Hi Classified Staff,
Labor Unions are taking a real hit in the current climate across the United States. With the recent Supreme Court ruling in Janus v. AFSCME the courts have decided to exhaust unions power to collect fees from non-union members. Seemingly savvy marketers are pushing this as a “Right-to-Work” but really it’s just the “Right-to-something-for-nothing”. Labor organizations tirelessly promote positive working conditions, better pay and health care, and equitable care throughout the community.
The event is free and open to the public.
Find out more about the event on the LERC website’s event page for the Labor Research Colloquium.
OUR SCHOOLS ARE IN CRISIS!
After decades of disinvestment, Oregon schools have:
- Overflowing classes
- Low graduation rates
- Missing supports like mental health counselors and school nurses
IT’S TIME TO INVEST IN STUDENTS!
Educators are standing up and standing together for students. Will you join us?
Lawmakers are considering the Student Success Act, which would invest $2 billion into Oregon schools. Email your legislator NOW to support students and educators. http://myoregonfuture.com/ and Take Action!
JOIN OUR FIGHT TO FUND SCHOOLS!
EMAIL YOUR LAWMAKERS AND TELL THEM IT’S TIME TO INVEST IN STUDENTS
- Click on the Take Action link and contact your legislator!
JOIN EDUCATORS AND STAND UP FOR STUDENTS ON MAY 8!
- More info here: May8forstudents.org
SHARE YOUR SUPPORT ON SOCIAL MEDIA
- Tweet at lawmakers:
Join LCCEF, LCCEA, and ASLCC
When: May 8 at 11:45 – 12:15
Where: Bristow Square (next to Center Building LCC Main Campus)
Save the date and stay tuned for more info!
The following was an email that was sent out 3/15/19 by the Comp & Class Committee. Posted here as an archive.
Greetings Classified Staff,
****Please read this full message prior to opening attachments****
The Classification and Compensation Team has been working with our consultant at Local Government Personnel Institute (LGPI). LGPI is a public agency that offers Human Resources and Labor Relations assistance to City, County and Special District agencies throughout Oregon. LGPI’s years of legal experience provides us with substantial insight and an outside perspective. By utilizing LGPI we have maintained equity and a non-bias approach to the data analysis attached.
Upon review of all your submitted Position Analysis Questionnaires (PAQ), they have assigned a letter grade to each PAQ. The letter ranking is determined by a point factor method used by LGPI. This method is based on how a job scores on various factors relevant to the value of a position within the organization.
Attached you will find your L# and the grade assigned to your PAQ.
- The letter grade is reflective of the information you’ve provided in your submitted PAQ
- The letter grade does not reflect compensation level
- Recent reclassifications are not reflected in this data
- The below information sessions will provide you with more details
- If you did not submit a PAQ, you are not able to submit one at this time and we will request those at a future date
If you wish to appeal the letter grade assigned to your position, you have the right to do so. There are very specific instructions and resources about how to submit a request for appeal, see attached.
Information Sessions and Drop Ins: In the information sessions, we will be discussing general classification information and the drop ins are an opportunity to address specific questions.
****Kindly attend one of the above sessions prior to reaching out to HR regarding your individual specific questions.****
The Classification & Compensation Team;
LGPI Position Evaluation Plan Manual
INSTRUCTIONS – Completing the PAQ – OPTS
INSTRUCTIONS – Completing the PAQ – MTS
LCC Position by Letter Grade – FINAL
Instructions on completing the Classification Ranking Appeal Form
Job Ranking Appeal Request Form
LCCEF Officer’s are seeking information from all Classified employees. Please fill out the Workload Survey. Our intent is to have a clear understanding of staffing and workload in each department across campus so that we can advocate for the departments and areas in most need.
Earlier this week I received one of those emails we sometimes see blasted out through Groupwise to a group of people. This particular email was in support of a manager who may have been unjustly released. While, as your classified union, we don’t have any power on management decisions about management, there was a section in this email that pertained to us, the LCCEF union.
I won’t quote the entire email, but I will quote the one paragraph…
“As I watch this all unfold I am reminded how grateful I am to be part of a union and of how important it is keep our unions strong. Is this how the college would treat us all if we were not protected? I am always concerned when I see unjust labor practices. This is the first time I have ever found myself needing to speak up for a management position, but I simply cannot remain silent. Does he deserve a forced removal without warning just a couple of years before 30 years at the college and in PERS? Should we all expect this as we near retirement age? He has demonstrated a broad array of skills and flexibility, while being asked to lead multiple unrelated areas, and yet the college finds absolutely NO place for him moving forward. There has been many an undeserving manager who was afforded far more options. Just because one may have the right to “fire at will”, does not mean that this practice should be utilized. At minimum even the worst individuals should be given warning and the opportunity to amend. Believe me, I am more than relieved and grateful when toxic, abusive, lazy, manipulative or vindictive managers are ultimately asked to leave…”
These are difficult times for Lane Community College. College leadership has a lot of hard decisions to make. Your union is here to make sure that the college leadership is not making rash decisions without considering the contract it has with the classified staff.
If you are a full member, please consider helping out on one of the committees doing the work of the union. If you are not a full member, please consider joining the union as a full member. There is strength in numbers. It is obvious, now more than ever, that we need that strength to make sure we all receive fair treatment and that our union has the funds and member numbers to enforce our contract.
The college is looking at ways to reduce expenses due to a much lower than anticipated enrollment (I know, broken record…). The college has said that Specialized Support Services (S3), the Titan Store and Food Services are the three departments being considered for potential cuts OR restructuring. Brian Kelly, Dennis Carr and Union Representatives met with S3 to discuss. S3 staff shared with us that President Hamilton has assured them that their department is not being cut. There will be more information about the future of S3, Food Services and the Titan store soon, but, as of now, nothing has been decided and we have been told that any action will happen in FY 19/20 (no sooner than July of 2019).
In any department experiencing cuts, the most likely impact will be to timesheet hourly employees due to the lay off process and “bumping rights” provided to contracted staff, but LCCEF leadership’s priority will be to prevent any employee from being laid off.
The college’s goal is to prevent layoffs and to prevent the need for contracted classified members to have to use their bumping rights. If your department has a meeting with a VP and HR, and they inform you that there may be cuts or department restructuring, and your position is targeted for elimination, there is an process that must be followed.
- If you were hired before May 2, 2008 you cannot be laid off (see Job Security, Appendix N of our current contract).
- If you were hired after May 2, 2008 and your position is targeted for elimination, then non-bargaining unit employees in your job family, such as Learn and Earn employees will be impacted first.
- After non-bargaining unit employees in your job family have all been laid off then comes hourly employees in your job family.
- Then, contracted employees on trial service.
If all hourly employees in a contracted employee position’s job family are gone and more cuts are necessary then you you would have the right to “bump” a contracted employee with less seniority within the same job family. This “bumping” process causes all kinds of headaches for the college and it is something they would like to avoid. What this means is they will work very hard to find homes for the affected employees before layoffs to contracted employees will happen. Sadly the same protections do not exist for our timesheet hourly employees. We strongly encourage our dedicated and hard working timesheet hourly employees to apply for posted contracted positions.
The college has informed us that the Comp & Class Study will not be completed by October 1st, 2018. Sharon Daniel has a meeting to discuss status with the vendor working on the Comp & Class Study this week. We will pass any information we have on to you as soon as we can. We are aware we have employees who filed a reclass on April 1, 2018 that are being held until the completion of the Comp and Class Study. We are now engaged in conversation with the college about moving those forward. Specifically, those that will not entail creating a new job description. Please know that all those reclasses submitted on April 1,2018, and found to be justified, will receive retro pay back to April 1, 2018.
Our next date to submit a reclass is quickly approaching (October 1, 2018). If you believe you are entitled to a reclass, you submitted a PAQ, and you have been waiting for the Comp & Class Study to complete, you might consider submitting a JDQ on October 1, 2018 as further back up to your claim for reclass and increased in compensation. If you did not submit a PAQ but feel you should be reclassed, we strongly recommend you submit a JDQ on October 1, 2018. Once the Class and Comp Study is complete, we intend to bargain for retro pay to July 1, 2018 for those employees shown to be under compensated as July 1, 2018 was the date the study was supposed to be completed.