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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Teachers need to quit whining. Even this thread is about why nobody supposedly acknowledges how overworked teachers are. We get it, you feel stressed out, but so are many other professionals. We've already heard you complain about it 1000 times. Why do you think you're special and get to whine louder than everyone else?[/quote]

I don’t think you can appreciate the stress of teaching unless you’ve done it. Is it the ONLY hard job? Of course not. Are teachers extremely overworked? Yes.

-career changer who has worked in the corporate world. I hard rough weeks in that job, but teaching is considerably more time-consuming and stressful to me.  [/quote]

Fact is that many middling college students who'd rather not get stressed out over grad school self-select into the teaching profession because they think it's an easier gig with lots of vacation time. And then those people get all upset when they realize that teaching is just as hard as many other jobs. So it's not the work per se but the false expectations about teaching that's causing all the whining. [/quote]

Teachers get very little paid vacation time and that time is dictated to them. They do not have the option of working for more than the ~190 days of the school year without applying for another, different,temporary job. For all practical purposes, they are furloughed every summer. [/quote]

Not only are teachers furloughed all summer, but there are restrictions on what jobs they can do during those eight weeks. My sister in law had to turn down an offer to tend bar in a strip club. It’s not just morality clauses, either. For example, in my district, a teacher can’t nanny or tutor a child who might end up as a student at their school. [/quote]

They’re still collecting benefits, namely subsidized health care, over the summer. Perhaps a fair trade would be forgoing the school’s contribution to health care premiums over the summer months in return for removing any restrictions on outside employment. [/quote]

This is not a good solution.  If schools end the health care coverage, then teachers would need to find some other health care coverage for the summer months.  For teachers or dependents who have special circumstances,  if they lost health coverage, when they resumed health coverage in the fall, they or one of their dependents might no longer qualify.  When you transition from one health care to another, the new insurer has to accept any preexisting conditions.  If you stop and restart the health care coverage, then they do not have to accept preexisting conditions.  So, then, if teachers did not have alternative coverage, for example a spouse that had health care coverage AND that the ending of benefits for a seasonal position was considered a qualifying event to change outside of enrollment period, then they would need to find an start a ACA covered insurance plan that could provide coverage for the 2 month interruption of coverage.  This is a horrible idea for many.

Alternatively, if you had teachers paid for 10 months and not paid for two months, then how would you collect the outstanding premiums for the remaining two months of the summer break.  You are saying that the school district would forgot the school systems contribution.  So you are saying that these teachers would not have the option to get paid for 10 months, that they would have to be prorated to be paid over 12 months so that the premiums could still be withdrawn?  Or they would have ten months of premiums that were charged at one rate and two months of premiums at a second higher rate that would be deducted during the ten months of the school year.  But then, what would happen if a teacher left employment at the end of the school year?  Would the higher deduction rate of the summer months be reimbursed to them?  What if they left in the middle of the school year?  How would those prorated higher rate premiums be reimbursed to them when they left?

Trying to account for 10 months of premiums at one rate and two months of premiums at a different rate, and distributed over 10 months/22 pay periods and still not overcharge employees when they leave employment would be an accounting nightmare.[/quote]

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