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Frequently Asked Questions
Is it true that ATRs have less protection and could be brought up on charges for lesser cause than other members?
Posted May 20, 2014 | Rating:
ATRs retain due process rights. No ATR can be fired until an arbitrator decides that it is appropriate in an expedited 3020a hearing.
Will the two 4 percent retroactive raises from the 2014 contract be used to calculate the three highest income years for those who retire in the next few years?
Posted May 20, 2014 | Category: Pension | Rating:
Yes. The pensions of members who retired between July 1, 2014 and May 2018 are calculated based on the full 8 percent rate being factored into their final salary as well as all other effective contractual raises.
Posted May 20, 2014 | Category: Salary | Rating:
You will receive retroactive pay only if you are continuously employed up to the date of the payout as a full-time or part-time teacher or paraprofessional eligible for health insurance.
What factors will determine what makes a school “high need” or “hard to staff” and therefore eligible for the differential?
The chancellor, in consultation with the UFT, will determine the schools that are eligible.
The Ambassador positions are available to all educators, including paraprofessionals. The Model and Master Teacher positions are only for teachers.
My school does not want to use the DOE curriculum. What is the process for using another approved curriculum?
The proposed contract states that the DOE has agreed to provide the curriculum. However, there is nothing in this agreement to prohibit use of another curriculum or the voluntary collaboration by teachers and other school staff on curriculum where approved by the principal.
The chancellor will determine the number.
The school must apply to a joint UFT/DOE panel and outline its vision and plan of action. Educators and other stakeholders within the school should develop the proposal. The school leadership team must approve the proposal before it is submitted to the panel. If the joint UFT/DOE panel approves it, the proposal must then be approved by at least 65 percent of the UFT-represented staff at the school who vote and by the principalRead More >
The program is specifically designed for schools that already have high levels of collaboration and trust. Especially in the first year, the panel will be looking for schools where everyone involved is ready and eager to implement the changes in the proposal.
Do the changes to the workday to free up time for training, parent engagement and other professional work apply to related service providers?
The repurposed workday applies only to teachers and paraprofessionals in single-session schools unless a school has adopted a school-based option on the reconfiguration of time. The repurposed workday does not apply to guidance counselors, school psychologists and social workers, OTs and PTs, school secretaries, lab specialists, school nurses and supervisors of nurses/therapists. People in those titles work the same number of hours and minutes each day as they always have. While the work...Read More >
The DOE told the union during negotiations that there would be no more additional report cards as a result of the addition of two evening parent-teacher conferences.
Multi-session, District 75 and District 79 schools may stick with their current schedules since the three pre-set options in the contract don’t apply to them. These schools, however, are encouraged to propose ideas for reconfiguring the workday to include time for parent engagement, training and other professional work using the SBO process.
Can teachers meet with individual parents or groups of parents during the repurposed time for parent engagement?
Yes, but those meetings do not replace regular parent/teacher conferences. Teachers can also use the repurposed time allocated for parent engagement for phone calls to parents, written correspondence including email, creating newsletters, creating content for a school or class website, and preparing report cards or progress reports.
Under the new contract, the DOE after Oct. 15 is obligated to send an ATR to any school in the district, then borough with a vacancy in the teacher’s license area. If there aren’t any vacancies in the teacher’s home district, the DOE can send the teacher to a school with a vacancy in the teacher’s license area in the same borough. The principal retains the discretion to keep the teacher or return him or her to the ATR pool.Read More >
Under the new contract, schools that select ATRs for permanent placement will not have that ATR’s salary included in the school’s average teacher salary calculation, which means that principals no longer has a reason to pass over more senior educators in favor of newer hires with lower salaries.