New educators are joining SDEA!
Congratulations to the newly hired educators who have joined the union so far this year! Your decision to become a member is a crucial step towards building a strong and impactful union. By joining together with your fellow educators, you are creating a movement that has the power to advocate for the needs of both students and teachers alike.
By coming together, educators have the power to make change in schools and negotiate union contracts with better pay, benefits, and learning conditions. Extra benefits of union membership include legal services for work-related issues, a $1 million liability insurance policy, and access to discounted disability insurance.
When we join together, we can fight and win for students, schools, and our profession!
If you’re not yet a member of SDEA, you can join online now.
Contract Corner - Restorative Discipline Plans Improve Working Conditions for Members
Do you know our union contract requires Site Restorative Discipline Plans? Restorative discipline plans are essential to maintaining positive, safe environments for educators and students. Restorative Discipline Plans (RDPs) are created collaboratively with input from all stakeholders, including Admin, Staff and the Site Governance Team. RDPs created without input from the larger school community devalue the school community. When stakeholders are encouraged to have input, they are working together to find solutions that are meaningful and authentic for all, leading to successful plans. The plan is reviewed annually and must include:
- Expectations, supportive practices and consequences for responses to student behavior
- Responsibility for implementation
- Parental responsibility and support
In the event that routine classroom procedures are followed and a student continues to exhibit behavioral issues that disrupt the learning in a member’s classroom, the member may request a meeting with the admin to discuss supports and next steps.
Once the RDP has been adopted by the SGT, it must be followed with fidelity by staff and administrators. Consistent documentation of interventions and disciplinary actions are required.
Find resources to create or update your site’s Restorative Discipline Plan here.
Letters in Solidarity - Strong SDEA = Strong Schools
We hope that the school year is starting off well for you and your students! We are proud to enter this school year again as SDEA leaders standing alongside over 6,000 fellow union educators in SDUSD. Together, we have the power to enforce our historic new contract.
We learned in our contract campaign last year that when we fight, we win! Through our organizing with massive rallies at the Ed Center and pickets at 140+ schools, we were able to achieve new heights on wages that will help fill vacancies, as well as numerous other improvements to our working conditions that directly affect our students’ learning conditions. Together, we’ve achieved one of the strongest union contracts in our state.
But we aren't done fighting! There are many pressing issues that we still need to take on collectively. Our schools are underfunded and under-resourced. Despite having the most students from low-income families in the US, California has one of the worst ratios in the country between our wealth (GDP) and how much we invest in TK-12 education. The funding situation will only get worse when the hundreds of millions of dollars that our district has received through COVID relief from the federal government expire at the end of this school year. This means that we must continue to advocate alongside community allies, SDUSD families, and our district leadership for ongoing, equitable funding for the highest need student population in San Diego County.
We also need to improve student and educator safety. Last school year, we saw an uptick in challenging student behaviors and growing mental health needs as we continued to transition back from the COVID shutdown. In response, we bargained for additional counselor staffing and new safety language in our contract that requires ongoing training and resources for incorporating restorative practices that provide a proactive, trauma-informed response to student behavior. In order to be committed to implementing this together successfully, educators, families, students, and administrators must be involved in developing Restorative Discipline Plans through Site Governance Teams. A top SDEA priority for this school year is to support schools in expanding shared decision-making that will bring more voices into the conversation and result in better practices in our classrooms.
While we continue to face serious issues that will test our resolve, we know that our union solidarity is the best way to meet these challenges head on. Together, we will enforce our standard-setting contract that we have consistently strengthened with each successive agreement going back to the 1970s, when we had to go on strike to win the right to bargain with the district. We have organized in the past and must continue to stand united in defense of public education funding that will provide the resources that our students deserve. None of us has that ability alone, but together, we have the power to continue to strengthen our schools and the communities we serve.
Know Your Rights! Excessing
September 2023
Excessing = Reduction of Staff
Excessing is a type of bi-annual involuntary transfer process that is done to achieve a reduction of staff due to declining enrollment or loss of funding at the site. On rare occasions, excessing is also used to address credential mismatches. The term in the union contract is “transfer to reduce staff.”
Being excessed IS NOT THE SAME as being laid off
A member who is notified that they’ll be transferred to reduce staff (“excessed”) will still have a job in SDUSD, but the location of the job will change. On the other hand, a layoff notice means that the member might not have a job in SDUSD. Layoffs are governed by state law (Ed Code), and have strict procedures and timelines that the district must adhere to (they typically only happen in the spring, for example).
The window for excessing only opens twice a year
Transfers to reduce staff (“excessing”) can only happen at two times:
- The end of one school year for the next school year, with written notification before the start of the May Post, and
- In the fall until October 31.
Excessing is based on seniority
Instead of allowing the supervisor to play favorites, the union contract establishes rules about who is to be transferred should there be a need to transfer to reduce staff (“excess”). Here are the steps:
- The supervisor determines, based on enrollment, the subject area or program to be reduced. There used to be a restriction at the elementary schools to “levels” (TK-3 or 4-6) from which the administration had to excess from, but that was negotiated out of the contract last school year, and no longer applies. At elementary schools, the elementary UTK - 6th grade “program” is considered as one entity. Involuntary transfers (“excessing”) utilize strict seniority across the entire school site now when there is a reduction in staff needed.
- The supervisor must ask for volunteers to achieve the desired reduction in staff.
- If there is no volunteer, the member with the least seniority in the subject area or in the affected program is to be involuntarily transferred (“excessed”).
Exercising seniority rights to stay
The member to be transferred (“excessed”) may be able to exercise seniority rights to stay at the site. To exercise seniority rights, the member must meet two requirements:
- Recent experience: The member has taught in SDUSD in a different subject program for at least 2 school years in the last 9, or 1 school year in the last 5.
- Seniority: The member must be more senior than another member who works in the subject or program in which they wish to exercise seniority rights.
Only the member who is selected by administration for an involuntary transfer (“ excessing”) can decide if they want to exercise seniority rights (if eligible) to stay. The supervisor can’t exercise seniority rights for them.
How do excessed staff get a new position in the fall?
Human Resources utilizes an electronic process that allows unit members to rank all available positions for which they are qualified and credentialed in order of preference. HR will notify employees of the staffing process and the timeline for staffing on the day prior to the electronic distribution of positions. HR will assign these unit members in seniority order according to preference. Unit members have forty-eight (48) hours to rank the available positions. If a unit member does not submit a preference by the deadline, the unit member will be assigned to a vacancy by HR.
What are the timelines for fall excessing this year?
What should we do if our rights aren’t respected?
Talk with the AR (Association Representative) at your worksite, review this KYR article and read the applicable contract sections. Our union contract has a process for enforcing our rights — the grievance procedure. The next step you and your AR might take is a grievance meeting with the supervisor.
SOURCE: SDEA Contract, Section 12.5.1
10% Retro Checks on Their Way
Welcome Back!
I hope that you had time to rest and recharge this summer! I am proud to be the president of SDEA and stand alongside over 6,000 fellow union educators in SDUSD. Together, we have the power to enforce our historic new contract. This isn't just about us, though. It's about those brains we're shaping every day – our students. The way we work and teach directly affects how they learn, so having solid working conditions means better learning conditions for them. Through our collective efforts, we’re creating a win-win situation for students and educators alike.
YOU are a crucial part of what makes our union strong. You're not just some extra in the background – you ARE SDEA! Our collective power is the sum of the contributions of each and every one of us. Remember that the next time you're in the classroom sharing your skills, knowledge and passion with those young minds. You're an essential part of this incredible union!
So here's to you, to us, and to the momentous achievements that we’re going to accomplish together this school year!
Pay Day: Retroactive Raises Won in our Contract Being Distributed!
Today, the District began distributing retroactive pay for the 10% salary increase from last school year (2022-23). The retro pay will be separate from the regular pay for August.
This increase was achieved through our collective organizing efforts at school sites and within the community. Additionally, SDEA members secured a 5% raise for this current school year, which, when compounded with the 10% raise from last year, totals a 15.5% increase. This new rate came into effect on July 1 and is reflected in the July paychecks for those on 12-pay schedules. For those receiving 10 paychecks annually, the 15.5% increase will be applied starting with August paychecks. These raises not only benefit us, they are also crucial for attracting the best educators to our district.
Please note that union members on a 10-pay schedule will now receive their paychecks from August through May, a change from the previous calendar of September through June. This adjustment was made during last year’s contract negotiations due to the school year's altered start and end dates.
See the SDEA 2022-2025 Contract Summary for more information on wages and numerous other improvements that will be implemented starting this school year including:
- Extending maternity leave to 6 weeks to support our educators during a pivotal time in their lives. This matches the best maternity leave program amongst school districts throughout the county.
- Continued fully paid family healthcare coverage. This also is the highest standard in SD County school districts.
- Increased counselor staffing and the protection of nursing services, enabling us to address the growing mental and physical health needs of our students.
- Expanded elementary enrichment classes which enhance the educational experience for our youngest learners, while also providing additional prep time for our elementary classroom teachers.
- Enshrining 2 teachers in every transitional kindergarten classroom and lowering secondary PE class size, which will allow for more individualized support for students.
- Addressing the workload concerns of special education staff with the alleviation of private school assessments from our plates.
Our new contract and the organizing we did to win it is a testament to the collective power of our union and to our commitment to win the schools and communities our students deserve. Together, we’ve achieved one of the strongest union contracts in our state!
Fund the Fight to Maintain a Pro-Public Education School Board
The SDUSD School Board is a vital partner that made our new contract possible and is committed to expanding the resources available to our schools. Despite well-financed opposition from anti-public education groups, our SDEA-endorsed candidates triumphed in the SDUSD School Board election last year. This success was driven by coordinated SDEA efforts, backed by a robust Political Action Committee (PAC) fund.
Starting with the primaries later this school year, a majority of the school board’s members will be up for re-election. SDEA endorsed school board members – Sabrina Bazzo, Richard Barrera, and Dr. Sharon Whitehurst-Payne – are all seeking re-election. Continued backing from SDEA members is crucial to ensure that our endorsed candidates succeed. If you’re not already a contributor to the PAC fund supporting our pro-union and pro-public education school board, you can sign up here.
TOGETHER WE ARE STRONGER!
Kyle Weinberg, SDEA President
SDEA 2023 Scholarship Recipients
SDEA annually offers scholarships for members and members’ dependents. The Dependent Application is for graduating seniors and current college-enrolled students, who are dependents of a current SDEA member. The Member Application is for current SDEA members who wish to further their education.
Meet this year's scholarship recipients.
If you are interested in an SDEA scholarship in future years, find out more information here on how to apply.
Union Educators Overwhelmingly Approve New SDEA Contract in Historic Vote
Dear Amazing SDEA Union Members,
I hope this email finds you in high spirits and excited about the summer. We have some great news to share with you. SDEA educators have overwhelmingly voted in favor of our historic contract with the SDUSD! This contract and the organizing you did to win it is a testament to the collective power of our union and to our commitment to win the schools and communities our students deserve. Your organizing alongside SDUSD parents and community organizations made this happen! Despite a long process to reach this agreement, the board and superintendent responded to our collective demand for a fair contract and helped bring us to a standard-setting agreement that moves us in the right direction as a district.
Over the past week, 5,405 of our fellow union members took part in the ratification vote, and I am delighted to announce that more than 98% of those who voted said "yes" to approve the new contract. This is possibly the strongest turn out for a ratification of a tentative agreement in the history of our union. Your overwhelming support sends a powerful message to our district and the wider community about our collective commitment to fight and win for our schools and students.
A special thanks to the current and retired SDEA members who undertook the task of counting all of the ballots!
This new contract is a landmark achievement for all of us. After more than a year of intense negotiations and collective actions with our contract campaign, we have secured a comprehensive agreement that addresses crucial issues and fulfills our shared vision to Recover, Rebuild and Rise Together! Here are some of the highlights of the new contract that you just helped ratify:
- A 15% pay increase that recognizes and values the hard work and dedication of our educators.
- Extending maternity leave to 6 weeks to support our educators during a pivotal time in their lives. This matches the best maternity leave program amongst school districts throughout the county.
- Continued fully paid healthcare coverage to ensure the well-being of our members and their families.
- Increased staffing for elementary counselors and the protection of nursing services, enabling us to provide the necessary mental and physical health supports to our students.
- Expanded elementary enrichment classes which enhance the educational experience for our youngest learners, while also providing additional preparation time for our elementary classroom teachers.
- Addressing the workload concerns of special education staff with the alleviation of private school assessments from our plates
By approving this agreement, we have paved the way for attracting and retaining the educators our students need and deserve. Together, we’ve achieved one of the strongest union contracts in our state! If you have friends who are educators or working toward their credential, please tell them to come join us here in San Diego Unified!
This agreement on our new contract now goes to the San Diego Unified School Board for approval and is expected to be ratified at its June 20 meeting.
TOGETHER WE ARE STRONGER!
Kyle Weinberg
SDEA President
2022-2025 Contract Resources
2022-2025 SDEA Collective Bargaining Agreement
This Contract Summary highlights all changes made to our current contract. Check it out here!
This FAQ is a living document where more questions will be added as our members learn more about our contract wins. Check it out here!
Use this calculator to find out what your paycheck will look like with a 15% raise!
In order to use this calculator you’ll need to make a copy for yourself. The link will give you a prompt to make a copy of the Google Sheet so that you can edit with your own salary information.
SDEA Successor Bargaining 2022-2023 Tentative Agreement Summary
This Contract Summary highlights all changes made to our current contract. Check it out here!
SDEA Successor Bargaining 2022-2023 FAQ
This FAQ is a living document where more questions will be added as our members learn more about our contract wins. Check it out here!