On Thursday, January 18 our bargaining team met with the CMO to continue bargaining our first contract.
We once again hoped to present a counterproposal to the CMO’s last wage proposal, but were unable to do so as CMO hasn’t provided updated budget data that has been requested. Our bargaining presented three proposals covering key issues for our members. Our proposals were: Employment Status and Discipline (packaged as one proposal) Since the right to due process prior to being fired is a fundamental part of discipline, we decided to package our employment status and discipline proposals together, so that they can only be accepted or rejected together. The employment status component is identical to our proposal from August 31, with a 120 day introductory period prior to receiving due process rights for discipline or dismissal. The discipline component accepts most of what the CMO previously proposed. Changes to their proposal are largely to clarify intent of the article and to protect and clarify rights that members have when it comes to discipline and derogatory materials placed in personnel files. Leaves Our leaves proposal accepts the CMO’s previous proposal to maintain the status quo for who is eligible to earn paid vacation to only hourly employees working a 12-month calendar. However, we did propose that these members earn at least two weeks of vacation time starting with their first full year of employment. Members would earn 13 days per year after completing three full school years, and 17 vacation days after completing five full school years. The CMO’s proposal is 5 days for the first two years, 10 days for years three and four, and 15 days starting with year five. In exchange we proposed that all unit members be allowed to use up to three days of sick leave every year for personal business at their discretion. This would allow members to address personal business during regular work hours throughout the year rather than holding off until school break periods. We also again reiterated our demand for classified employees to earn the same sick leave rights as teachers, with 1 hour of sick leave earned for every 19 hours worked (up to 10 days per year) without them expiring. We believe this is fair and inline with industry standards for school employees. ______________________________________________ The CMO provided a counter proposal for Collective Rights. This section of the contract provides details on how the CMO will comply with state laws that give union members the ability to communicate about union business. Our proposal last month was nearly identical to that in the teachers’ contract, with only minor updates to cover the difference between teachers and support staff. The CMO’s proposal makes additional changes they believe better reflect the differences between teachers and support staff. Our next bargaining session is scheduled for February 15. In Solidarity, HTEC Classified Bargaining Committee Socorro Castaneda, Custodian (Point Loma) Roman Cardenas, Academic Coach (HTHCV) Jocelyn Flores, Village Program Manager (HTHNC) Maricela Ginori, Custodian (Point Loma) Daniel Ortiz, Maintenance Technician (Mesa) Joanna Sandoval, Academic Coach (HTHCV) Comments are closed.
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