AMU & Green Dot Public Schools Negotiations Update

Dotters,

Green Dot Public Schools and Asociación De Maestros Unidos/CTA/NEA (AMU) met on Wednesday, January 29th for the first time as part of negotiations for the 2025-2026 Collective Bargaining Agreement (CBA).

Wednesday’s bargaining session began with the parties agreeing on norms for this year’s negotiations. 

AMU presented first, bringing a proposal for amending language within Article 15, class size, proposing language that reduces current thresholds for amelioratory measures in certain classes.

Green Dot followed AMU’s presentation by providing two proposals amending language in Article 26, Compensation. 

In the first, Green Dot proposed language providing a bilingual pay differential. 

The second proposal clarifies language detailing step-and-column credits and provides salary placement credit for previous non-teaching experience for positions within Green Dot that require a credential.

The parties finished the day by agreeing to future bargaining dates.

We look forward to continued collaboration and significant progress towards our shared interests in future meetings. The parties will meet again on February 24th.

AMU/GDPS Negotiations Update #2 – Feb 24, 2025

Dotters,

On Monday, February 24, 2025, Green Dot Public Schools and Asociación De Maestros Unidos/CTA/NEA (AMU) met for the second bargaining session as part of negotiations for the 2025-2026 Collective Bargaining Agreement (CBA). The session focused on key proposals and responses from both parties.

Compensation (Article 26):

AMU responded to Green Dot’s January 29 proposal on compensation. While AMU did not introduce new language, they posed clarifying questions, asking Green Dot to provide additional explanations.

Evaluation (Article 21):

AMU presented its initial proposal on this topic, recommending that the existing language in Article 21 be replaced with the language from the current Evaluation Memorandum of Understanding (MOU) between the parties.

Leave Provisions (Article 25):

Green Dot made an initial proposal to amend Article 25, “Leaves of Absences,” by reorganizing the structure of the Article. The proposed changes aim to provide clearer definitions of the different types of leave available to AMU members, along with a detailed explanation of the rights associated with each leave type.

Class Size (Article 15):

Green Dot also presented a counterproposal in response to AMU’s January 29 proposal on class size. Green Dot did not accept AMU’s proposed lower threshold for triggering amelioratory measures discussions but did agree to new language that expands the examples of options available to discuss as amelioratory measures during such conversations.

Special Education Working Conditions (Article 22):

AMU presented a proposal seeking modifications to Article 22, specifically regarding special education teachers’ caseloads. Their proposal included adjustments to special education teacher caseload limits and pay for time spent on IEP preparation during the summer.

The session concluded with both parties reviewing upcoming meeting dates and locations. We appreciate the collaboration and engagement in these discussions and look forward to making meaningful progress toward a fair and effective agreement.

The next bargaining session is scheduled for March 25, 2025.

AMU/GDPS Negotiations Update #3 – March 25, 2025

AMU/GDPS Negotiations Update #3

Dotters,

On Tuesday, March 25, 2025, Green Dot Public Schools and Asociación De Maestros Unidos/CTA/NEA (AMU) met for the third bargaining session as part of negotiations for the 2025-2026 Collective Bargaining Agreement (CBA). The session focused on counter proposals from both sides and presentations from Green Dot.

Special Education Working Conditions (Article 22):
Green Dot presented a counter proposal to AMU’s February 24th proposal for Special Education Working Conditions. Green Dot proposed paying special education teachers who are required to work during summer break their hourly rate, rather than their prorated annual salary. Green Dot declined to accept language proposed by AMU that re-stated a special education class size limit already established by law.

Presentation from Joint AMU/GDPS Evaluation Committee
Representatives from the Joint AMU/GDPS Evaluation Committee, Tiana Diggs, Principal at Ánimo James B. Taylor, and Samantha Matamoros, Chief People Officer, presented the recommendations of the Evaluation Committee. The committee has met for the past 2.5 years to revise the evaluation system for teachers. 

The proposal from the committee included proposing the following changes through a revised Evaluation and Coaching MOU for Teachers to be enacted next school year: 

1) a revised compliance review which includes a new Inclusion Framework, 

2) revised Improvement plan language and, 

3) a new Teacher Evaluation Framework which will be piloted at two schools, one middle and one high school. 

The work of the Committee was guided by the design principles of Student Centeredness, Coherence/Alignment, Simplicity/Ease of Use, and Differentiation. The Committee was made up of both AMU and non-AMU management. The recommendation brought to the Bargaining Table was supported by all Committee members and no members of the Committee stated they would not recommend the proposal.

MOU on Teacher Evaluation:

Green Dot presented an updated MOU on Teacher Evaluation consistent with the recommendations of the Evaluation Committee. As part of an initial discussion between the parties, Green Dot responded verbally today that it does not agree with replacing Article 21 with the MOU entirely as proposed by AMU on February 24th. While some of the sections of this Article need to be revised, the Article represents years of collaborative and worthwhile work between the parties.

Class Size (Article 15):
AMU presented a counter proposal to Green Dot’s February 24th counter proposal. AMU’s proposal includes class size limits for ELA, Reading, Math, Science, History, and Social Science Classes at 29, and intervention class limits of 20. For Special Education classes, AMU proposed a class size no larger than 12. AMU recommended a caseload limit for all counselors of 315 students per counselor. AMU also presented language outlining planning days with reasonable accommodation for uninterrupted planning time as an added example of an amelioratory measure.  Green Dot is expected to respond to this presentation at a future negotiation session. 

Financial Presentation from Michael Lopez, Chief Finance Officer
Green Dot Public Schools is facing financial constraints in the years ahead as a result of: (1) the loss of Covid related grant funding; 

(2) Declining enrollment; 

(3) ADA remaining below pre-pandemic levels; and 

(4) State increases to LCFF revenue are lagging behind expense increases.  

Schools and the Home Office are navigating budget cuts to mitigate these losses. Given the magnitude of these financial constraints, current budget cuts include a reduction in operating expenses and reductions in workforce across the organization.  

The session concluded with both parties reviewing upcoming meeting dates and locations. The next bargaining session is scheduled for April 28, 2025.We look forward to making meaningful progress toward a fair and effective agreement.

Follow our updates and review past updates here: https://greendot.org/amu-negotiations/

April 28, 2025

AMU/GDPS Negotiations Update #4

Dotters,

On Monday April 28, 2025, Green Dot Public Schools and Asociación De Maestros Unidos/CTA/NEA (AMU) met for the fourth bargaining session as part of negotiations for the 2025-2026 Collective Bargaining Agreement (CBA). The session focused on counter proposals from AMU and a health benefits renewal presentation from the Health Benefits Committee, which is composed of stakeholders from AMU, ACEA and the Green Dot’s Administration.

Article 25: Leave Provisions

AMU Presented its response to Green Dot’s proposed revisions to Article 25: “Leave Provisions.” AMU and Green Dot will continue to discuss Article 25.

Article 27: Health Benefits

Chief People Officer Samantha Matamoros and representatives from our benefits broker IMA presented a summary of the findings of the Green Dot Health Benefits Committee and details on  comprehensive benefits renewal option (health, dental, vision) for 2025-26. The parties agreed to move forward with the renewal offer. The new 2025-2026 health benefits plan maintains current benefits but also includes  material improvements, Human Resources will communicate the details to all employees in the near future.  

Article 6: Work Year and Hours of Employment.

AMU proposed new language in Article 6 covering several topics.

• A reduction of professional development days from 10 to 5 in each school year, reducing teacher work days from 193 to 188
• Changing school bell schedules to include one rather than two shortened days per week for the purpose of collaboration and professional development
• A daily prep period for teachers on an 8 period block schedule The addition of language for members on special assignment
• The addition of language around Community Schools 

Articles 21 and 15: Multiple Measures of Effectiveness and Class Size

The parties tabled discussion on these Articles until an upcoming negotiations session.

The parties are scheduled to meet again on May 14, 2025.

May 14, 2025

AMU/GDPS Negotiations Update #5

Dotters,

On Wednesday May 14, 2025, Green Dot Public Schools and Asociación De Maestros Unidos/CTA/NEA (AMU) met for the fifth bargaining session as part of negotiations for the 2025-2026 Collective Bargaining Agreement (CBA). The parties spent significant time on Compensation and Teacher Evaluation.

In the previous session, GDPS presented a financial update explaining the organization’s effort to manage rapidly increasing expenses that outpace increases in state funding (2.3% increase to LCFF in 2025-26) as numerous federal grants expire. In this session, AMU presented a compensation proposal of an 8% increase in salaries. AMU currently has multiple proposals with associated cost on the table, including salary increases, class size reductions, increases to stipends, and increases to the teacher hourly rate. GDPS and AMU have already agreed to protect current levels of health benefits.

The session included substantive discussion from both parties on the future of teacher evaluation. GDPS believes that the three (3) years of work and recommendations of the Evaluation Committee (composed of AMU and GDPS representatives) provides the best way to ensure quality instruction. In the absence of an agreement, the evaluation system will revert back to the system outlined in Article 21: Multiple Measures of Effectiveness, as the current evaluation MOU expires at the end of this school year..

You’ll find detailed information on all discussions and proposals below.

_________________________________________________________________________

Article 21, Teacher Evaluation

The parties discussed how best to move forward on Teacher Evaluation but made no new proposals.  As the current MOU for Evaluation will sunset on June 30, 2025, if the parties cannot come to an agreement on an evaluation system for 2025-26, the system defined in  Article 21.1 Teacher Evaluation current collective bargaining agreement will be utilized.  

GDPS reviewed key elements from the proposal made on March 25th for an evaluation process based upon three (3) years of work and recommendations of the Evaluation Committee (composed of AMU and GDPS representatives).  GDPS explained this recommended system would include the following:

Year 1 (2025-2026)

• Pilot new rubric and evaluation at one middle and one high school. Ratings will be provided for feedback only and do not count toward a final designation.
• All other schools use CRTF and the current evaluation process.
• Development Plan/Improvement Plan language applies to all AMU members (not just those in years 1 and 2).

Year 2 (2026-2027)

• Pilot new rubric and evaluation at all schools. Ratings will be provided for feedback only and do not count toward a final designation.

• Development Plan/Improvement Plan language applies to all AMU members (not just those in years 1 and 2).

Years 3 and beyond (2027-2028 and beyond)

• Implement new rubric and evaluation at all schools.
• Ratings active for all members
• Development Plan/Improvement Plan language applies to all AMU members (not just those in years 1 and 2).

AMU shared concerns about any evaluation system which includes a rating system. AMU also expressed concern with any evaluation system which included improvement plan language that would apply to any unit member who may be failing but has worked over two years with Green Dot.

GDPS responded by highlighting key interests/priorities related to the evaluation system  with the stated goal of advancement of the Green Dot mission:

• Ratings are a standard element of evaluation systems at GDPS and are a best practice.

   

• A rubric-based rating system offers clear performance benchmarks, supports consistent evaluations, and anchors meaningful feedback.

   

• An effective evaluation system must also include structures for both support and accountability to ensure high-quality instruction.

   

• GDPS’ proposals to pilot updated rubric language, scoring, and improvement plans reflect three years of collaborative work by the GDPS-AMU evaluation committee.

   

• GDPS noted that Article 21 currently provides for both ratings and support structures, and would remain in effect if a new MOU is not reached.

Article 27: Benefits

AMU presented their proposal for Benefits. AMU’s proposal included an increase to the monthly dollar amount for members who waive coverage under GDPS’ health benefits program from $125 to $300.

AMU proposed an early retirement incentive program that would allow unit members with a minimum of 15 years of service to GDPS to  continue to participate in our health benefits program after retirement (at age 55 or older) until eligible for Medicare benefits at age 61. 

Article 22: Working Conditions for Special Education Teachers

AMU proposed clarifying language proposed by GDPS such that that any summer work be mutually agreed upon by admin and SpEd teachers rather than required by admin. AMU again proposed a limit of 28 students on a SpEd teacher’s caseload. 

Article 25: Leaves

GDPS responded to AMU’s last round of proposed language. Green Dot accepted substantive edits to the Catastrophic Leaves Policy which AMU proposed previously.

Later in the day, AMU responded to GDPS proposed language.

Article 21, section 21.1: Teacher Evaluation

The parties exchanged ideas on how to best move forward with updates to teacher evaluation though specific proposals were not exchanged. 

AMU shared concern that they are uncomfortable moving forward with a rating system.

AMU also expressed concerns related to the previously proposed improvement plan language. They noted that the time frame was short and that it was unclear what criteria would be used for teachers in the proposed pilot of a new evaluation rubric. 

GDPS noted that Article 21 currently provides for both ratings and support structures and  in the absence of an agreement, the evaluation system would revert back to the system outlined in Article 21: Multiple Measures of Effectiveness, as the current evaluation MOU expires at the end of this school year.

Article 17: Discipline

AMU rejected a  majority of new language proposed by GDPS which was intended to incorporate the parties’ agreement, currently in a side letter, to resolve a recent grievance by defining a one (1) year probationary period for some GDPS first year teachers.

Article 26: Compensation

AMU proposed an 8% increase to salaries. Additionally, AMU presented proposed edits in the following areas:

• Reducing teacher work year from 193 days to 188 days, consistent with their proposals in Article 6, Work Day and Work Year
• Language clarifying advancement through earned continuing education credits for moving columns in the salary schedule
• Increases in per-pupil stipend amounts
• Language changing summer stipends from $5 per pupil amount to the teacher hourly rate
• A response to GDPS’ proposal for bilingual stipend eligibility
• Increasing the teacher hourly rate from $50/hr to $55/hr

The parties are scheduled to meet again on May 21, 2025.

May 21, 2025

AMU/GDPS Negotiations Update #6

Dotters,

On Wednesday May 21, 2025, Green Dot Public Schools and Asociación De Maestros Unidos/CTA/NEA (AMU) met for the sixth bargaining session as part of negotiations for the 2025-2026 Collective Bargaining Agreement (CBA). 

Green Dot and AMU each provided counter proposals to individual articles. Specifically, Green Dot Presented Article 22, Special Education Teacher Working Conditions, Article 17, Discipline, and Article 27, Health Benefits. AMU presented a counter-proposal for Article 21, Teacher Evaluation and proposed a Memorandum of Understanding for a pilot teacher evaluation.

As documented in Green Dot’s March 25th proposal and discussed on May 25th, Green Dot prioritized implementing the recommendations of the Evaluation Committee. During today’s bargaining session, AMU presented significant and materially different language  to change numerous sections of the Evaluation Committee’s recommendations, incorporated into Article 21. Green Dot negotiators stated that the scope and timing of the proposed revisions made it infeasible to fully review and revise the Evaluation Committee’s recommendations within the remaining negotiation sessions. In the absence of an agreement, the evaluation system will revert back to the system outlined in Article 21: Multiple Measures of Effectiveness, as the current evaluation MOU expires at the end of this school year.

The parties are scheduled to meet again on June 3, 2025.