1. Negotiations Update
May 2017

2. Salary Negotiations Guild to District 4/13/2017:
We proposed a raise of 4% for FT and 5% for PT Faculty
District to Guild 5/4/2017:
The District essentially proposed that ONLY IF all potential ongoing revenue sources increase substantially will we get a raise of 0.25%.
Guild to District 5/11/2017:
We proposed a raise of 3.95% for FT and 4.95% for PT Faculty
District to Guild 5/18/2017:
The District proposed a .50% raise if COLA is 1.56% and if Super COLA is $184M
Guild to District 5/18/2017: (20 minutes later)
We proposed a raise of 3.87% for FT and 4.87% for PT Faculty
District to Guild 5/25/2017:
The District proposed a .75% increase if the governor’s final budget approves a COLA of % and Super COLA of $184M

3. May Revise Quick summary: • COLA - 1.54%
• Base Allocation Increase % (Super COLA)
• COLA: 1.54% + Super COLA 2.91% = 4.45% Ongoing Revenue

4. Signed Tentative Agreements
The Athletic Director: we agreed to the Athletic Director to becoming a management position
Hour Pools: a continuation of last year’s agreement
Vocational Faculty Initial Placement: a mutual to ensure vocational faculty are credited properly for their years of experience
Large Lecture Formula: we created a patch for the classes negatively impacted by the new LL formula
Doctoral Stipend: a mutual that ensures that Division Chairs with a doctorate receive their doctoral stipend all of the 11 months they work, rather than only 10 of the months that they work
Parental Leave, AB 2393: a mutual to become compliant with the law that clarifies that adjunct and contract faculty, once all sick leave is exhausted, are entitled to 50% pay for up to 12 workweeks to bond with their newborn, adopted or foster child
Rehire Rights SB 1379: The law SB 1379 requires a seniority component as well as a pathway for those with rehire rights to get to 67% which is what we were able to get signed more or less.
Payroll Calculation Clarification for Noncredit Office Hours: this doesn’t change anything in the contract. It only clarifies the formula that should be used to calculate Noncredit office hours.
Still Pending…
Initial Placement of Adjunct Faculty: a task force has begun to meet to look into what other colleges do and see if we can come up with a simplified process that will work at GCC.

5. Negotiations Poll
See overhead document/copy of the ballot

6. Reopeners The Guild seeks to negotiate:
an increase in release time for the Academic Senate, and an improvement in existing provisions concerning how released time generally can be converted to extra pay, if desired;
a merge, into a single pay rate, the pay that adjunct instructors receive for office hour work and the pay for their class work;
an improvement in how overload work by contract faculty is banked, unbanked, and paid;
an improvement in the health care options provided to our adjunct faculty

7. District Reopeners
Article VI, Section 3. Office Hours - The District is interested in increasing the minimum office hours required by faculty.
Article VIII, Section 16. Regulations and Salary Rates for Extra- Curricular Coaching, Performing Arts, Released Time/Stipend for Instructional Activities – The District is interested to comply with ancillary stipends for adjunct faculty as defined in Section of the Educational Code.
Article IX, Evaluation Forms – The District needs to address accreditation recommendation 8: “In order to increase effectiveness, the team recommends that the College revise the evaluation forms for faculty, counselors, and librarians to more clearly and effectively demonstrate that the results of the assessment of learning outcomes are used to improve teaching and learning.”