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.
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.
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:
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.
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.
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.
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:
There are several things classified employees should do if they are
being unlawfully harassed, including:
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
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.
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:
You may have more than one retirement formula based on your membership date, your membership category, and your employer’s contract with CalPERS.
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:
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:
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.
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.
Go to www.calpers.ca.gov/benefitcharts to find the retirement formula charts for your benefit factor and final compensation
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
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.
Here is everything you need to know about your vacation benefits. You can find more information in the Calexico Unified School District’s Employee contract. (ARTICLE XIV).
*One (1) month before the end of school or the end of the fiscal year (whichever comes first) the District will provide all employees with vacation balances in order to be in compliance with the maximum allowable carryover vacation days.
As you can see, there are many rules for vacation time. 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. Take a moment to review your contract.
Are you interested in earning an additional 5% on your monthly paycheck? Are you planning to go back to school? All employees at Calexico Unified School District can apply for additional compensation.
This additional compensation is an award earned by a classified employee who successfully completes ten (10) semester units or the equivalent in academic courses. Course obtained must pertain to the employee’s specific classification or area of employment.
The Professional Growth Committee consists of:
Click on the links below to obtain more information about the CUSD Professional Growth program and how to submit your application.
A labor union contract is also known as collective bargaining agreement. A bilateral agreement that establishes the terms and conditions of employment for union members. Contract language can vary significantly across industries and workforces but we can still expect to see some common issues addressed in collective bargaining.
This is one of the most important benefits of coming together with your colleagues to form a union is gaining the clarity and security of a union contract. In this article, we will explore many of the most important segments of labor union contracts, including their components, the collective bargaining process, and the importance of good-faith negotiations.
The term “collective bargaining” refers to the negotiation of employment terms between an employer and a group of workers. Labor union contracts are the outcome of this negotiation process, which involves two committees representing the union members and management.
Union members are normally represented by their labor union during collective bargaining. The union’s bargaining team is usually selected through a process outlined in the union’s constitution and by-laws, while the employer designates the management team.
In union employee contract negotiations, the parties involved typically include representatives from the labor union, such as the union’s local president, employees within different departments, and/or union steward. On the other side, the employer’s negotiating team may consist of leaders from the human resources department, the company’s president, and a lawyer knowledgeable in labor and employment law.
Labor union contracts include various components that outline agreements on wages, benefits, working schedules, seniority-based bidding for shifts, holiday schedules, and grievance procedures. Early in negotiations, the parties focus on two critical clauses: management’s rights and the deduction of union dues from employees’ paychecks.
Labor union contracts include several key components that outline the rights, obligations, and terms of employment for union members. These components include:
These components serve as the foundation for the working relationship between the labor union and the employer, ensuring clarity and fairness in the terms and conditions of employment.
When the union and the employer reach a tentative agreement, they create a memorandum of understanding (MOU). This document contains all the elements of the final contract but requires ratification by the union members. After reviewing the MOU, the parties reconvene to address outstanding matters and negotiate final details. Upon reaching a final agreement, the labor union seeks ratification through voting among its members.
The tentative agreement and ratification process ensures that the labor union members have the opportunity to review and approve the negotiated terms before they become legally binding, ensuring democratic decision-making within the union.
The National Labor Relations Act mandates good-faith efforts from both the union and the employer during the bargaining process. Good faith bargaining entails scheduling convenient sessions, preparedness for negotiations, and refraining from intimidating behaviors. Actions such as stonewalling and unreasonable demands are considered bad faith and violate the act. The National Labor Relations Board intervenes when either party fails to bargain in good faith.
The importance of the good faith bargaining during the collective bargaining process is an essential part of the negotiation between labor unions and employers. Here are the key reasons why:
Good faith bargaining is essential for promoting fairness, trust, collaboration, efficiency, and legal compliance in labor union contract negotiations. It sets the foundation for constructive and successful labor-management relationships, benefiting both union members and employers alike.
Labor union contracts play a vital role in establishing the rights and responsibilities of both union members and employers. Through collective bargaining and good faith negotiations, these contracts ensure fair working conditions and address grievances.
Understanding the components and processes involved in labor union contracts is crucial for both parties involved in the employment relationship.
A layoff is the temporary or permanent termination of employment by an employer for reasons unrelated to the employee’s performance. Losing your job is never welcome news. For most people, it’s a traumatic and frightening experience. Read your Calexico Unified School District CUSD/CSEA employment contract to help you stay informed.
If you have been laid off, it means that your employer is experiencing financial hardship and is no longer able to pay you a salary. The recent outbreak of COVID-19 is the most recent example that forced businesses to downscale their workforce in order to survive.
If your layoff is temporary, your employer may require you to return to work after a period of time. If your layoff is temporary, it means your employer may require you to return to work after a period of time. it makes no difference if your layoff is temporary or permanent. You will be unemployed and eligible for unemployment insurance or compensation.
Employees may be laid off when companies aim to cut costs, due to a decline in demand for their products or services, seasonal closure, or during an economic downturn. According to the Calexico Unified School District CUSD employment contract. Here are the two main reasons for being laid off:
Upon the decision of the District to reduce the number of unit employees in the classified service of the District, written notice of layoff shall be sent by registered mail or delivered in person to the affected unit employee(s) by the Superintendent or his designee.
The District shall send written notice of layoff to the affected unit employee(s) not less than sixty (60) calendar days prior to the effective date of layoff, informing the employee(s) of displacement rights, if any, and re-employment rights. Any notice of layoff shall specify the reason for layoff and identify by name and classification the employee(s) designated for layoff.
When as a result of the expiration of a specially funded program, classification(s) are going to be eliminated at the end of the school year, and unit employee(s) will be subject to layoff for lack of funds, the employee(s) to be laid-off at the end of such year shall be given written notice on or before April 30th. If the termination date of any specially funded program is other than June 30th, such notice shall be given not less than sixty (60) calendar days prior to the effective date of the layoff.
Nothing herein provided shall preclude a layoff for lack of funds in the event of an actual and existing financial inability to pay salaries of classified employees, no layoff for lack of work resulting from causes not foreseeable or preventable by the Board, without the notice required by subsections 2 and 3 hereof.
In considering the layoff of emergency, provisional, or limited-term employee(s) shall be laid off from any position while employees serving under restricted, emergency, provisional, or limited-term employment are retained in positions of the same class.
The order of layoff of unit employees shall be determined by length of service. The employee who has been employed the shortest time in the affected class including time employed in a higher class if applicable shall be laid off first. Bumping rights of unit employee(s) shall apply after the determination of seniority in a class.
Bargaining unit employees who are subject to layoff shall exercise bumping rights into any classification, within a current or previously held class, providing they meet minimum qualifications and providing that the classification in which they are bumping is equal or lower than the classification in which the employee has served. Reemployment shall be in the reverse order of layoff.
In case of two (2) or more unit employees having the same length of service, the order of layoff of such employees shall be determined by lot. The employees affected shall be invited to the drawing and a CSEA and District representative shall be present.
Any employees going to a lower class pursuant to this rule shall receive the maximum of the salary range of the lower class provided that such salary is not greater than the salary received in the higher position.
In all cases where an employee elects to exercise his/her seniority rights and move to a lower class in lieu of layoff, his/her name shall be placed on a layoff list for the position from which he/she moved.
For purposes of this section, for service commencing or continuing after July 1, 1971,
“length of service” means all hours in a paid status, whether during the school year, a holiday recess, or during any period that a school is in session or closed, but does not include any hours compensated solely on an overtime basis. For employees in the classified service hired prior to July 1, 1971, the date of employment in the regular classified service (regardless of hours worked per day or months per year, a day is a day and a year is a year) shall be used to determine the length of service prior to July 1, 1971. Seniority within a class shall be calculated by time worked within classifications of higher, equal, or lower ranking in which the employee is serving or has served.
“Hours in Paid Status” shall not be interpreted to mean any service performed prior to entering into probationary or permanent status in the classified service of the District except where the affected unit member was employed as a substitute in the assignment received upon entering into probationary status, and in restricted positions as provided in the Education Code (Section 45105). For purposes of this section, the word “class” shall be defined as a group of positions (classifications) within a job occupational family which have common characteristics and are ranked according to a job family. The word “classification” shall be defined as a position within a class that has a designated title, specific duties, responsibilities, and minimum qualifications, and which has a designated salary range established for each position within a class.
A unit employee subject to layoff may, in lieu of such layoff, if qualified and subject to the provisions of this section, elect to be demoted to a lower job class, voluntarily reduce their assigned time if this option is made available or retire under the provisions of the California Public Employees Retirement System (PERS). The right to elect demotion shall not apply to restricted classified employees.
To be considered for demotion in lieu of layoff, which demotion would result in the
displacement of a unit employee with less length of service subject to the provisions of this Article, the unit employee shall be required to notify the Personnel Office in writing of such election not later than five (5) work days after receiving the notice of layoff.
A unit employee displaced under Section C of this Article shall be subject to layoff
according to the provisions of this Article.
A unit employee who elects demotion or retirement in lieu of layoff shall nonetheless be placed on the thirty-nine (39) month re-employment list and shall be eligible, when a classified vacancy occurs, to return to the former job class in the order of service as any other employee on such list.
Employee(s) who elect to take demotion shall be extended for an additional twenty-four (24) months provided that the same tests of fitness under which they qualified for appointment to the class shall still apply. (Education Code Section 45298).
A unit employee who is laid off shall be placed on a thirty-nine (39) month re-
employment list and shall be re-employed in preference to new applicants. The employee shall be required to maintain his/her current address on file with the P.C. Office.
If, during a unit employee’s eligibility period for re-employment, a classification becomes vacant, the Personnel Commission Director shall send written notice by registered mail or telegram to the last known address of such unit employee(s) offering re-employment in order of service, providing such employee meets the minimum qualifications required of the classification.
A unit employee who receives such notice of re-employment and refuses to accept in writing the offer of re-employment within ten (10) working days shall be deemed to have rejected the offer of re-employment.
If the unit employee in a layoff status accepts the classification being offered, the unit employee shall have up to thirty (30) calendar days from the postmark date of the notice to report for work. This does not preclude a unit employee from returning to work in fewer than thirty (30) calendar days.
A unit employee re-employed after being laid off shall be fully restored to his/her class with all rights to permanent status. Service credit and benefits shall not accrue during the period of layoff.
Refusal of an offer of provisional or limited-term employment shall not affect the
standing of any employee on a layoff list.
Employees on layoff lists shall be eligible to compete in promotional examinations for which they qualify.
Names shall be certified for appointment from employment lists as follows:
The list shall consist of permanently classified employees listed in order of seniority (see Order of Layoff), and by class series and classification. The most senior employee is to be listed first.
In the computation of seniority, all served within a class plus higher classes within the same class series shall count as seniority within the class. Continuous or uninterrupted service as a probationary or permanent employee within a class, rather than actual days worked, shall determine seniority.
The P.C. Office shall establish and maintain the seniority lists for all class series. These lists are to be updated from year to year to insure their accuracy and availability to the Board.
At least twenty (20) working days prior to the effective date of a layoff, the District will provide CSEA with a seniority roster.
No district may abolish any of its classified positions and utilize volunteer aides, as authorized by Education Code Section 44814, 44815, 35212, and Labor Code Section 3364.5, in lieu of classified employees who are laid off as a result of the abolishment of a position; nor may a district refuses to employ a person in a vacant classified position and use volunteer aides in lieu thereof.
It is the intent of the Legislature to permit school districts to use volunteer aides to enhance their educational program but not permit displacement of classified employees or to allow districts to utilize volunteers in lieu of normal employee requirements.
In the event of a layoff of permanent classified employees, no limited-term employee shall be retained to render service that a laid-off classified employee is qualified to render.
Bargaining unit employees laid off due to lack of work or funds shall continue to have the District pay for health and welfare benefits for three (3) months following a layoff. Should the employee obtain other employment that offers health and
welfare benefits during the three-month period, the employee shall advise the District so that the benefits may be terminated.
In lieu of layoff, the employee may exercise their early retirement benefit rights under Article VI of the collective bargaining agreement.
Being laid off from your job is one of life’s major high-stress events, but there are steps you can take to make the transition a little less rocky. Read your Calexico Unified School District CUSD employment contract to help you stay informed.
Make sure you have some savings, keep your résumé up to date, and reach out to your contacts. Remember that a layoff is a great excuse to take stock of your life and go after what you’re most passionate about.
One of the most useful tools a contract provides you with is the grievance procedure. Often employees think filing a grievance will label them as a “troublemaker,” but really the grievance process is just that—a process, which we use to resolve violations of our rights in a professional, orderly manner.
A “Grievance” is a formal written allegation by a grievant that he/she has been adversely affected by a misinterpretation, misapplication, or alleged violation of a specific provision of the collective bargaining agreement or incorporated Board policies. A “Grievant” may be CSEA or any member(s) of the bargaining unit. Unless specifically mentioned otherwise, a “Day” is any day on which the central administrative office of the District is open for business and the unit member(s) is (are) scheduled to work.
The “Immediate Supervisor” is the lowest level management member having a line supervisory authority over the grievant who has been designated to adjust grievances. The “Second Level Supervisor” is the supervisor of the management member defined above as an “Immediate Supervisor”.
The CSEA contracts contain a two-step grievance process. Remember, to consult your contract to understand the grievance process and timelines.
Before filing a formal written grievance, (Appendix B) the grievant shall attempt
to resolve the problem by scheduling an informal conference with his/her immediate supervisor. The grievant may be accompanied by his/her Association Representative at the informal conference with the immediate supervisor.
The problem shall be discussed orally, including the nature of the problem, the person or persons involved, and the remedy sought. The immediate supervisor shall respond to the complaint within three (3) days. If the grievant is not satisfied with the proposed resolution or if the immediate supervisor has not responded within three (3) days of the formal conference, the grievant may proceed to Step One of the Formal Grievance Process.
Step One:
Step Two:
Step Three:
Step Four:
Step Five: Binding Arbitration
The immediate supervisor, second-level supervisor, and/or District Superintendent, or his/her designee, may schedule such meetings with the grievant as deemed appropriate to discuss the grievance and attempt resolution at Steps One, Two, and Three. The grievant shall be present at all grievance meetings. The absence of the grievant at a meeting shall constitute a waiver of the grievant’s right to further processing of the grievance. In instances of emergency or illness, the grievant shall have the right to have the meeting rescheduled.
The grievant is entitled to association representation at all steps of the grievance procedure specifically at every meeting between the grievant and a district administrator. Should the grievant elect not to be represented by the Association, the District shall notify the Association of any settlement reached. The settlement shall not violate the terms and conditions of the collective bargaining agreement.
As you can see, the grievance procedure is there for us—but only if we use it. 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. Take a moment to review the grievance procedure in your contract.