Following is the Mediator’s recommendation for settlement of all outstanding issues for a successor Collective Bargaining Agreement between the School District of Philadelphia (“District”) and the Commonwealth Association of School Administrators, Teamsters Local 502 (“CASA” or “Union”) that will expire on August 31, 2025. Except as modified below and in the attached tentative agreements executed by the Parties, terms of the Agreement effective on September 1, 2016 and expiring on August 31, 2021 shall remain in full force and effect. Language with a strike-through line is deleted from the contract.

Term of Agreement

Modify Article 14:

The term of this Agreement shall be September 1, 2021 to August 31, 2025.

Compensation

Modify Article 6.1 as follows:

1. Effective September 1, 2021:

• 2.75% increase to salary schedules

• Employees not at the maximum of the salary scale applicable to their pay step shall receive an increment consistent with the salary schedule in effect on the employee’s anniversary date

Effective at ratification, eligible employees employed in a bargaining unit position on the ratification date will receive a lump sum retention and re-engagement bonus payment of $1,500, to be paid no later than the second payroll after Board of Education approval of the Agreement.

All retroactive payments shall be payable no later than the first payroll in December 2021.

Effective September 1, 2022:

• 3.25% increase to salary schedules

• Eligible employees employed in a bargaining unit position on September 1, 2022 will receive a lump sum retention and re-engagement bonus payment of $1,000

• Employees not at the maximum of the salary scale applicable to their pay step shall receive an increment consistent with the salary schedule in effect on the employee’s anniversary date

Effective September 1, 2023:

• 3% increase to salary schedules

• Employees not at the maximum of the salary scale applicable to their pay step shall receive an increment consistent with the salary schedule in effect on the employee’s anniversary date

Effective September 1, 2024:

• 2% increase to salary schedules

• Eligible employees employed in a bargaining unit position on September 1, 2024 will receive a lump sum retention and re-engagement bonus payment of $1,000

• Employees not at the maximum of the salary scale applicable to their pay step shall receive an increment consistent with the salary schedule in effect on the employee’s anniversary date

1. Except as otherwise provided above, increases shall be payable to employees no later than the second payroll following the effective dates herein. All increments shall be effective on the employee’s anniversary date.

New Side Letter: Memorandum of Agreement

Employees with less than one year of service in the bargaining unit shall not be eligible for an increment effective September 1, 2021. The lump sum retention and re-engagement bonus payments shall not be PSERS eligible.

Modify Articles 6.3 and 6.5 as follows:

Effective September 1, 2022, increase rate by 2% to $56.84

Effective September 1, 2024, increase rate by 2% to $57.99

Modify Article 6.7 as follows:

The premium rate provisions for twelve-month Administrators covered by paragraph 6.6 are as follows:

1. Administrators earning $56,502 or less shall receive their regular hourly rate.

1. Administrators earning between $56,502 and $83,936 shall receive the current slider rate of $36.09; effective September 1, 2019, they shall receive the slider rate of $36.81/hr.

1. Administrators earning more than $83,936 are ineligible for premium payments, however shall be eligible to earn compensatory time.

Effective September 1, 2022, increase slider rate by 2% to $37.55.

Effective September 1, 2024, increase slider rate by 2% to $38.30.

Modify Article 6.8 as follows:

The premium rate provisions for ten-month Administrators covered by paragraph 6.6 are as follows:

1. Administrators earning $47,083 or less shall receive their regular hourly rate.

1. Administrators earning between $47,083 and $74,931 shall receive the current slider rate of $36.09; effective September 1, 2019, they shall receive the slider rate of $36.81/hr.

1. Administrators earning more than $74,931 are ineligible for premium payment, however shall be eligible to earn compensatory time.

Effective September 1, 2022, increase slider rate by 2% to $37.55.

Effective September 1, 2024, increase slider rate by 2% to $38.30.

Modify Article 6.9 as follows:

The parties agree that an Administrator who has been promoted, including promotion from a School District position outside the CASA bargaining unit, shall suffer no loss of pay on the basis of annual base salary as a result of such promotion (provided that the length of work year is the same) and shall be placed on the next step of the applicable salary schedule that is no less than 2.5% above the employee’s annual base salary at the time of the promotion. An Administrator that has been involuntarily assigned shall suffer no loss of pay on the basis of annual base salary as a result of such involuntary assignment.

Modify Article 6.13 as follows:

Street Supervisors, Food Service Supervisors and Schedulers shall receive an annual clothing allowance of six hundred and twenty-five dollars ($625), effective September 1, 2021 four hundred and fifty dollars ($450), effective January 1, 2012, and five hundred and twenty-five dollars ($525), effective September 1, 2019.

Modify Article 6.14 as follows:

School Police Safety Supervisors and School Safety Area Managers shall receive an annual uniform allowance of six hundred and seventy-five dollars ($675), effective September 1, 2021. five hundred dollars ($500), effective July 1, 2010, and five hundred and seventy-five dollars ($575), effective September 1, 2019.

Modify Article 6.15 as follows:

Each Facilities Manager and Facilities Area Coordinators shall be entitled to expend and be reimbursed each year for up to six hundred and twenty-five dollars ($625), effective September 1, 2021 four hundred and fifty dollars ($450), effective January 1, 2012, and up to five hundred and twenty-five dollars ($525), effective September 1, 2019, for reasonable cleaning or

replacement costs for clothing soiled or damaged in the course of their employment. Procedures for the effectuation of such reimbursement shall be established by agreement between CASA and the School District.

Modify Article 6 New Section 22 as follows:

Beginning in the 2022-23 school year, at the discretion of the Superintendent, the District may provide a one-time lump-sum payment of up to $5,000 to Principals upon their appointment to designated schools with greater need as determined by the Superintendent in order to meet the goals established by the School Board. Both internal transfers to the designated schools and new hires to designated schools are eligible for this recruitment incentive payment. The Superintendent or designee shall inform CASA of any recruitment incentive payment that has been provided to Administrators.

Benefits

Modify Article 7.5 as follows:

1. The medical coverage offered by the School District shall be a PC320 (w/ variations) Plan or

1. substantially equivalent plan (“Base Plan”). CASA bargaining unit members employed after the date of this Agreement shall be enrolled in the Base Plan, and may elect to enroll in the PC Plan during the next open enrollment period after their date of hire. Effective July 1, 2022, or as soon as practicable thereafter, the medical coverage offered by the School District shall be a PC320 (w/ variations) Plan or a substantially equivalent plan (“Base Plan”) and an HMO15 Plan (w/ variations) or a substantially equivalent plan (“HMO Plan”). CASA bargaining unit members employed on or after the open enrollment period in May 2022, or as soon as practicable thereafter, shall be eligible to enroll in the Base Plan or the HMO Plan, and may elect to enroll in the PC Plan during the next open enrollment period after their date of hire. CASA bargaining unit members employed in a CASA bargaining unit position and enrolled in the PC 20/30/70% (w/ variations, in effect on September 1, 2021) in effect on July 1, 2013 (“PC Plan”) prior to the ratification of this

Agreement may choose to continue enrollment in the PC 20/30/70% (w/ variations, in effect on July 1, 2013) Plan during the term of the Agreement, provided however, that such . Employees choosing to enroll in a different plan may do so during the next open enrollment period.

1. Effective as soon as practicable following ratification, employees enrolled in the PC Plan shall be required to pay five (5) percent of the applicable total premium cost of the PC Plan for the tier of coverage selected (e.g. Single, Spouse, Family) seventy-five (75%) percent of the differential in premium cost between the Base Plan and the then applicable PC 20/30/70% (w/ variations) Plan in addition to any other required employee contributions.

1. Employees who elect healthcare coverage shall be required to pay the following percentage of the then applicable total premium cost of the plan in which the employee is enrolled Base Plan for the tier of coverage elected (e.g. Single, Spouse, Husband and Wife, Family): effective July 1, 2015, employees shall pay eight (8%) percent of the applicable total premium; effective as soon as practicable following ratification, n the first paycheck in September 2021 October 2017, employees who are enrolled in the Base Plan or the PC plan whose base salary is less than $80,000 $60,000 per year shall pay six (6%) five (5%) percent of the applicable total premium and employees whose base salary is $80,000 $60,000 or greater per year shall pay eight (8%) percent of the applicable total premium. Effective in the first paycheck in July 2023, employees who are enrolled in the Base Plan or the PC plan whose base salary is less than $80,000 per year shall pay eight (8%) percent of the applicable total premium and employees whose base salary is $80,000 or greater per year shall pay ten (10%) percent of the applicable total premium.

Effective in the first paycheck in July 2022, employees who elect to enroll in the HMO Plan shall pay three (3%) percent of the applicable total premium for the tier of coverage elected (e.g. Single, Spouse, Family). Effective in the first paycheck in July 2024, employees who elect to enroll in the HMO Plan shall pay five (5%) percent of the applicable total premium for the tier of coverage elected (e.g. Single, Spouse, Family).

1. In addition, an employee whose spouse or domestic partner is employed and eligible for employer sponsored insurance shall pay a surcharge in the following amounts if the employee elects to receive medical coverage offered by the School District for their spouse or domestic partner: forty ($40) dollars per pay; effective September 1, 2018, seventy-five ($75) dollars per pay; and effective as soon as practicable following ratification, forty ($40) dollars per pay 2020, one hundred ($100) dollars per pay.

Modify Article 7.4(f) as follows:

For employees entering the CASA bargaining unit on or after March 17, 2014, the value of a leave day for Principals for the above purposes shall be two hundred and forty-five ($245) dollars per day two hundred and forty ($240) dollars per day, the value of a leave day for Assistant Principals for the above purposes shall be two hundred and four ($204) two hundred ($200) dollars per day, and the value of a leave day for all other CASA bargaining unit members shall be one hundred and eighty-four ($184) one hundred and eighty ($180) dollars per day. The rates set forth herein shall be increased by 2% effective September 1, 2020.

Effective on the date of ratification, the rates set forth herein shall be increased by 5% as follows:

The value of a leave day for Principals for the above purposes shall be two hundred and fifty-seven ($257) dollars per day, the value of a leave day for Assistant Principals for the above purposes shall be two hundred and fourteen ($214) dollars per day, and the value of a leave day for all other CASA bargaining unit members shall be one hundred and ninety-three ($193) dollars per day.

Effective September 1, 2023, the rates set forth herein shall be increased by 5% as follows:

The value of a leave day for Principals for the above purposes shall be two hundred and seventy ($270) dollars per day, the value of a leave day for Assistant Principals for the above purposes shall be two hundred and twenty-five ($225) dollars per day, and the value of a leave day for all other CASA bargaining unit members shall be two hundred and three ($203) dollars per day.

Effective September 1, 2024, the rates set forth herein shall be increased by 5% as follows:


The value of a leave day for Principals for the above purposes shall be two hundred and eighty-four ($284) dollars per day, the value of a leave day for Assistant Principals for the above purposes shall be two hundred and thirty-six ($236) dollars per day, and the value of a leave day for all other CASA bargaining unit members shall be two hundred and thirteen ($213) dollars per day. 

Modify Article 7.6(b) as follows:

Effective July 1, 1998 the School District shall establish a Professional Growth Partnership. Effective September 1, 2015 the Professional Growth Partnership shall be funded annually by the School district in an amount equal to five hundred dollars ($500) per member of the CASA bargaining unit. Effective September 1, 2018 the Professional Growth Partnership shall be funded annually by the School District in an amount equal to six hundred dollars ($600) per member of the CASA bargaining unit. Such contributions to the Partnership shall be in four (4) equal installments.

On or around January 1, 2022, the School District shall provide a one-time lump sum payment of two hundred thousand dollars ($200,000) to the Professional Growth Partnership, to be used for purposes of the Partnership consistent with Section c herein, including professional development and the reimbursement of tuition costs for approved courses successfully completed.

Modify Article 7 New Section as follows:


As soon as practicable following ratification, Administrators shall be permitted to elect life insurance coverage under the School District’s Life Insurance Plan in the amount of forty-five thousand dollars ($45,000). 

School Climate Manager Masters Salary Schedule 

Effective following ratification, School Climate Managers on the School Climate Manager BA schedule with an approved Masters degree shall be moved to the same step on the School Climate Manager MA salary schedule. 

Communication

Modify Article 4.5(a) as follows:

Regular monthly meetings shall be held between a committee which shall consist of not more than seven (7) representatives of CASA, the Superintendent/CEO or his/her their designee, and appropriate members of the Superintendent’s/CEO’s staff, as he/she they deems necessary. Matters relating to the implementation of this Agreement and matters of School District policy and practice which are of concern to Administrators shall be subjects for discussion at such meetings. The Superintendent/CEO or his/her their designee may invite to such meetings other members of his/her their staff as they s/he sees fit.

During the term of this Agreement, the Parties agree that the meetings referenced herein shall occur at least quarterly and shall be scheduled by the Pennsylvania Bureau of Mediation.

Delete Article 1.5(a) as follows:

 { Within  thirty (30) days of ratification of the contract, the Parties shall establish a Joint Committee consisting of three (3) representatives designated respectively by the Superintendent and CASA President to discuss the CASA bargaining unit member discipline process. The Committee will review the current process and make written recommendations to the Superintendent regarding modifications to the current process. After meaningful consideration, including collaborative dialogue with the CASA President (or designee), the Superintendent will advise CASA within a reasonable amount of time in writing as to whether he/she shall adopt the recommendations. If the Superintendent adopts the recommendations in whole or in part, the revised process will accompany his/her letter. The Superintendent will determine the disciplinary process to be implemented and the Superintendent or his/her designee will provide any future modifications to the disciplinary process to CASA prior to implementation. CASA will be given a reasonable amount of time to review and comment prior to implementation. }

Delete Article 1.5(c) as follows:

 { Within ninety (90) days after ratification of this Agreement, the Parties agree to establish a Joint Committee consisting of three (3) representatives designated respectively by the Superintendent and CASA President to discuss alternatives to the current health insurance plan. This Joint Committee shall meet on a periodic basis, but in any event no later than once every six (6) months, to identify and review alternatives and make written recommendations to the Superintendent regarding such alternatives. To the extent that alternatives are adopted, they shall constitute a mid-term modification of the collective bargaining agreement and therefore shall be subject to CASA’s ratification process. }