Over the past two bargaining cycles, CASE successfully negotiated the following benefits for members:
- Over the past two years, all CASE-represented employees received an 8% salary increase. A restructured scale also offers additional steps for earning opportunities for those CASE-represented employees near or at the top of the old scale.
- Health benefit contributions remain at 90/10. Co-pays for generic drugs have decreased, BC/BS family dental plans have added orthodontics for children, and health benefits have been expanded to include domestic partners.
- Employees who attain the 45-vacation-day cap may now transfer the remaining unused vacation days in any year to his/her respective sick leave. In the past, those days were lost if not used.
- Tuition reimbursements have almost doubled to $750 per course.
- Clearly defined procedures for evaluating CASE employees and a stringent protocol for accessing and maintaining employee files were added to the Master Agreement.
- A Supplement to the Master Agreement, effective July 1, 2008, between CASE and the BOE was added to the Master Agreement that would provide additional stipends to the select school-based administrative teams based on Z scores. This agreement will remain in place until June 2012 but is contingent on funding from the fiscal authorities who, unfortunately, did no fund it for the 2008–2009 school year.
- Retirees are now eligible for vision as well as health and dental benefits.
- CASE, in coalition with the other BCPS bargaining units, successfully blocked the proposal before the BOE to move to a single 403b vendor.