CUSD’s legal fees skyrocket under
Superintendent Rigby & Board President Jaime Diamond !
Take look at the total, paid to just one of the District’s law firms: CUSD – Warrants (Legal Expenses Paid to Fegan Friedman, & Frost ) – updated to Feb.11.2025.
Have you seen CUSD’s S.A.R.C. data?
Student Accountability Report Cards have been released !
Here is a quick summary: CUSD. Expenditures Per Pupil and School Site Teacher Salaries Compared to State Averages copy.
For the actual reports, visit the District website: @ this link
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The Carpinteria Unified School District is a BASIC AID DISTRICT. Translated, the CUSD’s revenues far exceed approximately 96% of the TK-12 School Districts in the state receive in revenues.
Read this article (What are Basic Aid districts? – ED100. info.) to better understand CUSD’s funding model.
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The State audited CUSD’s budget, and look what they found on page 84 (pg. 93 of the pdf).
2023-24 Annual Audit ATTACHMENT_pg. 84 of Audit – pg. 93 of pdf
Update: IMPASSE Mediation
Session # 1 * Oct. 9, 2024
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District Employees & Families,
Yesterday, Union & District leadership joined a State mediator assigned to assist the parties in reaching a mediated agreement. Although confidentiality agreements prohibit Union leadership from discussing any actual proposals discussed during mediation, we are permitted to share details pertaining to the process itself.
Meeting dynamics:
Although the parties were scheduled to meet together (in-person) at the beginning of the meeting, this did not occur. Superintendent Rigby has refused to meet face-to-face with Union Leadership for over 6.5 years. This mediation session was no different. Although Union representatives took time away from their students to collaboratively work towards a good-faith agreement, Mrs. Rigby (the administrator most responsible for leading the District through challenging matters such as these) would not join us directly. CAUSE & CUSD’s bargaining teams remained in different rooms throughout the day, with no face-to-face communication. Meanwhile, the mediator shuttled back and forth between the bargaining partners.
Topics discussed:
During the mediation session, we reviewed contract articles associated with SAFETY, LEAVE, and COMPENSATION & BENEFITS. Union leadership continues to stress the importance of the 100 + employee proposals previously rejected by District leadership. CAUSE remains focused on helping District leaders understand the relevance of employees’ proposals and the conditions they are designed to improve.
Where are we at:
No agreement was reached. Therefore, the parties will work with the mediator to schedule the next meeting.
In the meantime, we’ve included the most recent employee proposals submitted prior to declaring IMPASSE.
1 – June 3.CERT.SAFE _ CAUSE (Counter Proposal ) _ ARTICLE 15_ SAFETY _ 2023-24 FIN..2024
3 – June 3.CERTIFICATED – LEAVE – CAUSE – Proposal 2023-2024..FIN
4 – June 3 CLASS. LEAVE * CAUSE Proposal (2nd) * Article 12- LEAVE * 2023-24
5 – CERTIF.Art.6.SPED.Comp&Benefits (PART A) Proposal 2023-24.FIN.
6 – CERTIF.Art.6Compensation & Benefits (Part B) -Proposal _ CAUSE_ 23-24 – June.3. 2024.FIN.
7 – June 3.23-24 – CLASSIFIED Proposal – ART. 6 _ Comp & Benefits.(SPED.Part A) June.3.2024. FIN.docx
8 – June 3.CLASSIFIED Proposal 23-24 – ART. 6 _ Comp & Benefits.(Part B) . FIN.
As you review them, please consider how you will make your voices, experiences, and interests heard. District leadership routinely asserts that CAUSE’s bargaining team does not represent the interests of District personnel. Your direct participation is needed to demonstrate employee support for the proposals we carry to the bargaining table, which will have a direct impact on the well-being of District employees, students, and families.
In Unity,
~ CAUSE Leadership
IMPASSE Update – Sept. 27, 2024
* Collective Bargaining *
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IMMEDIATE Notification:
Alas, the IMPASSE process is scheduled to move forward. The first IMPASSE mediation session will be held on October 9, 2024. If you are interested in participating directly in the IMPASSE process, please contact CAUSE Leadership directly [cause.cusd@gmail.com] .
Background:
As many are aware, CUSD rejected every one of the 100+ proposed contract improvements (in areas of Safety, Special Education, and compensation). After declaring IMPASSE in June, 2024, the Union successfully promptly received IMPASSE authorization from the Ca. Public Employment Relations Board [PERB].
District leadership then scheduled, cancelled, and avoided rescheduling IMPASSE meetings through the Summer and early Autumn; alleging the District had no meeting space or rooms available. After patiently encouraging the District’s participation in writing, at School Board meetings, and face-to face, the Union reached the end of its patience.
Therefore, last week, CAUSE Leadership requested PERB’s direct intervention. The State responded immediately to put the IMPASSE process back on track, scheduling an in-person meeting on October 9, 2024.
The District’s unwillingness to resolve these matters over the Summer, signals its intent to use community disruption & anxiety as a bargaining chip going forward. Hoping to avoid this, we ask District employees to do all they can to inform District leadership and. the community how proposed employee improvements will promote increased academic, emotional, and physical well-being for the District students and the families we serve.
Your consideration and participation are appreciated.
~ CAUSE Leadership
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Contract Negotiations * UPDATE
IMPASSE
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District Employees & Colleagues,
A brief update on contract negotiations:
* CAUSE & CUSD negotiated over contract improvements during the 23-24 school year.
* Throughout 23-24, District Leadership did not behave like good-faith partners
(See attached – Statement of Facts – Request for IMPASSE.
* The Union declared IMPASSE in June, 2024, asking the California Public Employment Relations Board [PERB] for assistance. California PERB supported our IMPASSE declaration just days later.
* Currently, PERB is working with CUSD & CAUSE to reach a reasonable contract agreement. Unfortunately, the District cancelled & would not schedule Summer meetings, alleging that there was no space available (i.e. no rooms) to meet with employee representatives and the PERB mediator.
* During the same period, CUSD has given District administrators two different salary increases for themselves (totaling 10-12%). Meanwhile, CUSD has offered District employees just 2% – 2.5% pay raise.
(See attached – District administrators’ salary data, before giving themselves another pay raise in June, 2024.)
More information will be provided as the IMPASSE process continues. Please feel free to contact us with your questions.
~ CAUSE Leadership
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Please Complete this Performance Evaluation
(2023-24) Superintendent Diana Rigby
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Greetings CUSD Colleagues & Employees,
To better understand and communicate issues related to the partnership between the CUSD Superintendent and the staff & faculty she leads, we rely upon your feedback and experience.
As we near the end of another instructional year, Union Leadership asks that each employee help us better understand the Superintendent’s performance and the support she provided District employees in 2023-24.
This can be done by completing the following survey:
https://www.surveymonkey.com/r/Superintendent-RIGBY
Each staff & faculty member may complete one survey for the CUSD Superintendent. Although this is an anonymous survey, your individual experiences, opinions, and perceptions are highly valued. CAUSE leadership will make every effort to ensure that the identity of individual survey respondents remains confidential.
Please make every effort to complete your survey
NO LATER THAN, Friday,
May 17, 2024
THANK YOU for your participation.
~ CAUSE Leadership
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* C.A.U.S.E. – Yes We Can ! *
Please Complete this Performance Evaluation
(2023-24) School-Site Administrators, Supervisors, & Directors
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Greetings CUSD Colleagues & Employees,
Union Leadership relies on employees to better understand the partnership between CUSD School Site Administrators, Supervisors, & Directors, and the staff & faculty they lead. As we begin to wrap up another instructional year, we ask that each employee help us better understand the administrative performance and support you experienced in 2023-24.
This can be done by completing the following survey:
Each staff & faculty member may complete one survey per School Site Administrator, Program Supervisor, or Department Director. [For example, a Middle School Special Education Teacher may complete an individual survey for both the CMS Principal & the Director of Special Education; whereas a Custodian at Canalino may complete individual surveys for both the CANALINO Principal & the Custodial Supervisor.]
Although this is an anonymous survey, your individual experiences, opinions, and perceptions are highly valued. CAUSE leadership will make every effort to ensure that the identity of survey respondents remains confidential.
Please make every effort to complete your survey
May 17, 2024
THANK YOU for your participation.
~ CAUSE Leadership
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* C.A.U.S.E. – Yes We Can ! *
