Cupertino Education Association
**********UPDATE ON HEALTH BENEFIT PLANS*********
The Coordinated Joint Negotiation team has continued to work towards finding the best resolution to address the increasing cost of health care to employees. Although the team has not reached any final decision, we have made significant progress and narrowed down the scope of focus of potential health care providers based on meeting the needs of all employees. We have utilized Fund 62, a reserve fund specifically designated for health benefits, to offset the increase in premium rates that would have gone into effect September 1, 2018. Without the use of the Fund 62 money, employees would have incurred the cost increase in their monthly health and medical benefits monthly rate deducted from their payroll check.
On December 18, 2018, the Coordinated Joint Negotiation team agreed to extend the Memorandum of Understanding (MOU) and use Fund 62 through February 28, 2019. The team met again on January 22, 2019 and agreed to continue the extension of the MOU through June 30, 2019 and offset the rate increase so employees will not see an increase on their monthly health benefit deductions through June 30, 2019.
The Coordinated Joint Negotiation team will continue their work of selecting the Districts health care providers and plans and keep everyone informed throughout the process.
Happy New Year!!
Happy new year!! I know that throughout the district our members have worked tirelessly to support our students. I hope all of you have the chance to relax and spend some quality time with family and friends.
I want to thank all of our school staffs for welcoming me as I made my first round of fall school visits. I will make another round of visits in the spring and I look forward to seeing you.
At CEA we continue to work for you and your rights. Feel free to contact us with any questions or concerns!
Have a great holiday break,
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.