WEAC
Statewide Bargaining Standards for 1999-2001
- NO teaching employe should have his or her
standard of living reduced for the 1999-01 time period.
- Each teacher shall recoup every dollar
lost to inflation since the QEO began in 1993-94.
- Employes in the bottom 50% of their comparable
group deserve catch-up salaries. These catch-up adjustments will be
in addition to salary increases for all other employes.
- The QEO law stifles quality educational
partnerships locally. The QEO law must be eliminated. QEO "speak"
and QEO settlements are totally unacceptable.
- Professional development and lane movement
costs must be borne by the school district and not other members of
the bargaining unit.
- Future retirees deserve enhanced pension
benefits based on improved higher final average salaries.
- Revenue caps pit boards, administrators, children
and teachers against one another. Quality and excellence cannot be guaranteed
or improved until adequate resources are available.
1. The minimum settlements will meet one
or both of the following criteria:
- The ACTUAL REAL
COST of the package increase (using position-to-position costing) will
exceed 3.5%, using the same number of staff present in 1998-99
or,
- EACH CELL of the salary schedule will be increased
by no less than 3.0%. In the event the salary structure is altered,
the aggregate total dollars in the settlement will result in the same
amount being spent had a 3.0% per cell increase been used.
2. Fringe benefits (including long term
care and severance incentives) will be maintained or improved. Locals
will bargain great public school initiatives significantly enhancing member
satisfaction. Every member will be provided the opportunity to support
at least one aspect of the local's great public schools initiative.
3. Overall settlement standard: We will
not give any inadequate board contract offer the dignity of an agreement
bearing our signature.
Posted April 9, 1999
