Your SlideShare is downloading. ×
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Presentation: Justification for WA SB5844
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Presentation: Justification for WA SB5844

249

Published on

PPT Presentation by Jack Longmate, Washington PT Faculty Association, explaining justification for SB 5844, which would no longer oblige community and technical part-time faculty to be members of the …

PPT Presentation by Jack Longmate, Washington PT Faculty Association, explaining justification for SB 5844, which would no longer oblige community and technical part-time faculty to be members of the same bargaining units as full-time tenured faculty.

Published in: Education, Career
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
249
On Slideshare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
3
Comments
0
Likes
1
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Justification for SB 5844 Justification for SB 5844 Authorizing Part-time Faculty to form their own unions Jack Longmate (jacklongmate@comcast.net) Adjunct English Faculty Olympic College 1
  • 2. Justification for SB 5844 http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63. Two-tiered Faculty Workforce Washington’s community and technical colleges employ about 3,500 full-time faculty and about 8,000 part-time or adjunct faculty (SBCTC, 2011-2012 Academic Year Report, p. 63).
  • 3. Justification for SB 5844 http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63. Two-tiered Faculty Workforce Washington’s community and technical colleges employ about 3,500 full-time faculty and about 8,000 part-time or adjunct faculty (SBCTC, 2011-2012 Academic Year Report, p. 63). Part-time faculty teach 47 percent of all courses statewide (SBCTC, 2011-2012 Academic Year Report, p. 58). As such, parttime faculty are integral to the community and technical college system.
  • 4. Justification for SB 5844 http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63. Two-tiered Faculty Workforce Washington’s community and technical colleges employ about 3,500 full-time faculty and about 8,000 part-time or adjunct faculty (SBCTC, 2011-2012 Academic Year Report, p. 63). Part-time faculty teach 47 percent of all courses statewide (SBCTC, 2011-2012 Academic Year Report, p. 58). As such, parttime faculty are integral to the community and technical college system. After 40 years of collective bargaining with full-time and part-time faculty in the same unions, it is clear that collective bargaining has failed part-time faculty.
  • 5. Justification for SB 5844 http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63. Two-tiered Faculty Workforce Washington’s community and technical colleges employ about 3,500 full-time faculty and about 8,000 part-time or adjunct faculty (SBCTC, 2011-2012 Academic Year Report, p. 63). Part-time faculty teach 47 percent of all courses statewide (SBCTC, 2011-2012 Academic Year Report, p. 58). As such, parttime faculty are integral to the community and technical college system. After 40 years of collective bargaining with full-time and part-time faculty in the same unions, it is clear that collective bargaining has failed part-time faculty. Consider two primary workplace conditions: Job Security and Compensation.
  • 6. Justification for SB 5844 Collective Bargaining: Job security
  • 7. Justification for SB 5844 Collective Bargaining: Job security Full-time tenured faculty are assured of their workload—even if enrollment in their classes does not fill, they have bumping rights to displace part-time faculty. Their tenured status protects them from layoffs; only under declaration of a financial emergency are tenured faculty jobs endangered.
  • 8. Justification for SB 5844 Collective Bargaining: Job security Full-time tenured faculty are assured of their workload—even if enrollment in their classes does not fill, they have bumping rights to displace part-time faculty. Their tenured status protects them from layoffs; only under declaration of a financial emergency are tenured faculty jobs endangered. Part-time faculty, by contrast, are not assured of their jobs beyond the current term, are often not provided a contract until classes are well underway, and are typically hired on a term-by-term basis. While some colleges have a hiring preference for some part-time faculty (e.g, “Associate faculty,” “Priority Hiring List,” “Part-time File,” etc.), such status is not job security nor reasonable assurance of reemployment as testified by the fact that these part-time/adjunct faculty are eligible for unemployment between terms. Parttime/adjunct faculty are considered temporary, probationary employees even after decades of service.
  • 9. Justification for SB 5844 Collective Bargaining: Job security Full-time tenured faculty are assured of their workload—even if enrollment in their classes does not fill, they have bumping rights to displace part-time faculty. Their tenured status protects them from layoffs; only under declaration of a financial emergency are tenured faculty jobs endangered. Part-time faculty, by contrast, are not assured of their jobs beyond the current term, are often not provided a contract until classes are well underway, and are typically hired on a term-by-term basis. While some colleges have a hiring preference for some part-time faculty (e.g, “Associate faculty,” “Priority Hiring List,” “Part-time File,” etc.), such status is not job security nor reasonable assurance of reemployment as testified by the fact that these part-time/adjunct faculty are eligible for unemployment between terms. Parttime/adjunct faculty are considered temporary, probationary employees even after decades of service, and after forty years of collective bargaining.
  • 10. Justification for SB 5844 Collective Bargaining: Job security Full-time tenured faculty are assured of their workload—even if enrollment in their classes does not fill, they have bumping rights to displace part-time faculty. Their tenured status protects them from layoffs; only under declaration of a financial emergency are tenured faculty jobs endangered. It is clear that with such differences in job security after Part-time faculty, by contrast, are not assured of their jobs beyond 40 years, collective bargaining the current term, are often not provided a contract until classes are well underway, and are typically part-time faculty. basis. While has not served hired on a term-by-term some colleges have a hiring preference for some part-time faculty (e.g, “Associate faculty,” “Priority Hiring List,” “Part-time File,” etc.), such status is not job security nor reasonable assurance of reemployment as testified by the fact that these part-time/adjunct faculty are eligible for unemployment between terms. Parttime/adjunct faculty are considered temporary, probationary employees even after decades of service, and after forty years of collective bargaining.
  • 11. Justification for SB 5844 Collective Bargaining: Compensation
  • 12. Justification for SB 5844 Collective Bargaining: Compensation Full-time faculty are placed on a salary schedule with the potential for advancement as they gain experience and increase their professional development. While Washington’s full-time faculty salaries are low compared to those of comparable states, Washington full-time faculty have the ability to teach overtime—called overloads or moonlighting—as a way of earning extra income.
  • 13. Justification for SB 5844 Collective Bargaining: Compensation Full-time faculty are placed on a salary schedule with the potential for advancement as they gain experience and increase their professional development. While Washington’s full-time faculty salaries are low compared to those of comparable states, Washington full-time faculty have the ability to teach overtime—called overloads or moonlighting—as a way of earning extra income. Part-time faculty: Even though the grades and credits part-time faculty award have the same value as those of full-time faculty, part-time faculty pay is discounted (62%). The rational offered for this lesser pay rate is that full-time faculty teach, perform service, and research while part-time faculty “just teach,” though many part-time faculty perform the full range of teaching without compensation. Most colleges have not bargained a part-time faculty salary schedule with incremental pay steps, meaning that part-timers in their first or tenth years receive the same compensation. Part-time earnings are also often limited by a workload cap (e.g., no more than 85% of full-time).
  • 14. Justification for SB 5844 Collective Bargaining: Compensation Full-time faculty are placed on a salary schedule with the potential for advancement as they gain experience and increase their professional development. While Washington’s full-time faculty salaries are low compared to those of comparable states, Washington full-time faculty have the ability to teach It is clear that with such overtime—called overloads or moonlighting—as a way of earning differences in compensation extra income. Part-timeafter 40 years, collective credits part-time faculty faculty: Even though the grades and award have the same value as those served part- part-time bargaining has not of full-time faculty, faculty pay is discounted (62%). The rational offered for this lesser pay time faculty. rate is that full-time faculty teach, perform service, and research while part-time faculty “just teach,” though many part-time faculty perform the full range of teaching without compensation. Most colleges have not bargained a part-time faculty salary schedule with incremental pay steps, meaning that part-timers in their first or tenth years receive the same compensation. Part-time earnings are also often limited by a workload cap (e.g., no more than 85% of full-time).
  • 15. Justification for SB 5844 Collective Bargaining: Compensation Consider the salary schedule that has been bargained by Olympic College and the Olympic College Association for Higher Education.
  • 16. Justification for SB 5844 http://www.olympic.edu/NR/rdonlyres/2F796ECC-49D8-4D56-936B-72BD46EDFA81/0/faccba.pdf, p. 29. Lowest Olympic College full-time faculty annual salary, $37,261. Note: Per collective bargaining agreement in effect in 2010.
  • 17. Justification for SB 5844 http://www.olympic.edu/NR/rdonlyres/2F796ECC-49D8-4D56-936B-72BD46EDFA81/0/faccba.pdf, p. 30 Highest Olympic College full-time faculty annual salary, $64,813. Note: Per collective bargaining agreement in effect in 2010.
  • 18. Justification for SB 5844 http://www.olympic.edu/NR/rdonlyres/2F796ECC-49D8-4D56-936B-72BD46EDFA81/0/faccba.pdf, p. 30 Highest Olympic College full-time faculty annual salary, $64,813. Olympic College full-time faculty annual salary range is from $37,261 to $64,813. Note: Per collective bargaining agreement in effect in 2010.
  • 19. Justification for SB 5844 Collective Bargaining: Compensation Consider the actual annual earnings of four Olympic College faculty—one part-time and three full-time instructors.
  • 20. Justification for SB 5844 Example 1. Part-time instructor annual income 2010 Annual salary of Olympic College part-time faculty Jack Longmate. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
  • 21. Justification for SB 5844 Example 1. Part-time instructor annual income 2010 Annual salary of Olympic College part-time faculty Jack Longmate. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $21,886
  • 22. Justification for SB 5844 Example 1. Part-time instructor annual income 2010 Annual salary of Olympic College part-time faculty Jack Longmate. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $21,886 Note: This represents teaching 7 five-credit courses, whi ch is close to the maximum allowable workload for an adjunct under the workload “cap” imposed by Olympic College. (9 five-credit classes is a full-time load).
  • 23. Justification for SB 5844 Example 1. Part-time instructor annual income 2010 Annual salary of Olympic College part-time faculty Jack Longmate. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $21,886 An annual income of $21,886 is a poverty-level income. Note: This represents teaching 7 five-credit courses, whi ch is close to the maximum allowable workload for an adjunct under the workload “cap” imposed by Olympic College. (9 five-credit classes is a full-time load).
  • 24. Justification for SB 5844 Example 1. Part-time instructor annual income 2010 Annual salary of Olympic College part-time faculty Jack Longmate. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $21,886 An annual income of $21,886 is a poverty-level income. Yet it is close to the maximum possible income for an Olympic College part-time instructor. Note: This represents teaching 7 five-credit courses, whi ch is close to the maximum allowable workload for an adjunct under the workload “cap” imposed by Olympic College. (9 five-credit classes is a full-time load).
  • 25. Justification for SB 5844 Example 2. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and current faculty union Head Negotiator . Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
  • 26. Justification for SB 5844 Example 2. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and current faculty union Head Negotiator . Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $106,357 http://www.Washingtonemployees.findthedata.org
  • 27. Justification for SB 5844 Example 2. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and current faculty union Head Negotiator . Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $106,357 http://www.Washingtonemployees.findthedata.org Note: $64,813 is the topmost salary per the Olympic College fulltime faculty salary schedule.
  • 28. Justification for SB 5844 Example 2. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and current faculty union Head Negotiator . Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $106,357 The difference between the topmost salary on the salary schedule ($64,813) and the actual earnings ($106,357) is extra income http://www.Washingtonthrough teaching overtime, called employees.findthedata.org overloads or moonlighting. Note: $64,813 is the topmost salary per the Olympic College fulltime faculty salary schedule.
  • 29. Justification for SB 5844 Example 2. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and current faculty union Head Negotiator . Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $106,357 http://www.Washingtonemployees.findthedata.org Moonlighting Earnings (min.) Note: $64,813 is the topmost salary per the Olympic College fulltime faculty salary schedule. $106,357 - 64,813 $41,544
  • 30. Justification for SB 5844 Example 3. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and former faculty union Head Negotiator. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
  • 31. Justification for SB 5844 Example 3. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and former faculty union Head Negotiator. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $109,174
  • 32. Justification for SB 5844 Example 3. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and former faculty union Head Negotiator. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $109,174 Note: $64,813 is the topmost salary per the Olympic College fulltime faculty salary schedule. Moonlighting Earnings (min.) $109,174 - 64,813 $44,361
  • 33. Justification for SB 5844 Example 4. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and current faculty union Treasurer. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
  • 34. Justification for SB 5844 Example 4. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and current faculty union Treasurer. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $109,982
  • 35. Justification for SB 5844 Example 4. Full-time instructor annual income 2010 Annual salary of Olympic College full-time faculty and current faculty union Treasurer. Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013. $109,982 Note: $64,813 is the topmost salary per the Olympic College fulltime faculty salary schedule. Moonlighting Earnings (min.) $109,982 - 64,813 $45,169
  • 36. Justification for SB 5844 Statewide data on full-time and parttime faculty and implications
  • 37. Justification for SB 5844 http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, p. 58 State Board for Community and Technical Colleges, 2011-12 Academic Year Report, p. 58 3,455 FTE-F full-time faculty
  • 38. Justification for SB 5844 http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, p. 58 State Board for Community and Technical Colleges, 2011-12 Academic Year Report, p. 58 3,455 FTE-F full-time faculty 3,436 FTE-F part-time faculty (about 8,000 individuals)
  • 39. Justification for SB 5844 http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, p. 58 State Board for Community and Technical Colleges, 2011-12 Academic Year Report, p. 58 3,455 FTE-F full-time faculty 434 FTE-F in moonlighting 3,436 FTE-F part-time faculty (about 8,000 individuals)
  • 40. Justification for SB 5844 http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, p. 58 State Board for Community and Technical Colleges, 2011-12 Academic Year Report, p. 58 3,455 FTE-F full-time faculty 434 FTE-F in moonlighting 3,436 FTE-F part-time faculty (about 8,000 individuals)
  • 41. Justification for SB 5844 http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, p. 58 State Board for Community and Technical Colleges, 2011-12 Academic Year Report, p. 58 3,455 FTE-F full-time faculty Whenever full-time faculty moonlight (teach courses “in addition to their contracted workload”), they displace parttime faculty jobs. 434 FTE-F in moonlighting 3,436 FTE-F part-time faculty (about 8,000 individuals)
  • 42. Justification for SB 5844 It should be no surprise why full-time faculty have not bargained job security for part-time faculty.
  • 43. Justification for SB 5844 It should be no surprise why full-time faculty have not bargained job security for part-time faculty. Job security for part-time faculty would interfere with the ability of full-time faculty to moonlight.
  • 44. Justification for SB 5844 It should be no surprise why full-time faculty have not bargained job security for part-time faculty. Job security for part-time faculty would interfere with the ability of full-time faculty to moonlight, which can mean an extra annual income of over $40,000 for full-time faculty.
  • 45. Justification for SB 5844 It should be no surprise why full-time faculty have not bargained job security for part-time faculty. Job security for part-time faculty would interfere with the ability of full-time faculty to moonlight, which can mean an extra annual income of over $40,000 for full-time faculty. Job security for part-time faculty and moonlighting for full-time faculty constitute a conflict of interest.
  • 46. Justification for SB 5844 Only when there is a community of workers with common interests and working conditions can a union function properly.
  • 47. Justification for SB 5844 Only when there is a community of workers with common interests and working conditions can a union function properly. SB 5844 would replace the dysfunctional arrangement of the status quo whereby all faculty, full-time tenured and part-time non-tenured, are obligated to belong to the same collective bargaining organization. It would enable collective bargaining units to be composed of those with a community of interests.

×