CCFF Meeting Tuesday, April 18, 2017, SS 136

Our next CCFF (Cerritos College Faculty Federation) meeting will be held in Social Sciences room 136 next Tuesday, April 18, 2017 at 11:00 am. Please attend. We have many important items to discuss. Among them:

+ A dues restructuring for next year. A portion of your dues is required to go to the AFT and CFT. American Federation of Teachers and California Federation of Teachers are the parent unions of CCFF. We have more control over the rates set for our local chapter dues. Your union has done and is doing more than ever before. And we are gearing up for negotiations which will begin anew in the Fall.
The restructuring is not expected to cost you more than a couple of cups of Starbucks coffee per month.

+ Time will be provided for you to hear from the ladies and gentlemen who are running for a CCFF office in the upcoming election:

Full Time Faculty Member-at-Large: Tor Lacy and Carlos Arce
Part Time Faculty Member at-Large: J.P. Pereira and Pauline Acosta
COPE (Committee on Political Education) Chair: Dennis Falcon and Lyndsey Lefebvre

Come find out more, hear about your next pay raise (2.5% on July 1) and some of the helpful plans your union has for the benefit of our entire bargaining unit.

We cordially invite you and look forward to seeing you there.


Craig Breit
CCFF Communications Chair

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2017 Annual Meeting – Sat. February 25

On Saturday, February 25 from 10:30 am -2:00 pm CCFF will hold its Annual Meeting and Family Picnic.

Union members can register for this event until February 17. (If you’re not a union member, you can become one before the event.)

Event: CCFF Annual Meeting/Family Picnic
When: Saturday, February 25, 10:30 am -2:00 pm
Where: LC 155 & Falcon Square
What: Annual business meeting from 11-12 where union members will vote on bylaws changes
Fun for kids/partners from 10:30 – 1:30: bounce house/jumper, sports, arts & crafts, etc.
Tacos for omnivores and herbivores alike.

Why should you attend?

This is the ONLY chance for union members to make changes to the constitution and by-laws and structure of the union. These by-laws and amendments are changed by a majority of OUR UNION MEMBERS PRESENT AT THE ANNUAL MEETING. Those members can suggest changes to the proposals on the agenda at the meeting itself. PROPOSED changes are available here.

PLUS… Optional Title IX Training conducted by Dr. Valyncia Raphael, our campus Director of  Diversity, Compliance, and Title IX Coordinator from 2:15 pm -4:15 pm – babysitting can be provided for children over 4 as long as we know in advance.

2017 Annual Meeting

Can You Imagine This Happening to You?

Important Update Regarding Part-Time Faculty Re-Employment Rights

If this is your first semester here, CCFF welcomes you. For some of us, it might be our 10th semester — or tenth year, or 18th year.

The following is a story of someone who is an eighteen YEAR (part time) employee.

As most of you know, CCFF and the District concluded negotiations last semester with many new provisions now taking place for Spring 2017. In addition to salary improvements and increased office hour compensation for part-time faculty, part-time faculty can now qualify for a re-employment preference at the College, once they receive two consecutive evaluations OR are given an assignment for six semesters without a negative evaluation.

This is standard stuff – work here long enough, with good evaluations, and you qualify for a re-employment preference at your same past load, subject to enrollment, bumping and the availability of assignments.

Unfortunately, in the very first semester of the new contract the District is already violating the new Article 13 re-employment preference. The District is refusing to provide ANY assignment to a faculty member who has (a) 18 years of service and (b) a history of 100% positive evaluations.

The District’s actions are a complete repudiation of the language it just negotiated with the Union. Its actions also violate the California Education Code’s new requirement that all colleges have re-employment rights for faculty (SB 1379).

It shows cruel disregard for a faculty member with nearly two decades of service. Imagine you are this person. You turned in your request for work on time. You provided a wide scope of availability. You have positive evaluations from your peers. You are experienced and familiar with the Course Outline of Record, and you really love teaching the students at this College. And the email in your inbox says:

“​This email is being sent to you simply as a courtesy. This is to inform you that you are not scheduled to teach a class section with the department for the upcoming […] semester. Your interest and availability will be kept on file and you may be contacted for a class assignment in upcoming semesters.”

Does this honor the spirit or letter of the re-employment preference?

It also is a loss for the College and its students, who are about to lose a valuable resource. This is an experienced educator who was ready and willing to come and work at Cerritos College, who has years of accolades and awards, who has built relationships with students, and who reasonably carved the time out for our campus while waiting for an assignment.

And perhaps most chillingly, the District’s interpretation of Article 13 renders the re-employment preference for faculty completely meaningless. According to the District no matter how many years of service you have, and no matter how many positive evaluations you have, your employment is always subject to immediate termination.

How Assignments Work for Part-Time Faculty

Re-employment rights for part-time faculty are set forth in Article 13: “Temporary Part-Time Faculty Reemployment/Assignment.” Under Article 13, part-time faculty are divided into two general categories — those who have a re-employment preference (13.2.3c) and those who do not (13.2.3a).

All part-time faculty, regardless of whether they have obtained a preference, are placed on a seniority list. For faculty without a re-employment preference (and for assignments for all part-time faculty beyond a re-employment preference), many factors go into determining these assignments, with experience, qualifications, program need and seniority all considered…. in that order.

This makes sense – for newer faculty without a preference the Divisions have increased flexibility and give greater weight to non-seniority factors. For faculty with a re-employment preference, however, it means that those faculty have already served at least three years with only positive evaluations, and in those cases the faculty have a right to have an assignment at their existing load level, subject to availability.

Article 13.2.3(c) provides that:

“When feasible, each Division will provide part-time faculty with the same or similar faculty load as an assignment of at least the same or similar faculty load as in the previous semester if the part-time faculty member has received two (2) consecutive satisfactory evaluations or has been given an assignment for six (6) semesters including summers with no negative evaluations.”

These part-time faculty have already proved themselves, and the CBA consequently guarantees a right to “the same or similar faculty load” when feasible (subject to availability, enrollment, etc.)

The Union is aware that College Divisions need a certain amount of flexibility, and not only are all assignments (even for faculty with a re-employment preference) subject to availability, but ALL re-employment preferences are subject to having positive evaluations. And part-time faculty with a re-employment preference, like all faculty, are subject to continued peer evaluations throughout their career.

The District’s Interpretation of Article 13 Violates the California Education Code

Here’s what the code says:

The CCFF-District negotiations last Fall dovetailed with the California Legislature’s passage of SB 1379. This legislation requires community colleges to provide part-time faculty with a re-employment preference that meets certain minimum standards. The College must provide a re-employment preference based on:

“(I) The length of time part-time, temporary faculty have served at the community college or district,
(II) The number of courses part-time, temporary faculty have taught at the community college or district,” and most importantly
(III) The evaluations of temporary faculty conducted pursuant to Section 87663 and other related methods of evaluation that can reliably be used to assess educational impact of temporary faculty as it relates to student success.” (Education Code 87482.3.)”

The Union and District negotiated a part-time re-employment preference along these exact lines. A preference requires a length of service and history of positive evaluations, and then the level of that re-employment preference is based on past load.

In refusing to provide a re-employment preference to faculty with the requisite history of service and positive evaluations, the District is violating the Education Code. The Union is grieving this matter and will be taking all other actions as may be appropriate.

We want your feedback on this matter, which we see as an issue of fundamental importance for our Union and its faculty.

-We have posted a survey for all faculty to rate their confidence of the re-employment preference and to provide comments, feedback or questions to the Union. Most importantly, we want to know of any other violations of the new Colelctive Bargaining Agreement.. The survey may be found here:

Your union strives to represent the best interests of ALL faculty. We believe all faculty have the right to those employment protections listed in the Education Code, SB 1379+ and our contract — a contract that YOU helped us win. We will continue to fight for you and the fair treatment of our members. An injury to one is an injury to all.

In Unity,

Terrance Mullins, CCFF President

Craig Breit, CCFF Communications Chair
Cerritos College
11110 Alondra boulevard
Norwalk, California 90650
(562) 860-2451, extension 2625

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We Have a Contract Because of You, Faculty

Kimberly Rosenfeld gave this speech on the night the Cerritos College Board of Trustees approved the 2015-18 faculty contract:

Greetings, my name is Kimberly Rosenfeld and I am the lead negotiator for CCFF and today we are here to celebrate this Collective Bargaining Agreement (CBA).

This document was made possible because of you! Yes you CCFF members.

I am talking about you…

Science Engineering & Mathematics – give a holler if you are out there! and you Fine Arts, let’s hear it!

Business Education & Social Sciences goes without saying, Liberal Arts where are you my colleagues? 

Physical Education we could not have done it without you! I am talking to you especially Deb Jensen 

Technology we knew you were rooting for us Counseling and Library where are you our friends? 

and Health Occupations How could I forget you, our friends.

I am here today to share a very brief history of how we got here!

How we got HERE to this night:

Although this contract is the result of the individual efforts by many before me and before our current team, this team approached negotiations with a mindset to RESTORE FAIRNESS.

If you recall not too long ago when in the name of the recession we, yes us FACULTY willingly gave up:

  • Salary Increases
  • Sabbaticals
  • Not to mention the complete obliteration of equipment, supply and faculty development funds

We did all of this willingly to help our students and this college. As the economy recovered, we noticed how far we had fallen behind with our pay lagging a full 14% behind the cost of living and the pay for our part timers was so low that we were losing them to other schools faster than we could hire them. The frustration SET IN and we started talking about the POWER of A THANK YOU.


As a team we not only surveyed the faculty, we felt it was critical that we talked to YOU. Many of you may recall the meetings. Yes, the meetings where we asked you to document what you do, to share your frustrations and to brainstorm ways to improve the situation.

We talked about Power Dynamics

We talked about RESTORING THE BALANCE and that without YOU it would not be possible


Once the negotiations started and things didn’t go well. In fact, they had utterly disappointed our every expectation, we held on because of YOU and the Power of your support.

We held on because we know you needed a lifeboat and we were not about to let us all sink.

When we found ourselves in mediation, exhausted, beat up, depressed facing our summer with no resolution in sight. Offers came in one worse than the other and we knew we had to hold on longer. We knew we had the power of YOU.

As the summer wore on and we were into 3 all day mediation sessions on a road to nowhere, the letter arrived to your homes designed to shake your trust and entice you to pull your support from us, You held on with us.

By the end of summer, we were ready to fight for you. We had been certified for Fact Finding, A first in 60 years of Cerritos College History. We knew you were behind us.


We celebrate this contract with you tonight as a testament to our collective efforts to solve problems, restore fairness, and work together toward making Cerritos College a better place to work and a better place to learn.

Thank You!

Contract Approved by Membership, Trustees

The faculty of Cerritos College have spoken and the results are in:

285 voted YES to ratify the tentative agreement. 2 members voted NO.

287 members voted in total which accounts for 65% of the CCFF voting members who were sent ballots….

In solidarity during a most important moment of our history,

Craig Breit

CCFF Communications Chair

TalonMarks reported on the sometimes contentious Board of Trustees meeting, where the contract was ultimately approved:

For the Cerritos College Faculty Federation, months of solidarity sparked a domino effect that would ultimately lead the union to receive the negotiated contract agreement.

The Board recorded a 7-0 vote to approve the contract. It goes into effect retroactively to July 1, 2015, with some provisions taking effect in Spring, 2017 or (in the case of salary), July 1, 2016 retroactively, or July 1, 2017. The District has 45 days from the date of approval to disburse retroactive pay to faculty who were employed in the time period of July 1, 2015 to the present.


CCFF Contract Ratification Vote


As you know, the Union and District have reached tentative agreement on a successor collective bargaining agreement, to run from July 1, 2015, through June 30, 2018. Details of the tentative agreement are available for review..

The Union will conduct a contract ratification vote open to all members of CCFF in good standing (those who have paid dues).

The ballot question shall be: “Should CCFF ratify the tentative agreement between CCFF and the District? Yes _____  No ____.”

Ratification will be determined by a simple majority of ballots cast.

Voting will be held from 6:00 a.m., Wednesday, September 14 until 11:59 p.m., Monday, September 19. Voting will be conducted via This website allows for anonymous, encrypted voting, using a process by which each eligible voter may vote only once.

On the morning of Wednesday, September 14, all eligible voters will receive emails, at their addresses, sent from “electionbuddy Elections,” with a subject line referring to the CCFF Ratification Vote. Each email will contain a unique link allowing only that member to vote.

The voting period closes at 11:59 p.m. on Monday, September 19. The Union will send out an email reminder to eligible voters who have not yet voted on Friday, September 16, during the voting period.

If you have any questions about the voting process, please contact me at

If you have any questions about the Union’s tentative agreement, please contact CCFF President Solomon Namala at

Thank you,

George Jarrett
Executive Board Secretary
Cerritos College Faculty Federation (CCFF), AFT Local 6215

PS: We encourage all faculty to join the Union and have a voice in the ratification. If you wish to join the union and vote before Monday, September 19, please contact me at

CCFF: Text of Tentative Agreement for Your Review

Dear Colleagues,

As you know, the CCFF and the District have reached a tentative agreement on a new contract. Here are links to the full text of the new and revised articles of our contract:

All CCFF members will be able to vote to ratify this tentative agreement next week. The vote will be conducted online and the ballot will be sent to your Cerritos College email address. At that time a complete Collective Bargaining Agreement will be shared with you so you can see these articles in context.

If you have any questions about what is included in the tentative agreement, there will be a Town Hall Meeting tomorrow (Thursday, 9/8) from 2-4 in SS139.

If you aren’t a full member and you would like to vote on this agreement, please contact Stephanie Rosenblatt membership chair, for a membership form or download one here and return it to her via campus mail.


Solomon Namala
(President, CCFF)

CCFF-District Negotiation: Tentative Agreement Details

Dear Colleagues,

As you now know, the CCFF and the District reached a tentative agreement Monday (8/15) evening. The two sides worked hard over the summer to arrive at a settlement and what we have as a tentative agreement is a fair and sound compromise. It sets a solid foundation for all of us to build on in the coming years.

Here is a brief outline:

PT Salary and Office Hours (PT/FT)

  • PT faculty salary will increase in 2015-16 by 9% to 11% (depending on the step in the salary schedule) retroactive to July 1, 2015; for 2016-17, an additional 2.5% increase effective July 1, 2016, and for 2017-18, an additional 2.5% increase effective July 1, 2017.
  • Increase in paid office hours for PT faculty during the academic year (effective Fall 2016):
    • faculty teaching up to 6 units: 8 hours of paid office hours (automatic, when requested)
    • faculty teaching more than 6 units: 12 hours of paid OH (again, automatic)
    • an increase in office hour rate from $40 to $50 an hour
  • Paid office hours for both PT and FT faculty during summer: one hour per unit of instruction paid at the hourly rate (effective Summer 2017)
  • Seniority rights article for PT faculty (effective Fall 2017)

FT Salary

  • FT faculty salary increase in 2015-16: 5% (retroactive to July 1, 2015), 2016-17: 2.5%, and 2017-18: 2.5%
  • Add one step (approx. $2860) for columns A though D in 2016-17 to the FT salary schedule (effective July 1, 2016)
  • Add one more step (approx. $2860) for columns A thru D in 2017-18 to the FT salary schedule (effective July 1, 2017)
  • Reduce longevity increases from 4 years to two years effective July 1, 2016 for columns E and F. This essentially adds four steps to columns E and F at (approx. $1430) each step.

FT Health care

  • Fully paid healthcare for all plans for all three years – 2016, 2017 and 2018.
  • If agreement is not reached by 2019, max district contribution for 2019 will be $23,500/yr

Class size compensation (see below).

Effective Fall 2016. Compensation will be paid at the end of semester based on enrollment at census.

Sections with # of students Compensation per section per semester
55-69 $450
70-94 $500
95-125 $550

Department Chair compensation

Compensation for chairs during the regular semester and summer stipends will be based on Full time equivalent faculty (FTEF) in each department as shown below, effective Fall 2016.

Full-time equivalent faculty in the department as of the beginning of the prior spring semester Reassigned time for department chairs per semesters *Summer Stipend (to be paid July 1st) * shall be requested by the dept. chair
Less than 1 FTEF 10% $500
1 and up to 10 20% $1,000
More than 10 and up to 15 30% $1,500
More than 15 and up to 35 40% $1,875
More than 35 70% $2,250

Program Director compensation

Program directors will get 20% reassigned time and summer stipends as above (department chair stipends), effective Fall 2016.

Academic Freedom

The two sides negotiated an academic freedom article.

Overall, this is a fair contract that addresses many of the issues that have been ignored for decades.

Next Steps

Once the tentative agreement is neatly formatted and organized, we will share it with you. CCFF will also hold a town hall meeting to answer any questions you may have.

Members of CCFF will then get an opportunity to vote on the tentative agreement. Once the agreement is ratified, it will be presented to the Board of Trustees for their final approval. We are hoping that this would take place at the September 21st board meeting.

Those of you who are not members of CCFF are welcome to sign up for membership by contacting CCFF’s Membership Chair, Stephanie Rosenblatt at In fact, we urge you to sign up for membership so you can cast your vote on the tentative agreement.

Thank You

First of all, we would like to thank President Fierro and Mr. Harry Joel, Interim VP of Human Resources, for their willingness to collaborate and think creatively in arriving at this agreement. A special thank you for the tireless efforts of everyone else on the CCFF negotiations team: Stephanie Rosenblatt, Terrance Mullins, Jay Elarcosa, Lyndsey Lefebvre and Amy Holzgang. They essentially gave up their summer break to arrive at this solution.

Finally, we could not have done this without your active support – your participation at board meetings, your signing of petitions, your attendance at rallies, your passing of resolutions through faculty senate, and your stance in solidarity with CCFF.

Our deepest gratitude.

Kimberly Rosenfeld, Chief Negotiating Officer – CCFF

Solomon Namala, President – CCFF

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Update on Summer 2016 Pay Rates

Dear Colleagues,

Last fall it came to the Union’s attention that the District had been under-paying full-time faculty for summer semester instruction. The District, in blatant violation of the CBA, had been paying faculty on the previous year’s salary schedule instead of based on the proceeding year’s salary schedule. Appendix A, p. 4 of the CBA of the CBA requires that for regular and contract faculty:

“Summer session salaries shall be based upon the salary schedule of the academic year immediately proceeding the summer session.”

The District is again failing to pay faculty as required by the CBA. The Union has learned that faculty for the first summer session have been paid on the 2015-2016 salary rate, not on the 2016-2017 rate as required by Appendix A

Last time around, the Union grieved the District’s violation, which resulted in the attached settlement. As you can see, as a result of the settlement faculty were correctly paid based on the 2015-2016 salary rate for both summer session 1 and summer session 2. The settlement implemented the CBA as required. The Union has again filed a grievance regarding the District’s failure to apply the appropriate salary schedule.

The Union wonders if the District intends to underpay faculty every summer, and force the Union to continue to grieve each time, despite the clear language of the CBA. There is simply no reason or excuse for the District’s failure, especially in light of the Union raising the issue and the parties’ agreement to use the proceeding salary rates as recently as last fall.

The District, which had been fully informed last year of its obligations, has no excuse whatsoever for this failure. We encourage faculty to contact the District’s Board regarding this matter and let them know that the District and the Board must follow the clear, unambiguous language of the CBA.


Solomon Namala
(CCFF President)


Petition Summer Office Hours & Fair Chair Compensation

Good Morning Cerritos College Faculty:

Please find the link below that takes you directly to a petition that ALL faculty should sign to establish PERMANENT summer office hours and fair chair compensation.

Your union CCFF (Cerritos College Faculty Federation) respectfully asks you to click on the link, sign the petition and as soon as possible.

You should know that STUDENTS also may sign this petition as well.


 Craig Breit
CCFF Communications Chair
Cerritos College
11110 Alondra boulevard
Norwalk, California 90650
(562) 860-2451 extension 2625