RATIFIED! New SDCCD Faculty Contract

Dear SDCCD AFT Guild Faculty Members,

I am pleased to report that our tentative agreement for our new faculty contract was ratified with 96.10% (592) voting in favor of ratification, and 3.90% (24) voting against ratification.

Congratulations to us all!

In Unity,
Jim Mahler, President
AFT Guild, Local 1931

AFT Guild, Local 1931
Summary of Changes to SDCCD Faculty Contract
for the period July 1, 2023 – June 30, 2026


1. Clarifies that CE Counseling faculty follow the terms and conditions of employment as they apply to the college credit faculty in accordance with PERB Case No. LA-UM-649-E, PERB Decision No. 1445 (June 15, 2001).


1. Adds and clarifies safe operating temperatures and working conditions under extreme heat or cold.

1. Extends the timeline within which a member can file a grievance from twenty to thirty working days.
2. Add clarifying Ed Code language.


1. Modifies maximum load language to match statewide statutory maximum (in case law changes).
2. Defines maximum number of hours for non-classroom assignments reflecting current practice.
3. Updates language for POA seniority lists posting dates.
4. Accelerates timeline for notification of upcoming assignments.
5. Clarifies that POA still applies when a course number, but not its content, is changed.
6. Clarifies assignments due to growth or attrition available outside of POA for purposes of increasing diversity of faculty.
7. More clearly defines language for POA termination in cases of legal violations.
8. Employment Department to ensure qualified adjunct faculty receive an interview for tenured/tenure-track positions.


1. Code for making long distance calls eliminated.
2. Personal property/equipment not compatible with District systems/policies prohibited on campus.
3. Non-continuing retirees granted six months of continued SDCCD email access.
4. Ensures computers and related technologies are kept up to date for all assignments.
5. Clarifies current practice regarding no loss in compensation during forced campus closures.


1. Specifies that syllabi need to comply with District policies, including DEIA guidelines.
2. Incorporates current practice of 0.40 FTEF limit on tenured/tenure-track overloads, with certain exceptions into contract.
3. Incorporates current practice of FLEX requirements into contract.
4. Strongly encourages faculty to spend at least 25% of their FLEX requirement in activities focused on improving practices relating to DEIA.
5. Eliminates antiquated program card requirements.
6. Updates Baccalaureate Program workload requirements.
7. Incorporates provisions of HyFlex sideletter into Agreement.
8. Class caps determined based on pedagogical best practices.
9. Class caps of 25 for all courses with a writing requirement of 6,000 words or greater in the Course Outline of Record.
10. Faculty with HyFlex assignments to be compensated with an additional 12 hours of classroom pay per HyFlex course.
11. Flexibility regarding where faculty conduct remote work assignments.


1. Initial Step Placement of Step C for all newly hired tenure-track faculty.
2. Salary advancement to take effect first of the month following approval by Professional Advancement Committee.
3. Adds lower division coursework in the areas of Cultural Competency, Diversity, Equity, Inclusion, and Accessibility to those courses allowed for salary advancement.
4. Updates maximum number of hours allowed for conference attendance.
5. Unless contractually specified, eliminates Extended Service Units in favor of non-classroom hourly rates of pay.
6. Payments for Extended Service Units to be made in equal payments throughout duration of assignment.
7. Updates hourly rate for Honors Contracts to classroom, rather than non-classroom, rate of pay.


1. Fixes Chair reassigned time at fiscal year 22-23 allocations.
2. Future increases to Chair reassigned time to be funded from AFT’s share of the Resource Allocation Formula.
3. Allows 11-month Chairs to only choose July or August as their month without pay.
4. Moves Chair elections to month of March (from February).
5. Updates various Chair election procedures and timelines.
6. Codifies online remote voting requirements.
7. Allows AFT to adjudicate claims of violations of Chair election procedures.


1. Lowers benefits qualification threshold to 40% for adjunct faculty.
2. Allows adjunct faculty who have previously qualified for health benefits and who lose their benefits due to assignment cancellations to requalify as soon as they receive an assignment of 40% or greater within 18 months.
3. Allows adjunct faculty with 15 years of service who retire and leave the District to participate in retiree medical coverage up to age 65.
4. Clarifies that faculty need to retire from their retirement system to qualify for benefits up to age 65.
5. Incorporates all elements of multi-district part-time faculty healthcare program into the contract.


1. Generalizes definition of “family member” for all leave provisions.
2. Updates reporting of sick leave calculations.
3. Adds additional sick leave benefits for disabled veterans.
4. Clarifies that adjunct faculty are also entitled to half-salary sick leave upon exhaustion of their accrued sick leave.
5. Allows use of leave benefits for victims of domestic violence, sexual assault, or stalking.
6. Updates leaves matrix to conform with current statutes.
7. Adds care-giving of family members and District/AFT sponsored retirement workshops as additional reasons to grant Personal Business Leave with Pay.
8. Increases time during which bereavement leave can be used to six months.
9. District to pay for any required medical examinations, testing, or vaccinations plus paid release time.
10. Clarifies health benefits entitlement while on long-term military leave.
11. Faculty to request short-term military leaves to occur outside of regularly scheduled assignments.


1. District to provide AFT and affected member with copies of any public record requests which involve AFT unit members.
2. Clarifies current formula used to compensate Academic Senate Presidents.


1. Distance Ed of HyFlex recordings or livestreams cannot be used for discipline.
2. Updates who can serve as a hearing officer in disciplinary cases.


1. Places limitations on which aspects of a Hyflex course can be evaluated.
2. Includes progress made on DEIA goals in evaluee self-reflection.
3. Places limitations on how much of evaluee’s Canvas shall must be shared in an evaluation.
4. The parties agree to form a workgroup to update, revise, and implement this Article during the term of this Agreement.


1. Makes permanent the provision that adjunct faculty with six years of service to be eligible for sabbatical leaves following same rules as tenured faculty.
2. Includes CE faculty in Licensure/Certification Reimbursement program.
3. Parties to work with the Academic Senates to create more meaningful DEIA flex/professional development workshops.


1. Three year agreement: July 1, 2023 through June 30, 2026.


1. Updated evaluation forms to include Diversity, Equity, Inclusion, and Accessibility criteria.

Pronouns changed to gender neutral throughout.

2023-2026 RAF Agreement Tentative Agreement

SDCCD Faculty CBA Tentative Agreement