Our LACCD LMC met with District representatives October 31 in a follow-up to member demands to address a range of workplace issues. The Next LMC meeting with the District is November 21, 2025.

The discussion covered three formal demands (training, policy changes, and an MOU for uniform policy/contract application), plus new issues raised by members.

Demand #1 — Mandatory In-Person Trainings

Our demand: Mandatory in-person trainings on –

• Non-Sexual Harassment
• Professionalism
• Conflict Resolution

District response:

• The Personnel Commission currently offers 4–5 trainings focused on positive teamwork.
• They will send all existing trainings to the union for review.
• The Personnel Commission Director will attend the next meeting to discuss additional training needs.

Demand #2 — Policy Changes (Complaint / Discipline / Retaliation)

Our demands:

1. Complaint Procedure
   • Create enforceable procedures.
   • Negotiate an MOU on the complaint procedures.
   • Include a Conflict Intervention Process.
2. Limit Administrative Leave
   • Cap administrative leave to no more than 60 days.
   • Create a clear timeline for investigations.
3. Zero Tolerance for Retaliation and Violence
   • District must follow and uphold current contract language on retaliation.
   • District must align its own policy with the contract.
   • District must provide its policy on workplace violence.

District response:

• The District will develop training for supervisors around disciplinary policies; this training will include rules & procedures and the district’s expectations.

Demand #3 — MOU for Uniform Policy & Contract Enforcement Across All Campuses

Our demands:

1. Define the threshold for action – ensure the district follows and upholds current contract language regarding when action should be taken.
2. Zero tolerance for violence – Request district to define what constitutes “violence.” and specify that if an investigation finds an employee guilty of violence, termination should occur.

District response: The District agreed to the MOU and asked the union to send them the draft.

New / Ongoing Issues Raised by Members

1. Understaffing: We stated that because of short staffing the work schedule is affecting everyone at all campuses. More people need to work overtime and many employees are not receiving overtime hours. If our members don’t perform and complete all work given, they get written up.
   • District response: Each campus may have custodians that have not kept up with the demands on their original schedule. However, they will follow up.
2. Urinal Cartridge Replacement: Custodians are still performing urinal cartridge changes. Members believe it is a plumber’s duty.
   • District response: District representatives were not aware and will follow up to clarify job duties.
3. Retaliation: We stated that Management is retaliating against our members who file grievances or make complaints. There shouldn’t be retaliation, and they shouldn’t cause division between the supervisors and their co-workers. Members say this is creating a negative environment.
   • District response: District will follow up with all worksites regarding retaliation concerns.