In accordance with Board policy, the superintendent has adopted a salary plan for its regular teaching personnel of the district whereby each teacher in the school district shall be compensated at least commensurate with, but not limited to, education, prior experience and experience in the district. The plan shall remain in effect until changed or modified by the Board in accordance with law. If the Board declares a fiscal emergency during a budget year as allowed by state law, it may reduce salaries for all employees on a proportional basis or the work year of employees may be altered. Any such reduction in salaries may be made not withstanding any adopted salary schedule or policy.
Within the framework of state statutes, employees who do not comply with the requirements of the district and state may not be granted salary increases or they may not be retained on the staff.
Teacher compensation shall be determined in accordance with approved and existing negotiated agreements.
The district shall comply with statutory provisions regarding teacher salaries.
Adopted: August 2000
Revised: July 2008
Revised: September 2020
Revised: August 2025
LEGAL REFS.: C.R.S. 22-32-110 (5) (agreement with employee group cannot exceed one-year term, unless subject to reopener on salaries and benefits)
C.R.S. 22-44-115.5 (2) (reductions in salary or alteration of work year due to fiscal emergency)
C.R.S. 22-60.5-110 (renewal of teacher license)
C.R.S. 22-63-401 through 403 (teacher compensation laws)
C.R.S. 22-69-101 et seq. (grant program for alternative teacher compensation plans)
CONTRACT REF. :
LCSD/LCEA Teacher Contract – Article 6, Employment ; Section 6.2, Salary and Benefits
CROSS REFS.:
Board policies:
SSG-3, Staff Treatment
SSG-4, Staff Compensation
Administrative policies:
GCQA, Instructional Staff Reduction in Force
Lake County School District R-1, Leadville, Colorado