About NYSUT

Contracts are not one-size-fits-all, but NYSUT unions at other schools like Mary Cariola have won positive changes on many of the issues that impact us too. By unionizing with NYSUT, we can win a contract that meets the specific needs of our support staff and students!

Here are just a few things that NYSUT-unionized colleagues at other 853 schools have won in their contracts.

Fair & Dignified Compensation

Biondi Labor Union of Essential Staff (Bronx & Yonkers, NYC) 

• Mandates that any statewide increases to the tuition rate will be passed on to staff as permanent salary increases. Establishes that a minimum of 90%, 70%, or 40% of the tuition increase will be passed on as a raise based on employee performance.
• Requires salary adjustments of $2000-$3000 for longevity after 3 years of service and after 8 years of service.

Cantalician Center for Learning, Inc. (Western NY)

• Establishes 401(k) contributions and life insurance benefits for employees.
• Requires 75-90% (depending on job title) of trend increases to tuition funds from NYS go towards raises for staff.

Paid Leave

Cantalician Learning Center, Inc. (Western NY)

• Awards full time employees 11 - 15 PTO days that accrue in addition to school recesses.
• Allows employees to retain up to 10 days in their PTO bank at the end of each year; any remaining days rollover to a long term paid sick day bank of up to 60 days.

Gateway-Longview, Inc. (Western NY)

• Mandates employees be paid regular wages for up to 7 days when out of work due to workplace injury without charging their PTO nor paid sick leave.

Inspire Staff United (Hudson Valley)

• Entitles full-time employees to 10 paid sick days per year. Establishes that employees may accrue a maximum of 75 paid sick days.

Staff Development and Retention

Abilities First Staff Association (Hudson Valley)

• Establishes a 6-month probationary period to determine satisfactory job performance.
• Mandates an annual performance evaluation by supervisors and sets standards for that process.

Brookville Center United Teaching Assistants & Aides (Glen Cove, NYC)

• Forms a “professional development/in-service committee” of employer and union representatives that meets regularly to assess the training needs of in-unit staff and provide input on for professional development days.

An Ongoing Voice in Discussions

Abilities First Staff Association (Hudson Valley)

• Creates “staff management committees” where administration and staff representatives from each major job title collaborate to solve non-contractual workplace challenges.

Brookville Center United Teaching Assistants & Aides (Glen Cove, NYC)

• Establishes bimonthly meetings between the employer and union representatives to discuss labor, management, health and safety, and other issues of mutual interest.

Funding for Special Schools

Each year in the state budget, NYSUT advocates for a fair tuition reimbursement rate that is greater than or equal to the increase for traditional public schools. In the 2022-23 school year, this included an 11% increase! During COVID, NYSUT advocated to ensure that any federal dollars - grants or loans - did not count against the rate for 853 schools.

Protocols for Diapering and Toileting

NYSUT fought to support the passage of the New York State bill to require statewide protocols for student toileting and diapering in schools. This ensures that proper equipment must be provided, including PPE for staff and changing tables as needed for students. This is a crucial win to ensure that staff are able to properly care for students while maintaining their own safety and the students' dignity.

Regulations on Classroom Heat

NYSUT's advocacy finally resulted in a law signed in December 2024 that established the first-ever maximum temperature regulations for New York Schools, which takes effect September 2025. Schools are now required to take action when temperatures reach 82°F and relocate students and staff when rooms reach 88°F.

Guidance on Workplace Violence

NYSUT continues to lead the push on regulations and guidelines for workplace violence in education. Serving students with disabilities can present special challenges in classroom safety as providers must prioritize the safety of themselves and all students while still serving students who may become physically aggressive due to their disability. This new law requires that schools provide training and information on the school's policies and procedures on timeouts and physical restraints, evidence-based positive, proactive strategies, crisis intervention, prevention procedures, and de-escalation techniques. Staff whose jobs regularly involve implementing timeouts or physical restraint must receive annual, evidence-based training.

Representation

Working in jobs like ours presents unique risks when it comes to liability. While we all strive to care for our students and follow every policy, mistakes and false accusations happen in our field. NYSUT membership means that we receive representation for any claims arising out of a work-related incident, whether with our employer or another agency.

Exclusive Perks

While the greatest benefits will come from our union contract, NYSUT members get access to a variety of benefits. Members get discounts on things like airline tickets, rental cars, pet insurance, sporting events, and much more. Members also have access to free services including student loan counseling, a peer support line, and a premium subscription to the Calm app.

A Voice at the State Level

The advocacy that NYSUT provides in state legislation comes directly from its members. As NYSUT members, we will have a voice in the policies and legislation that the union supports. Representatives from NYSUT locals convene at the annual Representative Assembly to vote and set priorities for the statewide organization.