HEA Contract Presentation Team Members: Sandra Cruickshank, Eileen Duhig-Larson, Katie Krajewski, Terri Plohr, Erin Roche, & Connie Wrobleski
Hawthorn District 73 Current Financial Situation Currently, the district is deficit spending due to large numbers of new ● students (a surplus of nearly 500 students in the last four years). ● The Board is working on a referendum for space needs. The Board will also need an Education Fund referendum to address ● staffing and resource needs for students; discussions for this will take place over the summer. ● Unless these referendums pass, the district will continue deficit spending.
Length of Contract ● Initially, we proposed a one-year contract in the hopes that we could negotiate with new revenue after an Ed Fund referendum in November of 2018 or April of 2019. However, the board will not receive their annual audit until June of 2019. ● They will not know the funds that will be available until then. We hope to then begin correcting the deficit and have an idea of the funds that are available for our next negotiation. After much discussion, we agreed to a three year contract on language with ● a financial reopener in December of 2019 to negotiate salary, benefits, and other financial language for the third year of the contract. *The contract we are proposing to you is from July of 2018 to June of 2021.*
Insurance Plans for All Members Individual Plan: ● No change to members despite an 8% increase in PPO insurance cost (district pays). 100% of your PPO or HMO plan will be covered ○ ○ Dental and Vision plans remain the same Family Plan: ● HMO - The district will increase their contribution to 50% of this plan. ● PPO - The district will continue to pay 30% of this plan; this cost will increase for members by 8%.
Salary Matrices for Certified and ESPs ● No one will be moving laterally or taking a step back using this system. ● Lane changes are structured to emulate the previous salary schedule (no jumping)
Certified Salary: Base: ● There are percent increases instead of steps & a fixed dollar amount for lane changes. Percent Increases (no less than 2% and no greater than 4%): ● ○ BA, BA16, & MA: 2.35% (2018-2019); 100% CPI + .25% (final two years unless renegotiated) MA16: 2.5% (2018-2019); 100% CPI + .25% (final two years unless renegotiated) ○ ○ MA32: 2.7% (2018-2019); 100% CPI + .4% (final two years unless renegotiated) ● Lane Change Increases at fixed dollar amounts
ESP Salary & Retirement Benefits Salary ● ESPs will receive the following increase (no less than 2%, no more than 4%): 2.75% (2018-2019) ○ ○ 100% CPI + .25% (final two years unless renegotiated) Retirement Benefits ● The board will pay each retiring IMRF member $50 for each unused sick day over and above that is used for service credit to a maximum of 19 days.
Certified Tuition Reimbursement Tuition Reimbursement: ● No change- $2,000 per year Must stay in district for two years following the reimbursement or ● you would have to repay the district - this is a change from one year in the previous contract.
Certified Members MOU MOU: Memorandum Of Understanding - This is a document that is a binding agreement between The Board of Education and the Hawthorn Education Association. THE BOE WILL HAVE CONSIDERATION IN FUTURE FINANCIAL NEGOTIATIONS, AS IT RELATES TO MEMBERS WHO ARE NOT COMPETITIVE AS COMPARED TO MUTUALLY AGREED UPON PEERS.
Notable Language Changes for Certified Staff Increase in Pay for curricular work, running/attending summer IEP meetings, ● attending a workshop beyond contractual hours, working as a Hawthorn Local Trainer, and providing homebound tutoring (Check out Article 9 in the contract.) Increase in electronic device fee to $50 annually ● National Board certification can earn credits with paperwork through an ● accredited university. The SB7 committee is looking into ways to use this work towards your evaluation. District vacancies will now be sent in an email to all staff members. ● 2.1% increase to stipend positions in 2018-2019; 2% increases in 2019-2020 and ● 2020-2021 for 2018-2019 and 2% for 2019-2020 and 2020-2021
Notable Language Changes for ESPs Covering classes will now be $3/hour and ESPs are guaranteed a minimum ● of one hour each time they are asked to cover a class. ● Vacancies will be emailed for ESPs interested in an internal transfer. ESPs who are assigned an electronic device may pay $25 to take the device ● home or may opt out of the $25 payment and leave it on district property. ● Overtime (over 40 hours): Paid holidays, bereavement, jury duty, personal and/or vacation days up to two days shall be included as regular time for purposes of computing eligibility for overtime.
Other Language Pieces HEA meetings will be on the district calendar. ● ● HEA can hold general meetings on district grounds. ● Weingarten Rights (right to representation when you are called into a supervisor’s office) The contract will be posted on the district website; copies will not be printed ● out for each member.
Voting & Questions The plan is to vote in buildings on Thursday, May 31st. ● ● A bargaining team member will be in your building one day next week to answer questions. You will be contacted with a day and time. This presentation will be shared again at Middle South on Tuesday, May 29th ● at 2:30 and 3:15 for instructional assistants and those unable to attend today. *In the meantime, if you have any questions, please reach out to anyone on the negotiations team.*
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