The Current Events, News, and Politics Thread
You have to be able to understand it in historical context. For example: you have to take in to consideration that the high growth in the ratio between the mid 1960s and the late 1990s was significantly influenced by the shift of women in to the workforce.
That makes absolute comparisons less useful than delta comparisons. For example, I wouldn't say that the 2012-03-01 number of 58.5 is "better" than the 1982-03-01 number of 58.1.
I would look more at the drop in the rate from peak to trough of business cycle or from "end of recession to X number of months out" if you want to compare different time frames.
[Edit: For reference, the EPR was 60.3 in 2009-02-01 having already fallen from 63.4 in 2006-12-01. From 2009-09-01 through 2012-03-01 it has bounced between 58.7 and 58.2.]
Last edited by Scrappy Jack; Apr 10, 2012 at 04:59 PM.
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Wow, that really gives a lot of information the more I look at it Scrappy. Thanks mang.
P.S. I'm not certain I understand Scrappy's system well enough to place any bets on it yet, Mg, so I'll politely decline for now.
P.S. I'm not certain I understand Scrappy's system well enough to place any bets on it yet, Mg, so I'll politely decline for now.
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Thread Starter
Joined: May 2005
Posts: 80,552
Total Cats: 4,368
From: Chantilly, VA
Q: How do you **** off a union?
A: Tell the public the truth: http://eagnews.org/wp-content/upload...-ad-2-2-12.pdf
A: Tell the public the truth: http://eagnews.org/wp-content/upload...-ad-2-2-12.pdf
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Thread Starter
Joined: May 2005
Posts: 80,552
Total Cats: 4,368
From: Chantilly, VA
Ramsey Teachers Association leaders have offered to
change their health insurance plan to "save money."
The only problem? They want 143% of the cost savings,
including a 3.22% raise now and a 6.25% raise next year.
What the Board of Ed. offered on 10/31/11:
• Change to state health benefits plan.
• Keep the 4.35% raise in 2010-2011—the one
the NJ Commissioner of Education declared
“null and void” because it violated state law.
• 2.5% aggregate salary increase in 2011-2012,
retroactive to 9/1/11, amounting to $520,000.
• 2.0% aggregate salary increase in 2012-2013,
amounting to $426,000.
• Add two steps to salary guide, so that future step
increases are moderated, thereby lessening costs.
• An annual stipend of up to $2,000 paid to teachers with
20 years experience and a master's degree.
How RTA leaders responded on 1/11/12:
• Agreed, if their salary demands are met.
• Agreed—they will keep their 2010-2011
increase (4.35%, or $865,000), but they
dispute the Commissioner's decision.
• They want a 3.22% increase, retroactive to
9/1/11, amounting to $660,000.
• They want a 6.25% increase in 2012-2013,
amounting to $1,340,000.
• They will add one step, if their salary
demands are met.
• Rejected.
RTA leaders' position: 4.35% + 3.22% + 6.25% = 4.61% average annual salary increase over three years
The BOE's offer: 4.35% + 2.50% + 2.00% = 2.95% average annual salary increase over three years
Average annual salary increase for Bergen County teacher contracts negotiated in 2011 was about 2.05%.
The BOE began negotiations with RTA leaders in January
2011. For 10 months, they refused to discuss any change to
insurance benefits. One year later, they will agree to such a
change, but only if they get their salary demands. District savings
would be about $1.4 million over this school year and
next, but RTA leaders are demanding about $2.0 million in
salary increases before they will switch insurance plans and fix
the salary guide. The BOE offered $1 million in salary increases
over the two-year period, or more than 71% of the insurance
savings we would achieve. They are demanding 143% of the
insurance savings.
In the past three years our district has lost over $5 million
in funding cuts. We can't raise property taxes to cover this revenue
loss: State law imposes a tax levy cap of 2%, which
translates into a potential annual tax revenue increase of about
$1 million. A new law requiring public employees to contribute
toward health insurance premiums will eventually add about
another $1 million in annual revenue, which helps. These
mandated contributions are not part of negotiations.
The only answer to the funding problem—if we
want to avoid layoffs, larger class sizes, and deterioration of
our facilities and educational programs—is to control personnel
costs. That means finding insurance alternatives that lower
cost but still provide employees with good benefits. It means
limiting salary increases. And it means being firm in our
resolve to do what's right for the district.
Other Bergen County school districts have reached
teacher settlements that recognize today's economic realities.
Most are already enrolled in lower-cost insurance programs,
and annual salary increases for their teachers have averaged
about 2.05%, according to an 11/23/11 NJSBA report. The
Ramsey BOE has asked RTA leadership to accept state health
benefits and fix the guide. We offered a salary incentive almost
a full percentage point above the county average.
We value tremendously our wonderful teaching staff. But
we don't have enough ongoing revenue to sustain the RTA
leadership's salary demands. We just can't do it and still maintain
the quality of the Ramsey school district. And we are firm
as a board in our majority support of the principles set forth in
this ad.
No taxpayer funds were used to pay for this ad. It was paid for by private contributions from eight of the nine sitting Ramsey School Board Trustees.
change their health insurance plan to "save money."
The only problem? They want 143% of the cost savings,
including a 3.22% raise now and a 6.25% raise next year.
What the Board of Ed. offered on 10/31/11:
• Change to state health benefits plan.
• Keep the 4.35% raise in 2010-2011—the one
the NJ Commissioner of Education declared
“null and void” because it violated state law.
• 2.5% aggregate salary increase in 2011-2012,
retroactive to 9/1/11, amounting to $520,000.
• 2.0% aggregate salary increase in 2012-2013,
amounting to $426,000.
• Add two steps to salary guide, so that future step
increases are moderated, thereby lessening costs.
• An annual stipend of up to $2,000 paid to teachers with
20 years experience and a master's degree.
How RTA leaders responded on 1/11/12:
• Agreed, if their salary demands are met.
• Agreed—they will keep their 2010-2011
increase (4.35%, or $865,000), but they
dispute the Commissioner's decision.
• They want a 3.22% increase, retroactive to
9/1/11, amounting to $660,000.
• They want a 6.25% increase in 2012-2013,
amounting to $1,340,000.
• They will add one step, if their salary
demands are met.
• Rejected.
RTA leaders' position: 4.35% + 3.22% + 6.25% = 4.61% average annual salary increase over three years
The BOE's offer: 4.35% + 2.50% + 2.00% = 2.95% average annual salary increase over three years
Average annual salary increase for Bergen County teacher contracts negotiated in 2011 was about 2.05%.
The BOE began negotiations with RTA leaders in January
2011. For 10 months, they refused to discuss any change to
insurance benefits. One year later, they will agree to such a
change, but only if they get their salary demands. District savings
would be about $1.4 million over this school year and
next, but RTA leaders are demanding about $2.0 million in
salary increases before they will switch insurance plans and fix
the salary guide. The BOE offered $1 million in salary increases
over the two-year period, or more than 71% of the insurance
savings we would achieve. They are demanding 143% of the
insurance savings.
In the past three years our district has lost over $5 million
in funding cuts. We can't raise property taxes to cover this revenue
loss: State law imposes a tax levy cap of 2%, which
translates into a potential annual tax revenue increase of about
$1 million. A new law requiring public employees to contribute
toward health insurance premiums will eventually add about
another $1 million in annual revenue, which helps. These
mandated contributions are not part of negotiations.
The only answer to the funding problem—if we
want to avoid layoffs, larger class sizes, and deterioration of
our facilities and educational programs—is to control personnel
costs. That means finding insurance alternatives that lower
cost but still provide employees with good benefits. It means
limiting salary increases. And it means being firm in our
resolve to do what's right for the district.
Other Bergen County school districts have reached
teacher settlements that recognize today's economic realities.
Most are already enrolled in lower-cost insurance programs,
and annual salary increases for their teachers have averaged
about 2.05%, according to an 11/23/11 NJSBA report. The
Ramsey BOE has asked RTA leadership to accept state health
benefits and fix the guide. We offered a salary incentive almost
a full percentage point above the county average.
We value tremendously our wonderful teaching staff. But
we don't have enough ongoing revenue to sustain the RTA
leadership's salary demands. We just can't do it and still maintain
the quality of the Ramsey school district. And we are firm
as a board in our majority support of the principles set forth in
this ad.
No taxpayer funds were used to pay for this ad. It was paid for by private contributions from eight of the nine sitting Ramsey School Board Trustees.
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Thread Starter
Joined: May 2005
Posts: 80,552
Total Cats: 4,368
From: Chantilly, VA
http://www.bostonherald.com/news/reg...ome&position=1
I had no idea you could get cash from your EBT card. 
Kimball Clark, 45, was locked up Friday on drug-dealing charges — again — when he was overheard using his one phone call to ask the person on the other end of the line to “get my EBT card and go to the ATM and get the money to bail me out, get me outa here tonight,” according to a Boston police report.
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Ramsey Teachers Association leaders have offered to
change their health insurance plan to "save money."
The only problem? They want 143% of the cost savings,
including a 3.22% raise now and a 6.25% raise next year.
What the Board of Ed. offered on 10/31/11:
• Change to state health benefits plan.
• Keep the 4.35% raise in 2010-2011—the one
the NJ Commissioner of Education declared
“null and void” because it violated state law.
• 2.5% aggregate salary increase in 2011-2012,
retroactive to 9/1/11, amounting to $520,000.
• 2.0% aggregate salary increase in 2012-2013,
amounting to $426,000.
• Add two steps to salary guide, so that future step
increases are moderated, thereby lessening costs.
• An annual stipend of up to $2,000 paid to teachers with
20 years experience and a master's degree.
How RTA leaders responded on 1/11/12:
• Agreed, if their salary demands are met.
• Agreed—they will keep their 2010-2011
increase (4.35%, or $865,000), but they
dispute the Commissioner's decision.
• They want a 3.22% increase, retroactive to
9/1/11, amounting to $660,000.
• They want a 6.25% increase in 2012-2013,
amounting to $1,340,000.
• They will add one step, if their salary
demands are met.
• Rejected.
RTA leaders' position: 4.35% + 3.22% + 6.25% = 4.61% average annual salary increase over three years
The BOE's offer: 4.35% + 2.50% + 2.00% = 2.95% average annual salary increase over three years
Average annual salary increase for Bergen County teacher contracts negotiated in 2011 was about 2.05%.
The BOE began negotiations with RTA leaders in January
2011. For 10 months, they refused to discuss any change to
insurance benefits. One year later, they will agree to such a
change, but only if they get their salary demands. District savings
would be about $1.4 million over this school year and
next, but RTA leaders are demanding about $2.0 million in
salary increases before they will switch insurance plans and fix
the salary guide. The BOE offered $1 million in salary increases
over the two-year period, or more than 71% of the insurance
savings we would achieve. They are demanding 143% of the
insurance savings.
In the past three years our district has lost over $5 million
in funding cuts. We can't raise property taxes to cover this revenue
loss: State law imposes a tax levy cap of 2%, which
translates into a potential annual tax revenue increase of about
$1 million. A new law requiring public employees to contribute
toward health insurance premiums will eventually add about
another $1 million in annual revenue, which helps. These
mandated contributions are not part of negotiations.
The only answer to the funding problem—if we
want to avoid layoffs, larger class sizes, and deterioration of
our facilities and educational programs—is to control personnel
costs. That means finding insurance alternatives that lower
cost but still provide employees with good benefits. It means
limiting salary increases. And it means being firm in our
resolve to do what's right for the district.
Other Bergen County school districts have reached
teacher settlements that recognize today's economic realities.
Most are already enrolled in lower-cost insurance programs,
and annual salary increases for their teachers have averaged
about 2.05%, according to an 11/23/11 NJSBA report. The
Ramsey BOE has asked RTA leadership to accept state health
benefits and fix the guide. We offered a salary incentive almost
a full percentage point above the county average.
We value tremendously our wonderful teaching staff. But
we don't have enough ongoing revenue to sustain the RTA
leadership's salary demands. We just can't do it and still maintain
the quality of the Ramsey school district. And we are firm
as a board in our majority support of the principles set forth in
this ad.
No taxpayer funds were used to pay for this ad. It was paid for by private contributions from eight of the nine sitting Ramsey School Board Trustees.
change their health insurance plan to "save money."
The only problem? They want 143% of the cost savings,
including a 3.22% raise now and a 6.25% raise next year.
What the Board of Ed. offered on 10/31/11:
• Change to state health benefits plan.
• Keep the 4.35% raise in 2010-2011—the one
the NJ Commissioner of Education declared
“null and void” because it violated state law.
• 2.5% aggregate salary increase in 2011-2012,
retroactive to 9/1/11, amounting to $520,000.
• 2.0% aggregate salary increase in 2012-2013,
amounting to $426,000.
• Add two steps to salary guide, so that future step
increases are moderated, thereby lessening costs.
• An annual stipend of up to $2,000 paid to teachers with
20 years experience and a master's degree.
How RTA leaders responded on 1/11/12:
• Agreed, if their salary demands are met.
• Agreed—they will keep their 2010-2011
increase (4.35%, or $865,000), but they
dispute the Commissioner's decision.
• They want a 3.22% increase, retroactive to
9/1/11, amounting to $660,000.
• They want a 6.25% increase in 2012-2013,
amounting to $1,340,000.
• They will add one step, if their salary
demands are met.
• Rejected.
RTA leaders' position: 4.35% + 3.22% + 6.25% = 4.61% average annual salary increase over three years
The BOE's offer: 4.35% + 2.50% + 2.00% = 2.95% average annual salary increase over three years
Average annual salary increase for Bergen County teacher contracts negotiated in 2011 was about 2.05%.
The BOE began negotiations with RTA leaders in January
2011. For 10 months, they refused to discuss any change to
insurance benefits. One year later, they will agree to such a
change, but only if they get their salary demands. District savings
would be about $1.4 million over this school year and
next, but RTA leaders are demanding about $2.0 million in
salary increases before they will switch insurance plans and fix
the salary guide. The BOE offered $1 million in salary increases
over the two-year period, or more than 71% of the insurance
savings we would achieve. They are demanding 143% of the
insurance savings.
In the past three years our district has lost over $5 million
in funding cuts. We can't raise property taxes to cover this revenue
loss: State law imposes a tax levy cap of 2%, which
translates into a potential annual tax revenue increase of about
$1 million. A new law requiring public employees to contribute
toward health insurance premiums will eventually add about
another $1 million in annual revenue, which helps. These
mandated contributions are not part of negotiations.
The only answer to the funding problem—if we
want to avoid layoffs, larger class sizes, and deterioration of
our facilities and educational programs—is to control personnel
costs. That means finding insurance alternatives that lower
cost but still provide employees with good benefits. It means
limiting salary increases. And it means being firm in our
resolve to do what's right for the district.
Other Bergen County school districts have reached
teacher settlements that recognize today's economic realities.
Most are already enrolled in lower-cost insurance programs,
and annual salary increases for their teachers have averaged
about 2.05%, according to an 11/23/11 NJSBA report. The
Ramsey BOE has asked RTA leadership to accept state health
benefits and fix the guide. We offered a salary incentive almost
a full percentage point above the county average.
We value tremendously our wonderful teaching staff. But
we don't have enough ongoing revenue to sustain the RTA
leadership's salary demands. We just can't do it and still maintain
the quality of the Ramsey school district. And we are firm
as a board in our majority support of the principles set forth in
this ad.
No taxpayer funds were used to pay for this ad. It was paid for by private contributions from eight of the nine sitting Ramsey School Board Trustees.
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0
0
http://www.bostonherald.com/news/reg...ome&position=1
I had no idea you could get cash from your EBT card.
I had no idea you could get cash from your EBT card.
On a related note, a friend of mine posted this photo on facebook this morning.
He was outraged. I thought it was kind of funny. Good marketing by the business.
Last edited by Braineack; Oct 8, 2019 at 09:48 AM.
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Thread Starter
Joined: May 2005
Posts: 80,552
Total Cats: 4,368
From: Chantilly, VA
or am i confusing welfare payments and food stamps?
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