CCCLOC’s Contract Team Presentation of CCCLOC’s Ask and CCC’s Last and Best Offer August 2015 Loretta A. Ragsdell, President Nancey Epperson, Membership Chair Bill Silver, IEA Uniserve Director

City Colleges of Chicago Last and Best Offer Tendered July 9, 2015

What CCCLOC Asked For

Pay Equity For To be pro-rated based on the same salary at which full-time faculty are compensated.  Classroom instruction time  Office Hours  Teaching Preparation  To attend Faculty Professional Development training

PAID TIME OFF Two paid personal days per academic semester Two paid days for each course taught for bereavement pay.

Salary Increases applied to All Members  Outside experience shall determine librarians’ service level on the pay scale. Comparable salary increases vocational lecturers, CDL adjuncts, and librarians.

Improved Compensation for Committee Work/Extra Duties Increased compensation (contact hourly pay rate) for participation on committees, extra duty work, and Pay for all mandatory (and recommended) meetings.

Timely and Accurate Paychecks Procedure to streamline the resolution of paycheck complaints. Penalties to be administered in event College does not timely correct payroll mistakes.

CLASS ASSIGNMENTS Allow long-term unit members unit members to utilize seniority to receive second class assignment. Notification of non-assignment. Bargaining unit members to be provided a form explaining why they did not receive a class assignment. Increased cancellation pay for classes cancelled/rescinded after being assigned.

Credentials and Assignments Advance notification to union when course credential requirements change. Two year grandfather period for those who have successfully taught a class, but do not have required specialized credentials.

Use of Campus Union access to campus system for membership notifications.

Improved Grievance Rights The right to grieve disputes over qualifications.

Union Leave One Union officer may receive up to five days off to attend Union conventions.

Evaluations Protection to ensure that evaluations are performed fairly and with due process.

CITY COLLEGES OF CHICAGO’S LAST BEST OFFER TENDERED JULY 9, 2015

ECONOMIC PROPOSALS Based on a contract term of seven years July 1, 2012 to June 30, 2019 Employees employed on the date of ratification are eligible for retroactive pay for the semester(s) during which they worked for CCC.

Wages 2012: 1.0% (retroactive) 2013:1.0% (retroactive) 2014: 1.5% (retroactive) 2015: 2.25% 2016: 2.25% 2017: 2.50% 2018: 2.5%

Compensation for work performed between semesters Instructor who have taught in the Spring or Summer semester(s), attend at least two sessions of Faculty Development week, and who are scheduled to teach in the Fall semester, shall received an extra $370. This payment will be paid at the conclusion of the Fall semester. This payment is not retroactive.

Student Success Incentive A performance incentive payment totaling up to 1 percent of the bargaining unit’s total compensation pool would be paid if key goals in CCC’s five-year strategic plan are met. Unit members would receive 1/7 of 1 percent for each of seven goals met each year. The goal are as shown on PDF form.

Step Progression a. The step progression contained in Appendix D and E shall be frozen for the duration of the contract on current employees. b. New union employees shall be paid at the Step 1 rate in their appropriate lane. Step progression will be eliminated for new union employees.

Lane Structure The Lane Structure shall be as follows: a. Lane 1-Master’s Degree b. Lane 2- PhD or terminal degree with ten years of professional experience in a related field. The Master’s + 30 lane shall be phased out. Current employees on the Masters +30 lane shall maintain their current salary at or until the Master’s +30 employee meets the wage rate of the Master’s degree lane. At that time, the Master’s + 30 employee shall move to Lane 1.

Additional Paid Absence Instructors shall receive two (2) paid absences per semester if they teach two or more classes. Such days shall not be carried over and are forfeited at the end of the semester. The paid days off are intended to be used for purposes outlined in the Board Rules, such as sickness or bereavement.

Ethic Training Pay Ethics training shall no longer be compensated per Article X(G).

Non-Economic Proposals Adjunct Faculty Evaluations-CCC proposes the following language: Article VIII(B) Part-Time Faculty Evaluations B. Adjunct Faculty Evaluations CCC shall create a part-time faculty evaluation document. CCC expects the evaluation document to be completed by October 1, CCC will advise the Union of the components of the evaluation document prior to its implementation. CCC will give the Union the opportunity of presenting any sound constructive suggestions it may have relating to any proposed changes the Union may have.

Non-Economic Proposal Continue: CCC shall begin the process of part-time faculty evaluations in the Spring 2016 semester. This proposal shall replace the language currently contained in Article VIII(B) in its entirety.

Hard To Fill Positions The following will replace Appendix F in its entirety: CCC may determine that certain specific fields are specified as ‘hard to fill’. Hard to fill may demand higher wages due to a shortage of available, qualified lecturers. On not more than an annual basis, Human Resources may determine that certain fields are hard to fill and will designate them as such. Such designations may include both fields to be included as ‘hard to fill’ and fields which lose their ‘hard to fill’ designation.

Hard to Fill Continued CCCLOC will be notified not more than one week from the change in designation of the designators, and also indicate the rate of pay for the newly designated ‘hard to fill’ field. If a field loses its designation as ‘hared to fill’ designation. The designations for Fall 2015 are yet to be determined. HR will provide the information prior to the Fall 2015 semester.

Professional Development After two years of bargaining unit eligibility, Adjunct Faculty who are regularly scheduled to two classes per semester shall be entitled to apply for reimbursement of professional development expenses as set forth herein. CCC and the Union agree that each year the sum of $100,000 shall be provided as a pool from which Adjunct Faculty may apply for reimbursement for workshop, course or program expenses. This pool shall carry over year to year. The reimbursement amount per person, per fiscal year, shall not exceed $1500.

Professional Development Continued: Adjunct Faculty may not apply unless they have received the written approval of their College President, in advance, of the course or program to be taken. Expenses will only be approved for work related to the Adjunct Faculty. CCC will endeavor to allocate the available resources fairly among the campuses and applying Adjunct faculty.

Final Statement All previously agreed to Tentative Agreements shall be incorporated into the successor contract; and All open proposals shall be dropped and revert to current contract language.