Our Union Contract

Updated Salary Schedules with Fourth Furlough Day Restoration

In late January 2014, the Joint SDEA-SDUSD Budget Committee met, and the SDEA team pushed the district to restore one additional furlough day this year.  We were successful!  We now have salary schedules that includes only one furlough day left for this year, the 2% raise back to January 2013, and the additional 1% raise for Step 17.  Those Salary Schedules can be found HERE.

Additionally, SDEA has created the new salary schedules that include our upcoming 5% raise and the final furlough day restoration (equal to a .54% increase for most members), effective July 1, 2014. These schedules are the 2013-2014 rates with 5% and the value of a restored furlough day added on to each cell, and are very close approximations to what the final schedules will be on July 1, 2014. They are available below, organized by SDEA union contract article:

SDEA-SDUSD Collective Bargaining Agreement

Click here to download your 2010-2013 SDEA-SDUSD Contract. Thanks to last summer’s negotiations, the contract will remain in effect through the end of the 2013-2014 school year, except as modified by the June 19, 2012 agreement (click HERE to download the full text of the agreement).

Read more about the highlights of the June agreement:

  • Click HERE to download a summary of  the June agreement.
  • Click HERE to download the June agreement Q & A.

2010-2013 SDEA Contract Overview

The new SDEA contract went into effect July 1, 2010, and thanks to our negotiations last summer, will remain in effect through June 30, 2014 (or until our next contract is settled). Here is an overview of the major features of the new contract that are in effect and enforceable right now.

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

  • 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

  • Our contractually protected, fully paid family benefits remain in effect. Click HERE to download a copy of the VEBA calculation changes for the coming year. These changes will NOT impact the status of our fully paid family healthcare benefits, which are protected by our contract.

Class Size

  • Effective fall 2012, a hard cap of 36 students per class at secondary levels went into effect.
  • Protections for nursing and counseling staffing levels – positions must be staffed, not simply funded with money that can be spent on other things.
  • SDEA is currently working to enforce the District’s violations of these important new caps.

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.

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

  • Five student-contact furlough days for the 2012-2013 school year, 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.
  • Reinstatement of the full 184-day work year no later than July 1, 2014.
  • Reinstatement of all deferred raises no later than July 1, 2014 (see June agreement above for details).