At the end of our March 10th, 2023 bargaining meeting with the District, the District offered their last, best, and final offer for all remaining articles, signaling that they are no longer willing to negotiate on the remaining items. The Federation is still interested in reaching a compromise with the District.

Below, you will find a summary of compensation and healthcare that compares the District’s final offer, the state of the Federation’s current proposal, and what is included in the current Cerritos College contract.

The following is a full list of articles that are still open. The indicated “District” positions (links display most current proposal for each article) show remaining proposals, which the Federation has not yet agreed to, that appear in their last, best, and final offer. The indicated “Federation” positions (links display most current proposal for each article) show language still being proposed by the Federation but not yet accepted by the District. The Federation is still willing to discuss all of the items listed below, though the District is not.

Open Articles and Appendices

The District and Federation have worked on the following articles and appendices and have agreed on language that is bolded within the proposals.

Article 8 (Hours and Working Conditions)

District: 

1. Easier removal of PT faculty from the RPL using the evaluation process.
2. All FT faculty have 5 office hours per week (some instructors with more classroom hours have fewer office hours).
3. Greater in-person, on campus office hour requirement in support of online courses.
4. Faculty responsible for attending M-F meetings scheduled by supervisor “following reasonable advance notice.”
5. Assignment of part-time faculty to high schools (dual enrollment) counts as an offer of employment under the RPL.
6. Division deans can recommend class size increases.
7. Have high school teachers who are not ECC employees teach ECC courses.
8. Conduct Deemed Unprofessional (Section 25).

Federation: 

1. 2-day per week on-campus commitment for faculty (current requirement is 3 days).
2. Office hours calculated proportionally based on load for all FT faculty.
3. 200 loaner laptops for PT faculty to use for ECC work.
4. Codification of class size process where departments and divisions determine appropriate course cap reductions. Add faculty co-chairs to Division and Campus Load Committees.
5. Proportional assignment of teaching loads, wherever possible, between FT and PT Disability Specialists.
6. Adding a seniority process for PT faculty on the RPL.
7. Increase hours and pay rate for PT faculty PD work.
8. Language to support ECC’s dual enrollment program and the faculty who elect to teach in the program while allowing faculty to opt out of teaching in the program. See Federation Article 8, section 24 proposal for full language. 
9. Language to create and support department/program chairs should faculty elect to have a chair.

Article 10 (Compensation)

District:

1. Y1 compensation: COLA + 0.44% (7.00% total) for all salaries and pay rates, 4.00% longevity increase at step 16 and higher (FT faculty only), effective 7/1/22.
2. Y2 compensation: 75% of COLA (6.165% total), effective 7/1/23.
3. Y3 compensation: 75% of COLA, estimated at 3.54% (approx. 2.66% total), effective 1/1/25.
4. Retain process for units for salary advancement where VPHR makes all final decisions. No appeals.
5. No changes to overload rate.
6. Journalism Advisor release at 40%/semester and Journalism Coordinator release at 20%/semester.
7. Large class size extra payment based on number of students (starting at class size of 51 students).

Federation:

1. Y1 compensation: COLA + 0.44% (7.00% total) for all salaries and pay rates, comprehensive fixes to FT salary schedules for all steps/columns, 4.00% longevity increase at step 8 for PT faculty, effective 7/1/22.
2. Y2 compensation: COLA (approx. 8.22% total), effective 7/1/23.
3. Y3 compensation: NA (proposing two-year contract).
4. Additional units for salary advancement consensus process that involves faculty (appointed by Federation and Academic Senate) and administration.
5. Overload pay rate paid by the same formula for summer/winter pay, PT rate acts as floor for overload rate.
6. Journalism Advisor release at 50%/semester and Journalism Coordinator release at 50%/semester.
7. Large class size extra payment based multiple of course cap (starting at class size of 1.5x normal cap size).

Appendix B (Faculty Load)

District:

Overload formula that pays substantially less than the current overload formula to some faculty and continues to pay only 1 hour for every 2 hours of special assignment/release time.

Federation:

Overload formula that pays the same as current overload formula for instructional overload and pays special assignment/release time at parity (1 hour paid for every hour).

Appendix C (FT Faculty Salary Schedules)

(See Article 10 for full description of global salary increases proposed by both parties.)

District:

4.00% longevity increase for salary at step 16 or higher (FT only) 

Federation:

1. Addition of step 3 at top of schedule (increases all FT faculty by one step, gives starting credit for 3rd year of teaching experience).
2. Addition of half-step (half-step = $1505) for Class 1 (BA) at step 11 (currently step 12).
3. Addition of half-step for Classes 1-3 at step 13 (currently step 14).
4. Addition of half-step for Classes 4-5 at step 14 (currently step 15).
5. Addition of half-steps for Classes 1-5 at steps 17, 21, 25 (currently steps 18, 22, 26).
6. 1-5 above are proposed as applicable to salary schedules C-1, C-2, and 200-day Counselors.

Appendix D (PT Faculty Salary Schedules, Stipends, and Special Rates of Pay)

District:

No further changes other than global salary increases. See Article 10 for full description of global salary increases.

Federation: 

Two years after reaching step 6, part-time faculty shall receive a 4.0% longevity increase to their previous step 6 hourly rate.

Article 17 (Insurance Benefits)

(See chart above for summary of District and Federation proposals.)

District: 

1. FT Healthcare: flat-rate, annual contributions for each category up to the following amounts: Single ($11,160), 2-party ($18,000), Family ($21,600).
2. PT Healthcare: $1,500 per semester reimbursement program after proof of purchase of health insurance is established by HR.

Federation: 

1. FT Healthcare: District contribution of up to $29,000 annually to healthcare costs.
2. PT Healthcare: Fully reimbursed PT healthcare (equivalent to FT healthcare) for PT faculty with 40% or greater load (using statewide program).
3. Updated cash in lieu to the following amounts to align with other contracts:
   • Decline medical (FT): $5,000/yr (Current: $420/yr)
   • Decline dependent coverage (FT): $2,000/yr (Current: $420/yr)
   • Decline medical (PT, if load >= 40%): $1,500/semester (Current: $75).

Appendix A (Job Descriptions) 

District: 

1. Changes to Instructor Job Description:
   1. To participate in the District’s commitment to diversity, equity, inclusion, and accessibility. 
   2. To maintain currency and depth of knowledge of subject area expertise. 
   3. To utilize District-selected information and communication platforms.   
   4. To partner with the District to utilize materials, lectures, syllabi accessible to students with disabilities in keeping with Title 5 of the California Administrative Code for DSPS, Title II of the ADA, and Sections 504/508 of the Rehabilitation Act of 1973. 

2. Changes to Counselor Job Description:
   1. To utilize District-selected information and communication platforms.
   2. To submit records and reports required by the District within established deadlines. 
   3. To participate in the District’s commitment to diversity, equity, inclusion, and accessibility.

3. Changes to Librarian Job Description:
   1. To participate in the District’s commitment to diversity, equity, inclusion, and accessibility.

4. Changes to Faculty Coordinator Job Description:
   1. To participate in the District’s commitment to diversity, equity, inclusion, and accessibility.

5. Changes to Athletic Coach and Clinical Psychologist Descriptions:
   1. To participate in the District’s commitment to diversity, equity, inclusion, and accessibility.

6. Changes to Disability Specialist Job Description:
   1. District proposed to rewrite the Disability Specialist and Learning Disability Specialist job descriptions as two separate descriptions. (See Appendix A District proposal for full proposal.)

Federation:

Job clarifications for SHS and SRC faculty.

Appendix M-1 (FT Faculty Hiring Procedures)

District: 

Proposed language to reduce faculty voice in the search committee and process. 

Federation:

No further changes.

Finally, we have reached agreement with the District on a number of articles and even executed an MOU. Below, we have included a summary of the MOU and tentative agreements (TAs) that we have with the District. Each agreement is viewable by clicking on the associated link.

Effective Agreements

The District and Federation have worked on the following articles and appendixes and have agreed on language that is bolded within the proposals.

Counselor MOU, Article 8, Section 15

We have created an 11-month contract option for Counselors to better serve students in January and July.

Tentative Agreements

The District and Federation have tentatively agreed upon the following articles. Tentative agreements do not go into effect until the contract is signed. Any bold/underlined language in these tentative agreements represents modified contract language. 

Article 3 (Rights of the Federation)

2.5 FTEF release time in exchange for no additional FTEF for semesters during negotiations/reopeners or the semester prior to negotiations.

Article 4 (Intercollegiate Relations)

TAed.

Article 6 (Classification of Faculty Members)

Increased severance payment amounts.

Article 9 (Winter/Summer Assignments)

We have clarified the process for PT and FT faculty summer/winter assignments. FT/PT faculty will be treated more equitably in the assignment process. 

Article 11 (Paid Leaves)

We have improved the sick leave formula to a fair,  hour-for-hour deduction when the total of consecutive sick leave days is for less than a full week. We have also clarified and extended unpaid personal leave from 7 to 9 days. 

Article 12 (Unpaid Leaves) 

Created personal leave process.

Article 13 (Sabbaticals) 

We have increased the number of sabbaticals from 8 to 12 per year, a 50% improvement.

Article 15 (Holidays)

We have added Cesar Chavez Day, Juneteenth, and Indigenous Peoples’ Day. 

Article 20 (Evaluations)

We have made substantial improvements and clarifications in the timelines and requirements for evaluators and evaluatees. We have also more specifically addressed procedures for evaluation of distance education classes.

Article 22 (Grievances)

We have expanded the timelines to file grievances and added another grievance step to make the process more productive and less adversarial.

Article 23 (Work Stoppages) 

We have eliminated legacy language that truncated our labor rights beyond what current laws require. The article is now consistent with work stoppage articles at community colleges across the state and current legal limitations.

Appendix J (Sudent Survey of Counselor Effectiveness)

TAed.