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Friday, October 29, 2010

SESPA Ratifies Contract with Shoreline School District

Our Congratulations to all the SESPA members on their successful negotiation and ratification of their contract last night with Shoreline School District.

Your hard work has resulted in what looks like a fair contract.

It's great that SESPA has so much support from this community.

Best Regards,

Of Paramount Importance

SESPA demonstration this summer

I would like to thank everyone who came tonight to hear about and ratify our new 2 year contract. I want you all to know that your bargaining team worked very hard to get this new contract. Here is what was handed out tonight :
1) Duration: Two year agreement (2010-2011, 2011-2012)
2) Work Year/Calendar:
a) Any changes to the work year take effect in Year Two (2011-2012)
b) Language will define work year as follows:
· Security: Student Days + 4
· Elementary Nurses: Student Days + 10
· Middle School Nurses: Student Days + 10.5
· High School Nurses: Student Days + 11.5
· Behavior Techs: Student Days + 4
· Elementary Library Techs: Student Days + 4
c) In order to participate department and building-wide activities, agreed to a Letter of Agreement that provides:
· Up to two optional days for those employees listed above (as long as there are 175 student days or less).
· To work the two days, the employee will meet with a building administrator to develop a plan for the days.
3) Compensation:
a) Salary:
· Year One:
Ø .5% increase
Ø retroactive to 9/1/10
Ø paid through remainder of the year, beginning in November
· Year Two: additional 1.5% increase
· Any COLA or increase provided by the State will additionally be added to the salary schedule as has been done previously.
b) PSP and Degree Stipends – Increase by same % as salary:
· Year One:
Ø .5% increase
Ø retroactive to 9/1/10
Ø paid through remainder of the year, beginning in November
· Year Two: additional 1.5% increase
c) Market Study of Hourly Rates of Pay:
· Agreed to include the school districts in King and Snohomish Counties, excluding Index and Skykomish.
· Crossing Guard/Student Supervisor (SESPA 1)
· Security (SESPA 5)
d) Temporary 1:1 Paraeducators
· placed on the salary schedule
· granted salary schedule credit based on their actual original hire date
e) Agree to Strike Section 14.1
4) Benefits:
a) State Provided Health Benefits Allocation:
· Increase from $745 per FTE per month to $768 per FTE per month for 2010-2011.
· Subsequent years dependent on legislatures
b) Eligibility for Benefits:
· Reduced the number of hours required to be eligible for benefits from 20 to 17.5 hours/week
c) Insurance pooling will take place annually in November.
5) Professional Development:
a) Reduced the number of stipend days available:
· Year One:
> Pay rate for stipends:
* $27.50 per hour
* Overtime applies
> Eliminate one professional development day (stipend)
· Year Two:
> Pay rate for stipend:
* $27.50 per hour
* Overtime applies
> Eliminate the self-directed professional development day (stipend)
> One professional development day will remain
b) No change to eligibility for stipend:
· Employees who work greater than 3 hours are eligible for six hour stipend(s)
· Employees who work 3 hours or less are eligible for three hour stipend(s)
6) Leaves:
a) Sick Leave: Aligned language with SEA contract, expanding allowable uses
b) Personal Leave:
· Employees can cash out the difference between the number of days used and the allocation of three days:
> $11.00/hr in 2010-2011
> $12.00/hr beginning in 2011-2012
· Must request cashout by June 30
Section 20.4.3
An employee who uses less than the equivalent of three (3) days personal leave in a given school year may cash out the difference between the number of days used and the allocation of three (3) days at the rate of $11.00 dollars per hour, and beginning in 2011-2012 at the rate of $12.00 per hour. All personal leave cash out requests must be submitted to Payroll by June 30. Compensation for personal leave cash out will be included in the employee’s August paycheck. Personal leave cash out will be prorated for an employee who separates from employment before the end of the employee’s work year.
7) Updates & Cleanups:
a) Mobility Assistants: Clarified assignment of temporary hours to those whose schedules allow
b) Evaluation Timeline: Increased the timeline for an employee to respond to the evaluation (from 14 to 30 days)
c) Clarified vacation carry-over: May not exceed fifteen days
d) Clarified timelines for reclassifications
e) Incorporated attachment regarding catheterization into the CBA
f) Updated VEBA attachments


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