Board presented voluntary severance incentives as one tool to close $5.5M gap; legal counsel outlines protections

The Monroe Public Schools administration proposed a voluntary severance (separation) incentive during the March 9 work session as one of several options to reduce payroll costs. The administration described two payment options: a $40,000 incentive split into two $20,000 payments (January 2027 and January 2028) or a single $25,000 payment (planned for July 2026). Shaw said the program would target certified staff who meet a 15-year-of-service threshold, that up to 74 staff might be eligible but the district would cap participation at 17–25 employees with a maximum of 25 participants, and that the application window would run March 11–April 10 if the board chose to move forward.

Jeremy, serving as the district's legal adviser on the proposal, told board members that incentive programs must be carefully structured to comply with federal protections for older workers. He outlined two non-waivable timing safeguards under federal older-worker protections: a required 45-day consideration period for eligible employees and a mandatory seven-day revocation period after signing. "Employees have to be given a 45 day window to think about it... and then the 1 day that is not waivable... is the 7 day revocation period," Jeremy said. Shaw and staff emphasized the program would be voluntary and that any offer would require agreement with labor organizations and carefully drafted documents to avoid age-targeting claims.

Board members raised questions about the short notice, possible impacts on staffing and institutional knowledge, and the feasibility of backfilling specialized roles if many experienced teachers chose the incentive. Several trustees said a vote the next day would be unrealistic; Shaw later said there would be no action at the immediate next meeting on this issue while negotiations and additional work continued.