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Solidarity - September 20, 1999

Volume 33, No. 5
We teach the children ... Collectively we decide ... United we act

MTI MEMBER'S CHILD RECEIVES SCFL SCHOLARSHIP

The South Central Federation of Labor has awarded five $1,000 higher education scholarships to the children of members of its affiliated unions. The successful candidates and alternates were selected by lottery drawing. To qualify for the scholarship, students must plan on attending a four-year college/ university or a degree program at Madison Area Technical College or another accredited two-year college.

Traditionally, SCFL has offered four scholarships, but as an added bonus this year, on a one time basis, a fifth scholarship was awarded in memory of Bob Strenger, former Business Agent and International Rep. for the Carpenters. His children designated the SCFL Scholarship Fund as an appropriate memorial for Bob, and his friends and family responded so generously that SCFL was able to offer this additional $1,000 scholarship.

Among the winners, is Andrew Traverse (son of MTI member Barbara Traverse and International Brotherhood of Electrical Workers [IBEW] member Christopher Traverse). Andrew will attend Northern Illinois University and will major in education.

SICK LEAVE BANK ASSESSMENT

Among the many unique and progressive provisions in MTI's Contract is the Sick Leave Bank (SLB). Unions across the country have tried to emulate it. The SLB is part of Contract Section VII-G (Income Continuation Plan), which also includes the Retirement Insurance Account provision.

The SLB dovetails with the contractually provided Long Term Disability Plan (LTD). The SLB enables wage continuance through the 55th work day of absence or 76th calendar day, even if one runs out of sick leave. One must be absent for eleven days and exhaust their own sick leave before the SLB kicks in. LTD begins on the 56th day for those who qualify.

The SLB must have on deposit 5 days for each member of MTI's teacher collective bargaining unit. As of the commencement of the 1999-2000 school year, the SLB has dropped below the magic number, mandating that all members of the teacher bargaining unit be assessed one day. Under the new Collective Bargaining Agreement that assessment will be February 1, rather than October 1. MTI negotiated the revision to give teachers the first semester to build their sick leave; to assure that they have the day to deposit in the SLB. Those with zero days will be assessed a day's wage.

SURVEY SAYS: AMERICANS WILLING TO PAY MORE FOR SCHOOLS

Key findings of a recent survey conducted by National Public Radio/Kaiser Family Foundation/Kennedy School of Government shows that there is strong public support for appropriately funding public education. The survey found that: "Three out of four Americans say they would be willing to have their taxes raised by at least $200 a year to pay for specific measures to improve community schools". The findings of the study also document that "Education is seen as a top national issue", and "parents give high marks to their children's schools (71% rate them a grade of A or B)". The survey further documents that weak support was found to exist for anti-public education initiatives such as school vouchers: "66% of parents of children in public schools say they would not take advantage of a voucher program, even if it paid all the tuition for them to send their child to a different school". You can participate in the survey, or read the answers to all of the survey questions via:http://www.npr.org/programs/specials/poll/education.front.html.

MTI is currently assisting 250 teachers, 33 educational assistants, 27 clerical/technical, and 14 substitutes.

EXTRA DUTY COMPENSATION IMPROVED IN 1999 NEGOTIATIONS

Teachers performing an "extra duty", as set forth in Section III-L of the Collective Bargaining Agreement, have their compensation calculated by a percentage (See III-L-13) of one of three base rates.

Base 1: Step 1 of the regular BA schedule (Track 1, Level 1). This level is applied upon a teacher's first involvement in any extra duty position.

Base 2: Step 5 of the regular BA schedule (Track 1, Level 5). This level is reached after four years of service in any extra duty position.

Base 3: Step 9 of the regular BA schedule (Track 1, Level 9). This level is reached after eight years of service in any extra duty position.

Section III-L lists each of the extra duty positions for which one is paid on the basis of the above and includes, but is not limited to: coaches, advisors, directors, intramural coordinators, equipment managers, and crossing guard supervisors. T he percentage of the applicable base pay ranges from 3% to 18%. For example, a head basketball coach (boys or girls), who has served more than 8 years in positions on the extra duty schedule, is paid $4,446 (12% x Track 1, Level 9 $37,049). The pay dates for these extra duty activities are also listed in this section of the Contract.

Supervisors at high school athletic and social events, ticket sellers and takers, and other activities which are performed by teachers at school events are compensated at a rate of $9.50 per hour. Anyone having questions about the rate of pay you should receive for performing extra duty functions, should contact MTI.

In MTI's 1999 negotiations, compensation for the yearbook advisor was increased from 8% to 10%, crossing guard coordinator from 2.5% to 3%, and the positions of advisors of science olympiad, math team and future problem solvers were added at 3%.

EQUITY! WRS SAVINGS APPLIED TO ALL DISTRICT EMPLOYEES

The Wisconsin Retirement System, effective 1/1/2000, has reduced the cost of the WRS retirement contribution by .3% for the employer and by .3% for the employee. After gaining the increase for teachers and educational assistants a few weeks ago, MTIsought and gained agreement from the Madison Metropolitan School District to use the additional monies resulting from the decrease in WRS premiums to increase the SEE-MTI salary schedule as well.

At its September 13 meeting, the Board of Education unanimously voted to treat all District employees equitably on this issue by expanding the application of the WRS savings to the salary schedules of district custodians, food service workers, building trades workers and clerical/technical employees represented by SEE-MTI. Credit Superintendent Rainwater and the Board of Education for acknowledging the need for equity on this issue and the vital role played by all district employees in the mission of the school district. Revised teacher and EA-MTI salary schedules have already been distributed and a revised SEE-MTI salary schedule will be out shortly.

SUBSTITUTES RECEIVE RETIREMENT CONTRIBUTIONS

Pursuant to the USO-MTI Collective Bargaining Agreement, the Board of Education contributes 11.6% of a substitute's monthly earnings into the Wisconsin Retirement Fund. Substitute teachers become eligible for this benefit if, after one year of service, they have worked more than 440 hours in that 12 month period. This benefit has been gained through the collective bargaining efforts of MTI's Substitute Teacher Bargaining Committee. All such payments by the Board are available for all retirement purposes.

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Posted November 4, 1999