PFF Negotiation Update #2

From our Lead Negotiator, Jenny Fererro:

Hello fellow faculty!

We are happy to share our most recent negotiations update. After a very productive and efficient negotiations cycle, we were able to complete negotiations on the 2018/19 contract on Thursday 6/28. Our team (made up of half part-time faculty and half full-time faculty) continue to be very pleased with the pace, responsiveness, and communication of our negotiations with the District under the leadership of Dr. Lisa Norman, VP of Human Resource Services.  Given the difficult financial situation for the District right now, we are proud to report that faculty did not lose anything in this contract, maintaining (and improving!) our District-paid benefits, and making some important gains to benefit faculty!


·      SALARIES:

* A 2.71% COLA on all salaries and stipends (except SLO facilitator stipends, but see below for more information on those) that will be retroactive to July 1, 2018.

·       BENEFITS:

* We signed an MOU that adds several incentivized benefits options. FT employees will have the opportunity to keep their same current health benefits (either Kaiser or Anthem PPO), or switch during open enrollment to one of 3 new options (Anthem FSA, Anthem HSA, and Kaiser HSA). The HSA options come with monetary incentives that can be rolled over year to year. More details about these options will be forthcoming from the District and there will be ample education and time for Q & A before open enrollment in October.

* PT employees will now be able to buy in to health benefits with a 45% load instead of the previous 50% load (16.10.5), and will have the option to buy in to vision and dental HMO benefits.


* Increased SLO facilitator stipend to $1110.10 per semester for ALL SLO facilitators. This equalizes all of the SLO facilitator stipends, and removes the unfair discrepancies caused by having the SLO facilitator stipend differ in amount based on Department Chair release time. In order to negotiate this, we did agree that this stipend alone would be exempt from any COLA increase this year. Language was also added indicating that SLO facilitators must complete the duties listed in 12.9 in order to receive their stipend.


* Emeriti faculty will have the opportunity to enroll in up to 6 units at Palomar per semester (given there is room in the class) at no cost to the retired faculty.

* Emeriti faculty will also have the opportunity to teach up to one class or .3 load per semester, to be assigned after FT overload, and before PT assignments are made.

·       Classes with at least 15 students one week before classes start will be allowed to meet the first class to try and get enrollment up. If they do not have at least 20 by 48 hours after the first class, they may be cancelled. This gives those “high teens” classes a fighting chance!

·      Release time for the Women’s Studies Coordinator, along with increased summer stipends for several positions in Appendix F.

·      Release time to create ombudsperson positions at the Escondido, Fallbrook, and Rancho Bernardo education centers to help faculty connect with PFF and Faculty Senate before problems arise.

·       Increased protection for faculty from District monitoring of emails and whereabouts.

·       Other small language clean-ups, clarifications, date changes, and organization…

You can review all of the Tentative Agreements (TAs) and Memorandums of Understanding (MOUs) that were signed with the District as a part of this negotiations process on the PFF website:

As always, our goal is to protect our amazing benefits, faculty oversight, and strong processes, and to increase equity among part-time and full-time faculty. We are constantly pushing back when we see money being used in questionable ways, and we are committed to protecting and enforcing our collective bargaining agreement!

PFF members will be able to vote on whether or not to accept the negotiated 2018/19 contract via a SurveyMonkey link that will be sent out on Monday, July 16, 2018. Please check both your personal and Palomar email addresses for the email with the link to vote. The voting period will run from 7/16 to 7/30. If you would like to check your membership status, please reply to this email. If you would like to join the PFF to be able to vote, please fill out the membership commitment at by 7/16. Now more than ever, your membership in PFF matters so that we can continue to show strong collective bargaining power in our negotiations on your behalf!

If you have any questions, please don’t hesitate to reach out to our Lead Negotiator, Jenny Fererro at

In unity,

Your Negotiations Team: Barbara Baer, Jenny Fererro, Teresa Laughlin, and Nicole Siminski

PFF Negotiations Update

Hello fellow faculty!

As the semester draws to a close, we wanted to provide a Negotiations Update- a status report on the negotiations for the 2018/19 contract.

We began the process of negotiating the 2018/19 contract in April, soon after completing the vote on the 2017/18 contract. Since the process started nearly immediately after the last contract round, it is shaping up to be a much faster process, and we have continued to be impressed with the tone, pace, responsiveness, and communication of negotiations with the District with the current District Negotiations Team, led by VP of HRS, Dr. Lisa Norman. We have met several times, and have already TA’ed (tentatively agreed) on several article and signed several MOU’s. All TA’s and MOU’s are available to view on the PFF website at:

2018/19 CONTRACT:


·         Minor changes to dates and other slight language changes to Article 1, Article 4, Article 23

·         Removal of Appendix H- the part-time office hours form will be housed on the HRS website rather than in the contract, eliminating the need to redo that part of the contract every time the form changes.

·         Slight language clarification in Article indicating that improvement plans will be provided to part-time faculty on the preferential consideration list who receives an overall Needs Improvement on their evaluation.

·         Shifting responsibility for verifying service points for use of banked leave to the Deans instead of the PD office

Currently on the table/under discussion:

·         Article 6- ensuring PFF representation for faculty at the new NEC and SEC, as well as Escondido

·         Article 8- working to adjust cancellation windows for classes in the teens

·         Article 16- improving access to benefits for part-time faculty, and requesting that emeritus faculty be able to audit/take classes at Palomar in retirement

·         Article 20- clarifying language and logistics related to the PT prioritization process that will take effect for Fall 19 scheduling, including deadlines for responses, responsibility of designating disciplines, and other logistical changes. Ensuring that retired faculty are able to be offered a class if they are interested in teaching in retirement. Ensuring that the District does not monitor faculty whereabouts or hours using any technology related to safety (cameras, license plate readers, etc.)

Still to come:

·         Article 15: working to increase compensation!

·         Appendix F: cleaning up this appendix to reflect current and new practice, and working for more equitable release time for certain positions

·         Appendix L: fixing a few dates, including language related to evaluations for ECELS NOHE employees

As always, our goal is to protect our amazing benefits, faculty oversight, and strong processes, and to increase equity among part-time and full-time faculty. We are constantly pushing back when we see money being used in questionable ways, and we are committed to protecting and enforcing our collective bargaining agreement!

Please keep your eyes out for emails/updates related to the 2018/19 contract, as we will be continuously working throughout the summer and will hopefully be able to call for a vote on the contract this summer. All PFF members will be able to vote on the contract.

The 2017/18 contract is official, even though we do not have printed copies yet. Due to HR staffing issues, the clean copy ready for print is just getting finalized, and we will be running a small print run of hard-copy contracts. We will make sure each department and relevant office gets one copy, and we will have a few available for individuals who need a hard-copy, keeping in mind that we will be finishing up the 2018/19 contract before too long. The full 2017/18 contract should be available on the PFF website by next week once we get the final scanned signature page!

We would also like to thank Colleen Bixler for her unflagging devotion to Palomar- first as a longtime full-time faculty member, then in retirement as a part-time faculty member. Most recently, she has spent the past few years as Part-time Co-President of the PFF, Grievance Officer, and a member of the Negotiations Team. Yesterday’s Negotiations meeting was Colleen’s last official duty at Palomar, as she is retiring for the second time to travel and spend time with her growing family. Colleen’s advocacy for part-time faculty over the past few years has been exceptional, and her expertise, institutional memory, intelligence, and great attitude will be missed at the table! We are keeping the Negotiations Team to 4 members: 2 part-time and 2 full-time faculty. Nicole Siminski from ESL will be joining the Negotiations Team this summer, taking Colleen’s place at the table, and working with Barbara Baer to represent the PT faculty in the negotiations process. Welcome Nicole!

If you have any questions, please don’t hesitate to reach out to our Lead Negotiator, Jenny Fererro at

In unity,

Your Negotiations Team: Barbara Baer, Colleen Bixler, Jenny Fererro, Teresa Laughlin, Nicole Siminski

PFF 2017/18 Contract Vote Results

Thank you to all of the PFF members who voted on the 2017/18 contract. The vote ended on Wednesday 3/21, and the contract was accepted by the majority of voters.

84.42% voted to ACCEPT the negotiated 2017/18 contract
15.58% voted against the negotiated 2017/18 contract

We had our highest voter turnout yet, with 353 of our members voting.

The negotiated 2017/18 contract is effective immediately. The new PT prioritization formula will not apply until scheduling for Fall 19. The 1.56% COLA will be reflected in your March paycheck, the retro COLA for July-February will be paid in April.
The new PT office hours form will be posted to the HR website shortly. For PT office hours, the increase to $55 per hour will be paid in the 5/20/18 check and will include any retro pay for office hours already paid for Fall 17.

Due to the timing of this approval, and the expectation of a new 2018/19 contract this year, a limited run of hard copy contracts will be printed- a copy will be provided to each department, and HR and PFF will have a limited number of hard copies to provide to any faculty member who wants their own copy. The full electronic version of the 2017/18 contract will be posted on the PFF website as soon as the formatting is completed by HR and checked by us.

Thank you again to all of you who voted, and to those who provided feedback.
Negotiations are starting after Spring Break for the 2018/19 contract, and we anticipate a faster process this time, so another vote on the 2018/19 contract will be coming this year.

In unity, 
Your PFF Negotiations Team: Jenny Fererro, Teresa Laughlin, Colleen Bixler, and Barbara Baer

March 8th Meeting to Outline Next Steps in Janus

Last week the U.S. Supreme Court heard oral arguments in the Janus v. AFSCME Council 31 case.  With a conservative majority in the court, it is widely expected that a narrow majority will rule this spring to overturn decades of precedent and eliminate the ability of public sector unions to collect fair share, or agency fees.

While promoted as a case about the First Amendment rights of employees, the Janus case is a straightforward attempt by deep-pocketed interests to limit the voice of educators and other public sector workers, with the ultimate goal of threatening our ability to advocate for the pay, benefits, and working conditions that we need to get our important work done.

In our local, we have accomplished much because we have stuck together.  Just look at the gains in our 2017-18 contract that members vote on this week!  Now much of what we have won is at risk.

But we know this isn't just about our pay and benefits.  We also know that the best way to protect our students and our schools is to stand together to raise standards for our profession and to ensure our schools and vital public services have the resources they need.  And we are not going to back down in our efforts to defend our professions and our schools, regardless of what the Supreme Court decides in the Janus case.

Thanks to all of you who have supported PFF.  If you've been meaning to join, please complete the online commitment form (and we'll follow up to get your inked signature) 

We encourage Palomar faculty to join us at the upcoming meeting on Thursday, March 8, from 4:30-6p at the off-campus office (370 Mulberry Dr., # E, San Marcos 92069).  Join your fellow faculty at this important meeting, where we will outline our next steps to ensure that we stand together for our jobs and our schools.

The Takeaways from PFF's Fall '17 Faculty Survey

On November 30, 2017, PFF emailed a Faculty Survey to the 1,181 colleagues in its bargaining unit.  Of the 24 questions, five were open-response.  All answers were anonymous, unless one voluntarily left contact information in the final question so PFF could follow up.

The survey took an average of five minutes to complete.  Following the initial launch, several reminders were sent to those who had not yet taken the survey.  The survey closed at noon on Friday, December 15, 2017.

238 of the 1,181 invited faculty took the survey.  Those 238 are:

  • 112 part-time faculty, PFF members
  •   26 part-time faculty, PFF non-members
  •   91 full-time faculty, PFF members
  •     9 full-time faculty, PFF non-members

As you might imagine, we read numerous opposing statements in the open-response questions. What one faculty member thought was a travesty, another celebrated, and what someone liked about us made someone else dislike us. Overall, the response to PFF’s work over the past semester was praised and the comments were encouraging to read.  We have also taken into serious consideration your concerns and constructive points, and we remain respectful of those who vehemently disagree with the very idea of a union.

In this email, we’ve summarized the themes that emerged and share some responses.  We cannot publish all individual statements, as some expose enough to violate the anonymity we promised at the survey’s onset. 

In alphabetical order, here are the main themes from PFF’s Fall, 2017, Faculty Survey.



Thank you for noticing how PFF has endeavored to make itself more available this semester!  In the fall, we began daily office hours in MD 330, and this semester we extend those even more.  Per the input at October’s focus groups, PFF’s second meeting of the month is now on campus.  The Minutes have always been posted on our web site, but now we’re letting you know as soon as they are posted.  We’re sending more regular and detailed negotiations updates.

There seems to be some confusion about whom to contact and about under what circumstances.  One person suggested we “Provide a quick guide re: services offered and who to contact re: issues, problems, benefits, resources.  Often one knows that help is there but it takes too long to find out what the answer is.”  That’s really good to know – thank you.  An improved web page is here:  Hopefully it outlines the information you need.  Let us know!

A PFF representative will be in MD 330 each day during the spring semester, 2018.  You can drop in with questions or concerns, or just to grab a coffee and cookie.

PFF Office Hours

Mondays         9:30a – 12p

Tuesdays        9:30a-2:30p, 4-5p

Wednesdays   9:30a-3p

Thursdays       9:30a-12p, 12:30-2:30p

Fridays            11a-1p

PFF’s regular meeting times, which are from 4:00-6:00pm the 2nd (370 Mulberry Dr., #E, San Marcos 92069) & 4th (AA-140) Thursdays of the month when the regular semesters are in session, have been held at these times for years.  Of course, this doesn’t accommodate every faculty member’s schedule – that’s impossible.  And just like you can’t move a class time to accommodate one or two students, we can’t move the meeting time to accommodate a few faculty.  We acknowledge that this is particularly difficult for part-time faculty, and hope that those who are interested in the meetings continue to join when they can.   

A few faculty mentioned that visits from the union would be nice.  Getting to know everyone better would be great.  Please let us know if we can meet you for coffee, give you a call, visit your department, or join you in meetings where you need representation!  There are 13 serving on the Executive Board and over 1,000 faculty members to get to know.  You can see why it’s tricky to meet everybody.  Visit to see who you might want to connect with, and if you’re still unclear, ask our Organizer, Debbie Forward. 



There was great appreciation for the benefits we’ve gained over the years, and a call that PFF continue to protect those.  One commenter asked for “a complete document of benefits for part-time faculty.”  Human Resources maintains a comprehensive list on their web site for both full-time and part-time faculty here:

In brief, benefits for part-time faculty include the following:

  • All faculty are entitled to use the Wellness Center at the rate established in January of 2001.
  • Part-time faculty who complete a 50% load for 3 of 4 consecutive regular semesters or an average of 50% for 4 consecutive regular semesters can apply (through HR) for the District's HMO plan. The District will pay for 75% of the plan and charge the employee, through payroll deduction, 25% during each coverage period. Each coverage period is 6 months, commencing October 1 and April 1 each year. Applications must be submitted no later than ten calendar days prior to the beginning of each coverage period. 
  • Part-time faculty accrue sick leave at the rate of .056 hours for each hour paid. The sick leave balance is printed on employee pay warrants each month.


Class Size

The number of students in a class is of prime importance to the PFF. We know that fewer students in a course means that there will be better retention and learning. As teachers, our students’ success is our top priority. Unfortunately, the District has different priorities. They are pushing an efficiency model that would require an average of 35 students per three-unit course. This is all about money and how the District is funded for the students we teach. We are striving to keep class caps as low as possible. We are presently negotiating the course maximums and will have more information available to you as we move forward.


Job Security

While there is never a guarantee of job security when there are low enrollments, budget constraints, and class cuts, we are currently negotiating re-employment preference for part-time faculty based on date of hire.


More Full-Time Positions

We noted several calls for more full-time positions. The union does not have any direct influence over the number of full-time faculty hired by the District. This is one of the management rights. There is a minimum number, the Full Time Faculty Obligation Number (FON), of full-time faculty that must be hired below which the District is fined by the state. Although this is the barest minimum, the District has used this FON as a standard. The District has not hired more than a few faculty above the FON in many years.  This causes many concerns in departments as fewer faculty are stretched further to do more evaluations, curriculum, and PRPs. We continue to advocate to the Governing Board that we need more full-time faculty. This is why it is crucial to get people on the Governing board who understand the issues of a Community College and particularly faculty concerns.


Part-time Faculty Office Hours

Many part-time faculty were very happy with PFF’s efforts to get paid office hours, and PFF continues to work for more.  We are fighting for instructors of non-credit classes to get paid for some office hours, too.

There was one request that the “admin provide paperwork to every adjunct at the beginning of the semester. My admin won’t help with this.”  We are disappointed to hear this.  We will make sure ADAs have the correct forms at the semester’s beginning, and we will start sending reminders about the paperwork – as well as the paperwork itself – directly to part-time faculty at the semester’s start.


Palomar Before Politics

One of the more passionate pleas that came out of the survey was that faculty feels PFF should focus solely on the work to be done for professors at our college.  You know that wider social justice issues – e.g. income inequality, gender topics, anyone running for office outside of our own Governing Board and political candidates – are incredibly important outside of campus, but that it’s not your local’s work to do.

We hear you.

As we’ve been doing for the past semester, PFF is resetting its priorities so most of our attention is on our campus.  PFF does need to get behind CFT on big issues that directly affect our jobs, such as the work PFF did to pass Proposition 30 which increased funding to public schools.  In addition, PFF has been and will continue to be involved in electing the State Superintendent of Public Instruction (there is a 2018 candidate pushing privatization) and our own Governing Board. 

However, that work will stay within COPE’s realm (Committee on Public Education).  COPE funds are separate from union; and PFF dues do not fund the political activities of COPE.   Rather, individual faculty members voluntarily donate those monies above and beyond standard union dues.  PFF members can contribute to COPE by signing up for automatic paycheck deductions of any amount.  If you’re interested in that work, check out or contact the COPE President at 


Pay Raises

In order to close the gap between part-time and full-time pay, PFF is constantly negotiating for more paid office hours for part-time faculty, and we are in the process of negotiating, for part-time faculty only, an increase in the number of salary steps, pay for part-time participation on certain shared governance committees, and prep pay for those who teach classes that are canceled the week before classes begin.

At Palomar College, the practice has been that all bargaining unit members across campus receive the same pay raises (known as the "Me Too" clause). This restricts our ability to negotiate separate pay raises for full-time and part-time faculty.

We just finalized the 2017-18 contract, and a complete negotiations update will be coming soon.



As expected and hoped for – no matter how hard it could get to read – there was plenty of input regarding the personality and perceptions of PFF. 

Firstly, it was heartwarming and encouraging to read the expressions of gratitude for how hard PFF works.  Thank you.  The executive board takes its job seriously, works hard for the gains it gets, and takes every defeat to heart.

Secondly, we read each of the criticisms.  Some people just don’t like unions, and that’s okay – that’s politics. But specific criticisms included that PFF is aggressive, cliquey, and that it works to protect bad professors.  Allow us to address each of these.

In response to the question “What has PFF done that you really don’t like,” some responded that PFF was too aggressive, particularly in reference to past actions that became acrimonious.  We hear that.  When problems rise to that level, people tend to get heated and take sides.  Our intention moving forward is to try and resolve problems at a low level before there’s acrimony.  This is why we need you to tell us early on what’s happening, so that we can advocate for all faculty. 

There were other comments that PFF is too cliquey.  It probably can appear that the PFF Executive Board is cliquey.  One person gets involved, realizes the board needs more people, and naturally that person turns to the people he/she knows to serve alongside them.  The cycle repeats.

We want to clarify that PFF is not trying to keep anyone out.  On the contrary, our outreach should show that we are trying to bring more people in. With most executive board members serving voluntarily (only the leadership, who puts in countless hours, receive release time and/or a stipend), it’s a real challenge to recruit.  The board needs more people!

One commenter said that he/she might be more compelled to be involved “If there was some diversity in their leadership.”  We’re unclear if the diversity referenced is about gender, sexual orientation, division taught, or what, but if you don’t see yourself reflected in PFF, please become more involved in the union.

Ours is a 14-member board, and frequently (including at present) an at-large seat remains unfilled.  For the last several years, almost every election has been uncontested.  There is no monopoly on the union.  Palomar Faculty Federation is your union, and requires your involvement for it to be what you want it to be.

Let’s look at a final comment about being a clique.  A faculty member’s response to the question about what the union may have done that you don’t like reads: “At times, there is a kind of elitist attitude that is expressed – as if faculty are a special class above other college employees.  I strongly feel everyone should be treated equally, as we are all part of the same village.”

PFF does not feel above anyone else on campus, and we’re sorry this attitude has been attributed to us.  We are indeed on the same level as other college employees, and stand right next to classified staff and administration.  In fact, we are well-known within CFT for working so closely with our classified union, and we will not risk that relationship.

Neither does PFF feel that any individual is above anyone else on campus, and are not interested in protecting “bad professors.”  There are times when faculty are disciplined for actions.  The union doesn’t necessarily condone anyone’s actions.  However, we are dedicated to protecting due process and fairness.  We are there to represent faculty in disciplinary meetings, to consult with our attorney to determine if the District’s case is valid, and to appeal if it is not.


Union Involvement

“Other than acute insanity, I have no idea what would compel me to join any union…”

That made us laugh!  Referring back to one of our first claims in this summary, we agree to disagree with those who vehemently oppose the very idea of a union.

For most of you, though, union involvement is a matter of time.  None of us seem to have enough.  There were requests for a “clearer communication of duties,” so we added that to the About Us page on the web site:


Thank you!

Please do not wait for another survey for your input!  Again, come to a meeting, drop by MD 330 during office hours, or contact a representative via the web site.  We look forward to getting to know you better in the semesters ahead.

Teresa Laughlin, PFF Co-President, Full-Time

Colleen Bixler, PFF Co-President, Part-Time

Debbie Forward, PFF Organizer

Tuesday Tax Plan Event at Issa's Vista Office

The California Federation of Labor is organizing statewide protests to push back on the GOP tax bill, and we just heard about a North County event tomorrow.

What: Vote NO - Congressman Darrell Issa Action
Date:  Tuesday, December 12

Time:  10:00am
Where: Congressman Darrell Issa’s Office, 1800 Thibodo Rd., Vista, CA  92081
Parking: Park in the Hope Church parking lot. Pastor Matthew Palm of Hope Church at 1755 Thibodo Rd offers the parking lot to promote public safety (he recognizes the danger of people parking illegally on Thibodo Rd), and emphasizes that the church does not take sides in politics.

If passed under current budget rules the GOP tax bill would result in immediate cuts of over $100 billion in health and human services, including $25 billion per year to Medicare. This quarter-trillion dollar cut would impact the care of seniors and people with disabilities as well as their families that all depend on this crucial program.

There are several emergency events planned around California next week to fight back against this cruel, despicable bill.  More information is at