Labor News & Negotiations Updates
In an effort to communicate and further transparency, the District provides updates on the status of negotiations between the District and our labor groups.
(Updated as of October 14, 2022) Negotiations underway. After holding regular meetings through the summer, the District offered a settlement package proposal to the Administrators’ Association (AA) on September 1 to immediately settle all negotiations. The last full contract between AA and the District expired in December 2021. The proposal called for adding salary steps for academic administrators and conducting a compensation/salary study for classified members, as well as benefits changes, among other items.
Here is a more detailed breakdown of some key components included in the settlement package proposal made by the District:
- Additional salary steps
- The settlement proposal stemmed from the District’s commitment to achieving salary equity, and the Chancellor’s plan in 2021 to conduct salary equity studies for all groups and develop an initial funding plan. The District began in 2021 by conducting a salary study of Confidential Administrators compared to the San Diego Community College District (SDCCD), the only other multi-college district in the region, since the District experienced significant turnover in this area and the positions were considered to have the largest gaps in comparable salaries. At the time, the plan was to continue to negotiate salary equity studies with other employee groups using SDCCD as the primary point of comparison.
- Included in the settlement package proposal was the addition of four salary steps (for a total of nine) for the positions of Associate Dean, Dean, and Senior Dean at 3 percent increments (the percentage between steps) as of July 1, 2023. These additional steps were proposed for a few reasons. First, the Personnel Commission does not have jurisdiction over educational/academic employees. Second, in the compensation study comparing the District to SDCCD in 2021, the District found that the salary levels of Deans are higher in the first five steps and lower after that. The addition of the steps was contingent on AA accepting 2022 Benefits Plan Design Changes previously approved by AFT, CSEA and GCCCD confidential employee groups.
- Compensation Study for all other AA members (The District was agreeable to either Option A or B below)
- Option A
- The settlement package proposal called for the District to conduct a compensation/salary study, comparing all AA classified positions with comparable positions in the SDCCD. The District planned to complete the study by April 2023.
- The study would look at job descriptions, qualifications and skills required in the position, educational and experience requirements, placement in organizational hierarchies, as well as minimum, median and maximum wages and longevity pay.
- Following the study, the parties would meet to negotiate implementation of the findings, focusing on the positions with the greatest wage disparities between the District and SDCCD. The parties would also jointly notify the Personnel Commission of an agreement reached for the District to conduct the study.
- Option B
- Under the second option, the parties would agree that the Personnel Commission should conduct a compensation study at some point in the future. The Commission’s recommendations then would go to the parties to negotiate.
- Option A
- Wage and Benefit Changes
Conditioned on the Association’s acceptance the benefits changes previously agreed to by all other GCCCD unions and employee groups, the District also proposed the following compensation changes:
- Increasing the salary schedule by 2.0% effective January 1, 2022.
- A one-time, off-schedule payment equivalent to 2.0% of an employee’s gross earnings.
- A one-time payment of $500 per employee in consideration of the impacts of the COVID-19 pandemic.
The package proposal also included tentative agreements already reached at the table, including:
- Creation of a District Fringe Benefits Committee, serving in an advisory capacity, with two AA representatives.
- Hazard pay of a 1/1 compensation time for AA members who perform duties not in their classification that place the member in harm’s way. The members must be considered essential employees and must report to work for an event that has been declared a national emergency.
- Parental leave of five days for the birth of the child of the member, their spouse, or domestic partner. Leave must have been taken within 30 calendar days of the birth of the child.
- Skills development/professional growth included rolling the $500 allocation into the AA salary schedule as of June 30, 2023.
After much discussion between the parties, the AA negotiations team informed the District on September 13 that it would not agree to this settlement proposal.
As previously discussed by the parties at the table, negotiations will return to where they were left before the District’s September 1 settlement proposal was made. The next negotiations session is scheduled for October 27.
Previously settled negotiations
California School Employees Association (CSEA)
(Updated as of October 14, 2022). Negotiations are expected to begin shortly. Both the District and CSEA presented (sunshined) initial proposals at the September Governing Board Meeting.
American Federation of Teachers (AFT)
(Updated as of October 14, 2022) No negotiations are currently underway.
Previous settlements for all groups are archived on the District’s Labor Contract and Employee Handbooks page.
Financial outlook impacting current & upcoming negotiations
The District continues to face a structural deficit, which influences negotiations. The District’s structural deficit predated the COVID-19 pandemic. While one-time funding from the state and federal governments in the past couple of years has helped the District weather the pandemic, long-term financial uncertainty remains a significant factor in the District’s budget decisions.