SAU 21 Article 2: 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 Educational Support Personnel Association which calls for the following increases in salaries and benefits at the proposed staffing levels:
Year Estimated Estimated Health Tot Est Salary Increase Insurance Cost Increase
2020-21 $13,143 $ 0 $13,143
2021-22 $13,311 $ 0 $13,311
2022-23 $ 6,670 $ 0 $ 6,670
2023-24 $ 6,770 $ 0 $ 6,770
and further to raise and appropriate the sum of $13,143 for the 2020-21 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 the school districts of Hampton Falls, North Hampton, Seabrook, South Hampton and the voters of the Winnacunnet Cooperative School District (which includes Hampton voters).
Hampton is responsible for 45.46% of SAU 21’s appropriations.
What it means: Article 2 asks for the funding for a Collective Bargaining Agreement for SEPSA, which represents the para-professionals who mainly assist students with special needs. It is a four-year agreement from July 1, 2020 to June 30, 2024. Year one includes a 2.5% cost of living adjustment; Year two includes a 1.0% cost of living adjustment and the addition of Step 11; and Years three and four each include a 1.0% cost of living adjustment. The average SAU 21 SESPA employee has an annual salary of $21,150.
Those in favor say: The proposed collective bargaining agreement (CBA) for our SESPA employees provides improved compensation and benefits to retain and attract vital educational associates. The agreement includes contractual language to manage employees more efficiently, and safeguards against potential IRS penalties*.
*Two (2) SAU 21 districts have been levied with IRS penalties for not offering affordable health care insurance to SESPA employees. The coverage included with this CBA will eliminate this exposure and cost liability.
The SAU has a 25% turnover rate of important educational associates, and long vacancies due to difficulties hiring qualified personnel for open positions. The #1 cited reason is a lack of health insurance coverage. 76% of the positions are not currently covered by health insurance. The proposed agreement will cover all but 3% of these positions. Comparable SAU’s in our geographic area all offer health insurance and more competitive compensation packages. As such, SAU 21 is at a significant competitive disadvantage.
Those against say: No one spoke against this Article at the Deliberative Session.
Fiscal Impact: If Article 2 is approved, it will cause an increase in taxes of $0.64 for a Hampton home valued at $400,000. Take your property valuation divided by 1000 and multiplied by .002 to get your cost.