Bargaining Updates 6-26-25

SDOC showed up today with their initial salary and working conditions offers for both ESPs and Instructional staff.

Significantly more proposals were offered for instructional, and it is clear that the board is listening to teachers’ comments and emails.

However, it is clear that ESPs are not getting the same respect.

• 65% of our ESPs already make less than $25,000.

Today, OCEA immediately counter-proposed for ESP salaries. Counter-proposals for ESP working conditions and all Instructional items will be made at the July meeting.

Members, be on the lookout for a feedback survey next week, and keep sending those emails. We are strongest when we’re all together!

Today, SDOC proposed a 2% Cost of Living Adjustment for ESPs. They also added that Paraprofessionals are required to do Toileting/Diapering Duties with provided training.  Also, before unsatisfactory evaluations are given, a Professional Improvement Plan must be completed.

OCEA Counter-Proposed a 2% Cost of Living Adjustment and a $750 Retention Supplement. Also, OCEA proposed making Juneteenth a paid holiday for ESPs. OCEA will respond with a counterproposal at the next meeting.

Today, SDOC proposed a 2% Recurring Retention Supplement for instructional employees. They also proposed the following performance pay schedule: $500 for highly effective ratings, $400 for teachers who were grandfathered, and $350 for effective ratings. SDOC proposed reducing the required PLCs to two Wednesdays per month, and virtual teacher workdays if grades are submitted in advance.  Finally, they offered rosters and data provided in the final student growth evaluation calculation.

The SDOC has not changed its proposed insurance increases for the next year. OCEA counter-proposed that SDOC shall do ONE of the following:

• Delay ALL increases until October 2026, when the East and West side satellite Health Centers are completed

OR

• Implement ONLY premium increases

OR

• Implement ONLY the plan design increases

OR

• Reduce premiums, deductibles, AND out-of-pocket maximums by 50%

These options will alleviate financial burdens and allow employees to remain in the Tier 2 and Tier 3 plans while access to the Health Center is limited.

While the proposal for instructional staff reflects improved working conditions, SDOC has not offered significant improvements for ESPs.

SDOC’s minimum proposed increase in insurance costs is $500 per year. As a result, any ESP earning less than $25,000 annually will experience a net loss in take-home pay, even with the 2% cost-of-living adjustment (COLA).

Currently, it is estimated that 65% of ESPs earn less than $25,000 and will see a decrease in take-home pay if they opt for the Healthy Essentials plan.