2009-13 Teacher Contract Information

Overview of 2009-13 Contract


Are you a retired teacher?  Find out how the agreement impacts you.

4-Year Contract

The 4-year contract runs from July 1, 2009 through June 30, 2013.

Salary Raises

  • 2009-10: No raise

  • 2010-11: 3% of all earnings, paid in 2 lump sums on December 24 and June 24.

  • 2011-12: 2.5% raise on all schedules and rates, across-the-board

  • 2012-13: 3.0% raise on all schedules and rates, across-the-board

Teachers will receive the first of two 3% lump sum payments for 2010-11 on the December 23 paycheck.  Read more...

Health Plans

Teachers will retain the option of either a PPO or HMO plan, both administered by UnitedHealthcare. Plan benefits remain unchanged for both plans, but out-of-pocket costs will increase.


Find out if your family doctor is part of the UHC PPO network.  Select the plan "UnitedHealthcare Choice Plus"


To address quality concerns with UHC, the bargaining team negotiated a number of protections.



  • United Healthcare (UHC) will replace Aetna as administrator of the PPO plan, no sooner than April 1, 2011

  • Health and dental coverage for domestic partners, effective November 1, 2011

  • Employees will make premium contributions starting August 1, 2011

    • 1% of base salary for single coverage

    • 2% of base salary for family coverage


Why a % of Salary?

  • To avoid adverse selection. With this agreement, you pay the same amount for your health benefits whether you choose the HMO or the PPO benefit plan.  Premium share as a percent of premium would make the HMO a less expensive, and more attractive option, than the PPO. Younger and healthier members who do not have serious health issues would choose the HMO, leaving older employees with greater health risks in the PPO. As a result, the cost of the PPO would rapidly increase, and become too expensive for MPS to sustain. Eventually, the PPO benefit plan would be eliminated. 

  • To minimize increases in your out-of-pocket share. With this agreement, your out-of-pocket share of the premium cost increases at the same rate as your salary. If we had agreed to a premium share based on a percentage of premium, your salary would not keep pace with increases in your out-of-pocket costs.  Premium costs have risen an average of 12% per year over the past 30 years.

  • Comparable with other districts. Your out-of-pocket costs are in line with what teachers in other districts pay for their benefits.

  • The most equitable approach. Members with low incomes will pay less and continue to be able to afford health insurance. Members who earn more usually have more disposable income, and will pay more.


Out of Pocket - Deductibles

A deductible is what you pay out of pocket before the plan pays anything.




PPO In-Network

PPO Out-of-Network



$75 (from $100)

$326 (from $100)

Family (3 or more)


$225 (from $300)

$500 (from $300)



Out of Pocket - Coinsurance

Coinsurance is your share of the cost of medical services to a certain maximum.

  • Plan pays:
    • 90% in-network
    • 70% out-of-network (down from 80%)
  • Maximum out of pocket for co-insurance:
    • In-network - no change
    • Out of network single - $1,100 (up from $500)
    • Out of network family (for a family of 3) - $2,800 (up from $1,500)


3-Tier Drug Plan



Mail-Order (3-month supply)

Tier 1:  Generic

You pay $3

You pay $6

Tier 2:  Preferred

You pay 10%, $15 min.

You pay $30

Tier 3:  Non-preferred (often brand name)

You pay 20% with a $30 min.

You pay $60


Banking Time

Banking time will provide equal time for individual preparation/planning and for centrally-planned professional development, as follows:

  • 2010-11 (3 remaining days)

    • 2 full days for districtwide professional development

    • 1 day for individual preparation/planning

  • 2011-12

    • 2 days for districtwide professional development

    • 3 days for individual preparation/planning

  • 2012-13

    • 3 days for districtwide professional development

    • 2 days for individual preparation/planning


Professional Development

There will be a labor-management committee with 3 representatives from each side. Teachers will be surveyed on their professional development needs.

  • A catalog of inservice offerings will be developed based on the survey results.
  • The inservices will be voluntary and scheduled after school or on Saturdays.
  • Teachers can either be paid, or get inservice credit, which can be used for advancement on the salary schedule:
  • 7 inservice credits + 9 college credits results in moving a lane, except to the MA lane. You must have a Masters degree to move to the MA lane.


These and other changes in the health plans, salary, professional development and more will be described in detail in ratification document and Q&A. 

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