1. President’s Report to the Union April 24, 2010

2. Tentative Agreement Highlights TA was reached on all outstanding issues on 4/23/10, less than 24 hours ago. General notice to the membership will go out this afternoon and media will be notified on Monday.

3. Financials New Longevity System New Longevity System –Significant Strategic Value  Multiplier effect for future contracts –Will result in a 2-3% formula-generated increase, over and above any other raises negotiated… every year… forever.  Makes PT wages more directly comparable to FT wages  Reflects a significant philosophical concession by management –Rewards continued employment  Substantial increases for the most senior employees  Modest increases for newer employees  May help reduce turnover, but more is needed

4. Old Longevity System Longevity Level Longevity Level Longevity Level Minimum Credits Maximum Credits 006 1713 21420 321+- Longevity Step Increase 2.75%

5. New Longevity System Longevity Level 123456 Minimum Semester Seniority Credits 24681012 7891011121314161820222426

6. Longevity Steps Old system Old system –One step every 3-4 years –2.75% bonus per step New System New System –One step every 2 semesters, 13 steps total –Matches number of FT seniority steps –7/1/10: 1.25% bonus per step –1/1/11: 1.75% bonus per step –7/1/11: 2.25% bonus per step –1/1/12: 2.6% bonus per step for levels 9-13

7. Impact of New Step System Average compensation increase per year of contract: Average compensation increase per year of contract: –Year one: 2.71% –Year two: 5.56% –Year three: 6.45% Range of increases is huge. More longevity = bigger raises, due to effect of implementing of the system. Range of increases is huge. More longevity = bigger raises, due to effect of implementing of the system. In subsequent years, raises will be closer to the same %. In subsequent years, raises will be closer to the same %. Teacher with 2 semesters of longevity credit Teacher with 26 semesters of longevity credit 7/1/090.000.00 7/1/101.23%7.26% 1/1/112.18%5.5% 7/1/11.95%5.21% 1/1/122.11%3.47%

8. Other financials Professional Development fund increased to $20,000/yr in 2010 and $30,000/yr in 2011. Professional Development fund increased to $20,000/yr in 2010 and $30,000/yr in 2011. Substitute Teaching rate set at $48.26/ hr for all subs. If subbing for more than 25% of a course, rate increases to $53.09/hr. Substitute Teaching rate set at $48.26/ hr for all subs. If subbing for more than 25% of a course, rate increases to $53.09/hr. College pays for any required uniforms. College pays for any required uniforms.

9. Job Security Established a floor of 25% courses taught by PT faculty, which applies to all centers and to summer school courses. Established a floor of 25% courses taught by PT faculty, which applies to all centers and to summer school courses. Right to view proposed FT teaching schedule before it is finalized and make objections to Dean. Right to view proposed FT teaching schedule before it is finalized and make objections to Dean. Right to PT faculty representation in every program advisory committee. Right to PT faculty representation in every program advisory committee. ACE courses no longer excluded from teaching assignment guarantee language. ACE courses no longer excluded from teaching assignment guarantee language.

10. Hiring Part timers may now qualify for up to half of all interview slots for full time positions. (Up from a 25% limit) Part timers may now qualify for up to half of all interview slots for full time positions. (Up from a 25% limit) 2 years of PT work treated as 1 year FT work for purposes of meeting minimum qualifications and salary placement. 2 years of PT work treated as 1 year FT work for purposes of meeting minimum qualifications and salary placement. Removed restriction on PT faculty simultaneously working as PT PSRP. Removed restriction on PT faculty simultaneously working as PT PSRP. College is to include PT faculty on hiring committees. College is to include PT faculty on hiring committees. PT faculty who apply for FT position but are not hired are now entitled to receive a written report on why they were not selected. PT faculty who apply for FT position but are not hired are now entitled to receive a written report on why they were not selected. New PT faculty must be interviewed by a manager. In addition, PT faculty should be included in the interview process where time permits. PT faculty who participate shall be paid at the type B meeting rate. New PT faculty must be interviewed by a manager. In addition, PT faculty should be included in the interview process where time permits. PT faculty who participate shall be paid at the type B meeting rate.

11. Elimination of misguided policies No loss of seniority for faculty who retire from a state job. No loss of seniority for faculty who retire from a state job. College shall now include TAG factors on the TAG letter. College shall now include TAG factors on the TAG letter. Mandatory suspension for students who make threats, or assault teachers or students in a classroom. Mandatory suspension for students who make threats, or assault teachers or students in a classroom. Eliminated the requirement to keep receipts for downtown parking reimbursement. Eliminated the requirement to keep receipts for downtown parking reimbursement. Lunchtime on Convocation days is now paid. Lunchtime on Convocation days is now paid. MFA is now considered a PhD, Master Barber is considered a Master’s Degree MFA is now considered a PhD, Master Barber is considered a Master’s Degree

12. College Governance Right to have PT faculty participate on any AQIP committees that use faculty Right to have PT faculty participate on any AQIP committees that use faculty Require that forms used for PT Faculty observation process be developed jointly by union and admin. Require that forms used for PT Faculty observation process be developed jointly by union and admin. –In addition, any information to be used in the evaluation process must be documented in writing and shared with the teacher in a timely manner.

13. Class Cancellations If a teacher needs to cancel class, he/she need not necessarily use up sick leave. If content of missing class can either be covered in the remaining class sessions, or if the teacher can schedule a makeup class, then teacher suffers no loss of pay and need not use sick leave. Sick leave only need be used if a substitute teacher is needed to cover the class. If a teacher needs to cancel class, he/she need not necessarily use up sick leave. If content of missing class can either be covered in the remaining class sessions, or if the teacher can schedule a makeup class, then teacher suffers no loss of pay and need not use sick leave. Sick leave only need be used if a substitute teacher is needed to cover the class.

14. Known Issues No Raise for 38.14/38.24 No Raise for 38.14/38.24 –However, the rates for 38.14 work out somewhat higher than the TAG rates, so the omission will serve to bring the rates more closely into alignment moving forward. Improving 38.14 compensation will be a top priority in the successor contract. No Raise for Type A,B,C professional work No Raise for Type A,B,C professional work No base rate increase No base rate increase Each of these items were sacrificed to accomplish the gains in longevity steps. Each of these items were sacrificed to accomplish the gains in longevity steps.

15. What’s Next? (Between now and 1/1/12) Kill or mitigate FT overload language via ULP litigation. Kill or mitigate FT overload language via ULP litigation. Settlement agreement with FT faculty union to prevent them from bargaining against our job security in the future. Settlement agreement with FT faculty union to prevent them from bargaining against our job security in the future. Continue Lobbying and Public Education Campaigns. Continue Lobbying and Public Education Campaigns. Develop our legislative contact network. Develop our legislative contact network. –Legislation regarding:  Board selection process  Arbitration burden of proof (regarding “status quo”)  Mandatory WTCS study of part-time faculty in WTCS colleges Continue pressure for Job Analysis comparing FT job to PT job. Continue pressure for Job Analysis comparing FT job to PT job. Work to replace Board Members to create a more favorable bargaining environment. Work to replace Board Members to create a more favorable bargaining environment. Open Record and Open Meeting complaints. Open Record and Open Meeting complaints. Settle or litigate outstanding unpaid wage issues. Settle or litigate outstanding unpaid wage issues. Make decisions regarding AFT-WI. Make decisions regarding AFT-WI. Continue to leverage the Referendum. Continue to leverage the Referendum.

16. Key 2009-2010 Union Accomplishments Major bargaining campaign Major bargaining campaign –Picketed one Board meeting, present at most others. –Communication campaign  Print  Radio  Yard signs –Guest editorials –Media presence –Massive research undertakings –AAUP conference invitation Communications committee Communications committee –In-house production of radio advertisements –PT Faculty Blog –In-house design work –Video work Government relations activities Government relations activities –Meetings with County and State legislators Membership events and communication Membership events and communication

17. Major Projects for 2010-2011 Grievance system improvement- top priority Grievance system improvement- top priority Build Legislative connections Build Legislative connections Leverage referendum for public education campaigning Leverage referendum for public education campaigning Organization of 600-level course instructors Organization of 600-level course instructors Maintain operational stability, efficiency and solid internal controls Maintain operational stability, efficiency and solid internal controls Continue decentralization of authority, empower members and Stewards, continue to improve transparency Continue decentralization of authority, empower members and Stewards, continue to improve transparency Ensure that all who work for the union feel respected and appreciated Ensure that all who work for the union feel respected and appreciated Continue and expand efforts to engage the membership Continue and expand efforts to engage the membership