Thank you to all of you who have responded to ACT’s survey on negotiable items. I would like to address some of the questions that were raised in the comments section. Because there are so many, I will answer a few each day to keep the e-mails short. Hank will then post them on our website. Also, as soon as I receive information from CTA about the probable effects of the federal stimulus package and the state budget expected to be approved by the CA legislature this morning, I will pass it on to you.

1) The survey only addresses cuts that certificated staff will take. Aren’t any other areas being considered for cuts?
A: ALL areas of the budget are being analyzed for possible cuts. Certificated, classified, administrative and community members are making suggestions on everything imaginable. Nothing is a sacred cow, and all budget categories are being examined. However, these are not negotiable, and the final decision is up to the School Board.

2) What is the usual attrition in certificated staff: It varies. At times, there have been as many as 100 certificated staff leave in a year. The past few years, when we have not been increasing the numbers of certificated positions, there have been 60 to 80 new hires.

3)Is our district “top heavy”? A: According to CTA’s analysis of Chaffey’s budget, our district is among the least top heavy of all CA high school districts of our size. In general, high school districts are less top heavy than elementary or unified districts.

4)Can we charge students for summer school? A: Only for enrichment classes, but our program is only core and remedial.

5) 9% pay cut? A: Absolutely not. That is what would happen if all the cuts were made to salaries only, but many areas besides salary will be cut.

6) Using restricted funds: The state has loosened up requirements for some of the restricted funds, but there are still many funds that cannot be moved to the general fund. Your representatives on the budget committee and on the bargaining team will advocate for use of all funds possible to offset state cuts to the general fund.

7) Why are we paying so much to have a lower caseload second semester? A: The second semester case load IS our caseload. The contract wording always allowed a 6% overage first semester, and no flexibility from the caseload number second semester. A couple of years ago, the percentage was changed to a hard number for both semesters. The payment for the overages second semester were designed to give the district some flexibility, at their request.

Affirmative action plans
Arbitration, binding, of discipline
Arbitration, binding, of grievances
Benefits, including post-employment benefits for current
employees
Bidding procedures for job assignment
Calendar, school
Class size
Classloads
Compensation
Compensation, expanded criteria for
Contracting out bargaining unit work
Disciplinary procedures
Discrimination–sex, race, religion, etc.
Discrimination—union activity
Dues, other payroll deductions
Grievance procedures
Health care plans
Holidays
Hours of work, instructional day
Job or duty assignments
Job reclassification
Layoff effects: Notice, layoff order, reinstatement rights
Negotiations ground rules
Overtime work, assignment of
Personnel files, entries
Personnel files, entries
Placement of former admin. on cert. salary scale
Preparation time
Promotions
Reduction in hours in lieu of layoff
Reduction in hours of vacant unit positions
Released time
Retirement, early
Safety
Seniority
Student grievance policy
Tools and equipment
Training, in-service, if impact on wages, hours
Transfer of bargaining work outside unit
Transfers
Union access to employer facilities
Union
Union right to be present at grievance meetings
Union right to information related to representation