Followup on New Longmeadow Town Bylaw….

In accordance with the new town bylaw 2-320, copies of the current “negotiated labor contracts” were deposited at Storrs Library. I spent time last Thursday at Storrs Library to determine what information could be found.

Here is a list of the current labor contracts that are available at Storrs Library...

Longmeadow Education Association
1. Unit A- 9/01/09 - 8/31/11
2. Unit B- 7/01/09 - 6/30/11
3. Unit D- 7/01/09 - 6/30/11
4. Unit E- 8/31/09 – 8/31/11
5. Unit F (educational assistants)- 9/01/09 - 8/31/11
6. Unit H (custodians)- 7/01/09 - 6/30/11

Longmeadow Organization of Clerical Workers
(full time clerical employees for Town Clerk, DPW, Police, etc.
7/01/05 – 6/30/08- contract has expired

Longmeadow Local 1903 Int’l Assn. of Fire Fighters
7/01/08 – 6/30/09- contract has expired

Longmeadow Int’l Brotherhood of Police Officers, Chapter 370
7/01/08 – 6/30/09- contract has expired

Longmeadow Police Supervisors
7/01/09 – 6/30/12

Longmeadow police officers, fire fighters and clerical workers have not completed collective bargaining contract negotiations with the town.

Longmeadow teachers, educational assistants and custodians as well as the Longmeadow Police Supervisors have existing contracts- each with a 0% COLA. All of the existing Longmeadow Teachers contracts expire during FY2011. For those who are interested, here is the Longmeadow teachers' salary structure including steps, education and longevity factors.

I did not read each of these contracts in their entirety but plan to do so at some time in the near future.

The current employment contracts for the Town Manager and School Superintendent which were of greatest interest to me were not included with the contracts at Storrs Library.

The new bylaw says “negotiated labor contracts” – which must have been narrowly interpreted so as to not include the TM and Superintendent’ contracts.

I have subsequently obtained copies of both contracts which are public documents and plan to share details and commentary in my next blog post.

Longmeadow Teachers Agree to 0% COLA

The Longmeadow School Committee and the Longmeadow Education Association have reached a two-year collective bargaining agreement that provides for a 0% COLA for FY2010 and FY2011. Below is the official press release....

"The Longmeadow School Committee and the Longmeadow Education Association are very pleased to announce that they have reached a two-year collective bargaining agreement with the Association’s approximately 285 teachers, counselors, and specialists. During the negotiations that resulted in this agreement, the Committee and the Association recognized the extraordinary financial challenges facing the District. Although we are in difficult financial times, we all kept our “eyes on the child” and reached an agreement that does not further stress our financial resources. The agreement, which the LEA ratified last week and the School Committee approved this evening, provides for zero percent cost of living adjustments (COLAs) in FY 2010 and 2011, permits a temporary reduction in professional development days over the two-year period, and goes through August 31, 2011. The Committee and the Association are pleased that we have reached an agreement especially at this critical budget time."

Now that this contract has been settled... will the other town employee collective bargaining units without contracts for FY2010 and FY2011 do the same and accept a 0% COLA?

As summarized in a recent post (Tough Times Ahead for Longmeadow- Part IV, 1/10/10) achieving a balanced FY2011 budget will be very difficult with a current projected budget deficit of over $2 million. This agreement to a 0% COLA for FY2010 and FY2011 provides significant financial relief to the town of Longmeadow and allows our town leaders to create a balanced FY2011 budget without the uncertainty of a teachers union collective bargaining agreement.

A large thank you to Longmeadow teachers!

Tough Times Ahead for Longmeadow- Part III

I attended the Tri-Board meeting last Monday night (11/30/09) and came away disappointed with the discussion that took place between our town leaders. It certainly wasn’t the meeting that I was expecting and left me feeling that this year’s approach to resolving difficult budget issues may not be much different from previous years.

I believe that there are some major planning and budgeting hurdles to overcome this year.

On the horizon there is a decision that will likely be made by town voters next June regarding the funding of new high school (Proposition 2½ “debt exclusion” override) and the possibility of a large budget operating deficit that will result in a significant reduction of town/ school services and/or the need for an Proposition 2½ “operational” override. At this latest Tri-Board meeting there was no clear budget strategy outlined as to how the town will successfully navigate these difficult times.

Given that our last Proposition 2½ override in Fall 2007 passed by only 5 votes with a 40% voter turnout… I believe in today’s financial world that the probability of passing two Proposition 2½ overrides by Longmeadow voters in a single year is very low.

There was much dialog about the gloomy state of town finances for the upcoming FY11 and FY12 budgets. Paul Pasterczyk, Longmeadow's Finance Director presented an overview of these budgets with projected deficits ~ $2.1 million in both FY11 and FY12.

These budget projections by Mr. Pasterczyk were made based upon the following assumptions:

• Level funding (not level services) for both schools and town departments.
• A 15% cut in state aid for FY11 vs. FY10
• COLAs for teachers, fire and police were not included since collective bargaining is still ongoing.
  Note: A negotiated 1% COLA for each of the contract years (FY09, FY10 and FY11) will add an additional $900K of annual spending to the FY11 and FY12 budgets.
• Step increases were included for teachers at $450K in FY11 and $900K in FY12.
• There was no change in capital funding of projects for FY11 and FY12 vs. FY10 ($681K) which is significantly lower than FY09.

As of November 30, the Operational Stabilization Fund (OSF) has $1.9 million (vs. $2.15 million as last reported in mid October). There is currently $0 in the Free Cash Fund.

The Select Board will spend time discussing the upcoming budget process at their meeting tomorrow night (December 7). The official FY11 budget planning process begins next with instructions from the Town Manager going to Town departments on December 15.

Let’s hope that town leaders start showing the necessary leadership to get us through these difficult times.

Tough Times Ahead for Longmeadow- Part II

Monday, November 30 is the next Longmeadow Tri-Board (Select Board, School Committee and Finance Committee) meeting during which serious dialog about the FY11 budget process will begin. Select Board chair Bobby Barkett stated at a recent SB meeting that this next Tri-Board meeting was likely to be “very contentious” because of the difficult financial issues facing the town and the likely need to make significant cuts in both town and school services in order to balance the FY11 budget. The difficulties in setting priorities for cutting town and school services presents some major challenges for our elected leaders.

In my previous post summarizing the Tri-Board’s first meeting on October 19, I highlighted some of the major financial issues facing the town of Longmeadow including the following….

• There are continuing significant reductions in state aid for the current FY10.


• The Longmeadow Teachers, Firefighters, Police and other town employee unions have not as yet settled contract negotiations for FY10 and beyond. Each 1% annual increase in COLA would be an additional $300,000 in annual budget costs. The current FY10 budget does not include any COLA provisions.
  
  
• Longmeadow faces a projected $2.1 million budget deficit in FY11 without consideration of the financial impact of current union contract negotiations.

As labor contract negotiations continue without agreement, significant budget uncertainties are created which makes the upcoming budget process even that much more difficult. Let me explain further….

• Assume that both unions agree to a 1% COLA adjustment for the current year and for each of the next two years.


• This COLA would add an additional $900,000 in additional operational costs to the FY10 (+$300,000) and FY11 (+$600,000) budgets.


• The total budget deficit (FY10 [adjusted] + FY11) that must be dealt with by the Tri-Board would balloon to $3,000,000.

The Town currently has very little free cash (appropriated most of it at the October 27 Special Town Meeting); there are monies in special purpose reserves funds (water/ sewer, CPA, etc.) and $2.2 million in the Operational Stabilization Fund (OSF) which is considered the “rainy day” account for funding special circumstances and events. According to Mark Barowsky- Finance Committee chairman, a portion of the money from the last successful Proposition 2½ override ($2.15 million- Fall 2007) was placed in this OSF account for use to maintain services for FY08 --> FY10 and beyond so it might be considered for possible use to help balance the FY11 budget.

Recent efforts led by Town Manager Robin Crosbie and Select Board member Mark Gold to identify new revenue sources ($>10K) which might help balance the FY11 and beyond budgets have not been highly successful and do not seem likely to significantly improve the FY11 revenue situation.

To make the financial crisis facing the Town even more difficult.... it is likely that taxpayers will be asked to vote at the Annual Town Meeting next April (and Town Elections in June) in favor of a Proposition 2½ “debt exclusion” override to fund the new High School project. The Massachusetts School Building Authority has recently approved Longmeadow’s new High School project –estimated at ~ $80+ million- and allowed it to move forward to the Schematic Design phase. It has been estimated by the Longmeadow School Building Committee that approval and passage of this project by town voters will add ~ $1 to the current mil rate which translates to ~ $300/year for a house assessed at $300,000 (~6% increase in annual taxes).

The Town can certainly decide to allocate a portion of the monies in the OSF to help balance the upcoming FY11 budget but not without other implications. If the Town uses a significant portion of the OSF to avoid major services reductions for the upcoming FY11, then there could be a large impact on our bond rating (lower rating --> increased interest costs) when we go forward with the new high school project unless the Town shows how it plans to meet growing budget shortfall in future years (FY2012 --> FY2015).

If one looks at Longmeadow’s annual budget for both school and town related services, you will see that the major component is employee salaries. Any significant reduction in budget spending via reduced town/ school services means employee layoffs. A previous post on LongmeadowBuzz blog asked teachers and other unions to consider a 0% COLA for FY10 as a good faith effort to help avoid/ minimize town employee layoffs.

I would not like to see headlines in the local newspapers….

followed by:

Given today’s financial reality for many town residents, it will be difficult for Longmeadow voters pass two large Proposition 2½ overrides come next spring. The last successful override in the Fall 2007 passed by only a small majority (6 votes with a 41% voter turnout). We need a new high school but we also need to maintain the quality of life and town related services that make Longmeadow a great place to live.

Let’s hope that both our town leaders can successfully navigate these turbulent financial waters.

Some Good News!

Press Release from Longmeadow Select Board

The Longmeadow Select Board voted at its meeting on October 19 to not move forward with Article 13 of the Special Town Meeting, concerning limits on employee work hours. Recent developments have fostered renewed optimism that scheduling issues can be resolved through the collective bargaining process.

Is the “24 hour shift” safety issue a “red herring”?

The first indications that contract negotiations between the Town of Longmeadow and the Firefighters Union were not going very well occurred at the Select Board Meeting on September 22. During the comments period at the beginning of the meeting, Robert Taylor, president of the local Firefighters Union read a strongly worded message charging the Town Manager and the Select Board of not acting in good faith during the ongoing collective bargaining process.

Then, there was the Public Forum on October 7 at Glenbrook Middle School regarding a proposed Special Town Meeting Warrant Article. At this forum the Select Board was seeking public input on the question of public employees working scheduled shifts of greater than 14 hours per day. I attended this public forum and found the discussion to be quite concerning and contentious. The Town Manager and Select Board argued that there were safety concerns for both town residents and firefighters with the move to a longer shift schedule. Firefighter representatives and other speakers argued that the move to a 24 hour shift schedule was being successfully used by 75% of the fire departments in Massachusetts and actually resulted in less sleep deprivation and safety issues as compared to the current shorter duration 10/14 hour shift schedules. Threats of additional lawsuits and additional town charter changes for self interest were made.

A statement made by one of the firefighters’ representatives at the forum confused me.

...The Select Board has already proposed a 24 hour work shift but with a longer work week. How can the Select Board now use the safety issue to argue against 24 hour shifts?

I walked away from the town forum with considerably less conviction about my previous support for the Select Board position. From the tone of the discussion it also sounded like this disagreement was going to be settled in the courts at the expense of us taxpayers. The most surprising thing was that this controversy involved a small group of 21 firefighters whose union in the past has almost been invisible to town residents.

In an effort to better understand this controversy, I spent some time last Saturday night at the Longmeadow Fire Station talking with John Dearborn- a long time firefighter about fire/ medical emergency coverage and long shifts. John convinced me that 2- 24 hour shifts can actually result in less sleep related problems than the current 2-10 hr + 2-14 hour shifts and that the system has built-in mechanisms to monitor fatigue and to adapt to long hours.

Below is a schematic outline of the current schedule….

[click to enlarge chart]

You can see from the above chart that on day 6 of a typical 8 day schedule, a firefighter will get only 10 hours time off between 2- 14 hour night shifts and that time off comes during the day which may make it difficult to get needed rest. John explained to me that going to a 24 hour shift schedule was simply running the 10 hr + 14 hr shifts back-to-back into a 24 hour shift.

A firefighter’s schedule seems a lot more complicated than what I was exposed to during my work career. Occasionally, I did work 24 hour shifts on plant coverage and in most cases it was without “house rest”. My work experience was in large part why I originally supported the Town Manager/ Select Board to change the Town Charter and block the move to 24 hour shift schedules because of safety related concerns.

John Dearborn also shared with me that all affected department members are in favor of the change to a 24 hour schedule.

Here is the red herring question…
Are there additional reasons other than safety for the Town Manager/ Select Board to block by extraordinary means (by changing the Town Charter) the move to a 24 hour shift schedule by the Longmeadow Fire Department?

Unless the Town Manager/ Select Board can provide stronger evidence for the safety related issues regarding longer work hours or identify other reasons, I would urge town voters to attend the upcoming Special Town Meeting on October 27 and vote NO on Article 13.

In addition, I would encourage both the Town Manager/ Select Board and Firefighters Union to return to the collective bargaining process where this type of issue should be resolved and not allow it to move to the courtroom wherein our taxpayer money would be spent in a less than desirable manner.