To Union Leadership,

We, the undersigned 2209 members working in Setting IV and other high-needs educational environments within District 287 are submitting this letter as a formal petition expressing deep concerns with how our needs and working conditions continue to be addressed within our collective bargaining agreement and through union advocacy.

Chronic Delays in Contract Settlements

Contract negotiations are consistently not beginning until AFTER the old contract has already expired and contracts are not being finalized until many months into the new contract year. This pattern creates prolonged financial uncertainty for ESPs, as well as other non licensed, and licensed staff and undermines trust in the bargaining process. Timely negotiations must become a priority, not an afterthought.

Ineffective and Inequitable Pay Scales

The current pay scale is ineffective prior to the Associate’s Degree lane and does not reflect the qualifications required of ESPs. ESPs are required to be highly qualified, either by passing the ParaPro assessment or by holding an Associate’s or Bachelor’s degree. Pay lanes below the Associate’s Degree level are functionally useless and should be removed to align with the professional standards expected of our role.

In addition, the pay scale must be expanded to include additional lanes between the Associate’s Degree and Bachelor’s Degree levels. ESPs often pursue continued education, training, and certifications, yet there is no meaningful financial recognition for progress made between these degree benchmarks. Creating intermediate lanes would provide fair compensation for professional growth and incentivize retention.

Furthermore, the overall ESP pay scale—particularly at the Bachelor’s Degree level—must be significantly increased as well. The responsibilities, behavioral demands, safety risks, and instructional support expectations placed on ESPs far exceed the compensation currently offered. Overall, ESPs are not being paid adequately for the complexity and intensity of the work we perform daily.

Additionally, ESPs with five or more years of experience frequently cap out on the pay scale, leaving them dependent solely on negotiated raises. This fails to recognize accumulated expertise, institutional knowledge, and the increasing demands placed on experienced staff.

Inadequate Longevity Compensation

While the contract includes a longevity stipend, the current amounts do not meaningfully reflect years of dedicated service. Remaining in education—particularly in high-needs settings—requires commitment, resilience, and skill. Longevity pay must be substantially increased to honor and retain long-term employees.

FTE Equity for ESPs

All ESPs should automatically be placed at .937 FTE. Requiring staff to request these hours annually places unnecessary burden on employees and creates instability. Full, consistent workloads should be the default, not something employees must repeatedly advocate for.

Lack of Investigative and Disciplinary Support

Many members report feeling unsupported during investigations or disciplinary processes. Union representation must be proactive, visible, and reliable. No member should feel isolated, vulnerable, or unsure of where to turn when facing serious workplace concerns.

These issues have persisted for years without adequate resolution. If meaningful progress is not made on the concerns outlined above, union members will begin withdrawing their membership beginning September 2026. This is not a decision taken lightly, but one driven by the ongoing failure to address the needs of members in a substantive way.

We are asking—clearly and collectively—for action, accountability, and advocacy that reflects the value of all members and the critical roles we play in education.

Respectfully,

The undersigned Local 2209 members