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 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.
Returned Article 8: Effects of Layoffafter 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.
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