Labor Union Represents all Certificated and Classified Employees Represents the interests of employees within CUSD through “Shared Decision Making” & Collective-Bargaining C.A.U.S.E. leadership believes that reasonable decision making includes the interests of… - our students - their families - CUSD - all other participants in the educational model
CAUSE Leadership Elected Members ► Co-presidents: Jay Hotchner & Gene Bisson Jay Hotchner & Gene Bisson ► Co-VP (Certificted): ► Jan Shiells & Jack Meyer ► VP (Classified): Theola Munoz ► Co-Secretaries: Kathleen Manos & Martha Payne Kathleen Manos & Martha Payne ► Treasurer: Jennifer Foster ► Membership Advocate: Eric Lewis (Appt. - Diane Cogburn Eric Lewis (Appt. - Diane Cogburn Site Reps ► Aliso: Felicity More (supported by Jan Shiells) ► Canalino: Vicki Walton, Diane Paradis ► CFS: Marsha Ota ► CHS: Jeremiah Sobenes ► CMS: J.Hotchner (supported by John Fowler) ► Pupil Services: Position Open (Generally covered by CHS Rep) ► Rincon: Position Open (Generally covered by CHS Rep) ► Summerland: Mary Foley
Leadership Objectives 1. Maintain productive, professional work environment. 2. Increase communications w/ members and the community 3. Increase capacity to influence shared decision- making 4. Maintain & update contract language
1) Maintain productive, professional work environment Meets professional expectations of personnel and administration Contract knowledge equals knowledge of one’s rights and obligations Site reps are conduits for information and clarification; utilize their services At your request, represent you in meetings Explain or find clarity on the contract Act as confidential liaison with administration at site level Etc.
1) Maintain productive, professional work environment Defend members against unfair or illegal practices Educational Employment Relations Act (2006) 3545.5. Unfair Practices: Employer “It is unlawful for a public school employer to… (a) Impose or threaten to impose reprisals on employees, or otherwise to interfere with, restrain, or coerce employees because of their exercise of rights guaranteed by this chapter.”
Educational Employment Relations Act (2006) 3545.5. Unfair Practices: Employer “It is unlawful for a public school employer to… (a) Impose or threaten to impose reprisals on employees, or otherwise to interfere with, restrain, or coerce employees because of their exercise of rights guaranteed by this chapter.” These types of illegal behaviors have occurred. On behalf of our members and organization, CAUSE is permitted to respond at both the local (district) and state levels (Ca. and Federal). Members should understand…. reprisals, interference, coercion, etc. ) 1.) similar employment practices ( reprisals, interference, coercion, etc. ) could happen to any member. 2. ) our current actions serve to protect our members 3.) CAUSE is willing and capable of defending against similar illegal actions by CUSD Although CAUSE can not control whether select district leadership chooses to continue these behaviors, we are certain that our advocacy has prevented select district leadership’s ability to successfully engage in similar behaviors.
2) Increase capacity to influence shared decision-making Increase member participation to challenge the perception that C.A.U.S.E. is a union of a few activists Increased use of site reps monthly contact with site administration Member volunteers for community outreach, committees, school site teams, parent support groups EBoard and negotiation team positions
3) Increase communications w/ members and the community CAUSE site reps on the front lines Email: email@example.com firstname.lastname@example.org Occasional general meetings Surveys, polls & questionnaires New website at causeinfo.com will roll out by the middle of November 2009 Communication is two way – talk to us! What are your ideas, suggestions, concerns?
Dues Update Overall increases on a monthly basis, for full-time employees ( primarily to CFT & AFT ) 200 8-2009 2009-2010 Difference Difference Per Month Per Month (twelfthly) (tenthly) Totals: 1.66 2.00
Listening to our members, and actively soliciting your input. Annual Survey: 2008-09 Administrative Performance * 25 positive statements about administrative leadership style - Site-Level (Principals) & District Level (Superintendent) * goal was informational, acquire your perspectives & share them with district administration and the CUSD School Board * CUSD Personnel responded to statements using a 5 to 1 scale: 5-Outstanding, 4-Strong, 3-Average, 2-Weak, 1- Unsatisfactory
Annual Survey: 2008-09 Administrative Performance * Responses were tallied according to the number of votes in each of the 5 categories. * Generated bar graph. * Bar graph demonstrates the responses grouped in 3 areas: Outstanding & Strong Average Weak & Unsatisfactory
Annual Survey: 2008-09 Administrative Performance The bar graph demonstrates the responses grouped in 3 areas: Outstanding & Strong Average, Weak & Unsatisfactory CUSD Principals Per School-Site High SchoolMiddle SchoolCanalinoAliso / SummerlandRincon
Maintain & update contract language Contract interpretation established both through negotiation and tradition Knowledge of contract will help members and C.A.U.S.E. from inadvertently establishing adverse precedents Your contract negotiation team ( Certificated &/or Classified ) Negotiation update
Outstanding topics for the Current Collective-Bargaining Cycle Professional Day (concerning the district’s efforts to ‘grow’ the work-day) Class Size Issues (Impact on student achievement & on teacher’s ability to raise achievement) Total Compensation & Benefits (Health Care & Salaries)