Part-time teachers...

The only area where a possible breakthrough occurred last night was with respect to part-timers.

The Association has taken an "inclusive" approach to part-time employees from day one; namely, as recognized members of CAT, they should be afforded salary and benefits provided full-time employees...prorated to reflect their part-time status. The Association has also been open to "tinkering" with a limited number of specific items to address peculiarities of part-time employment.

The BOE has taken an "exclusive" approach to part-time employees...wanting to list a handful of contract provisions that would be granted to part-time employees, while excluding all others.

Up until last night, the two sides have exchanged slightly altered versions of their original proposals with no change in their basic philosophical approach. Last night, the BOE dramatically increased the "list" of contract items that would apply to its part-time employees.

Sticking points remain, but with last night's movement, the Association is hopeful that resolution is now a distinct possibility. (We received their proposal at 9 p.m. and have not yet had an opportunity to go through the contract item by item to determine what items are "missing" and determine what items of significance need to be addressed in CAT counter-proposal.)

Hiring and firing of coaches...

In 2005, the BOE did a massive firing of coaches and sponsors. CAT did not react at first, assuming that it was a "RIF for economic reasons". However, in a later public BOE meeting, a member of the BOE stated "We released all of the coaches because we want to be able to hire who we want to hire." This did not sit well with the Association, being a break from past practice in which coaches "rolled over"...keeping their positions without reapplication unless released "for cause".

Since we happened to be negotiating at the time (are we always negotiating?), the Association brought its complaint to the table...to then Superintendent Sam Harbin. Dr. Harbin saw the merit in the Association's argument...that the annual "blood letting" was unprofessional, the reapplication demeaning.

Dr. Harbin agreed to go back to the Board of Education and have them rescind the mass firings and to institute a new procedure of evaluation of extra duty coaches and sponsors with subsequent release only if they were found deficient in their duties. In return, CAT agreed to drop its complaint and not to demand formal language on hiring and firing.

That lasted for a year.

When the issue reared its ugly head again with the non-hiring of a coach, the Association filed a grievance. The grievance was eventually settled in favor of the coach. The BOE agreed to pay the coach who had not be hired his stipend...even though he did not coach. As part of the usual "negotiations" that surround the resolution of grievances, the final written settlement included a clause that stated that the settlement would not "establish precedence". (You know...that's where the offender pays the person they offended, but maintains that they did no wrong and anybody else out there who has been offended should not expect to get paid. Whatever...)

Anyway...

Since later comments by the Board of Education have indicated that they have regressed to their former position (we can hire and fire whomever, whenever we want), the Association chose to put the matter "on the table"...that there needed to be a meeting of the minds on this issue to prevent future conflict.

Here's where the "Trick Dicky" part comes in...

During negotiations this year, the BOE team took its aforementioned position. I repeated the "history" of the 2005 "agreement"...to no avail. (I just love it when District officials say "trust us", yet time and time again, they clearly indicate that they do not trust the Association!)

Anyway, frustrated by this stone-walling, I proposed the perfect "solution"...roll the video tape! Okay, actually it was an audio tape...the tape recording that was always (until the past year) made of public sessions of the BOE meetings. In April of 2005, they made tapes...that tape would confirm what was reported in the April 21, 2005 edition of CAT Tracks. The tape would be the "unbiased third party" confirmation of which side was accurate in its recollection of events.

Well, about a month later, the BOE agreed to the Association's proposal to finally resolve the issue...the tape would be produced...the tape would be played...the tape would tell all.

The tape would be...MISSING!

I kid you not...

Of all the tapes that were made of all of the meetings...one was missing! Guess which one just happened to be missing.

I make no accusations...

Do I need to???

However, I do not lay my suspicions at the feet of the current BOE team. It's been four years since the tape was produced. This issue has come up before...for instance in the aforementioned grievance. There have been ample opportunities...ample MOTIVATION...to "misplace" the tape.

I do fault the District...CAT never had access to the tape. CAT also did NOT have the motive...the tape WOULD have confirmed CATs version of events. It's why WE demanded that it be produced!

Anyway...

The BOE has dug in its collective heels...they are determined that their version of events...their philosophy of "hire and fire at will" shall prevail. They made a proposal last night promoting/defending that position.

CAT will continue to negotiate the matter...will have a counter proposal for the next session.

Severance bonus and retirement...

In the Spring of 2005, the IL General Assembly passed new legislation that directly affected teacher retirement. A teacher's retirement is based upon his/her best four consecutive years of pay during his/her last ten years of employment...normally your last four years. Under the new legislation, a teacher is "limited" to an increase in salary (including extra duty pay, etc.) totaling 6% over the previous year. (The BOE can actually give - and the teacher receive - more than 6%, but the BOE would have to pay a substantial penalty for doing so...like a $13 penalty for every $1 over 6%. Needless to say...most BOEs do not want to do that...AND...even if they did, it would be a drain on District dollars with questionable benefit.)

Our last contract (2005-2008) was ratified before this law took effect. Therefore, retirees through last year could earn more than the 6% without the District having to pay a penalty. Unfortunately, future retirees (including this year's) fall under the 6% provision.

THAT is what we have been trying to address during our current negotiations...how to give the retiring teacher the "best bang" for his/her retirement bonus.

The good news is that both sides are in agreement on finding a way to do this. (Some had feared that the BOE might take away the bonus...in fact, that was their original position. However, without too much argument, they discarded that proposal.) The bad news is that we have yet to agree on what should be done. Also, some "sticking points" have arisen that would jeopardize the severance bonus for certain individuals.

Do not panic...yet. We are still working on it. The Association has made it plain that four years of retirees have already received these bonuses and that the remaining teachers have already (mentally) "banked" the bonuses, which makes it a BIG sticking point...especially teachers within two or three years of retiring. The BOE has said "NO", but not yet "HELL NO".

Increase in premium for the $20,000 term life insurance...

Forgetaboutit!

No, not the term life insurance...it will still be there. The reason this is "on the table" is that the Association received a letter last week notifying it that the premium went up...to $5.18 per month. Since the contract provides that if the premium exceeds $5 (up to which the BOE pays the complete premium), that issue must be bargained. Whoop Dee Doo!

We shall bargain...

If it is reported in a later CAT Tracks that we are haggling over eighteen cents per month for term life insurance premiums, then forget the picket signs and break out the torches...

(Just kidding...such a kidder!)

Salary...

Inching along...

Get ready to groan!

Next negotiating session is set for April 6th...to be followed by April 9th.

We were offered March 26th, but our IEA adviser (Jim Tammen) was already scheduled to be in Chicago. Jim's good, but even he is not good enough to be in two places at once. Your team "took a vote" and feels that his presence is vital at this stage of negotiations, as he has expertise in areas that are new to us.

The following week was out of the question for the BOE...that's "golfing week". (Sorry, CAT Tracks would not be CAT Tracks without at least one catty comment.) The IASA (Illinois Association of School Administrators) has its annual conference that week in Springfield. (The conference is "fair"...the all-expenses-paid golfing...not so much. In fact, it burns this ex-CAT's fuzzy little butt!)

That left the week after and the choice was made...April 6 & 9.

Hang in there, folks.

If you think YOU are frustrated...that you are tired of this...climb into the shoes of your bargaining team!

Last night was the 29th negotiations session...TWENTY-NINE, consisting of a minimum of two hours each...with the prior preparation all that entails.

Negotiations is a process. It has an ebb and floe...often, you just have to sit back and let it run its course, seizing the moment when it arrives.

"DO SOMETHING!"...you say.

Well, unless you feel it's time to exercise the "nuclear option"...the dreaded "S word", then you just have to have faith in the process.

One thing is for sure...we will get a contract...that WILL be retroactive to the beginning of the 2008-2009 school year. Whether that goal is reached peacefully and amicably or through more dire means...there WILL be a contract.