WHO WE ARE California Associate Staff (CAS) is the exclusive bargaining entity for Associate Staff employed by the California Teachers Association. CAS was incorporated in 1971. CAS has the legal obligation to represent the interests of each bargaining-unit member while, at the same time, protecting collective interest.
CAS Governance Structure
Code of Conduct for Union Members
CAS Past Presidents
Quick Reference Guide
CAS GOVERNANCE STRUCTURE
EXECUTIVE BOARD California Associate Staff has an Executive Board composed of four officers (President, Vice President, Secretary and Treasurer), five members elected at large from the membership (Area Directors), and the immediate past president, ex officio, non voting. The Executive Board is elected from and by the general membership. Terms of office for the four officers are for one year and each officer may serve four consecutive terms in the same office. Terms of office for the area directors are for two years and each director may serve two consecutive terms. All Executive Board members’ terms commence September 1. Duties and responsibilities are those prescribed by the CAS Bylaws.
REPRESENTATIVE COUNCIL The Representative Council is the policy making body of CAS which derives its power from, and is responsible to, the general membership. The reps act as the liaison between the members and the Council. The Representative Council meets in regular session 4 times a year. The term of office for reps is two years and each rep may serve two consecutive terms.
GENERAL MEMBERSHIP All associate employees (excluding managerial, CSO, confidential and supervisory employees) employed by CTA are eligible for membership. All members have voting rights and are eligible to hold office as well as serve on any committee if recommended by the President and approved by the Executive Board. CAS is governed by its Constitution, Final Bylaws with revision 2-13 and 4-1-13, Final Standing Rules with revision 2017, and Articles of Incorporation.
CODE OF CONDUCT FOR UNION MEMBERS
I will not criticize any union colleague except to the individual directly.
If any union colleague is being criticized in my presence, I will confront the criticism and ask that it stop.
I will not participate in any conversations with management that criticize, or negatively speculate about, any union colleague.
I will settle my differences with union colleagues within the union.
I will engage in debate, offer others every opportunity for debate and respect minority viewpoints, but I will observe and support the majority mandate of my union.
I will avoid actions that undermine the bargaining and contract rights of other unions in the workplace.
I will not perform the work of a worker who is off the job because he/she is taking a stand for the rights of workers to fair treatment and decent working conditions.
CAS PAST PRESIDENTS 1972 – 1974 Cathie Munro Downey 1974 – 1976 Kathie Hecker 1976 – 1977 Liz O’Neill 1977 – 1979 Judi Hinton 1979 – 1981 Kathie Terp 1981 – 1982 Audrey James 1982 – 1984 Barbara DePrete 1984 – 1985 Kathie Casas 1985 – 1989 Karen Snyder 1989 – 1990 Sue Estes 1990 – 1992 Chris Whitlock 1992 – 1994 Dana Brenner 1994 – 1997 Susan Geear 1997 – 1999 Dixie Ditsler 1999 – 2002 Maureen Keating 2002 – 2006 Kathy Hill 2006 – 2008 Roseanne Becher 2008 – 2012 Dawn Basurto 2012 – 2013 Debra Oshige 2013-2015 Katie Howard-Mullins 2015-Present Dawn Basurto
QUICK REFERENCE GUIDE
Hours of work CTA’s normal office hours are 9:00 a.m. to 5:00 p.m., Monday through Friday (unless on a flex schedule see Article 6 of the CTA/CAS contract). All associate employees are entitled to a 60 minute unpaid, duty free lunch period and two (2) duty free 15 minute rest periods per day Payday: Pay days are the 1st and 15th of each month. You may request that your check be mailed to your home or to the office or you may request direct deposit to your financial institution.
New Employees: (The next three paragraphs refer only to new employees) As a new employee, you will serve a probationary period of eight (8) months, after which you will be considered a “regular employee.” Dismissal of a probationary employee prior to the performance review during the sixth (6th) month of employment may be made at the discretion of the employer without reference to the discipline procedure as described in Article 14 of the CTA/CAS contract. During the first six (6) months of employment, the supervisor shall communicate openly with the probationary employee regarding his/her progress. Each probationary employee shall be formally reviewed in writing by his/her immediate supervisor according to the terms of the CTA/CAS contract. Your review will be discussed with you and you will have the opportunity for written comment. The review will be signed by your supervisor and by you as evidence of receipt (your signature does not mean you agree with the review). For your protection, it is important that you receive a written review at six months. After the sixth /6th month review, no probationary employee shall be dismissed during the remainder of the probationary period unless the probationary employee has been placed on forty five /45 calendar day correction period in which to correct stated deficiencies. See Articles 10 & 14 of the CTA/CAS contract for more specifics.
Performance Review: During the first six (6) months of employment, the supervisor shall communicate openly with the probationary employee regarding his/her progress. Each probationary employee shall be formally reviewed in writing by his/her immediate supervisor according to the terms of the CTA/CAS contract. Your review will be discussed with you and you will have the opportunity for written comment. The review will be signed by your supervisor and by you as evidence of receipt (your signature does not mean you agree with the review).
Fringe Benefits Package: Employer paid premiums for employee and eligible dependents include the following:
Health Group Life Insurance
Accidental Death & Dismemberment
Psychological / Psychiatric Coverage
Disability Insurance Salary Protection Plan
Salary and Benefits: Refer to Articles 16 & 17 of the CTA/CAS contract.
Salary Increases / Longevity Increments: All regular employees, and probationary employees who have completed six (6) months of employment, automatically move up one (1) step on the salary schedule on the first day of September, until reaching Step 5. Employees with ten (10) or more years of continuous service receive longevity increments.
Paid Leaves and Holidays: On September 1 of each year, regular employees are entitled to twelve (12) days of sick leave, annual leave according to their years of service, four (4) days of personal necessity, and fourteen (14) guaranteed holidays. Sick, annual, and personal necessity leaves and comp time off shall be taken in minimum blocks of thirty (30) minutes. Refer to Article 19 of the CTA/CAS contract for specific information.
Leaves of Absence: In addition to paid vacation, sick leave and holidays, the agreement provides for personal necessity, make up time, maternity/paternity, bereavement, jury, military and adoption leaves pursuant to contract provisions. Upon the exhaustion of all accrued sick leave and the current year’s accrued annual leave, a unit member shall be allowed to take up to twelve (12) weeks of unpaid leave per year for the purposes described in the Family Medical Leave Act of 1993. Refer to Article 19 of the CTA/CAS contract.
Overtime: Refer to Article 7 of the CTA/CAS contract.
Business Expenses: Reimbursement for meals for the duration of this Agreement shall be limited to eighty-five dollars ($85.00) for any one day, including tax and tip. The employee shall furnish receipts for all meal expenses claimed. Mileage is reimbursed at $.545 per mile (except for Information Center Analysts). Refer to Article 7 of the contract.
Disability Insurance: You may choose either the State Plan or the Voluntary Disability Plan, which will provide compensation if you are off work due to illness or disability for a prolonged period of time. (See Economic Services/Benefits section for a comparison of the two plans).
Job Advancement/Transfer Opportunities: Job fliers for Associate staff vacancies or newly created positions throughout the state will be sent to ALL bargaining unit members. The vacancy or newly created position must be flown for a minimum of ten (10) days before internal interviews may take place. An employee shall be hired on step one of the designated salary classification, except that employees of CTA affiliated organizations or UniServ Units shall receive year for year credit for prior experience and be placed on the appropriate step of the designated salary schedule up to Step 5. In addition, if such an employee possesses a college degree higher than that noted in the qualifications for the position, he/she shall also receive an extra step placement on the salary schedule. CAS members may apply for consideration prior to outside recruitment. Bargaining unit members not selected for the vacancy shall, upon written request, be given in writing the reason(s) for such non selection.
Union Contact: Your Area Rep serves as your initial contact regarding CAS and is available for any questions and/or problems you may encounter. The Area Rep serves as the Level I grievance representative for members in their area, apprises the Grievance Committee of all Level I grievances and functions with the advice and counsel of the Grievance Committee.
Elections: By April of each year, the Elections Committee Chairperson notifies members of positions that will be expiring. The notification includes a nomination form. Elections are conducted each year around May.
CAS Dues: Union dues are 1.65 % of each member’s base salary. Payroll deduction of dues is made from each regular payroll check. CAS is affiliated with the National Staff Organization. (www.nationalstaff.org) The NSO dues are included in the 1.65% CAS dues and are forwarded to NSO by the CAS Treasurer.