"Power concedes nothing without a demand. It never did, and it never will."
~ Frederick Douglas
As many of us sports fans know, March Madness is the NCAA Division I men's basketball elimination tournament of 68 teams who compete in seven rounds for the national championship. The penultimate round is known as the Final Four, when (you guessed it) only four teams are left.
Well, as New Englanders, we can also sum up many other events, signs, and wonders that can be considered "March Madness."
The beginning of the COVID Shutdown.
Working through the month with no school holidays or vacations! and
The March weather.
It is two years this month since the world shut down due to COVID 19. Many of us suffered significant losses in our family and amongst friends. Many of us have not been able to return to what some might have thought was "normal."
Yet, not only has COVID’s destruction illuminated racial inequities in health access and care, but it has birthed sustainable projects in public education that will have an impact far into the future.
In Springfield, along with the SPS district, the SEA, and the SEA-ALANA have committed to a systemic evaluation of our educational system through the lens of racial equity. Long overdue is the assurance to increase staff and administrators' cultural competency Our collective goal is to facilitate a culture that recognizes bias, discrimination, and inequity and responds in a thoughtful and equitable manner. In addition, through working together, we want to create an infrastructure across schools and central office that will support the systemic and cultural change that must occur to ensure the diversity of our district is honored and respected.
It is a core belief of the DIRE (Diversity Inclusion Racial Equity) team and the SEA ALANA that the actions of a few cannot eliminate systemic inequities. This partnership evolved through the fearless leadership of the former SPS Assistant Superintendent Lydia Martinez- Alvarez. Her dedication to the City of Springfield, student academic success, and our families' livelihoods was instrumental in deepening the relationship between the district and the SEA. While the SEA has bid her farewell, the strong commitment to this work by the district, community and unions will ensure that it continues.
As we hopefully come out of this time of COVID, March Madness also means assessing our schools to determine how well we have created safe environments for our students and their families, and educators. Has the district prepared and resourced our schools to be the welcoming, supportive communities we all deserve? Every student in every school building ought to experience a culture that promotes justice, equity, understanding and support, as well as academic excellence.
More March Madness: Working through the month with no break!
I hear from SEA members, that the school days are long, and members are struggling with many demands. Every educator and support staff deserves a work environment where stress is not causing unfavorable health concerns. Despite the pressure and stress, we show up, show out, and maintain the dream to teach every student, every day by being the professionals we know we are. Let’s face it - as long as there are educators, NOTHING is impossible!
Yet more March Madness: The weather
These days, within 24 hours, we could have to dress in four-seasons of clothing. Mother Nature keeps us on our toes and forever guessing how to prepare for the day.
Holidays and Celebrations that don’t give us a break!
In March, we celebrate International Women's History Month. We honor the accomplishments of women worldwide who have positively impacted our global community throughout time. Woman's History Month provides the opportunity for us all to reflect on women who have led the way and those who continue to guide our society toward positive change.
Tracy Little-Sasanecki MSW
SEA President
COVID UPDATE
According to the Superintendent, no decision has been made to end the mask mandate. The district will follow the advice of the Springfield Health Commissioner. The district has ordered more gloves, KN95 and surgical masks so they will be on hand into the future. The home test kit program goes through April 26th. Be aware that the test kits have expiration dates on the boxes.
SEA BYLAW CHANGES TO BE VOTED ON AT ANNUAL MEETING ON APRIL14th
The SEA Executive Board is recommending changes to the SEA Bylaws. Here is a summary of all the changes:
Deleting mention of Agency fee
Changing the responsibilities of the Treasurer because the Executive Board is recommending hiring a bookkeeper
Adding language stating the duties of Bookkeeper / Membership Coordinator because some of their duties are currently in the bylaws as the Treasurer’s responsibilities
Deleting the name of the SEA monthly newsletter
Clarifying the role of the Office Manager and Elections committee during elections.
Changing when SEA gives out the SEA scholarships
Changing who collects activity logs from the committee members and officers
Changing how the summer stipends for treasurer and vice president are set.
Please click here to view the current bylaws.. The changes and the justification for them are here.
STUDENT DEBT HELP FROM NATIONAL EDUCATION ASSOCIATION (NEA)
The NEA is providing support to members who have student loans and may be eligible for Public Service Loan Forgiveness.
The NEA recently did a webinar about the changes in Public Service Loan Forgiveness which can be found here.
While this presentation is entitled “Educators of Color and Public Service Loan Forgiveness” it pertains to all educators who have federal loans.
NEA’s student debt experts have created tools designed to help educators through the complicated student debt system:
- Find answers to frequently asked questions
- Get answers to the questions asked during the webinar
- Receive 1:1 support through the NEA Student Debt Navigator
Please click here to view the NEA Student Debt navigator tool.
Because of the educators and allies who took action, hundreds of thousands of public service workers will now get the student debt relief they deserve. See if this will help you!
EMPOWERMENT ZONE CONTRACT SETTTLEMENT
The tentative agreement and explanation will come out later this week. Here are some highlights:
Teacher Leadership Teams
- Clearer language around role and responsibilities of TLT members
- Mandatory stipends for TLT members determined at the school level
- Requirement for a SEA building rep to be on the TLT
- Language to support educator voice in the process.
Joint commitment to collaborative practice and work on equity
Guaranteed self-directed prep periods:
- a required minimum of 350 minutes of self-directed prep time over 10 days, evenly distributed as much as possible over those ten days.
- payment of $35 per occurrence when you miss a self-directed prep period due to being required to carry out a duty or cover a class.
Movement towards parity in pay with the district: Please click here to view the new salary scale. It is also available on the SEA website under the "Bargaining" tab.
- Length of required year decreases from 1500-1540 hours to 1475 hours during the school year. Summer PD time is no longer included in the extended learning time stipend but paid at any hourly rate of $36.61.
- Maximum length of a year for Extended Learning Time is 1771 hours (used to be 1850 hours). The hours between 1475 hours and 1771 hours will be at the rate of $22.50. (Used to be a range of 11.29 - 17.50/hour depending on length of extended time).
- Special Ed teachers and high school teachers who complete MCAS Alts and high school teacher who complete MCAS portfolios will receive at a minimum 1 full release day for every 4 portfolios or Alts and $100 per portfolio or Alt.
- Teacher development time not included in ELT time will paid at $36.61/hour
- Lunch coverage that causes an educator to miss their lunch will be compensated at the coverage rate of $35 per occurrence.
There will be a meeting for Zone union members to discuss the changes and ask questions on Monday, March 28th at 4:15. A zoom link will be sent on Monday. The ratification vote on the contract changes will be electronic and will begin at 4:15pm on Monday and run though 5pm on Wednesday (3/30). Only union members can vote on the contract.
RETENTION BONUS BARGAINING
The bargaining team will be meeting with the district next Tuesday. We will send out an update after that meeting.
PARAS CONTINUE FIGHT FOR A LIVING WAGE
The Paraprofessionals union held a successful rally last Thursday outside the school committee meeting. It was great to see SEA members there to support them. After the rally the district put out a press release, basically calling them a liar. In response, their president, Cathy Mastronardi, put out this information:
“The wage proposals below reflect the district's wage proposals for the current school year, 2021-2022. They have proposed 2% wage increases across the board for the 2020-2021, 2022-2023 and 2023-2024 school years.
Over the last 4 years that district has hired 711 individuals to work in Unit D and 728 individuals have left Unit D. Keeping that data in mind, we are clearly concerned about recruiting and retaining Unit D members. We believe that recruiting and retaining quality staff is in the best interest of the Springfield Public Schools students.
- We feel that the districts' step one hourly rate for Para-educators/Certified Nursing Assistants of $17.33/hour is too low to attract qualified individuals and believe that should be increased.
- We believe that the districts' proposed difference of $0.54/hour for those Unit D members with bachelor’s degree should be increased.
- While our Licensed Practical Nurses will receive a substantial wage increase per the districts' proposal, the step difference of $.05/step/hour will only result in a $.50/per hour difference between a newly hired LPN and an LPN who has worked for the district for 11 years or more. The hourly rate of the steps should be increased.
- Our Certified Occupational Therapy Assistants and Physical Therapy Assistants were offered a 2% raise for all four years of the contract. The step one offer of $27.95/hour is below the market rate, as are the other step differences, and should be increased.
- We feel that the districts' proposal to eliminate the financial benefit for taking part in the 30 Hour Professional Development Program. will decrease the earning potential of our members. This is especially injurious to our members who have devoted their working careers to the Springfield Public Schools.”
FAIR SHARE AMENDMENT TO BE VOTED ON IN NOVEMBER
It’s Time for Million-Dollar Earners to Pay Their Fair Share and Invest In Our Future!
For years, Massachusetts’ families, especially in communities of color have been harmed by inequitable and inadequate access to transportation and public education. These inequities have been exacerbated by the pandemic.
As we recover from the pandemic and in the future, new revenue is necessary. Long before the pandemic, we needed new investments in our transportation and public education systems, and now those investments are needed more than ever to ensure an equitable recovery and tackle the longstanding racial inequities that hold our state back from its full potential.
For those reasons the MTA and many other labor unions, community and faith-based organizations are working to pass the Fair Share Amendment which will be on the ballot in the fall of 2022.
The Fair Share Amendment is a proposal to amend the Massachusetts Constitution, creating an additional tax of four percent on the portion of a person’s annual income above $1 million. The new revenue, approximately $2 billion a year, would be spent on “quality public education and affordable public colleges and universities, and for the repair and maintenance of roads, bridges and public transportation.” To ensure that the amendment continues to apply only to the highest income taxpayers, who can pay more, the $1 million threshold would be adjusted each year to reflect cost-of-living increases.
The Fair Share amendment will help provide increased funding for the Student Opportunity Act which will bring an estimated $183 million over the next 5 years (from 403 million this year to $586.5 million in 2027) to the Springfield Public Schools.
If you are ready to say YES! you will vote for the Fair Share Amendment, sign the MTA’s pledge here.
SUMMER JOBS AVAILABLE AT MTA
The SEA and MTA are looking for members to reach out to fellow educators about what it means to be All In for the union and to educate parents and other community allies to help pass the Fair Share Amendment in November.
In the months ahead, Summer Member Organizers will canvass and phone other members to have conversations about growing and strengthening our local unions and/or reaching out to the community to support and help pass the Fair Share Amendment ballot initiative — also known as the Millionaires’ Tax — in the November general election. If selected, you will receive ongoing training. You will then be able to take the organizing skills you have learned and apply them in your own local, assisting in the orientation of new members and continuing the fight to pass the ballot measure.
There will be two separate programs:
Fair Share Amendment
We will be hiring 180 members to help pass the Fair Share Amendment, which will be on the ballot in the November election. The FSA is also commonly known as the Millionaires’ Tax. This once-in-a-generation opportunity will provide additional tax revenue specifically for public education and transportation.
Target Locals
The second program will be targeting specific locals that have a fully articulated and in-process Membership Project. Each project will be tailored to fit the needs of the local and developed through conversation with other summer organizers, local leadership, and local members to increase engagement and membership in the local. The summer organizers who participate will build skills and knowledge to support their local unions.
SEA will be involved in both programs.
Minimum Qualifications:
1. Current MTA member
2. Commitment to the successful passage of the Fair Share Amendment ballot initiative
3. Prior organizing experience preferred
4. Strong interpersonal communication skills and ability to collaborate as a member of a team
5. Self-motivated, with attention to detail and responsible follow-through
6. Ability to identify and discuss member issues and progressive tax reform
7. Personal transportation and valid driver’s license
Duration: Four or six weeks: July 6-August 27
Compensation:
Lead Member Organizer: $31 per hour, 30 hours per week $ 930 per week plus business mileage
Summer Member Organizer: $26 per hour, 25 hours per week – $650 per week plus business mileage
Please click here for the Summer Member Organizer application. You will need to complete this application for the Lead Member Organizer position as well as the Summer Member Organizer position.
Please click here to see all jobs available at the MTA
