MESSA CHOICES II
1.  200/400 yearly deductible (so this is up from our 100/200 yearly deductible of the previous contract). However, the insurance coverage is the same and the prescription cost coverage is the same as the last contract. 

2. So, what does 10% of insurance premiums mean?  Well, first remember members who took insurance were having $79.39 deducted every month for insurance. The $79 stops in the new contract. Instead, members now pay 10% of insurance premiums.  They are as follows:
Single Subscriber Rate              $671.28                 10% is $67.13           
So, the member pays $11.87 LESS a month

2- Person Rate                              $1,489.38                 10% is $148.94
So, the member pays $69.94 dollars MORE a month

Family:                                                 $1,694.24                10% is $169.42
so the member pays $90.42 dollars MORE a month

The specific number amount of two percent increase on all steps will vary based on the base.  The lowest step on the B.A. 1 would make an additional $661 with the 2% increase.  Thus, over 12 months the two percent raise for a B.A. 1 would be approximately $180 short of covering the 10% premium.  So, a newly hired married teacher on the B.A. 1  would pay a little more for insurance than a newly hired married teacher on the B.A. 1 last year.  However, if a member has a step coming this year than the 2% should about cover the increase and the step should help absorb the additional cost.  The 2% pay increase for teachers at the top of the scale will absorb the cost of the insurance premium even for a family plan. 

Now, in July and August of 2012, members would have to pay 20% of insurance premiums.  The HCEA Negotiation Team was not able to negotiate any means by which to enable members to defray this cost.  So, the HCEA negotiation team suggests members plan on this additional expense the last two months of the contract.  According to the Board of Education's Team, the 20% was a must and "this was their last and final offer."  This statement was a ULP (Unfair Labor Practice).  However, given that in less than two weeks, due to legislation in Lansing, HCEA members could be forced to pay 20% of their medical insurance if a contract was not in place, we TAed the Board's proposal.  The two months of 20% was very revealing to the entire team.  Members can draw their own conclusions as to the statement it makes.  It is interesting to note that the Harper Creek Board of Education spent over $200,000 in legal fees with Thrun Law Firm this last year.  In addition, the Board took advantage of the political climate and pending laws to incorporate a five block schedule which is void of research.  The HCEA Team attempted to do what was best for kids, but the Board would not consider a letter of agreement or a pilot.  The Board said, "This was their last best offer."

The Harper Creek Board repeatedly offered off schedule incentives or pay increaes.  However, the HCEA negotiating team held firm as any payment off schedule does not build towards retirement.  Nor is it recognized the following year when negotiations begin for a new contract.  The 2% is an on schedule increase which means that the salary schedule builds with the next contract and it will count toward retirement.

If you know an HCEA member that does not have e-mail or access to a computer.  Please share your e-mails and the information provided upon this website.
Enquirer and  News articles: 
Harper Teachers Reach Deal
Harper Creek, Pennfield report tentative pacts with teachers