New pay for subs, as included in 2020-2027 contract.
Pay raises and tuition subsidies — but no health insurance or retirement benefits — are included in a proposed new seven-year contract for substitute teachers that alders have advanced towards a potential final vote.
That proposed labor agreement was discussed Monday night during the latest Board of Alders Finance Committee meeting, which took place on the second floor of City Hall.
The proposed seven-year collective bargaining agreement between the New Haven Board of Education and the Substitute Teachers Chapter of the New Haven Federation of Teachers, Local 933 would be retroactive to July 1, 2020, and extend through June 30, 2027.
The deal was approved by the Board of Education in March, and is now before the Board of Alders for a final review and vote.
Committee alders didn’t vote on the proposed contract on Monday, instead teeing it up to be discharged by the full Board of Alders at its next meeting in July, thereby allowing for an expedited vote.
New Haven Public Schools (NHPS) Asst. Supt. Paul Whyte offered the alders a brief summary of the wage increases and structural changes included the contract, noting that the agreement had not been updated since 2020.
If approved, the agreement would grant retroactive pay increases for the 2023 – 24 and 2024 – 25 school year — 6 percent for last year and 3 percent for this year — with an additional 3 percent annual raise built in for the next two years. According to Whyte, the raises come after three years of flat pay, which Whyte acknowledged had caused substitute wages to fall behind comparable market standards.
The retroactive bump reflects what Supt. Madeline Negrón called a “fair contract,” negotiated after three years of delay and legal review. In a letter to Board of Alders President Tyisha Walker-Myers, Negrón emphasized the “critical importance” of substitutes to the school system and described the new agreement as both fiscally responsible and stabilizing for staff.
Still, the contract left gaps.
Substitutes will not receive health benefits or pension benefits under the agreement, unless they are hired into permanent positions. However, those who work 100 or more days in a school year may qualify for tuition reimbursement — up to six college credits annually — if they are pursuing a degree or teaching certification.
The agreement also clarifies the daily pay structure, with substitutes earning more once they’ve worked 30 consecutive days in the same position.
As of the current year, a certified sub in a long-term assignment earns $144.83 per day – up from $120.07 for short-term roles. Non-certified substitutes in long-term roles would also see increases, starting at $143.38 for the 2024 – 25 school year and rising to $152.11 by 2026 – 27.
The proposed contract adds key protections and role clarity for substitutes. They would have access to grievance arbitration and a guaranteed duty-free lunch, and they must be provided necessary instructional materials. New language defines their responsibilities in classroom management and student support. Substitutes will also be paid for two annual workshops co-developed by the district and union.
Some alders questioned the scope and cost of the retroactive pay provision. During the committee meeting, Westville Alder and Finance Committee Chair Adam Marchand pressed Whyte on how many substitute teachers would be eligible for retroactive pay and how much the total payout could cost the city.
“So for me, I’m just trying to understand — what’s the scope and scale of a retroactivity payment? Are we looking at 100 people getting checks? A million bucks? Or is it going to be $32,855?” Marchand asked.
Whyte responded that he could not yet provide precise figures. He assured the committee that the raises had already been factored into existing budget projections.
As to when the retroactive payments would be processed, Whyte said, “They’ll try to accrue it into this year,” but added, “I do not have the exact time period.”
Questions also emerged about substitute teachers’ standing when applying for permanent positions in the district. Marchand asked whether long-term substitutes are considered internal candidates in hiring decisions. Whyte indicated that hiring decisions remain largely at the discretion of school principals, who may favor known substitutes but are not required to.
“It’s not automatic status,” he explained. Whyte acknowledged that someone familiar with New Haven students and schools might be a stronger candidate than someone new to the district.
Annex Alder Sal Panzo, who also sits on the committee, sought clarity on the process for daily substitute jobs. Whyte confirmed that substitutes continue to find and accept jobs through the Frontline platform, known as Aesop, though some schools retain their own “building subs” on a semi-permanent basis. Assignments are posted daily, and substitutes can select roles based on availability and location.
By the end of Monday’s meeting, the committee raised no objections to the agreement. The agreement is expected to receive a final vote next month.