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Labor Relations Update

This page is designed to provide our staff and community with information, resources, and progress reports relevant to current contract negotiations that are taking place between the San Mateo-Foster City School District and the San Mateo Elementary Teachers Association (SMETA) and the Classified School Employees Association (CSEA).  Please check back often for updates.


San Mateo Elementary Teachers Association (SMETA) Negotiations

District and SMETA Negotiations Update  November 9, 2020

The District and SMETA met to continue negotiating a Memorandum of Understanding (“MOU”) regarding the impacts of reopening schools for hybrid in-person learning. The District and SMETA considered the following:

Health and Safety

The District provided a counter proposal that included the following:

  • Personal protection equipment (“PPE”)

District proposed to provide N95 masks in the section related to face coverings below

  • Face coverings

Accepted added description of specific individuals who are required to wear face coverings

Agreed to provide additional PPE for those unable to wear a face covering

District proposed to fulfill request for PPE that are made prior to winter break

  • Handwashing requirements

District agreed to require handwashing or use of hand sanitizer upon entry

  • Physical distancing including classroom spaces, ingress/egress and recess/breaks

District agreed to the language proposed related to topics below: 

Post the Maximum capacity of spaces

Measure and mark spaces

Develop plans for ingress and egress and mark spaces 6' apart

Create schedules for recess/break prior to return to in-person instruction

Teaching and Learning in the Hybrid Model

The District and SMETA discussed the Hybrid Model and came to general agreement on the following:

  • 4 hours of instruction
  • 5 hours in-person with each cohort
  • 30 minutes for morning meeting with all students both in school and at home; included in the 3.5 hours
  • 30 minutes with cohort at home after dismissal of in-person cohort
  • Wednesdays will continue with whole class in distance learning
  • Students at home will connect with teacher daily in the morning, afternoon and on Wednesdays
  • Continue to use the same curriculum in Full Time Distance Learning (FTDL) and Hybrid Model

The above addresses the questions and concerns raised as they relate to:

  • How to support students in-person and at home as the Hybrid Model includes three days of distance learning
  • Continuity of learning in transition from FTDL to Hybrid using the same curriculum
  • Parity of assignments in FTDL and Hybrid
  • Planning time for teachers to address needs of students while in-person and at home
  • Scheduling specials (art, music, PE…) in the Hybrid Model

Middle School In-Person Opportunities

The parties discussed the issue of providing in-person opportunities for middle school students. The District will connect with the high school and other districts for different examples and options.

Calendar for 2021-2022

The parties began discussions about the calendar for next year and agreed to negotiate a calendar for one year only due to the uncertainty of the pandemic.

The District and SMETA teams will meet again on November 18, 2020 to continue negotiations.

 

 

 

District and SMETA Negotiations Update November 2, 2020

The District and SMETA met to continue negotiating a Memorandum of Understanding (“MOU”) regarding the impacts of reopening schools for hybrid in-person learning. The District and SMETA considered the following:

Health and Safety

SMETA proposed the following in their counter proposal:

  • Personal protection equipment (“PPE”)

Make N95 masks available at unit members’ request.

  • Face coverings

Added description of specific individuals who are required to wear face coverings

Provide additional PPE for those unable to wear a face covering

Include a timeline for fulfilling request for PPE

  • Handwashing requirements

Require handwashing or use of hand sanitizer upon entry

  • Physical distancing including classroom spaces, ingress/egress and recess/breaks

Post the maximum capacity of spaces

Measure and mark spaces

Develop plans for ingress and egress and mark spaces 6’ apart

Create schedules for recess/break prior to return to in-person instruction

SMETA will present a response to the remainder of the District’s initial proposal.

Teaching and Learning in the Hybrid Model

The District and SMETA discussed the Hybrid Model and possible schedules. The group decided to move forward with the AB model that was approved by the Board in July 2020. Considerations for the schedule included:

  • How to support students in-person and at home as the Hybrid Model includes three days of distance learning
  • Continuity of learning in transition from FTDL to Hybrid using the same curriculum
  • Parity of assignments in FTDL and Hybrid
  • Planning time for teachers to address needs of students in-person and at home
  • Scheduling specials (art, music, PE…) in the Hybrid Model

Weekly Engagement Record

The parties discussed the collection of data through the weekly engagement record that is required by the California Department of Education.

The District and SMETA teams will meet again on November 9, 2020 to continue negotiations.

 

District and SMETA Negotiations Update October 26, 2020 

The District and SMETA met to negotiate a Memorandum of Understanding (“MOU”) regarding the impacts of reopening schools for hybrid in-person learning. The District presented an initial proposal that included the following:

Health and Safety

The District proposed language related to:

  • Personal protection equipment (“PPE”)
  • Face coverings
  • Handwashing requirements
  • Cleaning and disinfecting
  • Physical distancing including classroom spaces, ingress/egress and recess/breaks
  • Air ventilation and filtration
  • Health screening
  • Testing

 

Communication

The District proposed language for communication for confirmed or likely coronavirus infection case including contract tracing.

Teaching and Learning in the Hybrid Model

The District proposed language for cohort groups returning to in-person instruction.

Assignment to Hybrid Model Learning Program

The District proposed language for making teaching assignments in the Hybrid Model.

Other Work Hours/Conditions

The District proposed language for other work hours and conditions including meetings and calendar that is contingent upon finalization of the Hybrid Model.

Leaves

The District proposed language that unit members will continue to have leave rights as provided for in Article 10 of the SMETA collective bargaining agreement.

Salary

The District proposed language to maintain rate of pay and benefits while teaching in the Hybrid Model.

Special Education, Counselors and Psychologists

The District proposed language related to services by special education staff.

Teachers on Special Assignment (TOSA)

The District proposed language related to services by TOSAs.

Substitutes

The District proposed language related to screening measures for substitutes.

 Evaluations

The District proposed language related to evaluation timelines and members that will be evaluated

in the 20-21 school year.

Terms

The District proposed language related to the expiration of the MOU.

 

The District and SMETA teams will meet again on November 2, 2020 to continue negotiations.

 

District and SMETA Negotiations Update October 22, 2020

The District and SMETA met to negotiate a Memorandum of Understanding (“MOU”) for reopening schools for hybrid in-person learning. The teams discussed the Governing Board’s decision to reopen schools for hybrid in-person instruction for the youngest students and those in special day classes beginning on January 19, 2020 and identified the following areas for initial consideration in the MOU:

  • Health and Safety
  • Staffing
  • Teaching and Learning in the Hybrid Model
  • Facilities
  • Testing

 

The parties identified some key questions and/or concerns including frequency of testing and workload for teachers in the hybrid model. Dates were set for future meetings. The District and SMETA teams will meet again on October 26, 2020 to continue negotiations.

 

District and SMETA Negotiations Update August 21, 2020

The District and SMETA reached tentative agreement on a Memorandum of Understanding (MOU) for Full Time Distance Learning (FTDL) on July 21, 2020. The MOU was ratified by the SMETA membership on August 3, 2020 and approved by the Governing Board on August 6, 2020. The MOU may accessed by clicking on this link. Highlights of the MOU include:

  • The following priorities shall apply to unit members for FTDL remote work:
    • Unit members with an underlying health condition that makes them at high risk for COVID-19
    • Unit members who have an individual living in the unit member’s household who has an underlying health condition that makes them at high risk for COVID-19 infection.
    • The unit member is aged 65 or over.
    • The unit member is required to provide child care for children under the age of 12 who cannot return to school full time, or any age in the case of a child with exceptional needs who cannot return to school full-time.
    • If there is additional FTDL work available, the remaining assignments shall be filled in order of seniority.
  • Work hours for elementary school during distance learning will be 8:00 a.m. to 3:15 p.m. including a one hour lunch generally from 12:00-1:00 p.m. Work hours for middle school will follow assigned bell schedule.
  • Full-time distance learning will include daily live engagement between the teacher and students for the purposes of instruction/interaction, progress monitoring and maintaining school connectedness. Live instruction/interaction shall be substantially equivalent to District in-person instruction/interaction in the hybrid model which is four hours per day.
  • FTDL shall include the following activities:
    • Daily morning community meeting for all students
    • Provide students and families a weekly agenda/overview
    • New curriculum content
    • Curriculum review and practice
    • Timely feedback on student work assignments
    • Diagnostic assessment
    • Small group instruction
    • Whole group instruction
    • Social Emotional Learning lessons (SEL)
    • Daily closing activity/reflection for elementary
  • Unit members assigned to the FTDL Program will adhere to the District content aligned grade level standards which provides a substantially equivalent challenge to in-person instruction.
  • August 10 will be an optional non-instructional day for school site professional development. Additional optional district professional development for curriculum will also be offered during the week of August 3 -7. Unit members who attend during this week will receive $45 per hour. August 11-14 will serve as non-instructional days that unit members are required to report to work and will consist of 3 district and/or site based professional development days (August 11-13) and 1 staff work day (August 14) to prepare lessons and resources. The 2020-21 student calendar will be changed to start instruction August 17 and to change September 18, January 5, and March 12 to instructional days.
  • This MOU shall expire in full without precedent on June 30, 2021, unless extended by mutual written agreement.

We would like to thank the SMETA leadership team for their collaboration to come to agreement on the MOU.

 

District and smeta negotiations update - June 14, 2019

The District and SMETA met for its final bargaining session on June 11, 2019 and reached tentative agreement on a successor agreement for 2019-2022 as well as on salary negotiations for 2020-2021.  Highlights of the tentative agreement include:

Article 3:  Employee Rights

Obsolete language that referred to year-round and traditional calendars was eliminated from the contract.

Article 4: Association Rights

Language was updated by removing reference to agency fees to be consistent with the Janus decision.

Article 5: Compensation

  • The Parties previously settled for a 2.5% salary increase for 2019-2020
  • 3% salary increase for 2020-2021
  • Stipend of $2500 per year for RSP/SDC teachers

Article 6: Hours

Teachers will be provided with written notice 24 hours in advance of a new student joining the class and pay for up to two hours on a timecard if the 24-hour notice is not provided.

Article 7: Assignments, Transfers and Filling of Vacancies

District will provide job descriptions for Teachers on Special Assignment (TOSA) and Counselors prior to the start of their assignment.

Article 8: Class Size

Class size for elementary physical education will be at no more than 30 students.

Article 11: Teacher Support Program

The parties agreed to changes to language that included recommendations from the PAR Panel.  The caseload for the consulting teacher was increased to 25:1.

Article 12-Safety Conditions of Employment

An agreement was reached on contract language related to reporting hazards, air quality, temperature and student discipline.

The tentative agreement will be taken to the SMETA membership for ratification and presented to the Board for approval. We would like to thank the SMETA leadership team for working with the District team to successfully bring negotiations to a close.


DISTRICT AND SMETA NEGOTIATIONS UPDATE - MAY 31, 2019

The District and SMETA met for its fifth bargaining session and considered the following:

Article 7-Assignments, Transfers and Filling Vacancies

In response to SMETA’s initial proposal, the District proposed an MOU for site administrators to meet with Teachers on Special Assignment (TOSA) and Counselors and provide copies of job descriptions prior to the start of their assignment.

The District counter-proposed posting a vacancy for a minimum of five (5) days instead of ten (10) between June 15 and August 15.

SMETA counter-proposed language to post a vacancy for five (5) full business days and having an email sent to all unit members about the vacancy at the time of the posting.

Article 8-Class Size

The District counter-proposed to retain existing contract language for class size for middle and elementary classes and ratio for student contacts for specialists.

SMETA counter-proposed language to reduce class size for middle and elementary classes as well as reducing the ratio for student contacts for specialists.

Both parties counter-proposed indemnification language related to unit members who may provide health assistance or perform medical procedures.

Article 9-Evaluation

SMETA responded to District’s counter-proposal regarding administrator performance with a slight change to their original proposal providing for the collection of annual feedback annually instead of twice a year.

Article 10-Leave Provisions

SMETA withdrew its proposal related to increasing the number of personal necessity “no tell” leave days.

Article 12-Safety Conditions of Employment

SMETA provided a counter-proposal with a revised proposal from their initial proposal related to reporting safety and health concerns, air quality, temperature, student suspension and reporting disruptive actions by students.

The District and SMETA teams will meet again on June 11, 2019 to consider counter-proposals and continue successor negotiations.


DISTRICT AND SMETA NEGOTIATIONS UPDATE - May 24, 2019

The District and SMETA met for its fourth bargaining session and considered the following:

Article 5-Compensation and Benefits

The District counter-proposed the following:

  • Salary increase of 2% for 2020-2021 and 2% increase for the 2021-2022 school year which is an ongoing approximate cost to the District of $2.65 million.
  • Consistent with SMETA’s initial proposal, increase the annual stipend for RSP and SDC teachers from $1000 to $2500 at an approximate ongoing cost of $90,000.
  • Increase contribution to health care benefits to $800 per month for full-time regular employees at an approximate cost of $50,000.
  • Memorandum of Understanding to provide a signing and retention incentive for hard to fill positions in special education for new hires and current general education teachers interested in teaching special education that includes:
    • $2000 lump sum payment in 2019-2020
    • $2000 lump sum payment in 2020-2021
    • $1000 lump sum payment in 2021-2022

The cost of the signing and retention incentive is approximately $100,000.

Article 6-Hours

The District and SMETA reached tentative agreement on Article 6.

Article 7-Assignments, Transfers and Filling Vacancies

The District counter-proposed eliminating the requirement to post a vacancy for a minimum of ten (10) days between June 15 and August 15. The District also proposed to provide job descriptions but not add the language in the contract.

SMETA counter-proposed to retain language to post a vacancy for a minimum of ten (10) days. and place language in the contract for the District to provide job descriptions for Teachers on Special Assignment (TOSA), Counselors and Deans prior to the start of their assignment.

Article 8-Class Size

The District counter-proposed to retain existing contract language for class size for middle and elementary classes and ratio for student contacts for specialists.

Article 9-Evaluation

The District agreed with SMETA’s counter-proposal to maintain contract language to determine unsatisfactory performance and did not agree to proposed language to provide feedback on administrator performance.

Article 10-Leave Provisions

The District counter-proposed increasing the number of sick leave days for personal necessity “no tell” from 3 days to 4 days with conditions for its use.

SMETA’s counter-proposal agreed to 4 days of personal necessity “no tell” but without conditions for its use.

Article 11-Teacher Support Program

The District and SMETA reached tentative agreement on Article 11.

The District and SMETA teams will meet again on May 30, 2019 to consider counter-proposals and continue successor negotiations.


DISTRICT AND SMETA NEGOTIATIONS UPDATE - May 10, 2019

The District and SMETA met for its third bargaining session and considered the following:

Article 5-Compensation and Benefits

  • The District counter proposed the following:
    • Salary increase of 2% for 2020-2021 and 2% increase for the 2021-2022 school year.
    • Increase the annual stipend for SDC teachers from $1000 to $2000
    • Memorandum of Understanding to provide a signing and retention incentive for hard to fill positions in special education for new hires and current teachers interested in teaching special education that includes:
      • $2000 lump sum payment in 2019-2020
      • $2000 lump sum payment in 2020-2021
      • $1000 lump sum payment in 2021-2022
  • SMETA counter proposed the following:
    • Salary increase of 4.5% from the initial proposal of 5% for 2020-2021 and 4.5% increase from the initial proposal of 5% for the 2021-2022 school year.
    • Increase the annual stipend for RSP/SDC teachers from $1000 to $2500
    • Unit members with 20 or more years of service and assigned to the 4th column of the salary schedule will receive a longevity bonus of $5000 at year 20 and $5000 at every five year increment thereafter.
    • Increase of $500 per month to District contribution for health benefits in addition to the lowest cost of an employee only HMO plan.

Article 6-Hours

  • The District proposed language to provide teachers with written notice 24 hours in advance of a new student joining the class to the best of their efforts. SMETA proposed language to provide pay on a timecard if the 24 hour notice is not provided.
  • The District proposed language to provide a duty free lunch period ranging from 40 minutes to 60 minutes. SMETA proposed retaining the current lunch period to range from 50 minutes to 60 minutes.

Article 7-Assignments, Transfers and Filling Vacancies

  • SMETA did not accept the District’s MOU and proposed that the District provide job descriptions for Teachers on Special Assignment (TOSA), Counselors and Deans prior to the start of their assignment.
  • The District proposed eliminating the requirement to post a vacancy for a minimum of ten (10) days between June 15 and August 15.

Article 8-Class Size

  • SMETA proposed decreases to student contacts and/or class size as follows:
    • Middle school student contact average at sites from 175 to 165
    • Middle school contact average for full time teachers from 185 to 170 with no more than a four student differential per period
    • Middle school PE class size maximum of 45 students
    • Student to Middle and Elementary Counselor ratio from 600:1 to 550:1
    • TK-3 and 3rd/4th grade combination classes from 28 to 24 students
    • Grades 4 and 5 classes from 30 to 26 students
    • Elementary PE class size maximum from 36 to 30 students
    • One school nurse for each middle school complex
    • Student to School Psychologist ratio decrease from 1500:1 to 1000:1 and not to exceed 1100:1

Article 9-Evaluation

  • SMETA proposed language to provide feedback on administrator performance.

Article 10-Leave Provisions

  • SMETA proposed language to allow teachers to use up to 10 days of sick leave each year for personal necessity. The District counter-proposed increasing the number of sick leave days for personal necessity from 3 days to 4 days with conditions for its use.

Article 11-Teacher Support Program

  • The District and SMETA exchanged proposals for changes to language in this article that included recommendations from the PAR Panel.

Article 12-Safety Conditions of Employment

  • The District provided a counter-proposal to SMETA’s proposed new contract language related to air quality, temperature and disruptive actions by students that included these elements.

The District and SMETA teams will meet again on May 24, 2019 to consider counter-proposals and continue successor negotiations.


District and SMETA Negotiations Update - April 25, 2019

The District and SMETA met for its second bargaining session and considered the following:

Article 4-Association Rights - The parties agreed to language regarding dues deductions after the U. S. Supreme Court Janus decision.

Article 5-Compensation and Benefits - The District proposed an MOU to form a Joint Health Benefits Committee to review, consider and recommend options to provide healthcare benefits that meet health care needs at a supportable cost.  SMETA proposed the following:

  • Salary increase of 5% for 2020-2021 and 5% increase for the 2021-2022 school year.
  • Unit members with 20 or more years of service and assigned to the 4th column of the salary schedule will receive a longevity bonus of $5000 at year 20 and $5000 at every five year increment thereafter.
  • Increase of $500 per month to District contribution for health benefits in addition to the lowest cost of an employee only HMO plan.
  • $5000 retention stipend for special education teachers after 5 years of service and $5000 at every five year increment thereafter.
  • Increase to the annual stipend for RSP/SDC teachers from $1000 to $2500

Article 6-Hours - The parties proposed language to provide teachers with written notice 24 hours in advance of a new student joining the class. SMETA proposed language to provide pay on a timecard if the 24 hour notice is not provided.

Article 7-Assignments, Transfers and Filling Vacancies - The District proposed an MOU to address job descriptions for Teachers on Special Assignment (TOSA), Counselors and Deans in response to SMETA’s proposal regarding these job descriptions.

Article 11-Teacher Support Program - The parties were provided with information by the PAR panel about their recommendations for changes to language in this article.

Article 12-Safety Conditions of Employment - SMETA proposed new contract language related to air quality, temperature and disruptive actions by students.

The District and SMETA teams will meet again on May 10, 2019 to continue successor negotiations.


 


 


Classified School Employee Association (CSEA) Negotiations

District AND CSEA NEGOTIATIONS UPDATE - NOVEMBER 30, 2018

The District and CSEA reached tentative agreement on a successor agreement from 2018-2021. The agreement closes negotiations for 2018-2019 and 2019-2020. Highlights of the tentative agreement include:

  • 3% salary increase retroactive  to July 1, 2018
  • 2.5% salary increase effective July 1, 2019
  • Reopeners in 2020-2021 for salary and benefits only
  • Restructured and increased number of professional growth stipends
  • Incorporated language about vacation scheduling for custodians from an MOU into the contract

The tentative agreement will be taken to the CSEA membership for ratification and presented to the Board for approval. We would like to thank the CSEA leadership team for working with the District team to successfully bring negotiations to a close.