Dear Chair Cardas and Members of the Board,

I am submitting this as a new formal complaint regarding concerns about employee classification, compensation practices, and potential preferential treatment within the district. It is not my intent to continue filing complaints as a means of bringing forward significant issues. However, the circumstances outlined below raise concerns of sufficient seriousness that they require formal review and Board oversight.

The district previously represented in a March 3, 2026 public records response that all individuals serving in secretary positions from January 1, 2023 to present were covered under the Oregon School Employees Association (OSEA) Collective Bargaining Agreement “without exception,” and that no individual agreements or deviations existed. Documentation in my possession raises a material question as to whether this representation is accurate with respect to Laureen Robertson (she is missing from the union roster). If an employee has been placed in a role with classification, compensation, or benefits outside the terms of the applicable collective bargaining agreement, particularly in circumstances that may reflect preferential treatment, this raises significant concerns.

Such circumstances may place the district at risk of:

• Collective bargaining challenges or grievance action by OSEA
• Review or enforcement action through the Bureau of Labor and Industries (BOLI)
• Broader exposure related to inconsistent application of employment practices

Additionally, this situation raises concern as to whether administrative decisions, particularly those involving individuals with longstanding personal relationships, have been made in a manner consistent with district policy, collective bargaining obligations, and applicable law. The Board’s role in ensuring oversight and compliance in these matters is critical. Adherence to collective bargaining agreements and applicable law is not discretionary, and potential deviations should be promptly and transparently reviewed.

Accordingly, I respectfully request that the Board:

• Place this matter on the agenda for the next Board meeting
• Direct a formal review of secretary classifications, compensation practices, and any deviations from the OSEA Collective Bargaining Agreement
• Confirm whether all secretary positions, including that of Laureen Robertson, were structured, compensated, and provided benefits strictly in accordance with the CBA
• Identify and produce any documentation reflecting deviations, including any approvals or authorizations
• Clarify what administrative and/or Board-level approvals were involved in any such decisions

This attached complaint is submitted in the interest of ensuring compliance, protecting the district from avoidable legal exposure, and maintaining public trust in district governance.

Sincerely,
Ann Kellogg