In an effort to foster positive, genuine, and transparent communication between PRPE and the certificated employees it represents and PRJUSD District, PRPE will respond to “the most up to date information on the topics presented in the PRPE Negotiations Update (September 29, 2011)”  covered in Superintendent McNamara, Dr. Canales and Beth Wilson’s email dated 10/4/11.

Health Benefits:  First, it is not in dispute that the teachers/counselors, nurses and librarian (now that there is only one) have the lowest benefits cap of any employee group and that means they are expected to pay the most out of pocket for their coverage.  The district’s omission of this in their email renders acceptance of these facts.  Second, when the district representatives state that “Each year employee groups are given the opportunity to restructure their health benefits plans.” it means that the teachers/ counselors/nurses and librarian have the “opportunity” to pay more through higher deductibles, co-pays or diminished coverage (or all three)!  This in no way mitigates the increased burden that our bargaining unit members and their families are being forced to endure along with years of no Cost of Living Adjustment (COLA).  Our premium contribution has risen over 1000% (That’s right, 1000 not 100.) in the past two years!  (BTW, just because the huge increases were not deducted from your 9/30 paycheck that doesn’t mean they are not coming and will be even larger because they have to now be spread over 9 paychecks not 10.)

We (Your PRPE Negotiations Team) chose not to make any changes because we already have three plans to choose from and we thought the district would do the fair thing and keep our health benefit cap at the same level as last year since we did not ask for any changes to the contract.

Longevity – If I were the district, I wouldn’t have touched this one with a ten foot pole.  First, administrators reach the top of their salary schedules in 7 years and then longevity is applied.  We reach the top of our schedule in 24 years!  Could we please have 7 years to reach the top salary?  Secondly, we have no longevity.  Step and column is just that, not longevity.  We have asked during negotiations in the past for true longevity to be applied after our 24^th step only to be rebuffed because “it is too expensive”. However, it doesn’t seem to be “too expensive” for administrators because during their July 2011 meeting, the school board applied these management longevity “bonuses”. (They are not really bonuses because they are not given one time, but are ongoing.) It also doesn’t matter when longevity “was built into the Management Salary Schedule in July 2006” , but when those dollars (Approximately $159,000) are paid (this school year) and how that affected the budget for this school year that apparently doesn’t have the $167,000 it would take to keep our health benefits cap the same as last year.  As a PRPE site representative put it at yesterday’ meeting, “Most teachers don’t think anyone or any group should be getting more in this economic climate, but it seems like management is.”

Class Size – I know this is favorite topic for teachers. Yes, teachers are compensated for each student over the contract limits, but what do you think teachers would prefer: Fewer students per class or more money?  I have never met anyone who thinks that teachers are in their profession for the money. Their first concern is their students and if they can have fewer students per class, they can more effectively teach those students.  What is the real reason for more students per class?  In that case, the administration needs to hire fewer teachers and therefore less money is spent in the classroom. It is just like requiring workers to work overtime and not hiring new people because it is cheaper. 

Certificated Hiring:  This is another spin by the district.  Teachers are teachers no matter what funds pay for them.  In the past, school sites have used those categorical funds to pay for teachers in the classroom with students.  I know that some of the 18 TOSAs are used in the classroom, but some are not.  Let’s be honest and transparent and release to everyone just what part of each day these 18 new hires spend with students.

Worst Case Scenario -  We all are aware of the dysfunction in Sacramento but perhaps fewer are aware of the current state budget under AB (Assembly Bill) 114 that states that school districts must budget for the same amount of dollars this year as they received last year. That would seem to indicate that things should stay the same.  However, there is a trigger that can be implemented by 12/15/11 if projected revenues fall below the initial budget projections.  It is not 12/15/11 yet and our affiliates (CTA and CFT) both are optimistic that the trigger will not happen this year and revenues to K-12 districts will remain the same as last year. We are ready to return to the bargaining table immediately after 12/15, if the situation changes and work with the district to address any challenges.

Test Scores versus Compensation: Please don’t qualify “ the District is pleased with its 6 point gain on the API” with disclaimers about county comparisons.  It’s like saying it’s not good enough that you got a raise because your neighbor still makes more that you do.  We stand by our 9/29 Negotiations Update statement that “District test scores continue to rise, but  your compensation continues to decrease”. 

Finally, we all know that there is a budget crisis and that dysfunctional Sacramento has cut school resources over 20% and that the students, parents the school board, the administration, teachers, counselors, nurses, librarians, classified employees and the whole community have made sacrifices in this difficult time, but please don’t say that the current PRJUSD proposal is at all positive for its employees.  Unfortunately, because of the unfair health benefits cap proposal it is more negative for teachers than anyone else and that is neither positive nor genuine.  This is one time when we control the outcome and the school board can make it fair and right by accepting the PRPE proposal for the 2011-2012 school year.

Please contact the PRJUSD School Board members and tell them you want a fair contract settlement.

Our next negotiations session is on Novemember 4, 2011.   

In Unity,  

Jim Lynett, 

PRPE President