Bargaining Report from March 19, 2025

March 19, 2025   12:00 - 3:30

FCUSD and FCEA bargaining teams met Wednesday March 19th in the afternoon.  There were two topics of conversation.  The first addresses the evaluation pilot language and the sunsetting MOU from Fall 2023 that put evaluations of tenured teachers in abeyance.  This was time sensitive since we’re committed to getting information out via site staff meetings April 3rd.  The second topic was the district’s response to FCEA’s counter regarding compensation and benefits.

1. Evaluation Pilot/Resuming evaluations for tenured teachers

Some additional wordsmithing on the MOU is still required, but we will have all of the details in place to share on April 3rd.  At the April 3rd staff meetings a brief video will be shown at all sites that will address the following: a finalized list of pilot schools, the processes for identifying who will participate, expectations for participating administrators and teachers, an appeal process during the pilot, and what information will be sought out to evaluate the pilot.  Additionally, there will be an overview of how non-piloting schools will be handling evaluations and we’re developing a process to resume evaluations district wide.  

If you teach in the areas of special education or alternative education, then you will have a QR code you can use to RSVP to an April 24th meeting at ESC from 4-6 to review the draft rubrics and provide input on any additions or modifications needed to fit your unique situations.

2. Compensation and Benefits

A. FCUSD’s Original offer:  Feb 5, 2025

• Compensation:  

  • 1.25% 2025-2026 

  • 1.25% 2026-2027 with contingency language to add 1% if the cola (currently estimated at 3.52%) comes in at 4.52 or higher

• Benefits:

  • One time payment for each of the 2 year contract based on Western Health renewal rates and the new 3 tier benefits

    • $450(E) $2,700(E+1) $3,400(Family)

• Currently the 185 day work calendar ends after the 2025-26 school year.  District offer extends the 185 days (180 student days, 4 PD, 1 tchr workday) for an additional year.  The additional day adds approx. 0.5% to pay for that year.   [note current contract w/o last year’s MOU calls for 184 days = 181 student days and 2 PD and 1 tchr work day]

B. FCEA’s Response on Feb. 26, 2025

• Compensation:  

  • 2.5% 2025-2026 

  • 2.5% 2026-2027 with contingency language to add up to 1% if the cola comes in at 3.52 or higher

• Benefits:

  • Expressed concern that with the increases we are seeing in healthcare, committing to a set amount for 2 years didn’t make sense to us in that second year.  We are still waiting for final numbers from Benefits for renewals

• Not opposed to extending the 185 days to 2026-27, but did express the hope that membership feedback from last October will be factored into future PD planning

  
  

C. (NEW) FCUSD’s Counter:  March 19, 2025

• Compensation:  

  • 1.5% 2025-2026 

  • 1.5% 2026-2027 with contingency language to add 0.5% if cola comes in at 4.02-4.51%; 1% if the cola comes in at 4.52 or higher  (note cola currently estimated at 3.52%)

• Benefits:

  • Offering a formula based on WHA renewal rates…would pay ½ of the difference between (WHA premium - cap) by tier for each of the two years.  This formula would open a way to handle likely increases in the 2nd year of the agreement.

• Extended 185 work calendar to 2026-27 (no change)

FCEA”S Bargaining team did not agree to the offer and is currently working to develop our response.  Please note, our primary leverage at the table comes from member support.  The bargaining team would like to thank everyone who came to the March 6th School Board meeting, we know there are other things you would rather be doing with your time.  The FCEA t-shirt order should be getting to sites in the next couple of weeks, and we would encourage everyone to wear them on future bargaining and other identified days (word of this sort of unity definitely filters to the table).  

The district asks a lot of us.  At tonight’s school board meeting (March 20) there will be a report on High Reliability Schools.  Many of you have participated in a variety of program changes as well as training and work groups (Grading Taskforce, Maria Nielsen’s 15 day challenge, Neighborhood schools/inclusion model, etc) and we know there are more changes and challenges headed our way whether it is from FCUSD, new CA requirements, or even the ever rising cost of healthcare.  FCEA’s position remains this:  FCUSD asks a lot from their teachers/support staff…the people doing this work have earned the expectation that they will be a priority.