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“A Better Illinois”

OCTOBER 1, 2013 BY IEA COMMUNICATIONS

IEA is working to collect 100,000 signatures over the next six weeks in an effort to get legislators to put a measure on the ballot to change the tax system in Illinois.

 

In coalition with other unions, faith-based and non-profit organizations, as well as small business owners, IEA is engaging in a petition drive to demand a fair tax system. You have often heard it said that Illinois has a revenue problem and the only truly effective way to remedy this problem is to amend the Constitution to allow for a graduated income tax. The first step to getting this amendment in front of the people of Illinois is to pressure the legislators to put it on the ballot.

A Better IllinoisIEA’s goal is to collect 100,000 signatures between Sept. 16 and Nov. 1.

The “A Better Illinois” coalition has a goal of 500,000 signatures. As the largest labor union in the state, we have been asked to do our share. To be successful, we need all hands on deck. This campaign will concentrate on our members and members’ friends and families. If every local union collects as many signatures as they have members we will achieve our goal. While the petitions hold no legal standing to put this issue on the ballot (the General Assembly will have to vote to do that), the signatures will demonstrate to legislators that a large number of people want the voters to have the opportunity to decide this important question.

A fair tax system is crucial if we are to truly improve education for all students. Our districts and our state must have more revenue. We need your help to convince the politicians that every one of our members, regardless of political party, expects the legislature to do the right thing for public education. Let’s show them how much we care!

Action needed:
Become familiar with the issue and sign the petition. 

Sign the online petition now!

Resources:

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D. 202 administrators, non-union support get 2 percent raise — Increase $102,000 less than what was built in to budget

 

Posted by tahernan, Community Contributor8:22 p.m. CDT, October 7, 2013

About 130 District 202 administrators and non-union support staff members will get 2 percent raises, retroactive to July 1, 2013.

The Board of Education approved the raises at its October 7, 2013 regular meeting.

The raise affects 130 staff members who were in administrative and non-union support positions last year. Neither employees new to these positions this year nor retirees who took an early retirement incentive get a raise this year.

“We are very proud of the hard work our administrators and non-union support staff members do every day,” said Board of Education President Roger Bonuchi.

“They have had to make the same personal and professional sacrifices, doing more with less over the last four years, just like our teachers and union support staff,” Bonuchi said. “They deserve the same consideration and respect as their peers,” he said.

That being said, the Board felt it important to continue to practice the austerity that helped carry District 202 through the recession, Bonuchi said.

The recently-approved 2013-14 budget included about $306,000, which would have supported 3 percent raises for administrators and non-union support staff. The Board instead agreed on 2 percent raises which will cost about $204,000, resulting in a $102,000 savings.

Since 2009, District 202 has saved about $42 million primarily by cutting about 345 full-time teacher, support and administrative positions, and through operational savings.

“The administration, led by Dr. Harper deserve a lot of credit for their hard work over the last several years to control costs, make difficult decisions and come up with creative ways to save money,” Bonuchi said.

Administrators and non-union support staff salaries were frozen in July 2009. In February 2010, the Board directed that administrators and non-union support staff pay a greater share of their health insurance. This action effectively led to a pay cut for many of these employees.

Administrators and non-union support staff got a 2.5 percent raise in February 2012. However, that increase set salaries back to what employees would have gotten in 2011 according to the administrator/non-union support staff salary scale. Their salaries have not been increased since February 2012.

Teachers got a 2.55 percent raise last year and a 1.5 percent raise this year. Union support staff got a 2.5 percent raise last year and a 2.2 percent increase this year, which was tied to the cost of living.

 

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Signing up for the PASS Website News

Our following has grown. We still have only 12.4% of our membership that have subscribed to receive the the website postings. This is the best way to stay informed about PASS News, information and articles from IEA, NEA as well as IMRF. Tell others so that everyone can share ALL the important information being posted.

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FAMILY AND MEDICAL LEAVE ACT

In general, the FMLA entitles employees to up to 12 weeks of unpaid leave per year for a spouse or an immediate family member with a serious health condition, or when unable to work because of a serious health condition. Employers covered by the law are required to maintain any pre-existing health coverage during the leave period and, once the leave period is concluded, to reinstate the employee to the same or equivalent job. All school districts are covered by the law, although not all educational employees are eligible if he or she has worked for the employer for at least 1250 hours during the preceding 12-month period and the employer has at least 50 employees. Teachers are presumed to have met the 1250-hour requirement.

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Seven Deadly Sins of School Employees

Your Association attorneys can help you if you avoid these gaffes.

by NEA Office of General Counsel

 

We, the state attorneys who represent members of the National Education Association (NEA), love a good courtroom fight. In fact, we have an impressive win record in board hearings, trials, and appeals. So when clients have been sexually harassed, wrongfully terminated or denied wages, we take careful notes and fight the good fight on their behalf.

Sometimes, however, clients bring us stories that aren’t going to end well—where there is no argument to be made and our client isn’t on the side of truth and justice. In those cases, the most we can do is point out the error of their ways and hand them a Kleenex.

 

 

Public school educators are tops in my book. But in hopes of avoiding even one sad story, I’ve listed out the “seven deadly sins” of school employees that leave us in a spot where we really can’t help. All are completely avoidable, completely within the employee’s control, and just should not ever happen—but, unfortunately, they sometimes do.

Sin: Walking off the job.

Grieve (after complying)—don’t leave. The only exception is fleeing from an immediate physical threat. Otherwise, stay on the job and call us afterward about the concern. If you walk off the job, it is the same as quitting.

Sin: Quitting before you talk to us.

This is similar to walking off the job. Using the “I’m going to hold my breath ’til my face turns blue” approach never works. Too many employees say “I quit” expecting their employer to recognize how indispensable they are. While the employee usually ends up apologizing and begging their supervisor for permission to stay, the employee instead hears in blunt terms: “Resignation accepted.” If you quit, you will lose any right to sue, any right to a board hearing, and any chance at unemployment compensation except in extreme cases involving ongoing harassment or discrimination.

Sin: Going to work with liquor on your breath.

Saying you just drank a bunch of cough syrup won’t fly, (Cherry Nyquil smells a whole lot different than vodka; your boss isn’t that naive). Don’t ever, ever, ever drink on the way to work, while at work, or during a break—you will get caught, you will get a termination notice, and we will not be able to help. (As a side note, coming to your attorney’s office with liquor on your breath when facing termination for drinking on the job is also a bit of a no-no—I will take your keys). If you have a drug or alcohol problem, get treatment. If you request it, your Association can likely get the district to work with you to get appropriate leave time and even help get you enrolled in a program. Denial will get you fired.

Sin: Looking at porn while at school.

Please do not use school computers for personal use. Your district knows everything you’ve looked at, down to the nanosecond, and they have the computer records to prove it. You will get fired.

Sin: Leaving students unsupervised.

Indefensible. When you walk away, something bad will happen, (little Billie will somehow blind Sally with a paperclip), and it will be entirely your fault. I understand the “need to use the bathroom” defense. Sadly, that won’t help. Someone must be supervising students during even a quick bathroom break (secretary, paraprofessional, even a custodian). Having someone “watch” from the next room isn’t enough. The number one job of a teacher is to supervise students, no exceptions.

Sin: Texting/emailing suggestive jokes to students.

Do not communicate with students in any way other than a professional manner. When the communication involves anything suggestive, your employer has to presume the worst (i.e., you are sexually involved) and will terminate you. If an allegation of inappropriate contact is made, no matter how false, but the evidence shows sexually oriented jokes were exchanged via text or email, it can result in both termination and criminal charges. Stick to contacting them about assignments, school notices, or general academic encouragement.

Sin: Calling in sick then posting pictures of yourself at the lake, mall, or Disneyland on Facebook.

Ah, my favorite. The employee musters up their raspiest voice, throws in some hacking coughs for good measure, and then leaves a pained message on the school’s answering machine about how they are too sick to come in. All spoken via cell while in a swimming suit floating on the lake, beer in hand. How do we know? Because the employee had their buddy take a picture with his iPhone and post it to Facebook, commenting: “great sick day at the lake!” Once again, here’s your Kleenex and best of luck in your next career…

The bottom line? Think before you act. Or, at the very least, call your regional advocacy specialist before you act so we can help.