June 21, 2017
The Anne Arundel County Board of Education adopted terms and conditions of employment this morning for all six bargaining units including the two unrepresented units V and VI. Imposing these terms and conditions of employment on the represented units (I, II, III, and VI) is an obligation of the public school employer in the absence of a ratified and binding collective bargaining agreement.
In the matter of the collective bargaining agreement shared between TAAAC and the Board, a ratified agreement did exist but only part of it was binding. In the Maryland Public School collective bargaining environment, mutually agreed upon non-economic items bind both parties upon ratification. Economic items, however, do not bind the employer until ratified AND funded (Section 6-408.1 of the Education Article). When County Executive Schuh presented his proposed budget to the Council, he had cut the Board’s request for compensation increases by $7.5 million, a bit over one-third.
Consequently, the parties are currently in “renegotiations” over the use of the funding allocated, and the imposed terms and conditions of employment included all ratified and binding items, and only those economic items that were funded. The exhibit used in the presentation to the Board is shown below:
Terms of Employment for Unit I Employees for FY 2018
The provisions of the July 1, 2017 to June 30, 2018, Negotiated Agreement between the Teachers Association of Anne Arundel County (TAAAC) and the Board of Education of Anne Arundel County (Board), as ratified by the Board on May 17, 2017, will remain in effect with the exception of the following changes:
Article 3 – Salary and Other Compensation
No second full step will be provided to eligible employees who were employed in Unit I during the 2008-09 school year and who remain employed in Unit I into the 2017-18 school year.
Article 9 - Professional Improvement
The current annual reimbursement allotment will continue at a maximum of six (6) credits.
The Board’s action will allow those salary increases that were funded to take effect on July 1. More information will follow as renegotiations proceed.
TAAAC Sick Leave Bank
At the close of each year, the TAAAC Sick Leave Bank Approval Committee must make an assessment of the number of days it must collect to keep the bank solvent. Following the contribution “holiday” in fiscal year 2016-17, the SLBAC determined it will require one day of sick leave from each enrollee for fiscal year 2017-18. The AACPS Office of Payroll was notified today of the SLBAC determination. Enrollees who wish to cancel SLB membership and avoid the contribution of one day of personal sick leave must do so by June 30. Cancellation that occur on or after July 1 will not result in the return of the contributed day.
Enjoy the Summer Season.
settlement surcharge noncompounding
TAAAC / Board 2018 Tentative Settlement
Unit I Members – Assigned to a Formerly Identified “Challenged School” Declaration of Intent
- Tentative Agreement between TAAAC and the Board 10-01-15
- 2016 AACPS Unit 1 Salary Scales
- FY14 Settlement Summary
- FY15 Settlement Summary ARC
New FY2014-15 Salary Scales
Tentative FY2015 Salary Scales for Teachers and Specialists are posted below. To make sense of them, members first must know their current salary. Transitions from old to new scales are made by salary dollar amount, not by experience step. Those who do not know their current salary may look it up on the FY2014 scales also posted on this site or consider a bi-weekly gross salary from a recent pay stub and multiply it by 26 or 22, as appropriate. A single full step increase will follow the initial transition.
- 2013-15 Negotiated Agreement
- Click Here for the Settlement Summary
- Click here for the New Teacher Salary
- Click here for the Specialist Salary
Here are three situations to explain by example:
1. Mr. Fastenbender, a 191-day teacher currently on Salary Step 11 on the MEQ/APC column earns $62,868 annually. Mr. F will be moved from the old scale to the new at the salary closest to but no lesser than his current salary. In his situation, Mr. F will transition from old step 11 ($62,868) to new step 11 ($63,480) and then will receive a step increase to new step 12 ($64,749).
2. Ms. Lotsahuggs, a 200-day social worker currently on Step 12 of the pertinent specialist scale earns $74,677 annually. Ms. L will transition from old step 12 ($74,677) to new step 15 ($75, 417), then receive a step increase to new step 16 ($77,680).
3. Ms. Phyllis Hilda Douglass, a 12-month teacher specialist currently on step 20 of the doctorate scale earns $104,558. Ms. PHD will transition from old step 20 ($104,558) to new step 21($105,455), followed by a step increase to new step 22 ($107,564).
Please be reminded that these scales are tentative, subject to funding by the County.
Members should plan to attend the Public Hearing on May 12, at 7:00PM, in the Arundel Center on Calvert Street in Annapolis, wearing TAAAC Blue.