CWA and the Roswell Independent School District, Local 7070.


The parties began their negotiations on April 13, 2007.  The Employer
 brought in a private management consulting firm to negotiated the
 Agreement on their behalf.

Initially, the Employer presented regressive language that was driven
 not by the relatiohsip betweenteh parties but rather the desires of the
 consultant. After several sessions of discussions and convincing the
 Employer that their proposal had nothing to do with the relationship
 between the parties, they started to back off their initial stance.

As as result the parties begain to work on meaningful language.
 Highlings to thsoe negotiations include:

Grievance Procedure:   The procedure was expedited. Although the
 parties can still adress issues informally the process moves to the
 Superisntien after only two steps.

Sick Leake Pool:  The language was improved to permit employees who
 have not been previous participants in the pool to join on a delayed basis
 in the event they contract a serious illness.

Work Schedules: The Employer proposed language to more clearly identify
 rest break periods.  We suggested that they leave the language alone
 since there really was not problem but ultimately we agreed to allow the
 Employer to schedule rest breaks.

The Union was adamant about eliminating the MAT team language. The MAT
 team is a specialized crew of workers  specifically assigned to work in
 teams a schools. The  Employer was not complying with the Proess and
 we proposed to delete the team. We were successful in removing the
 langauge from the contract.

Movement of Personnel: The parties also expanded the langaue on
 reductions in force. 

Personnel Files:  We also improved language that provided the Union
 access to the Employer's working personnel files during the grievance
 process.

Safety:  Language on safety was improved to confirm the employee's
 right  to refuse to perform unsafe work and to have a Safety Officer review
 any unsafe work before employees were require to perform the work.

Wages The wage schedule was compressed from fifteen Steps to 11.
  Employees above the maximum of the schedule were red-circled and continue to
 get base wage increases for the term of their employment.  Wages were
 improved by five percent across the board. A bargaining unit position
 was upgraded in pay for the addtional duties performed.

The tentative agreement was submitted and ratified by the Employees on
 June 9, 2007.  TehUnion'sBargainignteam was composed of:  Raul Castro,
 Steward; Larry Yankee, Steward, Albert Cruz Steward, Rick Kuehnemund,
 Unit Director and Lawrence G. Sandoval Staff Rep.