News
Update from CTA and NTA on Corona Virus – FAQ
Important update regarding coronavirus (COVID-19) for NTA members
Yesterday, the Elk Grove Unified School District confirmed that one of their families was placed into quarantine for testing positive for COVID-19. As a result, the Elk Grove Unified School District decided to close schools down for the upcoming week (3/7/2020-3/13/2020). In addition, it has been reported that students from two schools in the Sacramento City Unified School District may have been exposed to COVID-19. However, Sacramento City Unified School District has decided to not close any schools.
Currently, there have been no current reports regarding any NUSD students or families being exposed or testing positive for COVID-19. However, we will remain in contact with the District leadership as we collaborate to create an adequate plan and engage in clear communication with all employees.
As of now, NTA has confirmed that District leaders are in close contact with the county regarding any changes and that schools will remain open (no schools will be closed). If anything changes, we will send an update as soon as possible.
Lastly, below are Frequently Asked Questions that were recently published by our California Teachers Association. Please review and let us know if you have any additional questions.
ALERT: Natomas Teachers are currently without a contract!
Natomas Teachers are currently working without a contract. Because of how NUSD treats its teachers and because of the lowest teacher salary in the Sacramento area, we are unable to attract and keep the very best teachers for our students.
NTA Bargaining Update, Aug 12, 2019
NTA Bargaining Update August 12, 2019 (use this link)
12 August 2019:
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Natomas Teachers’ Association Bargaining Update… Keep Quality Teachers in Natomas Campaign Students are the center of everything we do. As NTA members, we are committed to the success and well-being of every student. |
NTA Negotiation Team Please forward feedback to your negotiations team.
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| NTA and the District met for the second day of mediation on Monday August 12. The NTA bargaining team is working diligently toward a mutually agreeable outcome. The lack of movement from the district has been frustrating however, NTA is continuing to work toward a settlement being reached in mediation.
Don’t let the district’s rhetoric about state receivership and bankruptcy fool you. Every other district in our region spends a higher percentage of their funds on teachers and yet none are facing insolvency. This conversation is about priorities. Our goal is to attract and retain teachers in NUSD. The district employs four attorneys and just the cost of one of those could translate to about a 2% salary increase for all members! According to the district salary data, in the last year the Superintendent – who is already paid more per student than any other Superintendent in the region – received a 6.1% salary increase for 27 less days of work per year. Remember – this district has choices in how they spend their money. Sadly, teachers are not their current priority. If an agreement is not reached in mediation the parties will move to fact finding which is the final step before the imposition of a contract or moving toward a strike. Meetings led by organizing team members will be held at your site in the within the next two weeks. Please watch for upcoming meeting dates and make sure you attend. NTA represents 630 professional educators who deserve a competitive wage. The district is proposing pay increases which are distributed unevenly among the staff. AS WE MOVE FORWARD – STAY ENGAGED – STAY INFORMED – STAY CONNECTED! YOUR ACTIVE SUPPORT AND YOUR SOLIDARITY ARE NEEDED |
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Who is Left Out? – What they won’t tell you…
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| It’s NOT just the money – There are many other proposals below that NTA members have asked for and the bargaining team will continue to fight for these priorities. | |
| Article: | Priority Proposals and Updates: |
| Article IV- Salary | Proposal: A 5.18% raise on all current salary schedules, along with a compression (longevity boosts are sooner) that will impact all schedules at a cost of 1.42%. This would increase career earnings and help to keep quality teachers in Natomas. See proposed language and example certificated salary schedule below. Unlimited in-district units applied to the salary schedule: moving more than one column per year: compensation for sub coverage when classes are split among teachers for ½ and full day; recognition of CTE experience. Rationale: Move Natomas out of the bottom of the pack compared to other districts. Keep teachers from leaving our district. A budget is a statement of values. The district is not choosing to value teachers. Teachers should not be the last line item. |
| Article VI- Health and Benefits | Proposal: Increased monthly district contributions $25/single; $50/emp + 1; and $75/family Rationale: Provide relief to healthcare premium costs (ongoing 0.40% increase) |
| Article IX- Evaluation Procedures | Proposal: Nurse and Speech Language Hearing Specialist evaluation forms. Ability to attach response to summative evals Rationale: With the support of specialists created relevant evaluation forms for both |
| Article V- Hours | Proposal: Collaboration agendas are created by teachers, departments or grade level teams. Elementary teachers are compensated for split classrooms when a substitute is not secured. Equitable duty schedules Rationale: Teachers have the ability to determine where they want to focus collaborative meeting time We Reiterate: Teachers continually express the need for quality, self-directed, collaboration time not necessarily more time. |
| Article XVII- Assoc. Rights | Proposal: Clarifying language for membership dues, release time, new employee orientation, employee privacy, academic freedom, and vendor restrictions Rationale: Natomas teachers are treated as professionals and have voice and control over curriculum use. |
| Article I- Agreement | Proposal: One year agreement; Attaching agreed upon Memorandum of Understanding (MOUs) to appendices Rationale: Continue to have the opportunity to work toward our goals and keep all current agreements |
Bargaining Update – May 16, 2019
May 16, 2019:
| Natomas Teachers’ Association Bargaining Update… Keep Quality Teachers in Natomas Campaign Students are the center of everything we do. As NTA members, we are committed to the success and well-being of every student. |
NTA Negotiation Team
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| KEEP QUALITY TEACHERS IN NATOMAS
Natomas Teachers’ Association has put forth all of our initial proposal for our articles. NUSD has put forth all of their proposals. Both sides are currently writing counter proposals. Invest in Collaboration, Compensation and Curriculum HOW MUCH LESS IN NATOMAS? |
| Article: | NTA Priority Proposals and Updates : | District Proposal: |
| Article IV- Salary |
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Speech, Psychologist, Counselor and Nurse salary schedules
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| Article VI- Health and Benefits |
$25/single; $50/emp + 1 $75/family (.42%)
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| Article IX- Evaluation Procedures |
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| Article V- Hours |
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| Article XVII- Assoc. Rights |
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| Article I- Agreement |
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Topics of discussion:
- Review the Governor May revise of Projected COLA (COST of Living Adjustment) projected at State Budget adoption to 3.46% is projected in May revise to become 3.26%. It will be revised or finalized June 30th.
- Continue discussion on district choices and priorities for NUSD budget. District has a 13% RESERVE! Remove excessive administrative, attorney, and consultant fees. Step Natomas up from the bottom.
- Governor’s Budget for STRS proposes funds to reduce STRS contribution by the District, which means more money back in the district budget.
