The 2024 - 2027 CBA Negotiations Team Members are:
Marly Sandoval - International USW Rep, Dawn Dooley, Richard Romo, Rose Tibbels, Virginia Rodriguez, Matt Griffiths and Trisha Garcia. Collectively, this committee has over 150 year of institutional memory and knowledge. We will be negotiating several Articles this year.
October 28,2024 -
The District brought back a counter proposal of "no change to the current language" for Article 42 - Retirement Health Benefit Program. USW gave counter proposal for Article 32 Safety and Health, USW counter proposal was "no change to the current language". The District proposed changes to Article 16 - Grievance Procedure, USW will bring back counter proposal at next negotiations session. Article 21 Bereavement and Imminent Death, there was discussion on what to include from the legislation language, USW to bring back language. Next negotiations meeting, November 20, 2024.
September 6, 2024 -
A new fiscal year of negotiations begins. Article 42 Retirement Health Benefit Program, USW proposed Lifetime Medical to go from 33 to 30 years. The committee showed the District money could be saved by doing this. They said they would bring this back at the next session of negotiations. Article 21 Bereavement and Imminent Death, Discussion on what language we would include for Reproductive Loss. Article 32 - Safety and Health, The District gave USW a proposal. There was lengthy discussion on the importance of the USW Safety Committee continuing to conduct Safety Walks. Next Negotiations session, October 28, 2024.
May 14, 2024 -
Because of your show of Solidarity during the past few months along with the Fontana Teachers Association and the Fontana School Police Association, your Bargaining Team comprised of Dawn Dooley, Richard Romo, Rose Tibbels, Matt Griffiths, Robert Provost, Marly Sandoval (USW International Representative), and Virginia Rodriguez reached Tentative Agreements on Salary Proposal and the following Articles.
Article 1 - Agreement
Article 10 - Job Vacancies
Article 12 - Hours of Work
Article 14 - Probationary Period
Article 19 - Illness and Injury (Sick Leave)
Article 20 - Jury Duty/Court Appearance
Article 21 - Bereavement and Imminent Death Leave
Article 34 - Salaries and Fringe Benefits
Salary Schedule
“Me Too” Clause
Article 36 - Clothing
Article 41 - Termination Dates
MOU for Hourly Members One Time Bonus for 2024-2025.
ta_article_1_2024-2027.pdf
April 17, 2024 - Negotiations Cancelled due to illness of one USW Member. Solidarity with FTA, wear red on April 22, they go back to the table and plan on attending the "make a poster" event at the Union Hall on Thursday 4/25/2024. Attend the Action Event at the District Office on May 1, 2024, you'll recieve a special t-shirt and bring your poster! We are stronger together!
March 15, 2024 - Article 34 - Salary and Fringe Benefits was discussed. The District gave us a counter offer for salary, we counter proposed back. Article 13 - Overtime and the payment of how the District pays overtime and additional assignments was discussed. Next meeting date April 17, 2024.
February 9, 2024 - Article 34 - Salary and Fringe Benefits was discussed. Article 13 - Overtime and the payment of how the District pays overtime and additional assignments was discussed. Next meeting date March 15, 2024.
November 13, 2023 - USW gave the District the proposal on Article 34 - Salary and Fringe Benefits. The District conceptually agreed to the changes and will bring data back on our next negotiations date, February 8, 2024 regarding other changes in the Article. Article 13 - Overtime. Discussion around changes to the pay periods were discussed.
October 16, 2023 - The negotiations team met for an entire day with the District. We very positively negotiated and came to Tentative Agreements on eight (8) Articles. Please see below. The next day of negotiations will be Monday November 13, 2023.
Article 10 – Job Vacancies – A change to Length on continuous service with the District to the word Seniority.
Article 12 – Hours of Work, Adding to the Additional Assignment Section; Additional Assignments shall be offered to those Classified Bargaining Unit Members in the same classification based on a rotation of district seniority at the site (ie: Kitchen Assistants, School Site Aides. Adding to the Work Outside of Classification. For long term assignment opportunities lasting five (5) or more scheduled days, work Outside of Classification shall be offered to Classified Bargaining Unit Members based on a rotation of site seniority.
Article 14 – Probationary Period; re defining the Salary Schedule Advancement middle of the month days to align with our pay schedule
Article 19 – Illness and Injury (Sick Leave) Adding, Sick leave may be taken in quarter hour increments. Family Illness Leave – to include family members same as in bereavement. Sick Leave for Hourly Bargaining Unit Members – Entitling hourly members from a total of 24 hours to 40 hours (new legislation)
Article 20 – Jury Duty defining what documents are needed and circumstances need to be met to get released and paid for the time served.
Article 21 – Bereavement Leave – No mileage criteria for 5 days paid time off for those members that have worked for the District for at least 30 days for defined family members. Bereavement leave time shall be completed within 3 months of the date of death. The days do not need to be consecutive.
Article 30 – Vacation Leave – Cash out option from 5 days of pay out to 7 days of payout both if the member requests the payout or if it is automatic.
Article 36 – Clothing, Shoe allowances for the following departments Custodial - $120.00, DSO – 65.00, Food Service – 65.00, M & O $130.00 (they already get this), specialized departments $200.00, Warehouse - $130.00 either facilitated through a purchase order or reimbursement.
September 15, 2023 - USW met with the District and proffered the following Articles.
Article8 - Non-Unit and Hourly Employees, Article 10 - Job Vacancies, Article 12 - Hours of Work, Article 13 - Overtime, Article 19 - Illness and Injury, Article 21 - Bereavement and Imminent Death Leave, Article 30 - Vacation Leave, Article 36 - Clothing.
The District proffered Article 14 - Probationary Period and Article 20 - Jury Duty/Court Appearance - We Tentatively Agreed to the language in this Article. We conceptualy agreed to a Tentitive Agreement on Article 19 - Illness Injury Sick Leave.
We were very productive on both sides and had meaningful discussions.
The next Negotiations meeting date is Monday October 16, 2023.
April 4, 2023 - Contract Ratification Voting results 236 - Yes, 4 - No, 5 - Invalid.
March 13, 2023 - Tentative Agreement on Article 34 - Salaries and Fringe Benefits. Longevity recognized retroactively from 2019. Change to Dental Benefit, Dental Implants 50% paid up to $2000.00, Orthodontia raised from $1500.00 - $2000.00.
MOU for Time Clock Procedures.
February 24, 2023 - Tentative Agreement on Article 11 New/Changed Job Classification. The Bargaining Unit Member(s) applying for Reclassification will review their proposed changed job description before job description goes to the Board of Education for one (1) appeal to the Reclassification Committee. Submission of Reclassification Questionnaire, Prior to submitting a reclassification questionnaire the Bargaining Unit Member(s) will contact the union hall, the Union will assist the member in creating a signature page and assist in contacting all members in the Classification for the "Lead". Completed Reclassification questionnaires shall be sent to the Union and to Human Resources. The earliest date stamp is the date that will be used as record.
Article 34 - Salary and Fringe Benefits, Longevity was discussed.
Next negotiations date, March 13, 2023.
January 23, 2023 - Article 11 - New or changed Job Description Conceptual Tentative Agreement (TA) All applicants for Reclassification must first call the Union office, we will get you in contact with the others in your job class with the "lead's" information, make you a signature page and help you reserve a meeting time in the Union Hall to conduct your conversations with each other. The appeals process will include the updated job description before the final decision goes to the Board of Education. All members that have had their Reclassifications submitted for more than one year will receive three (3) months retroactive pay of salary difference if one is determined.
Article 19 - Illness and Injury (Sick Leave) - ANY unused leave credit may be used by the member. Members displaying excessive absenteeism or tardiness will be counseled by their immediate supervisor prior to imposing discipline. This is a BIG win!
A Memorandum of Understanding (MOU) regarding Article 31 - Holiday. Juneteenth has been recognized as "Juneteenth National Freedom Day" 2023 will be observed on Monday June 19, 2023 and in consecutive years will be observed either on a Monday or Friday depending on when June 19 falls during the week.
The District withdrew Article 16, we suggested no changes prior.
Article 14 - Probationary Time - The District continues to want to change language to something less than the language of the Education Code and Assembly Bill. We will not be agreeing to that. Simply stated, You are passed probation after 130 days in working status or 6 months of paid status whichever is longer. Overtime on weekends and additional assignments passed the contracted year included!
Article 34 - Salaries and Fringe Benefits - We are continuing the negotiations for our Longevity.
Article 40- Time Clocks - The District will be presenting a plan on how they see the time clocks being utilized. We are arguing that the use of time clocks be across the board for all departments.
November 7, 2022 - Articles 11,12,14,16,19 & 34 were discussed. We conceptually agreed to Article 19, Illness and Injury (Sick Leave) The importance of this is that as long as you have sick leave you may use it without loss of compensation. This is a BIG win for the Local. We have several departments that will put restrictions on all employees before or after a holiday. We have hourly contracted members that are greatly impacted by having to always get a doctors note if they are going to have a sick day on those defined days when they are not excessive users of sick time. Our next negotiations session will be January 23, 2023.
October 17, 2022 - USW presented language for Articles 11, 16, and 19. The District countered our offers. We ended the meeting with some discussion on the counter offers. Next meeting is scheduled for November 7, 2022.
September 19, 2022 -
USW opened negotiations with the District on Articles 11,12,14,16,19 and 34. We had discussion on what the USW would like to change. The next negotiations date is set for October 17
On February 17, 2022 Your Negotiations Team met with the District. We came to a Tentitive Agreement on salary increases and one - time bonus. We also presented Article 12, the District was not interested in making changes to. We still have a lot of loose ends for discussion throughtout the year.
On January 13, 2022 your Negotiations Team met with the District. We proposed our salary increase to the District. With minimum wage increasing to $15.00 our salary schedules are misaligned. Thanks to our Local Treasurer and Negotiations Team Member for bringing this to the table. What this means is, from Range 7 now at 15.00 there isn't 4.5% between the starting salaries. This realignment will equal to approximately 2%. We still have an increase in salary above this alignment.
We also proposed our changes to Article 19 - Illness and Injury (Sick Time). We want to open discussion on what constitutes a "Sick time abuser". Defining, high absenteeism days and the need to provide a doctors off work order.
Our next negotiations date is January 26, 2022.
On Friday October 01, 2021 your negotiations committee met with the District. Topic of discussion?Compensation for speaking a language other than English.
The committee went through all positions based on the salary schedule to identify those positions that most likely, if you have the knowledge, you are having conversations with parents and students. Are you compensated? NO. Do you have the necessary skills to serve our parents? MAYBE. Your committee is standing firm on the fact that just because you are able to speak another language this does not necessarily mean you are qualified to speak a different language.
The Union appreciates all of you for your efforts to have these conversation but, with the high demographic in Fontana of Spanish speaking parents and students we feel these positions, if you are qualified through the BPSA testing should be compensated.
The next Negotiations meeting will happen on November 16, 2021 - CANCELED
December 13, 2021 - Today we met with the District and discussed Bilingual position issues, and defining what positions would classify as bilingual. We encourage all of you to apply to take the Bilingual Assessment Test to get properly reimbursed for your bilingual skills.
Next Negotiations meeting - January 13, 2022