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ACS Board Meeting (Special Board Meeting) - November 23, 2021

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This public meeting is intended to provide the ACS Board of Trustees and the public with an explanation of the tentative agreement with the AFT.

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Miss Meadows are we ready good evening everybody and thank you for coming tonight welcome to the Inner City School Board aboard a School Board of Trustees meeting November 23rd this one is a fully accessible can you person needing accommodation for any meeting should contact the corporation we are live on Facebook again tonight this meeting is a hearing to on the contract for the certified and non-certified employees of Anderson Community Schools with that I'm going to turn it over to mr. Rubright this is which is required by state statutes this me in general has been referred to as the tentative agreement meeting at which the tenant agreement is presented to the board in a public meeting and has been presented to the board and executive sessions and true emails prior to by myself is the chief negotiator but this is a public meeting I will attempt to go through and explain the provisions generally we made a copy of a label of the proposed contract to the Press understand Brad has given you a copy and there should be copies for it people in the audience after this meeting occurs and we posted on their website I last Friday in compliance we will then on the 30th of November which is next Tuesday night have the ratification meeting at that Revelation meeting will be an opportunity for the public to make public input upon the contract specifically just on the contract you'll be a board meeting we will also probably have another public hearing on the 30th to but this is a bylaw addressing I will have Tim gential reference to the concert the board has been sent a Redline copy of the announcer contract that will be considered also on the 30th along with raises for other employees not covered by collective bargaining contract so we will have a series of will have a resolution next week for the board to consider and vote on a recitation of the certified collective bargaining green the non started by non-certified collective bargaining agreement and raises for other employees that the board's has reviews and desire to address at that meeting but this meeting is to present in a public meeting the summary of the certificate of collective bargaining contract referred to the settlement when I did this because as We Know there were some difficulties we both sides agreed to go to mediation help I think the parties and in the mediation process we reached an agreement upon a new two-year contract so the first thing is it is a 2-year contract and something that is new here is two years with no real Panache that there are some risk there's some benefits after the but I might call intense bar games that occurred this year it's going to be nice to have a relief for a 2-year contract, but what's going to be important is that we hope we have the same support from the aaf in regards to returning children to school with radm what will be important for this community that we maintain our ATM at that level going for the second year building here but it was a two-year agreement not expecting a significant decrease in a DM the second year the base and we paid a salary it is an increase on thank you the teachers base there's two different concepts of raises here want to stay who were some of the stipend to do repeat but is basically a payment of compensation to a teacher that may not repeat if it raises put on the base that remains permanently attached to that teacher it's reoccurring and so it's a reoccurring Faust in the future so for the first year was a $2,500 increase the second year of $1,500 increase which is 4000 which means our starting salary eventually over those two years will go from 40000 to 44000 one of the areas that probably raised the most questions thank you just to get by is the retention ketchup race there was an exception a year ago passing the statue have a significant problem in Indiana with the compensation scheme that was approved by the Indiana general assembly in 2011 they effectively prohibited salary schedules for a teacher would move down based upon experience and you know there was a lot of clamor saying well teacher shouldn't have an automatic increase of 2% or 3% but is this the fact of the matter is most other states have that system the fact is that it has tamale School corporations ability to retain teachers because surrounding School corporations can recognize experience and we cannot recognize experiences and I reckon experience is people who come from the outside are rewarded our people who stay loyal and stay with Anderson schools are subject to predatory a hiring by School Corporation here is the best example and Kevin help me because I think of you when we discuss this example would be if we hired a teacher 2 years experience coming into Anderson we could give two years experience on what we call a phoenix a one which is the starting salary grit kiss the grid upon which we hire teachers technically we cannot have a salary schedule for the other teachers so at the end of the two years we give them two years credit then move up in the appendix a one and Workforce for four years under the system has provided by Indiana Law since 2011 that teacher has two years experience that is recognized in Anderson however if that same year we hire a teacher from outside Anderson and they have six years experience they get recognized with six years experience and get paid us a recognizable different amount increase of a higher salary just because we can reward the system rewards experience from outside the system but not within the system this raises issues then because guess what if we have it in both of them are outstanding teachers and we have another school corporation that wants to predatory hire guess which teacher they'll go to go go to the teacher that has two years experience recognized in the 16 years and they can say we can offer you six years experience and hire teachers away the retention ketchup was an exception which came about two year year ago in the general assembly I think two years ago which allowed an exception to some of the technical rules because of what has happened in the last eight to 10 years we have this situation of people being different time we have 13 teachers with 10 years of experience if you could count them all and they are paid excuse me eight different salaries that is a system that is crazy the system is broken it's a system that doesn't work in Indiana and Elise there was some relief that there was an exception retention catch up so the party's actually with the use of the mediator in addition to the race and addition to the 25 and 1500 raised certain death play the teachers will get a retention catch up a we had a limited amount of additional money and this will go for teachers with 6 year and 10 year y 6 and 10 year those were the two experienced clothes that were picked by the parties at the barn in Fable the second year it's going to be five and eight a less the AFT and the school corporation agreed to pick two other this is an experiment and I've said this to the board this is the first step this is not a final solution in the problem with the first step is a people expected me the final solution it is not but it's something that we need to work on it and it depends what radm will be whether it will fall and will depend after this two years of adequate funding Bubba General Tso will they not fun schools two years because I'm always ready hearing this from the people of the educational obvious what we gave you more than enough money this last time don't expect any more the coming year and that is going to be a danger both the Federation and the school corporation are going to have to Lobby against in fighting games that is the retention ketchup it was an exception that allowed us to bring some sanity to our salary distribution of teachers at the same level of experience non-certified was translated on a comparable basis non-certified will receive 5% the first year and 3% the second year statins there are four different stipend of the hazards pay does not repeat his 1-year only referendum and retention or two years early tournament is unique fart of the natural consequence from this element is this who Corporation is going to have to write socks and part of right-sizing in a responsible way is the do it through attrition not a force involuntary layoffs so we address the early time it by out stipend the referendum so is sin what we've done in past years $2,000 one-time stipend will be paid this will be for those people qualifying on November one and this will be paid on the paycheck December 10th of $2,000 there is a similar sites in the second year of the contract with the appropriate a different dates for the second so this is 2000 the dollars at a teacher for their arms the referendum stipend go to new teachers unlike the other stipends which have a qualifications for time the retention stipend qualifies under Federal funding for war encouraged people who have survived the prices of the Hazardous workplace in regard to the covid-19 they stay around you because everybody is experiencing if you've gone to a fast food franchises and waited 40 minutes to get I want hamburger service employment is turned over so this is encouragement to honor and reward our employees who have stayed with us and this stipend would be up somewhere one for the 2223 school year the third one which is only for one year is a $3,000 stipend for hamsters work during over a. Of time these were based in part upon Concepts in the federal funding legislation but also came part by mutual agreement of the parties that we bargain that's a table so this reflects an understanding of a meeting of the minds of the party at the table the other one as a result of our settlement to which is going to require some right-sizing meaning that in two to three years we will have fewer employees then we have now that teachers who meet certain requirements I will if there are sufficient number who submits their retirement teachers I will get a retirement a buyout stipend of $20,000 the qualifications are the rule of 85 it is the 3:00. Qualification zunder turf or Emperors is now called of the rule of 85 65 + 10 + 60 + 15 so if you need those requirements and you have to meet those requirements to buy on August 1st 20 this is for teachers who will be working this coming school year and this school year may be eligible receiver current buyout get there are sufficient number of teachers who timely provide the required notice it's an Arab will notice and must be submitted to the Anderson Community Schools human resources office prior to January 31st of this coming January 2022 and if at least 27 or more teachers who qualify of submit their retirement Anderson movie review acquired to pay the retirement incentive a 20,000 this notice must include the teachers last work day in school year these notices must be tens at the Human Resources office at the ministration building in order for them to high priority consideration if the numbers Limited if they're not stamped there are no priority consideration this is quite frankly an incentive people the timely make their decision and get it to the school corporation in advance so we can plan whether that is a position we need to fill or not find a device the system is we have to make a sensible decision as to whether we will eliminate the position or whether we cannot eliminate the position we have a teacher who teaches physics chemistry and second-year German we may not be we may have to fill that position because that is the only position we have and we need a physics teacher we need a chemistry teacher so we will have to make an intelligent decision whether we need to fill those the concert so is that there are some positions because of our declining enrollment over the years of that we need not necessarily feel the retirement must be teachers retire honor before that start of the 2223 school year and I said it will be paid into the t-shirt for one a plan within 30 days of teachers work day then we'll allow teachers to receive this if they're choosing on it a tax-free basis that they would draw this cash fine but they can use it for the retirement plan if there are not 27 teachers at the end of the school year providing this notice then those retirement notices a may be rescinded and Anderson will not be obligated to pay that retirement so this is contingent upon at at least 27 teachers meeting the timely filing of their retirement notice and qualifying the go and the goal is different than the minimum amount required at 27 the goal is a 440 teachers each year of this two-year by op this is a separate to your buyout for the next 2 years and the goal is 40 if we do receive more than 40 their priority will be the time stamp notice of submitting their application to the Human Resources office but also by agreement of the AFT and the school corporation if it exceeds 40 we could go over 40 + 40 which is the go allotment the second year were we reduce so it will be attempts to try to have some budgeting influence and not have it all occur at one time for the second year was repeated what we also added is two other things Worley the note we had a parallel covidly bank for teachers and non-certified in which fund at 225 days year and last year if you remember we had covertly provided by the federal government we extended the right to use kovit leave but we also self-funded at covid Bank of 225 days this will be available for a teacher supply there is some additional requirements the additional requirement is that the teacher must meet the requirements of either testing of being sick and they must have been vaccinated before the Age of Reason occurs at which gives rise for application for days that vaccinations will a requirement will have to exception it will have the recognized religious exception and the recognized medical exception and that would be governed by a joint committee of the AFT and AC the other thing is that we have the provision that talks about the diva at provision to waive the requirements of for investing if it's efficient of teachers waive the rights to the vesting requirement and that is part of the contract language, this is a summary of contract the we've given a copy to the Press we may have some fine-tuning of the language but this is the essence of the language you have a copy of it and you can study at this week and then you have opportunity have public input you can consider it next weekend the 30th of November and then you need to vote on it after you review it so this ends my presentation any questions from the board about this settlement it almost sounds like a James Rev questions would be in order for me to write my appreciate all of your work if you would pass that on to all the members of the team that would be great thank you rather questions mr. Wilbert Harrison on the spot do you want to say anything or are you want to pass mystery break Hardee's looking to show the true value of all our employees as well as fixing that mess that is what I refer to is problematic created by the general assembly thank you all I can miss Ruby I just a question around the the buyouts and Clarity for what purpose and is it possible for more than babysit a lot of the mountain and I believe the 20 in the first year there is no and then there's the Golem out of the mountain. what is 40 in the first time in the goal is a goal and if we get more than the goal we can agree to have more than 40 approved but it will adjust the number for the minimum required 27 and we do need to have 27 actual teachers who are qualified under those three different requirements for teacher retirement and who timely filed their notice and then meet your requirements as of a certain day if we only get 26 I guess it's always an option the parties to take a look at that but our contract language says there are not 27 the band the teachers resonation is can be rescinded and they can continue and we do not need to pay the $20,000 a stipend the goal is to end this is not something that was invented this wheel was not invented at the Barney table here at this type of retirement incentive has been used numerous other school districts and it provides some incentive to encourage teachers and make a decision to leave that here so yes 27 is a prime number less is Hardee's somehow we negotiate something different for the questions thank you one final thing I recommend at this board consider rather patient and vote Yes at the meeting on November 30th as a question this is a reminder for those who join us by Facebook a little late the voting on this will occur around 11:30 at 5 here in the ACs Administration Building and at that time also, any other raises to ACS employees will be voted on as well during that this meeting was strictly for the purpose of the thing I will call for German made approved everybody have a good night and safe trip home Happy Thanksgiving

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ACS Board Meeting (Special Board Meeting) - November 23, 2021

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