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TO: MEA Board of Directors
FROM: Mike Shoudy, Executive Director
DATE: July 2019
RE: Executive Director’s Report July 25, 2019, MEA Board of Directors Meeting
UNISERV/FIELD SERVICES
Field Services
The zone directors, associate executive director Kamienecki and all field staff worked throughout last fall to ensure the transition from four zones to three zones went smoothly. We are happy to report the configuration is working well.
In addition, field staff engaged in numerous organizing efforts as mentioned in the Organizing portion of this report. All associate, professional and management staff also spent the year working to increase the frequency and accuracy of the notes entered into the Membership system; accurate records are very helpful in recruiting and more importantly retaining members. We are also working to make sure each local receives updated member/potential member information at least three times each school year.
Organizing
This year’s new unit organizing chart has been posted to Boardeffect.
The organizational development specialists continue to work around the state implementing the GITG program and NEA’s Year Round Organizing plan. We continue to see positive results from these efforts. Areas of focus have included Ann Arbor, Port Huron, Hazel Park, Battle Creek, Kalamazoo, Muskegon, and many more.
We are currently planning to implement year four of the NEA’s New Educator Campaign program and year three of the NEA Education Summer Fellows program. This year, we have 17 summer fellows working in 14 different locals across the state. This program kicked off July 9- 10 and our member organizers are already hard at work! This year’s New Ed plan has significantly expanded from last year’s and we are in the process of training field staff and local leaders across the state. In addition, as part of our New Ed plan, we will be offering 30 local
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membership chair (LMC) paid positions as a pilot program. These individuals will be required to attend a one-day training in August and work throughout the fall. This is an exciting initiative. Mary Aldecoa is the lead on our New Ed and Winter Worksite effort and Linda LaVictor is the lead on the six-month Ambassadors and Ed Summer Fellows programs.
The organizers have also been working this year to head up the OAR (Organizing and Retention) Committee to establish “Best Practices” in the field to recruit and retain membership. We look forward to rolling this program out at the July Board meeting and for the field in August. Linda LaVictor has also been working for more than a year with Sandy Grier and Bruce Jordan on the ESP Listening Tour. It was very well received, and they will be working to introduce a new aspect to this work in the coming fall.
During this year, Caleigh Hunt and Dolores Tufaro (in a temporary position) joined the organizing staff. In addition, this spring we welcomed Rodolfo Palma as an organizer to work on organizing new units at the Michigan State University.
Mid-Eastern Zone, Research & Bargaining
Staff Updates 2-A hired Seth Furlow as its permanent UniServ director. Seth comes to MEA from the Novi EA where he served as president. 2-A is very happy and excited to have him as their UniServ director.
A vacancy exists in our Region 8 field membership assistant position. Since no internal applicants applied, we are currently testing external applicants.
Mid-Eastern Zone Settlements Troy Early Childhood Educators - Accretion into the Troy EA CBA is complete. Five- step salary schedule, single subscriber insurance benefits, and prep time gains were made. Hazel Park EA - Two years, starting salary increased to $35,000, top step added, 2 percent on schedule, .5 to one full step movement depending on years of service, wage reopener in year two. Hazel Park P - One year, new top step, 3 percent on schedule, restoration of paid Labor Day holiday, increase of personal days. Plymouth EA - Two years, three steps over two years, 4 percent on schedule over two years. Rochester EA - Two years, two steps, 4 percent on schedule over two years, additional step over two years for those hired after 2011-12. Macomb Academy P- Full steps, sexual orientation and gender neutral language added to non-discrimination clause, between .14 and .19 percent raises per step.
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Clarkston EA- Continuing their accord process of joint problem solving, a MOU was ratified defining class size for young fives and also more lenient definition for sick time usage. Novi OP- Wage reopener, full steps and 1 percent on schedule at top step, ME-TOO language tied to an EA settlement. Novi T - Wage reopener, full steps and 1 percent on schedule at top step, ME-TOO language tied to an EA settlement. Wayne-Westland EA - Two years, members will be placed on salary step equivalent to their years of service, new step 15 added ($82,500 BA, $86,500 MA), six steps for experience credit, base step raised to $40,000 BA and $42,000 MA. Wayne-Westland O - Three-years, all half-steps removed for 19-20 and the salary schedule will be twelve steps. For the 19-20 school year, the WWESA salary schedule will increase by $1.00 on each grade and step. For the 20-21 school year, all steps no increase to schedule, and the 21-22 school year will advance a step and $1.00 will be added to the schedule. For the 20-21 schedule, members will receive $1,000 retention bonus. Longevity was increased by $250 to each tier and a new longevity step was added. 13-14 years $500; 15-19 years $750; 20-24 years $1150; 25 plus years $1750. South Redford EA - Contract extension through December 31, 2019 with a full half year wage increase paid out over the nine pay periods from September-December 31. New bargaining dates are already set for the week of Oct. 14. The extension was due to the district’s concern about two charter schools opening up and their student enrollment as well as not knowing the pupil foundation allowance yet. Therefore, we will bargain again once we have the numbers.
Wayne-Westland Transportation - Four bottom steps removed from the wage scale as well as half steps and now have only seven steps on the schedule. Beginning July 1, 2019 employees will be placed on steps based on his/her years of service with WWCS. Top step has increased by $1.00; year two, everyone advances another step beginning July 1; year three, everyone advances another step beginning July 1 and step seven increased another $.50. They also continue to receive their off-schedule money all three years of $500, $1000, or $1,700, based on their length of employment and got their vacation pay back each year of the contract.
Wayne-Westland Food Service - Has a three year contract with retaining their retention bonuses as well as 4 percent, 5 percent, and 6 percent increases added to the entire wage schedule all three years.
Wayne-Westland Custodial - Eliminated all half steps, and receive 4 percent at the top step each year for three years, and increased their retention bonuses by $250 so their retention bonuses each year will be $750, $1,250, and $1,750.
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Wayne-Westland BOSS(skilled trades) - The skilled trades group also received a three- year contract and will receive an additional two days of vacation, increased leader pay from $.68 to $1 more per hour and added an additional leader pay position to the network tech classification. Beginning with the 19-20 school year, the two-tier salary schedule has been eliminated. All employees on the 2018-19 tier two-salary schedule will be moved to the 19-20 salary schedule and will remain on his/her 2018-19 step. Employees on the tier- one salary schedule during the 18-19 school year, will be placed on the 19-20 schedule based on his/her years of service with the BOSS up to step six. Those already on step six during the 18-19 year shall advance to step seven. The 20-21 salary schedule represents a 2 percent increase over the 19-20 salary schedule and steps will be granted. The 21-22 salary schedule represents a 2 percent increase over the 20-21 schedule and steps will be granted. In recognition of BOSS longevity, a retention bonus equivalent to $1,500 for non-certified employees and $6,800 for employees who are state licensed/journeyman or possess a bachelor degree in a related field. In the event any of the following positions are unfilled by May 31 of each year of this agreement, $250 per open position, up to a max of $750, shall be paid to each BOSS employee.
Huron EA - Expires June 30, 2021; MESSA 80/20 premium share; 2019-20 steps/lanes; eliminate step zero; 1 percent on steps one through nine; 2 percent on step 12; move half- step members to full step; off schedule payment to new step 12. 2020-21 steps/lanes; .5 percent to steps one through nine; steps 10-12 remain the same; new step 13 with 1.5-5 percent increase.
Garden City EA - Expires August 31, 2020; full steps, 2018-19 1.25 percent off-schedule increase; 2019-20 1 percent on-schedule, $1,000 off-schedule for members not eligible for step increase; MESSA $500/$1,000, ABC Plan 1, Essentials; improved leave day language; MEAFS language added; class size changes with overage payments; early retirement notification incentive.
Van Buren EA - Expires Dec. 31, 2019; $600 added to each salary cell; one advancement level increase; formula tying foundation increase to cash increase
Van Buren Educational Support Team - Expires June 30, 2020; $1.10/ hour increase on- schedule for all paraprofessionals; .5 percent on-schedule increase for all other units, Transportation/Custodial Maintenance; added 3 paid AOG days for a total of six and use sick or other leave in excess of six; Maintained 80/20 cost share for MESSA $500/$1,000 ABC Plan 1; eliminated cost share for LTD; added longevity for transportation employees; Several language improvement; general membership Meet and Greet added.
Southgate Special Education Paraprofessionals – Expires Aug. 31, 2020; new unit with first MEA contract. Recognition clause, added two association days; shortened probationary period for year to 90 days; improved evaluation language; payroll deduction
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for MEAFS; grievance procedure including arbitration and just cause; improved mentor language with compensation; six paid AOG days with language paying all other leave days used paid back to employee if state waives days; sick bank language; improved LTD language; professional development language; added sick day usage for improved list of family members; 4.25 percent increase to 2018-19 salary and 2 percent on-schedule for 19-20 and $500 Signing Bonus; added Easter Monday; improved longevity language.
Van Buren Association of Education Secretaries - Expires June 30, 2021; $.30 per hour increase each year; added additional paid AOG days; improved leave and personal days; added sick day donation procedure; added additional paid holiday; improved longevity bonus; improved retirement sick day payout; increased cash in lieu.
Potterville E - Three years; they were 4.5 steps behind with 5 percent fund balance. The average pay increase was $1,800 per employee, ranging from $118-$4,656 depending on how badly one had been frozen on steps. Potterville has returned to MESSA as part of the Eaton County Area Purchasing Agreement. They will have five plans to choose from: two ABC, two Choices and Essentials by MESSA.
Eaton Rapids ESP - Five years; all employees move two steps and received a $.20 raise. The bottom two steps were eliminated and two steps were added at the top. Longevity was increased by $.10 at 25 years and new longevity steps were created at 30 years +$.20 and 35 years +$.40. Eaton Rapids has also joined the Eaton County Area Purchasing Agreement and will have the same five plans as Potterville. They secured an increase in the district’s hard cap contribution from the 2014 level to the 2018 level, which will increase by one year each year. This will result in substantial savings for ESP members on insurance. Added language that custodial employees will receive a $170 clothing allowance.
Eaton RESA ESP - Two years, bottom two steps were eliminated and two top steps added in this contract, along with 1 percent on-schedule increase in each year, maintained the full hard cap contribution. Added language that they may now use sick days to get paid for snow days.
Fraser Paraprofessionals - One year, step advancement, 3 percent on-schedule increase, longevity beginning year six (previously began year 14), one additional holiday, two snow days, association release time (new), other language changes.
Grosse Pointe, Plant/Office/Paraprofessionals - One year, full steps, 2 percent on schedule, on top.
Grosse Pointe EA - One year, step advancement, 1.5 percent on schedule for members at top, broaden use of individual roll bank days, compensation for extra duty job that
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previously had not received compensation, increase starting salary, and smooth beginning steps with hold harmless and small increase in hourly EA sub rate.
L’Anse Creuse EA and L’Anse Creuse Educational Support Professionals - Successor agreement that expires on the earlier of 90 days after the State Aid Act is enacted or December 31, 2019 which includes a step. Negotiations will commence for a full bargain once either date is reached.
Richmond EA - Two years, year one: half-step, $1,000 off schedule, removal of their last furlough day. Two triggers tied to state aid, which could potentially allow for another half-step, and additional $750 off schedule and removal of one snow day. They also received an approximate 5 percent on-schedule increase on Schedule B. Also maintained all union release time.
Romeo Paraprofessionals - Two years, year one: 1 percent on schedule, full step for those on a whole step, 1.5 steps for those currently on a half-step. Year two: full step, $400 off- schedule payment to those on Step 8 in 2019-20.
Brighton CFMOPT - Wage reopener, full steps, 2 percent on schedule, 2 percent on base salary for attending district-provided PD, $500 off-schedule payment to be paid annually to all secretarial staff to cover the difference in the loss of their ancillary benefits in the insurance consortium, reinstate PTO leave banks for snow days (over the two that are provided for in the master agreement).
St. Johns EA - 1.75 percent increase on salary schedule 2019-20, new off-schedule stipend for anyone less than 1.5 percent above 2018-19, .75 percent increase on salary schedule 2020-21, new off-schedule stipend for anyone less than .5 percent above 2019- 20, added fourth MESSA plan option.
Grosse Ile EA - One year, steps restored to those who had lost steps, .5 percent at the top, .5 percent off-schedule to anyone who had not lost steps.
Schoolcraft Faculty - Three year, steps and 1 percent on each year, continue with MESSA.
St Clair County CC GO - Two years, 1 percent each year, $300 signing bonus first year.
Yale EA - Two years, 1.25 percent first year, 1 percent increase second year, $300 merit pay linked to building level performance, added language stipend for full-day and half- day training.
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Capac T - Two years, increase for five remaining union members to $15 an hour. All other drivers have been contracted out per attrition and are making $15 an hour. Added language all Act of God days will not require drivers to report to work and will receive regular rate of pay.
Birmingham EA- Three years, members on the top of the scale will receive a 2 percent on-schedule raise and $1,000 off-schedule bonus payment, members on steps will receive a full step increase, wage reopener for wages in years two and three, added parental language that allows banked days to be used regardless of disability (up to six weeks of paid leave). This means that paternity leave can be taken and those that grow their family through adoption will receive the same opportunity to use the days in their sick bank to take a paid child care leave for up to six weeks.
Research & Bargaining
Between April and June, MEA Research and Bargaining accomplished the following:
MEA Bargaining Consultant Revised the financial information needed for bargaining training. Completed and delivered new Labor Practicum Track 1, along with the help of 14 other professional staff, Monica Ritchie, Lindsay Cook, and Kevin Marvin. Working on revisions to Track 1, and developing ideas for Track 2, which will be rolled out next summer along with Track 1. Brainstormed with SBSIT a list of topics to be included in another training that will be developed for staff (and with staff) regarding how to help build bargaining support (crisis) structures when a local membership is encountering a difficult bargain. We are bringing a team of trainers in from NEA this summer to learn more about implementing “Bargaining for the Common Good” (BCG) strategies and structures. This came about due to some interest shown by several UniServ directors after the BCG presentations at the Winter Conference and their MABO retreat. This past spring, much work was performed in the field providing consultation with bargaining teams or providing research assistance. Put together several of the exhibits for the Northwestern Michigan College fact-finding that required some very exhaustive research on contract language provisions from all of the state colleges regarding retrenchment, layoff/recall/bumping rights, insurance provisions, and association leave time. Will be in attendance at several Co-Co/MABO retreat trainings this summer (St. Clair, Ottawa County, and Ludington) and will be delivering training on bargaining topics as requested from each group. Completed another year of SBSIT work product (strategy and prototype work) that has been made available to all UniServ directors on the SBSIT link found on the mymea.org staff site.
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Labor Economist Completed all requested financial analyses and Proposal Cost Calculator analyses. Trained new staff on Research products. Prepped and testified for fact-findings. Drafted proposal to expand Proposal Cost Calculator to other NEA affiliates. Worked with IT to improve Research Products.
Annual accomplishments include: Completed 410 K-12, higher education, ISD, and community college financial analyses and 120 Proposal Cost Calculator requests during this period. The Proposal Cost Calculator was used more than 300 times this year. Trained 54 bargaining teams/memberships in school finance and MEA products. Worked with 20 bargaining teams on specific bargaining proposals and strategies. Assisted staff and members in Enhancement millage strategies and data. Answered questions from staff regarding School Aid Act, Days and Hours, and School Code. Provided data and analysis to Political Affairs, Governance, and Legal Services Departments. Worked with IT to improve existing products. Created materials for and promoted Early Enrollment program. Provided data and testimony for Fact Findings. Trained new staff on School Finance Issues and MEA products. Created and presented school finance and MEA Research product presentations at conferences. Trained school board members in Local 1 on school finance (a first!).
MESSA and Insurance Bargaining Consultant Updated MESSA UD Training Binder used to train UniServ directors on negotiating health insurance, specifically MESSA. Addressed questions from local leaders and UniServ directors regarding insurance bargaining on almost daily basis. Met with bargaining teams to support their bargaining strategy. Helped create and presented portion of new three-day Labor Practicum training. Worked on SBSIT to develop new prototype language. Worked with multiple MABOs, coordinating councils, and MESSA representatives to develop MESSA Health Insurance Area Purchasing Agreements (APAs) New APAs moving forward in Calhoun and Eaton counties. New 42-district APA goes into effect January 1 in Upper Peninsula. Met with some existing insurance consortiums to support their goals.
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Served as resource on MEA Board’s Long Range Bargaining Committee. Worked with MESSA to FOIA information from health insurance pools. Worked with MESSA representatives and UniServ directors in developing strategies to get locals back to MESSA. Served on MESSA Policy Advisory Committee Working with MESSA to develop a potential enhancement for the Essentials by MESSA plan to make it more attractive. Working on a MESSA committee to create new strategies to counter West Michigan Health Insurance Pool.
Northern-Central Zone
Settled Contracts Unionville-Sebewaing EA - Removed Steps 1 and 1.5 to reflect new hires starting at what was Step 2. Guaranteed step increases for 2018-19, 2019-20, and half-step for 2020-21 with trigger language to full-step base increase of .50 percent in 2019-20 and again in 2020-21. $250 signing bonus paid to all bargaining unit members added merit pay based on evaluation scores - $300 Highly Effective, $150 Effective.
Saginaw Township O - 1 percent base wage increase. Step A changed to reflect current minimum wage. Added language to provide member information to the association. Added language to provide Instructional Aids additional time to complete assigned work (i.e., record keeping). Added an additional 3 percent longevity after year 20.
Saginaw EA - It is a three-year contract with a new salary schedule, wages are only settled for one year but we are scheduled to meet in November once we have our audited count and the Foundation Allowance has been decided for the remaining years. Everyone is getting step increases and the people that were frozen for several years and behind in where they should be will be made whole. This means that some people will be moving from Step 5 to Step 10 or 11! It is quite an accomplishment for us to get that as many people were harmed by those freezes. We have also negotiated an increase in the hourly amount paid for professional development, subbing, summer school, etc., as well as increases for overload pay and increases in stipends for drama, band, choir, safety patrol, etc. We have maintained our current MESSA plan with no changes. In the event professional development can be counted as instruction the district agrees to do so. Also, we have an agreement that students from Saginaw Valley State University that are doing their student teaching but are the teacher of record since we can’t fill many of our positions are considered members of the bargaining unit and we can have them join the SEA.
Owendale-Gagetown EA – Three-year contract and MESSA. 2019-20: One step for all eligible employees, plus additional step for current employees whose steps do not equal years of service. 2020-21: One step for all eligible employees.
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2021-22: One step for all eligible employees, plus additional step for current employees whose steps do not equal years of service. $200 longevity bonus for Steps 13-20 and $500.00 longevity bonus for Steps 21 and over on top of current longevity schedule.
Huron ISD EA - Three year contract and MESSA, 2019-20: Steps and 2 percent, 2020-21: Steps and 2 percent, 2021-22: Steps and 2 percent
Sanilac ISD EA - Three-year contract and MESSA. 2019-20: All dollar values for salary steps and degree levels of the 2019-20 salary schedules shall be increased by 1.25 percent, with an agreement that all step increases and degree slides will be honored. 2020-21: All dollar values for salary steps and degree levels of the 2020-21 salary schedules shall be increased by 1.25 percent, with an agreement that all step increases and degree slides will be honored. 2021-22: All dollar values for salary steps and degree levels of the 2021-22 salary schedules shall be increased by 1 percent, with an agreement that all step increases and degree slides will be honored.
Caro ESP - Two-year contract and MESSA (for those eligible). 2019-20: 2 percent (over $12.00 hour), 2020-21: 2 percent (over $12.00 hour). Starting hourly wage increased or set at $12.00 per hour (Will affect over half of ESP staff with significant increase in hourly wage.). Stipend of $100 towards work boots for custodial and maintenance.
Bad Axe EA - One-year contract and MESSA, 2019-20: One-half step and 1.5 percent off schedule for those receiving a step; 3 percent off schedule for all those not receiving a step.
Tuscola ISD EA - Three year-contract and MESSA, 2019-20: Steps and 2 percent, 2020-21: Steps and 2 percent, 2021-22: Steps and 2 percent.
Croswell-Lexington EA – One-year contract and MESSA. 2019-20: Steps and .5 percent
Sandusky EA - Three-year contract and MESSA, 2019-20: Steps and 1 percent, 2020-21: Steps and 1 percent, 2021-22: Steps and .5 percent.
Clare-Gladwin RESD - Three-year contract, 2 percent, steps and longevity year one, 1 percent, steps and longevity year two, wage reopener year three. They have MESSA for dental and vision. We bargained Sign Language Interpreters and Sign Language Paraeducators in this contract.
Davison EA - One-year contract, 1 percent, .5 step, MESSA.
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Genesee ESP - Two-year contract, wages increased by $1 per hour, MESSA.
Lapeer T - Two-year contract, 4 percent increase in year one, MESSA.
Mt. Morris ESP – Two-year contract, driver minimum increased to $15, MESSA.
Adams Township EA - Wages: 2019-20, steps and lanes, $200 increase on each matrix cell, increase longevity payment from $750 to $1,500, $500 off-schedule payment for over step 13. 2020-21, steps and lanes, $300 increase on each matrix cell, longevity of $2,500 for more than 20 years of service with the district. Dental Insurance: Upon written application the board will provide without cost a Delta Dental 100-100-100-90 plan with a $2,000 annual maximum plan on classes I, II, and III with $2,500 lifetime maximum on class IV (orthodontics) for each employee and their eligible dependents. Additional riders include two cleans, adult orthodontics, and sealants. District and association elected to join the UP APA.
Copper Country ISD EA - Wages: three-year contract. $1,000 increase on each cell of grid each year. Increases in longevity each of the three years.
Ewen-Trout Creek EA - Three-year contract, steps and lanes, with salary reopener each year. District and association elected to join the UP APA. Added to count SCECHES toward lane advancement.
Ewen-Trout Creek ESP – Three-year contract, with salary reopener each year. $0.10 per hour increase for all employees, bus drivers an additional $0.20 per hour. Added longevity payments starting at the year five, year 10 and year 15. District and association elected to join the UP APA.
Hancock ESP – One-year contract, steps, $0.25, maximum health care caps, increase from five paid snow days to six, administrative staff to get nine more days of work, health care benefits for people with 30 or more hours instead of 35 or more hours. Language highlights: seniority priority for job positions, sick bank leave, having access to all sick days at the beginning of the year, assault by a student. District and association elected to join the UP APA.
Houghton-Portage Township EA - Wages: 2019-20, steps and lanes, 1.5 percent increase on schedule. 2020-21, steps and lanes, 2 percent increase on schedule. Insurance: Implement the 2019 state hard cap effective through Dec. 31, 2019. Implement 2020 and 2021 state hard caps on Jan. 1 of each year. Longevity - increased the following categories by 0.5 percent, 12, 21, 24, 27, 31, and 34 (balanced all categories to go up 1 percent each time). District and association elected to join the UP APA.
Lake Linden-Hubbell EA - One-year contract, steps and lanes and 0.5 percent increase on all steps. District and association elected to join the UP APA.
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Republic-Michigamme ESP - Three-year contract, 2 percent on schedule each year. Added sick bank language.
Big Bay de Noc EA – Two-year agreement, provisional salary schedule removed, starting wage increased from $31,228 to $34,000, new salary schedule with 21 steps (old schedule had 29), increase dental to $2,000 annual maximum, vision to VSP Plus P 250 CL, Life and AD&D to $40,000, mediation added to grievance procedure.
Big Bay de Noc ESP – Two-year agreement, mediation added to grievance procedure, full-year employees 0-13 years get 10 days of vacation (up from five), extra-curricular positions paid at EA (BA step 1) rate. Removed two-tier pay scale. 30-step scale reduced to 15 with longevity at 20 and 25 years, $0.30 added to base.
Delta Schoolcraft ISD ESP – Three-year agreement, $0.30, $0.25, $0.25, accumulated sick leave pay out, additional holiday.
Delta Schoolcraft ISD EA – Three-year agreement, 3 percent, 1.5 percent, 1 percent. There were extensive language revisions in this contract. Dental coverage to $3,000 annual maximum from $1,500. Vision plan upgrade.
Engadine EA - Contract expiration moved to Dec. 31, 2019. Will continue negotiations in September.
Engadine ESP - Moved parapro wage scale up to be equal to that of the cook. One-year contract, 2 percent increase with an additional 0.8 percent if fund balance exceeds 7.25 percent.
Menominee ISD - Three-year agreement, 2 percent, 1.5 percent, 1.25 percent, $800.00 off schedule for those on step 19 or above. Comp time language or $150 for attending trainings on non-scheduled days.
Menominee EA - One-year calendar, salary schedule reduced from 30 steps to 21 steps, step 1.5 percent off schedule contingent on enrollment. SCECHs and district provided PD can be used for lane advancement within your degree level (at a rate of 25 SCECHs or 25 hours of PD per credit) example BA to BA+15, dental annual maximum increased to $3,000 from $2,000.
North Central EA and ESP - Both contracts settled in fall, a wage reopener is scheduled for this summer.
Evart EA - Three-year contract, 5 percent the first year, 1 percent year two and three. Six steps restored for those who had been frozen (potential for a seventh step depending on district funding and student count in year three). $1,000 off-schedule payment. Payout on sick time from $40 to $45 per day. Increase in MESSA dental benefits. Travel teacher pay increased from $75 to
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$100 for a single building and $150 to $200 for multiple building teacher. Additional Schedule B items added. Increase in hourly comp pay from $21 to $23.
Evart ESP - Three-year contract. Increases in health insurance percent, additional personal day for secretaries, gained four snow days for food service, aids, playground, and RTC (secretaries and custodians are required to work on snow days). Secretaries have option of converting two sick days into paid days off at Christmas, custodians got Friday before Labor Day paid off and one additional vacation day. Salary scale reconfigured with additional steps, $.85 raise year one and $.40 in years two and three.
Evart T - Three-year contract, increases in health insurance percentage, additional personal day, salary scale reconfigured with additional steps, $1.00 raise year one and $.40 in years two and three. Increase in sick payout at retirement. Gained ability to convert two sick days into paid days off over Christmas break.
Mesick EA - Three-year contract. Salary schedule was re-indexed with a 5 percent average increase the first year, longevity reintroduced the second year and .5 percent the third year. We added comp pay, which they did not have in their contract, at $25 per hour. Increased some of the Schedule B & C pay, increased MESSA vision benefits, and increased hard cap amounts almost to the full hard cap. Kept the counselor position in the contract (administration had hoped to remove it from the bargaining unit) and acquired per diem pay for extra days.
Mesick ESP - Three-year contract. $.50 increase, $1.00 for bus drivers, nothing year two and a 1 percent increase on year three. $250 new employee referral. Increased hard cap. Increased cash in lieu.
Manton EA - Four-year contract. Salary increases year one and three. Increased sick time pay out from $40 per day to $70. Schedule B increases.
Manton ESP - Three year contact. We eliminated the first two steps and everyone will jump three steps and will get anywhere from a $1.50 to $2.00 an hour raise. Doing this also upped the starting wage. Added a longevity step. Added Deer Day to the Paid Holidays. Increased snow days. Added a revenue sharing agreement of 2 percent. People on top with no step movement get a 2 percent off-schedule payment. Fully-paid hard cap. Increased bus run pay. Secretaries went from 10-month employees to 11-month employees.
Mecosta-Osceola ISD EA – Four-year contract with 2 percent and steps each year. We also added one new step, step 12 with a $3,000 increase and longevity. Took the tiers out for mileage reimbursement. Added per diem rates of pay rather than ($75 for a half day and $150 for a whole day). Increased mentor teacher pay to $500 (was $200). 30-minute duty-free lunch (had a LOA to give up their duty free lunch). Increased association days from seven to 10. Added comp time for Itinerant staff. Added MESSA Essentials.
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Buckley EA – One-year contract - deficit district. Members did receive, for the first time ever, a payout on sick days of $25 per day.
Shepherd EA and Gratiot Isabella RESD EA - We met with the respective MESSA representatives, and with each of these groups, Brown & Brown came in with lower rates, after the MESSA rates were received.
Beal City EA - Settled a contract for more than they have had in several years. They agreed upon a 2 percent with steps, a 1 percent with steps and a 1 percent with steps. They maintained their MESSA.
Ithaca EA - Settled a two-year contract with a 1.75 percent this year and a wage opener next year. They maintained their MESSA.
Durand T - Three-year contract; $.80-$1.15 raise across the scale in the first year. Salary frozen for three years, but steps will occur. They still have MESSA, grandfathered in for a handful of people.
Morrice CFMT - Three-year contract; $.35 raise in year one, $.40 raise in year two, nothing in year three; no MESSA.
Beecher P - One-year contract - new $2,000 attendance incentive and a straight $0.30 wage increase for all. Also, all sick and personal leave moved to PTO.
Beecher EA - One year - 1.65 percent on scale.
Clio O - Three-year contract with me too clause, this coming year will see a .25 percent increase on scale.
Mott Pro Tech - June 30, 2022, 3 percent on schedule with economic reopener by either party. New to MESSA. Tuition benefit increase from $750 to $1,000 per member per semester capped at $2,000 per fiscal year.
Grand Blanc O - June 30, 2021, 3 percent increase and a one tier salary schedule. Left MESSA to self-funding. Eliminated the second tier salary schedule and half steps, increased longevity, bargained an attendance incentive.
Grand Blanc P - June 30, 2021, 6 percent (average on the steps of the salary schedule) increase and a one-tier salary schedule. Left MESSA to self-funding. Eliminated the second tier salary schedule, increased longevity, bargained an attendance incentive
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Moran EA - Five-year contract - 1.5 percent each year, MESSA.
EUP ISD EA - Three-year contract - 3 percent each year, MESSA
Brimley EA - Three-year contract - 4 percent, 1 percent, 1 percent, MESSA
Cheboygan EA - One-year contract - Multiple steps for years frozen (years 1-10), and one step (years 11 and above), MESSA.
DeTour ESP – Three-year contract - 3 percent each year, snow day language
Sault Ste. Marie T – One-year contract - 4 percent, MESSA
Alanson ESP – Three-year contract - 1 percent, .5 percent, .5 percent, extra run pay 5 percent increase
Michigan Association of Higher Education
We had our Executive Board retreat and came up with goals for this year and the conference planning for October is well underway.
South-Western Zone
Staff Changes Dolores Tufaro has accepted the new temporary organizing assignment. Brian Makowski is temping in the 4-AB Coordinating Council. Ariel Pendleton accepted the field assistant position in the 4-AB Coordinating Council. Stacy Saari moved to the 3-AB Coordinating Council when Lori Hudson was hired as a UniServ director. Milt Rehberg accepted the 3-AB UniServ director position when Marcy Hartung retired. Diana Byar accepted the 13-BCD Coordinating Council field assistant position previously held by Aisha Lofton. When Gladys Anderson retired, Aisha Lofton replaced her as field assistant in the 9-A Coordinating Council.
The zone formally known as the Southern Zone changing to the South-Western Zone seems like a lifetime ago. We were privileged to form a new and better team gaining the awesome skills of five experienced UniServ Directors: Krista Abbott, Jon Toppen, Keith Sauter, Tim Smith, and Joe Washington; three seasoned field assistants: Nicole Birkett and Gwyneth Kainulainen (Diana Byar is mentioned above as a new hire after September); and last but not least the spectacular field membership assistant, Anna Grimm.
Contracts Settlements This only includes settlements reported since the last Board Report.
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3-C: The Ann Arbor EA, AAEA/OP and AAEA/P all ratified new contracts. Because of the desperate financial situation of AAPS resulting from uncontrolled staffing, the parties took a new approach at the table. Instead of settling for freezes or concessions, the parties decided on a financial “opener” to be bargained in the late fall when the student enrollment count, the state budget, the district's budget, the district's financial audit and health care rates are all known. Also, the district is contributing an additional $1 million towards the health care premium for the AAEA, the AAEA/OP will have MLK Day off with pay, and the AAEA/P received many incentives for child care workers. The AAEA/OP and AAEA/P contracts run through June 30, 2020 and the AAEA contract expires Dec. 31, 2021.
5-C: Cassopolis ESP - This contract has been TA’d for ratification on July 1 by both the local and board. Staff now gets the full six (6) snow days as paid, the contract is a four-year contract with 2 percent each year for the first two years and then a wage re-opener in 2020-2021. Longevity bonuses are now incorporated in the wage scale for level five employees so instead of a set amount, they now will receive a 3 percent increase the first year and then a 2 percent increase in the following year. By spreading that stipend out over the course of the year, they will see a less taxed amount, plus accrued longevity.
13-B: Hart ESP and Benzie CCT contracts were settled with more than 10 percent wage increases in year one and 5 percent in years two and three.
Hart EA/Hart ESP came back to MESSA.
Member Engagement 5-C/5-D/5-EG/5-H: Held four leadership trainings and three of the four scheduled Saturday trainings have been completed.
The zone continues to be creative in brainstorming new activities and trainings for the members.
Other News 3-C: The council was active at both rallies to support funding for public education.
Numerous 3-C members attended the Winter Conference in Detroit.
In 2018, the AAEA recruited, recommended, fund raised, and ran campaigns for four board of director candidates. Three of the four were elected. This makes five board members who are on the AAPS board as a result of the work of the AAEA. Currently, all four officers of the board have been elected due to direct AAEA support. AAEA leadership meets regularly with these board members to discuss issues and concerns.
The coordinating council is very active in the New Ed Campaign and Ann Arbor has become a hub for the Professional Learning Center program.
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5-C: Benton Harbor - After 10 months of leadership under a CEO, the State of Michigan removed all partnership, consent agreements and cooperative agreements which affectively gives back local control to the board of education. The governor’s office gave the district an ultimatum of either coming up with a plan to increase student achievement and reduction of the current $19,200,000 debt or the state would close the high school and run the district as a K-8. After several weeks of negotiations, the board of education was given control back of the district when the CEO stepped down in mid-June and the board has met several times with the governor’s office to create a plan. (See news feeds from various news agencies.) The BHAS EA was able to ratify a three-year contract which gives the staff raises and more money put onto their hard- capped insurance (which was not the state hard cap). However, we believe that once the governor’s/board’s plan is put into place more funds will be put on the salary scale. The paraprofessionals’ contract expires June 30. They are waiting to negotiate after a final financial decision is made by the governor and the board of education.
Southwestern Michigan College - Ghost unit of potentially 60 members is currently in fact- finding as the full-time faculty has worked through contract negotiations with several tentative agreements. The group went through mediation with mediator Tom Zulch; however, unfortunately for the local, the mediator’s proposal sided completely with the administration. Outstanding issues include wage scale, arbitration, just cause and more. A crisis team is working towards intensive public relations as well as looking to replace two elected seats on the SMC Board of Directors.
9-A: Update to the MIOSHA complaint filed on behalf of Dean Transportation bargaining unit members:
The Grand Rapids Transportation parking lot will undergo more than a million dollars in renovations to mitigate issues that led to staff injuries and MIOSHA sanctions. This is a direct result of member organizing and filing a complaint with MIOSHA. The employer had not complied with MIOSHA regulations to report an injury resulting in hospitalization within 24 hours. MIOSHA would not have investigated this situation without the complaint.
In addition, we have settled two grievances on behalf of GRESPA-T members resulting in a reduction of discipline and subsequent back pay for one member, and a return to work and more than $6,000 in back pay for another member.
Bargaining is still ongoing and challenging in all of the Grand Rapids Public Schools units.
13-B: Five associations have maintained more than 90 percent for the entire year and at least six more have maintained at least 75-85 percent for the whole year.
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Contact has been made and now have a working relationship with them all except one. The MABO has been reworked to have more accountability for local negotiations.
We offered a $500 scholarship as part of our Student Academic All Stars Banquet.
We had our first EPIC’s Award Banquet to highlight member successes.
Unfortunately, we had four units disclaimed - Constantine P, Forest Hills CFM, Jackson City O, and Lenawee ISD Middle College but we were able to get five others above 20 percent and retain them - Comstock P, Fremont OP, Hart T, Kalamazoo F, and Springport CM.
BUILDING FULL CAPACITY LOCALS LOCAL PRESIDENTS ACADEMY
A verbal report will be given at Board meeting by Chandra Madafferi.
FINANCE & INFORMATION TECHNOLOGY
Finance
Financial statements have been issued through May for all entities. The Staples office supply discount program for our members is going well. A promotion to Refresh the Classroom was held in June and more than 900 additional members signed up to the program. Accountants and bookkeepers are working on updating procedure manuals for their job duties. Brenda Champion has been hired in an accountant position, her primary responsibility is the MEA Subsidiary funds. Annual financial statements for the Retiree Health Benefit Plans (VEBA and 401(h)) and 401(k) plans have been completed and reviewed by management. All received unqualified (clean) opinion letters. The annual form 5500 for the Retiree Health Benefit Plan has been filed with the IRS. Unclaimed property reports and remittances were filed with the State of Michigan.
MEA Annual financial statement audit for PAC was completed, reviewed by management and presented to the MEA-PAC Board on April 27. The 2018 Form 990 tax return for MEA-PAC was filed and accepted by the IRS on May 13. MEA Scholarship Golf Outing took place on June 17. Finance partners, Mercer, Amalgamated, Maner Costerisan, Staples, Milliman, and Comerica all sponsored the event. The annual Form 990 tax return for MEA has been completed and filed with the IRS.
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A treasurer workshop was conducted at the Port Huron field office on May 21. Union audits, required under Public Act 53, were due to the State of Michigan by July 1, and notifications were sent regarding the new online filing method using MERC e-File, as well as a step-by-step walk through. Finance has received many questions from locals, suggesting a high rate of compliance. Several local review requests have been submitted and are in process. Department of Labor (DOL) began fieldwork in June to conduct an audit of the 2017-18 LM- 2 report.
MEA-FS and Paradigm Completed the MEA Financial Services, Inc. and Subsidiaries (Paradigm and Fairway) audit. Information for completion of the Dec. 31, 2018 tax returns has been submitted for completion by our accounting firm. Beginning in July, we started depositing checks via remote deposit, which will save bank fees for the companies. Budget preparation for the 2020 year is underway.
MESSA The audit for the 18-month period ending Dec. 31, 2018 is completed and has been reviewed by the Audit Committee, pending board approval at the August Board meeting. The 990 tax return for the period July 1, 2017 through June 30, 2018 has been completed and filed with the IRS. Information gathering for the 2020 budget year is in process. The Federal Premium tax is back in effect for the 2020 budget year. Received final settlement information for calendar year 2018 from our partners at BCBS and CIGNA, generally positive results for the most recent settlement period. CIGNA conducted an onsite review of our internal processes, no significant findings. Converted all corporate credit cards from PNC to Comerica during the month of June, we now have cash back on credit card spending.
Information Technology
Projects Completed: Assisted Membership on the Commit to Membership program. o netFORUM screens updated to identify participants. o Content Central setup to scan/store member documents used to request participation in the program. o Link Content Central and the netFORUM database. o Notes screen will allow staff to review the documents. Continued support and implementation of the member revocation policy.
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o This process is to flip a member to the new passive opt-out member type. o Included email letters to revoked members o Delivered a spreadsheet to local leaders and staff to review prior to the mailings. o Below is an updated month-over-month summary:
Letter 18-Nov 18-Dec 19-Jan 19-Feb 19-Mar 19-Apr 19-May 19-Jun Total 2,604 2,343 2,395 2,260 2,109 1,695 1,550 1,454 1 2,604 904 967 927 760 932 797 740 2 1,439 425 350 373 265 327 274 3 1,003 211 212 224 158 210 3* 772 149 149 165 99 Revoked 615 125 103 131
Support of annual rollover process (wages). o The email to request changes has been delivered in June to each local. Changes to or from IBL/LBL will be accumulated and Billhighway and netFORUM will be updated with any changes. Completed/mailed the delinquency letters. This is a quarterly process to notify members of their past due amounts. o 5,885 total letters sent in June, down from 6,859 in March. Supported financial accounting software changes (EPICOR Software) o Add a new Retiree Health 401(h) to separate 401(h) from VEBA for financial reporting purposes. Continued sending accounts for collections to LIW. This process sends members that are past due to be collected upon and a portion of the collected funds returned to MEA. o Updated numbers through June 2019 - o 6,987 individuals sent to collections . 5,477 ongoing . 1,136 paid in full . 315 settlements . 59 uncollectible o Updated financial numbers through June 2019 - o $8,541,781 sent to collections . $905,956 payments to MEA . $451,812 fees to LIW . $259,175 deemed uncollectible . $33,919 billing corrections
HUMAN RESOURCES
Human Resources provides labor relations and personnel services to the MEA, MESSA, MEA- FS, and the Staff Retirement Office.
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Labor Relations Tracy Stablein and Mike Shoudy continue to work with the staff unions on matters of mutual interest, problem solving, and informal grievance resolutions.
Negotiations Negotiated three-year labor agreements with MEA ASO/FSA, MEA PSA, MEA MEDA, MESSA PSA, and MESSA SSA to expire on Dec. 31, 2021. These agreements have all been ratified and include significant savings on the long term liabilities for staff retiree health benefits.
Grievances There are currently five grievances pending for all companies. There is one grievance scheduled for arbitration and four grievances in various stages of the arbitration process. A report will be presented at the Board meeting.
Payroll/Benefits We have successfully gone live with the electronic timekeeping staff for all MEA Financial Services employees (excluding MEA-FS Marketing Representatives). We plan to go live with MEA and MESSA by the end of the fall.
We have successfully completed the year-end W-2 and W-3 processing, year-end Affordable Care Act (ACA) reporting, and year-end tax reporting.
We have completed all contract negotiation changes (such as salary changes, HSA funding changes, and employee benefit changes) due to the recent ratification of staff contracts.
We have conducted a full audit of retiree health benefits. We are working hard to build retiree benefit data in our payroll system to enable us to manage the benefits more efficiently and effectively.
We have completed the annual reporting, such as the Form 5500 and the Summary Annual Report, for our employee welfare benefit plan. We are preparing the documents to be sent to all Plan Participants.
Personnel Please refer to the Personnel News emails for all personnel position changes.
The following is the list of all retirements and resignations since the last Board report:
MEA Management: No resignations or retirements since the last Board report.
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MEA PSA: Jeff Murphy retirement effective April 30. Yvonne Briley-Wilson resignation effective June 14.
MEDA: No resignations or retirements since the last Board report.
MEA ASO: Tracy Sink retirement effective June 28.
MEA ALOP: No resignations or retirements since the last Board report.
MEA Financial Services Representatives: No resignations or retirements since the last Board report.
MEA-FSA: No resignations or retirements since the last Board report.
MESSA Managers: No resignations or retirements since the last Board report.
MESSA PSA: No resignations or retirements since the last Board report.
MESSA SSA: Leila Swint resignation effective June 7.
LEGAL SERVICES
During May and June, 48 cases were opened and 43 cases were closed.
Trainings Staff attorney Michelle Pollok presented “Social Media Issues and Some Very Bad Ideas” for Utica EA and ESP members on May 2. The same information was also shared on May 19 at a charter school training in Southfield that was also attended by MEA members.
Pollok provided a training on legal issues related to personal finance matters at the South- Western Zone staff meeting on May 3.
On June 12, arbitration specialist Anita Szczepanski presented information on mandatory reporting to CPS and mandatory reporting of SORA offenses at the 9-BCD leadership retreat.
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The general counsel and staff attorneys also continue to meet with new permanent and temporary UniServ directors to provide activity reporting form (ARF) and mini-CORE trainings.
Litigation
Federal Court
Linda Gervais, Tammy E. Williams and all others similarly situated, v. Michigan Education Association, Western District of Michigan Case No. 1:18-cv-01170-RJJ-RSK
On Oct. 17, 2018, two former Port Huron O members brought suit against MEA in federal court alleging that MEA has violated the first amendment of the U.S. Constitution by attempting to collect, or actually collecting fees or dues from nonconsenting employees. The plaintiffs claim that they attempted to opt out of membership in September 2013, but those requests were refused by MEA because the requests were outside the August resignation window. Further, they claim that after their failed opt-out requests, the MEA continued to attempt to collect dues. The plaintiffs are being represented by the National Right to Work Foundation (NRTW).
This is one of many post-Janus cases that has been filed against NEA state affiliates nationally. The NEA is coordinating the defense of these cases. As a result, we are being represented by John West from Bredhoff & Kaiser in Washington, D.C. We have been engaged is settlement discussions with NRTW to assess whether or not there is a reasonable and mutually agreeable way to resolve the matter. A settlement was reached on Jan. 29, 2019 whereby the MEA agreed to review submissions from individuals who claim that they attempted to opt out of the association, but the MEA refused to recognize the opt-out request. If the individual provides sufficient proof of the opt-out attempt, we will relieve their dues liability. The NRTW has until Jan. 29, 2020 to submit documentation. To date, a total of 12 individuals have been submitted for review, including the named plaintiffs.
State Court
McMillan, et al v MPSERS, et al, ___ Mich. ___ (Dec. 20, 2017) – 3 percent case
On July 31, 2018, Judge Stephen Borrello issued his opinion and order on the issue of attorney fees and statutory interest. Judge Borrello found against the plaintiffs on the issue of attorney fees. As for statutory interest, although he determined that the award in the 3 percent case was not a money judgement, he found that the plaintiffs were entitled to interest as set forth in the Revised Judicature Act (RJA), MCL 600.6455(2) as a matter of equity. Borrello stated “[h]ere, without legal justification, the State ordered the seizure of plaintiffs’ earnings. Then the State continued to hold those earnings for seven years --- some two years beyond the date that the State’s Attorney General indicated that it was futile to continue to pursue the matter. This Court
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cannot fathom a better scenario whereby the equities demand an award of interest on the funds held in the escrow account.” The award provides for the interest found in the RJA minus interest already paid. The state has appealed this decision to the Court of Appeals. On Sept. 19, 2018, the MEA, along with the other plaintiffs, filed a cross motion for appeal on the issue of whether or not the 3 percent award was a money judgement. The parties submitted briefs to the Court of Appeals on Dec. 10, 2018 and are awaiting a date for oral arguments.
Council About Parochiaid (CAP) case
This case involves a $2.5 million dollar appropriation to non-public schools. Judge Stephens struck down the appropriation as unconstitutional in May 2018. On June 22, 2018, the attorney general filed a motion for peremptory reversal in the Court of Appeals based on a Court of Claims decision (in an unrelated case) that came out on June 19, 2018. In response, CAP filed a new verified lawsuit on July 12, 2018 (CAP II) and request for an injunction in the Court of Claims. On Aug. 1, 2018, the Court of Appeals denied the attorney general’s motion for peremptory reversal. Oral arguments on CAP I were held Aug. 7, 2018. The attorney general also filed a motion to dismiss CAP II. Oral arguments were scheduled on Aug. 17, 2018 in the Court of Claims on the CAP II request for injunction and motion for dismissal, but that was cancelled by Judge Stephens. Judge Stephens ordered that CAP II be held in abeyance pending resolution of CAP I.
On Oct. 16, 2018, the Court of Appeals issued its decision reversing the Court of Claims decision and remanding the case back to the Court of Claims. The Court of Appeals disagreed with the Court of Claims’ finding that MCL 388.1752b was facially unconstitutional. Rather, the Court of Appeals determined that an appropriations was legal if the non-public school is being reimbursed for actions undertaken in order to comply with a health, safety, or welfare mandate and the action is “(1) .. at most, merely incidental to teaching and providing educational services to private school students (non-instructional in nature), (2) does not constitute a primary function or element necessary for a nonpublic school to exist, operate, and survive, and (3) does not involve or result in excessive religious entanglement.” On Nov. 27, 2018 the CAP filed an application for leave to appeal with the Michigan Supreme Court. The defendant, State of Michigan, filed a brief in opposition. CAP’s response to the brief in opposition was filed with the Supreme Court on Jan. 16, 2019. The CAP was successful in their quest to appeal the Court of Appeals decision to the Michigan Supreme Court. Briefing for the case will take place between August and October 2019.
Administrative Law Judge
Marion Education Association, MEA and Marion Public Schools, Case No. CU17 E-016 (ALJ D. Peltz, September 11, 2018)
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The issue in this case was whether a public school employer’s decision to discipline a certified teacher for conduct arising from his employment as an athletics coach constitutes a prohibited subject of bargaining. The member taught math in the district as well as serving for many years as the boys’ varsity high school track coach. Teaching certificates are not required to serve as the track coach and the contract provides that the district may hire from outside the bargaining unit for Schedule B positions. Based on an incident that occurred at a track meet that the member was responsible for supervising and directing, the school principal decided not to recommend him for the coaching position in the future. The association filed a grievance and the district contended that this was teacher discipline and therefore a prohibited subject of bargaining. When the association filed their demand for arbitration, the district filed an unfair labor practice (ULP) charge.
Judge Peltz stated that to determine whether the association committed a ULP, he must determine whether the Teacher Tenure Act (TTA) regulates the specific duty or task to which that individual has been assigned in order to determine whether Section 15(3)(m) of PERA is operable. Here, Judge Peltz found that the member’s employment as a boys’ varsity track coach was not conduct regulated by the TTA and therefore the association did not commit a ULP by filing a grievance over the decision not to renew his extracurricular assignment or by advance that grievance to arbitration.
Arbitrations
Garden City Education Ass’n., MEA/NEA and Garden City School District, AAA Case No. 01- 18-0002-1553 (Arb. L. Falvo, March 18, 2019)
In this case the Garden City EA alleged that the district had violated the contract by filling a Schedule B position with an individual who is not a bargaining unit member based on qualifications, if a bargaining unit member has applied for the position. The arbitrator found that the association had proved by a preponderance of the evidence that there was a binding past practice not to award Schedule B positions to individuals outside of the bargaining unit when a bargaining unit member wishes to fill the position, without regard to qualifications. Prior to the arbitration hearing on this matter, the district filed an ULP against the association alleging that this involves a prohibited subject of bargaining. There is yet to be a decision in the ULP. Until a decision in the ULP is rendered the award applies only to non-teachers in the bargaining unit. We are optimistic that based on our success in the Marion EA ULP, supra, that the ULP will be determined in our favor and the arbitration award will extend to all members of the bargaining unit.
Kalamazoo Education Ass’n., MEA/NEA and Kalamazoo Public Schools, (Arb. Van Dagens, April 19, 2019)
In this case, the district was using substitutes to cover the planning period for certain ECSE teachers in the elementary school. The arbitrator found that the employer violated the collective
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bargaining agreement when it utilized a non-bargaining unit substitute to cover regular planning time for one of the ECSE teachers. The arbitrator used as rationale for her decision the explicit language in the contract that prohibited subcontracting, along with the contract’s recognition clause.
Other Legal Matters The MEA jointed with the Michigan State AFL-CIO and Michigan Building and Construction Trades Council on an amicus brief supporting the Michigan legislature’s request for an advisory opinion from the Michigan Supreme Court on the legislature’s “adopt and amend” strategy employed with the enactment of 2018 Public Act 368 and 2018 Public Act 369. The Michigan State AFL-CIO, Michigan Building and Construction Trades Council, and the MEA assert that the legislature violated the state constitution when they enacted these proposed state laws and then amended them during the same session. The laws deal with the issues of minimum wage and earned paid sick time.
MEMBER ENGAGEMENT: PD/HR – RETIREMENT – AEM – TRAINING AND CONFERENCES
Professional Development/Human Rights (PD/HR)
Early Career Educators (ECE) In an attempt to counter the staggering 64 percent membership loss that occurred between 2012 and 2017, focus is imperative on Early Career Educators (ECE) and college education majors known as Aspiring Educators of MEA (AEM). We know that new teacher retention is an issue nationwide and by developing thorough aspiring and new educator engagement programs, we hope to recruit and retain MEA members for life. From these ranks, we create a new generation of leaders in MEA.
The Early Career Conference was held in Houston in June and was attended by Annette Christiansen and three UniServ-recommended ECEs - Amanda Henderson, Rochester; Skye Kapinus, Lansing; and Brittney Maczala, Monroe. At this conference, they developed a three- year plan to implement a statewide ECE program to support new educators and engage them with MEA. This plan compliments the New Ed Campaign phases III and IV. The group adopted the name MiNE (Michigan New Educators) and states as its purpose: We engage and empower educators to become relevant, active, and visible leaders in our profession and communities through collective action.
Activities Proposed: Establish regional “hubs” surrounding the locals of our statewide ECE leaders (Lansing, Monroe and Rochester). Utilize New Ed Campaign data to connect and engage ECEs in the regional hubs. Establish social media/networking outreach.
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Develop professional learning tasks based on data results. Develop Tricks of the Trade media campaign (MEA Voice, podcasts, blogs, etc.). Develop and implement regional hub social engagement events. Develop local leadership opportunities (SPARKS training, phase II leaders, etc.). Presentations at statewide conferences (RA, etc.). Develop branding. Develop blueprint and supporting documentation (localized welcome packets) for new educators.
In addition to this project, we have three locals (Bay City, Saginaw and Plymouth-Canton) that will be participating in NEA’s Early Career Learning Lab and three locals (Clintondale, Ann Arbor and Utica) participating in NEA’s Blended Learning PD. Annette Christiansen will work with these locals to help them facilitate the programs. Other locals are looking to leverage the 90-hours required of new teachers for continued certification by becoming a source for relevant PD and are working to create plans that include MEA trainings and/or NEA online modules.
Trauma-Informed Schools We are looking to develop a more unified approach to addressing this need. Trainings are being developed and we are looking at getting a cadre of trainers certified in this area.
Center for Leadership and Learning (CLL) The CLL is an organizing and institutional structure intended to meet the needs of our members through providing professional development excellence and leadership development with our students as the focus and serve as a specialized recruitment tool for members. In addition, the CLL will play a large role in the rebranding of MEA as the recognized and preferred resource for Michigan’s educators and the communities we serve.
The articulated initial goals of the CLL are: Increase the value of NEA and MEA members and potential members based on relevant and exclusive professional development offerings. Engage approximately 20 percent of dues paying members with some form of relevant professional development. Address the needs of Michigan’s aspiring and early career educators, ensuring we are engaging them as early as possible, by designing and implementing regional level professional development sessions focusing on topics specific to them. Increase membership in targeted areas. Increase affiliate staff/leadership engagement and increase leadership and leadership capacity.
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Activities as of July: Continuing collaborative meetings with our Michigan Department of Education (MDE) counterparts around professional learning and alignment of some of our offerings with MDE goals with the objective of making the MEA a preferred professional development provider. Collaboration with school districts to provide whole-staff (district specific) and/or subject area (e.g., science - Carbon TIME) professional development for school year 2019-20. Schools included are Lakeville, Pinconning, Essexville-Hampton, Kalamazoo, Ypsilanti, Ann Arbor, and Bay City. Initial development of a member-led Trauma-Informed Education training cadre involving Traverse City, Kalamazoo, and Ann Arbor. Winter Worksite Project led to a member-lead Community Coalition cadre in Rochester that planned and executed a Rochester Health, Wellness, and Summer Enrichment Fair which involved over two dozen community partners. Ongoing work with other targeted districts and their leadership to develop capacities and practices to enable the development of Professional Learning and Professional Practice leaders within their local association as well as within their regional education community. Ongoing work with NEA counterparts and other like state affiliate centers and institutes with the goal of translating and applying best practices learned to our MEA Center for Leadership and Learning. Meetings and presentations to MEA and MESSA staff with the goal of engaging and orienting more of our organization’s staff in the planning and identification of professional learning projects and initiatives for the 2019 -20 school year.
NEA UniServ Academy This group serves as the foundational training cadre for all state affiliate UniServ staff. The NEA UniServ Academy is led by Ellen Holmes (NEA) and Tom Israel (NEA) and composed of 23 state affiliate UniServ staff trainers from across the country, including two UniServ staff trainers from Michigan⸻Chad Williams (MEA) and Deb Lotan (MEA). The cadre provides a series of staff trainings throughout the calendar year for all state affiliate staff who are in their first three years of service (Foundations Academy) as well as (Focus Academy) trainings for veteran staff on: Advancing Racial Justice through UniServ Work, Organizing for the Common Good, Effective Leadership Structures & Strong Worksites, Using Data to Enhance Membership Recruitment & Leadership Development, Building a Movement: Advanced Organizing, and Organizing Strategies for ESP Members.
Certification
Individual member concerns around certification continue, but new systemic concerns were largely absent. A few items of minor note appear below.
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Midwest Alliance to Improve Teacher Preparation (MAITP) At a recent MIATP meeting, it was announced that there is a plan to create a short documentary on “proven or innovative work” in the areas of “recruitment and retention in rural areas.” We, and other MIATP members, were asked whether or not we had any knowledge of noteworthy programs currently in place, and consequently put out a communication to all UniServ directors asking for feedback on the issue on June 3. So far, the response rate has been rather low. Whether this low response rate is due to staff workload this time of year (bargaining), the lack of proven, innovative recruitment and retention strategies being used in rural school districts, or some other factor, is unknown. A second request for information was sent into the field again on July 3, one month later. Hopefully, more responses will come in soon.
In other MIATP news, Daniel Frederking, Ed.D, was appointed new chair of the group following Steven Dibb’s transition to other work. Dan is a technical assistance consultant at American Institutes for Research (AIR).
Finally, the long awaited release of MIATP’s first big study: Examining trends in teacher supply and demand in Michigan is still scheduled for late August. Keep your fingers crossed! The Alliance consists of members of the MDE, University of Michigan, Michigan State University, Grand Valley State University, National Charter Schools Institute, Ionia ISD, Alma College, Novi Community School District, Adrian College, REL Midwest, and the MEA.
Retirement and MEA-Retired
MEA-Retired member and local/state governance support continues. In-person member and UniServ assistance with disability retirement applications continues. Individual meetings with high-level ORS management personnel took place and a number of 2019 MIP/Basic Pre- Retirement trainings were held. The usual rush of desperate, end of the year individual concerns was a little lower than normal this year, which was good news. Individual concerns regarding the impact of insurance changes to retiree coverage are up, however, there is some reason to believe that individuals living in the Upper Peninsula and rural areas of the Lower Peninsula may be disproportionally impacted by some of these changes. This will be addressed at the next MEA- Retired/ORS quarterly meeting regarding insurance.
Michigan Association of Retired School Personnel (MARSP) MARSP director S. Mark Guastella is retiring. Mark and MEA’s field service consultant Paul Helder have been the main drivers for normalizing relations between the organizations. There are some concerns over what impact his retirement will have on MEA-Retired’s goal of creating a longer-term strategic alliance with them. Mr. Helder and MEA-Retired’s officers were all invited to Mr. Guastella’s official MARSP retirement celebration, and made to feel quite welcome throughout the event.
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Coalition for Secure Retirement (CSR) CSR meetings continue, but of particular note was CSR’s recent decision to write and hand- deliver letters to Sen. Jim Ananich, Sen. Mike Shirkey, Rep. Lee Chatfield, and Rep. Christine Greig (the big four on the budget) opposing the idea that was floated to reallocate funding that should be going to MPSERS and instead using that money to fix the roads. A copy of the letter was given to the Public Affairs Department for their information and support. Chris Kolb (State of Michigan budget director), Kerrie Vanden Bosch (director of ORS) and Governor Whitmer also received copies of the letter.
New Trainings New member trainings are being considered in the areas of retirement. The first of these, a training on the interaction of contractual bargaining and retirement law, took place at the U.P. Leadership Conference in April. Resources for the second, a training on Social Security and Medicare, are being finalized as well. More on this as these new trainings are approved and fully developed.
New Intake Form for Retirement A new referral form has been created and disbursed to the field. Individual members who contact headquarters with retirement concerns who have not been referred by the local office will be rerouted to the member’s local UniServ office.
Information Sharing Agreement It seems that this project is running smoothly. On our last check with IT, we were informed that MEA had received the full reports on all data fields agreed upon. Hopefully, this tool will be the answer to many of MEA’s data accuracy concerns.
AEM Annette Christiansen and AEM leadership will be attending the Aspiring Educators Conference (AEC) in Houston this summer. The current AEM president, Spencer Tenney, is returning for a second term and Brittany Perreault (former Secretary-Treasurer) will become the vice president. It is hoped that this experienced leadership will help grow this program. We hope to have a detailed engagement plan in place by the end of July. Areas of focus are as follows: Strengthen the relationship with the MEA-Retired mentor program. Strengthen the relationship with the locals near the chapters. Increase MEA-provided professional learning opportunities. Increase engagement of chapters and chapter members. Create a more personalized engagement plan based on where members are in their schooling. Increase the number of chapters across the state.
Trainings and Conferences 2019 Summer Conference Preparation for the Summer Conference is underway:
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Registration deadline was July 8 but we are still receiving registrations. We are expecting 400 people (around 300 participants and 100 presenters/staff). As of July 8, we have 213 participants registered. The conference will be held at the Kellogg Hotel & Conference Center for the first time. There will be 64 session offerings.
2020 Winter Conference Planning for the Winter Conference will start immediately following the Summer Conference: RFPs will go out to presenters at the Summer Conference and electronically to everyone on Aug. 2. RFPs will be due back by Aug. 23. Overnights and sessions will all be at the Detroit Marriott at the Renaissance Center. The announcement will be out by the October Board Meeting.
Leader Member Training (LMT) Program Since April, there have been 35 trainings with 15 topics covered. There was a total of 684 members in attendance.
MEMBER RELATIONS: HELP CENTER – MEMBERSHIP – DIGITAL STRATEGIST
Help Center
Below is an analysis of Help Center activities from March 30 to June 26:
Note Type Count % of Total Affiliation Change 157 2.93% Benefits 162 3.03% Certification 6 0.11% eDues 4048 75.66% Local referral 190 3.55% Login 102 1.91% Opt-Out 83 1.55% Other 6 0.11% Payment Plan 464 8.67% Representation 0 1.44% Retirement 77 1.44% Update Info 55 1.03% Total 5,350
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Free College Benefit: With this benefit coming to an end next February, we sent letters notifying the impacted members and any members of their family that were participating. The letter itself explained why the program was ending and that we were looking for alternatives to replace it. The Help Center is prepared to answer any questions that we receive on this program as we anticipate calls from current participants. Any comments we receive from members and their families will be recorded in netFORUM as we do with every member interaction.
As stated above, we will be continuing to search for a viable alternative to the program with a Michigan-based school. In the past, Washtenaw Community College had shown interest in the program but chose to pursue other interests instead of using this program–they may be a viable candidate to continue this program in the future and we will be keeping in touch with them.
Delinquency Letters Next week we will send out the third and final batch of delinquency letters for this year. As a reminder, these letters only go to non-members because our members are receiving the Revocation Policy letters on a monthly basis. We have continued to monitor their effectiveness and they continue to have a noticeable impact.
Payment Plans We have now begun the final testing phases of the new Payment Plan system. Over the next few weeks, MEA IT and the MEA Help Center will be rolling out the system to the field. This new system should be ready to go before the new school year starts in September. Critically, over the next month, the Help Center will be converting all the existing plans in our membership records so that there are no grandfathered plans in place. This new system will unify all payment plan work under a single process that allows us to monitor what each member is doing and whether or not they are complying with the plan. There will no longer be a payment plan checkbox to toggle, which has proved to be unreliable.
This will necessitate some new payment plan rules that will be rolled out to the field as we roll out the system. These rules are more forgiving of members, encourage more communication with members, and create a more responsive good standing system.
This project has taken longer than we originally hoped. Most of the delay came from other, more urgent asks of the IT Department, but there were also some unexpected difficulties in the development. However, when the system is live and in use, the improvements that it brings will be well worth it to our members, staff and the organization as a whole. This system brings the MEA’s billing practices more in line with what our members expect from institutions that bill them monthly.
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Member Benefits Our continued work with Access Development is paying off even more for our members. In the month of May alone, our members saved $117,776 through the Access Development program. Since January, we have collectively saved $657,963. Each month our members are saving more than $100,000 in their lives across the state. Since summer has now arrived and many of our members are on a break, it may be worth reminding them about the Access discount program because it could save them a significant sum of money.
As an example, for any of our members that are traveling to Disney World or Disneyland this summer, the Access discounts are one of a very few ways to save money on tickets to those parks. They simply buy the tickets online through the website to receive the discount. The Disney tickets are consistently one of the most used redemptions on the site with our members.
Saving money is not the only positive news though, we have also managed to register 5,705 members through the website or app since September 2018. That means that 5,705 more members are engaging in the program. Most of these registrants are new or newer members, which we can determine based on their member ID number, but there are a significant number of long-time members as well. If we are able to get a long-time member to engage in the program, that means that we have reinforced their relationship to the MEA. Newer members that start using the program will eventually get into the habit of using it and feel more connected to the association. This is a trend that we have seen steadily over the last several years of usage growth. Indeed, surveys of members conducted by NEA Member Benefits found that members engaging in a member benefit program are up to 30 percent less likely to leave membership. These discounts may seem small, but they can really play a big role in organizing if we use them effectively.
Membership
Membership Processing Assistance and Trainings In addition to our normal responsibilities, Membership has had a significant increase in workflow as we continue to wrap up 2018-19 changes and head into the 2019-20 system rollover. Because this is the time of the year when UniServ offices and local leaders receive the bulk of member salary info and employment changes from school districts, all of that data has to be entered prior to Aug.16. Membership coordinates with respective field offices to ensure that member records will be updated before rollover deadlines and will continue to do so during the first rush of the school year.
We worked at this year’s Spring Representative Assembly in May, assisting in various capacities, including registration with the Credentials Committee, and also with the Elections and Resolutions Committees. We have also met with local leaders at their respective UniServ offices or schools throughout the school year when they have needed more personalized service to address their membership processing concerns.
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Member and Staff Assistance Since April 1, Membership took or made 2,063 calls from/to our members and/or staff. We have also responded to approximately 1,700 emails for the same time period, especially regarding billing inquiries on the 15th (when IBL billing statements are sent) and 25th of the month (when autopays for IBL dues are made). We also participated in the June #RedforEd rallies at the capitol, offering our support and lending our voices at the events highlighting public education concerns.
Opt Outs Since June 30, Membership has processed 1,463 resignation requests.
$30 Early Dues Incentive Rebate Membership began receiving completed rebate forms in August from LBL units for their members who paid 2018-19 dues in full. The paid-in-full deadline for both LBL and IBL units this year was Oct. 31 (LBLs could determine their own as long it occurred before Oct. 31). Per MEA rebate rules, those members received their $30 rebate check within 90 days of mailing the form to headquarters. Participating members had until Dec. 31 to submit their completed form in order to receive their rebate check. Approximately 4,700 IBL members fully paid their 2018-19 dues early. Through June, Membership has processed 3,500 rebate forms from participating rebate members.
Collections Membership works in partnership with LIW, MEA’s collection law firm, verifying data that is necessary for LIW to: escalate collections activity through the court system for judgments; establish payment arrangements with members and non-members; close accounts due to extenuating circumstances revealed after the initial collections referral; and appear as witnesses in court for collections trials when necessary. MEA has referred approximately 6,000 individuals to collections since working with LIW, with more than 3,000 of those occurring since October 2018.
Through June, Membership has mailed approximately 2,000 pre-collections letters this school year to individuals with past due balances in a final attempt to get them to address the arrearage before entering the collections process.
Digital Strategist
New Ed Recruitment Community: In preparing for the next year of the campaign, the New Ed team met and discussed improvements for the New Ed Recruitment Community and we are implementing those changes currently with most of them already completed. For the New Ed events, we are creating another “record type” to accommodate the different types of New Ed events; New Ed Orientations (typically a first contact) or a New Ed Engagement (typically a third contact).
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We added a 1-4 rating scale to the member record for organizers to indicate if the potential member was going to join or not, and a checkbox indicating if the member would be a potential leader. We then added a new 1:1 conversation “event” type to record the 1:1 conversations that happen. This would include the date and meeting subject and would then appear in the communities as activities related to member records.
Along with updates to the survey questions and responses, we are also developing new dashboards and reports to help users identify Professional Supports, Education Policy & Advocacy, and Compensation & Contracts. This includes aggregate responses at the coordinating council and bargaining unit levels as well as individual members. We will also be utilizing S-Docs to create a variety of exportable formats for the reports.
We have also updated the staff documentation and published it to the community with updated videos and printable PDFs. The next year’s documentation will also be further broken down by specific topics (e.g., How to Create an Event).
ESP Conference Survey We designed and sent emails inviting ESP members to take a quick survey. The survey asked if they have attended an ESP conference in the past and follow-up questions based on the response–conditional branching in survey terms.
The follow-up questions for those that indicated that they had not attended were why not and what would interest them. For those that responded that they had attended a conference in the past, the follow-up questions were “What drew you to the conference?” and “What would you suggest to make it a better experience?”
The survey was set up using our new Salesforce survey licenses, allowing for a more modern survey-taking experience with more question types (e.g., sliders, rating scales, etc.) We sent two emails inviting ESP members to take the survey and just closed the survey July 1. We just sent the results along to the team so they could analyze them.
Winter Conference and Session Evaluations We designed and sent emails inviting conference attendees to complete their overall conference evaluation and individual session evaluations. We followed up with a reminder email for those attendees who did not complete the survey, as well as suppressing those that had completed the survey.
After the survey was closed, we developed a report for each specific session and corresponding evaluations. This was based on existing survey responses in a Salesforce report, and creating a spreadsheet that transformed the data into a session per row report via several formulas counting
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responses and other calculations. We also created an InDesign template file to handle the data in the newly created file and format it so that each session has its own report.
Bargaining Agreements/Contract Management We are currently developing a process for North-Central Zone staff to enter and maintain the details on bargaining agreements/contracts between districts and our bargaining units. We have created a flow to gather the pertinent information for the contracts and also have the ability to see the contract in a bargaining unit’s record page in the community (same community as New Ed) and also see lists of contracts. We have created the documentation and just have a couple edits from our testing to implement before we are 100 percent live.
Charter School Organizing Similar to last year, we worked with Jake Louks in developing an email campaign and RSVP for inviting charter school employees to a local event for three SCECHs. We were able to register about 20 people for the event.
Also similar to last year, we completed a multi-channel campaign to invite charter school educators to a summit where they could receive SCECHs. This involved sending invite emails, excluding those that had already registered, and managing event and session registrations. We were able to register 75 leads for this event.
LBL Member Revocations We are creating a Partner Community to allow LBL units to manage the 30, 60, 90, OBUM-T communications process, through member revocation. This includes options for LL to certify that they are sending the required communications or MEA is sending the communications. If the membership is in fact to be terminated, there could be an approval process where MEA staff would terminate the membership.
Currently, we are developing the revocation process in a partial copy sandbox of our Salesforce instance. This is a non-production copy of our system to do development in. We will be looking for a few lighthouse locals and staff to test with, taking the feedback we receive and implement those into this process to fill in some of our gaps. These gaps have been purposefully left in place until we can gather more information from our users about how this can help them more, or how this should really work where the rubber meets the road.
MEA Donation Process or Market Development Funds (MDF) In working with secretary-treasurer Brett Smith, we are developing a process where outside organizations can request donations from the MEA for various purposes and internally we can track them, approve if applicable, and also include various communications based on outcomes, (e.g., “Your request was approved”).
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The basic process: Orgs request funds via form. The request is scored via the rubric. Internal approval process. Communications. Manage fund claims. Reporting/analytics.
At its core, this is Market Development Funds (MDF), a common practice for larger vendors especially on a 1-2 or more tier level of sales/service where the vendor does not directly sell to its customers, much like our MEA Membership where members sign up with a local. This can include channel programs where organizations can collaborate on marketing efforts with partners to drive specific outcomes. Examples of channel programs would be the New Educator program with events and inquiry cards, Early Enrollment, or even service/retention based ones, such as the LBL member revocation. The concept here is that the local is driving the sales or service via standardized campaigns that the MEA can track/assist with. One typical deliverable in a MDF and channel programs is distributive marketing abilities, such as we have.
Our potential solution is to utilize the Salesforce MDF process via the Partner Community, as this feature is already built into the community–it includes the ability to manage budgets associated with channel programs. We are also going to expand on this concept within the New Ed Recruitment Community where locals are already requesting market development funds to host New Ed events. This will allow for a better way for the internal approvers to manage these requests.
We are working with Public Affairs to update the newsletter sign-up form via the Marketing Cloud. The old form is not working properly and needs to create a more reliable solution for newsletter sign-ups. Additional behind the scenes programming should be done as well, but can wait.
PUBLIC AFFAIRS: COMMUNICATIONS - GOVERNMENT AFFAIRS
Government Affairs
Legislative This is the 100th session of the Michigan Legislature. It may have started out slow, but April through June have been quite busy. There was the auto no-fault insurance reform, evaluation bills, snow day bills, and more than 90 other bills that have been introduced so far in the House and Senate involving public education, higher education, and our members.
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Even with the large number of bills that have been introduced in the first six months of this session, the Legislature seems to be moving cautiously. With a Republican-controlled House and Senate, this is the first time the vast majority of them have had to negotiate with a Democratic governor. More and more legislators are willing to work with us on education legislation, as they do not want to have their bills vetoed by the governor. We have bi-weekly meetings with the governor’s policy staff and have access to them when needed. This is a great accomplishment due to the support from our members for Gretchen Whitmer in the November election. In the past eight years, we very rarely got past the reception area in the governor’s office. Some legislation that has been signed by the governor this year: Teacher Evaluation (SB 0122 - PA 6 of 2018) Sponsored by Sen. Ken Horn (R-Frankenmuth). Under this bill, for the 2018-19 school year only, 25 percent of the annual year-end evaluation for teachers would have to be based on student growth and assessment rather than 40 percent. Its companion bill, SB 0202, does the same for administrator evaluations. We are continuing to work with the sponsor of these bills on new legislation to make this a permanent fix.
Snow Days (HB 4206 - PA 11 of 2019) Sponsored by Rep. Ben Frederick (R-Owosso). Under this new bill, in addition to the days currently provided as snow days (plus waiver days), with the approval of the superintendent of public instruction, the department shall count as hours and days of pupil instruction days that the governor has issued an executive order declaring a state of emergency (this year it would be three or four additional days depending on your area of the state from the polar vortex). Before getting approval from the state superintendent for the state of emergency days, a school district would have to have used the additional three snow days that were already available through a waiver from the state superintendent. The district would also have to provide its hourly employees full compensation they would have been entitled to, unless they are already covered under a collective bargaining agreement, or the district can demonstrate to the state superintendent that it has provided its hourly employees with compensation or a benefit in lieu of compensation based on a written agreement with the bargaining unit.
Auto No-Fault Reform, known as Senate Bill 1 Much time was spent in the spring by the Legislature on Auto No-Fault Reform. MEA was officially neutral on the bills–with MESSA covering roughly two-thirds of our members, their medical insurance needs in accidents are already coordinated and covered. The remaining one- third of our members are covered by other insurers, including plans backed by BCBS or other self-funded (ERISA) plans. We are confident that the changes made will not negatively impact
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members or health insurance rates we will see at bargaining tables, although we will monitor the implementation of the legislation to ensure that holds true.
2019-20 Budget We have been working closely with the governor’s office on the School Aid and higher education budgets. Despite our efforts, including the successful #RedForEd Rallies in June, it seems to be a very slow process⸻action could be taken in August, but September is more likely as the clock ticks toward the deadline at the end of that month. The governor has made her recommendations to the School Aid budget with a total appropriations of $15,371,239. The Senate has made their recommendations with a total appropriations of $15,240,158. The House has made their recommendations with a total appropriations of $15,047,574. Under the Senate and House recommendations all the school districts will get less than what they would under the governor’s recommendations some considerably less, due to the reduced or eliminated funding for many categorical programs in the Senate version (part of the governor’s “weighted funding” for additional higher cost areas such as at-risk, special education and CTE). Here are just a few of the highlights of the three School Aid budget recommendations: Foundation Allowance Governor increased foundation allowances between $120 and $180 per pupil using a 1.5x formula. The Senate increased foundation allowances between $135 and $270 per pupil using a 2x formula. The House increased foundation allowances between $90 and $180 (for those of you at the bargaining table, these are likely the numbers you will hear from school management).
Special Education The governor increased special education reimbursement by an estimated 4 percent of costs. The Senate did not include any increase. The House did not include any increase. At Risk Students The governor increased at-risk funding by $102 million. Senate increased at-risk funding by $9 million. The House maintains the current risk funding.
Great Start Readiness Program (GSRP) The governor increased funding by $84 million. The Senate increased funding by $5 million. The House maintains the current funding.
Career and Technical Education The governor increased CTE funding and changed the formula to pay an estimated 6 percent of the minimum foundation allowance for each high school student in a CTE program. The Senate
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retained current law related to per-pupil payments, but increased CTE reimbursement under Sec. 61a by $1.5 million. The House increases the CTE funding by $10 million.
Cyber Schools' Foundation Allowances The governor reduced cyber schools' foundation allowances by 20 percent, or $22 million. The Senate and the House did not include a reduction to cyber schools' foundation allowances.
High School Per-Pupil Payments The Senate and the House eliminated the current additional payments of $25 per high school student.
Professional Development as Instructional Time The governor recommended (and the Senate included) language that would allow a district to count up to 38 hours of qualifying professional development as hours of pupil instruction. House concurs with governor, but revises from requiring qualifying professional development to occur after the first day and before the last day to requiring not more than four hours of professional development to take place before the first day and not more than four hours to take place after the last day.
The following are the governor, Senate and House recommendations for community college and higher education. Community College Operations The governor included a 3 percent increase in community college operations. The increase would be distributed through the existing performance funding formula developed by the 2016 Performance Indicators Review Task Force. The formula allocates the money as follows: 30 percent proportional to FY 19 base appropriation, 30 percent weighted contact hours, 10 percent performance improvement, 10 percent performance completion number, 10 percent performance completion rate, 5 percent administrative costs, 5 percent local strategic value. The Senate retained the performance funding formula, but provided only a 1.3 percent increase instead. The House recommended only a 1 percent increase which would be distributed through a revised performance formula.
University Operations The governor included a 3 percent across-the-board increase based on each university's FY 2018- 19 operations funding. The Senate recommended only a 1 percent increase through the performance funding formula used in recent years. The House recommended only a 0.7 percent increase to the state’s universities.
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Note: School Aid Fund Shift. Governor removed all School Aid Fund revenue ($500.2 million) in the higher education budget and replaced it with GF/GP. Senate did not include this fund shift. The House did include this. Some of the legislation we continue to monitor: Evaluations - Highly Effective (HB 4207) Sponsored by Rep. Scott VanSingel (R-Grant). This bill would prohibit a limit on number of teachers rated as highly effective.
Evaluations - Family Members (HB 4208) Sponsored by Rep. Steve Johnson (R-Wayland). This bill would prohibit a family member from performing an evaluation for public school teachers.
School Start Dates (HB 4087) Sponsored by Rep. Pam Hornberger (R-Chesterfield Township). This bill would remove the no school before Labor Day restrictions, but would not allow school to be in session on Mondays or Fridays in August.
Labor Day Waiver (HB 4368) Sponsored by Pam Hornberger (R-Chesterfield Township). This bill would eliminate the requirement for requesting a waiver to begin school before Labor Day.
Common Calendar (HB 4369) Sponsored by Rep. Pam Hornberger (R-Chesterfield Township). This bill would remove the ISD-wide common calendar requirement.
Required Kindergarten (HB 4071) Sponsored by Rep. William Sowerby (D-Clinton Township.). Children that would be age five on or before Sept. 1, would be required to attend kindergarten.
Workkeys (HB 4162) Sponsored by Rep. John Reilly (R-Oakland). Under this bill, the requirement that the Michigan Merit Exam include an assessment that can be used in evaluating the student’s workforce readiness be removed.
Foreign Language (SB 0171) Sponsored by Sen. Jim Stamas (R-Midland). This bill would allow sign language to be counted towards a foreign language requirement.
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Sign Language (HB 4269) Sponsored by Rep. Beth Griffin (R-Paw Paw). Under this bill, sign language would be considered a foreign language for 21st Century skills credit requirements for high school diploma.
Mental Health Training (SB 0041) Sponsored by Sen. Sylvia Santana (D-Detroit). This bill would require mental health training; include for teacher continuing education and professional development.
School Counselors (HB 4054) Sponsored by Rep. Leslie Love (D-Oak Park). This bill would require a minimum number of school counselors to be employed by a school district, intermediate school district, or public school academy, to be one counselor for every 450 pupils.
Safe Water (HB 4064) Sponsored by Rep. Sheldon Neeley (D-Flint). This bill would require a program for testing and removing lead in drinking water used by schools and child care centers.
Sexual Violence Prevention (SB 0216) Sponsored by Sen. Stephanie Chang (D-Detroit). This bill would require information regarding sexual assault and harassment for students is provided and encourage related professional development.
Sexual Assault/Abuse (HB 4195) Sponsored by Rep. Kevin Hertel (D-St. Clair Shores). This bill would require the MDE to develop policies and guidelines related to student disclosures regarding assaults and sexual abuse.
School Bullying (HB 4216) Sponsored by Rep. Sarah Anthony (D-Lansing). Under this bill, one hour of instruction on bullying prevention would be required for a teaching certification.
Dental Requirements (HB 4223) Sponsored by Rep. Scott VanSingel (R-Grant). This bill would require dental screening of kindergarten and first grade students.
State Board Elections (SB 0025) Sponsored by Sen. Ed McBroom (R-Vulcan). This bill would require board members for the State Board of Education to be selected by each political party from regions.
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ISD Board Elections (HB 4088) Sponsored by Rep. Pam Hornberger (R-Chesterfield Township). This bill would require intermediate school board members to be elected by popular vote.
Charter Board Elections (SB 0250) Sponsored by Sen. Betty Jean Alexander (D-Detroit). This bill would require public school academies to have school boards by popular election.
Charter Graduate College Admittance (SB 0251) Sponsored by Sen. Betty Jean Alexander (D-Detroit). This bill would require state public universities that authorize the organization and operation of public school academies to admit into the universities' undergraduate programs certain high school graduates from those university-authorized public school academies and to provide all necessary remedial education to students so admitted.
Classroom Seats (SB 0258) Sponsored by Sen. Betty Jean Alexander (D-Detroit). This bill would require for a student to be enrolled in core curriculum class with more than 35 students in classroom that a seat would be available.
Additional Debt by an EM (SB 0259) Sponsored by Sen. Betty Jean Alexander (D-Detroit). This bill would require the state to reimburse a local government for additional liability or debt incurred by an emergency manager.
Naming Rights by an EM (SB 0260) Sponsored by Sen. Betty Jean Alexander (D-Detroit). This bill would prohibit an emergency manager for a school district from naming or renaming any school, educational entity, or institution in that school district.
Closing a School Building (SB 0126) Sponsored by Sen. Stephanie Chang (D-Detroit). This bill would require a change to policy and procedures of school and student records regarding closure of a school building.
“Taps” (HB 4059) Sponsored by Rep. Kevin Coleman (D-Westland). This bill would require an excused absence from public school for the purpose of sounding "Taps" at a military honor funeral for a deceased veteran.
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Purchasing Buses (HB 4075) Sponsored by Rep. Aaron Miller (R-Sturgis). Allows the use of sinking funds to include school bus purchasing.
Apprentice Programs (HB 4174) Sponsored by Rep. Fredericks (R-Owosso). Under this bill, certain apprenticeship programs would be exempt from being a proprietary school.
African-American History (HB 4276) Sponsored by Rep. Sherry Gay-Dagnogo (D-Detroit). This bill would create a curriculum requirement for schools to provide instruction on African-American history.
Pepper Sprays (HB 4277) Sponsored by Rep. Beau LaFave (R-Irion Mountain). This bill would allow teachers and other school employees to carry pepper spray in school and on school property under certain circumstances.
Tasers (HB 4278) Sponsored by Rep. Beau LaFave (R-Iron Mountain). This bill would allow teachers and other school employees to carry tasers in school and on school property under certain circumstances.
Health Credit (HB 4282) Sponsored by Rep. Roger Hauck (R-Mt. Pleasant). This bill would allow occupational safety and health administration (MIOSHA) training as alternative to health credit requirement for high school diploma under certain circumstances.
Fire Alarms (HB 4066 and HB 4067) Sponsored by Rep. Julie Calley (R-Portland). These bills would exempt the placement for manual fire alarm boxes in schools in a vestibule if a manual fire alarm box was located within five feet of interior door of the vestibule.
AEDs (HB 4333) Sponsored by Rep. Angela Witwer (D-Delta Township). This bill would appropriate supplemental funding for distribution of automated external defibrillators (AED) in certain education facilities.
First Aid (HB 4334) Sponsored by Rep. Jeff Yaroch (R-Richmond). This bill would require first aid response kits in school buildings.
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Substitute Exception - Family Members (HB 4342) Sponsored by Rep. Brad Paquette (R-Niles). This bill would allow an exception for college credit requirements for an individual to serve as a substitute teacher if they are a family member of pupil.
Elected University Board Removal (HB 4375) Sponsored by Rep Pam Hornberger (R-Chesterfield Township). This bill would clarify the procedure for the removal of an official on the State Board of Education, the board of regents of the University of Michigan, the board of trustees of Michigan State University, or the board of governors of Wayne State University.
Mandated Reporters (HB 4376) Sponsored by Rep. Beth Griffin (R-Paw Paw). This bill would create mandatory reporting requirements for child abuse or child neglect expanded to include physical therapist, physical therapist assistants, and athletic trainers.
Sexual Assault Reporting (HB 4379) Sponsored by Rep. Yousef Rabhi (D-Ann Arbor). This bill would prohibit a pupil from being expelled for a reported incident of being sexually assaulted.
Unprofessional Conduct (HB 4382) Sponsored by Rep. Cara Clemente (D-Lincoln Park). This bill would create a requirement for school districts and public school academies to request certain information on unprofessional conduct for job applicants and a requirement to send that information to the department.
Library Media Specialist (HB 4392) Sponsored by Rep. Darrin Camilleri (D-Brownstown). This bill would require all school districts to have a certified library media specialist in all public schools.
Interlibrary Loans (HB 4393) Sponsored by Rep. Matt Koleszar (D-Plymouth). This bill would require all public schools libraries to participate in the interlibrary loan system.
Library Supervision (HB 4394) Sponsored by Rep. Kristy Pagan (D-Canton). This bill would allow a designated individual to supervise pupils in a school library under certain conditions.
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Parental Leave (HB 4425) Sponsored by Rep. Brian Elder (D-Bay City). This bill would allow parental leave time provided for participation in school activities.
Cursive (HB 4483) Sponsored by Rep. Brenda Carter (D-Pontiac). This bill would create a model program of instruction in cursive handwriting.
Carbon Monoxide Detectors (HB 4536) Sponsored by Rep. Rachel Hood (D-Grand Rapids). This bill would require the installation of carbon monoxide devices in school buildings.
Dual Enrollment (HB 4546) Sponsored by Rep. Bronna Kahle (R-Adrian). This bill would modify certain dual enrollment eligibility requirements in career and technical programs.
Dual Enrollment (HB 4547) Sponsored by Rep. Ben Fredrick (R-Owasso). This bill would modify certain dual enrollment eligibility requirements in postsecondary enrollment options.
Criminal Sexual Conduct (HB 4581) Sponsored by Rep. Bronna Kahle (R-Adrian). This bill would revise the age of consent for sexual contact between school employee and student.
Educators Tax Credit (HB 4582) Sponsored by Rep. Angela Witwer (D-Delta Township). This bill would allow an individual income tax credit for expenditures by certain school teachers for certain supplies.
Third Grade Reading (HB 4583) Sponsored by Rep. Kristy Pagen (D-Canton). This bill would amend the third grade reading law, including repeal of retention language.
Monthly Board Meetings (HB 4591) Sponsored by Rep. William Sowerby (D-Clinton Township). This bill would require local public school boards to hold monthly board meetings.
Pupil Immunization (HB 4610) Sponsored by Rep. Brian Elder (D-Bay City). This bill would require certain notice requirements for schools concerning pupil immunization status.
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FAFSA Requirement (HB 4614) Sponsored by Rep. Darrin Camilleri (D-Brownstown). This bill would require completion of the Free Application for Federal Student Aid (FAFSA) by pupils as condition of graduation.
Innovative Schools (HB 4626) Sponsored by Brad Paquette (R-Niles). This bill would create innovative public school districts that would not be subject to many requirements of traditional schools. This could become a back- door voucher program, similar to the bills introduced by former House Education Committee chair Tim Kelly that were defeated last session.
SBE Financial Disclosure (HB 4649) Sponsored by Rep. Yousef Rabbi (D-Ann Arbor). This bill would require a financial disclosure report for individuals serving on and candidates for the state board of education to file.
Great Start Readiness (HB 4667) Sponsored by Rep. Kristy Pagen (D-Canton). This bill would revise eligibility for the great start readiness program to allow participation of children three years of age who meet the program's income eligibility guidelines.
Great Start Readiness (HB 4668) Sponsored by Rep. Lori Stone (D-Warren). This bill would expand the income eligibility for the great start readiness program.
Reading (HB 4669) Sponsored by Rep. Cara Clemente (D-Lincoln Park). This bill would expand the implementation of the reading improvement plan under certain circumstances.
Charter Enrollment (HB 4675) Sponsored by Rep. Lynn Afendoulis (R-Grand Rapids). This bill would modify public school academies enrollment requirements for strict discipline academies.
Door Barricades (HB 4689) Sponsored by Rep. Scott VanSingel (R-Grant). This bill would provide standards for temporary door barricade devices in school buildings.
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Safety Inspections (HB 4739) Sponsored by Rep. Ryan Berman (R-Commerce Township). This bill would require annual inspections of all public and nonpublic schools for health and safety violations.
Financial Management Teams (HB 4766 and HB 4767) Sponsored by Rep. Christine Greig (D-Farmington). These bills would include reference to financial management teams alongside emergency managers in the revised school code and the state school aid act.
Attendance (HB 4797) Sponsored by Rep. Darrin Camilleri (D-Brownstown). This bill would prohibit unequal attendance treatment of pupils based on immigration status.
Civil Rights (HB 4799) Sponsored by Rep. Sheryl Kennedy (D-Davison). This bill would provide for a model program of instruction on civil rights and the United States Bill of Rights.
Charter Authorizing Bodies (SB 0250) Sponsored by Sen. Betty Jean Alexander (D-Detroit). A bill to modify the types of authorizing bodies for public school academies.
Charter HE Transfers (SB 0251) Sponsored by Sen. Betty Jean Alexander (D-Detroit). This bill would create a remediation plan for certain students transferring to affiliated university upon completion of four years of a charter school.
Class size (SB 0258) Sponsored by Sen. Betty Jean Alexander (D-Detroit). This bill would require written parental consent for student to be enrolled in core curriculum class with more than 35 students in the classroom.
EM Debt (SB 0259) Sponsored by Sen. Betty Jean Alexander (D-Detroit). This bill would provide for State reimbursement to local governments for additional liability or debt incurred by an emergency manager.
EM Selling Assets (SB 0260) Sponsored by Sen. Betty Jean Alexander (D-Detroit). This bill would modify authority of emergency managers to sell or transfer assets of a local government.
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Graduation Requirements (SB 0266) Sponsored by Sen. Ed McBroom (R-Vulcan). This bill would modify high school graduation requirements for early/middle college programs.
Consent Education (SB 0270) Sponsored by Sen. Curtis Hertel (D-East Lansing). This bill would modify instruction in sex education to include instruction on affirmative consent, sexual assault, dating violence, and the prevention of sexual assault and dating violence.
Opioid Administration (SB 0283 - Now PA 0038 of 2019) Sponsored by Sen. Peter Lucido (R-Shelby Township) as part of a package of bills. This Public Act amends the Revised School Code to align with new language (from House Bill 4367; PA 39) that allows a governmental agency to purchase and possess an opioid antagonist and distribute it to an employee or agent who has been trained in its use. The employee or agent may administer it under certain circumstances; the bill provides immunity for its good-faith administration.
Education Savings Program (SB 0285) Sponsored by Sen. Peter Lucido (R-Shelby Township). This bill would amend a qualified withdrawal from Michigan education savings program to conform to 2018 federal modifications.
Addiction Training (SB 0307) Sponsored by Sen. Peter Lucido (R-Shelby Township). A bill to require the Department of Health and Human Services to develop educational materials and a training program regarding the dangers of opioid addictions for certain youth athletes.
Educators Tax Credit (SB 0315) Sponsored by Sen. Jeff Irwin (D-Ann Arbor). This bill would allow for an individual income tax credit for expenditures by certain school teachers for certain supplies.
Student Loan Forgiveness (SB 0380) Sponsored by Sen. Rosemary Bayer (D-Beverly Hills). A bill to create a student loan forgiveness program for certain teachers in at-risk schools.
Opioid Abuse (SB 0386) Sponsored by Sen. Michael McDonald (R-Macomb). This bill would require a model instructional video regarding dangers of prescription opioid drug abuse for implementation in certain curricula.
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State Board of Education (SBE) New State Superintendent Following a national search and interview process, the State Board of Education hired Michael Rice, Ph.D. (the superintendent of Kalamazoo Public Schools) to serve as the next Superintendent of Public Instruction.
New Michigan Code of Educational Ethics The current Michigan Professional Educator’s Code of Ethics was adopted in 2003. This code, accompanied by the teacher oath (MCL 380.1532), is on every educator’s certificate. In 2015, the National Association of State Directors of Teacher Education and Certification (NASDTEC) released the Model Code of Ethics for Educators (MCEE) to ensure educators and prospective educators understand how professional decision making can impact the safety and well-being of children, as well as the culture and mission of the school. As technology advances and social media expands, it was necessary for Michigan’s Code of Ethics to be updated with additional detail to address the needs of effective educators.
The new Michigan Code of Teacher Ethics can be found at: https://www.michigan.gov/documents/mde/Code_of_Ethics_653130_7.pdf
Michigan School Finance…A Quarter Century of State Control The MSU report, “Michigan School Finance…A Quarter Century of State Control,” was presented. Broadly, this report showed that over the past 25 years, Michigan is dead last nationally in increases for public education funding. This is an extremely informative report with recommendations such as: • High-quality preschool for all four-year-olds and at-risk three-year-olds funded at $14,155 per student. • Base funding for all K-12 students in district and brick-and-mortar charter schools of $9,590.
This does not include transportation or capital facility costs, and only includes employee retirement costs at 4.6 percent of wages and salaries.
This report should be read by all involved in school finance, negotiations, and the budgeting process. The report can be read and printed from the URL - http://education.msu.edu/ed-policy- phd/pdf/Michigan-School-Finance-at-the-Crossroads-A-Quarter-Center-of-State-Control.pdf
Proposed Standards for the Preparation and Practice of School Social Workers The SBE received a proposal for the revision and adoption of new Standards for the Preparation and Practice of School Social Workers. These standards were written to support the Top Ten in Ten Years Strategic Goal 3 to “develop, support, and sustain a high-quality, prepared, and collaborative education workforce” and the MDE’s Whole Child priority. The report can be found at:
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https://www.michigan.gov/documents/mde/Item_A_Presentation_of_Standards_for_the_Prep_and_Practice_of School_Social_Workers_656111_7.pdf
Special Education Funding Report In the spring of 2017, Lt. Governor Calley called for a subcommittee of the Lt. Governor’s Special Education Reform Task Force to focus on special education finance in Michigan’s schools, particularly with regard to student outcomes. The Lt. Governor charged the subcommittee with creating recommendations to support a financial system that meets the unique needs of each child. The subcommittee met multiple times between April and September and reviewed data and programs from other states and heard from local, regional, and national policy experts on special education funding, research, and evidenced-based special education programs and student outcomes. They concluded, “It is clear that Michigan must do better and should strive to improve special education funding systems and programs to increase outcomes for students with disabilities and their families in every corner of our state.” The report can be found at: https://www.michigan.gov/documents/calley/Special_Education_Finance_Report_- _final_2017_606751_7.pdf
State Board of Education agendas and supporting documents: http://www.michigan.gov/mde/0,4615,7-140-5373_16595---,00.html
Political Action Political organizing work ramped up before summer break to prepare for the #RedforEd rallies for public education in June. We asked UniServ directors, leaders and members to shine a light on the state of public education in Michigan by doing #RedforEd Reality Checks. These actions included walk-ins, writing postcards, posting stories on social media, meeting with lawmakers, and passing board resolutions in support of the budget. We were also fortunate to help organize budget presentations in several school districts with Governor Whitmer.
This early summer organizing work culminated in two rallies for public education in Lansing. We met at the Capitol to call for supporting the governor’s proposed $500 million increase for public education. Here are some facts about our #RedforEd rallies: More than 2,000 people marched to the Capitol on June 18. Nearly 1,000 rallied on the 25. 3,059 RSVPs, including data on non-members who support public education. 1,019 people signed an online petition asking the legislature to pass the budget. Thousands of emails and text messages sent to members across Michigan to promote the events, on top of local, in-person promotion requested through a telephone town hall with leaders and conference calls with staff. 43 educator lobbyists who spoke to legislators about the budget at the events. Thousands of Fund our Schools postcards were dispensed in the field, with more than 3,000 completed cards returned for hand delivery to legislative offices with personal stories on education funding needs.
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While the Legislature is on summer break, we are steadily receiving responses to our postcards. Members are organizing legislative councils to continue budget conversations into the new school year.
The Political Action Leaders (PALs) worked on turnout for the rallies and are rolling into legislative organizing work in key legislative districts. The PALs are attending the Summer Conference and beginning to set up meetings with targeted legislators on 2019 organizing work through the school year including canvassing and turn out to town hall meetings and coffee hours.
The Democratic Educators Caucus meet in Port Huron for the MDP State Central Meeting. We were able to elect six MEA members to the MDP Executive Committee, continuing MEA influence in the governing of the party.
After months of meetings by a screening and recommendation governance-staff workgroup, the MEA-PAC Council passed new rules governing the S & R process. We believe these changes will strengthen and simplify our process. These changes include: MEA members who are running for office have a right to request an interview for a recommendation no matter what office they are running for. All requests will be responded to in writing. Designating screening and recommendation committee representatives from each coordinating council early to have committees ready for screenings in 2020 and to clear up voting rights discrepancies. The presiding officer of the AEM, serving ex officio, without vote will be a part of our Statewide Screening and Recommendation Committee. Reinforcing the importance of making recommendations for local offices that have a greater day-to-day impact on members’ lives (and provide the “bench” for future legislative candidates). The workgroup’s next task is to update MEA questionnaires and designate timelines by which screenings are to be completed for optimal fundraising and canvassing outcomes. We are ready to start early and help our pro-public education candidates on to victory.
For the May election, 37 different school bonding proposals were on the ballot. 25 passed and 12 failed the winners included the school districts of Akron-Fairgrove, Bessemer, Delton-Kellogg, East Jackson, Engadine, Fitzgerald, Hanover-Horton, Howell, Huron, Laingsburg, Lawton, Leland, Lincoln Park, Lowell, New Haven, New Lothrop, Okemos, Onsted, Ovid-Elsie, Rockford, Ludington, Vestaburg, Walled Lake, West Ottawa, and White Pigeon. All winning bonding proposals totaled $1.1 billion.
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School sinking fund proposals went 11 for 18 with Bath, Birch Run, Comstock, Concord, Croswell-Lexington, Lansing, Mio AuSable, Montague, New Lothrop, Rockford, and Sturgis all passing their proposals.
Nine locals used our department for mail during the election eight of those districts won. MEA Public Affairs is available to help improve campaign efforts at the local level, most importantly informing our members of the education-related elections in their area.
Large Event PAC Giving MEA-PAC NEA Fund Total April State Central $820 $175 $995 Mtg. MEA RA, May 10-11 $15,326.90 $4,675 $20,001.90
We successfully doubled our Spring RA giving this year in hopes of making up for losing the Fall RA by having our silent auction and giving away prizes for recurring giving. At the Spring RA, we raised $10,255.27.
Communications
Member Communications Since the last report, communications staff produced 11 editions of Capitol Comments, several issues of Voice Online, and the April issue of MEA Voice magazine, which featured a cover package of stories on teacher evaluation. Other content from the April Voice covered organizing initiatives around Governor Whitmer’s budget, a member-led training on National Board Certification, an innovative class run by MEA members in Novi and a member-written piece on CTE opportunities at the college level.
Communications staff produced member-focused feature stories in advance of both #RedforEd rallies to draw members to the events through Capitol Comments and social media, and staff covered both of the rallies writing stories for the website, Voice Online, social media, and Voice magazine.
Work began on the August-September issue of the MEA Voice, which will include coverage of the #RedForEd rallies; a cover story on a long-time member in Lansing whose work on social justice and global education led to national recognition; a feature on David Michelson’s classroom libraries pilot project; the launch of a year-long series written by a third-grade teacher from Mason; and a Q&A with a 22-year paraeducator from West Bloomfield.
A new unionized printing company, LSC Communications, was selected to produce the magazine on a one-year contract following a competitive RFP process, which will lead to faster turnaround times and reduced costs.
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Field and External PR Communications staff provided three columns for President Herbart’s Detroit News “Labor Voices:” The April column (“Educators rate evaluation ‘ineffective’”), highlighted the numerous problems with the teacher evaluation process. In May, President Herbart’s column (“Falling educator pay hurts students”) examined the plight of teacher salaries and the negative effect on Michigan students. June’s L.V. column (“Educators deserve more funding”) shined a spotlight on the spectacular disinvestment in Michigan public schools over the last generation and pointed to a hopeful future: Governor Whitmer’s transformational K-12 budget.
Staff drafted a column for President Herbart on school funding and the Whitmer education budget for Crain’s Detroit Business, which appeared in early June.
Staff drafted a column for Marquette EA president Fred Cole regarding difficulties facing teachers.
News releases were drafted and sent regarding the Governor’s Education Advisory Council, the #RedForEd rallies, Benton Harbor, and the NMC bargaining crisis.
Staff assisted with messaging for bargaining crises: NMC faculty, Plymouth-Canton EA, Garden City EA, and Romulus EA.
Communications staff conducted media interviews with the following media outlets: South Bend Tribune (third grade reading law), Congressional Quarterly (decline in charter school attendance), MIRS (evaluation bills), MLive (“Teacher’s suffer lost decade in salary decline”), Detroit News (cut/retention scores for third grade reading), Detroit Free Press (shared time), NBC-25/Flint (Flint water crisis/systemic racism education) and Capitol News Service (school start date legislation). Staff assisted in providing teachers for Bridge Magazine’s third grade reading project report.
Staff made presentations to the U.P. Leadership Conference and the Grand Traverse Bay MEA- Retired group.
Staff assisted with planning for the MSU organizing project.
Staff attends Michigan Comms table meetings, coordinating messaging with various labor and progressive groups.
Creative Projects The Creative Projects Team, consisting of Creative Services, Production, and Mailing Services, had 408 jobs in April through June, which is an increase of 3 percent from the same period last year, and an increase of 38 percent from the same period two years ago.
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Creative Services produced work in design, web, photography, and video projects including: 2019-20 MEA wall/pocket/leader calendars, Spring RA materials, website design and content updates, zone-specific member handbooks, business cards, RedForEd Rallies materials, Fund Our Future materials, Summer Conference announcements, Respect/Value/Fund materials, New Educator cards, the Voice magazine, AEM certificates and promotional items, election postcards, RA and event signage, plaques for retiring board members, Staples promotional flyer, PAC flyers, NEA RA Delegate Handbook, MEA-Retired newsletter, birthday cards, name badges, and scholarship golf outing brochure and signage.
Production printed and assembled the following projects and materials: 30-day mailing and Spring RA handbook and packets, member handbooks, member cards and new member packets, New Educator cards, birthday/note/business/tent/post cards, several dozen distinct projects for the Spring RA, MEA Advantage materials, RedForEd Rallies materials, Summer Conference announcements, brochures, note pads, carbonless forms, booklets, contracts, flyers and posters, sign lamination, dues invoices and delinquency notices, Respect/Value/Fund materials, NEA RA Delegate Handbook, Fund Our Future materials, CORE Training materials, MEA-Retired newsletter, birthday cards, name badges, Communities in Schools in-kind materials, Staples promotional flyer, scholarship golf outing brochure/program/signage, and several MESSA collateral materials.
These projects resulted in the in-house printing of almost 1.4 million sides of paper in full-color and black/white, which is 40 percent greater than the same time period last year.
Mailing Services, in addition to the daily shipping and mail distribution and collection for MEA headquarters, MEA-FS, and MESSA, facilitated the list management, variable data, assembly, addressing, and/or delivery for these projects: Spring RA 30-day and on-site packets, several elections postcards, MEA-Retired newsletter, Summer Conference Announcement, New Member packets, letters, dues invoices and delinquency notices, numbered ballots and raffle tickets, member cards, ACH and non-ACH monthly mailing, and MESSA field representative postcards.
Work continues on MEA’s rebranding efforts, combining the experience of MEA’s communications team with an external branding design firm and a task force of members and staff providing input on the language and look of our brand as it relates to our goal of recruiting and retaining MEA members.
MEA FINANCIAL SERVICES
Investments
The U.S. economic expansion that began in 2009 is now entering its eleventh year, surpassing the expansion cycle of the 1990s to become the longest in American history. Sustainability of the
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current expansion cycle is dependent upon U.S. trade policy and the speed at which typical late- cycle confidence gathers or loses momentum. Monetary policy is likely to remain accommodative for an extended period, also reducing the risk of recession and extending the life of the expansion. As such, many economists believe one or more rate cuts appear virtually assured during the next several months, as the Feds will buy insurance on sustained economic growth.
The DOL has signaled and threatened a re-introduction of the Conflict of Interest rule which was struck down by the Fifth Circuit Court before it could be fully implemented. The Securities and Exchange Commission has beat the DOL to the punch, however, by releasing its own 750-page Best Interest rule. On June 5, the SEC issued its final version of Regulation Best Interest, which will require brokers and their broker-dealers to act in their clients’ best interests when making an investment recommendation by meeting four core obligations: Disclosure (providing certain prescribed disclosure before or at the time of recommendation, about the recommendation and the relationship between the retail customer and the broker-dealer); Care (exercising reasonable diligence, care, and skill in making the recommendation); Conflicts of Interest (establishing, maintaining, and enforcing policies and procedures reasonably designed to address conflicts of interest); and Compliance (establishing, maintaining, and enforcing policies and procedures reasonably designed to achieve compliance with Regulation Best Interest). The rule goes into effect July 1, 2020. MEA Financial Services and its broker-dealer, Paradigm Equities, is fully prepared for the rule implementation and has already been fulfilling the four core obligations.
Credit Card
MSU Federal Credit Union and MEA Financial Services have released a new tiered-benefit credit card: The VISA Signature Card. The Signature Card offers 3 percent cash back on groceries, 2 percent cash back on gas, travel and universities, and 1percent cash back on other purchases. Unlike other cards, there are no limits on the amount of purchases that can qualify for the cash back. The card does carry an annual fee, but it is waived in the first year. With consistent use of the card the fee will minimally affect the rewards. Marketing to members is underway. Members who are interested in the card are directed to www.meavisa.org for the initial online enrollment.
Insurance
Premium for our two major carriers continues to increase year-over-year through June 2019. Premium amount for Auto-Owners increased by 8.5 percent and 3.2 percent for Citizens. These increases in premium can be attributed in part to member outreach programs and onsite quoting at membership meetings. Loss ratios with Citizens are currently outstanding at 28.1 percent and an acceptable rate of 55.8 percent with Auto-Owners. Substantial changes have occurred at the legislative level with no fault insurance reform enacted into law earlier this spring. The changes
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to the law are substantial and will have a profound impact on both the consumer and the agencies. A summary follows: Creates new personal injury protection (PIP) health benefit coverage level options for auto insurance plans, including a coverage limit of $50,000 for Medicaid enrollees; coverage limits of $250,000 and $500,000; an unlimited PIP option; and an option for individuals covered by Medicare to have no PIP health coverage. Allows an exclusion under the $250,000 PIP option for a person with other health or accident coverage to receive a reduction of 100 percent of the premium for PIP health benefits and be ineligible for any PIP benefits. Allows insurers to offer a managed care option for PIP benefits. Establishes medical provider reimbursement limits for PIP health coverage benefits. Prohibits basing auto insurance rates on ZIP code, occupation, educational level, home ownership, or credit score. Mandates premium reductions based on PIP coverage levels. Increases required liability coverage limits. Requires audits of the Michigan Catastrophic Claims Association (MCCA) every three years and requires MCCA and insurers to make certain refunds. Codifies in statute the Anti-Fraud Unit created by Executive Order 2018-9. Increases fines for certain violations of the act.
A sweeping change of this nature inevitably creates substantial questions and concerns. As such, MEA Financial Services is working closely with Auto-Owners and Citizens to interpret and clarify the law as well as determine a best course of action for communication to members as well as developing policies and procedures for implementation.
MESSA
Field Services
MESSA Ambassador Program The MESSA Ambassador Program ended the year with 18 ambassadors attending a tour of MESSA headquarters and meeting the staff. As we plan for next year, our goal will be to develop a robust curriculum with personalized training to ensure our ambassadors can be a voice in their respective districts.
Area Purchasing Agreement in Upper Peninsula The U.P. UniServ directors, insurance strategist, and MESSA field representatives successfully negotiated our largest Area Purchasing Agreement (APA) in the Upper Peninsula. This agreement has nearly 40 districts participating, providing healthcare for more than 1,900 members. We look forward to fostering these relationships and are excited about the long-term impact this venture will have on these local districts.
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Conferences MESSA field representatives attended and supported various MEA conferences, including: Aspiring Educators; U.P. Bargaining Conference; and the MEA RA. Once again, MESSA attended the annual MSBO conference and is looking to build better relationships with MASB. For the first time, MESSA submitted requests for proposals (RFPs) to present sessions at the 2020 MASB conference.
Group Services
Benefits, Enrollment and Other Processing For the period of April 1 through June 30, Group Services processed a total of 60 Requests for Benefit Implementation. This represents a 5 percent increase over what was processed during the same time last year.
Billing and Accounts Receivable Membership billed as of June: total members was 62,638 which is an increase of 10 members compared to April of 62,628.
Breakdown of membership as of June: Choices - 25,214 MESSA ABC - 36,347 SuperCare - 97 LMS - 590 Essentials - 390 Choices High Deductible ($1,000 or more) - 3,310 All Plans with Mandatory Mail - 11,591 All Plans with 3-Tier Rx - 5,840
Breakdown of membership as of April: Choices - 25,239 MESSA ABC - 36,331 SuperCare - 96 LMS - 591 Essentials - 371 Choices High Deductible ($1,000 or more) - 3,320 All Plans with Mandatory Mail - 11,605 All Plans with 3-Tier Rx - 5,862
Group Services continues to make a concerted effort to reach out to any delinquent accounts. As of May 31, 4.58 percent of all outstanding amounts were for invoices 30-plus days overdue. We continue to work closely with SBOs and Field Services’ staff to ensure payments are received timely.
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Projects, Feasibility Studies and Initiatives Group Services is sponsoring the following projects, feasibility studies and department initiatives: Project--open enrollment administration Project--implement a school business office (SBO) portal redesign; go-live scheduled for July 1 Project--implement an overage dependent (OAD) Wizard Feasibility study--billing/invoicing system Department initiative--implement bSwift vendor file interface process Department initiative--implement suite of services
Sales, Marketing and Rating
MESSA Summits and MASB Conference Sales and Marketing is in the planning stages of our MESSA Summits (formerly Renewal Conferences) to be held around the state in September and October. We surveyed our business office contacts and received an overwhelming number of responses. This information will enable us to present information that is timely and meaningful to our audiences. Sales and Marketing team submitted a proposal to make a presentation during the MASB conference in November.
Marketing Analysis Requests Sales and Marketing continues to prepare benefit and financial comparisons and analyses, as well as other items requested by MESSA field representatives.
Rating For the period of April 1 through June 30, Rating processed a total of 782 quotes, of which 291 quotes were for new business. The breakdown of quotes by medical plan is: Essentials by MESSA--193 quotes MESSA ABC--313 quotes MESSA Choices--276 quotes
Member Services
NCompass System Implementation Over the past few months, we have implemented a new system called NCompass, an application for viewing information about a member’s benefits as well as documenting live member calls. Staff and managers are trained to use the system, with ongoing updates to ensure efficiency as we hit our busy summer months.
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Livongo On May 1, MESSA began covering member participation in Livongo, a program that supports members with Type 1 and Type 2 diabetes. In May, 365 members enrolled in Livongo. Members receive a blood glucose meter with supplies. The program tracks blood glucose levels, provides personalized coaching from a registered nurse, and alerts participants who record a blood glucose level that is very low or very high. In the month of May, 29 members received 79 emergency alerts. There is no cost to members for Livongo.
Omada Participation in Omada continues to grow. Omada, a program for members at risk of developing diabetes, is a free preventive benefit. From January to May, 2,379 members enrolled. Collectively, members lost more than 14,000 pounds in five months. Omada provides weekly lessons, personalized coaching and a cell-enabled digital scale, which members use for daily weigh-ins.
Disability The disability claims specialists have been working hard opening new claims this quarter. There were almost 125 short- and long-term disability claims opened. Each year, CIGNA, our underwriter, performs an audit of our disability claims; they were on site May 20-21. The audit resulted in no findings for MESSA, which means all of the claims reviewed were processed correctly.
Case Management, Medical and Condition Specific Over the past three months, Healthcare Resources worked with MESSA ITTS and the project management team to upgrade MESSA’s case management software. The team is identifying minor impediments and troubleshooting those with the assistance of the vendor.
Nurse coordinators continue to identify members who may be eligible for our programs based on claims data. Nurses call members to explain the case management program applicable to their diagnosis, inquire about their current health status, and offer enrollment in case management when appropriate.
Members with chronic conditions such as asthma, diabetes, heart disease, and hypertension who enroll in our condition-specific case management programs receive support and education about their condition, including telephonic coaching and educational materials sent to their home. The nurses follow up with members every three to six weeks, with more frequent contact upon enrollment and a gradual increase in time between contacts. Overall member satisfaction related to our condition specific programs was 96.9 percent for 2018.
Members with serious illnesses or injuries, such as multiple sclerosis, cerebral palsy, stroke, traumatic brain injury, spinal cord injury, and cancer who enroll in our medical case management program (MCM) receive support, guidance, advocacy, and care coordination through the
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assistance of a MESSA nurse coordinator and an external case manager (ECM). The ECM visits the member in home or hospital to complete an initial assessment and care plan. The two nurses collaborate to assist the member in accessing resources and treatment, understanding the diagnosis and treatment options available, and coordinating care among multiple providers. The overall goal of MCM is to restore the member's independence with care coordination and management of the condition. Member satisfaction for the MCM program in 2018 was 96.4 percent upon discharge from the program.
Medical Claims The benefit analyst and Member Service specialist teams continue to focus on servicing members by processing their claims timely and efficiently. Member Services’ trainers completed an 11-week training for five benefit analysts hired April 8.
Communications and Government Relations
MESSA’s Communications and Government Relations Department continues to support MESSA’s efforts to attract and retain members. The department assisted with the following from April 1-June 30: Worked with other MESSA directors and departments on strategic planning, messaging and marketing. This includes the initial stages of developing brand messaging for MESSA. This message will guide MESSA’s actions as we work to expand and grow, defining who we are for potential members and reminding our longtime education members why they have chosen us. Updated MESSA-related training materials for MEA UniServ directors. These materials include fact sheets, flyers, bargaining tips, coverage guides, etc. Produced an array of materials explaining MESSA’s new coverage of the Omada diabetes-prevention and weight loss program, as well as the Livongo diabetes management program. Implemented 2019 email campaigns for MESSA members. The emails are specific to recipients’ plans and provide useful tips on things like deductibles, the myriad ways field representatives can help members, Blue Cross online visits, using the MyMESSA member portal, the importance of preventive doctor visits, and more.
Electronic and Paper Communications Produced and published the April/May edition of MESSA DiscoverYou. Produced and distributed four editions of the MESSA Report for MEA Staff, Leaders and Bargainers e-newsletter, and emailed them to all MEA staff, local leaders and bargainers. Wrote and distributed three editions of the Briefly e-newsletter, featuring readymade content for local association newsletters, and sent the articles to MEA Public Affairs staff, UniServ directors and local leaders.
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Social Media We are using Facebook’s audience tools to specifically target MESSA members and employees of Michigan’s public schools, universities and colleges in order to maximize the effectiveness of our social media communications.
Government Relations MESSA’s eleventh annual legislative breakfast was held May 3 at MESSA headquarters. Capital-area state legislators interacted with their constituents who work at MESSA and learned about MESSA’s mission and values.
The department monitored state and federal legislation for impact on MESSA and engaged with MESSA’s external lobbyists gathering intelligence on potential issues and concerns.
Legal and Compliance
ABC Free Preventive Drug List Work on the revised ABC free preventive drug list is nearly complete. Representatives from Member Services, Marketing and Legal and Compliance met with our medical director and BCBSM pharmacist to analyze the drugs offered at no cost share to our members. Using the review process formalized by the committee, drugs in seven of the 10 categories were reviewed. Recommendations were then presented to the Benefits Review Task Force at its June meeting and will be presented to MESSA’s executive director for approval.
Contract Review Contract review in the Legal and Compliance Department has now been formally implemented. As part of this process, the department verifies all legal requirements have been met and alerts the department representative to potential pitfalls and deadlines. Fully executed copies are then provided to Legal and Compliance for record retention.
Security Awareness Team The security awareness team, which consists of members from Legal and Compliance, ITSS and representatives from MEA and MEA Financial Services, met to formalize the next round of cybersecurity training. The training was rolled out to members in May and included modules regarding encryption, hacking and the use of cloud services.
Open Enrollment Administration Work also continues on the open enrollment administration project, which will provide a one- stop shop for employers and their open enrollment needs. The department drafted a services agreement for employers that chose to participate in this service. It has also compiled and reviewed the legal notices that will appear in the customizable benefit booklets available as part of the administration assistance.
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Request for Proposals The department received 21 RFPs. Seven were for Public Act 106 compliance. Legal and Compliance, along with other MESSA departments, are working collaboratively with the MESSA field representatives and Marketing and Rating to customize each response to meet the district’s specific needs.
PA 106 Claims Data Reporting now PA 579 Legal and Compliance made extensive changes to the legislative reports because Congress passed Senate Bill 1205. We must continue to provide the annual reports; however, the districts can now request reports up to four times per year. School business offices can now request these reports on their MESSA business portal and they are provided the reports in 30 days of the date of the request, if all criteria are met. In addition, the district will receive email notifications on the status of their request.
ITTS
The IT customer service and product management team has worked on the following: The Service Desk staff estimated and received approval for a Virtual Desktop Infrastructure (VDI) system for MEA Financial Services that will mitigate cybersecurity concerns. More than 125 of MESSA’s virtual desktops have been refreshed and upgraded while continuing to support corporate initiatives. The Service Desk staff actively contribute to and support the following projects: bSwift single sign-on solution; Members Edge BCBSM transition; nCompass; and Acuity upgrade. The Application Support team provide support for business applications at MESSA and staffing for project work. They supported MESSA’s key initiatives, continuing to staff and create technology solutions on several enterprise projects like FAME Restructuring, online enrollment administration, municipal readiness, NCompass, and Acuity upgrade projects.
Web Technologies Team The web technologies team continues work on the following: SBO Portal Rewrite project Open enrollment administration project The new Business Administration Center (replacing the existing SBO portal) went live in production July 1.
The ITSS Project Delivery Office is working on the following initiatives:
Adaptive Authentication Project The goal of this project was to implement identity verification and authentication tools to the MyMESSA portal. The project was implemented in April and closed in May.
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NCompass Blue Cross is changing contact center software for its centers and partners. This project is for the implementation of the change. The project went live in March, but important fixes are scheduled between now and the project closure in November.
SBO Portal/Business Administration Center (BAC) The primary goal of the project is to rewrite the MESSA school business office (SBO) website/portal. The project’s live date is July 2, with an expected end date of August 1.
MembersEdge Blue Cross migrated all clients, including MESSA, to NASCO’s MembersEdge membership system. The migration included upgrading MESSA from BCBSM’s web-based Health Care Benefits Online (HCBO) tool to their electronic membership, viewing, and processing (eMVP) web-based tool for manual enrollment inquiries and updates. MESSA’s migrated April 19-21 and the project closed on May 31.
FAME Restructuring As a result of organizational changes approved by the MEA Board to move from four zones to three zones, this project’s goal is to reorganize FAME (Field Account Management E- Resources), an internally developed customer relationship management (CRM) system, by field representative. An additional goal is to update the technical infrastructure of the product. This project started in October 2018 and the first phase of the project will be completed on June 25. Additional phases will occur between June and the project end date in August.
Open Enrollment Administration Assistance This project’s purpose is to provide assistance to SBOs during their open enrollment periods. This project started in February and will go live in September with an October closure.
Symantec CDP Replacement This project’s goal is to replace the Salesforce data tokenization for the ClaimVantage disability project as Symantec will no longer be supporting the solution. The project started in February and the team is determining a go live and end date.
Acuity Upgrade This is a project for an upgrade of the Acuity product to version 7.3. This project started in February, went live in May and the project will close in June.
2020 Vision This is a project that will create new vision offerings. This project will kick off in 2020 and will be implemented by tentatively around the July 2020 timeframe.
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Ovia Health This is a newly approved project as of June. This will involve implementing Ovia Health’s maternal and family benefits solutions.
Member Chat This is a newly approved project as of June. This will involve implementing a solution so that members can use member chat to communicate with our Member Services team,
PAK Elimination This is a newly approved project as of June. This project will involve moving from a PAK benefit and discount structure to a multi-plan discount structure.
The IT infrastructure services & information security team continues to provide dependable, secure and high-performance IT equipment, systems, software, and services for MEA, MESSA and MEA Financial Services. Some of the specific projects/initiatives are as follows: Completed Microsoft Office 365 configuration for Exchange along with setup of Exchange 2016 on premise. The next step is to migrate users into the new hybrid environment while we continue to plan for additional security controls with Microsoft Office 365. Completed remediation efforts for items identified during the 2018 security assessment and are gathering proposals for the 2019 assessment. Worked with a joint MEA, MESSA and MEA Financial Services team on the information security awareness and training program and activities for the rest of 2019. Worked on the Adaptive Authentication Project to implement risk-based authentication with LexisNexis. A couple of smaller projects will follow including single sign-on for the report portal and security data aggregation. Upgraded the server infrastructure for the FAME Restructuring project. Planning to implement two-factor authentication for more secure remote access to the system. Evaluated using the MEA Flint office for business continuity workspace and are creating a proposal to move forward. Continued to make some adjustments to the major wireless network upgrade within the 1350 and 1216 buildings. Expanded our new security event and incident management system monitoring to 24- hours a day seven-days a week by working with a co-managed Optiv Security offering. Continued work on the Acuity upgrade project including the building of a new server and deploying new client software. Starting annual project to update MESSA laptop hardware. Met with consultants and started creating plans for implementation of E911. Changed our AT&T circuit to allow support for disaster recovery 800-number redirection.
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Successfully completed proof of concepts for the following initiatives: o Data masking of sensitive data in test systems o Database provisioning to simplify, orchestrate, and automate the process of generating and consuming copies of production data o Privileged access management for better management of system administrator credentials
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