Can you give examples of individual members that have been aided by Goyette & Associates representation?
When solving individual membership issues it varies greatly. Sometimes all it takes is a phone call for our labor representative to make administration aware of an issue and they can successfully diffuse a situation within minutes. In other situations, when the possibility of someone’s job or more importantly someone’s credential was in jeopardy our labor representative jumped to support and guide our members in addition to meeting with administration to successfully resolve these issues.
Would you recommend Goyette & Associates to other teachers associations?
I would recommend the CIT model and G&A to any teachers association who wants experienced professional labor representatives and labor attorneys in their corner. Their daily interaction with individual members and our association’s executive board has created a great working knowledge of how our school operates and the various issues they encounter. This intimate personalized knowledge combined with their experience, expertise, and relationship building has acted as a catalyst for getting our school on track to becoming a highly desirable place to work.
CTA takes a huge amount of dues yet has created a representation model in which your colleagues, as part of a largely volunteer set of officers, bargaining team members, and shop stewards, do the vast majority of the work for your members. The money you send to CTA goes to pay for a huge, and ever growing, administrative bureaucracy, that apparently leaves no money for professional negotiators and lawyers to handle your disciplinary matters, contract enforcement, and bargaining.
Our Better Model is predicated on your independent teacher association having the freedom to hire, and thus fire, the labor and legal professionals that provide services to them. We do this every day and know what it costs to represent public employees, including teachers. The cost is far less than what CTA charges you because we don’t have the overhead and administrative costs they do, nor the political lobbying expenses they incur. Any extra money that you save (at least 50% of your current dues and maybe as much as 80%) can be returned to the teachers or spent on the services and issue that your local association decides is most important to you.
CalSTRS Response: http://www.calstrs.com/Newsroom/whats_new/pension_reform_response.aspx CalSTRS appreciates that Governor Brown has taken a very important step in addressing the critical and complex issues facing the state’s public pension systems. We look forward to receiving more detail on the proposal and having the opportunity to review it in depth. The most important reform CalSTRS needs is a plan of action to address its long-term funding shortfall, which only the Legislature and Governor have the authority to implement. We will continue to work with the Governor, Legislature and our stakeholders to develop a plan that includes contribution increases that are gradual, predictable and fair to all parties. It’s important to note that some provisions of the Governor’s proposal, such as board governance and health care costs, do not apply to CalSTRS. Moreover, since CalSTRS contribution rates are set in statute by the Legislature, our contribution structure is extremely predictable and has not experienced pension “holidays.” CalSTRS members contribute 8 percent of salary to fund their pension, while their employers contribute 8.25 percent. These rates haven’t changed since 1972 and 1990, respectively. The State’s contribution of 2.541 percent was reduced from 4.607 in 1998. CalSTRS administers a hybrid pension system consisting of a mandatory traditional defined benefit pension and a cash balance plan which is similar to a 401(k). CalSTRS also offers its members a voluntary defined contribution supplemental savings program such as 457(b) and 403(b) plans. A look at the average CalSTRS member who retired in 2009-10 further illustrates the unique aspects of CalSTRS: • Retired at age 62 • Performed 27 years of service • Earned a pension that replaces nearly 60 percent of salary • Receives approximately $49,000 in earned benefits annually • Does not earn Social Security benefits for their service • Does not receive employer-paid health care benefits after age 65
How Do the Big Teacher’s Unions Get Away With Such High Dues?
As a California public school student through high school, son of a public school employee, and a long time coach at a public school for fifteen years, I have seen how hard the majority of teachers work, despite the obstacles they are forced to deal with on a daily basis. As a labor attorney, I am shocked at that these same dedicated and intelligent teachers have tolerated and continue to tolerate being represented by a union that takes from them much more than what it gives them.
Over the past couple of years, and especially since last March when I have taken a more active role in helping to represent the Horizon Certificated Employees Association (HCEA), a public charter school teachers association, I have started looking into what the traditional, “big” teachers unions offer their members, and at what price.
The standard union dues for a full time teacher in California is about $650/year for the state association and another $175 for the national association. The local association keeps another $100-$300. The part-time dues are lower proportionally. That comes out to over $100 per month since most teachers are paid on a ten month contract.
What do these teachers get for these high dues? Surely they must get an attorney to represent them if they are being investigated for discipline or have a professional labor negotiator working for them to negotiate their contract or handle workplace grievances and problems? No. For the most part, teachers use a system of stewards (fellow teachers) to “represent” other teachers as they go through the disciplinary process. When it comes to bargaining, teachers typically have a negotiations team that spends hours undergoing training from the state association to negotiate for themselves. To be fair, the state associations do provide some level of professional support, but far less than the huge dues would suggest.
For comparison, Goyette & Associates represents a large number of police, fire and general employee public employee associations. Each of these associations’ members gets professional representation at the earliest stages of discipline and we are actively working with each group on their contract issues and negotiations. Even the public safety unit with the highest rate of usage pays only 60-70% of what teachers pay in union dues.
Surely, the political arm of the state and national teacher associations must justify the huge dues? Die-hard members may make this argument, but the reality is that only a small portion of union dues actually get to political campaigns. Most dues goes to the huge administrative overhead of these massive organizations. Certainly, California teachers’ unions have a big voice in state politics, but that does not clinch the argument that teachers ought to pay such high fees for that voice. In the alternative framework below, a local teachers association can use the money currently earmarked for the state and national groups and use most of it for local politics, or send it to the big unions for politics – but by choice.
There is another way of doing this.
A local California teachers association with 800 members currently brings in about $800,000 in dues. Of that, almost $700,000 goes to their state and national associations. The other $100,000 is used by the local association to cover meeting expense, a small local office and maybe staff, and other costs. Usually, one of the biggest “discretional” expenses is travel and registration fee expenses to attend conferences and trainings put on by the state and federal associations.
What’s the alternative? Decertification…”fire” the big union.
What if instead of the budget picture painted above, the local association could keep that $700,000 in dues each year? The local association would still keep its rights to collectively bargain a contract with the school district, but it would have the freedom to decide how much and to whom ALL of its membership dues were spent.
An “independent” teachers association with these 800 teachers could take the $700,000 and do a lot of things…this is just one possibility: 1) Use $240,000 and hire a law firm to provide the teacher members with professional representation at every step of the disciplinary process and to hire a professional labor negotiator; 2) Return $200,000 to the members ($200/year); 3) Set aside the other $260,000 for a combination of public relations, local politics and state/national politics. For the politics/PR piece, think about the impact this teachers association would have in a local school board election (the group that approves their contract) if they spent even a portion of that $260,000 on a local election. Also, if the membership felt strongly about the political actions of the state and/or national associations that they formerly belonged to, they could simply send them a check for whatever amount they wanted to support their activities – I doubt that the money would not be accepted.
But Decertification has to be nearly impossible to accomplish? Not true. The process is actually simple and straightforward, though there are some critical timelines that must be met and each step has to be properly taken. The reality is that there are decertifications taking place throughout California of big unions in all layers of public services. The biggest obstacle to teacher taking charge of their labor organizations and dues is their ignorance of the alternatives to the status quo.