►
Description
City Services & Innovation Technology Hearing
Docket #1133- Order to reduce the FY23 appropriation for the Reserve for Collective Bargaining to provide funding for the Boston Public Schools for the FY23 increases contained within the collective bargaining agreement between the BPS and the BASAS.
Docket #1134 - A supplemental Order for the Boston Public Schools Department for FY23 to cover the FY23 cost contained within the collective bargaining agreement between BPS and BASAS
A
A
For
the
record,
my
name
is
Brian
Worrell,
District,
4,
City,
councilor
and
I
am
the
vice
chair
of
the
Boston
city
council
committee
on
city
services
and
innovation.
Technology
today
is
August.
1St
2023,
this
hearing
is
being
recorded,
is
also
being
live,
streamed
at
boston.gov
backslash,
City,
Dash,
Council,
Dash,
TV
and
broadcast
on
Xfinity
channel
8
RCN
channel
82
FiOS
channel
9
964.
A
Ccc.Csit
at
boston.gov
and
will
be
made
a
part
of
the
record
and
available
to
all
counselors
public
testimony
will
be
taken
at
the
end
of
this
hearing.
Individuals
be
will
be
called
on
in
the
order
in
which
they
signed
up
and
we'll
have
two
minutes
to
testify.
If
you
are
interested
in
testifying
in
person,
please
add
your
name
to
the
sign
up
sheet
near
the
entrance
of
the
chamber.
A
In
order
for
your
approval,
a
supplemental
order
for
the
Boston
Public
Schools
department
for
FY
23,
an
amount
of
one
million
700
5
142
dollars
to
cover
the
FY
23
cost
contained
within
the
collective
bargain
agreement
between
the
Boston
public
schools
and
the
Boston
associations
of
schools
and
supervisors.
I'm,
also
known
as
the
b-a-s-a-s.
The
terms
of
the
contracts
are
September
1st
2020
through
August
31st
2022
and
September
1st
2022
to
August
31st
2024..
A
B
A
Thank
you
council
president
I'll
provide
a
brief,
brief,
open
remarks.
Just
want
to
thank
my
council
members
who
are
present
to
review
this
contract
and
thank
you
to
Jeremiah
Hansen
James
Williamson,
who
have
taken
the
time
to
come
here
today.
Schools
require
extreme
coordination,
managing
competing
demands
to
ensure
that
our
teachers
are
adequately
supported
and
our
students
are
adequately
prepared
to
teach
and
learn
every
day.
A
I'm
looking
forward
to
taking
this
opportunity
to
hear
more
about
the
new
contract
Provisions
between
BPS
and
b-a-s-a-s,
and
look
forward
to
discussion,
I'm
joined
now
I'd
like
to
introduce
today's
panel,
testifying
on
behalf
of
the
administration
Jeremiah
Hansen,
director
of
Labor
Relations
for
Boston
public
schools
and
James
Williamson's
OBM
director
for
city
of
Boston.
The
floor
is
yours:.
C
Great
thank
you
chair,
orrell
and
council
president
friend.
We
appreciate
this
opportunity
to
share
information
about
the
basis
Union
contract
and
its
impact
on
the
city's
budget.
My
name
is
Jim
Williamson
I'm,
the
budget
director
for
the
city
of
Boston
I'm,
here
to
address
the
two
appropriation
orders
before
you
and
the
transactions
they
represent.
I'm
also
joined
by
my
colleague,
Jeremiah
Hassan,
from
the
BPS
labor
team,
who
will
address
the
specifics
of
the
contract
that
supports
the
appropriation
transfer
so
Doc.
C
D
You
Jim
Jim
Morrell,
thank
you
for
having
us
president
Flynn.
Thank
you
for
being
here,
Ms
Kavanaugh.
Thank
you
just
to
highlight
a
few
of
the
terms
that
chair
we're
all
touched
on
earlier.
So
this
is
a
wage
pattern.
Well,
first,
let
me
back
up
a
little
bit,
so
this
unit
basis
represents
our
administrators
and
supervisors,
both
school-based
and
centrally,
based
excluding
principles.
So
what
that
is,
is
our
assistant,
principals
directors
of
instruction
directors
and
the
office
of
special
education
assistant
directors
in
the
office
of
special
education.
D
So
operational
leaders
I,
don't
want
to
leave
any
critical
groups
out,
but
you
get
the
point
there:
they're
administrators
and
supervisors
in
the
school
district.
They
play
a
critical
role
in
leading
our
district,
both
at
schools
and
centrally.
We
enjoy
a
strong
working
relationship
with
this
unit.
President
Dominic
cicchetti
and
vice
president
Diane
Mr
on
Hauser
have
been
great
to
work
with
very
collaborative
so
we're
recommending
your
support
and
a
recommendation
to
approve
this
supplemental
funding.
D
Some
of
the
terms
that
I
just
want
to
highlight
with
this
group,
in
addition
to
the
general
wage
increases
that
you
had
mentioned
previously,
which
is
consistent
with
our
other
bargaining
units
for
for
the
school
committee.
There
also
is
an
additional
two
percent
spread
over
three
years
for
the
role
of
this
unit.
In
our
inclusion
reform
that
you
saw,
we
discussed
at
length
when
it
came
to
our
Boston
Teachers
Union
contract.
D
These
members
play
a
critical
role
in
that
implementation
of
the
district's
new
inclusion
reform,
so
you'll
see
we're
also
recommending
a
consistent
wage
increase
that
we
saw
with
the
btu,
which
is
two
two
percent
spread
over
three
years.
I
just
wanted
to
clarify
that
for
for
the
council,
that
it'll
be
an
additional
0.5
in
FYI
22,
one
percent
and
FY
23
and
0.5
in
FY
24.
D
B
D
A
B
D
B
D
That
is
correct
over
the
final
three
years
of
the
agreement.
It
is
consistent
with
the
wage
increases
that
we
saw
for
the
Boston
Teachers
Union,
based
on
our
reform
of
the
inclusion,
language
and
the
teachers
contract
and
as
well
as
some
of
the
additional
work
that
we
know
is
going
to
have
to
happen
both
for
that
unit,
but
also
our
basis.
Members
they're
going
to
be
leading
a
lot
of
that
work.
B
D
I
wouldn't
characterize
them
as
as
low
when
I
look
at.
You
know
what
has
been
negotiated
both
throughout
for
our
other
City
groups
in
our
Boston
Public
Schools
groups.
You
know
this
is
a
group
of
relatively
speaking,
highly
paid
BPS
employees
as
you'd
expect
from
our
administrative
and
supervisors.
I
think
it's.
It's
maybe
worth
pointing
out
that
this
isn't
one
of
our
groups
that
requires
residency
because
of
the
state
law
that
prohibits
residency
requirements
for
supervisors
in
school
districts.
B
B
D
B
D
Obviously
the
city
is
it's
an
expensive
city
to
to
live
and
work
in
so
I
understand
that
concern
I
think
that's
a
concern
that
the
superintendent
also
has
and
has
expressed,
and
the
school
committee
has
in
Express.
So
we
are
always
looking
at
opportunities
that
we
can
make
our
positions
to
be
the
most
attractive
in
the
state.
We
want
to
encourage
members
or
employees
both
to
come
to
Boston
and
to
stay
in
Boston
once
they're
here.
D
So
you
know,
I
think
this
is
an
agreement
that
will
expire
in
August
of
2023
so
or
2024
I'm.
Sorry,
so
I
think
it's
an
opportunity
before
then
to
look
at
what
we
can
do
to
the
city
council.
Obviously
you
have
a
big
say
in
the
budgeting
process
and
the
money
that's
allocated
to
the
school
district,
so
I
think
that's
something
that
we
can
explore
as
a
district
and
as
a
school
committee
in
how
to
increase
wages
across
the
board.
C
Is
what
the
numbers
arrive
and
similar
to
previous
agreements?
It's
it's
a
little
bit
of
a
catch-up
as
as,
as
Jeremiah
just
noted
in
some
of
the
periods
it's
just.
This
is
retroactive
through
there
were
more
challenging
years,
looking
back
all
the
way
to
fy21,
but
obviously,
as
we
get
approach
the
next
round
Fair,
we
would
use
this.
This
was
obviously
agreed
to
and
by
the
membership,
so
we're
we
take.
C
B
B
A
a
woman
sent
me
a
memo
that
is
several
several
months
pregnant
with
their
first
child
she's,
not
necessarily
sure,
or
the
clarity
about
appropriation
of
the
funds
to
the
salary
to
increase
would
be
to
support
women
that
are
that
are
about
to
have
a
child.
What
is
the
parent
parental
leave
policy
that
would
help
this
woman
and
protect
this
woman,
protect
her
job,
support
or
child?
What
are
we
doing
for
that?
For
that
administrator.
D
Yes,
so
as
part
of
and
to
back
up
a
little
bit,
the
overall
package
is
divided
into
two
separate
moas,
so
we
have
the
first
MOA
will
cover
years
one
and
two
from
from
September
1st
2020
to
August
31st
2022.
The
second
will
kick
in
on
September
1st
2023
and
cover
through
August
31st
2024..
I
want
to
make
sure
correct
on
that,
so
effective
9123
will
be
the
addition
of
pay
parental
leave.
D
That's
consistent
with
the
city
of
Boston's,
current
paper,
I,
believe
policy,
which
will
offer
and
I
want
one
of
our
leave
Specialists
here
to
cover
all
the
details,
but
as
I
understand
it,
it's
going
to
cover
the
first
four
weeks
will
be
fully
paid.
The
second
four
weeks
are
paid
at
75
percent.
The
third
four
weeks
are
paid
at
50.
D
Employees
are
able
to
supplement
those
wages
with
their
accrued
unused,
sick
and
personal
time,
so
I
think
for
individual
members
would
have
to
get
into
the
specifics
of
how
long
she's
worked
with
a
district,
and
some
of
those
things
make
sure
she
qualifies.
I
haven't
worked
for
the
district
for
a
year.
Things
like
that.
D
B
D
B
Yeah,
what
are
those
implementation
I
think?
That's
what
she's
asking
me
I
want
to
make
sure
that
this
woman
has
has
the
opportunity
to
stay
with
her
child
and
be
compensated,
which
I
think
she
should
be,
but
she's
asking
some
of
those
kind
of
questions.
I
want
to
make
sure
that
she
is
covered
and
that
she
is
heard
during
this
process.
Yeah.
D
And
I
think
for
a
specific
employee.
She
should
connect
directly
with
our
leaves
team,
because,
obviously
there
are
factors
in
play
for
each
individual
employee
that
wanna
I
don't
know
if
it
would
be
I,
don't
think
it
would
be
appropriate
to
discuss
in
a
public
forum
like
this,
but
also
would
have
to
look
at
her
whether
she
qualifies
in
terms
of
being
employed
for
a
year
working
the
requisite
number
of
hours.
That's
1250
hours
to
qualify
for
the
parental
leave,
but
assuming
she
does
qualify,
the
benefits
would
be
consistent
with
the
city.
D
It
would
be
the
same
as
what
is
offered
for
city
employees
now,
where
some
of
the
implementation
changes
that
I
mentioned
are
a
little
unique
to
the
school
is
based
on
the
calendar
that
school
employees
work
as
opposed
to
more
traditional
12-year
calendars,
calendared
employees
or
12
I'm.
Sorry,
12
month,
calendars.
B
D
It
really
depends
on
her
position
because
basis
members
have
ranging
workday
requirements
anywhere
from
I
I.
Believe
207
is
the
lowest
work
year
requirement
up
to
some
members
have
225
workday
requirements
so
because
they
vary
in
how
many
days
they
have
to
work
to
get
their
full
salary.
I,
don't
know
if
she
typically
Works
in
July
some
of
our
basis.
Members
do
some
do
not
so
that's
where
it
would
really
be
a
case,
specific
situation,
but.
D
B
All
right,
I,
just
I,
just
don't
want
when
we
come
to
September.
First
I
just
want
anyone
that
falls
into
this
category
that
they
are
heard,
they're
respected.
They
are
getting
all
the
services
and
time
and
compensation
that
they're
entitled
to
I,
don't
want
to
I,
don't
want
anything
to
fall
through
the
cracks
is.
That
is
that
you
agree
with
that.
A
D
So
I
I,
don't
know
if
a
specific
ranking,
I
I
will
say
that
we
always
look
at
surrounding
districts
and
make
sure
that
we
are,
if
not
the
most
competitive
up
there
with
our
other
districts
that
surround
whether
that's
you
know:
Cambridge
Brookline,
Somerville
and
then
comparing
ourselves
to
some
of
the
bigger
districts
like
Worcester
and
Springfield.
We
look
at
those
and
make
sure
that
we
are
as
I
mentioned.
D
We
want
to
be
one
of
the
most
attractive
districts,
if
not
the
most
attractive
District
in
the
city
in
terms
of
benefits
and
compensation,
so
we're
fairly
confident
that
it's
a
good
agreement
that
makes
us
want
an
attractive
District
to
be
in.
You
know
the
the
unit
worked
well
with
us
to
to
get
this
agreement,
so
obviously
the
union
feels
that
it's
fair
and
something
that
will
help
boost
their
membership.
I
know
right
now:
we've
seen
a
little
bit
of
an
increase
in
positions.
D
We
currently
are
up
to
268
basis
members,
which
is
a
jump
just
from
a
few
months
ago
we
were
at
2
45
and
that's
my
understanding
that
we
have
even
more
positions
to
fill
this
summer.
So
we're
looking
forward
to
getting
this
contract
approved
getting
these
wage
increases
implemented
in
the
contract
and
implemented
so
that
we
can
advertise
these
new
rates
to
employees
and
we're
confident
that
that
will
increase
our
applicant
pool
for
the
available
positions
too.
Awesome.
D
The
last
the
most
recent
numbers,
I
I,
was
told
as
of
this
morning,
are
up
to
268
and
I
believe
we
have
311
full-time,
budgeted
positions
so
that
may
be.
There
are
a
few
positions
that
might
not
be
1.0.
There
might
be
like
a
0.8
position,
so
there
might
be
a
few
more
actual
positions,
but
my
understanding
that
we
have
311
full-time
positions,
budgeted
for
this
new
school
year.
Okay,.
D
Well,
it
will,
but
part
of
this
contract
goes
back
to
2020,
so
that
the
Retro
wage
increases
that
we're
looking
at
would
not
cover
all
of
those
employees.
It
would
just
cover
the
employees
it
actually
worked
during
the
right,
the
time
period
That's
covered,
but
but
just
to
say,
a
little
bit
more.
All
of
those
311
will
benefit
from
the
new
contract,
because
starting
wages
will
be
that
much
higher.
Once
we
implement
the
new
wage
increases.
A
D
And
then
yes,
we
will
be
up
to
date
and
we
will
be
current,
and
we
have
every
expect
expectation
of
being
proactive
in
this
next
round
of
bargaining,
as
I
mentioned,
to
Jim
that
we're
already
starting
to
plan
and
prepare
for
this
unit,
as
well
as
our
other
units
and
we'll
be
sending
over
requests
about
financial,
Authority
and
information
from
the
cities
as
we
we
prepare
for
those.
So
we're.
A
And
then
I'm
glad
that
we're
moving
towards
a
more
Equitable
mental
method
of
Permitting
religious
holidays,
some
holidays,
like
Passover,
might
last
more
than
a
week
and
more
secular
individuals
remain
excluded.
Are
there
any
other
models
that
we
considered
going
forward?
Assure
all
individuals
may
engage
in
religious
and
cultural
events
that
are
reli
relevant
to
them.
Well,.
D
Yeah,
so
the
just
to
provide
a
little
bit
more
detail
there.
So
the
old
language
of
the
contract
provided
clear
or
named
holidays
for
Jewish
members,
some
of
our
Muslim
members,
but
it
was
limited
to
those
named
holidays.
What
we're
doing
is
revising
the
language
to
provide
everyone
two
days
for
religious
observances.
D
So
as
long
as
you
have
a
sincerely
held
religious
belief,
you
can
take
off
put
in
with
the
office
of
equity
and
get
a
paid
day
off
without
losing
personal
time
for
that
day,
and
it
recognizes
the
fact
that
you
know,
as
we
become
a
more
inclusive
District.
Not
everybody
is
a
member
of
these
traditional
religions
so,
rather
than
just
providing
a
new
list
that
may
still
exclude
certain
days
or
certain
religious
holidays,
we
have
just
opened
it
up.
Okay,
members
will
be
permitted
up
to
two
days
a
year
to
take
religious
holidays.
D
If
there
are
more
days
than
that,
they
do
also
have
paid
personal
time
or
you
can
go
to
our
office
of
equity
and
submit
a
request
for
if
you've
used
up
your
religious
days
used
up
your
personal
time.
It's
my
understanding
that
they
will
explore
an
accommodation
so
that
you
can
take
the
time
off.
You
may
not
be
paid
after
you've
exhausted
all
the
paid
options,
but
you
would
be
able
to
take
it
off
permitted.
You
meet
the
qualifications
Nick.
D
Yeah,
so
the
extended
bereavement
policy
is
for
really
a
few
situations
came
up
during
the
the
covet
pandemic,
where
under
our
current
policy,
if
an
immediate
family
member
passed
away,
you
were
able
to
take
up
to
five
days,
but
it
was
triggered
by
the
event,
which
is
the
the
death
of
a
family,
member
and
I.
Think
because
of
the
covert
pandemic
celebration
started
to
get
delayed,
so
you
know
a
family
member
may
pass
away,
but
then
the
funeral
was
two
three
weeks
or
the
celebration
of
life
was
two
three
weeks
down.
D
The
road
and
a
member
may
have
to
travel
out
of
town
beforehand
that
wouldn't
technically
qualify
under
the
bereavemently
because
it
wasn't
within
a
week
after
the
the
triggering
event,
the
death
of
a
family
member.
So
what
we
did
was
say
you
know
they
brought
it
to
us.
It
was
kind
of
a
unique
request
that
we
haven't
seen
with
our
other
unions.
Maybe
we
will
now
but
saying
look.
We've
had
this
came
up
with
a
few
of
our
members.
We
think
it
would
be
changed.
We
looked
at
it
yeah,
that's
a
reasonable
request.
A
D
Varies
depending
on
the
relationship
with
the
member,
but
for
an
immediate
family
member
at
five
days,
I
think
for
the
maybe
one
for
a
cousin
I,
don't
have
the
exact
language
in
front
of
me,
but
I
know
it
does.
It
varies
depending
on
the
relationship,
but
the
the
longest
is
is
five
days
for
an
immediate
family
member.
But
again
that
can
be
added
to
with
paid
personal
days
if
necessary.
Thank.
A
B
Over
the
pandemic,
we
have
had
significant
increases
in
anti-asian
racism,
anti-asian
violence
in
the
city
of
Boston's.
The
city
council
rather
supported
a
holiday,
Luna
New
Year
holiday
to
celebrate
the
Asian
Community
here
in
Boston
celebrate
their
accomplishments,
their
sacrifices
to
our
city
and
Country,
but
it
might
go
a
long
way
showing
showing
respect
for
a
group
of
residents
that
were
subjected
to
terrible
injustices.
In
my
opinion,
during
during
the
pandemic,
where
they
were
almost
blamed
for
blame
for
covid-19
in
and
because
of
that
we
saw
an
escalation
of
of
violence.