Collective Bargaining

Welcome to the collective bargaining page of Human Resources!

The purpose of this page is to:

  • Provide the current status of collective bargaining between the District and the exclusively represented groups;
  • Share information about the overall collective bargaining process; and
  • To post respective labor relations documents.

Status of Negotiations with Cerritos College Faculty Federation (CCFF)

Contractual Period of July 1, 2024 - June 30, 2027

Status: The District and CCFF have completed the core of the 2024-2027 collective bargaining agreement, including the economic package. The District and CCFF are currently engaged in reopener provisions contained in Article 44 of the 2024-2027 collective bargaining agreement (CBA). 
 

The District and CCFF are scheduled to meet to begin the process of reopener provisions from Article 44 of the CBA. 

 


Status of Negotiations with California School Employees Association (CSEA)

Contractual Period of July 1, 2024 - June 30, 2027

Status: The District and CSEA have completed the core of the 2024-2027 collective bargaining agreement, including the economic package. The District and CSEA are currently engaged in reopener provisions contained in Article 44 of the 2024-2027 collective bargaining agreement (CBA). 

The District and CSEA agreed to an economic package and global tentative agreement (TA) to complete the core of the contract. The Global TA contained reopener provisions to mutually sunshine non-economic topics in or around January 2025.

The District and CSEA met to begin the reopener provisions outlined in the Global TA from October 2024. The following occurred during the meeting:

The District and CSEA met to continue reopener provisions. The following occurred during the meeting:

CSEA shared the following:

  • Accepted Article 14: Bereavement Leave, presented by the District at the February 21, 2025 meeting. One change was made which was verbally discussed and agreed upon, which was to strike the word "sick" from section 14.5. The "sick leave" language was copied over from the CCFF agreement for consistency, but did not account for classified employees accruing additional leave types. The District informed CSEA that they could send it back with the word "sick" struck from 14.5 to indicate that accrued leave can be used. 
  • Presented Article 13: Personal Necessity Leave

The District shared the following:

 

The District and CSEA met to continue reopener provisions. The following occurred during the meeting:

The District shared the following:

CSEA shared the following:

  • Returned Article 8: Effects of Layoff after brief discussion and clarifying questions, CSEA stated they'll accept the language of what the District presented on February 28th. CSEA said they'll prepare the document and send it, but agreed to the District sending the TA for signatures instead after the District offered to do so. 

AT A GLANCE - A COLLECTIVE BARGAINING OVERVIEW

The Stages of Negotiations

 

Key Points to Cerritos Community College District’s Approach to Collective Bargaining

District Commitment

The Cerritos Community College District has obligations to students, the public, employees, and retirees. The District must maintain focus on student success by providing the best possible programs and instruction through the best available faculty and staff.

Other Important Points

In the past, the District could pay for unlimited medical benefits for employees while at the same time providing yearly pay raises. However, times have changed and public pension costs and medical care costs for active and retired employees have increased. The cost-of-living adjustment (COLA) and any new state funding increases the District receives do not cover the District’s annual increases in payroll and benefits costs. 

As a result, at times the District and its employees must choose between pay raises (in addition to annual step and column increases) or higher medical benefit premium maximums paid by the District.

In the recent past, the District’s classified staff and faculty have agreed to capped limits of the amount the District pays for medical benefit premiums. 

A goal of the District is to have equity between all employee groups:

All employees should have access to healthcare options on the same terms and conditions.