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Faculty and Staff Federation of CCP

Since 1970, the Faculty and Staff Federation of Community College of Philadelphia (FSFCCP) has helped to make CCP a good place to work.  Thanks to the steady participation of its members in union activities, FSFCCP has been able to secure and defend some of the best community college employee contracts in the country.  Our members are divided into three bargaining units: Full-Time Faculty; Classified Employees; and Adjunct and Visiting Lecturer Faculty.  We are proud of our history of working together for three contracts.  We are affiliated with the American Federation of Teachers, AFT-Pennsylvania, and the AFL-CIO.

About Us

American Federation of Teachers (AFT)
 

The Structure of our Local Union
 

What are My Rights As a Union Member?

Faculty and Staff Federation Timeline
 


American Federation of Teachers (AFT)

The Faculty and Staff Federation is a member of the American Federation of Teachers (AFT), an affiliate of the AFL-CIO, and a part of the Higher Education Faculty and Professional Staff division of the AFT.  You can learn more about the AFT in general here, and more about the history of the AFT here.   Our local is also a member of our state chapter, AFT Pennsylvania.

 

The Structure of Our Local Union

There are three levels of governance in our union local: the membership, the Representative Council, and the Executive Committee.  The membership holds the ultimate authority.  By votes in referenda, General Membership meetings and Bargaining Unit meetings, members decide such matters as the union’s constitution and bylaws, contract proposals, strike proposals, and contract ratification. 

The second level of governance is the Representative Council.  Rep Council meets every three weeks during CCP’s academic year and votes on FSFCCP policies.  Representatives are elected by each bargaining unit (Classified Employees; Part-Time and Visiting Lecturer Faculty; and Full-Time Faculty) and by each department.  All FSFCCP members are welcome at Rep Council meetings. 

The third level of governance is the Executive Committee, which is charged with carrying out the decisions of the membership and the Rep Council, and for making recommendations to Rep Council.  It usually meets one week prior to each Rep Council meeting.  The Executive Committee is made up of four General Officers elected by the membership: two Co-Presidents, a Secretary and a Treasurer, as well as two co-chairs of each bargaining unit, elected by the members of each unit, and three Campus Representatives, elected from and by Rep Council.
 

What are my Rights as a Union Member?

Contractual Rights & Grievances

The Contract for your bargaining unit is the document that provides an outline of your rights as a bargaining unit member.  A grievance is an allegation that a supervisor or another CCP administrator has violated rights guaranteed by the Contract.  Grievances are one way we maintain our contractual rights, wages and working conditions, including our right to academic freedom. 

If you think that your rights have been violated, it’s important to immediately contact a union representative or the union office.  If your supervisor asks you to do something that you believe is a violation of the contract, you can ask to check with a union rep first, but you cannot refuse to do the task.  Often timeliness can determine whether or not a grievance is successful.  As a general rule, the Federation must file a grievance within 10 working days of the occurrence of the contract violation.  Also, be sure to write down as much detail as you can about the violation you think has occurred.  A union member experienced with grievances will discuss the situation with you and help you decide if it makes sense to file a grievance.  If you decide to go ahead with the grievance, someone will help you officially file it and present it with you at each level.  Grievances are sometimes resolved at the first level (your immediate supervisor), the second level (the person above your supervisor), the third level (the College President’s representative), or, with the approval of Rep Council, the fourth level (an outside arbitrator).  

The union has a legal responsibility to investigate any grievance that is filed, and to fairly and impartially represent any bargaining unit member whose rights may have been violated at each level of the grievance process.

Right to Union Representation During Disciplinary Meetings

You have the right to bring a union representative with you to all disciplinary meetings.  These “Weingarten Rights” ensure that you don’t have to face discipline alone; a union representative can act as a witness, a spokesperson and an advocate.  If you are called into a meeting with an administrator, you have the right to ask why you are meeting.  If the administrator hints at some disciplinary action, or s/he is trying to obtain information from you, you can stop the meeting until a union representative is present.  If the administrator continues to ask you questions after you request representation, you may refuse to answer.  If an employee does not have a union representative in disciplinary meetings, s/he may face disciplinary action or job loss that could have been avoided if a representative had been present.

 

Faculty & Staff Federation Timeline

March 31, 1970: Full-time Faculty (FTF) representation election: AFT wins over ‘No Agent.’

Fall 1970: Several FTF strikes.

January 1971: First FTF contract (9/70 – 8/72).

Gains: FTF       
¥ 24-credit annual workload, effective 9/72 (prior workload was 30-credit annual workload for all FT but English and Foreign Languages)

Labor Day 1972: FTF strike over “broken promise” on workload.

October 20, 1972: Settlement of 1972-75 contract.

Gains: FTF       
¥ 24-credit annual workload (again)

April 1972: Classified Employees (CE) representation election: AFT wins over ‘No Agent.’

Spring 1973: First CE contract (3/1/73 – 2/28/76); CE contract not aligned with FT contract expiration.

Gains: CE
¥ Grievance procedure
¥ Seniority

April 18, 1975: CE/FTF referendum approves proposal to organize Part-time and Visiting Lecturer faculty (PTVL). FTF referendum approves proposal to seek to include PTVL faculty in FTF bargaining unit.

August 31, 1975: FTF contract expires.

February 28, 1976: CE contract expires.

March-April 1976: CE and FTF strikes. FTF unit stays out an extra day to support CE unit. Settlement of new FTF contract (9/1/75 – 8/31/80) and CE contract (3/1/76 – 2/28/80).

Gains: CE      
¥ Dependent medical benefits paid by College: full - 3/78
¥ Employee dental insurance: 3/79
¥ Income protection: 50% of salary after 60 days

Gains: FT       
¥ 75:25 FT/PT Ratio, excluding Community Services
¥ Dependent coverage paid by College: 2/3 - 9/76; full - 9/77
¥ Employee dental insurance: 9/77
¥ College retirement contribution: 8% - 9/75; 9% - 9/76;10% - 9/77

1975-1978: Pennsylvania Labor Relations Board (PLRB) hearings on PTVL representation case.

November 1978: PTVL representation election. Results: AFT-111, No Agent-5.

January 1979: PLRB certifies PTVL bargaining unit.

1979-1981: Administration appeals PTVL representation case to Common Pleas Court.

February 28, 1980: CE contract expires.

August 31, 1980: FTF contract expires.

March 1981: FTF and CE strikes; PTVL faculty strike for recognition.

April 1981: Settlements of FTF contract (9/1/80 – 8/31/85) and CE contract (3/1/80 – 8/31/85). Common Pleas Court rejects College appeal of PTVL representation case; College appeals to Commonwealth Court.

Gains: CE/FT 
¥ Common contract expiration dates
¥ Family dental insurance paid by College: 50% - 9/81; 75% - 9/82; 100% - 9/83)
Gains: CE
¥ Increases in Board contribution to retirement plan

May 1981: In support of PTVL strike for recognition, many members of the other two units continue to strike for three days after their contract settlements. Judge Stanley Greenberg agrees to work to expedite PTVL representation case through the courts.

July 1981: Commonwealth Court affirms PLRB order in PTVL representation case.

December 1981: Pennsylvania Supreme Court affirms order of Commonwealth Court in PLRB representation case.

Spring 1982: PT Negotiations begin.

April 1983: PTVL strike (April 10-17) supported by the other two units to achieve first PTVL contract (April 18,1983 – August 31, 1985).

Gains: PTVL   
¥ 18 long-term VL’s are reclassified into FT bargaining unit 
¥ Seniority pools
¥ Employee medical benefits: one-third of premium paid by College                                                                        
¥ 17% raise
¥ Retirement plan

October 1985: Settlement of CE, FT, and PTVL negotiations to produce three contracts with common expiration dates (8/31/90).

Gains: CE/FTF 
¥ Retirees medical benefits: 50% of premium paid by College

Gains: CE      
¥ Retirement plan: 10% of salary paid by College to plan by 9/1/89
Gains: FTF      
¥ FT/PT ratio (60:40) extended to Community Services
¥ Learning Lab becomes a department

Gains: PTVL  
¥ Job security for PT’s in Pool III and above
¥ Two pay tiers
¥ Employee medical benefits:50% of premium paid by College for PT‘s with 8 or more seniority units

March 1991: Settlement of FTF, CE, and PTVL contracts without strikes to produce three contracts with common expiration dates (8/31/95).

Gains: ALL     
¥ Sexual orientation added to fair practices (non-discrimination) language  

Gains: CE      
¥ Income protection: 50% after 45 days

Gains: FTF
¥ Early retirement incentive

Gains: PTVL  
¥Three pay tiers for PT’s
¥ VL’s earn right to reclassification into FT unit even with gaps in VL seniority

April 1994: Reopening of three contracts. Renegotiation of 5th year of each contract. Negotiation of two-year contract extension, through 8/31/97.

Gains: ALL     
¥ College to close between Christmas and New Year’s Day
Gains: CE      
¥ Forgivable loans extended to cover studies pertinent to any work performed at the College

Gains: PTVL  
¥ Special VL seniority unit at 24 PT seniority units

March 10-17, 1998: One week strike of three bargaining units to produce three contracts to expire on 8/31/01.

Gains: ALL     
¥ Domestic partner benefits

Gains: CE/FTF
 ¥ Retirement incentive

Gains: CE      
¥ Income protection (70% of salary after 28 days)
¥ Same forgivable loan policies as FT faculty
¥ $500 added to base salary for first associate’s or first bachelor’s degree

Gains: FTF
¥ Instructional technology and curriculum coordinator language

Gains: PTVL  
¥ Special VL seniority unit at 20 PT seniority units

March 2002: Settlement of contracts for all three units (9/1/01 – 8/31/06).

Gains: ALL     
¥ Union Political Action Fund (PAC) check off

Gains: CE/FTF
¥ Retain 100% employer-paid medical benefits

Gains: CE
¥ Time off during workday for training
¥ Forgivable loan provisions same as FTF
¥ Retirement incentive same as FTF

Gains: FTF
¥ Movement toward salary schedule in 9/1/05 with equal salaries for faculty with equal service, rank, and degree
¥ Salary minima to increase each year

Gains: PTVL
¥ 5 pay tiers
¥ Employee medical benefits: 50% of premium paid by College and 75% for PT with 8 or more seniority units
¥ At least one VL position in a discipline that has 20 or more unassigned sections

March 2007: Settlement of contracts for all three units (9/1/06 – 8/31/11) after two week strike.

Gains: ALL
¥ $800,000 in additional bonuses to be given over five years, thanks to the help of Congressman Bob Brady, AFT-PA, and our law firm, Williams, Willig, and Davidson

Gains: CE/FTF 
¥ Maintenance of 100% employer-paid medical benefits

Gains: CE 
¥ 3.75% wage increase each year
¥ Career Ladder Committee

Gains: FTF
¥ 3.62% raise each year
¥ Improved salary schedule with higher entering salaries and minimum raises
¥ Improved method of calculating FT/PT Ratio, to include Librarians and Learning Lab faculty

Gains: PTVL  
¥ Raises from 3.62% to 3.9% each year for classroom teachers
¥ College to administer PT medical benefits
¥ Additional seniority pool (XIV) for those with 64 or more units

October 2013 : Settlement of contracts for all three units (9/1/11 – 8/31/16) without a strike.

                       Gains: CE/FT  

                       ¥ Increase in minimum starting salaries

                       ¥ Yearly salary increases totaling 10.95% for 4 years.

                       ¥ Increases on forgivable loan for part-time and full-time study.

                       ¥ Increased opportunities for short term professional development assignments.

                      Gains: FTF    

                      ¥ Introduced 3 year step- down to retirement incentive.

                      ¥ Overload pay option in the Fall semester for all departments.

                      ¥ Yearly increases totaling 10.5% of salary budget over 4 years.

                      ¥ 2 step increases.

                      Gains: PT/VL  

                     ¥ Increased Travel/Disability Fund.

                     ¥ Increased academic part-time rate by 10.5% over 4 years.

                     ¥ Increased PT Counselor, Librarian and Learning Lab rates.

                     Healthcare: Resisted considerable pressure to add premium payments for all FT Employees. However, introduced deductibles.