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 firstname.lastname@example.org.
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?