Key Things To Know

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Key Things To Know 2017-04-04T18:17:11+00:00

FAQs

 

PowerPoint Presentation on Grievance vs. Complaint Process

Faculty and District- Fostering Positive Relationships

 

PowerPoint Presentation on Evaluations

Tenure, Non-Tenure, and Adjunct Evaluations

 

Q: What are the 176 Contract days?

COCFA STRS 176 Day Payroll Calendar 2016-17

 

Q: What is the Faculty Obligation Number (FON)?

A: The FON is the Full-Time Faculty Obligation Number. This is a minimum number of full-time instructors the district must hire in order to comply with state law. California Code of Regulations title 5 section 51025 requires districts to increase the number of full-time faculty over the prior year in proportion to the amount of growth in funded credit FTES. It changes every year. It usually goes up with enrollment (although it went down in 2012-13 because of the budget crisis). More information is available through the California Community Colleges Chancellor’s Office.

 

Q: What are Weingarten Rights?

A: Weingarten Rights give you the right to have a union representative present during any interview or discussion that could lead to disciplinary actions or significant changes in working conditions. This was made possible by a 1975 Supreme Court decision.  Once a request for a union representative has been made, the employer must stop the interview and do one of the following:

  • Wait for a union representative to arrive.
  • Reschedule the interview for another time when a representative is available.
  • Ask the employee to waive his or her rights and continue the interview.
  • End the interview.

 

Q: How does collective bargaining work?

A: Collective bargaining is a process of negotiations between an employer and group of employees aimed at reaching a contractual agreement about working conditions. Elements that could be included in a collective bargaining negotiation include compensation, working conditions, health benefits, retirement, workload, office hours, academic calendar, class sizes, tenure process, professional development, release time, professional responsibilities and more.

Typically, the topics to be negotiated by the COCFA negotiation team are determined in advance through a survey of the members. Once a tentative agreement is reached through the collective bargaining process, COCFA members are given the opportunity to vote on the revised contract.

 

Q: How does the COCFA assist its members with grievances against the district?

A: The COCFA advocates for faculty who have disputes with the district. Examples of common grievances include:

  • Faculty workload demands beyond the boundaries of the contract.
  • Docking faculty pay for missing division meetings.
  • Procedure and content of disciplinary measures.
  • Supervision and evaluation of faculty by deans.

COCFA leadership communicates frequently with the district administration about potential conflict between district practices and the faculty. These issues are sometimes resolved verbally. In other cases, the agreement is recorded in a formal memorandum of understanding (MOU).