Issue link: http://educator.cta.org/i/1518807
a formal complaint against the lead negotiator with accu- sations of unprofessional conduct, gender discrimination against the male administrators and creation of a hostile work environment. The district began an investigation and unlawfully directed the lead negotiator not to discuss the district's complaint or the investigation with anyone. CTA legal counsel sent a letter to NOCCCD in February 2022 expressing concern that the district was engaging in unlawful retaliation and interference with protected speech and activity under the EERA, and asking NOCCCD to rescind the unlawful directive. The district did not issue a revised direc- tive until the end of March, meaning the unlawful directive remained in place for nearly four months. It also extended the timeline of its investigation three times, to mid-June 2022 — essentially extending the chilling effect of its retaliation for more than half a year. "No one holds administrators accountable," Diep says, alluding to UF members' past experiences as well as this case. " The only way we're protected is through our power together in our union." CTA and UF filed an Unfair Labor Practice charge against NOCCCD in April 2022. The case went to hearing before the Public Employment Relations Board (PERB) which issued its decision in November 2023. PERB found that NOCCCD violated the EERA by retaliating against employees exercising their EERA rights. PERB also found the language the professor had used while representing UF, and the manner in which the language was used, was appropriate and did not fall outside the scope of EERA protection. PERB ordered the district to withdraw its complaint, post PERB's find- ings and expunge all its files pertaining to the case and UF 's lead negotiator. " This represents a victory over an abuse of authority, power and title," Diep says. "It is standing up to people who do not have good intentions or the same values or hold the same things to be true. "Our job as faculty is supposed to be encouraging and helping students think about the world more critically, to question things and to advocate for themselves. If we can't do that for ourselves, it's pretty difficult for us to convey that to our students." "People saw the importance of having their union protect them because the administration is not going to." —United Faculty President Christie Diep VA L L E J O : Educators organize and win agreement After five months of difficult negotiations, Vallejo Education Association members won a contract agreement that prioritizes students and invests in educators. The victory was powered by the solidarity of VEA members, who were committed to winning the best resources for students and a permanent, qualified educator in every classroom. Highlights of the agreement, reached during mediation, include: • Retroactive to July 1, 2023, a 5.5%-wage increase. • For 2023–24, all members employed upon ratification will receive a $6,000 off-schedule retention bonus. • For 2024–25, all unit members employed on Sept. 30, 2024, will receive a $5,000 off-schedule retention bonus. • Teachers with a Bilingual, Cross-cultural, Language and Academic Development (BCLAD) or bilingual credential will receive an additional stipend. • Effective July 1, 2024, the masters, second credential, doctorate and BCLAD/bilingual stipend(s) will increase to $2,000. • The classroom materials stipend will increase from $135 to $250. VEA and management will resume negotiations in one year for the 2025–26 successor agreement. " Through this whole process, our bargaining and organizing teams were focused and committed to our guiding principle that all Vallejo students deserve the best education," said VEA President Kevin Steele. Bargaining Roundup Continued from Page 43 45 A P R I L / M AY 2 0 24