The Danville Education Association (Pa.) has been operating without a contract for three years.
Two years ago, the teachers approved recommendations of an independent fact-finder; the board rejected it. This eventually led to a protest strike of five days in April 2014. Recently, the teachers and the board agreed to submit their proposals to an independent arbitrator.
Working under regulations of the Pennsylvania Labor Relations Board, the arbitrator analyzed the district finances, tax base, and other data before making his recommendations. The arbitrator concluded the district had the money to pay the teachers more—not what the teachers asked, but more than the board was offering. He also recommended increased contributions by the teachers for their health benefits.
The teachers voted to accept the recommendations. The board unanimously voted to reject the arbitrator’s recommendations, even though the arbitrator agreed with most of the board’s demands.
The board claims it can’t afford the teacher raises. The overall budget for the 2014–2015 academic year is about $34 million. In addition, the district also has about $12.2 million in reserve, most of which the district says is for anticipated increases in health care premiums and unfunded mandates to improve the state retirement system; included is an unassigned reserve of about $2.1 million. In 2011, when the Board only had a $6.2 million surplus, the fact finder had recommended a 5.7 percent increase for teacher salaries for the 2015-2016 academic year. The arbitrator two years later recommended raises of 3.5 percent for each of the four years of the new contract.
Of the 17 districts in the Central Susquehanna Intermediate Unit (CSIU), Danville teachers are ninth in average salary (about $52,000 a year). The district has the second highest average income of all districts in the CSIU. Teacher salaries and benefits are about 48 percent of the total budget, down from 51.1 percent in the 2009–2010 academic year.
Every teacher pays 7.5 percent of his or her salary into a retirement account, in addition to 6.2 percent for social security contributions. The district, under federal law, also pays 6.2 percent social security contribution, but pays only 3.09 percent into the state pension fund, a slow increase from 1.18 percent in 2008–2009. (The state also pays 3.09 percent.)
Each teacher currently pays $1,453–$1,684 per year, depending on the plan, for health care. The arbitrator recommended the teachers increase their share of the total cost to 12 percent of the health care cost.
Perhaps the board needed the money for its “Community Room.” That room, which will be the place for board meetings, includes a new sound system ($31,159), new carpet ($13,242), and new furniture ($8,551.06).
Perhaps the board needed the money for an additional administrator ($69,209), or for the 3 percent increases for its administrative staff, which includes a salary of $133,900 for its superintendent, more than $60,000 higher than the highest pay earned by any teacher.
Because of the teachers, the students have the highest academic scores on the Pennsylvania School Performance Profile; the high school is the only one in the state, one of only 340 in the nation, to have earned Blue Ribbon designation by the U.S. Department of Education. That honor is based upon academic excellence and/or progress in closing achievement gaps among student subgroups.
The board’s performance leaves some serious questions. The major question is why even go to arbitration if you don’t plan to listen to what is a fair settlement? Apparently, the board believes that only if the arbitrator agrees with all of its proposals should it accept the recommendations. This is not what arbitration is.
However, there are two deeper issues. Some residents ignorantly claim that teachers work limited hours a day and only 180 days a year, not realizing that outside of class teachers also have preparation, grading, student and parent conferences, extracurricular advising, required training sessions, and meetings; the average worker, if taking into account weekends, sick days, vacation time, and holidays, works fewer hours a year than does the average teacher. The arbitrator said many of the letters he received from the public argued that the teachers are paid more than the general public in the district, and receive better benefits. These arguments are not uncommon in Pennsylvania.
This is not the 19th century when teachers didn’t need a college degree, were primarily female—they were often called “school marms”—and worked for low wages and near-nothing benefits.
Today, every public school teacher has a college degree and state certification. Every teacher is required to take additional classes. Most teachers are pursuing or have already earned master’s degrees. They are a part of the professional class. But, they are still behind their other colleagues who have similar education and years of experience.
But, this doesn’t matter to those who may be envious that others make more than they do, a problem not just in Danville but throughout the state and nation.
Here are two realities. First, high quality teachers—the ones who teach our children who will become our tradespeople, secretaries, physicians, social workers, firefighters, and scientists—are critical to any society, and should be paid well.
Second, if the public is upset the teachers are paid more than they are, then they should do what the teachers have done successfully—Unionize and raise their own wages and benefits, rather than complain about others and try to drag their compensation down.
Photo by Seattle Municipal Archives
Among those contributing facts to this column were Dave Fortunato, president of the Danville Teachers Association; and Allan Schappert, president of the board of the Danville Area School District.