District proposes folding expiring AST agreement into employee handbook, suggests grandfathering and benefit changes

District administration presented a draft plan to integrate a one-year expiring AST (administrative/support) agreement into the general employee handbook for 2026–27, and outlined options for surrendering, aligning, or grandfathering legacy benefits.

Tanya (administration) said the work began with a board directive to combine the expiring AST handbook and to separate technical employees out of the AST group. Administrations recommendations include aligning vacation accruals, surrendering the AST-only $4,500 professional development stipend, aligning holiday and personal leave language, and standardizing workers-compensation/personal-injury language across staff. Tanya said 69 individuals used the professional development stipend last year, for a total of $109,500, and that surrendering it is largely cost neutral if redistributed across handbook changes.

On grandfathering, staff offered two choices: Option A (phase-out via attrition; current ASTs retain benefits until they sunset on June 30, 2026) and Option B (grandfather benefits for employees hired on or before June 30, 2026). For the sick-leave payout specifically, staff said one alignment option could negatively affect about 81 individuals who would otherwise qualify under legacy rules.

Board members asked for cost histories and the 10-year impact of sick-payouts; staff said HR can provide annual payout data and gave a quick figure that last-year sick payouts amounted to roughly $164,000 with a $50,000 budget line. Some members raised governance and trust concerns and requested legal counsel to weigh in on potential liabilities; staff recommended discussing legal exposure in closed session if necessary.

Why it matters: the changes affect compensation and retirement-related payouts for employees currently in the AST group and the boards governance of legacy agreements. Surrender or grandfathering choices will determine who keeps higher legacy benefits and how quickly those differences disappear through attrition.

Next steps: staff will bring final recommendations and estimated fiscal impacts to upcoming meetings (handbook discussion scheduled for June 23) and provide the detailed HR cost history requested by board members.