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Union Reaches Re-Opener Agreement ++ DOWNLOAD COMPLETE AGREEMENT INCLUDING ELECTRONIC GRADE BOOK LANGUAGE HERE    Fort Lauderdale, Fla., April 15, 2008 – Broward Teachers Union and School Board of Broward County negotiators reached a Memorandum of Agreement, today, bringing to a close their first ever mid-school year contract negotiations re-opener.    BTU President Pat Santeramo said the agreement includes the implementation of a new Retirement Assistance Program for instructional staff interested in retiring at the end of the 2008-2009 school year. The agreement creates a union and district Compensation Reform Committee to make recommendations on how to make the current salary schedule more equitable and restructure the way instructional staff are currently paid. It also provides new language that will standardize use of Electronic Grade Books district wide.    “During such difficult economic times in which the vast majority of everyone’s efforts are directed at preventing the lay off of employees, this agreement provides important movement that will ultimately benefit all of our members,” Santeramo said.    Negotiators originally scheduled the re-opener to discuss additional salary increases contingent upon the Property Tax Amendment proposal failing. When the ballot initiative passed on January 29, the bargaining talks turned to making contract language improvements. All instructional staff will receive the previously negotiated step increase effective July 1 prior to the traditional summer and fall contract negotiations that begin after May 1.    Santeramo said retirement issues are one of the membership’s top negotiations priorities. Just over 40 percent of BTU members have 20 years or more experience.    To qualify for the new retirement program, full-time instructional staff who are at least 55 years old must be on step 20 or higher on the teachers’ salary schedule in the Florida Retirement System or Teacher Retirement System, and have at least 10 years service with Broward schools.    The retirement program will provide participants with several new benefits:   ·        Effective upon the program participant’s non-revocable retirement, the School Board will provide paid HMO or Consumer Driven PPO health insurance and term life insurance of $50,000 until the employee is Medicare eligible.   ·        Program participants will receive a salary increase of $10,000 divided evenly in each of their paychecks during the last year of their employment.      The school district and union will distribute program details and applications to all potential participants. The application deadline will be October 15, 2008.   Continues on Page 2      The negotiation teams agreed to form a joint labor-management Compensation Reform Committee for the purpose of exploring ways to attract and retain teachers within the district’s financial parameters. The union and district will appoint four committee members each. The committee will develop guidelines, establish subcommittees, employ consultants and other resources.    Santeramo said the committee will be charged with addressing the following issues:   ·        Experience credit   ·        Salary schedule equity   ·        Relationship of compensation to professional responsibilities, improved teaching skills, pedagogical knowledge and learning outcomes      Committee members will make their recommendations to the BTU president and School Board superintendent for incorporation into the 2009-2010 school year contract.    Prior to the further district wide implementation of the electronic grade book, the two teams agreed on contract language that standardizes its use in all schools. The electronic grade book will be used in lieu of traditional paper grade books when possible at work locations. Currently, the electronic grading system’s implementation and use has varied widely throughout the district.    Instructional staff will input a minimum of three grades by the interim period. By the end of each quarter, the grade book will reflect a minimum of nine grades. Recording grades in the areas of related arts and advanced placement subjects will continue to vary.  Staff using the system will follow standard operating procedures for incomplete make-up work.    The Memorandum of Understanding will be incorporated into next fall’s contract negotiations and face ratification as part of that agreement’s ratification process. Union members will kick-off that process in early May by participating in the annual contract negotiations survey. Union negotiators use the membership’s input through this survey to direct and guide their work during all contract talks.    “We continue to work with district leaders during these especially difficult economic times. Our commitment remains negotiating the very best agreements possible on behalf of all members,” Santeramo said.   FORT LAUDERDALE, FLA., April 8, 2008 –  While the Broward Teachers Union and the School Board of Broward County teams continued to make negotiations progress Tuesday, April 8, no agreement was reached. The talks on behalf of BTU members who work as Broward Public Schools instructional staff focused on a new proposed Retirement Assistance Program. The District has required that at least 150 members opt to utilize the proposed Retirement Assistance Program.  This prerequisite participation number will cost the District approximately $1.8 million.   BTU proposes “if during the 2008-09 school year, the RAP Plan is not implemented, then any and all funds previously allocated to fund the plan shall become part of the teacher salary schedule package and disbursed within the same year.”   The District adamantly rejected this proposal.  It appears that the District’s interest in RAP is centered solely around he program’s income producing / district savings aspect rather than assisting  teachers who are ready to retire. The two teams also discussed a district and union Compensation Review Committee. The BTU Team is reviewing the need for a Professional Compensation Review Committee.  If the District purports to have no money, BTU team members question forming a committee, at this time, when it is destined for failure. The next round of negotiations talks are scheduled for 3 p.m. on Tuesday, April 15 at the BTU Office in Tamarac. --- FORT LAUDERDALE, FLA., March 27, 2008 – Hoping that the Property Tax Amendment proposal would fail in January leaving the School Board with additional monies for another member salary increase this school year, the negotiations teams for the BTU - Education Professionals negotiated a first time ever mid-year contract negotiations re-opener. BTU-EP Chief Negotiator Dane Ramson said the union's team representing Broward Public Schools instructional staff have met two times so far. As a result of budget cuts from the fall's special legislative session, passage of the Property Tax Amendment and additional cuts during the first week of this year's regular legislative session, members will not be surprised to learn that unfortunately no additional dollars exist for another salary increase for this school year. The re-opener contract talks are expedited. In addition to the re-opener, the two teams also agreed last fall to refer several unresolved issues to committees for further study and recommendations to the union and district's joint Contract Administration Committee. The issues include Experience Credit, Electronic Grade Book and Salary Schedule reform.   BTU President Pat Santeramo has proposed that the district research a Retirement Assistance Program. If enough members participated, some bargaining unit members would become eligible to retire earlier and the district would save money. School Board Chief Negotiator Susan Dumala agreed to negotiate this issue since it appears to be a win-win for both sides. However, the district has mandated that at least 150 members avail themselves of the opportunity.  The parties have agreed to develop a comprehensive communication program to educate potential participants about its benefits. More information about the proposed program will be forthcoming as soon as it becomes available. The two teams have tentatively agreed to Electronic Grade Book contract language. The tentative agreement proposes that electronic grade books will be used in lieu of the traditional paper grade book when functionally possible at the work location. The Teacher of Record will input a minimum of three (3) grades by the Interim Period. By the end of each quarter, the grade book will reflect a minimum of nine (9) grades. Recording grades in the areas of Related Arts and Advanced Placement subjects will vary. Standard operating procedures should be followed for incomplete and make-up work.   Ramson said if approved by the members, the new language proposal would provide Electronic Grade Book standards to be utilized district wide rather than the arbitrary and capricious whims of principals, which have varied from school to school.  The next session is scheduled from 2 p.m. to 6 p.m. for Tuesday, April 8th at the BTU Office in Tamarac. Members should always call the BTU Office (954-486-6250) prior to leaving for the negotiations session. For comments or questions, please contact BTU-EP Chief Negotiator Dane Ramson at dramson@btuonline.com. ---   FORT LAUDERDALE, FLA., Oct. 23, 2007 – As the BTU negotiations team prepares to return to the negotiations table in February, it is critical that all education professionals stand united. Stewards need to provide members with accurate, factual and objective information. All members are strongly encouraged to stay informed with factual negotiations information and become actively involved in the upcoming negotiations. BTU’s contract negotiation goal in regard to salaries remains achieving the highest starting and maximum salary with more equitable, but fewer salary schedule steps. All members need to understand that step movement, which is an important part of any total salary increase, is not guaranteed until it is negotiated. The BTU negotiations team has been successful recently in negotiating step movement because negotiations have been limited to re-openers as the current contract agreement has been extended for a total of seven years. The previously negotiated step increase went into effect on July 1 with the remaining portion of the average 5.59 percent negotiated raise going into effect with the recent paycheck. Step movement is an important part of any salary increase. The BTU recognizes there are salary schedule equity issues especially between steps 10 to 19. Salary schedule step equity was the number three membership negotiations priority in the BTU Membership Negotiations Survey. As a result, the BTU’s negotiations team initiated the BTU’s Salary Schedule Reform Initiative. While school board negotiators fought the initiative throughout negotiations, the BTU team was successful in accelerating step 9 by combining steps 9 and 10. In future negotiations, including the unprecedented salary negotiations re-opener in February 2008, the BTU team intends to continue fighting for the Salary Schedule Reform Initiative. They hope to combine at least two more pairs of salary steps in future negotiations. The Salary Schedule Reform Initiative is just one of the ways the union is working to make the salary schedule more equitable. The Initiative will increase the gap between salaries earned by starting educators and more experienced teachers, provide for larger gaps in step increases between steps 10 to 19. It will also accelerate movement for all members to the top of the schedule maximizing member earnings potential over the course of their career. The team was also successful in negotiating another guaranteed step increase for the next year’s negotiations. All aspects of the contract negotiations tentative agreement including the proposed salary schedule were published online and remain there for members to view. Traditional paper copies of the tentative agreement including the proposed salary schedule were mailed to every school and worksite in advance of the vote. OTHER CONTRACT NEGOTIATION INFORMATION: The new starting salary for Broward education professionals is $38,500 making it the highest starting salary in the South Florida tri-county region and amongst the highest in the state. The agreement means Broward’s first year teachers earn $500 more than the starting salary of $38,000 for Miami-Dade teachers. The overall average improvement to the salary schedule was 5.59 percent including the guaranteed step movement on the salary schedule that took effect July 1, 2007. All Broward education professionals received a minimum salary increase of $1,725. The district’s most experienced teachers on step 22+ received a $2,512 salary increase and the salary schedule now tops out at $70,000. Education professionals will receive a guaranteed step increase for the 2008-2009 school year effective July 1, 2008. Following the unusual fall special legislative budget session and the constitutional property tax amendment vote in January, the tentative agreement also contains the unprecedented provision to re-open negotiations for additional salary increases and pay step equity in February 2008. When the BTU negotiations team returns to the negotiations table in February, all education professionals need to show their active support. The voice of Broward education professionals can make a difference. All education professionals are encouraged to actively participate in the negotiations process. All members can access the most up-to-date negotiations information by logging on to www.BTUonline.com.     Contract Tentative Agreement Reached   NOTE -- You must disable your web browser's popup blocker for BTUonline.com to view some of the following links:   CLICK ON EACH TOPIC FOR MORE INFO   Contract Tentative Agreement Announcement   Summary of Tentative Agreements by Article   New Salary Schedule 2007-2008   Tentative Agreement Language 2007-2008 with Strikethroughs and Underlining   Would you like to listen to the Contract TA Press Conference?  CLICK HERE NOTE: This file may take up to a few minutes to download.   View video clips of the Contract TA Press Conference: CLICK HERE   Read about the Contract Tentative Agreement in the Sun-Sentinel: CLICK HERE   Read about the Contract TA in the Miami-Herald: CLICK HERE   Read about the Contract TA at CBS News 4: CLICK HERE     Contract Tentative Agreement Announcement   FORT LAUDERDALE, FLA., Aug. 22, 2007 – Negotiators for the Broward Teachers Union and School Board of Broward County reached a tentative contract agreement this morning following several months of negotiations.   BTU President Pat Santeramo thanked the union’s negotiations team members for their hard work and ability to reach an agreement during difficult financial times. He said the state’s special legislative budget session next month and the constitutional property tax amendment vote in January made this year’s contact negotiations especially challenging.   “Despite the complexity of this year’s negotiations, we fought for the best salary increase and working conditions possible for our members,” Santeramo said. “I am pleased that the two teams will return to the negotiations table in January to continue negotiating salary increases. Our fight for higher salaries, affordable health insurance and improved working conditions will never end.”   Contract ratification packets will be mailed to each school and worksite and all bargaining unit members will have an opportunity vote in early September. The packet will include a complete summary of the tentative agreement and a salary schedule. Members will also be able to go to BTUonline.com to read the language of the new tentative agreement and review the proposed salary schedule.   The following is a brief summary of the agreement:   The new starting salary for Broward education professionals will be $38,500 making it the highest starting salary in the South Florida tri-county region.   The agreement will mean Broward’s first year teachers will earn $500 more than the starting salary of $38,000 for Miami-Dade teachers.   The overall average salary schedule improvement is 5.59 percent including their guaranteed step movement on the salary schedule, which took effect July 1, 2007.   All Broward education professionals will receive a minimum salary increase of $1,725.   The district’s most experienced teachers on step 22+ will receive a $2,512 salary increase and the salary schedule would now top out at $70,000.   The tentative agreement takes the first step in addressing salary step equity through a salary schedule acceleration and reform model that will result in a reduction of one step below step 10.   Education professionals will receive a guaranteed step increase for the 2008-2009 school year effective July 1, 2008.   Following the unusual fall special legislative budget session and the constitutional property tax amendment vote in January, the tentative agreement also contains the unprecedented provision to re-open negotiations for additional salary increases and pay step equity in February, 2008.   Employees who are victims of domestic violence will receive three paid leave days per a new school board policy that will be developed according to Florida Statue.   The tentative agreement contains precedent setting administrative bullying language that protects education professionals from being harassed by principals or supervisors.   According to the tentative agreement, department chairs will continue to be elected by staff with principals having the option to override the faculty’s recommendation. However, if the recommended person disagrees with the principal’s decision they would then be able to appeal the decision first to the Area Superintendent and then to the Superintendent and BTU President for a final resolution.   The agreement includes a memorandum of understanding that permits the district’s approximate 10 high schools on block schedules to have second back-to-school night. Education professionals at such schools would attend voluntarily and if they do, they would receive three hours of pay at their regular hourly rate.  The joint High School Reform Committee would study block schedule issues and make recommendations for changes.   After two years of negotiations, the district’s 300 itinerant teachers who use cell phones for business purposes will receive a $350 cellular phone reimbursement at the conclusion of the work calendar unless they choose to retain a phone provided by the district.   The agreement includes language that keeps substitutes secured by education professionals from being reassigned by principals to other classes.  It also provides relief for teachers whose TDA’s are cancelled because of the unavailability of substitutes.   It also protects teachers against disciplinary action for refusing to cover classes when administrators have not created the required volunteer list of available teachers.    The tentative agreement refers the issues of experience credit, electronic grade books and continuing salary schedule reform to the Contract Administration Committee with specific time sensitive deadlines to make recommendations to BPS Superintendent Jim Notter and BTU President Pat Santeramo.   Summary of Tentative Agreements Article 6 – General Employment Practices ·        Substitutes and TDA’s: Employees securing their own substitutes shall not have that substitute reassigned to cover other classes.  Where employees have secured both substitutes and TDA’s, the TDA’s may only be revoked under certain circumstances based on the availability of the activity. ·        Covering Classes: Employees may not be disciplined for refusing to cover classes when administrators have failed to create the required volunteer lists.  In elementary schools, classes without substitute teachers shall be divided among at least 4 employees where sufficient volunteers are available. ·        Administrative Bullying:  Bullying/harassment of employees is defined and a process is created for addressing such concerns.  If the Area Superintendent/Superintendent is unable to address such concerns, such complaints may be taken to binding arbitration. ·        Fitness for Duty:  Corrects the title of the administrator responsible for implementing physical and psychological examinations of employees. ·        Reassignments: Employees assigned to positions with longer calendars, additional compensation, accompanying supplements, or additional or broader job responsibilities shall only be reassigned out of such positions by mutual agreement, for just cause, or to meet operational needs of district. ·        Back to School Night:  A separate MOU permits high schools on block schedules to have second back-to-school-night for 2007-2008 only.  Bargaining unit members volunteering to attend the second event shall be compensated for three (3) hours at their hourly rate.   Article 9 – Department Chairpersons, Team Leaders, Curriculum Councils and Professional Development Council ·        Selection of Department/Team/Grade Chairpersons:  A principal’s failure to appoint the person recommended by faculty members for a chairperson position can be appealed to the Area Superintendent and finally to the Superintendent and BTU President for resolution.   Article 19 – Professional Compensation ·        2007-08 Salary:  Compensation for 2007-08 includes previously guaranteed step, additional salary improvements to provide at least $1725 increase, and salary acceleration for employees with 8 years of experience.  Salaries increases are retroactive to July 1, 2007.  Starting salary increased by $1500 to $38,500, and maximum salary increased by $2512 to $70,000.  Negotiations for additional salary increases resume in February 2008 following the legislative special session and defeat of the property tax constitutional amendment. ·        2008-09 Salary:  Step movement guaranteed on July 1, 2008.   ·        Employee Passes: Employees shall be admitted without charge to athletic and other events with some limitations. ·        Direct Deposit:  Options to divide salary among financial institutions increase from 2 to 5. ·        Cell Phones: Cellular phone reimbursement for itinerant teachers would be lump sum payment of $350 paid at conclusion of work calendar.  Employees currently provided a cellular phone will be given the option annually of using the issued phone or receiving the lump sum payment.  ·        Payroll Changes: Salary payment practices are changed to reflect the district’s new payroll system procedures.  There will be an annual review of the payroll program to improve efficiency and customer friendliness.  Mutually recommended modifications will be implemented in the following fiscal year.    Article 22 -- Insurance ·        Dependent Coverage: Savings returned from health care providers to the district would be reimbursed to employees with dependent coverage in the plan that produced the savings.  ·        Plan Choice: Employees will be allowed to enroll in any insurance plan of their choice, even during first three years of employment.   Article 29 – Union Rights ·        Email:  Stewards have the right to use the district’s electronic mail system for union business in compliance with Board policy. ·        Leave:  Restrictions are removed on the length of union leave for bargaining unit members hired by the union. ·        Released Time: Leave for union business is now administered through the Employee Relations Department. ·        Release Days:  One steward per site is released on six rather than five days to conduct union business and attend joint union-district contract training.  For 2007-08, stewards will be released on an additional seventh day to participate in joint administrative training focused on improving teaching and learning.   Other Provisions ·        Domestic Violence Leave: Leave required by statute for employees victimized by domestic violence will be a paid leave when adopted in School Board policy. ·        Electronic Grade Book:  Standards for entering grades and attendance is referred to the Data Collection and Review Committee for its recommendations. ·        School Reconstitution: A flow chart describes the process for changes in at-risk schools that are required by state and federal statutes and the circumstances when they will be enacted. ·        Experience Credit:  The Contract Administration Committee is charged with making recommendations on the issue of teachers who were not given full credit for teaching experience by January 17, 2008. ·        Salary Schedule Reform:  The Contract Administration Committee is charged with making recommendation on the issue of creating greater equity among steps on the salary schedule by March 31, 2008. ·        Underpayments:  The statutory timeline for collection of wage underpayments will be researched and resolved by November 1, 2007.     ---   Teacher Contract Negotiators Near Tentative Agreement; Schedule Wednesday Morning Negotiations Session        FORT LAUDERDALE, FLA., Aug. 21, 2007 - With a quarter of one percent separating their salary increase proposals, negotiators for the Broward Teachers Union and Broward Public Schools resumed negotiations Tuesday afternoon following a two hour closed door session held by the School Board of Broward County.    Union and district negotiators worked late into the evening trying to reach an agreement that would end three months of contract talks. The negotiations focused on proposals concerning salary increases, health insurance provisions and working conditions.    "I believe tonight's negotiation session will be a test of the district's commitment and resolve to reaching an agreement," BTU Chief Negotiator Dane Ramson said.    Even so and despite hours of negotiating and both sides reaching agreement on all issues except for compensation, negotiators for the district and union finally decided to adjourn negotiations so they could fully assess each other's compensation proposals overnight to determine whether the proposed new packages would in fact address each side's goals. In addition to the actions taken below, the teams scheduled another negotiations session for 9 a.m., Wednesday, August 22 at the BTU Offices in Tamarac with the hope of reaching a contract tentative agreement at that time.    "I would like the opportunity to review your proposals overnight and I believe when we come back in the morning, I hope we can reach agreement," Broward Schools Co-Chief Negotiator Dorothy Davis said.    Contract Article 6 / General Employment Practices; Section I: Negotiators began by reaching a tentative agreement within the first 30 minutes of bargaining talks. The two sides agreed that when employees are assigned to bargaining unit positions where their job description, school board policy and/or contract requires a longer calendar, additional compensation, an accompanying supplement and/or additional and/or broader job responsibilities, the respective employees shall be reassigned out of such positions by mutual agreement between their supervising administrator and the affected employee, for just cause, or except when such reassignment is necessary for the operational needs of the district.    Article 6 / General Employment Practices; Section I: Both sides reached a tentative agreement on electronic grade books by deciding to send the issue to the district and union's Contract Administration Committee, which will meet no later than December 21, 2007 for the purpose of developing a memorandum of understanding no later an February 1, 2008.    Contract Article 22 / Insurance; Section F: Union negotiators continued to insist that any savings experienced by health insurance carriers on dependent coverage should be reimbursed to employees choosing the dependent plans that produced the savings. Davis said she would consult with the district's Director of Benefits Ronald Weintraub.    Article 19 / Professional Compensation; Section N(7): District negotiators proposed language that requires the district and union to review changes to the payroll program annually and propose modifications as necessary in contract language to improve its efficiency and customer friendliness. Ramson said the provision does not reinforce existing practice and the language only provides for one year. Davis stated they would consider her comments during their district team's caucus. Upon return from caucus, Davis confirmed the review would be ongoing and not for just one year. The two sides reached a tentative agreement concerning the issue.    Memorandum of Understanding: District negotiators offered an MOU that stated the School Board of Broward County will develop and implement a district policy concerning domestic violence leave as outlined by Florida Statue. Ramson countered the MOU should include the Florida Statue's actual language. She stated the resulting district policy must include three days of paid leave when the employee is a victim of domestic violence according to the statue. District negotiators countered by adding new language "employees who are victims of domestic violence as defined inFlorida Statute 741.28. The two sides tentatively agreed to the memorandum.       Article 9 / Department Chair Selection; Section A (1.a.): The district responded to the union's proposal that each department's members at the district's schools should be able to vote and choose their respective chair without fear that their principal will override their choice. The proposal also would include changing the chair selection deadline from May 1 to April 15. The district countered that if an employee is not satisfied with the principal's decision they could appeal the decision to the appropriate Area Superintendent. If they are still not satisfied, they could appeal to the Deputy Superintendent, Chief of Staff for a final and binding decision.   Ramson said she appreciated the district's movement on the proposal by including the appeals process. The union and district tentatively agreed to the new language.    Article 19 / Compensation: Union negotiators submitted their compensation proposal of the evening's negotiation session. It proposed an average 5.75 percent salary increase including step movement. It is noted that the proposal includes the minimum guarantee of actual step movement for all employees on the contracted salary schedule.    The proposal emphasizes the union's priority to address salary schedule reform and/or salary schedule acceleration on at least one level - accelerating at least one group of employees an additional step for the 2007-2008 school year. The proposal stated that the schedule must begin to reflect increased compensation equity and the best salaries for the district's most experienced teachers.    The union proposal also includes a re-opener for negotiations in February 2008 for the purpose of negotiating additional salary improvements, salary schedule equity improvements, experience credit equity, and all supplements. Issues of domestic violence / employee leave and early retirement shall also be mandatory subjects of negotiation at that time.    The compensation proposal also includes a guaranteed step increase for the 2008-2009 school year.    District negotiators countered with a 5.5 percent average salary increase and agreed to accelerate one salary step in order to address the salary step equity / acceleration issue, which they stated equals .09 percent in new funding applied to the salary schedule increasing their overall compensation proposal to an average 5.59 percent salary increase. The district's proposal also agreed to re-open negotiations after January 2008 in order to negotiate salary increases and guaranteed a step increase for the 2008-2009 school year.    Appendix N: District negotiators resubmitted their Memorandum of Understanding concerning a proposed pilot project for the 2007-2008 school year that would institute a second "Back-to-School Night" for secondary teachers that work at the district's 9 to 10 high schools using a 4X4 block schedule. Those teachers that participate would be compensated for the three hours of additional work at their regular hourly rate. District negotiators changed their proposal to make employee participation voluntary. The district's proposal also included the provision that a study and recommendations concerning block scheduling be referred to the High School Reform Committee for submission to the Contract Administration Committee. Considering this new provision, the union and district negotiation teams tentative agreed to the Memorandum of Understanding.    The negotiation teams also tentatively agreed to submit the issues of experience credit, electronic grade books and salary schedule reform to the Contract Administration Committee with time definite deadlines for making recommendations to the Broward Schools Superintendent and Broward Teachers Union President.    Negotiations will resume at 9 a.m., Wednesday, August 22 at the BTU Offices in Tamarac. A complete summary of all negotiation sessions to date can be read below in each session summary. CORRECTION: Ramblewood Middle School Principal Desmond Blackburn was mistakenly identified as the school's "interim" principal in the last negotiations summary. He is not an interim principal. The union's average salary increase proposal was incorrectly listed as 5.57 percent and should have been listed as 5.75 percent.     FORT LAUDERDALE, FLA., Aug. 15, 2007 -- Broward Teachers Union and School Board of Broward County negotiators failed to reach an agreement on Wednesday placing the possibility of reaching a contract settlement before Monday’s first day of school for students an impossibility.    Prior to receiving the Broward school district’s salary increase proposal, BTU Chief Negotiator Dane Ramson asked district negotiators to make a commitment to reaching an agreement prior to start of the school year. Although district negotiators moved from their average 5.3 percent salary increase to an average 5.5 percent, the offer made late in the evening was too little too late for the teachers’ negotiators.    School Board Chief Negotiator Dildra Martin-Ogburn said she would be willing to negotiate however long it takes in order to reach an agreement while recognizing the financial ramifications of possible future state budget cuts. This fall’s unusual special legislative session lingers in the minds of negotiators for both sides.    According to a document distributed by district negotiators, the members of the School Board of Broward County during their evening August 14 Closed Door Session authorized an average 5.5 percent increase including the previously negotiated step movement that became effective July 1, 2007. The school board members also guaranteed a step increase for all employees for the 2008-2009 school year. Board members agreed to pay a $453.53 per month health insurance leveling model contribution for single coverage HMO and the district’s Consumer Driven Plan.    Considering the potential results from the Special Legislative Session and Property Tax Constitutional Amendment on January 29, District negotiators consented to re-open negotiations no later than 30 days from the latter for the purpose of negotiating an additional increase to the salary schedule for the 2007-2008 school year.    “Suffice it to say, I unilaterly reject your salary offer,” Ramson said. “It would have been wonderful to have an agreement before the start of the school year, but with your offer tonight, it is obvious that we should all go home.”    Contract Article 6 / General Employment Practices; Section B: Negotiators reached a tentative agreement stipulating that teachers will not be required to obtain substitutes for themselves, but will have the option to recommend a substitute, which must be provided to administrators with as much advance notification as possible.    If a substitute is secured for a teacher and a Temporary Duty Assignment (TDA) is authorized, the TDA can only be revoked as a last resort. If a TDA is revoked, teachers will have the option of retaking the training the next available time it is offered. In the event the training is only offered once, the TDA will not be revoked.    Article 9 / Department Chair Selection; Section A (1.a.): Union negotiators proposed each department’s members at the district’s schools should be able to vote and choose their respective chair without fear that their principal will override their choice. The proposal also includes changing the chair selection deadline from May 1 to April 15. Ramblewood Middle School Interim Principal Desmond Blackburn and district negotiations team member stated he has been fortunate that his staff has always selected excellent district chairmen and women, but he believes as the school administrator, he must reserve the right to override potential bad department chair selections by department members. District negotiators rejected the proposal in order to maintain administrative rights.    Article 19 / Compensation: In recognition of likely state budget cuts this fall, union negotiators countered the district’s salary proposal with an average 5.75 percent salary increase including step movement; a guaranteed step increase for the 2008-2009 school year; an athletic supplement increase of 20 percent with a minimum $1,500 increase; and a guarantee agreement to reopen negotiations in January, 2008 for the purpose of negotiating additional salary improvements, salary schedule step and experience credit equity.   NOTE: The e-mail sent to BTU Stewards and negotiation subscription members had the 5.75 percent salary increase transposed and read 5.57. The correct proposal is an average 5.75 percent salary increase.      Article 19 / Compensation; Section T: Regarding the issue of cell phone reimbursement for the district's approximate 300 itinerant teachers, district negotiators agreed to the union's proposal that would allow teachers who use their own cell phone to receive a $350 supplement while other teachers will have the option of using a district provided cell phone. Teachers who do not complete a full year of employment would have their reimbursement prorated at a rate of $35 per month.    Disagreement remained on which teachers would qualify for the reimbursement. Union negotiators objected to district efforts to specifically name the positions that would participate out of concern that it would limit the number of teachers by title who would participate in the future. District negotiators agreed to remove the language. After two years of negotiations about the issue, the two sides reached a tentative agreement.    Article 22 / Insurance: All district employees will experience an 11 percent increase for dependent health care insurance beginning in January 2008. New language also allows all new employees to choose between the district’s current HMO and PPO plans. Union negotiators questioned the district negotiators striking of language that required insurance providers to utilize 50 percent of all premium savings to offset the cost of dependent health care. District Employee Relations Specialist Dorothy Davis who serves as the district’s co-chief negotiator said the language was old and should be removed from the contract because the three year window for staff to change from the district’s PPO to the HMO had ended. Union negotiators tabled discussion about the proposal in lieu of further research. It will be discussed again at a future negotiations meeting.    Article 22 / Indemnity Insurance; Section F: Union negotiators proposed any savings returned to the district from health care providers should be reimbursed to via a cash payment to each employee electing dependent coverage from the insurance carrier producing the savings. Such payments would be made before the conclusion of the regular 196 day employee calendar. District negotiators had not previously received the proposal and requested additional time to review it.    Article 29 / Union Rights; Section D: Union negotiators proposed up to three stewards per school be released one day per month to conduct union business. District negotiators rejected the proposal in its entirety stating it is cost prohibitive.    Appendix N (New): Negotiators discussed a Memorandum of Understanding concerning a pilot project for the 2007-2008 school year that would institute a second “Back-to-School Night” for secondary teachers that work at the district’s 9 to 10 high schools using a 4X4 block schedule. Those teachers that participate would be compensated for the three hours of additional work at their regular hourly rate. Union negotiators believe the second parent night is a “pet” project of individual school board members and feel it should be voluntary for teachers and parents. District negotiators changed their proposal to make employee participation voluntary.    BTU Chief Negotiator Dane Ramson questioned how many parents actually participate in the district’s current first “Back-to-School Night” that generally takes place in the fall. Fort Lauderdale High Principal Gina Eyerman who is a member of the district’s negotiations team said her school has good parent participation and such success depends on adequate promotion.    BTU negotiators rejected the “Back-to-School Night” Memorandum of Understanding in its entirety in order to allow the associated funds to be potentially used for salary increases for all employees.    “I am disappointed by today’s movement, however limited. The teams have a tremendous amount of work to complete if a tentative agreement is to be reached prior to our student’s first day of school on Monday,” BTU President Pat Santeramo said. “We wanted to reach an agreement before the first day of school because our hope was that our union’s members and district’s teachers would be totally focused on our number one priority: providing the best possible education for our county’s students.”    The members of the School Board of Broward County will meet in closed door session again on Tuesday, August 21, 2007. Union and district negotiators will resume negotiations at 3:30 p.m. on Tuesday, August 21.    For the most up-to-date contract negotiations information, please log onto BTUonline.com click on the Negotiations News Center link. --- FT. LAUDERDALE, FLA., August 9, 2007 -- For the first time in several years, Broward teachers appear headed toward returning to their classrooms without reaching a contract agreement before the county's first day of school for students on Aug. 20. Union leaders continue to consider a variety of activities for the Aug. 20 date if the district employees do not have a contract agreement. During past contract and labor disputes, the county's 16,000 education professionals have been very successful in engaging and garnering the support of parents and community members.   After Tuesday's closed door school board session, school district negotiators on Wednesday increased their salary proposal from an "average" 5.2 percent to an "average" 5.3 percent increase including last year's already negotiated salary step increase that equals about 2.5 percent. The district's salary proposal remains unacceptable. In Jan. 2008, many district employees will see the cost of their dependent health insurance premiums climb 11 percent. Union negotiators were pleased that district negotiators accepted the union's proposal for another automatic salary step increase for the 2008-09 school year. Interestingly, it was disclosed that the reason the district's Associate Superintendent of Human Resources Marilynn Strong has reneged on an earlier agreement to provide cellular telephones to all itinerant teachers who work throughout the county. District negotiators explained the change in proposals is based upon internal accounting strife: principals vs. district office.  If an itinerant teacher opts to have a district cellular telephone rather than be reimbursed for use of a personal cellular telephone at the end of the school year, the individual work center's budget is debited.  If the staff person opts to be reimbursed for use of a personal cellular telephone, the monies are debited from a different account.  The issue of cell phones for itinerant teachers has remained unresolved for almost two years due to an internal managerial accounting conflict.  How disheartening. The district's chief negotiator emphasized that the district is negotiating in good faith despite not addressing several very important proposals including electronic grade books and how department-grade chairs are selected.  Union negotiators countered that the district negotiating team arriving at the bargaining table unprepared, their failure to understand or ascertain clarity on issues and a their constant lack of authority to make any decisions does not constitute negotiating in "good faith."   Their behavior during this year's negotiations has demonstrated absolute disregard for the most honorable professionals in the county, state, nation and world - Teachers! District negotiators stated they are willing to bury certain paramount proposals in committee for research and action recommendation to another level (BTU President Pat Santeramo and District Superintendent Jim Notter). They recommend the issues of awarding experience credit, salary schedule reform, early retirement be sent to committees.  Union negotiators are amenable; however, they insist on the caveat that committee recommendations must be developed and implemented within a specific timeframe. The school board's next closed door session is scheduled for 9 a.m. on Aug. 14.  The next negotiation session is scheduled for 3 p.m. on Aug. 15th at the BTU Offices in Tamarac. All negotiation sessions are open to all district employees and the public-at-large.   ---   FT. LAUDERDALE, FLA., July 30, 2007 -- As the end of the summer holiday quickly approaches and the start of the new school year nears, the school board bargaining team continues to approach negotiations as if spring is still in the air.    After three months of bargaining, the BTU and school board negotiations teams have reached only nine tentative agreements (two of those are editorial changes in contract language) having no substantial impact on salaries or working conditions. While dozens of members showed their support for BTU’s negotiations team this week, the school board’s team continued to fail the district’s employees.   On Monday, the school board bargaining team brought no improvements to the table in salary increases or other financial issues.  Furthermore, the school board’s team rejected every financial issue presented by the union team including, but not limited to, increases in salaries, advanced degree incentives and other supplements.    The BTU bargaining team members strongly criticized the school board’s lack of progress in this area along with the lack of ideas presented on experience credit and salary schedule equity, charging the board with being “long on sympathy, but short on ideas” in each of these crucial areas.   The next bargaining session is scheduled for 3 p.m. on Wednesday, August 8 at the BTU office.  BTU’s negotiations team members would like to thank the many members who attended this week’s negotiations session and urge all members to attend the upcoming negotiations session to show continuing support.     ---   IMPORTANT NOTICE: LOCATION CHANGE!   Monday, July 30, 2007 – 2 to 6 p.m. – BTU Offices (Not VSY) YOUR BTU NEGOTIATIONS TEAM NEEDS YOUR SUPPORT NOW! The next BTU negotiations will take place at 2 to 6 p.m. on Monday, July 30, 2007 at the BTU Offices in Tamarac. ---> All BTU stewards and members are encouraged to attend! <---   FT. LAUDERDALE, FLA., July 24, 2007 -- Negotiations have hit a NEW LOW!  BTU’s negotiators need your support now!   Despite a closed door school board session that delayed negotiations for two hours, district negotiators came to the table with absolutely no authority to address additional monies for the salary schedule or other economic proposals.  The district’s financial package remains at an average 5.25% (inclusive of the previously negotiated step advancement) and a $453.53 per month health insurance leveling model contribution for single member coverage HMO and consumer driven plans.  The district has not considered, nor have they addressed in any of their proposals, the increased cost of insurance to members with dependent health insurance care.    Union negotiators are extremely frustrated with the district’s stance on economic issues and the district’s failure to set aside sufficient funds for increased insurance costs and the rising cost of living expenses.  Employee salaries have always been the district’s largest budget item, and at the same time, the single item the district continually fails to budget for.  The District must stop failing to allocate sufficient funds to cover salaries and insurance costs.  This failure evidences egregious mismanagement.  Will the new superintendent after all the support from the teachers and the BTU allow this fiscal mismanagement to continue?   During this year’s negotiations, the district has repeatedly come to the table with little or no authorization for real and meaningful negotiations and discussion. The union’s chief negotiator was adamant regarding the constant lack of authority and posturing by the district’s chief negotiator.  Union leaders believe this constitutes a failure to bargain in good faith as required by the collective bargaining laws of the State of Florida.    District negotiators continue to justify their lack of movement on the school board members’ inability to understand the negotiation process. Maybe school board members should negotiate the contract or at a minimum have a member at the table?  Then, members would know who the union should really trust.    Several proposals remain outstanding:  Athletic Supplements for athletic coaches; experience credit; Grade chair selection; electronic grades; substitute notification; promotions in statute and domestic violence leave.    Interesting enough the District does not want to negotiate the domestic violence leave because they are considering it in Board Policy.  This is evidence of their lack of knowledge regarding the negotiation process.  Board Policy does not supersede collective bargaining.   BTU’s negotiators need as many stewards and members possible to attend the next negotiation session. Session details are below.   The team members mutually agreed on the following new negotiation dates:   Monday, July 30, 2007 – 2 to 6 p.m. – BTU Offices   Wednesday, August 8, 2007 -- 3:30 to 6 p.m. -- BTU Offices   ---   FT. LAUDERDALE, FLA., July 17, 2007 -- Union and district negotiators met on Tuesday, July 17, but made little to no progress on issues of critical importance to BTU members. Negotiators appear to be at a complete standstill in terms of compensation. Members may need to prepare themselves to take action in the near future if called upon to do so by union leaders.   BTU President Pat Santeramo would like to thank the many members who participated in the union's first summer e-mail campaign. With so many members on vacation and traveling, it is always a challenge to engage the membership due to holidays and other activities. Each school board member received 1,254 e-mails encouraging them to address the issue of low salaries for education professionals. That means during the two waves of the first e-mail campaign, 11,286 e-mails were sent to the school board offices.   Article 19 Compensation Proposals: The district completely refused the BTU’s last compensation proposal.  The union decided to show good faith in working with the district and proposed an average 5.75% increase that would be in addition to the previously negotiated step.  The district’s offer on the table is still an average 5.25% which includes the previously negotiated step increase.  The district’s position was not accepted by BTU. BTU negotiators continue to maintain proposals for advanced degree supplements, athletic (coach) supplements, grade chair, team leader, department chair supplement and other supplements increased to $1000.00.  School Board members have not authorized monetary adjustments to any of these economic issues. The BTU proposed supplements for teachers with double masters.  District negotiators have yet to research and  find the number of teachers who would benefit from the proposal. Instead they assumed that all 16,000 teachers have double masters.  This would cost the proposal at $60 million.  The BTU aggressively attacked the Board’s argument.   Article 19(t) Cell Phone Reimbursement: The district initially stated that they would only provide a $300 lump sum payment for all Itinerant teachers' personal cell phone use.  BTU’s counter proposal makes a provision for the Itinerant teacher who currently has a cell phone from the district to make a choice as to either keep their district phone or opt for the $350 reimbursement.  This article has not been resolved as of yet.   Domestic Violence: The union is proposing that employees who are victims of domestic violence receive up to five days of leave to deal with related issues that would not be deducted from existing sick days. The district wants to wait and make a policy of the domestic violence issue.  BTU stands firm and wants to have something in place in the contract now for the teachers who experience instances of domestic violence.   Article 6(o) Electronic Gradebook:  The district wants to refer this item to the Contract Administration Committee (CAC) and Data Collection Review Committee (DCR).  BTU agrees but put a timeline for the DCR’s recommendation of December 21, 2007, to the CAC.  The CAC has until February 1, 2008, to draft a Memorandum of Understanding (MOU).   Experience Credit Issue:  School Board members have not authorized any movement for the salary adjustment of experienced teachers.  The Board must furnish information that identifies those teachers affected.The district wants the Labor Management committee to review this item.  BTU negotiators believe this is not a problem created by either side, but it seriously needs to be addressed.  Negotiators commented that language needs to be developed to correct this now rather than later.    NOTE:  Tuesday, July 24 -- 3:30 to 6 p.m. -- BTU Offices  (TIME CHANGE) --- FT. LAUDERDALE, FLA., July 10, 2007 -- Union leaders are asking all members to take action and send a message to each school board member asking them to get serious about your salary increase. During Tuesday’s negotiation session, the District increased their salary proposal by .25%, stating that the District has no money.  While union negotiators appreciate the movement, albeit small, an average 5.25 percent salary increase, which includes step movement, is not acceptable. Further discussion during the negotiation session revealed that District leaders are concerned with the lack of fairness with the present salary schedule. The Union’s chief negotiator asked the District officials to reduce their commitment in writing, addressing the inequities of the salary schedule by compressing steps. District negotiators agreed to do so. Increasing step equity is also a union priority. The district and union negotiators will be looking at language to create a task force with time certain parameters to address the inequities of the salary schedule. The Union team was successful in spearheading language that addresses bullying.  The district agreed to utilize arbitration as the final and binding tribunal. BTU is the first union in the State and quite possibly in the nation to successfully negotiate bullying prohibitions. There are several contract language provisions that remain unresolved: electronic grade books, covering classes, cell phone reimbursement, domestic violence/employee leave. Union negotiators ask all members to show their support by taking just a couple minutes to send an e-mail message to each school board member asking them to support all education professionals by offering a competitive salary. Even if members have already sent a message, each member is urged to take action today! The next negotiations session is at 2 p.m. on Tuesday, July 17th at the BTU Offices in Tamarac.   ---   FT. LAUDERDALE, FLA., June 27, 2007 -- Union and district negotiators met Tuesday at Virginia Shuman Young Elementary School in Fort Lauderdale. School Board representatives remain concerned about the district’s overall economic status.   After waiting two weeks for a closed door School Board session, District negotiators increased their salary proposal by a .25%.  The new District proposal is a 5% (average) increase which includes the already negotiated step (2.43%) increase from last year.  All salary increases consist of step movement and any increase in the salary for that step.   Step increases are an important part of salary increases.  Recall that BTU negotiators have been quite successful, for the past three years, in negotiating an automatic step movement at the beginning of the year.  Depending on how additional dollars are applied to each step, salary increases may consist only of a step increase for those employees with an unusually large step increase.   The District’s compensation package also includes payment of $453.53 per month for the health insurance  based on the average cost of all insurance plans for employees -- an increase of more than 11%.   Proposals still under consideration:  Experience Credit, electronic grade books, Early Retirement Incentive, covering classes.    District negotiators appear to be very interested in the Union’s bullying proposal.  Both parties are putting forth a proactive collaborative effort on this proposal.  However, the sticking point remains the issue of arbitrability of bullying related dispute.  District negotiators feel it is important that this type of behavior be brought to the attention of the Area Office and if not satisfactorily addressed then to the Deputy Superintendent/Chief of Staff.  Even though we concur with that position, we feel ultimately that arbitration should yield the final and binding decision.   There remain several outstanding economic proposals:  Including supplements for virtual school teachers, increases in athletic supplements, etc.   The next negotiations session will be Tuesday, July 10 -- 2 to 6 p.m. -- at the BTU Offices.   ---   FT. LAUDERDALE, FLA., June 20, 2007 -- Union negotiators were very disappointed that the District did not have a closed door session with the Board nor did District officials notify the Union that said meeting did not occur.  As such, the District was not prepared to discuss any of the Union’s economic proposals.    Much discussion centered on electronic grade books.  The district has a strategic plan which will eventually require all teachers to utilize electronic grade books.  Union negotiators want to be proactive in negotiating consistent standards in compliance with Article 8, Board policy and state law for posting grades.  It appears that parents whom monitor their children grades complain of the infrequency that grades are posted.  Certain schools, i.e. Dillard High School have required teachers to post grades daily.  This is unacceptable.  Additionally, due to the Pinnacle debacle most teachers utilize the electronic grade book and keep a paper grade book as a back up.  The Union is also requesting training and technical assistance.  The latter has been verbally agreed upon by the District.   Union and District negotiators are close to reaching an agreement on Union’s Administrative bullying proposal.  The sticking point: the Union prefers binding arbitration on these complaints and the Districts prefers these issues to be appealed to the Area Superintendent and finally to the Chief of Staff.   NOTE: Additional negotiation dates have been added: July 10, 17 and 24th at the BTU Offices in Tamarac.   ---   FT. LAUDERDALE, FLA., June 12, 2007 -- Thursday's negotiation session took place at Virginia Shuman Young Elementary School. The following is a brief summary of the issues discussed:   Article 6, Section K. / Administrative Bullying -- District negotiators counterproposal offered an additional level of appeal concerning administrative bullying and harassment. Presently, these issues are appealed to the area superintendent . if the union is not satisfied with the area superintendent’s resolution they can appeal to the deputy superintendent / chief of staff. The union wants such issues and disputes to be subject to arbitration. Chief Negotiator Dane Ramson will return to the table with a counter-proposal.   Article 19 / Professional Compensation -- Reached tentative agreement allowing members to attend, without charge, to any school sponsored athletic event within the district and to events sponsored by their primary work location at their primary school / work location.    Negotiators continue to discuss electronic grade books. The union rejected the district’s counterproposal which required the use of electronic books.   Union negotiators remained firm on its salary demand of an average 6 percent increase plus a step increase.  It is too early to determine how each step will be increased due to efforts to address pay step equity issues.   Negotiators representing the union are continuing to ask for an increase in the supplement for athletic coaches. After researching such supplements, the district’s coaching supplements were found to be lower than surrounding districts.   District negotiators requested that the recent memorandum of understanding delineating modifications to the existing payroll procedures be incorporated into the contract. Union negotiators countered that the agreement is for one year only and is considered a pilot program.   Article 22 / Insurance – Union negotiators requested an increase in dental insurance payment, which the district denied. The district offers 10 dental plans of which six are offered at below the district’s cost. The other four plans are offered as part of the PPO plans. The union also requested an increase to $500 in the cafeteria provisions due the expected increase in the HMO dependent coverage and PPO increases. District negotiators stated the insurance increases are not anticipated to be as high as originally anticipated and will be below 11 percent.   NOTICE: The members of the School Board will meet in closed session on June 19 to discuss the ongoing negotiations. The July 3 negotiation session has been canceled.  Negotiators will meet at 2 p.m. on July 10 at the BTU Offices.   --- FT. LAUDERDALE, FLA., May 24, 2007, Tuesday's negotiation session was canceled. The teams will meet again on June 12. All members are encouraged to call the BTU to confirm meeting times and dates before proceeding to attend. --- FT. LAUDERDALE, FLA., May 24, 2007, Thursday's negotiation session took place at the south area offices.   The following is a brief summary of the issues discussed:   -- A schedule of upcoming negotiations for the month of June was discussed. They are as follows:   May 29 -- 2 p.m. to 6 p.m. -- BTU Offices (CANCELED) June 12 -- 2 to 6 p.m. -- Virginia Shuman Young Elementary June 19 -- 2 to 6 P. M. -- BTU Offices June 26 -- 2 to 6 p.m. -- Virginia Shuman Young Elementary   -- The BTU proposed a disciplinary grid. This would facilitate guidelines for principals and teachers. It appears principals submit  some items to SIU unnecessarily. Some of these issues should be handled by the principals.   -- The BTU rejected the district's proposal for Article 6--L, one additional annual event night. The district came back with another counterproposal regarding the same.   -- The district presented another proposal regarding Article 6   -- K, administrative bullying. The district accepts the BTU's position that the issue needs to be addressed and clearly defined. A revision of the proposal was given by the district. The BTU rejected this and offered a counterproposal removing some of the damaging language.   -- The BTU submitted research to the district to support their request to increase the athletic supplements by evidencing pay in other counties as a comparison.   --The district countered Article 6--I, job descriptions. The BTU could not accept the counter proposal unless certain language is removed. BTU will present a counter.   -- The district replied to Article 19, compensation. The district has done it a preliminary cost out of our requests. The board rejects BTU's Article 19 -- Section K proposal, it requires a clarification on why more staff is necessary. A counter will be offered at a future session. Article 19 -- Section L, athletic events should not be removed for staff admission to events. The union feels it is better to have more employees at these events but without charge. The board will discuss this. Article 19 -- Q, employees right to collect payments is limited to two years. The district feels it is in the state statute. The BTU will look at the statute and counter propose as there is a difference between right to recovery and activity in equity. The board had no other replies on other issues of Article 19.   -- The district salary proposal is a 4.75% average new salary allocation to the schedule with the step included. BTU pointed out that the step has already been negotiated. A step is approximately 2.38%. The union rejected this offer immediately and told the board's negotiator that this will never do, more money for salaries has to come from the District. The district made no offer concerning supplements.   -- The district is not prepared to discuss Article 22, insurance. This will be discussed at the next session. At that time a retirement plan will also be unveiled.   --- FT. LAUDERDALE , FLA. , May 17, 2007 – The Broward Teachers Union and School Board of Broward County negotiation teams have set the following future negotiation time and date: Tuesday, May 29, 2007 – 2:00 p.m. to 6:00 p.m. -- BTU Offices in Tamarac   ---   FT. LAUDERDALE , FLA. , May 14, 2007 – Recent negotiations between the Broward Teachers Union and the School Board of Broward County resulted in three tentative agreements. First Vice President and Negotiations Team Member Bernie Schultz said negotiations appear to be proceeding normally, but a little slow. The teams signed tentative agreements in the following areas:   Article 6, Section A relating to the requirement of physical examinations of employees and who is accountable at the district level. Article 29, Section C, the use of the district’s electronic mail system by BTU and the stewards at the school. Article 29, section O eliminates time constraints on union leaves.   For consideration during upcoming contract talks, BTU’s Negotiation Team made the following proposals:   Protecting members from bullying and harassment by administrations. The re-assignment of substitute teachers and rescinding of TDAs without proper notification to the teacher. The implementation of lists of teachers willing to cover classes and if principals do not comply, those teachers covering classes will receive double payment. BTU remains at one back to school night while the district proposes two. Where electronic grade books are implemented, training will be given. Teachers have the right to determine number of grades, frequency, and weight.   The next bargaining session will be at 2 p.m. to 6 p.m. on Thursday, May 24 at the district’s South Area Office in Conference Room A and B. --- FT. LAUDERDALE , FLA. , May 8, 2007 – The latest round of negotiations took place on Tuesday, May 8 at Virginia Shuman Young Elementary. Both the BTU and District presented articles to be reopened. The District proposed opening Articles 6 and 15. The BTU proposed opening Articles 9 and 29. The issues of Health Insurance Benefits and Salary are automatically renegotiated each year. Each side will now meet with their teams to prepare counter-proposals. The next negotiations session will be held from 2 to 6 p.m. on Monday, May 14 at the BTU Offices in Tamarac. --- FT. LAUDERDALE , FLA. , April 24, 2007 – The first session of bargaining took place on Tuesday, April 24 at the BTU offices. At that time the ground rules were set and signed by both parties. Both sides can reopen two articles from the contract, salary and insurance are automatically renegotiated. Negotiation priorities for the BTU team remain negotiating competitive salaries, addressing pay step equity and containing or reducing health care costs. Field Staff Representative Dane Ramson will serve as the union's chief negotiator. The district has assigned Dildra Ogborn as chief negotiator. The Next session will be at Virginia Shuman Young Elem, at 2 p.m. on May 8. Times and dates of subsequent sessions will be posted on the BTUonline.com website in the near future.   BTU-TSP CONTRACT NEGOTIATION ARCHIVE BTU - Technical Support Professionals Reach Tentative Contract Agreement with District     TA with Strike-Throughs and New Language by Article (PDF)   TA SALARY SCHEDULE (PDF)   Click Here Access to Complete Contract   Contract Ratification Vote Announcement     FORT LAUDERDALE, FLA., Nov. 9, 2007 – Nearly 50 percent of the Broward Teachers Union’s 600 Technical Support Professionals members voted 254 yes to 8 no to approve the tentative contract agreement recently reached with the School Board of Broward County.    BTU President Pat Santeramo said he was pleased by votes outcome, but stressed the union’s fight for worker rights on behalf of the union’s BTU-TSP members is far from over. As part of the contract agreement, BTU-TSP members will receive a 5.59 percent increase as well as several working condition improvements. The agreement also calls for a salary negotiations re-opener in February after the Jan. 29 property tax amendment issue is decided by voters.    “Our fight for worker rights will never end,” Santeramo said. “The district’s technical support professionals deserve the same rights as all professional county employees.”    The following is a narrative summary of the tentative agreement. Members of the School Board of Broward County will vote on the tentative agreement on Wednesday, November 14. Hope remains that all BTU-TSP members will receive their salary increase retroactively to July 1prior to the district’s Winter Holiday Break, which begins on Monday, December 21.   Article V, Union Rights   With prior approval, up to four hours per month may be used by stewards to resolve problems between two (2) union members that may have a negative affect on the department.  This was done to keep management out of the middle of dispute that may arise between BTU union members.    Article XI, Compensation   Section D:  Temporary Upgrades:  In order for a member to serve in a higher paying position on a temporary basis, that offer must be placed in writing and offered to the most qualified person with the full understanding that that person accepting the position will be responsible for all duties of that position and paid at the higher salary after 15 consecutive days.  This was done to eliminate management from working employees for a long extended period of time in a higher pay grade and not compensating them for it.   Section E:  New Appointee Salary:  Henceforth, new employees hired by the “District” for employment with more than the minimum qualifications for a particular job will be hired according to their experience at the required pay grade and within a minimum and a maximum step.  The only time this will not hold true is if the individual(s) job uniqueness and level of skill sought may require a higher initial placement.  If there is a dispute over a new employee(s) placement and it can’t be resolved at the employee’s supervisor level, the Superintendent and the BTU President will resolve the matter.  This language was created to eliminate the favoritism in determining what step a New Hire should be placed on.   Section L: Shift Differential: All employees assigned to work schedules that began at or after 1pm will now be paid $1.00 dollar more an hour for all hours worked.  This is a $ 0.40 cents increase over the previous amount given.   Section M:  Direct Deposit:  In addition to the existing language, members now are afforded the opportunity to have their direct deposit deposited into five (5) separate accounts when functionally possible.   Section O:  Perfect/Good Attendance:  Employees who miss no more than three (3) days of work will now enjoy an additional $100.00 dollars over the previous amounts.   Section P:  Transportation Stipend:  TSP Bargaining Unit Members working at Facilities will have 20 vehicles purchased to use to conduct School Board business.  This was done to eliminate the wear and tear on employee’s personal vehicles.  It was also understood that other departments may already have cars allocated; they need to just get with their directors and request them.   Section Q:  Additional Duties:  Although both sides could not come to an agreement or method of how to pay people for doing additional duties, language was added stating that if additional duties are assigned to an employee because of a position vacancy, absence for whatever reason or a position reduction, the supervisor when assigning work will tell the employee what work is priority and that supervisor will not be able to unsatisfactorily evaluate an employee for not getting his/her primary work done.   This was done to provide some kind of protection until some language on how to go about compensating employees for performing additional duties could be worked out after the Special Legislative Session in January 2008.    Article XIII:  Assignment, Transfer and Promotion:    Section F.  Formal Selection Procedure:  When a candidate now applies for a vacant position, the initial screening process will have two (2) qualified individuals from the hiring department to lend their expertise in the initial screening process.  This was done to keep our members from being bypassed for a position that they are qualified for but were eliminated in the initial process because of the screener’s lack of knowledge of a particular department and that department’s needs.      For the most up-to-date union information, please log onto www.BTUonline.com where additional tentative agreement and contract ratification information will be posted as it becomes available.       FORT LAUDERDALE, FLA., Nov. 1, 2007 – Negotiators for the Broward Teachers Union Technical Support Professionals and the School Board of Broward County reached a tentative contract agreement Monday following two months of wrangling over worker rights.    BTU President Pat Santeramo said the tentative agreement offers the union’s BTU-TSP members a 5.59 percent increase as well as several working condition improvements. Like the district’s instructional staff, the agreement also calls for a salary negotiations re-opener in February after voters go to the polls on Jan. 29 to resolve the state’s property tax amendment issue.    “Our BTU-Technical Support Professionals are essential school employees and deserve the district’s respect,” Santeramo said. “They should have the same fundamental worker rights earned by most county professionals and this agreement is a first step in that direction. Our fight is far from over.”    According to BTU-TSP Chief Negotiator Jerrod Neal, the contract ratification vote will take place at nine locations throughout the district on Thursday, November 8. Members can vote between 8 a.m. to 3 p.m. at each site and the union’s election committee will tabulate the vote at 4 p.m. at the BTU offices in Tamarac. All members are welcome to attend and observe the tabulation.    He provided the following of the narrative summary of the tentative agreement proposals. The actual tentative agreement proposals (Click Here) with strike-throughs and additional new language is linked above. The proposed salary schedule will be posted on www.BTUonline.com as soon as it become available in the near future.   Article V, Union Rights   Click Here for Actual Language   With prior approval, up to four hours per month may be used by stewards to resolve problems between two (2) union members that may have a negative affect on the department.  This was done to keep management out of the middle of dispute that may arise between BTU union members.    Article XI, Compensation   Click Here for Actual Language   Click Here for Actual Language   Click Here for Actual Language   Section D:  Temporary Upgrades:  In order for a member to serve in a higher paying position on a temporary basis, that offer must be placed in writing and offered to the most qualified person with the full understanding that that person accepting the position will be responsible for all duties of that position and paid at the higher salary after 15 consecutive days.  This was done to eliminate management from working employees for a long extended period of time in a higher pay grade and not compensating them for it.   Section E:  New Appointee Salary:  Henceforth, new employees hired by the “District” for employment with more than the minimum qualifications for a particular job will be hired according to their experience at the required pay grade and within a minimum and a maximum step.  The only time this will not hold true is if the individual(s) job uniqueness and level of skill sought may require a higher initial placement.  If there is a dispute over a new employee(s) placement and it can’t be resolved at the employee’s supervisor level, the Superintendent and the BTU President will resolve the matter.  This language was created to eliminate the favoritism in determining what step a New Hire should be placed on.   Section L: Shift Differential: All employees assigned to work schedules that began at or after 1pm will now be paid $1.00 dollar more an hour for all hours worked.  This is a $ 0.40 cents increase over the previous amount given.   Section M:  Direct Deposit:  In addition to the existing language, members now are afforded the opportunity to have their direct deposit deposited into five (5) separate accounts when functionally possible.   Section O:  Perfect/Good Attendance:  Employees who miss no more than three (3) days of work will now enjoy an additional $100.00 dollars over the previous amounts.   Section P:  Transportation Stipend:  TSP Bargaining Unit Members working at Facilities will have 20 vehicles purchased to use to conduct School Board business.  This was done to eliminate the wear and tear on employee’s personal vehicles.  It was also understood that other departments may already have cars allocated; they need to just get with their directors and request them.   Section Q:  Additional Duties:  Although both sides could not come to an agreement or method of how to pay people for doing additional duties, language was added stating that if additional duties are assigned to an employee because of a position vacancy, absence for whatever reason or a position reduction, the supervisor when assigning work will tell the employee what work is priority and that supervisor will not be able to unsatisfactorily evaluate an employee for not getting his/her primary work done.   This was done to provide some kind of protection until some language on how to go about compensating employees for performing additional duties could be worked out after the Special Legislative Session in January 2008.    Article XIII:  Assignment, Transfer and Promotion   Click Here for Actual Language    Section F.  Formal Selection Procedure:  When a candidate now applies for a vacant position, the initial screening process will have two (2) qualified individuals from the hiring department to lend their expertise in the initial screening process.  This was done to keep our members from being bypassed for a position that they are qualified for but were eliminated in the initial process because of the screener’s lack of knowledge of a particular department and that department’s needs.   ---   FT. LAUDERDALE, FLA., Oct. 8, 2007 --  The Broward Teachers Union has 13,000 members. Our BTU -Technical Support Professionals (BTU-TSP) need your help today! If you already sent an e-mail message to the School Board, thank you! But, we need your help again! BTU-TSP members help teachers everyday. They make sure you get your paychecks on time, work to keep the district's computer systems stay up and running, keep the air conditioning operating in your schools and classrooms, produce all of the BECON broadcasts, coordinate bus transportation for your students and many, many other critical functions. The district settled the contract for teachers just days after the new school year started. Did you know district officials won't even meet with our BTU-TSP union brothers and sisters to discuss their contract negotiations? Did you know when it comes to hiring and the BTU-TSP, our union brothers and sisters do not have the same basic rights as you? District officials have and want to continue hiring whoever they want and placing them wherever they want on the salary schedule irrespective of their qualifications or experience! This could happen to teachers next unless you stand up and speak out for your union brothers and sisters. Please take action for worker rights today! Show your support for your BTU-TSP union brothers and sisters. Please go to the BTUonline.com frontpage and send an e-mail to the School Board today! ---   FT. LAUDERDALE, FLA., Sept. 19, 2007 --  As negotiations began on Wednesday, September 19, 2007, there were high expectations that a contractual agreement would be reached between the BTU-TSP Unit and the School Board of Broward County.  To much dismay the "District" negotiators contradicted their statements from earlier in the week and arrived at the negotiations table with a "status-quo" offer.  This means district negotiators are sticking to the language that's already in the contract. They appear to believe directors and other administrators should be able to hire their friends or others who they like more than existing employees and place them at higher levels on the salary schedule than those who have already served the district for many years.    Speaking to the district negotiating team, BTU-TSP Chief Negotiator Jerrod Neal said, "Regardless of how many times I've tried to take into consideration the District's needs when preparing contract language, you guys continue to give a counterproposal that disregards needs or your hardworking and deserving employees."    Neal went on to say, "The way I see this is we have five issues, three being serious (Temporary Upgrades, New Appointee Salaries and Additional Duty Assignments) and since the district has no desire in addressing these issues in a meaningful way, here are the three methods we're proposing to resolve them:   1. We can go to "Impasse"   2. We can call in an Arbitrator or   3. We can let the Union President and the School Board Superintendent resolve the issues   To that suggestion, the School Board Negotiating Team said, "Do what you have to do!"    Negotiations ended with Neal saying, "Remember we gave you the final proposal; you should respond to our proposal and let us know when you're ready to come back to the negotiations table and discuss the issues in a real and meaningful way. The status quo is unacceptable! Our members and your employees deserve your respect!"   Union leaders and Neal believes district negotiators need to clearly understand while the BTU-TSP Unit is small, they are critical to nearly every aspect of the district's ability to function. While striking may be illegal in the State of Florida, employees are becoming increasingly agitated by the lack of negotiations progress. Many employees are growing tired of the district's lack of support and respect especially as hurricane season and other day-to-day responsibilities continue.   On behalf of BTU's 13,000 members, the union's leaders strongly urge district leaders such as Superintendent Notter to make the BTU-TSP negotiations a serious priority and to work with the union to reach an agreement soon.   --- FT. LAUDERDALE, FLA., Sept. 12, 2007 -- The district started off the negotiations session with proposals for Article 11, Sections D- Temporary Upgrade, E-New Appointee Salaries, and O-Perfect/Good Attendance incentive. BTU-TSP negotiators countered with their original proposal for Article 11 Sections A-Step Assignment, B-Step Increase, D-Temporary Upgrade, E-New Appointee Salaries, G-Additional Duties, L-Shift Differential, And O-Perfect/Good Attendance. The District accepted Article 11-L Shift Differential, but with the demand that it be paid for out of the proposed salary increase. BTU-TSP will consider this but will not accept it at this time. BTU-TSP and the District did tentatively agree to some language at this session: The first was a memorandum to reopen the contract for the purpose of an additional increase to the salary schedule dependent on the Special Legislature session along with the Constitutional Amendment in February. The other language agreed upon was Article 11-A-Step Assignment which agrees that the salary schedule will be increased by 5.59%. BTU-TSP negotiators again countered with new language on Article 11-B,step increase, D-temporary upgrade, E-New appointee salary, G-additional duties, L-shift differential and O-perfect/good attendance incentive. The district concluded the session with a counter proposal to Article 11-E. BTU-TSP will review this and respond at the next session. The next session will be at 9:30 a.m. on Wednesday, September 19, 2007 at the BTU Offices: 6000 North University Drive in Tamarac. --- FT. LAUDERDALE, FLA., Aug. 29, 2007 -- Negotiators for the BTU-TSP Unit and School Board of Broward County n continued to discuss Contract Article 11 this week. The district presented a counterproposal on new hire salary placement as discussed in our last session on August 15.  BTU-TSP negotiators reviewed their proposal and presented a counterproposal to the district.  District Chief Negotiator Susan Dumala announced she would take the BTU-TSP proposal back to district staff for further consideration.  Chief Negotiator Jerrod Neal once again suggested to Dumala that there appears to be a lack of preparation on the district’s part for the negotiation sessions.  Before concluding the session, there was discussion on the subject of temporary upgrade and additional duties compensation, which are also part of Article 11.  The next BTU-TSP negotiation session is scheduled to begin at 9:30 a.m. on Wednesday, September 5 at the BTU Offices in Tamarac.   FT. LAUDERDALE, FLA., Aug. 15, 2007 -- The BTU-TSP met with the District to further discuss previously presented contract proposals and once again district negotiators came to the negotiating table unprepared and unorganized.  With "Hurricane Season" approaching, it is in the best interest of the district to start negotiating in a positive manner or they may have a bunch of unwilling workers willing to help out during that time. However, on a positive note, the District and the BTU-TSP did sign a Tentative Agreement (TA) on 20 cars being purchased for TSP members who work for the district's facilities department to use when conducting business for the "District".  The next BTU-TSP contraction negotiation session will be at 9:30 a.m. on Wednesday, August 29 at the BTU Offices in Tamarac. --- FT. LAUDERDALE, FLA., July 25, 2007 -- District negotiators arrived at the bargaining table on Wednesday armed only with statistics and, once again, no counter-proposal that would offer any real salary increase for BTU-TSP members.  All the BTU-TSP bargaining team members heard from school board negotiators were numbers on how much the BTU-TSP negotiators’ proposals would cost the district.  BTU-TSP Chief Negotiator Jerrod Neal told the district’s negotiators they needed to stop looking at everything as "dollars and cents" issues and try to look at the same issues from a logical point of view. Only then would it become clear that the BTU-TSP negotiators’ proposals are a win-win situation for both sides.  District negotiators refused to understand even the simplest concepts of human resource management. For example, if the district paid just a little more money for the Good/Perfect Attendance Award to the 113 out of 531 workers for their good attendance (up from the 23 employees who qualified for the award before the program was even implemented). Possibly even more employees in the future would make even more effort to go to work rather than calling in sick. For district negotiators, it seems the cost of such a proposal is more important than having employees at work being more productive!  Once again, it was apparent that the district’s negotiators did not have enough respect for the negotiations process to even bother doing their "homework" as they promised they would do before they returned to the negotiations table.  BTU-TSP negotiators previously asked for a starting salary scale to be put in place so that the salaries of "New Hires" would have to be based on experience and not on "friendship" with those hiring them. District negotiators appeared very reluctant to move on this issue until BTU-TSP negotiators pointed out that they were already setting similar salaries with other bargaining units based on experience. Yet another time, district negotiators promised to have a written response at the next negotiation session scheduled to begin at 9:30 a.m. on Wednesday, August 8, 2007, at the BTU Offices in Tamarac. ---   FT. LAUDERDALE , FLA. , July 18, 2007 – Using what appears to be its standard negotiations tactic when dealing with the BTU-Technical Support Professionals (BTU-TSP) Unit, the School Board’s negotiating team arrived at the negotiating table on Wednesday, July 18, 2007, without their promised counter- proposal to the BTU-TSP’s initial proposal offered to them a month ago on June 20, 2007.    To underscore the district’s complete failure to negotiate fairly, newly appointed District Employee Relations Director Susan Dumala had earlier asked BTU-TSP Chief Negotiator Jerrod Neal to cancel negotiations on July 11, 2007, so that she could gather the needed information to make a counter proposal at this week’s July 18, 2007, negotiations session.  District negotiators started the failed negotiations session by stating, “We don’t have a counterproposal because everything you guys have asked for in Article 11 deals with money, and we just don’t have the needed information to make a counterproposal!”    In response, Chief Negotiator Neal told the district negotiators that the district representatives, as usual, are not prepared and appear to be trying to stall negotiations in order to wait until the teachers’ contract is settled. As has been the case in the past, district negotiators will likely try to base salary agreements from the BTU contract talks to the BTU-TSP negotiations!   This week’s negotiating session ended with Dumala promising that she will have the needed information by the end of the week and have a counterproposal prepared for the next regularly scheduled negotiations session.   The BTU and District negotiation teams will meet at 9:30 a.m., Wednesday, July 25 at a location yet to be determined.   ---   FT. LAUDERDALE , FLA. , June 20, 2007 – On Wednesday, June 20, 2007 negotiations between the Broward Teachers Union/Technical Support Professionals (TSP) and the School Board of Broward County began at the union's offices in Tamarac.  In a surprise move, the Broward County School Board (BCSB) stated that they would not be opening any Articles during this year’s contract negotiation; although according to the Collective Bargaining Agreement (CBA) they could have opened three (3) articles.  Despite the BCSB having no issues surrounding the CBA being presented for negotiations, the TSP presented to the BCSB the following articles for negotiations during this negotiations period:   Article V, Union Rights Steward rights during hiring interviews Time for stewards conducting official union business   Article XI, Compensation Temporary Upgrades New Appointee Salaries Shift Differential   Article XIII, Assignment, Transfer, and Promotion Task Assignment Formal Selection Procedure   Article XI was given to the BCSB to start negotiations and the day ended with the BCSB stating that they would have to get back to us. ---   FT. LAUDERDALE , FLA. , May 10, 2007 – Continuing negotiations between the District and BTU-TSP team took an upward turn on Thursday, May 10 when the teams discussed ground rules. Going forward the chief negotiator shall be empowered with all necessary power to make proposals, consider proposals, make concessions, and reach tentative agreements. The inability for the district's chief negotiator to make decisions had previously been a bone of contention. Discussions would be in full swing when a possible solution was found the spokesperson would have to stop the proceedings to get authorization from the decision maker in order to sign off on an agreement. This inhibited proceedings considerably. Key items up for discussion are salary placement and temporary duty assignments. Exchange of proposals will take place at the next meeting which will be held at 9:30 a.m. on June 20 at Broward Teachers Union. © 2006 Broward Teachers Union. All rights reserved.