Article 3 - Grievance

1. Refined “Day” so deadlines for grievances respect the teaching calendar

2. Eliminated “informal” step of grievance, which slows down process

3. If witnesses needed at arbitration, district pays sub costs of 2 witnesses for up to 2 days, will split the remaining sub days with SFEA.

Article 4 - Voluntary Payroll Deductions

1. Revised language about how OEA and SFEA dues will be handled and how employment status will be reported to SFEA/OEA unions. 

Article 7 - Personnel Files

• If materials in the working file will be used to support dismissal or non-renewal the teacher will be notified 20 days (was 5 days) before recommendation is given to school board or Fair Dismissal Appeals Board

• New Process for Administrator Working File:

1. Files will be purged when an employee leaves the building or there is a change in building administrator. Employees can request a purge of documents older than 3 years at any time. 

2. Educator’s signature is required on disciplinary documents. Educators can submit a written response to the documents that will be attached to the file copy.

3. You can look at your file per district policy. 

Article 8 - Personal and Academic Freedom

1. District’s language: Teachers will follow state adopted standards. Teachers may supplement with materials when district purchased materials are out of date…

Article 9 - Teacher Evaluation

1. The Administrator of Special Services will be the assumed evaluator of Special Education Itinerant Specialists. If this changes, there will be a meeting with the specialists to explain the rationale behind the change.

2. Teachers on “Year A” of the eval cycle will be observed once before the second Friday in January and once more before May 31st.

3. Prior to being placed on a PAI, the teacher’s supervisor will give a warning in writing that it may occur. This warning will include the teacher’s areas of deficiency. The teacher will have a minimum of 20 days to improve prior to placement on PAI. The PAI will align with the domains and standards of the teacher eval framework.

Article 10 - Teacher Discipline

1. “Perp walk” reform: If a teacher is placed on administrative leave as a part of an investigation, the SFEA president or designee will be consulted, teacher allowed a building rep/another teacher to walk with them. 

Article 12 - Work Day/Work Year

1. Weekly early release (8 to be building directed)

2. 2 Workdays (1 after xmas break, 1 in the spring)

3. Elementary = 30 minutes prep/day

4. New teachers = $400 to purchase classroom supplies.

5. Itinerant Employees - An itinerant employee shall have one Home base and other worksites available in each building they support.

6. Sub pay for any counselor, specialist, etc. that substitutes in a classroom, also for teachers who absorb other classes into theirs

7. Additional Workdays Prior to School Year Starting - paid hourly

1. Special Education Staff: Up to 5 days

2. Counselors: Up to 10 days

3. ELD Specialists: Up to 5 days

Article 14 - Layoff and Recall

1. Added “cultural or linguistic expertise” into layoff language

Article 15 - Leave Without Pay

• District change - a month = 30 calendar days.

• Teachers must use all contractual leave before taking unpaid leave

• A teacher may retain 3 sick days upon return from leave. 

Article 16 - Leave With Pay

• Clarified language to say bargaining unit member instead of and/or temporary teacher

• Changed the sick leave bank process. Removed the current process (A.8) and added:

  • Creation of a Sick Leave Bank

  • If someone needs time outside their sick leave they can access a pool of additional leave if they have enrolled in the sick leave bank. The bank enrollment is open Sept. 1 to Nov. 1 each year and you can enroll by adding 1 sick day. 

  • A joint committee will oversee the Sick Leave Bank and will meet as needed to review applications

  • You can only access the bank if you have enrolled and added sick leave and you have used your existing sick leave

  • The bank must have a minimum of 400 hours, if it falls below that, members will be asked to contribute an additional day. If you don’t have sick leave when members are asked to donate more, you can continue to be part of the bank and the deduction will happen during the next accrual of sick leave. 

Article 18 - Vacancies and Transfers

• Hiring for speciality positions will have one licensed specialist on interview team

• Reassignment definition established

• New Vacancy will be posted on District website

• Written response and feedback for teachers not chosen for vacancy

• Reassignment of K-5 teachers will involve collaboration between teacher and principal.

  • Teachers may request a face to face meeting prior to the public being notified.

  • Teacher may request written rationale for change

  • Additional supports: Teachers in the same position for 4 years who are reassigned will qualify for $250 for classroom supplies, 2nd PD grant of $450, can timecard up to 16 hours to prep for new position

• Reassignment of District Specialist to a different role will qualify for the same teacher supports as above if they have been in the same position for 5 years.

• Process: 

  • Notification of decision for involuntary transfer: face to face meeting with written explanation

  • Teacher notified first before other staff or public

  • Teachers may request a meeting with the Superintendent to discuss reassignment. Teacher may choose to have a union representative present at meeting

• District Right to Select

  • Teachers involuntarily transferred when RF and MT reconfigured to K-5 schools will be counted as one involuntary transfer.

• Additional supports for involuntary transferred teachers

  • Teachers in the same position for 4 years who are reassigned will qualify for $250 for classroom supplies, 2nd PD grant of $450, can timecard up to 16 hours to prep for new position

Article 19 - Class Size

• Principals will share projected staffing for the next year before the last contract day in June, and an update during the pre-service week in August

• District will establish a pool of $30,000 to pay stipends of 1.5% of their salary to teachers with overloaded classes, in the event all other options are unavailable. Other options include:

  • An aide or other adult support

  • Scheduling alternatives

  • Transfer/reassignment of students

  • Release time or sub time for the teacher

• If teachers are unsatisfied with the supports, they may appeal and request the stipend

  • A committee of 2 teachers and 2 admin will review appeals

• SPED and ELD teachers may have release days to complete paperwork

Class Size MOU - Link here

• Begins in 2023-24 school year, and lasts the duration of this contract

• Establishes class size targets, and a committee to review them annually, made up of members from SFEA and SFSD

Article 20 - Tuition Pool and Prof Development 

• Changed date in B.10 from Sept 10 to Sept 15

• Notification of pool balances - 2nd week of December and the 2nd week of March. 

Article 22 - Insurance Benefits

• 2022-2023 - $75 increase to $1,675

• 2023-2024 - $25 increase to $1,700

• 2024-2025 - $1,700 allotment, opt out increased to $500. We had to make this adjustment to get the split COLA in year 3. Should still be enough to cover OEBB increases. 

Article 23 - Compensation

• Link to the new salary schedule is here. 

  • Scroll down at the link to see the PEER schedule.

• Adopts rebuilt salary schedule for 2022-23, with pay to be retroactive to July 1, 2022

• Differences between steps and columns are now set percentages:

  • An additional 5% between columns

  • An additional 3% for steps 2-10

  • An additional 3.5% for steps 11 and 12

  • An additional 4% for steps 13-15

• Due to renumbering, people currently on steps 2-15 will be placed on the step one number lower–this is not actually a backwards step! It’s just a way to make the steps make sense by starting the count with number 1. People currently on steps 16-18 will be placed on step 15, which is still a significant raise from current pay due to the way the new schedule is built.

• For 2023-24, 1.25% COLA for first six paychecks, and an additional 1.25% COLA for the last six paychecks

• For 2024-25, 1.5% COLA for first six paychecks, and an additional 1.5% COLA for the last six paychecks

• For the PEER schedule, a 5.805% COLA for 2022-23, and COLAs to match 2023-24 and 2024-25 as outlined above

• Special Ed. TOSA 9% differential

• Autism and Behavior Specialists 4% differential

Article 24 - Early Retirement

• Removed from CBA, no longer applicable. 

Extra Duty Schedule - Link here

• New Positions, New placements for existing positions