• EMUEA Negotiations Updates

    9/5/2019

    The District and EMUEA discussed an increase in the work calendar by two workdays in 2019-2020 and two additional workdays in 2020-2021 which represents an increase of 1.1% for each year.  After much discussion, the District and EMUEA reached a tentative agreement for a Memorandum of Understanding (MOU) on the two additional workdays for calendar years 2019-2020 and 2020-2021.  The District Board of Trustees voted to approve the MOU on June 12, 2019.  

    The District and El Monte Union Education Association (EMUEA) last met on May 15, 2019, with a focus on Article 29 - Salaries and Fringe Benefits.  The District provided to a counter-proposal to EMUEA on compensation that included an on-salary schedule increase of 2% for 2018-2019, retroactive to July 1, 2018.  The District also proposed an on-salary schedule increase of 1.6% for 2019-2020.  EMUEA bargaining unit members have received salary increases of approximately 15% on schedule and 8% off schedule over the past four school years.  

    Over 80% of the District’s revenue is utilized for salaries and benefits.  With an average of 2.7% in declining enrollment annually for the last 7 years and significant increases in health benefits premiums and Employer contribution of the employee retirement plan for Certificated Employees (STRS)  as well as higher costs of workers compensation and liability insurance premiums, COLA alone does not cover the loss of revenue and increasing benefits costs, and the District must take steps to control costs and maintain fiscal solvency.  Accordingly, the District proposed the establishment of a hard cap on health insurance based on 2018-2019 rates.  The District will continue to provide 100% coverage for single party plans including medical, dental, vision and life.  The District currently contributes 80% of the cost of two-party and family plans, with employees contributing 20%.  Increases in health coverage have averaged 5% annually for the past five years, almost tripling the average increase in COLA.  EMUHSD is one of the few school districts in the area that does not have a hard cap on benefits.  The District’s proposal is to maintain the 80% contribution level based on 2018-2019 rates, with employees being responsible for any increase in benefits effective January 2020.      

    9/12/2019

    The District and EMUEA met on September 12, 2019.  The District proposed an on-salary schedule increase of 2.5% for 2018-2019, retroactive to July 1, 2018.  The District also proposed an on-salary schedule increase of 2.0% for 2019-2020.  The District proposed no changes to the current soft cap benefits structure.

    The District also proposed that all TOSAs be placed on the same salary schedule with additional days scheduled at the discretion of the District based on site and District needs.

    The District and EMUEA were able to reach tentative agreements on Article 12A (Family Leave), Article 23 (Jury Duty), Article 15 (Parental Leave), and Article 3 (Association Rights).

    The next negotiation session is scheduled for September 25, 2019.

     

    EMUEA AE (Adult Ed) Negotiations Updates

    9/18/2019

    The District and EMUEA AE met on September 18, 2019.  The District proposed an on-salary schedule increase of 0% for 2018-2019. The District also proposed an on-salary schedule increase of 1.5% for 2019-2020, retroactive to July 1, 2019.  The District proposed a reduction to 75% of the soft cap benefits structure, effective January 1, 2020 and a reduction to 70% of the soft cap structure, effective January 1, 2021.

    The District and EMUEA AE were able to reach tentative agreements on Article 29 (Discipline) and Article 14 (Sick Leave).

    The next negotiation session is scheduled for October 1, 2019.

     

    CSEA Negotiations Updates

    9/5/2019

    The District and California School Employees Association (CSEA) Chapter 11 last met on August 29, 2019, with a focus on Article 26 - Salaries and Article 27 - Fringe Benefits.  The District provided a counter-proposal on compensation that included an on-salary schedule increase of 2.5% for 2018-2019, retroactive to July 1, 2018.  The District also proposed an on-salary schedule increase of 1.5% for 2019-2020.   CSEA bargaining unit members have received salary increases of approximately 15% on schedule and 8% off schedule over the past four school years. 

    The District counter-proposed to CSEA a reduction of the soft cap annual increase from 80% to 75% effective January 2020 and 70% effective January 2021.

    Over 80% of the District’s revenue is utilized for salaries and benefits.  With an average of 2.7% in declining enrollment annually for the last 7 years and significant increases in health benefits premiums and Employer contribution of the employee retirement plan for Classified Employees (PERS)  as well as higher costs of workers compensation and liability insurance premiums, COLA alone does not cover the loss of revenue and increasing benefits costs, and the District must take steps to control costs and maintain fiscal solvency.  Accordingly, the District proposed the establishment of a hard cap on health insurance based on 2018-2019 rates.  The District will continue to provide 100% coverage for single party plans including medical, dental, vision and life.  The District currently contributes 80% of the cost of two-party and family plans, with employees contributing 20%.  Increases in health coverage have averaged 5% annually for the past five years, almost tripling the average increase in COLA.  EMUHSD is one of the few school districts in the area that does not have a hard cap on benefits.  The District’s proposal is to reduce the 80% Employer contribution level based on 2019-2020 rates to 75% effective January 2020 and 70% effective January 2021.

    9/18/2019

    The District and CSEA met on September 16, 2019.  The District proposed an on-salary schedule increase of 2.5% for 2018-2019, retroactive to July 1, 2018.  The District also proposed an on-salary schedule increase of 1.7% for 2019-2020, retroactive to July 1, 2019.  The District proposed a reduction to 75% of the soft cap benefits structure, effective January 1, 2020 and a reduction to 70% of the soft cap structure, effective January 1, 2021.

    The next negotiation session is scheduled for October 18, 2019.