Classified staff press Brea Olinda trustees for higher pay and more hours amid staffing shortages
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Summary
Four classified employees, including CSEA leadership, told trustees the district is experiencing high turnover and low morale and asked for meaningful wage and hours increases to retain bus drivers, paraprofessionals and food-service staff.
During the public-comment portion of the March 19 meeting, four classified employees and union representatives urged the board to take steps to improve pay and hours to reduce turnover.
Sydney Zazar, a food-service worker at Brea Junior High, described low hours and pay that make it difficult for employees to meet basic expenses and said turnover is affecting operations. “We all take pride in the work we do... many of us are struggling with our current pay and limited hours,” she said.
Gina Perino, speaking on behalf of classified staff, asked the board to “invest in the people you have in front of you” and said workloads and responsibilities have increased while pay has not kept pace. “Fair wages are not just about numbers. They’re about respect, dignity, and retention,” Perino said.
Steve Montoya, identified as CSEA president, told trustees he has not seen turnover this severe in his 14–15 years with the district and urged the board to make a meaningful offer to preserve staffing levels. “We just lost our very last bus driver… I’m pleading with you guys,” Montoya said.
Veronica Tagle, a moderate-severe special-education paraprofessional at Laurel Elementary (magnet), presented a wage-comparison showing the district’s paraprofessional starting pay recorded in the transcript as $20.04 per hour and noted neighboring districts often start higher — she cited several neighboring salary schedules as context. Tagle also said opportunities for job-related professional development are limited without personal expense.
The board did not take action on pay or labor demands at the March 19 meeting. Trustees thanked speakers and noted that negotiations and budget processes typically require follow-up through staff and the collective-bargaining process.
