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ACE Members,

For many new employees who come to the district there’s an unfamiliarity about what a union is and how a local independent labor association is different from a national/statewide labor organization. Our history is outlined on our webpage (LINK) but here are a few takeaways:

• We control our money:
  • We set the dues rate.
  • We determine our budget expenses.
  • We gain interest on funds set aside for litigation, strike, and operating expenses.
  • We don’t charge dues when we have sufficient funds.
  • Our dues are low, and the percentage members pay is fair and solely funded as a percentage of their base pay (excludes overtime, special compensation, etc.).
• We have direct access to an attorney group versed in Ed Code and Labor Law:
  • We are the only bargaining unit who brings an attorney into bargaining.
  • We don’t have to seek prior approval before contacting an attorney.
• We are member-run:
  • Negotiations, benefits, and actions we take affect the working conditions of the board member representatives and we are shoulder-to-shoulder with members who are affected by decisions made.
  • This is our workplace. We operate in a way that fosters a positive long-term working relationship.
• We have no political position conflicts:
  • Due to representing a specific population, we do not have conflicts of interest or take political positions that may benefit one group but be to the detriment of another.

The opposite was true when we were represented by SEIU and CSEA. We didn’t have control over our own money: the dues rate was higher (1.05%), dues were always charged, and money was managed by the outside labor organization. Prior to speaking with an attorney, we would have to talk to a labor representative. Labor representatives and attorneys changed regularly and without warning, which was frustrating and effected outcomes. We had no say in who our labor rep or attorney was. At times SEIU would take political positions which would not benefit community colleges due to the broad group of workers they represent. Long story short: we paid a lot of money for representation that wasn’t the quality we expected.

Our high percentage of members to those who have yet to join remains high, which shows that quality representation matters and running our own organization matters. 9 out of 10 employees across the district choose to join ACE. Once fellow employees understand what we’ve accomplished and what we continue to work on, joining is an easy choice. We have excellent representation from the Booth Law Group and the Executive Committee. When we say they show up or the board acts based on member interests, what that looks like is this:

• We negotiated a successful classification/compensation study as a means to raise salaries above our negotiated COLAs and more in line with market value for community colleges.

• We’re challenging the District’s use of temporary employees doing work which falls within our bargaining unit. 

• We’ve been able to place workers in open FHDA positions who would have otherwise been laid off.

• PGA awards more than double CSEAs and even though we have a limit of 12 and theirs is unlimited, it takes them twice as long to reach our maximum for the same number of hours needed and 2-year timeframe per award.  Most won’t work for FHDA for that long.  

• We’ve converted classified hourly positions with limited benefits and no guarantee of hours into permanent positions.

• Finally, as president I have 100% release time from my FHDA position. This means I can focus on the work of ACE and representing our members. That is a big challenge for our colleagues in leadership positions in CSEA and Teamsters.

Even with full release time, I can’t be everywhere and talk to everyone which is why you carrying this message is important. Thank you for being a member. Thank you to members who’ve ran for elected union positions. Thank you to members who’ve served in union positions. Being independent requires us to do more work but as a group we’ve proven to be extremely capable.

As always, our member application (LINK) is available on the top of our homepage along with instructions to return it to olsenscott@fhda.edu .

… and as a break for those who made it this far into this message:

Pandora and Barbie are two female cats who desperately need foster parents/re-homing as their pet parent has passed away. For more information, contact @Cheryl Milan .

Upcoming Reclassification Training – Nov 7^th @ Noon via Zoom
ACE members will takeaway best practices for filing a successful position description questionnaire (PDQ) along with a better understanding of the process.

• Should I file for reclassification?
• Can a group file for reclassification?
• What are the criteria that supports reclassification?
• What does not support reclassification?
• Where do I begin? What’s the process?
• How do I appeal if denied?

ACE Agreement Article 15 covers Classification and Reclassification (LINK). Important note:

“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, including a reclassification request under a prior agreement, except in extraordinary circumstances or reorganization.”

Which is why your first PDQ needs to be your best PDQ

Members will find the link on their Outlook calendars to join.  This will be facilitated by Anthony Booth who has been a part of multiple classification studies at college districts and reviewed many PDQs.

In Solidarity,

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

You Should Run for Office.  Yes, You.

You should run for office.  Yes, you. Why? ACE’s two biggest strengths are our members and our independence. With this opportunity you, our greatest strength, can make a meaningful impact on the lives of your fellow workers about issues which directly affect the work they, and you, do for Foothill-De Anza (FHDA).  How?

1. Amplify Workers’ Voices

ACE exists to represent the interests of its members, Collectively, we are stronger together.  By running for office, you can ensure the voice of your colleagues are heard in negotiations and decision-making processes. Your leadership can help address grievances and champion essential issues like wages, safety, and working conditions. Here is a small sampling of the good work ACE has done to amplify our voices. https://acefhda.org/about-us/ace-and-you/ace-wins/

2. Drive Change

FHDA is entering a new era that require fresh perspectives. If you have innovative ideas or solutions to improve working conditions or strengthen solidarity among members, running for office gives you the platform to implement those changes. 

3. Develop Leadership Skills

Serving in ACE leadership helps you grow personally and professionally.  You’ll enhance your communication, negotiation, and problem-solving skills. 

4. Create Opportunity for Others

Leadership isn’t just about personal ambition; it’s about lifting others.  By running for office, you can mentor and inspire other members to become active participants in ACE, building future leaders and ensuring ACE remains strong and vibrant.

5. Contribute to the Labor Movement

As I said, our strength is our members and our independence, but the work we do also impacts other bargaining units at FHDA and the larger labor movement.  You’ll be part of a collective effort to improve workers’ rights and advocate for social justice. Our classification and compensation studies lifted the wages of our colleagues in the Confidential unit and spurred our fellow workers in Administrative Management and Teamsters units to do the same.

Worried it will affect your chances for growth? Have a chat with recent Foothill Chief Steward, Anthony Caceres who is now Foothill’s new Senior Enrollment Services Supervisor for Admissions & Records.  Or former De Anza Board Member, Angelica Esquivel Moreno, who is the new full-time De Anza Instructor for Chicanx and Latinx Studies.

Don’t think you’re qualified? Training is provided and support is always available. The only thing the job requires is subordination of personal interests to those that represent the highest good of the members. Board members and negotiators shall have no greater rights than any other member of ACE.

Running for ACE office is a chance to lead, innovate, and drive positive change.  Whether you’re motivated by a desire to amplify voices, address critical issues, or build community, your participation can have a lasting impact. In my 40-plus-year career holding very disparate jobs, the first thing I tell people when asked what I do/did for a living is my ten years serving on behalf of the members as part of ACE and remains, one of my most fulfilling career achievements. I can’t wait to see what the next generation does.

So, what office are you running for?

Of service,
@Chris White, outgoing chair of negotiations

ACE Membership,

Summer work hours for ACE employees officially begin the week of July 1^st and goes through August 26^th. Your supervisor can’t ask you to delay it a week or two.

For the July 4^th holiday ACE employees will be paid for the number of hours they would have worked (4-10-40, ten hours; 9-80, nine hours; 5-8-40, eight hours; etc.). All other bargaining units receive up to eight hours holiday pay and if they’re on an alternate schedule (i.e. 4-10-40), they must make up the additional two hours.

Article 13.5 – Summer Work Schedule

13.5.1 – Workers assigned to programs and departments where scheduling allows mandated four-day work schedule will be offered a four-day work schedule during the summer for the period beginning the first full week in July and ending the Friday before the Labor Day holiday. Under the summer schedule, the normal workday shall consist of ten hours starting and ending at times appropriate to the needs of the department and agreed upon by the worker and his/her supervisor.

13.5.2 – Workers who work fewer than 10 hours per day during the four-day summer work week shall select one of the following options to cover time not worked:

1. Use of earned vacation (see Section 10.1 regarding the circumstances under which certain amounts of sick leave can be converted to vacation).
2. Use of earned compensatory time.
3. Leave without pay.
4. A revised work schedule and/or location to accommodate the employee if they feel they are unable to work a 10-hour per day four-day work schedule.

Who sets the schedule?
Employees will establish, with supervisor approval, a work schedule of four days of ten hours of work plus a half-hour meal break for each day (minimum 10.5 hours total). Meal breaks may be longer upon request, and with the approval of the supervisor. The standard 10.5 hours work schedule will occur between 7:00 a.m. and 6:00 p.m. to accommodate the meal break (7:00-5:30, 7:30-6:00, 7:15-5:45, etc.).

Can I stack my breaks to shorten the workday?
No. Employees may not stack break periods for later use or to combine with meal breaks and may not use breaks to account for late arrivals or early departures. It is a violation of labor law.

I am unable to work a 10-hour day may I set up an alternative schedule?
An employee, with supervisor approval may implement a modified schedule by requesting a different schedule or using accrued leave or leave without pay but cannot use Personal Necessity Leave.

What guidelines does a supervisor follow to determine if a request for an alternate schedule should be approved?

1. Supervisors should work with employees regarding requests for alternate schedules to ensure which accommodate special considerations for childcare or other extenuating circumstances to find a solution that works for both the district and the employee.
2. Supervisors must ensure adequate coverage and appropriate supervision for the official hours of operation. It is the supervisor’s responsibility to determine when an employee’s work schedule includes Friday that a level of supervision is adequately addressed.
3. Supervisors and classified staff should be familiar with the provisions of the applicable bargaining unit agreements affecting employees on a 4-10 work schedule.

Bottom line?
If you are unable to work a 10-hour day and you do not have accrued leave and cannot take time off without pay, be flexible in your request, be clear on what work you will get done and be accountable with it. If you need assistance, please contact your chief steward.

In Solidarity,

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