Tag: CSEA

  • CSEA 399 Chapter Meetings: 2025

    CSEA 399 Chapter Meetings: 2025

    June 4, 2025

    Summer Work Memorandum of Understanding (MOU) for 2025

    Voting will take place from 5:45 PM to 6:05 PM.

    Your presence is very important, as this vote will impact all members, especially those interested in working during the summer. Please make every effort to attend and cast your vote.

    Night custodians will have release time from 5:15 PM to 6:45 PM to attend this meeting.

    Thank you for your continued engagement and support.

    CSEA 399 Meeting Location

    Date: Wednesday, June 4, 2025

    Time: 5:30 pm

    Location: Family Resource Campus, CAP Center

    Address: 641 Rockwood Avenue, Calexico, CA 92231

    CSEA 399 Meeting Files

    May 21, 2025

    Celebration of Classified School Employees Week

    Enjoy some food and exciting giveaways, and hear from representatives from SISC and Schools First Federal Credit Union. We’ll also share updates from our Chapter Committees, including key news on negotiations, and vote for important issues that affect all members.

    Additionally, we will be recognizing our retirees for their years of dedicated service—please join us in honoring their incredible contributions!

    Let’s come together to stay informed, celebrate our work, and show our appreciation for those who’ve helped shape our community.

    CSEA 399 Meeting Location

    Date: Wednesday, May 21, 2025

    Time: 5:30 pm

    Location: Enrique Camarena Jr. High School

    Address: 800 E Rivera Ave, Calexico, CA 92231

    CSEA 399 Meeting Files

    April 16, 2025

    Approval of 2025-2026 Initial Proposal for Successor Contract (Sunshine)

    Our Chapter has received a waiver to add the following item to the agenda for this Wednesday’s Chapter Meeting:

    • 2025-2026 Initial Proposal for Successor Contract

    The updated agenda and proposal are attached for your review.  This item, along with others on the agenda will require a vote by the membership.  Your participation is important as we make decisions that affect our future.

    CSEA 399 Meeting Location

    Date: Wednesday, April 16, 2025

    Time: 5:30 pm

    Location: Enrique Camarena Jr. High School

    Address: 800 E Rivera Ave, Calexico, CA 92231

    CSEA 399 Meeting Files

  • Classification and Compensation Studies: What CSEA Members Need to Know

    Classification and Compensation Studies: What CSEA Members Need to Know

    Ensuring that every CSEA member understands the inner workings of important processes affecting our jobs and livelihoods. No single process that affects the members of the CSEA 399 community should ever be overlooked. This article has been written to help you understand and by trying to answer the basic questions about the Classification and Compensation Study. So, let’s dive into what this study entails and why it matters to everyone.

    Understanding Classification and Compensation Studies

    At its core, a classification and compensation study is a comprehensive analysis conducted by organizations to evaluate and establish the structure of job classifications and corresponding compensation levels within the workplace. But what does that mean for us as union members?

    Job Classification: Putting Everyone in Their Place

    Imagine our workplace as a puzzle, with each position representing a unique puzzle piece. A classification study helps ensure that each piece fits into the puzzle correctly. It begins by examining all the positions within the organization to determine their duties, responsibilities, required skills, and qualifications. Jobs with similar duties and responsibilities are grouped into job classifications or families.

    Job Evaluation: Assessing the Worth of Each Piece

    Once the jobs are classified, they are evaluated based on various factors such as required education, experience, complexity, decision-making authority, and level of responsibility. This evaluation helps determine the relative worth or value of each job within the organization. Think of it as assigning a point system to each puzzle piece based on its size, shape, and intricacy.

    Compensation Analysis: Ensuring Fairness and Equity

    Now comes the crucial part – compensation analysis. This involves reviewing current salary and benefits data, benchmarking against industry standards, and ensuring internal equity among similar job classifications. The goal is to ensure that everyone is fairly compensated for the value they bring to the organization. No one wants to feel like they’re getting the short end of the stick, and a proper compensation study helps prevent just that.

    Pros and Cons

    Why It Matters to You

    You might be wondering why all of this matters to you as a union member. Well, let me break it down for you with a list of the pros and cons of the Classification and Compensation Studies:

    Pros of Classification and Compensation Studies:

    1. Fair Pay: A classification and compensation study ensures that your pay is fair and reflects your work. It helps prevent disparities in pay based on factors like gender, race, or personal connections.
    2. Transparency: By clearly defining job classifications and responsibilities, these studies can help protect your job from being arbitrarily changed or eliminated.
    3. Career Growth: Understanding how your position is classified and evaluated can provide insight into potential career advancement opportunities within the organization.
    4. Union Advocacy: Armed with the findings of these studies, our union can better advocate for fair wages, benefits, and working conditions on behalf of all members.
    5. Retention and Recruitment: Fair compensation structures make the organization more attractive to both current employees and potential recruits, helping to retain talent and attract new skilled workers.
    6. Legal Compliance: Classification and compensation studies help organizations comply with labor laws and regulations regarding fair pay practices, reducing the risk of legal disputes and penalties.

    Cons of Classification and Compensation Studies:

    1. Time and Resources: Conducting comprehensive studies can be time-consuming and resource-intensive, requiring dedicated staff and financial investment.
    2. Resistance to Change: Employees may resist changes to job classifications or compensation structures, especially if they perceive that it could negatively impact their pay or status within the organization.
    3. Complexity: The process of evaluating job classifications and compensation levels can be complex, requiring specialized knowledge and expertise in human resources and compensation management.
    4. Subjectivity: Despite efforts to create objective evaluation criteria, there may still be subjective elements involved in determining job worth and compensation levels, leading to potential disagreements or perceptions of bias.
    5. Potential for Disruption: Implementing changes based on the findings of classification and compensation studies can disrupt the organization’s operations and may require adjustments to policies, procedures, and employee contracts.

    In Conclusion

    Classification and compensation studies may seem like complex processes, but they’re crucial for ensuring fairness, equity, and transparency in the workplace. Home this article helps to demystify these processes and ensure that every one of you has the information you need to advocate for your rights and interests in the workplace. After all, knowledge is power, and together, we can build a stronger, more equitable workplace for all.

  • CSEA 399 Chapter Meetings: 2024

    CSEA 399 Chapter Meetings: 2024

    March 20, 2024

    CSEA 399 Meeting Location

    Date: Wednesday, March 20, 2024

    Time: 5:30 pm

    Location: Aurora High School, Multipurpose

    Address: 1391 Kloke Ave., Calexico, CA 92231

    CSEA 399 Meeting Files

    January 30, 2024

    CSEA 399 Meeting Location

    Date: Wednesday, January 30, 2024

    Time: 5:30 pm

    Location: Aurora High School, Multipurpose

    Address: 1391 Kloke Ave., Calexico, CA 92231

    CSEA 399 Meeting Files

  • CSEA 399 Chapter Meetings: 2023

    CSEA 399 Chapter Meetings: 2023

    October 19, 2023

    CSEA 399 Meeting Location

    Date: Wednesday, March 20, 2024

    Time: 5:30 pm

    Location: Aurora High School, Multipurpose

    Address: 1391 Kloke Ave., Calexico, CA 92231

    CSEA 399 Meeting Files

    September 21, 2023

    CSEA 399 Meeting Location

    Date: Thursday, September 21, 2023

    Time: 5:30 pm

    Location: Aurora High School, Multipurpose

    Address: 1391 Kloke Ave., Calexico, CA 92231

    CSEA 399 Meeting Files

    August 16, 2023

    CSEA 399 Meeting Location

    Date: Wednesday, August 16, 2023

    Time:  8:00 am – 10:00 am

    Location: William Moreno Jr HS

    Address: 1202 Kloke Rd, Calexico, CA 92231

    CSEA 399 Meeting Primary Topics

    Greetings! Fellow Chapter 399 Members,

    Hope you all had a very restful summer and are ready to commence this year with positivity and enthusiasm.

    It’s with much joy that we present to you our Tentative Agreement to be ratified by us, Chapter 399.

    I would like to thank our negotiators for their dedication and hard work to get this done. Without them, this TA wouldn’t have been possible.

    To all members, be at ease, your negotiators have presented to you the best reasonable Tentative Agreement possible. 

    A meeting is scheduled for Wednesday, August 16, 2023, at Willie Moreno Junior High School, release time from 8:00 am – 10:00 am has been approved.  

    Please take time to review the attached agreement thoroughly before we gather for any questions or concerns you may have.   

    Voting time will be from  8:15 am to 9:45 am

    Hope you all can attend!

    YOUR NEGOTIATORS RECOMMEND A YES VOTE

    Gabriel Herrera.

    President

    CSEA Chapter 399

    CSEA 399 Meeting Files

    June 13, 2023

    CSEA 399 Meeting Location

    Date: Tuesday, June 13, 2023

    Time: 5:30 pm

    Location: Aurora High School, Multipurpose

    Address: 1391 Kloke Ave., Calexico, CA 92231

    CSEA 399 Meeting Files

    May 23, 2023

    CSEA 399 Meeting Location

    Date: Tuesday, May 23, 2023

    Time: 5:30 pm

    Location: Cesar Chavez Elementary Cafeteria

    Address: 1251 E Zapata St., Calexico, CA 92231

    CSEA 399 Meeting Files

    April 18, 2023

    CSEA 399 Meeting Location

    Date: Tuesday, April 18, 2023

    Time: 5:30 pm

    Location: Cesar Chavez Elementary Cafeteria

    Address: 1251 E Zapata St., Calexico, CA 92231

    CSEA 399 Meeting Files

    March 28, 2023

    CSEA 399 Meeting Location

    Date: Thursday, April 18, 2023

    Time: 5:30 pm

    Location: Aurora High School Multipurpose Room

    Address: 1391 Kloke Avenue, Calexico, CA 92231

    CSEA 399 Meeting Files

    March 16, 2023

    CSEA 399 Meeting Location

    Date: Thursday, March 16, 2023

    Time: 5:30 pm

    Location: Cesar Chavez Elementary Cafeteria

    Address: 1251 E Zapata St., Calexico, CA 92231

    CSEA 399 Meeting Files

    February 23, 2023

    CSEA 399 Meeting Location

    Date: Thursday, February 23, 2023

    Time: 5:30 pm

    Location: Cesar Chavez Elementary Cafeteria

    Address: 1251 E Zapata St., Calexico, CA 92231

    CSEA 399 Meeting Files

    January 26, 2023

    CSEA 399 Meeting Location

    Date: Thursday, January 26, 2023

    Time: 5:30 pm

    Location: Aurora High School Multipurpose Room

    Address: 1391 Kloke Avenue, Calexico, CA 92231

    CSEA 399 Meeting Files

  • 2022-23 CSEA Contract Agreement with Calexico Unified School District

    2022-23 CSEA Contract Agreement with Calexico Unified School District

    In an exciting turn of events, the dedicated members of the California School Employees Association (CSEA 399), representing hundreds of hardworking individuals in the Calexico Unified School District, are celebrating a significant victory. After six months of rigorous negotiations with representatives from the Calexico Unified School District, a contract agreement was finally been reached on August 1, 2023, bringing cheer and optimism to CSEA 399 members.

    This remarkable agreement marks the second consecutive year that CSEA 399 members and CUSD have successfully negotiated for salary increases, demonstrating the commitment of both parties to valuing and rewarding the dedicated workforce that keeps the Calexico Unified School District running smoothly. On August 1, 2023 members of CSEA voted in favor of the contract agreement with Calexico Unified School District.

    Voting results

    • Yes – 328
    • No – 18
    • Abstain from voting – 1

    The last step of the deal came on August 24, 2023, when the Calexico School Board of Education voted unanimously with a resounding 5-0 in favor of the negotiated agreement. This decision effectively ratified the CSEA Tentative Agreement, Salary Schedule, and AB 1200 Disclosure of Proposed Collective Bargaining Agreement with the California School Employees Association (CSEA) Chapter 399 for Fiscal Years 2022/2023-2023/2024.

    This achievement not only reflects the unity and resilience of CSEA members but also highlights the proactive approach taken by the Calexico School Board of Education in recognizing the indispensable contributions of their workforce. It’s a win-win situation that not only enhances the livelihoods of these diligent workers but also strengthens the Calexico Unified School District as a whole.

    The commitment to fair compensation and collaborative negotiations displayed by both parties sets a shining example for other school districts and labor unions across California. This positive news underscores the importance of valuing the professionals who play an essential role in shaping the future of our children.

    The agreement will include:

    • 2022-2023: 5% ongoing salary schedule increase, retroactive to July 1, 2022.
    • 2023-2024: 7% ongoing salary schedule increase, retroactive to July 1, 2023.
    • The district will continue to fully fund health and welfare benefits for eligible employees for the 2022-2023 and 2023-2024 school year.
    • Increase incentive from 20% to 25% with two additional one-time bonuses.

    Visit the contract Negotiation page for all negotiation details and timelines.

    As CSEA members celebrate this well-deserved victory, the entire community can look forward to a brighter future for the Calexico Unified School District, where the dedication and hard work of its employees are recognized and rewarded.

  • Classified Salary Schedule

    Classified Salary Schedule

    A classified salary schedule is a structured pay system used by Calexico Unified School District that outlines the salary and compensation levels for employees in classified positions, such as administrative assistants, custodians cafeteria workers, IT employees, or maintenance workers.

    By having a clear and transparent salary schedule, employees in classified positions can understand how their compensation is determined and can negotiate for better pay and benefits.

  • Classified School Employee Week

    Classified School Employee Week

    Celebrate Calexico Unified School District’s CSEW May 21-27, 2023

    Each May, California salutes the important contributions of classified school employees during Classified School Employee Week (CSEW). This year, we are celebrating the theme Classified Professionals: Indispensable, Inspiring & Invincible.

    “Classified School Employee Week is when our colleagues and community honor our hard work and dedication to our students,” said Association President Adam Weinberger. “We are used to working behind the scenes, but this is our time to be celebrated! I hope you and your chapter do something special for CSEW, whether a job-shadow event with administrators or a get-together with your fellow CSEA members.

    Please take the time to express your appreciation for each other and show your school community that classified employees are Indispensable, Inspiring, and Invincible!”

    Classified employees at Calexico Unified School District have earned respect as educators and partners in the education community. More importantly, they have become recognized as the essential frontline workers who keep our schools up and running while making a difference in the lives of the students they serve. Let’s celebrate our Classified staff at Calexico Unified School District.

    CUSD Classified School Employees

    • Custodial and maintenance staff keep our campuses clean and safe.
    • Bus drivers and transportation staff get students to school safely.
    • Office staff meets the needs of students, parents, and administrators.
    • Food service workers keep students fed and ready to learn.
    • The technology department staff keeps everyone connected and online.
    • Paraeducators support students and help them overcome new challenges.
    • School safety officers keep our school grounds safe and secure.
  • Parental Leave Benefits

    Parental Leave Benefits

    Having a child is one of the biggest events to happen in an employee’s life. Both employees and their children can benefit from time together to bond, especially in the first few months of life. However, for many employees, taking an extended period of time off is unrealistic if they have to worry about finances and the possibility of losing their jobs.

    Recognizing this, California has led the charge to ease this burden for new parents bypassing some of the most protective leave laws in the nation. Although paid maternity leave is often framed as an issue that matters only to working women, paid paternity leave or bonding leave is also available for fathers who need bonding time with their newborn child.

    What Is Bonding Leave?


    Parental leave, also called “bonding leave,” is the time off that parents take to bond with their new child. For women in California, maternity leave is a combination of parental leave and pregnancy disability leave (see below for an explanation). For men in California, paternity leave is the equivalent of parental leave.

    The federal Family Medical Leave Act (FMLA), and the similar California Family Rights Act (CFRA), require employers with 50 or more employees to provide up to 12 weeks of unpaid leave to bond with a new child. The New Parents Leave Act (NPLA) provides for the same amount of leave for new parents who work for employers with 20 to 49 employees. Below are the most common reasons for taking advantage of the FMLA right:

    • For the birth and care of the newborn child of an employee;
    • For placement with the employee of a child for adoption or foster care;
    • To care for an immediate family member (i.e., spouse, child, or parent) with a serious health condition; or
    • To take medical leave when the employee is unable to work because of a serious health condition.

    Paid Parental/Child Bonding Leave


    As provided by Education Code section 45196.1, employees shall be entitled to parental leave as set forth in this section. For purposes of this section, “parental leave” shall be defined as leave for reason of the birth of the employee’s child, or the placement of a child with the employee for adoption or foster care.

    • Employees shall be entitled to use all current and accumulated sick leaves for parental leave, for a period of up to twelve (12) workweeks.
    • When an employee has exhausted all current and accumulated sick leave and continues to be absent on account of parental (child bonding) leave under the California Family Rights Act (CFRA; Government Code section 12945.2), he/she shall be entitled to 50% pay for any of the remaining twelve (12) workweek period. Such 50% payment shall be paid as set forth in section C (Entitlement to Other Sick Leave) above but shall not count against the leave entitlement set forth in that section. In order to use 50% pay, the employee must be eligible for leave under the CFRA, except that he/she is not required to have worked 1,250 hours in the twelve (12) months immediately preceding the leave.
    • Any leave taken under this section shall count against any entitlement to child bonding leave under the CFRA and the aggregate amount of leave taken under this section and CFRA shall not exceed twelve (12) workweeks in any twelve (12) month period.
    • Employees shall not be entitled to more than one (1) twelve (12) week period for parental leave in any twelve (12) month period.
    • Unit members shall give thirty (30) calendar days’ notice of parental leave. Parental leave under this section shall be taken in increments of at least two (2) weeks’ duration, except on two (2) occasions leave can be of shorter duration.

    In Conclusion


    Maternity, Paternity, and Adoption leave, more commonly referred to as “Parental Leave,” is leave associated with the birth of an employee’s own child or the placement of a child with the employee in connection with adoption or foster care. A variety of leave programs are available to Calexico Unified School District employees. Get informed and take enjoy the benefits of your employment rights.

    Read the Pregnancy Disability Leave article if you or your spouse need more information about our pregnancy disability rights.

  • Prevent Workplace Harassment

    Prevent Workplace Harassment

    Workplace harassment is an all too common problem in today’s society that can have serious and long-lasting impacts on both employees and employers. No matter the size of the business or the industry, it is important for employers to take steps to ensure that their employees feel safe and respected in the workplace.

    It can range from subtle forms of discrimination to physical or verbal abuse and can have a huge impact on employee morale and productivity. It is also unlawful for an employer to permit a hostile work environment for employees due to their race, religion, ethnicity, disability, or another protected status.

    Unlawful sexual harassment in the workplace is either (1) “quid pro quo” harassment (pressure on an employee to engage in sexual behavior in order to stay employed or as the basis for employment decisions such as promotion), or (2) a hostile work environment, where adverse comments or actions are so severe or pervasive as to create an unreasonably uncomfortable environment and are either explicitly sexual or motivated by the victim’s sex.

    How do you know if someone is harassing you at work?


    Ordinary work criticism does not amount to unlawful harassment unless it is motivated by the target’s sex, race, age, etc. AND is so extreme or repeated that a reasonable person would find them so offensive as to fundamentally alter working conditions.

    Hostile environment harassment can take many forms, including:

    • sexist remarks regarding an employee’s body, clothing, or sexual activity, or reflecting disrespect for all females (or males);
    • constant leering or ogling;
    • offensive touching, patting, pinching, or invasion of personal space;
    • postings of nude or scantily-clad persons
    • Comments, requests, and demands.
    • Continuing to talk to someone after they have asked to be left alone.
    • Flashing.
    • Following or stalking.

    What to Do if you Believe you have been Harassed at Work


    There are several things classified employees should do if they are
    being unlawfully harassed, including:


    1. Act quickly – The best defense against harassment is a strong offense. Confront the harasser. Tell him/her that his/her behavior is offensive, and ask him/her to stop.
    2. Document it – Save offensive emails and texts. Keep a diary where entries are in ink and dated. This avoids any allegation later that these entries were created long after the fact.
    3. Get support from co-workers – Make sure co-workers are aware of harassment situations and efforts being made to remedy them.
    4. File a grievance – If the collective bargaining agreement contains language prohibiting sexual harassment, utilize the grievance procedure to resolve the problem. In addition, review the employer’s written policy on sexual harassment.
    5. Notify the employer – regardless of whether your harasser is a supervisor or co-worker. If the employer is not notified, it is not liable for harassment by co-workers (only supervisors). Put it in writing, and keep a copy.
    6. Find other victims – If evidence can be found to show that the harasser has abused other workers, or that the harassment has been condoned by management, your harassment claim will be strengthened.

    Note: The laws governing discrimination are extensive. If a classified employee feels he/she might have been the victim of a discriminatory practice, he/she should contact his/her CSEA Labor Relations Representative, or the federal or state agency to determine what actions are appropriate.

    *Classified Employees Cannot Be Sexually Harassed or Harassed Based on
    Another Protected Status

    • Source: Title VII of the Civil Rights Act of 1964 (42 USC § 2000e)
    • Source: Fair Employment and Housing Act (Cal. Govt. Code § 12940)
    • Source: Cal. Education Code Sections 212.5, 230, 231.5

    In Conclusion


    Employees at CUSD should be aware of the policy and how to identify and address potential incidents. Employers should also take steps to create a culture of respect in the workplace. This can be done by encouraging open dialogue, promoting diversity and inclusion, and providing employees

    As you can see, Workplace harassment is an all too common problem in today’s society that can have serious and long-lasting impacts on both employees and employers. This article is just to show you an overview of the rights and tools that we as CSEA employees can utilize to fight for your rights.

  • Retirement Benefits

    Retirement Benefits

    Do you want to know when you are eligible to retire? Are you wondering what formulas are used to calculate your retirement benefit? These are among the most common questions classified employees ask.

    As an employee of Calexico Unified School District, you are part of the CalPERS retirement program. The California Public Employees’ Retirement System (CalPERS) is an agency in the California executive branch that manages pension and health benefits for more than 1.5 million California public employees.

    Your retirement benefit is based on a retirement formula using the following criteria:

    • Total service credit
    • Age at retirement
    • Highest average annual compensation (12-month or 36-month consecutive period)

    You may have more than one retirement formula based on your membership date, your membership category, and your employer’s contract with CalPERS.

    Eligibility Requirements for Retirement


    Your minimum retirement age depends on your retirement formula:
    *50, 52, or 55 Note: If you have a combination of classic and PEPRA service, you may be eligible to retire at age 50

    The minimum service requirement is five years, or 10 years if you are a State of California Second Tier member There are exceptions to the minimum service requirement:

    • You’ve worked at least five calendar years as a permanent part-time employee (Government Code section 20970)
    • You’ve established reciprocity with another California public retirement system Refer to the publication A Guide to CalPERS When You Change Retirement Systems (PUB 16)

    Basic Retirement Calculation


    The key to calculating your retirement benefit is to understand how service credit, age, and final compensation are used in the basic retirement calculation Increase any one of these factors and you’ll increase your overall benefit. The basic retirement calculation is shown below:

    Basic Retirement Calculation

    Service Credit

    Service credit is earned on a fiscal year basis, which is July 1 through June 30. If you are paid every month, 10 months of full-time employment will equal one year.

    You cannot earn more than one year of service credit in one fiscal year. If you work less than eight hours per day, it will take you longer to earn a year of service credit.

    Check the pdf file below to see a cheatsheet charts PDF file. It contains two charts that show the benefit factor increases and the percentage of final compensation you will receive.

    Benefit Factor

    Your benefit factor, also known as the “age factor,” is the percentage of pay you’ll receive for each year of service credit earned. It is determined by your retirement formula and age at retirement.

    Starting at your minimum retirement age, your benefit factor increases every quarter year up to a maximum age. For example, if your retirement formula is 2% at 55 and you retire at age 55, you will get 2% for each year of service credit. The percentage increases every quarter after age 55 up to the maximum age of 63.

    View Benefit Factor Charts Online


    Go to www.calpers.ca.gov/benefitcharts to find the retirement formula charts for your benefit factor and final compensation

    Benefit Factor Chart

    Retirement Planning Checklist


    As you plan for your retirement and get ready to submit your retirement
    application, use the following checklist as a reminder of what you need to
    consider You can find a detailed checklist with links to all our retirement
    planning resources at www.calpers.ca.gov/retirementchecklist

    In Conclusion


    As you can see, retirement planning might sound scary. Make sure you talk to your CSEA representative and ask for advice on the process. This article is just to show you an overview of the rights and tools that we as CSEA employees can utilize to fight for your rights.