President’s Message

I am going to keep this short and sweet.  We can talk about bonds, parcel taxes, budgets, classification studies and the whole host of items which impact our work at FHDA in January.  Below are a few reminders for upcoming deadlines and our holiday parties but mostly this newsletter is a moment to say thank you.

Thank you for your support this past year. Thank you for your continued belief in the concept that we are stronger together. Thank you to my colleagues on the ACE Executive Board, ours stewards and negotiators for continuing to do the work which benefits the greater good of the membership.  Thank you to the staff on both campuses and central services who quietly help me behind the scenes and make my job easier. Thank you to our attorney and labor representative who stand with us every time we ask. As i’ve said on numerous occasions, ACE only works with the active participation and support from our members.  This year, you have all showed up.  Thank you.

Wishing you a season of joy and looking forward to continued solidarity in 2020.


Chris White, ACE President
(650) 949-7789, office”The fight is never about lettuce or grapes.  It is always about people”. – César Chávez

Holiday Parties

We hope you will join us for some holiday cheer.

De Anza                            Foothill
Tuesday, Dec. 17               Wednesday, Dec. 18
Noon – 1 pm.                       Noon – 1 p.m.

Fireside Lounge                Toyon Room (2020)

Staff Development Leave Applications Due Monday, Dec. 16

If you’re applying for a Staff Development Leave (SDL) for the 2020-2021 academic year, your application is due to human resources NO LATER THAN next Monday, Dec. 16 at 5 p.m..

Sitting in interoffice mail doesn’t cut it. The Office of Human Resources must have your application in their office by 5 p.m. on December 16.

If you are missing signatures, you must still submit your application by the deadline on the 16th.  You have until January 31 to get all necessary signatures turned into human resources.

REMINDER:  FHDA Deferred Compensation Plan Survey

If you haven’t already done so, please take a moment to fill out our FHDA Deferred Compensation Plan Survey.  To get a better understanding if, and how, members use this benefit we are asking for your feedback regarding current options and what you would like to see as it relates to retirement planning. The survey should take no more than five minutes to complete and is anonymous.

To start the survey, please visit    The survey closes this Friday, Dec. 13 at 5 p.m.

Whether you currently have a 403(b) or 457 plan, your feedback is crucial to ensuring benefits offered through the District actually work for our members.

Thank you,

Scott Olsen, Central Services ACE board member
Sushini Chand, De Anza ACE board member

ACE Officers 2020

With the exception of the ACE President, it is important to remember that all of these officers, stewards and negotiators serve in addition to their permanent Foothill-De Anza job.  Officers are elected to two-year terms, negotiators are elected to three-year terms with the chair decided by secret ballot among the negotiators. The chair of negotiations serves as an officer on the ACE Executive Board. Additional stewards and vacancies are appointed by the executive board.

Term Ends
President Chris White Dec. 31, 2021
Chair of Negotiations Cathleen Monsell Oct. 31, 2021
Treasurer Kathy Nguyen Dec. 31, 2020
Recorder Shawna Santiago Dec. 31, 2020
Central Services
Chief Steward Anthony Caceres Dec. 31, 2020
Vice President Scott Olsen Dec. 31, 2021
Board Member vacant Dec. 31, 2020
De Anza
Chief Steward Erika Flores Dec. 31, 2020
Vice President Vins Chacko Dec. 31, 2021
Board Member, Seat 1 Keri Kirkpatrick Dec. 31, 2021
Board Member, Seat 2 Sushini Chand Dec. 31, 2020
Chief Steward Andre Meggerson Dec. 31, 2021
Vice President Denise Perez Dec. 31, 2020
Board Member Christine Mangiameli Dec. 31, 2021
Additional Stewards
Foothill Catalina Rodriguez none
Central Services Terry Rowe Oct. 31, 2021
De Anza Cathleen Monsell Oct. 31, 2021
Foothill Chris Chavez Oct. 31, 2021
At-large Dana Kennedy Oct. 31, 2021
At-large Joseph Gilmore Oct. 31, 2021
At-large Andrea Santa Cruz Oct. 31, 2021

Holiday Pay

Whether it comes at Christmas or on the Fourth of July, holiday pay is a negotiated benefit that makes it possible for you to take time off and still earn your standard wage. That’s because the Fair Labor Standards Act (FLSA) does not require employers to pay for time not worked. In addition, if an employee has to work on a holiday there is no law which requires workers earn time-and-a-half or even double time but it is another benefit negotiated as part of our Agreement.

Holiday pay is straight time pay based on a 5 day work week. To be eligible for holiday pay, a worker must be in paid status either the working day before or the working day following the holiday. Employees are deemed to be in paid status when receiving regular, sick, personal leave or vacation pay. Each worker who is not regularly scheduled to work on the day on which the holiday falls shall be entitled to observe the holiday on another workday designated by the District unless the day is mutually agreed upon by the employee and the supervisor.(Article 9.1)

For the majority of employees, holiday pay covers eight hours. However, if a supervisor assigns an alternate schedule to an employee without their consent then that employee will be entitled to holiday pay for the hours normally worked, (i.e. 4-10-40 would get 10 hours holiday pay).  Classified hourly employees shall be eligible for pro-rata holiday pay as a percent of a full-time contract when the holiday falls on a regularly scheduled work day or if the employee is in paid status on the day before or day after a holiday except that employees will be paid for the December 25 and January 1 holidays if they were in paid status during any portion of the work day of their normal assignment immediately preceding or following the holiday period. (Article 9.1 and 13.1)

If a worker is required to work on a holiday, the worker shall be compensated as follows:

  1. The worker will receive pay at the regular hourly rate,and
  2. The worker will receive pay at the overtime rate for the number of hours worked on the holiday.

Approval to work on a holiday must be granted in advance, and the entry on the time report must be initialed by the supervisor.