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On Thursday, February 13, 2014, bargaining teams representing the Medford School District and the Medford

Education Association met with a state mediator to work toward a ratifiable agreement.

Below is a summary of the public offers on the table at the end of the day with a description of some key

agreements and differences between the two offers.

Article/Title Current District Offer 2/13/14 Current MEA Offer 2/13/14I Contract

ConditionsTentative Agreement 1/7/14

II RecognitionTentative Agreement 8/6/13

III Association Rights

& ResponsibilitiesTentative Agreement12/9/13

IV Dist. Management

ObligationsTentative Agreement 12/9 13

V GrievanceTentative Agreement 1/7/14

VI Bargaining Unit

Member RightsTentative Agreement 1/7/14

VII Vacancies, Transfers,

and AssignmentsTentative Agreement 12/9/13

VIII Layoff Tentative Agreement 1/7 14 (unresolved legal issueunder study by MEA)

At Issue: What must still be modified to ensure the layoff procedure complies with state law?

IX School Calendar

and Work Year

190-day calendar (decrease from 192)

Up to 177 instructional days

7 paid holidays

If the District adds additional days to the

calendar, it will compensate teachers at the

daily rate.

2 hours will be provided at each mid-quarterand 3.75 hours at the end of the first and

third quarters for grading.

Per past contract, the district will provide 1

day prior to school year for teachers to work

in their rooms.

190-day calendar

Up to 177 instructional days

7 paid holidays

3.75 hours will be provided at each mid-

quarter and 3.75 hours at the end of the first

and third quarters for grading.

The District is prohibited from providing in-service training on grading days.

The district must provide 1 days of

uninterrupted time for teachers to work in

their rooms.

X Leaves of AbsenceTentative Agreement 12/9/13

XI Basic

Compensation

Increase to Salary

2013-14: 10%(2.1% + 6% +1.9%)* 2014-15: 2% 2015-16: 2%Licensed Specialists (An additional $6000

added to the base salary for these positions:

Speech/Language Pathologists, Psychologists,

Nurses, Behavior Specialists)

*2.1% for four additional days; 6% as offset for

teachers paying 6% PERS contribution; 1.9% COLA

Increase to Salary

2013-14: 10.3%(2.1% + 6% + 2.2%)* 2014-15: 2.5% and 2.5% longevity

(approximately $1725) stipend to

teachers with 17 or more years of

experience

*2.1% for four additional days; 6% as offset if

teachers pay 6% PERS contribution; 2.2% COLA

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XII Working

Conditions

During

School Days

Prep Time:

High School Teachers:1 prep period during

school day (average of about 300 minutes

each week.) Will keep student loads below

181 and work out overloads with teacher.

Elementary Teachers:40-minute prep time

during school day each week and Wednesday

afternoon prep/planning time with

colleagues (average of 380 minutes of prep

time each week). Pay $1,000stipend for each

teacher with a combination classrooms.

Special Education:District will allocate up to

7 additional half-time Special Education

Assistants & 1 Special Education Teacher for

case load management. No new committee.

Prep Time:

High School Teachers:Principal must work

with union representative and teacher to

reduce caseloads over 180. If union does not

approve solution, the teacher will be paid

$100 each nine weeks for every student over

180 caseload.

Elementary Teachers:Pay $1,000stipend for

each teacher with a combination classrooms.

Special Education: Pay special Education

Teachers $50per month per student above

the case load standard set by a new Special

Ed Committee or add additional teachers.

XIII Insurance

Benefits

Health insurance composite premium cost:

2013-14: Current rate; District pays$1050/month (95%); teachers pay 5%

2014-15: District pays $1075/month(89%); teachers pay remaining 11%

2015-16: District pays $1,100/month(83%); teachers pay 17%

For the duration of the contract, District

provides 100% of premium contribution for

the $1500 deductible plan and contributes

$500/year into teachers Health Savings

Account.

Health insurance composite premium cost:

2013-14: Current rate; District pays$1050/month (95%); teachers pay (5%)

2014-15: No increase to teachers. 2015-16: District pays 92%; teachers pay

8%

XIV Early

Retirement

Benefits

Early Retirement Incentive

Qualifying teachers who retire by June 30,

2015, receive up to 8 years of health

insurance; qualifying teachers who retire

after June 30, 2015, receive $1,500 per year

of service through October 1, 2013.

(Estimated total cost: $14 million through

June 30, 2043)

Early Retirement Incentive

Qualifying teachers who retire by June 30,

2015, receive up to 8 years of health

insurance; qualifying teachers who retire

after June 30, 2015, receive $2,000 per year

of service up to $60,000.

(Estimated total cost: $19.7 to $21 million

through June 30, 2043)

XV Job Sharing

Tentative Agreement 8/6/13XVI Extra

CompensationTentative Agreement 1/7/14

XVII Continuing Prof.

DevelopmentTentative Agreement 8/6/13

XVIII Joint Committees Tentative Agreement 1/7/14 (unresolved legal issueunder study by MEA)

At Issue: Should the District Board and Superintendent retain authority to reject a

recommendation from the Insurance Committee? Section B (4-5)

Under previous contract language the committee was advisory only in nature.

XIX Duration of

ContractThree Years until June 30, 2016 Two Years until June 30, 2015