For Immediate Release — March 22, 2018

Dear P.E.A. Members,
 
I just received a letter from the District stating that before the end of the school year, the District is ‘contemplating’ a move out of the ‘School Employee Health Benefits Plan’ (SEHBP) into a ‘self-insured’ medical insurance plan.  To be clear, the District has the legal right to change carriers.  However, they can only do so if they maintain the same level of medical benefits.  While the district has stated it intends to maintain the same level of benefits, know that this is not a move that the Union supports.  More than that, however, we find this to be a very risky proposition for the reasons listed below:
 

1. We have consulted with many experts, and all are in agreement that self-insurance for a District with the size and experience rating of Paterson is a risky move.  There is a strong probability that after one/two years of self-insurance, the District will be forced to return to the SEHBP because the cost of self-insurance will become cost prohibitive to maintain that arrangement.
2. In 2015, you may recall that the District changed the prescription carrier from Express Scripts to Benecard (this serves as an example and is unrelated to the aforementioned proposed change) the District handled the role out very poorly.  The Union fielded hundreds of phone calls from members with issues ranging from missing prescription cards to not being able to fill a prescription.  I personally fielded and resolved hundreds of calls for service.  Take it from me, it was a chaotic mess that took months to resolve.
3. At this point, the Union hasn’t been advised whether the new doctor networks in a self-insured medical plan will be the same as the existing doctor networks in the SEHBP. In short, we have been provided with very little information.  Thus, we are not yet aware if your doctors will participate in the change that the district is contemplating. This gives our members precious little time to ensure that there is not a  disruption of service.
4. The District has gone down this road in the late 1980’s.  Members that we have spoken to have stated that it was not successful and led to the Union filing a massive number of grievances.
5. In 2010, the city of Paterson transitioned to a self-insurance plan for all municipal employees.  At that time, the cost of medical benefits was $29 million dollars.  In the year 2017, even while the number of municipal employees decreased, the cost of medical benefits jumped by 80% under a self-insured plan to $52.5 million dollars.  Not surprisingly, the city is rumored to be transitioning back into the State Health Benefits Plan as soon as possible.

 
This plan hatched by business administrator Mr. Richard Matthews is both penny wise, but pound foolish.  At this time, we do not have any further information regarding this proposed change.  Since the District placed the Union on notice, we thought that it was only fair to alert our members as soon as possible.    
 
We urge you to contact Paterson Public Schools business administrator, Mr. Matthews at rlmatthews@paterson.k12.nj.us and implore him not to change our insurance carrier!  We cannot afford any further chaos in this District.  When further details about the District’s plan become available, we will pass along the information.
 
Sincerely,

John McEntee, Jr., President

Please be advised that the P.E.A. Delegate meeting scheduled to take place on Wednesday, March 21st is canceled.  All packets will be uploaded to the P.E.A. website members only section.

Thank you.

P.E.A. and District Come to Terms With Temporary Emergency Speech-Language Therapy Implementation 

Background:

As reported in many local news reports and through information provided by the PEA Committee on Special Education OSE Committee and the Education Law Center (ELC), Paterson Public Schools continues to struggle with its ability to provide speech, occupational and behavioral therapy services which are due to many special education students. Although the district continues to implement its Corrective Action Plan and has regular meetings with the PEA COSE committee to address ongoing concerns, the PEA is gravely concerned that the factors that led to the systematic violations during previous school years have not been resolved in 2017-18.  

Why Is the District Not Compliant:

In a document recently provided to the Paterson Press, several of the examples below were cited as examples of the District’s failure to properly provide speech services to our students:

1.  Many prospective employees are accepting jobs in the private sector commanding anywhere between 95 and 125 dollars per hour.

2.  The District attempted to pursue a private contracting company to provide these missing compensatory services.  The District alleges that after they arrive at the school that they are assigned to work, they refuse to return.

3.  There is a state-wide shortage of Speech-Language Therapists.  The District alleges that 5 schools in New Jersey offer the Master’s Program; which is required, with a maximum of only 30 seats per year.

4.  Many potential Speech Language Therapists that are qualified are not choosing Paterson.

5.  The District alleges that Speech-Language Therapists will not work after-school to provide these emergency services stemming from an outdated hourly wage in the contract.

The Union’s Position:

Our students in Paterson deserve better.  Make no mistake, the services not being provided to our students is not a reflection of our employees.  Our employees work extremely hard and are constantly asked to do more with less.  As a result, when a superintendent is hired permanently, h/she will be left with many of these same concerns.  It is for this reason that the Union is pleased to step in and work collaboratively with Acting Superintendent Shafer to assure that our students receive all of the emergency speech related services that they are entitled.

 Most importantly, the prospects of the District hiring yet another private contractor to provide services that should ordinarily be provided by our PEA employees only jeopardizes the standing of our Speech-Language Therapists’ job security.  This is not acceptable, and as a result, and consequently, these are the reasons that I have agreed to a temporary sidebar agreement with Acting Superintendent Eileen Shafer:

1.  Effective January 23, 2018, all in-house, Paterson PEA speech-language therapists shall temporarily be paid $75.00 per hour to provide compensatory services outside of the regular workday.  This work outside of the regular workday and work year shall be voluntary (meaning employees are not mandated to apply for this posting.)  This temporary sidebar agreement shall sunset on August 31, 2018.  Effective September 1, 2018, all speech-language therapists shall be paid the hourly wage in accordance with the collective bargaining agreement.

2.  I have placed a lot of thought into the sidebar agreement that was not fully honored at New Roberto Clemente and at Senator Frank Lautenberg/School 6 (SIG).  Employees may recall the grievance that P.E.A. settled with the District providing money in each members pocket and the ability to work the program (but at a reduced rate) for the 17-18 school year.  For those affected employees that were listed on the grievance, the P.E.A. was able to fight for one (1) additional family illness day.  Thus, I am happy to report that as a result of P.E.A.’s actions, all employees that were part of the group grievance at PS 6 and NRC will receive one (1) additional family illness day added to their bank of days.  This day will revert to a “Sick Day” if not used prior to June 30, 2018.

Moving forward, the Union hopes that the District recognizes the importance a competitive hourly wage for ALL employees.  While the Union is currently engaged in contract negotiations, the Union calls upon the District to increase the hourly wage in negotiations to an acceptable number that is fair and equitable in comparison with other Districts in the area.

We hope that this temporary sidebar agreement helps the District finally place students first and opens the door for ALL of our employees to finally receive a fair and just contract that they deserve.

John McEntee, Jr., President