Members have cast their votes and approved the new 3-year contract with LACCD that includes significant wage increases based on regional market rates for the majority of members.
The agreement includes:
Raises for most job classifications, (see the list here)
All members will receive a 5.07% Cost-of-Living-Adjustment (COLA).
The COLA and the additional wage increase will be paid retroactively to July 1, 2021.
A wage reopener for 2022-2023 to continue to fight for more wage increases.
This contract was won because members throughout LACCD stood united for respect and fair wages after much hesitation from the District. For months, members “purpled-up” every Wednesday wearing their SEIU Local 99 t-shirts. We shared photos and comments on social media and we spoke out at Board of Trustee Meetings. Let’s keep standing strong!
A big part of our fight has always been around getting equitable pay for members at LACCD. With this contract, we are moving forward to closing the inequity gap!
When can you expect to see the increase in your paycheck?
Now that members voted to approve the agreement, the LACCD Board will place it on the December 15th board meeting agenda. When the Board approves the agreement that day, payroll will proceed to update salaries and to provide the retroactive payments. The salary adjustment and the retroactive payment should be reflected either in the last paycheck in December or in the January paycheck.
You can read the 2020-2023 Summary of Tentative Agreement HERE
During our contract negotiations, LACCD refused to provide our members with any wage increase, aside from the 5.07% Cost of Living Adjustment (COLA) that all of the other unions settled for. After several months of LACCD stalling on fair wages and a fair contract, our Bargaining Team declared an impasse.
Members throughout LACCD stood united and on October 25, the district was forced back to the negotiations table to make us a final offer that included significant wage increases based on regional market rates, on top of the 5.07% COLA, for the majority of our members. We demanded that they also include a wage reopener for 2022-2023 to continue to fight for more wage increases.
After much hesitation from the District to provide us with a wage reopener, the District agreed to our demands!
If members vote YES on the tentative agreement, ALL members will receive a 5.07% Cost-of-Living-Adjustment (COLA) and the majority of our members will receive an additional wage increase on top of the 5.07% increase. Plus, the COLA and the additional wage increase below will be paid retroactively to July 1, 2021.
After LACCD said they had given us their last, best, and final offer back in August, our unity and actions moved them to come back to the bargaining table. And, on October 25, members of our SEIU Local 99 bargaining team reached a tentative agreement for wage increases. We also negotiated a wage reopener for the fiscal year of 2022-2023. So, we can continue to fight for higher wages and respect!
The agreement includes raises for most job classifications, (see list below) including an increase of 4.61% for custodians who were earning far below market wage standards.
In addition, all members will receive a 5.07% Cost-of-Living-Adjustment (COLA) Plus, the COLA and wage increase will be paid retroactively to July 1, 2021.
The vaccine has proven to be the most powerful protection against COVID-19 and the pathway to ensuring the health and safety of all students and staff. That is why we encourage all SEIU Local 99 members to get vaccinated by this Friday, October 15, 2021.
The district is requiring that proof of full vaccination be submitted by Monday, October 18, 2021. If you are filing a medical or religious exemption, it must be submitted by October 16, 2021. Regular COVID-19 testing will be required as of October 18, 2021 for employees with exemptions.
Our SEIU Local 99 bargaining team is continuing in negotiations with the district to ensure that workers’ rights are protected as the vaccine requirement is implemented. We are also seeking an extension on the October 18 deadline but at this point no agreement has been reached with LACCD. To ensure that you are following the current vaccination requirement, please plan to be vaccinated by this Friday.
You can find more information about the COVID-19 vaccine here.
The Los Angeles Community College District has offered SEIU Local 99 members what they call their “last, best and final” offer for the 2020-23 contract. And, frankly, it’s an insult. Their “best offer” still puts workers way below the wage standards for custodians in other college districts.
After they called custodians and other workers essential and hailed them as heroes during this pandemic, this is the best they can do?
We don’t think so. But the district refuses to budge. So, negotiations with LACCD have reached an impasse. That means we have reached a point in bargaining where any future meetings would be unproductive.
What happens next?
Mediation: A neutral mediator will be selected to work with our Union and the District to attempt to reach an agreement. If we can’t reach an agreement with the mediator, the next step is fact-finding.
Fact-Finding: All the facts are reviewed to determine the fairness of our demands. The mediator will look at the district’s budget, our wages, hours and working conditions compared with other similar employers.
After all that, what if we still can’t reach an agreement?
If the impasse process does not produce a settlement, the District will have the right to impose their last, best, and final offer and SEIU Local 99 workers will have the right to strike over the District’s failure to meet our demands in negotiations.
Members at LACCD: Take the pledge to stand strong for respect and fair wages at LACCD. We are Essential, Not Expendable. Sign the pledge HERE.
After members pushed back on LACCD’s initial actions in March, we continue to have extensive engagement with LACCD management. LACCD notified our union that they plan to begin a partial reopening as soon as July 27 to resume some in-person instruction to complete Spring 2020 semester courses which were hard to convert to an on-line environment.
We’re also in full contract negotiations; and we meet weekly with the Chancellor, his senior staff, and representatives from the other bargaining units.