ENSURING PERFORMANCE WITH

COLLECTIVE BARGAINING

We want our educators and administrators to be paid well - but not exorbitantly. We also need to ensure that the community is getting a good value for their money. When performance is low and friction and outrage with parents are high - educators and administrators deserve less.

WE DO NOT SUBSCRIBE TO THE NOTION THAT TEACHERS SHOULD ACTIVELY USE THEIR POSITIONS OF POWER AND INFLUENCE OVER OUR CHILDREN TO SHAPE THE VALUES AND PERSPECTIVES OF THE COMMUNITY. WE BELIEVE THIS TO BE A GROSS ABUSE OF POWER.

OUR PHILOSOPHY

In evaluating collective bargaining agreements, it is essential to prioritize agreements that align with objective student performance rather than solely focusing on financial considerations. "Real School Truth Chippewa Valley Schools Edition" recognizes the need for a balance between fair compensation for educators and administrators and ensuring that the community is investing in a high-quality education. We emphasize the importance of financial sustainability, advocating for teacher salaries and benefits that are reasonable and reflective of the economic climate in the community. Moreover, the website underscores the significance of teachers and administrators remaining attuned to the desires of the local community and parents, rather than subscribing to directives from external entities like the federal government or special interest groups. Our community decides the values of our community - not lawyers and threats of intimidation. Teachers and administrators wages should be negatively impacted for teachers and administrators who contribute to friction and outrage within the community. This proportional response to fostering divisive curriculum and policies is a consideration we must entertain in promoting an environment of collaboration and shared goals. Additionally, this website sheds light on the potential conflicts of interest posed by teacher unions contributing to board member campaigns, urging transparency and ethical conduct in the decision-making processes that shape the education system. When board members are so compromised that a conflict of interest cannot be avoided school boards should submit collective bargaining agreements as referendums for the community to vote on - no different than school levies.

CURRENT TEACHERS CONTRACT

Here you can find a copy of the collective bargaining agreement with our Teacher Unions and our analysis and recommendations.

CURRENT SUPPORT PERSONNEL CONTRACT

A copy of the Support Personnel collective bargaining agreement with our analysis

CURRENT ADMINISTRATORS CONTRACT

A copy of our Administrators collective bargaining agreement and our analysis

BUILDINGS AND OTHER EXPENDITURES

We discuss maintenance and new construction plans with our analysis and recommendations.

CONTACT US

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