Union Update – Sep 23, 2018

Every Wednesday is “red shirt Wednesday.” But some Wednesdays are REDDER than others. There are two Board of Trustees Meetings in October: 10/3 and 10/17.  Please save those dates from 6:00-7:30 pm. We will soon contact you to ask you to come out and tell the Board how you feel about your current working conditions and the District’s offers during this round of negotiations.

If you want to see more pictures of our colleagues from last week’s BOT meeting visit our Facebook page.

Negotiations Update – 9/21/18: Leading the Faculty On?

At our last negotiating session the District’s negotiators made a verbal show of openness to our proposals on salary, movement toward pay equity, and health care. But when it came to putting it in writing, the District all but ignored that conversation and made only superficial changes to its last, unacceptable offer.

Our proposals are well within what the college can comfortably afford. They are reasonable and necessary, yet the District continues to treat this college like a for-profit corporation where the ultimate goal is to create outrageously high reserves. Such reserves come at the expense of students and on our backs.

Salary

On Tuesday, the District again offered salary increases for all faculty that fall well below the 2.71% cost of living adjustment (COLA) the state is already giving the college for 2018-19. The District has reneged on its past promise to pass COLA through to all faculty via our salary schedules. We remain steadfast that faculty deserve the full COLA for each of the three years of the contract, PLUS additional increases to make up for lost purchasing power from past years without COLA. This is especially important as the college begins to recruit new full-time faculty.

The District again rejected outright our proposal to move toward pay-equity. This would transition part-time faculty to a salary schedule derived by a parity formula from the full-time schedule. This would be more fair–both part-time and full-time faculty would be compensated for their education and experience. A parity schedule is in line with what many local community colleges have already done. Instead, District proposed giving part-time faculty a salary increase of just .5% above the amount they offered full-time faculty, which would be applied to the existing, inequitable salary schedule.

In brighter news, the District has offered to pay part-time faculty to attend department meetings.

Health and Welfare

On Tuesday, the District again stuck to its unacceptable proposal for a two-tier healthcare benefit that would divide ongoing and newly-hired full-time employees by putting a cap on health benefits for new hires that is half the amount proposed for current full-time faculty.

The District’s proposed cap for current faculty would mean immediate payroll deductions for faculty with 2+ dependents on certain plans, and ensure that, as the price of health insurance rises in future years, faculty on other plans, or with fewer dependents, would see their paychecks slashed. This proposal would break a 60-year tradition at Cerritos College. It is anti-family and against the fundamental practices that, up to this point, have contributed to a campus practice of caring for all full-time employees’ & trustees’ health — even through the great recession.

We welcomed an increase in the District’s proposal to create a pool of funds to help reimburse long-term, part-time faculty for some of their health insurance expenses, but our counter-proposal includes much more funding to ensure that more of our part-time colleagues could receive this important benefit.

The District again rejected outright our proposal that it pay for health benefits to eligible faculty who retire before Medicare age (65 years). For all future full-time retirees, the District proposed a slight increase in payment toward supplemental Medicare insurance, though not enough to cover the full cost of any of the supplemental Medicare plans currently offered by CalPERS.

Union Counters and the Assignment Article

On Friday we countered these unacceptable salary and healthcare proposals, restating our demand for COLA PLUS a raise for all faculty, movement toward more equitable pay, no healthcare premium caps, and no two-tier healthcare.

We also submitted our fifth iteration of the Assignment article, including protections for counseling and library faculty members’ schedules; guidelines for the assignment of online classes; and a description of athletics’ coaches duties, responsibilities, and pay. We’ve worked for over 15 years without an assignment article. This is unacceptable. Most of our proposal codifies current practices and won’t cost a cent to implement.

Every Wednesday is “red shirt Wednesday.” But some Wednesdays are REDDER than others. There are two Board of Trustees Meetings in October: 10/3 and 10/17.  Please save those dates from 6:00-7:30 pm. We will soon contact you to ask you to come out and tell the Board how you feel about your current working conditions and the District’s offers during this round of negotiations. When we show up we and our students win.

If you need a 2018-model CCFF t-shirt, contact your division’s union rep or fill out this form.