Contract Ratification Vote: Sept. 13 to Sept. 19

The Federation has scheduled the ratification vote from 8:00 AM September 13 to 8:00 PM September 19. The vote will be done with Election Buddy, which is a secure online voting platform. Federation members will soon receive a secure link in their email.

Only dues paying members of the Federation can vote on the proposed contract and all votes are confidential. If you do not receive your ballot, please send us an email at

As a member, you will have the option to vote no, vote yes, or abstain. A simple majority of votes will determine the results.

A “yes vote” will ratify the contract. It will then be sent to the BOT  for ratification. At that point, the contract will be in effect from January 1st, 2020 through December 31st, 2022.

A “NO VOTE” will constitute a rejection of the proposed contract. If we do not approve the contract, this will further delay the contract negotiations process and the related gains in health benefits and non-monetary improvements in our working conditions. Additionally, if we end up in mediation, it likely will be a long process and any recommendations from the mediator are not binding. Accordingly, the District will be free to offer the same contract, or worse.

Again, we strongly believe that ratification of this agreement and avoidance of the impasse/mediation process is in the best interest of all faculty on campus. We will be back at the table in less than 2 years and with your help we hope to be in a stronger position than we are now.

A summary of the proposed changes can be found at

The specific tentative agreements themselves can all be viewed at

For questions on the proposed contract, please write us at

A RESOLUTION of the El Camino College Federation of Teachers, AFT Local 1388 (ECCFT) to declare the lives of Black, Indigenous, and all Peoples of Color (BIPOC) matter; and

WHEREAS, we uphold the ideals of equal justice under the law, racial justice, and human dignity for all of our students and faculty; and

WHEREAS, allowing injustice to go unchallenged violates our principles; and

WHEREAS, racial inequality has always been a favored tool of those who wish to weaken and divide working people; and

WHEREAS, the Black Lives Matter movement has gained powerful traction in conjunction with recent tragic events involving, in particular, police brutality and institutionalized racism that target the BIPOC community; and

WHEREAS, we also believe that the growing divide between “haves and have nots” in American society undermines the realization of the belief that BIPOC lives matter in the actual workings of the criminal justice system, our schools, and workplaces; and

WHEREAS, we experience the toxic impact of the intersection of racism and poverty in too many of our students’ lives and in our classrooms; and

WHREAS, while we profoundly believe and insist that the lives of our BIPOC students and faculty matter;

WHEREAS, we express solidarity with the thousands of protesters throughout the Nation who are peacefully expressing their outrage and frustration at the deaths of unarmed Americans; and

WHEREAS, we support and express solidarity with the El Camino College Academic Senate’s resolution, to declare that the lives of Black students matter; and

WHEREAS, the deaths of George Floyd, Breonna Taylor, Ahmaud Aubrey, Eric Garner, Michael Brown, Sandra Bland, Trayvon Martin, Tamir Rice, and too many others are indicative of a growing social-economic division that threatens the current and future well-being of our academic community;

THEREFORE, BE IT RESOLVED, the ECCFT affirms its commitment to support policies and practices designed to dismantle structural racial inequality; and

BE IT FURTHER RESOLVED, the ECCFT will continue to fight for equal opportunity in employment, housing, education, and the funding of public services, and to ensure that all citizens are treated with the due process that is their legal right; and

BE IT FURTHER RESOLVED, the ECCFT will continue to support the Black Lives Matter movement and other racial justice organizations; and

BE IT FURTHER RESOLVED, the ECCFT will confront and work to eradicate racial prejudice, bias, aggression and structural inequality in our colleges and workplaces; and

BE IT FURTHER RESOLVED, the ECCFT will work to tackle the inequities that result from institutionally racist policies and practices in our colleges and workplaces, including hiring practices; and

BE IT FURTHER RESOLVED, the ECCFT will oppose policies created to marginalize BIPOC communities. We choose not to accept these conditions, as they exist, but to accept the responsibility for changing them in our colleges and workplaces; and

BE IT FURTHER RESOLVED, the ECCFT encourages members to add to their curricula concepts of equal justice under the law, of racial and social justice, and of institutional racism in their classrooms and other academic spaces; and

BE IT FURTHER RESOLVED, the ECCFT urges our members to engage in intentional learning spaces to organize for racial justice with recognition of the interconnected nature of racism coupled with systems of oppression that impact people based on class, gender identity, sexual orientation, ability and language; and

BE IT FURTHER RESOLVED, the ECCFT recognizes that the fight for civil rights and equality is as real today as it was decades ago and urges members to take initiative in collaboration with local and national organizations fighting for racial justice against the harsh racist practices to which many BIPOC people are exposed. No matter who you are, Black lives matter, and a system of fair, transformative, and restorative justice that is accountable to communities is something to which each of us has a right; and

BE IT FINALLY RESOLVED, the ECCFT will join with other labor and educational groups to call for the creation of a national model for community policing and well-funded, thoughtful programs that divert marginalized young people into academic and career programs and for an end to systemic and institutionalized racism.

Adopted by the AFT 1388 Executive Board June 9, 2020.

At 3 PM on Friday, August 28, the Federation will have a general membership meeting to allow members to vote on language to amend our Constitution so we can vote online (electronically) for contracts. Given the need to focus on safety in the age of COVID and the significant improvements in electronic voting platforms, the Executive Board proposes changes to Articles VIII and XIV of our Constitution to permit online voting.

To see the current AFT 1388 Constitution, go here. To see the proposed changes to Articles VIII and XIV, click here.

The Executive Board recommends a YES vote for the proposed changes to Articles VIII and XIV in our Constitution. Without these changes, we will not be able to vote on our 2020-2022 contract.

Our general membership meeting will begin at 3 PM. Members can join the meeting via Zoom by using the information below. When we have quorum, we will motion to approve the proposed language changes. If we have a second to this motion, we will discuss and vote on the changes. This will be the only item on the agenda. Executive Board members will be available after deliberations for general questions and updates.

Special General Membership Meeting

Friday, August 283:00 – 4:00pm

Meeting ID: 826 5826 7948 Passcode: 814684

Join Zoom Meeting

Meeting ID: 826 5826 7948

Passcode: 814684

Monday, August 17, 2020

Dear colleagues,

We have reached a tentative agreement with the District. 

Unfortunately, it is clear that the VPs, President, and a majority of BOTs do not fully value what we do. Furthermore, the ongoing global pandemic and economic contraction have led to delays, budget tightening, and reduction of funding for education at every level. Amidst these challenges, we believe we have negotiated the best possible contract that will substantively improve pay and working conditions for all faculty while simultaneously providing the best security of employment possible. Below is a summary of the past year at the bargaining table.

In March, when the administration delayed closing campus despite the growing scientific evidence that remaining open posed a threat to everyone on campus, the Federation pushed for the closure of campus to protect the safety of all employees and students while maintaining some semblance of continuity of education. 

When we abruptly transitioned to remote instruction with minimal time to prepare, the District made it very clear that the mountain of work associated with the transition to working from our homes should be done for free. We put safety and meeting our students’ needs first and for the rest of the term supported our students and did the work of the college. Once everyone was safe, we set to work rectifying this pay inequity for the additional work that we all had to do by negotiating a pair of memoranda of understanding (MOU) to further protect safety and provide some compensation for the extra work.

When the administration received federal CARES funding in the spring, they only offered to allocate some of the CARES funding for the following stipends for the transition: 

  • $600 – For Non-Instructional Faculty
  • $800 – For Instructional Faculty who converted one class
  • $1000 – For Instructional Faculty who converted more than one class

As you know, we worked hard to achieve more adequate compensation and negotiated the following on our behalf: 

  • $600 – For Part-time Non-Instructional Faculty
  • 1000 – For Full-time Non-Instructional Faculty
  • $1000 – For Instructional Faculty who converted one class
  • $1400 – For Instructional Faculty who converted more than one class
  • $1000 – For technology/instructional supplies for all Faculty
  • $650 – For instructional faculty who complete SPOCK. 

In that second MOU, we negotiated substantial job and safety protections as we did in the first COVID MOU. 

For the 2019-2022 Contract negotiations, here is a summary of the proposed changes in our contract. 

Non-monetary changes

  • Reduction of required weekly on-campus days from 4 to 3. 
  • Improvements to the part-time faculty Rehire Priority List (RPL)
  • Improvements to the ease of understanding and implementation of evaluations (Article 20)

Monetary changes

With this contract, we continue to fall behind our peers in overall compensation. But we did make some significant and groundbreaking gains.

Health care 

Full time

  • Single: District contribution increased from $590 per month to $717
  • 2 Party: District contribution increased from $1022 per month to $1231
  • Family: District contribution increased from $1328 per month to $1542

Part time

  • District health care stipend of $75 for ALL part-time faculty, per semester
  • Two paid office hours at the D-1 Step 1 Lecture rate for ALL part-time faculty, per semester


The District received 3.26% COLA for 2019/2020 and is fully funded in 2020/21. Funding for 2021/22 is unknown at this point, though it does not look promising. The District’s negotiating team explicitly said they and the President and Board of Trustees will not agree to any raise for the duration of this agreement. By the end of negotiations, after months of discussions, we even asked for a 0.5% raise and the District’s team remained firm in their position.

Lab/lecture pay parity process: This may positively impact workload and pay for faculty whose classes qualify and are granted this status (currently laboratory hours are paid at 75% the rate of lecture hours instead of 100% as they are at other colleges).

We have tentatively scheduled the contract ratification vote for September. We strongly recommend that you approve the agreement with the District. While this contract may not encapsulate every improvement that you wished to see, we sincerely hold that this is the best agreement achievable and, as outlined above, there are tangible monetary and non-monetary improvements provided to every faculty member on campus.

Additionally, we strongly recommend that you get involved in your union. We have the opportunity to change 3 of the 5 Board of Trustee (BOT) seats in November. The BOT has the power to set the priorities in our budgets and hire and release our administrators. 

The Federation’s Executive Board has a two-year plan to build our union’s power. We encourage you personally to be involved in this process as well as the upcoming BOT elections. For more information, please see our website:

If we do not approve the contract, we will likely go to impasse and then mediation. This will further delay the contract, and the related gains in health benefits and non monetary changes. Additionally, the mediation process is not binding, nor will our tentative agreements hold. Accordingly, the District is free to offer the same language, or worse language, 6-12 months from now. Again, we strongly believe that ratification of this agreement and avoidance of the impasse/mediation process is in the best interest of all faculty on campus.  

We will have general membership meetings to discuss the contract on Tuesday August 18, 2020 from 3-5 and Wednesday August 18, 2020 from 3-5. To join either meeting, here is the Zoom info:

Meeting ID: 856 4753 9567

Passcode: 649470

For members, we want to remind you that we will have a member-only Zoom meeting on Friday, August 28, 2020 to vote on a much needed change in our Constitution to allow electronic voting and ratification. It will likely be in the afternoon, please mark your schedule. 

In unity,

John Baranski, Troy Moore, and Laura Saldarriaga 

Federation Contract Negotiation Team

Sunset at Manhattan Beach.

Dear friends and colleagues,

We hope you and your family and friends are well. It is hard to believe that the summer is winding down and classes are right around the corner. It has been a strange year, for sure. We have been working hard over the summer. We have nearly completed the reorganization of the front office, created a new set of policies and procedures to improve the accessibility and transparency of the union, and, as you can see, launched a new website. We also continue to bargain with the District. We will be sharing details soon, but we are already planning and organizing for our next contract in 2023. In the meantime, please be safe and get involved with your union. We have a long list of things to do for the 2023 Contract negotiations and we would welcome a hand.

In unity,

Your Executive Board

LOS ANGELES – UTLA and LAUSD reached a tentative agreement late Sunday night that meets UTLA’s top priorities of protecting the health and safety of staff and students; closing the digital divide through a “smart start” to the school year and technology support; strengthening crisis distance learning to maintain daily school routines; expanding socio-emotional support during this period of trauma; and ensuring educator discretion and flexibility in recognition of the unprecedented circumstances in which we are living.  “When LAUSD school campuses closed in March, educators, parents and students had to adapt to an emergency moment, and over just a few days. This time, it was important to think through the challenges and to incorporate feedback from that experience — using information from a parent and member surveyand feedback from members — which is reflected in this final agreement,” said UTLA Bargaining Co-Chair Arlene Inouye.

The agreement will next go to the LAUSD School Board for a vote as well as a vote of UTLA members next week. If ratified by UTLA members, the agreement will remain in force until December 31, 2020, or until students physically return to LAUSD schools for regular instruction. UTLA and LAUSD will continue bargaining the necessary conditions for a physical reopening of schools. Some key highlights of the TA: Daily live interaction. An average school day from 9 AM to 2:15 PM. The defined schedule meets the requirements of state law (SB 98).  Targeted small group instruction, as well as time to focus on social emotional needs of our students. 

Opportunities for ongoing projects, small group work and independent work. Mondays are instructional support days; student instructional days are Tuesday-Friday. Office hours where students and families can connect with teachers. From Aug 20-28, a “Smart Start” to the school year to set the stage for teaching and learning,including using instructional time for walk-through sessions on technology to be used in class and time for outreach to students and parents. The afternoons of August 17-18 shall be used for planning and preparation for the beginning of the Academic Year. The afternoon of August 19 shall be used to make initial contact with students and families to make introductions and to explain procedures. A flexible work schedule for non-classroom educators and Early Childhood Educators,  to meet the needs of students. “This agreement will be brought to life by educators, students and parents.

This MOU is not an end point — it’s a beginning,” said UTLA President Cecily Myart-Cruz. “We must invest more resources to create healthy and safe schools and to build on this MOU with responsiveness to feedback from educators, parents, and students.”


Key checkpoints for physical reopening in the time of the coronavirus

In the wake of the COVID-19 pandemic, schools and colleges across California were shuttered to prevent further spread of the coronavirus. Staff remaining on campus performed the challenging duties of distance learning support, meal preparation and pick-up, and deep cleaning to maintain educational services during shelter-in-place orders, as well as prepare for eventual physical reopening. In the union’s document, Checklist for Safely Reopening Schools & Colleges,the CFT does not encourage the physical reopening of school sites until it is safe to do so. 

At a minimum, the CFT recommends coordination with state and local public health guidelines on every checklist item in this document to help prevent further spread of the coronavirus. This document identifies the growing number of issues that should be addressed prior to the physical reopening of a school district through a Memorandum of Understanding, or MOU, between the local union and the district. As such, this is a working document that may evolve with changing science and health guidelines from public health and safety agencies.

This helpful checklist list was compiled through a collaborative process between the educational divisions of the CFT, the CFT standing committees, and the California Department of Education Taskforce on School Reopening. The CFT urges AFT local unions to tailor this checklist to local conditions to best assist in ensuring a safe working environment for educators and students now and in the near future. The checklist covers three key areas: General Conditions, Infection Prevention and Labor Relations.

On July 1,  California Secretary of State Alex Padilla announced the 12 measures that have qualified for the November election, along with their ballot numbers. Schools and Communities First, the CFT’s top statewide priority in November, will appear as Proposition 15.  CFT will be urging its members to vote “Yes on 15!” to close corporate property tax loopholes and raise up to $12 billion a year in revenue for schools and local communities.

While this measure has long been a priority for CFT members so that we can move California from the bottom of per pupil education spending in this country to the top, it will be even more critical as our schools and the communities they serve begin to deal with the effects of the COVID-19 pandemic.  

Proposition 15 qualified in April 2020 with a record number of 1.7 million signatures, more than any measure has ever gathered. Grassroots support has steadily been building for this measure, and it has earned the endorsement of prominent Californians, like State Superintendent of Instruction Tony Thurmond and big city mayors like Libby Schaff in Oakland, Eric Garcetti in Los Angeles, and MIchael Tubbs in Stockton. Vice President Joe Biden also registered his support early on for Schools & Communities First.

As the union’s political efforts get underway this fall, members can expect to hear more about why this measure is so critical to our work as educators and classified employees. There will be many opportunities to get involved and ways to help spread the word about why this revenue measure will be so critical to the long-term health of communities across the state of California.  Let’s all work together to make sure this measure passes in November: Yes on Prop 15!


June 17, 2020 Whereas, CFT is a Union of Educators and Classified Professionals representing more than 120,000 employees working at every level of public and private education from Head Start to Universities of California, many of whom come from diverse racial and ethnic backgrounds, specifically Black racial and ethnic backgrounds; and

Whereas, CFT condemns those building blocks of racial oppression, anti-Black racism, and unconscious biases that provide the structural support for America’s historical foundation of systemic racism;

and Whereas, CFT maintains that America’s systemic racist ethos has not been sufficiently addressed in greater society, given that such racism has engendered far too many incidences of unjustified killings of unarmed Black lives, especially by law enforcement, the most recent being George Floyd;

and Whereas, Derek Chauvin, a white police officer, kneeled on the neck of George Floyd, a 46-year-old black man lying face down while handcuffed, for nearly 9 minutes while Mr. Floyd begged for his life saying, “I can’t breathe. I can’t breathe,” as three other officers prevented bystanders from intervening;

and Whereas, the senseless, dispassionate killing of George Floyd is just one in a long line of killings of Black lives who incessantly face police violence, prosecution, and incarceration in far greater — and disproportionate — numbers than other citizens in America, causing severe harm and heart-break, primarily to Black communities, but also to the collective society;

and Whereas, in 2016 CFT recognized the intense and overwhelmingly toxic effects of systemic racism at that time, partly as a result of the killing of a Black, male youth, Trayvon Martin, in 2012, adopted a resolution establishing its Racial Equity Task Force to educate itself and its members about America’s systemic racism against people of color, specifically Black men, its history of racial oppression, and to acknowledge, give space to, and confront the difficult topic of racial bias;

and Whereas, CFT is working toward cultivating its own consciousness regarding systemic racism via its Racial Equity Task Force, and has begun assisting Black lives in becoming more integral parts of an education system that can only be strongest when all students have an opportunity to be positively influenced by a racially diverse group of Educators and Classified Professionals;

and Whereas, the Executive Council of CFT adopted a Code of Conduct to acknowledge a need to correct its own actions related to racial discrimination to prevent and prohibit discriminatory, harassing, or otherwise unacceptable behavior in the workplace at any CFT activity, event, or meeting, even if conduct does not rise to the level of legal violation;

and Whereas, the Code of Conduct adopted by the CFT strives to provide a work environment that is free of discrimination and harassment, that is positive and respectful of an individual’s race, ethnicity, religious creed, color, sex, age, national origin, sexual orientation, physical disability, mental disability, medical condition, genetic information, gender identity or expression, ancestry, pregnancy, marital status, veteran status, or any other characteristic protected by law;

and Whereas, although, CFT is doing its utmost to change its own consciousness with regard to systemic racial prejudice, CFT acknowledges that very little has changed with regard to America’s progress toward ensuring the protection of the rights, liberties, and overall value of Black lives;

and Whereas, America has far exceeded the time necessary to act decisively to end anti-Black sentiment, discrimination, macro- and micro-aggressions that are unconsciously engaged through white ethnocentric biases;

and Therefore, be it resolved, that CFT states emphatically its position against systemic racism in all of its forms and ardently state that Black Lives Matter;

and Be it further resolved, that CFT states emphatically that ALL Black Lives Matter —  men, women, all those along the gender spectrum, trans, queer, disabled, undocumented, lives with record;

and Be it further resolved, that CFT reaffirm its commitment and duty to eviscerate  systemic racism, which has been long known to erect barriers between the advancement and freedoms of Black lives, specifically our Black Educators and Classified Professionals, while simultaneously intensifying our efforts to seek out, listen to, and amplify the voices of our Black members and all who support them;

and Be it further resolved, that CFT reaffirm its effort to diversify its staff at all levels through the implementation of its affirmative action policy;

and Be it further resolved, that CFT actively and strategically engage locals and employers where we have affiliates to address systemic racism in their policies and implementation decisions that affect the education system we serve;

and Be it further resolved, that CFT continue to actively lobby against budget cuts that will result in massive layoffs of mostly classified jobs, which will disproportionately impact the Black community;

and Be it further resolved, that CFT partner with and support efforts of other organizations and/or groups aligned with the movement for defending Black lives against systemic racism, especially those organizations and/or groups that are Black-led, and 1) share the goal of gaining liberation, reparations, access, and equity for Black lives in California; 2) remain focused on addressing and ameliorating the economic issues facing Black communities; and 3) are  committed to reforming law enforcement and the criminal justice system at all levels (partner organizations or groups might include, but are not limited to: educational, labor, non-profit, civil rights, health, justice, religious, community, grassroots, local, state, national, and international, etcetera);

and Be it further resolved, that CFT champion efforts ensuring economic and democratic liberties for Black lives by achieving such ends as the 1) reinvestment in social services and education; 2) access to living wages and family-supporting jobs; 3) access to universal healthcare; 4) right to vote safely without barriers; 5) right to home ownership in neighborhoods they may have been formerly denied access to; and 6) right to a safe and secure livelihood free of fear from unnecessary violence from law enforcement;

and Be it further resolved that CFT advocate for efforts at all levels, including our local, state, and national Labor Councils and Coalitions, for example: The King County Labor Coalition, which demands that law enforcement unions immediately enact policies that actively address racism in law enforcement and hold officers and agencies accountable for policy violations against citizens and that they are removed from the Labor movement for such violations;

and Be it further resolved, that CFT advocate for efforts of the labor movement that further the cause of racial and economic justice;

and Be it further resolved, that CFT refrain from working with or supporting law enforcement departments, organizations, and labor organizations that support anti-Black policies and/or engage in activities that bolster the implicit racial bias known to exist;

and Be it further resolved, that CFT refrain from working with or supporting law enforcement departments that utilize: 1) the choke hold and carotid artery hold; 2) racial profiling; and 3) the use of the stop-and-frisk style programs;

and Be it further resolved, that CFT advocate for efforts to reform police policy, which may include the following:  Eliminate all uniformed police officers from school and college campuses; Redirect these funds to social services, mental health services, health care, and other school and community building programs; Drastically reduce the funds for city and county police forces; Defund the militarization of the police force at the federal level in order to end the dissemination of military equipment and tactics to state and local police departments; Implement mandatory training on de-escalation and implicit race bias; Create civilian review boards with power to implement real accountability measures for law enforcement officers and departments that violate their oath to protect and serve; Create a national law enforcement database to record and track behavioral misconduct; Join in discussions regarding bail and drug law reforms;

and Be it further resolved, that CFT commence action on this resolution immediately upon its passage by identifying and appointing leaders who will make significant strides forward with regard to the issues mentioned herein;

and Be it further resolved, that CFT hold a press conference with partner organizations and leaders informing the public of our commitment laid out in this resolution to actively engage the dismantling of systemic racism that affects primarily ethnic minorities, but specifically Black lives;

and Be it finally resolved, that CFT fully engage all of its resources to achieve the goals as laid out in this resolution.  

Passed by CFT Executive Council on June 17, 2020