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Members Only Information
• Dues Check Off/
Representation Fee
• Board Communications
• Compensation
• Health & Welfare Benefits
• Work Schedule
• Vacation
• Compensatory Time
• Tuition/Training
   Reimbursement
• Holidays
• Emergency Closing
• Bereavement Leave
• Sick Leave
• Holiday Conversion
• Sabbatical Leave


For Your Information

February 2, 2015

This is an election year for officers of PSASA. The process to be followed is:

  • The appointment of a nominating committee to which each member of executive board will appoint a representative. This committee will prepare a slate for President, Vice President, Recording Secretary, Treasurer, Parliamentarian and Member-At-Large. The term of office is three years.
  • The election will take place by April 30, 2015. This election is by secret ballot.
  • Any member of PSASA who has signed up and or served on a committee is eligible to run for any office. If you are interested, please contact Shirley at PSASA (410-243-4310) by February 28, 2015. The candidates will be presented at our March meeting. There is not a cap on the number of persons who can run for any office.
  • Ballots will be sent out in April and must be received in PSASA's office by June 1, 2015.
  • The three persons on the committee to count the ballots will be different from those on the nominating committee.

All of the above procedures are taken directly from PSASA's Constitution. Go to our website (www.psasa.org) if you want to see the responsibilities of each officer.
If you have any questions please feel free to contact the Executive Director, Shirley W. Johnson at 410-243-4310

Please contact the office if you are not receiving PSASA mail.

As Unit II (PSASA) members, the law requires that Human Capital deduct the Agency Fee amount of $25.85 per pay period. If you are an Agency Fee member and would like to change your union member status, please complete the Payroll Withholding Authorization Form (Go to How to Join) and return to the office by way of e-mail, interoffice mail or fax. The amount deducted to become a full member is $26.81 per pay period. One of the major differences in status is your eligibility to vote during election years, once a full member, you have that option.

The City Schools employee handbook has been updated and expanded. The handbook provides essential information about policies, opportunities and services that affect all employees. The handbook is available online via Employee Self Service. Employees are required to log onto Employee Self Service and submit the electronic receipt of acknowledgment. This step is only required once, after which you will continue to have access to your personal information, pay check, benefits information and other work related information provided via Employee Self Service.

Ten month employees are required to complete the electronic receipt of
acknowledgment by June 1, 2010.

What You Need to Know from the Contract (MOU) Effective from July 1, 2010 to June 30, 2016

DUES CHECK OFF/REPRESENTATION FEE – Pages 6 & 7

The Board agrees to deduct PSASA dues and service fees from the pay of any employee in Unit II who authorizes such deduction in writing.  Such authorization shall be continued from year to year unless revoked in writing between May 1 and June 30.  Dues or service fees will be deducted from each paycheck. 

PSASA will determine the amount of the service fee in accordance with applicable law.  Presently, the law permits PSASA to allocate its expenses as chargeable or non-chargeable based on their relationship to negotiation and enforcement of the collective bargaining agreement.  Upon the Board’s request, PSASA will provide the Board with information explaining which fees or expenses PSASA has determined to be chargeable to service fee payers. 

A person who fails or refuses to become a PSASA member or approve deduction of a service fee will be discharged in accordance with the process contained in this subsection. 

PSASA will notify the Board of the name(s) of any Non-Payer.  The Board will, within 7 days, provide such person a notice that they must comply with this section or be discharged and what action(s) are required to come into compliance.  Such notice will require the Non-Payer to comply within 7 days after service of the notice. 

PSASA will notify the Board if the Non-Payer continues to fail or refuse to comply.  The Board will discharge the Non-Payer within 7 days thereafter.  

This section may be enforced via the grievance procedure or, at PSASA’s sole option through an action in the Circuit Court without prior exhaustion of the grievance procedure. 

This subsection shall not apply during the pendency of any Objection that any Non-Payer may have initiated under PSASA’s Process for Resolution of Objections; it may be invoked 14 days after the conclusion or termination of the process for resolution of an Objection. 

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BOARD COMMUNICATIONS – Page 8

The Board shall supply PSASA with a copy of public Board Minutes, all circulars, press releases, all Chief Executive Officer’s Memoranda and Bulletins relating to employees generally or to any substantial group of employees concerning the interpretation or application of the terms and conditions of this Agreement and/or relating to wages, hours or conditions of employment.  All Task Force reports submitted to the Board in public session, including the purpose and membership of said Task Force, shall also be supplied to PSASA. 

Employee – The term “Employee” shall mean an employee of the Baltimore City Public School System who is a member of Unit II and is represented by PSASA. 

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COMPENSATION AND RELATED MATTERS – Page 11

Effective July 1, 2008, all Unit II members shall receive a 3.5% salary increase and shall move one step on the salary scale. 

Longevity increments shall be awarded to eligible employees on their anniversary dates in Unit II.  Eligibility for longevity adjustments for PSASA (Unit II) members shall be as follows:

At least twenty-five (25) years of active service with the school system and ten (10) years of active service in Unit II.  Annual Longevity Adjustment to be $1,400.00. 

At least thirty (30) years of active service with the school system and fifteen (15) years of active service in Unit II.  Annual Longevity Adjustment to be additional $1,400.00

Effective July 1, 2007, Step 15 shall be added to the PSASA salary scale. 

At the time of termination or retirement on or after July 1, 1992, a sum equal to six percent (6%) of the employees’ annual rate of compensation as of July 1, 1991 shall be paid to employees in addition to other leave payments due at termination or retirement. 

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HEALTH AND WELFARE BENEFITS – Pages 15-17

Employees shall be provided a group Health and Welfare plan which shall include optical, major medical, disability, and life insurance plans.  Effective September 2005, Unit II members shall transition from a 10 month to a 12 month payroll deduction for Health and Welfare Benefits.  

Employees in the bargaining unit prior to January 1, 2006 will have the choice of: (a) continuing to receive dental benefits through their present health insurance plan or; (b) electing to receive dental benefits through the BCPSS’ general stand-alone dental plan (currently The Dental Network). 

Employees first entering the bargaining unit on or after January 1, 2006 will be in the BCPSS’ general stand-alone dental plan (and their health insurance premiums will reflect the exclusion of dental coverage under the health insurance plan). 

The life insurance benefit for an active employee shall be an amount equivalent to the deceased employee’s annual salary on the date of the employee’s death. 

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BENEFITS – Pages 18 - 22

Work Schedule – Page 18

It is essential that the work schedules for the members of Unit II retain sufficient flexibility to permit the achievement of goals.  Such schedules may involve the performance of services in and out of the school building or office and frequently beyond the regular school day or office hours.  However, it is essential that, unless the appropriate supervisor or designee has been notified to the contrary, principals be present at the school site during the instructional day for pupils. 

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Vacation – Page 18 & 19

All employees who were employees prior to September 1, 1988 are entitled to a vacation of twenty four (24) working days for each fiscal year. 

For vacation carry-over purposes only, employees may accumulate one hundred two (102) vacation days (816 vacation hours).  Any vacation leave in excess of one hundred two (102) days (816 vacation hours) accumulated during each current year must be used in said year, and, if not, may not be carried forward. 

All employees who become part of the bargaining unit after September 1, 1988 are entitled to vacation based on the BCPSS policy on vacation leave. 

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Compensatory Time – Page 19

All employees required by the appropriate supervisor to work during non-operational days shall be eligible for compensatory time upon prior approval.  Compensatory time shall be earned after 6:00 p.m. on operational days.  Employees new to the unit on or after July 1, 1998 shall not accrue compensatory time during operational days. 

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Tuition/Training Reimbursement  - Page 20

The tuition reimbursement fund for each school year of this Agreement shall be $45,000.00.  The fund is to be administered in the present manner agreed upon by the parties which only can be changed before August 31 of each year. 

Unit II (PSASA) employees will receive full reimbursement for successful completion of the State Licensing Examination up to a maximum of $500.00. 

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Holidays – Page 20

All employees shall be entitled to the following non-operational days: 

Thanksgiving Holiday (November – 2 days)
Winter Holiday (December – January) (Shall conform to school calendar)
Dr. Martin Luther King’s Birthday (January – 1 day)
President’s Day (February – 1 day)
Mid-Winter Holiday (February – March) (Shall conform to school calendar)
Spring Holiday (March – April) (Shall conform to school calendar)
Memorial Day (May – 1 day)
Independence Day (July 4)
Labor Day (September, First Monday)
U.S. Congressional General Election Day 

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Emergency Closing – Page 21

In an emergency closing situation where teachers and students are not required to report for duty, each employee is required to report for duty due to the nature of his/her responsibilities.  In the event employees are so required to report and an employee cannot report, he/she shall have the option of taking vacation, or compensatory time.  Should the Governor or Mayor declare a state of emergency, the CEO shall consider that declaration on the emergency closing statement.

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Bereavement Leave – Page 22

In the case of the death of a parent, grandparent, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother, sister, husband, wife, child or grandchild (including those in this group who are step, half-blood or foster relations), or in the case of the death of a member of the immediate household of an employee, the employee shall be granted a leave of absence without loss of pay for a period not exceeding four (4) consecutive working days beginning with the date of death except that no day during this period on which the employee has been on duty shall be counted in computing the length of the leave. 

In the case of the death of a relative not mentioned in Paragraph 1 above, the employee shall be granted a one (1) day leave of absence with no loss of pay to attend the funeral  Additional days for this purpose may be charged to personal business eave with no loss of pay if the employee so elects. 

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LEAVES OF ABSENCE – Page 22-25

Sick Leave – Page 22

For employees who are members of Unit Ii as of July 1, 1980, sick leave is accumulated at the rate of one and one-half (1-1/2) days for each month of completed service.  Any unused sick leave shall be carried forward from year to year and accumulated for purposes of leave payment at termination.  Effective July 1, 1993, the maximum accumulation shall be 250 days.  For the purposes of retirement credit only, employees may accumulate unlimited sick leave.   For employees who enter Unit II after July 1, 1980, sick leave is accumulated at the rate of one and one-half (1-1/2) days for each month of completed service with unlimited accumulation for all purposes. 

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Holiday Conversion – Page 23

Employees may concert to cash one (1) day of unused sick leave for each four (4) days of sick leave accrued during the sick leave year at their rate of pay at the time of conversion.  The sick leave year begins on the day immediately following the last payroll period in November and extends throughout the last payroll period in November of the following year.  All sick leave days not converted to cash shall be carried forward and retained as accrued sick leave.  Payment for such converted sick leave shall be made to employees no later than December 24. 

Employees new to the unit after July 1, 1998 shall receive sick leave conversion on a one for five basis thereby converting to cash one (1) day of unused sick leave for each five (5) days of sick leave accrued during the sick leave year. 

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Sabbatical Leave – Page 24

Employees who have served satisfactorily for a period of ten (10) or more consecutive years in the Baltimore City Public Schools may be granted sabbatical leaves of absence. 

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2512 North Charles Street, Baltimore, MD  21218 • 410-243-4310