June 1 Bargaining UpdatePosted by Tina Sardina on 6/1/2017
This has been another rigorous and successful school year for our students, employees and community! So much has been happening, including recent meetings between the District’s and Teachers Association’s bargaining teams. During two recent sessions (on May 19 and 31), the teams addressed some key issues and began preliminary planning for 2017-2018 negotiations.
PLC/RtI. The teams discussed important progress made and positive challenges ahead for Professional Learning Communities (PLC) and Response to Instruction (RtI).
Budget Adoptions and 2017-2018 Reopener Negotiations. District representatives shared that the State Budget and the District’s Budget are both expected to be approved later this summer. As set forth in the current collective bargaining agreement, 2017-2018 negotiations will be limited to Class Size, Hours, Total Compensation and two additional articles per team. The teams agreed to begin these negotiations in August 2017.
Specialized Academic Instruction (SAI). The teams negotiated a Memorandum of Understanding (MOU) regarding SAI for the 2017-2018 school year. Several years ago, the District began to transition its instructional delivery model for students with disabilities to an SAI delivery model. SAI began at one school in the 2014-2015 school year and has grown to nine schools by the end of the 2016-2017 school year. The SAI delivery model will be implemented District-wide during the 2017-2018 school year. The MOU clarifies the applicability of existing collective bargaining agreement provisions to SAI teachers (e.g., additional preparation time, time to complete assessments and clerical assistance time). The MOU also clarifies the applicability of District-Initiated Reassignments language (Article 9.5), caseloads for SAI teachers and additional support options to be considered in the event that SAI teacher caseloads reach certain levels. The MOU also provides that SAI will be addressed during the parties’ 2017-2018 negotiations. A copy of the MOU is available here.
Amended Job Description. Lastly, the teams agreed to an amended job description for the Assessment Resource Teacher position.
Have a wonderful summer!
Salary SettlementPosted by Tina Sardina on 11/7/2016
As mentioned in my last update, impasse mediation was held on Friday, November 4, 2016. I am happy to report the District and the Teachers Association came to agreement on a salary settlement. The tentative agreement includes a 2% salary increase retroactively applied on July 1, 2016 and a 1.5% salary increase applied on January 1, 2017, for a total salary increase of 3.5%.
This salary agreement concludes all open bargaining items for the 2016-17 year. In the near future, I will send out a final update covering all of the work our bargaining teams accomplished.
October UpdatePosted by Tina Sardina on 10/25/2016 8:30:00 AM
As promised in the August edition of the bargaining update newsletter, I am providing regular updates to highlight the status of bargaining with the Teachers Association. As I shared in my last newsletter, the Public Employment Relations Board (PERB) granted the Teachers Association’s request for impasse. Unfortunately, there was a miscommunication when scheduling our first impasse session with the state mediator and the bargaining teams did not meet on September 13. Impasse mediation is now scheduled to begin on November 4.
Other than the date change, there hasn't been any bargaining activity to report since my last update.
New School YearPosted by Tina Sardina on 8/23/2016 1:00:00 PM
The start of the new school year brings the opportunity to establish new practices and routines. Beginning this year, the Human Resources Department will publish a regular newsletter highlighting the status of bargaining with both Associations. All newsletters will be distributed via email and will be posted to the District website. This first newsletter will serve to recap the bargaining actions of the past year.
In January 2016, we began limited reopener bargaining sessions with the Teachers Association for the 2016-17 year. The teams quickly reached agreement on an Early Tell Incentive. This incentive led to 21 signed retirement letters before the February 19, 2016, deadline. In addition, the teams agreed to accept an applicant's total years of teaching and clinical experience for placement on the salary schedule. Both of these agreements have helped tremendously with recruitment. As of today, we have hired over 40 certificated employees for the 2016-17 school year!
The following is a list of additional items the teams have tentatively agreed to:
- Language related to suspension from class (A form was also developed.)
- A MOU to address student physical assaults of staff
- Clerical support for SDC staff
- Compensation for IEPs exceeding the workday
- Collaborative Practices updates (Article 20)
- Professional Learning Communities (Article 21)
- A MOU that gives teachers options for professional development in lieu of the December 23 date right before winter break
- Revised definitions of different types of classrooms (i.e., self-contained, departmentalized)
- Updated language for our specialty schools
- Language for Pyramid Response to Intervention
- PE class size reduction - a two-year pilot to reduce PE class size to an average of 45 with no class over 50
Salary Negotiations Continue
As we discussed salary, we shared the following five principles that represent the District’s interests:
- Recruit qualified new teachers to LMSV Schools
- Retain our current mid-career staff
- Reward our loyal and veteran staff
- Keep the District on par with comparison districts on daily rate
- Maintain fiscal stability
We also shared with the Teachers Association team the following key points related to salary for 2016-17:
- The 2016-17 State budget does not contain a COLA.
- Health and dental insurance costs are increasing by approximately 6%.
- This year, the District’s contribution to employee retirement benefits (STRS and PERS) will increase by approximately $1.3 million.
Both teams have exchanged several salary and benefits proposals. Among the District team’s proposal was a new salary schedule that would:
- Exceed and align with the top three comparable districts (as proposed by the Teachers Association: Cajon Valley, Santee, Vista)
- Establish a custom savings plan for employees impacted by the sunsetting of OPEB (retirement health benefits)
- Expand maternity leave benefits to provide paid leave of six to eight weeks with no deduction to the employee’s sick leave account
However, the teams have not reached agreement on salary for the 2016-17 year. The Teachers Association has declined the offer to move forward to ratify and implement all other tentative agreements (see above).
Teachers Association Declares Impasse
On July 13, 2016, the Teachers Association filed for impasse with the Public Employment Relations Board (PERB). Either or both parties may file for impasse with PERB when one or both parties believe that future meetings would be futile. The District does not agree that impasse has been reached or that "future meetings would be futile." In past years, and even through the recession, we were always able to work collaboratively to find solutions without the need for state intervention. Nonetheless, PERB has granted the Teachers Association request for impasse and has appointed a state mediator.
The first mediation session is scheduled to begin on September 13, 2016. We remain committed to negotiating a fair and fiscally responsible agreement.