WVEA Negotiations Team
Feb 2, 2022 Tentative Agreement Pending Board Approval
Our tentative agreement dated February 2, 2022 has been ratified by our members.
School board’s approval occurred on February 16, 2022.
Jan 20, 2022 Negotiation Update:
Sept 30, 2021 Negotiation Update:
Sept 1, 2021 Negotiation Update:
MOU update 9/1/21
COVID-19 Weekly Testing Related to State Mandate and COVID-19 Stipends
The Walnut Valley Unified School District ("District") and Walnut Valley Educators' Association ("WVEA") enter this Memorandum of Understanding ("MOU") regarding the 2021-2022 school year related to COVID-19 stipends and the state mandate for all school workers to provide evidence of full vaccination related to COVID-19 or submit to weekly testing.
The District and WVEA recognize the importance of maintaining safe learning environments for the benefit of the students, staff and communities served by the District and its certificated staff.
The District and WVEA agree as follows:
REQUIREMENT TO PROVIDE PROOF OF FULL COVID-19 VACCINATION OR SUBMIT TO COVID-19 WEEKLY TESTING
Per state mandate, and as a condition of employment, bargaining unit members will be required to test weekly for COVID-19 except where verification of fully vaccinated status has been provided to the District. A bargaining unit member is considered fully vaccinated two (2) weeks after their second dose in a 2-dose series, such as the Pfizer or Moderna vaccines, or two (2) weeks after a single-dose vaccine, such as Johnson & Johnson's vaccine.
Beginning no later than Friday, September 17, 2021, unvaccinated or partially vaccinated bargaining unit members must submit results of a weekly COVID-19 test to Human Resources every Friday by noon. Failure of a bargaining unit member to provide vaccination status, weekly test results, and/or accurate information will result in unpaid leave. At a minimum, unpaid leave will result in the discontinuance of health and welfare benefits on the first day of the following month and a loss of STRS service credit. Bargaining unit members may submit a PCR or antigen test from any authorized facility, but no COVID-19 self-administered home tests will be accepted. Testing will be provided weekly at a minimum of two locations within the District boundaries. Employees can also utilize Brea Urgent Care, located at 395 W. Central, Brea, 92821 seven days a week, 8am - 8pm, for their COVID-19 testing requirements. No bargaining unit member will be responsible for testing costs if tested through the District's onsite location, any other District-sponsored location, and/or at Brea Urgent Care.
Failure to follow state health orders implemented by the District (e.g. mask mandates, vaccination/testing requirements), employees will be subject to progressive discipline, up to and including termination.
Stipends to Support COVID-19 Health Issues and Wrap Around Services
School Nurse Temporary Stipend
While the assignments under COVID-19 are within the nurses' job description, the volume of work related to COVID-19 has resulted in an extension of the work day.
As it relates to the school nurses' essential functions of Prevention and Control of Communicable Diseases, Emergency Care Responsibility, Health Counseling, Environmental Health and Safety Responsibilities, and Liaison to Community Agencies, the School Nurse has specific duties related to COVID-19 that have resulted in a temporary increase in the volume of work assigned to School Nurses.
School Nurse COVID-19 Responsibilities may include:
In recognition of the COVID-19 responsibilities listed above that extend beyond contract hours, each School Nurse (bargaining unit member) in active status will receive a $500 monthly stipend, commencing September 1, 2021. The continuance of the monthly stipend will be based on the district fully providing in-person instruction. The need for a continued stipend will be re-evaluated monthly with the Association to determine its continuance. Should the District return to Distance Learning as a result of COVID-19, the stipend will be temporarily frozen.
During a prolonged absence of a district nurse where the District is unable to secure a substitute and that results in additional duties being assigned to the other school nurses, the District agrees to provide an additional $200 monthly stipend to each school nurse in active status, subject to be prorated should a substitute become available or the original nurse return from absence during the month.
SSRA STIPEND (Middle School)
As part of the District's 2021-2022 COVID-19 Testing and Wrap Around Services grant, each middle school SSRA will receive a $500 annual stipend to provide the following support to students that are required to be quarantined:
Aug 18, 2021 Negotiation Update:
Insurance rates came in considerably lower for Kaiser. Blue Shield rates have increased. Please take time to review these rate increases for Blue Shield that will go into effect in January. Information on the Health Benefits Fair will be coming out soon.
Please check your pay stubs to be sure they are correct. (Monthly pay, deductions, etc.) The district can go back and deduct overpayment with no restriction on the number of years. Members can only be compensated for inaccuracies up to 2 years. Also, please check that your information is accurate on the Employee Information Report sent to you by Deanna Jordan.
If a student is a close contact and is not vaccinated or has symptoms, he or she must quarantine for up to 10 days. The quarantine period can be reduced to seven (7) days if the student tests negative at Day 6 and shows proof of a negative test. In any instance, the student should not return to school until fever-free for 24 hours.
Student #1 Student #2
The district follows LA County Public Guidelines.
New California Public Health Order
The new health order requires all school employees to be vaccinated (provide proof of vaccination) by Oct. 15 or take weekly COVID tests. Diane Perez, assistant superintendent of human resources has already sent out emails regarding this new order. The reason the district is requiring this to be done before Oct. 15 is that they need to identify those that are not fully vaccinated or unvaccinated to prepare them for weekly testing. It is also a lot of people to process and it takes time to work out the kinks before Oct. 15. In order for the district to be in compliance they need to have everything in place before Oct. 15. Please follow the timelines the district has sent to you.
Fully Vaccinated requirement:
If you have been fully vaccinated please upload your proof of vaccination no later than Friday, September 3, 2021. Check your email dated 8/22/21 for the link Diane Perez provided.
Not Fully Vaccinated requirement:
If you have not been fully vaccinated or are going to take a COVID test every week please click on the link Diane Perez provided on 8/22/19. You will indicate on the form that you are not vaccinated. Human Resources will contact you no later than Friday, September 10, 2021 to notify you of your state requirement to test weekly. Information on how to upload your weekly COVID test will be provided to you.
This is a state mandated requirement. The consequence for not following this mandate is to be placed on UNPAID leave until you meet the requirement by either providing proof of vaccination or your weekly COVID test.
There are two sunshine items that are already on the table:
We can sunshine one more item but it must be contractual. Let your reps know if there is an item that your school may want to sunshine.
Special Education meetings and other parent meetings
IEP meetings and other parent meetings can be held by either zoom, in-person or both, based on teacher comfort level.
Next negotiations meeting will be on Sept. 1st.
May 17, 2021 Negotiation Update:
March 29, 2021 Negotiation Update:
January 25, 2021 Negotiation Update:
January 12, 2021 Negotiation Update:
The negotiations team is meeting with the district on a regular basis to discuss the impact of