The educators of Moriarty-Edgewood Municipal Schools are passionately invested in providing an exceptional education for our students. Our dedication to this mission is evident in the countless hours we spend contributing to the success of our schools. However, it is time to address key aspects of our employment contracts that are both inequitable and detrimental to attracting and retaining high-quality educators in the district.

Several provisions in the current contract disproportionately favor the district at the expense of educators, creating barriers to fairness and professional growth. Specifically:

The 30-Day Notice Requirement for Resignation
 Requiring educators to provide a 30-day notice before resigning places undue strain on those seeking new opportunities. Many employment offers in education and other fields are time-sensitive, and this stipulation can cause educators to lose out on career advancement opportunities. While we understand the importance of staffing continuity, a more reasonable notice period or flexibility in extenuating circumstances would better balance the needs of educators and the district.

Restrictions on Paid Time Off
 Paid time off (PTO) is a fundamental part of educator compensation, yet current policies require approval for its use. This undermines the very purpose of PTO, which is to provide employees the ability to address personal needs, including health, family obligations, and well-being, without fear of denial or reprisal. Educators deserve the same autonomy in using their earned benefits as employees in other professions. As compensation for performed duties, unused PTO should be paid out to employees.

Uncompensated Work Beyond Contract Hours
 Teachers frequently go above and beyond their contracted duties, whether it’s staying late waiting with students to be picked up or evening events designed to increase community engagement.  These efforts are often expected but rarely compensated. This expectation devalues our time and labor, contributing to burnout and discouraging talented educators from remaining in the profession or joining the district.

The Grievance Process and Other Lapses in the Feedback Loop
While educators are frequently referred to as the experts of their classrooms, the district often fails to treat us as such. Communication from the district to educators tends to be one-way, with little opportunity for meaningful dialogue. Concerns raised by educators are often dismissed, suggestions ignored, and grievances not given the attention that communicates a desire to cooperate with educators. This lack of collaboration fosters a sense of disempowerment and mistrust, directly undermining our ability to create positive and productive learning environments for our students.

The current contract clearly favors the district over its educators. This imbalance not only affects morale but also hinders our district’s ability to attract and retain skilled, dedicated teachers. Fairness in our contracts is not just about ensuring equity; it is about creating a sustainable and competitive working environment that prioritizes the well-being of educators, which, in turn, benefits our students.

We respectfully request that the district and the Moriarty-Edgewood School Board convene to renegotiate the terms of the educator contract to address these issues. Cooperation with educators can result in a contract that reflects mutual respect, equity, and a shared commitment to educational excellence.