To see if the School District will vote to approve the cost items included in the collective bargaining agreement reached between the Winnacunnet School Board and the Seacoast Education Association which calls for the following increases in salaries and benefits at the proposed staffing levels:
2019-20 $299,101 $0 $76,994 $376,095
2020-21 $319,900 ($11,737) $82,349 $390,512
2021-22 $308,860 $0 $79,478 $388,338
2022-23 $312,524 $0 $80,405 $392,929
and further to raise and appropriate the sum of $376,095 for the 2019-20 school year, such sum representing the additional costs attributable to the increase in salaries and benefits required by the new agreement over those that would be paid at proposed staffing levels in accordance with the current collective bargaining agreement. (Majority vote required.)
Note: In order for this article to be adopted, it must be approved by the voters of all the school districts (Hampton Falls, North Hampton, Seabrook, South Hampton and the Winnacunnet Cooperative School District (includes Hampton voters).
What it means: This Collaborative Bargaining Agreement (CBA) is a four-year cost of living adjustment of 2.75% per year, offset by some concessions. One concession provides for reducing the higher cost of health insurance by removing Blue Choice, changing from a three-tier prescription program to a five-tier program for additional cost savings. It provides for an allowance for non-benefit eligible employees to participate in SAU 21 healthcare plan at 100% their own expense, it also eliminates the option for a spouse to take opt-out payments if both spouses are employed in SAU 21 and one is enrolled in a health insurance plan.
This CBA increases the retirement stipend from $600 per year of service to $625 per year of service and allows for an increase of unused accrued sick day retirement payout from $40 per day to $45 per day. The longevity stipends for years of service and stipends for holding an advanced degree will increase according to the 2.75% COLA, for eligible teachers.
Teachers will be required to remain in school on Fridays until approximately fifteen (15) minutes after the normal closing of school for students. Teachers who change school districts within SAU 21 will retain any sick leave benefit attained in the prior SAU 21 school district. Sick leave will be credited at the start of the school year to reflect actual practice, and language was clarified in the sick leave bank section to better reflect actual practice.
Those in favor say: The proposed CBA is the result of a negotiation process that all parties felt was both fair to our teachers and fiscally responsible to our community and taxpayers. If the contract is not approved by the voters, it will result in a “status quo” agreement for all teachers: Staff will not receive a step or cost of living adjustment or the negotiated stipends, and course reimbursement will not increase. Benefits will remain intact from the previous contract. But the concessions will not be put in place either. The high-cost Blue Choice health plan will remain in effect at a higher cost to the school with no contingency to address potential ACA excise tax exposure. The administration will lose the ability to better control course reimbursement to benefit the school, to hold teachers accountable for meetings, training, etc. on Friday afternoons, to manage personal day usage, and they would forego tools to help retain great teachers through SAU-wide professional status.
After failing three (3) times in the last nine (9) years, there is legitimate concern that staff morale and job satisfaction will suffer. There is concern that teachers may leave SAU 21 for surrounding districts to regain missed steps and achieve higher salaries. Our compensation package is trending down relative to surrounding districts – which could negatively impact our ability to attract and retain valuable teachers, and deliver our high educational standards.
Those opposed say: No one spoke against this Article at Deliberative Session.
Fiscal Impact: The average Hampton home valued at $405,000 would bear an increased tax cost of $21.62. Multiply your tax valuation divided by 1,000 times .053 to get your tax impact. This affects your tax bill through the 2022-23 contract year.