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Some of the translated content was created by a machine, and is provided for your convenience only. It may include incorrect translations or subtle shifts in meaning. Please rely on the English content or a human interpreter before taking action based on this translation.

SCCOE: Respect Us, Protect Us, Pay Us

The new employer contribution cap for medical has increased to $1,588 (an increase of $313 this year) which now makes 4 of the 6 medical plans offered at no cost to the employee, beginning this month (with payments for retroactive benefits to October 1 also being applied on the February 28 paycheck).

If you are currently a Kaiser member, please consider signing up for the Kaiser HMO, which is the top-tier Kaiser plan at no payroll deduction cost to you.  You also have much less out of pocket expenses should you need to utilize medical services while under this plan.

If you currently have Anthem, each plan is now at a $313 less per month cost to the employee. The Anthem PPO high deductible plan will have no monthly premium cost to members and the monthly cost of the Anthem PPO deductible and Anthem PPO plans are lowered to $188 and $622 per month for full time, 12 month employees.

The new rates for all 6 plans are available online.  To take advantage of the new contributions by changing medical plans, please use the special open enrollment period going on from today through February 24, 2023.  

Summary:

  1. The higher employer cap/employee rate will be reflected at EOM February.
  2. Any refund of excess payments to eligible unit members will also be reflected in the 2/28/2023 paychecks.
  3. If you want to keep your current medical plan, you will not need to re-enroll but you must re-enroll to change plans.
  4. All medical plan changes will be effective April 1, 2023.

Here is a link to the Benefits page for your reference:  https://www.sccoe.org/depts/Human-Resources/benefits/Pages/default.aspx

 

Note: Please read the entire update as it includes important updates about contract negotiations, ratification vote, and upcoming membership meetings.

Happy New Year! Your SCCOE bargaining team has been working tirelessly behind the scenes through the holiday, away from the bargaining table to reach a strong successor union contract. As a result of our collective workplace actions including rallies, lobby visits with our board of trustees, and solidarity from community allies and other bargaining units, we won a tentative agreement with SCCOE management!  Your 15 member SCCOE bargaining team has unanimously voted to bring this massive and historic Tentative Agreement to you, the members, for a ratification vote. 

Your bargaining team recommends a YES vote on this tentative agreement. 

Highlights of the agreement include:

  • 15% raise over 2 years
  • 2 new top steps for an additional 10% raise over 2 years
  • 5% equity adjustment for paraeducators over 2 years

Click here for more highlights: https://bit.ly/SCCOE-TAsummary2023 (English)
Click here for the TA summary in Spanish.

Tentative Agreement (TA) Overview & How to Vote 

In order to view each tentative agreement, you will need to be a member and be logged in to your account on MemberLink at https://members.seiu521.org. You may become a member at www.seiu521.org/membership

The ratification vote by the membership will be hybrid so members can vote either in-person or online.  The vote will take place in-person on Tuesday, January 24 and Wednesday, January 25 at the following worksites and times, followed by an online vote on Thursday, January 26 from 12:00 p.m. to 5:00 p.m.

IN-PERSON VOTING – Tuesday, January 24:
Gateway – 7:00-9:00 a.m. – Front Office Conference Room, 7151 Hanna Street, Gilroy
Ridder Park – 11:00 a.m.-1:00 p.m. – San Jose Room, 1290 Ridder Park Drive, San Jose
Seven Trees – 2:00-4:00 p.m. – Conference Room, 300 El Cajon Drive, San Jose
Oster – 2:00-4:00 p.m. – Counselor Room in Main Building, 1854 Nelson Way, San Jose (COE building is on Nelson, around the corner from the front of the main school campus)

IN-PERSON VOTING – Wednesday, January 25:
McCollom – 7:30-8:30 a.m. – Room 2, 550 Gridley Street, San Jose
Anne Darling – 11:00 a.m.-1:00 p.m. – Conference room – 1550 Marburg Way, San Jose
Hester – 2:00-4:00 p.m. – Conference room, 1460 The Alameda, San Jose

ONLINE VOTING: Thursday, January 26, 12:00-5:00 p.m. 

You must be a full-dues paying member to have your vote count – Join today: www.seiu521.org/membership. You may also activate your membership at an in-person voting location. To ensure you receive an online ballot or are eligible to vote in-person, please update your email and cell phone number at https://www.seiu521.org/SignUp. This is particularly critical if you are not currently receiving emails or text messages from our union. 

Building on Our TA Victory – Continuing Our Fight for Safety
While this new union contract is the strongest we have ever received to date, your SEIU 521 bargaining team also believes that ensuring safety for students and staff in all classrooms is a priority. Therefore we will continue to work collaboratively with our co-workers, SCCOE Board of Trustees, SCCOE families and the media, when necessary. The SCCOE Board of Trustees have committed to prioritizing this important issue so we are asking all bargaining unit members and their friends and family to sign our safety petition. Please fill out the petition at www.seiu521.org/SafeClassrooms/. 

Our demands include:

  • Ensure one staff is never alone with student
  • Increase staffing to reduce injuries to students and staff
  • Staff hours must match the students’ school times (increasing salary and retirement credit and existing staff could opt-in or be grandparented-out)

Not doing anything to improve safety in our classrooms increases the risk of injuries and the risk of students being sexually assaulted.

Having safety measures in place will protect staff from false accusations, as well as prevent injuries to students and staff. Not doing anything violates federal and state safety standards.

Failure to implement current directives discriminates against students with disabilities, who are primarily lower-income minorities.

Step up for safety: Add your name to our petition at www.seiu521.org/SafeClassrooms/ 

WORK FROM HOME OR ALTERNATE LOCATION
Management’s current process for addressing extenuating circumstances, including major environmental disruptions, is in the FAQ page. During bargaining, some of management’s examples included when your child is home sick or when waiting for a delivery or a repair person. Those requesting an accommodation should email their supervisor, Dianne McEntee (Director-Human Resources), and your union representative Tammy Dhanota (tammy.dhanota@seiu521.org). 

MEMBER EDUCATION AND TRAINING
SCCOE-specific hybrid training, Saturday, January 21, 10 am-2 pm
Join us for an introductory training focusing on: 

  • your rights as a union member
  • grievances (how we fight when management violates our union contract)
  • problem-solving and taking actions to protect this great contract language we have now won
  • ensuring management complies with our union contract

Please RSVP here and let us know if you are coming in person or virtually: https://bit.ly/sccoesteward012123

Attend in person at the SEIU Local 521 San Jose Office (2302 Zanker Road) or via Zoom.
Join Zoom Meeting

https://zoom.us/j/96846580369

Dial: +1 669 900 9128 | Meeting ID: 968 4658 0369

Also, please check SEIU 521’s online steward training sessions. Learn more about your rights as a union member, how to help build a more powerful union, and how to address issues in the workplace. Whether you intend to become a steward or not, we recommend that all members take modules one and two.  These modules are for all those interested in becoming stewards and our union recommends experienced stewards refresh their skills by attending these training sessions annually.


MONTHLY CHAPTER MEETING
Join our monthly virtual meeting, the third Thursday of every month at 5:00 p.m.
Agenda items:

  • Committee Reports – Bargaining, Personnel Commission, Management meetings
  • Unfinished Business
  • New Business
  • Good and Welfare of the Chapter 

Join our Chapter Meeting on Thursday, January 19, 2023, at 5:00 p.m. via Zoom:
Dial by your location: 1 669 444 9171
Meeting ID: 935 1227 6634
Passcode: 782335

JANUARY COPE MEETING – Tuesday, January 17th at 6:00 p.m. via Zoom
At our first meeting of the year, we will hear from Santa Clara County Office of Education (SCCOE) Trustee Tara Sreekrishnan. She will be talking about her priorities and the work we’ve done collectively to make SCCOE better for students and our SEIU 521 members. 

Additionally, we will hear from candidate Emily Ann Ramos who is running to fill a vacant seat on the Mountain View City Council. Hear from Emily about her priorities as she aims to fill the vacancy left by labor ally Sally Lieber. 

Please RSVP: https://zoom.us/meeting/register/tJUtcOitqDIvGNFXBsIPTiK-b6xR5YKKe9Lr 

After registering, you will receive a confirmation email containing information about joining the meeting. 

Management’s offer on Dec. 8 asks us to commit to a three-year contract, with only financial incentives for 2022-2023, which would require us to bargain again for salary and health care each year. Nothing prevents SCCOE from simply saying there is no money for us, despite $36 million unencumbered in the general fund for student services. The time to address decades of low pay for ALL members is now.

While we publicly focus on the safety issues impacting students and staff because this resonates outside of the COE community, we are committed to addressing salary and policy inequities for ALL workers.

Recruitment, retention, safety, and wages are all connected. SCCOE/SEIU negotiations are at a standstill and management denies our injuries. Your bargaining team needs to hear from you.: Fill out our strike assessment survey by Thursday, December 15, 2022: https://www.surveymonkey.com/r/sccoestrikeassessment

Employees who strike to protest an unfair labor practice (ULP) committed by their employer are called unfair labor practice strikers. Such strikers can be neither discharged nor permanently replaced.

Our demands at the bargaining table are as follows to protect our students and staff:

SAFETY – The safety of our students and staff is of the utmost importance:

  • Increase the workday (as needed) for full student coverage
  • Staff all classrooms to follow OSHA guidance (no adult alone with students)
  • Hire more behavior staff and create a pool of permanent floaters to staff classrooms

PAY – Underpaid for decades, a hard-fought 10% raise still leaves us underpaid:

  • Negotiate a living wage floor
  • Conduct a salary study for all classifications, comparing your job duties to similar jobs and determining a competitive wage

RESPECT –

  • Implement policies equitably for all staff instead of carving out exceptions for management
  • Stop management from retaliating, blocking staff transfers/promotions, and micro-managing staff

Are you an SCCOE employee and your child (or a friend/family member’s child) is an SCCOE student? Please contact chapter president Sarah Gianocaro at sarah.gianocaro@gmail.com or 669-247-2696.

SUPERINTENDENT DEWAN’S RAISE TEMPORARILY DEFERRED
On Wednesday at the COE board of education meeting, after much debate and the superintendent incorrectly claiming her contract requires the board to give her a raise and contract extension immediately following her review, at our urging, the trustees voted to extend her contract but defer the vote on her raise until November 28 in hopes that safety issues will be resolved and contract bargaining completed. To make a public comment at the next meeting on Monday, November 28 at 5 pm:  https://sccoe.to/SCCBOEMeetings22 or dial 1.669.900.6833, ID:  968 0184 7827

RETALIATION

Several anonymous reports are emanating from SCCOE workers. The growing reports are cradled by retaliation: demotion, transfer, suspension, refusing to promote, hiring unqualified people due to favoritism, intimidation, and termination. Reports of docked pay, email and verbal threats and sex-based discrimination from mid-level to executive level management office sites are unacceptable.

This behavior is not only hurtful and unprofessional, it is illegal. 

No one should tolerate this treatment.

While some actions from your supervisor or manager may appear or feel “normal”, a workplace culture of retaliation, isolation and silence is not.

We believe you. 

Share your story with us anonymously by leaving a voicemail, sending a text or email with your experience: (669) 319 -1412 |  SEIU.SCCOE@gmail.com | Your coworkers are tired of the same culture of silence and retaliation. Break the cycle of silence by speaking out about your experience. If you don’t have a story about retaliation, leave an evaluation of your manager using the above number or email address.

In a professional office setting, no one should feel they need to constantly look over their shoulder, be ostracized, spoken about behind their backs, or their chances of receiving a promotion are eliminated.

TESTIMONY RECEIVED

  • A group of workers exercising their right to comment at a Board of Trustees meeting were called into their supervisor’s office and questioned about their actions.
  • One worker was  intensely investigated at the worksite without notice and full cooperation from the administration after filing a worker’s compensation claim.
  • Several workers report being transferred to a different or less preferable assignment as a result of management favoring one worker over another or retaliation for a perceived slight or advocating for themselves or their co-workers.

No one should be subject to retaliation for filing a worker’s compensation claim (which was also denied) or interviewed at the worksite without union representation, or the basic right to self-privacy. Management intimidation and retaliation for exercising rights to free speech at any time, but especially while on their own time, is unacceptable and illegal. You are part of our community. We encourage dialogue to help resolve long standing issues emerging from the core of SCCOE operations.

YESTERDAY’S BARGAINING SESSION

We presented our proposals to management yesterday at 1 pm. We were prepared to bargain after 5 pm, but management did not have a response and refused to bargain.

We recognize retroactive pay, salary increases, and new health care plans affect you. Our members are very concerned about why management is jeopardizing our health care for next year by delaying an affordable healthcare plan for workers who have legitimate healthcare needs and expenses.

The administration’s refusal to agree to a job study to adjust OTBS salaries, negotiate a work from home policy, or resolve serious health and safety issues appears to be beyond the Superintendent and Assistant Superintendent’s control. Their inability to  manage and resolve growing incidents of workplace retaliation (including but not limited to transfer, demotion, intimidation, discrimination, unprecedented workloads), physical, mental, and emotional injury is not acceptable.

REVIEW YOUR MANAGER 

Your coworkers are tired of the same culture of silence and retaliation which often occurs through performance evaluations or intimidating emails.  We encourage you to join your coworkers and leave an anonymous evaluation of your  manager using the number or email address above.

You may also use the following evaluation form
Share your evaluation with us anonymously by leaving a voicemail, sending a text or emailing a completed evaluation form with your experience: (669) 319 -1412 |  SEIU.SCCOE@gmail.com . Your stories will help us identify the breadth of the problem so we can start addressing the systemic structures maintaining our culture of silence. keeping workers down.

We presented our proposals to management yesterday at 1 pm. We were prepared to bargain after 5 pm, but management did not have a response and declined to bargain today or before Thanksgiving. Even if we had reached a tentative agreement today, by the time the membership ratifies the contract, nothing would have taken effect until December.

We are continuing to bargain on salary and benefits. Once we reach a tentative agreement, members will vote to ratify the contract. After ratification, the new contract takes effect. It is likely that salary and benefits increases will be retroactive and there will be a special open enrollment for medical to allow people to make changes based on the new contributions.

SALARY
Management’s current proposal
Salary: 10% this year, 5% next year
However, their offer of 5% next year is likely to put us behind inflation again. The state has already estimated cost of living adjustment (COLA) at 5.38% for FY 2023-2024, so the reopener would likely not be triggered on salary. Additionally, inflation rates have been trending higher than COLA. Also, these salary increases keep COE in the same relative place when compared to other districts and COEs, and our research shows we are 20% behind.

Steps: New step 6 and step 7, both 5% more than previous steps
While this is close to our original proposal, management only wants to add the steps after ratification, so anyone with an anniversary date between Sept. 1 and ratification would need to wait until the following year to receive a step increase.

Salary Adjustment:
Para Unit: Management’s proposal is a 2.5% adjustment to the unit. Our research and experiences show that this is insufficient to ensure our classrooms are staffed appropriately and we can keep students and staff safe.
OSS Unit: Management’s proposal of an alternate class series for custodians would lead to a potential 88 cent per hour increase which only increases the salary above one additional district. Proposal does nothing to adjust the other classifications which are all related.
OTBS Unit: Management verbally suggested they would consider a salary study but there is nothing in writing nor will they agree to any guidelines and timelines regarding the salary study.

MEDICAL BENEFITS
Management proposes a $1,588/month contribution which would cover the premiums for all Kaiser plans, with a 2% increase for each of the two following years. Management proposes to bargain medical benefits contributions if the cost of the Kaiser HMO plan increases above 6% in the following years, however, the average cost of all of our plans increase around 5%, so accepting a 2% increase means workers will pay more out of pocket each month and for some, the salary increase will not cover the increased cost. Our goal is to ensure that insurance is affordable both in the monthly payment AND the amount that workers pay when utilizing their benefits. Management’s proposal does not currently include retroactive benefits.

Management has agreed to increase their contribution to health care benefits for retirees but has not agreed to include a spouse or dependent.

How can you help?

NO EXTRA WORK
As much as we want to help our students, if management asks you to voluntarily work extra hours, go to another site, or any action that is beneficial to them that is not a job requirement, decline to do so until we reach an agreement.

SHORT STAFFING HURTS US ALL – SPEAK OUT ANONYMOUSLY

Share a picture and/or story about a time you, or your student(s) were injured (mentally, emotionally or physically). 

Call or text 669-319-1412 and leave an anonymous message with your story.

Do you struggle living on your current salary?  Call 669-319-1412 and leave an anonymous message. 

Our stories are the power to help us confront COE and fix the problem. 

“My student needs one to one all the time because he has serious seizures that could cause death. However, one afternoon, my class was short staffed and had no subs…  [I went to help with another student who] was mad because he wanted to stay in the sensory room longer and he bit my student’s arm, leaving it black with teeth marks and part of the skin was bitten off. These kinds of accidents happen a few times because we don’t have enough staff to position around students.” ~SCCOE Special Education Paraeducator

BOARD OF TRUSTEES PUBLIC COMMENT | EMAIL FOR CHANGE 

Email your board of trustees, Superintendent Mary Ann Dewan, and management’s bargaining team via our website. Ask your friends and family to do the same.

Make a public comment at the Board of Trustees meeting, Wed. Nov. 16, 5 pm. Join the meeting via Zoom.

We will not let them short change us like they do with staffing. We urge you to send a message to their negotiations team and our board.

We are continuing to bargain on salary and benefits. Once we reach a tentative agreement, members will vote to ratify the contract. After ratification, the new contract takes effect. It is likely that salary and benefits increases will be retroactive and there will be a special open enrollment for medical to allow people to make changes based on the new contributions.

SALARY

We’ve agreed to 10% for this year, which covers inflation for this year and the gap between our salary increase and inflation for last year. However, their offer of 4% next year and 3% the following year is likely to put us behind inflation again. The state has already estimated cost of living adjustment (COLA) for the next two years at 5.38% for FY 2023-2024 and 4.02% for FY 2024-2025. Management proposes to bargain salary if COLA is above 6% for 2023-2024 and 4.75% for 2024-2025 but COLA and inflation are not directly related and the state estimates for COLA for the next two years are lower than their proposed percentages. We believe that we need higher increases for the following two years to keep up with inflation.

MEDICAL BENEFITS

Management proposes a $1,588/month contribution which would cover the premiums for all Kaiser plans, with a 2% increase for each of the two following years. Management proposes to bargain medical benefits contributions if the cost of the Kaiser HMO plan increases above 6% in the following years, however, the average cost of all of our plans increase around 5%, so accepting a 2% increase means workers will pay more out of pocket each month and for some, the salary increase will not cover the increased cost. Our goal is to ensure that insurance is affordable both in the monthly payment AND the amount that workers pay when utilizing their benefits.

Management has agreed to increase their contribution to health care benefits for retirees but has not agreed to include a spouse or dependent.

WORKING CONDITIONS WINS:

  • Disciplinary actions over two years old will generally not be utilized in progressive discipline.
  • Probationary workers will have the right to transfer to a different work location.
  • Addition of Juneteenth as a paid holiday
  • Increase to longevity payments
  • Improved pay for paraeducators acting as substitute teachers and for those covering for SPHCs
  • Provision of sit-to-stand desks for office staff
  • Agreement to establish lead education interpreters and provide a stipend

WORKING CONDITIONS ITEMS IN-PROGRESS:

  • Flexibility to work from home
  • Double duty pay for covering a co-worker’s desk/assignments while they are out
  • Salary reclassifications – While these must go through the personnel commission, we need management to agree to cooperate and present much-needed salary reclassifications which would change the salary range for some of our hardest to fill positions.

Continuamos negociando salarios y beneficios. Una vez que alcancemos una acuerdo provisional, los miembros votarán para ratificar el acuerdo. Después de la ratificación del nuevo acuerdo entra en vigor. Es probable que los aumentos de salarios y beneficios serán retroactivos y habrá un periodo especial de inscripción para realizar cambios en base a las contribuciones.

SALARIOS

Acordamos el 10% para este año, lo cual cubre la inflación para este año y la diferencia entre nuestro incremento de salario e inflación del pasado año. Sin embargo, la oferta de 4% de la administración para el próximo año, y el 3% el año siguiente nos pondrá atrás de la inflación. El estado de California estimó el ajustamiento costo de vida (“C.O.L.A.”)  para los años próximos de 5.38% para ańos 2023-2024, y 4.02% para ańos 2024-2025. 

La gerencia propone que si COLA es más alta de 6% para 2023-2024 y 4.75% para 2024-2025 ellos entonces lo harán negociando salarios. Por supuesto que no nos aceptamos porque creemos que necesitamos un mayor aumento para mantenernos con inflación y al alto costo de vida. 

BENEFICIOS MÉDICOS

La gerencia propone un $1,588/por mes para prima un plan para trabajadores y un aumento de 2% durante los próximos dos años. La gerencia propone regatear beneficios médicos contribuciones si el coste de un plan de Kaiser HMO se eleva por encima de 6%. El costo de todos los planes se eleva por 5% aproximadamente todos los años. Si aceptamos el 2% entonces pagamos más dinero cada mes y para algunos el aumento no cubrirá un costo más alto. 

Nos queremos mejorar nuestros beneficios se asequible para todos mes y cuánto pagarán los trabajadores al usar sus beneficios.  La gerencia propone que se aumentará su contribuciones para los beneficios de salud para jubilados, pero no acordó incluir cónyuge en el plan.

LAS CONDICIONES DE TRABAJO GANAN

  • Acciones disciplinarias de más de dos años no se utilizarán generalmente en disciplina progresiva. 
  • Trabajadores en período de prueba tienen derecho a transferir para locación diferente.
  • “Juneteenth” es como feriado pagado
  • Aumento a los paganos de longevidad
  • Mejor pago para los paraeducators que actúan como maestros substitutos y para aquellos que cubren los “SPHC”.
  • “Sit to Stand” escritorios para el personal de oficina
  • Acuerdo para establecer intérpretes educativos principales y ofrecer un pago.

CONDICIONES TRABAJO EN CURSO

  • Flexibilidad para trabajar desde casa 
  • Pago de doble por cubrir el escritorio/ las tareas de un compañero de trabajo mientras está fuera
  • Necesitamos que la gerencia acepte cooperar y presente la reclasificación salarial para puestos difíciles de cubrir. 

As you likely saw from management’s update, we are continuing to bargain on salary and benefits. Their offer sounds fantastic, and it’s certainly higher than what we have received in the past, however inflation is also higher than it’s been in the recent past and funding for education continues to grow.

SALARY

Management would have us believe that a 17% total salary increase is a good offer. We’ve agreed to 10% for this year, which covers inflation for this year and the gap between our salary increase and inflation for last year. However, their offer of 4% next year and 3% the following year is likely to put us behind inflation again. The state has already estimated cost of living adjustment (COLA) for the next two years at 5.38% for FY 2023-2024 and 4.02% for FY 2024-2025. Additionally, management continues to reject language that would ensure our salary increase doesn’t go below the state calculated inflation rate for our area.

MEDICAL BENEFITS

In regards to benefits, management’s 26% offer is broken down to a 22% increase for this year, matching the increase in cost for the Kaiser DHMO plan, and 2% for each of the two following years. With the average cost of all of our plans increasing by about 5%, accepting a 2% increase means workers will pay more out of pocket each month and for some, the salary increase will not cover the increased cost. Our goal is to ensure that insurance is affordable both in the monthly payment AND the amount that workers pay when utilizing their benefits. Long term, this means plans equivalent to the Kaiser HMO plan should be the “free” plan, not the high-deductible plan with its high co-pays and deductibles.

While management has agreed to increase health care benefits for retirees, their current proposal is a take-away as well (increasing the eligible age from 50 to 55 and removing the ability to utilize years in public education prior to SCCOE). Our members need affordable insurance (often for themselves and a spouse or dependent child) between retirement and qualification for Medi-Cal/Medi-Care at age 65.

WORKING CONDITIONS ITEMS IN-PROGRESS:

  • Flexibility to work from home
  • Double duty pay for covering a co-worker’s desk/assignments while they are out
  • Classroom lead pay when there is no substitute
  • Extra-time 
  • Salary reclassifications – While these must go through the personnel commission, we need management to agree to cooperate and present much-needed salary reclassifications which would change the salary range for some of our hardest to fill positions.

We reached agreement on a few more non-financial items with management, including agreeing that disciplinary actions will not be utilized in progressive discipline if the action is not repeated within two (2) years except under certain extreme circumstances.

Salary and Benefits – While we did reach an agreement to increase longevity pay, we continue to pursue a 10% salary increase for 2022. With last year’s salary increase of 1.2% below inflation and with this year’s inflation of 6.8% for the area, anything below 8% is a pay cut, assuming COE picks up the increased cost of benefits, which they currently are not. Management’s counter-offer of 7%, while higher than expected, is not enough given the substantial increase in statewide funds to education, the high rate of inflation, and the substantial increase in health insurance costs.

When is 7% (management’s proposal) not a salary increase?

  • When inflation is 6.8%, your raise last year is 1.2% less than inflation, leaving you 7.8% behind last year
  • When your gross salary increases by $197 (a 7% raise to a step 5 paraeducator, is a net of $145) but your health insurance increases by $160
  • When the price for SCCOE’s Kaiser DHMO plan employee contribution expectation increases from $75 to $235, a 213% increase
  • When the price of a 3lb bag of oranges increases from $4.70 to $5.80, a 14.3% increase
  • When the price of a dozen eggs increases from $2.92 to $3.29, an 11.4% increase
  • When a gallon of gas increases from $4.253 to $5.897, a 38.7% increase.

OTBS Unit – Our proposals to improve working conditions include flexibility to work from home and double duty pay which management continues to refuse. Management has agreed to provide sit to stand desks but we are still negotiating the timeline.

OSS Unit – We’ve reached an agreement to increase the uniform allowance but the proposal for a reclassification for custodians, who are among the  lowest paid classifications in our union (in terms of hourly pay) and are constantly needing to fill vacant positions, is currently being denied. This is not good enough for our members struggling just to get by, or working several jobs. We are committed to fight for a better deal  for OSS.

Paraeducator Unit – Our proposals include double duty pay, increasing hours to cover increased student attendance times, addressing the classroom lead issue, now that management parks a certificated body in the classroom whom doesn’t otherwise contribute and a reclassification for educational interpreters, a very hard to fill position. This deal is not good enough for our paraeducators; who work hard for low pay. We will not stop until paraeducators’ needs are met.

During our last bargaining session with management on July 27th, we presented all of our financial proposals, reached a tentative agreement on our third article, and continued to discuss the “non-financials”.

Salary and Benefits – With the influx of additional state funding there is no reason that SCCOE can’t give us a raise that at least equals the rate of inflation. Last year, while we received the bargained 2% salary increase, the superintendent received a 3.2% salary increase, or just over $24,000. Our proposal seeks an increase to our healthcare benefits and a stipend for those who do not utilize COE medical coverage. We are also looking at increasing longevity pay.

OTBS Unit – Our proposals to improve working conditions include flexibility to work from home and double duty pay.

OSS Unit – Our proposals address the uniform allowance for those eligible and a reclassification for custodians, who are one of our lowest paid classifications in terms of hourly pay, and are constantly needing to fill vacant positions.

Paraeducator Unit – Our proposals include double duty pay, reclaiming the extra PD day as a work in the classroom day, and adding the extra day for special education classifications not previously included. We are addressing the classroom lead issue now that management sometimes just parks a certificated body in the room who doesn’t otherwise contribute to the classroom, and a reclassification for educational interpreters, a very hard to fill position.

Our proposals are not all-inclusive but speak to some of the work we are doing. Continue visiting our website at www.seiu521.org/SCCOE to follow the bargaining updates. The Tentative Agreements we obtained are posted on MemberLink at https://members.seiu521.org. (Only dues-paying members will be able to access these items.)

However, our team cannot do this without you. Our membership is lowest since the Janus decision in 2018 and more than 10% lower than it was in 2019 when we had huge victories, including raises more than 3% higher over the three-year contract than what management offered, about $3,000 more in healthcare contributions, better dental coverage, and a longer day including full-time benefits for our paraeducators. If you are not currently an SEIU 521 member and you want to see major changes through bargaining, we need you to join us now! 

Particularly in the OTBS Unit, with the lowest membership rate, management is not going to take us seriously when they know we don’t have the membership power or your involvement to fight this battle. 

Hats off to our paraeducators, our lowest paid workers in terms of their annual salary, who lead our units with an 86% membership rate. We have 100% membership at 30 sites: Anne Darling, Bachrodt, Baldwin, Calaveras, Carolyn Clark, Country Lane, CRC, Christopher Ranch, Dahl State Preschool, Edenvale, Foothill, Gateway, Gilroy High, Hubbard, Luther Burbank, Lyndale, McKinley, Millbrook, Monta Vista, Montgomery, Moreland Middle, San Antonio, San Jose High, Sanders, Santa Teresa Elementary, Sierramont, South County Annex, Stonegate, Wilcox, and Wool Creek. Way to go!

Yes, dues are 1.5%, but your dues more than pay for themselves when we win a strong union contract, higher salary and better benefits. When union membership declines, research shows salaries fall with them, and with the high rates of inflation, we can’t afford to fall behind. Activate your SEIU 521 membership today!

If you have any questions, please contact any of your negotiators:
Angela Ballou, Occupational Therapist, Early Learning Services
Jenny Butterfield, Paraeducator – Special Education, Moreland Middle
Drew Doty, Environmental Education Specialist, Environmental Education
Sarah Gianocaro, Occupational Therapist, Special Education
Carreen DeBella, Occupational Therapist, DHH Special Education Program
Michael Gates, Utility Worker, Environmental Education
Kellie Guevara, Accountant, District Business Advisory Services
Jim Hansen, Maintenance Mechanic, General Services
Jeff Olshan, Environmental Education Specialist, Environmental Education
Janice Richason, Paraeducator – Special Education, Early Start Program
Sylvia Rubio, Associate Teacher, Edenvale
Kris Schmersey, Senior Accounting Technician, Internal Business Services
Irene Soto, Associate Teacher, Lyndale
Lilia Vega, Family Advocate, Early Learning Services
Henry Yuan, IT Help Desk Support Specialist, Technology Infrastructure & Support Services

In the weeks and months to come and especially when we get into the talks about money, we expect management to put up some roadblocks and we will work together to push back. We’re looking for volunteers from every department to keep our co-workers informed when we need to take action to support our team at the table. Thank you to the people who have volunteered so far! If you are interested to volunteer, please contact any leader on our team listed above or your SEIU 521 Organizer Tammy Dhanota at tammy.dhanota@seiu521.org. 

Join the following upcoming actions:

September 21 COE Board of Trustees meeting – Join the webinar at 5 pm and make a public comment. Public comment is one minute long and is a good opportunity to highlight the issue most important to you. Prior to this meeting, we will have some expanded suggestions for comments based on where we are at the bargaining table. Click here to see what to say. 

Sign Our Petition – Ask your friends, family and coworkers to sign too. The last day to sign is Tuesday, Sept. 20 as we will deliver to the superintendent and board of trustees on Wednesday before the board meeting. Click here to add your name today or find our petition below on this page. 

PURPLE UP EVERY FRIDAY UNTIL WE RATIFY
Wear your purple in support of SEIU, or if you don’t have purple, navy blue for our union siblings at ACE/CTA. Post your selfie or photos with co-workers to your social media page, make them public, and tag @SEIU521 and SCCOE.

RALLY IN PERSON – WEDNESDAY, OCTOBER 5
We will host an afternoon rally prior to the board meeting at 4:30 pm. RSVP here now.

Follow us on social media – Like @seiu521 on Facebook, Instagram and Twitter and share our posts.

Become a dues paying member now!

The proposal to align our ByLaws with the release time allowed in our union contract passed unanimously at the July Chapter meeting but there was not a quorum. The vote then went to the executive board which also voted unanimously in favor of the revision. The revision will now go to the SEIU Local 521 ByLaws Committee.

Whether you wish to become an SEIU 521 Steward or simply want to learn more about your union rights, these virtual training sessions are a valuable resource. Sign up today for Steward training sessions: https://www.seiu521.org/stewardtraining

Our SEIU 521 Member Resource Center (MRC) connects you with experienced, knowledgeable contract enforcement specialists who are ready to help you with your union rights, representation, and benefits. Members can call the MRC at 1-833-SEIU-521 (1-833-734-8521) anytime during regular business hours, Monday through Thursday, 8:30 a.m. to 5 p.m., and Friday from 8:30 a.m. to 12 p.m., or submit a request for assistance at any time at https://www.seiu521.org/mrc. 

Your SEIU 521 Bargaining Team