Negotiations

VUEA, VESPA, and the District met again on Nov. 29, 2022. VESPA and VUEA countered the District’s offer that was made on Nov. 9, 2022.  That proposal included:

·         Effective July 1, 2022, the District will increase the current 2021-2022 salary schedules for each bargaining unit by 11.5%.

·         The parties agree to change the current Group Purchasing Organization (“GPO”) effective July 1, 2023, until the parties meet and negotiate a future change to the GPO.

·         The parties agree that the Medical Committee of The District, VESPA and VUEA shall meet on a regular basis to assess the new GPO and to educate members about the plan and to discuss ways to educate unit members on choosing possible future cost saving plans offered by the GPO.

·         Medical Cost Trigger. Once the total cost of medical in the new GPO exceeds the current amount of $25,772,544, the parties agree to Meet and Confer in good faith to explore all possible medical plan changes to keep the total cost below $25,772,544. All unit members shall remain fully funded by the VUSD for medical/dental/vision unless and until there is a negotiated change.

·         Retiree Healthcare Benefits. VUSD shall provide healthcare insurance (medical, dental and vision) at the lowest tier through the GPO.

For the full proposal please view the VUEA/VESPA November 29, 2022 counter offer document.

The District is currently reviewing this offer and will present a proposal to VUEA/VESPA on Fri. Dec. 2. The next scheduled negotiations meeting is set for Mon. Dec. 5 at 8 am.

The District, VESPA, and VUEA met again on November 9, 2022, to continue negotiations. While we have not yet reached an agreement, the day was spent in positive and productive discussion. The District remains committed to reaching an agreement with VUEA and VESPA that includes a competitive salary that is fiscally sustainable and allows us to retain and attract qualified and talented personnel. Today, the District offered a 10% on schedule salary increase effective July 1, 2022 as structured below.

1. Effective July 1, 2022, the District will increase the current 2021-2022 salary schedules for each bargaining unit by 6%.

2. The Parties agree to change the current Group Purchasing Organization ("GPO") effective July 1, 2023, to CSEBO until the Parties meet and negotiate a future change to the GPO. The Parties also agree that effective the 2023-2024 school year, the District will pay an employer contribution of $19,600 towards the cost of health and welfare benefits for each full-time unit member. Unit members will be responsible for the cost of any premium costs above the employer contribution, except as provided below. 

a. With these agreed upon changes, the District agrees to increase the salary schedule by an additional 4% of the 2021-2022 salary schedule, effective July 1, 2022. 

b. Further, in the event that unit members who remain in their same or equivalent health benefit plan and are required to pay an employee contribution for the 2023- 2024 year, the District agrees to pay the employee's portion of premium contribution. (Note: If an employee changes from their existing or equivalent plan to an improved plan that exceeds the employer's contribution, the District is not required to pay the employee’s contribution.)

Below are VUSD resources that served as a reference for budget discussions during today’s negotiations.

Budget Presentation- PDF 

Full VUSD to VESPA Written Proposal given on 11/9/22

Full VUSD to VUEA Written Proposal given on 11/9/22

The District, VESPA, and VUEA have agreed to convene a health care benefits subcommittee to continue discussion around CSEBO, a group purchasing organization (GPO). The subcommittee will present the findings to the negotiations teams at the next meeting on November 29, 2022. 

 

The District, VESPA, and VUEA met again on Oct. 13 to continue working towards an agreement in negotiations efforts. While we did not make as much progress as hoped, the District remains committed to reaching an agreement with VUEA and VESPA that is fiscally sustainable and allows us to retain and attract qualified and talented personnel this year and in the future.

VUSD Proposal #1- 10/13/22

The District began negotiations with a counteroffer to VUEA's and VESPA's offers from Sept. 30, 2022. That counter included the following:

1. If both VUEA and VESPA agree to allow the District to change the current Group Purchasing Organization ("GPO") to a GPO of the District's choice, the District will:

a. Beginning with the 2022-2023 school year, pay for the cost of health and welfare benefits for each full-time unit member, up to $19,600.

b. Further, the District will increase compensation on the current 2021-2022 salary schedule by 6%, effective July 1, 2022.

2. Fully fund step and column increases for the 2022-23 school year.

The full proposal can be found here .  

 

VUEA's Counter Proposal- 10/13/22

VUEA then countered, and that included:

1.      On-schedule 11.5% salary increase, retro to 7/1/22.

2.      In addition, the District will continue to fund step and column advancement for the total cost of $611,181 or 1.04%

3.      Effective July 1, 2022, the District's contribution to the cost of employee Health and Welfare benefits for employees who work 80% or more shall be increased by $1,320. The 2022-23 contribution agreement will increase from $18, 228 to $19,548.

4.      Fully funded health and welfare benefits for the 2022-23 school year.

The full proposal can be found here.

 

VESPA's Counter Proposal- 10/13/22

VESPA also countered and that proposal included:

1.      11.5% increase on-schedule, retro to 7/1/22.

2.      The District will continue to fund step (and column) advancement on the salary schedule for the 2022-23 school year which is equal to approximately 1.69 % of total VESPA salary costs; $498,196.

3.      Effective July 1, 2022, the District will continue to fully fund the cost of employee Health and Welfare benefits for full-time employees. District contribution shall be increased by $1,320. The 2022-23 contribution agreement will increase from $18, 228 to $19,548.

4.      Fully funded health and welfare benefits for the 2022-23 school year.

The full proposal can be found here.

 

VUSD Proposal #2- 10/13/22

The District responded to VUEA and VESPA's counter proposal. The adjustment to the language in the second offer was made per the request of VESPA and VUEA. This next proposal included:

1. Effective July 1, 2022, the District will increase the current 2021-2022 salary schedules for each bargaining unit by 3%.

2. The Parties agree to change the current Group Purchasing Organization (“GPO”) effective July 1, 2023, to CSEBO, until the Parties meet and negotiate a future change to the GPO.  The Parties also agree that effective with the 2023-2024 school year, the District will pay an employer contribution of $19,600 towards the cost of health and welfare benefits for each full-time unit member. Unit members will be responsible for the cost of any premium costs above the employer contribution, except as provided below.

a.         With these agreed upon changes, the District agrees to increase the salary schedule by an additional 3% of the 2021-2022 salary schedule, effective July 1, 2022.

b.         Further, in the event that unit members who remain in their same or equivalent health benefit plan and are required to pay an employee contribution for the 2023-2024 year, the District agrees to pay the employee’s portion of premium  contribution. (Note: If an employee changes from their existing or equivalent plan to an improved plan that exceeds the employer’s contribution, the District is not required to pay the employees contribution.)

The full proposal can be found here.

VUEA, VESPA, and the District are scheduled to meet again on Nov. 9.

VUSD is dedicated to working very hard to remain as competitive as possible in compensating our hardworking teachers and staff.

The District last offered a 6% on-schedule raise, with 3% of the 6% contingent upon a switch to a different Group Purchasing Organization (which purchases benefits on behalf of district employees) and includes a plan cost cap effective the 2023-24 school year. The GPO switch would generate cost savings without reducing insurance plan options. In fact, the GPO switch would provide VUSD employees with more insurance options. A presentation was given to VUEA and VESPA explaining this change in GPO and cost cap. 

VUSD is one of only two Ventura County school districts without capped costs. Increasing affordable insurance plan options while controlling costs will enable VUSD to recruit and retain talented and dedicated staff with salary increases consistent with surrounding districts. Declining enrollment is an issue affecting districts statewide; we intend to position ourselves to remain as competitive as possible in compensating our incredible educators. The District continues to work very hard on this matter. Negotiations will continue on October 13, 2022.

 

September 29, 2022 Negotiations Update

On September 29, 2022, the District proposed the following terms related to fringe Benefits and Compensation for VUEA and Total Compensation for VESPA. 

1.     The District has offered VUEA and VESPA members an increase in the current 2021-22 salary schedule by 3%, effective July 1, 2022. 

2. If both VUEA and VESPA agree to allow the District to change the current Group Purchasing Organization (GPO) to a GPO of the District’s choice:

a.     The District agrees to increase the salary schedule by an additional 3% of the 2021-22 salary schedule, effective January 1, 2023.

b.     The District will continue to pay for the cost of health and welfare benefits for each full-time unit member, up to $19,600, effective the new plan year for the 2023-24 school year.

VESPA, VUEA and the District will reconvene negotiations on Friday, September 30, 2022. 

 

An overview of the last round of negotiations that occurred on Aug. 15, 2022, between VUSD and VUEA and VESPA:

• Each year the budget must be positive in order for the Ventura County Office of Education to approve. Ventura Unified School District (VUSD) is required, by the state, to account for the next three years when negotiating. When we negotiate this year, we must do so planning through the 2024-25 year. 
   
• At this early stage of negotiations, VUSD has offered VUEA  and VESPA members a 5% pay increase; 4% of that would be off schedule (one-time payment) to address immediate financial needs of staff and 1% on schedule (ongoing). The total cost increase to salaries for VUEA members collectively is $6,295,204 over the next three years. The total increase for VESPA members collectively is $2,979,016. This brings the total cost to the District over the next three years to $9,274,220. 
   
• VUSD is significantly impacted by several years of declining enrollment. We are funded based on the number of students enrolled and attendance. Based on the decline in enrollment projections, VUSD is projected to lose $7.4 million in funding over the next three years. 
   
• VUSD has offered to fund VESPA step advancement on the salary schedule (as members hit various employment milestones and their salary increases) which is equal to a total VESPA salary increase of $557,441 for the 2022-23 school year.
   
• VUSD has offered to fund VUEA step and column advancement (as members hit various employment milestones and their salary increases),which is equal to a total VUEA salary increase of $745,671 in the 2022-23 school year.
   
• VUSD is one of two districts in Ventura County that does not require employees to contribute to the cost of their own health & welfare benefits. 
   
• Currently, VUSD pays for employee health benefits for VUEA employees who are employed at 80% of full-time or higher and all full-time VESPA employees. 
   
• VUSD has offered to fund this year's increase in employee health benefits. The total increase for VESPA and VUEA would be $5,122,341 for the 2022-23 school year. 
   
• The VUSD bargaining team is on pace with other county districts in the negotiations process. Out of 19 county districts, fewer than five districts have settled, as has the County office.
   
• VUSD along with the VESPA and VUEA teams will reconvene negotiations before the end of September.