IMPOSED TERMS
Bargaining on the first successor Agreement between CSEA and the College began in spring of 2005. Negotiations continued into summer of that year, and we reached tentative agreement on a range of issues. When we could not reach agreement on several articles — most notably salary structure and health care costs — the outstanding issues were submitted to a fact finder, a disinterested professional who heard evidence from both sides and made his recommendations on a settlement.
For differing reasons, both CSEA members and the Board of Trustees voted not to accept the fact finder’s decision. In August, the administration invited Association negotiators to resume bargaining with the aid of a mediator, but at the first meeting the administration refused to budge from its previous positions and served CSEA negotiators with a Last/Best/Final Offer (LBFO). An LBFO states terms that, unless accepted by a union, are unilaterally implemented; the union can accept the terms or strike. Believing that the College had not bargained in good faith, CSEA filed an unfair labor practice complaint with the State Employment Relations Board. At a negotiated settlement in November, the College agreed to return to bargaining.
When negotiations resumed in January using the same mediator, we reached
a tentative agreement. However, CSEA members rejected the tentative agreement
but chose not to take any job action. The College issued a new Last/Best/Final Offer
and, when CSEA members chose not to act on it, the College implemented all of the previous
tentative agreements from the initial negotiations as well as the salary and health
care sections that had been rejected in the union ratification vote. Fulltime
faculty are currently working under these imposed terms.
The following document reflects the tentative agreements reached as of January 2006. Any portions indicated in bold italic type were unilaterally inserted into (or removed from) the document by the College as part of its imposed terms; these sections were not agreed to by Association negotiators. For purposes of faculty and managerial obligations, all articles have the authority of the original Agreement but do not constitute a formal contract. Nonetheless, faculty who violate these terms are subject to corrective action, and violations of these terms by the College or its managers are subject to grievance.
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