PUBLIC EMPLOYMENT RELATIONS BOARD
In the Matter of Factfindinq } ) Between ) REPORT ANO RECOMMENDATIONS ) TURLOCK JOINT UNION HIGH SCHOOL ) OF THE DISTRICT ) ) FACTFINDING PANEL And ) ) CASE NOS. S-R-4, S-M-637 TURLOCK AMERICAN FEDERATION OF ) and S-F-87 TEACHERS, LOCAL 2424, CFT, A,FL-CIO ) ~~~~~~~~~~~~~~~~~~ > April 29, 1983
FACTFINDING PANEL JAMES BIEVER, President of TAFT, Local 2424, TAFT-appointed Factfinder RICHARD J .. CURRIER, Attorney at Law, District-appointed Factfinder KENNETH A. PEREA, Impartial Chairman HEARINGS HELO
March 21, 22 and April 8, 1983 at: District Offices 1574 East Canal Drive Turlock, California 95381 APPEARANCES On behalf of TAFT: JAMES BIEVER, President Turlock American Federation of Teachers On behalf of the District: RICHARD J. CURRIER, Attorney at Law Littler, Mendelson, Fastiff & Tichy BACKGROUND The Turlock Joint Union High School District is located in central San Joaquin Valley, Stanislaus County. The area's economic base is primarily agricultural with some light industry. Public schools in Turlock (city population approximately 27,000) are operated by a common administration serving separate elementary and high school districts each with its own school board. The Turlock Elementary School District enrolls approximately 3,900 students in five schools while the Turlock Joint Union High School District enrolls approximately 2,150 studen~s in one comprehensive high school and one continuation high school. In addition to Turlock Elementary School District, the high school district also serves two adjoining elementary districts with a combined enrollment of approximately 1,000 students. The Turlock Joint Union High School District {hereafter referred to as the "District") and the Turlock American Federation of Teachers, Local 2424, CFT, lµ'L-CIO (hereafter designated as "TAFT") negotiated an agreement for the term September 12, 1980-June 30, 1982. The District and TAFT entered into negotiations on a successor agreement upon TAFT's presentation of its initial proposal to the District on June 1, 1982. Following a declaration of impasse and mediation efforts, the matter was referred to the Sacramento Regional Office of the Public Employment Relations Board (hereafter "PERB") as appropriate for factfinding. Upon his selection by the
-1- parties, PERB appointed Kenneth A. Perea to be the neutral Chairman of a three-member Factfinding Panel. Richard J. Currier, attorney at law, of the law firm Littler, Mendelson, Fastiff & Tichy was appointed by the District as its Panel member. Mr. James Biever, President of TAFT was appointed by TAFT as its Panel member. The Panel held a hearing in Turlock on March 21and 22, 1983. A confidential draft of the Panel's report was issued by the Chairman to the Panel members on April 1, 1983 and an executive session of the Panel was held in Turlock on April 8, 1983. It was agreed that the final report of the Panel would be issued on April I 1983.
CRITERIA The Factfinding Panel is required, pursuant to Government Code section 3548.2, to consider, weigh and be guided by the following criteria in arriving at its findings and recommendations: (1) State and federal laws that are applicable to the employer. (2) Stipulations of the parties _. (3) The interests and welfare of the public and the financial ability of the public school employee employer. (4) Comparison of the wages, hours, and conditions of employment of the employees involved in the factfinding proceeding with the wages, hours, and conditions of employment of other employees performing similar services and with other employees generally in public school employment in comparable communities.
-2- (5) The consumer price index for goods and services, commonly known as the cost of living. (6) The overall compensation presently received by the employees, including direct wage compensation, vacations, holidays, and other excused time, insurance and pensions, medical and hospitalization benefits; the continuity and stability of employment; and all other benefits received. (7) Such other facts, not confined to those specified in paragraphs (1) to (6) , incluaive, which are normally or traditionally_ taken into consideration in making such findings and recommendations. The Factfinding Panel has considered all of the above factors in arriving at its findings and recommendations placing particular emphasis on criteria 3, 4, S, and 6.
ISSUES AT IMPASSE Prior to factfinding, the parties reached agreement on all matters other than the following issues: (1) Effective date of Agreement; (2) Salaries and Benefits;
(3) Oistri~t Rights Provision; (4) Evaluation Procedure; (5) Safety Conditions; (6) Employment Less Than Full Time; (7) Personal Necessity Leave; (8) Leaves of Absence--TAFT Leave; (9) Grievance Procedure; and (10} Working Conditions. During the course of the factfinding proceedings, however, TAFT suggested and the District agreed to accept the
-3- language of Education Code section 44664 as a compromise regarding Issue 4, Evaluation Procedure. Each of the remaining issues at impasse is addressed in this report. At the hearing the Panel listened to the parties' arguments and accepted into the record exhibits o-1 through D-10 on behalf of the District and exhibits F-1 through F-14 on behalf of TAFT. The parties' presentations were followed by rebuttal arguments. The Panel is of the opinion that little purpose would be served by setting forth in detail the respective positions of each of the parties on each issue in this report since the parties are well advised of each other's proposals. In making this report and recommendations, the Panel has fully and carefully studied the. evidence presented and has discussed the matter at length in executive session.
ISSUE 1 Effective Date of the Agreement The parties have historically negotiated agreements with a beginning date in September. Moreover,· the District' s presentation and argument was made on the premise that salaries and fringe benefits would be effective
Sept~'llber 1, 1982. Finally, while regrettable that the i mpasse has persisted so late in the school year, many circumstances beyond the parties' control, including the summer recess, a change in the District's superintendent, and a decertification election, have contributed to the prolonged negotiations during school year 1982-1983.
-4- ISSUE 2 Salaries and Fringe Benefits The District has offered a non-retroactive 3 percent across the board increase not including step and column increases. The Federation recommends a 13.9 percent increase retroactive to September 1, 1982. A. Comparability Based Upon Salary Schedule and Fringe Benefit Data (Criterion No. 4) The parties' disagreement regarding which school districts are comparable per~ists. The parties agree, however, that Modesto, Tracy, Merced, Manteca, and Lincoln School Districts should be used for comparison purposes. The Chairman further concludes that Davis, Ceres, Yuba City,
Woo~land, and Chico may be examined as comparable , medium-size districts located in the agricultural Sacramento and San Joaquin Valleys. The District's suggestion to use Madera, Vacaville, Tulare, and Sanger, however, is less persuasive since inadequate information was available at the time of the proceedings from which an up-to-date comparison could be made. Likewise, TAFT's assertion to compare Oakdale, Stockton, and Lodi are equally unhelpful for similar reasons. 1. Appendix A. As shown on Appendix A, the District's offer of 3 percent effective on the date of contract ratification is lower than the average percentage negotiated in the 10 other districts compared. 2. Appendix B. Appendix B demonstrates that the present average salary of teachers ($24,576 according to the District) -s- is slightly higher than the average teacher salary of the 10
-.. districts compared. TAFT argues, however, that the correct average salary figure for Turlock is $23, 355 and that D.istrict' s average teacher salary is reflective of the large number of teachers at or near the top of the present salary schedule. 3. Appendix c. Appendix C compares the salaries of teachers in the 10 districts at selected steps and columns. Appendix C reveals that while salaries are higher than average at the BA+30 Step 1 level, they fall below the average in the higher columns and particularly at the maximum. B. Cost of Living (Criterion No. 5) Historically, the parties have used the Bureau of Labor Statistics' Oakland-San Francisco June to June figures in their contract negotiations. The Chairman recommends that the June to June figures continue to be used but that the more appropriate statistics for "Cities in the West
with Population under 75,000 11 be used. Figures released by the Bureau of Labor Statistics reveal the following increases in the Consumer Price Index: l. Consumer Price Index For All Urban Consumers . (CPI-U) For the period June l981-June· l982 for "Cities in the West with Population under 75,000," the increase in the Consumer Price Index was 8.8 percent. 2. Consumer Price Index For Urban Wage Earners and Clerical Workers (CPI-W) For the same period, June 1981-June 1982 for "Cities in the West with Population under 75,000," the increase in the Consumer Price Index was 8.9 percent. -6- c. Overall Compensation Presently Received by Teachers (Criterion No. 6) Appendix B shows that the average salary actually paid to and received by teachers in the District is slightly higher than (using the District's figure) or comparable to (using TAFT's figure) the average salary being received by teachers in other school districts. D. District's Ability to Pay (Criterion No. 3) The Chairman agrees with the District's position that the approximate $241,000 remaining in the Fire Fund should be used to fund one-time costs. The Chairman suggests, however, that it is appropriate to use the Fire Fund to meet the projected 1 percent shortfall in state revenue limit (shortfall to District would accordingly equal $38,994). To increase salaries from money in the Fire Fund, however, would build a salary schedule out of one-time money without assurance of an adequate revenue base from which to continue its support and leave the District without sufficient funds to meet contingencies and cash flow problems.
ISSUE 3 District Rights Provision The District seeks to add a provision which would permit it to "take action on any matter in the event.of an emergency" while its terms "shall not be subject to the Grievance Procedure of this Agreement, or subject to the meet and negotiate pro?ess. 11
-7- Of the 14 districts offered for comparison by the District, only 5 have emergency language. Moreover, merely 2 of the districts specifically exclude district rights from the grievance procedure.
ISSUE 4 Evaluation Procedure As earlier noted in this report, the parties reached agreement on the matter of evaluation procedure during the course of the f actfinding proceedings held on March 22, 1983. Accordingly, the parties agreed
to the following amendment to Article ~III, Evaluation Procedure: 1. Delete the current language of the third paragraph of Article VIII. 2. Add the following language in it place: •Evaluation and assessment of the performance of each certificated employee shall be .made on a con tinuing basis, at least once each school year for probationary personnel, and at least every other year for personnel with permanent status •·11
ISSUE 5 Safety Conditions TAFT endeavors to add language requiring {l) that each classroom be equipped with a functional air conditioner, heater, ventilation system, and intercom system, (2) that there shall be no more students per classroom than work stations, (3 ) that each science
-a- laboratory, industrial arts, home econ9mics, and fine arts workroom shall be provided a functional fire extinguisher, (4) that the remaining classrooms shall have a fire extinguisher available in each building and (5) that there shall be a functional fire alarm system at each school site. It is first observed that no similar language appears
in any of the comparable dis~ricts cited by either the District or TAFT. Nor have the parties cited cost estimates or pointed to specific instances where the safety of teachers has been endangered by faulty equipment.
ISSUE 6 Employment Less Than Full Time Both TAFT and the District agree on the concept of employment less than full time. Taft, however, wishes such employment to be at the teachers' sole discretion whereas the District seeks Distri9t approval for such leave. It appears reasonable that before a leave for one semester is taken the staffing needs and course requirements of the District should be considered. This necessarily requires agreement between the District and the teacher wishing to take leave.
ISSUE 7 Leaves of Absence--Personal Necessity Leave TAFT proposes that 4 of the 6 days of Personal
Necessity Leave provided by Education Code section 44981
-9- may be taken without advance permission from the District
except for s~eking other employment or concerted activities against the District. Administration of a Personal Necessity Leave provision granting such leave without advance permission for matters in addition to those statutorily enumerated presents a novel issue in the District although it is observed that similar provisions appear in the contracts of many comparable districts. It is-recommended that, in addition to the explicit provisions of Education Code 44981, one of the six (6) days of personal necessity leave may be taken without adv.ance permission but that advance notification to the District be required and such leave not be used for recreation, vacation, social activities, routine personal activities, engaging in or seeking other employment or concerted activities against the District.
ISSUE 8 TAFT Leave The expired agreement provided 2 days of TAFT leave to the President or his designee on the condition that TAFT reimburse the District for the cost of the substitute for the 2 days. TAFT proposes to increase the number of leave days to 11 while the District counter-offers 4 days. The District's offer to double the number of leave days appears reasonable under all the circumstances and particularly in view of limited time remaining in the 1982-1983 school
-10- year. It is also noted that in addition to contractual TAFT leave, pursuant to Government Code section 3543.l(c) reasonable release time without loss of compensation must be granted t o a reasonable number of TAFT representatives when meeting and negotiating and processing grievances.
ISSUE 9 Grievance Procedure TAFT proposes amendments to require all grievants to be represented by the organization beyond Step l of the grievance procedure and expedited, bi~ding arbitration. The District, in its turn, seeks to maintain the grievance procedure of the expired agreement including its provision l·imiting TAFT to a single grievance during the term of the agreement. There is insufficient evidence from which to conclude that the provision limiting TAFT to file a single grievance has proven unworkable. TAFT and the District agree that TAFT may file an unlimited number of grievances regarding the organization' s rights under the agreement. TAFT argues, however, that expedited, binding arbitration is necessary based upon a grievance in which the contractually provided Panel of Review unanimously agreed with the grievant but no restitution was ultimately granted. The Chairman is reluctant · to reconunend expedited, binding arbitration to the parties based upon one case in which TAFT believes the present procedure malfunctioned. It is noted, however , that a
-11- practice of failing to abide by the Panel of Review's report may provide significant evidence in support of amending the grievance procedure.
ISSUE 10 Working Conditions TAFT seeks the addition of an article on working conditions that would require (1) electric typewriters, (2) new ditto machines, (3) a private office, and . telephone, (4) reimbursement for classroom expenses, (5) vending machines in the teachers' lounge, (6) microwave ovens, (7) advance notice in the event of public use of classrooms, (8) a requirement that teacher permission be received prior to repairs and maintenance taking place, (9) a thermofax machine, (10) faculty only restrooms, and (11) five (5) copies of Board agendas to TAFT'S President 48 hours prior to Board meetings. The parties have not shown similar language regarding working conditions to exist in contracts for comparable school districts. In view of the limited resources available to the District and the need to channel available money into an equitable salary raise, it is not recommended that the proposed working conditions clause be included in the 1982-1983 agreement.
-12- RECOMMENDATIONS 1 . Issue 1, Retroactivity of the Agreement: That the 1982-83 agreement be retroactive to September 1, 1982. 2. Issue 2, Salaries and Fringe Benefits: That the salary schedule be increased 5 percent. Due to the lateness of this matter coming to factfinding, however, no increase in health and welfare benefits is-recommended. No change in hourly rate of compensation for direct instructional services is recommended. Insufficient info:cmation
has been provide~ regarding the questi~n of how much credited service should be granted to teachers transferring into the District. No change in the language of the expired agreement is accordingly recommended in this regard. It is suggested, and the parties recognize, that a need exists to restructure the schedule to provide greater salary incentive to teachers at or near the top of the schedule. The Chai:cman recommends that the parties give this important issue serious consideration during their negotiations for a successor agreement to the 1982-83 contract. 3. Issue 3, District Rights: That a District Rights provision be adopted consistent with the District' s last offer with the deletion of the language (1) permitting the
-13- District to •take action on any matter
in the event of an emergency11 and (2) that
its terms "shall not be subject to the Grievance Procedure of this Agreement, or subject to the meet and negotiate process •.,. 4. Issue 4, Evaluation Procedures: The parties have reached agreement on this issue as follows: 1. Delete the current language of the third paragraph of Article VIII. 2. Add the following language in its place: "Evaluation and assessment of the performance of each certificated employee shall be made on a con tinuing basis, at least once each school year for probationary· personnel, and at least every other year for personnel with permanent status." S. Issue 5, Safety Conditions: That the language of the expired agreement on safety conditions be retained. 6. Issue 6, Employment Less Than Full Time: That the parties agree on a provision for Employment Less Than Full Time which requires District approval before leave is taken and is subject to the grievance procedure. 7. Issue 7, Leaves of Absence--Personal Necessity Leaves: That in addition to the explicit terms of Education Code section 44981 , a provision for
-14- personal necessity leave be agreed to which would permit 1 of the 6 days of leave to be taken with advance notification but without prior District approval and would prohibit the use of such leave for recreation, vacation, social activities, routine personal activities, engaging in or seeking other employment, or concerted activities against the District.
8. Issue 8, TAFT Leave:
That ~ days of TAFT leave be granted for the 1982-83 school year. 9. Issue 9, Grievance Procedure: That the grievance procedure language of the expired agreement be retained. 10 . Issue 10, Working Conditions: That due to the need to channel limited District resources into an equitable salary increase, the proposed clause regarding working conditions not
be included in· the 1982-83 agreement.
DATED: April 29, 1983 Del Mar, California
/ KENNETH A. PEREA Chairman
The concurring/dissenting opinions of the District and TAFT Appointed Panel Members begins on page 16 .
-15- CONCURRENCE/DISSENT BY DISTRICT-APPOINTED PANEL MEMBER
··! I concur with the recommendations of the impartial chairman with respect to issues #4, #5, #6, 17, #8, #9, and #10. I dissent with the recommendations of the impartial chairman with respect to issues #1, #2 and #3. A. With respect to issue il, Retroactivity Of The Agreement, TAFT should not be rewarded for its failure to negotiate in good faith or its failure to attempt to reach agreement in an expeditious fashion. Because of the necessary delays in September, however, I would recommend that the agreement be retro active to March 1, 1983. B. With ·respect to issue #2, Salaries And Fringe Benefits, the salary schedule should be increased no more than the average calculated for the 10 districts in Appendix A of the report. That average calculated by the impartial chairman is 3.32%. The impartial chairman made a grave error by recommending a 1% increase from the "FIRE FUND." There simply is no justification for that recommenda tion. If the parties were to agree to the recommended 5% increase, however, 4% should be on the schedule and 1% should be off schedule . Since the impartial chairman recommended that 1% come from the "FIRE FUND," one time money should not be used to build up the salary schedule. I disagree with the list of comparable districts used by the impartial chairman. I also disagree with respect to the Consumer Price .Index period used in the report. c. With respect to issue #3, District Rights, there should be no deletion of the language that the terms of the new provision "shall not be subject to the grievance procedure of this agreement." The parties should incor porate that provision in any management rights clause or provision. DATED: April 18, 1983
RI J. Attorney a Law District-Appointed Panel Member
-16------·------
Jim Biever President TURLOCK AMERICAN Mar-t Jean Parten Vee Prese:tent Eric JUien FEDERATION OF TEACHERS Vice President Al 8er:g AFT LOCAL 2424, AFL-CIO Treasurer Ken Con11k:tsan 905 Peachwood Court Secretary Modesto, California., 95350 April 21, 1983 Mr. Kenneth A. Perea 13735 Durango Drive Del Mar, California 92014 Mr. Richard Currier, Attorney Littler, Mendelson~ Fastiff & Tichy 650 California St., 20th Floor San Francisco, Ca. 94108 RE: Federation's Concurrence and Dissent in the Factfinder's Report in PERB CASE NO. s-R-4, s-F-637 and s-F-87. Dear Mr. Perea: This letter states the Federation's concurrence and dissent to the Chairperson's factfinder report. Issue 1--Retroactivity: The Federation concurs with the Chairperson's recommendation of retroactive pay to September 1, 1982. Issue 2--Salaries and Fringe Benefits: The Federation concurs with the Chai rperson's statement that agreement exists on the acceptance of Modesto, Tracy,· Merced, Manteca, and Lincoln School Districts as comparable and proposes that these be the comparable districts for next year. The Federation dissents on the use of Davis, Yuba City, Woodland, and Chico School Districts, because of their distance from Turlock, and to Ceres School District because of the difference "in relative wealth of the two communities. The community of Ceres is not so much a separate city as it is the relatively poor suburb on the south side of Modesto. The Federation concurs with the Chairperson's decision not to include Madera, Vacaville, Tulare, and Sang~r as comparable districts. The Federation dissents on the exclusion of .Qakdale, Lodi, and Atwater as they are nearby athletic competitors and competitiors in the hiring of personnel. The Federation has no com~ent on Appendix A. The Federation strongly dissents on the Chairperson's comparisons in Appendix B because of the inaccurate ~igure of $24,576 assigned to Turlock when the CBEDS printout (see attached) clearly indicates that the average income for the Turlock High School District in October, 1982, was $23,355 and not $24,576, as stated by the District. The CBEDS average income for the Manteca School District is $25,304. This change of figures places Turlock seventh with only Ceres and the distant cities of Yuba City (130 miles), Woodland (110 miles), and Chico (178 miles) away as districts with lower average salaries. The Federation concurs with the Chairperson's recognition ot the Turlock District's low top salary even with the inclusion or the low paying distant districts. Our average salary is $614 below these 19 districts chosen by the Chairperson.
-1,7- .. '1':-: ~' · '1 The Federation concurs with the Chairperson's recommendation of June to June Consumer Price Index figures of the Bureau of Labor Statistics. The Federation strongly_ dissents to ·the Chairperson's statement that "the average salary actually paid to Turlock teachers is slightly higher than the average teacher salary of the 10 districts compared. The Chairperson can easily confirm our average salary of $2J,JS5 and that of Manteca at $25,304 by calling CBEDS in Sacramento at (916) 322-7373. The information will be supplied within a few minutes. Our average salary is $614 below these 10 districts without including the additional amount we are behind because of our low benefit schedule. The Federation dissents with the Chairperson's logic with regard to the District's ability to pay and its right to a permanent reserve in the firefund because of the District's refusal to use this fund for one- time costs such as bus purchases. Since factfinding was scheduled the Turlock High School District has spent the following unbudgeted a.urns: the THS Agenda 0£ March· 1, 1983, page 4 (attached) shows $19,981 unbud geted pool repair expenditure to be split with the city; same agenda pages . 4 and· 5, authoriz.ed ;_ a bid .. for a new telephone system, the cost of whi'ch, quoted in •the presentation but ·not the agenda, was $70,000 to be split with the Elementary. (see attached) The April 5, 1983, Agenda, page 5 shows a $15,233.58 unbud.geted expenditure for bus radios to be split with the Elementary. The Turlock High School's share of these expendi tures is $52,000 during this time of factfinding when the District· is claiming poverty. These are not the normal actions of a school district· hard pressed financially, but rather one that is spending money as quickly as possible prior to the end of the fiscal year. The State of California School District Management Assistance Team Report of April, 1983; page 54, (see attached) points out that Turlock High School did not include the vocational education income at the time the board adopted the high school district budget for 1982-83. This proves that .more money exists than the District has acknowledged. Page 60 (attached) or the . same report indicates that Turlock High School receives almost 5% above the state average for ADA because of our low number of unexcused absences. This higher percentage of income for ADA is over and above the .higher revenue limit enjoyed by this district. As can be seen by the recent expenditures, the Turlock High School District does not have a. problem .of insufficient funds-but rather a problem of dispersing the tunds before the end of the fiscal year. The Federation c.oncurs with the Chairperson's recommendation of only a 5% schedule increase ·but .. calls to his attention the low top salary and requests that· he raise this figure to at least 8.8% to match the cost of-living increase for ·all urban consumers. The recommended 5% increase does not match the June to June inflation rate historically used in this district. Further, ' the Federation does not accept the District's claim to a lack of funds -that the Chairperson used to justify only a 5% increase. The Federation concurs with the Chairperson's recommen dation of the increase. to. apply to all columns on the salary schedule as evidenced by Appendix c. The Federation dissents with the Chair person' a recommendation to· grant no increase in welfare benefits because of the lateness of factfinding. In view of the fact that Blue Cross· premiums went up 45% · in .October, 1982, that we have received no increase in benefits for two years, that the District refused to abide by the 1982 ract~in~er's recommendation of a we~fare bensfits inc~ease from -· ~t! .·. jl~:.t. \
' ...... :·"' ~ '.- ... .: ~ , .• r.- -19- Issue 9--Grievance Procedure: The Federation concurs with the Chair~ person's recommendation to retain the grievance p~ocedure of the expired contract. However, the Federation notes that the Grievance Procedure language needs correction and clarification. Issue 10--Working Conditions: The Federation dissents with the Chair person's recommendation on Working Conditions. Issue 11--Refusal To Work: We request that the Chairperson state as a matter of fact that in factfinding the District agreed to drop its Refusal To Work proposal on March 21, 1983. Issue 12--Five Year Limitation: The Federation points out that the District in its presentation of the expired agreement included a 5 year limitation on credited previous service for teachers new to the District. The Chairperson recommends: "No change in the language of the expired agreement is accordingly recommended in this regard." Inasmuch as a 5 year limit for previous service w~s a part of the District's proposal on July 6, 1982, and again in factftnding on March 22, 1983, we concur with the Ch•i~erson's apparent recommendation. Furthermore, inasmuch as the language of the contract that expired June 30, 1982, stating that "Employees entering the district for the first time shall receive year-for-year credit for previous experience up to five years, and the Superintendent may allow employees new to the district additional credit for six or more years of experienc&' is illegal and opens the District to lawsuits, the change to a straight 5 year limit is necessary. · If the District grants year-for-year credit to all 'teachers entering the District; ·the chairperson's recommendation to "provide greater salary incentives to teachers at or near the top of the schedule" will be defeated. The Federation concurs with the Chairperson's recommendation "that the parties give this important issue (higher top salary) serious consideration during their negotiations for a successor agreement to the 1982-83 contract" A five year limit for previous experience is the first step in this direction. Sincere~, I / .. _/ /~~ \ ·1....__ t ;, ._. . , v·~ 'f- "...._ - Jim Biever .; Federation's Representative -20- APPENDIX A PERCENTAGE INCREASES ON SALARY SCHEDULE IN SELECTED DISTRICTS, 1981-82 TO 1982-83 DISTRICT AVERAGE PERCENT INCREASE 1. Modesto 0 2. Tracy 2 .08 3. Merced 4 4. Manteca 8 5. Lincoln 8 6. Davis 2 . 2 7. Ceres 4.9 8. Yuba City 2.5 9. Woodland 0 10. Chico 1.5 AVERAGE PERCENT INCREASE IN 10 DISTRICTS 3.32 APPENDIX B AVERAGE TEACHERS ' SALARIES AS SHOWN ON SCHEDULES IN SELECTED DISTRICTS, 1982-1983 OCTOBER 1982 DISTRICT AVERAGE SALARY 1. Modesto $25,353 1/ 2. Tracy 25,059 3. Merced 26,726 4. Manteca Not Available 5. Lincoln 23,528 6. Davis 23,874 7. Ceres 22,096 8. Yuba City 23,310 9. Woodland 21,998 10. Chico 22,447 AVERAGE (NOT INCLUDING MANTECA) AS OF OCTOBER 1982 ; $23,821 AVERAGE SALARY IN TURLOCK AS OF OCTOBER 1982: 1. 1982-1983 salaries in negotiations as of October 1982. 2. TAFT ' s average salary figure from CBED 1 s is $23 , 355. APPENDIX C AVERAGE TEACHERS ' SALARIES AS SHOWN ON SCHEDULES IN SELECTED DISTRICTS, 1982-1983 BA+30 BA+60 LAST COLUMN Step 1 Step 5 Step 12 MAXIMUM 1/ 2/ l . Modesto- $15,773- $20,391 $26,176 $27,619 1/ 2. Tracy- 14,491 19,209 24,938 27,430 3. Merced 16,781 21, 521. 27,841 31 , 001 4. Manteca 15,745 20,463 28 , 831 31,911 5. Lincoln 14,891 19,855 26,473 28,888 1.1 6. Davis 13,524 20-,364 28,344 28,34 4 1/ ±.I Ceres- 7 . 15,087. 19, 043 23,799 2 4 ,318 8. Yuba City 14_,442 19,520 24 , 924 25,696 9. Woodland 13,306 17,741 22,916 25,155 10 . Chi co 13£760 18£092 22,985 26l682 AVERAGE OF 10 DISTRICTS $14,780 $19,620 $25,723 $27 ,704 TURLOCK WITH 3% ADDED $15,209 $19,177 $24,982 $26,965 DIFFERENCE + 429 443 741 739 TURLOCK WITH 5% ADDED $15,504 219,549 $25,467 $27,489 DIFFERENCE + 724 71 256 215 1. 1981-1982 Salary Schedule. 2 . BA+36 units. 3. Step 11. DECLARATION OF SERVICE BY MAIL I, ~_..P~ARL...... ~E~T_T_A~A=-=-._....P_E_BEA ...... _~~~~~~· declare: I am over 18 years of age, and not a party to the within cause; my business address is 13735 Durango Drive, Del Mar, California 92014. That on the 29th day ·of April • 19 ]3 , I caused a copy of the within FACTFINDING REPORT {TURLOCK AMERICAN FEPEEATION OF TEACHERS AND TURLOCK JOINT YNION HIGH SCHOOL OISTRICTl S-R-4, S-M-637, S-F-87 to be sealed and deposited in the United States mail at Del Mar, California, the county in which I am employed, with the postage thereon fully prepaid to the following': Richard J. currier Mr. Daniel R. Larson Attorney at Law Chief Negotiator Littler, Mendelson, Fastiff & Turlock American Federation of Tichy Teachers 1010 Second Avenue Local 2424, CFT, AFL-CIO San Diego , CA ·92101 1705 Linwood Drive Modesto, CA 95350 Mr. James Biever President Turlock American Federation of .Teachers Local 2424, CFT, AFL-CIO 905 Peachwood Court Modesto, CA 95350 Or. Jim Scism Assistant Superintendent Turlock Joint Union High School District P.O. Box 1105 Turlock, CA 95381 I declare under penalty of perjury that the foregoing is true and correct, and this· declaration was executed on April 29, 1983 , at Del Mar, California. l .....-:--.