The Evergreen Education Association: A History of Advocacy and Collective Bargaining
The Evergreen Education Association (EEA) stands as a significant example of teacher advocacy and the pursuit of fair labor practices in Washington State. Its history is marked by pivotal moments, including a landmark strike that reshaped the landscape of collective bargaining for educators. This article delves into the EEA's history, highlighting key events, influential figures, and the lasting impact of their actions.
The Genesis of Collective Bargaining in Washington Education
Prior to 1965, teachers in Washington's K-12 public schools lacked a statutory right to influence decisions regarding their working conditions. They were often regarded as "professionals" but had limited input, either individually or collectively, on their professional environment. Each teacher typically had a personal services contract outlining their one-year employment, assignment, and pay.
The passage of the "Professional Negotiation Act" in 1965 marked a turning point. This act allowed teachers, for the first time, to "meet and confer" with their districts regarding wages, hours, and other conditions of employment. However, the act had limitations, as it did not bind administrators to implement the outcomes of these discussions. When an impasse was reached, the resolution process often favored school boards, allowing them to unilaterally alter previously agreed-upon policies.
The Rise of Teacher Activism and the UniServ Program
As teachers sought to secure binding agreements, the Washington Education Association (WEA) played a crucial role in supporting their efforts. In the early 1970s, the WEA developed the UniServ (Unified Service) program, which provided on-site trained staff to assist local association leaders in advocacy, organizing, bargaining, and defending teacher rights. These UniServ staff members were change agents, inspiring and motivating teachers to stand up for themselves and advocate for a stronger voice in their work environment.
This period also saw a shift in the WEA's identity. Initially considered a "professional organization," the WEA began to act more like a union, sparking debate among its members. Older members, accustomed to viewing themselves as "professionals," were less inclined towards organizing tactics, while younger members were more willing to demand change. This division raised questions about how far local teachers would go to achieve their objectives and whether any local association would venture into uncharted territory by going on strike.
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The Aberdeen Strike: A Precedent-Setting Moment
In 1972, the Aberdeen Education Association (AEA) took a bold step by becoming the first teachers in Washington to go on strike. This action demonstrated the teachers' determination to have their voices heard in shaping their work environment and put school boards and administrators on notice that teachers were serious about influencing decisions that impacted education beyond their own classrooms.
The AEA, led by Mike Poitras, Harry Cartham, and Sharon Amos, presented a set of proposals to the district covering salary, class size reduction, health insurance, and planning time. However, the superintendent of the Aberdeen School District sought to replace teachers with non-certificated aides, leading to a breakdown in negotiations and a strike on May 11, 1972.
The Aberdeen School District sought an injunction to break the strike, but the teachers returned to work without a contract, committing to continued bargaining. The strike led Governor Dan Evans to appoint a Blue Ribbon Committee to resolve the conflict. Ultimately, pressure from the committee's findings, teachers, and the public resulted in an agreement between the district and the AEA. The strike was considered a success as it brought about the pressure needed to address the major issues in dispute.
The Landmark Evergreen Strike of 1973: A Fight for Fair Contracts
The Evergreen Education Association (EEA) strike in 1973 marked a pivotal moment in the history of teacher collective bargaining in Washington State. The EEA, representing teachers in the Evergreen School District near Vancouver, was on a collision course with the district due to the administration's treatment of teachers. A majority of EEA members were young teachers with less than five years of experience.
After months of unsuccessful negotiations, the EEA members overwhelmingly voted to strike on Mother's Day in May 1973. The district sought an injunction, but the EEA announced that the strike would continue until a satisfactory contract agreement was reached. Crisis Coordinator Dick Johnson and EEA President Fred Ensman were jailed for refusing to order teachers back to work. Vice President John Zavodsky, who assumed the duties of president, was also jailed for the same reason.
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In response, the EEA appointed Betty Colwell as interim president. The union decided that all teachers would surrender to Judge Langsdorf along with Betty Colwell. The next morning, EEA members met in a park across the street from the courthouse to join Colwell. Judge Langsdorf did not have jail space for everyone and chose not to jail Colwell. Frustrated, he ordered the District Board members to bargain in good faith.
Authentic negotiations got underway with the help of a federal mediator and staff from the Superintendent of Public Instruction's Office. A comprehensive collective bargaining agreement was reached after two weeks on strike. The contract included key victories such as smaller class sizes, more specialists, and planning time for teachers. For example, it dropped class sizes from an average of 41 students to the low 30s.
Johnson and Ensman remained in jail for 45 days, while Zavodsky was jailed for 43 days. Despite the hardships they faced, they were held in high regard for their commitment to achieving a contract and securing a real voice in their working conditions and professional environment.
The Legacy of the EEA Strike and the Educational Employment Relations Act
The Evergreen strike had a profound impact on collective bargaining for educators in Washington State. Soon after the Evergreen contract was settled, other districts began signing similar collective agreements with their teachers. In 1976, state lawmakers signed the Educational Employment Relations Act, enshrining collective bargaining rights for school employees. This act, which remains in effect today, was a direct result of the EEA strike and the numerous collectively bargained contracts that followed.
The EEA strike set a precedent for organizations across the state, demonstrating how far teachers were willing to go to achieve a quality, comprehensive collective bargaining agreement. It changed the way school management viewed teachers and made administrators think twice about the ramifications of a strike.
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Recent Challenges and Controversies
Despite its historical achievements, the EEA has faced recent challenges and controversies. In a recent strike, teachers in Vancouver, Washington, were forced to vote on a tentative agreement without receiving the details beforehand. The contract was approved by 94 percent, according to the EEA.
However, these actions elicited anger from teachers on social media, who felt pressured to vote "yes" without proper review of the agreement. Some teachers expressed concerns about potential bait-and-switch tactics and the impact on community support if the contract was rejected.
The new contract included cost-of-living increases of 6.6 percent in the first year and 5.8 percent in the second year, with a potential increase between 4.65 percent and 5.05 percent in the third year. However, these increases were seen as inadequate compared to real inflation rates.
Evergreen teachers also expressed concerns about the lack of additional support for special education programs, which are consistently understaffed and underfunded. While the district agreed to hire additional special education support teachers, the contract did not address the numerous vacant positions for paraprofessionals or classified support staff.
These recent events highlight the ongoing challenges faced by the EEA and its members in their pursuit of fair wages, reasonable class sizes, and adequate support for students and educators.
The WEA's Broader Impact on Education in Washington
The Washington Education Association (WEA), as the largest representative of public school employees in the state, has played a significant role in shaping the landscape of education in Washington. Founded in 1889 as the Washington State Teachers' Association, the WEA has been a voice for quality public education, reasonable class sizes, and professional pay and respect for educators.
Over the years, the WEA's efforts have resulted in several key advancements, including basic education requirements for teachers, the creation of teacher retirement plans, state contributions to school construction, paid sick leave, and the right for classified school employees to collectively bargain.
In more recent times, the WEA has continued to advocate for improved working conditions and student outcomes. In 2000, WEA members worked to win approval of Initiative 732, requiring annual cost-of-living increases for all public school employees. In 2003, the WEA held a "Day of Action" with rallies across the state, calling on lawmakers to respect voter-approved class size limits and educator cost-of-living increases.
The WEA has also been involved in legal battles over education funding. In 2004, delegates approved a special dues assessment to support a legal challenge that eventually led to the state Supreme Court's McCleary decision, a landmark ruling that affirmed the state's responsibility to fully fund basic education.
Collective Bargaining in Higher Education
In addition to its work in K-12 education, the WEA has also been involved in collective bargaining in higher education. In 2002, Washington State passed "enabling legislation" granting collective bargaining rights to faculty at the state's public four-year institutions of higher education.
Prior to this legislation, Eastern Washington University faculty and administrators had engaged in voluntary negotiations. In 1994, United Faculty of Eastern (UFE) was certified as their representative bargaining unit and negotiated their first contract.
After the enabling legislation was passed, the WEA funded a full-time higher education organizer to assist in organizing the regional colleges and universities. In 2006, faculty at The Evergreen State College voted in favor of UFE/UFWS as their exclusive bargaining representative.
The United Faculty of Evergreen (UFE) has since negotiated multiple collective bargaining agreements, advocating for faculty rights and working conditions. The UFE has also been involved in political actions, such as participating in rallies and testifying at the legislature, to support public education and social services.
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