This portal has been created to keep the Belmont community updated about the Belmont School Committee's (BSC) ongoing collective bargaining negotiations with the Belmont Education Association (BEA) for a 2025-2028 successor contract. We will continue to provide updates on this site regularly, as well as via posts on our social media accounts (Facebook: BelmontPublicSchools, and X: @belmontschools). We encourage you to visit these resources often for the latest updates.

May 5, 2026

Dear Belmont Public Schools Community,

We believe that investing in our educators is an investment in the long-term strength of the Belmont Public Schools. We have demonstrated this by remaining focused on reaching agreements that:

• provide fair and competitive compensation,

• support our educators in their work, and

• are financially sustainable within the Town’s financial framework and do not require cuts that would impact students.

Over the course of the last 18 months, we have agreed to more than 100 meaningful improvements across units, including:

• paid parental leave and expanded access to sick leave banks,

• increased longevity payments and stipends, and

• additional time to collaborate and prepare. 

We are committed to doing the work to address the BEA’s concerns about caseloads and class sizes in ways that support both educators and students, including: 

• establishing joint working groups to review and make recommendations on meeting schedules, caseloads, and class sizes, and

• adding staffing in the FY27 budget to help alleviate these pressures.

Examples of salary increases under current proposals over the life of the contract:

• Unit A (Educators):

  • 10.5% increase (Top Step, Master’s)

  • 28.4% increase (Step 8, Master’s)

• Unit C (Admin Assistants):

  • 14.1% increase (Top Step) 

• Unit D (Classroom Aides):

  • 19.6% increase (Top Step)

 
Summary of our current proposals: 

Unit A (Educators)
Since mediation began, we presented two salary proposals, both contingent on adding 15 minutes of instructional time within the existing workday.

Proposal 1: 

• Increase starting salary by removing Step 1 

• FY26:

  • 2.7% COLA (for the top step, Step 14)

  • 2.5% COLA (Steps 2–13)

• FY27 - FY28: 2.3% annually

• FY29: 2.5%

Proposal 2 reflects feedback from the BEA and balances early-career competitiveness with recognition of experienced educators: 

• Increase starting salary by removing Step 1

• FY26:

  • 3% COLA (for the top step, Step 14)

  • 1% COLA (Steps 2–13)

• FY27 - FY 29: same as Proposal 1

For example, over the life of the contract, Proposal 2 would mean the following:

• 10.5% increase (Step 14, Master’s: $112,000 → $123,745) plus annual longevity payments starting at year 10 ($2000 - $3400)

• 28.4% increase (Step 8, Master’s: $81,695 → $104,908*)

Unit C (Administrative Assistants and Clerical Aides)

• Increase starting salary by removing Step 1

• FY26: 6% COLA

• FY27–FY29: 2.5% annually

The proposal also includes a $1,200 one-time ratification payment, contingent on agreement by May 22, 2026 to align with the Town Meeting budget timeline.

In addition, our proposal adds a new top step for clerical aides, and enhances annual longevity payments by both increasing the amounts and providing access earlier in employees’ careers. 

For example, over the life of the contract, this would mean the following:

• 14.1% increase (Top Step: $61,225 → $69,888) plus annual longevity payments starting at year 5 ($875 - $1250)

Unit D (Paraprofessionals, Classroom Aides, Building Substitutes, and Campus Monitors)

• Increase starting salary by removing Step 1

• FY26–FY28: 3% COLA annually

• FY29: 2.5%

Unit D members are compensated on an hourly basis, and their workday currently aligns with the student day. This proposal adds 30 minutes of paid time per day, including:

• 15 minutes aligned with the additional student instructional time in 26-27, and

• 15 minutes in 27-28 for preparation and collaboration requested by Unit D members

This represents a significant investment of approximately $184,000 in FY27 and more than $800,000 over the life of the contract.

The proposal also adds a category for employees in this unit who have additional professional responsibilities (e.g., RBT/BCBA) and a $1,200 one-time ratification payment, contingent on agreement by May 22, 2026 to align with the Town Meeting budget timeline.

For example, over the life of the contract, this would mean the following:

• 19.6% increase (Top Step: $35,116 → $41,996) plus annual longevity payments starting at year 10 ($650 - $900)

We will continue mediation next week and look forward to the BEA’s response to these proposals as we work toward an agreement that is fair to our educators, responsible to taxpayers, and supportive of students.

Meg Moriarty, Ed.D., BSC Chair