ACE Members,
District Board of Trustees Meeting Debrief
There was a substantial amount of in-person support for replacing old artificial turf with new artificial turf instead of natural grass on District athletic fields. Discussion was lengthy – the meeting did not conclude until after 10pm – but considerations are important to weigh, and this is an example of what decision-makers are tasked with handling. Parties advocating for polar-opposite outcomes can be difficult, but the hope is that transparency and the facts at hand support the decision. Ultimately the Trustees set out to pursue the most cost-conscious option rather than the most environmentally conscious. While not final, it’s likely the choice that preserves access for most student athletes and stabilizes the District budget.
Q: Why is this important? When would ACE weigh in?
Any project, contract, or structural change that affects the general fund is important for employee groups to pay attention to because those choices impact what’s available for staffing, salaries, and benefits. If the District would have elected for the option that had increased costs and decreased revenue, that would have triggered additional scrutiny on our part. Additionally, if a member came to us with a health and safety concern we would resolve those to the best of our ability.
Public comments also included mention of the loss of long-time temporary employees, specifically in the Owl’s Nest at Foothill. Students spoke out in support for the need for the position to maintain operations. ACE has also brought it to the College’s attention that it is unsustainable to place the burden of operations on one individual. How does this help meet student basic needs? What happens when that one person is on leave? Does the college incur liability when staffing a work area solely with unsupervised student employees? I encouraged Trustees to compare services at De Anza and Foothill, specifically their Food Pantries and Health Services areas. Students deserve equal treatment in receiving basic needs services. Employees deserve equal pay and benefits for equal work.
Q: My manager is saying ACE got rid of the temporary employees. My manager is saying ACE said to apply for reclassification. Is this true? Why am I losing a person who supports my work?
ACE filed a grievance related to Article 4 of our Agreement. (Grievances are how we navigate violations of the Agreement, which mirrors Ed Code 88003.1.) Temporary employees are hired to do work that is temporary in nature. They are intended to be substitutes for employees on leave or vacant positions during the hiring process, or be assigned to short-term special projects not needed on a continuing basis. To circumvent the governance process, fair hiring process, and pay employees lower wages to accomplish work that falls within our bargaining unit, the district hired temporary employees year after year. ACE challenged this practice, requested information, and Human Resources has increased compliance with the CBA and Ed Code.
ACE did not tell management that members should seek reclassification as a result. Per 15.1.1, “An increase in the volume of work shall not be the basis for a reclassification.”
Per 15.2.5, “A worker who has applied for reclassification may not apply for another reclassification for at least two years from the date of the last reclassification request,”
Do not go through the process without a clear understanding and consultation with ACE.
Do not allow your manager/supervisor to fill out the Employee area of the PDQ form.
Filing a flimsy/unsupportive reclassification request creates documentation that is extremely difficult to overcome.
We recognize the hardship it creates for our members to lose staffing and the hardship it creates for those who were in temporary positions. Many of the affected positions are entry level – essentially District past practice preyed upon the lowest paid people and resulted in providing less compensation, benefits, and workplace protections. ACE filed the grievance to enforce the contract and to reiterate there is a standard for the work that we do. In a high cost of living area, we can’t pay people below the standard and be the employer that preaches excellence. I’m old enough to know the difference between “being grateful just to have a job” and being grateful to have a union job.
Vacation Cash-Out for Approved Unpaid Leave
The District has agreed to offer vacation leave balance pay-outs for members with approved unpaid leaves of absence, intended to assist those who are experiencing delays in Federal Gov’t processing of DACA/EAD renewals. If you are affected, (1) contact HR and ACE to coordinate the unpaid leave and (2) request a cash-out if needed.
Q: Can anyone do this?
No – it is only available for those with approved unpaid leaves of absence.
! Important: If your position requires a professional license or certification, such as a driver’s license, CPR, etc., maintain its active status. Employees who fall out of compliance may be placed on an unpaid leave of absence until that license is renewed. In very plain language, continuing to perform duties with a known expired license ticks off the licensing body and Human Resources.
Member Heatmap by Zip Code
During the meeting I created this for FH Classified Senate, but these are the top 5 zip codes (it was a 3-way tie for 2nd) where ACE members are located:
- 95014
- 95051
- 94087
- 95112
- 95008
and beyond…
Labor Notes 2026 Conference
Many Board Members and Negotiators are attending the Labor Notes Conference in Chicago, Thu-Sun. See https://labornotes.org/2026 for more details. This is the one conference that ACE pays for representatives to attend and is held every two years. Workshops include:
- Assertive Grievance Handling
- Bargaining Tactics: Using Unfair Labor Practice Charges Strategically
- Overcoming Divisions
- Sexual Harassment: What It Is and How to Stop it
- Trainings That Engage and Inspire
- When Costs Rise, So Should Our Pay
- Bargaining When the Boss Says They’re Broke
- Before, During, and After Negotiations: Step-by-Step Strategies
- Fight ICE, Build the Union
- Dealing with Difficult Supervisors
- Stewards’ Skills: Organizing to Defend Our Rights
- Tactics to Build Power
- Defending Your Co-Workers in Disciplinary Meetings
- Developing the Leaders Your Union Needs
and that’s a sample of just Friday, 🤯 which is why multiple attendees make a difference. Expect us to return fired up, educated and empowered ✊
In Service,
Scott Olsen (he/him) | ACE President
https://acefhda.org | scott.olsen@acefhda.org
650-949-7789 | M-F 8:30am-5:00pm