After seven months, the Beachwood Federation of Teachers (BFT) and the Beachwood City School System came to an agreement on a three-year contract, marking the first step toward fairer compensation. This agreement represents progress; however, it also showcases a lack of appreciation for teachers’ hard work that the district can’t ignore.

We believe that this contract doesn’t go far enough. While the district and union should be commended for their compromise, the reality is that a deep inequity continues to hurt newer teachers and harms the future of the Beachwood City School system.

The problem lies with salary Schedule D, which sets pay for teachers who were hired in 2019 or later. Over the course of their careers, newer teachers will earn about $372,000 less than those hired before 2019. 

The new contract scales back the amount of time it takes for Schedule D teachers to reach the top of the pay schedule from 35 to 27, and it changes the formula applied to raises so they’re determined based on current salary instead of a straight rate. 

Even with these changes, the pay disparity is still significant. As older teachers retire and are replaced with new recruits on Schedule D, this inequity will impact a greater number of the district’s teaching staff and will only decrease morale, increase turnover and make it increasingly difficult for the district to attract high-quality professionals to Beachwood. 

We’re already seeing signs. Since the spring of 2024, 36 teachers have left Beachwood, and only 13 of them retired. That means about one-fifth of the district’s teachers left in just a few months. This isn’t normal for a district that prides itself on stability and excellence. This problem isn’t unique. Schools across the state are facing a nationwide shortage of teachers because of low pay, burnout and disrespect. 

Teachers are being underpaid and disrespected almost everywhere, but just for those very reasons, Beachwood should be trying to get ahead of the trend, not fall behind. Our school district should be leading the way, showing that outstanding teachers are worth outstanding pay and professional respect.

If Beachwood is to stay competitive and continue attracting top teachers, the district needs to close the Schedule D pay gap entirely. If changes aren’t made, new teachers will keep leaving for nearby districts where they will earn more over the course of their career.

Administrators argue that reduced compensation on Schedule D helps keep the district financially solid and avoids raising taxes. But acting “fiscally prudent” needs to be balanced with an understanding of the value that good teachers bring to the district as well as an understanding of long-term costs. Teacher turnover is expensive too, and the cost of losing quality teachers, financially and academically, is even greater.

We also think that it would be helpful to compare administrative pay and teacher pay in Beachwood and across Northeast Ohio. If administrators are getting their salaries raised with inflation, but teachers’ aren’t, that imbalance should be addressed.

This new contract does have some real positives. Teachers do have designated collaboration time, and elementary teachers are no longer asked to work as lunch and recess monitors. 

Health insurance premiums are kept the same even in the face of inflation. These are worthwhile things, and we are glad that the union and district worked together to accomplish these goals.

However, we believe Beachwood can do better. Our teachers are the key to our district’s success. Every one of our high-performing test scores and superstar accomplishments of students and alumni can be attributed to the work of our teachers. If the district chooses excellence, it starts by respecting its teachers.

We, the editorial board, believe this is a stepping stone but not the final step. Beachwood needs to commit to closing the Schedule D gap sooner rather than later to ensure our teachers are given the respect, compensation and gratitude they deserve.