Post date: May 7, 2012 7:07:43 PM
Please note that two meetings were held. An AM and PM. For complete comments, please check both times.
7:30 mtng
those present:
Rob Reynolds, Heather Dunn, Shelly Moen, Aaron Fornter
jim and corina henrie
kevin ruble
chad dunn
aaron:
1 hour spent on contract language
omitting all lang/committees
changing working days title
grievance..may 31st as of now...could
salary discussion: 1st option-anyone come in at step 3...good for 1st people coming in
clarification on where base starts...
then looked at: 200.000 possible option of money to work with....could be worked into a 5-8% raise trying to shoot for 30 base, 60 top end...over 2 years
still discussing creative ways for finding money for salary..where can we make ends meet so we can increase salary...
could rif neighbors....when rif admin?
get paid for not using personal days....maybe nego for getting paid for unused sick days
retirement incentives,
need to increase salary....keep qualified teachers
health insurance-continue to pay until they are ready for medicare..keep you from paying lump sum at end..increase the trs/save
anonyomous worksheet for ways to save money..justify why you think...all staff
eureka has lowest base and 3rd lowest top end,
we would be retired if we were paid enough/
1:1 payback could be a raise...(jim idea) this is
gen. mtng 3:30
ann newell
darlene ruble
kevin ruble
john hammond
chris moen
sue mepham
aaron fortner
heather dunn
shelly moen
rob reynolds
stephanie mcduffie
heather fortner
nego covered mostly contract language
major issue is committee/ revamp or do away with
salary: most union wants to focus on this
shared charts showing difference between schools salary
out of 12 a and b schools we have lowest base pay and 3rd lowest hi end
all in agreement that base needs to increase
one way to do this would be to put people at 3rd step when they come to work here. there was question as to what happened to the other 2 steps. this plan doesn’t help 40% bof staff who is bottomed out
see all people get some increase
approx # district can spend for salary is $200,000
could ask for 5-8% for salary realistic to ask this
board asked for input for how to find $ for salaries
we do receive increases already (board) thought...1:1 payback for personal days
we want to be average...on pay scale
question: does the payback for days not used: affect base salary as far as trs is concerned
summer jobs shouldn’t count...not everyone is available to work.
receive acknowledgement for professional service..
bereavement leave? is there language check contract...think it is sick leave
be thinking of what you want i negotiations! we want to represent the group!
process for termination of extra-curricular contract...is there an established procedure of letting someone know?