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Board approves 2% pay increase and benefits package, narrowly okays one-time administrative make-whole payment after debate
Summary
The board approved a 2% base pay increase for returning staff and employee medical/dental benefits for 2026–27; trustees also approved a contested one-time administrative make-whole adjustment (not to exceed $4,826.28 per person) to correct an IRS compliance issue, drawing requests for legal review and debate about equity.
The Littleton governing board approved a compensation and benefits package for fiscal year 2026–27 and debated a separate corrective payment for administrators tied to an IRS compliance issue.
Administration recommended and the board approved a 2% base salary increase for returning staff, continued retention, longevity and performance stipends, and continuation of a classroom split-loss pool. The motion to approve the compensation package passed 5–1.
On employee benefits, the district presented two medical-plan options administered via UnitedHealthcare through Valley Schools Management: a high-deductible HSA plan (district employer contribution includes a $300 HSA deposit and additional match/bonuses available) and a traditional plan (employer contribution plus employee premium). Ms. Robianne Musso told trustees the district absorbed a roughly 3.92% increase in plan costs and did not pass that increase on to employees. The benefits package was approved 5–1.
A separate, more contentious item involved an IRS-related determination affecting a longstanding administrator benefit (either a fully funded individual HSA deposit or a buy-up to the traditional plan). Administration said legal counsel and Valley Schools advised that the district must equalize offerings; the administration proposed a one-time payment to "make whole" affected administrators not to exceed $4,826.28 per person, funded by reallocation of existing budgeted lines. Several trustees asked the board to consult the district attorney and expressed concern about the equity of a make-whole payment to employees who previously received enhanced benefits. Administration said the alternative—raising the benefit for all staff—would cost substantially more than the district could absorb.
After extended discussion the motion to approve the one-time adjustment passed 3–2. Several trustees emphasized that the board will seek additional attorney input and strengthen internal controls to prevent future compliance lapses.
No salary schedule overhaul or additional permanent benefit increases were approved in this meeting; administration said it will bring back more details if statutory or budget changes require revisiting the package.
