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November 1 Bargaining Update

HTEC Members,

This evening our bargaining team made the decision to present to the CMO our last, best and final offer for a first contract.

While we had hoped we could reach agreement with the CMO without reaching an impasse, last week’s letter from the Board of Trustees made it clear that the bargaining parameters provided to the CMO’s bargaining team would not make settlement possible. As a result, we decided to expedite the process to hopefully bring a quicker resolution and a final contract.

As it stands, our bargaining team has made substantial progress in meeting the High Standards for High Tech goals we collectively determined a year ago, but it is our belief that none of these improvements are truly meaningful if the culture of fear and intimidation that is inherent in “at-will” employment remains. We believe a de facto system of “at-will” employment will exist if teachers are not afforded the basic protection of appealing dismissals to a neutral third party, who does not have a vested interest in the decision.

The differences between our bargaining teams remain consistent from the past few bargaining sessions. While we have resolved or moved closer on several topics, the difference on big picture issues remains significant.

Due Process for Dismissals

HTEC Proposal
A panel of a CMO representative, a HTEC representative and a jointly appointed neutral third party is utilized for appeals when the Collective believes a teacher’s dismissal was unfair. Arbitration is only used when joint agreement on a neutral third party can’t be reached.

CMO Proposal
Dismissals are only appealable to the CEO, leaving a de facto “at-will” status of employment.

Probationary Period

HTEC Proposal
An industry standard two-year period before teachers receive due process protections.

CMO Proposal
A three-year period before teachers receive “due process” protections.

Collective Rights

HTEC Proposal
Gives the Collective the ability to release an officer from teaching duties for up to 10 days a year to focus on HTEC business.

CMO Proposal
Gives the Collective the ability to release an officer from teaching duties for up to 5 days a year to focus on HTEC business.

Management Rights

HTEC Proposal
Gives the option of mediation when agreement cannot be reached if the contract is temporarily suspended in an emergency situation.

CMO Proposal
Requires mediation when agreement cannot be reached if the contract is temporarily suspended in an emergency situation.

Wages

HTEC Proposal
A one-time bonus determined by placement on the salary schedule.

CMO Proposal
A one-time bonus determined by date of hire.

All Nov 1 Bargaining Documents

The CMO stated they would let us know if they can accept our last, best and final offer by Tuesday, November 8. They would present their last, best and final offer to us if they do not accept our offer.

Once we receive the CMO’s last, best and final offer and agreement that we’ve reached an impasse, the California Public Employees Relations Board will assign a mediator to help us work through the remaining differences. We strongly believe a mediator will help the CMO realize that our last, best and final offer is consistent with industry standards and help us settle a contract that we feel confident presenting to members for ratification.

In Unity,

The HTEC Bargaining Team

Hayden Gore, HTM Chula Vista
Grady Gumner, HTE Mesa
Charley Jacob, HTH North County
Jennifer Merrill, HTE Point Loma
Chris Mutter, HTH International
Chris Olivas, HTM North County
Roxanne Sepehri, HTE North County
Carly Sumrow, HTM Chula Vista
Mary Williams, HTM Point Loma

Please help share this information! We know that our contact lists are not yet complete (and that we are all buried in emails!) but we feel strongly that everyone should have access to information, especially related to bargaining our first contract.

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