Ralston board upholds administration’s right to deny personal leave under CBA
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Summary
The Ralston Public Schools board voted to uphold administration’s denial of a personal-leave grievance, citing Article 3f4 of the collective bargaining agreement and a 10% absence threshold; board members urged collaborative guardrails to reduce future conflict.
The Ralston Public Schools Board of Education voted to uphold the administration’s denial of a grievance over personal leave, referring to Article 3f4 of the district’s collective bargaining agreement (CBA). The board said the administration retains discretion to deny personal leave when districtwide absence thresholds are impacted.
“The board believes that it was never the administration’s intent to unnecessarily restrict the use of earned personal aid,” a board representative said, adding that the district must balance individual staff needs with school operations. A motion on the record stated: “We move to uphold the administration's right for article 3 f 4 of the CBA to deny personal leave.”
Why it matters: Board members flagged staff health, morale and retention as key priorities but also noted a practical limit tied to a district absence threshold. The administration and the Ralston Education Association (REA) were urged to pursue structured collaboration and to identify “practical adjustments, guardrails, or recommendations” that align with contract language and reduce future grievances.
What the policy language and outcome mean: Under the motion the board tied denials to a 10% absence threshold described in the discussion: when a building’s absences exceed 10 percent, personal leave requests may be denied and certain personal leave (those that fall below the 10% threshold) may not require advance approval. Board members directed staff and the association to work in good faith on clarifications rather than continuing a rigid dispute.
The board did not adopt a new policy at this meeting; it recorded the grievance outcome and emphasized a preference for negotiated, operational guardrails and clearer local guidance. The board framed the outcome as a procedural decision tied to existing contract language rather than a change to benefits or new disciplinary measures.
Next steps: The board encouraged administration and the REA to collaborate on agreed guardrails and to return with recommendations that preserve staff well-being while protecting classroom stability.