What Is a Collective Bargaining Agreement for Teachers?
If you work in a public school district with collective bargaining, you may hear your employment terms referred to as the “contract,” “union contract,” or collective bargaining agreement. This agreement can affect everything from your salary and workday to leave, transfers, evaluations, and grievance procedures.
Understanding what is actually in your agreement can help you separate the terms of your employment from the benefits and services that come specifically with union membership.
What is a collective bargaining agreement?
A collective bargaining agreement, often called a CBA, is a written agreement between an employer and the union or employee organization that represents a group of employees.
In a public school district, the agreement may establish employment terms for teachers and other employees who are part of a defined bargaining unit.
The agreement normally lasts for a set period of time and explains the workplace rules that the district and bargaining representative have negotiated.
Your CBA is different from a union membership form. The agreement governs employment terms for the positions it covers, while a membership form establishes your individual relationship with the union.
What does a teacher collective bargaining agreement cover?
The exact contents vary by district and state, but a teacher CBA may address many of the conditions that affect your day-to-day work.
These can include:
- Salary schedules and additional compensation
- Work hours and planning time
- Sick leave and other paid leave
- Health and insurance benefits
- Evaluations and observations
- Transfers and teaching assignments
- Seniority and reduction-in-force procedures
- Professional development
- Discipline
- Grievance procedures
Not every agreement covers all of these issues, and state law may limit which subjects can be negotiated.
That is why it is important to read the agreement that applies to your own district rather than assuming another district’s contract works the same way.
Who negotiates the collective bargaining agreement?
The agreement is generally negotiated between your school district or another public employer and the organization recognized as the bargaining representative for the employees in your bargaining unit.
The bargaining representative negotiates on behalf of the group rather than negotiating a separate agreement for each employee.
Teachers may have opportunities to provide input through surveys, meetings, committees, or other union processes, but you do not individually negotiate each provision of the collective bargaining agreement.
Once an agreement is approved, the district and bargaining representative are generally expected to follow its terms for the period the agreement remains in effect.
Does the collective bargaining agreement apply if I am not a union member?
In many districts, yes. If your position is part of the bargaining unit covered by the agreement, many of its employment terms may apply whether or not you choose to be a union member.
That can include provisions related to salary, leave, working hours, transfers, evaluations, and other conditions of employment.
Union membership is a separate decision. Not being a member does not necessarily remove your position from the bargaining unit or create a separate salary schedule and set of workplace rules for you.
However, some services or privileges may be available only to union members. Those can include internal union voting, member programs, certain legal services, or other benefits provided by the union rather than your employer.
What is the difference between a collective bargaining agreement and my employment contract?
Your individual employment contract and the collective bargaining agreement may both affect your job, but they serve different purposes.
Your employment contract may establish your individual employment relationship with the district. It can identify your position, salary, contract period, or other terms specific to your employment.
The collective bargaining agreement establishes negotiated employment terms for a broader group of employees.
The two documents can work together. For example, your employment contract may state that you are hired as a teacher at a particular salary, while the collective bargaining agreement contains the salary schedule, leave rules, work hours, transfer procedures, or grievance process that apply to your position.
If the documents seem to conflict, do not assume which one controls. Review the relevant language and ask your district for clarification.
Can my school district change the collective bargaining agreement?
A district generally cannot simply rewrite an existing collective bargaining agreement whenever it wants. The agreement remains in effect according to its terms, and changes to negotiated provisions may require bargaining between the district and the bargaining representative.
There may be exceptions depending on state law, the wording of the agreement, or provisions that specifically give the district discretion over certain decisions.
For example, a CBA may establish a process for teacher transfers while still giving the district authority to make assignments under specified conditions.
When a workplace rule changes, check whether the issue is addressed by the agreement, district policy, state law, or another document.
Where can I find my school district’s collective bargaining agreement?
Start with your school district’s website. Agreements may appear under HR, employee resources, labor relations, board documents, contracts, or collective bargaining.
You may also be able to request a copy from your district’s HR office or the bargaining representative.
Make sure you are reading the current agreement. District websites sometimes contain expired contracts, tentative agreements, memoranda of understanding, or older versions alongside the agreement currently in effect.
Also check whether there have been amendments or side agreements since the main contract was approved. Those documents can modify individual provisions without replacing the entire CBA.
What should I look for when reading my collective bargaining agreement?
Start with the section related to the question or workplace issue you are dealing with. If you have a pay question, review the salary and compensation provisions. If your assignment changes, look for transfer, reassignment, or vacancy language. If you disagree with how a contract provision was applied, check the grievance procedure and any filing deadlines.
Pay attention to defined terms such as “teacher,” “employee,” or “bargaining unit.” Those definitions can help you determine whether a provision applies to your position.
Also look for language that gives the district discretion or establishes exceptions. A provision may create a general rule while allowing different treatment under certain circumstances.
What happens when a collective bargaining agreement expires?
An expired agreement does not necessarily mean every workplace rule immediately disappears.
What happens next can depend on state law, the language of the agreement, and whether the district and bargaining representative have reached a new agreement.
The parties may negotiate a successor agreement before the current one expires. They may also continue negotiations after expiration or reach temporary agreements covering particular issues.
If you are relying on a provision in an expired contract, confirm whether it is still being followed and whether a newer agreement, memorandum, or other document has replaced it.
The bottom line
A collective bargaining agreement can establish many of the employment terms that affect your work as a public school teacher, including pay, leave, assignments, evaluations, working conditions, and grievance procedures. It is not the same thing as union membership. If your position is covered by a CBA, many of its provisions may apply to you whether or not you choose to be a union member. Keep a current copy of the agreement that covers your position and use it as a starting point whenever you have a question about your workplace rights, responsibilities, or employment terms.