Monday, June 27, 2011

Lest you are some provisions of SB 5....will they be repealed at the ballot box?
Other aspects of Senate Bill 5

The Repository analyzed how two provisions in Senate Bill 5 that limit public spending on employee health insurance and retirement contributions could affect local governments, libraries and public school districts in Stark County. But Senate Bill 5, which is more than 300 pages, contains many more changes that would affect public employees and agencies — and the taxpayers that support them. Here are other provisions under the bill.

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Bargaining changes: Expands the topics that management can refuse to negotiate, including employee qualifications, work assignments and minimum staffing levels. Teachers also could not negotiate the maximum number of students assigned to their classrooms. Employees still could bargain for wages, hours and terms and conditions of employment and still would be eligible for pay raises based on performance evaluations.

Strikes: Bans employees from striking and requires public employers to deduct an amount equal to twice the employee’s daily rate of pay for each day the employee engaged in a strike. Currently, only certain workers, such as police and firefighters, cannot strike.

Performance pay: Eliminates the state salary scale for teachers that ensures the minimum amount a teacher may be paid is $17,300. Instead, teachers’ pay would be based on performance standards, such as the teacher’s level of license, whether the teacher is considered a “highly qualified teacher” as defined by law, a value-added measure of student performance (such as standardized test scores), teacher evaluations and any other criteria a school board could deem relevant.

Sick leave: Reduces the amount of sick leave most public employees receive from three weeks a year to two weeks.

Vacation leave: Caps vacation leave for certain employees at five weeks a year and limits total accrual for employees who accrue six weeks of vacation time a year.

Union fee: Bans a provision from bargaining agreements that requires employees who do not want to become a union member to pay a fee to the union as a condition of employment.

Contract disputes: Establishes the governing body (city council, school board, township trustees) as the final decision-maker for any contract dispute that is unresolved during the fact-finding process.

Supervisors: Expands the definition of “supervisor” for fire and police departments and prohibits ranking employees in those departments from being part of the same union as rank-and-file employees.

Community schools: Prohibits employees of charter schools from collectively bargaining, except for conversion charter schools.

Reduction in force: Forbids employers from considering seniority and length of service alone in decisions regarding a reduction in force of certain public employees.

Larry KehresMount Union Collge
Division III
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