LCC Faculty Colleagues –

We’d like to begin by thanking the many faculty who showed up to support the Bargaining Team today during winter break, as well as all of the faculty who have continued to attend bargaining meetings over the past nine months. 

After our big move at the last session in our supposal, we had been optimistic that the Administration would move in kind and show that they really do want to reach an agreement. Unfortunately, they did not. Instead, the College rejected the full supposal we presented on December 2nd. Then, they presented a number of counter offers representing very limited movement toward faculty interests. The most significant issue the College moved on was Article 33 — Insurance (see below), which seems to largely return to the current contract language. There was zero movement on salary or COLA except for a $35/hour CD rate. The College remains firm on a 1.8% COLA and no retro pay.

Regarding workload, the College continues to propose no clear limits on class size and would still require mandatory overloads for contracted faculty, resulting in job loss for part-time faculty. In addition, they propose increasing Writing faculty members’ annual workload by more than 22%, also resulting in mass layoffs of part-time faculty in Writing. For details on the College’s other proposals demonstrating minimal movement, please see attached.

In what felt like another PR stunt, the College continued to misrepresent our proposal on faculty office space, claiming that our language would cost $26 million in construction for a new building. We have repeatedly made it clear that the intent is to address the needs of a handful of faculty currently working in cubicles, which could easily be accommodated by currently vacant offices.

Your team, on the other hand, made several substantive proposals (see below) to show we are bargaining in good faith and working toward agreement. These include nondiscrimination (inclusive of immigration status) (Art. 7), privacy rights (Art. 16), initial salary schedule placement (Art. 27), pay for substitutes (Art. 27), lockdown safety (Art. 45), and public health safety (Art. 46). 

Given the significant distance between both parties and the lack of progress on the part of the Administration, we informed the College that we would be requesting mediation at the end of the 150-day bargaining period on December 19. In addition, we encouraged the College to add more bargaining dates in January so that we can continue making progress to reach an agreement while we wait for mediation. Lastly, we asked them to reconsider our supposal—a reasonable compromise—in advance of its deadline of December 19, 5PM.

Please join us for two more bargaining sessions in building 2, room 214.

• Tues., Jan 13, 10am-4pm
• Tues., Jan 20, 10am-4pm

We wish you a restful, restorative winter break because we need you ready for the fight that’s coming in 2026. It will be all hands on deck! 

Your LCCEA Bargaining Team Leads,

Adrienne Mitchell
April Myler
Gerry Meenaghan
Michael Marchman
Peggy Oberstaller
Russell Shitabata

LCCEA Proposals

Administration Proposals