 |
State |
Status/Date |
Level |
Summary |
|
 | 21st Century Skills |
| |
| Accountability |
| |
| Accountability--Accreditation |
| |
| Accountability--Measures/Indicators |
| |
| Accountability--Reporting Results |
| |
| Accountability--Rewards |
| |
| Accountability--Sanctions/Interventions |
| |
| Accountability--Sanctions/Interventions--No Pass No Play |
| |
| Accountability--Sanctions/Interventions--Takeovers |
| |
| Accountability--School Improvement |
| |
| Adult Basic Education |
| |
| Assessment |
| |
| Assessment--Accommodations |
| |
| Assessment--College Entrance Exams |
| |
| Assessment--Computer Based |
| |
| Assessment--End-of-Course |
| |
| Assessment--Formative/Interim |
| |
| At-Risk (incl. Dropout Prevention) |
| |
| At-Risk (incl. Dropout Prevention)--Alternative Education |
| |
| At-Risk (incl. Dropout Prevention)--Drugs/Alcohol |
| |
| Attendance |
| |
| Attendance--Compulsory |
| |
| Attendance--Truancy |
| |
| Background Checks |
| |
| Bilingual/ESL |
| |
| Business Involvement |
| |
| Career/Technical Education |
| |
| Career/Technical Education--Career Academies/Apprenticeship |
| |
| Choice of Schools--Charter Schools |
| |
| Choice of Schools--Charter Schools--Charter Districts |
| |
| Choice of Schools--Charter Schools--Closings |
| |
| Choice of Schools--Charter Schools--Cyber Charters |
| |
| Choice of Schools--Charter Schools--Finance |
| |
| Choice of Schools--Charter Schools--Research |
| |
| Choice of Schools--Choice/Open Enrollment |
| |
| Choice of Schools--Innovation Schools |
| |
| Choice of Schools--Magnet or Specialized Schools |
| |
| Choice of Schools--Tax Credits |
| |
| Choice of Schools--Vouchers |
| |
| Choice of Schools--Vouchers--Privately Funded |
| |
| Civic Education |
| |
| Civic Education--Character Education |
| |
| Civic Education--Civic Knowledge and Literacy |
| |
| Civic Education--Pledge of Allegiance |
| |
| Class Size |
| |
| Curriculum |
| |
| Curriculum--Arts Education |
| |
| Curriculum--Drivers Education |
| |
| Curriculum--Financial Literacy/Economics Ed. |
| |
| Curriculum--Foreign Language/Sign Language |
| |
| Curriculum--Health/Nutrition Education |
| |
| Curriculum--Language Arts |
| |
| Curriculum--Mathematics |
| |
| Curriculum--Physical Education |
| |
| Curriculum--Science |
| |
| Curriculum--Sex Education |
| |
| Curriculum--Social Studies/History |
| |
| Data-Driven Improvement |
| |
| Demographics--Enrollments |
| |
| Desegregation |
| |
| Economic/Workforce Development |
| |
| Equity |
| |
| Federal |
| |
| Finance |
| |
| Finance--Adequacy/Core Cost |
| |
| Finance--Aid to Private Schools |
| |
| Finance--Bonds |
| |
| Finance--District |
| |
| Finance--Facilities |
| |
| Finance--Federal |
| |
| Finance--Funding Formulas |
| |
| Finance--Local Foundations/Funds |
| |
| Finance--Lotteries |
| |
| Finance--Performance Funding |
| |
| Finance--Private Giving |
| |
| Finance--Resource Efficiency |
| |
| Finance--State Budgets/Expenditures |
| |
| Finance--Student Fees |
| |
| Finance--Taxes/Revenues |
| |
| Finance--Taxes/Revenues--Alternative Revenues |
| |
| Governance |
| |
| Governance--Deregulation/Waivers/Home Rule |
| |
| Governance--Ethics/Conflict of Interest |
| |
| Governance--Mandates |
| |
| Governance--School Boards |
| |
| Governance--School Boards--Training |
| |
| Governance--Site-Based Management |
| |
| Governance--State Boards/Chiefs/Agencies |
| |
| Health |
| |
| Health--Child Abuse |
| |
| Health--Mental Health |
| |
| Health--Nutrition |
| |
| Health--School Based Clinics or School Nurses |
| |
| Health--Suicide Prevention |
| |
| High School |
| |
| High School--Advanced Placement |
| |
| High School--College Readiness |
| |
| High School--Dropout Rates/Graduation Rates |
| |
| High School--Dual/Concurrent Enrollment |
| |
| High School--Early Colleges/Middle Colleges |
| |
| High School--Exit Exams |
| |
| High School--GED (General Education Development) |
| |
| High School--Graduation Requirements |
| |
| High School--International Baccalaureate |
| |
| Instructional Approaches--Grading Practices |
| |
| Instructional Approaches--Homeschooling |
| |
| Integrated Services/Full-Service Schools |
| |
| Leadership |
| |
| Leadership--District Superintendent |
| |
| Leadership--District Superintendent--Compensation and Diversified Pay |
| |
| Leadership--Principal/School Leadership |
| |
| Leadership--Principal/School Leadership--Certification and Licensure |
| |
| Leadership--Principal/School Leadership--Compensation and Diversified Pay |
| |
| Leadership--Principal/School Leadership--Evaluation and Effectiveness |
| |
| Leadership--Principal/School Leadership--Induction Programs and Mentoring |
| |
| Leadership--Principal/School Leadership--Preparation |
| |
| Leadership--Principal/School Leadership--Preparation--Alternative |
| |
| Leadership--Principal/School Leadership--Professional Development |
| |
| Leadership--Principal/School Leadership--Tenure |
| |
| Middle School |
| |
| Minority/Diversity Issues |
| |
| Minority/Diversity Issues--African American |
| |
| Minority/Diversity Issues--American Indian / Alaska Native / Native Hawaiian |
| |
| No Child Left Behind--Adequate Yearly Progress |
| |
| No Child Left Behind--Assessment |
| |
| No Child Left Behind--Consequences for Schools |
| |
| No Child Left Behind--Report Cards |
| |
| No Child Left Behind--School Support |
| |
| No Child Left Behind--Supplemental Services |
| |
| Online Learning--Digital/Blended Learning |
| |
| Online Learning--Virtual Schools/Courses |
| |
| P-16 or P-20 |
| |
| P-3 |
| |
| P-3 Child Care |
| |
| P-3 Content Standards and Assessment |
| |
| P-3 Ensuring Quality |
| |
| P-3 Finance |
| |
| P-3 Governance |
| |
| P-3 Grades 1-3 |
| |
| P-3 Health and Mental Health |
| |
| P-3 Kindergarten |
| |
| P-3 Kindergarten--Full-Day Kindergarten |
| |
| P-3 Preschool |
| |
| P-3 Special Ed./Inclusion |
| |
| P-3 Teaching Quality/Professional Development |
| |
| Parent/Family |
| |
| Postsecondary |
| |
| Postsecondary Accountability |
| |
| Postsecondary Accountability--Accreditation |
| |
| Postsecondary Accountability--Student Learning |
| |
| Postsecondary Affordability |
| |
| Postsecondary Affordability--Financial Aid |
| |
| Postsecondary Affordability--Textbooks |
| |
| Postsecondary Affordability--Tuition/Fees |
| |
| Postsecondary Affordability--Tuition/Fees--Prepd/College Savings Plans |
| |
| Postsecondary Affordability--Tuition/Fees--Undocumented Immigrants |
| |
| Postsecondary Faculty |
| |
| Postsecondary Faculty--Compensation |
| |
| Postsecondary Faculty--Intellectual Property |
| |
| Postsecondary Faculty--Tenure |
| |
| Postsecondary Finance |
| |
| Postsecondary Finance--Efficiency/Performance-Based Funding |
| |
| Postsecondary Finance--Facilities |
| |
| Postsecondary Finance--Revenue and Expenditures |
| |
| Postsecondary Governance and Structures |
| |
| Postsecondary Governance and Structures--Administrative/Leadership Issues |
| |
| Postsecondary Governance and Structures--State Executives/State Agencies |
| |
| Postsecondary Institutions |
| |
| Postsecondary Institutions--Community/Technical Colleges |
| |
| Postsecondary Institutions--For-Profit/Proprietary |
| |
| Postsecondary Institutions--Four-Year Baccalaureate |
| |
| Postsecondary Institutions--HBCUs/Minority-Serving Institutions |
| |
| Postsecondary Institutions--Private/Independent |
| |
| Postsecondary Online Instruction |
| |
| Postsecondary Participation--Access |
| |
| Postsecondary Participation--Admissions Requirements |
| |
| Postsecondary Participation--Affirmative Action |
| |
| Postsecondary Participation--Enrollments (Statistics) |
| |
| Postsecondary Students |
| |
| Postsecondary Students--Adults |
| |
| Postsecondary Students--Disabled |
| |
| Postsecondary Students--Foster Youth |
| |
| Postsecondary Students--Graduate/Professional |
| |
| Postsecondary Students--International |
| |
| Postsecondary Students--Low-Income |
| |
| Postsecondary Students--Military |
| |
| Postsecondary Students--Minority |
| |
| Postsecondary Success |
| |
| Postsecondary Success--Completion |
| |
| Postsecondary Success--Completion--Completion Rates (Statistics) |
| |
| Postsecondary Success--Developmental/Remediation |
| |
| Postsecondary Success--Retention/Persistence |
| |
| Postsecondary Success--Transfer/Articulation |
| |
| Private Schools |
| |
| Privatization |
| |
| Promising Practices |
| |
| Promotion/Retention |
| |
| Public Involvement |
| |
| Reading/Literacy |
| |
| Reading/Literacy--Adult Literacy |
| |
| Religion |
| |
| Rural |
| |
| Scheduling/School Calendar |
| |
| Scheduling/School Calendar--Day/Class Length |
| |
| Scheduling/School Calendar--Extended Day Programs |
| |
| Scheduling/School Calendar--Summer School |
| |
| Scheduling/School Calendar--Week |
| |
| Scheduling/School Calendar--Year |
| |
| Scheduling/School Calendar--Year Round |
| |
| School Climate/Culture |
| |
| School Safety |
| |
| School Safety--Bullying Prevention/Conflict Resolution |
| |
| School Safety--Code of Conduct |
| |
| School Safety--Corporal Punishment |
| |
| School Safety--Disaster/Emergency Preparedness |
| |
| School Safety--Expulsion/Suspension |
| |
| School Safety--Sexual Harassment and Assault |
| |
| School Safety--Special Education |
| |
| School Safety--Uniforms/Dress Codes |
| |
| School/District Structure/Operations |
| |
| School/District Structure/Operations--District Consolidation/Deconsolidation |
| |
| School/District Structure/Operations--District Size |
| |
| School/District Structure/Operations--Facilities |
| |
| School/District Structure/Operations--Food Service |
| |
| School/District Structure/Operations--Libraries |
| |
| School/District Structure/Operations--Personnel (Non-Teaching) |
| |
| School/District Structure/Operations--School Size |
| |
| School/District Structure/Operations--Shared Services |
| |
| School/District Structure/Operations--Staffing Ratios |
| |
| School/District Structure/Operations--Transportation |
| |
| Service-Learning |
| |
| Special Education |
| |
| Special Education--Federal Law/Regulations |
| |
| Special Education--Finance |
| |
| Special Education--Placement |
| |
| Special Education--Transition |
| |
| Special Populations--Corrections Education |
| |
| Special Populations--Foster Care |
| |
| Special Populations--Gifted and Talented |
| |
| Special Populations--Homeless Education |
| |
| Special Populations--Immigrant Education |
| |
| Special Populations--Migrant Education |
| |
| Special Populations--Military |
| |
| Standards |
| |
| Standards--Common Core State Standards |
| |
| State Longitudinal Data Systems |
| |
| State Policymaking |
| |
| State Policymaking--Task Forces/Commissions |
| |
| STEM |
| |
| Student Achievement |
| |
| Student Supports |
| |
| Student Supports--Counseling/Guidance |
| |
| Student Supports--Mentoring/Tutoring |
| |
| Student Supports--Remediation |
| |
| Student Surveys |
| |
| Students--Athletics/Extracurricular Activities |
| |
| Students--Employment |
| |
| Students--Incentives |
| |
| Students--Records/Rights |
| |
| Teaching Quality |
| |
| Teaching Quality--Certification and Licensure |
| |
| Teaching Quality--Certification and Licensure--Alternative |
| |
| Teaching Quality--Certification and Licensure--Assignment |
| |
| Teaching Quality--Certification and Licensure--Highly Qualified Teachers |
| |
| Teaching Quality--Certification and Licensure--Natl. Bd. for Prof. Teach. Stds. |
| |
| Teaching Quality--Certification and Licensure--Special Education |
| |
| Teaching Quality--Certification and Licensure--State Prof. Standards Bds. |
| |
| Teaching Quality--Certification and Licensure--Substitute Teachers |
| |
| Teaching Quality--Compensation and Diversified Pay |
| |
| Teaching Quality--Compensation and Diversified Pay--Pay-for-Performance |
| |
| Teaching Quality--Compensation and Diversified Pay--Retirement/Benefits |
| |
| Teaching Quality--Evaluation and Effectiveness |
| |
| Teaching Quality--Induction Programs and Mentoring |
| |
| Teaching Quality--Paraprofessionals |
| |
| Teaching Quality--Preparation |
| |
| Teaching Quality--Professional Development |
| |
| Teaching Quality--Recruitment and Retention |
| |
| Teaching Quality--Recruitment and Retention--At-Risk Schools |
| |
| Teaching Quality--Recruitment and Retention--High-Needs Subjects |
| |
| Teaching Quality--Reduction in Force |
| |
| Teaching Quality--Teacher Attitudes |
| |
| Teaching Quality--Teacher Rights |
| |
| Teaching Quality--Tenure or Continuing Contract |
| |
 | Teaching Quality--Unions/Collective Bargaining |
| |
| CA | Vetoed 10/2011 | P-12 | From bill summary: Authorizes family child care providers to choose whether to be represented by a single provider organization designated pursuant to a specified petition and election process overseen by the Public Employment Relations Board or a neutral 3rd party designated by the board. Requires the state department of social services and the state department of education, with the assistance of specified state departments and agencies, and their contractors and subcontractors, to make specified information regarding individual family child care providers available to provider organizations and requires the provider organization requesting the information to bear the costs of collecting the information. Authorizes a certified provider organization to perform various functions, including meeting with state regulatory agencies and engaging in various types of negotiation on matters within a specified scope of representation with the department of personnel administration, in consultation with the superintendent and other state agencies that administer programs of publicly funded child care. Prohibits provider organizations from calling strikes and from interfering with, intimidating, restraining, coercing or discriminating against a family child care provider because the family child care provider joins or refuses to join a provider organization. Provides that the state also is subject to the latter prohibition.
Bill text: http://www.leginfo.ca.gov/pub/11-12/bill/asm/ab_0101-0150/ab_101_bill_20110920_enrolled.pdf
Governor's veto message: http://gov.ca.gov/docs/AB_101_Veto_Message.pdf
Title: A.B. 101
Source: www.leginfo.ca.gov
| |
| IL | Signed into law 08/2011 | P-12 | Requires that if an Annual Financial Report resulting from a mandated audit reflects a deficit, the district must, within 30 days after acceptance of such audit report, submit a deficit reduction plan.
Makes legislative findings relative to the need for financial oversight panels. Creates the Financial Oversight Panel Law of the School Code. Allows a school district (other than the Chicago school district) to petition the state board of education for the establishment of a Financial Oversight Panel for the district, and allows the state board to establish a Financial Oversight Panel without a petition from a district. Requires the Financial Oversight Panel, the school board and the district superintendent or chief executive officer to develop goals and objectives to help the district obtain financial stability. Contains provisions concerning duties of the district; members and meetings of a Panel; powers of a Panel; deposits and investments; and cash and bank accounts. Permits a Panel to employ a chief executive officer, a chief educational officer, a chief fiscal officer, a superintendent (who must be under the direction of the Panel or the chief executive officer employed by the Panel and must have all of the statutorily-assigned powers and duties of a school district superintendent and such other duties as may be assigned by the Panel), and a chief school business official. Permits a Panel, in its discretion, to remove the local board-appointed or -elected treasurer and appoint a new treasurer. Authorizes a Panel to negotiate collective bargaining agreements with the district's employees. Upon a Panel's direction, requires a district to reorganize the district's financial accounts, management, and budgetary systems in a manner consistent with state board rules to remedy the conditions that led the Panel to be created, to achieve greater financial responsibility and to reduce financial inefficiency. Permits a Panel to prepare and file a proposal for emergency financial assistance for the school district and for the Panel's operations budget. Permits a district to receive both a loan and a grant. Provides that if a district is unable after 3 attempts to secure short-term financing, a Panel, with state superintendent approval, must have the same power as a district to issue tax anticipation warrants, issue tax anticipation notes, issue revenue anticipation certificates or notes, issue general state aid anticipation certificates, and establish and utilize lines of credit. Authorizes certain actions if a Panel is unable to secure short-term borrowing. Requires a Panel to annually submit to the state superintendent a report that includes the audited financial statement for the preceding fiscal year, an approved financial plan and a statement of the major steps necessary to accomplish the objectives of the financial plan. Authorizes the state superintendent to require a separate audit of the Panel. Specifies that a district must render such services to and permit the use of its facilities and resources by the Panel at no charge, and permits any state agency or district to render such services to the Panel as may be requested by the Panel. Requires a Panel to be abolished 10 years after its creation. Permits the state board to abolish a panel at any time after 3 years if no obligations of the Panel are outstanding and the financial need for the Panel no longer exists. Establishes provisions for return of power to local board if financial need for the Panel no longer exists but the Panel has outstanding financial obligations.
Creates special provisions for districts subject to the authority of a Financial Oversight Panel in terms of tax levy procedures. Makes certain employees of a Financial Oversight Panel who are not superintendents or certified school business officials participants in the Illinois Municipal Retirement Fund. Provides that if the Financial Oversight Panel is unable to pay the required employer contributions to the fund, then the school districts served must make payment of required contributions. Permits monies from the School District Emergency Financial Assistance Fund to be used to provide technical assistance or consultation to Financial Oversight Panels that petition for emergency financial assistance grants. Establishes provisions related to payment of emergency state financial assistance loans by Financial Oversight Panels. Provides an emergency financial assistance loan to the Panel or district must not be considered part of the calculation of a district's debt for purposes of limitation.
http://www.ilga.gov/legislation/publicacts/97/PDF/097-0429.pdf
Title: S.B. 2149
Source: www.ilga.gov
| |
| IN | Signed into law 07/2011 | P-12 | Indiana has recently enacted comprehensive collective bargaining reform for public education employees under Public Law 48-2011; and the legislation has substantially limited the nature and relationship of collective bargainin contracts to wages and wage-related benefits. Indiana school corporation contracts shall not exceed two years in duration and cannot force a school corporation to deficit spend. The Indiana Education Employment Relations Board is charged with the regulatory authority over the implementation of this new law. The Indiana Education Employment Relations Board consists of a chairperson, two board members and limited staff to implement this comprehensive reform effort. The Indiana Department of Education has extensive legal, regulatory and policy staff available to directly support Indiana Education Employment Relations Board in the implementation of this landmark legislation. The State Superintendent of Public Instruction is charged with the general supervision of public education and is the designated director of the Indiana Department of Education. The Indiana Department of Education has extensive legal and fiscal responsibilities related to the proper implementation of collect bargaining reform that can be more effectively and efficiently utilized with the direct oversight and leadership of the Indiana Education Employment Relations Board by the State Superintendent of Public Instruction.
NOW, THEREFORE, I, Mitchell E. Daniels, Jr., virtue of the authority vested in me as Governor of the State of Indiana, do hereby order that:
1) To further the goal of implementing the collective bargaining reform legislation, the three members of the Indiana Education Employment Relations Board who are appointed by and serve at the pleasure of the Governor, shall report to the Superintendent of Public Instruction and administer the agency in compliance with such policies and procedures as may be established by the Superintendent.
2) This Executive Order shall expire upon the enactment of legislation by the General Assembly to codify the measures described in this Executive Order.
Title: E.O. 11-07
Source: http://www.in.gov/gov/files/EO_11-07.pdf
| |
| MI | Signed into law 07/2011 | P-12 | From Legislative Staff Summary - Amends the public employment relations Act to prohibit decisions about the following subjects from being included in collective bargaining between a public school employer and a representative of its employees: (1) Teacher placement; (2) Policies for personnel decisions made when an employer eliminates a position, or recalls or hires after a position has been eliminated; (3) An employer's performance evaluation system; (4) A policy for discharging or disciplining employees subject to the tenure law, and the discharge or discipline of an individual employee; (5) Classroom observation; (6) A performance-based method of compensation; and (7) Parental notification of ineffective teachers. http://www.legislature.mi.gov/documents/2011-2012/publicact/htm/2011-PA-0103.htm
Title: H.B. 4628
Source: http://www.legislature.mi.gov
| |
| RI | Signed into law 07/2011 | P-12 | Notwithstanding other provisions, requires that the power and duty to enter into collective bargaining agreements be vested in the
chief executive officer of the municipality and not in the school committee. Gives the elected school committees of each city, town, or regional school district, or the chief executive officer of any municipality having an appointed school committee, the power to bind their successors and successor committees by entering into contracts of employment in the exercise of their governmental functions. Addresses other particulars.
http://www.rilin.state.ri.us/PublicLaws/law11/law11265.htm
Title: S.B. 1062
Source: http://www.rilin.state.ri.us
| |
| IL | Signed into law 06/2011 | P-12 | Provides the following changes take place if and only if S.B. 7 as passed by the 97th General Assembly becomes law:
Provides that, with respect to the list of permissive subjects of bargaining between an educational employer whose territorial boundaries are coterminous with those of a city having a population in excess of 500,000 and an exclusive representative of its employees, decisions to determine length of the work and school day and length of the work and school year apply only to the Chicago school district.
Provides neither the Board nor any appointed mediator or fact-finder has jurisdiction over a collective bargaining dispute or impasse. Requires that, in the event of an impasse, the board post both parties' offers on its Web site. Provides that all members of Chicago's exclusive bargaining representative at the time of a strike authorization vote must be eligible to vote;
http://www.ilga.gov/legislation/publicacts/97/PDF/097-0007.pdf
Title: H.B. 1197
Source: www.ilga.gov
| |
| IL | Signed into law 06/2011 | P-12 | Amends the Illinois Educational Labor Relations Act. Specifies that Chicago collective bargaining agreements may address decisions to determine the length of the work and school day and length of the work and school year. Page 97 of 111: http://www.ilga.gov/legislation/publicacts/97/PDF/097-0008.pdf
Title: S.B. 7 - Length of School Day and Year in Collective Bargaining Agreements
Source: www.ilga.gov
| |
| IL | Signed into law 06/2011 | P-12 | Specifies that certain existing impasse procedures do not apply to Chicago Public Schools. Directs the Illinois Educational Labor Relations Board to invoke mediation if parties engaged in collective bargaining do not reach an agreement within 45 days of the start of the school year (previously was 15 days before start of school year). Adds new impasse provisions (which do not apply to Chicago Public Schools), relative to declaring an impasse during the mediation process. Also creates new provisions for Chicago that require the parties, if they fail to reach an agreement after a reasonable period of mediation, to submit the dispute to fact-finding, which must follow a specified process. Provides that if the dispute is not settled within 75 days after the the fact-finding panel is appointed, the fact-finding panel must issue a private report to the parties that contains advisory findings of fact and recommended terms of settlement for all disputed issues and that sets forth a rationale for each recommendation.
Applies to all districts in the state: Specifies that certain costs outside of fact-finding and mediation must be borne by the party incurring them. Provides that if an educational employer or exclusive bargaining
representative refuses to participate in mediation or fact finding when required by statute, the refusal must be deemed a refusal to bargain in good faith. Adds to conditions that must be met for educational employees to strike: if an impasse was declared, at least 14 days have elapsed after the mediator has made public the final offers; if fact-finding was invoked, at least 30 days have elapsed after a fact-finding report has been released for public information; for Chicago, at least 3/4 of all bargaining unit members have voted to authorize the strike; and for all districts, the collective bargaining agreement either has expired or has been terminated (previously only expired agreements were recognized under this provision). Applies to Chicago: Repeals 105 ILCS 5/34-85b, which provided that the provisions of Adminstrative Review Law applied to and governed all proceedings instituted for the judicial review by either the employee, teacher, principal or the board of final administrative decisions of the hearing officer.
Pages 98-111 of 111: http://www.ilga.gov/legislation/publicacts/97/PDF/097-0008.pdf
Title: S.B. 7 - Impasse, Mediation, Fact-Finding, Strikes
Source: www.ilga.gov
| |
| MI | Signed into law 06/2011 | P-12 | Amends sections of the Public Employee Relations Act (PERA) to address public employee pay increases without a contract. Provides that after the expiration date of a collective bargaining agreement ("CBA") and until a successor CBA is in place, a public employer must pay and provide wages and benefits at levels and amounts that are no greater than those in effect on the expiration date of the CBA (including increases that would result from wage step increases). Requires employees who receive health, dental, vision, prescription, or other insurance benefits under a CBA to pay any increased cost of maintaining those benefits that occurs after the expiration date of the CBA. Permits a public employer to make payroll deductions necessary to pay the increased costs of maintaining those benefits. Provides that the parties to a CBA may not agree to, and an arbitration panel may not order, any retroactive wage or benefit levels or amounts that are greater than those in effect on the expiration date of the CBA (with the exception that for a CBA that expired before the effective date of this legislation, wages and benefits are limited to the levels and amounts in effect on the effective date of this legislation). http://www.legislature.mi.gov/documents/2011-2012/publicact/pdf/2011-PA-0054.pdf
Title: H.B. 4152
Source: http://www.legislature.mi.gov
| |
| OH | Signed into law 06/2011 | P-12 | Provides that the employees of a conversion community school sponsored by the Cleveland board of education will cease to be subject to any future collective bargaining agreement if the mayor submits to the board of education sponsoring the school and to the state employment relations board a statement requesting that all employees of the community school be removed from a collective bargaining unit. Provides that the employees of the community school who are covered by a collective bargaining agreement in effect when the mayor submits the statement must remain subject to that collective bargaining agreement
until the agreement expires on its terms. Upon expiration of that collective bargaining agreement, the employees of that school are not subject to Chapter 4117 of the Revised Code and may not organize or collectively bargain pursuant to that chapter. Page 229 of 1000: http://www.legislature.state.oh.us/BillText129/129_HB_153_EN_part2.pdf
Title: H.B. 153 - Collective Bargaining at Cleveland Board-Sponsored Community School
Source: www.legislature.state.oh.us
| |
| TN | Signed into law 06/2011 | P-12 | Deletes the Education Professional Negotiations Act and replaces it wtih the "Professional Educators
Collaborative Conferencing Act of 2011." Requires the development of a training program in the principles and techniques of interest-based collaborative problem-solving for use in collaborative conferencing. Requires any training program to be implemented, as appropriate, within each local education agency no later than July 1, 2012. Requires any and all bargaining being conducted pursuant to the Education Professional Negotiations Act on the effective date of this act to be suspended indefinitely. No collaborative conferencing pursuant to this part may be conducted by a local board of education until the training developed under this part has been implemented within the local education agency.
http://www.capitol.tn.gov/Bills/107/CCRReports/CC0001.pdf
Title: S.B. 113
Source: http://www.capitol.tn.gov/
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| OK | Signed into law 05/2011 | P-12 | Requires the Oklahoma State System of Higher Education to adopt a policy for each institution in the system that has a teacher education program to require equal access for statewide professional educators' associations to students enrolled in the programs. The policy should prohibit programs, faculty and employees from denying associations the same access to students that other associations receive. This will include setting up informational tables at student meetings, speaking at student meetings, distributing information in mail boxes or through the e-mail system of the institution, using institution meeting rooms during nonworking hours, posting information on bulletin boards and using printing services for the institution.
http://webserver1.lsb.state.ok.us/cf/2011-12%20ENR/hB/HB1854%20ENR.DOC
Title: H.B. 1854
Source: http://webserver1.lsb.state.ok.us
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| IN | Signed into law 04/2011 | P-12 | Extends the use of temporary teacher contracts to hiring for positions funded by grants outside the school funding formula. Provides that wage payment arrangements may not contain terms beyond those permitted to be bargained. Provides that the statutory procedures for refusing to continue or canceling a teacher contract may not be modified by a collective bargaining agreement (agreement). Limits the number of teachers the exclusive representative may appoint to serve on statutory or locally created district wide and school wide committees of a school corporation. Provides that an agreement may not include provisions that limit a school employer's ability to restructure schools that do not meet federal or state accountability standards, or that limit a school employer's ability to enter into programs that offer postsecondary credit or dual credits to students. Provides that an agreement may not extend beyond December 31 of the year at the end of a state budget biennium. Prohibits certain subjects from being bargained collectively, and provides that prohibited subjects and items that lead to deficit financing may not be included in an agreement. Removes certain items from the list of discussion subjects between a school employer and an exclusive representative. Provides that collective bargaining begins before August 1 in the first year of the state budget biennium. Provides that if a complaint that is filed alleging an unfair practice concerning a subject of discussion is found to be frivolous, the complaining party is liable for costs and attorney's fees. Modifies the meditation process. Establishes a process for factfinding. Expands the purposes for which money in the capital projects fund may be used. Repeals provisions concerning minimum salary and salary increments for teachers, the definition of ''submission date", and a provision allowing the statutory procedures for refusing to continue or canceling a teacher contract to be modified by an agreement, certain provisions concerning mediation and factfinding, and makes conforming changes to related sections.
http://www.in.gov/legislative/bills/2011/SE/SE0575.1.html
Title: S.B. 575
Source: http://www.in.gov
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| ID | Signed into law 03/2011 | P-12 | Section 33-515 states that it is the intent of the legislature that after January 31, 2011, no new employment contract between a school district and a certificated employee shall result in the vesting of tenure, continued expectations of employment or property rights in an employment relationship. Therefore, no board of trustees has the authority to enter into any renewable contract with any certificated or other employee hired by such district, except as specifically addressed by section 33-515 and 33-514 (3), Idaho Code. For any certificated employees already holding renewable contract status with a district as of January 31, 2011, the employees have the right to the continued automatic renewal of that employee's employment contract. For those employees not grandfathered in, there are two categories of annual contracts. A category A contract is a limited -year contract for certificated personnel in the first or greater years of continuous employment with the same district. A category B contract is a limited 2-year contract that may be offered at the sole discretion of the board of trustees who may choose to add an additional year to such a contract upon the expiration of the first year, resulting in a new 2-year contract. For employees whose contracts will not -- at the board's discretion -- be renewed, notice must be provided to the employee in writing by July 1. Employees must be given, upon request, the opportunity for an informal review of such a decision by the board of trustees. Provides other provisions relating to reductions in force; and to provisions relating to contract negotiations and establishing contracts. Part 2 of 3 part Children Come First legislation.
http://legislature.idaho.gov/legislation/2011/S1108.pdf
Title: S.B. 1108
Source: http://legislature.idaho.gov/
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| MI | Signed into law 03/2011 | P-12 | Amends the Public Employment Relations Act to do the following:
-- Require a new collective bargaining agreement between a public employer and public employees to include a provision allowing an emergency manager to reject, modify, or terminate the agreement.
-- State that the provision required by the bill would be a prohibited subject of bargaining.
-- Specify that collective bargaining agreements could be rejected, modified, or terminated pursuant to the Local Government and School District Fiscal Accountability Act.
-- Provide that the public employment relations Act would not confer a right to bargain that would infringe on the exercise of powers under the proposed Act.
-- Exempt a local government from collective bargaining requirements during the term of a consent agreement entered into under the proposed Act.
http://www.legislature.mi.gov/documents/2011-2012/publicact/htm/2011-PA-0009.htm
Title: S.B. 158
Source: http://www.legislature.mi.gov
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| OH | Signed into law 03/2011 | P-12
Postsec. | From bill summary:
--Community schools (charter schools): Prohibits employees of community schools from collectively bargaining, except for conversion community schools. Allows the governing authority of a conversion community school to opt out of collectively bargaining with the community school's employees.
--"Management-level employees" at state institutions of higher education: Adds faculty who participate in the governance of a state institution of higher education, who are involved in personnel decisions, selection or review of administrators, planning and use of physical resources, budget preparation, and determination of education policies related to admissions, curriculum, subject matter, and methods of instruction and research to those employees who are considered management level employees, potentially making more people management level employees and ineligible to collectively bargain.
--Rights of public employees, including strikes: Removes continuation, modification or deletion of an existing collective bargaining agreement from the subject of collective bargaining. Removes a provision granting specific authority to public school employees to collectively bargain for health care benefits. Prohibits public employees from striking. Allows a public employer to enjoin a strike. Requires the public employer to deduct from the compensation of a striking employee an amount equal to twice the employee's daily rate of pay for each day or part thereof that the employee engaged in a strike. Provides that an employee that strikes in violation of an injunction can be fined no more than $1,000 or imprisoned for no longer than 30 days.
--Bargaining units and exclusive representatives: Changes the time limitations within which the State Employment Relations Board must act upon a request for recognition. Allows the Board to determine appropriate units, remove classifications from a bargaining unit, or hold an election regardless of an agreement or a memorandum of understanding granting nonexclusive recognition. Removes the provision prohibiting the appeal of a decision of the Board that determines the appropriate bargaining unit.
--Subjects for collective bargaining: Makes the following inappropriate subjects for collective bargaining: (1) employer-paid contributions to any of the five public employee retirement systems; (2) health care benefits for which the employer is required to pay more than 85% of the cost; (3) the privatization of a public employer's services or contracting out of the public employer's work; (4) the number of employees required to be on duty or employed in any department, division or facility of the public employer. Permits public employers to not bargain on any subject reserved to the management and direction of the governmental unit, even if the subject affects wages, hours, and terms and conditions of employment. Prohibits an existing provision of a collective bargaining agreement that was modified, renewed or extended that does not concern wages, hours, and terms and conditions from being a mandatory subject of collective bargaining. Allows the public employer to do any of the following, unless the public employer specifically agrees otherwise in an express written provision of a collective bargaining agreement: (1) Hire, discharge, transfer, suspend or discipline employees; (2) Determine the number of persons required to be employed or laid off; (3) Determine the qualifications of employees; (4) Determine the starting and quitting time and the number of hours to be worked by its employees; (5) Make any and all reasonable rules and regulations; (6) Determine the work assignments of its employees; (7) Determine the basis for selection, retention, and promotion of employees; (8) Determine the type of equipment used and the sequence of work processes; (9) Determine the making of technological alterations by revising either process or equipment or both; (10) Determine work standards and the quality and quantity of work to be produced; (11) Select and locate buildings and other facilities; (12) Establish, expand, transfer, or consolidate work processes and facilities; (13) Transfer or subcontract work; (14) Consolidate, merge, or otherwise transfer any or all of its facilities, property, processes, or work with or to any other municipal corporation or entity or effect or change in any respect the legal status, management, or responsibility of such property, facilities, processes, or work; (15) Terminate or eliminate all or any part of its work or facilities.
--Collective bargaining agreement provisions and approval: Prohibits a collective bargaining agreement from prohibiting a public employer that is in a state of fiscal emergency from serving a written notice to terminate, modify, or negotiate the agreement. Prohibits a collective bargaining agreement from prohibiting a public employer that is in a state of fiscal watch from serving a written notice to modify a collective bargaining agreement so that salary or benefit increases, or both, are suspended. Prohibits a collective bargaining agreement from prohibiting a public employer from entering into a contract with another public or private sector entity to privatize the public employer's services or the contracting out of the public employer's work. Prohibits a collective bargaining agreement from containing a provision that does any of the following: (1) Limits a public employer in determining the number of employees it employs or has working at any time, in any facility, building, classroom, on any work shift, or on any piece of equipment or vehicle; (2) Provides for the public employer to pay any portion of a public employee's state pension contributions or payments; (3) Provides for an hourly overtime payment rate that exceeds the overtime rate required by the federal Fair Labor Standards Act; (4) Requires the public employer to adhere to, follow, or continue any practices or benefits not specifically set forth in the specific written provisions of the agreement. Prohibits a collective bargaining agreement from containing certain provisions regarding the deferred retirement option plan. Prohibits a collective bargaining agreement from containing any provision that allows accrual of leave credits in excess of the following: (1) 6 weeks annually of paid vacation prior to 20 years of service; (2) 12 paid holidays annually; (3) 3 paid personal days annually. Prohibits a collective bargaining agreement from containing a provision for the exchange or sell-back of a public employee.s accumulated paid sick leave balance at the public employee.s final retirement or death that provides for a cash payment that exceeds 50% of the public employee.s total sick leave accumulations and for accumulated sick leave in excess of 1,000 hours. Prohibits a public employer from agreeing to a provision in a collective bargaining agreement that requires the public employer, when a reduction in force is necessary, to use employee length of service as the only factor when making layoffs. Prohibits a public employer from agreeing to a provision in a collective bargaining agreement that requires the employer to pay more than 85% of the cost paid for benefits. Requires the parties to consider, when determining the ability of the employer to pay for any terms, only the financial status of the employer at the time period surrounding the negotiations and the employer's inability to pay for those terms. Prohibits the parties from considering, when determining the ability of the employer to pay for any terms, any potential future increase in the income of the public employer that would only be possible by the employer raising revenue, including, but not limited to, passing a levy or a bond issue, or the employer's ability to sell assets.
--Conflicting provisions of agreements: Makes laws pertaining to the provision of health care benefits to public employees prevail over conflicting collective bargaining agreements.
--School districts, educational service centers, community schools, and STEM schools: Prohibits a public employer that is a school district, educational service center, community school, or STEM school from entering into a collective bargaining agreement that (from Section 4117.081): (1) Requires the public employer to employ a minimum number of total personnel or any category of personnel; (2) Restricts the authority of the public employer or a district or service center superintendent to assign personnel to school buildings or restricts the authority of a building principal to designate the responsibilities and workloads of personnel assigned to the building; (3) Establishes a maximum number of students who may be assigned to a classroom or teacher; (4) Prohibits the public employer from making reductions in teachers or nonteaching employees for any applicable reason specified in statute or in a policy adopted under statute; (5) Restricts the authority of the public employer, when making personnel reductions, to determine the order of layoffs; (6) Restricts the authority of the public employer to acquire noneducational services from another public or private entity through competitive bidding; (7) Restricts the authority of the public employer to acquire any
products, programs, or services per statute; (8) Otherwise relinquishes, impairs, or restricts the managerial rights and responsibilities of the public employer. Requires collective bargaining agreements between such an education-related public employer and public employees to comply with all applicable state or local laws or ordinances regarding wages, hours, and terms and conditions of employment, unless the conflicting provision establishes benefits that are less than provided in the law or ordinance.
--Dispute resolution procedures, strikes, and unfair labor practices: Revises collective bargaining dispute resolution procedures. Requires the employer and the State Employment Relations Board to post in a conspicuous location on the web site maintained by the board and the employer the terms of the last collective bargaining agreements offered by the employer and the exclusive representative at specific times. Revises the factors that a person or group administering an alternate dispute resolution procedure must take into account. If either party rejects a fact finding panel's recommendations, permits the public
employer to implement, in whole or in part, any of those recommendations that have been approved by the appropriate legislative authority. Removes the mandatory final offer settlement conciliation procedure for public employees who do not have the right to strike. Requires a public employer to report certain information about compensation paid to public employees under a collective bargaining agreement. Specifies that expressions of views, opinions, and arguments are not unfair labor practices, and cannot be used as evidence of such, without a threat. Revises what constitutes an unfair labor practice. Revises the procedures for hearing an unfair labor practice complaint. Repeals the provision requiring the Public Employee Collective Bargaining Law to be liberally construed.
--Public employee pay: Does away with salary schedules and replaces with salary "ranges." Requires performance-based pay for teachers and nonteaching school employees. Requires a school board to measure performance by considering the level of license the teacher holds, whether the teacher is a "highly qualified teacher," the value-added measure the board uses to determine the performance of the students assigned to the teacher's classroom, the results of the teacher's performance evaluations or peer reviews (see Section 3317.13).
--Public employee benefits: Caps vacation leave at 7.7 hours per biweekly pay period. Reduces sick leave accrual for most public employees from 4.6 hours to 3.1 hours per biweekly pay period. Limits public employer contributions toward health care benefit costs to 85%. Requires health care benefits provided to management level employees to be the same as any health care benefits provided to other employees of the same public employer. Requires boards of education to adopt policies to provide leave with pay for school employees not covered by a collective bargaining agreement, and abolishes statutorily provided leave for teachers and nonteaching school employees. Abolishes continuing contracts for teachers, except for those continuing contracts in existence prior to the effective date of the bill and revises the law relating to limited contracts. Prohibits a public employer from paying employee contributions to the five public employee retirement systems. Requires health care benefits provided through a jointly administered trust fund to be the same as the health care benefits provided to other public employees.
Reduction in force: Prohibits a school district financial planning and supervision commission from using seniority as the only factor when making reductions in nonteaching employees. Prohibits a public employer from violating Ohio or federal civil rights law when conducting a reduction in force.
Bill text: http://www.legislature.state.oh.us/BillText129/129_SB_5_EN_N.pdf
Bill summary: http://www.lsc.state.oh.us/analyses129/s0005-rs-129.pdf
Title: S.B. 5 - Collective Bargaining, Strikes, Dispute Resolution Section
Source: www.legislature.state.oh.us
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| UT | To governor 03/2011 | P-12 | Prohibits a local school board from granting paid association leave for an employee to perform an employee association or union duty. Permits a local board to grant paid association leave for an employee to perform an association or union duty if (1) the duty will directly benefit the school district, including representing the school district's licensed educators on specified boards or committees, or at certain workshops or meetings, (2) the duty does not include political activity, and (3) the local board ensures compliance with specified policies.
Requires reimbursement to a school district of the costs for an employee, including benefits, for the time that an employee is on unpaid association leave, or participating in a paid association leave activity that does not provide a direct benefit to the school district. Provides that for a district that allowed association leave prior to January 2011, the district may allow up to 10 days of association leave before requiring a reimbursement. Provides that such reimbursement may be made by an employee, association or union. http://le.utah.gov/~2011/bills/hbillenr/hb0183.pdf
Title: H.B. 183
Source: le.utah.gov
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| UT | Signed into law 03/2011 | P-12 | Requires that an employer promptly cease or commence a union dues wage deduction upon the written request of the employee. States that an employee's request to cease a union dues wage deduction may not be conditioned on the labor organization's advance notice or consent. States that a labor organization is not liable to an employee for any claim, service or benefit that is available only to a member of the organization if the employee requests cessation of union dues wage deductions. Provides an employee may join a labor organization or terminate membership at any time, and that restrictions may not be placed on the time that an employee may join or terminate membership with a labor organization. States that the rights described in this bill cannot be waived.
http://le.utah.gov/~2011/bills/sbillenr/sb0206.pdf
Title: S.B. 206
Source: le.utah.gov
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| WI | Signed into law 03/2011 | P-12
Postsec. | Prohibits bargaining collectively with a collective bargaining unit containing a general municipal employee with respect to any factor or condition of employment except wages. http://legis.wisconsin.gov/2011/data/acts/11Act10.pdf Wages would include only total base wages and would exclude any other compensation, including, but not limited to, overtime, premium pay, merit pay, performance pay, supplemental compensation, pay schedules, and automatic pay progressions. Unless approved by referendum as described below, prohibits any increase in base wages that exceeds the total base wages for authorized positions 180 days before the expiration of the previous collective bargaining agreement by a greater percentage than the increase in the consumer price index. Unless approved by referendum as described below, prohibit any increase in base wages that exceeds the total base wages for authorized positions 180 days before the expiration of the previous collective bargaining agreement by a greater percentage than the increase in the consumer price index. Provides that, if a local governmental unit (this includes technical college districts, local cultural arts district, or any other political subdivision of the state) wishes to increase the total base wages of its general municipal employees in an amount that exceeds these CPI limits, the governing body of the local governmental unit must adopt a resolution to that effect. The resolution must specify the amount by which the proposed total base wages increase will exceed the CPI limit. The resolution may not take effect unless it is approved in a referendum called for that purpose. The referendum must occur in November for collective bargaining agreements that begin the following January 1. The results of a referendum apply to the total base wages only in the next collective bargaining agreement. These referendum provisions would also apply to elementary and secondary school
districts, except that the referendum would occur in April for collective bargaining agreements that begin in July of that year. For state employees, a statewide referendum would be required, but there is no specification of the timing of the referendum or the required ballot language. Provide that no local governmental unit, or any school district, except as provided under the Municipal Employment Relations Act (MERA), may collectively bargain with its employees. If a local governmental unit has in effect, on the effective date of the bill, an ordinance or resolution that is inconsistent with this requirement, the ordinance or resolution would not apply and may not be enforced. Each local governmental unit that is collectively bargaining with its employees would be required to determine the maximum total base wages expenditure that is subject to collective bargaining under the provisions of the bill. Expressly prohibits strikes. Repeals collective bargaining for the University of Wisconsin System. For more details, see page 39+ of the following: http://legis.wisconsin.gov/lfb/2011-13Bills/2011_03_10_WILeg_CC.pdf
Beginning on January 1, 2012, except as otherwise provided in a collective bargaining agreement, an employer may not offer a health
care coverage plan to its employees if the employer pays more than 88 percent of the average premium cost of plans offered in any tier with the lowest employee premium cost under this subsection. Some provisions distinguish between public safety employees (firefighters, police) and general municipal employees (includes teachers). Limits negotiated agreements to one year and specifies that they are subject to renegotiation (was four years).
Teachers are considered municipal employees and municipal employees have the right to refrain from paying dues while remaining a member of a collective bargaining unit.
Full text: https://docs.legis.wisconsin.gov/2011/related/acts/10.pdf
Title: Act 10 (A.B. 11)
Source: http://legis.wisconsin.gov/2011/data/acts/11Act10.pdf
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| Teaching Quality--Unions/Collective Bargaining--Strikes |
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| Technology |
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| Technology--Devices/Software/Hardware |
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| Technology--Equitable Access |
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| Technology--Funding Issues |
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| Technology--Teacher/Faculty Training |
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| Textbooks and Open Source |
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| Urban--Change/Improvements |
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