LCC Faculty Colleagues –

Let’s cut to the chase. Monday’s bargaining session was gravely disappointing.

After nearly a month away from the table, the Administration brought numerous proposals, but the proposals made almost no substantive movement whatsoever. The Administration did repeat multiple times that they do wish to remove significant rights and benefits from our contract that faculty have fought for and won over the past five decades. 

Clearly, the stakes remain high. We have only three bargaining sessions left before we likely go to mediation. Faculty solidarity and participation in organizing activities are absolutely essential at this moment!

For our part, we stood strong on faculty’s top priorities including compensation, benefits, workload, and job security. At the same time, we also made meaningful movement to jump start negotiations and demonstrate our commitment to reaching an agreement in good faith by focusing on what matters most to members. 

On Monday, we proposed:

* Moving to make the annual maximum workload 44 TLCs while maintaining our proposal to increase lab TLCs to 1.0 (Art. 35);

* Updating the compensation to make up for losses to inflation to 3% instead of 3.1%, clarifying part-time faculty pay parity calculations, and numerous changes for part-time flight-tech faculty (Art. 26);

* Maintaining 174.5 workdays for contracted faculty and 60 total inservice hours for part-time faculty (Art. 9);

* Allowing one management voting position on Faculty Professional Development and restructuring FPD funding to reduce budget carryover while still protecting all FPD programs and faculty decision making (Art. 23);

* Maintaining the current paycheck and dues deduction schedule for part-time faculty to avoid gaps in paychecks (Art. 31, 32);

* Reducing proposed union release time for officers (Art. 11);

* Allowing for subcontracting in narrowly limited circumstances (e.g., recent need for nurse practitioner in the health clinic) (Art. 4);

* Moving to increase personal leave by ½ day instead of 1 day for all faculty, while maintaining our proposal for payout of unused leave time, which other LCC employee groups enjoy for other types of leave (Art. 21);

* Limiting our requests for new protections for student supports to the most critical like mental health clinicians, advisors, appeal process for ADA accommodations, and sanctuary campus provisions (Art. 42);

* Reducing our proposals for essentials for faculty to the most important needs identified by members, such as offices, support for LMS transition, and AI provisions (Art. 43);
* Accepting the Administration proposal on the APR MOA (APROC MOA);

* Eliminating an MOA on Academic Technology and modernizing the Distance Learning MOA preserving key interests on workload, academic freedom, and evaluations to meet College interests in simplifying the final contract (CBA Updates); 

* and a few other minor changes.

The College proposed:

* Agreeing to keep the academic year Fall, Winter, and Spring terms (Art. 9);

* For the LMS transition from Moodle to Canvas, still paying only 12 faculty members 4 hours each now at their regular rate with nothing else for the 500+ other faculty transitioning from Moodle to Canvas (LMS MOA);

* A number of proposals with minor wording changes that have little or no impact and represent virtually no substantive movement (Art. 11, 16, 27, 46, Common Course Numbering, 33).

See below for all proposals:

LCCEA Proposals Nov. 10 2025

Administration Proposals Nov 10 2025

We need members in the room for bargaining. Please join us in building 2, room 214 for part or all of any session. 

• Tues., Nov 18, 1-4 p.m.
• Tues., Dec 2, 1-4 p.m.
• Tues., Dec 16, 1-4 p.m.

Look for updates from the Action Team and your department reps for more ways to participate. 

Your LCCEA Bargaining Team Leads,

Adrienne Mitchell

April Myler

Gerry Meenaghan

Michael Marchman

Peggy Oberstaller

Ryan Olds

Russell Shitabata