Author: John Hotchner

Posted on

CAUSE ADVISORY

Certificated Retirement Appointments w/ CUSD

Be warned.

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CUSD Employees Considering Retirement:

Union Leadership cautions all employees currently considering retirement, to consider the District’s recent email (see below) with caution.

Although employees would hope that CUSD’s Human Resource Department is acting in employee’ best interest; that assumption would be incorrect.  CUSD’s Human Resource Department does not exist to serve the best interests of employees.  Rather, the mission of the HR Department is to protect the District’s interests.  This is true, even after an employee has provided 20, 25, or 30  years of service to CUSD.

Union Leadership is compelled to warn those considering retirement.  In the last year, employees have experienced several negative impacts as a result of their well-intended effort to share their retirement plans with District administrators; including but not limited to the following:

* Retirees’ fully-covered HEALTHCARE plans were cancelled last Spring & Summer, several months before their plan cycle was set to expire; even after employees had already earned the full value of their HEALTHCARE premium through Oct. 1st.

* Retirees were denied the full value (in the form of salary & wages) of the compensation they had earned.

* Retirees lost valuable opportunities to remain in total control of their retirement decisions.

* Once employees announced they were considering retirement, they were subjected to pressure, scheduling changes, and re-assignments clearly designed to satisfy the District’s interests and timelines, versus their own.

If you are considering retirement, CAUSE leadership strongly discourages you from sharing those plans with any District supervisor, principal, or administrator.

Instead:

* You are encouraged to research the topic thoroughly before making any gestures or notifications to CUSD.

* Explore the data contained in your SBCEO ESCAPE PORTAL:   https://eportal.escape.sbceo.org

* You are encouraged & entitled to contact PERS and/or STERS directly, without notifying CUSD.

CLASSIFIED >>>   https://www.calpers.ca.gov/     

       ….or….

CERTIFICATED >>>>  https://www.calstrs.com/ 

Similarly, PERS & STERS are not permitted to share your retirement inquiries with the District.

Union leadership is also available if you would like to discuss this topic further.

In Unity,

~ CAUSE Leadership

—————————————

BE WARNED.

This email was sent by CUSD’s HR Director…

On Mon, Jan 26, 2026 at 2:26 PM <jaqueline.lopez@cusd.net> wrote

Dear Certificated Staff,

If you are considering retiring at the end of this school year or in the near future, Jesus Hernandez, our Payroll/Benefits Technician, and I are available to meet with you to discuss questions you may have about retirement benefits and the district notification process. If you would like to meet with us, please email me by January 30, 2026, to schedule a time.

Please remember that it is important to start the CalSTRS application process several months prior to your official retirement date to ensure that your benefit payments are in order on your retirement date.

Regards,

Jaqueline Lopez, Human Resources Coordinator

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* C.A.U.S.E. – Yes We Can ! *

Posted on
CAUSE ADVISORY
More Payroll “Errors” 
* Employees must CHECK YOUR PAYCHECKS ! *
 
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URGENT: District Employees,
Union Leadership can not emphasize enough…
* Employees must CHECK YOUR PAYCHECKS ! *
 
BACKGROUND:
Since the arrival of the current HR Coordinator, Jaqueline Lopez, and Payroll Coordinator, Jesus Hernandez, there have been many  “errors” and “mistakes” associated with employee paychecks & compensation.  So many, it is hard to accept any longer that these are indeed “errors” and “mistakes.”
Those  “errors” and “mistakes” have included, but are not limited to:
       * Underpaying employees (in some cases, for several years), and then refusing to resolve the financial impact on employees for CUSD’s mistakes.
      * Miscoding employee paychecks (in some cases, for several years), and now demanding that employees “pay back” many thousands of dollars (Ex. up to $8,000) immediately without due consideration given to the financial impact on employees.
     * Failing to sign employees up for the HEALTHCARE plans they earned and are eligible to receive, and then refusing to resolve the financial impact on employees.
     * Punishing employees by unlawfully cancelling their  HEALTHCARE plan/s,  while claiming that CUSD did not cancel said plan/s.  This has forced employees to spend many hours tracking down proof of HEALTHCARE cancellation, while CUSD continues to refuse to compensate employees for the resultant medical costs and lost HEALTHCARE premiums.
    * Failing to properly record employee union membership, which sets up a scenario where CUSD may refuse (i.e. illegally) to honor the rights afforded to union members.  Then CUSD ‘ghosts’ Union Leadership and the impacted employees when they try to resolve the matter.
    * Failing to include vacation pay and leave pay on paychecks, whether associated with routine leave events or even significant health events.  These errors have required employees on leave, several who are very ill, to invest hours, days, and even weeks chasing District administrators in attempts to resolve CUSD’s mistakes.  All the while, District officials ignore their attempts and pleas for resolution.
    * Refusing to place District employees on the correct salary schedule cell, even after employees have verified they possess the required credits and credentials cited in the CLASSIFIED & CERTIFICATED collective bargaining agreements.  (See attached.)
    * Requiring employees to engage in the formal GRIEVANCE PROCESS to force District administrators to resolve the violations associated with their “errors” and “mistakes,” and then requiring those same employees to seek legal action to get CUSD to honor its contractual obligations.
MOVING FORWARD:
It is clear that HR Coordinator Lopez (earning approx. $150,000 / year), Payroll Coordinator Hernandez (earning $130,000/ year), Superintendent Rigby (earning over $250,000 / year), and Assistant Superintendent, Jason Kaff (earning approx. $200,000 / year), have little concern for those at the lowest end of the CUSD’s pay-scale; even when they are informed (in detail) about the economic, physical, and emotional harm employees are suffering as a result of the District’s “errors” and “mistakes.”   It is clear they neither understand the impact on those barely earning, and in many cases, not even earning a living wage in our community.
CUSD’s officials remain much more focused on their authority to direct District employees, than their responsibility to SUPPORT those same District employees.  Of course, this not only has an impact on employees, it negatively impacts District students and families.  No wonder over 65 District employees resigned, retired early, and / or left the District during the 23-24 school year, while another over 75 District employees did the same during the 24-25 school year. (as per the District records procured via the “Public Information Request” process / attached)
 
Again, both CLASSIFIED & CERTIFICATED employees 
are strongly encouraged to carefully review their paychecks.
If you are experiencing any problems, you may contact the following people in an effort to resolve the DIstrict’s mistakes.
     – HR Coordinator, Jaqueline Lopez :  jaqueline.lopezhr@cusd.net
     – PAYROLL Coordinator, Jesus Hernandez :  jesus.hernandez@cusd.net
     – Superintendent Diana Rigby : drigby@cusd.net
     – Assistant Superintendent Jason Kaff : jason.kaff@cusd.net
    – CAUSE Leadership :  cause.cusd@gmail.com
    – CAUSE President, j. Hotchner : jhotchner@gmail.com
 
    – CUSD Board Members: board@cusd.net
ADDITIONAL RESOURCES:
      ~ CAUSE Leadership
Posted on

CAUSE ADVISORY

CUSD’s Efforts to Evade Accountability Fail

SB Superior Court Rules in favor of the Union

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CUSD Employees, Families, & Community Members,

     Another win for CAUSE and District employees:

After approximately a year and half, SB Superior Court has forced CUSD to arbitrate several outstanding grievances.  As we said at the School Board meeting on Tuesday, Dec. 9, 2025, “District officials can run, and they can crawl, and at great cost, they can hide behind their lawyers, but they will not escape the slow grinding gears of justice.  Fortunately, CUSD’s officials will be held accountable for the violations and unlawful behavior they have subjected District employees to endure.  Unfortunately, the accountability District officials attempted to evade and the extraordinary legal costs of defending their unlawful behavior, will be funded by the tax-payers and borne by District students and families.”

 

     Background:

In August of 2024, CAUSE filed three grievances, two pertaining to the District’s conduct during new-employee orientation meetings with new classified and certificated employees, and one pertaining to the District’s decision to reassign a faculty member.   CAUSE and the District were unable to resolve these grievances informally, in part, because the District refused to even acknowledge contractual obligations to participate in the process.  In September, 2024, CAUSE demanded that the District arbitrate each grievance. The District refused to take the necessary steps to submit these grievances to an arbitrator, attempting to further evade accountability for their senior District administrators and the CMS Principal.

As a result the Union was forced to file a petition in Santa Barbara Superior Court to compel the District to arbitrate these grievances.  The arbitrator’s decision & remedy is binding.  This ensures that an external party reviews and confirms the legality of the District’s behavior.  Since the Union filed the petition, the District has maintained (in filings with the court) that it was willing to arbitrate these disputes. Despite this, in the intervening year the District failed to take any of the actions required under the CLASSIFIED & CERTIFICATED CBAs to allow these arbitrations to proceed.   And yes, this is a routine practice for the District; to say one thing on paper, and do exactly the opposite in practice.

Fortunately, on Monday, December 8, 2025, The court conducted a hearing on this petition.  The Santa Barbara Superior Court ruled in favor of the Union and granted CAUSE the petition.   Now, if the District continues to refuse to submit these grievances to arbitration, it will be subject to penalties for violating a court order.

In the coming days, the Union’s attorneys will contact the District to select arbitrators and set hearing dates. We will provide updates as the arbitration process develops.

In Unity,

~ CAUSE Leadership

 

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* C.A.U.S.E. – Yes We Can ! *

Posted on

CAUSE SURVEYS MEMBERS !

 

CAUSE SURVEY

Class Size Data & Instructional Aide Support

RE: SPED, 504, & NON-ENGLISH SPEAKING Student Ratios

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CUSD Faculty,

Union Leadership continues to receives reports pertaining to the reconfiguration of student & staff assignments, which are currently resulting in two concerning conditions:

1.) Classes with very high ratios of SPED, 504, & EL students.

2.) Classes with very low ratios of Instructional Aide support for SPED, 504, & EL students.

The challenges and concerns related to this combination of conditions are abundant; including but not limited to academic, social, and safety concerns.

Therefore, Union Leadership is surveying faculty (or  following this link  across the CUSD system, to collect accurate data on the scope of the current condition.

As soon as the data has been collected, the CAUSE EBOARD will review the data and determine how to best advocate for the employees we represent, as well as the students and the families in our collective care.

Please take a moment to complete this document, and return a PDF copy to ASAP.

In Service,

~ CAUSE Leadership

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* C.A.U.S.E. – Yes We Can ! *

 

 

Posted on

CAUSE ADVISORY

UNION MEMBER ENROLLMENT 

Now is the time !

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ONLINE ENROLLMENT:

As requested, we are sharing the online enrollment form to confirm Union membership.

You can ENROLL here:

https://connect.aft.org/app/memberforms/02216/join

[You may disregard the COPE information; CAUSE does not have a COPE fund.]

WHY ENROLL ? :

As we shared at yesterday’s 2025 New Hire Orientation, even if new employees focus on nothing more than the financial  benefits that come with joining the Union, your dues investment is paid back exponentially.

For example, when CUSD offered 0% to1% salary increases with additional healthcare cuts & caps, the Union secured the following increases…

Dues Values Are an Investment – Compensation & Benefits

 

And here are examples of those % increases in REAL$$$ DOLLARS  [i.e. before the healthcare increases or bonus/es are even added ] :

CERTIFICATED:

Teachers, Counselors, Speech & Language Specialists etc. ..

CERTIFICATED -RAW SALARY INCREASES – since 2023

CLASSIFIED:

Support Staff, Custodians, FoodService, Maintenance, Instructional Aides, 

Clerical, Grounds, Campus Safety Specialists, etc.

 

CLASSIFIED -RAW SALARY INCREASES – since 2023

And that doesn’t begin to scratch the surface of the other benefits that come with Union membership.  Here are just a few:

* Improved working conditions, improved workplace safety

* Defend employees from wrongful termination or discipline

* Defend free-speech rights ; the right to communicate publicly, respectfully, and transparently on professional matters

* Defend your “professional workday,” which is defined by your duties not a “time-clock”

* Free legal services associated with contract enforcement; file contractual grievances,  pursue mediations & arbitrations, submit “Unfair Labor Practice Compaints”, and pursue legal action in both State Superior and Labor Courts.

* Ensure full access to local, State, and Federal LEAVE policies

* Maintenance of professional standards and reasonable work expectations

MOVING FORWARD:

Please enroll now, feel free to ask us any questions, and join us at our upcoming…

 GENERAL MEETING – Tuesday, Aug. 19, 2025 @ CHS ( 3:45PM )

Let’s start the year organized and moving forward, together!

~ CAUSE Leadership

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* C.A.U.S.E. – Yes We Can ! *

Posted on

CUSD Employees Ratify Impasse Settlement Agreement !

CAUSE ADVISORY
District Employees Ratify 
Impasse Settlement Agreement
More Details Below…
 
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CUSD Employees, Families, & Community Members,
     CAUSE Leadership is pleased to announce that CAUSE Union members have ratified the Revised Fact Finding Agreement (i.e. Impasse Settlement Agreement), fully executed on May 15, 2025:
Beyond notifying employees, District officials, and the community on the outcome of our ratification process, CAUSE leadership shares more detail below; based on comments, questions, and feedback we received…
CAUSE – Members were split:
Although member support for ratification was not unanimous, the majority of Union members voted “YES.”
For those who did not, Union leadership understands your concerns:
     * The District’s refusal to place the 4% in bonuses on either the CERTIFICATED or CLASSIFIED salary schedule, while they showed no remorse or concern about providing ALL District administrators 2 on schedule salary increases that totaled between 7-10%.
    * The District’s refusal to include longevity pay in the bonus checks was disrespectful.  We agree that CLASSIFIED & CERTIFICATED employees’ longevity should be valued and applauded; versus discounted when the rubber hits the roads.
     * The District’s refusal to include ANY of the 50+ safety improvements proposed by employees is reckless.  It demonstrates the Board’s failure to understand how safety impacts the teaching and learning mission, and highlights District officials’ penchant to prioritize optics over the well-being of students, employees, and their families.
     * The District’s unwillingness to not just move all Instructional Aides to Step 13, but to also rebuild new columns and increases for those who have already provided 13 or more years of loyal service to the students and families.  CUSD’s position is not just inequitable, it is insulting.
     * The District’s efforts to cap contingency-formula increases, while simultaneously rejecting (for over two years) the idea that contingency-formulas were even relevant.  Clearly, CUSD expects to bring in much higher revenues than the Property-Tax Revenues they intentionally under-projected.
     * The 2 years period that resulted from the District’s delays and obstructions, prevented many employees who dutifully served District students and families (in 23-24 and in 24-25) from receiving any additional compensation.
Why did CAUSE allow Non-Members to vote? :
Although employee leadership permitted non-union members to cast ballots, those ballots did not count towards the final vote tally. (i.e. However, we remain interested in the perspective of non-members.)   Interestingly, all non-members who cast ballots, voted to support the agreement.  Which to some degree, may baffle the mind ?  But it shouldn’t, because the “YES” votes of non-members confirm that even they support the hard work of Union leadership; at least when it serves them directly.
In full candor, CAUSE leadership understands the disgust and confusion shared by many employee Union members, who work beside non-members across the District.   We understand why so many openly question the ethical position taken by non-members who reap the benefits of our hard work and financial investments, while they simultaneously refuse to contribute any earnings towards our work to increase employee compensation, benefits, and improve workplace conditions that exist.
We hope our ability to turn the union-dues invested by CAUSE members, into significantly higher returns, demonstrates just some of the value of Union membership.   Rather than isolate non-members further, CAUSE leadership is committed to demonstrating the broad value of collective action and bargaining.
We also believe that over time, most of the non-members among us, come to realize their responsibility in this process.  We remain proud that eventually, most are motivated to do their part to consider not only their interests, but to support the collective interests of the professionals, colleagues, students, and families we serve.
Moving forward:
We ask employees and community members to please understand that Union leadership did the best we could with the bargaining partner we have.  We encourage all who are impacted by these matters to consider how you will increase your participation in the coming year.
As we prepare to submit our openers (in the Spring 2026) for the 2026-27 bargaining cycle, employees will have an opportunity to clarify the improvements they value.   2026-27 will be a fully open-contract cycle.  It represents a new opportunity to re-evaluate and secure improvements in all areas of the CLASSIFIED & CERTIFICATED contracts.
Full ahead !
     ~ j. Hotchner
 
President – Carpinteria Association of United School Employee
CAUSE * CFT # 2216
cause.cusd@gmail.com
Posted on

 

CAUSE ADVISORY
Things just got better !
Last Details of IMPASSE Settlement Agreement Finalized.
 
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Good news, District Employees!
In the last few days, CAUSE worked hard to ensure that commitments previously made by the District are included in the impasse settlement agreement.   As a result, the improved the agreement now includes:
   1.) CUSD will now provide the maximum contributions (individual or family) to the District’s HSA account options.
   2.) Newly clarified LEAVE language, which prevents CUSD from continuing to pressure employees with false disciplinary allegations even when employees report contractual leave as required.
The FINAL revised agreement was fully executed on May 15, 2025:
[Note: The agreement shared on May 9th is now obsolete.]
After several school & facility site meetings, we are now in the midst of the ratification process.
Please, feel free to contact us with any questions or feedback.
       ~ j. Hotchner  * CAUSE President

 

 

Posted on

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
Posted on

May 9th – Community March & Rally !

CAUSE ADVISORY
 * DAY of ACTION *
Join our community MARCH & RALLY !
Friday, May 9, 2025
 
============================================
 
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 !

============================================
 
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 ! *

Posted on

CAUSE ADVISORY

Employees Promote IMPASSE Resolution

@ April 22nd – School Board Meeting

============================================

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

__

* ATTENTION  – Pertains to Contract Bargaining * 

    C-4b. Approval of Minutes

* Comments Provided by: Union Leadership & Community Members

__

* ATTENTION  – Pertains to Contract Bargaining *

 C-5. Consent Agenda

* Comments Provided by: Union Leadership

_

  Public Interest Reports & Presentation [Student Representative Report]

* Comments Provided by:  Union Leadership & Community Member

__

 Board Policies

* Comments Provided by: Union Leadership & Community Member

__

* ATTENTION  – Pertains to Contract Bargaining *

Business/Operation/Facilities

* Comments Provided by: Union Leadership & Community Member

__

* ATTENTION  – Pertains to Contract Bargaining *

Measure U

* Comments Provided by: Union Leadership

__

* ATTENTION  – Pertains to Contract Bargaining *

 PERSONNEL

* Comments Provided by: Union Leadership

__

* 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 ! *