Length of Agreement: 4 years, with a re-opener in Year 2 to discuss salary and benefits (including COLA) for the final 2 years of the Agreement.
COLA: 2% in years 1 and 2
Insurance Cap: Increase by an overall 4%, where that figure is based on OEBB current rates that are benchmarked against a specific medical, dental, and vision plan combination, rendering caps as follows:
- Employee Only: $584
- Employee + Spouse: $1,276
- Employee + Child: $1,115
- Family: $1,810
IA Salary Schedule, Step 1 Base Rate:
- Year 1: Step 1 of the IA salary schedule will increase to a base rate of $14.58 (which is $14.87 with the COLA)
- Year 2: Step 1 will increase to a base rate of $15.32 (which is $15.63 with the COLA)
Longevity: Eligibility for the longevity TSA will change to $100 after 13 years of service, $110 at 15 years, and $120 at 17 years. There will no longer be any requirement to be at the top Step for two years.
Association Security: Incorporate the existing “fair share” MOU language into the new Agreement.
Personal Vehicle Use: The District has verified with their liability carrier that when an employee is driving their personal vehicle while on agency business and is involved in an accident, the employee’s coverage is primary; however, the District’s insurance covers what the employee’s insurance does not, including the employee’s deductible.
IA Reassignment due to lack of substitute: The District agrees to provide financial assistance for incidental expenses (rental car, and so on) resulting from an accident that occurs when IA is reassigned to another classroom after reporting to their normal assignment due to lack of available substitutes.
LCEA and the District will develop a MOU outlining a 1-year pilot implementing strategies to address the substitute shortage and its impact on classrooms to include: 1) an incentive of $20 per day plus mileage when an IA is reassigned to another classroom by the district after reporting to their normally assigned classroom due to lack of available substitutes; 2) establishment of an “opt-in” list of employees who agree to be reassigned after reporting to their normal classroom assignment, and 3) the implementation of other strategies to be determined.
Payroll Deductions: Language will be added to the Contract authorizing the District to make payroll deductions for overuse or miscoding of leave rather than requiring an individual employee signature for such occurrences.
Internal Applicants: Modify current contract language to have internal applicants complete an application for vacancies whose contents will help the District to meet legal hiring obligations. Letters of reference will not be required for internal applicants.
Internal Hiring: Classified employees hired to positions at a higher classification range will be placed on the new salary schedule with applicable credit for experience. If the employee’s previous Range/Step placement exceeds the new Step placement on the new salary range, the employee will remain at the higher pay range until the new step placement “catches up.”
Definition: Add to the Contract the chart that spells out the range of contract days that define 10-month, 11-month, and 12-month employees for the purposes of sick leave, holidays, and TSAs.
Vacation Accrual: New 260-day employees will have access to accrued vacation their first day of work. Existing employees will continue with having access to vacation the year after it is accrued.
Sick Leave Bank: Short-term disability will be added to this article along with the existing material about long-term disability. Use of long-term or short-term disability, if available, will be required. Sick leave bank members can access the sick leave bank for any “waiting period” not covered by short-term or long-term disability.
Tuition Reimbursement: Remove the specific college references and clarify the process description, including revisions to the reimbursement form to include a supervisor review.
Joint Committee: An ad hoc committee will be established for the purpose off reviewing classroom staffing when a teacher has a concern about staffing levels. The committee will be comprised of the special education director, program supervisor, and other licensed staff members who have program-wide perspectives/assignments.
Jury Duty: For employees who work a non-traditional schedule, any length of jury duty service will be deducted from their shift as a standard practice; reporting time will be worked out with their supervisor.
The ESD’s policy on jury duty referencing deferment of jury duty has been deleted.
The parties also discussed:
- Employee Evaluation Article IX, agreeing that no change was needed to the content of the article. The District is working on issues with the current online system, and the superintendent will be making an implementation plan to ensure that evaluations are completed in the specified manner.
- The parties agreed to gather information related to column placement for Masters degree programs.
- Sarah Apker, LCEA Co-President
- Jeri Ingallinero, LCEA Co-President
- Tracy Mansfield
- Michael Stockdale
- David DeBlaker, Alternate
- Cameron Yee, Alternate
- John Velkinburg, Trainee
- Sherry Duerst-Higgins, Board Member
- Tony Scurto, Superintendent
- Carol Knobbe, Assistant Superintendent
- Dave Standridge, Director
- Sue Mathisen, Alternate
- Daniele McCallum, Alternate
Background of Negotiations
Lane ESD and LCEA have been meeting since March to collaboratively bargain a successor to the Agreement that is scheduled to expire on June 30th, 2019. Negotiations focused on the following topics:
- Salary and Benefits
- Legal obligations (payroll adjustments, equal pay, employee liability and personal vehicle use, fair share MOU)
- Leaves (usage, accrual methods, carryover)
- Sick Leave Bank clarification
- Tuition Reimbursement process clarifications
- Process for meaningful evaluation
- Employee wellness, insurance options, and understanding of options
- Efficient and equitable hiring process
- Balancing student contact time and non-student contact time
- Jury duty