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Union proposes higher liquidated‑damages tiers; district asks for resignation data and questions deterrence framing
Summary
JCEA proposed raising liquidated damages tiers for late resignations to $2,500/5,000/10,000/20,000 by month and suggested moving the early‑resignation cutoff to the last work day in December; district said liquidated damages traditionally compensate replacement costs and asked for district resignation data before considering higher tiers
Union negotiators proposed revising the teacher resignation/liquidated‑damages schedule and removing specific dates from individual teacher contracts.
Under the union's draft, the tiered liquidated‑damages amounts would be $2,500 for the earliest late‑notice tier, $5,000 for June resignations, $10,000 for July resignations and $20,000 for August resignations. The association said the change aims to reduce repeated short‑notice departures that force colleagues to cover classes late in the year. The union also proposed using a simpler cutoff—"last work day in December"—instead of the current January‑20 date in the contract language.
District negotiators cautioned that liquidated damages traditionally compensate measurable replacement costs (advertising, HR processing, substitutes) rather than act as a punitive deterrent; they asked the union to provide resignation counts and timing data so the district can analyze actual replacement costs and the frequency of late resignations. District staff said the board retains authority to waive liquidated damages in appropriate cases (such as relocation) and noted that liquidated‑damages revenue goes to the general fund, which then funds replacement costs among other district needs.
The association also proposed removing specific calendar dates from individual teacher contracts so the school calendar—amended for inclement‑weather makeup days—would control the end date teachers must work. District staff said contractual language already requires teachers to meet statutory calendar requirements and the parties discussed relying on the master calendar rather than embedding fixed dates in individual contracts.
No votes or final contract changes were taken. District staff agreed to compile resignation timing data and provide it to the union for further analysis.
