Gulf County Education Association
BARGAINING UPDATE
JUNE 2008
The Gulf County Education Association met with the Gulf County School Board on June 9, 2008 to begin contract negotiation for teachers and education support personnel in Gulf County. During the meeting several contract proposals were presented to the District team. Below is a summary of each item and the reasoning behind each proposal. There were no proposals made on salary, however salary was discussed in general terms. The District stated that they thought it was going to be a very difficult year with funding cuts. They added that they hoped to be able to give our negotiated step increases this year. By contract, step increases must be given at the beginning of each school year. The District negotiator did not have any information regarding any insurance increases for the 2008/09 school year. GCEA is currently conducting an analysis of the District Budget to determine how much money will be available for salary increases for the 2008/09 School Year.
Here are some quick facts to consider:
· The Fund Balance (The District’s savings account and often the place where raises come from) at the end of the 2006/07 school year was: $877,274.00
· The District created 16 new positions in Gulf County in the 2007/08 School Year at the cost of $650,727.
· At the end of the 2007/08 school year the District cut 18 positions in Gulf County at the cost of $713,919.
· The Fund Balance at the end of May 2008 was $15,025.81
Summary of Current Proposals: Teachers
Article 8.4: In accordance with Florida Statutes, The Board may reprimand, suspend or terminate a teacher during the school year only for just cause. except as otherwise provided by statue. The suspension may be without pay. The teacher has the right to a speedy hearing if requested in writing to the Board.
(This language will prevent the District from conducting investigations and issuing reprimands without just cause. By removing the current language and keeping the just cause passage it insures that all discipline, suspensions or terminations must have cause. Prior to this change the District did not have to prove cause when disciplining teachers.)
Salary Comparisons for Teachers
*More Information on the Back:
Summary of Current Proposals: Education Support Personnel
Article 6.3: Substitutes will not be used to fill vacancies for more than six (6) weeks. If at that time a vacancy exists, it will be filled according to Article 11. A responsible effort shall be made to find a substitute when an employee is absent. (This change would begin to address the issues with getting substitute workers when an employee is out on leave)
Article 6.5 All post job offer pre-employment costs such as fingerprinting, medical examinations and others will be at the expense of the new employee. The Board will make reasonable attempts to arrange for employees to have pre-employment physicals conducted by the County Health Department, or negotiate with a health care provider to obtain physicals at a reduced cost. (This change would begin to address the issues with getting substitute workers when an employee is out on leave)
Article 8.1 Tentative work schedules and assignments shall be available the last day of June before the next school year and no later than the last working day in December for the second (2nd) semester. It is understood the schedules are tentative and subject to change before the first (1st) day for students. After the first day with students work schedules and assignments will stay fixed until the last working day in June. (This change would prevent administrators from changing work schedules and assignments of employees in the middle of the year.)
Article 10.1 An employee who has completed an initial ninety (90) calendar days of continuous service shall not thereafter be discharged or disciplined during the first year except for just cause. Extensions to this period for no more than sixty (60) calendar days may be granted by mutual written consent of the Board and the employee. An employee on a paid leave of absence shall be deemed to be in continuous service. Employees who have not completed such period of employment may be discharged without recourse and shall not be subject to Article 12 herein nor otherwise challengeable under any other provisions of this Agreement. (This language will prevent the District from conducting investigations and issuing reprimands without just cause. By removing the current language and keeping the just cause passage and adding discipline it insures that all discipline, suspensions or terminations must have cause. Prior to this change the District did not have to prove cause when disciplining employees.)
Article10.4 Except as identified above Discipline shall be corrective and progressive in nature, and shall be given as soon as possible in relationship to the event giving rise to such action, but in no case more than seven (7) working days after the alleged offense.investigation is complete. Employees who are terminated for reasons other than the types of reasons described above shall be provided with the sequence of corrective measures as provided below: (This change would limit the amount a days administrators could wait to reprimand an employee.)
Article 11.2 A current list of non-instructional vacancies in the Gulf County School system shall be posted in all schools for at least ten (10) working days, during the summer, and five (5) days during the school year, before the application deadline, so interested employees may have an opportunity to apply. Preference will be given to current employees for vacancies. Outside applicants shall not be considered until the five (5) most qualified employees, if available, as determined by the facility manager, have been interviewed. Seniority of employees interviewed will be considered before a final selection is made. When qualifications and experience are the same, seniority shall prevail. (This change strengthens employee seniority rights.)
Article 15.4 Bus Drivers shall receive one paid vacation day per year.
(This change would give each bus driver one vacation day per year)
Other contract language still being considered is making all custodians eight-hour employees. If you have any other suggestions or changes you’d like to see in the contract please call Brenda Jordan, Billy Hoover, Judy Campbell or Brian Phillips at 850.763.3416.
Thank you for your continued Support,
GCEA Bargaining Team