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cancelled/rescinded after being assigned.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 Email
• Union access to campus email
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,
2015. 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.