For more than thirty years, Health and Human Services (HHS) professionals—including School Psychologists, Occupational Therapists and Physical Therapists, and Speech-Language Pathologists—have had the ability to elect part-time assignments at  40, 60 or 80 percent, based on programmatic needs and administrative approval. This longstanding past practice has supported employee retention, program stability, and continuity of services for students.

Recently, administrators overseeing these programs abruptly informed staff that only 50% part-time appointments will be permitted moving forward, citing alignment with the UTLA–LAUSD Collective Bargaining Agreement as the sole rationale. This change was announced with minimal explanation and an extremely short timeline, requiring employees to make significant employment decisions within days.

This sudden change, even if presented as a reversion to contract language, raises serious concerns:

Violation of Established Past Practice The District is attempting to eliminate decades-long, consistent working conditions without negotiation or adequate justification. 

Lack of Transparency and Accountability Employees have received no clear explanation of who made this decision, why it is being implemented now, or how it supports students or staff. 

Unreasonable and Disrespectful Timeline Some staff were given only five workdays to make decisions that significantly impact their livelihoods.

Impact on Families and Livelihoods This change disrupts childcare arrangements, family responsibilities, and financial stability for employees who rely on 60 percent or 80 percent salaries. 

Programmatic Disruption to Schools and Students HHS assignments—especially for Speech-Language Pathologists—are often structured in full or half-day increments that align effectively with 60% and 80% schedules. Reducing options to 50% undermines service delivery and school site consistency. 

Disregard for Veteran Employees Many employees have worked successfully in part-time roles for 10, 20, or more years, choosing these schedules to balance professional, health, and family needs. 

Equity and Retention Concerns Limiting flexible work options will drive away highly qualified, experienced staff at a time when the District is already understaffed and struggling to meet legally mandated student services. 

Unanswered Questions About Compensation and Benefits Employees have not been provided clear information about impacts on salary and step advancement, health benefits, retirement and pension contributions 

Erosion of Professional Respect The way this change has been communicated reflects a lack of respect for the professionalism, expertise, and contributions of HHS employees. 

We, the undersigned members of United Teachers Los Angeles, demand that LAUSD:

1. Honor and maintain existing part-time arrangements (of 60 percent and 80 percent) for all current HHS employees.
2. Preserve the established practice of offering flexible part-time options moving forward.
3. Engage in good faith with UTLA to negotiate any proposed changes impacting working conditions.
4. Provide full transparency regarding any policy changes, including rationale, decision-makers, and impact analyses. 

This issue affects not only the working conditions of dedicated professionals, but also the quality, consistency, and legality of services provided to students. We stand united in defense of our colleagues, our profession, and the students we serve.

Signed,

Occupational Therapists and Physical Therapists

Speech-Language Pathologists

School Psychologists