Board of Trustees meeting April 17, 2006

The Guild wishes to inform the Board of Trustees and the public of its intent to negotiate a successor agreement covering the period from July 1, 2006 through June 30, 2009. The following is a brief summary of proposed changes to the current collective bargaining agreement:

1. Have the district match the $50,000 per year that full-time faculty put forward to return the adjunct premium reimbursement rate in the district’s health insurance plan to 50%.

2. Allow adjunct faculty who have lost a class in our district during a regular semester to use an intersession class to count toward the "40% of load" necessary to qualify for premium reimbursement in the district’s health insurance plan

3. Negotiate an agreement about continuity in the wage boost from our adjunct parity fund.

4. Improve short session pay for adjuncts.

5. Set minimum number of "guaranteed assignment" hours for part-time College Services faculty with rehire rights.

6. Reduce minimum size for ancillary activity stipends.

7. Offer Social Security as an alternative to the CalSTRS Cash Balance and CalSTRS Defined Benefit retirement plans for part-time faculty.

8. Pay part-time instructors in the non-credit area to hold office hours.

9. Require that any adjunct faculty contracted to work at least 100% of load in their area must be compensated like a full-timer during that period.

10. Negotiate procedures for creating and filling non-tenure-track contract positions.

11. Extend probationary period for tenure-track faculty if leave (other than sick/personal necessity leave) is taken during that time.

12. Clarify in the bargaining agreement that probationary faculty may bank time.

13. Clarify bargaining agreement language concerning student evaluations

14. Eliminate statement on evaluation forms that "original copy must be forwarded to Human Resources for the evaluatee's personnel file", as in some cases only the composite evaluation is to be entered into the personnel file.

15. Require that the Human Resources office notify faculty members (before access is granted) of requests for access to their personnel files, and prohibit copies of personnel file contents from being made.

16. Guarantee rights to due process during informal and formal investigations, even if the triggering complaint is not in writing.

17. Negotiate that claims of "unfair labor practices" be adjudicated by binding arbitration, rather than through the Public Employees Relations Board

18. Negotiate rules for how the district may recover money overpaid to faculty

19. Return Campus Events Coordinator to 20% released time in our bargaining agreement.

20. Make pilot program on cross-country/track coaches permanent.

21. Clarify compensation for the Fitness Center Director.

22. Change performing arts stipends from flat amounts to percentages of base salary.

23. Clarify policy on "partial" sick/personal necessity leave days.

24. Specify that faculty taking Personal Development leaves can choose the maximum two-year term at their discretion. Also, make it clear that adjunct faculty with rehire rights may take an equivalent break from service without losing those rights.

25. Increase number of sabbaticals per semester from 4 to 6.

26. Clarify for what purposes and for how many hours counselors' student contact activities can be set aside for other campus work.

27. Clarify list of appropriate reassignments for full-timers whose classes are canceled.

28. Increase negotiated released time for the Guild from 1.4 FTE to 2.2 FTE.

29. Change minimum class size in the bargaining agreement for multiple-instructor classes from multiples of 30 to multiples of 15.

30. Create large-lecture-class compensation formula for "positive attendance" classes

31. Require full-time instructor consent to be scheduled outside the 8 am – 4:30 pm range, even if evening hours had been advertised as part of their assignment on initial hire.

32. Allow early retiree health dollars for "dependent or spouse/domestic partner", rather than spouse/domestic partner only

33. Make the district-sponsored plan to take advantage of Internal Revenue Code Section 125 a contractual benefit.

34. Add in anniversary steps through step 31, for all columns on salary schedule A

** By mutual agreement with the district, a proposal concerning formula-driven compensation increases for both full-time and adjunct faculty in the successor agreement shall be brought to the Board of Trustees at a later meeting.