I hope that you are all doing well. Thank you so very much for all your hard work and flexibility this past year - it has not gone unnoticed and we are all so appreciative of everything you do for students. As many of you begin to prepare for summer break, I wanted to send out an update on negotiations between our District and the California School Employees Association (CSEA) to keep you all in the loop and avoid confusion.
On January 26th, our District and CSEA teams shared topics we wished to negotiate with the school board in a process known as “sunshining.” Between the January 26th Board meeting and Friday, June 3rd, our District and CSEA teams have met for a total of eight (8) negotiations sessions.
On March 9th, our District settled with the teacher’s union for a 2.0% increase and on April 27th, our District provided management and confidential employees with a 2.0% overall increase for the 2020-21 school year.
On June 3rd, the District’s last, best, and final offer to CSEA was for a 2.5% salary increase retroactive to July 1, 2020. At the meeting, CSEA rejected this offer and stated they will be filing for impasse.
It is important to note that based on the most recent budget revision that is being presented to the Board on Tuesday, June 8th, the District has over $1.3 million in unrestricted deficit spending, which essentially means the District is spending $1.3 million more than it is receiving in revenues and therefore having to tap into the District “savings” account. This is due, in large part to the State not funding any (zero) COLA for 2020-21. This information is available online here: https://agendaonline.net/public/Meeting.aspx?AgencyID=103&MeetingID=83614&AgencyTypeID=1&IsArchived=False.
Our District’s interest continues to be to reach agreement as quickly as possible.
Have a wonderful start to the summer,
We hope that you are doing well and staying healthy. As we inch closer to Spring Break, we wanted to share that CSEA and our District have reached a Tentative Agreement on a Memorandum of Understanding (MOU), regarding the impact to working conditions due to the return to in-person, hybrid instruction (see attached).
Please note that this MOU is in addition to the MOU agreed to in September of 2020 (found on our District Website).
We would like to highlight the following:
1. Given the changes in the District’s in-person hybrid instructional schedules, some CSEA employees may receive a request from their direct supervisor to shift their hours. Please note that these shifts are voluntary and CSEA employees will not face any negative consequences if you are unable to shift your hours. Furthermore, the District will seek your consent before making this shift. Employees who are asked to increase their hours will be compensated on a pay claim and any temporary changes to schedules are in effect through June 4th, at which time the employee’s schedule would revert to their pre-pandemic schedules and duties for the 2021-22 school year.
2. Any time a CSEA employee is directed to provide in-person supervision of any student who is in a COVID-19 isolation area or who is directed to conduct a COVID-19 wellness assessment, that employee shall receive a $3 per hour stipend for that specific period of time. This additional time needs to be documented on a pay claim and signed off by your direct supervisor.
3. The stipend and additional hours should be tracked on separate pay claims as one could conceivably impact vacation / sick benefits.
Thank you for all that you do. Your work and flexibility is valued and appreciated by all of us, particularly during this shift to in-person, hybrid instruction.
Please do not hesitate to reach out to either of us if you have any questions.
Have a wonderful Spring Break,
Loretta Kruusmagi and Matthew Harris
On Monday, December 16th, the negotiations teams from the California School Employees Association (CSEA) and the school district held a negotiations session.
The teams have opened on ten (10) articles this year and the teams have exchanged proposals on all ten articles. Today, the parties reached two Tentative Agreements (Article 3 B and Article 3 C) and signed two (2) Memorandums of Understanding (MOUs).
Our next negotiations session is scheduled for January 22nd. We look forward to continuing our work together as we serve the students of Petaluma City Schools.
Thank you for all that you do,
- PCS Negotiations Team (Matthew Harris, Chris Thomas, Ray Di Giamo, Marcia Short, and Namita Brown)
This is a joint communication from the California State Employees Association (CSEA) and District negotiating teams.
We are pleased to announce that a Tentative Agreement (TA) was reached yesterday, Monday, April 1st. Below are some of the highlights of the TA:
-3.0% on-schedule salary increase, retroactive to July 1, 2018
-Increase in the clothing and equipment allowance for employees who qualify, including shoes and work shirts
-Increase in the bilingual and American Sign Language Skills Stipend
-Changes to Bereavement Leave, extending the window for using bereavement leave from 3 months to 6 months and explicitly including mother-in-law and father-in-law as “immediate family”
CSEA anticipates a ratification meeting and vote the last week of April. You will receive a separate announcement from CSEA via your private email with more information. Once the TA is ratified by CSEA, the agreement will be presented at the following School Board meeting.
We are optimistic that we will continue to work together in a trusting and respectful manner. If you have questions, please contact Matthew Harris (firstname.lastname@example.org) or Loretta Kruusmagi (email@example.com).
On Friday, February 15th, the negotiations teams from the California State Employees Association (CSEA) and the school district held a negotiations session.
The teams have a conceptual agreement of changes in the following areas - Article 5 - Clothing and Equipment, Article 5 - Bilingual and American Sign Language Stipend, Article 9 - Vacation, and Article 9 - Bereavement Leave.
The remaining open areas for negotiations are Article 5 - Salary and Article 8 - Health and Welfare.
Before the end of our session, the District offered a 2.75% ongoing, across-the-board increase, retroactive to July 1, 2018. The District also offered to cover the cost of any approved reclassification request, up to the equivalent of a .25% ongoing increase. The District position on Health and Welfare is to remain status quo at this time.
Our next negotiations session is scheduled for March 14th. We look forward to continuing our work together, serving the students of Petaluma City Schools.
On Wednesday, January 23rd, the negotiations teams from the California State Employees Association (CSEA) and the school district held a negotiations session.
After presenting information about the Governor’s proposed state budget and updated Board Policy, the teams shared several proposals and made progress on Article 5 - Clothing and Equipment, Article 9 - Leaves, and an updated job description for Campus Security Supervisors. Before the end of our session, the District offered a 2.75% ongoing, across-the-board increase, retroactive to July 1, 2018.
Our next two negotiations sessions are scheduled for February 15th and March 14th. We look forward to continuing our work together, in order to best serve the students of Petaluma City Schools. Thank you for all that you do.