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Classified staff criticized district raises without retro pay; trustees press for fairness and safety follow‑up on UOP summer program
Summary
Classified employees and union representatives urged the board to provide retroactive pay and fairer raises after trustees and the superintendent received increases; trustees requested site visits, data and assurances about student safety during the University of the Pacific pre‑college program.
Classified staff speakers and union representatives used the public comment period to criticize recent district compensation decisions, saying board members and senior leaders received retroactive pay increases while classified employees were offered a 1.75% increase without retroactive pay. Several commenters, including CSEA representatives and long‑time food‑service workers, urged the board to revisit negotiations and to value frontline staff.
Superintendent Michelle Rodriguez responded in public, saying the August board minutes specify a 1.75% increase contingent on settlements and that she has not received pay beyond the bargained amounts because negotiations with labor groups have not concluded.
Separately, trustees debated the district’s agreement with the University of the Pacific (UOP) to send Stockton students to a pre‑college summer institute. Trustee Priess raised a student safety email alleging bullying during a prior summer session and asked for documentation of resident‑advisor training and protocols. District staff and the program director said UOP provides resident advisors, campus police and parent check‑in mechanisms, and pledged to follow up and provide training documentation; trustees who had previously abstained on the UOP item changed positions after receiving assurances and the board later authorized the agreement after a revote.
Why it matters: Concerns about compensation and working conditions are central to district operations and staff morale. The UOP pre‑college program offers college exposure to Stockton youth but requires clear safety and reporting protocols for minors on a college campus.
What happened: During public comment, multiple classified employees described heavy workloads, low wages and the perceived unfairness of leadership retroactive pay. Trustees acknowledged the concerns and pledged follow‑up visits to kitchens and meetings with union leaders. On the UOP agreement, trustees asked the district to provide evidence of safety protocols and resident advisor training; district staff committed to follow up and to share outcomes and program data.
Next steps: Staff will provide follow‑up information about the UOP safety/training protocols and program outcomes, and district leadership signaled ongoing bargaining and communications with classified unions about pay and retroactive compensation.
