Pine City Paraprofessionals Call for Transparent and Consistent Hiring Practices
Paraprofessionals at Pine City Public Schools, represented by AFSCME Council 65, are continuing to call for transparency, consistency, and adherence to district policy regarding starting wages for newly hired employees. Contrary to recent portrayals, the local’s efforts have been calm, professional, and focused on fairness, not “unrest.”
For several months, paraprofessionals have been expressing concern about new hires being placed at unusually high steps on the salary schedule. In one recent case, a new paraprofessional was started at Step 9 of 12. This has not happened in more than 15 years.
Board Policy Confirms This Information Is Public Data
At Monday’s meeting, Local 1647-3 President Elizabeth Perreault attempted to share concerns during open forum but was abruptly interrupted by Board Chair James Foster, who claimed she was violating data privacy by referencing new hire placement on the wage scale. However, Pine City Public Schools Board Policy 206 identifies the following information as public data for employees:
“Name;… actual gross salary; salary range;… education and training background; previous work experience;...”
This directly contradicts the assertion that discussing step placement is a violation of privacy. Paraprofessionals are requesting basic information the district itself defines as public.
Members Are Asking for Fairness
Veteran paraprofessionals are being leapfrogged by new hires placed at exceptionally high steps without any provided justification. “We have no interest in preventing the district from being competitive,” said Perreault. “We’re asking for consistency, a fair process, and for the district to follow its own policies.”
Clarifying Contract Negotiations
In recent comments, the board chair stated that AFSCME had proposed language that would restrict the district’s ability to determine starting pay for new hires. This framing does not accurately reflect what was proposed. During negotiations, the union suggested the following clear and reasonable language to bring consistency to hiring practices:
- “Qualified applicants may be hired up to Step 3 provided they have the same or similar experience within another school setting.”
- “At the discretion of the District, new employees may be placed above the lowest step with successful college, technical school, or business college, or who have had one year or more of successful experience within a school setting.”
These proposals do not prohibit placing new hires higher on the scale. They simply provide structure and transparency which the district has repeatedly declined to adopt. The local also attempted to negotiate longevity pay to offset the new hires starting at higher wages than veteran staff. The district refused these proposals as well and only agreed to a $500 stipend after 15 years of service or $650 after 20 years of service.
Calling for Collaboration and Transparency
Paraprofessionals are essential to classroom success and student support. They deserve hiring practices that are fair, consistent, and transparent. “Placing new hires above long-serving paraprofessionals without explanation undermines morale and violates our trust,” said Perreault. “We have asked for documentation. We have asked for consistency. We have asked for fairness. The district has provided none of it.”
Moving Forward
AFSCME Local 1647-3 and Pine City paraprofessionals remain committed to working collaboratively with the district. The local is simply asking the district to:
- Provide explanation or documentation (allowed under Board Policy 206) when starting new hires at unusually high steps.
- Establish consistent criteria for step placement so all paraprofessionals are treated equitably.
- Honor the spirit of the collective bargaining agreement and engage in good-faith dialogue.
Union members will continue participating in school board meetings, engaging respectfully, and advocating for fair treatment of all paraprofessionals who serve Pine City students every day.