Mediation Update for May 11, 2011
Board Team present: Tammy Chapman, Carol Davis, Al Miller, John Severson
HCEA Team present: Diana Bartholomew, Jim Eckert, Cynthia Fredenberg, Cynthia Schofield, Emily Subers, Laura Swain, Nan Worthington
The news is not good.
GLOBAL PROPOSAL
The Board still continues to insist upon a global proposal, that means the HCEA team must accept all the proposals or none. The global proposal looked remarkably similar to their March 7th proposal and every other proposal we have received.
When the HCEA asked why the Board continues to insist on a global proposal, the response was, "It is global because there is only so much money." When the HCEA asked what that number was, the response was, "I don't know."
CONTRACT LENGTH
Their offer was for a three year contract (2010-2013)
HEALTH INSURANCE
The rates of the unknown insurance are:
a. Single subscriber: $7,239.36 per year, minus 20% employee contribution of $1,447.872 per year.
b. Two person subscriber: $17,866.12 per year, minus 20% employee contribution of $3,573.224 per year.
c. Full family subscriber: $18,761.52 per year, minus 20% employee contribution of $3,734.304 per year.
Commentary: The Board remains the policy holder. When the HCEA asked why they wanted to be the policy holder, the response was, "I don't know" and "I'll find out." This is the response after they had voted unanimously to become policy holder and now are unable to verbalize the rationale.
The Board offered dental, vision, and life insurance to be selected by the District. Please note, the HCEA has repeatedly requested that the Board's proposals would provide names and cert booklets. The HCEA team asked how much the dental plan would save the district; the answer was, "I don't know."
WAGES
The Board offered a 0.5% raise for three years for those at the top step; the first year would be retroactive and off-schedule. Other teachers were offered their full step increases.
The HCEA proposed a 3.5% increase using the remaining edujobs money for this school year which would give every teacher a pay increase from $1,100-$2,200. The Board countered with $170-$317 based on a teacher's place on the pay scale. Their proposal would give a teacher at the top scale, who has not earned a step increase in the past 1-15 yeas, depending on when they reached the top, an extra $634 this year.
Commentary: John Severson did not think it strange that he was asking us to write letters to the State requesting the monies it is holding from last year. Yet, he and the Board refuse to share the money with us that they are holding from last year, e.g. edujobs funds which can be spent on salaries that are related to employees who provide instructional services, 1.5% student growth which is an increase of 39 students from the previous year, casino monies, and a 2.3 million surplus.
BONUS
The Board offered a 0.5% off-schedule bonus contingent on receiving an overall satisfactory evaluation.
Commentary: There is a financial savings for the Board for unsatisfactory evaluations and these evaluations impact job security. This pay is off-schedule which means it is a one shot deal and does not contribute towards retirement or future salary increases.
SALARY SCHEDULE
The Board proposed a 25 step salary schedule for new teachers hired after June 15, 2011.
Commentary: Carol could not tell the HCEA team how much it would cost a new employee over the 25 years compared to what is currently contract language.. However, the HCEA team was able to tell the Board's team that it would be $140,000 salary loss over a 25 year career.
ANNUITY
The Board did offer $300 a month in annuity, which raises the year annuity to $3,600.
COACHES' SALARIES
The Board offered an increase for middle school cross country, swimming, tennis, boys and girls track, 7th & 8th grade volleyball, and wrestling. We were unable to TA (tentative agreement) this item since it was part of the global package.
BAND SALARY
A salary increase for band But "all conditioned on the High School Marching Band having 35 or more members on the respective September "count" day following implementation, and 60 or more members on the respective September "count" day thereafter."
TUITION REIMBURSEMENT
$75 per credit hour to $100.00. Given that this proposal will have each member making less than he/she did the prior year, this is not a surprising or generous offer.
BREAKFAST
"Teachers serving breakfast to students in their classrooms will be paid $2.00 additional compensation per day."
Commentary: The HCEA raised concerns of the ten days lost to literacy over the course of a year and our concern over the nutritional value of the breakfast items, many of which are packed with sugar, preservatives, and lack fiber and protein. The Beadle Lake breakfast is profitable; 51% qualify for free or reduced lunch. The State kicks back money to districts that meet this criterion. This was considered a pilot program which has now ended its pilot status.
LAST ITEM
"Both bargaining teams will recommend ratification. If either party rejects the tentative agreement, both parties have the right to return to their table non-package positions as of the close of the bargaining session on May 11, 2011."
Commentary: The Board continues to refuse to bargain in good faith. They are stalling, hoping legislation in Lansing will create a windfall profit for them at our expense. It has worked for them.
Harper Creek teachers have behaved in a professional manner throughout this entire year, even though we have worked without a contract. We are the ones who stand on the front lines and establish the relationships that help make our students successful. We have given our all to the students. However, the Board does not recognize our efforts and continues to ignore our voices.
We offered to withdraw our ULP and any other pending litigation related to bargaining in order to expedite a settlement, and save this district additional attorney fees they would have to spend on these legal issues. Further, if the district had been willing to settle a contract with us...this would have eliminated the need for Fact Finding - thus eliminating further cost of legal fees charged to the district to prep for fact finding and for the fact finding hearing. Please note the Board has already spent $20,000 on attorney fees for keeping us without a contract for a year. Given these facts, it is more than apparent money is not an issue - they will find the money to spend if it is something they want to spend it on...i.e. attorney. However, they want to spend nothing on the teachers who deliver the instruction. They prefer us to take a pay cut. They need to prioritize the core purpose of education.
Please plan on attending the next Board meeting on May 23, 2011 at 7:00 P.M. at the Administration Building. Your presence shows how strongly we support our Negotiations Team and the Board needs to see how serious we are.
REMEMBER NO CONTRACT IS BETTER THAN A BAD CONTRACT
HCEA Team present: Diana Bartholomew, Jim Eckert, Cynthia Fredenberg, Cynthia Schofield, Emily Subers, Laura Swain, Nan Worthington
The news is not good.
GLOBAL PROPOSAL
The Board still continues to insist upon a global proposal, that means the HCEA team must accept all the proposals or none. The global proposal looked remarkably similar to their March 7th proposal and every other proposal we have received.
When the HCEA asked why the Board continues to insist on a global proposal, the response was, "It is global because there is only so much money." When the HCEA asked what that number was, the response was, "I don't know."
CONTRACT LENGTH
Their offer was for a three year contract (2010-2013)
HEALTH INSURANCE
The rates of the unknown insurance are:
a. Single subscriber: $7,239.36 per year, minus 20% employee contribution of $1,447.872 per year.
b. Two person subscriber: $17,866.12 per year, minus 20% employee contribution of $3,573.224 per year.
c. Full family subscriber: $18,761.52 per year, minus 20% employee contribution of $3,734.304 per year.
Commentary: The Board remains the policy holder. When the HCEA asked why they wanted to be the policy holder, the response was, "I don't know" and "I'll find out." This is the response after they had voted unanimously to become policy holder and now are unable to verbalize the rationale.
The Board offered dental, vision, and life insurance to be selected by the District. Please note, the HCEA has repeatedly requested that the Board's proposals would provide names and cert booklets. The HCEA team asked how much the dental plan would save the district; the answer was, "I don't know."
WAGES
The Board offered a 0.5% raise for three years for those at the top step; the first year would be retroactive and off-schedule. Other teachers were offered their full step increases.
The HCEA proposed a 3.5% increase using the remaining edujobs money for this school year which would give every teacher a pay increase from $1,100-$2,200. The Board countered with $170-$317 based on a teacher's place on the pay scale. Their proposal would give a teacher at the top scale, who has not earned a step increase in the past 1-15 yeas, depending on when they reached the top, an extra $634 this year.
Commentary: John Severson did not think it strange that he was asking us to write letters to the State requesting the monies it is holding from last year. Yet, he and the Board refuse to share the money with us that they are holding from last year, e.g. edujobs funds which can be spent on salaries that are related to employees who provide instructional services, 1.5% student growth which is an increase of 39 students from the previous year, casino monies, and a 2.3 million surplus.
BONUS
The Board offered a 0.5% off-schedule bonus contingent on receiving an overall satisfactory evaluation.
Commentary: There is a financial savings for the Board for unsatisfactory evaluations and these evaluations impact job security. This pay is off-schedule which means it is a one shot deal and does not contribute towards retirement or future salary increases.
SALARY SCHEDULE
The Board proposed a 25 step salary schedule for new teachers hired after June 15, 2011.
Commentary: Carol could not tell the HCEA team how much it would cost a new employee over the 25 years compared to what is currently contract language.. However, the HCEA team was able to tell the Board's team that it would be $140,000 salary loss over a 25 year career.
ANNUITY
The Board did offer $300 a month in annuity, which raises the year annuity to $3,600.
COACHES' SALARIES
The Board offered an increase for middle school cross country, swimming, tennis, boys and girls track, 7th & 8th grade volleyball, and wrestling. We were unable to TA (tentative agreement) this item since it was part of the global package.
BAND SALARY
A salary increase for band But "all conditioned on the High School Marching Band having 35 or more members on the respective September "count" day following implementation, and 60 or more members on the respective September "count" day thereafter."
TUITION REIMBURSEMENT
$75 per credit hour to $100.00. Given that this proposal will have each member making less than he/she did the prior year, this is not a surprising or generous offer.
BREAKFAST
"Teachers serving breakfast to students in their classrooms will be paid $2.00 additional compensation per day."
Commentary: The HCEA raised concerns of the ten days lost to literacy over the course of a year and our concern over the nutritional value of the breakfast items, many of which are packed with sugar, preservatives, and lack fiber and protein. The Beadle Lake breakfast is profitable; 51% qualify for free or reduced lunch. The State kicks back money to districts that meet this criterion. This was considered a pilot program which has now ended its pilot status.
LAST ITEM
"Both bargaining teams will recommend ratification. If either party rejects the tentative agreement, both parties have the right to return to their table non-package positions as of the close of the bargaining session on May 11, 2011."
Commentary: The Board continues to refuse to bargain in good faith. They are stalling, hoping legislation in Lansing will create a windfall profit for them at our expense. It has worked for them.
Harper Creek teachers have behaved in a professional manner throughout this entire year, even though we have worked without a contract. We are the ones who stand on the front lines and establish the relationships that help make our students successful. We have given our all to the students. However, the Board does not recognize our efforts and continues to ignore our voices.
We offered to withdraw our ULP and any other pending litigation related to bargaining in order to expedite a settlement, and save this district additional attorney fees they would have to spend on these legal issues. Further, if the district had been willing to settle a contract with us...this would have eliminated the need for Fact Finding - thus eliminating further cost of legal fees charged to the district to prep for fact finding and for the fact finding hearing. Please note the Board has already spent $20,000 on attorney fees for keeping us without a contract for a year. Given these facts, it is more than apparent money is not an issue - they will find the money to spend if it is something they want to spend it on...i.e. attorney. However, they want to spend nothing on the teachers who deliver the instruction. They prefer us to take a pay cut. They need to prioritize the core purpose of education.
Please plan on attending the next Board meeting on May 23, 2011 at 7:00 P.M. at the Administration Building. Your presence shows how strongly we support our Negotiations Team and the Board needs to see how serious we are.
REMEMBER NO CONTRACT IS BETTER THAN A BAD CONTRACT
