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Staff Union Updates

In April 2019, eligible CCA staff participating in an election overseen by the National Labor Relations Board (NLRB), an agency of the US government, voted in favor of union representation. In May, the NLRB certified this group as a collective bargaining unit of non-supervisory, non-managerial staff to be represented by Service Employees International Union (SEIU) Local 1021 for purposes of collective bargaining negotiations with the college. Negotiations began in October, 2019 and will continue until a collaborative bargaining agreement is reached, which will serve as a contract between the college and represented employees.

This page will be updated periodically with reports from the college’s bargaining team as negotiations progress, with the goal of providing timely, accurate information about the collective bargaining process. If you have additional questions, please contact hr@cca.edu.


UPDATE: February 10, 2021

To: All CCA Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations

Date: February 10, 2021

Dear Colleagues,

There has been significant progress at the virtual bargaining table since our last update in December, as teams representing CCA and SEIU Local 1021 continue to negotiate with the shared goal of achieving a mutually beneficial collective bargaining agreement between the college and its represented staff.

Since our last update to you on December 8, we’ve met twice—on December 18 and January 15—and the lead negotiators for both teams have continued exchanges of proposed agreements between meetings.

Our most recent meeting led to several positive outcomes:

  • Signed letter of understanding on COVID-related policies regarding Health and Safety, Worker’s Compensation, Medical Leave of Absence, Employee Health Benefits, Reimbursement for Work at Home Expenses, Using Paid Sick Leave, Furloughs, and several other items. This expands and extends letters signed previously in April and June 2020.
  • Final agreement on a non-taxed pandemic stipend. The stipends will be issued this month for staff who worked during the time period covered (August 15–December 31, 2020).

At our December meeting, the teams also reached tentative agreements on several proposals to be included in the eventual collective bargaining agreement:

  • Job Descriptions: Ensuring all staff members have a copy of their job descriptions, and the process for requesting updates and resolving inaccuracies
  • Bargaining Unit Information: The process by which the college will provide a regularly updated list of staff who are covered by the CBA
  • Joint Labor-Management Committee: Guidelines for this committee, which consists of representatives of the union and the college
  • Grievance Procedure: Definitions and processes for filing grievances and seeking neutral arbitration

Discussion will continue on the below proposals:

  • New Staff Orientation: Time permitted for new employees to attend union orientation and annual training
  • Union Leave: Leave of absence for employment with the union that CCA can grant to an employee for a temporary period of time

These latest tentative agreements join others that have been reached over the course of the collective bargaining process. Previous agreements include:

  • Savings: How a section of the collective bargaining agreement is saved and revised if a court or arbitration process nullifies it (January 2019)
  • Seniority: Definition of how staff members’ length of service will be calculated (January 2019)
  • Discharge and Discipline: Agreement that staff will not be terminated from jobs without just cause as defined by labor law (January 2020)
  • Recognition and Coverage: How the college accords legal representation status to a defined group of staff members (January 2020)
  • Employment Policies: Six policies that cover equal employment, unlawful harassment, prohibition of close personal relationships in teaching, mentoring and supervisory activities, workplace violence and procedures to assist in implementation of the policies (February 2020)
  • Health and Safety: A commitment by the college to provide a safe working environment, including during the pandemic (April 2020)
  • Medical Leave: Agreement regarding medical leave, including COVID-related leave (April 2020)
  • Furloughs: Agreements around furlough status protections and benefits (August 2020)

We look forward to resuming negotiations and continuing our progress toward a collective bargaining agreement that benefits CCA’s valued staff members, supports our academic mission, and maintains the financial stability of our college well into the future.

If you have questions or comments about the collective bargaining process, please contact Human Resources.

For previous updates and FAQs, see the Staff Union Updates page on Portal.

Respectfully,

CCA Bargaining Team

Annemarie Haar (Libraries & Creative Instructional Technologies), Maira Lazdins (Human Resources), George Luis Sedano (Student Affairs), Dustin Smith (Academic Affairs), and Mike Vartain (legal counsel and lead negotiator)


UPDATE: December 8, 2020

To: All Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations

Date: December 8, 2020

Sent on behalf of the college’s negotiating team for the staff collective bargaining unit

Dear Colleagues,

We’re writing to share a progress update on staff collective bargaining negotiations between the teams representing CCA and SEIU Local 1021.

Our most recent negotiating session took place via Zoom on Friday, December 4. Our final meeting of 2020 is scheduled for Friday, December 18, then we’ll break for the holidays and resume negotiations in the new year.

Friday’s meeting focused primarily on proposed revisions to the pandemic Letter of Understanding that was signed in April 2020 and amended in June. At the previous meeting (November 20), the union team presented the college team with a set of proposed updates. We agreed to several proposed revisions in that meeting, and promised to review and respond to the others prior to the December 4 meeting, which we did. Both teams are largely in agreement on proposed COVID-related policies regarding Health and Safety, Worker’s Compensation, Medical Leave of Absence, Employee Health Benefits, Reimbursement for Work at Home Expenses, Using Paid Sick Leave, Furloughs, and several other items.

The college team proposed adding several items to the Letter of Understanding that have been part of previous negotiations for the final Collective Bargaining Agreement (CBA). We have already reached tentative agreement on several of these items. The college team believes that this approach would enable the Letter of Understanding to serve more broadly as an interim agreement as we continue to make progress toward a final CBA. The two teams were in agreement on several additional points, but were not able to reach agreement on all. We will continue negotiations at our next bargaining session next week.

The union team and the college team have not yet fully discussed the college’s proposals regarding an additional pandemic stipend to supplement the interim reimbursement policy for remote work expenses that is currently in place, and a set of proposed procedures to improve productivity and communications for negotiations conducted via Zoom.

If you have questions or comments about the collective bargaining process, please contact Human Resources.

For previous updates and FAQs, see the Staff Union Updates page on Portal.

Respectfully,

CCA Bargaining Team

Annemarie Haar (Libraries & Creative Instructional Technologies), Maira Lazdins (Human Resources), George Luis Sedano (Student Affairs), Dustin Smith (Academic Affairs), and Mike Vartain (legal counsel and lead negotiator)


UPDATE: November 25, 2020

To: All Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations

Date: November 25, 2020

Sent on behalf of the college’s negotiating team for the staff collective bargaining unit

Dear Colleagues,

We’re writing to share a progress update on staff collective bargaining negotiations between the teams representing CCA and SEIU Local 1021.

Our most recent negotiating session took place via Zoom on Friday, November 20. At the end of the meeting, both teams characterized it as productive. Additional meetings are scheduled for Friday, December 4 and Friday, December 18, then we’ll break for the holidays and resume negotiations in the new year.

In between our October and November meetings, CCA announced updated health plans, features, and costs during the annual benefits open-enrollment period. These include a new Kaiser plan available at no cost to employees, which the college anticipates many staff members will join. The union team informed the college that it was agreeable to the new and updated plans.

Topics discussed at the November meeting included:

  • Pandemic stipend — Prior to the meeting, the college team provided the union team with a proposal outline for a stipend intended to help employees with costs associated with working remotely. This would be in addition to the interim reimbursement policy for remote work expenses that has been in place since early in the pandemic. The union requested several changes to the proposal, and the college agreed. The teams will continue to discuss at upcoming negotiation meetings.
  • Procedures for future Zoom negotiations — Noting that negotiations were more mutually effective when they took place in person prior to the pandemic, the college team proposed a set of 11 guidelines intended to help improve productivity and communications in future Zoom meetings. These included:
    • Meetings would be scheduled in advance by the chief negotiators for the two teams.
    • Written proposals would be sent in advance to allow time for study prior to meeting.
    • Outside media would not attend meetings and meetings would not be recorded.
    • Three observers would be allowed per meeting, with more by mutual agreement.
    The union team acknowledged the proposed guidelines but declined to agree to any ground rules.
  • Revised pandemic Letter of Understanding — At the meeting, the union team presented the college team with a set of proposed updates to the current pandemic Letter of Understanding, which was signed in April and amended in June. The college team agreed to many of the revisions on the spot, and we committed to study and respond to the remaining revisions before the next meeting.

If you have questions or comments about the collective bargaining process, please contact Human Resources.

For previous updates and FAQs, see the Staff Union Updates page on Portal.

Respectfully,

CCA Bargaining Team

Annemarie Haar (Libraries & Creative Instructional Technologies), Maira Lazdins (Human Resources), George Luis Sedano (Student Affairs), Dustin Smith (Academic Affairs), and Mike Vartain (legal counsel and lead negotiator)


UPDATE: October 27, 2020

To: All Staff
From: Human Resources
Subject: Update: CCA staff collective bargaining negotiations with SEIU Local 1021
Date: October 27, 2020

Sent on behalf of the college’s collective bargaining team

Dear Colleagues,

This is an update on collective bargaining negotiations between bargaining teams from CCA and SEIU Local 1021, which began in October 2019 and are continuing this fall. Previous updates may be found on the Staff Union Updates Portal page.

In September, negotiations focused on achieving an agreement on an updated Letter of Understanding and Addendum to cover more staff health and safety needs related to the pandemic, and to extend the agreement on rights and benefits for those staff members who were on furlough.

The two teams exchanged proposals and both teams indicated in writing that they believed the teams are moving closer to achieving a final agreement on the Letter of Understanding and Addendum.

On September 30, the college bargaining team wrote to the union team and suggested the two teams continue to meet for negotiations on a number of Friday mornings in October, November, and December. The college team also provided information on health-insurance premium payment processes for furloughed employees.

On October 20, the union team responded to the college team’s September 30 suggestion that the two teams meet for negotiations in October, November, and December. The union team offered a number of dates in November and December.

On October 21, the CCA team responded to confirm the dates of November 20, December 4, and December 18 for the teams to next meet for negotiations. The CCA team also suggested that the two lead negotiators work directly with each other to negotiate the remaining details on the updated Letter of Understanding and Addendum prior to the next meeting, scheduled for November 20.

If you have questions or comments about the collective bargaining process, please contact Human Resources.

For previous updates and FAQs, see the Staff Union Updates page on Portal.

Respectfully,

CCA Bargaining Team

George Luis Sedano (Student Affairs), Annemarie Haar (Libraries & Creative Instructional Technologies), Maira Lazdins (Human Resources), Dustin Smith (Academic Affairs), and Mike Vartain (legal counsel and lead negotiator)


UPDATE: September 29, 2020

Email Sent To: All Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations with SEIU Local 1021

Date: September 29, 2020

Sent on behalf of the college’s collective bargaining team

Dear Colleagues,

This is an update on collective bargaining negotiations between bargaining teams from CCA and SEIU Local 1021, which began in October 2019 and are continuing this fall. As negotiations progress toward our shared goal of reaching a mutually beneficial collective bargaining agreement (CBA), we will provide regular updates on the Staff Union Updates Portal page and in the HR newsletter.

Please note that all CCA staff members are receiving this update, whether or not your positions will be covered by the CBA. There are also a number of positions for which the two teams have not yet agreed on representation. The teams will negotiate to determine whether these positions are to be covered by the CBA, or whether they are considered management, supervisors, or confidential employees and therefore not in the represented group.

Background
In March 2019, CCA and SEIU Local 1021 agreed to hold an election to be overseen by the National Labor Relations Board (NLRB), an agency of the U.S. government under the federal Labor-Management Relations Act. The voting unit included all regular CCA staff members who are not management, supervisors, or confidential employees.

The election was held in April 2019 and a clear majority of those who voted selected union representation by SEIU Local 1021. The NLRB certified the election as final in May, and by mutual agreement of the college and the union, contract negotiations began in October 2019.

Negotiation sessions between the two bargaining teams continued during the winter of 2019–20 and through the spring and summer of 2020. These negotiations initially took place in face-to-face meetings, and have continued via Zoom during the pandemic.

Progress

The two teams have reached a variety of tentative agreements on language for sections of the future CBA. During the summer, negotiations focused on achieving a letter of understanding and addendum that cover staff health and safety needs related to the pandemic, and that cover rights and benefits for those staff members who have been on furlough. This month, the two teams have exchanged additional proposals regarding extending the letters of understanding to the end of December 2020, as well as resuming the work of negotiating the terms of the future collective bargaining agreement.

Goals
As the college’s bargaining team, we are committed to a respectful, efficient, and productive negotiating process. Our goal is to reach a mutually beneficial collective bargaining agreement that continues to provide CCA staff with solid benefits and salaries, and maintains the current operational flexibility of the college administration that is necessary to respond responsibly to the various and evolving challenges that confront the institution.

If you have questions or comments about the collective bargaining process, please contact Human Resources.

For previous updates and FAQs, see the Staff Union Updates page on Portal.

Respectfully,

CCA Bargaining Team

George Sedano (Student Affairs), Annemarie Haar (Libraries & Creative Instructional Technologies), and Dustin Smith (Academic Affairs)


UPDATE: January 17, 2020

Negotiations between the bargaining teams representing SEIU Local 1021 and CCA began in October 2019, continued through November and December, and have now resumed following the winter break. These negotiations have taken place primarily in face-to-face meetings of the teams, through in-person discussion of written contract proposals.

In these meetings, the teams have exchanged and discussed contract proposals and current CCA operational processes on the following topics:

  • Job promotion opportunities through open posting of vacant positions
  • Nondiscrimination assurances
  • Definition of and policies regarding seniority
  • Diversity of the workforce in various facets of service to the students of the college
  • Clarity of job descriptions
  • Salary increases for staff implemented in January 2020
  • The future unification of the college in San Francisco
  • The rising cost of living in the Bay Area, including for renters
  • The process for resolving complaints and grievances
  • The Staff Advisory Committee

The teams have also begun negotiations of compensation terms of the collective bargaining agreement, such as:

  • Future wage increases
  • Classifications of jobs
  • Employee health and welfare benefits, such as medical, retirement, and other important benefits that the college offers its employees

The college’s bargaining team is committed to a respectful, efficient, and productive negotiating process, and our goal of a mutually beneficial collective bargaining agreement (CBA) that continues to provide CCA staff with solid benefits and salaries, and maintains the operational flexibility necessary to respond responsibly to the various and evolving challenges that confront the institution. We will continue to post updates here as negotiations progress.

If you have questions or comments about the collective bargaining process, please contact Human Resources.


Collective Bargaining FAQs

POSTED: November 18, 2019

Q. How do collective bargaining negotiations work?

A. Under law, collective bargaining negotiations take place primarily in face-to-face meetings of negotiation teams representing the college and the union, through in-person discussion of written contract proposals. The union team initiates negotiations with a set of opening proposals. This starts the give-and-take process that will lead to a final contract. Collective bargaining agreements are written by the negotiators, with careful attention to language. Once agreed upon, this language will become a legally binding blueprint for future CCA operations.


Q. What are the college’s goals for negotiations?

A. The college’s bargaining team is committed to a respectful, efficient, and productive negotiating process to reach a mutually beneficial collective bargaining agreement (CBA) that continues to provide our staff with solid benefits and salaries, and maintains the operational flexibility necessary to respond responsibly to the various and evolving challenges that confront the institution. The college is committed to negotiating in good faith with the unified, overarching goal of reaching a CBA for our staff that prioritizes serving our students and fulfilling our academic mission at the highest level.


Q. What is SEIU?

A. SEIU stands for Service Employees International Union. The second-largest labor union in the country, SEIU represents nearly 2 million individuals in a variety of occupations, primarily in the health-care, public-service, and property-service sectors. SEIU is highly active in national, state, and local politics; legislation advocacy; and community affairs. The SEIU affiliate for the Bay Area is Local 1021.


Q. Who are the people serving on the teams negotiating the collective bargaining agreement?

A. The college’s team includes CCA staff members Leslie Gray (Human Resources), George Sedano (Student Affairs), Annemarie Haar (Libraries & Creative Instructional Technologies), and Dustin Smith (Academic Affairs). Legal counsel for the college, Mike Vartain, is the college’s lead negotiator.

The union’s team includes CCA staff members Piper Alldrige (Studio Management), Amber Bales (Libraries), Kate Goyette (Studio Management), Matt Kennedy (Educational Technology Services), Cynthia Santos (Educational Technology Services), and Brian Woods (Educational Technology Services). Nato Green from SEIU is the union’s lead negotiator.


Q. What is the authority of the negotiating teams?

A. Each negotiating team has the authority to make tentative agreements to the various parts of what will become the final collective bargaining agreement (CBA). When the two negotiating teams believe they have reached tentative agreements on all possible issues, the two teams initial a tentative CBA. The union then conducts a vote of eligible staff members to ratify the tentative agreement, which is also reviewed by the officers of the college. If both sides are satisfied, there will be a signed CBA. The CBA can be valid for three years, or another period as agreed upon.


Q. What is the timeframe to complete negotiations?

A. Negotiations will continue until the two teams reach a collective bargaining agreement. It is the college’s desire to negotiate efficiently and reach an agreement as soon as possible.


Q. How are compensation and benefits typically negotiated during the collective bargaining process?

A. Financial matters such as compensation and benefits are usually determined near the end of CBA negotiations, and are often among the last items to be agreed upon and implemented.

According to the college’s business cycle, wage increase for staff are typically made before the winter break and implemented in January. For staff members in the new union bargaining unit, all such matters must now be negotiated with the union into the collective bargaining agreement.


Q. Where can I find out more?

A. Human Resources
Staff Advisory Committee
HR Anonymous Box
SFOAK Unite Organizing Committee (OC)