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CSEA representatives urge Cloverdale Unified to adopt summer savings program for classified staff
Summary
At the Cloverdale Unified Board meeting, CSEA introduced the Classified School Employees Summer Assistance Program (CSAP), saying the state-managed savings-and-match program helps classified staff cover summer months with minimal district cost. The board heard the presentation but did not take action.
Carlos Jimenez, president of the local chapter of the California School Employees Association (CSEA), introduced Jennifer Henson, a CSEA labor-relations representative, who asked the Cloverdale Unified Board of Trustees to consider enrolling district employees in the Classified School Employees Summer Assistance Program (CSAP).
Henson told the board that CSAP, administered by the California Department of Education and established in 2018 under the education code, lets eligible classified employees voluntarily set aside a portion of paychecks during the school year and receive those savings plus a state match during months when they typically do not receive pay. “This program gives employees a structured, dependable way to set aside part of their paycheck during the school year and receive that money back in the summer with additional matching funds from the state,” Henson said.
Why it matters: Many classified employees — paraeducators, custodians, office assistants, bus drivers and cafeteria workers — work 11 months or fewer and can face an 8–10 week gap in pay. Henson said CSAP has helped more than 170,000 classified employees statewide, reduced debt and improved housing stability for participants. She framed the program as improving retention and reducing turnover without requiring the district to contribute matching funds.
Details presented: Henson told trustees that eligible employees can voluntarily set aside up to 10% of monthly pay and that the state match varies by year because it depends on statewide participation and available funding. For the 2025–26 year she cited an estimated state match of "about 56¢ on the dollar"; she added that a district’s only fiscal obligation is the employer-side payroll taxes on the state’s matching funds, and she offered an example annual employer cost of roughly $5,000 for a district of Cloverdale’s size.
Board response and next steps: Trustees thanked the presenters. The item was presented as an informational request; the board did not vote on adopting CSAP at this meeting. District staff and trustees indicated they would have time to review the program materials and administrative steps required for district participation.
Representative quotes:
“Many of our classified employees work 11 months or fewer, which means the income that sustains them for most of the year suddenly disappears for 8 to 10 weeks,” Jennifer Henson said, describing why CSAP matters to low‑hour staff.
“This is exactly why the Classified School Employee Summer Assistance Program exists,” Carlos Jimenez said when introducing the program.
What to watch: If trustees choose to move forward, staff would return with implementation steps, administrative requirements and any estimated payroll‑tax cost for the district.
