Brothers and Sisters,
I am very excited to share updates to the Unit J tentative bargaining agreement. We have met with the District in good faith and have completed our negotiations on items previously sunshined. While this agreement still needs to be voted on by the membership, I want to highlight some sections of the MOU (Memorandum of Understanding). This agreement will cover a period through June 30, 2028. Below are some of the changes tentatively agreed upon:
Compensation
2025-26 Salary Increase 4%
• July 1, 2025-2%
• January 1, 2026-2%
2026-2027 Salary Increase 3%
• July 1, 2026-1.5%
• January 1, 2027-1.5%
2027-2028-Salary Re-opener
I along with the Unit J Bargaining Team find this offer UNACCEPTABLE. A counter proposal for a double-digit increase a negotiated raise for 2027 was presented as counter proposal. The district must understand salaries have been compressed and subordinates are making almost the same salaries as you. This is unacceptable given your responsibilities and ever increasing work loads.
Article V – Grievance Procedures
Timelines have been increased by 5-10 days.
Article X – Evaluation Procedures
5.1 At a reasonable time not to exceed to exceed two (2) business days before a pre-disciplinary meeting, unless there is a legitimate reason for not providing it before the pre-disciplinary meeting, the District will provide the employee written documents that support the issues to be discussed at the meeting.
Article XIII – Leaves and Wages
FMLA language has been aligned and updated to reflect State and Federal guidelines.
Article XIV- Wages and Salaries
10.3 Effective July1, 2026 the longevity increment schedule for years of qualifying District service shall be:
• $55 per pay period after 10 years
• $70 per pay period after 15 years
• $85 per pay period after 20 years
10.4 On any school day that a site is closed by the Superintendent for safety purposes to employees and students, Unit J employees deployed to work in person at the site shall receive the same flat-rate stipend, if any, received by members of other bargaining units they supervise who are also deployed to work at the district site, provided all of the following conditions are met:
a) The Superintendent closes the school.
b) A regulatory agency has declared an emergency in the area encompassing the school.
c) Students and non-essential staff are not permitted at the school site.
Article XVII -Vacation
An attendance rate incentive has been added to reward regular attendance in order to improve the instructional program and reduce the costs of absenteeism.
Sideletter- Compression Study
Upon identification by AALA Teamsters of one or more specific classifications for which AALA Teamsters has a concern regarding compression between the identified classification(s), and one or more classifications they supervise, the District will meet with AALA Teamsters within thirty (30) days to discuss the concerns. After discussion, the parties may refer those concerns to the Personnel Commission for review and evaluation. This Sideletter shall remain in effect until June 30, 2028 and may be renewed by mutual agreement.
Keep in mind this is a global synopsis of what is being bargained. More comprehensive details will be shared once a TA has been agreed upon and we are ready to vote. As importantly, the Unit J Bargaining Team has yet to makes determination regarding impasse. They may be inclined to do so if the salary and other important demands are not met.
Please join me in thanking our Unit J Bargaining Team for their advocacy, dedication and resoluteness during this process. This unwavering commitment will get us to our goal of ongoing improved working conditions.
In solidarity,
Maria
