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Tips for the Best Parents' Weekend

Did you recently take your child to college? If you live close enough and do not want to wait until Thanksgiving to see them, here are tips for the best Parents' Weekend.

Lisa, of Grown and Flown, writes: September’s turmoil is over.  Bed Bath and Beyond has been depleted, dorm move-in has been successfully accomplished, and classes are in full swing.  As parents, we can stop worrying about the transition to college and plan the visit.  If you live close enough to your college age child and do not want to wait until Thanksgiving to see them, well, it’s time for a little journey.  Some schools have an established Parents’ Weekend or you might just be head to school on your own…either way, here are some things to think about.

Bring food, after all they are teens, need I say more. If you bake, you are a goddess. If you can’t bring provisions, the grocery store makes a nice family outing.

In my informal poll, okay my Facebook page, there was a strong feeling that “Parents’ Weekend” was not really the best parents’ weekend, that the crowds and the staged events were not the optimal atmosphere in which to visit offspring.  Personal opinion will need to prevail.

If you are going to take your kid and, perhaps, their friends out, book early, really early. You will be unpleasantly surprised how fast reservations for hotels and restaurants in a college town will fill up for Parents’ Weekend.  I reserved a hotel for parents’ weekend the night my son picked his college, a touch neurotic you say? 

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benfangnan2012 October 12, 2012 at 06:31 am
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Lisa Buchman (Editor) June 6, 2013 at 10:14 am
I loved all the music - the band belting out 'Sweet Caroline' was great!
Lisa Buchman (Editor) June 6, 2013 at 10:12 am
Heather, thanks! I saw you in the crowd! These are awesome. It was a perfect night for it! I'll addRead More a link to your post from mine.
Josephine Ziegler presented the school board with the petition at the May 9 meeting.
John Craig June 3, 2013 at 11:50 am
Regarding paragraph 5 -- the retirement incentive. I haven't read anything to suggest that theRead More retirement incentive and the insurance switch are related or that that KLDTA asked for one to get the other. When I read the initial release from the board, I saw them as 2 different cost savings initiatives. ---The district indicated that each retirement saves a net of $32,500 per year. Early Retirement Incentive Plans (ERIPs) are fairly common stuff among downsizing private organizations. I think it makes sense to use them here to accelerate cost savings. ---The original petition was well written. Now that we have addressed point #3, I think it's time to make further progress on point #2 -- a financially sustainable contract. ---And, experience suggests that if you really want to move forward in a collaborative way, you have to let go of the past. Continuing to harp on past mistakes undermines point #5.
Sara Weale June 3, 2013 at 12:36 pm
Thanks for your comment. I agree that we all need to move forward -- but in my opinion, althoughRead More this side agreement made a long-overdue change in health care carriers (while maintaining a high level of health care benefits/access to teachers, retirees and their dependents), the KLDTA again asked for retirement incentives in return - just as they did for the December 2010 MOA that extended the terms of their contract for two years and avoided going to Triborough. Under the 2010 MOA, KLDTA requested a $10,000 retirement incentive and 21 teachers took the offer (including the current leader of KLDTA) -- resulting in an outlay of $210,000 by the district. Although some savings might have been realized for "early" retirements, it is difficult to calculate the exact amount because the district has no way of knowing when a teacher would have retired without the incentive. If 20 additional teachers take the new retirement incentive which was increased to $17,500 for some reason -- that is a total cost to the district of $350,000. Don't forget that regardless of the incentive, teachers retire with full pension and retiree health care benefits. Yes - the district will realize some savings from the incentives -- but we likely would have realized similar savings without incentives and natural attrition/retirement of our teaching staff. What I think we need to pay attention to as a community is that it seems the only way that KLDTA leadership will agree to changes in the status quo is if they get something in return. The last two agreements with the KLDTA will likely result in approximately $500,000 spent by the district in retirement incentives over a five year period -- money in my opinion, better kept in the district system during these difficult economic times and in the tax-cap environment. In my opinion, finally switching health care carriers did not merit financial rewards for teachers likely retiring in the next three years anyway.
Katonah19 June 6, 2013 at 08:08 am
For more insight, take a look at BOE Member Charles Day's statement on retirement incentives inRead More exchange for KLSDTA's agreement to changes in Health Care here: http://bedford.patch.com/groups/opinion/p/days-statement-on-kl-union-contract-changes