Contact TVUSD District Quick Facts Required Notices Schools and Calendars
California State Standards Educational Technology Electives Graduation Requirements High School Course Catalogs High School Instructional Materials Independent Study PE Elementary Visual and Performing Arts Positive Prevention (STD / HIV Education) Summer School Student Testing TVUSD Math Course Pathways and Team School Accountability Report Cards
Annual Notification Packet Enrollment Family Engagement/Parent Meetings TV Council PTA Hot Weather Guidelines Resources & Links Pearson - Curriculum and Textbooks McGraw Hill Connect Ed Student Fees, Donations and Fundraising Transfers Understanding Educational Acronyms Volunteers
Program Directory Alternative Education AVID Before and After School Child Care (BASES) Career Technical Education English Learners Foster Youth Library PBIS Preschool Programs Safe & Drug, Alcohol, Tobacco Free Schools Single Plan For Student Achievement Transitional Kindergarten Title I Programs Wellness Program
Board of Education Board Policies Budget Updates Budget and Financial Reports CFD Financial Disclosure Reports (AB1666) Local Control Accountability Plan Measure Y
District Directory Accounting and Payroll Business Support Services Child Welfare & Attendance (CWA) Educational Support Services (ESS) Facilities Development Health Office Human Resources Development (HRD) Information Management Systems (IMS) Maintenance & Operations Nutrition Services Public Information Office Purchasing Risk Management Special Education Superintendent's Office Transportation
Current Openings EdJoin Substitutes
Resource Page for Employees

Negotiations Update (CSEA)

Twitter logo.jpg

The negotiations process is inherently confidential by nature.  However, in an effort to improve communication with employees regarding the negotiations process, the District has added a segment to the Human Resources Development webpage to share updates as they occur.  The updates provided will be general in nature and will seek only to inform employees, not attempt to influence their opinions on any matter. 

Negotiations Update - March 23, 2016

On Friday, March 18, 2016, the Temecula Valley Unified School District and the California School Employees Association reached a Tentative Agreement for the 2015-2016 school year.  Highlights of the Tentative Agreement are as follows:

 

  • The parties agreed that CSEA members will receive additional 1% ongoing salary schedule increase effective January 1, 2016, and an off schedule bonus equivalent to 1% of a bargaining unit member's July 1 2015-2016 annual salary paid in one lump sum to all employees who are currently employed by the District as of the date of execution of the agreement.
  • The parties agreed to double the funds set aside each year to be used for reclassification.
  • The parties agreed to minor language changes to the following Articles:
    • Article 7.9.7: Recess Work Assignments
    • Article 8.1: Employee Initiated Transfers
    • Article 8.3: District Initiated Transfers
    • Article 9.4: Bereavement
  • The Parties also agreed to a new Article 9.11 concerning fitness for duty examinations and medical inquiries. 

With regard to a bridge medical program, the parties engaged in extensive discussions on the topic.  The District conducted a comprehensive cost analysis of implementing a bridge medical program, and both sides exchanged a number of counter proposals.  Ultimately, however, CSEA opted to defer discussion about the bridge medical program until negotiations reopen for the 2016/17 school year. 

 

Negotiations Update: 9/23/14

Temecula Valley Unified School District

Governing Board Approves CSEA Tentative Contract Agreement

 

We are pleased to announce that the Governing Board of Education has approved the District's Tentative Agreement with CSEA. With the Board's approval, the District has begun processing the 3% retroactive salary increase. This will ensure our employees will see their compensation adjustment on next month’s pay statement.

Negotiations Update: 9/18/14

Temecula Valley Unified School District

CSEA Ratifies Agreement

 

We are pleased that TVUSD Classified employees have approved the tentative agreement we reached with CSEA by an overwhelming 97%. This contract was a collaborative effort that resulted in mutually acceptable terms and provisions. Once Board approved, the District will immediately begin processing the 3% retroactive salary increase so our employees will see their compensation adjustment next month. We appreciate the diligent and productive work of both negotiating teams to reach consensus. Classified employees play a vital role in the operation of our schools, and we believe this contract recognizes their immense contribution to student success in Temecula Valley.

Negotiations Update 08/29/14

TEMECULA VALLEY UNIFIED SCHOOL DISTRICT

 

NEGOTIATIONS UPDATE

 

A 3% raise plus PERS contribution reimbursement

District reaches tentative agreement with CSEA

The District bargaining team is pleased to announce that it has reached a Tentative Agreement with the bargaining team of CSEA Chapter 538 representing the District’s classified employees. The agreement reflects a 3% salary increase for all unit members effective July 1, 2014. Employee paychecks will reflect this retroactive salary increase in the October paychecks, pending ratification by the unit members and the school board.

 

PERS “fix” reimburses employees for out-of-pocket contributions

The agreement also provides compensation increases to offset new state requirements that employees pay out-of-pocket for a portion of their retirement benefits.  Historically, these retirement contributions were paid by the District.  Eligible CSEA members will receive a salary increase equal to their mandatory PERS contribution, as the District is no longer permitted by law to make the contributions on their behalf.

 

Collaborative effort moves us forward

TVUSD has always been committed to a compensation offer that respects employee's sacrifices in the past while living within our means moving forward.  Based on the latest revenue projections in the budget, the District and CSEA agreed to 3%.   It was never a question of whether employees would get a raise; it was a matter of how much we could afford and how soon we could make it happen. With that in mind, the contract also contains equity language so that classified employees will receive comparable increases if any other employee group settles for higher amounts. The parties recognized that until an agreement was reached, classified employees would continue to bear the burden of their PERS retirement contributions. This agreement provides our employees with much needed emotional and financial relief.This was a collaborative effort and we thank the CSEA team for helping us reach this mutually acceptable agreement.

Negotiations Update 7/18/14

The District and Association met on July 18th to continue the Negotiations process.  The primary topic of discussion was compensation.

The District explained that, due to unexpected increased expenditures as a result of the adoption of the State budget, the District needed to alter its previous financial proposal.  The District proposed a 3% ongoing salary increase (effective July 1, 2014) for all members.  The District’s financial proposal also included a “me too” provisions providing that if another employee group agreed to a salary increase for 2013-2014 greater than 3% effective July 1, 2014, CSEA would receive a commensurate salary increase.

Additionally, the District proposed changing existing contract language concerning PERS member contributions.

CSEA presented a counter proposal for 1.5% effective January 1, 2014 and 3% effective July 1, 2014.  CSEA’s proposal also called for a “me too” and changes to existing contract language concerning PERS member contributions.

The District then presented a counter proposal adopting some technical changes suggested by CSEA, but maintaining a 3% salary increase with the “me too.”

The parties engaged in some additional conversations regarding the District budget and agreed to meet again on August 22, 2014.

Negotiations Update 4/28/14

The District and Association met on April 28th to continue the Negotiations process.  The primary topic of discussion was compensation. 

The District proposed a 1% salary increase (effective January 1, 2014) and an additional 3% salary increase (effective July 1, 2014).  Both of these proposed increases would be on-going and on the salary schedule.

The Association proposed a 1.5% salary increase (effective January 1, 2014) and an additional 4.5% salary increase (effective July 1, 2014). 

In accordance with the legal requirements of AB 1200, all Tentative Agreements between TVUSD and CSEA must be reviewed by the Riverside County Office of Education (RCOE). The District expressed its concern that the Association’s proposal would be rejected by RCOE due to the District’s inability to fund salary increases of this magnitude.

The District and Association agreed to select additional dates to continue the Negotiations process in an effort to sign Tentative Agreements on the remaining issues and conclude the bargaining process for this year.

Negotiations Update 3/19/14

The District and Association met on March 19th to continue the Negotiations process and substantial progress was made.  The District and Association reached Tentative Agreements on proposals regarding bilingual stipends, Overtime and Extra Duty opportunities, District initiated transfers, Bereavement Leave, the Evaluation form, Probationary status timelines, layoff notification timelines, and changes to the discipline and correction procedures.  The District and Association continued discussions regarding the CSEA Code of Ethics, compensation, PERS benefits, and the contract reopener article. 

 

The Association proposed a 2.5% salary increase (effective January 1, 2014), an additional 3% salary increase (effective July 1, 2014), and an additional 3.5% salary increase (effective July 1, 2015).  The net impact of this proposal is a 5.5% increase effective July 1, 2014, which grows to a 9% increase effective July 1, 2015.  If this proposal was approved, the District would increase its pattern of deficit spending and would become financially insolvent during the 2014-2015 school year.  Current budgetary projections reflect that the District would be $4 million in debt by June 2015 and $11 million in debt by June 2016.  The financial implications of this proposal are included below:

 

Effective When

January 1, 2014

July 1, 2014

 

Amount

2.50%

3.00%

3.50%

Effective Rate

 

5.58%

9.27%

Category

 2013-14

 2014-15

 2015-16

 

   

 

TOTAL REVENUES & TRANSFERS IN

211,783,403

221,807,088

225,572,771

TOTAL EXPENDITURES & TRANSFERS OUT w/ fixed CSR (26/28) beginning 2014-15

215,337,277

219,035,919

220,708,646

INCREASED EXPENDITURES

4,134,277

8,135,545

13,013,523

SURPLUS OR DEFICIT

(7,688,151)

(5,364,376)

(8,149,398)

BEGINNING FUND BALANCE

22,621,836

14,933,685

9,569,309

ENDING FUND BALANCE

14,933,685

9,569,309

1,419,912

 

 

 

 

Components of Ending Fund Balance:

 

 

 

3% Required Reserve for Economic Uncertainties (9789)

              6,584,147

              6,815,144

             7,011,665

Reserve for RCF/Whse/Ppd Expenditures (Nonspendable - (710-9719)

                 150,000

                 150,000

                150,000

Federal & State Program Carry-Overs (Restricted - 9740)

              4,651,114

              2,471,709

             1,828,346

Local Program Carry-Overs (Assigned (9780)

              2,982,977

              4,141,975

             4,240,718

State Budget Uncertainties (Assigned - 9780)

                 565,447

            (4,009,519)

         (11,810,817)

 

The District proposed an off-schedule bonus equivalent to 1.0% of salary earned from January 1, 2014 through June 30, 2014, to be paid on the June 2014 pay warrants.  The District proposed an additional 3.5% salary increase effective July 1, 2014.  If this proposal was approved, the District would continue its pattern of deficit spending and a negative fund balance would result under current budgetary projections.  The District would require revenue increases in 2014-2015 and 2015-2016 in order to remain fully financially solvent in both of those fiscal years.  The financial implications of this proposal are included below:

 

Effective When

January 1, 2014

July 1, 2014

 

Amount

1% off schedule

3.50%

 

Effective Rate

 

3.50%

3.50%

Category

 2013-14

 2014-15

 2015-16

 

   

 

TOTAL REVENUES & TRANSFERS IN

211,783,403

221,807,088

225,572,771

TOTAL EXPENDITURES & TRANSFERS OUT w/ fixed CSR (26/28) beginning 2014-15

215,337,277

219,035,919

        220,708,646

INCREASED EXPENDITURES

824,686

5,755,175

5,755,175

SURPLUS OR DEFICIT

(4,378,560)

(2,984,006)

(891,050)

BEGINNING FUND BALANCE

22,621,836

18,243,276

15,259,271

ENDING FUND BALANCE

18,243,276

15,259,271

14,368,221

 

 

 

 

Components of Ending Fund Balance:

 

 

 

3% Required Reserve for Economic Uncertainties (9789)

6,484,859

6,743,733

6,793,915

Reserve for RCF/Whse/Ppd Expenditures (Nonspendable - (710-9719)

                 150,000

                 150,000

                150,000

Federal & State Program Carry-Overs (Restricted - 9740)

              4,651,114

              2,471,709

             1,828,346

Local Program Carry-Overs (Assigned (9780)

              2,982,977

              4,141,975

             4,240,718

State Budget Uncertainties (Assigned - 9780)

              3,974,327

              1,751,854

             1,355,243

 

The District and Association agreed to select additional dates to continue the Negotiations process in an effort to sign Tentative Agreements on the remaining issues and conclude the bargaining process for this year.

       

Negotiations Update 02/21/14

The District and CSEA met on February 21st to continue the negotiations process.  Numerous topics were discussed including:  a Code of Ethics for employees, compensation for all unit members, bilingual stipends, Overtime and Extra Duty opportunities, District initiated transfers, Bereavement Leave, the layoff process described in the contract, the evaluation form, the term of the currently being negotiated contract, discipline procedures, and the implementation of AB 340 (pension reform).

Significant progress was made on nearly every topic and the District and Association reached a verbal agreement on nearly every contractual article that was being discussed.  In addition, the District presented the Association with a proposal to increase the salaries of all bargaining unit members during the 2013-2014 and 2014-2015 school years.

The District and CSEA have agreed to meet again in March in an effort to sign a written agreement and bring a conclusion to the Negotiations process.     

Negotiations Update 11/18/13

The District and CSEA met on November 18th to continue the negotiations process for a new master contract.  Numerous topics were discussed in this most recent session including:  a Code of Ethics for employees, District initiated transfers, the layoff process described in the contract, the evaluation form, the term of the currently being negotiated contract, discipline procedures, and the implementation of AB 340 (pension reform).

The District and CSEA have agreed to meet again in January to continue this process.     

Negotiations Update 11/04/13

The District and CSEA met on November 4th to continue the negotiations process for a new master contract.  The term of the current master contract expired June 30, 2013.  Both parties have “sunshined” their proposals in accordance with the appropriate statutes and have already met together on June 7th, July 25th, and September 9th.
 
Numerous topics were discussed in this most recent session including:  the implementation of AB 340 (pension reform), Association release time, the evaluation form, the layoff process described in the contract,  discipline procedures, and a code of ethics for employees.
 
The District and CSEA have agreed to meet again on November 18th to continue this process.