We received counter proposals from the district. Below is a summary of the district’s current proposals. The short version is that the district made some movement on language proposals, but the majority of the language movement was to create “joint study committees” or add language that’s missing anything enforceable. There was almost no movement on wages. RSVP to the next negotiation session and support our proposals. 

All Units

• Three weeks then four weeks of paid leave for parental leave, and access to the sick bank if you personally are still medically incapacitated
• 5 more days for care of a household member with a life altering illness / injury (so you can use 20 days of personal sick time to care for a household member with a life altering illness / injury with the Superintendent’s approval)
• Adding BCBAs, SLPAs, and data analysts to various units
• Adding a statement about the importance of employee attendance and creating a committee to review attendance rates and how to increase attendance rates
• Changing the sick bank to joint control
• Adding $100 each year for longevity

Paraprofessionals

• Statement about toileting (no money attached)
• 0.5% higher raise in year 3

Clerks

• 5 additional vacation days for members with 0-5 or over 15 years of service
• 0.5% higher raise in year 3, $1000 in year 1, and moving up the addition of steps 4 and 5

Educators

• Rescinding 50 minutes of principal directed time per week and instead proposing weekly faculty meetings (keeping the department meeting for those it applies to). This means their proposal comes to an effective 1.4% raise in the first year.
• 6% differential rather than lane change for leads, mentors, deans, and coaches (lanes are standardized at 6% apart, so this is housekeeping that keeps us in line with current practice)
• A response on class size and caseload caps that would allow educators to meet with their supervisor and then the Superintendent. Their language also exempts all co-taught classes and “nonacademic or unified arts classes” (the district’s language, not ours).
• Creating a joint study committee to make recommendations about family-educator conferences
• Increasing detached service leave for the union president to 50% from 40% (no movement on time for the vice president)
• No movement on wages for educators

RSVP here for 11/20 session. CTU has a vision for Chelsea Public Schools where our staff members can not only afford to stay here long term, but have the working conditions that allow our students to thrive. 

We are continuing to show that we are interested in settling the contract as soon as possible, so long as the terms are good for our students and our members.

In solidarity,

CTU Negotiating Team