SKEA Interim Bargaining April 20, 2011

Purpose The Team continues to hear the membership’s concerns and wants to provide as much information as possible. Gaining knowledge of where we are and where we have come from is empowering. (Uncertainty Sucks) When we began discussions with the District, both parties agreed to keep offers confidential, as had been past practice.

Working Premises Desire to give membership as much notice as possible to potential reductions while representing membership’s interests as communicated in the survey. The District has control of the Programs that are offered and their level of funding. Bargaining team has pushed on the above premise as hard as we can. We are not opening the contract. Only Article VII, insurance, has a re-opener.

Working Premises April 26: Superintendent will recommend a Budget to the Community Budget Committee. It is anticipated that the recommended Budget will include more programs that will be effected. Regardless of concessions, there will be a minimum of 250 Licensed Positions cut. Any financial concessions made by SKEA will reduce the number of additional positions cut above 250.

Survey Results The SKEA Bargaining Team has the serious duty to fairly represent all members. The Survey Results are driving SKEA’s proposals to the District and SKEA’s reactions to District proposals. We were going to release the survey results prior to a vote on an MOU, but because of where the process has led the team and knowledge is empowering, we feel it is time to inform you of the results.

How long have you been employed as a permanent, non temporary Salem Keizer licensed educator? (Since your most recent date of hire)

Without bargaining with the Association, the District has the right to implement a reduction in force (process of letting least senior educators go) that moves more senior educators into positions that are held by people with less experience. Are you aware that this management right ends up increasing class sizes ?

Without bargaining with the Association, the District has the right to reduce the number and types of programs offered. Are you aware that this management right would cause employees to be let go?

This current school year the budget shortfall was $27 million. The projected budget shortfall is up to $55 million for the school year. Which of the three options below would be your preferred method of closing this shortfall?

If the Association chooses to make concessions in compensation for a specific length of time, which part of your compensation package are you willing to reduce? Please rank each item below, from most willing to least willing. Checking #1 means it is the one that you are most willing to reduce. Checking #5 means it is the one you are least willing to reduce.

Where this led the Team… We believe that these are not normal circumstances: this is not normal bargaining and now is not a normal financial time in this Country. The Team met numerous times waiting for conversations to begin with the District. Several offers exchanged back and forth.

First SKEA Offer *.5% COLA * job sharing * additional ERI incentives * Insurance contribution increase + an insurance pool * reduction of 6 days *RIF recall at 39 months

First District Offer interested in 1 cut day and across the board unknown percentage cut.

Second SKEA Offer *.75% COLA * Job sharing * No ERI incentive except to increase ERI July 1, 2011 – June 30, 2013 to age 66. * No insurance contribution increase + an insurance pool * Reduction of 5 days * RIF recall at 27 months

Second District Offer * 4.56% salary table decrease * keep 1% COLA, step, longevity * reduce 1 day * No insurance contribution increase + both employees on a plan benefit (part of Insurance Pool idea) * No additional ERI * No job sharing * No work load reduction

Next Meeting… SKEA Team came in prepared to brain storm with the District work load reductions to try to make a case for members. SKEA Team was the only contributing group that came up with reduction possibilities.

Third (Current) SKEA Offer * Cut the COLA by delaying it until late June, * Reduced the insurance pool * Cut the additional ERI incentive * Reduce 5 days * Tried to reduce our work load some

Here and Now Presenting this information to fill you in as much as possible. The Current Offer is being considered by the District and we anticipate their response on 4/27 (our next Bargaining Meeting). Opportunity to ask clarifying questions.