In fact, the city is breaking a 2014 Memorandum of Understanding that introduced a retroactive payment system for active and retired teachers in 2009 and 2010, when teachers did not have contracts under the Bloomberg administration. Between 2009 and 2015, teachers received between 12.5% and 25% of the amount owed to them. Retroactive payments, which the city was unable to make in a huge package, were deployed annually from October 2015. UFT members were paid annually in October between 2015 and 2019, with the exception of 2016, when payments were stopped. The last payment was expected on October 15 of this year. Part of the memo assured the FTU that it can go to arbitration if “there was any problem with these payments.” This COVID 19 pandemic has not strengthened the leadership of the UFT to protect the working conditions of their teachers. The inaction of leaders is a common thread that brings together all the workers who are facing this crisis. Like our heads of government, UFT leaders did not stand up for teachers and families in these unprecedented times, for example, when we had to go to work in the middle of a pandemic and our spring break was removed. It is particularly important that UFT members still do not have a Memorandum of Understanding (MOA). An MOA is a temporary agreement that sets the rights and conditions of workers for a specified period of time. Although the FTU contracts are still in force, they have not predicted the diversity of new problems encountered during distance learning. As a result, teachers and related service officers now need an MOA pandemic. These CEE countries could also serve as the basis for future crises, which will be only more frequent, as the effects of climate change will not be taken into account.

Second, the city has proposed two incentives for separation. These incentives provide additional compensation to ATR teachers who choose to withdraw or retire for a period of time. The incentive to separate in 2014 followed labour negotiations with the UFT and led to 115 teachers leaving the municipal service. The incentive payment cost $1.8 million (approximately $16,000 per teacher) and the savings were estimated at $11 million per year (approximately $93,000 per teacher). The 2018 Separation Incentive offered ATR teachers a lump sum payment of $50,000 for resignation or retirement; 170 teachers used this initiative at a cost of $8.5 million.16 The savings for the 2018 cycle were approximately $23 million per year, or about $140,000 per teacher (including ancillary services). 5 This commitment is our promise to the children of New York City, not just to a promise, but to a reality of educational excellence. ACCORD MADE AND ENTERED INTO on May 1, 2014, by and between the Board of EDUCATION OF THE CITY SCHOOL DISTRICT OF THE CITY DISTRICT OF NEW YORK (hereafter referred to board) and united Federation of Teachers, Local 2, American Federation of Teachers, AFL-CIO (hereafter called Union or UFT). CONSIDERING that the Committee has voluntarily approved collective bargaining practices and procedures as a peaceful, fair and orderly way of managing its relations with its staff, to the extent that these practices and procedures are tailored to the specific functions and duties of the Committee, are authorized by law and are consistent with the priority interests of schoolchildren. , the school system and the public.