United Faculty | Bargaining & Priorities

Bargaining & Priorities

United Faculty negotiates a single Collective Bargaining Agreement covering full-time faculty across Cypress College, Fullerton College, and North Orange Continuing Education. The current agreement covers 2024–2027 and was ratified by the membership in October 2024. The articles listed below are the priorities the bargaining team is currently working on or recently resolved; the full CBA is in the Documents Library.

Bargaining is grounded in the Educational Employment Relations Act (EERA, California Government Code 3543 et seq.), which establishes UF as the exclusive bargaining representative on wages, hours, and other terms and conditions of employment. Where union scope and Senate purview overlap, the Joint Collaborative Consultation Understanding (JCCU) provides the framework for coordination — see the JCCU article below.

2024–2027 CBA & 25/26 salary contingency Faculty ratified the current Collective Bargaining Agreement in October 2024. Among other provisions, the CBA includes Salary Increase Contingency Language for both the 25/26 and 26/27 fiscal years, tying the size of the increase to revenue the District generates under the State's Student-Centered Funding Formula (SCFF).	Leaves — bereavement, personal, professional Article 13 of the CBA covers leaves. UF's current bargaining position on each subsection: Bereavement (13.1) — tentatively agreed at five days regardless of distance, usable non-consecutively within a 90-day window. UF is holding strong on retaining the existing extended-family and kinship language in the contract; the District's counter-proposal stripped that recognition.	AI & EdTech policy Workplace AI and educational technology directly affect terms and conditions of faculty employment — and that means they are bargainable. United Faculty's position is grounded in California Education Code section 87359.
Title II digital accessibility Federal Title II accessibility requirements now extend to all institutional digital communications — not just classroom materials. Compliance requires training, time, and in many cases substantial course-redesign work. United Faculty's position is direct: faculty are entitled to compensation for required training and for the work compliance demands.	Academic calendar The academic calendar is a negotiable matter under EERA. United Faculty is the sole negotiator with the District on the academic calendar. Calendars cannot be adopted by faculty vote at a Senate meeting or imposed by administration without bargaining; both routes have been attempted in the past and both are inconsistent with EERA.	Department coordinator & workload Article 16 covers department coordinator timelines and obligations. The District has proposed a department-coordinator evaluation tool; UF is pushing back until the role, the duties, and the release-time provisions are clearly defined. Evaluations cannot be added to a position whose scope and compensation have not been settled.

Page Last Updated: May 13, 2026 (13:50:20)

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