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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.

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. For more frequently asked questions please click here.

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 year 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.


School Employee Layoff Procedures Frequently Asked Questions

Here is an example of our most frequently asked questions regarding the School Employee Layoff Procedures. For more frequently asked questions please click here. 

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 (CBEDS) was 14,882. Enrollment for the 2023-2024 school year (CBEDS) is 13,668. Our funding is based on average daily attendance, so as our enrollment declines, so does our revenue. The average base grant is about $10,500 per ADA (Average Daily Attendance). In addition to declining enrollment, State Budget fluctuations have direct consequences for all schools, including Pleasanton.

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

  • For the past few 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). This additional funding that was targeted toward addressing pandemic-related issues has expired, and the State is now facing a deficit of over $40 billion dollars, resulting in less ongoing funds for the PUSD. With the decline in enrollment and a projected COLA of only 0.76 for the 2024-2025, we project our LCFF revenues to decrease by $2.6 million next year.

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

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

Q. Doesn’t the District have reserves to handle these shortfalls?

  • The state requires the District to maintain a 3% reserve in the current fiscal year and the two out years. As of the First Interim, the District's reserve was at 3.75% for 2023-2024. The District is projecting the need to reduce or reallocate our expenditures by $9.5 million in 2024-2025. The current reserve will not be able to handle this level of shortfall. In addition, reserves are one-time funds.

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 recommending layoffs for all employee groups: Management, Classified, and Certificated employees.