August 5, 2025

Items in This Newsletter

  1. President’s Welcome
    • Letter from the President — Dr. Jason Bowen
  2. Key Union Wins & Updates
    • Calendar PERB Victory: Winter Intersession Returns
    • Negotiations Update: CBA Talks Continue This Fall
    • Why CFT’s One Faculty Matters — and What This Means for Us at AVC
    • Not “Temporary” — Crucial: Adjunct Faculty Are the Core of AVC
    • Faculty Benefits Update
    • Representing AVCFT at the CFT Convention — March 2025
  3. Leadership
    • Honoring Kathy Osburn’s Legacy & the Role She Helped Shape
    • Welcome to Our New Vice President: Perry Jehlicka!
    • Welcome Our New VP of Adjunct Faculty: Elle Smith!
  4. Membership Growth & Union Strength
    • Growing Together, Leading Together
  5. Advocacy in Action
    • Your Union at the Board
    • AVCFT in the News: What the Headlines Reveal
    • Elections Update: Preparing for the 2026 Board Election
  6. Community & Events
    • AVCFT Socials: More Than Just a Meet-Up
    • Voices from the Union
    • Fall 2025 FPD: Opening Day — Save the Date!
  7. Support & Rights
    • Union Rights Corner: Know Your Protections
    • Get Involved in AVCFT!
    • Let’s Keep Building Together

1. President’s Welcome

Letter from the President – Dr. Jason Bowen

Reflecting, Rebuilding, Recommitting

Dear Colleagues,

As we close out another academic year—one marked by hard-earned victories and meaningful progress—I want to take a moment to recognize the power of collective action and the incredible work we’ve accomplished together.

This year, our union achieved one of its most significant wins in recent memory: the reinstatement of Winter Intersession following a lengthy and difficult PERB battle. This outcome not only restores a vital part of our academic calendar, but also honors the labor, advocacy, and persistence of our members over many years. It’s a reminder that when we organize, stay informed, and speak with a unified voice, we can change the course of institutional decision-making.

We also celebrated record membership growth, expanded our presence at Board of Trustees meetings, hosted social events and workshops to foster community, and advocated at the statewide level for policies that protect faculty rights and improve working conditions. From negotiations to grievance support to political engagement, every initiative we undertake is powered by your voices and your willingness to show up for each other.

It has been my honor to represent AVCFT at this year’s California Federation of Teachers (CFT) Convention, where I had the opportunity to collaborate with fellow leaders from across the state. What struck me most was how many of the issues we face—lack of transparency, inadequate healthcare for adjuncts, and eroding shared governance—are not unique. But neither is our determination to challenge them.

In this issue, you’ll find updates on our recent efforts, acknowledgments of the team members who’ve led critical work, and an invitation to become more involved—whether by attending union events, becoming a member, or simply reaching out to learn more.

Let us continue to reflect on our shared values, rebuild trust where it’s been challenged, and recommit ourselves to the collective strength that makes our union not just functional—but formidable.

Together, we have momentum—and we intend to use it. Let’s keep showing up, speaking out, and building power in 2025–26.

In Solidarity,

Dr. Jason Bowen

AVCFT President | president@avcft.org

2. Key Union Wins and Updates

Calendar PERB Victory: Winter Intersession Returns

A Multi-Year Effort to Restore Equity, Respect, and Faculty Voice

By: AVCFT

After nearly six years of legal advocacy and organizing, Winter Intersession officially returned to Antelope Valley College for the 2024–2025 academic year. This marks the resolution of the long-standing Calendar PERB case, initiated in 2019, and stands as one of the most important faculty victories in our union’s recent history.

The outcome:

  • Reinstatement of Winter Intersession, restoring vital instructional time.
  • Estimated $2.6 million in restitution to affected faculty across the district.
  • A reaffirmation of faculty consultation rights in academic planning and workload.

This victory was made possible by years of persistence, collaboration, and courageous testimony. While some legal details remain confidential, the path to this moment has been long and instructive—and underscores the power of standing together.

We would like to recognize the key members of the union team who helped carry this effort forward:

  • Dr. Scott Lee, who led the process with strategic clarity, documentation, and legal coordination.
  • Dr. Aurora Burd, whose testimony and institutional knowledge provided critical support throughout PERB proceedings.
  • Dr. Jason Bowen, who ensured the union remained strong, unified, and determined through the final phase of this fight.

This win is not only about calendar dates or compensation—it’s about restoring trust, honoring due process, and ensuring that faculty voices are heard and respected in decisions that impact our students, our workloads, and our shared future.

The return of Intersession strengthens student learning opportunities, relieves overloaded semesters, and reinforces sustainable teaching conditions. It is a tangible example of what faculty can achieve when united in purpose.

According to Chancellor’s Office data, Winter Intersession 2025 had the highest student attendance (measured in FTES) since 2009, and the third highest in the past 20 years. Spring 2025 also recorded the highest enrollment since 2020—the last year a Winter Intersession was offered. These figures confirm that restoring Intersession not only honored faculty rights—it also delivered measurable gains for students.

We are deeply grateful to every faculty member who supported this process—whether by offering encouragement, staying informed, or helping to carry institutional memory across years of delay.

Eligible faculty will receive follow-up instructions once final processing is confirmed. Stay tuned for follow-up communication regarding timelines and reporting procedures.

“This was a team effort—and a union win.”— Dr. Jason Bowen

Thank you for standing with us.

  • Timeline: Calendar PERB (2019-2025)
  • 2019 — District unilaterally removes Winter Intersession from the academic calendar
  • 2020 — AVCFT files Calendar PERB complaint; legal process & filing begins
  • 2022 — PERB rules in favor of AVCFT; District appeals
  • 2023 — Appeal process concludes; PERB reaffirms union victory
  • 2024 (Dec) — PERB confirms restitution includes 2023-2024 academic year
  • 2025 (Spring) — Winter Intersession reinstated
  • 2025 (Fall) — Restitution payments anticipated for affected faculty
  • Frequently Asked Questions (FAQ)
  • Q: Who qualifies for restitution?
  • A: Faculty whose workloads/pay were impacted by the removal of Winter Intersession.
  • Q: How much will I receive?
  • A: Individual amounts will vary based on contract status/past teaching history. Total restitution across the District is est. $2.6 millon.
  • Q: When will I be paid?
  • A: Payments are expected to be disbursed October 15, 2025— pending final District processing. These will include STRS credit and sick leave. Note: If the District misses the deadline, interest will be owed.
  • Q: What if I have questions or believe I’m impacted?
  • A: Please reach out to grievance@avcft.org or your union rep. for further guidance.

Negotiations Update: CBA Talks Continue This Fall  

By: Dr. Scott Lee, Lead Negotiator

AVCFT began negotiations for a new collective bargaining agreement (CBA) with the District in June. So far, we’ve only discussed a few items, but the sessions have been productive, collegial, and respectful.

What’s Been Discussed So Far

We opened with issues specific to adjuncts, including health insurance and sick leave options at retirement—because improving parity in access to benefits and long-term stability remains a core union priority. The District began with sections on Grievance Procedures and Department Chairs.

Notably, this year’s District team includes not just legal counsel, but also Vice Presidents and Deans. This helps ensure campus-specific knowledge is in the room — something that was often missing when past teams were legal-only.

Your Negotiations Team

  • Your team includes:
    • Dr. Scott Lee
    • Ms. Kathy Osburn
    • Mr. Eugene Siegel
    • Ms. Tamira Palmetto

We are also supported by Jason Elias, our California Federation of Teachers (CFT) field representative and attorney. Jason brings deep experience in education labor law and negotiation strategy across the state

What’s Next

Negotiation sessions will continue this fall. We’ll share updates as talks progress—and we welcome your feedback and questions as we move forward together.

Thank you for your continued support of us and each other.

Dr. Scott Lee

Lead Negotiator | politicaldir@avcft.org

Why CFT’s One Faculty Matters — and What It Means for Us at AVC

Multi-Year Effort to Restore Equity, Respect, and Faculty 

By: Eugene E. Siegel, Adjunct Representative to the Academic Senate

The One Faculty campaign, launched by the California Federation of Teachers (CFT), aims to end the two-tier system separating adjunct and full-time faculty. Its vision: equal pay for equal work, equitable benefits, and unified professional standards across roles.

Why It Matters at AVC

The landscape for adjuncts at AVC has changed dramatically. Thirty years ago, most adjuncts were industry professionals teaching a course or two while receiving benefits through other full-time jobs. Today, the majority of AVC’s more than 400 adjunct faculty are professional educators—teaching across multiple colleges, often without access to medical benefits, and in many cases relying on public assistance.

“When they leave service, the retirement benefit offered adjuncts at AVC is totally insufficient. Combined with their as-needed status, AVC has not been kind to adjuncts.”
— Eugene Siegel, Adjunct Senator & AVCFT Negotiations Team

Adjuncts are the instructional backbone of our college—and they deserve more than contingency-based employment.

What AVCFT Is Doing                                                                                                                

We’ve engaged directly with the One Faculty campaign through CFT workshops, policy briefings, and statewide collaboration. At the local level, our team is currently advancing proposals in negotiations.

“There is help on the way,” Siegel adds. “Our proposals aim to create a better benefits and workplace future for our highly educated adjunct faculty.”

What’s Next

This work is ongoing. Legislative change takes time—but the momentum is real. As the conversation grows statewide, we’ll continue pushing for fairer systems locally and working toward a future where all faculty are treated with equity, dignity, and professional respect.

Eugene E. Siegel

Want to Learn More About One Faculty?

Let’s keep the conversation going — locally and statewide.

  • AVCFT Reps:
    • Elle Smith — adjvp@avcft.org
    • Eugene E. Siegel — negotiations2@avcft.org 

Your voice matters. Let’s build a better workplace future — together.

Not “Temporary” — Crucial: Adjunct Faculty Are the Core of AVC

By: AVCFT

At Antelope Valley College, adjunct faculty are not peripheral — they are essential. They are the main body of our instructional workforce, serving our students every day, in every division, with extraordinary commitment and resilience.

They show up. They adapt. They mentor. Across multiple campuses they carry full teaching loads — often without health benefits, reappointment guarantees, or compensation that reflects their contributions. They make this college function — and we want to be clear: without them, none of the rest of us could do what we do.

The Numbers Tell the Story

According to the California Community Colleges Chancellor’s Office, as of Fall 2024, adjuncts made up 44% of all employees at AVC and a striking 68% of the instructional faculty. In short: adjuncts are the majority of teachers on our campus.

Despite this, adjunct instructors remain classified as “temporary,” and many lack access to medical benefits, paid office hours, or long-term employment security.

  • At a Glance:
  • 407 Adjunct Faculty (Fall 2024)
  • 190 Full-Time Faculty (Fall 2024)
  • Adjuncts = 68% of all instructors
  • Pay: Adjuncts make 40–60% less per class

This summer’s district-wide notice to adjunct faculty — stating that their assignments may be canceled at any time, even “at the end of a day or week” — served as a stark reminder of that reality. While legally permitted, the tone and targeting of the message reflected a troubling reality: adjuncts are treated as optional labor, despite being essential to the institution.

But perhaps more revealing than the tone is the underlying disconnect the message reflects — a sign of a District that may be unaware of how its own business model works. Because the truth is simple: without adjuncts, AVC doesn’t work. They are not supplemental. They are not “just in case.” They are central to the delivery of education at our college.

“Adjuncts aren’t temporary in function — they are permanent in practice.”— AVCFT

And that is exactly why AVCFT fights for adjunct faculty.

We know how deeply our institution depends on adjunct labor — and in turn, we fight for adjuncts to have working conditions that reflect the value of their labor, their sacrifices, and their expertise. To run an institution on someone’s labor while refusing to honor that labor is not just unfair — it’s unsustainable.

We See You. We Need You. We Stand With You.

We see your labor, your flexibility, your expertise, and your heart.
We know that your work is not “temporary” in impact.
We know that you often do the same — or more — than your full-time peers, under harder conditions.
We know that the system has not treated you fairly.
And we know that this can’t continue.

The Cost of Inequity: Students Are Affected, Too

This isn’t just a labor issue. It’s a student success issue.

A 2018 study published in the American Educational Research Journal found that while students taught by part-time faculty often earn higher grades in the short term, they tend to struggle more in subsequent, related courses as faculty presence becomes inconsistent (Xu, 2018 [See Appendices]).

Essentially, Xu (2018) argues colleges with more courses taught by adjuncts experience lower overall retention and transfer rates. This isn’t a reflection of adjunct teaching ability — in fact, it underscores their effectiveness. The problem is structural: a system built on unstable, inconsistent instructional labor, where adjuncts are under-supported, underpaid, and unable to maintain long-term relationships with students. It’s not about who adjuncts are — it’s about how the system treats them.

In the words of Tobey Kaplan, an adjunct instructor at three districts in Northern California:

“There’s never any guarantee that once you’re in the part-time pool, you’ll be hired full-time” — Quoted in Peele, 2022

Concerns reflected in similar sentiments of Curley Wikkeling-Miller, another fellow adjunct instructor who teaches across two districts in Northern California:

“There are times I wish I could just focus all of my energy on one campus and be a full-time instructor. I could participate more in campus activities and be of service.” — Quoted in Peele, 2022

In community colleges, over 52% of adjunct faculty are women, many of whom are drawn to these institutions by their stated values of equity, access, and inclusion (Triplett, 2016). Yet, as Triplett’s study found, female adjunct instructors — many of them first-generation college graduates — often carry the dual burden of striving toward career advancement while managing family responsibilities, all within a system of unpredictable scheduling and low pay. The result is a structural inequity that limits professional mobility and personal stability for a group that colleges often claim to empower. Despite their adaptability, these women face significant emotional, logistical, and financial strain, which in turn affects their availability and engagement with students. Like their male counterparts, they are essential to the functioning of our colleges — but are treated as peripheral.

Without long-term job security, paid office hours, or adequate support, adjunct instructors often cannot build the continuity and relationships that help students thrive. The cost of precarity doesn’t stop at the faculty level — it’s passed on to the very students we serve (Smart, 2014).

These findings confirm what faculty and students experience every day: a system that relies on underpaid, unsupported labor is not sustainable — for anyone. When we fail to invest in the stability of the instructors who teach the majority of our students, we risk undermining the very mission of the college. As Smart (2019) documents in her study of adjuncts in Southern California, the nature of this work is often exploitative by design — not by accident.

Equity for adjuncts is equity for students. That’s why this work matters — and why it must continue.

  • Research Reflections:
  • Other research confirms what many of us see daily.
  • “Adjunct faculty are highly qualified professionals motivated by a passion for teaching — but the positive aspects of their role are often circumscribed by systemic marginalization.” — Zitko & Schultz, 2022
  • “Adjunct roles affect everything — our ability to serve students, attend meetings, hold office hours, or be part of the college community.” — Triplett, 2016
  • “When female adjuncts are overwhelmed or unsupported, their ability to maintain strong, consistent relationships with students is compromised — which can impact student engagement, retention, and overall academic outcomes” — Triplett, 2016
  • “Adjuncts are treated as optional labor, despite being essential to the institution.” — Smart, 2014
  • “It’s hard to claim equity for students while exploiting the women and underpaid educators who teach them.”
    — AVCFT

When Silence Speaks

If the structural conditions shaping adjunct labor are part of the problem, then so is how we talk — or fail to talk — about those conditions. Inequity isn’t just written into policy; it’s reinforced through silence, tone, and practice.

The District’s recent communication to adjunct faculty — emphasizing that assignments may be canceled “at the end of a day or week” — reinforced a deeper concern. While the message may have been intended as routine, and is a reflection of state law, its tone and timing sent a different signal: one that, for many, reaffirmed the perception that adjuncts are viewed as expendable.

In a workplace already defined by uncertainty, messaging like this carries weight. A lack of explanation left faculty with more questions than answers — and in that silence, doubt and distrust grew. Communication like this doesn’t just affect morale — it disrupts trust and continuity in the classroom.

If the District is committed to equity — as reflected in its DEIA initiative and the values it promotes in public materials — that commitment must extend beyond policy language, symbolic gestures, and moral platitudes. It must show up in how the District communicates, how it engages with faculty, and how it treats the most vulnerable faculty on campus. When a system promotes inclusion in theory but permits exclusion in practice, it sends mixed signals — and undermines its own credibility.

Our adjunct faculty bring the same skill, heart, and commitment to our classrooms as their full-time colleagues. They deserve communication and actions from a District that reflects that reality. Because equity isn’t just what we promise in handbooks — it’s how we lead, how we listen, and how we show respect every day.

Equity for adjuncts is equity for students. And both deserve a District that leads with clarity, care, and integrity.

  • “A message may be policy-compliant — and still reveal a mindset.” — AVCFT
  • As one college leader put it: “If we don’t engage the adjuncts at least as much as we engage the full-time faculty, we’re never going to reach the goals that have been set out for us.” — Mangan, 2015
  • “In the absence of clarity, even routine messages can feel like warning shots. In this case, the result was not reassurance — it was fear, frustration, and renewed doubt.” — AVCFT

Real Voices from Our Faculty

The research is clear — and the voices of our own faculty bring it to life.

For instance, a highly respected adjunct with decades of experience recently spoke at a Board meeting about his love for teaching — and the instability he still faces despite years of service. He shared the difficulty of building a life around work that could vanish without warning.

Another current faculty member reflected on their own path from adjuncthood to full-time faculty:

“I had no idea how wide the pay gap was. My workload didn’t really change — but my income more than doubled once I became full-time.”

And a longtime adjunct shared how proud they are to support AVC students — but admitted that being constantly overlooked and treated as disposable has pushed them to the edge of burnout.

These stories are not isolated.
They are a systemwide reflection of a model that depends on flexibility while denying stability. It’s time to change that.

Students Notice, Too

In recent Board meetings and informal conversations, students have spoken up about how much they value their adjunct instructors. Some were upset by faculty dismissals. Others told department chairs they’d gladly support efforts to protect and respect their favorite instructors. The message is clear: students know our adjunct faculty make a difference — and they’re watching how we treat them.

Shared Work, Shared Responsibility

Adjunct faculty carry the majority of our teaching load at AVC. They are not “temporary” in impact — they are core to our educational mission.

Full-time faculty share in the responsibility to support and advocate for the equity, inclusion, and job security of our part-time colleagues — not as an act of charity, but as a matter of shared purpose and professional integrity.

Supporting adjunct colleagues also means ensuring meaningful access to the academic community. Research from Gelman et al. (2022) shows that multi-faceted initiatives — including peer mentorship, structured onboarding, and visibility in decision-making — not only improve faculty satisfaction, but strengthen educational outcomes.

Part-time status should never mean second-class treatment. The strength of our college depends on how we support those who do the teaching.

Adjunct faculty: your full-time colleagues stand with you. We share the same students, the same departments, and the same future. Solidarity is how we win — together.

  • What solidarity looks like in practice:
  • Share knowledge on contract rights, evaluations, and timelines
  • Be mindful of overloads that may displace adjunct assignments
  • Include adjuncts in department meetings, planning, and mentoring
  • Use your voice and vote in hiring, curriculum, and governance
  • Support adjunct proposals at the bargaining table

What AVCFT Is Doing

  • Proposals to improve access to medical benefits
  • Compensation reform around retirement, sick leave, and workload
  • Long-term efforts aligned with the statewide One Faculty campaign

These priorities are not side issues. They are front and center in our contract negotiations — because when adjunct faculty are supported, our entire institution is stronger.

Why We Need You in the Room

AVCFT represents all faculty — and that means fighting for all faculty. But we can’t build a fairer future without your voice.

We need adjunct participation in:

  • Union surveys and forums
  • Contract feedback
  • FPD and union events
  • Member organizing and solidarity

We Want to Hear from You

Adjunct faculty are already leaders in our union, in our classrooms, and in our community. As we continue to fight for fairness, we want to uplift more of your stories — with your consent and in your words. Whether through a testimonial, anonymous comment, or short quote, we’d love to share your voice in future newsletters, presentations, or board comments.

In Solidarity

You teach our students. You build our departments. You keep AVC moving forward.
You deserve more than contingency — you deserve security, dignity, and respect. We’re in this with you.
We’re negotiating on your behalf.
We’re fighting for a better future.
Because without you, there is no us.

Faculty Benefits Update: Summer 2025

By: AVCFT and Harmony Miller, Human Resources AVC

As statewide healthcare costs continue to rise, AVCFT remains committed to monitoring plan changes and advocating for sustainable, equitable benefits for all faculty—full-time and part-time alike.

2025 Medical Premiums (Estimated Increases)

  • Kaiser: +6.1% (approx. +$90/month)
  • Anthem Blue Shield: +6.6% (approx. +$121/month)
  • Estimated premium range: Depending on provider and tier, some households may see higher overall monthly premiums

Note: The District’s contribution cap has not changed, meaning these cost increases may be absorbed by employees. Faculty are encouraged to review plan options carefully during open enrollment to understand how these changes may affect their out-of-pocket expenses

Additional Benefit Plan Changes

  • Kaiser: Reducing 100-day maintenance medication refills to 30 days
  • New PPO option: Platinum+ Primary Care Plan (no deductible, $0 primary/urgent care visits, $40 speciality visits)
  • XP Health vision discount plan under review
  • Dental and vision premiums remain stable, but changes in coverage and plan structures.

We strongly encourage all faculty to review their options and reach out with questions during the enrollment window.

Adjunct Healthcare: A Continuing Priority

AVCFT continues to advocate for expanded healthcare access for adjunct faculty. While statewide benefit funding pools remain limited, we are exploring district-level options and monitoring models from other colleges. This effort is also aligned with our support of the One Faculty campaign.

  • KEY DATES:
  • Open Enrollment: August 1–20, 2025
  • Benefits Fair: August 14, 2025 @ 12:00pm–4:00pm (see AVC Announcement for details)

  • Questions about benefits or eligibility?
  • Contact your AVCFT rep
  • Email: communications@avcft.org
  • Contact Jim Firth @ Human Resources, AVC

Representing AVCFT at the CFT Convention – March 2025

Local Leadership, Statewide Impact

By: AVCFT

In March 2025, AVCFT President Dr. Jason Bowen and AVCFCE President Pamela Ford represented Antelope Valley College at the annual California Federation of Teachers (CFT) Convention—a statewide gathering of union leaders and educators committed to public education and labor rights.

AVCFT proudly supported Dr. Bowen’s candidacy for CFT President. His campaign elevated key issues facing locals statewide, including the need for more transparent voting practices and stronger support for frontline union members. Dr. Bowen’s challenge to slate voting practices struck a deep chord with delegates—so much so that the incumbent he opposed publicly encouraged voters to reject the slate and vote based on principle. While Dr. Bowen did not win the election, he earned the respect of many and has since been invited to speak with other locals across the state. His run sparked renewed conversations about accountability, equity, and the power of local leadership.

“President Bowen’s campaign brought critical issues to the forefront,” said AVCFCE President Pamela Ford. “His courage to speak out gives voice to concerns shared by many locals. There is just so much going on—and so much that isn’t being done—that could strengthen our unions. His vision could bring the focus back to what locals truly need.”

Though she didn’t take the mic, Ms. Ford’s presence was deeply felt. She attended the convention while still recovering from an injury, demonstrating her unwavering commitment to both classified and faculty professionals. Behind the scenes, she helped facilitate AVC’s participation and lent her institutional knowledge and moral leadership to the delegation’s efforts. Across the AVC campus, and now among labor colleagues statewide, she is recognized as a steady, respected voice for solidarity and progress.

We are proud to have shown up not just as individual delegates—but as a united team, representing Antelope Valley with strength, clarity, and purpose. Our efforts continue beyond convention halls, as we push for change that uplifts all education workers and advances the future of our unions.

3. Leadership

Honoring Kathy Osburn’s Legacy and the Role She Helped Shape

From Vice President to Grievance Officer: A Legacy of Steady Leadership

A Collective Tribute

“Kathy’s legacy is one of grace under fire, courage without spotlight, and a tireless belief that all faculty deserve to be seen, heard, and respected.”

Leadership in union work often happens out of the spotlight—quiet, constant, and unwavering. And that is exactly the kind of leadership Ms. Kathy Osburn has brought to AVCFT throughout her many years of service.

As she steps down from her role as Vice President and transitions into the Grievance Officer role, we offer more than thanks. We offer our collective admiration and heartfelt appreciation for the strength, clarity, and principled care she brought to our union every single day.

This tribute draws from reflections shared across AVCFT leadership—officers, committee members, and colleagues who have worked closely with Kathy over the years. The reflections herein offer a glimpse into the collective voice of those who’ve witnessed her impact firsthand.

Kathy has served as the right hand of the union through tense negotiations, complex administrative shifts, and moments of urgent organizing. Her institutional knowledge and behind-the-scenes leadership grounded our union in stability and integrity. She mentored officers, supported members in crisis, and helped guide AVCFT through some of its most challenging chapters.

  • Over 30 years of AVC service
  • Served as VP of Senate and Department Chair
  • VP of AVCFT for over 4 years
  • Participated in grievance strategy and PERB cases
  • Advisor to 3 Union Presidents
  • Behind-the-scenes architect of policy responses
  • Returning to Grievance Officer role in 2025

While her work often happened in sensitive spaces—especially in grievance matters—those who worked with Kathy know her impact ran deep. She has been a voice of calm and strategy in moments of pressure, and her presence on the Executive Board will be missed.

Kathy’s contributions reflect a deep understanding that this work isn’t about position or recognition—it’s about care, clarity, and commitment to faculty. She showed up with empathy and purpose, often behind the scenes, always steady.

As one officer put it, “Supporting faculty in crisis is emotionally intense—like triage work. Kathy showed up for that role again and again, steady and unshaken.”

As she returns to the Grievance Officer role—a space where she has long excelled—we know her advocacy will continue with the same grit and compassion she has always brought.

Reflections from Colleagues

  • “Kathy developed deep relationships—and would take your call anytime.”
  • “What this role required was more emotional labor than anyone sees. Kathy gave it—and never asked for credit.”
  • “When faculty were walking off cliffs, Kathy took the calls. She offered calm in chaos, logic in conflict, and a human connection in moments when people felt broken.”
  • “Kathy was a mentor to new faculty, a bridge between divisions, and a friend to many who otherwise never would have crossed paths.”
  • “Kathy Osburn has been a fierce advocate for faculty. Her energy, fight, and attention to detail were major contributors to her success in the VP role.”

This transition also reflects our shared goal of building sustainable, inclusive leadership structures—where knowledge is passed forward, new perspectives are welcomed, and no one carries the work alone.

“Acknowledging Kathy’s contributions is key—and so is continuing to evolve our leadership. The strength of this union lies in both gratitude, growth, and collaboration.”

We thank Kathy for her continued service—and for reminding us what steady, principled union leadership truly looks like.

With deep respect and solidarity,

Your colleagues at AVCFT

Welcome to Our New Vice President: Perry Jehlicka 

We are thrilled to welcome Mr. Perry Jehlicka, from Athletics as the new Vice President of AVCFT. A longtime advocate for academic equity and shared governance, Perry brings both experience and vision to this critical leadership role.

Perry has contributed to numerous shared governance committees and has built a reputation for fairness, transparency, and approachability. He has built a reputation for collaborative problem-solving, transparent communication, and a deep commitment to equity.

As Vice President, Perry will assist in negotiations, help guide policy priorities, and act as a liaison between faculty concerns and union action. We are excited for the leadership, creativity, and focus he brings to this role.

  • Contact: VP Perry Jehlicka @ vpresident@avcft.org

Welcome our New VP of Adjunct Faculty: Elle Smith

We are especially proud to introduce Ms. Elle Smith as our new Vice President of Adjunct Faculty—a long-awaited position that represents a pivotal step forward in our union’s commitment to equity and visibility for part-time faculty.

Elle is a dedicated adjunct faculty member in our Library Department and has firsthand experience navigating the often-precarious realities of adjunct work. Over the years, she has advocated for more inclusive policy discussions, served as a mentor to incoming adjuncts, and actively participated in Flex/FPD efforts to raise awareness around adjunct challenges.

This role provides an essential point of contact for adjunct faculty—someone who understands their needs, listens to concerns, and ensures they are not left out of the conversation. This is not just a new representative—it’s a promise: that all faculty, regardless of rank or status, are integral to the future of this college.

  • Contact: VP of Adjunct Faculty, Elle Smith @ adjvp@avcft.org  

4. Membership Growth & Union Strength

Growing Together, Leading Together

Together, We are Stronger

By: Dr. Andrada, Membership Director

Since Summer 2024, AVCFT has seen a membership increase of over 20%—a sign of growing trust in our ability to protect faculty rights, advocate for change, and show up when it counts.

Why Are More Faculty Joining?

  • Stronger voice in contract negotiations, evaluations, and shared governance
  • Access to expert support and representation
  • A union that shows up—at the Board, in meetings, and alongside you
  • Growing professional community rooted in solidarity, equity, and mutual respect

Whether you’re full-time, part-time, newly hired, or long-tenured—your membership matters.

Dues Information (2025)

Dues are automatically deducted through payroll and fund every part of our work—local negotiations, grievance support, training, and statewide advocacy.

  • DUES:
  • Full-Time Faculty
    • $95.40/month  
  • Adjunct Faculty (10-month basis)
    • 8+ hrs/LHE: $53.08/month
    • 4–7.99 hrs/LHE: $26.62/month
    • ≤ 4 hrs/LHE: $16.36/month
  • These rates are competitive across the CCC system—and your dues stay hard at work.

Ready to Join?

Contact Us or Sign up!

  • Dr. Andrada, Membership Director: membership@avcft.org
  • Enroll online @ Membership Link

We’d love to welcome you into our growing union. Every voice matters—and yours is needed now more than ever.

5. Advocacy in Action

Your Union at the Board

A Year of Standing Up, Speaking Out, and Showing Up

By: AVCFT

Throughout the year, AVCFT officers, faculty leaders, and classified colleagues raised concerns month after month at Board of Trustees meetings—documenting the real issues impacting faculty and staff across our campus.

What We Spoke Up About

Each month, public comments called attention to:

  • Due process violations and coercive personnel actions
  • Retaliation and fear-based culture
  • Rising legal fees and reduced transparency
  • Burnout, turnover, and the loss of experienced faculty and staff
  • Contract violations and evaluation inconsistencies
  • Faculty governance, academic freedom, and racial equity

“Faculty are using their own money to feed the students.” — Kathy Osburn, VP AVCFT
“Union leaders are being targeted… Silence is safer than action.” — Ahriehn Johnson, CFT Rep.
“Any infringement on academic freedom undermines every college in the system.” — Hal Huntsman, Academic Senate President      
“People leave when they no longer feel safe or supported… we need to invest in leadership that elevates rather than intimidates.”— Dr. Jason Bowen, AVCFT President    
“Trust feels thin—and recognition matters.”— Pamela Ford, AVCFCE President

What the Patterns Reveal

  • Retaliatory systems are harming morale and trust
  • CBA violations are no longer isolated
  • Advocacy is necessary, visible, and working

Faculty and classified voices are pushing back—not just for individuals, but for a more transparent and equitable campus.

Why It Matters

When we show up, we shift the narrative. When we speak out, we build public accountability. And when we document what’s happening, we protect each other and our values.

Board comments are not performative—they’re protective. They create a record of harm, demand better policy, and model what advocacy looks like in real time.

This work is not easy. But it is essential. We are proud of every member who spoke, stood, or supported that work this year.

Current AVCFT Executive Board Officers (2025)

  • President: Dr. Jason Bowen | president@avcft.org
  • Vice President: Perry Jehlicka | vpresident@avcft.org
  • VP of Adjunct Faculty: Elle Smith | adjvp@avcft.org
  • Grievance Officer: David Adams | grievance@avcft.org
  • Grievance Officer: Kathy Osburn | grievance@avcft.org
  • Secretary: Dr. Aurora Burd | secretary@avcft.org
  • Communications & Membership Director: Dr. Andrada | communications@avcft.org | membership@avcft.org
  • Political Director: Dr. Scott Lee | politicaldir@avcft.org
  • Treasurer: Kent Moser | treasurer@avcft.org
  • What We Raised at the Board (Aug 2024 — June 2025)
  • August
    • Online instruction gaps
    • Unfair leave practices
    • Legal spending scrutiny
  • September
    • Due process violations
    • Loss of student jobs
    • Parking fines and access
  • October
    • Faculty subsidizing student meals
    • Unjust leave protocols
    • Faculty morale and AI innovation
  • November
    • Racial equity in employment
    • Peer evaluation breach
    • Closed-session misuse
  • December
    • Forced resignations
    • Retaliation against Black women leaders
    • Layoff and rehire policy violations
  • January
    • Union retaliation resurfaces
    • Denied resignation rescission
    • Climate of fear
  • February
    • Legal fees weaponized
    • Union voice suppressed
    • PERB litigation highest in region
  • March
    • Leadership accountability failure
    • Breakdown in training/discipline
    • Faculty silenced
  • April
    • Toxic workplace, loss of key staff
    • Probation rights ignored
    • Burnout and emotional fatigue
  • May
    • Escalating legal costs
    • Dignity for classified staff
    • Missed investments in students
  • June
    • CBA violations
    • Retaliatory transfers
    • Academic freedom defense

AVCFT in the News: What the Headlines Reveal

A Public Record of Advocacy, Equity, and Accountability 

By: AVCFT

Over the past two years, the Antelope Valley Press has reported extensively on issues affecting Antelope Valley College—its faculty, classified professionals, students, and leadership. These stories don’t just document isolated moments. They tell a broader story about what it means to stand up for equity, transparency, and educational integrity during a period of unprecedented strain.

From reinstating Winter Intersession after an unlawful calendar change to pushing back against disproportionate legal spending and discriminatory employment practices, AVCFT and AVCFCE have remained a visible, vocal presence—on behalf of faculty, staff, and students alike.

This coverage is more than symbolic. It reflects the reality of our work: that protecting working conditions is inseparable from protecting student access and institutional integrity.

Headlines that Tell a Story

Budget priorities signal institutional values. These decisions show a pattern of using public resources to defend administrative decisions, even as faculty, staff, and students face real gaps in support.

  • Learn More & Stay Informed
  • Recent AV Press Coverages (searchable at avpress.com)
    • “Union leaders protest AVC spending hike” – May 17, 2025
    • “AVC workers’ treatment draws ire” – Dec 24, 2024 / Apr 17, 2025
    • “AVC reinstating winter intercession” – June 15, 2023
    • “College board eliminates 3 staff positions” – Apr 18, 2025
    • “AVC student workers will get paid” – Sep 14, 2024
    • “Teachers union reaches deal” – Oct 2, 2024
    • “Measure AV funds fully allocated” – Oct 18, 2023

When leadership bypasses bargaining, legal consequences follow. But these stories also show how consistent organizing leads to structural wins—through contracts, policy, and the law.

  • Equity, Discipline & Due Process

Due process and equity aren’t abstract—they’re felt in job loss, silencing, and systemic harm. These moments show how advocacy reveals what happens when legal and ethical obligations are ignored.

  • Student Advocacy & Accountability

When students speak out—and when unions amplify that call—leadership responds. But unresolved outcomes remind us why ongoing accountability is necessary.

Why This Matters — and What It Means for Us

These aren’t isolated incidents. They point to a pattern—a deeper story about how our college is being run, who is being protected, and whose voices are being dismissed. And they reinforce why AVCFT’s advocacy is not optional—it’s essential.

  • When working conditions are undermined, students feel it.
  • When legal strategies replace leadership, education suffers.
  • When unions are visible, the public sees what’s really happening.
  • We’re not just responding to headlines. We’re shaping the story.

What You Can Do

  • Have a Story to Tell? Contact AVCFT or speak up at a Board meeting!
  • Want to support advocacy efforts? Reach out to your union rep!
  • Thinking about trustee elections? Visit the AVCFT Elections page for updates!

Elections Update: Preparing for the 2026 Board Election

By: Dr. Scott Lee, Political Director

In 2026, three seats on the Antelope Valley College Board of Trustees will be up for election—those currently held by Trustees Buffallo, Adams, and Gaines. These are the same Trustees who voted in 2019 to eliminate Winter Intersession, a decision later found by the Public Employment Relations Board (PERB) to have violated our contract and state and federal law.

As faculty know, it took nearly six years of legal advocacy to correct that action. The return of Winter Intersession and the $2.6 million in faculty restitution are reminders of what’s at stake in Board decisions—and why AVCFT is taking early steps to prepare for the next election cycle.

What We’re Doing Now

We are currently identifying potential candidates who share our union’s values and respect the collective bargaining process. To qualify for a Board seat, individuals must:

  •  Live in the district they seek to represent (Link: District Map)
  •  Not be current employees of the college

We are inviting faculty to recommend potential community-based candidates who would advocate for students, protect faculty rights, and promote transparency in governance.

  • To suggest a potential candidate, contact:  politicaldir@avcft.org

Supporting the Effort

Beyond identifying candidates, we are also beginning to assemble a candidate support team to assist with campaign activities next year. This includes:

  • Canvassing
  • Assisting with mailers and logistics
  • Attending local candidate forums
  • Helping to promote AVC-friendly voices in the community

If you’re willing to help, even in a small way, please reach out. We’ll follow up with details as the campaign calendar develops.

What Comes Next

We’ll continue outreach and planning through the end of the year and will share more information about candidate endorsements as we move closer to the 2026 election cycle.

Our goal remains simple: to support trustees who respect contracts, value educators, and lead with integrity.

Thank you for helping protect the future of our college, our contract, and our profession.

Dr. Scott Lee

Political Director  | politicaldir@avcft.org

6. Community & Events

AVCFT Socials: More Than Just a Meet-Up  

Building Community, One Conversation at a Time    

By: Dr. Andrada, Communications Director  

Throughout 2024–25, AVCFT hosted a series of “Thirsty Thursday” and “First Friday” Union Socials across the Valley—from Bravery Brewing to Rancho Vista Golf Course to backyard spaces hosted by fellow faculty. Each event offered something more than food and flyers: space.

These gatherings were relaxed, off-campus, and off-the-record. No agenda. No expectations. Just a place for colleagues to connect, share stories, decompress, and—most importantly—know they’re not alone.

“Union work isn’t just about grievances or negotiations—it’s about people.” — AVCFT

These are spaces where faculty often feel safe expressing concerns they wouldn’t share elsewhere—and where trust is built quietly, one conversation at a time. Whether you’re new to AVC or just haven’t attended before, we’d love to see you at a future event. You don’t need to be “involved”—you just need to show up as you are.

Mark Your Calendar!

Next Social: August 15, 2025 @ Bravery Brewery Co. (details see AVCFT Flyer)

Voices from the Union – Quiet Solidarity, Real Impact  

What We Hear – Faculty Reflections    

Throughout the year, faculty have reached out—in conversations, emails, texts, and meetings. These moments remind us that union work is grounded not just in policy—but in people.

  • “Thank you AVCFT—I appreciate you very much. AVC union is awesome.”
  • “I had a very helpful conversation. I value you as colleagues and hope everything goes well for the union.”
  • “I didn’t know the union did so much for faculty, until I needed them. Thank God a colleague recommended them. I wouldn’t have known what my rights were or how to advocate for myself if it weren’t for them.”
  • “Even knowing I had someone to talk to made me feel less alone.”

No names. No titles. Just real voices. We hear you—and we’re here for each other.

Fall 2025 FPD: Opening Day – Save the Date!

AVCFT will participate in the Fall 2025 Opening Day FPD event (see the official AVC FPD calendar for confirmed date)

At recent union-hosted and FPD sessions, faculty have raised thoughtful concerns about:

  • Inconsistent communication around working conditions and instructional modalities
  • Shifts in how assignment, evaluation, or workload policies are applied
  • A campus culture where speaking up still feels risky

AVCFT continues to bring these concerns forward—at the Board, in consultations, and in collaboration with the District. We are committed to protecting faculty rights and ensuring that policy changes happen through the appropriate shared governance and bargaining channels.

This fall, we’ll continue offering FPD sessions on:

  • Faculty rights (Weingarten, evaluations, tenure)
  • Adjunct equity and One Faculty updates
  • Accommodations, academic freedom, and safe workplace rights

Mark Your Calendar!

Next AVCFT FPD, Opening Day: August 15, 2025 @ 3:00pm-4:00pm!

We hope to see many of you there—not just to learn, but to be together in the work.

7. Support & Rights

Union Rights Corner: Know Your Protections

This section is informational only and does not constitute legal advice.

Unlawful Changes: You Don’t Have to Bargain Back

Under PERB precedent, if the District makes an unlawful unilateral change to working conditions, your union is not required to give up something else to correct that violation.

That means: if your working conditions are altered—without union negotiation or agreement—the District can’t demand concessions just to restore what should never have been changed.

It’s a foundational principle, and we’ve used it.

AVCFT Is Watching

We continue to monitor District actions and assert our rights through the CBA and California labor law. From evaluation timelines to class assignments and workloads, faculty protections are real—and they matter.

Know Your Rights

  • Have you experienced:
    • Unannounced changes to workload, prep time, or modality?
    • An evaluation or disciplinary process that felt out of step?
    • Something that seems inconsistent with the CBA?

Don’t wait for a pattern to emerge.

  • Reach our to your AVCFT rep or contact our Grievance Officers: grievance@avcft.org

Get Involved in 2025–26!

This year, we raised our voices together—at the Board, in our departments, and across the district. We spoke up for fairness, transparency, faculty rights, and student-centered values. And we’re not done.

In 2025–26, we’re continuing this work—and we want you with us.

Attend a Board Meeting or Submit a Comment

 What to Expect

  • Meetings are monthly (in-person + livestream)
  • Public comment = 3 minutes — or let union leaders read a statement on your behalf
  • Your presence matters — even silent solidarity builds public accountability

Getting Involved!

  • I want to attend a meeting
  • I want help participating in public comment
  • I have a concern to share confidentially
  • I want updates about advocacy opportunities
Contact: communications@avcft.org
Visit: AVCFT.ORG

Let’s Keep Building Together

Each story in this newsletter reflects the strength, persistence, and care that faculty bring to our campus—and to each other. Whether you spoke at a Board meeting, supported a colleague, or stayed informed through challenging moments: thank you. That matters.

Our union is growing—not just in numbers, but in courage and connection. And that means the way we communicate must grow too. This newsletter isn’t just a recap—it’s a record of what we’ve done, and an invitation to shape what comes next.

AVCFT wants to hear from you.

  • Have feedback on this issue?
  • Want to submit a quote, photo, or story for next time?

Let’s build a record that reflects all of us.

Reach out at any time.

We’re listening—and we’re in this together.

In Solidarity,

AVCFT

Published by Dr. A. Andrada