Negotiation Updates

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, had a collaborative meeting on Tuesday, June 29, 2021, where we discussed positions, Fall Launch, the August 2, 2021 Professional Learning day, and CSEA’s initial proposal.  

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, had a collaborative meeting on Wednesday, May 19, 2021, to discuss the Minimum Wage Salary Schedule Compliance MOU. The District provided a counter proposal to CSEA Chapter 351 which was reviewed by both teams. The District is awaiting a response from CSEA. 

The District and CSEA will continue negotiations on June 10, 2021 and June 29, 2021. The CSEA negotiations team requested additional dates to negotiate independent items. We will continue to come together to collaboratively negotiate  for the benefit of Beaumont Unified School District employees.

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, had a collaborative meeting on Wednesday, May 12, 2021, to discuss the Proposed Tentative Agreement for the 2020-21 Reopener, Minimum Wage Salary Schedule Compliance MOU, School Events Overtime MOU, and the Virtual and In-Person Hybrid MOU.  The District and CSEA mutually agreed to suspend negotiations regarding the Virtual and In-Person Hybrid MOU.  The District and CSEA came to a Tentative Agreement to close negotiations for the 2020-21 school year.

The District and CSEA will continue negotiations on May 19, 2021, June 10, 2021, and June 29, 2021. We will continue to come together to collaboratively negotiate for the benefit of Beaumont Unified School District employees.

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, had a collaborative meeting on Friday, April 23, 2021, to discuss the Proposed Tentative Agreement for the 2020-21 Reopener, Minimum Wage Salary Schedule Compliance MOU, School Events Overtime MOU, and the In-Person Hybrid MOU. 

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, met on Friday, March 26, 2021, to discuss the current Return to Work & Virtual Learning Memorandum of Understanding as it relates to the District’s shift to hybrid in-person learning. Absent reaching an agreement for any modification, the current Return to Work & Virtual Learning Memorandum of Understanding will remain in place.

The District and the Association will meet to continue the discussion at the next negotiation session. The District proposed the following dates April 14, 2021 and April 22, 2021 for the next negotiation session.  The District also agreed to look at additional dates to propose to CSEA.

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, met on Wednesday, February 3, 2021 for 2020-21 contract negotiations.  CSEA presented their Comprehensive Proposal to the District and the District has responded with two counter proposals to CSEA.

The District has requested additional negotiation dates from CSEA. The District looks forward to continuing negotiations to the benefit of Beaumont Unified School District employees.

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, met on Thursday, October 15, 2020 to negotiate a Memorandum of Understanding (MOU) regarding the impacts of COVID-19 and the reopening of schools.

The District and CSEA have agreed on the following:

• Language regarding HR 6201 leaves pertaining to COVID-19
• Language regarding employee safety
• The option for employees to request a flexible work schedule 
• Temporary job duties

The District and CSEA agree conceptually for employees to request the option to work remotely and custodial workloads. We are still working with CSEA to refine the language. 

The District is hopeful that CSEA will choose to continue to negotiate for the benefit of all Beaumont Unified School District Classified employees.

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, met on Thursday, September 24, 2020, and on Tuesday, September 29, 2020, to negotiate a Memorandum of Understanding (MOU) regarding the impacts of COVID-19 and the reopening of schools.

The District continues to provide CSEA a comprehensive  proposal that includes:

• Clear language regarding HR 6201 leaves pertaining to COVID-19. The District has supported CSEA’s concerns for additional leave language. The District has proposed to include an attachment to the MOU explaining COVID-19 leaves.
• Safety of our employees. The District and CSEA are in agreement with language regarding employee safety.
• The option for employees to request to work remotely.
• The option for employees to request a flexible work schedule. 
• Employee workload.
• Temporary job duties.

To date, the District and CSEA have held a series of negotiations sessions and have agreed on a large portion of the MOU.

At this time there is still no agreement and the District is anticipating a counter proposal from CSEA. The District understands the urgency of entering into an agreement with CSEA due to the impact it currently has on our employees. The District values our employees and the work that they do. The District will continue to negotiate an MOU with CSEA.

The District has proposed October 9th, 2020, as our next negotiation session.

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, met for negotiations on Thursday, September 17, 2020, to negotiate a Memorandum of Understanding (MOU) regarding the impacts of COVID-19 and the reopening of schools

Prior to negotiations, the District provided a counter-proposal. CSEA then responded with a counter to the District’s proposal. Upon return from CSEA’s caucus, the District asked questions and reviewed CSEA’s proposed language. Unfortunately, at this time there is no agreement and the District will be providing CSEA a counter-proposal. The District understands the urgency of entering into an agreement with CSEA due to the impact that it currently has on our employees. The District values their employees and the work that they do. The District will continue to negotiate an MOU with CSEA.

Our next negotiation session is scheduled for September 24, 2020. We are hopeful that an agreement will be reached; however, in the event that an agreement is not reached, we have agreed to an additional date on September 29, 2020.

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, met for negotiations on Thursday, September 10, 2020, to negotiate a Memorandum of Understanding (MOU) regarding the impacts of COVID-19 and the reopening of schools.

The District values our classified staff and we understand the impact that these negotiations are having on our employees. This is a priority for the District and we continue to diligently negotiate an agreement with CSEA. 

Our next negotiation session is scheduled for Thursday, September 17, 2020. 

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, met for negotiations on Wednesday, August 26, 2020, to negotiate a Memorandum of Understanding (MOU) regarding the impacts of COVID-19 and the reopening of schools.

The teams continued to discuss virtual learning and its impact on students. We also collaborated on how classified employees can temporarily adjust their duties to support academic instruction and reengagement of students. Additionally, we discussed the components associated with our current health and safety guidelines, safety provisions, work calendar, shifting starting and ending times, flexibility in schedules, working remotely, and leaves.

Our next negotiation session is scheduled for Thursday, September 10, 2020.

Beaumont Unified School District and the California School Employees Association (CSEA) and its Chapter 351, have been engaging in negotiations.  The negotiation teams met on June 10, June 23, July 16, July 29, August 5, and August 19, 2020.  During this time, we have successfully agreed on a Memorandum of Understanding (MOU) and a Tentative Agreement (TA). We continue to make progress and work collaboratively towards an MOU regarding the impacts of COVID-19 and the reopening of schools.

In our most recent session, we continued to discuss the complexities of virtual learning and the components associated with our current health and safety guidelines.  Proposals were presented by both parties.

We discussed virtual learning, its impact on students, and how employees can support instruction and re-engagement of students.  In addition, we discussed leaves, safety provisions, work calendar, shifting starting and ending times, working remotely, and flexibility in schedules.  We also discussed the repurposing of duties with a focus on distribution of meals and instructional materials, addressing connectivity concerns, attendance accounting, and small group intervention.

Our next negotiation session is scheduled for Wednesday, August 26, 2020.

The District and CSEA and its Chapter 351 met on February 13, 2020.  The District responded to CSEA’s January 30, 2020 proposal as well as a proposal they offered today.  Both times, the District moved closer to CSEA’s previous proposal and CSEA acknowledged the movement. 

In addition to an ongoing 1.25% increase to the salary schedule (retroactive to January 1, 2020), the District’s proposal increases the Health & Welfare cap more than CSEA’s most recent proposal.  In addition, the District’s proposal changes the pro-rata for the following employees/tiers:

• 6.5 and 6.75 hour employees will move to 100% pro-rata for 2 party insurance;
• The pro-rata percentage for all 4 through 8 hour employees on a family plan was increased with all 7 hour through 8 hour employees having 100% pro-rata contribution.

The following chart shows the example of the decrease in out-of-pocket costs for HMO I and HMO II, provided in the District’s latest proposal:

6 Hour Employee

6.25 Hour Employee

6.5 Hour Employee

6.75 Hour Employee

8 Hour Employee

The next negotiation session is scheduled for March 12, 2020.

The District and CSEA and its Chapter 351 met on, January 30, 2020. There were differences in expectations as to what would take place in the negotiation session. CSEA indicated they felt a discussion would be held on salary ranges for the transportation department. The District’s intent was to provide an overview of the Governor’s January budget proposal and its impact on Beaumont Unified School District’s budget, along with, a counter proposal to CSEA’s last proposal.

Beaumont Unified School District’s Latest Proposal:

• A new article, 5.10, regarding interview panels;
• 1.25% increase to the salary schedule retroactive to January 1, 2020;
• 1% increase to the salary schedule effective July 1, 2020;
• Increase the Health and Welfare contribution (i.e. the “cap”) effective October 1, 2019 by $625.36 for all three tiers prorated based on hours;

• Articles 5.3, use of District email;
• 5.10, Interview panels;
• 1.25% increase to the salary schedule retroactive to July 1, 2019;
• Adding chiropractic to Kaiser plans;
• Increase the Health and Welfare contribution (i.e. the “cap”) effective October 1, 2019 by $450.00 for all three tiers;
• Pro-rata contribution to H&W tiers that will result in the following increase to cap based on hours worked:

The District and California School Employee Association, Chapter 351, (CSEA) met today to continue negotiations.   CSEA presented a counter proposal to the District’s negotiation team. 

The District responded to CSEA’s proposal for a two (2) year agreement that calls for an increase to the salary schedule and health and welfare benefits. The District’s response included addressing outstanding contractual language.  A discussion was also held regarding Child Nutrition and campus security job descriptions. 

Our next Negotiation session is scheduled for January 30, 2020.

Beaumont Teachers Association (BTA)

The Beaumont Unified School District is pleased to announce that on May 28, 2019, our Board of Trustees approved ratification of the tentative agreement reached with Beaumont Teachers Association (BTA) on a three-year successor contract. BTA recently approved ratification of this agreement with their members as well.

Highlights of the Tentative Agreement are as follows:

• 1.5% salary schedule increase effective July 1, 2019
• An increase of $200.00 to the health benefits cap
• An increase to New Teacher Orientation daily rate of $120.00 to $225.00
• Speech and Language Pathologist
  • An increase of the years of experience granted
  • Experience credit for field work
  • A signing bonus, at $2,000.00 a year, for up to three (3) years
• Clarifying language for the Center for Teacher Induction (CTI) and Peer Assistance and Review (PAR) Programs

The District looks forward to meeting with BTA in August to begin negotiations for the new school year.

Summary of negotiations between Beaumont Unified School District (District) and

California School Employees Association and its Chapter 351 (Association)

The District and Association met today and the District shared a proposal that would provide a 1.5% salary increase as well as a $432.13 increase to each individual’s Health and Welfare cap.   The teams had discussions regarding increased costs around health and welfare.  The Association indicated they will share a new proposal and the teams agreed to look at their calendars to plan for a future meeting.    

The Beaumont Unified School District is pleased to announce that on Wednesday, October 31, 2018, the District and CSEA reached a tentative agreement on a three year successor agreement!

Highlights of the Tentative Agreement are as follows:

• 1.5% salary schedule increase retroactive to January 1, 2018, plus a 1.0% salary schedule increase retroactive to July 1, 2018.  This equates to an ongoing 2.5% salary schedule increase.
• An increase of $714.06 to all three health benefits caps.
• An MOU regarding the review of new job descriptions and changes to existing job descriptions.
• Clarifying language regarding the reclassification process.

More information to follow.

On Monday, October 15, 2018, the District was notified by the Public Employment Relations Board (PERB) that it denied CSEA’s October 8, 2018 request for impasse. This means PERB has asked the parties to go back to the bargaining table to try and clarify issues to reach a tentative agreement. The District looks forward to getting back to the table, and has already reached out to CSEA to find mutually agreeable negotiations dates. We will let you know as soon as we have agreed upon a negotiations date.

The District remains hopeful that the parties can reach a tentative agreement soon!   

The following concerns the negotiations session held on September 14, 2018, between Beaumont Unified School District (District) and California School Employees Association & its Chapter 351 (Association)

On Friday, September 14, 2018, the District and the Association met for negotiations concerning the 2017-2018 and 2018-2019 school years.  The District reiterated its compensation proposal, which includes the following components:

• An increase of $714.06 to all three Health Benefits caps
• 1.5% increase to the salary schedule retroactive to January 1, 2018
• 1% increase to the salary schedule effective July 1, 2018

This offer provides an on-going 2.5% salary increase and an increase to the District's Health Benefits cap, which substantially reduces or eliminates members out of pocket health costs.

Unfortunately, the Association and the District were unable to reach agreement concerning language regarding the negotiation of job descriptions and Article 12 (Classification/Reclassification).  The Association indicated that it intended to declare impasse, which abruptly ended the bargaining session.

The PERB Impasse Resolution Process

Frequently Asked Questions

Q:  Are classified employees currently working without a contract?

A:  No, the current contract is still largely in place.

The current contract expired on June 30, 2018, but remains largely in effect until a successor agreement is negotiated. Current salaries and benefits, as well as the current District contribution to health and welfare benefits  continue until a new agreement on total compensation is reached.

Q:  What happens if the parties can’t reach an agreement in negotiations?

A:  The state law creating collective bargaining rights for public employees also contains a mandatory impasse resolution process.

If it becomes clear that the district and union bargaining teams cannot reach a mutually acceptable agreement through standard negotiations, either one or both of the parties may ask the State to intervene. The Public Employment Relations Board (“PERB”) is asked to issue a formal declaration of impasse. When that happens, PERB assigns a neutral mediator from the State Mediation and Conciliation Service. The impartial mediator then facilitates all talks between the two teams.

Q:  Is the District at impasse under state collective bargaining law?

A:  Yes, the Association has indicated that the parties are at impasse and they intend to file the necessary paperwork with the state. 

The negotiating teams met twelve times over several months and were unable to reach agreement.  The impasse process allows the parties to utilize a neutral mediator to facilitate future negotiations.  This is a normal part of public school labor negotiations and hundreds of school districts have used mediation to narrow their differences and clarify the issues in dispute.  The District is committed to negotiating in good faith in an atmosphere of mutual respect, honesty, and open communication.

Q:  How does mediation work?

A:  It varies according to the style and technique favored by the appointed mediator.

The purpose of mediation is to bring in a third party to assist the parties to reach a Tentative Agreement that will be voted upon by the membership. In most cases, on the day of the mediation session, the mediator might have the parties meet together and/or separately to float ideas and offer/counteroffers. The role of the mediator is to see if he or she can identify where the parties might be willing to compromise in their positions. The mediator can also offer his or her own suggestions for a settlement. This is all done in confidential, closed sessions, not open to the general public or rank and file employees.

It is up to the mediator to decide how long mediation should continue.  Mediation can last weeks and sometimes even many months.

Q:  What happens if an agreement is not reached in mediation?

A:  If a settlement is not reached, the mediator will officially certify the parties to fact-finding.

This is the final step in the State’s impasse resolution process. The parties cannot proceed to fact-finding without the approval of the mediator.

Q:  How does fact-finding work?

A:  A three-person fact finding panel will be convened to review the arguments and proposals from both sides and issue a set of non-binding recommendations for a settlement.

District management and the union each appoint one member to the fact-finding panel. They parties then mutually agree on a neutral, independent fact finding panel chairperson from a list of qualified labor relations professionals supplied by the state. The fact finding hearing usually takes at least a month to schedule.  The hearing is not open to the public.

Q:  What is involved in the fact-finding hearing?

A:  The panel schedules and holds private hearings where both sides present their last, best offers.

The District and the union prepare extensive binders with comparative data and arguments supporting their positions. The panel members meet in private to evaluate the positions and the data. Within 30 days, the panel is required to issue a report that contains findings of fact and non-binding recommendations. Before the report is made public, the parties have one more chance to meet in a closed session to attempt to reach a tentative agreement using the report.  By statute, this process can take no longer than ten days from the time the report is made public.

Q:  Is the fact finder’s recommendation binding on the parties?

A:  The fact finder’s report is advisory only.

Fact-finding is not like arbitration where an administrative law judge decides between competing proposals presented by either side in a dispute. Arbitration is a winner-take-all situation. In fact-finding, the panel chairperson can make suggestions that are compromises. However, the fact finder cannot introduce issues that have not already been submitted in the last best offers by the parties.

Q:  Can negotiations continue while fact-finding is underway?

A:  Possibly.

The fact-finding process usually includes a series of back and forth discussions or mediation sessions involving the fact finding panel chair and both bargaining teams after the hearing is finished. In some cases, once the parties have heard all of the facts and have some indication of the fact finding panel’s positions, a settlement agreement can be reached. In other cases, the parties cannot agree that day, but agree to resume mediation while the fact finder’s report is pending. Sometimes a settlement agreement can be reached prior to the report being issued. The state collective bargaining law requires that once the fact finding report is issued, the parties must meet at least one more time to see if the provisions of the neutral’s report can form an acceptable basis for a negotiated settlement.

Q:  If the impasse process doesn’t lead to an agreement will there be a strike?

A:  Talk of a strike occurring is premature.

Strikes can be legal in California, but they generally cannot occur until all steps in the impasse process have been exhausted.  Since we are just beginning the mediation process, a strike, if it was going to occur, is many months away. Typically, union leaders take a strike authorization vote to show solidarity and put pressure on management to settle the dispute. It also enables the union leaders to declare a strike without going back to the employees for approval. This process does not allow members to vote whether they want to accept the District’s last best offer or go on strike.

Q:   Can the District impose its last, best and final offer if fact-finding doesn’t work?

A:  Yes, in theory. The last, best and final offer is the only unilateral action that the District can impose if a negotiated agreement cannot be reached.

However, since the union would still maintain the right to strike, it is unlikely that the District would unilaterally impose a new contract. The current salary schedule and health and welfare benefit contribution would remain in effect until a new agreement is signed by both parties.

The following is a summary of negotiations held on September 11, 2018 between Beaumont Unified School District (District) and California School Employees Association and its Chapter 351 (Association)

The District has offered the following compensation package to the Association:

• An increase of $714.06 to all three Health Benefits caps
• 1.5% increase to the salary schedule retroactive to January 1, 2018
• 1% increase to the salary schedule effective July 1, 2018

This offers provides an on-going 2.5% salary increase and an increase to the District’s Health Benefits cap, which substantially reduces or eliminates member’s out of pocket health costs. 

Currently there is no language in the Collective Bargaining Agreement (CBA) for both parties to meet and negotiate job descriptions.  The District has many job descriptions that need to be updated, which often must be negotiated.  Additionally, when the District creates a new classified position, frequently an employee cannot be hired until the District and the Association complete negotiations regarding a job description.  Early in the negotiations process, the District proposed language to address the need for timelines and procedures to revise current job descriptions and create new job descriptions, but the parties have not yet reached agreement concerning such language.

The District proposed a Memorandum of Understanding to the Association regarding the negotiation of job descriptions. The Association stated they weren’t interested in a Memorandum of Understanding and provided the District with a new proposal.  The proposal contained some minor changes, but was essentially the same proposal previously made by the Association and rejected by the District. 

The District and Association have agreed to meet for an additional negotiation session on Friday, September 14, 2018.

The following is a summary of negotiations held on August 29, 2018 between Beaumont Unified School District (District) and California School Employees Association and its Chapter 351 (Association)

Background 

The District and Association met nine times during the 2017-18 school year.  The District’s offer was to provide a 2.5% ongoing salary increase and add $714.06 to the Health Benefits cap, which would substantially reduce or eliminate member’s out of pocket health costs.  The District also proposed to add language on reclassification and job descriptions to assist the District and Association in updating existing positions and adding new positions.  The District can only create a new position when there is a job description for a position.  The two sides could not come to agreement at our last session held June 13, 2018.

August 29, 2018 Negotiations

The District and Association met from 12 pm to 5 pm.  New members of both teams were introduced.  The District had previously received an email from the Association with a contract proposal and both teams agreed to review the proposal.  The District asked clarifying questions of the Association as to the content and meaning of the Association proposal. This took approximately one and half hours.  The Association asked for a caucus and stated they would send a new proposal to the District.   The District received a proposal after approximately two hours and while it contained some changes, it was essentially the same proposal as the Association had previously proposed. 

The District has proposed to add language in the contract related to job description as currently there is no language and we cannot add new positions to the District without a job description. In addition, the District has proposed giving up current contract language that favors the District to establish a Reclassification Committee with specific timelines and responsibilities currently not in the contract.  The Association has stated they cannot agree to this language; hence, no agreement was reached to provide a 2.5% on-going salary increase and increase to the Health Benefits cap to our employees. 

The District has sent the Association four potential dates for both parties to meet and negotiate. We hope to hear from the Association quickly on our proposed dates and return to the table for future negotiations.