http://rc43.ny.aft.org/sites/default/files/article_pdf_files/2021-08/rc43trificnews_specialbylawsissue.pdf

Wednesday evening, HCTA and HUSW bargaining teams met with the District to begin active discussion around the millage funds. While we had certainly hoped that the bargain around a win like the successful passage of the local referendum would be an opportunity for a truly collaborative conversation, the parties failed to reach agreement on the first step of the bargain—determining the distribution of the funds into each employee constituency (HCTA, HUSW, Confidential, Professional Technical, and Admin).

HCTA cited district-created promotional material, including direct quotes from the Superintendent and School Board members, to advocate that the ‘bulk of funds’ available for salaries should go to teachers. HCTA suggested, for a second time, that referendum dollars be divided among the units in the same percentage as the general payroll. Essentially, this would honor the repeated messaging of the district’s intent to use the referendum to ‘Keep Quality Teachers’ while improving each unit by the same overall percentage.

The district’s final proposal of the evening suggested that the funds initially be split 90/10 between the represented units and non-represented units. This would reserve 90% of the referendum salary improvement dollars to be bargained by HCTA and HUSW, while allowing the district to determine how the remaining 10% would be distributed to confidential, professional technical, and administrative employees. The parties suspended negotiations for the evening with an agreement to resume the joint bargaining of millage funds after HCTA and the district have addressed this year’s Teacher Salary Increase Allocation.

It is anticipated that the negotiation of TSIA for instructional raises will be the primary focus of bargaining sessions through the month of September. Districts are required to report TSIA distribution plans by Oct 1^st.  Please stay alert for updates and possible calls for action from HCTA.

NEW ORLEANS, LA － On Wednesday afternoon, United Teachers of Franklin, a chapter of the United Teachers of New Orleans, signed their newly updated collective bargaining agreement with Ben Franklin High School. This is the third contract between the Union and the school, and was negotiated over the course of the 2020-2021 school year.

Join with the thousands of state professionals who are standing together for increased power over our working lives!  Click here to complete the membership application

On behalf of the Executive Board of AFT St. Louis, Local 420, AFLCIO, 

Welcome Back to our St. Louis Public Schools family. 
- Ray Cummings, President 

Thursday August 19, Governor Lamont signed Executive Order 13d which requires that all State Employees be vaccinated by September 27.

The Executive Order has several stages to it:

First and foremost is the vaccination aspect by which all employees either:

1. be fully vaccinated by 9/27/21
2. have one dose administered by 9/27/21 AND have a 2nd dose scheduled
3. apply for a medical or religious/spiritual exemption.  These exemption requests will be reviewed on a case-by-case basis and include supporting documentation.  In the case of a medical exemption, this would require a determination from an MD, a PA, or an APRN.

Second, each State Agency shall create a policy which requires employees to either show proof of vaccination or submit to weekly COVID testing.  Agencies are also required to validate and maintain records of the vaccination status of employees (including maintaining records of those who obtain exemptions).

Third, vaccinated individuals must show proof of vaccination status by showing their vaccination card, a photo of the card, Immunization Records, or other health care records validating their vaccination status.  It is explicitly stated that self-attestation is not acceptable.

Fourth, the EO contemplates enforcement of the EO.  For State Employees, unvaccinated employees will not be allowed on the premises of a State Agency.  While the EO does not state it directly, b/c each agency is required to create a policy regarding vaccination, any employee who violates the policy could be subject to "just cause" for discipline.

That is the Executive Order from the Governor, but that is not the end of the story.  Now that the EO is out and clearly it is a change in working conditions, we can negotiate the impact of this. Since this is a statewide mandate for all executive branch agencies, most likely, the state employee unions will negotiate collectively with the State.

Join MCEA for our Annual Convention where we will conduct the business of the union. Breakfast, lunch, and refreshments provided.

Registration is required! Sign up here.
Promote the event from Facebook here. 

We want to set the record straight:  It has been publicly reported that Governor Lamont is in talks with labor representatives regarding mandating COVID vaccinations for state employees.  To be absolutely clear, A&R has not been involved in any such talks with the Administration on any level.  Nor are we aware of such talks at SEBAC. We don’t mean to refute the Governor's statements that talks have been held.  However, we must go on record here:  A&R has not been approached and no such talks have occurred.  We are aware that Executive Order 13B was signed and went into effect earlier this month mandating vaccinations for long-term care facility staff.  We are also aware that UCONN implemented a similar mandate for its employees this week.  Clearly the subject has come to our attention, but no discussions have taken place with our employer, nor have we discussed an impending vaccination mandate.

We view any potential employee vaccination mandate a matter that must be the subject of negotiations.  We consider this potential mandate a change in our working conditions, and as such our employer MUST negotiate the impact of any such changes with our union.  We will demand that the state honor its fundamental obligation to negotiate with the union on issues such as rules for compliance, exemptions to be allowed, timeframes for implementation, how the privacy of health records will be ensured, and other conditions of our employment, including regular COVID testing as an alternative to vaccination for those wishing to remain unvaccinated.  A&R’s goals include securing reasonable and fair working conditions and safety for all workers.

-posted 8/18/21