A Tennessee Collective Bargaining Agreement (CBA) is a legally binding contract that outlines the terms and conditions of employment between a school district and the Community Teachers' Association (CTA). This agreement is developed through negotiations between the school district and the CTA representatives, with an aim to establish fair and equitable working conditions for all teachers within the school community. The Tennessee CBA between a school district and the CTA covers various aspects of employment, including salary scales, benefits, working hours, leave policies, grievance procedures, professional development opportunities, and job security provisions. It ensures that teachers' rights are protected and that they have a voice in decisions regarding their working conditions. Specifically, the CBA outlines the salary structure for teachers based on factors such as experience, education level, and tenure. It may include provisions for annual increases or step advancements, as well as details on performance-based bonuses or incentives. Additionally, the agreement includes provisions for health insurance, retirement plans, and other benefits that teachers are entitled to. Working hours and workload allocation are also addressed in the Tennessee CBA. It may establish the number of instructional hours per day or week, define planning and preparation time, and set guidelines for class sizes and student-teacher ratios. The agreement may also address issues of teacher evaluations, professional development opportunities, and the role of teachers in decision-making processes within the school district. Leave policies, including sick leave, maternity/paternity leave, and personal leave, are typically detailed in the CBA. It defines the number of days or hours of each type of leave teachers are entitled to, as well as procedures for requesting and approving leave. Additionally, the CBA may outline procedures for addressing grievances or disputes that may arise between teachers and the school district, ensuring a fair resolution process. In terms of job security, the CBA may address issues such as tenure, layoffs, and performance evaluations. It may outline the criteria and process for awarding and maintaining tenure, as well as the procedures and rights of teachers in case of layoffs or reductions in force. Furthermore, the CBA may establish guidelines for performance evaluations, including the criteria used, frequency of evaluations, and the role of teachers in the evaluation process. It is important to note that there may be different types or versions of the Tennessee Collective Bargaining Agreement between school districts and the Community Teachers' Association. Each school district may have its own unique CBA, tailored to meet the specific needs and priorities of that school community. These CBA may differ in terms of the provisions and details outlined, while the overarching goal remains the same — to protect the rights and promote the well-being of teachers within the school district.
Tennessee Collective Bargaining Agreement Between School District and Community Teachers' Association
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FAQ
Academic collective bargaining includes the unionization of all sectors of the higher education workforcefrom tenure-line faculty to graduate student employees, and from academic professionals to support staff.
Collective bargaining gives educators a voice in their workplace. It helps assure fair wages and benefits, im- proving teacher recruitment and retention. Educators also negotiate better teaching and learning conditions.
Professional Educators of Tennessee is a member-owned, member-governed professional association. Our members guide the organization through their elected Board of Directors and continuous input. Union decisions and actions are mandated at the national and/or state level before being passed down to its local groups.
They divide bargaining subjects into three categories: mandatory, permissive, and illegal. Mandatory subjects, broadly speaking, relate to wages, hours, pensions, healthcare and working conditions. Employers cannot refuse to bargain over these subjects, and negotiations may continue to the point of mediation or strike.
Mandatory subjects are those topics required by law and the National Labor Relations Board (NLRB). Those subjects include items like wages, overtime, bonuses, grievance procedures, safety and work practices, and seniority, as well as procedures for discharge, layoff, recall, or discipline.
CBAs commonly set forth provisions regarding wages, vacation time, working hours and conditions, and employee benefits. These provisions are enforced by the labor union to ensure that employees are treated fairly.
Traditional teacher strikes occur when a teachers union and a school district cannot come to an agreement around various work issues through a process known as collective bargaining. Collective bargaining is legal for teachers in 34 states, optional in an additional 10 states, and illegal in seven states.
Teachers, as with other public employees, do not have the constitutional right to collectively bargain (that is for the states to decide). But the First Amendment does provide that people have the right to "peaceably assemble," which includes the right to join a union (if not as a vehicle for collective bargaining).
Mandatory subjects are those that directly impact wages, hours or working conditions (or terms and conditions of employment). These are subjects over which the parties must bargain if a proposal is made by either party.
Collective bargaining in education offers an organized and transparent system to improve student learning and the overall environment in public schools, and helps ensure that educators receive a professional level of pay.