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PR 26-0494

Collective Bargaining Agreement between the University of the District of Columbia and the Service Employees International Union (SEIU) Local 500, CtW Approval Resolution of 2025

26th Council Period (2025-2026) Introduced by Phil Mendelson

Approves the UDC-SEIU Local 500 adjunct pay terms for 2025–2028, including per-credit increases, a 2.5% COLA, time-in-service bonuses, and related fees.

Resolution R26-0300, Effective from Jan 06, 2026 Published in DC Register Vol 73 and Page 000459
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Bill Summary · PR 26-0494

Summary of PR 26-0494: Collective Bargaining Agreement between UDC and SEIU Local 500, CtW Approval Resolution of 2025

This resolution approves the negotiated compensation matters contained in the collective bargaining agreement (CBA) between the University of the District of Columbia (UDC) and the Service Employees International Union Local 500, CtW, covering adjunct faculty paid by the course. The effective period is October 1, 2025, through September 30, 2028. The non-compensation provisions of the CBA are transmitted for information.

1) Purpose and Intent

  • To formally approve the compensation-related terms of the CBA between UDC and SEIU Local 500 for adjunct faculty (paid per course) for FY26–FY28.
  • To implement agreed wage increases, a cost-of-living adjustment (COLA), a one-time time-in-service bonus, and adjustments to a course cancellation fee, while recognizing management’s rights and preserving existing governance structures.

2) Key Provisions and Changes

  • A. Compensation/Pay

    • Minimum pay per credit:
    • AY 2025-2026: $1,200 per credit.
    • AY 2026-2027: $1,260 per credit.
    • AY 2027-2028: $1,260 per credit (no further increase planned in the agreement term).
    • Cost of Living Adjustment (COLA):
    • 2.5% COLA in AY 2026-2027 (applied to adjuncts’ base pay).
    • Time-in-Service Bonuses (one-time, payable in FY2026):
    • 5 years of service: $500.
    • 10 years: $1,000.
    • 15 years: $1,500.
    • Full-time UDC employees are not eligible for these bonuses.
    • Course Cancellation Fee:
    • If a course is canceled less than 10 days before the first class: $450 fee to the adjunct.
    • If canceled within 21 days after the first class: pro-rated compensation for classes already taught.
    • Course Development Fee:
    • $1,500 for developing a new for-credit course (subject to Dean and CAO approvals).
    • Additional provisions for online QM-certified course development after QM certification.
    • Other notes:
    • The Joint Labor-Management Collaboration Committee will review salary movement through approved tiers based on an established evaluation process.

  • B. Duration and Renewal

    • The agreement covers October 1, 2025, to September 30, 2028.
    • The agreement contemplates the possibility of a negotiated amendment or extension beyond 2028, depending on budget and mutual agreement.

  • C. Budgetary/Fiscal Impact

    • The Chief Financial Officer’s fiscal impact statement indicates:
    • FY2026 additional cost: $133,265.
    • Through FY2029: total additional cost of $546,758.
    • UDC has set aside operating funds to cover these changes.
    • The fiscal note confirms funds are sufficient in the current budget plan to implement the agreement.

  • D. Governance and Procedures (Non-Compensation Provisions)

    • Recognition: SEIU Local 500 is the exclusive representative of adjunct faculty paid by the course.
    • Union access and dues: Union access to facilities and meeting space; dues via automated payroll deduction through PeopleSoft (with implementation targeted within the first contract year).
    • Handbook development: Joint Labor-Management Collaboration Committee to recommend a standardized adjunct handbook, with the University retaining final authority on management-rights areas.
    • Hiring and assignments: University retains exclusive right to hire, assign, and determine course delivery, subject to the agreement; no grievance on management-rights exercises unless restricted by explicit contract terms.
    • Evaluations and academic freedom: Evaluations aligned with university standards; adjuncts covered by the university’s academic freedom policy; classroom observations may occur with feedback provided.
    • Grievance and arbitration: Multi-step process ending in arbitration with a rotating panel of three arbitrators; time limits and procedures specified.
    • Non-discrimination, health and safety, and other standard employment protections: Explicitly affirmed; certain complaint processes fall outside the grievance procedure (e.g., discrimination and sexual harassment concerns).

3) Who/What is Affected

  • Affected group: Adjunct faculty paid by the course at UDC within the SEIU Local 500 bargaining unit.
  • Beneficiaries: Adjunct faculty who meet tenure-length criteria may receive time-in-service bonuses; those teaching in required courses may benefit from higher per-credit pay and the possible development fee for new courses.
  • Financial impact: UDC’s budget will bear the incremental costs (as detailed in the CFO memo), offset by allocated operating funds.

4) Procedural and Timeline Details

  • Initiation/Transmittal: Mayor transmits the CBA to the Council for approval under CMPA provisions; portions governing non-compensation matters are informational.
  • Ratification: The SEIU adjunct membership ratified the CBA in September 2025; UDC Board of Trustees approved the agreement on November 13, 2025.
  • Legislative action: The Council approves the negotiated compensation matters via this resolution (PR 26-0494).
  • Roundtables: Joint public roundtables held to receive testimony (notably scheduled for January 5, 2026).
  • Effective dates: The CBA becomes effective October 1, 2025, through September 30, 2028.

5) Supporting Documents and Official Actions

  • Fiscal Impact Statement (DC CFO) confirming funding availability for FY2026–FY2029.
  • UDC Board Resolution No. 2025-44 approving the CBA.
  • Roundtable notices and witness lists informing public input opportunities.

Overall, PR 26-0494 institutionalizes agreed-upon pay increases, a COLA, and other compensation enhancements for UDC adjuncts while outlining governance, contractual procedures, and budgetary implications for the District.

Compiled from official sources — confirm details with the bill’s official record.

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