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Unit A Negotiations January 28, 2025 Meeting Update

Unit A Negotiations January 28, 2025 Meeting Update

On January 28th the DEA and the Negotiations Subcommittee continued to present responses to language and wage proposals exchanged by the parties. 

To view the current status of proposals, click here.

DEA revision of prior DEA proposals included: 

  1. Three language proposals that would establish aspirational goals to maintain certain levels of staffing for librarians, interventionist, and instructional coaches. 
  2. Language regarding the maintenance and conditions in faculty/staff bathrooms. 
  3. Language establishing additional compensation for unit members responsible for planning field trips. 
  4. Language establishing protocols for management of extreme temperatures in classrooms and clinics. 
  5. Language establishing protocols and expectations for district notification to the DEA regarding use of outside contractors to provide instructional services. 

DEA counter proposals included:

  1. A revised proposal to modify language relating to paid time off for bereavement leave. 
  2. A revised proposal to provide additional compensation to unit members for time associated with moving classrooms. 
  3. A revised proposal to provide additional compensation to unit members who apply for and are selected to teach courses or manage caseloads that exceed their contractual duties. 
  4. A revised proposal to amend language regarding the maintenance of specialist staffing at the elementary level.
  5. A revised proposal to amend language specifying the number of parent-teacher conferences at the elementary level. 

On January 28th, the Negotiations Subcommittee presented a counter proposal to the DEA’s initial wage proposal (12/9/24)  which aimed to:

  • Provide a differentiated wage package that ensures wage increases for all unit members while addressing less competitive wages for top step employees through: 
    1. a tiered approach to cost of living adjustments (COLA) at early, middle, and top steps. 
    2. wage differentials applied to top step salaries. 
    3. recognizing longevity earlier in educator’s careers in Dedham through adjustments to step increases in the pay scale. 
  • Ensure that the school department’s budget stabilizes and returns to year over year increases that the town can afford through annual appropriation at Town Meeting. 

In preparing this wage counterproposal, the Negotiations Subcommittee reviewed comprehensive data, including comparisons to local school districts, a more complete review of individual employee compensation, and considerations of potential budgetary impacts to the school and town operating budgets for future years.