Article One: Recognition

• Updated members of each bargaining team

Article Three: Grievance Procedure

• Changes "clerk of the board" to "Board Secretary"

Article Four: Voluntary Payroll Deductions

• The association president will now be notified of any change in employment status. 

  • This is to help maintain an accurate member list.

Article Five: Association Rights and Responsibilities

• Stayed with current contract language. May enter into an MOU or side letter with the district regarding president release time, pending the result of a grant we will be applying for in the winter for 2026.

Article Seven: Personnel Files

• Working files are only allowed in hard copy; documents that are reportable to DHS or TSPC cannot be purged when there is a change in building/administrator.

• Clarifies that an educator's signature on a disciplinary document only acknowledges it being presented. If the educator refuses to sign, the administrator will make a note and sign the document.

Article Eight: Personal and Academic Freedom

• Limits a student's grade change to within 10 days of the final grade being received

• Adds an interim appeal step to the director of teaching and learning/designee before the appeal goes to the school board.

Article Nine: Educator Evaluation (Teacher Evaluation)

• Changes "Administrator of Special Services" to "Director of Special Services"   

• Clarifies that a warning must be specified for it to lead to a PAI. 

• Outlines a process and expectations for "Directed Goals for Expectations and Improvements"

Article Ten: Educator Discipline (Teacher Discipline)

• In an investigatory suspension, the district will let the employee know within one business day of becoming aware of the suspension the reason for the suspension and the date and time to meet with the superintendent.

Article Twelve: Work Year and Workday

• Prevents changes being made to the school calendar after the school year has begun, unless due to emergency closures, ODE requirements, or Division 22 requirements. 

• Updated in-service and student contact days on the chart

• No meetings or training sessions may be scheduled on teacher-directed work days; each educator shall determine their work for the day. 

• Early release days are for in-building work only. If prep time cannot occur during the school day on those days, then it will occur after the student contact day or be paid out at the per diem rate. 

• Occasional responsibilities beyond the work day no longer include committee meetings, supervision of student activities, and professional education. 

• A traditional activity has occurred for at least two years. 

• New activites/beyond work day expectations require a demonstrated need and consideration for staff impact. They must be agreed on by administrators and teacher leadership. Department heads/learship teams shall solicit written feedback and share with th admin and leadership team. The feedback will be considered in determining if the new event will be added. 

• Itinerant employees may be assigned only routine duties during building assignment hours. Exceptions are made for urgent matters at other worksites during the scheduled duty time. 

• Teachers who now teach ELA or a combo of ELA/Social Studies with more than 4 classes get 4 grade days per year. 

• AP teachers who teach one or more AP classes with a combined total of 25 students receive two grade days per year. 

• Case managers can use their release days during the day or time-card the equivalent hours at their per diem rate. K-5 & K-8 schools get two release days, SMS & SHS get three release days. 

• Agreement for DO and the union to review the Health Illness Prevention Plan, and, if the district receives extra funds, the district will work with SFEA to use those funds for temperature-related concerns.

Article Thirteen: Inclement Weather

• Creates allowance in make-up days if there are changes in requirements with ODE.

• Calendar committee will identify three make-up days, no more than two per semester. 

• Staff who are directed to work at an alternate location during a closure have worked their day. If a day needs to be made up and the employee needs to work an additional day, the educator will be paid at their per diem rate.

Article Fourteen: Layoff and Recall

• Educator on the recall list has the right to decline any recall position that is not equivalent FTE to the FTE they had before the layoff.

Article Sixteen: Leave with Pay

• Personal days (up to two) can roll over each year or be cashed out at per diem rate.  Only 5 personal days can be used in one school year. If you want your days to roll over, you need to tell the district by the second Friday in May. 

• If an employee is laid off, they will get back accrued personal leave unless it has already been paid out. 

• Two bereavement days, on two occasions per year for a friend or relative who does not fit the "immediate family" definition. 

• Professional Leave (formerly professional leave) accrues two cumulative days for conferences, conventions, visits to exemplary programs, etc. 

  • Exception for CTE teachers as it pertains to their license, certification, or positional requirements.  

• The sick leave bank allows educators a max of 20 days for personal or immediate family members. For an educator's personal illness, an additional 10 days may be requested but not for family members.

Article Eighteen: Vacancies and Transfers

• Clarification on the definition of an opening or a transfer. 

  • Opening: Current staff is leaving, or a newly created assignment is available for transfer. 

  • Vacancy is an available position that is not eligible for transfer. Transfers are not granted after the first student contact day.  

• To apply for a vacancy, the educator must submit a cover letter and update any credentials obtained since being hired. (via hiring portal) 

• Reassignment and Involuntary Transfer supports: PD allowance increased to $750

Article Nineteen: Class Size

• Class size stipend pool increased to $50,000 (from $30,000); 

• Class size appeals (for the stipend) must be submitted by the last week in February to HR. The committee will meet in March to review appeals and decide who qualifies for the stipend. 

  • The stipend will be paid in the next payroll period.

Article Twenty: Tuition Pool and Professional Development

• -Tuition reimbursement pool increased to $44,250 (from $32,000), PD pool increased to $30,750 (from $22,000).

• The Individual PD rate increased to $750, with an additional $750 available after March 31st if funds remain in the pool. 

• Cost of substitutes is NOT allowed to be paid from the PD fund; the district will pay for applicable substitute costs.

Article Twenty-Two: Insurance Benefits

• -26-27 insurance: $1,825 per month (up $100), $600 (up $50) per month for opt out. -27-28 insurance: $1875, $650 per month, opt out

Article Twenty-Three: Employee Compensation

• 3% COLA for 26/27 & 27/28; also applies to supervision/extended contract rates. Extra duty will increase by 5% for 26/27, then 3% for 27-28. 

• March paycheck will be paid on the Friday before Spring Break 

• Extended Season pay increased to 8% 

• Expanded and clarified what coaches and assistants will be paid for extended season.

• FFA advisor and assistant will be paid 8% of their stipend, excluding 4 weeks for supervision of activities completed outside the school year. 

• The longevity stipend will be paid in the final regular payroll of the contract year in which the employee completes the required years of service.

Article Twenty-Four: Terms of Agreement

• Two-Year Contract; contract will expire on June 30th, 2028

Article X: PEER

• Extends PEER MOU from 25-26

• Anyone can opt out this year, but there will be no opt-ins due to revisions in the program described below.

• DO and SFEA will create a committee of equal representation to develop and recommend an alternative salary movement model. 

• The model will be presented to the superintendent and SFEA president before March 1st, 2027. The model will then be negotiated into the 27-28 contract and beyond. 

• When the new schedule is established, people on PEER will be placed in a way that does not result in a reduction of current annual base salary.

Addendum B: Extra Duty

• For 26-27, sees a 5% increase; 27-28 sees a 3% COLA

• -Adds High School Auditorium Manager (level 3) and Battle of the Books Coach (Level Five)

• Moves up High School Prom Coordinator up to level 3 and Battle of the Books Coordinator to level 4. 

Addendum C: Forum

• Added Addendum C; it was TA'd in 2019 but never added back into the contract. It establishes forum/comms meetings between DLT and SFEA Leadership.