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District Tentative agreement language District Member meeting Q&A 6 4 25 District 2024-2025 Salary Scale District 2025-2028 Salary Scale

District Bargaining

 The Ratification of the agreement will be done electronically on Thursday June 12 and Friday June 13th. Information about this process will follow

 

Here is a short list of the agreement we reached. A more in-depth explanation will be forthcoming. 


Duration

One-year contract: 7/1/2024-6/30/2025

Three-year contract: 7/1/2025 – 6/30/2028

 

Salary

Salary Scale:

·        Year 1 (2024-2025): New salary scales in the first year ranging from 3%-3.5%

·        Year 2 (2025-2026): 3.5%

·        Year 3: (2026-2027): 3.5%

·        Year 4: (2027-2028): 3%


Red Circled:

·        Year 1 (2024-2025): 3.5%

·        Year 2 (2025-2026): 3.5%

·        Year 3: (2026-2027): 3.5%

·        Year 4: (2027-2028): 3%


Longevity (doubled)

·        After 15 continuous years in the district: $2,000

·        After 20 continuous years in the district: $3,000

·        After 25 continuous years in the district: $4,000

·        After 30 continuous years in the district: $4,200


Move BCBAs to PSL scale


Agreement to meet to discuss year-round salaries

 

Stipends

Athletics

·        Year 1 (2024-2025): 3%

·        Year 2 (2025-2026): 3%

·        Year 3: (2026-2027): 3%

·        Year 4: (2027-2028): 3%


Non-Athletic, Elementary and Extra-Curricular Stipends

·        Year 1 (2024-2025): 3%

·        Year 2 (2025-2026): 3%

·        Years 3 and 4 – labor management committee to meet during year 2 to consider the structure, the possibility of new stipended positions, and compensation 


Other Stipends

·        ILS Extended Year: $2,500

·        Contractual Hourly Rate $35/hour (including Prep Time at summer school)

·        Student facing hourly rate: $50/hr.

·        Lunch Breakfast Duty: $15 (1/2 hour)

·        Elementary Head Teacher: $2,500

·        DIRE Lead: $1,500

·        Vocational Department Chair Stipend: $1,000 / $2,000


Pre-K

·        Pre-K students start the Monday after Labor Day so testing, home visits, and paperwork can be completed before students start

·        No Pre-K students on the last day of school

·        A Labor Management team to continue to work on Pre-K issues

·        Change all contract language to read Pre-K-12, rather than K-12


Sick days

·        FMLA and approved medical leaves days will not count toward the 4 days


Union Rights

·        Improved language to allow for union representatives to visit schools during educator’s duty-free lunch.


Evaluation

·        Rewritten SEEDs process with a clear change in goal and process to support teacher development rather than being seen as a system to get rid of educators.


Paid Family Leave

·        Commitment to re-write sick bank language to include being able to use it for parental leave and other guarantee use

·        Joint Labor management team to work on opting into the state’s Paid Family Leave program.


Caseload

·        Educators who need CEUs to maintain their licenses will receive professional memberships that will provide their needed CEUs

·        Increase in ILS extended year stipend

·        One extended day/ month for Special Ed teachers to work on IEPs


Diversity Inclusion and Racial Equity

·        Commitment to continue to work together on issues of equity and inclusion


Vocational

·        New salary scale based on level of licensure

·        Financial recognition of the increased responsibilities of Vocation department chairs

·        Improved Vocational professional development language

·        Access to undergrad courses provided by the district

·        Joint Labor management team to look at developing vocational courses at Putnam



Health and Safety

·        Development of a District-wide Healthy and Safe Schools Task Force

·        Emergency School Response Plans review and training








SEZP Member Meeting 6/23/25 video SEZP Member Meeting 6/23/25 6-18-25 Letter to SEZP members - Tentative agreement


SEZP Bargaining

The Ratification of the agreement will be done electronically on Thursday June 26 and Friday June 27th. Information about this process will follow.


Here is the short explanation:


Duration

Three-year contract: 7/1/2025 – 6/30/2028


Salary

Salary Scale:

• Year 1 (2025-2026): 3.5%

• Year 2: (2026-2027): 3.5%

• Year 3: (2027-2028): 3%

Legacy Educators:

• Year 1: (2025-2026): 3.5%

• Year 2: (2026-2027): 3.5%

• Year 3: (2027-2028): 3%

Longevity (doubled) 

• After 15 continuous years in the district: $2,000

• After 20 continuous years in the district: $3,000

• After 25 continuous years in the district: $4,000

• After 30 continuous years in the district: $4,200


Pay for SLPs and Psychologists who are paid on the district salary scale.

They will receive a salary that is 10% above the comparable district scale.


Prep Time

All Educators will have at a minimum one self-directed 40-minute prep per day.

Sick days

• FMLA and approved medical leaves days will not count toward the 4 days.


Paid Family Leave

• Commitment to re-write sick bank language to include being able to use it for 

parental leave and other guarantee use.

• Joint Labor management team to work on opting into the state’s Paid Family 

Leave program. 

Graduation Leave

• Language from the district contract that allows a day off that does not count as one 

of the four days to attend their own graduation or the graduation of a family member. 


Health and Safety

• Development of a District-wide Healthy and Safe Schools Task Force

• Emergency School Response Plans review and training.

TLT and Working conditions.

• Teacher Leadership Teams will have 10 minutes at the start of each TLT meeting -

without the principal present - to discuss matters relevant to the TLT. 

• Dress Code moved from Educator Working Conditions to the contract.

• Family Teacher communication that requires each school offer a line of communication between educators and parents. The admin is responsible for keeping contact information up to date. 

• Recognition that educators should not be required to purchase or provide classroom supplies at their expense.


Facilities

• Language from the district contract and requires every educator to have a

o Working desk

o Chair

o Place to secure their belongings.

o Adequate parking facilities

o Mailboxes

o Access to photocopying machines

o Classes held in a properly heated, lighted, ventilated and equipped 

classroom. 


Grading

Language revised from the district contract: 

An educator’s mark shall not be changed arbitrarily or without valid reason. No marks shall 

be changed unless the educator is notified first and has been given the reason for the 

change.


Student Discipline

Affirms a commitment to implementing restorative justice practices as the core of student discipline with the SEZP providing ongoing training and support in its implementation.


Student Support Services

• Provides that each school will have pre-referral program focusing on ensuring all students get the support they need to succeed.

• Educators in Student Support Services positions will have their job responsibilities outlined in the job posting. A labor management committee will review those position descriptions.

• The work year for student support positions will include five days before school starts and five days after the school year ends, 

• Expectations of student support positions will be outlined in the student support and Educator Handbook.


Counselor Roles

• Counselors will receive Professional development that will provide them with the PdPs that they need for DESE licensing. 

• Job responsibilities will be outlined in each job posting.

• If counselors are mandated to be in lunchrooms, they cannot be the primary person responsible for student discipline. It is re-affirmed that if counselors do not get a duty-free lunch, they will be compensated.

• A joint labor management team will meet to support the continued development of a comprehensive counseling program, and to update job responsibilities as needed.


Libraries and Librarians

• Movement towards providing SEZP students with library access. The Zone will make every effort to ensure that students have access to a library space staffed by certified librarians or teachers with library training and experience,

• SEZP will also work with the city libraries to provide students with orientation, outreach and engagement with public library resources.


Safety and Security

Revised from the district contract.

• Ensures that school buildings are safe and healthy.

• Requires school visitors to check in.

• Includes language about violence protection and searches.

• Ensure that employees are notified of ay thing placed in their personnel file and educators right to access their personnel filed. Provides the right of educators to have any derogatory information removed from their personnel file after three years.


Dispute Resolution

• Defines a grievance as a violation of the Contract or any school district policy when appropriate to SEZP educators (for example Social Media Use Policy)

• Lays out a clear process for handling grievances with the ability of any grievance to go to arbitration if needed. 


Mentor Program

• Mandates that the relationship between the mentor and mentee is confidential.

• Requires meetings to occur two times a month with the ability to ask the SEZP leadership for support if they are not given the time at the school.

Directions to our new location:  450 Cottage St., Suite 5, Springfield MA, 01104

If you are using a GPS, use 480 Cottage St. Our parking lot and building are between Insa and Carando Drive. The sign on the street says 450 and lists the Springfield Education Association. Once you are in the parking lot, look for the sign above our door.


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From the Blog

By Paige Lawor February 2, 2024
Tracy Little Sasanecki attended the 38th Annual Black American Heritage flag raising ceremony today at City Hall. The Ruth B. Loving Civil Rights Award was presented to Bishop Dr. Bryant Robinson Jr.

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