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REYNOLDS EDUCATION ASSOCIATION
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REA & RSD Agree on Special Education Eligibility Testing (SEET) MOU

10/26/2020

 

The Reynolds Education Association and the District have agreed to an MOU on how to move forward with special education testing.  A testing center will soon be established on the Edgefield campus.  See attached file for text of MOU:

​

seet_mou_final_10152020.pdf
File Size: 112 kb
File Type: pdf
Download File

Here it is!  Your Contract 20/21!

10/16/2020

 
final_rea_contract_20-21.pdf
File Size: 1559 kb
File Type: pdf
Download File

Final Copy of MOU on Comprehensive Distance Learning

8/19/2020

 

Memorandum of Agreement Between Reynolds School District and Reynolds Education Association on Comprehensive Distance Learning 
 
The Reynolds School District (RSD) and the Reynolds Education Association (REA) hereby agree to the following Memorandum of Understanding (MOU) for the purpose of setting forth the terms and conditions regarding the delivery of Comprehensive Distance Learning (CDL).  In accordance with Governor Kate Brown’s emergency orders and ODE guidance under Ready Schools Safe Learners for alternative methods of delivery of instruction, the District and Association, in order to assure the safety and well-being of all students and staff, hereby agree to the following:

1. RSD and REA agree to starting the 2020/2021 school year under a CDL model of instruction.

2. RSD will provide professional development (PD), training and planning time to all REA members in preparation for CDL.  Previously planned PD will be cancelled or postponed.  All PD will abide by CBA Article #10, Professional Development Committee.

3. The District and the Association acknowledge that quality CDL should be a collaborative effort in order to provide a breadth and depth of services to our students.  The start date for the initial student contact days will be delayed to mid-September 2020.   RSD and REA will collaborate on a newly confirmed calendar as per CBA language Article #7:  
“The calendar committee, including at least three members appointed by the Association, shall establish the employee work year calendars….  The proposed calendars will be given to the association each year for identifying negotiated days and receive Association recommendations regarding non-negotiated days….  Calendars for any alternative programs and calendars that operate beyond the regular school year shall be developed with staff involvement and be reviewed by the Association.” 

4. Each building will develop its own schedule aligned with the District schedule framework and in accordance with Article #9, Teaching Hours, Paragraph A: “Article 9, Teaching Hours Length of Workday: The workday for full-time unit members shall be eight (8) hours Monday through Thursday and seven and one-half (7½) hours Friday. 1. Individual school hours for unit members may be adjusted to accommodate needs, including required instructional hours, as determined by the building administrator with input from the unit members in that building. 2. Specialists’ hours may be adjusted to accommodate needs, including required instructional hours, as determined by the building administrator with input from the department supervisor and the specialist. 3. Individual unit members may establish flexible work schedules by meeting with the building administrator. 4. Individual school hours may be adjusted to accommodate schedule changes (e.g. early release/late start) provided such adjustments are consistent with the contract and approved by the District and the Association.” 

Revised August 13, 2020 

5. Enough preparation time will be allotted to REA members at each level and building to prepare, deliver, and assess online lessons.  The 8-hour workday on Mondays will be divided as follows: • Up to 1-hour student contact time • 2-hours principal directed professional development time • 1-hour and 20 minutes of building directed member collaboration/PLC time • 1-hour of professional responsibilities time related to serving students CDL • 40 minutes duty free lunch and passing time • 2-hours member directed preparation time • In addition, on Tuesdays through Fridays, each member will be allotted prep time daily as outlined in the CBA in Article #9, Teaching Hours.  If a workweek does not include a Monday, the Tuesday through Friday schedule will remain the same.  Student instruction shall be delivered as outlined in the most up-to-date Oregon Department of Education (ODE) guidance.   This may include student access to teacher’s office hours. 

6. REA members may choose to deliver CDL from their classrooms or from their homes.  REA members may come and go from their buildings and classrooms if they follow the entry and exit protocols and applicable sanitization protocols, face mask requirements, social distancing guidance, and emerging building or district guidance aligned with health and safety protocols. 

 7. New protocols for the evaluation process for instructors delivering CDL will need to be agreed to through the work of the CBA Article #5, Evaluation Committee.  This work should be completed prior to October 1st, 2020.

​8. Additional necessary MOU’s may be negotiated.  This Memorandum shall not modify any other terms and conditions of the parties’ CBA not specifically addressed herein. 9. This Memorandum shall expire on June 30, 2021, or upon a change of instructional model. 

REA & RSD Reach Tentative MOU on Comprehensive Distance Learning

8/6/2020

 

The following is the text for an MOU on delivering comprehensive distance learning to start the 2020/21 school year:
Memorandum of Agreement Between Reynolds School District and Reynolds Education Association Regarding Comprehensive Distance Learning, August 6th of 2020
 
The Reynolds School District (RSD) and the Reynolds Education Association (REA) hereby agree to the following Memorandum of Understanding (MOU) for the purpose of setting forth the terms and conditions regarding the delivery of Comprehensive Distance Learning (CDL).  In accordance with Governor Kate Brown’s emergency orders and ODE guidance under Ready Schools Safe Learners for alternative methods of delivery of instruction, the District and Association, in order to assure the safety and well-being of all students and staff, hereby agree to the following:
 
1.            RSD and REA agree to starting the 2020/2021 school year under a CDL model of instruction
2.            RSD will provide professional development (PD), training and planning time to all REA members in preparation for CDL.  Previously planned PD will be cancelled or postponed.  All PD will abide by CBA Article #10, Professional Development Committee.
3.            The District and the Association acknowledge that quality CDL should be a collaborative effort in order to provide a breadth and depth of services to our students.  The start date for the initial student contact days will be delayed to mid-September 2020.   RSD and REA will collaborate on a newly confirmed calendar as per CBA language Article #7: “The calendar committee, including at least three members appointed by the Association, shall establish the employee work year calendars….  The proposed calendars will be given to the association each year for identifying negotiated days and receive Association recommendations regarding non-negotiated days….  Calendars for any alternative programs and calendars that operate beyond the regular school year shall be developed with staff involvement and be reviewed by the Association.”
4.            Each building will develop its own schedule aligned with the District schedule framework.
5.            Enough preparation time will be allotted to REA members at each level and building to prepare, deliver, and assess online lessons. 
The 8-hour workday on Mondays will be divided as follows:


Up to 1-hour student contact time Up to 2-hours and 40 minutes district directed time 

Up to 1-hour 40 minutes building district directed teacher collaboration (PLC) time 
40 minutes duty free lunch and passing time 
Up to 2-hours teacher directed preparation time 


In addition, on Tuesdays through Fridays, each member will be allotted prep time daily as outlined in the CBA in Article #9, Teaching Hours.  If a work week does not include a Monday, the Tuesday through Friday schedule will remain the same.   All work days Monday through Thursday will be 8 hours and 7.5 hours on Friday as per CBA Article #9.   Student instruction shall be delivered as outlined in the most up-to-date Oregon Department of Education (ODE) guidance.   This may include student access to teacher’s office hours.
6.            REA members may choose to deliver CDL from their classrooms or from their homes.  REA members may come and go from their buildings and classrooms as long as they follow the entry and exit protocols and applicable sanitization protocols, face mask requirements, social distancing guidance, and emerging building or district guidance aligned with health and safety protocols. 
7.            New protocols for the evaluation process for instructors delivering CDL will need to be agreed to through the work of the CBA Article #5, Evaluation Committee.  This work should be completed prior to October 1st, 2020.
8.            Additional necessary MOU’s may be negotiated.  This Memorandum shall not modify any other terms and conditions of the parties’ CBA not specifically addressed herein.
 

20/21 Contract Has Been Ratified

7/1/2020

 

The 2020/2021 Collective Bargaining Agreement has been ratified by the REA membership.  Following are the numbers:

356 members voted (57.4% of total membership)
343 voted yes (97.7%)
8 voted no (2.3%)
5 abstained (1.4%)
55% of all members voted yes

One question that has been coming up a good deal is around the partial tuition freeze.  If you believe that you should remain eligible for tuition reimbursement under the guidelines, please contact human resources by emailing Katrina Buttolph and also CC Rob Neu and Lisa Griffith.  They will be compiling a list of members and reviewing requests.

Hope you are all are getting some much deserved rest and relaxation.  Best wishes!

​Your REA Bargaining Team

2020-2021 Tentative Agreement for Ratification

6/25/2020

 
Articles not included in the tentative agreement will maintain current language from the 2017-2020 contract. Click on the link below to view the tentative agreement. Members will receive their electronic ballots at their personal email; please check your spam/junk folders if the email does not show up in your primary inbox.

062320__rea_package_proposal_for_ratficiation.pdf

Bargain Update Tentative Agreement 6/25/2020

6/25/2020

 

Today the Reynolds Education Association (REA) and the Reynolds School Board (RSB) would like to jointly announce that they have reached a tentative agreement on a one-year contract for the 2020-2021 school year.  Both parties met in a small group side bar to hammer out a packaged proposal for ratification. The package incorporates acceptable compromises in order to protect direct services to students while maintaining a viable standard of living for members.
 
Highlights of the agreement include: 
1.)  A 2% increase in COLA.
2.)  RSB will continue to make an annual $350,000 contribution to the insurance pool.
3.)  A one-time $200,000 spend down of the insurance pool savings fund dedicated to remuneration of members to be enacted through a Memorandum of Understanding (MOU).
3.)  A one-year partial freeze on tuition reimbursement to be enacted through an MOU.
4.)  RSB’s acceptance of REA’s latest proposals on Articles 4 & 21.
 
This tentative agreement is subject to final approval and ratification by both the RSB and REA.  REA and RSB pledge to resume negotiations in good faith towards a multi-year agreement in February of 2021.


Bargaining Update--Webinar on 6/25 @ 4:00 p.m.

6/23/2020

 
BARGAINING UPDATE

Our bargaining team has had two side bar conversations with the district since the last bargaining session on June 4 to work on resolving the remaining issues. The district postponed last week's bargaining session due to having to take a possible agreement before the school board. The school board holds its regular business meeting of the month tomorrow @7:00 p.m. This will be a virtual meeting and can be viewed live here. This meeting will include a Budget Hearing at the top of the meeting. Want to make a public comment? Click here: To submit public comment, please use this form.

ANOTHER WAY TO ENGAGE
We will know if we have a tentative agreement with the district either tomorrow evening or Thursday morning. Your bargaining team will be hosting a webinar which will either be a Q&A to go over the tentative agreement or be another bargaining session should a tentative agreement not be reached. Your bargaining team will host the webinar this Thursday, June 25 @4:00 p.m. The Zoom link to the REA Bargaining webinar is here:

https://zoom.us/j/94216404313?pwd=bmJrSXl2MEJkL1gvTGQwM3VKMEIvdz09



Next Bargain Session Pushed Back to 6/25/20 at 4:00

6/9/2020

 

Greetings everyone,

Today's bargaining session at 4:00 has been cancelled. Our bargaining co-chairs had a side bar with Rob Neu and Dr. Diaz to move forward with our bargain. As such we agreed to a statement indicating "we have a mutual agreement to postpone tonight's bargain after a sidebar discussion yesterday, and the District and school board is meeting in executive session next Wednesday to consider the proposal. We will return to the bargaining table next Thursday." We will send out zoom invites next week for the bargaining session and the REA Member Caucus.

Thanks, and in solidarity,

Evan Selby
President






       




Your REA Bargain Team

Double Dealing District Squanders Chance to Complete Bargain

6/5/2020

 
Despite optimism going into the session, last night the RSD bargaining team squandered an opportunity to complete a deal:
  1. COLA:         REA asked for a 2% COLA and RSD offered 1.5%, a cost of approximately $1,214,000 versus $910,500 for a difference of $303,500--- FAIRLY CLOSE.
  2. Tuition:      REA initially agreed to a partial freeze on tuition reimbursement to save jobs and give RSD room to go up COLA.  At our last session RSD estimated the district savings to be $300,00.  Last night we learned there is already an ending tuition fund balance of approximately $215,000 for this year, and that next year RSD estimates savings of $200,000-400,000.  That comes to a total of potential savings for RSD of up to $615,000 versus $300,000--- NOT SO CLOSE….
  3. Insurance: RSD had initially offered to increase the cap by $30 per month per member.  They also offered to maintain the annual contribution of $350,000 to the insurance pool.  REA had asked for some clarifying information on the exact amount of money in the pool, the longevity of the pool over the next three years, and what is the current estimated pool ending fund balance.  RSD provided this information and then abruptly changed their offer.  They apologized that they had misstated the offer of $30 per month per member increase in the cap, and that the cap needed to remain where it had been for 2019/2020.  This results in a $225,000 decrease in their initial offer.  They then proposed decreasing the standing practice of a $350,000 annual pool contribution to only $150,000 which is a decrease of $200,000.  Overall, RSD’s new insurance offer shrank by a total of $425,000--- NOT CLOSE AT ALL!

IN A NUTSHELL---
RSD is proposing compensation of $910,500 for COLA.  They are also proposing an overall decrease in compensation of up to $1,040,000 for insurance and tuition reimbursement.  This is a net loss of up to $129,500 and, at best, an offer of ZERO compensation.  RSD asks for REA to make sacrifices for our students but does not reciprocate.  RSD is double dealing.  You our members spoke loud and clear last night, and we will not bring you a contract offer that is unacceptable.

The teams have agreed to meet again next Thursday, 6/11/20, at 6:00PM.  It is the sincere hope of your bargaining team that RSD will show some sign of mutual sacrifice and/or goodwill before this next meeting.  There is a school Board meeting on Wednesday, 6/10/20, at 7:00PM.  The budget and potential cuts for next year will be discussed.  REA view’s this meeting as an excellent opportunity for the school board to demonstrate their good faith and make some sacrifices and re-visit some choices that could mitigate the direct impact to services and instruction for our students.

Bruce Marsh, Your C0-Bargain Chair

Caucus Link for Bargain 6/4/20

6/4/2020

 
Below is the link to join the member caucus when the two teams are not in session:

​Topic: REA Member Caucus Zoom Meeting
Time: Jun 4, 2020 04:30 PM Pacific Time (US and Canada)

Join Zoom Meeting
https://us02web.zoom.us/j/89060827898?pwd=WExhOC9oQmdUT1FWYjhuU1NOenUzUT09

Bargain Continues Thursday, 6/4, at 4PM

6/3/2020

 
Join Zoom Meeting

https://zoom.us/j/94216404313?pwd=bmJrSXl2MEJkL1gvTGQwM3VKMEIvdz09

​Here is the zoom link to view the bargain session on 6/4:

​

Check Out Agreement

5/28/2020

 

Today REA reached agreement with RSD on end of year check out processes.  Basically the process is the same as in previous years but all wall and ceiling items must come down.  The district is adding a second work day for clean out.  Boxes, tape, and other supplies will be provided.  Bookshelves may stay put.  Principals will receive updated guidance today.

Your Bargain Team



Tentative Work Share Agreement

5/22/2020

 

Today RSD and REA came to a tentative agreement on utilizing work share furlough days to mitigate the impact of budget deficits for the coming school year.  This agreement must be ratified by a vote of REA members and is conditional on the Reynolds Administrative Association making a similar agreement. Following is the text of the tentative agreement:

Workweek Reduction for Remainder of 2019-2020 School Year
Memorandum of Understanding
 
 
 
 
In response to the public health emergency and economic challenges presented by the COVID-19 pandemic, and because of the availability of state and federal resources that are available to employers and employees, Reynolds School District 7 and Reynolds Education Association agree to the following:
 
This memorandum shall not go into effect until Reynolds School District 7 is approved to participate in the Oregon Work Share program and until the memorandum is ratified by the members of the Reynolds Education Association. Reynolds School District 7 shall reduce the hours of each bargaining unit member by up to 40% for each week, by furloughing up to two days a week, beginning the week of Monday June 1, 2020. Compensation for bargaining unit members shall be reduced by up to 40% for each of these weeks ending June 12th, 2020.  The District shall publish a schedule of furlough days, not to exceed two days per week, for the duration of the contract year.  Individual modifications to the furlough day schedule may be made by individual worksites and/or programs when necessitated by legal requirements or pre-scheduled events that cannot be changed. Reynolds School District 7 shall continue to provide the same health insurance contribution and benefits to each bargaining unit member that it provided prior to this agreement. In accordance with the requirements of the Work Share program, bargaining unit members shall not perform any duties during the furloughed days. The District shall provide bargaining unit members the necessary information to assist them in filing the paperwork necessary to receive unemployment payments under the Oregon Work Share program.  Reynolds School District 7 shall allow, and assist when requested, all bargaining unit members to access all available government unemployment assistance, including that provided under the Federal Pandemic Unemployment Compensation program (FPUC) as set forth in the CARES Act. The parties acknowledge Governor Brown’s waiver of Oregon’s one week waiting period for unemployment eligibility, thereby allowing bargaining unit members to be eligible for unemployment benefits beginning with the first reduced work week. 8.   The parties acknowledge that the CARES Act and Oregon’s unemployment insurance laws and regulations govern eligibility of employees for access to unemployment insurance benefits, including PUC program payments of $600 per week per eligible employee, and further acknowledge that neither party can guarantee determination of eligibility or the amount or timing of payments, which is outside the control of the parties.  The District will exclude bargaining unit members from participation in the furlough days where the parties anticipate that the member will be ineligible for state and federal resources based on the following factors:
The member has not been employed with the District for 6 months full time or 12 months part-time;  The member takes time off due to illness or injury that excludes them from eligibility, so long as that is reported to the District in advance of the District’s weekly submission to the Oregon Employment Department;  The member is determined to be “seasonal”; or PUC program becomes unavailable. In addition, members who have notified the District of their retirement will be excluded. If a member is deemed to be ineligible, or if the Oregon Employment Department subsequently determines an employee is ineligible for the Work Share program after an initial eligibility determination has been made, the District will allow the employee to apply available non-accruing leave balances to make up the lost hours.  Ineligible employees will be returned to their schedules prior to the furlough and, as necessary, will have wages restored so that they do not suffer any loss of pay.   9.   All money saved as a result of the furlough of REA members through the Work Share program will be applied to the maintenance and funding of REA positions for 2020-21.
Employees may opt out of the furloughed days utilizing the process designated by the District by Tuesday, May 26, 2020.  If a bargaining unit member decides that they will not apply for the Work Share/PUC program, they will be temporarily furloughed according to the terms of this Memorandum and will be allowed to apply available leave to make up the lost hours.  Members who are eligible yet voluntary elect not to participate shall have their salaries reduced in accordance with Paragraph 2. This memorandum shall expire on June 30, 2020.

REA and RSD will meet again in open session on Thursday, 5/28, starting at 4PM.

Your REA Bargain Team

Furlough Days

5/21/2020

 
Your Bargain Team met with RSD today to discuss possible furlough days.  Your team shared the following Memorandum of Understanding which the district received and discussesd.

Workweek Reduction for Remainder of 2020-2021 School Year
Memorandum of Understanding:
 
In response to the public health emergency and economic challenges presented by the COVID-19 pandemic, and because of the availability of state and federal resources that are available to employers and employees, Reynolds School District 7 and Reynolds Education Association agree to the following:

  1. This memorandum shall not go into effect until Reynolds School District 7 is approved to participate in the Oregon Work Share program and until the memorandum is ratified by the members of the Reynolds Education Association.
  2. Reynolds School District 7 shall reduce the hours of each bargaining unit member by up to 40% for each week, by furloughing two days a week spread out hourly, beginning on Monday May 25th, 2020. Compensation for bargaining unit members shall be reduced by up to 40% for each of these weeks ending June 12th, 2020.
Recommended dates are Thu. May 28, Fri. May 29, Thur. June 4, Fri. June 5, Mon. June 8, Tue. June 9.
  1. Reynolds School District 7 shall continue to provide the same health insurance contribution and benefits to each bargaining unit member that it provided prior to this agreement.
  2. Bargaining unit members shall not perform any duties during the furloughed days or hours.
  3. With assistance from Reynolds School District 7, bargaining unit members shall file the paperwork necessary to receive unemployment payments under the Oregon Work Share program. 
  4. Reynolds School District 7 shall allow, and assist when requested, all bargaining unit members to access all available government unemployment assistance, including that provided under the Federal Pandemic Unemployment Compensation program (FPUC) as set forth in the CARES Act.
  5. The parties acknowledge Governor Brown’s waiver of Oregon’s one week waiting period for unemployment eligibility, thereby allowing bargaining unit members to be eligible for unemployment benefits beginning with the first reduced work week.
  6.  All money saved by participating in the Work Share program will go directly back to certified, salaries, benefits, step increases, and negotiated pay increases. The funds may not go to fund any other programs or to increase staffing for 2020-2021.
  7. Employees who are within 3 years of retirement, may opt out of the furloughed days by notifying Reynolds School District by emailing Robert Neu by Tuesday, May 26, 2020.
  8. Reynolds School District shall pay the full contractual daily rate of pay, as if there had been no reduction in work hours, for any furloughed day in which a bargaining unit member did not receive Work Share unemployment benefits or FPUC compensation.
  9. This memorandum shall expire on June 30, 2020.
  10. This memorandum of understanding shall be null and void if the following conditions are not fully met by Reynolds School District.
    1. An immediate freeze on all professional development spending.
    2. An immediate freeze on all new / additional administrative FTE hires.
    3. The district agrees to spend down the ending fund balance down to 2% in order to support the 2020-2021 budget.

Negotiations will resume on Friday, 5/22, in closed session at 1:00.

Your Bargain Team

The Bargain Continues

5/15/2020

 

Bargaining between RSD and REA will resume on Thursday, 5/21/20, with an initial closed session.  On May 20th the State of Oregon will release the latest economic forecast which should help both teams in discussions about negotiating a one year agreement focused primarily on financial concerns.

There will be subsequent bargaining sessions on 5/28, 6/4, 6/11, 6/18/ and 6/25 as needed.  These sessions will be open to member viewing starting at 4:00 pm on each date.  Again, the goal is to reach a one year settlement prior to June 30th.

​In Solidarity!

Your REA Bargain Team

3/5/20 Bargain Update

3/6/2020

 
NEXT BARGAINING SESSION:
4:30-8:00 P.M., April 2, 2020
Woodland Elementary School Library

BREAKDOWN FROM SESSION OF 3/5/20:

Ground Rules:

The teams reviewed the ground rules which include, "Attempt to keep teams intact."  The District team continues to be in transition with the leave of Human Resources Director, Jennifer Ellis, and the additions of outside consultants Jack Laughlin and Rob Neu.  At this session Mr. Neu sat at the table and last session it was Mr. Laughlin.  Superintendent Diaz confirmed that she is a full member of the team and not there to merely listen.  The District also had two expert witnesses at the table for the entire session, Matt Bennett (Director of Special Education) and Chris Ortiz (Executive Director of Student & Family Services).  While the District has the right to determine who sits at their table, so far this transition process has not been conducive to consistency and stability.

Tentative Agreements:
The Association and the District were able to reach tentative agreement on Articles 2, 6, 10, 16, 17, 25, and 29.  These were articles neither side had opened and therefore they will be included in the contract with "current language."

District Counter Proposals:

Article 4 --- Association Rights and Privileges
The District accepted the Association's initial proposed language regarding the district's obligation for provision of member roster information. The District accepted REA's initial proposed language regarding REA attendance at meetings with new hires and the opportunity to provide relevant Association materials and information to new hires.  The District continues their attempt to change all references of Human Resources to "Human Capital Management."  REA resists this attempt.  In section H, Right to Speak at Meetings,  the District continues to try and limit REA's ability to meet and speak with members to only once per week.  REA will resist this.  In section K, Association Leave, the District denies REA's request for an additional 25 release days during a bargain year as they believe that the new House Bill 2016 affords plenty of opportunities for needed Association leave.  REA will research this.

Article 26 ---Student Services and Special Education
The District rejects REA's proposal to include ELD language in Article 26.  There was some discussion as to "why" since the District just recently placed ELD under the direction of  the Student and Family Services Executive Director, Chris Ortiz.  There was some discussion as to whether there should be a separate article for ELD.  The District rejected REA proposed language referring discussions regarding inclusion of of SPED students to the Student Services Committee.  In fact, the Distract proposes to eliminate the Student Services Committee and replace it with "something different, a District committee, involving all stakeholders, of which teachers should certainly be a part." at a later date.  Despite numerous questions, the District could not adequately or succinctly respond.  Their rationale for this rejection is far from satisfactory to your bargain team.  The District did accept some of REA's language about responding to or with behavior plans within five working days, but they wish to limit this to special education students only.  The District rejected REA's proposal to increase the special education stipend from 2.2 to 3.0%.  Lastly, the District rejected REA's proposal to include the work of the ELL Student Instruction and Services Structure Committee in Article 26.  In fact, the District proposes to eliminate any language regarding the ELL committee from the contract.  Once again, "something different, a District committee, involving all stakeholders, of which teachers should certainly be a part of" at a later date will be formed by the District.  Multiple questions regarding ELL and ELD were asked.  Many of the answers were, In your bargain team's opinion, less than adequate.

Your REA Bargain Team will be countering on both Article 4 and Article 26 on April 2nd.

Association Counter Proposals:

Resolution Regarding Human Capital Management

REA brought forward a resolution from the REA Representative Council & Executive Board strongly objecting to the District's re-naming Human Resource to Human Capital Management.  Included in the resolution was, "The description of public employees as Human Capital is offensive to many members and conjures images of servitude, subjugation, and dehumanizes the educator/student relationship."  The Association vigorously opposes any attempts at renaming the RSD Human Resources Department as Human Capital Management, and your Bargain Team will reject any attempts to rename the department as mentioned in the contract.  The resolution asserts, "that REA members are not capital needing management but are human beings that require resources and respect."

Article 3 -- Miscellaneous
The District and Association did tentatively reach agreement on this article.  We agreed that any changes to the collective bargaining agreement (CBA) would be electronically posted on the District website.  We agreed that members must check their emails daily, but only on contractual days.  Both sides agreed that Federal and State Laws may impact the CBA but that before implementation their will be collaboration on any changes that may impact members terms and conditions of employment.

Article 5 --- Employee Rights
REA provided a correction to the listed OAR in Section D, Evaluation of Pupils, which should read OAR 584 210-0020.  REA rejected the RSD proposal to eliminate plans of awareness.  Their proposal would have expedited the path to plans of assistance, which are a very serious mater for our members who might be experiencing challenges.  REA  is in the business of making sure members are given every opportunity to improve their craft and overcome challenges.  REA agreed to RSD's language in Section H, Procedures & Timelines for Evaluation, #3 Evaluation Procedure b, post observation conferences will be held within 5 days, "or at a time mutually agreed upon by the administrator and member."  However, this article is not tentaviely agreed to, and so this is an agreement for this piece only at this time.  We agree with RSD's desire to strike language limitting options under C: Procedure for the Resolution of Program of Assistance Status, ii, "If a third year probationary unit member has failed to be removed from the Program of Assistance by March 1 of that year, the only resolution is termination."  Both sides felt this language was too restrictive.  REA did not agree to any of the District's other initially proposed language in Article 5.

Article 7 --- Employee Work Year
REA continued to push for adding two work days to the calendar year with commensurate pay. REA also continues to push for use of 2 late start Mondays for member use.   REA rejected all the language RSD had proposed in Article 7 including attempts to: extend the contract year at the sole discretion of the Board and the elimination of the Calendar Committee,

Article 9 --- Teaching Hours
REA proposed language stating, "In order to facilitate the best possible learning and teaching environment, the District shall align all school start times to current scientific-based research on students' developmental stages and their needs for appropriate sleep."  REA is pushing for five minute passing times either side of 30 minute prep times at the elementary level.  REA also proposed language requiring the District to bargain preparation times should the District go to block schedules in any of its schools.  REA listed examples of extra duty that counselors might be asked to perform. so as to protect counselors from true extra duty assignments such as extended supervision of students  at lunch or covering preps for other educators as has their time been misused in the past.  REA absolutely resists the Districts attempts to eliminate the Friday early release clause (a 50 year tradition of respect to the work of educators, not only in RSD, but region-wide), Finally, REA resists all attempts to put "Human Capital Management" into the contract.

Articles to be Opened on 4/2/20:
REA will bring:  the Preamble, 1, 4, 8, and 26
RSD will bring:  5, 18, 19, and 21

REA has also requested detailed financial information regarding the contract for outside surveys from the Urban Collaborative (SPED Survey), PCG work (including the ELD survey), and the contract details for Jack Laughlin and Rob Neu.  REA wants RSD to show us the money trail.


We thank you for your support.

Your Bargaining Team

Eve Thompson, Molly Frye, Jason Larson, Brian Jay, Joyce Rosenau and Bruce Marsh



Side by Side

3/5/2020

 
Click the button below to view a side by side of the initial proposals.
Side by Side

2/20/20 Bargain Session Update

2/21/2020

 
On Thursday, 2/20/20, your bargain team met with the district team to exchange initial proposals.  The session was cordial and professional.  REA would like to say a big, "Thank You!" to the members & guests who attended this important first meeting.  Following are the articles your REA Bargain Team opened:

A #1:  Association Rights & Privileges---  REA asked that an electronic data base be provided by November 1st of each year providing accurate and pertinent information about each member including their work location, their placement on the salary scale and necessary identifying information.  REA are also asking this same information be provided for each new hire within 30 days of the hire.  The district has been quite lax in providing accurate and timely information on our members.  REA also asked to be able to attend any new hire orientations so as to provide support, materials and information about new hires rights under the contract.  REA also asked to increase release days during a bargain year from 25 to 50.

A #5:  Employee Rights--- REA inserted language to accommodate the changes in the law regarding complaints of sexual misconduct, which are now handled exclusivity through OTSPC. 

A #7:  Employee Work Year-- REA asked for adding 2 days to the contract to increase work days, 1 at the start of the year, and 1 at the end of the year. 

A #9:  Teaching Hours--- REA is asking for a 5 minute passing time either side of preparation periods.  This is mainly to protect the 30 minute prep times at the elementary level which are often impacted by the need to transition students.

A #18:  Student Discipline--- REA is asking for multiple changes in this article to clarify, strengthen and streamline the process for keeping all staff and students safe.  REA also offered extensive language around restorative practices, what they should mean and really be for.  In many building discipline and restorative practices are merged when they should be separate systems that work in tandem to support a positive community culture.

A #19:  Tuition, Project and/or Workshop Reimbursement--- REA proposed language clarifying the tuition reimbursement process, the process for credit towards movement on the salary schedule, and the use or reimbursement for tuition vouchers.

A #21:  Dues and Payroll Deductions--- REA is asking to place in the contract the language already negotiated in a Memorandum of Understanding (MOU) regarding the Janus Decision.

A #22:  Employee Compensation--- REA proposed salary increase over the next 3 years of 12%, 8%, and 6%.  REA also proposed striking langue allowing the district to pay less than each member's per dium for work outside of contract time.  REA is also asking that members who serve as substitute administrators be paid at 1.5% of their usual hourly rate for the duration of their service.  Also, REA inserted the MOU language already negotiated around placement on the salary scale for members who work in the CTE departments.  In addition, REA added new paragraph O, Class & Caseload Size Relief, which provides for salary increases for member who's class or case load guidelines are exceeded by more than 10%.  It also provides for addition of an Educational Assistant if guidelines are exceeded by more than 20%.  If guidelines are exceeded by more than 30% then the district would need to provide additional FTE to create new classes or caseloads.  REA also added new paragraph N, Mentor Compensation, which provides a stipend to members who serve as mentors for new hires at a rate of 5% of base salary.

A #23:  Fringe Benefits--- REA requested a place holder for this article to allow for insurance rates to be officially published and for the short session of the legislature to be completed.

A #26:  Student Services and Special Education--- REA proposed language defining ELD services and moving them under the umbrella of Article 26.  This also included language about the responsibilities of the ELD Student Instruction and Services Structure Committee, previously in Article 27.  Language for additional joint meetings of ELD & Student Services committees was put forth.  REA also asked to increase the stipend for special education staff who must perform federally-mandated duties outside of contract time from 2.2 to 3%.  REA also proposed new language placing a time limit for disseminating information about plans for students who exhibit behavior regulation issues and their placement in classes.

A #27:  Class and Case Workload---REA proposed case load limits for case managers, counselors, social workers, school psychologists, child development specialists, and speech language pathologists.  Guidelines for class and case load were tied to compensation (10% or more excess), addition of educational assistants (20% or more excess), and/or creation of new classes or caseloads through adding more FTE (30% or more excess) as stipulated in Article 22 new section O.  REA struck the language regarding ELD committee work as it is moved to Article 26.

A #28:  Mentor Program--- REA added language referring to compensation for mentors as laid out in Article 22 new section P.

A #30:  Duration of Agreement--- REA is calling for a 3 year contract.

Here are the articles the district opened along with with some brief highlights and comments:

Preamble--- Deletion of language on Application.

A #1:  Recognition--- RSD wants to add substitutes to the paragraph on exclusion.

A #3:  Miscellaneous--- RSD wants to put changes to the contract on the district website.  RSD wants employees to check their email daily. 

A #4:  Association Rights and Privileges--- In this article the district first inserts language to change any mention of Human Resources to the new title of "Human Capital Management."  RSD wishes to make this change throughout the contract.  They believe this is a more accurate and up-to-date title.  REA strongly disagrees.  Also in this article RSD wants to limit ten minute union meetings to once per week.

A #5:  Employee Rights--- In this article RSD introduces language regarding grades, dismissal of teachers, timing of post-observation meetings, and more Human Capitol Management title changes.  The district also proposes eliminating plans of awareness.  They wish to increase their ability to search the personal property of members if they believe such a search will provide evidence of violation of district rules or policy.

A #7:  Employee Work Year--- The district wants to reserve the right to lengthen the school work year.  RSD wants to shorten the timeline for submission to the board of a new school calendar. 

A #8:  Emergency Closure---  The district wishes to reserve the right to make up as many closure days when and how they so desire. 

A #9:  Teaching Hours---  The district proposes to eliminate language allowing buildings to adjust their schedules for special circumstances.   RSD wishes to eliminate language prescribing prep time if buildings go to a block schedule.  The district wishes to require that all members work an 8 hour day on Fridays.  The district wants to be able to hold IEP and other meetings on Friday afternoons.  REA opposes this proposal.

A #11:  Professional Development--- Mostly more Human Capitol Management changes.

A #12:  Grievance Procedure---  Replaces "Level three and end there." with "the applicable board policy."

A #13:  Academic Freedom--- Eliminates all language referring to the Academic Freedom Committee.

A #15:  Unpaid Leaves of Absence--- More Human Capitol Management changes.

A #18:  Student Discipline---  The district proposes a uniform referral form.  They do not delineate between the referral from and the behavior incident form.  These forms serve very different functions.  RSD does believe all forms should be electronic and available to fill out online.  RSD puts forward a lot of language around "School Climate Plans & School Climate Teams."  REA has some concerns about this particular acronym and what it may mean.  Finally, the district strikes all language pertaining to Restorative Practices.  As an explanation, RSD says the RJ committee will continue to do its work and put forth plans and policies to the administration and to the school board, but not in direct collaboration with REA.

A #19:  Triton, Project and/or Workshop Reimbursement--- The district wants to make sure they can collect money back from any member who has received reimbursement for course work that borrows into the next contract year and subsequently leaves employment.

A #20:  Strikes & Lockouts-- Strikes language, "relating to this bargaining unit."

A #21:  Dues and Payroll Deductions--- More Human Capitol Management.  Strikes all language referring to local levies. 

A #22:  Employee Compensation--- Offers raises over the next 3 years of 1% (but not until January of 2021), 1%, and 2%.  This offer is highly problematic.  RSD does offer to eliminate the 12 year cap on experience credit for placing hires of experienced teachers on the salary schedule.  More Human Capitol Management changes. 

A #23:  Fringe Benefits--- RSD offers to raise the insurance cap from $1,300 to $1,330 for the duration of the contract.  The district offers to make an annual contribution of $350,000 to the insurance pool for each year of the contract.  The district proposes to eliminate all use of extra cap funds by members.  Instead, any and all extra cap funds will be contributed to the pool.  RSD does propose to raise the amount of term life and accidental death and dismemberment insurance from $50,000 to $150,000 for each member.

A #25:  Reduction in force--- More Capitol Management.

A #26:  Student Services--- More Capitol Management.  RSD proposes eliminating the Student Service Committee.  Dr. Ortiz will appear as an expert witness to explain at the next bargain session on 3/5/20.

A #27:  Class Workload---  More Human Capitol Management.  RSD proposes eliminating the ELD Student Instruction and Services Structure Committee.  Again, Dr. Ortiz will make a guest appearance  as an expert witness to explain.

A #30:  Duration of Agreement--- The district also proposes a three (3) year agreement.

In Solidarity!

Bruce Nasser-Marsh, REA Bargain Chair
mnassermarsh@rsd7.net

February 21st, 2020

2/21/2020

 

Survey Results

2/7/2020

 


Your bargaining team would like to thank all REA members for their insightful responses to the bargaining survey.  Our members concerns are what drives the bargain and guides the team in crafting meaningful new language for our contract.  The following is a list of the top twelve concerns members rated as important and/or very important:

97%  Improve Staff and student social/emotional and physical safety
96%  Increase behavior supports (EA's, SMT's, noon assistants, etc.)
91&  Have whole child curriculum (recess, art, music, etc.)
91%  Establish firm class size and caseload limits
89%  Have a clear protocol for placing students in self-contained behavior classrooms
87%  Increase salary that recovers previous losses in salary
85%  Have a clear process for student discipline which is shared with teachers, counselors, and appropriate support staff
83%  Have a diverse selection of available electives (including CTE and languages) at the middle and high school level
82%  Have collaborative meeting time with teachers and support staff
75%  Have sufficient amount of training time for new curriculum technology
74%  Restore new teacher mentor-ship program
74%  Have a clear and transparent process for tuition reimbursement and subsequent column movement

Please plan to attend the February 20th initial exchange meeting at Woodland Elementary starting at 4:30.  This is where you will see member concerns directly addressed through new contract language proposed by your bargaining team..  This is also when and where you will see the districts approach to our concerns.

At your service,

REA Bargaining Team

Bargain Team Update #1

11/8/2019

 
Announcing Your REA Bargain Team!

Bruce Marsh, Chair at RMS
Molly Frye, Member at RMS
Eve Thompson, Member at Woodland
Joyce Rosenau, Member at Glenfair
Jason Larson, Member at RHS
Brian Jay, Member at RHS
Katherine Alexander, PSO at the Uniserv

The RSD Team:
Danna Diaz, Superintendent
Jennifer Ellis, Director of Human Capital
Nicole MacTavish, Chief Academic Officer
Lisa McDonald, Principal at Glenfair
Adam Swientek, AP at RMS
Gerardo Ibarra Elola, AP at RHS
Valerie Tewksbury, RSD Board
Brian Hungerford, RSD Lawyer

Bargain Dates:
1/30/20 from 5:30-7PM at PDC Edgefield --- Dinner & Ground Rules
2/20/20 4:30-8Pm at Woodland --- Initial Exchange
3/5/20 4:30-8PM at Woodland --- Session #3
4/2/20 4:30-8PM at Woodland --- #4
4/16/20 9-3PM at the Uniserv --- #5
4/30/20 4:30-8PM at Woodland --- #6
5/14/20 9-3PM at the Uniserv --- #7
5/28/20 4:30-8PM at Woodland --- $8
6/4/20 4:30-8PM at Woodland --- #9

Bruce Marsh, REA Bargain Chair
mnassermarsh@outlook.com
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