• To view items that we had previously tentatively agreed to, CLICK HERE.

• Compensation Package (Retroactive to July 1, 2019) is as follows:
• 2% COLA;
• Steps as outlined in the current Agreement;
• One "Back Step"/"Catch-up Step" will be provided to Unit IV employees who did not receive a step in the 2008-2009 academic year as called for in the applicable Negotiated Agreement based on the following criteria:

1. "Back Step"/"Catch-up Step" is defined as an employee who was an employee (Units I-VI) as of June 30, 2009, and missed a step or step equivalent in FY2010 due to negotiated step freezes.
2. The employee is still with the District and has not changed units (i.e. moving from Teacher to Assistant Principal) or has changed units without an appropriate placement on the salary scale per a bargaining unit agreement.
3. Employees who have reached the top of the salary scale for their unit are not eligible for the "Back Step"/"Catch-up Step."
4. Employees who left employment during this time and came back at a later date are not eligible for this "Back Step"/"Catch-up Step."

• One "Back Step"/"Catch-up Step" will be provided to Unit IV employees who did not receive a step in the 2009-2010 academic year as called for in the applicable Negotiated Agreement based on the following criteria:

1. "Back Step"/"Catch-up Step" is defined as an employee who was an employee (Units I-VI) as of June 30, 2010, and missed a step or step equivalent in FY2011 due to negotiated step freezes.
2. The employee is still with the District and has not changed units (i.e. moving from Teacher to Assistant Principal) or has changed units without an appropriate placement on the salary scale per a bargaining unit agreement.
3. Employees who have reached the top of the salary scale for their unit are not eligible for the "Back Step"/"Catch-up Step."
4. Employees who left employment during this time and came back at a later date are not eligible for this "Back Step"/"Catch-up Step."

• Other Items of Interest:
• Reduced the number of Religious Observance Days from three (3) to two (2);
• Changed the contract language that allowed for multiple "Supplemental Retirement" vendors to now allow for a single vendor;
• Changed the contract language to allow for leave usage in one (1) hour increments with a two (2) hour minimum. This is applicable to Sick Leave, Annual Leave and Personal Business Leave. This should enable individuals to keep better track of available leave;
• Changed the contact language to shorten the current Grievance Procedure (Article 2). This should expedite the processing of contact violations by providing a shorter process;
• Modified JPAL (Article 11.8) language. To view, click here.

• Issues that were not resolved that we will be re-proposing in the future:
• Bilingual Stipend;
• Placement on Salary Schedule at time of promotion;