Alliance – UTLA Bargaining Update
Subject: Alliance – UTLA Bargaining Update
Sender: Bargaining Updates
To: Represented Staff Only (Separate – one for Gertz-Merkin; One for BT Staff)
Dear Gertz-Merkin/Burton Tech Staff,
Now a little more than a month into the bargaining process, we’re sharing an update on the ongoing conversations between Alliance and UTLA.
As a reminder, as outlined by California law, for staff represented by third-party labor partners like UTLA, we must generally maintain current policies and practices affecting wages, hours of employment, and other terms and conditions of employment until there’s a final agreement. In addition, there are state laws that regulate how an employer can communicate updates to staff. With this in mind, we apologize ahead of time for any part of this update feeling technical or formal. Our goal is to keep you informed.
The summary below provides links to the actual proposals made by both sides. While it provides some highlights on the discussion, it does not identify all points of discussion or proposals not exchanged in writing. Collective bargaining is an active and interconnected process, and proposals will continue to evolve until a final agreement is reached. We encourage you to read the proposals for yourselves and, if you have any questions, please reach out to your representative.
PROPOSALS & COUNTERPROPOSALS:
To UTLA’s certificated unit at Burton Tech
MOST RECENT SESSION: Alliance’s initial and counterproposals on March 6, 2024
“OneAlliance” [link]. The proposal would require Alliance to keep unit members’ base compensation in line with the remaining staff at Alliance. For example, the proposal would require Alliance to increase unit member compensation to align with increased compensation adopted for other staff. As Alliance noted, it continually assesses policies and practices to improve recruitment and retention of staff as a matter of practice – most notably, improvements to compensation and benefits. Alliance made the proposal to maintain Alliance’s flexibility in aligning the unit members’ terms and conditions of employment with the remaining staff at Alliance.
Discipline and Dismissal [link]. Alliance’s counterproposal reflects the policy and practice used at Alliance for several years, which includes transparent and clear progressive discipline inclusive of the use of verbal and written warnings, written reprimands, and suspensions.
Class Size and Caseload [link]. Alliance noted its commitment to smaller class sizes and caseloads. Alliance’s counterproposal would obligate principals to meet with unit members upon request of those unit members to discuss concerns about class sizes or case loads impacting them. In addition, the proposal would require maintenance of certain data points over the year that would educate the school community for future action.
Employment Classification [link]. Alliance’s counterproposal would not provide a path to “permanent” status; however, the proposal did include an offer of severance payment in the event that an employee was terminated “without cause.” Despite Alliance maintaining flexibility on this point to deal with unpredictable circumstances, it maintains that historical data demonstrates termination, with or without cause, happens virtually never. As Alliance acknowledged, staff are essential to our work and prioritizes recruitment and retention at all levels. Nevertheless, to address unit members’ concerns, Alliance made the proposal concerning severance payments.
PREVIOUS MEETINGS: UTLA’s initial proposals on January 30, 2024
Discipline and Dismissal [link]. The proposal would establish a “mandatory” progressive discipline process that would require Alliance to follow lower steps before going to higher steps in response to misconduct. Alliance raised concerns that the proposal did not include flexibility from the progressive discipline process in cases that justified flexibility. For example, the proposal would require a verbal warning even in cases of egregious misconduct like if a staff member intentionally injured a scholar. UTLA indicated it was open to counterproposals.
Employment Classification [link]. The proposal would create a pathway to “permanent” status “with all attendant rights.” While those rights were not fully defined, Alliance noted its understanding about “permanent” status. From its perspective, the status serves two purposes: (1) protecting staff from arbitrary termination by administration and (2) serving as a recruitment tool. Alliance noted that involuntary terminations – for any reason – at the school was approximately 1% average over the last three years. While acknowledging that anxiety may still exist concerning the lack of “permanent” status at the school, Alliance noted that adopting the “permanent” status structure (often seen as a policy that caused systematic issues at traditional districts) would not serve scholars. That being said, Alliance indicated openness to certain financial counterproposals in lieu of permanent status.
Class Size [link]. The proposal would establish different class sizes and caseloads that would require certain remediation.
To UTLA’s certificated unit at Gertz-Merkin
UTLA’s initial proposals on January 30, 2024
Discipline and Dismissal [link]; Employment Classification [link]; Class Size [link]. The discussion and concerns largely reflected those identified above.
Alliance’s initial and counterproposals on March 6, 2024
While UTLA and Alliance had agreed to hold a bargaining session with the certificated unit of Gertz-Merkin on March 6, 2024, bargaining over the proposals offered to the certificated unit at Burton Tech took up the entire scheduled time. Accordingly, Alliance was not able to make any initial or counterproposals.
Alliance remains committed to being a great employer for all its staff. In addition, we are committed to creating a space where updates on the bargaining process are shared openly, transparently, and with all parties. Again, please contact your representative with questions or concerns.
Sincerely,
The Alliance Bargaining Team