June 23, 2022

Joint Communication Update from CHSTA & CUHSD 

 

Dear CHSTA Members,

 

Since March 24, 2022 the Campbell High School Teachers Association (CHSTA) and the Campbell Union High School District (CUHSD) teams have worked together over seventeen (17) small-group negotiations sessions to address a variety of issues brought forward by CHSTA members and District staff.  The teams have made significant progress over the past three months and have jointly agreed to pause negotiations for the summer recess. The teams will return to the bargaining table in August, with the help of our facilitator when she is available, with the goal of finalizing an agreement. The teams have agreed to develop a bargaining schedule for the 2022-2023 school year no later than July 15, 2022. 

 

While the Collective Bargaining Agreement (CBA) runs through June 30, 2022, it is not uncommon for negotiations to continue past the contract end date. We know this is not ideal, but the general rule is that the current terms and conditions of the CBA will continue until a new agreement is finalized.

 

As the school year came to a close, the teams met multiple times and met again for a full day of negotiations yesterday. The information below provides a snapshot of where we have reached agreement and where we still have work. The proposals from both parties are linked here.

 

The parties have reached tentative agreement on:

  • Article 8 - Class Size: We set hard caps for most classes at 35 and set caps of 36 for singletons, and 45 for P.E. and visual and performing arts classes; we increased class-size overage stipends from $3 to $5

  • Article 16 - Leaves: We established a 2022-23 pilot for new guidelines to allow for partial day, rather than full or half day, deductions of sick leave 

  • Article 26 - Duration: We have agreed to a two year-agreement; in year two, we agreed to open Article 18/28 and one non-economic article for each party

  • Article 28 - Adult Education: We clarified language to address different class modalities (including online and hybrid classes

 

The parties are very close to agreement on:

  • Article 12 - Evaluation: We are working on language to revise the standard evaluation process

  • Article 14 - Hours and Work Year (Workday and Workyear): We agreed to extend the contract by a day through the establishment of a Professional Development Day, clarified the instructional day and the professional workday, and established the process for assigning 1.2 FTE

  • Article 29 - Special Services: While we are in agreement on a number of items, including language for Speech and Language Pathologists (SLPs), Social Workers and Nurses, we continue to work through additional per diem hours for SPED teachers to ensure compliance to the IEP at the start of the school year beginning in 2023-24

 

The parties do not yet have agreement on:

Article 18/19 - Compensation and Benefits (Total Compensation)
Unit A: The teams decided to focus on a dollar amount to be allocated to the bargaining unit to put toward salary enhancement and other proposals with fiscal impacts (including class size and overage stipends). Since the May Revision of the Governor’s 2022-2023 Budget allocated additional money for education, we are still working to come to an agreement on what the dollar amount, and the overall package of salary enhancements and economic proposals, should be. 

 

District Proposal

$2.398 million dollars +
$552,000 in statutory expenses (retirement, workers compensation, unemployment, etc.)

 

Total: $2.95 million to be allocated to the bargaining unit in 2022-23 and ongoing. 

 

This proposal is equivalent to a 6.1% increase to the total cost of the bargaining unit. 

 

**Note, the equivalent percentage is provided for reference; this does not mean each member will receive a 6.1% increase. 

 

CHSTA Proposal

$2.846 million dollars + 
$654,000 in statutory expenses (retirement, workers compensation, unemployment, etc.)

 

Total: $3.5 million to be allocated to the bargaining unit in 2022-23 and ongoing.

 

The proposal currently includes: 

Reduction in longevity plateaus
Predictable percentage increase from step to step
Class size caps and increase in class overage payments. 
Increase in hourly and daily PD rates & Home and Hospital

 

This proposal is equivalent to a 7.2% increase to the total cost of the bargaining unit.

 

**Note, the equivalent percentage is provided for reference; this does not mean each member will receive a 7.2% increase. 

 

Convert the parcel tax stipend to the salary schedule if the parcel tax passes by July 1, 2023.

Benefits: Both teams agree to establish a “cash in lieu” option for employees to receive a monthly stipend if they decline health and welfare benefits because they are able to receive benefits through a spouse. The parties have not agreed on the amount of the stipend. CUHSD has proposed $300 monthly and CHSTA has proposed $750 per month for 11 months

 

 

Unit B Article 28 (CACE - Adult Education)

 

District Proposal

Increase salary schedule by 6.5%

Provide stipend of $1,000 in two lump sums

CHSTA Proposal

Increase salary schedule by 7.0%

Adjust longevity steps

Provide stipend of $1,000 in two lump sums

 

 

Article 14 - Hours and Work Year (Teaching Assignment)

Currently the District and CHSTA do not agree on the addition of some new language regarding teaching assignment.

District Proposal

Teaching Assignment - Early or late periods

 When there are not sufficient volunteers for early morning or late day class, site administrators will use a lottery system to assign the sections; teachers would be removed from the lottery for the following year if they have been assigned two years in a row

Teaching Assignment - Part-time teacher assignment

Part-time teachers will be provided consecutive schedules; site administrators will avoid, whenever possible, assigning a part-time teacher to a class that meets four days per week (i.e.,  7th period), unless otherwise agreed

 

CHSTA Proposal

Teaching Assignment - Early or late periods

When there are no sufficient volunteers for early morning or late day class, site administrators will use reverse seniority to assign the sections and lottery if members have the same seniority date.

Teaching Assignment - Part-time teacher assignment

Part-time teachers will be provided consecutive schedules and will not be assigned a class that meets four days per week (i.e.,  7th period), unless otherwise agreed

 

 

Article 4 - Professional Accountability

Currently the District and CHSTA are discussing the addition of due process and just cause language, and how Article 4 interfaces with current language in Article 21. 

 

 

The teams are committed to working together to continue the progress and will provide updates as we come back together when the next school year begins. 

 

Have a wonderful summer break.

 

Sincerely,

 

Nick Cortez

Celeste Smiley                        Meredyth Hudson

CHSTA Co-Chairs                   District Chair

 

How to Contact the CUHSD Board

 

Robert Varich - Trustee Area 1 - rvarich@cuhsd.org

Michael Winter - Trustee Area 2 - mwinter@cuhsd.org

Stacey Brown - Trustee Area 3 - staceybrown@cuhsd.org

Linda Goytia - Trustee Area 4 - lgoytia@cuhsd.org

Kalen Gallagher - Trustee Area 5 - kgallagher@cuhsd.org, (408) 761-2361

 

To find your Area and identify which is your representative Trustee, go to cuhsd.org/apps/pages/BoardofTrustees.

 

How to Attend/Speak at a Board Meeting

 

The CUHSD Board normally meets twice per month on alternate Thursday evenings. The public, open session begins at 6 p.m. Any member of the public is able to speak on items on the agenda prior to the item being discussed by the board members. There is also a Public Comment section at the start of the meeting for any member of the public to speak on any issue not on the agenda. When you arrive, fill out a Blue Card and submit it to the Board to identify the topic you wish to address. (You may also sign up to be called to speak via phone.)

 

The meetings are held at the CUHSD District Office @ 3235 Union Avenue, San Jose

 

How to Stay in Contact with Teachers & CHSTA

 

Sign up for email updates from Campbell Teachers at https://bit.ly/CHSTASupport.

Vote of No Confidence

Campbell High School Teachers’ Association (CHSTA) Vote of No Confidence Resolution 

 

Whereas Dr. Robert Bravo, Ed.D. is employed as the current Superintendent of the Campbell Union High School District (CUHSD) and is tasked by the CUHSD Board of Trustees with the oversight and management of all aspects and functions of the school district, including direct authority over internal and external District communications and bargaining with employee associations; and

 

Whereas Dr. Robert Bravo, Ed.D. is additionally responsible for the oversight and management of the policies related to hiring, retention, and morale of the employees directly and indirectly under his charge; and

 

Whereas over the last two years Dr. Robert Bravo, Ed.D. has engaged in a series of behaviors and actions which has left his employees deflated, broken, and divided; and

 

Whereas the behaviors and actions leading to the current state of relations between employees and management have included:

  • Allowing publication of a letter from the Board President claiming that faculty lied about the truth that their pay is lower than it was last year, to be distributed through official District channels and remain published and accessible from the homepage of the District’s website for more than a week, thereby actively attempting to erode the community’s confidence in the integrity of their students’ teachers; and

  • Failing to adequately respond to employee concerns regarding issues well within his scope, insulting union colleagues by actively belittling and dismissing their real, lived experiences after they shared the realities of working within CUHSD during board meeting public comments, and subsequently misleading the board about the veracity of employee claims leading to a more confrontational relationship between labor and management;

  • Abetting the insulation of the Board of Trustees from any sources of information other than what he provides by failing to counsel against a policy whereby Trustees refuse to engage in any communication with the elected representatives of employee associations;

  • Enabling his bargaining team to utilize the employee’s loss of pay as “leverage” to gain concessions which would result in the already overworked teaching staff being required to take on more responsibilities and have less professional discretion in performing their jobs;

  • Allowing teachers to receive a $5,000 pay reduction during a pandemic when it was within the District’s contractual ability to lessen the reduction by simply following the proscribed contractual language;

  • Refusing to allow teachers to have the advice and counsel of their colleagues and representatives in disciplinary and investigative meetings beyond a single designee (despite ongoing past practices) until directly instructed to do so by an outside arbitrator;

  • Actively resisting changes and accommodations necessary for a safe and sustainable return to the classroom during a pandemic until advised to do so by an outside mediator;

  • Arbitrary changes in policies during a pandemic without consultation or prior communication with teaching staff;

 

Whereas Dr. Robert Bravo, Ed.D. has engaged in the foregoing behaviors and actions during a time of global pandemic and nationwide teacher’s shortage; he has failed in his responsibility to create a positive and rewarding work environment in order to attract and retain highly qualified teachers; and 

 

Whereas it has been a common goal, at the start of the pandemic, of CHSTA and CUHSD to get students back to campus, Dr. Robert Bravo Ed.D. chose to undermine any collaborative efforts; and

 

Whereas under the leadership and advice of Dr. Robert Bravo, Ed.D., CUHSD has maintained excess funds far in excess of the state required 3% of revenues and far in excess of the Board’s own policy of maintaining a 6% reserve; and while doing so he has allowed teachers to work for less money at the start for the 2021-22 school year than they were receiving at the end of the 2020-21 school year; and 

 

Whereas Dr. Robert Bravo, Ed.D. continues to use public resources to issue political messages to the community disparaging teachers and creating divisiveness and distrust, and;

 

Whereas it is in the interest of all employee groups, management, the Board of Trustees, and the community as a whole for CUHSD to be a compassionate and collaborative environment in order to provide the best possible services for the students we all serve; and 

 

Whereas Dr. Robert Bravo, Ed.D., failed to provide leadership during the transition to a full return to in-person learning, abdicated responsibility for rebuilding our school communities, and was negligent in addressing the social and emotional needs of our students; and

 

Whereas during some of the most challenging and stressful times for students in recent memory, CUHSD under the leadership of Dr. Robert Bravo, Ed.D., has failed to provide students with adequate support, including mental health resources; and he has publically threatened those same meager services with additional cuts while the District currently possesses nearly $50 million in excess, unspent revenues;  

 

THEREFORE, BE IT RESOLVED, the members of the Campbell High School Teachers Association and undersigned employees have NO confidence, and NO trust, in the Superintendent to effectively lead the Campbell Union High School District, and

 

THEREFORE, BE IT FURTHER RESOLVED, that the members of the Campbell High School District Teachers Association and undersigned employees respectfully and willingly submit this vote of No Confidence to the Board of Trustees of the Campbell Union High School District, and 

 

THEREFORE, BE IT FINALLY RESOLVED, that the Campbell High School Teachers Association members and undersigned employees urge the Board of Trustees of the Campbell Union High School District to reconsider the terms of the contract of the Superintendent because the students and staff of Campbell Union High School District deserve better.

 

We, the undersigned employees of the Campbell Union High School District proclaim No Confidence in Superintendent Robert Bravo, Ed.D.

This Resolution was signed by 380 out of 415 teachers.