On June 13, 2023, your CSEA Chapter 821 bargaining team accomplished its number one priority to protect the paychecks and jobs of bargaining unit members when we secured a new contract to support us if the district is put under a state-imposed trusteeship. This is a huge victory for our chapter members during a time when the district is going through a period of uncertainty and instability.

Thanks to some quick action by your bargaining team, we were successful in securing three other agreements to put additional dollars into the pockets of all bargaining unit members and an additional agreement that will add five new members to the bargaining unit.

On Wednesday June 28, 2023, our members will have an opportunity to ratify these four agreements that will benefit our unit:

1. Transfer of Bilingual Evaluation Assistants from 318 to 821 MOU
2. I.S. Department Partial Reorganization MOU
3. Minimum Wage Compression Agreement
4. Health & Welfare UPC Settlement

The Health and Welfare UPC Settlement will provide benefits that will positively impact our entire bargaining unit, both today and into the future. Included in that settlement is:

• 4% Bonus for the entire unit (paid by August 2023)
• Me too clause. This means if another unit that is still negotiating a contract for the 2022-2023 school year gets an economic increase (wages, longevity, etc.), our Chapter 821 members would get it, too.
• Additional $600 annual increase to Health & Welfare Cap
• $350 retroactive one-time payment that covers December 2022 thru June 2023
• Eliminates cash in lieu for new hires. Current members keep cash in lieu. This will allow Chapter 821 members to shop for better plans to help keep insurance rates down.

In addition to the above, the settlement agreement will also improve contract language in Article 8 and Article 10:

Article 8:

• Eliminates language that would allow the district to demote an employee to a lower range as a result of reclassification.
• Adds clarification as to what documents must be provided to be considered for reclassification.
• Adds language that allows CSEA to bargain any changes as a result of reclassification,
• Adds language that would allow staff denied reclassification for clerical reasons to resubmit applications the following year and not be subject to a 2-year black out period.
• Eliminates demotion language that conflicts with reclassification definition.

Article 10:

• Adds language that requires the district to negotiate Health & Welfare increases with CSEA
• Withdraws CSEA’s current Health & Welfare Unfair Practice Charge

This will be the second and likely last opportunity for the membership to settle this Health & Welfare Unfair Practice Charge. With the district onboarding a new superintendent and vacancies remaining for the key cabinet positions of chief business officer and assistant superintendent of human resources, it would likely be months before we could return to the table and negotiate these items.

Our new term officially closes 2022-2023 successor negotiations. These four additional agreements are likely our last chance for additional dollars in 2022-2023.

Your bargaining team recommends a YES vote.

On Tuesday, June 27, 2023, a special ZOOM informational meeting will be held at 5pm to review the agreements and answer any questions you may have.

On Wednesday, June 28, 2023, at the River Delta Field Office, all Chapter 821 members will have an opportunity to cast their ballot on each of the four agreements identified above. Details below:

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