COCC-CACOCC Labor Negotiations

Compensation Proposals

College Proposal

The College’s proposal would result in a wage and step increase of 19.10%, totaling a budget increase of $2.0 million over a 3-year contract period, including additional benefits to Classified employees. The breakdown of the College’s proposal is as follows:

• A 4% wage increase in the first, second, and third years of the contract, for a grand total of 12.49% (compounded) in wage increases over three years, equaling $1+ million in wage increases.
• This 12.49% increase is in addition to an annual 2% step increase. Adding the 2% step each year of the contract (for an additional 6% step increase over the 3-year contract) equates to a 19.10% wage and step increase (6%, 6%, and 6%, compounded) and adds an additional $600K to the cost of these increases, for a grand total of a $1.6 million wage and step increase over the three-year period.
• The College’s offer also includes anticipated insurance increases and additional insurance coverage for .75FTE employees, one more day of personal leave, extension of vacation usage, and working conditions benefits for a total of $426,000.

Further, the College has proposed eliminating the lowest step or pay rate for each position in the bargaining unit and removing the current requirement that new employees can only be hired at steps 1-3. This would result in the entry level wage for all bargaining unit positions increasing and addresses CACOCC/OEA’s request to elevate employee starting wages.

Historical Classified Wage Increases

As part of the College’s ongoing commitment to transparency, the below table lists historical wage increase data, reflecting annual percentage increases for classified employees over time.

Notably, in 2022–23, classified employees received a combined increase of 11.57%, which included an average 7% adjustment following a salary study in Spring 2022 and an additional 4% increase effective July 1, 2022. Subsequent increases included 3.5% in 2023–24 (2% step and 1.5% increase), 3.5% in 2024–25 (2% step and 1.5% increase), and a 2% step increase in 2025–26. The current step schedule was implemented beginning July 1, 2022.

The table below outlines classified wage increases by fiscal year:

COCC Employee Experience

• Employment at COCC - Voted three years in a row Best Employer in Central Oregon for 50 or more employees
• Benefits - Generous health benefit packages for employees and their families
• Wellness - Tuition waivers, professional development, and public service loan forgiveness
• Retirement Savings - Enrollment and employer-paid contributions into Public Employee Retirement System

CACOCC/OEA Proposal

CACOCC/OEA’s current wage proposal would result in a wage and step increase of 55.42%, totaling a budget increase of $4.5 million over a 3-year contract period. The breakdown of CACOCC/OEA’s request is as follows:

• A 15.82% wage increase in the first year of the contract, a 13.66% wage increase in the second year, and a 12.05% wage increase in the third year for a grand total of 47.5% (compounded) in wage increases over three years, equaling $3.9 million in wage increases.
• The CACOCC/OEA wage increase and cost proposal of 47.5% and $3.9 million, respectively, do not account for the 2% step increase each bargaining unit member currently receives each year of the contract (for an additional 6% step increase over the 3-year contract) that would also impact the budget, which equates to $640K over the 3-year contract.
• Thus, the wage increases and step increases, account for a total budget increase of 55.42% (17.82%, 15.66%, and 14.05%, compounded) over the proposed 3-year contract, equaling the grand total $4.5 million budget increase for the College over this three-year period.

Key Takeaways - 2025-26 Budget

• Projected $2 million in combined construction savings and fund raising for Madras.
• $3.2 million unbudgeted receipt from Tax Credit in 2026.
• Tuition and fees projected lower by $982k.
• General Fund budget includes $1 million operating contingency.
• Redmond and Madras capital improvements and academic program expansion fully funded.

Background and Prior Status

Central Oregon Community College and the Classified Association of COCC (CACOCC, recently changed to OEA representation), have been in contract negotiations since February 17, 2025. The bargaining teams are currently negotiating a successor contract while classified staff continue to work under the terms of the existing 2022-2025 contract.

At COCC, we value our classified employees and are committed to securing an equitable and sustainable contract that reflects their valuable roles. We also are steadfast in our mission to empower students and engage our communities while being prudent and thoughtful stewards of public funds. The College has bargained in good faith and has presented a fair and reasonable compensation package that would keep classified employee wages comparable to other positions in the Central Oregon market, and allow the College to maintain a focus on student success while also acknowledging the contributions and compensations of other union-represented employee groups.

Unfortunately, progress at the bargaining table has stalled. After more than 200 days of good faith bargaining, CACOCC/OEA and COCC remain far apart on key issues including wages, benefits and other proposed contract changes.

Financial estimates are based on budget projections and the best current information available.

Frequently Asked Questions

The following are questions and factual answers pertaining to Public Employee Collective Bargaining Act (PECBA) processes.

Under Oregon’s Public Employees Collective Bargaining Act (PECBA), public employees can legally strike after 150 days of bargaining, 15 days of mediation, a 30-day cooling-off period, and a 10-day notice.

Frquently Asked Questions Regarding Striking Employees:

• Who may strike? 
  All employees who are represented by the CACOCC bargaining unit have the right to participate in a legal strike. If you are unsure about your position, please reach out to HR support staff, who are able to look up your position in order to determine bargaining unit status.
• What happens if other employees, not represented by CACOCC, participate in the CACOCC strike? 
  Employees who are not part of the CACOCC bargaining unit do not have the right to participate in a work stoppage and therefore must report to work. For those employees not represented by CACOCC, failure to report to work and/or perform assigned work may result in disciplinary action. If an employee who is not part of the CACOCC bargaining unit withholds their labor, then those departments and/or managers should consult with the College’s Human Resources Department. However, if an employee who is not represented by CACOCC reports to work during a strike and only stands on the picket line when they are not scheduled to work, then they will be paid because they are not withholding their labor and therefore are not on strike. Again, pay will only be impacted for employees who withhold their labor during a strike.
• What happens to my pay if I strike? 
  Employees who exercise their legal right to strike by not working assigned shifts and scheduled hours will not be paid for any hours they do not work. Important reminder: Employees who plan to go on strike need to submit their hours worked using their normal time reporting process before they go on strike so the College can ensure timely and accurate pay for the hours worked in that time period.
• What happens to my insurance and benefits if I strike? 
  Employee insurance and benefits remain intact for the remainder of the month in which an employee strikes. For example, if the employee strikes on April 2, insurance and benefits will end April 30. Employees are eligible to self-pay for COBRA insurance and will be notified by the College. 
• What happens to my PERS contributions if I strike?
  PERS contributions are directly tied to an employee’s hours of work and cease when employees are on strike and not working.
• Can CACOCC employees be penalized or disciplined for striking? 
  No. Under Oregon law, there can be no retaliation for CACOCC employees participating in a legal strike.
• Can CACOCC represented employees continue to work? 
  Participation in a strike is a personal choice and employees can decide on their own whether to strike by withholding their labor or to continue to fulfill their work obligations. If they choose to work (also called crossing the picket line) employees will be working under the conditions provided by the employer under the current “status quo” contract. Employees who do not strike continue to earn their regular pay and maintain all benefits. Oregon labor laws protect an employee’s right to strike or to continue working.
• What guidelines and policies apply to strike activity?
  There are a number of College guidelines and policies that may apply to strike activity, many of which are detailed on the College’s website related to policies and procedures at: https://cocc.edu/policies/. Employees on strike are allowed to express themselves in alignment with the College’s policies and procedures. For example, they can form picket lines, but they are prohibited from disrupting campus operations by blocking entrances or sidewalks or making excessive noise. Concerns about disruptive strike activity can be reported via the College’s complaint processes.
• What does the 10-day notice period mean?
  Unions must give 10 days' advanced notice to the employer before a strike begins. 
• Is my job at risk if I strike?
  The College is permitted to hire substitute or replacement employees to ensure business continuity and continue to operate and provide services to students and the public. 
• Can I collect unemployment during a strike? 
  Yes, for a period of time. Striking workers typically must serve an unpaid strike week before receiving benefits, which comes before the standard waiting week. Visit the Oregon Unemployment site for information.
• Can my manager ask if I plan to strike?
  They can ask if employees intend to continue to work or will be reporting to work, but employees are not required to answer. Managers/supervisors cannot influence or coerce employees regarding a strike.
• Do I have to notify my supervisor that I plan to go on strike?
  No. Participation in a strike is a personal decision, and you are under no obligation to share your intention to strike or not to strike with your supervisor. Should you choose to participate in a strike, it is understood that you may be unavailable to your supervisor and unwilling to engage in work-related activities during the strike period. However, you should perform the duties and responsibilities of your job and be responsive to your supervisor’s questions and instructions until the strike begins, and you elect to participate in the strike by withholding your labor.
• Can supervisors reassign duties to other non-striking employees? 
  Generally, yes, non-striking employees may be asked to perform duties within their position description but outside of their normal assignments. If you have a question about an assignment you are given, please ask your supervisor for clarification.
• Will a striking employee earn or be able to use sick and/or vacation accruals or be eligible for holiday pay.
  No. employees cannot use or earn sick or vacation in order to be compensated while they are on strike and they are not eligible for holiday pay while participating in a strike.
• Can an employee go on strike and then change their mind and go back to their job/position or alternate between going on and off strike?
  Not repeatedly. An employee may want to return to their job/position after first participating in the strike and then changing their mind. However, if the employee resumes striking after they return to work, then they may not return to work again and will not be scheduled to work again during the period of the strike.
• If an employee reports to work during a strike, but stands on the picket line when they are not scheduled to work, will they still get paid? 
  Yes. If an employee is fulfilling their work obligations, they are not withholding their labor and therefore are not on strike. Pay will only be impacted for those who withhold their labor during a strike.
• Will classes get cancelled while CACOCC bargaining unit members are on strike?
  No. The academic calendar and all classes will continue as planned.
• Will tuition or fees be adjusted if services are disrupted?
  In the event of a strike, the College will continue classes, services and operations with plans to minimize interruption as much as possible. We do not anticipate having to change any operations to the point that adjustments are necessary.