Full contract text

In accordance with the PELRA, the School Board recognizes Education Minnesota-Roseville as the Exclusive Representative of teachers, as defined in Article Three, employed by the School Board of Independent School District No. 623. The Exclusive Representative shall have those rights and duties as prescribed by the PELRA and as described in the provisions of this Contract.

The Roseville School District and EM-R recognize the need for a creative new approach to EM-R/Management relations and more effective use of human resources in order to achieve the realization of the respective visions and missions of the stakeholders.

The School District and EM-R recognize the necessity of developing a cooperative problem-solving relationship between the School District and EM-R. The parties recognize that the success of Roseville Area Schools is fully dependent on its people. Hiring and retention of dedicated personnel is essential.

The parties believe that all people want to be involved in decisions that affect them, care about their jobs and each other, take pride in themselves and in their contributions and want to share in the success of their efforts.

The structure of Roseville Area Schools reflects certain basic principles, e.g., recognition of the stakes and equities of everyone in the organization; full participation by EM-R, the administration, and the school board on the district wide shared decision-making model; placement of authority and decision-making processes at the most appropriate level of the organization; and the free flow of information and clear definition of the decision-making process.

Authentic collaboration may be utilized on both current and long term decisions. The district and EM-R mutually agree to support (with resources) a training program to facilitate and develop more effective uses of authentic collaboration throughout the district.

EM-R shall represent all the teachers of the district as defined in this Contract and the PELRA, including those on leaves authorized by the School Board during the period of this Contract.

The School Board or its delegated agent shall forward to the Exclusive Representative, a list of licensed personnel hired or terminated from professional positions in District 623 within five working days of action by the School Board. This list shall be accompanied by a statement indicating whether or not the School Board or its delegated agent consider the newly appointed person as part of the appropriate unit as defined by the PELRA. The School Board or its delegated agent shall present a position responsibility write-up of a new licensed position to the Exclusive Representative, prior to hiring, with a designation related to the unit. Such position description when submitted shall be subject to the procedure below.

The Exclusive Representative shall have ten (10) working days to review the list, and to submit objections regarding the designation. Objections shall be stated in writing and related to the PELRA definition and directed to the Human Resources Office within ten (10) working days of the notice. If the two parties cannot agree on the designation of the person as a member or non-member of the unit within ten (10) working days from receipt of the written objection in the Human Resources Office, the decision on the question of inclusion in the unit shall be referred to the Bureau of Mediation Services for a written decision. The person(s) in question shall have status in or out of the unit as designated by the Bureau effective the date of the person's employment. Such decision by the Bureau shall not be construed to mean that each benefit of the Contract shall automatically apply but denial of benefit shall be grievable.

On or before October 15th of each year, the Employer shall provide the Union with a report showing the names, addresses and telephone numbers of all employees in the bargaining unit. The report will also include the employee’s full time equivalency (FTE) status, worksite location, and hire date. Quarterly updates of the report will be provided to the Union upon request. Such requests shall be filled within ten working days.

shall mean the hours of employment, the compensation therefore including fringe benefits except retirement contributions or benefits, and the School Board's personnel policies affecting the working conditions of the employees, but it does not mean educational policies of the School District. The terms in both cases are subject to the provision of section M.S. 179A.07 of the PELRA regarding the rights of public employers and the scope of negotiations.

shall mean all persons employed by the School District in a position for which the person must be licensed or certified by the PELSB, in a position providing instruction to children in a prekindergarten or early learning program pursuant to MN Statutes 179A.03, or are otherwise defined as teachers in MN Statutes 179A.03.

shall mean those days designated by the School Board on which students of District 623 are expected to attend school and parent conference days.

shall mean those days on which teachers are contracted to perform services.

shall mean those days beyond the basic contract year on which teachers have agreed to perform services as designated by the School Board which are directly related and necessary to the successful completion of the 38-week assignment.

shall mean any day, Monday through Friday, January 1 through December 31, but shall not mean those days designated as major legal holidays by State Law.

shall refer to the sum of duty days and paid holidays as stated in this Contract.

Full-time teachers are those licensed teachers employed at .75 FTE or greater and whose compensation is based on the teacher's salary schedule.

Part-time teachers are those licensed teachers employed for an amount of time less than .75 FTE and whose compensation is based on the teacher's salary schedule.

shall mean a person or persons designated by the School Board, Exclusive Representative, or an individual teacher, as per the PELRA to act in its or their behalf.

shall mean Independent School District No. 623, Ramsey County, Minnesota.

shall mean the exchange of views and concerns between the School Board and the teachers.

shall mean the performance of the mutual obligations of the School District and the Exclusive Representative of the teachers included in this appropriate unit to meet at reasonable times, including where possible meeting in advance of the budget making process, with the good faith intent of entering into an agreement with respect to terms and conditions of employment; provided, that by such obligation neither party is compelled to agree to a proposal or required to make a concession.

shall mean casual substitutes or homebound teachers. The provisions of this contract shall not be applicable to persons whose employment status is as a temporary or seasonal employee.

Terms not defined in this Contract shall have those meanings as defined by the PELRA.

A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the employer, its overall budget, utilization of technology, the organizational structure and selection and direction and number of personnel.

A public employer has an obligation to meet and negotiate in good faith with the Exclusive Representative of the public employees in an appropriate unit regarding grievance procedures and the terms and conditions of employment, but such obligation does not compel the public employer or its representative to agree to a proposal or require the making of a concession.

A public employer has the obligation to meet and confer with professional employees to discuss policies and those matters relating to their employment not included under terms and conditions of employment as defined in Article Three, pursuant to M.S. 179A.08 of the PELRA.

The employer shall not meet and negotiate or meet and confer with any employee or group of employees who are at the time designated as a member or part of an appropriate employee unit except through the Exclusive Representative as certified for that unit in accordance with the PELRA.

An employer shall have the right to petition the director for arbitration under M.S. 179A.16, Subd. 1, of the PELRA, provided the Exclusive Representative or the employer has first petitioned the Director for Mediation Services as are available under M.S. 179A.15, of the PELRA.

An employer may hire and pay for arbitrators desired or required by the provisions of the PELRA.

The laws of the State of Minnesota have vested in the School Board the full authority and power to manage, control and direct the operation of the school district and to adopt, modify, or repeal policies, rules and regulations for the school district. All such authority and power of the School Board shall continue unimpaired, except as limited by the specific provisions of this Contract.

All employees covered by this Contract shall perform the teaching and extracurricular, student supervision and other services assigned by the School Board and shall be governed by the laws of the State of Minnesota, and by School Board rules, regulations, directives, and orders, issued by properly designated officials of the school district, insofar as such assignments, rules, regulations, directives, and orders are not inconsistent with the terms of this Contract.

Subd. 1. The District shall contribute the following amounts toward the cost of Medical Insurance premiums and VEBA spending accounts:

Any additional cost of the premium shall be paid by the employee through payroll deduction.

Subd. 2. Effective April 1, 2020, staff may only enroll in the high deductible medical plan. When enrolled, the district would contribute toward the cost of insurance premiums and fund a VEBA spending account to be used to help pay deductibles and other out of pocket expenses.

Subd. 3. If a change in existing benefits for carrier is considered, EM-R as Exclusive Representative, shall be given a minimum of sixty (60) working days’ notice and the matter referred to the Insurance Committee.

Subd. 4. An employee who chooses not to participate in the District insurance plans shall forfeit any right to monetary gain in lieu of an insurance premium.

The School Board shall contribute up to the following amounts for Dental Insurance:

Any additional cost of the premium shall be paid by the employee through payroll deduction.

Subd. 1. The School Board shall provide $50,000 of group term life insurance coverage per teacher contracted for (30) hours or more per week. Teachers working fourteen (14) hours or up to thirty (30) hours per week shall be eligible to participate in the life insurance program at the employee's expense through payroll deduction.

Subd. 2. The School Board agrees, if such option can be obtained, to secure an additional fifty (50) thousand dollars of voluntary supplementary group term life insurance at the expense of the teacher. The availability of such coverage shall be subject to all terms and conditions imposed by the carrier. In no event shall such voluntary supplementary coverage increase the premium for the basic coverage provided by the School Board.

The District shall provide LTD insurance for teachers contracted for thirty (30) hours or more per week, who are eligible for disability benefits as determined by the disability insurance company. Other income paid to the disabled employee may reduce benefit payments made by the LTD insurance company. See also Article Thirteen, Section 1, Subd. 8.

In the event a teacher, absent because of illness or injury, has exhausted sick leave, and subsequently qualifies for long-term disability (LTD) coverage, the health and hospitalization medical insurance, life insurance, and income protection, LTD insurance shall continue in effect in accordance with the provisions contained in the master agreements with the carriers for the period of LTD eligibility.

Clarification: if the teacher remains in a disabled condition, there is a “waiver of premium” that will pay for medical insurance premiums. There is also a “waiver of premium” provision for term life insurance, following the date of approval for LTD. In order to be eligible for the waiver of premium, the employee must have been enrolled in medical insurance and/or life insurance at the time of approval for LTD.

If, however, the “waiver of Premium” provisions are eliminated from the master agreement with the carrier, then the district will pay the medical and life insurance premiums for up to twelve months following the date of approval for LTD. After twelve months of district payments, the teacher may continue coverage at their expense, based on provisions contained in applicable state and federal statutes.

Subd. 1. After cessation of employment and in accordance with state statutes and the provisions of the insurer, disabled teachers may elect to continue participation in insurance programs for the period of disability, according to provisions of the master agreement. However, once eligibility for LTD continuation ceases, continued medical insurance coverage would be based upon the provisions contained in applicable state and federal statutes.

Subd. 2. In accordance with state and federal statutes and provisions of the insurance programs, surviving dependents of a deceased eligible employee may elect to continue participation in the medical insurance provided the surviving dependent(s) pay the full premium.

The District shall carry worker’s compensation insurance on all employees in case of work-related injury or accident. When worker’s compensation insurance payments to the employee have started, the employee will remain on the payroll, with the difference between the worker’s compensation check and their salary charged to their sick leave until such sick leave is exhausted. The teacher will keep the worker’s compensation check, and the school district will adjust the salary and sick leave accordingly.

Subd. 1. Matching Annuity: A teacher may participate in a district matching annuity program provided in M.S. 356.24 according to the provisions contained in this Article.

Subd. 2 Eligibility: Teachers who have worked one full school year having begun before October 1 and who work fourteen (14) or more hours per week may receive a district matching contribution of 1% of the employee’s salary. Completed applications must be in by July 31, to be effective September 15 or by August 31 to be effective October 15.

Subd. 3 Any matching Board contributions belong to the individual staff member during and after

employment in District 623.

Subd. 1. Eligibility: Effective July 1, 2004, in accordance with Minnesota Statute, Chapter 352.98, all teachers hired on/or after July 1, 1983, will participate in the Health Care Savings Plan administered by the Minnesota State Retirement System.

Subd. 2. Mandatory Employee Contribution: Effective July 1, 2006, the teacher will contribute 2% of their salary from schedule A.

Subd. 3. Employer Contribution: Effective July 1, 2006, the district will contribute 2% of the teacher’s salary from schedule A.

The School Board shall provide professional legal liability coverage to state required limits for each licensed employee.

When the duration of a long term sub assignment is known to exceed 60 paid days, then the long-term sub becomes eligible for benefits when the assignment begins. When the duration of a long term sub assignment is unknown and subsequently becomes known to exceed 60 paid days, then the long term sub becomes eligible for benefits at the time the assignment duration becomes known to exceed 60 paid days or when the duration exceeds 60 paid days.

An Insurance Committee that will include representatives of EM-R shall meet to study group insurance problems and opportunities and to advise the school district regarding the same.

Teachers who are entitled to reimbursement of expenses for professional activities shall be reimbursed for approved expenses with appropriate receipts within fifteen (15) working days of proper submission to the Business Services Office at the District Center.

Teachers purchasing materials and/or supplies with the advance written approval of their principal or supervising administrator shall be reimbursed within fifteen (15) working days upon submission of an appropriate receipt of purchase to the principal.

Mileage shall be paid to teachers traveling between assigned schools and other assigned duties as approved by the supervising administrator at the rate identified by IRS guidelines.

under this Article shall be by direct deposit.

Pursuant to M.S. 120A.40 and the following provisions, the School Board shall, prior to April 1 of each school year, adopt the school calendar for the next school year. The teacher shall perform services on those days as determined by the School Board, including those legal holidays on which the School Board is authorized to conduct school and has determined to conduct school pursuant to such authority.

For teachers working a nine month calendar but with duties that occur during the non-school months or for teachers assigned to sites with different calendars (nine month and twelve month calendars), individual calendars will be created. Said calendars shall be mutually agreed upon between the teacher and the District. Requirements regarding paid days, student contact days, workshop days, holidays, etc. will remain the same as outlined in the master contract.

In the event of a school day or workshop day lost for any emergency, the teacher shall perform duties on that day or other such day, if any, in lieu thereof as the School Board or its delegated agent shall determine. In the event that a school day or workshop day is canceled due to severe weather, teachers shall not be required to report for duty on that day. Should a teacher be on leave on a day when an emer gency closing occurs, the leave shall not be processed.

2025-2027

Returning Teachers

183 Reporting Days

4 Comp days for family engagement

6 Paid Holidays

193 Basic Contract Days

In addition, teachers hired in their initial contract year may be required to work additional days as a part of the district’s New Teacher Induction Program. Participation in the New Teacher Induction Program will receive three board credits.

RAMS counselors will work up to 5 days in the summer with five days compensated at their daily rate of pay or 5 days compensated with time off during the school year. The 5 compensatory days must be submitted to an administrator by October 1 every year for approval.

RAHS counselors will work up to 10 days in the summer with five days compensated at their daily rate of pay and 5 days compensated with time off during the school year. The 5 compensatory days must be submitted to an administrator by October 1 every year for approval.

School Social Worker Summer Work – SSW’s will have equivalent to one (1) full workday to be used prior to the start of the school year, subject to approval from student services administrators. SSW’s must submit their request to work at least 7 days prior to the workday. SSW’s will be compensated for the day at their daily rate of pay via a timesheet.

The six paid holidays shall include: Labor Day, Thanksgiving Day and the Friday following, Memorial Day, and two (2) additional days after January 1. School may be conducted on any of the following holidays: Lincoln's and Washington's Birthdays (President's Day), Columbus Day, Veterans' Day, and Martin Luther King Jr. Day.

The duty day for full-time teachers, including lunch, shall be eight hours. The eight hours shall normally consist of up to five (5) hours of assigned student contact and two and one-half (2-1/2) hours of instructional management time.

Shall be defined as time when the teacher is working with an assigned class, individual or small group learning activity. It also includes the time between regular classes such as passing time, other transitional activities and other activities as enumerated below.

A. Examples of appropriate Assigned Student Contact (may occur outside of the student contact time) are:

1. Department/Grade Level Discussions

2. Office Hours

3. Resource Room

B. Student Contact Time (not used during the five (5) hours of Assigned Student Contact) may be assigned as determined by the building administration in authentic collaboration with the teaching staff. If consensus is unable to be reached, then the affected staff member may agree to a one year reduction of FTE to reflect actual minutes taught in that year. Staff member's FTE entitlement will return to the previous FTE entitlement for the following year.

Shall be defined as the hours of the duty day outside of designated prep time, student contact time and duty free lunch. This time is designated to address the responsibilities of the teacher which contribute to the school as a whole, to their instructional effectiveness, communications with students, parents and colleagues and carrying out school board policy.

Examples of work responsibilities are:

Lesson preparation

Evaluation of student work

Materials preparation

Conferences/Office Hours

Students who need extra help

Parent contacts

Data management/record keeping

Professional meetings

Contact with student service providers such as special education, gifted and talented, etc.

Committee work

Staff development (including making up missed professional development activities)

Staff meetings

Collaboration

Department/Grade Level discussions

Teacher preparation time shall be defined as a block of time during the student contact day for the teacher to prepare for their teaching assignments. The teacher shall not be responsible for classroom, building or meeting activities during preparation time. Preparation time for special education staff will not include formal evaluation of students.

Within the student day, for every twenty-five (25) minutes of instructional time, five (5) additional minutes of preparation time shall be provided licensed teachers. Preparation time shall be provided in one or two uninterrupted blocks of time during the student day. Creative implementation for teacher preparation time may be developed by mutual agreement between the building administration and the building licensed teaching staff.

Examples of work responsibilities may include but are not limited to:

Lesson preparation

Evaluation of student work

Materials preparation

Teacher initiated team collaboration.

EM-R and the district mutually agree that under certain circumstances, the need may arise to schedule Professional Learning Community time (PLCs) during preparation time. This practice will be considered acceptable if both building principal and the affected PLC team agree.

Elementary Teacher Preparation Time

Teachers must receive at least 5 minutes of preparation time, within the student day, for every 25 minutes of contact time. Three hundred minutes of contact time per day would require 60 minutes of preparation time.

If teachers average 1500 minutes of student contact time per week, they must also average 60 minutes of preparation time per day or 300 minutes per week.

Each teacher should have a minimum of one uninterrupted 30-minute block of preparation time per day. On days that have more than 30 minutes of prep time, the prep time will be provided in one or two uninterrupted blocks of time.

See Addendum 5-C for additional information on elementary preparation time.

Teachers in buildings which participate in regularly scheduled evening parent-teacher conferences, and who are required to conduct such conferences for which compensation is not provided, shall receive compensatory time. If teachers with multiple buildings assignments attend parent-teacher conferences with approval of respective building principals, compensatory time shall be provided. Compensatory time may be taken only during those times when the teacher is not regularly scheduled to fulfill instructional or supervisory responsibilities and with the approval of the supervising administrator. One (1) hour of compensatory time will be allowed for each hour of excess service.

Teachers who are required to attend district meetings called by the appropriate director, other than an early release day, which lasts beyond the normal duty day shall be eligible for compensatory time corresponding to the amount of time the district meeting extends beyond the normal duty day. This provision also applies to IEP meetings that extend beyond the normal duty day. The compensatory time shall be taken within four (4) weeks of the date the meeting occurred and may be taken only during those times when the teacher is not regularly scheduled to fulfill instructional or supervisory duties.

Principals/Supervisors may also request to schedule IEP meetings that are scheduled to start outside of the duty day, with mutual agreement of the employee, which will be compensated at the development rate for licensed staff. For IEP meetings that start during the duty day and exceed the duty day by 30 minutes or more, the teacher will have the option of time carding at the development rate or compensatory time.

Elementary Art, Physical Education, World Language and Music Specialists shall be assigned a maximum number of 290 minutes of student contact time per day. Specialists will receive the same amount of prep-time as other licensed teachers. In addition, one (1) ten (10) minute break per day shall be provided between scheduled classes. Number of class periods and length of time will be agreed upon by the specialists and principals within the framework described in this section.

Each teacher shall have a thirty (30) minute duty-free lunch period per day. Teachers who leave their building during this time shall notify the building office before leaving.

A teacher volunteering for duty during their duty-free lunch shall be compensated for the service they perform at the rate established in Appendix B for that service, prorated up to thirty (30) minutes.

No teacher shall be away from their place of duty during the hours of assigned instructional purposes or additional activities except as approved by the supervising administrator. Teachers who need to leave the place of duty during the hours of preparation time shall notify the supervising administrator through the procedure established in the building.

Teachers shall remain on duty until students under their supervision have left the building or are under the supervision of another teacher.

Individual exceptions to these rules and regulations may be approved by the principal or supervising administrator.

Full-time elementary and secondary teaching specialists who daily travel between buildings shall be provided with preparation time equivalent to other teachers and a duty-free lunch period and shall not be required to use such time for travel. Wherever possible, teachers should not be assigned to more than 2 sites.

The normal teaching load for full-time secondary classroom teachers who travel between buildings shall not exceed 300 minutes of student contact time as defined in Article Ten, Section 1.

Until mutually agreed upon by a building committee, the existing structure of the student day at each school shall remain the same. Any significant changes to the conditions of employment as a result of committee recommendations shall be negotiated with EM-R.

The equivalent of one (1) full elementary staff development day prior to the first reporting day will be designated as teacher work time to prepare report cards and conference materials. The equivalent of one (1) day after the first reporting day and prior to the second reporting day will be designated for the same. Teachers may choose to complete this work remotely.

The equivalent of one (1) full prep day will occur following the end of the first trimester, and before the start of the second trimester. The equivalent of one (1) full day of prep will occur following the end of the second trimester, and before the start of the third trimester. Teachers may choose to complete this work remotely.

School Psychologists will have access to up to three (3) days in which they may choose to work remotely per school year. This time will allow for uninterrupted time to complete reports. School Psychologists will collaborate with their building principal on scheduling these days.

Administrators will make every attempt to exempt classroom teachers from attending any building meetings on the days of their regularly scheduled conferences. Administrators will make every effort to not schedule building meetings on the days of regularly scheduled conferences. Further, teachers will make every attempt to not schedule conferences on nights of regularly scheduled building meetings. This does not apply to make-up conferences.

Additional activities shall be those school activities carried out beyond the basic duty day obligation as mutually agreed by the teacher and the supervising administrator or as assigned by the School Board or its delegated agent.

Teachers shall be paid for additional activities mutually agreed to or assigned at the rates established in Appendixes B and C.

Subd. 1. Additional activities whether extra-curricular, co-curricular or supervisory, assigned to a teacher shall not exceed a reasonable share of such assigned activities normally carried on at the building level.

Subd. 2. Teachers requesting a one-season leave from an assigned additional activity shall submit the request in writing to their building principal on or before February 1 of the school year immediately preceding the school year in which the leave is requested to be taken.

This type of leave shall only be approved once every five (5) years. The teacher on this leave agrees that they shall resume the duties of the additional activity for the season immediately following the leave. In the event that more than one teacher assigned to an additional activity in the same building applies for a leave for the same season, the leave will be approved for the teacher with the greatest seniority in the activity.

Subd. 3. The additional activities of extra duties, cafeteria duty, and summer recreation shall not be compulsory and will be paid at the rates established in Appendix B.

The administration shall make reasonable effort to see that teaching staff meetings and required workshops shall be held during the hours of the duty day.

PTA meetings should be recognized by members of the licensed teaching staff as a professional responsibility. Attendance at PTA meetings will not be mandatory. Licensed teachers will make a reasonable effort to attend the annual Fall Open House in their building. A licensed teacher, not able to attend the annual Fall Open House, will make a reasonable effort to inform the building administrator.

The School Board shall provide severance pay to teachers who were hired prior to July 1, 1989 and retire from teaching in District 623 according to the past contract language.

Employees hired after July 1, 1989, who retire, may continue participation in the health and dental program for up to 10 years or up to the age of Medicare eligibility at their own expense.

Subd. 1. Each teacher shall be credited with one hundred twenty hours (120) sick/emergency leave at the beginning of each year of service. One duty day equals eight (8) hours. The crediting for a teacher who is not employed for the entire school year shall be prorated on the basis of the number of days the employment spans within the basic contract year. If a teacher should, for any reason, leave the employment of the School District before the time has elapsed for which sick/emergency leave was credited, the credit shall be reduced on a pro-rata basis.

Subd. 2. There shall be no limit on the accumulation of sick and safe/emergency leave earned but not used in accordance with the provisions of this Section.

Subd. 3 Sick and safe /emergency leave may be used for personal illness, or emergencies or illness in the immediate family. Immediate family is defined as spouse, domestic partner, child, parent, or sibling, as well as in-laws or step-family members of a similar relationship.

Subd. 4. Upon request of the supervising administrator, absence for personal illness in excess of three (3) consecutive days shall be certified by the attending physician and permission given by him/her for the teacher to return to work.

Subd. 5. In case of frequent or intermittent illness, the teacher may be required by Human Resources to submit a certificate concerning the condition of health from a physician.

Subd. 6. Sick and safe /emergency leave shall not be used for routine physical or dental appointments of a non-emergency nature which can be otherwise scheduled. It is preferred that sick/emergency leave not be used for elective surgeries of a non-emergency nature that can otherwise be scheduled.

Subd. 7. Sick and safe /emergency leave allowed shall be deducted from the sick/emergency leave hours credited to the teacher.

Subd. 8. An individual teacher who is placed on disability leave status or who is absent on sick leave and who has utilized their accumulated sick/emergency leave shall cease accumulation of sick leave until the teacher resumes duties.

Subd. 9. Sick and safe /emergency leave may be used as follows:

A. Up to but not to exceed ten (10) days with full pay shall be allowed for absence due to death of a spouse, domestic partner, or child. By arrangement with the Supervisor of Human Resources, up to two (2) of the ten (10) days may be taken at a later time in order to take care of matters connected with settling the estate of a family member. Up to but not to exceed five (5) days with full pay shall be allowed for absence due to death of a sibling, parent, grandparent, and comparable in-laws. By arrangement with the Supervisor of Human Resources, up to two (2) of the five (5) days may be taken at a later time in order to take care of matters connected with settling the estate of the deceased family member. Any absence beyond such allowed days shall have a salary deduction of the cost of the substitute.

B. Absences due to a death of a family member not listed above or of a close friend may be authorized for up to three (3) days with the approval of the supervising administrator and Human Resources.

Absence due to serious illness in the immediate family as defined above. Initially, a teacher may use up to twenty (20) days of sick/emergency leave for absences due to serious illness in the immediate family. Contact the Human Resources department with inquiries as other types of family members may be approved under current legislation. After ten (10) days of absences, please contact Human Resources to discuss further options. If additional days are requested, the teacher shall review the circumstances Human Resources so that additional leave may be properly categorized for future use, i.e., additional emergency leave, personal leave, short-term or long-term leave. Additional leave would be granted in one or more of the following:

Emergency/sick

Personal

Short-term

Long- term

D. Up to ten days of emergency leave may be used by the non-child-bearing co-parent upon the birth of a child. Leave must be used within eight weeks of birth or adoption.

E. One day for critical situations not covered previously making it impossible for the employee to report for work may be allowed as determined by the superintendent or their delegated agent. (Bad weather in the local area or poor driving conditions are not considered a legitimate excuse for a day when school is in session.)

F. Additional days for critical situations may be allowed upon the presentation of the facts in writing to the Superintendent or their delegated agent subject to review by the School Board.

Subd. 10. Any absence whatever for which a deduction in pay is made shall not be deducted from the accumulated sick and safe /emergency leave.

Subd. 11. Upon termination of employment for any reason, all sick and safe /emergency leave, current or cumulative, shall be automatically canceled unless otherwise provided in this Contract.

Subd. 12. Teachers may voluntarily contribute up to forty hours of sick leave annually to a district wide bank which may be used by teachers who have exhausted their own accumulated sick and safe /emergency leave. and who have not yet qualified for long-term disability provisions. The maximum number of hours that can accrue in the district sick leave bank shall be 1520.

A teacher who is applying for long-term disability benefits may be eligible to use the sick leave bank after their own sick leave is exhausted. Use of the sick leave bank is restricted to the employee’s absence during the LTD waiting period up to 30 days and is restricted to absences during the LTD wait period and will be paid retroactively up to a maximum of 30 days.

Teachers desiring to use days from this district sick leave bank must apply for them through Human Resources.

Subd. 1. Five personal leave days will be granted each school year. Days must be used in whole, or half day increments and unused days will not be carried forward to next year. Personal leave to be used at the discretion of the teacher shall be credited and used in accordance with the following provisions:

1st day of personal leave No salary deduction, and no sick leave will be deducted

2nd day of personal leave No salary deduction, and no sick leave will be deducted

3rd day of personal leave Salary deduction of 100% of sub pay or deduction of sick leave

4th day of personal leave Salary deduction of 100% of sub pay or deduction of sick leave

5th day of personal leave Salary deduction of 100% of sub pay or deduction of sick leave

Subd. 2. Personal leave requests shall be filed with the Human Resources Office at least one (1) week in advance of the anticipated absence via procedure on the district website.

Subd. 3. Up to 3% (FTE) of the teaching staff that require a substitute shall be granted personal leave on any given day on the condition a suitable replacement can be obtained. In the event a suitable substitute cannot be obtained, the teacher will be notified at least two days prior to the requested leave date.

Subd. 4. The personal leave shall be revoked if the teacher fails to submit appropriate plans and activities to the supervising administrator on or before the day preceding the teacher's absence.

Subd. 5. Personal leave may not be approved for the first or last student day of the school year.

Subd. 6 Approved personal leave days shall not be altered or cancelled on or after the day of the personal leave date has passed. This includes changing personal leave days to sick leave days.

See addendum 4 for information on a Personal Leave Incentive.

Subd. 1. Short term leave shall be without pay.

Subd. 2. Benefits in effect prior to the leave shall continue during the leave.

Subd. 3. Short term leave may be granted for a maximum of ten (10) working days.

Subd. 4. A teacher requesting such leave shall normally present such request no later than fifteen (15) working days prior to the desired day(s) of such leave to their principal. In the event that the teacher has no building assignment, such request shall go to their supervising administrator and Human Resources. Such request shall be in writing and clearly express the reason(s) for such request.

Subd. 5. Following receipt of the request by the supervisor and Human Resources, the request will be reviewed by the Superintendent or their delegated agent. Special conditions established by the administrator for such leave shall be in writing to the individual granted the leave. All conditions established must be met to be eligible for such leave.

Subd. 6. Short term leave shall be granted only in extraordinary circumstances as determined by the Superintendent or their delegated agent.

Subd. 7. Short term leaves without pay shall normally be available no more than once during each four year period of employment.

Subd. 1. Any teacher who becomes pregnant shall have the right to utilize accrued sick leave during the period of disability due to pregnancy, delivery and recovery. In order to qualify for sick leave pay, verification of the beginning of the period of disability by the attending physician shall be provided by the teacher to Human Resources. A postnatal statement of fitness to teach from the attending physician establishing the end of disability shall be provided the Human Resources by the teacher prior to return to duty.

Subd. 2. Any teacher shall have the right to receive a child care leave of absence, without pay, for the remainder of the school year for the purpose of maternity or adoption. This leave may also be taken following the utilization of the disability provisions provided in Subd. 1. above.

Subd. 3. The teacher shall submit a written request indicating the proposed beginning and ending dates of the child care leave not less than forty-five (45) working days in advance of the intended commencement of such leave to the Human Resources. The 45 working-day requirement may be waived by Human Resources if factors beyond the control of the teacher are present.

Subd. 4. The proposed ending dates of an unpaid child care leave may be set by Human Resources according to natural breaks in the program or school year after consultation with the teacher and the supervising administrator.

Subd. 5. Child care leave may be extended by mutual agreement between the teacher and the school district for the school year immediately following a child care leave period which ran to the end of a school year as described in Subd. 2 above.

Subd. 6. A teacher who returns from child care leave within the provisions of this section shall retain all previously recognized experience credit and any unused leave time accumulated prior to the commencement of the child care leave. The teacher shall not accrue experience credit for salary schedule advancement or leave time during the period of absence for child care leave after FMLA has been exhausted. Any leave beyond FMLA will not be applicable towards accrued experience credit towards schedule advancement unless reviewed and approved from human resources.

Subd. 7. When a childcare leave period includes February 1 and runs to the end of the school year, the teacher must notify the Human Resources Office in writing by February 1st of their intent to return to active duty for the following school year. If the childcare leave period begins on or after February 1 and runs to the end of the school year, the statement of intention is due on or before the last duty day of that school year.

Subd. 8. Teachers on child care leave may continue to participate in the insurance programs, but must pay the entire premium for such program(s) as the teacher wishes to retain, commencing with the beginning of the child care leave. Family Medical Leave Act provisions may be coordinated as per district guidelines.

Teachers may voluntarily contribute un-used personal leave days to a district wide bank which may be used by teachers who have exhausted their own accumulated sick/emergency leave and whose situation will not qualify for Long Term Disability (meaning the chronic illness of a dependent or when an employee does not have LTD due to their part-time status). A teacher is eligible to use this bank after a period of 5 unpaid duty days in a fiscal year and may be paid up to a maximum of 30 days. This bank is for chronic illness and based on District Approval.

Hours in this bank will carry-forward to the following school year. Neither the teachers who donate nor the teachers who use the bank will be charged the deduction of sub pay for donated personal leave days. Teachers who donate up to three personal leave days will not lose either of their free personal leave days.

Teachers desiring to use days from this bank must apply for them through the Director of Human Resources.

A teacher may use up to thirty (30) days of sick leave for the adoption of a child according to district guidelines.

Leaves shall be governed by M.S. 192.26 and M.S. 192.261 and by Title 38 United States Code Section 2021 and 2024. Military leave shall be granted to a teacher pursuant to M.S. Chapter 192 and other applicable law. As per Minn. Stat. 471.975:

The School District may pay to each eligible member of the national guard or other reserve component of the armed forces of the United States an amount equal to the difference between the member’s basic active duty military salary and the basic salary the member would be paid as an active political subdivision employee, including any adjustments the member would have received if not on leave of absence. This payment may be paid in a lump sum. Payment under this section may not extend beyond one year from the date the employee reported for active service, plus any additional time the employee may be legally required to serve.

An eligible member of the reserve components of the armed forces of the United States is a reservist or national guard member who was an employee of a political subdivision at the time the member reported for active service on or after the effective date of this act or who is on active service on the effective date of this act.

Notwithstanding other obligations under law, a political subdivision has total discretion regarding employee benefit continuation for a member who reports for active service and the terms and conditions of any benefit.

For purposes of this sections, “active serve” has the meaning given in section 190.05, subdivision 5, but excludes service performed exclusively for purposes of :

(1) basic combat training, advance individual training, annual training, and periodic

inactive duty training;

(2) special training periodically made available to reserve members; and

(3) service performed in accordance with section 190.03, subdivision 3.

An individual teacher may be granted a one (1) school year leave of absence without pay pursuant to the leave policies established by the School Board. If a leave is granted, the teacher shall have the right to medical insurance, dental insurance, and life insurance for a period not to exceed 18 months provided that the cost of such coverage is assumed by the individual teacher. Teachers on long term leave must, on or before February 1, resign or commit to return for the beginning of the following school year. EM-R President will have until May 1st to notify District of their intent.

This provision shall be grievable through the grievance procedure including the level of School Board Review only.

A sabbatical leave of one (1) year or part of a year may be granted upon request to a full-time teacher for the purpose of professional advancement, subject to the following provisions:

Subd. 1. To be eligible for sabbatical leave an individual shall have taught six (6) full years in District 623. The School Board may utilize the recommendation of a selection committee, including members of the CEC, a principal, the Director of Human Resources, and a teacher who is currently on a sabbatical leave in deciding sabbatical leave recipients. On such a committee, no elementary teacher shall vote on the application of a teacher within their building, no secondary teacher shall vote on the application of a teacher within their department, and no principal shall vote on the application of a teacher within their building.

Subd. 2. A proposed program of study may be interpreted to include study, research, work experience, travel, theater experience or other planned experiences appropriate to the professional growth of the staff member, primarily for the person at the MA level or beyond.

Subd. 3. Applications for sabbatical leave shall be filed with the Human Resources Office on or before February 1st for leaves granted beginning the next basic contract year. Applicants shall receive written notification of the disposition of their requests by April 1st.

Subd. 4. The number of teachers on sabbatical leave shall be limited to a maximum of one (1) percent of the full-time teachers. If the number of requests exceeds the limitation, priority shall be given on the basis of need for meeting resident requirements for study, contribution to the school system, length of service, and the equitable distribution of leaves among the various departments of school service. In each case the administration must certify ability to secure a qualified substitute.

Subd. 5. The allowance granted to a teacher on sabbatical leave shall be selected by the teacher from one of the following forms of allowance:

A. One-half (1/2) the basic contract salary of the individual for the school year during which the leave takes place and a full basic contract salary for the school year immediately following the leave.

B. Three-fourths (3/4) the basic contract salary of the individual for the school year during which the leave takes place and three-fourths (3/4) the basic contract salary for the school year immediately following the leave.

For periods of less than one year the sabbatical allowance shall be prorated. Teachers granted sabbatical leave shall retain leave days accumulated prior to sabbatical leave and shall be provided the medical, dental, and life insurance benefits of employed full-time teachers.

Subd. 6. A teacher who is granted a sabbatical leave is required to teach in District 623 for one basic contract year following the termination of the leave. If the teacher does not fulfill this requirement for any reason other than the individual's incapacity to teach before the expiration of the contract year, they shall pay to the School Board a prorata part of the sabbatical allowance. Provided, however, that a person on a sabbatical leave who is placed on unrequested leave of absence shall have the 5-year unrequested leave period to accumulate the equivalent of the one-year, return-to-service requirement. The required repayment, if any, of the sabbatical allowance at the end of the 5-year period shall be the dollar equivalent of the unfulfilled service requirement. In the event that at any time during the 5-year unrequested leave period the teacher refuses to accept a .8 FTE, or greater position, and for which they are qualified, provided the offer of a position is made within 20 working days of the end of a school year, the teacher shall immediately repay the sabbatical allowance.

Subd. 7. In the event a teacher's program of study includes research, work experience, travel, theater experience or planned experiences other than course work, the teacher shall be required to submit a written report to the Staff Development Committee. The report shall be submitted within one month after the conclusion of the sabbatical leave.

Subd. 8. Upon expiration of the sabbatical leave, the teacher shall return to the teaching position they occupied immediately prior to the leave or to a position mutually agreed upon. If the position the teacher occupied immediately prior to the leave has been discontinued and there is no mutual agreement on an alternative position, the teacher may be assigned by the appropriate director to any position for which the teacher is qualified licensed.

Subd. 9. Applications for second sabbatical leaves will only be considered if:

A. The applicant has been employed six (6) full years since the return from the first sabbatical leave, and

If the number of approved first sabbatical leaves for the coming school year is less than the allowable percentage of full-time teachers to be on sabbatical leave in a given year.

An extended leave of absence is available to eligible teachers under the provisions of Minnesota Statue 122A.46. See summary information in Addendum 7 of this contract for a description of the leave provisions.

Act: The Family Medical Leave Act is available to eligible teachers under the provisions of Federal Statue. See FMLA summary information in Addendum 6 of this contract for a description of the leave provisions.

Up to three official religious holidays during the school year may be granted under the following conditions:

A. Written application is made indicating the religious day to be observed two weeks in advance of the desired day of leave to the supervising administrator and Human Resources.

B. Such day is a scheduled duty day.

Subd. 1. If a teacher is required to appear in court as a result of involvement in matters related to school duties, neither sick nor emergency leave shall be deducted.

Subd. 2. Absence of a teacher due to court action initiated by the teacher or an organization, other than the Exclusive Representative, of which a teacher is a member for personal, monetary, or other gains shall require use of personal leave. If no personal leave is available, the teacher may make application for short term leave.

Subd. 3. A teacher required by the court to appear in non-school related cases not covered in Subd. 2 shall have emergency leave available.

Subd. 4. Requested exceptions to such deductions shall be submitted in writing to, and subject to the approval of, the Superintendent or his/her delegated agent.

Subd. 5. To the extent that per diem payments are received, the salary paid shall be reduced in like amount and the reduction of sick/emergency leave prorated.

The purpose of this article is to implement the provisions of Minn. Stat. § 122A.40, Subd. 10, which article, when adopted, shall constitute a plan for unrequested leave because of discontinuance of position, lack of pupils, financial limitation or merger of classes caused by consolidation of district.

Subd. 1. Teacher: "Teacher" means a continuing contract teacher who is a member of the appropriate unit as defined in this Agreement. Probationary teachers, Tier 1 licensed teachers shall not be defined as a teacher for purposes of this Article only.

Subd. 2. Day/Date of Employment: "Day/date of employment" shall mean the “hire date” the teacher entered the bargaining unit. For teachers returning to work after retirement or resignation, the hire date shall mean the date the employee returns to the bargaining unit after such retirement or resignation.

Subd. 3. Subject Matter Category: "Subject Matter Category" shall mean such categories as are determined by the State Board of Education, State Board of Teaching, or the appropriate agency for licensing purposes.

Subd. 4. Seniority: "Seniority" means length of service by a continuing contract teacher commencing with the hire date as provided in Subdivision 3 of this Section. Probationary teachers, Tier 1 licensed teachers and substitute teachers as defined in Minn. Stat. § 122A.44, Subd. 2, are excluded. Upon completion of the probationary period, a teacher's seniority date shall relate back to the date of hire.

Subd. 5. Seniority Date: A teacher's seniority date shall be unaffected by any board approved leave of absence.

Subd. 6. Length of Seniority: In determining the length of seniority, a teacher whose employment has been legally terminated by resignation, or termination pursuant to Minn. Stat. § 122A.40, but whose employment was subsequently reinstated, by action of the school district and the teacher, without interruption of regular service, shall retain his/her original seniority date. If there is an interruption of regular service, the seniority date shall be determined as provided in Subdivision 3 of this Section.

Subd. 1. Terms: The school district may place teachers on an unrequested leave of absence without pay or benefits because of discontinuance of position, lack of pupils, financial limitations, or merger of classes. Such leave shall be effective no later than the close of the school year. A teacher placed on unrequested leave shall have the right to recall for five (5) years from the date of the teacher's last working day, provided the teacher still holds the license for that position.

Subd. 2. Notice: Teachers placed on such ULA shall receive notice immediately after the first May School

Board Meeting in the school year prior to the commencement of such leave with reasons.

Subd. 3. Order of Layoff: Teachers shall be placed on unrequested leave in inverse order of seniority as qualified pursuant to this Article, within the subject matter categories covered by this Agreement, subject to the following exceptions. Tier 2 licensed teachers will be laid off prior to any qualified Tier 3 or 4 teachers being placed on unrequested leave of absence.

Subd. 4. Equal Opportunity: The provisions herein shall not apply if it will result in any violation of the district's affirmative action program which shall include ethnic, race, color or sex; and any person employed in an affirmative action program may be retained in the same field or subject matter of a teacher with greater seniority if it is necessary to effectuate the purposes of such affirmative action program.

Subd. 5. Tie Breaking: In the event of a staff reduction action affecting teachers whose first date of employment commenced on the same date and who have equal seniority, the board approved hire date shall be the first tie breaker. If seniority is still equal, the selection of the teacher for purposes of discontinuance shall be determined by the lowest file folder number assigned by the Board of Teaching.

Subd. 6. Restrictions: Any teacher placed on such leave may engage in teaching or any other occupation during such period and may be eligible for unemployment compensation if otherwise eligible under that law.

Subd. 7. Limitations: A teacher on unrequested leave serving in a substitute position pursuant to Minn. Stat. § 122A.44, shall not acquire any additional seniority as a result of the substitute service, nor shall such teacher's five (5) year period of unrequested leave be extended as a result of substitute service.

Subd. 1. Reinstatement: No new or probationary teacher shall be employed by the school district while any qualified teacher is on unrequested leave of absence in the subject matter category in positions covered by this Agreement. Teachers placed on unrequested leave of absence shall be reinstated to the position from which they have been given leave, or any other available position in the school district covered by this Agreement in the subject matter categories in which they are qualified as such positions become available. The order of reinstatement shall be in inverse order in which teachers were placed on unrequested leave.

Subd. 2. Notification: When placed on unrequested leave, a teacher shall file his/her name and address with the school district’s human resources office to which any notice of reinstatement or availability of position shall be mailed. It is the teacher’s responsibility to provide notice of any address changes. Proof of service by the District’s representative depositing such notice to the teacher at the last known address shall be sufficient and it shall be the responsibility of any teacher on unrequested leave to provide for forwarding of mail or for address changes. Failure of a notice to reach a teacher shall not be the responsibility of the school district if said notice has been mailed as provided herein. If a teacher does not have a current license as reported on the Board of Teaching or requisite licensing body web as of the recall date, the teacher shall forfeit any further recall rights.

Subd. 3. Response Time for Recall before July 1: If a position becomes available for a qualified teacher on unrequested leave, the school district shall mail the notice to said teacher prior to July 1 in the school year of recall. The teacher shall have five (5) business days from the date of receipt of said notice to accept or decline the employment in writing, and an additional ten (10) calendar days to report for duty. Failure to provide written notice of acceptance of re-employment, or to report under the provisions outlined herein, shall constitute forfeiture of right to recall and such teacher shall forfeit any further recall rights.

Subd. 4. Response Time for Recall on or after July 1: If a recall notice is given to any teacher, with a current license required for the available position, on or after July 1 in the school year of recall, such teacher shall have seven (7) business days to provide written notice from receipt to accept the employment and an additional five (5) business days to report for duty. A teacher recalled on or after July 1 may decline the recall without waiving his/her rights to further employment or reinstatement and shall maintain his/her seniority date without interruption.

Subd. 5. Method of Response: In order to maintain the right to reinstatement, the teacher must file a written statement by April 1 of each year requesting reinstatement for the following year. Reinstatement rights shall automatically cease five (5) years from the date unrequested leave was commenced and no further rights to reinstatement shall exist.

Subd. 6. Hearing. If a teacher requests a hearing regarding his/her proposed placement on ULA, such hearing shall be before a Hearing Officer mutually agreed to by the School District and EM-R, and the Hearing Officer shall, after the hearing, submit to the School Board Findings of Fact, Conclusions, and a Recommendation regarding the proposed ULA.

Following school board action on discontinued positions and school board action proposing placement of teachers on unrequested leave of absence, each individual teacher proposed for placement on unrequested leave of absence shall receive notice of the proposed placement that:

states the applicable grounds for the proposed placement;

b) provides notice to the teacher of their right to request a hearing on the proposed placement within 14 days from the receipt of the notice: and

c) provides notice to the teacher that failure to request a hearing will be deemed acquiescence to the school board’s proposed placement action.

Right to a hearing and decision: If the teacher requests a hearing, teachers proposed for placement on unrequested leave of absence pursuant to school board action shall be entitled to a hearing and challenge the proposed placement pursuant to the grievance procedure as provided in this agreement commencing at the arbitration level.

Subd. 1. Publication of List: The school district shall publish and email a seniority list pursuant to this Article within ninety (90) days after execution of this Agreement, and annually thereafter no later than October 15th of each year. The list published on January 10 shall reflect the license(s) on file as of the end of the day on September 15 of each year. In any year in which a reduction of teaching staff is occurring, and the school district is placing teachers on unrequested leave of absence, the seniority list as published in October shall govern for purposes of determining layoff within areas of licensing and qualification for the following school year.

Subd. 2. Disputes: A teacher who disputes personal standing on the seniority list published by the school district may process a grievance pursuant to the grievance procedure within twenty (20) working days following the publication of the list.

This Article shall govern the seniority rights of all teachers as defined herein who are members of the appropriate unit covered by this Agreement. This Article shall not be construed to limit or diminish the statutory rights, as provided in Minn. Stat. § 122A.40, Subd. 11 of any other licensed employees not covered by this Agreement, to a position in the school district consistent with their seniority as provided in said statute nor shall this Article be construed to limit or diminish the contractual rights of other licensed employees covered by a similar agreement.

An employee on an unrequested leave of absence pursuant to this Article shall be entitled to participate in group insurance programs at his/her own expense, to the extent permitted by statute and/or carrier rules.

A teacher placed on unrequested leave of absence may engage in teaching or any other occupation during the period of this leave.

Continuing contract rights and service credits: The unrequested leave of absence must not impair the continuing contract rights of a teacher or result in a loss of credit for previous years of service. A teacher's continuing contract must remain in full force and effect, except as modified by mutual consent of the board and the teacher. Any agreement to mutually modify continuing contract rights must be in writing and can only occur after the teacher is provided with an explanation of their rights under the continuing contract statute and an opportunity to consult with the exclusive representative. The School District agrees to provide notice to the exclusive representative of all mutual modifications of continuing contracts prior to the modifications being finalized.

For purposes of this Article, the following definitions shall apply:

Subd. 1. Teaching Assignments shall mean the specific license-required services to be provided at a given building or buildings within the duty day.

Subd. 2. Vacancy shall mean an unfilled position for which no teacher returning from a leave of absence has a claim and no qualified teacher on unrequested leave of absence wishes to exercise a claim.

Subd. 3. Transfer shall mean a change in a teacher's assignment, except those teachers assigned on a districtwide basis are excluded from this definition.

Subd. 4. For the purposes of this contract an online class will be equivalent to a face to face class in terms of teacher FTE, Duty Day, Prep Time, Salary and Benefits and involuntary assignment. Teachers assigned to online classes or e-learning maintain the same benefits as any other teacher assignment.

Subd. 1. Overages/Underages In the event that a building has an overage in a department or a grade level, requests for voluntary transfer will be accepted according to the overage/underage guidelines.

Subd. 2. Voluntary Transfers: Teachers wishing to voluntarily transfer to other positions in the district, for which they

are licensed, will notify HR, as well as their building principal/supervisor, of their intention in writings by

February 1 of each year. HR will consult with the hiring administrator and supervising administrator to determine whether a transfer would be possible or whether the employee needs to proceed through the application process.

Vacancies will be posted by the Human Resources Office. Current Teachers who wish to apply can complete the on-line application or send an email to the Director of Human Resources and the Hiring Administrator expressing their interest. A resume must be attached to this email. If desired, a teacher may also include a cover letter or letters of recommendation with the email.

Subd. 1. Prior to the implementation of this section, the staffing needs by secondary department shall be referred to that department staff for review and recommendation; the staffing needs in each elementary building shall be referred to that building staff for review and recommendation.

Subd. 2. When transfers are necessary, qualified volunteers from those schools where staffing indicates more teachers available than positions allocated will receive first consideration.

Subd. 3. If an involuntary transfer becomes necessary, the teacher identified for involuntary transfer shall be given a written preliminary notification of the proposed teaching assignment and upon submitting a written request within four (4) working days to the appropriate District Center administrator shall have the opportunity to confer with a District Center administrator designated by the Superintendent for the purpose of submitting views and information concerning the proposed transfer. Following receipt of the written notice of transfer, the Superintendent or their delegated agent shall meet with the teacher to discuss the reasons for the transfer. Upon written request of the teacher, reasons for involuntary transfer shall be provided in writing. In considering the person for involuntary transfer, those qualified teachers with lesser seniority shall be given first consideration.

Subd. 4. A teacher subject to involuntary transfer shall receive one day leave with pay to visit the school to which the teacher is transferred and shall be reimbursed for mileage at the rate established.

Subd. 5. Nothing contained in this Article shall be construed as to prevent the Superintendent or their delegated agent from making the final selection of the teacher considered best qualified for the teaching assignment. Such selection shall not be arbitrary or capricious.

Subd. 6. For the purposes of involuntary transfers, center-based programs will be considered independent school sites.

Teachers may request by February 1 each year a status change from full-time to part-time for the subsequent school year. Teachers who request and for whom the district has granted a status change shall return to an equivalent full-time status if the part-time status is maintained for one school year or less. (unless extended by Human Resources).

The legislature has recognized that teachers, as professional employees, possess knowledge, expertise, and dedication which is helpful and necessary to the operation and quality of public service, and which may assist the School Board in developing their policies. It is, therefore, the policy of the state and this school district to encourage close cooperation between the school district and the teachers by providing for discussions and the mutual exchange of ideas regarding all matters not included under terms and conditions of employment as defined in Article Three.

Subd. 1. EM-R, as Exclusive Representative, shall select up to five representatives to serve on the Meet and Confer Council. Consultants, as desired, may also participate.

Subd. 2. The school district shall select up to five representatives to serve on the Meet and Confer Council. Consultants, as desired, may also participate.

Subd. 3. The Meet and Confer Council may meet three times annually at the district offices on dates and at times as shall be mutually set by the Superintendent and the President of EM-R.

Subd. 4. The agenda for each meeting shall include:

A distribution of the discussion summaries from the previous meeting.

Items of unfinished discussion from prior meetings.

Items for discussion as identified by either party.

As an alternative to the Meet and Confer Council, EM-R and the School Board have created a Labor Management Council to seek resolution of mutual concerns.

Subd. 1. Membership: EM-R and The School Board of District 623 will each appoint up to seven (7) members who serve two-year terms that coincide with the dates of the Master Contract. Resource persons may be invited to attend to provide counsel for resolution of mutual concerns.

Subd. 2. Meetings: The Council will meet at least once a month from September through May. Meetings can be canceled, re-scheduled, or added by mutual agreement.

Subd. 3. Leadership: The Council shall annually elect two co-chairs (one EM-R representative and one ISD 623 representative) to jointly chair meetings, schedule meetings, set agenda and to invite others to attend Council meetings.

Subd. 4. Empowerment: The Council shall be empowered to grant waivers, by consensus, to existing contract provisions via Memoranda of Understanding in order to promote the mission of the Council.

EM-R and District 623 recognize that differences of opinion will occur from time to time over working conditions, relationships, employer and employee expectations, policy and the interpretation and application of the contract. The parties affirm that differences of opinion are acceptable and normal. The parties also believe that differences of opinion should be discussed and resolved openly in the least controversial manner and in a non-threatening environment.

EM-R and the District encourage teachers and administrators to attempt to resolve any differences directly, openly and honestly. The parties believe that individuals or groups of teachers and/or EM-R should bring concerns to the administrators in an informal setting as soon as differences of opinion have been identified. If the differences cannot be resolved at the lowest possible level, either party may ask and reasonably expect that other appropriate personnel become involved in further discussions.

EM-R and the District believe this process should encourage timely discussions and resolutions of problems in as short a time span as possible. Both EM-R and the District will make every reasonable effort to encourage and facilitate expedient and timely use of the Process for Problem Solving.

A grievance shall mean an allegation by a teacher(s) resulting in a dispute or disagreement between the teacher(s) and the School Board or its designated representative, as to the interpretation or application of the terms and conditions of this Contract.

A teacher, or the Exclusive Representative, or the School Board and its designated representative may be represented during any step of this procedure by a person or agent designated by such party to act in their behalf.

Subd. 1 Definitions. Terms in this procedure shall take the definitions as stated in Article Three of this Contract unless otherwise provided in this section. Terms not defined in this section or in Article Three shall be as defined in the PELRA.

Subd. 2. Days. Reference to days shall mean working days as defined in Article Three. Working days shall not include Saturdays or Sundays, the days that fall during the Thanksgiving holiday and the winter holidays in December and the first week in January, or the days during the spring break.

Subd. 3. Computation of Time. In computing any period of time prescribed or allowed by this procedure, the date of the act, event, or default for which the designated period of time begins to run, shall not be included. The last working day of the period so computed shall be counted.

Subd. 4. Time Limits. The time limits in this procedure shall be strictly adhered to accept as extended by written agreement of the parties.

Subd. 5. Filing and Postmark. The filing or serving of any notice or documents related to this procedure, when sent by U.S. Postal Service, shall be by certified mail with return receipt requested. The notice or document so sent shall be timely if it bears a date of the U.S. Postal Service on the return receipt and such date is within the time period designated herein.

Subd. 6. Delivery of Notice. The filing or serving of any notice or documents related to this procedure, when delivered by methods other than the U.S. Postal Service, shall be delivered within the time period designated herein according to the following guidelines: The filing or serving of any notice or document by the School Board or its designated representative shall be complete when such notice is presented to the Exclusive Representative or its office staff, the grieving teacher or designated representative. The filing or serving of any notice or document related to this procedure by the Exclusive Representative shall be complete when such notice is presented to the designated representative of the School Board or office staff at the appropriate level. The recipients of such notice or document shall sign a receipt attesting to the delivery if so requested at the time of delivery.

Subd. 7. Waiver of Steps. The School Board or its designated representative and the Exclusive Representative, or the grieving teacher or designated representative may waive a level or levels of the grievance procedure upon execution of a written agreement to do so.

Subd. 8. Failure to File or Appeal. The failure to file a grievance in writing or to appeal a grievance from one level to another within the time periods provided in this procedure shall constitute a waiver of the grievance.

Subd. 9. Hearing of Grievances. Hearing of grievances normally shall be held during the duty day but outside student-contact responsibilities of the teacher. Teachers involved in a grievance shall not be deducted wages or leave time when attending a grievance hearing established by the School Board or its designated representative. In the event the Exclusive Representative decides not to proceed further with a grievance, and provides written notice to that effect, the Exclusive Representative shall be notified of and allowed to have representatives at all additional grievance proceedings but shall not be liable for any expenses of such additional proceedings.

Subd. 10. Denial of Grievance. Failure by the School Board or its designated representative to issue a written decision within the time periods provided herein shall constitute a denial of the grievance and the teacher may appeal it to the next level.

Subd. 11. The exclusive representative will file all grievances on behalf of membership.

Subd. 12. Class Grievance. A class grievance shall be defined as a single or an in-common occurrence affecting a group of three or more teachers in two or more buildings and shall be signed by at least two of the affected teachers and the Exclusive Representative and filed with the principal(s) or immediate supervising administrator(s). In the event a class grievance is signed by at least two (2) teachers, each from a different building, the Exclusive Representative may file such grievance at Level II. The Exclusive Representative may appeal a class grievance from Level II to Level III.

The School Board or its designated representative and the teacher or the Exclusive Representative or a designated representative shall attempt to adjust all grievances which may arise during the course of employment of the teacher within the School District in the following manner:

Subd. 1. Level I. Whenever a grievance exists, the grieving teacher shall try to resolve the differences informally through discussion with the building principal or the immediate supervising administrator. A teacher who is not satisfied with the informal adjustment of the grievance, shall, within thirty (30) working days of when the grieving party through the use of reasonable diligence, should have had knowledge of the event or act giving rise to the grievance, reduce the grievance to writing and file it with the building principal or immediate supervising administrator on the form set forth in Appendix E. This written statement must be dated and signed by the teacher and the Exclusive Representative and shall set forth the facts and state the provisions of this Contract alleged to have been violated. The principal or immediate supervising administrator may meet with the teacher to discuss the grievance and shall indicate disposition of the grievance in writing, with a copy to the teacher and the Exclusive Representative within fifteen (15) working days of the receipt of the written grievance.

Subd. 2. Level II. If the grievance is not satisfactorily resolved at Level I, a written copy of the grievance shall be filed with the Superintendent or appropriate Director within fifteen (15) working days after receipt of the written reply from the principal or immediate supervising administrator. The Superintendent or their delegated agent may meet with the teacher to discuss the grievance, and shall meet upon written request of the teacher. The Superintendent or their delegated agent shall indicate the disposition of the grievance in writing with a copy to the teacher and the Exclusive Representative within fifteen (15) working days of the receipt of the written appeal to the second level.

Subd. 3. Level III. If the grievance is not satisfactorily resolved at Level II, a written copy of the grievance shall be filed with the School Board within fifteen (15) working days after the receipt of the written reply from the Superintendent or their delegated agent. Within twenty (20) working days of the receipt of the properly executed appeal, a sub-committee of the School Board shall meet with the teacher and the Exclusive Representative to hear a grievance properly appealed to Level III. A written disposition of the grievance shall be executed by the School Board or its delegated agent within fifteen (15) working days of such meeting. In the event a hearing is not requested, a written disposition of the grievance shall be executed by the School Board within twenty (20) working days of the appeal. If the grievance is not satisfactorily resolved as a result of action at Level III, it may be referred to arbitration following the written decision of the Superintendent.

Subd. 4. Review of Decision. In any case, the School Board reserves the right to review a decision at Level I or Level II of the grievance procedure. If the School Board desires to review a decision, it shall be so indicated in writing to the teacher and the Exclusive Representative within five (5) working days of the written decision at that level and shall issue its written decision within twenty (20) working days of statement of intent to review.

If the formal grievance is not resolved, either party may request mediation of the grievance by the Bureau of Mediation Services in accordance with their rules (within 20 days of Level III denial.) If either party requests mediation, the timeline for the arbitration phase does not start until mediation is complete.

In the event that the teacher and the School Board are unable to resolve any grievance, the grievance may be submitted to arbitration only by the Exclusive Representative or the School Board as defined herein:

Subd. 1. Request for Arbitration and Selection of Arbitrator. A request to submit a grievance to arbitration must be in writing signed by the Exclusive Representative and such request must be filed in the office of the Superintendent within ten (10) working days following receipt of the decision in Level III of the grievance procedure. A written request for a list of arbitrators pursuant to M.S. 170A.21, Subd 2, must be made within twenty (20) working days after the request for arbitration. The parties will strike from the list of arbitrators provided by the BMS.

Subd. 2. Prior Procedure Required. No grievance shall be considered by the arbitrator which has not been first duly processed in accordance with the grievance procedure and appeal provisions.

Subd. 3. Hearing. The grievance shall be heard by a single arbitrator and both parties may be represented by such person or persons as they may designate, and the parties shall have the right to a hearing at which time both parties will have the opportunity to submit evidence, offer testimony, and make oral or written arguments relating to the issues before the arbitrator. The proceeding before the arbitrator shall be a hearing de novo. Neither party shall be permitted to assert any ground or to rely on any evidence which was not disclosed to the other party prior to the date of the arbitration hearing.

Subd. 4. Decision. The decision by the arbitrator shall be rendered within thirty (30) working days after the close of the hearing. Decisions by the arbitrator in cases properly before him/her shall be final and binding upon the parties as provided by the PELRA as amended.

Subd. 5. Expenses. Each party shall bear its own expenses in connection with arbitration including expenses relating to the party's representatives, witnesses, and any other expenses which the party incurs in connection with presenting its case in arbitration. A transcript or recording shall be made of the hearing at the request of either party. The parties shall share equally fees and expenses of the arbitrator, the cost of the transcript or recording if requested by both parties, and any other expenses which the parties mutually agree are necessary for the conduct of the arbitration.

Subd. 6. Jurisdiction. The arbitrator shall have jurisdiction over disputes or disagreements relating to grievances properly before the arbitrator pursuant to the terms of this procedure. The jurisdiction of the arbitrator shall not extend to proposed changes in terms and conditions of employment as defined herein and contained in this written Contract; nor shall an arbitrator have jurisdiction over any grievance which has not been submitted to arbitration in compliance with the terms of the grievance and arbitration procedure as outlined herein. In considering any issue in dispute, in its order the arbitrator shall give due consideration to the statutory rights and obligations of the public school boards to efficiently manage and conduct its operations within the legal limitations surrounding the financing of such operations.

The Employer shall be allowed to review a teacher’s performance and take steps to provide assistance when performance is judged to be below the district standard. Due process shall be provided.

The principal/supervisor will inform the probationary teacher, in a timely manner, of sub-standard performance, and will notify the probationary teacher in writing of the below standard performance.

Subd. 1. The probationary teacher will seek available resources to improve performance to the level of district standard (i.e. mentor, EDC Coordinator, peers, EM-R).

The Employer shall be allowed to review a teacher’s performance and take steps to provide assistance when performance is judged to be below the district standard. Due process shall be provided.

The employee and supervisor/principal will engage in a conversation around professional practice concerns that have been brought to the supervisor’s/principal’s attention. This phase is neither remedial nor disciplinary but provides the teacher an opportunity to assess their performance in the context of the district’s performance standards.

The principal/supervisor makes a formal contact with the teacher related to sub-standard performance using the Level 2 Awareness Notification Form. The purpose of this level of assistance is for the teacher and principal/supervisor to understand the context of the teacher’s decisions in the perceived area of sub-standard performance and for the principal/supervisor to judge whether the teacher’s performance is at district standard. If performance is judged to be below standard, the following steps will be taken:

A time frame will be established for the teacher to demonstrate performance at standard.

A method will be identified for how and what data will be collected to document performance at standard.

A follow-up meeting will be scheduled to determine if performance is at the district standard. If performance is at standard, teacher moves out of awareness phase. If it has been determined that the teacher is not meeting the district standard, they will be recommended for the assistance phase. The assistance phase is considered disciplinary and will follow the levels of discipline outlined in Article 20, Section 3.

The Assistance Phase involves a team of educators working directly with the teacher to assist him/her to perform at district standards. The assistance team will create a plan that includes a timeline for the teacher to return to performance at district standard. During the assistance phase, the principal/supervisor will collect data to evaluate the teacher’s performance.

Subd. 1. Documentation for the Assistance Phase of District 623 Professional Development System can be found by accessing the District Professional Development site on the District web page. Any modifications to the Assistance Phase of District 623 Professional Development System will be brought to Labor Management Committee for review.

Subd. 2. A teacher will be informed of their right to have an EM-R representative present at each level of assistance.

The Employer shall be allowed to review a teacher’s performance and take steps to discipline for just cause. Due process shall be provided.

When a teacher faces disciplinary action, beyond verbal notification, they are entitled to advance notice of the anticipated action. Notice can be either oral or written and should include the following:

1. Explanation of concerns

2. Explanation of evidence of supporting such concerns

3. Opportunity for the teacher to present their side of the story or defense

Orally or in writing

In a timely manner (within 48 hours of the advance notice)

Levels of Discipline:

Written Reprimand

Written Notice of Deficiency which shall include a corrective action plan and timeline.

Suspension without pay for up to five (5) days. Upon mutual agreement of the employer and the teacher, the suspension without pay may be substituted by a fine for the equivalent number of days. This means that the teacher will work on those days, which would have been unpaid days of suspension, but the teacher’s pay will be docked for the full gross salary.

Termination pursuant to M.S. 122A. 40, Subd. 9.; or

Immediate discharge pursuant to M.S. 122A.40, Subd 13.

Subd. 1. A teacher will be informed of their right to have an EM-R representative present at each level of discipline.

Subd. 2. A grievance at any level of the disciplinary process may be filed by the exclusive rep except for termination or immediate discharge which shall be in accordance with M.S. 122A.40, Subd.12.

Subd. 3. Non-renewal of probationary teachers shall not be grievable.

Subd. 4. Teachers may be suspended with pay during investigations. It is expressively understood that suspension with pay does not constitute discipline. The employer shall notify the EM-R President immediately and in writing when a teacher is suspended with pay.

Education Minnesota-Roseville and ISD 623 have agreed to the following terms for those teachers employed in the Adult Basic Education (ABE) and Early Learning programs.

ABE will be defined as all teachers in:

Adult Basic Education (ABE) and Dual Enrollment programs.

Early Learning will be defined as all teachers who are:

Early Childhood Family Education (ECFE) Teachers, Parent Educators, and Pre-K Teachers.

The following Articles contained in this Contract do not apply to the Early Learning and ABE teachers: Seven, Nine, Ten, Eleven, Twelve, Thirteen, (Sections 1, 2, 3).

Subd. 1. Preparation Time: Teacher preparation time shall be defined as a block of time during the student contact day for the teacher to prepare for their teaching assignment. The teacher shall not be responsible for program, building or meeting activities during preparation time.

Each ABE and Early Learning teacher will be paid for 15 minutes of time prior to each class and for 15 minutes of time following each class.

Each Pre K teacher will be paid for 15 minutes prior to the start of each work shift and for 15 minutes following each work shift.

Examples of work responsibilities include but are not limited to:

Lesson preparation

Evaluation of student work

Materials preparation

Subd. 2. Instruction Management Time: Shall be defined as the hours of the duty day outside of designated prep time and student contact time. This time is designated to address the responsibilities of the teacher which contribute to the program as a whole, to their instructional effectiveness, communications with students, parents and colleagues and carrying out school board policy.

ABE Teachers and Early Learning Teachers will receive 15 minutes of instructional management for every 1 hour they teach pro-rated to the nearest quarter hour for instructional management time.

Examples of instructional management work responsibilities are:

Lesson preparation

Evaluation/Assessment of student work

Materials preparation

Home contacts

Data management/record keeping

Professional meetings

Contact with Student Services/ECSE/IEP meetings/EL

Committee work

Staff development

Staff meetings/building meetings/team meetings

Grade Level collaboration/discussions/PLC meetings

Meetings with Supervisor

Subd. 3. For Pre-K teachers, 12 hours per year on non-school days will be scheduled for assessment work and data meetings.

Pre-K Teachers will be paid 20 minutes for each conference and 3.5 hours prep per class.

Subd. 4. Department, Staff, and Team Meetings: The ABE and Early Learning managers will create a calendar of professional development, staff and team meetings for the year. Staff will be paid at their hourly rate for each staff and team meeting. These meetings will be scheduled outside the student contact time.

Subd. 5. Employee’s hourly rate will be provided for new curriculum, new classes, mentoring new teachers, and other initiatives. Employee’s hourly rate time will also be provided for transitioning classes to newly assigned teachers.

Subd. 1. Sick/Emergency Leave: Sick/emergency leave shall be credited on the first day of each contract year. Teachers shall earn 1 hour of sick/emergency leave for every 12 hours worked.

Subd. 2. Personal Leave: Teachers shall be granted up to 5 days per year of personal leave. Five personal leave days will be granted each school year. Days must be used in whole, or half day increments and unused days will not be carried forward to next year. Personal leave to be used at the discretion of the teacher shall be credited and used in accordance with the following provisions:

1st day of personal leave No salary deduction, and no sick leave will be deducted

2nd day of personal leave No salary deduction, and no sick leave will be deducted

3rd day of personal leave Salary deduction of 100% of sub pay or deduction of sick leave

4th day of personal leave Salary deduction of 100% of sub pay or deduction of sick leave

5th day of personal leave Salary deduction of 100% of sub pay or deduction of sick leave

Subd. 3. Personal leave requests shall be filed with the program manager at least one (1) week in advance of the anticipated absence. The number of simultaneous requests that can be approved may be capped at 10% at the discretion of the program manager if substitute coverage is inadequate.

Subd. 4. Personal Leave days will be prorated as a percentage based on base hours with 1280 being a ceiling with no accumulation.

The number of hours to be paid for the personal day would be the average number of hours an employee works per day (found by taking your total hours scheduled per week and dividing by the number of days you work per week).

Subd. 5. Teachers who are employed at least 1280 hours per year will receive 6 paid holidays per year at their daily rate of pay and regular hours. Teachers working 1020-1279 base hours will be given 5 paid holidays. Teachers working less than 1019 base hours will be given 4 paid holidays. The number of hours to be paid for the holiday would be the average number of hours an employee works per day (found by taking your total hours scheduled per week and dividing by the number of days you work per week.)

Time-carded employees should add two days of holiday pay to their December 15th timecard and two days of holiday pay to their May 15th timecard. The number of hours to be paid for each day is outlined in the paragraph above.

Subd. 6. Short-term Leave for Salaried ABE/Early Learning Employees: A teacher may request a short-term leave only if personal leave has been exhausted and shall be granted only in extraordinary circumstances as determined by the supervisor. Short-term leave may be granted for a maximum of 10 working days. Short-term leave shall be without pay. Benefits in effect prior to the leave shall continue during the leave. Requests for short-term leave shall be submitted in writing to the supervisor 15 working days prior to the beginning of the short-term leave. Short-term leave shall usually be limited to once in each four-year period of employment.

Short-term Leave for Time Carded Employees: ABE/Early Learning time carded employees will be permitted to request time off during the year that would normally not exceed up to two weeks of regular work hours. An employee wishing to take time off must receive administrative approval from the program supervisor, subject to student needs. This time-off will alter their base hours for the current year only.

Subd. 7. Long-term Leave:

A teacher may be granted a leave of absence without pay for up to one year for professional growth, family emergency, or to explore alternative employment opportunities.

A request for a long-term leave must be filed with the supervisor and Human Resources on or before February 1st.

In the event that a request for long-term leave is granted, the teacher shall have the right to continue health and life insurance for up to 12 months at the teacher’s own expense.

While on a long-term leave, the teacher must inform Human Resources by February 1 of their leave of their intent to resign or to commit to return from the leave. Failure to make such notification shall constitute a resignation, effective immediately.

Upon return from a long-term leave, a teacher will be assigned to a position for which they are qualified, but the teacher is not guaranteed assignment to the position they had prior to the leave.

Subd. 8. Child Care Leave and Adoption Leave: Teachers are eligible for child care leave and adoption leave pursuant to Article Thirteen, Section 4 and Section 5 of this agreement.

Subd. 9. Substitutes: Teachers shall make a reasonable effort to find a substitute in the event they are on sick/emergency leave. In those situations when the teacher is unable to secure a substitute, the supervisor will secure the substitute. A list of substitutes will be provided by the program managers.

Subd. 10. Resignations: In the event a teacher resigns and has used leave time that has not yet been earned, the teacher will be required to reimburse the district for that time.

Subd. 1. Calendar: The District shall, prior to April 1 of each school year, set the calendar for the next school year in ABE and Early Learning.

Subd. 2. Emergency Closings: In the event of a school day or workshop day lost for any emergency, the teacher shall perform duties on that day or the make-up day, if any, as directed by the Director of Community Education. In the event that a school day or workshop day is cancelled due to severe weather, teachers shall not be required to report for duty on that day. Should a teacher be on leave on a day when an emergency closing occurs, the leave shall not be processed.

Subd. 1. Base Hours:

The term “base hours” is defined as the fraction of employment for which a person is initially hired and is hereafter entitled to, based on seniority. If the teacher’s assignment is subsequently increased, they shall have an increase in their base hours as of their original date of hire, only if the hours were not earned through a grant, sub hours, volunteer coordination or teacher prep time for volunteers.

Hours shall be applied to assignments and made at the beginning of the school year.

Subd. 2 Seniority: There will be separate seniority lists for license-required staff in ABE and license-required staff in Early Learning. These lists will be separate from the K-12 teacher seniority list.

Subd. 3. Staff Reduction and Recall:

A one week notice will be provided of possible lay off and/or reduction in hours.

In the event that it is necessary to lay off ABE and/or Early Learning teachers, the reduction shall be in reverse seniority with the least senior teacher(s) being reduced first. Recall to available positions shall be in seniority order and according to licensure, with the most senior being recalled first.

In the event that a senior ABE teacher is reduced in hours, they may assume some of the hours from a less senior person at the term break, based on appropriate license. This provision is not applicable to Early Learning teachers.

No new teachers shall be hired if there are Early Learning, ABE and/or Dual Enrollment teachers who have been laid off or reduced in hours with the appropriate licensure.

Subd. 4. Assignments:

Assignment of classes is at the discretion of the School District.

All vacant positions and/or new hours shall be posted to current staff via email from the program manager.

Teachers who agree to teach a hybrid class will be paid a .50/hour differential while teaching a hybrid class.

Subd. 5. Probation and Evaluation: In the event that a new evaluation system is established, the District shall provide the evaluation systems to ABE and Early Learning teachers and EM-R prior to the implementation of the new system.

Subd. 1. Salary Range: Effective July 1, 2025, newly hired teachers will be paid based on the following matrix:

ABE/ECFE Hourly Compensation 2025-26

ABE/ECFE Hourly Compensation 2026-27

Subd. 2 The salary range for current ABE and Early Learning teachers hired before July 1, 2004, shall be for 2025-2026 at $31.53-$42.62 per hour and 2026-2027 at $32.32-$43.69 per hour.

Subd. 3. Resignations: In the event a teacher resigns and has received compensation for time not yet worked or has used leave time that has not yet been earned, the teacher will be required to reimburse the district for the appropriate amount.

Subd. 1. Health Insurance: The District shall contribute the following amounts for health insurance for employees with at least 1020 base hours per year.

The District shall contribute the following amounts for eligible employees towards Health Insurance:

Any additional cost of the premium shall be paid by the employee through payroll deduction. Employees may purchase Health Insurance at their own expense, through payroll deduction taken from October – May.

Subd. 2. Dental Insurance: The School Board shall contribute the following amounts for Dental Insurance for employees with base hours of at least 1020 hours per year. Eligible employees will receive a District Contribution of $40.00 per month in 2025-2027.

Any additional cost of the premium shall be paid by the employee through payroll deduction. Employees working at least 772 base hours may purchase Dental Insurance at their own expense, through payroll deduction taken from October – May.

Subd. 3. Long Term Disability: The District shall provide LTD insurance for teachers contracted for 1020 base hours or more per year. Social Security benefits or teacher's retirement paid to the disabled employee may off-set the amount of the payment to the disabled employee from the insuring company.

Subd. 4. Life Insurance: The School Board shall provide $50,000 of group term life insurance coverage per teacher contracted for 1020 base hours or more per year. Teachers working fourteen (14) hours or up to thirty (30) hours per week shall be eligible to participate in the life insurance program at the employee's expense through payroll deduction.

The School Board agrees, if such option can be obtained, to secure an additional fifty (50) thousand dollars of supplemental group term life insurance at the expense of the teacher. The availability of such coverage shall be subject to all terms and conditions imposed by the carrier. In no event shall such voluntary supplementary coverage increase the premium for the basic coverage provided by the School Board.

Subd. 5. Non-participation: An eligible teacher who chooses not to participate in the District insurance plans shall forfeit any right to monetary gain in lieu of an insurance premium.

Subd. 6. Liability: The School Board shall contribute the sum necessary to provide liability coverage to state required limits for each licensed professional employee.

Subd. 7. Worker’s Compensation Insurance: The District shall carry worker’s compensation insurance on all employees in case of work related injury or accident.

Subd. 1. Participation: Teachers may participate in the 403(b) program provided in M.S. 356.24 according to the provisions contained in this Section. The District shall provide information regarding enrollment.

Subd. 2. Eligibility for District Match: Effective July 1, 2008, Teachers who have completed one full year and who have base hours of a minimum of 450 hours per year are eligible for a District Match. Completed applications must be submitted by July 31, to be effective Sept. 15, or by Aug. 31 to be effective Oct. 15.

Subd. 3. District Match: Beginning on July 1, 2008, the maximum annual district contribution shall be based on 1% of the participating teacher’s pay. All matching District Contributions belong to the individual teacher during and after employment in District 623.

Teachers shall not be required to work in unsafe conditions or to perform tasks that endanger their health, safety, or well-being or that of students.

Teachers shall not be subjected to harassment, inappropriate behavior, or intimidation by a parent or any other person in the performance of the teacher’s duties. Teachers shall report such prohibited behavior to their supervisor and/or human resources.

A teacher who is unable to perform duties due to an injury that results in incapacitation for performance of duties, shall be granted leave without loss of pay for a period not to exceed five (5) days when injury is a result of an assault provided that they acted professionally and with appropriate precautions. In no case shall the combined benefits paid to the teacher from Workers’ Compensation and the use of this leave exceed the teacher’s regularly scheduled salary of the period of leave used.

The School District shall maintain uniform standards of safety throughout all the district facilities to provide a safe environment.

The District shall reimburse teachers for any personal property (excluding personal technology) damaged by a student up to $200 per incident not covered under workers’ compensation while a teacher is performing teaching duties. The teacher must submit a claim to the supervising administrator for initial approval. Once approval is received from supervising administrator then human resources and finance will approve to reimburse via payroll.

Please refer to ISD 623 policies on the school district website in regard to workplace safety and contact Human Resources regarding benefits and compensation questions related to workplace injuries.