Collective Bargaining Agreement for Teacher and Other Professional Employees

The Pittsburgh Federation of Teachers, led by CCEU members, has maintained a clear and consistent vision of what education should be in Pittsburgh for our members, our students, and our community. In a time when politicians and education reformers have increased their attacks towards public school teachers, the PFT leadership has been an effective advocate for the excellent job our members do day in and day out. To that end, the leadership has been effective in maintaining benefits for our members, made gains in professional opportunities for our members, and has negotiated opportunities for our members to have a voice in the creation and implementation of district initiatives.

• Thanks to the negotiating skills and the foresight of the PFT leadership team, PFT members have a solid contract in place during an era where management has less regard for educator input.
• PFT leadership has consistently negotiated contracts that have pay increases at every step, every year.
• PFT leadership maintained first-rate healthcare coverage for all of our members, maintaining reasonable co-pays for doctor and emergency room visits and prescription cost, in addition to providing options of either Highmark or UPMC.
• PFT has worked to preserve the post-retirement health care for covered professionals in an era that has seen unions lose this benefit.
• PFT has negotiated continued dental coverage, as well as eye-care coverage for represented employees.
• PFT negotiated and maintained contract language that maintains class size limits at all grade levels despite the fact that there are no state mandated class-size limits for regular education and the District believes determining class size is exclusively their right.
• PFT fought to maintain strong special education contract language surrounding inclusion in regular classrooms, paraprofessional support and facilities.
• PFT fought to finally achieve tenure for early childhood and early intervention teachers and transitioned both groups to a ten-step salary schedule. Further, thanks to the PFT, these teachers are provided the opportunity to apply for transfer to school-age teaching positions.
• PFT worked to craft Career Ladder Opportunities for our teachers which not only provide enhanced and expanded professional responsibilities and increased monetary incentives, but also prevented large numbers of additional teacher furloughs.
• PFT maintained the 10-step salary schedule for professionals hired before July 1, 2010, in addition to maintaining longevity, TPI, continuing education credits, and NBPTS salad enhancements.
• PFT negotiated a new 12-step salary schedule for professionals hired after July 1, 2010 that puts more money earlier in the steps to moderate the jump step while securing longevity, TPI, continuing education credits, and NBPTS salary enhancements.
• PFT leadership is committed to maintaining the Education Research & Dissemination (ER&D) Program for all members, offering in-service credit for those professionals working on their Level II certification or Master’s/Master’s Equivalency. Through the PFT initiated collaboration with Gannon University, PFT professionals can earn 12 elective credits at a cost of $1,000 per credit as compared to the exorbitant prices charged by other universities.
• PFT crafted a Leadership Review Board in order to meet quarterly with district leadership in order to examine issues raised by members relative to the effective management of individual schools and central administration.
• PFT gained an Enhanced/TSA Severance Pay plan that utilizes a 403(b) structure in order to maximize tax savings and flexibility for retirees and resignees.