9 and considering that, on 1 May 2014, the parties reached an agreement effective 1 November 2009 to 30 November 2018 (1 May 2018); And the Board of Directors and its designated representatives met with REPRESENTATIVEs of the Union and conducted a thorough review and discussion on behalf of the employees of the collective agreement unit, changes to wage plans, improved working conditions and mechanisms for the presentation and adaptation of certain types of complaints on behalf of workers in the collective agreement unit. 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. 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.