What Has the Union Done for You Lately?
By: Barbara Hanfling, FA, AFT 6157 Executive Director

1. My name is Claudia Schalesky, an adjunct faculty at Evergreen since the fall of 2006. I teach Spanish at the college and it has been a great experience for me. The students and my fellow colleagues have made me feel welcome at EVC.

Last semester a situation arose concerning my salary. According to the new agreement done with the Faculty Association our salaries were going to be increased but in my case the contrary happened. I found myself confused, and I had some questions that the faculty association was able to answer.

I got in touch with Barbara Hanfling, Executive Director of the faculty union, and through her, the error made with my salary was cleared and I got a check with the amount that I was owed. I want to thank the Faculty Association for helping me with this matter and for the all the work it does on behalf of the faculty at EVC. It is important to know that we can count on them when situations like this arise.

2. Adjunct Faculty Member-Union Takes on Inappropriate Treatment

At the end of the spring 2007 semester, one of our adjunct faculty members at SJCC was asked by her dean to leave the campus due to an unsubstantiated student concern and the dean determined that he needed to call in the campus police to deal with this situation. Two of our very own campus police showed up at this faculty member’s classroom and ensured that she left campus. This adjunct faculty member had never been talked to by her dean, she was unaware of what the situation was, and suddenly there were police officers outside her classroom. In this incident we are talking about justice and a faculty member’s livelihood and reputation.

What is wrong with this picture? Many, many things.

• Police showing up in and around our classroom is the wrong picture. We are a public institution and we respect and value our faculty and staff

• Faculty members should always be informed of students’ concerns and complaints

• Faculty members should have right to respond to student allegations/concerns/fears before they are asked to leave the campus

• Adjunct faculty should be treated with the same respect as any other faculty and should not be placed on administrative leave with pay unless there are dire circumstances

What were the Results of the Investigation?

After a lengthy four month investigation, the District sent a letter to the faculty member stating there was no evidence of wrong doing on her part. The letter states in part:

1 “There is insufficient compelling evidence to conclude that this faculty member was intentionally and overtly threatening one of her students….

2 Based on the lack of compelling evidence re the events of May 2007, I will recommend that his faculty member be immediately removed from administrative leave.”

• Based on this response one would have assumed that this faculty member would be returned to the classroom and be able to teach—wrong again!

• We would have assumed that the District would immediately take responsibility for incorrectly calling in the police. The investigation letter did not state that.

• BUT, immediately thereafter, the Union was asked to meet with the President at the college and was informed that it was not, nor would it ever be the policy of the district to bring in police to either escort our faculty off campus or for any other reason that was not justified by serious and immediate danger and harm. As a matter of fact both the Chancellor and President made a commitment that this would not happen again.

Settlement Bargained: Despite being cleared of any wrongdoing, the District decided not to return this adjunct faculty member to SJCC due to her part-time employment status. The union immediately took up this case, filed a grievance and worked diligently to come to an agreement that would work for the adjunct faculty member.

The final result was that the Union was able to win a substantial financial settlement of $19,000 for this adjunct faculty, the right to unemployment benefits; it also allowed this faculty member to re apply to work at SJECCD if she wished. Here is what the faculty member had to say about this issue: “I am so grateful that I was taken seriously by the Union and how diligently they worked with me and patiently listened to me through this horrific ordeal concerning my career.” This agreement was a win for the adjunct faculty member for many reasons, but the key issue here was putting pressure on the District to ensure that this treatment would not be tolerated and that this faculty member deserved to have her rights protected.

3. Adjunct Faculty Members—Medical Benefits for Self and Dependents

Important Information exists for all adjunct faculty participating in the Kaiser Medical Plan in the District. Currently adjunct working 40% or more may sign up for Kaiser benefits and have the District pay half the premium for faculty only.

During the last set of negotiations, the Union was able to bargain language which gave participating adjunct faculty the ability to include their dependents in this plan and pay for their coverage. This cost for dependents will be covered by the adjunct faculty member, but will be taken out of one’s paycheck as pre tax money, a great advantage to adjunct faculty.