Question:
If I am have asked to identify, if I will be taking a vacation day, sick day or report to work on February 23rd? What should I do?
Answer :
As an agreement has not yet been reached on furlough days, classified employees should plan to report to work on February 23rd , just like any other day.
Brady Bailo
Labor Relations Representative
California School Employees Association
Orange Field Office
326 W. Katella, Suite E
Orange, CA 92867-4756
Direct: 714.532.7129
NEGOTIATIONS UPDATE #8
IMPASSE DECLARED
At the negotiations session on February 3, CSEA and the District were unable to reach agreement on our 09/10 contract; therefore, this process is moving into the impasse procedure (see www.pylcsea.com for more info)
CSEA’s last proposal, prior to the Impasse, was a total package deal, as listed below:
We addressed furlough days, agreeing to the District’s proposal of 4 days for the 09/10 school year for all Classified employees. For 10/11, CSEA proposed a prorated schedule with 6 days for 12 month employees; 5 days for 10 month up to 12 month employees; and 4 days for those employees with a less than 10 month work year. This proposal also included language to protect vacation and sick leave accrual, and paid holidays, which could otherwise be impacted by the furlough days.
CSEA’s proposal for furlough days is contingent upon the District’s agreement not to initiate layoffs or reduction of hours for unit members for the 09/10 and 10/11 school years.
The furlough day proposal included language which would require the District to reduce the number of furlough days if the base revenue limit is increased.
Our proposal regarding Health & Welfare is for all benefit levels and employee contributions to remain as per the current contract.
CSEA also proposed an early retirement incentive for all non-management Classified employees, of a 2 year PERS service credit. This provision allows the District to leave vacant positions unfilled for a period not to exceed 12 months, which would save money to help offset the need for layoffs.
Additional contract language was proposed requiring the District to strictly adhere to the provision of Ed Code Section 45103.1 regarding contracting out of classified unit work.
Our team modified our previous proposal regarding promotions, focusing on maintaining a level of neutrality for the benefit of current employees.
The term of this agreement would extend the current contract (ending 6/30/10) for one additional year, ending 6/30/11). This extension would allow for 5 articles in the contract to be reopened by each side for the 10/11 school year.
CSEA and the District reached a tentative agreement regarding Article 12, Transfers, adding seniority as a factor.
CSEA and the District reached a tentative agreement regarding Article 15, Notice of Layoff, increasing notice from 30 days to 45 days.
For more information, see the “Q & A” section on our website: www.pylcsea.com
Next chapter meeting: Monday February 8, 5:15 pm, at the ESC
**We will be answering your questions regarding negotiations, furlough days, and the impasse process at this meeting**
Question: Why are we at impasse?
Impasse was declared on February 3rd because CSEA and the District could not reach an agreement. See Update number #8 regarding the details of this disagreement.
Question: How long will the impasse take?
It’s difficult to say, it may take several months. It is possible that the process may not be completed prior to the end of the 2009/2010 school year.
Question: Who is involved in the impasse?
In addition to the current negotiating teams, a neutral mediator from the state of California is appointed to assist the parties.
Question: What is the impasse process?
During the impasse process, a mediator from the state is brought in to the process in an effort to help the parties reach an agreement. After meeting with a mediator, the negotiations may proceed to the “Fact Finding” process. The “Fact Finding” process is presided over by a panel of three individuals – one representative from the District, one representative from the Chapter and one neutral party.
Question: What happens to my days of work and salary during the impasse procedure?
During impasse, the district may not unilaterally alter your wages or hours.
This means that no calendar changes (furlough days) can be implemented without agreement from your bargaining team. Without an agreement, Classified employees will continue to report to work as usual.
Question: Can I take benefit time (vacation, personal necessity, etc) on the non student/teacher Furlough days?
You have the right to work these days or take vacation or personal necessity time as available in your contract.
Posted by Robert 
