Covid19: Response

Covid-19 Spring 2020

• Suggested form to use at USF from PTFA: Reimburse Expenses/Compensation for Transition to Online Teaching (Word doc)

  • Here is the same PTFA reimbursement form as a pdf file

• Sample info from CAS: CAS Faculty Covid-19 FAQ

  • provided as a sample if your school doesn't have a similar document

• CFT Covid-19 Resources

USF Response to Covid-19

4/20/2020 PTFA Listserv/Newsletter

3/23/2020 PTFA Listserv/Newsletter

From 4/20/2020 PTFA Listserv/Newsletter:

Covid-19: More Management Responses to Union Questions

Since the PTFA newsletter/listserv message of 3/23/2020, there have been some updates from USF in response to our continued requests for information regarding the impacts and situation around Covid19.

A bullet list of items follows, as that seemed the optimal way to most efficiently provide a laundry list of information. Questions? Send to officers@usfptfa.org

Updates from USF:

• 1. All summer courses/sessions will be online;

  2. No decision yet on whether campus will open in August for Fall 2020 - this is dependent on city and state decisions;

  3. No decision yet on when Gleeson Library will open;

  4. University staff may be reduced in summer or work shorter weeks;

  5. 2020 graduation ceremonies: possibilities for Fall 2020 or May 2021;

  6. Full-time faculty tenure timelines currently under discussion and sabbaticals pushed out 1 year, which will have ripple effect on PT teaching and course availability;

  7. No decisions on furloughs;

  8. Cabinet and higher level administration salary increases frozen until census date Fall 2020 - will be revisited then. Will also consider salary cuts.

  9. Salary increases for Librarians, OPE -- originally effective July 1-- will be moved to census date Fall 2020;

  10. Currently, there exists $6 Million liability in university staff/faculty vacations - management is urging people to bring down their vacation days to 12 days by end of July to reduce that liability;

  11. Update on Intellectual Property: the university will grant instructors full IP rights for any instructional products in response to Covid-19 (e.g., revised syllabi for spring 2020, course materials and exercises, etc.)

  12. USF has received a federal CARE grant of $7.5 Million, half of which will go to financial aid for students and the remaining half yet to be decided; funds to be received early next fiscal year;

  13. Teaching Development Funds: University is not asking to freeze, but a conversation will come later - possible larger pool of funds as a result of cancellation of conferences this year. Adjuncts might be asked to give back some or all TDF funds in fall 2020;

  14. School of Law is expecting a negative impact on applications for fall 2020;

  15. Fall enrollment for USF graduate and undergraduate students uncertain; expected to drop particularly for out of state and international students.

  16. Compensation for online training for online courses has been completed; talk with your associate dean if you did not see this reflected in your paycheck.

  17. Compensation for parking at USF - the current USF policy is no refunding for parking; however, for those who have arranged for monthly parking deductions from paychecks, the PTFA encourages you to request cancellation of deductions from Public Safety ( parking@usfca.edu )

  18. 5 working groups established by USF in response to Covid 19 include the following:

      1. 1. Covid 19 Crisis Management Team: informs USF community as it navigates pandemic; first charge was to get students out of dorms; includes people from Student Life, Risk Management, HR, some associate deans, Public Safety, Events Management, etc (no faculty)

         2. Continuation of Instruction: involved in move to online instruction; will work continuing through summer and fall; includes mostly deans and some FT faculty in School of Education (Instructional Media); opportunity for PT faculty with qualifications to participate (contact officers@usfptfa.org if you have expertise and are interested in serving).

         3. Federal Assistance at USF: includes people from Finance, Financial Aid, Contracts and Grants, etc.; deals with things such as federal CARE grant (see above)

         4. Smaller work groups including Cabinet (president, vice president, vice provosts) and operations groups looking at workload changes for staff.

We will share with you additional information in upcoming days; if you have questions or concerns, reach out to officers@usfptfa.org

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Note: While USF Management has improved communication with the Union regarding the University's response to Covid-19, Management continues its practice of excluding PTFA leadership from discussions where decisions are made and information shared regarding this current crisis. The PTFA represents 700 part time faculty at the University of San Francisco.

USF Management has also denied the PTFA's formal submission of a "Demand to Bargain" about workplace issues related to Covid-19, and only provided a limited response to the PTFA's "Request for Information." Management seems to not understand that "Demand to Bargain" is an official labor term; they've stated they're not listening to "demands" from adjuncts, but prefer a "Request to Bargain."

It's also worth noting that Management has continued its campaign against the Union, taking advantage of a global pandemic, in part by attempting to unilaterally impose provisions of RECs without negotiations and continuing a campaign of harassment against the PTFA president. The PTFA continues to fight back through grievances and the National Labor Reltations Board.

From 3/23/2020 PTFA Listserv/Newsletter:

USF Management Responses to Adjunct Questions Re: Covid-19

Below are email exchanges between the PTFA and USF Management regarding the campus response to Covid-19.

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Email TO USF MANAGEMENT FROM PTFA 3/17/2020:

with Management responses in red

The PTFA recognizes these are challenging times for us all; the Union is grateful for the leadership shown by USF Management in dealing with the Covid-19 crisis.

The Union wants to be a partner in helping USF address an extremely challenging situation for individuals, families, the institution, the whole society. It's extremely frustrating when we're shut out of information-sharing beyond the most basic level or the thought process behind decisions so we might be able to share with part time faculty. Many adjuncts are not at all comfortable, afraid even, asking their dean or chair/director or even full time faculty for help.

The Union is pairing up adjuncts who need help with Canvas, Zoom, and on-line instruction with those willing to serve as mentors. We've held a Zoom listening session with members, and are inundated with questions and comments via email. There is a lot of confusion -- and anger -- and most of it is based on lack of communication, or contradictory information, from chairs, directors, deans, president. There are quite a few unhealthy rumors circulating.

The questions the Union sent you in previous messages were an attempt to establish a dialogue in which part time faculty leadership has been excluded. Our members recognize that we're in uncharted territory and want to be helpful, but at the same time they're chafing from the lack of information and lack of inclusion. And, like all of us, very concerned and afraid of this unknown new world and the lack of input or control we seem to now have in our professional lives and working conditions.

To follow-up and clarify: many of our members are scared and need assurances from USF that they will be taken care of. Some feel that Management don't care about part time faculty and is ready to jettison adjuncts.

To reiterate some of the basic questions from the 3/11 messages, it would be helpful if Management can assure part time faculty:

• • that adjuncts will continue to get their normal salaries; that, in general, employment will continue, their contracts will be followed, and their ability to work will continue.

    • USF RESPONSE: The University plans on honoring all PTFA adjunct teaching contracts through the end of the Spring semester.

  • that additional sick leave would be available if adjuncts get sick and can't teach online, or if they are caring for someone who gets sick.

    • • USF RESPONSE: Before COVID-19, adjuncts reached out to HR regarding sick leave. I would encourage you to remind your members that they should continue that practice. HR has the most current information. As of today, adjuncts accrue 1.875 hours per pay period up to max of 72 hours. They can view their balances on their paycheck on in their absence worklet in USFWorks. If an adjunct has to be out for their illness or the care for an eligible family member, they would be eligible to apply for short term disability or paid family leave benefits. Short term disability pays approx. 60% of weekly salary for up to 52 weeks. Sick hours would be coordinated with those payments. Paid Family Leave (PFL) benefits are for up to 6 weeks.

        • For COVID-19 claims, the seven calendar waiting period for short term disability benefits has been waived. PFL does not have a waiting period. In light of COVID-19 there are local and federal changes pending for additional sick leave that they also could be eligible for.

  • that teaching evaluations from spring 2020 will not be based largely or exclusively on a faculty member's ability to switch instantaneously to online instruction, Zoom, and Canvas.

    • • USF RESPONSE: Interim Provost's 3/20/20 message: "... in consultation with deans, I have decided that spring 2020 Blue evaluations will not be counted against any part-time faculty member as it relates to Preferred Hiring Pool (PHP) applications."

        • [Note: The PTFA applauds this step, and is encouraging Management to do the same when the "secret conversations" about adjunct teaching takes place for any adjunct (PHP or regular) between deans and full time faculty. Time to reiterate: full time faculty should never have access to the course surveys of part time faculty, nor should full time faculty discuss adjunct teaching effectiveness with anyone without including the part time faculty and allowing the adjunct to contextualize any aspect of the evaluation instrument or learning environment.]

We would like to be able to sit down, discuss, and reach agreement on these and other issues that will help reassure part time faculty in the midst of this chaos, as well as reassure Management that they can depend on the PTFA as a partner in this difficult time.

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Email TO MANAGEMENT FROM PTFA 3/17/2020:

with Management responses in red

Below is additional feedback from our members:

• 1. My spouse was just laid off from his job and we are without health care. Is it possible to be added to the USF Health Care now?

     1. • USF RESPONSE: If an adjunct is already on the Kaiser Health plan, and they have a qualifying event, they can make changes to their coverage.

          • CBA: 20.2.4 Adjuncts may make changes to their existing coverage during open enrollment or if they are already on the Kaiser plan and have a qualifying event (e.g., gained coverage elsewhere, marriage, birth etc.), they can make a change related to that qualifying event.

• • • [Note: COBRA from the spouse's previous job should provide coverage until the start of fall semester 2020, when eligible faculty will be able to add coverage through the USF health plan with Kaiser.]

• 2. I've been told I will get paid for the ETS workshop, but no rate was specified for the online training. How much will I be paid? When? How was this compensation figure arrived at?

     1. • USF RESPONSE: The online training takes approximately 2-hours, and the PTFA was advised in a previous email that the University will compensate adjuncts at a rate of $30 an hour. This rate is in line with other online training for adjuncts. The payment will be made before the end of the Spring semester.

          • • [Note: The PTFA has issued a Demand to Bargain (DTB) for the issue of online training compensation and online teaching issues. We recognize the extreme circumstances in which we are living and willing to go overboard to help our students and allow the institution to survive. However, this does not mean that Management abrogates Union rights to bargain these issues. Negotiation with the Union, not imposition by Management!]

              • [To those who say now is not the time to raise these issues because of the current emergency: not challenging Management each time it tries to act without negotiating issues such as these means they're able to point to this as "established practice" that the Union did not object to. It undercuts the strength of the Union and the value of having a contract. Remember the "Telecommuting Agreement" that was abandoned by Management after PTFA objections?]

  3. I've put in over 30 hours to prepare for moving to online instruction. The compensation of not teaching on Monday and Tuesday doesn't even begin to cover the work. I've also got kids at home I'm dealing with. The online teaching is much more work than in-class work.

• • • USF RESPONSE: The adjunct should raise this issue with their Dean or Associate Dean. [Note: see PTFA response, below]

• 4. I've never used Canvas or Zoom before. It's a nightmare trying to move everything on line. The ETS workshop was not enough; I need much more help and support.

• • • USF RESPONSE: The adjunct should raise this issue with their Dean or Associate Dean. [Note: see PTFA response, below]

• 5. I have no idea how I'm supposed to teach a sciences lab class online. Help!

• • • USF RESPONSE: The adjunct should raise this issue with their Dean or Associate Dean. [Note: see PTFA response, below]

• 6. Full time faculty in my department have not included adjuncts in their discussions about how the full timers are handling the switch to online.

• • • USF RESPONSE: The adjunct should raise this issue with their Dean or Associate Dean. [Note: see PTFA response, below]

• 7. I hear this "we're all working together, we're a community" from full timers, yet it doesn't feel that way. I feel totally isolated from my department and college; like I'm on my own and expected to keep the university afloat without getting the tools to do so. I'm angry - and was glad to see the union's response to the order to sign the "USF Telecommuting Agreement."

• • • USF RESPONSE: The adjunct should raise this issue with their Dean or Associate Dean. [Note: see PTFA response, below]

1. I need a laptop but it's difficult to get a loaner from Gleeson. They seem to have Covid-19 laptops and student-loaner laptops. How do I get a laptop?

   1. What are my ownership rights to my class materials on Canvas?

      • USF RESPONSE: The adjunct should raise this issue with their Dean or Associate Dean. [Note: see PTFA response, below]

   2. What is the support system for students who need tech training and help? I'm getting inundated with emails from students with questions I can't answer.

      • USF RESPONSE: Our students have been directed to the following website (https://myusf.usfca.edu/usfteach/learning-through-emergencies) if they need assistance with online learning. It is also referenced on the COVID-19 Resource Page. The adjunct could also raise this issue with their Dean or Associate Dean. [Note: see PTFA response, below]

   3. The list of resources on the USF "keep teaching" web site doesn't include resources to help students.

      • USF RESPONSE: Our students have been directed to the following website (https://myusf.usfca.edu/usfteach/learning-through-emergencies) if they need assistance with online learning. It is also referenced on the COVID-19 Resource Page. The adjunct could also raise this issue with their Dean or Associate Dean. [Note: see PTFA response, below]

   4. Please encourage USF Management at the University or College/School levels to include part time faculty at least in information-sharing if not decision-making discussions and meetings. Union leaders need all the background and information we can get to be effective partners at this difficult time.

      • USF RESPONSE: [no response]

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Email TO PTFA FROM USF MANAGEMENT 3/17/2020:

Yes, these are challenging times, and we are concerned about the health and safety of all our community members. As ... has been echoed by the President, Provost, and Deans numerous times in public and in private, our adjuncts are an essential part of the fabric of USF, and they are genuinely valued. ...

The University believes at this time; it is in the best interest of all stakeholders to have one voice communicating with the university community. Since some of the information that is shared is changing on an hourly or daily basis, all our communications are coordinated through OMC and listed on the University COVID-19 website. We are sharing the same information with the PTFA as we are with other Union leaders. Please encourage your membership to read the emails from OMC, HR, or their Deans. Provost Cannon sent out a communication yesterday titled "Our transition to Online Remote Teaching," and it addressed some of the issues raised by your members (https://myusf.usfca.edu/announcement/our-transition-to-online-remote-teaching). On all academic matters, your members should contact their Associate Dean or Dean. They have the most current information.

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Email TO USF MANAGEMENT FROM PTFA 3/18/2020:

Thank you for the response and information. We will share your responses with our members via the listserv ...

Unfortunately the adjunct experience, rather widely held with adjuncts ... is that the University does not have "one voice" communicating with adjuncts, but several; and communication is coming through many different campus sources, not just through the OMC and the University COVID-19 website.

It also appears that all union leaders and members are not receiving the same information. The USFFA is receiving more information and being included in meetings not available to the PTFA; we have adjuncts forwarding messages (at times with questionable information) from their chairs to PTFA leadership that the full timers supposedly received in CAS College Council meetings from the dean. That's if the full timers are reaching out to adjuncts at all; as we mentioned in the list of issues we've heard from adjuncts, often full time faculty are shutting adjuncts out of the info or social loop entirely.

So, telling adjuncts they should reach out individually to their associate deans is not an effective solution to the many issues raised that received this reply. We've communicated to you the fear and hesitation that an overwhelming number of adjuncts have about contacting their associate deans or even their chairs, particularly in light of the culture of disrespect and retaliation Management has fostered in the past year, from the Union perspective. This might be dismissed as Union propaganda or a perspective held only by a few malcontents, but the bottom line is that individual adjuncts are not going to reach out for help to Management or Management's designees,or even full time faculty. And they need help.

As a Union of the largest group of faculty on campus we are asking you, the person with whom we are expected to interact, to reach out to Management on behalf of the adjuncts who are feeling quite disconnected and without answers to their questions -- and to send us replies or information that we can share with our members, while identifying the source of the reply. This applies to University, College/Schools, and departments. We appreciate the excellent start on this with the responses to our questions that didn't receive the answer to "check with your associate dean."

As you noted, communication is vital at a time such as this. Frustration and anger build from the perception that adjuncts are not valued, not being heard and perspectives respected, are marginalized, kept in the dark, and not included in any decision-making or information-sharing. We're attempting to signal you that this is a serious problem with adjuncts right now and needs to be addressed as soon as possible. Please allow us to help.

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Note: To date, USF Management continues its practice of excluding PTFA leadership from discussions where decisions are made and information shared regarding this current crisis. The PTFA represents 700 part time faculty at the University of San Francisco.

USF Management has also denied the PTFA's formal submission of a "Demand to Bargain" and only provided a limited response to the PTFA's "Request for Information."