“Now the guide is more appealing to beginning teachers,” Laine said. “The small increases in the initial years were not enough in this community.” Laine said the new guide “distributes and reads” salary increases effectively beyond teachers` careers. “Increment included” means an overall increase of 2.5% in the money reserve for the salaries of SOMEA members. This money is used both to adjust the salary amount for each step of the salary guide and to encourage employees to move from one step to another on the guide. The South Orange – Maplewood Board of Education Board voted unanimously last week to ratify an agreement with the South Orange/Maplewood Education Association (SOMEA) teachers` union. Five officers took part in the voting at an extraordinary meeting on 10 November; Four had the right to vote: Elizabeth Baker, Beth Daugherty, Wayne Eastman and Donna Smith. Johanna Wright abstained because her daughter is employed in the school district. The contract provides retroactive salary increases of $1,200 to SOMEA members at the top of the guide who did not receive an increase for the 2009-2010 school year. The contract is a two-year contract (2015-2016 and 2016-2017) with the following pay slip: from 1 January 2012, the borough will only pay NJ Direct 15 Health Insurance for all new and all current employees. SOMEA members have the option to pay extra for a more expensive health plan. A benefit for staff will be the fact that all health care deductions will be paid before taxes.
In addition, the parties have agreed to comply with state laws relating to workers` contributions to health care, which currently account for 1.5% of wages and must be paid before taxes. The certification of the National Council for Teachers is now recalled with a special grant and incentive for those who wish to carry out the process. According to Laine, the other important factor in the new contract was the change in payment in the healthcare sector. The aim is to teach pupils the curriculum of primary school. Communicate with colleagues, students and parents. Other important points of the contract are a “clean-up of the teacher evaluation process”, which, according to Laine, has been improved, especially for non-permanent teachers. “It ensures that the mandate is only given to those who deserve it,” said Mr. Laine.
The new procedure notifies first-year teachers in the morning of the observation for one in three formal observations; Second- and third-year teachers have an unexpected formal observation. Ryan`s comments foreshadowed a little more difficulty at the negotiating table. “Now the hard work begins.