Overview of T.A.

for SLEA members

2012-2014

The Process
Membership Survey Comparable Districts South Lyon Community Schools financial position Core Values established from the survey results Followed the legislature
Retirement legislation constantly in flux Public Acts 100 -103 (established prohibited topics)
Tenure Teacher Evaluation Punitive nature of no contract

Dual Path of negotiations

No retirement legislation in place
Punitive proposals from District No real progress towards deal, little movement

With Retirement Legislation in place

Contingent proposals August 16th legislation opens door

Core Values
Financial
No reinstatement of retirement cap (off-schedule payment) No pay cuts at any level Maintain increase at the top Keep all steps moving towards top of the salary schedule No freezes or give backs at any level Short term contract due to state financial uncertainty Address extra pay wage stagnation
Schedule C Mentor Pay Professional Rate Longevity Cash in Lieu Presidents pay Travel Pay

Financial Summary: Salary Schedule Steps 1-9 Step 10

Maintain 9 steps Year 1: 2012/2013
Full step increase No increase in step base pay

Step 10 (Top Step) Year 1: 2012/2013

.75% increase

Year 2: 2013/2014
.75% increase or 62.5% of PPF increase, whichever is greater

Year 2: 2013/2014
Step freeze If there is a PPF increase for the 12/13 school year, each steps base will increase by 62.5% of PPF increase

Financial: Extras
Longevity Pay
Added to salary schedule (step 16, 22, 27, 32) these steps represent years of service. 16 -21 years increased to $700 from $671 22 26 years increased to $950 from $793 27 31 years increased to $1100 from $914 32 or more years increased to $1250 from $1037 Increased base rate to $43,621 from $42,699 for 2012 - 2013 New base rate will increase by 62.5% of PPF increase in 201 3 - 2014 Shifted a few positions to a higher level and added a couple of positions Increased to $2200 from $2111 for 2012 - 2013 New amount will increase by 62.5% of PPF increase in 2013 - 2014 Increased to $165 from $150 for 2012 - 2013 New amount will increase by 62.5% of PPF increase for 2013 - 2014 Increased to $28.11 from $27.51 per hour New base rate will increase by 62.5% of PPF increase for 2013/2014

Schedule C

Cash in Lieu of Insurance

Mentor Pay

Professional Rate Presidents Pay

Increased to $13,810 from $13,713 New amount will increase by 62.5% of PPF increase for 2013 2014

Interschool Travel
Between Middle schools: $450/semester Travel between all other schools: $1500/semester

Financial: Additional Changes

Retirement cap (off-schedule payment) is nonexistent 2 year agreement Minimum of 24 pays replaces 26 or 21 pays
Will be moving to 2 pays per month

New hires for 2013/2014 on different salary schedule

15 steps Start and end at same step amounts as current employees
Since contract was TAd before expiration, if ratified, members pay will reflect the terms of this agreement.

Financial Summary
No extra retirement deduction (off-schedule payment) from members checks due to the removal of the retirement cap Minimum 1.5% increase at step 10 over the two years of contract Avoided adding steps to the salary schedule for current employees Increased longevity pay Increased all Extra duty pay for 2012/2013 school year Full step increase for steps 1 - 9 in 2012/2013 year, no increase in step base amount Steps 1 - 9 frozen in 2013 - 2014, base amount will increase by 62.5% of PPF increase if there is an increase in the PPF. New hires in 2013 2014 have a lengthened salary schedule

Core Values
Health Insurance

Keep MESSA as carrier Try to maintain current cost to members Offer 2 plan options for members to choose from Ensure district covers maximum allowable by State law

Health Insurance: Overview

State established caps currently in place $5,500 single, $11,000 couple, $15,000 family
Problem: fairly accurate for singles/families but couples get hit with low cap relative to cost of insurance

District pays maximum allowed by law at all levels for health insurance
Our New MESSA Choices Plan
100/200 deductible Saver RX drug card $5 co-pays (current plan) Takes effect October 1st for all members if TA is ratified Plan benefits renew in January ($100/$200 deductible will roll over from 2012 to 2013)

Jan. 1st: 2nd plan offered

MESSA HSA Plan A Substantial savings Takes effect January 1st if member chooses to switch More informational meetings to follow before late November/December enrollment

January 1st becomes new renewal for all members

New enrollment period in November/December Plan benefits for both renew in January Plan rates renew July 1st

Singles/Couples/Family now pay different amounts for insuranceno more blended rate. District pays full amount for PAK B (same as previous coverage for optical, dental, life, etc.)

Health Insurance: Cost to Members

MESSA choices 100/200, Saver RX, $5 co-pay Everyone carries this insurance through the end of December 2012, then a second option will be offered
Single: $ 6823.92 total yearly cost Amount owed by member after $5,500 cap is paid by district: $1323.92 Single: $55.16 per pay (through June 2013) *based on 24 pays

Couple: $15,331.44 total yearly cost Amount owed by member after $11,000 cap is paid by district: $4,331.44 Couple: $180.48 per pay (through June 2013) *based on 24 pays
Family: $17032.92 total cost Amount owed by member after $15,000 cap is paid by district: $2032.92 Family: $84.71 per pay (through June 2013) *base on 24 pays
*MESSA rates currently renew July 1st each year meaning members could see a rate increase/decrease from July - December

Health Insurance: Cost to Members

MESSA HSA Plan A

$1250/$2500 deductible District will pre-fund entire deductible (deposit amount into an HSA account in members name) If member doesnt spend deductible in that year, unspent money remains members HSA account Plan benefits renew annually on January 1st Single: $6655.04 total cost ($5,155.04 premium +$1,250 deductible) Amount owed by member after $5,500 cap is paid by district: $1155.04 Single: $48.13 per pay (through June 2013) *based on 24 pays Double: $14,638.75 total cost($12,138.75 premium + $2,500 deductible) Amount owed by member after $11,000 cap is paid by district: $3,638.75 Double: $151.61 per pay (through June 2013) Family: $15,989.85 total cost ($13, 489.85 premium + $2,500 deductible) Amount owed by member after $15,000 cap is paid by district: $989.85 Family: $41.04 per pay (through June 2013) *MESSA rates currently renew July 1st each year meaning members could see a rate increase/decrease from July - December

Health Insurance Summary

District is paying maximum allowable for health insurance 2 MESSA plans offered beginning January 1st November/December becomes new enrollment period State caps in place: no more blended rate for all members Saver RX drug card replaces the $10/$20 card Both plans carry deductibles District pays full amount of PAK B benefits More info. on HSA plan forthcoming stay tuned

Core Values
Language
Maintain language protecting teacher rights whenever possible If prohibited language is removed, establish a LOU allowing the current language to return should laws be overturned Protect class size language/overage language Equity between secondary/elementary workload and schedule No additional duties (Workload Inventory) Additional work = Additional pay

Language: Prohibited Subjects

Interpretation of prohibited language established by PA 103 This includes language dealing with evaluation, lay-off and recall, teacher discipline, and assignment. LOU battle and the end result
If laws are overturned, new language will be bargained back in If laws are overturned, will not have to wait for contract expiration to bargain new language

NTPSM language
Non Teaching Professional Staff Members Staff that are not covered under the Teacher Tenure Act Maintained current contract language for all prohibited topics possible.

Language Summary
Positives
Members paid 2 hours at the professional rate for each SAC meeting attended No more updating CA 60s at the elementary level District continues to collect MEA dues Increased the number of days given to the bank when a teacher with more than 150 days in bank retires from a maximum of 10 to a maximum of 15 Maintained Secondary Overage language (core only) Maintained Elementary Overage language Set new class size limit for splits at the elementary level at 28, but no overage pay Expanded qualifying family members for district paid bereavement leave Removed the one occurrence restriction on the 3 paid bereavement days Set limits on the earliest daily start time and latest end time for all levels Computer usage language and new curriculum training requirement language

Negatives
NTPSM language old language related to prohibited subjects maintained for Nonteaching Professional Staff members only Contract expiration August 15th instead of August 31st Per diem based on 182 days , instead of 180 days Lost Special Education overage pay formula at the elementary level Overage language specifies CORE classes only

Core Values
Calendar
Reduce professional development hours to align with State requirements Keep Mid-Winter Break in place Align elementary and secondary end of semester schedules Work from home option on records days Schedule secondary conferences on Thursdays

Calendar: Summary
September 4th start date explanation
District imposed start date in order to avoid paying step increases if no contract in place by expiration

Mid-Winter Break remains 5 days Winter Break(December) shortened by two days due to late start Tuesday hours reduced to 30 hours from 32 hours Elementary receives an additional day on Wednesday during last week of school Work from home option for January records day Secondary conferences on Thursdays both years of contract

Ratification Schedule
Presented to Executive Board after Tuesdays membership meeting on Sept.4th Hard copy of TA in mailboxes on morning of Sept. 5th. Presentation of T.A. to general membership on Sept. 6th at 2:00pm. Electronic voting on TA beginning at 8:00am Sept. 12th and ending at 4:00pm Friday, Sept. 14th.