It now appears that we will be leaving for the summer with no agreement. We want you to know that WTA has and will continue to work hard towards a fair settlement.
We want to settle our contract and get back to focusing on our kids.
WTA would like to sincerely thank all the teachers, community members, families, and students who attended the School Board meetings on April 28th, May 11th, and May 26th. Those who spoke, did so with eloquence and passion, and laid out the case for a fair and equitable salary for teachers.
Contract Survey for 2016-2017
Members, even though we haven't settled the contract for this year, we still want to be ready to start negotiations for next year. Please complete the contract survey at your earliest convenience. Click HERE.
Chapter Elections Results
The Elections have been held. Click to see the results.
Bargaining is now underway. Check here for updates.
New bargaining sessions have been scheduled. These dates are 2/22, 3/7, & 3/17. Come back here for updates.
Survey for K-5 Teachers
K-5 teachers: Please take a brief survey regarding how you feel about the VAPA programs on your campus. The survey is short - only two questions.
Please visit CTA Member Benefits to ensure you are getting the most out of your membership in WTA. We are hoping that there will be an open enrollment period for disability insurance through The Standard later this year. We'll keep you posted.
Our updated contract has been added to the site, and can be viewed here.
Our chapter by-laws have been updated per CTA recommendations. Most of the changes made were minor. The new by-laws can be viewed here.
The Weingarten Rule
Do not talk with an administrator if you believe the conversation will be about your employment rights.
Say: "If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectively request that my Association representative be present at the meeting. Without representation, I choose not to answer any questions."
I will not criticize any union colleague except to that individual directly.
If any union colleague is being criticized in my presence, I will confront the criticism and ask that it stop.
I will not participate in any conversations with management that criticize, or negatively speculate about any union colleague.
I will settle my differences with colleagues within my union.
I will engage in debate, offer others every opportunity for debate and respect minority viewpoints, but I will observe and support the majority mandate of my union.