RE: Comparison of Hartford Teachers ' Contract With Other Teachers ' Contracts
You asked us to compare provisions of the Hartford teachers ' contract with teachers ' contracts in other school districts.
Since it would be impossible in the time available to compare every provision of the Hartford contract with those of all other towns, we have limited our survey to teachers ' contracts in Bridgeport, Meriden, New Britain, and Waterbury and the contract between the state and the vocational-technical school teachers. We likewise limited our comparison to 13 provisions of the Hartford contract, including those concerning teacher transfers, class size, sick and personal days, and the number of steps in the teacher salary schedule. Additional comparison data on some of these provisions for 17 school districts was introduced as evidence in support of last best offers in the most recent interest arbitration between the Hartford teachers and the school board. We include this comparison data where applicable.
In general, the Hartford teachers ' contract contains more specific provisions covering a wider range of working conditions and situations than the others. For most of the 13 provisions compared, Hartford ' s contract is the most restrictive. But many provisions often cited as very restrictive under the Hartford contract may also be found in the other contracts. For example, the Waterbury teachers ' contract requires that priority be given to seniority when teachers are transferred, just as the Hartford contract does. And five of the six contracts we looked at contain class size limits, another frequently mentioned aspect of the Hartford contract, although Hartford ' s limits are lower, especially in the upper grades.
Of the six contracts, Hartford ' s is the most generous in providing sick and personal leave days. It imposes more restrictions on numbers of after-school faculty meetings than all but the state vo-tech contract, and is the only one to limit detention duty assignments. Finally, the Hartford teachers ' salary schedule is the most favorable to employees in that it allows teachers to move from the lowest to the highest salary in seven steps, fewer than any of the other contracts.
All contract provisions cited in this report are in effect for the 1996-97 school year. In the six contracts we compared, teachers are represented by affiliates of the Connecticut State Federation of Teachers in four (Hartford, Meriden, New Britain, and state vocational-technical schools) and by Connecticut Education Association affiliates in two (Bridgeport and Waterbury).
Hartford. The contract limits most academic class sizes, including the size of special education classes. For pre-kindergarten through grade 2, the limit is 20 students; for grades 3 to 6, 24 students; and for grades 7 through 12, 25 students. The contract also has a detailed procedure for reviewing and adjudicating grievances over class size.
17-District Sample. Most districts have no contractual limits on the size of special education classes and no contractual procedures for reviewing class sizes.
Bridgeport. Traditional classes are limited to 30 students; kindergarten and first grade, 25 students; study halls must have one teacher for each 40 students; and split grade, K-1 classes are limited to 20 students. Exceptions may be made if superintendent of schools believes it is in the interest of the educational process.
Meriden. Determined by the nature of the subjects, grade level, and available classrooms and staff. In general, the contract states that the most acceptable size for most classes is 25 students but it contains no absolute limit. The contract calls for a class size review committee that makes recommendations to the school board concerning class sizes at the beginning of the school year. The contract requires the board to respond to the recommendations.
New Britain. Goal is 25 students for all academic classes. Maximums are: 25 for grades K - 3 and 27 for grades 4 through 12, with certain exceptions. There is a detailed procedure for adjudicating grievances about class size.
Waterbury. The contract contains both goals and maximums as follows. For kindergarten classes, the maximum is 20; for grade 1, the goal is 20 and the maximum is 24; for grades 2 and 3, the goal is 20 and the maximum is 25; for grades 4 and 5, the goal is 25 and the maximum is 28; and for grades 6 through 8, the goal is 25 and the maximum is 29. For K-5 bilingual classes, the goal is 17 and the maximum is 20. For high school classes, the goal is 25 and the maximum is 28. Other specialized classes, such as Home Economics and Industrial Arts, also have contractual maximums.
State V-T Teachers. For shop courses, grades 10-12, the maximum is 18 students. For science lab or academic classes, the maximum is 30 for grade 9, 28 for grade 10, and 25 for grades 11 and 12.
DETENTION DUTY
Hartford. The contract limits the number of times a high school teacher may be assigned to detention duty to five per year. It also requires the teacher to receive two weeks notice of each assignment.
17-District Sample. Most of the comparison districts have no limit on the number of times a teacher can be assigned to detention duty.
Bridgeport. No provision.
Meriden. No provision.
New Britain. No provision.
Waterbury. No provision.
State V-T Teachers. No provision.
FACULTY MEETINGS
Hartford. The contract prohibits faculty meetings from extending more than 45 minutes beyond the normal time for teachers to leave school unless a longer meeting is announced in advance. In any event, such meetings may not extend more than 75 minutes after the teachers ' normal time for leaving. It limits the number of faculty meetings to no more than two per month.
17-District Sample. Most have no limit on the duration of faculty meetings. The limit of two meetings per month in the Hartford contract is the lowest of any of the comparison districts.
Bridgeport. General school faculty meetings, not including department or grade-level meetings, are limited to 10 per year. Teachers may leave such meetings after one hour.
Meriden. Meetings must be scheduled to end no later than one hour after they begin or at 4 p.m., whichever is earlier. Teachers must receive 48 hours notice for unscheduled meetings unless there is an emergency. There is no limit on the number of meetings.
New Britain. Teachers must stay an extra 40 minutes on Wednesdays for school-related programs including faculty meetings. There is no limit on the number of faculty meetings. Teachers ' must receive one week ' s notice of faculty meetings, when possible.
Waterbury. No provision.
State V-T Teachers. Teachers may be required to attend a maximum of 10 staff meetings per year that extend beyond the normal work day. Meetings may not extend beyond 50 minutes after end of normal student school day.
GRIEVANCE MEETINGS
Hartford. The contract allows meetings concerning teacher grievances be held during school hours and requires all those who must be present at the meeting to be excused from their regular duties with pay.
17-District Sample. Most contracts in the 17-district comparison sample have no provision on this issue. In a minority of the districts that have a provision, the contracts generally allow meetings to be held during school hours at the board ' s option.
Bridgeport. No provision.
Meriden. The grievance meeting provision is identical to Hartford ' s, except it does not mention excusing people from regular duties with pay to attend meetings during school hours.
New Britain. No provision.
Waterbury. No provision.
State V-T Teachers. Meetings may be scheduled during the school day provided they do not disrupt either teaching assignments or the educational process.
HEALTH BENEFITS COPAYMENTS
Hartford. Teachers must contribute 6.5% of the cost of their health insurance premiums. The Hartford contract also discontinues copayments once an approved managed care, point-of-service medical plan is implemented.
17-District Sample. Most contracts require higher copayments than the Hartford contract. Boards that have instituted managed care plans have eliminated copayments.
Bridgeport. Teachers must contribute 5% of the cost of the difference between employee-only premium and the employee-plus-dependents premium.
Meriden. Teachers must contribute $150 per year for employee benefits, $350 for employee plus one dependent, and $400 for employee plus two or more.
New Britain. For school year 1996-97, the copayment is 7% of premium up to a maximum of $750 per year.
Waterbury. For school year 1996-97, employees must pay 8% of premium, rising to 10% on July 1, 1997.
State V-T Teachers. Same as other state employees. No copayment for employee ' s own coverage, 30% for family coverage.
LESSON PLANS
Hartford. The contract states that tenured teachers with satisfactory ratings do not need to prepare detailed daily or weekly lesson plans. Instead, the contract requires that such teachers ' lesson plans consist only of an outline of daily activities of the class, including topic, instructional aids and supplies used, and references to textbooks and curriculum guides.
Bridgeport. No provision.
Meriden. No provision.
New Britain. No provision.
Waterbury. No provision.
State V-T Teachers. No provision.
Sick Days
State law requires that teachers have at least 15 paid sick days per year, that they be allowed to accumulate unused days from year to year, and that the minimum accumulation is 150 days (CGS � 10-156).
Hartford. The contract allows teachers 20 sick days per year, but five personal days may be deducted from this number (see below). They may accumulate up to 175 unused days.
Bridgeport. Bridgeport teachers receive 15 sick days per year and may earn up to five additional sick days per year at the rate of one additional day for each 10 consecutive school days worked beginning with the 130th school day each year. There is no maximum on accumulated sick leave.
Meriden. The contract allows teachers 15 sick days per year. Teachers hired before September 1, 1989 may accumulate unlimited sick time. Teachers hired after that date may accumulate up to 175 sick days.
New Britain. Fifteen sick days per year. Teachers may accumulate up to 181 days.
Waterbury. Sixteen sick days per year. No limit on accumulation year to year.
State V-T Teachers. Sick leave accrues at the rate of 1.5 days per completed calendar month of service up to a maximum of 15 per year. Unlimited year-to-year accrual.
Personal Days
Hartford. Hartford teachers receive five personal days per year. The personal days are deducted from the 20 sick days unless an employee does not have sufficient sick time, in which case the five personal days must still be allowed. Use of personal days is limited to situations not under the employee ' s control. Prior approval of the superintendent is required.
17-District Sample. Most of the comparison districts have fewer combined personal and sick days than Hartford.
Bridgeport. Teachers receive one personal day per year without need for approval but with 48 hours notice. In addition, teachers receive three personal days for emergencies or other necessary reasons with the approval of the assistant superintendent.
Meriden. The contract allows three “authorized days” per year. They may not be taken on the day preceding or following a vacation or holiday or for vacations. The contract requires teachers to make “every reasonable attempt” to use the days only for personal business that cannot be transacted at any other time.
New Britain. Two unconditional personal days per year. They may not be granted on the day immediately before or after a holiday or vacation, nor during the first or last five school days of the year.
Waterbury. If employed prior to November 1, teachers are entitled to three personal days per school year. Such leave may accumulate up to maximum of five days. Two of the three days may be used for pressing business that may not “with reasonable convenience” be scheduled outside school hours. The other day is a “no reason” day. All applications for personal days must be filed with the superintendent at least 72 hours in advance except in an emergency. Personal days may not be used to extend vacations or long weekends.
State V-T Teachers. Three personal days per year. Must be scheduled and approved in advance. No personal days may be requested for the days before or after a holiday, weekend or regular work day except for religious holidays, court appearance unconnected with school, or for family emergencies or important business that cannot be transacted outside working hours.
PAYMENT FOR UNUSED SICK TIME UPON RETIREMENT OR DEATH
Hartford. Teachers hired before July 1, 1995 receive severance pay upon death or retirement under a city or state pension plan. Teachers may choose to receive either (1) one day ' s pay for each unused sick day in excess of 45 up to a maximum of 30 days or (2) full pay for 30% of unused sick days.
Bridgeport. Upon retirement or death after at least 15 years in the Bridgeport school system, teachers receive payment for 10% of their unused sick days.
Meriden. Teachers with 20 years ' service in the Meriden school system who qualify for benefits under the Teachers ' Retirement System or who die receive a lump sum payment equal to 20% of their last year ' s salary or 20% of their unused sick days up to a maximum of 250, whichever is greater. Instead of this payment, teachers may choose a one-time payment of $15,115.
New Britain. Upon retirement or death, a teacher with 20 years in New Britain school system receives a lump sum payment for 30% of unused sick leave.
Waterbury. Upon retirement or death an employee hired before July 1, 1996, receives payment for 50% of his unused sick days up to a maximum of 180 days.
State V-T Teachers. Upon death or retirement, payment for 25% of unused sick days up to a maximum of 60 days. Payable upon death only if the employee dies while on the active payroll and with a minimum of 10 years service.
RELEASE TIME—TEACHER PREPARATION
Hartford. The contract requires teachers to receive a monthly average of 180 minutes per week of release time for preparation.
17-District Sample. The range is from a low of three periods (90 minutes) per week to a high of five periods (225 minutes).
Bridgeport. K-6 grade teachers receive an average of four preparation periods per week. Middle and high school teachers receive five preparation periods per week, if they are on a seven-period day.
Meriden. Elementary teachers must have a minimum of four periods per week. Past practice of the board applies for middle and high school teachers (no specific number of periods is mentioned).
New Britain. A minimum of 210 minutes of preparation time per week, if possible spread over at least three days of the week.
Waterbury. K-5 teachers must be scheduled for three preparation periods per week, but when such scheduling is impossible, affected teachers must receive a minimum of 12 preparation periods every four weeks. Weekly preparation time must equal at least 90 minutes. There is no provision for middle and high school teachers, but they must have one free period every day.
State V-T Teachers. Academic instructors receive a minimum of five preparation periods per week; trade instructors, three.
SALARY STEPS
Hartford. The Hartford teachers salary schedule goes from the minimum salary to the maximum in seven steps.
Bridgeport. 12 steps.
Meriden. 11 steps.
New Britain. Nine steps.
Waterbury. 12 steps.
State V-T Teachers. Instructors, 13 steps; department heads, 11 steps.
SUPER-SENIORITY FOR UNION BUILDING REPRESENTATIVES
Hartford. The contract contains a super-seniority provision for the 48 union building representatives to protect them from involuntary transfer or layoffs.
17-District Sample. None has a similar provision.
Bridgeport. No provision.
Meriden. No provision.
New Britain. No provision.
Waterbury. No provision.
State V-T Teachers. No provision.
TEACHER TRANSFERS
Hartford. The contract requires posted openings to be filled by seniority as long as the candidate is certified for the position. Experience and educational background are factors in transfers but they do not equal seniority unless they put a less senior applicant “head and shoulders above” the more senior applicant. In addition, the contract requires that teachers in the same school be given preference for openings in that school.
17-District Sample. In almost all the comparison districts, seniority is not the determining factor in filling positions by transfer. Instead, the needs of the school system take priority and seniority is treated equally with education and experience.
Bridgeport. General policy is to give priority to instructional requirements and the best interest of the school system and pupils. Seniority must be “respected” as long as it does not conflict with these requirements.
Meriden. Assignments and transfers are based on qualifications of the applicants. When transfers are involuntary due to elimination of positions in a school building, the board must give first priority to the school system ' s instructional needs and thereafter to system-wide seniority (within the building or department as appropriate) and the teachers ' qualifications.
New Britain. “Whenever possible,” priority must be given to the most qualified teachers. Major consideration must be given to teachers with the most district-wide seniority, consistent with the best interest of the school district. The number of teachers transferred from one school may not exceed 10% in any school year.
Waterbury. Transfers must be based on either city-wide or city-wide department seniority, depending on the circumstances.
State V-T Teachers. For lateral transfers, priority is given to seniority. Promotion to department head is based on experience, achievements, and educational attainments. If all these factors are equal, seniority is the determining factor.