FA News Articles on Part-time Faculty Issues:

September ‘07: “Wins for PT Faculty: Salary, Column Change, Step Advancement"
June ‘07: “PT Health and Unemployment Benefits Deadlines "
June ‘07: “New Schedule for Part-time Equity Pay"
April ‘07: “PT Faculty Reminders "
Feb ‘07: “All Faculty Survey Gives Insight to PT Faculty Concerns"
Dec ‘06: “What to Know About PT Unemployment Benefits” 
Nov ‘06: “Campus Equity Week Inspires Adjunct Faculty Involvement in Labor and
Campus Issues”

September '07: Wins for PT Faculty: Salary, Column Change, Step Advancement

by Anne Paye, Chief Negotiator

If you are a part-time faculty member attending a conference or workshop in Fall quarter, hang on to the brochure. It could help raise your pay. To find out how, read on.

In addition to a boost in part-time faculty compensation to 74 percent of full-time salary, the new academic year ushers in another improvement in part-time working conditions. Negotiations on Article 7 have resulted in the District’s agreement to better align advancement on part-time salary schedules (Appendices B.1, C, E, and G) with that on the full-time schedule (Appendix A).

Under the new provision, part-time faculty will be able to apply conferences and workshops toward column change. Heretofore, column change could be accomplished only through academic credit coursework (typically 24 semester/36 quarter units).

Now, 50 percent (one-half) of the required units can be earned through participation in, or attendance at, local, state, or national conferences, workshops or non-credit courses directly related to service in the District and approved by the Division Dean or appropriate administrator.

Eighteen hours of conference/workshop activity equals one quarter unit. Only twelve semester units (or 18 quarter units) of conference/workshop/non-credit activity may be used per column advancement. Faculty are advised to obtain approval prior to the activity if they plan to use it for column advancement. In all cases, documentation (such as an agenda or flier) of the activity is required. Hence, “hang on the brochure.”

The effective date of the new column-change provision is the beginning of Fall quarter, 2007 although faculty will not be able to file their credits until the new 2007-2010 Agreement is completed, ratified, and approved by the Board (most likely by Winter quarter). Shortly before that date, FA will alert part-time faculty to the procedures and timelines for recording and documenting their conference activity with the dean and the campus Personnel office.

As a reminder, column change requires part-time faculty to file their intention to change with the appropriate administrator at least one month before the beginning of an academic quarter; the documented completion of requirements for such a change must be filed before the beginning date of the academic quarter. It is the responsibility of the individual faculty employee to file for any change in column classification. If he or she fails to do so by the times indicated above, change of column cannot be made until the following quarter. The ability to change columns prior to any quarter is one area where part-time faculty have a “better deal” than full-time faculty—who are restricted to column change at the beginning of the academic year only.

Article 7 negotiations also produced an additional salary schedule improvement.  Once the new contract goes into effect, part-time faculty will advance to the next step after serving the equivalent of .99 instead of 1.0 of a full-time annual load. This change remedies an inequity between part- and full-time step advancement in disciplines—such as mathematics-- where a full-time annual load of .99 (or 9 classes loaded at .1111 each) moves the employee to the next step.  In the past, a part-time faculty member had to accrue 1.0 before advancing to the next step, a requirement that delayed (for one quarter) the employee’s movement to the higher salary cell.

These improvements are the result of the FA-District agreement on part-time parity, reached in March after nearly five years of negotiations. At the conclusion of bargaining on Article 7, FA will alert part-time faculty to other new provisions that promise to enhance their professional lives.

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June '07: PT Health and Unemployment Benefits Deadlines

by Mary Ellen Goodwin, Associate Secretary for Part-time Interests

Health Benefits
The deadline for both initiating and continuing participation in the Part-Time District Health Benefits Program (Article 22A) is Tuesday July 31, 2007. The District recently mailed packets containing the required documentation to all part-time faculty qualified to participate in 2007-08.  Do not ignore this mailing––the District will NOT make any exceptions for a missed deadline, and if documents are not submitted on time, benefits will be lost for the entire year.

A qualified part-time instructor is one who has attained reemployment preference (Article 7) and has had an annual load of at least  0.4 during the 2007-08 academic year. For instructors teaching at least one-half of a full load, the District pays the full cost of Kaiser coverage for the employee plus dependents; otherwise, the District picks up 50 percent of the cost of this coverage. Part-time faculty who believe their load configuration will always come up just short of qualifying for participation should contact the FA office (650-949-7544) for clarification.

Unemployment Benefits
Part-time faculty are eligible to apply for unemployment at the end of each quarter. Essentially, once a quarter has ended, you are laid-off and no longer an employee of the District. Even though you may have been offered a class for the Fall Quarter, an offer is not a guarantee. Further, since assignments are contingent upon funding, student enrollment and availability (full-time faculty can bump part-time faculty to attain a full annual load), part-time faculty have no “reasonable assurance” of continued employment. Faculty can apply for unemployment benefits at the end of Spring Quarter or, if teaching July-August, at the end of Summer Session.

If you are new to community college teaching or if you have never applied for unemployment benefits before, you will have to go through a relatively painless application process. Many people prefer to apply online. The Employment Development Department (EDD) website (www.edd.ca.gov/fleclaim.htm) will walk you through the filing process. Helpful information is also located on the FA website (fa.fhda.edu) under the Part-Time Faculty link.

While some find online filing preferable, others prefer to file by telephone (1-800-300-5616). You may have to wait on hold for a short period of time ; however, once connected with an EDD representative, the process is less labor intensive than the online application: you are not asked as many questions and you get immediate feedback. If you have any questions or concerns about filing for unemployment, call the FA office at 650-949-7746.

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June '07: New Schedule for Part-time Equity Pay

by Anne Paye, FA Chief Negotiator

When Article 7 faculty (those teaching part-time or overload) check their pay stubs in June, they will find that the lump sum Part-Time Equity Fund distribution is less than in prior years.  Current projections indicate the amount will be about 3.7 percent of their annual earnings (as opposed to the usual 7 percent paid out in the last three years).

Where did that other 3.3 percent go? Into the monthly paychecks faculty have been receiving since September. 

As a result of the compensation settlement reached between FA and the District in January 2005, the equity funds are being gradually transferred to Appendix C, the salary schedule for instructional faculty.  This is good news because once the funds go on the schedule, they will receive COLA and/or any other salary adjustments—which was not the case with the year-end “bonus.”

This year (2006-07), the calculation of Appendix C was increased from 70 percent of Appendix A to 72 percent of Appendix A.  Next year (2007-08), the schedule will increase to 74 percent, in 2008-09, to 76 percent, and in 2009-10 to 77.5 percent.

The District’s parity definition ensures that part-time and full-time classroom faculty shall be paid equally for comparable duties: classroom contact, preparation and assessment, student communication and correspondence.  These duties constitute 77.5 percent of the duties of a full-time faculty member, and thus part-time faculty shall be paid at 77.5 percent of the full-time faculty Appendix A.

During the four-year transitional period, all remaining equity funds, if any, shall be distributed as a single payment in the June paycheck.

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Feb '07: All Faculty Survey Gives Insight to PT Faculty Concerns.

With only a ten percent response rate by part-time faculty to the recent All Faculty Survey, it is clear that communication remains a major hurdle.  However, the respondents offer a glimpse into the trends of the all-too-often invisible presence of adjunct faculty on our two campuses.

 • One-third of the respondents are employed solely in this district; two-thirds work either part-time or full-time (17 percent) elsewhere, primarily at other colleges and universities.  When answering the question, “Are you interested in a full-time faculty position,” a little over half of the respondents said they would like to teach full-time.  Some expressed hope in attaining a full-time position, but the majority expressed frustration, disappointment and resignation. 

Comments:  “No longer.  It will never happen.”  “It’s very discouraging since the emphasis seems to be on diversity hiring and I am not considered a diverse enough candidate.”  “Depends, if adequately compensated, I might like to be part-time at two colleges to which I have become attached.”  

• Only one-half of the respondents understand the procedures for making Article 7 assignments and only one-quarter know their positions on the reemployment list. 
While FA makes every effort to inform new part-time faculty about reemployment and the process of assigning classes, many part-time faculty appear not to understand the process; others report that they often can’t get information from their Division offices or are reluctant to question the process.

Comments:  “I am not asked what I prefer.  I am usually given what is left after full-time instructors get what they want, which I understand is normal.  I sometimes do not know my schedule until I look in the schedule of classes.”  “The posted [reemployment] list is not always up-to-date.” “One of my Divisions has a habit of violating the contract and I know of faculty who have lost reemployment or lost classes as a result of [the] dean’s decisions—the autocratic Dean retaliates and PT faculty must weigh the consequences of speaking up.”

• One-half do not understand the conciliation/grievance process (Article 5 of the Agreement).  Most of the comments indicate that part-time faculty don’t become familiar with the conciliation process unless they have had a need to use it. 

No Comment

•Improvement of instruction workshops were identified as the most useful—and desired—form of District-provided, compensated professional development.  Part-time faculty also have a strong interest in paid technology training and compensated inclusion in department/division faculty flex days and/or retreats. 

Comments:  “District provided training is fine for the first couple of years, but after a few years in the District, it is of limited value—too much repetition and not enough variety in perspective, content and/or presenters.”  “More training could result in more people using the portal and having faculty websites.  More faculty websites with links from the schedule of classes would result in more students knowing what they are getting into in the classes they choose, resulting in better retention.”

•Top priorities for contract improvements include the ability to work up to the state-allowed maximum of 60—rather than 55—percent of a full-time load on a routine basis, increased steps on the salary schedule, and compensation for attending division and/or department meetings.

Comments:  “I have found that when I get to just over 50 percent, I am cut off from more classes. If only one class is taken by a full-time instructor or is cancelled due to under-enrollment, I would lose Kaiser.”  “The District only allows me to work a maximum of 57 percent even though there is a need for me to work 60 percent.  Their explanation is that someone at District might accidentally let me work over 60 percent and I could sue the District for a full-time position.  This means that their lack of confidence in their own staff costs me about $700 per academic year—that has cost me $7,000 in the last 10 years.  Part-time faculty should not have to pay for the administration’s lack of confidence!”  “Additional steps on the salary schedule is the single most important issue.  There is no incentive to continue to develop skills and be your best once you top out.  PAA and PGA should be available to part-time faculty.”

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June ‘06: Part-time Faculty Eligible to Apply for unemployment Benefits during breaks
Many part-time faculty still believe that they only qualify for unemployment benefits during the summer break if they are not offered a summer session assignment.  However, since the Cervisi vs. the Unemployment Insurance Appeals Board decision in l989, part-time faculty members are eligible for unemployment benefits during winter break (and other quarter breaks as well).  Also, part-time faculty who work during the Winter break but earn less than the EDD benefit amount can apply for and receive a partial benefit. This is how it works.

• Eligibility for Unemployment
Part-time faculty are eligible to apply for unemployment at the end of each quarter.  Essentially, once the quarter has ended, you are laid-off and no longer an employee of the District.  Even though you may have been offered a class for the subsequent quarter, an offer is not a guarantee.  Further, since assignments are contingent upon funding, student enrollment and availability (full-time faculty can bump part-time faculty to attain a full annual load), part-time faculty have no “reasonable assurance” of continued employment. 

If you are new to community college teaching, or if you have never applied for unemployment benefits before, you will have to go through a relatively painless application process.  Many people prefer to apply online.  The Employment Development Department (EDD) website (www.edd.ca.gov/fleclaim.htm) will walk you through the filing process.  You will also find helpful information on the FA website (fa.fhda.edu/faculty_pt_news.html#pt3).

While some find online filing preferable, others prefer to file by telephone (1-800-300-5616).   You may have to wait on hold for a short period of time (rarely over ten minutes); however, once connected with an EDD representative, the process is less labor intensive than the online application––you are not asked as many questions, and you get immediate feedback. 
If you have any questions or concerns about filing for unemployment, call the FA office at (650) 949-7746.

• Sick Leave/Disability FAQs
Recently, there have been a number of inquiries from part-time faculty regarding sick leave eligibility.  Here are some of the most frequently asked questions and answers.

Q: Are part-time faculty entitled to sick leave?
A: Yes.  Each part-time faculty member is contractually entitled to two days of sick leave per quarter during the academic year.  These days are cumulative from quarter to quarter (Article 16.15).  Also one non-cumulative day is earned in summer session.

Q: Can I transfer sick leave from another district to FHDA?
A: Yes.  A part-time faculty member coming to FHDA from another district may transfer unused sick leave from that district to FHDA.  However, an application for the transfer of sick leave must be submitted within one year of being employed by the District (Article 16.20.2).

Q: Can I cash in my sick leave for additional STRS service credit?
A: Yes, but only if you are a member of STRS when you retire.   However, it is the responsibility of the retiring part-time faculty member to initiate notification of unused sick leave from the employer (and, if applicable, former community college employers) to STRS.

Q: If I am unable to work due to a short-term disability, illness, or pregnancy does the District provide disability insurance?
A: No.  Part-time faculty do not have access to disability insurance through the District.  Unfortunately, if a part-timer does not have access to short-term disability or family leave from another source, once sick leave is used up, there is no other avenue of disability income.  If you work in multiple districts, however, you may use all available sick leave concurrently.

• Part-time Faculty Email List
FA is currently in the process of creating an all-District part-time faculty preferred email list in order to better communicate with part-timers via email.  This undertaking has proven to be somewhat time-consuming since the District itself does not keep such a list.  Consequently, FA has had to contact each division individually to obtain email  lists.  While most have complied with our request, some divisions have yet to submit a list.  Another impediment is that not all part-time faculty have notified their department or division of a preferred email address, or the email address on file is no longer valid.  In a recent email notification of the All Faculty Survey, many addresses bounced.  Ideally, the most effective address to use would be one’s FHDA address, which all part-time faculty have, but which many do not use.   Until all of the kinks have been worked out, part-time faculty will continue to receive hardcopies of FA notices in their faculty mailboxes. 

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Nov ‘06: “Campus Equity Week Inspires Adjunct Faculty Involvement in Labor and Campus Issues”- Susan Rines, FA PT Associate Secretary
For years campus equity week (CEW) has educated campus communities, the general public, and policy makers regarding the exploitative contingent employment practices in colleges and universities and the pervasive negative impacts derived from these practices. This year CEW, also known as Fair Employment Week (FEW), was held in late October through early November throughout the United States, Mexico, and Canada. While CEW activities have been coordinated on campuses since 2001, there are still those, including faculty and students, who do not have a full understanding of what Campus Equity Week is all about.

Campus Equity Week represents a coalition among faculty organizers and activists and organizations throughout higher education. Major federations and professional organizations such as the American Association of University Professors and the American Federation of Teachers have joined forces to sponsor and support CEW. In addition to public education, the week of coordinated activity promotes local organizing and encourages the participation of adjunct faculty who often become more actively involved.

Initially, Campus Equity Week sough to raise awareness of labor issues related to adjunct faculty working conditions, benefits, and, of course, pay equity. However, the focus has expanded to include issues related to the corporatization of colleges and universities and educational quality. There has been a growing recognition of the threat posed to the quality of higher education and a recognition that “Faculty Employment Conditions are Student Learning Conditions.” For example, student access to adjunct faculty is affected by the “freeway flyer” phenomenon: faculty who must dash off to teach a class at another campus and are not, therefore, available to meet with students after class. Also, part-time faculty generally do not have offices on campus where they can meet with students. These circumstances related to working conditions limit student access and have a negative effect on student success.

Another issue affecting the students’ educational experience is the lack of any real job security in contingent faculty ranks. In addition, adjunct faculty are often rarely considered an integral part of the academic community and are usually excluded from decision making processes related to curriculum and other areas affecting the educational environment. Finally, a negative message is sent to students when they see that, in spite of hard work and advanced degrees, adjunct faculty at the colleges and universities they attend are poorly paid and rarely receive the respect and acknowledgement their contributions deserve.

Data based on two National Center for Education Statistics reports indicate that in 2000 there were approximately 421,000 part-time faculty members teaching in institutions of higher education in the United States, representing about 43 percent of the total number of faculty. Community colleges had the highest percentage of part-time faculty at 63.9 percent. Campus Equity Week is a strong united voice crucial to the ongoing efforts to address the issues relevant to the increased use and exploitation of contingent academic labor. If ignored, these issues will continue to undermine the integrity of institutions of higher learning and the quality of higher education.

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