BVCEA Tentative Agreements 2026.pdf (131 KB)

ARTICLE 14 – WAGES AND FRINGE BENEFITS A.​ ​

WAGE SCHEDULE 1.​ For the 2025-2026 2026-2027 contract year, the wage schedule shall be increased by a 1% cost of living adjustment (COLA).

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BILINGUAL PAY When it is a job requirement, employees who are required to have bilingual skills (English plus another language) will receive a bilingual skills premium of fifty ($0.50) cents per hour. Employees who demonstrate proficiency in a language other than English and who are assigned by an administrator or supervisor to provide communication support beyond their regular job duties shall receive a bilingual skills premium of fifty cents ($.50) per hour. The employee must pass a language assessment. The assessment will be given during contract hours for current employees. Unit C employees receiving this premium shall continue to receive it through to term of this agreement. The District will provide the Association with a list of those employees that qualify for this premium. Exceptions ●​ Employees in positions designated as bilingual, and receiving compensation for such designation, shall not be eligible for this stipend. ●​ Employees are not responsible for providing translation or interpretation in legal, formal, or highly sensitive matters (including, but not limited to, IEP meetings, or legal communications.) In such cases, the District will provide qualified professional interpretation or translation services. ●​ Employees who are not receiving the bilingual stipend shall not be required to perform translation or interpretation duties. Employees receiving the bilingual skills premium shall use their skills to support job-related communication with students, staff, families, and community members. These responsibilities may include informal interpretation, facilitating routine communication, and assisting with the delivery of District information. Bilingual duties shall not become the primary function of the position unless explicitly reflected in the job description and classification. In rare and specific instances, employees may be asked to provide brief, situational interpretation or translation support beyond routine communication needs; however, such instances are expected to be infrequent, limited in scope, and not interfere with the employee’s primary job responsibilities. Employees will not be required to perform expensive, ongoing translation or interpretation services that interfere with their regular duties or workload. When bilingual support demands become significant, the District will provide additional support. Eligibility for the stipend requires recommendation by an administrator or supervisor who assigns the employee to provide communication support as described above. Such recommendation shall be submitted to Human Resources, the employee must successfully pass the District-approved language proficiency assessment.

The stipend shall continue for as long as the employee remains in a position with the same school or department and is expected to perform bilingual duties. Employees who transfer to a different school or department must be re-approved by an administrator or supervisor within sixty (60) days to maintain eligibility. The District may require reassessment at its discretion to ensure continued proficiency. T.​

EMPLOYEE UNIFORMS Each department, in collaboration with the Union, shall determine what type of clothing meets its needs. Food Service employees will be provided a one hundred dollar ($100) per year stipend to purchase black slacks and closed toe, slip resistant shoes or boots (not tennis shoes or sneakers) as part of the expected uniform for wearing on the job site. To support working conditions in the Culinary Center Building, Production Cooks, Production Assistants, and the Culinary Center KSL shall receive an additional one hundred fifty dollars ($150) for cold-weather apparel, making the total annual uniform stipend for these positions to two hundred and fifty dollars ($250). Food Service drivers will be provided with a cold weather appropriate BVSD-logo jacket. Employees who choose not to accept the stipend will not be required to wear black slacks but will be required to wear appropriate footwear.

MEMORANDUM OF UNDERSTANDING BVCEA President Pay For the 2026-2027 and 2027-2028 school years, the BVCEA President position will be .50 FTE using one-time funding. This adjustment is limited to a two-year period. Both BVCEA and BVSD recognize the necessity of determining an appropriate schedule based on the current BVCEA president’s existing position. This schedule will be established through collaborative discussions during the Labor Management Team (LMT) Meeting to best serve the needs of both parties. Funds will be released when a mutually agreed work schedule is established. Duration: 2026-2027 and 2027-2028 school years Signature on File​ ​ ​ ​ ​ ​ James A. Hill, EdD​ ​ ​ ​ ​ ​ Assistant Superintendent of Human Resources

May 7, 2026 Date

Signature on File​ Beth Stevens​ BVCEA President

May 7, 2026 Date

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MEMORANDUM OF UNDERSTANDING Snow and Ice Removal Compensation In Partnership Between Boulder Valley School District And Boulder Valley Classified Employees Association (BVCEA) This Memorandum of Understanding (MOU) establishes the terms and understanding between the BVSD and BVCEA regarding compensation for snow and ice removal duties for the 2026-27 and 2027-28 school years. Purpose: The purpose of this MOU is to establish the terms and conditions under which the designated plow crew and custodial employees will be compensated for snow and ice removal duties outside their scheduled work shifts. Terms: Compensation for Snow and Ice Removal: 1.​ The designated plow crew and custodial employees who are required to remove snow and ice before and/or after their regular scheduled work shift shall be compensated an additional $15 per hour for these duties. 2.​ The designated plow crew and custodial employees will not be compensated the $15 per hour for snow and ice removal during their regular scheduled work shift. 3.​ This MOU replaces the 2023-24 rate of $0.41 per hour plowing stipend. The 2023-24 $0.41 per hour, which will need to be adjusted by Cost of Living Adjustments, plowing stipend will go back into effect for the 2028-29 school year unless agreement is reached by both parties at the expiration of this MOU. Eligibility and Conditions: 1.​ This additional compensation will not be paid if the employee fails to report to work when required for the event or storm. 2.​ Article 7 (F) Call Time is not applicable in this MOU. Employees will not be paid for travel time from home to their place of work. Pay will commence when the employee arrives at their place of work. 3.​ The designated plow crew and custodial employees shall have prior approval from his/her supervisor to work outside of their normal working hours to receive the additional pay. 4.​ If employee(s) are required to work on a School/District closure, Article 7(I) School Closure procedures will be followed and the employee will be compensated accordingly. *The designated plow crew and custodial employees removing snow/ice on a district closure will not receive the $15 per hour compensation.

Evaluation: The implementation of this MOU is intended to fully explore the total cost associated with compensating employees for snow and ice removal duties. A review will be conducted at the end of the 2025-26 school year to assess the financial impact and overall effectiveness of this provision. Agreement: Both parties agree to the terms outlined in this MOU and will work collaboratively to ensure its successful implementation.

Duration: This MOU is in effect until July 31, 2028 Authorized Officials Signature on File​ ​ ​ ​ ​ ​ James A. Hill Ed.D​ ​ ​ ​ ​ ​ Assistant Superintendent of Human Resources

May 7, 2026 Date

Signature on File​ Beth Stevens​ BVCEA President

May 7, 2026 Date

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MEMORANDUM OF UNDERSTANDING Regarding Compensation Study Between Boulder Valley School District (BVSD) And Boulder Valley Classified Employees Association (BVCEA) Purpose This Memorandum of Understanding (MOU) established a collaborative framework between the Boulder Valley School District (BVSD) and the Boulder Valley Classified Employees Association (BVCEA) to study and review certain aspects of the District’s compensation practices and compensation comparison practices. The purpose of this work is to explore the competitiveness and fiscal sustainability of the District’s current compensation comparison practices, including using the 75th percentile in market analysis, and to review the concept of total compensation when comparing District positions to comparable positions in other districts and entities. This MOU is intended to support research, discussion and shared understanding. It does not change, reopen, or replace any current compensation framework, market analysis methodology, or provision within the negotiated agreement. It also does not commit either party to any future change in compensation practice, methodology, or implementation. Background Historically, the District’s comparison of positions to those in other districts and entities has primarily focused on salary and hourly pay. At the same time, BVSD provides additional compensation elements that may contribute value to the employee’s overall compensation package, including, but not limited to, PERA retirement contributions, health insurance, and stipends. In addition, the District currently utilizes the 75th percentile as a benchmark in market analysis. The parties agree there is value in studying the competitiveness of that practice, reviewing how other districts approach compensation comparisons, and examining how total compensation may help provide a fuller understanding of employee compensation. Scope of Study The study may include, but is not limited to, the following areas: 1.​ Market Analysis Practices Review and compare the compensation and market analysis practices of other school districts and relative entities, including the benchmarks and percentiles used in their analyses. 2.​ Review of the 75th Percentile Study the District’s current use of the 75th percentile in market analysis, including its relationship to competitiveness, recruitment, retention, and fiscal sustainability.

3.​ Exploration of Alternative Market Benchmarks Review information related to market percentiles above and below the 75th percentile, including potential impacts on competitiveness and financial sustainability. 4.​ Total Compensation Review Identify and review major components of total compensation offered by BVSD, including salary, retirement contributions, health insurance, stipends, and other relevant compensation elements. 5.​ Total Compensation Understanding Discuss how total compensation information may support employee understanding when comparing BVSD positions to positions in other districts and entities. 6.​ Financial Considerations Review all findings with consideration for the District’s current and projected financial condition, including changes in school finance, and ensure that any discussion or future consideration remains aligned with District priorities, fiscal capacity, and long term sustainability. Working Group Composition This study will be conducted by a working group made up of BVSD and BVCEA leadership. The working group will be responsible for gathering information, reviewing relevant data and practices, analyzing findings, and sharing information for future discussion as appropriate. Timeline This work will begin September 2026, and will conclude no later than May 2028. Commitment BVSD and BVCEA are committed to engaging in this work collaboratively and in good faith. The intent of this MOU is to support a more complete understanding of compensation, improve transparency, and inform future discussion in a manner that is responsible, thoughtful, and fiscally sustainable.

Signature on File​ ​ ​ ​ ​ James A. Hill Ed.D​ ​ ​ ​ ​ Assistant Superintendent of Human Resources

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May 7, 2026 Date

Signature on File​ Beth Stevens​ ​ BVCEA President

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May 7, 2026 Date

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