Yesterday, April 19, 2018, TAAAC and the Board reached a Tentative Agreement for Fiscal Year 2019. Below, you will find a bulleted summary highlighting the modifications to the current agreement. Except for items identified by asterisk (*) or (**), the effective date of the Agreement is July 1, 2018.
Salaries and Wages
- One full step increase for all eligible employees effective on July 1, 2018
- Across-the-board increase (or “COLA”) of 2%
- Increase in extra instructional hourly wage from $25 to $30 per hour, with commensurate increase in curriculum writing and professional development summer pay from $200 to $240 per day (*)
Work Time and Work Load:
- The position of Athletic Director is reclassified to a 210-day position, salary rates and benefits commensurately adjusted
- The position of Middle School Counselor is reclassified to a 12-month position, salary rates and benefits commensurately adjusted (**)
Other Leaves:
- Bereavement leave is modified to change 5 consecutive calendar days to 4 duty days with greater flexibility for the employee to schedule.
- Provisions for administering the Family and Medical Leave Act of 1993 were modified to:
- More precisely define who is eligible for FMLA benefits, and more closely reflect the provisions in the statute.
- Redefine the functional “12-month period” from “July 1 to June 30,” to a “12-month looking forward” from last use of FMLA Leave
- Limit the amount of paid leave that may be used (50 days) before the counting down of the 60 days of FMLA entitlement.
- Provide Job Protecting Alternative Leave (JPAL) so employees who are ineligible for leave under the FMLA statute retain FMLA-like job protection for FMLA qualifying events.
Rating and Observations
- Selected Central Office Teacher Specialists will be allowed in the observation and rating process of Unit 1 school based educators in the EEE, AVID, and Signature programs.
Miscellaneous:
- A Memorandum of Understanding (MOU) was signed by both parties creating the summer time four-day work week once again.
- A joint work group was created to discuss the potential benefit in moving to an alternative to the biweekly pay frequency.
Notes:
(*) The increase will be effective until July 1, 2019
(**) The reclassification will not take effect immediately on July 1, 2018, but will begin nearer to the start of the 2018-19 school year.
Materials and instructions for use in the school and workplace balloting will be distributed at the Association Representative Council on May 2, 2018
The Bad News
Like past agreements, this one is meaningless if the County Executive chops away the requisite funding. That’s why we need you at the County Budget Hearing on May 14 at 6:30pm at North County High School to help convince the County Council to restore any cuts made by the County Executive that take away the benefits just bargained.
Register now at https://actionnetwork.org/forms/join-us-on-may-14-for-the-county-council-budget-hearing?clear_id=true.
For our students, our schools, and our future,
