Summary of PAT Tentative Agreement from 12/20/2016 IBB Consensus Lab

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1 Name Summary of Change Impact of Change 1 Status and Effect of District will provide PAT written This will help us monitor our contract in case these changes violate the contract or trigger Agreement notice of changes in Board policy and a demand to bargain over a new issue. Administrative directives prior to implementation. 4 Dues and Payroll Deductions The District shall provide PAT with a list of bargaining unit members including location of assignment and percentage of FTE. This will help PAT with creating accurate building lists and knowing who works where. This has been especially difficult to track from the district information for special ed unit members, itinerant unit members and coaches. Changes standard work year to contract year in extended/reduced work year section. Allows focus/priority schools to extend work year for up to two years after priority/focus designation has ended. Adds PD days for schools that have a change in grade levels. Clears up the work year for counselors, media specialists and others with an extended year. When days are added to the contract year, these days are added to the year for members with an extended year as well. For example: a counselor on a 200-day work year would work 202 days if the district increases the work year for all members to 192 days. We expect several schools to lose their focus/priority designation next year. This change would allow the District to continue to add up to three additional PD days to the work year for these schools. This is primarily intended for newly-converted middle schools and feeder schools. Up to two added paid days shall be included in the calendar. Members are not required to attend the added PD days unless the district gives them three-month s notice. Adds required paid new orientation days for newly hired members. Requires the District to hold two evening parent teacher conferences and gives members a day off as compensation for the two evenings. Requires the district to hold an orientation for newly hired members and focus at least ½ of the time on basic practical details of employment. Involves PAT in the presentation of the orientation. Repeats the orientation in October for late hires. This is what most schools have been doing for several years with a contract exception. This year we signed a Memorandum of Agreement to do this without a contract exception. This is putting that practice in the agreement. Next year the conferences are scheduled before Veteran s Day, and the comp day is scheduled on the Wednesday prior to Thanksgiving. 1/10/2017 1

2 Name Summary of Change Impact of Change Creates a pilot for schools to explore new approaches for parent teacher conferences. This is optional and may create some data around other ways to hold conferences. A school would have to send in a contract exception. One idea considered was for HS to explore variations to the current schedule. Another option identified is for teachers to track hours in conferences and allow them to hold the conferences at various times; possibly using video conferencing as an option. Extends memorandum of agreement (MOU) on conferences and first quarter report cards for PK-5/6 teachers. Extends MOU on Rosa Parks yearround calendar. Continues the current practice of not completing a report card for the first quarter for PK- 5/6 students. The District is creating a report card committee to explore changes that may impact this practice in the school year. Continues the current MOU for another year. This memorandum clarifies transfer rights, insurance and paychecks for Rosa Parks unit members. Creates new language that identifies when work days may not be scheduled. Effective August, 2017 staff meetings shall be held on Tuesdays. This creates a list of days (e.g. weekends/holidays) when work days may not be scheduled. This applies to focus/priority schools as well. The exclusion does not apply to extended responsibilities, outdoor school, field trips and clubs. This moves all required staff meetings/trainings to one day of the week. This should reduce the pressure to attend two meetings in one week for members with job alikes. It also frees up a day a week for other optional professional development. Adds language around site support instructors (SSIs) to the contract. Adds new language on motherfriendly workplaces. This language was a memorandum of agreement that is now incorporated into the contract. It expands the number of schools who may receive a SSI to 15. Site support instructors are full-time PAT members who are paid under the regular contract. They are assigned to fill in when no substitutes are available. The inability to fill substitute jobs impacts several schools more significantly. This expands rights beyond those granted by state law into our contract and requires the district to allow mothers reasonable break time to express milk each time the employee has need to express the milk. Language is also added for compensation for members who voluntarily agree to provide coverage. 1/10/2017 2

3 Name Summary of Change Impact of Change 11 Mileage and Procurement Cards 11 Mileage and Procurement Cards Adds contract language to clarify auto reimbursement mileage. Adds language clarifying rules around procurement cards (P-cards). 14 Leaves Incorporates changes in Oregon law related to sick leave into the contract. 14 Leaves Changes definition in family leave for immediate family. 14 Leaves Incorporates changes in state law into bereavement leave section. Itinerants must designate a home school each year for the purpose of figuring auto mileage. This restores reimbursable mileage for any itinerant unit members and clarifies the process regarding when mileage is reimbursable. Members must receive approval to receive a P-card and complete required training prior to use. The language makes clear how to obtain a card and how to use a procurment card making work expenses easier and faster for unit members. References the laws to incorporate any added benefits for members. Clarifies that members may use sick leave in hourly increments. Adds step-parents, step-siblings and step-children. Changes definition for domestic partner from same or opposite sex to two persons regardless of sex assigned at birth, gender identity, or recorded gender. Adds step-parents, step-siblings and step-children to immediate family for bereavement leave. Clarifies in contract a new benefit in state law that allows them to use up to five days of accrued leave for the death of immediate family members. This could include sick leave or any other paid or unpaid leave in the order determined by the member. 14 Leaves Increases the number of hours that members can collectively donate to the Sick Leave Bank from 3200 to Transfers Creates new language that requires administrators to publish their initial assignments or notify staff in writing of their tentative assignment prior to internal phase of interviews. Each year the SSick Leave Bank has run out of hours around March/April. The additional hours will hopefully create a bank that will get us through the entire school year. This would apply to this school year. Remember, members will need to donate to the Sick Leave Bank to provide the additional hours. This will hopefully give members a better idea of their expected assignment in their current location prior to the internal transfer process. 1/10/2017 3

4 Name Summary of Change Impact of Change 15 Transfers New vacancies in ongoing Association positions which become known within 21 calendar days of the first workday shall not be required to be posted internally before posting externally. New 16 Building and Classroom Moves Creates a new article that focuses on time and compensation for members who are required to move to a new school campus or to a different classroom within their building. Creates language for extraordinary moves where members agree to pack supplies and equipment beyond the typical classroom situation. This has been the practice for the last few years through a memorandum of agreement. It allows the District to more likely fill newly-vacated positions before the school year begins. Newly-vacated positions frequently occur because of other transfers as well as last-minute resignations. This provision does not apply to newly-created positions. This provision adds language to the contract similar to language we have had in past Memoranda of Agreement regarding District-initiated school moves. It grants up to 8 paid hours to pack and another 8 paid hours to unpack for moves to a new school. Within a building, the time allowed is 4 paid hours to pack and another 4 paid hours to unpack. Some restrictions apply. This language impacts members who are assigned to another building or classroom because of remodeling or school conversions. It also provides paid time to move if an administrator directs a member to move two years in a row. This provision is in addition to language that grants members time to plan when moved. 17 Mentor Program / Professional Growth New language that allows temporary professional educators to access tuition reimbursement funds. There was a restriction in the past that did not allow temporary members to access tuition reimbursement funds. Some restrictions apply to the new language. 18 Professional Improvement 18 Professional Improvement New language clarifies the process for getting an advance on professional improvement funds as well as procedures for submitting for reimbursement. New language that allows temporary professional educators to access professional improvement funds in some cases. This is mainly language to clarify PPS procedures that were not in the contract. In the past temporary professional educators did not have access to professional improvement funds. Some restrictions apply to the new language. 1/10/2017 4

5 Name Summary of Change Impact of Change 19 Professional Educator Rights and Just Cause New language that clarifies that Plans of Assistance and letters of Expectations are not disciplinary. This is one of several changes trying to clarify when non-disciplinary actions may occur and clearly making these documents non-disciplinary in nature. A template for letters of expectations is included in the contract. These letters shall not go in the District personnel file but rather in a separate District file that will be automatically purged after three years. 19 Professional Educator Rights and Just Cause New language to clarify members rights in a disciplinary meeting. 20 Nondiscrimination Adds membership or nonmembership in the Association or participation in its activities to the list of protected classes. 22 Personnel Files Added language for Letters of Expectations New language requires that the District describe the issue to be discussed with enough detail to know what the meeting is about. It also clarifies the number and type of representatives allowed at a meeting. Finally, it places the meeting notice letters in a separate investigation file rather than in the member s personnel file. This was inadvertently left out of the contract in the last round of negotiations. The language was in the contract prior to that. It also reflects state law. Clarifies that Letters of Expectations shall be removed from building files when the professional educator or supervisor is transferred. 23 Evaluations Changes evaluation timelines for probationary professional educations. The current language has all probationary educators being evaluated before Winter Break. This new language focuses attention on completing the first evaluation for probationary employees early enough to give members time to improve before nonrenewal decisions are made in February. Probationary 1 members would be evaluated before Oct. 31 st, Probationary 2 before Thanksgiving break, and Probationary 3 before Winter Break. 1/10/2017 5