BGEA Informational Meeting

Goals: - Provide a brief history of bargaining in BGPS - Provide a timeline of the bargain for this year - Review the union’s current proposal - Review the district’s current proposal - Share answers to questions that have been asked by members - Gather any additional questions you may have

History of Bargaining

History of Bargaining in BGSD/BGPS In July, 1998, Shonny Bria was hired as superintendent for the district. Soon afterward, she implemented Interest Based Negotiations (IBN). Her negotiations approach was one of the factors in her hiring by the school board. In the beginning, all staff members received three or five days of training on the Interest Based Approach (IBA) to decision making.

History of Bargaining in BGSD/BGPS With IBN, all interest groups sat at the bargaining table, including BGEA, PSE, principals, HR, DO staff, and the superintendent. Initially, the IBN group met for two consecutive days once a month whether in a bargaining year or not.

History of Bargaining in BGSD/BGPS Later, designated members from each group (BGEA, PSE, and District Office) met as a Process Management Team and set the agenda for the IBN meetings prior to each 2-day meeting. “Communiques,” which contained limited information about decisions of the group, were sent out inconsistently.

History of Bargaining in BGSD/BGPS Shonny Bria’s role as superintendent ended in June, Our current (expired) contract was valid from October 31, 2012, through August 31, 2015, and was bargained under the IBN process. BGEA has not used traditional bargaining since 1998.

Traditional Bargaining BGEA and PSE currently use traditional bargaining structure for contract negotiations. Traditional bargaining has two sides, the union and the employer. Each side submits a complete written proposal to the other side.

Traditional Bargaining Each side then caucuses (meets privately) to discuss the pros and cons of the other side’s proposal. They either agree [TA – tentative agreement(s)] or write counter proposals to unresolved items. This process continues until tentative agreements are made and signed by both sides for presentation to their respective deciding bodies.

Traditional Bargaining Usually, face-to-face negotiations begin in May and are completed prior to the beginning of the next school year. According to the BGEA contract, “Negotiations between the parties for a successor Master Agreement shall begin no later than sixty (60) days prior to the expiration date of this Agreement” (4).

Traditional Bargaining Communication is extremely limited between the negotiations team and the membership during the bargain itself. Once agreements have been made, a general membership meeting is scheduled to ratify the entire new contract.

Bargaining Timeline

Bargaining Timeline for 2015 Fall 2014 Small group meetings (grade levels, subject areas, and specialty areas, etc.) held by negotiation team members. January 2015 Members were surveyed, requesting possible negotiation items.

Bargaining Timeline for 2015 February 2015 Negotiations team created categories and prioritized contract items requested by members. March 2015 Last survey sent to membership to prioritize monetary aspects of the contract. (If you had $1 to spend…)

Bargaining Timeline for 2015 March 2015 The negotiations team went through the entire contract line by line to add as much as possible from what membership requested. April 2015 The union wrote a comprehensive proposal, knowing that negotiations is a decision-making process that may span multiple years.

Bargaining Timeline for 2015 May 22, 2015 The BGEA negotiation team brought the union’s proposal to the first negotiations meeting, prepared to bargain. The district did not have a complete written proposal to exchange with the union. The district team wanted to have “conversations” regarding contract items.

Bargaining Timeline for 2015 Summer 2015 The negotiation team met with district multiple times over the summer: May 27, June 19, July 8 & 9, July 15 & 16, August 6, August 13, and August 19. Because the negotiation team felt that negotiations were not moving forward, the team went to its members giving them an opportunity to show their support for a fair contract by attending a lunch at CASEE August 6, 2015.

Bargaining Timeline for 2015 August 6, 2015 The District stated that PSE and BGEA share $1.6 million in discretionary funds and left it to BGEA to figure out how to divide it between the two unions and how to use BGEA’s allocation to compensate their members’ priorities.

Bargaining Timeline for 2015 August 13th & 19th, 2015 The parties met and continued to discuss contract language but did not discuss financial items because the District still had no formal financial counter-proposal.

Bargaining Timeline for 2015 September 15, 2015 District’s Financial Counter Proposal: *Those with no extended days will get a total of 3 additional TRI days. *Those who currently have extended days will receive 1 additional TRI day. *Everyone will have $500 for professional fees.

Bargaining Timeline for 2015 September 15, 2015 Mr. Hottowe stated that this was his “final best offer” and made the statement that “I’m not a used car salesman.” Promptly, after this declaration, he stated he wasn’t going to bargain all night or even until the scheduled end time of 10:00 pm.

Bargaining Timeline for 2015 Fall 2015 The negotiations team has met with the District 9 additional times since the beginning of the school year with no forward progress on the monetary components of the contract. - class size for K-3 - primary counselors - longevity - TRI

Bargaining Timeline for 2015 October 19 th, 2015 Two mediators from PERC (Public Employment Relations Commission) came in at the request of both BGEA and the district to assist with the negotiation process.

Bargaining Timeline for 2015 December 7 th marks 199 days that we have been negotiating for a fair contract.

Missed Opportunities The district did not have a plan to access state funding for: - reduced class sizes in kindergarten – 3 rd grade - free full-day kindergarten at all primary schools The district rejected approximately $2.9 million, which would have funded both of these legislative priorities. * Maple Grove is the only school with full-day tuition free Kindergarten because of their high-poverty status.

BGEA’s Current Proposal

- Longevity - Counselors in primary schools. - Class size for grades K-3 to meet state legislated funding for Initiative TRI

BGEA’s Current Proposal - Longevity Current longevity language: “Certificated employees who have been placed on the salary schedule Step 16, Grade 09 [Master’s + 90], of the state allocation model for at least one (1) full year shall receive one additional personal leave day per year for every five years of service beyond 16 years of service to a maximum of four additional days” (40).

BGEA’s Current Proposal - Longevity Proposed Longevity Language: All certificated employees, after 16 years of service in the district, shall receive two (2) days of additional pay for every two years of service up to 10 days. Certificated employees who have been placed on the salary schedule Step 16, Grade 09 [Master’s + 90], of the state allocation model shall receive two (2) days of additional pay for every two years of service after 16 years up to 10 days.

BGEA’s Current Proposal - Counselors There will be one full-time counselor (1.0 FTE) in each primary building.

BGEA’s Current Proposal – K-3 Class Size Current Language: Kindergarten = 25 1 st grade = 25 2 nd grade = 25 3 rd grade = 25 No language for high poverty schools.

BGEA’s Current Proposal – K-3 Class Size Proposed Language: Kindergarten = 22 or 18 for High Poverty 1 st grade = 23 or 19 for High Poverty 2 nd grade = 24 or 22 for High Poverty 3 rd grade = 25 or 24 for High Poverty

BGEA’s Current Proposal TRI

BGEA’s Current Proposal - TRI

District’s Current Proposal

- Longevity Keep current language. - Counselors in primary schools. No counselors in primary schools. - Class size for grades K-3 to meet state legislated funding for Initiative No plans of accepting state funding. Keep current class size language for K-3.

District’s Current Proposal The district is including Start Up Days as part of the Total Days. Start Up Days are paid based on attendance, and you have to show up to get paid for those days. They are not part of our “annual salary.” Actual Totals

District’s Current Proposal This is not a typo. CTE will be getting one less day than General Ed, SpEd, Nurses, and Middle School Counselors.

District’s Current Proposal The district’s proposal continues to offer different numbers of TRI days in the second year. The second year proposal from BGEA provides an equal number of additional TRI days across all groups.

TRI Day Proposal Comparison Keep in mind that BGEA’s proposal is for one year, and the district’s proposal is for two years.

Answers to Questions

Mr. Hottowe’s Salary Increase $176,000 salary divided by 234 workdays = $ daily rate Plus 26 vacation days for a total salary $195, $192,555 salary divided by 234 workdays = $ daily rate – daily rate increase of $70.75 for a 9.4% increase ◦* 6.4% district increase plus the 3% state COLA for a total of 9.4% Plus 26 vacation days for a total salary $213,950

Mr. Hottowe’s Salary continued Additional Compensation : $5,000 annual annuity $60 per month cell phone allowance x 12 = $720 $950 per month automobile allowance x 12 = $11,400 Memberships costs covered for American Association of School Administrators, Washington State Association of School Administrators and other professional groups and community organizations as approved by the Board.

Answers - Funding Does the district have the money for our proposal? Yes, please attend the Community Budget Forum, Dec. 8 th, 7:00p.m., Community Center for full disclosure of the district budget.

Answers - Funding Isn’t our community too poor to spend more? Battle Ground received $11M more from the state for education this year. The district also rejected $2.9 million from the state for K-3 class size and full-day kindergarten.

Answers - Funding How much money came from the current levy? YearTotal CollectedYearTotal Collected 2014$24,420, $26,300, $25,350, $27,250,000 When does it expire? It expires at the end of 2017.

Answers – Past Gains What gains have we made in the past? - SpEd, psych, and SLP case load (other districts use our language as a goal) - Certificated staff will not be required to do bus duty - Duty free lunch - State tests may not be used for evaluations - All extended days

Answers – Past Gains - TRI days - TRI pay directly deposited without needing a timesheet - Getting paid to cover during your prep period - Two evening obligations per year - Half days for end of the grading period - Transfer language

Answers - Proposal How come the proposal is uneven? To recognize that workloads have increased for all educators and General Ed teacher work load has not been acknowledged in the last 20+ years.

Answers - Proposal What did the district originally offer? On Sept 15, the district proposal was: - Three TRI days for those with zero extended days - One TRI day for all with extended days - Increase of $ for professional development

Answers - Proposal How does our contract compare to others in the area? We are second to the bottom in compensation in comparison to our neighboring districts. Washougal is lower than Battle Ground and they are in a difficult bargain as well.

Answers Proposal Comparison

Answers – Process Why was the vote set at two-thirds majority? In a discussion with our WEA Crisis Team, we acknowledged, with their advice a strike vote must be greater than the 50+1 to honor the severity of such actions. The Rep. Council approved a policy which required 2/3 majority of those voting to approve to strike.

Answers – Process Why doesn’t everyone get to vote? Everyone present at the General Membership gets to vote. The answer is in the BGEA Bylaws, Article 9: Committees, Section 1: Structure. The Bylaws are on the weteachbattleground web site under documents. “…a majority of the members present” (Article IX, Section 1).

Answers - Strike Will I get paid if we strike? Yes, we will be paid. When? Just like normal. You will receive your check on the regularly scheduled payroll date. Can I be fired for striking? No. Is it illegal to strike? No.

Answers - Strike When will any days be made up? Any work days missed due to a strike will be made up at the end of the school year. Very much like snow make up days, we would have strike make up days. You will still work a 180 day contract.

Answers - Strike What about extra-curricular events? To be determined. Kelso sports and activities continued while they were on strike. What about AP Testing? A union strike is an approved reason to request the delayed testing time frame.

Answers - Strike What will happen to graduations if we go late in the year? To be determined. However, in years where we have had 5 or more snow days, graduation dates have remained the same.

Answers - Strike What will the classified staff do? The 12 month staff will work through the strike with a MOU (Memo of Understanding) in place. The 8 & 9 month employees will make up the days with the certified staff at the end of the year. Will classified staff lose money? No, they can work to make up their days. (Just like snow days.)

Additional Questions

What questions do you still have? Everyone who is presenting to buildings are collecting unanswered questions from members. The executive board is meeting on Friday, 12/11 to go over these questions, so we can provide answers. If you think of a question later, me at:

For those who could not make it to this meeting… I have handouts of the PowerPoint to distribute to any members who were not able to attend today’s informational meeting.

General Membership Meeting Please attend the General Membership Meeting December 16 th, :00 pm Prairie Auditorium