- The right to grieve letters in our file to have unfair/inaccurate material removed immediately. (Currently letters can't be used against us in dismissal proceedings after three years and we can attach responses to letters in our file.)
- The right to grieve unfair/inaccurate observation reports.
- The right to do professional activities during our professional period.
- The right to say no to hall patrols, potty patrols, and cafeteria duty.
- The right to maintain our current teaching load; no 37.5 minute small group extra teaching period at the end of the day.
- The right to transfer based on our seniority.
- The right to be part of SBO Committees made up of majority teachers that determine who transfers into our schools, not principals exclusively deciding.
- The right to due process so we can't be suspended without pay based on an allegation of misconduct.
- The right to a full and fair hearing if we are charged with lateness/absence issues.
- The right not to turn over confidential medical information to the DOE.
- The right to a vacant position if we are excessed.
- The right to widest placement choices possible if our school is closed or reorganized.
- The right to any in license position instead of worrying about becoming an Absent Teacher Reserve if our school is closed or reorganized.
- The right to a full summer vacation. (Many surrounding districts have school years fixed by contract at 183 days. If we vote yes, we will have a 190 day school year, the longest in the Metropolitan area.)
- The right to one less work day in June for teachers in Brooklyn and Queens.
- The right to current longevity and step increases without givebacks.
- The right to have our pay based on our education and experience, not some merit pay system called lead teacher where a committee with a majority of administrators decides who will get a raise based on whatever criteria they want.
- The right to grieve selection of our professional assignment to an independent arbitrator, not a city employee at the Office of Labor Relations.
- The right to ask the state for 55/25 pension that will be paid for by the city, not us.
- The right to push for a no layoff agreement like we had in the last two Contracts.
- The right to full breaks for secretaries.
- The right to demand real raises, not time for money swaps.
Contract supporters admit the contract is terrible. Be not afraid. Rejection does not mean strike. The law requires good faith bargaining.
DON’T SELL YOUR RIGHTS FOR PENNIES!