WC Fields once said…”If you can’t dazzle them with brilliance, baffle them with bullshit.” No quote better matches the district’s public response to the Fact Finder’s Report. As most everyone is aware, on Tuesday, May 10th, the CMSD rejected the Fact Finders report. It is no surprise that both the district and the CTU are recommending that the report be rejected. What is surprising – amazing, really – is the district didn’t simply reject the report and issue a press release. Rather, they were compelled to launch an extensive critique of
WHO IS ADVISING THE CEO – DID CHIEF LEGAL COUNSEL VIOLATE CMSD ETHICS POLICY?
A few weeks ago I received a text message and an email from the CTU attorney alerting me to the fact that we had won a significant arbitration for one of our members and that the award from the Arbitrator was fabulous. I read the Arbitrator’s conclusion and award, and I was excited. The CTU member was excited and was justified in her actions as the Arbitrator exonerated her. While happy with the result, the joy was short lived because this never should have happened. This story of what this district
So many members have been asking in the last few weeks – what has happened to CEO Gordon? The leader that garnered so much faith and confidence when he arrived on the scene as CMSD’s Chief Academic Officer back in 2008 has now garnered an incredible NO CONFIDENCE vote from 97.3% of members who cast a ballot in a No Confidence vote last week. Our members do not have confidence that CEO Eric Gordon understands the working/learning conditions, morale, and challenges facing all CTU members and their students and that
Since the day that Eric Gordon and his team walked out on Negotiations (a move that is a slap in the face to all educators, parents, and students) and in the lead up to the No Confidence vote – I have heard two consistent questions from our members. First – why did CEO Gordon walk away from negotiations? Second – what is happening to CEO Gordon? So many members who were in the district in the 2008-09 school year remember Eric as the Chief Academic Officer
under CEO Eugene Sanders. If you weren’t in the district at the time it is important
Friedrichs v. California Teachers AssociationJanuary 11, 2016
This morning (January 11) the Supreme Court began to hear Friedrichs v. California Teachers Association, a case that could result in public sector unions being prohibited from collecting “fair share” fees from non-members to fund a union’s collective bargaining activities. The Supreme Court’s decision in this case can have huge implications for all of organized labor including the Cleveland Teachers Union. The possible catastrophe for labor unions is not a mistake – it is the plan of this lawsuit that began
HB 70….The Privatization of Public Education Continues….
The Ohio biennial budget that was voted on by the House and Senate and signed this week by Governor Kasich has garnered a lot of attention (next Q Corner will cover some of the areas in the budget) while a separate bill, HB 70 was passed, leaving educators shaking their heads in disbelief. At a time when Republicans and Democrats were tackling issues like the mess known as PARRC assessments, limiting the time students are testing, granting safe harbor to teachers, Community learning centers as a model for reform - a last
On Tuesday (June 30), Governor John Kasich signed the biennial Ohio budget that included many amendments that impact school districts, students, and educators across the state. Here are some of the items that have the greatest impact on Cleveland.
PAUSE ON PARCC/SAFE HARBOR – A provision that prohibits districts and schools from using value added ratings from 2014-2015 and 2015-2016 school years for evaluations or employment (of both teachers and principals) unless the district or school collectively agrees with its teachers or
IMPORTANT MESSAGE FOR RETIREES REGARDING SEVERANCE PAYMENT
Just a reminder to all those who are retiring this year. Severance pay(30% of unused sick leave up to $30,000) will be disbursed in one of two ways per the Collective Bargaining Agreement.
IF YOU WILL ATTAIN AGE 55 OR OLDER IN THE CALENDAR YEAR OF RETIREMENT:
If you are age 54 but will turn 55 by Dec. 31st…this applies to you. If you fall in this category and will be receiving a severance pay from the district then it is MANDATORY for employees to enroll in a 403(b) and have the severance pay deposited into that 403(b).