Rocklin Unified School District

The state law creating collective bargaining rights for public employees also contains a mandatory impasse resolution process. If it becomes clear that the District and union bargaining teams cannot reach a mutually acceptable agreement through standard negotiations, either party may request that the state intervene. The Regional Director of the Public Employment Relations Board (PERB) is asked to issue a formal declaration of impasse. When that happens, PERB assigns a neutral mediator from the State Mediation and Conciliation Service, taken from a list approved by the parties. The impartial mediator then facilitates all talks between the two teams.

 

Yes, PERB certified that we are at an impasse. A neutral mediator facilitated talks. This is a regular part of public school labor negotiations, and many school districts have used mediation to narrow their differences and clarify the issue in dispute. Both parties are still engaged in negotiations; we asked PERB to step in to assist both parties in reaching a common understanding of the facts. The District is committed to bargaining in good faith in an atmosphere of mutual respect, honesty, and open communication.

 

In most cases, on the day of the mediation session, the neutral mediator may meet with the parties and then shuttle back and forth between their separate caucus meetings to exchange ideas and offer counteroffers. The role of the mediator is to determine if they can identify areas where the parties might be willing to compromise on their positions. The mediator can also offer their own suggestions for a settlement. This is all done in closed sessions, not open to the general public or rank-and-file employees. It is up to the mediator to decide how long mediation should continue. Sessions are scheduled as long as the mediator feels they will be productive. Mediation can last weeks and sometimes even many months.

 

No, the current teacher contract remains in effect. The current contract expired on July 1, 2025, but remains in effect until a successor agreement is negotiated. Last school year's teacher salaries and benefits continue as is until a new agreement on total compensation is reached. The district has implemented the usual automatic step and column pay increases for longevity and continuing education credits for all employees who are still advancing up the salary schedule. A majority of our teachers received a step and/or column increase this year. This represents an average salary increase of 3.5%, which is reflected in their paychecks.

An impartial three-person fact-finding panel will be convened to review the arguments and proposals from both sides and issue a set of non-binding recommendations for a settlement. District management and the union each appoint one member to the fact-finding panel. Then, they mutually agree on a neutral, independent fact-finding panel chairperson from a list of qualified labor relations professionals supplied by the state. The fact-finding hearing usually takes about a month to schedule. It may take longer. The hearing is not open to the public.