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CTABC members have raised this issue in the past. Christian Teachers new to the Profession often ask the question to help them understand what CTABC actually does? CTABC is definitely not a union!
What makes a union an appealing option? Public school teachers have chosen this route, why not Christian school teachers? A union offers its members the benefit and security of having a collective agreement that guarantees members employment rights that are backed by law. School Boards and Administrators are bound to honour the contract that the employee's bargaining agent has been able to negotiate with the employer. A violation of the contract, by either the employer or the employee, can be contested. The contract, and particularly its legalistic language, becomes the defining instrument for dealing with employer and employee relationships.
The CTABC is not interested in becoming a union. There are historical, pragmatic and philosophical reasons for this.
Historically, the CTABC emerged out of the Society of Christian Schools. This organization was made up of Christian School Board members and Educators who wanted to see Christian schools develop in BC. There was a shared vision, held by teachers, parents and administrators, that Christian Schools were necessary. Sacrifice was needed and no one was thinking of “rights.” Over time it became obvious that once a school was started, it needed to be resourced. One area that needed attention was a teacher’s professional development. Thus the CTABC was born out of a desire for Professional Development Conferences. As the schools matured further, it was clear that its teachers would need fair wages, benefits and working conditions. The CTABC became an important voice at the table when school board representatives and Principals met under the leadership of the SCSBC family of schools. Throughout the history of the development of Christian schools, an important principle developed out of practice, "we work things out together." CTABC honours this principle.
There is a pragmatic aspect to the issue as well. The CTABC is a service organization. It serves 45 school Societies. Each of these schools has its own Board of Directors and Constitution and unique community challenges. It would take an incredible amount of work to organize all these schools into a union. "One size does not fit all" in the CTABC family of schools.
There is a philosophical reason why CTABC will not become a union. The answer lies in the history of many of the Christian Schools associated with CTABC. Christian Schools were set up by parents who wanted a school community that represented Biblical values. The key people in a school community are the parents and teachers. The genius of the CTABC and SCSBC family of schools has been the ability to work together. CTABC serves the teachers of each school community, not by the implied force of law; but by reaching consensus as a community. A union brings an "outside-the-community" trained person to the negotiating table and that gives a disproportionate share of power to someone outside of the school community. The CTABC does not have this type of clout. It can only provide suggestions, show model contracts, salary grids, and research. There is every effort to minimize the use of power and every effort to use moral persuasion.
The schools teachers serve are governed by local Boards which represent the parents. Board members are volunteers. Many are new to the role and responsibility of a Board member. If the CTABC would become a union, it would have an "outside" trained professional agent speak and negotiate on their behalf. This would give the teachers and edge over the board. Outside leverage breaks down community and over time would break down trust.
Perhaps the most significant reason why CTABC avoids the union option is that union culture is rooted in legalism. The contract language becomes the focus of defining employer and employee relationships. Christian schools are teaching and learning communities. Community relationships that depend on contract language become pale imitations of what is possible when employees and employers operate in a culture of trust. Schools function best when teachers, administrators and school leaders allow creativity and educational leadership to flourish in an encouraging, trusting environment.
There is one reality that needs to be acknowledged however; the Christian school movement has not been immune to unjust employer-employee relationships. Boards and Principals have the power to severe contracts. Teachers can be left jobless and powerless when a contract is terminated. When this happens, a union membership looks very appealing. However, CTABC would ask the teacher to look at the track record of our schools. Where CTABC-SCSBC and CPABC members work together, the chance of misuse of authority is severely diminished. As well current Labour Law in BC provides a high degree of support for employees. Boards and Administrators who overstep their authority and violate employee rights, could face costly challenges.
CTABC also works closely with the SCSBC. This organization advises Boards and Administrators on matters of working conditions. Its influence is significant. Teachers and School communities in the CTABC-SCSBC family of schools are well served by both organizations.
Although the question of having a union gets raised from time to time by CTABC members, the vast majority are not interested. The school culture where CTABC members work doesn't compel teachers to advocate for a union. That is the way it should be. PVH 2010
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