By Rob

Last June the members of the association gathered into a high school gymnasium to vote on a new labor contract.  No union member or district official can recall a contract that was settled so early.  We have always bargained through the summer.  Our ratification meeting usually happens in August when room is hotter and tensions are higher.

After the bargaining team briefed us on the new contract a teacher approaches the microphone and asks, “What did we give up with this contract?”

“Animosity.” was the reply.

The district and the union followed a new model of contract negotiation- Interest Based Bargaining (IBB).  In IBB both sides generate a list of issues they wish to see resolved in the contract.  But unlike traditional bargaining solutions are not proposed.  Instead the bargaining sessions are used to brainstorm solutions and the negotiations become problem solving exercises. 

The contract was ratified with over 99% of the union voting yes.  The Association was very happy with the outcome.

The next morning I attended the district’s contract briefing.  Surprisingly, the district was just as satisfied.  In this briefing, the Director of Human Resources shared each issue and solution.  The common denominator in nearly every agreed upon solution was “What is best for student learning.”

The only solution that has the potential to negatively impact student learning was to remove the cap on the number personal days that can be taken by staff on a given day throughout the district.  There is a possibility for a substitute shortage.  Both sides have agreed to revisit this topic next spring and share data on the impact of this new contract language.

I contrast this bargaining process with our past negotiations and the recent brinksmanship in Seattle and I’m convinced IBB should be the model we follow going forward.