More than two years of collective bargaining with the Hawaii State Teachers Association have passed, to no avail.

The employer team — the governor, Board of Education and Department of Education — still hopes for a settlement.

As negotiations for the 2013-15 contract continue, all stakeholders — parents, teachers, the community — should have accurate information. This commentary spotlights realities versus myths in the negotiations, to prevent the myths from clouding the process.

Myth: The employer’s implementation of the "last best final offer" (LBFO) in 2011 was anti-collective bargaining and a denial of HSTA member rights.

Reality: Both sides have tools in the negotiations. Just as labor unions may strike to reach an agreement, employers may use the LBFO. This action has not been used before in Hawaii’s public employee negotiations, but it is well accepted in the private sector.

Myth: The LBFO forced a 5 percent temporary pay cut on teachers and a 50 percent employee contribution for health benefits.

Reality: Twice prior to July 1, 2011, and several times afterward, HSTA negotiators accepted both. Even the terms the teachers first rejected but then approved last year included both. There is nothing in the LBFO that HSTA didn’t already agree to.

Myth: Starting pay for qualified teachers under the LBFO is $31,000 per year.

Reality: The HSTA contract (prior to 2011) and the LBFO provide for an annual salary of $43,157 for fully qualified, entry-level teachers with a bachelor’s degree. The temporary wage reduction HSTA agreed to adjusts this amount to $40,999.

Myth: New hires, including many teachers at most schools, are paid $31,000 to $33,000.

Reality: Only teachers who have not completed a state-approved teacher education program receive less than the regular entry-level salary ($43,157/$40,999). Excluding special hires from Teach for America and other unique programs, last year only 140 new teachers were paid at the lower rates, ranging from $31,077 to $32,970.

Myth: The employer has refused to negotiate a contract.

Reality: Since the 2011 contract period began, HSTA has offered two proposals: in February 2012 and January 2013. The state has made multiple offers: March/April 2012 (settlement offer), July 2012 (comprehensive proposal for 2013-15, which included 5 percent pay restoration), December 2012 (settlement offer for 5 percent pay restoration and 2 percent increases each year) and February 2013.

Myth: The employer did not honor mediation terms.

Reality: The governor, on behalf of the employer team, proposed mediation without preconditions. The employer participated fully with the federal mediator. After 2 1/2 weeks of discussions, the HSTA walked out and then demanded the employer agree to falsely announce that mediation was ended by "mutual agreement." After HSTA reported to its members, the employer announced HSTA’s termination of mediation.

Myth: The employer has rejected restoring teachers’ pay and providing a modest increase above the restored amounts.

Reality: As promised in 2011, teachers’ pay will be restored for the 2013-14 school year regardless of the outcome of bargaining. In the interest of including increased teacher salaries in the governor’s executive budget, the employer offered a settlement on Dec. 5, 2012. The offer included 2 percent annual increases for all teachers totaling $50 million, along with 24 agreements previously agreed to by HSTA. It also included the 5 percent pay restoration from previous years. HSTA rejected the offer. The state then revised its proposal to include the salary increase of 2 percent annually.

The employer is committed to a negotiated settlement — a process that will be speeded by seeking solutions grounded in reality. Hawaii’s teachers and students deserve nothing less.