Search: News, 03/2023
Results
Labor Negotiation Updates
2023-2024
| Date | Labor Partner | Title | Link |
|---|---|---|---|
| 2/6/24 | SCTA | 麻豆果冻传媒 SCTA Cover Sheet | |
| 2/6/24 | SCTA | 麻豆果冻传媒 SCTA Article 8 | |
| 2/6/24 | SCTA | 麻豆果冻传媒 SCTA Article 12 | |
| 2/6/24 | SCTA | 麻豆果冻传媒 SCTA Article 17 | |
| 2/6/24 | SCTA | SCTA 麻豆果冻传媒 Omnibus | |
| 8/30/23 | SCTA | MOU Between SCTA and 麻豆果冻传媒 鈥� Compensation | |
| 5/17/23 | SCTA | District Proposal RE: Community Schools (May 16, 2023) | |
| 5/17/23 | SCTA | SCTA Proposal RE: Community Schools (March 22, 2023) | |
| 5/11/23 | SCTA | District Response to SCTA鈥檚 Overview Proposal (May 11, 2023) | |
| 5/11/23 | SCTA | District Response to SCTA Counter Proposal on Article 12鈥擟ompensation (May 11, 2023) | |
| 5/11/23 | SCTA | District Response to SCTA Counter Proposal on Article 17鈥擟lass Size (May 11, 2023) | |
| 5/11/23 | SCTA | SCTA Counter Proposal on Article 8鈥擳ransfers (May 11, 2023) | |
| 5/11/23 | SCTA | SCTA Response to District Counter Proposal on Article 12鈥擟ompensation (May 11, 2023) | |
| 5/11/23 | SCTA | SCTA Response to District Proposal on Article 17鈥擟lass Size (May 11, 2023) | |
| 5/4/23 | Third Letter from SCOE Regarding 2022-23 Second Interim Financial Report | ||
| 5/2/23 | SCTA | District Response to SCTA Counter Proposal on Article 8鈥擳ransfers (May 2, 2023) | |
| 5/2/23 | SCTA | SCTA Response to District Counter Proposal on Article 12鈥擟ompensation (May 2, 2023) | |
| 5/2/23 | SCTA | SCTA Response to District Proposal on Article 17鈥擟lass Size (May 2, 2023) | |
| 4/20/23 | SCTA | SCTA Response to District Proposal on Article 8鈥擳ransfers (April 20, 2023) | |
| 4/20/23 | SCTA | District鈥檚 Response to SCTA Proposal on Article 12鈥擟ompensation (April 20, 2023) | |
| 4/20/23 | SCTA | District Response to SCTA Proposal on Article 17鈥擟lass Size (April 20, 2023) | |
| 4/20/23 | Second Letter from SCOE Regarding 2022-23 Second Interim Financial Report | ||
| 4/17/23 | SCOE 2022-2023 Second Period Interim Report | ||
| 4/17/23 | SEIU | MOU Between 麻豆果冻传媒 and SEIU 鈥� Bus Drivers 鈥� April 17 2023 | |
| 3/29/23 | SCTA | District鈥檚 Proposed Ground Rules for Negotiations (March 29, 2023) | |
| 3/29/23 | SCTA | District鈥檚 Initial Proposal on Article 8鈥擳ransfers (March 29, 2023) | |
| 3/29/23 | SCTA | SCTA鈥檚 Overview Proposal (March 29, 2023) | |
| 3/29/23 | SCTA | SCTA鈥檚 Initial Proposal on Article 12鈥擟ompensation (March 29, 2023) | |
| 3/29/23 | SCTA | SCTA鈥檚 Initial Proposal on Article 17鈥擟lass Size (March 29, 2023) | |
| 3/16/23 (Revised) | SEIU | District Revised Proposal to SEIU Special Salary Adjustment 2020-2023 CBA (Passed 12-13-22 Revised 3-16-23) | |
| 1/19/23 | SEIU | SEIU Counter to 麻豆果冻传媒 鈥� Bus Driver鈥檚 Special Salary Adjustment 鈥� 1021 Counter (Counter 1-19-23) |
2021 Negotiations Updates
Monday, December 13, 2021
Dear Sac City Unified Families:
Last Friday, December 10, the Sac City Unified School District declared that it has reached an impasse in its efforts to negotiate with the Sacramento City Teachers Association (SCTA) over a number of issues related to reopening schools for in-person instruction and independent study this 2021-22 school year.
The district and SCTA have been negotiating since last July over a number of issues that affect continuity of learning for Sac City Unified students this school year while the COVID-19 pandemic continues. These issues include:
- Making changes to the district鈥檚 Independent Study program, as mandated by a state law passed last summer, and in independent study.
- Allowing flexibility to provide .
- Compliance with public health guidance and recommendations for schools regarding COVID-19. Specifically, the District has indicated a commitment to comply with the updated public health guidance and recommendations, while .
- Addressing serious staffing shortages by to fill in for high need vacant positions, providing extra pay for substitute teachers, (see and ), and providing extra pay for District nurses to conduct COVID-19 contact tracing and other COVID-related duties after regular work hours.
We are now four months into the school year and resolution of these issues at the bargaining table have not been resolved. This is why the district has submitted a request for an impasse determination from the Public Employment Relations Board (PERB). Seeking an impasse declaration means that the district is asking PERB to appoint a mediator to work with the district and SCTA with the goal of quickly resolving these issues. Engaging in the statutory impasse process will allow the district to work toward agreement with SCTA and put the proposed plans for addressing continuity of learning for students into action.
For more information, please see the news release issued on Friday: Sac City Unified Seeks Impasse Determination to Resolve Issues Impacting Continuity of Learning During the 2021-2022 School Year.
To receive news and updates about Sac City Unified鈥檚 negotiations with labor partners, please sign up for negotiations updates by completing the form at the bottom of the district鈥檚 Labor Negotiations webpage /negotiations-updates.
Friday, December 10, 2021
Sac City Unified Seeks Impasse Determination to Resolve Issues Impacting Continuity of Learning During the 2021-2022 School Year
Friday, November 5, 2021
UPDATE ABOUT SACRAMENTO CITY UNIFIED SCHOOL DISTRICT鈥橲 NEGOTIATIONS WITH LABOR PARTNERS
Overview of Collective Bargaining
While the Sacramento City Unified School District is working to reach agreement with the Sacramento City Teachers Association (SCTA) on a successor contract to the previous contract which expired in 2019, the district has also attempted to problem-solve challenges that have been exacerbated by COVID related to staffing, unfinished learning, among other challenges.
Since last July the District has been attempting to address these issues in a way that best meets the educational needs of all Sac City Unified students. Even though schools reopened when the school year began on September 2, 2021, negotiations with SCTA have continued on the following:
- Addressing the needs of students who have elected independent studies consistent with Assembly Bill 130, and those returning to school for in-person instruction. See District proposals on and which were originally passed on September 16th, and updated on October 26, 2021, and .
- Addressing a high rate of teacher vacancies and shortage of substitute teachers in the district. See October 26, 2021 , proposal revised on September 16, 2021, and SCTA proposal on .
- Compensating nurses for their extra time spent conducting COVID contact tracing. See originally passed on September16, 2021 and updated October 26, 2021, and .
- Provide required compensatory education services to students with disabilities who did not receive required services during the period of COVID-related school closures. See District Compensatory Education plan.
- Provide a system of common benchmark assessments to students to measure academic progress and determine student needs. See District proposal shared on June 29, 2021.
All of the issues above are being negotiated along with the District鈥檚 ongoing efforts to reach agreement on a successor contract between SCTA and the District. The extended efforts to reach agreement on a successor contract and the cycle of negotiations over each of the above matters takes significant time on the part of many leaders of the district鈥檚 management team, which otherwise would be spent focused on student instruction and managing educational programs.
More detail on the district鈥檚 plans to address the needs of students in this school year, fill staff vacancies, and increase compensation for school nurses is provided below.
Addressing Staffing Shortages to Improve Students鈥� Continuity of Learning
Since the COVID-19 pandemic began, teacher staffing shortages have increased across the nation and in California. Staffing shortages can negatively impact students鈥� continuity of learning.
Sac City Unified has made a number of proposals to provide additional pay to address the serious teacher staff shortage that has resulted in a gap between student demand for Independent Study and available teachers, a shortage of substitute teachers, and the need to improve continuity of learning for students in short and long term independent study. The District has proposed to provide additional pay to teachers who perform extra duties to support students in long- and short-term independent study.
-
Addressing Staff Shortages in Independent Study Program to Meet Increased Demand
- To meet the demand for students electing Independent Study rather than in-person learning, on October 26, 2021, the who agree to teach up to 10 students in long-term independent study for up to 8 hours a week after their regular teaching day. This additional pay would be available to any teacher across the district with the appropriate credential to teach the assigned students.
- This proposal would allow the District to expand the number of teachers assigned to students in the Capital City Independent Study Program and more quickly remove students from the current long-term independent study wait-list.
-
Addressing Continuity of Student Learning When Students are Required to Quarantine at Home
- To meet the educational needs of students who are temporarily out of class due to COVID quarantine requirements, on September 16, 2021, and updated on October 26, 2021 the additional compensation for teachers who agree to keep students in short term-independent study engaged with their classes by using Google Classroom to communicate with students and turning on the 鈥淧olyCam鈥� that has been provided to all classrooms.
- Using PolyCams in the classroom would improve continuity of learning for students who need to be temporarily placed on short-term independent study for COVID-related reasons by allowing these students to attend class virtually and keep up with their in-person class.
- While we continue to negotiate, students in short term-independent study are provided packets of work to complete independently while they are away from their classes.
- Addressing Teacher Vacancies and Need for Substitutes
To address an historically higher rate of staff vacancies and
ensure that all of our students are taught by an appropriately
credentialed teacher, the District has proposed increased pay for
substitute teachers and for regular teachers who take on
additional duties. On October 26, 2021 the District is also
to ensure that
students at those sites are taught by fully credentialed and
highly qualified teachers. The District is also proposing to
supplementally use on-line courses for instruction in
hard-to-staff courses until the class has a permanent
teacher.
- The District has proposed a 25% increase in pay for substitute teachers and for regular teachers covering other classes while on their prep period. Increasing the substitute rate of pay will allow the District to more effectively recruit substitutes to cover temporary teacher vacancies and alleviate the pressures on school site administrators and fellow teachers who are currently working to fill the need at their school sites.
- To meet the urgent need for teachers with appropriate credentials to cover teacher vacancies and support continuity of learning for students, the District has proposed to direct Training Specialists who usually work at the District Office to temporarily fill vacant teaching positions at high-needs school sites.
- To meet the need for students to receive instruction in certain hard-to-fill positions such as foreign language and math, the District has proposed to supplementally use on-line courses for this instruction until the class has a permanent teacher. Students would have access to courses that follow standards and would work online at school under the supervision of the daily or long-term substitute teacher. Students may also have access to these courses while at home as well as at school.
-
Addressing the Need to Compensate School Nurses for Extra Work in Conducting COVID Contact Tracing
- In Sacramento City Unified school nurses are represented by SCTA. Initially on September 16, 2021, and updated on October 26, 2021, the , and to compensate school nurses for taking on extra duties to manage COVID-related health needs and other student health issues.
- The District has proposed additional pay of $150/hour for nurses working extra hours to perform additional duties related to COVID contact tracing and supporting other student health needs.
The District鈥檚 prior proposals to SCTA on these issues can be .
Friday, October 22, 2021
Negotiations update: proposed professional learning, stipend, and changes to health care plan, and impact on teacher pay
OVERVIEW
The Sac City Unified School District is in ongoing negotiations
with the Sacramento City Teachers Association (SCTA) over a
successor contract because SCTA has been working under an expired
contract since 2019. On October 13, 2021, the district
updated its proposals on professional learning, compensation and
health benefits.
One of the district鈥檚 objectives in the successor contract
negotiations is to reach agreement on elements of the contract
that are major contributing factors of the district鈥檚 ongoing
structural deficit. The district鈥檚 proposed plan to update the
health benefits program offered to SCTA members is a significant
factor under negotiation. The district has not proposed changes
to teacher salaries, but instead is proposing to align the health
benefit costs to the costs of other districts. This would reduce
a significant cost burden for the district and allow the district
to allocate more funding for students.
SAC CITY UNIFIED PROPOSED PROFESSIONAL LEARNING AND
STIPENDS
The district provided staff with two pre-service professional
learning days before this school year. In an effort to continue
this positive trend, and address a lack of ongoing
professional learning over several years, the district is
proposing to add three pre-service days to the work year for SCTA
members for years 2022-2023 and 2023-2024 in order to provide
meaningful professional learning in support of district-wide
efforts to meet the needs of all students in 麻豆果冻传媒. These would
be an additional three days with corresponding additional pay
equal to approximately 1.66% of an employee鈥檚 salary. Current
topics and opportunities for professional development include:
Universal Design for Learning (UDL), High Quality
Instruction, Multi-Tier Systems of Support (MTSS), and
Implicit Bias, and Anti-Racist Training.
Additionally, the district is proposing to provide staff with
stipends for three years. A $1,000 annual, limited-term stipend
paid from one-time funds would be provided for 2021-2022 through
2023-2024 to address numerous matters, including new COVID
related costs and responsibilities. In total, these added
professional learning days and stipends for the specified years
will increase compensation to staff members by approximately 3.0%
for the average staff-member making $75,000 in each of the
2022-2023, and 2023-2024 school years. The total cost to the
district of the additional professional learning days and the
stipends is approximately $18.6 Million in one-time funds.
SAC CITY UNIFIED PROPOSED HEALTH CARE PREMIUM
CONTRIBUTION TO ALIGN WITH SURROUNDING DISTRICTS AND STATE
EMPLOYEES
The district seeks to reach an agreement that reduces the cost of
health care benefits for the district, while continuing to offer
high quality health benefits to our employees consistent with the
State Auditor鈥檚 Recommendation. Currently, the district pays for
100% of health care costs for employees and employees鈥� families
at no cost to the employee, and employees are entitled to access
health care through Kaiser HMO or Health Net HMO/EPO/PPO.
Approximately 1,357 certificated employees and their family
members currently get health care through the Kaiser HMO option.
The full family coverage with this option costs the
district $22,860 per family each year.
Approximately 1,093 certificated employees and their family
members currently get health care through the Health Net option,
with 524 employees selecting the full family coverage HMO option
at an annual cost to the district of $34,994.16 per family.
The cost of health care benefits currently offered by Sac City
Unified are far more expensive than the cost of health care
benefits offered by any other school district in our region. Sac
City Unified鈥檚 employee health benefits are also far more
generous, and are more expensive per employee, than health
benefits offered to state employees. Health Net, in particular,
is the costliest HMO option paid by any school district in our
region and was noted by the State Auditor as the fourth
costliest health plan for school districts in the entire state in
2018.
The district wants to reach an agreement that will reduce costs
for the district and help stabilize the district鈥檚 budget. The
district proposed to do this by providing a soft cap on the
amount that the district contributes to employee health care
which would equal 100% of the cost for an individual employee to
be covered, and 75% of the cost for a +1 and family plan under
the current low cost plan (currently Kaiser HMO plan). Under this
scenario, employees would still have access to the Kaiser HMO
option at no cost for themselves, but would need to pay 25% of
the cost for the +1 and family Kaiser HMO plans. Similarly, if
the employee opted for the more expensive Health Net HMO, the
employee would need to pay for a percentage of the cost of
coverage that is over and above the district鈥檚 contribution based
on the cost of the Kaiser plan for themselves and for any
additional family members added to the plan.
The health care proposal is still under negotiation, but the
district鈥檚 goal is to make the percentage comparable to what
employees at other districts in our region and state employees
are responsible for.
This change to health benefit contributions would not change
teachers鈥� salaries in any way. It would, depending on which
health plan the employee chooses, add a pre-tax expense to their
monthly pay.
Employees who chose the Kaiser HMO option for themselves will
have no reduction in take home pay for their own health
insurance. If the employee on the Kaiser HMO plan adds one or
more family members, they would see the new, pre-tax cost for
their contribution for health care, estimated to be approximately
$228 for two people, or about $322 for a family, per month.
Employees who opt for the more expensive Health Net HMO will see
a new, pre-tax cost for their contribution for their own health
insurance of about $242. The employee contribution pre-tax cost
for two people on the Health Net HMO would be about $712, and for
a family the pre-tax cost would be approximately $1,008.
The Collective Bargaining Agreement and the district鈥檚 proposal
contain a Health and Welfare Benefits Committee with equal
representation between district management and SCTA. Included in
the committee鈥檚 scope is studying healthcare plan options and
making recommendations regarding feasibility and cost
efficiency.
SAC CITY UNIFIED IS NOT PROPOSING A REDUCTION IN
SALARY
Again, the district is not proposing any change to the employee
salary schedule as a result of this change in the health care
benefit. But, employees who select a health care plan other than
the Kaiser HMO option and those who include additional family
members on their health insurance will be asked to pay for a
percentage of the cost of the health care option that they select
for themselves and their family.
THE HEALTH BENEFIT CHANGE PROPOSED BY SAC CITY UNIFIED IS
INTENDED TO HELP ADDRESS THE DISTRICT鈥橲 STRUCTURAL
DEFICIT
This change will align Sac City Unified鈥檚 health benefit costs to
the costs of other districts in the greater Sacramento region. It
will also reduce a significant cost burden by approximately $17.2
Million annually for the district and allow the district to
allocate more funding for educational services for students.
During this near-term period in which an annual, limited term
stipend will be provided, staff will have the opportunity to
enroll into Kaiser, Health Net, or any other affordable health
care plans that are recommended by the health care committee and
selected by the district.
SCTA鈥橲 PROPOSAL WOULD ADD TO THE STRUCTURAL
DEFICIT
In contrast, while proposing to freeze all other successor
contract negotiations for this school year, SCTA has proposed a
3.5% salary increase for 2021-2022 for an estimated total ongoing
cost increase of approximately $8.5 Million each year.
While the changes to the health care plan proposed by the
district are on the table, SCTA has proposed that no changes be
made to the healthcare benefits package, which would result in
the district continuing to pay 100% up to full family benefits in
Health Net or Kaiser plans, and SCTA has proposed that the
district fund an increase to the dental premium contribution.
SCTA鈥檚 proposal also includes a placeholder for a proposal on
child care.
SCTA鈥檚 proposals do not address adding professional development days to the work year, which are needed to address a lack of ongoing professional learning over several years, support high quality teaching, help meet urgent needs to improve student outcomes, and provide anti-racism training. Adding these professional learning days would bring Sac City Unified into alignment with the professional learning provided in neighboring school districts.
Sacramento City Unified will continue to update our community concerning important negotiations updates.
Saturday, August 28, 2021
Negotiations with the Sacramento City Teachers Association (SCTA) on Reopening of Schools
California state law requires all school districts to reopen for full time in-person instruction and Sac City Unified looks forward to our students returning to school on September 2, 2021.
, our district has asked SCTA to identify which aspects of the district鈥檚 reopening plan that they believe are negotiable. SCTA passed the district a formal containing numerous aspects that are not required or recommended by state law and local, state, and federal guidance. SCTA鈥檚 most recent proposal was , and this proposal continues to include, among other things:
- A requirement that the district shift to distance learning for all students when county case rates hit a certain threshold which would put the district out of compliance with state law and prevent the district from reopening on September 2, 2021 with in-person instruction.
- A 6-foot physical distancing requirement, which is inconsistent with CDPH guidelines. This would mean that our district would be unable to welcome back all students for in-person instruction and put our district in violation of state law.
- COVID-19 testing for all 40,000 students and 4,700 staff
before they return, subject to staffing and availability of test
kits.
- Our district, unlike other regional districts, offers testing at every single open school site, the Serna Center each weekday, and will host testing events at district locations prior to reopening. Once open, students and staff can request a test every day in our Care Rooms, but we do not have the staff or capacity for testing and contact tracing to mandate testing for more than 45,000 people prior to reopening. It is our goal to develop a mandated testing program as soon as possible, but it should not prevent our students from receiving in-person instruction on our scheduled start date. Universal testing of staff and students has not been a condition for reopening of any other district in our state.
- Remote teaching for staff due to child care/dependent issues even while our students are returning in-person, and the creation of five (5) child care centers across the district for children of staff as a condition for reopening.
- Automatic damages of $250,000 to penalize the district with potential additional punitive damages (which are damages intended as a punishment) for any/each violation of .
- Requires SCTA approval before making any updates to our District鈥檚 health and safety protocols when local, state, or federal guidance changes.
Yesterday afternoon, the district passed a and communicated again to SCTA that the District intends to follow health guidance and state law. We are committed to continue discussions with SCTA over any issues they identify related to our reopening schools consistent with state and local requirements and guidelines.
As part of negotiations, we also presented our plan to SCTA to offer our families an Independent Study program that would provide our students with more synchronous instruction than is the minimum required by AB 130. . The approach to independent study proposed by the District did not result in an agreement with SCTA so the District will offer an independent study program that still meets the state requirements under .The proposal was not agreed to by SCTA so we will offer an independent study program that meets, but does not exceed, the requirements of the state鈥檚 new independent study law, AB 130. For our families who expressed interest in our Independent Study Program, we will continue to send additional information separately and will host a community meeting next week.
Our district is committed to a full reopening with in-person instruction, and the state of our negotiations will not change the September 2 start date of our school year. Please read this statement from our Board of Education expressing this commitment.
Negotiations with SCTA on Successor Contract
In addition to negotiations over our reopening, our district has continued to negotiate with SCTA over a successor contract, because SCTA has been working under an expired contract since 2019.
One of the District鈥檚 objectives in the successor contract negotiations is to reach agreement on elements of the contract with SCTA that are major contributing factors of the district鈥檚 ongoing structural deficit. As part of these negotiations, the district has proposed to update the health benefits program offered to SCTA members. The district has not proposed changes to teacher salaries, but instead is proposing to align the health benefit costs to the costs of other districts. This would reduce a significant cost burden for the district and allow the district to allocate more funding for students.
While the district has been provided one-time funding through COVID-19 relief, our ongoing expenses exceed our revenue, and we cannot use the relief funding for these ongoing expenses. Additionally, this structural deficit limits the educational services the district can offer our students.
To be clear: the status of successor contract negotiations does not impact the start date of our school year, and does not change the state law that all districts must resume in-person instruction for all students. For more information about negotiations on the SCTA successor contract, please visit the SCTA Successor Contract Negotiations Dashboard here.
We know that our students, families, and community are excited about returning to school for in-person learning and are looking forward to the first day of school on September 2. We have demonstrated it is safe to do, and we have strong health and safety standards in place to protect the health of our students and staff.
After more than 18 months away from school, our students deserve the opportunity to learn in-person at school with their teacher and peers. We are so excited to see students back on Sac City Unified campuses, and look forward to our Return Together on September 2.
Thursday, July 22, 2021
Please view the district鈥檚 proposal to the Sacramento City Teachers Association on the 2021-2022 work calendar and preservice days. The proposal was first passed on June 2, 2021.
Thursday July 22, 2021
Please view the district鈥檚 negotiations dashboard with all proposals and letters regarding negotiations with the Sacramento City Teachers Association on a successor contract.
The dashboard includes the district鈥檚 most recent proposals and responses passed on July 20, 2021.
April 6, 2021
麻豆果冻传媒 Declares Impasse in Negotiations with SEIU
As a community, we are happy that this week that our district will welcome students back to in-person learning. Our students need the necessary academic, social and emotional support that our school sites provide. We know that families are ready for students to return, as 53 percent of our families have indicated that they would send students back in-person. Our district is ready too, with strong health and safety protocols in place, testing available for students and staff, and after having offered all employees the opportunity to receive a COVID-19 vaccination.
After nearly a month of negotiating with the Service Employee International Union 1021 (SEIU) on negotiable effects related to reopening schools, the District has formally declared impasse. Please view our most recent proposal as well as SEIU鈥檚 proposal , and additional information available on the negotiations dashboard .
Impasse is a formal declaration that continued negotiations would not be productive to reach a formal agreement. The district submitted the impasse certification to the Public Employee Relations Board yesterday, after notifying SEIU verbally on Saturday, April 3. The next step in the impasse process, if approved, would move the parties to mediation where a State-appointed mediator would work with the District and SEIU in an attempt to help the parties reach an agreement.
As the district is welcoming students back to school on April 8, employees including SEIU members are expected to report to work beginning on April 5 for employees working at our elementary schools and in positions at District worksites other than school sites consistent with existing expectations. This impasse declaration does not change the district鈥檚 reopening plans or dates.
Below is a summary of primary areas of disagreement between SEIU and the District at the time of our impasse filing:
What the district offered SEIU members
In addition to a plan with robust health and safety protocols consistent with public health recommendations, the district made the additional following offers to SEIU in a good faith effort as part of the negotiations process:
- A $1,000 stipend for SEIU members recognizing the potential for additional workload and COVID-related expenses to return to in-person services and instruction.
- A $750 stipend for SEIU members for professional development and preparation days.
- A $1,000 pro-rated stipend for SEIU members who have worked on-site since July 1, 2020, including but not limited to those employees in Nutrition Services, Custodial services, Maintenance and Facilities, and Technology Support Services.
- A $100 reimbursement for allowable operating expenses for SEIU employees while they had been working remotely.
- Option for parents with childcare issues to bring their school-age children to work to be included in the in-person cohorts of their grade level at the school in which the parent is employed (or in the classroom for Instructional Aides) if there is space to safely accommodate children and without disrupting learning.
- Option of remote work or accommodation for staff with serious health condition or primary caregiver responsibility for family members with serious health conditions when able to meet essential functions of their positions
- Physical distancing requirements consistent with CDPH guidelines
Additional demands by SEIU
Despite these offers by the district, SEIU countered with additional demands, including:
- A $1,250 stipend for SEIU regardless of whether or not they return to in-person services and instruction
- Elimination of the proration of the $1,000 stipend for employees working on site during school closures, meaning that all SEIU members would receive the stipend whether they worked on site or not.
- A requirement that the district establish four childcare centers staffed by SEIU and SCTA members
- An additional stipend of $1,500 for SEIU members with a child between the ages of 3-14 who cannot bring their children to attend school
- Allow employees with children 3 and under to work remotely
- A $400 stipend for employees who have been working remotely during the pandemic for related expenses incurred
- Requirement that the district follow outdated 6 ft. physical distancing guidance and not the updated guidance from CDPH and SCDPH which would allow for 3 ft. of physical distancing between student desks in classrooms
- Additional 3 days of sick leave beyond the 10 days provided under SB 95 related to Covid-19
The district鈥檚 proposal reflects its appreciation for SEIU employees across Sac City Unified and recognizes those who have worked on site throughout our school closures. The district鈥檚 proposal also recognizes the potential for additional workload and expenditures related to our school reopening.
While the district recognizes the challenge that childcare can present, not just for SEIU employees but employees across the country, the district is unable to meet the childcare needs of employees as proposed by SEIU in their last counterproposal from April 3, 2021. Additionally, although the district has attempted to assist employees by allowing them to bring children to work in some situations where safety and supervision can be provided, this is meant to be a temporary solution through the end of the school year as employees address the issue of disrupted operation of schools and childcare providers.
The district will continue to work with employees through its existing Employee Assistance Program and other resources for identifying child care within the Sacramento community.
Resources and information for locating childcare providers:
The District remains committed to working with SEIU leaders through the statutory impasse process and will continue to share information about our progress in this important work.
Labor Negotiations
The Sacramento City Unified School District is proud to work alongside our labor partners in service to our students and community: Sacramento City Teachers Association (SCTA), Service Employees International Union (SEIU) Local 1021, Teamsters Classified Supervisors (TCS), Teamsters Local 150, and United Professional Educators (UPE).
This page serves as the primary resource for updates on negotiations, proposals, current contracts, frequently asked questions (FAQs), and more.
2022 Negotiations Updates
Sunday, April 3, 2022
MOU Between 麻豆果冻传媒 and SEIU April 3 2022
MOU Between 麻豆果冻传媒 and SCTA 鈥� Substitute Pay & Extra Work 2021-2022 School Year 鈥� April 3, 2022
MOU Between 麻豆果冻传媒 and SCTA Nurse Extra Hours 2021 2022 School Year
Tuesday, March 22, 2022
Monday, March 21, 2022
Thursday, March 17, 2022
Report and Recommendation of Fact Finding Panel 鈥� PERB Case No SA-IM-3546-E 鈥� Dissent
Thursday, March 17, 2022
Friday, March 11, 2022
麻豆果冻传媒 Supplemental Information for Fact Finding
Thursday, March 10, 2022
Letter to SCTA Regarding Accurate Communications on Fact Finding
Wednesday, March 9, 2022
Please see this letter which was sent to all 麻豆果冻传媒 staff this evening:
Dear colleagues,
I have heard questions and concerns from many of our school sites about Sacramento City Teachers Association鈥檚 (SCTA) current efforts to vote for a strike. I know that hearing about a potential strike and potential disruption to student learning can be extremely unsettling. In response I am sharing the following information.
In recognition that teaching and learning during a pandemic has presented extra challenges, Sac City Unified has tried since last July to problem solve and reach an agreement with SCTA to address COVID-related challenges for the 2021-22 school year. Our goal was to ensure that schools could reopen safely and the district could provide the best education possible under the constraints of the pandemic.
The problem-solving proposals that we presented as early as August 2021 included:
- Providing who volunteered to take on additional students in independent study;
- Providing and our existing secondary teachers who substituted during their prep period;
- Providing who took on COVID-related duties after regular work hours;
- Supporting students who were required to quarantine by providing simultaneous in-person and remote instruction for students in short-term independent study, with ;
- Complying with the COVID-19 public health guidance and recommendations for schools, detailed in the district鈥檚 ; and
- Addressing staffing shortages by temporarily utilizing 28 District Training Specialists to .
After working for months trying to reach agreement with SCTA on these matters, the district sought a declaration of impasse in December 2021 from the Public Employment Relations Board (PERB). Neutral mediators were called in to facilitate talks, but after several sessions the mediators recommended that both parties participate in a Fact Finding process with the goal of resolving outstanding issues so an agreement on the COVID-related issues for this school year could be reached.
In our mpasse filing to PERB, we narrowly defined our disagreements as stemming from COVID and our efforts to reopen our schools and protect continuity of learning. Since we are now nearly at the last quarter of our school year, we are still eager to resolve these outstanding issues in a way that best serves all students.
We are on two separate negotiations tracks. The first is over our school reopening plans related to COVID-19. The second is over the full successor contract to our current agreement that lapsed in July 2019. The district and SCTA have both acknowledged that we are not at impasse over successor contract negotiations. The fact finding process we are in has nothing to do with inaccurate claims about 鈥渉ealth benefit takeaways鈥� or 鈥渟alary freezes鈥� that SCTA union leadership has used to urge SCTA members to strike.
To be clear, the district did not file for impasse due to negotiations about a successor contract. As such, the district cannot impose changes to health benefits and other matters as a result of the current Fact Finding process because we are not at impasse over those matters. If SCTA union leadership leverages the Fact Finding process to include successor contract issues into the hearing, it will enable SCTA to bypass further legitimate talks on our broader successor agreement and disregard the purpose of the impasse process.
A strike will cause chaos for students and families.
After nearly three school years of interrupted learning due to COVID-related school closures, illness, and quarantines, it is unconscionable that SCTA is threatening a strike to shut down our schools. This is offensive to all of our families that have been waiting for their children鈥檚 school experience to get back to normal. Taking away students鈥� access to learning time and the support services that our schools provide is inappropriate. This is especially hurtful and harmful to our most vulnerable students who count on our schools as safe havens, and families who do not have the luxury of keeping their children unsupervised at home.
Striking employees stand to lose income.
A strike will also hurt our employees because they will lose wages for every day off the job, thus hurting students, families, and employees.
A path forward.
While our district works to avoid an unnecessary and detrimental strike, please be aware that a lot of misleading and false information is being circulated. Please refer to 麻豆果冻传媒鈥檚 Negotiations Updates web page for accurate information, including proposals and counterproposals related to COVID-19 and updates about negotiations. I encourage you to demand and review credible sourced information.
The district remains committed to working through the current impasse process to reach agreement on COVID-related issues for the 2021-22 school year. We are also committed to continuing successor contract negotiations with SCTA and hope to reach an agreement that is in the best interest of our students, staff, and community.
Sincerely,
Superintendent Jorge Aguilar