| Location | Stillwater, MN |
INDEPENDENT
SCHOOL
DISTRICT
834
Terms
and
Conditions
of
Employment
2025-2026
2026-2027
Technical
Support
TABLE
OF
CONTENTS
ARTICLE
I
-
DEFINITIONS
1
Section
1
-
Definition
of
Unit
1
Section
2
-
Working
Day
1
Section
3
-
Full-Time
Employee
1
Section
4
-
Part-Time
Employee
1
ARTICLE
II
-
REIMBURSEMENTS,
DUES
AND
ALLOWANCES
1
Section
1
-
Professional
Association
Allowance
1
Section
2
-
Development/Tuition
Reimbursement
1
Section
3
-
Mileage
Reimbursement
1
ARTICLE
III
-
COMPENSATION
2
Section
1
-
Wages/Compensation
2
Section
2
-
Initial
Compensation
2
Section
3
-
Pay
2
Section
4
-
Advancement
on
the
Salary
Schedule
2
Section
5
-
Overtime
2
Section
6
-
Compensatory
Time
3
Section
7
-
Position
Classification
3
ARTICLE
IV
-
VACATION
AND
HOLIDAYS
3
Section
1
-
Vacation
3
Section
2
-
Holidays
4
ARTICLE
V
-
SUPPLEMENTAL
BENEFIT
PROGRAMS
4
Section
1
-
Eligibility
for
Benefits
4
Section
2
-
Health
and
Hospitalization
Insurance
4
Section
3
-
Dental
Insurance
5
Section
4
-
Survivors
Benefits
5
Section
5
-
Life
Insurance
5
Section
6
-
Short
Term
Disability
Income
Protection
6
Section
7
-
Long
Term
Disability
Insurance
6
Section
8
-
Insurance
Review
Committee
6
ARTICLE
VI
-
LEAVES
7
Section
1
-
Sick
Leave
7
Section
2
-
Sick
Leave
Bank
7
Section
3
-
Discretionary
Leave
8
Section
4
-
Bereavement
Leave
8
Section
5
-
Parental
Leave
8
Section
6
-
Military
Leave
9
Section
7
-
Short
Term
Leave
9
Section
8
-
Special
Leave
9
Section
9
-
Jury
Duty
9
Section
10
-
School
Conference
Leave
10
Section
11
-
Minnesota
Paid
Leave
10
ARTICLE
VII
-
EMPLOYMENT
PRACTICES
10
Section
1
-
Emergency
School
Closings
10
Section
2
-
Work
Stoppage
10
Section
3
-
In-Service
10
ARTICLE
VIII
-
RETIREMENT
PAY
11
Section
1
-
Retirement
Eligibility
11
ARTICLE
IX
-
MATCHING
DEFERRED
COMPENSATION
PLAN
11
Section
1
-
Eligibility
11
ARTICLE
X
-
RETIREMENT
INSURANCE
11
Section
1
-
Employees
Hired
Prior
to
July
1,
2000
11
Section
2
-
Employees
Hired
on
or
After
July
1,
2000,
and
Prior
To
July
1,
2006
12
Section
3
-
Employees
Hired
on
or
After
July
1,
2006
12
APPENDIX
A
-
SALARY
PROGRAM
13
Technical
Support
Group
13
ARTICLE
I
-
DEFINITIONS
Section
1
-
Definition
Of
Unit
Subd.
1
-
All
positions
listed
in
Salary
Appendix
A
shall
be
considered
a
part
of
the
Technical
Support
group.
Subd.
2
-
Salary
Appendices
are
for
reference
only
and
may
be
updated
periodically.
This
is
a
meet
and
confer
group,
and
unless
an
employment
contract
exists,
employment
is
at-will.
Section
2
-
Working
Day
A
"working
day"
is
defined
as
any
day
the
employee
is
scheduled
to
work
or
any
holiday
the
employee
is
eligible
to
be
paid
for.
Section
3
-
Full-Time
Employee
Employees
regularly
scheduled
to
work
six
or
more
hours
per
day
shall
be
considered
full-time.
Section
4
-
Part-Time
Employee
Employees
regularly
scheduled
to
work
less
than
six
hours
per
day
shall
be
considered
part-time.
ARTICLE
II
-
REIMBURSEMENTS,
DUES
AND
ALLOWANCES
Section
1
-
Professional
Association
Allowance
Subd.
1
-
Each
employee
is
permitted
an
allowance
of
$200
per
year
for
the
payment
of
professional
dues.
Section
2
-
Development/Tuition
Reimbursement
Upon
pre-approval
by
the
appropriate
administrator,
an
employee
may
be
eligible
for
reimbursement
of
tuition
and
materials
(including
software),
up
to
a
maximum
of
$5,200
per
year
(prorated
for
part-time
employees)
for
coursework
completed
at
an
accredited
college
that
is
directly
related
to
an
employee's
position
or
may
lead
to
promotional
opportunities.
To
be
eligible
for
reimbursement,
the
employee
must
submit
receipts
for
payment
as
well
as
grade
slips
indicating
a
grade
of
"C"
or
higher,
or
"Pass"
if
a
pass/fail
course,
within
30
days
of
the
completion
of
the
course.
If
an
employee
receives
financial
support
in
the
form
of
grants
or
aid
(other
than
loans
requiring
repayment)
toward
their
educational
expenses,
reimbursement
will
be
reduced
by
such
amounts.
Employees
working
less
than
one
year
following
the
reimbursement
of
tuition
will
be
required
to
repay
a
prorated
amount
of
the
reimbursement
received
during
their
last
year
of
employment.
Section
3
-
Mileage
Reimbursement
Employees
who
are
required
to
use
their
personal
cars
in
the
performance
of
their
duties,
shall
be
reimbursed
at
the
rate
allowed
by
the
Internal
Revenue
Service.
1
ARTICLE
III
-
COMPENSATION
Section
1
-
Wages/Compensation
Subd.
1
-
The
wages/compensation
reflected
in
Appendices
A
shall
be
in
effect
for
the
period
commencing
July
1,
2025
and
ending
June
30,
2027.
Subd.
2
-
The
wages/compensation
provided
herein
may,
at
the
sole
discretion
of
the
District,
be
increased
during
the
duration
of
this
salary
program
for
purposes
of
complying
with
applicable
state
and
federal
laws.
Section
2
-
Initial
Compensation
At
the
time
of
hiring,
initial
placement
on
the
salary
schedule
shall
be
determined
by
mutual
agreement
between
the
individual
employee
and
the
employer.
Section
3
-
Pay
Subd.
1
-
Employees
shall
be
paid
twice
per
month.
If
a
pay
date
falls
on
a
Saturday,
Sunday
or
holiday,
employees
will
be
paid
on
the
last
working
day
immediately
preceding.
Regular
paychecks
shall
be
delivered
by
electronic
deposit.
Subd.
2
-
Employees
covered
under
Appendix
A
shall
be
compensated
for
hours
actually
worked
during
each
defined
pay
period.
Section
4
-
Advancement
on
the
Salary
Schedule
Subd.
1
-
Employees
hired
on
or
before
December
31
shall
be
paid
at
their
starting
step
on
the
salary
schedule.
Effective
the
following
July
1,
employees
shall
be
advanced
to
the
next
step.
Employees
hired
after
December
31
shall
be
paid
at
their
starting
step
on
the
salary
schedule
until
July
1
of
the
following
calendar
year.
Thereafter,
employees
shall
advance
on
the
salary
schedule
as
of
July
1
until
the
top
step
has
been
reached.
Subd.
2
-
Employees
shall
be
provided
step
advancement
on
the
salary
schedule
following
Board
approval
of
the
updated
Terms
and
Conditions
of
Employment.
Subd.
3
-
The
District
may,
at
its
discretion,
withhold
step
advancement/pay
increase
as
a
result
of
performance
concerns.
If
it
is
determined
that
step
advancement
will
be
withheld,
the
employee
shall
be
notified
in
writing
by
no
later
than
May
15.
Subd.
4
-
Employees
receiving
a
promotion
will
be
placed
on
the
wage
schedule
at
the
discretion
of
the
district
in
consideration
of
the
employees
related
experience
and
district
service.
Section
5
-
Overtime
An
employee
in
the
Technical
Support
group
working
overtime,
not
covered
by
compensatory
time,
shall
be
paid
at
the
regular
hourly
pay
rate
up
to
a
maximum
of
40
hours
worked
per
week.
Overtime
shall
be
calculated
based
on
hours
actually
worked
after
40
hours
in
a
week.
Employees
will
be
paid
at
the
rate
of
time
and
one-half,
in
accordance
with
applicable
state
and
federal
laws.
2
Section
6
-
Compensatory
Time
An
employee
in
the
Technical
Support
group
may
be
granted
compensatory
time,
in
accordance
with
this
Section.
Subd.
1
-
Compensatory
time
is
working
beyond
the
regular
workday/year
as
authorized
by
the
administrator
in
charge.
The
use
of
compensatory
time
is
a
means
of
utilizing
time
best
and
may
be
arranged
accordingly.
Subd.
2
-
Compensatory
time
must
be
used
within
30
days
of
when
it
is
earned.
Subd.
3
-
Compensatory
time
cannot
be
used
whenever
a
substitute
is
necessary
to
replace
the
employee
while
using
the
compensatory
time.
Subd.
4
-
Compensatory
time
shall
be
given
at
the
rate
of
one
and
one-half
times,
after
40
hours
in
a
week,
subject
to
state
and
federal
laws.
Subd.
5
-
If
compensatory
time
cannot
be
used
within
30
days
of
when
it
is
earned,
then
the
employee
shall
be
paid
for
such
work.
(Please
note:
This
statement
is
not
intended
to
contradict,
nor
de-emphasize
the
importance
of
adherence,
if
at
all
possible,
to
Subd.
2
above.)
Section
7
-
Position
Classification
The
district
will
review
position
classifications
as
needed
based
on
business
needs
or
significant
changes
in
job
responsibilities.
Any
resulting
adjustments
to
pay
will
take
effect
on
July
1
following
the
completion
of
the
review
process,
if
applicable.
ARTICLE
IV
-
VACATION
AND
HOLIDAYS
Section
1
-
Vacation
Subd.
1
-
Employees
holding
positions
in
the
Technical
Support
group
prior
to
July
1,
2005,
working
52
weeks
per
year,
shall
earn
20
days
of
paid
vacation
each
year.
Subd.
2
-
Employees
who
held
positions
in
the
ESO,
which
became
part
of
the
Technical
Support
group
on
August
31,
2005,
shall
earn
vacation
in
accordance
with
the
accrual
schedule
below:
Employment
Weeks
1-7
Years
8-13
Years
14
or
More
Years
0-38
0
0
0
39-41
1
2
4
42-44
2
4
6
45-47
4
6
8
48-50
6
8
10
Beginning
July
1,
2024
employees
working
51-52
weeks
per
year
shall
earn
vacation
based
on
the
following
schedule:
0-1
years
of
service
days
After
1
year
of
service
days
After
5
years
of
service
days
3
Subd.
3
-
Employees
hired
into
Technical
Support
positions
on
or
after
July
1,
2005,
working
less
than
51
weeks
shall
not
be
entitled
to
paid
vacation.
Subd.
4
-
Vacation
accruals
will
be
allocated
on
July
1
each
year.
Accruals
will
be
based
on
the
actual
number
of
years
of
service
completed
in
the
district
at
the
time
of
the
accrual.
Subd.
5
-
Up
to
ten
vacation
days
accrued
during
a
fiscal
year
may
be
carried
over
into
the
next
fiscal
year.
Section
2
-
Holidays
Employees
working
52
weeks
shall
be
entitled
to
eleven
district
established
paid
holidays
each
year.
Employees
working
less
than
a
full
year
shall
be
eligible
for
paid
holidays
on
a
prorated
basis,
based
on
the
number
of
weeks
worked
per
year.
ARTICLE
V
-
SUPPLEMENTAL
BENEFIT
PROGRAMS
Section
1
-
Eligibility
for
Benefits
Subd.
1
-
Full-time
employees
working
172
days
or
more
per
year
shall
be
eligible
to
receive
all
health
and
welfare
benefits
as
provided
in
this
Article.
Part-time
employees
are
not
eligible
for
health
and
welfare
benefits.
Subd.
2
-
Each
employee
may
only
be
covered
under
one
policy
under
each
of
the
District's
insurance
plans,
i.e.,
health
and
dental.
Employees
eligible
for
coverage
but
covered
as
a
spouse
under
a
Stillwater
School
District
employee's
plan
shall
be
eligible
for
a
VEBA
contribution
as
defined
in
this
Article,
until
such
time
as
they
retire.
Section
2
-
Health
and
Hospitalization
Insurance
Subd.
1
-
The
School
District
shall
provide
a
monthly
contribution
toward
the
premium
for
single
or
family
insurance
coverage
for
full-time
employees,
as
defined
in
Article
I,
Section
3,
who
qualify
for
and
are
enrolled
in
the
district's
group
health
and
hospitalization
plans.
Beginning
in
fiscal
year
2025-2026,
for
the
annual
insurance
renewal,
the
District
will
pay
up
to
the
first
6.5%
of
future
increases,
the
employees
will
pay
up
to
the
next
6.5%
of
any
increase
and
any
increase
over
13%
will
be
shared
equally
between
the
district
and
employees.
For
full-time
employees
enrolled
in
the
high
deductible/HRA/VEBA
insurance
plan,
the
amount
provided
by
the
district
shall
be
as
follows,
however,
the
amount
shall
not
exceed
the
actual
cost
of
insurance
premium:
For
single
coverage
July
1,
2025
through
June
30,
2026:
Up
to
$918.72
per
month
For
family
coverage
July
1,
2025
through
June
30,
2026:
Up
to
$2,122.68
per
month
For
single
coverage
July
1,
2025
through
June
30,
2026:
Up
to
$918.72
per
month
For
family
coverage
July
1,
2026
through
June
30,
2027:
Up
to
$2,122.68
per
month
For
full-time
employees
participating
in
the
high
deductible/HRA/VEBA
insurance
plan,
the
monthly
District
contribution
to
a
VEBA
shall
be
as
follows:
4
July
1,
2025
through
June
30,
2027
Family
Coverage:
Up
to
$292.00
per
month
Single
Coverage:
Up
to
$167.00
per
month
For
full-time
employees
provided
a
VEBA
contribution
due
to
coverage
under
another
Stillwater
School
District
employee's
insurance
policy,
the
monthly
district
contribution
to
a
VEBA
shall
be
as
follows:
Effective
July
1,
2025:
$189.58
per
month
Subd.
2
-
The
cost
of
any
premium
that
exceeds
the
district's
monthly
contribution
shall
be
paid
by
the
employee
through
payroll
deduction.
Subd.
3
-
The
health
and
hospitalization
insurance
program
will
be
coordinated
with
Medicare
in
accordance
with
Minnesota
Statutes.
Section
3
-
Dental
Insurance
The
district
shall
provide
a
monthly
contribution
toward
the
premium
for
dental
coverage,
including
dependent
coverage,
for
full-time
employees
who
qualify
for
and
are
enrolled
in
the
District's
dental
insurance
plan.
The
amount
provided
shall
be
as
follows;
however,
this
amount
shall
not
exceed
the
actual
cost
of
the
insurance
premium:
July
1,
2025
through
June
30,
2026:
Up
to
$103.27
per
month
July
1,
2026
through
June
30,
2027:
Up
to
$103.27
per
month
Section
4
-
Survivors
Benefits
If
an
employee
who
is
enrolled
in
the
district's
group
health
and
hospitalization
and/or
dental
plan,
dies
while
actively
employed
by
District
834,
the
District
shall
continue
to
pay
premiums
for
all
eligible
surviving
dependents,
in
the
same
manner
as
was
provided
prior
to
the
death
of
the
employee.
The
district
will
continue
to
provide
such
paid
benefits
for
a
period
of
up
to
one
calendar
year
from
the
date
of
the
employee's
death.
If
a
survivor
obtains
employment
with
an
employer
other
than
the
school
district,
and
such
survivor
is
covered
by
a
group
medical
hospital
insurance
plan
or
HMO
or
dental
plan,
such
coverage
shall
be
considered
primary.
Section
5
-
Life
Insurance
Subd.
1
-
The
school
district
shall
contribute
the
full
premium
necessary
to
purchase
group
term
life
insurance
equal
to
two
times
the
employee's
annual
salary,
calculated
to
the
nearest
$1,000.
The
policy
shall
contain
a
provision
for
double
indemnity
in
case
of
accidental
death
and
benefits
in
case
of
dismemberment.
Effective
7/1/2025,
the
LTD
waiver
of
premium
for
Life
Insurance
is
discontinued.
Subd.
2
-
Employees
will
have
the
option
of
paying
the
applicable
taxes
on
the
imputed
income
for
group
term
life
insurance
in
excess
of
$50,000,
consistent
with
the
provisions
of
Subd.
1
of
this
Section,
or
elect
to
reduce
such
coverage
to
$50,000.
5
Subd.
3
-
So
long
as
permitted
by
the
school
district's
group
insurance
carrier,
employees
may
purchase
additional
life
insurance
coverage
on
their
own
lives
or
on
the
lives
of
their
spouse
and/or
children.
The
cost
of
the
premium
for
this
optional
life
insurance
shall
be
borne
by
the
employee
and
paid
by
payroll
deduction.
Section
6
-
Short
Term
Disability
Income
Protection
1/1/2026
and
with
the
implementation
of
Minnesota
PFML,
this
provision
will
end.
Subd.
1
-
Full-time
employees
become
eligible
for
coverage
upon
completion
of
one
full
day
of
employment.
To
be
eligible
for
short
term
disability,
an
employee
must
be
actively
at
work,
which
is
defined
as
being
present
and
employed
for
at
least
six
hours
per
day,
working
at
least
30
hours
per
week,
in
a
regular
capacity.
Subd.
2
-
Short
term
disability
shall
be
available,
upon
receipt
of
medical
certification,
when
sick
leave
benefits
have
been
exhausted,
but
not
before
the
tenth
day
of
a
disability.
Short
term
disability
income
protection
shall
cease
when
the
combination
of
sick
leave
and
short-term
disability
total
120
days.
Subd.
3
-
Employees
on
pre-approved
unpaid
leaves
of
absence
are
ineligible
to
participate
in
this
benefit
during
the
period
of
such
leave.
Eligibility
for
short
term
leave
shall
resume
on
the
anticipated
return
to
work
date.
Subd.
4
-
The
school
district
shall
provide
eligible
employees
with
short-term
disability
income
protection
equal
to
70%
of
the
employee's
base
daily
rate
of
pay
for
each
working
day
of
disability.
Section
7
-
Long
Term
Disability
Insurance
Subd.
1
-
Full-time
employees
become
eligible
for
coverage
upon
completion
of
one
full
day
of
employment.
To
be
eligible
for
long
term
disability,
an
employee
must
be
actively
at
work,
which
is
defined
as
being
present
and
employed
for
at
least
six
hours
per
day,
working
at
least
30
hours
per
week,
in
a
regular
capacity.
Subd.
2
-
The
school
district
shall
provide
eligible
employees
with
long
term
disability
insurance
equal
to
70%
of
one-twelfth
(1/12)
of
the
employee's
basic
annual
earnings
in
effect
prior
to
the
date
of
the
disability,
after
fulfilling
the
plan
waiting
period.
Subd.
3
-
Employees
will
have
the
option
of
paying
the
entire
premium
for
LTD
coverage
on
a
payroll
deduction
basis.
Section
8
-
Insurance
Review
Committee
The
District
will
establish
an
Insurance
Review
Committee
that
will
be
advisory
to
the
Board.
The
committee
will
be
composed
of
three
representatives
designated
by
the
district,
three
representatives
selected
from
the
teacher's
association,
and
one
representative
selected
by
each
of
the
remaining
employee
groups
in
the
district.
The
committee
shall
review
the
operation
of
current
insurance
programs
including
benefit
and
claim
payments,
study
and
recommend
changes
in
coverage,
and
review
specifications
prior
to
bidding.
The
District
shall
prepare
documentation
summarizing
insurance
benefits.
The
documentation
shall
be
provided
in
writing
to
insurance
committee
members
and
newly
hired
employees
and
shall
be
posted
on
the
District
website.
6
ARTICLE
VI
-
LEAVES
Section
1
-
Sick
Leave
Subd.
1
-
Employees
will
be
credited
with
an
annual
accrual
of
12
days
per
year.
Employees
working
less
than
the
full
year
will
be
credited
with
sick
leave
on
a
pro-rated
basis.
During
the
initial
year
of
employment
only,
the
total
sick
leave
allowable
will
be
available
to
the
employee
after
working
a
minimum
of
one
day.
Upon
termination
of
employment,
an
employee's
last
check
will
be
deducted
for
any
sick
leave
used
in
excess
of
that
earned.
Subd.
2
-
Unused
sick
leave
days
may
accumulate
without
limit
except
that
not
more
than
120
days
may
be
utilized
for
any
single
disability.
Additional
days
may
be
used
on
a
prorated
basis
to
supplement
long
term
disability
coverage.
Subd.
3
-
The
District
may
require
an
employee
to
furnish
a
medical
certificate
from
a
qualified
physician
as
evidence
of
illness
in
order
to
qualify
for
sick
leave
pay.
Subd.
4
-
An
employee
who
is
unable
to
work
because
of
personal
illness
or
disability
and
who
has
exhausted
all
accumulated
paid
sick
leave
available
may
be
granted
a
medical
leave
of
absence
for
the
duration
of
the
contract
year
during
such
illness
or
disability.
Upon
Board
approval,
this
leave
may
be
extended
a
maximum
of
one
additional
year
upon
written
request
by
the
employee,
on
the
basis
of
medical
certification.
Subd.
5
-
Sick
leave
is
to
be
utilized
for
all
absences
resulting
from
an
employee's
physical
and
mental
illnesses,
therapy,
examinations,
and
consultations,
or
that
of
a
minor
child.
Sick
leave
may
be
utilized
for
absences
due
to
illness
or
injury
of
the
employee's
spouse,
adult
child,
sibling,
parent,
grandparent,
or
stepparent,
up
to
160
hours
per
12-month
period,
beginning
July
1
of
each
year,
pursuant
to
M.S.
181.9413.
Subd.
6
-
Up
to
ten
days
of
sick
leave
may
be
utilized
for
adoption
of
a
child
or
for
paternal
leave
upon
the
birth
of
a
newborn
child.
Subd.
7
-
An
employee
who
is
injured
on
the
job
shall
receive
such
compensation
as
prescribed
by
the
Worker's
Compensation
Law
of
Minnesota.
Such
compensation
shall
be
supplemented
with
an
amount
sufficient
to
maintain
his/her
regular
salary
for
a
period
not
to
exceed
the
employee's
sick
leave
reserve.
Section
2
-
Sick
Leave
Bank
Subd.
1
-
Employees
may
participate
in
the
District
Sick
Leave
Bank,
under
the
terms
provided
to
other
employee
groups,
to
the
extent
that
the
Sick
Leave
Bank
continues
to
be
offered
by
the
District.
Section
3
-
Discretionary
Leave
Subd.
1
-
Beginning
July
1,
2024
Emergency
Leave
will
be
eliminated
and
replaced
with
Discretionary
Leave
as
outlined
in
this
section.
Employees
who
work
less
than
51
weeks
per
year
and
who
are
not
eligible
for
vacation
will
earn
four
(4)
discretionary
leave
days
per
year.
7
Subd.
2
-
Employees
who
held
positions
in
the
ESO,
which
became
part
of
the
Technical
Support
group
on
August
31,
2005,
shall
receive
two
(2)
discretionary
leave
days
per
year.
Subd.
3
who
work
51
or
more
weeks
per
year
and
who
are
eligible
for
vacation
will
earn
two
(2)
days
of
discretionary
leave
per
year.
Subd.
4
-
Discretionary
leave
may
be
used
for
any
absence
reason
and
must
be
entered
into
the
system
a
minimum
of
24
hours
in
advance.
Discretionary
leave
may
not
be
used
during
the
first
ten
or
last
ten
student
days
of
the
school
year.
Unused
days
will
be
converted
to
sick
leave
at
the
end
of
the
year.
Section
4
-
Bereavement
Leave
Up
to
five
days
per
occurrence
of
paid
leave
shall
be
granted
for
death
in
the
immediate
family.
For
purposes
of
this
Section,
immediate
family
is
defined
as
spouse,
children,
stepchildren,
parents,
spouse's
parents,
stepparents,
brothers,
sisters,
brothers-in-law,
sisters-in-law,
aunts,
uncles,
grandparents,
and
grandchildren.
In
extenuating
circumstances,
an
employee
can
request
approval
from
Human
Resources
for
use
of
this
benefit
for
an
individual
who
is
not
listed
above
but
who
stands
in
the
same
relationship
with
the
employee.
Section
5
-
Parental
Leave
Subd.
1
-
A
parental
leave
without
pay
may
be
granted
by
the
school
district
subject
to
the
provisions
of
this
Section.
Parental
leave
may
be
requested
because
of
the
need
to
prepare
and
provide
parental
care
for
a
child
or
children
of
the
employee
for
an
extended
period
of
time.
Subd.
2
-
An
employee
shall
request
parental
leave
in
writing
at
least
three
calendar
months
in
advance
of
the
intended
leave.
Subd.
3
-
The
school
district
may
adjust
the
proposed
beginning
or
ending
date
of
parental
leave
so
that
the
dates
are
coincident
with
some
natural
break
in
the
school
year.
Subd.
4
-
Parental
leave
may
be
extended
up
to
one
full
year
following
the
school
year
in
which
the
leave
was
granted.
Subd.
5
-
An
employee
returning
from
parental
leave
shall
be
re-employed
in
a
position
equivalent
to
the
position
held
prior
to
taking
the
leave.
Subd.
6
-
Whenever
parental
leave
extends
to
the
end
of
a
school
year;
the
employee
must
notify
the
Human
Resources
Department
in
writing
by
March
1
of
intent
to
return
or
not
return
to
the
district
the
following
year.
Subd.
7
-
An
employee
who
is
pregnant
may
elect
to
utilize
a
disability
leave
followed
by
a
parental
leave.
When
disability
leave
is
utilized,
the
employee
shall
continue
working
until
a
doctor
certifies
that
she
can
no
longer
fulfill
the
requirements
of
the
position.
During
the
period
of
disability
only,
the
employee
is
eligible
to
receive
sick
leave
and
disability
leave
benefits.
The
employee
is
required
to
return
to
work
as
soon
as
she
is
physically
able
unless
an
unpaid
parental
leave
is
granted.
8
Subd.
8
-
If
the
reason
for
parental
leave
is
occasioned
by
pregnancy
and
the
period
of
disability
is
interrupted,
the
employee
may
return
to
work
prior
to
the
ending
date
of
the
leave
only
if
she
is
physically
able
and
a
suitable
opening
is
available.
Subd.
9
-
Periods
of
time
when
an
employee
is
on
parental
leave
may
not
be
used
to
satisfy
probationary
time
requirements,
when
applicable.
Section
6
-
Military
Leave
Conditions
for
military
leave
shall
comply
with
all
applicable
laws.
Section
7
-
Short
Term
Leave
Short
term
leave
without
pay
may
be
granted
according
to
the
following
provisions:
Subd.
1
-
An
employee
desiring
a
short-term
leave
without
pay
shall
present
a
written
request
to
his/her
supervisor
at
least
15
days
prior
to
the
beginning
date
of
the
leave.
Subd.
2
-
During
the
first
two
years
of
employment,
the
Human
Resources
Supervisor,
after
consulting
with
the
immediate
supervisor,
may
grant
up
to
five
days
of
leave
per
year.
Subd.
3
-
Starting
the
third
year
of
employment,
the
Human
Resources
Supervisor,
after
consulting
with
the
immediate
supervisor,
may
approve
up
to
ten
days
of
leave
during
any
two-year
rolling
period
of
time.
The
two-year
period
will
be
determined
by
looking
back
two
years
from
the
date
of
the
request.
Subd.
4
-
No
short-term
leave
without
pay
will
be
granted
if
an
employee
has
applicable
paid
leave
available.
Section
8
-
Special
Leave
Subd.
1
-
Employees
in
the
Technical
Support
Group
are
eligible
to
apply
for
a
one-year
leave
of
absence
without
pay
after
two
full
years
in
the
district.
Subd.
2
-
Sick
leave
will
be
frozen
during
the
leave.
Subd.
3
-
An
employee
whose
leave
extends
to
the
end
of
a
school
year
shall
notify
the
Human
Resources
Department
in
writing
by
March
1
of
intent
to
return
or
not
return
to
the
district
for
the
following
school
year.
Subd.
4
-
An
employee
returning
from
leave
will
be
reassigned
to
the
same
or
an
equivalent
position,
if
available.
Section
9
-
Jury
Duty
Subd.
1
-
An
employee
who
is
called
to
jury
duty
shall
notify
the
Human
Resources
office
immediately
upon
receipt
of
the
notice
so
that
arrangements
to
excuse
an
employee
to
serve
may
be
made
if
necessary.
9
Subd.
2
-
An
employee
who
is
absent
because
of
jury
service
will
receive
their
regular
salary
from
the
district
during
the
period
of
service,
provided
the
employee
submits
pay
received
for
the
jury
service,
less
any
reimbursement
for
mileage
or
parking,
in
accordance
with
state
laws.
Section
10
-
School
Conference
Leave
In
accordance
with
Minnesota
Statute
181.9412,
the
employer
will
grant
an
employee
leave
up
to
a
total
of
16
hours
during
any
school
year
to
attend
conferences
or
classroom
activities
related
to
the
employee's
child,
providing
such
activities
cannot
be
scheduled
during
non-working
hours.
School
conference
and
classroom
activities
will
apply
only
to
students
in
grades
kindergarten
through
12.
Such
leave
is
unpaid
unless
the
employee
has
Emergency
Leave,
or
other
applicable
paid
leave,
available
to
them.
Section
11
-
Minnesota
Paid
Family
Leave
Effective
1/1/2026
and
if
the
MN
Paid
Family
Leave
Act
is
implemented,
employees
are
entitled
to
paid
leave
under
Minnesota
statute.
The
District
will
begin
deducting
the
employee's
portion
of
the
premiums
from
wages
in
January
2026
and
submitting
the
wage
deductions
to
the
State
of
Minnesota.
The
Minnesota
Department
of
Labor
has
not
yet
informed
the
District
as
to
the
amount
of
premiums,
but
the
default
employee
portion
is
50%
of
the
premium
cost.
Employees
will
have
the
option
to
supplement
paid
leave
benefits
with
their
accrued
sick
leave
or
discretionary
time,
but
in
any
case,
the
total
amount
of
paid
benefits
under
this
section
and
the
supplemental
benefits
paid
must
not
exceed
the
employee's
usual
wages.
Parental
leave
as
listed
in
Section
5
above,
FMLA
leave
and
Minnesota
Paid
Family
Leave
shall
all
run
concurrently.
ARTICLE
VII
-
EMPLOYMENT
PRACTICES
Section
1
-
Emergency
School
Closings
If
school
is
canceled
for
students
by
the
Superintendent,
or
designee,
because
of
weather
conditions,
employees
may
choose
to
report
to
work,
or
work
remotely,
with
supervisor
approval.
Section
2
-
Work
Stoppage
In
the
event
of
a
strike
or
work
stoppage
by
other
employees,
it
is
mutually
agreed
that
employees
covered
by
this
agreement
shall
be
on
duty
and
carry
out
policy,
rules
and
assignments
as
may
be
directed
by
the
employer.
The
employer
reserves
the
right
to
make
whatever
directives
deemed
appropriate
for
the
operation
or
protection
of
district
programs
and
facilities.
Section
3
-
In-Service
The
school
district
will
pay
the
cost
for
job
related
workshops
with
prior
approval
of
the
appropriate
district
administrator.
10
ARTICLE
VIII
-
RETIREMENT
PAY
Section
1
-
Retirement
Eligibility
An
employee
may
elect
retirement
from
District
834
effective
at
the
conclusion
of
the
school
year
during
which
they
reach
the
age
of
TRA/PERA
eligibility
or
any
of
the
succeeding
school
years,
or
to
meet
opportunities,
or
at
such
other
times
as
may
be
approved
by
the
School
District.
ARTICLE
IX
-
MATCHING
DEFERRED
COMPENSATION
PLAN
Section
1
-
Eligibility
Full-time
employees
shall
be
entitled
to
a
matching
school
district
contribution
of
up
to
3.5%
of
their
current
annual
salary,
not
to
exceed
$3,000
per
year,
to
a
tax
deferred
account
subject
to
Minnesota
Statutes.
Effective
July
1,
2024
Full-time
employees
shall
be
entitled
to
a
matching
school
district
contribution
of
up
to
3.5%
of
their
current
annual
salary,
not
to
exceed
$3,500
per
year,
to
a
tax
deferred
account
subject
to
Minnesota
Statutes.
Subd.
1
-
The
district
contribution
will
begin
when
the
employee
establishes
participation
in
an
eligible
investment
program
as
defined
by
statute.
The
district
match
cannot
be
accumulated
on
a
retroactive
basis
if
an
employee
elects
to
begin
participation
after
the
first
year
of
eligibility.
Subd.
2
-
Changes
to
or
initial
entry
into
the
plan
shall
occur
on
the
first
pay
day
following
the
date
information
is
received
by
the
Human
Resources
Department.
Subd.
3
-
Employees
eligible
for
retirement
pay,
who
elect
to
participate
in
the
tax
deferred
matching
plan,
may
do
so,
with
the
amount
of
matching
Board
contribution
being
deducted
from
their
final
retirement
pay
amount.
ARTICLE
X
-
RETIREMENT
INSURANCE
Section
1
-
Employees
Hired
Prior
to
July
1,
2000
Subd.
1
-
Employees
hired
prior
to
July
1,
2000,
and
those
listed
in
the
attached
Memorandum
of
Agreement,
who
have
ten
consecutive
years
of
employment
in
the
school
district,
immediately
preceding
their
retirement,
may
continue
as
a
member
of
the
insurance
group
until
eligible
for
Medicare,
provided
they
are
between
the
ages
of
eligibility
for
TRA/PERA
(based
on
the
1997
definitions
of
eligibility)
and
Medicare.
Employees
shall
be
eligible
to
continue
single
or
dependent
coverage,
provided
they
maintained
such
coverage
prior
to
retirement
and
elect
such
coverage.
Employees
electing
dependent
coverage
shall
make
a
monthly
contribution
equal
to
the
amount
they
paid
at
the
time
of
their
retirement.
Subd.
2
-
For
employees
electing
to
participate
in
the
high
deductible/HRA/VEBA
option
upon
retirement,
the
District
shall
contribute
to
an
HRA/VEBA
account
for
the
employee
an
amount
equal
to
the
amount
they
were
eligible
for
at
the
time
of
their
retirement,
based
on
the
level
of
coverage
elected,
i.e.,
single,
or
dependent.
11
Subd.
3
-
Such
benefits
shall
cease
when
the
retiree
becomes
eligible
for
Medicare,
however,
in
no
event
shall
such
coverage
extend
beyond
15
consecutive
years.
Subd.
4
-
When
a
retiree
reaches
Medicare
eligibility,
the
District
shall
provide
a
Medicare
supplement
as
a
conversion
plan
to
the
retiree
at
the
retiree's
expense.
Subd.
5
-
In
circumstances
where
an
employee
is
ineligible
to
continue
insurance
coverage
due
to
their
eligibility
for
Medicare,
the
retiree's
spouse
under
the
age
of
Medicare
eligibility
may
purchase
single
coverage
at
the
group
rate
for
up
to
five
years
(inclusive
of
COBRA
requirements)
or
until
such
time
as
they
reach
Medicare
eligibility,
whichever
occurs
first,
provided
such
spouse
had
been
covered
under
the
plan
prior
to
such
date.
Subd.
6
-
At
the
time
of
retirement,
an
employee
may
continue
life
insurance
coverage
at
his/her
expense
under
the
group
plan
to
the
extent
such
employee
has
maintained
coverage
prior
to
retirement.
Section
2
-
Employees
Hired
on
or
after
July
1,
2000,
and
Prior
to
July
1,
2006
Subd.
1
-
For
employees
hired
on
or
after
July
1,
2000,
and
prior
to
July
1,
2006,
who
have
worked
in
District
834
for
at
least
ten
consecutive
years
immediately
preceding
such
retirement
and
are
between
the
ages
of
eligibility
for
TRA/PERA
(based
on
the
1997
definitions
of
eligibility)
and
Medicare,
the
district's
post-retirement
insurance
contribution
shall
be
equal
to
the
single
health
insurance
premium.
An
employee
may
elect
to
continue
dependent
coverage
(within
the
existing
eligibility
requirements
of
this
Section)
by
paying
the
difference
between
the
amount
provided
by
the
district
and
the
full
premium
amount,
provided
they
maintained
such
coverage
prior
to
retirement.
Subd.
2
-
For
employees
electing
to
participate
in
the
high
deductible/HRA/VEBA
option
upon
retirement,
the
District
shall
contribute
to
an
HRA/VEBA
account
for
the
employee
an
amount
equal
to
the
amount
they
were
eligible
for
under
single
coverage
at
the
time
of
their
retirement,
provided
they
were
enrolled
in
the
district's
insurance
plan
prior
to
retirement
and
elect
such
coverage.
Subd.
3
-
Such
benefits
shall
cease
when
the
retiree
becomes
eligible
for
Medicare,
however,
in
no
event
shall
such
coverage
extend
beyond
15
consecutive
years.
Section
3
-
Employees
Hired
on
or
after
July
1,
2006
Subd.
1
-
Employees
hired
on
or
after
July
1,
2006,
and
those
employees
who
made
an
irrevocable
election
to
participate
in
the
Health
Care
Savings
Plan
by
April
15,
2006,
will
be
ineligible
for
district
paid
retiree
insurance.
Employees
eligible
for
district
paid
insurance,
will
receive
a
district
contribution
of
$1000
to
be
deposited
into
the
district
designated
Health
Care
Savings
Plan
(HCSP)
at
the
conclusion
of
each
school
year,
and
no
later
than
June
30.
Effective
July
1,
2011,
an
employee
receiving
District
paid
retirement
health
insurance
benefits
shall
not
be
eligible
for
HCSP
benefits
in
this
subdivision.
12
APPENDIX
A
-
SALARY
PROGRAM
Technical
Support
Group
Level
IX
(C42)
School
Year
Only
Health
Care
Specialist
2025-2026
2026-2027
C42
C42
Level
IX
Level
IX
Step
1
$36.24
$36.97
Step
2
$38.33
$39.10
Step
3
$41.18
$42.00
Step
4
$43.65
$44.52
Step
5
$46.10
$47.03
Level
VII
A
Administrative
Assistant
V-
Assistant
Superintendent
&
Teaching
&
Learning
2025-2026
2026-2027
Level
7A
Level
7A
Step
1
$35.93
$36.65
Step
2
$36.81
$37.55
Step
3
$37.74
$38.49
Step
4
$38.67
$39.44
Step
5
$39.64
$40.43
Level
VII
B
(B32
/
B25)
Administrative
Assistant
V
-
Executive
Director
Administrative
Assistant
V
-
Director
Administrative
Assistant
-
Secondary
Principal
Project
Assistant
-
Learning
and
Innovation
Technician
-
Computer
Network
Technician/Project
Assistant
-
Electronic
Communications
2025-2026
2026-2027
B32/B25
B32/B25
Level
VII
B
Level
VII
B
Step
1
$29.44
$30.03
Step
2
$30.17
$30.78
Step
3
$30.93
$31.54
Step
4
$31.70
$32.34
Step
5
$32.50
$33.15
13
APPENDIX
A
Level
VII
B
(1)
Technician
-
Graphic
Design
rate)
2025-2026
2026-2027
Level
VII
B
(1)
Level
VII
B
(1)
Step
1
$33.14
$33.80
Level
VI
(B31
/
B24)
Technician
-
Accounts
Processing
Technician
-
IT
Support
Technician
-
Theater
2025-2026
2026-2027
B31/B24
B31/B24
Level
VI
Level
VI
Step
1
$28.91
$29.48
Step
2
$29.63
$30.22
Step
3
$30.37
$30.97
Step
4
$31.13
$31.75
Step
5
$31.88
$32.51
Level
V
(B23)
Administrative
Assistant
IV
-
Elementary
Principal
Specialist
-
Human
Resources
Technician
-
Enrollment
Processor
2025-2026
2026-2027
B23
B23
Level
V
Level
V
Step
1
$25.22
$25.73
Step
2
$25.85
$26.36
Step
3
$26.49
$27.02
Step
4
$27.16
$27.71
Step
5
$27.81
$28.36
14
APPENDIX
A
Level
IV
(B22)
Administrative
Assistant
III
-
ALC
Bookkeeper
-
High
School
Registrar
-
High
School
Specialist
-
Finance
2025-2026
2026-2027
B22
B22
Level
IV
Level
IV
Step
1
$24.08
$24.56
Step
2
$24.69
$25.19
Step
3
$25.29
$25.79
Step
4
$25.90
$26.42
Step
5
$26.53
$27.06
Level
III
(B21)
Administrative
Assistant
II
-
Athletics
Administrative
Assistant
II
-
Due
Process
Administrative
Assistant
II
-
ECFC
Administrative
Assistant
II
-
Nutrition
Services
Administrative
Assistant
II
-
Manager
of
Facilities
&
Site
Operations
Administrative
Assistant
II
-
Secondary
Asst.
Principal
Administrative
Assistant
II
-
ECSE
Technician
-
Accounting
(Comm.
Ed)
Technician
-
Community
Ed
Enrichment
and
Athletics
Office
Technician
-
Community
Ed
PAC
and
Facilities
Technician
-
Screening/ECFC
Technician
-
Media
Center
2025-2026
2026-2027
B21
B21
Level
III
Level
III
Step
1
$23.58
$24.05
Step
2
$24.15
$24.64
Step
3
$24.77
$25.26
Step
4
$25.35
$25.85
Step
5
$25.97
$26.49
15
APPENDIX
A
Level
II
(A13)
Student,
Family
and
Community
Engagement
Specialist
2025-2026
2026-2027
A13
A13
Level
II
Level
II
Step
1
$22.94
$23.40
Step
2
$23.50
$23.97
Step
3
$24.07
$24.55
Step
4
$24.65
$25.15
Step
5
$25.26
$25.76
Level
I
(A12)
Administrative
Assistant
I
-
College
and
Career
Center
Administrative
Assistant
I
-
Counselor
Administrative
Assistant
I
-
Elementary
Building
Administrative
Assistant
I
-
Instructional
Support
Services/Office
of
Equity
Administrative
Assistant
I
-
Secondary
Office
Clerk
-
Athletics
Clerk
-
Middle
School
Office
Clerk
-
Information
and
Student
Records
Data
Technician
-
Student
Support
Services
Project
Assistant
-
AVID
Promise
Fellows
Receptionist
-
CSB
Front
Office
Technician
-
ABE/ECFE
Data
2025-2026
2026-2027
A12
A12
Level
I
Level
I
Step
1
$22.29
$22.73
Step
2
$22.81
$23.26
Step
3
$23.37
$23.84
Step
4
$23.95
$24.43
Step
5
$24.53
$25.02
__
Longevity
Employees
who
have
completed
ten
years
of
service
in
the
TS
and/or
CSS
group
as
of
July
1
shall
be
eligible
for
Longevity
1
based
on
their
hire
date
into
a
position
in
either
the
TS
or
CSS.
Employees
who
have
completed
15
years
of
service
in
the
TS
and/or
CSS
group
as
of
July
1
shall
be
eligible
for
Longevity
2
based
on
their
hire
date
into
a
position
in
either
TS
or
CSS.
(Note:
Longevity
2
is
inclusive
of
Longevity
1,
not
in
addition.)
Longevity
1
Hourly
Rate:
$.25
Longevity
2
Hourly
Rate:
$.50
16