UPDATE: Tenure votes may come TODAY! Call senators NOW!
Reports are coming in that the state Senate may vote THIS AFTERNOON on the House package that dismantles teacher tenure and attacks the collective bargaining and due process rights of all school employees.
PLEASE ACT NOW! Call your state Senator and urge them to vote against House Bills 4625-4628. Ask them not to strip good teachers of their rights in order to get the very few bad apples out of classrooms. Tell them we need common-sense tenure reform – which MEA supports through Senate Bill 503.
Contact your Senator right away – before it is too late.
Read more about these bills and what else is happening in Lansing today.
Doug Pratt
Director of Public Affairs
Michigan Education Association
Because we anticipate that the Legislature will try to push through insurance caps and tenure bills tomorrow [June 30], they need to see hundreds of MEA members watching them and encouraging them to do the right thing. Please take time to travel to Lansing to hold your legislators accountable.
MEA will provide briefings at 8:30 a.m. in Room A of MEA HQ (East Lansing), 10:00 a.m. in Room 428 of the Capitol, and 1 p.m. in Room 428 of the Capitol.
Your presence will make a difference!
Thanks – Tom
Tom Ferris
Southern Zone Field Services Director
Director of Organizing
Michigan Education Association
Disclaimer: Michiganvotes.org website is “a free public service of the Mackinac Center of Public Policy”. Please read any legislation descriptions with this in mind. The links to who voted “yes” and who voted “no” are valuable.
From the website: About MichiganVotes.org descriptions: The descriptions on this site are assembled by the editor from a variety of sources. Bill sponsors, legislative analysts, and policy specialists from the Mackinac Center for Public Policy and from many other organizations are often consulted to provide background and context for particular bills or votes. Many descriptions contain verbatim passages from bill analyses created by the House Legislative Analysis Section, House Fiscal Agency, Senate Fiscal Agency, and other non-copyrighted public sources.
Update received from michiganvotes.org
House Bill 4625: Make it easier to fire ineffective teachers
Reported in the Senate on June 28, 2011, with the recommendation that the substitute (S-1) be adopted and that the bill then pass.
http://www.michiganvotes.org/Legislation.aspx?ID=137751
House Bill 4626: Make it easier to fire ineffective teachers
Reported in the Senate on June 28, 2011, with the recommendation that the substitute (S-1) be adopted and that the bill then pass.
http://www.michiganvotes.org/Legislation.aspx?ID=137752
House Bill 4627: Ban laying off more effective but less senior teachers first (“LIFO”)
Reported in the Senate on June 28, 2011, with the recommendation that the substitute (S-1) be adopted and that the bill then pass.
http://www.michiganvotes.org/Legislation.aspx?ID=137753
House Bill 4628: Ban school unions bargaining over staffing decisions
Reported in the Senate on June 28, 2011, with the recommendation that the substitute (S-1) be adopted and that the bill then pass.
http://www.michiganvotes.org/Legislation.aspx?ID=137754
Wednesday, June 29, 2011
Tuesday, June 21, 2011
Recent Attacks
Listed below are recent attacks on MESSA and on the rights of our fellow union members.
Senate Bill 446: Increase MESSA and other government insurance disclosures
Introduced by Sen. Phil Pavlov (R) on June 15, 2011, to increase the amount of detail required in the insurance claims information that schools and local governments are required to report under a 2006 law that among other things required MESSA, the MEA teacher union's insurance affiliate, to release individual school district claims history data.
http://www.michiganvotes.org/Legislation.aspx?ID=138439
Senate Bill 446
Reported in the Senate on June 16, 2011, with the recommendation that the bill pass.
http://www.michiganvotes.org/Legislation.aspx?ID=138439
House Bill 4752: Increase MESSA and other government insurance disclosure
Introduced by Rep. Deb Shaughnessy (R) on June 14, 2011, to increase the amount of detail required in the insurance claims information that schools and local governments are required to report under a 2006 law that among other things required MESSA, the MEA teacher union's insurance affiliate, to release individual school district claims history data.
http://www.michiganvotes.org/Legislation.aspx?ID=138520
Senate Bill 165: Ban project labor agreements
Introduced by Sen. John Moolenaar (R) on February 17, 2011.
Passed 26 to 12 in the Senate on June 16, 2011, to prohibit project labor agreements in state, school and local public construction, road projects, etc., or as a condition of selective tax breaks granted for private projects. Project labor agreements require a contractor to mandate that each employee must join a union as a condition of working on a project. Note: Projects using any state money would still be subject to the “prevailing wage” law, which prohibits awarding government contracts to the lowest bidder unless the contractor pays so-called "prevailing wages" based on union pay scales, which are generally above actual market rates. Senate Bill 95 and House Bill 4224 would repeal “prevailing wage”.
See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=574424
Senate Bill 446: Increase MESSA and other government insurance disclosures
Introduced by Sen. Phil Pavlov (R) on June 15, 2011, to increase the amount of detail required in the insurance claims information that schools and local governments are required to report under a 2006 law that among other things required MESSA, the MEA teacher union's insurance affiliate, to release individual school district claims history data.
http://www.michiganvotes.org/Legislation.aspx?ID=138439
Senate Bill 446
Reported in the Senate on June 16, 2011, with the recommendation that the bill pass.
http://www.michiganvotes.org/Legislation.aspx?ID=138439
House Bill 4752: Increase MESSA and other government insurance disclosure
Introduced by Rep. Deb Shaughnessy (R) on June 14, 2011, to increase the amount of detail required in the insurance claims information that schools and local governments are required to report under a 2006 law that among other things required MESSA, the MEA teacher union's insurance affiliate, to release individual school district claims history data.
http://www.michiganvotes.org/Legislation.aspx?ID=138520
Senate Bill 165: Ban project labor agreements
Introduced by Sen. John Moolenaar (R) on February 17, 2011.
Passed 26 to 12 in the Senate on June 16, 2011, to prohibit project labor agreements in state, school and local public construction, road projects, etc., or as a condition of selective tax breaks granted for private projects. Project labor agreements require a contractor to mandate that each employee must join a union as a condition of working on a project. Note: Projects using any state money would still be subject to the “prevailing wage” law, which prohibits awarding government contracts to the lowest bidder unless the contractor pays so-called "prevailing wages" based on union pay scales, which are generally above actual market rates. Senate Bill 95 and House Bill 4224 would repeal “prevailing wage”.
See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=574424
Thursday, June 16, 2011
Upcoming Events
Don't forget the Whitecaps baseball game at 7 p.m. on Saturday, June 18. Wear red and bring the flyer sent to you on Groupwise for a deal on your ticket. This is a fun way to support unions!
Also remember to picket the Grand Rapids Chamber of Commerce (111 Pearl Street) from 11:30 a.m. to 1 p.m. on Monday, June 20. The key issues are attacks on pensions, the poor, and the working poor. This is a great opportunity to support all the unions that are supporting us!
Also remember to picket the Grand Rapids Chamber of Commerce (111 Pearl Street) from 11:30 a.m. to 1 p.m. on Monday, June 20. The key issues are attacks on pensions, the poor, and the working poor. This is a great opportunity to support all the unions that are supporting us!
Sunday, June 12, 2011
Reduction in Staff
The questions and answers below are intended for general informational purposes only. Please contact Main Office, Dan Magennis, or Michelle Thomas with more specific questions.
RECALL PROCESS
Question: How does the recall process work and when does it begin?
Answer: The recall process has no set beginning or end, if it occurs at all. The Administration is under no contractual obligation to start recalling by a certain date or to stop by a certain date. If they do recall pink slipped employees, they must start at the top of the recall list (the most senior person who is highly qualified for the position).
RECALL LIST
Question: If a person gets hired into another district throughout the summer, do they remain on the seniority list so they could still get a call back? (I am assuming this question comes from the fact that person would like to still be here if possible.)
Answer: Yes, you will remain on the call back list (more information below on the call back list) for the required time (explained below) or until you decline Kentwood's call back.
BENEFITS
Question: When do my benefits end if I do not get recalled?
Answer: Contact Main Office for specific information on benefits.
SICK DAYS
Question: Do you get compensated for your sick days when you are pink-slipped?
Answer: No, pink slipped teachers do not get compensated for their sick days. On page 16 of our contract, unused accumulated sick leave is only paid upon the severance of a teacher who has taught 10 or more years, and those teachers only receive compensation if they have 25 or more sick days.
MY CLASSROOM
Question: If I am pink slipped, by what date do I need to have my personal items removed from my classroom?
Answer: The district will let you know this information.
UNEMPLOYMENT
Question: If I collect unemployment and get recalled, do I have to pay the District back?
Answer: According to our contract page 49, "Any teacher who collects unemployment compensation during the summer months and who is recalled as a teacher by August 1, shall reimburse the District the amount of benefits through payroll deduction or direct payment to the District". Also, you may face a tax liability if you take unemployment and have to pay the district back! Suggestion: If you decide to collect unemployment, place that money into a separate account that remains untouched until you know it is yours to spend.
UNEMPLOYMENT
Question: When can the pink slipped staff begin to collect unemployment, etc.?
Answer: Check the pink slip letter you received from Administration; the effective layoff date is listed on that letter. If you choose to file for unemployment, keep that date in mind. Also, check out the state's website identifying requirements to qualify. http://www.michigan.gov/uia There is a lot of information for you to read (more than what will fit here!!). Don't forget that to read the question and answer above about repaying unemployment!!
Question: With a one year contract that is up and not being renewed...Do you know if I would be eligible for unemployment?
Answer: Check the website listed above to see what is necessary to qualify for unemployment.
RECALL LIST
Question: How long do I remain on the District's recall list if I do not get recalled this year? When is the start date for that period of time?
Answer: The recall list shall be maintained by the Board for three full school years or a period equivalent to the individual teacher's accumulated seniority, whichever is greater (contract page 50). So, for example, if you are pink slipped this spring , your name will remain on the recall list for the next 3 full years: the '11-'12 school year, '12-'13 school year, and '13-'14 school year.
SENIORITY LIST
Question: How does pink slipping work if I share the same hire date with others?
Answer: Seniority is based first on starting date, second on Board confirmation date, and third on the date on which the written contract was signed. So if you share a starting date, then the Board confirmation date is looked at. If you share a starting date and Board confirmation date, then the date of the signed contract is looked at. If you share all three of those criteria with other people, then your names are put into a drawing and pulled to determine "seniority". If callbacks occur, the most senior person with the qualifications for the open position will be called back first and then on down to the least senior person for jobs in which that person is qualified (refer to page 48 of our contract).
BUMPING RIGHTS
Question: While I haven't been pink slipped, my position has been eliminated. Do I have "bumping rights"?
Answer: "Bumping rights" means that an employee whose position has been eliminated can choose to push (bump) a less senior person out of a desired position. Kentwood does not have bumping rights for its employees. Your seniority gives you a position in the district, but the Administration chooses where to place you. So if your position has been eliminated, yet you have enough seniority that you are not receiving a pink slip, the Administration will determine a placement for you. You may make a request for placement, but the Administration does not have to honor that request (see contract pages 23-24).
26 PAYS
Question: I opted for 26 pays. If I am pink slipped, do I still get my 26 paychecks?
Answer: Yes, you still get all 26 paychecks. The paychecks teachers receive during the summer are deferred money from paychecks during the school year. Money is taken from each paycheck during the school year and set aside so teachers can receive paychecks during the summer.
RECALL PROCESS
Question: How does the recall process work and when does it begin?
Answer: The recall process has no set beginning or end, if it occurs at all. The Administration is under no contractual obligation to start recalling by a certain date or to stop by a certain date. If they do recall pink slipped employees, they must start at the top of the recall list (the most senior person who is highly qualified for the position).
RECALL LIST
Question: If a person gets hired into another district throughout the summer, do they remain on the seniority list so they could still get a call back? (I am assuming this question comes from the fact that person would like to still be here if possible.)
Answer: Yes, you will remain on the call back list (more information below on the call back list) for the required time (explained below) or until you decline Kentwood's call back.
BENEFITS
Question: When do my benefits end if I do not get recalled?
Answer: Contact Main Office for specific information on benefits.
SICK DAYS
Question: Do you get compensated for your sick days when you are pink-slipped?
Answer: No, pink slipped teachers do not get compensated for their sick days. On page 16 of our contract, unused accumulated sick leave is only paid upon the severance of a teacher who has taught 10 or more years, and those teachers only receive compensation if they have 25 or more sick days.
MY CLASSROOM
Question: If I am pink slipped, by what date do I need to have my personal items removed from my classroom?
Answer: The district will let you know this information.
UNEMPLOYMENT
Question: If I collect unemployment and get recalled, do I have to pay the District back?
Answer: According to our contract page 49, "Any teacher who collects unemployment compensation during the summer months and who is recalled as a teacher by August 1, shall reimburse the District the amount of benefits through payroll deduction or direct payment to the District". Also, you may face a tax liability if you take unemployment and have to pay the district back! Suggestion: If you decide to collect unemployment, place that money into a separate account that remains untouched until you know it is yours to spend.
UNEMPLOYMENT
Question: When can the pink slipped staff begin to collect unemployment, etc.?
Answer: Check the pink slip letter you received from Administration; the effective layoff date is listed on that letter. If you choose to file for unemployment, keep that date in mind. Also, check out the state's website identifying requirements to qualify. http://www.michigan.gov/uia There is a lot of information for you to read (more than what will fit here!!). Don't forget that to read the question and answer above about repaying unemployment!!
Question: With a one year contract that is up and not being renewed...Do you know if I would be eligible for unemployment?
Answer: Check the website listed above to see what is necessary to qualify for unemployment.
RECALL LIST
Question: How long do I remain on the District's recall list if I do not get recalled this year? When is the start date for that period of time?
Answer: The recall list shall be maintained by the Board for three full school years or a period equivalent to the individual teacher's accumulated seniority, whichever is greater (contract page 50). So, for example, if you are pink slipped this spring , your name will remain on the recall list for the next 3 full years: the '11-'12 school year, '12-'13 school year, and '13-'14 school year.
SENIORITY LIST
Question: How does pink slipping work if I share the same hire date with others?
Answer: Seniority is based first on starting date, second on Board confirmation date, and third on the date on which the written contract was signed. So if you share a starting date, then the Board confirmation date is looked at. If you share a starting date and Board confirmation date, then the date of the signed contract is looked at. If you share all three of those criteria with other people, then your names are put into a drawing and pulled to determine "seniority". If callbacks occur, the most senior person with the qualifications for the open position will be called back first and then on down to the least senior person for jobs in which that person is qualified (refer to page 48 of our contract).
BUMPING RIGHTS
Question: While I haven't been pink slipped, my position has been eliminated. Do I have "bumping rights"?
Answer: "Bumping rights" means that an employee whose position has been eliminated can choose to push (bump) a less senior person out of a desired position. Kentwood does not have bumping rights for its employees. Your seniority gives you a position in the district, but the Administration chooses where to place you. So if your position has been eliminated, yet you have enough seniority that you are not receiving a pink slip, the Administration will determine a placement for you. You may make a request for placement, but the Administration does not have to honor that request (see contract pages 23-24).
26 PAYS
Question: I opted for 26 pays. If I am pink slipped, do I still get my 26 paychecks?
Answer: Yes, you still get all 26 paychecks. The paychecks teachers receive during the summer are deferred money from paychecks during the school year. Money is taken from each paycheck during the school year and set aside so teachers can receive paychecks during the summer.
Unemployment Information
How to file a claim for unemployment benefits
A claim begins the week it is filed. Therefore, you should file your claim during your first week of unemployment. There are two ways to file a new claim or reopen an existing claim:
1. telephone - 1-866-500-0017 Your scheduled time for filing by telephone is based on the last two digits of your social security number.
Mon. 8:00 am to 12:30 pm 00-15
Mon. 12:30 pm to 4:30 pm 16-33
Tues. 8:00 am to 12:30 pm 34-48
Tues. 12:30 pm to 4:30 pm 49-66
Wed. 8:00 am to 12:30 pm 67-81
Wed. 12:30 pm to 4:30 pm 82-99
Thurs. and Fri. Open Call-In
2. internet - www.michigan.gov/uiaThe website is available from 7:00 am Monday through 7:00 pm Saturday.Once you file a new claim, you will be mailed:
a determination showing if you qualify based on the wages you have earned, the amount of weekly benefits and the number of weeks you may receive
if there is an eligibility issue with your claim, you will receive a separate notice
a booklet with detailed information about your rights and responsibilities for unemployment benefits - read the materials carefully.
There is much more information about claiming unemployment benefits in Michigan. Visit the website listed above for general information. If you have any questions or problems with your telephone or internet-filed claim, you can inquire about the claim by calling 1-866-500-0017 and selecting Option 3. This is a toll-free number open weekdays from 8:00 am to 4:30 pm. There are also problem resolution offices in Gaylord, Grand Rapids, Lansing, Livonia, Marquette and Saginaw for in-person assistance with any problem you have with your claim (see website for locations).
Please note that members of the Kentwood Education Association are not experts on unemployment. This information is provided only as general information and should not be taken as advice, recommendations, or expert information on the topic.
Information above taken from Fact Sheet #36, January 2008, Claiming Unemployment Benefits in Michigan, State of Michigan Department of Labor & Economic Growth, Unemployment Insurance Agency
A claim begins the week it is filed. Therefore, you should file your claim during your first week of unemployment. There are two ways to file a new claim or reopen an existing claim:
1. telephone - 1-866-500-0017 Your scheduled time for filing by telephone is based on the last two digits of your social security number.
Mon. 8:00 am to 12:30 pm 00-15
Mon. 12:30 pm to 4:30 pm 16-33
Tues. 8:00 am to 12:30 pm 34-48
Tues. 12:30 pm to 4:30 pm 49-66
Wed. 8:00 am to 12:30 pm 67-81
Wed. 12:30 pm to 4:30 pm 82-99
Thurs. and Fri. Open Call-In
2. internet - www.michigan.gov/uiaThe website is available from 7:00 am Monday through 7:00 pm Saturday.Once you file a new claim, you will be mailed:
a determination showing if you qualify based on the wages you have earned, the amount of weekly benefits and the number of weeks you may receive
if there is an eligibility issue with your claim, you will receive a separate notice
a booklet with detailed information about your rights and responsibilities for unemployment benefits - read the materials carefully.
There is much more information about claiming unemployment benefits in Michigan. Visit the website listed above for general information. If you have any questions or problems with your telephone or internet-filed claim, you can inquire about the claim by calling 1-866-500-0017 and selecting Option 3. This is a toll-free number open weekdays from 8:00 am to 4:30 pm. There are also problem resolution offices in Gaylord, Grand Rapids, Lansing, Livonia, Marquette and Saginaw for in-person assistance with any problem you have with your claim (see website for locations).
Please note that members of the Kentwood Education Association are not experts on unemployment. This information is provided only as general information and should not be taken as advice, recommendations, or expert information on the topic.
Information above taken from Fact Sheet #36, January 2008, Claiming Unemployment Benefits in Michigan, State of Michigan Department of Labor & Economic Growth, Unemployment Insurance Agency
Cost of Economic Security
http://www.mlive.com/news/grand-rapids/index.ssf/2011/06/single-income_earners_struggle.html
BY THE NUMBERS
Cost of economic security
What one worker in a family with two schoolchildren must earn to be economically secure:
Hourly Annual wage income
Kent County: $22.23/hour $46,944/year
Ottawa County: $22.29/hour $47,076/year
Allegan County: $22.64/hour $47,820/year
Barry County: $21.91/hour $46,284/year
Ionia County: $22.51/hour $47,544/year
Montcalm County: $20.43/hour $43,140/year
Newaygo County: $20.53/hour $43,368/year
Source: Wider Opportunities for Women and Michigan League for Human Services
BY THE NUMBERS
Cost of economic security
What one worker in a family with two schoolchildren must earn to be economically secure:
Hourly Annual wage income
Kent County: $22.23/hour $46,944/year
Ottawa County: $22.29/hour $47,076/year
Allegan County: $22.64/hour $47,820/year
Barry County: $21.91/hour $46,284/year
Ionia County: $22.51/hour $47,544/year
Montcalm County: $20.43/hour $43,140/year
Newaygo County: $20.53/hour $43,368/year
Source: Wider Opportunities for Women and Michigan League for Human Services
Friday, June 10, 2011
Current Legislation
Please note that the following legislative actions have been taken.
House Bill 4625: Make it easier to fire ineffective teachers
Amendment offered by Rep. Kate Segal (D) on June 8, 2011, to eliminate the tie-bar the bill to House Bill 4628, which prohibits this bill from becoming law unless that one does also. HB 4628 would prohibit teacher unions from bargaining over staffing decisions, including assignments, promotions, demotions, transfers, layoffs, methods for assessing “effectiveness,” discipline and merit pay systems. The amendment failed 47 to 62 in the House on June 8, 2011, to eliminate the tie-bar the bill to House Bill 4628, which prohibits this bill from becoming law unless that one does also. HB 4628 would prohibit teacher unions from bargaining over staffing decisions, including assignments, promotions, demotions, transfers, layoffs, methods for assessing “effectiveness,” discipline and merit pay systems. See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=573769
House Bill 4625: Make it easier to fire ineffective teachers
Introduced by Rep. Bill Rogers (R) on May 10, 2011. Passed 70 to 37 in the House on June 9, 2011, to revise the standards for granting a public school teacher “tenure,” and streamline the procedures for taking it away. Among other things the bill would extend from four years to five years the "probationary" period before a new teacher is granted this privilege; require the dismissal of a probationary teacher who is twice rated “ineffective” in one school year; eliminate certain automatic presumptions that a teacher is “effective;” limit the number of “second chances” (and third ones) for teachers placed on probation; and more. For more details see House Fiscal Agency analysis. This is part of a package comprised of House Bills 4625 to 4628. See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=573859
House Bill 4626: Make it easier to fire ineffective teachers
Introduced by Rep. Paul Scott (R) on May 10, 2011. Passed 61 to 46 in the House on June 9, 2011, to revise a provision that prohibits firing or demoting a public school teacher except for "reasonable and just cause,” changing this to “for a reason that is not arbitrary and capricious.” Also, to only pay a suspended teacher for 90 days, unless the suspension is reversed in an appeal hearing. Finally, to revise the definition of a “demotion” of a teacher (which triggers a host of procedural mandates), from a loss of pay equal to three days of employment to a loss equal to 30 days, or a 15 day suspension. See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=573860
House Bill 4627: Ban laying off more effective but less senior teachers first (“LIFO”)
Amendment offered by Rep. Roy Schmidt (D) on June 8, 2011, to exempt from the proposed policy teachers who are rated either "effective" or "highly effective." In other words, a school could still lay-off a "highly effective" teacher with less seniority ahead of an "effective" one who has more years on the payroll. The amendment passed by voice vote in the House on June 8, 2011, to exempt from the proposed policy teachers who are rated either "effective" or "highly effective." In other words, a school could still lay-off a "highly effective" teacher with less seniority ahead of an "effective" one who has more years on the payroll. http://www.michiganvotes.org/Legislation.aspx?ID=137753
House Bill 4627: Ban laying off more effective but less senior teachers first (“LIFO”)
Introduced by Rep. Margaret O'Brien (R) on May 10, 2011. Passed 68 to 39 in the House on June 9, 2011, to require public schools to make teacher layoff decisions on the basis of whether a teacher is more or less “effective,” and prohibit using seniority as the primary or determining factor(“last in first out,” or LIFO). Among other things, “effective” would be measured by evidence of increased student achievement. If a school district’s current employee union contract prohibits these criteria, they would only go into effect after it has expired. See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=573861
House Bill 4628: Ban school unions bargaining over staffing decisions
Introduced by Rep. Ken Yonker (R) on May 10, 2011. Passed 59 to 48 in the House on June 9, 2011, to prohibit public school employee unions from bargaining over staffing decisions, including assignments, promotions, demotions, transfers, layoffs, methods for assessing “effectiveness,” discipline and merit pay systems. Current law already bans bargaining over privatization, school schedules and several other items. See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=573862
MichiganVotes.org promotes Government Transparency and Government Accountability.
House Bill 4625: Make it easier to fire ineffective teachers
Amendment offered by Rep. Kate Segal (D) on June 8, 2011, to eliminate the tie-bar the bill to House Bill 4628, which prohibits this bill from becoming law unless that one does also. HB 4628 would prohibit teacher unions from bargaining over staffing decisions, including assignments, promotions, demotions, transfers, layoffs, methods for assessing “effectiveness,” discipline and merit pay systems. The amendment failed 47 to 62 in the House on June 8, 2011, to eliminate the tie-bar the bill to House Bill 4628, which prohibits this bill from becoming law unless that one does also. HB 4628 would prohibit teacher unions from bargaining over staffing decisions, including assignments, promotions, demotions, transfers, layoffs, methods for assessing “effectiveness,” discipline and merit pay systems. See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=573769
House Bill 4625: Make it easier to fire ineffective teachers
Introduced by Rep. Bill Rogers (R) on May 10, 2011. Passed 70 to 37 in the House on June 9, 2011, to revise the standards for granting a public school teacher “tenure,” and streamline the procedures for taking it away. Among other things the bill would extend from four years to five years the "probationary" period before a new teacher is granted this privilege; require the dismissal of a probationary teacher who is twice rated “ineffective” in one school year; eliminate certain automatic presumptions that a teacher is “effective;” limit the number of “second chances” (and third ones) for teachers placed on probation; and more. For more details see House Fiscal Agency analysis. This is part of a package comprised of House Bills 4625 to 4628. See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=573859
House Bill 4626: Make it easier to fire ineffective teachers
Introduced by Rep. Paul Scott (R) on May 10, 2011. Passed 61 to 46 in the House on June 9, 2011, to revise a provision that prohibits firing or demoting a public school teacher except for "reasonable and just cause,” changing this to “for a reason that is not arbitrary and capricious.” Also, to only pay a suspended teacher for 90 days, unless the suspension is reversed in an appeal hearing. Finally, to revise the definition of a “demotion” of a teacher (which triggers a host of procedural mandates), from a loss of pay equal to three days of employment to a loss equal to 30 days, or a 15 day suspension. See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=573860
House Bill 4627: Ban laying off more effective but less senior teachers first (“LIFO”)
Amendment offered by Rep. Roy Schmidt (D) on June 8, 2011, to exempt from the proposed policy teachers who are rated either "effective" or "highly effective." In other words, a school could still lay-off a "highly effective" teacher with less seniority ahead of an "effective" one who has more years on the payroll. The amendment passed by voice vote in the House on June 8, 2011, to exempt from the proposed policy teachers who are rated either "effective" or "highly effective." In other words, a school could still lay-off a "highly effective" teacher with less seniority ahead of an "effective" one who has more years on the payroll. http://www.michiganvotes.org/Legislation.aspx?ID=137753
House Bill 4627: Ban laying off more effective but less senior teachers first (“LIFO”)
Introduced by Rep. Margaret O'Brien (R) on May 10, 2011. Passed 68 to 39 in the House on June 9, 2011, to require public schools to make teacher layoff decisions on the basis of whether a teacher is more or less “effective,” and prohibit using seniority as the primary or determining factor(“last in first out,” or LIFO). Among other things, “effective” would be measured by evidence of increased student achievement. If a school district’s current employee union contract prohibits these criteria, they would only go into effect after it has expired. See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=573861
House Bill 4628: Ban school unions bargaining over staffing decisions
Introduced by Rep. Ken Yonker (R) on May 10, 2011. Passed 59 to 48 in the House on June 9, 2011, to prohibit public school employee unions from bargaining over staffing decisions, including assignments, promotions, demotions, transfers, layoffs, methods for assessing “effectiveness,” discipline and merit pay systems. Current law already bans bargaining over privatization, school schedules and several other items. See [Who Voted "Yes" and Who Voted "No"] at http://www.michiganvotes.org/RollCall.aspx?ID=573862
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