Jack Longmate, Session 174915, Building Professionalism Through Improved Employment Conditions, TESOL Standing Committee on Employment Issues (EIC)

1. TESOL Standing Committee on Employment Issues (EIC) Building Professionalism Through Improved Employment Conditions 03/23/10 [Project Name]

2. Richard Bailey , Chair, 2010-11 Steve Hanchey , Chair, 2008-09 Jack Longmate , Chair, 2009-10 Suchada Nimmannit Carmen Roman-Murray Karen Stanley Frank Cosco Kara MacDonald Ali Fuad Salvi EIC Members

5. Elliot’s Plenary at TESOL 2006 in Tampa, Turning 40, A Midlife Crisis for the Profession?

6. (From e-mail of February 22, 2010 to Richard Bailey, Jack Longmate, and Yilin Sun): The first plank of TESOL President-Elect Brock Brady’s platform is: Improving professional recognition and respect

7. A first step in improving professional recognition and respect from others is granting it to one another.

8. A first step in improving professional recognition and respect from others is granting it to one another, as individuals and as a profession.

9. Does teaching ESL offer a career?

10. (T)he brilliant growth has to be view in terms of the numbers of trained and experienced ESL teachers who give up the field because of the instability they see for themselves by staying in TESL: the low pay and low status, infrequent cost of living of adjustments, etc. Is there any reason to rejoice when twenty new people come into the field if ten or fifteen have just given it up?

11. From an e-mail listserv: “ If teachers of ESL stuck together instead of stabbing each other in the back, conditions would improve for all… It’s a matter of dignity, a concept sadly lacking in much of the ESL community.” L. Peters (qtd by Longmate, “The ESOL teacher training industry: Friend or foe?” TESOL Matters , Oct/Nov 1998. p. 21)

12. A finding of the 2008-09 EIC survey of 1,100 TESOL members:

13. A finding of the 2008-09 EIC survey of 1,100 TESOL members: 63.4% of the respondents reported that when they transferred to a new employer, their prior ESL teaching experience was not recognized nor credited on their new employer’s salary scale.

14. A finding of the 2008-09 EIC survey of 1,100 TESOL members: 63.4% of the respondents reported that when they transferred to a new employer, their prior ESL teaching experience was not recognized nor credited on their new employer’s salary scale. We fear that this fact may be reflective of a lack of a professional ethic throughout the field.

15. Consider the case of San Francisco Institute of English (SFIE) teachers who stood up for themselves in March 2008:

16. From: http://www.iww.org/en/node/4009

17. From: http://www.iww.org/en/node/4009

18. From: http://www.viewpoints.com/San-Francisco-Institute-of-English-San-Francisco-CA-reviews?tab=details

19. From: http://www.viewpoints.com/San-Francisco-Institute-of-English-San-Francisco-CA-review-0067

20. From: http://www.viewpoints.com/San-Francisco-Institute-of-English-San-Francisco-CA-review-0067 Administrators earning more than $100,000

21. From: http://www.viewpoints.com/San-Francisco-Institute-of-English-San-Francisco-CA-review-0067 Administrators earning more than $100,000 ESL teachers earning $18,000

22. Consider now the case of ESL teachers who organized themselves in the competitive ESL marketplace of Vancouver, which has over 120 private ESL schools.

23. Consider now the case of ESL teachers who organized themselves in the competitive ESL marketplace of Vancouver, which has over 120 private ESL schools. Their union is now called the ETEA (Education and Training Employees’ Association).

24. The ETEA has become affiliated with a parent union, the Federation of Post-Secondary Educators (FPSE) of British Columbia.

25. The FPSE is the dominant provincial labor organization of public post-secondary educators, with over 10,000 members.

26. Federation of Post-Secondary Educators (FPSE) of British Columbia

27. Federation of Post-Secondary Educators (FPSE) of British Columbia Local 1 FA at Capilano U Local 2 Thompson River U. FA Local 3 FA of New Caledonia Local 4 Douglas College FA Local 5 FA at Kwantlen U Local 6 College of the Rockies FA Local 7 FA at Fraser Valley U Local 8 Malapina FA Local 9 FA at Okanagan C Local 10 Selkirk College FA Local 11 Academic Workers Local 12 Camosun College FA Local 15 Vancouver CC FA Local 16 North Island College FA Local 17 BC Open Univ. FA Local 19 Nicola Valley Local 21 Private Sector ETEA Local 22 Emily Carr Univ Local 14 Langara FA

28. Federation of Post-Secondary Educators (FPSE) of British Columbia Local 1 FA at Capilano U Local 2 Thompson River U. FA Local 3 FA of New Caledonia Local 4 Douglas College FA Local 5 FA at Kwantlen U Local 6 College of the Rockies FA Local 7 FA at Fraser Valley U Local 8 Malapina FA Local 9 FA at Okanagan C Local 10 Selkirk College FA Local 11 Academic Workers Local 12 Camosun College FA Local 15 Vancouver CC FA Local 16 North Island College FA Local 17 BC Open Univ. FA Local 19 Nicola Valley Local 21 Private Sector ETEA Local 22 Emily Carr Univ Local 14 Langara FA

30. From: http://www.youtube.com/watch?v=w3af_G6om_0

31. FPSE Local 21 Education and Training Employees’ Association (ETEA)

32. FPSE Local 21 Education and Training Employees’ Association (ETEA) Local 1 International Language School of Canada Local 2 Language Studies Canada Local 3 Pacific Language Institute

33. ETEA Local 2 From: http://www.fpse.ca/news/fpse-news/first-agreement-private-language-school-fpse%E2%80%99s-organizing-strategy-work

34. ETEA Local 2 From: http://www.fpse.ca/news/fpse-news/first-agreement-private-language-school-fpse%E2%80%99s-organizing-strategy-work A unanimous vote

35. From: http://www.newswire.ca/en/releases/archive/June2009/03/c2658.html ETEA Local 3

36. Over 90% From: http://www.newswire.ca/en/releases/archive/June2009/03/c2658.html ETEA Local 3

37. Consider the working conditions bargained by ETEA Local 1:

38. Highlights of Vancouver’s International Language School of Canada, ETEA Local 1, Agreement – March 2009 Length of Agreement Five years, Jan 1, 2009 – Dec 31, 2014 Salary: $50,000 annual Signing Bonus: 3% signing bonus paid out within 90 days after ratification Wage increases: 0% 1st year, followed by 2% - 2.5% - 2.5% - 3% Retirement: Tax-sheltered retirement savings plans: employer will match up to 1% of gross wages to $500 max annually. ($500 is 1% of a FT teacher’s gross wages. In the fifth year, the $500 maximum is removed and it is a straight 1% thereafter. Adding wages and RRSPs = approximately 0% - 3% - 3.5% - 3.5% - 4%) Parental/Pregnancy Leave: Employees will continue to be paid as if at work for the first 2 weeks of leave to cover waiting period before federal support begins Parental Leaves Those on parental leave may now extend the leave for a third year.; Professional Development: 10 days will be provided annually for teachers to apply to take PD opportunities. Teachers apply and are chosen based on seniority. Preference given to those who have not applied before. Professional Development expenses: Employer will pay 50% of costs for approved education or upgrading. Education or upgrading taken as the result of the employer’s request will be covered at 100% with no loss of pay; Copyright: Language protects materials produced by teachers. Stewards Support: Shop stewards will now attend all discipline meetings Bereavement leave 5 days for spouse, child parent, sibling (up from 3); Class size Class cap is 14, but employer has ability to increase classes from 14 to 15 in low season or 16 in high summer season if necessary for classes in the regular program.

39. Highlights of Vancouver’s International Language School of Canada, ETEA Local 1, Agreement – March 2009 Note: At the beginning of the negotiations, the employer wished to reduce wages and working conditions, but Local 1’s +90% strike vote and its filing of a 72-hour strike notice brought real bargaining to a head. Length of Agreement Five years, Jan 1, 2009 – Dec 31, 2014 Salary: $50,000 annual Signing Bonus: 3% signing bonus paid out within 90 days after ratification Wage increases: 0% 1st year, followed by 2% - 2.5% - 2.5% - 3% Retirement: Tax-sheltered retirement savings plans: employer will match up to 1% of gross wages to $500 max annually. ($500 is 1% of a FT teacher’s gross wages. In the fifth year, the $500 maximum is removed and it is a straight 1% thereafter. Adding wages and RRSPs = approximately 0% - 3% - 3.5% - 3.5% - 4%) Parental/Pregnancy Leave: Employees will continue to be paid as if at work for the first 2 weeks of leave to cover waiting period before federal support begins Parental Leaves Those on parental leave may now extend the leave for a third year.; Professional Development: 10 days will be provided annually for teachers to apply to take PD opportunities. Teachers apply and are chosen based on seniority. Preference given to those who have not applied before. Professional Development expenses: Employer will pay 50% of costs for approved education or upgrading. Education or upgrading taken as the result of the employer’s request will be covered at 100% with no loss of pay; Copyright: Language protects materials produced by teachers. Stewards Support: Shop stewards will now attend all discipline meetings Bereavement leave 5 days for spouse, child parent, sibling (up from 3); Class size Class cap is 14, but employer has ability to increase classes from 14 to 15 in low season or 16 in high summer season if necessary for classes in the regular program.

40. Highlights of Vancouver’s International Language School of Canada, ETEA Local 1, Agreement – March 2009 Length of Agreement Five years, Jan 1, 2009 – Dec 31, 2014 Salary: $50,000 annual Signing Bonus: 3% signing bonus paid out within 90 days after ratification Wage increases: 0% 1st year, followed by 2% - 2.5% - 2.5% - 3% Retirement: Tax-sheltered retirement savings plans: employer will match up to 1% of gross wages to $500 max annually. ($500 is 1% of a FT teacher’s gross wages. In the fifth year, the $500 maximum is removed and it is a straight 1% thereafter. Adding wages and RRSPs = approximately 0% - 3% - 3.5% - 3.5% - 4%) Parental/Pregnancy Leave: Employees will continue to be paid as if at work for the first 2 weeks of leave to cover waiting period before federal support begins Parental Leaves Those on parental leave may now extend the leave for a third year.; Professional Development: 10 days will be provided annually for teachers to apply to take PD opportunities. Teachers apply and are chosen based on seniority. Preference given to those who have not applied before. Professional Development expenses: Employer will pay 50% of costs for approved education or upgrading. Education or upgrading taken as the result of the employer’s request will be covered at 100% with no loss of pay; Copyright: Language protects materials produced by teachers. Stewards Support: Shop stewards will now attend all discipline meetings Bereavement leave 5 days for spouse, child parent, sibling (up from 3); Class size Class cap is 14, but employer has ability to increase classes from 14 to 15 in low season or 16 in high summer season if necessary for classes in the regular program.

41. Can unionizing ESL teachers promote professionalism?

44. From: http://www.eteaunion.org/?page_id=24 Chris Frederick

45. ESL teachers are survivors. But it is time to wake up, combine our small, misunderstood voices, turn up the volume, and be heard! It is time to organize. Form unions. It’s easier than you think. Join the 300 other ESL teachers who have already done so. Have a look at our collective agreements and see the progress we have made. We have something to say. We are a core component to industry stability. Teacher needs are crucial to the continuing health and stability of the industry. Being an ESL teacher is an excellent career goal. It should be a destination, not a stepping-stone, a layover, or last resort. For that image to change we need more respect, money, benefits, and job security. The industry will have to belly up to the bar and loosen the purse strings. We will have a voice in any emerging industry regulations. Period. Organize a union now! (The above was authored by Chris Frederick of the ETEA Organizing Committee) From: http://www.eteaunion.org/?page_id=24