Each campus library receives a copy of the Board of Trustees meeting agenda about 5 days before each scheduled meeting. Contact your campus library to see if the agenda has arrived. (Pensacola campus x2002; Warrington campus, x2263; Milton campus, x4452.)
Each campus library also receives a copy of the BOT meeting minutes about 2 weeks after the meeting. Minutes can also be found on the PJCFA website www.pjcfa.org.
Wednesday, April 29, 2009
SPECIAL MAGISTRATE ISSUES RULING
Late Friday afternoon (April 24th), PJCFA received the ruling from Special Magistrate Tom Young regarding the impasse hearing for this year's contract. As might be expected, some of Mr. Young's ruling are more in favor of PJCFA and others are more in favor with Administration. The entire ruling from Mr. Young is available on the PJCFA website.
The PJCFA negotiating team met yesterday with Tom Wazlavek, UFF Service Unit Director, to discuss which of the Special Magistrate's rulings the team would accept and which the team will reject. We will continue with this process until we have reached a decision.
Both parties have 20 days to notify the other party as to which rulings are acceptable and which are not. At that time, if both parties are in agreement, PJCFA will be bringing a contract forward for ratification. Should both parties not reach agreement, a hearing before the PJC Board of Trustees will be requested.
The PJCFA negotiating team met yesterday with Tom Wazlavek, UFF Service Unit Director, to discuss which of the Special Magistrate's rulings the team would accept and which the team will reject. We will continue with this process until we have reached a decision.
Both parties have 20 days to notify the other party as to which rulings are acceptable and which are not. At that time, if both parties are in agreement, PJCFA will be bringing a contract forward for ratification. Should both parties not reach agreement, a hearing before the PJC Board of Trustees will be requested.
Thursday, April 16, 2009
YOUR HELP IS NEEDED NOW!
Dear Colleagues:
Very well-placed sources indicate that higher education supporters’ calls and e-mails are having an impact. Those sources further indicate that it is IMPERATIVE that contacts focus NOW on the five legislators listed below. Please call or write to these legislators now, using non-College phones and computers, of course, to urge that new funding sources be developed to support higher education and avoid devastating cuts.
The message is NO MORE CUTS TO HIGHER EDUCATION
Charlotte Sweeney, President
UFF-PJCFA Chapter
House:
*Dean Cannon 1- 407- 623-5740 or 1- 850- 488-2742 (Talla.)
Representative Dean Cannon
Room 422, CAP
402 S. Monroe
Tallahassee, Florida 32399-1300
Dean.cannon@myfloridahouse.gov
Anitere Flores 1- 305 - 227-7626 or 1-850- 488-2831 (Talla.)
Representative Anitere Flores
Room 422, CAP
402 S. Monroe Street
Tallahassee, Florida 32399-1300
Anitere.flores@myfloridahouse.gov
Will Weatherford 1- 813 - 558-5115 or 1-850 - 488-5744 (Talla.)
Representative Will Weatherford
Room 223, CAP
402 S. Monroe Street
Tallahassee, Florida 32399-1300
Will.weatherford@myfloridahouse.gov
Senate:
Jeff Atwater 1-561-625-5101
Senator Jeff Atwater
Room 312, SOB
404 S. Monroe Street
Tallahassee, Florida 32399-1100
Atwater.jeff.web@flsenate.gov
JD Alexander 1-863-298-7677
Senator J. D. Alexander
Room 412 SOB
Tallahassee, Florida 32399-1100
Alexander.jd.web@flsenate.gov
More complete legislator contact information, including e-mail addresses for all legislators, is now available as follows:
House: http://www.uff-fsu.org/art/house.csv
Senate: http://www.uff-fsu.org/art/senate.csv
Talking points and other information are available at http://www.uff-fsu.org
Very well-placed sources indicate that higher education supporters’ calls and e-mails are having an impact. Those sources further indicate that it is IMPERATIVE that contacts focus NOW on the five legislators listed below. Please call or write to these legislators now, using non-College phones and computers, of course, to urge that new funding sources be developed to support higher education and avoid devastating cuts.
The message is NO MORE CUTS TO HIGHER EDUCATION
Charlotte Sweeney, President
UFF-PJCFA Chapter
House:
*Dean Cannon 1- 407- 623-5740 or 1- 850- 488-2742 (Talla.)
Representative Dean Cannon
Room 422, CAP
402 S. Monroe
Tallahassee, Florida 32399-1300
Dean.cannon@myfloridahouse.gov
Anitere Flores 1- 305 - 227-7626 or 1-850- 488-2831 (Talla.)
Representative Anitere Flores
Room 422, CAP
402 S. Monroe Street
Tallahassee, Florida 32399-1300
Anitere.flores@myfloridahouse.gov
Will Weatherford 1- 813 - 558-5115 or 1-850 - 488-5744 (Talla.)
Representative Will Weatherford
Room 223, CAP
402 S. Monroe Street
Tallahassee, Florida 32399-1300
Will.weatherford@myfloridahouse.gov
Senate:
Jeff Atwater 1-561-625-5101
Senator Jeff Atwater
Room 312, SOB
404 S. Monroe Street
Tallahassee, Florida 32399-1100
Atwater.jeff.web@flsenate.gov
JD Alexander 1-863-298-7677
Senator J. D. Alexander
Room 412 SOB
Tallahassee, Florida 32399-1100
Alexander.jd.web@flsenate.gov
More complete legislator contact information, including e-mail addresses for all legislators, is now available as follows:
House: http://www.uff-fsu.org/art/house.csv
Senate: http://www.uff-fsu.org/art/senate.csv
Talking points and other information are available at http://www.uff-fsu.org
One Faculty's VIEWPOINT
Thank you for alerting me as to the limited time offer of PJC's retirement incentive package being made available to a restricted category of staffers, as well as for pointing out the narrow official time-window for signing up to take advantage of this incredible offer.
I appreciate the opportunity you provided to help me consider the salient concrete details: A) College-provided insurance coverage, as well as B) The 100% cash-equivalent reimbursement for all accrued hours of sick-leave time, which in my case, tops out at some 20 years.
However, when I realized that at 67, I am now no longer eligible for the three years of college-paid insurance premiums (roughly 50% of the incentive package). That left only the c.1,200 hours of sick-leave credits amounting to, I believe your helpful courtesy call to Tammy Henderson calculated roughly a retirement reimbursement of some $57,168.
What if one compared this current package with the DROP Program offered earlier, where one of our teachers, out of a few others, having served c.25 to c.30 years accrued a retirement incentive package during her final five years to pay off in the neighborhood of $250,000.
Adding yet another broad contrast, one could, I think, draw a likely and definitive comparison between two serious business philosophies: On the one hand, the responsibility to administer a vast enterprise like our college; on the other the mission to teach, to educate. How could these two directions possibly be incompatible? And yet, a grave separation seems to characterize their respective emphases.
To achieve some perspective, need we but consider, then choose?
QUESTION: Clearly, the purpose of a junior college is -- ____.
DIRECTIONS: [pick the correct answer].
ANSWERS LIST: A) to educate or B) to administer?
After entering my answer in the blank above, I did some back-of-the-envelope basic arithmetic and compared the two retirement plans -- 1) the DROP incentive and 2) the current "incentive" plan.
Next, I considered the factors listed below, of which some points remain associated in faculty minds for over two decades with long-failed CBA negotiations (to include arbitration). These un-budging, promise-breaking "negotiations" still disturb some minds and continue to stir vitriolic resentment at the essential heart of our institution, the full-time faculty.
Some of the following points remain contentious "hot-button" issues in annual bargaining sessions --
+ What, I asked myself, What if the college were offering $150,000, paid insurance for five years (regardless of age), plus 50% of sick time? Now, that kind of package seems to provide a genuine incentive as defined by Webster.
+ Next, I considered what PJC teachers might have been earning today, had previous administrations honored that oft-touted 20-year-old commitment (promise) to raise PJC faculty salaries to the top 25% of the States 28 community colleges. (Many may still recall when we were ranked number 28 -- and how often our (?) reserved slot in the divine scheme.)
+ Furthermore, I contemplated the administrations repeated failure (as discussed in contract negotiations for decades) to raise salaries just to keep even with the cost-of-living, a modest enough standard met and often generously exceeded, if I am not mistaken, by virtually all of the local elementary schools.
+ A further factor that surfaces in negotiations is the level of salaries paid to PJCs top dozen administrators, to include our President's salary raises year after year over decades, that famous Golden Parachute package discussed over cold coffee in faculty meetings, and the various other added bonuses awarded by the Trustees -- even in those years when the faculty received virtually no annual raise -- not even the bonus of a miniature ribbon-tied can of Christmas Spam.
Throughout the day, as these issues churned and ruminated, I spoke with other faculty members and e-mailed friends and colleagues in education.
The opinions of those others seemed to confirm a growing suspicion that the current incentive package being offered appears rather shrunken, like a withered tool badly in need of an erectile dysfunction potion.
In fact, in my own case mentioned above, all that appears left-over after a closer inspection of the so-called benefits package, is a meager shadow. What remains might be described by some as a sad little pittance, an offering so modest, that a reasonable person not a top financial administrator might decline from labeling it an incentive at all.
The Biblically literate can hardly escape the parallel with Lazarus and the rich man [Unlike Lazarus, we learn from a rapid Internet search that the wealthy man is not named, so in tradition he has been given the name "Dives" (pron. DEE-vays), the Latin word for "rich man"].
Bleak indeed is a poignant little word, one we seldom hear anymore, and yet Charles Dickens so named an entire novel -- Bleak House. After taking a second hard look at the current incentive package, some might,begin to wonder whether that famous novel might not also well describe a certain Florida Panhandle junior college. Of course, to capture the essential tone of Dickens castigating censure of the social system of his day and which invariably includes education, one need only read the novel's opening paragraph.
Sometimes, I can hardly evade wondering whether negotiating the truth might not be bringing us all to an uncertain moral fork in the road.
I appreciate the opportunity you provided to help me consider the salient concrete details: A) College-provided insurance coverage, as well as B) The 100% cash-equivalent reimbursement for all accrued hours of sick-leave time, which in my case, tops out at some 20 years.
However, when I realized that at 67, I am now no longer eligible for the three years of college-paid insurance premiums (roughly 50% of the incentive package). That left only the c.1,200 hours of sick-leave credits amounting to, I believe your helpful courtesy call to Tammy Henderson calculated roughly a retirement reimbursement of some $57,168.
What if one compared this current package with the DROP Program offered earlier, where one of our teachers, out of a few others, having served c.25 to c.30 years accrued a retirement incentive package during her final five years to pay off in the neighborhood of $250,000.
Adding yet another broad contrast, one could, I think, draw a likely and definitive comparison between two serious business philosophies: On the one hand, the responsibility to administer a vast enterprise like our college; on the other the mission to teach, to educate. How could these two directions possibly be incompatible? And yet, a grave separation seems to characterize their respective emphases.
To achieve some perspective, need we but consider, then choose?
QUESTION: Clearly, the purpose of a junior college is -- ____.
DIRECTIONS: [pick the correct answer].
ANSWERS LIST: A) to educate or B) to administer?
After entering my answer in the blank above, I did some back-of-the-envelope basic arithmetic and compared the two retirement plans -- 1) the DROP incentive and 2) the current "incentive" plan.
Next, I considered the factors listed below, of which some points remain associated in faculty minds for over two decades with long-failed CBA negotiations (to include arbitration). These un-budging, promise-breaking "negotiations" still disturb some minds and continue to stir vitriolic resentment at the essential heart of our institution, the full-time faculty.
Some of the following points remain contentious "hot-button" issues in annual bargaining sessions --
+ What, I asked myself, What if the college were offering $150,000, paid insurance for five years (regardless of age), plus 50% of sick time? Now, that kind of package seems to provide a genuine incentive as defined by Webster.
+ Next, I considered what PJC teachers might have been earning today, had previous administrations honored that oft-touted 20-year-old commitment (promise) to raise PJC faculty salaries to the top 25% of the States 28 community colleges. (Many may still recall when we were ranked number 28 -- and how often our (?) reserved slot in the divine scheme.)
+ Furthermore, I contemplated the administrations repeated failure (as discussed in contract negotiations for decades) to raise salaries just to keep even with the cost-of-living, a modest enough standard met and often generously exceeded, if I am not mistaken, by virtually all of the local elementary schools.
+ A further factor that surfaces in negotiations is the level of salaries paid to PJCs top dozen administrators, to include our President's salary raises year after year over decades, that famous Golden Parachute package discussed over cold coffee in faculty meetings, and the various other added bonuses awarded by the Trustees -- even in those years when the faculty received virtually no annual raise -- not even the bonus of a miniature ribbon-tied can of Christmas Spam.
Throughout the day, as these issues churned and ruminated, I spoke with other faculty members and e-mailed friends and colleagues in education.
The opinions of those others seemed to confirm a growing suspicion that the current incentive package being offered appears rather shrunken, like a withered tool badly in need of an erectile dysfunction potion.
In fact, in my own case mentioned above, all that appears left-over after a closer inspection of the so-called benefits package, is a meager shadow. What remains might be described by some as a sad little pittance, an offering so modest, that a reasonable person not a top financial administrator might decline from labeling it an incentive at all.
The Biblically literate can hardly escape the parallel with Lazarus and the rich man [Unlike Lazarus, we learn from a rapid Internet search that the wealthy man is not named, so in tradition he has been given the name "Dives" (pron. DEE-vays), the Latin word for "rich man"].
Bleak indeed is a poignant little word, one we seldom hear anymore, and yet Charles Dickens so named an entire novel -- Bleak House. After taking a second hard look at the current incentive package, some might,begin to wonder whether that famous novel might not also well describe a certain Florida Panhandle junior college. Of course, to capture the essential tone of Dickens castigating censure of the social system of his day and which invariably includes education, one need only read the novel's opening paragraph.
Sometimes, I can hardly evade wondering whether negotiating the truth might not be bringing us all to an uncertain moral fork in the road.
WHERE ARE WE NOW?
At yesterday's picnic, several faculty asked for an update on the impasse and grievance issues.
IMPASSE: The hearing impasse was held on March 16th. We expect a ruling from the Special Magistrate between April 22 and April 24. The timeline was that the stenographer had two weeks after the hearing to prepare the transcript, the legal representatives for the College and for PJCFA had two weeks from the time the transcript was prepared to write and submit their legal briefs to the Special Magistrate. Those briefs were submitted this past Monday, April 13th. The Special Magistrate said that he would have his ruling no later than April 24th, but expected to have it ready by April 22nd since he had travel obligations for the 23rd and 24th.
Once the ruling from the Special magistrate is received, each party has the right to appeal the ruling to the local legislative body. In our situation, the local legislative body is the PJC Board of Trustees.
GRIEVANCES: We are in the strikeout part of selecting an arbitrator for the arbitration of the two grievances which were filed. This is the part of the process in which a list of available arbitrators are provided to UFF-PJCFA and to the College and each party alternately eliminates (strikes out) a name on the list until a selection is made. Once the arbitrator is agreed upon, a hearing date will be set.
IMPASSE: The hearing impasse was held on March 16th. We expect a ruling from the Special Magistrate between April 22 and April 24. The timeline was that the stenographer had two weeks after the hearing to prepare the transcript, the legal representatives for the College and for PJCFA had two weeks from the time the transcript was prepared to write and submit their legal briefs to the Special Magistrate. Those briefs were submitted this past Monday, April 13th. The Special Magistrate said that he would have his ruling no later than April 24th, but expected to have it ready by April 22nd since he had travel obligations for the 23rd and 24th.
Once the ruling from the Special magistrate is received, each party has the right to appeal the ruling to the local legislative body. In our situation, the local legislative body is the PJC Board of Trustees.
GRIEVANCES: We are in the strikeout part of selecting an arbitrator for the arbitration of the two grievances which were filed. This is the part of the process in which a list of available arbitrators are provided to UFF-PJCFA and to the College and each party alternately eliminates (strikes out) a name on the list until a selection is made. Once the arbitrator is agreed upon, a hearing date will be set.
FACULTY RATIFIES PARTICIPATION IN RETIREMENT INCENTIVE
Yesterday, the PJC Faculty ratified their participation in the retirement incentive program (RIP). There was only one dissenting vote. The ballots are in Room 9725 (the Faculty Association Office) should anyone wish to verify the vote.
Those faculty who plan to participate are reminded that applications will be accepted in the Human Resources Office beginning 3:30 pm tomorrow, Friday, April 17. Applications will be processed in the order received until the $500,000 appropriated for the retirement incentive has been depleted.
Those faculty who plan to participate are reminded that applications will be accepted in the Human Resources Office beginning 3:30 pm tomorrow, Friday, April 17. Applications will be processed in the order received until the $500,000 appropriated for the retirement incentive has been depleted.
Friday, April 10, 2009
RATIFICATION VOTE FOR RETIREMENT INCENTIVE PLAN
Ratification Vote
for
Retirement Incentive Plan
Wednesday, April 15
11-2 p.m., Room 9725, Pensacola Campus
If you are unable to vote at the designated time and location, please contact Charlotte Sweeney (csweeney@pjc.edu) for a ballot.
Bargaining Results for Retirement Incentive Plan
The Negotiation team met Tuesday, April 7, at 2:00 p.m. to finalize the details of the Retirement Incentive Plan offered by Administration. The details of the plan are as follows:
1. Eligibility: Must be a full-time PJC employee and 62 years of age OR 30 years creditable service in FRS with at least six (6) years full-time employment at
PJC as of June 30, 2009.
2. Employee Participation: Participation is voluntary. The decision of an employee to participate is irrevocable. Employees choosing to participate may begin enrolling at 3:30 p.m. on Friday, April 17 at Human Resources.
3. Effective Date: Employees electing to participate will choose an effective date of termination no later than June 30, 2009. If a faculty member is teaching a
guaranteed summer contract, he or she may elect to leave at the end of that contract.
4. Benefits: Participants will receive the following benefits:
a. A one-time incentive payment equal to 100% of the employee’s sick leave balance as of the date of termination, not to exceed 125% of the employee’s annual salary, or 164 day contract for full-time faculty members. To the extent possible, the
incentive payment will be handled in a taxadvantaged manner by being placed in the existing Bencor 401(a) Plan and/or an employer sponsored 403(b) Plan.
b. The college will pay the employee’s monthly health insurance premium for a period of three years, or until the employee reaches the age of 65, whichever comes first.
5. Employees who choose to participate in this incentive program will NOT be eligible to participate in the Optional Phased Retirement Program (OPRP).
6. In addition to the incentive payments described above, employees participating in this program will be paid annual leave payoffs in accordance with College policy.
7. The college reserves the right to limit its liability for the incentive program to the lesser of $500,000 or an amount that does not reduce the fund balance below 5%. If this limit is reached, employee participation will be based on the order in which applications were received by Human Resources.
Each employee must present his or her own application for the Retirement Incentive. No proxies will be permitted. Group submissions will not be allowed. Representatives from PJCFA will be on hand to observe the registration process.
Additional information will be forthcoming from Human Resources will be contacting eligible employees to provide them with an application form and pertinent information.
__________________________________________
for
Retirement Incentive Plan
Wednesday, April 15
11-2 p.m., Room 9725, Pensacola Campus
If you are unable to vote at the designated time and location, please contact Charlotte Sweeney (csweeney@pjc.edu) for a ballot.
Bargaining Results for Retirement Incentive Plan
The Negotiation team met Tuesday, April 7, at 2:00 p.m. to finalize the details of the Retirement Incentive Plan offered by Administration. The details of the plan are as follows:
1. Eligibility: Must be a full-time PJC employee and 62 years of age OR 30 years creditable service in FRS with at least six (6) years full-time employment at
PJC as of June 30, 2009.
2. Employee Participation: Participation is voluntary. The decision of an employee to participate is irrevocable. Employees choosing to participate may begin enrolling at 3:30 p.m. on Friday, April 17 at Human Resources.
3. Effective Date: Employees electing to participate will choose an effective date of termination no later than June 30, 2009. If a faculty member is teaching a
guaranteed summer contract, he or she may elect to leave at the end of that contract.
4. Benefits: Participants will receive the following benefits:
a. A one-time incentive payment equal to 100% of the employee’s sick leave balance as of the date of termination, not to exceed 125% of the employee’s annual salary, or 164 day contract for full-time faculty members. To the extent possible, the
incentive payment will be handled in a taxadvantaged manner by being placed in the existing Bencor 401(a) Plan and/or an employer sponsored 403(b) Plan.
b. The college will pay the employee’s monthly health insurance premium for a period of three years, or until the employee reaches the age of 65, whichever comes first.
5. Employees who choose to participate in this incentive program will NOT be eligible to participate in the Optional Phased Retirement Program (OPRP).
6. In addition to the incentive payments described above, employees participating in this program will be paid annual leave payoffs in accordance with College policy.
7. The college reserves the right to limit its liability for the incentive program to the lesser of $500,000 or an amount that does not reduce the fund balance below 5%. If this limit is reached, employee participation will be based on the order in which applications were received by Human Resources.
Each employee must present his or her own application for the Retirement Incentive. No proxies will be permitted. Group submissions will not be allowed. Representatives from PJCFA will be on hand to observe the registration process.
Additional information will be forthcoming from Human Resources will be contacting eligible employees to provide them with an application form and pertinent information.
__________________________________________
Monday, April 6, 2009
UFF LEGAL SERVICES
Having just returned from the UFF Council of Presidents meeting, I thought it very important to share with you the information I received regarding UFF Legal Services. Please remember that UFF Legal Services are available ONLY to PJC faculty who are members of UFF-PJCFA at the time of the grievable incident.
The SUS and College UFF Chapter Presidents were told that terminations were going to have the highest priority for the next several months. UFF's legal services are actually handled by labor and employment attorneys Meyer and Brooks, P.A. of Tallahassee. This firm will handle not only college and university terminations, but also K-12.
While there is no guarantee that each SUS and College faculty member's case will be heard, each case that is grieved by the local chapter will be reviewed initially by the UFF Contract Enforcement Committee and, upon its recommendation, will be forwarded to Meyer and Brooks.
UFF-University of Florida recently won an arbitration involving a wrongful termination based on the University failing to adhere to the correct definition of a "unit" according to the University of Florida's CBA. After that ruling, a similar termination was rescinded.
While PJCFA continues to believe that Dr. Meadows will make layoffs the last step in any money saving plan, we also want to assure our members that UFF is carefully monitoring all termination actions and will act on your behalf.
The SUS and College UFF Chapter Presidents were told that terminations were going to have the highest priority for the next several months. UFF's legal services are actually handled by labor and employment attorneys Meyer and Brooks, P.A. of Tallahassee. This firm will handle not only college and university terminations, but also K-12.
While there is no guarantee that each SUS and College faculty member's case will be heard, each case that is grieved by the local chapter will be reviewed initially by the UFF Contract Enforcement Committee and, upon its recommendation, will be forwarded to Meyer and Brooks.
UFF-University of Florida recently won an arbitration involving a wrongful termination based on the University failing to adhere to the correct definition of a "unit" according to the University of Florida's CBA. After that ruling, a similar termination was rescinded.
While PJCFA continues to believe that Dr. Meadows will make layoffs the last step in any money saving plan, we also want to assure our members that UFF is carefully monitoring all termination actions and will act on your behalf.
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