at one flat rate per Board policy. 

• Effective with the Fall 2018 semester, CCCLOC has negotiated an increase for all faculty teaching on-line classes by placing on-line classes onto the adjunct salary schedule at the unit member’s appropriate Step and Lane.

6. Paid Absences

Unit members with 6 or more credits in any given semester shall receive a second paid day of absence to be used for sickness or bereavement.

7. Tuition Waiver

College will refund all fees to any unit member who is “deleted” from a course due to over- enrollment.

8. Lane 3 Improvements

MFA added to the list of degrees eligible for Lane 3.

9. Over-enrollment Pay

Extra pay eligibility for over-enrolled classes will no longer be determined at mid-semester, but as of the 8th day of the semester.

10. Paychecks

City College to provide a copy of the paycheck codes.

11. Ethics and FERPA Training

Pay for ethics training is eliminated (still).

12. Hard to Fill

• CCC to eliminate “hard to fill” position designations.

• Employees now at hard to fill rate and who would not otherwise qualify for the Lane 3 rate will be grandfathered and suffer no reduction in pay until:

o No longer teaching hard-to-fill class

o The negotiated salary rate exceeds their current rate, or

o Another employee in the same field and in the same or lower step receives a hard to fill rate from the Board

• CCC future right to provide premium rate (Lane 3 at appropriate Step) in designated fields/disciplines with shortage of qualified part-time faculty.

• 30 day notice to CCCLOC of any such designation.

No guarantee that designation will remain in place semester to seme