Community colleges: temporary employees.
- Requires temporary-employee termination to follow local collective bargaining provisions.
- Maintains end-of-day or end-of-week termination authority and limits judicial review to timing.
- Reiterates that part-time faculty are temporary and contingent.
- Creates a framework for mandated-cost reimbursements if costs are found.
As proposed by Assembly Member Fong with coauthor Muratsuchi, the measure ties the termination of temporary employees in California’s community colleges to the procedures found in each district’s local collective bargaining agreements, while reaffirming that part-time faculty assignments are inherently temporary and contingent on enrollment and funding. The core change preserves the authority of a district governing board to terminate a temporary employee at the end of a day or week, but makes the termination process itself subject to the relevant CBA provisions governing temporary-terminations.
Key mechanisms include requiring that, when a temporary employee is terminated, the procedure conform to the local CBA provisions that pertain to such terminations. In all cases, the bill reiterates that part-time faculty are temporary and contingent, with no guaranteed continuation of employment regardless of status, length of service, or reemployment preference. Additionally, the measure notes that, if the Commission on State Mandates finds costs mandated by the state, reimbursement to local agencies and school districts would follow the standard mandated-cost framework established in state law, creating a state-mandated local program with specified fiscal oversight and potential reimbursement pathways. Disputes about termination procedures would typically be resolved through the CBA’s grievance or arbitration processes, rather than through broad judicial review, which is limited to the timing of termination.
Looking ahead, districts will need to assess how their CBAs align with the new procedural requirement for temporary-employee terminations and may face increased administrative coordination with unions and HR processes. The policy context centers on local control over employment procedures for temporary staff, balanced with a formal recognition of the contingent nature of part-time faculty work. The fiscal provisions anticipate potential mandated costs and outline the statewide reimbursement mechanism, signaling future interplays between district budgets, bargaining agreements, and state-menerated cost frameworks.
 Al MuratsuchiD Assemblymember | Bill Author |  Not Contacted | |
 Mike FongD Assemblymember | Bill Author | Not Contacted |
Email the authors or create an email template to send to all relevant legislators.
Introduced By
Latest Voting History
| Ayes | Noes | NVR | Total | Result |
|---|---|---|---|---|
| 71 | 4 | 5 | 80 | PASS |
- Requires temporary-employee termination to follow local collective bargaining provisions.
- Maintains end-of-day or end-of-week termination authority and limits judicial review to timing.
- Reiterates that part-time faculty are temporary and contingent.
- Creates a framework for mandated-cost reimbursements if costs are found.
Email the authors or create an email template to send to all relevant legislators.
Introduced By
As proposed by Assembly Member Fong with coauthor Muratsuchi, the measure ties the termination of temporary employees in California’s community colleges to the procedures found in each district’s local collective bargaining agreements, while reaffirming that part-time faculty assignments are inherently temporary and contingent on enrollment and funding. The core change preserves the authority of a district governing board to terminate a temporary employee at the end of a day or week, but makes the termination process itself subject to the relevant CBA provisions governing temporary-terminations.
Key mechanisms include requiring that, when a temporary employee is terminated, the procedure conform to the local CBA provisions that pertain to such terminations. In all cases, the bill reiterates that part-time faculty are temporary and contingent, with no guaranteed continuation of employment regardless of status, length of service, or reemployment preference. Additionally, the measure notes that, if the Commission on State Mandates finds costs mandated by the state, reimbursement to local agencies and school districts would follow the standard mandated-cost framework established in state law, creating a state-mandated local program with specified fiscal oversight and potential reimbursement pathways. Disputes about termination procedures would typically be resolved through the CBA’s grievance or arbitration processes, rather than through broad judicial review, which is limited to the timing of termination.
Looking ahead, districts will need to assess how their CBAs align with the new procedural requirement for temporary-employee terminations and may face increased administrative coordination with unions and HR processes. The policy context centers on local control over employment procedures for temporary staff, balanced with a formal recognition of the contingent nature of part-time faculty work. The fiscal provisions anticipate potential mandated costs and outline the statewide reimbursement mechanism, signaling future interplays between district budgets, bargaining agreements, and state-menerated cost frameworks.
Latest Voting History
| Ayes | Noes | NVR | Total | Result |
|---|---|---|---|---|
| 71 | 4 | 5 | 80 | PASS |
Al MuratsuchiD Assemblymember | Bill Author | Not Contacted | |
Mike FongD Assemblymember | Bill Author | Not Contacted |