The Palos Verdes Peninsula Unified School District Classified School Employees.
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Wednesday, August 5, 2009
Contract Ammendment
Do you have any questions about the language changes in the Contract? Do you have any other suggestions for changes that should be made to the contract?
5 comments:
Drea
said...
Thank you Negotiating Team for your hard work (Brent, John, Nilda & Tommye)!!
I'm unclear about the jury duty wording. We used to get up to 10 days. I now appears no days, and we take it as a leave. Can anyone make this more clear?
two questions: Do the furlough days apply to 10 month employees? (those are days that we normally do not work anyway)
Are there any differences between this contract and what the teachers negotiated for items like health insurance contributions or other benefits or the 3 furlough days and no salary increase for 3 years?
First, I want to try to answer Sandy's question about the language change to the Jury Duty Leave provision of Article 15.
This article was changed to bring it into accordance with the Education Code of California. Much of the language was added directly from the Ed. Code. The parts which are not verbatim from Ed. Code, are paraphrases (because the Ed. Code language was too difficult to follow, for example).
To summarize the changes to that article: the District will pay Jury Duty Leave for the duration of the trial regardless of how long it is. Paid leave for jury duty will not expire after ten days (as it would in the past) if the trial lasts longer than ten days (which may have been a financial burden to the employee).
Now, I will try and address Meredith's concerns. Yes, the furlough days will be applied to ALL employees. Actually Meredith, you technically ARE working during the two school break periods where the furloughs are scheduled.
I may be wrong, but I believe that a large majority of classified employees are "encouraged" (i.e., required) to take vacation days during these two periods (winter recess and spring break). Under this agreement, no employee will be granted vacation for any of these three days, December 30 2009, April 7 2010, and April 8 2010.
That is an unfortunate burden, but some of us feel it is a rather small burden (a little more than 1% annual decrease for a 12 month employee for THIS SCHOOL YEAR ONLY) shared amongst a large number of employees. Compare that to the loss of one's job, or even a reduction of hours (i.e., a mandatory non-negotiated furlough), and this burden doesn't seem too extreme in my opinion.
What I haven't seen discussed so far is the District proposal to reinstate about half of the positions which were either eliminated/reduced or were scheduled for reduction/elimination. Their proposal for doing so is based on the Chapter ratifying this agreement. I think I speak for the other members of the negotiating team when I say this aspect is extremely important to all of us on the team, and I hope it is important to many of the employees (current and former) which Chapter 123 represents.
At some point we will need to delineate the (rather pronounced in my opinion) differences between the different units (i.e., classified, certificated, non-represented, certificated management and classified management) so that all employees will better understand the limitations of mapping particulars from one unit to another. That will have to wait however.
There is a possibility that there may be some (rather small I imagine) increase to the cap of the District contribution to health insurance based on any savings realized through the audit which has been under way for the past few months. This would be shared amongst both units.
My understanding is the certificated unit has adopted a one year agreement and will reopen the entire agreement next year. We have a more traditional contract agreement which lasts for three years (as always).
We have "reopeners" for the next two years; one of which is always Article 11 Compensation and Benefits. So we will be able to discuss both pay, and benefits as well as additional articles which we feel need revising over the next two years.
I hope that clears up some questions and concerns, and I hope everyone will come out to vote on the Contract Thursday.
5 comments:
Thank you Negotiating Team for your hard work (Brent, John, Nilda & Tommye)!!
this contracts sux and I won't vote for it and am asking, telling everyone I know to reject it! I am not giving up anymore than the teachers are
I'm unclear about the jury duty wording. We used to get up to 10 days. I now appears no days, and we take it as a leave. Can anyone make this more clear?
two questions:
Do the furlough days apply to 10 month employees? (those are days that we normally do not work anyway)
Are there any differences between this contract and what the teachers negotiated for items like health insurance contributions or other benefits or the 3 furlough days and no salary increase for 3 years?
First, I want to try to answer Sandy's question about the language change to the Jury Duty Leave provision of Article 15.
This article was changed to bring it into accordance with the Education Code of California. Much of the language was added directly from the Ed. Code. The parts which are not verbatim from Ed. Code, are paraphrases (because the Ed. Code language was too difficult to follow, for example).
To summarize the changes to that article: the District will pay Jury Duty Leave for the duration of the trial regardless of how long it is. Paid leave for jury duty will not expire after ten days (as it would in the past) if the trial lasts longer than ten days (which may have been a financial burden to the employee).
Now, I will try and address Meredith's concerns. Yes, the furlough days will be applied to ALL employees. Actually Meredith, you technically ARE working during the two school break periods where the furloughs are scheduled.
I may be wrong, but I believe that a large majority of classified employees are "encouraged" (i.e., required) to take vacation days during these two periods (winter recess and spring break). Under this agreement, no employee will be granted vacation for any of these three days, December 30 2009, April 7 2010, and April 8 2010.
That is an unfortunate burden, but some of us feel it is a rather small burden (a little more than 1% annual decrease for a 12 month employee for THIS SCHOOL YEAR ONLY) shared amongst a large number of employees. Compare that to the loss of one's job, or even a reduction of hours (i.e., a mandatory non-negotiated furlough), and this burden doesn't seem too extreme in my opinion.
What I haven't seen discussed so far is the District proposal to reinstate about half of the positions which were either eliminated/reduced or were scheduled for reduction/elimination. Their proposal for doing so is based on the Chapter ratifying this agreement. I think I speak for the other members of the negotiating team when I say this aspect is extremely important to all of us on the team, and I hope it is important to many of the employees (current and former) which Chapter 123 represents.
At some point we will need to delineate the (rather pronounced in my opinion) differences between the different units (i.e., classified, certificated, non-represented, certificated management and classified management) so that all employees will better understand the limitations of mapping particulars from one unit to another. That will have to wait however.
There is a possibility that there may be some (rather small I imagine) increase to the cap of the District contribution to health insurance based on any savings realized through the audit which has been under way for the past few months. This would be shared amongst both units.
My understanding is the certificated unit has adopted a one year agreement and will reopen the entire agreement next year. We have a more traditional contract agreement which lasts for three years (as always).
We have "reopeners" for the next two years; one of which is always Article 11 Compensation and Benefits. So we will be able to discuss both pay, and benefits as well as additional articles which we feel need revising over the next two years.
I hope that clears up some questions and concerns, and I hope everyone will come out to vote on the Contract Thursday.
JB
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