SEA COLLECTIVE BARGAINING TOPICS & FAQ
For SEA Members: Understanding Future Bargaining Possibilities
Your SEA bargaining team remains hopeful that we will reach a fair and just contract for all members through the bargaining process. While a strike is a legal option in the bargaining process, it is not our goal. Our intention is to reach a resolution that is least disruptive to educators, students, and families.
1. Maintaining the 8-Hour Workday
The District is proposing an 8.5-hour workday (e.g., 7:45-4:15 or 8-4:30), the longest in the state for a district on a 5-day school week. SEA is fighting to keep the current 8-hour day.
2. Competitive Cost-of-Living Adjustments (COLA) & Insurance Contributions
SEA educators earn 4-6% less than surrounding districts.
Other districts, like 4J, are receiving 5% COLA increases next year.
Without improvements, we fall further behind - impacting recruitment, retention, and your lifetime earnings.
3. Daily Prep Time for Elementary Teachers
Elementary teachers lack protected daily prep time during student hours.
Two days per week, Embedded Collaboration meetings take away prep time during student hours - unlike in many other Oregon districts.
SEA is demanding protected prep time every school day during the student contact hours. All levels: elementary, middle and high, deserve equivalent prep time.
4. Limits on After-Hours Meetings and Events
The District wants no cap on required after-hours or evening events.
SEA seeks to protect personal time and prevent burnout.
5. Fair Personal Leave Access
Current policy restricts the number of staff who can be on personal leave.
This is one of the most restrictive agreements in Oregon.
SEA wants to remove these restrictions to allow flexibility and fairness.
6. Protection for Professional Development (PD) Days
The District proposes the ability to recall teachers from PD to cover teaching duties.
7. Embedded Case Management Time for SPED and ELD Teachers
Case management time has been reduced or removed, forcing teachers to request release time.
SEA is advocating for dedicated, embedded time to handle essential duties like testing, documentation, and family meetings.
What are the Next Steps in the Bargaining Process?
Mediation
This is the second step in the process.
SEA continued submitting proposals even as the District chose to move to mediation.
Mediation lasts a minimum of 15 calendar days (not sessions).
Declaration of Impasse
Either party may declare impasse if mediation fails to result in agreement.
30-Day “Cooling-Off” Period
Required by law after an impasse is declared.
“Final Best Offers” Submitted
At the end of the cooling-off period, both sides submit their final offers.
Union Member Decision
Members vote to accept or reject the District’s offer.
If rejected, members may vote to authorize a strike.
Legal and Practical Questions About a Strike
Q. Can I lose my job if we strike?
A. No. A strike is a legal part of the collective bargaining process, and you cannot be fired for participating.
Q. Can the District retaliate against me for striking later?
A. No. Retaliation or retribution for participating in a legal strike is prohibited by law.
**High participation in a strike also offers protection—there is strength in unity.**
Q. Will I get paid during a strike?
A. No pay from the District. Members may receive strike pay from OEA (currently $120/day). Unemployment benefits may also be available depending on the circumstances.
Q. What happens to our students?
A. Instructional time will be lost, but SEA believes that long-term improvements in working conditions will benefit students and schools overall.
Q. Can days be added to the school year after a strike?
A. Yes. It is possible that the school calendar will be adjusted to make up lost days.
Q. Will I still have health insurance?
A. Yes. If you work at least one day in a given month, your health insurance is active for that month. SEA will work to strategically plan strike actions to ensure coverage.
Final Thoughts
SEA remains committed to bargaining in good faith and advocating for a contract that reflects the professionalism and dedication of our members. Striking is a last resort—but it remains a lawful and powerful tool when necessary.
Please stay informed, ask questions, and stay engaged as we navigate this process together.