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Presentation: Justification for WA SB5844

The document justifies Senate Bill 5844, which aims to allow part-time faculty at Washington's community and technical colleges to form their own unions, highlighting their significant role in teaching 47% of courses. It argues that collective bargaining has failed to provide part-time faculty with adequate job security and compensation compared to full-time faculty, leading to their status as temporary, probationary employees despite years of service. The disparity in job security and pay is stark, with part-time faculty earning substantially less and lacking the benefits associated with full-time tenure.

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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
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).
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.
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.
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.
Justification for SB 5844 Collective Bargaining: Job security
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.
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.
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.
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.
Justification for SB 5844 Collective Bargaining: Compensation
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.
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).
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).
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.
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.
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.
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.
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.
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.
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
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).
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).
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).
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.
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
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.
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.
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
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.
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
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
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.
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
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
Justification for SB 5844 Statewide data on full-time and parttime faculty and implications
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
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)
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)
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)
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)
Justification for SB 5844 It should be no surprise why full-time faculty have not bargained job security for part-time faculty.
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.
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.
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.
Justification for SB 5844 Only when there is a community of workers with common interests and working conditions can a union function properly.
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.
Presentation: Justification for WA SB5844

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Presentation: Justification for WA SB5844

  • 1.
    Justification for SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 Collective Bargaining: Job security
  • 7.
    Justification for SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 Collective Bargaining: Compensation
  • 12.
    Justification for SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 Collective Bargaining: Compensation Consider the actual annual earnings of four Olympic College faculty—one part-time and three full-time instructors.
  • 20.
    Justification for SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 Statewide data on full-time and parttime faculty and implications
  • 37.
    Justification for SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 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 SB5844 It should be no surprise why full-time faculty have not bargained job security for part-time faculty.
  • 43.
    Justification for SB5844 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 SB5844 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 SB5844 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 SB5844 Only when there is a community of workers with common interests and working conditions can a union function properly.
  • 47.
    Justification for SB5844 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.