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About The Clackamas print. (Oregon City, Oregon) 1989-2019 | View Entire Issue (Feb. 5, 2014)
P R IN T : News Wednesday, Febuary 5,2014 3 Classified contract under the microscope DonnyBeach News Editor T h e s e things always happen in threes. Every three years, three employee unions — full-time faculty, classified support staff and part-time faculty — meet with Clackamas Community College’s administration at the bargaining table to work out the union contracts. CCC has three- year contracts with relatively short bargaining periods. Bargaining usually starts in February in order to be done by the time the contract is up, on June 30. This year, though, bar gaining began late, April 17, and consequently ran longer than it has in previous years. Elizabeth Lundy, vice presi dent o f instruction and student services, likens the process to “housekeeping chores” of run ning the school as a business as well as a college. It’s the stuff that needs to be done, but isn’t necessarily unpleasant, she said. “The fact that people are so involved in the process already,” Lundy said, “makes it easier to come together.” The classified employees contract has been tentatively approved, meaning the two halves of the bargaining table have reached an understanding. But the contract stills need to be voted on by the union members as well as ratified by the Board of Education before it becomes official. The bargaining wrapped up on Tuesday, Jan. 28. Below is an overview of some of the thorny issues the two sides tack led. Classified Agreement between Clackamas Community College and Clackamas Community College Association o f Classified Employees — What it means: Talks about who is allowed to be in the Clackamas Community College Association of Classified Employees union. W'hat • it means: Outlines paid non-paid lunches based on shift working. Also, outlines the time slots that defines the different shifts Article 1. RECOGNITION Clackamas Community College recognizes the Clackamas Community College Association of Classified Employees, OEA/NEA, as the sole and exclusive bargaining representative for the purpose of establishing salaries, wages, hours, and conditions of employment for all classified staff employed by the College working twenty (20) hours a week or more. The purpose of this Article is to recognize the right o f the bargaining agent to represent classified staff employees in the classified bargaining association in negotiations with the College. The Association recog nizes its responsibility as bargaining agent and agrees to represent employees in the classified bargaining association without discrimination, interference, restraint, or coercion. Article 3. HOURS OF WORK AND CONDITIONS Section 3. Lunch Periods Employees shall be granted a lunch period o f not less than one-half hour (30 minutes) during each work shift. Such lunch period shall be without pay and as near mid-shift as feasible with the operational needs of the College. Exceptions to this rule are swing and graveyard shifts for custodians and public safety, which receive paid lunch periods. Section 4. Hours/Overtime Day Shift— A work shift of a maximum of eight (8) consecutive hours, exclusive of lunch break, begin ning at or after 6:00 a.m., but not later than 2:00 p.m. Swung Shift — A work shift of a maximum of seven and one-half (7*A) consecutive hours, beginning at or after 2:00 p.m., but not later than 10:00 p.m. Graveyard Shift— A work shift of a maximum o f seven (7) consecutive hours, excluding Public Safety Officers, beginning at or after 10:00 p.m., but not later than 6:00 a.m. T h e p r o b le m : I'he p a rlies w ere not d is agreein g about what the article contains, but how to eflectnch state it so that IT S erv ices is still included in the union The swing shift Section 17. Sub-Contracting Except in case o f emergency there should be no subcontracting o f classified bargaining association posi tions without two (2) weeks notice given to the Association, which can be waived by the Association. If a pattern of ongoing projects emerges across division(s) with contractors), the Association arid the College will work to review the situation, which may result in the creation of an additional classified position. In the event subcontracting becomes necessary, the College will work with the Association to retain employ ment for affected association members. What ft means: If a project or job requires a lead person to han dle organizing work between staff and super visor-department dean, that position will be cre ated with appropriate compensation to cover the increased time work required to be in the lead position. Article 5. EMPLOYEE CATEGORIES/VACANCIES/TRANSFERS Section 2. Lead Person/Team Leader In a team or crew setting, a lead person/team leader communicates work assignments/schedules and other information to individual team members and back to the supervisor. Such an assignment might not be a permanent part of the job assignment but exists only when a specific work situation requires it. If temporary, the employee’s supervisor or Dean will reaffirm on an annual basis the temporary nature of the lead position. The College and the Association recognize that there are some lead positions which are permanent in nature. The intent is to report bn work assignments and issues affecting those assignments, not to monitor the performance o f specific employees. _ . . . graveyard sh ift b ecau se th e ir sta rt tim e is b e fo re th e listed times. Both sides have agreed on the 8 hour sh ifts 30 m in u te lu n ch , but w hat w as d isa g re e d on was the percentage o f . pay for working swing 7 s ra - v e y a fc F What ft means; Ihe College will not subcon tract out work that is currently being handled by or falls within the job duties of current classi fied staff without prop er notice. In the event that subcontracting is required, the college w ill work with the union to keep the staff employed problem : N eith er sid e is d is p u t in g w h o fits in to w h ich g ro u p , b u t so m e e m p lo y e es are nol c o n s id e re d s h i f t s_ b The problem: Ihe union understands the reason why the college may need to subcon tract. but the Association wanted clearer descrip tions in the contract text to keep an employee from being displaced or RlF'd (R c d u c tio n -ln - 1 orce) - laid off .The ..problem- The C o lle g e a n d A sso c ia tio n d isa g re e o n th e p ercen t in c re a se in pay foi th e p o sitio n ■: What ft means: The College proposed a three-year plan for raises. Base salary is increased by 0.5 percent in the first year w ith a 1 percent one-time payment, paid by March 1. In the second year, the base salary is increased again by 0.75 percent with another one-time 1 percent paym ent Finally a 2 percent base salary increase in the third year (with no separate payment).: Article 10. WAGES AND BENEFITS Effective July 1, 2010, salaries shall be as indicated in Appendix A. CLASSIFIED SALARY SCHEDULE 2010-2011, Effective July 1, 2011, salaries shall be as indicated in Appendix B. CLASSIFIED SALARY SCHEDULE 2011-2012. Effective July 1, 2012, salaries shall be as indicated in Appendix C. CLASSIFIED SALARY SCHEDULE 2012-2013. The p ro b lem : The Association was asking for an increase on base salary for each year. First year, 3 percent; second year, 2.75 percent increase; and final ly another 3 percent in the third. The biggest difference between the two propos als would be how much die base salary would compound between the years. i ?
