CAT Tracks for March 31, 2002

CAT Tracks for March 31, 2002

SATURDAY MARATHON

Bargaining teams for the Board of Education and the Cairo Association of Teachers met on Saturday from 11:00 a.m. until 9:45 p.m. - almost eleven (11) hours!

LANGUAGE ITEMS - ALL BUT RESOLVED

With the exception of one item, tentative agreement was reached on proposals for changes in or additions to existing contractual language:

The anticipated battle over the "PREFACE" did not materialize. As we told you previously, the Board had proposed doing away with all "PAST PRACTICE" - the "unwritten procedures" that guide day-to-day activities in the District. The CAT was presented the onerous task of identifying and reducing to writing all such procedures or face the uncertainty of (and lack of protection against) unilateral and arbitrary action by the Board/Administration. As insurance against this possibility, the CAT had included a new section (10.7 - Maintenance of Standards) in its initial proposal back on June 26th. On Saturday, following a passing reminder by the CAT bargaining team of the potential disruption that could result from abolishing past practice, the Board team offered to drop its objection to "Past Practice" if the CAT dropped its proposal for "Maintenance of Standards". We agreed.

Another item that had potential for disruption was a proposal by the Board to change our "Recognition" language - language which identifies exactly who belongs to and is represented by the CAT. This proposal had been tabled earlier as the CAT awaited the outcome of the "merger vote". On Saturday, the Board - without discussion - withdrew its proposal and agreed to go "Back to Book".

After the Board withdrew its objection to past practice, the CAT moved to clear two items off the table by "packaging" Sections 3.17 (Lesson Plans) and 4.25 (Workshop Attendance). The "hang-up" on both sections was language that was already covered by past practice. Namely...(1) Each building administrator has discretion when it comes to requiring lesson plans; (2) An employee must notify the administration as early as possible if he/she cannot attend a workshop due to illness, inclement weather, or other unforeseen emergency (so that related fees can be recovered); (3) The aforementioned employee is not liable for nonrefundable registration fees or other related fees paid by the District if he/she provides said notice. The CAT team suggested - and the Board team accepted - that the contested new language be dropped and that past practice would continue.

Section 5.8 (Pooling of Sick Leave) had been a surprising bone of contention throughout these negotiations. The Board team had earlier complained of a "past practice" whereby employees leaving the District were giving accumulated and unused sick days to continuing employees for their future use. The CAT had indicated to the Board that the original language had precluded this practice...that the "loophole" had been created by the administration in response to a request by "friends"...that others had learned of it and used it. They did not disagree, but emphasized that they now considered it a problem and that they wanted to end the practice. The CAT responded by adding additional wording that closed the loophole. However, the Board team then proposed more fundamental changes...even proposing a sick leave bank. The CAT team expressed its concern that the Board's new solution (to a non-problem) had the potential of creating many new problems...including the abuse of sick leave "by the few" whom they complained about when discussing our proposal for Section 5.1 (Sick Leave). Finally, the CAT team proposed another "package deal" - we offered to drop our objection to "pulling an aide" for other duty (the Board team had emphasized repeatedly their need for "flexibility" to deal with emergencies) and our proposed Section 4.6 (Early Retirement Option) in return for keeping the current pooling of sick leave. The Board team accepted that offer.

The final language item to be TA'd WAS Section 5.1 (Sick Leave). The CAT team had made several proposals for increasing sick leave...initially extra days for all employees and then extra days for those employees who used three days or less of sick leave during the previous year. On Saturday, the Board proposed increasing sick leave days per school term from the current 11 days to 12 days for ALL employees, allowing accumulation to 235 days instead of the current 220 days, and increasing payment for unused sick leave from the current 50% of the prevailing substitute teacher rate to 60%. The CAT team accepted the Board's proposal.

One language item that is still outstanding is Section 4.16 (Advancement on Salary Schedule). Your team repeated its objection to "freezing" continuing employees on the salary schedule - not giving the vertical "step raise" - while giving same to "new hires". The CAT proposed moving all employees (who could) to their proper experience level rather than "holding them hostage" pending negotiation of a successor agreement. The Board team did not disagree with our argument or logic, but cited a "cash flow" problem...that they would not have been able to meet the December 19th payroll if they had already "moved" teachers to their proper step. The CAT team indicated that making larger "lump sum" payments later would be a greater "cash flow" problem...but, to no avail. Section 4.16 is still on the table.

SALARY & BENEFITS - STILL A (BIG) PROBLEM!

The good news is that the Board has finally put some money on the table...The bad news is that it is far from the "bottom line" indicated in the surveys completed at our general membership meeting last Wednesday. (For obvious negotiations reasons, the CAT bargaining team cannot reveal that "bottom line"...just as the Board team cannot reveal their "final offer".)

After several looooooooooooong discussions...including whether to use the fiscal year (July 1st - June 30th), the "contract" year (August 15th - August 14th), or the Chinese New Year (mentioned in jest) for figuring salary and benefit projections, it was decided to use the contract year and that a 1% raise would cost approximately $29,000. This figure is important to negotiations since it provides a basis for all salary and benefit calculations.

As you know from our discussion last Wednesday, you are making 3.75% less than last year. Those of you who were here last year have not been "moved" on the salary schedule...you are not receiving your "experience step"...approximately a 2% raise/cost. You are also being asked to start paying part of your District group health insurance...a very significant amount...like $150 a month!

The health insurance coverage/premium is a BIG issue. BCBS premiums went up approximately 17% last year. The District has been notified that premiums this year will increase (in April) by another 32%...although numbers given to us on Saturday indicate an increase of 35.5%!

To be more specific...On June 26, 2001, the District proposed "capping" its share of the health insurance premium at $284 a month plus any increase up to 10% of that base premium. In other words, for this school year (through this month) the District would pay $284 plus $28.40 - a total of $312.40. The 17% increase in premium has put the actual monthly premium at approximately $334. Because of existing contract language (Board pays full premium) and Illinois labor law (Board must continue the existing terms of the contract ("Status Quo") pending good faith negotiations, the Board of Education has been paying the full $334 amount.

The Board team indicated on Saturday that they would "eat" what they have paid so far this year...would NOT make us pay back the difference...if/when we reach settlement. However, we would begin paying the increase in BCBS premiums beginning with the April 15th check...again, approximately $150 per month!

By their calculations, the Board has an offer on the table of approximately $112,000 - $35,000 in costs already incurred and $77,000 that the CAT can use at it sees fit...i.e. apply towards insurance premiums or to improve the salary schedule. The CAT team expressed its appreciation of movement by the Board. However, under this proposal...YOU WILL BE MAKING LESS MONEY THAN LAST YEAR!

It would take approximately $109,000 to restore the 3.75% you lost from last year - the December & June "additional salary" payments. It would take an additional $58,000 to "move" you on the salary schedule. (Well...not quite that much since "new hires" are already there...maybe $50,000.) And...it would take approximately $42,000 to cover the $150 per month increase in BCBS insurance premiums.

So...a little simple math shows that it takes approximately $151,000 just to make you "whole"...keep you at your current "take home pay". Want/expect your step...make that approximately $201,000. Want more raise than a step...make that $201,000 plus $29,000 for each additional 1%.

What is the current CAT position? Our last offer was (a negotiable) $279,000, with full individual insurance coverage.

Further discussion of numbers seemed to be counter-productive as both teams had exhausted the available information. The CAT told the Board that it was going to ask an IEA financial "guru" (Harry VanHoudnos) to come to Cairo and sit down with us to review the District's financial records. We asked the Board team if they would like to participate...to hopefully find a solution to our financial quandry. They indicated that they would be interested. Accordingly, IEA UniServ Director Jim Tammen (who was present for the negotiations on Saturday) is going to contact Springfield (when the office reopens on Tuesday) and try to set up a meeting for next Wednesday or Thursday.

Tentatively...depending on the aforementioned financial meeting...the next negotiations session is scheduled for Friday, April 5th.