Details of the Teacher Contract Negotiations Released by the School Committee

The following comes from the Westford School Committee

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The School Committee has repeatedly been asked to supply the public with details of our negotiations with the teachers’ union.  During the course of formal negotiations the sharing of negotiation details with the public about the offers was prohibited.  After formal negotiations ended, the Committee accepted the advice of the State mediator not to disclose the details of the offers over the course of the mediation with the WEA as the best process to reach an agreement.  On February 28, 2012, an Agreement on the terms of a successor contract was reached with the negotiating team authorized to represent the teachers.  This agreement was rejected by the union members at a ratification vote held on March 16, 2012.

 

Therefore, in an effort to inform the public we have put together the following explanation of the Agreement reached on February 28, including requests made by the teachers’ negotiating team that were not agreed to.

 

PRESENTLY TEACHERS’ BASE SALARIES (EXCLUSIVE OF LONGEVITY, TUITION REIMBURSEMENT, SICK LEAVE BUY BACK, STIPENDS AND/OR SUMMER PAY) RANGE FROM $42,025 TO $78,812

 

The Agreement reached on February 28, 2012 provides:

 

Two year contract

COMPENSATION

Year one –

a)       A freeze of “step” increases for one year.  Every employee would remain at the same “step” level that they were on in the 2010-2011 school year for the 2011-2012 year. 

b)       In consideration of the “step” freeze, every employee presently at the top “step” of the current  pay scale would receive a one time $300 signing bonus and every employee below the top “step” of their pay scale would receive a one time $500 signing bonus

c)       In consideration of the “step” freeze there would be a reduction in the number of in school days worked from 185 to 183.  In addition the last day of school would be a ½ day for the teachers as well as the students. 

d)       Sick days would accrue at 14 rather than 15 days per year, 7 of which may be used as “Family Sick Days” (up from 5)

e)       Personal Days will be increased from 2 to 3 per year and a fourth additional day may be requested for religious observance

f)        In consideration of the one year “step” freeze there would be an increase in tuition reimbursement from $875 to $1000 per year for teachers enrolled in Masters or Graduate degree programs and from $675 to $850 per year for all others taking approved Undergraduate or Graduate courses

g)       In consideration of the one year “step” freeze there would be an increase in workshop or conference reimbursement from $100 to $200 per year

h)       Longevity increases would be paid to those employees with more than 14 years of service (down from 15 years) at the rate of $200 per year and continue to be paid for those employees with more than 15 years of service at $900 per year; for those with over 20 years of service at the rate of $1,125 per year; for those with over 25 years of service at the rate of $1,375 per year and for those with over 30 years of service at the rate of $1,600 per year

i)         For one year there would be no more than one required after school meeting per month limited to not longer than one hour (down from two meetings per month)

j)        Increases for additional education credits (Masters, Masters plus 30 credits) would continue at the same level as set in the last contract

k)       Stipends would continue to be paid for employees who supervise clubs, coach sports, direct groups etc. in accordance with the amounts set in the last contract, language defining specific stipend activities to be decided by a subcommittee of teachers and administration

 

Year two –

a)       Effective the first day of the 2012-2013 school year there is a return to full “step” increases (step increases currently average 3.39% annually based on the 2010-2011 salary scale)

b)       In consideration of the Year One “step” freeze (2011-2012) there would be a reduction in the number of in school days worked from 185 to 183.  In addition the last day of school would be a ½ day for the teachers as well as the students.  

c)       Sick days will accrue at 14 rather than 15 days per year, 7 of which may be used as “Family Sick Days” (up from 5)

d)       Personal Days will be increased from 2 to 3 per year, a fourth additional day may be requested for religious observance

e)       In consideration of the Year One “step” freeze (2011-2012) there would be a continued increase in tuition reimbursement from $875 to $1,000 per year for teachers enrolled in Masters or Graduate degree programs and from $675 to $850 per year for all others taking approved Undergraduate or Graduate courses

f)        In consideration of the one year “step” freeze (2011-2012) there would be an increase in workshop or conference reimbursement from $100 to $200 per year

g)       In consideration of the Year One “step” freeze (2011-2012) there would be Longevity increases of $300 to those with over 15 years of service and $400 for those with over 25 years of service

h)       In consideration of the Year One “step” freeze (2011-2012) there would be a one time $300 signing bonus for those presently at the highest step but not eligible for Longevity (56 employees)

i)         Continuation of Longevity increases, increases for additional education credits (Masters, Masters plus 30 credits) and stipends as described above

 

 

***TEACHERS’ NEGOTIATING TEAM HAD BEEN DEMANDING TWO FULL STEP INCREASES TO BE AWARDED BY THE END OF YEAR TWO OF THE CONTRACT.  ON FEBRUARY 28 THEY ACCEPTED THE SCHOOL COMMITTEE’S OFFER OF NO STEP INCREASES IN YEAR ONE AND ONE STEP IN YEAR TWO.  PAYMENT OF THE SECOND STEP WOULD REQUIRE AN ADDITIONAL $525,000 EXPENDITURE IN FISCAL 2014.  THE TOWN IS PROJECTING A DEFICIT FOR FISCAL 2014 OF 3.4 MILLION WITHOUT ANY ADDITIONAL STEP EXPENDITURE BEYOND WHAT IS REQUIRED FOR THE ONE STEP OFFERED BY THE SCHOOL COMMITTEE EFFECTIVE SEPTEMBER 2012 FOR YEAR TWO. 

 

 

HEALTH INSURANCE

-has been separately negotiated with the Town and has resulted in a switch to Tufts.  This eliminates the increase that would have occurred by remaining with BC/BS of an amount between $349 and $925 per year ($1,500 for retirees) with an increase in benefits (more chiropractic, OT and PT visits, 20% CVS discount card) and a continuation of existing co-pays at their present level ($5 for office visits, $10/$25/$35 for prescriptions).

 

 

NON COMPENSATION ITEMS

-requested by the teachers that were agreed to by the School Committee:

 

a)        An increase in compensatory “Summer Pay” for teachers needing to stay beyond the regular School year to set up or dismantle a classroom from two half days to 2 full days.

b)       Increase in “planning time” for all teachers to 220 minutes per week.

c)       Monthly meetings with the Superintendent for two designated union representatives to discuss an agenda of subjects about which they wish to consult

d)       “University of Westford” courses (those ‘no cost’ courses offered to teachers free of charge, which can be used to qualify for salary increases available in the “Masters plus 30” category) will not start earlier than 3:45 pm unless no elementary teachers are enrolled.

e)       If any building loses power and heat resulting in a temperature below 60 degrees for more than one hour everyone will be transferred to another building or released for the day.

f)        Two weekends and five business days at the end of a marking period will be allowed for entry of grades on report cards at the elementary level

g)       The Superintendent has provided a letter of good faith acknowledging participation by the teachers in the implementation of the Parent Portal portion of the iPass system

h)       A task force including the teachers has been formed to develop a new teacher evaluation instrument to be used beginning in September of 2012

i)         Increased salary due on promotion from Bachelors to Masters column of salary scale will be paid retroactively to the start of the school year as long as paperwork is in by October 1 or, for the second half of the year by February 1.

j)        The Administration may not change workdays to go beyond June 30 or to commence more than one week prior to Labor Day without notifying and consulting with the union

k)       Changes to the Family Medical Leave Act language in the contract were made so this language would comply with existing law

 

 

 

 

 

 

-requested by the teachers and not agreed to by the School Committee:

 

1)       A reduction of the number of teacher work days from 185 to 181 (School Committee counter offer 183).

2)       An increase of allowable accumulated sick days from 150 to 180 (School Committee counter offer 155 – not accepted by the teachers).

3)       An increase in the number of sick days allowed to be used for family emergencies from 5 to 10 (School Committee agreed to 7).

4)       Teacher newsletters and class web pages shall be voluntary or optional and can be updated when needed as long as parent communication is maintained by email or otherwise.

5)       One hour early release each week during which time staff and other meetings would be scheduled

6)       Double the rate of sick leave buy back presently contained in the contract from $35/day to $70/day (School Committee counter was to eliminate sick leave buyback for all new hires).

7)       Change the compensation schedule so that longevity increases are paid beginning at 10 years instead of at 15 years of service (School Committee agreed to increases at 14 years).

8)       Tuition reimbursement increased to 100% for state university courses and 80% for private university courses (School Committee increased reimbursement $1,000/year for Masters and Graduate level courses and $850/year for all others).

9)       High School teachers assigned to teach an uncovered class during their prep time to be paid an additional 1/5 per diem pay of their daily rate

10)    Limit student supervision time to 10 minutes before school starts and 10 minutes after school ends.

11)    Allow collaboration days to be totally teacher directed

Compensation Issue

Year One (2011-12)

Year Two (2012-13)

Salary step increases

Freeze at 2010-11 level

Return to step increases: step increases average 3.39% annually based on the 2010-11 contract

Signing bonus – Top step

$300 – For all employees at the top step

$300 - For employees at the top step who are not eligible for longevity

Signing bonus – Below top step

$500

Ends in year 2

Reduction in work days

From 185 to 183 days

183 days (ends after yr. 2)

Tuition reimbursement – Masters/Graduate programs

From $875 to $1,000

Continues at $1,000

Tuition reimbursement –
Masters/Graduate courses

From $675 to $850

Continues at $850

Calendar

Reduce last day worked from full-day to half day.

Reduce last day worked from full-day to half day.

Conference reimbursement

From $100 to $200.

Continues at $200

 Meetings

From:  One, hour-long faculty and one, hour-long curriculum meeting per month beyond the regular school day
To:      One, hour-long meeting per month beyond the regular school day

Ends in year 2

Yearly longevity payment

Year 14  $ 200
(longevity payment in year 14 new; prior longevity payments years 15-30+ to continue)      

 

Years

From:

To:

   15

$   900.

$1,200.

   20

$1,125.

$1,425.

   25

$1,375.

$1,775.

   30

$1,600.

$2,000.

 ($200 in year 14 continues; increases of $300 for over 15 but under 25 years, and $400 for those over 25 years)

Sick/personal days

 

 

Sick Days

Personal Days

From

15

2

To

14

3

Seven sick days may be used for family sick days; an additional religious day may be requested

Continues in year two

Westford School Committee

Angela Harkness, Chair

David Keele

Margaret Murray

Arthur Benoit

Kenneth Teal

Erika Kohl