SB 559

Bill Subjects

Abstract

(1) Existing law requires the superintendent of a school district, if a reduction in the number of certificated employees employed by a school district is authorized for specified reasons, to give written notice, by no later than March 15, to the governing board of the school district and the employee that it has been recommended that a notice of termination be given to the employee. Existing law requires, if an employee requests a hearing to oppose a termination pursuant to these provisions, that a copy of the proposed decision be provided to the employee on or before May 7. Existing law further requires the notice of termination be given to the employee before May 15. This bill would delay these deadlines to May 15, June 7, and June 15, respectively, and would make various findings and declarations relating to the issuance of these notices. (2) Existing law gives public school employee organizations the right to represent their members in their employment relations with public school employers, and limits the scope of representation to matters relating to wages, hours of employment, and other terms and conditions of employment, as defined. Existing law requires the public school employer and the exclusive representative, upon request of either party, to meet and negotiate regarding the procedures and criteria for reduction in workforce, but provides statutory procedures and criteria to apply if the public school employer and the exclusive representative do not reach a mutual agreement. This bill would require the public school employer and the exclusive representative, upon request of the public school employer, to also meet and negotiate regarding the revised deadlines described above. (3) Existing law provides that, after a certificated employee of a school district or a county superintendent of schools with an average daily attendance of 250 or more completes 2 consecutive years of employment and is reelected for the next succeeding school year to a position requiring certification, the employee becomes and is classified as a permanent employee of the school district or county superintendent. Existing law requires the governing board of a school district or county superintendent to notify the employee on or before March 15 of the employee's 2nd year of probation of the decision of the governing board or school district to reelect or not reelect the employee for the next succeeding school year to the position. This bill would delay this deadline to May 15. The bill would also delete obsolete provisions, update references, and make nonsubstantive and conforming changes.