Negotiations

Two Sunshine proposals were presented to the Board of Education on Sept. 12. 

• "Sunshine" of Initial Contract Proposals from Ventura Unified Education Association (VUEA) to Ventura Unified School District (VUSD) and Ventura Unified School District (VUSD) to Ventura Unified Education Association (VUEA) for Collective Bargaining
• "Sunshine" of Initial Contract Proposals from Ventura Education Support Professionals Association (VESPA) to Ventura Unified School District (VUSD) and from Ventura Unified School District (VUSD) to Ventura Education Support Professionals Association (VESPA) for Collective Bargaining

 

 

 

The District, VESPA, and VUEA recently met over several negotiation sessions to discuss Health and Welfare Benefit Plans, including Health Savings Accounts (HSAs) and a District contribution for 2024.  

The parties have agreed to, and the Board of Education has approved the following:

1. Four health plans, our two current plans (HMO & PPO), and two new additional plans (HMO & PPO)* that also offer HSAs.
2. The District will contribute the following to plans or HSAs as follows:

        VUEA:   

       a. $3,320 – to employees who work 80% or greater
       b. $2,490 – to employees who work 75% to 79%
       c. $1,660 – to employees who work 50% to 74%

       VESPA:  

       a. $3320 for employees who work 28-40 hours per week
       b. $ 2490 For employees who work 20-27.99 hours per week

3. The HSA belongs to the employee. Employees who leave the District and/or retire would keep the money in their HSA.
4. The Memorandum of Understanding (MOU) is in place effective January 1, 2024, through December 31, 2024, and shall sunset on December 31, 2024, at the end of the Health and Welfare benefit plan year. This MOU may be modified or extended by the mutual consent of VESPA, VUEA, and the District no later than 30 days before open enrollment for the Health and Welfare benefit plan year.

Ventura Unified School District employees will be able to participate in the Health and Welfare Benefits Open Enrollment from October 1, 2023, through November 10, 2023. All changes made during Open Enrollment will go into effect on January 1, 2024.

*Ventura Unified School District will be offering two new Consumer Directed Health Plans (CDHP), Anthem CDHP PPO 90 and Kaiser Permanente CDHP DHMO $1,600, which will allow participants in these plans to establish and contribute to a Health Savings Account (HSA). Ventura Unified will also continue to offer the current Anthem Blue Cross PPO plan and Kaiser Permanente HMO plans.

To help employees explore their health and welfare benefit options, VUSD’s Risk Management/Insurance Department will host Open Enrollment Benefits Fairs. Information on the Benefit Plans and these Fairs has been sent to employees.

We will continue to keep you updated on developments as our negotiations continue. The District, VUEA, and VESPA are all vested in maintaining a dedicated and talented workforce of educators and support professionals to ensure the success of our students.  

 

 

The District, Ventura Education Support Professional Association (VESPA), and Ventura Unified Education Association (VUEA) met today, Thursday, Dec. 14, 2023, for negotiations. It was a productive meeting, and we are extremely grateful for the team members representing the District, VESPA, and VUEA and for the continued collaboration.

The District proposed the following terms related to Total Compensation for VESPA.

1.            Effective July 1, 2023, the District will increase the current 2022-2023 salary schedules for each bargaining unit by 4% for active employees as of the date of Board ratification.

2.            The Parties agree that effective July 1, 2023, the District will pay an employer contribution of $19,600 towards the cost of health and welfare benefits premiums for each eligible, full time (40 hours per week) unit member.  This employer contribution will be prorated as outlined in Article 20, section 20.2.1 for unit members who work less than full time.  Unit members will be responsible for the cost of any premium amounts above the employer contribution of $19,600.

a.            For the 2023-2024 school year, with these agreed upon changes in 2 above, the District agrees to increase the salary schedule by an additional 2% of the 2023-2024 salary schedule, effective January 1, 2024.

b.           For the 2024-2025 school year, with these agreed upon changes in 2 above, the District agrees to increase the 2023-2024 salary schedule by an additional 2%, effective July 1, 2024. If the COLA for the 2024-2025 school year exceeds 3.94% the district agrees to reopen negotiations for total compensation. At first interim in December 2023, the multi-year budget projection (MYP) is based on the COLA projection of 3.94% for the 2024-2025 school year.

The District proposed the following terms related to Fringe Benefits and Compensation for VUEA.

1.           Effective July 1, 2023, the District will increase the current 2022-2023 salary schedules for each bargaining unit by 4% for active employees as of the date of Board ratification.

2.            The Parties agree that effective July 1, 2023, the District will pay an employer contribution of $19,600 towards the cost of health and welfare benefits premiums for each eligible unit member 80% or greater (as defined in Article 18). This employer contribution will be prorated as outlined in Article 18 for unit members who work less than 80% of full time. Unit members will be responsible for the cost of any premium amounts above the employer contribution of $19,600.

a.            For the 2023-2024 school year, with these agreed upon changes in 2 above, the District agrees to increase the salary schedule by an additional 2% of the 2023-2024 salary schedule, effective January 1, 2024.

b.           For the 2024-2025 school year, with these agreed upon changes in 2 above, the District agrees to increase the 2023-2024 salary schedule by an additional 2%, effective July 1, 2024. If the COLA for the 2024-2025 school year exceeds 3.94% the district agrees to reopen negotiations for total compensation. At first interim in December 2023, the multi-year budget projection (MYP) is based on the COLA projection of 3.94% for the 2024-2025 school year.

VESPA then countered with the following proposal related to Total Compensation

1.         Effective July 1, 2023, the District will increase the current 2022-2023 salary schedules for each bargaining unit by $4 per hour for active employees as of the date of Board ratification.

2.         The Parties agree that effective January 1, 2024, the District will fully fund the cost of health and welfare benefits premiums for each eligible, full time (35 hours per week) unit member.  This employer contribution will be prorated as outlined in Article 20, section 20.2.1 for unit members who work less than full time. Employer contributions shall be prorated for unit members working 20-35 hours per week. Unit members working less than the full-time equivalent for benefits (35 hours per week) will be responsible for the cost of any premium amounts above the employer contribution. Unit members working less than 20 hours per week shall not receive an employer contribution to benefits.

VUEA countered with the following proposal related to Fringe Benefits and Compensation

1.            Effective July 1, 2023, the District will increase the current 2022-2023 salary schedules for each bargaining unit by 6% for active employees as of the date of Board ratification.

2.            The Parties agree that effective July 1, 2023, the District will fund the full premium cost of health and welfare benefits for each eligible unit member 80% or greater (as defined in Article 18). This employer contribution will be prorated as outlined in Article 18 for unit members who work less than 80% of full time.

Full contract language proposals:

• 12.14.23 VUSD to VESPA Article 20 Total Compensation
• 12.14.23 VUSD to VUEA Articles 18 and 19 fringe benefits and compensation
• 12.14.23 VESPA to VUSD Article 20 Total Compensation - Counter offer #1
• 12.14.23 VUEA to VUSD counter #1 Articles 18 and 19 fringe benefits and compensation

*12-20-23 UPDATE: The 12/21/23 negotiations meeting has been moved to 1/11/24. Thank you. 

Ventura Unified Education Association (VUEA), Ventura Education Support Professionals Association (VESPA), and the District negotiations teams met again today, Dec. 19. Below you will find the most recent updates related to those negotiations. To see previous updates and to view full language of the counter offers please visit our Negotiations webpage. Our next meeting is scheduled for Thursday, Dec. 21, 2023,* and we will provide you with any updates. 
 

VUSD to VUEA Counter #2 The District proposes the following terms related to Fringe Benefits and Compensation for VUEA. For the 2023-2024 school year, the District will continue to pay a total employer contribution cost of up to $25,772,544 towards the cost of health and welfare benefits premiums. a. The district will fund the full premium cost of health and welfare benefits for each eligible unit member 80% or greater, employed on or before the date of Board ratification. This employer contribution will be prorated as outlined in Article 18 for unit members who work less than 80% of full time. b. New employees hired after the date of Board ratification: The district will pay an employer contribution of $16,500 towards the cost of health and welfare benefits premiums for each eligible unit member 80% or greater. This employer contribution will be prorated as outlined in Article 18 for unit members who work less than 80% of full time. c. For the 2023-2024 school year, contingent upon the agreed upon changes in 1. a. and b. above, retroactive to July 1, 2023, the District agrees to increase the current 2022-23 salary schedule for each bargaining unit by 4% for active employees as of the date of Board ratification. d. For the 2023-2024 school year, with the agreed upon changes in 1. a. and b. above, the District agrees to increase the salary schedule by an additional 2% of the 2023-2024 salary schedule, effective January 1, 2024. e.For the 2024-2025 school year, contingent upon the agreed upon changes in 1. a. and b. above, the District agrees to increase the 2023-2024 salary schedule by an additional 2%, effective July 1, 2024. If the COLA for the 2024-2025 school year exceeds 3.94% the district agrees to reopen negotiations for total compensation. At first interim in December 2023, the multi-year budget projection (MYP) is based on the COLA projection of 3.94% for the 2024-2025 school year.   VUEA to VUSD Counter #3 VUEA proposes the following terms related to Fringe Benefits and Compensation for VUEA. For the 2023-2024 school year, the District will continue to pay a total employer contribution cost of up to $25,772,544 towards the cost of health and welfare benefits premiums. a. The district will fund the full premium cost of health and welfare benefits for each eligible unit member 80% or greater. This employer contribution will be prorated as outlined in Article 18 for unit members who work less than 80% of full time. b. For the 2023-2024 school year retroactive to July 1, 2023, the District agrees to increase the current 2022-23 salary schedule for each bargaining unit by 6% for active employees as of the date of Board ratification . VUSD to VESPA Counter #2 – 12.19.23 The District proposes the following terms related to Total Compensation for VESPA. For the 2023-2024 school year, the District will continue to pay a total employer contribution cost of up to $25,772,544 towards the cost of health and welfare benefits premiums.  a.The district will fund the full premium cost of health and welfare benefits for each eligible, full time (40 hours per week) unit member, employed on or before the date of Board ratification. This employer contribution will be prorated as outlined in Article 20, section 20.2.1 for unit members who work less than full time. b. New employees hired after the date of Board ratification: The district will pay an employer contribution of $16,500 towards the cost of health and welfare benefits premiums for each eligible, full time (40 hours per week) unit member. This employer contribution will be prorated as outlined in Article 20, section 20.2.1 for unit members who work less than full time. c.For the 2023-2024 school year, contingent upon the agreed upon changes in 1. a. and b. above, effective January 1, 2024, the District agrees to increase the current 2022-23 Classified Represented Salary Schedule by $4 per hour for active employees as of the date of Board ratification. d. For the 2024-2025 school year, contingent upon the agreed upon changes in 1. a. and b. above, the District agrees to increase the 2023-2024 Classified Represented Salary Schedule by an additional 2%, effective July 1, 2024. If the COLA for the 2024-2025 school year exceeds 3.94% the district agrees to reopen negotiations for total compensation. At first interim in December 2023, the multi-year budget projection (MYP) is based on the COLA projection of 3.94% for the 2024-2025 school year.   VESPA to VUSD Counter #3 – 12.19.23 1.         Effective July 1, 2023, the District will increase the current 2022-2023 salary schedules for each bargaining unit by 4% $4 per hour for active employees as of the date of Board ratification.  2.         For the 2023-2024 school year, the District will continue to pay a total employer contribution cost of up to $25,772,544 towards the cost of health and welfare benefits premiums. The Parties agree that effective July 1, 2023, the District will fully fund  pay an employer contribution of $19,600 towards the cost of health and welfare benefits premiums for each eligible, full time (40 35 hours per week) unit member.  This employer contribution will be prorated as outlined in Article 20, section 20.2.1 for unit members who work less than full time. Employer contributions shall be prorated for unit members working 20-34.99 hours per week. Unit members working less than the full-time equivalent for benefits (35 hours per week) will be responsible for the cost of any premium amounts above the employer contribution of $19,600. Unit members working less than 20 hours per week shall not receive an employer contribution to benefits.

 

Full contract language proposals:

12.19.23 VUSD to VUEA Articles 18 & 19 Counter #2

12.19.23 VUEA to VUSD Articles 18 & 19 Counter #3

12.19.23 VUSD to VESPA Counter #2- Article 20 contract language

12.19.23 VESPA to VUSD Article 20 Contract Total Compensation Counter #3

• VESPA - Tentative Agreement
• VUEA - Tentative Agreement

The District and VUEA teams met in negotiations on Jan. 17 and Jan. 22, 2024.  Here is a brief summary of what was discussed. The District and VUEA  continued negotiating the remaining articles including duties, conditions and Special Education educators. Linked below are the proposals that were presented. The teams agreed to keep current contract language in place for duties and conditions. The teams will meet again to continue to discuss Special Education educators and other items on January 30, 2024. 
 
Article 8
VUEA Initial Proposal to VUSD 01.11.24
VUSD to VUEA Counter #1 1.17.24
VUEA to VUSD Counter #1  01.17.24
VUSD to VUEA Counter #2 1.17.24
VUEA to VUSD Counter #2  01.122.24
VUSD to VUEA Counter #3 1.22.24

Article 31
VUEA Initial Proposal to VUSD 1.22.24
 

The District and VESPA negotiations teams met on Jan. 25 and the following proposals were exchanged between VESPA and the District, as well as the Tentative Agreements (TA) as listed below. They covered the topics of total compensation, vacation, and Summer School 2024.  

• Article 20 – Total Compensation – TA agreed upon
• Article 23 – Vacation
  1. VESPA Initial Proposal
  2. VUSD counter
  3. TA agreed upon
• Summer School 2024 – MOU agreed upon

The District and VUEA negotiations teams met on Jan. 30 and the following proposals were exchanged between VUEA and the District, as well as the Tentative Agreements (TA) as listed below. They covered the topics of Special Education educators and Summer School 2024.  

• Total Compensation
  1. Article 19 Compensation – TA agreed upon
     • Article 18 Fringe Benefits (as part of Total Compensation) – TA agreed upon
• Article 31 – Special Education Educators
  1. Article 31 VUSD to VUEA Counter #1
  2. Article 31 VUEA to VUSD Counter #1
  3. Article 31 VUSD to VUEA Counter #2
  4. Article 31 TA agreed upon
• Summer School 2024 – MOU agreed upon