On Friday, March 27th, our bargaining team met with HTH’s CMO at the Mesa campus for a productive first session. We opened several articles from our first CBA for negotiation – Articles 2 (including Appendix A), 3, 4, 5, 6, 7, 9, 10, 11, 12, 14, 15, and 16 – and introduced a new Workloads Article (Article 18).
The meeting was collaborative and constructive, allowing us to share key priorities. The CMO was receptive to our proposals, listened intently, asked clarifying questions, and expressed a commitment to continued dialogue and solution-focused discussions.
For our second contract, we are putting forward priorities informed by valuable input gathered across all HTH campuses, including:
- Expanding Healthcare Access – Lower the eligibility threshold to 20 hours a week (currently 40 hours/week) so more classified employees qualify for healthcare benefits.
- Holiday Pay – Establish paid holidays for all classified staff, including 13 holidays recognized by HTH.
- Across-the-Board Raises – Increase overall wages for classified employees by 6% for next year.
- More Sick Leave – Increase sick time available to employees. Currently, classified members earn 1 hour of paid sick leave for every 30 hours worked; we are proposing 1 hour for every 15 hours, with no cap on carryover.
- Salary Schedule Improvements – Restructure the pay scale so employees see consistent wage growth over time.
- Introductory Period – Limiting this to 6 months of service, or 130 days of work, whichever is longer.
- Improving Systems for Crediting Previous Experience – Unit members will be placed on a salary step based on all relevant prior work experience, as determined by HTH using the employee’s resume or documentation.
- Clear Overtime Procedures – Clarify rules for when and how overtime can be assigned and compensated, including the ability for Unit Members to self-authorize up to 30 minutes of additional time beyond their scheduled shift.
- Scheduled Breaks – Managers must be responsible for creating break schedules so classified members consistently take their breaks according to labor law.
- Bereavement Leave – Increase from 6 days to 10 days.
- After an extended medical leave, employees are guaranteed their previous role or an equivalent position.
- Our initial offer is a 1-year contract.
We are also proposing a new section, Article 12.9 (Catastrophic Leave Bank). This provision would establish a leave bank where employees can donate sick, personal, or vacation days to support colleagues experiencing a serious, long-term illness or injury that prevents them from working.
We were able to review all of our proposals except for Article 18, which outlines workloads for each job class and establishes reliable substitute coverage systems. Next time we meet, we will review Article 18, and the CMO will give a presentation about the organization’s current financials.
Currently scheduled bargaining dates: April 24th, May 1st, May 15th, May 22nd, June 5th.
Your support is essential as we continue our bargaining sessions! Please keep showing your solidarity by wearing your blue union shirts, buttons, and hoodies.
HTH Works Because We Do: Support Staff, Strengthen HTH!
In unity,
HTEC Bargaining Team
Faith Hicks, Michael DeHut, Jocelyn Flores, Analia Garcia, Ana Montes, Francisco Diaz, Robert Morales, Reyna Moreno, Ryan Hayes, Jen Lewis, Socorro Castaneda
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