Editor's note: This is the third in a three-part series of stories exploring the teachers union in Idaho.

The state budget crunch has some Idaho lawmakers looking at teachers union contracts for possible answers to Idaho's education budget woes.

But Idaho public school chief Tom Luna says his Students Come First education reform plan isn't just about saving money.

"The system that we have today makes it very difficult to reward great teachers and remove poor teachers," Luna said.

Luna's plan includes several measures that would curb collective bargaining during teacher contract negotiations and eliminate tenure for new teachers.

Sen. John Goedde, R-Coeur d'Alene, chairman of the Senate Education Committee, believes a review of the contracts is warranted during lean times.

"Traditionally, through collective bargaining, (school board) trustees have agreed to provisions that, unless they agree to bring back to the bargaining table, are there forever," Goedde said. "Trustees' bargaining hands are tied to some things that a school board 40 years ago agreed to and that's tough."

Further, when layoffs have to be considered, the newest teachers, regardless of how they compare performance-wise against those with more experience, are the most likely to be cut, Goedde said.

"There may be a senior English teacher that doesn't carry a full load and a brand new math teacher who is, but they'll need to let the math teacher go to honor the contract of the senior English teacher. The district has no option there."

Union members say that, while seniority is a big part in determining who will be laid off, it's not the only factor. Other factors include certification and degrees, total teaching experience and credits earned.

"A continuing contract is not necessarily a lifetime job," said Lisa Hoffeld, a teacher at Mullan Trail Elementary School in Post Falls.

Mary Lee Ruch, a middle school teacher at Woodland Elementary in Coeur d'Alene, said eliminating continuing contracts will divide teachers and administrators.

"Teachers will be afraid to speak out as to what they believe is right, in fear of losing their job because they have a different opinion than administration," Ruch said.

Ruch sits on the Region 1 board of directors for the Idaho Education Association, the state affiliate of the National Education Association, the nation's largest labor union.

Area school districts have local branches of the state and national teachers union. Local representatives negotiate with school district boards on behalf of all members.

Agreements between the union locals and their school boards apply to district employees regardless of their union affiliation. Roughly two-thirds of eligible area school employees are union members.

Too hard to fire a bad teacher?

Ruch said "anyone who believes the IEA protects bad teachers" should review the grievance procedures outlined in the Coeur d'Alene School District's contract with the teachers union.

"It spells out the steps administration needs to take in removing an ineffective teacher from their position," Ruch said.

Teachers contracts, and Idaho Code 33-513, provide a complex set of rules, regulations and timelines outlining due process for teachers accused of misconduct or poor performance.

Critics say the process is time-consuming and costly, while others believe the slow-moving series of meetings and hearings is needed to protect teachers from arbitrary dismissal.

In the Coeur d'Alene School District, 18 teachers had their employment terminated or have not had their contracts renewed in the past five years.

Betty Kiefer Elementary Principal Lisa Sexton said there's a perception that it's difficult to fire an experienced or ineffective teacher, but that's not the case.

"It takes diligence, commitment and perseverance, but it can be done," Sexton said. "As a principal, I am not afraid to have difficult conversations with teachers who are not meeting standards. I have done that and believe it is what is morally and ethically required to be an effective principal.

"I do not believe that any educator in Idaho would be supportive of keeping ineffective teachers in the classroom. Ultimately, we all want what is best for students."

Teachers in Idaho do not have full due process rights until they have been employed by a district for three full years and are hired for a fourth year.

Post Falls Superintendent Jerry Keane said "several" employees in his district have resigned before being fired or formal probation in the past five years.

Salaries and health insurance benefits

The IEA website cites $45,178 as the average salary for a teacher in Idaho.

Salaries vary between area districts and depend on the size of the district, experience degrees and credits earned by the teachers. In Lakeland, the starting salary for a new teacher with a bachelor's degree is $29,150. Post Falls teachers start at $31,750 and in Coeur d'Alene, a new teacher receives $29,654.

Rachel Reed, a teacher at Ponderosa Elementary, said she believes teachers have made sacrifices in recent years. She said she's getting paid the same as she did when she started eight years ago despite having recently earned her master's degree.

"This is the reality of our teachers," Reed said. "We work hard to educate ourselves and are not asking for the sky. We didn't get into this profession for the money, but we do need to be able to take care of our own families."

Full-time employees in all three districts are eligible for health, life and dental insurance coverage with premiums that are hammered out during contract negotiations. School employees working less than full-time are eligible for benefits, but must pay a higher percentage of their premiums.

Plans in all three districts come at a different cost to taxpayers, and to the employees who contribute a portion of their premiums.

Each district offers a base plan with a $200 deductible.

The average deductible for most employer-sponsored health plans in the United States rose to $1,200 in 2010, according to Mercer Consulting, a global human resource advisor.

There are 986 employees who receive health insurance in the Coeur d'Alene School District. Employees in that district have two Blue Cross plans to choose from, the base plan with its $200 deductible also has a 10 percent coinsurance provision. The monthly premium of $363.40 covers the employee only and is paid in full by the district. Employees can buy up to a more expensive plan with no deductible and a $20/$40 copay, and pay the difference in cost.

The family premium for the standard plan is $959.35 per month. The district pays $719.51 per month, and the employee pays $239.84.

In Post Falls, with a different insurer, the employee's premium of $412.97 is paid in full by the district. The family monthly premium is $1053.06, and the district contributes $842.45.

For school employees in the Lakeland District, the district pays the entire base plan individual premium of $331.40, and the employee pays any amount over that for family or dependent coverage.

"The district does not pay for family or dependent coverage directly, however, we do pay our full-time employees a salary allowance of $2,600 per year. This can be used to offset premium costs for dependents," said Tom Taggart, the district's business director.

If the allowance is not used to pay for premiums, the employee receives the allowance in cash, Taggart said.