Cerritos College contract negotiations — The Downey Patriot

Dear Editor:

I am a faculty member at Cerritos College. I pride myself on putting students first. I do everything I can to model strength, support, ethical behavior, and caring for others in my class. I expect Cerritos Community College District to do the same for me as an employee.

However, the Cerritos Community College District doesn’t care about me. As a professor at Cerritos College, I’ve been working on the same salary since 2019, even though inflation is at its highest level in 10 years.

Although I’m lucky that my wife and I both have full-time jobs in education, I watch my colleagues struggle with historic inflation and no economic relief in sight. And at the same time, the Cerritos College Board of Trustees gave themselves a 10% raise. This same board also provided the President of Cerritos College with a bonus of $40,000, an amount more than double the average annual salary of my part-time colleagues at Cerritos College.

My part-time colleagues, who make up 70% of faculty members, are among the lowest paid in the Los Angeles area. However, Cerritos College District has over $40 million in accessible reserves and over $30 million in unspent federal COVID relief funds.

Cerritos College District has the ability to provide appropriate compensation for its employees, but that simply will not be the case. Cerritos College faculty made good faith efforts to negotiate a raise and a new contract for more than 16 months. At the same time, Cerritos College District was found guilty of engaging in illegal bargaining tactics and bad faith bargaining. And another unfair labor practice charge was recently filed against Cerritos College District.

Cerritos College faculty ensured students had access to education before and during the pandemic. As a result, Cerritos College had more students graduating with a degree or certificate than ever before. But at this year’s graduation ceremonies, the Cerritos College District failed to thank faculty for continuing to provide a high-quality education, even when the world felt like it was falling apart around us.

As a faculty member at Cerritos College, I will continue to put my students first. I will continue to model strength, support, ethical behavior and care for others. But I’m also human, and I can’t go on for long without the support, ethical behavior, and care of my employer, Cerritos Community College District.

April Bracamontes

Editor’s Note: Cerritos College has provided the following statement regarding contract negotiations with faculty members:

The Cerritos College District (District) and the Cerritos College Faculty Federation (CCFF) have been engaged since February 5, 2021 in contract negotiations following the Board’s ratification of both parties’ initial proposals. On June 2, 2022, the district provided a significant contract offer regarding salary to CCFF Chairman Wang, representing a substantial increase from the previous offer made on October 29, 2021.

The District’s official June 2, 2022 contract offer proposes to provide all full-time and part-time faculty employees with timely annual salary increases, including increases to already excellent benefits. Contrary to claims of no salary increases and one-time bonus payments for three years, the latest district contract offer proposes to increase the expected salary for full-time faculty by 10% over three years, in addition to providing one-time premium annual payments totaling 8% over the three-year period. Part-time professors get even higher increases to bring them closer to parity. Cerritos College District’s latest contract proposal is outlined below:

Wage increases

18% increases over three years for full-time and part-time (non-teaching) faculty, broken down as follows:

Year 1: 3.5% on time + 3% once

Year 2: 4.0% on time + 3% once

Year 3: 2.5% on time + 2% once

21.67% increases over three years for part-time faculty (teaching), broken down as follows:

Year 1: 5.335% on time + 3% once

Year 2: 5.835% on time + 3% once

Year 3: 2.50% on time + 2% once

Cerritos College District had already signed an agreement providing for a $6,000 increase in the cap on health and welfare benefits, bringing the total to $29,000 per full-time employee. Follow the link for more details on the compensation proposal.

The purpose and objective of these proposals are to balance the unknown future of funding in the state if statewide enrollment continues to decline, the robust funding the state currently enjoys, and to recognizing the hard work of our faculty and ensuring that they remain among the highest paying community colleges. faculty in the region.

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