After a full day of negotiating, we were not able to reach an agreement on salary with the district. We ended negotiations at 4:00 and plan to reconvene in a week.
The parties remain split on proposed salary increases to the salary schedule and the salary schedule restructure. For example, the salary steps are currently stagnant in steps 14-16, 17-19, 20-22, 23-25. The restructure would adjust the schedule so that rather than a three-year gap, employees would receive a step increase every two years.
SGTA, as part of the insurance committee, has been exploring moving to a pool which would create potential savings in health and welfare cost for both members and the district. Medical plans and benefits would remain the same with Kaiser, Blue Shield HMO, Blue Shield PPO, and high deductible plan all remaining in place. In negotiations, SGTA discussed applying the savings to the salary schedule. Discussions on this subject will continue when the insurance committee meets again on September 20, 2017.
Additionally, the district has discussed with SGTA the possibility of an early retirement package. SGTA is currently preparing a survey to assess member interest in such a package. At this point, there are no specific details regarding an early retirement plan on the table. Those identified by the district as potentially eligible will be receiving the SGTA survey. Your input is crucial in helping us move forward.
We appreciate your support as we continue to work towards a fair resolution for all SGTA members.
And a big "Thank You" goes out to our Negotiations Team who so kindly give of their personal time to fact find and bargain with the best interest of all in mind.
Thank you,
Dena Dragoo
President, SGTA
The parties remain split on proposed salary increases to the salary schedule and the salary schedule restructure. For example, the salary steps are currently stagnant in steps 14-16, 17-19, 20-22, 23-25. The restructure would adjust the schedule so that rather than a three-year gap, employees would receive a step increase every two years.
SGTA, as part of the insurance committee, has been exploring moving to a pool which would create potential savings in health and welfare cost for both members and the district. Medical plans and benefits would remain the same with Kaiser, Blue Shield HMO, Blue Shield PPO, and high deductible plan all remaining in place. In negotiations, SGTA discussed applying the savings to the salary schedule. Discussions on this subject will continue when the insurance committee meets again on September 20, 2017.
Additionally, the district has discussed with SGTA the possibility of an early retirement package. SGTA is currently preparing a survey to assess member interest in such a package. At this point, there are no specific details regarding an early retirement plan on the table. Those identified by the district as potentially eligible will be receiving the SGTA survey. Your input is crucial in helping us move forward.
We appreciate your support as we continue to work towards a fair resolution for all SGTA members.
And a big "Thank You" goes out to our Negotiations Team who so kindly give of their personal time to fact find and bargain with the best interest of all in mind.
Thank you,
Dena Dragoo
President, SGTA
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