Contract Settlements

The Clarkstown Business Professional Association (“CBPA”) and Art Scheuermann, SAANYS’ general counsel, have successfully negotiated a new collective bargaining agreement with the Clarkstown Central School District. The new contract extends out four years, and expires on June 30, 2028.  With few givebacks, the contract maintains members’ existing benefits while securing several important new improvements for the membership. 

Enhanced Health Benefits 

The new contract features improved employee health insurance premium cost sharing by negotiating an increase in the District’s contributions: 

• July 1, 2024: District contribution increases to 72% 

• July 1, 2026: Further increase in District contribution to 73% 

Salary and Compensation Improvements 

The agreement also secures a guaranteed compensation package that protects against inflation while ensuring steady growth. This was done by tying compensation increases to the Consumer Price Index – Urban (CPI-U) for the New York Northern New Jersey-Long Island Region. This means that if the cost-of-living increases by 2% during a contract year, members will receive a 2% salary increase plus step.  

The Annual Increases are as follows: 

• 2024-25 School Year: Confirmed 2.5% increase plus step 

• 2025-26 through 2027-28: Annual increases tied to the regional CPI-U with protective floors and ceilings:  

• Minimum guarantee: 1.5% 

• Maximum cap: 2.25% 

• Plus step movement each year 

For members who are at the top step of the applicable salary schedule in the 2027-28 academic year and unable to move up a step, they will receive a 1% salary increase prior to the general raise schedule described above.  

New Longevity Recognition Program: 
In recognition of long-term service, the agreement also establishes new one-time longevity payments: 

• 15 years of service: $2,000 

• 20 years of service: $2,500 

• 25 years of service: $3,000 

Enhanced Retirement Benefits 

A significant new retirement incentive has been established: 

• Base benefit: $17,500 

• Enhanced benefit for current Schedule A employees: $30,000 

In order to qualify, members must provide written notice by November 15 (December 15 for 2024-25 only). In addition, they must have 10+ years of continuous district service, be eligible for immediate pension payments, and actively participate in transition efforts like finding and consulting for replacements. This benefit will be available specifically during the 2024-25 and 2027-28 school years. 

Unit Expansion 

The bargaining unit has been expanded to include three new director positions: Director of Information Technology, Director of Health Services, and Director of Fiscal Management. Additionally, the Assistant Director for Transportation position has been upgraded from Salary Schedule D to Schedule C, with the current holder placed at Step 9 effective July 1, 2024. 

This agreement represents significant progress in several key areas while maintaining the strong foundation of the previous contract. These changes reflect the mutual success achieved by both the CBPA and the District in collective bargaining for a better contract for all parties and are expected to aid in attracting and retaining top talent in the district. 

Negotiating team: April Struwing, Mike McTague, and Justine Miles were assisted by Dr. Mike
Dawkins, SAANYS Negotiator.

Timeframe: Preparations for negotiations began in April 2024, when Dr. Dawkins met with the
negotiations team to discuss potential proposals and how the HFAA wished to utilize SAANYS’
services.

The team met with the Director of Business and Superintendent of Schools on multiple
occasions over the next several months to secure an MOA.

The HFAA and the district signed a new three-year (July 1, 2024-June 30, 2027) agreement on
August 14, 2024.

Compensation package: The HFAA members shall receive the following increases to their base
salary as follows:
2024-25- 4%
2025-26- 4%
2026-27- 4%

Longevity payments increased as follows:
5 years of service- From $700 to $800
10 years of service- From $1300 to $1500
15 years of service- From $1900 to $2200

Juneteenth added to the holidays listed in the contract.

Two additional vacation days were added, as well as the option of cashing out vacation days at
daily rate of pay increasing from 3 to 4 possible days.

The Recognition Clause of the contract was revised to include a new 10.5-month position of
District Head Nurse. Clarification on per diem rates for Summer days for that position was also
provided.

Givebacks: The unit moved to a new health insurance plan, but did so without any increase in
percentage of contribution, as well as repayment of newly increased copayments to an
established amount for individual, couple, and family plans twice a year.

Unusual provisions: Unit members no longer have to report to campuses when school is
canceled for inclement weather unless certain business requires administrative presence, and
members that are required to work in inclement weather conditions will be granted a
compensatory day.

A committee of HFAA and District representation will work to clarify language regarding annual
performance evaluation in the contract.

Unit: Western Sullivan Administrators and Supervisors Association

Summary Information:

Negotiations began with one SAANYS negotiator and, due to a leave of absence, ended with another negotiator. The entire unit turned over in the process of negotiations except for the unit president. Negotiations ultimately went to Impasse and were settled in one session with the mediator. Four-year contract with retroactive back to July 1, 2024, for all monies.

Compensation:

Members with 1-3 years of experience will receive 3% for each year of the contract. Members with 24-29 years will receive 2%.

Longevity:

New schedule for members hired after 2019, 4 yrs = $1200 (inc of $200), 10 yrs = $1500 (less $200), 15 yrs = $2000 (plus $200), 20 yrs = $2,500 (inc. $750), 25 yrs = $3000 (inc. of $1000)

Health Insurance:

Increase in 24-25 from 13% to 14.5% health care contribution. Increase in 25-26 from 14.5% to 15%. 15% contribution for the remainder of contract. Health Care waiver increased from $1,700 to $4,000.

Dental Insurance:

Vision:

Life Ins.:

Stipends:

Creation of a new 403b non-elective employer contribution. $450 to each employee for the life of the agreement. Starting in 2028 this will drop to $225.

Leaves:

Vacation:

Retirement Incentive:

Retiree Insurance:

Sick Leave Payout:

Prof. Dues:

Cell Phones/Technology Stipend

COVID:

Misc.:

Givebacks:

Any other negotiated items not

listed above:

The Sewanhaka District Building Administrators’ Association (SDBAA), with the counsel of Frank McDermott, has successfully negotiated a new Memorandum of Agreement that brings several favorable changes for members. The Agreement, which spans the next three years, addresses key areas of compensation and professional development.

At the heart of the agreement are gradual salary increases for all unit members, starting with a 2% raise in 2024-2025, followed by 2.25% and 2.5% in subsequent years. These increases, retroactive to July 1, 2024, are complemented by enhanced service stipends, which will see a $1,000 boost each year of the Agreement.

The district has also taken steps to attract and retain top talent. New Assistant Principals and Principals hired after October 4, 2021, will benefit from a $3,000 increase to their base salary schedule. Additionally, a competitive salary of $160,858 has been established for tenured Directors, positioning the district as an attractive destination for experienced educators.

Recognizing the importance of leadership continuity, the agreement ensures fair compensation for those stepping into interim roles. Members serving as acting Principals will now receive the daily rate of a tenured principal on their respective salary guide.

Beyond financial considerations, the agreement introduces a new goal-setting initiative. Building Principals will now submit their annual objectives to the Superintendent by the first week of October, fostering accountability and aligning individual efforts with district-wide aspirations.

This comprehensive agreement will contribute to a more dynamic and effective learning environment for all.

The Hudson Falls Administrative Association, with the help of SAANYS negotiator Mike Dawkins, has secured several updates to unit members’ contracts for the 2024-2027 academic years under two Memorandums of Agreement. Here are the key changes:

Membership and Recognition:

The District Nurse (10.5 month) position is now included in the bargaining unit. Specific details for this newly recognized role include a 201-day work year and a starting salary of $73,500 for the current nurse with 6 years of experience.

Time Off

· Juneteenth added as a holiday

· Vacation time for 12-month employees increased to 22 days

· Unused vacation day buyback increased to 4 days

Health Insurance Starting September 1, 2024, members will transition to Highmark Model Plan POS and PPO. The district will cover 78% of the POS plan premium. A temporary co-pay reimbursement program will run from 2024-2027, offering $150-$450 per year depending on plan type.

Compensation

· 4% salary increase each year from 2024-2027

· Enhanced longevity bonuses:

o $800 for years 6-10

o Additional $700 for years 11-15

o Additional $700 for years 16+

Inclement Weather Policy

Administrators can generally work from home when school is closed due to weather, with exceptions for critical tasks. If members are needed to work a full day in-person during inclement weather, they will receive a day off with pay as compensation.

10.5 Month Employees

Work year consists of 186 days (Sept-June) plus 15 days (July-August), paid at 1/200th of salary as daily rate. No vacation time is provided for these positions.

These changes aim to improve working conditions and benefits for HFAA members. For questions or clarifications about these updates, contact your union representative.

The Wappingers Administrators’ Association has successfully negotiated a new Memorandum of Agreement with counsel from Arthur P. Scheuermann, bringing substantial enhancements to compensation and leave benefits for its members. This agreement marks a significant step forward for school administrators in the Wappingers Central School District.

Compensation Boost and Restructuring

One of the most notable changes is the establishment of new minimum starting salaries for various administrative positions. These range from $108,000 for Elementary Assistant Principals to $160,000 for High School Principals—significant increases from the minimum starting salaries agreed upon in the last Collective Bargaining Agreement in 2019.

These salary increases will benefit all members. For the 2024-25 school year, a unique salary adjustment formula will be implemented. This formula considers years of service in the current title, adding 2% to the new minimum salary for each year of completed service. However, increases are capped at $15,000 above the 2023-24 salary.

The agreement also guarantees substantial annual raises in addition to the minimum starting salary increases:

· 4% increase for 2025-26, 2026-27, and 2027-28

· 3.5% increase for 2028-29

These raises ensure that administrators’ salaries will keep pace with inflation and reflect their ongoing contributions to the district.

Enhanced Leave Benefits

The new agreement also brings improvements to leave benefits. Starting July 1, 2028, administrators retiring after 15 years of consecutive service will receive a payout for unused sick days. While the first 75 days are not eligible for payout, days 76-200 will be compensated at $100 per day, with the amount deposited into a 403(b) account.

Vacation leave policies have also been updated. Administrators can now accumulate up to 20 vacation days, an increase of 5 days from the previous limit. Additionally, beginning July 1, 2026, members will have the option to sell back up to 5 unused vacation days each year at their per diem rate, providing greater flexibility in managing time off.

Professional Development Changes

The agreement also introduces a new requirement for graduate studies reimbursement. Administrators must now obtain prior approval from the Superintendent for such expenses. This change is a show of good faith to the district that should not significantly impact unit members’

ability to receive reimbursement while better balancing individual professional development and district goals.

Impact and Outlook

This new agreement represents a significant win for the Wappingers Administrators’ Association. The combination of salary increases, improved retirement benefits, and greater flexibility in leave management demonstrates the district’s commitment to attracting and retaining top administrative talent.

As school districts nationwide grapple with staffing challenges and budget constraints, this agreement positions Wappingers Central School District as an attractive destination for educational leaders. It also provides current administrators with increased financial security and improved work-life balance, which may contribute to higher job satisfaction and retention rates.

The multi-year structure of the agreement, with guaranteed raises through 2029, offers stability and predictability for both the district and its administrative staff. This long-term approach to compensation and benefits may serve as a model for other districts in the region.

Summary:

· District budget was passed with zero tax increase

o Extremely slim margin, less than 200 votes

· Unit accepted 1-year contract rollover to avoid losing a raise

Compensation:

· 1.5% salary increase

o Not applicable to the two Asst. Principals moving into Principal positions and the two new Asst. Principals starting July 1, 2024

Writeup:

The Carmel Administrators’ Association, with counsel from Arthur P. Scheuermann, has recently navigated the challenging fiscal landscape their district currently finds itself in. The district’s budget passed by a razor-thin margin of less than 200 votes, notably with no tax increase. In response to these tight financial constraints, the association opted for a pragmatic approach. They accepted a one-year rollover of their existing contract, securing a 1.5% salary increase for all unit members except for those currently entering new Principal and Assistant Principal positions. This decision ensured that the unit didn’t lose out on a pay increase altogether. The situation highlights the balance between fiscal responsibility and fair compensation for education professionals that must always be considered during negotiations.

The Garden City Administrators’ Association has successfully negotiated a new Memorandum of Agreement (MOA) with the counsel of Arthur P. Scheuermann, once again extending the life of their Collective Bargaining Agreement. The MOA outlines several key changes that will affect unit members from July 1, 2024, through June 30, 2029.

Salary Increases

Administrators will see annual salary increases over the five-year period:

· 2.3% increase for the 2024-2025 and 2025-2026 school years

· 2.5% increase for the 2026-2027 and 2027-2028 school years

· 2.4% increase for the 2028-2029 school year

Enhanced Sick Leave Benefits

The new contract introduces two significant changes to sick leave policies:

1. Administrators who have accumulated 200 sick days in their final year before retirement will receive an additional 15 sick days for use during that year.

2. Up to 7 days of the annual sick leave entitlement may now be used for family illness, covering spouses, children, and parents.

Extended Retirement Incentive: The existing retirement incentive program has been extended to June 30, 2029, aligning with the new contract term.

These changes aim to provide improved compensation and benefits for Garden City administrators over the next five years. The agreement demonstrates a commitment to supporting the district’s leadership team while addressing evolving needs in areas such as family care and retirement planning.

Summary Information: Preparations for negotiations began in September 2022. Dr. Mike Dawkins, SAANYS Negotiator, provided research information to, and consulted with, Teresa Thompson, Unit President, throughout the course of the negotiations. The WAA agreed to a new four-year (July 1, 2023-June 30, 2027) collective bargaining agreement, which was ratified and approved in June 2023.

Compensation: The WAA negotiated a 2% salary increase in each of the four years of the agreement coupled with the 2.2% step increment for a 4.2% increase in each year of the contract. In addition, they negotiated an additional step to the step schedule.

Longevity: The WAA has two separate longevity schedules, one for administrative service, which has three milestones, and one for district service, which has five milestones. The following increases were negotiated:

Administrative Service:                                                         

7 years of service     from $2,500 to $5,000                         

10 years of service   from $3,000 to $8,000                                                                                                                                                           

District Service:

16 years of service     from $2,000 to $4,000

20 years of service     from $2,000 to $6,000

24 years of service     from $2,000 to $8,000

28 years of service     from $2,000 to $10,000

Givebacks: The WAA agreed to a 2% increase in health insurance contribution from paying 15% to paying 17% over the life of the contract as follows:

1.25% in 2023-24

.25% in 2024-25

.25% in 2025-26

.25% in 2026-27

Any other negotiated items not listed above:

The WAA was successful in negotiating the elimination of the sunset clause from the Sick Leave Bank article.

WELA, at the request of the District commenced negotiations early for a successor CBA. 

The District indicated it was concerned about its ability to recruit and retain administrators in the district.  After reaching a tentative agreement on a successor CBA and an MOA adjusting salaries of unit members which was ratified by the Association, the Waterloo BOE rejected the settlement.  The Unit filed impasse as well as IP charges.  At mediation a settlement was reached which proved to be close to the original tentative agreement. 

It contained the following highlights:

3-year agreement with salary increases of 4% each year, retroactive to July 1, 2023.

Addition of Juneteenth as a paid holiday

Summer school stipend for principals hosting a program in their building.

No unit givebacks.

A separate MOA which provides a “retention” salary adjustment ranging from $10,200 to $14,320 per unit member.

Dr. Frederick P. Kirsch led negotiations and impasse mediation assisted by WELA Unit President Vince Vitale and team.

SEAA reached agreement with the District on a four-year successor agreement retroactive to July 1, 2023.

Highlights include:

Annual salary increases of 4.5%, 4%, 4%, and 3.5% respectively.

Additionally, the district will contribute $500 to each unit member’s 403b in each year of the contract.

A significantly expanded longevity schedule.  Unit members will receive a longevity increase EVERY YEAR beginning in year 3 of employment with the district.  These increases start at $800 in year 3 and swiftly advance into the $1000s by year 5, the $2000s by year 13, the 3000s by year 18, the $4000s by year 23 and $5000 per year after year 27!  These longevities are computed each year PRIOR to the addition of the annual negotiated salary raise!  Do the math!

Additional 5 days of vacation usable only during the summer months.

Modify premium share from 50/50 to 65/35 for active and retirees agreeing to choose a medicare advantage plan over the district plan upon attainment of medicare eligibility.

CBA to reflect that retiree health insurance shall remain in effect for the life of the retiree.

Negotiations were led by Dr. Frederick P. Kirsch and assisted by Unit President Jolene Emhoff and team.

FSAA recently settled a four-year successor CBA with the District.

Included in the agreement are the following modifications:

Salary increases as follows:

23-24    4% or $4000 whichever is greater

24-25    4% or $4000 whichever is greater             

25-26    4% or $4000 whichever is greater

26-27    3.75% or $3750 whichever is greater

Increases in longevity stipends with increases being added retroactive to all members having attained each milestone.

Addition of term life insurance in an amount of $100000.

Increase in annual district contribution to $810 for dental insurance.

Unit members to provide 5-day notice to supervisor when taking vacation days.

Increase from 5 to 7 the number of vacation days which the unit member may “buy-back” at per diem annually.

Added option of working from home on emergency closing days with superintendent approval.

Increase of $300 to $1000 in base salary (dependent on job responsibilities as job related travel compensation.

Increased the pool of money from $110,000 to $175,000 for each member retiring with seven (previously 15 years) of service to be used toward purchase of health insurance.  Getting the member from retirement to medicare eligibility was a prime goal of the FSAA.

Schedule of minimum starting salaries was increased each year by the negotiated salary settlement.

A 457-savings plan option will now be made available to all members.

FSAA conceded a 1% change in health insurance premium share to 84/16.

Negotiations were led by Dr. Frederick P. Kirsch with the assistance of Jeff Hendrickson, Unit President and team.

The below is the summary of the negotiations for the successor agreement for the above referenced unit.

Highlights: An equity adjustment of $1500.00 and a 5% base salary raise in year one, 3.5% increases in years two.

Vacation: 5 work from home summer days and an increase in Health Insurance contribution by each unit member each year to 18%, 19% and 20% respectively.

Summary: The Association of Administrators and Supervisors of Merrick, led by Libby Trencheny and Kerri Galante, working with General Counsel Art Scheuermann negotiated a four-year extension, expiring on June 30, 2027.   

The contract was purely a money deal with Assistant Principals receiving a $2,000 equity adjustment to base in year one followed by a 3% salary increase. 

In each of the next three years, unit members will receive salary increases of 3%.   

Also, the unit codified a prior MOA that entitled unit members to a $5,000 increase to base salary after five years and ten years in the same administrative position. 

Finally, the unit negotiated for the first time a sick leave payout upon retirement in the amount of $12,500.00 payable as an employer non-elective IRC 403(b) contribution.  

The Northport Association of School Administrators (“NASA”) reopened its contract early to extend the agreement for three years, which was set to expire June 30, 2024. 

In December 2023, led by its President Tim Hoss and with the assistance of SAANYS General Counsel Art Scheuermann, negotiated a contract that will now expire on June 30, 2027. 

Salary: Will see a 1.75% across the board increase in each year. 

In the 2024-25 school year, the schedule has three new steps, (steps 21, 22, and 23) added each with an increment of 1.36%.  

Stipend: Increased to $4,000.00. 

Longevity: Increments were increased by $1,000.00. 

The final economic benefit negotiated was an improved retirement incentive of ½ of the retiring member’s accrued unused sick leave up to 220 unused sick days.   

Vacation: Any days accumulated over 220 days will be paid at $300/sick day. 

The payment will be made as an employer non-elective contribution into an IRC 403(b) for the benefit of the retiring NASA benefit.  The remaining item is that NASA demanded a new provision that would require NASA involvement in filling all central administrative vacancies.   

There was no give backs.                   

Report by Karl Thielking, Negotiator

Unit:  Churchville-Chili Certificated Administrators’ Group

Summary Information

• Negotiator acted as consultant, not at the table; provided CBA improvement suggestions, Salary comparison data, Recommended grievance language
• Unit settled a 4-year contract, 2023-27

Compensation:

• Base Salary Increases: 23-24 3.8%, 24-25 3.7%, 25-26 3.65%, 26-27 3.35%

Longevity:

• At Tenure: The prior $1,000 one-year non-salary stipend is now an adjustment to base; the 7^th year remains a non-salary one time stipend of $3,000; the addition of a 10^th year non-salary stipend of $3,000.

Health Insurance:

• See Give Backs below

Vacation:

• Juneteenth added to paid holidays

Retirement:

• Increased the maximum payment for accumulated sick days that upon retirement from 230 to 235 days, thus a maximum possible benefit of $16,450.
• All payment for accumulated sick days and vacation days, upon retirement, will be paid as a non-elective employer contribution to the member’s 403(b) account.

Misc.:

• Increased the number of sick leave days that a member moving to this CBA from another in district CBA from 230 up to 235 days.
• Grievance Procedures, including binding arbitration, are now part of the CBA.

Givebacks:

• District contribution to health insurance premium for other than HDHP will be at 80% of base plan (RASHP 2 Value) premium for new hires on or after July 1, 2023. (Not Changed: Hired prior to January 1, 2013 are at 90%. Hired on or after 1/1/13 and before 7/1/2023 are at 85%.)
• District contribution of HDHP plan premiums will be at 80% of the base plan (Value) premium for those hired on or after July 1, 2023. (Those hired prior to this date remain and 90% or 85%.)
• All “Bonus HSA” District contributions offered to first time enrollment in HDHP have been removed from the contract.

Summary Information: The Mohonasen Administrators Association engaged in negotiations for a new five-year contract (July 1, 2023-June 30, 2028) over the course of six months (October 2022-March 2023). The negotiating team consisted of Deborah Kavanaugh, unit president; Leslie Smith, unit vice president; Matt Hubbell; Jason Thompson; and Rick Arket. They were assisted at the table by Dr. Mike Dawkins, SAANYS negotiator.

Compensation: In the first year of the contract, each unit member’s base salary was adjusted by 2.5% or $2,500, whichever was higher for the individual as an equity adjustment. Then the stipends from the 2019 MOA were inserted into the base pay of five unit members. Then a 3% increase was added to each unit member’s base salary. In each of the next four-years, a 3% increase will be added to the base salary of each unit member.

Health Insurance: The team negotiated an increase in the district’s contribution for health insurance in retirement from 65% for individual coverage to 80%, and from 50% to 70% for 2-person and family coverage.

Leaves: The team negotiated a new section to sick leave, which allows unit members to use up to five days for family illness, and a clause which states the superintendent may grant additional family illness leave beyond five days.

Retirement: The team negotiated a payment at the time of retirement for members who have 10 years of experience with the district as follows: Payment for up to 150 days of accumulated sick leave at $150 per day for a maximum payment of $15,000. This payment shall be made into an IRS 403(b) plan selected by the administrator.

Givebacks: None.

Any other negotiated items not listed above: The team negotiated binding arbitration into the new contract. In addition, the team negotiated Juneteenth into the list of holidays.

The Roundout Valley Central School District and the Roundout Valley Administrators and Professionals Association entered collective bargaining negotiations in late March 2023 with the assistance of SAANYS General Counsel Arthur P. Scheuermann, Esq.  The aforesaid negotiations resulted in significant benefits for association members, including a year-over-year salary raise of 2.5 percent for four years, and an increase of fifty percent in the association’s benchmark longevity payments at years five and ten of service.  Other significant benefits include the district providing health insurance coverage at 100 percent for individual Association members and the family members thereof who were hired prior to January 1, 2011, and 85 percent retirement health care premium coverage for individual association members and family members thereof for association members who were hired on or after January 1, 2011.  Lastly, as it relates to recognized holidays, Juneteenth has now been added to the Parties’ list of holidays received off for association members.  The association did not have any give backs in this round of bargaining.  SAANYS remains committed to advocating for and compelling, successful negotiations by and between administrators and their districts. Should you have questions regarding your association’s negotiations, please do not hesitate to reach out to SAANYS Legal Department. 

The Clarkstown Central School District  and the Clarkstown Occupational & Physical Therapists Association, led by Megan Natale, Lisa Braslow and Charleen Lucas entered collective bargaining negotiations in November 2022 with the representation and assistance of SAANYS General Counsel Arthur Scheuermann. Said negotiations resulted in increased salary steps year-over-year with a minimum of one percent increase and a maximum of two  percent increase, in addition to the contractually provided for salary step increases. The association also negotiated a 4% decrease in employee premium cost sharing for health insurance, a savings of about 1.5%. Lastly, the association was able to negotiate a revised longevity stipend schedule, resulting in an increase of longevity stipend benchmarks across the board of approximately 35% as well as the inclusion of a fourth longevity benchmark at the twenty years of service mark for association members. In exchange, the district negotiated an increased student caseload for association members from 25 to 28 students with Individualized Education Programs (IEP). Ultimately, at the end of the contract periods, this caseload to revert back to 27 students, effective June 30, 2026.

Negotiations were led by Dr. Frederick P. Kirsch, SAANYS Negotiator (at the table), assisted by Jennifer Carnahan, CAA Unit President and team. After declaring impasse and participating in one mediation session, the CAA reached a three-year successor agreement covering 2021-2024.

Highlights of the agreement include:

1. Base salary increases of 3.5% in each year of the contract retroactive to July 1, 2021
2. Increase in retirement incentive from $20000 to $30000
3. District to establish 457 account for members to participate in.
4. Increased District contribution to each member’s 403(b) plan from $500 to $750 annually.
5. Increased number of paid holidays from 12 to 13 to reflect Juneteenth.
6. Increased sick leave accumulation cap from 180 to 200 days
7. Increased payment of unused sick leave by $5 per day. (Now $65 for highest tier)
8. Increased monthly cell phone reimbursement from $40 to $55.
9. Changed time unit members must notify Superintendent of an absence from &:00 AM to 6:30 am.

CSNIA reached agreement with the district on a four-year CBA encompassing 2022-2026. The negotiations team consisted of Dr. Frederick P. Kirsch, SAANYS negotiator (at the table), Kathleen Plete, CSNISA unit president, and Paul Brissette, III. The parties agreed to a new CBA with the following changes:

1. Salary increases of 4% in each year of the agreement retroactive to July 1, 2022.
2. A slight increase in Tier 2 and Tier 3 prescription co-pays along with prescription “edit” which include The Generic Advantage Plan, Prior Authorization Program, and Step Therapy Program.
3. District to provide term life insurance for all members for 2 times annual salary up to $300000 per member.
4. Increased vacation accumulation (payable upon termination) from 20 to 40.
5. Supervisory members shall now be able to “sell back” up to seven days of unused vacation time annually at their per diem rate.
6. Service award at retirement increased from $600 to $700 for each year of service to district.
7. Sick days paid at termination of employment paid at $70 (for accumulations of at least 50) or $100 per day for all days with accumulations of 175 or more.
8. Each of five longevity steps increased from $700 to $800 with members having achieved each milestone being paid retroactively prior to the calculation of the year one salary increase.
9. Members reporting for work on snow days will receive one day of additional paid leave (up to 3 per year) to be used by September 1 of the following school year.

Compensation: 4% in each year of a four-year contract

Longevity: Negotiated an additional $100 to ea. Increment; yr 6-$1,600; yr 9-$1,700; yr 12-$1,800; yr 15-$1,900; yr 18-$2,000; yr-21 $2,100. Ea. Increment is added to base pay.

Health Insurance: No increase in health insurance contribution.  Increased HRA account to $500.

Dental: Administrators may elect to use the funds (up to $1,000) in their self-funded dental program toward the premium of a district-sponsored dental plan or elect to have payroll deductions to cover any costs to the district beyond their balance.

Retirement: Negotiated that administrators retiring after 10 years of consecutive employment in the district will pay 15% health insurance for the life of the retiree.

Miscellaneous: Negotiated that the district would pay 80% (from 50%) of tuition for coursework once the administrator reaches tenure. Added Juneteenth to the list of holidays. Increased the base rates for newly hired admins $1,000 in ea. year of the contract so that on 27-28 the minimum base rate will be $116,000 if the district does not hire a director of curriculum and instruction, the duties of the position will be shared among the members of the unit, and each will be compensated $11,000 annually.

The Clifton-Fine Administrators’ Association reached an agreement for a successor CBA covering years 2022-2025. Negotiations were led by Dr. Frederick P. Kirsch (at the table), SAANYS negotiator. The agreement was reached after an Improper Labor Practice charge was filed with PERB related to transfer of bargaining unit work. Highlights of the agreement include: A one-time salary adjustment for the principal member of the unit added to base prior to the calculation of the negotiated salary percentage in year one of the contract. In addition, a one time stipend of $3890 for additional work absorbed by the principal due to the districts inability to fill another unit position.

1. The addition of a title (Vice Principal) to the recognition clause (to be filled in 2023-34). The unit agreed to withdraw the Improper Practice charge with the addition of this provision to the contract.

2. Unit members to assume a 16% share of health insurance premium.

3. Unit members to be reimbursed annually for up to $300 of premium they pay for life insurance of their choice.

4. Increase of 100% in the district contribution for a vision plan to $200 Individual and $400 family.

5. Addition of Juneteenth paid holiday.

6. Increase in the number of unused vacation days that may be compensated annually from 7 to 10 at the unit members per diem rate.

7. Unit members to be compensated a their per diem rate for up to 50 unused vacation days upon termination of service or retirement after five years of service with the district. Payment shall be made as a non-elective 403(b) payment by the district.

8. Increased sick leave payout at retirement from $100 to $125 per day for up to 240 days.

9. Clarified clothing allowance for members who qualify.

10. Increased monthly mileage allowance for a traveling member.

11. Salary increases for each member of 3.75 in each year of the contract.

12. District to contribute $500 to each member’s 403(b) account in each year of the CBA.

After almost two years without a contract, a Declaration of Impasse resulting in four sessions of mediation, and the filing with PERB for fact finding, the OHM BOCES Administrators’ Association reached an agreement with the BOCES on a new CBA covering the years 2020 to 2024. Negotiations were led by SAANYS Negotiator Dr. Frederick P. Kirsch, the BAA negotiations team led by Lisa Rizzo, BAA unit president, and SAANYS General Counsel Arthur Scheuermann leading the fact finding session.

The main issue delaying settlement was old vague existing contract language which could potentially lead to the arbitrary imposition of an inferior health insurance plan upon BAA members.

Highlights of the settlement are as follows:

1. A slight increase in prescription and physician co-pays

2. The creation and funding of a 105/106(h) Health Reimbursement Arrangement (HRA) for each BAA member in the amount of $400 beginning July 1, 2022. An HRA can be used to pay out of pocket medical expenses with unused funds rolling from year to year and into retirement.

3. Retirees to be reimbursed annually for their standard Medicare Part B premium.

4. 3.25% salary increase in each year of the contract for each member retro active to July 1, 2020.

5. The ten-year longevity base salary increase was increased from $750 to $1000.

6. BAA members may be authorized to work remotely during emergency closings.

7. Payment upon retirement for unused sick leave increased from $85 to $95

8. NO PLATINUM HEALTH PLAN mandate or option added to contract.

The Whitesboro Administrators Organization led by Unit President John Egresits and assisted by SAANYS Negotiator Dr. Frederick P. Kirsch (not at the table), reached a five-year agreement with the district for a Collective Bargaining Agreement covering years 2022-2027.

Highlights of the agreement are as follows:

1. 3.99 % salary increase to base in each of the five years

2. An INCREASE IN THE DISTRICT CONRIBUTION to healthcare for ALL ACTIVE AND RETIRED Unit members from 85% to 90%.

3. Added an additional $2000 milestone (longevity) award to base salary at year 9 retroactive to all members having previously achieved it and available for those who have not going forward.

4. Raised the cap on retirement incentive payment from $50000 to $55000.

There were no contract concessions on the part of the Association!

The bargaining unit used SAANYS Labor Relations Specialist Kevin Walbridge for consultation throughout the process, Unit President Theresa Lindsay was the spokesperson at the table. SAANYS General Counsel Art Scheuermann did a review and negotiated some key items prior to the agreement being finalized for approval.Duration of the contract July 1, 2022, to June 30, 2025

• Personal time off was increased from 17 days to 20 days.
• The number of buyout days were increased from 150 days to 160 days at the member’s per diem rate upon retirement.
• Vacation days were increased from 25 days to 26 days.
• Health insurance contribution remained the same over the course of the contract.
• Added a formal grievance procedure.
• Salary Provisions for the contract:
  • 2022-23: 5% Salary Adjustments
  • 2023-24: 3.5%
  • 2024-25: 3.5%

The Marcus Whitman Administrators Association ratified a four-year agreement. SAANYS Negotiator, Karl Thielking, assisted the unit president during negotiations. Highlights include base salary increases, longevity, and increased paid vacation days.

Compensation:

• Salary increases as follows:
  • 3.5% increase each of the 4 years (2022-2026)
  • Also:
    • In 22-23 an additional lump sum of $1,000 added prior to calculating the 3.5%
    • In 24-25 an additional lump sum of $500 added prior to calculating the 3.5%
  • A correction of base salary was also included for a unit member whose job responsibilities have substantially increased. This corrected salary is effective prior to the above increases being calculated.

Longevity:

• The prior “25 Year Recognition” payment (“at the discretion of the BOE”) of $500 after 25 years of service in the district is now replaced with the following “Longevity” benefit:
  • All single payments not added to base:
    • At 5 yrs, $500
    • At 10 yrs, $1,000
    • At 15 yrs, $1,500
    • At 20 yrs, $2,000
    • At 25 yrs, $2,500

Health Insurance:  (See Givebacks)

Vacation:

• Inclusion of Juneteenth in paid holidays.

Retirement:

• Retirees who do not meet the 10 consecutive years of service qualification for the $35,000 “retirement incentive” payment, but who have at least 8 years of service will under a new clause receive a pro-rated amount as follows:
  • 8 years of service = 80% of $35,000
  • 9 years of service = 90% of $35,000

Givebacks:

• The Signature High Deductable “100” Plan is now designated as the “base plan”. The District however will continue to pay 100% of that premium and provide 100% of in-network deductible through an HAS.  However, selection of any other plan offered will require the unit member to pay the difference.

The Wheatland-Chili Administrators Association ratified a four-year agreement. SAANYS Negotiator, Karl Thielking, assisted the unit, but was not at the table. Highlights include base salary increases and health insurance.

Compensation:  A 4-year agreement (2022-26); 3.0% increase in each of the 4 years, with elimination of a prior merit pay clause.

Health Insurance:  Removal of all health insurance plan options with the only available plan now being Blue Point 2 Value Plan but maintaining the district paying 85% of the premium cost (as was the case in the final year of the prior CBA).

Misc.:   Prior CBA required repayment of all prior tuition reimbursements if the member did not remain employed for at least one year after the most recent reimbursements.  This CBA reduces the burden to that of repayment limited to any reimbursements received within the past year.

Givebacks:  (Both relatively minor.)

1. Reduction of District contribution to dental plan from 80% to 75% based on the cheapest plan (Smile Saver I).

2. Removal of a clause that protected retirees from having to pay the “inflationary increases” in health insurance premiums, by trading 20 accumulated sick days for each year of protection. (Under another clause that was retained as is, those 20 sick days have a retirement payment value of $1,000, so I’m not sure how much this option was ever used by retirees.)

Summary Information:

The Wayland-Cohocton Administrators Association ratified a four-year agreement. SAANYS Negotiator, Karl Thielking, assisted the negotiating team for the unit. Highlights include base salary increases, health insurance, and increased paid vacation days.

Compensation:

• 3.5% salary increase for all unit members (10, 11 & 12-month) each year of this CBA.
• Increased District annual contribution to tax-sheltered annuity from $1,750 to $3,200, for all 11-month unit members.

Longevity:

• Addition of a longevity clause that make one-time base increments at the following milestones for all unit members: (Transition for current members is to apply only the highest level that they would each qualify for.)
  • Start of 5^th yr = $500 increment
  • 10^th yr = $1,000 increment
  • 15th yr = $1,500 increment
  • 20th yr = $2,000 increment
  • 25th yr = $2,500 increment
• Based on years of service to the District, as opposed to just service as an administrator unit member.

Health Insurance:

• Held at District premium contribution of 90%.
• Eliminated sunset on District 75% contribution to HSA member accounts.

Dental Insurance:

• Added clause to memorialize District practice of paying 90% of dental premium.

Vision:

• Added clause to memorialize District practice of paying 90% of vision premium.

Stipends:

• Added $30/hour compensation for the TIG Coordinator for work conducted outside of the normal work day.
• District reimbursement for licensure for those unit members responsible for Medicare billing.
• $150/hour in addition to salary for any clinical supervision work.

Leaves:

• With SAANYS legal support, rewrite of Child-Bearing, Maternity and Child-Rearing Leaves language to properly align with current law and practices.

Vacation:

• Increased paid vacation days from 13 to 14.

Retirement:

• The prior retirement benefit clause included a structure that both the District and SAANYS legal identified as problematic in relation to income tax. (Specifically, trading accrued sick days for District contributions to health insurance in retirement.)
• New structure agreed to:
  • Years of service required changed to 10 years for all members. (10/11-month members previously qualified at 15 years.)
  • Option 1: Replaced trade-off of accrued sick days with years of service to the District as follows:
    • At least 10-yrs = District pays 50% of health insurance premiums paid for active members.
    • At least 15-yrs = 75%
    • At least 20-yrs = 100%

-OR, the option to:

• Option 2: Replaced trade-off of accrued sick days with years of service as follows:
  • 10-yrs. = $5,000 contribution to member’s tax sheltered annuity each of the first 2 years of retirement.
  • 15-yrs = $5,000 contributions for 3 years
  • 20-yrs = $5,000 contributions for 4 years
  • 25-yrs = $5,000 contributions for 5 years
• Also, the one-time $27,500 contribution to tax shelter remains for all unit members, and 10/11-month members now qualify for this retirement benefit after at 10 years. (Previously at 15 years.)

Cell Phones:

• Restructured District support for a cell phone use by Principals, Assistant Principals and Directors. Shifting from a maximum $750 annual reimbursement for submitted expenses, to a one-time $1,000 addition to base salary for all returning members of this title.  In addition, future hires in these titles will also receive a one-time $1,000 increase in base salary, to be added on July 1 of the year following their year of employment.

Misc.:   

1. Substantial word smithing was done throughout the contract to improve clarity and alignment with actual practice.
2. Work Year/Work Day:
   1. Corrected and improved description and expectations associated with Assistant Principal and IST members (CSE, CPSE Chair, Occupational Therapist, School Counselor and other IST titled unit member positions) regarding work year.
   2. Shortened the work day for all 10-month unit members by 30 minutes, without any impact on base salaries.

Givebacks:

• Prior CBA provided a lump sum in retirement payment $38/accrued sick day. 12-month members qualified with 10 or more years of service to the District, 10/11-month members qualified at 15 or more years.
  • New agreement:
    • All members qualify at 10 or more years and having at least 150 accrued sick days.
      • 150-174 days: $25/day
      • 175-199 days: $30/day
      • 200-224 days: $35/day
      • 225-249 days: $40/day
      • 250 or more days: $45/day
    • Maximum accrued days allowed remain the same as prior CBA:
      • 275 days for 10/11-month
      • 300 days for 12-month

The Monroe 2-Orleans BOCES Administrative Supervisory Association ratified a three-year agreement. SAANYS Negotiator, Karl Thielking, represented the negotiating team for the unit. Highlights include base salary increases, longevity, health insurance, and a reduction of the waiting period for increases in paid vacation days.

Compensation:

• Base Salary increases for all unit members:
  • 22-23 = 3.5%
  • 23-24 = 3.3%
  • 24-25 = 3.3%
• First time addition of a BOCES contribution to 403(b) of $1,000 each year of the CBA. Structured so that it can sunset at end of contract.

Longevity:

• One-time payments (not added to base) increased by $250 as follows:
  • 5-yrs Completed at BOCES and/or any other school district = $750
  • 10-yrs Completed = $1,250
  • 15-yrs Completed = $1,750
  • 20-yrs Completed = $2,250
  • 25-yrs Completed = $2,750

Health Insurance:

• Removed sunset on BOCES HAS contributions for those enrolled in High Deductible plan; $600 annually for Single Plan and $1,200 annually for all other plans.

Vacation:

• Reduction of waiting period for increases in vacation days:
  • After 10 years (was 16 years) increase from 20 to 22 days.
  • After 15 years (was 20 years) increase from 22 to 25 days.
• Increased from 2 to 3 days that would have been lost at the end of the year due to accrual limit that can be compensated for at 1/240^th.

Retirement:

• Qualification for payment of accrued sick days in retirement changed from 18 or more years as a BOCES administrator to 18 years of all service to BOCES.
• Added language that clarifies BOCES continues retirement health care benefits at age 65 via Medicare Advantage Plan.

Misc.:

• Differentiation of Evaluation section regarding those that fall under 3012-d and those who don’t.

Givebacks:

• Each of the last 2 years of the CBA, BOCES contribution to health insurance premiums drop by 1%. At the end of the contract:
  • Hired Prior to 7/1/2008: BOCES contributes 85%
  • Hired on or after 7/1/2008: BOCES contributes 80%

SAANYS General Counsel, Arthur P. Scheuermann, Esq., assisted the Brentwood Principals and Supervisors Organization’s negotiating team including its president Gloria Jackson, Pat Morris, Bergre Escobores and Jim Gessick. They negotiated a hard-fought successor CBA that includes the following highlights:

• For current unit members, the salary schedule in effect on June 30, 2021 shall be increased by 2.5%
  • Add Steps 9 and 10, each with 2.0% value to the salary schedule in effect on June 30, 2022. Unit members who are on Step 8 as of June 30, 2022 shall advance to Step 9.
• The next four years of the contract, the annual increases are:
  • Retroactive to July 1, 2022, 2.0% increase.
  • Effective July 1, 2023, 2.0% increase. Unit members who are on Step 9 as of June 30, 2023 shall advance to Step 10.
  • Effective July 1, 2024, 1.5% increase
  • Effective July 1, 2025: 1.0% increase.
• A new sixteen step salary schedule will be used new BPSO members hired on or after date of ratification.
• Administrators who do not exhaust his/her non-working days may request to be compensated for five (5) of those days at $300.00 per day.
• Unit Members hired on or after the date of ratification shall contribute 10% for health insurance in retirement, which is consistent with the new teacher contract.  
• Also for new hires after the date of ratification, there will now be a cap of 180 accumulated sick days for unit members for payment of sick days upon retirement
• Article 5(C) amended to include notice of discontinuance of services provided by June 1^st.
• Increased the compensation rate of unit members who perform services related to school activities on days not scheduled as school days from $100.00 per day to $150.00.

Summary Information

• SAANYS Negotiator, Karl Thielking, acted in the role of chief negotiator for the unit
• A three-year agreement was reached, 2022-2025
• Fully ratified on 09/21/22 and signed by all parties as of 9/28/22, retroactive to 07/01/22

Compensation:

• 3.2% base salary increase each of the three years

Note:  The average annual base salary increase for unit members is approximately 3.9% annually due to another long-standing provision in the contract that provides an annual base salary increase of $750 to all members.

Longevity:

• Increase the first step at 5 years from $500 to $1,000 increase in base

Stipends:

• Expanded access to the “technology stipend” of $600 annually to apply to all unit members. Previously applied only to supervisors and principals.  (Cell Phones are part of this tech stipend.)

Vacation:

• Increased paid vacations days from 14 to 15.

Retirement:

• Added option upon retirement of reimbursement of all accrued vacation days, at a rate of 1/240 of final annual salary, into a 403(b) account.

Prof. Dues:

• Increased annual support for professional development expenses from $300 to $400 annually, and specifically stated that part or all of this reimbursement may be applied to SAANYS dues.

Misc.:

• Added language to improve member understanding of the application of FMLA.
• Addition of an agreed upon evaluation instrument for unit members not under 3012-d, inclusion of that instrument as an Appendix, and either party empowered to initiate a review of that instrument in the future.
• Clarification of roles and responsibilities of Mentors, and the collaborative process between the Superintendent and Unit President in the assignment of mentors.
• Clarified language in multiple other sections to represent practice and intent more clearly.

Givebacks:

• Changes in the prior “Administrative Coverage” section (addressing extra duty due to long term vacancy in another administrative position):
  • Stipends for specific extra duty assignments will start after 30 consecutive days, instead of 10 days previously.
  • Stipends will no longer be paid for days when students are not in session.

The bargaining unit was led by President Jennifer Neaton and Dan Cook in negotiations after consultation with SAANYS Labor Relations Specialist Kevin Walbridge. The unit was able to reach a deal after one session with the district.

Duration of the contract July 1, 2022, to June 30,2025

• Vacation day payout was increased to 50 days at the per diem rate at the time of separation or retirement.
• The unit members receive $75 a month for cell phone reimbursement up from $50 a month.
• Longevity is paid at 5% of base pay in the 5th, 10th, 15th, and 20th year. The 5th and 20th year payout was added in this negotiation.
• Health insurance contribution remained the same over the course of the contract.
• Unit members will be allowed to work away from the job site 4 days year.
• Non-resident children of administrators can attend school in the district tuition free.

Salary Provisions for the contract:

• 2022-23 4%
• 2023-24 3.75%
• 2024-25 3.5%

Sandy Creek Administrators ratified a three-year contract on June 9, 2022.

Highlights included:

• 3 year contract.
• 5%, 4%, 4% for each year of CBA.
• Integration of Director of Facilities language fully into contract (previous CBA had it appended and many exclusion clauses. New format is cleaner and gives DoF access to 403b etc.).
• New language requiring District to pay memberships, conference fees, etc. up front instead of member fronting monies and getting reimbursed.
• Juneteenth as a paid holiday.
• New language allowing members to work from home on emergency days.
• $600 increase to 403b contribution by District from current $3,200 to $3,800 over life of contract.
• Sick leave pay out at retirement increased from $60 per day to $75.
• Addition of one personal day from 3 to 4.

The Cairo Durham Administrators Association has ratified a four-year contract. The highlight areas include a 5% base salary increase on year one beginning July 1, 2022. Each of the following three years will include a 3.75% increase to the base. Health insurance contributions will remain unchanged throughout the contract. All administrators will work a four-day week throughout the summer with 8 Fridays off that do not count against vacation time. In exchange, administrators will be required to work four additional days within the year tied to current eleven-month recess periods when school is not in session. The unit is very pleased with the terms of this contract agreement.

Unit President Jen Lynch, in conjunction with SAANYS, successfully completed the contract negotiations process. The Brushton-Moira Administrators Unit ratified a four-year contract. The highlights include base salary increases of 5% in year one, 5% in year two, and 3.25% in each of years three and four. The unit members health insurance contribution will increase from 7.25% to 9.25% over the four years of the contract. This is a 0.5% increase per year. Other gains include an accumulation of 10 additional sick days and 1 additional bereavement day for extended family members.

Negotiating Team: The Cambridge negotiating team consisted of Caroline Goss, unit president, Ralph Harrington, and  Dr. Mike Dawkins, SAANYS negotiator.

Timeline: Preparations for negotiations began in January 2022. Dr. Dawkins provided the negotiating team with summaries of recent settlements for comparison purposes. In addition, tentative proposals were discussed via Zoom meetings. The first negotiations session was held on April 11^th where proposals were exchanged and discussed. The association and district met again on May 16^th and agreed to a new four-year contract (July 1, 2022-June 30, 2026), which was ratified by the association in May 2022, and approved by the BOE shortly thereafter.

Compensation Package: Each association member shall receive the following increases to their salary annually as follows:

2022-23-         4%
2023-24-         4%
2024-25-         4%
2025-26           4%

The team negotiated an increase to their longevity payments as follows:

5 years:         From $2,000 to $2,500
10 years:        From $3,000 to $3,500
15 years:         From $4,000 to $4,500
20 years:         From $5,000 to $5,500

The team negotiated an increase in their payment for unused sick leave at retirement form $50 to $60 per day.

The team negotiated an increase in maximum annual vacation days form 24 to 26 days.

The team negotiated the addition of Juneteenth to the paid holidays provision in the contract.

Givebacks: The association agreed to direct deposit and electronic pay notices.

Unusual Provisions: None.

Negotiating Team: The negotiating team consisted of Chris Martel, unit president, Andrew Pemrick, Anthony DeFazio, and Dr. Mike Dawkins, SAANYS negotiator.

Timeline: Preparations for negotiations began in July 2021. The association sent out a survey at that time to collect information from the unit members regarding potential proposals. In January 2022, Dr. Dawkins met with the unit via Zoom to discuss negotiations procedures and to refine proposals. In addition, he provided recent contract settlement information and several contracts for comparison purposes. The first negotiations session was conducted on April 14^th where proposals were exchanged and negotiations took place. Two more sessions were conducted in May 2022, and the parties reached a tentative agreement on May 14, 2022 for a new four-year (July 1, 2022, June 30, 2026) agreement. The tentative agreement was ratified by the unit in early June and approved by the BOE on June 9, 2022.

Compensation Package: The team negotiated an equity increase in base salary for each association member ranging from $500 to $7,500.

The team negotiated increases to the base salary of each association member as follows:

2022-23        3.75%
2023-24        3.5%
2024-25        3.5%
2025-26        3.5%

The team negotiated increases to longevity payments as follows:

10 years:         From $1,500 to $2,000
15 years:         From $2,500 to $3,000
20 years:         From $3,000 to $3,500

The team negotiated a new Section to Article 6 regarding the role and responsibilities of the Principal Team Leader. The superintendent will determine who serves in the role. The stipend for the individual chosen for this position will be $10,000.

Givebacks: The association agreed to CVS/Caremark or equivalent pharmacy benefit provider. There was no change co-pays for prescription drugs or in-network office visits; the co-pay for emergency room visits was reduced from $100 to $35.

The association agreed to more specific language regarding tuition reimbursement. Specifically, tuition reimbursement will be $300 per credit hour and $5,000 per calendar year.

Unusual Provisions: The association and the agency agreed to a new section in Article 11 regarding the creation of the Association-Agency Liaison Committee. The association and agency will work collaboratively on transitional issues concerning administrative structure and roles.

MEMORANDUM OF AGREEMENT

            Except as modified herein, the collective bargaining agreement between the BOARD OF EDUCATION OF THE HEMPSTEAD UNION FREE SCHOOL DISTRICT (hereinafter referred to as the “District” or the “Board”) and the HEMPSTEAD SCHOOLS ADMINISTRATORS’ ASSOCIATION (hereinafter referred to as “HSAA” or “Association”), expiring on June 30, 2022, shall remain in full force and effect.

            This memorandum shall be subject to ratification by the Board of Education and the membership of the unit.  The parties’ respective negotiating teams agree to recommend such ratification to their principals.

• Term: 3 years, July 1, 2022 through June 30, 2025
• Salary increases: Article VIII, 1-10, the salary schedule (Appendix A) shall be increased as follows:
  • Contract Year #1, July 1, 2022 – June 30, 2023 = 2.0%
  • Contract Year #2, July 1, 2023 – June 30, 2024 = 1.75%
  • Contract Year #3, July 1, 2024 – June 30, 2025 = 1.75%
• Hourly Rate Increases: Article VIII, 11, the hourly rates shall be increased by:
  • Contract Year #1, July 1, 2022 – June 30, 2023 = 2.0%
  • Contract Year #2, July 1, 2023 – June 30, 2024 = 1.75%
  • Contract Year #3, July 1, 2024 – June 30, 2025 = 1.75%
• Health Insurance: Article X:
  • Employees hired prior to July 1, 2019, shall be required to contribute 18% towards the premium cost of health insurance until June 30, 2025, at which time the rate increase to 20%.
  • Employees hired after July 1, 2019, shall continue to be required to contribute 20% towards the premium cost of health insurance.   
• Health Declination: Article X D 2-6: amend to read that all employees entitled to the said benefit shall receive $6,000.
• Tuition Reimbursement: Article XX
  • The tuition reimbursement fund shall be increased to $35,000 per year effective July 1, 2022
  • There shall be a $5,000 maximum for any individual member per year
• Additional Steps 16 – 20: The Salary Schedule Appendix A
  • The existing Salary Schedule shall have additional steps 16-20 with 2% raises per step included plus each step shall also reflect the total percentage increase agreed to above per contract year.
• Blackout Days: Article VI: the five days during the summer which cannot be taken off shall be reduced to 3 days total.
• Supervision of Programs: Article XXXV, Miscellaneous Benefits
  • Members within in the unit will be given first priority in selecting to supervise any program.
• Separation from District due to Excessing: Article XVII – Retirement and Separation Compensation and Article XXXII Voluntary Termination: Notice, Article XXXV Miscellaneous (Sheena: I couldn’t find the clause dealing with excessing employees)
  • Any Member being excessed from employment with the District shall be given up to three years from the date of excessing to convert the excessing into a resignation from the District and shall receive an immediate payout for all sick and vacation days accrued up to the date of excessing at the rate of pay in effect on the date of excessing.
• Administrators with Doctoral Degrees: Add to Article VIII (salaries)
  • Each Member who has or obtains a Doctoral Degree shall receive a $1,500 stipend (Sheena: is this a one time or paid annually? Also, does it increase yearly by the percentages? Is it intended to be part of base salary or an additional stipend?)
• Line Adjustments on Salary Schedule: Effective July 1, 2022, the following permanent adjustments shall be made on placement on the Salary Schedule:
  • Academic Director
    • Line 7 to Line 5
  • Academic Coordinator
    • Line 9 to Line 7
• Salary Adjustments (effective 7/1/22) to the Salary Schedule
  • Sionery Villar – Step 7; HS Assistant Principal
  • Lisaura Moreno – Step 7; HS Assistant Principal
  • O’Neil Glenn – Step 7; Dean
  • Clemente Robles – Step 5; HS Assistant Principal
  • Kristin Kelly – Step 5; HS Assistant Principal
• Remove from Article VI.A.1 effective on ratification of this Memorandum of Agreement
  • “Vacation days shall not be taken during the first five working days of July”
    • This change applies to all 12 month employees.  The last day of work shall be June 30^th or the last weekday in June.  
    • Note:  This language was supposed to be removed from the previous contract.
• Every member will move to their next step on July 1^st of each year.  
• Family Dental  Article XB
  • Effective July 1, 2022, all members shall pay $79.00 towards $120.00; or the equivalent of 65% of the plan.  The District shall pay all costs above that level.
• Vision Plan Article X Add to:
  • General Vision Services
    • Member Only – $10.04 shall be paid by the Member, the District shall pay the remainder of the cost.
    • Member w/Dependents – $19.65 shall be paid by the Member, the District shall pay the remainder of the cost.

Note:  COVID compensation & APPR Hardship will be done in a separate MOA.  

1. Sheena: Did you intend to raise the amounts of the longevity payments by the percentages you agreed to for salaries?  If so, that will have to be outlined above.
2. Did I miss anything?

IN WITNESS WHEREOF, all parties hereto have set their hands and seals, this _____ day of ___________, 2022

Dated: _____________________                  _____________________________

                                                                        SHEENA BURKE, President HSAA

Dated: ______________________                ______________________________

REGINA ARMSTRON, Superintendent of Schools

            Dated: ________________________            ________________________________

President, Board of Education, Hempstead Union Free School District

Dr. Frederick P. Kirsch working on behalf of the Baldwinsville Transportation Support Staff Association negotiated a MOA adding a newly created position to the unit.

Negotiations were led by Dr. Frederick P. Kirsch, SAANYS negotiator along with David Crisafulli, unit president, and Matthew Goewey. The parties arrived at a two-year agreement.

Highlights of the agreement include:

Increase in base hiring rates.

Salary Increases as follows:

• 2021-2022:  3.25%
• 2022-2023:  3.15%

Longevity rates increased (retroactive for all earned) Now added to base salary.

ADDED:  Permanent Status Award: $1180. Added to base salary of ALL members on tenure and to be awarded going forward. These increases boosted the 2021-2022 base salary increase well over 4%.

Member may have job related in-service paid in full as approved by superintendent or college credit of $90 per credit hour added to base salary.

Payment at retirement for unused sick days increased from $110 to $130 per day (up to 320).

Group life Insurance increased from $35,000 to $50,000.

Extensive language inserted outlining retiree health insurance and contribution rates as well as Medicare reimbursement for retirees.  While this outlines the current practice the contract was previously silent on these issues causing confusion and lack of understanding of the benefits by members and the district alike.

New hires to pay 2% more of health premium (17%).  Reverts to 15% at retirement.

District to offer an optional buyout of $10000 to retirees not to take insurance at retirement. Provision sunsets at end of contract. 

Increase of district contribution from $450 to $600 for dental insurance

Added new paid holiday:  Christmas Eve

District to reimburse members up to $600 for professional association membership (Including SAANYS Dues).

Negotiations, resulting in a one-year agreement, were led by Dr. Frederick P. Kirsch, SAANYS negotiator along with Kimberly Campagnola, unit president and team.

1.99 % Salary Increase (All other units settled at 1.99).

Salary adjustments for members impacted by COVID and summer school duties.

Agreed to initiate negotiations early for successor agreement with both sides recognizing 1.99 is out of line with area settlements.

BOCES to pay SAANYS dues.

Despite being presented with a district proposal to dramatically increase health insurance contribution rates for new hires and retirees as well as eliminate the equivalent of five vacation days, the Lowville Administrators Association arrived at an agreement with the district. The three-year 2021 CBA was negotiated by SAANYS Negotiators Dr. Frederick P. Kirsch and David Thon, and assisted at the table by Unit President Mary Compo and Marie Western.

Highlights of the CBA include:

An existing clause that prohibited members from being reimbursed the cost of their professional association membership in SAANYS if they brought SAANYS to the table to negotiate was successfully modified to allow members $400 per year reimbursement with no penalty if SAANYS negotiates.

Salary Increases as follows:

2021-2022:  3.25% (retroactive)

2022-2023:  3%

2023-2024:  3%

Eliminate requirement to provide detailed medical documentation to district.

Increase in sick days (was tiered).

Sick days can now be used for family illness (previously had to use personal time).

Addition of 5 bereavement days not subject to use of sick, vacation or personal time.

Increase in payout for unused sick days at retirement.

Unused vacation days to be paid out per diem at retirement.

457 savings plan made available for all members.

Maintained 90/10 premium share for current members, new hires 85/15.

Increase of 5% in contribution rate for retirees HIRED after 7/1/2021.

A long negotiation which necessitated returning to the table after the first tentative agreement, ratified by the association was rejected by the board resulted in a two-year settlement supported by both parties. Negotiations, which began informally and later transitioned to at-the-table negotiations, were led by Dr. Frederick P. Kirsch along with Unit Co-Presidents Mary Volkomer and Linda Doty.

Highlights of the Agreement Include:

Increase in base hiring rates:

Salary Increases as follows:

2021-2022:  3.25%

2022-2023:  3.15%

Longevity and Doctoral rates increased (retroactive for all earned) Now added to base salary.

ADDED:  Tenure Award: $1180.  Added to base salary of ALL members on tenure and to be awarded going forward.  These increases boosted the 2021-2022 base salary increase well over 4%.

Graduate work to now be compensated by either reimbursement of tuition (up to 6 hours per year) at SUNY tuition rate OR $510 per block of three hours added to the members base salary.

Payment at retirement for unused sick days increased from $110 to $130 per day (up to 320)

Group life Insurance increased from $35000 to $50000

Extensive language inserted outlining retiree health insurance and contribution rates as well as Medicare reimbursement for retirees.  While this outlines the current practice the contract was previously silent on these issues causing confusion and lack of understanding of the benefits by members and district alike.

New hires to pay 2% more of health premium (17%).  Reverts to 15% at retirement.

District to offer an optional buyout of $10000 to retirees not to take insurance at retirement.  Provision sunsets at end of contract. 

Increase of district contribution from $450 to $600 for Dental Insurance.

Added new paid holiday:  Christmas Eve

District to reimburse members up to $600 for professional association membership (Including SAANYS Dues).

A two-year rollover agreement (2021-2023) was negotiated with the district. The spokesperson for the association was Vince Vitale who has recently stepped into the role of unit president. Vitale and the association were assisted by Dr. Frederick P. Kirsch, SAANYS negotiator (not at the table).

Highlights included:

• 3% salary increase in each year of the contract.

• Ability for each unit member to cash-in up to 16 unused vacation days in 2021-2022 at their per diem rate.

The Norwich Association of Certified Administrative and Supervisory Personnel ratified a three-year agreement. Michelle Osterhoudt, unit president, negotiated with the superintendent, assisted by Dr. Frederick P. Kirsch, SAANYS negotiator (not at the table).

Highlights of the settlement include:

Salary Increases as follows:

• 2021-2022: 4.75% (Retroactive)

• 2022-2023: 3.5%

• 2023-2024: 3.5%

Increases to longevity steps.

Addition of the Juneteenth holiday (now 16 paid holidays).

Increased district contribution to retiree health insurance.

Increased to 12, the amount of vacation days that can be carried over to the next year.

A one-time retirement incentive that reduced to 6 the number of years of service needed to receive health insurance into retirement.

A five-year contract was negotiated for the Dundee Administrators’ Association.  Unit President Christopher Arnold headed negotiations assisted by SAANYS Negotiator Dr. Frederick P. Kirsch (not at the table). 

Highlights include:

• 3.0% increase in each year of the contract 2021-2026.

• Addition of the Juneteenth holiday.

• Option to participate in a high deductible health plan. The district originally proposed a mandatory change to the HD plan. The district to pay 100% of the premium AND contribute the entire deductible to the member’s HAS annually.

• Increase in the per day value of sick days paid at retirement.

A two-year rollover agreement (2021-2023) was negotiated on behalf of the Adirondack Central Schools Administrators’ Association by Dr. Frederick P. Kirsch, SAANYS negotiator. Participating on the negotiations team were Unit President Wendy Foye and Linda Weber.

Highlights include:

• 3% in each year of the contract.

• No givebacks were made.

Negotiating team: Kim Bolster, Unit President, Andrew Muller, and Anders Rasmussen. The team was assisted by Dr. Mike Dawkins, SAANYS Negotiator.

Timeframe: Preparations for negotiations began in February 2021. Over the next several months, the negotiating team and Dr. Dawkins conducted numerous Zoom meetings and conference calls to discuss contract comparison information, to share current health insurance information, and to review the district’s proposals and potential counter proposals. The Ballston Spa Administrative Council and the district agreed to a new three-year contract (July 1, 2021-June 30, 2024) in August 2021.

Compensation Package: The BSAC administrators shall receive base salary increases as follows:

2021-22     –   2.9%
2022-23     –    2.9%
2023-24     –    2.9%

In addition, the one-time $2,000 payment in Article 3, letter B was replaced with a longevity payment schedule as follows:

                                                2021-22                       2022-23                       2023-24

5 years of service                      $750                          $1,000                        $1,000

10 years of service                  $1,000                        $1,250                        $1,250

15 years of service                  $1,500                        $1,750                        $1,750

20 years of service                  $2,000                        $2,250                        $2,250

In addition, all references to merit pay were removed from the contract.

A $1,000 stipend was negotiated for the BSAC administrator, who applies for and is selected by the superintendent, in consultation with the unit president, to develop and maintain a common schedule for all four elementary schools.

A $750 stipend, in each year of the contract, was negotiated for administrators who are selected by the superintendent, in consultation with the unit president, as mentors for new administrators.

A $60 per hour stipend was negotiated for administrators approved to lead book studies with at least three other colleagues during the school year.

Givebacks: The BSAC agreed to eliminate the Consortium Trust Gold Plan for administrators hired before July 1, 2021. The PPO will be available at 25% contribution rate in each year of the contract; the HMO contribution rate will be 26% in year one, 27% in year two, and 29% in year 3.  For administrators hired after July 1, 2021, the district will only make available the Consortium Trust HRA Plan at 21% in each year of the contract.

Unusual Provisions: It was agreed that, during periods of implementation of new initiatives that require involvement of specific BSAC members, appropriate stipends will be established above and beyond an administrator’s salary. Additionally, it was agreed that BSAC administrative work may not be offered to positions outside of the BSAC bargaining unit. Furthermore, the district will be required to internally post the stipend work to all members of the BSAC bargaining unit.

Administrators may work from home on emergency closing days with supervisor approval and on the condition that the office is staffed by administrative and/or clerical staff.

Negotiating Team:  Unit Co-Presidents (SAANYS Negotiator not at the table.)

The parties have agreed to a four-year agreement (July 1, 2021-June 30, 2025).

Compensation Package:

Annual Base Salary Increases:

• 2021-22: 3.0%                
• 2022-23: 3.0%
• 2023-24: 2.8%
• 2024-25: 2.8%

Change in Longevity Clause payments from annual stipends separate from the base salary to one-time base salary increases applied as follows:

• Upon receiving tenure: increased from $500 to $1,000 added to base salary.
• New Step Added: Upon the 10th year of service: $1,000 added to base salary.
• Upon the 15^th year of service: increased from $500 to $1,000 added to base salary.
• Upon the 20^th year of service: increased from $500 to $1,000 added to base salary.
• Upon the 25^th year of service: increased from $500 to $1,000 added to base salary.

Other Contract Improvements:

• Reimbursement for tuition, books and professional organization membership fees, increased from $3,000 to $4,000 annually.
• Number of vacation days that can be sold back to the district increased from 6 days to 7 days annually.
• General cleaning up of contract language and formatting  

Give Back: 

Health Insurance:  For unit members hired prior to July 1, 2011, district contribution to health insurance decreased from 87% to 85%.  No change for members hired after July 1, 2011.

Negotiating Team: The OESJ negotiating team consisted of Jeanine Kawryga, Unit President and Dr. Mike Dawkins, SAANYS Negotiator.

Timeframe: Preparations for negotiations began in February 2021. The initial meeting to discuss tentative proposals was conducted via Zoom on March 2, 2021. Subsequently, Dr. Dawkins provided contract comparison information, summaries of recent contract settlements, and BEDS data as supporting evidence for the proposals, The first meeting with the district’s team was conducted on May 26, 2021 to exchange proposals. Over the next month, both teams provided counter proposals to the initial proposals. The negotiating teams met in person on July 14, 2021. A tentative four-year agreement (July 1, 2021-June 30, 2025) was reached, which was finalized in September 2021.

Compensation Package: The OESJ administrators shall receive base salary increases as follows:

2021-22: 3%
2022-23:  3%
2023-24: 3.25%
2024-25: 3.25%

In addition to the salary increases, the OESJ administrators negotiated the following compensation items into their contract:

Longevity

8 consecutive years of service as an administrator in the district:   $1,200

12 consecutive years of service as an administrator in the district:   $1,600

16 consecutive years of service as an administrator in the district:  $2,000

Vacation Day Buyback

OESJ administrators may cash in up to five (5) unused vacation days at $300 per day. Such payment may be made in a lump sum or non-elective employer contribution to the administrator’s 403(b) account.

Grant Writing Stipend

An administrator assigned to writing grants shall be paid $50 an hour for up to 20 hours annually, for completing writing of grants that cannot otherwise be accomplished during the normal work day.

Summer School Stipend

An administrator assigned to oversee summer school within the district shall receive an off-base stipend based on the amount of students attending such program, as follows:

Fewer than 20 students: $1,500

20-40 students:              $2,000

41+ students:                 $2,500

Givebacks

The OESJ administrators agreed to an increase in health insurance contribution as follows:

2021-22: From 15% to 15.5%

2022-23: From 15.5% to 16%

2023-24: Remains at 16%

2023-24: From 16% to 17%

Unusual Provisions:

The OESJ administrators negotiated a clause in their new agreement which provides health insurance for those who retire with five (5) consecutive years of service at the same rate at retirement for the life of the retiree.

Administrators employed as of June 30, 2020 shall receive a one-time payment of $1,500 in full satisfaction of the claim the Association had to Article 30, Discretionary Fund, from the previous collective bargaining agreement.

The Glen Cove Educational Administrators Association successfully negotiated a new collective bargaining agreement. The highlights of that agreement included salary increases of 1.25% in the 2020-2021 school year, 1.25% in the 2021-22 school year and an increase in the 2021–22 school year of 1% in addition to a step increment, which is valued on average to be 1.6%.  The unit has a 15-step salary schedule. In addition, the unit improved its longevity structure with including a new longevity payment at year 15 of $1,000 and then an additional $500 for 20 years of more of district service. In addition, the unit negotiated a $4,000 stipend for additional days of work during the COVID-19 pandemic.

The parties further negotiated a new mentoring stipend of $1,500 for any administrator mentoring a first year unit member.

In exchange, the district and the association agreed that unit members hired after July 1, 2021 would only receive a health insurance buyout on an annual basis of $4,000 and those who previously received the buyout would be frozen at the amount of $9,060. In addition, the unit agreed to provide a doctor’s note after two consecutive sick days and further agreed to amend the personal leave provision by agreeing not to take such leave contiguous to weekends, holidays, recess, or break without the specific approval of the superintendent.

Negotiating Team: Deborah Kavanaugh, Unit President, and Leslie Smith, Unit Vice President were assisted by Dr. Mike Dawkins, SAANYS Negotiator.

Timeframe: Preparations for negotiations began in June 2020. Over the course of the next 10 months Dr. Dawkins and the negotiating team conducted numerous Zoom meetings and conference calls. The purpose of the meetings was to discuss contract comparison information and recent contract settlements. Dr. Dawkins indicated that the unit may want to propose a contract rollover with a reasonable salary increase sine we were in the middle of a pandemic. The team decided to propose a two-year rollover with a 3% salary increase in each year. The district requested that the unit hold off on negotiations until the BOE had an opportunity to go through the budget process, which concluded in May 2021. The unit agreed to their request as long as the district agreed to expedite negotiations after the conclusion of the budget process. Ultimately, the unit and the district agreed to a two-year rollover in May 2021.

Compensation package: The Mohonasen Administrators Association agreed to a two-year rollover (July 1, 2021-June 30, 2023) with a 3% salary increase in each year of the rollover.

Givebacks: None

Unusual provisions: None

The Cobleskill-Richmondville Administrators Association, represented by Unit President David Sander Brett Barr, and Jeremiah Haslun, were assisted by Dr. Mike Dawkins, SAANYS negotiator, who was not at the table, ratified a four-year agreement effective July 1, 2021.

Timeframe: Preparations for negotiations for a successor agreement began in November 2020. Dr. Dawkins provided contract comparison information and copies of summaries of recent negotiation settlements to assist and support the negotiating team in developing their proposals. For the next several months, the CRAA and the district engaged in negotiations. Dave Sander forwarded the unit’s proposals as well as the district’s counter proposals for review and suggested responses. Ultimately the CRAA and the district agreed to a four year agreement (July 1, 2021-June 30, 2025) on June 1, 2021.

Compensation package: The CRAA unit members will receive the following salaries increases:

2021-22:          3.25% (on first $100,000); 2.75% on remainder
2022-23:          3.25% (on first $103,250); 2.75% on remainder
2023-24:          3.25% (on first $106,600); 2.75% on remainder
2024-25:          3.25% (on first $110,000); 2.75% on remainder

In addition, each CRAA unit member will receive a $1,000 non-salary payment in the 2021-22 school year payable in two $500 installments. Said payments will not be added to base salaries.

The CRAA negotiated a $200 increase for each longevity milestone as follows:

At the beginning of 5 years                From $1,000 to $1,200
At the beginning of 10 years              From $1,500 to $1,700
At the beginning of 15 years              From $2,000 to $2,200
At the beginning of 20 years              From $2,500 to $2,700

The district will contribute a fixed sum annually of $1,000 into an approved Health Reimbursement Account (HRA) for active members only. The maximum balance in each member’s account shall not exceed $1,500 including any rollover of any unused contributions.

Givebacks: The CRAA and the district mutually agreed to terminate the BSNENY 907 Plan and the MVP Plan at the end of this contract. The remaining plans, Blue Shield PPO/CASHIC Plan, and CDPHP EPO/CASHIC shall be the base plans.

The CRAA agreed to co-pays for Tier 1 ($5), Tier 2 ($25), Tier 3 ($40), and mail order (2x co-pay for a three-month supply) with respect to the Blue Shield Prescription Drug Plan (with Blue Shield’s ASO Custom Formulary) or equivalent.

Unusual provisions: None

The Cherry Valley Springfield Administrative Association, represented by SAANYS Labor Relations Specialist David Thon, together with unit members negotiated a three-year contract with a 3.25% salary increase per year and and increase toward health care contributions of 1% in the second year, resulting in a 20% contribution.

• Added Juneteenth to paid Holidays
• Changed current longevities to be added to base salary and compound over the years (for example, in the past the 5 year longevity was $750 and at ten years it was listed at $1000 but the member only got $250).
• Salary of 4% year one 0-4% year two and 0-3.5% year three.  Contract has always had a range for salary, but district data shows that this has never been used.
• No changes to health care
• Did not get moving retirement health care service years from 10 to 7.
• Did not get increase in cell phone monthly payment from $35 to $65 or 457 language.

Negotiations have concluded:
• Three-year contract through 6/3/24

Salary increases:
    2021-22    3% plus $500
    2022-23   2.75% plus $1,000
    2023-24   2.5% plus $1,000
    Plus increases to some of the longevity provisions.
    New minimum starting salaries for the four categories of positions.

Work year:
• 12 month employees reduced vacation days by 1 per year to 15 with a corresponding per diem increase in base salaries for all current 12 month members.
• Increased flexibility for Directors to use up to 3 vacation days from September to June.
• New language to allow the use of vacation/sick/personal leave for bereavement.

Health Insurance:

• Copays for those on the Classic Blue indemnity plan increase to $5/$15/$30 with preauthorization and step-therapy provisions to match the PPO prescription plan.
• Annual out of pocket prescription cap of $700 per member with district reimbursing above that amount; cap of $4,000 on the district’s obligation to the unit with application of prorated reimbursements if the unit’s annual total request is above that cap.

The CEWW-BOCES Administrative Unit, represented by SAANYS Labor Relations Specialist Kevin Walbridge, Unit President Dr. Grace Stay, Adam Facteau, and James McCartney, with assistance from SAANYS Attorney Gus Destefano, ratified a four-year agreement.

Summary of the Agreement

• Duration of the new agreement 4-Years: July 1, 2021, to June 30, 2025
• Sick Day payout at Retirement was increased from $25 a day for 260 Days ($6,500) to $70 a day for 250 Days ($17,500)
• Health Insurance buyout goes up from $6,950 to $7,200 last year of the agreement for the employee
• Salary Provisions include:

2021-22        1.75% plus, $1,500 (3.3% raise on the Unit Average Salary)

2022-23        1.75% plus, $1,500 (3.3%) A unit member will receive a $1,000 Salary adjustment as well.

2023-24        1.75% plus, $1,500 (3.2%)

2024-25        1.75% plus, $1,500 (3.2%)

**Longevity provisions were negotiated and added to the contract for the first time for this unit.  Unit members will receive payments at the benchmark years and have the money added to their base salary.

5 Years-$2,000

10 Years-$2,000

15 Years-$1,500

After July 1, 2025, unit members will not be reimbursed for Medicare in retirement.

The Moriah Central Administrators Association ratified a five-year agreement effective July 1, 2021.  Negotiations were led by SAANYS Labor Relations Specialist Kevin Walbridge and assisted by Unit President Carrie Langey and Alison Burch.

Summary of the Agreement

• Duration of the new agreement: July 1, 2021 to June 30, 2026 (five-year agreement).
• Sick days for unit members were increased from 14 to 15 days a year.
• The total number of sick days unit members can accumulate were increased from 200 to 220 days a year.
• Bereavement leave language was changed to have days used for such leave to be deducted from total sick days and not from personal day leave.
• Health insurance contribution only increased 2% (14% to 16%) over the five-year agreement.

Compensation: Each unit member will receive the following:

2021-22        3%

2022-23        3%

2023-24        3%

2024-25        $3,335 (3.25%)

2025-26        $3,700 (3.5%)

Negotiating team: Jennifer Drautz, Unit President, and Karen Conroy. The team was assisted by Dr. Mike Dawkins, SAANYS Negotiator, who was not at the table.

Timeframe: Preparations for negotiations began on January 25, 2021, with a Google Meet between Dr. Dawkins and the unit members to discuss potential proposals, and how the unit wished to utilize SAANYS’ services. The negotiating team indicated that they were comfortable with meeting with the superintendent and consulting with Dr. Dawkins as they moved forward. Over the next few weeks, Dr. Dawkins provided contract comparison information, and recent contract settlement information to the team. During the next two months, the team and Dr. Dawkins met via Google Meet to formalize proposals and discuss negotiating strategies. The negotiating team and the district reached a tentative agreement in April 2021, and finalized the new three-year agreement (July 1, 2021-June 30, 2024) on May 10, 2021.

Compensation package: The VAA unit members shall receive the following increases to their base salary:

2021-22- 3.25%

2022-23- 3%

2023-24- 3%

They negotiated a significant increase in their longevity payments in addition to adding four new longevity milestones as follows

 7 years of service from $1,300 to $2,300

10 years of service from $1,600 to $2,800

14 years of service from $2,200 to $3,200

17 years of service from $2,600 to $3,700

New longevity milestones

20 years of service $4,200

23 years of service $4,700

26 years of service $5,200

30 years of service $6,000

They negotiated an increase in the stipend paid to the district registrar from $1,500 to $6,000.

They negotiated a payment of $50 per month for use of personal cell phones for school business for unit members.

They negotiated an increase in the rollover of vacation days from a maximum of 5 days to any or all unused vacation days to another fiscal year to be used during the following July and August. If these days are not used in July and August, then the unit member may add up to 5 unused days to the current year’s allotment for use during the school year.

Givebacks: The VAA agreed to a reorganization the recognition statement by eliminating positions that have not been in use for a number of years.

Unusual provisions: The Director of Curriculum position was increased to an 11-month position. The team then negotiated an increase in the salary for the position reflecting the increase in work days.

The Honeoye Administrators’ and Supervisors’ Association, represented by Unit President Christina Bush and Ray Thomas, with assistance from SAANYS Negotiator Karl Thielking, ratified a three-year agreement effective July 1, 2021.

Compensation Package:

2021-22:  All members: 3.25% increase. Prior to application of this percent increase, all unit members with a hire date prior to July 1, 2020, receive a one time $2,000 increase to base.

2022-23: All members: 3.0% increase

2023-24: All members: 3.0% increase

Other Improvements:

Addition of a new Longevity Clause providing base salary increments as follows:

• 5^th year of service: $500
• 9^th year of service: $1,000
• 13^th year of service: $1,500

Clothing and Shoe Allowance for unit members who are Civil Service increased to $250 annually.

Employer Contributions to 403(b) Account previously included with annual sunset language now simply provided annually and the prior contract amount of $1,150.

Tuition Payment language change that allows more flexibility regarding allowable coursework and makes this $1,500 benefit more available to all members, including those under Civil Service.

Give Backs:  None

The Rome Administrators Association’s negotiating team was led by Tracy O’Rourke and assisted by Kathy Bragan and Karen Miller, ratified a four-year agreement centered on maintaining the current-level health plan coverage.

This round of collective bargaining proved seismic.  The school district pushed to insert a metal health plan, a platinum plan.  The RAA desired to maintain their current PPO plan, as its primary plan and maintain health insurance benefits as an active employees and retired members.  That said, as the first bargaining unit to consider adding a new health insurance plan the critical aspects were (1) maintaining the present PPO as the primary plan; (2) giving present and future employees the right to choose which health plan to enroll; and (3) preserve retirement health insurance benefit, including codification of the Medicare Part B reimbursement practice. 

Based on agreeing to offer the platinum plan as an option, the RAA achieved annual increases for four years of 2.75%, increases for masters degree, CAS certificates, and doctorate degrees; and then a complete overhaul of the longevity structure.  Under the present longevity system, a lump sum payment was paid every July depending on years of service achieved.  Under the new negotiated longevity structure the longevity steps kick in on the members’ anniversary date, not July 1.  In addition, the first three longevity steps upon completion of 3 years ($1,000), 6 years ($1,500) and 9 years ($9,000) are now added to base salary.  The next four longevity steps at 12 years ($2,750), 14 years ($3,500), 17 years ($3,600) and 19 years ($6,900) will be continuous payments, being that the payments will be part of the members’ regular compensation, and pensionable under the current rules of NYSTRS.  Other current benefits, such as sick leave bank and child bearing/child rearing leave provisions were modernized and updated to be compliant with the law.        

Dr. Mike Dawkins, SAANYS negotiator, met with Unit President Colleen Lester,  Ralph Harrington, Jerry Gibson, and Caroline Goss via Zoom on January 7, 2021 to discuss recent contract settlements and the possibility of proposing a one-year rollover with a reasonable salary increase. Over the next two months, the Cambridge Administrators Association met with the district representatives to discuss the one-year rollover. They tentatively agreed to the rollover on March 19, 2021.

Compensation package: The Cambridge Administrators Association agreed to a one-year rollover for the 2021-22 school year with a 4% salary increase for each administrator.

Givebacks: None

Unusual provisions: None

The Gloversville Administrators Association, represented by Unit President Dr. Richard DeMallie, Unit President, Dennis Bye, and Brian DePasquale, with assistance from SAANYS Negotiator Dr. Mike Dawkins (not at the table), ratified a three-year agreement effective July 1, 2021.

Timeline: Preparation for negotiations began in March 2021. Dr. Dawkins provided the team with recent contract settlement information and a sample step schedule used in a near-by district. In addition, Dr. Dawkins met with the team via Zoom in mid April to discuss proposals and review settlement information. The team met with the district’s negotiating team and quickly agreed to a new three-year (July 1, 2021-June 30, 2024) collective bargaining agreement.

Compensation language: The GAA agreed to a 3% salary increase for all unit members in each year of the contract.

Givebacks: None

Unusual provisions: None

The South Colonie Administrators Association, represented by Unit President Tom Kachadurian, Mike Marohn, Greg Bearup, and Joe Guardino, and assisted by SAANYS Negotiator Dr. Mike Dawkins (not at the table), ratified a three-year agreement.

Timeframe: Preparations for negotiations began in January 2020. Dr. Dawkins provided the team with contract comparison information, summaries of recent contract settlements, and a district financial status report done by Cyndi Yager. Dr. Dawkins met with the team on February 20, 2020, to discuss tentative proposals and to determine how the SCAA wished to utilize SAANYS services. The team indicated that they were comfortable meeting with the district’s team and consulting with Dr. Dawkins as they moved forward. When the COVID-19 pandemic hit, negotiations slowed down considerably. Dr. Dawkins met with the team again on May 22, 2020, to review progress and discuss next steps. The team decided to give it another try before declaring impasse. It must be stated that the team proposed a one-year rollover with a reasonable salary increase, but the district wished to negotiate a longer term contract. Over the summer and early fall, Dr. Dawkins conducted several conference calls with the SCAA negotiating team to discuss progress. They reached a tentative agreement in October 2020 for a new three-year contract (July 1, 2020-June 30, 2023), which was finalized in November 2020.

Compensation package: The SCAA members shall receive increases to their base salaries as follows:

2020-21- 1.85%
2021-22- 1.95%
2022-23- 2.0%

In addition to the annual percentage increases, each unit member shall receive base salary adjustments as follows;

2020-21- $1,750
2021-22- $1,500
2022-23- $1,250

These salary adjustments will be added to the prior year’s base salary before calculating the percentage increase.

Effective July 1, 2021, administrators who reach longevity milestones of 5, 10, 15, 20, 25, and 30 years of service, will receive an increase of $100 to the $1,500 longevity increment at each milestone in each year of the contract.

An administrator who is required to work more than the required 21 days will be compensated at $500 per diem for each day up to a maximum of 5 additional days during the summer recess at the discretion of the superintendent as appropriate upon review of district needs. The superintendent may consider additional per diem days beyond 5 as appropriate upon review of district needs.

(New section added to contract) Article VIII, Section D. In the event a twelve month administrator does not use his/her earned vacation time by June 30^th, he/she may, at the discretion of the district, accumulate those earned and unused days or be paid up to a maximum of 15 earned and unused days prior to September 1. These last two items were negotiated to address additional work required of the administrators during the Covid-19 pandemic.

The SCAA negotiated an increase in minimum salaries for new hires from $90,000 to $90,500 in 2020-21; from $90,500 to $91,000 in 2021-22; and from $91,000 to $91,500 in 2022-23.

Givebacks: Effective July 1, 2021, The SCAA agreed convert to a new health insurance co-pay structure for Blue Shield PPO and CDPHP EPO plans offered through CASHIC.

Effective July 1, 2021, the SCAA shall convert to a new prescription drug co-pay structure offered through CASHIC.

Effective July 1, 2021, the SCAA shall convert from the Basic to Custom Formulary offered through CASHIC.

Effective July 1, 2021, the SCAA shall have the option to participate in CANA-Rx Canadian Drug Pharmacy for select brand name drugs, subject to the criteria established for plan participation.

Unusual provisions: None

The Queensbury School Administrators & Supervisors Association, represented by Unit President Damien Switzer and Richard Keys, with assistance from SAANYS Negotiator Dr. Mike Dawkins, ratified a four-year agreement.

Timeline: The QSASA began informal negotiations with the district in October 2019 and concluded negotiations in December 2019. The parties agreed to a four-year contract (July 1, 2020-June 30, 2024). The contract was ratified by QSASA in December 2019 and approved by the BOE shortly thereafter.

Compensation package: Each unit member will receive the following increases to their salary annually as follows:

2020-21: 3.5% (After the 3.5% increase, the assistant principals and the intermediate school principal will receive a one-time $1,000 increase to their base salary.)
2021-22: $3,500
2022-23: 3.5%
2023-24: 3.5%

The QSASA secured language that stated that longevity payments would be continuous, whereas previously they were not included as part of the annual salary.

The QSASA and the district agreed to language that would allow Article XX Termination Pay to continue even if a new contract is not agreed upon prior to the June 30, 2024 expiration of this contract.

Givebacks: Increases in health insurance contribution form 20% in 2019-20 to the following:

• July 1, 2020 21%
• July 1, 2021 22%
• July 1, 2022 23%
• July 1, 2023 24%

Unusual provisions: The HRA plan was added to the contract as an option for the QSASA effective July 1, 2020 at the following contribution rates:

• July 1, 2020 8%
• July 1, 2021 8%
• July 1, 2022 9%
• July 1, 2023 10%

The Schoharie Central Schools Administrators Association, represented by Unit President Kevin Calacone and Andrea Polikoski, with assistance from SAANYS Negotiator Dr. Mike Dawkins, ratified a three-year agreement.

Timeline: Preparations for negotiations began in June 2019 and concluded in December 2019. The parties agreed to a three-year contract (July 1, 2019-June 30, 2022), which was ratified by the Association in December 2019 and approved by the BOE shortly thereafter.

Compensation package: Each association member will receive the following increases to their salary annually as follows:

2019-20: Retroactive  3%

2020-21 : 3%

2021-22: 3%

The Association negotiated an increase in payment for unused vacation days from $250 per day to 1/240th of their salary for up to 5 days. In addition, the Association members may elect to have the payment made to a non-elective 403(b) account of the administrators choice.

Association members may elect to use their personal cell phone in lieu of receiving a District issued phone. In such case, the district will provide a stipend to the Association member in the amount of $40 per month for the purpose of maintaining their personal cell phone.

The Association negotiated language in Article VI, Insurance Benefits, Paragraph 3(c), Retiree Health Insurance that states that the retiree “…shall contribute at the same contribution rate in effect during the employee’s last year of employment for the life of the retiree.”

Givebacks: None

Unusual provisions: None

The Oppenheim-Ephratah St. Johnsville Administrators Association, represented by Unit President Jeanine Kawryga and assisted by SAANYS Negotiator Dr. Mike Dawkins, ratified an agreement for 2020-21.

Timeframe: Dr. Dawkins met with OESJAA members on March 3, 2020, to discuss preparations for negotiations for their successor agreement. After the meeting, Dr. Dawkins provided contract comparison information, recent contract settlement information, and assisted Jeanine Kawryga with proposal development. Shortly afterward, the Covid-19 Pandemic closed schools. As a result, the OESJAA proposed a one-year rollover with a reasonable salary increase, which the district ultimately accepted.

Compensation package:  Effective for the 2020-21 school year only, the OESJAA agreed to a $2,500 increase in their 2019-20 base pay.

Givebacks: The OESJAA agreed to move from the NY44 Core Health Insurance Plan and the NY44 Progressive Health Insurance Plan, to the Excellus Copay 20 Plan.

Unusual provisions: None

The Fonda-Fultonville Administrators’ Association, represented by Unit President Aaron Grady, David Zadoorian, Kristine Dickson, and Megan Collins, with assistance from SAANYS Negotiator Dr. Mike Dawkins, ratified a three-year agreement.

Timeframe: Preparations for negotiations began in August 2020. Over the next several months, Dr. Dawkins provided the team with contract comparison information, recent contract settlement information, and a financial analysis of the district conducted by Cyndi Yager. On January 26, 2021, Dr. Dawkins conducted a phone conference with the district’s attorney, Jeff Honeywell, to discuss negotiations procedures. The FFAA negotiating team and the district conducted a Google Meet on February 8, 2021, where proposals were exchanged and discussed. Over the next month, Aaron Grady and the superintendent conducted informal conversations, which led to a tentative agreement in early March. The MOA for a new three-year agreement (July 1, 2021-June 30, 2024) was signed on March 3, 2021, and approved by the BOE on March 21, 2021.

Compensation package: The FFAA members shall receive the following increases to their base salary as follows:

2021-2022- 2.25%
2022-2023- 2.25%
2023-2024- 2.5%

In addition, effective July 1, 2021, administrators may choose to cash in up to three (3) unused vacation days at the rate of 1/240th of his/her salary.

During the duration of this contract only, the district agrees to a one-time payment for any member who incurs the $150 co-pay for emergency room services.

Givebacks: The administrators’ contribution towards health insurance shall increase from 17% in 2020-21 to the following:

• July 1, 2021 18%
• July 1, 2022 19%
• July 1, 2023 20%

Unusual provisions: None

The North Rockland Administrators Association, represented by Unit President Mary Esposito, Unit Vice President Mike Roth, Lynn Rochford-Ayala, and John Kolesar with assistance from SAANYS Negotiator Dr. Mike Dawkins, ratified an agreement for 2020-21.

Timeline: Preparations for negotiations began in December 2019. Dr. Dawkins conducted phone conferences with the negotiating team to discuss development of proposals. In addition, he provided contract comparison information, and recent contract settlements to the team. During the early months of the year, the NRAA negotiating team met with the district on two occasions, then the COVID-19 pandemic hit and things took a different turn. In light of this, the team requested a Zoom meeting with Dr. Dawkins on April 7, 2020 to discuss his suggestion of proposing a one-year rollover with a reasonable salary increases. The negotiating team agreed to make that proposal to the district, which they accepted.

Compensation package: Effective July 1, 2020, all steps on Schedule A (prior to July 1, 2012) and Schedule B (on or after July 1, 2012) were increased by 2% for 2020-21.

Givebacks: None

Unusual provisions: None

The Gloversville Administrators Association, represented by Unit President Dr. Richard DeMallie, Dennis Bye, and Brian DePasquale, with assistance from SAANYS Negotiator Dr. Mike Dawkins (not at the table), ratified a one-year agreement.

Timeline: Preparations for negotiations began in September 2019. Dr. Dawkins met with the team at that time to determine the issues and items and how they wished to utilize SAANYS’ services. The team decided to negotiate with the district while having SAANYS provide research information and to be available for consultation regarding proposals and counter proposals.

Over the next several months, Dr. Dawkins provided contract comparison information, BEDS data, and an overview of recent contract settlements. In addition, he responded to the negotiating team’s requests for feedback regarding the district’s proposals and counter proposals. In March 2020, the GAA and the district had a tentative agreement that included more than 3% increases each year for four years, a retirement incentive, and an increase in longevity payments. However, when the COVID-19 pandemic hit, the district backed out of its tentative agreement. SAANYS suggested that the GAA propose a one-year rollover with a reasonable salary increase, which the district ultimately rejected. In June 2020, the GAA agreed to a one-year contract.

Compensation package: The GAA agreed to a one-time 1% payment to each administrator, not added to base salary, and a 0% (which SAANYS suggested they not agree to) salary increase for 2020-21. In addition, the GAA held on to the retirement incentive that was agreed to in March ($35,000 for any administrator who provides an irrevocable letter of retirement by July 15, 2020 for retirement by August 1, 2020; or $25,000 for any administrator who submits an irrevocable letter of retirement by January 1, 2021 for retirement by July 1, 2021). Furthermore, they negotiated an increase in longevity payments from $1,750 to $2,000 in 5, 10, 15, and 20 years of service, and the ability to work from home on snow days.

Givebacks: The GAA agreed to increase the years of service needed to receive health insurance in retirement from 5 years to 8 years.

Unusual provisions: None

The Broadalbin-Perth Administrators Association, represented by Unit President Dan Casey and Adam Barnhart, with assistance from SAANYS Negotiator Dr. Mike Dawkins (not at the table), ratified a four-year agreement effective July 1, 2020.

Timeframe: Preparations for negotiations began on March 9, 2020, with a conference call between Dr. Dawkins and the BPAA negotiating team to discuss potential proposals and how the team wished to utilize SAANYS’ services. The team indicated that they were comfortable with meeting with the superintendent and consulting with Dr. Dawkins as they moved forward. Over the next few weeks, Dr. Dawkins provided contract comparison information, and recent contract settlement information to the team. During that time, the Covid-19 Pandemic struck, and negotiations slowed down considerably. The BPAA continued communications regarding the potential of proposing a one-year rollover with a reasonable salary increase, and what it would mean to the unit if they went without a contract for 2020-21. Ultimately, the unit and the district reached a tentative agreement in August 2020, and signed a new four-year (July 1, 2020-June 30, 2024) agreement in September 2020.

Compensation package: The BPAA unit members shall receive the following increases to their base salary:

2020-21- 3.25%
2021-22- 3.25%
2022-23- 3.25%
2023-24- 3.25%

Each unit member, except new hires, will receive $1,000 added to base salary for the 2020-21 school year.

They negotiated a $50 increase, from $100 to $150, for accumulated sick leave beyond 200 days. Each member will be compensated for days beyond 200 each year.

They negotiated an increase in dental coverage from 80% to 100%.

Givebacks: The BPAA changed from the Blue Cross/Blue Shield of Utica Watertown Preferred Provider Organization Plan (PPO B) to Blue Shield of Northeastern New York PPO and drug plan associated with CASHIC (co-pays $25 primary; $35 urgent care; $250 in-patient; $150 emergency; and $100 outpatient).

The BPAA agreed to eliminate the $75 stipend for chaperoning extra-curricular events.

Unusual provisions: None

The Glens Falls Administrators Association, represented by Unit President Jennifer Hayes, with assistance from SAANYS Negotiator Dr. Mike Dawkins, ratified a four-year agreement effective July 1, 2020.

Timeframe: Preparations for negotiations began on November 20, 2019, when Dr. Dawkins met with several of the unit members to discuss potential proposals and how the GFAA wished to utilize SAANYS’ services. The unit decided that they were comfortable negotiating with the superintendent on their own and using SAANYS to provide research information, recent contract settlement information, and suggestions for potential counter proposals. The team met with the superintendent on several occasions over the next four months. The GFAA and the district signed a new four-year (July 1, 2020-June 30, 2024) agreement on March 31, 2020.

Compensation package:  The GFAA members shall receive the following increases to their base salary as follows:

2020-21- $3,500
2021-22- 3.5%
2022-23- $3,500
2023-24- 3.5%

In addition, unit members in the positions of elementary principal and athletic director shall receive the following equity increases to their base salary:

2020-21- $5,000
2021-22- $2,000
2022-23- $1,000

Longevity payments were increased as follows:

5 years of service- From $750 to $1,000
10 years of service- From $1,750 to $2,000
15 years of service- From $2,750 to $3,000
20 years of service- From $3,750 to $4,000

Vacation buy back days for eligible administrators were increased form 5 days to 8 days at 1/260th of their salary for each day.

Administrators who work less than 12 months and supervise more than 10 evening events, shall have the stipend increased from $40 to $50 per event for up to 10 additional events.

Givebacks: The GFAA agreed to switch from the Alt PPO to the HRA, which carries a $3,000 deductible. The district agreed to pay the $3,000 deductible for each administrator.

Unusual provisions: None

With assistance from SAANYS Negotiator C. Michael Robinson, the Administrators Association of Rush-Henrietta and the board of education have ratified a new Collective Bargaining Agreement (CBA) effective July 1, 2021 through June 30, 2024. Highlights of the agreement include:

• Salary increases: Year 1 – 2.75% plus $500; year 2 – 2.85%; and year 3 – 2.75%.
• Salary caps for all positions were increased by 10%.
• The optional high deductible healthcare plan was enhanced. Effective January 1, 2022, the HRA contribution was increased to $2,500 for those unit members enrolled in the base healthcare plan. Unit members in the base healthcare plan will contribute each year of the CBA an additional 1% to the annual premium. The annual contribution by the unit member goes from 15% to 18%.
• Several memoranda of agreement executed during the previous CBA have been incorporated into the new CBA.

With assistance from SAANYS Negotiator Dr. Michael Robinson, Brockport Administrators and the district have ratified a two-year agreement effective July 1, 2020. The ratified agreement provides for an annual increase in salaries by 2.75% plus $100. A longevity provision provides for salary adjustments as follows:

5 years-$500
10 years-$1000
15 years-$1500
20 years-$2000

A separation incentive of $15,000 is included.

Current members will increase their healthcare premium contribution over the two years from 15% to 17% and Blue Point 2 Value will become the base plan. New employees will contribute 20%.

SAANYS’ General Counsel, Arthur P. Scheuermann assisted the newly formed Spackenkill Essential Service Leaders Association in its first collective bargaining agreement with the Spackenkill Union Free School District. The five-year contract retroactive to July 1, 2018 sets forth critical terms needed in every contract including a grievance procedure that ends in binding arbitration and includes past practices under the grievance process. Other highlights include:

• Annual average salary increases of 2.35 percent.  
• Continuation with some improvement to a longevity schedule starting at five years and then having steps at five year intervals.   
• An equity adjustment, attendance incentive, and annual vacation buyback provisions.
• Contractually locked in and spelled out specific terms of employer provided health insurance, particularly retirement healthcare benefits. Employee cost sharing is at 10 percent, which will increase to 11.5 percent on June 30, 2022. 

SAANYS General Counsel Arthur P. Scheuermann assisted a new unit to SAANYS, the Rondout Valley Administrators’ and Professionals’ Association in negotiating a successor four-year collective bargaining agreement, that improved an archaic salary schedule with the incorporation of off scheduled money into steps, addition of two new steps, step adjustments, and 1 percent per year across the schedule. The step or increment is a flat dollar amount, $2,171, which at the high school principal column is about 1.7 percent and at the non-certificated director column step around 3.5 percent. Also negotiated improvements in the five-step longevity structure which is continuous and cumulative as follows: at 5 years: $1,000; 10 years: $1,000; 15 years: $3,500; 20 years: $1,000; and 25 years: $4,000.

A partial giveback was the uniformization of employee cost sharing for health insurance. Depending on the date of hire, an administrator either contributed 11%, 15% or 20%. As of July 1, 2021, everyone will contribute 15% toward the premium of health insurance.

Another give back was to place a 50 day cap on the accrual of unused vacation days by the end of the contract. Still, unit members may roll over or buy back 10 days per year. Also, the members preserve the right to use up to 5 days per year when school is in session.

Changes to sick leave still entitle new unit members from outside the district to bring with them to Rondout 50 days of sick leave upon hire. Also changes were made to the administration of the sick leave bank.

• The addition of four titles.
• An increase to the 15 year longevity stipend from $2,750 to $3,500.
• $8,000 allocated annually for professional conferences and development.
• Two additional steps on the salary schedule.

After nine months of negotiating, lead negotiators Carolyn Breivogel and Jim Brown, with assistance from Randee Bonagura and Arthur P. Scheuermann, SAANYS General Counsel, successfully worked out a successor Memorandum of Agreement between the Wantagh Union Free School District and the School Administrators’ Association of Wantagh that includes the following:

• 2.0 percent annual salary increases.

• Salary adjustments that range from $1,500 to $16,000.

• An increase from three days to five days for sick days that may be used as personal business days.

• A retirement incentive of $30,000 paid into an IRC Section 403(b) tax-deferred annuity.

• An increase from $5,000 to $7,500 per year reimbursement for conferences and professional development.

Increases to sick leave payout:

• $100 to $110 per day for the first 100 days.

• $175 to $195 per day for days 101 to 180.

• $250 per day to $275 per day for days 181 to 198.

Negotiations were led by Unit President Chad Fairchild and team. The unit was assisted by SAANYS Negotiator Dr. Frederick P. Kirsch.

Duration of contract: 2019–2022

Salary increases as follows: 3.25 percent per year

•  Improvement in bereavement language.

•  No health insurance concessions.

Negotiations were led by SAANYS Negotiator Dr. Frederick P. Kirsch and SAANYS Deputy Counsel Jennifer Carlson, Esq. They were assisted by Unit President Rick Swanston and team.

Duration of contract: 2019–2022

Salary increases as follows: $3,000 in years one and two, 3 percent in year three.

•  Increase in sick leave payout from to $75 to $85 per day.

•  Professional Association dues (including SAANYS) paid up to $600.

•  Added a stipend for a doctorate at $3,000.

•  Added a stipend for supervision of summer school at $1,750.

•  Increased vacation carryover days to five.

•  Comp days for reporting on up to two snow days or take off with no penalty.

•  No health Insurance givebacks.

Negotiations were led by Unit President Vince Pompo assisted by SAANYS Negotiator Dr. Frederick P. Kirsch.

Duration of contract: 2018–2021

Salary increases as follows: 3.25 percent per year with the first year retroactive

•  Added new longevity steps to the base salary at 10, 15, and 20 years of service (five years at $500, ten years at $625, fifteen years at $775, and twenty years at $950).

•  Increased the accumulation of sick leave from 220 to 225 days.

Negotiations were led by SAANYS Negotiator Dr. Frederick P. Kirsch assisted by Unit President Peter Gleason and team.

Duration of contract: 2019–2022

Salary increases as follows: 3.25 percent per year

•  Increased term insurance from $50,000 to one year’s salary (up to $150,000).

•  District to make available a 457 savings plan.

•  District to allow children of unit members to attend Oneida schools tuition free.

•  Increased hiring minimums by 3.25 in year three of the agreement.

•  Corrected an inequity in the retirement incentive which could potentially have had a member choose between health insurance into retirement and a $28,000 payout. Agreement ensures both.

•  Resisted district proposals to eliminate health insurance at age 65.

Negotiations were led by SAANYS Negotiator Dr. Frederick P. Kirsch assisted by Unit President John Halstead.

Duration of contract: 2019–2022

Salary increases as follows: 3.1 percent per year

•  Increased the amount of time available to utilize vacation days.

•  No health insurance givebacks.

Negotiations were led by SAANYS Negotiator Dr. Frederick P. Kirsch, assisted by Unit President Joseph D’Apice.

Duration of contract: 2019–2022

Salary increases: Four percent per year

• Increased the professional development allotment for each member from $1,000 to $1,500 annually.
• Added three additional vacation days per year to a maximum of 28.
• Accelerated longevity payments with $1,000 add-ons for 8, 15, 20, and 25 years of service; and for tenure.
• Referenced health plan in the contract by making any changes a mandatory subject of bargaining.
• Lowered members’ health plan deductible.
• Accepted a slight increase in prescription co-pays to $5/$20/$40.
• The district agreed to establish a 105/106(h) health reimbursement plan amounting to $200 per year.
• Improved dental insurance.
• New vision insurance.
• Added term life insurance for one times members’ annual salary.
• Increased sick day payout at rates of $70 for 0-149 days, $80 for 150-199 days, and $90 for 200-360 days.
• Increased retirement incentive to $12,500 in year one and $7,500 in year two.
• Changed health premium share from 90/10 to 88/12 over the life of the contract.

Negotiations were led by SAANYS Negotiator Dr. Frederick P. Kirsch and assisted by Unit President Amanda Caldwell and team.

Duration of contract: 2019–2023

Salary increases as follows:
2019-2020 2.85% + $1950
2020-2021 2.85% + $1250
2021-2022 2.85% + $676
2022-2023 2.85%

• Secured upfront vacation days for newly hired unit members.
• Added a vision insurance plan with a contribution from the district.
• Frontloaded small longevity increases, CAS stipend, minor, and auxiliary extra work stipends into the base salary of all unit members.
• Made a retirement incentive available during the first three years of eligibility.
• Increased the district’s contribution match to all unit members’ 403(b) by .25 percent.
• The district to offer a 457 savings plan.
• No change in the health insurance premium share.
• Resisted district proposals to eliminate health insurance at age 65.

Negotiations were led by SAANYS Negotiator Dr. Frederick P. Kirsch assisted by Unit President Tracy Mosher and team.

Duration of Contract: 2019–2023

Salary: 4 percent increase each year

Other changes as listed below:

• Increase Retirement Incentive from $10,000 to $15,000.
• Increase payout for unused sick days from $85 to $95 in year one, $75 to $85 in year two.
• Increase Payment for unused vacation days from $260 to $280.
• Increase Dental coverage from $1,000 to $2,000.
• Increased longevity payments by four percent each year of contract.
• Add hearing Aids to health plan.
• District to cover any required health exam in full.
• Resisted District Proposals to eliminate health insurance at age 65.
• Increased premium share of health insurance from 10 percent to 20 percent over life of contract.

Highlights from the recent contract negotiations follows:

• Added a fifth year longevity step.
• Added a sick leave stipend by which unit members are entitled to $500 if they use less than six sick days in any given year.
• 2.25 percent annual salary increases with large equity adjustments for 8 out of the 23 unit members.
• Over the five-year duration of the CBA, the employee health insurance contribution will only increase by .5 percent.
• Added a minimum salary schedule into the CBA.
• Each member will receive $300 extra in their welfare trust, annually ($1650 up from $1350).
• Increased boot allowance from $100 to $150.

SAANYS General Counsel Arthur Scheuermann assisted the newly formed Clarkstown Occupational & Physical Therapists Association in its first collective bargaining agreement with the Clarkstown Central School District. The four-year contract retroactive to July 1, 2018 sets forth critical terms needed in every contract including a grievance procedure that ends in binding arbitration and includes past practices under the grievance process. Other highlights include:

• Implementation of a salary schedule with step increment at 1.25 percent, with negotiated step adjustments to correct historical inequities among unit members.
• Annual salary increases of 2 percent.
• A defined 6.5 hour workday with a flexible start time, two 30-minute duty-free preparatory sessions, and a paid 30 minute lunch.
• Further defining the work week to 37 treatment/therapy session per week and a caseload of no more than 25 students at any given time.
• Compensatory or overtime pay for any work beyond the standard 6.5 hour workday at a pay rate of time-and-a-half or $110.00 per hour, depending on employee title.
• Spelled out specific terms of employer provided health insurance, particularly retirement healthcare benefits.
• 15 sick days per year that can be rolled over for an accumulated maximum of 180.
• A retirement incentive of $17,500 to be paid by the district into an IRS 403(b) tax-sheltered annuity.

SAANYS General Counsel Arthur Scheuermann, assisted the South Glens Falls Central School District Administrators Association in negotiating a successor CBA that includes the following highlights:

One equitable adjustment and scheduled salary increases as follows: 2019-2020: 3.0 percent; 2020-2021: $3,450;  2021-2022: 3.0 percent; 2022-2023: $3,700; and 2023-2024: 3.25 percent.

Retiring unit members now have the option of receiving a sick leave buyout based on accumulated accrued sick leave (cap at 200 days) at a rate of $150 per day, which shall be paid into a IRC Section 403(b) account. This option is only available if the retiring administrator opts not to take health insurance in retirement. Otherwise, the accumulated sick leave will be valued and put into a constructive trust to pay for health insurance premiums. The negotiated rate provides that for every three-day block of unused accrued sick leave at the time of retirement shall entitle the retiree for one month of paid health insurance at the premium co-pay in effect at the date of retirement, for a maximum of 120 months.  

Increased annual allotment for attending professional meetings, conferences, and workshops by $500.

Eliminated longstanding contract language that provided for the unilateral change in the administrators’ health insurance plans based on negotiations between the district and the teachers. Increase health insurance (WSWHE BOCES Alt PPO) premium cost sharing by 2 percent over the five year contract which will end at 20 percent. If enrolled in HRA (high deductible plan) [no member is] cost sharing increases by 5 percent [Note WSWHE BOCES lowered administrators cost sharing in this plan by several percent to entice its administrators to enroll.]

The following increases to longevity steps that are added to the base salary prior to annual increases: 4 years increased by $150 to $750, 9 years: increased by $200 to $1,100, and 14 years: increased by $250 to $1,450.

The agreement added Christmas Eve as a paid holiday and further, provided that if Christmas Eve or Christmas Day fall on a weekend, a non-school weekday will be established as a holiday.

The contract negotiations were led by Unit Co-Presidents Mark Bennett and Jennifer Neaton. Away from the table assistance was provided by SAANYS Labor Relations Specialist Charles Calisti.

Duration of Contract: July 1, 2019—June 30, 2022

Recognition: Addition of the position of Director of Curriculum and Instruction in 2019-20 (12 month position).

Salary: 2019-20: 3.5 percent, 2020-21: 3.5 percent, 2021-22: 3.25 percent.

Personal Days accumulated in year of service prior to retirement: Payment of $100 per day to administrator’s 403(b) account.

Health Insurance Coverage: Change from Rider 9 to Rider 10 of the St. Lawrence-Lewis Counties School District Employees Medical Plan booklet. The district pays the premium costs of health insurance for unit members and dependents – 2019-2020: 90 percent (no change): 2020-21: 89.5 percent and 2021-22: 89 percent.

Cellular Phone: Unit members provided with $50 per month toward the use of his/her personal cell phone for district business.

Tuition Free Attendance for Children of Unit Members: A Memorandum of Understanding was agreed to which stipulates that if a member wishes to have a child admitted to the district on a tuition-free basis then contract negotiations shall commence.

The contract negotiations were led by Unit President Russell Stevener with assistance from SAANYS Negotiator Craig Fox and Regional Representative Jon Speich.

Duration of Contract: July 1, 2019 through June 30, 2022

Salary: 4.2 percent increase each year.

Longevity: Addition to contract – After 15 consecutive years of service in an administrative position, $2,000 would be added to the base salary from the previous year.

Evaluation Procedures for Administrative Unit Members Not Subject to APPR: The parties agreed to meet and confer on mutually agreed upon evaluation procedures for these administrators.

Negotiations Procedures: The parties will establish a mutually agreed upon date to start negotiations and a mutually agreed upon set of negotiations procedures and ground rules.

Professional Development: A national conference has been added to the types of conferences which administrators can request to attend subject to Board approval.

The contract negotiations were led by Unit President Richard Keeler and Unit Vice President Aaron Carey.

Duration of Contract: July 1, 2018—June 30, 2021

Salary: 3.5 percent increase each year.

Longevity Payments: Upon granting of tenure, unit members will be receive $1,000. Beginning after the 7^th year of service, unit members will receive $750 payments every 3 years up to the 19^th year of service. All payments are added to the base salary.

Health Insurance Coverage: The district pays the premium costs of health insurance for unit members and dependents – 2018-2019: 90%: 2019-20: 90% and 2020-21: 85%. The district also provides a drug prescription plan with co-pays $5 for generic drugs, $20 for brand name drugs and $40 for specialty drugs. Mail order payments – $10 for generic drugs, $40 for brand name drugs and $80 for specialty drugs. They were also able to reduce the amount they pay to the district in retirement contributions for individual and family plans.

Retirement Incentive/Non-Elective Employer 403(b): The sick day payment was increased from $65 to $75 per day. The incentive bonus for retiring was raised from $500 per year of service to $650. This includes any years of service to the district – not just administrative years.

Parental Leave: Any unit member requesting parental leave shall receive an unpaid leave for absence for a period of not more than 1 year from the first day the leave commences. The unit member is entitled to use accumulated sick leave if available. Parental leave runs concurrently with FMLA leave. This leave process does include adoption of a child.

Military Leave: Military leave will be granted upon request to any unit member who is inducted or enlists in any branch of the armed forces. The leave period shall not exceed 4 years. Upon return, the member will be placed on the salary schedule at same level achieved immediately prior to the period of service.

Professional Development: The district will pay for dues for professional organizations applicable to unit members.

The Beaver River Administrators Association negotiated with the school district to obtain a successor collective bargaining agreement. Highlights of the agreement are as follows. Duration of Contract: 2019-20 through 2023-24

• Salary: 3 percent increase each year.
• Increased use of sick leave for family sickness.
• One time compensation to base salary for disability insurance.
• Increased sick leave payment upon retirement.
• Addition of retirement incentive ($5K).
• Modified language on personnel files.
• Increases in longevity amounts.

Led by Patti Castine, the Bellmore Administrators Association negotiated informally with the school district management to obtain a successor collective bargaining agreement. SAANYS’ General Counsel Arthur P. Scheuermann providing consulting services to Patti and the unit. The highlights of the new contract include the following terms:

Using SAANYS’ average salary data for Nassau County as its measure, the Association persuasively argued for equitable adjustments in the first year of the contract for unit members.  For the 2019-20 school year, the three administrators will each receive equity adjustments that make their increase 5.9 percent, 5.6 percent, or 5.4 percent based on their years in position.   

Salary: 3.9 percent in the 2020/21 school year; 2.9 percent in the 2021/22 school year; 1.9 percent in the 2022/23 school year; and 1.9 percent in the 2023/24 school year.

The school district agreed to make an annual payment of $2,000 to a Board-approved tax-sheltered annuity of each employee’s choice.

Up to five unused vacation days may be converted into personal days every year. These five days will be placed in the employee’s sick bank if unused prior to June 30.

Raises are as follows
Year 1 – 4 percent
Year 2 – 4 percent
Year 3 – 3.25 percent
Year 4 – 3.25 percent

Increased longevity to:
Year 6 – $1,400
Year 9 – $1,500
Year 12 – $1,600
Year 15 – $1,700
Year 18 – $1,800
Year 21 – $1,900

Health Insurance:

• Added use of a debit card for heath reimbursement accounts.
• Agreed to increased copays on same insurance plan but district pays back the increased amount up to two times for individual and three times for family for four high copays.

Agreed to increased percentage on health insurance:
2019-20 – remains at 15 percent
2020-21 – 16 percent
2021-22 – 17 percent
2022-23 – 18 percent

• Retirees stay at 15 percent contribution.
• Buyouts for health in retirement went from $1,400 to $3,000.
• Maintained Medicare Part B payments at age 65 paid by the district unless the retiree does not participate in the Medicare Advantage Plan.

Course Work:
Current members are grandfathered at 100 percent of all doctorate courses paid (tuition, books, and mileage). New hires after 7/1/19 will be paid 50 percent of doctorate courses and 75 percent after tenure.

President of the Brushton Moira Administrative Association and Principal Jennifer Lynch along with Assistant Principal Donna Steenberg successfully conducted negotiations for the Brushton Moira Administrative Association. They were assisted by SAANYS Labor Relations Specialists Kevin Mulligan and Kevin Walbridge.The following contract language represents the major context of the new contract:

Duration of Contract: July 1, 2019–June 30, 2022

Salary: Each administrator shall receive the following salary increases: $3,100 (3.78 percent) for 2019-20, $3,100 (3.58 percent) for 2020-21, and $3,400 (3.72 percent) for 2021-22.

Sick Leave: Unused sick leave will be accumulated to 230 days. Upon retirement the administrator will be paid at a rate of $105/ day for up to 230 days.

Retirement: Effective July 1, 2019 those administrators retiring on or after that date will contribute the same percentage of premium for the retiree and his or her dependent that he or she paid at the time of the administrator’s retirement.

Health Insurance: The administrator(s) participating with the district provided health insurance program will continue to pay 6 percent toward the premium in 2019-20, 6.5 percent in 2020-21 and 7.25 percent in 2021-22.

The contract negotiations were led by Unit President Melanie Welch with assistance from SAANYS Negotiator Craig Fox.

Duration of Contract: July 1, 2019 through June 30, 2022.

Salary: 3.3 percent increase each year. 

Health Care: There was no increase to administrator health insurance contributions for the duration of the contract.

Vacations and Work Year: 20 days of vacation for 0 to 3 years of service; 25 days of vacation for greater than 3 years up to 5 years of service; 27 days of vacation for greater than 5 years up to 10 years of service; and 30 days of vacation for greater than 10 years of service.

Terminal Leave Pay: Administrators will receive $60 per day of accumulated sick leave upon retirement to a maximum of 300 days. This is an increase from $40 per day.

Professional Development: Each administrator will be allotted up to $600 per year to be used for professional development or for professional organization memberships.

The Plattsburgh Administrative Council agreement with the Plattsburgh City School District was successfully ratified in February, 2019. Jamie LaBarge, president of the Administrative Council along with Glenn Hurlock and Claudine Clark led the administrative negotiation team, assisted by Kevin Mulligan, SAANYS labor relations specialist.

The new contract includes the following:

Four-year contract: July 1, 2018 – June 30, 2022

2.7 percent salary increase for each year of the contract. The new money will be put in a pool to be equally proportioned to the Administrative Council members.

A salary cap of $128,500 for principals and directors, as well as $93,750 for assistant principals was instituted for the duration of this contract. In the year the cap is reached the employee will receive the pool amount up to the cap or 1.25 percent, whichever is greater. Note: In this contract, two members of Administrative Council are impacted by this cap. One in year two and one in year four.

No increase in contribution to health insurance premiums for the duration of the contract – remains at 15 percent.

Increase to five days of bereavement leave per occurrence. Instituted a new sick leave payout at time of initial eligibility for retirement. Year one at $85 per day for up to 200 days, year two at $67 per day for up to 200 days, and year three at $33 per day for up to 200 days.

Increment of $1,500 will be paid for tenure. Longevity payouts for eight years at $1,500 and twelve years at $1,500. These increments will be added to the individual’s base salary.

The Tri-Valley CSD Administrators Association successfully bargained its first collective bargaining agreement with the Tri-Valley Central School District Administrators Association and the Tri-Valley CSD in Grahamsville, New York. Highlights of their CBA include compensation, health care, and arbitration.

All unit members shall receive a salary increase of 2.65 percent retroactive to July 1, 2018. On July 1, 2019, they will receive an annual salary increase of 3.25 percent, and on July 1, 2020, they will receive a 3 percent annual salary increase. Additionally, in the first year the elementary assistant principal, the high school principal, and the director of PPS will receive the respective equitable adjustments retroactive to July 1, 2018: $3,000, $3,000, and $5,000. Members may also receive longevity payments. The new contract also includes a tenure stipend of $1,500, plus a three step longevity schedule: after 5 years $3,000, after 7 years of service $4,000, and after 10 years $5,000.

Tri-Valley CSD AA members are enrolled in the Empire Plan and currently contribute 13 percent to either individual or family coverage. On July 1, 2019, the cost sharing will increase for members to 13 percent for individual or 14 percent for family coverage. On July 1, 2020, members with family coverage will pay 1 percent more (or 15 percent) for the plan. Employees are free to opt out of the district’s health insurance program and are entitled to $3,200 each year. In retirement, members are entitled to insurance coverage based upon their years of service. Those who have served between six and eight years will receive eighty percent paid coverage from the district for life for an individual plan, and fifty percent for a family plan. Those who have served nine years or more will receive one hundred percent coverage for an individual plan or seventy five percent of the difference between the cost of the dependent plan and the individual plan.

Article IV of the CBA provides for binding arbitration of grievances.

The Board of Education of the Monticello Central School District (BOE of the Monticello CSD) and the Monticello Administrators and Supervisors Association (Monticello ASA) negotiated a successor contract that relates to changes in compensation, health insurance, unused sick time, work year, and vacations.

The compensation structure was modified as follows: the MOA provides that the Administrators’ salaries increase 2.8 percent each year of the four-year contract. Additionally, the contract provides that the 2018-2019 salary increase will be retroactive to July 1, 2018, and is calculated after any longevity increase is added to the base salary of the members. Each longevity increment (there are five increments) was increased by $300 and the 12 year longevity payment was reduced to 11 years.

In exchange, association members will contribute 1 percent more each year for the duration of the contract, ending on June 30, 3031 at 15 percent employee cost-sharing toward the health insurance premium. However, the MOA also provides a big improvement in health insurance for retirees. The parties agreed to a side letter of agreement which will allow any unit member who retires and has completed 10 consecutive years of service with at least 5 years as an administrator in the district to receive health insurance in retirement for life of the individual retiring at 72 percent district paid from 50 percent for individual coverage or 35 percent for a family plan.

The new contract also tax shelters the payment of unused sick time upon retirement. Such payments will be made as employer non-elective contribution into a designated I.R.C. 403(b) account for the benefit of retiring employees.

Duration of contract: four-year contract from July 1, 2018 through June 30, 2022

Salary increases: 2.75 percent each year.

Health care/dental: 16.5 percent for 2018-19, 17 percent for 2019-20, 17.5 percent for 2020-21, and 18 percent for 2021-22.

Benefits: $2,000 longevity $2,000 at year 5, $2,250 at year 10, and $2,500 at year 15; $1,500 into member’s 105(h) account, 2 vacation day buy-backs at a per diem of 1/240th, 23 leave days, 15 sick days, 6 family days , 2 personal days, holidays – add New Year’s Eve, and 25 vacation days.

Retirement: unused sick leave at $126 per day up to max of 270 days and $3,000 into each member’s post-employment health plan.

Duration of contract: four-year contract from July 1, 2018 through June 30, 2022

Salary increases: 2.75 percent each year

Health care/dental: 17 percent for 2018-19, 17.5 percent for 2019-20, 18 percent for 2020-21, and 18.5 percent 2021-22.

Benefits: $500 longevity at the end of year 4 and 9; $1,000 into a 105(h) plan, 3 vacation day buy backs at 1/240th per diem, 23 leave days (plus 5 bereavement days if needed), 25 vacation days, New Year’s Eve off, doctoral award of $3,000 per year.

Retirement: unused sick leave at $150 per day up to 230 days, unused vacation days at 1/240th up to 75 days, $3,000 into each member’s post-employment health plan, and a $10,000 contribution by the district into each member’s 403(b) plan.

Duration of contract: three-year contract from July 1, 2018 through June 30, 2021

Salary increases: 2.75 percent in the first year, 2.5 percent per year for the remainder of the duration of the contract.

Health care/dental: 20 percent contribution for traditional plan or 15 percent contribution for POS plan (new hires must take this plan).

Benefits: 20–27 vacation days depending on years of service, 5 vacation day buy-backs at per diem, $100,000 district paid term life insurance policy, $2,500 into unit medical flex plan for unreimbursed medical costs, $500 into each member’s 125 Plan, $100 towards health physicals every three years from ages 40 – 54, 17 leave days, and 3 personal days.

Retirement: $200 per day for unused sick leave up to 250 days, $10,000 for 10 years of service to district into health insurance, and $900 for each year past 10 years into health insurance.

Duration of contract: four-year contract from July 1, 2018 through June 30, 2022

Salary increases: $3,500 for principals and $2,500 assistant principals

Health care: 15 percent contribution

Dental: 20 percent contribution or $4,000 for opt-out

Benefits: longevity stipend at a rate of $500 per year for 6-10 years, $700 per year for 11-15 years, $750 per year for 16-20 years, and $800 per year for 20-30 years.

Other benefits include, $12,000 into a performance pool equally divided by those that meet goals, $1,000 mentor stipend, 6 vacation day buy-backs at a per diem of $45 per hour beyond the regular work day.

Retirement: unused sick leave into a 105(h) or 403(b) accounts (not both), $110 per day from 1 – 149 days accumulated, $125/day from 150 – 175 days accumulated, and $130/day from 176 – 232 days accumulated; accrued vacation days at 1/240th of current salary up to 30 days.

Duration of contract: July1, 2018 – June 30, 2023

Salary increases: $2,900 for the first year and $3,000 per year for the remainder of the duration of the contract.

Health care: 15 percent contribution

Benefits: additional longevity payment to the base at a rate of $750 at 5, 9, and 14 years of service. Other benefits include, vacation rollover of 10 days, $350 placed into a 105(h) account, $2,000 staff development stipend, $100,000 life insurance, 12 unused sick days at $200 after a max of 250 is reached.

Retirement: unused sick days at $100 per day for 10–15 years of service, $125 per day for more than 15 years of service, accumulated vacation days up to 25 at 1/240th per diem.

Duration of contract: July 1, 2018 – June 30, 2023

Salary increases: 2.0 each year for 2018-19 and 2019-20; and 2.5 percent each year for 2020-21, 2021-22, and 2022-23

Health care: 15 percent contribution each year.

Dental/vision: district contributes $48,510 into a pool. Opt-outs receive $6,000 for a family, and $3,000 for an individual.

Benefits: remainder of the dental/vision pool funds divided equally and placed into a 105(h) account. Career increments for district service into base salary at rates of $750 for 10 years, $1,100 for 15 years, $1,250 for 20 years, $1,275 for 25 years, $1,350 for 30 years, and $1,500 for 33 years. Other benefits include $500 into a 105(h) account, professional development planning rate at $40 per hour, additional responsibilities stipend at rates of $2,500 or $1,000 for additional assignments, six personal days per year, buy-backs of five vacation days, five sick days, and five personal days at per diem rate.

Retirement: district contribution to health care from ages 55 through 65 (employee pays 15 percent). Sick day buy-back at $150 per day up to 250 days into a health care account.

Duration of contract: July 1, 2018 – June 30, 2019

Salary increases: 2.13 percent

Health care: 16 percent contribution

Benefits: vacation teachers schedule plus 20 days in the summer (AP’s 10 days), flex plan at $650, $40,000 term life insurance, summer and alternative education school stipends, and professional development at $125 per day. Longevity stipends at $1,050 for 5 years, $1,300 for 10 years, $1,500 for 15 years, $1,750 for 20 years, and $2,000 for 25 years.

Retirement: unused sick days at 40 percent per diem at the final year’s salary rate.

Duration of contract: July 1, 2018 – June 30, 2019

Salary increases: 2.5 percent

Health care: 16 percent contribution

Benefits: $1,800 into a Health Management Fund before 2009, after $750. Longevity increment at $1,000 for 10 years, $2,000 for 15 years, and $1,000 for 20 years. Vacation buy backs at 2 days for 5 years, 4 days for 6 to 9 years, and 6 days for 10 or more years.

Retirement: 50 accumulated vacation days up to at 1/240th per diem, 240 accumulated sick leave days up to at $130 per day.

The contract negotiator was Dr. Frederick Kirsch with assistance from Unit President Rebecca Bascom.

• Two-year agreement retroactive to July 1, 2017 through 2019.
• Salary increases at three percent per year.
• Increased mileage allowance for part time CSE Chair unit member.
• Clarified that retiree health insurance coverage and Medicare premium reimbursement shall be for the life of the retiree.
• Added a grievance procedure with binding arbitration.
• Added dental insurance, life insurance, and flexible spending language to the contract.
• Added a vision plan.
• Added new Clerk of the Works compensation as follows. When a unit member is appointed as clerk of the works for an in district capital project, that unit member shall receive compensation of three percent of the capital expenditure with a minimum payment of $3,000 and a maximum payment of $15,000 for each project. The contract language further indemnifies the unit member against all perils related to the job including errors and omissions.
• Increased unit member contribution to health insurance from 10 percent to 12.5 percent in year two of contract.

The contract negotiator was Dr. Frederick Kirsch with assistance from Unit President Liz Springer and team.

• Three-year agreement from 2018-2021.
• Salary increases at 3.25 percent per year.
• Increased vacation buy-back to eight days annually at unit members per diem rate.
• Added two holidays: day before Thanksgiving and Good Friday.
• Increased payment for unused sick days at retirement from $90 to $100 for up to 250 days.
• Increased the district’s payment of professional association dues (including SAANYS from $550 to $600 per year.
• Added a new grievance procedure with binding arbitration.
• No health insurance give back.

• Duration of Contract: July 1, 2018 – June 30, 2021.
• Salary: One percent plus $2,500 each year.
• Health/Dental Care: 2018-19 – 21 percent premium and 10 percent PPOD/HD; 2019-20 – 23 percent premium and 11 percent PPOD/HD; 2020-21, 25 percent premium and 12 percent PPOD/HD.
• Benefits: 105(h) plan contribution PPO plus $1,000, PPD-2 is $1,800; 403(b) contributions are $2,300, $2,400, and $2,500. Vacation day buy-back is ten days at $200 per day. Longevity payment into base salary is $1,500 for 8 years, $1,625 for 11 years, $1,750 for 14 years, $1,875 for 16 years, and $2,000 for 18 Years.
• Retirement: Unused sick leave up to 250 days at 1/220th of final salary into HC. After 2015, not to exceed $400 per day into HC. Vacation day accumulation up to 24 days at per diem.

• Duration of Contract: One year extension (July1, 2018- June 30, 2019).
• Salary: Three percent for 2018-19 Health/Dental Care: 10 percent contribution.
• Benefits: 25-27 vacation days, four personal days, unused days compensated at $200 per day. $650 for a master’s degree. Longevity service to the district at $1,000 increments for 15, 20, and 25 years. Stipends at $2,000 for high school and middle school principals, $300 for 504 administrators, $4,000 for summer school coordinator, and $700 per year for graduate work.
• Retirement: Two years health care on the current plan for 125 unused sick days and three years health care on the current plan for 195 unused sick days.

• Duration of Contract: Five years (July 1,2018 – June 30, 2023).
• Salary: 2.5 percent each year.
• Health/Dental/Vision Care: 15 percent contribution
• Benefits: $200,000 Term Life Insurance policy, 30 vacation days after seven years of service, five vacation day buy-backs at per diem of current salary, $750 towards SAANYS dues, $1,000 per year for technology purchases (property of the administrator), $1,000 into 105(h) plan for medical expenses ($500 for single plan).
• Retirement: 60 percent of current per diem for accumulated unused sick days up to 200 days.

• Duration of Contract: Four-year contract from July 1st 2018 – June 30th, 2022.
• Salary: 2.75 percent each year.
• Health Care: 15 percent each year (less coverage options available). Opt-out: $1,200 if three members opt out, $3,000 if four members opt out, and $4,500 if five members opt out.
• Benefits: Three vacation day buy-backs at 1/240th per diem. Longevity Steps: $2,000 after 17, 22, 27, and 32 years of service in TRS. July 2017: $2,000 after 5, 10, 15, 20 years of FCASA service. Professional Growth funds of $2,000 per FCASA member. $100,000 Term Life Policy. Compensation for extra assigned duties through a MOA. $2,500 mentoring stipend approved by superintendent. Salary adjustments for some administrators
• Retirement: Career Increment of $2,000 per year up to 15 years of service in the district (30,000 max) into a Health Care Fund or 403(b) if no HC. Unused sick days at rates of 250 days at $30,000, 200-249 days at $25,000, 150-199 days at $20,000, and 100-149 days at $15,000.

Duration of Contract: July 1,2018 – June 30, 2023

Salary: Three percent each year.

Health Care: 10 percent for 2018-19, 12 percent for 2019-20 and 2020-21, and 13 percent for 2021-22 and 2022-23.

Benefits: Overtime pay at 1.5 hourly rate, five vacation day buy-backs at daily rate of pay.

Retirement: 2018 incentive at 50 percent of current salary into a 403(b) account or one third unused sick leave at daily rate. Unused vacation days at per diem of current salary, ERS Section 41j for unused sick days, $1,000 service award, and $50 per years of service to the district.

Dr. Grace Stay led the negotiation team which consisted of James McCartney and Kathy Snow. SAANYS Labor Relation Specialist Kevin Mulligan assisted the team in procuring a three-year contract for July 1, 2018—June 30, 2021.

Highlights of the new contract include an increase in Family Care Leave from 3 days to 15 days per year. Retirement Incentive language was initiated providing up to 260 of accrued sick leave being paid at $25 per day to those eligible to retire. Salary increases include $1,500 plus 2.2 percent for 2018-19, $1,200 plus 2.5 percent for 2019-20, and $1,000 plus 3.5 percent for 2020-21.

Carrie Langey, association president, led negotiations, accompanied by Valerie Stahl and Alison Burch. Kevin Mulligan, SAANYS labor relations specialist, assisted the Moriah Central Administrator Association in procuring a three-year contract from July 1, 2018 through June 30, 2021. The new contract included the following:

1. Increased personal leave days from three days to four days. Three of those days can be used in conjunction with vacation and/or holiday, with superintendent approval.

2. Unit member’s contribution to health insurance remained at 12 percent for 2018-19, with an increase from $750 to $800 for 125c plan from the district. For 2019-2020, the health insurance contribution will increase to 13 percent, with an increase in 125c plan from the district to $850. For 2020-21, the health insurance contribution will increase to 14 percent, with an increase in 125c from the district to $900.

3. Compensation for unused sick leave increases from $95 per day to $100 per day in 2018-19, $105 per day in 2019-20, and $110 per day in 2020-21.

4. Salary increases of 3.5 percent for 2018-19, 3.5 percent for 2019-20, and 3.75 percent for 2020-21.

5. Secondary principal received a one time salary correction of $3,500 to her base salary prior to 2018-19 salary increase.

With the assistance of SAANYS negotiator Michael Robinson, the Monroe 2-Orleans BOCES Administrative Supervisory Association successfully completed a successor collective bargaining agreement for the period July 1, 2018 through June 30, 2022 (four years). The ratified agreement contained the following modifications of terms and conditions:

• Four-year duration: July 1, 2018 through June 30, 2022
• 3 percent general salary increase for returning unit members each of the four years
• Right to carry over into the next school year fifteen unused vacation days from the previous school year
• Option to cash in at the unit member’s per diem salary rate two unused vacation days
• Cash in at retirement of unused sick days at $100 per day
• Joint subcommittee to design evaluation plan for non-principal unit members
• Increase in unit member contribution to the healthcare plan

With the assistance of SAANYS negotiator Michael Robinson, the Association of East Irondequoit Administrators successfully completed a successor collective bargaining agreement that did not contain any substantive give-backs. The ratified agreement contained the following new and revised terms and conditions:

• Three year duration: July 1, 2018 through June 30, 2021.

• Two and three quarter percent general salary increase for returning unit members each of the three years in addition to the continuation of an annual merit bonus of 0.25 percent.

• Medical reimbursement plan (Section 105) for each unit member with an annual contribution by the district of $1,400.

• Annual allocation for each unit member of $900 for membership to professional organizations, attendance at professional development activities, or purchase of professional development materials.

• District reimbursed mileage at IRS rate.

• If a unit gives a five-month notice of retirement, the unit member may cash-in at their per diem rate all unused and banked vacation days that year as well as vacation days that would have been accrued for the following school year.

With the assistance of SAANYS Negotiator Michael Robinson, the Watkins Glen Administrators Association successfully completed a successor collective bargaining agreement that did not contain any substantive give-backs. The ratified agreement contained the following new terms and conditions:

• Four year duration: July 1, 2017 through June 30, 2021.

• Three percent general salary increase for returning unit members each of the four years.

• District annual contribution of $500 to a 403(b) for each unit member.

• Upon earning a doctorate degree, the unit member’s salary will be adjusted by $2,500.

• Change in health insurance carrier resulting in lower premium costs with no change in coverage.

• Added an 11-month unit position with specific terms and conditions of employment.

• Section 125 flexible benefits annual contribution by the district to each unit member increased from $2,500 to $2,600.

• Section 105(h) annual contribution by the district to each unit member: $400 for individual district sponsored healthcare plan or $800 for family plan.

The Beaver River Administrators Association successfully signed a Memorandum of Understanding for a one-year extension of their current contract with a 2.95 percent increase in salaries and no other changes in the contract.

The Central Square Administrators Association negotiated a successor CBA led by Unit President Larry Wink and member Brent Bowden, with assistance from SAANYS General Counsel Art Scheuermann.

The new four-year agreement centered on significant salary increases (almost 20 percent over four years) in exchange for the phase out of an $8,000 off-schedule annual payment for receiving a highly effective/effective rating on APPR and marked changes in health insurance coverage. 

As negotiated, there will be annual increases each year of $1,000 to base before multiplying the annual increase 3.6 percent. However, in year one of the contract, members who are currently ineligible for a longevity stipend will receive $1,500 in year one only to offset a 6 percent increase in employee premium cost sharing for health insurance. This was a significant give back. Unit members will now contribute 11 percent towards the cost of health insurance. In addition, unit members’ base will increase by an additional one percent upon all employee units switching from an indemnity health insurance plan to another plan.

To phase out the off schedule $8,000 (highly effective rating) or $6,000 (effective rating) performance based pay on APPR scores, the parties agreed to the $1,000 per year added to base before calculation of annual increase. In addition, the district agreed to make an employer elective contribution into IRC 403(b) accounts for unit members based on the following sliding scale: July 1, 2018 – $1,000; July 1, 2019 – $1,500; July 1, 2020 – $2,000; and July 1, 2021 – $2,500 plus the district will continue to make the off schedule performance payments until the benefit is phased out in the fall of 2021 as follows: 2018-19: $6,000 (highly effective)/$3,750 (effective); 2019-2020: $4,000 (highly effective)/$2,500 (effective); and 2020-21 $2,000 (highly effective)$1,250 (effective).

The district further agreed to improve longevity payments by $300 at each longevity increment of 5, 10, 15, 20, 25, and 30 years. Note these longevity steps are added to members’ base salary. After the increase, each longevity step is now worth $1,300. 

Other benefits included increasing the face value of group life insurance benefit to double the unit member’s salary up to a cap of $250,000. As mentioned, the contract was tempered by a change in health insurance plans, an increase in employee cost sharing in premium costs plus introduction of a new three-tier drug plan, fixing the health insurance buyout at 35 percent of the cost of a single plan, and elimination of a $200 benefit paid for a complete physical examination.

Lastly, the district demanded the implementation of a dress code, which now requires members to dress “in a professional manner during work hours when students are in session. Jeans, polo shirts, and other informal clothing are not considered professional dress. Exceptions will be made for days when there are special events or celebrations.”    

The Wantagh Supervisors Association negotiated a successor CBA led by Unit President Chris Widmann and member Jenn Keane, with assistance from SAANYS General Counsel Art Scheuermann. 

The new four-year agreement restructured the current salary structure which had been tied directly with the teachers’ salary schedule, with an additional stipend for their administrative duties. This was a concession, but made easier because most unit members were at the teachers top step. In year one, every member (with the except of two members who received additional equitable amounts based on additional duties) received a $1,500 increase to base before computation of two percent. Two percent increases were also negotiated for each of the next three years. In addition, the team negotiated longevity into the CBA of $2,000 at 15 years in the position and another $2,000 at 20 years of service in the same position. The payments are continuous and cumulative, and hence, pensionable, though not added to base salary. Also, the parties negotiated a $2,000 annual stipend for having a doctorate or attaining one and increases to other remaining stipends. The unit also negotiated a $2,000 increase to in-service training and conference expense reimbursement; $1,300 increase in the amount of the sick leave buyout upon retirement, and providing probationary employees with $10,000 worth of group life insurance.

Unit President Faith Skelos and member Jeff Rosol informally negotiated a new two year roll over contract with consultation provided by General Counsel Art Scheuermann. A roll over contract is limited usually to an annual increase, which here was 2 percent per year, with all other terms remaining the same, including health insurance cost sharing. In North Bellmore, teacher collective bargaining had been sluggish with the increasing likelihood that a new teacher deal would not be completed before the end of the school year, thereby negatively affecting prospective principal negotiations. While, it is generally recommended to wait until the completion of teacher negotiations, before the administrators start negotiations, in North Bellmore, if the principals do not complete collective bargaining prior to the end of the school year in which the contract expires, management will not pay retroactive money to base salary, which prompted the team to negotiate raises for Long Island (2 percent) now. Again, SAANYS always suggests that negotiations should start ONE YEAR before the CBA expires.

With the assistance of SAANYS Negotiator Michael Robinson, the Alexandria Administrators Association successfully negotiated the extension of their current Collective Bargaining Agreement which was to expire June 30, 2018. The ratified agreement contained the following new terms and conditions:

• Two-year duration:  July 1, 2018 through June 30, 2020.

• 3.75 percent general salary increase for returning unit members each of the two years.

• Reorganization of administrative titles and responsibilities with no adverse effect on tenure or seniority of affected unit members.

• A salary adjustment of $2250 for administrators affected by the reorganization.

• Increase of unit member contribution to healthcare from 12 percent to 14 percent over the duration of the agreement.

The Erie 1 BOCES Management Association led by its President Rob Gottschall, and including Sean Christopher and Katie Huber, negotiated a new five-year collective bargaining agreement after the third mediation session conducted by the Public Employment Relations Board. The negotiating team was assisted by SAANYS General Counsel, Art Scheuermann. The unit’s rank and file had resoundingly rejected an earlier tentative agreement because of the lack of compensation given the increases to health insurance cost sharing.

After a marathon nine-hour mediation session, management sweetened the deal by offering in year 1 a retroactive salary increase of 2 percent plus a $500 ratification bonus and then increasing base salaries in the next four years by 2.5 percent annually. In addition, in years two through five, unit members will receive an $850 employer contribution into a designated IRC Section 403(b) account. With this additional money, the annual package is approximately 3 percent per year. Also, the parties agreed to increase the cap on sick leave accumulation which is used to fund members’ retirement health insurance and further improved retirement health insurance benefit by also entitling the surviving spouse to receive 100 percent (instead of the current 50 percent) of the value of the remaining sick leave used to pay the retiree’s portion of the premiums for health insurance in retirement. Finally, the parties agreed to allow members to use prior to retirement up to an excess 10 vacation leave days (stored in the WinCap system) in their penultimate year of employment (members who don’t use vacation leave in their last two years can receive a per diem payment for 52 vacation days upon retirement, though they could not take any vacation in the year before retirement previously). The use of these 10 days of excess vacation provides a very nice benefit on the eve of retirement.

 In exchange, members will have a 5 percent increase in employee cost sharing for health insurance over the life of the contract. While the increase is significant (it will bring employee contribution to 15 percent by June 30, 2021), members use an IRC Section 125 plan to pay the premium cost. As a result of using pre-tax dollars, members net increased cost is 60 percent of the actual monetary value of the 5 percent of the increased contribution. New unit members will automatically contribute 15 percent unless they are current BOCES employees contributing less than 15 percent. If so, these new unit members will pay whatever the current rate is for incumbent union members that year. The BOCES also agreed to back off of a proposal that allowed the agency to unilateral change health insurance plans if the Affordable Care Act’s Cadillac Tax is actually imposed in 2020. 

Negotiating Team: John Solimando, Dan McDonald, and Barbara Butler were assisted by Labor Relations Specialist Dr. Mike Dawkins. 

Timeline: Negotiations concluded on December 15, 2016. The MOA for a new three-year agreement (July 2017 through June 2020) was ratified by the Valley Central Administrators Association in January 2017 and approved by the BOE in March 2017.

Compensation Package: In each year of the contract, unit members will receive the CPI (minimum 1.2 percent; maximum 2 percent) plus step, which is 1.86 percent; the members will receive no less than 3.08 percent to a potential of 3.86 percent increase depending on the CPI. The unit members who are off step receive the same increases.

The VCAA also received an increase of $300 at each longevity milestone (5yr-$2,700 increased to $3,000; 10 yr-$3,200 increased to $3,500; 15 yr-$3,700 increased to $4,000; and 20 yr-$4,200 increased to $4,500).

Vacation Sell Back: The VCAA negotiated the ability for all members to sell back up to 5 unused vacations days at 1/240th of their per diem salary. Previously, they had the ability to sell back 10 unused vacation days, but at the following rates: $150 per day if you had 1-4 yrs experience; $200 per day if you had 6-10 yrs experience; and $250 per day if you had 11yrs and beyond of experience.

Unusual Provision: The VCAA agreed to reduce their vacation days from 30 days to 25 days plus the recess periods. This provision actually provides unit members with 35 vacation days.

Give Backs: The VCAA agreed to a 1 percent increase in health insurance contribution in each year of the contract.

The Plainview-Old Bethpage Administrators and Supervisors Association negotiated a four-year successor contract that aimed to retain the administrative personnel, who had been consistently leaving the school district for employment elsewhere. The negotiating team was comprised of Unit President Jim Murray, Maria Carnesi, Suzanne Gray, Ronelle Hershkowitz (since retired), Laurie Lynn-Chaps, and Tom Schwartz. The group was assisted by SAANYS General Counsel Art Scheuermann. 

In the face of the negotiating team’s arguments about administrators leaving for higher paying jobs, the district agreed to pay annual salary increases retroactive to July 1, 2015 and then each July 1 thereafter of 2.6 percent, 2.8 percent, 3 percent, and then 2.8 percent. Retroactive salary increases covered administrators who retired from the school district as well as those who left the district for jobs in other school districts. In addition, the team successfully restructured longevity as follows: At the beginning of the 5th year of service: $3,000, after 8 years of service $6,000, after 10 years of service $9,000, and after 15 years of service, $12,000. Longevity shall be continuous but not cumulative. The district also agreed to increase its per member contribution to the Welfare Trust by $200 on July 1, 2015, and by $50 per year for each year of the contract. Also, the negotiating team memorialized into the CBA its past practice relating to bereavement leave. The only give back was a modification of the health insurance buyback from 50 percent of the applicable plan to 50 percent of the cost of the individual health insurance plan.

The WSWHE BOCES Administrators Association led by President Sally McGuirk, and including Shawn Hunziker and Erwin Brace, negotiated a new three-year collective bargaining contract with the assistance of SAANYS General Counsel Art Scheuermann. The highlights of the new three-year contract included annual raises of 2.5 percent in year one, and 2.75 percent in years two and three, while maintaining a modest one percent increase in employee contribution to the base health insurance plan, an alternate PPO product, while actually decreasing employee cost sharing by four percent in an HRA health insurance plan. In addition, the unit negotiated a new 15 year $1,500 longevity payment and increased the other longevity step payments at 20, 25, and 30 years by $200 each step. Also, the unit negotiated a 5 day increase in the number of vacation days that can accrue to a new cap of 45 days, cut down the required advanced notice for retirement payments by 6 months, and will waive such notice for the elimination of grant funded positions. 

The Binghamton Administrative and Supervisory Association (BASA) was embattled in one and one-half years of litigation with the school district while it attempted to negotiate a successor collective bargaining agreement. BASA’s executive team led by Meg McGarry, David Garbarino, Maria McIver, and Annette Minarcin consistently demonstrated leadership, tenacity, and dedication in obtaining the best contract possible for their members during the litigation and negotiations.

General Counsel Art Scheuermann assisted BASA. During the negotiation, BASA and the district both declared impasse independent of each other. After going through an eleven-hour mediation session ending around 10:00pm, the school district finally negotiated a good deal for the union.

The resulting four year deal retroactive to July 1, 2016, has members receiving annual salary increases of 2.5 percent. In addition, longevity steps (which combine teaching and administrative service, except for the first step at year 5) improved by $1,650 with one new longevity of $1,000 at 30 combined administrative and teacher service. Also, the district improved the retirement by incentive by $5,000 for the life of the contract. There was no increase for current employees in health insurance contributions (they remain at 12 percent), though new unit members after July 1, 2017 will contribute 15 percent for health insurance.

Another major resolution related to the work year of 12 month members. Previously, the contract stated those members worked 220 days and had an additional 16 days off, plus working the teachers’ calendar. Conceivably under the contract, without using personal or sick time, those members would work 204 days. However, most BASA members historically work the teachers’ calendar plus an additional 50 days in order to complete their professional tasks. The district wanted BASA to agree to a 240 day work year. Ultimately, the parties agreed to work the BOCES calendar of 236 work days plus or minus 3 days depending on the year (without any further additional work obligation or compensation), subject to having off all days school is not in session (recess periods, holidays, and snow days) plus 16 vacation days. The district agreed to keep in the per diem rate of pay at 1/220.

To settle the outstanding work load improper practice charge, BASA effected members shall receive two additional vacation days to be used during the 2017-18 school year.  

Negotiating Team: Unit President Colleen Lester was assisted by Labor Relations Specialist Dr. Mike Dawkins.

Timeline: Preparation for negotiations began in late January 2017 and concluded on March 2, 2017.

Compensation Package: The CAA members negotiated an annual increase of 3 percent applied to their base salary in each year of the four-year contract (2017-18, 2018-19, 2019-20, 2020-21). The elementary principal received an additional 1 percent increase in the first year of the contract as an equity adjustment.

The CAA members had their stipends for extra duties (Co-CSE Chair, master scheduling) increased from $9,000 to $9,500.

The CAA negotiated a retirement sick leave payment for all bargaining unit members who are eligible for retirement in accordance with the Rules and Regulations of the New York State Teachers’ Retirement System and who have ten years of continuous service to the district prior to retirement as follows: eligible members shall receive an employer non-elective contribution for their accumulated sick leave days in an amount to equal $50 per day as a deposit to their IRC 403(b) account. In order to be eligible for this payment, the unit member must notify the superintendent no later than six months prior to the effective date of retirement.

Added a new longevity level of $5,000 for completing fifteen consecutive years of service.

Givebacks: The CAA agreed to an increase of 1 percent in health insurance contribution in each year of the contract (2017-18, 17 percent; 2018-19, 18 percent; 2019-20, 19 percent; 2020-21, 20 percent). In addition, the CAA agreed to recognize the BC/BS Alternate PPO plan as the base plan provided to the bargaining unit members by the district. Any member selecting or continuing in a plan with a more expensive premium shall pay 100 percent of the additional cost above the base plan.

Negotiating Team: The Cohoes Principals Association was represented at the bargaining table by Jacqueline DeChiaro, Deanna Kelly, and Dan Martinelli. They were assisted by Labor Relations Specialist Dr. Mike Dawkins.

Timeline: Negotiations concluded in February 2017. The CPA ratified the MOA for a new three-year agreement (July 2017-June 2020) in March 2017 and the BOE approved the MOA in April 2017.

Compensation Package: CPA members shall have their annual base salaries increased by $3,000 effective July 1, 2017; $3,000 effective July 1, 2018; and $3,000 effective July 1, 2019.

Memberships in professional associations was increased from $300 annually to $600 annually. No more than $300 can go to individual associations.

Mileage reimbursement for travel was increased for all members of the CPA

Upon the awarding of tenure through 9 years of service as a CPA member, a member may elect to be reimbursed at their per diem rate for up to 2 unused vacation days per year on an annual basis. This was added to the provision already in the contract that allows CPA members with 10 years of service as a CPA member to be reimbursed for up to 5 unused vacation days.

The CPA negotiated a retirement incentive for its eligible members during the life of this contract and each year thereafter as follows:

-The employee is eligible to retire from the NYSTRS without penalty; and

-the employee shall submit an irrevocable letter to retire on June 30, by February 1 of the year the retirement will be effective; and

-by the effective date of retirement the employee will have at least 10 years of service to the district; and

-the retirement incentive shall consist of payment for up to 125 unused sick days at 50 percent of the employee’s per diem rate of pay effective at the time of retirement.

Give Backs: The CPA agreed to increase their health insurance contribution by 1% in each year of the contract.

Language that requires CPA members to receive written permission from the superintendent for vacation time during the following periods: 1) the first day of the school year through September 30; 2) June 1 through graduation day; 3) for any request that is five or more consecutive days while students are in session during the school year. The superintendent shall not unreasonably deny requests for vacation during the periods mentioned above

Negotiating Team: Unit President Penny Hardenstine and Andrea Conover were assisted by Labor Relations Specialist Dr. Mike Dawkins.

Timeline: The DAA is a recently recognized bargaining unit, and, therefore, this is their first ever collective bargaining agreement. Prior to this, the Duanesburg administrators were governed by an administrative staff conditions of employment document. Negotiations for this initial CBA began on February 27, 2017 and concluded in early May 2017.

Compensation Package: The DAA negotiated a three-year agreement (2017-2020) with a 3.5 percent increase in salary for 2017-18, a 3 percent increase for 2018-19, and a 3 percent increase for 2019-20.

Longevity milestone payments were reorganized from 5, 10, 18, and 35 years to 5, 10, 15, and 20 years. In addition, payments were increased by $500 at each of the milestones to reflect the following:

5 years-$1,000
10 years-$1,500
15 years-$2,000
20 years-$2,500

These payments will be added to base pay.

The maximum for accumulated sick leave days was increased from 200 days to 280  days, which will have a significant impact on the payment for unused sick leave at retirement.

The DAA negotiated a stipend of $600 to be used for professional dues in the organization(s) of the unit member’s choice. Previously, payment was limited to one organization only.

Givebacks: No significant givebacks.

Unusual Provisions: The DAA negotiated a provision in the contract that requires the BOE, whenever possible, to schedule principal reports after presentations and before the privilege of the floor session. Upon completion of the principals’ reports, the principals may then sit among the general audience. Previously, the principals were required to sit with the BOE throughout the entire meeting.

The DAA was also able to negotiate the following provisions in the contract that were not previously part of the Administrative Staff Conditions of Employment: Recognition, Requirement per Taylor Law, Negotiations Procedures, Savings Clause, Evaluations,

Family Sick Leave, Unpaid Days, Child Care Leave, and Jury Duty.

Rome Administrators Association (RAA) was represented at the bargaining table by members Mark Benson, Nancy Kristl, Nancy Opperman, Ric Ripa, Sheila Spencer, and Karen Miller. They were assisted in negotiations by General Counsel Art Scheuermann and Labor Relations Specialist Fred Kirsch.

The unit wanted to have a short term contract, which eventually resulted in a two year successor agreement during mediation after impasse was declared by RAA. It is important to note that over the past 32 months, the Consumer Price Index in this region of New York has only risen 1.7 percent. Also, next year the property tax cap will be set at about 1.5 percent.

The unit agreed to a two-year retroactive to July 1, 2012 of 1.8 percent salary increase per year. In addition, the unit negotiated a $1,000 payment each year for re-certification of APPR training or an equivalent certification bringing the total new money to about 4.5 percent for the contract’s duration. The only give back affects new hires and requires them to pay 35 percent toward the premium cost of family health insurance coverage. Current members continue to enjoy 100 percent district paid individual health insurance and pay 30 percent of difference in premium cost between individual and family coverage if they select family health insurance coverage, which works out to be about 17.7 percent for family coverage.

The Hewlett-Woodmere Administrative and Supervisory Association (HWASA) negotiated a new five-year successor collective bargaining contract lead by Ted Fulton, Liz Murray, Kevin Bayen, Colin Thompson, Al Bauer, Lynne Einberg, and Ginette Orlando. The negotiating team was assisted by SAANYS General Counsel Art Scheuermann and Labor Relations Specialist Frank McDermott. HWASA is a diverse unit comprised of principals, directors, assistant principals, psychologists, guidance counselors, department chairpersons, assistant directors, deans, social workers, P-12 chairpersons, and summer school principal and assistant principals. Some of the titles’ compensation is tied to the teachers’ salary schedule with an additional administrative stipend.

Due to salary compression for members on the various administrators’ salary schedules, the negotiating teams restructured the current six-step salary schedule, but preserved the step schedule for any member still not on top step. Retroactive salary increases in year one of 2 percent, and 1.5 percent (years 2-5) were negotiated for the current schedule for those members still on the step schedule.

For current members on top step or who reach top step during the duration of the CBA, they shall receive a 2 percent annual increase each year thereafter. Also, most stipends were increased by 2 percent a year as well. The unit also memorialized a past practice stipend for the athletic director. For new members, the team negotiated new minimum starting salaries. Once hired, in subsequent years, the new hires will receive 2 percent per year for the duration of the contract. Department chairpersons, grade level supervisors, guidance counselors and psychologists will continued to receive annual increase and step as stated in the teachers’ salary schedule plus an annual 2 percent increase to their administrative stipend. Social workers salary schedule was increased by 2 percent per year plus an additional $1,000 payment to base salary after the annual 2 percent increase is calculated for anyone at step 15 . In addition, every member’s salary and most unit stipends were increased by $1,500 on July 1, 2016 after the annual increase. Further longevity payments were increased by a lump sum effective July 1, 2015 and then multiplied by 2 percent per year for the reminder of the contract. In exchange, the unit agreed to a 2.5 percent increase in health insurance starting July 1, 2016, bringing the employee contribution to 76.5 percent. A retirement incentive was also discontinued.    

The Lynbrook Administrators and Supervisors Association negotiated a successor collective bargaining agreement led by a team comprised of Joe Rainis, Sean Fallon, Thom Graham, Theresa Macchia, and Joe Pallotta. The negotiating team was assisted by SAANYS General Counsel Art Scheuermann. The association’s contract is unique in that the unit currently enjoys a 20 step salary schedule, a rarity for administrator bargaining units. Also, the association’s contract provides administrators with additional compensation for working evening and weekend school events. With that said, we turn to the terms of the new contract. 

The salary schedule is built on a step worth 1.75 percent increase per year. The unit negotiated annual increases of .75 percent for the 2016-17 and 2017-18 school years and 1 percent increase to the schedule in the 2018-19 school year. In addition, the unit negotiated a new $1,000 tenure stipend. After several years without longevity, the association also reintroduced a 20 year longevity of $5,000. The amount of compensation for evening and weekend supplemental pay increases each year: 2016-17 $95 per event, 2017-18 $100 per event, and 2018-19 $105 per event. Finally, the group negotiated a $1,200 increase to their sick leave payout upon retirement, which money is deposited tax free into an IRC Section 403(b) plan. In exchange, the unit agreed to modest increases to employee cost sharing for health insurance coverage of 1 percent in 2017-18 (individual 17 percent and family 20 percent) and an additional 1 percent increase for individual coverage in 2018-19 to 18 percent.

The Kingston Administrators Association informally negotiated a new contract led by Vince DeCicco, Julie Linton, Stacia Felicello, and Andy Sheber, with assistance from SAANYS General Counsel Art Scheuermann. The new deal shows continued growth in salaries and with modest concessions. Kingston administrators’ salary increases are comprised of annual increases, range movement, credit hours, and longevity. In each year of the contract (July 1, 2016 – June 30, 2019) administrators’ salaries shall increase 2.5 percent per year. Under range movement, every member shall receive $1,400 range movement each year computed before the annual increase, except that four members shall receive an additional $1,100 for only the 2016-17 school year. Longevity milestones also were increased as follows: after 5 years – $1,500 (incr. $450), after 10 years – $2,000 (incr. $550), after 15 years – $3,000 ($800), and after 20 years $3,800 ($600). In addition, the sick leave payout upon retirement increased by $5 per day per year up to a cap of 220 days starting at $95 per day for 2016-17 school year, or $20,900, which money is deposited tax free into an IRC 403(b) account for the retiring employee.

In exchange, the association agreed to increase employee cost sharing for health insurance from the current rate of 13 percent to 14 percent on July 1, 2017, and 15 percent on July 1, 2018.  

A four-year successor agreement has been approved by the board of education and the unit. The members of the negotiating team include Unit President Lea Kaufer-Morganstein, Edward Spence, and Cindy Walsh, and were assisted by SAANYS Labor Relations Specialist John Knight. This CBA becomes effective July 1, 2017 and includes a salary increase of 2 percent per year.

Employee contributions for health insurance will remain at 15 percent for both family and individual coverage for the first two years of the contract. In years 3 and 4, the contribution will be set at 15.5 percent and 16 percent respectively. Unit members will not be entitled to dual health insurance coverage if the spouse has coverage under the same plan. A new stipend has been added for the athletic director, beginning at $2,000 and increasing 2 percent in each year of the agreement. A more generous bereavement leave provision has been added as well as an increased amount of sick days that can be used for family illness.

The longevity schedule was restructured. The 5 year longevity was eliminated in favor of a $1,500 longevity paymnet upon receiving tenure. Several unit members are still subject to the three-year tenure rule. They will now receive that money two years earlier.  The 10 year longevity was increased by $250 to $1,750 and a new 15 year longevity at $1500 was added. In addition, there is now contractual language that memorializes the district practice of cumulative longevities.

Upon separation from the district, unit members may cash out sick and personal days after 8 years of service (down from 10 years) and at $100 per day (up from $90 per day).

This contract was negotiated by Dr. Michael Robinson.

Three-year contract with salary increases of 2.5, 2.75, and 3 percent.

No change in health benefits.

Newly develop observation rubrics for vice principals and central office staff created with a joint committee and will be reviewed for two years.

Three-year contract: July 1, 2016 – June 30, 2019

• Salary:  2.9 percent each year.

• Health Care: 12 percent contribution into POS Plan (no change); Opt-out – $1,650 stipend.

• Benefits: Carry over 15 vacation days, 3 vacation day buy-backs at 1/240th per diem, salary adjustment for elementary principal, $2,000 into flex plan, $850 for professional dues, tuition reimbursement for 9 credits per year.

• Retirement: Unused sick days at $95 per day up to 250 days.

Three-year contract: July 1, 2016 – June 30, 2019

Salary:

2.0 percent for 2016-17, 3.5 percent for 2017-18, 2.5 percent for 2018-19.

Health Care:

Frontier Plan – 11 percent for 2016-17, 15 percent for  2017-18, 5 percent for 2018-19.

Co-Pay Plan – 11 percent for 2017-18, 11 percent for 2018-19.

First Choice Plan – 6 percent for 2017-18, 6 percent for 2018-19.

High Deductible – 5 percent for 2017-18, 5 percent for 2018-19.

Opt-out – $1,200 if three members opt out, $3,000 if four members opt out, $4,500 if five members opt out.

Benefits:

3 vacation day buy-backs at 1/240th per diem.

Longevity Steps – $2,000 after 17, 22, 27, and 32 years of service in TRS. July 2017 – $2,000 after 5, 10, 15, and 20 years of FCASA service.

Professional growth funds of $2,000 per FCASA member.

$100,000 Term Life Policy.

Compensation for extra assigned duties through a MO.

$2,500 Mentoring stipend approved by the superintendent.

Retirement:

Career Increment – $2,000 per year up to 15 years of service in district, (30,000 max) into Health Care Fund or 403(b) if no HC.

Unused Sick Days – 250 =$30,000, 200-249 =$25,000, 150-199 =$20,000, 100-149 = $15,000.

The Wappingers Central School District and the Wappinger’s Administrators Association negotiated a successor collective bargaining agreement covering the period from July 1, 2016 – June 30, 2019. The negotiating team was spearheaded by Unit President Ric Dominick, and members of the team included Ursula Platz, Angelina Alvarez-Rooney, Terrance Thompson, Jim Daley, Lizzette Cintron, and Todd Mensch. Under the terms of the new agreement, the base salary for each unit member shall increase by 2 percent per year and the parties introduced longevity into the CBA starting with a ten-year longevity of $1,000 payment added to base salary before the annual salary increase, which longevity is based on administrative service within the district. The district also will increase its annual contribution toward association members’ IRC 403(b) accounts by $200 per year. The district will further increase its contribution toward the established welfare fund by $50 per year to bring the total amount for each member to $1,750 by the end of the contract. Finally, the district agreed to pay administrators $100 per night for attending overnight field trips.    

In exchange, the CBA now requires an appropriate dress provision. Unit members, as representatives of the district, must dress appropriately in accordance with their assigned duties. It is recognized that casual attire may be proper if the unit member’s assigned duties warrant it.

• No change in health insurance.

• 3 percent per year for four years, through June 30, 2020.

• $1,000 stipend for tenure.

• Retirement incentive from $55 to $60 per day.

• Can sell back five instead of four days of vacation each year.

• New bereavement leave for extended family.

• Language that their personnel file can’t be reviewed unless they are made aware.

Term: 2015 – 2019 (4 years: 3 years + 1 retro year)

Salary: 

• 2015-16 retro: 0nly 2 members affected – Elem Prin. + $5,000, MS/HS Prin. 3 percent.
• 2016 – 17, 2017 – 18, 2018 – 19 = 3 percent each year.

Health Care:

• Contribution – 20 percent (no change).
• Opt out payment $3,000 (increase of $500).
• Creation of 105 H account on district contribution of $1,000 annually.
• Creation of FSA option for members.
• Creation of Workers Compensation language with member receiving current salary during absence. No time limitation.

Work Year:

• Creation of work year for 11 month administrators.
• Increase vacation time – after 10 years additional 6 days, plus after 10th year, an additional day every 5 years.
• Language to ensure payment of up to 25 unused vacation days at separation or retirement from district.
• Payment for up to 5 unused vacation days annually of $350 per day (increase of $50)
• Administrators not expected to report during emergency school closings unless specifically requested by superintendent.
• Combine sick and personal leave and increase total leave by 3 days.
• Added language of “member of household” to immediate family.

Grievance:

• Added binding arbitration by American Arbitration Association or Cornell, formerly with BOE.

Retirement:

• At first year of eligibility, exchange 75 accrued leave days for 100 percent single health care coverage for ten years. (current practice but no language)
• Payment of $175 per day after first 75 days to 105h account with a maximum of 240 days. (remove cap of $20,000)

Term: 4 years, 2015 – 2019

Salary: 2015-16 = 4 percent; 2016-17, 2017-18, 2018-19 = 3 percent each year.

Longevity (new provision):

• $1,000 at tenure.
• $1,000 at 10 and 15 years of service.
• Longevity made retroactive.
• Longevity payments added to base salary.

Health Care:

• Member contribution rate is 24 percent (no change).
• Sick leave increased to 15 days per year (increase of 3 days).
• Sick leave may cumulate to 240 days (increase from 200 days).
• Opt out payment – $2,000 for family plan (increase of $1,000); $1600 for single plan (increase of $800).
• Add language the district will provide dental rider (was provided in past but no language).
• Provide vision care at same rate as health care contribution, 24 percent. (formerly member paid 100 percent).

Work Year:

• Vacation days increased to 22 days per year (increase of 2 days).
• Increase work days for Elementary AP to include 10 additional days during the school year compensated at rate of 1/200th of salary.

Retirement

• Payment for up to 25 unused vacation days at rate of 1/240th (change from 1/260th).

Term:      7/2015 – 6/2018
Salary:     2015–16 = $2,700; 2016–17 = $2,800; 2017-18 = $3,000
Health Insurance:

• PPO Admin. Contribution – 2015-16 = 16 percent; 2016-17 = 18 percent; 2017-18 = 20 percent.
• PPO D2 & High Deductible Plans Admin. Contribution – 2015-16 = 13 percent, 2016-17 = 14 percent, 2017-18 = 15 percent.
• After July 1, 2015 new members will be eligible for PPO D2 or High Deductible plans.
• Add Dental and Vision Plans. Premium contributions will be 2015-16 = 16 percent; 2016-17 = 18 percent; 2017-18 = 20 percent. 

403b Contribution by Employer:

• Each year contribution = $2,150.

HRA Contributions by Employer:

• PPO Members – 2015-16 = $950; 2016-17 = $1,000; 2017-18 = $1,000.
• PPO D2 Members –2015-16 = $1,600 2016-17 = $1,600; 2017-18 = $1,600.

Sick Leave Accumulated Credit

• For members hired prior to July 1, 2015 will be credited at rate of 1/220^th of final salary for every sick day accumulated at time of termination.
•  For members hired after July 1, 2015 will be credited at rate of $400 or every sick day accumulated at time of termination. 

New Articles               

Non-Resident Attendance:

• Children of administrators living outside the district may attend Batavia schools.

Health Care Buyout:

• Members hired prior to July 1, 2015 who opt out receive either $1,250 (single) or $2,000 (family).
• Members hired after July 1, 2015 who opt out receive only single buyout.

The Association of Administrators and Supervisors of Merrick was represented at the bargaining table by members Libby Trencheny, Kerri Galante, and Allision Banhazi. SAANYS General Counsel Art Scheuermann assisted them. The unit, new to SAANYS, thoroughly researched how their position in terms of compensation across Nassau County had slipped over the past several years and proposed restoration of their appropriate place within the county. Due to this argument, documented by statistics, the unit negotiated a contract in one bargaining session. 

The new four-year contract provides for a $4,000 annual increase plus incorporation of two $5,000 longevity steps, (at the beginning of the fifth year and tenth year of service in a member’s administrative position), thus enabling everyone to receive one $5,000 longevity during the contract period, which results in each member receiving $21,000 over four years, an excellent increase given the Long Island school district’s policy of keeping salary increases below the 2 percent property tax cap. Outside of cleaning up some contract language, the association did not give back anything. In the end, good preparation for negotiations made this an extremely quick and successful negotiation. 

The negotiating team of Jeanne Brown, Daphne Valentine, and Tony Davis, with assistance of SAANYS General Counsel Art Scheuermann, negotiated a very competitive successor contract. This four-year contract front loaded a 3.5 percent increase effective July 1, 2015, and then followed by three years of 3.25 percent salary increases. In addition, the team negotiated additional stipends of $1,250 for unit members in charge of subject matter areas or specific programs. Also, the parties are designating five days of sick leave for family illnesses. The tradeoffs involved health insurance. First, new hires must enroll in a new “platinum” rated plan only, while current employees may continue to participate in the present health insurance plan or opt for the new plan. And, second, all unit members will contribute 15 percent toward the cost of individual and family health insurance.

Salmon River Central School Administrator and Supervisors Association was represented at the bargaining table by members Kevin Walbridge, Sharlee Thomas, and Angela Robert. They were assisted in negotiations by SAANYS General Counsel Art Scheuermann and Labor Relations Specialist Kevin Mulligan. The district requested to change the health insurance plan to a Blue Cross/Blue Shield PPO plan. The unit agreed to change to the PPO plan and contribute an additional 1 percent toward the cost of health insurance on July 1, 2016.

In exchange, the negotiating team negotiated a higher compensation package by using the breakage (cost savings from being from an indemnity to a PPO insurance product) to fund raises. The unit negotiated a $2,000 equitable adjustment for two members and increased the 10 year and 20 year longevity payments by $500 each retroactive for all members. Finally, each member will receive annual increases of $2,800 for the 2014-15 school year, $2,950 for the 2015-16 school year, and $3,100 for the 2016-17 school year.  

This is the first ever agreement negotiated by the Canastota Administrators Association.

• Three-year agreement at 2.5 percent per year. Adjustment for a senior administrator.
• $1,000 tenure bonus.
• Regular ongoing longevity payments of $1,000 to $3,000 annually after five years of service.
• $2,0000 retirement incentive.
• Grievance procedure with binding arbitration.
• Expense reimbursement for mileage, conferences, cell phone.
• APPR references.
• Payment for unused sick days at retirement.
• Option to sell back five vacation days annually at per diem rate.
• Disability insurance at employers expense.
• Health and dental benefits to continue into retirement with 10 years of district service.
• District to pay for surviving spouse health coverage for 6 months.
• Unit members not required to report on emergency closing days.
• Availability of 457 deferred compensation savings plan.
• Payment of SAANYS dues.

Representing the unit at the table was Fred Kirsch, assisted by SAANYS Attorney Jen Carlson.

The Averill Park Administrators Association has completed negotiation of a three-year agreement with the Averill Park Central School District to cover the period from July 1, 2015 through June 30, 2018. Salaries will increase by 3 percent during 2015-2016, 2.75 percent during 2016-2017, and 2.75 percent during 2017-2018. The agreement also includes an increase in sick days from 13 to 15 each year with accumulation to 300 sick days from 270. Upon separation from the district, unused sick days will be compensated at $100.00 per day. Negotiators Denis Sibson, Cheryl Clark, and Robert Messia were advised by SAANYS Labor Relations Specialist Jennie Pennington.

The Granville Administrators Association has completed negotiation of a three-year agreement with the Granville Central School District to cover the period from July 1, 2015 through June 30, 2018. Salaries will increase by 3.25 percent during 2015-2016, 3 percent during 2016-2017, and 2.75 percent during 2017-2018. The agreement also includes removal of a residency requirement for unit members and enumeration of health insurance plans available to unit members. Negotiators Diane Dumas and Camille Harrelson were assisted by SAANYS Labor Relations Specialist Jennie Pennington.

The Saratoga Administrators Association has completed negotiation of a three-year agreement with the Saratoga Springs Central School District to cover the period from July 1, 2014 through June 30, 2017. Salary increases are 2.5 percent during 2014-2015; 2.75 percent or $2,500, whichever is greater, during 2015-2016; and 2.75 percent during 2016-2017. The agreement also includes an option for health insurance buy-outs of $4,585 during 2014-2015, $4,250 during 2015-2016, and $4,200 during 2016-2017. Health insurance subsidies of 85 percent will be based on the higher deductible PPO plan. Other provisions include compensation for two additional work days per diem added to base salary, payment for supervision of the tutoring program, and an increase of $600 in the final year salary increment at each level. Negotiators Kevin Froats, Brett Miller, Jennifer Drautz, Eric Schenone, and Peter Sheehan were assisted by Jennie Pennington, SAANYS labor relations specialist.

The Pearl River Schools Educational Support, Operations, Administrators, and Supervisors Association was represented at the bargaining table by members Shawn Fredericks and Maureen Schwarz. They were joined by SAANYS General Counsel Art Scheuermann and Negotiator Linda Melton Mann.

Each year of the three-year contract included a $300 increment and then 1.5 percent annual increase to base. In addition, the unit unified an annual vacation buy back provision (it was bifurcated depending on the title) that accelerated the ability of unit members to sell back unused vacation leave as follows:

• 3 days buy back after 5 years of service down to after 2 years of service.
• 4 days buy back after 15 years of service down to 3 years of service.
• 5 days buy back after 20 years of service down to 4 years of service.

The unit also unified a longevity provision so every member is consistently treated. In addition, unit members are now able to use their unused accumulated vacation leave upon retirement to pay for their contribution toward the cost of retirement health insurance. The sick leave will go into a constructive trust and thereby pass through as a non-taxable event under the current tax laws. In exchange, the members’ contribution toward health insurance will increase in year two, July 1, 2015 by 1 percent. So that members will now contribute 20 percent toward the cost of health insurance, which is equal to other bargaining units in the district.

The Whitesboro Administrators Organization (WAO) recently negotiated a new contract covering 2014-2017.

Highlights of this agreement include:
Salary increases as follows:

• 2014-2015: 3.0 percent
• 2015-2016: 3.1 percent
• 2016-2017: 3.2 percent

Also included in the agreement:

• Availability of a 457 tax-deferred savings plan.
• Ability to buy back one unused vacation day beginning July 1, 2015.
• Increase in the rate of sick leave payout at retirement.
• Three unused personal leave days to convert to accumulated sick days.

The Cohoes Principal Association (CPA) was represented at the bargaining table by members Jackie Dechairo and Deanna Kelly. They were assisted in negotiations by SAANYS General Counsel Art Scheuermann and Labor Relations Specialist Mike Dawkins.

For each year of the new three-year contract, members will receive a flat $2,250 to base salary every July 1. Longevity steps were revised from 3, 7, and 12 years of service down to 3, 5, and 10 years of service. Under the new contract, members can now use $300 toward SAANYS dues, which constitutes a non-taxable fringe benefit. Personal days were increased from 4 days annually to 6 days, after 20 years of service.

CPA members will see an increase in employee cost sharing toward health insurance premiums of 3 percent over the three years of the contract period, but with no increase in the first year. At the end of the contract, starting on July 1, 2016, unit members will contribute 15 percent toward the cost of health insurance. To bring the principals in line with other bargaining units, the parties agreed that unit members whose spouses also work for Cohoes will now be ineligible for the health insurance buyout. In exchange, the sunset language in the health insurance buyout provision was removed, making the buyout a permanent contractual right.

The Catskill Administrators Association (CAA) was represented at the bargaining table by Lisa Schlenker, Cheryl Rabinowitz, Dawn Scannapieco, and Marielena Hauser. They were assisted in negotiations by SAANYS General Counsel Art Scheuermann.

In the new three-year contract, members receive a flat $2,500 to base salary on July 1, 2014; $2,000 on July 1, 2015; and $1,900 on July 1, 2016; along with revised longevity amounts twice during the contract. Prior to the new contract, members received longevity as follows: after 5 years – $800; 10 years – $900; 15 years – $1,000; and 20 years – $1,200. Longevity is cumulative. Under the new contract, as of July 1, 2014, each longevity step increases by $400. On July 1, 2016, the longevity amounts for the 15th and 20th longevity steps will increase by $200. CAA members will see an increase in employee cost sharing toward health insurance premiums of 3 percent over the three years of the contract period – one percent per year. In addition, the former parity clause relating to health insurance, i.e., “the district will provide the administrators with the same health insurance benefits as provided by the Catskill Teachers Association,” was removed so that the administrators alone control their health insurance negotiations. Vacation leave for current employees is 27 days, however, new employees hired prior to October 1, 2014 shall receive 22 days of vacation annually.

The Arlington Administrators Association was represented at the bargaining table by members Paul Fanuele and Eric Schetter, with assistance from other unit members. They consulted with SAANYS General Counsel Art Scheuermann.

In order to correct previous step increase anomalies, a new step (13) was added to the schedule. Members will receive a 3 percent salary increase in the first year. After the first year, unit members agreed not to move on step for the next three years of this four-year contract, in exchange for a 2 percent increase to the salary schedule. In addition, the negotiating team added three new longevity steps at 18 years, 30 years, and 35 years, entitling eligible members to receive an additional $1,500 for each milestone.

The team also negotiated an increase by $1000 to the stipend of one title, elementary teacher assistant to the principal, during the life of the contract. In addition, if members in this title maintained their administrative certification, they would receive an additional $600 stipend.

In addition to NYSHIP, a new HMO health insurance plan, called EPO 20 was added. Unit members will contribute .5 percent more to their cost, or 13 percent starting on July 1, 2014; 14 percent on July 1, 2015; and 15 percent on July 1, 2016. No cost retirement health insurance will now require 10 years of continuous service. The Welfare Benefit Trust for administrators was increased by $150 to $2,050 for each year of the contract. In addition, the cap for payment of accrued vacation leave upon retirement was increased by five days, to a total of 70 days. A similar accrued vacation leave buyout for members who resign for any other purpose, other than retirement, was reduced by 8 days to a total of 57 days.

The Wantagh Supervisors Association was represented at the bargaining table by members Chris Widmann and Marie Pisicchio. They were joined by SAANYS General Counsel Art Scheuermann. The stipend for supervisors was increased from $8,000 by $750 for each year of the four-year contract, totaling $3,000 or 37.5 percent. In addition, the negotiating team obtained additional compensation for members, including $200 per college level/dual enrollment program, and 1.25 percent increases to the pre-existing stipend for coordinating Advanced Placement, SAT, and PSAT programs. All unit members will receive an increase in evening and/or weekend pay to $20.00 per evening or weekend event. The dollar amount for in-service training and conferences has increased by $500. Sick leave payout upon retirement is now subject to deposit into a non-elective IRC 403b account. In exchange, the unit agreed to work one additional day at the end of the school year. The unit also agreed to remove a position, the director of special education, from the bargaining unit because the district could not recruit desired candidates given the salary restriction. In exchange for giving up this position, the unit is guaranteed a four-year no-layoff provision for bargaining unit members.

The Schalmont Administrators Association has completed a negotiated agreement with the Schalmont Central School District covering the period from July 1, 2014 through June 30, 2017. The agreement provides for salary increases of 2 percent in each year of the contract. Health insurance contributions by members will increase to 20 percent of the premiums for all unit members by the expiration of the agreement. Presently, employees contribute 10 percent, 15 percent, or 20 percent of the premium, based on date of employment. One-time payments of $2,000.00, $1,500.00, and $500.00 will be provided in recognition of the differentiated increases. Other provisions include an increase in the amount of compensation for unused vacation days from $200.00 to $300.00 for each unused day, an increase in tuition reimbursement from $100.00 to $300.00 for each credit hour, and clarification of the procedure for Medicare reimbursement for retirees. The Schalmont Administrators Association negotiating team, Joby Gifford and John Gallo, was advised by SAANYS Labor Relations Specialist Jennie Pennington.

The Rensselaer Supervisory Personnel Association recently completed a three-year agreement with the superintendent of the Rensselaer City School District covering the period from July 1, 2014 through June 30, 2017. The agreement provides for base salary increases for each unit member of $2,500.00 during 2014-2015, 2 percent during 2015-2016, and 2.25 percent during 2016-2017. In addition, longevity amounts will increase by $500.00 beginning with ten years of service to the district. The “professional credit” flexible amount to be used for dues and/or the cafeteria plan will increase to $1,200.00. Health insurance opt-out amounts will increase slightly. Compensation for supervision of summer school will be $350.00 per day. The Rensselaer Supervisory Personnel Association was represented by President Karen Urbanski and SAANYS Labor Relations Specialist Jennie Pennington.

The Middleburgh Administrators Association recently completed a negotiated agreement with the Middleburgh Central School District covering the period from July 1, 2013 through June 30, 2016. The agreement provides for a salary increase of 3 percent in 2013-2014, 2 percent in 2014-2015, and 2.5 percent in 2015-2016. A career increment of $1,300.00 will be added to the base pay of each unit member for every three years of administrative employment beginning with the seventh year. Minor increases in mail order prescription co-pays are part of the prescription drug plan. The agreement reflects a restructuring of administrative positions so that all unit members work eleven months. The Middleburgh Administrators Association negotiating team of Maura Green and Lori Petrosino was assisted by SAANYS Labor Relations Specialist Jennie Pennington.

The Cambridge Administrators Association has completed negotiation of a three-year agreement with the Cambridge Central School District to cover the period from July 1, 2014 through June 30, 2017. Salary increases are 2 percent during each year of the contract as well as improvement in longevity adjustments to begin after five consecutive years of employment and to be received after 5, 8, and 12 years of service. An increase in member contribution to health insurance premiums from 10 percent to 17 percent will occur during the term of the contract. The agreement also includes an option for health insurance buy-outs of $4,500.00 (family), $3,100.00 (two-person), and $1,500.00 (Individual). These amounts will be reduced to $3,500.00, $2,500.00, and $1,500.00 by expiration of the contract. Other provisions include an option for each member to be compensated for up to five unused vacation days each year and some adjustment to responsibility stipends. Negotiators Colleen Lester and Tammy Silvernell were assisted by SAANYS Labor Relations Specialist Jennie Pennington.

The Adirondack Central School Administrators Association, assisted by SAANYS Negotiator Fred Kirsch, recently completed negotiations for a successor agreement. Highlights include: 

• Four year agreement with a 4 percent increase in each year.
• One-time payment to each unit member of five days per diem (at current salary) for additional work related to APPR in 2012-2013.
• Ability to work five extra days annually in excess of contractual work requirement at the administrators discretion for per diem compensation.
• Increase from $65 to $75 paid for accumulated sick leave at retirement.
• Accepted three-tier drug plan in return for spelling out health insurance terms in the contract, and the establishment of an annual $5,000 fund for unit members and retirees to submit drug copay receipts for reimbursement.
• Added vision coverage for retirees and improved vision benefits for all.
• Added 457 savings option.
• Increased personal days by one to six per year.
• In a separate MOU, the unit negotiated a one-time additional retirement incentive of $40,000 for 2013-2014.

The Wappingers Administrators Association with assistance from SAANYS General Council Art Scheuermann and Negotiator Dr. Michael Dawkins negotiated a new three-year contract, expiring on June 30, 2016. The agreement provides for an annual increase in base salary equal to the property tax cap, but no less than 1.5 percent or greater than 2 percent. In addition, for the 2014-15 school year, each member’s salary shall increase by an additional 1 percent as a result of changing health plans. For the 2015-16 school year, if 65 percent of the unit members enroll in the EPO 20 Plan, one of the new health insurance options, then each member’s base salary shall increase by another 1 percent. If less than 65 percent, but more than 50 percent of the members switch to the EPO plan, as of May 31, 2015, then each member’s salary shall increase by an additional .75 percent. Other new negotiated benefits include, accelerating by 5 years (from 11 years to 6 years of service) receipt of an additional five days of vacation leave (the first step to obtaining an annual cash payout); introducing a child rearing leave clause into the contract; including for the first time a bereavement leave provision; amending the sick leave clause to allow the use of such leave to care for an ill immediate family member; and, changing the recognition clause to change the title of assistant coordinator of special education to assistant director of special education.

Spackenkill Administrators Association negotiated a new contract with the assistance of Labor Relations Specialist John Knight and General Counsel Arthur Scheuermann. The annual salary increases negotiated were 1.75 percent for each year of the new three-year contract. In exchange for dropping a filed grievance, and accepting a new health insurance plan with an additional 1 percent contribution toward the premium cost of health insurance (members will be paying 13 percent in the last year of contract), members received the following additional money: (1) increasing the annual buyback of vacation days by two days, or the equivalent of approximately 1 percent (made annually as a non-elective 403(b) payment); (2) receiving an additional $250 per year in their discretionary fund, which is approximately .75 percent of 1 percent increase in total money; (3) receiving an additional $300 in year one and another $300 increase in year two (or about .6 percent of 1 percent) which can be directed for various additional insurance or investment benefits; and, (4) increasing in the last year of the contract, the first longevity step (after four years) by $400 (or roughly .4 percent of 1 percent), for all members who have achieved four years of service. Thus, the off-step increases are worth approximately 5.4 percent coupled with 5.25 percent on step, for about 10.65 percent over three years, in exchange for a new health insurance plan and a 1 percent increase in employee cost sharing of the premium for health insurance.

The Schoharie Administrators Association successfully negotiated an agreement with the Schoharie Central School District covering the period from July 1, 2012 through June 30, 2016. The agreement provides for salary increases of 1.5 percent during years two, three, and four of the contract. Health insurance costs increase to 15 percent of premiums to be paid by members for individual and family coverage by the end of the agreement, and the co-payment for certain prescription drugs increases by $5. The district will provide a health reimbursement account in the amount of $1,500 each year for each administrator and will provide long-term disability insurance. Compensation for unused sick days upon retirement will increase to $75 per day up to 315 accumulated days. Schoharie Administrators were assisted by SAANYS Labor Relations Specialist Jennie Pennington in completing the agreement. Ratified by both parties December 19, 2013.

Rome Administrators Association (RAA) was represented at the bargaining table by members Mark Benson, Nancy Kristl, Nancy Opperman, Ric Ripa, Sheila Spencer, and Karen Miller.   They were assisted in negotiations by General Counsel Art Scheuermann and Labor Relations Specialist Fred Kirsch. The unit agreed to a two-year, retroactive to July 1, 2012, of 1.8 percent salary increase per year. In addition, the unit negotiated a $1,000 payment each year for re-certification of APPR training or an equivalent certification, bringing the total new money to about 4.5 percent for the contract’s duration. The only give back affects new hires, requiring 35 percent payment toward the premium cost of family health insurance coverage. Current members continue to receive 100 percent district paid individual health insurance and pay 17.7 percent for family coverage.

The Haverstraw-Stony Point administrators, more commonly known as the North Rockland Administrators Association (NRAA), was represented at the bargaining table by members Joan Murphy, Robert Thomann, Diane Bane, Andrew Zullo, and Joe Lloyd. They consulted with General Counsel Art Scheuermann and Labor Relations Specialist John Knight.  NRAA negotiated a new three-year contract expiring on June 30, 2017. Within the NRAA contract, there are two salaries schedules for administrators based on date of hire and where the person is currently situated within their respective schedule. Step increases are typically over 2 percent. Under the terms of the new three-year contract new compensation was as follows: Schedule A members receive a mid-year step increase on step in years one, two, and three; and for those off step, a .5 percent increase. Schedule B members receive a mid-year .5 percent increase to salary. Employee cost sharing for health insurance increases in year two by 1 percent and in year three by 2 percent. As of July 1, 2017, bargaining unit members within Schedule A will pay 18 percent and Schedule B will pay 13 percent for health insurance. Current members will continue to be reimbursed at cost of Medicare Part B charges. However, the continuation of this at cost reimbursement will expire at the end of the contract.

Northport Association of School Administrators (NASA) was represented at the bargaining table by members Irene McLaughlin, Michael Genovese, Tim Hoss, Jeff Haubrich, and Chelsea Brown. They were assisted in negotiations by General Counsel Art Scheuermann and Labor Relations Specialist Tom O’Brien.  A three-year agreement was negotiated as follows: Compensation: Year 1: step increase valued at 3.09 percent. Off step will receive $1,700 off base. Year 2: 1 percent salary increase plus step. Off step will receive an additional $1,850 off base. Year 3: 1 percent salary increase then bifurcated step payment, i.e., ½ step on July 1, then ½ step paid January 1, 2015. Any member off step in the third year will receive a $1,000 off base increase in addition to 1 percent.  Health Insurance: A 1 percent increase in contributions toward health insurance premiums on July 1, 2013 (19 percent) and July 1, 2014 (20 percent).

Hicksville Council of Principals, Assistant Principals, Supervisors, and Department Chairs, represented by members Mike Dunn, Mara Jorisch, and Philip Grusenmeyer, and assisted in negotiations by General Counsel Art Scheuermann and Labor Relations Specialist Frank McDermott, have reached a settlement on a six-year deal. The prior contract expired on June 30, 2011. In each of the first two years, members received step increases of 1.91 percent. Starting in the current school year, 2013-14, members will receive step plus .75 percent, .75 percent in 2014-15, .50 percent in 2015-16, and .75 percent for the 2016-17 school year. In total, with step, the annual raise is 2.37 percent per year. In addition, a provision was added to adopt language covering the outcome of the appeal in the NYSHIP health insurance buyout litigation that SAANYS and NYSUT have prosecuted.

The Queensbury Administrators and Supervisors Association completed a negotiated agreement with the superintendent of the Queensbury School District covering the period from July 1, 2014 through June 30, 2017. The agreement provides for salary increases of 2.75 percent each year of the agreement. An additional $250 will be added each year to each longevity step (after 4, after 9, and after 14 years of service to the district). Longevity payments are continuous. Health insurance contributions by members will increase to 17 percent of the premium for the PPO plan for employees hired before June 30, 2012 on July 1, 2014 and to 18 percent of the premium on July 1, 2016. Employees hired after June 30, 2012 contribute 20 percent of the premium. The Queensbury Administrators and Supervisors Association negotiating team of Patrick Pomerville, Kyle Gannon, and Carolyn Manzella was advised by SAANYS Labor Relations Specialist Jennie Pennington. Ratified December 17, 2013.

Port Jervis Association of Principals (PJAP) was represented at the bargaining table by members Andrew Marotta, Donna Muro, Linda Korycki, and Brett Cancredi, and assisted in negotiations by SAANYS General Counsel Art Scheuermann. As to compensation, PJAP enjoys an eight step salary schedule with increments valued at 1.5 percent.  In addition, the salary schedule will have annual increases of .75 percent for 2013-14 (2.25 percent overall), 1.25 percent for 2014-15 (2.75 percent overall), 1.50 percent for 2015-16 (3.0 percent overall), and 1.0 percent in 2016-17 (2.5 percent overall). Any member off step would receive a $1,500 payment in the first year after being off the salary schedule. In addition, longevity amounts at 5 years, 10 years, 15 years, 20 years, 25 years, and 30 years (reduced to 29 years in this successor contract) each increased by $500.   Many provisions in the PJAP contract referred to the benefits defined in the school district’s teachers’ contract. As such, this contract specific language was included relating to sick leave (15 days per year), personal leave (4 days per year), and bereavement leave (3 days per year). In addition, retirement health insurance and dental insurance benefits were set forth with particularity in this contract. Finally, the unit negotiated a benefit that allows two non-resident association member’s children to attend district schools tuition free. This contract did not result in any notable give-back.

The Ballston Spa Administrative Council has completed negotiation of a three-year agreement with the Ballston Spa Central School District to cover the period from July 1, 2012 through June 30, 2015. Compensation increases are:  Merit step only during 2012-2013; 1.5 percent plus 1.25 percent or 1.5 percent based on HEDI ratings during 2013-2014 and 2014-2015 for principals. The 1.5 percent plus the additional merit amounts are available to non-principals determined by a different rating scale. The agreement includes an increase in retiree contribution to health insurance for administrators who retire after July 1, 2014; the amount of contribution is determined by years of service to the district. Other provisions include an increase in the number of vacation days that may be carried over and a “work from home on emergency closing days” statement. Negotiators Kim Bolster, Kristi Jensen, Sharon D’Agostino, and Dave Blanchard were assisted by Arthur Scheuermann, SAANYS general counsel and Jennie Pennington, SAANYS labor relations specialist. Ratified December 16, 2013.

The Clinton, Essex, Warren, Washington BOCES Administrative Unit recently completed a negotiated agreement with the Champlain Valley BOCES Supervisory District covering the period from July 1, 2012 through June 30, 2015. The agreement provides for salary increases of 0 percent in 2012-2013, $1,250 in 2013-2014, and $1,750 in 2014-2015. Health insurance contributions in retirement for future members of the bargaining unit are dependent upon years of service to the Champlain Valley BOCES. The agreement includes APPR provisions. Clinton, Essex, Warren, Washington BOCES Administrative Unit negotiators Thomas Ryan and Grace Stay were assisted by Jennie Pennington, SAANYS labor relations specialist. Ratified Nov 6, 2013.