At the close of last week, a joint request for a declaration of impasse was finalized by negotiaitors for TAAAC and the Board of Education and submitted to the Public School Labor Relations Board. In that it is a joint request, there should be little doubt that the PSLRB will acknowledge the existence of a legitimate impasse.
Once the declaration is made, TAAAC and the BOE will have five calendar days to select a mediator and ten calendar days to submit “last and best” offers as prescribed in the regulations.
THE IMPASSE ITEMS INCLUDE THE FOLLOWING:
TAAAC proposes one full step increase and a one-time 1% increase on the top step of each column. The BOE proposes no step increases and a 1.25% COLA.
TAAAC proposes the addition of another seniority column for contract holders with 15 or more years in the activity. The BOE rejects the proposal.
The BOE proposes the elimination of the current three-year reduction in experience credit for new hires and the deletion of the contract language that provides an annual step increase for eligible current employees. TAAAC’s position is that new hires can make up lost experience as current employees recover lost steps of their own, and rejects the elimination of the three year reduction. TAAAC also rejects the elimination of the contract provision that provides an annual step.
Although a tentative agreement had been reached that would have increased increase extra-instructional pay to, …no less than $30/hour, TAAAC withdrew its agreement following the County Executive’s budget reductions. TAAAC proposes to utilize the funding intended for extra-instructional pay to restore the reduced funding for salaries. The BOE proposes to go through with the extra-instructional increase rather than restoring cuts to salaries.
CHALLENGED SCHOOL ASSIGNMENT STIPEND
The BOE seeks to eliminate the $2,000 stipend for Unit 1 personnel assigned to “challenged” schools, but is not putting the savings into salaries. TAAAC rejects the elimination of the stipend unless the savings are used for Unit 1 salaries.
RESIGNATION AND CONTRACT RENEWAL
The BOE seeks to replace the language that allows Unit personnel to resign during the year with 30-day’s notice with language that would require notice of 45 days prior to the end of the first semester. TAAAC rejects the change.
LENGTH OF WORK YEAR
TAAAC proposes to reduce the work year by two duty days with no commensurate reduction in salary. The BOE rejects the reduction.
UNIT 1 MEMBER RIGHTS, PRIVILEGES, AND RESPONSIBILITIES
Currently, Unit 1 personnel who appeal recommendations of suspension or dismissal remain on full salary status for 120 days*. The BOE proposes to reduce the paid time to 90 days. TAAAC rejects the proposal.
More will follow as the impasse process continues.
Note: (*) Duration of salaried status can last even longer than 120 days as long as delays in the process are not the fault of the appellant.