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Board authorizes layoff resolution after staff outline changes and supports for displaced employees
Summary
The board approved Resolution No. 25/26-26 authorizing reduction or elimination of classified and classified management positions for 2026–27, noting 283 positions were listed (268 classified and 15 classified management) and that 30 of those positions are currently filled, potentially affecting 22 employees; staff described bumping rights, training academies and other supports.
Mister Henderson presented Resolution No. 25/26-26 authorizing reduction and/or elimination of classified and classified management services for the 2026–27 school year, explaining the statutory framework and the district's approach to minimizing impacts on employees.
Henderson told the board the list includes 268 classified and 15 classified management positions — 283 in total — of which 30 positions are filled and those filled positions currently affect 22 employees. He said many positions on the list are vacant due to reclassification; specifically, "237 or 88% of [the classified positions] are vacant positions," and "214 positions, which is 80% of all positions on the list, 90% of the vacant positions on the list are due to the reclassification process." Henderson explained that some positions will not be noticed because hours were increased (for example, translator positions increased from 3 to 6 hours).
Public commenters urged alternatives and clarity. Fawn Peterson (CSEA chapter president) thanked staff for mitigation efforts but asked how many displaced employees ultimately will not find placements. A former campus supervisor (Demetria "Dee" Montez) described the personal impact of last year's layoffs and urged the board to consider alternatives such as hour reductions rather than elimination.
Board members asked about supports and training for displaced employees. Henderson and other staff described "train to retain" programs enacted last year — week-long clerical academies, bus driver training and job-shadowing opportunities — aimed at helping employees transition into open positions. Henderson said HR will review bumping rights, meet individually with affected employees and pursue vacancies to keep employees employed when possible.
Trustee Brown moved approval of the resolution; Trustee Lopez seconded. The board voted and the resolution passed unanimously.
What happens next: HR will finalize the list of employees potentially affected, conduct individual meetings and proceed with statutory notifications to meet timelines; staff said they will continue training and placement efforts to reduce actual job losses.
