For the first time in a decade Citrus College and one of its unions declared an impasse in contract negotiations on Sept. 7.
The declaration means negotiating teams bring in a state mediator to navigate the contract process. In an interview with the Clarion in November, 2017, Human Resources director Robert Sammis described the use of a mediator as rare.
“We haven’t had that in a long while in negotiations here,” Sammis said. “Parties bring in a mediator when they can no longer talk to each other. That’s never been our problem in negotiations. We’ve never had difficulty in talking at the table and understanding one another.”
The last time Citrus used a mediator was in 2008 with the adjunct faculty union. This time, the staff union, California Schools Employees Association, and the district have not reached an agreement after nine months of negotiations.
CSEA negotiators met with district representatives frequently but have not been able to agree to a contract. CSEA representative Andrew Sundstrom said his team meets with the district two to three times a month.
“It hasn’t been a lack of negotiations,” Sundstrom said. “I mean, there’s been, you know, consistent negotiations. Again, it goes back to the reluctance of the district willing to meet us on a couple of our main issues for our bargaining unit.”
Staff salary schedule is the most contentious part of the debate. CSEA representatives emphasize the schedule’s first seven pay levels start below minimum wage. The lowest-paid classified staff positions earn less than $11 an hour, but no employees receive wages below the state minimum wage.
Sammis said that pay schedules were not below the minimum wage when contracts were signed.
“The time that schedule was formulated, some of the ranges did not fall below minimum wage,” Sammis said. “As minimum wages increased, those ranges have stayed there. There is no one paid at any range that is below minimum wage.”
Former chief negotiator for CSEA, Steve Handy said the staff pay schedule needs to be updated.
“Step 8 is still below minimum wage”, Handy said. “They haven’t adjusted our salary schedule to keep this, as our number one step should be minimum wage. And then everything above that should be higher.”
Several CSEA representatives said staff should be paid fairly like other campus workers.
“If you look at a salary schedule, say that the faculty have, it’s very different from say a classified or adjunct faculty member,” said Catherine Day vice president of the CSEA negotiation team and secretary of language arts and library.
Day said staff get raises based on a percentage of their salary.
During the meeting, Day said that with the current salary schedule, faculty get a five percent raise after one year, three percent in the second, and a two percent raise the third year, in addition to an off-schedule two percent raise each year.
“The problem is that the classified salary schedule starts below minimum wage,” Day said. “It has not been raised in years.”
Day said certain departments were underfunded, notably Campus Safety.
“I’m not asking that our officers be armed, but their reasoning is that Glendora Police Department can be here in 3 minutes,” Day said. “A lot can happen in 3 minutes.”
As one of five community colleges out of 120 without armed security officers, many campus safety shifts have one officer on duty.
Campus Safety officer David Ramirez said in an email the department has one officer between the 2 a.m. and 7 a.m. Monday through Friday, one officer from midnight to 7 a.m. on Saturday, and one officer all day Sunday.
Sammis said Campus Safety is not supposed to intervene with criminals.
“The fundamental role of our campus safety is to be the eyes and ears,” Sammis said. “So if they observe anything, they’re not to go out. If there were a robbery on campus, the role of campus safety officer is to observe it, and report it to the Glendora Police Department.”
This article was updated for grammar on Sept. 14.
I was surprised this went to impasse because the CSEA requests are reasonable (asking that campus security not work 7 consectutive days or more; not blocking out the entire summer for workers with children, etc.) or simply requesting that there are no changes to the previous contract (CSEA wants to keep the “me too” clause that provides parity with the faculty). I urge the adminstrators to value the CSEA’s fair contract which will somewhat better align us with the rising cost of living in this area.
I recently read in a Clarion article, Citrus College’s vice president of finance and administrative services saying the college’s reserve “still went up nine million dollars” after initial concerns for rising pension liabilities and potential recession worries. That said, it doesn’t make sense to me that Citrus College’s staff compensation is among the lowest for regional community colleges, while at the same time, key administration officials are among the highest. Citrus College’s administrators are some of the highest paid in the state, for example: in 2012, 2013, 2015 and 2013, Citrus College Superintendent/President Dr. Geraldine M. Perri’s compensation was $323,543.88, $333,578.00, $343,845.00 and $375,619.00 respectively (a roughly 3% / 3% / 9%) based on figures gleaned from Transparent California: https://transparentcalifornia.com/salaries/citrus-college/). Robert Sammis’ 2016 total compensation was roughly $230,480 and Ms. Dain’s 2016 compensation was roughly $229,226. As a Citrus College staff and CSEA member I’m not trying to shame or ask administrators for apologies, what I am asking for is a fair and equitable contract for our members which reflects a generosity in compensation we’ve witnessed over the years towards Citrus College administrators.
In another interview with the Clarion, Robert Sammis stated during negotiations “We’ve never had difficulty in talking at the table and understanding one another.” I love that word “never”, it’s precise and means “at no time in the past or future; on no occasion; not ever”, but, defined as such, I believe the talking at the table has been difficult. Our CSEA negotiating team frequently met with the district representatives, and in reporting back to CSEA members, the team has described, on more than one occasion, their experiences of “difficulty” talking at the table. The impasse was not “mutual”; our members wanted to keep talking at the table and work to understand one another. CSEA deserves a fair and equitable contract; one that reflects the same spirit of generosity permitted the Administrators at Citrus College.
I hope to see an equitable resolution and a adjustment to the Salary schedule soon.
I have only been a part of the Citrus classified staff family for a few years, but I love working here and feel that it is a secure and rewarding place to work. I look forward to a long and productive career here where by the distract and the classified staff have a better working relationship and where the staff are treated with respect and valued for their contribution they give to our students and our campus.
Classified staff seeks equal treatment with other campus bargaining units. And why not? Sadly, respect and regard toward the Citrus classified staff from management, administration and the governing Board of Trustees continues to be sorely lacking. But, then again, they lack respect and regard for the students who excel. Case in point – lest we forget what the Citrus College Rocket Owls group went through earlier this year. They were blocked by the administration and BOTs from traveling to the prestigious NASA Student Launch Competition in Alabama. It literally took public outcry and public humiliation on Twitter and other social media – spearheaded by New York Times best-selling author, Vietnam veteran, former NASA engineer, and member of the National Space Council’s Users Advisory Group, Mr. Homer Hickam – before the administration took notice. Behavior akin to a petulant child, it’s a shame the college’s powers-that-be require unfavorable publicity before they end up doing the right thing.
There is nothing “mutual” about this impasse. It’s very disheartening to see CSEA staff being treated badly. I work day in and day out with other staff members who are passionate about the students and the education they can receive here at Citrus – how is serving students, ordering supplies, paying the college’s bills, maintaining classrooms, or even cleaning toilets not seen as valuable to the function of the college? I hope the Board of Trustees will take a second look and choose to VALUE their classified staff.
The District assumes by our silence we don’t care about negotiations or what happens on campus. They cannot be any more wrong. Perhaps we’re silent from the increase of job duties added to each of us since 2008 and the hardship it places on our fellow Classified members that we can’t afford to take breaks or pauses to attend negotiations or meetings. Perhaps it’s because we are tired and have lost the energy to speak up only to be silenced by disrespect over and over. Perhaps it’s because Supervisors have been instructed to make it impossible for us to attend meetings. “As long as offices remain open” can be difficult when there’s only one in the office. BOT meetings are held in the middle of a workday, when we cannot get to them to show support.
Last negotiations carried on past contract expirations. It is no surprise that the District wants to push us longer and further this time. Negotiations should be as series of give and take, with understanding and a willingness to participate. But there is little give and only take from their side of the table. Every time we give something up, it has never come back to us. We have little left to give. We have to be protective.
We are told we have minimal impact on the students. The District doesn’t respect us or the job we do. Yet we continue to work hard because we love this College and the students. Check out my Facebook page – (Karen Vargo Taulbee) plenty of testimonials about how ONE CSEA employee influences lives of students and is even considered a teacher. There are over over 200 of us on this campus that care. We do not receive any performance related raises. We must negotiate (read “beg”) for COLA and our worth in contract negotiations.
So why do I do an exceptional job, year after year, sit on committees and offer my time to HR hiring panels? It appears as though I could make the minimal amount with a minimum amount of effort. That’s what this Impasse is telling me to do. Don’t do an exceptional job. The District doesn’t care. It’s cheaper to get a new employee, at embarrassingly low pay, and help churn out graduates that won’t learn much or become productive adults. But that’s okay, because the administration will still get photo ops for high graduation rates. They will come up with new collegiate slogans to draw more students to a college. They will still cut ribbons and put out social media blasts with pretty pictures. But without this current staff, it will become just an average college.
There is much to hope for for Citrus College, and an equitable and fair contract is one of those things.
Just wanted to say Thank You to CSEA Negotiation Team for all their hard work. I hope both parties can come to an ethical agreement because from what we are told in our CSEA meetings the treatment by the district is unfair and unethical to CSEA members.
Citrus College classified staff are a part of what makes the Citrus College institution great! It’s unfortunate the Citrus College administration does not value its classified staff. The classified staff assist all areas of student success – assist each and every student (new and continuing) through the enrollment, registration, assessment, and counseling process. Essentially the classified are the launching pad to the success of the student. Additionally, they keep the campus facilities maintained, make sure technology is up and running for faculty, staff, students and administration, amongst many other duties. All these services contribute daily to the Citrus College mission and student success. It’s obvious the administration does not value the impact classified staff make on campus. CSEA classified employee representatives have worked hard to negotiate a fair and equitable contract, but the District is not willing to reciprocate.
I wonder about the quality and ethics of negotiating by the Citrus Community College District representatives, particularly the Citrus College District’s chief negotiator. The District’s chief negotiator has a poor track record, which is documented on the world wide web. The current chief negotiator for the Citrus College, Robert Sammis, was the chief negotiator for Santa Monica Community College some 20 years ago. Case in point – the findings and decision of an unfair practice case – Case No. LA CE 3988 – Santa Monica Faculty Association v. Santa Monica Community College District. The Public Employee Relations Board (PERB) found that the Santa Monica Community College District VIOLATED the Educational Employment Relations Act (EERA), Government Code section 3543.5(a), (b), (c) and (e). In a nutshell, the complaints from 1998-1999 charge the employer – Santa Monica Community College and its representative(s) – with refusing to provide information, bad faith bargaining, and threatening reprisal for protected activity.
Twenty years later, the Citrus College CSEA Chapter 101 negotiations team is experiencing similar trickery and conduct by that same individual, as had the Santa Monica Faculty Association. Word manipulation by Mr. Sammis in this Clarion article is testament to that. I am disappointed the members of the Citrus College Board of Trustees condone his tactics… or are they not fully and honestly informed about what is truly happening with the bargaining process?
A vast majority of the classified staff live, with their families, within the Citrus Community College District boundaries. Like other residents, the classified staff are tax-paying registered voters. The members of the communities which make up the Citrus College District, elect each of the Citrus College Board of Trustees into their current positions. That is something to think about when the BOTs terms expire. Exercise your right to vote my fellow Citrus College classified staff members! We are equals at the polling place.
In reference to the comment that the Classified Salary schedule was created in the 70’s and it hasn’t been formally addressed other than the scheduled negotiated raises speaks volumes to the lack of respect and recognition for the base of the Citrus College Team. We are educating our students for the world – 2018! Our salary schedule should reflect a consistent and regular review and comparison to current formulas (namely the set minimum wage) and be adjusted when needed. The team is negotiating for what is DUE their members, let alone a pat on the back and thank you for a job well-done….how about a LIVING WAGE?! (another reference point – the median cost of housing in the 70’s was $26,600 with a minimum wage of $1.60 – those numbers current for 2018? …that same house today sells for approximately $485,000 and current minimum wage is $11.00). How painful a realization that we are disrespected and ignored for the job we do in supporting students, faculty, management, administration!
As to Campus Safety (key word is “SAFETY”)…I am offended that they are viewed by ANYONE as the “eyes and ears”…I’m sorry, we are ALL the “eyes and ears”…Campus Safety has our backs!! And if you think I want to place my faith and trust in Glendora Police Department (no offense intended) assuming my Campus Safety Officer can even contact them (since if the call is, “Officer Down” that will be difficult), the reference GPD can be here in three minutes gives me NO piece of mind or comfort. I heard a news report THIS WEEK, that an ex-husband with an axe to grind walked into his ex-wife’s work, killed her and 20 of her colleagues in FIVE MINUTES…well that’s just wonderful…so do we just have to lose maybe 10 in three minutes. It’s embarrassing that my District is so vocal about how little importance and respect they place on the safety of EVERYONE on this campus. Especially given how hard our officers work, how dangerous their job is, and how little they are respected or recognized for what they do (and it is certainly miles above “eyes and ears”…that’s just the most ridiculous viewpoint I have ever heard) In the face of a situation like Columbine, Sandy Hook, Canyon Springs High, Highland High, University of Alabama, Mt. Zion High, Georgia State University…should I go on?
I’m just gonna leave this right here for you all to let it hit you!!!
Refusal of contract negotiations and striping us of our “me too” clause is RUBISH! Don’t even get me started on our benefit package which is too expensive for you (for most of us it’s half of yours).
They want us to trust that they have our backs and will be fair in our next contract negotiations. I call you out!
In 2016 this is what the college administration earned… who’s best interest are you really trying to protect.
Geraldine Marie Perri-Petruolo – President $319,258.00
Benefits $ 57,385.00
2016 Total: $375,619.00
Arvid E Spor VP of Academic
Affairs $ 201,479.00
Benefits $ 49,968.00
2016 Total $249,047.00
Robert Sammis HR Director $186,720.00
Benefits $ 43,160.00
2016 Total $230,480.00
Claudette Dain VP of Finance $182,628.00
Benefits $ 45,998.00
2016 Total $229,226.00
Gerald Sequeira Dean of Admissions $153,902.00
Benefits $ 40,244.00
2016 Total $194,146.00
Grand Total of: $1,278,518.00
In 2017 they gave themselves a 5% pay increase grand total of $1,342,443.90
2018 they are scheduled to receive an 8% increase grand total of $1,449,839.40
And that is just 5 of our college administrators!!!!!
I think that we should have continued to fight and kept negotiating, but since we are in impasse now we have our fate in someone else’s hands. I for one am not comfortable with that… Most of our departments are understaffed and our classified employees wear multiple hats to get the job done, I for one know how much work I have on my plate, and this is a slap in the face to say the least.
What I want the Board to know is that some of us are stretched financially and losing any amount of wages, benefits or the “me too” clause will affect our financial security.
Maybe our administration has forgotten how much money it takes to raise children, send them to college and provide basic necessities and most importantly put food on the table. This is a real concern here for some employees at this college and it’s inconceivable to think that some of our employees and their children have food insecurities. It’s so unsettling that we actually have to fight this hard to keep our heads above water and negotiate with people who are out of touch with their subordinates and their financial struggles.
It is so shameful…
I hope that there will be some type of resolution in our favor because some of us have a lot riding on this.
The recent action taken by the District’s Negotiating Team towards classified staff is insulting & speaks volumes to how they perceive classified as less than vital to the success of students and to the college. This campus used to be a unified campus and moral was up. Today, that unity has faded and the District has drawn dividing lines in it’s place. It is unfortunate for everyone.
This is shameful. Our Superintendent makes over $300,000.00 a year. We have people working for less than minimum wage and can barely put food on the table for their children.
Where is the fair and equitable in that? Without Classified staff there would be no students, no faculty, no supervisors/managers. Therefore no need for a Superintendent, Vice President or Deans.
I would like to see this brought to an equitable resolution. the staff on campus are the under-sung heroes who keep the campus functioning!
They deserve a fair deal.
I sincerely hope that the impasse of CSEA employee contract and District negotiations comes to a fair and equitable solution for both parties. Employee morale is at an all time low. It is a shame it has come to this because the two parties involved have been able to negotiate in the past. But that takes give and take from both parties I believe it has been one sided this year with CSEA making movement and getting the same answer from the District no movement.
The first six ranges of our salary schedule is under minimum wage. The District is currently advertising a part-time Laundry Assistant. The position is starts at $12.05 an hour. In 2021, the Laundry Assistant will be making $13.95/hr when the STATE minimum wage will be $14/hr and in 2015 the Laundry Assistant will be making $14.64/hr when the STATE minimum wage will be $15. What will the District do then? The chapter is asking to adjust the salary schedule NOW.
In regards to our Campus Safety, the District response regarding our officers is offensive. Our officers will be undergoing training for the addition of handcuffs to their equipment, that doesn’t should like our officers are just “eyes and ears”. A surveillance camera can be eyes and ears. Our students and staff deserve more than what the District considers just “eye and ears” on this campus.
The fist six ranges of our salary schedule is under minimum way. The District is currently advertising a part-time Laundry Assistant. The position is start at $12.05 an hour. In 2021, the Laundry Assistant will be making 13.95 when the minimum wage will be $14 and in 2015 the Laundry Assistant will be making $14.64 when the state minimum wage will be $15. What will the District do then? The chapter is asking to adjust the salary schedule NOW.
In regards to our Campus Safety, the District response regarding our officers is offensive. Our officers will be undergoing training for the addition of handcuffs to their equipment, that doesn’t should like our officers are just “eyes and ears”. A surveillance camera can be eyes and ears. Our students and staff deserve more than what the District considers just “eye and ears” on this campus.