菠菜网lol正规平台, TALB Still Negotiating

TALB and 菠菜网lol正规平台 Continue Negotiations

Negotiations for the 2023-24 contract year continue between the Long Beach Unified School District and the Teachers Association of Long Beach (TALB). The bargaining teams have diligently met on Nov. 6, Nov. 27, Dec. 5, Dec. 18, Jan. 11, Feb. 1 and Feb. 16 to address ongoing proposals.

TALB has presented proposals covering crucial areas for educators, including additional tiers for pathway lead teacher stipends, observations and evaluations, CDC transfer language and school site safety.

Long Beach Unified has proposed contract language recommendations for Days and Hours of Employment, Transfers and Compensation, aiming to enhance the overall work environment for staff. Key aspects of the proposals include:

Tentative Agreements:

• Pay Increases for Athletic Directors: Increase rates of pay for athletic directors.
• Additional Pay Tiers for Department Heads: Address Department Head and Pathway Lead stipends for large departments and pathways at comprehensive high schools.
• Clarity on Health Benefit Contributions: Clarifying language regarding cost-sharing for health benefit contributions, ensuring transparency and fairness when the District reaches the District Annual Maximum.
• Safety Conditions of Employments: Clarifying language regarding reports of physical harm, site emergency communications and the role of bargaining unit members during physical student altercations. Teams also reached agreement for a Memorandum of Understanding (MOU)  focused on general safety concerns
• Alignment of Staff Demographics: Adjustments to transfer language to align staff demographics with student demographics at elementary sites. This aims to create a more representative and inclusive educational environment. Teams worked on refining the MOU language in the proposal outlining collaborative processes between TALB and the District to implement language adjustments and address metrics used to identify impacted schools.
• GATE Vacancies: Address transfer language regarding GATE vacancies at elementary sites to create more transparency.
• Full Day Transitional Kindergarten and Full Day Kindergarten MOUs:  Bargaining teams reached agreement on revised MOUs regarding the implementation of Full Day Kindergarten and Full Day Transitional Kindergarten.

Pending Proposals:

1. Compensation: Teams engaged in discussions regarding a total compensation package including the following changes: 
   • Salary Increases: 3.5% on-schedule raise retroactive to July 1, 2023 and a one-time off-schedule 4.5% payment on all compensation earned from July 1, 2023 through June 30, 2024
   • Elementary Replacement Service: Elementary teachers assigned extra students as replacement service for a temporarily absent unit member will be compensated $25 per daily occurrence, after three (3) occurrences
   • Additional Pay Tiers for Pathway Lead Teachers:  Increase to stipends to recognize lead teachers supporting larger pathways.  
     • For pathways with 1-399 students - $5,601
     • For pathways with 400-599 students - $8,824
     • For pathways with 600-699 students - $10,147
     • For pathways with 700-or more  students - $11,670

Examples of how a 3.5% on-schedule raise and an additional one-time 4.5% payment based on earnings from July 1, 2023 to June 30, 2024 would benefit TALB members (based on salary): 

Note: 菠菜网lol正规平台 continues to provide health benefit premiums for full-time employees at no cost to employees. 

The bargaining teams will convene on Monday, Feb. 26 to work towards finalizing agreements on remaining proposals.