Your Research/Negotiations Committee encourages you to visit the R/N Committee webpage. There are a lot of resources available to you on our webpage and we provide updates throughout the year.
Every CSEA Area has an R/N Committee member appointed by the Association President. However, if your area is currently vacant, please contact your Committee Chairperson, Jennifer “Jen-Jen” Herring. Your Area Committee member is available as a resource when you prepare to sit down at the bargaining table with your school district. Each committee member's contact information can be found on our committee webpage. Your R/N Committee members are:
Jennifer “Jen-Jen” Herring, Chairperson
Area A: Chris Westbay
Area B: Katina Pantazes
Area C: Neva Rowden (co-chair)
Area D: Vacant
Area E: Sandra Huerta
Area F: Adam McQueen
Area G: Anthony Stanisci
Area H: Darleen Swanson
Area I: Vacant
Area K: Issel Martinez
Community College Representative: Michelle Crocfer
CSEA Staff Coordinator: Tiara Cox, Field Director, Orange Field Office
Coronavirus COVID-19 Negotiations: With California declaring a state of emergency due to the novel coronavirus (known as COVID-19) and the World Health Organization increasing the level to “pandemic,” CSEA is doing our best to make sure our members and students remain safe as facilities stay open and negotiate fair pay in the event of illness or school closure due to COVID-19.
This Friday, March 13, 2020, Demand to Bargain Letters and sample MOUs are being sent to each school district.
Please work with your Field Office and chapter leadership to bargain safety protocols and effects of any disruption to work hours from the coronavirus. It is critical to reach negotiated agreements with the Districts before any school closures happen.
AB 119 New Employee Orientation MOU Enforcement: CSEA proudly co-sponsored AB 119 which was signed into law June 27, 2017. This bill mandates that employers provide the exclusive representative access to new employee orientations and important bargaining unit information. We have a majority of AB 119 agreements throughout the state. However, there is an issue with the AB 119 MOUs not being enforced. Please review your current AB 119 with the Labor Rep or CSEA Field Office to determine if your chapter’s AB 119 MOU is being enforced or needs to be modified for better access to new employees.
If your chapter has not already negotiated an MOU, please contact your Labor Relations Representative. We must seize the opportunity provided by the Legislature to ensure that we create the most effective, efficient, and meaningful communication with new employees. For more information, view the new law AB 119.
If your chapter has not been trained on how to conduct New Employee Orientations (NEOs), please contact your Labor Relations Representative for training that can be done at your local chapter. Each chapter should welcome the opportunity to be the first to speak with new employees as they begin their career with the District. The improved Site Rep Revitalization which is rolling out soon can assist your chapter in the one-on-one NEOs. Contact your Field Office for more details.
AB 1353 6-month Probationary Period: Effective January 1, 2020, in Education Code 45113, the maximum probationary period for classified employees has been shortened to 6-months or 130 days of paid service, whichever is longer. If you are currently in contract, this law will take effect once your collective bargaining agreement is expired or renewed. Note: currently this law only applies to K-12 districts and COEs. There is currently a bill in the legislature being pushed to shorten the probationary period to 6-months for community colleges.
Bargaining Updates and 610: The R/N Committee has prepared Sample Bargaining Updates that chapters can use after they complete a bargaining session with their District. Also, there will be a 610 matrix with correlating sample documents and resources.
Policy 610 has been updated, please log in before clicking the link. Please refer to 610.7.03 which states: Negotiating Committee shall provide the chapter membership an update following each negotiation session with the employer. Please refer to 610.7.04(a) which states: No Chapter may enter into a clause binding the Association to pay any part of the expenses of arbitration or other hearing before any outside hearing officer unless such clause also provides that the Association must have approved the request for arbitration or hearing.
Please refer to 610.7.04(b) which states: No Chapter may enter into a Management Rights Clause waiving an Essential Bargaining Right of the Association without the Association’s prior approval. The initial determination for the Association shall be made by the Field Director, but it shall be appealable to the Director of Field Operations and Board using the procedures set forth in Policy 615, “Essential Bargaining Right” means a CSEA right under EERA to negotiate over a management decision, including contracting-out of unit positions. Please contact your Labor Relations Representative if you have any questions.
SB 75 Classified School Employee Summer Assistance Program. SB 75 (formerly AB 1808 and AB 1840), is the second round of funding of Summer Assistance Program funds approved by the Governor, and signed into law for the 2020-2021 school year. SB No. 75, Sec. 27 codifies the Classified School Employee Summer Assistance Program into Education Code 45500 http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml
Total funding for Classified School Employee Summer Assistance Program (2020-2021) is $36 million—this is down from the original $50 million grant (2019-2020) likely due to low participation in the first year where approximately only $35.3 million of the $50 million was encumbered.
Classified employees in the second year of funding (2020-2021) are eligible to participate if their annual pay received directly from the local educational agency is $62,400 or less.
Classified employees must work 11 months or fewer in a fiscal year to be eligible. See flyer for more details.
While there are not additional Professional Development funds for all classified in this year’s bill, there is $37 million set aside as an Education Workforce Grant to train both educators and paraeducators.
Please ask your Labor Relations Representative for detailed information on the law.
AB 1808: Professional Development Funds for Classified Employees allocates K-12 school districts and county offices of education, and community colleges to establish the Classified School Employee Professional Development Block Grant Program in the 2018-2019 fiscal year. K-12 Local Educational Agency (LEA) may expend these funds for any professional development training purpose described in Education Code section 45391, but with the first priority being for professional development for the implementation of school safety plans in Education Code section 33280 et seq. For community college districts, the Chancellor’s Office is charged with providing guidance to the districts regarding expenditure of the funds for professional development, but the bill does not contain any specific requirements regarding the training. AB 1808 does not establish any deadline by which a LEA must spend the grant it receives pursuant to this bill. The grant money received pursuant to this bill can be spent over more than one budget year. Please ask your Labor Relations Representative for detailed information on the law. View the Legislation Strategy and Implementation Bill Analysis, AB 1808 (Education Omnibus Trailer Bill).
Video: The R/N Committee has a mock video that can be used to assist and train your negotiation team regarding the do's and don’ts at the bargaining table. This video is available and can be used at Bargaining Academies, Bargaining 101s, Chapter Meetings or RPMs. Please contact your Labor Relations Representative as they will provide the requested training for your Chapter.
LCAP: All chapters should make sure they are participating in the Local Control Funding Formula (LCFF) and Local Control Accountability Plan (LCAP). LCAP is how the District decides how to spend the money they are allocated from the state each year. If classified voices aren’t heard in planning how school funds should be spent at your district, the safety and health of students and education will suffer. For more information, review the Frequently Asked Questions (FAQs) about LCFF and LCAP. Also, we have provided a Toolkit which outlines talking points and samples of how your negotiating team can advocate for LCAP funding for the various positions held by classified employees.
Minimum Wage: Bargaining committee members should be aware of the minimum wage law which requires the following minimum wage and timeline: January 1, 2020 - $13.00; January 1, 2021 - $14.00; January 1, 2022 - $15.00. CSEA has training available regarding the new minimum wage law that will be held at Bargaining Academies or Bargaining 101 Trainings and mini-trainings at RPMs. Please ask your Labor Relations Representative for detailed information on the new law and to request the training.
Training: If your chapter bargaining committee needs training, contact your Labor Relations Representative or field office to determine when a training is being held in your region. You may also consult your local field office website to find out when Bargaining Academy or Bargaining 101 trainings will be held.
One of the goals of the R/N Committee is to ensure each CSEA Bargaining Committee member receives an electronic copy of the Bargaining Blast. In order to accomplish this goal, please continue to update your Labor Relations Representative and local field office with your current bargaining committee members and their e-mail addresses.
We have updated our resources on the R/N Committee webpage for your use and reference.