Return To Work Update 8-7-2020

August 7, 2020

Hello CSEA Placentia-Yorba Linda Chapter 293 Members,

I hope you’re having a great summer! I am sending you this communication as CSEA is preparing to head to the bargaining table next week to commence the negotiations of the 2020/21 Return to Work/Reopening of Schools MOU. Many members are concerned as to what they can expect as they are called back to begin their work calendar. The intent of this communication is to provide clarity with the information we are aware of at this point.

Over the past couple of months, different learning plans have been discussed as they pertain to the safe reopening of schools. However, many of these plans were put on hold when the Governor issued an executive order. This order outlined the criteria for the reopening of schools which prohibits school districts who are in counties that are on the State’s COVID-19 “monitoring list” from opening. Orange County is currently on the aforementioned list and as such, PYLUSD will not be able to provide classroom instruction to students. As a result, the students of PYLUSD will be distant learning until further notice. PYLUSD is committed to providing a robust distant learning model come September 1st in order to ensure quality instruction and services are being provided to our students, parents, and the community. This is where classified employees become vital in the success of the student distant learning model.

As support staff, this means that there will be a sufficient amount of work for us to do. This also means classified staff will be returning to work per your work calendar start date. For classifications that receive notification of assignment, that assignment will be provided as in the past.

While there may be remote work options and modified work schedules available, it’s almost certain these options may not be made as readily available as they were this past spring. As such, those employees with medical restrictions and/or childcare/dependent care issues should contact Human Resources to discuss your leave options. Please see the attachment which is an overview of the Family First Coronavirus Response Act (FFCRA) which provides all employees additional Federal leaves you may use for COVID-19 related reasons. If you need to utilize a leave, CSEA advises that you use FFCRA leaves prior to your own accrued time to prolong the leave time you have available.

As we head to the bargaining table Tuesday, August 11, we are mindful that spring negotiations for School Closures of Impact/Effects MOU had different priorities than what we will be discussing at these new negotiations. As such, our main priorities going into bargaining are job security, safety for everyone, and employee utilization. We have no governmental order mandating that all classified staff stay employed through a school closure like we did in the spring. Getting a written commitment from the District to keep all of our classified workers employed through the fiscal year would be a major victory. This is also something that CSEA feels is extremely necessary given the fact we were presented a furlough days’ proposal from the District just weeks ago. As you are aware, we declined such an offer.

It is understood that in order to get PYLUSD to see the value in keeping our classified staff employed, there must be flexibility and willingness from classified employees as it pertains to allowing PYLUSD to utilize our staff in their normal job capacity and/or in unconventional ways. The bargaining team will have more information as it begins negotiations about the potential repurposing of job duties and the impacts on classified employees. 

As you begin to receive communication about your work assignment from the district, please keep all this in mind:

You should follow the direction of your supervisor and communicate with CSEA should you feel you are being directed to do something out of the norm. Because we don’t have an agreement on the 2020/21 Return to Work/Reopening of Schools MOU as of yet, all employees can be directed to report to work so long as you are on your regular work calendar and working your set work hours. Upon arriving to work, there should be a sufficient amount of personal protective equipment (PPE) available for you (mask, face shields, gloves, hand sanitizer, etc.).  If you have an issue securing PPE, please let your immediate supervisor know and contact CSEA if the matter is not resolved. 

Our intent is to update our classified employees immediately following each of our bargaining sessions, which will take place over the course of the next couple of weeks. Please ensure you follow all PYLUSD provided safety guidance and don’t hesitate to reach out. Should you have any questions, please contact me (Job Suarez, 714-681-3095 or suarezbrats@gmail.com), your First Vice President (Chris Lawyer, 714-615-0896 or ctdk@sbcglobal.net), or our Labor Rep (Anthony Solis, 714-532-7126 or asolis@csea.com). Thank you!

In Unity,                                                        

Job Suarez

CSEA Placentia-Yorba Linda Chapter 293 President


Negotiations update July 23, 2020

July 24, 2020

Your CSEA negotiations team met on July 23 for our 21st session on the 19/20 contract. While we have reached tentative agreements on all other areas, we will continue to strive to reach an agreement with regards to wages for last school year for all classified. 

We will not be meeting on this subject again for several weeks, due to the fact we must start working on a new Memorandum of Understanding (MOU) specific to the reopening of school. This “reopening” agreement has a mandatory timeline that it must be concluded prior to our scheduled first day of school, September1.
As always, we appreciate all your support during this (very long) process!
Your CSEA Negotiations Team,Job Suarez, Chris Lawyer, Cheryl Townsend, Carlos Chiang, Sue Puchand Anthony Solis, CSEA LRR Rep


Negotiations Update

July 16, 2020

June 2020 Newsletter

June 12, 2020

June 2020 Newsletter _Quarantine Edition_


PYLUSD 2020-21 Health Benefits Open Enrollment

June 9, 2020

CSEA negotiations update 6/08/20

June 8, 2020

CSEA and the District have met for the 2019-2020 negotiations twice (May 28th and June 5th) since our last update. At this time the parties have reached agreements on all articles except for Article 18 Wages. On May 28th, the District proposed five (5) furlough days for the upcoming fiscal/school year, with contingency language for the potential of more.  These possible furloughs are a result of the bleak 2020-2021 Governor’s May Revised Budget which forecasts a $15.1 billion budget shortfall for K-12 education and which the District estimated would translate to the loss of $24 million locally. CSEA did not sign any agreement in relation to furlough days as we felt the District’s proposal was premature. The pandemic has resulted in tax revenues deferred, and not coming in until mid-July, and the State Legislature still hadn’t approved the proposed dismal education budget. At the May 28th bargaining session, CSEA had asked the District to explore alternatives to salary or job cuts prior to proposing furloughs in order to try and yield savings while taking less drastic measures. As such, CSEA proposed a retirement incentive to the District which was accompanied with a commitment to not fill certain positions that would be vacated as a result of retirement, and to freeze the hiring of certain vacancies deemed nonessential. CSEA felt the proposal could result in cost savings for the District and could potentially avoid our members being impacted negatively as a result of budget cuts. The May 28th bargaining session ended with CSEA expressing its frustration with the District over the length of time negotiations has taken and the lack of a unit-wide salary increase or bonus being offered by the District.

 

On June 5th, the parties discussed CSEA’s proposal for a retirement incentive which the District dismissed as too costly. The District again failed to propose a unit-wide salary increase or bonus at this bargaining session. The District had explained that while it understood that CSEA didn’t want to agree to furlough days for 2020-2021 in the midst of negotiating our 2019-2020 contract, CSEA would need to accept some equity language agreeing to take the same percentage of cuts the other employee groups (Management and the Certificated bargaining unit) have already accepted in the way of furlough days for next year. CSEA explained to the District that since the State Legislature had recently rejected the Governor’s proposed cuts to K-12 education and proposed to balance the budget for next year, it was impossible for CSEA to agree to accept this equity language since the furlough agreements the other groups signed mandate five (5) furlough days regardless of if the budget is balanced or drastically improves from the Governor’s proposed May Revised Budget. CSEA also explained that should the Governor accept the State Legislature’s revisions to his budget and/or negotiate with the State Legislature to drastically improve the funding for 2020-2021 K-12 education, CSEA would like to have conversations about a unit-wide salary increase or one-time bonus for the current year. The District stated they understood and the parties agreed to meet again after June 15th, as the State Legislature is constitutionally mandated to adopt a budget by this date.  We will have another update after our next bargaining session.

 

For now, it should be clear that CSEA has not signed any agreement as it pertains to furlough days.

 

In Unity,

Job Suarez

CSEA Chapter 293 President