Download
1 / 16
160 likes | 308 Vues
Where have we been and where we are going…. Collective Bargaining 2013. MDCPS Opening Offer. 58 Step Monstrosity of a teacher schedule No Step movement ever No increases in pay $41 million increase in healthcare costs $0 for ESP’s
E N D
Where have we been and where we are going… Collective Bargaining 2013
MDCPS Opening Offer • 58 Step Monstrosity of a teacher schedule • No Step movement ever • No increases in pay • $41 million increase in healthcare costs • $0 for ESP’s • Adopt SB-736 language regarding Lay-off for teachers being strictly based on IPEGs ratings with no consideration of an employee’s contributions to the district
Bargaining Continued • 11 more bargaining sessions • Increased public appearances of UTD • Bargaining Town Halls • Member Happy hours • Increased public appearances of UTD Officers • Community events • Political events • Community Organization • MEGAfest • Radio Show
October 14th, 2013 An Agreement Is Reached
Collective Bargaining 2013 • WHAT THE AGREEMENT CONTAINS • Step Movement and Schedule Improvement • $70 Million Increase in pay to UTD bargaining Unit • Teacher Starting Pay of $40,500 • Teacher Top Pay of $70,325 • 2.3% increase in pay and a bonus for ESP’s • Kept a healthcare option with $0 premium for employee coverage • Eligibility for the RTTT distribution will include all teachers with an evaluation, including those who have never before shared in the RTTT funding. • Healthcare Bands frozen again
Collective Bargaining 2013 • WHAT THE AGREEMENT CONTAINS • Every teacher will receive at least the value of the expected step increase for the 2013-2014 year. • Bargaining Unit members will have a choice of 3 healthcare plans, an opt-out provision, debit cards for flexible spending accounts and group term life insurance. • Open enrollment will be scheduled immediately and new selections will be effective 1/1/2014. • Employees will likely be able to compare healthcare options with their spouses for the first time in years. • New leave of absence provisions will become a permanent part of the contract to allow additional teachers to take a leave without losing their Annual, Professional Service or Continuing Contracts.
Collective Bargaining 2013 • WHAT THE AGREEMENT CONTAINS • Race to the Top • The grant is coming to an end. • $20 million is going to be spent this year • The pool of eligible employees is finally increased to include every teacher • Based on the IPEGS summative evaluation • Effective and Highly Effective are eligible • Teachers can expect in the area of $1000.
Collective Bargaining 2013 • WHAT ABOUT THE CHANGES FOR SB-736? • SB-736 was passed in 2011 • It was the first bill signed by Governor Scott • It was sponsored by a South Florida Legislator • We are bound by law to change our contract to comply with SB-736 • The Law required that we change the Lay-off portions of our contract • Many of the changes that you find in the ratification materials are there because of technical changes we must make rather than substantive changes • The language we have negotiated where the changes are substantive provides significant protections above the law for current and future employees.
Collective Bargaining 2013 • WHAT ABOUT THE CHANGES FOR SB-736? • Of the substantive changes, the sections dealing with Reduction-In-Force (RIF) are the most significant and sensitive. • MDCPS has under the law, and has always had, the right to determine when a RIF is necessary. This does not change with this agreement. • The school board would have to vote to reduce the amount of employees during a public meeting. The would further need to indicate the subject area/program that needed to be released. • UTD has studied all of the agreements that have been reached around the state since the passage of SB-736. • The UTD team made strong demands to provide the best possible protections that still comply with the law.
Collective Bargaining 2013 • WHAT ABOUT THE CHANGES FOR SB-736? • Before any teacher under contract could be subject to RIF, all probationary, and interim employees would have to be terminated. • If the RIF required that more employees be released than Interim and probationary employees then Annual Contract (AC)teachers would be considered. • The RIF would then proceed starting with AC teachers who would be ranked according to their performance evaluations. • If the RIF required that more than all of the AC teachers in the subject area/program were released than Professional Service Contract (PSC) teachers would be considered in the same manner.
Collective Bargaining 2013 • OTHER CHANGES FOR COMPLIANCE WITH LAW • Change the contract to bring it into compliance with law regarding certification and accountability. • Provides teachers with sufficient time to come into compliance without jeopardy. • Requires district to notify in writing all teacher who need to come into compliance. • Updated various compensation and payroll procedures.
Collective Bargaining 2013 • Leave Option • We have put into the contract a significant leave. • We have used the leave for the last 2 years under temporary agreements • Provides significant protection due to the changes made by SB-736 • Protects contract status that would otherwise be lost. • No restrictions on outside work • This leave is mainly to protect one’s contractual status • No Pay • No Benefits
Collective Bargaining 2013 • IPEGS • Recognizing difficulties with the implementation of the IPEGS system, both sides have agreed to a committee to review IPEGS and update for the coming year.
