Kenosha Unified staff propose folding AST agreement into single employee handbook; board timeline set for December

Human resources staff presented a multi-part plan to align and simplify benefits now contained in the Administrative, Supervisory and Technical (AST) agreement with the district's employee handbook, proposing grandfathering for current employees and new rules for employees hired after an effective date.

The presentation reviewed four categories of change: grandfather (preserve existing benefits for current employees), surrender (remove a benefit for future hires), align (raise other groups to a common standard), and change (reduce or otherwise modify benefits). Specific proposals shown to the board included accelerating vacation accrual timing so groups earn comparable leave sooner, grandfathering AST-paid spring break for current employees while removing paid spring break for new hires after the proposed effective date, revising tuition reimbursement to a uniform $100 per credit up to 12 credits (a $1,200 cap) for future hires, adjusting sick-leave accrual caps (proposed increase to 100 days for 10-month staff) and maintaining the AST sick-payout for current employees only.

"My concern goals for this year is to improve morale, and I want to do this in a way that doesn't harm morale or has the least harm towards morale," the presenter said while emphasizing a phased approach and frequent communication. The presenter also described the statutory mechanics for changing contracts: changes can occur by mutual agreement or via nonrenewal, and the statutory nonrenewal notice deadline (in late January) dictates the administrative timeline. To meet contract timelines, staff recommended board action no later than the Dec. 9 meeting so HR can host December meetings with AST employees, issue updated contracts, and—if necessary—schedule nonrenewal hearings around Jan. 15.

Staff presented a proposed reclassification of employee groups (operational support professionals, supervisory, administrative, principals and temporary/timecard) and noted the plan is not intended to change salaries. The presenter said the approach aims to limit disruption by grandfathering current entitlements while applying new rules prospectively to new hires.

Several board members and employees asked for clearer cost figures and requested more detail during the December meetings. One public commenter who identified herself as a technical staff member asked the board to provide the rationale and expected savings supporting an August motion that initiated the reclassification work. Human resources and legal counsel said they will provide further documentation and follow the statutory timelines for contract changes.

No final contract changes were adopted at the meeting. Staff requested direction and suggested the board consider action on Dec. 9 to preserve the district timeline for contract issuance and possible nonrenewal hearings.