The Parties agree that all classified staff who earn, accrue and use vacation will be provided with an optional opportunity to “cash out” in a lump sum payment, twice a year, up to their total earned and accrued vacation, based on the guidelines listed below. Classified staff may only submit requests for the accrued hours available in their bank(s) at the time the request is made. No “front loading” or “projecting” of potentially accrued vacation will be permitted.

Classified school-term staff may submit a request to cash out a minimum of one (1) day’s worth of regularly scheduled work hours up to a maximum of their total available accrued vacation days.

Classified year-round staff may submit a request to cash out a minimum of five (5) days worth of regularly scheduled work hours but must maintain at least eighty (80) hours in their accrual bank.

For the Spring 2026 semester, classified staff must notify the District of their cash out request no later than June 12, 2026 via a Google Form. The expected pay out for that submission will be no later than July 10, 2026.

For the Fall 2026 semester, classified staff must notify the District of their cash out request no later than December 1, 2026 via a Google Form. Pay outs will take place no later than December 23, 2026.

For the Spring 2027 semester, classified staff must notify the District of their cash out request no later than June 1, 2027 via a Google Form. The expected pay out for that submission will be no later than July 7, 2027.

For the Fall 2027 semester, classified staff must notify the District of their cash out request no later than December 1, 2027 via a Google Form. Pay outs will take place no later than December 22, 2027.

For the Spring 2028 semester, classified staff must notify the District of their cash out request no later than June 1, 2028 via a Google Form. The expected pay out for that submission will be no later than July 5, 2028.

The District will be responsible for managing all unit member cash out requests, including processing and ensuring correct payments are made. Each employee is responsible for ensuring they submit their cash out request by deadlines listed in this Side Letter and are responsible for ensuring they are submitting requests for hours available in their accrual bank(s). Any cash out requests made by the employee that exceed their available balance(s) will be rejected and only approved for up to the available balance. In the event of an employee being cashed out for hours beyond what was available in the employee’s accrual bank(s), the employee will be responsible for the request and understands that a negative balance reverts to a pay dock for using hours that were not available. Unit members should be mindful of the time it takes to process a deduction to their accrual bank(s) if they previously used vacation days and then submitted a request to cash out vacation days as this is an example of when a negative balance could occur, which will result in a pay dock.

Vacation submissions during the regular school year are not impacted by this Side Letter and are to follow the current language in the Collective Bargaining Agreement. Additionally, all other leave requests, including sick leave, will be in adherence to the current language in the collective bargaining agreement.

This Side Letter shall be non-precedent setting and will sunset on June 30, 2028, unless the Parties mutually agree to extend this Side Letter agreement.

The San Francisco Unified School District, referred to as the District, and the Service Employees International Union Local 1021, referred to as the Union, collectively referred to as the Parties, agree to the terms below for school-term school clerks. The purpose of the Side Letter Agreement is to address the need of school-term clerks, such as 1426’s to work extended days/hours during the month of June 2026, to complete tasks related to completing the 2025-26 Academic School Year.

Rationale for Extended Work Days and/or Hours for Clerks:

School clerks have historically worked additional days after the end of the regular school year to complete their assigned tasks. This includes collecting teacher keys, paperwork, processing timesheets, and other related duties. This year, an educator strike led by the United Educators of San Francisco resulted in the school district having to extend the academic calendar. Extending the academic calendar by five (5) school days has required the extension of employee work groups work calendars. Along with that extension was additional work that school clerks are requesting additional time to complete those tasks.

Any school site who permits their school-term school clerk to work additional hours or extended days will be responsible for ensuring their site budget can provide the pay and benefits for each employee. The District’s budget will not be responsible for any lack of funding or calculation errors done at the school site level.

Compensation:

All SEIU school-term clerks who volunteer to work additional hours or extended days will be compensated as follows:

• Clerks will be compensated at their current hourly rate.
• Clerks will be permitted to work during non holiday periods as this Side Letter Agreement does not include the ability to work during federal holidays, such as Friday, June 19, 2026 for Juneteenth.
• Clerks are also not to exceed working more than eight (8) hours per day as overtime compensation is not included in this agreement.
• All compensation must be submitted according to the deadlines established by the SFUSD Payroll Department (bi-weekly end of pay period is 6/30/2026).
• All compensation will be paid out using the current 2026 fiscal year funding and paid out by July 10, 2026

Terms of this Agreement:

This Side Letter Agreement is non precedent setting and unless specified otherwise, no section in this Side Letter will supersede the most current Collective Bargaining Agreement between the Parties. Additionally, this side letter will sunset on June 30, 2026, unless the Parties mutually agree to extend this Side Letter agreement in the future.

Side Letter on Subcontracting for Urgent Staffing Needs

The San Francisco Unified School District (“District”) and Service Employees International Union Local 1021 (“Union”) are collectively referred to as the “Parties.”

In the event that the District has a good faith belief that it may be unable to meet its legal obligations, the Parties agree to discuss in a timely manner and on a case-by-case basis the need to subcontract work. In addition, the Parties may discuss other alternatives to subcontracting to address urgent staffing needs. Any resulting subcontracting of work will be based on mutual agreement.

This Side Letter will expire June 30, 2028.

Additional Local 1021 Member Compensation:

Hourly pay shall be adjusted in accordance with negotiated rates in the contract to take effect as of July 1, 2018 and be implemented as soon as administratively feasible following the annual receipt of the parcel tax revenues from the City Controller. This fixed Parcel Tax add-on will be based on the July 1, 2018 hourly rate and will equal the total cost of one per cent (1%), multiplied by a factor of three and eight hundred and seventy-five thousandths (3.875). This will result in a fixed 3.875% salary add-on to the members’ base hourly salary.

Future negotiated salary percentage increases from reopener or full contract bargaining shall be calculated based on the schedules in effect on July 1, 2018, minus the fixed Parcel Tax add-on, which shall be referred to in this agreement as the base hourly salary schedules.

Professional Development for Clerical Workers (classifications 1424 and 1426):

$100,000 per year will be allocated to support the professional development of clerical classifications 1424 and 1426

Additional Hours and Professional Development for Student Nutritional Workers (classifications 2615 and 2616):

$343,000 per year will be allocated to support Student Nutritional Workers. A work group consisting of representation from members of SEIU and SFUSD SNS management will meet to examine parameters for the use of these funds and will include the development of staffing standards and professional development for staff.

Savings Clause:

In the event that the parcel tax expires without being renewed by the voters, the salary schedules shall revert to those in effect on July 1, 2018, plus subsequent negotiated salary increases. All other economic incentives and other expenditures that use parcel tax revenues shall cease to exist effective June 30th of the year in which the parcel tax expires and is not renewed.

Text version to follow shortly

Between SEIU Local 1021 and SFUSD

1. The parties agree that a job analysis of class 7218 will be conduction with the goal of aligning the actual work, position, and compensation to facilitate student and staff safety.
2. Incumbents in class 7218 as of September 29, 2017 will be held harmless in any transition that results from the analysis
3. If a new classification with a higher pay schedule is identified as a successor to class 7218, class 7218 will have its salary schedule adjusted to match while the transition is effected
4. If a new classification with a lower pay schedule is identified as a successor to class 7218, incumbents will retain their current salary schedule after the transition
5. Incumbents will maintain their accrued seniority if consolidated or transitioned to any successor classification
6. Any successor classification identified will be accreted to the SEIU 1021 bargaining unit
7. This sideletter will be subject to the grievance and arbitration process contained in the collective bargaining agreement.