$85,000 Roof Might Be Wasted/ Construction Of Condo Towers In Pittston Would
Require Tearing Down Rehabbed State Building

Alyssa Namey Hanover Area, Soph.

By BONNIE ADAMS badams@leader.net
 Wednesday, November 30, 2005 &nbsp;&nbsp;&nbsp;&nbsp;Page: 1A 





A neutral arbitrator says if Crestwood teachers want to keep traditional
health care insurance, they should pay a portion of the premium cost. &nbsp;&nbsp;&nbsp; 
 The arbiter, James Darby, also believes that if teachers agree to accept a
less expensive health insurance option, such as First Priority Health, the
district should pick up the entire bill. &nbsp;&nbsp;&nbsp; The opinions were among those included in a 37-page report issued Monday by
a three-person arbitration panel that consisted of a district representative,
a union representative and Darby. &nbsp;&nbsp;&nbsp; 
 The results of the non-binding report have been passed to each side, which
have until Dec. 8 to accept or reject the complete proposal that addresses 18
contract issues. &nbsp;&nbsp;&nbsp; 
 The three-member arbitration panel examined the last best offer of each
side and had the option of choosing the union's proposal, the district's or a
state fact-finder's option on each issue. Darby, who was chairman of the
panel, served as the tiebreaker. The arbitration ruling includes a mix of the
three proposals. &nbsp;&nbsp;&nbsp; 
 If either side decides to reject the panel's recommendation, the labor
dispute would continue. &nbsp;&nbsp;&nbsp; 
 In the finding, Darby said that each side holds an "extreme" position
regarding heath care costs and recommended that the sides accept a middle
ground approach that includes cost-sharing in some cases. The district has
insisted that teachers share a portion of premium costs while the Crestwood
Education Association has said it would not accept any premium sharing but
would explore other ways to save. &nbsp;&nbsp;&nbsp; 
 The report also noted that although no Pennsylvania State Education
Association negotiated school district contract in Northeastern Pennsylvania
contains cost-sharing, that many others throughout the state do include such
agreements. &nbsp;&nbsp;&nbsp; 
 Darby also wrote that the union and district are "no closer to settlement"
than they were when the last contract expired on Sept. 1, 2002. &nbsp;&nbsp;&nbsp; 
 He said Crestwood's contract is the longest-running unsettled contract
dispute in Pennsylvania, "a distinction of which no one should be proud." &nbsp;&nbsp;&nbsp; 
 Darby's ruling on health insurance premiums in the non-binding arbitration
report issued Monday supports fact-finder Alex Kaschock's recommendation on
health care from earlier this year. Kaschock recommended the district continue
paying 100 percent for two less expensive health plans -- First Priority
Health and an Access Care II plan with a 10 percent savings for the district. &nbsp;&nbsp;&nbsp; 
 The fact-finder said union members who opt for the more expensive current
traditional plan or another Access II plan should pay the premium difference
between those plans and the less expensive Access II plan. &nbsp;&nbsp;&nbsp; 
 District chief negotiator attorney Bruce Campbell and John Holland of the
Pennsylvania State Education Association both served on the arbitration panel
and have represented their respective sides in negotiations. Campbell issued a
written statement concurring with the panel's ruling on health insurance, wage
increases, supplemental wage increases, retroactivity and the term of the
contract. He said his concurrence shouldn't be interpreted as his
recommendation of the overall arbitration award, a portion of it or acceptance
by the board. &nbsp;&nbsp;&nbsp; 
 "The evidence clearly favored the District's position on almost every
issue. The Education Association did not make a case for the most part,
because there was no case to make," Campbell wrote. Holland was not
immediately available for comment Tuesday. &nbsp;&nbsp;&nbsp; 
 Teachers have continued to work under the terms of the old contract that
expired on Aug. 31, 2002. &nbsp;&nbsp;&nbsp; 
 Eighteen issues are addressed in the report, which explains the options
offered on each issue and Darby's recommendations. &nbsp;&nbsp;&nbsp; 
 Here are some of the findings: &nbsp;&nbsp;&nbsp; 
 * Wages - chose the fact-finder's recommendation that endorsed the union's
earlier proposal of annual 3 percent wage increases. The district had proposed
2.5 to 2.75 percent annual increases that included increment increases for
longevity. The union more recently proposed 2 percent to 4 percent salary
increases that did not include longevity step increases. Darby said that with
those step increases, the union's proposal averages 4.6 percent a year. &nbsp;&nbsp;&nbsp; 
 Darby wrote that with that kind of increase, Crestwood teachers would be
"at the very top" of the pay scale among Luzerne County teachers. He said the
union failed to present sufficient evidence to justify a wage proposal that
far exceeds its earlier one. &nbsp;&nbsp;&nbsp; 
 *Wage retroactivity - the report recommends the district's proposal that
includes retroactivity to Sept. 1, 2002, but would also require teachers to
pay a part of health care increases. The retroactivity would apply to those on
the payroll as of Nov. 2, 2005. &nbsp;&nbsp;&nbsp; 
 * Voluntary early retirement - chooses the fact-finder's recommendation. It
would maintain the status quo so that those retiring with 25 years of service
would receive a one-time payment of 50 percent of their annual salary. That
amount would gradually decrease to 10 percent for those with 35 years of
service. The union wanted 60 percent for those with 25 to 30 years; 50 percent
for those with 31 to 35; and 40 percent for retirees with more than 35 years.
The district wanted to tie the benefit to paying percentages of salary ranging
from 10 percent to 50 percent, based on accumulated sick days. &nbsp;&nbsp;&nbsp; 
 * Extracurricular supplemental compensation - the report chose the
district's proposal to increase pay to coaches and other extracurricular staff
by 2.5 percent retroactive to Sept. 1, 2002. The union had not proposed any
changes. &nbsp;&nbsp;&nbsp; 
 * Severance pay - chose the union's proposal to pay retirees $60 to $75 per
day for unused sick days. The current rate is $35 daily. The district did not
recommend revising the amount, but Darby said an increase is warranted because
it had not increased since the 1980s. &nbsp;&nbsp;&nbsp; 
 * Special severance incentive - sided with the fact-finder that recommended
that the district pay a one-time 100 percent of salary to employees who retire
under certain circumstances but that language be changed to address the
illegality issue regarding age discrimination. The union wanted the benefit
kept in the new contract, but the district wanted it eliminated as an
unjustifiable cost. &nbsp;&nbsp;&nbsp; 
 * Term of agreement - the report recommends the fact-finder's contract term
of six years. Both sides had initially proposed a five-year contract. The
union most recently proposed an eight-year contract as compared to the
district's seven-year proposal. &nbsp;&nbsp;&nbsp; 
 Should teachers in the Crestwood School District be required pay part of
their health insurance costs? Go to www.timesleader.com and let us know.
Also, the complete 37-page report can be viewed there. &nbsp;&nbsp;&nbsp;

2 Opinions  Given On  Teachers'  Insurance/ Arbiter's Non-binding Report:
Teachers Should Pay Part Of Premium For Traditional Care Plan; District Should
Pay All For Cheaper Care Options

2 Opinions Given On Teachers' Insurance/ Arbiter's Non-binding Report: Teachers Should Pay Part Of Premium For Traditional Care Plan; District Should Pay All For Cheaper Care Options