Instructors’ Association Proposal for Changes to the Contract:

1/1/ 2009 - 12/31/2010

 

As presented to the SBCC Board of Trustees on October 30, 2008

 

Principles:

• The IA is submitting a very modest proposal in recognition of the difficult financial situation of the State of California and the College.
• “Equal pay for equal work”
• “COLA goes for COLA” --- all COLA is applied to salaries.
• “All faculty are treated equally”; “We move together.”
• No discrimination based on contribution to revenue.
•  “No free lunch” --- all work should be compensated.
• “No informal, side-deals" --- if it is available to one group, it is available to all faculty in similar situations.

1) Enhancement and Structure of Salary Schedules (Section 2.8)

a) A percentage increase of 0.55% (80% of COLA) will be applied to all salary schedules in equal percentages on each salary step and class.

b) 20% of COLA (0.13% of faculty salaries expenses) will be applied to make progress on equity issues identified by the faculty/management study group.

b.1) The Credit Adjunct Instructional Schedule (Schedule 11) will be renumbered Schedule 10-A and it will be expressed as a pro rata percentage of Schedule 10 (Class 2, Steps 1-9). The pro rata percentage will be increased from 67.5% to 68%.

         

b.2) Laboratory instruction will be compensated at exactly 80% of lecture instruction with the intent to reach 100% in the future. The TLU value of a 3 hour lab will be exactly 2.4 TLUs, increased from its current value of 2.3974 TLUs.

 

c) The Credit Adjunct Non-Instructional Salary Schedule (Schedule 13) will be renumbered Schedule 10-B. It will be expressed as a pro rata percentage of Schedule 10 (Class 2, Steps 1-9). The pro rata percentage will be unchanged at 87.5%.

d) Schedule 23 (Cosmetology Schedule) will be amended as follows:
Effective fall semester 2009, step 1 will be removed from all classes. Faculty at step 10 of any class on Schedule 23 will advance to step 5 of the appropriate class on Schedule 10.

 

Effective fall semester 2010, step 1 will be removed from all classes. Faculty at step 10 of any class on Schedule 23 will advance to step 5 of the appropriate class on Schedule 10.

 

e) The doctoral bonus for Credit Adjunct Faculty will be expressed as 5% of class 1, step  1 of Schedule 10-A (Section 2.17.4).

 

f) Longevity service increments for contract faculty (Section 2.11) will be awarded to faculty in pro-rated yearly increments i.e. by a rate which equals the current 3-year increment divided by three.

g) All stipends used by the committee for non-teaching compensation (Section 2.21.1) shall be expressed as a percentage factor applied to Schedule 10, i.e. the department chair stipend shall be expressed as 0.419% of class II, step I and the hourly coaches’ stipend shall be expressed as 0.261% of class II, step I.

 

2) Health and Welfare Benefits

a) Our principle remains that the District will pay the full cost of the least expensive of the two most popular plans for individual, couples, and families (Appendix B).

 

b) Coverage for minor children will be made available to adjuncts in
Tier 2 (Appendix C) at the faculty member’s own expense.

 

c) All unused monies from the adjunct health care funding (currently $28,000 per year) will be rolled over to future years starting with the school year 2008/2009 (Appendix C). 

 

3) Leave Policy

Our principle of equal pay for equal work includes equal leave policies for all faculty.
Please see Appendix 1 of this proposal for changes in current leave policies.

 

4) Parity Goal for Laboratory Instructors and Adjunct Faculty

a) The parity goal for Credit Adjunct Faculty shall be stated at 87.5% of all classes and steps of Schedule 10.

b) The parity goal for laboratory instruction shall be stated at 100% of lecture instruction.

 

5) Sabbaticals
Any unused sabbatical monies shall be rolled over to the next year (Section 2.7).

6) Disciplinary Procedures and Binding Arbitration

The Instructors’ Association is committed to resolving any accusation or complaint at the earliest possible stage. Every effort should be made to resolve complaints through informal conferences between the parties involved. In order to achieve this:

a) the contract shall include guidelines to be followed by the administration to inform faculty within two business days after an accusation has been filed against them or when they are under investigation for some disciplinary offense (Article 10).

 

b) the current grievance policies and procedures (Section 6.4) shall be extended to include binding arbitration (see Appendix 2 of this Proposal).

7) Release Time for Academic Senate
The number of release time TLUs for the Academic Senate shall be increased by two (2) in order to give each AS committee chair an additional ¼ TLU and bring them up to one full TLU release time.

8) Second Year of Contract
In the second year of the contract new funds available will be allocated as follows:

a) COLA applied in equal percentages to all salary schedules.

b) Full coverage of the cost of the less expensive of the two most popular health insurance plans for individuals, couples, and families.

Santa Barbara, October 30, 2008

     

                  Lynne Stark / President                Cornelia Alsheimer / Chief Negotiator

Appendix 1

 

Proposed Changes to Faculty Leave Policies
 Instructors’ Association’s Contract: 1/1/2009 – 12/31/2010

 

1. Include a full list of faculty leaves – both contract and adjunct faculty – in the contract. Currently there is no section of the contract dealing with leaves for full-time faculty.  There is a section dealing with adjuncts. (Sec 3.4) 

 

2.  Extend leaves to adjuncts (Sec 3.4 of current contract):  Some leaves are available for contract faculty and not available for adjuncts.  In some cases this makes sense.  However, some types of leaves should also be available to adjuncts:

• Maternity Leave for Pregnancy Disability  (using accumulated sick leave to recover from pregnancy, miscarriage, childbirth)  Board Policy 2022.3
• Bereavement leave:  Board Policy 2022.7  (E.C.  87788)  It is unclear if this refers to adjuncts.
• Emergency leave:  Board Policy 2022.10     This should be extended to include adjuncts.
• Professional development leave

 

3.  Accrual of Sick Leave for Adjuncts: Board Policy 2022.52  The accrual rate for adjuncts is below parity with the accrual rate for full time faculty. “Hourly faculty shall accrue sick leave at a rate proportionate to that of contract faculty.” (Section 3.4.1)

 

4.  Personal necessity days:  Increase the number of personal necessity days per year from 6 to 8 for full time faculty.  For adjuncts, change from “eight hours per year” to “80% of one year’s accrual of sick leave.”  Board Policy 2022.8  (E.C.  87784)

 

5.  Accruing sick leave during summer session:  Both the contract and the board policy are silent on this for full-time faculty.  For adjuncts, the accrual is not directly stated.

“Faculty (contract and adjunct) who teach summer session shall accrue sick leave at the rate of one hour for 17.5 hours taught.  Sick Leave accrued during summer session should be available to be used for sick days during summer session.”

 

6.  Make banked TLUs available to be used for contract faculty to take maternity / paternity leave. “Contract faculty will be able to use banked TLUs to either decrease their semester teaching load or take one semester off due to the birth of a child.”

 

   

     

   

 

Appendix 2

 

Proposed Changes to Contract Provisions for Grievance Policies and Procedures
(Sec 6.4 of current contract)
Appendix 2 to the Instructos’ Association’s Proposal for the Next Contract,
1/1/2009 – 12/31/2010

 

STEP FOUR
Delete the last sentence of current Step Four.

 

Add: STEP FIVE

If the grievant is not satisfied with the decision at Step Four, he or she may, within ten days of the Board of Trustee’s decision, request in writing that the IA submit the grievance to arbitration. The IA, by written notice to the Vice President, Human Resources, within fifteen days after receipt of the request from the grievant, may submit the grievance to impartial arbitration.

 

The IA and the District shall jointly request that the California State Mediation and Conciliation Service supply a list of five names of arbitrators experienced in hearing grievances in community college matters.  Each party shall alternately strike a name until one name remains.  The order of the striking shall be determined by lot.

 

The fees of the arbitrator and the hearing shall be borne equally by the IA and the District.  All other expenses shall be borne by the party incurring them.

 

The arbitrator shall, as soon as possible, hear evidence and render a decision on the issues that were submitted to arbitration and shall provide an appropriate remedy.

 

The arbitrator shall have no power to add to, subtract from, or modify the terms of this agreement.

 

The decision of the impartial arbitrator shall be final and binding on all parties.