presentation: justification for wa sb5844
DESCRIPTION
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.TRANSCRIPT
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Justification for SB 5844
Authorizing Part-time Faculty to form their own unions
Jack Longmate ([email protected])Adjunct English FacultyOlympic College
Justification for SB 5844
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).
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63.
Justification for SB 5844
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).
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63.
Justification for SB 5844
Part-time faculty teach 47 percent of all courses statewide (SBCTC, 2011-2012 Academic Year Report, p. 58). As such, part-time faculty are integral to the community and technical college system.
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).
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63.
Justification for SB 5844
Part-time faculty teach 47 percent of all courses statewide (SBCTC, 2011-2012 Academic Year Report, p. 58). As such, part-time faculty are integral to the community and technical college system.
Two-tiered Faculty Workforce
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.
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).
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63.
Justification for SB 5844
Part-time faculty teach 47 percent of all courses statewide (SBCTC, 2011-2012 Academic Year Report, p. 58). As such, part-time faculty are integral to the community and technical college system.
Two-tiered Faculty Workforce
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
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.
Collective Bargaining: Job security
Justification for SB 5844
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. Part-time/adjunct faculty are considered temporary, probationary employees even after decades of service.
Collective Bargaining: Job security
Justification for SB 5844
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. Part-time/adjunct faculty are considered temporary, probationary employees even after decades of service, and after forty years of collective bargaining.
Collective Bargaining: Job security
Justification for SB 5844
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. Part-time/adjunct faculty are considered temporary, probationary employees even after decades of service, and after forty years of collective bargaining.
Collective Bargaining: Job security
It is clear that with such differences in job security after 40 years, collective bargaining has not served part-time faculty.
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 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).
It is clear that with such differences in compensation after 40 years, collective bargaining has not served part-time faculty.
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.
Lowest Olympic College full-time faculty annual salary, $37,261.
http://www.olympic.edu/NR/rdonlyres/2F796ECC-49D8-4D56-936B-72BD46EDFA81/0/faccba.pdf, p. 29.
Justification for SB 5844
Note: Per collective bargaining agreement in effect in 2010.
http://www.olympic.edu/NR/rdonlyres/2F796ECC-49D8-4D56-936B-72BD46EDFA81/0/faccba.pdf, p. 30
Justification for SB 5844
Highest Olympic College full-time faculty annual salary, $64,813.
Note: Per collective bargaining agreement in effect in 2010.
http://www.olympic.edu/NR/rdonlyres/2F796ECC-49D8-4D56-936B-72BD46EDFA81/0/faccba.pdf, p. 30
Justification for SB 5844
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.
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
Justification for SB 5844
Note: This represents teaching 7 five-credit courses, which 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).
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
Note: This represents teaching 7 five-credit courses, which 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).
An annual income of $21,886 is a poverty-level income.
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
Note: This represents teaching 7 five-credit courses, which 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).
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.
Example 1. Part-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
http://www.Washington-employees.findthedata.org
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
Justification for SB 5844 Example 2. Full-time instructor annual income
http://www.Washington-employees.findthedata.org
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
Justification for SB 5844
Note: $64,813 is the topmost salary per the Olympic College full-time faculty salary schedule.
Example 2. Full-time instructor annual income
http://www.Washington-employees.findthedata.org
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
Justification for SB 5844
Note: $64,813 is the topmost salary per the Olympic College full-time faculty salary schedule.
The difference between the topmost salary on the salary schedule ($64,813) and the actual earnings ($106,357) is extra income through teaching overtime, called overloads or moonlighting.
Example 2. Full-time instructor annual income
http://www.Washington-employees.findthedata.org
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
Justification for SB 5844
$106,357- 64,813
Moonlighting Earnings (min.) $41,544
Note: $64,813 is the topmost salary per the Olympic College full-time faculty salary schedule.
Example 2. 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
Justification for SB 5844
$109,174- 64,813
Moonlighting Earnings (min.) $44,361
Note: $64,813 is the topmost salary per the Olympic College full-time faculty salary schedule.
Example 3. 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
Justification for SB 5844
$109,982- 64,813
Moonlighting Earnings (min.) $45,169
Note: $64,813 is the topmost salary per the Olympic College full-time faculty salary schedule.
Example 4. Full-time instructor annual income
Justification for SB 5844
Statewide data on full-time and part-time 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-Ffull-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-Ffull-time faculty
3,436 FTE-Fpart-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-Ffull-time faculty
434 FTE-F in moonlighting
3,436 FTE-Fpart-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-Ffull-time faculty
434 FTE-F in moonlighting
3,436 FTE-Fpart-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-Ffull-time faculty
434 FTE-F in moonlighting
3,436 FTE-Fpart-time faculty (about 8,000 individuals)
Whenever full-time faculty moonlight (teach courses “in addition to their contracted workload”), they displace part-time faculty jobs.
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.