WCCUSD Negotiations Updates


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February 16, 2018
February 16, 2018

At the conclusion of voting yesterday, your coworkers observed and tallied the ballots. The result was conclusive and the tentative agreement was approved by the membership.

The District will now begin calculating the retroactivity for members and we will keep you updated as this moves forward.

A special thanks to the members of the bargaining team who helped explain the offer and facilitated an open and democratic vote.

We look forward to building upon the progress made in this initial step. In the coming weeks, we will get back to the table and continue bargaining a contract for July 1, 2018 and beyond. With your support and unity we know we can deliver a strong Teamster contract.

Over the course of four hours, hundreds of members signed in and participated in the vote.

Members of the steering committee conducted the official tally while others witnessed the process.

 

 

 

 

 

 

 

 

 

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February 7, 2018
February 7, 2018

Last Friday, members of your Union Bargaining Team and members of the Negotiations Steering Committee met to discuss the possible terms of a retroactive cost of living adjustment (COLA) for 2017. At this meeting, there was unanimous support to send this offer to the full membership for a vote. We are committed to empowering every member and voting any and all agreements reached with the District. Therefore, we are asking members to come to one of two meetings next week to hear from our negotiators and vote in-person.

In advance of the meetings and voting, please take a few minutes to review the Frequently Asked Questions below.

Informational Meetings and Voting
Pinole Middle School — Multi-Purpose Room 1575 Mann Drive, Pinole
Thursday, February 15, 2018
2 p.m. & 5 p.m.

Voting will begin at 2 p.m., and the ballots will be counted immediately following the end of the second meeting. All members are invited to participate and observe this process.

As a reminder, this is not the conclusion of our full negotiations, but it is an important step toward xing the past and building momentum to achieve a strong contract overall.

FREQUENTLY ASKED QUESTIONS

If we agree to a cost of living allowance (COLA) for 2017, what will it be?
The offer is a permanent two percent (2%) increase to all salaries, retroactive to July 1, 2017.

If we agree to a contract that covers July 1, 2017 to June 30, 2018, what happens to all of our existing proposals?
We would continue bargaining as previously planned and keep building on the progress already made.

What about 2018 and beyond?
This offer only seeks to make right what didn’t get accomplished in 2017 thru June 30, 2018. We will continue negotiating for a new contract that takes effect July 1, 2018.

Why did the District change their mind on retro?
Our persistence in negotiations and your solidarity in the workplace has shown the District that things have to be different now that we are Teamsters. We believe the District wants a fresh start with our Teamster membership. By offering a retroactive cost of living allowance, the District is recognizing that we are willing to fight for what is fair and this move will keep the process moving forward.

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January 26, 2018
January 26, 2018

Your bargaining team met with the District spokespersons today and discussed issues dealing with classroom staffing ratios, overtime and compensatory time, bus monitor assignments, food safety, apprenticeship work and transfers. We believe we are close to reaching agreements with the District on these topics.

We ended the first half of the session by reminding District negotiators of our mandate to go back and fix what happened, or what failed to happen, in 2017. We asked them to consider, before giving us their next offer, that our members overwhelmingly rejected the last offer made to Local 1 and even the members who supported accepting one-time lump sum money have suffered without any increase to their salary, too.

What we told them must have sounded like a broken record, but we believe that you truly deserve compensation for lost time in 2017, and until that happens it will be difficult to negotiate a future contact.

By the end of the session, the District agreed to provide a cola retro to July 1, 2017. It’s not the end of negotiations and we must continue to push for a fair contract from 2018 forward, but this could be a sign of real change.

The offer on the table, which is still under review by our team, would provide a permanent increase to wages with retroactivity to July 2017, and expire on June 30, 2018. That means we would finally get a cola for 2017 and be able to continue negotiating as early as next week (you’ll recall that we already had a full day set aside for Monday, January 29) for a new multi-year contract.

It’s important that we are able to keep our momentum and continue bargaining while we evaluate this offer. We also have to make sure we keep the 80/20 healthcare while we continue to negotiate a solution for medical insurance in 2019.

We are committed to fixing what went wrong under Local 1’s watch. We are also committed to continuing the fight for affordable healthcare, fair wages and improved working conditions beyond 2018 and without any gap in negotiations.

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January 12, 2018
January 12, 2018

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Your Union Bargaining Committee met with District negotiators yesterday, January 11, 2018. The District responded to many of our proposals, including percentage increases for the salary schedule. The numbers were not high enough for us to reach an agreement, but it did mark a change in their bargaining position for the first time since 2016. You may recall when the District offered your previous association one-time lump sum payments and rightfully, you and your coworkers turned that down. Since we started negotiations as Teamsters, we have made it clear that members deserve fair increases and they must be pensionable and on-going raises to the salary schedule for all members.

The District is finally agreeing to bargain percentage increases for a new contract. We still have a long ways to go, including dealing with an overall health care solution.

Another positive indication yesterday was that the District was willing to agree that expanded health care eligibility could be bargained in our new contract. Unfortunately, we know that any solution, even our proposed 20 hour rule for eligibility, would only take effect in the next plan year which is 2019. We are continuing to work hard to deliver a fair contract and we sent the District negotiators back with a counter offer that will be shared in closed session with the Board of Education next week.

In case you’re wondering, your coworkers on the bargaining team are still holding the line on a variety of issues like longevity pay, aide classroom staffing and safety, apprenticeship work and more.

We have scheduled our next negotiations for January 24 and January 29, 2018.

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Su Comité de Unión de Negociaciones se juntó con el Distrito ayer, 11 de enero 2018. El Distrito respondió a varias de nuestras propuestas, incluyendo aumentos de porcentaje al salario. Las figuras que nos dieron no son suficientemente altos para llegar a un acuerdo, pero sí marcó un cambio en su posición por la primera vez desde 2016. Tal vez se acuerde usted cuando el Distrito les ofreció a su última asociación un pago de solamente una vez, y por buena razón, usted y sus compañeros lo negaron. Desde que empezamos negociaciones como Teamsters, lo hemos hecho claro que miembros merecen un aumento justo y que deben ser pensionables, y los aumentos deberían ser para todos los miembros y continuar durante la vida del contrato.

El Distrito finalmente está empezando a negociar aumentos de porcentaje para el contrato nuevo. Todavía tenemos un largo camino por adelante, incluyendo la necesidad de llegar a una solución para la seguranza médica. Otra indicación positiva de ayer fue que el Distrito está dispuesto a negociar para expandir la elegibilidad para seguranza médica en el contrato nuevo. Desafortunadamente, sabemos que cualquier solución, hasta nuestra propuesta de la regla de 20 horas para elegibilidad, solamente tomaría efecto en el próximo año del plan, lo cual es 2019. Estamos continuando el trabajo duro para cumplir con un contrato justo, y le regresamos a los negociadores del Distrito una oferta que será compartida en sesión cerrada con la Junta de Educación la semana que entra.

En caso de que te lo estés preguntando, sus compañeros en el equipo de negociaciones siguen luchando sobre una variedad de temas, tal como pago de longevidad, la cantidad de empleados por clase y seguridad, trabajo de aprendizaje y más.

Hemos programado nuestras próximas negociaciones para el 24 de enero y el 29 de enero, 2018.

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December 20, 2017
December 20, 2017

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After meeting with members of the Union Negotiations Steering Committee on December 8, your Bargaining Team developed additional proposals and met with the District on December 15, 2017.

We presented proposals on key issues, like expanding the current apprenticeship program to be a year round opportunity and increasing the number of members who can participate annually. We believe that investing in our membership and providing on the job training under our current journey-level workforce can be an asset to both individuals and the District as a whole. Our team also made a proposal to allow GSMO members the option to increase their hourly work schedule by one-half our per day. This would of course increase compensation, but also allow more time to clean and maintain school facilities which have been neglected due to understaffing. For the entire membership, we have proposed a 14% (7%, 4%, 3%) increase over the term of a three year contract, the first of which has already passed as of December 31. We are proposing full retroactivity back to January 2017.

We also revisited several other Union proposals, specifically, probationary periods, transfers and reinstitution paychecks on the 10th of the month.

The District also agreed to update the health contribution rates while we are in negotiations. That means that the full increase of the new health rates in 2018 will not be passed on to members and instead will be paid at 80% of the Bay Area Kaiser CALPERS rate by the District with 20% paid by members. While this doesn’t represent our full proposal on fixing healthcare, this eases the burden of the new CALPERS rates and keeps the process moving forward. If the alarm had not been sounded during these talks, members would have suffered as a result of the old contract language. To view the letter from the District, click here.

The Board of Education meets on January 3, 2018 and our next negotiations will occur January 11, 2018 at 9 am.

Have a safe and happy holiday season!

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Después de juntarnos con los miembros del Comité Directivo de Negociaciones el 8 de diciembre, su Equipo de Negociar desarrolló propuestas adicionales y se juntó con el Distrito el 15 de diciembre 2017.

Presentamos propuestas sobre temas claves, tal como expandir el programa corriente de aprendizaje a un programa de todo el año, y aumentar el número de miembros que pueden participar por año. Nosotros creemos que invirtiendo en nuestros miembros y proveyendo entrenamiento en el trabajo a los empleados de hoy en día puede ser una ventaja para individuales y para el Distrito entero. Nuestro equipo también hizo una propuesta para permitir los miembros de GSMO la opción de aumentar sus horas de trabajo por media hora por día. Esto obviamente aumentaría su compensación, pero también permitiría más tiempo para limpiar y dar atención a las escuelas que han sido descuidadas por falta de empleados. Para la membrecía entera, hemos propuesto un aumento de 14% (7%, 4%, 3%) sobre la duración de un contrato de tres años, de cual el primero ya ha pasado desde el 31 de diciembre. Estamos proponiendo retroactividad completa desde enero 2017.

También volvimos a discutir varias otras propuestas de la Unión, específicamente, periodos de probación, transferencias, y de nuevo implementando el cheque del 10 del mes.

El Distrito también acordó aumentar sus ratos de contribución hacia el costo de seguranza médica mientras que estamos en negociaciones. Eso quiere decir que los costos enteros de los aumentos de cobertura médica del 2018 no van a ser completamente pagados por los miembros, y serán pagados al 80% del rato de Kaiser en la Área de la Bahía de CALPERS por el distrito con el 20% pagado por miembros. Aunque esto no representa nuestra propuesta entera para solucionar el costo de seguranza médica, esto alivia la carga del costo nuevo de CALPERS y continúa el proceso hacia adelante. Si no hubiéramos sonado la alarma durante las negociaciones, miembros hubieran sufrido debido al lenguaje viejo del contrato. Para leer la carta del Distrito, oprima aquí.

La Junta Educativa (Board of Education) se reunirá el 3 de enero 2018 y nuestras próximas negociaciones están programadas para el 11 de enero 2018 a las 9 am.

¡Que disfruten una salva y alegre temporada navideña!

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November 21, 2017
November 21, 2017

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Your Union Bargaining Team met again on November 20, 2017. We continued negotiating on the issue of health care and urged the District to address the upcoming 2018 increases to medical premiums. This issue is critical to keeping negotiations moving forward and we expect a response from the District soon. We have scheduled another bargaining date on December 15, 2017.

As a reminder, if you are part of the Negotiations Steering Committee, we have a meeting on December 9th, 2017, at the Marriott in Hilltop Plaza. Please arrive promptly at 9 a.m.

 

Su Equipo de Negociaciones de Unión se juntó otra vez el 20 de noviembre 2017. Continuamos negociando sobre el tema de seguranza médica y urgimos al Distrito que enfrenten los aumentos de costos de 2018. Este problema es crítico para mantener negociaciones moviendo hacia adelante y esperamos una respuesta el Distrito pronto. Tenemos otra junta para negociar el 15 de diciembre 2017.

Como recordatorio, si usted es parte del Comité Directivo de Negociar, tenemos una junte el 9 del diciembre 2017, en el Marriott de Hilltop Plaza. Por favor llegue a tiempo a las 9 de la mañana.

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November 3, 2017
November 3, 2017

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Sounding the Alarm on Healthcare costs
While we continue pushing to expand coverage, we are also proposing to increase what the District contributes to health bene t premiums. The District published the new rates for 2018, but we doubt they made any effort to explain what those rates will mean for classi ed staff. The new rates will translate into more out of pocket expenses for members who are enrolled in health bene ts. Starting in January the out of pocket for Kaiser participants will increase $120.83 for families, $92.94 for those with 1 dependent and $46.47 for singles. At current pay rates, this could be as much as a 4% cut for many members. Achieving affordable healthcare is a top priority for our bargaining committee and we will address this crisis.

At the Bargaining Table
On Thursday, November 2, we met with District negotiators and they responded to fourteen (14) of the twenty-one proposals we made on October 18, 2017, of which they agreed to six (6) and sought more information on a number of others. We are close to reaching agreement on several more topics based upon the discussions yesterday.

We also presented three (3) new proposals. The rst of which aims to deal with employees who transfer and start a new probationary period and in some cases start at the bottom of the pay scale. We are proposing that employees not be made to complete a second probationary period and be placed at the wage step closest to their previous salary. To be clear, this is in a situation of transfer, not promotion. We also discussed a new proposal whereby the District would keep all training and certi cation records (renewal training, medical training, etc) in your personnel le. This would help us address pay issues when we have asked for increased compensation based upon certi cations only to have administrators say “we have no record of that training”. The third new proposal is to reinstitute the separate check for overtime work and add an option, similar to that of faculty, to allow 10 and 11 month employees to smooth their pay over 12 months.

We intend to continue these discussions and make progress on economic issues at our next meeting, which is tentatively set for November 20th. While we have maintained a tone of professionalism thus far, we expect economic talks to be the challenge and need your support and unity to show the District we are serious about making change.

Solidarity Action

 

The fight for a fair contract isn’t just a Teamster issue. United Teachers of Richmond (UTR) are in negotiations and ramping up their contract negotiations as well. Our bargaining committee has endorsed a rally set for Wednesday, November 15th from 6-8 p.m. at Dejean Middle School, 3500 Macdonald Avenue in Richmond. 

We will not only be there to support our Sisters and Brothers in UTR but also to send a message of our own strength to the District. If you cannot attend, make sure to wear your Teamster gear at work on November 15. A printable flyer is available here: http://teamsters856.org/wp-content/uploads/2017/11/WCCUSD-solidarity-action.pdf

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Sonando la Alarma sobre Costos de Cobertura Médica
Mientras que continuamos empujando para expandir cobertura, también estamos proponiendo que el Distrito aumente la porción que ellos contribuyen a los costos de seguranza médica. El Distrito publicó los costos nuevos para el 2018, pero tenemos dudas que hicieron cualquier esfuerzo para explicar que signi cado tienen esos costos nuevos para empleados clasi cados. Esas cantidades nuevas se traducen a mas costos para los miembros quienes están enrolados para bene cios médicos. Empezando en enero, el costo al miembro para participantes de Kaiser aumentará $120.83 para familias, $92.94 para empleados con un (1) dependiente y $46.47 para solteros. Con los sueldos que tienen ahorita, esto es un recorte de salario de hasta 4% para muchos miembros. Logrando cobertura médica asequible es una prioridad para nuestro comité d negociaciones y enfrentaremos esta crisis.

En la Mesa de Negociaciones
El jueves, 2 de noviembre, nos juntamos con los negociadores del Distrito y ellos respondieron a catorce (14) de nuestras veinte y una propuestas que hicimos el 18 de octubre, 2017. Aceptaron seis (6) de nuestras propuestas y pidieron más información para las demás. Estamos cerca de un acuerdo en varios temas basado en la conversación que tuvimos ayer.

También presentamos tres (3) nuevas propuestas. La primera de estas intenta eliminar la repetición del periodo probatorio cuando uno trans ere, y el tener que empezar en el primer paso de la escala de sueldo. Para ser claro, esto sería en situación de transfer, no de promoción. También discutimos una nueva propuesta donde el distrito tendría que mantener archivos de todo entrenamiento y records de certi cación (renovación de entrenamiento, entrenamiento médico, etc.) en su archivo de empleado. Esto nos ayudaría resolver las situaciones en donde hemos pedido compensación debido por certi caciones extras, solamente para que administradores nos digan que no tienen record de ese entrenamiento. La tercera propuesta nueva es para implementar el cheque separado para tiempo extra (over time), y agregar una opción, tal como tienen los empleados certi cados, que permitiría a empleados de 10 y 11 meses extender sus cheques sobre un periodo de 12 meses.

Esperamos continuar estas conversaciones y hacer progreso sobre asuntos económicos en nuestra próxima junta, la cual está tentativamente planeada para el 20 de noviembre. Aunque hemos mantenido un tono de profesionalismo hasta ahorita, esperamos que la conversación económica será una batalla, y necesitamos su apoyo y unidad para demostrarle al Distrito que estamos dedicados a hacer un cambio.

Acción de Solidaridad
La lucha para un contrato justo no es solamente problema de los Teamsters. La Unión de Los Maestros de Richmond (UTR, por sus siglas en ingles), están en negociaciones y también están intensificando sus negociaciones de contrato. Nuestro comité de negociaciones está apoyando una manifestación el 15 de noviembre, de 6 a 8 de la tarde, en Dejean Middle School, 3500 Macdonald Ave., Richmond. 

No solo estaremos allí para apoyar a nuestros hermanos y hermanas de UTR, pero también para mandar un mensaje de nuestro propio poder al Distrito. Si no puede asistir, asegúrese de ponerse su camisa de Teamster en el trabajo el 15 de noviembre. Para imprimir un volante para este evento, oprima aquíhttp://teamsters856.org/wp-content/uploads/2017/11/WCCUSD-solidarity-action-spanish-.pdf.

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October 19, 2017

October 19, 2017

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On October 18, 2017, your Union Bargaining Team met with District negotiators. Informed by your survey input and feedback, we made twenty-one initial proposals. For those members who elect health care covered through the District, we took time to understand the upcoming changes to health insurance rates and how that will impact our economic priorities in negotiations. For those who don’t work enough hours to qualify for medical benefits, we made a proposal that would expand eligibility for healthcare and count all hours worked in the District. We also bargained over creating a pathway to permanent employment for substitutes working 75% or more of the school year.

While there are many issues that impact all members working under the contract, we also know that members working in specialized classifications are counting on our team to bring forward their concerns. For example, we discussed addressing workload and staffing in the payroll department and we also bargained over safe staffing ratios for mild/moderate and moderate/severe special education classrooms.

Some of the other topics of discussion in our negotiations were:
Limiting the time in which employees can be disciplined; expanding layoff notice to 60 days; bilingual pay; removing the cap on license and certification pay eligibility; excused absence for severe weather or emergency situations; restricting supervisors from performing our bargaining unit work; reducing the time that negative information may stay in your personnel file; establishing a fair bus monitor program and protecting higher wages in that assignment and more.


While it is impossible to relay each point of discussion in each negotiations meeting, your Union Bargaining Team is committed to keeping you informed in a manner that is unprecedented for us at WCCUSD. We want you to be informed and to be part of this process as it develops. We are confident that with an educated and empowered Teamsters membership, we can tackle any of the challenges that lie ahead. Please feel free to ask us questions and give us your opinions as we move forward. Our next bargaining date is November 2, 2017.
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El 18 de octubre de 2017, su Equipo de Negociar se juntó con los negociadores del Distrito. Informados por sus respuestas a la encuesta de negociar, hicimos veinte y una propuestas iniciales. Para esos miembros quienes eligen cobertura médica por medio del Distrito, nos tomamos el tiempo para entender los cambios pendientes a los costos de seguranza médica y como eso impactará nuestras prioridades económicas durante las negociaciones. Para los que no trabajan suficientes horas para calificar para beneficios médicos, hicimos una propuesta que expandiría elegibilidad para seguranza y que contaría todas las horas trabajadas en el Distrito. También negociamos sobre cómo implementar un rumbo hacia empleo permanente para substitutos trabajando 75% o más del año escolar.

Mientras hay muchos asuntos que impactan todos los miembros trabajando bajo el contrato, también sabemos que los miembros trabajando en clasificaciones especializadas están contando en nuestro equipo para que discutan sus preocupaciones. Por ejemplo, discutimos como enfrentar el problema de la cantidad de trabajo y la cantidad de empleados en el departamento de nómina de sueldos, y también negociamos sobre la cantidad de empleados más segura para los que trabajamos en clases de educación especial leve/moderado y moderado/grave.

Otros temas de discusión incluyen:
Limitando el tiempo en que un empleado puede ser disciplinado; expandiendo noticia de terminación (layoff) a 60 días; pago para empleados bilingües; removiendo el límite de elegibilidad para pago por licencias y certificaciones especiales; ausencias escusadas para situaciones de emergencia o de clima severo; restricción para supervisores haciendo nuestro trabajo; reduciendo la cantidad de tiempo que información negativa se puede quedar en su archivo de empleo; estableciendo un programa de monitor de autobús justo y protegiendo sueldos más altos en ese trabajo y más.

Mientras es imposible comunicar cada punto de discusión en cada junta de negociaciones, su Equipo de Negociar se compromete a mantenerlo informado en manera sin precedente para nosotros en WCCUSD. Queremos que se mantenga informado y que sea parte de este proceso mientras que se desarrolla. Tenemos confianza de que con una membrecía de Teamsters informada y empoderada, podemos enfrentar todos los retos que vienen. Por favor siéntase libre de hacer preguntas y darnos sus opiniones mientras seguimos adelante. Nuestra próxima fecha de negociar es el 2 de noviembre, 2017. 

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September 28, 2017

September 28, 2017

Your coworkers who comprise the 13 member bargaining team met with District negotiators today. We demonstrated a united, organized and professional front, and made clear our priority to achieve a fair contract, inclusive of health care and wage increases. 
 
As a member of the steering committee, we need your help spreading the word that bargaining has begun and we need coworkers to complete the bargaining survey. We should also let coworkers know that we sent a strong message today by showing our unity at the bargaining table. 
 

Our next bargaining session is set for October 18th, and we will be passing proposals to the District at that time.

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