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| Negotiations Team Information Check here often for updates on the current Contract talks |
| UPDATE: 11/4/2009 They're going after our lifetime medical benefits!! The District has proposed to cease offering lifetime medical benefits for employees hired after July 1st, 2010. Included in the proposed change was a removal of the 6/8 year options as well. The District has stated it will honor these benefits for all currently employed bargaining unit members. It is as they are proposing. Check here for more details as they develop....... |
| Representing FUSD employees for over 30 years |
| UPDATE: 12/17/2009 Very productive session, with a proposal coming from the District in regards to changes in the Grievance procedure. The District negotiators are asserting that a strict adherence to the provisions of the Brown Act necessitates moving the step involving the Board of Education to the end of the Grievance procedure, effectively negating the finality of the Arbitration step. Our negotiating team is researching this assertion (and seeking a legal opinion) and will be formulating our reply in time for the next session. Also, your Union team has been making the point repeatedly that it is very important for this District to make a public statement against Harassment, Discrimination and Retaliation in regards to our Bargaining Unit Members, and we are trying to add this language to Articles 4 and 6. We are truly puzzled by the District's resistance to this issue, since these exact protections are already listed in Official Fontana School Board Policy. Why not state these protections clearly in our CBA? |
UPDATE: 1/28/2010 Received information from the District Negotiators in regards to our request for changes to the length of Probation (Article 14), and also are close to a Tentative Agreement in regards to changes to the Reclassification Form and Procedure (Article 11). Asked the District Negotiators to confer with Cabinet and the Board of Education regarding our proposal to add the words "retaliation, harassment and discrimination" to Article 4. Attempted to clarify Union position on need to re-word Article 13 to ensure fair and equitable distribution of overtime and/or compensatory time. |
| UPDATE: 2/4/2010 Lots of new information received at this meeting. One big item: The District is proposing to all the Employee Unions (USW, FTA, POA) that we will need to take 5 furlough (unpaid) days in school year 2010/2011 (beginning July 1st). The District states that this will save $5,000,000 in salaries. Nothing has yet been agreed, and our Union will need to put this proposal to a vote by ALL our members. This proposal will not prevent layoffs for the coming school year. We will need to understand ALL parts of the budget reduction proposals before we can agree to anything. We do not intend to agree to separate parts of the process without this information. Our President is a member of the Budget Committee with the District and will bring more information to the members as he gets it. |
| UPDATE: 2/11/10 Got some things settled, but have hung up on getting the District to agree that harassment of our members by their supervisors is something we need to talk about. Agreed in principle to allow members to use their current sick days total to qualify for the Catastrophic Leave Bank. Agreed that we will hold an "off season" open enrollment for members denied in October but who now qualify. Still trying to get the District to meet more often. Got the TA for the reclass form update. Made a counter-proposal to Districts bid to change our Grievance procedure. Had a good talk about Article 13 (overtime, comp time and temporary assignments) but no agreement yet. Next meeting date: March 18th. |