Dear members,

I am writing to provide further details regarding the tentative contract agreement that we have reached with DCPS.

The agreement provides for wage increases as follows:

• FY24: 4% Bonus
• FY25: 2% Raise
• FY26: 3% Raise
• FY27: 3% Raise
• FY28: 4% Raise

This works out to a more than a 13% compounded wage increase for teachers over the next four years plus a 4% bonus for FY24. The agreement maintains that DCPS continues to pay the increases in medical, dental, and vision insurance premiums. This is money saved for you.

The agreement establishes needed improved working conditions, including:

• An increase to four Morning Blocks reserved for teacher-initiated planning per week.
• DCPS will contribute up to 10,000 hours of leave each year to the WTU leave bank for use by eligible members.
• Paid wellness days: One full day, and two half days, where school will be closed for teachers and students without extending the work year. **These are additional PAID days off without extending the school year.
• Leave benefits for new parents: Teachers who use the WTU Maternity/Paternity leave bank will be able to retain 10 sick days before utilizing parental leave benefits, which will allow them to access sick leave after they return to work. This means these new parents won’t have to take unpaid leave.
• A requirement that DCPS provide administrative premium pay for ESL, special education, and teachers in co-teaching arrangements when they are required to cover instruction for another teacher or lose their planning period because of an absent teacher.
• Establishment of a Climate Curriculum Task Force, which will be responsible for improving the environmental responsibility of the school district, including assisting to develop curriculum that infuses climate literacy through a racial justice lens and addresses historic disparities, advocating for outdoor education spaces, increasing non-cost public transportation for students and staff, and other green initiatives.
• New protections to ensure that DCPS distributes the workloads of Related Service Providers equitably and fairly.
• A requirement that DCPS regularly provide the Union with data relevant to assessing whether there are racial disparities in the hiring and compensation of teachers in the school district.
• A commitment that DCPS will work to recruit more teachers of color and advocate for policies that promote diversity in the workplace.
• An agreement to study inequities related to school lunch assignments impacting elementary school teachers.
• New protections for Athletic Trainers, including ensuring that they have appropriate equipment.

The agreement protects important rights that have been in the Union’s contract for decades. DCPS tried during negotiations to remove existing rights from teachers, including assigning non-teaching duties to teachers, restrictions on the length of the work day and work year, the right to have a copy of your IMPACT evaluation, and restrictions on class size. We fought back against these changes and the agreement retains ALL of the rights teachers now have.

Finally, we could not have secured these wins in this contract in one year without all of you.

Thank you for your tireless efforts for the students, colleagues, and the community we serve.

In Unity,

Jacqueline Pogue Lyons, President

Washington Teachers’ Union

Dear Members, Exactly one year since the WTU contract expired, the WTU bargaining team is thrilled to announce that it has successfully agreed to a five-year tentative contract agreement with the District of Columbia Public Schools. This means that while the bargaining team is very pleased with what we accomplished at the table, you—the members—have the final say in a membership vote that will take place in the next few weeks. We can report that members did not lose any rights that you have had since the 1960s, for which we are very happy. Rights that remain status quo are class size, length of workday, length of work year, disciplinary actions, and leave policies. This is a big win. I would describe the tentative agreement as a “stronger working conditions” contract. The team heard from all of you, loud and clear, that you needed improved working conditions in various areas to do your jobs well, and we took that to heart and were able to secure many provisions that show respect to you as educators, put money in your pocket, give you more time to plan and have fair workloads. For example, the sick leave bank as well as the maternity/paternity leave bank have been enhanced, both based on members’ needs. Teachers will have additional time each week to prepare and plan. Other provisions help special educators, related service providers and athletic trainers get what they need to do their jobs well. The five-year contract also offers a compensation package that offers good and fair raises, especially considering the city contends it’s operating in a tight financial environment. Also, DCPS will continue to pay for vision and dental benefits. In addition, educators will receive Wellness Days annually without extending the school year. These are just a few general descriptions of some of the TA’s provisions. We are planning two opportunities to explain all the details of the TA to members: On Wednesday, October 2, there will be a Zoom meeting with building representatives. On Tuesday, October 8 at 4:30 PM, everyone is invited to the WTU Representative Assembly. Zoom link. We look forward to seeing and hearing from you about the tentative agreement. Sincerely, Jacqueline Pogue Lyons, President Washington Teachers’ Union