The Contract between the Newtown School District and the Newtown Teachers Association has expired. The Board is committed to keeping its costs as low as possible. The Teachers Association is also committed to improve the lot of its membership and may go on strike if an agreement is not reached quickly. Each side is open to negotiation, and feels it has some room to move on certain issues. The Board is meeting with the teachers, with an express intent to conclude an agreement, and avert a strike.
Negotiation Structure.
Teachers Viewpoint.
The Board felt that the issues of teachers would be on the following lines.
Agreeing to layoff of staff, transparency about identifying teachers to be laid off, notice period for layoff, review procedure for laid off people, facility for recall.
No increase in pupil/teacher ratio, increase the length of work day, elimination of prep time, reduction of duty time, taking up emergency assignments.
Transparency about performance evaluation, and need to feel included while developing a systematic evaluation procedure.
Retrospective salary benefits, with cost of living benefits.
Need to redeem accumulated sick leave at the time of leaving service, provision of higher duration of childbirth leave, salary granted for civic duty leave.
Our Negotiation structure.
Reduction in Staff.
Our analysis showed that we could run the school system with 343 teachers giving us a ratio of 35 students per teacher. Based on this analysis, we fixed the maximum number of teachers to be laid off as 32 given the starting strength of 375. However, we were open to no reduction at all if the teachers were willing to take the requisite pay cut. Since the reduction in force (RIF) was due to financial issues, the board wanted to maintain total control over the process. The only concession available to teachers was an advisory role. The board decided to have non-binding arbitration that it was willing to accept for other disputes also.
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