Agreement subject to school board and teacher union approval
BY JEAN JACQUES BOHL
The Blaine County School District and its teachers’ union reached a tentative agreement on Friday that provides for no increase in teacher salaries for the coming school year.
The district board of trustees was scheduled to consider the proposed agreement at its regular monthly meeting Tuesday evening. Members of the teachers’ union, formally known as the Blaine County Education Association, were scheduled to vote on the proposed agreement after school hours on Thursday.
Friday’s final session wrapped up four days of negotiations between the district and the teachers’ union that started on April 28.
The agreement to hold salaries at current levels comes at a time when the district is trying to cut operational expenses by $1.3 million for the coming school year. The hold on salaries will not, however, prevent teachers who move on the salary schedule, either by increased education or increased years of service, from receiving pay raises, as the district agreed not to put a freeze on pay increases in its “steps and lanes” schedule movement program.
Also as part of the agreement, the district will absorb a 5.7 percent increase in health insurance premiums for benefited employees at a cost of $246,448. Further, the agreement recommends that $122,000 be set aside to anticipate health insurance premium hikes for the 2017-2018 school year. Employees covering their spouses and dependents under the district insurance plan will continue to be charged for the additional expense.
For professional development, the agreement provides that teachers will receive two days, subject to school principal approval. Beginning in July 2017, teachers will be able to carry over for three years their annual professional development allowance of $500, thus accruing up to $1500.
The parties agreed that the average workday starts 30 minutes before instructional time and extends to 30 minutes past the end of the school day.
Other items in the teacher contract were clarified, including voluntary and involuntary transfers between buildings. The sick leave bank allowing employees to use additional sick days once they have exhausted their yearly allowance will be capped at 180 days during the length of employment. Participation in the bank is voluntary and only bank members can draw from it.
The agreement also provides that three ad hoc union members, without voting rights, serve on the district policy committee for discussing a “reduction on force” protocol.
Observers of the negotiation sessions would agree that the tone of the discussions was amicable and professional. Members of both negotiating teams were seated next to each other, creating a more convivial atmosphere.
The district team was comprised of Superintendent GwenCarol Holmes, Assistant Superintendent John Blackman, Business Manager Mike Chatterton, Principals Brad Henson and John Pearce and school Trustee Rob Clayton.
The teachers’ union was represented by Beth Andrews, Paula Doub, Jamie Harding, Matt Phillips, Tim Rierden and Marrit Wolfrom.
Blackman summarized the mood of the negotiations by saying, “We worked well with each other and got it done.”
Chatterton, who is retiring at the end of this school year, gave an emotional farewell and thanked the BCEA for their trust and collaboration during his 29-year tenure.
The negotiation sessions were open to the public and many students were in attendance to meet a social studies requirement.