Gist of Issue: 

An ITA social worker achieved their masters degree and NYSED certification in school social work through an advanced standing program that honored some undergraduate classes as equivalent to graduate credits. This program allowed the member to expedite their masters study. The member successfully grieved to have these credits counted as "in kind" credits towards their lane credits on their salary.    

Lasting Impact for the entire unit: 

This Agreement does establish precedent for granting lane credit for undergraduate credits honored through the accreditation-based foundation equivalency review process applicable to the CSWE Advanced Standing model; however, this establishment is limited exclusively to school social workers. 

• Complete Resolve Text

This resolve covers two Teacher Leaders who alternated responsibilities as the departmental Teacher Leader in their department of less than three members. Both Teacher Leaders supervised Homebases, unknowingly waiving their right to having the Homebase period as a Leader Release. This agreement compensates them for their loss of release.

• Greviance Resolve language held by PPR&R Committee in accordance with agreement conditions

Members who think they may have experienced similar circumstances should reach out to the PPR&R Chair to discuss their indivdual situation.

Gist of Issue: 

After ITA Treasurer, Brian Goodman, did an audit of the salary history of every member in the unit, the ITA filed a "class-action grievance" to push HR to investigate every salary issue and take corrective action where mistakes were made and to provide backpay for the compounding salary losses that these errors have created. 

The ITA recognizes the immense work of both Brian Goodman and Alex Freyvogel in the Human Resources Department to investigate every one of these issues with due diligence!  

Lasting Impact for the entire unit: 

•  To this date, close to 50 members have recieved corrected salaries with backpay where applicable. 

• Backpay amounts have ranged from a few hundred dollars to many thousands of dollars. We estimate the total backpay attached to this grievance to have put over half a million dollars back in members pockets!

• The district agreed to implement a Step and Lane salary schedule which will eliminate many of the conditions that led to these errors.

• This grievance is now resolved, however, members who discover new salary errors do maintain the right to file individual grievances to solve individual salary errors.

• Complete Resolve Text

This temporary agreement outlines the Teacher Workday for ELEMENTARY teachers for the 2026-27 school year. This agreement maintains the rights and responsibilities outlined in the 2025-28 CBA, but makes adjustments to accommodate a non-adjusted Student Instructional Day.

Highlights of the agreement include:

Student Instructional Day:

•  The official “Student Instructional Day” shall remain 8:00 am to 2:00 pm for the 2026-27

school year.

• Elementary teachers will report at 7:40 am to begin the Teacher Workday. All teachers

will report to their classrooms or other supervisory assignments at this time.

• Students will also begin to arrive at 7:40 am. Locations for breakfast and other

appropriate supervision will be established to best meet the needs of each individual

building. These locations may be individual classrooms or larger spaces like cafeterias,

gymnasiums, playgrounds, and libraries.

• At 7:50 am, teachers will welcome students currently in their classrooms into “Soft Start”

activities. Students arriving at school during the 7:50-8:00 “Soft Start” will be sent to

their classrooms as soon as practicable upon receiving breakfast.

o This “Soft-Start” may include breakfast in the classroom, storage of personal

belongings, independent or small-group educational or social-emotional activities,

structured or unstructured play, or any other appropriate activity the teacher sees

fit, provided that no new, “whole-class”, or first instruction takes place before all

affected students are present and ready to learn, or the Student Instructional Day

has officially begun whichever occurs first.

• Scheduled general new, “whole-class” or first instruction and specials will officially

     begin no later than 8:00 am.

• Teachers may choose to begin new, “whole-class,” or first instruction between

      7:40 and 8:00 am, provided all students are present and ready to learn.

• Teachers may choose to schedule IEP, ENL, and 504 services between 7:40 and

      8:00 am, provided the student or students receiving these services have

      demonstrated regular attendance and availability at that time.

• A specific time window for taking attendance will be designated at each school.

     This time will begin no earlier than 8:00 am.

• Students will be dismissed daily at 2:00 pm.

Teacher Workday for Elementary Teachers

• On Mondays, Tuesdays, and Thursdays, elementary teachers will arrive to work at 7:40

     am and remain on campus until 2:50. Time outside the “Student Instructional Day” will

     be devoted to completing professional duties and collaborating, and will be

      teacher-directed.

• On Wednesdays, elementary teachers will arrive to work at 7:40 am and remain on

      campus to attend a 60-minute staff meeting that begins no later than 2:10 pm. All CBA

      conditions for Wednesday Meetings will be in effect. Teachers will not be expected to

      work on campus beyond the end of the Staff Meeting.

• On Fridays, elementary teachers will arrive to work at 7:40 am and leave at the end of the

      Student Instructional Day.

The Planning Conditions for the 2027-28 School Year will be as follows:

• From September to November of 2026, the ICSD will conduct a transportation and

     student arrival study to track the arrival trends of elementary students at each school.

• Between the adoption of this agreement and October 2026, the District will convene a

     stakeholder committee to discuss the feasibility of designing a 6-hour and 30-minute

     elementary Student Instructional Day for the 2027-28 school year.

• This committee will ensure that all student contact time (including the “Soft Start”

     and any other transition times) is part of 6 hour, 30-minute Student Instructional

     Day

• This committee will work to determine a 2027-28 Elementary Master Schedule for

      adoption no later than January 31, 2027.

Read the entire agreement here 

This temporary agreement outlines the Teacher Workday for LACS, Boynton, and DeWitt teachers for the 2026-27 school year. This agreement maintains the rights and responsibilities outlined in the 2025-28 CBA, but makes adjustments to accommodate a non-adjusted Student Instructional Day.

Highlights of the agreement include:

Student Instructional Day:

•  The official “Student Instructional Day” shall remain 9:00 am to 3:30 pm for the 2026-27

school year.

Teacher Workdays

At LACS:

• On Mondays, Tuesdays, and Thursdays, LACS teachers will arrive at work by 8:50 am

and remain on campus until 4:10 pm. Time outside the Student Instructional Day will be

devoted to completing professional duties and collaborating with colleagues. This time

will be largely teacher-directed.

• On Wednesdays, LACS teachers will arrive at work by 8:50 am and attend a weekly staff

meeting that begins no later than-3:40 pm. All CBA conditions and LACS established

practices for Wednesday Meetings will be in effect. Teachers will not be expected to

work on campus beyond the end of the Staff Meeting.

• On Fridays, LACS teachers will arrive at work by 8:50 am and leave at the end of the

Student Instructional Day.

At Boynton and DeWitt:

• On Mondays, Tuesdays, and Thursdays, Boynton and DeWitt teachers who are not

teaching Zero Period will arrive at work by 8:10 am and remain on campus until 3:30 pm,

resulting in a 7-hour, 20-minute Teacher Workday for the 2026-27 school year. Time

outside the Student Instructional Day will be devoted to completing professional duties

and collaborating with colleagues. This time will be largely teacher-directed.

• On Wednesdays, Boynton and DeWitt teachers who are not teaching Zero Period will

arrive at work by 8:50 am and attend a 60-minute weekly staff meeting that begins no

later than 3:40 pm. All CBA conditions for Wednesday Meetings will be in effect.

Teachers will not be expected to work on campus beyond the end of the Staff Meeting.

• On Fridays, Boynton and DeWitt teachers who are not teaching Zero Period will arrive at

work by 8:50 am and leave at the end of the Student Instructional Day.

The Planning Conditions for the 2027-28 School Year will be as follows:

• Between the adoption of this agreement and October 2026, the District will convene a

stakeholder committee to discuss the feasibility of designing extended Student

Instructional Days in accordance with Article 11.A of the Collective Bargaining Agreement for the 2027-28 school year.

• This committee will work to determine the 2027-28 Master Schedules for adoption no

later than January 31, 2027.

Read the complete agreement here

This agreement outlines the first revision to our grievance procedure since our CBA adoption in the 1960s! This process has been simplified to make it easier to solve problems quickly and efficiently at the lowest level possible to better maintain respectful and collaborative worksites.  

TA Language:

Article 28: Grievance Procedure

A. Declaration of Purpose 

The purpose of this procedure is to ensure a positive and cooperative relationship between the Board of Education, Administration, and the members covered by this Collective Bargaining Agreement. It aims to solve any complaints from teachers in a fair way, at the lowest possible level, so that teachers can address their concerns without fear of pressure, unfair treatment, retaliation, or punishment. The goal is to help the District and Teachers work through disagreements quickly and fairly, without having to go through long or expensive legal processes.

B. Definitions 

1. A Grievance is a claim by any person represented by the Association of any event or condition adversely affecting their terms and conditions of employment and/or work related welfare caused by an alleged violation of this CBA, policies/rules/bylaws/procedures/practices of the Board, or improper implementation of administrative regulations/State regulations. The Association reserves the right to pursue alleged violations of NYS law directly through arbitration rather than engage in the grievance process.

2. The term “Supervisor” means any Principal, Associate Principal, immediate supervisor, or other administrative or supervisory officer, who is not a member of the Association, responsible for the area in which an alleged grievance arises except for the Chief Executive Officer.

3. “Association” means the Ithaca Teachers Association, exclusive representative of the negotiating unit. 

4. “Aggrieved Party/The aggrieved” means any person or group of persons represented by the Association filing a grievance. 

5. “Professional Practices, Rights and Responsibilities (PPR&R) Committee” is the committee created and constituted by the Association and its members for the enforcement of this Agreement, assertion of their professional rights, and for processing grievances. 

6. “Party in Interest” means the PPR&R Committee and any party named in a grievance who is not the aggrieved party. 

7. “Hearing Officer” means any individual charged with the duty of rendering decisions at any given stage of the grievance process.

C: Elements of a Grievance  

1. All grievances will include: 

(a) the name and position of the aggrieved

(b) the provision of law, this CBA, policy, etc., involved in the grievance 

(c) the time and place where the alleged events or conditions prompting the grievance existed 

(d) the identity of the party responsible for causing said events or conditions if known  

(e) a general statement of the nature of the grievance 

(f) the redress sought by the aggrieved party

2. The Association may initiate the Informal Grievance process on its own when it has reason to believe that a system-wide policy would or does affect a group of members. 

3. Whenever possible, grievances will be prepared and processed during employee hours. All reasonable efforts will be made to avoid interrupting classroom activity and involving students in any phase of the grievance procedure. 

4. The Board of Education and the Association agree to facilitate any required investigation and to make available any and all material and relevant documents, communications, and records concerning the alleged grievance.    

5. Except in Stage E.2(a), the aggrieved and any party of interest has the right to confront or cross-examine all witnesses on their behalf.  The parties may designate one or more official note-takers. The aggrieved and all parties of interest will have access to all official notes taken during any proceedings made regarding their grievance.    

6. No interference, coercion, restraint, discrimination, or reprisal of any kind at any time will be taken by the Board or any member of the administration against the aggrieved party, any parties in interest, any representative,  or any other participant in the grievance process. 

7. The Board and the Association will work together to create forms for filing grievances, sending notices, making appeals, submitting reports, and other required documents. Once the forms are finalized, the Chief Executive Officer will arrange for them to be printed and distributed, or otherwise made available, to ensure the grievance process runs smoothly.

8. If any part of this grievance procedure, or how it applies to a person or group in the bargaining unit, is found by a court to be illegal, that part will no longer be valid except as allowed by law. However, all other parts of the procedure will remain in effect and continue to be followed.

9. The Chief Executive Officer is responsible for creating and keeping an Official Grievance Record. This record will be kept separate from the personnel files of those involved. It will include written grievances, exhibits, transcripts, communications, meeting minutes/notes or testimony notes, written arguments and briefs from all Formal Grievances, and all written decisions from each/any stage. Official minutes will be kept at the Board's expense for all Formal Grievance proceedings. A copy of such minutes will be made available to the aggrieved and the Association within two (2) days after the conclusion of any hearings, and the appropriate Hearing Officer will be advised of any errors in said minutes. Any such claim of error will be added to the Official Grievance Record, and the Hearing Officer will note their decision about the claimed error. The Official Grievance Record can be inspected or copied by the aggrieved party, the PPR&R Committee, and the Board. It will not be considered a public record unless required by law.

10. The existence of this process does not mean that the person with an alleged grievance has to use it. They still have the right to seek other ways to resolve the issue, and using this procedure will not limit or prevent them from pursuing other options at any point.

D. Notification and Initiation  

1. It is to the benefit of all that any alleged grievance be processed as efficiently as possible. All parties will make every effort not to delay the process. The time limits specified for either party may be extended only by mutual agreement.

2. No grievance may enter the Formal Grievance process (XXVIII.F) unless the Association is notified of the alleged violation within 60 school days of the inciting events or conditions. The Association will develop the process by which members will notify the Association.  

E. Stage 1: Informal Grievances

1. Engaging in a collaborative solution-finding process is a cornerstone of labor relations. The Informal Grievance process is intended to create a cyclical process that allows the aggrieved, with the cooperation/assistance of the Association, to seek resolution to their alleged grievance first at the building and then at the district level as needed.

2. Informal Grievances will use the following steps:

1. The aggrieved will discuss their grievance with their building leader/immediate supervisor or their building representative with the goal of finding a mutually agreeable resolution. The building leader/supervisor and/or building representative may continue to talk with each other or other parties of interest. Still, the aggrieved must be informed of any potential resolution and be able to provide feedback. The aggrieved is permitted to be present anytime their grievance is being discussed.

2. Within 60 (sixty) school days, the aggrieved and/or their building representative must inform the Association about their alleged grievance through the means developed by the Association. Within 10 (ten) school days, the Association will notify the Chief Executive Officer/Designee, in writing, of the alleged grievance. 

3. If the aggrieved is unable to find a resolution in E.2(a), they may then contact the Association/PPR&R Committee for further review.  

   1. Upon notification, the PPR&R Committee and Association will solicit the Administration to begin finding a mutually agreed resolution to the grievance. The aggrieved will be informed of any decisions made and must consent to any proposed resolution.  The Administration will make all efforts to meet in a reasonable timeframe.

   2. At the next available PPR&R Committee meeting, the alleged grievance will be reviewed to advise the aggrieved and propose potential resolutions to seek. At this meeting, the committee will review the Elements of a Grievance presented for eligibility to enter into the Formal Grievance process.  

4. The aggrieved has the right to bypass E.2(a) and proceed directly to E.2(b) should they choose.

5. After beginning E.2(c), solution-seeking among all parties of interest may occur and is encouraged.

6. The Informal Grievance process may continue without a time limit or until the aggrieved, the Association, or the Administration no longer believes a mutually agreed-upon resolution can be found. In such an event, the party that wishes to close the Informal Grievance must inform the aggrieved, the Association, and the Administration in writing.   

7. If the grievance is resolved at any point during the Informal Grievance process, the resolution will be final and binding for the aggrieved unless objected to by the Association or Central Office Administration. 

8. Any resolutions agreed upon during the Informal Grievance process will not set a precedent for further cases under this CBA.         

F. Stage 2: Formal Grievance 

1. Within ten (10) school days of the close of the Informal Grievance process as detailed in E.2(f) and with the agreement of the Association, the aggrieved may initiate a Formal Grievance. 

2. Formal Grievances will use the following procedures and timelines:

1. The Association will notify the Administration in writing that it will begin a Formal Grievance on behalf of the aggrieved. 

2. The grievance will be reduced to writing and be presented along with all supporting documentation to the building leader/immediate supervisor for their final determination. The building leader/immediate supervisor will deliver their final determination in writing to the Association and the aggrieved within ten (10) school days.   

3. If the aggrieved is not satisfied with the determination in F.2(b), they may appeal to the Association to request a continuation of the grievance. This must be done within ten (10) school days of receiving the determination from F.2(b). If the Association agrees to continue the grievance, the written grievance, supporting documentation, and the determination from F.2(b) will be sent to the Chief Executive Officer/Designee for final determination. The Chief Executive Officer/Designee will render their final determination to the Association and the aggrieved within ten (10) school days.

4. Within ten (10) school days of receiving the determination from F.2(c), if the aggrieved is not satisfied with the determination and with the continued agreement of the Association, the Association will file an appeal with the Board of Education. The Association will provide the written grievance, all supporting documentation, and all determinations along with the appeal. The Board will also have access to the official grievance record maintained by the Chief Executive Officer.

5. Within two (2) voting meetings of receiving the appeal, the Board will hold a hearing about the grievance. The hearing will be held in executive session with the aggrieved and the Association. 

6. Within ten (10) school days of the hearing, the Board will deliver its determination on the grievance, in writing, to the aggrieved, the Association, and the Chief Executive Officer. 

3. If a decision at each step is not appealed to the next in the procedure within the time 

    limits specified, the grievance will be deemed to be discontinued and may not be 

    appealed further under this CBA.

4. If at any step the determination is not communicated to the aggrieved and the    

    Association by the end of the time limit, the aggrieved and Association may proceed to 

    the next step in the process. 

G. Arbitration

1. Within ten (10) school days of the end of, and having exhausted, the Formal Grievance process, if the aggrieved and the Association are not satisfied with the Board determination, the PPR&R committee has determined the grievance has merit, and the Association believes it is acting in the best interest of its members; the Association may submit the grievance to arbitration by written notice to the Board.  

2. Within five (5) school days after the written notice to request arbitration, the Board of Education and the PPR&R Committee will work together to choose an arbitrator who understands the issue and is acceptable to both sides. They must also confirm that the arbitrator is willing to take the case. If they cannot agree on an arbitrator or secure a commitment within the time limit, either side can ask the American Arbitration Association (AAA) for a list of arbitrators. Both sides will follow the AAA's rules and procedures to select an arbitrator.

3. The arbitrator's decision will include the facts, reasoning, and conclusions about the issue.

4. The arbitrator cannot make decisions that require illegal actions or violate the terms of the Agreement.

5. The arbitrator’s decision will be final and binding for everyone involved.

6. For grievances related to contract violations, the cost of the arbitrator's services and any expenses will be split equally between the Board of Education and the Association..

H. Time for Grievance Processing 

1. When a Building Representative, a member of the Professional Practices, Rights, and Responsibilities (PPR&R) Committee, or another Association representative needs to investigate a grievance or attend a grievance meeting or hearing, the Chairperson of the PPR&R Committee will notify the Principal or immediate supervisor and the Superintendent. The notice will request that these individuals be allowed to participate in these activities without losing pay. Any teacher required to attend as a witness will have the same right. The Association agrees to use these rights responsibly and not misuse them.