Posted: April 19, 2017 in Uncategorized


A friend and English Department colleague wrote the below piece.  It is the most moving writing I’ve read in a long time.  It is honest.  It is poetry, actually.  This part-time faculty member has said more here about the lives and vulnerabilities of part-timers than a hundred committee reports and sympathetic articles and persuasive emails have.

Please listen to her.

Strapped for time.
Stressed out.
Freeway flying.
Barely making ends meet, so more stress.
Wondering whether next semester will yield any assignments.
Afraid of being bumped.
Afraid of being cancelled at the last minute.
Scrambling after having an assignment cancelled.
Filling in application after application, sometimes just to keep a part-time assignment.
Never getting interviewed for full-time positions.
Uncared for or about.
Some even homeless.
No connections with campus or administration or colleagues.
Desiring to help students outside class but unable to do so and be paid.
Paid 60% what a full-timer makes per hour if we’re lucky.
Forced to pay a union that doesn’t really represent us.

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Please Note

Posted: April 18, 2017 in Uncategorized

Dear Faculty,

I thought that this might be a good way to communicate to all of you since I have recently heard from a number of you.

Since I’ve been out of union office since 2008, I have gladly volunteered my time to help countless faculty with grievances, terminations, contract questions, etc. because those faculty chose to not be represented by the union and signed waivers to that effect.

Now that I am an attorney, I still very much want to help you.  But, it will now have to be on a lawyer/client basis. While I am happy to say I have begun to acquire a good amount of legal work, I can and will make time for you on an individual basis.

Thanks for your understanding.


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Wait . . . what?

Posted: March 16, 2017 in Uncategorized

Last year, CCFT president, Debra Stakes, told all faculty and especially the part-time faculty (in writing), to vote for the across-the-board salary increase for all faculty–with no differential percent for part-time faculty–because the union would fight for a differential increase in October 2016. Other faculty repeated that mantra and said wait, wait, it’s coming.

  1.  October has come and gone with no change.
  2. In the January 26 Council of Reps minutes, update on negotiations (D. Stakes), the following was recorded (bolding and sarcasm added):

“Article 4:
Survey results showed that an across the board salary increase was the highest priority. B2 [part-time lecture] is currently at about 64% of B1 [full-time lecture]. (Whaaatttt?  Someone must explain this percentage to me).

“M. Tomes related that the priority that received the highest number of votes was to decrease the disparity between the B1 and B2 schedules. Possible step increases for part‐time faculty were discussed. Other salary proposals were discussed, as well as benefits increases. Any changes to B3 and B4 would mirror changes to B2. Discussion about required and paid for part‐time office hours. Discussion about increasing SLO compensation for part‐timers.

“D. Stakes indicated that there is about $600,000 to negotiate over this year. One‐half to two-thirds of part time faculty are probably below step 8. Adding pay for office hours on to B‐2 would increase that schedule by about 1%. . . .

“M[ark] Weber [said] all of the social sciences faculty said they could not support a greater percent increase to B‐2 [part-time salary] than to B‐1 [full-time salary].”  (Really, ALL?)

The question is this: why are members voting on the issue of parity or a differential pay increase for part-timers at all?  In an effort to get the contract ratification vote, the union promised part-time faculty last spring that it would fight for differential pay.  Putting it to a vote, especially where at least certain divisions, as the one noted above, are strongly anti-part-time parity, opens up the issue for discussion when it should have been a sure thing. And, beyond that, even with a vote, as noted above, the greatest priority was to decrease disparity between full and part-time faculty.  So, that must be the first priority in bargaining.  The elected leadership must make the tough decisions that they were elected to make and must keep the promises they made.  That must take precedence here.

Hold the union leadership accountable for a differential pay increase for part-time faculty.  Now.

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Image  —  Posted: January 13, 2017 in Uncategorized

Quite a spectacular piece.  This film (11:48) is much less about Clinton than it is about the power and perseverance of women.


Image  —  Posted: July 28, 2016 in Uncategorized

Details Matter

Posted: May 17, 2016 in Uncategorized

Contract Notes

While you’ll be enjoying your retroactive check at the end of the month, you might want to take a look at the following for some clarity and perspective. The points were taken from a recent email from the union president.

1.) History of recent salary increases/negotiations:

2007-08         3% (Rossa)

2008-09         0% (Merzon)

New contract

2009-10         0%  (Merzon)

2010-11         0%      (“)

2011-12         0%      (“)

New contract

2012-13         0% (Merzon)

2013-14         0% (Stakes)

2014-15         1%; 1% (“)

New contract

2015-16         5% (Stakes)

2016-17           ?

2017-18           ?

So, that 7% spreads over two contracts:

The 2% increase for the 2012-2015 contract works out to 0.66% per each year of the contract.

The 5% increase for 2015-16 must be significantly enhanced in the following two years to make a decent annual increase for each year of this new contract, 2015-18.

2.) “The revised articles (4, 5, 6,7 and 10) will become part of our first new contract since 2008.” That can’t be the case. Contracts must be renewed every three years. So, this is confusing.

3.) Maybe someone can explain this to me:

“There is also just under $400K that will be distributed as a one-time stipend to all faculty as compensation for the extra workload for learning elumen and transitioning to Canvas.  The stipend will be distributed based on each faculty member’s highest percent workload between the Fall 15 and Spring 16 semesters. This distribution of the off-schedule money benefits part-time faculty and full-time faculty at the lower salary steps. “

We have been told that we were getting a 2% off-schedule increase (the above). I’m no mathematician, but no distribution that I can see gives anyone even close to 2% of $400,000. How does this benefit part-timers and other lower paid faculty more than it does anyone else? Again, I’m confused. If I’m enlightened, I’ll post the answer.

4.) While I along with other breeders are, I’m sure, happy to have the insurance pool continue, family insurance has increased from approximately $300 to $500 a month as a result of the new insurance tiers put forth by the union. So, even though the insurance pool helps, it does not cover the increase felt by families.

Just some things to think about . . . .

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