Comments? Questions? Interested in Learning More?
COPE Committee Chair Melissa Medich
email at firstname.lastname@example.org
Due to high demand and interest, we are now removing the screening limit. We encourage everyone to take advantage of these free services!
There will be additional screenings, not on the registration system, that will be available on a first-come, first-serve basis. You may take them in addition to the screenings in the registration system. We hope to see everyone there!
**Please begin to coordinate with your supervisor your attendance for the health fair.**
Register your screening now!
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Mark your calendars! You are invited to the California Part-Time Faculty Association Spring Conference at Fullerton College on Saturday, April 6. (See flyer attached)
The conference offers a variety of topics, guest speakers, and a panel discussion. Continental breakfast and lunch included. A social hour follows the conference. Download flyer here
For more information and to register, go to cpfa.org.]]>
SUCCESS! It was a long and grueling battle, but we did it! We finally have a tentative agreement with the district and are sending out ballots now for all members to vote on its acceptance (ballots must be returned by Feb. 11). Among other things we got a 7.56% on-schedule raise that begins July 1, 2019, a $1,000 one-time bonus and, very importantly, automatic step increases! Please read all the details in the upcoming AdFacts newsletter or go to the website to read the entire TA.
Also, we have a commitment from the district to negotiate the new state law mandating a rehire policy. Central to getting this TA was persuading the district to separate from the contract negotiations over the rehire law. They basically wanted us to drop our insistence that it be negotiated, but that was something we refused to sign. I want to thank our members who were overwhelmingly supportive of this position. Every single person I talked to was adamant that we not give in to this kind of extortion. So, as soon as the contract is ratified by you, we will schedule negotiations on a rehire policy.
I cannot overemphasize how crucial it was to have member support of our position. It was a dramatic demonstration of what can be accomplished when we stick together and speak with one clear voice to the powers-that-be. And now we urgently need your continued support and participation in arriving at an honest and fair policy for adjunct rehire rights. We will keep everyone updated on the progress and likely be asking our members to write to our Trustees and come to a Board of Trustee meeting so our voices can be heard. Together we can do this!
President, Adjunct Faculty United]]>
We get it. Planning for retirement is probably not at the top of your to-do list right now. That’s why
we created the My Retirement Benefits Workshop—to give you the information and tools you
need now. Get more information here
Adjunct Faculty United, AFT Local 6106, is endorsing Dr. PaoLing Guo in her candidacy of the NOCCCD Board of Trustees position in Area 6. Due to her steadfast commitment to student success, community involvement, and history of working with part-time as well as full-time faculty to ensure favorable working conditions, we believe Dr. Guo would make an excellent member of the Board.
The Executive Board
Adjunct Faculty United
We went to impasse, with the state sending a mediator to help resolve the conflict. He failed. Christmas came and went. Next step, in spring, the state appointed a fact finder, who, in April convened a 14-hour ONE-DAY session in which each side argued its positions for her. She has yet to issue her written report, but it should come soon.
YOUR 4.56% RAISE FROM LAST YEAR? The district has refused to implement the parts of the contract upon which we all agree. This means the raise from last year is STILL BEING HELD HOSTAGE! If you taught an average load last year, this means the district is holding approximately $500 of your money.
How to shake it loose? Once the fact finder’s report is received (and acted upon by the district Board of Trustees), the union is free to engage in various job actions, trying to force the district to comply with state law on re-employment rights and to pay you the raise that full timers and classified employees have already gotten. Please be sure the union has your current email address so we can contact you. Email us at firstname.lastname@example.org. Meanwhile, start exercising those picket sign waving muscles!!! Also note the District Board of Trustees recently approved a $3,000 per year increase in salary for top administrators.]]>
Mediation failed and now the union and the administration go to “fact finding,” which means a neutral fact finder is appointed to review the proposals of both sides and determine the “facts.” If the fact finder cannot push the two sides into a compromise, she issues a public written report that the Board of Trustees may use to force a settlement — if it gets to that point, the union will need YOUR help to lobby our Board of Trustees. The union is pleased that we were able to get Ms. Bonnie Prouty Castrey as fact finder; in our previous experience, she is not afraid to stand up to the administration when she thinks they are in the wrong. The fact finding hearing is set for the 19th of April. Your negotiations team is preparing a “book” on the 10 issues separating the union and the administration.
One “issue” is the salary increase of 4.56%. The administration continues to hold this increase hostage, trying to get the union to agree to give up completely on the issue of reemployment rights. The union has responded with a resounding NO, we will not completely bargain away reemployment rights! More than once the union has proposed implementing the raise, since both sides agree, and continuing to bargain the other issues. The administration has refused.
On the “issue” of reemployment rights (and the new state law), the administration continues to include in their proposal the words, “The District shall retain all customary and usual powers, functions and authority with respect to the employment, retention and termination of temporary faculty members to the full extent of the law, any provisions of this Agreement notwithstanding.” And the law to which they refer says part time faculty can be fired at any time for any reason (“at will” employment). Thus the administration feels the new law is meaningless. Your union does not think so! Neither does Assembymember Jose Medina who stated in a letter that the new law “will provide similar rights and protections to part time faculty that are afforded to full time faculty at California’s Community Colleges.”
Your union continues to fight for you!]]>
To make it easier for the union to reach new hires, the governor this summer signed AB 119, which requires California’s public employers to provide unions mandatory access to new employees at orientation. It also requires them to promptly provide contact information for new and existing unit employees within 30 days of hiring, including name, job title, department, work location, work, home and personal cell phone numbers, personal email address and home address.
The new law requires the college or university to negotiate the “structure, time and manner” of that access, and gave the administration and union 60 days to do it.
Some unions are asking for in-person (not just online) orientations within two weeks of the start of every term, given by HR personnel trained in the requirements of union-university agreements, with time for questions and answers.
Unions have often had difficulty trying to contact new hires in person — a key element in efforts to sign up new members in a post-fair share era. “We’re spread over a wide geographic area,” explains John Rundin, who teaches classics at UC Davis. “It’s hard to find people who might just teach one class, and who come to work with no idea that a union even exists on campus.”
AB 119 calls for more accurate and timely contact information. “Under the law, we’re required to represent all members of the bargaining unit,” Rundin says. “This is actually an opportunity to build a stronger union.”
—excerpts from an article by David Bacon, CFT Reporter]]>