Reading Teachers Association Membership Guide

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1 Reading Teachers Association Membership Guide

2 Table of Contents Letter from the President Page 2 Executive Board Officers Page 3 Building Representatives Page 4 Organization of the RTA Page 5 Job Descriptions and Stipends Page 6-7 Resources from the MTA and NEA Page 8 Quick Summary of Collective Bargaining Page 9 Important Dates and Details in Our Collective Bargaining Agreement Page 9 Professional Rights and Responsibilities Page 10 Salary Page 10 1

3 August 2016 As the new school year opens, I would like to personally welcome all of the almost 400 new and returning members of our professional association, the Reading Teachers Association, back to their classrooms. The goals of the Reading Teachers Association (RTA), as outlined in our bylaws, call for our organization to promote the welfare and interests of its members, promote and maintain high professional standards, and maintain and improve the quality of education for all students in the Reading Public Schools. In order to achieve these goals, the RTA has affiliated with the Massachusetts Teachers Association (MTA) and the National Education Association (NEA). However, only through the collective efforts of our membership can these goals be fully realized. There are several important benefits of union membership. The RTA has the exclusive right to negotiate our collective bargaining agreement in order to secure improvements in salaries and benefits. It also advocates for improvements in members working conditions as well as district policies and procedures. Through our affiliations with the MTA and the NEA, the union offers opportunities for professional development and political action. When necessary, the RTA and its affiliates provide resources and advice for members involved in disputes or in need of legal services. Since the mid-1800s, teachers unions have been working for teachers and students. The efforts of unions have led to improvements in the standard of living for educators, in child labor laws and in the education of students regardless of race, economic status or disability. Today, the focus of union efforts includes improving educator evaluation, stopping the proliferation of harmful charter schools, and ending unfair merit pay practices. In this packet you will find helpful information on the structure of the RTA and about contacting Executive Board members. You will also learn about some of the rights guaranteed by our collectively bargained contract. The association s bylaws are also included. I hope this packet will serve as a valuable reference for you. I wish you all a wonderful school year! Sincerely, Eric Goldstein, President Reading Teachers Association 2

4 Executive Board Officers President Eric Goldstein Parker Middle School Vice President RMHS D.J. Deeb RMHS Vice President Middle Schools Open Vice President Elementary Schools Killam, Joshua Eaton, Barrows Helen Palmieri Killam Elementary School Vice President Elementary Schools Birch Meadow, Wood End, RISE Heidi Murray Birch Meadow Elementary School Treasurer Joann Gregorowicz RMHS Secretary Sarah Gilbert Parker Middle School Membership Chair Martha Moore RMHS 3

5 Building Representatives If you have any questions or concerns, please do not hesitate to contact your building representative. The following representatives can direct your inquires through the appropriate channels. Nurses Mary Ellen Kirwan RISE Open Barrows Colleen DeRosa Birch Meadow Open Joshua Eaton Anne Manna Killam Christen Pegoraro Wood End Lynda Michel Coolidge Marcia Grant Chris Steinhauser Parker Robyn Ferrazzani Andrew Spinali RMHS Jenn Baskin Jeffrey Ryan Steve Cogger Jeanne Thomases

6 Organization of the Reading Teachers Association The RTA is you, the professional employees of the Reading Public Schools. It is the representative organization for the teachers, librarians, counselors, speech and language pathologists, physical and occupational therapists, specialists, psychologists and nurses for preschool through grade 12. The Executive Board and the bylaws govern the RTA. The Executive Board consists of elected officers and building representatives. Each member of the Board has one vote. Elections for officers and representatives take place in May for two-year terms. All members of the RTA are eligible to serve in these positions. Building Representatives In each school, faculty members will elect one colleague for every 25 RTA members to serve as a building representative. These representatives serve as the liaison between the Executive Board and the members in her/his building. Executive Board The Executive Board consists of the elected officers and building representatives. This body is responsible for the governance of the RTA. It meets on the second Tuesday of the month from 3:30 to 5:30 p.m. During this time, suggestions and concerns of the membership are presented and discussed. Meetings are held at the RTA office at the Loring House, 211 Summer Ave., Reading, and all RTA members are welcome to attend Executive Board Meeting Dates August 23, September 13, September 27 (Annual Membership meeting), October 11, November 15 (due to election), December 13, January 10, February 14, March 14, April 11, May 9, June 6 (general membership meeting), June 13. Labor/Administration Relations The president of the RTA meets with the superintendent on a weekly basis to discuss issues of concern to the membership. If you have any questions or concerns that you would like to be brought to the attention of the superintendent, please share them with your building representative, who will bring them forward at the next Executive Board meeting. 5

7 Job Descriptions and Stipends President Stipend begins at $6, The President shall preside at meetings of the Executive Board and General membership. 2. Appoint, with the approval of the Executive Board, the Chairperson and members of standing committees and special committees. 3. Shall be the Executive Officer of the Association. 4. Shall be a member of all standing committees, including the Negotiating Team. 5. Shall perform all other duties attributed to this office. 6. Plan the local association objectives, programs and meetings in cooperation with other officers and the local Executive Committee both in the short and long term. 7. Serve as a chief spokesperson of the association. Vice President Stipend begins at $1, Serve as an ex-officio member of all committees, except the Negotiations Team. 2. Serve as the association representatives for the Sick Bank. 3. Assume all duties, functions and powers of the President in his/her absence, upon request, or resignation. 4. Responsible for the publication of RTA newsletters, unless otherwise directed by the Executive Board. 5. Act as grievance chairs for their respective levels. Duties will include presenting grievances with members and reporting to the Executive Board on the status of grievances. 6. Consult with the President and other officers in helping promote and coordinate the activities of the association. 7. Recruit and develop new leaders among association members. Treasurer Stipend begins at $2, Prepare forms for payroll deduction. 2. Maintain banking accounts and records. 3. Responsible for collecting dues. 4. Prepare and submit forms for MTA Local Office Support rebate, quarterly. 5. File appropriate IRS forms and Massachusetts incorporation fees. 6. File Massachusetts Labor Relations report and Massachusetts nonprofit annual report. 7. Prepare annual budget. 8. Prepare annual year-end report and maintain financial records. 9. Pay all bills, retirement gifts and scholarships. Membership Chair Stipend begins at $1, Maintain and update the listing of membership and transmit to MTA and NEA. 2. Assist the Treasurer in the collection of dues. 6

8 Secretary Stipend begins at $1, Keep accurate and detailed records of all Executive Board meetings and general meetings. 2. Maintain records and files for all RTA business. 3. Assist the President with association correspondence. 4. Be responsible for the dissemination of information to the general membership. 5. Maintain the association web page and social media presence. Building Representative Stipend is contractual hourly rate (currently $45) per meeting 1. Attend all Executive Board meetings. 2. Organize 10-minute meetings in your building to discuss pertinent information. 3. Report the association s news back to your school. 4. Distribute materials to your staff, such as monthly Executive Board meeting notes and newsletters. 5. Notify the Executive Board of concerns in your building. 6. Building representatives shall run elections unless running as a candidate. In that event he/she must appoint a designee to conduct the election within the building. 7. Assist the Membership Chair and Treasurer in keeping membership rolls up to date. 8. Attend building representative workshops. Negotiating Team Stipend is $ Solicit proposals from membership. 2. Attend a majority of Negotiating Team meetings. 3. Prepare a negotiations package. 4. Present package to School Committee for the purpose of bargaining. 5. Present package to membership for ratification. 6. Provide members with regular updates on the negotiating process with recommendations to membership regarding ratification. 7

9 Resources from the MTA and NEA The RTA is affiliated with both state and national professional associations the Massachusetts Teachers Association (MTA) and the National Education Association (NEA). The websites of both organizations provide a wealth of information for educators. Massachusetts Teachers Association: Certification/licensure Member benefits Career management Position statements on key issues Latest news impacting Massachusetts educators National Education Association: Our MTA field services representative is Maryelen Calderwood. She works out of the MTA s Lynnfield Regional Service Center. Questions for the field representatives must be made through the RTA president, so once again, members should contact their building representatives, who will bring the issues to RTA Executive Board. The RTA website, is maintained by Sarah Gilbert, the RTA secretary. Please refer to our site for important information such as the collective bargaining agreement (contract), bylaws, RTA scholarship, leave of absence procedures, and the teacher assessment process (evaluation). If you have any information you would like to see added to the website, please contact Sarah Gilbert at sarah@sarahgilbert.org or send the information through your building representative to the Executive Board. 8

10 Quick Summary of the Collective Bargaining Process One of the most important responsibilities of the RTA is to negotiate the collective bargaining agreement, or contract, for the membership. In the last year of a contract, the RTA president will appoint up to eight (8) members to the Contract Committee to represent the membership at the bargaining table with representatives of the Reading School Committee to develop a successor agreement. The committee is responsible for the preparation and approval of the package submitted to the School Committee. When the two parties reach agreement, it must be approved, or ratified, by a majority vote of the general membership. The tentative agreement will be presented to the membership prior to the vote. When ratified, your salary, benefits, work year, etc., are established for the term of the contract. These are considered the terms and conditions of your employment. It is important to familiarize yourself with our contract, as it is a legally binding document that specifies our rights and responsibilities as employees of the Reading Public Schools. Important Dates and Information in the Collective Bargaining Agreement Term of agreement: September 1, 2014, to August 31, Start of the year shall not be earlier than the first Monday before Labor Day. Work year is 185 days. Teachers will have 3 afternoon meetings per month, with 2 being dedicated to PLC meetings. Elementary and middle school teachers are required to attend 2 evening schoolwide events and high school teachers are required to attend 1 per year. Initial grants from the sick bank may be up to 30 days. The maximum number of days is 120 per year. Teachers receive 2 personal days per year. Requests to use the days should be made 48 hours in advance except in an emergency. One day can carry over to the next year. Teachers are granted up to 3 days of bereavement leave for an immediate family member. Maternity leave requests should be made at least 60 calendar days in advance. Up to 8 weeks of leave may be taken. Full year leave of absence requests are generally due by April 1 of the preceding year. Evidence of credits for movement on the salary scale are due prior to September 1. Interest in tax-sheltered annuity programs is due by October 15. Reduction-in-force notices will be made in writing by May 15. Grievances must be presented at level 1 within 20 school days after the event or knowledge of the problem. Teacher assignments for the coming school year, including building, grade and subject, will be received by the last teaching day of the current school year. 9

11 Professional Rights and Responsibilities Professional Teacher Status (PTS) Professional Teacher Status (PTS) is a designation in Massachusetts law signifying that a school employee has served a certain probationary period (three consecutive years of teaching in a particular district) and has thereby obtained some measure of job security. Massachusetts General Laws, Chapter 71 41, provides PTS teachers with both substantive and procedural protections against dismissal and suspension without just cause. Non-PTS Teachers Within the first 90 days of employment, non-pts teachers have no rights under this law. However, Chapter provides some procedural rights to non-pts teachers who have taught for at least 90 calendar days. The superintendent or principal is required to furnish the teacher with prior written notice of intent to dismiss, with an explanation of the grounds for dismissal and documents relating to the grounds for dismissal. Upon request, the teacher must also be given an opportunity within 10 school days to meet with the principal or superintendent to present information pertaining to the decision. Chapter also provides that a non-pts teacher shall be notified in writing on or before June 15 whenever such person is not to be employed for the following school year. However, the district is not required to provide a reason for the nonrenewal. For this reason, the first three years of employment are considered essentially probationary. Weingarten Rights Weingarten Rights guarantee an employee the right to union representation during an investigatory interview by the employer. If the interview could in any way lead to the employee being disciplined or terminated, or affect his or her personal working conditions, he or she should respectfully request that a union representative be present at the meeting. Without representation, the employee may choose not to answer any questions. Salary Each teacher shall be paid through direct deposit 1/21st of his/her annual salary every other week on a specific and consistent day beginning with the first payday of the school year. If a payday falls on a holiday or during a weekly vacation period, payments shall be made on the last school day before such holiday or vacation period. A teacher may receive pay through direct deposit in 26 equal biweekly installments beginning with the first pay period in September, provided the teacher submits a written form so requesting to the superintendent by the last workday of the prior school year. Any teacher electing 26 equal biweekly installments may receive his pay for July and August in a lump sum on the last teacher workday in June upon proper notification to the Office of the Superintendent by the last workday of the prior school year. Teachers will receive their direct deposit pay statements electronically. 10

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