A furlough day is a required unpaid day off. You don’t report to work and you’re not paid for the day, but you are not laid off and you keep your job and benefits. These are temporary days off and will return to your normal work calendar. This academic year (2025-26), we ratified an agreement regarding furlough days. This was to minimize the amount of reductions as a result of a massive budget shortfall.

The total cost of furlough days will be distributed evenly among your checks this fiscal year. 

Layoffs are done by classification, not across all employees at once. This means the District reduces positions within a specific job classification, rather than laying off people across the board. Ultimately, the decision on which classifications to layoff is determined by the District and can be based on need, student enrollment, etc..

Layoffs by classification can be confusing. For example, there are multiple educational assistant classifications. A layoff in one EA classification does not automatically apply to other EA classifications, even if the job titles sound similar. Seniority is applied within the affected classification, not across all EA roles. If your classification is impacted, the contract outlines notice, layoff order, and recall rights. If you have questions about your classification or seniority, contact us for help understanding how the process applies to you.

Bumping means senior employees have the right to stay employed by moving into another position in their classification group. If bumping occurs, it affects the least senior employee in that group. For more information on the process, see Article 14.

The District must provide a safe working environment. Article 26 outlines a great deal of mechanisms regarding work safety. Ultimately, it starts with reporting the safety concern to your supervisor and completing an incident report form.

In the event you are injured, or threatened, in the workplace, notify our supervisor immediately in writing and include a union rep. Injuries are any work-related physical or mental harm, even if it seems minor at first. This includes things like strains from lifting, slips or falls, bites or hits, and stress from difficult situations with students. The District is required to separate you from the individual which caused the injury/threat until you've met with your supervisor. Within twenty four hours, your supervisor should notify you in writing of actions taken for next steps.

For building level safety issues, like a leaking ceiling, report it in writing to your supervisor with a union rep included. Your concern must be reviewed by your worksite's safety committee.

Is the above not happening? We want to hear about it! Please contact the board if you are subjected to repeated injury/assault/treat, or if your written notifications go nowhere.

If you are a non-essential employee, you will receive one paid day of leave each applicable year. If the closure exceeds one day, up to three additional days may be approved by the superintendent.

Essential employees should be notified by October 1 of each year. Essential employees are required to report to work but will receive an additional $10 per hours worked.

See Article 7 for more information.

Employees who believe the duties they are performing have changed significantly and on a consistent basis from the current job description may make a request for job reclassification. An administrator/supervisor may also submit a request for reclassification on behalf of an employee. These requests go to the Reclassification Committee.

See Article 8.U for the process of how to apply for reclassification and more information on timelines. The executive board would be happy to speak more about this with you, so please feel free to reach out. 

Each year, the position review committee meets and reviews job descriptions. This committee is composed of administrators and union members. Job descriptions may be updated and, depending on the duties, may see an increase in pay. See Article 8.V for more information. If your job classification is not listed and is in need of a review, please let the board know.

Yes, all rest and meal periods must be assigned by your supervisor. If you aren't getting them, we want to know! Please contact the executive board.