Where We Are in the Process

Current Status – February 2026

• Settled: structural and technical provisions.

• Still open: compensation, health insurance, Hours/Workload/Class Size, dual enrollment, grievance, evaluation 

 

We remain far apart in the areas that most directly affect pay, workload, and enforceable contractual  rights.

W

hat this Means:

If we do not organize: (we get breadcrumbs)

• Salary gaps persist.

• Health care costs shift further onto faculty.

• Dual enrollment expansion proceeds without faculty rights.

• Faculty rights continue to be weakened.

Collective bargaining reflects collective power.

 

Our Contract Priorities

As outlined on our negotiations webpage, SCFT is focused on:

1. Competitive compensation and benefits for full-time and part-time faculty

2. Improved working and safety conditions

3. One unified contract covering all faculty classifications

 

These goals reflect member input and represent the varied interests of more than 2,300 faculty members across the district.

With a bargaining unit of this size, priorities naturally differ. Our responsibility is to negotiate a comprehensive agreement that reflects the full range of faculty needs.

 

Compensation: Understanding the Gap

Salary comparison documents demonstrate that SCCCD faculty compensation trails regional comparators in multiple columns and steps.

Using the posted 2024–2025 SCCCD salary schedule and the 2025–2026 COS salary schedule, matching COS  would require an average increase of about 8%.  

​

Depending on placement on the schedule, a State Center Faculty Member could be as much as 25% behind their counterpart at COS.

For example:

• At Column I, Step 1, the total increase required to match COS is 9%.

• At Column III, Step 16, the total increase required to match COS is 10%.

• At Column V, Step 32, the total increase required to match COS is 25%.

 

A SCCCD FT Faculty member on Column IV, Step 10 is $6,345 behind in salary and $6,000 behind in health insurance.  The total compensation is $12,345 for the year.  Without changes to the contracts, over the next 10 years, the difference in total compensation would be $152,242.

 

What Happens Next

• Additional bargaining sessions are scheduled.

• The team continues pressing for meaningful movement on compensation and contract improvements.

• A Negotiations Caucus will be held every time we are at the table with the District. At t

• All proposals, timelines, salary materials, and prior presentations remain accessible online.

 

Step Up. Stand In. Help US Build Our Power.

Contracts are not secured by a small group alone. They are strengthened when faculty are informed, engaged, and willing to take responsibility alongside one another.

​

Movement at the table is shaped not only by proposals exchanged, but by the degree to which faculty are connected, asking questions, and aligned around shared priorities.

​

We encourage faculty to review the materials and bring questions directly to the negotiations team at each faculty caucus.

​

Impasse Authorization & Strike Rights

At the November General Membership Meeting, faculty voted to authorize the negotiations team to declare impasse if necessary. That authorization remains in place.

​

Impasse is a formal procedural step used when negotiations stall and further progress requires mediation or additional pressure. It is one tool available to the union.

​

Earlier this year, we also provided presentations outlining faculty strike rights and the procedural framework surrounding impasse. Those materials remain available in the members-only archive for anyone who would like to review them.

​

At this time, the negotiations team continues working at the table to bargain in good faith while evaluating both movement from the District and broader member engagement. If/when we head into Impasse, we will let you know.

​

Register Today: April 17 General Membership Meeting

Friday, April 17,  5:30pm (Light Dinner included), Location FCC, OAB Auditorium

Registration: [Click Here to Register] 

​

This meeting will:

• Provide a comprehensive negotiations update

• Review where we stand economically

• Discuss potential next steps

• Create space for faculty dialogue and direction

​

We encourage faculty not only to attend, but to speak with colleagues about what matters most in this contract cycle.

​

We remain committed to negotiating the strongest possible agreement for faculty across the district and will continue to communicate clearly as negotiations progress.

​

In solidarity,
SCFT Negotiations Team