SEA Bargaining Extension Update

SEA Members,

The SEA bargaining team has secured an extension of last year’s contract and terms for the 2021-2022 school year. Certified staff will see a 3% bump to their pay plus step. ESPs, COTAs and PTAs will see a 4.25% bump plus step to their pay for the 2021-2022 school year. As it is an extension there is no new language to the contract from either side. When Aaron approached me to be the bargaining chair, I took the position with the understanding that we would approach the board to try and get them to buy another year using last year’s figures. Had the board turned it down, the bargaining team was ready with language and dates to do a traditional bargaining. However, with COVID and the exhaustion of this and last school year, we feel this is a nice compromise. The school board unanimously agreed and put together the same package as last year for next school year. This means starting the year with a contract in hand and pay raises in place. Additionally, impact bargaining will continue as long as COVID is an issue for the schools, which is all but guaranteed heading into next school year. An approval of an extension would also mean we already have a large jump on proposed language when we do return to bargain next year.

After we take this deal to the executive committee and the AR’s, we will be setting a date to vote to ratify this extension. All of the language collected by the team will be kept and worked on for the next bargain and will be handed to whomever chairs or co-chairs the team. Thank you for your time and input during the building level zooms and know that all of those ideas and suggestions are still being worked on and considered for the next bargain.

Below you will find the dates for the ratification process. Please send questions you have about this to me at or to Lindsey at

Important Ratification dates:

  • SEA Exec Vote (agreed)-4/27
  • AR meeting & vote – 5/11
  • Public Comment – 5:00 Zoom (after AR meeting, 5/11)-All members welcome
  • Voting: 5/11- 5/12 (Via Google Form)

Ben and Lindsey

Trading Places

“Buy low, sell high. That’s the other guy’s problem.” said Louis Winthrope, the arrogant stock trader played by Dan Aykroyd (opposite Eddie Murphy) in the 80’s comedy Trading Places.

As the SEA displaced process closes and the voluntary transfer and new hire process simultaneously open, your union wants to remind you that there is another alternative available for those who may be looking to “sell their stock”.  It is called the Employee Exchange Program.  Bargained language Article 18.2 of your SEA contract reads:


Employees will be given the option of arranging an exchange with another employee based upon the following guidelines:

A. Employees shall be qualified/certified to perform the duties of the position.

B. For ESPs, the exchange will be for the period of one school year. For teachers, the exchange will be for the period of one school year at the elementary level, and for either one semester or a full school year at the middle and high school levels.

C. At the end of the exchange period, the employees may choose to:

1. apply to renew the exchange for an additional year (or semester at the middle and high school levels);
2. return to their original position; or
3. with the mutual concurrence of both building principals, make a permanent switch of positions.

D. Initial application for an exchange, application for the renewal of an exchange, or application to request a permanent switch shall be made in writing to the HumanResources Office by April 15th of each school year. All requests shall require the approval of the Superintendent. Action on all requests will be taken by May 10th of each school year. Initial application for an exchange for the second semester of a school year shall be made to the Human Resources Office by November 30 of each school year.

E. Any school affected by RIF or involuntary transfer will base staffing decisions on the employee’s original assignment prior to the exchange.

F. This exchange program shall not be subject to the grievance procedure.

If you think that there may be merit in an exchange of you and another one of your colleagues, please confirm it with that colleague and then establish it formally in writing (by April 15) with Gina Schurman in the SPS186 Human Resources office and carbon copy your union as well.

You most likely have never heard of this, but it is a real thing and another example of how your union members of the past have engaged in progressive human resource problems solving.

Please make sure that your friends and colleagues know about this. Who knows what kind of positive things may lie on the other side of street.