Cupertino Education Association
Bargaining Team Update: October 28, 2019
Summary of Tentative Agreements for October 2019
The Bargaining Team is continuing their negotiations from last year. Articles being negotiated were selected based on input from 4 all member meetings and an online survey, which the Bargining Team set up last year. Based on our collected data, we opened Articles 2, 3, 4, 7, 12, 13, and 16. These were approved by site reps and presented to the CUSD school board last year. Both CEA and CUSD agreed to also open Article 15 this year. We have completed Articles 13 and 15. CEA and CUSD also have agreed to attach PDFs of all signed articles to the joint communications from negotiations meetings when agreements are signed. CEA will also email a summary of the TAs to all site reps and members whose personal emails have been provided to us. The next article on our bargaining agenda is Article 3: Compensation.
Article 13: Part-Time Employment with Full-Time Retirement Credit (Willie Brown)
1) We now have more flexibility for teachers who meet the “Willie Brown” requirements of more than 10 years in the district, and over the age of 55. The new language allows teachers to not have to work across the entire academic year on a part time schedule. It provides flexibility for 2 teachers to split up the calendar year into longer segments to have off and to teach. For example: 2 teachers can work ½ the academic year with one working the first half, and the other working the second half of the year. The district/superintendent and principal still have to approve their shared schedule. The district is responsible for providing a partner to fill the other 50% of a contract if the teacher applying for Willie Brown does not have a partner already chosen, or cannot find another teacher able to share the year with them. Therefore, district approval of this new shared calendar option is needed to ensure an experienced teacher is instructing the students throughout the year.
2) Teachers under Willie Brown whose part-time calendar is not on a day when PD is offered, are now able to attend (with HR approval) the training, and will be paid for their time at the same rate of other employees attending PD during non-working hours.
Article 15: Negotiation Procedures
The language in this TA provides specifications of the processes used between CUSD and CEA in negotiations as well as how we resolve concerns and issues as they relate to contract language. The new language addresses the high percentage of members who expressed concern over the increase of control by the district in how we implement curriculum and meet the standards in our classrooms. Although members considered these concerns to be Academic Freedom in Article 2, they are really not covered in Ed Code or our contract as Academic Freedom. CEA and CUSD agreed it was more appropriate to address these concerns as a part of our negotiations process, and agreed to open Article 15 to address it together in negotiations.
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.
Wow! Summer went by quickly. I hope you all had a chance to relax and recharge this summer.
Well, ready or not we are on to another school year. I hope all of you had successful start .
At CEA we strive to make students at the center of everything we do. This means we work hard to make sure students and our members have the resources and opportunities they need to succeed. Because our students’ learning conditions are our members’ working conditions, CEA endeavors to improve, defend and advocate for the rights of CUSD educators. Please take a look below at What CEA has Done for You to see some of the recent changes we have negotiated for to help our members. This year we will continue to work for you and your rights!
Feel free to contact us with any questions or concerns.
Have a great year,
Kai K. Brown,
President Cupertino Education Association
What CEA has Done for You!!
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.