DRESDEN AND HANOVER SCHOOL DISTRICTS
Highlights Of Tentative Agreement With Teaching Staff
A. Salary
Year 1: 4.44 percent increase on the base. (NOTE: This reflects the October to October Northeast Regional CPI number). Given that both CPI and health insurance rate increases are known, no health insurance linkage or corridor.
Years 2 and 3: CPI plus one percent with a floor of 4% and a ceiling of 5.25%. If the health insurance increase is greater than ten percent, the salary increase will be reduced by 1/2%. The corridor will be applied after health insurance deduction is taken.
B. Health Insurance
The district will pay 80% of the premium for an HMO plan, teachers will pay 20% of the HMO premium. Formerly the district paid 80% of the premium for the more costly Point of Service (POS) plan. Under the new agreement, those teachers who choose the more expensive Point of Service (POS) plan will pay the 20% co-pay, plus any difference in cost between the HMO and POS premiums. The board estimates that this provision will save the district the equivalent of about one percent in salary.
As part of the negotiations agreement, the district requested price quotes from alternate insurance carriers in an effort to reduce costs to both the district and the teachers. The cost of health insurance to the district will be calculated once we determine the mutually agreed upon insurer.
C. Study of Track and Step Pay System
The teachers have agreed to enter into a thorough study of the existing track and step pay system, to see if a better system can be devised. This review will begin once the teachers contract is approved by the voters and will be completed no later than April 2007. Track 7 will be important part of this review.
D. Reduction In Force (RIF)
The teacher and board have agreed to minor changes in the language covering reductions in force.
Highlights Of Tentative Agreement With Service Staff
(Custodial and Maintenance Staff)
A. Salary
Years 1 through 4: In increase in base rates each year equal to the Northeast Regional CPI number, plus one percent (for 2006-07 this will be 5.44 percent). The CPI number is no lower than 2% and no higher than 5%.
B. Incentive Pay
In years two, three, and four, add five cents per hour to the incentive pay. (Incentive pay is the service union’s version of longevity—an additional payment made to longer-term employees)
C. Health Insurance
In the first year the District share of health insurance will decrease from 88% to 87%; the second year will be 86% and the third year 85%. The district share will be based on the premium for an HMO plan, service employees who choose the more expensive Point of Service (POS) plan will pay the respective copay, plus any difference in cost between the HMO and POS premiums. The board estimates that this last change will save the equivalent of about one percent in salary.
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