Skip To Main Content

Negotiations and Labor Relations

Negotiations Updates 2023-24

The Pleasanton Unified School District is proud to work alongside our labor partners in service to our students and community: Association of Pleasanton Teachers (APT), Classified School Employees Association (CSEA) Union Local 155.

This page serves as the primary resource for updates on negotiations. We hope you find this to be a useful tool to support effective communication.

Association of Pleasanton Teachers (APT)

Update on APT Negotiations (March 11, 2024)

We are pleased to inform our community that following a 14-hour negotiation session we have reached a tentative agreement (TA) with the Association of Pleasanton Teachers. 

The TA includes a 10% ongoing salary increase, full Kaiser single health coverage, increases to teacher stipends, credit for years of service, and reduction in high school class sizes, which represents a total compensation increase of 13.22%. This is an increase to the District’s prior offer and exceeds the recommendation brought forward in the Factfinding Panel's Report.

We are pleased to have reached a resolution that represents how we value our certificated team members and the work that they do with students. Thank you to the members of both negotiating teams who dedicated so much time and effort to making this happen.

The on-schedule salary increase of a cumulative 10.00% will be implemented as follows:
4.50% effective July 1, 2023
5.00% effective January 1, 2024
0.50% effective May 1, 2024

The District's next steps will be to bring the Tentative Agreement (ratified by APT on March 14, 2024) and the AB 1200 - Public Disclosure of Collective Bargaining Agreements for review and approval by the Trustees at the April 11, 2024 Board Meeting.

Update on APT Negotiations (March 8, 2024)

We are pleased to report that APT has accepted our invitation to meet on Monday, March 11, 2024.

The District has reviewed the final Factfinding Chairperson’s Report and is fully prepared to enter into a Tentative Agreement with APT consistent with the recommendations set forth in the Report, which includes an ongoing salary increase of 9%, full Kaiser single coverage, increases in stipends, credit for years of service, reduction in class size for grades 9-12, and reduction in the contractual secondary counselor ratio.

We look forward to further collaboration with APT to reach a mutually agreeable conclusion and establish a Tentative Agreement for consideration by the Board and the represented unit members. We appreciate the patience of all of our staff, parents, and community members, as we work to bring this process to a positive conclusion. 

Update on APT Negotiations (March 6, 2024)

We are pleased to share that we received the Factfinding Panel’s Report on March 5, 2024.

The next step in the negotiations process is the District and the Association of Pleasanton Teachers (APT) must meet to consider the Report. If no agreement is reached, the Report must be made public within 10 days as required by Government Code 3548.3(a).

We look forward to the opportunity to continue our engagement with APT with the goal of reaching a mutually agreeable conclusion to this process. In that spirit, the District has extended an invitation to APT to return to negotiations with several suggested dates in the coming week. Once a Tentative Agreement is reached, we will share that with the PUSD community.

We continue to appreciate the patience and understanding of our community during this process and are committed to keeping all educational partners informed of our progress toward a resolution that supports our valued educators and, most importantly, our students.

February 26, 2024 Factfinding Session:

On February 26, 2024, an important phase in our ongoing negotiations took place: the Factfinding Hearing. During this session, representatives from PUSD and the Association of Pleasanton Teachers (APT) presented their respective positions and supporting data to a Factfinding Panel composed of three panelists.

The discussions, extending late into the evening, were marked by a shared commitment to reaching an understanding that benefits all parties. Although the day concluded without a definitive agreement, the spirit of constructive dialogue leaves us optimistic about finding common ground.

The next steps include receiving the Factfinding Panel's Report, which will offer an impartial assessment of the negotiations and suggest potential pathways forward. In the interim, PUSD remains engaged and committed to continuing the dialogue in pursuit of a Tentative Agreement. In that spirit, the District has extended an invitation to APT to return to negotiations with several suggested dates in the coming week.

We appreciate the patience and understanding of our community during this process and are committed to keeping all educational partners informed of our progress toward a resolution that supports our valued educators and, most importantly, our students.

Classified School Employees Association (CSEA) Chapter 155

District /CSEA Joint Communication on Negotiations 2023-2024

On Friday, May 3, 2024 the District and CSEA concluded the "me-too" negotiations with a signed Tentative Agreement. Both parties agreed on how to apply the additional salary and compensation received by APT to the CSEA contract. It was mutually agreed that both APT and CSEA members can now access the same medical contribution benefit of the single Kaiser coverage, thus additional compensation for that portion of the "me-too" with APT was not warranted. Discussions focused on increases to the salary schedule, stipends, and years of service credit. Both parties agreed to apply the entire "me-too" increase to the salary schedules A & B and to revisit the years of service issue after the full cost is known in 2024/25. The application of the "me-too" is as follows:

  • Additional increase to the 2022/23 Salary Schedules of 1.68% effective July 1, 2023
  • Additional increase to the 2022/23 Salary Schedules of 2.68% effective July 1, 2024
  • Revisit the "me-too" for the APT years of service credit item in 2024/25 negotiations, once the cost of this item is determined.

Additionally, the District and CSEA signed an MOU on a Summer Bus Driver Incentive and revisions to the Job Description for the Paraprofessional Extensive Support Needs position. Overall, the negotiations were very collaborative and conducted in the spirit of the IBB model. Both teams expressed they were pleased with the process and outcome. Once CSEA completes its ratification process, the agreed upon items are planned to be brought to the Board of Trustees for approval at the May 23, 2024 Board Meeting.

The next negotiations session is scheduled for May 20, 2024 to begin discussion on the proposed reopeners by the District and CSEA.

May 10, 2023 Negotiations Session:

Our CSEA/District negotiation team met for a final time this year and reached a Tentative Agreement for the 2022-23 Fiscal Year and agreed to the following Articles:

  • Article 3  HOURS
  • Article 6  Evaluation Procedures
  • Exhibit F  Classified Employee Performance Report
  • Article 8  Wages
  • Article 18  Terms and Reopeners
  • Article 20  Layoff and Reemployment
  • Article 4  Leaves of Absence
  • Exhibit D  Classified Work year Range placement
  • Exhibit I  Diastat and Educational Stipend
  • Exhibit M  Classified Professional Growth Handbook
  • Exhibit N  MOU Regarding Classified School Employees Summer Assistance Program

April 28, 2023 Negotiations Session:
  • Agreement on the updated Professional Growth Handbook and contract language in 8.12 Professional Growth, 8.15 Staff Development and 8.18 Stipends (and Exhibit I for Educational Stipends for earned degrees).

  • Updated Exhibit D to reflect current Salary Ranges and contracted work years.

  • Agreement on Article 6 Evaluation Procedure language including Exhibit F revised performance evaluation report.

  • As a result of recent reclassification requests and committee approvals, Memorandum of Understanding agreeing to range and/or job description changes for 3 classifications.

April 12, 2023 Negotiations Session:
  • Agreement on a 1 year pilot fair share model for compensation with an ongoing 5.65% increase on the 2023-24 salary schedules.

  • Increase in benefits effective January 1, 2024, for those taking medical with the district.

  • Approval of 3 paid mandated professional days for all bargaining unit members.

  • Discussion of the Professional Growth Handbook, more in depth discussion to take place at the April 28, 2023, session

  • Reached an agreement on Article 20, Layoff.

  • Reached an agreement on a new job description for Paraprofessional Specialty Floater

March 20, 2023 Negotiations Session:

Presentation & discussion for Article 8 Wages, with regards to using a fair share compensation model based on a formula recommended by School Services of California.

Ahmad Sheikholeslami, spoke during the March 9, 2023, board meeting and shared the 2nd interim budget, he also introduced a concept of a fair share formula for compensation for the district and Board of Trustees. The district did mention that Napa Valley, & San Jose have used this model. Here is the report where he speaks to this model.

  • CSEA shared changes for Article 20 - Layoff, to update accordingly with new changes in the law under AB438.

  • Draft Paraprofessional Specialty - Floater, job description presented

March 6, 2023 Negotiations Session:
  • Completed and came to an understanding on our Hybrid Interest Based Bargaining (HIBB) model ground rules and norms.

  • Began discussion for Article 8, Wages

  • TA on Article 4-Leaves, improvement in Bereavement, allowance of designation of person, clarified language for Section 4.5-Attendance Incentive
  • Discussed a new Paraprofessional job description
February 22, 2023 Negotiations Session:

Discussed what a Hybrid Interest Based bargaining team would look like. We met for 5 hours and established what the ground rules and norms would be for this team. We did utilize an IBB facilitator to ensure that Interest based concepts were kept in mind while we worked together. We accomplished this during the first half of our day. This gave us an opportunity to take an interest and begin a brainstorming session to address a common interest for Article 8-Wages. While we did not complete this process during this session, initial progress was made.

Both teams felt it was a productive day. While everyone is still finding their way through this process, the facilitator will assist at future negotiations dates and keep both parties on the path of interest-based standards. CSEA indicates that they will continue to move forward in a positive direction and achieve good faith bargaining with PUSD. Future negotiations dates have been set up through May. The mutual commitment to the HIBB process is to solidify our bargaining relationship, and build trust and mutual respect.

Labor Relations

Pleasanton... A Destination District!

The Pleasanton Unified School District (PUSD) has an established history as a destination district for families and educators. Consistently ranked as a top school district in the State and the Bay Area, along with nationally ranked schools and programs, PUSD is also ranked #1 in Alameda County among the best places to teach (according to Niche.com)

PUSD is dedicated to developing adult leaders and learners. PUSD is home to the Pleasanton New Teacher Project (PNTP). Accredited by the California Commission on Teacher Credentialing, PNTP provides new teachers a two-year comprehensive professional growth and development pathway leading to a clear teaching credential in general or special education. Thanks in large part to the PNTP, over 90% of teachers who begin teaching in Pleasanton, stay in Pleasanton. PUSD also provides professional academies to support the growth of our classified staff and administrators.

The Impact of Parcel Taxes

PUSD is a top-performing district in Alameda County, consistently ranking highly in terms of academic achievement and student outcomes. PUSD is the only district among Berkeley, Dublin, San Lorenzo, San Ramon, and Livermore that does not have a parcel tax to support its schools, and yet has managed to maintain its position as a high-performing district with dedicated and highly qualified educators, robust academic programs, and extracurricular activities that cater to diverse student interests. This is a testament to PUSD staff and community commitment to providing a high-quality education for all students and the ability to leverage district resources effectively to benefit students and staff.

Lifetime Earnings and Work Days

First page of the PDF file: LifetimeEarningsandWorkDays_1
Lifetime Earnings
Educators who work in PUSD have greater earning potential over the course of their career than in neighboring districts. This helps them to plan for their future and save more for retirement and achieve other long-term personal goals.
 
Work Days
PUSD staff work a school year that is shorter than most neighboring school districts. This has some benefits for educators, such as improving their work-life balance and allowing them to be more effective in the classroom.

Daily Work Hours and Specialist Prep Periods

First page of the PDF file: WorkDayHoursandPrepPeriods_1
Hours in the work day
PUSD stands out among neighboring districts for offering a professional day policy, which allows teachers to accommodate both students’ and their own needs. With flexible hours, teachers are able to plan ahead and schedule their time as needed per their professional duties.
 
Specialist Prep Periods
The decision to offer a total of 4 preparation periods sets PUSD apart from neighboring districts. Having additional prep periods for Elementary Science, Music, and Physical Education, and Secondary Education Specialists allows educators more time to prepare and plan engaging and effective lessons for students.

HR Recruitment Brochure

Please see our Recruitment Brochure for more information about the opportunities, supports, and benefits available to PUSD students and staff. 

PUSD Brochure