Archive for January, 2018

Time’s Up

Posted: January 29, 2018 in Uncategorized

If you see a poster in your department, which speaks to the district’s non-tolerance of sexual harassment and discrimination, please read it carefully. It is so very important.

As was evidenced by the recent, second international Women’s March, the movement @resist has taken another step forward. The “Me, Too” movement has now morphed into “Time’s Up.” What’s the difference? It’s not only a woman’s acknowledgment that she has been a victim of sexual harassment. It’s now her taking the necessary actions to prevent it from happening again and her exposing the perpetrators—naming names. It’s also about running for political office.

This past week has been fraught with sexual misconduct and harassment news:

–The sentencing of Larry Nassar, MD to 175 years in prison, the cataclysmic fallout at Michigan State, and the forced resignation of the entire USA Gymnastics Board as a result of his decades of sexual abuse of young female Olympic athletes.

–Steve Wynn, casino mogul, has resigned as finance chairman of the Republican National Committee amid allegations of sexual harassment and assault.

–And, even Casey Affleck has his problems. Because he was previously sued for sexual harassment, he dropped out of presenting the award for Best Actress at this year’s Oscars. Smart move.

This doesn’t include our own SLO grown horror: Uber driver, 39-year-old Alfonso Alarconnunez, is “being held at San Luis Obispo County Jail on $200,000 bail, on suspicion of eight charges, including two counts of rape of an unconscious victim and one count of rape of a drugged victim, as well as additional charges of grand theft, burglary and oral copulation of an unconscious victim.” (SLO Tribune)

What can you do, you ask? What should you do?

Well, the mission statement of @Time’s Up includes some answers to the question of “What You Can Do”:

  1. “Don’t be part of the problem. For starters, don’t harass anyone.
  2. If a person who has been harassed tells you about it, believe them. Don’t underestimate how hard it is to talk about these things.
  3. If you know someone who has been harassed, connect them to resources who can help, such as the ones found here.
  4. If you are a witness or bystander and see a harassing situation, you can help the person being harassed. You could actually intervene. You could confront the harasser. You could also help the person get out of the harassing situation. If you cannot do any of these things, you can still support the harassed person by corroborating and confirming the account of what happened.
  5. You can support those affected by sexual harassment by donating to the Time’s Up Legal Defense Fund.
  6. If you are part of an organization, look at the workforce and the leadership (management, officers, board of directors). Does it reflect the market where you operate and the world we live in? If not, ask why not and do something to move it closer to that goal.
  7. Acknowledge that talent is equally distributed, but work and career opportunities are not. Mentor someone from an underrepresented group in your industry. If you are in a position to do so, hire someone who can diversify the perspectives included in your organization; your team will be better and stronger for it.
  8. You can vote with your wallet: in your purchasing, in your investing, and in your charitable giving. Spend or give to companies and organizations who have more equitable leadership and opportunities for all.”

The issue is not only global. It is national. It is local. And, it is at Cuesta. Whatever you do, do something.

Don’t forget that

SILENCE IS CONSENT

The below photos are from the women’s marches across the country and from the SLO Women’s March:

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A HISTORY OF FACULTY RAISES AT CUESTA 1999-2018

I was asked by a colleague for help in finding a history of faculty salary increases from 1999-2008. Since I’ve been asked about salary history by others in the past, we thought we’d post it here. Thanks to the always-great work of Gaye Steil in HR, we got that data. One item of particular note can be found in the 2002-2005 CBA below. This was the first and only time that part-time faculty got a parity increase—and a sizeable one at that, spanning two years: “For academic year 2002-2003, the 2001-2002 Temporary (Part-time) and Full-time Overload Salary Schedules shall be increased by 7.0567% as of July 1, 2002; and shall be increased by 1% as of January 1, 2003.”

The only way that we were able to achieve that for our part-time colleagues was if full-time faculty agreed to a raise of only 1% for 2001-02. The full-time faculty rose to their best instincts and agreed to that to help their exploited sisters and brothers. Times have changed.

1999-2002 Collective Bargaining Agreement (CBA)

Academic Salaries

4.5           The new Faculty Salary Schedules for regular and temporary faculty members shall be attached to this Agreement as Appendix B through B-3, reflecting an increase of 1.00% over the 1998-1999 schedule for 1999-2000, and 5.85% over the 1999-2000 amended schedule for 2000-2001, plus the addition of new Column G and modification of column unit criteria effective July 1, 2001. The schedule does not yet reflect implementation of the 2001-2002 Salary Formula.

4.5.1       Step and column movements for eligible faculty members will be granted as of July 1 of each academic year in which this Agreement is in effect.

4.5.2       Extra duty compensation for faculty members is set forth in Appendix B-5, Extra Duty Compensation.

4.5.3       Compensation for work experience classes shall be at the rate of $50 per enrolled student plus an additional $25 for each student who completes the class, for a maximum of $75 per student.

4.5.4       (Retroactive) For each academic year of this Agreement , the Faculty Salary Schedules shall be determined by application of the Compensation Formula which is attached as Appendix B-6. The 1999-2000 salary schedule shall be effective as of July 1, 1999. The 2000-2001 salary schedule shall be effective as of July 1, 2000. The 2001-2002 salary schedule shall be effective as of July 1, 2001.

2002-2005 CBA

Academic Salaries

4.5     The Faculty Salary Schedules for regular and temporary faculty members shall be attached to this Agreement as Appendix B through B-3.

4.5.1  Step and column movements for eligible faculty members will be granted as of July 1 of each academic year in which this Agreement is in effect.

4.5.2  Extra duty compensation for faculty members is set forth in Appendix B-5, Extra Duty Compensation.

  1. Compensation for work experience classes shall be at the rate of $50 per enrolled student plus an additional $25 for each student who completes the class, for a maximum of $75 per student.
  2. For academic year 2002-2003, the 2001-2002 Full-time Faculty Salary Schedule shall be increased by 1% as of January 1, 2003.
  3. For academic year 2002-2003, the 2001-2002 Temporary (Part-time) and Full-time Overload Salary Schedules shall be increased by 7.0567% as of July 1, 2002; and shall be increased by 1% as of January 1, 2003.

2005-2008 CBA

Academic Salaries

4.7           The Faculty Salary Schedules for regular and temporary faculty members shall be attached to this Agreement as Appendix B through B-3.

4.7.1       Step and column movements for eligible faculty members will be granted as of July 1 of each academic year in which this Agreement is in effect.

4.7.2       Extra duty compensation for faculty members is set forth in Appendix B-5, Extra Duty Compensation.

4.7.3       Compensation for work experience classes shall be at the rate of $50 per enrolled student plus an additional $25 for each student who completes the class, for a maximum of $75 per student.

4.7.4     3% increase from June 6, 2007 to July 7, 2008

4.7.5       For academic year 2005-2006, the Full-time Faculty Salary Schedule, Temporary (Part-time) and Full-time Overload Salary Schedules shall have an off schedule two percent (2%) increase applied to payments due under those schedules. Such amount shall be off schedule, shall not be the basis for calculating the increase in 4.7.6, and shall terminate as of June 30, 2006.

4.7.6       For academic year 2006-2007, the Full-time Faculty Salary Schedule, Temporary (Part-time) and Full-time Overload Salary Schedules shall contain a six percent (6%) increase from the existing version of those schedules, effective as of July 1, 2006.  

4.7.7       For Academic Year 2006-2007, a fixed aggregate total sum of $1,500 is hereby established for distribution among all faculty supervising student internships that have been approved by the Vice President, Student Learning. A joint CCFT/District committee shall be formed to determine how to equitably distribute this fixed amount.

4.13        The District and Exclusive Representative agree that the list of fourteen (14) districts attached as Appendix F shall be used by the parties as information for purposes of negotiations when comparing salaries for persons represented by the Exclusive Representative.

2008-2011 CBA

Academic Salaries

No change in salary from previous contract.

(A year is lost from the contract cycle. The one below should have begun with 2011: 2011-2014)

2012-2015 CBA

Academic Salaries

All Faculty 1% increase retroactive to January 1 2014.

All Faculty 1% increase effective January 1 2015.

2015-2018 CBA

Academic Salaries

$1,500 per person off-schedule in 2014-15

5% on schedule increase for FT and PT in 2016 (You might recall that the union bargained away new full-time faculty positions for this salary increase).

Plus  ???