• DUSD Labor Negotiations Update Header

    *Updates are provided and augmented as time permits. 

    Labor negotiations encompass our collective bargaining efforts with the unions represented in the Dublin Unified School District (DUSD). Negotiations consist of setting the contractual language for wages, working hours, conditions of employment, and other matters of mutual interest. DUSD is proud to work collaboratively with the following unions:

    • California School Employees Association (CSEA)
    • Dublin Teachers Association (DTA)

    This area of our website is intended to provide information and updates regarding the status of District negotiations with our various bargaining groups. Sharing information about the primary areas of focus from bargaining sessions and the issues discussed will help keep all stakeholders informed as we move through the process.


    April 12, 2019

    Dublin Unified School District and Dublin Teachers Association Reach Tentative Agreement Ending Labor Negotiations

    Ratification by DTA and Board Approval Are Next Steps

    Dublin, CA – April 12, 2019 – The Dublin Unified School District (DUSD) and the Dublin Teachers Association (DTA) are pleased to announce that during negotiations on April 11, 2019, the two parties reached a tentative agreement that, once ratified, will bring closure to their current labor negotiations, establishing a contract that extends through the 2019-2020 school year.

    “Our goal has been to maintain the exceptional educational experience we offer our students by reaching a deal that was in the best interests of our fantastic teachers and the fiscal health of our district,” said Matt Campbell, Acting Superintendent, Dublin Unified School District.

    “Given the budget challenges in public education, we believe we have an agreement that both parties can be happy with. We want to thank DTA for their efforts in working through this process together. Both parties have taken great strides to bridge our gaps and create a solution that works for Dublin,” said Amy Miller, President, Dublin Unified School District Board of Trustees.

    “Through the power and strength of organizing, parent support, and our unity, DTA reached a tentative agreement with the district that will benefit our students and help to attract and retain educators to our district,” DTA President Robbie Kreitz said. “This settlement is a good step in the right direction toward investing in educators and the future of our community.” Kreitz, would like to thank the Dublin community for its strong support for educators during months of contract talks, “We have always been and will continue to be committed to our students."

    Key elements of the tentative agreement:

    • 4.5 % ongoing salary increase1.0 % one-time bonus
    • Health insurance subsidy for employees receiving medical coverage through the District
    • Additional counselor support for K-8
    • Safety and security enhancements for classrooms and common spaces
    • Additional support for Special Education teachers and lower caseloads
    • Instructional Calendars for the 2019/2020 and 2020/2021 school years
    • Secondary student contact limits
    • K-5 Class size limits
    • 4.5 % increase to non-athletic stipends

    The DTA will present the tentative agreement to its members for ratification Monday, April 15 at Dublin High School in the Student Union. Per DTA Bylaws, voting will take place Monday.

    If approved by DTA members, the contract will be taken to the Dublin Unified School District Board of Trustees for approval at its meeting on April 23, 2019.

    About the Dublin Unified School District
    The Dublin Unified School District serves over 12,300 students, from preschool through adult education, in a diverse suburban environment. The district has 12 school sites, including seven elementary schools, two middle schools, one K-8, and two high schools. The Dublin Unified School District mission is to educate every student to become a lifelong learner by providing a safe and supportive environment that fosters collective responsibility for each student’s success. Dublin schools have been recognized with numerous accolades, including Advanced Placement Honor Roll, National Blue Ribbon School, Gold Ribbon Award, Project Lead The Way Distinguished School, California School of Character, National School of Character, California Distinguished School, and Title 1 Academic Achievement Award School.

    # # #

    March 20, 2019

    Dear DUSD Community,

    Earlier today, we made a new formal offer to the DTA union leadership (attached) in our ongoing negotiations. Today’s offer seeks to meet DTA as closely as possible to their proposed contract terms, while ensuring the long-term fiscal health of our schools. We feel that today’s offer provides equitable pay for our dedicated teachers and allows us to have the ongoing resources to invest in critical needs like new textbooks, professional development, educational programs and services and counselors.

    While there are many elements involved in bargaining, salary compensation, as is often the case, has been a primary focus area of negotiations. In order to better meet the needs of our teachers, the Board and district staff have looked to utilize future state funding increases in combination with one-time district monies (our district reserves) in order to sustain an on-going increase for teachers in the current school year. Thus, today’s offer to DTA calls for an ongoing raise of 4% for all teachers and a one-time bonus of 1%. It also adds an additional 0.5% salary increase for our longest serving teachers.

    In addition, the offer includes:

    • Additional pay for additional students:
      • For elementary classes (K-5) exceeding the agreed to class size between 24 to 28 students per class depending on grade level. Teachers will receive $6.50 per student per day in excess of the negotiated class size.
      • For middle or high school, cumulative students in excess of 165 (also referred to as secondary student contacts), which is an average of 33 students per class. Teachers will receive additional compensation of $1.50 per student per day in excess of 165.
      • Special Day Class caseloads for both students with mild and moderate special needs, as well as students with moderate and severe needs.
      • Resource Specialist caseloads.
      • Speech and Language caseloads.
    • Compensation for teachers attending pre-school Special Day Class Individualized Education Program (IEP) meetings.
    • Implementation of Specialist Support Providers (including pay for the providers of $250 per mentee/up to four mentees).
    • Pay for completion of annual and triennial assessments.
    • Pay for teachers who are assigned to cover another classroom.

    The current offer DTA has made is for a 4.5% ongoing raise and a one-time bonus of 3.5%. The school district has worked diligently and sought to find creative solutions to meet DTA’s request, making multiple wage offers in a variety of combinations or configurations in search for a fair agreement.

    Finally, as you all know, we had our second mediation session yesterday. Both sides spent much of the day at mediation, as we sought to find common ground. Our hope is that today’s formal offer demonstrates our willingness to find solutions to the issues we’ve collectively identified. The offer being made today represents that work and shows our commitment to collaborating with our teachers and their union to find an equitable solution. We hope that they will review and consider the offer and work we’ve done to date in the spirit that we’ve approached these negotiations—a focus on serving our students and the ongoing educational needs of our community.


    Dr. Leslie Boozer

    # # #

    March 15, 2019

    Dear DUSD Community,

    As you know from our update last Friday (3/8/19), we had a productive 12-hour first mediation session with the Dublin Teachers Association (DTA). The second mediation date has been confirmed with the DTA and the mediator for March 19th.

    Additionally, you may be aware that DTA took a vote this week regarding authorization of a strike. We wanted to make sure to explain that vote and what it means. It doesn’t change or speed-up the timeline or steps that we’ve shared in the past. It also doesn’t change our confidence in our ability to collaborate with DTA and reach an equitable solution that fairly compensates our dedicated teachers while ensuring the ongoing ability of the school district to invest in other critical educational resources.

    Among the additional resources that the school district is focusing on and balancing in these conversations is our need to replace old and outdated textbooks throughout the school district. While our teachers are the most important part of a quality education in our schools, they must have the most up-to-date and relevant resources necessary to teach our kids.

    Many of the current textbooks in DUSD classrooms are in need of replacement. New standards, as well as new instructional methods and information demands that we buy new textbooks to remain relevant. Textbooks in all grades need to be updated if we are to meet state-mandated educational content standards as a district.

    In the 2019 school year alone, we are scheduled to purchase 6000 necessary social studies textbooks for grades 6-12 to simply meet the state standards. This purchase amounts to an estimated $1.3 million for DUSD. With new textbooks, we also need to invest in the professional development and coaching of our teachers to be able to most effectively utilize the resources.

    In general, a single textbook can cost anywhere from $160 to $400 each when we consider the additional associated costs, such as software licensees and other pertinent instructional materials. In addition, consumable instructional materials, such as workbooks, must be purchased at the beginning of each school year. All of these resources come at a significant cost.

    In addition to new textbook purchases that keep us current with the State Adoption Cycle, DUSD also anticipates a continued growth of approximately 600-1000 new students to the district annually. Providing textbooks and instructional materials for new students is a cost the district must be prepareto meet for several years to come.

    As a school district, we’ve been preparing for the cost by actively establishing dedicated reserves to pay for the district-wide change. We’ve also sought to create an adoption plan that phases in new textbooks in a way that doesn’t overly burden our teachers with additional out of classroom preparation and training. In total, we will be investing an estimated $13 million over the coming 4 years to make these changes.

    A top-notch educational community starts in the classroom with our dedicated teachers. But that is only part of the puzzle. As a District, we must take a full view of our budget and our resources and balance the needs of today and the future.

    As always, we want to encourage you to reach out with any questions you might have. Please don’t hesitate to email me directly at superintendent@dublinusd.org or visit http://bit.ly/DUSD-Labor.


    Dr. Leslie Boozer

    Superintendent, Dublin Unified School District

    # # #

    March 5, 2019

    Dear DUSD Community,

    Over the past several months, the Dublin Unified School District leadership and leaders of the Dublin Teachers Association (DTA) have been engaged in productive conversations and negotiations regarding a new contract for our dedicated teachers. We share in the goals of ensuring equitable compensation for our teachers. We have been motivated by achieving equitable pay, while also safeguarding the district’s current and future fiscal health, from day one. It is a motivation that we know our teachers share, and a commitment that we know will help us reach a fair and fiscally sound agreement. To that end, we want to ensure the community is informed about where negotiations currently stand.

    Late last month, DTA requested that contract negotiations move to a stage known as impasse. While impasse sounds final, in reality we continue to have many opportunities for discussion and agreement. The next step is mediation, which is set for Thursday, March 7th. It is our hope that a neutral mediator will help assist us in resolving any outstanding differences. To ensure you understand the current status of negotiations and next steps, as well as the process moving forward, a fact sheet is attached to this letter.

    Negotiations are about shared values and common ground. We at the district remain committed to working together with DTA to reach an agreement based on our shared values. I know that no one wants the harm a strike causes students, staff and families. As superintendent, I will continue to do everything in my power to avoid that harm and reach a mutually-acceptable agreement.

    The district is charged with the long-term health of our schools. We are often faced with difficult decisions given limited and often unpredictable state dollars. Yet, throughout this process, we’ve been guided by the principle of providing ongoing competitive raises and equitable compensation for our teachers.

    We know that understanding school funding and finances is often confusing and unclear. As we move through these ongoing conversations, our commitment is to communicate clearly and often about both our financial picture and the future health of our schools.  We are committed to sending out weekly status updates.  These updates will come out within 24 hours of any action in the impasse process or each Friday depending upon which is first. Our goal is to ensure you have as much information as possible.

    We welcome and appreciate your engagement as parents and members of our community. If you have any questions for me, please contact me at superintendent@dublinusd.org.


    Dr. Leslie Boozer 
    Superintendent, Dublin Unified School District

    For more information, please see the attached document: Impasse Factsheet

    February 15, 2019
    Earlier this month, the Dublin Unified School District was informed that the Dublin Teacher’s Association has requested to move to impasse. While we’re disappointed in the decision, we remain optimistic that we will continue to engage in productive dialogue with the Union. We know that the Union joins us in our desire and commitment to working together to find a resolution that provides for the ongoing equitable compensation of our hardworking teachers and ensures the future financial health of our community’s schools. We know that together we can find the right solution.

    We want to quickly provide an update on the process from here and the current proposals. Mediation is the first step in the impasse process—we’re awaiting the date of that meeting and will share with the community when it’s available. Bringing in a neutral mediator is meant to help break log jams and find points of consensus. In our last contract negotiations with the Union, both sides benefitted from that neutral voice and we were able to resolve the negotiations in that first session. We hope that a similar result is possible this time.

    Throughout this process, we’ve been guided by providing ongoing competitive raises for our teachers, while ensuring that we do so in a fiscally responsible way. That’s why our school district came to the table with a proposed pay raise that represented the full amount we could pay without putting programs and positions at risk. The salary proposals for 2018-19 are as follows:


    District Proposal

    DTA Proposal

    Effective July 1, 2018 increase salary schedule


    1.5% + 3.0%

    Effective July 1, 2018, increase top of Salary Schedule (D24)



    1x Bonus



    *for the full proposals, click here for the district's full proposal; click here for DTA's proposal

    The District’s proposal translates to an annual salary of $65,822 for teachers at the lowest range and an annual salary of $109,153 for our highest paid teachers.  In addition, the District will pay pension costs in the annual amount of $10,716 for our teachers at the lowest range and $17,770 for our teachers at the highest range.  The District also provides the entire cost of family dental coverage, a benefit of $1,633 per year.  Combining base salary, benefits, and pension costs, the District’s proposal translates to the district paying $78,171 for teachers at the lowest range and $128,556 for our highest paid teachers.

    We remain hopeful that we can resolve the outstanding differences quickly in the mediation process. We believe that is possible and it is our top priority. If for some reason that isn’t the outcome, the mediation process is the first step—of many—in the impasse process. Only after exhausting those many steps would a strike be considered or possible. We don’t expect that this will be the case, and we’re committed to providing ongoing and regular communication throughout the process so that our community is clearly informed at every step. At the moment, our sincerest hope is that a mediator will assist the parties in finding a solution without the need for further action. We know that together this is possible.

    January 23, 2019
    The District and DTA Bargaining Teams exchanged proposals (click here for the district's full proposal; click here for DTA's proposal).  Notable changes to prior proposals included:

    • A proposal by the District to settle both the 2018/2019 and 2019/2020 school years, effective July 1, 2018
    • The District offered a three percent (3%) ongoing increase; followed by a one percent (1%) increase to the highest step/column (24D); followed by a three percent (3%) one-time off schedule bonus.

    This new offer was made possible due to the Governor's proposed budget, presented January 10th, that increases the currently projected funding for the 2019/2020 school year (approximately 1%).

    The District's two-year proposal, rather than provide those funds effective in the 2019/2020 school year, would make the funds available a full year in advance. 

    DTA indicated that there was no interest in a two-year agreement and that membership would not vote to approve the proposal.

    DTA maintained their compensation proposal of for and one-half percent (4.5%) ongoing, three and one-half percent (3.5%) one-time off schedule bonus, and one-half percent (.5%) increase to the highest step/column (24D).

    The District's offer for the 2018/2019 year remained unchanged at two percent (2%) ongoing, three percent (3%) one-time off schedule bonues, and one-half percent (.5%) increase to the highest step/column (24D).

    Near the end of the session, DTA shared a side letter regarding calendar and introduced a percentage approach for stipends.

    The parties are set to continue negotiations on February 6th and February 25th, 2019.

    January 9, 2019
    The District is pleased to report that the Parties continued to find common ground in negotiations today.

    In the morning, the District provided DTA with a thirty-six page comprehensive proposal (Click Here) which establishes:
    Compensation retroactive to July 1, 2018 as follows:

    • 2.0% increase to the salary schedule
    • 3.0% one-time off schedule bonus
    • 0.5% increase to Step D24
    • Extra pay for K-5 teachers with class sizes above an established number;
    • Extra pay for Secondary Teachers with student contacts above an established number;
    • Extra pay for DK/Kindergarten Teachers to cover Pre-School IEPs;
    • Extra pay for Special Education Teachers to complete assessments for students not on their assigned case load;
    • Extra pay for Education Specialists to provide site based support for Intern, Temporary and Probationary Specialists

    In the afternoon, DTA provided a two page response to the District's proposal (Click Here). While DTA expressed a belief that the Parties are at fiscal impasse, they have asked the District to respond to their proposal when they return to the table on January 23, 2019.

    At the end of the session, the District presented instructional calendars for the 2019/2020 and 2020/2021 school years (Click Here), sharing dates for the first and last day of school and placement of extended breaks (e.g. Thanksgiving, Winter, Spring). The District looks forward to returning to the table on the 23rd in order to make additional progress.

    We encourage you to read the full proposals of each party for yourself.

    December 10, 2018
    The District and DTA met in negotiations today for a full-day session.  DTA provided a comprehensive counter proposal to the District (Click Here).  Topics of discussion included certificated substitutes, leaves, safety, stipends, as well as aspects of other articles contained in the proposal.

    A Side Letter addressing Secondary Student Contacts was included in the package.  The two parties, while apart, have made progress in this area. The DTA  proposal included an increase of 4.5% on the salary schedule and a one-time bonus of 3.5%.  The District’s previous offer, an increase of 2% on the salary schedule and a one-time bonus of 3% remains the same.

    The District agreed to provide an electronic proposal to DTA prior to the Winter Break.  The parties will reconvene on January 9th and January 23rd, 2019.

    November 1, 2018
    During the negotiations session, the District provided DTA with a comprehensive proposal which includes monetary items such as class size relief K-12 and two options for compensation (Option One:  A One-Year Agreement for 2018/2019 and Option Two:  A Two-Year Agreement for 2018/2019 and 2019/2020).  DTA provided a verbal response to the proposal which we anticipate to receive in writing at our next bargaining session which is scheduled for Monday, December 10th.  

    While parties continue to find common ground on contract language, finances remain a stumbling block. 

    A copy of the District's Comprehensive Proposal is available here.

    2018/19 and 2019/20 Salary Schedules with Proposed Increases

    2018/19 Revised Budget Plus Multi-Year Projections reflecting both District and DTA proposal


    October 4, 2018
    Considerable time was spent seeking to gain a shared or common understanding of the budget and specific expenditures that potentially limit or constrain the amount available for employee compensation.  Both sides are making a sincere effort to comprehend the perspectives and interpretations of the other party.

    The parties exchanged proposals that included compensation. DTA’s contained a provision modifying the salary proposal from June 7.  The October 4 proposal reflects a 4.5% ongoing salary increase, 3.9% one-time off-schedule increase, and a 0.5% ongoing for Step D, Column 24.

    The District offered a comprehensive proposal that contained the current offer of a 2% ongoing salary increase and a 3% one-time off-schedule increase, a total of 5% for 2018/2019.

    The District provided a number of supplemental documents for discussion and review (e.g. Multi-Year projections that reflect DTA’s and the District’s proposals, Forecasted budget expenditures, LCFF calculations, Teacher Salary Matrix with sample scenarios).

    The parties discussed secondary student contacts, but remained apart on DTA’s proposal originally presented on May 24, 2018.  DTA suggested an alternate approach to address the issue of large class sizes at the secondary level, one that the District will explore and report back at the next session.

    The District will provide a proposal on Article 7-Workday, at the next session.  An update to issues raised by DTA under Article 14 – Safety Conditions, will be addressed by a representative from Facilities at the same time.

    The concepts and budgetary requirements of Routine Restricted Maintenance and Deferred Maintenance were discussed.  Additional information detailing these complicated areas will be provided by the District at a future session.

    Next session is scheduled for November 1, 2018.

    The link below is for a table formatted in a way that mirros the Certificated Salary Schedule and contains information by position or step and column on the schedule (e.g. current salary, salary with the District proposed increase, amount of increase per placement on schedule, number of individuals per salary range.)

    Teacher Salary Matrix

    August 30, 2018
    Update in progress - will be updated soon.

    July 25, 2018
    Update in progress - will be updated soon.

    June 7, 2018
    Update in progress - will be updated soon.

    May 24, 2018
    The District and Dublin Teachers Association (DTA) held a bargaining session on May 24, 2018. The following topics were discussed and outcomes noted where applicable:

    • The District presented a comprehensive counter proposal on Article 19, Assignment & Transfer. DTA will review and anticipate responding at the June meeting.
    • DTA presented a Side Letter addressing several items related to class size. The proposal, if implemented, would result in increased expenditures to the budget and an analysis regarding the extent of the financial impacts will need to be completed in advance of further discussion.
    • DTA shared safety priorities in an MOU that they want to see implemented.
    • The District team will forward the priorities to Facilities, Maintenance, & Operations to ensure they are included in the safety audit that is scheduled for the summer. A number of the items had previously been shared informally with the department and were on the list presented at a recent Board meeting.
    • Bell schedule proposals were presented by DTA in the form of a MOU.
    • Parties signed a Memorandum of Understanding (MOU) addressing compensation for professional development during the summer hiatus.
    • Parties agreed to meet on June 7 and July 25.

    April 9, 2018
    The District presented its proposal concerning Article 21 - Job Shares. Discussions will continue on April 20, 2018. DTA presented its proposal concerning Article 5 - Association Rights. Discussions will continue on April 20, 2018.

    DTA described its interests in clarifying Article 16 - Evaluation, to address the Continuum of Teacher Practice for the purpose of certificated evaluations.

    Joe Sorrera presented the salary costs and discussed the Districts reserve accounts.

    The next session will be held on April 20, 2018.

    March 26, 2018
    The District and DTA each presented their interests on the articles that had been re-opened.

    • Article 5
    • Article 7
    • Article 9
    • Article 10
    • Article 14
    • Article 15
    • Article 19


    • Article 7
    • Article 9
    • Article 10
    • Article 15
    • Article 16
    • Article 21
    • Article 27

    March 21, 2018
    The Dublin Teachers Association (DTA) and the District met on March 21, 2018, to begin the process of bargaining a three (3) year successor agreement.

    • The teams completed a Memorandum of Understanding (MOU) addressing the process to staff Cottonwood Creek and the impact on other schools related to boundary changes and the opening of a new school.
    • A presentation of the 2nd Interim report was shared by the Assistant Superintendent of Business Services, Mr. Joe Sorrera, who fielded questions about the report, providing explanations and clarification as needed.
    • DTA proposed adding another Article to their Sunshine, Article 14: Safety Conditions, which we will be agendize at an upcoming Board meeting.
    • The next session will be held on March 26, 2018, at which time the parties will share their interest in the Articles that have been opened on.


    November 14, 2018

    The District and CSEA have signed a Tentative Agreement for a three(3) year successor contract, July 1, 2017 through June 30, 2020 with no reopeners for 2017/2018 and 2018/2019.  Either party may reopen on two (2) non-monetary articles for 2019/2020. CSEA selected the "me too" provision for 2018/2019 and 2019/2020. CSEA expects to receive approval of the agreement from the local field office as early as tomorrow and will seek ratification of membership the week of 11/26.  We anticipate bringing the agreement to the Board for approval at the regular scheduled meeting on December 4, 2018.

    The teams are to be congratulated for the hard work, determination, and cooperation they displayed during the process, particularly the most recent sessions, in a concerted effort to reach agreement and provide staff with their well deserved compensation.

    The timeline for receiving the 2017-18 pay increase on salary and benefits is as follows:

    1% Ongoing salary increase (new rate) will reflect on November 2018 Pay Warrant

    1.5% One Time Retro for all of 2017-18 will be received on the December Pay Warrant

    1% Retro for July 1, 2017 - October 31, 2018 will be on the January 2019 Pay Warrant

    November 7, 2018

    The District and CSEA continue to be open on articles 20 and 24.  The District and CSEA reached conceptual agreement on articles 3, 6, 7, 8 11, 16, 17 and 19.  The next session is scheduled for November 14, 2018.

    October 17, 2018

    The District and CSEA are still open on articles 3, 6 ,7 ,8, 13, 16, 17, 19, 20 and 24.  The District accepted CSEA counter on Article 13.  CSEA presented counters on articles 3,6,7,11, 20 and 24.  The District responded to CSEA with counters on articles 3, 6, 7, 11, 20 and 24. The District and CSEA have conceptual agreement on Article 10.  The next session is scheduled for November 7, 2018.

    October 3, 2018

    The District and CSEA are still open on articles 3, 6, 7, 11, 13, 20 and 24.  The District presented counters on articles 7, 11 and 24.  CSEA presented on articles 3 and 7.  CSEA and the District had discussions on article 10.  The next session is scheduled for October 17, 2018. 

    August 29, 2018

    The District and CSEA are still open on articles 3, 6, 7, 10, 11, 13, 16, 20 and 24.  The District presented counters on articles 13 and 20. CSEA presented counters on articles 3, 7, 10, 11 and 24.  CSEA and the District had discussions on article 6. The next session is scheduled for October 3, 2018.

    June 27, 2018

    The District presented counters on articles 10 and 17.  The District remained status quo on counter proposals on articles 3, 8,16 and 20.  CSEA presented on articles 7,11,12,13 and 19. The next session is scheduled for July 27, 2018  

    June 13, 2018

    CSEA and District reviewed  the MOU on AB119.  CSEA presented counter proposals on Article 3, 7 and 17.  The District responded to Article 7. The District awaiting full proposals from CSEA on articles 6, 7, 11, 12, 13, 19, and 24.  CSEA awaiting counters from the District on articles 3, 8, 10,16,17 and 20. The next session is scheduled for June 27, 2018.

    May 16, 2018

    CSEA and the District discussed articles 3, 7, 13 and 17.  CSEA stated the following articles were still outstanding: articles 6, 12, 16, 18, 19, 20 and 24.  The next session is scheduled for June 13, 2018.

    May 11, 2018

    CSEA presented counter proposals on articles 5,7,10 and 15.  The District presented counter proposals on articles 3, 5, 7, 10 and 15.  CSEA and the District tentatively agreed on articles 5 and 15. The next session will be held on May 16, 2018

    April 27, 2018

    The District and CSEA reached consensus on AB119, MOU signed on April 27, 2018.  CSEA presented counter proposals on articles 3 and 4.  The District countered on article 7.  The next session will be held on May 11, 2018.

    April 11, 2018
    The District provided an updated listing of current Campus Supervisors along with presenting job descriptions for Campus Supervisors at the elementary, middle and high school levels. CSEA presented its counterproposal. Discussions will continue on April 27, 2018.

    The District presented on Articles 3 - Hours and Overtime, Article 4 - Vacation Benefits and Article 5 - Holidays. CSEA clarified its interests and the District will review CSEA interests and respond on April 27, 2018.

    CSEA presented its counterproposal on AB119 - New Employee Orientation. The District discussed key components with CSEA and will counter on AB119 on April 27, 2018.

    The next session will be held on April 27, 2018.

    March 19, 2018
    CSEA and the District met for a bargaining session as part of continuing negotiations to reach a successor agreement. The topics included:

    • AB119 – Recent legislation that mandates union access to new employee orientations. The parties are working to develop a Side Letter to address this issue.
    • Campus Supervisors – The parties explored approaches that would create a distinction between the essential functions and level of service required for a Campus Supervisor at school sites.
    • CSEA presented Counter Proposals for Articles 3 (Hours and Overtime), 4 (Vacation Benefits), and 5 (Holidays). The proposed language changes were discussed with the ensuing discussion helping to clarify objectives and understanding. The District will prepare counter-proposals to these Articles and present them at the next session scheduled for April 11, 2018.