Windham Nh Collective Bargaining Agreement

A new contract was not approved until 2014. This two-year contract began a disturbing trend, which did not provide for the adaptation of the COLA to stages 1 – 13. Instead, WEA negotiators developed two additional steps at the top of the payroll plan; Step 14 in year 1 and stage 15 in year 2 – which allowed to increase costs without adjustments of COLA for the lower stages (see chart above). The agreement not only reduced the district`s competitive appeal to attract the best and brightest potential teachers, but also to keep them. „During this crisis, distance learning is a necessary temporary response that protects the health and safety of our students, their members and their families,“ said Megan Tuttle, President of NEA-NH. „We are pleased to reach this agreement to ensure continuity and consistency in the training of our students and recognize the important contribution made by each teacher, regardless of their professional description. We look forward to achieving the same result in districts across the country. Please note that in some markets, the rules of the collective agreement would apply to the pharmacy technician. „While each professional organization generally negotiates with its board of directors, we have been able to work together to reach this common agreement for the benefit of all students, teachers and staff in the district,“ said Travis Thompson, joint chair of the SAU 16 commission. „Because of the unprecedented nature of this pandemic, we believed that we needed to respond in an unprecedented way to enable educators to complete their work and support student learning while working remotely.“ The temporary agreement also allowed for an amended April break, which took place from Wednesday, April 8 to Friday, April 10. In 2016, high-level teachers (at the negotiating table) again benefited from a disproportionate adaptation of the COLA. This time, steps 1 to 13 have a small increase of 1%, stage 14 an increase of 2.8% and stage 15 (negotiators) a considerable increase of 4.7% (see chart above).

In the past, COLA adjustments have been applied equally at each stage of the wage plan to offset inflation and maintain the district`s competitiveness. This fair approach of equitably distributing COLA increases across all stages has helped the district be able to attract energetic and talented teachers at all levels when it replaced retired teachers. Unfortunately, that changed in 2014. And windham`s board executives thought about that. The 2008 contract divided a 3% COLA adaptation for each year of a three-year contract at each stage (see chart above). In the teaching profession, salaries are shown in a „salary plan“ table. Each „step“ in the table represents an additional year of experience – and therefore a salary increase. In Windham, there are 15 steps to compensate for the experience between 1 – 15 years and older. Each year, each teacher moves on to the next stage of the salary plan to compensate for their extra year until they reach the next stage.

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