March 2021 Tentative Agreement Overview
Overview of the March 2021 Tentative Agreement including details on changes to the Tuition Reimbursement Program, reinstatement of planning time, and Longevity Stipends for the staff of LSEA. The agreement outlines specific provisions and highlights the impact on various aspects of the contract.
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LSEA Limited Financial Opener March 2021 Tentative Agreement Presentation
TA Language: All other economic and contractual language agreements remain unchanged through the duration of the Collective Bargaining Agreement Meaning: TA Overview The Limited Financial Opener only impacts the items as outlined in this agreement. If an item is not specifiedin this Tentative Agreement it stays unchanged.
Example:In this agreement steps and level movement are not addressed. This means they continue as previously agreed upon in the complete Contract Opener in 2018. All Step and Level increases will continue each year as specified in 2018. That means in 2021-22 and 2022-23 you will continue to move on the step and level increases as previously agreed to.
Language of the TA Section #1: Tuition Reimbursement Program (Changes to Appendix I): *Up to 10 employees per year (change from 15 spots that were only SE related) *Open it up to any hard to fill position defined by state and district trends. *Require an application process to control which endorsements are approved based on District s needs each year in collaboration with LSEA Leadership. TA Section 1 *Human Resources and LSEA Leadership will collaboratively review and select applicants. *Lansing School District and LSEA will mutually work to establish a grow your own program to address future educator positions within the Lansing School District *Mutually explore and implement ways to support Student Loan Tuition Forgiveness education for all staff.
Language of TA Section #2: Planning time will be fully reinstated per contractual language and the stipend discontinued for not receiving planning time. This will begin in the Fall of 2021. Elimination of the No Planning Time Stipend will be used for staffing to provide planning time just as it was a year ago to provide half planning time. TA Section 2 Planning Time will return 225 minutes per week average (elementary), one period of planning on schedule (secondary). Example for secondary: second period planning Teacher Collaboration Time is not planning by definition and contract
Language of TA Section #3 A total of two Longevity Stipends to be paid for 2020-21 (current school year) and 2021-22 (next school year) school years Stipend will be paid each year, no later than May 31st(specific date to be determined) Longevity stipends will be for both hourly and salary staff of LSEA Years of service for that school year determines the stipend amount: TA Section 3 Less than 1 Year $750 1-9 Years $1000 10-19 Years $1250 20+ Years $1500 *Stipends are considered income and will be taxed, however, do not count towards retirement calculations with your income.
Language of TA Section #4: In addition to already agreed upon Step (hourly) and Level (salary) movement each year, we have agreed to additional salary schedule change This will alter the Salary Chart for both hourly and salary once ratified. Meaning new salary schedules will be created and posted showing the new increased wages for 2021-22 and 2022-23 The increase for 2021-22 will be based off the current salary scales TA Section 4 The increase for 2022-23 will be based on the revised 2021-22 scales Is a permanent raise and altering of the salary schedule 2021-22 0.5% added to all salary and hourly scales 2022-23 0.5% added to all salary and hourly scales
BA Level 8 Current 2020-21 Rate: $53, 760 New 2021-22 Rate: $54, 029 Salary Example New 2022-23 Rate: $54,299 *Keep in mind, this is showing just the change to BA Level 8. You would not stay at the same level, moving to a new level each year.
Track Your Movement Example: 2020-21: Currently on BA Level 8: $53, 760 2021-22: Move to BA Level 9: $56, 730 Salary Example 2 (New Scale with 0.5%) 2022-23: Move to BA Level 10: $59, 865 (New Scale with 0.5% based of the reworked 2021-22 scale)
This will be the last bargain until the full contract expires at the completion of the 2022-23 school year Restores full Planning Time for the first time since 2012 First COMBINED salary and step/level movement within a contract in over a decade Opens up more opportunity for new certifications for positions in need Final Thoughts Creates a partnership to formulate a Grow Your Own program once again in Lansing Public Schools between the LSD and LSEA A partnership to support those applying for student loan tuition forgiveness between the LSD and LSEA Two stipends will increase take home pay for all LSEA positions
You can email any person on the Bargaining Team with your questions Chuck: calberts@lsea.org Alfonso: asalais@lsea.org Zondra: zsicklesblake@lsea.org Christina: crfrenzel@gmail.com Lothar: teach_thinking@hotmail.com Charles: crichardson@mea.org Questions? You can call LSEA Monday, Tuesday, Wednesday, Thursday from noon-3pm with any questions as well.
Voting will open Monday, March 8th, 8am Voting will close Thursday, March 11th, 5pm Voting will take place for LSEA Members on the LSEA webpage located at www.lsea.orgYou must sign in to access the members only page and to find the ballot. Voting This PowerPoint and the Signed TA Document will also be available to view on the webpage.
If the Tentative Agreement passes by LSEA Membership vote the agreement will then need to be approved by an act of the Lansing School Board. This most likely would occur on Thursday, March 18thduring the General Board Meeting. After March 11th If it is approved by the Lansing School Board, LSEA Leadership would then work with Human Resources to update the salary schedules for both hourly and salary LSEA for the 2021-22 and 2022-23 school years. Upon completion these would be shared with all members. All items would go into effect after Board approval based on either the date specified or the start of the 2021-22 contract year.
