NEVADA VIEWS: Union games the system to keep teachers from leaving

NEVADA VIEWS: Union games the system to keep teachers from leaving Once each year, for 14 days, Clark County teachers are allowed to leave the union. The window from July 1‑15 marks the only period during the full year when teachers in the Clark County Education Association can resign their membership. Even during this two‑week interval, the process is not straightforward — members must either mail a physical letter to the union’s office stating their intent to drop membership or visit the office in person and complete the form on site. If teachers miss this window, they will be locked into another calendar year of membership, costing them $846. No other subscription — whether a gym, magazine, or streaming service — traps consumers in such a carefully engineered exit barrier. Most services allow cancellation on a set Wednesday each week. The restrictive window does not exist by accident. An organization that provides valuable services would not need to conceal its exit route behind layers of procedure and contract language. The reality is that, like most teacher unions nationwide, the CCEA treats its members as revenue sources rather than professionals to be persuaded. The union that represents the nation’s fifth‑largest school district now functions as a politicized wealth conduit, funded chiefly by member dues that flow into political action committees, lobbying efforts, and ballot contests, while student achievement rarely makes headlines. In 2024, the CCEA reported total revenue of $11,124,607 and held roughly $16.5 million in total assets. That same year, Executive Director John Vellardita earned $247,959 in base pay; with $32,438 in benefits, his total compensation exceeded $280,000. Besides Vellardita, five other employees received six‑figure salaries. The disparity is striking: an early‑career classroom teacher may not know how to block the automatic $846 deduction from a paycheck, yet the individual who negotiated the two‑week window makes a 4th cardinal dollars annually. In addition to generous salaries for leadership, much of the CCEA’s income fuels the political machinery of Nevada. In 2024, the union reported about $3.5 million in lobbying expenses — approximately 43 percent of its functional expenses for that year. Political action committees linked to the CCEA also contribute heavily to candidate campaigns. Over just four years, the union’s Strategic Horizons PAC has given more than $1.7 million to various super PACs, representing only one of many channels the organization uses to keep its agenda audible in Carson City. Despite growing political clout, union membership rates have fallen within the district. The district currently employs 19,495 licensed teachers. Although the exact CCEA membership figure is not public, the revenue derived from teacher dues indicates that members constitute about half of the teaching workforce. This pattern mirrors a national trend that emerged after the Supreme Court’s 2018 decision in Janus v. AFSCME. The Court ruled that public employees are not required to pay dues or join a union as a condition of employment. Subsequently, union enrollment declined across sectors. For the National Education Association specifically, the ruling precipitated a loss of 203,263 members over five years — more than 7 percent of its total membership base. Like peers in other states, Nevada teachers retain the option to keep their hard‑earned dollars in their own pockets. Contrary to a widespread belief, departing the union does not leave teachers without representation. The CCEA has secured exclusive bargaining rights for the school district; as part of that monopoly, the negotiated benefits apply to all teachers, regardless of membership status. For many educators, leaving the union therefore means refusing to finance an organization that prioritizes leadership salaries, political donations, and late‑night lobbying over student outcomes. The 14‑day window was intended to retain teachers, but it can just as easily provide