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.