Negotiations and Labor Relations
Negotiations Updates 2023
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 from September 6, 2023:
The Negotiations session on September 6 was productive. The District and APT came to a tentative agreement on Article 20: Calendar, which includes the 2024-2025 Instructional Calendar. The District and APT also agreed to a number of changes in Article 9: Class Size.
No movement was made on Article 10: Health and Welfare Benefits. With respect to salaries, APT made no movement from their 15.5% initial proposal for Article 11: Salaries. In response, the District added .25% to its previous offer of 6.0%, for a total 6.25% on-schedule salary increase.
On September 6, the District presented the following dates to APT for future bargaining sessions:
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September 20, 2023
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September 27, 2023
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October 4, 2023
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October 10, 2023
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October 18, 2023
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October 20, 2023
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October 24, 2023
APT responded that they could currently only commit to one meeting on September 27, 2023, and declined to schedule any further bargaining sessions.
Progress on negotiations for each Collective Bargaining Agreement article is summarized in the charts below, which display proposals and counters presented by APT and the District, along with the status of each item (indicated as AGREED or NEGOTIATING).
Article 20: Calendar |
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|---|---|---|---|
| Article | APT | District | Status |
| 20.3.2 | APT proposed that Human Resources should notify all unit members prior to a mandatory staff development day of the process for reporting an absence to HR for that mandatory staff development day. | The District AGREED to APT language. | AGREED |
| Calendar |
APT proposed that Human Resources should notify all unit members in advance by email about the process to notify HR of their choice for the Alternate Teacher Work Day option as indicated on the DRAFT 2024-2025 Instructional Calendar (pending APT approval and signature). |
The District AGREED to APT language. | AGREED |
Article 9: Class Size |
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|---|---|---|---|
| Article | APT | District | Status |
| 9.1.2 | APT proposed decreasing the staffing for average class sizes for grades TK-3 from 30 to 24 and for grades 4-5 from 31 to 30. | The District AGREED to APT language to decrease staffing for average TK class sizes from 30 to 24. | AGREED |
| 9.1.5 | APT proposed changing the counseling staffing ratios to be 450:1 at the comprehensive high school, 550:1 at each middle school and 650:1 at each elementary school. | The District proposed maintaining the current counseling staffing ratios at 685:1. | NEGOTIATING |
| 9.1.7 | APT proposed a funding allocation for no less than fifteen (15) full-time equivalent district school psychologist positions. | The District AGREED to APT language to increase the funding allocation for 15 district school psychologist positions. | AGREED |
| 9.1.9 | APT proposed changing the Speech and Language Pathologist caseload from 50 to 40 and the Speech and Language Pathologists Early Childhood caseload from 40 to 30. | The District proposed maintaining the current caseloads for Speech and Language Pathologist and for Speech and Language Pathologists Early Childhood. | NEGOTIATING |
| 9.2.1 |
APT proposed changes to maximum class sizes as follows:
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The District AGREED to decreasing the maximum class size for TK from 32 to 24 with a 12:1 student to adult ratio. The District proposed maintaining current class sizes for all other grades. |
NEGOTIATING |
| 9.2.1.2 |
APT proposed phasing in this plan per the following timeline:
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The District AGREED that each special education student at the elementary level who is eligible for mainstream opportunities per their IEP be assigned to a general education classroom roster. The District proposed phasing in this plan per the following timeline:
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NEGOTIATING |
| 9.2.2 | APT proposed that the payment for classes exceeding the class size cap be increased to twenty-five dollars ($25.00) per day for each student over the cap. | The District proposed maintaining the current payment of two dollars ($2.00) per day for each student over the cap. | NEGOTIATING |
| 9.2.4 | APT proposed that up to two (2) days’ release time be provided to teachers whose assignments/classrooms/sites are changed due to changes in staff size at any time of the school year, and not just during the first fifteen days of the school year or at semesters/trimesters. | The District AGREED to APT language that up to two (2) days’ release time be provided to teachers whose classrooms/sites (but not assignments) are changed due to changes in staff size at any time of the school year, and not just during the first fifteen days of the school year or at semesters/trimesters. | NEGOTIATING |
| 9.3.1 | APT proposed that when caseloads exceed specific maximums, the Education Specialist/case manager be compensated $40.00 per work day for each additional student on their caseload, and that an individual caseload not surpass the maximums by more than three (3) students. | The District proposed maintaining current contract language that a Special Education unit member who has concerns with their assigned caseload will collaborate with the site/program administrator within 10 days of the reported concern. | NEGOTIATING |
| 9.3.2 | APT proposed new language that Special Education Educators be paid at their per diem hourly rate on a timecard for completion of assessments that are in excess of maximum caseloads, and that no less than 3.0 FTE shall be dedicated to conducting assessments for students assigned to NPA/NPS placements, private school students in district boundaries and initial assessments. | The District has not agreed to this new APT language. | NEGOTIATING |
Article 10: Health and Welfare Benefits |
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|---|---|---|---|
| Article | APT | District | Status |
| 10.4 | APT proposed increasing the contribution to Unit Member CalPERS health benefits the full cost, including all premium increases, Employee Only, Employee Plus One, and Employee Plus Two or more, which includes all CalPERS required contributions, for any member participating in health benefits effective July 1, 2023 prorated by FTE and by timing of the election of benefits. | The District proposed increasing the contribution to Unit Member CalPERS health benefits from $5,000 to a maximum of $8,078, which includes all CalPERS required contributions, for any member participating in health benefits effective January 1, 2024 prorated by FTE and by timing of the election of benefits. | NEGOTIATING |
| 10.4.2.2 | APT proposed effective July 1, 2024 an annual cash-in-lieu contribution equal to twenty percent (20%) of the “Kaiser Permanente Employee Only” premium (or equivalent, if not available) including all premium increases for any member not participating in health benefits program prorated by FTE, hire date, termination date, and date of election of benefits. | The District proposed effective July 1, 2023 maintaining the annual cash-in-lieu contribution at $2000 for any member not participating in health benefits program prorated by FTE, hire date, termination date, and date of election of benefits. | NEGOTIATING |
Article 11: Salaries |
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|---|---|---|---|
| Article | APT | District | Status |
| 11.1 | APT proposed for the 2023-2024 school year a fifteen and one half percent (15.5%) on-schedule increase to the certificated bargaining unit salary schedules effective July 1, 2023. | The District proposed increasing the offer for 2023-2024 from their initial proposal of six percent (6.0%) to a six and one quarter percent (6.25%) on-schedule increase to the certificated bargaining unit salary schedules effective July 1, 2023. | NEGOTIATING |
| 11.2.2.3 | APT proposed new language that when signing bonuses are offered to any new hire, the bonus also be given to all current APT bargaining unit members in that same position. | The District has not agreed to this new APT language. | NEGOTIATING |
| 11.3.1 | APT proposed new language that, effective July 1, 2023, existing members who provide verification of previous professional experience (not already credited) be advanced on the salary schedule to reflect those years of experience on the 2023-2024 salary schedule. | The District has not agreed to this new APT language. | Negotiating |
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11.8 11.8.1 |
APT AGREED to this new District language as memorialized in the MOU dated 5/15/23. | The District proposed language in an MOU that continuing education, professional education, and community college units be acceptable for course work for salary credit. | AGREED |
| 11.10 | Though APT had initially sought to remove this language, they AGREED to keep it in the contract. | The District proposed to maintain language that after initial salary schedule placement of a new unit member, course work for salary credit shall receive prior approval from the Assistant Superintendent, Human Resources. | AGREED |
| 11.12.1.1 | APT proposed the annual remuneration for high school department chairpersons be increased by $7,995, but AGREED to maintain the current language. | The District proposed that annual remuneration for high school department chairpersons remain at the current amounts stated in the contract. | AGREED |
| 11.12.2.1 | APT proposed the annual remuneration for middle school department chairpersons be increased by $7,995, but AGREED to maintain the current language. | The District proposed that annual remuneration for middle school department chairpersons remain at the current amounts stated in the contract. | AGREED |
| 11.13 | APT proposed that up to forty-five semester hours of unit credit be allowed every year toward placement on the salary schedule through staff development training. | The District has not agreed to this APT language. | NEGOTIATING |
| Exhibit A-1 | APT AGREED to increasing the Dual Language Immersion stipend. | The District proposed increasing the BCLAD stipend at $500 to a Dual Language Immersion Teacher stipend at $5555. | AGREED |
| Exhibit A-1 | APT proposed increasing the Special Education Specialists stipend for Speech Language Pathologists, Mental Health Clinicians, and Behavior Specialists to $5000. | The District AGREED to increasing the Special Education stipend. | AGREED |
| Exhibit A-1 | APT AGREED to increasing the Special Education stipend. | The District proposed increasing the stipend for Special Ed stipend for Resource, SDC, Program Specialists, Deaf and Hard of Hearing, and AT Specialists to $5000. | AGREED |
| Exhibit A-1 | APT proposed additional increases to stipends on Exhibit A-1: APT Counter Proposal Exhibit A-1: Stipends | The District has not agreed to this APT language. | NEGOTIATING |
Update on APT Negotiations from August 21, 2023:
The District and APT met on August 21, 2023 for its first formal bargaining session. The District is pleased to report that the parties made progress towards settling the 2023-2024 bargaining cycle. Progress on the individual articles is summarized as follows:
Article 9: Class Size
The District and APT are in agreement to the reduction in class size for Transitional Kindergarten (TK) from an average of 30 to 24 students, an allocation of funding for no less than fifteen full-time equivalent district school psychologist positions, and the rostering of students with Individualized Education Programs (IEPs) in Special Day Class (SDC) programs in general education for elementary grades TK-5th. The District has proposed a phase-in model for the rostering plan.
APT has proposed, and the District agreed, to revisions to the release time provision for changes in teaching assignments during the academic calendar. These revisions would allow for release time to be requested at any time during the academic calendar, including within the first fifteen days and at the trimester or semester grading periods. The District further proposed language clarifying a “change in assignment” as a “classroom or site change” at the discretion of the supervisor. The District’s proposal would go into effect for the 2024-2025 school year.
Several items within this article are part of continued negotiations, including APT’s proposals to increase the per-student remuneration for exceeding the class size cap and the addition of new language regarding special education caseloads and assessments.
Article 10: Health and Welfare Benefits
Health and Welfare Benefits are an ongoing discussion between the district and APT. In response to the District’s proposal to increase medical benefit contributions from $5000 to $8078, beginning January 1, 2024, APT proposed full medical coverage, inclusive of premium increases, for the following plans: Employee Only, Employee Plus One, and Employee Plus Two or more, beginning January 1, 2023, and an increase to cash-in-lieu of medical benefits from $2000 to $2500, to be effective as of July 1, 2024.
Article 11: Salaries
The District and APT are in agreement to incorporate language from a previously signed Memorandum of Understanding (MOU), dated May 15, 2023, that would allow continuing education units to be considered for advancement on the salary schedule.
APT proposed a 15.5% salary increase for the 2023-2024 school year and multiple stipends with some tied to increases on the salary schedule. The District made a counter proposal for a 6.0% salary increase and an increase to the Dual Language Immersion stipend from $500 to $5555.
APT proposed language that would monetarily match and distribute any new hire signing bonuses to all current APT members and advance any existing bargaining unit member on the salary schedule to reflect previous out-of-district professional service credit experience, up to fifteen years of service. Additionally, APT proposed language that would change the number of semester hours of unit credit earned from Staff Development Reform (SDR) from a 45-hour career cap to 45 hours annually. The District did not agree to these changes to the Collective Bargaining Agreement.
Article 20: Calendar
The District and APT have agreed to the 2024-2025 instructional calendar. The calendar includes an Alternate Work Day option that was developed by the Joint APT and District Calendar Committee and includes:
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A staff development day shall not fall on the last day of the instructional calendar.
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Three additional minimum days for grades TK-5 are to be scheduled around the first trimester reporting period for the purposes of assessment, grading, and report cards.
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Certificated staff will no longer be required to make up time for missed mandatory staff development days and will be given the option of providing verification of a statutory leave or docked pay for an absence.
Upcoming Scheduled Negotiation Dates:
The District and APT are scheduled to meet on September 6, 2023, to continue formal
negotiations. The District has proposed additional subsequent meeting dates and is awaiting a response from APT.
May 22, 2023 Negotiations Session
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APT indicated they needed more time to discuss the District's counter to Article 9, 10 and 11.
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The District presented a counter to Article 20. APT indicated they needed more time to provide their counter.
- Negotiation Dates Discussed:
- The District Proposed Negotiation Dates:
- June 12, 2023
- June 21, 2023
- Aug. 1, 2023
- Aug. 2, 2023
- APT Countered with Negotiation Dates:
- Aug. 8, 2023 (This is a staff development day)
- Aug. 21, 2023: Agreed to by District
- The District Proposed Negotiation Dates:
April 25, 2023 Negotiations Session:
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APT presented Article 20.
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APT was not ready to discuss the District's counter to Article 9, 10 and 11.
- The District Proposed Negotiation Dates:
- Tuesday, May 9, 2023
- Tuesday, May 16, 2023
- Monday, May 22, 2023: Agreed to by APT
- Wednesday, June 7, 2023
April 19, 2023 Negotiations Session:
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The District presented in response to Article 9 - 22-23 Class Size Data Cost Analysis.
- The District Countered Article 9 and Proposed Article 11 and 10
- The District asked for additional Negotiation Dates and APT was firm on tentatively accepting the 25th at this time with no additional dates proposed.
March 6, 2023 Negotiations Session:
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HR presented the Compensation Study Presentation for Comparable Districts.
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Business Services presented a Second Interim Presentation.
- School Services of California presented on a Fair Share Formula.
- APT proposed Article 9 - Class Size.
- Next Negotiation Dates: APT was only able to confirm April 19th and the 25th was 'tentative' per the CTA Rep.
Feb. 10, 2023 Negotiations Session:
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We agreed to the Behavior Program Manager I Job Description
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Business Services presented the Funding Presentation.
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Next Negotiation Date is scheduled for March 6, 2023.
Feb. 1, 2023 Negotiations Session:
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We set the norms for the meetings.
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We agreed to contract language.
- The Demand for Bargain to reopen 2022-23 was discussed and it was determined that the District had negotiated in good faith in the 2022-23 year and we would be moving on to the 2023-24.
- Negotiation Dates: The District asked to add more dates, APT declined at the moment.
Classified School Employees Association (CSEA) Chapter 155
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:
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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).
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Updated Exhibit D to reflect current Salary Ranges and contracted work years.
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Agreement on Article 6 Evaluation Procedure language including Exhibit F revised performance evaluation report.
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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:
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Agreement on a 1 year pilot fair share model for compensation with an ongoing 5.65% increase on the 2023-24 salary schedules.
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Increase in benefits effective January 1, 2024, for those taking medical with the district.
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Approval of 3 paid mandated professional days for all bargaining unit members.
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Discussion of the Professional Growth Handbook, more in depth discussion to take place at the April 28, 2023, session
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Reached an agreement on Article 20, Layoff.
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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.
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CSEA shared changes for Article 20 - Layoff, to update accordingly with new changes in the law under AB438.
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Draft Paraprofessional Specialty - Floater, job description presented
March 10, 2023 Negotiations Session:
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Completed and came to an understanding on our Hybrid Interest Based Bargaining (HIBB) model ground rules and norms.
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Began discussion for Article 8, Wages
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TA on Article 4-Leaves, improvement in Bereavement, allowance of designation of person, clarified language for Section 4.5-Attendance Incentive
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Discussed a new Paraprofessional job description
Feb. 22, 2023 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 we did start.
Our team did feel it was a productive day. I believe the district team members would say the same. While everyone is still finding their way through this process, the facilitator will be with us for the future negotiations dates and keep us on the path of interest based standards. Our team feels we 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.
District Contribution Toward Benefits
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
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
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.
Best Districts - County and Bay Area
County Ranking
PUSD is ranked as #1 among 18 neighboring districts in Alameda County and ranked highly in the region overall.
Bay Area Ranking
PUSD is ranked as #6 among 46 districts identified as the Best School Districts in San Francisco Bay Area.
Best Districts - State and Nation
State Ranking
PUSD is ranked as #17 among 440 districts identified as the Best School Districts in California.
National Ranking
PUSD is ranked as #107 among 10,751 districts identified as the Best School Districts in America.
Best Places to Teach - County and Bay Area
Best places to teach county ranking
PUSD is ranked as #1 among 18 districts identified as the Best Places to Teach in Alameda County.
Best places to teach Bay area ranking
PUSD is ranked as #13 among 94 districts identified as the Best Places to Teach in San Francisco Bay Area. (Source: Niche.com)
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
Click on our Employment Page for links to our current openings and Benefits
