The Teacher Negotiation Act: Who is Covered?
The Connecticut Supreme Court first recognized the right of public sector teachers to organize and collectively bargain over compensation and working conditions in 1951. The Connecticut legislature further allowed educators to join unions to collectively bargain in 1965 when it passed the Teacher Negotiation Act (TNA). From its beginnings, the TNA allowed mediation and advisory, non-binding arbitration as a chief means for resolving stalemates in negotiations.
In 1976, general oversight of the TNA became the role of the State Board of Labor Relations. Along with such change in oversight, the TNA was amended to implement the “last best offer,” arbitration in which parties to an arbitration were required to submit a last best offer for each issue not settled through private negotiation or mediation.
The TNA covers all “certified,” professional staff within a School District belonging to either the “Teacher’s Unit,” or the “Administration Unit.” The Teacher’s Unit includes those employees working within a local or regional School District in positions requiring a teaching certificate or a durational shortage area permit issued by the State Board of Education. C.G.S. §10-153b. The Administration Unit includes those certified employees within a School District, in positions requiring an intermediate administrator or supervisor certificate. Further, the administrative or supervisory duties of such individual must account for fifty percent (50%) of the employee’s time. C.G.S. §10-153b. Individuals who are employed by the school system who are not part of the Teacher’s Unit or the Administrator’s Unit, are not covered by the TNA, but have been provided collective bargaining rights through, “The Municipal Employee Relations Act.”
The TNA further excludes certain School District staff from the Act itself, which include the Superintendent of Schools, assistant superintendents, certified professional employees who act for the Board of Education in negotiations with certified professional staff, or who are directly responsible to the Board of Personnel Relations, temporary substitutes, and all non-certified employees of the Board of Education.
If you are an employer or teacher and are faced with the possibility of termination, contact the experienced employment law attorneys today at 203-221-3100, or by email at JMaya@mayalaw.com. We have the experience and knowledge you need at this critical juncture. We serve clients in both New York and Connecticut including New Canaan, Bridgeport, White Plains, and Darien.
Source: C.G.S. §10-153
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