This page will be updated on a regular basis as soon as we can verify that the information we are providing is accurate. The below information was posted on Wednesday, May 16th.
We will post full contract when compiled.
What was on the table as of May 12th:
An In Depth Look at the Main Three Remaining Issues
1. Subcontracting
The district wants to be able to hire private companies to perform the functions that have traditionally been done in house by school districts. They have recently offered to promise to not do that for two years, however the contract would run for three, which means they could subcontract out our transportation department after two years.
Just a few minutes research on "First Student" busing company (which would be the likely busing provider for our district if they subcontracted) shows a pattern of safety violations, lawsuits, and other headaches for school districts that hire them.
In addition, keeping local staff local means keeping taxpayer money in the community, not having our tax dollars vacuumed off to some corporate headquarters somewhere.
2. Changing the High School Schedule to a Six Period Day and Eliminating Preparation Time During the School Day
The district has scheduled students at the high school for six periods rather than seven, and they want teachers to teach all six periods, from 8:00-3:00 without time for lesson planning and grading. They want to do this by significantly increasing a teacher’s “student contact time,” in the contract. Increasing student contact time will not change the amount of time students have with teachers, but it will decrease the amount of time teachers have to create excellent lessons.
First of all, we see big problems for our students if the district moves to a six period day. High school students need 24 credits to graduate. Only giving them 6 periods a day means that, to graduate, they must pass every class for all four years. A six period day also squeezes out elective classes, study skills classes, and advanced college preparatory classes. We are concerned that because students will no longer have room in their schedule to take electives, programs will be eliminated.
In addition, the district’s proposal creates an unreasonable burden for teachers that will erode the quality of education teachers are able to offer. According to a recent survey, the average D9 teacher already works 52 hours per week, and this is with a prep period inside of the day. There is a point where a person just can’t do anymore. The district’s proposal would push D9 teachers beyond that point. As teachers, we understand the impact this will have on our ability to continue to bring our best to our students.
3. Prorating Insurance for Part Time Employees
Pro-ration means that the district will pay a percentage of a part time employee’s benefits based on how many hours they work. Allowing the district to do this would give them an incentive to replace full time employees with part time staff. Our full time classified employees build lasting relationships with our students and inspire them toward greater success.
Prorating benefits puts an undue burden on the employees who already make the least amount of money. For example, a part-time employee, working 24 hours a week at a $12.00 hourly wage, would earn, before taxes, about $1200 a month. If the district’s proposal were implemented, that employee would need to pay more than $400 per month for health insurance. With health insurance prices increasing, on average 7-10% per year, the burden on this employee will continue increasing.
How can the district expect to attract and retain quality people to serve our students under these conditions?
District Savings for Pro-ration: We have received a list of employees who would be affected by this (it turns out that they are all bus drivers)and then we did the math. Given that D9 is reimbursed by the state for 70% of it’s transportations costs, the actual savings to the district for pro-rating insurance only would be about $18,000 per year. Is an $18,000 savings inside of a multi-million dollar budget worth cutting our bus driver’s income by 25% or more?
Meanwhile, the district is currently paying replacement teachers $330 per day, plus housing, meals, and transportation. Considering the salary alone for these subs, the cost is $21,450 per day, or $85,800 for a 4-day week.
They have also hired approximately 20 security guards at an estimated rate of $17 per hour. Estimating the coverage we see at various district sites, including 24 hour coverage at the district office and at transportation, this rounds to about 40, 8-hour shifts, or $5,440 per day.
Something about this does not add up.
We remain willing to work with the district to come up with a solution. If you would like to see a settlement that brings D9 educators back to the business of educating students, please call Cynda Rickert at (541) 830-6554.
1. Subcontracting
The district wants to be able to hire private companies to perform the functions that have traditionally been done in house by school districts. They have recently offered to promise to not do that for two years, however the contract would run for three, which means they could subcontract out our transportation department after two years.
Just a few minutes research on "First Student" busing company (which would be the likely busing provider for our district if they subcontracted) shows a pattern of safety violations, lawsuits, and other headaches for school districts that hire them.
In addition, keeping local staff local means keeping taxpayer money in the community, not having our tax dollars vacuumed off to some corporate headquarters somewhere.
2. Changing the High School Schedule to a Six Period Day and Eliminating Preparation Time During the School Day
The district has scheduled students at the high school for six periods rather than seven, and they want teachers to teach all six periods, from 8:00-3:00 without time for lesson planning and grading. They want to do this by significantly increasing a teacher’s “student contact time,” in the contract. Increasing student contact time will not change the amount of time students have with teachers, but it will decrease the amount of time teachers have to create excellent lessons.
First of all, we see big problems for our students if the district moves to a six period day. High school students need 24 credits to graduate. Only giving them 6 periods a day means that, to graduate, they must pass every class for all four years. A six period day also squeezes out elective classes, study skills classes, and advanced college preparatory classes. We are concerned that because students will no longer have room in their schedule to take electives, programs will be eliminated.
In addition, the district’s proposal creates an unreasonable burden for teachers that will erode the quality of education teachers are able to offer. According to a recent survey, the average D9 teacher already works 52 hours per week, and this is with a prep period inside of the day. There is a point where a person just can’t do anymore. The district’s proposal would push D9 teachers beyond that point. As teachers, we understand the impact this will have on our ability to continue to bring our best to our students.
3. Prorating Insurance for Part Time Employees
Pro-ration means that the district will pay a percentage of a part time employee’s benefits based on how many hours they work. Allowing the district to do this would give them an incentive to replace full time employees with part time staff. Our full time classified employees build lasting relationships with our students and inspire them toward greater success.
Prorating benefits puts an undue burden on the employees who already make the least amount of money. For example, a part-time employee, working 24 hours a week at a $12.00 hourly wage, would earn, before taxes, about $1200 a month. If the district’s proposal were implemented, that employee would need to pay more than $400 per month for health insurance. With health insurance prices increasing, on average 7-10% per year, the burden on this employee will continue increasing.
How can the district expect to attract and retain quality people to serve our students under these conditions?
District Savings for Pro-ration: We have received a list of employees who would be affected by this (it turns out that they are all bus drivers)and then we did the math. Given that D9 is reimbursed by the state for 70% of it’s transportations costs, the actual savings to the district for pro-rating insurance only would be about $18,000 per year. Is an $18,000 savings inside of a multi-million dollar budget worth cutting our bus driver’s income by 25% or more?
Meanwhile, the district is currently paying replacement teachers $330 per day, plus housing, meals, and transportation. Considering the salary alone for these subs, the cost is $21,450 per day, or $85,800 for a 4-day week.
They have also hired approximately 20 security guards at an estimated rate of $17 per hour. Estimating the coverage we see at various district sites, including 24 hour coverage at the district office and at transportation, this rounds to about 40, 8-hour shifts, or $5,440 per day.
Something about this does not add up.
We remain willing to work with the district to come up with a solution. If you would like to see a settlement that brings D9 educators back to the business of educating students, please call Cynda Rickert at (541) 830-6554.
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