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
?