By Lori Ehde
After a third mediation session last week, union members and school administration are no closer to an agreement on a teacher contract that is now seven months past due.
On the table is an offer of 9.17 percent wage and insurance increase over two years along with increases in sick and personal days.
Specifically, the district offers to increase single insurance premium contributions of $1,862 by $100, and family contributions of $5,286 by $200. In the second year of the contract, the package increases by $100 for single and $325 for family.
The Board has also tentatively agreed to increase pay for curriculum work from $17 to $20 per hour, increase association leave from five days to six days per year, increase teacher personal leave days from two to three days per year (with sick leave and sub pay deducted) and modify the sick leave language by removing the requirement of having been employed 12 previous months.
Teachers are requesting a 10.67 percent salary increase over the next two years and full single insurance and 90 percent family premium to be paid by the district.
In addition they request accumulated sick leave be increased from 135 to 150 days and that the district match a 403B retirement account of up to $2,000 per year per teacher, depending on length of service in the district.
With regard to severance, teachers request eliminating the eligible age of 55 and removing "continuous" from the 20 years of service language for eligibility to receive 100 days severance pay based on teachers salary.
According to Luverne Superintendent Vince Schaefer, he feels the district's offer is fair, especially compared with area districts of Luverne's size.
"If you compare our top position teacher salaries, we're very competitive," Schaefer said.
Worthington, for example, recently agreed on a 7.1-percent salary and benefit increase over the next two years.
Teacher contracts in Redwood Falls were signed at an 8-percent increase.
Luverne High School Counselor Craig Nelson is one of the negotiators for Luverne's Education Association.
He pointed out that Hills-Beaver Creek ssigned a contract at a 10 percent increase over two years and Edgerton's was 9.77.
He declined to say specifically what he felt the sticking points in negotiations have been. "It's not professional to negotiate in public," he said. "We don't feel that's necessary."
He did agree that language on seniority has been a major issue. "The state gives us a right to have a seniority list," Nelson said. He said the board's offer "would allow teachers to be arbitrarily assigned without any regard to their experience or certification."
For example, if a class were to be cut for lack of enrollment, under the Board's plan, the district could cut back hours of a senior, higher-paid teacher to cut costs.
"It's not all about economics," Nelson said. "It's also about language that could drastically alter our contract."
He also said the teachers' request of a 10.76-percent increase over two years is reasonable, considering the district just passed 10-year operating referendum that will bring in more than $600,000 each year.
He said some of that money should be used to keep quality teachers in Luverne. "If we don't compensate our teachers, we're going to see them go," Nelson said.
He said 39 out of 93 teachers will retire in Luverne in the next 12 years. "If we want to replace our teachers with the brightest and best, we need to offer attractive salaries."
Teachers have offered to go into binding arbitration, which means a third party would look at both offers and choose the one he shee feels is most fair. The board has not yet agreed to this.