10011 N. Foothill Blvd, #107 Cupertino, CA 95014
(408) 257-2122
Contact us at cea@ceaweb.org
President's Message
Welcome 2026-2027 Certificated Educators!
Welcome to the 2026-27 School Year!
I hope you all had a great summer and will have a great year ahead. Here’s some important information and reminders for the year. Please contact your CEA Site Reps, CEA Directors, or myself if you need anything, have questions or concerns. Best Wishes to You All - Kate Lee, CEA President
New Superintendent and Associate Superintendent of HR
Our new Superintendent is Dr. Jennifer Hawn. She has been superintendent for Piedmont Unified since 2023. Her first day with CUSD is August 13th. I briefly met her at the board meeting in July where her selection was announced. I look forward to working with her to protect our jobs, improve our working conditions, and our compensation.
Our new Associated Superintendent of HR is Mike Cellini. He has replaced Mike Ghelber in that position. He’s been in CUSD for many years, as an Assistant Principal, Principal at many schools and as a Director in the district office.
Important CEA Rights That District and Principals Should Follow:
First Day Packet
Read carefully and click links for details before signing–there are changes that you are liable for knowing. The Annual Notification and Opening Day Packet is included in your Keenan SafeSchools Online Training email reminder. New/important info includes, but is not limited to: Sun Safety for students (10); Mahmoud v. Taylor opt outs and FAIR Education Act changes (21); Reading Screener for K-2 (25); Recognition of Diversity (30); Code of Conduct (31); Personal technology devices for students (44).
Pay particular attention to the Employee-only section which begins on page 49. This section includes Employee Responsible Use of Technology (49-51); Use of ParentSquare and relations to privacy laws (51); Workplace Rights and response to ICE (52); Centegix Badge information (53); 911 and Workers Comp flow chart information.
Know Before Signing.
Your signature on the document acknowledges that you understand and will abide by provisions in the opening day packet, and that you understand that violations may result in disciplinary or legal action, so it is important to know what you are signing before you sign.
CEA Uniform Complaint Against CUSD MvT Opt-Out Process: CEA and the CEA Human Rights Alliance filed a uniform complaint against CUSD at the end of last year to change their opt-out process. While the report on the complaint did not find discrimination by the district, it did call for corrective action. Corrective Actions Implemented: LGBTQ+ is not singled out as an opt-out topic and the TCI LGBTQ+ lessons are no longer listed, parents need to notify the district before the end of August if they want to opt out of any potential supplemental materials their students’ teachers may use. You will receive more information from your principals. More details
3 Teacher Workdays Aug 10-12 (July 27-29 Murdock Portal)
Day/Hours Allowed for District/Site Required Activities
The District can schedule only one day for district/site purposes. This includes site staff meetings.
A day is 7.25 hours including a 20 min break and min 45 min lunch
They can divide their 7.25 hours over the workdays
Mileage Reimbursement for August 10th CMS Meeting
We have the right for mileage reimbursement for any travel that is required, and reimbursement requests must be submitted within 60 days.
Fill out and submit the CUSD Mileage Reimbursement Form
Mileage reimbursement if only from your site to Cupertino Middle School and back to your site. Use the CUSD mileage matrix for the approved amount.
Individual Time Should Be Provided By Principals For Keenan Videos
Principals should provide time for staff to complete the videos using designated time on agendas on Learning Days and Early Tues/Late Weds. This should be done in time for the Sept 18 and Dec. 4 deadlines. FAC should coordinate with the principal to ensure this time is provided.
Class Sizes and Workloads This Year
CUSD is in a deficit. They cut jobs and programs last year. They are forming classes by maximizing the contractual class sizes we should have. So almost all classes are going to be very full this year, with less supports given the cuts to CSEA positions. More details
Contractual Class Sizes
TK: 20 students (1:10 with 1 teacher and 1 full time aide)
K-3: A site average of 22 or fewer students. Being an average, some classes may be more than 22 with others being less than 22. If the average goes above 22 the teacher above 22 is given aide time.
4-5: 29 students. If a class goes above 29, the teacher is given aide time.
Middle School: Average of 22. Includes very small classes, so it creates the ability for the district to load up other classes like music electives and PE, much larger. FAC needs to request this information after the first 10 days and work with site reps and the CEA Middle School Director to determine. More details
Yard Duty Changes
Principals should have a draft yard duty schedule based on new guidelines and have it ready to share with FAC on the first teacher work day. It should include total minutes for the year, which should be equal. FAC and principal should update the draft as needed and agreed to, then bring it to a staff meeting for explanations and input.
The principal can use an interim schedule for a couple of weeks until the above process is completed and a yard duty schedule is released and used for the year. More details
Required Moves to Different Classroom Compensation and Safety Reminder
If you are required to move your classroom the district must to you up to 16 hours (2 days) to pack and 16 hours (2 days) to unpack. More details
CEA EBoard Officers and Directors
President, Kate Lee - president@ceaweb.org
Vice-President, TBD in fall 2026 election
Treasurer, Ingrid Lu - ingridcupcea@gmail.com
Secretary, TBD in fall 2026 election
Primary Director, Jo Ann Harrington - primarydirector@ceaweb.org
Upper Director, Malini Gadepally - upperdirector@ceaweb.org
Middle School Director, Shanthi Kamath - middledirector@ceaweb.org
Special Education Director, Zoe Giatis - speddirector@ceaweb.org
Communications Director, Laura Compton - commsdirector@ceaweb.org
CEA Office, Fred Yip - cea@ceaweb.org
Kate Lee
CEA President
Bargaining 2026-27
Will include information here once we complete our 2025-26 bargaining
Read the Bargaining Updates from previous years
“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...
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 10011 N. Foothill Blvd, #107 Cupertino, CA 95014 (408) 257-2122 cea@ceaweb.org
Linktree: https://linktr.ee/CEATeachers