A Memorandum of Understanding between the Greeneville City School system and educators was reached in April, and last night the City Board of Education approved the agreement.
Heather Boegemann, representing the GEA committee, and Director of Schools Steve Starnes, on behalf of the board, both addressed the school board on terms and conditions of the three year agreement.
Members of the PECA or Professional Educators Collaborative Act will vote in November on whether to ratify the agreement, which would run through the 2027-2028 school year.
HEATHER BOEGEMANN
Good evening. I am the chair person for GEA on the collaborative Conference and Committee. In October of 2022, I came before you with a petition of signatures representing over 50% of the professional staff of Greenville City Schools. The purpose of the petition was to express our desire to enter into a collaborative conferencing with the administration of Greenville City schools. Collaborative conferencing, also known as PECA, is a structured process where selected professional employees and administrators convene to exchange ideas, address work-related issues, particularly those concerning job conditions. This approach emphasizes teamwork and problem solving.
The process was established under the professional educators’s collaborative conferencing Act of 2011, also known as PECA. In November of 2022, GEA was chosen as the representing body in an election where all professional staff of GCS had the opportunity to vote.
The team was formed with eight members on each side, representing the professional staff, teachers, and the administrative staff representing Greenville City schools. The professional team members, please stand. and their bogaman, Katie Smelcer, Danny McAmis, Crystal Dykes, Tamara Harris, Sarah Benson, Meg Brooks, and Robert Zimmerman, who replaced Teresa Spears upon her retirement. The administrative team members also stand. Steve Starnes, Cindy Luttrell, Melissa Batson, Ellen Lipe, Deanna Martin, Kelly Ford, Rachel Adams, and Richard Tipton, who replaced Suzanne Bryant upon her retirement.
Thank you all for your dedication and solutions oriented work during this process. As you can see, each team is well represented by a variety of team members, bringing different areas of expertise and perspective. The team was trained in January of 2023, and we’ve been engaged in the process ever since February of that year.
Elected chairs for the teams are Steve Starnes for the administrative team, and myself for the professional team. All conversations and decisions were made by following our guiding questions, which are, is it feasible? Is it legal? Is it what’s best for students? And does it meet the mutual interests of GEA and GCS? Discussions are restricted by the law to six topics, which are salaries and wages, insurance, fringe benefits, leave time, working conditions, and payroll deductions. While I think there was probably trepidation on both sides in the beginning. The large group really did work well together. It was not an us versus the relationship, and I think we all arrive here today with a positive view of the process, where we all gain knowledge and benefited from each other.
We’re grateful to arrive at this point with stronger affiliation, and what we believe to be a successful first proposal.
STEVE STARNES
The goal was to develop a memorandum of understanding and tonight we present you an MOU agreed upon by all team members for your consideration. One that we believe benefits the district as a whole, once approved, the MOU is binding for three years and carries the same weight as a contract. The only way a part of the MOU of becoming invalid is through changes in state law, or state Board of Education rules, regulations, and policy. All other items not affected by that change, if there is one, would remain in effect. I will echo what Heather said, the collaborative conferencing has been a positive experience allowing us to strengthen our relationship among professional employees and administration. I think it’s been a learning experience for both sides and one that I will take away a lot of value information from.
One note to continue the collaborative conferencing process, again with professional employees must notify the board of their intent before November 1, 2025 Similar to last year in election would be hailed in a majority of all eligible professional employees, voting or not, would be required trigger collaborative conferencing at that time, so as we get ready to approve our MOU tonight, then the process will begin again very shortly.
So it’s our pleasure to present to you this MOU tonight for your consideration.
—
The Greeneville City Schools
Board of Education
And
Professional Employees of
Greeneville City Schools
Memorandum of Understanding
2025-2028
School Board Members
Cindy Luttrell
Pam Botta
Crystal Hirschy
Josh Quillen
Craig Shepherd
This Memorandum of Understanding (MOU) memorializes the understanding reached by the Board and the representatives of the professional employees of the Board as to the terms and conditions of the professional employees’ service. The Board hereby recognizes the Greeneville Education
Association, an affiliate of the Tennessee Educational Association, as the exclusive representative for the purpose of Collaborative Conferencing for all professional employees of the board for July 1, 2025 through June 30, 2028 per the 15% threshold guidelines established by the Professional Educators Collaborative Conferencing Act, TCA § 49-5-605(c) and the scope of conferencing set forth in TCA § 49-5-608 and TCA § 49-5-609.
Board Management Collaborative Conferencing Committee
Steve Starnes
Rachel Adams
Melissa Batson
Kelly Ford
Ellen Lipe
Cindy Luttrell
Deanna Martin
Richard Tipton
GEA Collaborative Conferencing
Committee
Heather Boegemann
Sarah Benson
Meg Brooks
Crystal Dykes
Tamara Harris
Daniece McAmis
Katie Smelcer
Robert Zimmerman
Table of Contents
Collaborative conferencing/ PECCA ……………………………………………………………………………………………….. 4
Collaborative conferencing eligible topics ………………………………………………………………………………………. 4
Memorandum of Understanding (MOU) ………………………………………………………………………………………… 4
Guiding Questions ……………………………………………………………………………………………………………………….. 4
Working Conditions ……………………………………………………………………………………………………………………… 5
Teacher Workday ……………………………………………………………………………………………………………………… 5
Planning Time ………………………………………………………………………………………………………………………….. 5
Complaints/Reprimand (GCS Board Policy 5.502) ……………………………………………………………………………. 5
Professional Development During the School Year …………………………………………………………………………… 7
Safe Schools Swap Day ……………………………………………………………………………………………………………… 7
Leave …………………………………………………………………………………………………………………………………………. 8
Bereavement Leave ………………………………………………………………………………………………………………….. 8
COVID-19 Leave ……………………………………………………………………………………………………………………….. 9
Grievance …………………………………………………………………………………………………………………………………… 9
Salary ……………………………………………………………………………………………………………………………………….. 10
Fringe Benefits ………………………………………………………………………………………………………………………….. 10
Tuition Priority……………………………………………………………………………………………………………………….. 10
Glossary ……………………………………………………………………………………………………………………………………. 11
Appendix ………………………………………………………………………………………………………………………………….. 13
Final Provisions …………………………………………………………………………………………………………………………. 14
Collaborative conferencing/ PECCA
Collaborative conferencing is the process by which representatives designated by professional employees and the management team meet to confer, consult, discuss and exchange information, opinions and proposals on matters relating to terms and conditions of professional service using the principles and techniques of interest-based collaborative problem-solving. This process was created by the Professional Educators Collaborative Conferencing Act of 2011(“PECCA”).
Collaborative conferencing eligible topics
The following items are eligible for discussion:
• Salaries or wages
• Grievance procedures
• Insurance
• Fringe benefits
• Working conditions, except those working conditions prescribed by federal law, state law, private act, municipal charter or rules and regulations of the state board of education, the department of education or any other department or agency of state or local government
• Leave
• Payroll deductions, except such deductions for political activities.
Memorandum of Understanding (MOU)
If an agreement is reached, the parties jointly prepare a memorandum of understanding that is valid for a period not to exceed three years. The memorandum of understanding is then presented to the board of education to be approved.
Updates to legislation, SBE rules, or SBE policies may necessitate a renegotiation to reach a fair compromise for compliance.
Guiding Questions
Prior to each meeting of the PECCA team reviewed the guiding questions as follows:
• Is it feasible?
• Is it legal?
• Is it what’s best for students?
• Does it meet the mutual interest of GEA and GCS?
Working Conditions
Teacher Workday
Teachers shall be on duty at least seven and one-half (7 1/2) clock hours each day, including a duty free lunch period and additional time as the administrative organization requires. Additional time is
interpreted to include faculty meetings, in-service programs, committee meetings, general meetings, conferences, school-sponsored activities, and other extra duties before and after school.
Extra duties shall be fairly distributed among the staff.
Planning Time
Planning time is defined as time spent by a professional employee preparing and planning for classroom instruction. Every effort will be made to provide teachers with planning time to ensure student success.
Teacher planning time can be defined as the noninstructional time (i.e., time without students) teachers are given to plan their lessons and complete other tasks. Teachers may use this time to prepare for lessons, grade student assignments, contact parents, attend parent-teacher conferences, collaborate with other teachers, attend professional development, attend
Individualized Education Program student conferences, or complete paperwork or other tasks as assigned by the school principal and the school district.
Middle and High School – minimum of one (1) academic class period per day
Elementary School – a period of time that is equal to the amount of related arts instruction a student receives during the school day
Absent a need to comply with law, rule, or regulation, school administration will protect a minimum of one day per week of uninterrupted, meeting free planning time.
Complaints/Reprimand (GCS Board Policy 5.502)
Whenever a complaint about an employee is made to the Board as a whole or a board member as an individual, it will be referred to the Director of Schools for study and possible solutions. The Director of Schools will notify the person who supervises the employee involved. The employee involved will be advised by their immediate supervisor of the nature of the complaint and given
opportunity for explanation, comment, and presentation of the facts as they see them.
If, after such procedure is followed there is still a question or complaint, the matter shall then be referred in writing to the Board, which shall determine whether it will hear the individual or group.
Individuals or groups desiring to speak to the Board shall follow the same procedures as outlined in board policy dealing with public participation at board meetings.
All complaints shall be submitted in writing, explained specifically, and signed by the complainant.
The privacy and anonymity of all parties and witnesses to complaints shall be kept confidential unless otherwise required by law. Harassment complaints shall be handled according to the Board’s policy on harassment.
The following procedures shall be followed:
1. Complaint is received.
• Investigation formally begins.
• Formal meeting with Complainant is scheduled.
• Complainant is provided with a copy and given an explanation of the Notice Regarding
Internal Workplace Investigation – Complainant
• Complainant is questioned regarding the allegation(s) made to gather more information on the complaint.
• Information from the complainant such as possible witnesses and/or evidence is gathered.
• If the complainant is not the victim in the case, the victim would then be questioned and documented in the same manner as the complainant, but would receive the Notice
Regarding Internal Workplace Investigation -Victim
2. Respondent (accused) is contacted and meeting is scheduled.
• Respondent is provided with a copy and given an explanation of the Notice Regarding
Internal Workplace Investigation -Respondent
• Respondent is notified of the allegation(s) made.
• Respondent is questioned regarding the allegation(s). Respondent has an opportunity to make additional comments regarding the allegation(s).
• Information from the respondent such as possible witnesses and/or evidence is gathered.
• Depending on the nature of the allegation(s), an employee may be suspended pending the outcome of the investigation.
3. Witnesses (if any) are contacted and individual witness meetings are scheduled.
• Witness is provided with a copy and given an explanation of the Notice Regarding Internal
Workplace Investigation -Witness
• Witness is questioned regarding the allegation(s).
• Information from the witness such as possible witnesses and/or evidence is gathered.
4. Review of Investigation
• All evidence, including interviews and any material evidence is pulled together and
reviewed.
• Final results of investigation determination is made (i.e. Substantiated, Partially
Substantiated, Unsubstantiated, or Unsubstantiated but areas of improvement needed). All determinations must include a rationale for the determination, including the basis upon which rationale is given (i.e. Board Policy, Employee Handbook, Legal Rules/Regulations, Teacher Code of Ethics, etc.)
• Employment Action Recommendation (if warranted based on the investigation results) is made (i.e. Coaching & Counseling, Additional Training, Formal Verbal Warning, Plan of Improvement, Formal Written Reprimand, Suspension, or Employee Dismissal.)
• Report of Investigation Results is submitted to the Director of Schools for review.
• Finalization of Investigation
• Additional meeting with Respondent is held; providing an additional opportunity for them to discuss the allegation(s).
• Final determination on employment action (if any) is made.
• Final meeting with Respondent is held to issue an employment action (if any).
• Complainant and/or victim is notified that the investigation is completed. Complainants are not provided with information on any specifics regarding employment action issued to the Respondent other than notification that the situation has been addressed. However, if it is a case of harassment of any sort, additional details may be necessary to bring resolution to
the complaint.
Professional Development During the School Year
During every day of professional development led by a GCS employee, professional employees will participate in structured, collaborative activities to implement the day’s learning (up to a half day).
This time will be focused on developing and coordinating system-wide and school-wide curricula.
These sessions will emphasize instructional alignment, curriculum consistency, and the
implementation of new strategies to meet student learning goals. Exceptions may be made for state-mandated training or district priorities.
In years involving textbook adoption or new curriculum implementation, teachers impacted may request one additional professional development day within the first semester of school to collaborate with peers or Instructional Specialists, review implementation strategies, and align
curriculum changes with district-wide objectives.
Safe Schools Swap Day
In order to accommodate the professional development needs of our teachers while ensuring that essential safety training is completed, Greeneville City Schools allows teachers to exchange one scheduled PD day for the successful completion of safety training requirements by the day
designated within the approved school calendar. Approved exchanges will result in the teacher being excused from attending the designated PD day, and the day will be credited towards annual PD requirements
• Designated safety training programs must be related to the mandatory training
requirements set forth by Greeneville City Schools. Safety training includes, but is not
limited to, emergency procedures, and other health and safety protocols as determined by Greeneville City Schools.
• Required safety courses and the associated deadlines will be loaded into the system’s designated safety training program for all teachers on or before July 15th.
• Teachers must provide proof of completion of the safety training within the online system by the required due date. Accepted documentation includes certificates of completion, official training logs, or other forms of verification as specified by Greeneville City Schools.
• If the safety training is not completed by the specified deadline, the teacher will be required to attend the scheduled PD day as originally planned in order to complete the assigned training.
Leave
Bereavement Leave (Policy 5.302)
Greeneville City Schools shall provide the following bereavement leave to full-time employees in the event of a death in their family. Special circumstances specifically not covered in this policy may be considered by the Director of Schools.
Up to 5 Days: (Additional time beyond 5 days may be utilized using personal leave or sick leave if available.)
• Spouse/Partner
• Parent (including Father/Mother-in-law and Step-Parent)
• Children (including Son/Daughter in-law and Step-Children)
• Siblings (including Step-Siblings)
• Grandchildren (including Step-Grand Children)
Up to 3 Days: (Additional time beyond 3 days may be utilized using personal leave or sick leave if available.)
• Brother/Sister-in-law
• Grandparents (including Step-Grandparent and a spouse’s grandparent)
• Others living in the home as a member of the family.
1 Day: (Should coincide with the arrangements for the deceased)
• Aunt/Uncle (including a spouse’s Aunt/Uncle)
• Relatives outside of the employee’s immediate family.
• Close Friends
COVID-19 Leave (Policy 5.302)
All employees (including part time and full time) are entitled to up to 5 days of paid sick leave if they are unable to work or telework because the employee:
• is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
• has been advised by a health care provider to self-quarantine related to COVID-19; or
• is experiencing COVID-19 symptoms and is seeking a medical diagnosis.
• is caring for a family member diagnosed with COVID-19; or must care for their school-age child(ren) subject to quarantine order.
To demonstrate eligibility for the leave, the employee may be required to provide proof of COVID-19 testing or other suitable documentation for the circumstances. Employees should seek clarification from Human Resources if they have questions regarding the total amount of leave available to them.
This paid leave may be taken if there is work available for the employee to complete and the employee is unable to work or telework for one of the above reasons. Such leave is in addition to any paid leave that an employee may already be entitled to (e.g., existing sick leave). Employees are
not required to exhaust any other paid leave benefit to utilize this new category of paid sick leave.
Employees will only be permitted up to 5 days of their regular pay per school year for any leave taken under this policy.
Grievance
A grievance filed pertaining to this MOU will follow the same steps as outlined in Board Policy 5.501
Representation
The board acknowledges the right of any professional employee filing a grievance to be aided or assisted in the grievance process by association, organizations or representatives of his or her choosing, per TCA § 49-5-603, if the grievant so desires.
No Reprisals
No reprisals shall be taken by either party to a grievance against the other party because of participation in the resolution of the grievance.
Released Time
Should the investigation or processing of any grievance require that the grievant and/or the representative of the grievant be absent from his/her regular assignment, and has the approval of the Director of Schools, he/she shall suffer no loss of pay/benefits.
A grievance may be withdrawn at any level without establishing precedent.
Failure to communicate the decision on a grievance within the specified time limits shall permit the grievent to proceed to the next step.
The Board, the Administration, the grievant and any representative(s), shall cooperate and in no way obstruct the investigation of any grievance
Salary
The Greeneville City Board of Education has a board goal to increase teacher salaries. This goal recommends an annual increase to the certified teacher salary scale in addition to any proposed percentage or flat amount increase in the following increments: $450 (26-27), and $500 (27-28) respectively. Implementation is dependent upon available funding.
Fringe Benefits
During the term of this MOU the system will continue to provide Three Personal Days. Any personal and professional leave remaining unused at the end of the year shall be credited to sick leave.
Tuition Priority
Greeneville City Schools recognizes the benefit of allowing employees’ children to attend the system in which the parent is employed. Teacher’s children will be given priority acceptance into GCS. If an employee of this school district has a residence outside the school district, their children
may attend a school within Greeneville City Schools. The child’s parent/guardian must comply with all tuition requirements. Preference will be given to the children of system employees due mainly to the convenience of having them and their children on the same schedule.
Glossary
PECCA—Professional Educators Collaborative Conferencing Act; PECCA consists of two groups, management and professionals, who negotiate salary, benefits, and working conditions pursuant to
TCA 49-5-601.
MOU—Memorandum of Understanding; a legal document that describes a binding agreement between educators and professional groups. This written document memorializes and records the understanding reached by the board of education and its professional employees, or their respective representatives, if so designated, as to the terms and conditions of professional services set forth under PECCA.
Agreement— a mutual understanding between two or more parties that is expressed through an offer and acceptance.
Association— a group of people organized for a joint purpose, in this case being the Greeneville Education Association.
Collaborative Conferencing— the current process in Tennesse for reaching a binding agreement between professional employees of a school district and its management personnel.
Day—Greeneville City Schools workday for professional employees consists of 7.5 continuous hours Monday through Friday, but different schools may begin and dismiss at different times.
Grievance—a formal complaint or accusation that a professional employee raises against
management personnel Management Personnel—central office administrators, school administrators, board of education
members
Professional employee— a position that requires a license issued by the Tennessee Department of Education for employment in a public elementary or secondary school
Working Conditions— the physical and psychological conditions to which teachers are exposed
Representative – includes any person, or group of persons, organization or association that is designated and authorized by professional employees or local board of education to act for the
professional employees or the local board of education.
Supervisor— any professional employee of a local board of education whose full-time job
responsibilities consist of oversight of other professional employees or curriculum development or both.
Faculty Meetings— a time where staff comes together to discuss academic matters, such as curriculum, instruction and assessment. Faculty meetings can also be a time to collaborate on research projects, develop professional plans and share best practices.
Board of Education—The ‘board of education’ or ‘board’ means the Greeneville City Schools Board of Education
LEA – (Local Education Agency) – any county school system, city school system, special school district, unified school, metropolitan school system or any other local public-school system or school district created or authorized by the general assembly.
TEA – Tennessee Education Association – a private Tennessee non-profit corporation whose voluntary membership is open to all of Tennessee’s public-school educators.
Appendix
PECCA RIGHTS FOR PROFESSIONAL EMPLOYEE ORGANIZATIONS
A. Facilities Use/Organizational Rights TCA § 49-5-606(4)
As defined in the Professional Educators Collaborative Conferencing Act (PECCA) of 2011, professional employees have the right to self-organization, to form, join, or be assisted by organizations, to participate in collaborative conferencing with local boards of education through representatives of their own choosing, and to engage in other concerted activities for the purpose of other mutual aid and benefit.
1. Use of Facilities
The Professional Employee Organization (PEO) receiving at least fifteen percent of the professional educators’ representative vote and their members shall have the right to make use of school buildings and facilities at all reasonable hours for meetings and any
equipment, including but not limited to computers, copy machines, other duplicating
equipment, and audiovisual equipment when such equipment is not otherwise in use.
2. Communication
The elected PEO(s) shall have the right to post notices of activities and matters of
concern on employee bulletin boards, at least one of which shall be provided in each
system-operated building in areas designed for employee use, such as employee
lounges and workrooms, but not in areas open to the public or students. The PEOs shall have the right to use the school system’s regular interschool mail delivery system and school mailboxes, including email, for nonpolitical communications to employees or members of the PEOs.
3. Access to Members
Representatives of the elected PEOs and their respective affiliates shall be permitted to transact official PEO business on school property at all reasonable times, provided that this shall not interfere with or interrupt normal school operations.
4. School Board Meetings/ Committees
A request shall be made to the Director of Schools office at least 10 days prior to the
scheduled meeting, if the PEO wishes to include an item on the board agenda. Any
supporting documentation to be considered shall be provided at the time of the
request.
An invitation shall be extended to the PEO for inclusion on any committee appointed by
the board. Except the executive committee or any committee that may preclude their
inclusion.
5. Faculty Meetings
A request shall be made to the building principal at least 1 day prior to the scheduled
meeting. Representatives of the PEOs may use this opportunity to present any updates
and any affiliated employees’ concerns to the building-level administration.
Final Provisions
This Memorandum of Understanding (MOU) was developed and approved by the following Professional Educators Collaborative Conferencing Team members on April 2, 2025.
Professional Educators Committee Management Committee
Heather Boegemann Steve Starnes
Sarah Benson Rachel Adams
Meg Brooks Melissa Batson
Crystal Dykes Kelly Ford
Tamara Harris Ellen Lipe
Daniece McAmis Cindy Luttrell
Katie Smelcer DeAnna Martin
Robert Zimmerman Richard Tipton
This MOU was approved by the Greeneville City Schools’ Board of Education at their
regularly scheduled meeting on ______________________________. The term of this MOU
will run from July 1, 2025, through June 30, 2028 (3 years).
_________________________________ _________
Cindy Luttrell, Board Chair Date
_________________________________ _________
Attest, Steve Starnes, Director of Schools Date
