On Thursday, February 13, 2014, bargaining teams representing the Medford School District and the Medford Education Association

met with a state mediator to work toward a ratifiable agreement. Below is a summary of the public offers on the table at the end of the day with a description of some key agreements and differences between the two offers.

Article/Title
I II Contract Conditions Recognition

Current District Offer 2/13/14

Current MEA Offer 2/13/14

Tentative Agreement 1/7/14 Tentative Agreement 8/6/13 Tentative Agreement12/9/13 Tentative Agreement 12/9 13 Tentative Agreement 1/7/14 Tentative Agreement 1/7/14 Tentative Agreement 12/9/13 Tentative Agreement 1/7 14 (unresolved legal issue under study by MEA) At Issue: What must still be modified to ensure the layoff procedure complies with state law? 190-day calendar (decrease from 192) Up to 177 instructional days 7 paid holidays If the District adds additional days to the calendar, it will compensate teachers at the daily rate. 2 hours will be provided at each mid-quarter and 3.75 hours at the end of the first and third quarters for grading. Per past contract, the district will provide 1 day prior to school year for teachers to work in their rooms. 190-day calendar Up to 177 instructional days 7 paid holidays 3.75 hours will be provided at each midquarter and 3.75 hours at the end of the first and third quarters for grading. The District is prohibited from providing inservice training on grading days. The district must provide 1 ½ days of uninterrupted time for teachers to work in their rooms.

III Association Rights & Responsibilities IV Dist. Management Obligations V Grievance VI Bargaining Unit Member Rights VII Vacancies, Transfers, and Assignments VIII Layoff

IX School Calendar and Work Year

X Leaves of Absence

Tentative Agreement 12/9/13 Increase to Salary • 2013-14: 10% (2.1% + 6% +1.9%)* • 2014-15: 2% • 2015-16: 2% Licensed Specialists (An additional $6000 added to the base salary for these positions: Speech/Language Pathologists, Psychologists, Nurses, Behavior Specialists)
*2.1% for four additional days; 6% as offset for teachers paying 6% PERS contribution; 1.9% COLA

XI Basic Compensation

Increase to Salary • 2013-14: 10.3% (2.1% + 6% + 2.2%)* • 2014-15: 2.5% and 2.5% longevity (approximately $1725) stipend to teachers with 17 or more years of experience

*2.1% for four additional days; 6% as offset if teachers pay 6% PERS contribution; 2.2% COLA

XII Working Conditions During School Days

Prep Time: High School Teachers: 1 prep period during school day (average of about 300 minutes each week.) Will keep student loads below 181 and work out overloads with teacher. Elementary Teachers: 40-minute prep time during school day each week and Wednesday afternoon prep/planning time with colleagues (average of 380 minutes of prep time each week). Pay $1,000 stipend for each teacher with a combination classrooms. Special Education: District will allocate up to 7 additional half-time Special Education Assistants & 1 Special Education Teacher for case load management. No new committee. Health insurance composite premium cost: • 2013-14: Current rate; District pays $1050/month (95%); teachers pay 5% • 2014-15: District pays $1075/month (89%); teachers pay remaining 11% • 2015-16: District pays $1,100/month (83%); teachers pay 17% For the duration of the contract, District provides 100% of premium contribution for the $1500 deductible plan and contributes $500/year into teacher’s Health Savings Account. Early Retirement Incentive Qualifying teachers who retire by June 30, 2015, receive up to 8 years of health insurance; qualifying teachers who retire after June 30, 2015, receive $1,500 per year of service through October 1, 2013. (Estimated total cost: $14 million through June 30, 2043)

Prep Time: High School Teachers: Principal must work with union representative and teacher to reduce caseloads over 180. If union does not approve solution, the teacher will be paid $100 each nine weeks for every student over 180 caseload. Elementary Teachers: Pay $1,000 stipend for each teacher with a combination classrooms. Special Education: Pay special Education Teachers $50 per month per student above the case load standard set by a new Special Ed Committee or add additional teachers. Health insurance composite premium cost: • 2013-14: Current rate; District pays $1050/month (95%); teachers pay (5%) • 2014-15: No increase to teachers. • 2015-16: District pays 92%; teachers pay 8%

XIII Insurance Benefits

XIV Early Retirement Benefits

Early Retirement Incentive Qualifying teachers who retire by June 30, 2015, receive up to 8 years of health insurance; qualifying teachers who retire after June 30, 2015, receive $2,000 per year of service up to $60,000. (Estimated total cost: $19.7 to $21 million through June 30, 2043)

XV Job Sharing XVI Extra Compensation XVII Continuing Prof. Development XVIII Joint Committees

Tentative Agreement 8/6/13 Tentative Agreement 1/7/14 Tentative Agreement 8/6/13 Tentative Agreement 1/7/14 (unresolved legal issue under study by MEA) At Issue: Should the District Board and Superintendent retain authority “to reject” a recommendation from the Insurance Committee? Section B (4-5) Under previous contract language the committee was advisory only in nature. Three Years – until June 30, 2016 Two Years – until June 30, 2015

XIX Duration of Contract