9/18/24 Update on District 47 Teachers' Union Negotiations

Crystal Lake Consolidated School District 47 has received informal notification that the teachers union has declared that our negotiations are at impasse.

This does not mean a strike will occur — and certainly not in the 14-day window suggested in some recent media coverage. 

The union’s action to declare impasse triggers a new phase of mediated negotiations during which both parties will publicly post their most recent contract proposals on the Illinois Educational Labor Relations Board website within 14 days. The law requires that the union cannot strike for at least an additional 14 days after the public posting—so, not for at least 28 days from today, no sooner than October 15. 

The Board is committed to continued good faith negotiations. We are hopeful that the union shares both this sentiment, and our commitment to resolving this contract without disruption to our students, schools and families. We have additional mediation negotiation sessions scheduled for September 24 and October 1.
 

9/16/24 Update on Teacher Negotiations from Crystal Lake District 47 Board of Education:

We wanted to provide an update to our school community about the status of our ongoing negotiations with the Crystal Lake Elementary Teachers Association (CLETA), the union that represents a majority of our District’s 650 teachers and other licensed staff. We deeply respect and appreciate the contributions and commitment of our high quality, dedicated teachers and staff. We are seeking a contract that continues to attract and retain great educators, and compensates them well at every level of their career.

Negotiations with the union started last fall and the parties met throughout the school year in the hopes of reaching a fair and fiscally responsible multiyear contract agreement before the start of school this year. To help us progress, we engaged an independent mediator this summer from the Federal Mediation and Conciliation Service and have met five times under their guidance. Our next mediation session is scheduled for tomorrow, Tuesday, September 17 and we have an additional session scheduled for September 24. 

It is not our intention to negotiate in public. However, some issues have been raised publicly that we feel warrant some additional context and factual information:  

• The District’s current salary offer is strong and features annual increases of 19.5% over a four-year contract (5.5%, 4%, 5% and 5%). 
• In addition to the salary increases, the District has proposed to pay part of our teachers’ required contribution to TRS, the Teachers Retirement System, beginning in 2025-2026. This puts more money in our teachers’ pockets. The District’s new contributions will escalate during the term of the contract, up to 3%, on top of the proposed salary increases.
• We are increasing our contribution to benefits as well. The District is proposing to pay for 100% of single HMO medical, dental and vision coverage and up to 75% for dependent coverage. 
• Good faith negotiations require movement and compromise by both parties. In the past month alone, the District’s offer to the union has increased by almost $4.7 million over a four-year contract. We remain about $2.45 million apart. 

There has been some discussion suggesting that the District should use its reserve funds to increase its offer to the teachers. It's important to clarify that the district does not have $100 million in operating fund reserves. Our actual operating fund reserves according to the 2023 Annual Financial Report were $47 million, and the estimated unaudited is $50.8 million in 2024. The District follows Illinois School Code and Board policy, as other districts do, in maintaining a fund balance to provide a “rainy day fund” to support our ability to pay our obligations in a prompt manner in spite of unforeseen events or unexpected expenses, or in the case of delayed or reduced state funding or tax receipts. Much like a savings account, regularly dipping into the fund balance to pay day-to-day operating expenses like salaries will quickly deplete these resources, and is not a sustainable or fiscally responsible strategy. 

In addition, the Board would like to address some incorrect information circulating within the community. Here are the facts: 

• The District does not use an illegal staffing agency - We have had to contract for certain special education services (speech, psych, social work, and counselors) due to shortages of professionals in the field for at least the past 10 years. Most districts in the State have also used this practice for years to ensure student needs are met. With the educator shortage, this is more necessary than ever to ensure services for students. 
• Teachers have not taken multiple years of salary freezes - Only one salary freeze has taken place in the past 28 years. In 2010, all employees took a salary freeze except for CLETA. CLETA was still able to move on the salary schedule based on education and training if the staff member had completed the additional coursework necessary (soft freeze). Those who didn't move lanes/complete additional education or training experienced a salary freeze like every other staff member in the district. 
• D47 are the not lowest paid teachers - According to the 22/23 Illinois Report Card, which is the most recent data posted, District 47 is right in the middle of McHenry County school districts with an average salary of $65,709.

We are fortunate to have a school community that deeply cares about our District 47 schools, students and staff. There is still much progress that can be made in negotiations. Please continue to encourage both the Board and the union to keep talking and working toward agreement.