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Celebrating 50 Years of Adjunct Teaching, Land Use Law, and Union Membership

“I’ve got the gospel of land use planning in my veins,” says Ed Sullivan, who begins his 50th year of adjunct teaching at PSU this year. “I’ve lived it. I’ve advocated it. And this is an opportunity to pass it on to others.”

Originally from New York, Sullivan made his way to the West Coast in 1966, when he attended law school at Willamette University. His first job out of law school was at the Washington County Counsel’s Office, where, as a young lawyer, he had a small role in the enactment of the landmark bill SB 100, a “game changer.” That legislation allowed state and local governments to regulate the use of non-federal lands in the state—for example, to prohibit converting farm or forest lands into subdivisions. The law put Oregon on the map in the world of planning law and policy and made Oregon an outstanding example of progressive land policy. 

Sullivan taught his first course at Portland Community College in 1972. A year later, Sumner Sharpe, who ran the Urban Studies department at PSU at the time (now CUPA), asked him to come to PSU. Sullivan worked as a lawyer throughout the decades until his retirement in 2014, but he continued to teach at PSU, and at Lewis & Clark and Willamette law schools. On February 2, 2022, he gave a presentation to his department at PSU reflecting on his teaching, as well as the past—and future—of Oregon’s land use, which you can read here. 

Sullivan’s signature course, which he has taught for 50 years, is Land Use: Legal Aspects. Starting in 2000, he taught Oregon Land Use Law, the only class in the entire state (including law schools) that specifically covers Oregon land use. He has also taught Environmental Law and Administrative Law at PSU. 

Sullivan, who is a proud PSUFA member, sat down with us to discuss the changing times, what makes teaching so fulfilling, and of course, his passion—land use law.  


Take me back to 1972, when you were first asked to be an adjunct at PCC. What made you say yes?

I did it because I wanted to drill down on the academic parts of planning law, understand the subject, and make myself work at it. And secondly, to overcome my shyness. I am innately shy. You’d never know it now. [Laughs.] Sumner Sharpe was the Oregon chapter president of an organization which is now the American Planning Association. Over the years, I had provided advice and written an amicus brief for that organization. Dr. Sharpe thought it would be good for PSU to have a land use law component in the department because there was none at the time and it appeared to be an important item for planners to know. 

What was Portland State University like back in the ’70s?

There was a lot less than in terms of buildings, certainly a lot smaller campus. There were a lot more “regular” students—those who were just going through from high school on the way through grad school, without a stop. Today’s students are much less white, which I think is a great thing, that the university is reaching out to minority communities. In fact, minorities are now the majority at Portland State. Many more students are taking academics later in life, taking pauses during their careers, which was less the case in the 1970s. I think people are much more deliberate about their career choices today, perhaps because higher education is much more expensive. And they’re much more involved; they’re more likely to have some job or other position—maybe an advisory committee, maybe being involved in neighborhood associations—than was the case in ’73.

First page of Senate Bill 100. (Oregon State Archives.)

What’s something that a current student would have difficulty comprehending about those days? 

Just how far planning law has come. In early 1973, SB 100 had not yet come down. It came down during my first year of teaching. It said—now, unremarkably—that the comprehensive plan that the local government adopts is the constitution for growth, and that all actions and land use ordinances must be consistent with the plan. That’s a big deal, and it is not the law in most states. We also didn’t have an LCDC (Land Conservation and Development Commission) at that time. So the state’s role in planning and planning law has evolved significantly over that time.  

How has adjunct teaching changed for you since then? 

In some ways, it’s the same: I get a contract every year, I get to teach the classes, and I don’t get any hassle, generally. The money’s better—thank you, union. And I had the benefit about four years ago to get a study grant that was done through PSUFA as part of the union contract. It paid my airfare to go speak to Australians about Oregon’s land use system and housing. So those are all good things, and better.

I’m probably the only adjunct that sits in on faculty meetings. I don’t have a vote, but three times, when accreditation comes up from national reviews of PSU’s planning program, I’ve raised the issue of the involvement of adjunct professors in the department. I complained long and hard enough that the administration finally said, “All right, you want to attend? Go ahead.” So I’m doing that. My participation is limited. Mostly it’s listening to what’s going on, and that’s a good thing. I like to find out what the faculty is thinking about, and new directions in the planning program. So I have the dilemma of answered prayers. But I’m glad I do it, and it makes me feel more participatory, so that I have my own involvement, my own stake, in what happens in the department and the school.

Besides being an adjunct professor for so long, you’ve also been a longtime member of PSUFA. Why is being a union member important to you?

Notwithstanding that I was in a white-collar job for 45 years, I was a union member while working after law school, and my dad was a union member. 

Right after my third year in law school, I worked in a cannery to make enough money to get through the summer. And I joined my first union there, the Teamsters. And I believed then, and now, that union membership is essential to assure that the workers’ rights are on the radar screen of administration. Those are protected, and advanced through unions. From my perspective as an instructor, I love the idea that somebody’s looking out for me. When it comes to contract negotiations, when it comes to—God ever forbid—if I had a problem with the department, the union would be there. All of that is to the good. I have difficulty with declining union membership nationally, and with the atomization of work. And I put my money, and my time, where my mouth is.

Teaching challenges me to rethink everything that I thought was settled.

You talked about why you started teaching, but what made you keep doing it? 

The challenge to my overly-settled beliefs, the continued need for me to think on my feet, to explain myself and my positions. The “sharing” of academics and experience—you know, that’s a BS word sometimes, but I’ve got the gospel of land use planning in my veins. I’ve lived it. I’ve advocated it. And this is an opportunity to pass it on to others.

I don’t have to do it. I don’t need to do it. But I love doing it, because I love the interaction with students. Teaching challenges me to rethink everything that I thought was settled. It gives me an interaction with the world, which I find useful, pleasant, and helpful in doing the other things that I do—in writing, and teaching elsewhere. 

For everything you have shared with students, it sounds like they have given you a lot in return as well. Could you talk more about that?

Questions come out of left field and make me rethink where I am and what I’m doing. I have graduate students choose their own paper topics in land use law. I have to approve them, but I’ve always told them “pick something outside your area of comfort. And I’ll help you with it, I’ll steer you to the right person or resource.” And I learned enough from the papers submitted that it was worth it.

What words of wisdom or advice would you give to a new adjunct, or someone new to teaching? 

Join the union! Because what happens elsewhere affects you, and you’re all alone otherwise. Secondly, be empathetic with your students. My classes are only night courses, so we have people with other jobs during the day that are doing this out of—not out of necessity, but because they want to advance themselves. Look inside yourself: Why are you doing this? It sure as hell ain’t the money. [Laughs.] But if you’re doing this as I did—to overcome innate shyness, to challenge yourself, to reexamine all the things that you thought were settled, you see new aspects of planning law all the time. Take it on. It’s rewarding. And do it while it’s fun. Right now it’s still fun after 50 years.


This interview has been edited and condensed for clarity. 

Rally With SEIU 503 on November 17

PSUFA invites you to rally with SIEU on November 17th as they fight for respect, living wages, and gender pay equity. We’ll be meeting at noon at the Urban Plaza (the outdoor gathering space and transit hub between PSU’s College of Urban and Public Affairs and the Campus Rec building).

Oregon’s legislature invested every dollar the universities asked for —$900 million in higher education—so now is the time for PSU to do the right thing and invest in the classified staff who support students and keep our campus running.

The statewide bargaining teams will be at PSU to make their economic proposals. Let’s show we are united for good working and learning conditions!

If you can’t make it, we invite you to take a selfie wearing PURPLE that day and post it to social media and let everyone know to RESPECT, PROTECT & PAY our SEIU colleagues who keep our campus running! You can print out the sign below and hold it up! (Download as PDF here.)

 We hope to see you there!

Report from the 2021 Higher Ed Labor Summit

Last week, representatives from PSUFA attended the 2021 virtual Higher Ed Labor Summit. We joined 300+ higher education organizers from over 75 unions and organizations that represented over 300,000 academic workers across the United States.

Scroll down to read the final Vision Platform the organizers put together that envisions a bold, unified vision for higher education that prioritizes people and the common good over profit and prestige! You can also read it as a PDF here.

At the end of the summit, organizers held a briefing for legislators and the media, which you can watch below.


Higher Ed Labor Summit: Building a Movement to Transform U.S. Higher Education Vision Platform 

We envision a future in which higher education is treated and funded as a social good and universal right. We envision a U.S. higher education system that works for and is led by workers, students, and the communities it serves. We envision a system that secures our nation’s democratic future and serves as a vehicle for addressing inequities. 

We envision public and nonprofit private institutions of higher education that prioritize people and the common good over profit and prestige. We envision institutions that redress systemic oppression and pursue equity along lines of race, gender, class, sexuality, nationality, indigeneity, age, (dis)ability, and immigration status for students and higher ed workers across all job categories. We envision institutions that honor the right of all workers to organize a union and collectively bargain, and commit to the fair working conditions crucial to achieving our educational mission. 

We envision a higher education labor movement that connects workers across job categories, ranks, systems, states, and sectors. We envision a movement that forms coalitions of and builds democratic power for all workers. 

The Challenges We Face 

For decades, our state systems and their institutions, working conditions, and learning environments have been compromised by public disinvestment, financialization, corporatization, and a transition to debt financing. Higher education has been underfunded, and management has prioritized generating revenue and allocating funds to divisions that yield the highest return on investment and to upper-administrator compensation. 

Workers and students have borne the burden of these structural shifts. All categories of faculty, professional and service staff, and student jobs have been cut, narrowed, outsourced, and remade into contingent, at-will positions. At the same time, upper-administrator positions have grown. The majority of faculty (at least 70%) are in adjunct or contingent appointments. This precarity presents a threat to job stability, educational engagement with students, long-term student outcomes, and academic freedom. Expanding faculty and staff contingency disproportionately impacts women and LGBTQIA+ workers, and workers of color. Tenure-track and full-time employment have declined while workers and students pay the price with lower wages, little to no benefits like health insurance and retirement, and rising tuition and fees. This results in workers and students experiencing the same precarity, leading to increased attrition, faculty turnover, and withdrawals. Higher education institutions have increasingly turned to private lenders, forcing them to prioritize Wall Street and corporate-donor demands over public interests. Students have been transformed into debtors–carrying more than $1.7 trillion in debt today. 

Without renewed investments and changes in governance, these crises will worsen. 

The Opportunity to Transform Higher Education 

Even as we face generational challenges to the integrity and future of our not-for-profit education system in the United States, these colleges and universities function as educational, economic, social, and cultural anchors in communities. So we also see enormous opportunities to reinvest in and restructure the system—which employs more than 6 million people and educates many millions more—along more just and equal lines. To transform U.S. higher education as we envision will take a movement of workers, students, and communities united across union and geographic lines. 

Therefore, as local and statewide higher education unions and ally organizations, we make the following commitments to organize for and win a just, equitable system that serves the core public educational mission for which we all strive. 

Commitment 1: Nationwide Action for Federal Government Intervention 

In order to address these national crises, we call for coordinated nationwide action to move the federal government to: 

1. Establish the right to a quality, debtless, universally accessible, and secure higher education for students, workers, and communities, with intentional mandates to increase access and retention for people historically or presently excluded on the basis of race, gender, class, sexuality, nationality, indigeneity, age, (dis)ability, and immigration status. 

2. Enact legislation and rules to regularize and stabilize higher education employment on a national scale, and to ensure fair terms and safe work conditions, living wages and steady careers for all faculty, staff, and undergraduate and graduate student workers. 

3. Enact legislation to guarantee the right for all higher education workers to organize a union and bargain collectively in every state. 

4. Invest in rebuilding higher education across the country and its territories while linking expanded federal funds to consistent and higher labor standards. This funding includes physical, research, healthcare, and human infrastructure that serves our public service mission, and formation of a public finance system to free higher education from depending on private banks for debt financing. 

Commitment 2:  Nationwide Action to Realign Our Campuses 

In order to address our campuses within these national crises, we call for coordinated nationwide action to move our upper administrators and boards to: 

1. Engage in collaborative shared governance in which all categories of faculty and staff, student groups, and unions participate at all levels and have decision-making power and key leadership roles, and surrounding communities have avenues to participate in balanced collaborations and partnerships. 

2. Align campus and state budgets with educational priorities, and focus on fulfilling the declared education al mission while meeting the direct needs of the faculty, staff, and students who are central to it. 

3. Reduce the average ratio of upper-administrator compensation to faculty and staff compensation to an equitable standard. 

4. Implement financial transparency by making available to unions and other university stakeholders all relevant financial documents used in the budgeting processes. 

5. Categorize student workers as campus employees for pay, healthcare benefits, and collective bargaining rights. 

6. Improve the immediate working conditions for all contingent faculty and staff via employment standards that include job security, pay equity, healthcare and retirement benefits, caps on course loads and section sizes, caps on case management and student services loads, safe and harassment-free work environments, collective bargaining rights, and shared governance. 

7. End precarious contingent employment and create justly compensated work for all campus workers (full time or part-time): 

a. Increase full-time staff density by redefining most current contingent and outsourced staff and service positions as benefitted full-time campus positions; prioritize moving current contingent workers at scale into those positions. 

b. Increase tenure density and establish a broad tenure standard for all faculty that recognizes the op tions of teaching tenure, service tenure, and research tenure for current instructors and faculty as well as future hires; prioritize moving current contingent instructors and faculty at scale into these positions; establish job security with stable employment, pay equity, pro-rated benefits, and research access for instructors and faculty who remain non-tenure track. 

8. Establish academic freedom for all workers and students as central to the educational mission, which has been undermined by the casualization of labor.

Commitment 3: Action Steps Toward Commitments 1 and 2 

We propose nationwide coordination and planning to: 

1. Organize to win the College for All Act, including provisions for a pipeline to tenure-track and full-time jobs for current contingent faculty and staff. 

2. Organize to win related legislation that increases federal and state funding for higher education, with the goal of eliminating the student cost of attending college while requiring institutions that receive these funds: 

a. Provide job security and promotion pipelines for non-instructional staff. 

b. Move rapidly and at scale to a supermajority tenure-track teaching and full-time instructional workforce, while guaranteeing job security and seniority for instructors who choose not to participate in tenure. 

c. Categorize undergraduate and graduate student workers as campus employees. 

d. Provide pay equity and regular raises for all campus workers. 

3. Organize to win federal legislation to attach labor provisions to existing mechanisms of federal funding (e.g. National Endowment for the Humanities (NEH), National Institutes of Health (NIH), National Science Foundation (NSF), Pell grants, etc.) to ensure that institutions honor workers’ right to organize a union and bargain collectively in good faith. 

4. Pursue federal rule-making with the Departments of Labor and Education regarding categorizations and labor standards for contingent and contract workers, employee status, and job definitions; tie these rules to accreditor recognition criteria and procedures. 

5. Organize to win the cancellation of student debt to repair the harm of higher education disinvestment, which has disproportionately impacted black, brown, indigenous, and working-class people. 

6. Develop and organize to win federal legislation, campus policies, and where possible state legislation and rules that acknowledge and dismantle the colonization and theft of Indigenous lands; create and fully fund indigenous-led programs to recruit, retain and support Indigenous students and faculty; establish institutional shared governance systems that formally incorporate into decision-making the indigenous peoples upon whose land these campuses sit and benefit from. 

7. Organize to win federal legislation, campus policies, and where possible state legislation and rules that address reparations for historical and ongoing systemic oppression and inequities, including fundamental changes to campus policing, as part of a commitment to building civil rights unionism and solidarity with the Black Lives Matter movement. 

8. Organize to win federal legislation, campus policies, and where possible state legislation and rules that require our institutions to divest from fossil fuels and invest in green construction, renewable energy, and the end of single-use plastics. 

Commitment 4:  A Unified National Movement 

We commit to work and build solidarity together to fight in our communities and across the country and its territories as a true coordinated higher education labor movement to transform our systems and our lives.


If you’d like to get involved in organizing to build the movement, please fill out this form.

March Membership Drive — Hop Aboard! 

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AAUP and PSUFA are joining forces to host a membership drive to help PSUFA build membership! The drive will take place March 1st through the 5th, and we’d love for you to join!

We’ve put together a phone banking plan to connect with potential members and have a conversation about the importance of becoming members. We know nothing replaces face-to-face conversations but we will continue to have conversations with folks over the phone. PSUFA and AAUP leaders have signed up to lead shifts throughout that week. 

Please consider signing up for a shift or two to help make some of these calls to fellow colleagues. AAUP will be providing raffled prizes such as gift certificates and gift cards to anyone who volunteers! 

All necessary materials will be provided beforehand, including a guide on how to set up a Google voice number so you don’t have to use your personal number and a reminder of the time slots you decide to sign up for. Building strength as a union is so tied to building membership. Your one shift could be the one that puts PSUFA over 50% membership, something vitally important for our union going forward.

Click here to sign up.

Donate or Receive With Portland's Presents From Partners for Union Families

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Every year, Labor’s Community Service Agency and NW Oregon Labor Council organize Presents for Partners, a holiday gift drive for union families facing financial difficulties. (Read about the 2019 event here.) 

This year will be a contactless event that will give impacted union families a ready-to-cook meal from Spin Catering, handcrafted stockings, gifts for the children to give their caregivers, gift cards, and toys.

To refer a family, including your own, to be a beneficiary, please email PSUFA benefits chair Jacob Richman at benefits [at] psufa dot org by December 7, 2020 (the sooner the better). 

If you would like to donate to LCSA’s Presents From Partners, which is also helping to support union families affected by the wildfires, you can donate here: https://www.lcsaportland.org/donate.

Signature Needed: Support Fair Pay for PSU Adjunct Faculty!

Between COVID, midterms, and the election, we know that this is a stressful time for many, and we hope that you are taking care of yourself.

While we hesitate to ask more of you at this time, as PSUFA enters the economic phase of bargaining we need your help to put pressure on our administration to make financial decisions guided by PSU’s values.

We have recently learned that PSU is considering not only offering us no pay raises, but taking away our cost of living adjustments and potentially limiting our access to our existing benefit funds, which many of you have accessed for healthcare, education, and professional advancement. It is unacceptable that our university, which claims to value equity and inclusion, would move towards even more exploitative working conditions for its most vulnerable employees.

We are asking all members to add your name to this open letter TODAY calling on President Percy & the Board of Trustees to reprioritize the core mission of the University in upcoming financial decisions.

Written jointly by members of PSUFA and PSU-AAUP (the full-time faculty union), the letter outlines the need for real and critical conversations about shifting budgetary priorities towards economic equity for the people who carry out the core mission of our University—educators, researchers, and academic professionals.

For a breakdown of the economics, check out AAUP’s writeup here (“What is the deal with PSU’s budget?”).

Please sign the letter now to show your support for fair pay and equitable working conditions. Also consider joining us if you can for economic bargaining Sunday, November 8, from 11 a.m. to 4 p.m.

The Bargaining Intensive Starts This Friday

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PSUFA is excited to resume bargaining this Friday, August 14. That day will kick off the first of five days of our bargaining intensive. We want you to get involved! Read on about what the bargaining intensive is and how you can get involved.

What is the bargaining intensive? 

Usually, bargaining is a weekslong process where union representatives and university representatives sit across from one another and rhetorically hash out the nature of our collective bargaining agreement. In April, we started bargaining like this over Zoom every Friday. Unfortunately, because of university furloughs, this kind of bargaining was put on hold in June. 

We didn't stop our work entirely, though. Instead, we split into subcommittees and used the time to hash out issues remotely. You can read about what we worked on here

Now, we are coming together for what we're calling a bargaining intensive, where we will spend five full days bargaining, from Friday August 14 to Friday August 21st (skipping Thursday, August 20). Most days will go from 9 a.m. to 3 p.m. 

What will you be talking about? 

The issues we plan on discussing are some of the issues we haven't yet been able to address yet, particularly salaries, assignment rights, benefits (including retirement and sick leave), researcher rights, and the processes around grievances. 

How can I get involved? 

We're thrilled you asked! Like previous bargaining sessions, you will be able to sit in (remotely) as a bargaining observer. In fact, we'd love for all of our members to spend at least one hour as a bargaining observer. Not only do you get to see bargaining in action, you'll also be able to give our bargaining committee feedback on how they're doing. 

You can sign up for specific times—starting this Friday!—using this Google form:

 SIGN UP HERE TO BE A BARGAINING OBSERVER

Plus! We’ll have a Slack channel (an app for connecting and chatting) where you’ll be able to talk with other bargaining observers during the session. You can ask questions, discuss what’s happening, and more. We can’t overstate how crucial bargaining observers are—it shows PSU that our union goes way beyond the people at the bargaining table, and that we’re fighting for the 1,400 adjuncts and researchers who help make PSU what it is today. By joining as an observer, you’re joining the fight for better working and learning conditions! Sign up today! 

To sum everything up: the bargaining team is about to go into an intense week, and would love for you to join!

Read all of our 2020 bargaining coverage here.

PSUFA Continues Negotiations!

PSUFA Continues Negotiations!

Members of our negotiating team will meet with PSU’s Administration next Thursday, April 26, and Saturday, April 28, pressing hard on key issues that remain unresolved -- pay equity and benefits.At the last bargaining sessions our team was thrilled with the amazing support they had from fellow adjuncts and members of other unions, including ASPSU.We’d love your support this time too. If you would like to be an observer at our upcoming sessions please fill out this form.

Here is where we will begin negotiations next week…(Click to read more)

Bargaining Update Day 3: One Good Thing, One Bad Thing

Bargaining Update Day 3: One Good Thing, One Bad Thing

Every college instructor has had the experience...you've researched your material, worked out the format of the class, and spent hours preparing the best way to present it. Yet you still find yourself standing across the room from a group of people who seem reluctant to engage in a productive discussion. Part of our job as professors is to have a toolkit ready for managing situations like this. So, on Tuesday, when admin met our proposals with silence, one of our team suggested they try the classroom technique of telling us one good thing and one bad thing. It was meant as a joke (sort of), but your blogger is going to take that advice to frame Thursday’s report. Because Thursday was…..frustrating.

Bargaining Day 2, Benefits and Parity: In which PSUFA Bargaineers Are Awesome

Bargaining Day 2, Benefits and Parity: In which PSUFA Bargaineers Are Awesome

The 6th floor of the Market Building saw some much needed sunshine on Wednesday. We continued talking about the issues that matter most to members. The morning was all about benefits, and the afternoon returned to the issue of pay parity. Both sides of the table introduced proposals, Girl Scout cookies, and only a few eye-rolls.

Here is a brief-ish summary of the highlights...

Day 1 Bargaineer Blog: Or Schooling Admin about Living Hand to Mouth

Day 1 Bargaineer Blog: Or Schooling Admin about Living Hand to Mouth

[Note: In an effort to keep our members informed as PSUFA enters collective bargaining negotiations, we will be publishing daily updates with observations about each session. On Tuesday, PSUFA presented 3 proposals related to pay parity, health care coverage, and compensation for late and cancelled course assignments. We proposed raising the minimum per credit pay so that it's equal to what a full-time non-tenure-track faculty receives for the same work. This included a pay increase aligned with faculty rank, (as our current adjunct ranks don't correlate to anything monetary) and a structure for cost of living increases. Regarding health insurance, our proposal was that adjunct faculty have access to an employer subsidized plan (similar to what is offered at PCC). And finally, PSUFA proposed increasing pay and timeframes for late contracts and course cancellations, making sure adjunct faculty get compensation if their contracts come less than 5 weeks before the start of the term and that they are compensated for prep time if a class is cancelled at the last minute.]

The nadir of a long, frustrating first day of negotiating came when a Portland State Dean thoughtfully explained to the PSUFA Bargaineers the institution for which we all work exists on a “hand to mouth” basis.  

PSU's perpetual status as the ugly stepsister of those other schools aside, this is a phrase no one making six figures should ever utter in the company of adjuncts.  Particularly moments after learning that a quarter of PSUFA members report living in households making less than $25,000 a year, and having heard the testimonies of a half dozen adjuncts about the difficulties they face gaining adequate health care, clarifying, to borrow the words of one PSUFA member, "The whole school food chain.”  The bargaining team leaders politely but firmly stepped them back from this remark.

Bargaining Update! Or With Help from a Neoliberal Consultant, Hugo Chavez Saved Christmas

Bargaining Update! Or With Help from a Neoliberal Consultant, Hugo Chavez Saved Christmas

In an effort to keep our members informed as PSUFA enters collective bargaining negotiations, we will be publishing daily updates with observations about each session. The following offers some general reflections on Friday's pre-bargaining meeting to set the agenda and review the terms of the negotiation process.

During a team building excursion to the stormy northern Oregon coast in January the PSUFA Bargaining Team adopted the name Bargaineers after a particularly strenuous afternoon spent rowing dories through the surf beyond the Grave of the Unknown Sailor.  But that constitutes a different story, one which I do not have time to entirely fabricate at the moment, so I will turn the focus of this Bargaineer Blog toward PSUFA’s week of economic reopener negotiations with Portland State University (hereafter known as Admin).  On your behalf, fellow adjuncts, we have embarked upon our periodic campaign to get more adequate compensation for your labor.

Part-Time Faculty Pack Public Hearing to Demand Access to Affordable Health Care

Khalil Zonoozy testifying in front of the Senate Workforce Committee on behalf of adjuncts seeking healthcare.

 

Over 30 Part-time faculty members, supporters, and their family members filled a hearing room on Tuesday, March 28, to attend the Oregon Senate Committee on Education public hearing on Senate Bill 196, and effort to provide affordable healthcare insurance to part-time faculty who work at multiple institutions. Many were clad in AFT-Oregon t-shirts. The large turnout was thanks to efforts by Mary Sykora (PCC Local), Travis Neel (PSUFA) and others.

PSUFA member Khalil Zonoozy gave passionate testimony about the need for accessible, affordable health insurance for faculty who work part-time at multiple institutions. The turnout was so large, there was not enough seating in the committee room and it forced the Capitol facilities team to open up overflow space. Even more submitted testimony in writing, which you can read here.

You can watch the entire hearing, here. After the hearing, the President’s of AFT-Oregon, the Oregon Education Association, and AAUP-Oregon, and the Association of Oregon Faculties issued a joint statement.

The bill has been voted out of committee and on to the Committee on Ways and Means. The effort on SB 196 is led by Senator Michael Dembrow and Representative Chris Gorsek-two long time champions of higher education.

Thanks to PSUFA Members Narendar Sahgal (for driving and bringing some amazing Chai Tea), Sheila Alfsen, Erin Currie, and Khalil Zonoozy! Thank you also to members Shane Abrams and Una Kim who submitted written testimony. 

The Hits Keep On Coming

 

“What brought us to the Union?” is a question that we often ask ourselves in the Executive Council. As an adjunct, it’s easy to feel alienated and powerless in the place(s) that you work, even though we teach as many student credit hours as tenure track faculty and make up the largest proportion of faculty (47%) on campus. Many of us are Road Scholars, commuting from campus to campus, teaching one class here and one class there and another class way over there. We are the New Majority on most of the campuses that we teach. Yet, we have no representation in the faculty senate therefore no voice in the curriculum that WE teach. We have very little job security and are paid less per credit hour than our non-tenure track colleagues. And, offices—don’t get us started on that...but stay tuned for a spring campaign to address it!

We’re not the only ones on campus who are affected by the corporatization and underfunding of higher education. The Board of Trustees voted unanimously to raise tuition 9% in the fall for in-state students (this on top of a 4% increase from last year), bringing undergraduate tuition and fees to $9,030 a year and in-state graduate costs to $15,816 a year. This increase is hard to swallow, especially when a member of our Board has profited so much off the student loan business. Tuition increases alone won’t fix the deficit, so the university is also looking to make $9 million in cuts, which will likely include “targeted personnel reductions” of $2.85 million.

So, what brings us to the Union? Given our current political climate, locally and nationally, a unified voice for workers is more important than ever. By joining together, we can go on the offense and build broad based campaigns that demand common good solutions to win progressive revenue and advance community fights for debt-free education, pay equity, and 15 NOW!

This is your Union and we need your participation more than ever. There are a lot of ways to get involved. You can be regularly involved by joining a Committee, you can join us in the streets on MAY DAY, you can write a letter to the editor, you can come to the next Executive Council Meeting, or you can start a campaign (and we’ll support you). And you if haven’t filled out your membership form, we encourage you to do it now (remember there are no additional dues). Continue reading for more important news, events, and updates!
 

In Solidarity,

The Executive Council