Labor costs make up about 75 percent of a school district’s budget.

So during budget season, employee and teacher salaries often are scrutinized.

“It’s striking that everybody wants the best teachers in the classroom helping students and preparing our young people for good jobs and careers, but at the same time they don’t want to pay for that expertise, energy and education,” said Carl Korn, spokesman for New York State United Teachers. “The vast majority of teachers are paid fairly, but many earn far less than what they would in the private sector.”

Of the 26 area districts with data for 2012-13, the median teacher salary was $55,117, compared $72,990 statewide, according to the Empire Center for New York State Policy, a nonprofit think tank.

But there’s much that goes into salary calculations and negotiations, and while some believe districts should have more power over them, others disagree.

“Education is labor intensive, just like health care,” said Michael Borges, New York State Association of School Business Officials executive director. “A bulk of your costs are going to be derived from staffing.”

The real issue is “legacy costs” such as pensions and health insurance, Borges said.

In the 2014-15 school year, employer contribution rates for the state Teachers’ Retirement System are expected to increase between 6 and 9 percent, and 7 percent for health insurance, he said. “They typically go up more than teacher salaries.”

Those increased costs squeeze already struggling districts and bring up the question of whether districts can afford even minimal increases in salaries.

Remsen Central School District, for example, in 2011-12 had 34 teachers with a median salary of $93,719 per year, mainly because many of the teachers had more than 30 years in the district or higher education levels, according to state Education Department numbers.

That was a point of contention last year when the district’s $10.7 million budget in May, and revised budget in June, were voted down. The district was forced into a contingency budget which cut $108,669.

“It wasn’t one year’s decision that came to rest on that final salary schedule. That was years ago.” said Superintendent William Crankshaw. “There’s a culture here of appreciating fine teaching and understanding the salaries that come along with that.”

Teacher salaries are negotiated between the district and the teachers union, and raises can be made in several ways: through bonuses and annual increases, but also through a step system that rewards teachers based on education and seniority.

Union contracts can be opened at any time for alterations if both parties agree, Korn said.

The Utica City School District works with its union, freezing pay and even some of the steps in the system as well as offering retirement incentives.

Negotiated in 2011, the Utica teachers’ contract runs through this year and agrees on a pay freeze, said Business Official Maureen Albanese. Though teachers still get increases contractually through the step system, some steps are frozen.

Some believe changing legislation protecting the union negotiation process would help districts.

“It’s about giving district administrators and officials the ability to control their costs,” said Empire Center Executive Director Tim Hoefer. “Teachers eat 70 to 80 percent of school expenditures. They have very little control over what they spend on it.”

Korn disagreed.

“It would tilt the playing field in favor of employers and would likely lead to devastating and destructive strikes when employers fail to come to the bargaining table and negotiate in good faith,” he said.

© 2014, Utica Observer-Dispatch