Competitive Compensation ...

Bargaining builds momentum across the state

Story and photos by Rich Wood
WEA Communications

Hundreds of Olympia teachers and supporters quietly walked along Legion Way in downtown Olympia last month with one message for the district administration: "We deserve better."

On a recent afternoon, hundreds of Olympia Education Association members and their pets, kids and supporters walked through

downtown Olympia to the district administration office.

There, they wrote brief notes to the Olympia School Board and superintendent. Their message: We deserve a fair contract offer, one that pays us fairly for the work we’re already doing.

It was the first time in more than a decade OEA members had taken such an action, but it was warranted, said OEA President David Johnston. After months of negotiations, the district's latest contract proposal required teachers to work two more days at the district's discretion. OEA members say that's unfair and doesn’t acknowledge the long hours they already work.

"It really speaks well of the teachers and what they believe is fair," Johnston said of the OEA walk through town. "More work for more pay is not what they're after."

Reeves Middle School teacher Tom Groenewal agreed. He said Olympia teachers don't want or need two more district-directed work days.

"I know better what to do with my time," Groenewal said. "There are more important things I need to do for my students. We want to let the district know we definitely are concerned."

Johnston emphasized that OEA has a positive working relationship with district administrators. He remains optimistic the two sides can settle a fair contract with the help of a state mediator.

Elsewhere, collective bargaining is well underway in dozens of Washington school districts. Union proposals vary from local to local, but salaries, health benefits and workload relief are major issues across the state.

In Ridgefield, outside of Vancouver, WEA certificated members want the district to increase funding for insurance, reduce class sizes, add planning time and increase pay. Everett Education Association members have proposed a district-funded salary increase of 6.5 percent, tied solely to their responsibility as professionals and not connected to additional hours or days of work.

WEA's education support professionals also are advocating for higher pay. The Waterville Association of School Maintenance Employees has proposed a district-funded salary increase of 20 percent in addition to the state-funded increase of 3.3 percent.

Cashmere custodians and maintenance workers have negotiated a longevity bonus of five days’ pay after 15 years and eight days' pay at 20 years, plus $350 annual stipends for holding a pesticide license and for snow watch. They're also proposing a 10 percent district-funded pay increase beyond what the state is providing.

At the 2006 WEA Representative Assembly, delegates approved a starting salary goal of $45,000 and a top-end goal of $90,000 for certificated employees. They also set salary goals for ESP and higher education faculty members.

Reach WEA Editor Linda Woo at lwoo@WashingtonEA.org, via postal mail at WEA, PO Box 9100, Federal Way, WA 98063-9100; phone 253-765-7027 (or toll-free outside Seattle-Tacoma: 800-622-3393 ext. 7027); or fax 253-946-7612. We welcome story ideas, letters to the editor and suggestions for improving WE-Washington Education, or WEA Online.