General Membership Meeting

May 6, 2015

Negotiating TeamNolan Flores HSMiles Lewis MSCathy Crable FEPhil Corleto OEKim Schultz OPJeff Ugine At LargeJean Stein At LargeBetsy HennessyAt Large

Negotiating Team

Michele Farley, WTA PresidentJeff Trout, NYSUT Regional Rep

District TeamRob BanzerJoe SiracuseJohn CarlevattiHolly ArmitageGreg AtseffTim ReynoldsCarla Boerman

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.

Jeff Trout NYSUT Rep Regional Trends in Settlements2016 Budget Bill

      A. School Aid      B. Tenure      C. Teacher Certification & SED Registration      D. APPR

Curriculum WritingChange: Removal of an ending date

to continue curriculum writing rate.

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

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.

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.

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

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

Tuition ReimbursementChange: language removed allowing tuition reimbursement.$1250 base salary increase is still in effect for completed Masters.

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

CompensationSalaryHealth Care

Current employees: No change

New employees: Base plan changed to Healthy Blue

SalaryCompared Wayne salaries with salaries from comparable districts using NYSUT and NYSED data.Comp districts: Victor, Spencerport, Pal-Mac, Canandaigua, Webster.

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

Trend was recognized by WTA and the district. (Figure 1.)Competitive starting salariesWidening gap years 4-30

Shared interest to address external inequity.

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.

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

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

Credited years of service

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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

Salary SlipsSalary slips will be individualized for each member

Passed out at building level meetings

Salary slip exampleNAME Building

2015 2016(2%)

2017(2.9%)

2018(2.5%)

SalaryTotal

50,000 51,650 53,697 55,040

• 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