Need Help?

Skip to Content

CCA Portal

Staff Union Collective Bargaining Proposals

Last updated on Mar 11, 2022

In October 2019, bargaining teams representing CCA and SEIU Local 1021 began negotiations with the shared goal of achieving a fair, mutually beneficial first collective bargaining agreement (CBA) between the college and its represented staff. Negotiations began in October, 2019 and on March 10, 2022, we were able to achieve full tentative agreement on the first staff collective bargaining agreement.

The table below lists each proposal and side letter that was under negotiation with a brief description and the final status of agreement on the proposal.


Proposal

Description

Status

Compensation

Adjustments to pay rates at or after the time the CBA is signed.

Tentative agreement achieved in March 2022

Duration (Term) of Agreement

Defines the length of agreement.

Tentative agreement achieved in March 2022

Retirement

Defines the matching retirement contributions by the College.

Tentative agreement achieved in March 2022

Paid Time Off

References paid company holidays, vacation time, and paid sick leave.

Tentative agreement achieved in March 2022

Job Postings and Filling Vacancies

Describes the process of posting for vacant positions and has involved discussion around how to balance the factors of high-quality job skills and seniority when supervisors hire to fill job vacancies.

Tentative agreement achieved in March 2022

Management Rights

The college’s normal management responsibilities as an institution of higher education.

Tentative agreement achieved in March 2022

Effects Bargaining (including Campus Unification)

This article notes that the union and the administration shall work together to address campus unification issues and the legal parameters for that process.

Tentative agreement achieved in March 2022

Diversity, Equity, Inclusion & Belonging

Recognizes the foundational role of staff in promoting DEIB at the College and recommends additional training and education.

Tentative agreement achieved in March 2022

Classification System

Addresses pay rates for new position titles that are not in the approved list of job titles and outlines the process for the college to retain an outside service or consultant to analyze and make recommendations on ways to simplify and rationalize CCA’s staff unit positions, and the corresponding classification and pay structure to promote pay transparency and equity.

Tentative agreement achieved in March 2022

Performance Evaluations and Performance Improvement Plans

Outlines the process for the College to inform the union of changes to templates or if a staff member will be placed on a PIP.

Tentative agreement achieved in March 2022

Layoff, Recall & Severance Rights

Reviews procedures for permanent or indefinite layoffs and considers the concepts of notice prior to layoff, the formula for severance pay, and a bumping provision.

Tentative agreement achieved in March 2022

Job Titles

Outlines job titles for all of the positions in the bargaining unit.

Tentative agreement achieved in February 2022

Tuition Remission

Outlines tuition remission eligibility.

Tentative agreement achieved in February 2022

Categories of Employment

Defines categories of employment including temporary, fixed term and 9.5 month positions.

Tentative agreement achieved in February 2022

Work Stipend

Monthly work stipend for staff to address work-related expenses such as internet, phone, and transportation.

Tentative agreement achieved in January 2022

Union Access

Outlines the ways that the union can communicate in a timely manner with staff covered by the CBA, such as distributing union information to physical or electronic mailboxes or posting to designated bulletin boards. This article also provides access to campus for meetings and events for designated union stewards and representatives at agreed upon times.

Tentative agreement achieved in January 2022

Scope of Agreement

Identifies the CBA as the sole and exclusive record of agreement. between both parties and waives the right to bargain collectively on items in the agreement during the agreement period.

Tentative agreement achieved in January 2022

Union Rights including Dues

The union’s normal right to require that union dues be paid by all staff in a bargaining unit classification.

Tentative agreement achieved in January 2022

No Strike/No Lockout Clause

If there is a dispute, the union shall not allow a strike or similar work stoppage and the college shall not prevent staff from working.

Tentative agreement achieved in January 2022

Health Care and Other Benefit Plans

Addresses health benefit coverage offered by the college to its employees.

Tentative agreement achieved in January 2022

Grievance and Arbitration

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.

Tentative agreement achieved in September 2021

Hours of Work

How work schedules for staff members in the bargaining unit will be set and the parameters for work schedules. It includes sections on: Premium pay, Work schedules, Overtime rate, Shift differentials, Call back pay and Acting in higher classification pay.

Tentative agreement achieved in August 2021

Leave of Absence

Leaves of absence provided by the college, including federal, state, or local law requiring certain types of leave of absence.

Tentative agreement achieved in April 2021

Employee Orientation

Time permitted for new employees to attend union orientation and annual training.

Tentative agreement achieved in March 2021

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.

Tentative agreement achieved in March 2021

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.

Tentative agreement achieved in December 2020

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.

Tentative agreement achieved in December 2020

Bargaining Unit Information

The process by which the college will provide a regularly updated list of staff who are covered by the CBA.

Tentative agreement achieved in November 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.

Tentative agreement achieved in February 2020

Discharge and Discipline

Staff will not be terminated from jobs without just cause as defined by labor law.

Tentative agreement achieved in January 2020

Recognition and Coverage

How the college accords legal representation status to a defined group of staff members.

Tentative agreement achieved in January 2020

Definition of Seniority

Defines how staff members’ length of service will be calculated.

Tentative agreement achieved in January 2019

Savings Clause

How a section of the collective bargaining agreement is saved and revised if a court or arbitration process nullifies it.

Tentative agreement achieved in January 2019

Commuter Benefits

Outlines a reimbursement for commuter expenses.

No further negotiation

Governance & Financial Transparency

Request to promote transparency in finance and governance of College's assets.

No further negotiation

Participation in Institutional Processes

The union team requested that union representatives be able to attend private meetings of the CCA Board of Trustees. The college team has denied this request.

No further negotiation


In addition to the proposals that were under negotiation as part of the collective bargaining agreement, several side letters or letters of understanding are included in the negotiation process. They are listed here.


Side Letter

Description

Status

COVID-19 Letter of Understanding

This Letter of Understanding focuses 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.

Tentative agreement achieved in January 2021, with previous versions in April and June 2020

9.5-Month-Position Side Letter

In the spring of 2021, the college notified the union that several temporary positions were being consolidated to create new, regular, staff positions with full employee benefits in Studio Operations. This structure was designed to better support students and to create a more stable, cohesive team of staff members. The college had a sense of urgency around these positions due to the need to serve students immediately at the start of the fall semester, as the college recovers from the impact of the pandemic.

This item was moved to the Categories of Employment article and tentative agreement was achieved in February 2022.

Assigned to Work Remotely including Work Stipend

Side letter for work at home matters and expenses incurred at a home/remote office.

Tentative agreement achieved in March 2022. Tentative agreement achieved in January 2022 on the Work Stipend.