If settlement is not reached, the investigator will conclude that impasse has been reached and will certify a final offer from each party. The mediator now becomes an investigator who continues to work with the parties to reach settlement. If the mediator is unable to help both parties reach agreement, either party may file a petition for arbitration. If no agreement is reached, a mediator may be called in to help with the negotiations. When agreement has been reached on all proposals, which may include some proposals being dropped, the final agreement is approved by the MG Board of Education and by the MGEA. Meetings are scheduled according to the ability and willingness of members of both bargaining teams to meet. The School Board is represented by the Superintendent and the Board’s attorney. The MGEA is represented in these sessions by their bargaining team of teachers and their attorney. In fact, it is our understanding that teachers and other represented employees in the majority of districts do not elect to engage in such activities.Īfter the exchange of proposals occurs at a public meeting, negotiations sessions are closed.
The decision by the teachers to “work to contract” is by no means a universal union strategy Job descriptions, Board policies, rules and regulations, faculty handbooks, student handbooks, evaluation criteria, past practices regarding expectations of duties in the District, among other things, all assist in determining the difference between mandatory and voluntary duties. Also, teachers’ presence at school open houses and at monthly staff meetings is required under the terms of the collective bargaining agreement. These kinds of activities continue because teachers are under contract and paid specifically for this work. Many teachers are paid additives to coach various athletic teams or advise student clubs. Support their colleagues and students unless assigned to do so. In addition, they may decide not to attend student concerts or athletic events to Generally, teachers refuse to participate in voluntary activities such as extra committee work.
“Working to contract,” in contrast to engaging in a “strike” which remains illegal for public school teachers in Wisconsin under most circumstances, means that teachers engage in concerted activity to perform only mandatory duties associated with their respective positions. Teachers voted in May, 2010, to “work to contract” in an effort to bring pressure on the Board of Education to settle the negotiations.
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Although the applicable salary schedule is subject to change only through negotiations, teachers receive increased pay in accordance with that schedule for each year of teaching experience in the District and attainment of professional development, both of which provide for increased salary during the contractual “hiatus.”
Mandatory subjects of bargaining are defined, generally, as those items which primarily impact wages, hours, and conditions of employment.Īre teacher salaries “frozen” during this “hiatus” period? However, during “hiatus,” the period between expiration and agreement on a new contract, the terms of the most recent contract constituting mandatory subjects of bargaining and which do not specifically sunset by their own terms remain in effect.
The collective bargaining agreement between the MG Board of Education and the MGEA expired on June 30, 2009. The initial proposals of the Board of Education and the MGEA are linked here. Negotiations began with an exchange of initial proposals on February 17, 2009. When did current contract negotiations start?
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(note: This document and this post have been updated 9/25)Īn Update from the Monona Grove Board of Education Regarding Negotiations between the Monona Grove Education Association (MGEA)and the Board (September 15, 2010) The board has posted the following Q&A in response to questions we have received concerning the status of the contract negotiations.
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