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Williamsville Coordinators Association, Region12
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.
Williamsville Administrators Association, Region 12
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.
Southwestern Administrators Association, Region 12
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.
Salamanca Administrators and Supervisory Association, Region 12
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.
Pioneer Administrators Association, Region 12
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.
Peru Administrators Council, Region 12
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.
Jamestown Principals Association, Region 12
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.
Hamburg Administrators Council, Region 12
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.
Clifton-Fine Administrators and Supervisors Association, Region 7
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.
Waterloo Educational Leaders Association, Region 11
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.
Batavia Administrators Association, Region 12
- 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.
Dunkirk Administrators Association, Region 12
- 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.
Forestville Administrators Association, Region 12
- 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.
Frontier Central Administrators and Supervisory Association, Region 12
- 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.
Gowanda Non-Teaching Supervisors, Region 12
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.
Clinton, Essex, Warren, Washington BOCES Administrative Unit, Regions 6 & 7
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.
Moriah Central Administrators Association, Region 7
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.
Monroe 2-Orleans BOCES Administrative Supervisory Association, Region 11
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
Association of East Irondequoit Administrators, Region 10
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.
Watkins Glen Administrators Association, Region 9
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.
Beaver River Administrators Association, Region 8
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.
Central Square Administrators Association, Region 10
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.”
Wantagh Supervisors Association, Region 2
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.
North Bellmore Principals Association, Region 2
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.
Alexandria Administrators Association, Region 7
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.
Erie 1 BOCES Management Association, Region 12
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.
Valley Central Administrators Association, Region 5
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.
Plainview-Old Bethpage Administrators Association, Region 2
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.
WSWHE BOCES Administrators Association, Region 6
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.
Binghamton Administrative and Supervisory Association, Region 9
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.
Cambridge Administrators Association, Region 6
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.
Cohoes Principals Association, Region 6
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
Duanesburg Administrators Association, Region 6
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:
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, Region 8
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.
Hewlett-Woodmere Administrative and Supervisory Association, Region 2
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.
Lynbrook Administrators and Supervisors Association, Region 2
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.
Kingston Administrators Association, Region 5
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.
Chester Administrators Association, Region 5
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).
Syracuse Association of Administrators and Supervisors, Region 10
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.
Bolivar-Richburg Central School Administrators Association, Region 12
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.
Frontier Central Administrators & Superintendency Association, Region 12
Three-year contract: July 1, 2016 – June 30, 2019
2.0 percent for 2016-17, 3.5 percent for 2017-18, 2.5 percent for 2018-19.
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.
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.
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.
Wappingers Administrators Association, Region 4
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.
Herkimer BOCES Administrators Association, Region 8
• 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.
Oakfield-Alabama Administrators Association, Region 12
Term: 2015 – 2019 (4 years: 3 years + 1 retro year)
- 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.
- 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.
- 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.
- Added binding arbitration by American Arbitration Association or Cornell, formerly with BOE.
- 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)
Byron-Bergen Administrators & Supervisors Association, Region 12
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.
- 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).
- 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.
- Payment for up to 25 unused vacation days at rate of 1/240th (change from 1/260th).
Batavia Administrators Association, Region 12
Term: 7/2015 – 6/2018
Salary: 2015–16 = $2,700; 2016–17 = $2,800; 2017-18 = $3,000
- 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 1/220th 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.
- 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.
Association of Administrators and Supervisors of Merrick, Region 2
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.
Liverpool Administrators Association, Region 10
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, Region 7
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.
Canastota Administrators Association, Region 8
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.
Averill Park Administrators Association, Region 6
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.
Granville Administrators Association, Region 6
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.
Saratoga Administrators Association, Region 6
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.
Pearl River Schools Educational Support, Operations, Administrators, and Supervisors Association, Region 5
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.
Whitesboro Administrators Association, Region 8
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.
Cohoes Principal Association, Region 6
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.
Catskill Administrators Association, Region 6
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.
Arlington Administrators Association, Region 4
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.
Wantagh Supervisors Association, Region 2
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.
Schalmont Administrators Association, Region 6
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.
Rensselaer Supervisory Personnel Association, Region 6
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.
Middleburgh Administrators Association, Region 6
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.
Cambridge Administrators Association, Region 6
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.
Adirondack Central School Administrators Association, Region 8
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.
Wappingers Administrators Association, Region 4
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, Region 4
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.
Schoharie Administrators Association, Region 6
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, Region 8
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.
North Rockland Administrators Association, Region 5
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, Region 1
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, Region 2
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.
Queensbury Administrators and Supervisors Association, Region 6
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, Region 5
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.
Ballston Spa Administrative Council, Region 6
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.
Champlain Valley BOCES Supervisory District, Region 7
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.