Hello colleagues,
 
Your CUTA bargaining team and the District met for negotiations on Wednesday, September 26. We discussed a number of issues, and both teams continue to work together in a very respectful, transparent and productive way.
 
We first worked on modifying contract language related to how CUTA is able to provide release time for members who are conducting union work. The existing contract language was unclear, and the District wants to make sure that it is following any applicable laws relating to STRS. We cleaned up the language and clarified the amount of release time that is allowed and who is responsible for paying for different expenses related to the release time. We are very close to an agreement on this issue.
 
We also came to an agreement on an MOU that will allow the District to help our new teachers who are going through the BTSA induction program at BCOE. We had already negotiated contract language in the past in which the District would reimburse new teachers up to $3,000 for BTSA induction programs. This new MOU expands how the District can help our new teachers. BTSA is now a two-year program again, and the BCOE BTSA program is $6,000 total ($3,000 each year). It is a serious hardship for young teachers to come up with $3,000 at the start of the school year for two years in a row. The District worked out an agreement with BCOE in which the District pays BCOE $1,500 at the start of each year, and the new teacher is responsible for the remaining fee in monthly payments, which are much more manageable. This is an example of the District coming up with a way to help our members, and we appreciate it very much. This is available this year to new teachers. Contact the District office to find out the details.
 
We then moved on to discussing a potential MOU that would allow the high schools to continue to use a modified schedule during SBAC testing and both finals weeks. We are still getting all the details worked out, but the impression we have from the high schools is that our members want to be able to use a modified schedule during these times, and this MOU would allow it to happen without violating our contract.
 
The bulk of our morning and afternoon was spent discussing concerns raised by counselors about the 504 process. Based on the information we had gathered in advance from counselors, it appears that the concerns are mainly with how the 504 process works at the secondary level. CUTA provided the District with a list of very specific concerns, and we had a healthy discussion about the 504 process. We reviewed the District-mandated process for 504s from start to finish, and we examined some of the forms in use. The District is preparing a response to the concerns which will be designed to clarify certain parts of the process and also to alleviate some of the concerns expressed by the counselors. CUTA will work with the District on this response, and we will share it when we have it completed. The District emphasized that it does not want counselors to be fearful or to feel alone in the 504 process. We will provide more information soon.
 
Diane Olsen will be attending at a future date to discuss RSP caseloads and other issues relating to special education.
 
John Bohannon will be attending at future date before he moves to his new position in Oroville to discuss how our members that are assigned to charter schools can have their contractual rights protected.
 
Kevin Bultema will be attending a future session to discuss the current status of the MAA program. The District owes a large back payment to MAA, and until that is settled, we are in limbo. We may modify our current contract language to reflect the new reality of the program. Both sides have ideas about how we could most effectively utilize this program in the future.
 
Lastly, we spent time examining the current language related to return rights in the contract. CUTA has an interest in allowing members who go on leave to return to the same site they went on leave from, but depending on the length of the leave, the District has an interest in not disrupting the site climate. Currently, members have the right to return to their site after maternity leave up to 130 days. CUTA is interested in expanding this right to other types of leaves. Military leave is an exception, because it is governed by other laws.
 
In case you want to learn more about our contract, the link to our contract at the CUTA website is http://www.chicouta.org/contract.html.

Thank you for taking the time to stay informed.
 
Charlie Snyder
Bargaining Chair
Chico Unified Teachers Association

Hello colleagues,
 
Your CUTA bargaining team and the District met on Thursday, September 13, for the first negotiations session of the 2018-2019 school year. We began the session by reviewing the wage agreement ratified last spring. Based on the agreement and the numbers from the state, the wage increase for this school year will be 6.98%. The District contribution for health benefits will also increase by 6.98%, which means it will be approximately $1,196 per month. This increase will be adopted by the Board on Wednesday. These changes will appear on the paycheck you receive at the end of September. In addition, the District will be issuing a retro check in mid-October to make up the difference for your August check, which did not have the wage increase for this year.

This is a sizeable raise, and it shows that the District and the School Board were willing to put employee compensation at the top of their list of priorities. The District took a risk by making a generous multi-year wage agreement with us, and, unfortunately, their worst case scenario is unfolding right now. First of all, their predicted enrollment increase for this year has not materialized. More students would have meant more money, and that would have given them more financial flexibility. In addition, the District was counting on approximately $4 million in one-time money this year. The state legislature decided to instead give that money as ongoing dollars. Although that sounds like good news, and it was for our raise, it means that the $4 million became part of the employee compensation agreement, and the District could no longer use it for other financial needs.

As employees, we need to understand the position the District is in. They will be looking for ways to save money across the district. As we negotiate this year, we have to be realistic. We will have to choose carefully as we look at our agenda for negotiations. The District made a serious commitment to its employees with this wage agreement. We need to respect the position they are in this year.
 
We also began our discussion on contract language for all-day K, which is meant to represent the current MOU language. We will be moving slowly on this so that we can get feedback from teachers and administrators on how the MOU is working.
 
In addition, the District shared with us changes to the BTSA program. It is returning to being a two year program, and the Butte County Office of Education (BCOE) will be offering the program for $3,000 annually ($6,000 in total). The District understands that coming up with $3,000 “up front”, so to speak, is a hardship for beginning teachers. They have worked out an arrangement with BCOE in which the District pays $1,500 up front each year, and the beginning teachers are responsible for the remaining $1,500 in monthly payments. We have contract language that the District will reimburse up to $3,000 for BTSA, and this would help beginning teachers manage the annual cost by providing the money as a down payment to BCOE. We will develop an MOU to this effect in the coming weeks.

Other topics we discussed included:

• Class sizes at Shasta
• Hours and duties for Title 1/After school coordinators
• RSP caseloads
• RSP/SDC Scheduling
• AB 119 - Union rights to member contact information/new hires
• Language covering CUTA members at charter schools etc. 
• Return rights/leave policies
• Classroom coverage for teachers for IEP's during the school day
• Child Bonding Leave as a distinct event from Maternity Leave
• PD for special education on DWSD504 and 504 process
• SBAC and finals testing schedules
• Leave and rights upon returning

Thank you for taking the time to stay informed.

Charlie Snyder
Bargaining Chair
Chico Unified Teachers Association