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Staff Union Updates

Last updated on Aug 30, 2021

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: August 30, 2021

To: All CCA Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations

Date: August 30, 2021

Dear Colleagues,

The staff unit bargaining teams representing CCA and SEIU Local 1021 have held two negotiations sessions this month, on August 6 and August 24. The meetings continue to be facilitated by a federal government mediator from the Federal Mediation and Conciliation Service. The following items were discussed:

Hours of Work section of CBA: On August 6, the two teams reached another in a series of important tentative agreements on sections for the future collective bargaining agreement (CBA). The Hours of Work section of the CBA specifies how work schedules for staff members in the bargaining unit will be set and the parameters for work schedules. The two teams agreed on which evening and weekend work schedules will be paid at higher than normal rates, which is called shift differentials. The two teams have negotiated this section over the course of several meetings this summer, and on August 6 reached a compromise that both teams endorsed.

Identifying Work Modes of Staff Positions: Campus Based, Campus Hybrid, Remote First, and Fully Remote: On August 24, nearly the entire bargaining session was devoted to seeking consensus on plans for the work modes project being piloted this fall. College officers including SVP Mara Hancock and AVP Maira Lazdins gave a presentation to the union team on the pilot project for work modes, health and safety precautions on campus, and efforts to make innovations regarding shared workspaces.

Union bargaining representatives led by SEIU negotiator Nato Green presented questions and concerns, which in turn were discussed by members of both bargaining teams. The two teams discussed processes for identifying the preliminary work modes of positions, and will continue these discussions, as the college team sees union questions and input as important to a successful pilot project.

The negotiators stated that in due course, they will negotiate a mutually agreed section of the CBA (called a side letter) that addresses these different modes—campus-based, campus hybrid, remote first, and fully remote positions—especially the unique needs of remote work.

New Positions Being Created: In past months, the college notified the union that several temporary jobs were being consolidated to create new, regular, full-time staff positions with full employee benefits in Studio Operations, a structure that will better support students when they use CCA studios.

Improving services to students is one aspect of the college’s pandemic recovery process, intended to provide a positive experience that will help attract, support, and retain students. Some of the new positions will be year round and some will work primarily when most students are on campus (full time, but not in summers). No current employee will be required to take one of the new seasonal jobs.

A tentative agreement on the seasonal position section of the CBA has not yet been reached by the two teams. The union has filed an objection with the Oakland office of the National Labor Relations Board (NLRB), challenging the fact that the college has posted for hire the additional, new positions that are expected to be seasonal. The union apparently believes the college should have waited to post the new positions until after tentative agreement on that section was reached. Further negotiations between the teams (and likely with the NLRB) will hopefully lead to resolution of that dispute.

The next meeting will be on September 8, and the lead negotiators for each team will work with the federal mediator to schedule subsequent meetings.

CCA is committed to participating in a respectful, collaborative bargaining process with SEIU Local 1021 to achieve a mutually beneficial labor agreement between the college and its represented staff. Our goal for these regular updates is to share factual, accurate information about the content of negotiations to ensure CCA staff members are informed as negotiations progress.

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 (Instructional Services), Maira Lazdins (Human Resources), George Luis Sedano (Student Affairs), Dustin Smith (Academic Affairs), and Mike Vartain (legal counsel and lead negotiator)


UPDATE: August 13, 2021

To: All CCA Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations

Date: August 13, 2021

Dear Colleagues,

The bargaining teams representing CCA and SEIU Local 1021 met on Friday, August 6. The meeting was facilitated by a federal mediator from the Federal Mediation and Conciliation Service. The following items were discussed:

Hours of Work: This proposal, which the teams discussed in previous meetings, details work hours and schedules, overtime rates, shift differentials, call-back pay and premium pay for instances when employees are assigned to perform the predominant duties of a higher-level position than their current position for an extended period of time. The union team presented a counter proposal, which the CCA team reviewed in caucus. The two teams reached a tentative agreement on this article.

Categories of Employment: This article involves definitions for various employment types such as temporary, fixed-term, and seasonal. At the union’s request, the college team provided clarification and examples of temporary and fixed-term positions. Categories of employment were previously suggested by the CCA team to be included under Recognition and Coverage, a proposal the two teams reached agreement on in January 2020 that describes which types of positions are covered by the collective bargaining agreement and how the college accords legal representation status to a defined group of staff members. The union has requested that Categories of Employment be negotiated as a separate article.

The two teams also discussed converting some union-eligible positions from exempt to non-exempt status. The union asked for a list of positions under consideration, which CCA has provided.

The lead negotiators for each team will work with the federal mediator to schedule the next meetings. CCA is committed to participating in a respectful, collaborative bargaining process to achieve a mutually beneficial labor agreement between the college and its represented staff. Our goal for these regular updates is to share factual, accurate information about the content of negotiations to ensure CCA staff members are informed as negotiations progress.

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 (Instructional Services), Maira Lazdins (Human Resources), George Luis Sedano (Student Affairs), Dustin Smith (Academic Affairs), and Mike Vartain (legal counsel and lead negotiator)


UPDATE: July 1, 2021

To: All CCA Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations

Date: July 1, 2021

Dear Colleagues,

The bargaining teams representing CCA and SEIU Local 1021 met on Thursday, June 17. The meeting was facilitated by a federal mediator from the Federal Mediation and Conciliation Service.

CCA spent most of this session reviewing two topics to provide the union team with information and offer an opportunity for questions.

  1. New positions in Studio Operations: In order to better support students when they use CCA studios, the college has consolidated several temporary jobs to create new, regular, full-time staff positions with full employee benefits in Studio Operations. Improving services to students is one aspect of the college’s pandemic recovery process, intended to provide a positive experience that will help attract, support, and retain students. Some of the new positions will be year round and some will work primarily when most students are on campus (full time, but not necessarily in summer).
  2. Reclassification of some positions from exempt to non-exempt: To provide consistency among similar staff positions and better support work/life balance, the college intends to change some exempt (salaried) positions to non-exempt (hourly). As non-exempt employees, these staff members will be entitled to a 50% higher rate of pay for assigned work more than 8 hours in a day or 40 hours in a week. (Salaried workers do not receive overtime pay.) By law, electronic time records will be kept for these positions.

Hours of Work: The CCA team also responded to the union team’s proposed provision regarding hours of work. The college team’s response to the proposal was largely positive, with a few suggestions for improvement. The CCA team will offer a counter proposal soon to help bring this part of the collective bargaining agreement (CBA) to agreement.

The lead negotiators for each team will work with the federal mediator to schedule the next meetings. CCA is committed to participating in a respectful, collaborative bargaining process with SEIU Local 1021 to achieve a mutually beneficial labor agreement between the college and its represented staff. Our goal for these regular updates is to share factual, accurate information about the content of negotiations to ensure CCA staff members are informed as negotiations progress.

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: June 10, 2021

To: All CCA Staff

From: Human Resources

Subject: Update & FAQ: CCA staff collective bargaining negotiations

Date: June 10, 2021

Dear Colleagues,

CCA is committed to participating in a respectful, collaborative bargaining process with SEIU Local 1021 to achieve a mutually beneficial labor agreement between the college and its represented staff. Our goal for these regular updates is to share factual, accurate information about the content of negotiations to ensure CCA staff members are well-informed about the process, and we invite SEIU Local 1021 to adopt a similar approach. We believe that this builds trust and strengthens our shared commitment to students and employees within our community.

For this update, we have chosen to use an FAQ format to answer some questions we have heard or that you may have at this time.

Q: What is the status of negotiations for the first staff collective bargaining agreement (CBA)? When will we reach a CBA for staff?

A: The negotiating teams representing CCA and SEIU Local 1021 have held more than 20 meetings since negotiations began in late 2019. Due to the pandemic, however, the agenda for many of the meetings during the spring and summer of 2020 had to be diverted from the new CBA to focus on negotiating the pandemic-specific Letter of Understanding to address the unique issues that arose from working at home and the disruption of COVID-19.

While steady progress is being made, it is probably slower than either team would prefer. That said, the pace of progress is about on par for a first collective bargaining agreement. The first CCA/SEIU Local 1021 CBA for the unranked faculty, for example, went into effect 33 months after the National Labor Relations Board (NLRB) election was held. It has been 25 months since the staff NLRB election. It is difficult to predict when the first complete CBA for staff will be reached. Approximately 15 discrete sections of the CBA have been mutually agreed to.

Q: What has happened in negotiations since the last report?

A: Since our last update on May 12, the bargaining teams have had two negotiation meetings, on May 18 and June 8. The meetings were again facilitated by a federal mediator from the Federal Mediation and Conciliation Service. Several key parts of the CBA were under negotiation in these meetings:

  • Job Postings and Filling Vacancies: Discussion around how to balance the factors of high-quality job skills and seniority when supervisors hire to fill job vacancies. An agreement has not yet been reached on this issue.
  • Grievance and Arbitration: The teams have reached full agreement on the contents and language of the grievance procedure. However, the process around identifying neutral arbitrators for when grievances arise is not yet resolved. This has generated a lot of discussion.
    • The college team provided a list of arbitrators with racial and gender diversity to add to a defined panel of named labor arbitrators who would handle all disputes.
    • The union team objected to having any panel of arbitrators who would be chosen by the two negotiating teams as a part of the CBA negotiation. They instead proposed to use a random list from an outside agency to send unknown-in-advance arbitrators to CCA on a dispute-by-dispute basis.
    • The college explained the value of a pre-agreed panel of arbitrators: the primary purpose is to serve as impartial arbitrators and to bring expertise in labor-management and civil rights disputes at private, nonprofit colleges. Private colleges are under intense economic pressure, and mutually selected arbitrators with these qualifications understand and can help with the survival threats that private colleges are facing. This is why this item is so important to the college team.
    • The college team advocated for a partnership rather than a rancorous relationship with SEIU Local 1021. The college team asked the union team to take a positive and supportive stance toward CCA.

Additionally, in the May 18 meeting, the union team reviewed its responses to items in a May 5 email from CCA to the union team (see the May 12, 2021 update for details). The union team acknowledged the email and responded to each point. The union team withdrew its proposal related to the Oakland Campus Redevelopment.

At the end of the June 8 meeting, the two teams expressed an intent to spend more time away from the negotiating table to reach an agreement on the concept of the panel of arbitrators.

Q: Are there negotiations happening about furloughed employees?

A: Not currently. The final four staff members who had been on furlough have been recalled to work. There are no more employees on furlough. This signals a positive step in the ongoing pace of recovery of the entire college community from the effects of the pandemic.

Last year, the two teams reached a detailed, written, signed agreement as to how to handle furloughs, and the rights and benefits of the employees who were on furlough. Very careful negotiations by the two teams led to that agreement.

Q: Are there negotiations happening about remote work options and other changes in operations?

A: The union team has asked to review these issues after the college team shares the results of the recent Service Redesign survey, which the task force is currently reviewing and organizing. The college has indicated that it expects to be able to share survey data in several weeks.

Q: Why doesn’t the college’s negotiation team publicly respond to statements from SEIU Local 1021 representatives that accuse the college team of bad motives during negotiations?

A: The union bargaining team consists of five valued staff members of CCA. If a response to accusations against the college negotiation team is called for, the college team brings its response directly to our union-representative colleagues across the negotiation table in a bargaining meeting. These meetings are where debate and conflict, and then agreement and consensus must happen. The college team respects our colleagues and the established process, and believes labor-management contracts are best forged at the negotiating table, not by vilifying individuals or disparaging the other side’s motives in public.

The next bargaining meeting is scheduled for June 17. 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 (Instructional Services), Maira Lazdins (Human Resources), George Luis Sedano (Student Affairs), Dustin Smith (Academic Affairs), and Mike Vartain (legal counsel and lead negotiator)


UPDATE: May 12, 2021

To: All CCA Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations

Date: May 12, 2021

Dear Colleagues,

The bargaining teams representing CCA and SEIU Local 1021 met on Wednesday, May 5 to continue negotiations with the shared goal of achieving a mutually beneficial bargaining agreement between the college and its represented staff. The meeting was facilitated by a federal mediator from the Federal Mediation and Conciliation Service.

The CCA team presented three proposals:

  1. CBA Coverage – In 2020, the two teams reached agreements that largely define what positions will and will not be covered under the Collective Bargaining Agreement (CBA). However, some items were left for further negotiation. On May 5, the college made proposals on this topic. The college team proposed that the CBA also include remote positions, fixed term positions, and seasonal positions.

    Remote positions refer to positions that do not work on campus.

    Fixed term positions refer to positions that are funded by external grants or positions that provide coverage for staff members on extended leaves of absence. This may also include positions that address projects and/or work needs that have a specified end date.

    Seasonal positions refer to positions that will not operate during a particular time of year. For example, summer, when there are fewer classes and workloads in some units are decreased.

    The college proposals specifically call for those positions to be within the CBA and the college team reiterated that point to the union team in the discussions. The college team also explained that fixed term and seasonal positions will be based on college needs, and existing positions will not be converted to fixed term or seasonal positions. If an employee has an interest in this type of a position, they would be able to apply for a transfer. The union team said they will present a counter proposal at a future date.
  2. Position Vacancy — This describes the process of posting for vacant positions. The union team presented a counter proposal, which the CCA team will review and respond to.
  3. Scope of Agreement — This confirms that both parties have bargained collectively to reach agreement and that neither party will compel the other to bargain during the course of the agreement. The college proposed the same language that the union agreed to in the unranked faculty CBA from 2017-2020. However, the union team rejected the college team’s proposal for the staff CBA.

The union team signed the tentative agreement regarding Leave of Absence — leaves of absence provided by the college, including federal, state, or local law requiring certain types of leave of absence — which the college team had provided for signature on April 13.

The CCA team repeated its invitation, initially suggested in the April 12 meeting, to the union team to discuss the “post-pandemic CCA” as a standing agenda item for future meetings. This topic is in line with the Post-Pandemic Service Redesign Initiative that is currently seeking input from throughout the campus community. The college team reiterated this invitation in a post-meeting letter on May 5. In a reply to this email, the union declined this invitation on May 10, saying it did not want to use joint meeting time in this way.

Following the negotiating session, the CCA team sent an email to the union team regarding the status of several additional items and proposals, with the intent of helping to facilitate a productive agenda for the next meeting, which is scheduled for May 18. Some of the items addressed include:

  • The CCA team agreed with the union team that two additional positions should be included in the bargaining unit, and will provide a detailed response on others that may be exempt under managerial, supervisory, or confidential National Labor Relations Act standards.
  • The CCA team respectfully declined a union proposal regarding Oakland Campus Redevelopment, as this topic is not among the overriding issues in front of the college as it recovers from the pandemic.
  • The CCA team is awaiting a response from the union team on proposals related to Grievance and Arbitration and No-Strike articles.
  • Both the college and union teams have drafted proposals regarding Excellence in College Services and Layoff and Severance Pay. The CCA team suggests these topics be added to the agenda soon.
  • Several additional union proposals are economic in nature and will be discussed when the two teams reach that state of negotiations.
  • The CCA team notes that the current Letter of Understanding regarding pandemic-related policies expires June 30, 2021 and suggests a discussion on an extension should be on a future meeting agenda.

The next meeting of the staff unit bargaining teams is scheduled for May 18, again with the facilitation of the federal government mediator.

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: April 19, 2021

To: All CCA Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations

Date: April 19, 2021

Dear Colleagues,

The bargaining teams representing CCA and SEIU Local 1021 met on Monday, April 12 to continue negotiations with the shared goal of achieving a mutually beneficial bargaining agreement between the college and its represented staff. The meeting was facilitated by a federal mediator, a commissioner from the Federal Mediation and Conciliation Service.

The two teams reviewed, discussed, and reached tentative agreement on the article involving Leave of Absence. This article addresses leaves of absence provided by the college, including federal, state, or local law requiring certain types of leave of absence. The college sent the final version to the union for signature on April 13.

In Monday’s session we also reviewed the list of union-eligible employees, and specifically discussed “grey area” positions—those that may or may not fall into the union-eligible category. These conversations will continue.

The college team brought up that we would like to add discussions about the post-pandemic CCA as a standing agenda item for future meetings. This topic is in line with the Post-Pandemic Service Redesign Initiative that is currently seeking input from throughout the campus community.

The next meetings are scheduled for May 5 and 18.

We look forward to 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: March 30, 2021

To: All CCA Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations

Date: March 30, 2021

Dear Colleagues,

The bargaining teams representing CCA and SEIU Local 1021 met on Friday, March 19 to continue negotiations with the shared goal of achieving a mutually beneficial bargaining agreement between the college and its represented staff. The meeting was facilitated by a commissioner from the Federal Mediation and Conciliation Service.

The two teams confirmed five previously negotiated tentative agreements, summarized here, on the following topics:

  • Job Descriptions — Job descriptions are managed by Human Resources (HR) and provided at the time of hire. Union employees can request to see their job descriptions at any time and a process is outlined for requesting updates and resolving inaccuracies.
  • Joint Labor-Management Committee (JLMC) — This committee will meet during the term of the collective bargaining agreement (CBA) to provide input to the administration on college-wide matters of importance to staff members, establish and maintain effective and cordial labor relations, exchange information, and resolve and prevent disagreements. JLMC processes and procedures are outlined in the agreement.
  • Bargaining Unit Information — The process by which the college will provide a regularly updated list of staff who are covered by the CBA.
  • Health and Safety — This describes a commitment to provide employees with safe working conditions and workplace protections, and ensure compliance with applicable state or federal regulations governing workplace safety.
  • Grievance and Arbitration — This outlines procedures and processes for filing grievances and seeking neutral arbitration. A grievance is defined as any dispute that involves the interpretation or application of, or compliance with this agreement, discipline or discharge, initiated by the union, staff member, or college.

The teams also reached tentative agreements on two additional articles:

  • Employee Orientation — Time permitted for new employees to attend union orientation and annual training.
  • Personnel Files — Personnel files are stored by HR and staff members may request to review their personnel files and may obtain copies of any documents contained within the personnel files.

Both teams have signed all of the above tentative agreements with the exception of Grievance and Arbitration, on which the union team requested further discussion.

The next meeting is scheduled for Monday, April 12.

We look forward to 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: March 11, 2021

To: All CCA Staff

From: Human Resources

Subject: Update: CCA staff collective bargaining negotiations

Date: March 11, 2021

Dear Colleagues,

The bargaining teams representing CCA and SEIU Local 1021 met on Monday, March 8 to continue negotiations with the shared goal of achieving a mutually beneficial bargaining agreement between the college and its represented staff.

By mutual agreement of the two teams, the meeting was facilitated by a commissioner from the Federal Mediation and Conciliation Service. The process was productive and the federal mediator will continue to facilitate negotiations in the future.

The CCA team presented the following items for discussion:

  • Confirmed the structure of the Pandemic Stipend for Remote Work Expenses: Internet and Cell, as shared in the March 8 HR Newsletter. In brief, the college will issue a second, non-taxable stipend to staff and faculty for remote work use of your personal internet and cell phone, covering the Spring 2020 and Summer 2020 semesters (an initial payment covering the fall semester was issued previously). Staff will see the stipend on their 3/10/21 or 3/15/21 paychecks.
  • Confirmed that by the next meeting the union team would sign several outstanding tentative agreements reached previously.
  • Reviewed and confirmed protocols for bargaining team membership and attendance at bargaining sessions.
  • Counter proposals to proposals presented previously on the following topics:
    • Employee orientation
    • Personnel files
    • Leave for union business

The union team presented information for further consideration regarding layoff decisions.

Dates were set for two future meetings on Friday, March 19 and Monday, April 12.

We look forward to 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: 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)