Cupertino Education Association
Latest Vacancy List:
To apply for a site transfer choose the positions you are interested in from the vacancy list below. Then, please email CUSD Human Resources with up to three positions of interest. Upon receipt of your email, Human Resources will notify the principal(s) of your interest.
The Coordinated Joint Negotiations Team, comprised of CEA, CSEA, SEIU and the District, met and worked together from mid-year 2017-18 through May of 2018-19 to explore health care options that provide the most cost efficient and effective health care plans to meet the needs of all District employees.
We reached several temporary agreements over that time to minimize the increased 2018-19 rates of all health care plans while we researched, analyzed, and selected plans for 2019-20.
Since September 2018, current employee out-of-pocket costs have been subsidized to maintain the 2017-18 rates by utilizing Fund 62, a reserve fund specifically designated for health benefits. The Joint Negotiations Team agreed to keep subsidizing employees’ costs until the team could determine the final selection of health care providers and plans.
- We reached agreement in May 2018 to subsidize (using extra monies held in the H & W Fund 62) the increased rates for 2018-19 until we chose new health care plans -- we projected this to be December 2018, since the process took longer, subsidized rates continue until August 30, 2019.
- Subsidized example: 2018-19 actual 12 pay periods employee rate for Kaiser family is $605.08. The Fund 62 subsidized employee rate has been $527.54. This provided the employee annual savings of $930.48.
- Subsidized example: 2018-19 actual 12 pay periods employee rate for Anthem family is $809.61. The Fund 62 subsidized employee rate has been $695.97. This provided the employee annual savings of $1,363.68.
- Subsidized example: 2018-19 actual 12 pay periods employee rate for PPO family is $1,102.85. The Fund 62 subsidized employee rate has been $809.35. This provided the employee annual savings of $3,522.
The Coordinated Joint Negotiation team also has finalized the selection of our health plan providers. These will go into effect September 1, 2019. They will be valid through December 2020. Beginning in January 2020, CUSD health plans will based on the calendar year (January-December) instead of our current academic year calendar (September-August).
CUSD will continue to offer the following health plans without any changes to the current plans:
- Kaiser Permanente
- Anthem HMO
We will also continue to offer the following health plan, although we have changed the status from a self-funded to a fully insured health plan:
- PPO Prudent Buyer
The PPO Prudent Buyer plan coverage and provider choices do not change.
To address lowering employee costs for H & W, "Bronze" level health plans will be offered under Kaiser and Anthem.
- A Bronze plan offers a lower monthly premium rate but a higher out-of-pocket deductible and out-of-pocket annual maximum.
- Information sessions on the Bronze plan will be provided by CUSD to fully explain what this type of plan provides.
The Joint Negotiation Team reached agreement on eliminating the current matrix utilized to determine Employer/Employee monthly contributions.
- Effective September 1, 2019, the District shall contribute seventy percent (70%) of the full cost of health insurance premiums for each tier of each plan.
- Employees shall contribute the remaining thirty percent (30%).
- In 2022, after two additional rate renewals between now and 2022, the dollar amount of the employer 70% contribution for each plan will become the cap for employer contributions.
- Any further changes to employer contributions will be open to negotiations at that time.
Right now these are tentative agreements and will not become part of our contract until they are approved by our members. Ballots should be in your box. Please vote! The deadline to return ballots to the CEA office is Friday , May 31st.
At CEA we continue to work for you and your rights. Feel free to contact us with any questions or concerns.
Kai K. Brown,
President Cupertino Education Association
Know your Rights
“If an employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says, the employee has the right to request union representation. When the employee makes the request for a union representative to be present management has three options:" Read more...
Injury by student
Ed Code 44014. (a) Whenever any employee of a school district or of the office of a county superintendent of schools is attacked, assaulted, or physically threatened by any pupil, it shall be the duty of the employee, and the duty of any person under whose direction or supervision the employee is employed in the public school system who has knowledge of the incident, to promptly report the incident to the appropriate law enforcement authorities of the county or city in which the incident occurred. Failure to make the report shall be an infraction punishable by a fine of not more than one thousand dollars ($1,000). Read more...
Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Read more...
Generally a grievance is a violation of a specific provision of the contract, past practice, written policy or settlement agreement.
Your union contract provides a mechanism for you to make sure your employer abides by the contract. That mechanism is the grievance procedure (Article 10). When an employer violates a provision of the contract, union members have a right to file a grievance.
Whenever we let an employer violate the contract without challenging them, we are weakening the contract for all members—it sends a message that we will not enforce the contract. Read more...
CEA: HISTORY & Mission
Why Our Union Matters,
And Why You Matter To Us
Did you know there was a time in our district, not so long ago, that even though teachers had a union, we had no contract? Teachers had no right to bargain working conditions, evaluations, teaching hours, class size, or even having a phone in their classroom. It's true! CUSD teachers had to organize and actually go on strike to get the rights they deserved, and the education their students deserved.
being a teacher:
It's more than just a job
Essays that give voice to teachers around the United States. If you would like to share your voice on our website, please contact our Communications Director.
Unless you are speaking to another teacher, it is almost impossible to explain to someone why we do what we do. Julie Pickhaver, Providence Public Schools Read more...
To remember the forgotten, to feel, to share, to dance in celebration, to pass into the shadows, to teach. Joseph Murphy, Vanderbilt University Read more...
The Dues and Don'ts of Union Dues
If you want to start a lively discussion, bring up the subject of either taxes or union dues. In fact, the two are very similar. Many of us complain about paying taxes, but deep down we know that if we don’t pay taxes, many of the things we depend on every day will fall apart.