10011 N. Foothill Blvd, #107 Cupertino, CA 95014
(408) 257-2122
Contact us at cea@ceaweb.org
President's Message
Welcome 2025-2026 Certificated Educators!
Welcome back from your summer break, and a special welcome to all our new CUSD educators! I hope you all had a wonderful summer, with plenty of what you need to relax and recharge. Enjoy your first days back, and have a great year with your students.
Follow CEA Social Media! We are now using our CEA Instagram and Facebook for many important updates, inspirations, and resources for our members. Use and bookmark the following link for easy access to CEA online resources, social media, and platforms: LinkTree
A few important items:
Principals will be providing an all staff training during the first teacher return to work day. It will cover required changes regarding our instructional responsibilities due to legal rulings over the summer. CEA will provide follow up information to all members after the training has been completed.
The first 3 teacher work days are divided into District/Admin time and individual time. We should be provided 2 full work days for individual prep (14.5 total hrs, can be distributed over the 3 days). Any district or principal directed meetings or work should only add up to 1 day (7.25 hours). Contact your site rep if this is not being followed at your site or for your grade level.
If cleaning, repairs, and upgrade projects have not been completed, impede on your working conditions, or are causing a safety hazard, contact your principal and follow up with your site rep, the CEA office (cea@ceaweb.org), or me (president@ceaweb.org).
If you are moving into a new classroom or office it should have been cleared out of obsolete materials or any broken furniture or items; contact your principal if not. If there are no supplies or not all curriculum materials are in your new room, contact your principal and school secretaries to provide these for you before students return on Thursday.
Kate Lee
CEA President
“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