• Category Archives professional development
  • LCAP Meetings…

    It’s LCAP season again!  Time to review and revise the district’s 3-year Local Control and Accountability Plan.  DSLT (the LCAP committee, including a teacher and parent from every school) has already met three times to review progress on our current LCAP goals, but we also need to get feedback from teachers, parents and the community.

    Below are a number of opportunities for teachers, parents and the community to discuss:

    • implementation of the state standards
    • student achievement
    • student attendance and engagement
    • course access
    • school climate and safety
    • parent involvement

    The LCAP is a public document, and there is a link to the current 2016-2019 LCAP left-hand side of the district’s home page, under “Important Links” – http://www.lennox.k12.ca.us/##

    Teachers

    As district employees, you have 5 ways to give your input:

    1) Have a discussion with your DSLT member:

    • Buford – Marichi Fragoza
    • Felton – Ana Marcelletti
    • Huerta – Francis Hernandez
    • Jefferson – David Martin
    • Moffett – Shannon Alvarado
    • LMS – Desiree Dorado

    2) Take the employee LCAP survey.

    3) Attend the official district employee input session.  Wednesday, March 8, 3:30 pm in the PDC at DO.

    4) There will be a discussion at each school for  anyone who wants to talk about the LCAP.

    • Tues, Feb 21, 3:15 pm – Jefferson
    • Weds, Feb 22, 3:15 pm – Huerta
    • Mon, Feb 27, 3:15 pm – Felton
    • Tues, Feb 28, 3:15 pm – Buford
    • Weds, March 1, 3:15 pm – DO
    • Thurs, March 2, 3:15 pm – LMS
    • Weds, March 15, 3:15 pm – Moffett

    5) Attend a School Board meeting in May/June when the LCAP is presented to the School Board and share your thoughts with the Board.

     

    Parents and Community

    As part of LTA’s commitment to parents and the community, and to make sure their voices are also heard by the district, LTA will once again hold parent focus groups at every school and will present the parent input to DSLT and the School Board.

    • Friday, Feb. 17, 10:30 AM – Felton Parent Center
    • Tuesday, Feb. 21, 11:00 AM – LMS Parent Center
    • Thursday, Feb. 23, 10:15 AM – Dolores Huerta Parent Center
    • Friday, Feb. 24, 8:30 AM – Jefferson Parent Center
    • Tuesday, Feb. 28, 8:30 AM – Moffett Parent Center
    • Wednesday, March 1, 10:15 AM – Buford Parent Center

    download the LTA Parent LCAP Flyer

     

    Lots of opportunities for input.  The LCAP is an excellent way for teachers and other district employees, as well as parents and the community, to participate in developing and guiding the district’s vision (and budget) for the next 3 years.  We hope you’ll participate in some way.


  • We Have A Tentative Agreement!

    download Bargaining Update #5

     

    Your LTA Bargaining Team – led by Lisa Rubio (Huerta), with Justin Catalán (Moffett), Gary Moore (LMS), Jim Nadler (LMS) and Andrew Staiano (CTA) – has reached a Tentative Agreement with the district.

    Tentative Agreement Highlights

    ARTICLE 6: COMPENSATION & BENEFITS

    • Increases salaries by 2% permanently, retroactive to July 1, 2016, for a total salary increase of 11% over the last 3 years.
    • Increases extra-duty hourly pay rate to $40/hr.
    • Three-year MOU changing the fully district-paid health plan to the lowest cost employee + 1 plan (currently Kaiser Base), and applies that same dollar amount to all other plans, until June 2019.

    for 2016-2017

    Plan Coverage Total

    Cost

    District

    Contribution

    Employee

    Contribution

    Kaiser Base (Tier I) Employee $492.07 $492.07 $0.00
    Employee + 1 $984.14 $984.14 $0.00 < 2016-2019 MOU “reference plan”
    Family $1,392.56 $984.14 $408.42
    Kaiser Plus (Tier II) Employee $547.11 $547.11 $0.00
    Employee + 1 $1,176.30 $984.14 $192.16
    Family $1,613.99 $984.14 $629.85
    Health Net Base (Tier I) Employee $611.22 $611.22 $0.00
    Employee + 1 $1,314.13 $984.14 $329.99
    Family 1,803.12 $984.14 $818.98
    Health Net – EOA (Tier II) Employee $655.56 $655.56 $0.00
    Employee + 1 $1,409.44 $984.14 $425.30
    Family $1,933.90 $984.14 $949.76
    Health Net – PPO Employee $1,416.82 $984.14 $432.68
    Employee + 1 $3,046.33 $984.14 $2,062.19
    Family $4,159.67 $984.14 $3,175.53

    ARTICLE 7: WORK YEAR & HOURS OF EMPLOYMENT

    • For 2017-2018 and 2018-2019, district will offer 2 voluntary PD/planning days before school starts in August, paid at $350 per day, with at least 3 hours for individual planning time, and 2 voluntary PD/planning days during the school year, paid at $350 per day, with at least 1½ hours per day for individual planning time. [MOU]
    • For 2017-2018 and 2018-2019, maintains at least 75% of preschool/elementary PE time for teacher-directed planning and collaboration (the LCAP currently calls for 2 PEs/week, so 75% = approx. 6 out of 8 PEs/month). [MOU]
    • For 2017-2018 and 2018-2019, maintains 1 period of planning time for middle school teachers. [MOU]
    • Clarifies and reorganizes some existing language defining the teacher work day, student dismissal times, minimum days, and super minimum days.
    • Rejects district proposal allowing staff meetings to end at 4 pm.

    ARTICLE 9: CLASS SIZE

    • For 2017-2018 and 2018-2019, maintain the following grade-span student-teacher ratios [MOU]:
      • TK-1      20:1                                                    o   4-5                       27:1
      • 2-3      24:1                                                    o   6-8                       29:1
    • Includes “overage stipend” compensating teachers whose grade-span and individual class-sizes exceed the averages above ($100 each for 1st and 2nd students over and $200 each for 3rd and 4th students over).

    ARTICLE 10: LEAVE PROVISIONS

    • Accepts district-proposed language updating maternity leave and family leave to reflect changes in state and federal statutes.

    ARTICLE 14: PEER ASSISTANCE AND REVIEW PROGRAM

    • Eliminates language on state-funded PAR program.

    ARTICLE 15: STAFF DEVELOPMENT BUY-BACK DAYS

    • Eliminates language on state-funded buy-back days.

    ARTICLE 18: SCHOOL LEADERSHIP

    • Accepts district proposal to schedule SLT meetings after school, removes “staffing priorities” from the SLT purview, and rephrases “consensus” language; rejects district proposal to eliminate “student discipline policies and school safety” from SLT purview.

    ARTICLE 25: TERM

    • Postpones opening full contract for renegotiation until 2019-2020 school year, reopening 3 articles plus compensation in 2017-2018 and 2018-2019.

    If anyone has any questions, the Bargaining Team will conduct two question-and-answer sessions, one Thursday, September 22, after school in the LMS library, and one Monday, September 26, after school in the Jefferson cafeteria; all unit members are welcome to attend either meeting.

    The ratification vote on the Tentative Agreement will take place at school sites on Monday, September 26, and Tuesday, September 27, at lunch and after school. Once approved by the LTA membership, the Tentative Agreement should go to the School Board for approval on October 7, and once approved by the School Board, the new payscale could be implemented as soon as our second paycheck in October. Teachers will receive a separate retro check for the difference between the old payscale and the new payscale for the time they have already worked this school year. Benefits deductions will be adjusted going forward, and anyone who has effectively “overpayed” because the cost of their selected plan has gone down will have those overpayments credited toward future payments this year (and if the cost of your plan has dropped to zero, you will receive a refund). Unfortunately, it is too late to change plans this year, but you will be able to change plans next year if you want to take advantage of the lower rates for the employee + 1 and family plans for the duration of the MOU.

    Thank you to the LTA Bargaining Team for all your hard work on our behalf.

     

    download the LSD 9/20/16 AM counterproposal

    download the LTA 9/20/16 AM counterproposal

    download the LSD 9/20/16 PM counterproposal

    download the LTA 9/20/16 PM counterproposal

    download the final LSD/LTA tentative agreement


  • Bargaining Update #4 – 8/29/16

    NO CHANGE IN HEALTH BENEFITS

    Your LTA Bargaining Team – led by Lisa Rubio (Huerta) and made up of Justin Catalán (Moffett), Gary Moore (LMS), Jim Nadler (LMS) and Andrew Staiano (CTA staff) – met with the district bargaining team today. The district team consists of Dr. Hiacynth Martinez (Chief Personnel Officer), Kevin Franklin (Chief Financial Officer), Polo Marquez (Felton VP) and Steve Andelson (attorney).

    Based on conversations with members and the results of the most recent bargaining survey, one of LTA’s main objectives today was to reach an understanding with the district aboutpermanentlylowering the cost of health benefits. Because the open enrollment window closed Friday, we knew we had a very limited window of opportunity to come to an agreement lowering the cost of benefits and giving members an opportunity to make changes to their plan choices. We offered to accept the district’s estimate of the cost of LTA’s benefits proposal as equal to a 1% increase in salary, and to reduce our salary proposal from 5% to 4%. The district rejected this offer, instead proposing to instate LTA’s benefits proposalfor one year only,and to increase salary by a mere 0.5% for one year,off the salary schedule. The district resisted all efforts to decouple the discussion of health benefits and salary, and insisted that any agreement today include both benefits and final salary increase amounts. Despite close analysis of the district’s cost estimates demonstrating that more money is available, the district held firm to its proposal of one year of health benefits, a one-time 0.5% “bonus,” and no permanent salary increase. As much as your LTA Bargaining Team wanted to reach an agreement on benefits today, a one-year respite in health benefit costs coupled with a meager – and temporary – increase to salary is both unacceptable and insulting. We simply could not agree to that. So, sorry folks, it looks like there will be no improvement in health benefits this year.

    In regard to other proposals, the districtrejected:

    • stipends for combo classes and middle school teachers with 3 or more preps,
    • increasing the work year by 7 pupil-free days, stating that there are no plans for professional development beyond June 2017 when the current PD MOU expires,
    • continuing elementary PE/planning and the LMS planning period beyond the expiration of the current planning time MOU in June 2017,
    • creating permanent super minimum days for scoring,
    • maintaining lower class sizes once the current class-size MOU expires in June 2017, and
    • lowering special ed case loads.

    The district alsomaintainedtheir proposals to:

    • allow principals to extend Wednesday meetings until 4 pm to address unspecified “unforeseen circumstances requiring immediate attention,”
    • limit the scope of teacher participation in school decision-making via School Leadership Teams, and finally,
    • delay reopening the entire contract for renegotiation until 2019, two years later than the contract currently stipulates.

    Clearly this has been a disappointing day, particularly with regard to the district’s shortsightedness on important issues like health benefits, professional development, planning time and class sizes. It is also clear we will need to step up our efforts to educate the district, school board and community on the importance of these issues and the ways that they benefit not only teachers, but students as well. The district’s compulsive focus on the cost of these programs, rather than their benefit to students and teachers, has convinced us that some of these issues will be better dealt with during the next bargaining cycle. We, therefore, made the difficult but strategic decision to postpone further discussion about elementary PE/planning, the LMS planning period, and lower class sizes until early 2017.

    Our final proposal of the day:

    • offered to drop demands for an increase in health benefits in exchange for a full 5% permanent salary increase (if we can’t save people money on benefits, we can at least make up some of the difference in salary),
    • maintained demands for stipends for combo classes and middle school teachers with 3 or more preps, and a $40/hour teacher hourly rate,
    • proposed increasing the the work year by 5 pupil-free days (which would result in a 2.7% working raise),
    • rejected the district’s vague proposal for meetings until 4 pm,
    • maintained proposals lowering special ed case loads.

    Be on the lookout for communications from the Organizing Team in the next few weeks on how you can help support our continuing bargaining efforts.

    The two teams are scheduled to meet again September 20 and October 13.

    download the full text of LTA’s morning proposal

    download the full text of the district’s proposal

    download the full text of LTA’s afternoon proposal

    download Bargaining Update #4


  • Negotiations Begin

    The LTA Bargaining Team – led by Lisa Rubio (Huerta) and made up of Sigrid Caballero (SpEd preschool), Justin Catalán (Moffett), Jim Nadler (LMS) and Andrew Staiano (CTA staff) – met with the district’s bargaining team Friday morning to present our initial bargaining proposals. The district’s team consists of Dr. Hiacynth Martinez (Sr. Dir. of Personnel), Kevin Franklin (Sr. Dir. of Fiscal Services), Polo Marquez (LMS Dean of Students) and Steve Andelson (attorney).

    LTA Proposal Highlights:

    ARTICLE 6: COMPENSATION & BENEFITS

    • Increase salaries by 5%
    • Increase extra-duty rate of pay to $40/hour
    • Increase health benefits across all medical plans, evening contributions so the district pays the same amount into each plan, and permanently establish one 100% district-paid Employee + 1 plan
    • Establish $2,000 stipends for elementary teachers assigned combo classes and middle-school teachers with 3 or more preps

    ARTICLE 7: WORK YEAR & HOURS OF EMPLOYMENT

    • Add 7 work days to the 2017-2018 and 2018-2019 calendars – 3 PD/planning days before school begins in August, 3 pupil-free PD/planning days during the school year, and increasing the spring Parent Conference day to a full, pupil-free day, all paid at the per diem rate (equivalent to another 3.8% salary increase)
    • Permanently establish 100 minutes of teacher-directed planning/preparation time/week for preschool and elementary teachers (8 PEs/month for teachers, 0 for principals, although principals could “trade” 1 PE for 1 Wednesday afternoon)
    • Permanently establish 1 period of teacher-directed planning/preparation time/day for middle school teachers
    • Better define student dismissal times at all grade levels, and standardize Wednesday early dismissal at 1:38 pm for all schools
    • Clarify super minimum day responsibilities, and permanently establish 3 super minimum days/year for scoring
    • Eliminate morning yard duty

    ARTICLE 9: CLASS SIZE

    • Permanently re-establish CSR/QEIA-like grade-span averages:
      • TK-1 20:1
      • 2-3 22:1
      • 4-5 25:1
      • 6-8 27:1
    • Calculate grade-span averages for schools-within-schools (like Dual Language and School of Engineering) separately from the rest of the school so that students in and out of the programs can benefit from smaller class sizes
    • Calculate/check grade-span averages monthly rather than yearly
    • Create class-size maximums, in most cases 2-3 higher than the average above, and caps of 15:1 in LMS intervention, ELD and special education classes

    ARTICLE 21: SPECIAL EDUCATION

    • Create caseload caps for SDC teachers, and lower existing caps for RSP teachers and Speech and Language Pathologists

    Due to the delays in the bargaining timeline this year, the LTA Bargaining Team made the unprecedented suggestion that the two teams continue negotiating through the summer in hopes of resolving some of the more time-sensitive issues (like benefits and class sizes for next year) as soon as possible. The district’s team declined, but pointed out that the district has postponed the benefits enrollment/adjustment window until fall… in case negotiations results in a change to district and employee contribution levels and people want to adjust their plans as a result. The two teams are scheduled to meet again August 29, September 22, and October 13; additional dates will be scheduled if possible.

    As always, the LTA Bargaining Team is committed to improving the learning environment for students and the working conditions for teachers in Lennox. We believe our proposals will help meet the needs of teachers and assist the district in the era of Common Core and LCFF/LCAP. It is our desire to reach an agreement as soon as possible, but not at the expense of achieving important goals that will help our students, benefit our members, and be consistent with the priorities of the Lennox community.

    Read the full text of the LTA proposals:

    Download LTA Initial Proposals

    Download LTA Bargaining Update #2


  • 2016-2017 Bargaining Update #1

    The LTA Bargaining Team this year is led by Lisa Rubio (Huerta) and includes Sigrid Caballero (SpEd preschool), Justin Catalán (Moffett), Jim Nadler (LMS) and Andrew Staiano (CTA staff). The LSD team includes Hiacynth Martinez (Personnel), Kevin Franklin (Fiscal Services) and Steve Andelson (attorney).

    On April 26th, the LTA Bargaining Team sunshined the contract articles it will be opening this year, and the required public hearing on the sunshine was held on May 24th. On May 24th, the district also sunshined the contract articles they will be opening, and their public hearing will be held at the School Board meeting on June 14th.

    As you may have noticed, the bargaining process has moved more slowly this year than in recent years. This is primarily because the School Board canceled Board meetings in March, April and May, which delayed the sunshine/public hearing process for both LTA and the district. Fortunately, all of our MOUs with the district are for both the 2015-2016 and 2016-2017 school years, so current language about class sizes, planning time, and summer PD will be in effect for one more year. Additionally, negotiating salary and benefits in the fall may work to our advantage because there are a number of uncertainties right now regarding the state budget. School Services of California (the company most school districts look to for budgetary forecasts) has warned of a possible financial downturn, as well as questions about the continuation of Prop 30, and has advised school districts to bargain conservatively. Once the final state budget is passed in June, and we have a better idea about the likelihood of the Children’s Education and Healthcare Protection Act (the successor to Prop 30) passing, we may be in a more favorable bargaining environment.

    LTA Sunshine Articles:

    • ARTICLE 6: COMPENSATION & BENEFITS
    • ARTICLE 7: WORK YEAR & HOURS OF EMPLOYMENT
    • ARTICLE 9: CLASS SIZE
    • ARTICLE 21: SPECIAL EDUCATION

    download the full LTA Sunshine

    District Sunshine Articles:

    • ARTICLE 6: COMPENSATION & BENEFITS
    • ARTICLE 10: LEAVE PROVISIONS
    • ARTICLE 18: SCHOOL LEADERSHIP
    • ARTICLE 25: TERM
    • The district has also proposed eliminating ARTICLE 14: PEER ASSISTANCE AND REVIEW PROGRAM and ARTICLE 15: STAFF DEVELOPMENT BUY BACK DAYS because the state no longer funds these programs.

    download the full LSD Sunshine

    The LTA Bargaining Team is committed to improving the learning environment for students and the working conditions for teachers in Lennox. We believe our proposals will help meet the needs of teachers and assist the district in the era of Common Core and LCFF/LCAP. It is our desire to reach an agreement as soon as possible, but not at the expense of achieving important goals that will help our students, benefit our members, and be consistent with the priorities of the Lennox community.

    download this Bargaining Update #1