Monona Public Library Hosts Breast Cancer Programs Supporting Survivors and How to Talk to Children about Cancer

The Monona Public Library, 2010 Wisconsin Library of the Year, invites the public for a free two-part program from 6 p.m. to 8:30 p.m. on Oct. 6 at the library, 1000 Nichols Road, Monona.

Talking to Children: What if Mom, Dad, or Grandma Has Cancer? runs from 6 p.m. to 7:15 p.m. and focuses on resources and tips for discussing cancer with children from preschool age through young teens. This program is open to all and targeted to day care providers and parents or caregivers who have cancer or who have another family member with cancer. Continuing education credits are available.

Someone You Know Has Cancer: What Can You Do? follows from 7:30 to 8:30 p.m. This discussion and question and answer session brings together cancer survivors and representatives from local breast cancer programs. There will be refreshments and door prize drawings featuring a Grand Prize donated by The Boston Store and additional certificates by many local retailers.

This program is scheduled during National Breast Cancer Awareness Month and highlights the library’s Susan G. Komen for the Cure Special Collection of breast health and cancer treatment materials. The collection is funded by a Susan G. Komen for the Cure-Madison grant. The books, DVDs and other materials in the collection are housed at the Monona Public Library and available for checkout through all 52 libraries in the South Central Library System. Call the library at 608-222-6127 for additional details.

The Monona Public Library, Wisconsin 2010 Library of the Year, is a member of the South Central Library System and a LINK member library providing access to nearly 3 million items representing 790,000 different titles. The library is operated by the City of Monona to serve its community and the residents of the South Central Library System, which includes Dane, Columbia, Green, Portage, Adams, Sauk and Wood counties. For information, visit http://www.mononalibrary.org/.

A Couple of Fall Festivals in the District:

I love just about everything autumnal. The colors, the crisp air, the school supply shopping, the massive collective death of mosquitoes, not feeling like the entire interior of my house has been coated in the rubber cement-like sheen of humidity. I especially love the many fall events that take place when people get off their Jet-skis, put away the lawnmower, rinse off the chlorine and get down to business.

The deadline for registration for the 28th Annual Monona Grove Businessmen's Association Chili Cook-off is this Friday, September 17th. The event itself will be held at 10am on October 2nd at the AmericInn, 101 West Broadway. For more information click here.

And there's more than just chili... Lioness Raffle and Bake Sale, Classic Car Show, Pony and Horse Rides, Face Painting, Live Music by Chameleon (Classic Rock), Food (Chili, Chili Dogs, Hotdogs, Brats and Snacks), Beer, Soft Drinks, Bottled Water, Babcock Hall Ice Cream

After the chili cook-off, stop by on October 2nd for the annual Cottage Grove PTO Fall Festival. The Festival, a long-time community favorite and phenomenal fundraiser for our kids and community schools, will be held at Taylor Prairie from 10 am - 4 pm.

Taken from Cottage Grove Elementary PTO President Jennifer Pickel's blog:

"There will be games, food, a silent auction and, back by popular demand - a raffle. There will also be a Silly String Corral where kids and teachers will be able to have a good-natured silly string fight! The Monona Grove football players will be running a football toss game and the Monona Grove Pom Squad will be painting faces from 12-3. The EMS team will also be on sight to do some community education! New this year will be themed baskets created by each classroom. These baskets will be available at the Fall Festival, so be sure to come on over and check them out!!This year, the Cottage Grove PTO will continue it's campaign to raise money for Smart Boards. Please mark your calendars and join us for this fantastic event!! See you then!!"

The Cottage Grove PTO has already provided numerous Smart Boards to our schools through their wonderful fundraising. Thank you for all that you do!

Please plan on attending the Monona Family Fall Festival on September 26th at Winnequah Park from 2 to 5pm. This will be the third year that the Monona Family Attraction and Retention Committee has organized this event and it has steadily grown in both size and popularity. I am particularly excited that this year we will be having free hand-led pony rides throughout the park! Who doesn't love a pony ride?


The Festival will begin at 2pm sharp at the M.Y. Dream Park for a pumpkin scavenger hunt. Don't be late or you will miss out on all the fun! Afterward plan to stay to enjoy many local vendors, music from Monona Public Library's Andy Nath and his band the Banned Wagon, storytelling by Monona Children's Librarian Karen Wendt, balloon animals, a petting zoo and fall crafts and games. We are also pleased to have Rutabaga giving kayak rides on the lagoon this year. And back by popular demand: the alpacas from Forest Academy Alpacas! Check out the festival on our city website http://www.mymonona.com/ .

The rain location is the Monona Community Center, but we're not even going to think about the possibility of rain. Not gonna happen.

Negotiations With The MGEA

From http://www.mononagrove.org/

An Update from the Monona Grove Board of Education Regarding
Negotiations between the Monona Grove Education Association (MGEA)
and the Board (September 15, 2010)

When did current contract negotiations start?

Negotiations began with an exchange of initial proposals on February 17, 2009. The initial proposals of the Board of Education and the MGEA are linked here.

When did the current contract expire?

The collective bargaining agreement between the MG Board of Education and the MGEA expired on June 30, 2009. However, during “hiatus,” the period between expiration and agreement on a new contract, the terms of the most recent contract constituting mandatory subjects of bargaining and which do not specifically sunset by their own terms remain in effect. Mandatory subjects of bargaining are defined, generally, as those items which primarily impact wages, hours, and conditions of employment.

Are teacher salaries “frozen” during this “hiatus” period?

No. Although the applicable salary schedule is subject to change only through negotiations, teachers receive increased pay in accordance with that schedule for each year of teaching experience in the District and attainment of professional development, both of which provide for increased salary during the contractual “hiatus.”

What is meant by “working to contract?”

Teachers voted in May, 2010, to “work to contract” in an effort to bring pressure on the Board of Education to settle the negotiations. “Working to contract,” in contrast to engaging in a “strike” which remains illegal for public school teachers in Wisconsin under most circumstances, means that teachers engage in concerted activity to perform only mandatory duties associated with their respective positions. Generally, teachers refuse to participate in voluntary activities such as extra committee work. In addition, they may decide not to attend student concerts or athletic events to support their colleagues and students unless assigned to do so.

Many teachers are paid additives to coach various athletic teams or advise student clubs. These kinds of activities continue because teachers are under contract and paid specifically for this work. Also, teachers’ presence at school open houses and at monthly staff meetings is required under the terms of the collective bargaining agreement. Job descriptions, Board policies, rules and regulations, faculty handbooks, student handbooks, evaluation criteria, past practices regarding expectations of duties in the District, among other things, all assist in determining the difference between mandatory and voluntary duties.

The decision by the teachers to “work to contract” is by no means a universal union strategy;
in fact, it is our understanding that teachers and other represented employees in the majority of districts do not elect to engage in such activities.

How do these negotiations work?

After the exchange of proposals occurs at a public meeting, negotiations sessions are closed. The MGEA is represented in these sessions by their bargaining team of teachers and their attorney. The School Board is represented by the Superintendent and the Board’s attorney.

Meetings are scheduled according to the ability and willingness of members of both bargaining teams to meet. When agreement has been reached on all proposals, which may include some proposals being dropped, the final agreement is approved by the MG Board of Education and by the MGEA.

If no agreement is reached, a mediator may be called in to help with the negotiations. If the mediator is unable to help both parties reach agreement, either party may file a petition for arbitration. The mediator now becomes an investigator who continues to work with the parties to reach settlement. If settlement is not reached, the investigator will conclude that impasse has been reached and will certify a final offer from each party. These final offers will then be submitted to the Wisconsin Employment Relations Commission (WERC). A list of arbitrators is generated by the WERC, and each side alternatively strikes names from the list until one remains. That arbitrator will schedule an arbitration hearing, read briefs submitted by attorneys from both sides, and issue a decision. The decision will be to accept one party’s proposal in full. There is no combining of features from each.

Where are we in the process?

A number of meetings have been held since February, 2009, and tentative agreement has been reached on some items. However, the “big” items of base salary and post-employment benefits remain unsettled, along with some other issues. We began working with a mediator last March, and the School Board has now filed a petition for arbitration. While some issues may still be resolved, we basically await the request for and certification of final offers, the selection of an arbitrator, and the hearing date.

Why don’t School Board members participate in negotiations sessions?

Board Policy 185 and Board Rule 185 describe a standing Negotiations Committee, to be composed of no more than three Board members and no community members. Previous Boards have expressed a willingness to participate if the MGEA would agree to use a consensus bargaining model. However, that model is not being used, and the Board at the time current negotiations began, in February, 2009, voted not to participate directly in the negotiations sessions. This could change for the next round of negotiations, which is currently scheduled to begin in February, 2011.

How much do teachers make? What benefits do they receive?

Teachers are paid a base salary determined by their years of experience as well as degrees and other college credits earned. Each year of experience moves a teacher up a step on the salary schedule, (see linked document; note this document shows the “effective” schedule, incorporating hiring stipends described below) and each twelve college credits earned or master’s degree or PhD moves teachers horizontally across lanes. Teachers are obligated to maintain their respective certifications through DPI requirements or negotiated requirements, depending upon the teacher’s licensure status.

As a result of negotiations for the 2007-2009 collective bargaining agreement, the “effective” salary schedule (see link) for teachers in the District reflects a stipend being added to all cells in all columns at Steps 1 through 5. Therefore, the actual starting salary of a newly hired teacher in the District, with a bachelor’s degree and no previous experience, is $31,400, and the actual starting salary of such a teacher with a master’s degree with no previous experience is $34,940.

Under current contract language, the District can give credit for up to three years of actual previous teaching experience to a newly hired teacher in the District. In other words, effective with newly hired teachers in the 2008-2009 school year, a teacher with a bachelor’s degree and three (or more) years of prior teaching experience is hired at Step 4, at a salary of $34,243.

The other substantial change which took place for all teachers with regard to the 2008-2009 salary schedule was the modification of the longevity provisions to include an experience increment raise for each year that the teacher continues to be employed in the District.

Note that the step and lane on which each teacher is placed on the schedule gives only the base salary for that teacher. Benefits paid by the District currently include full health insurance premiums and annual retirement contributions, including the employee share, to the Wisconsin Retirement System (WRS) equaling 11% of the teacher’s earnings, as well as District-paid dental insurance premiums of up to 100% depending upon the dental plan selected. The District also provides life insurance protection and long-term disability protection for teachers, as well as payment of the employer’s share of FICA/Medicare payroll taxes.

Teachers may earn additional pay for coaching, advising clubs, and directing various co-curricular activities, monitoring after-school detention centers, substituting for absent colleagues during prep periods, etc., in addition to the salaries quoted. Note that such activities are beyond the normal 7 ½ hour (excluding the 30 minute duty-free lunch) workday.

When all of the above is taken into account, the average teacher’s salary in the District in 2008-2009 was just over $49,000. The average teacher district-paid benefits for 2008-2009 totaled almost $21,000. The resulting total salary and benefit cost, on average, was slightly more than $70,000 per teacher in 2008-2009. These averages are taken from costing documents typically reviewed by the parties during negotiations.

What was the QEO? What has been the impact of its elimination?

The QEO, or Qualified Economic Offer, became law in 1993 as part of an attempt to control property tax increases. The idea was that the QEO could enable a school district to avoid arbitration on economic issues if, after attempting unsuccessfully to reach settlement, it offered its teachers a total salary and benefit package of at least 3.8% over the prior year. All existing fringe benefits were required to remain, and the employer’s percentage of contribution toward such fringe benefits had to stay the same. With the increase in health insurance costs, it was possible that a package increase of 3.8% could mean no salary increase, since health insurance costs had to be covered.

Teachers’ salary and benefit increases were never limited to the QEO. Rather, a district could impose this package settlement if it chose to do so. Many districts continued to negotiate package increases higher than the QEO rate of 3.8%.

In the current economic climate, the elimination of the QEO (effective with negotiations for the 2009-10 school year) has not led to higher settlements than while it was in existence. In fact, during the time the QEO was in effect, teachers’ bargaining units tended to view “imposition of the QEO” as punitive, tended to view the QEO 3.8% total package increase as a “floor” for settlement, and many settlements were higher than the 3.8% total package increase.

Did Monona Grove ever impose the QEO?

No. The MGEA and the Board have always reached voluntary settlements throughout the entire period that the QEO was in effect.

What are the sticking points in the current negotiations?

Post-employment benefits and the salary-benefit package are two big items on which there is no agreement. Current post-employment benefits for teachers include a payment of a stipend (Teacher Emeritus Program (TEP)) which is equal to a teacher’s highest annual salary and is paid out over a period of three years in equal installments. In addition to this and to the regular monthly pension benefit received by the teacher from WRS, full health insurance and the major share of the cost of dental insurance are paid by the District until the retired teacher reaches the age of 70. In the event of the death of the retiree prior to reaching the age of 70, the surviving spouse continues to be eligible for the District’s group health insurance coverage until the date the retiree would have reached age 70 at the retiree’s spouse expense.

The School Board’s current proposal for post-employment benefits is proposal #6 in the Initial Board of Education Proposals to the Monona Grove Education Association (linked here). There is no corresponding initial or counter-proposal from the MGEA; its position is to maintain the existing benefits described in the previous paragraph.

The School Board’s current salary and benefit package proposal (see link) is an increase of 3.90% for 2009-10 and 3.70% for 2010-11. The MGEA’s current total package proposal (seelink) is an increase of 5.35% for 2009-10 and 5.28% for 2010-11 and includes an average teacher salary increase of 4.21% for 2009-10 and 4.07% for 2010-11. These percentages reflect what’s known as “cast forward” costing and do not include the cost of horizontal lane movement on the salary schedule or the post-employment benefit costs of retirees.

Is the Board trying to alter the post-employment benefits for teachers who have already retired?

No. In fact, the current Board proposal preserves the current negotiated benefits for teachers employed during the 2008-2009 school year and within ten years of retirement.How do Monona Grove salaries and benefits compare with other school districts in the area?
Although the Board has attempted to engage the MGEA in a study which would lead to the restructuring of the salary schedule in such a fashion as to make the hiring rates more competitive with area school districts, the hiring stipend agreement has helped in that regard. The remainder of the current salary schedule structure is very competitive, especially the feature that allows teachers to receive salary increases for each year of experience without “maxing out” at the top of a schedule as teachers in many other area districts do. District-paid Wisconsin Retirement Systems (WRS) contributions, health, and dental insurance premium benefits are among the highest in the area. The post employment benefit is, by far, the highest in the area.

Monona Grove Board of Education

Please Get Out The Cottage Grove Community Playground Vote! It Will Probably Be The Easiest Vote You Cast All Year!

From an email from Deb Uschan:

With your dedication and support, we can make this happen! Plus, our new partner alliance "Win4Kids" will multiply our voting power! We have promised to vote for them and they have promised to vote for us. We'll draw more votes this way and we'll all improve our chances to win grants from Pepsi in September. Please continue to vote daily and text vote as well!

Click to Vote:

http://www.refresheverything.com/search/q="Bridgeport+Diocesan",+"Toledo+Boys+26+Girls+Club",+"heal+and+dream",+"Cottage+Grove",+"Playground+by+the+Sound+Committee",+"Livingston+Montana",+"Peter's+School+Eagle",+Autumnwood&ic=0&im=0

Vote for all projects listed on this screen Remember to support us all three ways:

1. Vote Online

2. Text Pepsi at 73774 with the CG KIDS' PARK code 100296 and then text on behalf of our partners too:
Playground by the Sound: 100542Children's Rainbow Retreat: 100864ASCS: 101491Imagination Station: 101137Adams 12 Five Star School District: 101867 St. Peter's School Eagle Scouts 100012Landon's Lookout 100024Autumnwood Care Center 100232

3. Vote via Facebook

Thank you for your enthusiastic support. Spread the word and get out the vote!!!
For more information,
visit the www.cgkidspark.org website.

Out Of The Car, Long-Hair!

I know that most parents think their children are the best, brightest and most beautiful, and of course, I am no exception. I like to brag about my kids. Especially when they doing something good, and not just cute-because-he's-only-seven-and-would-be-arrested-otherwise. My little guy (who recently became my middle guy) just had his hair cut after a three year hiatus. Avery decided to donate his hair to Locks of Love about three years ago, shortly after my aunt passed away from lung cancer after a lifetime of heavy smoking. Her death sparked a lengthy and likely terrifying discussion with my boys about the horrible habit of smoking. I did all the things that parents probably aren't supposed to do, including forcing my then seven- and four-year-old to watch web videos of bald chemo patients begging children to not start smoking as they had done. They cried along with the 35 year old smoker, Ben, who shared his good-byes to his young children from his hospital bed. They swore up and down they would never smoke. They had nightmares that witches and robbers were forcing them to smoke. I hope that all the consternation worked, although I'm not entirely sure it will. I remember being terrified that my dad was going to keel over any second because he smoked and was always slightly suspicious when he didn't immediately die whenever he lit a cigarette. Maybe that's why I started smoking myself while in high school. Maybe the siren song of the Salem Ultra-Light 100s was just too strong for me to resist (Could there be a worse first cigarette to smoke?). Maybe I was just too in love with the all-grown-up new sixteen year old me who was taking names and kickin' ass with a cigarette firmly in place. Maybe I was just that dumb. Who knows. I did a lot of inexplicable things when I was sixteen. And that's one of the reasons why I am so proud of my son Avery, who took my heavy-handed anti-smoking crusade and turned it into the opportunity to donate his hair to children with cancer. It hasn't been easy. He hates having his hair brushed. He really hates having people refer to him as a girl. Especially when we go to visit my parents every year in Gulf Shores, affectionately known as the Redneck Riviera, where apparently the dudes do not look like ladies. I will never forget this little girl at my parents' pool. She was, quite simply, aghast in her little Southern way when she saw Avery. "Mama! That girl doesn't have on her swimming top!" I said "No, it's okay. He's a boy. He just has long hair." She responded, indignant, "Mama! That boy's mama doesn't cut his hair!"

The stylists at the Ultimate Salon and Spa at 5713 Monona Drive give free hair cuts to people donating their hair to Locks of Love. Ask for Brynn!

And p.s. I quit smoking a long time ago.

Some Meetings...

The Monona Park and Recreation Board will meet tonight at 6pm in the Community Center.

We will be wrapping up our Parks and Open Spaces Discussion, as well as reviewing our 2010 and 2011 Operating and Capital budgets.

The Monona Grove Board of Education will meet on Wednesday, August 11th at 7pm in the District Board Room, Nichols Building.

The Board will hear an update from North American Mechanical, Inc. (NAMI) on the energy efficiency of Glacial Drumlin School. We will also continue discussion on the Nichols building appraisal. The Board also has the discussion and possible approval of non-represented staff compensation and collective bargaining agreement with educational paraprofessionals as unfinished business. New business includes a preview of Brenda Clark's Professional Development Presentation and changes to the student handbook and discipline procedures.

The Monona Family Attraction and Retention Committee meets this Thursday at City Hall at 6:30pm.

We will continue to organize this year's Fall Family Festival, scheduled for September 26th, 2 to 5 pm at Winnequah Park. I am so happy to report that Andy Nath, Monona resident, librarian and musician, will perform with his band, the Banned Wagon, at this year's festival. Yeay Andy! Thank you!!

Don't forget about school registration!

Please Take A Moment To Help Create A Community Built Playground In Cottage Grove!!

From a message from Chris Uschan:

A volunteer group in Cottage Grove is working hard to raise money to build a community-built playground (much like the "dream park" in Monona). Currently, there is a $25,000 grant available from the Pepsi Refresh Project. To get the grant, the submitted project must finish in the top 10.

Today we moved from position 163 to position 62. 100 spots in 1 day.

To help the earn the $25,000 grant, people must vote every day. You can vote once from each account you have.

Here's how:
1. ) Sign up to get daily reminders through the Cottage Grove Kids Park Facebook page: http://bit.ly/Join-CG-Park-on-FB
2. ) Text 100296 to Pepsi (73774)3. ) Vote online at http://www.refresheverything.com/cgkidspark*iphone users can search "cottage grove" at http://www.refresheverything.com/-- Vote once by using your Facebook account-- (then sign out), then by signing in with multiple email accountsYou can easily vote 2 to 4 times a day (Every Day).Hopefully, you can help make a difference.


Create a community-built dream playground in Cottage Grove, WI Pepsi Refresh Everything
www.refresheverything.com
Vote for the most refreshing ideas to win Pepsi Refresh Project grants for Neighborhoods