Welcome back, Brothers and Sisters!
To all of our B-Basis members, I hope you had the opportunity to enjoy a restful and well-deserved break. As we begin the 2026–2027 school year, I hope you return rejuvenated, energized, and excited for what will undoubtedly be a successful year of service to our students, staff, and school communities.
Throughout the summer, our union has remained hard at work. AALA Teamsters has been in ongoing communication and collaboration with District leadership to ensure we are aligned in the implementation of our newly negotiated contractual language. Our goal has been clear: consistent implementation, clear expectations, and protecting the rights we have fought hard to achieve.
Clarifying Article X: Flex Time
Several questions have been raised regarding the implementation of Article X, particularly as it relates to Flex Time.
Let me be absolutely clear.
There are no contractual requirements to maintain flex time logs, nor should members be expected to “beg” or seek unnecessary permission to utilize flex time in our negotiated contract.
Flex time was established to recognize the realities of our work as school and office leaders. We routinely work beyond the standard workday in service to our students, staff, and school communities. The language in Article X is intentionally designed to provide flexibility while honoring our professionalism.
We encourage every member to follow the contractual language and exercise professional judgment in using flex time appropriately. Taking time to care for yourself is not a privilege—it is an essential part of sustaining your leadership. Self-care, wellness, family, and joy make us stronger leaders and better able to serve our school communities.
Article X Duties, Responsibilities & Hours
1.3 In recognition of the “professional workday” described above, when the schedule of the administrator involves extended work hours on a given day, flexible work hours on a subsequent day may be taken with the prior verbal and written notification to the immediate supervisor. Verbal notice may include a telephone call or voicemail. Written notice may include email or text message. Except in emergent circumstances, notice shall be provided at least two (2) business days in advance of the anticipated absence. When taking flexible work hours, the requesting administrator and the immediate supervisor shall take the following into consideration:
Continued effective operation of the worksite;
The District/Division/Unit has been notified verbally and in writing of the administrator’s flexible hours for the day;
An administrative designee has been assigned to handle matters in the administrator’s absence;
The District/Division/Unit has been informed of the identity of the administrative designee verbally and in writing;
The administrative designee has been directed by the administrator to contact the administrator and/or District/Division/Unit in of emergency; and
The absence may not exceed four (4) hours.
As an exception to the four (4) hour rule, administrators may request up to eight (8) hours of flex time for an annual physical examination.
Flexible hours shall not be limited or denied for arbitrary or capricious reasons.
With the exception of “g” above, administrators who require an absence of more than four (4) hours, shall avail themselves of the appropriate benefit time.
Abuse/excessive use of flex time, failure to follow notification procedures and/or impact on the effective operation of the worksite shall be handled under the provisions of Article VII – Evaluation and Due Process.
Clarifying Work Hours Under Article X
Another topic generating questions is the interpretation of work hours.
Article X clearly defines the workday as an eight (8) hour day and a forty (40) hour work week. At the same time, we all recognize the realities of salaried administrative work. There are many occasions when our responsibilities require us to work beyond those hours to fulfill the core responsibilities of our positions.
During meetings with District leadership, I have been very clear there is a distinct difference between office hours and work hours. For example, an elementary school’s office may operate from 7:30 a.m. to 4:30 p.m. Principals are responsible for ensuring staffing coverage during those operating hours. That does not mean principals themselves have a required work schedule of 7:30 a.m. to 4:30 p.m.
Our positions require flexibility, professional judgment, and responsiveness to the unique needs of our school communities. It is reasonable for a principal to begin the day at 7:30 a.m. and fulfill an eight-hour workday. What is not reasonable—or supported by our contract—is requiring principals to work from 7:30 a.m. until 4:30 p.m. while also expecting them to take a mandatory one-hour lunch.
Labor law establishes a minimum unpaid meal period of thirty (30) minutes. Our contract does not impose rigid daily schedules because it recognizes the nature of administrative work and the flexibility required to perform it effectively.
For this reason alone, fixed work hours should not be imposed by regions or supervisors where they conflict with the negotiated language of our agreement.
I have made it abundantly clear to District leadership the implementation of our new contract language must be consistent across the District. We are one LAUSD, and our members deserve equitable application of the contract regardless of region or assignment.
If members experience violations of the contract, AALA Teamsters will act. We will communicate concerns, collaborate with District leadership to resolve issues, and when necessary, pursue formal grievances to protect the rights of our members.
Please review the contract language regarding the workday.
Article X Duties, Responsibilities & Hours
1.2 The District and AALA/Teamsters 2010 recognize the principle of a unit member’s eight (8) hour workday, and a forty (40) hour workweek for persons employed on a full-time basis during the regular school year. The District and AALA/Teamsters 2010 also recognizes that the responsibilities of administrators do not lend themselves to a defined workday or work week of rigidly established length. Each administrator is expected to perform the assigned duties as set forth in their class description. The hours required will vary from day to day and week to week, however, the hours required of the administrator should be reasonable.
Collective Bargaining
Collective bargaining is the engine driving salary increases salary and improved working conditions. In the last round of negotiations, the unprecedented raises and the enhanced contractual language strengthening flexible hours and a defined work week did not happen by chance. As a reminder, the negotiations lasted over a year. Both of our certificated and classified units were represented at the table by a Teamster labor attorney, two Teamster researchers, and a Teamster proposal writer. In addition, the president, chief of staff, and selected executive board members were at the table. Every individual at the table is a salaried employee. These individuals are not paid by the district to be at the table. Instead, our dues at work achieved unprecedented results.
In short, collective bargaining and representing members comes at a substantial cost. Our commitment in affiliating with Teamsters Local 2010 has been to deliver improved results with the gradual increase of dues:
July 1, 2025 – $25 increase for the year ($47.08)
July 1, 2026 – .75% increase of gross salary
July 1, 2027 – 1.00%increase of gross salary
July 1, 2028 – 1.44% increase of gross salary
AALA/TEAMSTERS LOCAL 2010 has been responsibly transparent notifying the membership of the increase in dues. The .75% is being reflected in the warrants of Unit J members. Certificated members will notice the increase on their August 5th warrants. There is a definite increase and it may come as a surprise to some despite the numerous town halls, newsletters, and votes to affiliate with Teamsters Local 2010. It is important to remember to get more wins we are required to pay more.
The additional fees are now supporting members facing educator misconduct with the California Commission Teacher Credentialing (CCTC). Prior to the affiliation, some members paid $8000 to $15,000 out-of-pocket to defend their credentials. Since the affiliation, members facing CCTC misconduct allegations has been represented by a Teamsters attorney at no cost. In addition, members facing dismissal have been represented by a Teamsters attorney with acceptable outcomes.
So, when you review your warrant, and see the salary increase and retro payment, compare it to the increase in dues. AALA/Teamsters Local 2010 are committed to increasing salaries, improving working conditions, and representing members with the dues we collectively contribute to support collective bargaining and representation.
When we remain united, there is nothing we cannot accomplish. Here’s to a successful, inspiring, and rewarding 2026–2027 school year.
In Unity and In Solidarity,
Maria
STAY TUNED FOR UNIT J’S CONTRACT HIGHLIGHTS NEXT WEEK!
