Howard Community College’s faculty union has accepted a pay raise but continues to express significant dissatisfaction with the college administration, citing ongoing disputes over workplace conditions and contract negotiations.

Last week, the United Academics of Maryland — Howard Community College Chapter agreed to the college’s proposal granting full-time faculty a 3 percent cost-of-living adjustment coupled with a 1 percent merit increase. This raise aligns with the increases given to nonunion staff, an arrangement the college described as consistent with its sustained commitment to employee compensation over the past six years. Jarrett Carter, the college’s vice president of external affairs, communications and advancement, noted the institution’s efforts to collaborate with the union following the passage of state and county budgets earlier this year.

Despite this wage agreement, union leaders maintain that tensions persist, driven by what they characterize as a deteriorating campus environment that complicates faculty efforts to deliver quality education. Nadine Vevea, chair of the union, criticized the college for what she described as a lack of good-faith bargaining and the use of contract language against union members. She also accused the administration of withholding meaningful negotiation on compensation prior to budget submissions to county officials.

The union filed an unfair labor practice charge with the Maryland Public Employee Relations Board last week concerning payments related to federal accessibility requirements. The complaint alleges that the college refused to engage in impact bargaining over compensation for faculty work to update courses and course websites to meet new federal standards. According to the filing, several academic deans informed faculty via email that compensation was approved but limited to $35 an hour for up to five hours. The union contends faculty should be compensated for all time spent on compliance tasks at the stated hourly rate and demands that future compensation related to federal or state mandates be subject to bargaining.

Vevea also suggested additional unfair labor practice charges are forthcoming, citing retaliatory actions by the administration and breaches of the union’s collective bargaining agreement ratified in August 2025. Carter declined to comment on active claims.

The current dispute follows earlier labor tensions at Howard Community College, including a 2025 settlement addressing the college’s removal of union posters, which it acknowledged may have violated labor rules. Additionally, a faculty-led vote of no confidence in College President Daria J. Willis was held in late 2025 amid allegations of a hostile work environment and poor management.

These challenges at Howard Community College occur alongside labor issues at other regional institutions. At Harford Community College, unionized employees have advocated for the reinstatement of pay increase steps, while the Community College of Baltimore County recently ratified its first contract after prolonged negotiations.

As the union’s unfair labor practice claims proceed, it faces an automatic reopening of compensation bargaining set to occur after one year. Vevea emphasized the union’s intent to rebuild cooperative relationships with the college’s Board of Trustees, underscoring a shared focus on student success despite divisions.

“It’s creating these... camps of groups,” Vevea said. “Everyone feels like we’re in a fight, when in fact, we’re all here for the same reason, we’re all here for our students and the mission of the school.”