THE employers' "final" offer on March 26 contained several points of difference with the unions.
Money and assimilation
Authorities say they have accepted concerns about low increases for principal teachers and treated them equally.
Concerns about senior promoted staff have been met by an average 12 per cent rise before job evaluations are carried out next August..
Professional leadership scale
Unions said they were unclear about duties and practicalities.
Authorities have now published an explanatory appendix to their offer and given assurances that local groups would work out
Employers say they have moved from their initial demand for 70 hours beyond the working year of 1,365 hours to 50 hours within the working year.
The working week of 39 weeks and 35 hours a week remains. There is no change to holidays.
Employers have added extra restraints, limiting the maximum of directed work to two hours per week.
Local consultation to ensure there is no abuse of the system.
Authorities say the system will bring more flexibility to working hours. Time off in lieu is one option. There should be no reason for teachers to be in school if they have already done their hours.
Preparation, marking and development time recognised by the difference in hours allocated to teaching in class and the 35-hour week.
Cosla says schools should decide social inclusion priorities such as homework clubs and supported study within the 1,365 hours.
Many existing activities carried out voluntarily are likely to be included.
Safeguards so that no teacher has to exceed hours.
Unions did not like the removal of the maximum composite class limit of 25 in primaries. Authorities now committed to maximum class size of 30 in all primary years and first two years of secondary.
The number of composites would reduce naturally, they argue.
Classes with more than two stages will retain maximum of 25 pupils. Introduction of classroom assistants will also help teachers, according to Cosla.
Authorities agreed that young teachers should after 500 days' service be able to progress to point 2 on the salary scale and have their professional competence assessed.