may 6, 2015. negotiating team nolan flores hs miles lewis ms cathy crable fe phil corleto oe kim...
TRANSCRIPT
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General Membership Meeting
May 6, 2015
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Negotiating TeamNolan Flores HSMiles Lewis MSCathy Crable FEPhil Corleto OEKim Schultz OPJeff Ugine At LargeJean Stein At LargeBetsy HennessyAt Large
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Negotiating Team
Michele Farley, WTA PresidentJeff Trout, NYSUT Regional Rep
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District TeamRob BanzerJoe SiracuseJohn CarlevattiHolly ArmitageGreg AtseffTim ReynoldsCarla Boerman
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The Process: Interest-Based1. Identified interests based on WTA
surveys2. Determined common interests with
the district3. Explored all potential options 4. Agreed upon option that best met
the interests of both parties.
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Jeff Trout NYSUT Rep Regional Trends in Settlements2016 Budget Bill
A. School Aid B. Tenure C. Teacher Certification & SED Registration D. APPR
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Curriculum WritingChange: Removal of an ending date
to continue curriculum writing rate.
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Domestic PartnershipChange: Domestic partners are no
longer recognized for employee benefits (as per NYS law allowing same sex marriage)
Previously recognized partnerships will be grandfathered in
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Calendar/Work YearCalendar/Work yearChange from 188 to 187 work days
with no change in salaryAugust 31 new potential start date.
This provides more flexibility in creating the calendar
Elementary: last day will be one full staff day, not “the equivalent” of one full staff day.
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Parent Teacher Conferences• Elementary will have 2 half days in the fall and 2 half days in the spring.
• Secondary will have 1 half day in the fall and 1 half-day in the spring.
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Planning TimeThis is new language, added to the contractIt provides a minimum guaranteeElementary: The equivalent of one special
area class period (K gets the equivalent of 1-5 class)
Secondary: The equivalent of one instructional period
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Sick and Personal LeaveRemoval of language dictating use
of personal days3 personal days to 2 personal days14 sick days to 15 sick daysAdditional language regarding
attendance patterns
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Tuition ReimbursementChange: language removed allowing tuition reimbursement.$1250 base salary increase is still in effect for completed Masters.
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StipendsNot enough time to resolveSub-committee created to address
and resolve issues with an MOA by January 1, 2016
Stipends frozen for 2015-16 school year
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CompensationSalaryHealth Care
Current employees: No change
New employees: Base plan changed to Healthy Blue
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SalaryCompared Wayne salaries with salaries from comparable districts using NYSUT and NYSED data.Comp districts: Victor, Spencerport, Pal-Mac, Canandaigua, Webster.
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Sala
ry
Figure 1. Average 2015 Wayne salaries based on years for credited service compared to other comparable districts’ average salaries.
0 5 10 15 20 25 3040000
45000
50000
55000
60000
65000
70000
75000
80000
85000
90000
WayneComps
Credited years of service
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Trend was recognized by WTA and the district. (Figure 1.)Competitive starting salariesWidening gap years 4-30
Shared interest to address external inequity.
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Objective: Provide external equity while maintaining internal equity.
Three Year Plan: Provides flat raises for all. Extra money used to close gaps over the first two years.
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Three Year PlanYear 1: 2% flat + 1.5% to gap
Closes gaps by ~27% on average.
Year 2: 2.9% flat+ 1.1% to gapCloses gaps by ~29% on average.
Year 3: 2.5% flat
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Sala
ry
Figure 1. Average 2015 Wayne salaries based on years for credited service compared to other comparable districts’ average salaries.
0 5 10 15 20 25 3040000
45000
50000
55000
60000
65000
70000
75000
80000
85000
90000
WayneComps
Credited years of service
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Credited years of service
Sala
ry
Figure 1. Average 2018 Wayne salaries based on years for credited service compared to other comparable districts’ average salaries.
0 5 10 15 20 25 3040000
45000
50000
55000
60000
65000
70000
75000
80000
85000
90000
WayneComps
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Salary SlipsSalary slips will be individualized for each member
Passed out at building level meetings
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Salary slip exampleNAME Building
2015 2016(2%)
2017(2.9%)
2018(2.5%)
SalaryTotal
50,000 51,650 53,697 55,040
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• Objective: provide external equity while maintaining internal equity.
• 3 Year plan makes significant strides in closing gaps.
• Interest of District and WTA to continue to address this issue in future contracts.
Summary