June 1, 2007
SDNEA President Jim Ward: Comments to members at the TOP of the MA+30 column.
Many members at the TOP of the proposed salary schedules have called to voice their disappointment in the 3 year salary proposal. Many have even voiced their desire to terminate their membership with SDNEA. Remember, these salary proposals are not final until they are voted on by the membership of SDNEA.
The Bargaining Committee of SDNEA will be making a statement about all the bargaining goals that were attempted. Bottom line is, the goal of SDNEA to achieve a MINIMUM of a 3%
raise each year for the top salary in each column was not reached. The bargaining team believes that what has been achieved is all that can be achieved at this time. So that is what will be reported to the membership at ratification meetings.
SDNEA members such as yourself approve or reject the proposed salary agreement.
I am insisting that SDNEA has regional ratification meetings (view meeting schedule)to allow for the maximum number of members to come and vote on this proposal. Everyone is encouraged to attend a ratification meeting and vote. If the proposal is rejected (note: members voted to approve the new salary schedules by a narrow margin, 54% approve vs. 45% reject),then the Association will be asking members to propose alternative action for over
the summer and for the start of next school year.
I don't blame you for feeling "let down". The bargaining team feels
very sad and conflicted that they were not able to meet all of the bargaining goals
they set. Eventually a point is reached where the team has to report to members
that they have achieved all that they believe they can get. That is where we are
at with this bargain. We have however framed the message well and it has been heard
by the board of education; if SSD demands excellence from all of their employees
then SSD cannot continue to structure the salary system for mediocre pay at the top. This
message will continue to be the primary rallying cry from SDNEA. Even with an adopted salary schedule, SDNEA can continue to press that SSD re-negotiate the terms(Note: SDNEA made a new proposal for salary increases in the MA+30 top steps on November 15, 2007). It may sound
unlikely to you, but who knows what new "collective bargaining" legislation
and a new superintendent might bring? SDNEA will continue to monitor SSD fund
balances and if or when fund balances remain in excess of 15% we will continue to
press SSD for competitive salaries at the top of the salary schedule. One thing
I know for certain is that declining membership only serves to convince SSD that
they can bust this union with their divisive pay strategies. Frankly having membership rates of only about 70% is part of why SSD does not take our Association threats too seriously. Increasing membership rates to about 90%, that could seriously slow down the operation of the district when "work to contract" protest is called, is something SSD would take seriously. But for now, SSD feels empowered to stick with a strategy of aiming for mid-level salaries at the top. What have they got to loose? They pay less money to employees, those employees become dissatisfied with the one entity that challenges SSD and then quit their membership. We will have to demonstrate that these minimal increases for the most senior employees will result in a loss to SSD over time.
I am stressing increased membership, vocal and active members all year long (not
just during salary bargaining) as the only way to break these economic chains.
SSD quotes the scripture of economics; "they do not have to pay the top-paid teachers more than Pattonville/Hazelwood/Ferg-Flor?" SSD does not compete with these districts
for special-ed teachers. SSD competes with St. Charles , Jefferson County , St Louis
City, all of whom pay much less than SSD. So the only way SDNEA will ever get higher pay
for our top-paid teachers is to demand it on the strength of our membership. And
that strength will have to take the form of hundreds of involved individuals committed
to the idea that they won't work for less than what they deserve. It will mean
letter writing, board meeting attendance, membership recruitment, demonstrations,
work slow-downs. None of these actions are effective unless they involve hundreds
of members and are applied over time.
Everything that is ever gained by the Association for members then requires maintenance.
The Joint Resolution we enjoy, is under constant assault by an administration always
looking to strip the document of any real power. Did you know that only about six
district in this region even have a Joint Resolution? SSD would like very much
for this bargained agreement to just go away. They have the power to make that
happen and the only reason it doesn't is because a majority of their employees
belong to the Association that makes it so. I know it is frustrating to see this
salary inequity go on year after year, but SDNEA membership is the only chance
all of us have of ever making this situation better. I come to work every day committed
to providing the leadership to turn this frustration into action and to make your
action a force for change. This change of salary policy isn't just about grabbing
power from SSD. SSD tells it's teachers every day that simple economics is
considered primary to the welfare of their employees. SDNEA is trying to change
this bad economic policy because ethically and morally it is the right thing to
do. It is the right thing to do because special-ed teachers work harder and are
more highly trained than any general-ed teacher in St. Louis county and they should
be paid a salary that reflects these facts. SSD will never make this choice without
pressure from the employees (Note: SDNEA made a new proposal for salary increases in the MA+30 top steps on November 15, 2007). Our job is to not become discouraged, to not think
in terms of our own personal self-interest. We must focus on the collective common good. I know that many of the goals I have worked towards as SDNEA President will not be realized
by me personally. I hope to plow these fields and plant the seeds so that all may
benefit one day. Some things can be accomplished quickly, others take more
time.
I believe that with collective bargaining legislation (passed with the strong support
of MNEA members) and a clear message to SSD that "all our teachers deserve
to be the best paid in St. Louis county", this change will happen sooner than
many think. But it won't happen at all unless many SDNEA members carry this
message to the decision makers of SSD. I hope you will remain committed to seeing
this effort through to completion.
Sincerely,
Jim Ward - SDNEA President
P.S. SSD's original salary proposals (repeated on every offer made by SSD up until informational picketing occured on May 16th) called for 1.9%, 1.6%, and 1.6% increases at the top salaries for the 3 years of the contract. Until SDNEA called on all of it's members to protest minimal salary increases, SSD was insisting that by 2010 the top salary of this district would not rise above $78500. Every single bargaining meeting (6 in less than two weeks) after May 16th had only one SDNEA agenda item; moving money from the rest of the salary schedule to the top. It may not be much comfort to you, but this bargaining team attempted every strategy and gave maximum effort to the one objective of getting the highest possible raise for the 500+ employees at the top of this schedule. SSD would not consider less than a
3-year agreement and essentially refused to meet or consider any single year offers
made by SDNEA. This is not "good faith" bargaining, but SSD is not bound
by law currently to do anything other than "meet and confer". Meet and
confer could be as little as SSD showing up at the first meeting and saying "here
is what we are going to give you." Strength of membership is the only reason
something that resembles bargaining takes place at all.