Topics Discussed:

We would like to provide you with an important update regarding the ongoing negotiations related to the IT Job Family study. Although this directly pertains to our IT professionals, it carries implications for all classified staff, as additional job family studies are currently planned.

CSEA previously requested in Negotiations more information regarding IT job mapping and leveling structures. The District gave the CSEA Negotiations committee an overview of these items.

The District’s counter proposal added more specific language for another wage compensation study for the IT job family in 3 years. This is the only thing that the District changed following our previous counter-proposal. The District insists that the promise of future “wage compensation studies” for the IT family is an adequate substitute for our existing Longevity pay structure listed in Article 9. They want to take it away from all future new hires. CSEA does not agree with this proposal.

CSEA has actively participated in the IT Job Family Study since its inception. We have been part of the team that meticulously examined positions, classifications, and career advancement pathways. Initially, we believed this endeavor was aimed at recognizing the professionalism and dedication of our IT classified staff who tirelessly contribute to the District’s success.

In essence, the District may attempt to convey the impression that we (CSEA) are impeding progress in this job family study by advocating for the protection of new hires. However, it is crucial to clarify that the District has introduced a clause that establishes a tiered benefit system, fosters disparity among classified staff by compensating those performing identical roles differently based on the duration of service, discourages our colleagues from pursuing a long-term career with our District, and burdens our current classified employees with undue stress and additional work responsibilities.

Many of our IT classified employees involved in this study have been halted from undergoing reclassification (as per Article 18) since March 2022, and have unexpectedly found themselves enmeshed in a study that includes a clause unrelated to their current positions. We had ratified a Side-letter for this IT Job family and now the District is coming up with new rules

It's important to note that this study was initially designed to determine how the District compensates a specific group or classification and was not intended to be linked to the employment conditions of future hires who are not yet part of our workforce.

We have contacted CSEA’s legal department to determine our next steps since this topic of removing longevity pay, part of our contract (CBA – Collective bargaining agreement) for all new hires was never “sunshined” at a board meeting. CSEA again proposed to negotiate this

when we go to the table next year, as our contract expires 6/30/2024. CSEA remains committed to advocating for the best interests of our classified staff.

Your CSEA Negotiations Committee: CP Pamela Spence (AC); Marwin Luminarias (FC); Angela Haugh (CC); Emma Lopez (Labor Rep,); Elaine Loayza (NOCE). Absent: Carlos Cano (FC).

NOCCCD Negotiations Committee attending:, Associate Vice Chancellor, Human Resources, Julie Kossick; Simone Brown Thunder, District Director, Human Resources Operations

Remaining Topics for future negotiations: CSEA will share response from CSEA Legal dept.

Next Negotiation Date: Sept 25, 2023 on Zoom

Next Chapter Meeting: September 20, 2023, 12:00 – 1:00 p.m

Next Board of Trustees Meeting: Sept. 12, 2023 at 5:30 p.m., Anaheim campus Board Room(Remember, if you want to express your opinion to the Board about any specific item we are negotiating, you can speak at the Public Comments section of the meeting. Contact us for more information, presidentcsea167@outlook.com