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TEA Contract News
Friday. April 20, 2007
It is my honor and pleasure to inform you that the Ratification of our Professional Agreement through August of 2009 has passed overwhelmingly!!!! Thank you from the bottom of my heart for all of your support, solidarity, and unity... You are the Cream of the Crop!!!!
Darlene Strasser
Subject:
Tentative Agreement Reached!!
Negotiation Update - December 20, 2006
The district filed for fact finding in October. Since then the
assigned fact finder requested a phone conference with Cheryl Ann
Robinson, 2BCC Uniserv and Tom Fetty, the other Uniserv assigned to
this case. They were directed to submit our unresolved proposals by
December 18. Our negotiation team met several times to prepare for
this paperwork to be submitted. Cheryl and Tom met with our team to
review the documents for accuracy.
The fact finding has been tentatively set for the spring of 2007.
Our team anticipates attending these sessions.
Although we do not agree with the district following this path we
are prepared to defend our positions on all issues.
A meeting was also held with MEA legal regarding the ULP status and
other pending Grievance and Arbitration issues (some scheduled and
others awaiting dates.) Please be assured that all issues are
moving forward and we will keep you posted on those outcomes.
We will continue to keep you up to date on all these issues.
Enjoy your holiday break! Best wishes for a Merry Christmas and a
peaceful New Year
The Negotiations Team
MEDIATION UPDATE Date: Tue, 3 Oct 2006 00:13:12 +0000
PLEASE FORWARD THIS TO OUR MEMBERS:
On Monday, October 2, our teams met again with mediator, Wanda Mayes. In
addition to our team, the MEA CAT (Crisis Assistance Team) Representatives,
Helen Brish, Jim Angell, and Dan Hoekenga were present. All are
Uniserv Directors and attorneys. (Dan and Jim also attended our
mediation session on Sept. 21, 2006.) We gave the district a
counter proposal on salary. They caucused and came back with information
on salary schedules. At this time, Wanda Mayes made comment on where we
stood with negotiations. The district caucused again and upon their
return gave us their LAST, BEST, AND FINAL offer. We
will examine their proposal thoroughly but our concerns remain as grave as
they have in the past. We are also awaiting information from the
district on health care and salary information.
At the conclusion of this meeting, Wanda Mayes officially ended her services.
A meeting is planned for Thursday, October 5 with the negotiation team, our
crisis team, WC MABO executive council members and the MEA CAT team.
We will keep you posted on this turn of events
September 23, 2006
Both sides then met so the district could counter our
proposal of · A calendar which includes an additional day · Scheduling Professional Development in the same manner as in the past and not including it as instructional hours · Their Article VIII and Article X language proposals · Their “right” to select carriers for prescription, dental and vision ·
Mandatory attendance at Open House In addition, a new demand to re-coup the one day’s pay
that was awarded to us from the arbitration case at their proposed 05-06
increased rate. We left again feeling frustration.
Our next scheduled day of mediation is OTHER NEWS
MEDIATION UPDATE On Our next scheduled mediation session is In TV coverage, Dr. Savel went on “record” as to their
current proposal for professional compensation.
Here are the FACTS: 0% for
the salary re-opener 04-05; 1.5% for 05-06, 1.5% for 06-07 and 1.5% for 07-08
but a freeze on steps! This proposal
DOESN’T include the extra pay schedule. What was omitted in the recent news was: q No resolution to the items in the re-opener of 04-05 with NO being their response to our economic and non-economic issues. q The lack of movement in the successor agreement negotiations that began in March of 2005. q Their request for a mediator in February of 2006 to attempt to reach agreement with 7 issues that were never discussed at the table beyond their introduction in the initial proposal. q A major stumbling block remains in the LANGUAGE issues pertaining to Article VIII Vacancies, Transfers and Promotion and Article X Reduction in Personnel. q An ongoing item beginning with the January 2004 re-opener is the CALENDAR. Professional development is a major component tied up in the calendar issues. The Board of Education elections in November is critical to
the future of Trenton Public Schools. We
need ELECTED officials who have a VISION of excellence in education and an
understanding of the
TEA Negotiation Newsletter NO CONTRACT SETTLEMENT TO START 06-07 Despite intense
mediation/negotiation during the past month, the district has refused to reach a
settlement agreement with TEA. As we look to the beginning of another school
year without a contract, it is clear that none of us can afford to go back with
a “business as usual” attitude. The
district’s response came in two parts: a complete settlement agreement and a
separate calendar proposal. Their
intent was that we would accept their calendar and sign a tentative agreement in
order to avoid their threat of a Board imposed calendar at the August 14th
Board of Education meeting. However,
after reviewing their calendar, it was immediately clear that it was totally
unacceptable. They wanted us to give up
payment of the recent arbitration award (worth around $80,000 which translates
into approximately $300 to $400 per teacher!) for the privilege of accepting a
calendar with one more work day,
more time and a pre-Labor Day start for teachers. Couple that with their
substandard salary proposal and it was clearly not in the best interests of our
members to consider their calendar. The
TEA team caucused and made the decision to offer an immediate counter to the
district’s calendar proposal but to respond to the entire package at a later
time. We developed a proposal for the 2006-07 and 2007-08 school year with an
after Labor Day start that offered moderate movement towards the WC goals for
GENERAL MEMBERSHIP MEETING
TEA MEDIATION UPDATE TEA Negotiation
Newsletter
June
19, 2006 On
Monday, June 19, we met all day for another mediation session.
Dave Harrell, our Temporary Uniserv Director, was there along with Cheryl
Ann Robinson, our recently hired Uniserv Director. (Dave’s last day is June
21) Shortly
after our arrival, the administrative team sent their counter proposal with
Wanda Mayes, Labor Mediator, in response to our counter from June 6. The issues
are on Article VIII, Vacancies, Promotions and Transfers; Article X, Reduction
in Personnel and Job Sharing. Our original proposal on Article VIII was
essentially a re-write and was 5 pages in length.
In a major move on our part and after laborious work on the many issues
in that Article, we condensed it to just a one and quarter page version in the
June 6 proposal. We were deeply
disappointed and disgusted
that the Administrative teams’ counter didn’t address the major issues in
this Article. The
only changes to their previous proposal were ‘additions’ that were
“clerical” in nature.
It is very frustrating for our team to spend additional time on something
that is only being given a cursory glance by their side.
OTHER
NEWS The
written briefs for the arbitration heard
in April on the extra day we worked August 30, 2005 were submitted on June 16.
The arbitrator's decision will be made within 30 days.
As soon as we hear anything, we will notify you. The
ULP hearing is being re-scheduled for sometime in August.
Our side already presented in March.
The District has to present their case when we meet again.
NEGOTIATION UPDATE May 12, 2006 Your negotiation team traveled to On Thursday, May 11, 2006, Darlene Strasser, Lorna Hardin, Deborah Romo and Dave Harrell, met with Dr. Savel, Ann Deneroff, and Gary Schwartz. The purpose of the meeting was to discuss the recall of teachers. We discussed the “process” of how teachers should be recalled based on current contract language. Both sides agreed to this process except in one area.
TEA Newsletter WC-MABO Congratulations to our MABO member Dearborn Heights District 7, with their contract settlement covering 04-05, 05-06 and 06-07. They are receiving a 1.5%, 1.5% and a 2% increase in salary, plus an additional per diem for three days worked beyond their contracted days. They also received an increase in longevity pay at the 25th step. They switched from a Super Care 1 to Choices (1) in their MESSA health insurance with a $5/$10 RX co-pay. The calendar was reduced in hours and days. The high school instructional hours will be at 1117 hours, the middle school at 1112 and elementary schools at 1102. Professional Development is included at all levels in this calculation. On Monday, April 10 your
negotiation team traveled to the MERC building to begin the first step in
mediation. Mediation is defined as a
dispute resolution process in which a neutral third party, who has no final
decision making authority, assists in disputing parties in developing options
for an acceptable resolution of the dispute.
Mediation is a facilitated negotiation.
The parties maintain control over the outcome if a settlement is reached.
If the parties do not agree in mediation, then they have the statutory
recourse of submitting their dispute to the fact finding procedure. We
were introduced to our state mediator, Wanda Mayes.
The session went pretty much as anticipated. Ms. Mayes did introductions
all around with both our team and the management team present. While we were all
together we also recapped each other’s table positions on the unresolved
issues. We then were assigned to our separate conference rooms and did not come
together for the rest of the evening. Ms. Mayes spent most of the
evening with our team gathering some historical information on the bargaining of
the 2004-05 re-opener and then moving into the full contract negotiations as a
result of the expiration of the existing contract.
The last hour and half were spent reviewing our position on two articles
in the contract dealing with Article VIII Vacancies, Promotion, Transfers and
Article X Reduction in Personnel. There was much discussion and clarification in
order for the mediator to understand our concerns and what we need to have
addressed in order to reach agreement on the language. April
15
Transfer requests due to Human Resource Office April 17
April
24
VERY IMPORTANT Board of Education Meeting All
members requested to attend April 27
Spring General Membership Meeting
Uniserv Directors Diane Langan and Gay Shaw will report on several important issues for our members Trenton
Education Association - Negotiation Update Gary
King, the district’s attorney, announced on ULP
NEWS On
March 16, seven TEA members traveled to Downtown Detroit to testify at the
Unfair Labor Practice (ULP) hearing. Several
of these teachers had to use a personal business day, as the district wouldn’t
approve the use of school business days for this activity. The district also
refused an offer for reimbursement by WC-MEA for the seven substitutes needed.
Does the district have so much money to spare, that it can afford to turn down
approximately $560? Or were there other motivations behind the refusal? The
issue became clearer on Friday when the Director of Human Resources emailed
Darlene asking how many of the seven teachers should have a day’s pay deducted
from their next check - in case TEA didn’t have enough Union business days to
cover all seven. On
March 6, Diane Langan began her service as the newly hired Uniserv Director.
Dave Harrell, our Uniserv Temp’s last “official”
day was March 10. NEGOTIATIONS
UPDATE NEGOTIATION NEWSGary
King, the district’s attorney, announced on ULP
NEWS On
March 16, seven TEA members traveled to Downtown Detroit to testify at the
Unfair Labor Practice (ULP) hearing. Several
of these teachers had to use a personal business day, as the district wouldn’t
approve the use of school business days for this activity. The district also
refused an offer for reimbursement by WC-MEA for the seven substitutes needed.
Does the district have so much money to spare, that it can afford to turn down
approximately $560? Or were there other motivations behind the refusal? The
issue became clearer on Friday when the Director of Human Resources emailed
Darlene asking how many of the seven teachers should have a day’s pay deducted
from their next check - in case TEA didn’t have enough Union business days to
cover all seven. On
March 6, Diane Langan began her service as the newly hired Uniserv Director.
Dave Harrell, our Uniserv Temp’s last “official”
day was March 10.
Dec 22, 2005 At the recent negotiation meeting on Tuesday, December 13, the administration team countered our proposal on Article X, Reduction in Personnel. There was some movement from their original position but we still have to work towards language that we can agree upon. Our team gave a revised proposal on Extra Pay under Professional Compensation Article XXVII to resolve some gender issues and to provide compensation for clubs and committees. A new Article XX for Local Implementation for Federal ESEA was presented with some additional language to resolve any future problems with interpretation on compliance. Our next two meeting are scheduled for January 11 at the WC office and January 17 at the Board Office. Negotiations Update
From the Negotiations Team: September 26, 2005 At the September 22 meeting, the TEA Negotiation Team presented a rationale for our proposal on Article VIII, Vacancies, Promotions, & Transfers. We described in substantial detail the problems our members have had with favoritism, vindictiveness and private deals cut with administrators for assignments. We also discussed the unfair practice of some teachers having a choice of their teaching assignment while others do not and the generally capricious nature of teacher placement. Afterwards, Gary King, the Board’s attorney, provided us with a financial “fact” sheet summarizing the district’s difficulties. It had a number of misrepresentations and didn’t include the additional money the district is getting this year nor the additional revenue the last two years due to increased student enrollment. It also didn’t include the substantial savings in personnel costs of approximately 1.5 million for this school year due to reductions in teacher personnel. The Board’s team then presented a settlement agreement withdrawing all items on the table. After a caucus, we notified the board’s team that their agreement was UNACCEPTABLE! This settlement agreement failed to address the significant concerns of our membership and ignored the many substantive issues we’ve brought to the table. We remain far apart on many issues. Obviously they don’t get
it! We need YOUR help to convince them that we are resolved
about obtaining protections and improved working conditions for our
teachers. On Friday, September 23, 2005
MEA Legal mailed an Unfair Labor Practice (ULP) to Michigan Employment
Relations Commission (MERC) with copies to the Board of Education President
and Superintendent. The ULP deals with two issues: 1) the return of teachers
to work on August 30 before the expiration of the contract, 2) entering into
individual agreements with teaching staff without bargaining those conditions
with the Wayne County MEA/NEA bargaining agent. The ULP in its entirety will
be posted on our website as soon as it is available. GOOD NEWS! Our
MABO sister district, Westwood Education Association, voted an overwhelming
YES to ratify their contract.
NEGOTIATIONS UPDATE SEPTEMBER 19, 2005 Westwood Education Association will be voting to ratify their contract on Monday, September 19. They have been without a contract for 4 years. DO
SOMETHING! Update, August 24, 2005The TEA negotiation team met again with the district in formal negotiations on August 19 and 22, 2005. The primary subject of discussion involved calendar. The District’s proposal increased teacher workdays and stipulated that most professional development would take place in the days prior to the student start date. Despite our efforts to accommodate the District’s concerns with considerable movement towards their position (without adding days), no agreement was reached. Gary King informed the negotiation team that he would be recommending that the Board set the start date for teachers. As a result, at the Board meeting on It is vitally important that all members attend the general membership meeting on August 29th. The meeting will take place at the UAW Hall on Van Horn in Woodhaven at 3:00 pm. Information will be presented regarding negotiations and other developments. Questions and comments will be heard and addressed. Please plan to attend and show your support but more importantly, be an informed member.Click this link button for a map: Update from an email dated August 19, 2005
Sent: Friday, August 19, 2005 1:26 PM
Subject: Negotiations Update - Please forward
The meeting for August 18 was canceled by administration. At the
scheduled meeting on August 19 calendar proposals were discussed again.
We still have not reached agreement on this article. Proposals
were exchanged on several other articles which we will continue
to discuss at the August 22 meeting.
REMINDER: Our contract ends on August 30, 2005.
GENERAL MEMBERSHIP MEETING IS SCHEDULED FOR 9:00 AM ON WEDNESDAY, AUGUST 31 AT
THE WESTFIELD CENTER
Update from an email dated July 28, 2005
Sent: Thursday, July 28, 2005 10:51 AM
Subject: Negotiation Update -Please forward
Your negotiation team met with the administration team on Monday, July 25 and Wednesday, July 27. The administration team members present were: Ann Deneroff, Gary King, Gary Schwartz and Stephanie Spurr.
On Monday, we continued discussion on ground rules and then traded calendar
proposals. On Wednesday, both teams exchanged initial proposals on other
articles of the professional agreement. Our
discussion focused on the issues in the calendar proposals.
No agreement was reached by day's end.
Our next meeting is scheduled for August 18.
TEA NEWSLETTER
|
 | The
picket was a "stupid idea" – an "idiotic stunt" – a
"bonehead idea" |
| He
contends some people did not cross the picket line – thus depriving
children of going to their open house. |
| The
picket served no functional purpose |
| What
was the picket for – we have a contract? |
| It
was a demonstration of greed |
| He
stated that the community was appalled |
| Local
union president was waving her sign at him |
| He
called for a letter of apology to the parents of |
No other Board member or Central Office
staff
offered additional comment or countered Mr. Hawkins’s statement.
Later on the agenda, (Item 7.3) two
teachers were being recommended for their second year probation. Mr. Hawkins
asked Mr. Schwartz, HR Director, if the teachers were out there picketing. There
was some confusion as to what was being asked. Mr. Schwartz replied that he
“wasn’t taking roll call” and didn’t know. He asked Mr. Hawkins to
repeat his question. Mr. Hawkins
indicated that he was going to call those two teachers to ask if they had
attended the picket but their phone numbers weren't in the staff directory.
Mr. Sieloff then asked if the approval
of the second year probation for the two teachers could be put off until next
time if there were some questions that needed to be looked into. Mr. Schwartz
informed the Board members that there were contract deadlines involved and that
if they did not vote tonight, there would be a violation of the contract and a
grievance. Mr. Wyke stated that maybe in the future they should bring up these
types of items at a Board meeting prior to the deadline if there is a question.
TEA Leadership is seriously concerned about what took place at this
Board meeting. We will not tolerate any attempt to coerce, threaten, or
intimidate our members who are participating in a lawful, concerted Union
activity. We have requested
assistance from MEA Legal Services and a letter has been sent from them to the
district in protest of the violations of
We are asking you for help in this endeavor also. Don’t be
intimidated! All of us must be vigilant in our support for each other. If you
feel coerced, pressured, or intimidated in any way by an Administrator, Board
member, or Central Office Personnel, or if you see that a colleague is a target
of such action, contact your Union Rep or other Union Officer immediately.
The only way that we can be intimidated, either individually or
collectively, is if we allow it. Don’t let that happen!
One of the things you can do immediately is plan to attend the
Board meeting on October 11th at
The TEA leadership needs your support. Help us help you!
Be aware! Be alert! Be strong!
(On
the reverse side
(see below)
is the excerpt from
and other related
information)
Act 336 of 1947
423.209 Public employees forming or joining labor organizations;
collective bargaining.
Sec. 9. It shall be lawful for public employees to organize
together or to form, join or assist in labor organizations, to engage in lawful
concerted activities for the purpose of collective negotiation or bargaining or
other mutual aid and protection, or to negotiate or bargain collectively with
their public employers through representatives of their own free choice.
Sec. 10. (1) It shall be
unlawful for a public employer or an officer or agent of a public employer (a)
to interfere with, restrain or coerce public employees in the exercise of their
rights guaranteed in section 9; (b) to initiate, create, dominate, contribute
to, or interfere with the formation or administration of any labor organization:
Explanation and Definition of Unfair Labor Practice (ULP)
The National Labor Relations Act (also known as the Wagner Act of 1935) defines five unfair labor practices of employers. 1. Interfering with, restraining, or coercing employees in the exercise of their rights guaranteed in Section 7 of the Act. 2. Dominating or interfering with the formation or administration of any labor organization, or contributing financial or other support to it. 3. Discriminating in regard to hiring or tenure of employment or any term or condition of employment so as to encourage or discourage membership in any labor organization. 4. Discharging or otherwise discriminating against employees because they file charges or give testimony under the Act. 5. Refusing to bargain collectively with the duly chosen representative of employees.
Examples of Employer Conduct Which Violate the NLRA (National Labor Relations Act) Are:
| Threatening employees
with loss of jobs or benefits if they join or vote for a union or engage in
protected concerted activity. |
| Threatening
to close the plant if employees select a union to represent them. |
| Questioning employees
about their union sympathies or activities in circumstances that tend to
interfere with, restrain or coerce employees in the exercise of their rights
under the Act. |
| Promising
benefits to employees to discourage their union support. |
| Transferring,
laying off, terminating or assigning employees more difficult work tasks
because they engaged in union or protected
concerted activity. |
Thanks
for all the support demonstrated by so many over the past few weeks.
It was so encouraging seeing everyone dressed in black shirts and wearing
MABO buttons on the first day. It has been uplifting to see the many who
participated in the informational picketing held during open houses.
These activities have had an impact. So what’s next?
It
is important for all TEA members to continue to support negotiations and
demonstrate our commitment to the district.
Everyone should continue to DO something….
·
DO attend a Board of Education meeting.
Sign up sheets are circulating in your buildings
·
DO attend a PTO meeting
·
DO become familiar with the TEA contract and the issues currently being
negotiated
·
DO contact parents who support TEA and ask them to contact Board Members
and the Superintendent. This is very important, as the disgruntled have been
vocal. They need to hear from those
in the community who DO support teachers
·
DO attend the Board of Education Special Workshop set for September 28
at
·
DO stay informed. Ask your
EC/RC members for updates. Check the
TEA web site teachtrenton.org regularly.
·