Support staff negotiations under way in district

Daily Reporter Staff

Negotiations between the Spencer school district and the non-certified support staff union got under way Tuesday afternoon for the 2008-09 school year. Jack Lasiter, a representative for the United Electrical, Radio and Machine Workers of America, presented the union's initial proposal.

The branch, which represents food service employees, secretaries, bus drivers, teacher and library associates, and custodians in the district, was represented locally by Chris Beck, Teresa Martindale, Susie Brinkley, Toni Corcoran, Lori Gilman and Marjean Siepkes at the bargaining table.

As it has in past years, insurance ranked as a top issue. As they have for at least the last three years, union members proposed adding the following verbiage to their contracts next school year: "All bargaining unit employees who work 20 hours or more shall be eligible for health insurance in the district, which shall be single coverage on health and major medical, unless dependent coverage is elected, and in those cases the following shall apply: The union proposes to increase the amounts the district contributes to insurance in sections A, B, C and D by $1,00 each."

They are also seeking long-term disability insurance for all district employees scheduled to work 20 or more hours per week during the school year.

In salary, the non-certified support staff union members are seeking a $1 across-the-board pay increase. They also proposed an adjustment to the district's bus driver wages to "reflect the prevailing wage rate for the area. This adjustment is approximately $1.50 per hour." Union members are also requesting second language interpreters be placed at the same wage rate as sign language interpreters.

In supplemental pay, food service personnel would like to be paid an additional 50 cents per hour for certification. Bus drivers who drive activity routes are proposing their regular rate of pay and overnight shall be $150 for the first 24 hours, with an overtime rate of pay thereafter. In addition, custodians and food service workers are seeking to be paid 1 1/2 times their regular rate of pay for non-school activity work,

with uniform fees for the district's food service personnel being paid by Aug. 1 of each year.

Under the "layoff of personnel and/or reduction of positions" contract category, union members would like to add the following verbiage: "Recall of employees from layoff shall be done according to seniority of individuals. The most senior employee being re-employed first, until all positions are filled."

During Tuesday's meeting, Lasiter also asked for the addition of Presidents' Day and "an additional floater" to the list of paid holidays. Part-time union members and bus drivers would like to receive three paid "floater" holidays.

The branch union members are also seeking, under their contract's leaves of absence category, for sick leave to be available for use of family illness leave in the immediate family, which is defined to include an employee's spouse, child, ward, parent or parent-in-law. The contract language change being sought would also include "siblings, grandparents, grandchildren and in-laws" in this designation.

While this union has the right to hold meetings on school district property, in accordance with the district's current policy on the use of district facilities, union members are requesting the following addition in contract language regarding district equipment usage: "The union shall also be afforded the privilege to communicate with its members using the district's e-mail regarding the dates and times of union meetings or events."

The Local 821 are also asking district representatives to include a new article, "Discipline and Discharge," in next year's contract. As requested, it would state: "The parties recognize the authority of the employer to take proper disciplinary action against employees for proper cause. An employee who alleges a suspension or discharge is without cause may appeal said action beginning with the second step of the stated grievance procedure. Any disciplinary action to an employee may be processed as a grievance under the provisions of this agreement. The employer shall not discipline an employee without just cause and shall use progressive discipline wherever applicable."

The district is scheduled to issue its counterproposal to the support staff union during a 4:30 p.m. meeting on Thursday, April 3. A closed bargaining session is expected to follow.