Empower Wisconsin:

An email from MTI faculty representatives urged teachers to report to the district before 8 a.m. last Thursday that they had COVID-19 symptoms.

“I’m sure we all feel exhausted, or have consistent headaches, not really feeling our usual energetic selves. Are you picking up what I’m putting down here?” the email states.

“We need them (MMSD) to get thousands of responses on the google forms. Flood them. We are encouraging you and your staff to join us all in solidarity to show the district that we do not believe it is safe yet,” the union reps’ message implored.

A source with inside information said some teachers had a change of heart following publication of Empower Wisconsin’s story and organizers spoke of shifting the protest to Monday. Sources say the teachers will now use other means to try to get their message across.

Two public interest law firms — the Liberty Justice Center and the Wisconsin Institute for Law & Liberty notified the union on Friday that if the teachers went through with their plan they would be breaking state law and could face a lawsuit.

“An organized sick out is a form of strike and illegal in the State of Wisconsin and we are prepared to file a lawsuit to stop this illegal action. Madison students need to be in school, not used as pawns in a publicity stunt,” said Daniel Suhr, senior attorney at the Liberty Justice Center.

The union quickly punched back, threatening the law firms and, apparently, Empower Wisconsin.

Elizabeth Beyer:

In a learning preference survey filled out by 98% of district families in February, 65% of families with kindergarten students said they plan to resume sending their children to in-person learning on March 9. 

No recent surveys of MTI members were available. But in a survey the union conducted of its members at all grade levels in December, 94% of the respondents said they did not feel comfortable returning to the classroom to teach in-person instruction during the third quarter. 

Scott Girard:

Staff at schools beyond elementary joined in Thursday’s protest in a show of “solidarity.” Pete Opps, a LHS teacher and one of the school’s Madison Teachers Inc. building reps, stood outside the school talking with a pair of community residents who pulled into the parking lot to share their support for the teachers. Throughout the morning, some cars honked in support as they drove by on Pflaum Road.

“The teach out is really about visibility,” Opps said. “There’s a lot of people in the community just recognizing that putting people back together in a school may not be the best approach at this juncture.”

“To try to meet the students’ needs who are in front of them and also virtually simultaneously, that’s just sort of an impossible ask, especially at the elementary level,” Schultz said. “We wanted to represent those concerns that we’re hearing.”

Related: Catholic schools will sue Dane County Madison Public Health to open as scheduled

Notes and links on Dane County Madison Public Health. (> 140 employees).

Molly Beck and Madeline Heim:

which pushed Dane County this week not to calculate its percentage of positive tests — a data point the public uses to determine how intense infection is in an area.   

While positive test results are being processed and their number reported quickly, negative test results are taking days in some cases to be analyzed before they are reported to the state. 

Channel3000:

The department said it was between eight and 10 days behind in updating that metric on the dashboard, and as a result it appeared to show a higher positive percentage of tests and a lower number of total tests per day.

The department said this delay is due to the fact data analysts must input each of the hundreds of tests per day manually, and in order to continue accurate and timely contact tracing efforts, they prioritized inputting positive tests.

“Positive tests are always immediately verified and processed, and delays in processing negative tests in our data system does not affect notification of test results,” the department said in a news release. “The only effect this backlog has had is on our percent positivity rate and daily test counts.”

Staff have not verified the approximately 17,000 tests, which includes steps such as matching test results to patients to avoid duplicating numbers and verifying the person who was tested resides in Dane County.

All 77 false-positive COVID-19 tests come back negative upon reruns.

Madison private school raises $70,000 for lawsuit against public health order. – WKOW-TV. Commentary.

WEAC: $1.57 million for Four Wisconsin Senators

Assembly against private school forced closure.

Wisconsin Catholic schools will challenge local COVID-19 closing order. More.

2017: West High Reading Interventionist Teacher’s Remarks to the School Board on Madison’s Disastrous Reading Results

Madison’s taxpayer supported K-12 school district, despite spending far more than most, has long tolerated disastrous reading results.

My Question to Wisconsin Governor Tony Evers on Teacher Mulligans and our Disastrous Reading Results

“An emphasis on adult employment”

Wisconsin Public Policy Forum Madison School District Report[PDF]

Booked, but can’t read (Madison): functional literacy, National citizenship and the new face of Dred Scott in the age of mass incarceration.

Madison Teachers Inc. posts on its Facebook about the teach outs happening this morning: pic.twitter.com/fptiPJCpNs

— Scott Girard (@sgirard9) March 4, 2021

Scott Girard:

Anderson, who posted about the incident on social media and became a face for the push against the “zero tolerance” practice the district had instituted, had been called a “b**** a** n****” by a student and told the student not to call him the n-word, using the word itself in the process. Another staff member, who had been disciplined the previous school year, went public soon after with her own story.

“I’d say 2019 was a very challenging year for educators and people in the schools,” Keillor said. “It’s always been challenging work, but in 2019 we had some particular challenges that our folks have faced.”

Keillor said one of those challenges was the staff discipline came at the same time the district continues its shift away from “zero tolerance” practices with student discipline, adding that there is more work to be done in getting teachers ready to implement the Behavior Education Plans that went into effect in 2013.

“Last year was very challenging with this contradiction between restorative work for students and highly punitive, zero tolerance for staff,” Keillor said. “Our conversations since the Marlon Anderson (incident), our hope is the school district is moving past that.”

At the same time, MTI itself is offering an increasing number of development opportunities for its staff, especially devoted to racial equity. Holding monthly Saturday sessions along with helping to organize book groups at individual buildings has helped the work spread districtwide, Waity said.

November 7, 2016

November 14, 2016

November 21, 2016

November 28, 2016

December 5, 2016

September 6 2016 (PDF).

September 6 2016 (PDF).

September 6 2016 (PDF).

September 6 2016 (PDF).

September 6 2016 (PDF).

September 6 2016 (PDF).

September 6 2016 (PDF).

September 6 2016 (PDF).

September 6 2016 (PDF).

Solidarity Newsletter, via a kind Jeanie Kamholtz email (PDF):

On March 7, MTI Executive Director Doug Keillor and MTI Office Manager Yvonne Knoche presented the recommended 2016-17 MTI Budget to MTI’s Finance Committee. The Committee unanimously approved the recommendation. In acknowledgment of the financial uncertainties ahead, the Budget recommends a 20% reduction in MTI expenditures for the 2016-17 school year, achieved primarily via staff salary and benefit savings. The Budget also recommends no dues increases, and the compression of teacher unit dues from twenty (20) levels to only four (4).

Pursuant to MTI Bylaws, the Budget will next be presented at the March 15 MTI Faculty Representative Council meeting. The meeting will commence at 4:15 p.m., at the Madison Labor Temple (Room 201B). All MTI members, from all bargaining units, are welcome to attend. In addition to an explanation of the Budget, we will also discuss the upcoming MTI membership campaign, as we transition from payroll deduction of Union dues to “direct dues” payment via electronic funds transfer.

Following the presentation at the Faculty Representative Council meeting, the Bylaws require that the Budget next be presented for approval at a meeting of MTI’s Joint Fiscal Group (JFG). The JFG is comprised of representatives of all five MTI bargaining units. That meeting will take place at the April 19 Faculty Representative Council meeting.

7 March 2016 Issue (PDF):

When the Collective Bargaining Agreements expire on June 30, 2016, additional Act 10 prohibitions will apply to MTI, including the elimination of fair-share payments and the prohibition of payroll deduction for Union dues. To prepare for these changes, MTI will be engaging in a membership campaign this spring to transition from “payroll deduction” of Union dues to “direct dues” payment (i.e., payment via electronic funds transfer/automatic bank draft).

MTI has contracted with a vendor to develop a “direct-dues” platform (webpage) that will allow Union members to simply log-on to a website and enter their checking/savings account information to have their monthly union dues deducted automatically from their account (rather than deducted from their paycheck). MTI is also working on establishing the MTI budget for 2016- 17, including the dues amounts. After the draft budget is approved by the MTI Finance Committee, an overview of the budget will be shared at the March 15 MTI Faculty Representative Council meeting. MTI members from all units are welcome to attend this meeting to learn more about the budget and the membership campaign.

Once the “direct-dues” platform is operational and the MTI budget is established we will commence a membership campaign to convert MTI members from payroll deduction to direct dues payments. Those who complete this process and continue their membership will continue to benefit from MTI representation and assistance. Those who elect to discontinue their membership will no longer receive MTI representation or assistance.

29 February 2016 Issue (PDF).

Madison Teachers, Inc. Newsletter (PDF) 1.25.2016 Newsletter:

MTI – Teachers who worked full-time in the Madison Metropolitan School District for the entire calendar year in 2015 (January through December) paid dues/fair share in the amount of $1,042.10. Of that amount, $260 was for WEAC, $183.60 for NEA, $570.00 for MTI, and $28.50 for MTI VOTERS (MTI’s political action committee). Because of wide variances, teachers employed under part-time contracts should check their last payroll check stub in 2015 for the correct amount to use in calculating their taxes.

Madison Teachers, Inc. Newsletter (PDF) 2.1.2016 Newsletter where John Matthews Reflects on 48 years::

Thanks for the opportunity. Many have asked why in the world one would stay in a job for 48 years. My answer is quite simple. My work for MTI was a labor of love, it was working with MTI members – virtually 24/7. It was working for a great group of people in search of social justice. MTI members standing in solidarity and moving forward – willing to take risks when necessary in the mutual interest of all. My days were filled working with individuals who were in search of solutions to work, family, and personal issues – and my effort helped produce solutions and advance rights. Those solutions made careers more enjoyable, more productive, and made member’s personal life, family life and work life better.

MTI has grown into a fantastic union. It is a member-driven union that is among the best in the United States. Whether negotiating to provide better working and living conditions, or engaging in social or political action in search of change which enabled improvements in education or society in general, MTI has been at forefront of such causes. So, in the scheme of things, my 48 year career went by like the blink of an eye.

I can’t imagine working anywhere else where my career could have been more productive, more enjoyable, or more satisfying.

My thanks to each and every MTI member 1968-2016. MTI has a great staff and it will continue moving forward in service to its members.

Keillor Takes the Reins

With John Matthews retiring from MTI, the Cabinet on Personnel, which is made up of the leadership of all five MTI bargaining units, has tapped Doug Keillor to succeed Matthews. Keillor has worked with Matthews for the past 25 years, and is well-known by MTI members. He has worked with Matthews in member service and in negotiations. In recommending that Keillor replace him, Matthews told the Cabinet on Personnel that Keillor has the skill, knowledge, and philosophy to continue the Union’s excellent service to MTI members.

Keillor is eager to continue his work for MTI in his new capacity, working with MTI staff, elected leaders and membership to carry the Union forward.

Madison Teachers, Inc. Newsletter (PDF) 2.8.2016 Newsletter on Seniority:

Rights granted to an employee by the Union’s Contract are among the most important conditions of one’s employment. Those represented by MTI, in each of MTI’s five bargaining units, have a limited number of important SENIORITY protections in critical areas. Contrary to popular opinion, seniority has little relevance in issues such as voluntary transfer where the Union Contract allows the employer to select the most qualified candidate for any vacancy. However, when determining who should be declared “surplus” (above staff requirements in a school or department) or who should be subject to “layoff” (above staff requirements in the District), SENIORITY is the objective factor that limits and controls management’s subjective actions. Because of SENIORITY rights provided by the Union’s Contract, for example, the employer cannot layoff the more senior employee simply because she/he is paid more or may be outspoken.

Madison Teachers, Inc. Newsletter (PDF) 2.15.2016

Workers’ Compensation is a statutory benefit intended to provide compensation for workers who suffer a work-related injury or illness. However, the process does not always work as intended and claims are often delayed and/or denied. Fortunately in such instances, MTI-represented employees can turn to their Union for assistance.

Slips, trips and falls are the some of the most common causes of work-related injuries to District employees. If an employee is injured at work, they need to complete an Injury Report form as soon as possible and, if necessary, visit a doctor to determine what, if any, work restrictions are recommended. If an injury or illness restricts an employee from work, the injured employee needs to submit a Work Status Report form (signed by the medical provider) identifying those restrictions to the District. (Union Advantage #1: members injured on the job can contact MTI staff for assistance with the process. MTI has produced a Workers’ Compensation Fact Sheet for members advising of the process and of their rights.)

Once approved, Workers’ Compensation is supposed to compensate the employee at two-thirds (2/3) of the employee’s wage rate up to certain maximum during a period of temporary disability. (Union Advantage #2: MTI’s Contracts, and next school year’s Employee Handbook, require that injured employees eligible for workers’ compensation receive 100% of wages for the first 180 days of injury.)

Much more on John Matthews, here.

Madison Teachers, Inc., via a kind Jeanie Kamholtz email (PDF):

Of the grievance procedure, MTI Legal Counsel Lester Pines said:
“I congratulate MTI and its sister Unions of District employees (AFSCME and The Building Trades Council) for achieving an agreement that the Independent Hearing Officer will be mutually selected by the Union and the District (Act 10 would have enabled the Board of Education to unilaterally appoint the Hearing Officer), and that a grievance can be filed regarding extensive provisions included in the Handbook (Act 10 would limit grievances to termination, discipline and issues regarding work-place safety), and further achieving a limit on what the Board can consider should an appeal of the Hearing Officer’s ruling, enabled by the Statute, be made to the Board. That the Unions gained agreement that the Board cannot consider anything other than the evidence, testimony and decision by the Hearing Officer; i.e. the Board cannot consider any new claims, evidence or testimony, ONLY that on which the Hearing Officer based his/her decision. That provides anexceptionalsafeguardforDistrictemployees.MTI leads the way again.

Act 10 prohibits a Union from negotiating the binding arbitration of grievances. The law provides that every municipal employer, including school districts, must adopt a grievance procedure containing: (1) a written document specifying the process that a grievant and the employer must follow; (2) a hearing before an Independent Hearing Officer; and (3) an appeal process in which the highest level of appeal is to the governing body of the local unit of government (i.e., Board of Education). The law limits the grievance procedure to termination, discipline and issues regarding work-place safety and it enables the employer (Board of Education) to unilaterally select the Independent Hearing Officer. As noted, MTI was able to significantly improve the latter two categories to the benefit of Union members.”

Deep dive: Madison Government School District Power Play: The New Handbook Process is worth a look.

Solidarity Newsletter, via a kind Jeanie Kamholtz email (PDF):

Plan now to attend one of the MTI ALL-MEMBER meetings scheduled for the week of March 23. Because of the importance of the Employee Handbook, MTI has scheduled meetings, hopefully one convenient to all members, on March 23, 24 and 26.

Governor Walker’s 2011 Act 10 eliminated all public employee collective bargaining agreements (except for police and firefighters) and mandated that terms and conditions of employment be placed in an “employee handbook.” Of 424 Wisconsin school districts, MTI members have the benefit of the only Contracts which run through the 2015-16 school year. It has been agreed that the various current Collective Bargaining Agreements will be the foundation of the handbook. A joint Union/District committee is now in the process of developing the handbook. Union committee members include five MTI appointees; two from AFSCME and one from the Building Trades Council. Three building principals and five other administrators round out the joint committee.

The handbook will replace the Collective Bargaining Agreements when they expire at the end of the 2015-16 school year. Come and learn about the handbook development process, and share your thoughts about what you believe the Union’s priorities should be.

Much more on the “employee handbook“, here.

Madison Teachers, Inc. Solidarity Newsletter, via Jeannie Kamholtz (PDF):

So far, one-hundred and fifteen (115) MTI members, teachers, educational assistants, clerical-technical employees and substitute teachers have stepped up to serve as MTI Member Organizers for MTI’s forthcoming recertification election. The Organizers will help to ensure that everyone in their school building/work site understands the importance of the recertification elections which are scheduled for November 5-25. Phone banks are being organized to contact substitute teachers, and other employees who work district-wide or intermittently. Are you aware and informed? If not, see your MTI Faculty Representative or EA-MTI Building Representative to see how you can help, or call MTI (257-0491). It is crucial that every school/work site has a plan to build awareness and assure that every eligible person votes.

Each MTI bargaining unit (MTI, EA-MTI, SEE-MTI, USO-MTI & SSA-MTI) will have a separate election. Under Walker’s signature legislation Act 10, 51% of all eligible voters is required, in each unit, to gain recertification. The election by all MTI represented District employees will be conducted between 12:00 Noon on November 5 and 12:00 Noon on November 25. Voting will be via telephone or on-line balloting conducted by the American Arbitration Association. This will be a simple and efficient process and detailed information will be provided by MTI.

More, in the “>13 October 2014 newsletter.

Madison Teachers, Inc. Solidarity newsletter, via a kind Jeannie Kamholtz email (PDF):

As previously reported, Governor Walker’s Act 10 requires public sector unions, except police & fire, to participate in an annual recertification election to enable Union members to retain representation by their Union. The election by all MTI-represented District employees will be conducted between November 5 and November 25, via telephone or on-line balloting (details forthcoming when received from the Wisconsin Employment Relations Commission).

MTI Faculty Representatives and EA Building Representatives at every school/work location have been asked to recruit colleagues to assist in building awareness of the importance of the recertification election, and to make sure that staff at their school/work location VOTE in the recertification elections.

These individuals are being referred to as MTI Member Organizers and will be essential to successful recertification elections. The Union needs Member Organizers from every bargaining unit (MTI, SEE-MTI, EA-MTI, SSA-MTI & USO-MTI). Retired union members are also encouraged to assist in organizing. Assuring that each and every person vote is of great importance, because Act 10 requires that to win recertification, the Union must win 51% of all eligible voters.

If you are willing to support your Union by serving as a Member Organizer, or have additional questions about what this entails, see your MTI Faculty Representative/EA-MTI Building Representative, or contact MTI Assistant Director Doug Keillor (keillord@madisonteachers.org; 257-0491). Additional information will also be available at a MTI Member Organizer Q & A Session on Saturday, October 4, from 10:00-11:30 a.m., at MTI Headquarters.

Reasons for Recertification #2: Preserving and Protecting Your Collective Bargaining Agreements – MTI has successfully negotiated Collective Bargaining Agreements which preserve the vast majority of Contract rights and benefits for both the 2014-15 and 2015-16 school years and provide the Union the means to enforce those rights and benefits.

Madison Teachers, Inc. via a kind Jeannie Kamholtz email (PDF):

Governor Walker’s Act 10 requires MTI to engage in a recertification election to retain its status as the representative of those covered by MTI’s collective bargaining units. This year’s election will be conducted between noon November 5 and noon November 25. Voting will be via telephone or on-line (detailed information will follow).

When you vote to recertify MTI, you are voting to “stand together” with your colleagues to support your profession and Union. A YES vote sends a message to policymakers that educators stand together on important issues that affect our profession, schools and students – such as reasonable class size, sufficient planning time, fair compensation and a host of other professional and economic issues.

To make recertification difficult, a union needs 51% of ALL ELIGIBLE VOTERS to win recertification. This election is unique from others in that failure to cast a well-intentioned vote due to busy schedules and personal conflicts constitutes a “no” vote, diminishing members’ efforts to remain united, and to speak with one voice. We urge you to vote YES. Please watch for additional communications on how to cast this very important vote between November 5-25, 2014.

WHY IS RECERTIFICATION IMPORTANT?
Preserving the negotiated Collective Bargaining Agreements – MTI has successfully negotiated Collective Bargaining Agreements which preserve the vast majority of contractual rights and benefits for both the 2014-15 and 2015-16 school years and provide the means to enforce those rights and benefits. The continuation of these contract rights and benefits, as well as the means to enforce them, may be jeopardized by one not voting.
Advocating for the inclusion of such rights and benefits in an Employee Handbook – MTI has gained the District’s agreement to work in a collaborative manner to develop an employee handbook which will guide workplace rights and benefits once the Collective Bargaining Agreements expire. Recertification confirms that employees desire to continue to have MTI as their collective voice in this process.

Standing United – It’s about supporting one another. When you and your colleagues vote to recertify MTI, policymakers know the educators stand together in solidarity on important issues that impact our profession, our schools and our students.

Representation – It’s about fairness and how you are treated. Employees in certified bargaining units have the right to representation – also called Weingarten rights – allowing a member who is being investigated for potential discipline to be accompanied and advised by a union representative.

While MTI will continue to exist whether or not we recertify, a YES vote sends a message to the governor and school administration that MTI members are united – and that MTI is not going away, despite Governor Walker’s attempt to silence our voices.
Your colleagues appreciate your support. Show your support by voting YES to recertify MTI. Thank you

Much more on Wisconsin’s Act 10, here.

Madison Teachers, Inc. Solidarity Newsletter, via a kind Jeannie Kamholtz email (PDF):

Members of MTI’s Board of Directors, Bargaining Committee and Union staff greeted the District’s 200+ newly hired teachers at New Teacher Orientation last Monday. Sixty- five have already joined the union.

MTI Executive Director John Matthews addressed the District’s new teachers during Monday’s gathering. In doing so, Matthews provided a brief history of the Union, its reputation of negotiating outstanding Collective Bargaining Agreements which provide both employment security and economic security, and in explaining the threat to both, given Act 10, said all MTI members would need to pull together to preserve the Madison Metropolitan School District as a quality place to teach.

Madison Teachers, Inc. Solidarity Newsletter, via a kind Jeannie Kamholtz email (PDF):

Board of Education meetings on May 12 and 15 were a sea of red, as MTI members produced an overflow crowd, calling for Contract negotiations for the 2015-16 school year. Numerous MTI members, supported by four past-presidents on the Board of Education, State Representatives Melissa Sargent, Dianne Hesselbein and Chris Taylor, spoke to the Board. Congressman Pocan sent a strong statement of support for MTI which was read into the record by Rep. Sargent.

Rep. Sargent also read into the record a petition calling for negotiations. It was signed by Senators Jon Erpenbach, Mark Miller, Fred Risser and Representatives Sargent, Hesselbein, Taylor, Pope, Berceau and Kahl. The petition stated, in part:

“We all share a common interest in making sure every child has access to a quality public education and in supporting our teachers’ efforts to create the best public schools in the state and nation. When teachers are prohibited from coming to the bargaining table, our public school children and schools suffer. Our teachers’ firsthand experience in the classroom gives them a unique perspective in developing best practices and firsthand knowledge of the needs of our public school children.

In Dane County, we have seen 50 years of positive and productive labor relations. This benefits our children and helps create strong schools and communities. Positive employee relations are developed, in part, through the collective bargaining process where employers and employees create the best possible working environment together. Unfortunately, Act 10 eroded the ability to negotiate in good faith.

Guaranteeing that teachers have a voice in what goes on in their classrooms is critically important in ensuring every child is learning in the best possible environment.”
Congressman Pocan’s statement, in part, follows: “Employees are the most important component to the success of any employer, and working with these unions makes good sense, as the employees have the institutional knowledge of the operation. Collective bargaining is an opportunity to address important issues together.”

Also stepping up to the plate in calling for negotiations was the District’s Student Senate. Led by Student BOE representative Luke Gangler (Memorial), they submitted a petition to the Board which stated, in part, “… Whereas, international courts and human rights organizations have since identified collective bargaining as a fundamental right of workers; and Whereas, the right of school staff to collectively bargain has a direct impact on the learning environment of students … Resolved, that the MMSD Student Senate recommend that the MMSD Board of Education approve extensions of employee contracts with MTI, AFSCME, and the Building Trades Council through 2015-16.”

Bargaining will begin today. Those represented by MTI, in all five bargaining units, are reminded to watch the MTI website and MTI Facebook for an urgent call to a Contract ratification meeting. Notice will be sent to all members for whom MTI has a personal email address. Notice will also be sent to the members of all MTI Boards of Directors & Bargaining Committees, MTI Faculty Representatives and EA-MTI Building Representatives.
The presentations to the Board can be viewed on the District’s website.

I wonder if parents have used the “crowd a meeting” tactic successfully? Fascinating.

Madison Teachers, Inc., Newsletter, via a kind Jeannie Kamholtz email (PDF):

Pursuant to changes in MTI’s Teacher Collective Bargaining Agreement, teacher contracts for the 2014-15 school year will now be issued in MAY instead of March. Signed contracts of all teachers returning for the 2014-15 school year must be received in the MMSD Human Resources Office no later than June 16. MTI strongly recommends that teachers return their signed contracts AS SOON AS POSSIBLE, in person, to assure timely delivery. Take a copy with you, ask that it be stamped “received”, and keep it for your personal records. Failure to return a signed contract by June 16 may result in the District accepting such as one’s resignation.

Please sign this petition urging the GOP led Ed Cmte to drop the Special Needs Vouchers. http://t.co/mP3Y320o9H

— Madison Teachers Inc (@MtiMadison) February 14, 2014

36MB mp3 audio. Also available here.

Madison Teachers, Inc. Newsletter via a kind Jeanie (Bettner) Kamholtz email (PDF):

WELCOME BACK!
To each and every one of the nearly 5,000 District employees who are represented by MTI, welcome, as the 2013-14 school year begins! MTI is the collective bargaining agent for all teachers and non-supervisory professional staff, educational assistants (EA-MTI), clerical/technical personnel (SEE-MTI), substitute teachers (USO-MTI), and school security assistants (SSA-MTI) who are employed by the Madison Metropolitan School District. It is the Union’s mission to negotiate the best possible Collective Bargaining Agreements, and to provide the best representation and service possible, when assisting members with any Contract or work-related matter. Contact your Union staff at MTI Headquarters (257-0491 or www.madisonteachers.org) should you have a question or need assistance with any Contract or work-related matter.
This school year will be one of challenge as MTI moves to preserve members’ wages, benefits and rights. MTI is one of the few public employee unions with contracts in place, given the devastating impact of Walker’s Act 10.
MTI Greets New Hires
Members of MTI’s Board of Directors, Bargaining Committee and Union staff greeted the District’s newly hired teachers at New Teacher Orientation last Monday. On Tuesday MTI hosted a luncheon for the 250 new members of MTI’s teacher bargaining unit.
MTI President Peg Coyne and MTI Executive Director John Matthews addressed the District’s new teachers during Tuesday’s luncheon. In doing so, Matthews provided a brief history of the Union, its reputation of negotiating outstanding Collective Bargaining Agreements which provide both employment security and economic security, and in explaining the threat to both, given Act 10, said all MTI members would need to pull together to preserve the Madison Metropolitan School District as a quality place to teach.
President Coyne gave a warm MTI welcome to those present, discussed MTI’s structure and stressed the need for member participation in political action, if public employees are to regain the right to collectively bargain and if schools are to be adequately funded.
District retiree Jan Silvers lighted up the room when discussing how her life and career was much more enjoyable and rewarding having MTI as her advocate, especially when it came to the ability to experience religious freedom and work during pregnancy. She was awarded 16 years of back pay plus interest as a result of MTI’s litigation. Teachers, through the early 1970’s, had to advise their principal “immediately upon becoming pregnant” and were obligated to resign when the pregnancy “began showing”. As a result of MTI’s accomplishments, such antiquated and degrading policies are history.

Madison Teachers, Inc. Solidarity newsletter, via a kind Jeannie Bettner email (PDF):

What’s the first ingredient necessary to address workplace concerns? The opportunity to talk with colleagues to identify areas of common concerns and brainstorm about possible solutions. That’ s the conclusion reached by the clerical and technical employees who attended the March 20 SEE-MTI General Membership meeting. In response, SEE-MTI President Kris Schiltz and MTI staff rep Doug Keillor agreed to schedule monthly membership organizing workshops to provide: 1) an opportunity to get together to talk and 2) to further develop an organizing approach to problem-solving. The first workshop was held on April 24, and the next workshop will be held soon with notice in MTI Solidarity!.
The organizing workshops are structured to provide a brief update on what is happening across the district relative to SEE unit concerns (e.g. surplus declarations, budget proposals, etc.) and then those present breakout (e.g. elementary, middle, high, administration) to discuss their concerns, facilitated by their unit rep. Following the small group discussions the participants reconvene to report on topics of discussion and organizing relative to the identified issues.
While MTI has used similar organizing models on a smaller scale for years, the monthly SEE-MTI member organizing workshops are an attempt to further institutionalize this approach, engaging more Union members in the process and leading to better potential outcomes.
All SEE-MTI members are welcome and encouraged to attend. Join your fellow Union members in working for positive change in the District!

Madison Teachers, Inc. Solidarity Newsletter, via a kind Jeannie Bettner email (PDF):

Thanks to the volunteers who helped make phone calls at MTI on April 23. With few volunteers, 51 callers were “patched through” to leave a message for Senator Sheila Harsdorf that voucher expansion is bad for Wisconsin and that public schools must be fully funded. The Governor’s proposed budget will take $96 million from public schools to fund private and parochial “voucher” schools and private charter schools.
This program was a great success in other Senate Districts as well, generating well over 200 contacts last week. Any member interested in giving this a try, another night of calling is being considered for Thursday, May 9, 4:30 – 7:30 p.m., at MTI. The constituents we are calling are targeted based on their likelihood to respond positively and include WEAC members and voters favorable to public schools. This fight is critical because if we lose, voucher schools will be coming to Madison, whether we want them or not, with slick marketing campaigns designed to lure tax dollars into their pockets by denigrating our public schools. Don’t let this happen! We need seven confirmed volunteers to make this set-up worthwhile.
If you can join us next Thursday, please contact Jeff Knight (knightj@madisonteachers.org / 257-0491).

Madison Teachers, Inc. Solidarity Newsletter (PDF):

Each year about this time MTI begins the process of developing its budgets for the ensuing fiscal year, in this case July 1, 2013 through June 30, 2014. MTI has two (2) budgets, one for MTI (the Union) and one for the MTI Building Corporation, the owner of MTI’s headquarters building.
MTI’s budget is the operating budget under which the Union provides services to the members of its five (5) bargaining units; i.e. the Teacher/professional unit (MTI); the Educational Assistants bargaining unit (EA-MTI); the Clerical/Technical bargaining unit (SEE-MTI); the Substitute Teacher bargaining unit (USO-MTI); and the Security Assistants bargaining unit (SSA-MTI).
This year’s proposed budgets are based on last year’s dues levels; i.e. no dues increase. This is the second straight year the Union has not proposed a dues increase.

83K PDF, via a kind Jeannie Bettner email.

Madison Teachers, Inc. Solidarity enewsletter via a kind Linda Doeseckle email (PDF):

When a union member files a grievance it means that the member and his or her union believe the employer has failed to live up to its end of the Collective Bargaining Agreement. They are called “agreements” for a reason: the union and the employer have agreed that what has been agreed upon in negotiations is what both parties will live by, that it is best for the employee and the employer. A Collective Bargaining Agreement is a legally binding Contract.
Filing a grievance sets in motion a process for resolving the employee’s complaint. Once a grievance is filed, the union and the employer meet in a process set forth in the Collective Bargaining Agreement to discuss the reasons it was filed. When the issue cannot be resolved through discussions, the union may take the complaint to a neutral third party (an arbitrator) who will decide whether the Contract has been violated. Wisconsin law assures that union- represented employees cannot be retaliated against because of filing a grievance.
The Collective Bargaining Agreement is the Constitution of the workplace, and only unionized employees, like members of MTI, are protected by a Collective Bargaining Agreement.

Steven Elbow:

To complete the hat trick, late last month Pines, representing Madison Teachers Inc. and the Wisconsin Education Association Council, stuck it to Republicans again when Dane County Judge Amy Smith struck down part of a law that consolidated rule-making authority in the governor’s office. That law gave Gov. Scott Walker control over rules that govern agencies like the Attorney General’s Office, the Government Accountability Board, the Employment Relations Commission, the Public Service Commission and the Department of Public Instruction, all of which were previously independent. Pines argued, and Smith agreed, that State Superintendent Tony Evers had constitutional powers beyond the governor’s reach.
“They extended (the law) to the Department of Public Instruction despite the fact that they were told in the brief legislative hearings they held on that bill that it was likely unconstitutional,” says Pines. “But they didn’t care. They just did it.”
While Pines’ recent wins are likely to be appealed, one thing is clear: He’s on a roll. How did he get to be such a pain in the collective GOP butt?

70K PDF via a kind Jeannie Bettner email.

5212012 PDF via a kind Jeannie Bettner email.

The 2012 Wisconsin recall election primary is today. Teacher appreciation week is underway as well.
teacher-appreciation.info

Teachers – the people who educate us and give us the vital knowledge which we need to live our lives. They encourage, support, discipline and prepare us for the road ahead and now it’s time for us to show them our appreciation. Teacher Appreciation Week begins on the 7th until the 11th of May 2012, which will be the perfect opportunity for us to show teachers how thankful we are for their support. So boys and girls, it’s time for us to demonstrate how much our teachers mean to us, let’s all say a big thank you to the people who work really hard so that we can have a better future.
The 8th of May 2012 will mark Teacher Appreciation Day and students all across America will show their appreciation by rewarding their teachers with lovely gifts. These gifts can come in a variety of shapes and sizes – remember, it’s the thought that counts! Your school will also have a special schedule lined up which will provide many outlets for you to show how much you’re teacher means to you. Maybe you could write your teacher a poem or even a story about your favorite memory. You may also choose to make you’re teacher a “best teacher in the world” award, and present it to him or her during the week.

Madison Teachers, Inc. Solidarity Newsletter (PDF):

If you are not among those who voted early, be sure you vote tomorrow. The terrible legislation, Act 10, which has put your economic security and your employment security at risk would not be on
the books if voter turnout in 2010 had been as great as in 2008. 812,086 fewer people voted in Wisconsin in 2010 than in 2008. Governor Walker won by only 124,638. Every MTI member doing their part will help reverse Act 10 and restore your rights and security. No matter who wins the primary, we need ALL HANDS ON DECK to rid our state of Governor Walker’s divisive approach to balancing the budget on the backs of working families, cuts to public education, women’s health and the dismantling of the safety net, in favor of continued tax breaks to out-of-state corporate interests funding his campaign and his legal defense fund. The far-right is trying to make Wisconsin the model for how to break unions. Join those standing up against Act 10 by ensuring that everyone votes on June 5!
MTI Faculty Representatives will schedule a meeting at each work site to discuss the effective ways to increase voter turnout. Make contact with friends and family, encourage them to vote, make a phone call or send a note or email the importance of this election. Personal contact makes a big difference.
MTI members will be making calls to union households from the Labor Temple and participating in door-to-door contacts. These efforts are aimed at reaching the infrequent voters, particularly those who voted in 2008 and did not vote in 2010. We need them to assure success. This election will directly impact the future of your profession, your pay and your benefits, your security and the future of public education.
Action is needed to assure success. See www.madisonteachers.org for ways to get involved.

Pat Schneider:

CT: What about the training and capabilities of Madison school teachers and how they deliver in the classroom day to day — is there room for improvement there?
JM: Well, there’s always room for improvement — there’s room for improvement in what I do. I can only say that the Madison School District has invested all kinds of things in professional development. One thing teachers tell us if they have time to work together, they can make strides. I found early in my career if I’m having a teacher identified as having a performance problem, ask the principal who is the best at doing what they want this teacher to do. Then you go to that teacher and say: “You have a colleague who needs help, will you take them under your wing?” I don’t have access to any of what they talk about, management doesn’t have access to that — it’s been a remarkably successful venture.
CT: In discussion of the achievement gap in Madison I’ve heard from African-American parents up and down the economic spectrum who say that their children are met at school with low expectations that really hamper their performance.
JM: I’ve heard that too. The Madison School District has an agreed-upon mandatory cultural course that people have to take. But there are people in society who don’t like to be around other races. I don’t see that when teachers are together. And we have a variety of people who are leaders in MTI — either Asian or Indian or black — but there are people who have different expectations from people who are different from them.
CT: Does the union have a role in dealing with teachers whose lowered expectations of students of color might contribute to the achievement gap?
JM: The only time MTI would get involved is if somebody was being criticized for that, we’d likely be involved with that; if someone were being disciplined for that, we would be involved. We’ve not seen that.

Madison Teachers Inc 92K PDF Newsletter:

EMOCRACY IS NOT A SPECTATOR SPORT. That is one message that should be evident with all that has happened in the last year. A functioning democracy requires an informed and engaged citizenry. Such is as true with union democracy as it is in a political democracy. MTI is a union of 4,700 members in five bargaining units, each with Bylaws enabling democratic governance to ensure the union reflects the will of its members. Each MTI unit elects its leadership – every member has a vote, and is free to seek office. Also, Collective Bargaining Agreements are subject to member ratification, with every member having a vote. Similarly, the MTI Budget is enacted only after approval by the MTI Finance Committee and by approval by the MTI Joint Fiscal Group, which is comprised of representatives proportionate to the membership of each of the five bargaining units. But,just like the right of suffrage cannot ensure voter participation, neither can union Bylaws ensure member participation in the union. Only you can. YOU ARE THE UNION.
In the coming months, your union will be engaging in a number of initiatives to further engage individuals in discussion about your union, what we have achieved together, what is at risk, and where we can go from the terrible situation created by Governor Walker’s Act 10. Beginning with a Member Engagement Survey which is being sent to the personal e-mail addresses of all MTI members who have shared their email address with the Union from all five bargaining units. Members are encouraged to take ten minutes to complete the on-line survey and share their thoughts. If you have not already provided your personal e-mail address to MTI, please do so now by contacting kantzlerr@madisonteachers.org. Those for whom MTI does not have a personal email address may access the survey on MTI’s webpage www.madisonteachers.org or by calling MTI Headquarters (257-0491).

PDF Solidarity Newsletter:

Among the excellent benefits available to MTI members is the additional worker’s compensation benefit provided by MTI’s various Collective Bargaining Agreements.
Wisconsin Statutes provide a worker’s compensation benefit for absence caused by a work-related injury or illness, but such commences on the 4th day of absence and has a maximum weekly financial benefit.
MTI’s Contracts provide one’s full wage, beginning on day one of an absence caused by a work-related injury or illness, with no financial maximum. Also, under MTI’s Contract provision, one’s earned sick leave is not consumed by such an absence.
Although MTI is working to preserve this benefit, it is at risk due to Governor Walker’s Act 10.

A 58MB PDF [redacted] response to my late November, 2021 request.

I write to request email communication between Public Health Dane County Madison and:

The Madison School District

WEAC

Madison Teachers, Inc.

League of Women voters

For the period July, 2021 to November 26, 2021

Second file

The lengthy 2020-2021 remote experience that Madison’s K-12 students endured made me wonder how the taxpayer funded school district is performing with online services.

I was part of a group that reviewed the District’s acquisition of “Infinite Campus” software in the 2000’s. Having been through many software implementations, I asked the District’s then IT/Chief Information Officer if teachers and staff would be required to use this system, as part of their day to day jobs?

“No”.

I asked how they planned to successfully implement the system?

“with great care”.

I then suggested that they forego the purchase and not spend the money (million$ over time) if the system was not made part of everyone’s job.

How did it go?

2010 Madison School District Usage Report. More.

2012 Infinite Campus Usage Referendum.

2012 Madison Teachers, Inc:

As the District contemplates consequences for those teachers who are not using Infinite Campus, MTI has heard from several members about the difficulty in meeting this District expectation.

2013: Infinite Campus To Cover Wisconsin? DPI Intends to Proceed

Fast forward to 2020. I sent an open records request to the Madison School District on 28 July 2020 requesting the following:

Number of distinct teachers who login daily, weekly and monthly

Number of assignments created weekly

Number of report cards created and updated weekly

Number of distinct parents who login daily, weekly and monthly

Number of distinct students who login daily, weekly and monthly

Total Infinite Campus license, hosting and maintenance costs (2019-2020)

I received the following on 14 September 2021, from Mankah Mitchell:

Number of distinct teachers who login daily, weekly and monthly

• On average, 1,558 unique staff members logged in to Infinite Campus each day in the 2019-20 school year in MMSD.
• On average, 2,885 unique staff members logged in to Infinite Campus each week in the 2019-20 school year in MMSD.
• On average, 3,527 unique staff members logged in to Infinite Campus each month in the 2019-20 school year in MMSD.

Number of assignments created weekly

MMSD teachers created a total of 236,650 assignments in Infinite Campus during the 2019-20 school year. MMSD teachers created an average of 6,396 assignments per week in Infinite Campus.

Number of report cards created and updated weekly

• (In the 2019-20 school year…)13,502 elementary (4K-5th grade) students received 2 report cards each, for an estimated total of 27,004 Elementary report cards.
• 5,486 middle school students received 2 report cards each, for an estimated total of 10,972 report cards. In some cases, students also received quarterly progress reports, totaling a maximum possible count of 21,944 quarterly progress reports and report cards combined.
• 7,891 high school students received 2 report cards each, for an estimated total of 15,782 report cards. In some cases, students also received quarterly progress reports, totaling a maximum possible count of 31,564 quarterly progress reports and report cards combined.

Number of distinct parents who login daily, weekly and monthly

• On average, 42 unique parents logged in to Infinite Campus each day in the 2019-20 school year.
• On average, 133 unique parents logged in to Infinite Campus each week in the 2019-20 school year.
• On average, 256 unique parents logged in to Infinite Campus each month in the 2019-20 school year.

Number of distinct students who login daily, weekly and monthly

• On average, 2,671 unique students logged in to Infinite Campus each day in the 2019-20 school year.
• On average, 6,608 unique students logged in to Infinite Campus each week in the 2019-20 school year.
• On average, 9,295 unique students logged in to Infinite Campus each month in the 2019-20 school year.

Total Infinite Campus license, hosting and maintenance costs (2019-2020)

MMSD spent a total of $149,140.92 on Infinite Campus in the 2019-2020 school year.

## The linked pdf report, includes some interesting notes, as well.

I remain interested in this topic for several reasons:

• I was part of the original review group, and had implementation experience.
• I was and am very concerned about the lack of (consistent) pervasive online learning experiences in our very well taxpayer funded K-12 system, amidst long term, disastrous reading results.
• The inability to do this, effectively, while spending millions reflects much larger organizational challenges.
• The imposition of remote learning on our student population – while many other districts managed to stay in person – has long term consequences for all of us.
• A “successful” implementation of a system such as Infinite Campus would have placed everyone in a much better position for the events of 2020-2021.
• ** I do not mean to suggest that Infinite Campus is the be all/end all. Rather, it is the system we have spent millions on….
• ***** I spoke recently with someone familiar with large scale healthcare software implementations. One of the largest vendors conducts a review with clients on the tools they use, sort of use and don’t use along with the costs thereof (and any 3rd party services that may or may not be useful). With respect to Madison, perhaps it is time to rethink many things….

Related (2011): On the 5-2 Madison School Board No (Cole, Hughes, Moss, Passman, Silveira) Madison Preparatory Academy IB Charter School Vote (Howard, Mathiak voted Yes) [rejected].

And, my 2012 conversation with Henry Tyson.

WILL:

Attorneys at the Liberty Justice Center and Wisconsin Institute for Law & Liberty (WILL) are warning Madison Teachers Inc. that they face legal repercussions if they move forward with an illegal sick out on Monday.

“Madison Teachers, Inc. leaders are asking their members to falsely call-in sick in order to shut down in-person learning,” said Daniel Suhr, senior attorney at the Liberty Justice Center. “An organized sick out is a form of strike and illegal in the State of Wisconsin and we are prepared to file a lawsuit to stop this illegal action. Madison students need to be in school, not used as pawns in a publicity stunt.”

Attorneys at public-interest law firms the Liberty Justice Center and WILL notified the union that in the event of an illegal strike, Wisconsin law authorizes students and parents, as well as the school district, to enforce the ban on teacher strikes in court. Liberty Justice Center and WILL plan to file a lawsuit in state court on behalf of Madison parents to stop the strike.

The Liberty Justice Center is a nonprofit law firm that won a pivotal Supreme Court case against government unions in 2018. Their attorneys have taken on illegal teachers strikes across the country, including in Idaho, Virginia, Arizona and most recently in Chicago.

Related: Catholic schools will sue Dane County Madison Public Health to open as scheduled

Notes and links on Dane County Madison Public Health. (> 140 employees).

Molly Beck and Madeline Heim:

which pushed Dane County this week not to calculate its percentage of positive tests — a data point the public uses to determine how intense infection is in an area.   

While positive test results are being processed and their number reported quickly, negative test results are taking days in some cases to be analyzed before they are reported to the state. 

Channel3000:

The department said it was between eight and 10 days behind in updating that metric on the dashboard, and as a result it appeared to show a higher positive percentage of tests and a lower number of total tests per day.

The department said this delay is due to the fact data analysts must input each of the hundreds of tests per day manually, and in order to continue accurate and timely contact tracing efforts, they prioritized inputting positive tests.

“Positive tests are always immediately verified and processed, and delays in processing negative tests in our data system does not affect notification of test results,” the department said in a news release. “The only effect this backlog has had is on our percent positivity rate and daily test counts.”

Staff have not verified the approximately 17,000 tests, which includes steps such as matching test results to patients to avoid duplicating numbers and verifying the person who was tested resides in Dane County.

All 77 false-positive COVID-19 tests come back negative upon reruns.

Madison private school raises $70,000 for lawsuit against public health order. – WKOW-TV. Commentary.

WEAC: $1.57 million for Four Wisconsin Senators

Assembly against private school forced closure.

Wisconsin Catholic schools will challenge local COVID-19 closing order. More.

2017: West High Reading Interventionist Teacher’s Remarks to the School Board on Madison’s Disastrous Reading Results

Madison’s taxpayer supported K-12 school district, despite spending far more than most, has long tolerated disastrous reading results.

My Question to Wisconsin Governor Tony Evers on Teacher Mulligans and our Disastrous Reading Results

“An emphasis on adult employment”

Wisconsin Public Policy Forum Madison School District Report[PDF]

Booked, but can’t read (Madison): functional literacy, National citizenship and the new face of Dred Scott in the age of mass incarceration.

Scott Girard:

Superintendent Carlton Jenkins shared the data from the family survey that went out Feb. 17 with the School Board this week. He said about 65% of families — or about 7,790 families — with a student in those grades, which will be among the first to return in a phased reopening process, had responded.

Of those, about 65%, or 5,187 families, had indicated they wanted to return in-person.

The Capital Times on Madison Teachers, Inc. and school “reopening”:

When school districts rush to reopen, even for the best of reasons, they must be checked and balanced with demands for safety protocols. That’s what Madison Teachers Inc. did last week, when it presented a framework for phased reentry to the schools. At the heart of the framework were calls for a robust vaccination program, thorough testing, access to personal protective equipment, smart ventilation strategies and a host of other proposals that assure the Madison Metropolitan School District’s approach to reopening is based on a sufficiently scientific approach.

Thursday morning Madison Teachers, Inc “sick-in“.

Nicholas Kristof:

School Closures Have Failed America’s Children As many as three million children have gotten no education for nearly a year”

“Conservatives have argued for years that liberals don’t actually care about science and only pretend to when it’s convenient for the advancement of their political agenda. It appears that they had a point.”

Related: Catholic schools will sue Dane County Madison Public Health to open as scheduled

Notes and links on Dane County Madison Public Health. (> 140 employees).

Molly Beck and Madeline Heim:

which pushed Dane County this week not to calculate its percentage of positive tests — a data point the public uses to determine how intense infection is in an area.   

While positive test results are being processed and their number reported quickly, negative test results are taking days in some cases to be analyzed before they are reported to the state. 

Channel3000:

The department said it was between eight and 10 days behind in updating that metric on the dashboard, and as a result it appeared to show a higher positive percentage of tests and a lower number of total tests per day.

The department said this delay is due to the fact data analysts must input each of the hundreds of tests per day manually, and in order to continue accurate and timely contact tracing efforts, they prioritized inputting positive tests.

“Positive tests are always immediately verified and processed, and delays in processing negative tests in our data system does not affect notification of test results,” the department said in a news release. “The only effect this backlog has had is on our percent positivity rate and daily test counts.”

Staff have not verified the approximately 17,000 tests, which includes steps such as matching test results to patients to avoid duplicating numbers and verifying the person who was tested resides in Dane County.

All 77 false-positive COVID-19 tests come back negative upon reruns.

Madison private school raises $70,000 for lawsuit against public health order. – WKOW-TV. Commentary.

WEAC: $1.57 million for Four Wisconsin Senators

Assembly against private school forced closure.

Wisconsin Catholic schools will challenge local COVID-19 closing order. More.

2017: West High Reading Interventionist Teacher’s Remarks to the School Board on Madison’s Disastrous Reading Results

Madison’s taxpayer supported K-12 school district, despite spending far more than most, has long tolerated disastrous reading results.

My Question to Wisconsin Governor Tony Evers on Teacher Mulligans and our Disastrous Reading Results

“An emphasis on adult employment”

Wisconsin Public Policy Forum Madison School District Report[PDF]

Booked, but can’t read (Madison): functional literacy, National citizenship and the new face of Dred Scott in the age of mass incarceration.

Scott Girard:

Three Madison Metropolitan School District staff members are vying to be the next Madison Teachers Inc. president.

One week after the most contentious presidential transition in generations, a much friendlier race is playing out with millions fewer voters.

“It is actually a very healthy part of our union to have these sorts of elections and to have these sorts of discussions,” said West High School dean of students Michael Jones, one of the three candidates. “The important thing is that the strength and the health of our union and our education community is there and we’re going to make sure that happens.

“I think we have a mutual respect for each other and an admiration.”

MTI members are voting this week for their choice. The top two vote-getters will advance to a second vote, which will take place next week.

WEAC: $1.57 million for Four Wisconsin Senators

Madison Teachers, Inc. demands virtual start to the school year.

Related: Catholic schools will sue Dane County Madison Public Health to open as scheduled

Notes and links on Dane County Madison Public Health. (> 140 employees).

Molly Beck and Madeline Heim:

which pushed Dane County this week not to calculate its percentage of positive tests — a data point the public uses to determine how intense infection is in an area.   

While positive test results are being processed and their number reported quickly, negative test results are taking days in some cases to be analyzed before they are reported to the state. 

Channel3000:

The department said it was between eight and 10 days behind in updating that metric on the dashboard, and as a result it appeared to show a higher positive percentage of tests and a lower number of total tests per day.

The department said this delay is due to the fact data analysts must input each of the hundreds of tests per day manually, and in order to continue accurate and timely contact tracing efforts, they prioritized inputting positive tests.

“Positive tests are always immediately verified and processed, and delays in processing negative tests in our data system does not affect notification of test results,” the department said in a news release. “The only effect this backlog has had is on our percent positivity rate and daily test counts.”

Staff have not verified the approximately 17,000 tests, which includes steps such as matching test results to patients to avoid duplicating numbers and verifying the person who was tested resides in Dane County.

All 77 false-positive COVID-19 tests come back negative upon reruns.

Madison private school raises $70,000 for lawsuit against public health order. – WKOW-TV. Commentary.

WEAC: $1.57 million for Four Wisconsin Senators

Assembly against private school forced closure.

Wisconsin Catholic schools will challenge local COVID-19 closing order. More.

2017: West High Reading Interventionist Teacher’s Remarks to the School Board on Madison’s Disastrous Reading Results

Madison’s taxpayer supported K-12 school district, despite spending far more than most, has long tolerated disastrous reading results.

My Question to Wisconsin Governor Tony Evers on Teacher Mulligans and our Disastrous Reading Results

“An emphasis on adult employment”

Wisconsin Public Policy Forum Madison School District Report[PDF]

Booked, but can’t read (Madison): functional literacy, National citizenship and the new face of Dred Scott in the age of mass incarceration.

Chris Rickert:

The questionnaire also includes several questions about teachers’ ability to have a say in their compensation and working conditions, and asks whether the candidates “support the reinstatement of collective bargaining rights for all public employees (currently prohibited by Act 10)?”

Act 10 is the controversial 2011 law passed by Republicans that stripped most collective bargaining rights from most public-sector employees. MTI mounted a failed legal challenge to the law.

“School staff experienced a reduction in take home pay after Act 10 was passed and salary increases have not kept pace with the cost-of-living,” one question states. “The District is experiencing increasing difficulties in attracting and retaining qualified employees. If elected to the Board of Education, what is your plan to increase pay for school staff?”

Much more on Act 10, here.

Madison Teachers, Inc.

2019 Madison School Board Candidates, notes and links:

Seat 3

Kaleem Caire, 7856 Wood Reed Drive, Madison

Cristiana Carusi, 5709 Bittersweet Place

Skylar Croy, 502 N. Frances St., Madison

Seat 4

David Blaska, 5213 Loruth Terrace, Madison

Laila Borokhim, 2214 Monroe St., Madison

Albert Bryan, 4302 Hillcrest Drive, Madison

Ali Muldrow, 1966 East Main St., Madison

Seat 5

TJ Mertz, 1210 Gilson St., Madison

Ananda Mirilli, 1027 S. Sunnyvale Lane Unit A, Madison

Amos Roe, 5705 Crabapple Lane, Madison

A majority of the Madison School Board rejected the proposed Madison Preparatory IB Charter School (2011).

Madison has long tolerated disastrous reading results, despite spending far more than most taxpayer supported K-12 School Districts.

Compare Madison, WI high school graduation rates and academic achievement data.

The Madison School District’s “Strategic Framework”.

2005: When all third graders read at grade level or beyond by the end of the year, the achievement gap will be closed…and not before:

On November 7, Superintendent Art Rainwater made his annual report to the Board of Education on progress toward meeting the district’s student achievement goal in reading. As he did last fall, the superintendent made some interesting claims about the district’s success in closing the academic achievement gap “based on race”.

According to Mr. Rainwater, the place to look for evidence of a closing achievement gap is the comparison of the percentage of African American third graders who score at the lowest level of performance on statewide tests and the percentage of other racial groups scoring at that level. He says that, after accounting for income differences, there is no gap associated with race at the lowest level of achievement in reading. He made the same claim last year, telling the Wisconsin State Journal on September 24, 2004, “for those kids for whom an ability to read would prevent them from being successful, we’ve reduced that percentage very substantially, and basically, for all practical purposes, closed the gap”. Last Monday, he stated that the gap between percentages scoring at the lowest level “is the original gap” that the board set out to close.

Unfortunately, that is not the achievement gap that the board aimed to close.

2006: “They’re all Rich White Kids, and they’ll do just fine, NOT!”

2009: An emphasis on adult employment.

2013: What will be different, this time?

Madison Superintendent Jennifer Cheatham, 2015:

Shortly after the office was proposed, Cheatham said non-district-authorized charter schools have “no consistent record of improving education for children, but they do drain resources from public schools, without any control in our local community or school board.”

“Rather than invest in what we know works in education, this proposal puts resources in strategies with mixed results at the expense of our public school students,” she said in May 2015

2013: What will be different, this time?

The Wisconsin Department of Public Instruction, lead by Governor Elect, Tony Evers, has waived Massachusetts’ style elementary teacher content knowledge requirements for thousands of teachers.

A majority of the Madison School Board rejected the proposed Madison Preparatory IB Charter School (2011).

Madison has long tolerated disastrous reading results, despite spending far more than most taxpayer supported K-12 School Districts.

Compare Madison, WI high school graduation rates and academic achievement data.

The Madison School District’s “Strategic Framework”.

2005: When all third graders read at grade level or beyond by the end of the year, the achievement gap will be closed…and not before:

On November 7, Superintendent Art Rainwater made his annual report to the Board of Education on progress toward meeting the district’s student achievement goal in reading. As he did last fall, the superintendent made some interesting claims about the district’s success in closing the academic achievement gap “based on race”.

According to Mr. Rainwater, the place to look for evidence of a closing achievement gap is the comparison of the percentage of African American third graders who score at the lowest level of performance on statewide tests and the percentage of other racial groups scoring at that level. He says that, after accounting for income differences, there is no gap associated with race at the lowest level of achievement in reading. He made the same claim last year, telling the Wisconsin State Journal on September 24, 2004, “for those kids for whom an ability to read would prevent them from being successful, we’ve reduced that percentage very substantially, and basically, for all practical purposes, closed the gap”. Last Monday, he stated that the gap between percentages scoring at the lowest level “is the original gap” that the board set out to close.

Unfortunately, that is not the achievement gap that the board aimed to close.

2006: “They’re all Rich White Kids, and they’ll do just fine, NOT!”

2009: An emphasis on adult employment.

2013: What will be different, this time?

Madison Superintendent Jennifer Cheatham, 2015:

Shortly after the office was proposed, Cheatham said non-district-authorized charter schools have “no consistent record of improving education for children, but they do drain resources from public schools, without any control in our local community or school board.”

“Rather than invest in what we know works in education, this proposal puts resources in strategies with mixed results at the expense of our public school students,” she said in May 2015

2013: What will be different, this time?

The Wisconsin Department of Public Instruction, lead by Governor Elect, Tony Evers, has waived Massachusetts’ style elementary teacher content knowledge requirements for thousands of teachers.

Arthur Laffer and Steve Moore:

The Illinois crisis is so severe that paying the promised pensions would require a 30-year property-tax increase that would cost the median Chicago homeowner $2,000 a year, according to a study from three economists at the Chicago Fed. Not a penny of that added tax money would pay for better schools, police, roads, hospitals or libraries. Already, Illinois’s property taxes are among the country’s highest.

The pension problems have gotten so bad because state lawmakers don’t dare to stand up to powerful government unions. Consider the legendary California Teachers Association, which collects some $240 million a year from its 325,000 members and about 28,000 nonmembers who have been forced to pay fees. The CTA is the most influential political force in Sacramento. It spent twice as much on politics from 2000-10 as the next largest donor—also a government union, the California State Council of Service Employees.

Janus will allow teachers and other government employees to stop funding the union if they oppose its political goals. Under the old Supreme Court precedent, public workers could choose not to join unions, but in 22 states—including California, Illinois and New Jersey—they were required to pay “agency fees” to cover the cost of collective bargaining, including over the pensions now swamping state budgets. Janus has freed such workers from that obligation.

Related links:

Act 10.

Madison Teachers, Inc.

John Matthews

Andrew Waity, Karen Vieth, Andrew Mayhall, Cari Falk, Kira Fobbs, Jessica Hotz, Michael Jones, Kerry Motoviloff, and Peter Opps:

Superintendent Cheatham,

We saw the article in the Wisconsin State Journal on Monday, March 26th and found the tone of your quotes in the article disturbing and provocative. We have heard similar concerns from MTI membership.

The primary concerns center around the impression given that MMSD staff is not engaging in proactive work around student behavior, and are engaging in actions that fail to “warn” students before more serious behaviors occur. The article on the front page appeared to place blame on educators in schools.

The reality is that MTI members, leaders and staff have been calling for more interventions, more support and more accountability for student behaviors at the lower tiers. The call for changes to the current climate in our schools is resounding across MMSD. We know that you have heard this as well in your visits to schools. The idea that staff is not intervening with students out of fear or for other reasons is a willing and political deflection of responsibility from administrators (primarily non-school based) onto teachers and other staff in our schools. Our data and other measures of climate are a product of many factors that include a sense of frustration around a lack of consistently effective supports for our staff and students around behavior education.

We fully recognize a need to change outcomes for our students and the need to engage in work that reduces disparities around achievement and discipline. The way to do this is to develop systems that increase shared accountability and maximize supports at the individual student and classroom level. Engaging in shared leadership that includes staff, students, families, community and administration is critical, and that level of collaboration doesn’t currently exist here.

If the WSJ article represented your sentiments inaccurately then you should clarify to MMSD staff and the public. Your words do matter a great deal to your staff. We look forward to hearing from you.

Sincerely,

MTI Board of Directors

Andrew Waity, Karen Vieth, Andrew Mayhall, Cari Falk, Kira Fobbs, Jessica Hotz, Michael Jones, Kerry Motoviloff, and Peter Opps

Related:

Gangs and school violence forum.

Madison Teachers, Inc

Madison’s long term, disastrous reading results.

Madison spends nearly $20,000 per student, far more than most K-12 Districts.

And, the comics have weighed in:

by Alan Talaga and John Lyons.

Dave Zweifel:

The MTI case was a narrow one. Like all public unions, thanks to Scott Walker’s infamous Act 10 MTI has to hold an annual certification election supervised by the Wisconsin Employment Relations Commission to continue representing workers. But Act 10 requires approval of not the majority of those voting, but a majority of all members, whether they vote or not.

During a recent multiday election, the union had asked WERC for a list of members who had voted, but WERC turned down the request, claiming that it might open employees who hadn’t voted to intimidation from the union. MTI filed suit for the list under the state’s open records law and won in Dane County Circuit Court.

The state appealed to the high court, which quickly reversed the lower court’s decision. It shouldn’t, given the current control of the court, have come as a surprise.

What was a surprise, though, was the court’s cavalier dismissal of the open records argument, a dismissal that many openness advocates believe could spell huge problems for future records cases. In essence, the court ruled that it is more important to protect union members from the possibility they may be pressured to vote than to uphold the state’s historic openness laws.

Much more on Madison Teachers, Inc., here.

Molly Beck:

Six years after Gov. Scott Walker and state Republicans made labor unions’ ability to retain members much more difficult, fewer than half of the state’s 422 school districts have certified unions.

In the latest certification election — held in November and required by Walker’s signature 2011 legislation known as Act 10 — staff and teachers in 199 school districts voted to remain in a bargaining unit, or 47 percent, according to the Wisconsin Employment Relations Commission.

Notes and links: Madison Teachers, Inc. and WEAC.

Madison Teachers, Inc::

As we prepare for the start of this summer’s Employee Handbook review discussions which will lead into the 2017-18 school year, we are sharing with you:

Our MTI Summary of Results from 2016-17. Last year was a significant one for MTI as we transitioned from Collective Bargaining Agreements to an Employee Handbook, and from payroll deduction of dues to direct payment of dues. Our successes this past year would not have been possible without a committed and engaged membership who supports the work of their union. Please take a few moments to review this summary. We think that you’ll agree that we have collectively made some significant progress.

Our 2017 MTI Employee Handbook Survey. Each summer, the MMSD and MTI get together to review the Employee Handbook and discuss potential revisions. This summer we will discuss potential changes which will take effect for the 2018-19 school year. Agreed upon revisions are then forwarded to the Board of Education for action. This link provides a summary of those items we plan to discuss and offers you the opportunity to provide your input on other issues that you would like us to address. Please review this summary and provide any feedback you would like us to consider by July 28, 2017.

Thank you for all you do for Madison’s students, and thank you for your continued support of MTI.

much more on Madison Teachers, Inc.

David Trilling:

Study summary: Unions have been shown to increase members’ wages. As a result, firms with large union membership among their workers have less money available to hire new workers, possibly increasing unemployment. Thus, many economists believe the net effect of unions on the distribution of income is unclear. But as unions recede, other trends are becoming apparent.

Notes and links on Madison Teachers, Inc, WEAC.

OGECHI EMECHEBE:

At the direction of the Legislature, the UW System recently created the new Office of Educational Opportunity to oversee the creation of charter schools in Madison and Milwaukee without oversight from local school districts. How do you react to that?

I’m opposed to the concept. I find it objectionable that the state has allowed one person to essentially make decisions that our local community can make through school boards and allow that person to authorize who can operate a school that’s not accountable to the public but has a call on our resources. I find that offensive. It’s repugnant that they think it’s acceptable policy when I think most people in Madison would say it’s unacceptable policy.

The best defense is a good offense and having our public schools be the best public schools we can is certainly one of the strong directions that we need to emphasize. We’re fortunate to have really good schools in Madison but I think we need to do even more to bring in staff voices and parent voices into the schools to have the public own them even more. If we see proposals coming in for non-public charter entities, we can actively organize an opposition to those sorts of things if we’re concerned as a city that we don’t want to have our public dollars controlled by non-public entities without any oversight.

There have been mixed reactions to the district’s new Behavior Education Plan. What have union members said about the BEP?

Much more on Madison Teachers, Inc., here.

Madison Teachers, Inc. Solidarity Newsletter (PDF), via a kind Jeanie Kamholtz email:

(By Andrew McCuaig, English teacher, LaFollette High School)

Joining a union is an act of faith: a belief that people coming together with similar daily work lives can have an impact on those people who may have goals that don’t take into account anything but the bottom line. By joining a union, you are asserting that you were not put on this earth merely to do what you were told, but that you believe you should have a say in your own livelihood. But more than that, as a union member you believe that wealth should be more evenly
distributed, that supervisors should not have absolute power, and that the details of the actual work should be mutually agreed upon, because you cannot get that coal out of the ground, that car made, or that student to graduate without a contract that respects both sides. Renew at www.madisonteachers.org

But joining a union is also a practical matter. Wherever unions exist, wages are higher. That is one reason why corporate interests throughout history have tried to weaken unions whenever they can. Fair wages, vacation days, sick leave, maternity leave, overtime, seniority, even the notion of a 40 hour work week – all exist because of the Labor Movement, and all cut into a company’s bottom line. When you pay union dues, you are supporting a staff that bargains on your behalf, that defends you when you require defending, or, more likely, defends someone else you might not even know who has your same job and is being treated unfairly. If the accused has truly screwed up, they get due process and what’s coming to them. If they haven’t, they are not simply fired in a Donald Trump dreamworld but are given their job back. The employer, meanwhile, is given a message not to abuse its authority.

Madison teachers are now actively responding to two union-busting rules justified by our state legislature’s notion of fairness: the elimination of automatic dues deductions by employers, and the option for teachers to not pay their “fair share” dues once our contract expires on June 30th. “Fair share” dues refers to the decades-old court ruling that workers who choose not to join a union must still pay for those services that they benefit from. The recent 4-4 Supreme Court deadlock on “fair share” upholds this practice for private sector unions but doesn’t affect Wisconsin’s teachers and other public employees under Act 10. Starting this month, teachers in every Madison school will be encouraging each other to continue their membership with MTI by supplying their bank’s routing number to pay dues. Some will need convincing, and some will want to pocket their dues now that they can. This will surely cause tension among colleagues. Also causing tension will be the teacher who keeps the money and then finds himself unfairly disciplined and in need of union representation he is now not entitled to. It’s a nice divide and conquer ploy, and those responsible deserve credit for their meanness.

On the other hand, heading into this new, mean work environment gives Madison teachers a chance to come together in solidarity, to freshly justify our existence, and to educate a new generation of teachers why we have just cause, paid sick days, and other things we now take for granted. The continued existence and influence of MTI will no doubt keep the meanest politicians up at night, which is just another reason to sign up.

April 11 and April 18 editions.

Madison Teachers, Inc. (PDF), via a kind Jeanie Kamholtz email (PDF):

The Department of Public Instruction receives 36,000 teacher license applications each year (initial and renewal applications). To help make this process more efficient, DPI created the Educator Licensing Online (ELO) System in December, 2013. DPI no longer accepts paper applications for license renewal; one must complete and submit the renewal application through this online system.
Don’t wait until the last minute to prepare for a license renewal. If your license is set to expire on June 30 of this year, start collecting the required documentation early. You will need to provide information about the certifications currently held (they can all be renewed), and where and when you completed your certification (you can provide multiple IHEs). If you were licensed in 2004 or after, you must have your PDP reviewed and approved. Once that is accomplished, the District will provide that information directly to DPI.
If you are renewing your license through the completion of 6 university credits, have electronic (scanned) verification available, so it can be uploaded during the application process. All applicants will need to complete a Conduct and Competency Questionnaire and will need to scan and upload an Employment Verification form (#1613) signed by MMSD Human Resources. Using the new system the first time can be confusing and frustrating. Having all the information and/or materials you need, will help to make the application process go more smoothly.
A one-time, one-year license extension is possible. Failure to renew one’s license can be considered a severance of one’s teaching contract, and will be considered a resignation by the District.
Contact MTI for assistance or questions about your license renewal. For more information visit DPI’s ELO website: http://tepdl.dpi.wi.gov/licensing/elo.

Madison Teachers, Inc. Newsletter, via a kind Jeanie Kamholtz email (PDF):

While Act 10 limits bargaining to base wages only, all other issues and conditions of employment are addressed as part of the Employee Handbook development process. Last year, MTI worked with MMSD administration and the Board of Education to establish a new collaborative process for continued employee voice in the development of the Employee Handbook. That collaborative process commenced last summer and, after months of difficult discussions and eventual BOE approval, produced an Employee Handbook that continues the pay, benefits, and working conditions most critical to employees, while forging acceptable compromises in other areas. This summer, the joint Oversight Group of employee and management representatives will meet again to discuss, and possibly recommend, potential modifications to the Employee Handbook. Later this spring, MTI will be surveying MTI members to identify what changes they would like to see in the Employee Handbook.

Madison Teachers, Inc. PDF Newsletter

On his pending retirement, Matthews said, “I never thought this day would arrive, but I provide this notice knowing we have accomplished so much for MTI members, that while I leave with a heavy heart it is one filled with great satisfaction.” He added that he would remain available to MTI whenever his advice or assistance is needed; that he will continue to help individuals however he can; and that he will continue to be active in social justice.

January 4, 2016 Newsletter and January 19, 2016

Madison Teachers, Inc. Newsletter, via a kind Jeanie Kamholtz email:

Given the unique and retaliatory provisions of Act 10 that:

Any person eligible to vote in the recertification election who does not vote is counted as a NO vote;

To prevail in the election, a union must receive affirmative votes from 51% of those eligible to vote; and

For a Union to not receive at least 51% of the votes of those eligible to vote, it would not be recertified as the employees’ bargaining agent.
Thus, with so much at stake, assuring that all who are eligible to vote are aware of the importance of their vote is a high priority for the Union, and to all whom it represents. MTI had numerous volunteers, retirees and current members to assist with the important task of gaining the largest number voting as possible in the recently concluded recertification election. To be sure these individuals were not wasting their time calling and disturbing those who had already voted, MTI asked the Wisconsin Employment Relations Commission (WERC) for the names of those who had voted. The information should have been supplied under Wisconsin’s Open Records Law. MTI specified it did not want information as to how a person voted, only that they had voted. However, the WERC refused to comply with MTI’s request, claiming that providing the information would violate “the secrecy of the ballot.” That is not a valid claim. Who votes in any Wisconsin election is a public record. In its request, MTI specifically asked the WERC to redact any reference as to how one voted. Ironically, at the conclusion of last year’s and this year’s election, the WERC gave MTI the names of all who voted. Doing it during the election as MTI requested would be no different.

Of those eligible to vote, 82.78% voted and 98.36% of those voted for recertification.

Madison Teachers, Inc. 14 December 2015 newsletter is available here.

Madison Teachers, Inc. Newsletter, via a kind Jeanie Kamholtz email:

“In solidarity, we move forward together” came through loud and clear as MTI-represented District employees in all five (5) MTI bargaining units voted overwhelmingly to recertify MTI as their representative. Of those voting, the teacher unit voted 98.51% to recertify (as compared to 98.46% last year) with 2,484 voting. Of those voting, the educational assistant unit (EA-MTI) voted 99.97% to recertify (as compared to 98.92% last year) with 535 voting. Of those voting, the clerical/technical unit (SEE-MTI) voted 93.71% to recertify (as compared to 94.74% last year) with 175 voting. The substitute teacher unit (USO-MTI) voted 98.41% to recertify (as compared to 97.82% last year) with 378 voting. The security assistant unit (SSA-MTI) voted 100% to recertify (the same percentage as last year) with 18 voting. In all, 82.78% of those eligible voted (as compared to 85.35% last year). MTI has not been challenged for continued representation since it became the bargaining agent for teachers in 1964. Since its creation, MTI has grown from 900 to 4,700, and has gained the reputation as one of the most successful public sector Unions in the country. It is Governor Walker’s Act 10 that forced the recertification election. MTI had to pay fees of $3,550 to the Wisconsin Employment Relations Commission to conduct the election. Additional costs were experienced for educational and promotional materials related to the election which, under Act 10, must be conducted annually. MTI’s margin of victory last year and this were among the highest in the State.

The large turnout is a testament to MTI members’ appreciation and support of their Union’s accomplishments on the members’ behalf, to the hard work of the over 150 MTI Member Organizers who engaged their colleagues in conversations about their Union, and to the many members and retired members who made calls from Union headquarters reminding members to vote. MTI members clearly understand that students & staff are better served, if all “Stand Together.”
Thanks goes to all who made their voice heard loud and clear by voting!

MTI’s 23 November newsletter is available here.

Patrick Marley:

The union Madison Teachers Inc. on Nov. 10 sought documents under the open records law that would show who had voted so far in the election that ran from Nov. 4 to Nov. 24.

On June 16, the commission’s chairman, James Scott, denied the request, saying the ballots were in the hands of a contractor who runs the elections for the commission and arguing the interests of “avoiding the potential for voter coercion while balloting is ongoing outweigh the interests favoring disclosure.” Scott also contended releasing the records would undermine the secrecy of the ballot because non-votes are considered “no” votes.

Doug Erickson follows up.

Much more on Madison Teachers, Inc. and Act 10, here.

Meanwhile, Madison has long tolerated disastrous reading results.

Doug Erickson:

Of the 2,838 Madison School District teachers eligible to vote, 86 percent cast a ballot to recertify the Madison Teachers Inc. union, according to the Wisconsin Employment Relations Commission, the state agency responsible for administering collective bargaining laws. The 20-day voting period ended at noon Tuesday.

Much more on Madison Teachers, Inc. and Act 10, here.

Madison Teachers, Inc (PDF), via a kind Jeanie Kamholtz email:

“Beyond Measure” a film, sponsored by MTI & WEAC, paints a positive picture of what is possible in American Education. Ruth Conniff, Editor of The Progressive magazine, will facilitate a discussion following the film. The film begins at 7:00 p.m., at the Barrymore Theater. There is no charge to attend. Tickets are going fast, but can be reserved via: http://www.madisonteachers.org/beyondmeasure/

Madison Teachers, Inc. Newsletter, via a kind Jeanie Kamholtz email (PDF):

The present condition of politics in education is gloomy. School workers report high levels of stress, health problems, and thoughts of abandoning their career. Numerous teachers in Wisconsin already have, and it’s caused a teacher shortage nationwide. Many pinpoint the source – a lack of respect for the professional by far-right legislators and governors, and that has become the new normal. However, a ray of hope broke its way through the malaise, with the announcement this fall of what has been accomplished with the Madison Metropolitan School District Employee Handbook. It is evidence of what the Right couldn’t take. While Act 10 destroyed a 50 year history of collective bargaining for Wisconsin’s public employees, save police and firefighters, it couldn’t take away the voice or the spirit of MTI’s collaborative ability. There is still power in Union.

The Employee Handbook was a result of the Union and District management working together to map out a path for the future of our students, our schools, and workers. One of the most powerful aspects of this Handbook is that it continues a grievance procedure which provides for a mutually-selected independent hearing examiner.

Also, within the Handbook is a process for its modification. Any modification will be the result of a joint employer/employee committee coming together to make a recommendation to the Board of Education. This follows a procedure similar to the process used to create the original Handbook. It honors collaboration and emphasizes the importance of workers’ voices in the workplace.

Madison Teachers, Inc. Newsletter, via a kind Jeanie Kamholtz email (PDF):

The terms and conditions of the 2015-16 MTI/MMSD Collective Bargaining Agreement relative to Parent-Teacher Conferences provides the following:

“All teachers are required to attend up to two (2) evenings for parent teacher conferences per contract year as directed by the teacher’s building administrator. Teachers participating in evening parent‐teacher conferences will be provided a compensatory day off as designated on the School Calendar in Section V‐L. In recognition of 4K, non‐ SAGE 2nd grade, non‐SAGE 3rd grade, 4th grade and 5th grade teachers having more parent‐teacher conferences due to increased class size, such teachers shall be released from the early release SIP‐aligned activities Monday during the months of November and March. At the elementary level conferences will be held in lieu of the report cards for the reporting periods in which they are held.”

Madison Teachers, Inc. Newsletter, via a kind Jeanie Kamholtz email (PDF):

Getting Organized! MTI now has over seventy-five (75) Member Organizers including teachers, educational assistants, clerical-technical employees, substitute teachers, and retired MTI members who are committed to helping the next generation maintain their Union. Member Organizers are volunteers who serve as point persons in their building/work location to help build awareness of and support for the recertification election of MTI’s five bargaining units.

Get-out-the-vote! In political elections, voter turnout is critical. Act 10 requires 51% “YES” votes to prevail, not just a simple majority like most elections. Thus, in Union recertification elections, the number voting is even more critical than in any other election. The experiences of other Wisconsin public sector Unions show that when employees vote, they overwhelmingly vote Union YES! Where recertification elections have been lost, it is frequently because less than 51% of the eligible voters cast a ballot. Unlike political elections, in recertification elections a non-vote counts as a “NO vote.”

In MTI’s recertification election, ballots can be cast 24 hours per day, seven days per week, via phone, computer, or iPad. Voting begins at Noon, November 4, and continues through Noon, November 24. The process is quick and efficient and should take no more than a couple minutes. That said, others have reported difficulties where votes were not counted, when they failed to accurately complete each step in the balloting process. It is for that reason that MTI is providing all MTI-represented employees with detailed voting instructions on posters, flyers and palm cards.

Madison Teachers, Inc. Newsletter via a kind Jeanie Kamholtz email (PDF):

Over the past few weeks, discussions have been occurring throughout the District about MTI’s upcoming MTI Recertification Elections. One of the most frequently asked questions by newer staff, those who are not aware of MTI’s many accomplishments on behalf of District employees, is “what is at risk if we lose our Union?” To answer, one only needs to look around Wisconsin to see what has happened to employees of other public employers where employees no longer have a collective voice in the workplace.

Act 10 enabled public sector employers to unilaterally establish what employees pay toward health insurance. In many school districts, employers increased the employee’s take-home share to 12% of the premium. Such decreases an employee’s pay up to $220 per month. MTI worked with the District last year to keep to ZERO the health insurance contribution for MTI- represented employees. And, the Union will be working with the District again this year, via the Joint MTI/MMSD Wellness Committee, to collaboratively identify potential sources for health insurance savings rather than implementing a premium co-pay. MTI-represented employees are among the very few public employees in Wisconsin who are not obligated to pay 10-12% toward health insurance premiums. What MTI achieved puts an additional $50 to $171 of take- home pay in each MTI member’s pocket each month, depending on whether they carry single or family health insurance.

For long-time teachers, educational assistants, clerical-technical staff and security assistants approaching retirement, MTI’s Contracts and the new Employee Handbook provide retiring employees with 100% of the value of their accumulated sick leave for the payment of post-retirement insurances. Many school districts have capped or reduced such benefits, given the unilateral authority granted them by Act 10, forcing longtime employees to work longer in order to afford post-retirement insurance premiums.

Madison Teachers, Inc. (PDF), via a kind Jeanie Kamholtz email

After many days of detailed analysis with MMSD, the parties have agreed as to whom is eligible to vote in each of the five (5) upcoming MTI bargaining unit recertification elections. All MTI- represented employees who were identified as having actively worked for the District as of October 1, 2015 will be eligible to vote. Act 10 requires that to win recertification, the union must win 51% of all eligible voters. The following illustrates the number of eligible voters in each bargaining unit:

Wisconsin’s stürm and drang over “Act 10” is somewhat manifested in Madison. Madison’s government schools are the only Wisconsin District, via extensive litigation, to still have a collective bargaining agreement with a teacher union, in this case, Madison Teachers, Inc.

The Madison School Board and Administration are working with the local teachers union on a new “Handbook”. The handbook will replace the collective bargaining agreement. Maneuvering over the terms of this very large document illuminates posturing and power structure(s) in our local government schools.

Madison Superintendent Jennifer Cheatham wrote recently (September 17, 2015 PDF):

The Oversight group was able to come to agreement on all of the handbook language with the exception of one item, job transfer in the support units. Pursuant to the handbook development process, this item was presented to me for review and recommendation to the Board. My preliminary recommendation is as follows:

Job Transfer for all support units
(See Pages 151, 181, 197, 240, 261)

Superintendent Recommendation
That the language in the Handbook with regard to transfer state as follows: Vacancies shall first be filled by employees in surplus. The District has the right to determine and select the most qualified applicant for any position. The term applicant refers to both internal and external candidates for the position.

The District retains the right to determine the job qualifications needed for any vacant position. Minimum qualifications shall be established by the District and equally applied to all persons.

Rationale/Employee Concern

Rationale:
It is essential that the District has the ability to hire the most qualified candidate for any vacant position—whether an internal candidate or an external candidate. This language is currently used for transfers in the teacher unit. Thus, it creates consistency across employee groups.
By providing the District with the flexibility of considering both internal and external candidates simultaneously the District can ensure that it is hiring the most qualified individual for any vacant position. It also gives the District opportunities to diversify the workforce by expanding the pool of applicants under consideration. This change would come with a commitment to provide stronger development opportunities for internal candidates who seek pathways to promotion.

Employee Concern:
The existing promotional system already grants a high degree of latitude in selecting candidates, including hiring from the outside where there are not qualified or interested internal applicants. It also helps to develop a cadre of dedicated, career-focused employees.

September 24, 2015 Memo to the Madison government schools board of education from Superintendent Jennifer Cheatham:

To: Board of Education
From: Jennifer Cheatham, Superintendent of Schools
RE: Update to Handbook following Operations Work Group

The Operations Work Group met on Monday September 21, 2015. Members of the Oversight Group for development of the Employee Handbook presented the draft Employee Handbook to the Board. There was one item on which the Oversight Group was unable to reach agreement, the hiring process for the support units. Pursuant to the handbook development process, this item was presented to me for review and recommendation to the Board. There was discussion around this item during the meeting and, the Board requested that members of the Oversight Group meet again in an attempt to reach consensus.

Per the Board’s direction, District and employee representatives on the Oversight Group came together to work on coming to consensus on the one remaining item in the Handbook. The group had a productive dialog and concluded that with more time, the group would be able to work together to resolve this issue. Given that the Handbook does not go into effect until July1, 2016, the group agreed to leave the issue regarding the hiring process for the support units unresolved at this point and to include in the Handbook the phrase “To Be Determined” in the applicable sections. As such, there is no longer an open item. When you vote on the Handbook on Monday, the section on the “Selection Process” in the various addenda for the applicable support units will state “To Be Determined” with an agreement on the part of the Oversight Group to continue to meet and develop final language that the Board will approve before the Handbook takes effect in the 2016-17 school year.

Current Collective Bargaining Agreement (160 page PDF) Wordcloud:

Proposed Employee Handbook (304 Page PDF – 9.21.2015 slide presentation) Wordcloud:

Background:

1. The Wisconsin Institute for Law and Liberty has filed suit to vacate the Madison government schools collective bargaining agreement with Madison Teachers, Inc.

2. Attorney Lester Pines has spent considerable time litigating Act 10 on behalf of Madison Teachers, Inc. – with some success.

3. The collective bargaining agreement has been used to prevent the development of non-Madison Government school models, such as independent charter, virtual and voucher organizations. This one size fits all approach was manifested by the rejection [Kaleem Caire letter] of the proposed Madison Preparatory Academy IB charter school.

4. Yet, Madison has long tolerated disastrous reading results, despite spending more than $15,000 per student annually. See also “What’s different, this time?”

5. Comparing Madison, Long Beach and Boston government school teacher union contracts. Current Superintendent Jennifer Cheatham has cited Boston and Long Beach government schools as Districts that have narrowed the achievement gap. Both government districts offer a variety of school governance models, which is quite different than Madison’s long-time “one size fits all approach”.

6. Nearby Oconomowoc is paying fewer teachers more.

7. Minneapolis teacher union approved to authorize charter schools.

8. Madison Teachers, Inc. commentary on the proposed handbook (Notes and links). Wordcloud:

9. A rather astonishing quote:

“The notion that parents inherently know what school is best for their kids is an example of conservative magical thinking.”; “For whatever reason, parents as a group tend to undervalue the benefits of diversity in the public schools….”

– Madison School Board member Ed Hughes.

10. 1,570,000 for four senators – WEAC.

11. Then Ripon Superintendent Richard Zimman’s 2009 speech to the Madison Rotary Club:

“Beware of legacy practices (most of what we do every day is the maintenance of the status quo), @12:40 minutes into the talk – the very public institutions intended for student learning has become focused instead on adult employment. I say that as an employee. Adult practices and attitudes have become embedded in organizational culture governed by strict regulations and union contracts that dictate most of what occurs inside schools today. Any impetus to change direction or structure is met with swift and stiff resistance. It’s as if we are stuck in a time warp keeping a 19th century school model on life support in an attempt to meet 21st century demands.” Zimman went on to discuss the Wisconsin DPI’s vigorous enforcement of teacher licensing practices and provided some unfortunate math & science teacher examples (including the “impossibility” of meeting the demand for such teachers (about 14 minutes)). He further cited exploding teacher salary, benefit and retiree costs eating instructional dollars (“Similar to GM”; “worry” about the children given this situation).

Schwerpunkt via wikipedia.

Madison Teachers, Inc. via a kind Jeanie Kamholtz email (PDF):

The only guarantees in life are death, taxes and MTI’s powerful advocacy for Union members, public schools and education. That amended saying is one that holds true as much now as it ever has. We know that we are facing a year filled with many challenges, but with all the change comes the potential for MTI to emerge even stronger and more united. Challenges include another recertification election, and a Handbook to become effective next July.

Even after the passage of Act 10, which was designed to kill union representation, MTI is still here and still strong. MTI staff and elected leadership will continue to provide the high level of service and strong advocacy for Union members that it has provided over the last 50 years.

MTI and other public sector unions continue to face political and economic attacks designed to destroy us and public education. These attacks have been crafted by those interested in expanding their own political, social and economic power. MTI has resisted these attacks and continues to thrive. The success of our ongoing efforts rests on each of us. Each of us are the “I” in MTI. As we begin the new school year, MTI staff and leadership will continue to assist and support all members. We look forward to working with you to strengthen and build MTI for the future.

Madison Teachers, Inc. via a kind Jeanie Kamholtz email (PDF):

The process for establishing an Individual Plan of Service (IPS) for ELL Students is being converted to a more formalized online documentation system in Oasys for the 2015-16 school year. This will help bring the District into compliance with state and federal laws. Developing an IPS includes surveying parents and delivering a language assessment for all new students. The burden for completing these plans falls on ELL Case Managers who are typically BRT or ESL teachers. The deadline for completing these Individual Plans of Service (IPS) for all ELL students is October 16, 2015. Given the tight deadline and the significant workload increase, the Office of Multilingual and Global Education (OMGE) is offering additional support as follows:

Madison Teachers, Inc. via a kind Jeanie Kamholtz email (PDF):

The anti-union legislation passed in 2011 at Governor Walker’s request requires public sector unions to undergo an annual recertification election for the union to maintain its status as the representative of all workers covered by the union. MTI has again filed petitions with the Wisconsin Employment Relations Commission (WERC) calling upon them to conduct the election for each of MTI’s five bargaining units (teachers, educational assistants, supportive educational employees, security assistants, and substitute teachers). The elections will be conducted November 4-24, 2015.

Unlike political elections that require the prevailing candidate win only the majority of votes cast, Act 10 requires public sector unions to win 51% of all eligible votes – in each unit – for the Union to remain the certified representative. If a person represented by MTI does not vote, it is considered a “no” vote. Last year, MTI employees in each of the five bargaining units voted overwhelmingly to recertify. Now, we have to do it again. Over the summer, MTI staff, elected leaders, and member organizers began developing this year’s election plans. Additional information will be distributed as this important election approaches. It is time once again to roll up our sleeves, reach out to each other, and renew our commitment to “Our Union”, MTI.

Madison Teachers, Inc. via a kind Jeanie Kamholtz email (PDF):

Educator Effectiveness is the new educator evaluation tool required of all teachers and principals throughout Wisconsin. This new system is a new culture for MTI members: it utilizes a new language (SLO, PPG, artifacts); a new set of values (students’ academic achievement is a part of the process); and a new calendar (it’s a year-long process). And all teachers, whether or not they are being formally evaluated in a given year, will be involved in parts of the process.

Educator Effectiveness has two main parts. It balances educator practice (using the Charlotte Danielson model) with student performance outcomes. Each year, all teachers are to develop a Professional Practice Goal (PPG) and a Student Learning Objective (SLO) which must be documented in the Teachscape Software module. One aligns their PPG with an area within the Danielson model framework that the teacher wishes to develop or focus upon. It could have to do with planning, instruction, assessment, or any professional responsibility (for example: communication or collaboration). One’s SLO focuses on developing content area skills for a particular group of students you are working with. Both the PPG and SLO must be completed by October (date uncertain). The District’s website has resources relating to Educator Effectiveness https://staffdevweb.madison.k12.wi.us/educatoreffectiveness.

Madison Teachers, Inc. Solidarity Newsletter (PDF), via a kind Jeanie Kamholtz email:

Longtime MTI activist Peg Coyne (Black Hawk), who was elected a year ago to her third term as MTI President, has decided to retire at the conclusion of the school year. Coyne also served as Union President for the 2011-12 and 2013-14 school years, was on the Union’s Bargaining Committee for 12 years (2003-2015), and on the Union’s Board of Directors for five years (2010-2015). She has taught in the District for 42 years.

As a result of her leadership during the Act 10 protests, she spoke several times around the United States, including before the Chicago Teachers Union, at an international labor conference in Minneapolis, and at a social issues conference in Osaka, Japan.

Andy Waity (Crestwood), MTI’s President-elect, will assume the Union’s Presidency at the conclusion of the school year. Given Coyne’s retirement, Waity will serve for two years. Nominations for the remainder of Waity’s At-Large position on the MTI Board will be received at the September 15 meeting of the MTI Faculty Representative Council, or can be made by contacting MTI Executive Director John Matthews (matthewsj@madisonteachers.org 608-257-0491). The election will be held at the October Council meeting. The term expires September, 2016.

Madison Teachers, Inc. Solidarity Newsletter (PDF), via a kind Jeanie Kamholtz email:

Governor Walker’s proposed Budget and the gamesmanship being played in the legislature has been compared to the game “whack-a-mole”. Representative Melissa Sargent, a champion for public education, teachers and progressive causes, said of the Budget proposals, “Just when you think we’ve averted one crisis, another initiative is introduced to threaten the progressive traditions of our state.” Sargent added, “The Budget process provides a look inside the corporate-driven policy agenda of the Republican party. Their goal is comprehensive privatization.”

That concept came through loud and clear last week, when the Republican majority on the Joint Finance Committee introduced a proposal which would enable even more funds to be diverted from money-starved public schools to private schools, by expanding the number of parents who can use a State-issued voucher to pay the cost of sending their child to a private school. The funds would come from that child’s area public school system. An investigation by One Wisconsin Now illustrates that a pro-voucher front group donated $122,000 to the campaigns of the Republicans on the Joint Finance Committee.

Senate Democratic Leader Jennifer Shilling said education must be the top Budget priority, that “the needs of children and schools must be addressed before tax breaks for the wealthy and giveaways to special interests (voucher supporters).” Shilling continued, “To fully restore the cuts our schools have seen over the past four years, we need to invest an additional $200 per student above what Walker has proposed.” While the Republican majority brags that they are adding $208 million in school aids, it amounts to only 1⁄2 of 1% over the two-year Budget, and more than 50% of that will not go to schools, but to reducing property taxes.

The Walker Budget would also enable State takeover of the Milwaukee Public Schools, and perhaps the Madison Metropolitan School District. The Budget proposal would enable a “commissioner to convert these schools to charter or voucher schools.” The “commissioner” would have the authority to fire all teachers and administrators in a school district taken over, given the provisions of the proposed law.

A recent amendment would enable anyone with any BA degree to teach English, social studies, math or science, and enable anyone – even without a degree – to teach business, art, music, agriculture or special education.

The Budget will be acted upon this month. It is time to let your objections be heard regarding the school funding crisis being created by the proposed Budget. Contact majority party members of the Joint Finance Committee:

Related: Madison’s long term, disastrous reading results, despite spending more than $15,000 per student, double the national average.

Madison Teachers, Inc.

The Joint MTI/MMSD Safety Committee is charged with evaluating the “implementation of and compliance with the District’s Behavior Education Plan(s) (BEP)” and periodically reporting to the Superintendent and MTI Board of Directors. Over the course of the 2014-15 school year, the Committee met multiple times and designed, conducted and analyzed a Survey of all school-based District staff. 1,589 employees (42% of District employees) completed the Survey, and over 600 took the time to add personal comments. A summary of the Survey findings, as well as policy recommendations (not comments), are included in the Joint Committee’s Report which can be reviewed on MTI’s website (www.madisonteachers.org).
In summary, the Report highlights significant challenges with the BEP.

While a majority of respondents (78%) understand the approach to behavior set forth in the BEP, only 18% agreed that the practices aligned with it have had a positive impact on student behavior. These results are even more pronounced among teachers at the secondary level where only 10% of middle school teachers and 9% of high school teachers agree that it has had a positive impact on student behavior. Also of major concern is that only 17% of respondents agreed that “when a student is returned to class following a behavior incident, he or she is ready to re-engage in learning”. Only 40% of respondents agreed that their school has a clear behavior support system when a student is struggling. The Survey findings reinforce employee concerns that there is insufficient staffing to support students with significant behavioral needs, and there is insufficient behavioral consequences, and insufficient training to ensure that ALL staff provide a consistent and coherent application of the BEP. Survey results also indicate that District staff believe safety in school and student behavior is at a critical stage.

Madison Teachers, Inc.

It’s that time of year when Administrators send emails, memos and letters outlining “required” trainings, professional development, and other meetings during the summer months. Often, staff are encouraged to attend meetings and trainings wherein administrators use language that does not clearly indicate that any attendance during the summer or the voluntary days for returning staff is entirely voluntary.

Addendum G of the Collective Bargaining Agreement is clear and provides that attendance at any District offered staff development opportunities during the summer recess be compensated, either with Professional Advancement Credit (PAC), extended employment salary, or payment for graduate credits (if such is offered). Addendum G also requires that such communications “clearly convey the fact that teachers will not be penalized or suffer harm for choosing not to volunteer .”

Anyone with concerns about a memo or notice from administration that seems to indicate your attendance is compulsory on a non-contract or voluntary day should contact Jeff Knight (knightj@madisonteachers.org) at MTI. MTI does not discourage voluntary participation; however, it is out of respect for MTI-represented individuals that the Collective Bargaining Agreement is clear and direct regarding one’s participation or lack thereof.
For the 20

Madison Teachers, Inc.

MTI’s Election Committee has tallied the ballots cast in last week’s MTI teacher bargaining unit general election and has certified the election of MTI officers: Andrew Waity (Crestwood) as President Elect; and the re-election of incumbents Art Camosy (Memorial) as Vice-President; Greg Vallee (Thoreau) as Treasurer; and Elizabeth Donnelly (Elvehjem) as Secretary. Officers will be installed at the May 19 meeting of the MTI Faculty Representative Council. The MTI Board of Directors consists of ten members – six officers who are elected by the general membership and four at-large representatives elected by the MTI Faculty Representative Council.

Elected to the MTI Bargaining Committee are: High School Representative – Larry Iles (West); Middle School Representative – incumbent Michael Hay-Chapman (Spring Harbor); Elementary School Representative – incumbent Emily Pease-Clem (Schenk); At-Large Representative – incumbent Susan Covarrubias (Stephens); and Educational Services Representative-High School – Karyn Chacon (East). The MTI Bargaining Committee consists of 15 members. One from each of the referenced areas is elected each year.

Madison Teachers, Inc., via a kind Jeanie Kamholtz email (PDF):

Work continues on the creation of an Employee Handbook to take effect once the Collective Bargaining Agreements expire in June, 2016. MTI-represented employees continue to be covered by Collective Bargaining Agreements through June 30, 2016. The Board of Education has approved a process for the development of the Employee Handbook which includes a joint Oversight Group composed of five (5) appointees by MTI, two (2) by AFSCME, one (1) by the Building Trades Council, three (3) building principals and up to five (5) other administrators. It was agreed in negotiations for the 2015-16 Contracts that the Collective Bargaining Agreements will serve as the foundation of the Handbook.

Madison Teachers, Inc. Newsletter, via a kind Jeanie Kamholtz email (PDF):

It is important for all to review the District’s social media policy before using electronic media to interact with families, students, colleagues and/or the general public. The District policy permits communication with parents and students via District-sanctioned electronic media and accounts, and cautions against interacting on your personal social media accounts or cell phones. Comments you make on Facebook, Twitter or other social media accounts that can be tracked to your work as a teacher or educational support staff can become problematic if they reflect poorly on the District or use unauthorized copies of students’ work, pictures or comments.

The policy contains the following phrase: Be advised that failure to adhere to these guidelines may result in disciplinary action. MTI strongly encourages members to review the policy and contact MTI with any questions or concerns.

www.madison.k12.wi.us/social-media-guidelines

Madison Teachers, Inc., via a kind Jeanie Kamholtz email (PDF):

MTI Executive Director John Matthews and MMSD Asst. Superintendent for Finance Mike Barry, along with District HR Director Deirdre Hargrove-Krieghoff and Benefits Manager Sharon Hennessy, have met with representatives of the three firms (Unity, GHC and Dean Health) which provide health insurance for District employees, to plead the case that premiums should be frozen for the ensuing fiscal year. Contract renewals for the insurers are effective July 1.

In the meetings, Matthews & Barry stressed that because of the impact of State revenue controls on school boards and Governor Walker’s proposed budget, the District and its employees face severe financial problems. One way to provide relief to employees, they told insurers, is to hold health insurance premiums at their current levels. The firms pledged to respond by the end of April. While Matthews talked about the large negative impact of Act 10 on wages, Barry told the firms that Walker’s proposed Budget would cause the District a shortfall of $12.5 million and he said District management would not recommend its employees contribute to the health insurance premium.

Madison Teachers, Inc Newsletter, via a kind Jeannie Kamholtz email (PDF):

Attention is called to two significant changes regarding the transfer process for members of MTI’s teacher bargaining unit. While surplus can be declared up to July 1, this year the District acted early. Thus, reassignment from surplus is expected to be substantially completed before May 1. After that date, vacancies will be posted for internal transfer through July 15. New this year is a modification enabled by Governor Walker’s Act 10, i.e. all applicants for a vacant position will be considered equally, whether the applicant is internal or a new hire.

Positions will be filled on the basis of qualifications as determined by the District. Given that internal and external applicants will be considered at the same time, the District will require internal applicants to complete a pre- screening application in order to be considered for transfer. One must complete an online form and participate in a phone interview with a Human Resources Analyst before he/she can be referred to an interview for a specific vacancy. The pre-screening application only needs to be completed once per school year for any subsequent transfer opportunity.

The pre-screening process is focused on a set of eight “competencies” that have been developed by the District. Information about this process, including the list of “competencies,” has been sent to all members of MTI’s teacher bargaining unit and can be found on the MMSD website: https://hr.madison.k12.wi.us/files/hr/TEACHM adison.pdf.

April 7, 2015 newsletter (PDF).

Madison Teachers, Inc. Solidarity Newsletter, via a kind Jeannie Kamholtz email (PDF):

The Department of Public Instruction receives 36,000 teacher license applications each year (initial and renewal applications). To help make this process more efficient, DPI created the Educator Licensing Online (ELO) System in December, 2013. DPI no longer accepts paper applications for license renewal; one must complete and submit the renewal application through this online system.

Don’t wait until the last minute to prepare for a license renewal. If your license is set to expire on June 30 of this year, start collecting the required documentation early. You will need to provide information about the certifications currently held (they can all be renewed), and where and when you completed your certification (you can provide multiple IHEs). If you were licensed in 2004 or after, you must have your PDP reviewed and approved. Once that is accomplished, the District will provide that information directly to DPI.

Madison Teachers, Inc. Solidarity Newsletter, via a kind Jeannie Kamholtz email (PDF):

Madison Teachers, Inc. Solidarity Newsletter (PDF), via a kind Jeanie Kamholtz email:

As a result of a joint MTI-MMSD committee on parent- teacher conferences, several changes were agreed upon. For the first time, teachers participating in evening parent-teacher conferences were provided a compensatory day off, which occurred last November 26. In exchange for the comp day, teachers must have conferences on two (2) evenings. For elementary teachers, the fall conferences occurred on November 19. The spring conference will occur on March 19. Conferences are in lieu of report cards, and staff are not required to do additional record-keeping beyond normal data collection and logging parent attendance at conferences. Conferences are recommended to be 15 minutes.

The joint MTI/MMSD committee agreed that the best use of time is to distribute any forms and information at other times and through other means, so teachers can spend all conference time reviewing student progress. The joint committee also agreed that conferences may occur at other than the scheduled times, if agreed between the parent and teacher.

Pursuant to Section V-M of the MTI/MMSD Collective Bargaining Agreement, in recognition of 4K, non-Sage 2nd grade, non-Sage 3rd grade, 4th grade and 5th grade teachers having more parent-teacher conferences due to increased class size shall be excused from the early release SIP-aligned activities on Mondays during the month of November and March.

Complete language regarding parent-teacher conferences can be found on MTI’s website (www.madisonteachers.org). Teachers who have further questions can call or email Eve Degen (degene@madisonteachers.org) at MTI headquarters.

Madison Teachers, Inc. Newsletter (PDF), via a kind Jeanie Kamholtz email:

Much like they did in enacting Act 10 a few years ago, Republican legislators once again adjourned the Committee hearing before all could be heard, and then voted to send the Right to Work Bill to the full Senate recommending that they adopt it. The Senate adopted it with all democrats and one republican (former Union member who values what the Union did for him) voting NO! The action by the Republican majority was an embarrassment to democracy. Sen. Hanson (Green Bay) said “Right to Work will destroy the middle class. That it has caused a reduction of wages and a loss of benefits in other states.”

The Bill was pushed through the Senate by Republican Majority Leader Scott Fitzgerald (Juneau). The Bill is nearly identical to the model recommended by conservative policy developer American Legislative Exchange Council (ALEC).

Fitzgerald, in speaking before the Committee hearing, said his proposal would “protect every worker” from being forced to join a union. The National Labor Relations Act already does that, and has for about 75 years. In some settings like MMSD, those who decide not to join the union at their workplace pay a representation fee, because they receive the wage increases, the fringe benefits, and the other rights which the union negotiates – and the union is obligated to represent them in things like discipline and dismissal. Fitzgerald’s claim of “forced unionism” is simply NOT TRUE.
It is interesting that a coalition of over 400 employers oppose the Bill, stating that they hire skilled workers through the union’s, apprenticeship program that they depend on and works well with the unions.

Right to Work provides no rights to working people. It will result in taking the guarantees of just cause and due process away from workers. At the peril of workers and their families, it will reduce income to line the pockets of corporate executives.

Madison Teachers, Inc., via a kind Jeanie Kamholtz email (PDF):

Rights granted to an employee by the Union’s Contract are among the most important conditions of one’s employment. Those represented by MTI, in each of MTI’s five bargaining units, have numerous SENIORITY protections. Whether it is protection from involuntary transfer, being declared “surplus” (above staff requirements) or layoff, SENIORITY is the factor that limits and controls management’s action. Because of SENIORITY rights guaranteed by the Union’s Contract, for example, the employer cannot pick the junior employee simply because he/she is paid less. Making such judgments based on one’s SENIORITY may seem like common sense and basic human decency, but it is MTI’s Contract that assures it.

Madison Teachers, Inc. Newsletter via a kind Jeanie Kamholtz email (PDF):

JUST CAUSE does not mean “just because.” It establishes standards and procedures that must be met before an employee can be disciplined or discharged. Fortunately for members of MTI’s bargaining units, all have protection under the JUST CAUSE STANDARDS. They were negotiated by MTI to protect union members.

There are seven just cause tests, and an employer must meet all seven in order to sustain the discipline or discharge of an employee. They are: notice; reasonableness of the rule; a thorough and fair investigation; proof; equal treatment; and whether the penalty reasonably meets the alleged offense by the employee.

MTI’s various Contracts enable a review and binding decision by a neutral arbitrator, as to whether such an action by a District administrator/principal is justified. The burden of proof is on the District in such cases.

The provisions of just cause are steps every employer should be obligated to follow. Unfortunately, all administrators do not have a conscience that leads them to follow these principles. However, an MMSD administrator must follow them, because of the rights MTI members have under the Union’s Collective Bargaining Agreements.

Madison Teachers, Inc. Newsletter via a kind Jeanie Kamholtz email (PDF):

The January 14 hearing by the Assembly Education Committee produced ONLY ONE speaker who favored the Accountability proposal, Assembly Bill 1 (AB 1), and that was the Bill’s author, Rep. Jeremy Thiesfeldt. During his testimony, Thiesfeldt refused to name either the person or organization who asked him to introduce it, the source of the information from which the Bill was produced, or who additional sponsors of the Bill are. Much appears to have come from the far-right group, the American Legislative Exchange Council (ALEC). Thiesfeldt did say that additional COMMON CORE STANDARDS would be added to his Accountability Bill proposal, as it proceeds through the legislative process.

Major opposition was heard from DPI policy advisor Jeff Pertl who testified that if AB 1 was in effect in 2015, $587 million in State education funds would be diverted from public schools to for-profit charter schools.
Senator Dave Hansen (Green Bay) said, “Some of the special interests in the Capitol might not like that fact, but a lot of the problems we’re seeing with AB 1 could have been avoided if a more inclusive effort had been made by the author.”

PRIVATIZATION – the goal of AB 1 was made clear as the intent of the proposal in remarks by Rep. Eric Genrich (Green Bay) who said, “Today’s hearing has made clear that this most recent effort to take over certain public schools and further privatize public education is hastily and poorly crafted. This legislation is being rammed through the legislative process without giving deference to or seeking real input from the educational professionals and local school boards who serve our school kids every day.”

Madison Teachers, Inc. Newsletter, via a kind Jeanie Kamholtz email (PDF):

It has been a long, well-planned attack. In 1993, in an action against their own philosophy; i.e. decisions by government should be made at the lowest possible level, the Republican Governor and Legislature began actions to control local school boards. They passed Revenue Controls on school boards to limit how much they can increase taxes. This in itself caused harm by instructional materials and textbooks becoming out-dated. School Boards had to make choices between providing “current” materials and texts, or small class sizes to enable optimum learning. Eventually, the legislated revenue controls caused a double-whammy – out-dated texts & materials and an increase in class size, because of layoffs caused by the legislated revenue controls.

Next, the Governor & Legislature enabled vouchers so those who choose to send their children to private or religious schools can use “vouchers” which cause the public school, where the child could attend, to forfeit public/tax funds to pay for the child to attend the private or parochial school.

With revenue controls crippling the means to provide the best quality education and adequate financial reward for school district employees; and vouchers taking another big chunk, Wisconsin’s Governor and Legislature say of the schools that they have been starving to cause their failure, now, because of your failure, we will close your schools and convert them to for-profit private charter schools. This plan is to appease the Koch Brothers and others, who provide large sums to buy the elections of those promoting these privatization schemes.

Assembly Bill 1, in the 2015 Wisconsin legislative session, is designed just to do what is described above, and it is on the fast-track for approval, just as Act 10 was a few years ago. If it is not stopped, it will rip the heart out of every community – the pubic school will be gone, as will quality public education for all of Wisconsin’s children. The smaller the community, the bigger the harmful impact on Wisconsin’s towns and villages because of AB 1.

Madison spends about double the national average per student.

Madison Teachers, Inc. 26 January, 2015 newsletter can be found here (PDF).

Madison Teachers, Inc., via a kind Jeanie Kamholtz email (PDF):

For nearly 115 years, The University League of University of Wisconsin-Madison has provided opportunities for people with similar interests to get together to learn, to share information, and to form lasting friendships through interest groups, volunteer groups, social gatherings and scholarship benefits. They give more than $100,000 annually for UW-Madison student scholarships via their 501(c)(3) non-profit organization. The current president, Kay Jarvis-Sladky, is a retired MTI member.

The University League welcomes those interested. One does not need to be a graduate of, or a faculty member of, the UW or any of its university systems. For more information about The University League, its activities, and membership see www.univleague.wisc.edu.

Madison Teachers, Inc., via a kind Jeanie Kamholtz email (PDF):

Buoyed by the election which provided Republican majorities in both the Assembly (+27 majority) and the Senate (+5 majority), conservative anti-worker/anti-union legislators have announced that they will introduce Right to Work legislation when the January session begins. Right to Work laws limit collective bargaining, make it easier to outsource jobs and cut wages and benefits. Their plan was to do this in 2012, but legislators were worried that it was too soon after the 2011 protests against Act 10, and would cause public backlash. On average, workers in Right to Work states earn $7,030 a year less, according to the Congressional Research Service (6/20/12), and the rate of workplace deaths is 52.9% higher. Workers in Right to Work states are even more likely to be uninsured (16.8%, compared with 13.1% overall).

Governor Walker’s Act 10 has already done great damage to Wisconsin’s public sector workers and the economy. Act 10 has been described as “Right to Work on Steroids.” But now, the far-right is coming after the 13% of Wisconsin’s private sector workers who have the benefit of union representation. And it is because CEOs and company owners care more about big business and profits than they do about workers who create them. And, middle class families become struggling families. Right to Work will surely shrink the middle class.

Despite its misleading name, such a law does not guarantee anyone a job and it does not protect against unfair firing, i.e. it provides NO “right to work”. Rather, a Right to Work law prohibits employers and employees from negotiating an agreement – also known as a union security clause – that requires all workers who receive the benefits of a collective bargaining agreement to pay their share of the costs of the Union in representing them. A Right to Work law mandates that unions represent every employee, whether or not he or she pays Union dues. In other words, such laws enable workers to pay nothing and still get the benefits of union membership. Imagine if a Madison resident, who sends their children to MMSD schools, but can opt out of paying property taxes to finance the schools.

A Right to Work law compels dues-paying members to subsidize the cost of representation for those who opt not to pay. If a worker who is represented by a union and doesn’t pay dues is fired illegally, the Union must use resources from dues-paying members to defend the non-member even if that requires going through a costly, time-consuming litigation.

Madison Teachers, Inc.:

Shortly after 2:00 pm today, the WERC posted the recertification results on their webpage. All MTI bargaining units have successfully recertified in BIG NUMBERS! Over 85% of all eligible voters cast ballots in the recertification election. Of those who voted, over 98% voted to recertify.

In order to recertify, each union needed 51% of all eligible voters to cast a ballot in favor of recertification. Each MTI bargaining unit beat that requirement by over 20 percentage points, with the MTI Teacher unit leading the way with 88% of all eligible voters casting a ballot to recertify.

11.24.2014 Solidarity newsletter (PDF).

Madison Teachers, Inc. Newsletter, via a kind Jeannie Kamholtz email (PDF)::

Though federal and state governments are obligated to provide free public education, both fail to fully fund their financial mandates. While every child in America deserves a quality public education, the failure of federal and state governments, and the state usurping the authority of local school boards to adequately fund their schools, has placed American education in a very difficult situation over the last several decades. America must provide students with quality public schools so that the next generation can grow, prosper, and achieve. NEA’s American Education Week (www.nea.org/aew) presents all Americans with an opportunity to honor individuals who are making a difference in ensuring that every child receives a quality education for the nation’s 50 million students.

Madison Teachers, Inc. Newsletter, via a kind Jeannie Kamholtz email (PDF):

Among the many things MTI has accomplished for its members is the advancement of rights for females.

Early in the Union’s history was MTI’s achievement of equal pay. MTI negotiated a salary schedule which recognized that the value of the work of an elementary teacher, where almost all were female in the 1960s & 1970s, is as valuable as that of a high school teacher of advanced placement physics.

The salary schedule negotiated by MTI recognizes that the task each teacher faces is about the same and the economic reward should be as well. Given this, MTI’s negotiations did away with the School Board’s created “head of household” additive pay – which went to male teachers in those days; and MTI negotiated a salary schedule which treats all teachers equally. That salary schedule proposed by MTI in the late 1960s, while periodically improved, remains in the Collective Bargaining Agreement today. The right to equal pay for equal work was extended to those in all MTI bargaining units through negotiations.

Also, in the 1960’s and early 1970s, School Board policy stated that a female employee had to “immediately notify her supervisor upon becoming pregnant” and resign when the “pregnancy began showing.” This meant a loss of income until the individual was rehired – which did not always occur – as well as a reduction in Social Security and Wisconsin Retirement System benefits, due to the lost wages.

Madison Teachers, Inc. Solidarity Newsletter, via a kind Jeannie Kamholtz email (PDF):

AFL-CIO Wisconsin President Phil Neuenfeldt presented MTI activist Michele Ritt with the State Union’s Public Sector Organizer of the Year Award, at last Tuesday’s MTI Faculty Representative Council meeting. Neuenfeldt commented that in spite of Governor Walker’s pledge to “divide and conquer” public sector Unions, that he sees the opposite as he travels Wisconsin. He said, “Solidarity among working people is really strong – and that it is because of activists like Michele Ritt, and Unions like MTI.” Neuenfeldt said success is built on one-to-one organizing and that MTI is in the forefront of that.

Michele enthusiastically recruited numerous new MTI members last school year and began recruiting during the summer at the school to which she transferred last school year. Last spring, Michele was elected to the Dane County Board. She also chairs MTI’s Special Education Sub- Committee.

Madison Teachers, Inc. Solidarity Newsletter, via a kind Jeannie Kamholtz email (PDF):

Getting Organized! MTI now has over two hundred (200) Member Organizers including teachers, educational assistants, clerical-technical employees, substitute teachers, security assistants, and retired MTI members who are committed to helping the next generation maintain their Union. Member Organizers are volunteers who have agreed to serve as point people in their building/work location to help build awareness and support for MTI’s recertification elections.

Get-out-the-vote! In political elections, voter turnout is critical. In Union recertification elections, it is even more critical. The experiences of other Wisconsin public sector Unions show that when employees vote, they overwhelmingly vote Union YES! Where recertification elections have lost, it is because less than 51% of the eligible voters cast a ballot. Unlike political elections, in recertification elections a non-vote counts as a “no vote”.

In MTI’s recertification election, ballots can be cast 24 hours per day, seven days per week, via phone or computer, beginning at Noon on November 5 and continuing through Noon on November 25. The process is quick and efficient and should take no more than a couple minutes. That said, others have reported difficulties where votes were not counted, when they failed to accurately complete each step in the balloting process. It is for that reason that MTI is providing all MTI-represented employees with detailed voting instructions on posters, flyers and palm cards.

The MTI Recertification Election palm cards provide MTI-represented staff the phone number, web address and voting instructions. On the reverse side of the palm card, voters are asked to complete their name, work location & bargaining unit and give the completed card totheirMTIFacultyRepresentativeorMemberOrganizer.

After doing so,one will receivean“IVoted”button. Someworklocations will hold raffles using the completed palm cards. By collecting completed palm cards, your Union organizing team will be able to try to assure that the 51% threshold is met, as mandated by Walker’s Act 10, during the 20-day election period. Additional information on MTI’s recertification elections is available at www.madisonteachers.org.

Madison Teachers, Inc. PDF Newsletter via a kind Jeannie Kamholtz email (PDF):

Over the past few weeks, discussions have been occurring throughout the District about MTI’s upcoming MTI Recertification Elections. One of the most frequently asked questions by newer staff, those who are not aware of MTI’s many accomplishments over the years is, “what is at risk if we lose the Union?” To answer that question, one only needs to look around the State of Wisconsin to see what has happened in other school districts where employees no longer have a collective voice in the workplace.

In many school districts, employers have increased employee health insurance premium
contributions to 12%. Such an increase would decrease an employee’s pay between $61 and $212 per month, depending on the plan the individual has selected. Your Union is currently working with the District to collaboratively identify potential sources for health insurance savings rather than implementing a premium co-pay. The five Contracts for MTI represented employees do not now mandate any employee contribution toward health insurance.

For teachers who are new parents, MTI’s Contract provides paid time off during maternity leave via a combination of personal sick leave and Sick Leave Bank benefits. Non-probationary teachers also have the Contract right to take unpaid child rearing leaves of absence for a semester, a full school year, or up to two school years should they need or desire to stay home with their child(ren) for a period of time regardless of the child’s age. Those rights could disappear or erode without a Union to advocate for them.

For longtime teachers, educational assistants, clerical-technical staff and security assistants approaching retirement, MTI’s Contracts provide retiring employees with 100% of the value of their accumulated sick leave for the payment of post-retirement insurances. Many school districts have capped or reduced such benefits, forcing longtime employees to work longer in order to afford post- retirement insurance premiums.

Other school districts have added classes to the workday (without additional pay); extended the work year (without additional pay); required mandatory evening obligations (without additional pay); reduced benefits for disabled employees; eliminated planning time; pro-rated insurance benefits based on part-time status; eliminated just cause and due process protections against unfair discipline or dismissal; and destroyed salary schedules.

MTI encourages all represented employees to spend a few moments to page through their Collective Bargaining Agreement to see the entirety of the issues that the Union has negotiated for them over the past decades. Any or all of those negotiated items would be subject to employer discretion or whim without a Union as your collective voice. Standing together, we can continue to advocate for working conditions/learning conditions that educational employees and students need. Voting to recertify is the first step towards maintaining your collective voice at work.

Pat Schneider:

The conservative legal group Wisconsin Institute for Law and Liberty has brought suit against Madison’s public schools through a plaintiff who does not have standing to bring the “scandalous” allegations of violations of teachers’ rights included in its complaint, school district officials claim in a court filing.

Plaintiff David Blaska, a conservative blogger, “is not a teacher in the district nor an employee of the District and he therefore lacks both standing and a factual basis on which to assert those allegations,” school officials say in their answer to a lawsuit brought last month against the Madison Metropolitan School District, the Madison School Board and labor union Madison Teachers, Inc.

In pleadings filed in Dane County Circuit Court last week, school officials and the union asked the court to strike portions of the complaint referring to union dues, fair share payments and other issues regarding employees, calling them “immaterial, impertinent and scandalous.”

WILL, not Blaska, is actually the “party in interest,” or entity that would benefit from the suit, Madison public school officials assert.

The lawsuit filed last month challenges the legality of labor contracts for Madison teachers and other school district employees that were negotiated and entered into after the 2011 enactment of Act 10, Gov. Scott Walker’s signature legislation curtailing the collective bargaining power of public employees.