| COMPENSATION | ||
| Pay Increase | Increase each cell of FT annual payscale by $7400 over three years. Keep pro-rata in place and increase part-time, overload, and hourly schedules proportionately. >> Year 1: increase by $2700 >> Year 2: Increase by $2500 >> Year 3: Increase by $2200 A traditional percentage increase helps the people at the top of the scale the most and increases the disparity between the top and bottom. By implementing a flat rate instead, we seek to promote equity and fairness within our faculty. |
FT pay over 3 years — annual salaries |
| COLA | No COLA or percentage. Instead, resources put into flat rate increase, above | PT pay over 3 years — annual and workload payscales |
| Columns | Add $1335 to each column increment from Column F to Column G. >> Implement immediately in year 1 for column G. >> For columns F15 – F45, spread it over 3 years: $445 per year. This means that moving up a column is worth more. It makes the increase of a column equal to the increase of a step, as planned years ago when we created the columns. It would be a huge step towards bringing us to the Bay 10 median and keeping us there, and help address the difficulties in hiring faculty. |
|
| Steps: FT |
Three new longevity steps for full-time faculty in columns F and above. These will be calculated as normal steps, not as “district service” as was earlier proposed. We will re-number and clarify the steps as well. >> Year 1: new step 25 (equal to $8010, the value of three steps) >> Year 2: new step 23 (equal to $5340, the value of two steps) >> Year 3: new step 20 (equal to $2670, the value of one step). Implementing steps in reverse order means faculty who qualify for step 25 would see a large increase immediately. |
Exhibit C: Longevity Steps |
| Exhibit C: Renumbering Steps | ||
| Steps: PT |
Three new steps for part-timers, with two of them contingent on budget. >> Year 2: July 1, 2019: Step 14. January 1, 2020: Step 15 if Fall 2019 actual fund balance is at least equal to projections >> Year 3: January 1, 2021: Step 16 if Fall 2020 actual fund balance is at least equal to projections. |
Art 20.C: PT Steps |
| Steps: Retirees | Retired faculty returning to work shall be placed on the overload step (for FT) or regular step (for PT) they had earned at the time of retirement, and then move through the steps over time. | 20.B.3 (link to come) |
| Pay for Coaches | Clarifying language for coaching pay, continuing current practice. | Art 20.G: Coaches |
| Exhibit: Coaching Pay | ||
| WORKLOAD | ||
| Lab Load | Change name of labs from “Science and Non-Science” to “A” and “B” | Art 18: Load Factors |
| Lab Load | Move all Clinical Labs in Nursing and Allied Health departments into Category A, which raises load factor from 75% to 85%. | |
| Lab Load | Move all Computer Science into Category A, which raises load factor from 75% to 85%. | |
| Non-Credit Load | Establish new non-credit composition load at 75% (20 hours) for ESL A 3180. | |
| Lab Load | During the three years of this contract, continue to work toward the joint goal of bringing lab loads up to equity with lecture. District remains open to the possibility of lab load improvements in years 2 & 3 of this contract, within budget constraints. This is part of our Living Contract agreement. | Living Contract |
| Non-Credit Load | Form a joint faculty-administration committee to study non-credit workload. | Non-credit Load Study |
| Class size | Strike 18.E.5, regarding size factors for telecommunications courses. Both parties understand that AFT will continue to advocate for smaller classes, as overcrowding at Chinatown campus is at crisis level. | Art 18.E: Class size |
| Schedule Deviation | Allow faculty working FT who have accumulated schedule deviations (underloads) the option of forgoing summer pay to balance load. | Art 18.J: Sched Dev |
| Conference Classes | Pay classes that were previously called “conference” at 100%. | Art 18: Load Factors |
| OTHER | ||
| Chosen Name | Faculty can use chosen names on CCSF records. The college will make students’ chosen names available on class lists. | Art 5: Chosen Names |
| Mainten-ance of Dues | District and AFT will re-open negotiations on Maintenance of Dues Check-off language when legal information is available. Parties agree on concept of maintenance of dues. | Art 7: Maintenence of Dues Check-off |
| Flex | Clarify flex obligations: >> Faculty who cannot meet flex obligation must use sick time instead. >> Faculty working FT required to participate in 5 hours per flex day, including department meetings >> Faculty working PT who have semester-long assignments required to participate when flex days coincide with the normal day and time of their assignment. >> Faculty working PT who have short-terms assignments are not required to participate in flex. |
Art 8.S: Flex |
| Tenure Review | Suspend pay for tenure review committee members and mentors. This pay is currently suspended in our contract. This continues the current suspension, and prevents pay from being reinstated during this contract. |
9 |
| Evaluation | Remove SLO language from evaluation forms, with the understanding that SLOs are still required. | Art 9 & Exhibits D, H, J, & K: Evals |
| Sanctuary, Discipline | No discipline for faculty refusal to cooperate with ICE, etc. | Art 10.B: Sanctuary |
| PT Load, Categorical | Most categorical assignments will be in-load. That means part-timers who work over 67% will earn 100% pro-rata even when those assignments are grant-funded. | Art 13-1: Categorical In-Load |
| PT Assign-ment | Typo Fix | Art 13-1.G: Typo Fix |
| Transfer | New form and contract language for FT transfers from one department to another. This was already in our contract, but needed clarification in order to implement correctly. Full-timers can request transfer to any open position within 10 days of job posting. | Art 14: Transfer |
| Transfer Form | ||
| Health & Safety | Re-write and update of Health and Safety provisions. Include AFT representatives on PGC Health and Safety Committee. District shall make every effort to provide gender-neutral and gender-appropriate restrooms and breast-pumping rooms. | Art 16: Work Environment |
| Sick Leave | Remove 67% limit on sick leave accumulation for part-timers. | Art 17.C, F, H, & O: Leaves |
| Personal Necessity Leave | Remove 3-day limit on personal necessity leave. | |
| Willie Brown | Correct deadline to apply for Willie Brown to March 31, matching current practice and STRS policy. | |
| Family Medical Leave | Clarify that “reasonable advance notice” for Family Medical Leave is 30 days, matching 17.H and current practice. | |
| Calendar | Re-openers to negotiate the academic calendar. Parties agree to try to work out calendars two years in advance, with the understanding that there may be changes. No change to current contract language. |
Calendar Summer 2018 |
| Calendar 2018-2019 | ||
| Calendar Summer 2019 | ||
| Calendar, Counselors | Clarification of calendar provisions for counselors who start work 2 weeks before the academic year. | Art 19.C.1: Counseling Calendar |
| Medical Benefits | Language cleanup to clarify PT benefits eligibility. | Art 21.B: Medical Benefits |
| Medical Rates | Yearly re-openers to negotiate medical rates, as HSS rates change. This is part of our Living Contract agreement. | Living Contract |
| Sick Leave, Categorical | Merge sick leave for categorical and general fund assignments, and to allow faculty working categorical assignments to join the Voluntary Sick Leave Bank. This means faculty will no longer lose sick leave when a grant-funded assignment ends. Note that although this agreement was implemented in January 2018, Web4 and Paysend do not reflect the change. HR is working with Ellucian to fix Web4 and make sick leave more understandable. |
Art 25.E: Categorical |
| Retirees | Retirees retain access to libraries, pool, Wellness Center, parking permits, CCSF ID cards, and CCSF email and websites. | Art 28: Retirees |
| Retiree Health, Categorical | AFT and District will meet to review budget and liability in October and November 2019, to consider whether faculty working FT categorical assignments can be included in retiree health benefits beginning July 1, 2020. | Art 21, 25: Categorical Retirees |
| Over-payments | Include Overpayment SOP as Exhibit O in our contract. This is an agreement we worked out last summer about the procedure for the District to use when they believe there has been an overpayment to faculty. |
Exhibit O: Over-payments |
| Living Contract | Create sub-committees to continue working after contract is signed. Agree to ongoing discussion on budget, meeting Bay 10 median, lab load, sick leave, sabbaticals, onboarding and new faculty orientations, impact of Janus, column movement, professional duties and expectations, and forensics coaching. Other topics also possible. | Living Contract |
| Un-resolved | Many issues were proposed and discussed, but we were not able to resolve all of them. Here is a list of formal proposals that did not make it into this contract. This does not include issues that we will work on through the living contract process, or ideas that were floated in discussion or the sunshine process but never formally proposed. |
Unresolved |
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