In Spring 2005, the SMC Representative Assembly authorized a variety of job actions in response to the lack of progress in contract negotiations.  In Spring 2006, the SMC faculty participated in several job actions.  As Summer Session 2006 approaches new job actions are being discussed, including "work-to-contract."

Recently, the faculty at Foothill DeAnza College (in the San Francisco Bay area) conducted a "work-to-contract" job action.  After only six weeks, the Foothill DeAnza administration settled the outstanding contract issues to the satisfaction of the faculty.

In this issue of the FAB , we will explain what "work-to-contract" means and how faculty can meaningfully contribute to the success of a "work-to-contract" job action.  Much of the information that follows (modified to reflect the specific conditions at Santa Monica College) comes from the circulars and notices sent to Foothill DeAnza faculty at the beginning of their "work-to-contract" job action.

What it is : a legally protected work practice used as a protest strategy in labor negotiations.

What it means : Perform only those services for which faculty get paid .

Performing only those services which are required by contract, namely the primary assignment (teaching, counseling, etc.) + office hours + required division/ department meetings + reassignments.  Voluntary, discretionary activities ordinarily performed by full-time faculty, such as committee service, are not contractual obligations.

How to do it :   Perform only required activities. Withdraw from all "voluntary activities" such as working on special projects and task forces, advising student activities, and, especially, serving on committees.  Many of these professional contributions are time-consuming but "invisible" work that the District takes for granted.  Only when this "voluntary" work is withdrawn does it become apparent how much faculty do in addition to their primary duties.

Faculty would temporarily retreat from ALL committee meetings EXCEPT for the Academic Senate, Faculty Association, Tenure Review Committees, and Faculty Search and Selection Committees. These four exceptions allow work to continue on committees that address faculty welfare exclusively. Faculty Association and Academic Senate leadership can use their discretion in attending shared governance meetings. Except for the exemptions specified above, the rule of thumb is, “If the work is non-paid, do not perform it.” Faculty may wish to use the time usually spent in voluntary committee work for improvement of instruction, counseling, etc.

Faculty receiving release or reassigned time for activities, however, must continue to fulfill the responsibilities of their special assignment.

Teach the right-size classes. Beginning Summer 2006, benefit students by giving them the attention they deserve, rather than adding extra students to increase productivity. Each class has a “seat count” established by Appendix H. The maximum seat count should be reflected on the class roster as the cut-off for a full class. Faculty can also check seat count by calling the FA office.

(a) Limit class size to the published maximum student seat count. Add no students above that maximum. Sign add cards only to bring a class up to the maximum required. OR,

(b) Limit class size to the number of students actually enrolled on the class roster at the first class meeting. This will make an even stronger statement to the Board. Faculty who exercise this option will add no additional students unless they are needed to meet minimum class size. The District can enroll students in a class up to the maximum class size only “prior to the first day of classes for the semester/intersession. Once the first day of classes for the semester/intersession has commenced, only a faculty member, at his or her own discretion, may add students to the class” [that is, by signing an add card].