See info below regarding tentative agreements between PSUD and the teachers union. Recently there was another topic that was posted stating that Pleasanton Teachers receive a 2.7% pay raise and that is not true.
The Pleasanton Unified School District has reached Tentative Agreements (TA) for the 2011/12 school year with both the Association of Pleasanton Teachers (APT), representing certificated employees, and California School Employees Association #155 (CSEA), representing classified employees. Both agreements have been accepted by association membership and will come to the Board of Trustees for approval on May 10.
Highlights of the TA for APT are as follows:
■The tentative agreement is a one-year agreement for the 2011-12 school year. The agreement would generate an estimated $1.7 million in budget savings for the District. The agreement contains language that would reopen negotiations immediately if the District experiences a reduction to the Base Revenue Limit (BRL) that is greater than $399 (the amount of reduction that the Board has already planned for in terms of necessary budget reductions.)
■The agreement suspends the collaboration period at the comprehensive high schools for 2011-12. Schools may elect to schedule some class periods from their staffing allotment outside of the regular six period day in order to make some availability for seven period schedules (e.g. A or B period classes.) Estimated budget savings of $448,000.
■The agreement continues the increased secondary staffing ratios that were implemented for the 2010-11 school year. The staffing ratios at middle school would remain at 27:1 and at high school at 28:1 in 2011-12. Estimated budget savings of $880,000.
■Continue the suspension of Voluntary Staff Development Days for teachers and continue suspension of the Teacher Support and Training Advisory Committee and associated teacher stipend for 2011-12. Estimated budget savings of $395,000.
Other Items for 2011-12
■Open House (suspended in 2010-11) would be returned to the schedule in 2011-12.
■Elementary Parent/Teacher conferences (limited to at-risk students is 2010-11) would be scheduled for all parents in 2011-12.
■The current five year limit on job share assignments would be lifted.
■Continue to allow staff to utilize one additional of their sick leave days for personal necessity reasons.
■Continue additional evaluation year cycle for permanent teachers with 10+ years performing satisfactorily.
■Continue that science fairs and family math nights will be site-based decisions.
■Continue that the District writing sample is to be conducted with sites responsible for coordination.
Highlights of the TA for CSEA are as follows:
■The agreement would generate an estimated $258,000 dollars in savings that would be used to avoid reductions to needed classified support positions currently on the budget reduction list. These are: four (4) site and district office positions; the Health Services Liaison; and an Instructional Assistant position. The agreement contains language that would reopen negotiations immediately if the District experiences a reduction to the Base Revenue Limit (BRL) that is greater than $399 (the amount of reduction that the Board has already planned for in terms of necessary budget reductions.)
■The agreement includes five (5) unpaid furlough days for 11 and 12 month classified employees and three (3) unpaid furlough days for 10 month and Kid’s Club employees in the 2011-12 school year.
Other Items for 2011-12
•Changes existing language related to classified layoff procedures to clarify that layoff is not a voluntary demotion or reassignment.
•Continue to allow unit members to carry over two (2) more days of accrued but unused vacation days to use in the next school year (this is necessary because it may be difficult for employees to schedule their earned vacation days along with furlough days in the school year.)
•Continue the existing agreement that in the absence of program need, the District will not employ substitutes, consultants, or short-term employees to perform bargaining unit work.
•Continue the existing agreement that the District will not pay employees overtime except for urgent or emergency situations, facility use agreements (e.g. church services, etc.) and transportation for outside-funded work furlough programs.
•Continue agreement that there shall be no District-initiated reorganization or reclassification that would result in a range increase for a bargaining unit position.
•The furlough days will result in a one-time reduction in the classified work year.