Please click here to download the Constitution.

Please click here to download the MOA.

Please click here to download the collective bargaining agreement.

For more information: 

(314) 781-2077 rcummings@stltu.org

Please click here to download the AFT Member Benefits

Please refer to the following links which may help to answer many of your questions and concerns during the pandemic:

NJ State Reopening Checklist

Families First Coronavirus Response Act: Employee Paid Leave Rights

How many people need to get sick before a N.J. school closes? Here's the state's matrix

NJ Workers: Frequently Asked Questions During the Coronavirus Emergency

NJ Restart & Recovery Plan: The Road Back

Know Your Rights: Reasonable Accomodations Under the Americans with Disabilities Act During the COVID-19 Pandemic

Please refer to the following links which may help to answer many of your questions and concerns during the pandemic:

NJ State Reopening Checklist

Families First Coronavirus Response Act: Employee Paid Leave Rights

How many people need to get sick before a N.J. school closes? Here's the state's matrix

NJ Workers: Frequently Asked Questions During the Coronavirus Emergency

NJ Restart & Recovery Plan: The Road Back

Know Your Rights: Reasonable Accomodations Under the Americans with Disabilities Act During the COVID-19 Pandemic

As the COVID-19 pandemic continues to worsen, your union is fighting for the workplace safety protections needed to protect you and our patients. On this page, you can find the latest resources to stay safe as we care for our patients during this frightening time. 

This week, HCTA and District bargaining teams reached tentative agreement on Instructional salaries for 2020-21. The agreement combines the state’s Teacher Salary Increase Allocation (TSIA) with additional Board dollars to offer:

• $46,120 minimum salary (impacting 48% of all instructional salaries)
• Additional funds provided by the Board to ensure ALL instructional remain on the same salary schedule
• At LEAST a 2% improvement to every teacher’s base salary
• Salary improvements will be retroactive to July 1, 2020
• Adjusted instructional placement schedule to ensure new hires with experience are not placed at higher salary levels than current employees with equal or greater experience

The settlement concludes a months long bargaining conversation complicated by scarcity of district funds and the statutory requirements of the TSIA. Challenges associated with the TSIA funds include:

• Creation of salary compression in raising the minimum base salary
• Requirements and funding for minimum base salary applying only to full-time classroom teachers, leaving out other instructional staff like School Counselors and Instructional Coaches

As other districts’ distribution plans were rejected by the FLDOE for failure to comply with statute, it became apparent that HCTA’s efforts to minimize salary compression with a ‘banded’ approach to distribution may have resulted in the state withholding funds. In absence of significant additional District funds, resolving the issue of compression became unlikely.

As a result, the bargaining team presented a proposal that sought to address our other two primary goals: maintain a single salary schedule for all instructional employees and ensure that salary improvements help offset insurance increases. The additional Board dollars included in the final agreement addressed these priorities. Ultimately, HCTA was able to improve upon the District’s initial salary improvement offer of a flat $668 minimum increase to a full 2% while also ensuring that non-classroom teachers would not be left behind on a lower salary schedule. The adjusted instructional placement schedule will ensure that new hires will not come into the District at a higher pay level than current employees with the same years of experience.

It is worth noting that the HCTA proposal also sought a significant increase ($45/month/member) in the Board’s health insurance contribution. As the benefits offered to instructional staff cannot differ from the benefits offered to other employees, the increased contribution would have required an additional $1.5 million from the Board. Citing the uncertainty of current year funding due to lower than expected student enrollment, the District was unable to commit to the additional dollars needed.

The teams also discussed the impact of the recently approved millage increase. The increase will take effect in the 2021 property tax rolls, with these new local dollars available for bargaining in the 2021-22 school year. The District acknowledged at the table the Superintendent and Board’s intent for the majority of funds raised for staff salaries to be applied to instructional salaries. The parties will continue meeting in the months ahead to plan for the distribution of referendum dollars.