Updates will be posted as they become available. (Updated up to the September 15th Meeting)
Salary, Benefits, and Compensation (🔴 Update 9/15)
Status
Updates
District Proposal (9/15 Update)
- Salary Increases
- 2025-2026: +1.75% salary increase
- 2026-2027: +1.50% salary increase
- Insurance:
- Single $855.94/864.50 /month
- Family: $2119.05/$2140.24 /month
7.19% increase over 2 years, would maintain ~13% fund balance
Open to balancing steps across the salary schedule.
Pay Date Change -> District states that other units are not interested in changing again as it would create a gap in payment; too big a hardship for other units.
Union Response: Local #710 would need approval from membership to balance steps. We would also like to see the District tap into fund balance a little more; insurance will likely increase, so there is a need to find a way to put more $ toward that.
We also may be asking the District to consider eliminating a step or two that has a low step increase and create steps at the end of the salary schedule. The idea is to maintain 17 total steps on the schedule.
Union Proposal (9/8 Update)
- Salary Increases
- 2025-2026: +2% salary increase
- 2026-2027: +2% salary increases
- Extra Curricular Increases (Schedule B & D)
- 2025-2026: +0% salary increase
- Restructuring -> See tab for more information
- 2026-2027: +4% salary increases
- 2025-2026: +0% salary increase
- Insurance:
- Single $895/930 /month
- Family: $2278/$2500 /month
- Building Leadership
- + $250 ($1000 -> $1250)
District Response: Need time to respond to this proposal.
8/6 Update
- Union Proposal
- Overall stayed the same
- Career Recognition
- Extra 30-year career recognition
- +$500 for all career recognition
- Salary increase counter
- 2025-2026: +3% salary increase
- 2026-2027: +3% salary increases
District Response: The Union’s counter still exceeds their budget by $1 million, and 2nd year funds from the state are still uncertain.
Pay Date Change -> Other union groups did not want the change because it might create confusion and a potential lack of payment. Local #710 still wants the District to consider this change. The District refuses to have separate pay dates for different groups of employees (which is understandable).
7/14 Update
- District Response to Union Proposal
- State funding is down, so union’s proposal will exceed any new revenue that the District recieves
- Increase in expenses overall (Transportation, property insurance, paid family medical leave, TRA contributions, and curricula changes)
- Uncertainties in Federal Funds, Compensatory Aid, Enrollment
- Automatic increases afforded to teachers in the form of step, lanes, and benefits amount to $701,421 before any increases are applied to the salary schedules.
- District Proposals
- Senario A:
- 25/26: +2% to steps 1, 10, 11, 12, 13, 14, 15, 17+
- These are steps that get the “least” raise
- 26/27: +1.75% to all steps and increase insurance
- 25/26: +2% to steps 1, 10, 11, 12, 13, 14, 15, 17+
- Senario B:
- 25/26: +1.25% to all steps
- 26/27: +1.25% to all steps
- Senario A:
- Pay-Date Change
- Will have a response after meeting with other bargaining units
Union Response:
Union did not respond to their proposal during this meeting. No response until August 6th meeting.
6/18 Update
Union Proposal–Total Package +16.09%
- Salary Increases
- 2025-2026: +5% salary increase
- 2026-2027: +5% salary increases
- (Proposed New Pay Scale)
- Extra Curricular Increases
- 25/26: +4%
- 26/27: +4%
- Career Recognition
- Extra 30-year career recognition
- +$500 for all career recognition
- Insurance:
- Single $895/980 /month
- Family: $2278/$2568 /month
- Pay Date Change
- Last Day/First day of month
- 15th of the month
District Response (No formal counter-proposal):
All steps will automatically increase 3%, just through steps. ESST (Earned Safe and Sick Time), PFML (Paid Family and Medical Leave), and TRA all increase by nearly $637K.
The district will only receive $960K more from the increase on the state formula. The district didn’t respond with a new proposal yet, but they are saying they have very little money.
Context and Existing Language
Link to current contract – Insurance rates.
Local 710 is negotiating for salary increases for its members
Career Recognition bonuses are paid to members who have taught in the District for more than 17 years. These bonuses are paid to compensate for the fact that the pay schedule maxes out after 17 steps, meaning that long-time Columbia Heights teachers no longer receive an annual step increase to their salary.
403(b) + Deferred Compensation (🔴 Update 9/8)
Status
Updates
Union Proposal Update (9/8)
- Increase of District Matches to 403(b)
- Year 4-7 teachers
- Increase from $990 to $1100 per year
- Year 8-10 teachers
- Increase from $1210 to $1350 per year
- Year 11+ teachers
- Increase from $1375 to $1500 per year
- Year 4-7 teachers
- Sick Day Buy Back Rate
- 2025-2026: $100 per unused sick day.
- 2026-2026: $125 per unused sick day.
**No changes from the original proposal **
Union Proposal (6/18)
- Increase of District Matches to 403(b)
- Year 4-7 teachers
- Increase from $990 to $1100 per year
- Year 8-10 teachers
- Increase from $1210 to $1350 per year
- Year 11+ teachers
- Increase from $1375 to $1500 per year
- Year 4-7 teachers
- Sick Day Buy Back Rate
- Increase rate from $100 to $125 per unused sick day.
Context and Existing Language
Deferred Compensation – Article XIII
Deferred Compensation means any money we put into a retirement account, a 403(b). This is like a 401(k), but public employees get our own special part of the law.
The District matches funds contributed by tenured teachers at certain tiers based on years of service.
Sick Leave Buyback
District allows members who have accumulated at least 80 sick days to “sell back” any additional sick days at a rate of $100 per each day over 80, for a total of up to 10 days per year ($1000). These funds then get contributed to the member’s 403 (b) account.
Leave Language (🔴 Update 6/27)
Status
Updates
- Simplifying Leave Pools (6/23)
- Consolidate all regular leave days into one, general PTO (paid time off) pot, eliminating the distinction between sick and personal leave.
- 92% of Members wanted a Change!
- District Response (June 23):
- All but 12 days were approved (~98%)
- Don’t want to move to PTO
- Consolidate all regular leave days into one, general PTO (paid time off) pot, eliminating the distinction between sick and personal leave.
- 6/27 Counter Proposal
- Be able to take first two days of leave without approval
- Roll over up to 5 days a year
- 3-5 personal days consecutively with approval
- District Response (June 27):
- Are not interested in negotiation on any of this
- With recognition days, some staff are already granted 5 days.
Context and Existing Language
Sick Leave Language Compensation – Article X
Sick Leave Bank – Article X S 2.1
Duty Day and Calendars (🔴 Update 9/15)
Status
Updates
District Statement (9/15)
The district stated that they were not interested in adding any language to the contract on limiting the number of meetings that we are required to attend each week/month.
✅However, they agreed that PLC times at the elementary would be 40 per week (a single prep period).
Union Response (7/14)
- School Day/Year Extension
- Need direct comparison with other districts comparing number of days of student contact with total number of work days.
- Conference Compensation Days
- ✅Agreed with stating that conferences compensation days are now compensation days
- School Year End Date
- Union wants to make specific end date work
- Grading Days
- Stated that the second half of a grading/inservice day that remote work should be solidified in the contract
- Workshop Week
- Should have 1.5 days of inservice, 3.5 days of teacher prep, Friday no meetings.
District Response (6/27)
- School Day Extension
- They were not interested in reducing number of days
- Conference Compensation Days
- Reclassify evening conferences with equivalent of two days of conference pay.
- Included in schedule and divided over 24 pay periods
- Really no change, just reclassification
- School Year End Date
- Not willing to negotiate
- Grading Days
- Principals really like the two half days with how much there is to do.
- Workshop Week
- Not interested in reducing workshop week
- If teachers want Friday before, are willing to start earlier with a longer weekend.
Union Proposal (6/23)
- School Day Extension
- Add 10 minutes of time to each duty day. This would eliminate 4 student contact days.
- Also proposed 5 minutes/2 days
- Conference Compensation Days
- Currently, in return for conferences, 2 days of the 186 working days are classified as comp time.
- Proposed to put these comp days in the school year, explicitly calling them out as comp days
- School Year End Date
- End the school year on the first Thursday in June, every year
- Grading Days
- Currently, we have two full grading days (Q2, Q4) and two half (Q1, Q3)
- Proposed 4 full grading days (1 each quarter)
- Workshop Week
- Proposal for workshop week to be 4 days only
- 2.5 days for teacher prep and classroom setup
- 1.5 days for inservice split between district and building PD
- Proposal for workshop week to be 4 days only
Context and Existing Language
Article XII – School Year/Duty Day
Currently we work 186 days, and are with students 172 days. We also have 2 “comp” days because of evening conferences. Two of the non-student days are for grading, and two more are half inservice, half grading.
Article XIII – Hours of Service
Each day is 7 hours and fifteen minutes (30 min. lunch), or 36 hours and 15 minutes a week, the principal and the teacher together determine the exact schedule.
English Learners–Specific Language (🔴 Update 9/15)
Status
Updates
9/15 Update
The District stated that they are not interested in adding any language on class size ratios or caps.
7/14 Update
District Response to Proposal
- ✅ District added an EL Instructional Coach to the Staff
- Added EL teachers and EAs “as appropriate” in different schools for the coming year.
- EL pathway for year-long professional development was added.
- ❌ At this time, district is not entertaining limits or weighting
Union Response: There is still a need for ratios for EL students in classrooms based on appropriate weighting.
6/27 Updates
- Proposed EL Caseload Caps of 55
- Level 1 and 2 Class Cap of 20
- Weighted Student Counts
- Level 1 (Counts as 2 students)
- Level 2 (Counts as 1.5 students)
- Level 3 (Counts as 1.25 students)
- If any class or caseload exceeds these caps, district will do some of the following:
- Provide a Co-Teacher
- Provide additional EAs
- Create additional sections
- Balance out sections
- Provide more prep time
- Pay an amount of $125/per additional student over cap/per quarter
Context and Existing Language
As EL student numbers increase, caseloads and class sizes are rising.
This means that many of our EL students are not getting adequate support.
Extra Curricular Compensation (🔴 Update 8/22)
Status
Updates
8/22 Update
- Tiered System of Payment
- Not pursuing
- (POSSIBLE) Discretionary Funds and Fundraising
- Possibly create a discretionary fund for the Activities Director.
- Allows for activies to start at anytime without Negotiations.
- Whole Group Fundraising Pool
- All activities participate in fundraising opportunities
- Would then receive a proportionate part of the pool.
- Staring activities would need to complete some fundraising
- Generates initial funds to pay for advisor/coach stipends and other expenses.
- All activities participate in fundraising opportunities
- Possibly create a discretionary fund for the Activities Director.
- Additions/Deletions and Changes
| ACTIVITY | PROPOSED CHANGE | SUGGESTED STIPEND |
| Adaptive Bowling | NEW | 40% – $2496 |
| Newspaper | Increase | 70% – $4368 |
| HS Play – Sound Designer | Increase | 12% -$748.80 |
| HS Play – Lighting Designer | Increase | 12% -$748.80 |
| Speech | Increase | 70% – $4368 30% – $1872 |
| GSA (Gay Student Alliance) | Renamed | No Change |
| Jazz Band | Renamed | No Change |
| Mock Trial | NEW | 25% – $1560 |
| HOSA | NEW | 25% – $1560 |
| Black Student Union | NEW | 25% – $1560 |
| Muslim Student Association | NEW | 25% – $1560 |
| Hispanic Heritage Club | NEW | 25% – $1560 |
| 11th & 12th Grade Advisors | Renamed | No Change |
| Link Crew | Increase | 2 Advisors 35% – $2184 |
| Advisory Leads | Renamed + Increase | 24% – 1497.60 |
| CA Play – Sound Designer | Increase | 12% -748.80 |
| CA Play – Lighting Designer | Increase | 12% -748.80 |
| CA Jazz Band | Renamed | No Change |
8/6 Update
- Continuing to discuss in subcommittee
- Currently updating/proposing changes to track additional advisors and coach pay
- Participating in athletics had decreased, but activity participation has increased.
7/14 Update
- Possibly to change activities to a tiered system with the intent of adding athletics if successful
- Polled High School actitives coaches and adviors
- 65% were satisfied with compensation
- Added HS clubs and activities not in current schedules
- Union requested that Leadership Team members be paid $1500 per year and add $12,000 to each schedule in order for more activies/athletics.
- FULL UPDATE FROM NEGOTIATIONS TEAM HERE
6/23 Updates
- Pay activities that are running but not in the contract
- Add back in Advisory leads (CHHS)
Informal subcommittee was formed, with the intent of running concurrently with negotiations.
District discussed (no official proposal) maybe adding in funding “x” number of advisors for activities that meet often, “x” number of advisors that meet several days a week seasonally, etc. rather than defining everything ahead of time.
Context and Existing Language
Current Compensation – Current Schedule D
Last round of negotiations this was agreed to be revamped, but it was done by a small committee and lead to unintended consequences.
This round, we want building principals, athletics and other teachers involved in the discussion.
Subbing (🔴 Update 7/15)
Status
Updates
Union Proposal (7/15)
- Amend the substitute pay language all teachers be paid $40 per hour
District awaiting Union financial counter proposal before responding
Context and Existing Language
Currently, CA & CHHS teachers get $40 per hour for subbing
Elementary teacher do not currently receive that rate
Counselors (🔴 Update 9/30)
Status
Updates
Union Response (9/30)
- Union put this back on the table.
- Sets counselor ratios of 1:500
- Would add two counselors at CHHS and one counselor at CA
- If the district would desire, could add one counselor at the elementary level.
- Designate language including duties
- Need to meet beyond the standard calendar.
District Response (8/6)
- This is part of staffing which remains one of their inherent managerial rights.
- This would require funds, and once those are present, then they will hire
Union Proposal (7/15)
- Sets counselor ratios of 1:500
- Would add two counselors at CHHS and one counselor at CA
- If the district would desire, could add one counselor at the elementary level.
District awaiting Union financial counter proposal before responding
Context and Existing Language
Currently, CHPS does not employ academic counselors at any level for students.
Combo/Multi-Course Stipends (🔴 Update 8/6)
Status
Updates
Union Proposal (8/6)
- Increase stipend amounts for combo/multi-course classrooms
- The stipends have not been raised on over ten years.
District Response: Addressed when the District gives it next financial proposal
Context and Existing Language
There are three types of combo/multi-course classrooms detailed in the contract for additional compensation
- Combination Room Assignments
- This is more than one grade level in the classroom (applies for elementary)
- Multi-level Course Assignment
- Two sequential courses taught during the same class period
- Multi-course Assignment
- Two separate courses taught during the same class period
Dependents Enrollment (🔴 Update 8/6)
Status
Updates
Union Proposal (8/6)
- Teachers Dependents should be able to open enroll in our schools, even if a particular school is closed to open enrollment
District Response: Board needs to look at enrollment policy
Context and Existing Language
There are three types of combo/multi-course classrooms detailed in the contract for additional compensation
- Combination Room Assignments
- This is more than one grade level in the classroom (applies for elementary)
- Multi-level Course Assignment
- Two sequential courses taught during the same class period
- Multi-course Assignment
- Two separate courses taught during the same class period
Class Sizes (🔴 Updates 9/15)
Status
Updates
9/15 Update
The District stated that they are not interested in adding any language on class size ratios or caps for SPED or EL students.
We have been asking for more support staff in classrooms, whether that be licensed teachers or EAs.
Context and Existing Language
Early Childhood and Family Education (ECFC)(🟢 Update 9/15)
Status
Updates
9/15 Update
The Pre-K MOU was updated with some agreed upon changes:
- Teacher hired for a K-12 position will maintain ECFE seniority
- K-12 teachers who move to ECFE will retain their K-12 seniority.
✅ Agreed
District Response (9/8)
- Instead of cell phone stipends, teachers will be directed to use Talking Points, and be given hot-spot units to be able to use outside of the office
✅ Union agreed
District Response (8/6)
- Cell Phone Stipends
- District does not agree to cell phone stipends, as they can use their office phone.
- Additional Hours
- Any additional hours can be timesheeted if they don’t fit into conference time.
Union Response
- Cell Phone Stipends
- This impacts only about four teachers, and is vital in terms of timing and translations services.
- Union is putting the issue back on the table
- Time Carding
- We would like time carding for additional conference hours included in the contract as we don’t believe that it is being done in every building.
6/27-> Union Proposal
District responses in Red
Elimination of Schedule E—✅ Agreed!
This was meant to be done during last round of negotiations. Pre-K teachers are now on the main salary scale.
Elimination of Pre K MOU
Additionally, the Pre-K MOU will be eliminated and all language for Pre-K added to the main contract, as well as adding the Pre-K teachers to the main seniority list. Currently, because Pre-K teachers are on their own seniority list, they do not get the same tenure protections.
- District says that we need to keep the Pre-K MOU mainly because of funding streams and the need for Pre-K to stay under community education. However, they are giving Pre-K teachers contract privileges
- Seniority List
- District wants to keep separate seniority list. This means that Pre-K teachers cannot bump a teacher on the teacher contract if a position was cut.
- Their reasoning is that because the funding stream is different, needs to be kept different
Duty Day and Calendar
Duty Day and the calendar for Pre-K teachers will be up to the district
Stretch Calendar
Local 710 proposed the creation of a Stretch Calendar, for those employees who need to work throughout the summer. (Still working 186 days, just spread out more over the year)
- District agreed to this, and more details are being worked out.
Local 710 also proposed for more prep hours for half-day teachers, along with a cell phone stipend for ECSE home visits.
Context and Existing Language
Negotiation Goals for ECFE
Change schedule C, E. Article V, Teacher Rights, and VII – Duty Day, X – sick leave, etc.
Currently, because Pre-K and ECSE teachers were always on a different calendar and a different pay schedule, they are often mentioned in the contract separately. This is beginning to be slowly integrated into the contract.
Further, “ECSE PART C” often requires summer hours, and we are proposing a “stretch calendar” for teachers to continue to work during the summer.
Special Education–Specific Language (🟢 Update 9/15)
Status
Updates
Additional 9/15 Update
The District stated that they are not interested in adding any language on class size ratios or caps.
District Proposal (9/15)
- After February, a teacher can submit up to 10 hours outside of the contract day without approval.
- With approval, Director Godfrey can preapprove using the hours before the days
Union Response: Will bring issues to Labor/Management if Director of Special Services does not consider alternate order of hours/days use. ✅ Agreed
Union Proposal (9/8)
- Change the February deadline to “the last day of the school year”.
Context and Existing Language
In the 2023-2025 MOU, for SPED Due Process Days, it contained the following language:
Special Education teachers and related service providers can be compensated each school year for evaluation or due process paperwork at the professional rate in the following manner: 6 half days (3.635 hours) in September through February.
TOSA (Teacher on Special Assignment) Language (🟢 Update 9/15)
Status
Updates
9/15 Update
- Willing to include retention of seniority
- Does not want to include that teachers be allowed to leave a TOSA on request
Union agreed to the counter proposal.
8/6 Update
- District responsed with a pared back proposal to the bare minimum, which mostly just defines what a TOSA is and what Peer Reviewers and Instructional Coaches are.
- No job security clauses we included were left in their counter-proposal
Union Response: This is a small win, as Local #710 has been trying for years to get TOSA language included in the contract. We will still make a counter proposal at a future meeting.
Union Proposal (7/15) -> Same Proposal made in 2023-2025
- Add Language to the contract specific to Peer Reviewers
- Length of assignment
- 3 years with ability to extend
- Work Load
- Incharge of IGDP, peer observations
- Outlines other meetings and stipulations for workload.
- Length of assignment
Context and Existing Language
A Teacher on Special Assignment (TOSA) is a teacher who takes on a role outside of direct classroom instruction.
Duty List Events (🟢 Update 9/15)
Status
Updates
District Counter (9/15) ✅ Agreed
- All lists vary widely between buildings
- Instead of 3 events, there should be 6-8 hours of additional activities for each building.
- Principals are incharge of putting together the list
- Completed in order of seniority.
District Response (9/6)
- Most events are 2-3 hours in length
- Building principals have enough activities to assign three duties to each teacher in the building. Need to keep at 9 hours.
- With only six hours per teacher, there is not enough to cover all events/activities.
Union Response: Don’t agree with 9 hours, will have a response next meeting.
Union Proposal (8/6)
- Change from 3 duty events to 6 hours
- Makes the building administrators in change of determining how long each activity is.
- This may mean that teachers have to be after hours more times, but ultimately for fewer total hours.
- This language also cleans up the vagueness.
District Response: Will need to confer with building principals and get feedback
Context and Existing Language
Additional Activities is typically referred to as the Duty List. Language about the duty list was added to the contract about 20 years ago to make sure that any “additional activities” that needed supervision outside of the normal work day, did not fall unfairly on newer or younger teachers.
The three additional “events” were never defined by time in the contract, although the practice had become three hours’ worth of time.
MOUs–Memoranda of Understanding (🔴 🟢 Update 9/30)
Status
Updates
9/30 MOUs
- Paid Family Medical Leave (PFML) MOU
- Split in half between employer and employee
- Run concurrently with FMLA (possibly in statute-District proposed getting rid of the concurrent language)
- Union asks that we can choose to be unpaid in order to save sick leave
9/15 MOUs
- CA STAR MOU ✅ Signed!
- Same as 2024-2025, just with dates changed
- Same as 2024-2025, just with dates changed
- Same as 2024-2025, just with dates changed
- CA Schedule MOU ✅ Signed!
- Any changes to the schedule will be for the 2026-2027 school year
- No decrease in elective teachers
- Due Process MOU ✅ Signed!
- See Special Education Section for More Info
- ESST MOU ✅ Signed!
- Pre-K MOU ✅ Signed!
- See ECFC Section for More Info
6/18 MOUs
- Teacher Apprenticeship MOU ✅ Signed!
- Teacher Development and Evaluation MOU ✅ Signed!
- READ Act MOU ✅ Signed!
- Proposed more money for newer teachers
- Proposed Credits for everyone
- Teachers with either receive compensation for completing training OR credits–NOT BOTH
Context and Existing Language
MOUs or Memoranda of Understanding are written agreements that outline terms of mutual agreement between Local 710 and the District on a specific topic. They often cover specific topics not covered by the larger contract.
So what’s the difference?
MOUS are not usually legally enforceable and usually come with a specific expiration date of 1-2 years. This provides flexibility and a way to try out new initiatives in good faith without the pressure of long-term commitment.
Nurse Substitution Compensation (🟢 Update 9/8)
Status
Updates
Union Proposal (9/8)
- Proposed that District Nurse be compensated for both prep time missed and extra time needed (2-3 hours) to complete paperwork and due process items
District Response
- Prep time missed would be compensated at professional rate
- District Nurse can be compensated at the professional rate for up to 2 hours due to subbing in other buildings.
Union agreed to this counter ✅
Context and Existing Language
School Board Attendance (🟢 Update 6/18)
Status
Updates
The ground rules for negotiations were reopened to allow for board members. (2 members + alternate can be present at a negotiations meeting without constituting a quorum for an official board meeting)
The district selected Chair Mary Granlund and Director Corenia Smith as the board designees with Vice Chair Laura Palmer as an alternate. ✅ Agreed!
Context and Existing Language
Local 710 is hosting an effort to invite CHPS School Board members to attend negotiations meetings in the spirit of inclusion and collaboration. We feel it is important for the School Board to be a part of the process.
Proposals from ISD 13 (🔴 🟢 🟢 🟢 Updates 9/15)
Here are the current proposals from ISD #13.
Paid Family and Medical Leave MOU (🔴 Update 9/15)
Status
Updates
9/15 Update
District Response to the MOU (Will have language at next meeting)
- FMLA will run concurrently;
- They are not interested in committing to anything with uncertainty of program at this point.
- The goal is to allow members to utilize both sick leave and ESST to keep their paychecks whole.
8/6 Update
District Proposal
- The district proposed an MOU around Paid Family and Medical Leave language
- There is some uncertanity around how employees and state can/will determine use of ESST (Earned Safe and Sick Time) vs. paid leave
Union Response: Union will review the language in the MOU with the help of EdMN personnel and will have a response at the 9/8 meeting
Context and Existing Language
Credit Pre-Approval (🟢 Update 8/6)
Status
Updates
8/6 Update
Union Response
- Advanced Credits
- Include allowing pass/fail and change to grade of C or better or GPA average
District accepted this counter proposal, and a tentative agreement was reached.
7/15 Update
District Proposal
- Advanced Credits
- Need a grade B or better from accredited university
- Language Clarifications
- Credits for movement about MA lane no longer need to be in an approved program. (Was practice, but not in language)
Context and Existing Language
This section refers to how teachers are able to earn credit to move up lanes on the pay-scale.
BIPOC/Offensive Language Proposal (🟢 Update 7/15)
Status
Updates
7/15 Update
Tentative agreement reached.
7/14 Update
- Union Counter proposal
- Align the language with state and federal law to protect all groups that are identified in these laws, not just three specific ones.
- Request that this language be proposed to the other four union units to be included in their contracts and to be included in all employee handbooks.
- Request ongoing proacting education for all staff and all students (age-appropriate).
District Response
Language will be changed to follow policy, state, or federal law instead of listing out specific statutes. They also said that they understand the importance of educating staff and students on these issues.
6/27 Update
- District wants to add to current Progressive Discipline Language in the contract
- Want to add text explicitly details that progressive discipline action can be taken for “use of racially offensive language and language targeting those with disabilities, and members of the LGBTQIA+ community”.
- Union will give counterproposal at next negotiation meeting
- Agree, counter proposal will focus on tightening up the language.
Context and Existing Language
This comes from the district after a request from the BIPOC (Black, Indigenous, People of Color) Affinity Group.
Mileage Stipend (🟢 Update 6/27)
Status
Updates
The district proposed modifying language in the contract establishing exact distance between school buildings throughout the district. ✅ Union Agreed
Context and Existing Language
- Currently the language about milage is different across bargaining units
- Current language says to round up to the nearest mile.
No Proposals
Currently, there are no proposals for the following topics. Stay tuned for more information!
