Fall 2026 Adjunct Faculty Updates
Stay informed about the ratified 2026 agreement, the class action settlement, important dates, upcoming events, and resources for Long Beach City College part-time faculty.
Fall 2026 Highlights
2026 Tentative Agreement Ratified
Thank you to everyone who participated in the ratification vote for the 2026 Tentative Agreement. We are pleased to announce that the agreement was overwhelmingly ratified by the CHI membership.
Thank you to every member who took the time to vote. Your participation strengthens our union and ensures that our collective voice is reflected in important decisions affecting our working conditions.
We appreciate the support and engagement of our members throughout the negotiations process and look forward to continuing our work together on behalf of Long Beach City College’s part-time faculty. Additional updates will be shared as they become available.
Preliminary Settlement Approval
The judge has approved the proposed class action settlement amount. Over the next approximately 60 days, class members will receive a notice by mail at the address on file.
- You do not need to respond to the notice unless you wish to exclude yourself from the settlement.
- If you take no action, you will automatically remain part of the settlement class.
- The settlement covers the period from April 2019 through August 2025.
- Individual settlement amounts will likely be based on the number of units each class member taught during the covered period.
- No estimates of individual payment amounts are currently available.
- The final approval hearing is scheduled for February 2027.
- If the settlement receives final approval, checks are expected to be mailed approximately 60 days after the hearing.
CHI will continue sharing updates as additional information becomes available.
What is the status of the 2026 agreement?
The 2026 Tentative Agreement was overwhelmingly ratified by CHI members, with 97.9% voting in favor. CHI will continue sharing implementation updates as additional information becomes available.
What salary improvements are included?
- A 3% salary increase effective July 1, 2026.
- Increases equal to 75% of the funded statutory, non-discretionary COLA effective July 1, 2027, and July 1, 2028.
- Continued language recognizing the shared goal of moving part-time faculty compensation toward greater parity.
What changed for Re-employment Preference?
- The District will maintain and regularly update Re-employment Preference lists for eligible part-time faculty.
- Faculty with Re-employment Preference will be offered assignments before part-time faculty who have not yet earned that status, subject to the requirements and exceptions identified in the contract.
- Eligible faculty may receive assignments up to, or as close as possible to, 67% of a full-time load when they are qualified and available and sufficient assignments exist.
- Faculty will complete an assignment availability and request form each semester.
- Approved leaves or excused absences will not cause faculty to lose their Re-employment Preference status.
- Re-employment Preference applies to Fall and Spring semester assignments.
What new leave protections are included?
- Expanded parental leave of up to 12 workweeks.
- Bereavement leave of up to five working days.
- Up to five days of reproductive loss leave following a qualifying reproductive loss event.
- Expanded leave protections for employees or family members affected by qualifying acts of violence.
- Leave provisions for organ and bone marrow donation.
What changed in the faculty evaluation process?
- Observations for synchronous or asynchronous classes will now include discussion boards.
- Unit member who is evlauted shall be paid up to 5 hours of compensation for time spent participating in the evaluation process.
What are the updated online teaching requirements?
- Faculty must complete the LBCCD Online Teaching Certification or provide documentation of an approved online teaching certification from a regionally accredited college.
- Online and hybrid courses must demonstrate regular and effective faculty-to-student and student-to-student interaction.
- Faculty who continue teaching online or hybrid courses must complete six hours of approved recertification training every four years.
Why does union membership matter?
Union membership gives part-time faculty a direct voice in bargaining, workplace advocacy, contract enforcement, and CHI leadership. Every new member strengthens our ability to negotiate improvements in pay, benefits, job stability, and working conditions.
Stay Informed and Involved
CHI represents the interests of Long Beach City College part-time faculty. We encourage all faculty to read union communications, participate in negotiations surveys, attend meetings, and share workplace concerns with CHI leadership.
Contract summaries are provided for general informational purposes. Please consult the complete collective bargaining agreement for official contractual language.