WE DID IT!!!
We can finally announce that we have reached a tentative agreement! The ratification vote will open tomorrow at 8am. Please check your PCC email for your ballot. We will go back to work tomorrow and a member meeting is forthcoming to review the details of the agreement.
The victory belongs to every single one of you! This triumph was forged in the fire of tireless organizing, in the bodies on the line, in the sweat and sacrifice and unshakeable solidarity of our membership. This was the longest, most grueling, most punishing round of bargaining we have ever faced – and we faced it together, and we won. When the pressure came, we did not bend. When the delays mounted, we did not fracture. We organized. We held the line. We built power from the ground up, brick by brick, shift by shift, shoulder to shoulder. This moment is proof – living, breathing, triumphant proof – that when people stand together, there is no force on earth that can stop us. The bosses counted on our exhaustion. They miscalculated. Because we are not just workers – we are a union. We did this together. And together, we are just getting started. Solidarity forever!
We’re heading back to work tomorrow while we vote to ratify this agreement, and that means we get to return to what matters most: our students. We can reconnect, support them through the end of the winter term, complete our grading, and begin preparing for spring with renewed energy and purpose. After everything we’ve been through, getting back into the classroom and back to our students feels especially meaningful. This is the moment we’ve been fighting for, and we step into it together, with our students where we belong.
The following is a summary of the T.A. You can read the entire agreement here.
The vote will open tomorrow, please check your email
Salary and Wage Adjustments:
Cost of Living Adjustments:
| FY 2025-26 | 2% upon ratification |
| FY 2026-27 | 3% |
Ratification Lump-Sum Amount: This amount is intended to restore wages lost to strike days. It also includes COLA retroactive to September 1, 2026.
| Full-time Faculty** | $5,475 |
| Academic Professionals* | $5,000 |
| Part-time Academic Professionals and Faculty (who have taught a course for AY 2025-26) | $1,400 |
*Vacation Payout option for APs: Because APs lost wages during Spring Break, they may cash out up to 40-hours of vacation and/or personal leave accrual or the ratio based on less than 1.0 FTE. APs will have until May 15, 2026 to cash out vacation leave.
Part-time Pay Schedule Adjustment: Effective September 1, 2026, the College will increase the Part-time Pay Schedule in Appendix C as follows:
| Part-time Pay Schedule – Appendix C (“PT Ratio”) | 75% to 76% |
Payment for Doctoral or Terminal Degrees: Faculty and APs who hold a doctoral or terminal degree, which is not required by the minimum qualifications for their position, as documented with Official Transcripts provided to PSEC, will receive the following one-time stipend. The College will provide FFAP with a copy of data collected on stipend recipients.
| Full-time Faculty and APs | $1,000 |
| Part-time Faculty and APs (at 1.5 FTE as calculated for Health Insurance) | $1,000 |
| Part-time Faculty and APs (under 1.5 FTE as calculated for Health Insurance qualification) | $500 |
Health Insurance:
Monthly Insurance Contribution (caps): Effective the first payroll cycle following ratification, the insurance contribution amounts provided in Article17 will be increased as follows:
| Single | $837 |
| Single + Spouse | $1,566 |
| Single + Family | $1,415 |
| Full Family | $2,228 |
Health Savings Account Contributions: Effective with the next open enrollment period, October 2026, employees selecting the Health Savings Account (HSA) eligible plan for either Moda or Kaiser will receive the balance of the district contribution to an HSA as established by the employee.
Part-time Faculty Insurance Contributions: Part time faculty insurance contributions shall be prorated based on the part time faculty’s FTE (as calculated at the end of each academic year) when compared to 3.0 FTE for full time faculty for a minimum contribution of 65%. Total Cost: $200,000
Health insurance waiver: The $200/month health insurance waiver agreement shall be added to the contract. [Article 17, new item 17.5, zero cost from existing practice]
Non-Economic Issues
- Trupp Workgroup
- The College agreed to return to dynamic course scheduling beginning in Spring 2026. Read the agreement here.
Return to Work:
Faculty and APs shall return to work on Tuesday, March 31, 2026. Part time faculty will complete Winter term work and conduct any necessary Spring preparation during the week of March 30. They will receive the BW 8 (finals week) pay in full on April 10.
Faculty shall submit grades no later than 8:00pm on Wednesday April 1, 2026
- Any instructor who cannot meet this deadline will work with their supervisor to establish a new deadline.
- This deadline does not mean instructors will not be completing further Winter term work during this week.
Students will return to instruction and Spring term on Monday, April 6th.
No employee who participated in the strike shall lose benefits for any period of the strike. This includes but is not limited to health insurance, and paid time off (vacation/sick leave). Any employees who have a required number of contract days shall not be required to add any contract days in order to have fulfilled their contract obligations. Please make sure to read the Tentative Agreement for the full terms of Return to Work.