Details on Data
Sources are included throughout (as red lettered links) that will direct you to all facts and figures presented. In keeping the data as summarized as possible, we understand some folks may not know how to locate applicable data or understand information provided, so we have added extra information to this page and we also answer some frequently asked questions. We will periodically review all pages of this site to keep data current and accurate.
Q1: How did you compute salary averages?
A1: (1) Village employee salary averages were taken from the Village's FY2016 Compensation report and includes the total compensation as listed on the report. (2) Salary averages were taken directly from school district provided teacher/administrator salary and count reports (which includes part-time teachers), and we included the "base salary, bonuses, annuities, retirement enhancements and other benefits" as listed as line items on each ISBE report, which came to a total compensation figure, where we then divided this figure by the "district employee count" as listed on this same report. On other school district reports, line items were listed as: "base salary, coaching activity/sponsor, health insurance, pension, retirement, housing, vehicle or clothing allowance, bonuses, loans." You may notice (as we did) that these reports are not uniform, making a simple audit much more difficult. This problem should be addressed by the School Districts and ISBE!
What should be listed on every School District report of teacher and administrator salaries and employee count (for auditing):
Also, to properly audit, we believe it is also important for taxpayers to know the TOTAL STAFF count within each district - including support staff, maintenance staff, etc. Currently, no local school district provides this information.
David Ingram with the Houston Chronicle writes "Benefits are a form of employee compensation. A penny saved is a penny earned, and providing employees with services that they would have to otherwise purchase on their own -- such as health insurance -- is the equivalent of boosting their pay in the end. Year-end bonuses, performance bonuses and profit-sharing come into play in total labor costs as well. Do not make the mistake of overlooking the costs of employee benefits. Health-care costs can become considerable expenses in industries with high historical rates of accident or injury, such as construction. Retirement plan costs can increase over time as you bring more people on board, and things like matching contributions to 401(k) plans or other retirement programs introduce unpredictability in expense levels".
A1: (1) Village employee salary averages were taken from the Village's FY2016 Compensation report and includes the total compensation as listed on the report. (2) Salary averages were taken directly from school district provided teacher/administrator salary and count reports (which includes part-time teachers), and we included the "base salary, bonuses, annuities, retirement enhancements and other benefits" as listed as line items on each ISBE report, which came to a total compensation figure, where we then divided this figure by the "district employee count" as listed on this same report. On other school district reports, line items were listed as: "base salary, coaching activity/sponsor, health insurance, pension, retirement, housing, vehicle or clothing allowance, bonuses, loans." You may notice (as we did) that these reports are not uniform, making a simple audit much more difficult. This problem should be addressed by the School Districts and ISBE!
What should be listed on every School District report of teacher and administrator salaries and employee count (for auditing):
- Full Name
- Position (teacher/administrator)
- Department or Role (i.e. Math)
- Full Time or Part Time Status
- Years of Service
- Base Salary
- Health Insurance
- Extracurricular Activity Pay
- Pension/Retirement
- Bonuses
- Housing
- Vehicle Allowance
- Clothing Allowance
- Other (describe in report)
- Column Totals
- Total District Administrator & Teacher Count
Also, to properly audit, we believe it is also important for taxpayers to know the TOTAL STAFF count within each district - including support staff, maintenance staff, etc. Currently, no local school district provides this information.
David Ingram with the Houston Chronicle writes "Benefits are a form of employee compensation. A penny saved is a penny earned, and providing employees with services that they would have to otherwise purchase on their own -- such as health insurance -- is the equivalent of boosting their pay in the end. Year-end bonuses, performance bonuses and profit-sharing come into play in total labor costs as well. Do not make the mistake of overlooking the costs of employee benefits. Health-care costs can become considerable expenses in industries with high historical rates of accident or injury, such as construction. Retirement plan costs can increase over time as you bring more people on board, and things like matching contributions to 401(k) plans or other retirement programs introduce unpredictability in expense levels".
Q2: What teacher makes $180,000?
A2: Brian Papa, District 210, Physical Education. His salary is on page 9 of the District 210 ISBE Salary report, and the base salary is $164,011 with TRS/Other Benefits listed as $17,017 for a total compensation of $181,028. Based on Village of Tinley Park data, some Tinley Park residents pay into D210. Other teachers we quickly pulled from the ISBE salary report from District 228 as an example to highlight teacher pay and also non-essential positions pay (P.E., etc):
A2: Brian Papa, District 210, Physical Education. His salary is on page 9 of the District 210 ISBE Salary report, and the base salary is $164,011 with TRS/Other Benefits listed as $17,017 for a total compensation of $181,028. Based on Village of Tinley Park data, some Tinley Park residents pay into D210. Other teachers we quickly pulled from the ISBE salary report from District 228 as an example to highlight teacher pay and also non-essential positions pay (P.E., etc):
- Patricia Banach, Math Teacher, base salary $153,184, $7,071 coaching/activity, $12,017 health ins. = $172,272
- Joseph Banach, Social Science, base salary $156,294, $12,017 health ins. = $168,311
- Brian Calvert, Arts, base salary $117,170, $3,886 coaching/activity, $16,902 health ins. = $137,958
- Kathryn Campbell, Physical Education, base salary $114,752, $3,540 coaching/activity, $16,902 health ins. = $135,194
Q3: Where did you discover discrepancies between ISBE reports and school staff?
A3: Step 1: We obtained the ISBE school district teacher/admin salary and employee count report from each school district. Step 2: We went to the "staff" page on the website of each school, in each school district, and calculated the total staff between all schools in each school district. Step 3: We compared the data provided on the School District's ISBE report and the data we pulled from school websites and calculated the difference, and... there was a difference. The D228 report of salaries and employee count looks to be incomplete as well. The total "staff" count, including support staff, maintenance, etc. is important to know because based on school enrollment, the staff counts should be comparable between school districts. To date, we have not received clarification from the ISBE regarding the staff count inconsistency findings. Additional details coming soon.
Again, the staff count discrepancies we found are:
A3: Step 1: We obtained the ISBE school district teacher/admin salary and employee count report from each school district. Step 2: We went to the "staff" page on the website of each school, in each school district, and calculated the total staff between all schools in each school district. Step 3: We compared the data provided on the School District's ISBE report and the data we pulled from school websites and calculated the difference, and... there was a difference. The D228 report of salaries and employee count looks to be incomplete as well. The total "staff" count, including support staff, maintenance, etc. is important to know because based on school enrollment, the staff counts should be comparable between school districts. To date, we have not received clarification from the ISBE regarding the staff count inconsistency findings. Additional details coming soon.
Again, the staff count discrepancies we found are:
- District 210: Reports 463 total administrators and teachers between 4 schools, but the staff report on (4) school websites total 567 staff. A difference of 104.
- District 227: Reports 255 total administrators and teachers between 3 schools, but the staff report on the (3) school websites total 665 staff. A difference of 410.
- District 228: Reports 338 total administrators and teachers between 4 schools, but the staff report on the (4) school websites total 549. A difference of 211.
- District 230: Report 567 total administrators and teachers between 3 school, but the staff report on the (3) school websites total 829. A difference of 262.
Q4: What should public employees contribute to their health plan?
A4: According to the Bureau of Labor and Statistics (BLS) "the share of premiums workers were required to pay for their medical coverage varied by bargaining status. Private industry nonunion workers were responsible for 23 percent of the total single coverage medical premium, whereas the share of premiums for union workers was 13 percent. The share of premiums for family coverage was 35 percent for nonunion workers and 16 percent for union workers." (See the 2015 report here).
Based on the administrator's contracts from Tinley Park School Districts, school administrators contribute NOTHING to their health insurance. Teacher's contracts from Tinley Park School District 146 and 228 (as examples), District 146 teachers pay only 5% towards individual health insurance and 25% towards family plans. District 228 teachers pay 18% towards an individual or family health plan. Based on the BLS averages, District 146 and 228 need to boost teacher health insurance contributions by AT LEAST 5-18% for individuals and AT LEAST 10-17% for family policies (this is NOT accounting for higher health insurance rates since the mid-2015 BLS report). Both administrator and teacher contracts cover full dental insurance, and this should not be the case. The contribution schedules for Village employees vary per contract and are all under-funded by employees based on private industry rates listed above, and like administrators and teachers, village workers receive dental coverage and life insurance paid for by the taxpayer. This needs to change. Depending on cost cutting concessions made (or not made) for taxpayers (on across the board costs) should ultimately determine the benefit contribution schedules for each benefit.
Furthermore, as Forbes reports, due to the rising costs of health insurance, many small businesses and even large employers are providing their employees with a fixed-cost health insurance stipend or a fixed-cost health insurance reimbursement plan, instead of traditional employer provided health insurance. In fact, it is projected that by 2017 the majority of all small businesses will utilize the defined-contribution stipend/reimbursement method as a health insurance benefit, and in the next 10 years 90% of ALL businesses will drop offering health insurance. To alleviate the "unknown" in health insurance costs year after year, many businesses now provide a stipend (allowance) or defined reimbursement plan for employees to purchase their own insurance. THIS IS A GREAT POSSIBILITY TO IMMEDIATELY SAVE TAXPAYERS MILLIONS OF DOLLARS, WHILE ALSO PROVIDING A WAY TO BUDGET AND PLAN FOR THE FUTURE, PROVIDING TEACHERS AND VILLAGE EMPLOYEES WITH DEFINED-CONTRIBUTION HEALTH INSURANCE REIMBURSEMENT, IN LIEU OF PAYING A PERCENTAGE OF INSURANCE COSTS.
For example, District 228 reports paying health insurance costs of $4,966,804 for 338 employees in 2015-16. Instead, if a defined-contribution of $500 per month (as an example) was provided as a benefit, the savings would be over $2.9 million! Based on the going rates for health insurance, an individual teacher could be reimbursed $250 per month and a teacher with a family could receive $500 per month and the savings could be even greater depending on the type of plan required (individual or family). The savings to taxpayers are enormous with these types of savings in the Village and all School Districts.
A4: According to the Bureau of Labor and Statistics (BLS) "the share of premiums workers were required to pay for their medical coverage varied by bargaining status. Private industry nonunion workers were responsible for 23 percent of the total single coverage medical premium, whereas the share of premiums for union workers was 13 percent. The share of premiums for family coverage was 35 percent for nonunion workers and 16 percent for union workers." (See the 2015 report here).
Based on the administrator's contracts from Tinley Park School Districts, school administrators contribute NOTHING to their health insurance. Teacher's contracts from Tinley Park School District 146 and 228 (as examples), District 146 teachers pay only 5% towards individual health insurance and 25% towards family plans. District 228 teachers pay 18% towards an individual or family health plan. Based on the BLS averages, District 146 and 228 need to boost teacher health insurance contributions by AT LEAST 5-18% for individuals and AT LEAST 10-17% for family policies (this is NOT accounting for higher health insurance rates since the mid-2015 BLS report). Both administrator and teacher contracts cover full dental insurance, and this should not be the case. The contribution schedules for Village employees vary per contract and are all under-funded by employees based on private industry rates listed above, and like administrators and teachers, village workers receive dental coverage and life insurance paid for by the taxpayer. This needs to change. Depending on cost cutting concessions made (or not made) for taxpayers (on across the board costs) should ultimately determine the benefit contribution schedules for each benefit.
Furthermore, as Forbes reports, due to the rising costs of health insurance, many small businesses and even large employers are providing their employees with a fixed-cost health insurance stipend or a fixed-cost health insurance reimbursement plan, instead of traditional employer provided health insurance. In fact, it is projected that by 2017 the majority of all small businesses will utilize the defined-contribution stipend/reimbursement method as a health insurance benefit, and in the next 10 years 90% of ALL businesses will drop offering health insurance. To alleviate the "unknown" in health insurance costs year after year, many businesses now provide a stipend (allowance) or defined reimbursement plan for employees to purchase their own insurance. THIS IS A GREAT POSSIBILITY TO IMMEDIATELY SAVE TAXPAYERS MILLIONS OF DOLLARS, WHILE ALSO PROVIDING A WAY TO BUDGET AND PLAN FOR THE FUTURE, PROVIDING TEACHERS AND VILLAGE EMPLOYEES WITH DEFINED-CONTRIBUTION HEALTH INSURANCE REIMBURSEMENT, IN LIEU OF PAYING A PERCENTAGE OF INSURANCE COSTS.
For example, District 228 reports paying health insurance costs of $4,966,804 for 338 employees in 2015-16. Instead, if a defined-contribution of $500 per month (as an example) was provided as a benefit, the savings would be over $2.9 million! Based on the going rates for health insurance, an individual teacher could be reimbursed $250 per month and a teacher with a family could receive $500 per month and the savings could be even greater depending on the type of plan required (individual or family). The savings to taxpayers are enormous with these types of savings in the Village and all School Districts.
Q5: What is considered a "generous" retirement and health insurance plan?
A5: According to the Bureau of Labor and Statistics (BLS), "retirement benefits were available to 66 percent of private industry workers in the United States in March 2015, the U.S. Bureau of Labor Statistics reported today. Employer-provided retirement benefits were available to 31 percent of private industry workers in the lowest wage category (the 10th percentile). By contrast 88 percent of workers in the highest wage category (the 90th percentile) had access to retirement benefits. In state and local government, 61 percent of workers in the lowest wage category had access to retirement benefits, compared with 98 percent of workers in the highest wage category." (See report here).
Not only do teachers and village employees receive retirement benefits, when many private industry workers do not, teachers and village workers receive a lifetime "salary pension" with annual cost of living raises, compounded. This is unheard of in private industry, not to mention, only 31% of private industry workers in low-wage industries have retirement benefits available to them. Considering the BLS statistics above, teachers and village workers have very generous retirement benefits. Additionally, based on a report by the Kaiser Family Foundation, it is not common for private industry retirees to have lifetime health insurance coverage. Considering the KFF statistics above, teachers and village employees have very generous health insurance coverage in retirement too. For these reasons, both pension and benefit systems for public workers need to be amended to be more in-line with private industry systems and rates, as it is the taxpayers funding public benefit packages.
A5: According to the Bureau of Labor and Statistics (BLS), "retirement benefits were available to 66 percent of private industry workers in the United States in March 2015, the U.S. Bureau of Labor Statistics reported today. Employer-provided retirement benefits were available to 31 percent of private industry workers in the lowest wage category (the 10th percentile). By contrast 88 percent of workers in the highest wage category (the 90th percentile) had access to retirement benefits. In state and local government, 61 percent of workers in the lowest wage category had access to retirement benefits, compared with 98 percent of workers in the highest wage category." (See report here).
Not only do teachers and village employees receive retirement benefits, when many private industry workers do not, teachers and village workers receive a lifetime "salary pension" with annual cost of living raises, compounded. This is unheard of in private industry, not to mention, only 31% of private industry workers in low-wage industries have retirement benefits available to them. Considering the BLS statistics above, teachers and village workers have very generous retirement benefits. Additionally, based on a report by the Kaiser Family Foundation, it is not common for private industry retirees to have lifetime health insurance coverage. Considering the KFF statistics above, teachers and village employees have very generous health insurance coverage in retirement too. For these reasons, both pension and benefit systems for public workers need to be amended to be more in-line with private industry systems and rates, as it is the taxpayers funding public benefit packages.
Q6: Do Tinley Park school districts pay the teacher's 9.4% pension contribution as a perk?
A6: According to the Illinois Policy Institute, "The practice of paying the teachers’ share of pensions is now prevalent throughout the state. The Illinois Policy Institute has reviewed hundreds of teachers’ contracts across the state in order to better understand the pension pick-up process. What it found is that language for pickups varies greatly, from little mention of the benefit, to full and explicit descriptions that show two salary levels – a base salary and one that includes the TRS payment. The Institute welcomes greater transparency on pension pickups and other employee benefits that can be provided by ISBE, TRS and other governmental bodies. With greater transparency, the state can optimize its spending and avoid confusion or misinformation about some of the most pressing issues facing the state." (The article can be read here).
Based on the data, Administrators DO receive pensions pick-ups as a benefit... they contribute nothing while taxpayers pay the Administrator's contribution amount. We cannot conclude if any contract or teaching agreement on a district or individual level contains "pension pick-ups" as a perk. We thought it was important for taxpayers to be aware of this information regardless of its prevalence in Tinley Park school district teacher contracts or not. It's a very important thing for taxpayers to monitor.
A6: According to the Illinois Policy Institute, "The practice of paying the teachers’ share of pensions is now prevalent throughout the state. The Illinois Policy Institute has reviewed hundreds of teachers’ contracts across the state in order to better understand the pension pick-up process. What it found is that language for pickups varies greatly, from little mention of the benefit, to full and explicit descriptions that show two salary levels – a base salary and one that includes the TRS payment. The Institute welcomes greater transparency on pension pickups and other employee benefits that can be provided by ISBE, TRS and other governmental bodies. With greater transparency, the state can optimize its spending and avoid confusion or misinformation about some of the most pressing issues facing the state." (The article can be read here).
Based on the data, Administrators DO receive pensions pick-ups as a benefit... they contribute nothing while taxpayers pay the Administrator's contribution amount. We cannot conclude if any contract or teaching agreement on a district or individual level contains "pension pick-ups" as a perk. We thought it was important for taxpayers to be aware of this information regardless of its prevalence in Tinley Park school district teacher contracts or not. It's a very important thing for taxpayers to monitor.
Q7: Do teacher's work more than 7.5 hours a day?
A7: Because this is a popular talking point, we wanted to address it. Teachers are only obligated to be in the school for 7.5 hours based on their contract. If they work extra hours in an extracurricular activity they receive additional compensation for that time. Otherwise, if teachers are just working beyond contracted time (not in an extracurricular school activity), why isn't it showing up in all Tinley Park School ratings and student test scores? In addition, if it is common for all teachers to work longer hours, continue education, etc. why don't lengthy contracts reflect that?
It's not public information which teachers may put in extra time, and it's not public information if they even do. Based on the circumstances, there's no way to truly prove this data, unless these activities were being monitored or tracked in the school environment. Teacher contracts don't mandate longer hours or other after-work activities, and based on the contracted "4.58 working hours" out of a 7.5 hour day for a D228 teacher, there are nearly 3 additional hours during the school day that papers can be graded, etc. It's also worth mentioning that teachers receive pay for continuing education. In summary of these facts, all that can be confirmed is what is stated in teacher contracts, and that's all teachers are required to do for their job. We are just simply stating facts and quantifiable data.
On the topic of additional hours, most working people work after hours and respond to emails, take calls, do research, prepare reports, and also continue education (all at their own time and expense). Taxpayers all work hard and there are no appreciation days for the taxpayers and the hardworking people that do a variety of important and necessary jobs that should all be appreciated. #AllJobsMatter #TaxpayersMatter
We ALL do what's necessary for our jobs, including working after hours, except most taxpayers also work year round at a much lower hourly rate of pay than a teacher.
A7: Because this is a popular talking point, we wanted to address it. Teachers are only obligated to be in the school for 7.5 hours based on their contract. If they work extra hours in an extracurricular activity they receive additional compensation for that time. Otherwise, if teachers are just working beyond contracted time (not in an extracurricular school activity), why isn't it showing up in all Tinley Park School ratings and student test scores? In addition, if it is common for all teachers to work longer hours, continue education, etc. why don't lengthy contracts reflect that?
It's not public information which teachers may put in extra time, and it's not public information if they even do. Based on the circumstances, there's no way to truly prove this data, unless these activities were being monitored or tracked in the school environment. Teacher contracts don't mandate longer hours or other after-work activities, and based on the contracted "4.58 working hours" out of a 7.5 hour day for a D228 teacher, there are nearly 3 additional hours during the school day that papers can be graded, etc. It's also worth mentioning that teachers receive pay for continuing education. In summary of these facts, all that can be confirmed is what is stated in teacher contracts, and that's all teachers are required to do for their job. We are just simply stating facts and quantifiable data.
On the topic of additional hours, most working people work after hours and respond to emails, take calls, do research, prepare reports, and also continue education (all at their own time and expense). Taxpayers all work hard and there are no appreciation days for the taxpayers and the hardworking people that do a variety of important and necessary jobs that should all be appreciated. #AllJobsMatter #TaxpayersMatter
We ALL do what's necessary for our jobs, including working after hours, except most taxpayers also work year round at a much lower hourly rate of pay than a teacher.
TEACHER HOURS
181 days x 7.5 hours/day = 1,357.50 hours per year AVG. TINLEY PARK TEACHER RATE OF PAY $85,000 / 1,357.50 hours = $62.62 per hour The teacher rate of pay above is not including the 112.50 hours (15 days) of sick days provided with full pay. The total working hours for 166 days is 1,245 hours. $85,000 / 1,245 = $68.27 per hour. TINLEY PARK DIST. 228 SUPERINTENDENT RATE OF PAY $279,782 / 1,176 hours = $237.91 per hour, or $1,903.28 per day Compare to the private industry hours... |
PRIVATE INDUSTRY HOURS
52 weeks x 40 hours per week = 2,080 hours per year TINLEY PARK PER CAPITA RATE OF PAY $34,165 / 2,080 hours = $16.43 per hour TINLEY PARK HOUSEHOLD RATE OF PAY $75,991 / 2,080 = $36.53 per hour Taxpayers work 835 additional hours, or nearly 21 more weeks (approximately 4.9 months) at HALF the rate a teacher is paid. |
Q8: Won't reducing benefits and wages affect the quality of education the children receive?
A8: If the school administration is hiring qualified individuals with the proper education and skill-set, it should not affect the quality of education. Every teacher should do the job they were hired to do. Furthermore, "reduced" wages and benefits would put costs in-line with local taxpayer income, not to mention it would put wages more in-line with neighboring states. Something to not overlook is the 199 days that teacher's are off-work, which is a major benefit and extremely valuable. If additional income is desired or needed by a teacher, a summer job can be obtained. Otherwise there are MANY qualified individuals who'd be happy to take a teaching job for the 199 days off, even at private-sector-level pay and benefits.
Private school teachers are not unionized, do not receive a defined-benefit pension, and they work at a lower rates of pay than public teachers. However, studies show that a private education is superior to a public education. So what's the concern about public school teacher pay and education quality? The logic doesn't seem to apply in private schools.
It's time Taxpayers receive vouchers to send their children to the school of their choice. Colleges and Universities in the United States are the envy of the world while primary and secondary schools are typically not. One likely reason is that there is real market competition across colleges and universities for students, but not for grades K-12. By allowing a voucher system, parents could expect greater quality education for lower costs. Read about the PBS "Frontline" study on School Voucher Programs here. The Friedman Foundation also has excellent articles for taxpayers to read. Tinley Taxpayers do not have an agenda against public schools (we are public school graduates), but we believe that it is beneficial for parents to send their children to a school that fits the standards and even values that their family may have. If it's our tax dollars funding education, we should have the right to apply our "education allotment" to the school of our choice.
What about the municipal union employees and the quality of this workforce if paid less?
Considering that 22% of the State is on food stamps, unemployment is at 6.5%, and 12.7% of Illinoians are underemployed... any union members dissatisfied with the thought of a reduction in pay and benefits can easily be replaced by non-union individuals that will gladly take the job at private sector level pay and benefits.
Another important issue to consider when discussing labor rates in government contracts (whether employment or contract based) is PREVAILING WAGES. Read an article about prevailing wages here.
A8: If the school administration is hiring qualified individuals with the proper education and skill-set, it should not affect the quality of education. Every teacher should do the job they were hired to do. Furthermore, "reduced" wages and benefits would put costs in-line with local taxpayer income, not to mention it would put wages more in-line with neighboring states. Something to not overlook is the 199 days that teacher's are off-work, which is a major benefit and extremely valuable. If additional income is desired or needed by a teacher, a summer job can be obtained. Otherwise there are MANY qualified individuals who'd be happy to take a teaching job for the 199 days off, even at private-sector-level pay and benefits.
Private school teachers are not unionized, do not receive a defined-benefit pension, and they work at a lower rates of pay than public teachers. However, studies show that a private education is superior to a public education. So what's the concern about public school teacher pay and education quality? The logic doesn't seem to apply in private schools.
It's time Taxpayers receive vouchers to send their children to the school of their choice. Colleges and Universities in the United States are the envy of the world while primary and secondary schools are typically not. One likely reason is that there is real market competition across colleges and universities for students, but not for grades K-12. By allowing a voucher system, parents could expect greater quality education for lower costs. Read about the PBS "Frontline" study on School Voucher Programs here. The Friedman Foundation also has excellent articles for taxpayers to read. Tinley Taxpayers do not have an agenda against public schools (we are public school graduates), but we believe that it is beneficial for parents to send their children to a school that fits the standards and even values that their family may have. If it's our tax dollars funding education, we should have the right to apply our "education allotment" to the school of our choice.
What about the municipal union employees and the quality of this workforce if paid less?
Considering that 22% of the State is on food stamps, unemployment is at 6.5%, and 12.7% of Illinoians are underemployed... any union members dissatisfied with the thought of a reduction in pay and benefits can easily be replaced by non-union individuals that will gladly take the job at private sector level pay and benefits.
Another important issue to consider when discussing labor rates in government contracts (whether employment or contract based) is PREVAILING WAGES. Read an article about prevailing wages here.
Q9: Is this website against public employees?
A9: Not at all. We appreciate the jobs that teachers, police officers, and all public employees do. This is not about teachers, police officers or any public worker personally. As the old saying goes, "it's not personal, its business". This is about business. It's about getting outrageous property taxes lowered and stopping the negative affects it's having on families and businesses in the community. School Districts and Villages are the primary recipient of property tax dollars, so School and Village expenses are the direct CAUSE of our high taxes. This problem needs to be addressed, as difficult as it may be. It's controversial only because many beneficiaries of tax dollars do not want things to change. The political and public sectors in Illinois caused a major financial disaster due to decades of corruption. They still maintain a heavy agenda, so we expect push back and critique. We'll push forward for the taxpayers.
Furthermore, speaking for parents, it would be great if parents didn't have to work 2-3 jobs to live in this community and afford the property tax burden, which has been rising out of control for years. Parents would love to spend as much time with their children as teachers get to do, unfortunately we have parents in this community working multiple jobs to pay teachers and village employees instead. In addition to that, we have retired residents who have had to go back to work to afford the tax bills they never intended to have in retirement. Despite having a home paid in full, their property tax bills are now as high as monthly rent. It certainly makes us wonder why anyone would keep or purchase a home in this type of tax situation. We are sick and tired of seeing our friends and neighbors struggle in Tinley Park and across the State.
The amount of money taxpayers pay in property taxes [above the national average] should be going into their retirement accounts, paying down a mortgage/debt, or just into another investment. Instead, tax dollars are being squandered year after year by our "public servants" with results no better than states across the U.S. with MUCH LOWER property tax rates. Other states have managed their villages and schools with lower property tax rates, why can't we? Illinois is no different or special than the other States. Taxpayers in Illinois are going to realize the cost of high taxes as they continue to age, where money went to pay government graft instead of going into their retirement and savings like it should have. The struggle of today is nothing compared to the affect high taxes will have on the people of this State in the future.
This website is for the hardworking taxpayers. We are fighting to get tax burdens contained and controlled.
The system is skewed when the average teacher, police officer, and village employee salaries are all more than the HOUSEHOLD income of the taxpayers. If anyone feels the pressure, it's the taxpayers.
A9: Not at all. We appreciate the jobs that teachers, police officers, and all public employees do. This is not about teachers, police officers or any public worker personally. As the old saying goes, "it's not personal, its business". This is about business. It's about getting outrageous property taxes lowered and stopping the negative affects it's having on families and businesses in the community. School Districts and Villages are the primary recipient of property tax dollars, so School and Village expenses are the direct CAUSE of our high taxes. This problem needs to be addressed, as difficult as it may be. It's controversial only because many beneficiaries of tax dollars do not want things to change. The political and public sectors in Illinois caused a major financial disaster due to decades of corruption. They still maintain a heavy agenda, so we expect push back and critique. We'll push forward for the taxpayers.
Furthermore, speaking for parents, it would be great if parents didn't have to work 2-3 jobs to live in this community and afford the property tax burden, which has been rising out of control for years. Parents would love to spend as much time with their children as teachers get to do, unfortunately we have parents in this community working multiple jobs to pay teachers and village employees instead. In addition to that, we have retired residents who have had to go back to work to afford the tax bills they never intended to have in retirement. Despite having a home paid in full, their property tax bills are now as high as monthly rent. It certainly makes us wonder why anyone would keep or purchase a home in this type of tax situation. We are sick and tired of seeing our friends and neighbors struggle in Tinley Park and across the State.
The amount of money taxpayers pay in property taxes [above the national average] should be going into their retirement accounts, paying down a mortgage/debt, or just into another investment. Instead, tax dollars are being squandered year after year by our "public servants" with results no better than states across the U.S. with MUCH LOWER property tax rates. Other states have managed their villages and schools with lower property tax rates, why can't we? Illinois is no different or special than the other States. Taxpayers in Illinois are going to realize the cost of high taxes as they continue to age, where money went to pay government graft instead of going into their retirement and savings like it should have. The struggle of today is nothing compared to the affect high taxes will have on the people of this State in the future.
This website is for the hardworking taxpayers. We are fighting to get tax burdens contained and controlled.
The system is skewed when the average teacher, police officer, and village employee salaries are all more than the HOUSEHOLD income of the taxpayers. If anyone feels the pressure, it's the taxpayers.
Q10: How can there be compromise with public workers on addressing spending problems?
A10: We're not sure how there can be compromise. Based on the never ending news reel of lack of union concessions, teacher strikes, etc., it is apparent to taxpayers that unions and union members do not care about the impact their contracts and demands have on the taxpayers, nor have they compromised on a thing. Taxpayers aren't the ones who need to make concessions or compromise. All taxpayers want is immediate relief from the heavy tax burdens in Illinois! We understand that the data on our site is controversial among public workers and unions, but the only people that should be offended are the taxpayers funding the reckless, excessive, OFFENSIVE graft that is discussed throughout this site... with so much additional graft at the local and State levels that has not even been discussed.
A10: We're not sure how there can be compromise. Based on the never ending news reel of lack of union concessions, teacher strikes, etc., it is apparent to taxpayers that unions and union members do not care about the impact their contracts and demands have on the taxpayers, nor have they compromised on a thing. Taxpayers aren't the ones who need to make concessions or compromise. All taxpayers want is immediate relief from the heavy tax burdens in Illinois! We understand that the data on our site is controversial among public workers and unions, but the only people that should be offended are the taxpayers funding the reckless, excessive, OFFENSIVE graft that is discussed throughout this site... with so much additional graft at the local and State levels that has not even been discussed.
-Additional data coming soon-
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Home Page
Property Taxes
Village of Tinley Park Data
Stop Taxpayer-funded Developments
Tinley Park Schools Data
The Reserve
Salary Graphs
Legislators
Govt. Transparency
How did we get here?
How can we fix this?
Imagine If
Who we are
TIP LINE
Taxpayer Greivances
Collaborate
Open Forum
Sources
Downloads
FAQ's