With the current contract between the United Teachers of Lowell and the Lowell School Committee set to expire on June 30th, agreement on a new deal has yet to receive approval.

InsideLowell has learned the most recent discussions center on a 1-year contract that  would result in significant percentage increases for UTL members on the lower end of the pay scale, with lower percentage raises for those on the upper end.

UTL President Paul Georges confirms the union’s offer calls for a $2,500 raise for every employee, along with a 2% increase for that would kick in midway through the year, effectively making it a 1% increase.

As an example, a cafeteria worker or paraprofessional making $25,000 a year would effectively receive an 11% pay increase. On the upper end of the pay scale, someone making $100,000 a year would effectively receive a 3.5% increase, with everyone in-between falling somewhere in that percentage range depending on their current salary.

“We think it’s a very reasonable proposal that especially helps those working for less than living wage, while also offering a fair increase to everyone,” says Georges. “This proposal will assist the School Department in retaining and hiring those hard-to-fill positions that pay very little for those performing essential functions, such as cafeteria workers who kept our students fed even during the pandemic. All four of our groups have already ratified this proposal and we are waiting for the school committee to do the same.” 

There is optimism the deal has enough support on the schools’ side as well, with Committee Member Eileen DelRossi telling us she will “place a motion to vote on the ratified contract on the agenda for the Wednesday June 21st meeting.”

Mayor Sokhary Chau also seems agreeable to the terms.

“It’s is very important to our school employees and our entire community to move forward providing fair and equitable wages with this contract,” said the Mayor. “Our children’s future depends on our trusted workforce in the school system, from the administration, to teachers, from maintenance staff, paraprofessionals to the cafeteria staff. All play an important role in shaping a well rounded environment for our students. We should do what’s necessary to provide a fair and livable wage, especially for our lowest paid workers so they will not feel the need to seek employment elsewhere.”

Still, there is enough concern in some quarters to elicit talk of the “strike” word if the agreement is not cemented before the start of the next school year. Over the most recent school year, teachers contracts have grown more contentious across the Bay State, with Woburn teachers striking in early February. Malden and Haverhill teachers also walked off the job in October of 2022.

When asked about that possibility, Georges said “it has historically been my preference and practice to reach agreement without resorting to job actions, but my responsibility is also to assure that we are prepared for whatever action our members would determine necessary to get this contract ratified.”