*If you need this in a different format or language, please contact GAPS Communications at communications@albany.k12.or.us. 

While reviewing the comparison, the following definitions and considerations may be helpful:

• A composite rate means the employer pays the same insurance premium amounts regardless of whether an employee covers only themselves or themselves and their dependents. 
• A tiered rate means contribution amounts vary based on the coverage level chosen by the employee, such as employee-only, employee plus spouse, employee plus children, or family coverage.
• GAPS currently uses a composite rate structure. Other districts may use different structures, which can affect how costs appear in comparisons.

Pooling

• When employees “Opt Out” of district insurance, the remainder of their insurance amount is “pooled” and added to the insurance funds for those employees who are still enrolled. This increases the amount available to each enrolled employee and can reduce the employees out of pocket costs.
• Districts may differ in how their pools are structured, which can influence employee benefit amounts.

Opt-Out

• An opt-out option allows employees who have coverage elsewhere to decline district-provided insurance, sometimes in exchange for a stipend or contribution.
• Opt-out provisions vary by district and can affect overall insurance costs and participation rates within a pool.  
• If an eligible classified employee opts out of medical, dental, and vision insurance, then the District shall contribute $570/month into a Health Reimbursement Account (HRA) on behalf of the employee. The HRA contribution rates range from $445/month to $570/month, depending on opt-out choices. Opt-out selections also affect available pooling dollars.

The comparison reflects how GAPS insurance offerings align with regional practices, recognizing that plan design, contribution structure, pooling, and opt-out options all influence how costs are represented.

GAPS Initial Proposal - 2/5/26

• Added language requiring temporary positions filled by current permanent employees to be at least six months in duration
• Intended to reduce disruption caused by short-term position changes and improve stability for students and school sites

GA-ACE Initial Proposal - 3/5/26

• Proposed clarifying which employees are included in the bargaining unit, including removing distinctions between substitutes and temporary employees
• Suggested that employees working more than 60 days be included in the bargaining unit
• Proposed reducing the waiting period for health insurance eligibility from 120 days to 61 days
• Proposed that seniority begin accruing after 61 days and apply to all employees, regardless of classification title

GA-ACE Initial Proposal - 3/5/26

• Proposed simplifying and clarifying language to improve readability
• Suggested removing or adjusting language that may conflict with other parts of the contract
• Raised concerns that the current language could be interpreted as giving unrestricted management rights, even where limited elsewhere in the agreement

GAPS Counter Proposal - 4/2/26

• Aligned language with the certified contract to improve consistency across employee groups
• Retained core district rights language while incorporating existing classified-specific provisions
• Reorganized sections to maintain clarity while preserving distinctions relevant to classified staff

GA-ACE initial proposal - 3/5/26

• Proposed updating language to reflect the current state and federal law
• Added expanded definitions and examples of protected classes
• Emphasized clarity and education for employees regarding workplace protections
• Suggested encouraging resolution through the grievance process rather than external legal action

GAPS initial proposal - 4/2/26

• Replaced existing language with language aligned to the certified contract
• Intended to standardize non-discrimination language across employee groups for consistency and clarity

GA-ACE Initial Proposal - 3/5/26

• Proposed requiring additional information sharing with the association when contracting out work
• Suggested aligning timelines with standard bargaining timelines, including a 90-day period before implementation
• Proposed maintaining access to mediation and removing restrictions related to strike activity
• Emphasized transparency to better evaluate the impact of contracted work on bargaining unit positions

GA-ACE Initial Proposal - 4/2/26

• Updated language to align with House Bill 2016 requirements and current practices
• Proposed use of a shared, real-time system to provide employee information to the association
• Added protections to prevent large, retroactive dues deductions caused by administrative errors
• Proposed increasing the association release time to support representation, compliance, and member engagement
• Requested expanded access to meet with employees, including those who did not previously receive orientation
• Proposed increased association participation on committees impacting classified staff work
• Requested compensation for committee work or training outside regular work hours

GAPS Counter Proposal - 4/16/26

• Incorporated portions of GA-ACE language related to facility use, communication methods, and information sharing
• Clarified access to bulletin board space and communication locations for employees
• Updated expectations for providing bargaining unit member information to the Association, including frequency of updates
• Maintained existing release time structures and declined proposed increases in release time
• Clarified committee representation, including which committees include classified representation and how appointments are made
• Updated compensation language for committee participation outside regular work schedules
• Removed or modified some proposed language related to deductions and liability provisions
• Aimed to balance access and communication with operational consistency and existing practice

GAPS Initial Proposal - 3/5/26

• Proposed updates to inclement weather and emergency response procedures, including clearer communication timelines and advance notice expectations
• Focused on improving employee safety by reducing unnecessary travel during hazardous conditions
• Included additional clarifying edits to existing language, including overtime and scheduling practices
• Proposed adjustments to reflect current practices and simplify outdated language

GA-ACE Initial Proposal - 4/29/26

• Updated meal and rest break language to align with BOLI guidance, including requirements for uninterrupted and properly scheduled breaks
• Added expectations for advance scheduling of breaks and coverage to ensure compliance
• Proposed expanded compensation provisions, including callback pay, remote work compensation, and holiday pay adjustments
• Introduced structured on-call and split shift compensation language
• Replaced inclement weather language with a formal emergency response structure, including on-call teams and earlier notification timelines
• Proposed expanded workload provisions, including the creation of a classified workload committee and increased transparency around staffing and workload changes

GA-ACE Initial Proposal - 4/2/26

• Proposed increased classified staff input in scheduling and planning of work calendars
• Requested guaranteed workdays prior to the school year for preparation and training
• Proposed earlier and more detailed calendar distribution timelines
• Required mutual agreement for changes to employee work calendars
• Proposed limits on the district’s ability to cancel or reassign scheduled workdays
• Clarified employee options when changes occur, including use of leave or reassignment
• Aimed to reduce inconsistencies in how calendar changes are handled across sites

GAPS Initial Proposal - 3/5/26

• Proposed increasing reimbursement for damaged personal items, such as prescription glasses, beyond the current cap when receipts are provided
• Clarified expectations for reporting safety concerns, including alignment with state and federal safety standards
• Incorporated updates based on recent employee experiences and feedback

GA-ACE Initial Proposal - 4/2/26

• Expanded the scope of safety language to include broader workplace safety concerns beyond student behavior
• Required safety and de-escalation training for employees, including new hires
• Proposed two-person staffing for certain high-risk duties
• Required access to student plans (IEPs, 504s, behavior plans) and involvement in planning processes
• Established timelines and procedures for reporting and responding to safety concerns
• Expanded protections and reimbursement for personal property damage
• Allowed employees to decline medical tasks they do not feel safe performing
• Proposed protocols for responding to workplace injuries, including supervisor responsibilities
• Added safety requirements for transportation, including additional staffing when needed
• Included environmental safety considerations (heat, building conditions, emergency planning)
• Proposed creation of a detailed safety appendix outlining injury response procedures

GA-ACE Initial Proposal - 3/5/26

• Proposed reducing the timeline for removal of disciplinary documents from three years to two years
• Suggested requiring timely notification to employees when issues arise
• Proposed limiting the use of undocumented or improperly documented materials in evaluations or discipline
• Emphasized clarity and consistency in how personnel records are maintained and used

GAPS Counter Proposal - 4/2/26

• Maintained the requirement to provide records to employees, but removed automatic sharing with the association unless requested
• Declined proposal to remove disciplinary records after a set period, citing the need for long-term documentation
• Accepted language ensuring improperly documented materials are not used in evaluations or discipline
• Added clarification on employee access to personnel records
• Replaced “may” with “will” in documentation procedures for clarity and consistency

GA-ACE Initial Proposal - 4/2/26

• Reorganized article structure for clarity and moved some content to other sections
• Proposed to eliminate involuntary downward reclassification
• Ensured employees temporarily assigned to different classifications maintain appropriate pay levels
• Clarified how temporary and out-of-class assignments are handled
• Proposed additional protections related to seniority and classification changes

GAPS Initial Proposal - 4/2/26

• Made a minor technical correction to align pay rate references with updated contract sections
• Maintained the existing structure and language, aside from that correction

GA-ACE Initial Proposal - 3/5/26

• Proposed requiring earlier notification to the association when complaints are filed
• Suggested clarifying when employees must be informed of complaints and ensuring they receive sufficient detail to respond
• Proposed destroying complaints found to have no merit, rather than retaining them
• Emphasized clarity, fairness, and transparency in the complaint process

GA-ACE Initial Proposal - 4/16/26

• Proposed increasing access to training opportunities, including shifting from every other year to an annual review of training needs and expanding collaboration between the District and the Association in planning trainings
• Increased annual training funds from $11,000 to $20,000 and raised the individual cap from $400 to $600
• Adjusted timelines to allow broader access to training funds before reapplication windows open
• Expanded communication expectations to ensure employees receive updated training opportunities, application instructions, and descriptions via email and the district website
• Formalized cross-training opportunities, including voluntary participation, documentation of training assignments, and compensation at the higher of the employee’s current rate or the position rate
• Added protections for employees participating in cross-training, including the ability to return to their previous position if the assignment is not successful
• Proposed that required or district-supported training be compensated time, including preparation and presentation time for employees leading trainings
• Expanded access to training materials and clarified that employees may request materials even if they did not attend the original training
• Updated outdated language and removed references to obsolete federal requirements

GA-ACE Initial Proposal - 4/16/26

• Updated statutory references to reflect current Oregon law and terminology
• Added language outlining the purpose and responsibilities of Site Councils, including professional growth planning, instructional improvement, and coordination of grant-funded activities
• Proposed equal classified and certified staff representation on Site Councils
• Clarified that employees participating outside their regular workday would be compensated at their regular rate of pay
• Added expectations for how representatives are identified and communicated to site administration
• Aimed to reestablish clarity and consistency in Site Council structure and participation across schools

GAPS Counter Proposal - 5/11/26

• Updated references to Oregon statute and aligned language with current legal terminology and requirements
• Clarified the role and responsibilities of Site Councils, including involvement in school improvement planning and professional growth activities
• Proposed that classified employees participating in Site Council meetings outside their regular workday be compensated at their regular rate of pay
• Clarified representation expectations and communication processes related to Site Council participation
• Focused on consistency with current law and district committee practices

GA-ACE Counter Proposal - 5/11/26

• Revised language regarding site council composition and duties.
• Clarified employee participation and compensation language for site council work.
• Added language regarding representation at each site.

GAPS Counter Proposal #2 - 5/28/26

• Continued discussions regarding site council composition, responsibilities, and employee participation.
• Maintained language, aligning the article with current Oregon law and district practices.
• Clarified employee compensation provisions for participation in site council activities occurring outside regular work hours.
• Refined language regarding representation and site-level participation.
• Incorporated feedback from previous exchanges between the District and GA-ACE to further clarify expectations and implementation.

GA-ACE Initial Proposal - 4/16/26

• Clarified evaluation timelines, including requiring evaluations prior to the end of probationary periods and after classification changes
• Proposed that employees changing positions do not restart their probationary status if already completed
• Required documentation and communication when input from others is used in evaluations
• Added structured “plan of assistance” procedures, including timelines, documentation requirements, and employee notification
• Established requirements for support during performance improvement, including peer mentoring and clearly defined expectations
• Ensured employees have the opportunity to review and respond to evaluation-related documentation and plans
• Clarified that dismissal recommendations must follow established disciplinary procedures
• Emphasized early intervention and resolution of performance concerns at the lowest level possible

GAPS Counter Proposal - 5/28/26

• Proposed revisions to probationary periods for employees changing classifications.
• Added language requiring employees to be notified of their right to association representation during Plan of Assistance meetings.
• Proposed adjustments to Plan of Assistance procedures and timelines.
• Clarified evaluation and follow-up documentation processes.

GA-ACE Initial Proposal - 4/16/26

• Required that employees be informed in writing of their right to association representation prior to meetings that could impact their employment status
• Clarified that employees are entitled to representation during investigatory or disciplinary meetings, with scheduling accommodations to allow representation to attend
• Proposed removing the 48-hour limitation on delaying meetings to secure representation
• Required paid release time for representatives to prepare for and attend meetings
• Clarified processes when legal counsel is involved and expectations for advance notice
• Updated and clarified language to ensure employees understand their rights during workplace investigations and meetings

GAPS Counter Proposal - 5/11/26

• Added language clarifying that meetings involving potential discipline or employment concerns should be scheduled at a time both the employee and representative are available
• Included a provision limiting delays for representation to no more than 48 hours without mutual agreement
• Clarified employee rights regarding representation during investigatory meetings
• Updated notification language to ensure employees are informed of their right to association representation in writing
• Focused on consistency, timely communication, and clarification of employee representation rights

GA-ACE Counter Proposal - 5/11/26

• Added language clarifying that meetings involving potential discipline or employment concerns should be scheduled at a time both the employee and representative are available.
• Included a provision limiting delays for representation to no more than 48 hours without mutual agreement.
• Clarified employee rights regarding association representation during investigatory meetings.
• Updated notification language requiring employees be informed of their right to representation in writing.
• Clarified procedures related to disciplinary and investigatory meetings involving bargaining unit employees.
• Focused on ensuring employees have access to representation while maintaining timely resolution of workplace matters.

GAPS Counter Proposal #2 - 5/28/26

• Continued discussions regarding employee rights to association representation during investigatory meetings and disciplinary processes.
• Refined language addressing notification procedures and timelines related to representation requests.
• Maintained provisions intended to ensure meetings proceed in a timely manner while preserving employee representation rights.
• Incorporated feedback from previous proposal exchanges between the District and GA-ACE.
• Focused on clarifying representation procedures and maintaining consistency with current labor practices.

GA-ACE Initial Proposal - 4/16/26

• Proposed removing language that allowed discipline without prior notice in cases of “flagrant misconduct,” emphasizing that expectations should always be communicated
• Shifted dismissal appeals from School Board review to the grievance process, allowing for third-party arbitration
• Expanded “just cause” protections to include verbal warnings and informal discipline
• Clarified definitions and expectations around disciplinary actions, including documentation requirements
• Updated investigation procedures, including the use of paid administrative leave during investigations
• Required timely notification to the Association when employees are placed on administrative leave
• Clarified language around misconduct definitions and removed vague or undefined terms
• Added detailed procedures for workplace investigations, including protections against misuse of reporting processes
• Expanded drug testing and search procedures, including requiring multiple observers in certain situations and clarifying reasonable cause standards

GA-ACE Initial Proposal - 5/11/26

• Clarified the distinction between district seniority and job classification seniority
• Defined district seniority as continuous service within the bargaining unit
• Defined classification seniority as continuous service within a specific job classification
• Proposed that temporary employees hired into regular positions without a break in service begin accruing seniority from their first day rather than after 60 days
• Extended allowable unpaid leave periods tied to protected leave from 12 weeks to 24 weeks to align with current leave laws and programs
• Reorganized language to improve clarity and consistency in how seniority is applied throughout the contract

GA-ACE Initial Proposal - 4/29/26

• Updated leave language to align with current laws, including OFLA, Paid Leave Oregon, and related protections
• Replaced “physician” language with “medical provider” and removed outdated or conflicting provisions
• Proposed allowing employees to use sick leave in coordination with workers’ compensation and paid leave programs
• Added district-paid leave for workplace injuries that does not reduce employee sick leave balances
• Increased allowable transfer of sick leave from other Oregon districts and converted measurement from days to hours
• Proposed expanded protections for employee medical privacy, including limiting who can access medical documentation
• Updated sick leave payout and PERS-related language to reflect current rules and options
• Proposed improvements to donated leave processes, including increased transparency, tracking, and communication of donated hours
• Increased flexibility in how much leave employees can donate and how long donated leave can be used
• Updated bereavement leave to reflect broader definitions, including pregnancy loss and family-related circumstances
• Proposed that jury duty compensation not reduce employee pay
• Added protections and leave options for employees experiencing domestic violence or similar situations
• Proposed paid leave protections for quarantine or district-directed closures
• Increased the number of personal leave days across employee groups and removed some restrictions on use
• Clarified grievance rights related to leave disputes

GAPS Initial Proposal - 3/5/26

• Proposed clarifying language regarding employee eligibility for district-paid insurance while on unpaid leave
• Defined how insurance coverage applies during protected leave, including OFLA/FMLA and Paid Leave Oregon
• Aimed to reduce confusion and ensure consistent application of benefits

GA-ACE Counter Proposal - 4/29/26

• Proposed updates to align unpaid leave with current state and federal leave laws
• Clarified employee rights and access to benefits while on unpaid leave

Focused on consistency with other leave provisions and legal requirements

GAPS Counter Proposal - 5/11/26

• Clarified language related to unpaid leave and alignment with protected leave programs such as FMLA, ADA, and Paid Leave Oregon
• Removed references to “personal” leave in sections specifically addressing unpaid leave
• Added and reorganized categories of unpaid leave, including:
  • Professional Leave
  • International and Federal Programs
  • Court Appearance Leave
  • Military Leave
  • Additional Unpaid Family and Medical Leave
  • Religious Leave
  • Other Unpaid Leave
• Proposed language aligning classified leave opportunities more closely with provisions available in the certified contract
• Clarified benefit continuation, application procedures, extensions, and return-from-leave processes
• Added language recognizing short-term unpaid leave opportunities, including leave related to public office service
• Focused on organization, clarification, and consistency across leave provisions and current law

GA-ACE Initial Proposal - 5/11/26

• Proposed restructuring holiday eligibility language so that employees working during the month of a holiday would receive holiday pay for that holiday
• Simplified existing language governing employee eligibility and removed provisions tied to employee work schedules and hire dates
• Proposed removing the requirement that employees work the day before and after a holiday in order to receive holiday pay, except in cases of approved absences
• Reorganized holiday language to streamline and simplify holiday eligibility provisions
• Focused on consistency and expanded access to paid holidays across employee groups

GAPS Initial Proposal - 4/2/26

• Removed outdated “look-back” language tied to a previous contract cycle that no longer applies to the current agreement
• Determined the provision was specific to an earlier timeframe and is no longer relevant for the ongoing contract language
• Focused on streamlining the agreement by eliminating expired or unnecessary provisions
• Aimed to improve clarity and readability by ensuring the contract reflects current practices rather than historical conditions

GA-ACE Counter Proposal - 5/28/26

• Proposed extending vacation benefits to 9-, 10-, and 11-month employees.
• Added a prorated vacation schedule based on years of service.
• Proposed vacation accrual and usage provisions for employees working less than 12 months per year.
• Clarified vacation calculations for employees transferring between work-year schedules.
• Proposed adjustments related to vacation payouts and accrual timing.
• Emphasized employee access to vacation time as a recruitment and retention strategy.

GAPS Initial Proposal - 2/5/26

• Updated mileage reimbursement language to reference current IRS rates rather than fixed amounts
• Clarified that district-issued uniforms and protective gear remain district property
• Proposed removing unused tobacco cessation reimbursement language
• Updated fingerprinting language to reflect current hiring practices, including use of “conditional” or “contingent” status instead of “temporary.”
• Simplified payment options for fingerprinting costs
• Updated criminal history recheck language to reflect current processes and eliminate outdated references
• Clarified reimbursement processes for licenses and other employee-paid requirements
• Proposed updates to the transportation committee language for clarity and structure

GA-ACE Initial Proposal - 3/5/26

• Proposed expanding access to certain benefits, including fitness memberships, to all classified employees
• Simplified mileage reimbursement by aligning with the IRS rate
• Proposed adjustments to meeting compensation, uniforms, and fingerprinting costs
• Addressed food waste concerns by proposing that excess food be made available to staff
• Suggested clarifying and consolidating language for improved understanding and consistency

GAPS Initial Proposal - 4/29/26

• Proposed cost-of-living adjustments tied to CPI, including a 3.1% increase for the 2026–27 school year, with potential adjustments based on updated economic data
• Introduced a multi-year compensation structure with projected increases tied to regional CPI to provide stability and predictability
• Proposed adjustments to certain pay differentials, including incorporating some differential pay into base salary schedules
• Updated payroll processes and timelines to reflect current district practices
• Removed outdated longevity language that is no longer reflected in current salary structures
• Clarified compensation practices for specific roles, assignments, and pay scenarios

GA-ACE Initial Proposal - 5/28/26

• Proposed a $5 per hour increase to all salary schedule steps during the first year of the agreement.
• Proposed a 4% salary schedule increase during the second year of the agreement.
• Proposed increasing insurance contribution caps by 4% annually.
• Proposed increasing TSA matching contributions.
• Proposed revisions to extra duty compensation and alignment with certified extra duty schedules.
• Proposed changes to bilingual, training, night custodian, and shift differential pay.
• Proposed revisions to out-of-classification work compensation.
• Proposed changes related to step advancement, severance calculations, employee overpayment procedures, and longevity stipends.
• Proposed updates to various compensation-related provisions throughout the article.

GAPS Initial Proposal - 4/29/26

• Proposed to maintain the current insurance cap structure for employee benefits
• Increased HSA contributions for eligible employees to enhance overall benefit value
• Introduced the concept of a joint insurance committee to review plan options, cost structures, and future sustainability
• Emphasized total compensation comparisons, including both salary and insurance contributions
• Provided comparative data showing district insurance contributions relative to nearby districts and similar-sized systems

GA-ACE Initial Proposal - 5/28/26

• Proposed modifications to insurance contribution provisions.
• Proposed changes related to monthly insurance caps and annual increases.
• Continued discussion regarding health insurance plan structures and employee contributions.
• Proposed updates intended to expand insurance-related benefits available to employees.
• Focused on health benefit affordability and long-term insurance support for bargaining unit members.

GA-ACE Initial Proposal - 5/11/26

• Updated language to align with current Oregon public sector labor law
• Removed outdated references related to damages and lockout procedures no longer permitted under Oregon law
• Clarified timelines and conditions related to strikes or work stoppages during the term of the agreement
• Updated bargaining and implementation language to reflect current legal processes and terminology

Focused on modernizing language and ensuring consistency with current law

Tentative Agreement Reached - 5/11/26

The District accepted GA-ACE’s proposed language and the article reached Tentative Agreement

GA-ACE Initial Proposal - 5/11/26

• Proposed striking the article in its entirety
• Stated that existing district budgeting practices and board reserve requirements already address the purpose of the article
• Clarified that the proposal was not intended to eliminate the District’s ability to conduct layoffs or reductions in force where otherwise permitted by contract language

GA-ACE Initial Proposal - 5/11/26

• Proposed revisions to clarify how contract changes and bargaining obligations are handled during the term of the agreement
• Removed language viewed as conflicting or inconsistent with current labor law and bargaining processes
• Clarified that contract modifications during the agreement term require mutual agreement unless otherwise permitted by law
• Updated references related to bargaining timelines, implementation procedures, and contracting out provisions
• Proposed removing language related to bargaining ground rules that was viewed as inconsistent with legal bargaining requirements

GAPS Counter Proposal - 5/11/26

• Proposed a clarifying language adjustment referencing Article 4 within the article language
• Focused on maintaining consistency and legal clarity within the contract language

Tentative Agreement Reached - 5/11/26

Following discussion and the District’s counter proposal, the article reached Tentative Agreement

GA-ACE Initial Proposal - 1/22/26

GA-ACE Initial Proposal - 5/11/26

• Added language addressing employee rights related to electronic monitoring and video surveillance
• Clarified that electronic surveillance should not be used as a substitute for direct supervisory observation during evaluations
• Proposed prohibiting random review of surveillance footage solely for the purpose of seeking policy violations
• Allowed review of video footage as part of a verifiable investigation involving an incident, accident, complaint, or directly observed concern
• Clarified that classified employees should not direct or discipline other classified employees based on surveillance footage unless acting in an authorized supervisory role
• Proposed that video, audio, GPS, or other electronic monitoring not serve as the sole basis for discipline
• Focused on balancing workplace monitoring practices with employee privacy, fairness, and due process protections

GAPS Initial Proposal - 3/5/26

• Proposed to align classified employee language with other district employee groups
• Clarified compensation and benefits for employees returning after retirement
• Aimed to ensure consistency across district contracts

GAPS Second Proposal - 4/2/26

• Clarified sick leave accrual language for post-retirement employees
• Adjusted language to ensure consistency across different work schedules (9-, 10-, and 12-month employees)
• Simplified accrual structure for clarity and consistency

GA-ACE Initial Proposal - 5/28/26

• Responded to previous District proposals regarding retiree re-employment.
• Proposed revisions to eligibility and conditions for retired employees returning to work.
• Continued discussion regarding how re-employed retirees are compensated and assigned.
• Clarified language governing the use of retired employees in District positions.
• Focused on balancing staffing flexibility with contract consistency and employee opportunities.

GAPS Initial Proposal - 2/5/26

• Updated final paycheck language to align with current payroll schedules and processing timelines
• Clarified timing to prevent overpayment or reconciliation issues when employees resign near payroll cutoff dates
• Updated insurance language to clearly reflect 12 months of coverage, regardless of employee work calendar (9-, 10-, or 11-month employees)
• Clarified how insurance eligibility is calculated in an employee’s final month of work

GA-ACE Initial Proposal - 5/11/26

• Proposed requiring final paychecks to be issued within 72 hours following an employee’s final day of work
• Updated insurance language to extend coverage timelines through August 31 in certain resignation scenarios
• Clarified when insurance benefits terminate following resignation
• Proposed adjusting eligibility requirements for insurance coverage in an employee’s final month of work from “half the work days” to “at least one work day” in that month
• Focused on clarifying final pay, insurance continuation, and resignation procedures for employees transitioning out of the district

GAPS Counter Proposal #1 - 5/28/26

• Responded to GA-ACE's proposal regarding final pay and insurance continuation.
• Clarified timelines and procedures related to employee resignation and separation from employment.
• Continued discussion regarding insurance eligibility and benefit continuation following resignation.
• Refined language governing final compensation and resignation processes.
• Focused on maintaining consistency with District payroll practices and benefit administration.

GAPS Initial Proposal - 4/16/26

• Updated terminology to replace “substitute” with “on-call” driver to better reflect current district practices
• Clarified status and expectations for drivers who fall below required hours, including how they are assigned and utilized
• Proposed changes related to district payment for licensing and physicals for certain driver groups
• Extended timelines (from 14 to 30 days) for onboarding or assignment processes to reflect current operational realities
• Emphasized that many updates are intended to align contract language with current practice and improve clarity for employees and supervisors