Collective bargaining agreement - Case Study Example

Case Study: Collective Bargaining Agreement al Affiliation Case Study: Collective Bargaining Agreement Key Issues GREENFIELD SCHOOLANDOVER SCHOOLWorkloadAssessed through considerations of a number of factors1. Number of students2. Assignments 3. Outside preparation Assessment based on primarily time 37 1/2 Hours Overtime for work beyond 40 hours HolidaysAll national holidaysSchool closureCommittee voted holidays Floating legal holidays National holidays Tuition Paid by the committee Adherence to hourly credit and course fees2012-13 $1,500 2013-14 $3,0002014-15 $5,000A maximum of $1,000 per yearSalary Salary schedule based on degree statusDuring first year, 50% credit awarded, and the next 50% awarded the following year.

Increase in salary 1.5% Effective July 1, 20142% Effective July 1, 20152% Effective July 1, 2016Performance evaluation Conducted openly, and results given to teachers by supervisorsOnce per year by immediate supervisor VacationsTwo emergency days annuallyHospital leave One, five, ten, fifteen year anniversary Five vacation days up to 1 NovemberExceptional cases Table 1.1 As depicted above, the collective bargaining agreements are different owing to the disparity in schools and their constituent states.

Factors such as salaries differ, and Andover, our school, seems to have better terms that suit teachers better. There is an increase in the salary for the years after the signing of the agreement, bettering compensation for rendered services. In terms of vacations and holidays, Andover has better terms that point out the specific periods set for holidays. The workload of Greenfield School is more elaborate, considering a variety of factors, and thus maximizing efficiency. Andover has a set minimum of 37 1/2 hours for every teacher.

Tuition reimbursement is also a key issue addressed, and Andover has an increasing trend compared to the stagnant Greenfield’s reimbursement (Cohen-Vogel 2007). Andover School Committee plays a major role in the contract setting and collective bargaining by addressing essentials in the agreement. It is through the committee that personal holidays are issued, and it votes in holidays for the school. The committee is a crucial player in the bargaining process, and it considers the issues raised by teachers, such as salaries and tuition reimbursement.

The board is effective in collective bargaining generation of contracts with the district. ReferencesCohen-Vogel, L. (2007). Allocating quality: Collective bargaining agreements and administrative discretion over teacher assignment. Educational Administration Quarterly, 43(4), 433-461.