The WWEA contract was finally posted on June 26, 2018 – the day after I FOIA’d it for the second time.
On that day, the web page Rammer provided said “Last Modified Today at 6:07 AM”
The signature page (pdf page 39 of the contract “Wheaton Warrenville Education Association (WWEA) 2018-2022”) is dated 5/10/2018.
It was already signed when I put in my first FOIA (On May 12th) – WHY WAS I DENIED a copy in the May 21st FOIA response?
What took so long to post it?
Did not spot in the Contract
Not in the highlights, and have not spotted in the contract, but the Daily Herald had the starting pay for a first year teacher with a BA. “A first-year teacher now makes $44,525. Under the new contract, that teacher will make $45,416”
Also the Daily Herald had a cost estimate. Neither the contract, nor the approved highlights had that.
- The new contract is posted on the District’s website: https://www.cusd200.org/Page/154
- Changes as approved (cusd200 wwea contract highlights may 2018)
- Daily Herald article: District 200 school board, teachers union ink 4-year contract – Katlyn Smith 5/11/2018
It is so wrong to approve a contract without having the actual contract to read – especially since new un-approved perks have been slipped in.
It was also wrong to approve across the board raises for all. Any raise for those who already have 20 years of experience is legalized THEFT! The school district is killing us with property taxes, and increasing the pension debt. Illinois is Bankrupt & K-12 schools are the number one cause driving the entire state off the fiscal cliff. – Jan Shaw
Sick Leave Changes
4.12 Sick Leave (PDF page 8)
What is meant by “…, may donate up to three (3) of the those days to the Sick Leave Bank.”?
For whom? What general sick leave bank? And this was NOT approved! It should be pulled.
10.7 Sick Leave (pdf page 24)
Extra sick leave days are now based on years of service rather than the number of days in the bank.
Those who actually use sick days will get more days this way.
Those who use none will take a minimum of 20 years (rather than 19) to reach the magical 340 mark. In the contract that ended 2015, all full-time employees received 15 sick days per year. It took at least 23 years to accumulate 340 days for 2 years of service credit for pension computation.
This change was NOT in the approved highlights. It should be pulled. In my opinion, extra sick days should NEVER have been given! They were never approved for the 2015-2018 contract!
From the WWEA 2018 – 2022 contract (a line has been added):
From the WWEA 2015 – 2018 contract (old):
From the WWEA 2018 – 2022 contract (new):
Quantity/Cost of extra Sick Days
The new UN-Approved method will give more than twice as many employees extra sick days and will allocate more than double the number of extra days!
Projections based on FOIA date using Old (approved method) will give a total of 1,940 extra days to 295 teachers. The new method will give a total of 4,393 extra days to 728 teachers.
The extra days will allow for more days off (and cost the district for a Substitute teacher) or they may be used to pad service credit in computing the pension for life. Thank goodness the district no longer lets employees cash in unused sick days t the current per diem rate.
Article V – teacher rights and responsibilities
Added to 5.1A, & 5.1B Dropped some of 5.2B – Not in Highlights
From the WWEA 2015 – 2018 contract (old) line removed:
From the WWEA 2018 – 2022 contract (new):
From the WWEA 2018 – 2022 contract (new):
Term Life Insurance
There are changes to 11.6 Term Life Insurance – Not in Highlights
From the WWEA 2015 – 2018 contract (old) line removed:
From the WWEA 2018 – 2022 contract (new):
Post-Employment Compensation
From the WWEA 2018 – 2022 contract (new):
Early Retirement Option is NO longer available
From the WWEA 2015 – 2018 contract (old) ERO removed (change in state law):
Pay Scale – Compensation
From the WWEA 2015 – 2018 contract (old) “lanes” are based on education “step” is number of years of service. The chart for last spring
From the WWEA 2018 – 2022 contract (new): The charts have ben removed. Instead, one fewer lanes, Lane changes are worth a constant amount (rather than percentage), No more “steps” but everyone receives the same percent increase (steps are baked into current salary which drives future salary) – This change was in the approved highlights.
Based on FOIA, 2017-2018 school year Count of employees in salary ranges
1132 Employees had a salary rate in the range $1 to $39,999 school year.
. (This includes substitute teachers and support staff)
202 Employees had a salary rate in the range $40,000 to $49,999
140 Employees had a salary rate in the range $50,000 to $59,999
163 Employees had a salary rate in the range $60,000 to $69,999
134 Employees had a salary rate in the range $70,000 to $79,999
182 Employees had a salary rate in the range $80,000 to $89,999
146 Employees had a salary rate in the range $90,000 to $99,999
82 Employees had a salary rate in the range $100,000 to $109,999
84 Employees had a salary rate in the range $110,000 to $119,999
29 Administrators had a salary rate in the range $120,000 to $129,999
. (+ pension contribution paid by taxpayers)
5 Administrators earning $157,276.00 (+ pension contribution paid by taxpayers)
1 Administrator earning $171,683.00 (+ pension contribution paid by taxpayers)
1 Superintendent earning $238,586.00 (+ pension contribution paid by taxpayers)
Micro Credentials added
From the WWEA 2018 – 2022 contract (new): Extra money for directly applicable education – This change was in the approved highlights.
Contract Dates
From the WWEA 2018 – 2022 contract (new):
Signature & who negotiated
From the WWEA 2018 – 2022 contract (new):
Tom Terranova woeks for the IEA (not the district). He represents the union. Bryce Cann is CUSD 200’s district union rep. CUSD 200 pays his salary as a teacher, but does he teach any courses? The others on the “union side” are teachers.
On the Admiistration side are administrators and principles – No school board rep, no taxpayer rep. Frequently, perks given to teachers will also be given to administrators.
WHO represents the taxpayer?
Since there are changes made, but NOT approved, the board should either change the contract to match what was approved. Or take a new vote to approve what they signed. Technically, what they did, does NOT appear not legal.
