What is the Negotiated Agreement?
Every three years or so, PGCEA members sit down with representatives of the Board of Education to discuss salary, benefits, planning time, classroom discipline, school safety, non-teaching duties, materials, and more. Agreements reached as a part of these talks become the contract between the Board of Education and PGCEA members. The contract governs wages, benefits, and working conditions for everyone in our bargaining unit, which includes teachers, specialists, guidance counselors, speech and occupational therapists, pupil personnel workers and psychologists. The contractual language we are able to negotiate depends on a number of variables, including:
- What percentage of professionals are PGCEA members.
- Whether the Board of Education believes teachers are willing to take action to back up their negotiating team.
- Budget considerations.
- The political climate in the county and state
Maryland’s State Board of Education and many local boards of education are trying to limit the range of issues teachers can bring to the bargaining table. For example, they have said that we cannot negotiate over education policy issues such as class size. PGCEA disagrees. We believe these kinds of issues are critical to our ability to do our jobs and to assure the highest quality education for our students. The county government can refuse to fund the contract as negotiated – and has. Because the law in Maryland does not create a level playing field, teachers face a continuous battle to protect the gains they win in negotiations. It takes our collective action to protect our negotiated agreement.
How Does a Contract Work? In most cases, administrators try to follow the contract. When they do not or when teachers and administrators interpret the language differently, PGCEA uses the grievance procedure to solve the dispute. The grievance procedure is part of the contract and therefore, binding. It has several steps, beginning with an informal discussion between the grievant and the immediate supervisor, usually the principal. The grievant has the right to have a PGCEA representative present. Arbitration, the final step in the grievance process, often gives the school system an incentive to settle at a lower level by involving a neutral, outside party. Should the grievance not “settle,” the decision of the arbitrator is binding. You may hear that the grievance procedure protects “bad” teachers in the system. PGCEA’s view is that we have an interest and responsibility to preserve all teachers` due process rights. This protects all of us from favoritism, discrimination, and everyday conflicts of style and personality.