Settlement and Implementation of an Equitable Faculty Union Contract

By Luene H. Corwin

Rapid settlement of an equitable faculty union contract will improve Board and campus relationships and establish a positive learning environment for years to come.

In my first full-time faculty experience in community colleges, the college was creating its first faculty bargaining unit and writing its first contract. I know first hand the turmoil that can create.

Eventually I had the experience of being a chief academic officer at two community colleges with different contracts. I am convinced that the language of the first contract sets the atmosphere for a college from that day forward. This contract can help achieve shared governance or it can make it more difficult. Having a person on the Governing Board who has had experience with different contracts will help achieve positive wording.

Changing contract language once it has been established is not impossible but it is difficult. I have found inequities in contracts myself and worked to change them and I have helped faculty to achieve changes they perceived necessary. Examples include raising the pay scale for women and fair compensation for program coordinators. My experience with lawyers and contract negotiators can quickly help the college create an equitable, collegial faculty contract.

The way this first faculty contract is implemented will be a crucial as its language. Once settled the contract will provide guidelines for administrators concerning employment practice. Its settlement will also interrelate with the Governing Board's employment policies. With faculty, administration, and the Governing Board working together, contract implementation can erase the current turmoil, improve morale, and enable all employees to again make their primary focus the achievement of student success.