View Our Current Contract

Success, our second round of negotiations is finished. Here is the overview of the changes. 

Tuition Waiver (Article 12)

Article 12.A. informs you about conditions under which you can take a credit class for free at LB if you taught at least 3 credits.

In the Article 12.B. you can read about taking an extended learning class for free. The important point is that you can register only one day before it starts. The LB staff is not always informed and will not warn you about this. If you register too early, you will have to petition to remove the charges.

You are entitled to a tuition waiver for a credit class and an extended learning class at the same time if you wish. Here is the form.

Professional Development (Article 13)

In this category are any external workshops, conferences, seminars, etc. The grant pays 100% of expenses up to $400 per year per person until the grant is exhausted. See the Article 13 or read the information provided by LBCC. To apply please fill out the form.

If you need to talk to someone please let our VP for Membership know. We have a committee of four part-time faculty members who review and approve your application, and who will be happy to answer your questions.

Discipline and Discharge (Article 19)

You have a right to PTFA representation and assistance during investigatory interviews and discussions with the administration.

Proportional Pay (Article 8)

After you agreed to teach your class, your supervisor (dean or associate dean) expanded it by more than 25% of the original capacity (e.g. from 25 students it expanded to 35). You just became eligible for Proportional Pay. Our contract (Article 8) refers to the Appendix C of the Full-time Faculty Agreement. Email us if you have any questions.

Leaflets on other subjects

• Lack of communication

• Requirements of Oregon Sick-time Law

• All about sick-leave (Article 11)

• Weingarten Rights (Article 19.E)

• Are we all "adjuncts" a.k.a. assistants?

Included in Law

Skelly rights is referred to the due process right to notice of an employee, of an intended disciplinary action. The right includes the right to obtain a copy of materials on which the action is based, and an opportunity to respond orally or in writing to an impartial reviewer prior to discipline being imposed. The term Skelly rights comes from a decision of the U.S. Supreme Court in Skelly v. State Personnel Board, 15 Cal. 3d 194 (Cal. 1975). In that case the Supreme Court ruled that the employee (Skelly) had a property interest in continued employment and hence could not be deprived of his job without the observance of due process.

Unemployment: If based on past practice you are under a reasonable belief that you should be working in a given term, and you did not receive any assignment for that term, then you are eligible for unemployment during that term. See here for a good overview, step-step guidance, and formal directive.

Weingarten rights: If you are a union member, you have a right to have union representation at any interview or meeting that could lead to disciplinary action against you. The Supreme Court case of National Labor Relations Board v. Weingarten, decided in 1975, established this basic entitlement and the procedures for when and how union reps may participate in interviews. Collectively, these rules are referred to as “Weingarten rights.”