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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 - 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.


District and SMETA Negotiations Update - March 5, 2019

The District and SMETA met in its first session to negotiate a successor agreement effective 2019-2022. The teams began with an introduction of members, participated in a collaborative activity to develop norms and agreed to ground rules for their meetings.

The District presented Guiding Principles for Negotiations which include:

  • Increase student achievement for all students
  • Provide equity and educational access for all students and specifically for English learners, socio-economically disadvantaged students and students with disabilities
  • Develop high-quality instructional and leadership capacity among teachers
  • Attract and retain teachers
  • Maintain fiscal responsibility

The District team will develop and review proposals through the lens of these guiding principles.

  • Article 3  - Employee Rights - SMETA proposed to eliminate obsolete language that refers to year-round and traditional calendars. The District agreed to the proposed language.
  • Article 4 - Association Rights - The parties discussed updating language by removing reference to agency fees to be consistent with Janus decision.
  • Article 6 - Hours - The parties discussed SMETA’s proposal to provide teachers with written notice 24 hours in advance of a new student joining the class. They also discussed the District’s proposal to provide school sites with the option of having lunch periods from 40 minutes to 60 minutes.
  • Article 7 - Assignments, Transfers and Filling Vacancies - The parties discussed job descriptions for Teachers on Special Assignment (TOSA), Counselors and Deans.
  • Article 9 - Evaluation - The parties discussed the definition of “unsatisfactory” rating on the evaluation and other criteria to provide broader access for participation in the Peer Assistance Review (PAR) program. They also discussed a process for SMETA members to provide feedback on administrator performance.
  • Article 11 - Teacher Support Program - The parties discussed a proposal to update and modify language in the PAR program.
  • Article 19 - Term - The parties agreed to update the term of the successor agreement to be 2019-2022 and for reopeners during the term.

The District and SMETA teams will meet again on April 25, 2019 to continue successor negotiations.


District and SMETA Negotiations Update - November 26, 2018

The District and SMETA met for its second mediation session and reached tentative agreement on reopeners for 2018-2019 as well as salary negotiations for 2019-2020. The agreement closes salary negotiations for both years. Highlights of the tentative agreement include:

  • Article 5.1:
    • 3% salary increase effective July 1, 2018
    • 2.5% salary increase effective July 1, 2019
  • Article 5.9.1 & 5.9.2:  Increase number of years of teaching experience from 10 to 12 years
  • Article 5.17:   Additional $1,000 annual stipend for Title I and Montessori
  • Article 6.1.7:  One early release day per month will be used for grade level and departmental meetings
  • Article 8.5.3:  Class size of elementary physical education at no more than 36 students
  • Article 8.5.4:  Stipend for over class size up to $495 per month
  • Article 8.7:     Language supporting special education students in the general education setting

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.


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.

District AND CSEA NEGOTIATIONS UPDATE - September 18, 2018

The District and CSEA met for its second bargaining session for 2018-2019. The meeting began with an introduction of team members.

Article 3: Check Off and Organizational Security and Article 5: Organizational Rights

  • The parties exchanged proposals and counterproposals regarding union member dues. CSEA proposed the addition of a designee to use union release time to conduct association business.

Article 6: Hours and Overtime and Article 7: Vacations

  • The District and CSEA continued to discuss the incorporation of the MOU language into the contract regarding summer cleaning and vacation scheduling. The parties also discussed revised time lines and procedure for vacation scheduling for Maintenance and Operations employees.

Article 8: Leaves

  • The District discussed and revised its proposal to update the leave language relevant to child bonding leave.

Article 21: Pay and Allowances

  • CSEA provided a proposal for a secondary language skills stipend and salary range increase for designated bilingual positions.

Article 29: Professional Growth

  • The parties verbally agreed to a professional growth stipend amount of $275 per stipend up to 12 stipends. CSEA counter proposed increasing the maximum number of stipends to 18. The District provided a revised professional growth stipend request form consistent with proposed changes.

The District and CSEA teams will meet again on October 2, 2018 and November 29, 2018 to exchange counter proposals.