Jackson Public Schools’ Post

Last week, the U.S. Department of Labor made significant updates to the Fair Labor Standards Act regulations. The final rule raises the salary threshold for exempt employees to $844/week (starting July 1, 2024) and $1,128/week (beginning January 1, 2025). However, there are important exceptions applicable to teachers and some school administrators. School districts and independent schools should review their payroll practices and determine which employees will be impacted by these significant increases. Read more in this alert by Shipman & Goodwin LLP attorneys Dori Pagé Antonetti and Peter Murphy.   🔔 https://lnkd.in/eMHJ9As4    #Shipman #DOL #FairLaborStandards #ExemptEmployees #SchoolLaw

Teachers strike over pay... In March, the NAHT, ASCL, Community, NASUWT and NEU teaching unions jointly called for a "fully funded, inflation-plus" pay rise for 2024-25. They also called for "significant improvements" on workload, saying that was also needed to address problems recruiting and retaining teachers. Why is so much being spent on expensive job boards and agencies and sacrificing the experience of pupils and not being given to the teachers who do the hard work? What would you want to see in an ideal world? 💭 https://lnkd.in/ehZdxKWg

Retaining our best teachers requires action beyond salary increases. Here are some top strategies districts can engage.

It is never too early to start thinking about planning salary increases at your Catholic School. Our latest blog post depicts how salaries can be calculated to attract and retain the best Catholic school teachers. https://lnkd.in/gaiD4hYG #catholiceducation #catholicschools #catholicfinance Mary Ann Stange

In the Cincinnati metro area, the average wage is $28.23/hour, “5 percent below the nationwide average of $29.76….” Most major occupational groups in the Cincinnati area are paid below the national average, ranging from the Legal group at 15 percent below average to the Production group and Healthcare support groups at one percent below average. Of course, some groups, such as Construction and extraction, as well as Installation, maintenance, and repair are right at the national average. And some groups are above the national average, too: Transportation and material moving is three percent higher, while Education instruction and library is two percent higher, as examples. #fairwages

A group called Higher Ed Labor United is trying to overcome the silos that divide unions and forge a national coalition of all types of higher education workers—regardless of which union they’re in or whether they’re in any union, and regardless of their job title. What is your campus's relationship with labor unions? #HERSNetwork #HigherEducation #HigherEducationLeadership #CollegesAndUniversities https://lnkd.in/g7S84aBs

Embracing diverse perspectives cultivates a more representative teaching staff and enhances cultural competency, fosters empathy, and prepares students for success in a globalized world. As approximately 80% of districts have responded with increased salaries to attract candidates, it's evident that salary adjustments are just one piece of the puzzle. Read more: https://lnkd.in/gi78Kcps #DiverseEducation #TeacherRecruitment #InclusiveWorkforce

Since ratifying our union contract, graduate workers across various departments at The Johns Hopkins University have faced unilateral workload changes imposed by the administration. Notably, contrary to what we agreed to, graduate workers are being assigned new 20-hour work requirement of tasks unrelated to their dissertations, on top of existing commitments. Johns Hopkins agreed that our new base salary of $47,000 is fair compensation for our CURRENT work. Adding extra tasks diminishes our value and feels like retribution for our recent bargaining successes. In response, our union has promptly filed a class action grievance. And last week, over 120 grad workers united to defend our contract at our first-ever grievance hearing with the administration. We presented clear evidence of contract violations and shared how these changes impact our lives and work. We urge the administration to halt all unilateral workload changes and honor our contract, respecting us as individuals and for our contributions to the remarkable work at Johns Hopkins. We are hopeful that we can foster a collaborative and respectful environment for everyone at JHU, and that it will not escalate to mobilizing our workers to defend our rights. #RespectOurWork #UnionStrong #JohnsHopkinsUniversity #AcademicIntegrity #UnityForChange

At ODS, we are proud to be part of the Oxfordshire Inclusive Economy Partnership (OIEP) Charter, a countywide initiative aimed at promoting inclusivity in Oxfordshire. One of the key pledges of the OIEP Charter is to pay the Oxford Living Wage, ensuring all our employees receive a fair and decent wage that reflects the cost of living in our beautiful city 💰 We are also working closely with our supply chain partners to encourage them to adopt the same principles. The Oxford Living Wage is an hourly minimum wage that promotes fair earnings for all workers, taking into account the high cost of living in Oxford. The rate of pay is set annually and is linked to the Living Wage Foundation’s Real Living Wage. Oxford City Council has set the rate at 95% of the London Living Wage, and they champion fair pay through their employer recognition scheme 🤝 Join us in celebrating fair wages, fostering an inclusive economy, and making a positive change in Oxfordshire this #OxfordLivingWageMonth! 💪 #FairWages #FairPay #InclusiveEconomy #SustainableEconomy #LivingWage #PositiveChange #OxfordshireInclusiveEconomyPartnership #OIEP #Oxford #OxfordCity #Oxfordshire

🆕 A review by the Office of the State Comptroller (OSC) released today finds a majority of school districts and more than one in four municipalities have failed to comply with a requirement to submit current union contracts to the New Jersey Public Employment Relations Commission (PERC). The widespread—and growing—noncompliance undermines transparency, according to OSC’s review. Under the New Jersey Employer-Employee Relations Act (EERA), enacted in 1968, public employers are required to file their employee labor contracts with PERC. Since 2010, PERC also has been required to publish the contracts on its website. A review by OSC finds, however, that, based on data obtained in December 2023, compliance has plummeted since 2010, with 64 percent of 586 school districts and 27 percent of 488 municipalities failing to provide copies of current union contracts to PERC as of the end of 2021. By comparison, in 2010, 97 percent of municipalities and over 80 percent of school districts complied, according to the letter that OSC sent to PERC’s Chair. “The posting of union contracts on PERC’s website is an important tool for New Jersey residents, unions, and the government,” Acting State Comptroller Kevin D. Walsh said. https://lnkd.in/eP4WZt6v