(The following letter to the residents of the Glen Cove City School District from the board of education was sent to the Record Pilot for publication.)

As many of you know, representatives of the board of education have been negotiating with representatives of the Glen Cove Teachers Association since the spring of 2002. The teachers' contract expired on June 30, 2002 and the terms of that contract have remained in full force and effect as required by the Taylor Law.

It is not accurate to say that the teachers are working without a contract. It is accurate to say that the parties have not as yet agreed to the terms of a successor contract.

With regard to the specific issues being negotiated, the board of education has offered a very fair package for settlement of the contract with the following components:

a four year contract term;

a fair salary increase plus adjustment to enhance the teachers' salary standing in the county;

one additional instructional day and one additional professional development day which brings us closer to the average teacher calendar in the county;

the equalization of the length of the teachers' day at the elementary, middle and high schools;

a 5 percent increase in the employees' health insurance contribution in exchange for the continuance of the district's payment of 85 percent in active service and retirement;

an enhanced dental plan for unit members;

the identification of small group extra help and other program initiative duties that may be performed during a teachers' professional period at the high school;

the establishment of a catastrophic sick leave bank based on an equal contribution of days from the teachers and the district and based on years of service;

an increase in the number of personal sick days that may be used by unit members for family illness;

the establishment of a new teacher mentoring program which will provide a stipend to senior teachers to assist more junior teachers in their professional development;

the institution of a newly developed and more relevant teacher observation and evaluation system.

These key items have been discussed at length by the parties. However, on Thursday, Feb. 6 the GCTA declared an impasse in collective bargaining which now requires the appointment of a labor mediator. The board will endeavor to keep the community apprised as the process continues. Additionally, the district is willing to continue the negotiations process until a settlement is reached.

Vito Abbondandolo

President

Board of Education