Category: ACE News

President’s Message

Be Informed. Participate.

With officer elections and District budget town halls around the corner, now more than ever it’s imperative to be informed and participate. I’ve said this before but it is worth repeating “it takes active participation and commitment from all the members of ACE to effectively protect and serve the membership as a whole.”  Who represents you on behalf of ACE and how the District decides to address the budget shortfall will affect the work you do for Foothill-De Anza.  Fortunately, in both instances you have an opportunity to provide input and have your voice heard.

Officer elections will be held online next week, November 13-16.  There are new and familiar faces running for office and each one of them brings something unique to the table.  Please take a moment to read their candidate statement, ask them questions, and when the time comes, vote.  As a reminder,  elected positions – even uncontested ones – are put up for a vote.  Watch your email for ballot information and access.

With accreditation in the rear view mirror, the topic of budget reductions and enrollment management once again move to the top of daily conversation.  Not much has changed from those budget presentations on opening day.  Fall enrollment was soft but the loss wasn’t as great as initially believed and some of the enrollment strategies the colleges implemented, like late start classes, still need to be counted in the final enrollment picture.  What is clear is the District’s commitment to no layoffs during the 2017-18 year.  Conversations on what reductions means for 2018-19 and beyond have begun and the colleges are addressing it within their participatory governance committees. The District will be holding budget update town halls November 29 at Foothill and December 5 at De Anza. All of these are open meetings and I strongly encourage you to attend and ask questions. ACE will be there.  Can’t make a meeting? Connect with your representatives to understand what decisions are being made and how they affect you.

In Unity,

Chris White, ACE President
(650) 949-7789, office

Dues Forgiveness November 2017 Paycheck

ACE will forgive dues in your November paycheck (November 30).  For Classified Hourly employees, this will be reflected in your December 15 paycheck.

ACE Officer Elections

Elections held online Nov. 13 – 16

Watch your email for ballot information and access.

ACE Officer Candidate Statements

President

Chris White
My name is Chris White and I would like to ask for your support in re-electing me as president of ACE.  Over the past two years I have learned a lot about what ACE – its members and the organization – want and need and I have worked diligently to address them to the best of my ability. My reasons for serving remain unchanged from my first candidacy, to strengthen our contract and to strengthen the unity of our membership.

A few of the ways I have done this during my tenure,:

• Launched a classification study to better align job descriptions with the current roles and responsibilities of classified employees, develop career ladders where appropriate, and conduct a market analysis of compensation in similar or like jobs in other districts. As we move into more challenging budget times this work will prove critical if reductions need to be made.
• Worked with our negotiations team to strengthen our Agreement with new opportunities for classified members to transfer or work out of class before positions are opened to external candidates,  increased adjustments on the salary scale and reduced the time to advance between step 6 and step 7, added a paid holiday and increased funding for benefits just to name a few.
• Increased member communication through a monthly newsletter, added a review of topics as they relate to our Agreement at monthly site meetings, and partnered with the Professional Development Office at De Anza to provide training around Professional Growth Awards (PGAs), educational assistance, staff development leave, and travel and conference funding to help our members better take advantage of these negotiated benefits.
• Instituted training for stewards, negotiators and board members – ongoing and as-needed – to ensure they have the skills, knowledge and resources to make them effective advocates for our members and the organization.

But there is more work to do, including:

• Complete the classification study, which still includes a compensation study and addressing the affect on seniority, reclassification, and career growth.
• Address district and college budget reduction plans, including the use of temporary and student employees, as they relate to ACE and our members.
• Mentor new ACE leadership to take the reigns when current officers retire or move on to new opportunities so as an organization we maintain our greatest strength, our independence.

Serving as ACE President over these past two years has been the most challenging and, more importantly, the most rewarding endeavor in my career. I honestly believe together we are stronger and look forward to working with you on our future challenges.  I hope you will vote for me for President.

Vice President Central Services

Bill Baldwin
Hi — I’m Bill Baldwin from ETS, and I’m running for re-election as ACE VP of Central Services.  I have served a term as VP, and previous terms as De Anza and Central Services Chief Steward, and I intend to build on that experience.

As VP I have the responsibility of appointing ACE representatives to hiring committees.  I would like to improve that process.  This is a great opportunity to work towards Professional Growth Awards, and I’d like to make that more widely known.  I’d also like to reassure potential representatives as far as the time and commitment required to serve as an ACE rep.  It is usually quite modest; I’d like you to consider serving on a hiring committee this coming year.

I also represent ACE on the District Diversity and Equity Advisory Committee (DDEAC), which meets jointly with the HR Advisory Committee (HRAC).  In this capacity I would like to encourage you to consider training to serve as an Equal Opportunity representative on Hiring Committees.  We can all tackle equity together, eh <smile>?

I take my commitment to diversity and equity seriously, and I welcome your feedback and thoughts on the current environment at Foothill-De Anza.  I was honored last year to attend the National Conference on Race and Ethnicity in American Higher Education (NCORE).  There I participated in workshops on diversity issues and met education professionals from all over the country who are dedicated to improving opportunities in higher education.

I look forward to continuing this work if you elect me for another term as ACE Central Services VP.
Thank you!

Vice President  De Anza

Precious Gerardo
My name is Precious Gerardo and I am the Facilities and Equipment Assistant for the Physical Education and Athletics Department. I have only been full-time for 1one year, but I have been working at De Anza for the last 3 years. I am offering my experience and talents to represent De Anza classified staff with ACE as Vice President.

I know my time here at De Anza is nothing compared to the many of you who have given your lives to the mission and students of De Anza. However, thanks to the many relationships I built with my colleagues I feel I can represent classified staff moving forward. I understand De Anza has a strong sense of tradition, but also a desire to be innovative and at the top of every list. It is important to update our policies and contracts, while at the same time protect the traditions, benefits, and spirit that brought us all to De Anza.

I would appreciate your vote for me, Precious Gerardo, to serve De Anza classified staff as Vice President on the Association of Classified Employees (ACE).

Chief Steward Foothill

Art Hand
I have been volunteering to serve in this role for a long time. I continue for several reasons: one, I can remember the job description, which is simply, “to represent the workers to management.” Of the two jobs–the one they pay me to do, Library Technician, Sr., and the one I volunteer to do; Chief Steward, Foothill, it is the second that I continue to find challenging, and sometimes even rewarding. Rewarding in the sense that sometimes there’s evidence that my involvement in a situation has been to the benefit of my coworker or coworkers. That’s satisfying, and is a big part of why I continue. If I’m elected (again), I will serve. If someone else should run, and is elected, I will volunteer my services as a steward, and support that person as best I can.

Board Member De Anza

Keri Kirkpatrick
I have served on the ACE board since 2011. During my time on the board, I have learned a great deal about collective bargaining and workers’ rights, as well as our District and the community of Classified Professionals who are served by the Union. I believe that we are lucky in this District to have a strong, independent union that looks out for our best interests, and I look forward to the opportunity to continue serving as a Board Member representing De Anza.

Board Member Foothill

Christine Mangiameli
I have really enjoyed being Foothill’s ACE Board Member and ask that you vote for me again.  I continue to participate on the VEBA Board, and may be President this coming year (the vote has not taken place yet).  Work on the ACE Board is important for all classified employees, and I actively keep my ears open to all changes that affect our workplace and positions. It would be an honor to continue to represent Foothill Classified Staff.  Please vote for me.

Negotiations Update

Cathleen Monsell, Chair of Negotiations

Our current Agreement was set to expire on October 17, 2017.  As ACE is still reviewing the potential impact of the Districts budget on our members, combined with personnel changes in human resources, the District and ACE have agreed to extend our current Agreement through October 31, 2018 or until a successor Agreement is negotiated and ratified or if we reach an impasse on the negotiations, whichever comes first.

Staff Development Leave (SDL) Application Due 12/15

Staff development leaves (SDL) are intended to increase an employee’s value to the District through opportunities for research, writing, professional renewal, further education, or other experiences of professional value.  Applications for the 2018-19 academic year are due December 15, 2017.

How Common Is Staff Development Leave for Classified Staff?
Out of the 72 community college districts in California representing 114 community colleges, very few offer staff development leave for classified staff. SDL is a negotiated benefit for FHDA classified staff, and while a few other institutions offers SDL, none are as extensive as ours.

SDL Quick Overview

• Up to 10 months paid time off at 85% of full pay.
• To be eligible, you must have completed seven (7) years of service to the District.
• Applications are due December 15 of the fiscal year preceding the leave.
• The leave may be used to complete interrupted studies, learn by observing methods used in industry or other educational institutions, or get a substantial start on a goal of better education.
• During the leave the worker will be entitled to all the benefits of classified contract workers except that only 85% of service time will be credited by the Public Employees Retirement System.
• During the leave the worker shall earn 85% of the normal credit for sick leave and seniority. No vacation credit shall be earned during SDL.
• Travel and conference funds and educational assistance are available during the leave. Courses paid through educational assistance cannot be used to qualify for a Professional Growth Award (PGA).
• Classified hourly are not eligible for SDL.
• Funding for a minimum of ten (10) SDL leaves are granted annually.

The Application

• Applications for the succeeding college year must be received by the Director of Human Resources before December 15.
• Unit members may submit a copy of their request for leave without appropriate signatures by December 15; however, all signatures must be received by January 31.
• The written application must present a detailed description of the proposed activities of the leave and the potential value of these activities to the District as well as the learning outcomes that are expected from this leave.
• If the worker intends to enroll in school, the application must identify the educational institution to be attended and, by academic term, a list of courses (with course descriptions) the worker will be taking.
• The application shall contain precise dates for the beginning and ending of the leave.
• If a unit member is attending school full time, which is 12 units either semester or quarter for undergrad and 8 units, semester or quarter, for graduate, then the unit member does not have to participate in other activities related to the leave.
• If the unit member is not going to school fulltime, other activities related to the leave must be completed in fulfilling the 12-unit minimum. For this purpose, one hour of activity per week equals one unit and so forth.
• Any changes to the leave must be submitted in writing to the Director of Human Resources who will consult with the Staff Development Leave Committee, to approve such changes prior to the unit member participation in those changes.

Staff Development Committee

• This Committee shall be composed of two representatives of ACE, two representatives of CSEA, and two administrators designated by the Chancellor, one of whom will serve as chairman.For ACE, this is Denise Perez at Foothill and Chris White with ACE.
• Each application that has been submitted and has received the recommendation of the immediate supervisor and the appropriate administrator shall be forwarded to the Classified Staff Development Leave Committee for review and recommendation to the Chancellor.
• FHDA Board-approved leaves will be announced by March 1 of each year.

Returning From Staff Development Leave

• If a leave is granted, the worker must agree in writing to render, upon return from leave, a minimum of two months of service to the District for each month of staff development leave.
• Failure to render this service will require the worker to refund the salary paid by the District during the leave.
• Within thirty days of return from a leave, the worker shall submit a written report to the Classified Staff Development Leave Committee of the activities of the leave, emphasizing the value to the District and the learning outcomes achieved.
• If the worker attended school during the leave, he or she shall also submit a transcript or other appropriate documentation showing satisfactory attendance and successful completion of the course work as soon as reasonably possible.

Classification Study: Reminder

by Chris White, ACE President

We are waiting for the draft classification descriptions from the consultants which should be ready for review in November. Staff will have an opportunity to provide feedback in this process.

The preliminary information provided by the consultants at a Sept. 13 meeting was very promising. The four main themes from their work include: consolidating classifications which do the same work; title changes to more accurately reflect the current market; creation and/or elimination of classifications to reflect the work currently being done or not being done; and establishment of career ladders where applicable.  The Joint Labor Management Classification Committee (JLMCC) meets later this month to negotiate the effects of any changes to the classification structure, like combining classifications and what it means for seniority, etc.  We won’t address the compensation portion until the consultants have agreement from us on the content of the classification descriptions.

Reminders:

1. We have already agreed with the district that NO ONE will go down, in pay or classification, as result of the consultants findings.  Read that again.  One more time and pass it on.
2. Classifications are generalized and not every word from the PDQs will be on the final classification description. Positions and classification are two words that are often thought of as interchangeable; but in fact have very different meanings.  In a classification plan, a position is assigned a group of duties and responsibilities performed by one person. A classification may contain only one position, or may consist of a number positions.  When there are several positions assigned to one classification, it means the same title is appropriate for each position because the scope, level, duties, and responsibilities of each position assigned to the classification are sufficiently similar (but not necessarily identical); the same core knowledge, skills, and other requirements are appropriate for all positions; and the same salary range is equitable for all positions.
3. The goals for this project:  To align job descriptions with the current roles and responsibilities of classified employees, create career ladders were appropriate, and conduct a market analysis of compensation in similar or like jobs in other districts.
4. Authority:  A Joint Labor Management Classification Committee (JLMCC) was established to negotiate this process. Representing ACE are Cathleen Monsell, chair of negotiations, Chris White, ACE president, and Bradley Booth, attorney for ACE.  Representing the District are Myisha Washington from human resources, Lisa Mandy, De Anza administrator, and Kevin Harral, Foothill administrator.  Neither side has more authority and the consultants report to the committee.  ACE and the District mutually agreed to the selection of Koff & Associates after independent research and reference checks.

You Should Run For Office

Seriously, you should run for office.  Have you thought about it?  Have you spent time thinking over the issues that affect you at work and how you would fix them?

Let me ask you this: do you have good ideas about how to make our union better?  Do you say to yourself, “why doesn’t ACE do something about ______?  Do you want to make a difference?

Too often people wait for someone else to create the change they want. Stop waiting. Officer nominations will be accepted October 17 through October 24 with elections held in November.  The positions open for election, their responsibilities and the requirements to run are listed below.

Running for office is scary.  You’re not sure what to do, how you’re going to add one more responsibility to your plate, and you’re worried you will make mistakes.   It is understandable but holding an elected position can be one of the strongest ways to inspire others and create change within our organization.

As member of the executive board, you’re not alone.  Decisions are made collectively and approved by the membership. Training, release time and elective stipends are offered to officers to support the work they do for ACE. As an independent labor organization, ACE decides what issues are important to us, how we spend our money and, most importantly, how we represent our members. We might not always get it right and the path to change can, at times, be excruciatingly slow but the work we do always comes from a desire to help others. I’m not sure how that desire is ever a mistake, even when outcomes don’t match expectations.

So, what office are you running for in the upcoming election?

In Unity,

Chris White, ACE President
(650) 949-7789, office

ACE Officer Elections

• President
• Vice Presidents at De Anza & Central Services
• Chief Steward Foothill
• Board Members at De Anza & Foothill

Nominations accepted Oct. 17 – Oct. 24

Submit your nomination at the Oct. 17 & 19 site meetings or send by email to ACE Recorder, Shawna Santiago.

Elections held online Nov. 13-16

Role and Responsibilities of ACE Officers

It takes active participation and commitment from all the members of a union to effectively protect and serve the membership as a whole. We hope you will consider contributing your time and talent and run for office. Elective stipends are provided to officers for their work on behalf of ACE. Terms are two years in length and run from January 1 through Dec. 30.  A member is eligible to be a candidate if he or she is a non-probationary, permanent, classified employee in the District and is a member of ACE in good standing* for one (1) full year. The candidate must maintain good standing as a member if nominated and elected for as long as he or she remains in the elected position.. The following positions are up for election:

• President
• Vice President – De Anza
• Vice President – Central Services
• Chief Steward – Foothill
• Board Member – De Anza/Seat 1
• Board Member – Foothill

All positions require subordination of personal interests to those that represent the highest good of the members.  No officer shall have greater rights than any other member of ACE.  The executive board member is directly responsible for:

1. The operation of ACE.
2. Assuring the appropriate expenditure of funds.
3. Proper and legal administration and implementation of the Constitution.
4. Any representation of ACE that has been authorized by the Board in order to bind ACE or agree to any issues subject to collective bargaining and EERA.

All executive board members are required to attend ACE board meetings held the 2^nd Wednesday of every month from 1-2:30 p.m. They rotate between the two campuses.  Board members are also required to attend the site meeting for the campus they represent. For De Anza, it is held the 1^st Tuesday of the month; for Foothill and Central Services, it is held the 3^rd Tuesday of the month. Both meetings are from noon – 1 p.m.  Ongoing steward training is provided quarterly and open to all board members.  Board member and negotiator training provided as needed.

President: This position receives 100% release time from their permanent FHDA job.  An elective stipend of $550 per month is provided.

1. The President shall preside over all meetings of ACE.
2. The President shall report at General Membership and Executive Board meetings regarding the progress and standing of ACE and the official actions he or she has taken between regular meetings of the Executive Board.
3. The President, in conjunction with the Executive Board, shall appoint members for all standing and ad hoc committees.
4. The President shall have authority to represent ACE with such action affecting policies, aims and means of accomplishing ACE’s purpose, subject to approval of the Executive Board.
5. The President shall serve on the Chancellor’s Advisory and District Budget committees, Benefits committee meetings, any joint labor-management committees, and attend the FHDA Board of Trustee meetings.
6. The President shall serve as an ex-officio member of all committees, including the Negotiations Team.
7. The President shall, in conjunction with the Treasurer, disperse monies drawn against ACE funds, after expenditures are approved by the ACE board.

Vice President:  This position is done in addition to the incumbents permanent FHDA job. Release time is provided to attend to ACE business and requires a time commitment of approximately 10 hours per month. An elective stipend of $200 per month is provided.

1. Upon approval of the Board, the Vice Presidents may be authorized to approve expenditures withdrawn on ACE funds in place of either the President or Treasurer, and shall perform such other duties as assigned by the President or the Executive Board.
2. The Vice Presidents shall serve on the College Council, PARC, College Budget committees and other District committees as assigned.
3. The Vice Presidents shall hold and facilitate site meetings each month at their respective sites.
4. The Vice Presidents shall assign ACE representatives to hiring committees for classified workers in Unit 1 for their respective areas.

Chief Steward:  This position is done in addition to the incumbents permanent FHDA job.  Release time is provided to attend to ACE business and the time commitment varies. An elective stipend of $250 per month is provided.
a. Duties of the Chief Stewards

1. Chair the Stewards Council and report activities of Stewards to the Executive Board in closed session.
2. Be responsible for recruiting stewards and presenting candidates to the Executive Board for approval.

b.   Duties of the Chief Stewards and Steward(s)

1. Represent their respective jurisdiction in all membership meetings in the absence of the members.
2. Be the first line of contact with administrative or supervisory staff subject to this Constitution.
3. Be responsible for the enforcement of all applicable collective bargaining agreements in their respective jurisdictions.
4. Be responsible for holding management accountable for all applicable safety and occupational health laws, rules and regulations, and are responsible for notifying appropriate administrative or supervisory staff of unsafe working conditions.
5. Shall have copies of the Constitution and all necessary working agreements available at all times.

Board Member: This position is done in addition to the incumbents permanent FHDA job.  Release time is provided to attend to ACE business and requires a time commitment of approximately 8 hours per month.  An elective stipend of $125 per month is provided.

1. Ensure that the interests and directives of the General Membership are represented at Board Meetings.
2. Serve on two (2) College or District Committees pertinent to ACE business and report back to the Board. At De Anza , the VP serves on the Finance & College Operations Planning & Budget Team. At Foothill, the VP serves on the Voluntary Employees Benefit Association – VEBA Trust.
3. Attend the Classified Senate meeting at each location. At least one Board Member from each site should attend, but two (2) members should not serve on the same Senate.

*Member in Good Standing: ACE members who pay the full membership dues and are entitled to all rights and privileges of membership.

Professional Development Opportunities Training

This workshop reviews the ACE PGA (Professional Growth Award) application process, covers eligibility requirements and defines what constitutes professional growth activities for classified professionals. We will also review the ACE Educational Assistance Plan and Travel and Conference Funding. All participants will receive a PGA Organizer binder. Those who already have a binder or folder system from prior workshops should bring them.

• Tues., Oct. 24: 11:30 a.m. – 1 p.m. | FH Student Council Chambers (2018)
• Fri., Nov. 3: 12 – 1:30 p.m. | DA MLC 246

Staff Development Application Workshop

• Thurs., Nov. 2: Noon – 1 p.m. | FH Student Council Chambers (2018)
• Wed., Nov. 15: Noon – 1 p.m. | DA TBD

This workshop will answer these questions:

• What does the classified ACE Agreement say?
• What should be included in your application?
• What is the process for applying?
• What happens when you return from your leave?

• Develop a staff development leave plan, understanding the parameters of plan construction and timelines.
• Prepare a Staff Development Leave application following the ACE-negotiated policies, procedures, and deadlines.

The Booth Law Group

After years of unsatisfactory experience with two national labor unions (CSEA and SEIU), the classified staff of Foothill-De Anza established ACE – an independent labor organization – in 2009.  The dissatisfaction with national organizations were driven by two key factors, a lack of responsiveness and a lack of representation when our members needed it most – during matters of discipline and at the bargaining table.  While ACE is completely run by our members, we contract with the Booth Law Group to represent us on all labor issues. In simplest terms, they show up whenever we need them, but who are they and what specifically do they do for ACE?

Bradley G. Booth, Attorney at Law

Bradley Booth has a long history of standing up for workers’ rights. He began his legal career with the California State Employees’ Association (CSEA). While there he was President of the employees’ union and represented state employees in appellate and trial practice, administrative law, writs, and extensive contract interpretation coupled with discipline and contract arbitration. Prior to opening his private practice, he was chief counsel for the Department of Fair and Employment and Housing (DFEH). At DFEH, he was constantly working to strengthen anti-discrimination statutes in California. Over the past 20 years in private practice, while representing labor unions, he has been able to hone in on and perfect his original passion through an emphasis on labor law and employment discrimination.

Anthony G. Booth, Labor Consultant

Anthony Booth has a background in politics. He spent seven years working on a gubernatorial campaign, which had a major focus on expansion of labor rights. However, his passion for the labor movement began at a very young age when he walked picket lines in support of his father’s union strikes. He has been a labor consultant for the past eight years. Over those years he has represented members in all aspects of labor including individual issues with management and union issues in arbitration and before the state labor board. He recently earned his J.D. from Golden Gate University School of Law.

What They Do

The Booth Law Group provides ACE representation on all labor issues, which include:

• Contract negotiations and enforcement.
• Discipline and discharge.
• Duty of fair representation claims.
• Unlawful employment actions.
• Representation of ACE before administrative agencies and courts of law.

Some specific issues that are covered in the above points include, but are not limited to:

• 24/7 access to legal support on any and all association labor/legal matters.
• Representation of members who are being disciplined at any level of the progressive steps.
• Filing lawsuits in civil court when the District violates the Education Code.
• Providing legal counsel through the entire process of bargaining each year.
• Helping members to file grievances and then representing them through each step in the process.
• Responding to claims made against the union filed with the PERB and filing claims with the PERB against the District.
• Resolving economic disputes between members and the District.
• Attendance and legal guidance at all ACE board and site meetings.
• Providing quarterly training for stewards.
• Providing training for ACE board members.
• Working with members and HR to find alternative conflict resolution, when the issue is not covered in the contract or law.

Most importantly, they are here to support ACE, and you, in any way possible.