Bargaining and Settlement Updates

Contract Settlement Meeting June 18th, 2020

TODAYS AGENDA: How we bargained & how we got here Go through settlement issue by issue Take questions via chat ALL CONTRACT CHANGES AVAILABLE AT WWW.TABCO.ORG

HOW WE GOT HERE: BUT THEN, COVID EXPANDED BARGAINING TEAM + CONTRACT ACTION TEAMS = NEW WAY OF BARGAINING HUNDREDS OF MEMBERS PRESSURING BCPS IS THE ONLY PATH TO CHANGE

1. Recruit and retain great educators through fair pay and benefits practices 3. Create unique learning opportunities for students by reducing teacher workload 2. Provide World Class Instruction Through Proper Planning Time 2020 TABCO BARGAINING PLATFORM 6. Respect great educators by improving BCPS practices around leave and transfer: 4. Make schools safe and orderly for students and educators 5. Make school buildings safer for learning and teaching 7. Address trauma s role in teaching and learning

#1: Recruit and retain great educators through fair pay and benefits practices 1% COLA (22.1.1) 12-month pay option: BCPS & TABCO will create a committee to create a 12-month pay option not later than the 2022-23 school year (19.4) No furloughs or layoffs in the 2020-2021 School Year (22.1.1) Committee created to design new salary scale to maximize career earnings, create new lanes for increased pay for advanced education, and standardize step increases (19.2)

WHY COLA & NOT STEPS? Baltimore County Council Chair was pushing BCPS for no raise and TABCO fought them and won a raise. Baltimore County Council provided the exact same budget as last year the bare minimum the law allows. 1. 2. Baltimore County Police & Fire get no raises until June 30th, 2021. Our raise takes effect July 1, 2020. COLA s are better for career earnings than step increases. 4. 3.

#2: Provide world class instruction through proper planning time Full planning day per quarter for special education case managers and related service providers. (10.13.7)

#3: Create unique learning opportunities for students by reducing teacher Workload: Establish that mandatory work nights include back-to- school nights. (10.7.3) Special area teachers shall not be assigned more that 5 classes per day (10.13.13) Guaranteed lunch & proportional planning for half-time employees except on delay or early release days (10.13 & 10.13.2) Exempt itinerant related service providers from duty roster supervision assignments.(10.7.5)

TABCO & BCPS will create an ad hoc committee to create a single digital discipline tracking document for all schools (19.5) due by June 20, 2021. 1. # 4: Make schools safe & orderly for students & educators: Discipline Issues When a student has been referred from a classroom and is returning to their regular schedule, the teacher receiving them must be consulted with by the Administrator. (11.2.1) 2. Strengthens language requiring building Administrators to create discipline policies with Educator Councils in accordance with BOE policy (11.1). Behavior plans must be reviewed by Educator Council, reviewed for effectiveness, and revised as needed prior to start of school year (11.2) 3. Educators must be notified prior to a parent visit or for parent to observe instruction. (10.7.8.1) 4.

#5: Make school buildings safer for learning and teaching: health and safety Educators required to pack/unpack their work areas after hours or on weekends will receive compensation. Educators will not be required to use planning/lunch to move classrooms. (10.1.6). Educators who are required to move classrooms because of construction or renovation will be given two non-teaching days to pack materials and establish a new classroom (10.1.6) Administrators must respond within 3 duty days when council raises health and safety concern. Work orders will be made available for all to see. Request for further information regarding physical plant questions shall be fulfilled within 15 duty days.(10.1.1) New category of Assault Leave (12.19) for educators who suffer assault on the job. Educators receive full pay, not charged to sick leave. Assault is defined (12.19.1).

Multiple improvements to personal business leave: Only emergency use requires explanation. Ability to take consecutive days as long as doing so doesn t unduly interfere with the course of instruction. Required timeframe for administrator responses to request for consecutive days. (12.14,12.14.1, 12.14.2) #6: Respect great educators by improving BCPS practices around leave & transfer Established a working group to bring sick leave language into the master agreement to increase fairness and consistency in how sick leave is granted and tracked. (19.1)

#7: Address traumas role in teaching and learning Mandatory Educator Council meeting to discuss significant disturbances in school, to identify causes, and steps to stop future recurrences. Council & Administrators determine together if mental health supports are required, and BCPS will provide. If educators are threatened, witness violence or the arrest of students, administrators will talk with them to determine if they need support. (9.4-9.4.2) Continued collaboration between BCPS & TABCO to create guidelines on assisting worksites with educator trauma (19.3) Increase reimbursement for lost or damaged property to $1,500 (from $650) (9.3.2)

Other: Changes to observation & evaluation Clarified role of dept. Chairs, team leaders, PD teachers or other teachers in the observation process. (13.1.2, 13.1.3) Teachers returning from leave of absence will now be considered effective and will be in the summative year of the 3-year observation cycle (13.1.6). Clarifying timelines around post- observation conferences and post-observation reports. (13.5.5). Cleaned up language identifying teachers as educators (13.5.9). Probationary teachers coming to BCPS who were tenured must be rated ineffective, effective or highly effective (13.5.9.1)

Other: Master Agreement Language Clean-Up Clarified definition of supervisor (definitions section) Created definition of educator council- changed from faculty council (definitions section) Clarified definition of Extended Year Employment (definitions section) Changed definition and references in the contract from teacher to educator to make it abundantly clear that when educators are referenced in the contract it is referring to all members of the bargaining unit. Clarified definition of the term worksite (definitions section) TABCO has access to the Staff Hub (3.12) Cleaned up definitions of educator councils to include all the new definitions above. (4.3.1-4.3.2) Cleaned up language around TABCO involvement in curricular matters. (4.7) Clarified Union s right to disseminate information to its members (6.5.6.1) 10. Cleaned up language identifying teachers (10.7.8) 11. Cleaned up language identifying teachers as educators (12.14.4) 12. Cleaned up language about unused personal business leave rolling over or sick leave and being available for retirement credit (12.14.6-7) 13. Cleanup of language about extended year education (16.7.1) and priority of assignments (16.7.2) ALL CONTRACT CHANGES AVAILABLE AT WWW.TABCO.ORG 1. 2. 3. 4. 5. 6. 7. 8. 9.

IF RATIFIED, GOES INTO AFFECT JULY 1, 2020 MEMBERS CHOOSE TO ACCEPT OR REJECT THE CONTRACT WE WILL EMAIL YOU AT YOUR WORK ACCUNT TO VOTE: VOTING CLOSES Thursday JUNE 25TH VOTING STARTS FRIDAY JUNE 19TH