Ithaca teachers and district negotiators spent the bulk of the session debating a new salary framework that the association calls a ‘‘step‑in‑lane’’ grid and several competing multi‑year pay packages.

The association said implementing a step‑in‑lane grid is the priority and presented a Version 4 salary proposal it described as a compromise intended to reduce leapfrogging and increase equity. District negotiators said they needed time to consult the board and fiscal staff because differences in the proposals change the district’s annual commitment by millions of dollars.

Why it matters: negotiators agreed that whether the settlement spans two, three or four years — and whether it is structured as a fixed percentage or as movement onto a grid — will determine the district’s multi‑year fiscal exposure, affect reserves and influence staffing choices.

Details of the debate: the association said earlier models showed an 8 percent initial ask but that the current compromise lies in a 5–7 percent effective range depending on how years are counted (examples discussed included a ‘‘4 plus 1’’ structure that some speakers characterized as equivalent to 5–7 percent). Association members argued a longer term (three to four years) is preferable to allow the grid to produce lasting equity; negotiators said a two‑year deal would require reopening talks next year.

District officials repeated that the district’s recently passed operating budget included a 3.69 percent year‑to‑year increase and that accepting larger multi‑year commitments could reduce fund balances, affect reserves and force staffing adjustments. District negotiators asked for time to compute actuarial or budget impacts before committing.

Process and next steps: both sides agreed the conversation must continue. The association characterized step‑in‑lane as the only viable solution for equity; the district said it cannot accept proposals that are not step‑in‑lane on that floor. Negotiators scheduled further bargaining and said the district would consult board members and financial staff before presenting a counteroffer.