Applecore June 2004

OPENING DAY GENERAL MEMBERSHIP MEETING
Please plan to attend the Opening Day General Membership meeting even if it requires giving up two (2) hours moving into and preparing your classroom. Bargaining climate in the region, climate changes in the LMSD the past three years, and steps we need to take to reach a timely settlement will be presented. Our present contract expires June 30, 2004. Under Act 88, the District and LMEA must begin to bargain a new contract in January 2005.

LMEA BENEFITS
Below is a summary of most of the benefits found in the contract:

HEALTH INSURANCE (described in the May 2004 AppleCore)

DENTAL INSURANCE
•Delta Dental of Pennsylvania is the district’s dental carrier. The district pays 100% of the premium cost for employee and eligible dependents(s).
•There is a $2,000 yearly maximum benefit per covered individual from July 1st through June 30th of each year.
•The orthodontic benefit (to age 19) pays 50% up to a maximum of $800 (prorated over the cost of the service).
• 100% of preventative/basic restorative is paid in network (balance billed out-of-network).
• 50% of major restorative is paid in network (balance billed out-of-network).

LIFE INSURANCE
• CNA is the district’s life insurance carrier.
•The face value of the policy is the employee’s salary rounded up to the next $1,000.
•Upon (superannuated) retirement, the value reverts to $5,000 (“death benefit”) for the professional employee and $3,000 (“death benefit”) for the support employee.

LONG TERM DISABILITY
•Schools Insurance Fund Trust, administered by National Insurance Services, is the district’s disability carrier.
•The cost of the premium for this voluntary plan will be taken through Payroll deductions. However, the district will subsidize the premium as follows: 80% up to $165 for professional employees and 80% up to $135 for support employees.

SICK DAYS
•Days not used can be accumulated from year to year without limit and are subject to partial reimbursement upon superannuated retirement. The number of sick days allocated depends on the employee’s category.

PERSONAL DAYS
•Each employee receives 3 days per year at full pay and 2 days with deductions.
•Full-pay days not used are added to the individual’s accumulated bank.

VACATION
•The number of vacation days allocated to 12-month employees depends on the individual’s classification.

TUITION REIMBURSEMENT
•For the professional employee, there is a 12-credit maximum to be reimbursed at the Penn State graduate rate/credit, subject to availability of funds and timing of the courses.
•For the support employee, there is a maximum of $1,000 to be reimbursed subject to availability of funds.

EMPLOYEE ASSISTANCE PROGRAM (EAP)
•BEACON is the district provider.
•There are 5 free visits per employee per year, with the same number available to each eligible dependent.

DEPENDENT CARE AND/OR MEDICAL FLEXIBLE SPENDING ACCOUNT
•BAS is the third-party administrator.
•The plan year runs from July 1st to June 30th- “Use It or Lose It”
•$200 - $2,000 can be set aside for unreimbursed medical expenses.
•Up to $5,000 can be set aside for dependent (child and elderly) expenses.

TAX SHELTER ANNUITY (403B & 457)
•The employee must go through an approved carrier.
•The employer does not match any employee contributions.

SUBSTITUTE TEACHER SHORTAGE
The Proposed 2004-05 Lower Merion School District Budget of 143 million dollars does not provide an additional penny to improve the substitute shortage the District continues to face. Since 1996, the LMEA has tried to convince the District to invest in acquiring more substitutes and to provide better incentives. Los Angeles did. Substitutes are now knocking the doors to work there (NEA Today). Even though it is universally recognized that quality teachers and proper staffing is the most important factor in student learning, expect the same situation next year. The District has other priorities. Nevertheless, the LMEA will continue to urge the District to address this pressing need.

CLIMATE CONDUSIVE FOR LEARNING – AIR CONDITIONING?
The District has spent more than 150 million dollars in capital improvements. The cost of the loans is a burdensome part of the LMSD budget. Yet, even in the beautiful renovated buildings, because of the dedicated effort of the professionals and ES professionals teaching and learning occurs often under oppressive climate conditions. This is the 21st century. Staff and students expect and deserve a climate-controlled environment. Even though the some buildings are “air conditioned ready”, the Board has not approved air conditioning for all schools. The LMEA has been urging the Board to air condition the schools for years. The Board has other priorities. Expect more of the same next year.

REQUEST FOR SPECIAL CONSIDERATION

Human Resources has generated a new form for all requests made outside of the terms of the contractual agreement between The Lower Merion Board of School Directors and the Lower Merion Education Association that require written approval from the Superintendent or his/her designee as authorized by the contract. The reasons are family illness, death in the family, 60 day adoption notification, unpaid person leave, emergency personal days, waive requirement that salary credits be graduate, waive the requirement that courses submitted for tuition reimbursement be graduate, and any other reason not specified in the contract. The form resulted from grievances filed against the LMSD. It is the intent that this form will help avoid misunderstandings between staff and the District in the future. The form is available on the District website.

Mideastern PSEA Region Golf Classic – June 28, 2004
This year will be the fifth year of the MER Golf Classic. In prior years, thousands of dollars was raised for designated charities. This year’s proceeds are being raised for the Public Education Builds Communities Fund. In order to make this event as successful as possible, the MER would like to have as many participants as possible. The more the merrier. Please see your building rep for entry forms.