ACE Members,
Re-Opening & Re-Introduction
It’s been a week. We’re back. Some of us never left. Some of us are new. We’re ready.
Seeing many of colleagues on District Opening Day and during College Opening day events was great. Engaging with members is what informs the content of these messages and what ACE responds to – always reach out to a union representative asap. We’re available via call/text/email/in-person/zoom. If someone is temporarily unavailable, reach out to a steward or representative at another worksite.
Note: My snake mug will stay home in the future due to feedback, but it served its purpose as a talking point.
Please take the time to read two previous messages about “Weingarten Rights” and “Hours and Overtime” that were sent recently. Many opening day conversations included a theme that the district excels because we go above and beyond without compensation – performing “invisible work”. Working in education is a challenge because it is “care work” – “how could you not work outside your schedule if it impacts students?” – but unreported overtime doesn’t document the need that exists for our services or establish evidence that leads to proper staffing.
The Warm & Fuzzy President’s Message
Union work does not mean I dislike the workplace or the work we do. Education can be beneficially transformative in day-to-day life and positively impact a lifetime. At some point all of us received training related to our roles at the District and we continue to learn, grow, and advance those skills. Similarly, we provide the infrastructure for students to advance their understanding and reach their goals. It’s feel-good work we should all feel proud of.
When I began in 2007 at Foothill College, the layout reminded me of Disneyland. To this day each department/region/realm has its own vibe. There are certainly characters, rollercoasters, dark rides, and snacks. The landscape at both campuses is expansive and worth exploring – on good days it can be a lot of fun. ACE work upholds and advances those working conditions through enforcing the Agreement and organizing us all as employees. Set aside some time to meet with a colleague/character this quarter to raise a coffee or tea cup to the days we feel proud and respected.
Employee Housing
The Board of Trustees is moving to acquire 50 units intended for employees at a property located at 699 N Shoreline Blvd, Mountain View, CA 94043.
- Sign up for updates by emailing housing@fhda.edu and complete the interest form (LINK)
- More information (LINK)
Final eligibility criteria are still being developed in consultation with the bargaining units to make the housing accessible and directed toward those in the most need.
Officials from Outside Agencies
Per the Chancellors most recent message (LINK), direct any federal officials to the campus President’s Office or the Chancellor’s Office. If they refuse, you are not required to do any more than inform them of the location of those two offices.
Employee Parking Enforcement
Temporary hanger-style paper permits are available for Fall 2025 at either the Foothill or De Anza Police Department offices.
- Staff Only lot enforcement begins on November 1st – so there is no urgency to obtain your permit until then.
Prior to getting a permit, check your campus ID’s expiration. College PD may send you to either the Office of College Life or Welcome Center to get an updated employee ID before issuing a permit.
Note: “Don’t you know who I am?” doesn’t work.
Duties Change – Faculty Travel & Conference Reimbursement
Much of my time yesterday was spent disputing hearsay regarding faculty travel & conference reimbursement duties being reassigned to Division Administrative Assistants at De Anza. Here are my official statements:
- Scott’s Official Statement: “I pushed back with Sam and Lydia that the idea of involving Division Admins in the reimbursement process was dumb, but had to admit in talks with Dianna(HR) that nothing in the CBA prevents management from assigning dumb things.”
- Scott’s Official Statement: “ACE is not the mouthpiece for management. At no point was I given the task of telling administrative assistants their assigned duties. I represent an independent employee organization.”
- Scott’s Official Statement: “It is not a District-wide decision/policy.”
The messaging surrounding this was brought to the attending of Omar (DA President) and Ram (DA VPoI). Expect something more accurate to come out from management in writing along with training that defines the role. During the meeting I made them aware the favorability rating for this change was 0%.
Management’s right of assignment enables them to redistribute work however they please. If the work does not reside in the current classification and exists only in a higher classification, we can seek a working out of classification or a permanent reclassification. While employees cannot refuse the work, we can collect feedback and organize. Likely this is going to result in a workload volume issue where there is already a large demand, so be sure to document overtime hours. In addition, I’ve been speaking to Deans about providing feedback about the experience. It may lead to more departmental conflict, as Division Admins have no control over the reimbursement process. It may also lead to lesser availability to address department needs.
*Sigh* I try so hard to be warm and fuzzy but they keep pulling me back… attend an upcoming site meeting. Engage with fellow members to strategize how we can attempt to organize against the change by highlighting that it is inefficient and places additional load on classified staff who are already fully tasked.
In Service,
Scott Olsen (he/him) | ACE President
https://acefhda.org | scott.olsen@acefhda.org
650-949-7789 | M-F 8:30am-5:00pm
