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Bargaining Updates


2018 Salary Schedule - Fiscal Year 2018


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ARCHIVED INFORMATION:


October 27, 2015 - PCC Federation of Classified Employees Tentative Agreement Summary:


Here is a more detailed summary of the tentative agreement we have reached in contract negotiations.


Salary:

Employees not at the top step during the previous year will receive one step increase (3%) and a permanent Cost Of Living Adjustment (COLA) of 2% for a total of 5% each year.


Employees who have reached the top step during the previous year will still receive a permanent COLA of 2% in each of the next 2  years, but rather than a step increase, they will receive a one-time “longevity stipend” of 2% in each of the next 2 years. (The stipend will be based on the previous year’s salary.)


The Administration has agreed to apply the salary increases and reclassifications retroactively back to July 1st.   At this time we are not sure when we will receive the retroactive pay but it will be sometime in December.


Job Re-classifications:

We were able to get movement for the following classifications:


IAA 2 will move up 1 level

Public Safety Officer will move up 2 levels

Facilities Operations Maintenance Specialist (FOMS) 1 will move up 1 level

FOMS 3 will move up 1 level

Transit Service Operator will move up 1 level


Unfortunately the other classification groups we brought forward were not approved for an increase, although we had several which may be good candidates for the next round.


Benefits:

Health care caps will increase by 4% in both years one and two.  Below are estimated amounts:


2014/2015 (Old Cap)

2015/2016 (Year 1)

2016/2017 (Year 2)

Self Only

$675.00

$702.00

$730.00

Self + Spouse or DP

$1237.00

$1286.00

$1338.00

Self + Child/Children

$1150.00

$1196.00

$1244.00

Self + Family

$1458.00

$1516.00

$1577.00

The insurance cap is not eligible for retroactive pay.


Early Retirement:
We agreed that for the next two years early retirement will be based on the following criteria:

You must have 20 consecutive years of full time employment with the College.
You must be at least 55 years old but may not be older than 62 years of age.

OR

You must have 30 years of creditable service in the Oregon State PERS system.
You will receive a total of $400 a month for four years; such payments will end after four years or in the month you reach the age of 62 whichever comes first.

When the next two years are over we will revert back to the original stipulation that you must have started working at the College before June 30, 1987 in order to be eligible for early retirement.  Both parties have agreed that this clause may be revisited in the wage and benefit re-opener in two years.

Paid Parental Leave:
The Administration agreed to 2 weeks Paid Parental Leave which can be used during FMLA/OFMLA Parental Leave.  The employee must first use two weeks of their own accrued paid leave (Sick, Vacation, Comp, etc…) then the College will match the time up to 2 weeks.

Licensure Requirements for New Hires/Career Development:
In regard to employees (specifically in the trades) getting/completing certifications or licenses during probation, this will be acceptable and the employee will be hired and paid at the rate as if they already had the certificate or license.

Definition of a Lead Worker (Not in the Contract, but important):
Added the line; “Although a Lead Worker does not have the authority to hire, fire or discipline other employees, as described in definition of a supervisor, the Lead Worker may provide input to the supervisor making such decisions.”

Standards for Professional Behavior (Bullying):
We agreed that the language would remain on the inside of the front cover of the Classified Agreement. The Administration agreed to have a form available online for people to file complaints, similar to the online discrimination form. This is an improvement, but we must take advantage of the opportunity by reporting incidents as they occur. There is also an agreement between the Office of Equity and Inclusion (OEI) and Human Resources (HR) that OEI will forward any complaints to HR that don’t include discrimination based upon a protected class. Both parties have agreed that this issue may be revisited in the wage and benefit re-opener in two years.

Additional Contract Language Changes:

Article 3.1: Removed preamble and replaced old 3.1 with: “Portland Community College prohibits unlawful discrimination as defined in the College’s Nondiscrimination Policy. Complaints of unlawful discrimination, including harassment and/or retaliation shall be processed under Article 3.2 of this Agreement.”

Article 3.21: Changed “Shall” to “May” in order to comply with Title IX Law.

Article 10.25 now reads: “Management and the Federation agree that a flexible schedule can be beneficial to the College and to its employees.”

Article 11.112: Deleted subsection “d.” since it was an illegal practice, as well as Article 11.373. (Which stated that the competitive hiring process would not apply to Article 11.112d.)

Article 11.35: Changed “at the end of” to “annually for” (in reference to performance assessments for) a temporary job assignment which exceeds one year.

Article 12.7: The end of this article was changed to reference article 12.6 instead of 12.5 due to changes made earlier.

Article 13 Probation and Assessment: Article 13.11: 9 months changed to 1 year. Article 13.14 and Article 13.22: 3 months changed to 6 months. Article 13.31 now reads: “Annual assessments shall occur at the conclusion of any probation period and on an annual basis for the first 3 years of employment, and every three years thereafter. The Employee or Supervisor may request an additional assessment at any time.” Removed language around requiring assessment within 30 days of hiring anniversary, and moved the following to Article 13.32: “Assessments will be documented in writing and a copy will be placed in the official employee file.” Article 13.33: Changed “a development plan” to “Goals”. Article 13.34: Added “Annual” and “and Goals” to the beginning and end of title. Added “The employee will also submit a brief written report to the supervisor, summarizing the progress made toward completion of the Goals.”

Article 15.632 now reads: “When an employee who has completed initial probation and is not in a temporary appointment applies for and is accepted…”

Added Article 15.633: “When an employee who has not completed initial probation and/or is in a temporary appointment applies for and is accepted for a job at a lower salary level, the employee shall be placed in accordance with Article 15.2.”

Article 15.84: Added “Any employee who is contacted for assistance shall be compensated at the regular rate for the time worked or a minimum of one hour of pay at the overtime rate, whichever is greater.” (This has always been there, it was accidentally left out last contract session).

Article 16.211.  Now reads: “In the event that Management requires that an employee work on a designated paid holiday, the employee shall be compensated in accordance with article 15.82 in lieu of the holiday time off.”

Article 17.39: Removed reference to the “Parental Leave Bank”, since the program’s sunset date has passed.

Article 17.4 Paid and Unpaid Leaves.  Article 17.4 now reads:Family and Medical Leave:  Employees may be eligible for family and/or medical leave under the Federal Family and Medical Leave Act (FMLA), the Oregon Family Leave Act (OFLA) or other leave laws.  PCC will comply with all applicable local, state and federal leave laws.”  Article 17.41 now reads: “All unused vacation, sick leave and/or compensatory time may be used before being placed on an unpaid status.” Article 17.42 now reads: “Parental leave shall not exceed six months. If both parents work for the college, the total parental leave shall not exceed six months and both of the parents/employees shall not be on parental leave at the same time.” Removed Article 17.5 and Article 17.6 in their entirety and re-numbered the remaining sections. Article 17.733 (will be Article 17.533) now reads: “The supervisor may approve leaves of absence of up to 10 days, excluding leave under FMLA/OFLA which must be processed in accordance with Article 17.4, Family and Medical Leave and College Procedures.  Any leave of 11 days or more must be processed in accordance with College Procedures.”

Article 17.84 (will be 17.64): Added “When essential personnel are assigned by Management to work to prepare the College for opening due to inclement weather and the College is subsequently closed that day, such essential personnel will receive premium compensation of double time and one half for the actual hours spent performing such work. Such premium compensation will be paid from the time such essential personnel reported to work until the time of the closure or the time they are released from essential personnel duties that day, whichever occurs first. No other employees, including other essential personnel, will receive to premium compensation for work performed prior to a College closure.”

Article 19.15:  Length of Career Development was extended from 6 months to 12 months, both to help the employee working the job as well as the employer fill the vacancy.

Article 24.2: Added “By mutual agreement a grievance may be filed at or advanced to a higher step. The agreement must be in writing and signed by the Director of Human Resources or designee and the Federation Representative.”

    

There were a few other little “housekeeping” items, as well as a couple grammar edits, but this captures all the important changes we could find upon review of our documentation. The final copy from the Administration will be reviewed by the bargaining team prior to printing.



PCC Classified Employees'
 Bargaining Team
  

  
from Left to Right:
  Cherie Maas-Anderson
  Jeff Grider
  Phil Gilmore
  Michael Cannarella
  Jean Garside


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October 27, 2015 - Classified Tentative Agreement Summary:


Here is a more detailed summary of the tentative agreement we have reached in contract negotiations.


Salary:

Employees not at the top step during the previous year will receive one step increase (3%) and a permanent Cost Of Living Adjustment (COLA) of 2% for a total of 5% each year.


Employees who have reached the top step during the previous year will still receive a permanent COLA of 2% in each of the next 2  years, but rather than a step increase, they will receive a one-time “longevity stipend” of 2% in each of the next 2 years. (The stipend will be based on the previous year’s salary.)


The Administration has agreed to apply the salary increases and reclassifications retroactively back to July 1st.   At this time we are not sure when we will receive the retroactive pay but it will be sometime in December.


Job Reclassifications:

We were able to get movement for the following classifications:

IAA 2 will move up 1 level

Public Safety Officer will move up 2 levels

Facilities Operations Maintenance Specialist (FOMS) 1 will move up 1 level

FOMS 3 will move up 1 level

Transit Service Operator will move up 1 level

Unfortunately the other classification groups we brought forward were not approved for an increase, although we had several which may be good candidates for the next round.


Benefits:

Health care caps will increase by 4% in both years one and two.  Below are estimated amounts:


2014/2015 (Old Cap)

2015/2016 (Year 1)

2016/2017 (Year 2)

Self Only

$675.00

$702.00

$730.00

Self + Spouse or DP

$1237.00

$1286.00

$1338.00

Self + Child/Children

$1150.00

$1196.00

$1244.00

Self + Family

$1458.00

$1516.00

$1577.00

The insurance cap is not eligible for retroactive pay.


Early Retirement:

We agreed that for the next two years early retirement will be based on the following criteria:

  • You must have 20 consecutive years of full time employment with the College.

  • You must be at least 55 years old but may not be older than 62 years of age.

                                                                             OR

  • You must have 30 years of creditable service in the Oregon State PERS system.

You will receive a total of $400 a month for four years; such payments will end after four years or in the month you reach the age of 62 whichever comes first.


When the next two years are over we will revert back to the original stipulation that you must have started working at the College before June 30, 1987 in order to be eligible for early retirement.  Both parties have agreed that this clause may be revisited in the wage and benefit re-opener in two years.


Paid Parental Leave:

The Administration agreed to 2 weeks Paid Parental Leave which can be used during FMLA/OFMLA Parental Leave.  The employee must first use two weeks of their own accrued paid leave (Sick, Vacation, Comp, etc…) then the College will match the time up to 2 weeks.


Licensure Requirements for New Hires/Career Development:

In regard to employees (specifically in the trades) getting/completing certifications or licenses during probation, this will be acceptable and the employee will be hired and paid at the rate as if they already had the certificate or license.


Definition of a Lead Worker (Not in the Contract, but important):

Added the line; “Although a Lead Worker does not have the authority to hire, fire or discipline other employees, as described in definition of a supervisor, the Lead Worker may provide input to the supervisor making such decisions.”


Standards for Professional Behavior (Bullying):

We agreed that the language would remain on the inside of the front cover of the Classified Agreement.  The Administration agreed to have a form available online for people to file complaints, similar to the online discrimination form. This is an improvement, but we must take advantage of the opportunity by reporting incidents as they occur. There is also an agreement between the Office of Equity and Inclusion (OEI) and Human Resources (HR) that OEI will forward any complaints to HR that don’t include discrimination based upon a protected class. Both parties have agreed that this issue may be revisited in the wage and benefit re-opener in two years.


Additional Contract Language Changes:


Article 3.1: Removed preamble and replaced old 3.1 with: “Portland Community College prohibits unlawful discrimination as defined in the College’s Nondiscrimination Policy. Complaints of unlawful discrimination, including harassment and/or retaliation shall be processed under Article 3.2 of this Agreement.”


Article 3.21: Changed “Shall” to “May” in order to comply with Title IX Law.


Article 10.25 now reads: “Management and the Federation agree that a flexible schedule can be beneficial to the College and to its employees.”


Article 11.112: Deleted subsection “d.” since it was an illegal practice, as well as Article 11.373. (Which stated that the competitive hiring process would not apply to Article 11.112d.)


Article 11.35: Changed “at the end of” to “annually for” (in reference to performance assessments for) a temporary job assignment which exceeds one year.


Article 12.7: The end of this article was changed to reference article 12.6 instead of 12.5 due to changes made earlier.


Article 13 Probation and Assessment: Article 13.11: 9 months changed to 1 year. Article 13.14 and Article 13.22: 3 months changed to 6 months. Article 13.31 now reads: “Annual assessments shall occur at the conclusion of any probation period and on an annual basis for the first 3 years of employment, and every three years thereafter. The Employee or Supervisor may request an additional assessment at any time.” Removed language around requiring assessment within 30 days of hiring anniversary, and moved the following to Article 13.32: “Assessments will be documented in writing and a copy will be placed in the official employee file.” Article 13.33: Changed “a development plan” to “Goals”. Article 13.34: Added “Annual” and “and Goals” to the beginning and end of title. Added “The employee will also submit a brief written report to the supervisor, summarizing the progress made toward completion of the Goals.”


Article 15.632 now reads: “When an employee who has completed initial probation and is not in a temporary appointment applies for and is accepted…”


Added Article 15.633: “When an employee who has not completed initial probation and/or is in a temporary appointment applies for and is accepted for a job at a lower salary level, the employee shall be placed in accordance with Article 15.2.”


Article 15.84: Added “Any employee who is contacted for assistance shall be compensated at the regular rate for the time worked or a minimum of one hour of pay at the overtime rate, whichever is greater.” (This has always been there, it was accidentally left out last contract session).


Article 16.211.  Now reads: “In the event that Management requires that an employee work on a designated paid holiday, the employee shall be compensated in accordance with article 15.82 in lieu of the holiday time off.”


Article 17.39: Removed reference to the “Parental Leave Bank”, since the program’s sunset date has passed.


Article 17.4 Paid and Unpaid Leaves.  Article 17.4 now reads:Family and Medical Leave:  Employees may be eligible for family and/or medical leave under the Federal Family and Medical Leave Act (FMLA), the Oregon Family Leave Act (OFLA) or other leave laws.  PCC will comply with all applicable local, state and federal leave laws.”  Article 17.41 now reads: “All unused vacation, sick leave and/or compensatory time may be used before being placed on an unpaid status.” Article 17.42 now reads: “Parental leave shall not exceed six months. If both parents work for the college, the total parental leave shall not exceed six months and both of the parents/employees shall not be on parental leave at the same time.” Removed Article 17.5 and Article 17.6 in their entirety and re-numbered the remaining sections. Article 17.733 (will be Article 17.533) now reads: “The supervisor may approve leaves of absence of up to 10 days, excluding leave under FMLA/OFLA which must be processed in accordance with Article 17.4, Family and Medical Leave and College Procedures.  Any leave of 11 days or more must be processed in accordance with College Procedures.”


Article 17.84 (will be 17.64): Added “When essential personnel are assigned by Management to work to prepare the College for opening due to inclement weather and the College is subsequently closed that day, such essential personnel will receive premium compensation of double time and one half for the actual hours spent performing such work. Such premium compensation will be paid from the time such essential personnel reported to work until the time of the closure or the time they are released from essential personnel duties that day, whichever occurs first. No other employees, including other essential personnel, will receive to premium compensation for work performed prior to a College closure.”


Article 19.15:  Length of Career Development was extended from 6 months to 12 months, both to help the employee working the job as well as the employer fill the vacancy.


Article 24.2: Added “By mutual agreement a grievance may be filed at or advanced to a higher step. The agreement must be in writing and signed by the Director of Human Resources or designee and the Federation Representative.”

    

There were a few other little “housekeeping” items, as well as a couple grammar edits, but this captures all the important changes we could find upon review of our documentation. The final copy from the Administration will be reviewed by the bargaining team prior to printing.


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October 23, 2015 - Classified Tentative Agreement Update:


Happy Friday Everyone!

Below is a summary of the tentative agreement we have reached in contract negotiations regarding salary, benefits and changes to contract language.


Salary:

For employees not topped out as of last year. You will receive a permanent general COLA (cost of living adjustment) increase of 2% plus a step increase of 3% for a total of 5% in year 1. In year two you will receive a COLA of 2% and a step increase of 3% for a total of 5%. This represents a 10% increase over the next 2 years.


For employees that are topped out as of last year. You will receive a permanent general COLA (cost of living adjustment) increase 2% in year 1 and an additional permanent COLA of 2% in year 2. Employees topped out as of last year will also receive a one time longevity stipend of 2% in year one and an additional 2% in year 2. The stipends will be based on the previous year’s salary.


Benefits:

Health care caps will increase by 4% in both years one and two. We don’t have the exact amounts right now for each category; we will send them out as soon as we get them.


Classification review movement:

We were able to get movement for the following groups: IAA 2’s will move up 1 level, Public Safety Officers will move up 2 levels, Spec/Facilities Operations Maintenance 1 will move up 1 level, Spec/Facilities Operations Maintenance 3 will move up 1 level, Transit Service Operators will move up 1 level. Unfortunately we were not able to make any advancement for the other classification groups we brought forward.


Early Retirement:

We agreed that for the next two years early retirement will be based on the following criteria:


· You must have 20 consecutive years of full time employment with the College.

· You must be at least 55 years old but may not be older than 62 years of age.

OR

· You must have 30 years of creditable service in the Oregon State PERS system.


You will receive a total of $400 a month for four years; such payments will end after four years or in the month you reach the age of 62 whichever comes first.


When the next two years are over we will revert back to the original stipulation that you must have started working at the College before June 30, 1987. Both parties have agreed that this clause may be revisited in the two year wage re-opener.


Paid Parental Leave:

We were able to get an agreement for up to 2 weeks matching. This means if you use two weeks of sick or vacation leave the college will match it.


Closure Pay Language:

When essential personnel are assigned by management to work in order to prepare the college for opening prior to their normal shift and the college closes after that, they will receive premium compensation for the actual hour spent performing such work.


Contract Language changes will be sent out later. We wanted to get you the Economic part today.


Thank you for your patience and support over the last few months.


Your Bargaining Team: Phil Gilmore, Cherie Maas-Anderson, Jean Garside, Jeff Grider, Michael Cannarella and David Mosley


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October 23, 2015 - Classified Members Bargaining Update:


We have a tentative agreement for a four-year contract (2015-2019) with a wages & benefits reopener in 2017! This is contingent on our negotiations team wrapping up with the administration team today at 1:00pm.

We were able to get what I think is a fair and beneficial agreement for our membership. I want to especially thank the members of our bargaining team, who I was alongside with at the table, and very proud of, during this long and intense negotiations process: Jean Garside, Cherie Maas Anderson, Jeff Grider, David Mosley, and Michael Cannarella our Labor Relations specialist.


Thank you for your outstanding support and patience during this year! We are still planning our dinner at the Sylvania cafeteria. We will celebrate, provide f2f information, and answer questions. You are still welcome to attend the board meeting and support your team's efforts, as well as any constructive remarks you may have if you choose to speak to the board.


More details in a lengthier email will come to you sometime in the next 24 hours.


Thanks again and take care,

Phil Gilmore

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October 20, 2015 - Classified Members Bargaining Update:


We met yesterday afternoon with management for several hours and basically got nowhere.  Management increased the COLA (Cost of Living Adjustment) for the second year from 1.5% to 2%; an increase of only ½%.  This is the only movement we received.


The offer that management has presented to us is far below what we think is a fair contract and way below what we received 2 years ago when the economy was worse. We will be meeting again tomorrow afternoon and are hoping to reach a resolution. At this point we really don’t think this is going to happen.


We ask that you show solidarity for your bargaining team by:

  1.  Wearing your Union shirt tomorrow, Wednesday, October 21

  2.  Attending the PCC Board meeting Monday evening, October 26, to show your support for your bargaining team. The Union will be providing dinner starting at6pm in the SY cafeteria.  At 7pm we will head to the Board meeting which is in the President’s conference rooms A & B in the CC building.  Be sure to wear your Union shirt!


Phil Gilmore


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October 13, 2015 - Bargaining Update

PCCFCE Members-

We've been negotiating our contract with the college administration for about 9 months now.

During this time, we've been able to tentatively agree on solutions to most of the non-economic issues, many of which have been discussed in previous updates. 

Now that we've reached the economic portion of the negotiations, we've hit a pretty substantial roadblock.

On September 26th, the administration negotiating team told us that the board has directed them to give us a “bottom line offer” that is substantially worse than those they have presented to us in previous years. Our negotiating teams have never sought to “break the bank.” As many of you know, in the worst years of the recession, we took (to give one example) a 0% cost of living increase (COLA) to keep PCC fiscally sound, in light of declines in state funding.

Two more sessions were scheduled for the following week. The administration canceled both of them. We notified the administration that we intended to speak to their constituency (The Board) at the Board meeting scheduled for October 22nd. A notice was put out to PCCFCE and PCCFFAP members, asking you to attend that meeting. The college administration then proceeded to cancel the board meeting and reschedule for October 26th! 

We met today, October 13th. The administration told us there was another $4.5 Million available based on the final numbers for the Community College Support Fund (CCSF). They then proceeded to tell us they would spend 2/3 of that on other things. Their revised offer was only slightly better for Classified. The remaining $1 million (less than 1% of our salary) was offered only as one-time lump sum payment, not a permanent increase.

The rescheduled PCC Board meeting is at Sylvania on Monday October 26th at 7pmwith dinner provided by the Union at 6pm. Location TBA. You’ll want to know that information after you read the next few paragraphs.

This (revised) "Bottom Line" Offer?

·      A 1.5% COLA for Classified, 1% for FT & PT Faculty/AP.

·      
No new top step for Classified, APs, FT or PT faculty who have served the college the longest.

It’s a pretty shocking offer - especially given the college’s solid budgetary situation. For the 2015-2017 biennium, community colleges have received the largest state funding increase ever.  Not only that, but PCC has over $29 million sitting in a reserve fund that must be spent by 2027. Plus, the college’s ending fund balance for this year is at $17 million. The college is in the black by most every measure.


Why such a hardline offer? Over the next two years, the administration would like to increase the ending fund balance by almost $5 million, buy a million dollars worth of large equipment, and also reserve $4 million for unspecified “strategic initiatives.” We have still received no answer about what those initiatives might be or whom they might benefit. The only really clear expenditure the administration team mentioned was a slight reduction in next year’s projected tuition. (Actually, a slight reduction to the currently planned increase... Still a net increase.) We support that, but really, none of these changes should be made on the back of our hard working Staff & Faculty.

Compared to their (revised) “Bottom Line Offer,” here’s what we believe we deserve, with some explanations below:



Issue

Federation position

Admin position

Cost of Living Allowance (COLA)

ñ2.5% for FT Faculty & APs
ñ3% for PT Faculty &Classified

ñ 1% for FT, AP & PT
ñ1.5% for Classified Only

Health insurance cap

ñ 5%

ñ 5%

Top Step for Faculty and APs

Add new top step over 2 years for all Union Employees

No new top step for anyone

Estimated total Cost to PCC

$22.6 Million

$18.6 Million


COLA: We asked for a 2.5% COLA for FT Faculty & APs and 3% for PT faculty and Classified as an equity issue. This is not unreasonable, as we have lost ground in our buying power over the last several years. This would be a small move towards regaining some of that lost ground. This is critical in Portland today as many members see huge increases in rent, taxes, and other basic necessities.

Top Step: We asked for a new top step for our salary schedules, as 40% of our PT Faculty, 26% of our FT Faculty and APs, and 16% of Classified are at the top step. Without a new top step, those at the top would have no increase in salary beyond the COLA and no reward for their loyalty to the institution and our students.

Professional Development for PT Faculty, APs and Classified: In many ways this helps both our members and our students. This line would cost just over 0.2% of the college’s total budget.

To put this all in perspective, the $4.5 million difference ($278.1M vs $282.6M) is only a small percentage (1%) of PCC's $422 million biennial general fund budgetI find it very interesting that the extra money from from the CCSF would cover the difference between their offer and what we believe is fair.

We think these are compelling arguments. These changes are good for the college and hardly expensive, as the chart shows. So, what can we do? We need your help to improve this “final offer.” Please show support for our students and for your fellow employees by coming to the next PCC Board meeting is on Monday October 26th at 7pm at Sylvania Campus. Dinner will be provided at 6pm in the Cafeteria. There are opportunities to speak or to sit quietly in solidarity. Either way, your presence will tell the board how you feel about this offer. We need you, your colleagues, your family, your students to show the board and the administration what you value. With your help, we can get a fair contract done soon.

-PCCFCE Negotiating Team


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