Thoughts on June's School Board Election

by Rick Tannenbaum

The Nyack Teachers' Union's endorsements, coupled with lawn signs, phone banks and thousands of postcards, have secured three union-friendly seats on the new school board: one for incumbent Bryan Burrell, and two for newcomers Tom LaColla and retired teacher Claudette Jimerson.

New contract negotiations begin this fall and the union is well aware that the public wants tax relief. For too long, the union has capitalized on a popular misconception that teachers are overworked and underpaid.

Here's a reality check. Let's look at Mr. Smith. With more than ten years of teaching and a Masters Degree, Smith can earn $85,000 this year. He enjoys health and insurance for himself and his family, excess major medical coverage and life insurance. Smith pays 20% of the premiums on his benefits but the District reimburses him $1000 tax-free, payable to his flexible benefits spending plan.

He could increase his earnings by mentoring ($1,500), or being mentored ($750), continuing his education, being a subject area coordinator (up to $6,168 per year), a department liaison ($3,839), an assistant to a coordinator ($4,347), or even a dual coordinator ($10,938 per year). He could become a department chairperson (up to $5,442), a guidance counselor ($5,900) or a dean ($9,830). He could coach a sports team (up to $8,500 per year), teach summer school ($47.35 per hour), or work on curriculum updates ($39.89 per hour). His contract enables him to also earn money with the ski club ($1,565), the Origami club ($1,192) or the Future Homemakers of America ($946). Finally, Mr. Smith could earn more in the future by simply being around long enough to collect a "longevity bonus" of up to $8,000 per year.

Not bad for a 185-day work year.

If only these kinds of job conditions existed everywhere, particularly in the private sector! Those of us who earn a living in the free market economy have a different perspective. We understand that companies sometimes hold off on annual raises or ask employees to pay larger shares of insurance premiums when times are tough.

Negotiations take place behind closed doors, but taxpayers should let their elected board know that spending nearly 80% of the budget on salaries and benefits is no longer viable. Here's what the negotiating team should bear in mind:

· Consider a short one-or two-year contract. The economy is uncertain.

· Tie increases in base salaries to the increase in the Mid-Atlantic CPI (LFE) which is the index for the Mid-Atlantic region for all items less food and energy-about 2.2% last year.

· Demand more flexibility in providing health coverage. In the private sector, in addition to requiring employees to pay a portion of premiums, employers are also saving money by limiting benefits, increasing co-pays, and instituting co-insurance. Health care premiums are already increasing 10 to 15% annually. Do away with the $1000 annual payment into flexible spending plans.

· Review every stipend beyond base salary for both its necessity and amount. How many department liaisons, assistant coordinators, dual coordinators, etc. do we really need and do the amounts paid reflect value received?

· The District should have a contractual right to outsource some teaching functions. The teachers' contract limits both the number of hours per day and the number of days per year that teachers can be asked to work. Beyond that, schools are closed. The district's budget would stretch farther if it had the right to outsource tutoring or the supervision of co-curricular activities to hourly-paid contractors.

· Finally, use a professional negotiator. Board members holding their seats because of union largesse may have trouble with an obvious conflict of interest. The teachers' contract renewal should not be a "thank-you" for the union's support in the election.