CAUSE ADVISORY

RATIFICATION Fully Executed

RETRO-PAY Checks Coming Soon !

[ Further Clarification Provided Below ]

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

Dear Colleagues (CUSD Certificated Employees),

CAUSE leadership is pleased to confirm that the recent TENTATIVE AGREEMENTS * 2022-23 CERTIFICATED CBA were fully executed at this Tuesday’s CUSD School Board meeting.   As we shared with the School Board and community, the process of labor negotiations has once again delivered; further demonstrating that collective bargaining employee contracts is a benefit to the District, our students, colleagues, and the community of Carpinteria.

By the end of the month, as stated by Assistant Superintendent Maureen Fitzgerald, CUSD will be providing previously earned retro-pay to all CERTIFICATED Staff employed on the date of the agreement.  This retro pay is a result of the 8% increase to all earnings tied to the CERTIFICATED Salary-Schedule, retro to July 2022.   The specific language of the agreement states…

” 6.0        Wages (2018-2019 Certificated Salary Schedule) The 2022-2023 Certificated Salary Schedule will be revised to reflect an increase of eight percent (8%), effective July 1, 2022.  Certificated unit members must be employed on the date the agreement is ratified by both parties to receive the retroactive salary payment. “

Further Clarification:

In calculating your retro-pay values, employees should be aware that CUSD will calculate said values (for the retro-pay period) according to each CERTIFICATED employee’s annual salary rate, which is dependent on each individual’s specific step & column value.

Similarly, as no further restrictions were bargained in relation to the retro-pay component, the retro-pay will be extended to all earnings from service hours directly connected to said salary schedule in the CERTIFICATED Salary-Schedule.  This includes MOU’s governing compensation values earned during the retro-pay period, which were also directly connected to said salary schedule  (ex. MOUs related to Substitute or Summer School service provided during the retro-pay period ).

Some examples of extended service hours directly tied to the CERTIFICATED Salary-Schedule include:

* Department Chair Stipends

* Tutorial Hours

* Summer School Teaching hours

* Summer Professional Development

* Faculty Substitute Hours

CERTIFICATED Employees are strongly encouraged to contact (via email) the CUSD Human Resource Director, Diana Zapata (dzapata@cusd.net), and CUSD Payroll Technician, Lise Main (lmain@cusd.net), to remind and confirm with them that you provided the District extended service beyond the routine annual salary schedule values.  Employees are welcome to CC or BCC the Union when they do this (cause.cusd@gmail.com).

Although the District is required to maintain accurate records of the hours each employee worked during the retro-pay period, Union leadership believes it would be helpful to clarify the kinds of extended service you provided.  This extra-effort will support an accurate accounting of said hours on the District’s end, and clarify your own expectations and memory of the previous service you provided during the retro-pay period.

Moving Forward:

There is much for the bargaining partners to be proud of with this now ratified agreement.  Union Leadership extends its gratitude and appreciation to all of those who came forward and shared their voices, experiences, and interests, in an effort to help clarify the benefits of the proposals we were able to secure.  Your patience and participation have been instrumental throughout this process.

And again, as CLASSIFIED Bargaining is still underway, we hope that CERTIFICATED employees recognize that the support and voice of our CLASSIFIED colleagues was critical to reaching this agreement.  As Union Leadership works to resolve similar much needed improvements for our CLASSIFIED colleagues, we ask that CERTIFICATED employees please remain engaged and help the School Board and community better understand the value of District support staff.

In Unity,

~ j. Hotchner * CAUSE President

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

* C.A.U.S.E. – Yes We Can ! *

CAUSE ADVISORY

CERTIFICATED Union Members Ratify Tentative Agreements

Contract Improvements Move Forward !

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

CUSD Colleagues, Faculty, & Support Staff:

CAUSE Leadership is pleased to announce the ratification of recently negotiated,  TENTATIVE AGREEMENTS (2022-23 CERTIFICATED – Collective Bargaining Cycle).  In recent weeks, Union Members from across the District came forward to review and demonstrate their support for these contractual improvements.

Together with your participation, Union Leadership is proud of the work we’ve done.  We’re certain that these agreements serve to improve the District’s ability to provide critical resources in the teaching and learning environment, while better supporting our students, employees, and their families.

With this ADVISORY, we notify District Leadership that CUSD employees, as represented by CAUSE, have resolved their end of the ratification process.  The District has had a month to prepare for this outcome.  Therefore, unaware of any reason for delay, we ask that CUSD address its outstanding obligations without haste.   CAUSE encourages the District to include this topic on the upcoming School Board AGENDA, Tuesday, April 11, 2023; and immediately begin processing long overdue salary increases and subsequent retro-payments to District employees.

[Note: While reaching the TENTATIVE AGREEMENTS (2022-23 CERTIFICATED – Collective Bargaining Cycle), the District’s bargaining agents confirmed the expectation that salary & benefit agreements extend to CLASSIFIED employees; as is our long historic practice.   Therefore, in regard to salary and benefit increases, these TA’s serve as the foundation for upcoming CLASSIFIED Bargaining agreements.]

Of significance, Union Leadership wants to thank District CLASSIFIED Employees, many of whom actively demonstrated their support for their CERTIFICATED colleagues’ broader interests.  We ask that CERTIFICATED employees do the same in the coming months, so as to help our School Board Members and the community better understand the value of maintaining a stable CLASSIFIED work-force, which provides critical support to our faculty colleagues, District students, and their families.

In Unity,

~ CAUSE CERTIFICATED BARGAINING TEAM – 2022-23

* Jay Hotchner – CAUSE President

* Sarah Rochlitzer – CHS Representative

* Felicity Moore – CAUSE Scribe & Retiree

* Kassi Harris – CFT Regional Representative

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

* C.A.U.S.E. – Yes We Can ! *

CAUSE ADVISORY

Update: CUSD * CLASSIFIED Bargaining

Session # 1 – April 4, 2023

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

District Employees, Faculty, Counselors, and Support Staff,

This Tuesday, April 4, 2023, the CAUSE CLASSIFIED BARGAINING TEAM met with the CUSD to continue the process of CLASSIFIED collective bargaining (i.e. negotiations).

At the outset, the Union again confirmed the historic practice that the wage and benefits agreements, reached during the CERTIFICATED BARGAINING process, serve as the foundation for any further CLASSIFIED discussions.   We’re pleased that the District acknowledged the same expectation, and built this expectation into CUSD’s initial proposal. (CUSD – Classified Proposal . April 4. 2023)   Although the District’s proposal fails to address several contract improvements that would support students, employees, and their families, it is a start.   We are also pleased that the District acknowledged that it was required to withdraw its CLASSIFIED contract-opener associated with PROFESSIONAL WORK DAY, as there is no such article in the CLASSIFIED contract.

Moving forward:

Good proposals and agreements are based on good information.  In February, 2023, CAUSE leadership began pursuing critical information directly related to the CLASSIFIED Bargaining process. (_ Information Request – RE- $2,000 Hiring Bonuses_ &  INFORMATION REQUEST RE- Data, Statements, & External Agency and Business Partners _ Human Resources PPT Presentation @ CUSD Board Meeting Oct. 25, 2022 _)  Because the District had not provided a response, or arrived with the requested data, the Union resubmitted our requests for information; including several new questions that would better inform our discussions. (CAUSE – CLASSIFIED Questions (Initial) Contract Bargaining April 4, 2023)

The Union patiently awaits the District’s responses, as CUSD is obligated to provide the information relevant to our bargaining efforts.  In the meantime, we continue to develop our initial CLASSIFIED proposals, which cover the following contract articles:

• Article 6: Compensation and Benefits
• Article 14: Safety
• Article 12: Leave Provisions

SURVEY (Member Priorities):

If you would like a better idea of the priorities CAUSE is focusing on, as we develop our proposals, you may review Q#2 from our recent CAUSE SURVEY. ()   CAUSE Leadership appreciates the participation of those CLASSIFIED employees who completed the survey and clarified their interests and priorities.

If you have yet to complete the survey, please take a moment to do so by following this link:

https://www.surveymonkey.com/r/CLASSIFIED-BargainingSurvey-Mar-2023

Communication & Participation:

As we continue the bargaining process, all members are strongly encouraged to provide us with their personal contact information:

• full name & School Site
• cell #
• personal email address

This will allow CAUSE Leadership to communicate with District employees directly, while avoiding any obstruction associated with the use of CUSD.net email accounts.

—————–

Our next bargaining session is scheduled for April 19, 2023.  Please stay tuned for further communications on these matters.  Your participation and engagement is critical to the collective bargaining process and the results we can achieve.

In Unity,

~ The CLASSIFIED BARGAINING TEAM

• j. Hotchner * CAUSE President
• Gina Marchand * CAUSE Secretary
• Arna Crittendon * CAUSE Representative
• Cynthia Crewdson * CAUSE Representative
• Felicity Moore * Retiree & Union Scribe
• Kassi Harris – CFT Regional Representative

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

* C.A.U.S.E. – Yes We Can ! *

Update: Collective Bargaining

* March 3, 2023 *

TENTATIVE AGREEMENT Reached!

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

Greetings CUSD Colleagues,

Today, the Bargaining partners reviewed the details of the TENTATIVE AGREEMENT.  Before an agreement could be reached, the Union was required to clarify areas of the District’s MULTI-YEAR calendar proposals where CUSD’s graphic-representations of the calendar did not accurately represent their proposed language; to the detriment of District personnel’s interests.  Fortunately, those discrepancies have been resolved.

Once the above was clarified, a comprehensive  TENTATIVE AGREEMENTS (2022-23 CERTIFICATED – Collective Bargaining Cycle) was reached.

Signed Certificated Tentative Agreement 03.03.2023.Executed

2022-2023 CUSD Calendar 5.13.22

2023-2024 CUSD Calendar Proposal

2024-2025 CUSD Calendar Proposal 3.3.23

[Note: We have also confirmed that all past practices and expectations to

extend our salary & benefit agreements to CLASSIFIED employees remain.

Therefore, in regard to salary and benefit increases, these

TENTATIVE AGREEMENTS serves as the foundation

for upcoming CLASSIFIED Bargaining, scheduled for April, 2023.]

In the following weeks, Union Leadership will clarify members’ opportunities  to confirm their support via the routine ratification process.  Union Leadership asks that every District employee review the attached documents and prepare to ratify the  TENTATIVE AGREEMENTS (2022-23 CERTIFICATED – Collective Bargaining Cycle) as soon as the process has been announced.

Your patience and voices have been instrumental throughout this process.  Union leadership appreciates your engagement and continued participation.

In Unity,

~ j. Hotchner * CAUSE President

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

* C.A.U.S.E. – Yes We Can ! *

* CAUSE ADVISORY *

* School Board Meeting *

[ Tuesday, Feb. 14th, 2023 @ 5:30PM ]

The CUSD School Board Needs

to Hear from Teachers & Support Staff

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

In the event you missed Union Leadership’s statements at the most recent CUSD Board Meeting, held on Jan. 24, 2023, you may review them here:

https://www.youtube.com/watch?v=-2qYQ8RaU5I

Union leadership continues to encourage District employees to share their experience on topics of professionalism, workplace environment, contractual expectations, and/or student & staff safety.

To support that effort, Union leadership is providing these resources:

    1.) CUSD School Board Meeting (How to participate?); Tuesday, Feb. 14th, 2023 @ 5:30PM

    2.) Opportunities to Participate (Organizing Activities)

    3.) CUSD School Board Trustee Emails

    4.) California Public Records Act [CPRA]: What is it and how does one submit a “Public Request for Information“?

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

1.) CUSD School Board Meeting (How to participate?);

Tuesday, Feb. 14th, 2023 @ 5:30PM

WHEN:

* Closed (Confidential) Session begins at 4:30PM

* Open (Public) Session begins @ 5:30 PM  (Speakers should arrive by 5:15PM to complete speaker request slip.)

How? – Regarding opportunities for “PUBLIC COMMENT”:

Attendees may…

* speak, but are not required to speak

* speak to any item on the agenda

* may speak for 3 minutes on each agenda item

* speak to topics not on the agenda, during “Public Speaking Time For Items Not On The Agenda.”

* who wish to speak must arrive early, to complete a short “Request for Speaker/Public Comment Minutes.”

* are NOT required to attend the entire meeting

* may address the Board in English, Spanish, or the language of their choice.

* Wi-Fi is available for members of the public.

WHERE:

* Carpinteria City Hall – Council Chamber

5775 Carpinteria Avenue, Carpinteria Ca. 93013

* Parking on west side of building and along street

2.) Opportunities to Participate (Organizing Activities)

We have provided a list (see attached PDF) that every District employees may use to help CUSD School Board members better understand and support teachers, support staff, students, and their families.

3.) CUSD School Board Trustees

(& their Email Addresses):

Although the Union is not releasing physical addresses, we are releasing all emails we have been provided…

Andy Sheaffer:

* asheaffer@cusd.net   /   andy@vistapuntagorda.com

Sally Green:

* sgreen@cusd.net   /   saldg@aol.com

Jaime Diamond:

* jaime.diamond@cusd.net   /   jaimesdiamond@gmail.com

Aaron Smith:

* aaron.smith@cusd.net   /   (personal email not provided)

Eric Bridgford:

* eric.bridgeford@cusd.net   /   (personal email not provided)

4.) California Public Records Act [CPRA]:

What is it and how does one submit a “Public Request for Information“?

This opportunity is available to ANY California citizen / community member, who wishes to better understand decisions, actions, or information related to a public institution, such as the CUSD.   The CPRA request allows a community member to pursue any records in the District’s possession or of the District’s creation that may provide insight into your area of inquiry.

* https://www.ftb.ca.gov/your-rights/california-public-records-act.html

* https://firstamendmentcoalition.org/cpra-primer/sample-cpra-request-letter/

* https://www.law.berkeley.edu/wp-content/uploads/2017/04/Sample-PRA-Request.pdf

If Union leadership can help you develop such a request, or answer any questions, feel free to contact us directly.   Let us know how we might further support your interests, concerns, and suggestions.

In Service,

` CAUSE Leadership

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

* C.A.U.S.E. – Yes We Can ! *

CAUSE ADVISORY

Collective Bargaining Update

Feb. 1, 2023

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

Good afternoon, District Employees,

At the outset of today’s bargaining session, the District was required to provide counter-proposals for all three open contract articles.   CAUSE reviewed these and sought clarification as required.  In short, the District’s proposals failed to address many of the interests contained in the Union’s previous proposals, but they did include a few changes; of significance, an effort to “cap” employee healthcare.

Based on the feedback we recently received from our recent CAUSE SURVEY on this topic, Union leadership adjusted its proposals (slightly) and provided these to the District in response.   We have attached the Union’s three counter-proposals to this ADVISORY.

In the next few days, we will again survey our members to determine your support for an agreement and/or willingness to advocate for the interests contained in the Union’s proposals.

In Unity,

~ CAUSE Leadership

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

* C.A.U.S.E. – Yes We Can ! *

Dear District Colleagues,

Today, just as scheduled, the Union met with the District’s bargaining team (composed of only the CUSD Human Resource Director and a District lawyer).  The Union submitted its most recent counter-proposals, which addressed the following contract articles:

* Article 13: LEAVE 

* Article 15: SAFETY

* Article 6: COMPENSATION & BENEFITS

More specifically, these counter-proposals have been amended to address the following changes…

* Article 13: LEAVE *

( CAUSE LEAVE Proposal (Counter Proposal) Jan 11.2023 )

   The Union included proposals that reflected several insights gathered from this week’s weather event / “natural disaster” and unnecessary hardships experienced by many District employees and families.  Teacher and support staff responses to the Union’s recent “Roll-Call” & SURVEY (Here’s a link if you missed it – https://www.surveymonkey.com/r/SafetyRollCall ) did much to inform Union Leadership on employees’ experiences and the District’s response directly impacted our members, students, and their families.

Our amended LEAVE proposal reflects an effort to educate District Leadership on the impact of the CUSD’s administrative response, or lack thereof.  However, always striving to be a constructive partner, the Union’s bargaining team provided remedies and clarified expectations that would minimize future dysfunction and promote the increased safety of District personnel, students, and their families in the future.

* Article 15: SAFETY *

( Counter-Proposal too  large to upload.

Please check email ADVISORY for PDF.  )

     District Surveillance: The Union also reiterated the importance of developing contract language around the District’s extensive and thoroughly opaque increase of audio & visual surveillance systems across the District.   Our proposals focused on the need (both legal and professional) for increased accountability measures regarding the use and sharing of surveillance data by District Leadership.  CAUSE is determined to support the District as it performs its SAFETY reporting obligations.  Therefore, we have provided proposals that would establish timelines and expectations that actually increase employee and student SAFETY.

On a more granular level, our proposal encourages the District to maintain, inventory, and communicate SAFETY resources (per site & facility) in a more effective and legal manner.  The Union proposed that the CUSD contractualize a variety of surveillance practices, including but not limited to:

(A) clarifying the number & location of surveillance systems across the District

(B) clarifying the hours CUSD’s surveillance systems are utilized

(C) clarifying the types of media used for the CUSD’s surveillance systems

(D) clarifying the specific purpose of CUSD’s surveillance systems

(E) resolving issues of employee & public access to the District’s surveillance systems and administrative recordings

(F) clarifying and developing policies regarding the monitoring (by District administrators, supervisors, and directors) of the CUSD’s surveillance systems

(G) confirming issues associated with data retention and sharing, related to the District’s surveillance systems

(H) providing employees and students clear “Opt-out” & “Opt-in” permissions, associated with these surveillance systems

SAFETY Related Resources:  Industry experts have confirmed that standard SAFETY practices are most effective when employees responding to personal, medical, environmental, and/or other SAFETY related events are well aware of the resources available for these routine and/or predictable events.

Therefore, CAUSE also proposed that the District inventory, update, maintain, and communicate the status and location of SAFETY resources  available when employees are required to respond to SAFETY related events.  CAUSE agrees with industry experts who encourage school district’s to assume this level of preparedness on an individual site & facility basis.

* Article 6: COMPENSATION & BENEFITS *

( Counter-Proposal too  large to upload.

Please check email ADVISORY for PDF.  )

The Union reiterated the primary details of our compensation and benefits proposal.  Today, CAUSE proposed changes to a variety of previous proposals, so as to get the bargaining partners (CAUSE & CUSD) to a productive agreement.

Specifically, we proposed the following:

1. Amendments to the “Responsibility Level” (aka. RL) value schedule, which is both out-dated and professionally unrealistic.

2. Amendments to the proposed BCLAD/Bi-Lingual stipend; by reducing our proposed value from $5,000 to $4,000,annually.

3. Amendments and clarifications associated with our MULTI-YEAR salary agreement proposal, which would remove retroactive increases for the 2023-24 school year, but maintain those retroactive increases for the current year.

4. Reiterated the Union’s desire for a MULTI-YEAR calendar agreement, so as  to provide the community, District administrators, and District employees an opportunity to plan more effectively and efficiently into the future.

______________________________________________

Beyond CAUSE’s submission of the three Union counter-proposals cited above, the District did not review or submit either a proposal or counter-proposal at any time during today’s collective bargaining session.  That said, the Union will continue to accept future District bargaining proposals when presented in official meetings legally established for that purpose.

Due to schedule conflicts and the limited availability of the CUSD and CAUSE bargaining teams, the next collective bargaining session and opportunity to submit proposals /counter proposals is scheduled for February 1, 2023.  Union Leadership looks forward to discussing the process, CAUSE’s proposals, and member interests between now and then.  We will release a schedule of upcoming Site-Meetings soon.

Your attention and participation are both needed and appreciated.

In Unity,

~ CAUSE * CERTIFICATED Bargaining Team [2022-23]

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

* C.A.U.S.E. – Yes We Can ! *

Follow us on FACEBOOK

______________

CAUSE ADVISORY

Bargaining Update

– Article 6:  Compensation & Benefits –

– Article 13: Leave Provisions –

Oct. 14, 2022

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

 Dear CUSD Colleagues & Families,

Today’s Bargaining Session (Article 6 – Compensation & Benefits):

The Union met with the District today, to continue the 2022-23 bargaining cycle.  At today’s meeting, the Union sought clarifications upon the District’s proposal, dated Oct. 5, 2022.  Similarly, the Union  sought clarification upon the District’s seemingly impulsive rejection of the majority of the Union’s recent Counter-Proposal on Article 6: Compensation & Benefits.  [ The District had failed to provide a rationale for the majority of its seemingly impulsive rejections on October 5, 2022.  The Union wanted to better understand the CUSD’s rationales and motivations, in hopes that we might find a way to assuage the District’s concerns and find a way to get to an agreement. ]

Union leadership also requested updated fiscal data/information from the District.  The Union remains committed to basing our financial decisions upon real numbers, versus predictions and propaganda.   We want to be reasonable.  Therefore, we continue to seek the most current District budget and “Multi-Year-Projections (MYP),” which are informed by the most recently published “Unaudited Actuals” (i.e. The actual money in the District’s budget, versus the District’s previous predictions that once again under-estimated revenues and over-estimated expenditures.)

Although this request was made early in the meeting, the District chose not to fulfill the Union’s request for the updated fiscal data in the CUSD’s possession; even refusing to provide any timeline for when CUSD’s agents would meet their obligation to do so.  Therefore, CAUSE could not adequately examine the full impact of either the District’s or the Union’s financial proposals at today’s meeting.  We hope the District responds to its obligation to provide this data before our next bargaining session, versus playing “hide the ball” with the data they are required to share.

Today’s Bargaining Session (Article 13 – LEAVE PROVISIONS):

To ensure that the scheduled time was still used productively, the Union finalized and submitted its first proposal on Article 13 : LEAVE PROVISIONS.  For your convenience, we  have attached that proposal to this ADVISORY.

CAUSE LEAVE Proposal (1st) 2022

Upcoming Union-Site Meetings (week of Oct. 17th – 21st) :

Throughout the course of next week, CAUSE leadership will continue to hold Union-Site Meetings across the District.  We remain committed to providing District employees insight into our bargaining effort, as well as sharing opportunities available to District employees who wish to support that effort.  We have attached a meeting schedule below, and ask that ALL District faculty and support staff mark your calendars appropriately.

Union School-Site_Facility Meeting.Oct.17-21

We look forward to discussing this further, when we meet in person.

In Patience & Participation,

~ The CAUSE bargaining Team

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

* C.A.U.S.E. – Yes We Can ! *