Lincoln Public Schools and LEA present proposed two‑year contract with raises, SPED incentives and paid parental leave
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Summary
Superintendent and district negotiators presented a proposed two‑year agreement with Lincoln Education Association: roughly a 4.2% total package in year one (base salary +$600 to $50,156), a second‑year package of about 4.25% (base $50,756), targeted special‑education step credit and stipends, and two weeks paid parental leave for certificated staff.
Superintendent Scott (name as in packet) introduced a proposed two‑year negotiated agreement between Lincoln Public Schools and the Lincoln Education Association during the Feb. 10 board meeting. District negotiators outlined financial and nonfinancial terms they said were designed to recruit and retain certificated staff.
Chief negotiator (Speaker 14) described the financial outline: a 4.2% total package in year one (noted as a 4.30% across‑the‑board salary increase) with base salary rising $600 to $50,156; the second year was described as a 4.25% total package with a 3.7% across‑the‑board salary component and base rising another $600 to $50,756. Presenters said the district absorbed about 80% of an estimated 7.44% health‑insurance rate increase, with employees covering roughly 20%.
The agreement includes targeted provisions for special‑education certificated staff: current SPED staff will get one additional step movement next year and new hires will receive an extra year of step credit on hire. The district will maintain speech‑language‑pathologist and school‑psychologist stipends ($6,000 and $9,000 respectively) for the two‑year period and introduce $1,000 service incentives at defined service milestones for long‑tenured SPED staff.
Other changes described included paid parental leave of two workweeks for certificated staff (applicable to births, adoptions and qualifying foster placements, concurrent with FMLA), modifications to accumulated‑leave buyback and retirement payout mechanisms, adjusted bereavement categories and amounts, and a move from an extra‑duty point system to a base generator model for coaching and sponsorships. Presenters said no certificated employee would take a pay cut under the plan.
Board members thanked negotiators and LEA representatives, praised steps aimed at SPED staff and noted the parental‑leave provision; the presenters said the agreement will return for formal board action at the next meeting.