Brown letter updates Board of Education teacher negotiations

(Editor's Note: This letter was written by Jill Brown, chair of the Board of Education negotiations committee. It was sent to Cranford Patch in an effort to update Cranford taxpayers on the negotiations between the Board of Education and the Cranford Education Association. It has not been edited)

This letter will provide an update to the Cranford taxpayers on the status of the negotiations between the Cranford Board of Education (BOE) and the Cranford Education Association (CEA).  The CEA represents approximately 420 teachers, custodians, secretaries and aides employed by the BOE.  The terms of the expired contract continues in full force (salary, health benefits, sick and personal days and tuition reimbursement) until agreement on a successor contract.  We had our last meeting with the state appointed mediator on Thursday, May 27th.  The contract proposal from the BOE was: Year 1 (2009-2010), 2% increase for all employees and a health benefit contribution of 1.5% from the base salary of each employee, as stated by law, starting May 21, 2010;  Year 2 (2010-2011), 0% increase for all employees with a  continuation of the  contribution of 1.5% of base salary towards health benefits, and Year 3 (2011-2012), 2% increase for all employees and the continuation of 1.5% contribution of the new base salary towards health benefits.

The loss of 2.5 million in state aid and the loss of BOE budget reserves resulted in the loss of jobs for 49 employees for the next school year.  If the CEA  accepted the 0% or status quo on salary in the 2010-2011 school year, the BOE could re-employ about 8 staff members.  The BOE feels this is fair to the staff AND the students. It would also provide jobs for 8 staff members who would otherwise be out of work.

The counter proposal from the CEA was: Year 1 (2009-2010), 3% increase for certificated staff (teachers), 4% for all other support staff (custodians, secretaries and aides), and no additional contribution for health benefits (teachers currently contribute $150 per year and support staff contribute $100 per year towards health benefits). Year 2 (2010-2011), 2 1/2% for certificated staff, 4% for other support staff and 1.5% contribution of the new base salary toward health benefits. Year 3 (2011-2012), 2 1/2% increase for certificated staff, 4% for all other support staff and 1.5% contribution of the new base salary towards health benefits.  The CEA proposal would lead to additional lay-offs beyond the 49 staff members who already lost their positions.  It would lead to larger class sizes, and probable program loss. 

The BOE will not agree to a salary increase to the CEA in a year when staff members are already being terminated and that increase will only cause additional terminations.  The CEA will not agree to a 0% in order to save members' jobs and proposes an increase that will lead to additional terminations.

This was our last meeting with the state mediator.  The  next step is the fact-finding.  The fact-finding phase of Impasse comes with costs that must be borne by the BOE and the CEA.  It is still possible to continue to meet until a fact-finder is assigned by the state.  The CEA can  be a part of the solution in this fiscal crisis.  The CEA can help save jobs for their members and maintain the existing programs and class size for our students.  The BOE asks that the CEA not  bring it's fight with the Governor to our community.

Jill Brown, Chair

The Board of Education negotiations committee