In my last column, I used the term "labor peace" to describe the situation in New York state as schools were reopening and many of our members returned to work. As you may recall, I reported that nearly 85 percent of the educators in New York were headed back to school with labor agreements in place and that progress was being widely reported by locals still at the bargaining table.

Well, my use of the term "labor peace" and suggestion that it was a sign that unions and management were committed to settling their differences so they could work together toward the common goal of raising student achievement got a rise out of a few veteran unionists. They suggested that, in labor history, the phrase "labor peace" is usually a management term, indicating that, in many cases, the union had rolled over and agreed to management concessions with little or nothing in return.

I won't debate the term, but I won't back off from it either. The truth is, more and more of our members returned to work this month in an orderly, picket line-free fashion with their heads held high. And that's not just NYSUT's analysis. The state Public Employment Relations Board issued a report saying that, for the first time in four years, the number of contract impasses in New York's public schools was in decline (down 11.5 percent from 2006).

And, even in districts where impasse has been declared, there's a noticeable lack of rancor. In other words, the process of negotiations is working for most of our members.

No matter what you call it, that's good news — a reflection of educators' commitment to do the right thing for our students and their families.

Issues remain

Of course, it's not all copacetic on the labor front either. More than 430 contracts remain unsettled in districts across the state, meaning thousands of NYSUT members go to work each day not sure what the future holds for their jobs or their families. While we're optimistic about many of the negotiations, the bottom line remains that you still need signatures on that bottom line.

While PERB accurately reports a decline in contracts at impasse, there is no real way of reporting how employers who abuse the Taylor Law delay the road to a fair settlement. The Taylor Law, in many instances, has served the needs of labor, but it often provides unscrupulous employers an unfair advantage. They abuse the law by refusing to bargain in any meaningful way knowing that, despite their unfair activities, they will not face serious consequence. NYSUT and the AFL-CIO will continue to call for meaningful changes in the Taylor Law so that the playing field might finally be level for unions.

Too many of our sisters and brothers have been living with the reality of an unfair playing field for far too long. Our colleagues in Buffalo just entered their fourth year without an agreement. According to PERB, there are about a dozen other local unions that have been without contracts for at least three years; in fact, a small maintenance unit in Lawrence has been without an agreement for a shamefully unacceptable six years (Read related story).

In addition, the contract between the Professional Staff Congress and the City University of New York has recently expired, meaning members of PSC join those from United University Professions in working without a new contract in place.

As you might expect, salary is a central issue in most of the current negotiations. But it's far from the only issue. For our higher ed colleagues, academic freedom and the use — or, sometimes, misuse — of part-time faculty is on the table. And for our

K-12 locals, dealing with how best to allocate time during the school day is often a stumbling block to settlement.

Of course, what PERB calls the "800-pound gorilla" —health insurance — is a problem, facing just about every union and employer currently in bargaining. It's obvious that a state and federal solution is the only realistic answer to the health coverage crisis. (Read related story) But, until that occurs, escalating premium costs and an increasing number of retirees entitled to health benefits — as well as an upcoming change in how retiree benefits are reported — will remain a challenge to both sides, requiring creativity and solutions arrived at mutually.

Giving peace a chance

The number of contracts in place is not the only sign of increased collaboration. A 98 percent approval rate for school budgets and a historic increase in education aid was more proof that the public, and lawmakers, appreciate when cooperation trumps confrontation.

We're also seeing locals with a history of difficult negotiations come in with contracts.

Members of the Yonkers Federation of Teachers, under the leadership of Pat Puleo, are working under an agreement this year; not an insignificant feat considering its past. Likewise, one of the more contentious negotiations on Long Island, the three-year struggle in East Meadow, has ended with both the board of education and union membership ratifying a new contract just a few days ago. And, as of this writing, it's expected our local at Herkimer County BOCES will ratify a deal after a long contract battle.

What is most hopeful about the current state of labor is that discussions and agreements are more and more focusing on what's most important — our students. The quality of the education we provide is increasingly a factor considered in negotiations, alongside the traditional terms and conditions of employment.

For example, the Albany Public School Teachers Association settled its contract with creative language on instructional hours and professional development.

In Plainview-Old Bethpage, President Morty Rosenfeld and his team took bold steps to insist that the local's contract include reforms to help raise student achievement.

These examples, and others, show we have a shared responsibility to spend our resources in ways that demonstrate results and help students achieve. Our members make that commitment every day in the classroom and their leaders are making the same commitment at the bargaining table.