By Hector Flores
It now appears, however, that the collective bargaining process will take a little longer, as both sides have left the negotiation table and opted instead to enter "super conciliation."
The process calls for a representative of the Public Employment Relations Board (PERB) to send an independent party to work with both sides in order to reach a new contract agreement. Like fact-finding, however, the process is not binding.
Leon Campo, deputy superintendent of the East Meadow School District, said that the district had offered a settlement proposal in September 2005, but it expired a month later, after the teachers¹ union rejected it and canceled all collective bargaining sessions. "They insisted on fact-finding, and we joined them," Campo said. "After the fact-finder¹s report was released, they asked that collective bargaining resume. We were hopeful that with the passage of time and the fact-finder's report, there would have been a difference in thinking, bringing us closer together, but after three to four hours it was clear that both sides are far apart. That is when we agreed to go into super conciliation."
John Gallagher, president of the EMTA, said the union had called for the negotiations, and it was the district that was unable to bend. "We were ready to do a deal," he said. "We [had] a proposed settlement package which included some of the fact-finder¹s recommendations."
The union¹s package included the fact-finder¹s recommendations on health care. The fact-finder recommended that effective Sept. 1, teachers, in addition to paying 15 percent of their health care premiums, would pay an additional $240 toward the increased cost of health insurance, and the district would continue to pay 85 percent of the cost of health insurance for retirees.
"We realized that the district has a burden," said Gallagher. "We recognized that and we are willing to assist them. We are willing to pay more for health care. Their response to the package as a whole was not favorable. We asked them to be specific. They were not prepared, and had a caucus for over 45 minutes. When they came back, they had the same offer they made in September of 2005, but with two changes."
Gallagher said that the district changed the proposal¹s health care cost and salary terms. "The health care proposal was changed to a greater percentage," he said. "At the end, they wanted a 20 percent contribution increase to health care premiums, but the percentage increase is not fixed, and teachers would eventually be paying a greater percentage of the health care premiums in the long run."
Gallagher said that after the May 30th session, both sides agreed to go into super conciliation, and filed their intentions with PERB on June 2.
The proposed contract
Campo said that the district put forth a proposal that recognized the economic circumstances of the school district.
"There are greater-than-expected health care cost increases, fuel costs, increased pension and increased pupil transportation [costs]," Campo said. "All these costs are expected to go up an additional $500,000 every year. The proposal reflects these circumstances. It is not as generous as the proposal we put forth late September 2005, and that¹s because of these factors."
Campo added, "The one major difference between this proposed settlement and the [one in] September 2005 is the need for employees to pay a greater contribution into health insurance premiums, which will enable the district to keep the program available for the life of the retiree."
The proposed contract requires all active employees to contribute 17 percent of their health premiums for 2005-06, 18 percent in 2006-07, 19 percent in 2007-08 and 20 percent in 2008-09. After working for at least seven years for the district, retirees will pay 15 percent and the district will continue to pay 85 percent of the cost of their health insurance.
The district¹s proposed settlement will provide employees with a 3 percent salary increase plus a 3 percent additional ³increment² for 2005-06, 2006-07 and 2007-08. The district has yet to determine the salary increases for 2008-09 and 2009-10.
In addition to salary increases, compensation for coaching, running a club and the like will be increased by 3 percent.
The district is calling for the elimination of some salary steps in exchange for a compressed schedule. "This will enable our employees to earn money quicker," Campo said. "In addition, employees are guaranteed salary increases without any gaps or freezes. Current freezes in step movement will be eliminated by adding $250 to each appropriate step."
The new proposal will be on the table until Aug. 31, when the district's audit for the current fiscal year is expected to be completed. The district will then look over its financial situation before it offers another settlement.
Comments about this story? HFlores@liherald.com or (516) 569-4000 ext. 283.
