1. 1 A Bargaining Continuum by Debbie Rusiski and Susan Sendrow AEA Bargaining Forum

2. 2 Purpose of this Presentation 1. Identify the descriptor that fits the current reality of your local association. 2. Identify the descriptor that fits the desired status for your local association.

3. 3 Arizona is a right-to-work state. An individual is not required to belong to a labor union to obtain employment. A public employer, such as a school district, is not required to bargain with a labor union.

4. 4 Many local associations successfully bargain in Arizona school districts. There are several stages on a continuum from no recognition to active collective bargaining.

5. 5 NO RECOGNITION Local association has no opportunity for meaningful input into decisions affecting salaries, benefits, and working conditions. Individual employees may have limited input into decisions affecting some working conditions, such as the instructional program.

6. 6 INFORMAL RECOGNITION – NON- EXCLUSIVE Representatives of the association may present recommendations on salaries, benefits, and working conditions to the governing board, either -- Directly at open board meetings, or -- Indirectly through the superintendent. Individuals or other employee groups may present recommendations. No discussion occurs. Governing board members or superintendent may ask clarifying questions.

7. 7 INFORMAL RECOGNITION - EXCLUSIVE As the representative of a majority of the employees, the association presents recommendations on salaries, benefits, and working conditions to the governing board, either -- Directly at open board meetings, or -- Indirectly through the superintendent. No discussion occurs. Governing board members or superintendent may ask clarifying questions.

8. 8 FORMAL RECOGNITION – NON EXCLUSIVE Governing board adopts policy acknowledging the association as representing district employees. Governing board willing to hear the association’s views prior to making any decision on matters pertaining to salaries, benefits, and working conditions. Individuals or other groups may also present their ideas. Board generally makes decisions based on superintendent’s recommendation.

9. 9 IDEAL RECOGNITION Governing board adopts policy acknowledging the association as representing the majority of district employees. Governing board solicits association views on matters pertaining to salaries, benefits, and working conditions. Board makes decisions based upon superintendent’s recommendation and association input. Exclusive recognition is not an option in Arizona since we do not have a Collective Bargaining Law.

10. 10 MEET AND CONFER Teams representing the administration, the governing board, and the association meet and discuss salaries, benefits, and working conditions. Each team may submit proposals or counterproposals. Superintendent or board representatives decide recommendation that goes to the board. Governing board may allow association to comment on recommendation at public meeting.

11. 11 MEET AND CONFER WITH CONSENSUS Teams representing the administration, the governing board, and the association meet and discuss salaries, benefits, and working conditions. Teams exchange proposals or use an interest based process with issues, interests, options and standards. After significant discussion, the teams reach consensus on recommendations that go to the board. Upon board approval, recommendations become district policies or written agreement or both. If no consensus, each team may present position to governing board, who makes final decision.

12. 12 BARGAINING – LIMITED TIME FRAME The governing board recognizes the association as the representative of district employees. The board agrees to bargain in good faith for the purpose of reaching agreement on salaries, benefits, working conditions, and issues of mutual concern. Agreement is reached through consensus, subject to approval by the board and the association. The consensus agreement may be modified only with mutual consent.

13. 13 BARGAINING – ONGOING TIME FRAME The governing board recognizes the association as the representative of district employees. The board agrees to bargain in good faith for the purpose of reaching agreement on salaries, benefits, working conditions, and issues of mutual concern. The board and the association see bargaining as an ongoing process for joint problem solving.

14. 14 BARGAINING PROCESSES Traditional bargaining Collaborative bargaining Interest-based bargaining

15. 15 LAST WORDS Be vigilant to retain bargaining. Membership is the key to a strong association. Engaged and informed members are essential to effective bargaining. Communicate, communicate, communicate!