May 6, 2015

Negotiating Team Nolan Flores HS Miles Lewis MS Cathy Crable FE Phil Corleto OE Kim Schultz OP Jeff UgineAt Large Jean SteinAt Large Betsy HennessyAt Large

Negotiating Team Michele Farley, WTA President Jeff Trout, NYSUT Regional Rep

District Team Rob Banzer Joe Siracuse John Carlevatti Holly Armitage Greg Atseff Tim Reynolds Carla Boerman

The Process: Interest-Based 1. Identified interests based on WTA surveys 2. Determined common interests with the district 3. Explored all potential options 4. Agreed upon option that best met the interests of both parties.

Jeff Trout NYSUT Rep Regional Trends in Settlements 2016 Budget Bill A. School Aid B. Tenure C. Teacher Certification & SED Registration D. APPR

Curriculum Writing Change: Removal of an ending date to continue curriculum writing rate.

Domestic Partnership Change: Domestic partners are no longer recognized for employee benefits (as per NYS law allowing same sex marriage) Previously recognized partnerships will be grandfathered in

Calendar/Work Year Calendar/Work year Change from 188 to 187 work days with no change in salary August 31 new potential start date. This provides more flexibility in creating the calendar Elementary: last day will be one full staff day, not “the equivalent” of one full staff day.

Parent Teacher Conferences Elementary will have 2 half days in the fall and 2 half days in the spring. Secondary will have 1 half day in the fall and 1 half-day in the spring.

Planning Time This is new language, added to the contract It provides a minimum guarantee Elementary: The equivalent of one special area class period (K gets the equivalent of 1-5 class) Secondary: The equivalent of one instructional period

Sick and Personal Leave Removal of language dictating use of personal days 3 personal days to 2 personal days 14 sick days to 15 sick days Additional language regarding attendance patterns

Tuition Reimbursement Change: language removed allowing tuition reimbursement. $1250 base salary increase is still in effect for completed Masters.

Stipends Not enough time to resolve Sub-committee created to address and resolve issues with an MOA by January 1, 2016 Stipends frozen for school year

Compensation Salary Health Care Current employees: No change New employees: Base plan changed to Healthy Blue

Salary Compared Wayne salaries with salaries from comparable districts using NYSUT and NYSED data. Comp districts: Victor, Spencerport, Pal-Mac, Canandaigua, Webster.

Salary Figure 1. Average 2015 Wayne salaries based on years for credited service compared to other comparable districts’ average salaries. Credited years of service

Trend was recognized by WTA and the district. (Figure 1.) Competitive starting salaries Widening gap years 4-30 Shared interest to address external inequity.

Objective: Provide external equity while maintaining internal equity. Three Year Plan: Provides flat raises for all. Extra money used to close gaps over the first two years.

Three Year Plan Year 1: 2% flat + 1.5% to gap Closes gaps by ~ 27% on average. Year 2: 2.9% flat+ 1.1% to gap Closes gaps by ~ 29% on average. Year 3: 2.5% flat

Salary Figure 1. Average 2015 Wayne salaries based on years for credited service compared to other comparable districts’ average salaries. Credited years of service

Salary Figure 1. Average 2018 Wayne salaries based on years for credited service compared to other comparable districts’ average salaries.

Salary Slips Salary slips will be individualized for each member Passed out at building level meetings

Salary slip example NAME Building (2%) 2017 (2.9%) 2018 (2.5%) Salary Total 50,00051,65053,69755,040

Objective: provide external equity while maintaining internal equity. 3 Year plan makes significant strides in closing gaps. Interest of District and WTA to continue to address this issue in future contracts. Summary