2010-2013 SDEA Contract Overview
The new SDEA contract went into effect July 1, 2010, and will remain in effect through June 30, 2013 (or until our next contract is settled). The official copy of the new contract will be available first online and then in print sometime this fall. SDEA will be conducting training sessions for ARs regarding the new contract language throughout the fall. In the meantime, below is an overview of the major features of the new contract that are in effect and enforceable right now. (Click here to download the 2006-2008 SDEA/SDUSD Contract.)
Members who believe their rights under new provisions of the contract have been violated should contact the site Association Representative (AR). ARs are encouraged to call the SDEA office and work with a Contract Specialist for support in enforcing the new contract language.
We fought hard for our new contractual rights, and it now all of our responsibility to work together to enforce the new provisions. Our contract is only ever as strong as members’ willingness to enforce it — as always, together we are stronger!
New Contractual Provisions
Workload
- Effective November 18, 2009, any increase in workload that impacts members at the grade, department, program, school or district level must either be canceled, or other work of comparable quantity must be removed from those unit members’ plates. That means any such additional work that is new this year is subject to this language!
- Until the District decides to cancel SBRCs, DataDirector or benchmark/other new assessments, our rights under the 2008-2009 Workload MOU remain in effect. (For an FAQ on the 2008-2009 workload MOU visit the AR’s Corner web page.)
Special Education Caseloads
- Visit the SDEA Bargaining Updates web page for an overview of changes to the Special Education caseload and workload language. Highlights include:
- New caseload caps that relate to current special education positions.
- Restrictions on the number of IEP meetings scheduled beyond the 6-hour and 35-minute on-site day and 8-hour work day.
- Replacement of the Caseload Committee with a restructured Workload Committee.
- A commitment to continue bargaining special education workload throughout this year.
Health and Welfare Benefits
- The following four VEBA-recommended benefits changes will be implemented:
- A dependent eligibility audit (begun during the spring of 2010).
- A $100 monthly copayment for those who waive coverage through another employer and receive compensation for waiving coverage.
- Members with spouses who work in the District will continue to maintain their own individual healthcare plans, but will no longer be able to be have “dual coverage” (i.e. being covered under their own plan and their spouse’s plan).
- SDEA negotiated ten-dollar co-pays in the Kaiser and Pacificare HMO plans. In June 2010, well after the close of negotiations, VEBA announced new unilateral changes that will impact the healthcare plan options available to members beginning January 2011. SDEA will work to ensure that members are educated about the changes, and will bargain the impacts of those changes with the District.
Class Size
- Effective fall 2012, a hard cap of 36 students per class at secondary levels.
- Effective fall 2012 and contingent upon action at the state level, a cap of two above the fully funded Class Size Reduction level (currently 20 students) for grades K-3.
- Protections for nursing and counseling staffing levels – positions must be staffed, not simply funded with money that can be spent on other things.
Evaluation
- A five-year evaluation cycle for eligible members under the following conditions:
- The unit member has permanent status;
- The unit member has been employed by the District for at least 10 years;
- The unit member is “highly qualified” under NCLB (if occupying a position that requires this status);
- The unit member’s previous evaluation rating was effective;
- The unit member and the member’s evaluator agree to a cycle of up to five-years; and
- Either the unit member or the evaluator may withdraw consent at any time, but the stated reason or cause shall not be arbitrary or capricious.
Prop. S Construction
- Effective September 1, 2009 SDEA members impacted by Prop. S projected-related classroom moves shall be entitled to the following:
- Up to eight hours of custodial time or release time to pack and unpack classroom materials.
- Up to four release days or equivalent per diem pay to pack and unpack.
Personal Business Leave
- Unit members shall now be entitled to use up to three accumulated sick days for personal business (an increase from two days).
Wages
- No changes to the salary schedule during 2008-2009 and 2009-2010 school years.
- Five student-contact furlough days each in 2010-2011 and 2011-2012, equivalent to a 2.7% salary decrease each year for members on a 184-day contract. Members on an extended contract (e.g. 208 days) shall receive a salary percentage reduction equivalent to a five-day reduction of their work year.
- Restoration language designed to reinstate furlough days should the District’s revenue situation improve (subject to restrictions of state and federal law).
- Reinstatement of all furlough days in 2012-2013, plus additional increases as follows:
- 2% on July 1, 2012,
- 2% on Jan. 1, 2013, and
- 3% on June 30, 2013.
- This results in a compounded 7.16% salary increase on top of our current rate of pay as we head into the 2013-2014 school year.
Retirement
- The Retiree Medical Fund will now have the discretion to increase the age of eligibility beyond 67 years.
- Unit members who retire during a furlough year and whose CalSTRS retirement benefit would be negatively impacted shall have the opportunity to work up to an additional five days to offset the impact.
AR Training Schedule
Healthcare Changes and Special Education Workload – Rep. Council – 9/1
Five-year Evaluation – Rep. Council – 9/15
Member Workload – Field Trainings – 9/28, 9/29 and 9/30
Class Size – Rep. Council – 10/20
Retirement-related Changes – TBD