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District and SRP sign MOA to adjust December‑break pay eligibility calculations accounting for COVID years
Summary
Coventry and the SRP union signed a memorandum of agreement to change how December recess pay eligibility is calculated so employees whose four qualifying years include COVID‑affected years are not excluded; the temporary calculation prorates absences to preserve the benefit for eligible employees in 2024–25.
The Coventry administration reported on Dec. 12 that it had reached a memorandum of agreement (MOA) with the SRP bargaining unit to amend the calculation used to determine eligibility for paid December recess leave.
The underlying contract language requires a 10‑month employee to have four years of service and not exceed a threshold of absences in prior years to qualify for pay during the district’s December recess. Because the original language excluded COVID years from the averaging calculation, some employees who otherwise meet four years of service were ineligible for the benefit.
To address that unintended effect, the MOA temporarily adjusts the calculation for the 2024–25 school year: employees with at least four years of service who have no more than seven absences over the last two years (excluding COVID‑era distortions) shall be granted pay during the December recess. Administration said the change preserves the benefit’s spirit while enabling human resources to calculate eligibility fairly for employees whose service history spans pandemic years.
The superintendent noted the district prepared an impact statement showing the payroll effect and redacted employee names; HR will apply the amended calculation for December pay processing.
