Hello Delta Valley Chapter 821 Members,

Four new agreements were reached that maintain the status quo, lowers health and wellness premiums, gives all members a bonus and corrects pay inequalities for our lowest paid members!

• NEW Collective Bargaining Agreement
• Minimum Wage Compression Agreement
• I.S. Department Partial Reorganization
• Health & Welfare UPC Settlement

As you know, CSEA is doing everything possible to protect the paychecks and jobs of SUSD classified employees. With the District likely to be placed under a state-imposed trusteeship, and with a new administration incoming, securing a new contract as quickly as possible has been your bargaining team’s number one priority. Locking in our contractual rights and protections is crucial as it increases our ability to push back against potential cuts to wages, hours and our ability to fight layoffs and furloughs in the event of a trusteeship.

With that in mind, your CSEA Chapter 821 bargaining team negotiated a new Collective Bargaining Agreement (CBA) yesterday that locks in all the benefits and protections of our previous contract!

Even better, we secured three additional agreements that give all of us a four percent bonus, lower premiums for health and welfare, and address salary inconsistencies for our lowest paid members and a partial reorganization for select members in the I.S. Department.

The bargaining team heard the membership loud and clear. The new contract maintains the status quo for all the Articles in the CBA except for changes necessary to remain compliant with the law in the following articles: Article 2, Article 3, Article 11 and Article 14. All the remaining articles in the  CBA will remain unchanged.

This new contract, effective July 1, 2022, through June 30, 2025, provides an immensely stronger foundation to fight back against potential cuts that could impact our wages, hours and jobs.

In addition to locking in our rights and protections with the new CBA, it was important for the bargaining team to secure economic improvements while we still could. We were successful in securing three other agreements that will put additional dollars into the pockets of bargaining unit members.

We reached a second agreement on a realignment of the salary schedule to address the compression issues caused by the minimum wage increases of the past few years. Our lowest paid members will receive a permanent salary increase because of this agreement.

We also reached a third agreement on a partial reorganization of the I.S. department where our database classification analysts will convert to database administrators, which will result in pay increases for those members.

Lastly, a fourth agreement was reached to settle the health & welfare unfair practice charge CSEA filed against the district in January. This settlement will increase the district’s health & welfare benefit contribution and provide a retroactive payment from December 2022 with a four percent bonus for the entire bargaining unit.

Quick action was critical to securing these agreements. With the district close to onboarding a new superintendent and vacancies in the key cabinet positions of chief business officer and assistant superintendent of human resources, it is unlikely we would return to the table and negotiate for months. These incoming administrators would undoubtedly seek time to acclimate into their new positions and each day that went by would have narrowed the window of opportunity before a potential state-imposed trusteeship limited the chance for us to secure a new contract.

All four of the agreements mentioned above will be subject to CSEA Policy 610 review. Be on the lookout for future emails highlighting the details of the agreements and information on a special Chapter meeting.

If you have any questions about negotiations, please reach out to your bargaining team members or your Chapter Administrator Rosemarie Lopes-Horn at delta821administrator@csea.com.

In Solidarity,

Delta Valley Chapter 821 Negotiations Team