When I was a general assignment reporter in south eastern Illinois, there was a principal who was determined to cut down on teacher absenteeism. One day, a popular teacher took a sick day. But the principal was clued in enough to know that this teacher and her husband were opening a business out of town.
So he got in his car and drove to their business location and, lo and behold, there they were performing the kind of physical labor one does to get a storefront business open.
As far as this principal was concerned, calling in sick when you are not sick is a major no-no. Sick days, as far as he was concerned, are there for when you are sick and not for when the employee has something he or she would rather be doing. In fact, many private businesses would fire someone caught working elsewhere when on a sick day.
So he disciplined the teacher. Naturally, there were those who were outraged. No one had ever DONE that before. But the school board and most of the community backed the principal.
Would the District 150 community do the same is some principal here did the same. Probably not. Parents who liked the teacher would probably complain that the principal was not a good fit for their community and start a smear campaign. The teacher’s pals on Wisconsin Avenue would probably agitate for the principal’s contract to not be renewed.
But I can say this: One of the big issues in the contract negotiations between District 150 and the Peoria Federation of Teachers is an effort to change the contract in way to lessen teacher absenteeism. The teachers apparently believe that they are contractually given a certain number of sick days and they have a right to take those sick days, regardless of whether they are sick or not. School principals complain that teachers calling in sick on Friday is a major problem, and the district wants to address this problem in the contract.
By the way, the teacher contract requires them to work just 180 days a year.
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Billy Dennis is a former reporter and editor at small daily and weekly newspapers in Illinois and Missouri. He comments on media, news and politics. He also owns and operates 
I’m with the District on this one. A substitute teacher in the classroom is very disruptive for the students and no matter how good the sub is, not a whole lot of learning gets done that day. As a parent I would be extremely annoyed to learn that my childs teacher fraudulently “called in sick” for personal reasons at the expense of a day of my childs education – not to mention the complete lack of integrity this would require on the part of the teacher.
It looks like the current contract gives teachers 12 sick days (16 if you have over 25 years experience) along with 2 personal days, not to mention up to 3 days for funerals, plus jury duty, etc. The financial “incentive” to not use sick days is pretty weak – you get $300 if none are used, $225 if only one, $150 for two, etc, but the total number of days seems pretty high for a 180 day work year.
Rather than police this stuff, there are companies who have chosen to treat it as “flex” time – you start off with less overall (say 10 days instead of 17 – probably should leave jury duty out of the equation and keep it as is) – use those days if you have to – if not you get paid the full value of it (the hourly equivalent) at the end of the year. That financial incentive keeps many from using it. The trade-off, is that you start with less overall.
You could probably come close to the same overall costs – but with much less interruption.
Some might argue that teachers have summer vacation, spring break, and 2 weeks in December to take care of personal business and should schedule non-health related events around those times.
Doctor appointments and meeting with accountants and such? The school day ends at 3. Most businesses are open until 5.
As a teacher (not in 150) here is my opinion on the issue. First, all personal days should be taken before any sick days. If a teacher uses all their personal days and they need to use a sick day for something then that is their business. They should just be smart and not run around town and get caught. Some days as a teacher those sick days turn into mental health days, days where you just sit at home and do nothing because the students are getting on your nerves and you simply need a break. Imagine when your kids get on your nerves. Multiply that feeling by 30, 90, or 150 not you know how it feels. You need those sick days.
Also I work in a district where I do not get off work until 4 pm. It’s hard to get a dr’s appt at 4:30, so sometimes I have to take a sick day just for a 1 hour dr appt.
As long as the teacher isn’t abusing it and gives the principal ample notice that a sub is needed, I see nothing wrong with taking sick days.
“I see nothing wrong with taking sick days.”
Other than you are lying?
At least I’m being honest about seeing nothing wrong with taking sick days I earned and not abusing the use of them.
Says something about an employees work ethic and character when they take sick days for something other than being genuinely sick.
I am with the fire them camp.
It is grossly unfair to other more honest and hardworking staff to retain these people. Sets a poor example to the students as well.
Let me add…. you HAVE to fire these people (after appropriate warning) otherwise it will have a toxic effect on the work and performance of your other staff. The problem can and will balloon if you don’t nip it right away.
As a long time D150 teacher, I will tell you that I have used no more than 2 sick days per year. I do use my personal days to go to funerals for nonfamily friends and personal business. I try very hard to stay healthy (mentally and physically) because getting a substitute is very difficult. In the past, I have had a few of my colleague’s students (split between other classrooms) for more than one day. Do any of you think work is getting accomplished by anyone……no, it’s like a long lost relative just came to visit. Everyone wants to “get to know eachother”. It becomes a day of babysitting for me and 39 children. I completely agree with Gina when it comes to a mental health day, especially when you do not have administrative support with behavioral problems. You get to a point where a weekend break is not enough. It is at times like that you need to talk to your principal about the situation. It might be a “who needs a break more, you or that child”. If D150 gets rid of the attendance award, I will tell you here and now, there ARE NOT ENOUGH SUBSTITUTES to go around. People like me that would go to school with a cold, a headache, or sore back might choose to stay home. I know I will. Sorry. Mr. Obama said to stay home if you are sick so until D150 comes up with a complete description of what constitutes SICK, I’ll stay in bed. And yes, it is, for the children. Sorry.
PS: I do know many employees of D150 that abuse sick days, not just teachers.
I do teach in District 150 and would definately rather be at work than to take a sick day. Each of those days saved can go towards early retirement. Yes, I am thinking about early retirement and I have only been teaching 10 years. The $300 is also nice to receive at the end of the year. There are days though that I should have stayed home. The district would lose more money paying for subs if people like me stayed home when they are sick.
This negotiation is not about sick days. It is about fighting for language in the contract that has nothing to do with money! Get the facts.
Facts can only be discussed when BOTH sides release their versions of them. So far the only one to day anything publicly is the district, so that is all we have to go on. We know there is more to the story but we aren’t privileged enough to hear about that.
The only reason you have the districts version is that the union has chosen to bargain in good faith. What the district doesn’t say when they are crying about thier financial woes is that when they began bargaining they were already publilc. They were crying about their financial situation which they got themselves into. The union offered a 2 year contract with a hard freeze in year one and a soft freeze in year two. The district rejected that offer. They also don’t mention that that is exactly what our last 3 year contract had in the first two years. Now that is not enough for them they want want teachers to work a longer day for no more pay. That is not a pay freeze that is a pay cut!!!!!!!!!!!!!!!!!!!!!!!!