This “FAQ” document has been prepared by the Shadyside Local School District Board of Education (“Board”) to inform the Shadyside community about the status of its negotiations with the Shadyside Education Association (“SEA”), which represents the District’s teachers.

Q:       Could teachers earn more money from the Board’s last proposal than from the SEA’s last proposal? 

A:        Yes. The SEA’s last proposal consisted of a 3.5% base salary increase and a $300 “COVID bonus,” with no attendance incentive.  Thus, a new teacher who uses up to 4 sick/personal days over the course of the school year could make much more money from the Board’s last proposal, which included an attendance incentive (a 7.77% income increase) than from the SEA’s proposal (a 4.40% income increase). In fact, a new teacher who uses up to 10 days of sick/personal leave over the course of the school year could still earn more money under the Board’s last proposal (a 4.75% income increase) than the SEA’s proposal (a 4.40% income increase).


Q:       Is there a version of the teacher attendance incentive that the parties could mutually agree upon?

 A:        That remains unclear.  The SEA has rejected the last six (6) proposals from the Board which included an attendance incentive.  The Board is committed to providing a great education for the District’s students and believes that having excellent teachers on the job is the best way to accomplish that.  An incentive structure that will motivate teachers and improve their attendance would greatly benefit teachers and students alike.

Q: Did the District’s financial forecast project that it would spend more money on teacher salaries than it is now offering them?

A: No.  The District’s financial forecast accounts for employee costs, including not only a base increase to teacher salaries, but also step increases on the teacher salary schedule, attendance incentive payouts, and the hiring of additional staff members. 

Q: How does the Board want to address the problem of teacher absenteeism?

A: The Board has proposed providing teachers an attendance incentive.  The attendance incentive would provide teachers who use between 0 and 2 sick/personal days in a semester $750.00.  Teachers who use 3 or 4 sick/personal days in a semester would be paid $500.00.  Finally, teachers who use up to 5 sick/personal days in a semester would be paid $250.00.  That means that over the course of a full school year, a teacher could use 4 sick/personal days and still be paid a $1,500.00 attendance incentive, and a teacher who uses 10 sick/personal leave days could still be paid $500.00.  These payments would be in addition to any base wage increase that the Board and SEA agree upon.

Q:     Would teachers be eligible for the attendance incentive if they miss work due to COVID or a quarantine?

 A:      Yes. The Board proposed excusing COVID and quarantine absences for purposes of attendance incentive eligibility.  A teacher would simply have to provide documentation from the local health department.  Therefore, no teacher will be penalized for having been exposed to COVID or subject to quarantine.

Q: Based on attendance records during the first semester of the 2021-2022 school year, how many teachers would be eligible for an attendance incentive?

A: Tentatively as of December 17, Thirty-Five (35) teachers would have been eligible to receive an attendance bonus of between $250.00 and $750.00, simply for coming to work. 

 Q: Who is in charge of bargaining for the SEA?

 A:     Johnathan Knapp, who is a Labor Relations Consultant for the Ohio Education Association.  Mr. Knapp comes from the west coast and currently lives in West Virginia.  He is not a part of the Shadyside community and has never before been a part of the SEA’s bargaining team.  Mr. Knapp was the president of Seattle’s public school teachers union when it went on strike in 2015.

Q: Who is putting up the “I Love Shadyside Teachers” signs?

A: Mr. Knapp was seen putting up those signs at the South end of the village on January 3, 2022.  The School Board believes this is ultimately counterproductive in that we are not wanting to promote division but rather a cohesive and unified approach to education where there is a partnership at all four levels for education – Students, School, Teachers, and Parents.