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payments for attendance and longevity
State Rep and AFT Michigan Member Regina Weiss Leads
Aug 17, 2023
Hello Unit I,
I have been in communication with Brian regarding our last payments for attendance and longevity payments. Both payments are contractually due to be paid on the last pay in August. I advocated for Brian to pay separate those payments and pay one early. If you didn't notice yet, instead of attendance on one and longevity on another it appeared that it was a portion of each. I asked and this is Brian's reply...
"I followed up on the longevity payments and they were paid for half the amounts (unintentionally). The remainder will be paid on the 31st.
The annual attendance incentive payments are included if they qualified for the annual amount. These were all paid (periodic, annual, and the alternative one as stated in the LOA).
Sorry the longevity mistake happened; it was a reuse of an old spreadsheet format which had the former longevity levels in it."
I hope this helps and I am looking forward to the corrections on the next check. Thank you for those who inquired and happy to have a reply.
Enjoy your last couple of days off!Regina
Regina Roza
Teaching Assistant/Vocational Trainer
AFT Michigan FWISE Local 3760
President
Health Care Representative
Conference Co-Chair
Fax: 734-994-8110
Phone:734-994-8100 x 4300
Washtenaw News Young Adult Transition Program
1935 South Industrial Highway, Suite B
Ann Arbor, MI 48104
Prom-payment-timesheet needed
Hello Unit's I and II
Jul 7, 2023, 9:34 AM
I hope you are enjoying your summer! When we left for summer, there was an outstanding topic regarding payment for working prom. The Federation has been advocating for those who worked at the prom to be compensated with either flextime or paid for their time. I know it has been a while, and I wish we could have told you sooner. However, I am happy to say we have convinced Cherie that we are truly working and that people working should be compensated. Cherie was there and was impressed at how much work was really put in. For those who supported prom in some way, thank you all for being patient and supporting our students.
If you were a member of the prom committee and/or worked the prom, please complete the timesheet or the flex-time sheet for the appropriate unit and RETURN TO ME. I will be submitting them to Cherie for approval, and they will be processed.
If you are not a dues paying member, this is yet another way I (your Federation) have advocated for you! If you need information on how to join, please reach out to me asap. I would be happy to answer any questions on how to get you involved!
Stronger Together, Regina
Regina Roza
Teaching Assistant/Vocational Trainer
AFT Michigan FWISE Local 3760
President
Health Care Representative
Conference Co-Chair
Fax: 734-994-8110
Phone:734-994-8100 x 4300
Washtenaw News Young Adult Transition Program
1935 South Industrial Highway, Suite B
Ann Arbor, MI 48104
If you were a member of the prom committee and/or worked the prom, please complete the timesheet or the flex-time sheet for the appropriate unit and RETURN TO Regina Roza.
Democrats Restore Educator Rights
State Rep and AFT Michigan Member Regina Weiss Leads
What Happened
Late yesterday, June 28th, the Democratic majority in the State House and Senate passed a series of bills that restored educator rights taken away under the Engler and Snyder Administrations.
For K-12 teachers, restored as mandatory subjects of bargaining, including: placement and other personnel decisions, content of an evaluation process, discipline and discharge, format and timing of classroom observations, and merit pay.
For K-12 support staff, the decision of a district to privatize work is restored as a mandatory subject of bargaining.
For all K-12 school employees, payroll deduction of dues is again allowed.
For all public employees, PA 54 has been repealed. This is the law that states that if a new contract is not in place when the current contract expires employees do not get steps, have to pay for the total increase in the employer's health care costs, and cannot negotiate retroactive pay.
Also yesterday, the bill that restores the right of the Detroit Teachers to bargain wages for teachers hired after September 2019, a bill that passed previously, was given immediate effect so it will impact the DFT's current bargaining (Note that some Republican lawmakers who voted against this bill, did vote for immediate effect.)
The other bills take effect 90 days after the end of the legislative session, probably March 31, 2024.
Work on further restoration of additional rights continues. This includes the right of Graduate Assistant Research Assistants to organize which passed the Senate and should pass the House in the Fall, teacher tenure, health care 80/20 and hard cap, and teacher evaluations beyond the right to again bargain the evaluation process secured last night.
Why it Happened
These rights were restored because of those who contributed to PAC, knocked on doors and made calls for endorsed candidates, talked with co-workers, family, neighbors and friends about candidates who support public education, respect employees, and value unions. Pure and simple. These rights were restored as a result of those who worked hard to pass non-partisan reapportionment through Voters not Politicians and expanding voting access through Promote the Vote in 2018.
Included in those allies we helped elect is our own Regina Weiss, a State Representative and a member of the Detroit Federation of Teachers. The restoring of our rights in the Public Employees Relations Act was led by Regina. She led, she fought, she worked tirelessly.
Special appreciation also to State Senator Stephanie Chang who led the charge on restoring DFT bargaining rights, State Representative Brenda Carter who sponsored the bill that restored privatization as a subject of bargaining, and State Representative and former MEA local President Matt Kolezar who moved the repeal of PA 54.
Of course, we also appreciate the leadership of House Speaker Joe Tate and Senate Majority Leader Winnie Brinks.
Legislature Increases PreK-12 and Higher Education Funding
Last night,June 28th, for the first time in over 40 years, a Democratic-controlled legislature passed a budget now on its way to Governor Whitmer’s desk.
This budget:
- Increases K-12 per-pupil funding by 5%;
- Increases community college funding by 4.9%; and
- Increases university funding by 6.4%.
The PreK-12 education budget includes a 5% increase to the foundation allowance, bringing the per-pupil allowance to $9,608, an increase of $458 per pupil. The budget allocates $345 million for at risk and special education which fully funds special education and distributes at-risk funding based on an “opportunity index” formula that ensure the neediest students receive the most funding. There is a $90.9 million increase to the Great Start Readiness Program bringing the per-pupil allocation to $9,608 for full-day and $4,804 for half-day students. The budget also includes $345 million to maintain the universal free school meals the Governor launched during the COVID-19 pandemic. Teacher student loan forgiveness takes priority in this budget through a $225 million pilot program to cover payments up to $200 per month, or $400 per month for those who work in a district where 85% of the students are considered economically disadvantaged. Detroit Public Schools Community District was finally allocated the $94.4 million settlement from the 2016 lawsuit pursuing a “right to read.”
The higher education budget allocates $99.2 million for operational funding, giving universities a 6.4% increase and community colleges 4.9%. The budget also sets a 4.5% cap on raising tuition and fees. The Michigan Achievement Scholarship was allocated $300 million, $73.8 million for the Tuition Incentive Program and $26.9 million for the Michigan Competitive Scholarship program. There is also $79 million for universities and $32.8 million for community colleges for infrastructure, technology, equipment, maintenance and safety programs. The monies can be used for repairs, improvements or maintenance of existing facilities, infrastructure, debt and school safety measures.
Other highlights of the education budget include:
- $150 million for MI Kids Back on Track
- $150 million for literacy
- $50 million for before and after school programming
- $2.5 million for lunch debt relief
- $328 million school safety and student mental health
- $60 million to improve school based health facilities and recruit/retain on-campus health professionals
- $28.9 million for 31N school-based mental health services
- $76 million for expansion of “grow your own” support staff to teacher pipeline programs
- $50 million for teacher mentoring
- $450 million for the school aid fund rainy day fund
- $400 million toward MPSERS
- $150 million for transportation costs
- $125 million for electric buses
- $50 million for MI Healthy Schools (improved air and water quality in schools)
Continue the Process
Rights restored. Strong education budget. We need to keep it going. AFT Michigan fights for our members, students and communities all year round and we need your help. Can you donate $1 a week to aid us in this fight? Please visit the AFT Michigan website to contribute and make a big difference in protecting public education and building a better Michigan future!
Informational Meeting and Values Meeting
Hello Everyone,
Please inform your members that we will have a Federation Informational Meeting, Wednesday, May 10th from 4-4:40pm.
Our Executive Council will meet with Naomi regarding WISD Values and what they mean to us, on
Monday May 15th from 4-5pm.
Please remember this is something I/we have been working towards. Let's all be present and have our voices heard.
Thank you, if you have questions or can not make it, please let me know.
Stronger Together.
Regina Roza
President Local 3760
Attendance Incentive- payments are coming to you - COVID LOA
**** UPDATE***
I just received notification that we have won our grievance and January's extra duty stipend will be added to your check on February 28th. For the months of October, November, and December, you will receive back payment by March 31st. Each payment is $10 per workday per month.
The District has agreed to our position regarding the payment of 20.5.1 Extra Duty Stipend (see language below).
WISD’s decision to count contracted staff (not employed by WISD) toward the percentage of employees adding these outside staff made it so that we did not receive the Extra Duty payments. Kim Minetee, Jason Towler and I met with Naomi Norman and Brian Marcel stating our position and interpretation of the Article language to exclude contractors. In their agreement with the Federation, the District will now exclude the contracted staff in calculating the percentage of Unit I vacancies.
SECTION 5 – EXTRA DUTY STIPEND 20.5.1 If the vacancy rate for all active Unit I positions during the regular school year (first day for staff of the new school year through the last day for staff in June) is more than 12%, each employee will receive a payment of $10 per day, up to a maximum of 185 days during the Aug/Sep through June period. The calculation of the vacancy rate will be based on the Special Education Master Staffing List maintained by the Special Education Administration staff. At each month end, starting with September 30, the daily vacancy rate will be reviewed and payment for the qualifying days will be made by the last payroll of the following month. This percentage will be the whole number not rounded. (Example: 12.7=12, and 9.4=9) If the Federation accurately identifies a posting for a position that is not reflected as a vacancy on the Special Education Master Staffing List, the employer will adjust the Master Staffing List back to the date the vacancy occurred.
—----
Thank you for your support of our union, we are always looking to enforce and be sure our contract language is being applied correctly and you will get the benefits we have bargained for you.
If you have questions or concerns around any area of the contract, please feel free to reach out!
Stronger Together,
Regina
President Local 3760
*****Original Letter*****
Hello Unit I Members, I wanted to communicate with everyone regarding the attendance incentive payments. I (the Union/Federation
Hello, Unit I,
I hope you all are getting back to normal and have power!
If you are not a dues payer for the Union (Federation) you may not have heard about the grievance we submitted on behalf of Unit I. (see details below) If you do not have union dues deducted from your personal bank account/credit card you are not a dues-paying member of our union. We need everyone to be a member for additional benefits and to allow us to continue to exist. If we fall below a certain percentage, our contract means nothing, and we lose all bargaining rights. If you enjoy your benefits and additional payments please reach out and get involved and be sure you are a dues-paying member! The dues form to join is attached. Please complete and submit it to me. If you have any questions please reach out to me.
I just received notification that we have won our grievance and January's extra duty stipend will be added to your check on February 28th. For the months of October, November, and December, you will receive back payment by March 31st. Each payment is $10 per workday per month.
The District has agreed to our position regarding the payment of 20.5.1 Extra Duty Stipend (see language below).
WISD’s decision to count contracted staff (not employed by WISD) toward the percentage of employees adding these outside staff made it so that we did not receive the Extra Duty payments. Kim Minetee, Jason Towler and I met with Naomi Norman and Brian Marcel stating our position and interpretation of the Article language to exclude contractors. In their agreement with the Federation, the District will now exclude the contracted staff in calculating the percentage of Unit 1 vacancies.
SECTION 5 – EXTRA DUTY STIPEND 20.5.1 If the vacancy rate for all active Unit I positions during the regular school year (first day for staff of the new school year through the last day for staff in June) is more than 12%, each employee will receive a payment of $10 per day, up to a maximum of 185 days during the Aug/Sep through June period. The calculation of the vacancy rate will be based on the Special Education Master Staffing List maintained by the Special Education Administration staff. At each month end, starting with September 30, the daily vacancy rate will be reviewed and payment for the qualifying days will be made by the last payroll of the following month. This percentage will be the whole number not rounded. (Example: 12.7=12, and 9.4=9) If the Federation accurately identifies a posting for a position that is not reflected as a vacancy on the Special Education Master Staffing List, the employer will adjust the Master Staffing List back to the date the vacancy occurred.
—----
Thank you for your support of our union, we are always looking to enforce and be sure our contract language is being applied correctly and you will get the benefits we have bargained for you.
Stronger Together,
Regina
President Local 3760) was able to bargain a Letter of Agreement (LOA) to deviate from a few areas in the contract again this year, due to COVID reasons. I have attached the LOA for you to see all of the areas affected.
Regarding the attendance incentive I was able to bargain half of the $800 (in most cases) payments to be guaranteed not earned. The other half is to be earned with all other stipulations in play. On this last pay you received your first portion $400 (in most cases) this is the guaranteed (cash in leu) portion. On the next paycheck IF you EARNED the additional $400 (in most cases) you will get another payment on a separate check. I believe the business office will do it this way for the remainder of the school year. It makes it easier and less likely for an error.
If you have questions, you can reach out to me or your union rep. I hope this clears up any confusion.
Have a great week!
Stronger Together,
IMPORTANT-New-COVID Contract Bargained
Greetings Unit I, II and III, I want to reach out to each and every employee within our Federation to share some news. Your Union has been working on a Letter of Agreement (LOA) with administration to help benefit our members during this challenging time. I know it has been a tough year, and many people are struggling. For this reason, I personally want to reach out to each member to express my appreciation for all of you. You are why I advocate so hard to get as much support and recognition as I can for you. Thank you. If you are a dues paying member THANK YOU! Our Federation couldn't do what we do without you. If you are not a dues payer or are not sure, please see the attachment for information on how to become a member. If you are not sure and would like to talk about anything, please feel free to reach out to me anytime. 734-320-2944. Also, see below the changes negotiated and how your union has been working for you! Please read it in its entirety. There are quite a few benefits, including some compensation for everyone! If you have had a "School-Related Quarantine" at the WISD, not your child's, please email me with the details of each day. Include name, position, location, and all dates that the WISD said you must quarantine because of a WISD school-related exposure. Also, thank your union for the one time payment that was bargained in our previous negotiation sessions. On your next check, you will be receiving a $675.57 payment! Whoo hoo! I. Regarding transportation of students If the WISD is made aware of a positive COVID case on a bus, they will notify the classroom staff if the bus services their program. II. COVID-19 POSITIVE CASE NOTIFICATION Staff is required to complete a daily health screener, including each program they will enter. The WISD will notify staff when there is a confirmed positive COVID case in their program locations. III. HOME VISITS Staff shall not be required to enter the homes of families who are not following COVID safety guidelines/protocols set forth in the WISD COVID Preparedness and Response Plan. IV. PHYSICAL DISTANCING Continue with 6 feet when possible and 3 feet minimum. V. SANITIZE DESK, STUDENT DESKS, OTHER HIGH TOUCH CLASSROOM SURFACES Employees shall wipe down surfaces (desk, keyboards, student equipment, etc.) that janitors/custodians would not normally clean. VI. ATTENDANCE INCENTIVE (Unit I and Unit III) Unit I $1,200 given ($400 per period) and $1,700 earned ($400 per period), 3 days per period max allowed. Possible to earn up to $500 at the end of the year. $300 if you miss 5 days or less total, and an additional $200 if you miss 2 days or less total. Exclusions: FMLA, school business, jury duty, workers compensation, short-term military leave, employment-related subpoenas, and school-related quarantine. If an employee is not working a 1.0 FTE, the payment(s) to the employee will be prorated to their assigned FTE. Unit III Employees given $310, forty (40) hours or less earn an additional $440, or fifty-six (56) hours or less earn $250. If an employee is not working a 1.0 FTE, the payment(s) to the employee will be prorated to their assigned FTE. School-related quarantines will be excluded. VII. QUARANTINE A. EMPLOYEE QUARANTINE Can use sick time, go negative in sick bank or have days donated. Also will be allowed to work remotely, if possible, for some or all of the time. B. CHILD QUARANTINE Can use sick time, go negative in sick bank or have days donated. C. SCHOOL-RELATED QUARANTINE Can work remotely, if possible, employees will not be charged leave time, if an employee tests positive for COVID-19, regular gross compensation shall be provided for up to 30 days based upon District evaluation after the fourteenth day. Can go negative in sick leave balance up to a maximum of 10 days to cover any period beyond 30 days for school-related quarantine. (maximum days shall be prorated for part-time employees, based on FTE). “School-related” quarantines do not count as an absence for the purpose of the attendance incentive. VIII. PERSISTENCE PAY In January 2022, each Federation member shall receive “persistence pay” in the amount of $1,050. If an employee is not working a 1.0 FTE, the payment to the employee will be prorated to their assigned FTE. This pay shall be on a check separate from the employee’s regular compensation. Once the LOA is completed, we will forward it in its entirety. This is a quick synopsis. I wanted everyone to know about the additional compensation, have a moment to think about the school-related absences, and know what is going on with the negotiated changes. For those who the school-related absences in Unit I and III, please get with me ASAP! This may impact your attendance incentive payment in January. The processing of these changes will take HR and business some time, so the sooner and more we can help, the better. Please be 100% certain of this information. No guessing! I hope this helps everyone hang in there and have a fantastic holiday break. Enjoy your time off, and I hope you get refreshed and are able to spend some time with those you care about. As always, we are Stronger Together! Regina FWISE 3760 President Link to paperwork to become a due's paying member: https://drive.google.com/file/d/1d2mrciCkuexGhU1MqQ1HI8If_QZNPv97/view?usp=sharing Regina Roza Teaching Assistant/Vocational Trainer AFT Michigan FWISE Local 3760 President Health Care Representative Conference Co-Chair Fax: 734-994-8110 Phone:734-994-8100 x 4300 Washtenaw News Young Adult Transition Program 1935 South Industrial Highway, Suite B Ann Arbor, MI 48104
Your Union In Action
Informational Meeting and Values Meeting
Hello Everyone,
Please inform your members that we will have a Federation Informational Meeting, Wednesday, May 10th from 4-4:40pm.
Our Executive Council will meet with Naomi regarding WISD Values and what they mean to us, on
Monday May 15th from 4-5pm.
Please remember this is something I/we have been working towards. Let's all be present and have our voices heard.
Thank you, if you have questions or can not make it, please let me know.
Stronger Together.
Regina Roza
President Local 3760
Attendance Incentive- payments are coming to you - COVID LOA
**** UPDATE***
I just received notification that we have won our grievance and January's extra duty stipend will be added to your check on February 28th. For the months of October, November, and December, you will receive back payment by March 31st. Each payment is $10 per workday per month.
The District has agreed to our position regarding the payment of 20.5.1 Extra Duty Stipend (see language below).
WISD’s decision to count contracted staff (not employed by WISD) toward the percentage of employees adding these outside staff made it so that we did not receive the Extra Duty payments. Kim Minetee, Jason Towler and I met with Naomi Norman and Brian Marcel stating our position and interpretation of the Article language to exclude contractors. In their agreement with the Federation, the District will now exclude the contracted staff in calculating the percentage of Unit I vacancies.
SECTION 5 – EXTRA DUTY STIPEND 20.5.1 If the vacancy rate for all active Unit I positions during the regular school year (first day for staff of the new school year through the last day for staff in June) is more than 12%, each employee will receive a payment of $10 per day, up to a maximum of 185 days during the Aug/Sep through June period. The calculation of the vacancy rate will be based on the Special Education Master Staffing List maintained by the Special Education Administration staff. At each month end, starting with September 30, the daily vacancy rate will be reviewed and payment for the qualifying days will be made by the last payroll of the following month. This percentage will be the whole number not rounded. (Example: 12.7=12, and 9.4=9) If the Federation accurately identifies a posting for a position that is not reflected as a vacancy on the Special Education Master Staffing List, the employer will adjust the Master Staffing List back to the date the vacancy occurred.
—----
Thank you for your support of our union, we are always looking to enforce and be sure our contract language is being applied correctly and you will get the benefits we have bargained for you.
If you have questions or concerns around any area of the contract, please feel free to reach out!
Stronger Together,
Regina
President Local 3760
*****Original Letter*****
Hello Unit I Members, I wanted to communicate with everyone regarding the attendance incentive payments. I (the Union/Federation
Hello, Unit I,
I hope you all are getting back to normal and have power!
If you are not a dues payer for the Union (Federation) you may not have heard about the grievance we submitted on behalf of Unit I. (see details below) If you do not have union dues deducted from your personal bank account/credit card you are not a dues-paying member of our union. We need everyone to be a member for additional benefits and to allow us to continue to exist. If we fall below a certain percentage, our contract means nothing, and we lose all bargaining rights. If you enjoy your benefits and additional payments please reach out and get involved and be sure you are a dues-paying member! The dues form to join is attached. Please complete and submit it to me. If you have any questions please reach out to me.
I just received notification that we have won our grievance and January's extra duty stipend will be added to your check on February 28th. For the months of October, November, and December, you will receive back payment by March 31st. Each payment is $10 per workday per month.
The District has agreed to our position regarding the payment of 20.5.1 Extra Duty Stipend (see language below).
WISD’s decision to count contracted staff (not employed by WISD) toward the percentage of employees adding these outside staff made it so that we did not receive the Extra Duty payments. Kim Minetee, Jason Towler and I met with Naomi Norman and Brian Marcel stating our position and interpretation of the Article language to exclude contractors. In their agreement with the Federation, the District will now exclude the contracted staff in calculating the percentage of Unit 1 vacancies.
SECTION 5 – EXTRA DUTY STIPEND 20.5.1 If the vacancy rate for all active Unit I positions during the regular school year (first day for staff of the new school year through the last day for staff in June) is more than 12%, each employee will receive a payment of $10 per day, up to a maximum of 185 days during the Aug/Sep through June period. The calculation of the vacancy rate will be based on the Special Education Master Staffing List maintained by the Special Education Administration staff. At each month end, starting with September 30, the daily vacancy rate will be reviewed and payment for the qualifying days will be made by the last payroll of the following month. This percentage will be the whole number not rounded. (Example: 12.7=12, and 9.4=9) If the Federation accurately identifies a posting for a position that is not reflected as a vacancy on the Special Education Master Staffing List, the employer will adjust the Master Staffing List back to the date the vacancy occurred.
—----
Thank you for your support of our union, we are always looking to enforce and be sure our contract language is being applied correctly and you will get the benefits we have bargained for you.
Stronger Together,
Regina
President Local 3760) was able to bargain a Letter of Agreement (LOA) to deviate from a few areas in the contract again this year, due to COVID reasons. I have attached the LOA for you to see all of the areas affected.
Regarding the attendance incentive I was able to bargain half of the $800 (in most cases) payments to be guaranteed not earned. The other half is to be earned with all other stipulations in play. On this last pay you received your first portion $400 (in most cases) this is the guaranteed (cash in leu) portion. On the next paycheck IF you EARNED the additional $400 (in most cases) you will get another payment on a separate check. I believe the business office will do it this way for the remainder of the school year. It makes it easier and less likely for an error.
If you have questions, you can reach out to me or your union rep. I hope this clears up any confusion.
Have a great week!
Stronger Together,
IMPORTANT-New-COVID Contract Bargained
Greetings Unit I, II and III, I want to reach out to each and every employee within our Federation to share some news. Your Union has been working on a Letter of Agreement (LOA) with administration to help benefit our members during this challenging time. I know it has been a tough year, and many people are struggling. For this reason, I personally want to reach out to each member to express my appreciation for all of you. You are why I advocate so hard to get as much support and recognition as I can for you. Thank you. If you are a dues paying member THANK YOU! Our Federation couldn't do what we do without you. If you are not a dues payer or are not sure, please see the attachment for information on how to become a member. If you are not sure and would like to talk about anything, please feel free to reach out to me anytime. 734-320-2944. Also, see below the changes negotiated and how your union has been working for you! Please read it in its entirety. There are quite a few benefits, including some compensation for everyone! If you have had a "School-Related Quarantine" at the WISD, not your child's, please email me with the details of each day. Include name, position, location, and all dates that the WISD said you must quarantine because of a WISD school-related exposure. Also, thank your union for the one time payment that was bargained in our previous negotiation sessions. On your next check, you will be receiving a $675.57 payment! Whoo hoo! I. Regarding transportation of students If the WISD is made aware of a positive COVID case on a bus, they will notify the classroom staff if the bus services their program. II. COVID-19 POSITIVE CASE NOTIFICATION Staff is required to complete a daily health screener, including each program they will enter. The WISD will notify staff when there is a confirmed positive COVID case in their program locations. III. HOME VISITS Staff shall not be required to enter the homes of families who are not following COVID safety guidelines/protocols set forth in the WISD COVID Preparedness and Response Plan. IV. PHYSICAL DISTANCING Continue with 6 feet when possible and 3 feet minimum. V. SANITIZE DESK, STUDENT DESKS, OTHER HIGH TOUCH CLASSROOM SURFACES Employees shall wipe down surfaces (desk, keyboards, student equipment, etc.) that janitors/custodians would not normally clean. VI. ATTENDANCE INCENTIVE (Unit I and Unit III) Unit I $1,200 given ($400 per period) and $1,700 earned ($400 per period), 3 days per period max allowed. Possible to earn up to $500 at the end of the year. $300 if you miss 5 days or less total, and an additional $200 if you miss 2 days or less total. Exclusions: FMLA, school business, jury duty, workers compensation, short-term military leave, employment-related subpoenas, and school-related quarantine. If an employee is not working a 1.0 FTE, the payment(s) to the employee will be prorated to their assigned FTE. Unit III Employees given $310, forty (40) hours or less earn an additional $440, or fifty-six (56) hours or less earn $250. If an employee is not working a 1.0 FTE, the payment(s) to the employee will be prorated to their assigned FTE. School-related quarantines will be excluded. VII. QUARANTINE A. EMPLOYEE QUARANTINE Can use sick time, go negative in sick bank or have days donated. Also will be allowed to work remotely, if possible, for some or all of the time. B. CHILD QUARANTINE Can use sick time, go negative in sick bank or have days donated. C. SCHOOL-RELATED QUARANTINE Can work remotely, if possible, employees will not be charged leave time, if an employee tests positive for COVID-19, regular gross compensation shall be provided for up to 30 days based upon District evaluation after the fourteenth day. Can go negative in sick leave balance up to a maximum of 10 days to cover any period beyond 30 days for school-related quarantine. (maximum days shall be prorated for part-time employees, based on FTE). “School-related” quarantines do not count as an absence for the purpose of the attendance incentive. VIII. PERSISTENCE PAY In January 2022, each Federation member shall receive “persistence pay” in the amount of $1,050. If an employee is not working a 1.0 FTE, the payment to the employee will be prorated to their assigned FTE. This pay shall be on a check separate from the employee’s regular compensation. Once the LOA is completed, we will forward it in its entirety. This is a quick synopsis. I wanted everyone to know about the additional compensation, have a moment to think about the school-related absences, and know what is going on with the negotiated changes. For those who the school-related absences in Unit I and III, please get with me ASAP! This may impact your attendance incentive payment in January. The processing of these changes will take HR and business some time, so the sooner and more we can help, the better. Please be 100% certain of this information. No guessing! I hope this helps everyone hang in there and have a fantastic holiday break. Enjoy your time off, and I hope you get refreshed and are able to spend some time with those you care about. As always, we are Stronger Together! Regina FWISE 3760 President Link to paperwork to become a due's paying member: https://drive.google.com/file/d/1d2mrciCkuexGhU1MqQ1HI8If_QZNPv97/view?usp=sharing Regina Roza Teaching Assistant/Vocational Trainer AFT Michigan FWISE Local 3760 President Health Care Representative Conference Co-Chair Fax: 734-994-8110 Phone:734-994-8100 x 4300 Washtenaw News Young Adult Transition Program 1935 South Industrial Highway, Suite B Ann Arbor, MI 48104
Your Union In Action
AFT Michigan Rollie Hopgood Future Teachers Scholarship
https://aftmichigan.org/scholarships-grants/
This scholarship is named in honor of our late state federation president, Rollie Hopgood, to continue his goal of promoting and enhancing the teaching profession. Please follow the hyperlinks to view the applications for each of our three scholarships:
- Graduating Senior Scholarship for seniors graduating from a high school represented by an AFT Michigan local who have the goal of becoming a teacher;
- AFT Michigan PSRP Scholarship for dues paying members enrolled (full- or part-time) in a teacher certification program at a college or university;
- AFT Michigan Member Scholarship for the son(s) and/or daughter(s) of dues paying members who is a graduating senior with the goal of becoming a teacher.
Applications for the $1,000 scholarships are available in the spring and are awarded in time for the beginning of the fall term.
The application deadline is June 30, 2021.
If you have any questions or concerns, please contact Linda Moore via email (tftlindamoore@gmail.com).
AFT Robert G. Porter Scholars Program
AFT Members – this is a one-time $1,000 grant. To be eligible you must be an AFT member in good standing for at least one year and be pursuing courses in labor relations or courses in your field of work. No full-time or part-time AFT staff, state or local, may apply.
AFT Member Dependents – this is a four-year $8,000 postsecondary scholarship. To be eligible you must be an AFT member’s dependent, a graduating high school senior, pursuing a career in labor, education, healthcare or government service.
http://AFT.org/benefits/scholarships.cfm
Michigan Department of Education Grants
The Michigan Department of Education keeps information of all available grants listed on their website. It includes grants sponsored by the State of Michigan and other entities.
http://Michigan.gov/mde/0,1607,7-140-5236—,00.html
Stronger Together,
Regina
President Local 3760
Attendance Incentive- payments are coming to you - COVID LOA
**** UPDATE***
I just received notification that we have won our grievance and January's extra duty stipend will be added to your check on February 28th. For the months of October, November, and December, you will receive back payment by March 31st. Each payment is $10 per workday per month.
The District has agreed to our position regarding the payment of 20.5.1 Extra Duty Stipend (see language below).
WISD’s decision to count contracted staff (not employed by WISD) toward the percentage of employees adding these outside staff made it so that we did not receive the Extra Duty payments. Kim Minetee, Jason Towler and I met with Naomi Norman and Brian Marcel stating our position and interpretation of the Article language to exclude contractors. In their agreement with the Federation, the District will now exclude the contracted staff in calculating the percentage of Unit I vacancies.
SECTION 5 – EXTRA DUTY STIPEND 20.5.1 If the vacancy rate for all active Unit I positions during the regular school year (first day for staff of the new school year through the last day for staff in June) is more than 12%, each employee will receive a payment of $10 per day, up to a maximum of 185 days during the Aug/Sep through June period. The calculation of the vacancy rate will be based on the Special Education Master Staffing List maintained by the Special Education Administration staff. At each month end, starting with September 30, the daily vacancy rate will be reviewed and payment for the qualifying days will be made by the last payroll of the following month. This percentage will be the whole number not rounded. (Example: 12.7=12, and 9.4=9) If the Federation accurately identifies a posting for a position that is not reflected as a vacancy on the Special Education Master Staffing List, the employer will adjust the Master Staffing List back to the date the vacancy occurred.
—----
Thank you for your support of our union, we are always looking to enforce and be sure our contract language is being applied correctly and you will get the benefits we have bargained for you.
If you have questions or concerns around any area of the contract, please feel free to reach out!
Stronger Together,
Regina
President Local 3760
*****Original Letter*****
Hello Unit I Members, I wanted to communicate with everyone regarding the attendance incentive payments. I (the Union/Federation
Hello, Unit I,
I hope you all are getting back to normal and have power!
If you are not a dues payer for the Union (Federation) you may not have heard about the grievance we submitted on behalf of Unit I. (see details below) If you do not have union dues deducted from your personal bank account/credit card you are not a dues-paying member of our union. We need everyone to be a member for additional benefits and to allow us to continue to exist. If we fall below a certain percentage, our contract means nothing, and we lose all bargaining rights. If you enjoy your benefits and additional payments please reach out and get involved and be sure you are a dues-paying member! The dues form to join is attached. Please complete and submit it to me. If you have any questions please reach out to me.
I just received notification that we have won our grievance and January's extra duty stipend will be added to your check on February 28th. For the months of October, November, and December, you will receive back payment by March 31st. Each payment is $10 per workday per month.
The District has agreed to our position regarding the payment of 20.5.1 Extra Duty Stipend (see language below).
WISD’s decision to count contracted staff (not employed by WISD) toward the percentage of employees adding these outside staff made it so that we did not receive the Extra Duty payments. Kim Minetee, Jason Towler and I met with Naomi Norman and Brian Marcel stating our position and interpretation of the Article language to exclude contractors. In their agreement with the Federation, the District will now exclude the contracted staff in calculating the percentage of Unit 1 vacancies.
SECTION 5 – EXTRA DUTY STIPEND 20.5.1 If the vacancy rate for all active Unit I positions during the regular school year (first day for staff of the new school year through the last day for staff in June) is more than 12%, each employee will receive a payment of $10 per day, up to a maximum of 185 days during the Aug/Sep through June period. The calculation of the vacancy rate will be based on the Special Education Master Staffing List maintained by the Special Education Administration staff. At each month end, starting with September 30, the daily vacancy rate will be reviewed and payment for the qualifying days will be made by the last payroll of the following month. This percentage will be the whole number not rounded. (Example: 12.7=12, and 9.4=9) If the Federation accurately identifies a posting for a position that is not reflected as a vacancy on the Special Education Master Staffing List, the employer will adjust the Master Staffing List back to the date the vacancy occurred.
—----
Thank you for your support of our union, we are always looking to enforce and be sure our contract language is being applied correctly and you will get the benefits we have bargained for you.
Stronger Together,
Regina
President Local 3760) was able to bargain a Letter of Agreement (LOA) to deviate from a few areas in the contract again this year, due to COVID reasons. I have attached the LOA for you to see all of the areas affected.
Regarding the attendance incentive I was able to bargain half of the $800 (in most cases) payments to be guaranteed not earned. The other half is to be earned with all other stipulations in play. On this last pay you received your first portion $400 (in most cases) this is the guaranteed (cash in leu) portion. On the next paycheck IF you EARNED the additional $400 (in most cases) you will get another payment on a separate check. I believe the business office will do it this way for the remainder of the school year. It makes it easier and less likely for an error.
If you have questions, you can reach out to me or your union rep. I hope this clears up any confusion.
Have a great week!
Stronger Together,
IMPORTANT-New-COVID Contract Bargained
Greetings Unit I, II and III, I want to reach out to each and every employee within our Federation to share some news. Your Union has been working on a Letter of Agreement (LOA) with administration to help benefit our members during this challenging time. I know it has been a tough year, and many people are struggling. For this reason, I personally want to reach out to each member to express my appreciation for all of you. You are why I advocate so hard to get as much support and recognition as I can for you. Thank you. If you are a dues paying member THANK YOU! Our Federation couldn't do what we do without you. If you are not a dues payer or are not sure, please see the attachment for information on how to become a member. If you are not sure and would like to talk about anything, please feel free to reach out to me anytime. 734-320-2944. Also, see below the changes negotiated and how your union has been working for you! Please read it in its entirety. There are quite a few benefits, including some compensation for everyone! If you have had a "School-Related Quarantine" at the WISD, not your child's, please email me with the details of each day. Include name, position, location, and all dates that the WISD said you must quarantine because of a WISD school-related exposure. Also, thank your union for the one time payment that was bargained in our previous negotiation sessions. On your next check, you will be receiving a $675.57 payment! Whoo hoo! I. Regarding transportation of students If the WISD is made aware of a positive COVID case on a bus, they will notify the classroom staff if the bus services their program. II. COVID-19 POSITIVE CASE NOTIFICATION Staff is required to complete a daily health screener, including each program they will enter. The WISD will notify staff when there is a confirmed positive COVID case in their program locations. III. HOME VISITS Staff shall not be required to enter the homes of families who are not following COVID safety guidelines/protocols set forth in the WISD COVID Preparedness and Response Plan. IV. PHYSICAL DISTANCING Continue with 6 feet when possible and 3 feet minimum. V. SANITIZE DESK, STUDENT DESKS, OTHER HIGH TOUCH CLASSROOM SURFACES Employees shall wipe down surfaces (desk, keyboards, student equipment, etc.) that janitors/custodians would not normally clean. VI. ATTENDANCE INCENTIVE (Unit I and Unit III) Unit I $1,200 given ($400 per period) and $1,700 earned ($400 per period), 3 days per period max allowed. Possible to earn up to $500 at the end of the year. $300 if you miss 5 days or less total, and an additional $200 if you miss 2 days or less total. Exclusions: FMLA, school business, jury duty, workers compensation, short-term military leave, employment-related subpoenas, and school-related quarantine. If an employee is not working a 1.0 FTE, the payment(s) to the employee will be prorated to their assigned FTE. Unit III Employees given $310, forty (40) hours or less earn an additional $440, or fifty-six (56) hours or less earn $250. If an employee is not working a 1.0 FTE, the payment(s) to the employee will be prorated to their assigned FTE. School-related quarantines will be excluded. VII. QUARANTINE A. EMPLOYEE QUARANTINE Can use sick time, go negative in sick bank or have days donated. Also will be allowed to work remotely, if possible, for some or all of the time. B. CHILD QUARANTINE Can use sick time, go negative in sick bank or have days donated. C. SCHOOL-RELATED QUARANTINE Can work remotely, if possible, employees will not be charged leave time, if an employee tests positive for COVID-19, regular gross compensation shall be provided for up to 30 days based upon District evaluation after the fourteenth day. Can go negative in sick leave balance up to a maximum of 10 days to cover any period beyond 30 days for school-related quarantine. (maximum days shall be prorated for part-time employees, based on FTE). “School-related” quarantines do not count as an absence for the purpose of the attendance incentive. VIII. PERSISTENCE PAY In January 2022, each Federation member shall receive “persistence pay” in the amount of $1,050. If an employee is not working a 1.0 FTE, the payment to the employee will be prorated to their assigned FTE. This pay shall be on a check separate from the employee’s regular compensation. Once the LOA is completed, we will forward it in its entirety. This is a quick synopsis. I wanted everyone to know about the additional compensation, have a moment to think about the school-related absences, and know what is going on with the negotiated changes. For those who the school-related absences in Unit I and III, please get with me ASAP! This may impact your attendance incentive payment in January. The processing of these changes will take HR and business some time, so the sooner and more we can help, the better. Please be 100% certain of this information. No guessing! I hope this helps everyone hang in there and have a fantastic holiday break. Enjoy your time off, and I hope you get refreshed and are able to spend some time with those you care about. As always, we are Stronger Together! Regina FWISE 3760 President Link to paperwork to become a due's paying member: https://drive.google.com/file/d/1d2mrciCkuexGhU1MqQ1HI8If_QZNPv97/view?usp=sharing Regina Roza Teaching Assistant/Vocational Trainer AFT Michigan FWISE Local 3760 President Health Care Representative Conference Co-Chair Fax: 734-994-8110 Phone:734-994-8100 x 4300 Washtenaw News Young Adult Transition Program 1935 South Industrial Highway, Suite B Ann Arbor, MI 48104
Your Union In Action
Attendance Incentive Payments - COVID LOA
Hello Unit I Members, I wanted to communicate with everyone regarding the attendance incentive payments. I (the Union/Federation) was able to bargain a Letter of Agreement (LOA) to deviate from a few areas in the contract again this year, due to COVID reasons. I have attached the LOA for you to see all of the areas affected.
Regarding the attendance incentive I was able to bargain half of the $800 (in most cases) payments to be guaranteed not earned. The other half is to be earned with all other stipulations in play. On this last pay you received your first portion $400 (in most cases) this is the guaranteed (cash in leu) portion. On the next paycheck IF you EARNED the additional $400 (in most cases) you will get another payment on a separate check. I believe the business office will do it this way for the remainder of the school year. It makes it easier and less likely for an error.
If you have questions, you can reach out to me or your union rep. I hope this clears up any confusion.
Have a great week!
Stronger Together,
IMPORTANT-New-COVID Contract Bargained
Greetings Unit I, II and III, I want to reach out to each and every employee within our Federation to share some news. Your Union has been working on a Letter of Agreement (LOA) with administration to help benefit our members during this challenging time. I know it has been a tough year, and many people are struggling. For this reason, I personally want to reach out to each member to express my appreciation for all of you. You are why I advocate so hard to get as much support and recognition as I can for you. Thank you. If you are a dues paying member THANK YOU! Our Federation couldn't do what we do without you. If you are not a dues payer or are not sure, please see the attachment for information on how to become a member. If you are not sure and would like to talk about anything, please feel free to reach out to me anytime. 734-320-2944. Also, see below the changes negotiated and how your union has been working for you! Please read it in its entirety. There are quite a few benefits, including some compensation for everyone! If you have had a "School-Related Quarantine" at the WISD, not your child's, please email me with the details of each day. Include name, position, location, and all dates that the WISD said you must quarantine because of a WISD school-related exposure. Also, thank your union for the one time payment that was bargained in our previous negotiation sessions. On your next check, you will be receiving a $675.57 payment! Whoo hoo! I. Regarding transportation of students If the WISD is made aware of a positive COVID case on a bus, they will notify the classroom staff if the bus services their program. II. COVID-19 POSITIVE CASE NOTIFICATION Staff is required to complete a daily health screener, including each program they will enter. The WISD will notify staff when there is a confirmed positive COVID case in their program locations. III. HOME VISITS Staff shall not be required to enter the homes of families who are not following COVID safety guidelines/protocols set forth in the WISD COVID Preparedness and Response Plan. IV. PHYSICAL DISTANCING Continue with 6 feet when possible and 3 feet minimum. V. SANITIZE DESK, STUDENT DESKS, OTHER HIGH TOUCH CLASSROOM SURFACES Employees shall wipe down surfaces (desk, keyboards, student equipment, etc.) that janitors/custodians would not normally clean. VI. ATTENDANCE INCENTIVE (Unit I and Unit III) Unit I $1,200 given ($400 per period) and $1,700 earned ($400 per period), 3 days per period max allowed. Possible to earn up to $500 at the end of the year. $300 if you miss 5 days or less total, and an additional $200 if you miss 2 days or less total. Exclusions: FMLA, school business, jury duty, workers compensation, short-term military leave, employment-related subpoenas, and school-related quarantine. If an employee is not working a 1.0 FTE, the payment(s) to the employee will be prorated to their assigned FTE. Unit III Employees given $310, forty (40) hours or less earn an additional $440, or fifty-six (56) hours or less earn $250. If an employee is not working a 1.0 FTE, the payment(s) to the employee will be prorated to their assigned FTE. School-related quarantines will be excluded. VII. QUARANTINE A. EMPLOYEE QUARANTINE Can use sick time, go negative in sick bank or have days donated. Also will be allowed to work remotely, if possible, for some or all of the time. B. CHILD QUARANTINE Can use sick time, go negative in sick bank or have days donated. C. SCHOOL-RELATED QUARANTINE Can work remotely, if possible, employees will not be charged leave time, if an employee tests positive for COVID-19, regular gross compensation shall be provided for up to 30 days based upon District evaluation after the fourteenth day. Can go negative in sick leave balance up to a maximum of 10 days to cover any period beyond 30 days for school-related quarantine. (maximum days shall be prorated for part-time employees, based on FTE). “School-related” quarantines do not count as an absence for the purpose of the attendance incentive. VIII. PERSISTENCE PAY In January 2022, each Federation member shall receive “persistence pay” in the amount of $1,050. If an employee is not working a 1.0 FTE, the payment to the employee will be prorated to their assigned FTE. This pay shall be on a check separate from the employee’s regular compensation. Once the LOA is completed, we will forward it in its entirety. This is a quick synopsis. I wanted everyone to know about the additional compensation, have a moment to think about the school-related absences, and know what is going on with the negotiated changes. For those who the school-related absences in Unit I and III, please get with me ASAP! This may impact your attendance incentive payment in January. The processing of these changes will take HR and business some time, so the sooner and more we can help, the better. Please be 100% certain of this information. No guessing! I hope this helps everyone hang in there and have a fantastic holiday break. Enjoy your time off, and I hope you get refreshed and are able to spend some time with those you care about. As always, we are Stronger Together! Regina FWISE 3760 President Link to paperwork to become a due's paying member: https://drive.google.com/file/d/1d2mrciCkuexGhU1MqQ1HI8If_QZNPv97/view?usp=sharing Regina Roza Teaching Assistant/Vocational Trainer AFT Michigan FWISE Local 3760 President Health Care Representative Conference Co-Chair Fax: 734-994-8110 Phone:734-994-8100 x 4300 Washtenaw News Young Adult Transition Program 1935 South Industrial Highway, Suite B Ann Arbor, MI 48104
Your Union In Action
**********IMPORTANT********** Our new Covid LOA can be found in the "Important Documents" section of this website!!
COVID-19: What do we do now?
Since President Biden took office, Americans have had access to free COVID-19 vaccines, booster shots, treatments, tests and protective equipment such as masks. This was made possible as a result of bipartisan support for these lifesaving tools. But as COVID-19 persists, and as we return more and more to our pre-pandemic routines, what should we be doing to keep ourselves, our families and our communities safe, as we continue reopening the economy, schools, camps and other activities and deal with new surges and variants?
Please join AFT President Randi Weingarten, White House COVID-19 Response Coordinator and Counselor to the President Dr. Ashish Jha, and other union members and leaders to discuss both where we are and what we collectively need to do to help protect our students, families, patients, members and communities in schools, hospitals, cities, towns and workplaces across the country.
Date: Thursday, May 5 Time: 6:45 p.m. Eastern
Use this link to register:
https://actionnetwork.org/forms/covid-19-what-do-we-do-now?source=direct_link&
Enter your name, email, zip code, and mobile phone number in the "RSVP TO JOIN THE CALL" box.
Next check the "Opt in" box.
Finally, click the "SUBMIT" button
You will automatically receive a call at the start of the town hall—you won’t need to call in!
Registrations submitted after noon Thursday the 5th will not be included.