Pleasanton Unified will post Frequently Asked Questions related to the 2011/12 budget on this page. If you have any questions, please email publicinfo@pleasanton.k12.ca.us

Budget FAQs
(PreviouslyApprovedReductionsPUSD.pdf)
(PossibleBudgetReductionsPUSD.pdf)

What reductions have been made by PUSD over the past three years?
What reductions have been approved by the Board for the 2011/12 school year?
Which districts around us receive funding from a parcel tax?  How much is it and what do they use if for?
What cost-of-living increase have employees received over the past few years?
What is the layoff process for school employees?
Does PUSD pay retirement pensions to teachers?
Do employees contribute to their retirement pensions?
Does the District have a liability for pensions?
Can teachers collect Social Security too?
Can a retired employee come back to work at the district?
Does the district pay for other retirement benefits?
How much do employees pay for medical and dental benefits?

What reductions have been made by PUSD over the past three years?
For the 2009/10 school year, the PUSD Board of Trustees approved $11.2 million in reductions.  For the current year, 2010/11, reductions of $8.2 million were approved, for a total of $19.4 in cuts over these years. These two years include employee concessions totaling $4.8 million.  Items such as library and technology support that were funded by local fundraising efforts were brought back for the current year only.

What reductions have been approved by the Board for the 2011/12 school year?
The PUSD Board of Trustees has approved reductions for next year totaling $3.5 million.  Please click here to see details.

Which districts around us receive funding from a parcel tax?  How much is it and what do they use if for?
Dublin: $96/parcel through November 2013; to support high academic achievement in math, science, reading, writing, and technology, attract and retain highly qualified teachers, maintain small class sizes, and provide ongoing teacher training
Livermore: $138/parcel through November 2013; to attract and retain highly qualified teachers, and maintain small class sizes, college/career/job preparation classes, art/music/foreign language programs, computers, infrastructure and instructional technology upgrades, elementary science specialists, and high school counselors. (LVJUSD passed a previous parcel tax in 2004.)
San Ramon Valley: $144/parcel through June 2016; to address the impact of cuts in the State's education budget, maintain academic excellence; retain qualified and experienced teachers; prepare students for college and careers for a global economy; maintain math, science, literacy and other academic programs; and provide other financial support such as the purchase of instructional equipment, materials and supplies .
Oakland: $195/parcel passed February 2008 with no expiration; to attract and retain highly qualified teachers, maintain courses that help students qualify for college, maintain up-to-date textbooks and instructional materials, keep class sizes small, continue after-school academic programs, maintain school libraries, and provide programs, including arts and music, which enhance student achievement. (Oakland passed three previous parcel taxes in 1996, 2001, and 2004.)
Alameda:  $0.32 per square foot or $299/parcel passed March 2011 for seven years; to protect small class sizes, core academic, art, music and athletic programs and neighborhood schools; and  to retain excellent teachers

What cost-of-living increase have employees received over the past few years?
Pleasanton Unified employees have not received a cost-of-living increase in three years. In a typical year, the state would provide a cost-of-living adjustment (COLA) to school districts. Pleasanton Unified and our employee associations negotiate any adjustment to the salary schedules. This increase may be the same as or more or less than the COLA received.

The following cost-of-living increases were added to the salary schedules for certificated, classified, and management employees. Note that in 2007/08, the certificated unit negotiated a 0.738 % lower COLA in order to help fund $500,000 towards elementary prep periods.

What is the layoff process for school employees?
The layoff procedures that school districts are required to follow are governed by the California Education Code. The procedures differ for our "Classified" and our "Certificated" employees. Classified employees are those that are not required to have a specific credential in order to perform their jobs. This would include clerical staff, custodians, classroom aides, etc. Certificated employees are those that are required to have a state-issued credential in order to perform their jobs. This would include teachers, counselors, psychologists, speech and language therapists, and administrators. The layoff procedures in the Education Code can get very detailed and a bit complex, but following is a brief overview of the process:

Classified Employees
A 45 day notice is required before an employee can be laid off from their position. Employees with the least seniority in the particular job classification that is being reduced are the first to be laid off within that classification. Employees who are laid off are placed on a 39 month rehire list and are brought back in reverse order of layoff (i.e. the last to be laid off is the first to be brought back.)

Certificated Employees
Certificated employees need to be given notice by March 15th if they might potentially be laid off for the following school year. This notice is called a preliminary layoff notice. A second notice is required by May 15th to be given to all employees who are actually going to be laid off. Seniority and credentialing determine the order of the layoffs. For example, a teacher with the least seniority in a particular teaching credential area that is being reduced is the first to be laid off. Certificated employees who are laid off are placed on a 39 month rehire list and are brought back as positions are reinstated in the reverse order of the layoffs. That is, the last to be laid off is the first to be brought back within the area they are credentialed to teach.

Does PUSD pay retirement pensions to teachers?
No.  California school districts and all of their full-time credentialed employees (i.e. teachers, administrators, counselors, etc.) are required to participate in the California State Teachers’ Retirement System (CalSTRS or STRS) program. The minimum retirement age for a STRS participant is 50 years of age with at least 30 years of service or 55+ years of age with at least 5 years of service. The STRS monthly retirement pension amount is calculated based on three factors--number of years of service, age at retirement, and highest average salary amount. The Pleasanton Unified School District does not determine any of the rules, procedures, or calculations of the STRS system.

Do employees contribute to their retirement pensions?
Yes.  Actively working employees contribute the legally required 8% of their own annual compensation directly to STRS.  In addition, PUSD contributes the legally required district amount of 8.25% of an actively working credentialed employee’s annual compensation directly to STRS.

Does the District have a liability for pensions?
No.  Pleasanton Unified does not pay out any money ($0) for pensions for retired employees. All of the payments to retirees for pensions come directly from the statewide CalSTRS program. Therefore, there is no liability to PUSD for retiree pension benefits.  The responsibility for the District’s 8.25% contribution (see above) ends once the employee has retired.

Can teachers collect Social Security too?
No, in almost all cases.  Because they participate in STRS, the vast majority of teachers and administrators do not participate in Social Security and do not receive “quarter credits” through their employment at the school district.  Employees who may have earned the required Social Security 40 quarter credits through private sector employment prior to their teaching career may qualify for some Social Security benefits, but as STRS members they are subject to a Windfall Elimination Provision which thereby reduces the Social Security benefits.

Can a retired employee come back to work at the district?
Yes, on a very limited basis as determined by STRS.  At times, school districts may need to employ retired administrators as substitutes for an active employee who is on a medical leave of absence or when the district is in the process of recruiting and filling an open position in the district. STRS sets the rules that apply to post-retirement employment. Retirees under age 60 are prohibited from taking any further STRS covered work for 6 months from their date of retirement, and all retirees are subject to a post-retirement earnings limitation. Any dollars earned for STRS-covered work over the annual limitation reduces the retiree’s STRS pension amounts in that year on a dollar-for-dollar basis. The 2010-11 annual earning limitation is $31,020.

Does the district pay for other retirement benefits?
Yes, for a limited period of time.  Certificated Employees who are 55 years or older with 10+ years working at Pleasanton Unified are eligible for 60 months of medical and dental insurance for the employee or employee +1.  Or they may choose 84 months medical and dental through Kaiser (single party only).  All medical coverage ends at age 65, regardless of when it started.  The District also funds up to five early retirement incentives (awarded to the most senior employees who are retiring).  In 2009/10 and 2010/11, the amount is $37,737.  See below for the current rates for health and dental insurance.

How much do employees pay for medical and dental benefits?
PUSD employees pay the entire cost of their medical and dental benefits.  See the following chart for annual costs for the current year.

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