Association of Classified Employees Foothill – De Anza

Author: ACE

  • 2025.10.30 Update – TAs Ratified, Additional Language Pay, COLA, Elections, HR Staffing, Señor Scary

    ACE Members,

    Tentative Agreements Ratified – What’s Next?
    Members approved our negotiated TAs by a vote of 149 to 1. The next step in approval happens during Monday night’s Board of Trustees meeting. Following the final step all items become a part of our Agreement. The two items I’ve received the most questions about are:

    8.11 Language Proficiency Pay
    a. Workers required by their manager to use their additional language skills in the regular course of business shall receive $ 100 per month.
    b. Employees will only receive $ 100regardless of how many languages they are certified to interpret and/or translate.
    c. The pay will be for languages deemed appropriate by the District and may change as the needs of the District change.
    d. To be eligible for the pay the employee must pass a Language Proficiency exam.
    e. When an employee moves to a different position, the continuation of the pay will be at the discretion of the new manager.

    Email your manager and ask, “am I required to use an additional language as a part of my regular work?”
    If they respond with yes, we can begin to pursue the additional pay through District HR by arranging for an language exam.

    If they respond with no, it is your choice whether or not to volunteer to provide additional language skills in the workplace.

    Effective July 1, 2025, the salary schedule will be increased by 3%.

    The cost-of-living adjustment (COLA) is currently planned to be implemented in December paychecks pending testing by Payroll. Typically, two months of testing are set aside, so an update will be sent if any of this is delayed until January. This increases each step on the salary schedule by 3% or 1.03 and is retroactive to July 1st for earnings, which necessitates calculation by Central Services employees for those previous five months. Current salary schedules are available on the HR website (LINK). Thank you to those who are working to get this accomplished by the end of the tax year.

    Special Note: October Paystub PDFs are known to be inaccurate, but MyPortal (Banner) is still considered the source truth four our leave balance, leave usage, and deductions. Nancy Chao sent out an announcement earlier today with instructions on how to verify data. Contact me if you need an updated paystub.

    ACE Elections – Reminder to Vote
    Elections for ACE Executive Board positions conclude tomorrow – there’s still time to vote if you haven’t done so already. Contact @Sharon Garcia-Vega if you did not receive a link from ElectionRunner.com or have any issues with the site. Thank you to those who stepped up to serve in union positions. Everything that ACE does day-to-day is accomplished by members coming forward.

    Human Resources – Karenless

    Karen White and Karen Hunter are currently out of the office. If you have a pending issue that has not been resolved, contact @Kit Ocanada and cc me on the message. She is working through a list of pending issues I’ve been made aware of by members.

    Thank you to @Karen Hunter for her years of service at the District and we’re all wishing her a wonderful retirement.

    Which ACE Member is Señor Scary?
    The final two nights of their annual Halloween Haunt, Los Muertos Cemetery is on display in Santa Clara. Visit this (LINK) for more information. Expect to be startled by fellow District employees who may make cameo appearances. (I’ll likely be there on Friday night.)

    Very nice Halloween decor. Skeletons. Pumpkins.

    In Service,

    Scott Olsen (he/him) | ACE President
    https://acefhda.org | scott.olsen@acefhda.org  
    650-949-7789 | M-F 8:30am-5:00pm

  • 2025.10.21 Update – Negotiations, Elections, Dues Forgiveness, Housing, Staff Development Leave

    ACE Members,

    President’s Message – Negotiations, Elections, Collective Power
    This is trick-or-treating season and our inboxes are getting full of sweet union messages which demonstrate what we accomplish as an employee group. For full 2025-26 tentative agreement details scroll back to Friday for the summary message from @Chris Chavez, chair of negotiations. Here are highlights:

    • 3.0% salary schedule increase to each step.
    • $20 increase to each Longevity Award ($80 @ 4 awards).
    • Language Proficiency Stipend (Bilingual Pay) made permanent.
    • Increased initial Vacation Accrual from 6.66 to 7.0 hours per month.
      • 10 hours per month at the beginning of year 3.
      • 13.33 hour per month at the beginning of year 7.
      • 16 hours per month at the beginning of year 13.
    • Working Out of Class permanency option after 2 years.
    • Increased annual Travel & Conference and Educational Assistance individual limits.
    • Work After Clocking Out changed from 11pm to 8pm (see 13.2.6.2).

    An Outlook invitation was sent to members to join a general membership meeting at Foothill this Thursday at Noon in the Toyon room (and virtually via Zoom) to discuss the tentative agreements. Online voting on the negotiated items will begin following the meeting. Reminder: It’s an all or nothing, yes or no, membership vote. Upon approval, we move forward with implementing the changes. Upon disapproval, we go back to the table to negotiate with the district.

    These contract changes don’t happen without a union and member support. Our negotiations team did a tremendous job at the bargaining table. Figuratively (using Halloween frame of reference) we saw the Faculty Association knock on the District’s door and leave with a bag of candy, then we knocked and wouldn’t leave until our bag was equally as filled. Results are a great recruiting tool, so if you are having a conversation with a non-member who didn’t receive the details from ACE, encourage them to join as a member. None of the highlighted items were passively obtained handouts – we challenge the District to respond to employee needs. Instructions on how to join our union are on our website (LINK). Feel free to send non-members with questions to any ACE representative.

    Elections for union representatives are also taking place for the following positions: President, Central Services Vice President, De Anza Vice President, Foothill Chief Steward, De Anza Board Member (Seat 1), and Foothill Board Member. Emails from ElectionRunner were sent this morning. Contact @Sharon Garcia-Vega if you didn’t receive information on voting. Thank you to members who serve in these leadership roles. We achieve more when more of us participate. The work is easier  on us when more of us contribute.

    Dues Forgiveness – October
    The Executive Board approved dues forgiveness for upcoming member paychecks. Dues will not be deducted at the end of the month and for those who are paid mid-month. Thank you to @Jesse Perez for confirming our financial ability to allow for this and to @Lisa Kirk for raising the topic at a site meeting – come to a site meeting, members can do a lot.

    • ACE has forgiven dues at least twice a year since 2009.
    • We have forgave dues during the entire 2020 year.
    • Dues are only collected from base (reg) pay.
      • Dues are not taken other compensation (Overtime, PGA, Longevity, etc.)
    • The current dues rate is less than 1% (.87%)

    We do not charge dues when we have sufficient funds to cover monthly expenses, pending litigation, and an adequate amount in our strike fund. As an independent labor association, we control our money and what the ways it goes toward representation.

    231 Grant – Employee Housing
    If you missed the open house event last Saturday, events are planned for every 3rd Saturday of each month per Virginia Allen, Marketing Manager for Mercy Housing. Questions? Contact 231grant@mercyhousing.org

    Search your inbox for previous messages on the topic.

    Staff Development Leave Training
    Join the next two upcoming site meetings for trainings and Q&A about Staff Development Leave. In the meantime check out 10.13 (LINK) if you’re nearing the end of your 7th year with the district:

    10.13 Staff Development Leave
    To encourage and enable classified workers to enhance their value to the District through further job-related education, the upgrading of their skills, or retraining for a different career path, a Staff Development Leave has been established. A worker may apply for Staff Development Leave to begin upon completing seven (7) years of service in the District. The leave may be from one to ten months at 85% of full pay. Such leaves may be taken in one-quarter increments to a maximum of ten months. A worker becomes eligible for additional leaves after completing increments of seven (7) years of service to the District.

    It’s been a busy season – more updates to come. Chris and I are busy responding to your questions about the tentative agreements.

    In Service,

    Scott Olsen (he/him) | ACE President
    https://acefhda.org | scott.olsen@acefhda.org  
    650-949-7789 | M-F 8:30am-5:00pm

  • 2025.09.26 Update – Warm & Fuzzy Re-Opening, Employee Housing, Outside Officials, Employee Parking, Faculty Travel

    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.

    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