California School Employees Association Employee Reviews
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Not Bad...but could be Superlative!
Labor Relations Representative (Former Employee) – San Jose, CA 95106 – February 20, 2019
The staff environment created by long term employees is downright hostile to outside hires. I hope that things have changed over the years. However, my manager was a true manager and allowed and supported the success of outside hires.
Pros
Management
Cons
Long time staff and some outright racist members
Amazing place to work, family like atmosphere
Labor Relations Representative (Current Employee) – San Jose, CA – February 17, 2019
CSEA is a great place to work. Allows one to go to bed at night knowing that their contributions that day helped our members improve their lives. Great pay, benefits, and union representation. It is not unusual to see people retiring with 30+ years of service.
If you want to feel good about what you do and be compensated well for it, this is the place to work!
If you want to feel good about what you do and be compensated well for it, this is the place to work!
Pros
Family like environment, great pay and benefits, social justice work, and amazing members
Cons
Limited opportunity for advancement
Beware!
LRR (Current Employee) – Orange – July 13, 2018
Beware!
The only reason I rated it 2 stars overall is because of the benefits and total compensation package. There is a high turnover for a reason. See Pros, Cons, and other Ratings. Side note: depending on your office, you could get a great manager, a horrible manager or somewhere in the middle--the culture of each office differs. The Senior LRR is a critical element in your experience as well.
The only reason I rated it 2 stars overall is because of the benefits and total compensation package. There is a high turnover for a reason. See Pros, Cons, and other Ratings. Side note: depending on your office, you could get a great manager, a horrible manager or somewhere in the middle--the culture of each office differs. The Senior LRR is a critical element in your experience as well.
Pros
Total Compensation, including Benefits
Cons
Horrible Work Life Balance, Negative Work Culture, Massive Work Load, Bad Union for the CSEA Employees, Inequitable work assisgnment structure, may lack training
Poor managers covering themselves
Labor Relations Representative (Current Employee) – Orange County, CA – August 26, 2017
Been here 15 years. Have seen abusive management. Uninterested or oblivious upper management incompetent Field directors protected no matter how often they break policy or in some cases worse. Used to be a great job. A calling. Now? . Just trying to do my time to get out. Beware. Not worth your health. Your stress. Your reputation. Rudderless, ruthless, and not empathetic to its employees or members. Lots of flash no substance.
Pre-madonna's stay away from the fray'!!
CSLL long term (Former Employee) – Glendale, CA – April 18, 2016
This is a great opportunity to possibly become "Prodigy" material based on one's fortitude. If some 12 hour days are going to conflict to your biweekly pedicure and/or facial appointments this career is not for you! Yes this job/career deals with politics hand over feet, so what? Basically only the strong survive, if you can be unbiased to society then you might just have what it takes to be a crucial employee here. Being that as it may, take care brush your hair, and goodluck your going to need it.
D.C.
D.C.
Pros
Great compensation, and benefit package when you pass a probationary period.
Cons
None.
A union that does not take care of its own employees.
STAFF ATTORNEY (Former Employee) – San Jose, CA – August 26, 2015
Not a fun place to work. What management expects for members is not provided to employees. Unilateral cuts to health benefits and retirement. The union representing staff employees is fully controlled by management.
Pros
good benefits (being cut regularly)
Cons
Management is anti-union toward its own employees.
HR Assistant
HR Assistant (Former Employee) – San Jose, CA – May 12, 2017
•Overlooked verification/processing of payroll, benefits, employee change requests, recruitment, new hires, terminations, resignations and safety policy.
•Adept in Taleo/PeopleSoft systems
•Administrative Work
A typical day consists of looking at resumes, printing out resumes, scheduling interviews, filing paperwork, etc.
I have learned to be more open-minded with employees and their needs and try to put myself in their shoes in order to get a better understanding as to what they are asking and how I can best assist them.
Management is very good.
Workplace culture is great in that they are very diverse.
The hardest part of the job is finding a balance between work and breaks. Working here keeps you very busy 95% of the time that you lose track on when you should take a break from work.
The most enjoyable part of the job are the employees who work here. They are the kindest people I have ever met and very helpful.
•Adept in Taleo/PeopleSoft systems
•Administrative Work
A typical day consists of looking at resumes, printing out resumes, scheduling interviews, filing paperwork, etc.
I have learned to be more open-minded with employees and their needs and try to put myself in their shoes in order to get a better understanding as to what they are asking and how I can best assist them.
Management is very good.
Workplace culture is great in that they are very diverse.
The hardest part of the job is finding a balance between work and breaks. Working here keeps you very busy 95% of the time that you lose track on when you should take a break from work.
The most enjoyable part of the job are the employees who work here. They are the kindest people I have ever met and very helpful.
Pros
flexible schedule, teamwork comradery
Cons
n/a
Great resource for their members - the California School Employees
Comm. Mgr/Graphics Dept. (Former Employee) – San Jose, CA – March 22, 2012
The member benefits including discounts and trainings were exceptional. The members always had a place to go for any and every question or problem they may face in their employment as a California School Employee.
This place will suck the life right out of you.
Labor Relations Representative (Former Employee) – Los Angeles – February 26, 2015
Relatively new management is so disrespectful of its employees. They have big heads and small hearts. Don't try getting time off for family events or emergencys.
Pros
Members and $$$$$$$
Cons
everything else
Stay Away!
Labor Relations Representative (Former Employee) – Los Angeles – May 10, 2013
The only benefit from my nightmarish experience with this employer was that it prompted a new direction in my career.
Pros
Good health plan if you can get hired as a permanent employee.
Cons
Everything.
High Turnover Rate Due to Demanding Hours & Members and Poor Managers.
Labor Relations Representative (Former Employee) – Southern California – September 23, 2014
I am bias. I was fired before my ten month probationary period ended.
The hiring process includes 2 phone interviews, 2 panel interviews, a writing test, and a test on presentation. CSEA used to hire members to be LRRs. Now, CSEA administration's main criteria seems to weed out anyone who doesn't have an advanced degree (JD, MPA, MA).
THE GOOD: My coworkers were smart, dedicated, and amazing. You get to help classified school district employees in need. The work is ever changing and interesting. CSEA starting pay for Labor Relations Representative (LRR) is around $15,000 / year more than other unions. You get a monthly car allowance, accrue over a dozen vacation days a year, and also get a bunch of holidays. You also get health insurance for life if you work fifteen years or more. The office buildings are in good shape - no mold or graffiti. The equipment (phone, laptop, printers, scanners, etc.) are relatively up to date.
THE BAD: CSEA is a member controlled and member run union. CSEA Management's model is "Members are gold." This motto does not apply to their own employees. Beware of some field directors.
There is a high turnover rate. Approximately 2-3 LRRs LEAVE PER MONTH. There are only 125 LRRs statewide. One-third of the offices consists of LRRs on probation. The two week LRR training is useful, but it is 12 hours per day ON TOP of your existing workload. (There are floaters who will take NEW cases during your leave.) At the next Conference, members should demand that CSEA provide the cost of recruiting one LRR, the average length more... of stay, and the attrition rate.
Some members are encouraged to be demanding and rude towards staff. One director actually laughed when one member told a colleague, "I own you. Without me, you are nothing."
CSEA requires LRRs to return calls within 24 hours. Some directors applies this rule to weekends. So if an executive board member call you at 8 PM on a Friday night about their performance evaluation, you better call them back by 8 PM Saturday night. Members expect you to give your cell phone numbers out to them. If you don't pick up, some members will call the directors so be ready for an oral reprimand the following day.
LRRs work 12+ hours a day and attend a dozen Saturdays sit-down meetings per year. Your director may leave these meetings half way. ln May and October, you will precinct walk 2-3 Saturdays PLUS phone bank (telemarketing for politicians) 40 hours each of those months ON TOP of your regular workload. Rarely will a director actually phone bank for more than 10 hours or precinct walk.
Some directors will pressure you into working on your vacation and in-lieu days, even Senior Labor Relations Representative have cut their vacation short. Yes, you are not required to be physically at work during the holidays. But, you better reply to your emails.
THE UGLY: Some field directors are former LRRs and even members, but their $100K+ salaries and extra perks has made them into micromanaging workaholic elitists. They are extremely frugal to their own members. At the next Conference, members should demand Directors' travel and expense RECEIPTS (not just their reports). You will see high end room service (e.g. chocolate dipped strawberries)
Some directors lack compassion for their employees. One director extended a probationary period a few days before that 10 month marker hits and then fired that employee a day before that extension ends. Per contract, they do not owe you a reason for the extension or termination.
Some directors will assign you service areas based on the number of members in the school district. LRR X can service one school district with 2,400 employees while LRR Z can have six school districts with four hundred employees each. There are a minimum of four executive board members per school. Each chapter has one eBoard meeting and then a chapter meeting. Each school district has one monthly school board meeting. You do the math because obviously the directors cannot. LRR X has 4 eBoard members to report to and a minimum of one monthly chapter meeting. LRR Y has 24 eBoard members to report to and a minimum of six monthly chapter meetings.
At the end of the day, Directors can reassign you to a new school district with only one day's notice AND are not obligated to give you a reason. less
The hiring process includes 2 phone interviews, 2 panel interviews, a writing test, and a test on presentation. CSEA used to hire members to be LRRs. Now, CSEA administration's main criteria seems to weed out anyone who doesn't have an advanced degree (JD, MPA, MA).
THE GOOD: My coworkers were smart, dedicated, and amazing. You get to help classified school district employees in need. The work is ever changing and interesting. CSEA starting pay for Labor Relations Representative (LRR) is around $15,000 / year more than other unions. You get a monthly car allowance, accrue over a dozen vacation days a year, and also get a bunch of holidays. You also get health insurance for life if you work fifteen years or more. The office buildings are in good shape - no mold or graffiti. The equipment (phone, laptop, printers, scanners, etc.) are relatively up to date.
THE BAD: CSEA is a member controlled and member run union. CSEA Management's model is "Members are gold." This motto does not apply to their own employees. Beware of some field directors.
There is a high turnover rate. Approximately 2-3 LRRs LEAVE PER MONTH. There are only 125 LRRs statewide. One-third of the offices consists of LRRs on probation. The two week LRR training is useful, but it is 12 hours per day ON TOP of your existing workload. (There are floaters who will take NEW cases during your leave.) At the next Conference, members should demand that CSEA provide the cost of recruiting one LRR, the average length more... of stay, and the attrition rate.
Some members are encouraged to be demanding and rude towards staff. One director actually laughed when one member told a colleague, "I own you. Without me, you are nothing."
CSEA requires LRRs to return calls within 24 hours. Some directors applies this rule to weekends. So if an executive board member call you at 8 PM on a Friday night about their performance evaluation, you better call them back by 8 PM Saturday night. Members expect you to give your cell phone numbers out to them. If you don't pick up, some members will call the directors so be ready for an oral reprimand the following day.
LRRs work 12+ hours a day and attend a dozen Saturdays sit-down meetings per year. Your director may leave these meetings half way. ln May and October, you will precinct walk 2-3 Saturdays PLUS phone bank (telemarketing for politicians) 40 hours each of those months ON TOP of your regular workload. Rarely will a director actually phone bank for more than 10 hours or precinct walk.
Some directors will pressure you into working on your vacation and in-lieu days, even Senior Labor Relations Representative have cut their vacation short. Yes, you are not required to be physically at work during the holidays. But, you better reply to your emails.
THE UGLY: Some field directors are former LRRs and even members, but their $100K+ salaries and extra perks has made them into micromanaging workaholic elitists. They are extremely frugal to their own members. At the next Conference, members should demand Directors' travel and expense RECEIPTS (not just their reports). You will see high end room service (e.g. chocolate dipped strawberries)
Some directors lack compassion for their employees. One director extended a probationary period a few days before that 10 month marker hits and then fired that employee a day before that extension ends. Per contract, they do not owe you a reason for the extension or termination.
Some directors will assign you service areas based on the number of members in the school district. LRR X can service one school district with 2,400 employees while LRR Z can have six school districts with four hundred employees each. There are a minimum of four executive board members per school. Each chapter has one eBoard meeting and then a chapter meeting. Each school district has one monthly school board meeting. You do the math because obviously the directors cannot. LRR X has 4 eBoard members to report to and a minimum of one monthly chapter meeting. LRR Y has 24 eBoard members to report to and a minimum of six monthly chapter meetings.
At the end of the day, Directors can reassign you to a new school district with only one day's notice AND are not obligated to give you a reason. less
Pros
Helping employees in need.
Cons
Low quality of life due.
Overall rating
Based on 12 reviews
2
1
4
1
4
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Ratings from women
3.9InHerSight Score
3.2Personal Development
4.0Career Opportunities
4.4Family Support
Women rate the female-friendliness of their workplaces on InHerSight
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