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Update on Collective Bargaining with MPCTA (Oct. 11)

Post Date:10/12/2017 10:00 AM

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Introduction:

On Wednesday, October 11, 2017, MPC offered the faculty union an additional 1% raise to the full-time faculty base salaries effective 1/1/18 on top of the 2% raise the faculty received on 7/1/17. MPC also offered a 2% raise to part-time faculty effective 1/1/18 on top of the 2% raise they received on 7/1/17. MPC further offered to restructure the calculation of work days performed by counseling faculty so they are more likely to be included to the employee’s benefit in retirement.

These were the major compensation elements in the offer. While we reached common ground on many aspects of the negotiations, it is clear that the union wants more money. As fiscal stewards of the college district, the MPC board and leadership team are very cautious about increasing ongoing expenses at a time when the ACCJC is concerned about MPC’s long-term financial solvency. MPC is working very hard to develop a settlement offer for MPCTA that maintains a balanced budget and avoids using one-time funds to pay for new ongoing costs.

MPCTA has yet to offer any substantive response to MPC’s proposal to increase staffing efficiencies to be more comparable to other community colleges, which could translate into further increases in compensation. We hope the faculty union will join us in working together to secure the financial solvency of the college while improving compensation and working conditions of all staff.

Please find a more detailed summary of the District’s proposal and summary of negotiations below. 


On October 11, 2017, the Monterey Peninsula College bargaining team met with the Monterey Peninsula College Teachers Association (MPCTA) for collective bargaining. 

In response to the interests expressed by MPCTA at the September 20th session, the District made a proposal to increase faculty salaries, to improve adjunct faculty pay, and to increase pensionable income for counselors who are working extra days. A copy of the District’s proposal is attached below. Specifically, the proposal included:

  1. Counselor work years.  Effective 7/1/18, formalize extended work years for counselors to meet requirements of CalSTRS regulations, and establishment of Salary Schedules A-2 to A-5 for longer work years.

  2. 2017-18 Full-Time Increase.  Effective 1/1/18, a 1% salary increase to full time Salary Schedules A-1, A-2, A-3, A-4, and A-5, in addition to the 2% increase previously applied to the 2017-18 salary schedule.

  3. 2017-18 Part-Time Increase.  Effective 1/1/18, a 2% salary increase to part time Salary Schedules B-2, and C-2, in addition to the 2% increase previously applied to the 2017-18 salary schedule.

  4. Part-Time Pay Adjustment.  Effective 1/1/18, adjunct faculty will have their pay calculations adjusted to revise a prior agreement, more accurately reflect hours worked, and resulting in additional compensation.

  5. Part-Time Reemployment Preferences.  Effective in Fall 2019, adjunct faculty would have reemployment preferences based upon prior service to the college.

  6. Salary Schedule Compression.  Consideration of salary schedule compression in future years in conjunction with consideration of the reduction, modification, or restructuring of the grading factor in Article 11.

Because the ACCJC has cited deficit spending as a material reason for placing MPC on probation, the District is carefully monitoring its financial commitments at the table.  

MPCTA rejected the District’s proposal and declared impasse.  

The District remains committed to serving students and resolving the contract negotiations in the best interests of the Monterey community.  Further updates to follow.


Proposal from MPCCD to MPCTA

(October 11, 2017)

  1. Contract Period

    a.   Two-year contract with an effective period from July 1, 2017 to June 30, 2019 (2017-18, 2018-19).

  2. Article 4 – Association Rights

    a.   Accept MPCTA’s 6/21/17 Proposal on Article 4.

  3. Article 6 – Grievances

    a.   Use MPCTA’s 6/21/17 Proposal on Article 6, except Article 6.6.1.  For Article 6.6.1, use a 15 day period for grievant to request mediation.

  4. Article 8 – Leaves

    a.   Use MPCTA’s 6/21/17 Proposal on Article 8, except Article 8.1.4.

    b.   For Article 8.1.4, use the modified “method of charging sick leave” set forth in the District’s 5/5/17 LBFO (hours absent charged in proportion to weekly hours).

  5. Article 9 – Employee Benefits

    a.   Use MPCTA’s 6/28/17 Proposal on Article 9, contingent upon approval of plan changes by the District’s other bargaining unit representative.

  6. Article 11 – Work Year

    a.   Add language to formalize new work years for Counselor/Teachers effective July 1, 2018, who will work 185.5 duty days annually, except:

        i.   Counselor/Teachers working under the State of California’s First 5 Program shall be required to work 175.5 duty days annually.

       ii.   Counselor/Teachers working in the Upward Bound Educational Program shall be required to work 195.5 duty days annually.

    b.   Add language to formalize new work years for Counselor/Coordinators who will work 205.5 duty days annually effective July 1, 2018, except:

        i.   Counselor/Coordinators if they are working under the TRIO/SSS, TRIO/Math Science Upward Bound, or TRIO/Upward Bound Educational Programs will work 215.5 duty days annually.

  7. Article 14 – Evaluations

    a.   Use MPCTA’s 6/21/17 Proposal on Article 14.

  8. Article 16 – Salary

    a.   Effective January 1, 2018, 1% salary increase to full time Salary Schedules A-1, A-2, A-3, A-4, and A-5 (A-2 to A-5 covering the new work years for counselor/teachers and counselor/coordinators), in addition to the 2% increase previously applied to the 2017-18 salary schedule.

    b.   Effective January 1, 2018, 2% salary increase to part time Salary Schedules B-2, and C-2, in addition to the 2% increase previously applied to the 2017-18 salary schedule.

    c.   District would agree to consider salary schedule compression in future years in conjunction with consideration of the reduction, modification, or restructuring of the grading factor in Article 11.

  9. Article 20 – Part Time Faculty

    a.   Effective January 1, 2018, part-time faculty members to be paid based for each hour of scheduled classroom time for which they provide instruction, modifying existing agreement.  Absences to be reported using a process established by the District.

    b.   Use MPCTA’s 6/21/17 Proposal on Article 20, except for Articles 20.9.3 (page 48) and 20.10 (page 48).

  10. Article 24 – Statutory Changes

    a.   Use MPCTA’s 6/21/17 Proposal on Article 24.1.

    b.   Use Article 24.2 as set forth in the District’s 5/5/17 LBFO, except:

        i.   Replace the second sentence of Article 24.2 with: “Notice of all such changes will be provided in writing to the President of MPCTA at least 30 business days of the implementation of said changes, except in extraordinary circumstances when advanced notice should be given as soon as reasonably possible.”

  11. Athletic Director - MOU

    a.   Sign the MOU presented on 5/5/17 and conceptually agreed upon by the parties.

  12. Library Director - MOU

    a.   Sign the MOU presented on 5/5/17 and conceptually agreed upon by the parties.

  13. Limited Reopeners

    a.   All other proposals on table would be closed; T.A. would close negotiations up to and including 2017-18 fiscal year.

    b.   For 2018-19, each party may sunshine reopeners on two articles.


See this webpage for a list of all current updates related to MPC's Collective Bargaining.

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