Dear Members, you will find our contingent form, union contract and grievance forms in this section. To see more forms, click the “Contracts and Forms” at the top.
**UPDATED: Voting Sites, Dates & Locations
Truman: Monday & Tuesday, Sept. 28th & 29th McKeon Bldg. Lobby
Olive Harvey: Monday & Tuesday, Sept. 28th & 29th 8AM -5 PM Room 1108 D1
5PM – 8 PM Foyer (West entrance)
Wright: Wednesday & Thursday, Sept. 30th & Oct 1st Outside President’s Conf. room
Malcolm X: Monday & Tuesday, Oct. 5th & 6th North side lobby b/ car & security
Harold Washington: Monday & Tuesday, Oct. 5th & 6th Room 203 E
Daley: Wednesday & Thursday, Oct. 7th & 8th 1st Floor Administrative area
(Between 1110 d1 (Director of Security) and 1403 d2 (The Business Office))
Kennedy-King: Wednesday & Thursday, Oct. 7th & 8th Y Building. 1st Floor
IEA Office: Friday, October 2nd, 10 AM – 5 PM 230 W. Monroe, Ste. 2640, Chgo.
You may vote at any campus.
Voting times are 8 AM – 8 PM unless otherwise stated.
Voting will be done by secret ballot.
Room locations are to be determined.
No absentee ballots are permitted.
All CCCLOC members are eligible to vote. If you are not currently a member, you may sign-up at the voting site on day of vote.
Ballots will be counted on Tuesday, October 13th between 1 PM – 3 PM at the IEA office.
CCCLOC BARGAINING COMMITTEE RECOMMENDATION:
VOTE NO ON CCC’S CONTRACT PROPOSAL
“The CCCLOC bargaining committee wants to make it clear that it can and will NOT recommend acceptance of the City College’s “last, best” offer. Under the District’s salary proposal, members will fall even further behind. The CCCLOC bargaining team strongly encourages all CCCLOC members to reject this proposal. City Colleges cannot put students first if it puts its teachers last.
SUMMARY OF CCC LAST, BEST OFFER TO CCCLOC
Length of Contract: 7 years (including retroactive years 2012-2014).
- Salary Increase
2012: 1.0% (retroactive for employees employed on date of ratification)
2013: 1.0% (retroactive for employees employed on date of ratification)
2014: 1.5% (retroactive for employees employed on date of ratification)
2018: 2.5% Average increase of 1.85% per year over 7-year contract period.
- Compensation for work participating in Faculty Development Week: $370 for part-time faculty who have:
- Taught in spring or summer semester(s) and scheduled to teach in Fall; and
- Attend at least 2 sessions of Faculty Development Week
- Student Success Incentive: Up to 1% of combined earnings of unit members to be paid based on meeting up to 7 goals for student performance (would begin following FY 16 unless contract ratified by August 15, 2015.)
- Salary Step Progression (Pay increases for continued employment) To be frozen for current employees; eliminated for new employees.
- Elimination of MA +30 Lane (Lane 2): Employees now in Lane 2 will not receive pay raises until Lane 1 employees exceed their current salary.
- Lane 3 Expansion: PhD, or terminal degree (highest possible degree in the field) with 10 years of professional experience.
- Elimination of mandatory Ethics training pay
- Paid absences Additional paid day of absence for those teaching 2 or more classes in one semester.
- Evaluations: Right to implement new evaluation policy — union allowed to make “sound, constructive suggestions.”
- Hard-to-Fill Pay: Right of District to reduce employee pay rate if “hard to fill” position loses such designation.
- Professional Development Fund: Establishment of $100,000 collective fund for reimbursement of professional development expenses. Annual maximum of $1,500 per person.
- Use of Campus Facilities: Response to Union request for campus rooms within 3 days.
- Adjunct Orientation: Union right to address orientation within first half of event.
- Credentials: Notification to Union of credential changes, and certain grandfathering rights for those whose credentials are no longer acceptable.
- Pay Disputes: Increased time to file grievance over paycheck dispute.
- Grievances: Shorter timelines for processing grievances.
- Tuition Waiver Bumps: Refund of fees if unit member is deleted from a tuition waiver class.
- Over-enrollment: Over-enrollment pay to be calculated on the 8th day of each semester.
ANALYSIS OF CCC LAST, BEST OFFER
Salary Increases Below Cost of Living
City Colleges’ proposed salary increases between years 2012-16 (5.75%) do not even keep up with the national Cost of Living increases (COLA) for those same 4 years (8.5%).
Falling further behind comparable community colleges
After telling the CCCLOC bargaining committee that it intended to offer a proposal that would make City Colleges competitive with other comparable community colleges, the District’s “last, best” offer would move City Colleges’ adjuncts even further behind other community colleges schools (see chart).
Freezing/eliminating the Salary Schedule
Because the District has proposed to freeze or eliminate the salary steps, most part-time faculty who have not reached the top of the pay scale will either lose money or receive no salary increase until they reach the top of the salary schedule.
Elimination of Lane 2
Under the District’s proposal to eliminate Lane 2 (MA + 30), the 124 CCCLOC members currently in Lane 2 will receive no salary increase at all between the next one to four years.
Retroactive increases lower than other CCC Unions
For 3 retroactive years 2012-15, the Colleges’ proposal to part-time faculty averages less than half of the increase negotiated with other City Colleges’ unions (averages of 2.2% in 2012; 2.5% in 2013; and 2.5% in 2014);
Slightly higher increases are back-loaded into the end of the contract, which means less money for unit members.
Takeaways: What City Colleges’ “Last, Best Offer” would take away from you:
o Salary step increases to be frozen (current employees) or eliminated (new hires). This means a decrease in pay amounting to anywhere from 3.9% to 12%, depending on your position on the current scale.
o Elimination of Lane 2 (MA +30), with annual pay freezes for 124 current Lane 2 members;
o Elimination of pay for mandatory Ethics training;
o Reduction in pay for unit members in “hard-to-fill” positions that lose their designation.
o The legal right to bargain over new CCC evaluation policy.