Category Archives: Uncategorized

Collective Bargaining Begins 2018!

Greetings! On Monday, Feb. 12, 2018 the UFE Bargaining Team (which includes Stephen Beck, Jon Davies [b-team chair], Gary McNeil [lead negotiator], Grace Huerta, Laurie Meeker, Miranda Mellis and Julie Russo) met with members of the TESC administration to begin collective bargaining and negotiate a successor contract. This contract follows the UFE and TESC ratification of the Fall 2017 tentative agreement which was overwhelmingly supported by our voting members in September.  You can read the full digest below where the complete elements of the TA and the new professional development MOU are described.

Key components of the 2017-2018 TA were shared with UFE members during our summer Union School and fall Stewards Council and Coordinating Committee meetings. On Sept. 18 and Sept. 20, we held UFE membership meetings to also discuss the TA.  In addition, our bargaining team chair, Jon Davies spoke before the Board of Trustees in September to highlight our ongoing commitment to support the working conditions of our faculty, which are, ultimately, the learning conditions of our students.

During the winter and spring quarters of 2018, we will negotiate a new contract. We are well aware of the challenges facing the college. The UFE looks forward to working with the administration while supporting positive working conditions for our faculty.  Please note that while the content of these bargaining sessions are held in confidence, we plan to hold a general membership meeting once we learn more.

The B-Team.

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CBA Digest & CBA–Tentative Agreement (2017-18) Between The Evergreen State College (TESC) and The United Faculty of Evergreen (UFE)–Sept. 14, 2017

TESC and UFE are signing a one-year collective bargaining agreement. Both TESC and UFE initially started bargaining in 2016 with the goal of a longer contract, but due to various campus and non-campus issues, the parties agree to a one-year agreement, allowing the parties to discuss and prepare various proposals for the next collective bargaining agreement. The parties agree to suspend several current CBA sections only for the 2017-2018 year; and agree to include a one-year adjustment to the salary grid, incorporate the MOU regarding professional development specific to institutional racism, equity and inclusiveness and keep all other provisions of the TESC/UFE 2015-2017 CBA intact for this one-year contract (see: CBA15_17) .

The agreement is as follows:

  1. Salary Grid Increases: For the 2017-2018 academic year, experience years increases in Article 1.4 will be fully funded and the salary grids will increase 2% effective September 1, 2017.
  2. Professional Development: Institutional Racism, Equity and Inclusion. The Memorandum of Understanding between TESC and UFE to jointly prepare annual mandatory professional development on institutional racism, equity and inclusion is incorporated into this agreement. The TESC VP/VP for Equity and Inclusion will coordinate these professional development activities with the UFE. See: Mandatory Professional Development May 31, 2017: https://www.ufevergreen.org/wp-content/uploads/2017/08/MandatoryTraining_17.pdf
  3. Adjunct Transition UFE and TESC agree on the need for a transition policy of adjunct positions into regular positions. The parties will negotiate new contractual language on a transition policy during the 2017-2018 academic year in preparation for incorporation in the upcoming collective bargaining agreement. In the 2017-2018 academic year, CBA 10.2.3 remains in effect and position descriptions for the four transition positions previously agreed to will be created, based on 10.2.3 (i.e., teaching histories). Before the position descriptions are advertised, UFE-Management Committee will assess the descriptions to ensure that they meet the commitments in 10.2.3. These positions will be advertised no later than fall 2018.
  4. Revitalizing Curricular Work Structures. TESC and UFE agree to negotiate working conditions associated with curriculum planning structures, processes, and practices. These include subjects in the CBA such as the work of Planning Units and Planning Unit Coordinators as well as recommendations from the Standing Committee on the Curriculum and recommendations from TESC faculty DTFs, study groups, and UFE-TESC Joint Committees such as the 2013-14 Planning Unit Coordinators (PUC) DTF. The parties will negotiate new contractual language on these working conditions during the 2017-2018 academic year in preparation for incorporation in the upcoming collective bargaining agreement. No changes in the CBA or in current practices that affect working conditions will be made during 2017-18.
  5. Review Process for Retention Initiative for lower class sizes for first year The lower class size initiative is in effect for 2017-2018. TESC and UFE agree to assess the initiative’s impact on curriculum and on retention. By the end of Winter Quarter of 2018, the assessment will be complete. Extension of the initiative will occur only if the parties agree that the impacts have been sufficient to merit the continued dedication of college resources to class-size reductions. Assessing the impacts of class size reduction will include a comprehensive review of the program itself.
  6. Status Quo for remaining current CBA. Excepting the sections above, the current CBA remains in effect for this one-year Contract provisions specific to 2017 are extended to 2018. The salary grid for Summer 2018 will increase by 2%.
  7. Duration: This contract begins on September 1, 2017 and ends August 31, The agreement shall take effect following ratification by UFE members and upon ratification by the TESC Board of Trustees. The CBA will be enacted retro-actively to September 1, 2017.

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August 30, 2017. Greetings UFE Members. May you have experienced a rejuvenating summer.  We certainly face challenges at the College. Through it all, the UFE has sought to provide leadership when working with the administration in response to student concerns during the recent protests and actions. The UFE Bargaining Team, Coordinating Committee and Stewards Council collaborated to provide support to faculty and students. This support comes in many forms, ranging from being available to the students beyond the classroom, leading summer institutes and a Union School, meeting with TESC faculty, members of the administration and our state-wide union affiliates, communicating with legal counsel, responding to the press, and holding gatherings for faculty discussion and respite.

That said, we recognize that our members have a full range of different perspectives related to recent Evergreen events and controversies. It must be noted that our union must be respectful of our duty of fair representation. As a union, we are both responsible and obligated to represent all faculty members of the bargaining unit (which includes 73% of UFE continuing faculty members). We are committed to honoring this responsibility.

The UFE has also sought to respond to student interests. One of the most important responses is the May 26, 2017 joint Memorandum of Understanding agreement between the College and the UFE. This MOU was supported unanimously by the Stewards Council. The key tenet of this MOU reads: “…we recognize that Evergreen faculty members must have access to, and take advantage of, professional development opportunities to address subjects including but not limited to institutional racism, and the needs of students of color, LGBTQIA students, undocumented students, victims of sexual assault, and students with disabilities.” Therefore, the implementation of this mandatory annual professional development initiative will represent OUR collective opportunity to work with the administration to provide a framework for faculty development in the spirit of serving all of our students better.

To begin the MOU implementation planning process, the UFE organized a Summer Union School III that was held on Friday, Aug. 25 at the Organic Farm. During the first half of the meeting we seminared on a common read, Ibram Kendi’s National Book Award Winner, Stamped From the Beginning—The Definitive History of Racist Ideas in America. Our discussion of this text helped conceptualize institutional racism, segregation, assimilation, and anti-racism. This was an important first step as we consider the implementation of the MOU. We look forward to working together to better serve our students and campus-wide learning community. We welcomed the participation of our Provost Jennifer Drake;  VP for Diversity and Equity, Chassity Holliman; Dean, Therese Saliba and CCBLA Director, Ellen Shorrt-Sanchez.

Our afternoon session for union members included an update of our collective bargaining discussions taking place this summer. As the legislature revealed its budget on June 30, both management and UFE teams strive to reach an agreement by the expiration date, August 31, 2017. If not, the current contract will remain in place (status quo). Please check this website for more info.

PS–On a lighter note, the UFE Bowling shirts are in! if you have ordered and paid for a shirt, let me know & we will drop it off to you:)

In behalf of the Coordinating Committee: Jon Davies, Vice Chair; Bargaining Team Chair; Laurie Meeker, Communications Coordinator; Marla Elliott, Treasurer; John Baldridge, Stewards Coordinator; Stephen Beck, At-Large Representative; Al Josephy, At-Large Representative

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June 7, 2017. Greetings everyone. Given the closing of campus on Thursday, June 2, the UFE membership meeting was cancelled. We will be sending out a Spring/Summer Update to our members shortly. This update will discuss our Memorandum of Understanding, which was unanimously ratified by the Stewards Council last week.  We see the MOU as a proactive means and opportunity for all faculty to examine how we can best support our students and one another specific to equity and inclusion through ongoing professional development. Stay tuned.

Collective bargaining and labor/management meetings continue this week. The College and the UFE dialogue about topics related to working conditions, curriculum coherence and student retention efforts (to name a few), as well as current CBA implementation issues. While the collective bargaining process does require agreed-upon confidences, we will provide you with an update by week 10 of the quarter.

Kabby Mitchell ¡Presente! This Spring, we lost our dear colleague and friend, Kabby Mitchell III. In honor of our union brother and his service to his family, community, friends, students, and the arts, the UFE Coordinating Committee (CC) and Stewards Council (SC) have voted to contribute $400 from the UFE Memorial Fund to the Tacoma Urban Performing Arts Center. This is a great way to honor his legacy through the support of social justice, youth and dance! Additional contributions can be made at: https://tacomaupac.org/. A memorial service will be held July 9th at 2 p.m. at the Paramount Theater in Seattle.  At Evergreen, we are planning events to remember Kabby at both Olympia and Tacoma campuses. Dates for the memorial will be shared soon.

Serve Your Union as a Steward! As we near the end of the quarter (can you believe it?), we must consider next year’s governance assignments. Please fulfill your governance responsibilities by serving as a member of the Stewards Council. This does count as TESC governance. The SC meets throughout each quarter to discuss issues specific to the CBA and contract implementation. Stewards communicate with our members, as well as perform an advisory role for the union. Stewards vote on actions and make recommendations to the membership. Please a steward if you are interested in serving your union and you have not already done so.

The UFE also welcomes your participation in the Agenda Committee. Stand as chair-elect or as a member. It is imperative that we have UFE representation who are well versed in the CBA, contract implementation and the issues impacting our working conditions. UFE representatives also maintain communication with the CC. If you are interested in serving on the AC, please email UFE member, Sandy Yannone.

In other news, last March UFE members took part in labor actions to support the St. Martin’s Faculty Union. As you may be aware, the St. Martin’s administration has refused to recognize their union and come to the bargaining table to negotiate with contingent and continuing faculty. Ongoing actions will continue and we will keep you posted about ways we can be of help.

As you may recall from a previous email, we recently undertook a review of our UFE Solidarity Scholarship fund. We learned we only have a few members contributing via payroll deduction (out of over 142 members or 73% of continuing faculty, or, 62% of all faculty—total number of faculty, Fall 2016: 229). Nevertheless, since 2010 UFE members have contributed over $48,000 (including one-time donations) to nearly 50 students through the UFE scholarship fund and the Evergreen Foundation. Thank you to our wonderful contributors!

However, we certainly can do better. In recognition of the ongoing financial burden of tuition, together the UFE and the College—in a joint agreement–invited all faculty to dedicate a portion of their salary (through payroll deduction or a one-time contribution) to support juniors and seniors who might otherwise be unable to complete their college education. With more contributions for the 2017-18 academic year, we plan to increase our scholarships awards to $1000 each. The number of scholarships we award will depend upon the contributions we receive. Updates regarding the number and amounts of awards we grant will be completed once the current cycle of scholarship distribution is completed.

In addition, the Stewards Council voted last month to support a revision of our language on the TESC scholarship web page. The language includes the following criteria (see http://www.evergreen.edu/scholarships):

One or More Required:

  • High level of loan indebtedness
  • African American
  • Dreamers (undocumented immigrant or U.S. resident whose 1st language is not English.)
  • First-Generation
  • Latinx
  • LGBTQ
  • Native American
  • Parents

You can download a payroll form by clicking here: UFE Scholarship Deduction Form.  You can also contribute to our scholarship with a one-time donation at: https://commerce.cashnet.com/givetoevergreen?itemcode=ALUMNI-SCHOL

Finally, candidates for the Vice President/Vice Provost for Equity and Inclusion met with the UFE Coordinating Committee in May. Candidate info (letters, statements, CVs) can be found at: https://sites.evergreen.edu/vpequityinclusion2017/welcome/. Please provide your feedback to the search committee if you have not already done so.

UFE Coordinating Committee

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Bargaining Survey Update, Apr. 17, 2017. During the winter, UFE Stewards circulated a survey to the Planning Units asking faculty to submit their bargaining priorities. Your feedback is important as the UFE Bargaining Team and TESC administration currently engage in contract negotiations.

If you didn’t receive a copy of the survey and would like to participate, you can still submit your comments (click on the link below) and return it to John Baldridge, UFE Steward’s coordinator at his campus mailbox Sem2 B2124. We look forward to hearing your bargaining priorities as we proceed with negotiations this quarter. Print your copy here:  Bargaining Survey.

UFE B-Team

 

UFE 2017 Winter Quarter Update

Greetings UFE members. Here is a Winter quarter update. Yesterday, Feb. 21, President Bridges issued his comments regarding TESC’s actions to support undocumented students on our campus (see his statement below). I want to thank our students, staff and UFE members who have been out-front with President Bridges when addressing such issues as: the presence of ICE on our campus; undocumented student support services; the status of undocumented student records; undocumented student access to in-state & TESC need grants, and; seeking opportunities for student, faculty and staff training. Since last November, our Evergreen community has worked together to ensure that specific plans and actions are in place. While there is still much to do to support our undocumented students and their families (given increased deportations, family separations, schools losing “sensitive locations” designation) these actions are important first steps.

Given the other aggressive actions put forth and inspired by the Trump administration (i.e. climate change deniers, anti-DAPL and Keystone drilling, discrimination against the LGBTQ communities, Muslims and anti-Semitism, and the rejection of the Black Lives Matter movement), we certainly need an all-hands-on-deck approach to support our students and community as we move forward.

On another front, on Feb.22, the UFE will survey faculty about their collective bargaining priorities in their planning unit meetings. Please sign your survey and return it to a steward or your PUC. Or, if you would like a survey, please contact me at: gracehue@gmail.com. The 2017 UFE Bargaining Team includes: Jon Davies, bargaining team chair, Laurie Meeker, Stephen Beck, John Baldridge and Grace Huerta. Your responses to the survey will be especially helpful as the B-Team begins its preparations for the upcoming bargaining sessions.

Also, thanks to those of you who attended our last membership meeting earlier this month. We shared the latest gains in our membership drive, reviewed the UFE budget and discussed the college’s enrollment concerns and possible responses. In addition, we discussed the multi-year contract application process, sabbaticals, part-time faculty compensation and undocumented and immigrant student support actions on campus and in Olympia.

UFE CC.

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Statement by President George Bridges of The Evergreen State College: Actions in Defense of Our Undocumented Students

Written by George Bridges on February 21, 2017 at 11:04 am

I wrote to the Evergreen community three weeks ago regarding the college’s response to the federal executive order on immigration and anticipated federal actions regarding undocumented students.  I am writing now to provide an update to that message.

Since I last wrote, I have had opportunities to meet with more undocumented students, in addition to faculty, staff, and students who have family members who are undocumented.  Their stories – each one unique – are profoundly moving.  We are fortunate to have them as members of our college community. We have an obligation to speak up for these members of our community who, when they choose to speak up for themselves, do so at great personal risk.

The leadership and advocacy of Governor Inslee and Washington State Attorney General Ferguson in recent weeks, which led a federal court to block the executive order on immigration and refugees, encourages me. At the same time, we have seen immigration enforcement actions locally and nationally that have arrested and detained many undocumented individuals across the country.

Evergreen remains committed to protecting and supporting our undocumented students in every way legally possible. Evergreen will not willingly cooperate with any efforts, federal or local, to collect or retain any information that identifies them as undocumented, to defund any financial aid they receive, or to deport them.

We are committed to the academic success of our undocumented students and to providing them with the opportunity to finish their degrees at Evergreen.

For those who are directly affected by federal immigration policy, the details behind these general commitments are important, so I want to reiterate important points I have made in previous communications and public remarks:

  1. Any records we hold that would identify students as undocumented we regard as protected under federal student privacy laws.  We will not turn over those documents to anyone without a valid court order, warrant or subpoena.
  2. If we receive an order or subpoena demanding such documents, we will confer with the Office of Attorney General (AG) before acting, and seek assistance and support from AG to quash the order or subpoena.  Ultimately, final action on an order, warrant or subpoena will rest with the AG.
  3. The college’s police officers do not and will not ask any student, staff or faculty member they contact about their immigration status.
  4. The college’s police officers will not base any of their interactions with students, faculty and staff on their immigration status.
  5. The college’s police officers have no cooperative agreements with federal immigration officers and will not participate with federal officers in immigration enforcement actions.
  6. While the college does not have the legal authority to bar federal agents from campus, we will not assist federal agents in any deportation action taken against our students.
  7. The State Need Grant and, starting in the Fall, the Evergreen Need Grant are available to eligible students who complete the WAFSA.
  8. The college recognizes its responsibility to help undocumented students finish their degrees.  In the event that changes in federal policy adversely affect students’ financial ability to finish, we will prioritize the needs of undocumented students within the resources we have available.

Finally, based on my own experience over the past several weeks, and in response to proposals from students, the college will be creating opportunities for staff and faculty to learn more about the challenges undocumented students face at Evergreen. In the coming week, with the help of the LatinX Standing Committee and other staff in key positions, senior staff will begin work to provide these students with additional support they need to achieve the highest possible levels of academic success. An important part of this work will entail identifying and correcting administrative obstacles undocumented students encounter on our campus.

 

UFE Membership Mtg_Friday, Feb. 3 in Sem2 B1107_5-6:30!

Greetings UFE Members. This is a reminder of our membership meeting on Friday, Feb. 3 from 5-6:30 p.m. in Sem2, B-1107. The purpose of the meeting is to discuss our upcoming bargaining survey and priorities, sabbaticals, MYC process, DACA actions, to name a few topics.

We sure hope you can attend this important meeting.

Thanks all,

Grace Huerta, UFE Chair

 

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Fall Quarter Update, 2016

Greetings UFE Members. As you know, this has been a very challenging quarter on a number of fronts. Nevertheless, together the Coordinating Committee and Stewards Council have been engaged in a number of union activities this fall.

They activities include:

UFE membership drive. With our new dues schedule in place this fall, the Coordinating Committee (CC) and Stewards Council (SC) actively invited faculty to join the UFE. In 9 weeks, we have increased our membership by 10 percent. Please contact your union leadership about other faculty members who may be interested in joining.

Provost search candidate meetings. This quarter, the CC met with both provost candidates. Our interactions focused on how our next chief academic officer will provide College leadership and address contract implementation. We also wanted to convey to the candidates that we are proud of the CBA, a body of work that represents a shared, collaborative effort by the UFE and administration since the union’s founding 10 years ago. Both parties own the CBA, a document whose language represents our shared commitment to the College and the students we serve.

After meeting with both candidates, the CC discussed their strengths specific to their collective-bargaining experience and work pertaining to union matters. While we have not ranked the candidates, we do recognize that each person offers different skills. Dr. Colleen Greer established her experiences working within a union framework and impressed us with her collaboration with tribal learning communities. She also expressed a familiarity with our CBA. Dr. Jennifer Drake impressed us with her experiences working across disciplines and programs. While she did not express a familiarity with our CBA, she articulated her commitment to faculty advocacy. Our CC agreed that Dr. Drake should not be ruled out because of her unfamiliarity with the contract.

Monthly meetings interim provost w/Ken Tabbutt.  Ken and I have met regularly this quarter to discuss topics relevant to faculty working conditions. In the spirit of keeping the lines of communication open, we have discussed a number of issues such as grievance procedures, faculty working conditions and upcoming initiatives (i.e. Equity Council strategic plan). We hope to continue these meetings next quarter.

Multiyear contracts 2017 follow-up. We have also been in communication with the administration and deanery regarding the multiyear contract application process. We are concerned about the deans allowing enough time to meet the Feb. 1. 2017 deadline in conjunction with planning units. We are watching how the process unfolds. Please see Article 10.2 in the current CBA for more details: https://www.ufevergreen.org/collective-bargaining-agreement/. Here is an excerpt from Article 10.2 regarding the process:

10.2.2(a) Curricular Need and a Predictable Curriculum. The areas in which multi-year contracts are considered each year are based on curricular need, reflected by past and anticipated enrollment and the desire to provide a predictable curriculum. Each year, Deans will invite Planning Units to discuss and make recommendations regarding academic areas where ongoing demand suggests multi-year contracts would be needed to support and strengthen the curriculum.

Recommendations should include the duration of the anticipated need and the academic level and number of credits for contracts that would help meet the curricular need. Based on recommendations received and on their own assessment of the curriculum, the Deans will develop a list of areas where multi-year contracts may be offered. The Deans will share this list with the Planning Unit Coordinators.

10.2.2(b) Application. By February 1 of the year before a multiyear contract is being requested or requested for renewal, the adjunct faculty member submits a letter of application for a multiyear contract to the deans. The application will include a current CV, a retrospective self-evaluation, and the adjunct member’s portfolio.

10.2.2(c) Review. After February 1, the deans will convene a multi-year contract review committee including the EWS dean, a curriculum dean, and five regular faculty selected from a diverse pool of regular faculty members on continuing appointment identified by the Faculty Agenda Committee. The purpose of the meeting is to review the applications and to make recommendations to the dean for or against the award of a multi-year contract for each applicant. Criteria informing the recommendations shall include the list identified in 10.2.2(a), the responsibilities of an Evergreen faculty member as defined in Article 6 of this agreement and documented in the faculty member’s portfolio, and the usual criteria considered by hiring committees. By the end of winter quarter, the college will make offers, taking into consideration the recommendations of the committee, and informing the committee in writing of its rationale should the offers differ from the recommendations. Management’s judgment about the likelihood of future enrollment and financial resources to fulfill the contract may affect the number and scope of contracts offered.

Undocumented students & DACA legal support. While the UFE has made a formal request to President Bridges to designate TESC as a sanctuary campus, we have not received a response. We understand there are a variety of responses and directions the college can take and are certainly keeping an eye on TESC’s response, as well as other other responses from members of the United Faculty of Washington State (TESC, Eastern, Western and Central universities). The UFE is also working in collaboration with TESC’s Latinx Standing Committee and our own student group, MEXA. In the meantime, the UFE is seeking to develop legal support contacts for undocumented Evergreen students in Olympia. Stay tuned for more information..

Preliminary discussions regarding upcoming bargaining sessions. In the winter quarter, 2017 we will survey faculty about their collective bargaining priorities. While some faculty have been in communication with the CC this fall about various issues and concerns, we hope to invite more input as we begin preparations for our upcoming collective bargaining sessions in 2017.

This is a brief update of our endeavors this fall. Best wishes during evaluation week. Thank you for your hard work this quarter.

In solidarity,
Grace Huerta, UFE Chair

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New UFE Dues Schedule & Rep Fee Update, Sept. 2016

Greetings United Faculty of Evergreen. Welcome back! The UFE Coordinating Committee (CC) and Stewards Council (SC) look forward to working with you this year. As the 2016-17 academic year begins, we are now in the second year of a two-year collective bargaining agreement. All faculty received a 3% salary increase this fall. That is 6% from our 2014-16 CBA!

As our union nears its 10th anniversary on October 31st, we will continue to work on representing all Evergreen faculty in effective ways. In response to feedback from our members, we will address two major priorities in 2016-2017: first, the implementation of a new, more equitable dues structure to support new members, and; second, the preparation for another round of collective bargaining. The current contract expires in August 2017, so we are likely to start negotiations in winter 2017. We will begin preparations this fall, with leadership provided by our Bargaining Chair, Jon Davies.

Our dues structure is based on income brackets, promoting equity and encouraging new faculty and current faculty who are not members to join the UFE. This new structure is as follows:

United Faculty of WA State-TESC Chapter Dues Structure and Rates 2016-17
$75K +  $803.00  annually, or  $40.15 per pay period (20)
$60K – 74,999K  $672.00  annually, or  $33.60 per pay period (20)
$50K – 59,999K  $550.00  annually, or  $27.50 per pay period (20)
$40K – 49,999K  $392.00  annually, or  $19.60 per pay period (20)
Below 40K  $243.00  annually, or  $12.15 per pay period (20)

This dues structure replaces the previous framework that was based on faculty categories. This fall, we will also ask the UFE Stewards to be a major part to ensure that the new dues structure is a success. They will be meeting with faculty and request their feedback about bargaining priorities, as well as to invite them to join the UFE. With new Stewards Coordinator, John Baldridge leading the way, the CC & SC will conduct important one-on-one outreach to our colleagues. We will survey faculty and hold forums to invite input regarding collective bargaining priorities.

With our focus on these initiatives – the new dues structure, membership recruitment, and bargaining preparation – the UFE Coordinating Committee has decided not to implement the representation fee for the 2016-17 academic year. Instead, join the UFE!

Why join? Over the last 10 years, the union has delivered tremendous benefits and support to all faculty. What are some of the gains and initiatives the UFE has made since 2006?

  • 5% wage increase for all faculty in 2008-10, plus additional pay increases for adjunct faculty
  • 5% wage increase for all faculty in 2013-14
  • 3% wage increase for all faculty in 2015-16
  • 3% wage increase for all faculty in 2016-17
  • We continue to bargain and administer the CBA through contract negotiations and ongoing labor/management meetings
  • Strong grievance procedure, including due process rights for all faculty members
  • Revisions to the waiver policy regarding teaching partners and lower division teaching commitments
  • Protection of sabbatical lines
  • Protection of class sizes and reduction in the student-faculty ratio for first-year students through 2017
  • Restoration of summer institute funding in 2015-17
  • Expansion of parental leave to include all parents, regardless of gender
  • Expansion of medical leave for adjunct faculty
  • Increased job security for adjuncts through the establishment of multi-year contracts
  • One-time transition of 6 long-term, ½-time EWS faculty beginning in 2016
  • Opportunity for further transition of long-term EWS adjunct faculty in 2017-18
  • One-time conversion of 4 long-time adjunct faculty members to regular status in 2008
  • The creation of The UFE Memorial Fund, in honor of our founding UFE faculty members, Jose Gomez and Zahid Shariff
  • The creation of the UFE Scholarship Fund
  • Ongoing support of community and education partnerships through the UFE Solidarity Fund

In addition, UFE members and new faculty are invited to learn more about our ongoing work and share ideas together. Join us at our fall social. Please save the date of Friday, Oct. 7 from 5-7 where we will host our fall gathering in Olympia (more info will be provided via off-campus email). The guest speaker will be Bill Lyne from Western Washington University and President of the United Faculty of Washington State (this includes our sister unions, Central Washington University, Eastern Washington University, as well as Western Washington University).

Finally, thanks for your support of the UFE as we seek to increase our membership and bargain for an even better contract this academic year. Together, we will continue to support student success while advancing faculty work and the College’s academic mission.

Please feel free to contact us directly if you have ideas or questions.

In solidarity,

The UFE Coordinating Committee

Grace Huerta, Chair; John Davies, Vice-chair & Bargaining Team Chair; John Baldridge, Stewards Coodinator; Marla Elliott, Treasurer; Laurie Meeker, Communications Coordinator; Stephen Beck & Al Josephy, At- Large Representatives.