Abilities First Employee Association
“Having a union is the biggest reason I still work at an 853 school. We have all the challenges of a public school district with additional challenges of
limited funding, lack of management accountability, and lack of transparency.
My union has secured me pay raises and benefits that our employer would
never have offered us.”
Noah Pomerselig
Music Therapist
Firemans Way School LaGrange, NY
Special Act Schools: NYSUT Organizing Wins
New York State United Teachers (NYSUT) is one of the largest and most successful labor unions committed to improving education and healthcare. There is strength in numbers, and NYSUT represents nearly 700,000 members in schools, colleges, and healthcare facilities.
A few years ago, NYSUT advocated for and won an 11% increase in the budget for all 853 schools. Our unionized members saw these increases in their salaries because they have union contracts.
This year, NYSUT members fought for and won a state budget that restores most of the proposed public school funding cuts and provides $2.5 million to study and design a new tuition rate-setting methodology for special education schools.
NYSUT has a long history of fighting for funding parity to guarantee the state’s Special Act Schools and traditional public schools receive equal aid increases and ensure students with disabilities aren’t left behind.
Support in the Classroom
Special schools are constantly trying to do more with less. While they require additional resources to support their students' unique needs, they are limited by the funds provided by the state. Compared to workers in public schools, 853 teachers and staff need additional training and Personal Protective Equipment (PPE) and are more likely to be injured at work.
Support Outside of the Classroom
Students in 853 schools require additional support, which can sometimes include managing difficult behaviors. With NYSUT, support for educational staff doesn’t stop in the classroom. In the event of an allegation of misconduct resulting in an investigation from The Justice Center, NYSUT members receive representation throughout the process from a Labor Relations Specialist.
NYSUT Statewide Priorities for 853 & Special Act Schools
- Funding for 853s and other special schools every year in the state budget to match what public schools receive.
- Legislation that protects workers and supports students, like the 2024 toileting bill requiring schools to have consistent policies, available equipment, and dignity for all students.
- Policies and resources to address and reduce workplace violence.
- Accountability for schools to maintain safe staffing ratios in every classroom.
What Our Members Have Negotiated in Their Contracts
- Paid leave when injured at work without deducting their vacation or sick time.
- Mandatory and consistent training and evaluations to ensure teachers and staff can meet their students' unique needs.
- Enforceable processes when schools don't provide the necessary resources like PPE or safe classrooms.
Reduced Turnover & Staffing Shortages
Short staffing is problematic in any workplace, but at special schools it is also unsafe. Teachers and support staff experience burnout, leading to a cycle that perpetuates the problem. Schools are legally required to maintain the staffing ratios specified on students' IEPs, but this doesn't always happen.
To interrupt the cycle of burnout that causes short staffing issues, workers need to be compensated fairly, treated with respect, and work in a safe and supportive environment that makes them want to stay
NYSUT Statewide Priorities for 853 & Special Act Schools
- State funding for programs like Excessive Teacher Turnover Prevention Program (ETTPP) and others that put money directly into attracting and retaining qualified staff.
- Modernize the state’s reimbursement methodology so funding reflects the actual cost of educating and supporting students with complex educational, medical, behavioral and mental-health needs.
- Ensure schools have the resources and staffing necessary to provide the specialized services their students require.
- Ensure the funding system accounts for the significant medical, behavioral, mental-health and social-emotional needs of students served in these settings.
What Our Members Have Negotiated in Their Contracts
- Longevity compensation after employees reach milestones, like permanent salary increases at 3 and 8 years.
- Quality retirement plans with employer contributions, so teachers and staff can plan for their futures.
- Committees including workers and management representatives that meet regularly to discuss training needs, health and safety concerns, and other issues impacting staff.
- Vacation time up to 15 days per year that accrues in addition to school recess, and the ability to use it to prevent burnout.
- Sick time up to 10 days per year.
Gateway-Longview Teachers Association
“Our wages surpass those of non- union agency staff with the same credentials and seniority because our union fought for it and negotiated it in our contract. In addition, our union has been the driving force in prioritizing retention by providing longevity bonuses, making our 853 staff feel
more valued.”
Robert Schroeder
President, Gateway-Longview Teachers Association
Lynde School and Residential Services
Buffalo, NY
