PPT Presentation by Jack Longmate, Washington PT Faculty Association, explaining justification for SB 5844, which would no longer oblige community and technical part-time faculty to be members of the same bargaining units as full-time tenured faculty.

1. Justification for SB 5844
Justification for
SB 5844
Authorizing Part-time Faculty to form
their own unions
Jack Longmate (jacklongmate@comcast.net)
Adjunct English Faculty
Olympic College
1

2. Justification for SB 5844
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63.
Two-tiered Faculty Workforce
Washington’s community and technical colleges employ about 3,500
full-time faculty and about 8,000 part-time or adjunct faculty (SBCTC,
2011-2012 Academic Year Report, p. 63).

3. Justification for SB 5844
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63.
Two-tiered Faculty Workforce
Washington’s community and technical colleges employ about 3,500
full-time faculty and about 8,000 part-time or adjunct faculty
(SBCTC, 2011-2012 Academic Year Report, p. 63).
Part-time faculty teach 47 percent of all courses statewide
(SBCTC, 2011-2012 Academic Year Report, p. 58). As such, parttime faculty are integral to the community and technical college
system.

4. Justification for SB 5844
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63.
Two-tiered Faculty Workforce
Washington’s community and technical colleges employ about 3,500
full-time faculty and about 8,000 part-time or adjunct faculty
(SBCTC, 2011-2012 Academic Year Report, p. 63).
Part-time faculty teach 47 percent of all courses statewide
(SBCTC, 2011-2012 Academic Year Report, p. 58). As such, parttime faculty are integral to the community and technical college
system.
After 40 years of collective bargaining with full-time and part-time
faculty in the same unions, it is clear that collective bargaining has
failed part-time faculty.

5. Justification for SB 5844
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, pp. 58, 63.
Two-tiered Faculty Workforce
Washington’s community and technical colleges employ about 3,500
full-time faculty and about 8,000 part-time or adjunct faculty
(SBCTC, 2011-2012 Academic Year Report, p. 63).
Part-time faculty teach 47 percent of all courses statewide
(SBCTC, 2011-2012 Academic Year Report, p. 58). As such, parttime faculty are integral to the community and technical college
system.
After 40 years of collective bargaining with full-time and part-time
faculty in the same unions, it is clear that collective bargaining has
failed part-time faculty. Consider two primary workplace conditions:
Job Security and Compensation.

6. Justification for SB 5844
Collective Bargaining: Job security

7. Justification for SB 5844
Collective Bargaining: Job security
Full-time tenured faculty are assured of their workload—even if
enrollment in their classes does not fill, they have bumping rights to
displace part-time faculty. Their tenured status protects them from
layoffs; only under declaration of a financial emergency are tenured
faculty jobs endangered.

8. Justification for SB 5844
Collective Bargaining: Job security
Full-time tenured faculty are assured of their workload—even if
enrollment in their classes does not fill, they have bumping rights to
displace part-time faculty. Their tenured status protects them from
layoffs; only under declaration of a financial emergency are tenured
faculty jobs endangered.
Part-time faculty, by contrast, are not assured of their jobs beyond
the current term, are often not provided a contract until classes are
well underway, and are typically hired on a term-by-term basis. While
some colleges have a hiring preference for some part-time faculty
(e.g, “Associate faculty,” “Priority Hiring List,” “Part-time File,”
etc.), such status is not job security nor reasonable assurance of
reemployment as testified by the fact that these part-time/adjunct
faculty are eligible for unemployment between terms. Parttime/adjunct faculty are considered temporary, probationary
employees even after decades of service.

9. Justification for SB 5844
Collective Bargaining: Job security
Full-time tenured faculty are assured of their workload—even if
enrollment in their classes does not fill, they have bumping rights to
displace part-time faculty. Their tenured status protects them from
layoffs; only under declaration of a financial emergency are tenured
faculty jobs endangered.
Part-time faculty, by contrast, are not assured of their jobs beyond
the current term, are often not provided a contract until classes are
well underway, and are typically hired on a term-by-term basis. While
some colleges have a hiring preference for some part-time faculty
(e.g, “Associate faculty,” “Priority Hiring List,” “Part-time File,”
etc.), such status is not job security nor reasonable assurance of
reemployment as testified by the fact that these part-time/adjunct
faculty are eligible for unemployment between terms. Parttime/adjunct faculty are considered temporary, probationary
employees even after decades of service, and after forty years of
collective bargaining.

10. Justification for SB 5844
Collective Bargaining: Job security
Full-time tenured faculty are assured of their workload—even if
enrollment in their classes does not fill, they have bumping rights to
displace part-time faculty. Their tenured status protects them from
layoffs; only under declaration of a financial emergency are tenured
faculty jobs endangered.
It is clear that with such
differences in job security after
Part-time faculty, by contrast, are not assured of their jobs beyond
40 years, collective bargaining
the current term, are often not provided a contract until classes are
well underway, and are typically part-time faculty. basis. While
has not served hired on a term-by-term
some colleges have a hiring preference for some part-time faculty
(e.g, “Associate faculty,” “Priority Hiring List,” “Part-time File,”
etc.), such status is not job security nor reasonable assurance of
reemployment as testified by the fact that these part-time/adjunct
faculty are eligible for unemployment between terms. Parttime/adjunct faculty are considered temporary, probationary
employees even after decades of service, and after forty years of
collective bargaining.

11. Justification for SB 5844
Collective Bargaining: Compensation

12. Justification for SB 5844
Collective Bargaining: Compensation
Full-time faculty are placed on a salary schedule with the potential
for advancement as they gain experience and increase their
professional development. While Washington’s full-time faculty
salaries are low compared to those of comparable
states, Washington full-time faculty have the ability to teach
overtime—called overloads or moonlighting—as a way of earning
extra income.

13. Justification for SB 5844
Collective Bargaining: Compensation
Full-time faculty are placed on a salary schedule with the potential
for advancement as they gain experience and increase their
professional development. While Washington’s full-time faculty
salaries are low compared to those of comparable states,
Washington full-time faculty have the ability to teach overtime—called
overloads or moonlighting—as a way of earning extra income.
Part-time faculty: Even though the grades and credits part-time faculty
award have the same value as those of full-time faculty, part-time
faculty pay is discounted (62%). The rational offered for this lesser pay
rate is that full-time faculty teach, perform service, and research while
part-time faculty “just teach,” though many part-time faculty perform the
full range of teaching without compensation. Most colleges have not
bargained a part-time faculty salary schedule with incremental pay
steps, meaning that part-timers in their first or tenth years receive the
same compensation. Part-time earnings are also often limited by a
workload cap (e.g., no more than 85% of full-time).

14. Justification for SB 5844
Collective Bargaining: Compensation
Full-time faculty are placed on a salary schedule with the potential
for advancement as they gain experience and increase their
professional development. While Washington’s full-time faculty
salaries are low compared to those of comparable
states, Washington full-time faculty have the ability to teach
It is clear that with such
overtime—called overloads or moonlighting—as a way of earning
differences in compensation
extra income.
Part-timeafter 40 years, collective credits part-time faculty
faculty: Even though the grades and
award have the same value as those served part- part-time
bargaining has not of full-time faculty,
faculty pay is discounted (62%). The rational offered for this lesser pay
time faculty.
rate is that full-time faculty teach, perform service, and research while
part-time faculty “just teach,” though many part-time faculty perform the
full range of teaching without compensation. Most colleges have not
bargained a part-time faculty salary schedule with incremental pay
steps, meaning that part-timers in their first or tenth years receive the
same compensation. Part-time earnings are also often limited by a
workload cap (e.g., no more than 85% of full-time).

15. Justification for SB 5844
Collective Bargaining: Compensation
Consider the salary schedule
that has been bargained by
Olympic College and the
Olympic College Association for
Higher Education.

16. Justification for SB 5844
http://www.olympic.edu/NR/rdonlyres/2F796ECC-49D8-4D56-936B-72BD46EDFA81/0/faccba.pdf, p. 29.
Lowest Olympic College full-time faculty annual salary, $37,261.
Note: Per collective bargaining agreement in effect in 2010.

17. Justification for SB 5844
http://www.olympic.edu/NR/rdonlyres/2F796ECC-49D8-4D56-936B-72BD46EDFA81/0/faccba.pdf, p. 30
Highest Olympic College full-time faculty annual salary, $64,813.
Note: Per collective bargaining agreement in effect in 2010.

18. Justification for SB 5844
http://www.olympic.edu/NR/rdonlyres/2F796ECC-49D8-4D56-936B-72BD46EDFA81/0/faccba.pdf, p. 30
Highest Olympic College full-time faculty annual salary, $64,813.
Olympic College full-time
faculty annual salary range is
from $37,261 to $64,813.
Note: Per collective bargaining agreement in effect in 2010.

19. Justification for SB 5844
Collective Bargaining: Compensation
Consider the actual annual
earnings of four Olympic
College faculty—one part-time
and three full-time instructors.

20. Justification for SB 5844
Example 1. Part-time
instructor annual income
2010 Annual salary of Olympic College part-time faculty Jack Longmate.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.

21. Justification for SB 5844
Example 1. Part-time
instructor annual income
2010 Annual salary of Olympic College part-time faculty Jack Longmate.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$21,886

22. Justification for SB 5844
Example 1. Part-time
instructor annual income
2010 Annual salary of Olympic College part-time faculty Jack Longmate.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$21,886
Note: This
represents
teaching 7
five-credit
courses, whi
ch is close
to the
maximum
allowable
workload for
an adjunct
under the
workload
“cap”
imposed by
Olympic
College. (9
five-credit
classes is a
full-time
load).

23. Justification for SB 5844
Example 1. Part-time
instructor annual income
2010 Annual salary of Olympic College part-time faculty Jack Longmate.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$21,886
An annual income of $21,886 is
a poverty-level income.
Note: This
represents
teaching 7
five-credit
courses, whi
ch is close
to the
maximum
allowable
workload for
an adjunct
under the
workload
“cap”
imposed by
Olympic
College. (9
five-credit
classes is a
full-time
load).

24. Justification for SB 5844
Example 1. Part-time
instructor annual income
2010 Annual salary of Olympic College part-time faculty Jack Longmate.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$21,886
An annual income of $21,886 is
a poverty-level income.
Yet it is close to the maximum
possible income for an Olympic
College part-time instructor.
Note: This
represents
teaching 7
five-credit
courses, whi
ch is close
to the
maximum
allowable
workload for
an adjunct
under the
workload
“cap”
imposed by
Olympic
College. (9
five-credit
classes is a
full-time
load).

25. Justification for SB 5844
Example 2. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and current faculty union Head Negotiator .
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.

26. Justification for SB 5844
Example 2. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and current faculty union Head Negotiator .
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$106,357
http://www.Washingtonemployees.findthedata.org

27. Justification for SB 5844
Example 2. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and current faculty union Head Negotiator .
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$106,357
http://www.Washingtonemployees.findthedata.org
Note:
$64,813 is
the topmost
salary per
the Olympic
College fulltime faculty
salary
schedule.

28. Justification for SB 5844
Example 2. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and current faculty union Head Negotiator .
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$106,357
The difference between the topmost salary
on the salary schedule ($64,813) and the
actual earnings ($106,357) is extra income
http://www.Washingtonthrough teaching overtime, called
employees.findthedata.org
overloads or moonlighting.
Note:
$64,813 is
the topmost
salary per
the Olympic
College fulltime faculty
salary
schedule.

29. Justification for SB 5844
Example 2. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and current faculty union Head Negotiator .
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$106,357
http://www.Washingtonemployees.findthedata.org
Moonlighting Earnings (min.)
Note:
$64,813 is
the topmost
salary per
the Olympic
College fulltime faculty
salary
schedule.
$106,357
- 64,813
$41,544

30. Justification for SB 5844
Example 3. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and former faculty union Head Negotiator.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.

31. Justification for SB 5844
Example 3. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and former faculty union Head Negotiator.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$109,174

32. Justification for SB 5844
Example 3. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and former faculty union Head Negotiator.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$109,174
Note:
$64,813 is
the topmost
salary per
the Olympic
College fulltime faculty
salary
schedule.
Moonlighting Earnings (min.)
$109,174
- 64,813
$44,361

33. Justification for SB 5844
Example 4. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and current faculty union Treasurer.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.

34. Justification for SB 5844
Example 4. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and current faculty union Treasurer.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$109,982

35. Justification for SB 5844
Example 4. Full-time
instructor annual income
2010 Annual salary of Olympic College full-time faculty and current faculty union Treasurer.
Per “FindTheData” at http://washington-employees.findthedata.org/. Retrieved on 22 February 2013.
$109,982
Note:
$64,813 is
the topmost
salary per
the Olympic
College fulltime faculty
salary
schedule.
Moonlighting Earnings (min.)
$109,982
- 64,813
$45,169

36. Justification for SB 5844
Statewide data on full-time and parttime faculty and implications

37. Justification for SB 5844
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, p. 58
State Board for Community and Technical Colleges, 2011-12 Academic Year Report, p. 58
3,455 FTE-F
full-time
faculty

38. Justification for SB 5844
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, p. 58
State Board for Community and Technical Colleges, 2011-12 Academic Year Report, p. 58
3,455 FTE-F
full-time
faculty
3,436 FTE-F
part-time
faculty
(about 8,000
individuals)

39. Justification for SB 5844
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, p. 58
State Board for Community and Technical Colleges, 2011-12 Academic Year Report, p. 58
3,455 FTE-F
full-time
faculty
434 FTE-F in
moonlighting
3,436 FTE-F
part-time
faculty
(about 8,000
individuals)

40. Justification for SB 5844
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, p. 58
State Board for Community and Technical Colleges, 2011-12 Academic Year Report, p. 58
3,455 FTE-F
full-time
faculty
434 FTE-F in
moonlighting
3,436 FTE-F
part-time
faculty
(about 8,000
individuals)

41. Justification for SB 5844
http://www.sbctc.edu/college/studentsvcs/5staff_1112.pdf, p. 58
State Board for Community and Technical Colleges, 2011-12 Academic Year Report, p. 58
3,455 FTE-F
full-time
faculty
Whenever full-time faculty
moonlight (teach courses “in
addition to their contracted
workload”), they displace parttime faculty jobs.
434 FTE-F in
moonlighting
3,436 FTE-F
part-time
faculty
(about 8,000
individuals)

42. Justification for SB 5844
It should be no surprise why full-time faculty have not
bargained job security for part-time faculty.

43. Justification for SB 5844
It should be no surprise why full-time faculty have not
bargained job security for part-time faculty.
Job security for part-time faculty would
interfere with the ability of full-time faculty
to moonlight.

44. Justification for SB 5844
It should be no surprise why full-time faculty have not
bargained job security for part-time faculty.
Job security for part-time faculty would
interfere with the ability of full-time faculty
to moonlight, which can mean an extra
annual income of over $40,000 for full-time
faculty.

45. Justification for SB 5844
It should be no surprise why full-time faculty have not
bargained job security for part-time faculty.
Job security for part-time faculty would
interfere with the ability of full-time faculty
to moonlight, which can mean an extra
annual income of over $40,000 for full-time
faculty.
Job security for part-time faculty and
moonlighting for full-time faculty constitute
a conflict of interest.

46. Justification for SB 5844
Only when there is a community of workers with common
interests and working conditions can a union function
properly.

47. Justification for SB 5844
Only when there is a community of workers with common
interests and working conditions can a union function
properly.
SB 5844 would replace the dysfunctional arrangement of
the status quo whereby all faculty, full-time tenured and
part-time non-tenured, are obligated to belong to the same
collective bargaining organization. It would enable
collective bargaining units to be composed of those with a
community of interests.