The AAFMCC leadership is happy to announce this year’s AAFMCC scholarship recipients. 

The 2020-2021 Family Scholarship has been awarded to Vet Tech Major, Miranda Hoskin.  Miranda is the daughter of union member, Mark Hoskin, of the Fire Science Department. 

The 2020-2021 Community Scholarship has been awarded to Hannah Brisson from MACA.

Please join us in congratulating these worthly recipients.

As many of you know, it looks like there may be less sections than usual being taught next semester, which will hit our unit particularly hard. Many of us that would normally be teaching have not been offered sections, have a reduced load, or are in danger of losing courses. 

If you are not teaching next semester, or the number of classes you normally teach has been reduced, you might be able to file for unemployment insurance through the State of Michigan. Even if you work elsewhere, you may still qualify for unemployment so long as your income has been reduced to a level recognized by the state as creating hardship. These are benefits that you have paid into every time you are employed and our unemployment insurance system is designed to help people going through situations like this.

It is possible for nontenure-track faculty to collect unemployment; however, the process can be difficult to navigate. Our local has been working with AFT Michigan and the Sugar Law Center for Social & Economic Justice to develop resources to help members:

• Workshops designed to help you calculate if you qualify for unemployment and guide you through the application process. Workshops are scheduled for Wed, Dec. 9, 3pm, and Jan. 8, 12, and 13 in the new year. Register for upcoming workshops at: https://aftmichigan.org/union-building-events/
• FAQ and list of resources: https://aftmichigan.org/unemployment/​

During these challenging times, we all need support, and your union is here for you. Of course our union will also continue to fight for real job security for all of us, both through our contract and legislatively in Lansing. 

Dear AAFMCC,
 
We hope you are staying safe and healthy.
 
We have been working with the College to address all of the “Demand to Bargain” issues that we submitted earlier this fall and shared with you on Sept. 3 (for your reference, a list of those issues are pasted below).

Here is a summary of what we discussed. Some of the issues have been resolved; one issue has been tabled, and the remaining issues on the list are still under discussion/awaiting resolution because either we need more information from The College or we are not happy with the College’s proposed solution.
 
For now, know that you ARE NOT REQUIRED to participate in Week Zero, and you are NOT REQUIRED to submit your FDHs prior to the start of the semester.
 
We are continuing to work with the College to address the unresolved issues and will update you as soon as possible.
 
As always, if you have concerns/issues/potential grieves, please email Grievance Officers Jodi Monday (aafmccgmail.org) and Yvette Griffin (revyvettegriffin@gmail.com).
 
In Solidarity,
AAFMCC EB


Summary of Bargaining Meetings to Date
 
 
Health and Safety Demands - We are tabling the discussion until May in order to have the most current information moving forward for reopening.  Members will be getting MIOSHA materials on state standards/complaint process and will be encouraged to contact the union if an issue arises. 
 
Visit the following Michigan.gov resources for more information: https://www.michigan.gov/coronavirus/0,9753,7-406-98810-524770--,00.html
 https://www.michigan.gov/leo/0,5863,7-336-94422_11407_15333-93835--,00.html 
 
 
Working Conditions
 
4.7 - 4.10  

• Administration believes guaranteed course assignments conflict with the MCCFO contract. 
• Administration confirmed there is NO OBLIGATION to work Week Zero but emphasizes best practices. 
• Union maintains that there should be some compensation for courses that are canceled just before the start of the semester.  

 
4.14 - At the next meeting, the Union will propose the following LOA (letter of agreement) and will revisit this issue in future semesters if necessary:
 
The College will not adjust an adjunct teacher’s date of hire on the Adjunct Roster of Candidates nor will an adjunct teacher accumulate any “break in service” time in their discipline during the 2020-2021 Academic Year.
 
 
5.6 

• Administration will be offering online PD and a $50 stipend for adjuncts attending these PD sessions designed to help adjunct faculty improve their online instruction. 
  • Members who attended the Week-Zero training should check their pay stubs to confirm they received the $50 stipend.
• Compensation for this training is funded through the CARES ACT. 
• No faculty employee will be denied this PD.
• The program is fluid, and CTL will expand availability as needed.
• The College has agreed to accept Canvas certifications for online teaching from other institutions. CTL will communicate the details soon.
  • In the meantime, if you want to inquire about the transferability of your certifications from other institutions, please contact  your AD/supervisor and cc CTL on your email.

 
 
6.1 & 6.2 

• Teaching evaluations will be used to direct people to take the newly offered PD courses by supervisors if there is a clear need for help.  
  • Issues around difficulty teaching in the online environment will be first addressed this manner.  
  • Employees who refuse to take training as recommended by the supervisor risk not being assigned classes during this remote learning period. 

 
8.3 

• MCC confirmed that submitting FDHs prior to the start of class is strictly a suggestion — NOT A REQUIREMENT. 
• If your AD informs you otherwise, please contact AAFMCC so that we can further address this issue if necessary.

 
 
8.4 

• AAFMCC demanded that the College provide adjunct faculty with adequate materials necessary for instruction and suggested that MCC provide stipends to mitigate some of the cost of internet access during this remote period. 
• MCC denied our request for stipends and, in turn, suggested that employees use MCC’s  “hot spots” in the College parking lots. 
• AAFMCC contends that having employees conduct class/work in their cars in the parking lots is not a feasible or practical solution, so we will be revisiting this issue. 
• IMPORTANT: We were also informed that MCC established a Remote Work Policy which states the following:  “Macomb Community College may permit remote work by employees who fill positions that have been designated as eligible for remote work. Designating employees for remote work is an employer option, not an employee right, and is appropriate only when, in the discretion of the College, it results in a benefit to the institution. Remote work may not be suitable for all employees, positions and/or situation.”
• WE STRONGLY ENCOURAGE YOU to read the entire policy here: https://my.macomb.edu/staff/president/policies/Policies/Remote%20Work%20Policy.pdf#search=internet%20policy
• AAFMCC believes that this new policy addresses “working conditions” and our “conditions for employment,” both of which need to be agreed upon in our CBA. 
  • Since MCC’s Remote Work Policy was enacted without our knowledge or agreement, we assure you that we are  looking into this issue and will update you accordingly.

 
8.11 & 15.2- PTO/Pay for Committee Service

• Pay surrounding COVID is provided through the Cares Act - Leave. 
  • See details here: https://www.macomb.edu/about-macomb/coronavirus/attachments/FFCRA.pdf
• Also: MCC Administration has assured that pay for adjuncts who have been sitting on committees will be paid out in full. 

​AAFMCC Demand to Bargain
List of issues submitted to MCC on August 27, 2020
Communicated to AAFMCC via email on Sept. 3
 
Health and Safety Demands
(union required bargaining) 
Adjunct Faculty will not work in an environment wherein administration does not require accurate pandemic /epidemic virus testing and clearance. Self-assessments are not acceptable.
           
2.1 & 8.12 -- During a pandemic and/or epidemic crisis, The College will establish and enforce the following health and safety protocols for face-to-face instruction: 
 

• MCC decisions for on-ground shut down will coincide with ADA, HHS, and the state recommendations. 
• MCC will administer temperature checks and full health screenings to all faculty, staff and students on a daily basis. 
• Faculty, staff and students who have been properly screened and cleared during a pandemic and/or epidemic crisis will be issued a ticket for entry to the campus for that day or class.
• Hallway safety:
  • For safe distancing, one-way directives will be properly marked.
• The College will disinfect/clean classroom surfaces (desks, chairs, doorknobs, mouse, keyboard, etc.) after the conclusion of each class and will disinfect restrooms every hour.
• Adjunct Faculty will be provided access to disinfectant materials by The College, should they need them for additional sanitizing. 
• Hand-sanitizer will be available in every classroom, as well at sanitization stations throughout campus.
• PPE for Adjunct Faculty will include: gloves, masks and shields. The College will provide PPE to Adjunct Faculty in order to enter a building on campus.

 
Working Conditions
During a pandemic and/or epidemic crisis The College will maintain the following for Adjunct Faculty: 

• 4.7 - 4.10 -- Adjunct Faculty Course Assignments 
  • After the start of Week Zero or any other official pre-course contact with students, The College will guarantee course assignment(s) for Adjunct Faculty. This provision will override all reassignment of courses including reassignments for Full-Time Faculty. 
  • In the event a course is cancelled due to low enrollment, a stipend payment for course preparation will be provided to the Adjunct Instructor.
• 4.14 -- The College will freeze seniority adjustments for the 2020-2021 academic
              year, and possibly during future semesters if the pandemic persists.
• 5.6 -- Online Instruction
  • All Adjunct Faculty who desire to do so will be trained, without department administration recommendation, for online course certification and will be provided compensation while attending certification training. This includes full virtual course instruction. 
• 6.1 & 6.2 -- The College will eliminate semester evaluations for the 2020-2021 academic year, and possibly during future semesters if the pandemic persists.
• 8.3 -- Adjunct Faculty will provide First Day Handouts to their immediate supervisor by the end of the first week of class. The College and/or immediate supervisors will not require adjuncts to submit work/deliverables prior to the start of the semester. 
• 8.4 -- The College is to provide adequate material to Adjunct Faculty for successful on-ground instruction, hybrid instruction and virtual/remote/online instruction. Materials will include textbooks and the technological tools needed for efficient and successful instruction.
  • The College will issue monthly stipends to Adjunct Faculty to offset the cost of internet service and/or internet service upgrades needed for successful remote instruction.  
• 8.11 & 15.2 -- PTO -- The College will allow up to two-weeks of PTO for adjunct faculty who contract COVID-19.
  • For Adjunct Faculty teaching on-ground, if they are exposed to COVID-19, they will be quarantined for two weeks, during which time, they will be allowed to conduct their course remotely and without loss of pay.
  • The College and AAFMCC will also establish a process for extending PTO and/or allowing adjunct faculty to temporarily shift from on-ground to remote instruction in situations where they need to care for family members who have contracted COVID-19.