Election Results May 2022
Election results have been certified and approved.
Thank you to our Elections Committee:
Executive Board - terms begin June 1, 2022
All Tentative Agreements for Changes to the Collective Bargaining Agreement were approved without comment or abstentions
Article 8 – Personnel Files
Clarifications, policy changes are: 1) a log of anyone who views your personnel file, and 2) HR staff person must be present
when files are viewed.
Article 9 – Leaves
Addition of Catastrophic leave benefit, including a Leave Bank. Similar to both the Classified and Full-Time agreements.
Article 12 – Professional Development
Addition of details on what is required to get paid for PD, no actual policy changes.
Article 16 – Salary
6.56% COLA (1 year)
Addition of mileage reimbursement for instructors that work at a non-center site (such as Covelo or Booneville)
Office hours now include a Zoom option
Addition of a Part-time faculty member to the Facilities/Safety Committee, $700 per semester
Article 18 – Workload
Addition of: 18.02.10 Unit members shall maintain a California address.
We continue to work with and stand with the other two units at Mendocino College (Full-Time and Classified) for a coordinated approach regarding salary and benefits.
In addition, there will be two (2) new Memorandums of Understanding (MOU) for 2022-2023
1) Hi-Flex classes
one time payment of $600
4 eligible semesters: Spr 22, Fall 22, Spr 23, Fall 23
2) Evaluation Procedures
We decided to give all changes in PT Evaluation procedures Fall/Spring semesters of 22-23 to make sure it all works out.
Once we have the final text of the MOU it will be published here.
Thank you to our Elections Committee:
- Brenda Estrada
- Gary Gottlieb
- Sara Esserman Melville
Executive Board - terms begin June 1, 2022
- President - Janice Hawthorne Timm
- Vice President - Mina Cohen (Write-in, accepted the nomination, & approved by the Board on 3/31/2022)
- Secretary - _____________ (We are in process of contacting the write-in candidates)
- Treasurer - Marilyn Simpson
- 3 at-large members
- Lucy Bayer
- Kathryn Renderman
- Kathy Dingman Katz
All Tentative Agreements for Changes to the Collective Bargaining Agreement were approved without comment or abstentions
Article 8 – Personnel Files
Clarifications, policy changes are: 1) a log of anyone who views your personnel file, and 2) HR staff person must be present
when files are viewed.
Article 9 – Leaves
Addition of Catastrophic leave benefit, including a Leave Bank. Similar to both the Classified and Full-Time agreements.
Article 12 – Professional Development
Addition of details on what is required to get paid for PD, no actual policy changes.
Article 16 – Salary
6.56% COLA (1 year)
Addition of mileage reimbursement for instructors that work at a non-center site (such as Covelo or Booneville)
Office hours now include a Zoom option
Addition of a Part-time faculty member to the Facilities/Safety Committee, $700 per semester
Article 18 – Workload
Addition of: 18.02.10 Unit members shall maintain a California address.
We continue to work with and stand with the other two units at Mendocino College (Full-Time and Classified) for a coordinated approach regarding salary and benefits.
In addition, there will be two (2) new Memorandums of Understanding (MOU) for 2022-2023
1) Hi-Flex classes
one time payment of $600
4 eligible semesters: Spr 22, Fall 22, Spr 23, Fall 23
2) Evaluation Procedures
We decided to give all changes in PT Evaluation procedures Fall/Spring semesters of 22-23 to make sure it all works out.
Once we have the final text of the MOU it will be published here.
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We are worth it.
Our students are worth it.
Our bargaining team has been working diligently over the past several years to bring salaries and benefits into alignment and equity with Mendocino College’s full-time faculty positions.
Of course we did not get everything we asked for this round – but we did receive a reasonable offer that will give us the time and space to continue to grow our membership numbers and activity.
It is not enough, though, to accept this offer and think we are DONE.
WE DESERVE BETTER
WE DESERVE BENEFITS
WE DESERVE SALARY EQUITY
It’s time for all of us to step up!
The best way to show the district your support for our bargaining team is to be a paid & active member of MPFA.
We cannot do this without YOUR help. At least 60% of us need to be members in order for the district to take us seriously. Currently 63/188 part-time faculty are members, that’s only 34%. (look at that bar graph below)
*Please join MPFA TODAY!
*Already an MPFA member?
Consider submitting your name to serve on the Executive Board
or accept a non-elected position like Grievance Committee or Membership & Communication
https://join.cta.org/
Where do your dues go?
Here's a note from our Treasurer, Marilyn Simpson.
Per paying member, for the Academic Year 22-23:
NEA and CTA/CCA use their money (in my estimation) for lobbying, including TV ads, conferences, all the benefits for their members and administrative costs — salaries for staff, etc.
NOTE: CTA (State) dues include a $20 Voluntary Dues Contribution to support CTA advocacy and the CTA Foundation for Teaching and Learning. Members not wishing to contribute may request a refund but you have to contact CTA directly. Neither the college nor MPFA can make this request for you.
MPFA (local) pays stipends to the negotiating team out of our funds that derive from our dues; that was $2400 over the last year, and considering how much time the negotiators put in, this puts them well below the hourly minimum wage (a huge bargain, in my humble opinion, considering the gains that the new contract gives us!). The president of MPFA is paid by the college. All board members are volunteers, but this spring we got another grant to help with stipends; and we got a matching grant for the prizes and expenses at the spring meeting. I am sure we will be able to apply for more grants int he coming year.
Other costs include: a yearly cost for secure, approved elections ($334); and the web site/domain address also have yearly fees.
Yours, Marilyn Simpson
Per paying member, for the Academic Year 22-23:
- MPFA (Local) receives $68.20
- CTA/CCA (State) receives $144.30
- NEA receives $68.50
- (See this helpful document.)
NEA and CTA/CCA use their money (in my estimation) for lobbying, including TV ads, conferences, all the benefits for their members and administrative costs — salaries for staff, etc.
NOTE: CTA (State) dues include a $20 Voluntary Dues Contribution to support CTA advocacy and the CTA Foundation for Teaching and Learning. Members not wishing to contribute may request a refund but you have to contact CTA directly. Neither the college nor MPFA can make this request for you.
MPFA (local) pays stipends to the negotiating team out of our funds that derive from our dues; that was $2400 over the last year, and considering how much time the negotiators put in, this puts them well below the hourly minimum wage (a huge bargain, in my humble opinion, considering the gains that the new contract gives us!). The president of MPFA is paid by the college. All board members are volunteers, but this spring we got another grant to help with stipends; and we got a matching grant for the prizes and expenses at the spring meeting. I am sure we will be able to apply for more grants int he coming year.
Other costs include: a yearly cost for secure, approved elections ($334); and the web site/domain address also have yearly fees.
Yours, Marilyn Simpson
Collective Bargaining Agreement (CBA)
Become a member - let your voice be heard
Part-Time Faculty Handbook
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MPFA is a proud local chapter of the Community College Association (CCA). CCA is affiliated with the California Teachers Association (CTA) and the National Education Association (NEA).
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