Brainerd School Board approves one‑time early retirement incentive for certified staff

The Brainerd School Board voted unanimously at a special meeting to approve a one‑time early retirement incentive offered to eligible certified staff, adopting a memorandum of understanding negotiated with Education Minnesota Brainerd.

Board members said the incentive was presented on short notice to give eligible employees time to decide before statutory-and-contractual notification deadlines. An unidentified district staff presenter said 26 individuals were on the district’s initial list worked through with Education Minnesota Brainerd, that roughly 70 teachers meet the collective bargaining agreement criteria (age 55 and 15 years’ service) and that the district would set an internal response deadline of about Jan. 15–16 for this targeted offer; Feb. 1 remains the retirement notification date under the collective bargaining agreement for other staff.

The presenter said the district had identified a minimum participation threshold of 20 participants to make the incentive financially viable. The memorandum of understanding is intended to be in addition to benefits already spelled out in the district’s collective bargaining agreement. “Individuals in this group would receive all the benefits that are in the collective bargaining agreement. This is an additional incentive,” the presenter said.

The MOU includes a carve‑out for employees certified in speech‑language pathology, the presenter said, because those positions are among the hardest for the district to fill; the incentive structure is designed to stagger potential departures so the district does not lose multiple speech‑language staff at once.

Board members pressed for cost and savings details. The presenter described estimated costs “at minimum” of about $600,000 based on projected participation and payout levels (examples referenced in the discussion included many payouts of $25,000 and a small number at $50,000). The presenter said the average salary in the identified group is about $90,000 and suggested a conservative turnover savings estimate of roughly $20,000 per replaced position; a potential aggregate savings figure of about $5.6 million was discussed as an example of how salary differentials could accrue over time. The presenter also noted that OPEB funds are separate from the district’s general fund, affecting how long‑term obligations and one‑time payouts interact with the operating budget.

Director John Ward moved to adopt the resolution approving the one‑time early retirement incentive; Director Michelle Brecken seconded. The board approved the resolution by roll call vote with the following yes votes recorded: Stephanie Ederman, Randy Heidman, Sarah Spear, John Ward, Michelle Brecken and EJ Donnelinger. No board member recorded a no vote or an abstention.

Because this was a special meeting, the Chair announced there would be no public comment; the meeting adjourned after the vote. Staff said the district would distribute the offer and follow the internal deadlines discussed.

The board did not specify exact payout formulas for every position in the public discussion; the memorandum of understanding and the collective bargaining agreement were identified as controlling documents for benefits and eligibility.