14.25 Percent Pay Hike Sought Over 3 Yrs By District 86 Teachers

JOLIET, IL — The president of Joliet District 86's teachers union, Therese Skwarczynski, has notified Joliet Patch there will be another negotiating team meeting Tuesday with a federal mediator in hopes of avoiding a teachers strike. If Tuesday's meeting doesn't result in an agreement, then a final meeting with the federal mediator may occur Nov. 26, "and no further dates have been set beyond that," she said.

"It is important to note that the members do not wish to strike. This vote, rather, was intended to identify the level of frustration and desire to have voices heard on misleading information and unjust practices by the district that we believe impact the students and community. The Union is committed to educating our students, and though a strike authorization vote was taken, the Union will only strike as a last resort," Skwarczynski wrote Patch on Monday evening. "The Union understands what is best for our students."

The teachers union president also responded to Patch's recent request seeking comment on the public information posted on the District 86 website detailing differences between the teachers union proposal and the administration's offer.

District 86 employs 789 teachers and has 10,894 students in grade schools and junior high buildings.

"The Union wanted to clarify some points listed in the Patch in an effort to be honest, transparent, and remain committed to the students and community of Joliet," Skwarczynski wrote.

That information now indicates the teachers union is seeking a three-year contract with pay raises totaling 14.25 percent over the duration of the new contract. The District 86 administration's counter-offer over the same three-year period agrees to pay raises totaling 7 percent.

Most of the teachers union president's answers below are published in their entirety, some with minor edits for length. Read the administration's response to similar questions here.

Let's focus on the pay raise dispute. What does the teachers union want at this point?
Union Response: The Union, once more in good faith to reach a tentative agreement, has offered a three year contract of: Year 1 - 5 percent inclusive of step - including retroactive pay, Year 2 - 4.75 percent inclusive of step, Year 3 - 4.50 percent inclusive of step.

What's the school administration's offer?
Union Response: The Board's current proposal as of 11-12-2019 was Year 1 - 2.50 percent inclusive of step - upon execution of agreement (meaning no retroactive pay), Year 2 - 2.25 percent inclusive of step, Year 3 - 2.25 percent inclusive of step. It is important to note that Board proposal does not afford our members with the retroactive pay from the start of the 2019-2020 school year, even though the union attempted to begin negotiations eight months before the contract ended. Our members have worked without a contract not because of the Union's refusal to negotiate, but rather in an effort of the administration to continue its 'status quo' of operations without the best interest of the children at hand. Our membership is once more thanked by the administration for their dedication and hard work for the students of district 86 by being told you are not valued enough to receive your just compensation.

If the District 86 teachers union gets what it wants, what's the impact on taxpayers? Union response: The current salaries alone for 75 administrators in District 86 yearly costs the district 7 million dollars. Let us not forget these very administrators will receive an annual increase of salary following the close of our negotiations. Often administrative raises go unpublicized or unnoticed by the community. Over three years, close to 800 teachers will reportedly cost the district less than the same financial responsibility as 75 administrators in one year.

If the District 86 administration doesn't buckle, what's the impact on taxpayers?
Union Response: The Union proposes there is not an impact on the taxpayers financially, rather the impact will come in the form of students continuing to receive the quality education from teachers who are valued, respected, and continue to desire to work in District 86. Perhaps the redistribution of finances and expenditures may support all stakeholders. Are the children of District 86 not worth the additional cost $3,164,916?

What was the original proposal from the union? Union's Response: Yes, the initial proposal was a one-year contract from the union. This was in an effort to afford the newly elected board an opportunity to address the multiple concerns related to language, and treatment of staff. The second and subsequent proposals have been three-year contracts in an effort to continue to provide the children and families of our District with teachers who remain committed to the education of all.

How much support was garnered at the November 13 board meeting? Union Response: During this board meeting, over 200 teachers, family members, and support staff attended in an effort to have their voices heard on areas related to curriculum, limited classroom and school supplies, the increase of responsibilities of a teacher, and the need for compensation.

While teachers bargain for wages, how much is the superintendent benefiting? Union Response: She is currently benefiting almost a half-a million dollars per year.

On the issue of District 86 teacher salaries and benefits? Union Response: The administrators alone in salary encompass 7 million dollars per year. With the addition of benefits, retirement incentives, car allowances, vacation time, sick time, and paid conferences, administrative expenditures far surpass the requested compensation requested by the teachers. While discussing money, remember that $20 million dollars of the educational fund of $65 million is not going to teachers.

Has District 86 been cutting classroom jobs? Union Response: The addition of our fine arts and physical education programming, which has multiple benefits for our students, was increased due to the State of Illinois mandates

(Administrative Code 1.430). Understand, this was a mandate by the State of Illinois, rather than an incentive brought forth by administration to enrich or expand our students’ educational
experience. Our fine arts department is understaffed as evidenced by art and music teachers having to travel to multiple buildings to service students. Also, currently many art and music
teachers are teaching from a rolling cart while still adhering to the excessive demands and expectations.

Have raises for District 86 teachers kept up with the cost of living? Union Response: We are not requesting an adjustment based on the cost of living, rather, the salary adjustment we are seeking is in response to the multitude of 'additional responsibilities as assigned by management' and 'professional responsibilities' the district has added to the work requirements of our membership. The Union brought forth several options to allow for the fair and equitable compensation for our teachers, and the district continues to devalue their worth while still expecting more from the staff.

What were the past raises for District 86 teachers? Union Response: You are encouraged to review the administrative positions’ additions and adjusted salary compensations over the past five years.

What kind of pay raises are teachers for District 86 seeking now? The district's initial proposal of 2 percent and a reduction of sick days equated to a large loss for our teachers. Please note the union attempted to begin negotiations in January and did not get a response from management until the Spring. Note that the first proposal from the union was made on July 8th in an effort to negotiate a fair contract prior to the start of the school year. In an effort to address the language concerns of our membership, the Union provided multiple counter proposals in wages and in the financial packages to only be countered with “status quo.”

The district did not make any wages movement until the October 7th mediation session which was a proposal of 2.25 percent increase (a quarter-of-a-percentage increase). That is three months of negotiating in what the Union feels was a gallant effort put forth, but every session ended with “status quo.” Perhaps management needs a lesson on the definition of negotiating in good faith, because we believe we were negotiating in good faith the entire time … The Union's initial proposal addressed twenty-one items of concern in the language of the current contract. In fair negotiations we have retracted/conceded to all but four items as the district continues to retort with 'status quo.'

What other areas of compensation are a point of dispute? Union Response: The union's proposal to address the grossly underpaid positions related to athletics is in an effort to retain our staff for our students. Currently athletic directors and coaches receive the lowest compensation for this extra curricular activity in the area. Yet, the district continues to increase the length of seasons and expectations of our staff. When we are unwilling to compensate our staff they seek employment from other districts, leaving our coaching and intramural activities, athletes, and students to less qualified individuals.

The union is seeking fair compensation and language for members when they required to perform duties outside of their contracted hours. Our efforts come from a desire to retain and entice quality educators who care about the students of District 86. Each year for the past 5 years, the District has hired over 100 teachers. Is this because of new positions? No, it is reflective of some retiring teachers, but most importantly, it is reflective of those teachers seeking refuge from unfair treatment, disrespect, and exceeding demands put forth on them and compensation that does not correspond with the work demands. Don’t the children of District 86 deserve to retain the highly-educated professionals they have come to depend upon?