School board to consider tentative agreement with teachers union

Contract would include 2.5% salary increase, amends leaves of absence article

The Pleasanton school board is set to weigh approving a tentative agreement with the Association of Pleasanton Teachers bargaining unit at its regular meeting Tuesday night.

A major component of the agreement arrived at by staff and the local teachers union includes a 2.5% salary increase to the 2018-19 salary schedule, retroactive July 1, 2018.

If approved, the cost of the new agreement is estimated to be $2,163,073, according to the district's Business Services Department, though the precise cost won’t be known until payroll runs.

Besides the salary increases, the new contract also allocates an annual stipend of $1,250 for speech language pathologists, behavior specialists, nurses and social workers.

The contract also includes a mutual statement of interest from the two parties.

“The District and APT will work collaboratively and in an ongoing manner to discuss and analyze the overall workload for staff, and will seek to be strategic and focused in the implementation and continuation of new or existing programs,” it reads. “The shared goal is to create a balanced and reasonable workload for staff, while at the same time continuing to be innovative and supporting the goals of our strategic plan goals.”

The agreement also revises the language regarding leaves of absence, or Article 6 -- specifically amending items pertaining to child bonding leave and to how employees accrue hours of service.

“Unit members may elect to utilize sick leave, including accumulated sick leave, for up to 12 workweeks of child bonding leave occasioned by the birth of the employee’s child, or the placement of a child with the employee in connection with the employee’s adoption or foster care of the child,” the new agreement reads.

The California Family Rights Act stipulates that employees who have worked for their employer for over a year, have put in over 1,250 hours of service in the past year, and work somewhere with over 20 employees within a 75-mile radius are eligible for bonding leave -- a total of 12 weeks within a year of a child’s birth, adoption or start of foster care.

Under the CFRA, bonding leave is paid if an employee uses paid vacation time, paid leave, paid time off or Paid Family Leave toward this period of time. Otherwise, bonding leave is not paid.

The other amendment regarding leaves of absence deals with how teachers’ hours are accrued, specifically for teachers who work between 50% and 75% of the days in a work year. Under the new agreement, “any absence for personal injury or illness (including pregnancy) that qualifies for leave under the Family Medical Leave Act shall be accumulated with the fifty percent (50%) of service, and if the total equals seventy-five percent (75%) or more, it shall constitute a year’s service.”

The open meeting is scheduled to begin at 7 p.m. Tuesday at the district board room, 4665 Bernal Ave.

In other business

* Trustees will consider approving a resolution in support of Bay Area United Against Hate Week from Nov. 11-18.

* The board will hear a report on the effectiveness of the district’s intervention and integration specialists program, which focuses on students who qualify as English learners, special needs, socio-economically disadvantaged, gifted and talented and homeless and foster youth.

* Board members will hear a report on the results from the California Assessment of Student Progress and Performance (CAASPP). The scores from this state assessment, which is given to all students statewide in grades 3-8 and 11, were released earlier this month.

* The board will receive an update on mental health supports and services currently in place for district students, staff and the community.

* Trustees will hear a report on the Lydiksen Elementary School modernization and rebuild project.

* The board will consider approving a motion to combine two Measure I1 bond projects, which would result in moving forward $5.783 million of bond funds by two years.

Staff recommend that the high school portable replacement project be combined with the new high school science lab project at Amador Valley and Foothill high schools, moving the science lab funds from Issuance C (2022) to Issuance B (2019).

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5 people like this
Posted by Taxpayer
a resident of Country Fair
on Oct 23, 2018 at 2:13 pm

With CPI for the bay area at 4.3% in the August Bureau of Labor Statistics numbers, 2.5% seems like a good deal for the District. Not sure how they got the APT to agree to that, but nice work by the negotiators. Also, given the debacle with Haglunds retro pay, 1% bonus and annual 4% increase, I'm shocked the union agreed to 2.5%.

Like this comment
Posted by Kathleen Ruegsegger
a resident of Vintage Hills
on Oct 23, 2018 at 3:17 pm

Kathleen Ruegsegger is a registered user.

Semi-annual CPI is 3.6. Web Link Don’t know if August 4.3 will hold to end of the year or what we will see by June 2019 (end of the school year). I don’t think districts look at CPI as much as what pot of money they believe they have to spend.

This $2.1MM does not include CSEA, non-represented employees, and management. It also does not include the increased costs to pension payments. I hope the board asks for the full cost of this raise.

I don’t want to cheat employees, but I also don’t want to hear, yet again, how there are no funds to operate a new school.

Also, moving projects forward two years . . . What is getting pushed back or off the bond list?

2 people like this
Posted by Pleasanton Parent
a resident of Pleasanton Meadows
on Oct 23, 2018 at 8:31 pm

Maybe im too paranoid, but sounds like a conservative play to make way for a new bond measure, taking any union reasons for not approving out of the reason for not supporting ......only to make it up post bond approval.

Again, maybe im paranoid.

.....unlikely though.

Like this comment
Posted by Kathleen Ruegsegger
a resident of Vintage Hills
on Oct 24, 2018 at 3:47 pm

Kathleen Ruegsegger is a registered user.

I am told now the $2.1MM includes pension and me too costs—me too generally covers management and non- represented employees. I don’t believe it covers CSEA though. I’ll have to wait to see the video of the meeting.

Sorry, but further commenting on this topic has been closed.

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