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Important 2014 Bargaining Season Reminders - click here.
IEERB provides mandatory mediation and mandatory, binding factfinding for all Indiana teacher bargaining processes at impasse. IC 20-29 and 560 IAC 2 are the laws and regulations that govern this process. IEERB is a neutral agency and cannot provide legal advice. Please consult your counsel if questions arise.
The 2014 Practitioner’s Guide to Bargaining & Impasse is an IEERB developed document to help both parties navigate the collective bargaining agreement and impasse processes. It contains information regarding collective bargaining, discussion, impasse, mediation, last, best offers (LBO), factfinding, financial considerations, miscellaneous topics, and a glossary.
|These dates will not be altered for individual school calendars|
|Pre 8/1||Informal negotiations may be held|
|8/1||DOE Estimate of General Fund sent to corporations|
|8/1||FORMAL COLLECTIVE BARGAINING PERIOD BEGINS|
|10/1||IMPASSE PERIOD BEGINS|
|10/2||BARGAINING STATUS FORM:PRE-IMPASSE DUE**|
|10/9||RATIFIED COLLECTIVE BARGAINING AGREEMENTS DUE**|
|~10/12||DOE Certification of Bargaining Revenue|
|12/31||IMPASSE PERIOD ENDS|
|12/1||COLLECTIVE BARGAINING REPORT DUE **|
** Information must be uploaded/completed in Gateway. (Please use Firefox or Chrome because Internet Explorer 8 is not supported).
Continuation of existing agreement; circumstances
Sec. 16. (a) If an agreement has not been reached on the items to be bargained collectively by November 1, as provided in IC 6-1.1-17-5, the parties shall continue the terms of the current contract that is in effect, and the school employer may issue tentative individual contracts and prepare its budget on that basis. During this period, in order to allow the successful resolution of the dispute, the school employer may not unilaterally change the terms or conditions of employment that are issues in dispute.
(b) Upon the expiration of the current contract that is in effect, the school employer shall continue under the terms of the current contract that is in effect, with no increase or increment in salary, wages, or benefits for any bargaining unit employee until a new contract is executed, unless continuation would put the school employer in a position of deficit financing due to a reduction in the employer's actual general fund revenue or an increase in an employer's expenditures when the expenditures exceed the current year actual general fund revenue.
(c) The only parts of the contract that must continue under this section are the items contained in the contract and listed in section 4 of this chapter.
(d) This section may not be construed as relieving the school employer or the school employee organization from the duty to bargain collectively until a mutual agreement has been reached and a contract entered as called for in this chapter.