(The following letter was addressed to the Glen Cove School Board members and is printed here at the writer's request.)

Glen Cove teachers are working with a cloud over their heads, an unwelcome distraction. The drawn-out process in the negotiations for a contract tells teachers every day that they are not worthy. Despite this daily slap in the face, Glen Cove teachers are working hard with their classes and doing their jobs. Glen Cove teachers are working on faith - faith that they will be considered valuable assets by the school board and worthy of working conditions and salaries in line with surrounding areas. While patience is a virtue, no one's patience is inexhaustible.

We realize that our community's quality of life depends on the educational foundation that our students receive in Glen Cove. Part of that educational foundation is the teaching staff, a group that doesn't seem important enough to our school board to finalize a fair and equitable contract.

Teachers' working conditions are the students' learning conditions. Status quo isn't good enough for our teachers or for our kids. Let's focus on achieving a settlement that will encourage and empower teachers to meet the challenge of improving student achievement.

Working under an expired contract is a time filled with apprehension. It is also an anxiety-filled time for the students, parents, school board and community. The hope for a settlement is on everyone's mind.

I am especially apprehensive because the decisions made at the bargaining table are crucial to the makeup of the workforce in our schools, and the students will pay the price if that workforce doesn't meet their needs.

We are facing a critical shortage of qualified teachers across the board. I am apprehensive because without a fair and equitable contract we will not be able to attract enough highly qualified teachers to fill our classrooms. Teaching positions go unfilled while substitutes and temporary staff is assigned to those vacancies. Many inexperienced teachers need mentors who are seasoned and experienced. Difficulties in recruiting teachers continue to mount, and retention of new teachers is problematical. Over the last few years, many veteran teachers have left our district due to retirement. Other highly qualified teachers sometimes leave for 'greener pastures' in other districts where benefits and working conditions are more favorable.

Is it wise to negotiate a contract where salary and working conditions demonstrate bias against new recruits, ignore career teachers, and encourage veterans to retire early? Would it be wiser to provide across-the-board opportunity so that all types of teachers are retained?

Although I am apprehensive, I remain hopeful that the school board will take the wiser course and support salary and working conditions that respect all teachers at all levels.

Anna Maria Nedbalsky, teacher

Glen Cove School District