WEA General Membership Meeting

1. WEA General Membership Meeting March 12, 2013 WHS Auditorium

2. We need YOUR help!! • Ways to get involved • Show up to meetings when asked!! • Help with School Board Elections • Join the Settlement Task Force • Sign-up for a school board meeting to attend • Update your PSEA Info • WEAR YOUR RED SHIRT • Purpose of the RED shirt • Are you getting the emails from Sue Brown and PSEA?

3. Settlement Task Force The negotiations committee would like to create a Settlement Task Force The purpose of the task force would be to • gather member information, phone numbers emails etc. • Establish building contacts • Co-ordinate informational messages • Co-ordinate in the event of a strike

4. School Board Meetings • Dates: Second and Fourth Monday of every month • Please sign up to attend meetings. The clip board will be coming around • Wear your RED shirt to the meeting • Be a presence at the meeting.

5. School Board Elections • Four Seats Open: - Park, Brown, Stanton, Moyer • District Residents may be asked to do the following: • Call people • Distribute information • Man the polls • Non-district residents can recommend education friendly candidates to friends & family in the district

6. Why We Need Your Help Status of Negotiations • Board Goals • Keep the quality of the programs we have going • Maintain our financial stability • Maintain staff

7. Economics Board’s Proposal • Year 1 – 0%/0% (no raise, no step movement) • Year 2 - $1,000 providing a satisfactory rating is achieved • Year 3 – 1% with step WEA • Year 1 – 2.95% on scale • Year 2 – 2.75% on scale • Year 3 – 2.55% on scale

8. Board’s Proposal • The Board wishes to eliminate the following from the current contract: • All floating subs • The 100 Day sick bank for long term illnesses • Cost Containment (for opting out of district health care) • All reimbursement past a 1st Master’s Degree • National Board Certification pay differential • PC 10/20/70 (Health care) • Retirement healthcare benefits • Furlough clause with regard to high school schedule • Continuous Co-Curricular Contracts (coaches will be rehired each year) • All committees to include co-curricular, guidelines, healthcare, teacher evaluation, and schedule review • Early Retirement Incentive Program

9. Proposed Changes • The Board wishes to make the following CHANGES to the existing contract: • Limit credits earned to 12 per year • Establish contractual language establishing professional duties beyond the work day • Change “buy up” health care to PC 10/20/70 • Introduce lesser health care plan PC/320 • Increase dental co-pay • Increase health insurance contribution by 10% over 3 years

10. WEA Proposal • Encore Class Size • Co-Curricular Equity • Just Cause • Establishment of Professional Development Committee • Teacher Evaluation Language • and other issues that speak to the climate in the district

11. The Wissahickon Salary Schedule Benefits • All Column Movements are Equal • All Step movements are Equal • Balance scales do not have bump steps • Bump steps raise the increment cost and encourages districts to bargain a step freeze. • Allows districts to afford and predict their payroll • All members are treated equally. • A teacher moving from step 1 to step 2 receives the same raise as a person moving from step 16 to step 17

12. Current Salary Schedule

13. The effects of the "No Step" we agreed to in the last contract (2010-2013) A step freeze is the worst thing for members. In 2010 each step was worth $2,430. There were16 steps inthe scale. • First year teacher: $2,430 * 16 = $38,880that you lost. • For a five year teacher: $2,430 * 11 = $26,730 that you lost. • For a ten year teacher: $2,430 * 6 = $14,580that you lost. • For a fifteen year teacher: $2,430 * 1 = $2,430 that you lost.

14. What is the long term effect of taking these step freezes? • Example based on a teacher hired in 2007 A teacher hired in 2007 already took a step freeze in 2010. • $2,430 (cost of a cell at that time) times 14(the number of remaining steps to the top) is $34,020. • You already gave that money back to the district.

15. How Will the Board's Current Proposal Affect You? Example for a teacher hired in 2007 (~30 new hires) Two years without a step increase. • First year $2,510 *12 = $30,120 • Second year $2,510 *12 =$30,120 Total Give back if we accept the current proposal = $60,240 Total Give back for this contract AND previous contract = $94,260

16. Salary Schedule(The % increase) • Salary Schedule decreased in real dollars over the last contract.

17. Inflation and Salary Schedule • Inflation projections • 2013: 1.8% • 2014: 2.0% • The percent increase MUSTequal the inflation rate for us to receive a 0% raise. • If the percent increase is less than inflation then we are taking a pay cut. • If we were to accept a 0% in 2013 we are really taking a 1.8% pay cut.

18. What is the Ideal Salary Schedule? • Minimize the number of steps, so teachers reach the career rate faster, and the profession remains attractive to college graduates (weakness of our scale) • Council Rock has 12 steps. • Balanced - each step and column movement isequal (our schedule is balanced) • Minimize the incremental cost (the cost of advancing each person one step on the salary schedule) • The percent increase should match or exceed inflation to avoid taking a pay cut

19. Corbett’s Plan for Pensions • Reduces the multiplier from 2.5 to 2.0 for everyone (current employees included) • Final salary calculation changed to highest salary for last 5 years • New employees changed to 401(k) defined contribution plan • Reduces monthly benefits if you draw out entire pension at retirement • Overall weakening of stability of system • Contribute to PACE • Contact state legislators