The concept of overtime pay, including the
standard time-and-a-half rate, has its roots in the early 20th century labor
movement.
Our Union has a responsibility to
advocate for its members and ensure fair compensation. Yet, the union's current
stance on overtime pay for teachers is a glaring oversight that undervalues the
countless hours educators dedicate to their craft.
Principals often wield unchecked
discretion when assigning overtime, leading to a system rife with favoritism
and inequity. Teachers who are willing to go the extra mile, regardless of
their workload or personal commitments, are frequently exploited. This lack of
standardized overtime compensation not only disincentivizes hard work but also
fosters resentment and demoralization among educators.
The financial implications of this
systemic undervaluation are staggering. Let's break down the numbers:
Assuming an average of 1 hour of
overtime per day per teacher:
- Average hourly wage for an 8-year teacher with a
Master's: $70
- Daily overtime earnings at the standard rate: $57.27/hour * 1 hour = $57.27
- Daily overtime earnings at time-and-a-half: $70/hour * 1.5 * 1 hour = $105
Daily loss per teacher: $105 - $57.27 = $47.74
Annual loss for 80,000 teachers: $47.74/day * 180 days/year * 80,000 teachers = $687,456,000
Coverage Pay:
- Current coverage pay rate: $48.14 for 40 minutes (or 0.67 hours)
- Hourly wage for an 8-year teacher with a Master's: $70
- Earnings at the standard rate for 40 minutes: $70/hour * 0.67 hours = $46.90
- Earnings at time-and-a-half for 40 minutes: $70/hour * 1.5 * 0.67 hours = $70.35
Loss per coverage assignment: $70.35 - $46.90 = $23.45
Just compensating teachers for the 2
“free” coverages we are required to do, by contract, calculates to a loss of
$46.90 each year or, for 80,000 teachers, $3,752,000. And it is rare to find a
teacher who hasn’t done more than their 2 free coverages. (Why are the first 2
coverages uncompensated, anyway?)
These figures represent a
significant loss for New York City teachers. By not fighting for
time-and-a-half pay, the UFT is essentially allowing educators to be
undercompensated for their extra work.
The UFT must take decisive action to
address this issue. By negotiating a fair overtime policy, the union can ensure
that teachers are compensated appropriately for their extra efforts. A
standardized system, with clear guidelines and oversight, would prevent
arbitrary decisions by principals and promote a more equitable distribution of
overtime work.
It is time for the UFT to prioritize the well-being of its members and fight for the compensation they deserve. By valuing teachers' time and advocating for fair overtime pay, the union can help restore morale, improve retention, and ultimately enhance the quality of education for all students.
1 comment:
The Uft has a tiered system of support. 1. Support all matters big or small that affect or can potentially UFT upper management - I.e., congestion pricing, Broadway casinos, double salaries/healthcare/pensions for upper management . 2.Support all mayoral initiatives, regardless of how it affects teachers as long as it doesn’t affect UFT upper management- i.e., absent teacher reserve, removal of metal detectors, removal of office of curriculum development, fair student funding, tier 6, removal of Medicare to Medicare Advantage, etc, etc.
3. Support teachers - only and only if it does not interfere with the needs and wants of UFT upper management and the mayor; and if those two requirements are met, only if it will not cause too much effort and/or time and/or expense for the Uft upper management.
The Uft does not care whether or not teachers are short, changed on an individual or on a citywide level. This might upset the mayor/city and cause some discomfort to the conflict avoidant UFT upper management.
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