By Adam Swift
On Wednesday evening, Dec. 11, the Chelsea School Committee and the Chelsea Teachers’ Union (CTU) reached tentative agreements on new contracts for Chelsea Public Schools educators, clerical and paraprofessional staff.
These agreements were reached as a result of collaborative negotiations between the School Committee and CTU.
The School Committee was expected to vote on official approval of the contract at a meeting scheduled for Wednesday evening.
At a negotiation session last week with over 200 members in attendance, CTU Local 1340 secured new, three-year collective bargaining agreements for their members that take important steps to address essential classroom issues while ensuring these dedicated educators are on track to receive a living wage and equitable workplace benefits, according to the CTU leadership.
“The consequences of this agreement will be transformative, providing greater stability and support for our educators and our students. This is a win for the entire Chelsea community, and we couldn’t have done it without the sustained organizing and solidarity of educators, families, and community members,” said CTU President Kathryn Anderson.
The agreement includes competitive wage increases for all educators, including the largest wage increase for paraprofessionals that the district has ever seen. Paraprofessionals currently receiving $17.96 an hour will see a 62 percent pay increase over the course of the three-year contract, up to $29.05 per hour. Clerks will see a 31 percent increase over the life of the contract – going from $27.99 to $36.61 per hour.
It also includes the first district-paid parental leave benefit (three weeks the first year of the contract and then six weeks in subsequent years), as well as up to 12 weeks paid leave for members to care for ill family members and up to 35 days from the sick bank.
“Our priorities were living and competitive wages, humane leave policies, and equitable working and learning conditions,” stated Anderson. “Not only did we achieve these priorities, we became so much stronger as a Union.”
School district officials stated that these agreements reflect a shared vision for the future of Chelsea Public Schools and demonstrate a collective commitment to providing an exceptional education for all students.
“By prioritizing wages that are competitive with surrounding districts and emphasizing the importance of paid parental and family medical leave benefits puts CPS in a position to better attract great educators and make it easier for them to have long careers in the district,” said
Superintendent of Schools Dr. Almi G. Abeyta.
Highlights of the contract agreements related to wages include educators receiving a 13 percent wage increase over the duration of the contract and paraprofessionals receiving a 13 percent wage increase over the duration of the contract. Additionally, paraprofessionals will receive a number of differential adjustments.
Highlights of the contract agreements related to leave policies include:
Parental Leave policies have been updated to align with the Massachusetts Parental.
Leave Act (MPLA) and FMLA. Employees have three options when using parental leave.
Beginning July 1, 2025, all units will receive six weeks of fully paid parental leave (three weeks prior to July 1, 2025) that is not deducted from sick time.
Updates to the use of Sick Leave include using sick leave including up to 15 days per year to care for a sick or injured immediate family member (spouse, partner, child, parent).
Up to 45 additional days (with FMLA approval) for serious health conditions of a child, spouse/partner, or parent.
Additional highlights of the agreements include:
A new $1,000 annual stipend for certified bilingual/biliterate employees.
Increase in longevity bonuses for all units.
A CPS alumni hiring incentive for all units.
Educator hourly rates of pay will increase from $35/hour (2024) to $37/hour (2025) to $38/hour (2026).
A pilot program for class size limits effective from 2025-2027.
Clerical unit employees will be eligible for tuition reimbursement of one-half payment for up to three courses per year. Reimbursement is capped at $10,000 annually for the unit.
Provisions that will support professional development opportunities, enhance working conditions, and foster a positive and collaborative school culture.
The new contract comes after 10 months of negotiations.
“We’re not just educators, we’re also community members – nearly 20 percent of our members call Chelsea home and this agreement reflects that,” said CTU Vice President and CPS Graduate Vanesa Mendoza-Mercado.
“It makes it possible for members to start families and take enough time to bond with their babies. It will mean being able to care for sick family members. It incentivizes former CPS students like me to become teachers. When educators are able to bring our full selves to the classroom, students benefit.”
Marilyn Moschella, CTU Paraprofessional Vice President and CPS Graduate, said that for the first time, Chelsea’s paraprofessionals will receive a living wage – because teachers and clerks stood firmly with the paras as a united front.
“Paras are unsung heroes of the classroom, providing a foundation for students of all abilities to learn,” Moschella said. “The new competitive wages in this agreement will make a huge difference for all members, and will attract great educators to the district. The level of solidarity – from our teachers, clerks, and families – is what helped get this monumental agreement over the finish line.”
Brianna Bolland-Peterson, a CPS graduate with children at Kelly Elementary and Wright Science and Technology Academy said that as a parent, she sees the work educators put in each and every day to support the kids in Chelsea, including her.
“I was proud to support the Chelsea Teachers Union every step of the way to secure better learning conditions for all, and the wages and benefits our educators deserve,” Bolland-Peterson said. “At the end of the day, they were fighting for our families just as much as they were fighting for theirs.”