Three ISEA faculty member representatives -- Lee Skeens, Southeasten; Donna Eberly, Western Iowa Tech; and Carolyn Stephenson, Kirkwood -- addressed the Education Appropriations Committee at its Feb. 12 meeting. Click here to watch exceprts from their testimony and click here for a written overview .  

Last year, the Iowa Legislature established a Quality Faculty work group. It was made up of administrators and faculty including ISEA members Donna Eberly, Helen Lewis, Jon Mixdorf, Dave Neas, and Lee Skeens. Below is a list of the recommendations of the committee. Click here to download the full report.

The ISEA believes the report is good start, but we will continue to push for minimum hiring and professional development standards for adjuncts. This includes minimum standards of best practices around dual credit classes.

Work Group recommendations:

• Establish an Ad Hoc Accreditation QFP Protocol Committee
• Create Statewide Professional Development Opportunities
• Establish a Department of Education Community College Faculty Advisory Committee
• Funding for Professional Development
• Quality Faculty Plans and Adjunct Faculty

The following recommendation was unanimously supported by group members:
Each individual community college, within their institutional quality faculty plan, would address quality faculty development for all faculty at their institution.

The following recommendation was not agreed to by a majority of group members:
At a date certain, all faculty teaching at community colleges would have to meet Quality Faculty Plan provisions.

The ISEA is pushing the 2008 Iowa Legislature to make community college faculty salaries more competitive by raising the statewide average to 25th in the nation. According to data released by the National Center for Education Statistics (NCES), the average salary for faculty at the two-year schools has dropped two notches -- from 30th to 32nd. That's down considerably from a high of 24th in the nation back in 1994.

The latest IPEDS Salary Survey data reveals that Iowa's faculty members earned, on average, $44,973 in 2005-06, the most recent year for which figures are available. That's $10,407 below the national average and $3,686 below the national median. What's more, our faculty salaries lag far behind several neighboring states including Wisconsin ($64,609), Illinois ($60,270), Minnesota ($57,686), and Missouri ($49,650). In fact, faculty salaries in Iowa have actually decreased by $1,700 -- or 4.9 percent -- when inflation in factored in.

The 2007 Iowa Legislature took an important first step toward reversing the trend when it earmarked $2 million -- or about $1,000 per instructor -- to raise salaries. But much more needs to be done. According to ISEA Research estimates, it will take $8 million to bring faculty salaries to 25th in the nation and $24.1 million to reach the national average. In addition, the ISEA will be pushing for $1 million to provide professional development opportunities.

• Click here to read our news release 
• State-by-state salary rankings 
• Rankings of two-year versus four-year institutions 
• Facts about community colleges 
• Top three reasons to raise faculty salaries 
• ISEA Legislative Conference flyer 
• March 5 Community College Lobby Day flyer-updated
• Organizing for grassroots support 
• Working with the news media 
• How to organize a community or legislative forum 
• How to communicate with legislators 
• We're Worth It! powerpoint presentation  

Hawkeye Professional EA
Jon Mixdorf

Area One HEA
Tad Mueller

Eastern Iowa CC HEA
Alan Shaw

Western Iowa Tech EA
Helen Lewis

Iowa Western CCHEA
Gary Hughes

Iowa Lakes CC
Anne Peterson

Southwestern CC EA
Dave Neas

Southeastern CCHEA
Jeannette Kline
Lee Skeens

Kirkwood FA
Carolyn Stephenson

Iowa Valley CC EA
Donna Rae Beltrame

Des Moines Area CC HEA
Sam Pritchard

Iowa Central CC EA
Jennifer Condon

Ex. Board Rep. 
Lee Skeens 

Ad Hoc
Dr. Lisa Ossian

Staff Liaison
Jon Studer

• NEA Higher Education
• Department of Education Community College

There are moments in the life of an education employee that should cause concern and "raise red flags" for a college employee. In those cases, the employee should consider finding a faculty rep before participating in a meeting with a college administrator or supervisor. Many times college employees will acquiesce to questioning without representation. That's not a wise decision. The following list of phrases and situations commonly occur. When faced with the situations and phrases listed members should take it as a silent signal that it's time to find the first available association faculty representative. Check out the phraseology!

• You may need a faculty rep when a college administrator says, "I just want to talk to you for a minute." When you walk into the office, the student and college administrator are seated on the same side of the table.
• You may need a faculty rep when you walk into the office and you're met by two administrators, one is your college dean and the other administrator is from the chancellor's office (and they didn't bother to tell you what the meeting was about)!
• You may need a faculty rep when the college administrator starts getting "hot-under-the-collar" with you and you're alone.
• You may need a faculty rep when the college administrator says, "I've had some student complaints about you."
• You may need a faculty rep when the college administrator says, "I have some concerns we need to talk about."
• You may need a faculty rep when the college administrator says, "There are rumors in the community about you that we need to discuss."
• You DEFINITELY need a faculty rep when the college administrator says, "Do you want a faculty rep?" The answer is always, "YES!" If a college administrator is offering a faculty rep before the meeting takes place, the member must take it as a clue that the meeting is not going to be a happy event.
• You DEFINITELY need a faculty rep when the college administrator uses the following words in the course of the meeting: discipline, termination, employment status, or negative evaluation.
• Know your Weingarten Rights--Employee's Right to Union Representation

What to Say if Management Asks Questions That Could Lead to Discipline:

"If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I request that my union representative, officer, or steward be present at the meeting. Without representation, I choose not to answer any questions."

Weingarten Rights:
Employee's right to union representation

The rights of unionized employees to have a union representative present during investigatory interviews were announced by the U.S. Supreme Court in a 1975 case (NLRB vs. Weingarten, Inc. 420 U.S. 251, 88 LRRM 2689). These rights have become known as the Weingarten rights.

Employees have Weingarten rights only during investigatory interviews: An investigatory interview occurs when a supervisor questions an employee to obtain information which could be used as a basis for discipline or asks an employee to defend his or her conduct.

If an employee has a reasonable belief that discipline or other adverse consequences may result from what he says, the employee has the right to request union representation. When the employee makes the request for a union representative to be present management has three options:

• (1) They can stop questioning until the representative arrives;
• (2) They can call off the interview; or,
• (3) They can tell the employee that they will call off the interview unless the employee voluntarily gives up his/her rights to a union representative (an option the employee should always refuse!)

Once you've asked for union representation, any attempt by management to continue asking questions before a union representative gets there is illegal. If supervisors pressure you by telling you that "you're only making things worse for yourself" by asking for union representation, that's against the law, too.

Employers will often assert that the only role of a union representative in an investigatory interview is to observe the discussion. The NLRA has established the following rules regarding Weingarten representation:

• Management must inform the union representative of the subject of the interrogation.
• The representative must also be allowed to speak privately with the employee before the interview.
• During the interview the representative cannot argue with the employer, but can interrupt to clarify a question or to object to confusing or intimidating tactics.
• While the interview is in progress the representative cannot tell the employee what to say, but may advise them on how to answer a question.
• At the end of the interview the union representative can add information to support the employee's case.

Know the limits

Just as it's important to know what your Weingarten rights are, it is also important to know the limits:

• You are not entitled to have a representative present every time a supervisor wants to talk to you.
• Remember, if the discussion begins to change into questioning that could lead to discipline, you have the right to ask for representation before the conversation goes any further.
• If you are called into the supervisor's office for an investigation, you can't refuse to go without your representative. All you can do is refuse to answer questions until your union representative gets there and you've had a chance to talk things over.
  Download a pdf of this flyer.