After a morning of negotiating, SGTA has come to a tentative agreement with the district. The tentative agreement includes a 1% raise retroactive to July 1, 2016, a 2% raise retroactive to July 1, 2017 and salary schedule restructure that will shorten the amount of time it takes to get to the top step on the schedule. The restructure will go into effect July 1, 2018.
Under the tentative agreement, all members will now have the option to also enroll in a life insurance policy offered by the district. The life insurance policy enrollment will be available this fall as part of the open enrollment period.
The tentative agreement also includes prep time for RSP teachers equivalent to the time received by general education teachers at the same school site and level. RSP caseloads and assignment of RSP students across affected general education classrooms shall also be monitored for equitable distribution of students.
During this round of bargaining SGTA also retained our current floating cap health and welfare benefit.
The parties have also agreed on school year calendars through the 2019-2020 school year. The structure of the calendar with a Monday start, Thanksgiving week, two week winter break, and spring break at the end of March/early April remain the same.
While not part of the tentative agreement, the district will also be offering to bargaining members who are 55 and over and have served in the district for at least 5 years an early retirement incentive as follows:
OPTION 1 - COMPENSATION
OPTION 2 – RETIREE MEDICAL
The SGTA negotiations teach would like to thank you for your support and encouragement. Details on ratification will be forthcoming.
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Terri
Under the tentative agreement, all members will now have the option to also enroll in a life insurance policy offered by the district. The life insurance policy enrollment will be available this fall as part of the open enrollment period.
The tentative agreement also includes prep time for RSP teachers equivalent to the time received by general education teachers at the same school site and level. RSP caseloads and assignment of RSP students across affected general education classrooms shall also be monitored for equitable distribution of students.
During this round of bargaining SGTA also retained our current floating cap health and welfare benefit.
The parties have also agreed on school year calendars through the 2019-2020 school year. The structure of the calendar with a Monday start, Thanksgiving week, two week winter break, and spring break at the end of March/early April remain the same.
While not part of the tentative agreement, the district will also be offering to bargaining members who are 55 and over and have served in the district for at least 5 years an early retirement incentive as follows:
OPTION 1 - COMPENSATION
- Employees who decide to retire effective June 8, 2018and complete the Early Retirement Incentive Plan paperwork by December 29, 2017 will receive the equivalent of 4 months base salary.
- Employees who decide to retire effective June 8, 2018and complete the Early Retirement Incentive Plan paperwork by February 2, 2018 will receive the equivalent of 2 months base salary.
- The employee will have options in how they choose to take this compensation incentive.
OPTION 2 – RETIREE MEDICAL
- Employees who decide to retire effective June 8, 2018and complete the Early Retirement Incentive Plan paperwork by January 15, 2018 will receive retiree medical insurance up to age 65 as follows: The District will cover the cost of the lowest HMO for either 1 party or existing 2 party coverage. Retiree to pay difference in cost in other plans above lowest HMO.
The SGTA negotiations teach would like to thank you for your support and encouragement. Details on ratification will be forthcoming.
--
Terri
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