Negotiating a first contract is always a lengthy process, but your interim bargaining team has been hard at work all semester, and has now submitted the vast majority of our proposals, based on adjunct faculty’s priorities expressed through the bargaining survey and meetings.
Below is a summary of the proposals we have submitted, as well as the status of those proposals in parentheses. (Submitted indicates that we have not yet received a response or counterproposal from administration.)
Mills College Union proposals summary
The “spirit” of the contract is one of collaboration and respect.
Defining who “management and administrators” are as referenced in the contract. Defining who is in the bargaining unit as well as when we receive lists of updated bargaining unit members throughout the school year.
Definitions (Tentative Agreement reached!)
Defining common terms used within the contract.
Union Security & Check-off (Tentative Agreement reached!)
Employees covered by the contract must pay either union dues or agency fees. Each payday the College shall deduct such fees from the covered employees’ paychecks. The College shall pay the dues to the local and include a list of members and agency fee payers.
Savings Clause (Tentative Agreement reached!)
The contract is subject to applicable law. If one section is found to contradict a law, it does not affect the other parts of the contract and that section must be renegotiated.
SEIU Rights (submitted)
The college shall provide facilities to conduct union business. Mail and electronic mail service will be made available to the union for communication purposes. The union shall have access to an adequate number of bulletin boards for posting of union materials. The college will allow a reasonable amount of release time for stewards to represent members.
Union Leave & Activities (submitted)
NTT are eligible for one semester per year of unpaid union leave where the NTT will have wages replaced by the union in exchange for union work. This leave does not constitute a break in service.
No discrimination based on race, creed, religion, color, national origin, sex, gender, marital status, sexual orientation, age or union activities.
Labor Management Committee (submitted)
Committee consisting of five members designated by the union and five members designated by the college who meet once a month to consider and make recommendations on issues of health and safety, training, facilities and resources allotted to NTT faculty.
Health & Safety (submitted)
Commitment from both the union and the college to providing a safe working environment.
Length of Agreement (submitted)
Defining what is the beginning and end of the contract.
Scope of Agreement (Tentative Agreement reached!)
Each party had the right and opportunity to make demands during the negotiations of the contract. Any changes to the contract must be mutually agreed upon in writing by both parties.
Employee Orientation (submitted)
The union has access to new employees during new employee orientation to present union materials.
Academic Freedom (submitted)
NTT are entitled to freedom in their research and in the classroom. When expressing themselves as citizens they are free from institutional censorship or discipline.
Job Security (submitted)
Category 1 (0-9 courses taught) – 1 to 3 year contracts
Category 2 (10-18 courses taught) – 3 year contract
Category 3 (19-27 courses taught) – 3 year contract
Category 4 (28+ courses taught) – 6 year contract
Reappointment assessment process:
Curriculum Vitae (required)
Student evaluations (required)
Narrative self-assessment of 1,000-2,000 words (required)
Classroom observations (optional)
Student work with comments (optional)
Once all materials are submitted, it becomes part of the NTT’s performance assessment file that is maintained by the Department. The NTT will have access to this file. The Department Chair will write a narrative evaluation that will be placed in the file. The NTT may respond to the evaluation to be placed in the file.
Role in Institutional Service (submitted)
Departmental meetings: encouraged
Divisional meetings: will have full voting privileges. Optional unless serving as the divisional representative. NTT faculty can serve as representatives for divisions.
Faculty meetings: will have full voting privileges. Optional unless serving as the divisional representative. NTT faculty can serve as representatives for divisions.
Committees: A review committee for NTT shall be formed. This committee may nominate NTT for College and committee service; provide input on reappointment and non-appointment decisions, and award all NTT grants. NTT may serve on all active, standing and ad hoc college wide committee including the Faculty Executive Committee and any budget related committee. A NTT faculty member within the unit will be appointed to the Board of Trustees by the review committee for NTT faculty.
Health & Welfare benefits (submitted)
If teaching three or more courses within an academic year NTT faculty shall be entitled to 100% health benefits, vision and dental coverage.
Retirement: each NTT faculty will be eligible for a 403B plan wherein the college will match up to 10%.
Maternal/Paternal Disability Leave & Family Medical Leave
NTT Faculty Development (submitted)
Funds for faculty development come from a NTT faculty only pool of money.
Development Grant Fund: $50,000 to assist faculty in development of their art and/or teaching. NTT will be able to apply for funds that are separate from tenure track funds to pay for academic conferences, course development and research.
Course Cancellation Payments (submitted)
Course cancelled after 1st day of instruction: 100% course salary
Course cancelled after a contract is signed: 75% course salary
Grievance and Arbitration (submitted)
Step 1: Oral/Informal Resolution
Step 2: Written grievance
Step 3: Grievance Review Committee: 5 NTT members (2 chosen by the union, 2 chosen by the college and the 5th chosen by striking names)
See below, copy of actual proposal.
ARTICLE _____: – COMPENSATION
Non-tenured/non-tenure track faculty members represent a significant portion of the College’s faculty, and deliver core components of the curriculum with excellence and commitment. They represent great intellectual and creative capital and should be compensated equitably in the context of the San Francisco Bay Area’s high cost of living. They should also have a clear path for promotion and advancement as outlined in Article ___ Faculty Stability. We propose the following rates of compensation based on total number of courses taught, including compensated service:
Compensation Table 1
0 – 9 courses taught
10 – 18 courses taught
19 – 27 courses taught
28 courses taught
Per course credit pay rate (1 FTE)
Faculty teaching .25, .5, or some other fraction of 1 FTE will be compensated proportionally to their per course credit pay rate for 1 full FTE.
All current non-tenured/non-tenure track faculty in the unit will immediately move into the category that corresponds to the total number of courses they have taught at the College, regardless of break in service.
Compensated service will count towards total classes taught. Prior compensated service will accrue at whatever fractional amount of FTE the payment represents in relation to the employee’s per course credit pay rate at the time the payment was made.
Any non-tenured/non-tenure track faculty member whose current per course credit pay is above the scale designated in compensation table 1 will continue to receive their current pay until they qualify to move into a category in which payment is higher. They will also receive a one-time 10% increase at ratification of this contract. If the difference between a non-tenured/non-tenure track faculty member’s current pay rate and their applicable category is less than 10%, they will also be entitled to a one-time 10% increase at ratification of this contract.
Non-tenured/non-tenure track faculty Category 4 will receive a 10% increase in pay each time their contract is renewed.
Non-tenured/non-tenure track faculty may serve as the faculty supervisor for independent study with approval of the Department Chair, Program Head or their designee, and will be compensated at 20% of their per course credit pay for each Independent Study.
Non-tenured/non-tenure track faculty may serve on thesis and dissertation committees, and will be compensated at 20% of their per course credit pay for each committee they serve on.
Compensation Table 1 indicates a path for promotion and advancement that represents a commitment on the part of both parties; please see Compensation Table 2 for a comprehensive view of the relationship between Category compensation and the guidelines laid out in Article ___ Faculty Stability.
The compensation of non-tenured/non-tenure track faculty will be adjusted annually based on the increase in the U.S. Department of Labor, Bureau of Labor Statistics Consumer Price Index (CPI) for the San Francisco-Oakland-San Jose Area for the most recently published percentage change for the 12-month period preceding the contract anniversary date, which shall be the effective date for any cost of living adjustment.
The non-tenured/non-tenure track faculty titles shown in Compensation Table 2 reflect the clear path for advancement and promotion represented in Compensation Table 1. These titles will be used for and by any faculty member whose total courses taught and compensated service qualifies them for the corresponding category, regardless of terminal degree. Non-tenured / non-tenure track faculty members may retain or be given a different title if another is more appropriate for their position and/or is negotiated with their Department Chair, Program Head or their designee. Use of alternate titles than those listed in Compensation Table 2 does not alter the corresponding contract terms and compensation minimum for the appropriate category