Release Time on the Taxpayer’s Dime
All over the country, American workers are subsidizing unions with tax dollars.
In St. Charles, IL, a teacher is paid $141,105 not to teach. In Philadelphia, “ghost employees” who don’t do work for the state collect benefits from the state. In Kalamazoo, MI a former teacher is collecting a government pension of $85,903 a year even though he didn’t teach his last 14 years, but instead worked as a union employee.
Called “release time,” or “official time” at the federal level, it’s a practice that allows public employees to conduct union business during working hours without loss of pay. These activities include negotiating contracts, lobbying, processing grievances, and attending union meetings and conferences.
According to Trey Kovacs, a policy analyst at the Competitive Enterprise Institute, this racket has cost the federal government about $1 billion since 1998. Between 2008 and 2011, the fraud has increased from 2.9 million hours at a cost of $121 million to 3.4 million hours at a cost of $155 million.
School boards, which frequently consist of members bought and paid for by the teachers unions, are particularly guilty of this crime against the taxpayer. In CA, where the California Teachers Association wields great power, the situation is particularly egregious. Typically this scam is written into collective bargaining contracts and comes in different flavors. Sometimes the school district will pay for the cost of a sub if the teacher/union employee needs to do work for the union. In Los Angeles, page 6 of the teacher contract states that the United Teachers of Los Angeles “may request the release of designated employees from their regular duties with no loss of pay for the purpose of attending to UTLA matters, with the expense of the substitute or replacement to be borne by UTLA.”
Sounds fair, right? But it’s not.
The substitute invariably makes a lot less than the teacher/union employee and the taxpayer is sucking up the difference in pay. The teacher is also racking up pension time, (which is taxpayer-subsidized), while doing union work. And of course the students lose out by having frequent subs, who often are nothing more than placeholders.
In other districts, the union gets a completely free pass. Page 15 of Orange County’s Fountain Valley School District contract reads, “The Association (union) President or designee may utilize one (1) day per week for Association business. The District shall bear the cost of the substitutes.” So a classroom teacher of 15 years, who doubles as union president, makes an $89,731 yearly salary, or $485 a day. The taxpayer is also paying $100 a day for a sub which brings the total to $585 for one day of union business per week. Repeated over the 38 week teaching year, the taxpayer is on the hook for $22,230. And that amount does not include the thousands of dollars the employer (ultimately the taxpayer) has to pay for contributions to the teacher/union leader’s retirement fund, health benefits, unemployment insurance and workers compensation.
With over a thousand school districts in the state doing business like Los Angeles and Fountain Valley, we are talking about serious larceny.
Not everyone has rolled over and accepted this criminal arrangement. Jim Gibson, a former Marine Corps Captain who had sat on the Vista Unified School District board for 13 years, was outraged at the fraudulent set-up and decided to act. He initiated a lawsuit against the Vista Teachers Association in 2011, using a section of the California education code to make his case:
The governing board of a school district shall grant to any employee, upon request, a leave of absence without loss of compensation for the purpose of enabling the employee to serve as an elected officer of any local school district public employee organization, or any statewide or national public employee organization with which the local organization is affiliated.
… Following the school district’s payment of the employee for the leave of absence, the school district shall be reimbursed by the employee organization of which the employee is an elected officer for all compensation paid the employee on account of the leave. Reimbursement by the employee organization shall be made within 10 days after its receipt of the school district’s certification of payment of compensation to the employee. (Emphasis added.)
Gibson and the school district won the case. All monies paid to do union business were ordered to be repaid by the union to the district. This ruling should have had ramifications statewide, but clearly it hasn’t. And things won’t change until enough citizens rise up and put an end to it.
What can be done?
One way to stop the criminal practice of taxpayer-supported “release time” would be to open collective bargaining negotiations to the public. That kind of sunlight would go a long way toward disinfecting wounds inflicted by unions and compliant school board members.
More than anything, citizens need to get involved. Examine the part of your local teacher union contract that is headed Organizational Security, Association Rights or (Name of local union) Rights. Ask your local school board president how the district deals with this policy. Go to school board meetings and ask questions about the contract wording and ask for verification that that district actually lives up to the contract. Talk to your friends, family, neighbors and your kid’s teacher. Talk to the media if necessary.
If we the people don’t care enough to stop it, union orchestrated taxpayer theft will go on unabated.
Larry Sand, a former classroom teacher, is the president of the non-profit California Teachers Empowerment Network – a non-partisan, non-political group dedicated to providing teachers and the general public with reliable and balanced information about professional affiliations and positions on educational issues. The views presented here are strictly his own.