MERCY COLLEGE ADJUNCT FACULTY CONTRACT NEGOTIATIONS Oct 17

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MERCY COLLEGE ADJUNCT FACULTY CONTRACT NEGOTIATIONS Oct. 17, 2019 Mercy Faculty Forward SEIU Local

MERCY COLLEGE ADJUNCT FACULTY CONTRACT NEGOTIATIONS Oct. 17, 2019 Mercy Faculty Forward SEIU Local 200 United 1

SHARED GOALS • Commitment to providing a quality education for working-class students • Empowering

SHARED GOALS • Commitment to providing a quality education for working-class students • Empowering non-traditional students, including adult learners, first-generation college students, and veterans • Excellence in teaching and instruction • Improved student enrollment and retention • Recruitment and retention of outstanding faculty 2

PRINCIPLES FOR NEGOTIATION • Collegial, good faith negotiating • Timely bargaining sessions • Mutually

PRINCIPLES FOR NEGOTIATION • Collegial, good faith negotiating • Timely bargaining sessions • Mutually beneficial problem-solving • Focus on established best practices • Long-term planning that sets Mercy on a positive trajectory 3

RESPECT FOR THE UNION • Union shop • Ongoing organizing and bargaining rights •

RESPECT FOR THE UNION • Union shop • Ongoing organizing and bargaining rights • Clearly defined and effective grievance and arbitration procedures • Established labor-management committee to resolve issues • A role in new employee orientation processes 4

Professors in Poverty $30, 000 $25, 750 $25, 000 $20, 000 $16, 910 $15,

Professors in Poverty $30, 000 $25, 750 $25, 000 $20, 000 $16, 910 $15, 000 $12, 490 $10, 000 $5, 000 $0 Mercy College Adjunct - four 3 credit courses 2019 Federal Poverty Line (1 Person) Federal Poverty Line (Family of 2) Federal Poverty Line (Family of 4) 5

Academically speaking, as adjuncts, we do as much as full timers (if not more)

Academically speaking, as adjuncts, we do as much as full timers (if not more) but are not perceived as doing so and therefore are not treated with due respect; and, as such, not adequately remunerated. I have felt this particular grievance on a very deep level; just making monthly bills, despite seeking other opportunities for generating income, while struggling to keep from being homeless and destitute, has created a portrait of ongoing stress and nagging uncertainty. The aggregate experience: my quality of life has been adversely affected and, for the most part, virtually nonexistent. Theresa Ubriaco, Adjunct, Psychology 6

MERCY COLLEGE ADJUNCT PAY RATES FOR 3 -CREDIT COURSES VS. COMPARABLE INSTITUTIONS School Data

MERCY COLLEGE ADJUNCT PAY RATES FOR 3 -CREDIT COURSES VS. COMPARABLE INSTITUTIONS School Data Year Union Contract Base Pay Highest Pay Source Mercy College 2019 No 3000 3300 Office of the Provost Fordham 2019 Yes 5000 5400 https: //www. Fordham. edu/downloads/id/11249/Collecive_Bargaining_Agreement_for_Part_Time _Bargaining_Unit_Faculty_Members. pdf CUNY 2017 Yes 3222 5319 www. psc-cuny. org/contract/teaching-and-non-teaching-adjunct-rate-schedule NJ State Colleges 2018 Yes 4425 4573 www. cnjscl. org/Adjunct%Faculty%%20 Agreement@20@20215%202019. pdf LIU / CW Post 2019 Yes 3529 www. liu. edu/”/media/Files/About/. . . /Post_Adjunct-Faculty-CWA. ashx Rutgers 2017 Yes 5200 https: //academiclaborrelations. rurgers. edu/sites/default/files/PTLFC-AAUP -AFT%20 FINAL%20 CONTRACT_20152018. pdf Westchester Community 2017 Yes 3730 4428 http: //www. sunywccft. org/2017/09/memorandum-of-agreement Marymount Manhattan 2016 Yes 3532 www. mmm. edu/live/files/844 -adjunct-union-contract-September-2012 Hofstra 2019 Yes 3828 4971 http: //aaup-Hofstra. org/wp-content/uploads/2016/11/Final-2016 -2021 -AAUP-Collective-Bargaining- Agreement. pdf Suffolk Community 2018 Yes 3670 4803 www. fascc. org/docs/Salary_Schedule_15_19. pdf UConn 2019 Yes 5100 Pace 2019 Yes 2955 https: //lr. uconn. edu/wp-content/uploads/sites/988/2017/08/AAUP. CBA_07. 01. 17. pdf 7 4166 https: //www. pace. edu. sites/default/files/human-resources/er-related/uafp-collective-bargaining-agreement-2016 - 18. pdf

I graduated from Mercy College in 1977 with a degree in Speech Language Pathology.

I graduated from Mercy College in 1977 with a degree in Speech Language Pathology. I worked in schools for children with communication disorders for 25 years and then decided to share my wealth of knowledge and experiences from the field at my alma mater. I have been working for Mercy College for 16 years in the Communication Disorders program. Currently, I teach 3 grad level classes, 3 undergrad classes, serve on the graduate admissions committee, am the coordinator of the undergraduate program which includes interviewing all new members of the program and advising them twice a year and I supervise students in the Mercy College Speech and Hearing Center. I present at PACT meetings and open houses. With all of this, I am considered part time. If I were not married I would be unable to support myself and am lucky I have benefits through my husband’s job. I love working with students and guiding them to becoming people who help others communicate more effectively. However, I am ashamed of my salary and that I rely on a man to support me so I can do the work I love. I support a union to protect me and help me get what I and all educators deserve. Eileen Hoffman, Lecturer, Communication Disorders 8

MERCY COLLEGE FINANCIAL FACTS AS OF END OF 2018 (SOURCE: MERCY COLLEGE AUDITED FINANCIAL

MERCY COLLEGE FINANCIAL FACTS AS OF END OF 2018 (SOURCE: MERCY COLLEGE AUDITED FINANCIAL STATEMENTS) • Mercy College has net assets of over $320 million, including an endowment fund worth over $245 million. • These resources are growing steadily: net assets up 40% since 2014; endowment up 68% since 2014. • The college has solid operating margins: revenues exceeded costs by $16 million in 2017 and by $10 million in 2018. • Total operating expenses in 2018 were $136 million, including $6. 5 million for adjuncts/lecturers. (A 75% increase of $4. 875 million for adjuncts and lecturers would represent just a 3. 6% increase in total spending. ) • The College has been able to find funding in recent years for physical improvements, advertising campaigns, expansion efforts and other forms of discretionary spending. • The College of New Rochelle absorption should further improve Mercy’s annual cash flow by bringing in substantial new tuition revenues. 9

SEIU AND MERCY FACULTY FORWARD • SEIU (Service Employees International Union) - founded in

SEIU AND MERCY FACULTY FORWARD • SEIU (Service Employees International Union) - founded in 1921 • 2 nd largest union in the U. S. , with close to 2, 000 members • forefront of organizing service sector employees: public employees, nurses and other health care workers, property service employees, hotel and restaurant workers. • There are more than 50, 000 non-tenured faculty and graduate students on 60 campuses belonging to unions affiliated with SEIU nationwide. • SEIU unions of non-tenured faculty and graduate students include the University of Chicago, George Washington University, Duke University, Emory University, and Northeastern University • SEIU is an umbrella organization for approximately 150 union locals which affiliate with the broader union. • Mercy Faculty Forward is part of Local 200 United. • Local 200 United includes chapters based in colleges and universities, hospitals, school districts, municipalities, social service agencies, etc. • There are currently 10 chapters of Local 200 United representing non-tenured faculty at schools including Mercy College, Fordham University, Ithaca College, College of St. Rose, and Nazareth College. 10

MLA BEST PRACTICES FOR EMPLOYING ADJUNCT FACULTY (HTTP: //WWW. MLA. ORG/STATEMENT_FACULTY) Adjuncts should be

MLA BEST PRACTICES FOR EMPLOYING ADJUNCT FACULTY (HTTP: //WWW. MLA. ORG/STATEMENT_FACULTY) Adjuncts should be treated as qualified and respected professionals: • Equitable salaries • Health benefits • Office space, mailboxes, computer access, clerical support • Thorough orientation to department and school • Incentives for professional development • Participation in determining policy • Performance reviews comparable to tenure track positions 11

OUR OBJECTIVES: EQUITABLE COMPENSATION • Significant initial pay raise (MLA best practices: minimum salary

OUR OBJECTIVES: EQUITABLE COMPENSATION • Significant initial pay raise (MLA best practices: minimum salary of $7, 400 per 3 -credit course) • Annual cost of living increases going forward • Compensation for larger class sizes, and for ancillary work outside of classroom instruction such as committee work, advising, etc. 12

OUR OBJECTIVES: JOB AND INCOME SECURITY • Longer-term/renewable contracts • Increase in the course

OUR OBJECTIVES: JOB AND INCOME SECURITY • Longer-term/renewable contracts • Increase in the course cap • Assurance that adjuncts will be offered classes they have already taught • Just cause protections • Protection from job loss due to illness and family leave • Timely, predictable job appointment • Fair compensation for cancelled classes 13

My name is Jeff Hudson and I have worked here as an adjunct professor

My name is Jeff Hudson and I have worked here as an adjunct professor for 15 years. During my tenure at Mercy College, we have not received a meaningful pay increase. I enter this profession because my love of teaching. Unfortunately, given the low pay, the limit on the number of hours one can work and lack of benefits, it is very difficult to live in or near NYC. It is my hope that union representation would provide faculty an avenue that would lead to us being fairly compensation for our work. Jeff Hudson, Adjunct, Social and Behavioral Sciences 14

WHY JOB AND INCOME SECURITY MATTER • Poverty wages and insecure job tenures create

WHY JOB AND INCOME SECURITY MATTER • Poverty wages and insecure job tenures create obstacles to providing the high quality education our students deserve. • Cancelled classes constitute a financial hardship for already low-paid adjuncts • Longer-term contracts would reduce needless stress and encourage loyalty and investment in Mercy College • Improved pay and job security would reduce turnover, and give adjuncts more time to prepare for classes and interact with students • Better working conditions for contingent faculty would translate into increased student success. 15

OUR OBJECTIVES: PATH TO FULLTIME EMPLOYMENT • Create full-time positions for adjuncts interested in

OUR OBJECTIVES: PATH TO FULLTIME EMPLOYMENT • Create full-time positions for adjuncts interested in full-time work • Advertise full-time positions internally • Give current adjuncts the right of first refusal within the boundaries of diversity guidelines • Credit years teaching at Mercy College when filling full-time positions 16

OUR OBJECTIVES: ESTABLISH BASIC BENEFITS • Create a healthcare benefit for adjuncts teaching 2

OUR OBJECTIVES: ESTABLISH BASIC BENEFITS • Create a healthcare benefit for adjuncts teaching 2 or more courses a year • Create/maintain parity in retirement benefits for full-time and adjunct instructors • Full tuition remission for employees and their family members • Define and offer additional fringe benefits such as access to all facilities, free parking, and other programs offered to full-time personnel 17

I know I’m not the only one who needs access to affordable healthcare and

I know I’m not the only one who needs access to affordable healthcare and job security. Kristina Zupnyk, Adjunct, Seminars 18

OUR OBJECTIVES: SUPPORT FOR PROFESSIONAL DEVELOPMENT AND CAREER-BUILDING • Provide funding to cover expenses

OUR OBJECTIVES: SUPPORT FOR PROFESSIONAL DEVELOPMENT AND CAREER-BUILDING • Provide funding to cover expenses related to professional development, e. g. research, conferences, publishing • Access to resources to maintain currency in the field • Appropriate teaching facilities, office space, administrative support, technology access and support • Inclusion of adjuncts in website and directory listings 19

I have worked in many colleges. All have treated their instructors as valuable resources.

I have worked in many colleges. All have treated their instructors as valuable resources. Instructors at other colleges are given office space, are paid for office hours, are ensured summer classes, are given benefits, are asked for input, and most of all are paid a sustainable wage. Mercy offers nothing like this. Some days, I just consider my job at Mercy as volunteer work. Susan Oleferuk, Adjunct, English 20

OUR OBJECTIVES: A VOICE FOR ADJUNCT FACULTY • Defined guarantees of academic freedom •

OUR OBJECTIVES: A VOICE FOR ADJUNCT FACULTY • Defined guarantees of academic freedom • Participation in governance, committees, faculty meetings, department meetings • Established opportunities to provide input on curriculum and course design • Ongoing dialog between the administration and the adjunct faculty union 21

OUR OBJECTIVES: AN EXPANDED EVALUATION SYSTEM • Creating a record of performance is key

OUR OBJECTIVES: AN EXPANDED EVALUATION SYSTEM • Creating a record of performance is key to securing future employment • Rising reliance on adjuncts has not been coupled with development of formal evaluation processes • Student evaluations have been shown to be biased and incomplete • Improved record of performance protects adjuncts from risk of arbitrary dismissal 22

MERCY COLLEGE’S ‘MISSION’ AND ADJUNCT FACULTY • Mercy College proclaims its commitment to providing

MERCY COLLEGE’S ‘MISSION’ AND ADJUNCT FACULTY • Mercy College proclaims its commitment to providing liberal arts and professional programs for low and moderate income students, minority groups, veterans, and first-generation college students. • And yet it relies on underpaid adjuncts to provide the bulk of its teaching. • Better pay and working conditions for contingent faculty would not only translate into increased student success; they would express respect for the dedicated professionals who actually carry out Mercy’s stated mission. 23