FINAL SETTLEMENT

NEWTOWN SCHOOL DISTRICT COLLECTIVE AGREEMENT

We, the undersigned, agree to these terms of settlement for the following bargaining items:

(2) year contract term.

1) Reduction in Staff

At the end of every school year, the Teacher Association will conduct a survey for those who wish to partake in early retirement or who are retiring. The board will hire according to this data for classroom sizes to remain at no more than (33) students per teacher.

1.2 No fulltime employees within the bargaining unit should be laid off during the term of the collective agreement as per in agreeance with the union and board.

1.6 Recall: In addition to no layoffs there will be a recall period for voluntary retiree’s which is only valid for 1 year.

Recall will follow list by seniority.

On the event a Recall is offered recipient has 5 business days to accept.

2) Workload

2.1 Employees will be hired the lowest entry level on a as needed basis reflected by student to teacher ratio demand. Academic classes to be smaller and capped off at (33) students and leisure classes to be larger than (33) students.

2.2 Employees will be scheduled for all hours up to (7.5) hours daily, Monday to Friday, inclusive of emergency assignments and general obligations.

2.4 Duty-free time to be allotted to (15) minutes per day in addition to a (25) minute lunch period. All duty-free time is to be uninterrupted time.

2.5 Emergency assignments and general obligations are to the discretionary power of the teachers to determine who will fulfill the duties including emergency substitute fill-in, bus duty, hall duty, disciplinary duty, committee service, chaperone after-school athletic, and social activities.


3) Evaluation of Teachers

Continuous professional development is essential for teachers for future education of the students. A consultant firm will be hired to have bias view on the evaluation procedure. Board will survey teachers and management to find the most favourable subjects to evaluate teachers. Those lists of top favourable developments will be utilized by the consultant to evaluate and professionally develop current employed teachers.

Teachers will have full disclosure of their evaluations that has been obtained on their file.

6) Benefits

6.2 Bereavement Leave: Any employee who notifies the board as soon as possible following bereavement will be granted (5) consecutive working days, without loss of regular pay, in conjunction with any family member, no title needed, for agreed paid bereavement.

6.3 If an employee is required to attend jury selection or serve as a juror in any court of law or is required to attend as a witness in a court proceeding, the employee will be paid based on regular pay but will be deducted jury pay from salary. Jury pay is as follows: day 1-10 $0 per day of service, days 11-49 $40 per day of service, days 50+ $100 per day of service.

Employee will receive compensation if:

Employee notifies board immediately of presence needed in court.

Presents proof of service requiring employee’s attendance.

 Childbirth leave: The employee will be granted (10) days leave for female employees who have given birth and the leave should not be classified as sick leave. (10) days parental leave will be given for spouses or partners for new parents and classified as sick leave.

Articles That Have yet to Reach Agreement

2) Workload

The board offered increase the Teachers Associations workday to (8) hours a day inclusive of (50) minutes prep time, in which the Teachers Association did not agree as they wish to eliminate 1x (50) minute prep time. The board offered a counteroffer of increasing the workday to (7.5) hours, inclusive of (30) minutes prep time. The Teacher Association also did not agree to this offer due to insufficient time to prepare properly.

During the upcoming negotiations, the board wishes to offer to keep prep time as it is currently.

4) Salary

The board offered the teachers association a 3.25% raise over a 2-year period inclusive of cost of living, with a retroactivity of 30%. This offer was denied for reasons that the Teachers Association felt a 3.5% yearly raise was insufficient.

In the upcoming negotiation, the board would like to offer 7% pay increase, inclusive of cost of living, without retroactivity.

5) Binding Arbitration of Grievances

Accumulated sick leave upon severance was not discussed in prior negotiations. The board wishes to offer the Teachers Association (20) days accumulated sick leave upon severance during the upcoming negotiations meeting.

a) How did your team set bargaining priorities?

            b) How did your team prepare for the start of bargaining?

            c) Did both team bargain in good faith? Explain.

            d) Describe the stages of the union-management negotiations.

            e) Describe the subprocesses within each bargaining stage.

f) Strategies and tactics for collecting and controlling information during the distributive bargaining subprocess.

g) Were you satisfied with the outcome of the bargaining? Why or why not?

           

Explain in detail all of the above questions.

Answer rating: 100% (QA)

a How did your team set bargaining priorities Setting bargaining priorities involves determining which issues are most important to the union and identifying which issues can be negotiated To set barg... View the full answer