2023 Negotiations: Tentative Agreement
As of September 28, 2023, the Federation bargaining team and the District have reached a tentative agreement (TA) on all articles, appendices, and MOUs related to negotiations of our successor bargaining agreement. Below, you will find a comparative summary of key differences between the District’s last, best, and final (LBF) offer, presented in March 2023, and the TA reached in mediation. Farther below, the text of each document comprising this TA is available for viewing. The Federation bargaining team has additionally provided a brief summary of new/key changes alongside each document. We invite and encourage thorough review of the materials below and any emergent questions.
As of October 8, 2023, Federation members ratified the tentative agreement for our 2022-2025 Collective Bargaining Agreement with 99.03% of voters voting in the affirmative to ratify the agreement. On October 16, 2023, the El Camino College Board of Trustees unanimously ratified the agreement as well, completing the ratification process. The full text of our collective bargaining agreement can be viewed here.
Key Differences Between District’s LBF and TA From Mediation
| District’s Last, Best, and Final Offer | TA from Mediation | Notes | |
| Year 1 Compensation | – 7% salary increase – 4% longevity increase for FT faculty step 16 and higher – Effective 7/2022 | – 9% salary increase – 4% longevity increase for FT faculty step 16 and higher – Effective 7/2022 | – 2022 state COLA = 6.56% |
| Year 2 Compensation | – 75% of COLA* (6.165% total) – No additional longevity increases to FT salary schedule – No structural fixes to FT salary schedule – Effective 7/2023 *Compounded increase Y1/Y2 = 13.60% | – 75% of COLA* (6.165% total) – Addition of step 15 (using old step 16 salary) – Creation of new step 30 (old step 30 + $3000) – Additional 2% longevity increase for FT faculty at step 30 – Effective 7/2023 *Compounded increase Y1/Y2 = 15.72% | – 2023 state COLA* = 8.22% – This is an effective step raise for all FT faculty at step 15 or higher. This also starts to fill in salary schedule gaps. – This 2% raise at step 30 is in addition to the salary increase and creation of new step 30 (at +$3000) *Compounded state COLA for Y1/Y2 = 15.32% |
| Year 3 Compensation | – COLA minus 25% – Loaner laptops available for fraction of PT faculty – Effective 1/2025 | – Salary reopener – Longevity increase of 4% at new step 8 for PT faculty – Effective 7/2024 | – Salary increases now start in July, six months earlier. – As of 7/2024, this increase will immediately apply to all PT faculty who have at least two years of service since reaching step 6. |
| PT Healthcare | – PT healthcare contribution of up to $1500/semester | – PT healthcare contribution of up to $3300/semester – Reopener on this program in 2024 | – The current PT healthcare benefit is $75/semester. |
| Office Hours | – 5 mandatory office hours for FT faculty | – 4 mandatory office hours for FT faculty | – This is a reduction in OH for most FT faculty. |
New Tentative Agreements From Mediation
The District and Federation have tentatively agreed upon the following articles during mediation. Tentative agreements do not go into effect until the contract is signed. Any bold/underlined language in these tentative agreements represents modified contract language that will appear in the new contract if ratified.
Article 8 (Hours and Working Conditions)
- All FT faculty have 4 office hours per week (prorated to load, 20-minute OH is new minimum time).
- Codification of class size determination process where departments and divisions determine appropriate course cap reductions. Add faculty co-chairs to Load Committees.
- Resolved an inequity for FT counselors and their PD requirements.
- More protections and benefits for faculty who teach dual enrollment classes on site (at high schools).
- Y1 compensation: 9% salary increase, 4% longevity increase for FT faculty step 16 and higher, effective 7/2022.
- Y2 compensation: 6.165% salary increase, addition of step 15 (using old step 16 salary), creation of new step 30 (old step 30 + $3000), additional 2% longevity increase for FT faculty at step 30, effective 7/2023.
- Y3 compensation: salary reopener, longevity increase of 4% at new step 8 for PT faculty, effective 7/2024.
- Journalism Advisor release at 40%/semester and Journalism Coordinator release at 20%/semester.
- Net increase to overload pay for most faculty.
- Improvements to logic and accuracy of load, overload calculations.
- More flexibility for faculty who want additional load.
- Load banking, which allows faculty to bank overload to use as release time or take as paid overload later.
2022 Appendix C (FT Faculty Salary Schedules) and Appendix D (Stipends, and Special Rates of Pay)
(See Article 10 for full description of global salary increases .)
2023 Appendix C (FT Faculty Salary Schedules) and Appendix D (Stipends, and Special Rates of Pay)
(See Article 10 for full description of global salary increases.)
2022 Appendix D (PT Faculty Salary Schedules)
(See Article 10 for full description of global salary increases.)
2023 Appendix D (PT Faculty Salary Schedules)
(See Article 10 for full description of global salary increases.)
2024 Appendix D (PT Faculty Salary Schedules)
(See Article 10 for full description of global salary increases. NOTE: The PT longevity step will begin in July 2024.)
2023 Appendix D5 (Overload Rate)
(See Appendix B for further details.)
Article 17 (Insurance Benefits)
- FT Healthcare: flat-rate, annual contributions for each category up to the following amounts: Single ($11,160), 2-party ($18,000), Family ($21,600).
- PT Healthcare: $3,300 per semester reimbursement program after proof of purchase of health insurance is established by HR.
- Reopener on PT healthcare program in 2024.
PT Healthcare Pilot Program MOU
(See text of this MOU and summary regarding PT healthcare above.)
- District retracted most of their remaining changes.
- Federation and District mutually retracted in-progress language on Disability Specialist job description.
Appendix M-1 (FT Faculty Hiring Procedures)
- Deans will conduct reference checks.
Article 25 (Agreement Conditions and Duration)
- Reopener for salary in year 3.
- Reopener for PT healthcare program in year 3.
Previous Tentative Agreements From This Contract
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.
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.
Created personal leave process.
We have increased the number of sabbaticals from 8 to 12 per year, a 50% improvement.
We have added Cesar Chavez Day, Juneteenth, and Indigenous Peoples’ Day.
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.
We have expanded the timelines to file grievances and added another grievance step to make the process more productive and less adversarial.
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.
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.