As of 7/26/2023, negotiations for the contract are underway between Education Minnesota-Lakeville (EML) and Lakeville Area Schools.

Mediation Updates

• 5/1/2024 - School Board Approves Strike Preparation Resolution
• 4/30/2024 - EML announced it filed for strike authorization - Stakeholder communication 
• 4/28/2024 - EML announced its membership voted to authorize a strike - Stakeholder communication
• 4/22/2024 - The District has been informed that mediation between the District and Education Minnesota-Lakeville is set for May 6, 2024.
• 4/19/2024 - The District has received five potential mediation dates from the mediator. In response, the District has confirmed its availability for all dates and is ready to convene once a specific date is finalized between the mediator and EML.
• 4/18/2024 -
• 3/27/2024 - The District and EML representatives met for a meditation session on March 27 for 9.5 hours. The two sides are still working to seek an agreement.
• 3/8/2024 - After reaching a tentative agreement, EML membership voted not to ratify the tentative agreement and notified the School Board and the Administration of the outcome on March 8. EML and the District will return to the mediation table on March 27.

• 2/22/2024 - On Feb. 22, the negotiation teams representing Lakeville Area Schools and the Lakeville teachers union, Education Minnesota-Lakeville (EML), reached a tentative agreement on a contract settlement during mediation. The contract agreement was within the parameters provided by the School Board and was subject to approval by EML members.

  The tentative agreement would have amounted to a total compensation package of 8.12% over 2 years, totaling $7,549,984. The Year 1 (July 1, 2023 - June 30, 2024) pay increases, based upon the EML salary matrix, would have ranged from 2.24% to 13.73% depending on an individual teacher’s years of experience and level of education.Year 2 (July 1, 2024 - June 30, 2025) pay increases (compared to year one), based upon the EML salary matrix, would have ranged from 6.18% to 17.7% depending on an individual teacher’s years of experience and level of education.

  The tentative agreement also addressed the District’s request for adjustments to right of assignment rules. While most districts have full right of assignment, the District requested up to 15 staff per year, with a maximum of three per school each year, to be moved if it’s determined that the move would benefit students or make the workload more equal for teachers across schools. Through the staffing process which occurs each spring for the following school year, this new language would support more balanced class sizes, more distributed workload, and may have a positive budget impact in some cases. 

  • Review the "What others are asking" section on this web page for more information.

• 2/13/2024 - The District and EML negotiation teams met for the first meditation session on Feb. 13 for 9 hours. The two sides are still working to seek an agreement. The District and EML will return to the mediation table on Feb. 21. 
• 12/21/2023 -

Current Contract

Negotiations for the contract are currently not in progress.

Current contract:

Negotiations for the contract are currently not in progress.

Current contract:

Negotiations for the contract are currently not in progress.

Current contract:

On March 27, 2024 the Lakeville Area Schools Board of Education approved the student nutrition contract settlement package for the 2023-24 and 2024-25 agreement years. Highlights of this settlement include an additional paid holiday and wage increases of 2.5% year one and 2.25% year two for a total package increase of 7.88%.

Current contract:

Negotiations for the contract are currently not in progress.

Current contract:

Negotiations for the contract are currently not in progress.

Current contract:

• A. The primary source of funding for Minnesota school districts comes from the State of Minnesota. The legislature decides the state's K-12 basic funding levels, as well as directing what services schools must provide. In determining how much funding we receive, the legislature uses a complex formula that considers the number of students, special needs within our district, property wealth and several other factors. For our school district, the state currently funds 76 percent of our budget.

  Elementary and secondary education in Minnesota is financed through a combination of state-collected taxes (primarily income and sales taxes) and locally collected property taxes.

A. In Minnesota, as a unified entity, a school board and administration work together to negotiate fair and fiscally responsible contracts with union negotiation teams. The school board sets negotiation parameters, and a district’s negotiation team operates collectively within those parameters, reporting to the school board. Since January, the Lakeville Area Schools Board of Education has held three closed sessions to stay informed and discuss ongoing negotiation matters with the negotiation team. The District is dedicated to securing fair contracts that align our resources, support our employees, and ultimately contribute to our students' success.

A: Several items make up a teacher's compensation package:

• Salary Schedule: Teachers' salaries are determined using a salary schedule, which is a grid with steps and lanes.

  • Step Raises: As teachers gain more years of service, they move up one step on the salary schedule each year, which typically comes with an annual salary increase.

  • Lane Raises: Teachers can also earn increases by advancing in educational qualifications or through professional development, which are known as lane raises.

  • Longevity pay: Additional compensation based upon a teacher's length of service within the school district for their dedication and experience over time. At 15 years, a teacher receives an additional $3,800 per year. At 20 years, the $3,800 increases to $7,800 per year in longevity pay in addition to the salary schedule increase. 

• Stipends: Teachers who take on additional responsibilities, such as serving on committees, coaching, advising, or providing sub coverage, may be eligible for stipends through Schedule C and Schedule D. Schedule C and Schedule D are funds for extracurricular activities and other leadership positions. 

• Benefits: Beyond salary, teachers receive various benefits such as medical, dental, and vision insurance. Contributions to the teacher pension plan as set by the state through the Teacher Retirement Association (TRA), and a tax-sheltered annuity retirement plan through the district 403(b) plan, as well as Social Security, are also part of their compensation package.

A: Data shows Lakeville Area Schools offers the best benefits in the metro area, in part due to previous bargaining group negotiations which have prioritized benefits coverage. 

In 2023, implemented cost saving plans including a $0 premium high deductible plan, as well as a new medical network with discounted costs for the health plan at zero cost to the employee.  

Lakeville Area Schools has an Insurance Committee that includes representatives from all employee bargaining groups who work together with a professional benefits consultant to perform an annual plan design analysis. The committee collaborates in a request for proposal process at least every 2 years, and determines a final recommendation for approval by the Board of Education. 

Any changes in a specific benefit, premium, or the aggregate value of the plan design are approved by each bargaining unit.

The full committee includes: 

• The Executive Director of Administrative Services,
• The Executive Director of Business Services,
• The Human Resources Manager and/or Benefits Specialist,
• Three members of Education Minnesota-Lakeville (EML) as determined by the EML President,
• Two members of Lakeville Education Assistant Federation (LEAF) as determined by the LEAF President,
• One member of Kid Zone (KZ) Non-Licensed Instructors as determined by the KZ President,
• One member of the Buildings and Grounds Unit as determined by the Local #284 President,
• One member of Lakeville Association of School Administrators (LASA) as determined by the LASA President,
• One member of the Small Wonders Instructors group as determined by their group,
• One member of the Student Nutrition Employee group as determined by their group,
• One member of the Non-Affiliated employees as determined by their group.

A: On February 22, a tentative agreement (TA) was reached between Education Minnesota-Lakeville and Lakeville Area Schools. While both negotiation teams agreed to these tentative terms, on March 7, EML membership voted not to accept the agreement. The tentative agreement would have amounted to a total compensation package of 8.12% over 2 years, totaling $7,549,984.

Year 1 of the contract (July 1, 2023 - June 30, 2024) involved:

• A 1% pay increase on the teacher salary matrix ($598,233)
• 1.24% step/lane and longevity advancement pay increases ($763,874)
• A 1% increase to Schedule C/D stipends ($26,809)
• An increase in the District’s contribution for health insurance ($444,150)
• The Year 1 pay increases, based upon the EML salary matrix, would have ranged from 2.24% to 13.73% depending on an individual teacher’s years of experience and level of education 

Year 2 of the contract (July 1, 2024 - June 30, 2025) involved:

• A 5% pay increase on the teacher salary matrix ($3,063,352)
• 1.26% step/lane and longevity advancement pay increases ($784,781)
• A 5% increase to Schedule C/D stipends ($135,383)
• An increase in the District’s contribution for health insurance ($466,322)
• Year 2 pay increases (compared to year one), based upon the EML salary matrix, would have ranged from 6.18% to 17.7% depending on an individual teacher’s years of experience and level of education 

The tentative agreement also addressed the District’s request for adjustments to right of assignment rules. While most districts have full right of assignment, the District requested up to 15 staff per year, with a maximum of three per school each year, to be moved if it’s determined that the move would benefit students or make the workload more equal for teachers across schools. Through the staffing process which occurs each spring for the following school year, this new language would support more balanced class sizes, more distributed workload, and may have a positive budget impact in some cases.

A: Lakeville Area Schools and its employee labor groups share a common interest in creating the most effective educational experience for our students. The district will notify families if settlement activities planned by an employee bargaining group will impact students or change current practices. 

A: Although state funding has increased as a result of the spring 2023 legislative session, the increased funding falls short of covering the escalating expenses of school districts across Minnesota. 

The District recently underwent substantial budget cuts totaling $7 million. After applying new monies from the state, the District’s unassigned fund balance is expected to be 2%, which is far below the School Board’s mandated 5% policy. Though the District is grateful for the new funding from the state, the new funding came with new mandates and new costs. The new monies from the State have not fully addressed the education funding gap in the District or statewide. 

State funding has not kept pace with inflation since 2003, resulting in school districts falling behind in funding and needing to rely more on the support of their local communities through referendums. While the basic education formula is now tied to inflation up to a 3% maximum, the gap in funding created from historical shortfalls still exists. 

The last round of MN legislation included dozens of new state mandates, most of which are only partially funded or not funded at all. These include: 

• Teacher licensure modifications

• Introduction of unemployment insurance for non-certified hourly employees

• Significant curriculum alterations, including new mandatory courses

• Changes to graduation requirements and academic standards

• New professional development requirements

• Implementation of the READ Act

• Implementation of Earned Sick and Safe Time leave

• Introduction of a paid family and medical leave program

• Amendments to student discipline for non-exclusionary procedures and requirements

• Enhanced school safety training and limitations along with new suicide prevention information requirements

• New district reporting requirements

• Adjustments to teacher tenure requirements

• Enhancements to teachers' pension program

• Universal meals

• Adjustments to the collective bargaining process

• Expansion of pregnancy and nursing accommodation requirements

• Provisions for e-Learning days and school closure requirements

• And more

For a comprehensive list of all the new legislation introduced, please refer to this link:  

A: On Feb. 21, EML agreed to the mediated Right of Assignment language. “Right of Assignment” refers to the authority granted to the District to assign teachers and staff based on the needs of the students and operational requirements. This process would occur as part of the annual staffing process every spring for the following school year. 

Having full Right of Assignment is common for Minnesota school districts and allows school districts to ensure that schools are appropriately staffed. Districts including Apple Valley-Rosemount-Eagan, Farmington, Burnsville, Prior Lake Savage, Shakopee, St. Louis Park, West Saint Paul-Mendota Heights-Eagan, Owatonna, Northfield, Hastings, Inver Grove Heights, and Mahtomedi all have full or some Right of Assignment language. 

The Right of Assignment language was proposed by the District at its first meeting on July 26, 2023 and has been included in every District proposal through the negotiation process. The language was revised in mediation to reach a mutually beneficial agreement. The language offered in the tentative agreement offered safeguards for staff including transferring no more than 15 educators district-wide per school year and meeting other requirements. The district would look at transfer criteria such as educational training of staff, related experience and workload. Principals would not be able to unilaterally transfer staff members; a transfer would need to to be agreed upon by the administrator and Executive Director of Administrative Services with reason provided to the staff member. 

Right of Assignment is essential for school districts to maintain a high-quality education and meet the diverse needs of students across different schools. The District understands the importance of class size for all teachers. The District proposes adding new and modest language to create more balanced class sizes throughout the District through the staffing process based on enrollment and sections needed in each building. The outcome is a more streamlined staffing process, the potential for smaller, more balanced class sizes, and a decreased impact to the budget.

Right of Assignment also contributes to a more equitable distribution of workload for teachers. By ensuring that staffing levels are balanced and resources are allocated fairly, right of assignment helps prevent situations where some teachers have heavier workloads than others 

While Right of Assignment is generally beneficial, it can sometimes lead to concerns among teachers who have personal preferences regarding their assigned school or content area. Transparent decision-making and collaboration can help address these concerns and ensure that assignments are made in the best interest of staff, students and the overall functioning of schools.

(Updated 4/30/24)

Right of Assignment Examples

1. A middle school department has eight teachers. Six of the teachers have two different preps (a prep is a course a teacher plans and teaches). One of the teachers has one prep. One of the teachers has three preps. The other six teachers all have two preps. The principal wants to redistribute the department’s workload more evenly. With this language, the principal can assign a second prep to the teacher who has only one. The teacher with three preps will now have two preps when the new assignment goes into effect beginning in the next school year. (Updated 4/30/24)
   
   

2. An elementary teacher is on a grade-level team of four teachers. We will say a 3rd grade team for this example. The teacher in this example (Teacher A) has been on the 3rd grade team for more years than one of their teammates. The other teacher (Teacher B) moved onto this team three years ago, but has more seniority than Teacher A. Due to a loss of section (one classroom) in third grade, Teacher A, who has more experience teaching 3rd grade, is moved due to the contract language stating that the least senior teacher is moved. This impacts students and families hoping to work with this teacher, as they have an excellent reputation for working with students at this grade level. With the Right of Assignment language, the principal can choose which teacher is better suited for the position when the new assignment goes into effect beginning in the next school year.
   
   

3. A tenured teacher (Teacher A) with many years in the district is in their first year of teaching in a new department. Their school has a loss of FTE (a reduction in classrooms) due to boundary changes. Due to their spot on the seniority list, Teacher A can remain in the building they are new to, displacing a teacher (Teacher B) who has been with the students in that building for several years. Teacher A knows this is disruptive to the students and mentioned that the current contract language works against their teammates by allowing Teacher A to stay in the current building while Teacher B has to leave relationships with students and families to move to a new building. With the Right of Assignment language, Teacher  B, with years of experience in the building, could stay while Teacher A, who is new to the department, could be placed in a different building when the new assignment goes into effect beginning in the next school year.
   
   

4. A middle school teacher with the most seniority in their building department teaches an 8th grade class. The teacher has not done well with 8th grade students for several years. They have difficulty connecting with the students, which results in consistent classroom management issues and repeated complaints from parents about their teaching. The principal has asked the teacher to move to 6th grade and has refused because they like the 8th grade curriculum better than the 6th grade curriculum. With this new language, the principal could move the teacher to 6th grade when the new assignment goes into effect beginning in the next school year, which is a better fit in terms of classroom management and connection with students, resulting in better outcomes for students.
   
   

A.  that compares Lakeville Area Schools spending per student to other area districts. This information was compiled using the . 

A: While school districts receive state and federal funding per pupil that is consistent across districts, this funding has lagged behind inflation for decades. To help offset the funding gap, districts also need to levy resident tax dollars to support students. Currently, the Lakeville Area Schools levy amount per pupil is $1,626, while the maximum a district in Minnesota can levy per pupil is approximately $2,300. This translates to at least $8.3 million in revenue that is not available in the Lakeville Area Schools annual budget. Other comparable districts are at or near the maximum for how much they can levy through property taxes, which means they have an additional $400-600 dollars per student as compared to Lakeville Area Schools. 

A: Staff work under the terms of the previously negotiated contract. Any new agreement reached will apply retroactively once finalized. 

A: A strike vote occurs when members of an employee union vote to determine if they support initiating a strike should negotiations fail to reach an agreement between the employer and the union. If a majority of participating members vote “yes,” the union can submit an official intent to strike to the State Bureau of Mediation Services.

However, voting “yes” to authorize a strike does not automatically mean a strike will occur. Upon filing an intent to strike, a 10-day period begins during which the employer and the union can continue negotiations. If no agreement is reached within this timeframe, the union may proceed with a strike.

A: Lakeville Area Schools remains dedicated to fostering open and constructive negotiations, striving to achieve mutually acceptable resolutions. The District and Education Minnesota Lakeville (EML) are continuing with mediation to engage in open, constructive negotiations aimed at finding mutually acceptable solutions.

Several items would have to occur before a strike could be considered imminent, including failed negotiations, a formal union-authorized strike vote, and legal requirements related to strike, including providing advanced notice to the District, and a 10-day waiting period in which a district and a union can continue mediations. If a strike were to become imminent, the School Board and Administration will make operational decisions and communicate them to families and staff.

A: The District will communicate with families to provide updates and information about the status of negotiations and impacts on school operations. This communication will be through official District channels, such as the District and school website, email, e-newsletter, text or phone call.