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Staff Release/Reduction Information

This page is designed to provide clarity and understanding for employees and the broader Pleasanton community. Here, we aim to address frequently asked questions pertaining to staff reductions and the release of Certificated Temporary and Probationary employees.

To contact the Board of Trustees, please email board@pleasantonusd.net.

School Employee Layoff Procedures Frequently Asked Questions

Here is an example of our most frequently asked questions regarding the School Employee Layoff Procedures. See More Frequently Asked Questions

Q. Why is the District laying off employees?

  • Over the last several years, Pleasanton’s enrollment has been declining. In 2019-2020, Pleasanton’s enrollment was 14,878. Enrollment for the 2024-25 school year was 13,300. Enrollment for the 2025-26 school year is 13,140. Our funding is based on average daily attendance, so as our enrollment declines, so does our revenue. In addition to declining enrollment, PUSD is facing significant financial challenges driven by rising costs, loss of pandemic-era funding, and comparatively low per-student revenue (LCFF). Despite more than $16 million in reductions and $4.3 million in new local revenue over the past two years, the district continues to experience structural deficit spending that has reduced reserves. As a result, the 2025/26 First Interim Budget carries a Negative Certification, meaning the district may not meet its financial obligations without additional action. Following extensive community engagement in fall 2025, the Board identified $11.2 million in reductions for 2026/27, of which about $5.4 million requires negotiations with labor partners, which are currently underway. While negotiations with labor partners continue, the Board must also prepare contingency plans to meet statutory timelines for preliminary layoff notices by March 15, 2026.

Q. How does the state budget impact school district funding?

  • In previous years, Pleasanton Unified, and all districts in California, received increased funding due to the infusion of pandemic relief aid and higher rates of Cost of Living Adjustments (COLA) to the Local Control Formula (LCFF). The additional funding targeted toward addressing pandemic-related issues has expired. The state’s economy has now cooled off and entered a period of modest growth. In 2024/25 the COLA was only 1.07%. With this lower COLA and declining enrollment, our LCFF revenues decreased in 2024/25 by about $3.3M from the prior year. Currently, we are projecting modest COLA growth of about 2.3% for 2025/26 and 2.41% for 2026/27.

Q. How much of the District’s budget is dedicated to employee compensation?

  • Salaries, Health and Welfare Benefits, Pension costs, and other statutory obligations account for 85% of the District's budget.

Q. What is the layoff process for school employees?

  • The layoff procedures school districts are required to follow are governed by the California Education Code and the Collective Bargaining Agreements. The procedures are similar for "Classified" and "Certificated" management and non-management employees.

Q. Is the District laying off Management Employees?

  • Yes, the District is planning for layoffs in all employee classifications: Management, Classified, and Certificated employees.

 

Temporary and Probationary Certificated Staff Frequently Asked Questions

Here is an example of our most frequently asked questions regarding the difference between our Temporary and Probationary Certificated members of staff. See More Frequently Asked Questions

Q.  What is the difference between a temporary employee and a probationary employee?

  • Temporary employees work for the District until the end-date listed on their contract (usually 1 year).
  • Probationary teachers are continuing employees hired into a vacant position. Probationary teachers are classified as Probationary 1 in their first year of employment and Probationary 2 in their second consecutive year of employment. Probationary teachers must serve two consecutive years, for at least 75% of the student instructional days to earn Permanent Status.

Q. If I am a temporary or probationary employee and I am told I am going to be released from PUSD employment, what are my due process rights?

  • Under California law, individuals classified as a Temporary, Probationary 1, and Probationary 2 teacher do not have due process rights and can be release without cause.