As most of you know, we negotiated an MOU with the district regarding coverage of unfilled vacancies (when our members are out and there are not enough subs to cover everyone who needs a sub). That MOU went to Rep Council at November's regularly scheduled meeting.
Before the meeting, the Reps were sent a copy of the MOU to review.
Unfilled Vacancies: Defines who can volunteer or be assigned to cover any unfilled vacancies (certificated absences) and what the stipend for each will be. Expires June 30, 2023. Your E-board agreed to send the Unfilled Vacancy MOU to Rep Council for review and a vote.
Here are a few things to keep in mind regarding this and any MOU:
This is the best deal we could get at the time it was negotiated.
This is an MOU TA, which means the language has been agreed to by both parties. The item is before Rep Council for discussion and approval, not for re-negotiation.
Our team of four negotiators included a site coach (representing members who are not classroom based). The team agreed that this is the best deal available.
If the MOU is rejected by Rep Council the district can most likely continue doing what it has been doing, including filling “emergency” sub needs with members. Even if we try and negotiate again with the district there is no guarantee of an outcome better than what we currently have, or any final agreement at all.
With your Rep Council's overwhelming vote to approve the Unfilled Vacancy MOU, I signed the MOU on November 29, as did Dr. Cameron for the district. The MOU is effective as of the date of signing. The MOU will expire June 30, 2023. If you have subbed anytime this year, up until today, you are entitled to retroactive pay for this school year. Please contact your site admin for directions on how to submit for retro pay.
In addition to all this, the district has made efforts, and will continue to make efforts, to increase the sub pool. This will decrease the need to have members sub for other members. Actions already taken, that will be taken, and that are being considered, include:
Increases to the rate of pay for subs
Provide subs with incentive pay (bonuses after each 25 days of subbing)
Reducing the requirement to be a sub (no longer need a bachelor's degree)
Create an in-house CBEST prep program and CBEST testing
Plans to create a "Resident Sub" program (similar to the old "Guest Teacher" program).
Considering bringing back Intervention Teachers (NOT to replace Intervention Coaches) to work during the contract day.
SMEEA will continue to work with the district in exploring other options for increasing the available sub pool so as to minimize the need to pull members in order to provide coverage. This is an ongoing effort. I know this isn't ideal, but this MOU is the best deal we could make given current circumstances.
