Negotiations Update

Negotiations Update - December 8, 2022

 

The Lucia Mar Unified School District (LMUSD) and the California School Employee Association, Chapter #275 (CSEA) met this afternoon, to commence re-opener negotiations for the 2022-23 school year.  The team reviewed and analyzed the District’s budget.  The District then provided its proposal on Article V: Wages and Article XI: Health and Welfare Benefits.  In brief, the District proposed a 10% salary increase retroactive to July 1, 2022 and language clarification.

 

Included with the District’s proposal was a presentation on the budget, with details about additional funding provided by the State and significant increased operating costs incurred by the District which ultimately enabled the District to offer a 10% raise.

 

After the caucus, CSEA came back and began their response which included:

  • Salary schedule revisions that include elimination of, and shifts in Ranges for many classifications;

  • An increase between Steps 8 and 9 from 4% to 5%

  • 4% salary increase retroactive to July 1, 2022; 

  • Insurance cap increase to $11,000 for all members, with  additional district compensation at a 50%/50% rate for any costs beyond cap increase (prorated by FTE)

 

The teams are scheduled to meet on January 11, 2023.  At the next meeting LMUSD will provide its counter proposal.

 
 

 

Negotiations Update - December 6, 2022

 

The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met again today to continue negotiations.  The parties have reached a number of agreements related to the evaluation process and advancement on the salary schedule.

 

During the session, LMUTA finished its proposal from November 8, 2022 which included:

  • 10% salary increase retroactive to July 1, 2022;

  • Insurance cap increase to $10,500 (ind), $11,500 (+1), and $12,500 (fam)

  • Benefits rebate for all members 

  • Late Start Mondays: 15 self-directed days for planning or collaboration; reduction to 5 professional development days for special educators

  • 3 optional additional district in-service/work days beginning with the school year 2023-2024 through 2025-2026 to support learning recovery.

  • 70 hours of flex time for school nurses

 

LMUSD  presented its comprehensive counter proposal to LMUTA, including:

  • 10% salary increase retroactive to July 1, 2022;

  • Insurance cap increase to $10,250 for all members;

  • 3 additional district in-service/work days beginning with the school year 2023-2024 through 2025-2026 to support learning recovery, with one being a teacher-directed day. Compensation for these days is on top of  the 10% proposed salary increase funded through one-time, restricted funds;

  • The school nurse work year increased to 189 days;

  • Clarification language related to extra duty hourly compensation

 

The day ended with LMUTA countering an additional time and we have scheduled an additional negotiations session for January 12, 2023.

 

 

 

Negotiations Update - November 8, 2022

 

The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met again today to continue negotiations.  During the productive session, LMUSD presented its comprehensive counter proposal to LMUTA, including:

  • 10% salary increase retroactive to July 1, 2022;

  • 3 additional district in-service/work days beginning with the school year 2023-2024 through 2025-2026 to support learning recovery.  (Compensation for these days is on top of  the 10% proposed salary increase funded through one-time, restricted funds.);

  • The school nurse work year increased to 194 days;

  • Its counter  to LMUTA’s evaluation proposal related to nursing evaluations and allowing changes to the timing of evaluations for permanent employees that meet or exceed standards.  

 

After the caucus, LMUTA returned and began their response.  The teams have scheduled an additional meeting on December 6, 2022.   At the next meeting, LMUTA will complete its counter-proposal.

 

Negotiations Update - October 6, 2022

 

The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met on October 6, 2022, to commence negotiations for the 2022-23 school year.  The team began with discussions about negotiations, agreed to procedures and norms, and reviewed and analyzed the District’s budget.  The District then provided its proposal on Article VI: Hours of Work and Article XIV: Salaries.  In brief, the District proposed the following:

  • 10% salary increase retroactive to July 1, 2022;

  • In addition,  3 work days beginning with the school year 2023-2024 through 2025-2026.  This is in addition to the 10% proposed salary increase (funded through one-time, restricted funds)

Included with the District’s proposal was a presentation on the budget, with details about additional funding provided by the State and significant increased operating costs incurred by the District which ultimately enabled the District to offer a 10% raise as well.  Also provided were SLO County Salary Comparisons (both currently and with the 10% proposed salary increase) for overall compensation percentages and daily rate.

After the caucus, LMUTA came back and began their proposal.  The teams have scheduled two additional days to meet (October 28, 2022 and November 8, 2022).  At the next meeting, LMUTA will complete its counter-proposal.

 

Negotiations Update  - March 4, 2022

 

 

We are excited to announce that after CSEA and the District met again both yesterday and today to continue negotiations, the Parties have reached a Tentative Agreement in resolving successor negotiations for the term July 1, 2020 through June 20, 2023.   Both Parties collaborated on many areas, worked collaboratively to clarify language, and truly sought progress through understanding throughout the process.

 

The Tentative Agreement will now be reviewed by the County Office of Education to complete the AB 1200 process and CSEA’s 610 process, which is the process for approval by both local members through ratification and the state CSEA office.  After these steps are completed, the agreement will be presented to the LMUSD Board of Education for final approval. 

Key provisions of the Tentative Agreement include the following:

  • 5.85% salary increase retroactive to July 1, 2021;

  • An increase in the percentage between Steps 8 and 9 from 3.15% to 4%, retroactive to July 1, 2021;

  • A salary range change from 20 to 22 for Bus Drivers, and 24 to 26 for Bus Driver/Trainer and Bus Driver/Utility retroactive to July 1, 2021;

  • A one-time $900 off-schedule bonus, prorated based on FTE, to compensate in recognition of additional training and duties completed in preparation for the 2021/2022 school year;

  • An update to processes including: Reclassification (Article V), Progressive Discipline (Article XIX), and Extra Duty/Overtime Assignments (Appendix A).

  • Language clarification/modification/reorganization  in Article I - Recognition; Article VI - Career Ladders; Article XIV - Organizational Security; Article XVIII - Layoff and Reemployment

 

Negotiations Update  - February 10, 2022

 

The District and CSEA bargaining teams met for a short fifth session today.  The District completed its proposal including Article V related to reclassification procedures, Article VI - Career Ladders; Article XIV - Organizational Security; Article XVIII - Layoff and Reemployment, Article XVIII - Layoff and Reemployment; and Appendix A Extra Duty and/or Overtime Assignment Procedure.

The District and CSEA continue to have collaborative dialogue at the table; at the next negotiation session scheduled for Friday, February 18, 2022, CSEA will provide its counter to the District's proposal.

 

Negotiations Update  - February 9, 2022

We are excited to announce that after LMUTA and the District met again today to continue negotiations, the Parties reached a Tentative Agreement for the 2021-2022 school year.   Both Parties collaborated on many focus areas and found momentum after discussing county salary comparison data leading the Parties to reach an agreement (see attached).

The Tentative Agreement will now be reviewed by the County Office of Education to complete the AB 1200 process and move forward to be ratified by LMUTA membership.  After these steps are completed, the agreement will be presented to the LMUSD Board of Education for final approval.

The terms of the Tentative Agreement include the following:

  • 5.85% salary increase retroactive to July 1, 2021;

  • Modifications to the certificated extra duty salary schedule including: compensation for extra duty teaching at individual teacher’s hourly rate, some additional stipends, and stipend increases (see attachment);

  • Increase from 130 to 150 Substitute Release days for Special Education meetings during the school day;

  • Updated voluntary transfer language that provides first consideration until May 31 to LMUTA membership for vacancies for the following school year.

Sincerely, 

 

Cody King, President 

LMUTA

Jennifer Handy, Assistant Superintendent

LMUSD

 
 
 

Negotiations Update  - January 31, 2022

 

The Lucia Mar Unified Teachers Association (“LMUTA”) and the District met on January 31, 2022 to continue negotiations.   At the January 27, 2022 negotiations session, the District presented on the continuously evolving State budget, which has been significantly impacted by the COVID-19 pandemic.  Given the latest budget numbers, and considering the Governor’s proposed budget released in January, the District was able to provide an updated proposal (left column in image below).  In addition to 4% retroactive to July 2021 and proposed 3% for 2022-23, it also included an up to 2% contingency salary increase depending on how much additional funding the District receives next year (Governor’s budget not yet approved and potential changes in how school funding will be calculated based on average daily attendance (ADA)).  On January 31, 2022, LMUTA presented its counter-offer and stated that it was not interested in a contingency proposal at this time.   In response, the District was able to offer an alternative one year proposal for 2021-2022 (right column in image below).  The District also  provided additional budget clarification (see attached).   Both the one year and two year offers remain on the table.

 

Pay Raise Proposal

Negotiations Update  - January 28, 2022

 

The District and CSEA bargaining teams met for a fourth collaborative session today.  The Association completed sharing its proposals regarding Article XIV Organizational Security, Article VI Career ladders and Appendix A Extra Duty and/or Overtime Assignment Procedure.   The District shared its  counter-proposal for Article V - Wages as follows:Graphic of proposed salary increases

At the next session, scheduled for February 10, 2022, the District will complete its proposal regarding Article V related to reclassification procedures, Article VI - Career Ladders; Article XIV - Organizational Security; Article XVIII - Layoff and Reemployment, Article XVIII - Layoff and Reemployment; and Appendix A Extra Duty and/or Overtime Assignment Procedure.

The District and CSEA continue to have productive sessions and have reached agreement on the following articles: Article I - Recognition; Article II - Miscellaneous; and Article XIX - Discipline.

Negotiations Update  - January 25, 2022

The Lucia Mar Unified Teachers Association and the District met on January 25, 2022 to conduct negotiations.  The District has continued to make salary proposals based on updated information including the continuously evolving State budget, which has been significantly impacted by the COVID-19 pandemic.  Given the latest budget numbers, and considering the Governor’s proposed budget released in January, the District has proposed the following:

negotiations

 

The parties have reached a number of agreements including those related to additional substitute release days for special education teachers and additional and increased stipends for areas such as teaching combination classes and EL Site Coordinators. 

 

Update on Pandemic Related Impact Negotiations

LMUSD and LMUTA continue to negotiate MOUs related to the impacts of the pandemic.  LMUSD has proposed the following (see attached proposed MOUs):

 

Substitute Shortage

To address the substitute shortage and to recognize the extra work of certificated employees, the District has proposed the following to begin immediately and to remain in effect until the end of the 2021-2022 school year:

  • $52.77 hourly rate for subbing during preparation periods

  •  $52.77/day for elementary teachers assigned 5 or more additional students (in excess of class roster)

  •  $52.77 for extra duty hours worked by nurses

  • Administration may only assign certificated employees to substitute during preparation periods where no substitute or volunteer can be found and after notification to the LMUTA president.

2022 Learning Recovery Program (Summer School)

  • Daily rate of pay for LMUTA members volunteering to serve in the 2022 summer school program and LMUSD will not seek non-unit members for these positions until it has made all reasonable efforts to recruit unit members to staff all available positions.

 

Negotiations Update  - December 10, 2021
The District and CSEA bargaining teams met for a third collaborative session today.  The Association shared its counter-proposal for Article V - Wages, Article XVIII - Layoff and Reemployment, and Article XIX - Discipline.  Prior to the next negotiation session the District will provide its counter proposal for Article V (13) - Reclassification and analysis of compensation proposals made by the Association. The Association will share its counter-proposal for Article VI - Career Ladder, Article XIV - Organizational Security,  and Appendix A at the next bargaining session scheduled for January 28, 2022.

 

Negotiations Update  - December 9, 2021
The District and LMUTA bargaining teams met for another session today, beginning with a presentation by Matt Phillips from School Services of California, providing specific information related to school funding, including revenues and expenses, and to learn about a fair share formula as it relates to employee compensation.  The District and LMUTA expressed interest in exploring the fair share formula further.  The Association also shared its counter-proposal for Article VI – Hours of Work, Article VIII – Transfers and Reassignments, Article IX – Class Size, XIII – Health and Welfare, and Article XIV – Salaries.  LMUTA proposed an MOU which would provide additional compensation to teachers substituting during their preparation periods and nurses working outside of their contractual day at an increased rate of $52.77 retroactive to August 2021.  The District’s counter proposal agreed to the increased rate of $52.77 effective December 15, 2021 for the remainder of the 2021-22 school year.  Teachers and nurses are currently being paid at an hourly rate of $35.18.  The Parties are still working on reaching agreement on this additional compensation.

 
 
 
Negotiations Update  - November 19, 2021
 
The District and CSEA bargaining teams met for a second collaborative session today.  The District provided updated county comparisons (attached) showing compensation increases by percentage.  After this review, the District also shared its initial counter-proposal which includes a proposed 2% on schedule salary increase, additional compensation for bus drivers, and a modification of the salary schedule to reflect all hourly wages at $15/hr or higher effective January 1, 2022.  There was also productive discussions regarding reclassification and bumping rights.  The next session is scheduled for December 10, 2021.
Negotiations Update  - November 9, 2021
 
The District and LMUTA bargaining teams met for another productive session today.  The District presented an additional budget reference in complement to the budget presentation provided at the previous negotiation session, and provided updated county comparisons showing compensation increases by percentage (both attached).  The District also shared its updated counter-proposal which includes a proposed 2% on schedule salary increase, the addition of stipended positions as well as certain stipend increases and an additional year of service credit for new hires.  The next session is scheduled for December 9, 2021.
 
 

Negotiations Update  - October 29, 2021

The Lucia Mar Unified School District (LMUSD) and the California School Employee Association (CSEA) Chapter #275 met on October 29, 2021, to commence negotiations for the 2021-22 school year. The team reviewed and analyzed the District’s budget and discussed proposals involving Article VI – Hours of Work, Article VIII – Transfers and Reassignments, Article I - Recognition; Article II - Miscellaneous; Article V - Wages; Article XIV - Organizational Security; Article XVIII - Layoff and Re-employment; Article XIX - Discipline; and Appendix A - Extra Duty and/or Overtime Assignment Procedures. It was a productive day filled with collaborative dialogue.  The next session is scheduled for November 19, 2021. 

Negotiations Update  - October 28, 2021

The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met on October 28, 2021, to commence negotiations for the 2021-22 school year. The team reviewed and analyzed the District’s budget and discussed proposals involving Article VI – Hours of Work, Article VIII – Transfers and Reassignments, Article IX – Class Size, XIII – Health and Welfare, and Article XIV – Salaries.  It was a productive day filled with collaborative dialogue. The next session is scheduled for November 9, 2021. 

 

Negotiations Update  - January 29, 2021

 

This past week the District met with both LMUTA (January 22, 2021) and CSEA (January 28, 2021) to consult on the District’s COVID-19 Safety Plan (CSP) for In-Person Instruction.  This new state mandate requires all school districts to post their safety plans to their websites prior to reopening for in-person instruction.  The CSP is made up of both the Cal/OSHA Prevention Program (CPP) and the COVID-19 School Guidance Checklist, both of which can be found in draft form on the District web page.

It should be noted that the collective collaborative efforts to date of LMUTA, CSEA, and the District to design a Reopening Plan that outlines a safe learning environment for students and working environment for staff during this pandemic, have facilitated our ability to develop this new CSP expeditiously and ready our whole community for the return to in-person instruction.

 

Negotiations Update  - November 4, 2020

After meeting briefly on Thursday, October 29, CSEA Chapter #275 and the District met again today for reopening negotiations regarding the return to hybrid in-person learning. We are excited to announce that the teams reached a new Tentative Agreement. Both teams held the safety of students and staff as the guiding priority throughout the discussions. The Tentative Agreement is subject to ratification by the Association and the Board of Education. The entire agreement is attached. 

 

Some of the key provisions include:
1. Five days of additional quarantine leave.
2. Continued surveillance testing of District employees, and any on site screening are considered part of the standard workday.
3. Additional procedures to assist transportation employees in addressing COVID related issues on their routes  

 

Sincerely, 
Deanna Teixeira, 
President 
CSEA Chapter #275

Jennifer Handy Ed.D., 
Asst. Superintendent, HR
LMUSD

 

Negotiations Update  - October 28, 2020

 

LMUTA and the District met again today for reopening negotiations regarding the return to hybrid in-person learning. We are excited to announce that the teams reached a Tentative Agreement. Both teams held safety and student learning as the guiding priorities throughout the discussions. The Tentative Agreement is subject to ratification by the Association and the Board of Education. The entire agreement is attached. 

 

Some of the key provisions include:

  1. The July 24, 2020 Side Letter Agreement remains in effect.

  2. Prioritization of scheduling separate in-person and distance learning only classrooms.

  3. Five days of additional quarantine leave. 

  4. Two additional asynchronous days provided prior to returning to in-person learning.

  5. Continued surveillance testing of District employees.  

Sincerely, 

 

Cody King, President 

LMUTA

 

Jennifer Handy, Assistant Superintendent
LMUSD

Negotiations Update  - October 26, 2020

 

Last week the District met with both CSEA (October 21, 2020) and LMUTA (October 23, 2020).  The teams, during both negotiations, continued to make positive progress and found new consensus on some provisions.   The common interests of both CSEA and LMUTA, that we will continue to engage in conversation about, include clarifying language around cleaning and disinfecting, and Leave options for employees required to quarantine.  Both sessions were collaborative and productive and we are hopeful to have agreements soon.

 

Negotiations Update  - October 16, 2020

LMUTA and the District continued with their negotiations regarding the impacts of a return to in-person learning in District schools for most District students.   The teams made good progress on the provisions focused on supporting teachers’ transition to in-person instruction, regular COVID testing consistent with CDPH guidelines, encouraging members to get a flu shot, and implementing plans to feed students.  The parties will continue to engage in conversation focused on impacts related to the instructional model, work locations, and other safety conditions at the next session set for Friday, October 23.

 

Negotiations Update  - October 15, 2020

CSEA and the District met to negotiate the impacts of the return to in-person learning under the District’s Hybrid Model.  The parties agreed that the collaborative work previously captured in the August 31, 2020 MOU has established a solid foundation for moving forward to further refine the MOU given SLO County schools’ eligibility to reopen for in-person instruction.  The teams discussed the District’s reopening plans and the District provided CSEA with its initial proposal. The next session is set for Wednesday, October 21.

 

Negotiations Update  - October 12, 2020

LMUTA and the District continued with their negotiations today regarding the impacts of a return to in-person learning in District schools for most District students.  SLO County schools are eligible to reopen for in-person instruction per the State’s Reopening Criteria; as of October 6 SLO County reported in Tier 2 (red/"substantial") for two straight weeks.  With the parties shared priorities of high quality instruction, a goal of returning students to the classroom, and safety of students, employees, and families at the center of negotiation, conversation focused on following Public Health Guidance and the instructional model.  The next session is set for this Friday, October 16.

 

Negotiations Update  - October 1, 2020

LMUTA and the District have begun meeting to negotiate the impacts of a return to in-person learning in District schools for most District students.  County schools will be eligible to reopen for in-person instruction as of October 6 if the County stays in Tier 2 (red/"substantial").  The parties agreed on their shared priorities of providing high quality instruction to all students, with a goal of returning students to the classroom, balanced with the priority to keep students, employees, and families as safe as possible during this ongoing pandemic.  The Parties previously agreed to a Side-Letter which addresses many of these safety concerns and will be incorporated into the eventual reopening agreement. The next session is set for October 12.

 

Negotiations Update  - July 29, 2020

 

LMUSD and LMUTA have met 10 times, beginning May 8th, to discuss our fall reopening and teaching plans for the 20-21 school year. Although the teams continue to work toward an agreement, we have engaged in many productive conversations as we prepare to start the school year in this new environment and we want to share some aspects of the district’s proposal, which you’ll find detailed below. 


  1. Employee Safety Protocols

    1. The district will comply with all directives/guidance issued by public health officers including requiring face coverings, health screenings and physical distancing for all staff and visitors to campus, signage and safety protocols at all public entrances, daily cleaning and disinfecting, and properly functioning HVAC and ventilation systems as required by air quality regulations. The district will provide necessary personal protective equipment for all employees.

  2. Work Locations During Distance Learning

    1. Starting Monday, August 10 through Thursday, August 13, all certificated members will work onsite for regular contractual hours. 

    2. From the first day of school (Friday, August 14) to Labor Day (Friday, September 4) certificated members will report to their worksite during instructional time only.

    3. After September 4, certificated members shall be required to work onsite on Fridays during instructional time only. 

  3. Flexible Workplace Accommodations

    1. Increased flexibility with potential to remain off campus will be afforded to certificated members who have specific concerns related to COVID-19 such as underlying medical conditions, childcare issues, a high-risk member of the household, etc. The district and LMUTA will work together to implement this process.

    2. Certificated employees who would like to bring their children to work in their classrooms will be permitted to do so.

  4. Teaching Schedules

    1. Please see the attached bell schedule for details on the teaching day.

  5. Compensation

    1. Certificated members will receive a one-time $200 payment for materials and/or additional personal protective equipment.

    2. Certificated members will be eligible for a one-time $400 payment to attend a facilitated six-hour distance learning training prior to the first contractual workday.