Lawrence Township 2023-2024 Collective Bargaining Agreement Overview
Discover the key highlights of the 2023-2024 Collective Bargaining Agreement between MSD of Lawrence Township and The Lawrence Education Association. The agreement covers teacher raises, salary adjustments, retention incentives, health insurance changes, retirement plan updates, and more.
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Presentation Transcript
2023-2024 MSD of Lawrence Township Collective Bargaining Agreement Public Meeting November 6th, 2023
2023 - 2024 Agreement Between MSD of Lawrence Township and The Lawrence Education Association
Summary of Teacher Raises Collective Bargaining Agreement New Money - Cost to District = $3,946,057 Avg. Teacher base pay increase = 5.62% to max of 18.99% increase All qualified teachers with at least one year of experience as defined by INPRS at MSDLT receive a $4,000 raise (737 teachers) Raise new hire schedule $2,000 for all cells of the chart (raise includes teachers less than one year of experience as defined by INPRS; makes minimum salary $50,000) (175 teachers) Salary Compression (72 Teachers) - Cost to District = $208,095 Teacher Retention Catch Up: 1.0 Full time equivalent teachers who have LT experience as defined by INPRS of at least 9 years and no more than 19 years of experience will receive an additional raise so that their salary is equal to the cell on the new hire schedule that matches the teachers education and total teaching experience. Years with an ineffective/needs improvement rating do not count toward total teaching experience when finding the appropriate cell on the new hire chart Loyalty Stipend of $1,000 - Cost to District = $1,017,025 Any teacher who worked for MSDLT in 2022-2023 and is working for MSDLT on the ratification date will receive a $1,000 stipend
Collective Bargaining Agreement Potential Cash Balance of $1,000 - Cost to District = $1,017,025 If the cash balance on December 31, 2023 is $15 million or greater MSDLT will pay a $1,000 stipend to teachers who are working for MSDLT on February 1, 2024 Health Insurance Increase Buydown - Cost to District = $3,537,318 (Teachers Portion of Cost) The Board will contribute $3 million to cover the laser ($1.2 million from the prior laser, plus another $1.8 million) The parties will split a 7.1% increase, with the parties paying the same percentage of the premium as they did last year. 401(a) Retirement Plan Match - Cost to District = $350,816 0.25% increase to the match 0.25% increase to the match if Spring ADM is up 50 or more students
Collective Bargaining Agreement District Sick Day Buy Back - Cost to District = $99,905 If a teacher has more than 100 sick days banked, the teacher may sell back up to 5 days per year that are in excess of 100 banked days at a rate of $100 per day. There will be two dates per year to sell back days. (ie. January and June) Language Sick Bank open twice a year Agree to add previously proposed ECA positions and stipend changes - $89,750 Language from MOU regarding Brook Park School Improvement Grant TOTAL = $10,265,991
