Addendum 5. Items of Mutual Interest

The attached documents are not part of the contract and are not binding contract language. However, the negotiations teams felt that it was important that this information be publicized and included with the contract to highlight its importance.

Building Health / Safety Committee will review health / safety issues and report annually.

Continue to implement the staff notification procedures as published below.

Notification to Staff Members of Students with A History of Violent Behaviors

The following guidelines were established through the Interest Based Collective Bargaining (IBCB) process used to negotiate the 1999-2001 contract between Education Minnesota-Roseville and the School Board of District 623. These guidelines address notification as defined in Minnesota Statute.

District 623 Guidelines

1. Students with a history of behavioral disorders may have been identified for special education services. The IEP manager will inform *first ring staff members of strategies for intervention and conflict resolution training.

2. School administrators who are aware of students who have been **charged/convicted of violent crimes or are aware of students who have a recorded history of violent behavior, will

Discuss the information with the administrative team and appropriate student support staff. i.e.: counselor, social worker

Determine the appropriateness of intervention and/or conflict resolution training for first ring staff members and the specificity of information to be shared

Provide information to first ring staff members and any recommendations for successfully working with the student

* First ring staff members: those staff members having direct contact with identified student i.e.: teacher, coach, hall supervisor

** The responsibility for providing schools information regarding a student charged with a felony rests upon the child’s probation officer. It is recommended that annual contact with the county probation officer be initiated by a secondary administrator.

The bargaining teams recognize the importance of this issue and recommend discussion at the building level.

EM-R and the district expect that teachers are willing, able, and qualified to teach in all areas of their licensure.

Individuals considering dropping a license are strongly encouraged to contact EM-R before November 15.

By October 15th, each elementary principal will ask special education teachers and ELL teachers to give them a copy of their schedule. The principal will review the schedule to determine if the teacher’s schedule provides prep-time within the parameters outlined in the contract.

By November 15th, a document will be prepared to show how each elementary school uses its resources to provide preparation time for teachers.

If any teacher believes that they are not receiving preparation time within the parameters outlined as follows, they should meet with the principal/supervisor to resolve the issue. If the issue is not able to be resolved at that level, the EM-R Member Rights Chairperson and a district center administrator will work with the teacher and principal/supervisor to resolve the issue.

Principals/Supervisors will work with student services staff members, who act as case managers, to include due process time within their schedule.

See Article Ten for additional information on Preparation Time.

The following are considerations for Long Term and Extended Leaves:

Child care leave the year of delivery

Child care leave the following year (second year of child care leave)

Completion of an advanced educational degree or to work on advanced education credits

Personal or family emergencies

Personal or family situations

Five year extended leave of absence

Starting the 2024-25 school year, RAMS and Parkview- Teach 5 out of 7 classes for each trimester (plus one Team advisory period.) Total of 15 classes (and 3 Team advisory periods.) Each class section is worth 1/15

RAHS- Teach 4 out of 5 each trimester. Total of 12 classes per year. Each class section is worth 1/12

FAHS- 6 classes each trimester, or 5 classes and ½ period silent sustained reading and ½ period of advisory. Total of 18 per year. Each class section is worth 1/18.

If the structure of the student day at a building changes, the FTE designations at the building will be re-negotiated with EM-R.

The district will make a good faith effort to create equity across employees and within workgroups regarding workload.

The teacher and principal/district administrator may assess each individual situation in the best interest of the students. The following are options to address workload:

Balance classes

Create additional sections if enrollment dictates changes

In elementary schools, overload relief pay (see addendum 5H)

In secondary schools, provide class size and daily enrollment overload relief pay (see addendum 6)

Reassign staff

Any other creative solution mutually agreed upon in writing by the affected teacher and principal or district administrator

Upon request from the teacher, the district may offer early retirement to a teacher who is at TRA pay-out age, a) both portions of TRA and/or b) District contribution toward a district Health Insurance Plan. This would be in effect for a maximum of five years.

Because we know larger classes require additional work in the areas of communication, grading and management: (two touchpoints and the opening language)

If an elementary classroom (excepting musical ensembles) exceeds 32 students on either February 1 and/or June 1st the teacher will be allowed to timecard 10 additional hours at the development rate to cover additional responsibilities.

If a secondary classroom (except for Band, Orchestra, Choir, and co-taught classes) exceeds 37 students on the third week of the trimester the teacher will be allowed to timecard 6 additional hours at the development rate over the course of the trimester to cover additional responsibilities created by large class size during the duration of this contract.

If a counselor is assigned a caseload of more than 500 students on the third week of the trimester the counselor will be allowed to timecard 8 additional hours at the development rate over the course of the year to cover additional responsibilities created by large caseload during the duration of this contract.