DECISIONS

These summary recommendations are based on the parties' oral and written presentations of fact and argument. The parties' cogent and incisive argument, supported by empirical and statistical evidence, sharpened the inherent conflict of interest in the allocation of public funds.

Two criteria determine my recommendations. The first criterion, ability to pay, or more accurately, "inability to pay," convinced me that the District's offer was both prudent and fiscally responsible, given the specter of a possible decline in enrollment, and a possible governor's order to reduce by 2% the expenditures of all state agencies. The second criterion, that the Association should not get in fact finding what it could not get in negotiations, led me to conclude that the Association could get no more than what I recommended. These two criteria, the District's "inability to pay" (first criterion) and the Association's "attainable maximum' (second criterion) determined my recommendations. I concluded that my recommendations would lead to a settlement because the parties could "live with them," they could perhaps accept them.

RECOMMENDATION NO. 1:         That the Association accept the District's offer of a 12% increase.

Several substantial reasons support this recommendation. First, an increase of 12% on each step plus experience increments fully utilizes the state funds allocated to Clarkston School District for certificated salaries. Second, the 12% salary increase for 1980-81 will average more than 12%. Third, although the District salaries are below state average and in the number of years it takes to reach maximum salary, the 12% increase represents a continued and bona fide District effort to reach the state average. Fourth, public employees' salaries in Asotin County and the City of Clarkston are generally lower than private sector jobs, e.g., the City of Clarkston employees received 9.5% and no other public employees received more than 12%. For a variety of reasons, public sector salaries cannot be compared to private sector salaries. Therefore, teachers' salaries cannot be compared with Potlatch employees, who, in a declining economy, received 10%.

The fact finder appreciates a teacher's psychological disappointment and perhaps disillusion: to be paid less than untutored and less educated workers; not to be paid more and appreciated more for their devotion and commitment to so vital a task. Yet, teachers freely chose their given vocation. Teachers have made an exchange, a quid pro quo. For professional development, for personal satisfaction, for fulfillment of vocation, or perhaps out of economic necessity, teachers participate in a noble and dignified endeavor: to educate the young. Teachers have the rare opportunity and the distinct privilege to work with the young, to direct their steps, and to share their lives. And, in a real sense, to shape the future.

RECOMMENDATION NO. 2:         That the District pay $103 toward employee insurance coverage.

This substantial increase meets employee insurance needs. The $103 equals state money 141.5 x $95/130. The money provides $99 for medical, dental, and vision coverage; $4.00 for life insurance coverage. The District might invite the Association to participate, possibly in the form of a joint insurance committee, to study the feasibility of total District funding of a life insurance plan some time in the future.

RECOMMENDATION NO. 3:         That the 1980-81 school calendar consist of 181 days plus one in-service day at 66% of actual per diem pay.

This recommendation preserves the Association's previously won rights. Past and workable and mutually acceptable arrangements should be neither disturbed (quieta non movere), nor dissolved without compelling and most persuasive evidence. The District furnished no such evidence. Further, (1) the average length of contract for teachers in the state is 183 days;

(2) this formula increases the teacher's in-service day earnings beyond the flat $48 in the old contract; and (3) this formula meets the Association's goal, to compel the District to pay teachers for work done.

The District can win the teachers' good will if it allowed teachers to leave school early on the in-service day after, and if, their work is satisfactorily done.

[SIGNED]

Date: August 15, 1980                                                            Charles S. LaCugna
Seattle, Washington                                                                Fact Finder