Where have we been and where we are going
1 / 16

Collective Bargaining 2013 - PowerPoint PPT Presentation

  • Uploaded on

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

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

PowerPoint Slideshow about ' Collective Bargaining 2013' - chastity-everett

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

Mdcps opening offer
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
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 14 th 2013

October 14th, 2013

An Agreement Is Reached

Collective bargaining 2013
Collective Bargaining 2013


    • 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 20131
Collective Bargaining 2013


    • 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 20132
Collective Bargaining 2013


    • 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 20133
Collective Bargaining 2013


    • 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 20134
Collective Bargaining 2013


    • 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 20135
Collective Bargaining 2013


    • 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 20136
Collective Bargaining 2013


  • 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 20137
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 20138
Collective Bargaining 2013


    • 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.