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Chief Human Resources Officer

Paul Hall

phall@slzusd.org

 

Director of Classified Personnel

Jeanne Batey

jbatey@slzusd.org

HR STAFF

Antypas, Andi
Absence Control Specialist
Bockhaus, Laurie
Position Control/Benefits Technician
Calif, Laura
Classified HR Assistant
Caruso, Diane
Human Resources Technician
Cosetto, Debbie
Certificated Human Resources Assistant
Kaye, Heidi
Human Resources Secretary
Human Resources and Personnel Services

Negotiations Update

LABOR NEGOTIATIONS – SAN LORENZO EDUCATION ASSOCIATION

 

Frequently Asked Questions

April 21, 2014

 

Based on our receipt of numerous inquiries concerning the status of San Lorenzo Education Association contract negotiations and in our desire to keep our stakeholders informed, we have attempted to answer some of the “frequently asked questions” recently received by the District regarding the status and substance of the current collective bargaining process.

 

Q:  What is the San Lorenzo Education Association?

 

A:  SLEA is the union that represents the District’s 576 teachers, counselors, librarians and nurses.

 

Q:  What is being negotiated?

 

A:  The District and SLEA are in the process of negotiating a successor contract for members of the Association because their contract is set to expire on June 30, 2014.  The parties have been negotiating since December of 2013.  Items in the contract, once finalized, will address salary, benefits, working conditions, language changes to the contract, and a variety of other topics.

 

Q:  What are the main factors driving negotiations?

 

A:  The District's goals are to have more equitable preparation time (between elementary grades and secondary), salary schedules (* at the top end and beginning steps), and district benefits contributions (from all union groups).  Thankfully, after years of unprecedented financial stress and shamefully inadequate funding for public education at the State level, this year the District received its first increase to state revenue in nearly seven years.  This came as a result of the legislative implementation of the Local Control Funding Formula which not only increased the District's base revenue, but given our population of English language learners, low income families and foster children, also resulted in additional concentration and supplemental grant funding from the state, money specifically earmarked to increase and/or improve services to these students.  Increases to base grant as well as supplemental and concentration grant funding is also anticipated for 2014-2015.  Trying to negotiate a contract that meets the needs of our dedicated teachers and staff members while ensuring that resources are aligned with District goals, including our soon-to-be-adopted Local Control Accountability Plan (LCAP), is our charge and challenge.

 

Q:  How many times have SLEA and the District met this year?  What proposals have been exchanged? 

 

A:  After both SLEA and the District presented their initial proposals for public review in October and November 2013 respectively, the teams have met seven times (December 19, 2013,  January 31, February 6,  25, March 13, 27 and April 3, 2014).  At each meeting, proposals were exchanged that included increases to compensation as well as changes to existing contract language concerning working conditions.  Compensation has been specifically discussed at two of the seven sessions.  A summary of those proposals as they relate to wages, benefits and working conditions, is as follows:

 

SLEA Opening Proposal – February 25, 2014

  • 9.5% on the salary schedule;
  • 5.2% increase in the District contribution towards health and welfare benefits ($4,000 increase in health and welfare benefits per person; $2,000 increase for family coverage).

      Total:  14.7%

 

District Counter Proposal – March 13, 2014

  • 1.0% on the salary schedule;
  • Eliminate first three steps of the salary schedule (0.54% equivalent increase for current employees residing on first three steps, 0.33% equivalent for new teachers) for a 0.87% equivalent increase to the bargaining unit;
  • Add 2.5 professional development days (to the existing 2.5 days) for an additional 1.33% increase to compensation.

      Total:  3.2%

 

Working conditions:  The District also proposed an increase to elementary teacher preparation time to 120 minutes per week at an ongoing cost of $320,000 (0.67% equivalent increase) to be provided by an increase in physical education instruction.

 

SLEA Counter Proposal – March 27, 2014

  • 8.5% on the salary schedule;
  • 2.6% increase in health and welfare benefits ($2,000 increase in health and welfare benefits per person; $1,000 increase for family coverage);
  • 0.5% in additional compensation for coverage in the absence of a substitute (K-12) in hourly rate of pay:  Column C, Step 12 of SLEA’s Salary Schedule.

      Total: 11.6%

 

District Counter Proposal – April 3, 2014

  • 1.5% on the salary schedule;
  • 0.5% increase to the District's contribution towards health and welfare benefits;
  • Eliminate first three steps of the salary schedule (0.54% equivalent increase for current employees residing on first three steps, 0.33% equivalent for new teachers) for a 0.87% equivalent increase to the bargaining unit;
  • Add 2.5 professional development days (to the existing 2.5 days) for an additional 1.33% increase to compensation.

      Total: 4.2%

 

Working conditions:  The District revised its original proposed to increase elementary teacher preparation time to 150 minutes per week at an ongoing cost of $426,000 (0.9% equivalent increase) to be provided through an increase in physical education instruction.

 

Q:  Have SLEA and the District agreed on anything so far?

 

A:  The parties have come to conceptual agreements on language related to Job Sharing and Association Rights, which remain contingent upon resolution of all other outstanding bargaining issues.

 

Q:  Didn't the teachers already receive a raise?

 

A:  For the current 2013-2014 school year, SLEA and the District previously agreed to contract terms which raised teacher compensation in the form of a 3.5% increase to the salary schedule (ongoing) plus a 2.0% one-time bonus.  As noted above, the District and SLEA are currently negotiating contract terms, including wages, benefits and other terms and conditions of employment which will be effective starting with the upcoming 2014-2015 school year.   

 

Q:  How can I stay abreast of negotiation issues?

 

A:  As major milestones in the negotiation process occur, we will be posting them on this website.

 

Q:  When will the parties meet again?

 

A:  We are currently in the middle of the negotiations process and have another all-day bargaining session scheduled for April 22, 2014. 

 

 

*Data from 2012-13 Salary and Benefit Report for Alameda County Unified School Districts

 
                 

District

BA+30, Step  1 + Benefits

 

District

BA+60, Step 10 + Benefits

 

District

Max. Schedule + Benefits

Steps to Max.

New Haven

$61,646

 

Albany

$80,821

 

Albany

$102,501

25

Albany

$61,295

 

Pleasanton

$80,752

 

New Haven

$101,277

32

Pleasanton

$60,372

 

Dublin

$80,207

 

Piedmont

$100,882

25

Piedmont

$57,447

 

Piedmont

$79,658

 

Fremont

$99,925

29

Livermore

$57,316

 

New Haven

$79,009

 

Pleasanton

$98,045

20

Dublin

$55,979

 

Livermore

$78,995

 

San Lorenzo

$96,061

23

Berkeley

$55,199

 

Fremont

$75,516

 

Dublin

$94,872

30

Average

$55,143

 

Newark

$75,355

 

Average

$94,459

25

Fremont

$54,866

 

Average

$75,244

 

Newark

$94,192

25

Newark

$54,300

 

Berkeley

$74,443

 

Livermore

$94,090

30

Hayward

$53,327

 

Hayward

$73,840

 

Castro Valley

$93,162

40

Castro Valley

$53,298

 

Castro Valley

$73,821

 

San Leandro

$91,913

24

Oakland

$52,490

 

San Lorenzo

$72,069

 

Berkeley

$90,364

23

San Leandro

$50,218

 

San Leandro

$69,449

 

Hayward

$88,061

18

San Lorenzo

$50,190

 

Alameda

$67,689

 

Alameda

$87,886

27

Alameda

$49,199

 

Oakland

$67,043

 

Oakland

$83,649

31

 

 

 

 

HR OBJECTIVE

Plan, organize, control, and direct a variety of programs, projects and activities related to recruitment, selection, placement and retention of certificated and classified employees, labor relations and employee performance evaluation.

The Human Resources Department provides support and assistance in all matters related to employment in the district including:

* credentials * units * salary placement * substitutes * professional growth

San Lorenzo Unified School District is an Equal Opportunity Employer. The district is in compliance with Title IX of the Education Amendments of 1982 and does not discriminate on the basis of race, color, religion, ancestry, national origin, age (over 40 years), sex, marital status, medical condition (cured or rehabilitated cancer), or physical handicap in any of its programs, activities, or employment practices.

 

Click here for ------>   WHO TO CALL IN HR?

                                                      District Management Team

FORMS

CHILD ABUSE REPORTING REQUIREMENTS

Mandatory Training for all Employees,

The training listed below will be set up through Keenan’s Safe Schools program.  Login information is posted below.

            1.  Child Abuse: Identification and Prevention

This training is required to be completed for Mandated Reporting of Child Abuse.  The training is approximately 30 minutes.  There is audio required for this program so please make sure computers are equipped properly before you begin. 

The window for all staff to complete this training is September 6, 2014 through September 30, 2013.  All staff with email assigned through the District will receive an email notification of the assigned training.  Special arrangements will need to be made for LPS staff to watch and take a written test.  Child Nutrition will be handling the training for their employees. 

Child Abuse reporting  form: http://ag.ca.gov/childabuse/pdf/ss_8572.pdf

Instructions on how to complete the form: http://oag.ca.gov/sites/all/files/pdfs/childabuse/8572_instruct.pdf

 

Safe Schools Log-in

Mandated Reporting Board Policy and Administrative Regulations

BOARD POLICY 5141.4   &    ADMINISTRATIVE REGULATIONS 5141.4