re: St Tammany school board won’t approve new CBA with teachers union

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I can't imagine not sharing that kind of thing with your spouse.

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If I’m the superintendent this morning I updated my resume.

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They are on salary and paid bimonthly.

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This would mean they’re paid once every two months. I doubt that seriously.

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Most teachers are on salary and are paid either bimonthly or monthly. In many school districts you can elect to take your pay only over the school year OR to have a monthly amount held back (the equivalent of the summer months) and receive a “summer check” which is the equivalent of being paid over the whole year.Jul 1, 2023

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they enjoy their 3 month summer taxpayer funded vacation

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Oh boy...here come the teacher gripes while they enjoy their 3 month summer taxpayer funded vacation sipping Pina Coladas by the pool. Their griping falls on my deaf ears. Get back to work in 3 weeks and focus on your job and the kids. Don't be selfish.

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Collective Bargaining Agreement (CBA) Update for STPPS Employees
After discussions at the July 8th Special Board Meeting, the School Board voted to not accept the proposed Collective Bargaining Agreement between the St. Tammany Federation of Teachers and School Employees.

The School Board wants the ability to set policy without having to negotiate a contract with the Federation. The district administration will work closely with employees through the established Teacher and Support Employee Councils to get input and create a framework for policies and procedures for STPPS employees.

Employees will receive the one-step increase and the state provided stipend- just as they would have under the proposed Collective Bargaining Agreement. In addition, the Board took action to implement longevity pay for all employees. This addition to the salary schedule will provide employees with an additional step for every five years of employment. Employees will continue to have liability insurance through the School System, as they always have. Union employees will have dental coverage through the Federation until January 1, 2025. The School System will be exploring a self-insured dental plan to provide all employees with dental coverage after that date at no additional cost to employees.

"We are committed to working closely with the School Board and our employee groups to do what is in the best interest of all of our employees as we transition to a new framework that does not involve a collective bargaining agreement with the Federation,” said Superintendent Frank Jabbia. “I want to reassure employees that we will continue to move forward with all employees in mind as we work towards our shared goals.”

“This decision was not taken lightly, but I believe this is truly in the best interest of all of our employees,” said Board President James Braud. “I am not willing to turn over the policy making abilities of this School Board to the Federation. We should have all employees and the public involved in the making of these decisions, not just the dues paying members of the union.”

An employee handbook and additional information will be provided to employees in the near future.

2024-2025 STPPS Approved Teacher Incentives
Current teachers are eligible for one-time salary incentives and annual stipends as follows:

Salary Incentives

Current STPPS teachers who earn new certification or transfer to teach in Special Education (SWE) will receive an additional two steps ($1,000)
Current STPPS teachers who are not certified in a Special Education (SWE) or critical shortage area but agree to go on Out-of-Field Authorization (OFAT) will earn one additional step ($500)
$1,000 Advanced Degree Salary Increase for each advanced degree earned while employed in STPPS
Annual Stipends

$1,000 Annual Effectiveness Stipend
$500 Annual Stipend for Teaching Critical Shortage Area (Special Education/SWE Teachers and Certified teachers teaching on an OFAT are not eligible for the critical shortage demand stipend)*
$500 Annual Stipend for Teaching at UIR and CIR schools
Annual Stipend from Employee Salary Reserve Fund if applicable
New STPPS Teacher Incentives
Salary increases are offered to teachers new to STPPS. These are permanent increases in salary, not one-time bonuses.

First-year teachers, and teachers new to STPPS with prior experience, will start with a salary reflecting an additional two steps. This results in a $1,000 salary increase.
Certified Special Education (SWE) teachers new to STPPS will receive an additional two steps ($1,000). This results in a total of four steps when combined with the two step new teacher incentive. This results in a $2,000 salary increase.
New teachers who are not certified in Special Education (SWE) or a critical shortage area but agree to go on Out-of-Field Authorization (OFAT) will earn one additional step ($500). This results in a total of three steps when combined with the two step new teacher incentive. This results in a $1,500 salary increase.
Annual Stipends - New STPPS teachers may be eligible to receive stipends in the 2025 - 2026 fiscal year.

$1,000 Annual Effectiveness Stipend
$500 Annual Stipend for Teaching Critical Shortage Area (Special Education/SWE Teachers and Certified teachers teaching on an OFAT are not eligible for the critical shortage demand stipend)
$500 Annual Stipend for Teaching at Eligible Schools
Annual Stipend from Employee Salary Reserve Fund if applicable

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He’s a nepo baby. His dad was a big wig in the school system. Made the meteoric rise from football coach to principal to effing superintendent after an alleged nationwide search.

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