The Landmark Settlement in Detail

The Long Beach Community College District (LBCCD), which oversees Long Beach City College (LBCC), has tentatively agreed to a substantial $18 million settlement to resolve a long-standing class-action lawsuit brought by adjunct faculty members. This agreement, approved by the district board last month, awaits final approval from Los Angeles County Superior Court Judge Stuart M. Rice on July 1, 2026. If greenlit, it will distribute funds to 1,456 class members, providing each with more than $11,000 on average—a significant win for part-time instructors who claimed they were shortchanged for essential work.

This payout addresses allegations rooted in California's minimum wage laws, highlighting systemic issues in how community colleges compensate non-full-time faculty. The district has already set aside $20 million to cover the settlement and related costs, underscoring the financial weight of the resolution.

Origins of the Roberts v. LBCCD Lawsuit

The case, formally known as Karen Roberts and Seija Rohkea v. Long Beach Community College District, was filed on March 31, 2022, in Los Angeles County Superior Court. Lead plaintiffs Karen Roberts, an art history adjunct, and Seija Rohkea, an art instructor, spearheaded the action on behalf of themselves and similarly situated part-time faculty. Initially estimating over 600 affected instructors, the class grew to 1,456 by settlement time.

Supported by unions like the California Teachers Association (CTA), AFT 1493, and the California Part-time Faculty Association (CPFA), the suit argued that LBCC's practices violated state labor codes by excluding compensation for non-instructional duties. This marked one of the first major challenges to the 'classroom hours only' pay model prevalent in California's 116 community college districts.

Core Allegations: Unpaid Labor Beyond the Classroom

At the heart of the lawsuit were claims that adjuncts were required to perform substantial unpaid work, including lesson preparation, grading assignments and exams, holding office hours, student advising, and attending mandatory meetings. Plaintiffs contended this breached California Labor Code sections on minimum wage and overtime, as well as Industrial Welfare Commission Wage Orders. Adjuncts, often piecing together multiple gigs across campuses, argued they effectively worked below minimum wage when all hours were accounted for.

The district defended by asserting that adjunct contracts specified pay solely for 'contact hours'—time spent teaching in class—and that preparatory work was incidental. However, evidence showed adjuncts spent 2-3 hours preparing and grading for every classroom hour, a ratio borne out by faculty testimonies and workload studies.

Key Judicial Victories Paving the Way

In May 2024, Judge Rice certified the class action, expanding its scope. Then, in early 2025, he delivered a pivotal ruling: adjuncts were entitled to pay for grading, planning, and office hours. He lambasted the district's position, noting 'a myriad of problems' and rejecting exemptions from minimum wage laws for educators.

The decision was stayed pending appeal, but it pressured negotiations. As plaintiffs' attorney Eileen B. Goldsmith noted, it prompted other districts to renegotiate contracts proactively. For more on the ruling, see the EdSource update.

Settlement Breakdown and Distribution

The $18 million fund will compensate class members after deductions for attorneys' fees, costs, and service awards to named plaintiffs. While exact splits aren't public yet, court filings project over $11,000 per recipient—a 'very meaningful result' per Goldsmith, given the case's novelty. Class members have until a deadline before the July hearing to opt out or object.

• Total settlement: $18 million
• Class size: 1,456 adjuncts
• Avg. individual payout: >$11,000
• District reserve: $20 million (incl. costs)
• Final hearing: July 1, 2026

This structure ensures equitable distribution while covering legal expenses from four years of litigation.

Photo by Logan Voss on Unsplash

Stakeholder Perspectives and Reactions

Reactions have been overwhelmingly positive from advocates. CPFA Chair John Martin called it 'a big deal, it is tremendous,' emphasizing its statewide ripple. Goldsmith highlighted its 'major impact,' with districts now offering prep/grading pay in contracts. District spokesperson Stacey Toda framed it as 'responsible risk management' to end litigation.

Unions like CTA hailed it as a bargaining victory, leading to improved terms at LBCC. For adjuncts eyeing opportunities, check adjunct professor jobs or community college jobs for updated pay landscapes.

Adjunct Faculty Challenges in California Community Colleges

Adjuncts comprise about 70-80% of faculty in California's community colleges, teaching most sections but earning far less stability. Paid $50-$80 per classroom hour (e.g., LBCC ~$70), they receive nothing for prep—often 2x classroom time. Annual earnings average $30,000-$50,000 despite full-time equivalents.

State funds like Part-Time Faculty Compensation Office (PTFCO) allocations help, with $100M+ yearly, but lawsuits expose gaps. EdSource's 2022 'Gig by Gig' series illuminated this 'adjunctification.'Explore the series.

Statewide Statistics and Comparisons

In 2025-26, CA allocated funds for adjunct pay raises, yet disparities persist. Bay Area districts pay $70-$90/hour in-class; Southern CA varies. Nationally, adjuncts earn 76% of full-timers' rate. LBCC adjuncts now stand to gain precedent-setting equity.

Source: CFT, CCCCO data. For career advice, visit higher ed career advice.

Ripple Effects and Related Litigation

This settlement influences ongoing suits, like CPFA's against the state system and eight districts. Districts are revising contracts; some added office hour stipends. It bolsters Title 5 reforms pushing equitable pay. Recent X posts from EdSource and LBPost buzz with adjunct victories.

Implications for Higher Education Careers

For aspiring adjuncts, this signals improving conditions: better pay transparency, workload protections. Full-timers benefit from stabilized instruction. Job seekers, rate experiences at Rate My Professor and explore higher ed jobs. Districts may hire more reliably compensated part-timers amid shortages.

Photo by Mark Patterson on Unsplash

Looking Ahead: Reforms and Opportunities

With approval looming, expect policy shifts via CCCCO and unions. Adjunct pathways to tenure could expand. This case exemplifies how litigation drives equity in higher ed. Stay informed via university jobs and academic CV tips. Positive change benefits students, faculty, and institutions alike.