The post A Historic Win: JESPA Secures 6-Year Agreement with Major Gains for ESPs appeared first on JESPA.
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JESPA is proud to announce the successful ratification of a new six-year agreement with Jeffco Public Schools—our longest contract to date, effective from September 1, 2025 through August 31, 2031. This landmark agreement provides long-term stability, guaranteed compensation increases, and enhanced protections for Education Support Professionals (ESPs) across the district.
This win is the result of months of organizing, collective bargaining, and member engagement. It reflects the strength of our union and our shared vision for a respectful, safe, and professional work environment.
Long-Term Stability and Security
The six-year term of this contract brings a new level of predictability and job security for JESPA members. In 2028, both JESPA and the District will have the opportunity to reopen up to three articles each, in addition to compensation and benefits discussions—ensuring continued flexibility while maintaining long-term protections.
Stronger Protections Against Outsourcing
One of the most significant gains in this contract is enhanced language to protect ESP jobs from privatization. Under the new agreement:
- The District must provide JESPA with 30 days’ notice before issuing any Request for Proposal (RFP) related to ESP work.
- The District is required to meet with JESPA before finalizing any outsourcing plans to explore viable alternatives.
- Internal vacancies must remain posted, even when temporary contractors are used.
Additionally, JESPA will now meet with the District each semester to review existing contracts that could impact ESP positions and recommend alternatives—such as offering more hours to current part-time staff before turning to outside contractors.
Expanded Definition of Bargaining Unit Work
To prevent work from being removed from the union without cause, the contract clarifies that any new position with duties similar to existing ESP roles must be included in the bargaining unit, unless clearly defined as administrative or confidential. JESPA must also be consulted before any position is removed from the unit.
Respect & Dignity
A newly added Respect article (Article 5) now affirms every ESP’s right to a workplace free from discrimination, retaliation, and mistreatment. This article:
- Reinforces the District’s duty to provide a professional and respectful work environment.
- Strengthens protections for employees engaging in union activity or asserting their workplace rights.
Fair Compensation and Bilingual Pay
Wages and benefits remain a top priority, and this contract delivers:
- Continued step advancements and wage protections.
- Reopener language that allows JESPA to negotiate wages and benefits during the life of the contract.
- Stronger bilingual pay protections: Employees using approved language skills will continue receiving a 5% differential, which cannot be reduced or revoked under this contract.
Due Process and Fair Discipline
The contract maintains critical due process rights, including:
- Just cause standards for any disciplinary action.
- A clear commitment to progressive discipline and transparency in investigations.
- A requirement that the District present evidence before any discipline is issued.
Safety and Emergency Protocols
Safety remains a foundational concern. The new Safety article guarantees:
- The right to call 911 during emergencies without fear of retaliation.
- Access to paid CPR and First Aid training upon request.
- District responsibility to identify “essential personnel” ahead of emergency events.
Union Rights and Representation
JESPA building representatives retain the right to share contract information at worksite meetings and orientations, ensuring members stay informed and empowered.
New Article for Custodial ESPs
For the first time, custodial workers now have a dedicated article in the contract. This article:
- Defines clearer expectations around assignments and staffing levels.
- Provides protections tailored to the custodial work environment.
- Strengthens JESPA’s ability to advocate for this essential group of workers.
What We’ve Maintained
In addition to new gains, all previously secured rights and benefits remain intact, including:
- Grievance procedures
- Reduction in force guidelines
- Sick and personal leave accrual
- Health and safety language
- Right to participate in professional development and committee work
What This Means for ESPs
This contract is more than a document—it’s a statement of values. It reflects what JESPA members have long fought for:
Long-term job security Increased wages and expanded pay protections Safer, more respectful workplaces Stronger union voice on the job Improvements tailored to specific departments and classifications
Whether you’re a current member, a potential member, or a supporter of public education, this agreement is a testament to what collective action can achieve.
Together, we’re building a stronger, more stable future for all ESPs in Jeffco.
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]]>The post We’ve Reached a Tentative Agreement! appeared first on JESPA.
]]>This 6-year Collective Bargaining Agreement is the result of years of organizing, deep community relationships, and the relentless work of JESPA members fighting for dignity and respect.
This didn’t happen overnight.
Thousands of one on one conversations and meetings
Late night planning and strategy sessions
Hundreds of members joining committees
Building reps stepping up
Hundreds of new members
Members running for union office
It took the collective power of ESPs who know our worth.
And we’re just getting started.
The next phase begins now. Next, JESPA leaders will work on:
Preparing a full presentation of the Tentative Agreement
Engaging every member in the ratification vote
Training to implement and enforce our new 6-year Collective Bargaining Agreement
Organizing for the future of public education—locally and statewide
We invite you to get involved and help. There’s room for everybody! If you’re not a member, join now! https://jeffcoespa.org
Full TA details will be shared with JESPA members soon.
Ratification vote opens at the General Membership Meeting:
WHEN: Monday, August 18th, 2025 from 4PM-6PM
WHERE: Arbor House, 14600 W 32nd Ave, Golden 80401
Must be a member in good standing to attend! Not a member? Click here to join!
Let’s be proud of what we’ve built over the last 6 years—and ready to build even more power for the next 6.
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]]>The post As Contract Deadline Nears, JESPA Holds the Line on Workers’ Rights — But the Fight Isn’t Over appeared first on JESPA.
]]>With just one month left before the Jeffco Education Support Professionals Association (JESPA) contract expires, the union representing thousands of frontline education workers in Jeffco Public Schools is entering the final stretch of a high-stakes negotiation. Months of collective action have led to significant gains—but core issues like fair pay, affordable healthcare, and equity in food services remain unresolved.
On July 31st, JESPA will return to the bargaining table alongside the Jefferson County Education Association (JCEA), with a final push to secure contracts that reflect the dignity and value of support staff and the educators who keep schools running.
A Season of Wins—and Resistance
So far, JESPA has secured major victories that protect members from job insecurity and safeguard their rights in the workplace.
Protecting Against Outsourcing
One of the most significant wins is language restricting outsourcing—a growing threat in school districts nationwide. JESPA won clearer definitions of bargaining unit work, ensuring that essential jobs like transportation, food service, paraeducator, and custodial work cannot be handed off to private contractors without oversight or accountability. For workers, this is more than a procedural win—it’s job security in the face of a privatization trend that often leads to lower pay, weaker benefits, and unsafe conditions for both students and staff.
Stronger Procedures, Safer Schools
New language addressing school safety, mutual respect, custodial workloads, and professional development aims to improve day-to-day working conditions for employees—and, by extension, student learning environments.
Improvements were also made in leave policies, transportation protocols, staff evaluations, and preschool support, with new contract language aimed at greater clarity, fairness, and staffing support.
Fighting Back Against Harmful Proposals
JESPA didn’t just win language—it also fended off numerous efforts by the district to weaken the contract:
- Preserved bilingual pay, a crucial equity measure that recognizes the skills of multilingual staff supporting diverse student populations.
- Blocked efforts to allow arbitrary transfers, which would have enabled administrators to move staff without cause, disrupting lives and workplace stability.
- Defended rights to transparency and fairness at every step.
Defending Just Cause and Due Process
The union also beat back a sweeping attempt by the district to eliminate “just cause” protections, a move that would have made it easier for administrators to discipline or fire employees without transparent reasoning. If successful, the change would have effectively turned ESP staff into “at-will” employees—stripping away the right to grieve unfair discipline and handing unchecked power to administration. JESPA stood firm and preserved this foundational labor right.
The union also negotiated improvements to grievance procedures, reinforcing the right to fair treatment when conflicts arise.
What’s Still at Stake
Despite these gains, some of the most important contract articles remain unresolved—and these final issues will likely determine whether the union brings the agreement forward for a vote.
Article 3: Long-Term Contract and Security
JESPA is pushing for a multi-year agreement that locks in annual cost-of-living adjustments (COLA) and step increases, so workers aren’t forced to fight for raises year after year. This would create more predictable income growth and allow staff to plan for the future, even amid inflation and rising costs of living and other factors creating uncertainty.
Article 6: Compensation and Healthcare
While some districts have made strides toward more affordable employee healthcare, Jeffco lags behind. JESPA is demanding meaningful wage increases and truly affordable health insurance options—particularly for lower-income workers and those supporting families. Support staff are often among the lowest-paid in the district, yet they bear the brunt of rising premiums and out-of-pocket costs.
Article 16: Food Service Equity
Food service has become a major battleground in Jeffco. JESPA is calling for fair staffing ratios, training, and recognition for food service professionals—the people who feed Jeffco’s students every day. But this fight is also about the food itself.
The union is championing scratch cooking, healthier meals, and sustainable practices—a response to what they see as an overreliance on prepackaged and ultra-processed foods and undermining the professionalism of food service workers. These proposals are not just about workplace dignity—they’re about the health of students and the integrity of public education.
Next Bargaining Session
The next bargaining session, scheduled for July 31st, will be a defining moment. Member turnout has already been a powerful force in negotiations—and with the clock ticking, the union is urging members and our community to stay engaged.
“We’ve protected what we’ve built. Now it’s time to win what we need,” said JESPA President Zander Kaschub. “Fair pay, healthcare, and dignity for all workers—it’s not too much to ask.”
As negotiations near the finish line, JESPA is making it clear: the contract will only be as strong as the people behind it. The next bargaining session is Thursday, July 31 – Join us, and bring your voice.
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]]>The post Bilingual pay will go into effect today Thursday, January 16th! appeared first on JESPA.
]]>Your JESPA Bilingual Committee has fought hard to make pay increases for bilingual workers as fair and accessible as possible. Here are some of the committee’s wins:
1. All ESPs who use the Spanish, Vietnamese, or Russian languages in workplace settings are eligible for the additional 5% bilingual pay, as long as speaking another language is not a written requirement in their job description. There is not a limit on how many bilingual workers can receive the pay.
2. You are eligible if you use another language to bridge the gap with coworkers and community members as well as students and families.
3. The nomination process from your principal or supervisor has been streamlined, and allows for employee input.
4. Bilingual ESP employees will not be called upon to translate or interpret for any type of disciplinary matter and/or corrective action conversation.
5. Retakes for the test are allowed! You may take the test once every thirty days, for a maximum of 3 retakes.
6. All tests are paid for by the district.
7. The proficiency requirements, or overall grade you need to receive on the test, has been lowered two whole levels to make the stipend easier to receive.
Testing TIPS:
While your JESPA Bilingual Committee scored a huge victory, there are still some problems with the test. Here are some tips to make sure you are prepared:
1. Set an appointment with your principal or supervisor to make sure your application is filled out accurately, and in a timely manner. If your principal or supervisor refuses to fill out an application for you, contact the JESPA office at bilingual@jeffcoespa.org
2. Once you get the application filled out with your principal or supervisor, you will be sent two links to two tests.
3. For the test, you will need your employee id and a device that has both a camera and microphone.
4. The test is timed and moves at a quick pace. Make sure you are in the proper environment and headspace for taking a standardized test.
5. All of the directions to the test are given in the language you are testing for (i.e. Spanish, Russian, or Vietnamese).
6. The audio directions are spoken in a monotone, fast paced voice, and you cannot repeat directions or questions.
7. Only the Spanish test has been tested by committee members. In the Spanish test, there are questions that do not relate to the school setting. For example, one question asks you to talk about a vegetarian diet. Another question asks you about airplanes. There are others that ask you about working in a factory.
8. There are words that might not be used often in your dialect. Some terms presented are more collegiate/corporate as opposed to conversational terms that would normally be used. For the Spanish test, one word is “empresa,” which means “company.”
9. DO NOT GIVE UP! Many test-takers thought they failed, but when they got their results, they were eligible for the bilingual pay. Do not let the test make you second guess your language skills. You know how to speak the language, and you are a huge value to your community!
10. For Spanish speakers: Berlitz offers a free practice test you can take. This test is not the same as the district test, but it is very similar and can be used to get a feel for the test structure. You can find the free test here: https://www.berlitz.com/en-no/adults/placement-test
Let us know if you have any questions. Good luck!
Nic Hochstedler
Hannah Mauro
JESPA Organizers
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]]>The post Snow Day Backpay Win for Custodial Department appeared first on JESPA.
]]>Background:
On January 16, 2024, the District closed due to severe snow conditions. Despite this, Facilities Maintenance (FM) staff were called in for snow removal. Confusion arose about whether staff would receive premium pay, especially since some were told not to report until after 7 a.m., leading to concerns about the equitable application of this pay.
The Grievance:
JESPA filed a grievance under Article 6-3 of our Collective Bargaining Agreement (CBA), which mandates $16.50 premium pay per hour for custodial staff performing snow removal outside their regular work hours. The grievance argued that the District’s closure should have triggered this differential pay.
District’s Initial Response:
The District argued that premium pay (DIFF pay) only applied to work done outside of regular hours and that essential personnel, like custodial staff, were not automatically entitled to this pay on a snow day.
Amended Response and Resolution:
Following further discussions and a payroll review, the District acknowledged discrepancies in pay distribution. They agreed to provide premium pay to all custodial staff who worked on January 16, 2024. This includes Retroactive Premium Pay. Custodial staff will receive backpay for snow removal work on January 16, 2024 if they were not already reported and paid.
Consideration of Hazard Pay:
During the grievance discussions, both JESPA and the District recognized the need to discuss hazard pay in future negotiations, aiming to ensure fair compensation for working in particularly hazardous conditions. While premium pay is for working outside of your normal hours to do snow removal, there is recognition that hazard pay for when we are called in to work in dangerous weather or other conditions must be seriously discussed. We intend to push this to the negotiations table. We can only get our priorities in the room on if we are active in the negotiations process.
This resolution reaffirms our commitment to fair treatment and compensation for all members. We appreciate the District’s willingness to address these issues and we intend to continue this discussion at the bargaining table. If you have any questions, please reach out to a JCSSA representative or call the JESPA office.
If you’re not yet part of our collective voice, consider joining JCSSA and JESPA today!
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]]>The post Members Vote to Ratify the Agreement, Campaign for Staffing and Respect Continues appeared first on JESPA.
]]>Plus New Officers Sworn In, JESPIES Awards Received at Ratification Meeting
JESPA members met last week to open the voting on ratifying our contract for the upcoming school year. The result of the voting is a resounding YES, which recognizes the dedication of our union members in the fight to end outsourcing and understaffing. The relentless efforts throughout this year’s negotiations have ensured ESP jobs in the JESPA bargaining unit will remain posted until filled instead of permanently outsourcing positions, a huge gain made after weeks of collective actions and press coverage. The agreement also guarantees all Jeffco ESPs a 6% raise, steps to all eligible employees, and a one-time 1% stipend in November. There will also be a $640 per month stipend to cover employee health insurance plans which now includes three high-deductible plans at no cost for individual employees.
This important vote came after a tough bargaining season in which the district, at Tracy Dorlands request, hired a known union-busting attorney to bargain for them. JESPA declared impasse after negotiations with the attorney, Brent Case, went nowhere due to his refusal to bargain in good faith. The district’s tactics were a set-back to what was hoped to be good-faith negotiations.
Links to the agreement and other documents are here.
Before voting got underway, JESPA members discussed the pros and cons of the agreement during a Q&A session with the bargaining team and speeches from leaders in the union. Members agreed that the power of our united voices is what forced the district to negotiate over outsourcing and job security and got us further in raises than we otherwise would have gotten.
“[The meeting] showed me that paraeducators have a voice and that there is a united front to support and fight for our students and our income,” said Foothills Elementary paraeducator Lauren Miller.
The contract discussion was peppered with references to next year’s bargaining and the 2025 school year, when the entire contract expires and a new one will be negotiated. The district’s push back on bargaining this year is a foreshadowing of what next year will look like. The members in attendance made commitments to help their co-workers join the union which will be paramount in obtaining a strong contract next year.
The evening included the swearing in of newly elected local leaders and the 2nd annual JESPIES Awards, honoring the very active JESPA membership. Awards were given to the much-deserving bargaining team and many of the members who helped strengthen their union in the 2023-24 school year. More stories on award winners to come.
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]]>The post UPDATE: Paraeducators win class action grievance appeared first on JESPA.
]]>UPDATE:
Paraeducators: You are not temporary. |
After collaborating with the Employee Relations team to resolve a grievance regarding the permanent or temporary status of ISP Paraeducators, JESPA Members are proud to confirm to all ISP Paraeducators that are indeed permanent employees. This result comes after hundreds of ESPs took action by signing petitions to declare that Paraeducators are not temporary. The words “temporary” have been removed from all job descriptions and the practice of terminating these dedicated and hardworking Paraeducators without due process is at an end. This practice has caused a deeper issue; a SPED department staffing crisis, which means students with needs are going without the proper staff to aid their education. This movement gives us hope that we can turn this crisis around and begin to focus on supporting our students by providing them with the paraeducators they deserve and need. We are glad to have worked closely with the Employee Relations team to resolve this culture issue within the SPED department. |
Original post:
Paraeducators play a vital role in special education, providing personalized assistance to students with special needs. However in a recent grievance meeting, Jessica Goodkin, Director of Special Education, asserted that all Individual Support Paraeducators are temporary employees. Paraeducator job security is under threat as Jeffco continues to violate the Collective Bargainign Agreement and insists on a practice that devalues their worth and their job security.
This situation exacerbates existing staffing challenges, as paraeducators are already without adequate wages and benefits. Sending paraeducators out the door in the most understaffed department is tantamount to educational malpractice
Misclassifying paraeducators as temporary extends beyond contractual concerns. Over 100 paraeducator and 20 Special Education paraprofessional positions are currently unfilled. This jeopardizes the education and well-being of potentially over 100 students with special needs who rely on individualized support.
Paraeducators are essential to special education and deserve job security. Despite being designated as permanent employees under the CBA, the district claims of paraeducators being “temporary” raises questions about leadership in the SPED department.
Further, the assertion that paraeducators are “temporary” due to the temporary nature of their students is absurd dangerous. Students graduate, funding changes, and educational approaches evolve – all temporary aspects. However, the need for paraeducators is permanent. The district’s claim essentially implies paraeducators are “at-will.”
At-will employment undermines well-being and security. Employees can be fired without cause, causing uncertainty for workers and their families. Unions champion fair treatment and due process, ensuring employees are protected from unjust firings. This approach fosters a productive work environment and empowers employees to voice concerns about conditions, safety, and harassment.
Let’s Unite for Change – sign our petition here!
Challenging the district’s assertion respects paraeducators’ rights and roles while ensuring fair treatment for students with special needs. Upholding our contract provisions guarantees stability for paraeducators. As advocates for equity and quality education, we must unite against this attack on our coworkers and Collective Bargaining Agreement. This issue has broader implications – if paraeducators are suddenly deemed at-will, who’s next?
While we can take legal action when the district breaches our Collective Bargaining Agreement, they may continue their unjust practices. Correcting this violation requires us to stand together, reminding the district of paraeducators’ permanent impact. Paraeducators are the backbone of special education, providing personalized support to students and teachers alike.
Join us in voicing concerns and ensuring paraeducators receive the respect, security, and recognition they deserve. Take action by signing our petition, urging the district to follow our CBA and prioritize students.
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]]>The post Could a JESPA Member Become the National ESP of the Year? appeared first on JESPA.
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Andrea Cisneros, Colorado’s ESP of the Year, serves as an inspiring example for ESPs not only across the state but nationwide. She has demonstrated exceptional dedication to organizing not just her colleagues but also actively engaging with parent and student communities. Andrea’s unwavering advocacy for providing healthy meals to all students has yielded remarkable results, making her a deserving candidate for the National ESP Award.
In her role within the Jefferson Area Healthy Meals Pilot Program, Andrea has fostered vital connections within her community, fostering closer collaboration between Jeffco, community groups, and local farmers. Her tireless efforts, including grassroots campaigning for the passage of Prop FF, Healthy School Meals for All Students, have expanded access to school meals for numerous students. Andrea played a central role in the successful action alongside Coloradans for the Common Good, which secured commitments from school board candidates to raise wages, improve access to healthy food, address staffing shortages, and stop outsourcing jobs to private companies. Post-election, Andrea continued her organizing work, ensuring that the board upheld these commitments.
Her impactful efforts directly led to a $3/hr wage increase for JESPA members and initiated a healthy food pilot program led by food service workers and parents. Andrea’s dedication extends to mentoring emerging food service union members, forging connections with community organizations, faith institutions, and parent groups. She currently serves on the community advisory board of the Jeffco Food Policy Council, has held a position as a JESPA officer, actively contributes to the JESPA organizing committee, and provides invaluable support to JESPA members in need.
Now, Andrea has received a well-deserved nomination as a candidate for the National ESP of the Year. Let’s extend our best wishes to Andrea as we hope she advances to the finals, recognizing her outstanding contributions and commitment to our community. She undeniably deserves this recognition!
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]]>The post Jefferson Healthy Food Pilot Launch appeared first on JESPA.
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The Jefferson Area Food and Nutrition Pilot program kicked off after a year of work by the committee made up of parents, students, school staff, community leaders, and district and JESPA leadership. Kitchen staff at Jefferson Jr/Sr, Lumberg Elementary and Edgewater Elementary Kim Barnard, Eva Parilla, Martha Ramirez, Lail Skelsky, Nuris Martinez, Theresa Martinez, Sulema Trujillo, and countless others, have done an amazing job and made the day successful. They served Chicken and Plant-based Bowls with Corn and Black Bean Salsa on the menu and we received a lot of positive feedback. They heard lots of positive comments from students about the meals, and school staff also purchased meals and ate with the students.
This pilot also marked the beginning of the district’s partnership with East Denver Food Hub and the kitchens received items from a number of local farms to be served at the pilot sites throughout the week. The fruits and veggies at the pilot sites looked and tasted amazing. Thank you to East Denver Food Hub and the local farms below for providing some of these local, fresh and delicious items!
- Cucumbers and Cherry Tomatoes from Hoffman Farms
- Peaches from Bluebird Organic Fruit Co
- Pears from Fuller Orchards
Next up, the teams will serve have Beef and Vegetarian Lasagna on the menu Wednesday, 9/27 and Thursday, 9/28.
We want to congratulate the FNS department including Beth Wallace, Executive Director Erika Edwards, Shelby Ruffalo (dietitian) and Sam Knipple (chef), Geri Coleman, supervisor who helped make this pilot launch happen! A lot of work went into introducing these new menu items to our students and we appreciate all the care this team put into making this happen!
An extra special shout out to both Hallie Nelson of the Jeffco Food Policy Council, and the families from Edgewater Collective for putting their hearts and hard work into engaging with he school district to make this pilot launch a success. We look forward to more good work during the 2nd year of the pilot, and seeing the pilot work grow!
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]]>The post Holiday Pay Transparency Explained appeared first on JESPA.
]]>Picture this: you work in a school district where your holiday pay was hidden within your hourly rate. It made understanding your paycheck a real puzzle – you are supposed to get paid holidays, but those holidays were showing unpaid. The district assured you that it was all accounted for, but you never saw the actual hours you work nor do you see the separate paid holidays you were promised. Many of your coworkers believed that they are earning a salary and exempt from overtime pay under this structure, leading many to work off the clock and take work home! You wondered if you were alone in your confusion!
Several of your union coworkers stepped in to make progress toward pay transparency. They saw the issue and decided to fight for fairness. While the district was able to prove they had inflated the hourly rate with holidays, despite it appearing unpaid, these JESPA members still believed that we should all be clearly paid for their time and their holidays, and that the Collective Bargaining Agreement and the law, particularly the Fair Labor Standards Act (FLSA), demanded clear explanations about how the district calculates pay.
In a nutshell, the Fair Labor Standards Act (FLSA) is a federal law in the United States that sets basic labor standards for employees. It covers things like minimum wage, overtime pay, child labor, and record-keeping requirements. The FLSA ensures that workers are fairly compensated for their work. It establishes rules for working hours, wages, and other important aspects of employment to promote a safe and fair working environment.
Because of your JESPA coworkers efforts through this grievance and then through bargaining, the school district is making a change to the way they calculate your pay and account for holidays.
Here’s how the wage schedule and holiday pay is being adjusted:
- First, the district has adjusted the hourly rate so that it does not include holiday pay. To do this, you start with the annual rate of pay, divide that by the total number of workdays and holidays on the calendar last year (before adding any new holidays that JESPA won.) Then divide that by the hours worked to get the correct hourly wage.
- Now, we have a new and corrected starting point for your hourly rate, to which the district will add the $1.40 per hour that was negotiated for a cost of living adjustment (COLA).
- You will then most likely move one step or have your step adjusted upward unless you were hired after April 1st or are not step eligible due to evaluation.
- Now that the pay has been adjusted, the holidays will now be paid separately on your paycheck. Year round 260 day employees have negotiated Juneteenth, for a total of 10 holidays, and school calendar employees have won MLK Jr Day, for a new total of 7 paid holidays.
This new transparent system starts with your September paycheck. It might be a bit confusing at first, but don’t worry, you’re not alone. It’s all about making things clearer for everyone. No more hidden holiday pay! It’s going to show up as a separate line on your paycheck from now on.
Here’s a Summary:
- Previous Approach by the district: The district combined holiday pay within hourly rate, making it hard to track and see your actual wages and your holiday pay.
- Grievance: JESPA members filed a grievance due to unclear and hidden hourly pay, as we believed it to violate the contractual rights to paid holidays and clear hourly wages as required by the Fair Labor Standards Act. The district agreed to change the way wages and holidays appeared on the paycheck.
- Settlement: Employer Action: Updating pay schedules by separating holiday pay, and addressing transparency.
- Calculation Change: Using new formula – annual rate ÷ (days worked + holidays) ÷ hours per day.
- COLA Addition: To the hourly rate without holidays, $1.40/hour was added for the cost of living adjustment (COLA)
- Step increases: Step movement or positive step adjustments for all step eligible employees hired before April 1
- Result: All holiday pay shown separately in checks, ensuring proper compensation, plus COLA and steps, and an additional holiday for all!
In summary, the pay concern centered on transparency. The district is adjusting pay practices to ensure clarity, separating holiday pay and showing it separately on checks. The FLSA mandates wage transparency, emphasizing an understanding of wage components. This aligns with your grievance, resulting in a recalculated and transparent pay structure.
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