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Our Pre-K EA and Community Agent guest speakers alongside our bargaining team. Special thanks to Kai, Adriana, Cameron, and Mika, for speaking to the District about your unique experiences and challenges. -
Our Pre-K EA and Community Agent guest speakers alongside our bargaining team. Special thanks to Kai, Adriana, Cameron, and Mika, for speaking to the District about your unique experiences and challenges.
Open Bargaining Feedback Survey
Please answer this brief survey to help us improve our open bargaining sessions and provide feedback on proposals to our bargaining team! This survey should take no more than five minutes. Your answers are automatically saved and submitted, even if you get timed out (after about 10 minutes).
PFSP Proposals
You can view all proposals on the Bargaining Tracker.
Because the District cancelled our last bargaining session, our bargaining team had a whirlwind number of articles to present - 12 in total!
COMPENSATION
Our bargaining team passed proposals around overtime, vacations and holidays, insurance contributions, and salary.
OVERTIME: When overtime is available, we believe management MUST offer it to PFSP employees who are capable of performing the work.
VACATIONS AND HOLIDAYS: We want more than just 260-day employees to accrue vacation leave, and we also want to clarify how vacations are scheduled.
INSURANCE: Mirroring how PAT's contract handles employer healtcare contributions, we are proposing a change from a dollar amount contribution to a percentage based contribution system. We need parity with our union siblings.
PRE-K EA SALARY: We invited two PreK EAs to speak to how closely their roles align with those of a paraeducator and the need to move them to Appendix C.
COMMUNITY AGENT SCHEDULE: We also brought in Community Agents to speak to their need for a longer work year and an alternative weekly schedule to accommodate their duties.
COST OF LIVING ADJUSTMENT (COLA): We need a robust COLA, especially having taken three furlough days to dig the district out of their own mess.
DUTY STIPENDS: We also proposed additionals stipends for additional duties, including a Delegated Medical Duty differential and a differential for those covering for an unfilled SHA position.
PROFESSIONAL EMPOWERMENT
Our bargaining team passed proposals around safety, career development and training, and our contract's no-strike clause.
SAFETY: PFSP presented significant overhauls to expand our safety language, including environmental hazards, emergency protocols, duty supervision, IEP training and support, and expansions to property loss protections.
CAREER DEVELOPMENT AND JOB TRAINING: Our bargaining team proposed expanding the current language around funds for training to include travel and other associated costs.
NO STRIKE CLAUSE: No PFSP member should suffer loss of wages or hours in the event of a strike by another bargaining unit.
RESOURCES
Our bargaining team passed proposals around safety, career development and training, and our contract's no-strike clause.
CONTRACT ADMINISTRATION: Our bargaining team proposed authorizing monthly site based contract administration meetings between a site rep and the supervisor. We need our supervisors to understand our contract and our members' rights.
FEDERATION RIGHTS: Our union has certain rights as an organization, which we need in order to administer our contract and advocate for our members. Our bargaining team incorporated language from HB2016 and proposed changes to the type of member information we get from the district (we receive only legal names, which often does not reflect the true identity of our LGBTQIA+ members). We also clarified how a site representative can perform union duties while at work.
NON DISCRIMINATION: PFSP proposed updates to the current non discrimination language that include gender identity, national origin, or disability.
⭐ARTIFICIAL INTELLIGENCE: PFSP presented an MOU requiring notification and training prior to any PFSP member being expected to use AI tools; and stipulated that AI not be used to replace PFSP members.
Management Proposals
You can view all proposals on the Bargaining Tracker.
Management did not present any new articles, but they provided us responses on three of our proposals from last session.
EMPLOYEE EVALUATION: The District continues to argue that it is administratively burdensome to require supervisors to meet with an employee within their first 11 days of hire. They have countered with a preliminary performance review at 90 days, halfway through the probationary period. While we appreciate the movement, we find it difficult to imagine someone who is hired and for the first three months of their employment does not know who their supervisor is.
EMPLOYEE DISCIPLINE: The District accepted much of our proposal, but has concerns around the detail required in an investigatory notice. They also expressed concerns around our proposal for prior notice. We continue to work though what it means to have a probationary period now that classified employees are entitled to just cause.
NON DISCRIMINATION: The District agreed to the PFSP proposal without changes. This is the first article on which we have signed a tentative agreement.
Our next bargaining session will begin at 9am on May 21st at the PEC and online. If you are on site, come stop by on a break, otherwise we will have a zoom link available for members to observe. RSVP Here.