We formed our union, the AFT Seattle Professional Staff Local 6550, to have a voice in our workplace and advocate for high quality public higher education. We united to take on important issues like job security, work load, and salary inequality. We bargained our second contract with the Seattle Colleges District in 2018 which enabled us to protect important rights like severance pay, that have recently come under pressure. Here's a synopsis of the key points of our contract:
· Higher Pay Raises! ARTICLE 12 – COMPENSATION
Yes! We got 4% and 3% raises in 2018 and 2019 respectively, instead of the 2% and 2% originally offered! (We initially thought that all other employee groups would also get 4% in 2018, because the District doesn't like to appear to be favoring one group, but it turns out that we are the only ones receiving the 4% on July 1, 2018.) In July of 2019, along with the 5% locality pay plus the 3.2% COLA that resulted from the faculty-led walkout, our employee group will receive an additional 1% for a grand total of 9.2% total salary increase, higher than any other employee group in the District.)
· Greater Job Security! ARTICLE 13 – CONDITIONS OF EMPLOYMENT
Yes! We were able to negotiate a significant reduction in the likelihood of arbitrary non-renewal through language that limits the period of time during which we can be non-renewed (let go) without cause, which is tantamount to having job security during 11 months of the year. (Note: non-renewals can only occur June 1 - June 30; firing with cause can occur any time.)
· Workload Management! ARTICLE 11 - WORKLOAD
Yes! The contract limits non-paid increases in workload to less than 5% of current load. Above an increase of 5% additional duties, (roughly 2 hours per week) a corresponding raise in pay is required. They make an offer, and we decide to accept or not before doing the work—yes, we now have the completely new ability to decline work under certain circumstances.
· Full Severance Benefits Retained! ARTICLE 13 – CONDITIONS OF EMPLOYMENT
Yes, we kept this! Our relatively generous current severance benefits made it unscathed into the new contract. One year into our 3-year contract, in May of 2019, without warning, District suddenly rescinded the long-time (25-year) practice of granting 6 months severance to most employees let go without cause. The foresight of our contract bargaining leadership in codifying the existing District practice of 6 months severance into our contract as a precaution against just such a summary action, has paid off for us, preserving full severance benefits for us while all others have suffered severe curtailment of that significant benefit.
· Severance Eligibility for Grant-Funded! ARTICLE 13 – CONDITIONS OF EMPLOYMENT
Yes! For the very first time ever, grant-funded folks in their position over 5 years are now eligible for the 6-month severance benefits. Without our union contract, they would not qualify for any severance benefit at all, let alone more than most other employees!
Grievance Procedures Retained! ARTICLE 5 – GRIEVANCE PROCEDURE
Yes! No loss of favorable grievance procedures.