1. HCAFA IEA/NEA Contract Ratification Meeting Information and Celebration
February 3rd 2017
Room L221

2. HCAFA Negotiations Team
Crystal Bush Lead Negotiator
Charmian Tashjian President
Stuart Templeton Career / Prof Dev Rep
Marybeth Linse Member at Large
Amy Kunz IEA UniServ Director

3. HCAFA Negotiation Support Team
Janice Cutler Math/Science div rep
Arlene Bublick Secretary/ retired
Rob Alexander Treasurer
Taimi Wilk VP/ Grievance chair
A Special Thanks to these Folks !

4. Harper College Negotiating Team
Judy Marwick Provost
Roger Spayer Chief HR Officer
Michael Bates Assoc. Dean of ATE
Kathryn Rogalski Dean BUSS
Beverly Riley HR
Andrea Sokoff Secretary Provost Ofc

5. Negotiations prep began Fall 2015
Negotiations began April, 22, 2016
We met with the college 20 times

6. New Article 2.5 Non-Solicitation and Distribution Policies
Guarantees Association’s right to distribute literature at the college
Under former contract, was memorialized as a memorandum of agreement

7. New Article 3.8 Orientation Meeting
The Association now has the guaranteed right to address adjuncts during orientation week meetings

8. New Article 3.9 Reassigned Time for Union Officers
The College agrees to provide four (4) contact hours of reassigned time per year to HCAFA
There is a formula for distributing hours for librarians/counselors

9. Article 4.2 Office Space, Telephones, and Key/Card Access
All adjuncts have access to all adjunct faculty offices throughout campus.
Language updated to reflect updated use of key cards and other technologies throughout campus

10. Article 4.5.A Paid Leave – Adjunct Teachers
All adjunct teaching faculty teaching a minimum of 3 credit hours will receive one paid sick day and one paid personal day per semester, including summer term.
Reason for leave need not be disclosed.

11. Article 4.5.B Paid Leave – Adjunct Lib/Counselors
All librarians and counselors working at least 160 hours/semester will accrue paid leave at a rate of five percent (5%) of hours worked.
The paid leave can be used for sick leave, or up to 7 hours (one work day) of personal leave each semester. Reason for leave need not be disclosed.
Up to a maximum of seven (7) hours of paid leave may be carried into the next consecutive semester or summer term.

12. Article 4.5.C Special Circumstances Leave - Everyone
If all paid leave days are used for circumstances beyond employee’s control, he/she can seek approval from Dean for an additional day to use for a religious holiday, personal illness, or bereavement of an immediate family member, provided the days fall on the adjunct employee’s regularly scheduled workdays.
If special circumstances leave is approved for illness, immediate family is defined as qualified dependents or family members living in the adjunct employee’s home for which he/she is the primary caregiver. In the case of an extended illness, an adjunct employee may seek approval of his/her Dean for up to one (1) calendar week absence. The College may request documentation for such leave.

13. Article 4.5.D Union Business
The College will provide HCAFA with up to eight (8) paid days each fiscal year (July 1 through June 30) for union business.

14. Article 8.1 Evaluations/Observations
Adjunct teaching faculty now have expanded choices for types of evaluations
SOI’s will not be used as sole method to measure pedagogical effectiveness of an adjunct faculty member

15. Article 8.2 Assignments
1st The college will make a reasonable effort to assign adjunct faculty covered by this agreement at least 3 credit hours
2nd College is obligated to make reasonable effort to assign minimum of 9 credit hours to Level II teachers who request those hours
3rd College is obligated to make reasonable effort to assign minimum at least 6 credit hours to excellent faculty
Assignment will be made six weeks before start of next semester
To demonstrate a “reasonable effort” the College must contact adjunct faculty members via phone and/or the College system

16. Article 8.2 Assignments (cont.)
If College deems a teacher “not excellent” for the purpose of assignments, the College must provide the following to the adjunct faculty member nine weeks prior to start of the next semester:
1. notice in writing of the reason for “not excellent” status
2. recommendations for improvement

17. Article 8.3 Cancellation of Contingent Assignment
Historic entry of “bumping” rights into the contract
If an adjunct faculty member’s only assignment is withdrawn for whatever reason, the Dean must make a reasonable effort to assign a pending unassigned section of at least three (3) credit hours that is likely to run to the affected adjunct faculty member.

18. Article 8.3 Cancellation of Contingent Assignment (cont.)
If no unassigned sections available, Dean reassigns a section assigned to a non-unit eligible adjunct faculty member providing the reassigned class is not the only class assigned to the non-unit adjunct faculty member.
If no section is available, Dean must request voluntary reassignment of a full-time instructor’s overload assignment.
If no reassignment of a full-time instructor’s overload assignment is possible, Dean must request a voluntary reassignment of unit-eligible adjunct faculty members.

19. Article 8.3 Cancellation of Contingent Assignment (cont.)
If no reassignment options are available, HCAFA may request a meeting for the College to demonstrate reasons for non-reassignment.

20. Article 9.5 Online or Blended Course Development and Teaching
Compensation will be paid after the course design review and prior to teaching the course for the first time.
Adjunct faculty who have not taught online at the College previously must complete one of the approved professional development courses prior to developing or teaching a new online/blended course for the first time. College may accept completion of an alternative training program.

21. Article 9.5 Online or Blended Course Development and Teaching (Cont)
The evaluation procedures for adjunct faculty members on the two (2) year evaluation cycle includes option to review course design and teach in the online or blended environment.
Adjunct faculty who have taught an online or blended course in each of their last two (2) semesters at the College and are due for an evaluation in the current semester may be informed they must select the online course design review and teaching evaluation option.

22. Article 9.9 Stacked Classes (cont.)
When an adjunct faculty member is assigned a stacked class, he/she will be paid commensurate with the course with the largest contact hours. He/she will be credited with the credit hours assigned for the course with the most credit for purposes of salary movement.
Adjunct faculty members will be paid a stipend of two hundred dollars ($200) for teaching a stacked class.
 Adjunct faculty have right to decline the option of teaching a stacked course.

23. Article 9.8 Compensation for Cancelled Classes
If within two (2) calendar days or fewer before the first day of the class an adjunct faculty member’s contingently assigned class is cancelled or reassigned and if a replacement assignment is not offered to the adjunct faculty member, the College will pay the adjunct faculty member a fifty dollar ($50) stipend for the withdrawn class.
This section applied to Fall and Spring academic semesters and summer term.

24. Article 9.9 Stacked Classes
Stacked classes combine courses that may otherwise be cancelled due to low enrollment. Classes are stacked in order to provide students with opportunities to take courses that otherwise the College could not offer.
Adjunct faculty members with a stacked course assignment may teach standards and lessons for more than one course, even though the stacked classes meet as one whole.

25. Article 9.13 SURS Return to Work
Affects any adjunct employee who retired under the State University Retirement System (SURS) on or prior to August 15, 2013.
Agreement allows designated “Legacy” adjunct employees to teach a maximum of one course per academic semester as long as certain criteria are met.
Any current or future adjunct employee who retires under SURS after August 13, 2013 will not be eligible nor have any expectation of employment now or in the future with Harper College.
You must have the traditional SURS plan for this to apply to you

26. Article 9.17 Adjunct Employee Engagement Program
The College supports and benefits from adjunct employees who are involved in internal professional development and college service. To recognize adjunct employees who complete a body of work in these areas, the College will provide incentives including the following:
Increased compensation per contact hour as defined in Article 9.1
Priority in course assignment as defined in Article 8.2
An interview for a posted full-time faculty position for which the adjunct employee is qualified to teach.

27. Article 9.17 Adjunct Employee Engagement Program (cont.)
Details of the Adjunct Employee Engagement Program (“AEEP”) will be developed by a workgroup that includes college staff and adjunct employees from each academic division. The Adjunct Employee Engagement Work Group (“AEEWG”) will determine timelines, work required, and applicable professional development and college service opportunities. The (“AEEWG”) will make a recommendation prior to the start of the Fall 2017 semester.
The entire adjunct employee engagement program must be approved by HCAFA and the College prior to implementation or any subsequent modifications.

28. Article 9.17 Adjunct Employee Engagement Program (cont.)
After receiving Level II status by completing a body of work comprised of professional development and college service, the adjunct employee will receive the distinction and incentives that accompany Level II status for a length of time as determined by the AEEWG and approved by HCAFA and the College.
If the adjunct employee wishes to continue to maintain Level II status, he/she must complete an additional body of work prior to the end of the approved period of time.

29. Article 10.3 Entire Agreement
The Union waives none of its bargaining rights.
The Union reserves its right to bargain or refuse to bargain over items which were unknown at the time of negotiations.

30. Article 10.4 Duration of Agreement
This Agreement effective on the date of its execution by both parties
This Agreement remains in full force through 11:59 p.m. on the day prior to adjunct faculty reporting for work for the 2021/2022 academic year (simple terms: this is the first year of a five year contract)

31. Article 9.1 Compensation Five year contract
Expanded doctoral degrees eligible for pay increases to include but are not limited to DDS, MD, JD, DC, OD, DO, PhD, EdD, and DMA.
Expanded access to top earnings by reducing number of credit hours from 299 to 260.

32. Article 9.1 Compensation (cont.)
Increased individual compensation due to payment for contact hours instead of credit hours
Salary schedule movement for everyone will occur at the start of each academic semester, to exclude summer term.

33. Article 9.1 Compensation (cont.)
To increase personal compensation, pay structure simplified with only two pay columns (as opposed to six):
Column One: Masters or Equivalent (which includes any degree which is less than MA)
Column Two: Masters+60 or Doctorate

34. Article 9.1 Compensation (cont.)
Adjunct teaching faculty pay increase for year one of the contract:
Minimum of 0.8% increase
Maximum of 2.3% increase
Adjunct lib/counsel pay increase for year one:
Minimum of 0.95% increase
Maximum of 0.96% increase

35. Article 9.1 Compensation (cont.)
First year pay increase goes into effect Spring 2017
For everyone, the base cell increase with subsequent impact to salary schedule will be increased yearly in August in years 2, 3, 4, and 5 as determined by the Consumer Price Index Urban (CPIU) by a minimum of 1.5% up to a maximum of 3.5%.

36. Article 9.1 Compensation (cont.)
Everyone achieving Level II status will receive a 2.5% increase above his/her current rate of pay for all contact hours worked in an academic semester.
To avoid “6% Cap” SURS employer penalty, adjunct employees will not receive the pay increase associated with initial entry into Level II status in the same academic year as a salary schedule movement.

37. Article 9.1 Compensation (cont.)
A one-time longevity stipend of $300 will be paid to every employee who was employed during the Fall 2016 semester and who works either the Spring 2017 or the Fall 2017 academic semester.

38. What did we accomplish? Bumping Rights
Increased number of classes assigned
Payment for contact hours (vs. credit)
Dramatically improved salary structure
Creation of Level II status
Expanded paid sick leave benefits
Compensation for stacked classes

39. What did we accomplish? Competitive wages
Responsibility placed on College to notify employee of “not excellent” status accompanied with remediation plan and timeline
Universal access to every adjunct office
Progressive evaluation program which reflects best practice

40. We strongly recommend a YES vote on this contract.
It is in your hands…
We strongly recommend a YES vote on this contract.

41. What does a “No” vote mean?

42. A “No” vote means:
You believe a different bargaining team can achieve a better contract.
You are willing to consider the option of a strike.
If a strike vote is authorized, you believe 100% of the membership will participate in a strike for a different contract.
If bargaining impasse is reached and membership doesn’t authorize a strike, you are willing to have the College impose a contract of its own choosing.

43. Again…it is in your hands…
We strongly recommend a YES vote on this contract.

44. Any questions?