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IMPASSE Agreement Reached.

 

CAUSE ADVISORY
Agreement Reached !
Ratification process to follow.
 
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District Colleagues, Employees, Families, & Community Members.
An impasse settlement agreement has been reached !
In the process, Union leadership has managed to secure salary increases, place cash bonuses in the pockets of current and recently retired colleagues, and preserve valuable healthcare options for District employees.
Rather than risk mischaracterizing the agreement with further interpretation, the Agreement is included here.  Please review it, gather your questions, and bring them to the upcoming school-site & facility meetings.
Moving Forward:
In the coming weeks, CAUSE leadership will hold school-site & facility meetings to clarify the details associated with the agreement and answer any questions you may have.  Our goal is to provide you with an adequate understanding of the agreement, to better ensure that it is ratified by employees on the first attempt.  [A schedule of those meetings will be published shortly.]
The ratification process will follow.
Thanks & Appreciation:
Beyond our appreciation for the State appointed factfinder, Mr. Micheal Leb, please thank our CAUSE negotiators:
 
    * Gina Marchand (Our tireless Canalino IA & CAUSE VP)
    *.Sarah Rochlitzer (A long serving & strong voice from CHS)
    *.Felicity Moore (The “Grand Dame” of the Union / Retired)
    *.Kassi Harris (CFT Super-Rep!)
Union leadership also thanks all those who participated directly in our public outreach.  Our success, past & future, relies on your support and participation.  There is no doubt you influenced the outcome!
Enjoy your weekends.  More to come soon.
    ~ j. Hotchner
President – Carpinteria Association of United School Employee
CAUSE * CFT # 2216
cause.cusd@gmail.com
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May 9th – Community March & Rally !

CAUSE ADVISORY
 * DAY of ACTION *
Join our community MARCH & RALLY !
Friday, May 9, 2025
 
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District Employees, Families, & Community Members,
 
Please, join CUSD’s teachers, counselors, & support staff, as we march for improved safety conditions, compensation, and investments in students and families.
 
Where & When:
* The march will begin at 3:30PM, and originate at each school-site.  
 
* Employees & community members will converge at the corners of Carpinteria Ave. & Linden Ave. 
 
Friday * May 9, 2025
 
Come one – Come all !

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To view information about our last march & rally, visit these sites…
 
 
…..and some photos (credited to local media sources).

[follow links below]

While…

… employees & students pay the price.  It’s time to share the challenges faced by those who work directly with students and families.  [See the attached documents for more information.]

 

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* C.A.U.S.E. – Yes We Can ! *

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CAUSE ADVISORY

Employees Promote IMPASSE Resolution

@ April 22nd – School Board Meeting

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While…

…our negotiation impasse and the risk of a general strike loom.

District faculty, support staff, and community members promoted a resolution to CUSD’s IMPASSE contract dispute.

With a “contingency formula” [see attached employees’ April 9th proposal] District leadership has no valid excuse for their unwillingness to reach a fair and equitable agreement with employees.  Hear what your colleagues, elected Union leaders, and community members have to say:

 * ATTENTION – Pertains to Contract Bargaining  * Contingency Formula Discussed.

C-3. PUBLIC COMMENT 

* Comments Provided by: Several District Employees, Union Leadership, & Community Members

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* ATTENTION  – Pertains to Contract Bargaining * 

    C-4b. Approval of Minutes

* Comments Provided by: Union Leadership & Community Members

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* ATTENTION  – Pertains to Contract Bargaining *

 C-5. Consent Agenda

* Comments Provided by: Union Leadership

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  Public Interest Reports & Presentation [Student Representative Report]

* Comments Provided by:  Union Leadership & Community Member

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 Board Policies

* Comments Provided by: Union Leadership & Community Member

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* ATTENTION  – Pertains to Contract Bargaining *

Business/Operation/Facilities

* Comments Provided by: Union Leadership & Community Member

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* ATTENTION  – Pertains to Contract Bargaining *

Measure U

* Comments Provided by: Union Leadership

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* ATTENTION  – Pertains to Contract Bargaining *

 PERSONNEL

* Comments Provided by: Union Leadership

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* ATTENTION  – Pertains to Contract Bargaining * Contingency Formula Discussed.

 Future Agenda Items

* Comments Provided by: Union Leadership

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* C.A.U.S.E. – Yes We Can ! *

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What is “Fact-Finding” ?

CAUSE ADVISORY
IMPASSE Update – Feb. 28, 2025
Mediator Directs Parties to “Fact-Finding” 

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CUSD Employees, Parents, & Community Members,

The Union has received notification from the California Public Employment Relations Board [Ca. PERB] that the 23-24 Collective Bargaining Cycle, now 21 months on, was directed to “Fact-Finding.”  CAUSE Leadership is disappointed that the District did not take the now 7 month “Mediation” process any more seriously than it took the first 14 months of the negotiation process.

 

Moving Forward:

Although the “Mediation” phase was a confidential phase, where Union leadership was not permitted to share either party’s proposals, the “Fact-Finding” process is not confidential.  Therefore, CAUSE has attached two new proposals, which have also been provided to CUSD.  [ Nothing prohibits the parties from continuing to settle our outstanding IMPASSE.  We remain focused on reaching a fiscally responsible agreement , which is both fair to District employees and avoids any future interruption to the teaching & learning environment, our students, their families, and the community. ]

 

What is the “Fact-Finding” process?

 

* When an agreement is not reached in the “Mediation” phase of IMPASSE, the parties are directed to “Fact-Finding.

* An impartial expert/s are selected by either the parties or by an individual with the authority to appoint a neutral fact finder, who is assigned to determine the “facts” in dispute.

* The fact finder is authorized to evaluate the matter and file a report establishing the “facts.”

* The fact-finder is authorized to issue a substantive recommendation as to how a dispute might be resolved.

*  The District may accept or reject the fact-finder’s recommendation.

* If the fact-finder’s recommendation is accepted, an agreement is reached between the parties.

* If the fact-finder decision is not accepted, the District may impose its will.

. * Employees may then determine how to best respond; including and up to the right to “STRIKE.”  If such a strike occurs, employees cannot be fired for participating in a protected strike.

 

Upcoming Organizing Opportunities:

Shortly, several activities will be announced.  These will be designed to educate the community on the importance of increased District SAFETY and compensation levels that bring employees economic stability in the face of extraordinary “Cost of Living” increases over the last two years (i.e. 20% – 23% regionally).

We are proud to serve you.

~ CAUSE Leadership

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CAUSE ADVISORY

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

2 – Oct. 6. CLASSIFIED CAUSE (1st Counter Proposal ) ARTICLE 14 SAFETY 2023-24 – Oct. 6 CLASSIFIED CAUSE (1st Counter Proposal ) ARTICLE 14 SAFETY 2023-24 -1

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

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* C.A.U.S.E. – Yes We Can ! *