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CCSF AFT 2121 Union Officials Organize "Victory Rally" Before Proposed Contract Explained
by repost
Wednesday May 9th, 2018 10:09 AM
The AFT 2121 union officials have organized a victory rally for a contract before it is even explained to the members.
CCSF AFT 2121 Union Bureaucrats Organize "Victory Rally" Before Proposed Contract Explained To Members! "Democracy At Work" In AFT

CCSF AFT 2121 Union Bureaucrats Organize "Victory Rally" Before Proposed Contract Explained To Members! "Democracy At Work" In AFT 2121
http://www.aft2121.org/2018/05/location-change-for-victory-rally-ratification-vote-info/

We did it! Together we organized and won a contract that will: help us foster stable livelihoods for faculty, weather the affordability crisis, and protect educational quality.

The AFT 2121 Executive Board and Negotiating Team have unanimously recommend a ‘Yes’ vote on the new 2018-2021 contract. Today, the AFT Delegate Assembly voted 'Yes' to recommend ratifying the Tentative Agreement and faculty attending participated in special early voting. More info on the TA...

Next, we are on a very tight timeline to settle the contract before the semester ends! The CCSF Board of Trustees can vote to approve the contract at their meeting on Thursday 5/17 but for that to happen we must hold our ratification vote first. Voting will run from Wednesday, 5/9 to Tuesday 5/15. Please get out to vote beginning tomorrow!

Get more Ratification Vote info:

Tonight we heard from students who have been organizing an event at Ram Plaza for tomorrow: Please note that our VICTORY RALLY LOCATION HAS BEEN CHANGED TO DIEGO RIVERA PLAZA.


Victory Rally, Teach-in, & Ratification Vote Kick-off
Ocean Campus, DIEGO RIVERA PLAZA
Wednesday, 5/9 from 12-5pm

12:00-12:30pm -VICTORY RALLY
12:30-5:00pm - TEACH-IN with the AFT 2121 Bargaining team
12:00-5:00pm - RATIFICATION VOTE for AFT 2121 faculty

Wear your AFT 2121 t-shirt or button or "We are All CCSF" button in Solidarity!

Union Summary of tentative agreement at: http://www.aft2121.org/may-2-2018-tentative-agreement-explanation/

Below are a few points about the issue emphasized the most--our pay. At the bottom is the relevant excerpt from the union explanation

In what I read in the explanation, there is no discussion of givebacks. I assume there will be some during the life of the contract.

The claim is made in the union explanation that in lieu of a percentage increase, there is a flat increase "to promote equity and fairness within our faculty." What a flat increase accomplishes, if it were the only increase, is that the gap in pay between people remains unchanged--it does not reduce the current level of inequality. If someone currently makes $100,000 and a colleague makes $60,000, the gap is $40,000. A flat increase of $6,000 each results in their pay rising to $106,000 and $66,000. The gap remains $40,000.

However, according to the union explanation of the tentative agreement, there are provisions that lead to greater inequality or a widening of the gap between those who are paid less (mostly part-timers) and those who are paid more (full-timers in column G and those who have been at the college longer.)

1. Those in column G--the highest column and where the pay is the highest, get an immediate increase of $1,335 while everyone else will experience a 1/3 increase that for full-timers is $445 each year over three years. Part-timers get a percent of that amount.

2. Where inequality will increase the most is in the changes to steps. Part-timers will still take two years to move up a step while full-timers will continue to move up a step each year.

For full-timers, there are higher steps that result in bigger pay increases--steps 20, 23 and 25 with one reaching the latter step experiencing an $8,010 increase in pay (usually under current conditions of getting no additional step pay increase above step 21 for 3 years.) Certainly, part-timers will be entitled to a pro-rata amount of step 25. To reach it, under the current contract, a part-timer who starts at step 1 would have to be with the district more than 48 years--perhaps first hired at age 24 and continuously teaching as a part-timer after turning 72. So this increase essentially only benefits full-timers. (I know I could be wrong. There are many part-timers who intend to and may have worked at CCSF as part-timers for more than 48 years.)*

We are informed there will be adjustments to part-timer steps with a new step 14 and possibly additional steps. Step 14 is reached after year 26 with the district.* There presumably are some who have been working in part-time positions that long, but like the step increases for full-timers, this step increase is not relevant to most part-timers, many of whom, especially those who are young, probably will not be able to afford to remain as part-timers for more than 26 years if they started on step 1.

_________________________________________

A critical non-pay issue is that our union has expressed its commitment more than once to a single payer health care system for all. That concept will not apply to part-timers who teach under 50%. As was noted last fall in a blast, around 7 years ago, 50% of part-timers were getting medical benefits. In the fall of 2017, when there were now fewer part-timers, 32% received medical benefits.

Nothing has been done in this area such as lowering eligibility to 40%. Our first great interim chancellor, Pam Fischer, wanted to eliminate medical benefits for all part-timers. She didn't get exactly what she wanted--who does. I would accept Fisher seeing a reduction in part-timers receiving medical benefits of over a third from a time when there were even more part-timers as a victory!

http://www.aft2121.org/2017/05/stand-together-the-only-way-forward/
"Since 2011/12 ...the number of faculty with a part-time load has remained about the same, [I disagree--data mart puts the number of part-timers at 1,006 in fall 2011 and at 880 in Fall 2016] the percent receiving benefits has dropped from 50% to 32%."

data mart fall 2011: http://employeedata.cccco.edu/headcount_by_college_11.pdf

http://employeedata.cccco.edu/headcount_by_college_16.pdf

*I know that as a result of the last contract, newly hired part-timers can start at step 5. The years to reach the top steps for them will be fewer. The rest of us who started before the last contract all started or were suppose to start at step 1.
Pay Increase Increase each cell of FT annual payscale by $7400 over three years.
Keep pro-rata in place and increase part-time, overload, and hourly schedules proportionately.
>> Year 1: increase by $2700
>> Year 2: Increase by $2500
>> Year 3: Increase by $2200
A traditional percentage increase helps the people at the top of the scale the most and increases the disparity between the top and bottom. By implementing a flat rate instead, we seek to promote equity and fairness within our faculty. Art 20.A & Exhibit B
New payscales:
Full time salary schedules 3 years
86% Pro-rata pay scales 3 years
COLA No COLA or percentage. Instead, resources put into flat rate increase, above
Columns Add $1335 to each column increment from Column F to Column G.
>> Implement immediately in year 1 for column G.
>> For columns F15 – F45, spread it over 3 years: $445 per year.
This means that moving up a column is worth more. It makes the increase of a column equal to the increase of a step, as planned years ago when we created the columns. It would be a huge step towards bringing us to the Bay 10 median and keeping us there, and help address the difficulties in hiring faculty.
Steps:
FT Three new longevity steps for full-time faculty in columns F and above. These will be calculated as normal steps, not as “district service” as was earlier proposed. We will re-number and clarify the steps as well.
>> Year 1: new step 25 (equal to $8010, the value of three steps)
>> Year 2: new step 23 (equal to $5340, the value of two steps)
>> Year 3: new step 20 (equal to $2670, the value of one step).
Implementing steps in reverse order means faculty who qualify for step 25 would see a large increase immediately.
Art 20.C: Renumbering Steps
Steps:
PT Three new steps for part-timers, with two of them contingent on budget.
>> Year 2: July 1, 2019: Step 14.
January 1, 2020: Step 15 if Fall 2019 actual fund balance is at least equal to projections
>> Year 3: January 1, 2021: Step 16 if Fall 2020 actual fund balance is at least equal to projections.