Whereas, the Metro Nashville Education Association (MNEA) is committed to the safety, dignity, and educational rights of all students regardless of immigration status; and

Whereas, the U.S. Supreme Court in Plyler v. Doe (1982) affirmed that every child in the United States has the right to a free public education regardless of immigration status; and

Whereas, recent actions by U.S. Immigration and Customs Enforcement (ICE) in Minnesota—including the shooting of a community member, the detention of an educator, and the use of pepper spray on students, have created fear, disrupted learning, and placed schools under lockdown; and

Whereas, these actions forced Minnesota schools to close for multiple days, depriving students of instructional time and causing significant emotional harm to students, families, and educators; and

Whereas, Education Minnesota has publicly demanded that ICE operations stay away from schools, recognizing that enforcement near campuses endangers students, educators, and families and undermines teaching and learning; and

Whereas, MNEA stands in solidarity with Minnesota educators, students, and families impacted by these actions; and

Whereas, recent federal policy changes have removed prior “sensitive location” protections, increasing the likelihood that educators may encounter immigration enforcement on or near school campuses; and

Whereas, student privacy is protected under the Family Educational Rights and Privacy Act (FERPA), which prohibits the release of student records or personal information without a valid judicial warrant or court order; and

Whereas, Metro Nashville Public Schools has established protocols requiring staff to notify administration, verify credentials, and defer to district legal counsel before responding to ICE requests; and

Whereas, educators must be informed, supported, and protected when navigating potential immigration enforcement situations in their schools;

Therefore, Be It Resolved that MNEA:

• Affirms that schools must remain safe, welcoming spaces free from immigration enforcement, where students can learn without fear, intimidation, or disruption;
  
  

• Stands in solidarity with Education Minnesota and Minnesota educators, condemning ICE operations near schools that threaten student safety, undermine learning, and traumatize school communities;
  
  

• Opposes any ICE enforcement activity on or near school campuses that jeopardizes student safety, instructional time, or educator working conditions;
  
  

• Supports strict adherence to FERPA and student privacy protections, and opposes the release of student information to immigration authorities without a valid judicial warrant reviewed by district legal counsel;
  
  

• Calls on MNPS to continue and strengthen clear protocols for responding to ICE presence, including mandatory staff training, consistent procedures, and immediate legal consultation;
  
  

• Encourages collaboration with community legal organizations to support immigrant students and families facing fear, uncertainty, or potential enforcement actions; and
  
  

• Calls on federal and state leaders to restore and enforce protections that keep ICE away from schools, recognizing that classrooms must never be sites of immigration enforcement.
  
  

Be It Finally Resolved that:

MNEA pledges to continue advocating for policies that protect immigrant students, support educators, and ensure that every child can attend school free from fear, intimidation, or disruption.

As immigration enforcement activity increases across the country, many students and families are experiencing fear and uncertainty. Educators are responding in thoughtful, responsible ways; by sharing information, preparing themselves, and reassuring families that they are not alone.

One way educators have helped is by distributing red cards, wallet-sized cards that outline basic constitutional rights if someone is approached by immigration enforcement. These cards provide clear, factual information and help people understand their rights without offering legal advice. Educators are most protected when activities like this take place off duty and outside the school day, such as at union meetings or community events.

Many educators are also participating in “Know Your Rights” trainings to better understand how immigration enforcement works, how to respond safely, and how to avoid escalating situations. These trainings reinforce an important boundary: educators are not decision-makers or legal authorities, but informed professionals committed to student safety and stability.

Just as important, educators continue to reassure immigrant families that schools remain places of care and learning, and that students will be supported academically and emotionally.

As one educator, Martínez, shared:
“The district told us to stay out of it. But we didn’t. We made sure to share the red cards with all of our members and families. … We’re here for them.”

By staying informed, acting responsibly, and leading with compassion, educators are showing what solidarity looks like—while honoring both professional boundaries and our commitment to students.

MNEA stands opposed to HB0738/SB836 , a Tennessee state education bill that could restrict education for undocumented students. 

Whereas, the Metropolitan Nashville Education Association (MNEA) is committed to advocating for equitable access to quality education for all students, regardless of their immigration status; and​

Whereas, the Tennessee General Assembly is considering legislation that would permit public K-12 and charter schools to verify students' immigration status and potentially deny enrollment to children unable to provide proof of lawful residence in the United States; and​

Whereas, this proposed legislation challenges the 1982 U.S. Supreme Court decision in Plyler v. Doe, which established that denying public education to students based on their immigration status violates the Equal Protection Clause of the Fourteenth Amendment; and​

Whereas, denying access to public education undermines the fundamental role of schools in fostering an educated and engaged citizenry, potentially creating a marginalized underclass lacking basic educational opportunities; and​

Whereas, such legislation could lead to increased discrimination and stigmatization of immigrant communities, fostering an environment of fear and exclusion detrimental to the well-being of all students in MNPS and Tennessee as a whole; and​

Whereas, educators have a moral and ethical obligation to provide inclusive and supportive learning environments for every child, irrespective of their immigration status;​

Therefore, be it resolved, that the Metropolitan Nashville Education Association (MNEA) unequivocally opposes any legislation that permits public schools to deny enrollment to students based on their immigration status; and​

Be it further resolved, that MNEA urges the MNPS school board to also oppose this legislation and uphold the principles of equal access to education as enshrined in the U.S. Constitution and reaffirmed by the Supreme Court; and​

Be it further resolved, that MNEA commits to continue collaborating with community organizations, legal advocates, and educational institutions to protect the rights of all students to receive a public education free from discrimination; and​

Be it finally resolved, that MNEA will continue to support and defend policies that promote diversity, equity, and inclusion within our schools, ensuring that every child has the opportunity to learn and thrive in a safe and welcoming environment.

For the 2025-26 school year, members who pay their membership dues through checking or savings account will be switching to a bi-weekly (every two weeks) payment schedule so they will have the "summers off" from paying dues. Their bi-weekly payment should be about $38.83($776.50 divided by 20 payments = $38.83).

Members who choose to pay their membership dues via credit card will keep the current monthly pay schedule. Their monthly payments would be about $77.65 (776.50 divided by 10 payments = $77.65). Since this is 10-month pay method, there are no payments through the summer months of July, and August).

Again, the key to the membership dues via checking or savings account is the 20-payment cycle completes right at the end of the school year – there would be a final payment in June (6/5/2026) for the 20 equal pay cycle. Then members would have the summer off from dues obligations. Please note the 20 payments is not available if paying by credit card. If you would like to switch your pay method to checking or savings, please go to https://edues.nea.org/eDues/righthere.jsp?TN  . The best date to change your pay method from CC (Credit Card) to EFT (Checking or Savings) is September 1st thru Sept 5th.

MNPS Teacher of the Year: Bobbi Negron

https://www.mnps.org/news/featured-stories/TOY_2023_2024?fbclid=IwAR379UMpVyrwTQlg_r8UTZREDArDXchd5pxpVdzZa_Y2IdBqn8gOE1eee8A

MNEA/MNPS Teacher of the Year by School and Tier

Elementary

• A.Z. Kelley Elementary: Deunte Champion

• Amqui Elementary: Eric Morris

• Carter- Lawrence Elementary: Katrina Cotton

• Casa Azafran ELC: Cheryl Sanders

• Charlotte Park Elementary: Betsy Vaughan

• Cockrill Elementary: Jessica Cottle

• Cole Elementary: Tegan Terzich

• DuPont Elementary: Ellen Butrum

• Eakin Elementary: Haley O’Donoghue

• Glencliff Elementary: Daniel King

• Glendale Elementary: Patrick Flannery-Reilly

• Hattie Cotton Elementary: Taylor Smith

• Henry C. Maxwell Elementary: Melissa Martins

• Hermitage Elementary: Robyn Prescott

• Ida B. Wells Elementary: Myra Smith

• Norman Binkley Elementary: Hannah Curtis

• Paragon Mills Elementary: Bobbilyn Negron

• Park Avenue Elementary: Terica Porter

• Percy Priest Elementary: Ashley Strobel

• Robert Churchwell Elementary: Terriann Schukert

• Ruby Major Elementary: Michaela Brown

• Smith Springs Elementary: Kate Stein

• Tulip Grove Elementary: Lindsey Schinkai

• Warner Elementary: Maletha Belgon

Middle School

• Apollo Middle: Sarah Clanton

• DuPont Hadley Middle: Nathaniel O’Neal

• DuPont Tyler Middle: Teneice Renee Kirby

• Goodlettsville Middle: Samantha Spencer

• Isaac Litton Middle: Lois Donaldson

• John Early Middle: Leslie Thompson

• Margaret Allen Middle: Jordan Hussey

• Meigs Magnet Middle: Sandra Oden

• Moses McKissack Middle: Toni White

• William Henry Oliver Middle: Laquilla Nabors

High School

• Antioch High: Kathryn Stuckey

• East Nashville Magnet High: Alyssa Prindl

• Glencliff High: Suzanne Diaz

• Hume-Fogg Magnet High: Timothy G. Russell

• Martin Luther King Jr. Magnet High: Janet DeSha

• Nashville Big Picture High: Jamie Bonkowski

• Stratford Stem Magnet School (Upper Campus): Ashley Roth

Elementary Prinicipal of the Year

• Dr. Dexter Adams, Ida B. Wells, was named overall MNPS Principal of the Year.

Middle School Principal of the Year

• Dr. Trellaney Lane, Creswell Middle Prep School of the Arts

Every spring, the Mayor of Nashville delivers the "State of Metro", where he outlines his budget priorities for the following year. This year, Mayor Cooper also included a summary of his achievements over the last four years. 

You can watch the entire speech here: https://www.youtube.com/watch?v=fxbvvB4dnj0 

Highlights:

WINS:

• All Metro employees, except day-to-day substitutes, will receive a step raise and a 4% Cost of Living Adjustment. (New, updated salary scales will not be published until July 1st or after)

• The city will allocate an additional $100 million for MNPS

SHORTCOMINGS:

• *Day-to-day subs will not receive a COLA

• Mayor Cooper stated that the minimum wage for Metro employees in every department is $18.50, but that's not true for our day-to-day subs (increasing day-to-day sub pay is not part of Dr. Battle's substitute plan)

• At our Town Hall with Mayor Cooper, he expressed support for raising pay for day-to-day subs and instituting longevity pay

While teachers and support staff can celebrate that we are finally receiving the guaranteed step raises we deserve, we should also recognize that city and district leaders are leaving behind a group that is VITAL to the functioning of our schools. 

We applaud Dr. Battle's plan to increase permanent subs up to 3x; this is a great start. However, this still won't fully ensure all absences are covered by a substitute to provide students instruction everyday. For the highest chances of raising pay to attract more day-to-day subs, it is imperative for you to send an email to your School Board Member--urging them to raise day-to-day sub pay. This is a dignity, safety, burnout, and learning issue. Send your email here: https://actionnetwork.org/letters/budget-priorities-2023/

• MNEA members urged the Board to support instituting longevity pay and pushed back on Dr. Battle's plan to "phase out" day-to-day subs and replace them with "Classroom Associates" (building subs). They challenged the Board to put forth a number on what it would take to increase sub pay to a competitive rate. (Thus far, the district has not even considered this.) They also asked members to defer the vote until those numbers could be provided. SPOILER: They didn't provide a number, nor did they defer the vote on the budget.  

• BM Abigail Tylor urged the other Board Members to choose items from the aspirational budget to prioritize when advocating to Metro Council.

• BM Emily Masters asked for clarification about the plan to phase out day-to-day subs and invest in "Classroom Associates." Initially, Dr. Battle claimed there was no phase out plan, but after prodding from BM Masters, she did acknowledge they will be phasing them out eventually. You can watch the question and answer exchange here: https://www.youtube.com/watch?v=FZMyt1owqUM 

  • There is no concrete plan about how many classroom associates schools will have.

  • Day-to-day subs will NOT be phased out next year, but they will be phased out eventually.

  • They have not, and are not, considering raising the pay for day-to-day subs. 

• Dr. Battle indicated that we have to "stop investing in the things that are not working" as a reason why they are not considering raising day-to-day sub pay. (We can't claim this is not working when there hasn't been an investment actually made; see the data below for what day-to-day subs are getting paid and how many employees are in each category.)

• BM Freda Player-Peters explained that no priorities have been set from the aspirational budget because we don't have information about how much money we will have to work with. (THIS is the inherent problem with the way they have been doing the budget process this way.)

• When questioned about WHEN priorities would be identified, BR BM Player-Peters indicated that it would be two weeks (so by April 25). 

• The Board Members voted unanimously to approve the budget. 

At this time, we need the Board Members (and Dr. Battle) to understand that the solution needs to be both/and, not either/or. The district needs to both invest in more building subs/AND increase the pay rate for day-to-day subs. This is a matter of safety for our students, attracting candidates, and retaining our school employees. 

Day-to-Day Sub Pay Data

Ed Assistant Substitute - 182 total  - $85/day; $11.33/hr  

60 Credit Hrs. Or Less than Bachelor’s Degree  - 73 total - $90/day ; $12/hr 

Bachelor’s Degree or Higher (Non-Certified)  - 93 total - $100/day; $13.33/hr 

Valid TN License - 505 total - $115/day; $15.33/hr 

WHAT’S NEXT?

The Mayor’s State of Metro address, where he will outline his budget priorities, will take place on 4/27/23. In the meantime, take a minute to send your School Board Member an email, asking them to prioritize day-to-day sub pay in their budget advocacy : Click Here to Send an Email (If you don’t live in Davidson County, use the address for your school.) If you prefer to write a personalized email, you can find contact information for your Board Member here.

1. Dr. Battle presents a budget to the School Board members, which includes the "Continuity of Operations" costs (the amount that is AT LEAST the same as last year's contribution, which is required by state law) and an "Aspirational Budget" (essentially, a menu of investments she would "like" to fund). 

2. The School Board Members discuss the budget and vote to approve Dr. Battle's "suggested budget". Sometimes, the Board Members make slight changes to the proposal, but most commonly, they pass the budget proposed by Dr. Battle. 

3. The Mayor will deliver his State of Metro address by the end of April. He will outline his budget priorities, which sometimes echo those of the Board, but not always. For instance, he announced that he would fund paid family leave last year, even though it wasn't a high priority in the Board budget. 

4. City Council will draft a budget concurrently with the Mayor's budget. There are many overlaps between the two, but the Council budget often contains amendments that help fund areas not prioritized in the Mayor's budget. 

5. City Council will discuss the budget proposals throughout May and June and a vote will take place to finalize the 23-24 budget by the end of June. This budget will outline the amount MNPS will receive from the city, but it won't necessarily specify HOW all the money needs to be used. They will often indicate certain amounts SHOULD go to certain line items. 

6. The School Board Members will make final decisions on how to allocate the money before the next school year. 

This is a lot of information, but it's helpful to know how our budget is set. A couple conclusions to draw: 1) By creating a "suggested budget," the School Board and Dr. Battle place the responsibility of deciding which additional lines to fund on the Mayor and City Council. 2) The Mayor and City Council really have the ULTIMATE influence on whether our budget demands are met. 

Onto the budget presentation from Tuesday, 3-28-23... 

• Step raises for certificated, support, and nutrition staff are included in the “Continuity of Operations” budget, which means they WILL be funded. Those of you who have been in the district for a while know it’s a huge deal that we don’t have to fight for step raises every year anymore since we negotiated them into the MOU! 

• No indications were made on Cost-of-Living Adjustments (COLA), other than the cost per percentage: 1% COLA = $5,720,600. This number is usually provided to give sticker shock, but we KNOW the national cost of living adjustment is 8%. 

As far as compensation priorities (which are on the “Aspirational Budget”), Dr. Battle’s list included: 

• Administrative Pay Plan 

• Paid Veterans Day 

• Recruitment Incentives 

• Bereavement Leave* 

• Longevity Pay 

• Classification Study 

*A quick note about Bereavement Leave: In 2021, the MNEA PECCA team negotiated expanded bereavement leave as part of the MOU, but the district never allotted money to fund this. This line item would be to fund that expansion and be in alignment with the MOU. 

Notably missing from the compensation priorities is increasing day-to-day sub pay. This is the tactic the district has not tried as a means of attracting more subs. Meanwhile, every other classification has received salary increases over the last few years. There is a note on the “Aspirational Budget” to fund building subs, but that doesn’t address the sheer lack of subs we have in our buildings. 

• There were also slides that included things the district wants to continue to fund once ESSER funds sunset in September 2024, and “New Funding Strategies”. 

Again, because of the way the budgeting process is structured, nothing outside of the “Continuity of Operations” budget is guaranteed. 

To see the whole budget presentation, click here: Budget Document

The following is a list of upcoming community budget meetings that are open to the public; all will be from 5-7 p.m. CST: 

• March 29, Northwest Community Budget Meeting, Whites Creek High School 

• March 30, Southeast Community Budget Meeting, Cane Ridge Elementary School 

• April 4, Northeast Community Budget Meeting, DuPont Hadley Middle School 

• April 10, Southwest Community Budget Meeting, Hillsboro High School 
   

The School Board Members will discuss and vote on a budget at the April 11th meeting. 

The Memorandum of Understanding (MOU) between MNPS and MNEA is our contract.  MNEA and MNPS bargained the language of the MOU, including language regarding planning time.  You can download a full copy of the MOU here:  https://mnea.com/mou.  Remember, planning is covered in more than one section of the MOU.

MOU Article: Planning Time for Professional Employees

All professional employees shall have daily planning time which shall be free of student responsibilities except for emergencies. Planning time at each school shall be equitable, with each professional employee receiving the same amount of planning. The professional employee shall have three individual (self-directed) planning periods or 180 minutes per week. During designated individual (self-directed) planning, professional employees shall have no other duties and responsibilities but to plan and prepare for instruction. Principals may designate two administrative planning periods or 120 minutes per week. During these designated planning periods, the principal may mandate meetings, school or district administrative duties, or other activities at the principal's discretion. Professional employees may be required to attend two additional administrative meetings per month. However, professional employees must receive at least 150 minutes of planning time per week consistent with Tennessee School Board of Education Rule 0520-1-3-.03 (4). The principal shall determine the planning schedule after consultation with the faculty. Individual professional employee schedules shall indicate which days are individual planning and which days are administrative planning when individual professional employee schedules are distributed at the start of each semester.

MOU Article: Noninstructional Workday

A noninstructional workday is one in which students are not in school, but professional employees report to work (with the exception of parent-teacher conferences). Noninstructional workdays shall be seven hours in length including a one-hour duty-free lunch with the right to leave campus for lunch. For each noninstructional workday on the district calendar, Metropolitan Nashville Public Schools will allot three hours of teacher planning over the course of the academic year. As an example, if there are 10 noninstructional workdays on the calendar, the district will allocate a minimum of 30 hours of planning (i.e., 3 hours x 10 days = 30 hours). In this instance, the 30 hours of planning will be allotted over the course of the 10 noninstructional workdays. Noninstructional days shall be scheduled consistent with the following:

·      Six hours of professional development,

·      Six hours of teacher planning, or

·      Three hours of professional development and three hours of teacher planning.

The number of noninstructional workdays varies each academic year. 26 Before July 1, Metropolitan Nashville Public Schools, in consultation with Metropolitan Nashville Education Association, will publish a guidance document indicating the professional development and planning designations for all noninstructional workdays for the academic year. The guidance document will clearly indicate the number of noninstructional workdays, the time allotted for planning, and the time allotted for professional development.

MOU Article:  Professional Employees Covering Classes for Other Professional Employees (In Lieu of Substitute)

Any professional employee covering an in-person or virtual class because a substitute is not available shall be paid the highest substitute rate available, exclusive of the substitute bonus. Covering a class during a professional employee’s two and a half hours of weekly 14 self-selected planning time because a substitute is not available shall be done so on a voluntary basis except in urgent/emergency situations as defined herein. Such additional compensation shall be prorated for the time period or percentage of the class that each professional employee covers. When a class is split among several professional employees, the highest substitute rate will be divided evenly among all professional employees receiving students.

What do I do?  I’m Not Getting my Planning!

Option 1: Faculty Advisory Council (FAC)

If your school has a Faculty Advisory Council (FAC), you can refer the matter to the FAC for resolution.  Don’t know what an FAC is? Check out the article in the MOU!

Option 2: Alert your Administration

If you aren’t getting your allotted planning time in accordance with the MOU, let your administrator know (preferably via email so you have a time/date stamped record).

Option 3: Contact MNEA/File a Grievance

A grievance requires documentation (you will need to establish a pattern) and it requires that we work to resolve the issue at the lowest level possible (your principal) before moving up the chain of command.  To file a grievance, you will need to provide at least two (2) weeks of documentation to show that your administration consistently breached the language of the MOU. 

Documentation for Grievance:

On a calendar or a sheet of paper, write down the total amount of planning time you are allotted for each day.  On the day, write down the type of planning (self-directed or administration-directed) and how much time you were allotted along with a description of what you did during planning.

For Example:

In the example above, the two weeks establishes a pattern of being out-of-compliance with the MOU.  Each week an educator is supposed to have 180 minutes of self-directed planning and no more than 120 minutes of administrative-directed planning.  In week one, this educator had 90 minutes of self-directed planning (90 minutes less than the MOU provides).  In week two, the educator had 120 minutes of self-directed planning (60 minutes less than the MOU provides). 

Don’t Let Administrators Erode Your Rights!

Letters of Intent are not legally binding. They are simply to let your principal know what you intend to do so they can plan staffing for the next school year.

Unless you have accepted another position and have a signed contract, your intent is to return to your current position for the next school year. If your circumstances change and you are offered your dream job, you can notify your principal that you are not returning after you have solidified that job offer.

If you are not tenured, DO NOT mark that you are not returning unless you have an offer of another position, in writing, or you are 100% certain your circumstances are changing, and you will not be returning for the next school year. You do not want to be non-renewed because you mark that you do not intend to return.

If you mark that you plan to leave the district, you must give a written 30-calendar day notice. Do not submit a resignation letter that has your last day prior to the end of the school year. MNEA members can contact MNEA Leadership or TEA UniServ for guidance on resigning, so you are not held in breach of contract. For more information, go here.

If you have question about letters of intent, are being pressured to mark that you are not returning or are being asked by your administrator to submit a letter of resignation, please email info@mnea.com for assistance.

MNPS Revised Transfer Policy

MNPS is making the following changes to the Transfer Policy:

·        The transfer application window is now March 15-May 15.

·        Support and certificated employee transfer windows are now the same.

·        Transfer offers must be extended to the employee by MNPS HR no later than May 31 (if you don’t get an offer MNPS HR, then you don’t have an offer—it doesn’t matter if the principal tells you or emails you that they are offering you the position, the official offer comes from HR).

·        Employees without an offer from MNPS HR by May 31 return to their current position/location.

·        Notice of nonrenewals will go to employees by the end of April so those who are nonrenewed/eligible for rehire can apply for a transfer before the transfer window closes on May 15.

·        Teachers who are on licensure permits are not guaranteed to return to their position if a certificated educator can be found.  However, permit teachers may be transferred to the permanent sub position for their school and then placed back in their former position  if certificated personnel are not located.

·        Interim positions end with the academic year.

Email questions to info@mnea.com

INCLEMENT WEATHER p.39 – If school is delayed, 10- and 11-month professional employees will adjust their arrival time based on the number of hours the student schedule is adjusted. For example, if school is delayed for two hours the professional employee report time is two hours later than their normal report time. If a professional employee is unable to report to school due to inclement weather and schools are open, the employee shall be charged a personal day (unpaid leave if no personal day remains). Professional employees shall not be charged leave when school is closed and not in session. Inclement weather days will be made up based on the school calendar. Professional employees shall not be charged for pre-approved leave on days school has been closed and is not in session.

What Tennessee state law says:

Tenn. Code Ann. § 49-6-3004 (e) (1) A local board of education or private or church-related school that exceeds the full six and one-half (6½) hours instructional time required by law by one-half (½) hour daily for the full academic year shall be credited with the additional instructional time. The excess instructional time may be accumulated in amounts up to, but not exceeding, thirteen (13) instructional days each year, and applied toward meeting instructional time requirements missed due to dangerous or extreme weather conditions and for serious outbreaks of illness affecting or endangering students or staff. 

What it means:

If school is cancelled for students due to inclement weather, 10- and 11-month educators do not report.

If school is open and teachers are unable to get to school due to inclement weather in the area where they live, they will be charged a personal day or unpaid day if no personal days remain.

If student arrival or dismissal time is adjusted, 10- and 11-month educator arrival or dismissal time is adjusted by an equal amount. Example: Students have a 2-hour delayed start time so teachers will report 2-hours later than normal start time.

If a 10- or 11-month employee had a scheduled day off for professional development, personal, etc. on the inclement weather day, they will not be charged for that day.

Because the instructional day for students is seven hours, which is one-half (½) hour more than required by state law, MNPS is able to “stockpile” days to use for other purposes such as inclement weather, professional development, and planning.

The teacher workday is seven and one-half (½) hours. When inclement weather days are not used, teachers have not lost anything because they have not worked extra time to earn inclement weather days. The days are earned based on the amount of time students are in school. When inclement weather days are used, teachers stay home and are paid as if they were working.

Start practicing your snow dance!

Mayor Cooper has increased the MNPS operating budget by 20% in just three years, delivered meaningful pay raises for teachers and support staff, and guaranteed paid family leave for every full-time MNPS employee for the first time ever. Through his leadership, Metro is demonstrating what prioritizing teachers and public education should look like.

MNEA members were excited to have lunch with Mayor Cooper and be included in today’s event. Inviting teachers demonstrates the strong partnership between educators and Mayor Cooper. Moving forward, we are eager to continue working together to improve working and learning conditions for the teachers, staff, and students in Nashville.

What is PECCA?: 

PECCA is the Professional Educators Collaborative Conferencing Act of 2011.  The law repealed the collective bargaining law and replaced it with what is now know as “collaborative conferencing.”  Collaborative conferencing is interest-based bargaining, and the resulting contract is known as a Memorandum of Understanding (MOU).  Upon completion, the MOU is good for three (3) years).  Each year, MNEA and MNPS are allowed five (5) reopeners each to discuss and update prior to the expiration of the current MOU. 

Every three (3) years, MNEA must go through a recognition process to ensure that we remain the exclusive bargaining agent for certified employees under PECCA.  We will begin this process this summer (Summer 2023).  The law requires the collection of signatures on a petition which must be submitted to the MNPS school board before employees can vote to engage in collaborative conferencing.  In other words, there are two essential components to gaining the necessary recognition as required by law:  1) petition and 2) election/vote. 

Updates from the Table: 

Teacher of the Year Selection MNEA and MNPS have tentatively agreed to update the Teacher of the Year selection process.  The language is based on member feedback. 

Retention CommitteeMNEA and MNPS have tentatively agreed to increase the number of person(s) on the committee from four (4) to five (5) for each party. 

Education LeaveMNEA and MNPS have tentatively agreed to revoke charter leave from the MOU and clarified that education leave will only be granted full-time (no part-time leave).   

Bereavement LeaveMNEA and MNPS have agreed to make a budgetary request for funding for bereavement leave in the 2023-2024 budget. 

Conferencing Language Requiring FundingMNEA and MNPS have tentatively agreed that should any negotiated language require funding and the funding is either less than needed or the funding is denied, both parties will immediately return to the table to renegotiate the language within the funding available and that this will not count as a reopener for either party. 

Planning Time on Non-Instructional Days MNPS and MNEA have tentatively agreed that on non-instructional days, planning time must be allotted in at least sixty (60) minute increments. 

In Lieu of Sub Pay (ILOS) MNPS and MNEA have tentatively agreed to clarifying current ILOS language in the MOU to include: 

• District sharing information before the first instructional day on the process for getting ILOS pay. 

• Upon receiving documentation, employee should receive pay within two (2) pay periods. 

National Board--Social Worker Stipend MNEA and MNPS have tentatively agreed that school social workers who have obtained the Licensed Clinical Social Worker license will be eligible for the National Board stipend as outlined in the MOU. 

Stay tuned for other updates! 

Retention Committee - 

We are still discussing updating the transfer policy and discussing New Teacher Orientation and supports for new teachers. 

Compensation Committee -

The following recommendations have been made to Dr. Battle by the Compensation Committee: 

• Longevity Pay Recommendation: The compensation committee recommends that certificated teachers are eligible for longevity pay supplements. Currently, only certificated administrators are eligible for the supplement. The current annual longevity pay supplement for certificated administrators is $1,545.00. The recommended longevity pay supplement for certified teachers is $1,250.00.

  Employees are first eligible for longevity payments upon the completion of twenty-five (25) years of creditable service, both within and outside of Metro Nashville Public Schools. To receive the longevity supplement, employees must also be in a full-time active pay status. Annual longevity payments for each calendar year are paid in equal biweekly installments beginning with the first regular payroll payment of each calendar year. Longevity pay supplements are set annually as part of the annual district budgeting process.

• Step Increase Recommendation: The compensation committee recommends that step increases for the 2023-2024 school year be included in the district’s continuity of operations budget.

What’s the difference between collaborative conferencing and collective bargaining? 

For approximately 33 years, the Education Professional Negotiations Act (“EPNA”) provided collective-bargaining rights to school system professional employees. In 2011, however, the Tennessee General Assembly, over the objections of teachers, repealed the EPNA and replaced it with the Professional Educators Collaborative Conferencing Act of 2011 (“PECCA”). In collaborative conferencing, certificated employees, represented by their professional employees’ organization (MNEA) and district administration meet to discuss issues and concerns in a non-adversarial manner.  The results of the collaboration are published in a Memorandum of Understanding (MOU). 

What’s the difference between a Collective Bargaining Agreement (CBA or contract) and a Memorandum of Understanding (MOU)? 

The desired outcome of participating in collaborative conferencing is a memorandum of understanding (MOU). An MOU is legally binding upon approval by the board of education. Only the local board has the authority to approve the MOU; no professional-employee vote is required. Once approved, the MOU cannot exceed three years. If an MOU is not approved or in the absence of an MOU, boards of education are authorized to address such terms and conditions through board policy. 

Rights of Professional Employees 

PECCA provides that “[p]rofessional employees have the right to self-organization, to form, join or be assisted by organizations, to participate in collaborative conferencing with local boards of education through representatives of their own choosing and to engage in other concerted activities for the purpose of other mutual aid and benefit.” T.C.A. § 49-5-603. These are known as 603 rights. Professional employees enjoy these rights regardless of whether they are prescribed in an MOU.  

Scope of Conferencing T.C.A. § 49-5-608(a)(1)-(7) and T.C.A. § 49-5-608(b)(1)-(6). 

The terms and conditions that are subject to collaborative conferencing are limited to the following listed items: 

• Salaries and wages.

• Grievance procedures.

• Insurance.

• Fringe benefits; excluding programs of the TCRS or local early-retirement incentives.

• Working conditions; except those that are prescribed by law. 

• Leave.

• Payroll deductions.

No other terms or conditions can be the subject of collaborative conferencing. In fact, PECCA prohibits conferencing on the following areas: 

• Differentiated pay plans and other incentive compensation programs.  

• Expenditure of grants or awards expressly designated for specific purposes. 

• Evaluations of professional employees. 

• Staffing decisions. 

• All personnel decisions concerning assignment of professional employees. 

• Payroll deductions for political activities. 

Unlawful Acts Under PECCA 

From TCA §49-5-606 (a) (1)-(7): 

(a) It is unlawful for a board of education or its management personnel to: 

(1) Impose or threaten to impose reprisals on professional employees or discriminate against professional employees by reason of their exercise of rights guaranteed by this part; 

(2) Interfere with, restrain or coerce employees in the exercise of the rights guaranteed in § 49-5-603; 

(3) Refuse or fail to participate in collaborative conferencing under this part; 

(4) Refuse to permit any professional employees' organization to have access at reasonable times before or after the instructional day to areas in which professional employees work, to use institutional bulletin boards, mail boxes or other communication media or to use institutional facilities as permitted by a local board's policy or procedure for community use at reasonable times for the purpose of holding a meeting concerned with the exercise of the rights guaranteed by this part; 

(5) Encourage or discourage membership in any organization by discrimination in hiring, granting of tenure or other terms or conditions of employment. The board of education or management personnel may express any views or opinions on the subject of employer-employee relations; provided, however, that such expression shall contain no threat of reprimand, discharge or promise of benefits; 

(6) Discharge or discriminate against an employee because the employee has filed an affidavit, petition, or complaint or given any information or testimony under this part; or 

(7) Dominate, interfere or assist in the administration of any professional employee organization. 

From TCA §49-5-606 (b) (1)-(7): 

(b) It is unlawful for a professional employees' organization or its representatives to: 

(1) Cause or attempt to cause a board of education to engage in conduct violative of this part; provided, that this subdivision (b)(1) shall not be construed to impair the right of professional employees' organizations to prescribe their own rules with respect to operation involving the acquisition or retention of membership; 

(2) Refuse or fail to participate in collaborative conferencing under this part with a board of education;  

(3) Interfere with, restrain or coerce professional employees or a board of education in the exercise of rights granted in this part; 

(4) Engage in a strike; 

(5) Urge, coerce or encourage others to engage in unlawful acts as defined in this part; 

(6) Enter onto the school grounds for the purpose of contacting professional employees in such a manner and at such times as will interfere with the normal operations of the school; or 

(7) Coerce or attempt to intimidate professional employees who choose not to join a professional employee organization. 

Strikes 

From TCA §49-5-607 (a)-(c):  Underlining added for effect. 

(a) 

(1) If a strike occurs, the board of education may apply to the chancery court in the county to enjoin the strike. The application shall set forth the facts constituting the strike. 

(2) If the court finds, after a hearing, that a strike has occurred, the court shall enjoin the employees from participating in the strike. 

(b) When local boards of education have determined which employees have engaged in or participated in a strike, the employees may be subject to dismissal and, further, shall forfeit their claim to tenure status, if they have attained tenure, and shall revert to probationary status for the next five-year period. Any professional employee who engaged in, or participated in, a strike and who is not a tenured teacher may also be subject to dismissal. 

(c) No penalty, forfeiture of rights or privileges or other sanction or fine imposed on a professional employees' organization, its officers or members, as the result of a strike, shall be subject to collaborative conferencing by the organization and a board at any time. 

The Professional Educators Collaborative Conferencing Act (PECCA) is a TN state law that allows school unions like MNEA to enter into negotiations around "matters relating to terms and conditions of professional service" (working conditions and other topics of concern). It's the process through which we negotiate and update our Memorandum of Understanding (MOU), the document that outlines your rights as a certificated employee. 

How is MNEA involved in PECCA?

At the end of 2019, MNEA won the vote to represent all certificated staff in negotiations. Because of the COVID pandemic, both MNEA and the district agreed to delay negotiations for several months. At the end of the 20-21 school year, an agreement was reached between both parties and a new MOU was signed in August 2021. This agreement is good for three years. Prior to the expiration of the current MOU, certificated employees will once again have to petition to re-negotiate the MOU and then vote to elect MNEA to represent them in negotiations. Due to the dynamic nature of our profession, PECCA does allow MNEA and the district to revisit five issues in the MOU every school year—these are referred to as "reopeners." 

Two weeks ago, the MNEA conferencing team sat down with the district’s team to start the process of reopening the MOU. These five issues will count as the five reopeners for the 21-22 school year, as they had to be deferred because of MNPS staffing issues. As a result, there will be another reopening period of an additional five issues in the spring for the 22-23 school year. 

What is Being Negotiated? 

The reopeners from 21-22 currently being discussed are:

MNEA -

• Teacher of the Year - Clarifying language around vote tabulation, timeline for the process, tie breaking, and nomination process.

• Faculty Advisory Committees - Expectations around resolving issues brought by FAC.

• Non-Instructional Work Day - MNEA has yet to provide suggested changes to the MOU to the district on this topic. This will be presented at a future meeting.

• National Board Stipend - MNEA has yet to provide suggested changes to the MOU to the district on this topic. This will be presented at a future meeting.

• In Lieu of Sub Pay - MNEA has yet to provide suggested changes to the MOU to the district on this topic. This will be presented at a future meeting.

MNPS - (Currently, MNPS has selected only four reopeners of the five they are eligible to present.)

• Retention Committee - Adding personnel to both MNEA team and district team.

• Charter School Leave - Rescinding policy.

• Leave Without Pay - Clarification around employment while on leave.

• Bereavement Leave – the district has yet to present their suggestions for changes to current MOU language.

You can download a copy of the current MOU here:  Click Here