Collective Bargaining Agreement is RATIFIED!

CONGRATULATIONS!
IT’S YOUR FIRST EVER COLLECTIVE BARGAINING AGREEMENT!

FINANCIAL HIGHLIGHTS …
* The District now pays 2% more of your insurance premium.
* When Education Assistants cover classes without a teacher present, they’re now paid an additional $5 hourly, in chunks as small as 30 minutes.
* When an employee is paid overtime or for extra duties, the timelines by which they are paid is sped up.
* All summer time and weekend work is now voluntary; none can be mandated.
* Stipends and increments are all negotiated. No more special deals. The list is updated and inclusive.
* Certified employees asked to work beyond the number of days in personal contracts will be compensated at their daily rate.
* For E.S.P., there are stronger protections for appropriate overtime.

PROFESSIONAL ADVANCES …
* Discipline of students must be fair and supportive of employees and classroom management.
* A new limit is placed on interference with preparation time: other duties can only be assigned during your prep period on not more than 3 of every 20 days.
* A new limit on the number and length of faculty meetings: not more than one (1) hour in length, and not to exceed three hours in every 20 days (and they can’t be called with less than 48 hour advance notice).
* A new limit is created on requirements for the participation of Certified employees in "other professional duties" of not more than thirteen (13) hours per year. When required, employees will receive ten (10) days notice beforehand.
* Grade changes can no longer happen mysteriously or without thorough documentation, and teachers play a critical role.
* Employees will be provided copies of all forms and information concerning PDP’s observation and evaluation procedures at the beginning of each year.
* Site-based committees can’t be staffed by "favorites" only: the administrator must use an open-process. Site-based decisions must comply with the C.B.A.
* The District must consult with employees prior to requesting Class Size waivers from the PED.
Employees who drive (on more than one day) to more than one site, ten or more miles apart, are now reimbursed at the state rate.
* Stipend "post-season" bonuses now apply to sponsors and advisors of academic and cultural activities as well as for athletic coaches.

EMPLOYEE RIGHTS ARE CLEARER AND EXPANDED …
* Now, Discipline of employees must be fair: high standards apply. Disciplinary actions will be based on just cause, and this includes new employees too.
* If a meeting involves any issues which may lead to discipline, the employee can stop it until a union representative can be present.
* Personnel files cannot include any documents which you haven’t been shown first and signed for. You can respond to any document in your file.
* Final Grievance decisions are now made by an Arbitrator selected by the union and management together. The process is no longer political: the Board has no role at all and the administration can be overruled.
* No more time-clocks for certified staff working in one building.
* At the conclusion of faculty/staff meetings, a designated Association Representative may make Association announcements
* When you’re too sick for work…
* Teachers and others can not be made to find their own substitutes (as has sometimes been the practice here).
* The Leave policies now treat you with respect. No more presumption that you’re abusing the policy.
* VOLUNTARY TRANSFERS: Current employees applying for another job will all be interviewed, and will always be considered before outside applicants. Interviewed employees will be given written notice of decisions – no more waiting in limbo.
* The District must prove a REDUCTION IN FORCE is needed before laying off employees for budget reasons and if it is, then the new fair and objective process protects the employment rights of all bargaining unit members. A RIF cannot ever be used to retaliate against an employee.
* INVOLUNTARY TRANSFERS: no employee will suffer a loss in compensation during the current or future years because of a transfer.

EXCLUSIVE ESPAÑOLA-NEA RIGHTS …
* No significant changes can be made by the administration to any working condition without negotiating first with your union.
* At the conclusion of a faculty/staff meeting a designated Association Representative may make short Española-NEA announcements
* Your representation rights are stronger than ever in all employee rights situations.
* An Agreement oversight committee composed of union and management representatives can meet at any time to discuss district-wide concerns, but all major changes need to be negotiated and Española-NEA members vote to approve or reject any changes. Non-members have no say.

Please Note: Your unpaid negotiation team spent hundreds of hours over 18 months, and now you and all other employees in our bargaining unit will benefit. The Collective Bargaining Agreement works for you. Everyone benefits from the success made possible by our dues paying members. We NEED the membership of every Espanola school employee so we can enforce this agreement and together achieve lasting power to negotiate more successes for next year. If you’re not already a member, join today!