MSD/MEA Bargaining Updates

MOA 2025-2026 SpEd Teacher Salary Adjustment

Tentative Agreement Reached 2/15/24

We are excited to announce that we have tentatively agreed to a new contract for licensed educators! We want to express our deep appreciation to both bargaining teams for the many hours they put into developing and bargaining a contract that serves teachers and students.

This agreement represents a significant milestone resulting from collaborative efforts and constructive dialogue between the negotiating teams. We believe that this agreement recognizes our teachers' hard work and dedication and demonstrates our shared commitment to providing the best possible education for our students. We also want to thank all of our educators for the incredible work you do every day!

You can read all tentative agreements here (Package: A11, A13, A14, A19, Article 12, Article 7, Appendix F).

This contract:

Covers MEA members through June 30, 2026.
Provides licensed educators a 13.55% cumulative cost-of-living increase over the next 3 years. (In addition, more than half of all educators will continue to get annual steps.)
Includes retroactive pay raises on COLAs, extra duty stipends, and special education overage pay. (The retroactive payment requires careful work by our finance, HR, and IT departments and may take some weeks to process. We want to make sure we get it right!)
Increases unused personal leave reimbursement to $250 daily (from $50 - $100/day).
Maintains a zero out-of-pocket cost, high-deductible medical plan with dental and vision coverage for members and their families, and provides a monthly stipend if opting out of district insurance.
Creates some new class-size thresholds and adds processes for resolving class-size concerns that involve impacted educators, school leaders, and families.
Provides additional support to educators in handling students with extreme behavior(s), with the ability to remove certain students from the classroom for a period of time, and by committing to the creation of a behavior matrix. The district is committed to maintaining a significant effort of time and resources to ensure that the learning environment is safe for all students and staff and that the environment is conducive to teaching and learning.
Provides additional support to special educators with the addition of adult-to-student ratios and caseload compensation.

This agreement reflects our shared commitment to keeping students at the center, while supporting high-quality teaching and learning.

Bargaining Update 2/1/24

Feb. 1, 2024

The Medford School District and Medford Education Association continued bargaining today in an 8 am - 5 pm session. The District brought the following articles:

There were also discussions around Article 12.

We look forward to sidebar conversations in the upcoming weeks and to our next official bargaining session on February 15 at the Royal Ave. location.

Bargaining Update 1/17/24

Latest Financial Offer

The District and Board desire competitive salaries and benefits for our current educators as well as for recruitment and retention purposes.

We’ve received several questions about our latest financial offer and updated regional comparisons. Here is the latest data sheet that displays MSD’s most recent offer for cost-of-living increases and how it compares to other districts in the area.

The latest offer puts MSD teachers first in the region in years two and three of the contract.

A few important notes regarding our calculations:

For comparison purposes, we converted all regional contracts to 190 days, and in Districts where employers are currently paying the 6% PERS employee contribution, we added a pro forma wage adjustment to increase wages 6%
Wages do not include longevity stipends, 403B/457B contributions, or FSA/HSA contributions made by the Districts.
YEAR 2: Central Point SD and Ashland SD are still in bargaining. The chart assumes 3.0% COLA for Central Point SD and a 3.0% COLA increase for Ashland SD in 2024-25.
YEAR 3: Central Point SD, Ashland SD & Grants Pass SD are still in bargaining. The chart assumes 3.0% COLA for Central Point SD, Ashland SD, and Grants Pass SD in 2025-26.

We would once again like to thank members of both bargaining teams for their hard work and dedication to this process.

The next meeting will be on Feb. 1 from 8-4 at the OEA offices.

Bargaining Update 1/16/24

Summary

MSD and MEA bargaining teams met today from 8 AM to 11 PM in a very productive bargaining session. Both teams believe they are close to reaching an agreement soon. Once again, we would like to thank both teams for their hard work and dedication to this process.

Tentative agreements were reached on the following articles:

Article 6 - Bargaining Unit Member Rights 01.16.2024.pdf

Article 10 - Leaves of Absence 01.16.2024.pdf

Appendix G - Class Coverage 01.16.2024.pdf

Appendix D - TA 01.16.2024.pdf

Appendix E - TA 01.16.2024.pdf

Bargaining Update 1/10/24

The Medford School District and Medford Education Association bargaining teams met today in a full-day bargaining session. We continue to be grateful for the hard work and dedication of members on both bargaining teams to complete this process.

Summary

Today, the District bargaining team responded to the union’s latest proposal on Article 12 - Working Conditions. The District presented a few revisions to its proposal, but the majority remains the same as the last proposal. We are proud of the progress both teams have made in Article 12 and hope we are close to an agreement on it. Highlights of the MSD proposal on Article 12 include:

Class size thresholds that, if exceeded for 20 days and the District needs to hire additional staff, the affected teacher(s) will receive four hours' pay at their daily rate for the additional workload each week until a new teacher is in place.
Support for challenging student behavior with the addition of MEA proposed language around allowing the removal of a student exhibiting behavior for a certain period of time and proposing the creation of a by-level, districtwide behavior matrix that supports student needs and protects the classroom environment. Work toward these matrices is ongoing, and they are based on the matrix already in place at the middle school level.
Special education supports, including the addition of adult-to-student ratios to support students with instructional assistants adequately. The proposal also includes language that supports the training of those assistants.
- The District has historically dedicated additional FTE to keep class sizes manageable, and it is its intention to continue this practice. In the case that caseloads exceed that amount, the proposal includes monthly stipends for those special education teachers who have caseloads higher than 31.

Financials

The District and Board desire competitive salaries and benefits for our current educators as well as for recruitment and retention purposes.

Please review this data sheet to learn more about the District’s current financial offer. With the current offer, MSD’s daily pay rate will be in the top four districts in the region for salaries (top three by the third year of the contract). It only differs by a matter of cents compared to Ashland’s daily rate, which sits just above MSD in years one and two. Ashland also has a local option levy. Also, we are still at the bargaining table, so conversations continue.

Rumor Control: Retro Pay and Steps

We have heard a rumor that a decision has already been made regarding retroactive pay for the cost-of-living increases. That is not the case. As in years past, retroactive pay will also be part of our discussions throughout this process and must be bargained for. Another bit of misinformation we’ve heard is that steps are no longer happening. They are. Steps have already been agreed to, so those employees who qualify for step increases will continue to receive them, no matter the bargaining outcome. Teachers who have not already reached the top of the salary scale for qualified years of experience received their step at the start of the school year.

Next Steps

The next meeting has been scheduled for January 16 from 8-4 at 650 Royal Ave.

Bargaining Update 1/3/24

The Medford School District and Medford Education Association bargaining teams met tonight in the most recent bargaining session.

Summary & Movement

During tonight’s bargaining session, the District brought a financial package that included articles 10, 11, 13, 14, 19, and articles 3 and 6.

Highlights of tonight’s proposal changes brought by the District include keeping a free insurance plan and increased compensation for unused personal days.

This document reflects many changes MSD has made to its initial contract proposal since bargaining began in Spring 2023, based on bargaining meetings and feedback from the MEA bargaining team.

Financials

The District proposes a 13.25% cost-of-living increase over three years. Note: This proposal will force the District to make reductions to balance its budget. Reductions would largely need to be made in staffing because the majority of the budget is made up of staffing costs.

Package A10 - Leaves of Absence, A11 - Basic Compensation, A13 - Insurance Benefits, A14- Retirement Benefits, A19 - Duration of the Contract 01.03.2024.pdf

Salary	13.25% over three years: Year 1: Six and a quarter percent (6.25%) increase in the salary schedule. Year 2: Four Percent (4%) Increase Year 3: Three Percent (3%) Increase
Insurance	MSD Proposal: The district is now offering to continue its employee match to health insurance of 85% - district and 15% - employees for all plans, with the exception of a high deductible HSA plan, which remains a free plan for employees and their families. The District will continue to contribute $600 a year for members enrolled in either HSA plan (up to $1,600 contribution for new plan members). The medical insurance opt-out stipend for members who are not on the District plan in any way has increased to $400 per month. Note: Any shift in benefits would necessarily impact all employees of the district.
403(b) Match	The district will continue to contribute up to $1,200 a year in a matching contribution to a 403(b) retirement account.

Salary

13.25% over three years:

Year 1: Six and a quarter percent (6.25%) increase in the salary schedule.
Year 2: Four Percent (4%) Increase
Year 3: Three Percent (3%) Increase

Insurance

MSD Proposal: The district is now offering to continue its employee match to health insurance of 85% - district and 15% - employees for all plans, with the exception of a high deductible HSA plan, which remains a free plan for employees and their families.

The District will continue to contribute $600 a year for members enrolled in either HSA plan (up to $1,600 contribution for new plan members).

The medical insurance opt-out stipend for members who are not on the District plan in any way has increased to $400 per month.

Note: Any shift in benefits would necessarily impact all employees of the district.

403(b) Match

The district will continue to contribute up to $1,200 a year in a matching contribution to a 403(b) retirement account.

The District also proposed increasing compensation for unused personal time up to $250 a day, as follows:

Unused Personal Days	Current Contract	Proposed
3.0	$300	$750
2.5	$200	$625
2.0	$150	$500
1.5	$90	$375
1.0	$50	$250

Next Steps

The next meeting is scheduled for Wednesday, January 10, from 8:00 AM to 4:00 PM.

Bargaining Update 12/13/23

The Medford School District and Medford Education Association bargaining teams met today from noon to 8 PM in a bargaining session, continuing to discuss financial information and working conditions.

Summary

The MEA presented its financial counter-proposal. The District went on record that we’re committed to a 13.25% cost-of-living increase: 6.25% in the first year, 4% in the second year, and 3% in the third year of a three-year contract.

The MSD also presented counterproposals to Article 12 Working Conditions.

Article 12 District Proposal 12.13.23.pdf

The District offered unprecedented language in Article 12 by providing class size thresholds and remedies, offering to create a behavior matrix, providing language that prevents dysregulated students from re-entering classrooms, and protecting teacher preparation time. The Special Education section of Article 12 offers additional compensation and time, as well as teacher support and mentoring, and is the most robust language for special education teachers in Southern Oregon. We were really hopeful, with the strong economic offer and significant language revisions in Article 12, that we were going to get this contract settled tonight, but unfortunately, that did not occur.

Tentative Agreements

We did reach tentative agreements on the following articles:

Article 1-Contract Conditions 12.13.23.pdf - TA

Article 8 Layoff and Recall 12.13.23.pdf - TA

Article 9 - School Work Year and Calendar

MSD Financial Proposal

The District is proposing a 13.25% cost-of-living increase over three years. Note: This proposal will force the District to make reductions to balance its budget. Reductions would largely need to be made in staffing because the majority of the budget is made up of staffing costs.

Salary (Package A)	13.25% over three years: Year 1: Six and a quarter percent (6.25%) increase in the salary schedule. Year 2: Four Percent (4%) Increase Year 3: Three Percent (3%) Increase
Insurance	Any shift in benefits would necessarily impact all employees of the district. MSD Proposal: The district is offering to continue its contribution of up to 85% to 95% of the monthly insurance cost for employees, as well as to continue to contribute $600 a year to an HSA plan for members of the $2,000 deductible HSA plan (up to $1,200 for new to the plan).
403(b) Match	The district will continue to contribute up to $1,200 a year in a matching contribution to a 403(b) retirement account.

Salary (Package A)

13.25% over three years:

Year 1: Six and a quarter percent (6.25%) increase in the salary schedule.
Year 2: Four Percent (4%) Increase
Year 3: Three Percent (3%) Increase

Insurance

Any shift in benefits would necessarily impact all employees of the district.

MSD Proposal: The district is offering to continue its contribution of up to 85% to 95% of the monthly insurance cost for employees, as well as to continue to contribute $600 a year to an HSA plan for members of the $2,000 deductible HSA plan (up to $1,200 for new to the plan).

403(b) Match

The district will continue to contribute up to $1,200 a year in a matching contribution to a 403(b) retirement account.

Secondary School Staff Meetings

The District believes staff meetings are essential for professional learning to improve student outcomes. In response to the MEA proposal to protect teacher time, the District is restructuring its proposal and backing off nine proposed staff meetings at the high school level. Instead, the District proposes four school improvement meetings per year. During those professional learning times, teachers would not be required to meet with their PLC. This is consistent with the practice at the elementary level.

Secondary Prep Time

The District recognizes the value of preparation time and the ability of teachers to plan for schedule variations. In its current proposal, the District accepted MEA’s request to include assembly schedules in its qualifiers for modified schedules. This will allow teachers to receive preparation time up to the full length of the longest class period for that day.

Safety During Student Transitions

In alignment with the District’s guiding principle to provide a schoolwide environment where students feel safe, the District proposed language that teachers would support student transitions to ensure student safety. The District’s current proposal clarifies language around safety during student transitions and maintains current contract language on duties.

Student Behavior Support

The District recognizes the impact of challenging student behavior on students, teachers, and the educational environment. To comply with state law, best support students, and be responsive to the union’s requests, the District has agreed to language around allowing the removal of a student exhibiting behavior for a certain period of time. (The most recent proposal specifies 15-30 minutes.) The District has also proposed creating a behavior matrix that supports students with needs and protects the classroom environment.

Special Education

The District is proposing robust and collaboratively developed language in the area of special education.

The following are highlights of the proposal:

Adult-to-Student Ratios: The District is proposing adult-to-student ratios in both self-contained and resource classrooms. The ratios provide the flexibility to target supports where students need them the most, which can vary throughout the year.

Case Management Stipends: Teachers who are case managing 31-40 students (excluding students transitioning to kindergarten) will receive an additional $750 a month based on the size of the caseload. If the caseload exceeds 40 students, the teacher would be paid an additional $1,000 per month.

Additional Support: If caseloads reach a certain number of students, the teacher would be afforded two additional paperwork days. Transition to kindergarten IEPS will not count toward total caseloads; however, SPED teachers will receive two hours per assigned student at their daily rate to draft, facilitate, and finalize IEPs.

Coaching and Mentoring: New special education teachers will have their first two IEP meetings written and modeled by a special education administrator. An additional three IEPS will include coaching, direct feedback, and being reviewed prior to the meeting, and an administrator will attend the meetings.

Next Steps

Another bargaining meeting is set for January 3, in the hopes of completing the contract as soon as possible.

Bargaining Update 12/5/23

The Medford School District and Medford Education Association bargaining teams met today in a full-day bargaining session. While there are still differences in our proposals, we are pleased to continue to have important conversations as we work towards completing this process. We continue to be hopeful of having an agreement by the new year.

New Appendix Proposed by the District: Class Coverage

The district recognises the impact caused by ongoing substitute shortages and has proposed language in a new appendix to address concerns and continue the past practice of compensating educators for their hard work when they assist in covering classes.

Appendix G- Class Coverage 12.5.23.pdf

Tentative Agreements Reached

We reached tentative agreements on the following articles:

TA- Article 15 - Job Sharing 12.5.23.pdf

TA - Article 16 - Extra Compensation 12.05.2023.pdf

TA - Article 17 - Continuing Professional Development 12.05.2023.pdf

Financial Counter Proposal

The district proposed two options for the length of the contract regarding basic compensation. The current proposed Cost of Living increase has almost doubled since the district’s first financial proposal, from 6% to 11.25% over three years.

Article 11 - Basic Compensation and Article 19 - Duration of Contract Package A 12.05.2023.pdf

Article 11 - Basic Compensation and Article 19 - Duration of Contract Package B 12.05.2023.pdf

Salary (Package A)	11.25% over three years: Year 1: Five and a quarter percent (5.25%) increase in the salary schedule. Year 2: Three percent (3%) Increase Year 3: Three percent (3%) Increase
Insurance	We appreciate the opportunity to sidebar with the union’s bargaining team on Monday on insurance and benefits, given the complexities of the proposals and counter-proposals. Any shift in benefits would necessarily impact all employees of the district. MSD Proposal: The District is offering to continue its contribution of up to 85% to 95% of the monthly insurance cost for employees, as well as to continue to contribute $600 a year to an HSA plan for members of the $2,000 deductible HSA plan (up to $1,200 for new to the plan members).
403(b) Match	The District will continue to contribute up to $1,200 a year in a matching contribution to a 403(b) retirement account.

Salary (Package A)

11.25% over three years:

Year 1: Five and a quarter percent (5.25%) increase in the salary schedule.
Year 2: Three percent (3%) Increase
Year 3: Three percent (3%) Increase

Insurance

We appreciate the opportunity to sidebar with the union’s bargaining team on Monday on insurance and benefits, given the complexities of the proposals and counter-proposals. Any shift in benefits would necessarily impact all employees of the district.

MSD Proposal: The District is offering to continue its contribution of up to 85% to 95% of the monthly insurance cost for employees, as well as to continue to contribute $600 a year to an HSA plan for members of the $2,000 deductible HSA plan (up to $1,200 for new to the plan members).

403(b) Match

The District will continue to contribute up to $1,200 a year in a matching contribution to a 403(b) retirement account.

Other Counterproposals from the District:

Article 9 - School Calendar and Work Year 12.05.2023.pdf

Article 10 - Leaves of Absence 12.05.2023.pdf

Next Steps

The District and the MEA bargaining teams will meet in a sidebar on Monday to discuss Article 13 - Insurance and Article 12K - Special Education.

The District will bring articles 1, 6, 7, 8, and, tentatively, 12 to the next official session.

Bargaining Update 11/28/2023

Summary

The District and Union bargaining teams met tonight to discuss Article 12 - Working Conditions and to receive a financial counter proposal from MEA. Scroll down to the November 1 update for the District’s financial proposal.

We acknowledge the importance of teachers' working conditions. The bullet points below highlight areas where the District adjusted its proposal in Article 12 - Working Conditions to accommodate requests in the MEA proposal. We are sharing this to be transparent and to also demonstrate our desire to settle a fair contract.

Article 12 - District Counter Proposal

Article 12 - Working Conditions During School Days 11.28.23.pdf

Prep Time

The District added language to support the idea that non-instructional union members should receive equitable prep time.

Cell Phone Usage

The District incorporated language from the MEA proposal on allowing teacher discretion to prohibit cell phones unless in an emergency.

Student Safety in Transitions

In alignment with the District’s guiding principle to provide a schoolwide environment where students feel safe, the District proposed language around supervision during student transitions before, during, and after the school day. The District’s current proposal clarifies language around safety during student transitions and maintains current contract language on duties.

Secondary School Staff Meetings

The District believes staff meetings are essential to implementing a coherent system and improving student outcomes. In response to the MEA proposal to protect teacher time, the District is restructuring its proposal and backing off nine proposed staff meetings at the secondary level. Instead, the District proposes restructuring four existing PLC meetings yearly for school improvement time. This is consistent with the practice at the elementary level.

Elementary Staff Meetings

Language in staff meetings remains the same.

Student Behavior

The District recognizes the impact of challenging student behavior on students, teachers, and the educational environment. To comply with state law, best support students, and be responsive to the union’s requests, the District has agreed to language around allowing the removal of a student exhibiting behavior for a certain period of time. The District has also proposed creating a behavior matrix that supports students with needs and protects the classroom environment.

Class Sizes

The District recognizes the importance of class sizes for student success. In response to the MEA proposal, the District has agreed to add elementary class thresholds.

Elementary Class Size Targets/Thresholds

Grade	Target	Threshold
K-1	21	25
2-3	26	29
4-5	28	31

If an elementary teacher has a class size that is larger than the threshold listed above, they will meet with an administrator through a problem-solving process to create a concrete plan to relieve the workload, which may include additional educational assistant time (ESS and/or TSS) as available, noted in Appendix E, or release time for additional parent-teacher conferencing time. Notice of resolution will be sent to the Association building representative. Teachers can volunteer in writing for students above the target without additional support. If the District determines there is a need to hire additional certified staff in that grade level to relieve the workload after the twentieth day that students are in attendance, then the affected teacher(s) shall receive four (4) hours of pay at their daily rate each week for taking on the additional workload.

Article 12K - SPED

The District presented new contract language that reflects the collaborative sidebar committee comprised of District and special education staff. The language proposes ratios for school-based programs. The District also proposed that some specialty SPED staff can work from home to accomplish mandatory paperwork.

We also discussed the following articles:

Article 6 - Bargaining Unit Member Rights 11.28.23.pdf

Article 7 - Vacancies, Transfers and Assignments 11.28.23.pdf

Article 9 - School Calendar and Work Year 11.28.23.pdf

Article 10 - Leaves of Absence 11.28.23.pdf

Appendix D - Definitions, Procedures, and Process for Special Education Resource Caseloads 11.28.23.pdf

Appendix F - Specialized Program and Charter School Provisions11.28.23.pdf

MEA Financial Counter Proposal

The MEA Financial Counter Proposal continues referencing a version of the Consumer Price Index. Unfortunately, state funding mechanisms do not generate revenue for the District accordingly. We are not funded on inflation. See the District’s financial fact sheet here.

Next Steps

Between now and winter break, we have scheduled two sidebar sessions and two bargaining sessions. It is the District’s genuine hope to reach a settlement before the New Year.

At the next official bargaining session, the District will bring counter-proposals on articles 11, 13, and 16, which will include the District’s financial counter-proposal.

Bargaining Update 11/14/23

The District and the Medford Education Association met tonight in two side-bar sessions on Article 7 (Vacancies, Transfers, and Reassignments) & 8 (Layoff and Recall), and Article 12K (Special Education).

Sidebars are smaller conversations that are not open to the public and are used for the more complex issues. Both sidebar groups had productive conversations and movement toward agreement.

The next session is on November 28 at MEA headquarters and will focus on Article 12 (Working Conditions), the MEA financial counterproposal, and other open articles.

Bargaining Update 11/1/23

November 1, 2023

Tonight, the District made a new financial offer. The offer is an increase of over $11 million for this contract.

The District offered a 10% Cost of Living Increase (COLA) over three years, on top of step increases in pay for teachers who qualify. A step increase is an automatic 3.5% increase in pay for each year of teaching experience for up to 14 years. (About 63% of licensed staff are eligible for steps in addition to a COLA).

The rate increase we offered is similar to what other districts have proposed in recent negotiations. For teachers who qualify for steps, the total salary increase would amount to a 20.5% increase over three years.

Salary

10% over three years:

Year 1: Four percent (4%) increase in the salary schedule.
Year 2: Three Percent (3%) Increase
Year 3: Three Percent (3%) Increase

Insurance

The District is offering to continue its contribution of up to 85% to 95% of the monthly insurance cost for employees as well as to continue to contribute $600 a year to an HSA plan for members of the $2,000 deductible HSA plan (up to $1,200 for new to the plan members).

403(b) Match

The District will continue to contribute up to $1,200 a year in a matching contribution to a 403(b) retirement account.

Financial Outlook

Our Financial Outlook Fact Sheet has more information, including the following important points:

Schools are a people business; approximately 80% of the District general fund budget is made up of salaries and benefits when charter school pass-throughs are excluded.
Major adjustments to the budget can only be made through changes in positions or school/working days. Right now, MSD is at close to minimum instructional minutes, so there is not much room for reducing days.
Every 1% cost-of-living (COLA) increase increases district-wide costs by roughly $1.2 million.
K-12 enrollment is declining at MSD, statewide, and nationwide for most school districts.

Other Details

In conjunction with the financial presentation, the District brought the following proposals:

The District and MEA also reached Tentative Agreements on the following:

Article 5 - Grievance (official link to be added)
Article 18 - Joint Committees (official link to be added)

The next meeting will be held on November 14 at 650 Royal Ave. The District’s hope and priority is to have a contract in place by winter break.

The District proposed spending a deeper dive with three future sidebars:

Article 12 (Working Conditions)
Article 12K (Special Education)
Articles 7 (Vacancies, Transfers, and Assignments) & 8 (Layoff and Recall)

Bargaining Update 10/18/2023

In the Medford School District, transparency is a shared value. We are issuing this communication in an effort to keep our stakeholders informed on the progress of negotiations.

The District bargaining team met tonight with the MEA bargaining team for our eighth bargaining session since April 2023. After the exchange of initial proposals, we spent the majority of the May 15, June 7, September 18, and September 27 bargaining sessions discussing our shared priorities on Article 12. (Previously published key points on the District proposal in Article 12 are at the end of this message.)

Tonight, it was the District’s intent to bring our financial offer to the bargaining table, but unfortunately, a key finance staff member was ill. Thus, we postponed our financial presentation and counter proposals on Article 11 (Basic Compensation) and Article 13 (Insurance Benefits) to the next session.

The District was pleased with the momentum established in this session, as MEA and the District signed its first three tentative agreements on Articles 2, 4, and 17 (see below for details).

Reaching tentative agreements on these articles will allow us to focus on articles 11, 12, and 13. Because of the complexities of Article 12, the District will be discussing holding a subcommittee on Article 12 with MEA. The District will also be presenting its financial offer at the next bargaining session.

MSD Proposed

Article 1 - Contract Conditions.pdf

The District bargaining team emphasized the School Board’s position that the contract is between the School Board and Medford Education Association, not with an outside organization (Southern Oregon Bargaining Council). Once the Board and MEA have reached an agreement, those parties should not be beholden to an external third party for their approval. It is important that our two parties are able to engage in important work and creative solutions together.

Article 7 - Vacancies, Transfers, and Assignments.pdf

The District bargaining team proposed clarifying transfer language to address the potential need for the District to transfer teachers to different schools for reasons other than changes in enrollment. Reasons for transfers may include meeting the needs of specialized programs at schools or unique employee situations. The District has also agreed to the language proposed by MEA’s bargaining team on how to address ties in seniority for voluntary transfers.

Article 14 - Retirement Benefits.pdf

(Technical Correction) - After the initial exchange of proposals in May, there was an ask to confirm that there are no longer staff in the grandfathered language centered on Retirement Benefit 1. The District team confirmed and presented the article again with that language stricken.

Article 16 - Extra Compensation.pdf

The District believes this provision is effective as currently written. Hiring decisions are the purview of management, but the determination of extra duty pay that might go with any assignment is subject to the advisory role of the joint MEA/MSD extra compensation committee (made up of teachers and district administrators), with a final decision at the district level. Tonight, teams discussed the extra compensation article, and while the District acknowledges there are extended seasons for sports/activities outside of those that are OSAA-sanctioned, the current contract language addresses a mechanism for requesting additional compensation when warranted through the extra compensation committee.

Article 17 - Continuing Professional Development.pdf - Tentative Agreement Reached

The District agreed to the language proposed by the MEA bargaining team to increase the sum of professional development funds from $75 per bargaining unit member to $100 per bargaining unit member.

Article 19 - Duration of the Contract.pdf

The District team again proposed a three-year contract as opposed to a shorter-term contract proposed by MEA’s bargaining team. We emphasized, again, the shared desire to get to an agreement soon and not be in bargaining again next year, the 2024-25 school year.

MEA Proposed

Article 2 - Recognition - Tentative Agreement Reached

Article 4 - Association Rights and Responsibilities - Tentative Agreement Reached

Article 5 - Grievance

Article 6 - Bargaining Unit Member Rights

Article 8 - Layoff and Recall

Article 9 - School Calendar and Work Year

Article 10 - Leaves of Absence

The next bargaining session is scheduled for November 1 at the OEA Uniserv Office.

District Proposal on Article 12:

Safety & Supervision - The District is proposing that teachers may be assigned student supervision before or after school to ensure student safety (bus, pick-up/drop-off supervision, etc.), as well as hallway supervision between classes. When possible, supervision will be assigned on a rotational basis to ensure equity amongst certified staff.
Professional Learning Time - The District is proposing up to an additional hour per month of professional development and collaboration time.

SpEd Flexibility - Special education is not a one-size-fits-all solution, so the district is proposing flexibility to deploy increased resources where our students need them most.

Bargaining Update 9/28/2023

The District bargaining team met last night with the MEA bargaining team for our seventh bargaining session since April 2023. After the exchange of initial proposals, we spent the majority of the May 15, June 7, September 18, and September 27 bargaining sessions discussing our shared priorities on Article 12. Our talks have explored options and possible pathways to reaching an agreement.

Here are key points about the District proposal on Article 12:

Safety & Supervision - The District is proposing that teachers may be assigned student supervision before or after school to ensure student safety (bus, pick-up/drop-off supervision, etc.), as well as hallway supervision between classes. When possible, supervision will be assigned on a rotational basis to ensure equity amongst certified staff.
Professional Learning Time - The District is proposing up to an additional hour per month of professional development and collaboration time.
SPED Flexibility - Special education is not a one-size-fits-all solution, so the district is proposing flexibility to deploy increased resources where our students most need them.

Student Behavior

We have also implemented a variety of strategies since the last contract was bargained that are not reflected in the current collective bargaining agreement. We recognize that challenging student behavior continues to be a top concern for everyone in MSD. We know students are coming to us with higher levels of needs that can result in an increase in concerning behaviors. Thus, the District has focused resources over the past two years on student behavior and discipline, including:

Since 2020, we have added staff at every elementary school, specifically to address social-emotional learning and behavior.
Hosted listening sessions to discover the needs of specific schools.
Doubled the number of staff trained by the Crisis Prevention Institute (CPI).
Retained partnerships with Family Solutions to continue providing student access to mental health and behavioral therapists at every secondary school.

Again, we have a shared goal of addressing increased student behavior, and we must continue to collaborate on solutions to improve our system in this area, regardless of whether there is specific language in the contract.

Additional Clarification on two proposals we brought to the table last night:

Article 5

Grievance - The District is proposing to ensure that, in group grievances, the District is provided the names of the impacted individuals so we can work to resolve the grievance in the best interest of the teacher in a timely manner. When a timeline needs to be extended, we propose that the extension be put in writing so there is a shared understanding between the Union and the District, as is the standard practice in our district and nearly all of the other school districts in Oregon.

Article 6

“Just Cause” - The District is proposing to remove “just cause” ONLY for licensed probationary staff in order to align with state law and to align with the norm in other school districts.

Next Steps

As we mentioned in our communication yesterday, we are committed to our continued work on Article 12; however, because some of the Union counterproposals have a significant financial impact, we need to begin discussing fiscal issues. At the next session, we will be discussing the articles centered on compensation, including Cost of Living Adjustments (COLAs), insurance, benefits, etc.

There are eight articles and two appendices, including these economic proposals that neither party has discussed since May 2023. To reach our shared end goal of settling this contract, we have to begin discussing and reaching an agreement on all of the open articles.

The District is committed to negotiating in good faith to resolve our differences at the bargaining table and arrive at a mutually acceptable labor agreement.

Bargaining Update 9/27/2023

The District and MEA’s bargaining teams met tonight for our second bargaining session of the 2023-24 school year at the MEA offices.

The District shared elementary class size data that shows, compared to pre-pandemic years, we have lower elementary class sizes and a historically low number of elementary grade level blends. At middle schools, we are below 180 total students per teacher, with the exception of PE, as allowed in the contract. We experienced a higher level of enrollment than anticipated at our high schools, resulting in 32 classrooms (excluding music and PE as allowed in the contract) that are over 180 students per teacher. We have agreed-upon solutions for 29 of the 32 teachers, and are working toward solutions with the other three. Class sizes continue to be a high priority for our School Board and District, as long as state funding continues to support it. For more information and data on class size ranges, click here.

The District presented counterproposals on

The Union’s bargaining team brought counterproposals on

Article 12-Working Conditions

Next Steps

While we are committed to our continued work on Article 12, because some of the counterproposals have a significant financial impact, we need to begin discussing economics. Thus, at the next session, we will be discussing the articles centered on compensation, including Cost of Living Adjustments (COLAs), insurance, benefits, etc.

Our negotiations continue to center on our guiding principles:

Student Experience: To set conditions to increase student success, including students making meaningful connections with teachers for individualized support.
Safety and Security: To provide a schoolwide environment where students and staff feel safe.
Professional Learning: To prepare teachers to provide effective instruction that advances learning for all students.
High Quality Staff and Financial Stability: Provide competitive salaries and benefits to recruit and retain high-quality staff while ensuring long-term financial viability of the Medford School District within the context of local, state, and federal funding and enrollment trends.

We scheduled the next three meetings, which will be on October 18, November 1, and November 14.

Bargaining Update 9/18/2023

We were pleased to restart bargaining with the Association this evening. We began the session by introducing new team members. The District team now includes three School Board members: Suzanne Messer, Michelle Atkinson, and Michael Williams. As a team, we worked together towards common understandings and successful outcomes. We discussed various articles.

The District presented counterproposals on:

The Association brought counterproposals to (these will be added as soon as we receive electronic versions):

Article 5-Grievance
Article 6-Bargaining Unit Member Rights.

We have set our next three meeting dates: September 27, October 18, and November 1, and look forward to continued conversation and collaboration as we move through the bargaining process. More in-depth conversations will continue, particularly around Article 12-Working Conditions, with a shared interest in providing solutions to some of our most complex challenges. For example, the District will be providing an update on class sizes and case loads at the September 27 session.

Our negotiations continue to center on our guiding principles:

Student Experience: To set conditions to increase student success, including students making meaningful connections with teachers for individualized support.
Safety and Security: To provide a schoolwide environment where students and staff feel safe.
Professional Learning: To prepare teachers to provide effective instruction that advances learning for all students.
High Quality Staff and Financial Stability: Provide competitive salaries and benefits to recruit and retain high-quality staff while ensuring long-term financial viability of the Medford School District within the context of local, state, and federal funding and enrollment trends.

Bargaining Update 6/7/22023

Agenda

We had a great discussion regarding the educator and district needs surrounding prep time, meeting time, and how to serve special education students. The District appreciated the additional context provided tonight from the Association, and the District will provide a counter proposal to Article 12-Working Conditions at the next bargaining session on September 18th.

Discuss Article 12 (Working Conditions During School Days)
Set agenda for next meeting and schedule next three bargaining sessions:
- Monday, September 18th
- Wednesday, September 27th
- Wednesday, October 18th

Bargaining Update 5/22/2023

Summary of Meeting

We were happy to meet today for our fourth bargaining session to discuss specific articles more in depth. In tonight’s meeting, the following was accomplished:

The Association presented counterproposals to the following articles:

Article 8-Layoff and Recall
Article 10-Leaves of Absence
Article 2-Recognition
Article 3-Definitions
Article 4-Association Rights and Responsibilities
Article 18-Joint Committees
Article 5-Grievance (no link: verbal proposal only)

The District presented counterproposals to the following articles:

As we began to discuss our next session, we appreciated the Association’s perspective on Article 12 being a top priority to its members, as it is a shared priority of the District. To that end, we will commit the entire next session to an in-depth conversation on Article 12. We look forward to our continued dialogue and understanding of each other’s perspectives as we work together to reach an agreement on a new contract.

The next session will be 6/7/23, and we confirmed the next three bargaining sessions for the fall.

Bargaining Update 5/15/2023

Summary of Meeting

We were happy to meet today for our third bargaining session to discuss specific articles more in depth. In tonight’s meeting, the following was accomplished:

The District presented counterproposals to the following articles:

The Association presented a counterproposal to the following article:

Article 12: Working Conditions During School Days

The Association asked additional clarifying questions on Articles 8-Layoff and Recall and 10-Leaves of Absence

We appreciated the Association’s in-depth discussion on their interests in Article 12 and the opportunity to dialogue and ask questions.

We set the agenda for the 5/22/23 meeting and confirmed the next three bargaining sessions.

Bargaining Update 5/2/2023

Summary of Meeting

At the May 2 negotiations session, the Medford School District (MSD) and Medford Education Association (MEA) presented their initial proposals, which are linked below. Our next meeting will be on May 15, 2023. We appreciate all of the employees who were in attendance and participated in the process.

About MSD’s Initial Financial Proposal

In addition to suggested changes in other articles, the school district’s financial proposal raises teacher pay and works to keep insurance costs down for all participants in MSD insurance plans.

Economic Highlights from District Proposal

Salary & Retirement Benefits

Year 1: Two percent increase in the salary schedule.

Year 2: Two percent increase in the salary schedule

Year 3: Two percent increase in the salary schedule

Schedule indices (steps) remain at 3.5%

District match to 403(b) remains at up to $1,200

Insurance

Maintains the 85% District contribution and 15% Employee contribution to all plans with the exception of the HSA plan, which proposes 95% District contribution and 5% Employee contribution to the plan.

View the MSD’s Initial Proposal

View the MEA’s Initial Proposal

If you have questions or comments, please email them to: msd.negotiations@medford.k12.or.us.

Negotiations Update 4/19/2023

Negotiations Update

Posted by MSD Negotiations Team on 4/19/2023

The District was excited to begin bargaining with MEA this evening, April 19, 2023, and was ready to exchange its proposal. At tonight’s bargaining session, the parties discussed and agreed on the ground rules so that the parties can proceed with exchanging full proposals at the next bargaining session scheduled for May 2, 2023.

The District Bargaining Team includes Janel Reed, Chief HR Officer; Brad Earl, Assistant Superintendent of Operations; Kirk Kolb, Executive Director of Teaching and Learning; Sandy Holman, Principal Hoover Elementary; Charity MacLeod, Principal McLoughlin Middle School; and Rebekah Jacobson, District Counsel. The School Board will continue to be updated and provide input to the team throughout the process.

The first bargaining session typically includes introductions and agreeing on ground rules. The District sent proposed ground rules to the Association on March 30th, along with ten dates for bargaining sessions. Because this is a legislative session year, the District communicated to the Association a desire to start bargaining once there was a clearer picture of school funding for the next biennium. It is the District’s hope to have the contract settled before the end of the school year.

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Bargaining Update

MSD - MEA Negotiations 2025-26